Essay Examples on Causes of the Civil War Essay Example

Exposition Examples on Causes of the Civil War Paper first Essay Sample on Causes of the Civil War The strains between the North and South were truly elevated as a result of the contest of subjugation in the new territories.The North, who was progressively modern, needed the new regions to be liberated from subjection. Then again the South, who was increasingly horticultural, needed subjection to be noticeable in the new domains. Thinking about this, the three fundamental choices and activities that lead up to the Civil War was the disagreement regarding servitude in the new domains, the Kansas and Nebraska act/draining Kansas, and the appointment of Abraham Lincoln. The First and one of the generous elements adding to the Civil War was the argument about bondage in the new territories.Originally the North and the South conceded to the Missouri bargain which involved that all the region over the outskirt among Missouri and Arkansas (36th Parallel)would be liberated from slaves, barring the as of now slave province of Missouri; leaving the South with the rest of the domain beneath the fringe of Missouri and Arkansas.This plan worked for around fifteen years until California applied for statehood. California’s constitution denied bondage which shocked the South in light of the fact that the majority of the mammoth state was beneath the 36th Parallel.So, two Senators, Henry Clay and Stephen Douglas proposed a trade off called the Compromise of 1850.This trade off expressed that rather limits for slave and free expresses, the states had a decision on which side they needed their state to be on.But this arrangement just applied to the new domai n soon to become states. So the New Mexico and the Utah region currently had the capacity to pick whether they needed to be a free or slave.Just like Utah and New Mexico, California presently had a decision to be a slave or free state with now adjustments. In this way, California casted a ballot and wound up turning into a free state like they needed to in the first place. This lead to numerous individuals hurrying to the domains, attempting to make the new region free or slave. second Essay Sample on reasons for the common war We will compose a custom paper test on Essay Examples on Causes of the Civil War explicitly for you for just $16.38 $13.9/page Request now We will compose a custom article test on Essay Examples on Causes of the Civil War explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer We will compose a custom paper test on Essay Examples on Causes of the Civil War explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer The American Civil War was a military clash between the United States of America (the Union), and 11 secessionist Southern states, composed as the Confederate States of America (the Confederacy).It was the finish of four many years of extraordinary sectional clash and it reflected profound situated monetary, social, and political contrasts between the North and the South.One of the significant reasons for the Civil War was the apparently interminable political disagreements about servitude in the Mexican Cession and Louisiana Purchase territories.It was basic that the Democratic and Whig political pioneers keep up congruity between their Southern and Northern supporters, in this manner, the foundation of both during presidential races like that of 1848 attempted to evade that specific subjugation question.However, the augmentation of subjection into the new domains was probably the biggest issue of the time, and with developing restriction from the North, avoidance of it turned out t o be progressively difficult.Another huge reason for the war was the development of various reactions to abolitionist practices, for example, the Underground Railroad and responses to out of control slaves and the Fugitive Slave laws that prodded from all areas of the country.Finally, there was the financial pain factor, of both outside and local roots, that included everything from duties to the budgetary accident of 1857.These thus caused sectional arguments about the utilization of the central governments open terrains. In mid 1848, when gold was found in California, a swarm of explorers filled the valleys.Free-soilers and slaveryites contended over the proposed issue of bondage in the domains, and in this manner, regardless of whether the territory itself was reasonable for a slave economy. third Essay Sample on Causes of the Civil War Examine the view that severance, as opposed to subjugation caused the Civil War Although during the contention both the Unionists and Confederates may have firmly accepted that withdrawal was the sole reason for the war, we can see since this isn't the situation. This is strengthened by Abraham Lincolns second debut address on March 4, 1865, in which he expressed that bondage was, by one way or another, the reason for the war. This is because of bondage having been the prime explanation behind thefirst Southern states withdrawing, which thusly began the war. The way that the Souths genuine purpose behind severance was bondage is expressed obviously in theDeclarations of Causes of Seceding States of Georgia, which said We should either submit to corruption, and to the loss of property worth four billions of cash, or we should withdraw structure the Union confined by our dads, to make sure about this just as each different seecies of property. The inquiry remains however, for what reas on did the Southerners feel that theirpeculiar organization was undermined? Lincoln may have said I accept this legislature can't suffer, for all time half slave and half free†¦. It will turn out to be every one of the a certain something, or the various, be that as it may, by this Lincoln didn't mean the abolishment will be in a day, nor in a year, nor in two years. I don't assume that in the most quiet manner extreme elimination would happen in under a hundred years at any rate; however that it will happen in the most ideal manner for the two races in Gods great time, I have no uncertainty. Rather, he and the Republican Party just needed to stop slaverys further spread, driving the rest of the bondage to slowlywither and pass on. The Norths wish to stop the further spread of subjugation was a direct result of the regional acquisitions which had added six states to the Union, five of them were slave ones. Another Essay Sample on Causes of the Civil War At the point when the states joined to frame a national government, they couldn't imagine the expansive changes that would surpass the mainland in the following 100 years.The seeds planted in pilgrim times brought about societies of individuals as various as the scenes they inhabited.This and the mind blowing development of a perpetually taught populace pushed their decent variety to a limit. Could the frail association withstand the amazing divisions of monetary need and show fate as a solitary country, or would issues, for example, bondage, restrained financial turn of events, disheartened instruction, and states rights break the dream’The answer would come in How will we live’The South, with its rich atmosphere and immense tracts of fruitful land was ideal for enormous plantations.The significant money crops were tobacco and cotton.†Cotton from the American south, developed for the most part by slave work, outfitted three-fourths of the world’s supplyâ⠂¬  before the 1850’s.Southern staples gave three-fifths of every single American fare, gaining remote trade that had a significant influence in American monetary growth† (McPherson 39).The Western domains coaxed with guarantees success and riches. In any case, as the south imagined extension of their lifestyle into the west, the northern states were having increasingdifficulty accommodating the opportunities guaranteed in the Constitution with the while the South built up an ace/slave mindset, the North stretched out more opportunities to its population.The work power was various and well educated.The free worker was not a captive to his activity since he could take his abilities where they would lead him.He had the chance to propel his station to one of ownership.In expansion, the structure of the family was changing during this time. Another Essay Sample on Causes of the Civil War At the point when the states joined to frame a national government, they couldn't imagine the sweeping changes that would overwhelm the landmass in the following 100 years.The seeds planted in frontier times brought about societies of individuals as various as the scenes they inhabited.This and the amazing development of an always instructed populace pushed their decent variety to a limit. Could the feeble association withstand the ground-breaking divisions of monetary need and show predetermination as a solitary country, or would issues, for example, bondage, repressed financial turn of events, debilitated training, and states rights break the dream’The answer would come in How will we live’The South, with its rich atmosphere and tremendous tracts of ripe land was ideal for huge plantations.The significant money crops were tobacco and cotton.†Cotton from the American south, developed for the most part by slave work, outfitted three-fourths of the world’s s upply† before the 1850’s.Southern staples gave three-fifths of every single American fare, gaining outside trade that had a significant impact in American financial growth† (McPherson 39).The Western domains coaxed with guarantees thriving and riches. Notwithstanding, as the south imagined extension of their lifestyle into the west, the northern states were having increasingdifficulty accommodating the opportunities guaranteed in the Constitution with the while the South built up an ace/slave attitude, the North stretched out more opportunities to its population.The work power was assorted and well educated.The free worker was not a captive to his activity since he could take his gifts where they would lead him.He had the chance to propel his station to one of ownership.In expansion, the structure of the family was changing during this time. Another Essay Sample on Causes of the Civil War At the point when the Civil War at long last broke out, it was a result of a development of strain because of the contention of subjugation. The country was separated into tw

The effects of aids on society

