How Marriage Works Free Essays

â€Å"Marriage is the process by which two people make their relationship public, officials and permanent† according to PsychologyToday. Marriage allows your relationship to be recognized by the government. People can marry for multiple reasons, including religion, economic benefits, or for love and companionship. We will write a custom essay sample on How Marriage Works or any similar topic only for you Order Now The social clock has changed in America, with more people marrying later in their life. There are many reasons why people are deciding to push marriage off. Marriage can be both beneficial and negative.Marriage can provide better economic stability for both partners. When you marry, you can receive a marital tax deduction. This allows you to transfer assets to your spouse without being taxed for it. You are also able to obtain your spouse’s benefits including social security and health insurance. Prenuptials are a secure way to keep your assets in marriage. By having a prenuptial, people can keep their original assets no matter if there is a split or divorce. Married couples are generally more financially stable, with â€Å"the median household income of married families is twice gag of divorced households and four times that of esperares households† according to the website Marripedia.Married people also have mental health and biological benefits. For example, married people typically live longer: â€Å"Research consistently shows that couples in a committed marriage live longer that those that are single† said Ivy Jacobson, author of the article â€Å"13 Legal Benefits of Marriage.† Because both people feel constant support from their partners, mental stability is improved, allowing the couple to live longer and decrease the chance of depression. Mental health is extremely important in the health of the relationship. By bottling up emotions and thoughts, it can negatively impact your self-esteem and increase stress. By having a partner, you are allowed to open up and feel heard, decreasing that stress and improving the way you look at yourself. Marriage increases serotonin levels. Serotonin is a chemical and neurotransmitter in the human body and is â€Å"sometimes called the happy chemical because it contributes to wellbeing and happiness† stated James McIntosh in his article â€Å"What is Serotonin and What Does It Do?† Having a significant other to provide physical affection and emotional support triggers the release of serotonin, helping create a positive mindset. Marriage can also result in divorce and financial stability. According to the website DivorceStatistics, â€Å"current divorce statistics in America is estimated to be fifty percent.† It is projected that the divorce rate will continue at this same rate in the future, making your chance of a lasting marriage unlikely. As well as a chance that your marriage will fail, a divorce is very expensive. A divorce with child custody and support issues cost about 26 thousand dollars. A divorce without child custody and support is about 17 thousand dollars. These extremely high costs can leave both sides of the party in major economic distress. There is also a possibility that you could be marrying into a financial burden. If one person obtains debt, the spouse will carry that debt as well. â€Å"Researchers analyzed the relationship of 4500 couples and found arguments about money were the the top predictor of divorce† says Nancy Durham, author of â€Å"Should You Tie the Knot? Financial Reasons Why Marriage Might Be A Misstep.† As a married couple, you will need to plan your future financial situations and be able to save money efficiently. Negative mental health characteristics can also arise from marriage. One spouse may become too emotionally dependent on their partners, causing stress and tension between the two. That spouse may start to feel as though they need their partner to be happy, and can become too emotionally reliant on them. As well as one partner being too emotionally invested, mental health disorders do not help. Negative emotional reactions caused by disorders can become intensified. Partners that cannot get the support and assistance they need from their partners often resort to substance abuse and isolation. According to Pierre Imlay, a mental health therapist, in his article â€Å"Mental Illness in Couple Relationships,† â€Å"when the marital stress is at its peak, there’s a greater likelihood of substance misuse, movement toward divorce, and male aggression.† Marriage can be viewed in both a positive and negative way. Marriage can be very beneficial to couples that have communicated to each other about their expectations for the relationship and marriage, their future, economic situation, and their mental health. If there is a major disagreement, you may want to rethink about getting married and weigh out the pros or cons, or else you may just end up being another statistic for divorce. Although marriage has many components that should be discussed beforehand, it ultimately is a beautiful thing that should be shared and taken seriously. How to cite How Marriage Works, Papers

The Cash Flow Statement free essay sample

