Benefits Of Using Paper Writing Tools

<h1>Benefits Of Using Paper Writing Tools</h1><p>When it comes to structuring and building your business, you will need to configuration paper composing instruments for your necessities. Being a piece of the cutting edge time and utilizing the Internet makes it progressively achievable for the vast majority to chop down the expense of using paper and other material like plastic or glass in a proficient way. One can likewise discover loads of advantages from utilizing these tools.</p><p></p><p>With an enormous amount of customers coming into your organization, you may need to concentrate more on the necessities of them in the event that it is about bigger volumes of business. Because of this explanation, you will require a proficient and solid paper composing devices for it to fill your need superbly. With the assistance of these, you will without a doubt have the option to get more data from your clients.</p><p></p><p> It can be a fundamental use to use recorded as a hard copy various pages. You ought to be comfortable with the assortment of sizes that can be utilized by you. There are numerous layouts accessible which can be utilized to plan your own record. For this situation, you don't have to go through a ton of cash to get what kind of layouts you can use.</p><p></p><p>It is the most significant piece of any archive. Paper composing apparatuses have different components that could be utilized to make any page from a record. As far as the choices accessible, you ought to never leave it to chance.</p><p></p><p>It can be conceivable to get various structures in paper composing instruments which could add to the demonstrable skill of the report. These apparatuses can be tweaked to suit your business or organization and you can even include their logo or name. This can help support your business as it tends to be simpler to utilize them with regards to structuring documents.</p><p></p><p>Printing papers and manuals can be a wellspring of potential pay for you. The opportunity will come when you would need to get a great deal of reports printed for your clients. While picking the correct paper composing instruments, you have to consider the amount you will print and the amount you would need.</p><p></p><p>It is imperative to think about all the advantages and disadvantages before choosing. It is in every case better to be reasonable with your necessities and you will get a lot from it.</p>

How to Pick a Topic For Research Paper

How to Pick a Topic For Research PaperHow to pick a topic for a research paper is a very important decision. When you decide to write one, you will probably also be making a preliminary study of what the topic should be. This study will be of great help in knowing the right sort of material to choose from when researching your topic. As with all other things, there are great advantages and disadvantages when selecting the material that should be selected for your research paper.One of the first things that you need to consider, as with any product or service, is that there are possible disadvantages to selecting one topic over another. You may want to use the same product or service every time you purchase it. If so, you will have to give up the chance of getting multiple options for the same product if you pick a different product every time.By deciding on a single product, you can save yourself the trouble of having to give up a product that you might like. You can also save on gas by not driving to several places when shopping. As well, you can get the same item from all places in a quick period of time. If you want to get as many choices as possible, this is a great advantage.Of course, you will also be able to make this purchase at one place. This is quite convenient and cost effective for all parties involved. You will get many more choices this way. You will have the benefit of being able to visit stores close to you and to get just what you want at one place.Your main consideration in choosing a product to use is whether or not it has a good track record. If you choose a product that has a long and successful history, you can be sure that the product will work effectively for you and your own purposes. Onthe other hand, if you select a product that has only been around for a short time, you will have to hope that the product works for you.It is also important to consider the competition in the marketplace. If the competition is large, then it will be ev en more important for you to choose a product that has been around for a long time. However, if the competition is very small, you will have to take the plunge and test the waters to see if the product works for you. However, it may be a bad idea to try something that is new and untested.Another main disadvantage to using a product is that you have to put up with anything that the product needs. Some people think that they can do without paying a lot of money for products and services that they use each day. However, some products can really offer you nothing but problems. You may have to pay a lot of money in order to get good service and the promise of quality service at a later date.Of course, you can still look for a free alternative. For example, you could put up with using a website that can help you find the information you need, which you can then review for yourself or even sell to others. A site such as this is an alternative to getting expensive products or services that you don't really need. This site can also provide free assistance to people who need it.

Biotechnology Essay Topics

Biotechnology Essay TopicsBiotechnology essay topics can be a challenge. Whether you are writing for a non-science course or a science class, many of the issues in your paper will need to be based on scientific facts. This means that if you write about how using a gene transfer could be dangerous, you might want to put in a disclaimer saying that you are not giving any scientific facts.Some people like to keep things interesting by reviewing the issue again. This is fine. But please don't make it a habit of doing so. It will take away from the originality of your essay and make it look less than its full potential.The more topics you can research, the better your biotechnology essay topics will be. This is because when you have multiple topics to cover, you can think about how they relate to each other. At first glance, your topic may seem repetitive. But if you consider all the possible relationships between your different topics, you will see how the relationships enhance your over all theme.The topics that you choose to write about are going to be important for your biotechnology essay topics. After all, your paper will be one of the basis for the rest of your biology major or science major classes. This means that your essay topics will reflect on the focus of your life and your interests. If you want to cover topics that are more science-based, you will need to make sure that you come up with topics that revolve around scientific facts.Some topics that you can use for your biotechnology essay topics are called 'soft' topics. These include topics that are not related to science. This includes questions about the human body. Instead of worrying about how to get a particular person to write an essay about the effects of being obese, you can use soft topics for your topic. For example, you can ask the candidate about why he loves the taste of chocolate and his diet plan for the next few months.Many colleges have their own biotechnology essay topics that they re commend for students. They often include some words of wisdom that you can use to your advantage. For example, a school might suggest that you include a personal essay on the relationship between Islam and science. A school may also suggest that you include a topic on how the success of a college application hinges on the application of how the faculty to assess the student's candidacy.Finally, some colleges have even developed standardized bioethics guidelines for students to use in their biotechnology essay topics. These guidelines are intended to make your writing as objective as possible. You will know, for example, that it is acceptable to mention in your essay that a woman's right to an abortion should be protected by law. But the guidelines allow you to say that a woman's right to an abortion should not be protected by law.