The impacts of helps on society Recognized women and men of honor, today am favored to have this valuable second with you to talk about the pandemic that has taken steps to wipe away the energetic age of African Americans. By the idea of ethnicity, the dark network in United States is having an overwhelming weight because of the impacts of the ailment. Measurable outcomes shows that before the finish of 2007, about half (46%) of the tainted were individuals from the dark network. In the year 2006, the blacks accounted around 45 % of the new diseases in fifty states just as District of Columbia. It is dismal to discover that up to now numerous individuals from the dark network are as yet losing their lives in a malady that can be handily controlled. It is evaluated that 230,000 blacks in U.S. have lost their lives because of AIDS. These passings speak to a 40% of the considerable number of passings. Measurements likewise show that around one million individuals live with the infection in America today with half of them originating from the dark network. To you individuals from the board do you accept on the factual reports that demonstrate African American residents adding to 40% of HIV AIDS plague passings? As a racial gathering, the blacks speak to just 13% of the countrys all out populace. Estimations demonstrate that dark guys are presented to the danger of being tainted with I individual in each six liable to be contaminated with the infection. For females, 1 out of each 30 of them is profoundly uncovered than white guys. Washington D.C has the countrys most noteworthy HIV pervasiveness with  ¾ of its contaminated populace originating from the dark network. Women and courteous fellows, reports from the National HIV/AIDS Strategy African American makes up the greatest piece of the HIV cases across many contaminated gatherings. These gatherings incorporate heteros, gay people, ladies, newborn children and medication clients. Before we set out in the excursion of battling the scourge in the network, we have to wonder why individuals from the dark network are excessively tainted by the infection and how would they see the malady. As indicated by you individuals from the board, what do you believe is the explanation for this unbalanced contamination of blacks? I would likewise like you the individuals from the board to make sense of inquiry that requests our consideration is to attempt to make sense of techniques being taken to alleviate the quantity of cases being featured in facilities and other wellbeing establishments the nation over. As facilitators what do you believe are the important methodologies should have been attempted to control the spread? Above all else, I might want to start the conversation by taking a gander at the principal instances of the illness among the blacks. The scourge originally came into the open spotlight in mid 1980s. From the start, the scourge influenced predominantly the gay male populace and medication clients who utilized intravenous techniques to infuse drugs into their bodies. In the year 1983, the US Center for Disease Control and Prevention (CDC) came out with the proof of the first two instances of HIV in quite a while. The two women obtained the infection through sex with a medication client who utilized intravenous strategy to infuse the medications into his body. One of the women was of a Latin starting point while her partner was a dark. From that point forward, the illness began spreading at a high rate among the individuals from the dark network. Ladies particularly, were influenced and after five years, the blacks represented 50 percent of the considerable number of AIDS cases in America. Im reluctant to state that right now, 60% of ladies tainted with the infection originate from the dark network (http://www.avert.org/hiv-african-americans.htm). Prior on, a more concerning issue was the impression of the pandemic by the American media as an illness regular to white gay men. The blacks were given scarcely any motivations to accept that the infection could likewise influence them, in spite of the huge part of the early cases in indiscriminate and gay network originating from the dark men. From the start, dark American hetero kids and grown-ups were for the most part tainted by white heteros. From your point of view, do you blacks are at a higher hazard than the whites? Im pleased to illuminate you that the primary gathering to face the pestilence through the edification of the individuals from the dark network was the San Franciscan Gay people group or Black and White Men Together (BWMT). This development was noteworthy not just for considering Reggie Williams one of its supporters, yet additionally offered ascend to an AIDS association. I for one might want to salute Williams as one of the principal gay dark lobbyist who worked for a long time to manage passings and illuminated gay individuals from the dark network. Do you figure Williams commitment to tending to the malady impactsly affected the battle against the illness? The hall got fruitful and at last prompted arrangement of first since forever gift by CDC to forestall the spread of the sickness among the dark gay network in the year 1998. The worry of the AIDS scourge among the blacks in 1980s and 1990s was likewise raised by different exceptionally persuasive individuals from the network who were tainted with the malady or lost a companion or relatives through the unhealthy. My welcome likewise goes to Max Robinson, the primary dark American commentator. Max transparently conceded that he was sure not long before he passed on in 1988. Later on Arthur Ashe kicked the bucket of a similar disease in 1993 with rapper Eazy-E radiating another casualty in 1995. May be the most compelling AIDS casualty of dark cause who is as yet alive today is the container competitor Ervin Johnson. He conceded that he was sure in 199. His affirmation that any one can get the ailment demonstrated a critical understanding that the AIDS plague was not only a sickness run of the mill to gays. Others who have contributed in bringing the profile up in the dark network incorporate Jesse Jackson who turned into another acclaimed dark man to join other notable blacks in tending to the pandemic. The principle chance factor among the blacks is sexual transmission. Having unprotected sex is the major likely reason for the ailment. 43 % of the blacks living with the malady got the infection through male to male sex. An examination directed demonstrated that national HIV/AIDS strategy indicated that half of the dark gay guys and bisexuals in five notable urban areas in United States of America being HIV positive. A significant report attempted in 21 urban areas presumed that just about 1/3 of the dark MSM had the AIDS infection. Among this class, the adolescent are essentially influenced. In 2006, many dark individuals in America who had intercourse with other men were contaminated with the malady. Additionally, the ailment among this gathering has expanded quickly. Since 2001 and 2006, yearly HIV analyze among the African American MSM matured 13 and 24 went up by 93 % contrasted with twelve percent among the blacks everything being equal. What number of you individuals from the board concur with me that sex is the main source of high pace of spread of the pandemic among the blacks? Numerous hypotheses have been anyway proposed with respect to the powerlessness of the youthful dark men to the infection through the exercises of homosexuality, yet none is really definitive. One hypothesis is the high pervasiveness of the illness among the huge numbers of the individuals from the network. The hazard is improved in youngsters who collaborate with their more established male partners since more seasoned MSM seem to have had a ton of sexual presentation and expanding the danger of getting the ailment. Youthful African American MSM is additionally less inclined to be educated about their status. This converts into less probability for them to find a way to stop the transmission of the ailment. In any case, different investigations have demonstrated that youthful dark partake in unsafe undertakings to a more noteworthy degree than youthful Latin or White guys. Likewise, dark ladies are for the most part lopsidedly presented to the malady, with the imaginable transmission implies being hetero sexual practices. Eighty five percent of the dark ladies living with HIV infection were presented to the infection by through this implies and make up almost 50 % of the countrys female populace with the ailment. Back men living with the infection makes up 22% and were contaminated through hetero implies. More than 2/3 of contaminated men were uncovered thusly to the malady (.http://www.avert.org/hiv-african-americans.htm). There are a great deal of monetary just as social factors that come because of significant levels of sexual HIV diseases operating at a profit network. In any case, higher periods of STDs in this gathering are additionally molded by financial and social factors consequently encouraging sexual transmission of the infection. The dark Americans have multiple times the number the degree of Chlamydia, and multiple times the degree of gonorrhea contrasted with Whites. An assessment by United States Center for Disease and Prevention (CDC) found that almost half (48%) of dark females and around 40% of African American men got tainted by genital herpes in the nation contrasted with 21% of females and 11.5%of men by and large. Will anybody of you disclose to me the potential methods of lessening destitution in our general public? Medication use is one of the most probable reasons for AIDS pestilence among the individuals from the dark network. In the year 2008, utilization of medications was found to contribute a noteworthy bit of all AIDS analyze among the blacks. Many dark people living with the illness were contaminated through medication infusion contrasted with those of some other race or ethnic gathering. Blacks infusing drugs have a probability of procuring the in a higher rate and don't live longer after the finding. Destitution additionally is another primary factor that prompts disease of the infection among the dark Americans. Destitution powers young people to drop out of school, preventing them from landing great positions and great work. Destitution additionally understands worth or self-esteem and pulled in to unlawful or socially sick propensities that can open them to the sickness. Destitution side effects likewise impact sexual examples that

STAR Interviewing Response Technique for Success in Behavioral Job Interviews

