This Research Report Will Analyse The Significance Of Job

This Research Report Will Analyse The Significance Of Job
This research report will analyse the significance of job satisfaction on employees and how it can affect worker productivity and to accomplish the
goals of the association. Firstly, this research report will present the background of a research topic based on the news article posted on ABC News
on the 5th April 2017(Bamford 2017). Secondly, the report will also develop the aims and expectations for researching on the above–mentioned topic.
Moreover, this report also will critically analyse academic articles and will accumulate the statistics/data through survey instrument which will be
reported in the next assessment. Finally, this report will discuss the research method which would be used to collect data in investigating this problem.
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staff who has sustained at work for more years tend to be happier in terms of job satisfaction and prefer job fulfilment over money. A survey for
17,000 workers were interrogated in terms of job satisfaction. A research study stated, "Educator's job satisfaction is considered significant as it is
considered to have direct effect on student's achievement for their future career" (Pitkoff 1993, pp.). Similarly, an employer also has an important role
in modifying the employee's output by measuring various factors that would lead to effective worker productivity.
Research Aim
The main research question for this report would be "What factors lead to job satisfaction?". For instance, this research report aims to assess the
employee attitudes such as job satisfaction and what influences the job satisfaction at workplace using a survey instrument method. Then the necessity
for an effective employee job satisfaction are discussed. And finally, the gap in this literature study will be identified.
Critical Review of Related literature
This literature review draws information from both industry reports and peer–reviewed academic articles on a range of contributions made by various
authors. This review outlines the factors leading to job satisfaction and the impacts of bad employee attitude towards work.
1)THE EFFECTS OF EMPLOYEE DEVELOPMENT PROGRAMS ON JOB SATISFACTION AND EMPLOYEE RETENTION
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Effects Of Volunteering On My Life
Volunteering and its effect on my life
Volunteering has deeply embedded life changing experiences in my life. During my experience as a volunteer, I volunteered for Habitat for
Humanity. Habitat for Humanity is a volunteer based organization that constructs, and renovates homes for people who were recently in a natural
disaster, deeply in need, and for people who are in need of a stable place to live without being scared of being evicted. Not only have I learned how I
affect other people, but I have also noticed that volunteering has had an effect on me. In my work as a volunteer, I never knew that what I do for
people in need could have such an effect on me personally, and give me an inside view into less fortunate peoples lives.
Volunteering for Habitat for Humanity has given me a chance to see into others lives and has developed my sense of purpose in my community.
Habitat for Humanity says, "I cherish the friendship that develops among people who labor toward common goals in challenging
circumstances.Each time my car pulls up to the build site, I am filled with joy at the prospect of being able to make a difference, to matter to
someone who matters to me" (Habitat for Humanity). What the author is saying is he or she loves to volunteer, and loves to feel as if it he or she
makes a difference. That is how I felt while I was volunteering. I felt as if I was important throughout my whole experience, or you could say I felt
like I gained a sense of purpose through volunteering. Dr. Martin Luther King Jr. said, "Faith is taking the first step even when you don't see the whole
staircase." In my mind that is why I volunteered to build houses to change people's lives. In doing so I met several people and they told me their
stories, and how they ended up in the situation they are in. Meeting these people in need has given me a inside view into their life, which is much
different than mine. Knowing what these people in need have done to stay alive, feed their children, and stay off the streets is what motivates me to
volunteer. That is what my sense of purpose derives from and my sense of purpose will grow exponentially when I know what I am doing makes a
difference in someone's life. Volunteering gives me a

Gallup Poll Analysis
In today's world, it has become very beneficial when considering social, political, and economic issues, as well as other challenges, to gather
opinions from people who would be affected by changes in major issues of society. As a result, many businesses have been formed to conduct polls
concerning these issues, and one such polling organization is known as Gallup Poll. The Gallup Poll is an assessment of the opinions of the public
that gathers samples that are meant to serve as fair representations of the opinion of the whole society around that mere sample. One specific version
of the Gallup Poll, the "Social Series", is meant to assess issues that specifically deal with society, politics, and the economy. But how is the Social
Series carried out, and... Show more content on Helpwriting.net ...
Any U.S. citizen who is at least eighteen years of age and is living in any of the fifty U.S. states is eligible. Using Survey Sampling International,
Gallup buys samples and randomly selects members from households. Furthermore, each sample of these randomly–selected adults needs a minimum
percentage of 60% cellphone users and 40% who are still using landlines. Because the United States is such a large country, Gallup has minimum
requirements within each smaller geographical region, and Gallup decides these based on the time zone that the respondents are living in. For each
Social Series survey, Gallup interviews at least 1,000 people, but for surveys like the Minority surveys, which need a greater percentage of a certain
demographic of people, Gallup adjusts its percentages of these groups of people in order to fairly represent the opinions of the people they need to
represent. The Gallup Poll Social Series conducts one survey each month, with each month dealing with one specific

Employee Engagement Is Made Up Of Two Words, Employee And...
Employee Engagement
Employee Engagement is made up of two words, Employee and engagement. In simple words, it can be defined as an engagement or commitment of
an employee towards its organization. It is not entirely clear when the term "engagement" was first used in relation to work, but generally the Gallup
Organization is credited for coining the term somewhere in the 1990s( Schaufeli, 2013 p.2).
An engaged employee can be easily distinguished from disengaged one by simply asking a question. Ask an employee, what their company does?
An engaged employee will say we provide software services while a disengaged employee will say, they/Company provides software services. It is
evident from here that an engaged employee is involved completely to achieve the goals of company, hence will be more efficient and considers
himself as a part of the success of company. Various researches have also shown that engaged employees are much more efficient than disengaged ones,
which results in positives for an organisation.
An engaged employee feels involved in and excited about his work. Engaged employees produce at high levels individually, and contribute to
improved business results. In fact, Gallup research shows employee engagement can be linked to increased productivity and profitability, along with
benefits such as decreased turnover and absenteeism (Connolly, et al., 2013, p 48–52).An organisation with a higher number of engaged employees is
likely to be more effective, efficient

Public Opinion Poll
Public Opinion Poll In A Glimpse
Gallup Poll is an organization that conducts public opinion polling in a regular basis throughout one hundred and forty countries around the world. It
has a reputation of being the most trustworthy and accurate in depicting the public opinions on various kinds of issues. It is also best known for the
accuracy in predicting the United States presidential elections results.
In conducting a public opinion poll, the first and foremost important concept is the basic principle of probability sampling, or at least that is what
Gallup values as an important foundation. The probability sampling itself holds the definition as "a sampling technique wherein the samples are
gathered in a process that gives all ... Show more content on Helpwriting.net ...
The purpose of this technique is to compare the impact of different wordings and sometimes to report the results of both wordings. All in all, it allows
people to have greater understanding of the impact of nuances in ways of addressing key issues (Newton 1–3).
After getting deeper understanding on how public opinion polls work, let us take an example of a recent poll from gallup.com with the title of "U.S.
Perceptions of Job Market Remain Weak but Improved". From the perspective of how the poll conducted and the method used, this poll is based on
telephone interviews conducted in a time frame of June 7 to June 10, 2012 with a random sample of 1,004 adults, aged 18 and older, in United States. It
is also specified that the results are based on the total sample of national adults, with ninety five percent confidence that the maximum margin of
sampling error is approximately four percentage points. The sample is randomly selected by considering the gender, age, race, Hispanic ethnicity,
education, region, adults in the household, and phone status. The phone numbers are of course chosen by random while putting the demographic
characteristics into consideration. This confirms the principle of probability sampling where every individual is guaranteed to have an equal
opportunity of being selected by using the randomization technique. The random sample is also obtained through the process of identifying the target
population through a set of characteristics