A Cash flow statement is a financial report that shows the sources of a firm’s cash and its uses of cash. In other words, it answers the questions, â€Å"where did the cash come from? † and â€Å"where did the cash go? † Measuring Firm’s Cash Flow You can explain the cash inflows and outflows of a business by looking at three cash flow activities. * Cash flow activities: 1. Generating cash flows from day-to-day business operations It is the informative to know how much cash is being generated in the normal course of operating a business on a daily basis, beginning with purchasing inventory on credit, selling on credit, paying for the inventory, and finally collecting on the sales made on credit. 2. Buying or selling fixed assets. When a company buys (or sell) fixed assets, such as equipment and buildings, cash outflows (or inflow) result. These cash flows are not part of the regular day-to-day operations and, consequently, are not included in the income statement. We will write a custom essay sample on The Cash Flow Statement or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page They appear only as changes from one balance sheet to the next. 3. Financing the business. Cash inflows and outflows occur when the company borrows or repays debt; when it distributes money to the owners, such as when dividends are paid; or when the owners put money into the business in the form of additional equity. Profits versus cash flows * Entrepreneurs need to be aware that profits shown on a company’s income statement are not the same as its cash flows. * An income statement is not a measure of cash flows because it is calculated on an accrual basis rather than a cash basis. This is an important point to understand in section. * In Accrual-basis accounting, profits are recorded when earned- whether or not the profits have been received in cash- and expenses are recorded when they are incurred- even if money has not actually been paid out. * In Cash-basis accounting, profits are reported when cash is received and expenses are recorded when they are paid. * There are several reasons, including the following, that profits based on an accrual accounting system will differ from the firm’s cash flows; 1. Sales reported on an income statement include both cash sales and credits sales. So the total sales do not correspond to the actual cash collected. 2. Cash spent for inventory doesn’t represent all inventory purchases since some inventory is financed by credit. 3. The depreciation expense shown in the income statement is a noncash expense. It reflects the costs associated with using an asset that benefits the firm’s operations over a period of several years, such as a piece of equipment used over five years. What every small business owner should ask and understand is, â€Å"How do you compute your firm’s cash flow? †

Organizational Behavior and Design Essay Example

Organizational Behavior and Design Essay You are the manager of a Hotel. You have decided to apply the Big Five Model in order to understand your employees and their work habits because it is generally supported by an impressive body of research. You want to use the five dimensions of personality to match individuals with jobs to which they are well-suited. You know that your customers are demanding and sometimes difficult. As a result the job is stressful and makes employees feel insecure. Which personality dimension taps a persons ability to cope with this job? Discuss. The Big Five Model or the five-factor model of personality which is typically called the Big Five-?has received Strong supporting evidence. An impressive body of research supports that five basic dimensions underlie all others and encompass most of the significant variation in human personality. Research on the Big Five has found relationships between these personality dimensions and job performance. From the Big Five factors I. E. Extroversion, Agreeableness, Conscientiousness, Emotional Stability, and Openness to experience (McCrae Costa, 1 997), the one factor that taps a persons ability to cope with stress is Emotional Stability. Let us see the five factors one by one and how emotional stability is the factor answering our question above. Extroversion Extroversion includes traits such as sociability, assertiveness, activity and talkativeness. Extraverts are energetic and optimistic. Introverts are reserved rather than unfriendly, independent rather than followers, even- paced rather than sluggish. We will write a custom essay sample on Organizational Behavior and Design specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Organizational Behavior and Design specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Organizational Behavior and Design specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Extroversion is characterized by positive feelings and experiences and is therefore seen as a positive affect (Clark Watson, 1991). It was found that Extroversion is a valid predictor of performance in jobs characterized by social interaction, such as sales personnel and managers (Barrack Mount, 1991; Pincher et al. , 1998). Johnson (1997) found a positive relationship between Extroversion and job performance of police personnel, and explained this