STAR Interviewing Response Technique for Success in Behavioral Job Interviews Behavioral questions are one of the most common types of interview questions you’ll encounter. No matter what the industry is, you’re bound to have a few of those thrown at you when you enter a job interview.So, how do you handle them and what are they really about? In this guide, you’ll encounter a strategy that’s the most effective in terms of answering a behavioral question: the STAR technique.We’ll go over:What STAR stands for?What are behavioral questions?How can STAR help with behavioral questions?What are the steps to crafting a STAR response to a behavioral question?Finally, we’ll look at a few examples to help you get started.SITUATION, TASK, ACTION, RESULTLet’s start by examining the STAR concept. It consists of four different elements, each of which can be considered a single step in your answer. It gives structure to your answer and helps you move from one important element to another, providing a thorough answer to the question at hand.The four elements of the STAR concept are:SITUATIONThe first component examines the context of your answer. You answer the question of “What were the circumstances of the thing?” and lay the foundation for the answer. You use this component as the basis, explaining in detail what kind of situation you’re about to describe.TASKYour second component in the STAR technique involves the responsibility you had in that environment. You try answering the question “What was the thing you had to do?” and outline the desired outcome. The component is not looking at what you did but rather what was expected in this situation.ACTIONYou then move on to describe the things you did to start solving the situation. You answer the question “What were the steps you took?” by showing in detail what your actions were in order to solve the task ahead of you. The component is focused on your specific actions and reasoning for those actions â€" it’s about the actual things that happened and not what should have happened.RESULTFinally, the last component of the STAR technique is the outcome aspect of it all. You seek to explain an answer to the question “What happened as a result of your actions?” and what your accomplishment or lessons learned were. The focus is on the details of the outcome and an understanding of how your actions in the previous component led to this specific outcome.By following these four components, you create a coherent, concise and detailed answer for any behavioral question you may face.THE COMMON BEHAVIOURAL INTERVIEW QUESTIONSWhen you have a group of people working towards a common mission, such as in the workplace, the employers want to know how employees will react to different circumstances. Being a good employee is not just about being able to technically perform in the role (i.e. to have the right skills) but to also be able to handle the situations that arise with the role (i.e. to have the right characteristics).Here’s a list of some of the most comm on behavioral questions:Talk about a time when you had to work closely with someone whose personality was very different from yours.Tell me about a situation you wish you’d handled differently with a colleague?Give me an example of a time when you did not meet a client’s expectation. What happened and how did you attempt to rectify the situation?How do you prioritise?Tell me about a time you’ve been under a lot of pressure. What happened and how did you handle the situation?Tell me about a time when you failed/succeeded? How did you deal with the situation?Tell me about a time when you set a goal for yourself? What was is and how did you make sure to achieve it?How do you handle managing responsibilities?Give me an example of a time you’ve persuaded someone.Tell me about a time when you were faced with a conflict. What did you do?How do you motivate yourself?What is your biggest achievement?Behavioral questions are asked to reveal three core things:How you handle specific si tuationsHow you thinkHow you compare with the other candidatesThis allows the interviewer to understand more about you as a candidate. Behavioral questions move deeper into the personality and talent you’d bring to the workplace and beyond just your technical ability to perform in the role.When you’re asked behavioral questions, the interviewer is essentially trying to find out three things about your behavior.First, they want to know how you’ve behaved in previous real-world situations. This is important because behavioral questions are not about imaginary situations â€" the interviewer is not looking to know how you would behave in a certain situation but how you have behaved.For example, a common behavioral question is to ask:Tell me about a mistake that you’ve made. How did you handle it?They don’t ask:What would you do if you ever made a mistake?The second point to remember is that the questions are looking to understand the value you’ve added to this actual situati on. The interviewer wants to know what you did and how your direct actions influenced the outcome. It’s not about what the organization did, the team did or anyone else present did â€" your actions and behaviors are what matter here.For instance, another common behavioral question is to ask:Give me an example of a difficult problem you’ve solved. How did you do it?Again, they are asking about your actions and the behaviors and actions you took to overcome the situation.Finally, the third point the interviewer is focusing on is how you define and analyze different workplace situations. This allows them to compare you to other candidates and to analyze your fit to the work environment. What this essentially means is to check how you define things like ‘failure’, ‘mistake’, and ‘success’.For example, when the interviewer asks a common behavioral question like:Can you tell me about a challenging situation you overcame at work?They aren’t just looking for you to talk ab out the actual steps and actions you took. The interviewer is also interested in seeing what kind of situation you define to be a challenge.Different people can consider very different workplace scenarios as ‘challenge’. For example, someone might talk about how the fax machine broke down while others might go on about the time a big client refused to pay.The point is not that there is necessarily a right or wrong way to define things. But it’s more about understanding your fit for the ‘pressure’ the work environment would provide.Overall, there isn’t really a right or a wrong answer to behavioral questions. Since the answer also has to be about an actual behavior you’ve shown and deal with a real-life situation, you can’t really ever find example answers that you can use.However, what you can do is use strategies that help to answer the question in the most effective way and this is why the STAR method is such a powerful thing.HOW CAN THE STAR TECHNIQUE HELP?There i s a concept and saying in psychology that says, “the best predictor of future behavior is past behavior”. This idea is behind behavioral questions and the reason STAR works so well in answering those questions.STAR looks at what you’ve done in the past in specific situations and therefore, gives the employer a window into your possible future actions. The employer can consider these together with your skills and make a balanced judgment on how well you’d be able to perform in that role.If you remember from the previous section, the interviewer is looking for three core things:How you have behaved in an actual situationHow you’ve added value to solving or dealing with that situationHow you define different common workplace situationsNow, with the STAR method, you are answering those points directly.Remember that STAR will make you:Define the SITUATION by giving the interviewer context for when you engaged in a specific behavior they are asking about. Here you are showing th e interviewer how you define the specific workplace situations they are asking about. For example, if they ask, “Tell me about a challenge you’ve overcome?” then you will not only outline the real-life situation you dealt with, but you will also show the way you define something as ‘a challenge’.Then you move on to talk about the TASK. These are the responsibilities you had in that situation. You show what your role and value was from the onset â€" you not only show what was expected of you but also discuss what you thought were expected of you. Again, you dig deeper into how you define these situations and you show how you understand your role in them.You will next highlight the ACTION. This is to show your behavior deeper and to talk about the steps you took in that specific situation to overcome it or to solve it. This needs to be detailed and concise, showing the interviewer exactly how you behaved and acted in the situation. You want to highlight each action you took and explain the reasoning behind it. Again, this is to help the interviewer to see how your past behavior would manifest in the future, in this particular position.Now, the final part is to mention the RESULTS. These are the outcomes that took place due to your behavior and actions. You show the interviewer the value you brought in reality and what the tangible results of your actions were. In addition, you want to show your understanding of what lead to those results and your ability to learn from the situation. You need to highlight your understanding of what actions lead to what outcomes and how these can help in any specific work situation.See how powerful the STAR method is? You just used it to answer all the things the interviewer wants to see when they ask behavioral questions. You show then in action how you’ve been and acted in the past to help them analyze your ability to perform in the specific role in the future.You make it easier for them to compare you with others †" they get real examples of behavior that help them evaluate the skills and the fit.3 STEPS TO PREPARE FOR BEHAVIORAL QUESTIONS WITH STARSo, how can you start using STAR to your advantage? You now have a great grasp of:The concept of STARThe reasons behavioral questions are askedThe concrete ways STAR helps to answer those questionsNow it’s time to start practicing your answers. Preparing and thinking about what answers would be good will help you nail the interview â€" you’ll have the confidence to talk about your skills and more importantly, you know just the kind of skills you need to be talking about.As we’ll discuss soon, the behavioral questions the interviewer ask will always be linked with the specifics of the role and the company. The interviewer knows the kind of skills they want the candidate to have, the challenges they’ll be faced with and so on.Now it’s the candidate’s job to show that they do have those skills, they do know how to overcome those specific c hallenges and so on.So, how do you go about ensuring your behavioral question follows the STAR strategy and highlights the right qualifications and skills for the job?Here are three simple steps to take to prepare for behavioral questions with STAR.1. Make a list of your skills and your experiencesYou should start by creating a list of your skills and experiences. These should be essential for performing well and succeeding in the role you are applying for.What this means is not just listing skills and qualifications you have â€" as you will have many of them! The point is to focus on those core skills that you need in this particular role.In order to figure out what those are, you need to look at the job listing. You should read it, underlining any skill and experience the employer mentions. Then write them down in the below chart:THE SKILLS THE EMPLOYER IS LOOKING FOR:You can list as many and as few as needed. The key is to