Pros and Cons of Attending School Online or on Campus free essay sample

My Pros and Cons of Attending College Online or On Campus Lavesha Dailey Eng 121 Elizabeth Hoyle July 10 ,2011 Throughout America people often tend to compare things. Some of the things that are being compared are more important to some peoples than the other. I love to compared thing like online schools or on campus schools. These two schools are often compared by the time consuming, less work and may even by the time being able to spend at home. But first the most important thing about these two schools would first be the time consuming. Time consuming is very important when going to school. Going to school online you dont have to work about getting up and getting dress or even finding something to wear. You can simply go to school in your pjs because you are in the privacy of your own home. And you dont even have to worry about being late for class. We will write a custom essay sample on Pros and Cons of Attending School Online or on Campus or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page But on the other hand when attending an on campus college you have worry about all types of things like to get up and get ready for school and also worrying about things such as finding something to wear, combing your hair or making sure that you are on time for school before getting count absent. In other words going to school on campus really takes more effort and time then just simply just going to school online. But another way going to school online is better than going on campus is that there seems to be less work in class to do. Ok, I have notice a lot of things about going to school online and going to school on campus. I personally prefer going to school online mostly because there is less work to be done. I remember when I use to attend Alabama Southern Community College, I was always pack with more things then I can handle. I would start my day off by getting up, finding clothes, combing my hair, showering ect Then after that I would have to go gas up my car because it was costing me twenty dollars a day to drive to school from where I lived. Gas is another factor when attending an campus college because it can get to be really expensive. But when attending I would always have a lot of books for different classes that I was taking. And when you are a full time student in school you have to have at least twelve credits or more so that like three to four or more classes a week in order to get all of your credits. Even after all of this homework tend to be giving in some of the classes. Also tests in different classes on the same day are giving too. When on the other hand I notice now that I am currently attending Ashford University Online, I have one class and I am consider to be full time. The school work is aslo spaced out and I am not all giving piles of work at one time and only one test is given a week instead of a lot of test in different classes at one time. But the best thing of all about college online is being able to spend time at home. Being able to spend time at home is the important factor about attending school online. In fact this is one of the main reason for a lot of people not finishing college. Most people when are ask while they are not in school or still attending school they tend to say that they cant find the to or If they have kids they say that they dont have anyone to keep them. Well this is all true and by attending a college on campus this is bad process to worry about but by attending college online you dont have to worry about any of these things because you can do your online course any where, as long as you have your laptop or a desktop computer and internet service. You can also take your kids along where ever you go. When on the other hand when you attend college on campus you have different times to be in a class and you cant bring your kids, that means than know you would have to worry about finding someone to keep the kid and that also going to cost extra money. In other words no matter what people seems to compare in life everything is going to have there own pros and cons. Even if it something you like or dislike. But whatever you compare just make sure the answer you come up with is something you are sure to enjoy.

New Russians essays

New Russians essays New Russians or new wealthy pigs? They are the rulers of Russia. This bunch has no style. These are the New Russians, or in another words mafia- a new breed that managed a social change that has shaken the country in the last five years. Media describes them as crooks that have money, no style, and a belief that life is good and getting better. They have an easy life, while honest citizens work ten times harder just for a piece of bread. They have everything: the most expensive cars, houses in every big city, and the best-looking girls. To me they are truly disgusting. They have no manners. The one thing in their mind is money. New Russians expect to be respected wherever they go, and if they are not than your name will be on their Pay back list. It is the easiest to tell a difference between a normal Russian person and a new Russian. New Russians are these big, buffed, men with shaved heads, who either wear bright colored suits or all black leather outfits. Who constantly smoke either cigarettes or cigars while talking on the phone or with someone in person. Their heads, when compared to their bodies are extremely small. Its like a new race that was discovered lately. All of them look alike. If you see one eating you will be disgusted. Their fingers would be covered with grease. They loudly chew, and talk with their mouths open; in another words they are worse than pigs. Mafia steals money from government and people. People are scared of them. They always think that they are better than others. A ten-year-old kid is smarter than a New Russian. They dont get money through thinking or working hard; they get money through cheating and killing innocent people. If you ever run into a New Russian know that in the outside they might be strong and rich, but inside they are disgraceful breed a...