Essay On Employee Engagement
Engagement affecting different Generations within the organization Measuring employee engagement by generation like other areas is another way to
heighten employee engagement strategies to best fit an organization. Traditionalist are the highest engaged individuals than all generations within the
workforce at 41% engagement levels. However, the workforce includes a total of five generations (Gallup Inc., 2013). Yet, the three biggest age
cohorts are baby boomers, generation X, and Millennials: out of 59 million Americans in the workforce, the highest age concentration of management,
professional, and related occupations range from age 25–64 years, totaling 51 million baby boomers, generation X, and millennials (Bureau of Labor
Statistics, ... Show more content on Helpwriting.net ...
Baby Boomers Baby boomers can be described as individuals raised during a time of economic growth, along with turmoil with politics and
ideologic issues (Hoole & Bonnema, 2015). Baby boomers are the second oldest generation in the workforce, and working towards retirement.
Baby Boomers poses strong work ethics and loyalty to organizations, they usually do not switch careers (Hoole & Bonnema, 2015). Although
Gallup states that baby boomers are the least engaged out of the generations in the U.S. workforce, in Australia baby boomers are considered the
most engaged (Hoole & Bonnema, 2015). However, baby boomers rather work alone that in teams, going back to example above the four baby
boomers in the group values work completion, they rather just come in do their work and go home, learning new skills and methods to complete work
is not on their radar. They rather develop greater commitment and leadership skills (Hoole & Bonnema, 2015). Baby Boomers hold extensive
knowledge and what drives engagement for them is money and benefits to prepare for retirement (Pregnolato, Bussin, & Schlechter, 2016)
Generation X Generation X are the children of Baby Boomers, whom grew up with technological innovation. Generation X member make a large
portion of the workforce for over thirty years. Like their parents, Generation X possess strong work ethics and career loyalty, however work life
balance is just as important (Hoole & Bonnema, 2015). Generation X employees have high demands

Professional Development Opportunities For Employees
Introduction As a newly acquired organization, our workforce is struggling to embrace the new procedures, policies, and corporate environment. This
has created an organizational climate with dwindling motivation and low morale. A new rewards and recognition program will demonstrate to all
levels of employees and Stakeholders, that the organization is committed to providing clarity and motivation as we all adjust to the many new
procedures, policies, and practices required by the merger. This proposal is a comprehensive plan in which goal–setting based on job–description,
organizational need, and the expectations of employees and supervisors is completed. The plan will outline any professional development opportunities
for employees that... Show more content on Helpwriting.net ...
After the merger, customer satisfaction, as noted by formal surveys and informal feedback, has been lower than ever. Based on the all the information
available, it seems that the lower customer satisfaction scores are related to the overall climate of our organization during this period of change.
Addressing the issues presented by employees and customers will require our organizational leaders to adopt many strategic initiatives. Background of
Current Rewards and Recognition Program The organization did not have a formal program in the past that provided feedback on employee
satisfaction, engagement or employee job performance. The current program is used more as an incentive for financial reward based on time line
completion. The program does not take into account the employees' talents, knowledge, engagement or satisfaction with the current role and does not
foster future job growth, increased income, or job satisfaction. Recently, the organization utilized Gallup to poll our employees on employee
satisfaction, engagement or employee talents based on job duties. Disconnect Between Company and Employees The disconnect, between the top level
organization and employees, has resulted in a significantly reduced level of engagement among employees. "Gallup research shows that 13% of

Employee Relationships And Patient Satisfaction
Introduction
Employee engagement surveys are probably the most common way leaders can understand what their employees are thinking about their jobs and the
organization. Currently ninety–two percent of companies use this method. (Hadjistoyanova, 2016) In the healthcare setting there is a direct link
between employee attitudes and patient satisfaction. (Powell, 2001) Improving patient satisfaction is critical. Hospital reimbursement rate from
Medicare and Medicaid revolves around the Hospital Consumer Assessment of Healthcare providers and Systems (HCAHPS), the federal system that
monitors patient satisfaction and patient readmission rate. (HCAHPS, 2016) "Without employee engagement, you're never going to get the kind of
ultimate patient experience you're hoping for" says Mike Packnett, CEO of Parkview Health. (Kruse, 2015)
Employee satisfaction doesn't necessarily mean employees are engaged. Employees can be happy, show up for work daily, but that doesn't mean they
are being productive or mindful of patient's needs. When employees are engaged, they care. Examples would be a hospital employee making eye
contact with visitors and patients, another would be a night shift worker being aware of quiet time during their shift. (Kruse, 2015) Leaders need to
know what drives employees' engagement. Leaders that behave consistently with the organizations core values and show a sincere interest in the
employee's well–being have been a link to improving employee engagement.

Good Relationships At Gallup Organization
How valuable are good relationships in my organizational?
According to the Gallup Organization, people who have a best friend at work are seven times more likely to be engaged in their jobs. And it doesn't
have to be a best friend: Gallup found that people who simply had a good friend in the workplace are more likely to be satisfied (Mind Tools Ltd,
1996–2016). I can remember when I came aboard as Assistant Director in our organization, one of my mentor's strongest words were, "get to know
people and let them know who you are. First of all, there were a few I did not care to get to know, but for business purposes it was important. My
company purchased a new washer and dryer, but the person installed it, forget to remove the screws that held down the drum inside the washer. The
two devices were stacked on top of each other. I ran the washer without taking out the screws and the dryer that was on top, had fell onto the floor.
Well, someone took a picture of the incident causing me to almost get fired. Lucky me! I had a friend who was a co–worker that stood up for me as
saved my job. The place where I am ... Show more content on Helpwriting.net ...
Respect is a key value of our organization. It is important to treat everyone equal and respect their perspectives and opinions even if they stink as a
person. Building trust is another key value that I have observed that help me build relationships. Trust represents mutual support and an investment in
the relationship (society for Human Resource Management, 2011). Communication is another key value in building relationships. As an assistant
director, if don't communicate people will forget about me. They might think that I have something against them or don't want to be around them. By
keeping the communicating open ideas are shared, relationships between managers and non–managers can continue to develop and improve. People
understanding of your expectation and there are not