find those core skills and characteristics that would hel p you in the role and the specific work environment.You can then move on to focusing on the skills you have. The dream is to be able to manifest those exact skills. So you could simply underline the ones you know you have in green.But consider also other skills you have that the employer hasn’t mentioned but which you know would help. These could be closely related to the skills the employer mentions and transferable skills you have.MY BEST SKILLS TO HELP PERFORM AND TO SUCCEED IN THIS ROLE:2. Pick an example of a time you showcased that skill or experienceNow, you have the skills listed. You know what the employer is looking for and the skills your answers should highlight. It is time to show those skills in action.The next step is about matching each of those skills with a real-life example. You want to find the SITUATION in STAR. You want to pick something you’ve done, dealt with, accomplished and so on â€" to give the context to your skill and characteristics.At this point, you don’t have to consider STAR just yet. You simply want to have a rough idea of an example that highlights a skill. Indeed, it’s a good idea to have two examples for a single skill to ensure you can showcase single skill in different ways â€" depending on the question, you can pick the more suited answer then.Of course, it will be even better if you can find an example of a situation that’s similar to something you might deal with in your new role. For example, if the job involves a lot of customer service, then try to come up with examples that highlight your skills and experience of actual customer service situations.So use the below chart to list the skills and characteristics you have and then match them with suitable real-life examples.THE SKILLSTHE EXAMPLE3. Write down the STAR functionsFinally, it’s time to bring out the STAR template and go through each of your examples, giving them the STAR treatment. What you can do is use the below template, filling in the impor tant points as you go along.SKILL AND EXAMPLE SITUATION:SITUATIONWho? What? Where? When? How?TASKWhat were the deadlines? What were the costs? What did it involve? What was required?ACTIONWhat did you do? What steps did you take? How did you take them?RESULTWhat happened? Why did it happen?You can use the questions as guidance when writing your answer.At this point, you can write is as close to an oral answer you might give. You can even sample some of the most common behavioral questions with your answers. The key is to learn to highlight your skill, use real examples as your answers, and master the STAR strategy.Of course, you don’t want to learn the answers by heart and simply read them off like a script when at the interview. However, it still helps to practice the strategy and to think about the examples beforehand â€" it helps you give a good answer confidently.A FEW EXAMPLE BEHAVIOR JOB INTERVIEW QUESTIONS AND STAR RESPONSESTo bring it all home, it’s a good idea to examin e a few examples. Here are three core behavioral questions that are almost unanimously asked in job interviews. Below you can also find an example answer to the question, highlighting the STAR strategy.The Question: Tell me about a time when you showed leadership. What did you do?The STAR answer:In my previous job, we had multiple requests for customer follow-ups after we held a conference (SITUATION). Due to one of our team members being sick, we started having a large backlog and customers complained that we’re taking too long to get back to them (TASK). I realized some of the customers had said they’d be OK if we follow-up on the weekends, so I asked one of the team members to contact the list first and to setup interviews for weekend, if possible. I then worked on the weekend to clear the backlog (ACTION). We ended up clearing the list and acquired 8 new customers, with $100,000 in new sales (RESULT).The Question: Have you ever made a mistake? How did you handle it?The STAR answer:Once I misquoted a fee for the club I was working in which resulted in the customer paying the wrong fee (SITUATION). I realized my mistake and wanted to rectify the situation (TASK). I told the manager and they appreciated my honesty. We talked that we should waive the fee for the first three months for the new member and give him the option to cancel. I then contacted the person and went over the situation with them (ACTION). The person accepted my apology and decided to still stay with the club. I felt bad about the mistake but my manager’s calm and understanding approach helped me deal with the situation and I learnt to double check the things I now do (RESULT).The Question: Give an example of a goal you’ve reached and how you achieved it.The STAR answer:When I first started working at ZYX, I wanted to make the most sales of the month, which was a light-hearted competition our management had set (SITUATION). It wasn’t an official objective, but I felt like it would challenge me to quickly learn the ropes and perform well at my job (TASK). I focused on customer service and communication, as I felt it gave me the best chance of boosting sales. I talked with customers, better realizing their pain points and therefore, finding ways we could help them (ACTION). I ended up winning the competition within six months of starting â€" the fastest anyone had done it. I beat the next person by $100,000 and I felt proud of my achievement. Not just with beating the competition but also about taking the time to better serve the customers (RESULT).WITH STAR YOU CAN BE THE STAR OF THE JOB INTERVIEWBehavioral questions are an essential part of the job interview. They are used to look at you more closely and to analyze your fit in the organization â€" they show the interview who you are and what you’ve done in order to make certain predictions about your performance in the role.And when it comes to answering these essential questions, the STAR method is one of the best to use. It highlights just the right elements of your past performance and gives your answers the right kind of structure and level of detail.So, go over the tips and strategies in this guide and nail your next job interview!

Definition And Description Of Employee Innovation Behaviour - Free Essay Example

Sample details Pages: 17 Words: 5046 Downloads: 5 Date added: 2017/06/26 Category Statistics Essay Did you like this example? CHAPTER 2 Employee innovation behaviour has been defined as the intentional behaviour of an individual to introduce and/or apply new ideas, products, processes, and procedures to his or her work role, unit, or organization (West Farr, 1989, 1990b). Examples of employee innovative behaviour in the workplace include introducing new technologies and techniques, suggesting new ways to achieve objectives, trying new ways of performing work tasks, and facilitating the implementation of new ideas. Several points in the definition on employee innovation proposed by West and Farr (1989, 1990b) are worth noting. Firstly, employee innovative behaviours include behaviours pertaining to both the introduction and the application or implementation of new ideas, products, processes and procedures by the employees. This definition thus includes a variety of behaviours pertaining to the innovation processes in an organisation. Don’t waste time! Our writers will create an original "Definition And Description Of Employee Innovation Behaviour" essay for you Create order Secondly, this definition takes into account both technical innovations (the introduction or application of new technologies, products, and services) and administrative innovations (the introduction or application of new procedures and policies) (Van de Ven, 1986). Technical innovations are innovations that occur in the primary work activity of the organization; administrative innovations are innovations that occur in the social system of an organization (Daft, 1978; Damanpour Evan, 1984). Examples of technical innovation include the implementation of an idea for a new product or the introduction of new elements in an organizationà ¢Ã¢â€š ¬Ã¢â€ž ¢s production process. Examples of administrative innovation include the implementation of new policies of recruitment, allocating resources, and reward. Individual innovative behaviours could be behaviours pertaining to the introduction or implementation of both technical and administrative innovations. Thirdly, the new ideas, products, processes, and procedures being introduced or implemented do not have to be absolutely new to the field. They only need to be new relative to the unit of adoption. For example, an employee is innovating when he introduces an IT system that has not been used in his organization before. This technology doesnà ¢Ã¢â€š ¬Ã¢â€ž ¢t have to be a new invention and could have been used in other organizations before. And finally, innovative behaviours include not only those behaviours leading to innovations within the individualà ¢Ã¢â€š ¬Ã¢â€ž ¢s work role but also behaviours that initiate or facilitate innovations in higher level units such as the individualà ¢Ã¢â€š ¬Ã¢â€ž ¢s work group, department, or the entire organization (West Farr 1989. 2.2 Construction of the Terminology Used in the Dissertation Several similar terminologies to employee innovation exist in the literature. A brief discussion about how those terminologies are similar to and different from the framework of employee innovative behaviour will prevent potential confusion and help our understanding of employee innovative behaviour. One similar construct is individual creative behaviour. Creativity refers to the production and introduction of novel and useful ideas, products, or processes (Amabile, 1988; Oldham Cummings, 1996; Shalley, 1995; Woodman, Sawyer, Griffin, 1993). Individual creative behaviours are behaviours pertaining to the generation of such novel and useful ideas, products, or processes. Creative behaviour is closely linked to innovative behaviour and it can be considered as one type of innovative behaviour. However, innovative behaviours include a broader range of behaviours than just creative behaviours. Innovative behaviours include both the introduction of self-generated ideas (creative behaviou r) and the introduction and implementation of new ideas generated by other people and organizations. Creativity requires absolute novelty of the idea whereas innovation only requires relative novelty of the idea to the unit of adoption (King, 1990; Woodman, Sawyer, Griffin, 1993).Therefore, adopting a new policy from another organization to the current organization would be innovative but not creative. Also, the definition of creativity includes an inherent requirement for the idea or product to be useful. The phenomenon of innovative behaviour doesnà ¢Ã¢â€š ¬Ã¢â€ž ¢t include a usefulness judgment in itself. An innovative attempt could result in different possible consequences for