Motivational Ideas for Sales Managers Essay Example | Topics and Well Written Essays - 500 words

Motivational Ideas for Sales Managers - Essay Example Salespersons may make out sales cheques, cash and credit payments, give change and accept receipts. They may also be able to handle exchange and returns. In addition, salespersons also need to keep the working place spick and span. To work efficiently and systematically, many stores have installed computer terminals to register sales, adjust inventory figures and perform simple calculations. The computerized system helps the salespersons to work smartly. Salespersons may help order merchandise, stock shelves or racks, mark price tags, take inventory and prepare displays. In selling things such as food, hardware, linens, and housewares, salespersons usually only take payments and bag purchase. The most important quality that makes a salesperson dependable is his patience. They should be able to deal tactfully with impatient and rude customers in order to make a sale or handle a complaint. In business industry, incentives like attractive salary, bonus, and rewards are being introduced by the management level to motivate staff morale, improve the quality of customer services, and promote team effort among staff to achieve better efficiency and productivity. The salary of some salespersons may be paid by hours. Some receive a portion of the price of what they sell, which is called a commission. Some salespersons earn only a commission and other receive a commission plus a low hourly wage. Commission sales may allow retail salespersons to increase their hourly wages. However, how much to be received depends mainly on how much has been sold by the salesperson. To increase the profit, apart from applying their sales skills effectively, they may introduce customer sales incentives to drive more business.  

Animal Products From Cloned Animals in the Food Production-Consumption Research Paper

Animal Products From Cloned Animals in the Food Production-Consumption Industry - Research Paper Example Food production, of course, should have corresponding safety to ensure that mankind will not suffer from the technologically based production of foods from animal products. There are differing and contrasting debates regarding the safety of the food products from scientifically cloned animals versus the conventionally and naturally produced animals. One published article cited that animal products from cloned animals do not pose food safety risks compared to conventional livestock produced animals (Prigg). But safety standards will have to be established well since the use of cloned animals is just on the verge of introduction in to the mainstream food market and will be flooded with multiple reactions from consumers worldwide based on issues people heard about the animal cloning controversy even without in the depth knowledge of what is really going on. On the same context, animal cloning is deemed good on the view that it will give producers and consumers the highest quality of ani mal products. Cloning provides producers with the option of having the best quality of animal products since cloning can produce offspring animals with the suited traits for animal product production (DeLancey et al.). Cloning gives the best produce of the best animal offspring since the cloned animal is from well-selected donor animals with the favourable characteristics or traits giving a highly qualified breed and stock for products. For example, a cloned pig from donors with the characteristic of having more lean meat rather than fat will produce the same quality from donor animals and meets the best quality for meat products, thus having the best chance of being sold and utilized.

Organizational profile Essay Example | Topics and Well Written Essays - 1250 words

Organizational profile - Essay Example NHS has implemented the Accreditation Canada classification of quality which is the level of quality; the level to which any healthcare facility fulfills patients’ requirements and goes beyond their expectations. This quality framework acts as the basis for quality enhancement at all the six sites and provides strategic coalitions for every divisions and service ensuring quality care. It includes formulating a yearly quality enhancement plan, assessing and controlling advancement in carrying out the work plan, and forwarding the outcomes of these activities to the relevant stakeholders. Requirements for healthcare facilities for the population of Niagara are distinctive and reliant on the determinants of health. Knowing these factors helps NHS to recognize the health condition of the people in addition to their continuing healthcare requirements (Klinger et al, 2013). It further ascertains that everyone has a positive experience of care. NHS operates within an integrated structure to ensure healthier environment and offers timely access to an extensive range of patient centric facilities and cure. It improves society’s welfare and healthcare provision by means of training, promotion and research efforts, and strives for incessant quality enhancement within healthcare facilities to face the challenges of varying requirements for health care. According to the objectives of NHS, the protection of the environment is necessary for acquiring sustainable development to fulfill the existing requirements. It identifies that as a key employer as well as supplier of healthcare facilities, its actions have long term influence on the environment (Bartol et al., 2011). Niagara Health System recognizes its liability for the environment, and is dedicated towards conservation as well as protection of the environment (Cathcart et al., 2004). External environment of NHS incorporates financial stress,