relationship in terms of the high level of interaction in the police service. Agreeableness An agreeable person is fundamentally altruistic, sympathetic to others and eager to help them, and in return believes that others will be equally helpful. The disagreeable/antagonistic person is egocentric, skeptical of others intentions, and competitive rather than co-operative. According to Teeth et al. (1991 Agreeableness is a significant predictor Of job performance. Salad (1997) found that Agreeableness is related to training success. The co-operative nature of agreeable individuals may lead to success in occupations where teamwork and customer service are relevant (ledge et al. , 1999). Conscientiousness Conscientiousness refers to self-control and the active process of planning, organizing and carrying out tasks (Barrack Mount, 1993). The conscientious person is purposeful, strong-willed and determined. Conscientiousness is manifested in achievement orientation (hardworking and persistent), dependability (responsible and careful) and orderliness (planned and organized). On the negative side, high Conscientiousness may lead to annoying fastidiousness, compulsive neatness or workaholic behavior. Low scorers may not necessarily lack moral principles, but they are less exacting in applying them. Barman, White, Pulaski and People (1991) and Hough et al. (1990) found a correlation of 0,80 between reliability (an aspect of Conscientiousness) and job performance. Various researchers (Barrack Mount, 1991; Barrack, Mount Strauss, 1993; Rink Ferns, 1999) reported significant correlations between Conscientiousness and job performance. According to Jackets and Weaned (1 996), the relationship teens Conscientiousness and job performance could be attributed to the conceptual relationship between Conscientiousness and integrity. Furthermore, autonomy and goal setting influence the relationship between Conscientiousness and job performance (Barrack Mount, 1993; Barrack et al. , 1993) Emotionally stability (often labeled by its converse, neurotics) this dimension taps a persons ability to withstand stress. People with positive emotional stability tend to be calm, self-confident, and secure. Those with high negative scores tend to be nervous, anxious, depressed and insecure. Neurotics is a dimension of normal personality indicating the general tendency to experience negative effects such as fear, sadness, embarrassment, anger, guilt and disgust. High scorers may be at risk of some kinds of psychiatric problems. A high Neurotics score indicates that a person is prone to having irrational ideas, being less able to control impulses, and coping poorly with stress. A low Neurotics score is indicative of emotional stability. These people are usually calm, even-tempered, relaxed and able to face stressful situations without becoming upset (Hough et al. , 990). HÂ ¶Raman and Massacre (1996) found that Neurotics is a predictor of performance in various occupations. Dunn, Mount, Barrack and Ones (1995) showed that emotional stability (the opposite of Neurotics) is the second most important characteristic that affects the employability of candidates. In a recent study Judge, Higgins, Theories and Barrack (1999) found that Neurotics is inversely related to job performance. However, according to Salad (1 997), Neurotics predicts job performance in certain circumstances. Openness to Experience Openness to Experience includes active imagination, aesthetic sensitivity, attentiveness to inner feelings, a preference for variety, intellectual curiosity and independence of judgment. People scoring low on Openness tend to be conventional in behavior and conservative in outlook. They prefer the familiar to the novel, and their emotional responses are somewhat muted. People scoring high on Openness tend to be unconventional, willing to question authority and prepared to entertain new ethical, social and political ideas. Open individuals are curious about both inner and outer worlds, and their lives are experientially richer. They are willing to entertain novel ideas and unconventional values, and they experience both positive and negative emotions more keenly than do closed individuals. Research has shown that Openness to Experience is related to success in consulting (Hamilton, 1 988), training (Barrack Mount, 1991 ; Pincher et al. , 1998) and adapting to change. In contrast, Johnson (1997) found that successful employees (compared with unsuccessful employees) obtained significantly lower Scores on Openness. Teeth et al. (1 991 ) reported that Openness to Experience is not a valid predictor of job performance. A Seibel explanation for the contradictory results regarding the relationship between Openness to Experience and job performance is that different jobs have different requirements. In conclusion, according to the Social Science Dictionary, emotional stability is individuals steadiness of mood, their ability to withstand minor setbacks, failures, difficulties, and other stresses without becoming upset emotionally. Emotionally stable persons tolerate minor stresses and strains of day to day living without becoming emotionally upset, anxious, nervous, tense, or angry. They are able to