the organization. Yet an ineffective innovation is still an innovation. Also, creative behaviour concerns the generation of ideas whereas innovative behaviour includes both the generation or introduction and the application or implementation of the new ideas (Amabile, 1988; Scott Bruce, 1994; Zhou, 1998 , 2003). Another related concept to employee innovation is role innovation. Role innovation is the introduction of significant new behaviours into a pre-existing role (West, 1987a, 1987b). Role innovation is usually studied in the context of job change and relocation (e.g., Allen Meyer, 1990; Ashford Saks, 1996; Munton West, 1995; Nicholson, 1984; West Rushton, 1989). The reference for comparison in role innovation is the pre-existing job role. It is considered an act of role innovation, if the way the current job holder does his job is different from the way the previous job holder did it or from the way other people currently do the same job in the same organization. Role innovation is related to innovative behaviour in the sense that introducing new behaviours and procedures into an existing work role is one type of innovative behaviour. However, these two concepts are still different. Role innovation only changes processes within an individualà ¢Ã¢â€š ¬Ã¢â€ž ¢s work role. Innovative behaviours, however, is not limited to innovations occurring in the work role alone but also in the department, unit, and the organization. In addition, all innovative behaviours cannot be considered as role innovation. For example, developing new ideas and products is part of the job profile for some organizational positions (e.g. the RD department). People in those job positions routinely introduce new products and procedures into the organization and therefore frequently engage in innovative behaviour. However, since it is part of their existing job or work role, those behaviours are not considered as role innovation. Another similar concept is personal initiative. Frese, Kring, Soose, and Zempel (1996: 38) defined personal initiative as à ¢Ã¢â€š ¬Ã…“a behavior syndrome resulting in an individualà ¢Ã¢â€š ¬Ã¢â€ž ¢s taking an active and self-starting approach to work and going beyond what is formally required in a given job. More specifically, personal initiative is characterized by the following aspects: it (1) is consistent with the organizationà ¢Ã¢â€š ¬Ã¢â€ž ¢s mission; (2) has a long-term focus; (3) is goal-directed and action-oriented; (4) is persistent in the face of barriers and setbacks, and (5) is self-starting and proactive.à ¢Ã¢â€š ¬? Some individualà ¢Ã¢â€š ¬Ã¢â€ž ¢s behaviour in the workplace such as voluntary suggestion of new ideas to the organization can be seen as both personal initiative and innovative behaviours. However, not all personal initiative behaviours are innovative behaviours. Personal initiative could include both quantitative and qualitative initiatives. Quanti tative initiatives are those activities that only require additional energy. Those activities do result into the application of new ideas, products, and procedures into the workplace and therefore are not innovative behaviours. Moreover, personal initiative is voluntary in nature of the behaviour whereas innovative behaviours do not have to be beyond the formal job requirement. In a nutshell, creative behaviour, role innovation and personal initiative are all related to but different from the construct of individual innovative behaviour. Differentiating these constructs will further clarify the concept of employee innovative behaviour. At the same time, the existing similarities suggest the possibility that the literatures devoted to these related constructs could inform research on innovative behaviours. 2.3 Employee Innovation and Image Outcome Expectations Why do employees innovate in an organisation? A piece of wisdom reiterated by learning theories and motivation theories is the importance of outcome expectations in determining human innovative behaviour. The operant conditioning theory of learning stresses the importance of the Law of Effect, which states that behaviour which appears to lead to a positive consequence tends to be repeated, while behaviour that leads to a negative consequence tends not to be repeated (Thorndike, 1911). Banduraà ¢Ã¢â€š ¬Ã¢â€ž ¢s social learning theory (1977) proposed that people learn about the consequences expected for certain behaviours not only from their own experiences but also from observing others in the workplace. To summarize, operant conditioning theory and social learning theory advocates that people develop outcome expectations of certain behaviours either from direct experiences or from vicarious learning. The outcome expectations, in turn, guide their future behaviour in the workplace. The effects of outcome expectations on behaviour are more directly addressed in Vroomà ¢Ã¢â€š ¬Ã¢â€ž ¢s expectancy theory of motivation (1964). The renowned expectancy theory of motivation suggests that an individualà ¢Ã¢â€š ¬Ã¢â€ž ¢s motivational force to perform an act is determined by his expectancies that the act will be followed by the attainment of certain first-level outcomes (expectancy), that these first-level outcomes will lead to certain second-level outcomes (instrumentality), and the value of these second-level outcomes (valence). The importance of outcome expectations is depicted by the concept of à ¢Ã¢â€š ¬Ã…“expectancy,à ¢Ã¢â€š ¬? which is a subjective belief concerning the likelihood that a behaviour will lead to particular first-level outcomes (Vroom, 1964). A similar observation of the importance of outcome expectations in affecting individual behavioural intentions can also be found in Ajzen and Fishbeinà ¢Ã¢â€š ¬Ã¢â€ž ¢s theory of reasoned action (1980). Outcome expectations guide innovative behaviours in the workplace. In the case of employee innovative behaviour, what are the major outcome expectations that affect employee innovation at work? Two major types of outcome expectations will impact employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ decision to engage in innovative behaviours: expected performance outcomes and expected image outcomes. Expected performance outcomes are employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ expectations of how his or her innovative behaviours would affect the performance or efficiency of the employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s work role or unit. Expected image outcomes are an individualà ¢Ã¢â€š ¬Ã¢â€ž ¢s expectations about how his or her innovative behaviours would affect other organization membersà ¢Ã¢â€š ¬Ã¢â€ž ¢ perceptions of him or her. Expected image outcomes are an individualà ¢Ã¢â€š ¬Ã¢â€ž ¢s expectations about how his or her innovative behaviours would affect the perceptions of the other members of the organisation towards him or her. The linkage of performance and image outcomes at the individual level is comparable to the differentiation between organization efficiency and legitimacy as suggested by institutional theory (Meyer Rowan, 1977). The organizations compete for social as well as economic fitness in the institutional perspective (DiMaggio Powell, 1983). Whereas the economic fitness or organization efficiency frontier enhance the organizationà ¢Ã¢â€š ¬Ã¢â€ž ¢s profits and competitive advantages, social fitness brings legitimacy which helps the organization gain stability, resources and hence survival. Several studies have recently brought such an institutional perspective into the study of innovation processes by highlighting the impacts of both efficiency outcomes and potential legitimacy outcomes on innovation adoption decisions. Tolbert and Zucker (1983) found that an early adoption of civil service is related to internal organizational requirements while late adoption is related to institutional de finitions of legitimate structural form Westphal, Gulati and Shortell (1997) in their research work found out that early adopters can customize Total Quality Management (TQM) practices for efficiency gains, while later adopters gain legitimacy from adopting the normative form of TQM programs. Results from both the empirical studies conclude that an organizationà ¢Ã¢â€š ¬Ã¢â€ž ¢s decision to adopt an innovation is influenced by both internal efficiency considerations (i.e., the efficiency outcome) and external legitimacy considerations (i.e., the image outcome). The results not only supports the importance of considering both outcomes in the innovation process but also suggests that their relative impact on innovation adoption will vary in different situations. Abrahamson (1991) suggested a typology that highlights the dominant efficient choice paradigm and other less dominant perspectives that can be used to guide innovation research. The dominant paradigm is the efficient choice perspective (i.e., the efficiency-oriented perspective), which conceptualises organizations as rational entities who always adopt innovations that can improve organization efficiency or performance. On the other hand, two other perspectives à ¢Ã¢â€š ¬Ã¢â‚¬Å" the fashion and fad perspectives à ¢Ã¢â€š ¬Ã¢â‚¬Å" stresses on the importance of social-political processes by suggesting that organizations sometimes adopt innovations for their symbolic meaning, signalling innovativeness, rather than to boost organizationsà ¢Ã¢â€š ¬Ã¢â€ž ¢ economic performance. The impacts of expected performance outcomes and expected image outcomes on employee innovative behaviour represents the efficiency-oriented and the social-political motives for employee innovation, respectively (s ee Figure 1). Figure 1 Outcome Expectations and Employee Innovation Behaviour Note: Except for those marked with negative signs, all links in the model are hypothesized to be positive. Source: Diagram adapted from Innovation and creativity at work: Psychological and organizational strategies by West Farr (1990a). 2.4 The Efficiency-Oriented Perspective of Expected Performance Outcomes: The efficiency-oriented perspective in understanding employee innovation behaviour suggests that one major reason people innovate is to bring performance gains. Although assumed to be one of the major motivational reasons in this dominating paradigm, few studies have directly tested the effect of such expected performance outcomes on innovative behaviour. This dissertation provides a hypothesis for testing the outcome of the effects of such expectation and on employee innovation behaviour at work. Expected image outcomes have been considered different from the concept of subjective norm in the theory of reasoned action (Ajzen Fishbein, 1980) in this study. The subjective norm concept refers to a personà ¢Ã¢â€š ¬Ã¢â€ž ¢s belief about whether significant others think that he or she should engage in the behaviour. Although both the concepts are related to potential social outcomes of employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ behaviour, expected image outcomes refer to expected perceptions from a po tential audience (i.e., other employees in the organization) rather than the concern for the approval or disapproval of others. Image outcome expectations can be influenced by other factors as well such as relationship quality, peer expectations, and job requirements. The Literature available on impression management provides an interesting distinction between defensive and assertive impression management (Arkin, 1981; Schlenker, 1980). Tetlock Manstead (1985:61) provides a good discussion on this distinction: à ¢Ã¢â€š ¬Ã…“Defensive impression management is to protect an employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ established social image; it is triggered by negative affective states such as embarrassment and shame. Whereas assertive impression management is designed to improve an employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ social image; it is triggered by perceived opportunities for creating favourable impressions on others.