What Is The Organizational Justice Theory Commerce Essay

What Is The Organizational Justice Theory Commerce Essay Organizational justice theory provides a model through which perceptions of fairness and equity by those affected by change can be explored and understood. OJT combines social psychological theories and psychological contract models to explain fairness judgments. Based on an individuals perception of fairness within their organization, three typologies of OJT have been defined; i) Distributive justice refers to the perceived fairness of decision outcomes and is judged by measuring whether rewards are proportional to costs (Homans, 1961, cited in Colquitt, 2006), whether outcomes stick to expectations (Blau, 1964, cited in Colquitt, 2006), and whether outcome/input ratios match those of a comparison other (Adams, 1965). ii) Procedural justice refers to the perceived fairness of decision-making procedures and is judged by gauging whether procedures are accurate, consistent, unbiased, and correctable (Leventhal, 1980, cited in Colquitt, 2006), and open to employee input (Thibaut Walker , 1975, cited in Colquitt, 2006); iii) Interactional justice refers to the perceived fairness of the performance or implementations of procedures (Bies Moag, 1986, cited in Colquitt, 2006). Implications of negative justice perceptions could be seen in an individuals behavioral response to perceived inequity of rewards. Based on exchange theories of organizational and social behavior, individuals will compare the ratio of their inputs (e.g. education, skills, effort, experiences) to outcomes (e.g. pay, promotion, recognition) with that of a referent other, and will strive to restore their perceived balance of rewards through a behavioral response. An organizations policies often signal what the organization believes to be important and can enhance employees trust and confidence in the organization (Tyler and Lind, 1992, cited in Brown. Et al., 2010). Individuals can look to the fairness of organizational policies in order to gain insight into the type of treatment they can expect to receive from the organization. Fair policies not only establish what the organization considers to be appropriate treatment but policies also build employees expectations that this treatment will occur (Sitkin and Bies, 1994, cited in Brown. Et al., 2010). Unfair policies, in contrast, can signal to employees that they might experience unfairness and/or have difficulty meeting their needs in the organizational environment. Although individuals may consider procedural justice to determine the probability of future mistreat ­ment, we argue that policies provide a more reliable source as policies are relatively stable, enduring, and often provide ex plicit guidelines for future treatment by the same or other managers in the organization. 2.1 Details of cases (Critical thinking questions no.5, pp 109) Several service representatives are upset that the newly hired representative with no previous experience will be paid $3,000 a year above the usual starting salary in the pay range. The department manager explained that the new hire would not accept the entry-level rate, so the company raised the offer by $3,000. All five reps currently earn salaries near the top of the scale ($15,000 higher than the new recruit), although they all started at the minimum starting salary a few years earlier. Use equity theory to explain why the five service representatives feel inequity in this situation. 3. Problem Identification by Niek Ling Keong Equity theory focuses on the concept of how hard a person is willing to work is dependent on their perception of what is fair or just when compared to others (Redmond, 2010).   In the early sixties, John Stacey Adams proposed that employee motivation is impacted by whether or not the employee believes that their employment benefit/rewards (output/outcomes) are at least equal to the amount of the effort they put into their work (input).   If an employee believes their outputs are not equal to or greater than their input, then the employee will become de-motivated.   Employees will often compare their inputs and outputs to a peer within the organization when judging whether or not the outputs that they receive are fair. In this case, five service representatives feel inequity in their company because they did not get high salary ($3,000) compared to those new recruits even though they all started at the minimum level few years earlier. When a person perceives his/her input/outcom e ratio to be unequal with a comparison other, inequity results, they may choose to use cognitive (e.g., adjust perceptions of referent others inputs or outcomes) or behavioral (e.g., increasing or decreasing inputs) approaches to resolve the inequity. However, individuals subjected to the same inequitable situations often respond in different ways, suggesting that there may be individual differences in sensitivity to inequity (Redmond, 2010). Specifically, research suggests that individuals are differentially sensitive to disparities in outcome/input ratios between themselves and their referents, which helps to explain why there are differences in reactions among individuals to the same unfair situations. Equity theory can be broken down into four basic schemes (Huseman, Hatfield, Miles, 1987, cited in Redmond 2010) 1.   Individuals develop their perception of fairness by calculating a ratio of their inputs and outcomes and then comparing this to the ratio of others (Huseman, et. al., 1987). Inputs are the value proposition of individuals, such as their productivity, time, and education. Other examples include the experience, knowledge, ability, qualifications and ambition of the individual (Cory, 2006). Outcomes are the rewards an individual receives. These rewards can be tangible, such as financial compensation, or intangible, such as recognition or job security. The comparable other could be a co-worker, a relative, the industry norm, a friend, or even a group of individuals (Adams, 1963). The comparable other can even be oneself in a past job (Adams, 1963). For example, an individual may not perceive he is being treated fairly when he works 40 hours per week (input) and receives $500 in pay (output) while his co-worker works 30 hours per week and receives $650 in pay. In this critical ques tion, the five representatives think that those new recruits dont have previous experience, same with them who start work at the minimum level few years ago. However, the salary earn by those newly hired representatives are higher than the salary earned by senior representatives. 2.   If the comparative ratios are perceived by the individual to be unequal, then inequity exists (Huseman, et. al., 1987). According to equity theory, an individual needs to perceive that the ratios of their contributions are weighted fairly: determined by equal ratios. Equity is all about balance (Spector 2008). Equity is present when a person feels that they are receiving the appropriate amount of outcomes from their inputs, when compared to their chosen comparison other. Inequity exists when there is a perceived difference in the ratios of inputs and outcomes. Two specific types of inequity exist: underpayment inequity and overpayment inequity. Underpayment inequity occurs when an individual perceives that their ratio is smaller than their comparison other: they are getting less for their inputs. For example, if someone feels they are putting in more effort or working harder than a co-worker, yet they earn equal or less compensation, their perceived ratios will be different an d that person will experience underpayment inequity. In contrast, overpayment inequity tips the scales in the other direction. For example, someone will feel they are being paid too much considering their work, when compared to the work and compensation of a co-worker. This can cause feelings of guilt and the ratios used for comparison are based upon the perception of an individual, and not an objective measure of inputs and outcomes. Additionally, the choice of a comparison other is also the subjective selection of the individual. While in this case, the senior representatives feel inequity of overpayment exists due to the higher salary in comparative ratios to the newly representatives. 