maintain composure under minor emotional stress. They are fairly constant in their basic mood, and they generally revert quickly to that state following those occasions when they have experienced considerable stress or have been exceptionally provoked which may be a frequent case in serving Hotel customers. The unstable person, on the other hand, is subject to fairly wide, frequent, and often unpredictable mood shifts that may swing from pole to pole. Simply put, emotional stability refers to a persons ability to remain calm or even keel when faced with pressure or stress. Someone who is emotionally unstable is more volatile, which means the person faces an increased risk of exacting with violent or harmful behaviors when provoked. People with positive emotional stability tend to be calm, self-confident, and secure. Those with high negative scores tend to be neo. us, anxious, depressed, and insecure. A workers emotional state influences customer service, which influences levels of repeat business and levels of customer satisfaction. Providing quality customer service makes demands on employees because it often puts them in a state of emotional dissonance. Over time, this state can lead to job burnout, declines in job performance, and lower job satisfaction. In addition, employees emotions may also be transferred to the customer. Studies indicate a matching effect between employee and customer emotions, which B practitioners call emotional contagion, the catching of emotions from others. How does emotional contagion work? The primary explanation is that when someone experiences positive emotions and laughs and smiles at you, you begin to copy that persons behavior. So when employees express positive emotions, customers tend to respond positively. Emotional contagion is important because when customers catch the positive moods Or emotions of employees, they feel encouraged to visit again. The verse also works in case of negative emotions and moods. When an employee is cranky or nasty, these negative emotions tend to have negative effects on customers. 2. Your management team is made up of people who are very different in their lifestyles and their stages of life. Metastases is a 23-year-old single parent who is working for minimum wage. Yanks is 60 years old, extremely wealthy and works because he enjoys it. Hellion earns a good living. She is single, 45 years old and has few interests outside of the office. You have decided to attempt to apply Masons hierarchy of needs to determine what motivates each Of these individuals. What is the need that you would expect that each is trying to satisfy? Discuss Measles Hierarchy of Needs (often represented as a pyramid with five levels of needs) is a motivational theory in psychology that argues that while people aim to meet basic needs, they seek to meet successively higher needs in the form of a pyramid. According to Masons hierarchy of needs, framed by A. Moscow, a U. S. Numismatic psychologist, it was explained that different human needs have different level of satisfaction. The hierarchy moves up from lower order needs such as physiological needs, safety and security, social needs to higher order hat is esteem needs and self-actualization needs. Individuals cannot move to the next higher level until all needs at the current (lower) level are satisfied. Abraham H. Moscow felt as though conditioning theories did not adequately capture the complexity Of human behavior. In a 1943 paper called A Theory of Human Motivation, Moscow presented the idea that human actions are directed toward goal attainment. Any given behavior could satisfy several functions at the same time. Measles Hierarchy of Needs has often been represented in a hierarchical pyramid with five levels. The four levels (lower order needs) are considered histological needs, while the top level of the pyramid is considered growth needs. The lower level needs must be satisfied before higher order needs can influence behavior. The levels are as follows: Physiological Needs These are needs required to sustain life, such as: air, water, nourishment, sleep. According to Measles theory, if such needs are not satisfied then ones motivation will arise from the quest to satisfy them. Higher needs such as social needs and esteem are not felt until one has met the needs basic to ones bodily functioning. Safety Once physiological needs are met, On?s attention turns to safety and security in order to be free from the threat of physical and emotional harm. Such needs might be fulfilled by living in a safe area, medical insurance, job security, financial reserves and the like. According to Masons hierarchy, if a person feels that he or she is in harms way, higher needs will not receive much attention. Social Needs Once a person has met the level physiological and safety needs, higher level needs become important, the first of which are social needs. Social needs are those related to interaction with other people and may include: need for friends, need for belonging, and need to give and receive love. Esteem Once a person feels a sense of belonging, the need to feel important arises. Esteem needs may be classified as internal or external. Internal esteem needs