Improving Employee Engagement Within The United States Essay
Organizations often say that their employees are their greatest asset. However, this statement is only accurate if their employees are engaging in their
work. Disengaged employees lead to high attrition, low production, and poor company culture. Employee disengagement in the United States is at its
all–time high. According to the most recent Gallup poll, seventy percent of American workers are disengaged in their workplace (2013). However, this
does not mean that our organization's employees have to reflect this statistic. Based on my recent study, we can improve employee engagement within
this organization if we improve our communication efforts.
Purpose of the study
Good employees are considering to leave our organization due to the deficiency of downward communication from upper management. Therefore, the
purpose of the study is to examine how our organization's deficiency in communication is effecting employee engagement. Then, determine the most
efficient communication tool to use to improve employee engagement and lower risks in high attrition and low production. Furthermore, evidence will
show that if you invest in town hall meetings or video conferences, you can align your vision with your employees as you improve employee
engagement.
Methods and procedures used
This report combines academic research with primary research. My academic research investigates the benefits of conducting town hall meetings or
video conferences for a small company. Numerous studies link

The Gallup Poll
The Gallup Poll
When Gallup conducts a national opinion poll, the starting place is where all or most Americans are equally likely to be found. That place is in their
home, which is the starting place for nearly all national polling. The actual target audiences, referred to as "national adults", are aged 18 and over,
living in telephone households within the United States. What I don 't understand is that Gallup excludes college students living on campus, armed
forces living on military bases, prisoners, hospitalized people, and anyone else who is living institutionalized. I think these exclusions are unfair. The
article explains that the reasoning for not including the people who live in the places mentioned above is because of ... Show more content on
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Another thing I found interesting in this article is that Gallup as well as other major organizations use sample sizes of 1,000–1,500 because these
sample sizes are enough to give a good balance of accuracy opposed to much larger samples which would be very expensive. I hadn 't considered
expense when it comes to collecting a sample but apparently it can be very costly. For instance, if a sample size of 4,000 were selected each time there
was a poll, the increase in accuracy would be very small, and would not justify the increase in cost. Now, I believe this to be true because I do think
that the people behind things like the Gallop Poll are very smart statisticians and would not lie when it comes to what effects the sample size has on
the accuracy of results. It makes absolute sense to me that specific ways of measuring the accuracy of samples have been done for many years and the
processes and results have been analyzed thoroughly with each design.
The poll of such a small number of people do not invalidate the results since for instance, as stated in the article, if the sample size was raised to 2,000
instead of 1,000, for a Gallup Poll there would be a gain of only 1% in terms of accuracy, and a 100% increase in terms of cost. I can understand that
looking at results with a margin of error of plus or minus 3 percentage points is reasonable compared to spending a lot more money and only change
the margin of error by

African Americans And The Police Essay
There has long been a difference between African Americans and the police. Sometimes minor to being outright confrontational. But if you ask
someone on the police force, they would most likely answer no, there are not any differences in the way minority and non–minority communities are
treated. But if you asked a minority community, they would probably answer yes, there is a difference. One of the facts that remain constant is the
difference in the way blacks and whites view policing and racial relations in America. Pew Research Center polling has continually found that blacks
and whites have very different views about many sides of race all together, from trust in the police to advances in racial equality. In one poll, whites
said that they believed quite a bit of progress has been made since 1963, compared with only about one–third of blacks, according to a 2013 survey,
which was done just before the 50th anniversary of Martin Luther King Jr.'s March on Washington. Curiously, when comparing those views with the
views on how police deal with minorities in a survey shortly after the Ferguson shooting when about three fourths of blacks said the incident brought up
important issues about race. When only about one third of whites thought the same. In yet another poll in which blacks told of less trust than whites
in local police to treat both races equally. A majority of whites expressed a great deal or fair amount of trust in local police to treat blacks and whites

How Employees Define Understands, And Link Engagement At...
Purpose Researchers have found only 30% of employees in the United States are actively engaged in the workplace (Gallup 2013). In 2010, data
provided by the US Bureau of Labor Statistics (as cited in Moreland, 2013) show more individuals are voluntarily quitting their jobs. With over 70%
of US workers disengaged, this topic has arguably prompted an interest that continues to be earnestly pursued by many. As a result, the Gallup Q12
expands the need for additional research based on their finding of employee engagement. The purpose of this descriptive qualitative research is to
explore how employees define understands, and link engagement to productivity within the workplace. Without a well–defined rigor understanding of
engagement, employees remain unfocused, disengaged, and unproductive during working hours. Moreland (2013) found that too many individuals
pursue opportunities that are not aligned with their experience, behavioral competencies, and education background. This impact of disengaged
productivity undermine the success of other co–workers, and decrease employee morale across organizations. By exploring these factors this research
will capture data that represent the contributing influences to improve the levels of engagement to increase productivity.
Research Questions
The central research questions in this study will provide the contributing factors of engagement. The following are the research questions addressed in
the study and interview questions allow

The Gallup Poll Social Series
Gallup is an organization which works to create accurate statistics reflecting the population of various countries. Gallup has been around for more
than eighty years, and has the most knowledge about the views of people than any other organization in the world. Gallup has several different
series of polls, one in particular is the Gallup Poll Social Series. This poll series is used to figure the view of US adults on a wide range of topics.
Gallup knows what they are doing, and have set up their polling process to be as representative to the real population as possible, such as weighing
the answers of participants based off of actual US demographics, and calling both cellular and house phones. "The Gallup Poll Social Series (GPSS) is a

Healthcare Accounting Principles and Ethics
Financial Management, Reporting Practices, and Ethical Standards in Health Care Finance Allison Moore Financial Management, Reporting Practices,
and Ethical Standards in Health Care Finance Health care managers have many responsibilities, which support their roles in creating and maintaining
successful organizations. A key responsibility managers undertake is the ability to manage financials appropriately. "First and foremost, financial
management is a decision science. Whereas accounting provides decision makers with a rational means by which to budget for and measure a
business's financial performance, financial management provides the theory, concepts, and tools necessary to make better decisions" (Gapenski, 2007).
For... Show more content on Helpwriting.net ...
The fore mentioned reporting principles are required because they force organizations to adhere to ethical reporting methods. Financial reports must
be reported fairly and factually to ensure all parties receive reliable and unbiased information. A perfect example of this is the Principle of Prudence.
If a department manager receives a report that understates previous expenses and exaggerates department revenues, the manager would not have a
valid budget to work with. Not possessing a correct budget could affect wages, hiring, supply orders, decisions, and multiple other operational areas.
This could lead to a lack of resources and poor decisions that ultimately reduce patient care objectives. In terms of revenue, multiple medical facilities
rely heavily on government funding. To receive government funding, these facilities must adhere to outlined reporting practices. Facilities that fail to
do so will lose a substantial amount of government revenue. In addition, fines may be imposed for compliance failures. Although the most significant
downfalls of false reporting are false expectations and possible bankruptcy. If organizations do not control expenses and drive revenues, they will not
remain in business. By keeping managers in the dark, one could not expect them to drive positive outcomes. These are just a few examples of why
reporting standards are so important. Ethical Conduct of