3.  As the difference in inequity increases, the tension and distress felt by an individual will increase (Huseman, et. al., 1987). Smaller differences of inequity are more tolerable than significant differences of inequity. Not every person will experience equity or inequity in the same way because people have varying tolerance levels or sensitivity to perceived situations of inequity. Three types of individuals have been identified along an equity sensitivity scale: compassionate, equity sensitives, and entitled (Huseman, et. al.,  1987). Benevolents are more tolerant of underreward (Huseman, et. al., 1987). Equity sensitives follow the norm of equity theory and prefer their ratios to be equal to their comparison other (Huseman, et. al., 1987). Entitleds prefer to be in over-reward situations and want their ratio to exceed that of their comparison other (Huseman, et. al., 1987). Entitleds frequently have the attitude that the world owes them a favor, so they will freely accept and seek out over-reward situations. In this critical study of question, five representatives are perceived as entitleds since they still think the company owes them a good turn although they earn $15,000, which is near the top scale of salary and is higher than the new recruits. 4.  The greater tension an individual feels due to perceived inequity, the harder they will work to decrease their tension and increase perceived levels of equity (Huseman, et. al., 1987). Most individuals will try to achieve equity by adjusting their own inputs and outcomes, or attempting to change the inputs or outcomes of the comparison other. Individuals can use behavioral processes or cognitive processes in order to attempt to restore equity. Examples include decreasing productivity at work, finding a new job, asking for a wage increase, changing the comparative other, or attempting to distort or justify changes in their perceptions of inputs and/or outcomes (Adams, 1963). The means of reducing inequity will vary depending on the situation and will not all be equally satisfying to an individual (Adams, 1963). 4. Source of the problem by Ng Hui Ming a. Explanation Equity theory deals with two questions: (1) What do people think is fair and equitable? And (2) How do they respond when they feel they are getting far more or far less from their relationships than they deserve? How do they react when they see their fellows harvesting undeserved benefits or enduring undeserved suffering? Interestingly, Lind and Van den Bos (2002, cited in Sora, B. et al. 2010) conceptualized the integration of justice with stress through uncertainty management theory. This model can be summarized by the following principle: people use fairness to manage their reactions to uncertainty, finding comfort in related or even unrelated fair experiences and finding additional suffering in unfair experiences (Lind and Van den Bos, 2002: 216, cited in Sora, B. et al. 2010). In other words, work uncertainty is perceived as a threatening situation for employees. In this setting, employees tend to seek certainty and security, and one way to obtain them is through developing fai rness judgements that make the uncertain event more predictable. Organizational justice is an effective tool to reduce the feelings of uncertainty and, therefore, lessen the discom ­fort to a great extent (Elovainio et al., 2005; Judge and Colquitt, 2004; Thau et al., 2007, cited in Sora, B. et al. 2010). In this case, the inequity judgment by those five service representatives that new employees will be getting more pay of salary has caused them to feel unsecure. This is say so because the salaries earn by new recruits now are higher than the time senior representative earned. They worry that those newly hired workers will earn much than them in a very short time since the newly recruits starting salary already higher than them compare to the time they started at minimum level. b. Mind-map In this critical question, the five senior representatives feel they are facing underpayment equity, they feel that the salary they earn when working at the starting minimum level are lower than those newly recruits now. The senior representatives feel very upset and dissatisfy because manager explained that the newly hired would not accept the previous entry level rate. The newly representatives have no previous experience, but why still being paid $ 3,000 yearly above the usual staring salary in the pay range. Comparison between the situations faced by two groups of representatives 5. Learning outcomes by Ng Hui Ming After completing this study of paper, we should be able to: a. Identify what is Equity theory and under payment equity. b. Balance or correct the inequity feelings of employees towards co-workers. c. Know what managers can do to overcome/ reduce the perceptions of inequity by employees. 6. Responses to inequality by Ng Hui Ming Equity theory suggests that when individuals perceive inequality between their own outcome/input ratio and that of the comparison referent, they are motivated to respond. Specifically, equity theory outlined six possible responses that individuals may take to restore equity: a) change their inputs, b) adjust their outcomes, c) distorts their inputs and outcomes cognitively, d) leave the situation, e) act on the comparison referent to influence its inputs or outcomes, and f) compare to a different referent. There is little information, either in Adams (1965), or in subsequent work, that predicts when individuals will choose a particular response option. Equity theory comprises four linking suggestions: SUGGESTION I: Individuals try to maximize their outcomes (where outcomes equal rewards minus costs). SUGGESTION IIA: Groups can maximize collective reward by evolving accepted systems for equitably apportioning resources among members. Thus, groups will develop such systems of equity, and will try to persuade members to accept and stick to these systems. SUGGESTION IIB: Groups will generally reward members who treat other equitably, and generally punish (increase the costs for) members who treat others inequitably. SUGGESTION III: When individuals find themselves participating in inequitable relationships, they will become distressed. The more inequitable the relationship, the more suffering individuals will feel. SUGGESTION IV: Individuals who discover they are in an inequitable relationship will attempt to eliminate their distress by restoring equity. The greater the inequity that exists, the more distress they will feel, and the harder they will try to restore equity. 7. Choose alternatives to solve inequality by Loh Sin Yee One behavioural approach for an individual to balance equity is to either increase or decrease their inputs in order to achieve equity. If they feel underrewarded they will decrease their inputs. For example, an employee who feels underpaid at work compared to his coworkers (underreward) might start taking longer breaks in order to read the entire newspaper which decreases productivity (reduced input). By decreasing inputs, the perception of equity is restored. Underpayment Equity Thus, consistent with uncertainty management theory and with the assumption that job insecurity reflects uncertainty about job loss, we would expect that organizational justice related to organizational aspects such as resource distribution, personal treatment and processes could be related to employees outcomes and moderate the relationship between job insecurity and its outcomes. That is, organizational justice could help employees to deal with the uncertainty of job insecurity, justifying the negative outcomes of job insecurity and, therefore, preventing deterioration of job satisfaction. 