are those related to self-esteem such as self-respect and achievement. External esteem needs are those such as social status and recognition. Some esteem needs are: Self-respect, achievement, attention, recognition, and reputation. Self-actualization is the summit of Measles hierarchy of needs. It is the quest of reaching ones full potential as a person. Unlike lower level needs, this need is never fully satisfied; as one grows psychologically there are always new opportunities to continue to grow. Self-actualities people tend to have needs such as: Truth, Justice, Wisdom, Meaning. Self-actualities persons have frequent occurrences of peak experiences, which are energize moments of profound happiness and harmony. According to Moscow, only a small percentage of the population reaches the level of self-actualization. From the given information in the above question, and the details of the Measles theory, Metastases, who is a 23-year-old single parent working for minimum wage, is trying to satisfy his/her physiological needs. Had it not men for this specific need he/she would have not worked for a minimum wage. She could have been searching for a higher paying job if its physiological needs were satisfied. Yanks, who is 60 years old, extremely wealthy and is working because he enjoys it is trying to fulfill his self-actualization needs. The fact that he goes to work for enjoyment shows that he has a choice not to work at all as all his other needs are satisfied. On the other hand, Hellion who earns a good living, is single, 45 years old and who has few interests outside of the office is tying to satisfy her Esteem needs. She might be looking for social recognition or achievement. Then. Vise it is shown that she earns a good living and also has few interests outside of the office. 3. You manage a department of five employees. You have identified that Joe scores high in the need for achievement, Mary scores high in the need for power, and Tim scores high in the need for affiliation. Sarah scored high in the need for power and low in the need for affiliation. Doug scores low in both need for power and need for affiliation. A. Which employee would be best suited to a challenging new assignment where they would receive rapid dieback? B. And who would probably be best to leave in charge while you are on vacation? Support your answer with sufficient reason. In the early sass, Abraham Moscow created his theory of needs . This identified the basic needs that human beings have, in order of their importance: physiological needs, safety needs, and the needs for belonging self-esteem and self-actualization. Later, David McClellan built on this work in his 1 961 book, The Achieving Society. He identified three motivators that he believed we all have: a need for achievement, a need for affiliation, and a need for power. People will have different characteristics depending on their dominant motivator. According to McClellan, these motivators are learned (which is why this theory is sometimes called the Learned Needs Theory). McClellan says that, regardless of our gender, culture, or age, we all have three motivating drivers, and one of these will be our dominant motivating driver. This dominant motivator is largely dependent on our culture and life experiences. These characteristics are as follows: Dominant Motivator Characteristics of This Person Achievement Has a strong need to set and accomplish challenging goals. Takes calculated risks to accomplish their goals. Likes to receive regular feedback on their progress and achievements. Often likes to work alone. Affiliation Wants to belong to the group. Wants to be liked, and will often go along with whatever the rest of the group wants to do. Favors collaboration over competition. Doesnt like high risk or uncertainty. Power Wants to control and influence others. Likes to win arguments. Enjoys competition and winning. Enjoys status and recognition. Managing a group of people with different personalities is never easy. But if we are managing or leading a team, it is essential to know what motivates our people, how they respond to feedback and praise, and what tasks fit them well. David Miscellanys Human Motivation Theory gives us a way of identifying peoples motivating drivers. This can then help us on how to give praise and feedback effectively, assign them suitable tasks, and keep them motivated. Therefore, using this theory we can match people to jobs. Let us take a closer look at how to manage these team members who are driven by each of Miscellanys three motivators: Achievement people motivated by achievement need challenging, but not impossible, projects. They thrive on overcoming difficult problems or situations. People motivated by achievement work very effectively either alone or with other high achievers. When providing feedback, give achievers a fair and balanced appraisal. They want to know what theyre doing right -? and wrong -? so that they can improve. Affiliation People motivated by affiliation work best in a group environment and therefore it is best to integrate them with a team (versus working alone) whenever possible. They also do not like uncertainty and risk. Therefore, when assigning projects