Violence in Advertising Are They Selling Rape and...

Advertising is one of the most popular ways to promote a product. Through advertisement the creators of these products can make millions of dollars, depending on how successful their advertisements are. But are the advertisement selling a product that will help them or are they selling violence and sex? Many ads can influence people in different ways. One of these ways is to show women as objects of rape and sexual abuse. In, â€Å"Two Ways a Woman Can Get Hurt† Kilbourne talks about how many ads use women and portray them only as sexual beings. Some of these ads can influence violence against women. Kilbourne described violence in ads, â€Å"as in pornography, usually power over another, either by physical dominance.† (269). The Dolce Gabbana†¦show more content†¦The ad is in the colors of grey and white in what it looks to be an isolated bathroom or showers. The floors look dirty as if no one been there for a long time. In this ad there are three young adul t women and three young adult men. It can be assumed by the ways these ladies and men were dressed it was summer. The ladies are dressed in white, one of them having a laced dress with a flower near the shoulder. The other lady is laying on the floor with a sleeveless blouse and along with mini skirt. The other lady is against the wall and is wearing very short pants and a blouse that is half see through. Two of the young men are only wearing white jeans without a shirt, the other man is wearing a white blazer over his shoulders, blue jeans and sneakers. Dolce Gabbana are selling their summer clothes collection. At least that is what a person will expect just passing through the pages of a magazine. For another person that is looking at the subliminal message could find the ad as promoting violence against women. In the Dolce and Gabbana ad there are six individuals in what may be a bathroom, and it can be assumed that these three ladies are friends and decided to go out on a beau tiful summer day, by the way they were dressed. They were probably in Europe or Italy by the antique appearance of the water faucet most likely in a public showers. It is kind of obvious that these girls were in need ofShow MoreRelatedWomen Objectification Of Women1524 Words   |  7 PagesImages of females are everywhere. The image of females portrayed through advertising for the most part gives off a negative message to girls who struggle with body image and even women who want to look a particular way. The most negative message that advertising portrays is objectification of women and violence towards them. Women and girls need to recognize the true meaning behind the advertisements that we see in all aspects of media. 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Advertisements with regard to violent sexual scenes against women may actually be sending subliminal messages that violence is okay. Looking at these advertisements, it is not hard to see that there is a deeper meaning behind them than to just sell a product. With Sexual and violent Advertisements we may even be able to make the statement that rape, sexual assault and violence is alive and thriving in our society. Americans alongRead MoreAmerican Society : The Power Of Privilege1396 Words   |  6 Pagesclear definition between those who have it and those who do not. In our society it is safe to say men hold the most privilege while women are left to deal with what powers the men throw our way. By thrown our way I literally mean the powers men al low other social groups, not just women, to have through a variety of forces. Men use their privilege to dominate over women in almost any way they can, or at the very least they sit back and benefit from their privilege. A student from Wellesley CollegeRead MoreGail Diness How Porn Has Hijacked Our Sexuality Essay1196 Words   |  5 Pagesconsumers and raise profits. In the beginning of the book, Dines’ depicts the history of pornography and the growing number of competition porn has for consumers. Later she describes, the impact porn has on our culture, the effects on both men and women, and our relationships Pornography has a tremendously evolved from being shunned in the past to its increasing popularity in today’s media and culture. Numerous popular media such as the television show Sex and the City and Howard Stern’s televisionRead More The Medias Degradation of Women Essay1736 Words   |  7 Pages Women have been fighting for the right to be equal members of society for centuries. In the past women were treated as second class citizens and didn’t have the same rights as men did. Women later lead a movement to change these ways. Although some drastic changes did come about from these movements, equality wasn’t fully attained. In this day and age, equality between men and women still hasn’t been achieved and the media is to blame for that. For decades, the media has dominatedRead MoreThe Social Cognitive Theory Developed By Albert Bandura987 Words   |  4 PagesAdvertisements in all forms of media and all across the globe, depict women in compromising and passive situations which can be dangerous too their personal safety. The Social Cognitive Theory developed by Albert Bandura says that â€Å"social behavior is learned and modeled through direct and vicarious observation, which includes observation of gender roles† (Prieler et al 28). A study conducted by Fransisco Pereira studied gender stereotyping in Spanish and Portuguese ads which showed that men are most

Employee Engagement Perspectives - Issues - Research and Practice