8. Team reflection by Loh Sin Yee A concern with fairness or justice is critical to the management of numerous organizational issues (e.g., pay distribution, grievance resolution; Greenberg, 1990, cited in Kilbourne, L.M., OLeary-Kelly, A.M. (1994). In fact, in any distribution of outcomes (positive or negative) across individuals, employee perceptions of fairness are important. Because these perceptions of fairness are related to both organizational functioning and employee satisfaction (Greenberg, 1990; Leventhal, 1980, cited in Kilbourne, L.M., OLeary-Kelly, A.M. (1994), organizational scholars and practitioner equally are interested in understanding them. As a result, managers must try to communicate with their employees frequently to understand their feelings or perceptions towards inequity or any dissatisfaction on work. Adams (1965) equity theory proposes that an individual who believes an exchange is inequitable will be motivated to achieve equity or reduce inequity. According to the theory, individuals determine if exchanges are equitable by computing the ratio of perceived personal outcomes (rewards) to perceived inputs (contributions) and comparing this ratio with the perceived outcome/input ratio of some comparison referent that they have chosen. If inequality is perceived, the individual is expected to experience tension and to be motivated to respond either cognitively or behaviorally to restore equity. By the way, an employer can also prevent consequences from perceptions of inequity. For example, Skarlicki and Folger (1997, cited in Redmond 2010) found that employees that are treated with respect are more likely to tolerate unfair pay. Whether the pay or compensation is actually unfair might be irrelevant. To the employee a perception of unfair compensation is the same as actual unfair compensation. So, if an employee has a perception of inequity in their compensation they might be more willing to tolerate their perception of unfair pay if they are treated with respect by their employer. Then they will be less likely to decrease their inputs or engage in counter-productive work behaviours to compensate for a perception of underpayment inequity. So, in addition to establishing fair distribution and procedures in an organization, employers should always treat their employees with respect. This can help maintain or increase motivation and prevent problems that stem from perceptions o f under reward. Employers also need to remember that employees can value different outcomes. For example, younger employees tend to value more pay (Miles, et. al., 1994, cited in Redmond 2010). Even if an employee receives a higher salary than their co-worker they could still develop a perception of inequity if that co-worker has a flexible schedule, and a flexible schedule is more valuable to them than extra salary. To combat this problem, employers can implement two strategies. First, they could continually request feedback from employees to determine what they value and how they would prefer to be compensated. Another strategy used by employers is to offer a choice in benefits. For example, one employee might want to use a health flexible spending account while another employee might prefer to have a dependent care flexible spending account. Employers can offer choices on health or dental insurance as well as other choices among benefits. This type of plan, called a cafeteria sty le, allows employees to select outcomes that they value most. This can help prevent perceptions of inequity because each employee has the outcomes that they value the highest. This helps increase their ratio of inputs to outcomes when compared to their co-workers. Employers can also utilize intangible rewards such as a pat on the back, a luncheon, or even simple praise in front of co-workers. These simple intangible rewards can help balance a measure of inputs and outcomes. 9. Conclusion by Loh Sin Yee After we have studied the problem and revised on the research done by several researchers, we can now understand about Equity theory and underpayment equity. Additionally, the five senior representatives must know how to balance or correct the inequity feelings towards newly hired representatives. They are encouraged to use the behavioural approaches to change the input or outcome of their comparative other. Furthermore, it is important for managers to understand and prevent consequences from perceptions of inequity by employees. Equity theory of motivation, developed in the early 1960s by Adams (1965), recognizes that motivation can be affected through an individuals perception of fair treatment in social exchanges.  When compared to other people, individuals want to be compensated fairly for their contributions. The organization may need to recognize the different interpretations inherent with such group of employees and devise a strategy for effectively managing their different perceptions. 10. References by Ng Hui Ming Redmond, B.F. (2010).   Lesson 5:   Equity theory:   Is what I get for my work fair compared to others? Work Attitudes and Motivation.  The Pennsylvania State University World Campus. Adams, J.S. (1965). Inequality in social exchange. In L. Berkowitz (Ed.), Advances in experimental social psychology (pp.267-299). New York: Academic Press. Williamson, K., Williams, K.J. (2010). Organizational justice, trust and perceptions of fairness in the implementation of agenda for change. Elsevier Ltd on behalf of The College of Radiographers, United Kingdom. Radiography 17 (2011) 61-66. Retrieved February 23, 2011, from www.elsevier.com/locate/radi. Colquitt, J.A., Scott, B.A., Judge, T.A., Shaw, J.C. (2006). Justice and personality: Using integrative theories to derive moderators of justice effects. Journal of Organizational Behavior and Human Decision Processes 100 (2006) 110-127. Retrieved February 23, 2011, from www.elsevier.com/locate/obhdp. Brown, G., Bemmels, B., Barclay, L.J. (2010). The importance of policy in perceptions of organizational justice. Journal of human relations. 63(10) 1587-1609. Retrieved February 23, 2011, from http://hum.sagepub.com/content/63/10/1587. Sora, B., Caballer, A., Peiro, J.M., Silla, I., Gracia, F.J. (2010). Moderating influence of oganizational justice on the relationship between job insecurity and its outcomes: A multilevel analysis. Journal of Economic and Industrial Democracy. 31(4) 613-637. Retrieved February 23, 2011, from http://eid.sagepub.com/content/31/4/613. Karriker, J.H., Williams, M.L. (2009). Organizational Justice and Organizational Citizenship Behavior: A Mediated Multifoci Model. Journal of Management 2009. 35:112. Retrieved February 23, 2011, from http://jom.sagepub.com/content/35/1/112. Roch, S.G., Shanock, L.R. (2009). Organizational Justice in an Exchange Framework: Clarifying Organizational Justice Distinctions. Journal of Management 2006 32: 299. Retrieved February 23, 2011, from http://jom.sagepub.com/content/32/2/299. Kilbourne, L.M., OLeary-Kelly, A.M. (1994). A Reevaluation of Equity Theory: The Influence of Culture. Journal of Management Inquiry 1994 3: 177. Retrieved February 23, 2011, from http://jmi.sagepub.com/content/3/2/177. Paula W. P. (2006). Procedural justice and voice effects. Journal of Organizational Culture, Communications and Conflict. Retrieved 23 Feb, 2011, from http://findarticles.com/p/articles/mi_m1TOT/is_1_10/ai_n25009730/.