or tasks, we have to save the risky ones for other people. When providing feedback to these people, we need to be arsenal. It is still important to give balanced feedback, but if we start our appraisal by emphasizing their good working relationship and our trust in them, they will likely be more open to what we say. These people often do not want to stand out, so it might be best to praise them in private rather than in front of others. Power Those with a high need for power work best when they are in charge. Because they enjoy competition, they do well with goal-oriented projects or tasks. They may also be very effective in negotiations or in situations in which another party must be convinced of an idea or goal. When providing feedback, we need to be direct with these team members and keep them motivated by helping them further their career goals . In conclusion, those high on achievement like Joe, tend to prefer jobs with personal responsibility, feedback and moderate risks. They DO NOT always care about motivating others! Therefore, given the information in the above question We can conclude that Joe would be best suited to a challenging new assignment where he would receive rapid feedback. He had scored high in the need for achievement which means that he would strive to succeed no matter how challenging the job would be. In general, individuals high on the need for Power and low on the need for Affiliation tend to perform better in managerial roles. Thus, Sarah who had the same result as above would be the best to be left in charge while the Manager is on vacation. 4. Your colleagues at work are constantly talking about the manager in your organization. He is perceived throughout the organization as a ruthless man who is not to be antagonized. It is necessary for you to bring him a report, and you are very nervous about having to deal with him. What seems the Managers major base of power? Why? ND what is the most likely reason for the success of this manger? Explain. Power refers to the possession of authority and influence over others. Power is a tool that, depending on how it is used, can lead to either positive or negative outcomes in an organization. In 1959, American sociologists John French and Bertram Raven published an article, The Bases of Power, thats regarded as the basis for classifying power in organizations. They identified five sources of power, namely: Legitimate, Expert, Referent, Reward, and Coercive, power. Legitimate Power Legitimate power is also known as positional power. Its derived from the position a person holds in an organizations hierarchy. Job descriptions, for example, require junior workers to report to managers and give managers the power to assign duties to their juniors. For positional power to be exercised effectively, the person wielding it must be deemed to have earned it legitimately. An example of legitimate power is that held by a companys CEO. Expert power Knowledge is power. Expert power is derived from possessing knowledge or expertise in a particular area. Such people are highly valued by organizations for their problem solving skills. People who have expert power perform critical tasks and are therefore deemed indispensable. The opinions, ideas and decisions of people with expert power are held in high regard by other employees and hence greatly influence their actions. Possession of expert power is normally a stepping stone to other sources of power such as legitimate power. For example, a person who holds expert power can be promoted to senior management, thereby giving him legitimate power. Referent Power Referent power is derived from the interpersonal relationships that a person cultivates with other people in the organization. people possess reference power when Others respect and like them. Referent power arises from charisma, as the charismatic person influences others Via the admiration, respect and trust others have for her. Referent power is also derived from personal connections that a person has with key people in the organizations hierarchy, such as the CEO. Its the perception of the personal relationships that she has that generates her power over others. Reward Power Reward power arises from the ability of a person to influence the allocation of incentives in an organization. These incentives include salary increments, positive appraisals and promotions. In an organization, people who wield reward power tend to influence the actions of other employees. Reward power, if used well, greatly motivates employees. But if its applied through favoritism, reward power can greatly demoralize employees and diminish their output. Coercive Power Coercive power is derived from a persons ability to influence others via threats, punishments or sanctions. A junior staff member may work late to meet a deadline to avoid disciplinary action from his boss. Coercive power is, therefore, a persons ability to punish, fire or reprimand another employee. Coercive power helps control the behavior of employees by ensuring that they adhere to the organizations policies and norms. Coercive power rests in the ability of a manager to force an employee to comply with an order through the threat of