à ¢Ã¢â€š ¬? Therefore the difference between avoiding image risks and pursuing image enhancement represent different affective states and individual motives. Consulting the impression management literature, the dissertation hypothesizes two major types of image outcome expectations that may affect an employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s decision to engage in innovative behaviour. Firstly, expected image loss risk will constrain people from demonstrating innovative behaviour. An employee may decide to à ¢Ã¢â€š ¬Ã…“play it safeà ¢Ã¢â€š ¬? and try and avoid being innovative in order to look socially appropriate and prevent potential image loss. Showing such a tendency to avoid negative evaluations represents the protective self-presentation (Arkin, 1981) or defensive impression management motive (Tetlock Manstead, 1985). The self-protective motive shows that expected image risks will restrict the tendency of an employee to engage in innovative behaviour (refer Figure 1). On the other hand, people may feel the need to innovate because they may see potential opportunity to enhance work efficiency. For example, a high-performing employee may want to introduce a new work technique because he or she perceives opportunities to further improve efficiency. Contrary to the problem-driven construct this latter construct is consistent with the more contemporary vision-guided change model (Cooperrider Srivastva, 1987; Cummings Worley, 2005; Watkins Mohr, 2001) and possibility-driven logic of change (Ford Ford, 1994). This approach suggests that changes can be initiated not only to solve existing problems but also to pursue further improvement toward an ideal vision. Efficiency and performance improvement increases the competitiveness and success of an employee. Regardless of the purpose being is to fix existing performance problems or to explore potential benefits, people will be more likely to engage in innovative behaviour if they expect that the introduction of new ideas, products, procedures, or processes would bring positive performance outcomes to his or her work or job role (refer Figure 1). Therefore expected performance outcomes represent the efficiency-oriented perspective in understanding innovation. This approach suggests that people innovate because they expect positive results in performance gains. The following hypothesis has been developed based on analysing the above literature on the efficiency-oriented perspective of expected performance outcomes: Hypothesis 1: Expected positive performance outcomes are positively related to employee innovation behaviour at the workplace. 2.5 The Social-Political Perspective of Expected Image Outcomes Expected image outcomes are an individualà ¢Ã¢â€š ¬Ã¢â€ž ¢s expectations about how his or her innovative behaviour would impact the perceptions of the other members of the organisation about him or her. Ashford, Rothbard, Piderit, and Dutton (1998), consider expected image outcomes as Employees may engage in innovative behaviour as a conscious effort to improve image. The employees engaging in innovative behaviour to pursue image gain depict the assertive impression management motive (Rioux Penner, 2001). An apt example will be employees suggesting new ideas to managers to appear competent and conscientious. Sutton and Hargadonà ¢Ã¢â€š ¬Ã¢â€ž ¢s (1996) designed a study to analyse self-enhancing motive and engineersà ¢Ã¢â€š ¬Ã¢â€ž ¢ competitive behaviours in brainstorming sessions. The self enhancing motive suggests that expected image gains will increase employee innovative behaviour at work (refer Figure 1). In line with the social-political perspective in understanding innovati on, both avoiding image risks (the self-protective impression management motive) and pursuing image gains (the self-enhancing impression management motive) emphasize the importance of social-political considerations in determining employee innovative behaviour in the workplace. The following hypothesis has been developed based on analysing the above literature on the social-political perspective of expected image of expected image outcomes à ¢Ã¢â€š ¬Ã¢â‚¬Å" Hypothesis 2(a): Expected image risks are negatively related to employee innovation behaviour at the workplace. Hypothesis 2(b): Expected image gains are positively related to employee innovation behaviour at the workplace. 2.6 Conceptual Model for Employee Innovation Behaviour Performance and image outcome expectations are proximal determinants which determine employee innovation in the workplace and also serve as intermediate processes by which more distal individual differences and contextual antecedents affect employee innovation capabilities (West Farr, 1989). An analysis of how distal antecedent factors influence expectations of outcomes and therefore employee innovative behaviour is important for at least two reasons. Firstly, it addresses the question of à ¢Ã¢â€š ¬Ã…“howà ¢Ã¢â€š ¬? distal individual differences of employees and contextual factors affect employee innovation behaviour by examining the intermediate psychological processes. Secondly, it explains the sources of variance in employee performance and image outcome expectations across individuals and situations. Without the intention of providing an all exclusive list, the following five distal antecedent factors were considered as especially important for employee innovation behaviour: Perceived organization support for innovation, supervisor relationship quality, innovativeness as job requirement, reputation as innovative, and dissatisfaction with the status quo. These aforementioned antecedents were chosen because they are among the most studied in the literature and they represent different angles to understand employee innovative behaviour. The five proximal antecedents were taken together to form the conceptual model for testing employee innovation behaviour in this dissertation. Figure 2 Diagram of Conceptual Model for Employee Innovation Behaviour Note: Except for all those links marked with negative signs, all other links in the model are hypothesized to be positive. Source: Diagram adapted from Innovation and creativity at work: Psychological and organizational strategies by West Farr (1990a) 2.6.1 Perceived Organization Support for Innovation Organization support for innovation in terms of pro-innovation climate, resources, and time allocation, is one of the primary environmental qualities that promote innovation and creativity (Amabile, 1988; Kanter, 1988). This dissertation explores performance and image outcome expectations as important intermediate processes and tries to explain why such organization support affects innovative behaviour. If an organizational environment favours change rather than tradition for its growth and development, its members will seek to initiate change in order to be culturally appropriate (Farr Ford, 1990: 73). Similarly, an organizational climate that promotes innovation will encourage employee to engage in innovative behaviours because such climate legitimates experimentation (West Wallace, 1991) and reduces image risk involved in such behaviours (Ashford et al., 1998). An organization climate promoting innovation delivers expectancies and instrumentalities (Scott Bruce, 1994) so that the employees in that organization understand that being innovative is a desirable image. Reduced potential image loss risks and increased potential image gain environment encourage employees to engage in more innovative behaviours when perceived organization support for innovation is high. Employees in an organization supporting innovation may want to engage in more innovative behaviours not only because of the potential image outcomes but also because they have higher expectations for positive performance outcomes resulting from such innovative behaviours. A favourable organization climate for innovation demonstrates the belief that innovation will benefit the organization in developing and achieve the pinnacle of success. Having such beliefs embedded in the culture of the organization will influence individual attitudes and beliefs through the organization and boost innovation processes. Schneiderà ¢Ã¢â€š ¬Ã¢â€ž ¢s (1987) attraction-selection-attrition (ASA) framework suggests people attracted to and remaining in the organization are likely to be those individuals who share basic beliefs with the organization. Hence, it is logical to expect that compared with organisations not promoting innovative behaviours, people in organizations with pro-innovation climates are also more likely to have pro-innovation individual beliefs. In other words, they are more likely to be satisfied and believe that initiating innovations will benefit the efficiency and performance of their work. Such beliefs in positive performance outcomes serve as another motive for employee behaviour in the workplace. The following hypothesis has been developed based on analysing the above literature on the social-political perspective of expected image of expected image outcomes à ¢Ã¢â€š ¬Ã¢â‚¬Å" Hypothesis 3(a): Perceived organization support for innovation is positively related to expected positive performance outcomes associated with employee innovation behaviour at the workplace. Hypothesis 3(b): Perceived organization support for innovation is negatively related to expected image risks associated with employee innovation behaviour at the workplace. Hypothesis 3(c): Perceived organization support for innovation is positively related to expected image gains associated with employee innovation behaviour at the workplace. 