Writing For An Audience :: Business Letters

To Whom It May Concern: Our company is on of the largest technology firm in the market place as of today. We successfully deliver leading technology to all our clients all over the world, and we will continue to strive to be the most innovated firm out there. For the past 10 years we have been focusing on achieving the best results for companies applications, by hiring only the cutting edge programmers in the field today. Since we keep growing because of all our clients’ dedication to our company we are looking for a new home. So on November 14, 2007 we will be moving our company to a new location which will better suit our needs to continue giving exceptional service to our devoted clients. Once this move is complete we will have a more enforced department were our developers our working on bring you better widget applications. For many of you may not know what we our developing here our widgets will provide you quick access to Internet sites, desktop utilities such as note pad, to do list, calendar s, clocks, weather, and task managements. Other such utilities are media players, web cams, games, and desktop animations. We also develop tools to monitor system resources, and application launchers. Beginning in our first quarter of the New Year we will be expanding our widget application department. What this will mean to you is more advanced application, greater more precise web tools, and more bandwidth for web applications. We will be more advanced than ever and this will only complement your companies over all performance. Were this will help your company that we our expanding our bandwidth by 46 % where this will give your web applications far more stability and far less lag time. You will start seeing these advancements within late January, and far more advanced services in the early part of the 2nd quarter. So we here at our company are very excited about our new advancements, and we hope you are to. With in the ending weeks of October there will be some negative effects in our widget developing there will be some delay in the production we bring to you. As part of our great move we will soon have to break down many of our servers that our programmers use on a daily basi s. Unfortunately this will have an ill affect to you our clients, as you already know this slight set back is only going to make as a much more solid programming environment.