punishment. Coercive power typically leads to short-term compliance, but in the long-run produces dysfunctional behavior. Coercion reduces employees satisfaction with their jobs, leading to lack of commitment and general employee withdrawal. Given the information in the question above, the Managers major base of power is Coercive power. The most likely reason for the success of this manager is hat his subordinates fear negative sanctions if they fail to comply. Case Questions case 1 Differing Perceptions at Coloration Industries Susan Harrington continued to drum her fingers on her desk. She had a real problem and wasnt sure what to do next. She had a lot of confidence in Jack Reed, but she suspected she was about the last person in the office who did. Perhaps if she ran through the entire story again in her mind she would see the solution. Susan had been distribution manager for Coloration Industries for almost twenty years. An early brush with the law and a short stay in prison ad made her realize the importance of honesty and hard work. Henry Coloration had given her a chance despite her record, and Susan had made the most of it. She now Was one of the most respected managers in the company. Few people knew her background. Susan had hired Jack Reed fresh out of prison six months ago. Susan understood how Jack felt when Jack tried to explain his past and asked for another chance. Susan decided to give him that chance just as Henry Coloration had given her one. Jack eagerly accepted a job on the loading docks and could soon load a truck as fast as anyone in the crew. Things had gone well at first. Everyone seemed to like Jack, and he made several new friends. Susan had been vaguely disturbed about two months ago, however, when another dock worker reported his wallet missing. She confronted Jack about this and was reassured when Jack understood her concern and earnestly but calmly asserted his innocence. Susan was especially relieved when the wallet was found a few days later. The events Of last week, however, had caused serious trouble. First, a new personnel clerk had come across records about Jacks past while updating employee files. Assuming that the information was common knowledge, the clerk had mentioned to several employees what a good thing it was to give ex-convicts like Jack a chance. The next day, someone in bookkeeping discovered some money missing from petty cash. Another worker claimed to have seen Jack in the area around the office strongbox, which was open during working hours, earlier that same day. Most people assumed Jack was the thief. Even the worker whose wallet had been misplaced suggested that perhaps Jack had indeed stolen it but had returned it when questioned. Several employees had approached Susan and requested that Jack be fired.

Word Choice Altar vs. Alter - Proofeds Writing Tips

Word Choice Altar vs. Alter - Proofeds Writing Tips Word Choice: Altar vs. Alter One little letter can make a very big difference sometimes, so it is important to make sure you know the difference between similarly spelled words which nevertheless have dissimilar meanings. In the case of altar and alter, for instance, the contrast couldn’t be much bigger! Whilst alter is a commonly used verb in English, altar is a noun which should only be used in a very specific context. Mixing these words up can therefore seriously impact upon the quality of your written work. So to help out we’ve thrown together this guide on how to use them. Alter (Modify) Alter is a verb which means â€Å"change† or â€Å"modify.† Thus if you are looking to describe an adjustment or change that something has undergone, use the word alter: After his sister forgave him, William decided to alter his will to include her. Altar (A Ceremonial Table) Altar, on the other hand, is a noun which refers to a table or raised surface used in religious ceremonies, including the Christian Eucharist. For example: The congregation faced the altar as they awaited Holy Communion. The word altar is also sometimes seen in the idiom â€Å"to sacrifice X on the altar of X.† This means to give up or neglect something in favor something else. Usually this is used in a negative way, such as: John sacrificed his family life on the altar of his career. The above relies upon the religious meaning of altar, metaphorically suggesting that John has failed to fulfill his family duties by sacrificing them in favor his work. Alter or Altar? It is quite easy to remember which of â€Å"alter† or â€Å"altar† to use in any given situation. Just keep the following in mind: Alter (verb) = Change Altar (noun) = A ceremonial table If you’re looking for a word meaning â€Å"change† or â€Å"modify,† it will always be a verb you need. As such, â€Å"alter† is the term you’re after. The noun â€Å"altar,† meanwhile, will usually only be applicable if you’re describing a religious ceremony of some kind. For further advice on vocabulary in your writing, you will find plenty of helpful tips in the word choice archive section of our academic blog. And to make sure that the spelling, grammar and vocabulary in your work are perfect, Proofed’s professional proofreaders provide a comprehensive range of proofreading and formatting services.