Employee Engagement
WPS05 Employee Engagement SIES College of Management Studies Working Paper Series The Working Paper Series would attempt to
disseminate the findings of research in specific areas and also to facilitate discussions and sharing of perspectives and information about the
identified areas. The papers carry the names of the authors and should be cited accordingly. The views, findings, and interpretations expressed in this
paper are entirely those of the authors. They do not represent the views of SIESCOMS and its management. These working papers would be available
online at www.siescoms.edu. No part of the paper can be reproduced in any form without the prior permission of the author. However, they can be
quoted by citing the reference.... Show more content on Helpwriting.net ...
It has a lot to do with emotions which are fundamentally related to drive bottom line success in a company. There will always be people who never
give their best efforts no matter how hard HR and line managers try to engage them. "But for the most part employees want to commit to companies
because doing so satisfies a powerful and a basic need in connect with and contribute to something significant". Aspects of Employee Engagement Three
basic aspects of employee engagement according to the global studies are: The employees and their own unique psychological make up and experience
The employers and their ability to create the conditions that promote employee engagement Interaction between employees at all levels. Thus it is
largely the organization's responsibility to create an enviro nment and culture conducive to this partnership, and a win–win equation. Categories of
Employee Engagement According to the Gallup the Consulting organization there are there are different types of people:Engaged––"Engaged"
employees are builders. They want to know the desired expectations for their role so they can meet and exceed them. They're naturally curious about
their company and their place in it. They perform at consistently high levels. They want to use their talents and strengths at work every day. They work
with passion and

Reflective Essay: What Does Relator Means
Relator
Being a relator theme means that I value my friendships. "You do not necessarily shy away from meeting new people...but you do derive a great
deal of pleasure and strength from being around your close friends." (Gallup, 2016, p.2) I love my best friends. There are three people that I am
really close with. They all have different strengths that the other one doesn't have. My friends give advice and motivate me to be a better person. We
don't talk every day because they have lives and families of their own, as do I, but when we are together, I am the happiest person on earth. I love my
sisters. They say "blood is thicker than water" but my best friends are living proof that, sometimes, water isn't a bad choice.
Responsibility
I feel like I get the responsibility theme from working. "Your Responsibility theme forces you to take psychological ownership for anything you
commit to, and whether large or ... Show more content on Helpwriting.net ...
I've realized while working in management that some people over exaggerate and some under exaggerate their skills. It is an organization's job to
distinguish between the two. For example, a hospital is looking for a receptionist. They find a person that meets all of their qualifications with their
experience, certifications, and references. When they get hired, the supervisor notices that their typing skills lack the speed that it should be. What
should be done? Well, a proactive way would be to offer them more lessons. I feel by teaching and expanding their skills, it creates a loyal and
dedicated employee. When people feel that they are wanted and valued, they become happier and more productive. The company strives by building
their profitability and their reputation.
As a fast–food manager, I've realized that everybody likes compliments. When you praise and provide constructive criticism, it corrects their behavior
and boosts their confidence level to let them know that they can do the

Gallup World Poll Essay
In our globalized world, a realistic view of the attitudes of those from outside the United States is becoming increasingly necessary. When the
organization began as the American Institute of American Opinion in 1935, it focused primarily on what determining what the average American
consumer wanted from a company. Soon though, its methods were proven to be highly successful when they accurately predicted President
Franklin's victory in the 1936 election. Now, Gallup supplies objective political, economic, and social polls of citizens of more than 160 countries
through its world poll network. Its success on an international level derives from its ability to tailor its methods to the country that the company is
currently surveying. This flexibility based on region, combined with a rigid procedure for carrying out the survey, as well as a system of
randomization to help ensure an even sample of the population being surveyed, make the Gallup poll one of the most successful of polls worldwide,
in terms of accuracy and efficiency. Because the Gallup World Poll surveys such a large range of countries and... Show more content on Helpwriting.net
...
In order to make sure that the results of the survey can be compared from year to year, the questions asked need to be exactly the same each time.
The questions are worded in such a way that results may be compared between countries as well as within them. Such a utility is invaluable to a
company that is using the results of the survey to plan a business strategy when expanding into a new country. This sort of business research is the
reason that Gallup began its polling in the first place. If a company can know the will of the masses before anyone else on the market does, that
company gains an advantage. What better way to make money than to provide the unique service of the selling the thoughts and feelings of the masses
to companies that want to

Strengths Finder 2.0
Identifying and understanding your own personal strengths is key to being a successful leader. Knowing your strengths means you can focus your
efforts to maximize results, in yourself and in others. Strengths Finder 2.0 is designed to uncover your strengths and utilize these strengths to your
advantage (Rath, 2007). Identifying and applying these strengths to your leadership style, will enhance your effectiveness as a transformational leader.
Strengths Finder 2.0 uses an online assessment to evaluate the individuals unique talents by having the taker rate how they view a particular question
in 20 seconds or less (Rath, 2007). After taking the assessment, my five strengths were determined to be achiever, maximizer, input, arranger, and...
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These people produce better work then they are able to focus on a single task rather than multiple tasks at one time (Gallup StrengthsFinder, 2012).
They are definitely not considered "multitaskers". Maximizers look for specialists for guidance when seeking answers and acknowledge information
they receive from others (Gallup StrengthsFinder, 2012). These people credit themselves with being very aware of other's moods, emotions, behaviors,
and motives (Gallup StrengthsFinder, 2012). Input Those with the input strengths use academic language and crave knowledge. These people create a
"database" of knowledge that can be used to produce the best project possible (Gallup StrengthsFinder, 2012). They strive to learn and understand.
These people read avidly and are able to "absorb, integrate, or catalog new information with ease"(Gallup StrengthsFinder, 2012, p. 4). When gathering
information, people with the input strength, use many resources such as Internet sites, journals, and books. They also find particularly satisfaction in
imparting knowledge to others, passing on skills, and teaching through personal experiences (Gallup StrengthsFinder, 2012). Arranger Those with the
Arranger strength are good at dealing with unexpected challenges and "roll with the punches" (Gallup StrengthsFinder, 2012). These people adapt to
group work well and intentionally seek out groups. They are often the group