2.6.2 Supervisor Relationship Quality A quality manager-employee relationship has been found out to be an important contextual factor on employee innovation and creativity (Scott Bruce, 1994; Tierney, Farmer, Graen, 1999). The prevalence of a quality relationship with supervisor will influence employee innovative behaviour indirectly through its influence on performance and image outcome expectations. A quality relationship between the managers and the employees will increase an employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s belief that his or her innovative behaviour will result in performance and efficiency gains. The Leader-Member Exchange (LMX) theory suggests that subordinates who have high-quality relationships with their supervisors are provided greater resources in the workplace (e.g., privileged information, work support) and decision latitude in return for greater loyalty and commitment (Dansereau, Graen, Haga, 1975; Graen, 1976; Graen, Novak, Sommerkamp, 1982). Therefore, employees with high-quality supervisor relationships are more likely to engage in innovative behaviour and be confident that their actions will result in performance and efficiency gains. Desire and motivation of the employees influence what he or she perceives (Gilbert, 1998; Markus Zajonc, 1985; Postman, Bruner, McGinnies, 1948). Research studies undertaken previously shows that supervisors tend to evaluate the employees they like and trust in a more positive way (Cardy Dobbins, 1986; Judge Ferris, 1993; Wayne Liden, 1995). When a supervisor likes and believes in the employee, he or she is more likely to think positively about the employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s ideas and believe such ideas are meaningful and significant (Zhou Woodman, 2003). Previous research on attributions concept indicates that when the supervisor likes or empathizes with his sub-ordinates, he or she is more likely to attribute positive outcomes to the sub-ordinatesà ¢Ã¢â€š ¬Ã¢â€ž ¢s dispositional causes and negative outcomes to situational causes (Green Mitchell, 1979; Regan, Straus, Fazio, 1974; Regan Totten, 1975). It is expected that good people will perform good actions, and bad peopl e will perform bad actions. Thus when liked characters do good things or disliked actors do bad things, we attribute the action to characteristics of the character (Heider, 1958). Therefore, when perceiving a good relationship with the supervisor, an employee will feel more confident that his new ideas will receive acceptance and favourable evaluations from his supervisor, resulting in higher possibilities for image gains. The following hypothesis has been developed based on analysing the above literature on the supervisor relationship quality à ¢Ã¢â€š ¬Ã¢â‚¬Å" Hypothesis 4(a): Supervisor relationship quality is positively related to expected positive performance outcomes associated with employee innovation behaviour at the workplace. Hypothesis 4(b): Supervisor relationship quality is negatively related to expected image risks associated with employee innovation behaviour at the workplace. Hypothesis 4(c): Supervisor relationship quality is positively related to expected image gains associated with innovative behaviour at the workplace. 2.6.3 Innovativeness as a Job Requirement The requirements of a job have been identified by researchers as an activating force for innovation (Kanter, 1988) and a primary factor in inducing employee creativity (Shalley, Gilson, Blum, 2000; Tierney Farmer, 2002). This dissertation explores the mechanisms through which perceived job requirement for innovativeness encourages individual innovation by its influences on both expected performance and image outcomes. The innovative requirement of a job is determined not only by the objective nature of the job position (e.g., RD scientists versus technicians) but also by the subjective attitude of the job holder, which can be influenced by factors including the job holderà ¢Ã¢â€š ¬Ã¢â€ž ¢s social environment as suggested by the social information processing theory (Salancik Pfeffer, 1978). Perceived innovativeness as a part of job requirement will also encourage innovative behaviour by minimising the concerns for image risks and increasing image gain expectations. Firstly, it val idates innovative behaviours as officially acceptable and socially appropriate. The job requirement serves as a contextual influence that justifies the employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ innovative behaviour. Thus, the employees do not need to provide reasons to explain their innovative behaviours and do not need to be concerned about being seen as behaving inappropriately. Secondly, previous research evidence shows that an audience is less critical and more receptive to change-initiated or innovative behaviours from people whose functional background or job position supports such innovative behaviours. Ashford and colleagues (1998) found out in their research that functional background-issue fit negatively related to image risk from selling issues. In the same way, Daft (1978) found out that organizations appeared to adopt technical ideas from professionals (in that case, teachers) and administrative ideas from administrators. Applying the same logic here, managers and fellow co-workers w ill be more receptive to the innovative behaviours of employees in positions requiring innovativeness and will consider their new ideas as more valid and well-grounded, resulting in lower image risk and higher potential of image gain for the innovative employees. The following hypothesis has been developed based on analysing the above literature on reputation of an employee as innovative à ¢Ã¢â€š ¬Ã¢â‚¬Å" Hypothesis 5(a): Innovativeness as job requirement is positively related to expected positive performance outcomes associated with employee innovation behaviour at the workplace. Hypothesis 5(b): Innovativeness as job requirement is negatively related to expected image risks associated with employee innovation behaviour at the workplace. Hypothesis 5(c): Innovativeness as job requirement is positively related to expected image gains associated with employee innovation behaviour at the workplace. 2.6.4 Reputation of an Employee as Innovative The employees are considered as more socially appropriate and legitimate when their behaviours match categorizations and expectations of the organisation where they work in (Zelditch, 2001). The existing literature on impression management suggests that the impressions people try to create are affected by their current image in the society (Leary Kowalski, 1990; Schlenker, 1980). Behaviours which are consistent with the expectations and reputations (especially desirable ones) are socially legitimized, and behaviours against those expectations run the risk of being looked down upon by the people in the society. The employees who are not expected to be innovative in their work may hesitate to demonstrate innovative behaviour because they will be afraid to act against social expectations and to be considered as out of line or outcasts. On the contrary, an employee who enjoys the reputation of being innovative among his fellow workers will be more likely to engage in innovative behaviour because his or her reputation tends to legitimize the behaviour and reduce concerns for inappropriateness. Therefore, employees having such a reputation will be encouraged to show innovative behaviour by reducing concerns for image loss. A reputation of an employee as an innovative person builds oneà ¢Ã¢â€š ¬Ã¢â€ž ¢s self-identity. Once an employee views or identifies himself or herself as an innovative person, their self-esteem will reinforce the positive view of innovation, strengthening the belief that innovations will make valuable contributions to performance or work efficiency. However a reputable innovative employee, although, may not necessarily expect that being innovative will further improve his or her image (Schlenker, 1980). The following hypothesis has been developed based on analysing the above literature on reputation of an employee as innovative à ¢Ã¢â€š ¬Ã¢â‚¬Å" Hypothesis 6(a): Reputation as an innovative employee is positively related to expected positive performance outcomes associated with employee innovation behaviour at the workplace. Hypothesis 6(b): Reputation as an innovative employee is negatively related to expected image risks associated with employee innovation behaviour at the workplace. 2.6.5 Dissatisfaction with the Status Quo Dissatisfaction with the status quo is a proximal factor that makes employees conscious of the need to change (Farr Ford, 1990) and the importance of introducing new ideas, products, procedures and processes. Zhou and George (2001) found out in their research that job dissatisfaction, along with continuance commitment, supportive co-workers and organizational support for creativity, can lead to higher employee creativity. Schein (1971) suggested that employee innovativeness in a profession may come about either because of changes in the working environment or a misfit between individual value systems and the role demands of the particular job, which may cause dissatisfaction. The present dissertation define dissatisfaction with the status quo as an individualà ¢Ã¢â€š ¬Ã¢â€ž ¢s dissatisfaction with the current performance or efficiency condition of his or her job role or work unit in the organization. Dissatisfaction determines the value of maintaining the status quo and catalyses the necessity for introducing something new to improve the current situation (Lant Mezias, 1992). Dissatisfaction with the status quo could arise for a number of reasons such as unfavourable performance evaluation, social comparison or environmental changes, personality traits (e.g., neuroticism), and discovery of potential improvement opportunities (Farr Ford, 1990). Dissatisfaction strengthens peopleà ¢Ã¢â€š ¬Ã¢â€ž ¢s beliefs that new ideas, products, procedures, or processes will improve efficiency and expected positive performance outcomes. This leads to generation of more innovative behaviours in the workplace. When organization is less effective in its functioning, employees are more likely to get credit for introducing new technologies and new ways to achieve objectives (Lant Mezias, 1992). In such a situation, employee innovative behaviours are more likely to be welcomed and accepted in the organisational social context. And employees who demonstrate innovative behaviours will be more likely to be considered as conscientious and competent increasing the potentials for image gain at the workplace. The following hypothesis has been developed based on analysing the above literature on dissatisfaction with the status quo à ¢Ã¢â€š ¬Ã¢â‚¬Å" Hypothesis 7(a): Dissatisfaction with the status quo is positively related to expected positive performance outcomes associated with employee innovation behaviour at the workplace. Hypothesis 7b: Dissatisfaction with the status quo is negatively related to expected image risks associated with employee innovation behaviour at the workplace. Hypothesis 7c: Dissatisfaction with the status quo is positively related to expected image gains associated with employee innovation behaviour at the workplace.