Question: Discuss about the case study Employee Engagement for Perspectives, Issues, Research and Practice. Answer: Benefits of employee engagement An engaged employee is distinctly recognizable in the crowd of the total employee strength of any organization simply by his extent of interest and involvement in the deliverance of his designated responsibilities (Albrech 2011). The subject of employee engagement over the last couple of decades has generated much interest, not only among the multinational corporations but also among the small and medium sized corporations and even government sector enterprises across the globe (Evans,2010). From the standpoint of a business organization, the significance of employee engagement is multifaceted (Albrech 2011).According to Brodie et al, (2011), in the modern market of high competition, organizations must build employee engagement which can be achieved through proper strategies of leadership and an organizations commitment to the cause of increased employee commitment. Employee commitment means empowered employees who will strive hard for their personal growth, as well as that of the company ( Lockwood., 2007).This type of commitment helps in the development of a strong and positive organizational culture that provides flexibility of work and growth of employees without any bias towards gender (Coronel et al., 2010).Employees - both male and female - are very vital to an organization, and a positive work culture which provides equality to both genders leads to greater prosperity for the organization when compared to other competitors (Alfes et al., 2010). The organization gains endlessly from its share of engaged employees in various ways; productivity, employee retention, innovation, employee satisfaction and profitability which have been discussed under the following heads: Productivity As has been pointed out by Dromey and Broadbelt, (2012), the factor of productivity is quite significant since it involves the performance of the employees towards the success of a particular business venture. Productivity is bound to take a slump over time in a work unit where the staff attendance is low or there is an escalating rate of absenteeism amongst the workforce (Avery et al., 2007) The performance of the workforce has always remained the key to success in any organization; hence, the business must show its responsibility towards its employees by keeping them committed and motivated around the clock and extracting the optimal output from them (Gagn and Bhave, 2011). According to Purcell (2010), an engaged employee is not only efficient but is also success driven in nature and therefore nurtures an ambience of motivation amongst the workforce. This results in higher productivity over time, thus keeping the organization on the track of success. Employee Retention The factor of high levels of employee engagement reduces the rate of employee turnover considerably in any business enterprise (Avery et al., 2007). The employees who remain invested in achieving the common goal of the organization tend to stick to their jobs rather than move around in the sector (Lee and Kwak, 2012). This phenomenon lowers the rate of transferring for better options and in the long term, the company ends up having many loyal employees guiding it towards success (Gruman and Sachs., 2011). The workforce that remains engaged tends to attract more new employees to the organization. Innovation Every business is in need of constant innovation and changes in their products and commodities to remain in competition, making the process of transformation almost imperative in any kind of business operations (Kular et al., 2008). The company which has high levels of employee engagement boasts of a workforce that is passionate and committed towards their work, making them strive hard to find newer ways to create success in their businesses (Avery et al., 2007). Therefore this will result into high levels of involvement that engaged employees feels words towards the organization. Employee Satisfaction Research studies have revealed that satisfied employees are engaged employees in any enterprise. When the company implements proper initiatives for employee satisfaction, the workforce feels its importance and starts considering itself as a stake holder of the enterprise (Kular et al.,2008). When the level of satisfaction in an organization has increased, employee engagement becomes better. According to Rayton (2012), it is satisfied employees who play a crucial rolein propagating the company to outsiders and who help in realization of the mission, vision and aim of the brand. Profitability More often than not companies with an engaged workforce have higher levels of operational efficiency that results into better productivity, thus increasing profitability over time (Lee and Kwak., 2012). A study by Alfeset al. (2010) revealed that the employees who are engaged produce almost over 30% more revenue for the company. The productive employees have been observed to bring down the operational costs considerably, which reflects in a heightened margin of profit (Lockwood., 2007). Drivers of engagement With the study of organizational success, the concept of employee engagement has emerged. A report by McLeod and Clarke (2009), highlights the drivers of engagement. They mention four categories, namely; strategic narrative, employee voice, engaging managers and integrity. These are further below: Strategic Narrative As stated by McLeod and Clarke (2009), report strategic narrative has been defined as a clear, transparent and precise view of the culture of the organization which is focused on the clear conveyance of a strategy through which every level of the hierarchy remains well informed about the larger goal of the enterprise. It provides the employee an approach or line of action that bridges their responsibility with that of the organizational aims and vision McLeod and Clarke (2009). The leaders role is stressed more in putting forward the narrative so that the employees can very well decipher their extent of contributions towards it. It is important, however, according to the Clarke report that the operations and culture of the organization be reflective of this kind of narrative. Engaging Managers The engagement of managers requires an approach from both line managers and the rest of the employees of an organization which focuses on effective and efficient deliverance of the work, which is guaranteed from the employees by making them feel important and cared for through appreciating their efforts and valuing their contribution. According to Bolton et al (2013), engagement of the managers needs not be for creating