Key Factors Of Employee Engagement
1 INTRODUCTION
A key factor of an organization is its employees. Human resource professionals are facing problems in retaining employees for long period in attaining
organization growth and success. HR professionals are in search of secrets on 'what' and 'how' to make employees commit themselves to their work and
organization mentally, physically and emotionally in achieving long term goals. 'Engaged" is the term, used when employees dedicate themselves
mentally, physically and emotionally to their work and organization in achieving long term goals. Engaged employees are assets to an organization.
"Employee engagement" concept has been found in all organizations in present scenario and it plays a vital role in organization performance. Employee
engagement is the mode by which an organization can develop a strong relationship between the organization and its employees. Employees should
fully ... Show more content on Helpwriting.net ...
Author has given some selected definitions of employee engagement as below.
William kahn(1990), in his much cited paper, described an employee's " personal engagement" as "the harnessing of organization members' selves to
their work roles; in engagement, people employ and express themselves physically, cognitively, and emotionally during role performances" .
N.P.Rothbard (2001) defined engagement "as a psychological presence with two key mechanism, attention and absorption".
Gallup Organization (2004), Gallup organization defined engaged employees as those who, "work with a passion and feel a profound connection to
their company" and "drive innovation and move the organization forward" in his book 'First, Break all the rules'. Gallup also described that "Employee
engagement is the involvement with enthusiasm for

Personal Narrative: My Five Strengths
Upon completion of the StrengthsFinder survey, I found that my five greatest strengths are responsibility, relator, restorative, achiever, and harmony.
After reviewing the results from the survey, I was not a bit surprised because those are the strengths that I flourish on. Some of these strengths are
not something that you are born with; they are talents of your personhood that make you who you are (Clifton, Anderson, and Schreiner, 2006, p. 2).
I have always been a very responsible person. I have taken great pride in showing others that I will always do the right thing, even when no one is
looking. The Army really instilled this strength in me and I have carried it with me ever since. As a father, being responsible is an important... Show
more content on Helpwriting.net ...
Those are some of the most important values that my department has. My department demands constant professionalism both on duty and off duty.
They have engrained into their employees that they are servants of the great state of Tennessee at all times. Anything less than constant professionalism
will bring discredit to not only themselves but the department. My department gives every employee the chance to be successful by offering endless
courses, schooling, and training. Clifton, Anderson, & Schreiner (2006) stated that "As you develop strengths by building on your greatest talents,
achievements will naturally follow (p. 5). The more successful the employees are, the more successful the department will be. Loyalty to the
organization shows that you are all in and you live by the product. My department's product is the citizens and visitors of Tennessee. All of the
employees took an oath to serve and protect everyone in Tennessee. A loyal employee will always do the right thing and never do anything to bring
shame or discredit to their organization. These are just a few of many of the strengths that my department has and instills into their

Rhetorical Analysis Of How To Buy Happiness
Elsa Del Valle
Oscar Gonzalez
ENC1101
25 October 2017
How to Buy Happiness? A Harvard study conducted across 100 countries found that whether rich or poor, people who give to charity are happier.
Perceived happiness increases, even more, when we see the impact of our gift has on someone.
––According to Tony Robbins, writer at Robbins Research Organization, Inc.
Michael Norton, the TED Talk speaker, discussed "How to BuyHappiness." Norton is a professor of business administration at Harvard Business
School; he has also studied psychology. Furthermore, Norton did research on whether spending money on oneself or on others can make a person
happy. According to him, people who spend money on others are happier than those who spend money on themselves. He wanted to convince his
audience that happiness is in sharing or giving to others. First, he gained the attention of his public by starting his speech with humor. Similarly, he has
conducted various surveys on how two groups of people, who felt differently, spend money on others like charity or giving gifts from different
countries like Uganda and Canada. Although Norton's attempts at stablishing credibility were somewhat ineffective, his arguments were mostly effect
because of his use of logos and pathos.
Norton's used ethos in his speech but not very effectively. He had a good appearance, he was dressed simple but at the same time he looked formal.
Besides this, he gave an enthusiastic and sincere look. His tone of voice throughout his speech was friendly and reality–based and he chose simple
vocabulary as well, his body language was clear and bold while interacting with his audience. He looked credible because he provided evidence, but
he did not really stablish himself as an expert of happiness; he said that he was in a business school but he does not convince his audience that he is
credible in this way.
Michael was successful in convincing his point of view through the use of pathos. His audience was enjoying his speech because of the touch of
humor in his talk. He started his speech with rejecting a common belief, this was a bit surprising as well as funny at the same time. He explained that
"we see it in religions and self–help books: money can't buy

Corporate Social Responsibility ( Csr )
Throughout my research of what Corporate Social Responsibility (CSR) is, I noticed that many organizations have framed their own definition,
considering a common ground between them. My own definition of CSR is the voluntary continuous commitment and responsibility on the effects that
an organization has on both internal (employees) and external stakeholders (communities, environment) that go beyond legal or ethical standard
required to operate, as well creating a synergistic relationship between the two parties promoting win–win relationship based on trust and the positive
perception that reflects the organization to the community. (Mirvis, 2012, p. 110)
Beside the challenges of operating in a globalize world of integrated markets, were ... Show more content on Helpwriting.net ...
A Net Impact survey stated that 53% of workers want were they can have an impact because it was important to their happiness, another important
fact that the survey mentioned is that 35% would like to work for a company committed to CSR, 45% for a job that makes a social or environmental
impact, and that 58% would like to work with values like their own (as cited in Meister, 2012). Looking at the survey results stated above, should
organization focus first in their internal CSR strategy and used CSR as "a tool" (Mirvis, 2012), to engage, retain, and attract skilled employees while
creating "a dynamic, vital, living entity, fed by the interaction among its myriad stakeholders," (Vallaster, Lindgreen & Maon, 2012).
Google background information
Google is the most used search engine worldwide. Sergey Brin and Larry Page are its founders, both are idealists at heart and have maintained a
management policy based on firm principles and clear rules. "Do no evil" it is one of the basic principles that Google teaches to its relatively few
employees. Google does not use uniforms, each employee may informally dress every day and their hours are quite flexible (D 'Onfro & Smith,
2015). But why would a company keep their employees in this way. Larry Page and Sergey Brin explains that it is very important to have happy
employee at all times as this may unleash the

Leadership Style And Personal Strengths Essay
Using Leadership Style and Personal Strengths to Succeed in a Doctoral Program Leadership is an important outcome of the doctor of nursing
practice (DNP) program (Zaccagnini & White, 2014). Measurement tools are available that identify leadership style (Clark, 2010) and personal
talents, called Signature Themes (Gallup, Inc., 2010). When leadership style and personal strengths are identified, they can be maximized to achieve
success (Clark, 2010; Gallup, Inc., 2010). This paper provides both a framework about the importance of leadership in the DNP curriculum and
several examples of how I will use my leadership style and Signature Themes to succeed in the DNP program. Leadership in DNP Program Curricula
Prior to the development of the DNP degree, several practice–focused doctoral programs existed in the United States; however, they did not have
uniform curricular standards (American Association of Colleges of Nursing [AACN], 2004). An AACN task force (2004) studied the programs and
recommended they be consolidated into one practice doctorate, called the DNP. The AACN task force found that leadership preparation was a
common curricular thread in each practice doctoral program (AACN, 2004). In 2006, the AACN published The Essentials of Doctoral Education for
Advanced Nursing Practice to establish guidelines for DNP curriculum development. The emphasis on leadership