The Great Gatsby By F. Scott Fitzgerald - 1356 Words

The Tragedy that is The Great Gatsby In F. Scott Fitzgerald’s tragic story of the roaring twenties, he demonstrates different aspects of the 20s metaphorically through his main characters including Nick Carraway, Tom and Daisy Buchanan, Jay Gatsby, George and Myrtle Wilson, and Jordan Baker. He relates each person to different aspects to further their personal characterization and give them motives to each of the choices they make, resulting in how the book ends. This furthers his development and shows the dark and brutal side of the twenties that is not normally discussed since it was a great time of prosperity, individualism, and new changes to the views of men and women. Fitzgerald purposely and effectively builds each of his characters on certain aspects of the roaring twenties. The novel starts off introducing Nick Carraway. Nick Carraway is a young man from Minnesota who became educated at Yale and fought in World War 1. He later moves to New York to learn the bond busin ess. Nick Carraway would be the â€Å"Self-made man† of the twenties, working his way up from the bottom into successfulness. His decisions of staying with Gatsby and learning his values and history, turn him into an even more of an interesting character as he works his way through the middle of conflict between the Buchanan’s, the Wilson’s and Gatsby himself. He cares about Gatsby and looks up to him until the very end when he describes his ignorance of chasing a dream that could never be met: â€Å"I thoughtShow MoreRelatedThe Great Gatsby by F. Scott Fitzgerald1393 Words   |  6 PagesF. Scott Fitzgerald was the model of the American image in the nineteen twenties. He had wealth, fame, a beautiful wife, and an adorable daughter; all seemed perfect. Beneath the gilded faà §ade, however, was an author who struggled with domestic and physical difficulties that plagued his personal life and career throughout its short span. This author helped to launch the theme that is so prevalent in his work; the human instinct to yearn for more, into the forefront of American literature, where itRead MoreThe Great Gatsby By F. Scott Fitzgerald1343 Words   |  6 PagesHonors English 10 Shugart 18 Decemeber 2014 The Great Gatsby F. Scott Fitzgerald s 1925 novel The Great Gatsby is a tragic love story, a mystery, and a social commentary on American life. The Great Gatsby is about the lives of four wealthy characters observed by the narrator, Nick Carroway. Throughout the novel a mysterious man named Jay Gatsby throws immaculate parties every Saturday night in hope to impress his lost lover, Daisy Buchanan. Gatsby lives in a mansion on West Egg across from DaisyRead MoreThe Great Gatsby By F. Scott Fitzgerald1155 Words   |  5 PagesThe Great Gatsby The Jazz Age was an era where everything and anything seemed possible. 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The usage of the literary theories of both Biographical and Historical lenses provide a unique interpretation of the Great Gatsby centered aroundRead MoreThe Great Gatsby by F. Scott Fitzgerald845 Words   |  3 PagesIn F. Scott Fitzgerald’s novel, The Great Gatsby, colors represent a variety of symbols that relate back to the American Dream. The dream of being pure, innocent and perfect is frequently associated with the reality of corruption, violence, and affairs. Gatsby’s desire for achieving the American Dream is sought for through corruption (Schneider). The American Dream in the 1920s was perceived as a desire of w ealth and social standings. Social class is represented through the East Egg, the WestRead MoreThe Great Gatsby By F. Scott Fitzgerald Essay970 Words   |  4 Pagesrespecting and valuing Fitzgerald work in the twenty-first century? Fitzgerald had a hard time to profiting from his writing, but he was not successful after his first novel. 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Scott Fitzgerald1607 Words   |  7 Pages The Great Gatsby is an American novel written in 1925 by F. Scott Fitzgerald. One of the themes of the book is the American Dream. The American Dream is an idea in which Americans believe through hard work they can achieve success and prosperity in the free world. In F. Scott Fitzgerald s novel, The Great Gatsby, the American Dream leads to popularity, extreme jealousy and false happiness. Jay Gatsby’s recent fortune and wealthiness helped him earn a high social position and become one of the mostRead MoreThe Great Gatsby By F. Scott Fitzgerald1592 Words   |  7 PagesMcGowan English 11A, Period 4 9 January 2014 The Great Gatsby Individuals who approach life with an optimistic mindset generally have their goals established as their main priority. Driven by ambition, they are determined to fulfill their desires; without reluctance. 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Euthanasia Should Be Legalized Free Essays

Euthanasia should be legalized The gift of life is the most precious gift of god to us. but all the good things have some gray shades. If our loved one is suffering from a long lasting illness, sans any hope of recovery, should we take the easy way out and go with euthanasia, or should one allow the patient to suffer in hope of a miracle. We will write a custom essay sample on Euthanasia Should Be Legalized or any similar topic only for you Order Now Nowadays,how often we see a person’s life being wasted away on the hospital beds after being through a terrible accident or health problem, when there is no scope of improvement. They go through a terrible ordeal not only physically but also emotionally And they are not the sole sufferers. Along with them suffer their loved ones. The life of such patients become living hell. Therefore, euthanasia should be legalized. Mercy killing of such people will be like doing them kindness, after their content lives and saving them from going through living torture. As it is better to have a short,happy and content life as opposed to a long one full of sufferings. Today is the era of cut throat competition. As the professionalism increases, people find less and less time for their family. When their family member is terribly ill without any hope of recovery, he becomes a burden on them. According to them, he has now not only become incapable and dependent on others, but also demand their time, money and care. As people have become sagacious, they see euthanasia as an easy option to get rid of their ‘burden’ as well as responsibility. Making euthanasia legal will give such people open license to murder and move on with their lives. in my opinion, euthanasia should not be legalised, but it should be an available option for those whose chances of recovery are way to bleak. If the case is genuine, that is, the patient is alive only on ventilators and shows no sign of improvement for some years, then euthanasia would be a better option. But if the family of the patient are only looking for an easy way out, then it should not be granted. It all depends on the nature of the case as well as the circumstances. Making euthanasia legal will always be a debatable issue. Humans by nature are strongly bonded to their loved ones, and in general will only go for euthanasia,if all the doors close and even the last ray of hope has been extinguished. But when the time comes in life to make this decision, it is essential for ourselves to use not only our minds but also our hearts. How to cite Euthanasia Should Be Legalized, Papers

Statistical concepts are used in various aspects o Essay Example For Students

Statistical concepts are used in various aspects o Essay n industry. The following highlights the use of statistics in these industries: Accounting/Auditing, Insurance, and Medical (Pharmaceutical). In the accounting/auditing field, it is imperative that the auditor makes an effort to determine that financial statements are stated accurately and free of material error (appear to be stated accurately). To accomplish this task, auditors utilize test methods that include statistical sampling of accounting transactions payroll, accounts payable, accounts receivable, journal entries, etc.. This statistical approach is used for validating (determining the accuracy) financial statements through limited test work. This limited test work is based on the statistical approach of how a population reacts ie, a small sample of the population is generally representative of the entire population. We will write a custom essay on Statistical concepts are used in various aspects o specifically for you for only $16.38 $13.9/page Order now The use of statistics provides the auditor with a tool that provides comfort in the amount of test work required to achieve adequate scope coverage to meet a representative sample of the financial scope. This use of statistics provides an auditor with a lower cost approach to substantiate accuracy this is important to both the auditing firm and the industry being audited. Another industry that utilizes statistics on a daily basis is the insurance industry. In fact, this industry relies on statistics to help forecast its bottom line results. The typical insurance company uses statistics to determine approval rates for clients, while providing coverage (life, medical, dental, etc.) and turning a profit. For example, an insurance company might use statistical concepts to determine the trend of a population. This statistical approach might be used to determine the likelihood of a population incurring extreme medical needs, birth rates, or surgery. The results of this approach help the insurance company project the probability of incurring medical, dental, and/or life claims and therefore, enables the company to establish premium rates that delivery profitable results. The medical/pharmaceutical industry is another major industry segment that utilizes statistical concepts on a daily basis. Statistical concepts are used to determine the appropriateness of distributing new drugs (ie, determine the likelihood of drug interactions). This is an example of how statistics truly have a very favorable or detrimental impact on daily life. Again, population trending is used to determine whether or not a drug should be released to the general public (based on the results of a small sample size) for consumption. As indicated, statistical concepts play a key role in various industries. These concepts determine not only how we work but also how we live.