Aptitude In Second Language Acquisition English Language Essay

Aptitude In Second Language Acquisition English Language Essay In second language learning, motivation, attitude and aptitude relate closely to each other. It influences the learner and therefore dominates the particular individual motivation towards learning the target language. In casual observations in our daily life reveal to us that some people learn a foreign language easier, faster or better than others do (Grigorenko, Sternberg ‘integrative’ and ‘instrumental’ attitude to language learning. An integrative attitude is a desire to know and become friendly with speakers of a language, whereas an instrumental one is a desire to better oneself materially by means of the language. He adds, â€Å"an integrative attitude is more likely to lead to success than an instrumental one†. Brown (1994: 168), in his great work ‘Principles of Language Learning and Teaching’ adds: â€Å"Attitudes, like all aspects of the development of cognition and affect in human beings, develop early in childhood and are t he result of parent’s and peer’s attitudes, contact with people who are different in any number of ways, and interacting affective factors in the human experience†. Here it seems clear that there are many stimulants lead to positive or negative attitude of an individual. Nevertheless attitude can be simply defined as a set of beliefs developed in a due course of time in a given socio-cultural setting. Although it does not necessarily determine behavior but can have some impact on it. Chamber (1999) asserts that learning occurs more easily, when the learner has a positive attitude towards the language and learning. Gardner and Lambert (1972) in their extensive studies give evidence that positive attitudes toward language enhance proficiency as well. Language attitude studies explore how people react to language interactions and how they evaluate others based on the language behavior they observe. Language learning is affected by the attitude and motivation. Motiva ted, de-motivated and a motivated students have different perceptions. Their perceptions are responsible to for their attitudes.

LLB - CONTRACT LAW Essay Example | Topics and Well Written Essays - 500 words

LLB - CONTRACT LAW - Essay Example Georgian era ended in 1830 and this means Peter meant that candlesticks came to the family during Victorian era and perhaps John should have found out details about their previous owner. Still there is no doubt that he was totally misled as he trusted Peter. This contract could be set aside because it is a misrepresentation1 from one side and a mistake on the other. Misrepresentation was done in clear words, with a special knowledge2, over dinner at Peter's residence by Peter, upon which the entire Contract stood. John has to prove that it was not a matter of opinion regarding the nature and originality of the candlesticks, but was an intentionally made statement, because if it was a matter of opinion, misrepresentation does not come into picture3. John can prove it easily because Peter did not refuse the 7000, which is exorbitant for a piece as recent as Victorian. Peter also has a possibility of showing that he genuinely believed that the piece was Georgian; but such possibility is remote. John's mistake could be argued as 'being led to it' and not an incorrect understanding and this can be a ground to invalidate the agreement.

Managerial and Professional Development Assignment - 1

Managerial and Professional Development - Assignment Example ussion presented will be based on the evaluation of policies, practices and approaches of learning and development by British Airways, in particular, the examination of the learning approach will focus on the double loop learning mechanism. Secondly, the essay will present a personal reflection in relation to studying an MBA and further connect the learning approach with personal experiences. Double loop learning has been central to the subject of learning and development programs by organisations. Chris Argyris first proposed the concept of double loop learning in the 1970s and it has consequently become a pertinent component of strategic management in the 21st century. According to Argyris and SchoN (1978), double loop learning refers to a learning model in which the predominant assumptions regarding goals and objectives of an organisation are assessed to determine whether the ongoing pursuit of objectives and goals are justified. Double loop learning approach principally underpins the prudence of error detection and correction in the management of an organisation. According to Argyris (1999),  it focuses on the theory of action by strategically examining the potential effects of changes on values, behaviours, and leadership of an organization. British Airways, the largest international airline in the UK has successfully integrated double loop learning approach in th e training and development of its employees (British Airways, 2014). Incorporating double loop learning and continually exhibiting generative learning strategies, British Airways has been labelled as a learning organisation. Dierkes (2001), defined learning organisation as learning model whereby employees continually enhance their capacity to achieve set objective in an environment where new concepts and expansive ways of thinking are developed and individuals are further encouraged to learn from each other. Consequently Argyris (1982) identified five disciplines as essential components of