restrictions; rather engagement through fair and individualistic treatment will empower managers and facilitate the staff members in doing their jobs. Hence, the behavioral approach and action of the managers must be primarily directed towards the support and wellbeing of the employees (McLeod and Clarke 2009). Employee Voice This is one of the communicative drivers of engaging the employees through which the opinions and the views of the workforce are taken into consideration (Macey and Schneider, B.,2008). These opinions and views are responded to so that through the practice of a collaborative or participative management approach, the business is driven towards growth and success (Shashi, 2010). It is not to be regarded as just a medium of expressing a viewpoint; rather, the employers must make it a habit of asking the opinion of the workforce and giving it due consideration (Macey and Schneider, 2008). This will result into employees actively participating in a process of contribution to the future prospects of the enterprise. Integrity This is regarded as the final driver of engagement which permeates throughout the organization in the reflection of adherence and due compliance with the culture, values and norms of the organization (Markos and Sridevi, 2010). The void between the stated and practiced values is nullified, resulting in a position of integrity and trust in the behavior of the organization (Shashi., 2010). The gap between the practiced values and the declared ones reflects a poor picture about the integrity of the enterprise in the eyes of the employees resulting in employee disengagement (Gruman and Saks, 2011). It is therefore important that an alignment between the two is present at all times to promote and ambience of trust and integrity, consequently resulting in engagement within the workforce ( Lockwood., 2007). Employee Voice and Strategic Narrative The report of McLeod and Clarke (2009), shows that enablers using strategic narrative and employee voice have a strong association with the internal communication processes of the organization. As a part of the process of communication within the enterprise, it is most important that information is shared between the senior level managers and the employees on a regular basis (Welch and Jackson, 2007). Lockwood (2007), emphasizes that the workforce is eager to know the aims, plans, achievements and vision of the enterprise simply because the security of their employment has a direct relation with the progress of the enterprise. It is crucial for the enterprise to develop a culture of direct communication between the employees and the senior managers, and not simply the representatives of the former (Welch and Jackson, 2007). As stated by Markos and Sridevi (2010), the role of a clear and continuous process of communication has been emphasized by several practitioners and theorists in the development of the paradigm of employee engagement within the enterprise. Inconsistent and ambiguous communication not only results in misunderstanding but also creates unnecessary confusion amongst the workforce (Aral et al., 2013). One of the most important aspects of internal corporate communication is the content and the tone that the communicative process bears (Welch and Jackson, 2007). However, the process has mostly been discussed as a one-way system, and there is little emphasis on a justified two-way initiative at some point in the process( Lockwood., 2007). Although in most cases employees are interested in understanding the strategy of the organization, more often than not the discussions and sharing of information hinges on a singular aspect, leaving the employees largely disconnected to the strategic goals of the enterprise (Welch and Jackson., 2007). According to Albrech (2011), it is vital that the employees identify with the organizational policies. If this connection is lacking, it results in work related stress, anxiety, fatigue and weakness. After all, it is through effective communicative processes that an understanding and sense of trust develops in the mind of the employees regarding the strategic direction of the enterprise (Dromey and Broadbelt,. 2012). Improper understanding about the strategic direction results inemployees being uncommitted; this results in growing reluctance within the workforce to trust the senior level managers (Von Krogh, 2012). The narrative which the senior managers share with the employees must therefore be in alignment with the values of the organization (Dromey and Broadbelt, 2012). Employees are always on the lookout for leaders whom they can approach and converse with.This however makes it mandatory that the communicative process should reflects a clear direction that enables action, helps in the development of awareness, and creates safe opportunities in reaching solutions (Dromey and Broadbelt, G. 2012). Role of social media in supporting employee voice and strategic narrative Previously, the channels of voice were constricted to personal meetings, employee surveys and suggestion boxes among others (Evans., 2010) Over time they were losing their importance and popularity in the wake of the digitized communication of dialogues through the medium of internet (Lee and Kwak., 2012). The advances in technology provided more engaging ways to deliver messages and promote exchanges on various professional issues (Park et al., 2009) The advantages of social media have literally transformed the scope of conveying any kind of information from one end of the enterprise to the other (MacLeod and Clarke, 2009). Often, the number of employee comments can be overwhelming and cause most comments to go unread and remain unheard (MacLeod and Clarke, 2009). It is here that the effective navigation through the social media platform would assist in providing each employee comment equal importance (Lockwood., 2007). Moreover, the interactive nature of social media platforms makes the exchange a more engaging and participatory experience (MacLeod and Clarke, 2009). According to Macey and Schneider (2008), recent research reports reveal that a high percentage of employees