Personal Strengths: SWOT Analysis
According to the Strengths Finder survey my five greatest strengths are Positivity, Achiever, Connectedness, Strategic and Relator. Based on my
personal strengths as Positivity, I have an enthusiasm that is contagious (Gallup, 2000, 2006–2012). This saying that I am a very upbeat person who
can get others excited about what they are going to do (Gallup, 2000, 2006–2012). I have often been told, where did you get all of that energy? People
really enjoy my presence. I think very highly of myself and of others when I gingerly juggle my job or studies. Life is good when you begin loving
whatever it is that you do and giving 100% when you are engaged in something. I love spending quality time with my family members, coworkers,
teammates,... Show more content on Helpwriting.net ...
When I managed, I utilized every department as much as needed. This gives them a sense of purpose. It really makes them feel important, and they
begin to see things from a different angle. This will also look good for them based upon their annual review. As the employer develops training for
the employees, employees abilities will start to really pick up on the strengths; I believe positive results will begin to show through the first week of
operations. The employee's attitude will change; they will become motivated, with enthusiasm and will enjoy coming to work. I believe some of the
potential benefits of having a strength– based organization are happy employees, better productivity, employee retention and profitability according to
Gallup Inc. Organizations will have a chance of providing the best services and products based on employee's strengths and talents. I believe once
employees are aware of their strengths, they have the chance to utilize their strengths six times, and are more likely to be more actively involved in
their occupational role rather than those that do not recognize strengths (Gallup, 2000,

Gallup Strengthsquest Assessment
Gallup's (2017) StrengthsQuest assessment lists my five greatest strengths as competition, achiever, learner, input, and strategic. After reviewing the
detailed descriptions of these strengths, I am confident that I can successfully apply these skills to my job as an investigator and further develop my
capacity in leadership. Before taking this survey, I was certain that focus would be among my five greatest strengths, but after considering the book's
description of the achiever theme, I am convinced of the accuracy of this evaluation. Outlined below is my interpretation of these talents, their intrinsic
drawbacks, and several illustrations of how they have helped me achieve success. I have also included a few examples of how I can implement... Show
more content on Helpwriting.net ...
This administrator was only recently appointed after the previous lieutenant left the sheriff's office for an opening at one of the higher paying city
police departments. However, the FTO's current role is to merely to organize in–service training, field complaints, and meet the basic state requirements
of the law enforcement agency. The FTO does not actually train new officers in the field as the title implies. Consequently, the detriments imposed by
the agency's lack of training officers extends beyond the patrol division. Due to recent budget increases, three new investigators were detailed to the
General Assignment division of CID. Because of the antiquated management structure of the department, one of these detectives was recently called to
work a homicide, despite having no experience or training in crime scene investigation. While other veteran detectives assisted in the investigation, and
the Tennessee Bureau of Investigation was eventually contacted for support, all this occurred after this novice investigator had disturbed the scene. The
case remains unsolved. With the exception of a single captain, all other detectives working in CID hold the same rank. Therefore, it is cumbersome to
implement effective command working cases or processing crime scenes. In this regard, the Criminal Investigations Division would benefit
significantly by incorporating a lieutenant

Personal Narrative: My Five Strengths Of A Leader
According to the survey, my five strengths are; command, significance, self–assurance, belief, and focus. I fell this was a fairly accurate interpretation
of my abilities. I do plan to take it again during the future, due to being interrupted while taking the survey. I use my command strength daily, I have to
direct co–works to specific duties everyday. I am also delegated the responsibility to make major decisions when senior leadership is away(Gallup,
2010). I would agree, that this trait is the most accurate. My significance strength, has became more visible over the last few years. Being a leader, I
have used this to help my subordinates achieve their greatest potential(Gallup, 2010). I truly enjoy this ability, because no one should be satisfied with
mediocre. ... Show more content on Helpwriting.net ...
I have sensed this in the past, it has had a greater presence since working in law enforcement. I have to focus solely on facts and disregard the extra
chatter. This allows me to make sound and accurate decisions, which brings the truth to the surface(Gallup, 2010). My belief strength never goes
unused. This could be very easily viewed as my number one. "Because of your strengths, you want only the very best for your family. This is a top
priority for you"(Gallup, 2010, p. 3). This single sentence describes my daily production completely! My family is the single most important thing in
my life, I must do everything possible to accommodate

Racial Relations Between The Police And Minority...
Do relations between the police and minority and the police and non–minority communities differ, how, and for what reasons?"
If the question is posed to the minority communities and the non–minority communities than the resounding answer would be "yes!" One persistent in
the argument over policing and racial relations in America is how differently this issue is looked at by blacks and whites.
Pew Research Center polling has continually found that blacks and whites have very different views about many sides of race all together– from trust in
the police to advances on racial equality. In one example, 48% of whites said quite a bit of progress has been made since 1963, compared with 32% of
blacks, according to a 2013 survey conducted just before the 50th anniversary of Martin Luther King Jr.'s March on Washington.
But compare those views with the views on how police deal with minorities in a survey shortly after the Ferguson shooting when 80% of blacks said the
incident brought up important issues about race. Whereas only 37% of whites thought the same. In yet another poll in which blacks told of less trust
than whites in local police to treat both races equally. About (71%) expressed a great deal or fair amount of trust in local police to treat blacks and
whites equally, compared with just 36% of blacks. Those dissimilarities were long–standing: The differences were similarly wide when the question
was asked in 2009 and 2007.
Blacks and whites differed on other methods of

Employee Strength Analysis
According to Strength Finders, my strengths are adaptability, includer, consistency, empathy, and relator. For the most part I have always been
very aware of most of my strengths, but the others I haven't really paid much attention to. I was recently transferred to a new precinct without any
warning or my approval. Me being me, I didn't complain about the move because I knew regardless of where I was moved to, I would adjust and
make the best out of the move (Clifton, 2002). I have always been able to make new associates without trying. I will be using all of these strengths
daily, especially on my job. Being able to listen and show that you understand what a person is going through in there time of need will draw people
to you (Clifton, 2002). I will always take action to make sure that all of my... Show more content on Helpwriting.net ...
O. & Anderson, E. C., & Schreiner, L. A (2002). Strengths Quest. New York, NY: Gallup There are several ways that organizations can utilize the
strengths of there employees. First, an assessment test must be given to find out the strengths of each employee. After the employees strengths are
revealed, the organization should try to match each employee to a job that best fit each employee's strength. Organizations should also pay attention
to how well employee work doing different task. Knowing how well an employee works under pressure,their strengths, their weaknesses, or how
well they work with others could definitely be beneficial to the organization. Knowing that all employees in an organization deserves to be treated
fairly, and tend to put forth a better effort after recognition of their outstanding work, organizations should do more to make employees feel that their
hard work is appreciated (Clifton, 2002). A bonus, a free lunch, or a gift card would make the employee feel as f they have the best job in the world.
Reference: Clifton, D. O. & Anderson, E. C. & Schreiner, L. A. (2002). Strengths Quest. New York, NY:

Gallup Workplace Audit
Introduction
Employee engagement is today's leadership priority. However, the catchphrase goes a long way back in the beginning of the 21st century. It has gained
interest to this date, which can be credited to Gallup's first version of the Q12 in the 1990s commonly termed as the Gallup Workplace Audit (Gallup
Consulting, 2006). Subsequently, Gallup has continuously refined and expanded their Q12 for current business challenges. Furthermore, several
literatures, surveys and evidence–based studies abound that exhibited positive results with employee engagement such as increased performance, safety,
retention and profits among others.
In today's workplace setting, employee engagement is the key to the organization's performance. According

Code Of Ethics In Child Care
In the field of psychology researchers have to follow a code of ethics that outlines what is morally right and what is morally wrong. These codes are
put in place to protect participant's rights during the time of the study. Psychologists follow these codes to prevent any deception from happening and
to allow a flawless study to be conducted. Low income families trying to get the perfect care for their child needs is very difficult with limited funds
that are available to them. During this study to aid those struggling families, researchers will follow the ethical procedures to ensure the full potential of
the study. Investigators The principal investigator of this study is Dr. Guillermo Montes Director of Research and Evaluation at the Children's Institute.
Dr. Montes has plenty of experience including authoring research papers and books and his main interest includes at risk populations and children with
special needs. Dr. Montes had several people assist him in the preparation and... Show more content on Helpwriting.net ...
The study addresses two questions regarding the child care needs. The questions will touch upon the needs of low income working families that
require special child care and how does a low income working family select the type of care for their child. The Gallup Organization, a research
company, sent out a detailed letter explaining the full extent of the study to the participants. Participants were contacted by the Gallup organization
after they received their packets regarding the study to discuss any concerns or questions before the study began. The families were surveyed annually
for three consecutive years. After the study was completed, the Gallup organization tried to keep contact and follow up with the families even if they
left group. The study will be conducted by telephone (CATI) and they're no apparent risks for this research

Economic Structures: Islamophobia In The United States
Islamophobia in New York, is due to multiple structures that oppress Muslims. These structures that oppress Muslims are economic structures through
immigration and economic downfall, political structures that have lobbyists and other organizations paying politicians, and cultural structures that that
are based off ignorance due to the media and government. The economic structures that attribute to Islamophobia are the fear of immigration and
blaming an entire demographic for economic downfall. Immigration has always been an issue in the United States, and specifically a bustling city like
New York. Many people fear that Muslim immigrants are taking their jobs and are ruining their livelihoods by doing so, this is due to the major flaw of
... Show more content on Helpwriting.net ...
The cultural structures portray Islam as a violent religion. In multiple surveys done by Gallup, one in five Americans believes that Muslims aren't
accepting of other religions (Gallup). This false notion draws the wrong image of Islam as a religion that believes it is the be–all and end–all, and not
willing to integrate in multicultural societies. This is completely wrong and most people who are educated about Islam know that, however for the
uneducated citizen this sounds true and brews more hatred. The hate of Muslims in America, mostly in NY, is apparent. One of the reasons for the
mass hatred of Islam is specific media sources such as Fox News, that primarily shows cases of Islamic extremist attacks as much as possible, rather
than the attacks on innocent Muslims that occur daily. The number of Islamophobic hate crimes have been an all time high since 9/11, but yet that
isn't shown in those outlets of media (Ali). Another survey by Gallup states that 48% of Muslims and 52% of Arabs have faced racial discrimination
(Gallup). This is more than any demographic in the U.S.. Muslims and Arabs are being targeted, and mostly in NY. They were even targeted by the
cops. The NYPD had secret agents that dressed and look like a traditional Arab Muslim and followed Muslims everywhere– mosques, neighborhoods,
and common shops and places to get food (Apuzzo). Muslims in NY

A Brief Interpretation Of `` Texas A & M University-...
StrenghtsFinder 2.0: A Brief Interpretation Fred Rodriguez Texas A&M University
– Kingsville Abstract The Clifton's StrenghtsFinder (CSF) is an
online measurement composed by the Gallup Organization. It identifies an individual's personal talent and utilizes each of these traits as strengths.
There is a total of 180 items which initiate strength based developmental process within work and academic settings. The Purpose of this interpretation
is to describe the assessments developmental and application procedures that provide validity for this online measure. A Brief Interpretation of the
StrenghtsFinder 2.0 Introduction Donald O. Clifton 1924–2003 is the inventor of the Clifton StrenghtsFinder (CSF) and is recognized as the Father of
Strengths–Based Psychology by an American Association Presidential Commendation. In 1998, the Father of Strengths Psychology, Donald O. Clifton,
along with Tom Rath and a team of scientists at Gallup, created the online StrenghtsFinder assessment. In 2004, the assessment 's name was formally
changed to "Clifton StrenghtsFinder" in honor of its chief designer. In 2007, building on the initial assessment and language from StrenghtsFinder 1.0,
Rath and Gallup scientists released a new edition StrenghtsFinder 2.0. An alternative assessment book that provides a deeper interpretation of strengths
that one may apply to their everyday life is Now Discover Your Strengths by Marcus Buckingham & Donald O. Clifton, Ph.D. Clifton

Essay On Employee Engagement
The Significance of Employee Engagement in Healthcare Abstract The following research paper describes in detail the relevance of employee
engagement to a healthcare provider. Engagement of employees is often an overlooked area of focus as hospitals look for ways to improve processes
and reduce operating expenses. Healthcare is somewhat unique in that cost to the customer is not the main economic force driving patients to the
various hospitals or healthcare providers. The focus of the following is to examine the importance of employee engagement hospital wide. There are
factors that lead a prospective patient to choose one healthcare provider over another, assuming choices exist. When discussing engagement, emotions
can play a... Show more content on Helpwriting.net ...
More times than not, a surgical patient will not know the cost for the procedure before undergoing the operation. With all the possible variables
involved, the providers most likely do not know the associated costs either. Even if cost were available, providers do not want to use the Wal–Mart
strategy of being the low cost leader. People associate lower cost with lower quality of care. Since cost of care is not a marketable factor, other
areas become overstated including the satisfaction of the patients. It is healthcare provider's obligation to ensure the patient is satisfied or market
share will be compromised. There are many variables to patient satisfaction, but research has shown a direct correlation between high patient
satisfaction levels and a highly engaged staff. Press Ganey has done extensive research in an area they refer to as the Employee Partnership Model
TM. In 2009, Press Ganey analyzed the experiences of 169,002 employees and 305,757 patients from 185 U.S. hospitals to underscore the predictive
value of the partnership model. The regression analysis shows the relationship between these two variables is strong and indicates that as one variable
increases (i.e., patient satisfaction) there is a positive increase in the other variable (i.e., employee engagement). Correlation studies do not prove that
improvements in one variable cause improvements in the other, however there is a definite correlation