E-Business Paper

E-Business Paper Jim Jones ACC/340 Joyce Williams December 3, 2012 ? Barnes & Noble has functioned well as a brick and mortar store since its inception. The company has developed over the years by adopting new products and keeping up with e-commerce as it has started develop. The company has been able to keep up with changes in the economy due to the development of the internet and e-commerce. We will examine how e-commerce has affected how the world around has changed. E-commerce has taken affect on how supply and demand functions in markets. Price is a bigger point on an online purchase than it is in brick and mortar stores.It is much easier for customers to search for a product and the cost of them doing their research is greatly decreased. A customer is able to see all or most of the products that are available and are easily able to compare them side-by-side. Many retailers do not have brand recognition. This is due to the somewhat high turn around in the internet business along with newer existence of e-commerce. Online stores may not be able to exist in markets that have high demand products where the consumers want the product now. For this reason, there are not many online markets for perishable products.This is due to the delay because of shipping needs to occur and the high cost of immediate shipping. There is a lower cost for e-commerce because you have less overhead and you do not need to go through a middle man to get your product. Many internet stores will sell to customers that live nowhere near their physical location. This allows a company to break into a whole new audience that they would not have been able to develop with just one physical store. A deterrent for using an online store is the time it takes to get a product after it has been ordered.Most physical items that can be delivered through an online store are also available at a brick and mortar store. Consumers will weigh the opportunity cost of waiting to determine if it is worth the wait. For this reason, some brick and mortar stores can justify higher prices for high demand products. A risk that some businesses run into is their consumers’ personal information. There is an extra cost the secure their consumers’ information. Information like an address or a consumer’s social security number may be stored in the online system so it is important to protect this information.A large benefit from using a business through e-commerce is that there is a lower distribution cost. This often occurs because certain areas of the supply chain have been removed. The development of the internet has made it much easier to track trends. This means that there are fewer inventories that need to be maintained because we can easily determine when certain products will be bought. Since there is already a delay because of shipping times, it is less of a problem when something is out of stock versus a brick and mortar store. (Lieber, 2011)Barnes & Noble has been a ble to keep up with its main competitors Amazon and Google by investing in its Nook e-business and developing an online store for physical books and e-books. Over the second quarter in 2012, Barnes & Nobles’ â€Å"digital content revenue grew 38 percent during the second quarter, but that was down from a 46 percent increase in the fiscal first quarter. † (Anderson, 2012) Despite the shortcomings of the most recent fiscal quarter, the overall stock for Barnes & Noble has increased by 11 percent throughout the past year.Barnes & Nobles’ e-business continues to be challenged by the further development of Apple’s iPad Mini, new Amazon Kindles and Google’s Nexus tablet. Barnes & Noble has done fairly well to keep up with the e-business competition and has only lost 3 percent in revenue from brick and mortar stores. (Anderson, 2012) Where Barnes & Noble falls short is their lack of apps for their tablets. Some of the other tablets are selling better beca use they are multi-functional whereas the Nook primarily functions to read books and magazines.Barnes & Noble has done well to keep up with the competition and maintain a viable stronghold in the bookstore industry. ? References Anderson, M. (2012). Barnes & Noble reports net income for 2Q. Retrieved from http://www. miamiherald. com/2012/11/29/3118537/barnes-noble-reports-net- income. html#storylink=cpy Lieber, E. , Syverson, C. (2011). Onlive vs. Offline Competition: Prepared for the Oxford Handbook of the Digital Economy. Retrieved from http://home. uchicago. edu/syverson/onlinevsoffline. pdf

The eNotes Blog Stuff that Keeps Smart People Awake atNight

Stuff that Keeps Smart People Awake atNight I dont know about you, but when I  go to bed at night, my brain goes into Super Worry Overdrive. I worry about my bills, my kids, my   first drafts (like Anne Lamott, I am afraid someone will find my unedited work and will assume I have committed suicide when I realized my talent was gone). One of my favorite Tumblrs,   This Isnt Happiness,  Ã‚  recently posted a list of things very intelligent people worry about.   Spoiler Alert: Whether they can continue to continue paying for HBO is not on the list. I had to look up some of the things they worry about. Suddenly, whether my cats need therapy or not (they do) is not as pressing. Apparently, I, and you, have more troubling things to keep us on edge: The proliferation of Chinese eugenics. – Geoffrey Miller, evolutionary psychologist. Black swan events, and the fact that we continue to rely on models that have been proven fraudulent. – Nassem Nicholas Taleb That we will be unable to defeat viruses by learning to push them beyond the error catastrophe threshold. – William McEwan, molecular biology researcher That pseudoscience will gain ground. – Helena Cronin, author, philospher That the age of accelerating technology will overwhelm us with opportunities to be worried. – Dan Sperber, social and cognitive scientist Genuine apocalyptic events. The growing number of low-probability events that could lead to the total devastation of human society. – Martin Rees, former president of the Royal Society The decline in science coverage in newspapers. – Barbara Strauch, New York Times science editor Exploding stars, the eventual collapse of the Sun, and the problems with the human id that prevent us from dealing with them. - John Tooby, founder of the field of evolutionary psychology That the internet is ruining writing. – David Gelernter, Yale computer scientist That smart people- like those who contribute to Edge- won’t do politics. –Brian Eno, musician That there will be another supernova-like financial disaster. –Seth Lloyd, professor of Quantum Mechanical Engineering at MIT That search engines will become arbiters of truth. - W. Daniel Hillis,