favor the social media channels for communication with their senior managers, and almost 60% of staff would like to Tweet or use Facebook in communicating with seniors. Per the report of Watson (2012), almost one-fifth of employees in the UK were found to be using various social media tools such as discussion forums, blogs and other networking platforms. With the advent of social media, the communication pattern within the workspace has changed from being monologue in nature to being multidimensional (Park et al., 2009). Through the use of social media platforms, the voice of the employee is heard by one and all; hence, conveyance of feedback tends to become less hierarchical, but rather more networked in nature (Welch and Jackson, 2007). Therefore, the voice of the employees has become more enriching and open than it used to be, resulting in its authentication and resonance from the larger section of the working community within the enterprise (Park et al., 2009). Organizational Culture of Uganda In regard to the cross cultural report of Geert Hoffstede (2011), the cultural values of an organization have a dominant role in building employee engagement in that organization. The report highlighted certain factors and showed how the dimensions of national culture impact employee engagement in an organization. The list of indices is Power distance Index, Individualism and Collectivism. .The Power Distance Index is the degree of unequal power distribution that is accepted and expected by the less powerful members of society. This depends on the way a society handles the distribution of power and inequality (Coronel et al., 2010). If the society accepts a large degree of power distance, then there will be more acceptance of hierarchical order in which everybody has a place (Gagne and Bhave., 2011). If the society accepts lower power distances, then the people must strive more to achieve the equalization of power. It was also found in the report of Munene et al., (2000), that in Ugandan culture, there is a low level of acceptance of power inequality, in other words a low power distance, which causes an increase in the employee engagement in organization. This differs from the finding in some Western countries such as Germany and United States (Rurkkhum and Bartlett, 2012). Another dimension pointed out in the study by Bergstrm et al., (2012) is the relation between individualism and collectivism that explores the extent to which the people of the society are divided into groups. In societies where there is more individualism, there are loose ties between people and they tend to relate to only a single individual or their own family (Rurkkhum and Bartlett, 2012). Collectivism explores the extent to which people of the society share a tightly integrated relationship and that extends beyond ones individual family to the extended families and in-groups. According to the report of Munene et al., (2000), Ugandans are collective in nature which results in greater employee retention and positive work culture in the organizations. Another most important dimension in society is the difference of masculinity and femininity in the organization (Gagn and Bhave, 2011). The preference of heroism, achievement, power and position are represented by the society as the masculinity side. The feminine side of the dimension is in turn considered to be weak and displays a preference for cooperation, caring and modesty (Coronel et al., 2010). Gender dimension directly impacts the employees working in an organization. The report of Munene et al., (2000), showed that the culture of Uganda is less masculine, which causes a greater impact in the growth of the employees and employee engagement in the organization (Coronel et al. 2010). The fourth important factor is the Uncertainty Avoidance Dimension that represents the extent to which a society is comfortable with uncertainty and ambiguity (Hofstede Report, 2011). There are many countries according to the same report of Hofstede which follow a strict code of belief and behavior in regard to these characteristic, which often impacts on the growth or flexibility of an organization and its decisions. In Ugandan culture, there is a low tolerance of uncertainty, though not to an extent which greatly impacts the employees of the organization (Bergstrm et al., 2012). Conceptual Framework The growth of an organization largely depends upon the employees and the engagement of employees in an organization. In other words amidst multitude of factors that are responsible for organizational growth an engaged workforce is the primary driver of growth since employees are considered the very life blood of an organization ( Kular et al., 2008). There is generally a highly competitive environment, and so the employee engagement is very necessary for the growth of the company (Avery et al., 2007). In order to contribute to the growth of the companies, it has become very important to increase employee retention and this can be done onlythroughsuccessful employee engagement policies (Park et al., 2009). An able leader utilizing leadership strategies to maintain the employees of the company, their growth and their management is the most important dimension (Bolton et al., 2013). Employees must have a strong commitment to their organization, which can highly benefit a company during the time of threat, as well as in the competitive market when competition is high (Kular, et al., 2008). This can only happen when the organization also follows certain policies and norms that make an employee feel loyal towards the organization. The presence of positive environment is only possible with a positive work culture, with flexible behavior towards employees as well as few gender biases and collectivism in the attitude of the employees (Bergstrom et al., 2012). It is crucial for the enterprise to develop a culture of direct communication between the employees and the senior managers, along with the flexibility of sharing ideas and opinions in the growth of the same ( Kular et al., 2008). It is mandatory in organizations to have proper communication to cause awareness among employees, help in addressing their personal as well as professional problems and also aid in achieving safe solutions to these problems ( Parket al., 2009). This point is where the role of an able leader is important - one who can facilitate teamwork through the sharing of ideas and opinions, guide the employees, and personally understand the employees and their ability (Bolton et al., 2013). This results in greater employee satisfaction and helps in the profitability of the organization. With employee satisfaction there is more employee commitment, which leads to more developed innovation and newer ideas for the development of the product and the success of the business ( Gagne and Bhave., 2011). It has also been found in research that company profitability increases by 30% with more employee engagement (Bergstrm, et al., 2012). Relationship between Employee Engagement and Performance Source: Journal of Service Research, Brodie et al., (2011) In a recent research by MacLeod and Clarke, (2009), it has been found that the interactive nature of social media platforms makes the exchange between the managers and the workforce a more engaging and participatory experience. With the advent of the digitized medium of communication through the internet, the workforce in several of the UK organizations have been found to be more eager in using several forms of social media platform such as tweets or face book as a potent means of communication with the seniors (Watson., 2012). This kind of channels of communication has literally transformed the scope of conveying any kind of information from one end of the enterprise to the other. The communication pattern no more remains monologous rather it has become multidimensional in nature (Park et al., 2009).If an organization possesses collectivism then there is also collective output from the employees, resulting in a further increase of productivity of the organization (Rurkkhum and Bartl ett, 2012). As well, when a company displays flexibility in opinions and work methods, there is a resultant increase in that organizations productivity (Aral et al., 2013). Finally, more productivity results in increased profitability for the organization. The illustration below gives an idea of the conceptual framework used in the ongoing discussion. Conceptual Framework Source: Gallup Management Journal, Adapted from Crabtree, (2005) The above illustration is reflective of the model of employee engagement which establishes a connection between the benefits, drivers, employee voice and strategic narrative and the role of social media in supporting the strategic narrative and employee voice within an enterprise. This conceptual framework between the indicated variables in the diagram above is the basis of discussion of the role of social media in the government organizations of Uganda. There is a mutual interdependency between the given variables since the advantages of employee engagement remains the very basis of cultivating a culture of engagement which in turn finds the best expression in the form of giving significance to the voice of the employees and maintaining a appropriate line of action throughout the different hierarchical levels of the organization. In the presence of such a culture during the current times with the proliferation of the social media platforms both the employee voice and the strategic n arrative has been strengthened for realizing the organizational objectives. In turn the verdant use of the social media tools promotes the advantages of the factor of employee engagement beneficial for the overall growth of the enterprise. Please Note: As increased productivity is both a part of benefits and drivers of engagement hence it has not been displayed separately in the above diagram and also the focus of the diagram is mainly on the broad heads and not the sub topics related to the review of the literature on the given topic. References Albrech, S.L., 2011. Handbook of employee engagement: Perspectives, issues, research and practice. Human Resource Management International Digest, 19(7). Alfes, K. Truss, C. Soane, E. Rees, C, Gatenby, M. 2010. Creating an Engaged Workforce. London: CIPD Aral, S., Dellarocas, C. and Godes, D., 2013. Introduction to the special issue-social media and business transformation: A framework for research. Information Systems Research, 24(1), pp.3-13. Avery, D.R., McKay, P.F. and Wilson, D.C., 2007. Engaging the aging workforce: the relationship between perceived age similarity, satisfaction with coworkers, and employee engagement. Journal of Applied Psychology, 92(6), p.1542. Bergstrm, A., Peterson, S., Namusoko, S., Waiswa, P. and Wallin, L., 2012. Knowledge translation in Uganda: a qualitative study of Ugandan midwives and managers perceived relevance of the sub-elements of the context cornerstone in the PARIHS framework.Implementation Science,7(1), p.1. Bolton, R.N., Parasuraman, A., Hoefnagels, A., Migchels, N., Kabadayi, S., Gruber, T., Komarova Loureiro, Y. and Solnet, D., 2013. Understanding Generation Y and their use of social media: a review and research agenda. Journal of Service Management, 24(3), pp.245-267. Brodie, R.J., Hollebeek, L.D., Juric, B. and Ilic, A., 2011. Customer engagement: conceptual domain, fundamental propositions, and implications for research. Journal of Service Research, p.1094670511411703. Coronel, J.M., Moreno, E. and Carrasco, M.J., 2010. Workfamily conflicts and the organizational work culture as barriers to women educational managers.Gender, Work Organization,17(2), pp.219-239. Dromey, J. Broadbelt, G. 2012. Releasing Voice for Sustainable Business Success. London: IPA and Tomorrows Company Evans, D., 2010. Social media marketing: the next generation of business engagement. John Wiley Sons. Gagn, M. and Bhave, D., 2011. Autonomy in the workplace: An essential ingredient to employee engagement and well-being in every culture. InHuman autonomy in cross-cultural context(pp. 163-187). Springer Netherlands. Gruman, J.A. and Saks, A.M., 2011. Performance management and employee engagement. Human Resource Management Review, 21(2), pp.123-136. Hofstede, G. 