The Rights and Responsibilities of Green Card Holders

The Rights and Responsibilities of Green Card Holders A green card or lawful permanent residency is the immigration status of a foreign national who comes to the United States and is authorized to live and work in the United States permanently.  A person must maintain permanent resident status if he chooses to become a citizen, or naturalized, in the future.  A green card holder has legal rights and responsibilities as enumerated by the U.S. Customs and Immigration Services (USCIS) agency. U.S. permanent residency is known informally as a green card because of its green design, first introduced in 1946. Legal Rights of U.S. Permanent Residents U.S legal permanent residents have the right to live permanently in the United States provided the resident does not commit any actions that would make the person removable under immigration law U.S. permanent residents have the right to work in the United States at any legal work of the residents qualification and choosing. Some jobs, like federal positions, may be limited to U.S. citizens for security reasons. U.S. permanent residents have the right to be protected by all laws of the United States, the state of residence and local jurisdictions, and can travel freely throughout the U.S. A permanent resident can own property in the U.S., attend public school, apply for a drivers license, and if eligible, receive Social Security, Supplemental Security Income, and Medicare benefits. Permanent residents can request visas for a spouse and unmarried children to live in the U.S. and can leave and return to the U.S. under certain conditions. Responsibilities of U.S. Permanent Residents U.S. permanent residents are required to obey all laws of the United States, the states, and localities, and must file income tax returns and report income to the U.S. Internal Revenue Service and state taxing authorities. U.S. permanent residents are expected to support the democratic form of government and not change the government through illegal means. U.S. permanent residents must maintain immigration status over time, carry proof of permanent resident status at all times and notify USCIS of change of address within 10 days of relocation.  Males age 18 up to age 26 are required to register with the U.S. Selective Service. Health Insurance Requirement In June 2012, the Affordable Care Act was enacted that mandated all U.S. citizens and permanent residents must be enrolled in health care insurance by 2014. U.S. permanent residents are able to obtain insurance through the state health care exchanges. Legal immigrants whose income falls below federal poverty levels are eligible to receive government subsidies to help pay for the coverage. Most permanent residents are not allowed to enroll in Medicaid,  a social health program for individuals with limited resources until they have lived in the United States for at least five years. Consequences  of Criminal Behavior A U.S. permanent resident could be removed from the country, refused re-entry into the United States, lose permanent resident status, and, in certain circumstances, lose eligibility for U.S. citizenship for engaging in criminal activity or being convicted of a crime. Other serious infractions that could affect permanent residency status include falsifying information to get immigration benefits or public benefits, claiming to be a U.S. citizen when not, voting in a federal election, habitual drug or alcohol use, engaging in multiple marriages at one time, failure to support family in the U.S., failure to file tax returns and willfully failing to register for Selective Service if required.

Personal understanding of crime commission Essay - 1

Personal understanding of crime commission - Essay Example The high interest rates and his low income structure had caused him to miss the previous payment deadlines of the loan, and now, John had been threatened to pay back his loan in two days time or else violent measures would be used against him. John had been a good speech maker in his academic life. Because of his confidence and genuine speaking skills, he had represented his school and college in various debate competitions and had been the winner in a few of them as well. These skills can be attributed to his love for public speaking. Because of this, he had also liked creative writing and hence decided to pursue a career as a writer for a newspaper. John is in debt, and he must repay his loan within twenty four hours. Because he has not worked for one company for a long time, he is not counted as a loyal employee and cannot take a loan from the employer. Nor can he borrow from a family member or financial institution. The only option, therefore, left for him is to attain the required sum illegally. There are many illegal options for John that he could consider to achieve his $4000 goal. However, the limited time of just two days would make this task very challenging for him. He just has time to execute one single plan which should be big enough to get him to the $4000 mark. As John would begin to think about the possible ways to get the money, he would start to look within his immediate domain for the right option. The first option that he would have is to defraud his employer. He could try and get access to the accounts department and help his way to the money present. The problem with this approach, however, is that even a local newspaper printing company today, has a secure IT structure present within the company. Due to technological advancements, companies do not have to carry physical cash within their offices to run the daily operations. This means that John would need to have adequate IT skills

Cal report Essay Example | Topics and Well Written Essays - 500 words

Cal report - Essay Example We further, get to know and understand about the concepts of evidence based management along with the consideration of the management knowledge and profession in the category of science or art. After researching extensively on the management related issues, I learnt that research plays a significant role and gives in a major contribution in acquiring foundation knowledge and updated information. Through my analytical understanding, I came to conclude that the element of knowledge can be only created if we perform a task which results in value addition. While, the learning that that we obtain in our class is called experience. The process of creating knowledge, and gaining experiences has already begun altering my life and making it useful for further experiences. It was all in the course of my active role playing in the rigorous process of my learning that I started to determine and discover my position in the company. I began to investigate and figure out as to how and in what ways it is possible to learn for the experiences of other people around us.