2011. Dimensionalizing Cultures: The Hofstede Model in Context Online Readings in Psychology and Culture, 2(1). Kular, S., Gatenby, M., Rees, C., Soane, E. and Truss, K., 2008. Employee engagement: A literature review. Lee, G. and Kwak, Y.H., 2012. An open government maturity model for social media-based public engagement. Government Information Quarterly, 29(4), pp.492-503. Lockwood, N.R., 2007. Leveraging employee engagement for competitive advantage. Society for Human Resource Management Research Quarterly, 1, pp.1-12. Macey, W.H. and Schneider, B., 2008. The meaning of employee engagement. Industrial and organizational Psychology, 1(1), pp.3-30. MacLeod, D. and Clarke, N., 2009. Engaging for success: enhancing performance through employee engagement: a report to government. London: Department for Business, Innovation and Skills. Markos, S. and Sridevi, M.S., 2010. Employee engagement: The key to improving performance. International Journal of Business and Management, 5(12), p.89. Munene, J.C., Schwartz, S.H. and Smith, P.B., 2000. Development in Sub-Saharan Africa: cultural influences and managers' decision behaviour. Public Administration Development, 20(4), p.339. Park, N., Kee, K.F. and Valenzuela, S., 2009. Being immersed in social networking environment: Facebook groups, uses and gratifications, and social outcomes. CyberPsychology Behavior, 12(6), pp.729-733. Purcell, J. 2010 Building Employee Engagement. London: ACAS Rayton B. 2012. The Evidence. London: Engage for Success Rurkkhum, S. and Bartlett, K.R., 2012. The relationship between employee engagement and organizational citizenship behaviour in Thailand.Human Resource Development International,15(2), pp.157-174. Sashi, C.M., 2012. Customer engagement, buyer-seller relationships, and social media. Management decision, 50(2), pp.253-272. Von Krogh, G., 2012. How does social software change knowledge management? Toward a strategic research agenda. The Journal of Strategic Information Systems, 21(2), pp.154-164. Welch, M. and Jackson, P.R., 2007. Rethinking internal communication: a stakeholder approach. Corporate Communications: An International Journal, 12(2), pp.177-198.

Public Leadership Correlation of Power and Influence free essay sample

A leader in the private sector will make decisions based on financial gain and cost-analysis; a public sector leaders bligation is exclusive to the public to provide essential services and communications in a more visible way. Furthermore, a leader in the public sector may make decisions that are not financially favorable, but are in the interest of the public. As an example, it can be argued that welfare programs are not a beneficial financial investment, but it is in the public interest to invest in these programs. It is important to note that a definition of public leadership is challenging.One definition of public leadership is an approach to community management or guidance used to integrate and implement the alents and resources that best serve the interests of society. A public sector leader, for instance, acts as an experienced representative of a segment of the public who is passionately and skillfu Ily able to articulate the concerns of the group. We will write a custom essay sample on Public Leadership: Correlation of Power and Influence or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page This delicate dance involves a sense of balance necessary between the realization of objectives and the support of followers in areas that prove to be unclear or conflicting.This type of headship demands organizational effectiveness, and a successful leader must possess the ability to work in partnership with others to coordinate the available assets he or he requires in an effort to achieve the initial fundamental purpose or intention. According to Sir Richard Leese, a member of the Manchester, UK City Council, leadership involves making an idea obtainable; therefore, a leader must communicate a vision to seta course for action.Moreover, the equal part of this concept is to have sufficient foresight that will inspire and motivate others enough to bring the vision to fruition through shared contribution (Smith, 2012). Public leadership also involves cultural awareness Of an organization for the development Of practical direction. Additionally, ublic sector leadership entails groups of individuals from subordinates to governmental agencies. Fundamentally, public service is a contract between legislators and the community dictated by an official governmental body to administer its subject matter, capacity, and relationship of work (Rusaw, 2001).Characteristics of public leadership vary, and mostly, the definition of public leadership resides in the dependability of its work. Nevertheless, an effective public leader will use individual appeal, its relationships between people, and professional competence in the decision-making process. Performance standards dictated by the organizations mission and goals also help the public leader realize his or her goals. Those who follow public leaders also influence the success of public leadership through their perception of the implementation of leadership duties.The Four Themes There are four themes of public leadership that correlate to help examine and recognize pu blic leadership implementation: 1 . The principle of public leadership is an elemental method of representational authority (Rusaw, 2001). 2. Involvement and agreement are rudimentary ingredients to public eadership (Rusaw, 2001). 3. Public leadership is supports the notion of definitive natural, economic, political, or military asset accountability to the people. 4.The values of administrative effectiveness and efficiency are essential in public leadership (Rusaw, 2001). A familiar failing of both public and private entities is characteristically too much bureaucracy, creating less efficiency and mandatory adherence to obligatory rules and restrictions (Woudoun, 2013). From a competitive perspective in the private sector, companies providing the same goods and services are natural competitors. The objective in the free market is one company or corporations dominance over the other.By contrast, in the public sector, a public health facility or a school may be an instance where public and private sectors compete in a similar fashion. Similarities also exist in the hierarchies Of both the public and private leadership sectors. Both delegate work in large organizations. They both have those who lead, administrate, manage, and work at every level; however, the private area may to some extent have different names. There are also other differences.Public vs Private Leadership Private Leadership: Authority to revise the business and strategic positions * Stability of leadership for long-range plan implementation * Bonus or salary increases from surplus money distribution * Evaluation of objectives from results obtained (profits) * Protection through exclusion from media scrutiny * Selective project cuts reduce profits * Awards for achievement * Universal operating policies set by Expert board * Effectiveness is the operation objective (e. . , in the private sector, unless hazardous chemicals or other factors that may risk public safety are at issue, there are usually no restrictions to a purchase order†the educa tion of usiness unit leaders on best practices and security is the gating factor. Effectiveness determines top management evaluation Public Leadership: * Structure may be subject to persuasion or manipulation by external and special interest groups * Election process restricts time for objective * Consequences for operating under budget completion * Objectives assessed by process (Programs) * High visibility, constant media analysis * Sweeping program cuts to reduce costs * Failure results in punishment * For adequate policy setting, education may be a requirement for a volatile board * Efficiency is the operation objective (e. , in the public sector, any expenditure over $20,000 can take months or a year for city council approval. Additionally, many programs undergo revision in response to a critical need to reinforce infrastructure or comply with government regulations. * Dramatic incidents determine top management evaluation public and private leadership integrate an ends-means reversal dynamic where the private sector receives stimulation in the form of reven ue (ends) through the products or services (means) it provides; conversely, the public sector obtains motivation by the products or services (ends) it provides to btain revenue (means).In essence, the public sector references the governments use of its many agency devices to provide services and essential goods to the public, and receives funding solely via taxpayer monies. Conversely, the private sectors smaller businesses and larger corporations meet the publics need for goods and services as well; however, funding comes from the voluntary purchases of customers (Woudoun, 2013). In summary, regarding public and private leadership, one size does not fit all. The differences and similarities indicated here emphasize selective pproaches to leadership roles.

Word Choice Me, Myself and I - Proofread My Papers Academic Blog

Word Choice Me, Myself and I - Proofread My Papers Academic Blog Word Choice: Me, Myself and I Unlike Me, Myself and Irene, the terrible Jim Carrey movie, the words â€Å"me,† â€Å"myself† and â€Å"I† all have important roles to play in the modern world. Specifically, â€Å"me,† â€Å"myself† and â€Å"I† are all singular first person pronouns (i.e., words we use when referring to ourselves). However, people often get confused about these terms, especially the word â€Å"myself,† so we’ve prepared this guide on how they should be used. I (Subject) and Me (Object) The difference between â€Å"I† and â€Å"me† is that â€Å"I† is refers to the subject of a sentence and â€Å"me† is used when the speaker is the object of a sentence. In a complete sentence, the subject acts upon an object. For instance: Jim punched Pete. Here, â€Å"Jim† is the subject, â€Å"punched† is the verb (i.e., the action performed), and â€Å"Pete† is the object of the sentence. If we were going to use a first person pronoun in the same sentence, we would have to use â€Å"I† in place of the subject: I punched Pete. âÅ"“ Or â€Å"me† in place of the object: Jim punched me. âÅ"“ If we tried to do this the other way round, the sentence would be grammatically incorrect: Me punched Pete. âÅ"â€" Jim punched I. âÅ"â€" This is why it’s essential to remember the difference between the subject and object of a sentence. Myself (Reflexive Object or Emphasis) The primary use of â€Å"myself† is to refer to yourself reflexively, such as when the speaker refers back to themselves as an object in a sentence: I can see myself achieving great things in Hollywood. In the example above, the speaker (the subject of the sentence) is talking about themselves, so they are the object of the sentence too. The use of â€Å"myself† indicates this reflexivity. Talking about yourself constantly is standard in Hollywood, so the reflexive pronoun is very useful. Another use of â€Å"myself† is to emphasize one’s achievement or involvement in something: I did all the hard work myself! In this example, using â€Å"myself† stresses that the individual effort of the person speaking. A Common Mistake The most frequent mistake made regarding â€Å"myself† is to use it in place of â€Å"I† or â€Å"me† simply because it sounds more formal. Typically, this occurs when a sentence mentions more than one person: Jim and myself are going to the movies. âÅ"â€" If you hear from Pete, let myself and Jim know. âÅ"â€" Neither of these sentences are reflexive. In the first, â€Å"myself† is used in place of the subject. In the second, it’s used in place of the object. As such, they should read: Jim and I are going to the movies. âÅ"“ If you hear from Pete, let me and Jim know. âÅ"“ To test whether â€Å"myself† is correct in a sentence like this, it can help to rephrase it without the second person. For example, both of the following sound obviously wrong: Myself is going to the movies. âÅ"â€" If you hear from Pete, let myself know. âÅ"â€" We can therefore tell that we should use â€Å"I† and â€Å"me† respectively in these sentences, not â€Å"myself.†