Summary: Gallup Strength Quest
Have you taken time lately to figure out your strengths or weaknesses? After taking the Gallup Strength Quest, I learn that I have five great
strengths! Analytical, Activator, Harmony, Discipline, and Command. Some of these strengths do not surprise me yet some do. For example, when
it comes to discipline I believe I utilize it quite well."People who are especially talented in the Discipline theme enjoy routine and structure. Their
world is best described by the order they create."(Gallup, 2012) I tend to be discipline the most when I am actively exercising. I make sure I eat the
right food as well as the correct portion size in order to stay intact with my workout plan. Working out, in general, requires lots of self– discipline.
Another... Show more content on Helpwriting.net ...
It will help the organization tremendously because you will be able to utilize the employee to the fullest based on the individual key strengths.
Focusing on their strength so that they can be more of an asset to the company. By doing this not only will it benefit the organization but it will
help the individual personally as well. They will be aware of their strengths, become more confident within themselves and therefore make wiser
choices based on their strengths. Have you every heard of the saying "the right person for the right job"? That is exactly what can happen from
employees taking the strength finder survey. Based on the employee's strengths she or he will be placed in the position to utilize and capitalize on
them. Making a happy employee and an even happier employer. Personally, I know at my job as a welder, I like that my supervisor sees the
"activator" (one of my strengths) in me and puts me in the right spot to use it accordingly. The strength finder survey should be a mandatory thing
during the hiring process of each and every person applying. It would eliminate many unnecessary mistakes, errors or problems when actually in the
field of work saving money and time. I am a person that is driven by my strengths and improve on weaknesses as I go. So to put people in a certain
working atmosphere that goes with that individual strengths is a good idea and brings the best out of people. Making people work harder, smarter and
take pride in their

The Fight Between Male And Female Manager
Regardless of the amount we adore our jobs, the greater part of us can hardly wait to get past the work week. Also, at times no measure of coffee can
wake us up or propel us to complete our assignments before the end of the day. In any case, on the off chance that you have a female manager, then
risks are you might find that additional inspiration to build your efficiency.
In the fight between a male versus female manager, you may expect that a male supervisor may be superior at running the show, since guys are
frequently seen as natural born leaders. Individuals who act in ways that are incongruent with their sex role tend to be evaluated negatively (Eagly and
Karau, 2002). This incongruity can create problems for female managers because characteristics necessary to be a successful leader are more frequently
associated with the male gender role (Elsesser and Lever, 2014). In the United States today, females from one perspective are commended as having the
right blend of abilities for initiative, yielding unrivaled leadership styles and extraordinary efficiency. Then again, there seems, by all accounts, to be
across the board acknowledgment that ladies regularly come in second to men in rivalries to achieve leadership positions. Females are still depicted as
struggling for access to leadership positions and in addition prejudice and resistance when they occupy these roles.
If you have a particular sexual orientation inclination for your optimal manager or boss, you may be

Critique Of David Leonhardt's 'Maybe Money Does Buy...
Critique: "Maybe Money Does Buy Happiness" Introduction In David Leonhardt's "Maybe Money Does Buy Happiness", Leonhardt discusses
whether a larger economy increases a person's content by displaying the different point of views and their evidence. Born in 1973, Leonhardt has won
an adequate number of awards for his in–depth insights and publications on economics. These awards include the Peter Lisagor (Club, 1999), Gerald
Loeb ("2010 Gerald Loeb Award Finalists", n.d.), Society of American Business Editors and Writers ("Winners in Its 14th Annual Best in Business
Contest", 2009) awards. He also won a Pulitzer Prize for commentary ("The 2011 Pulitzer Prize Winner in Commentary", n.d.). With his economical
knowledge, Leonhardt wrote The Get Happy Workbook, an instructional ebook on how to achieve elation ("The Get Happy Workbook", n.d.).
Credibility David Leonhardt graduated from Yale's University with Bachelors in Applied Mathematics. Some may consider his degree irrelevant to the
topic of his essay and thus, a drawback to his credibility. However, Leonhardt's comprehensive studies were advantageous to his career as a journalist...
Show more content on Helpwriting.net ...
Leonhardt begins his article by providing readers with a historical background on the Japanese economy. He then uses this background to display a
contrast between wealth and satisfaction; this contrast lead to the Easterlin Paradox. Consequently, this research became communal in social science as
it challenges the previous association with money to happiness. Afterwards, Leonhardt proposes his argument as he introduces a new research. In this
research, two economists argue against the Easterlin Paradox. They believe that money does aid in bringing happiness even if not guaranteed. In
addition, both researchers and Leonhardt discuss that absolute income is more important than relative income. This research was conducted at a national

What Are The Five Strengths And Weaknesses
My five top strengths being reported were; 1. Woo (awareness), 2. Adaptability, 3. Includer, 4. Positivity, 5. Communication. As I have grown older
I have improved in these strengths, sometimes failing, other times accomplishing. I am able to utilize every single one of my top five strengths
personally and in the work place. The "woo" or awareness strength was listed as my number one strength. Agreeing with the survey, this is truly my
personality and a strength I take pride in reference to myself. This strength is one I believe I have been blessed with my entire life. Always having a
place in my heart of the less fortunate, the underdog, or those simply left out, is something I strive for every day. Regardless of where... Show more
content on Helpwriting.net ...
Granted a lot of employees and become complacent, or even too shy to step up and notify their supervisor they have strengths to apply to bigger
and better opportunities in their workplace. By providing this quiz or something similar to employees, it could open up new doors and opportunities
to employees who otherwise would never step out or attempt to step up. Again, everyone is not born to be a leader, but with their individual
strengths, they can be used in capacities never before been tried. I am a firm believer of promoting within any organization. Always, always look to
your own loyal employees who have shown longevity, dedication, loyalty and other traits to move your company forward. By using some type of
resource such as the Gallup strengths quiz in an organization, you could possibly be illuminating a lot of headaches during the process of hiring or
promoting. It is vital organizations be smart and capitalizing on all resources made available. You never know, you might just have the next president
of the United States working in your organization. (Gallup,

Employee Engagement
WPS05
Employee Engagement
SIES College of Management Studies Working Paper Series
The Working Paper Series would attempt to disseminate the findings of research in specific areas and also to facilitate discussions and sharing of
perspectives and information about the identified areas. The papers carry the names of the authors and should be cited accordingly. The views,
findings, and interpretations expressed in this paper are entirely those of the authors. They do not represent the views of SIESCOMS and its
management. These working papers would be available online at www.siescoms.edu. No part of the paper can be reproduced in any form without the
prior permission of the author. However, they can be quoted by citing the reference.
1 ... Show more content on Helpwriting.net ...
5
An organization's capacity to manage employee engagement is closely related to its ability to achieve high performance levels and superior business
results. Some of the advantages of Engaged employees are Engaged employees will stay with the company, be an advocate of the company and its
products and services, and contribute to bottom line business success. They will normally perform better and are more motivated. There is a significant
link between employee engagement and profitability. They form an emotional connection with the company. This impacts their attitude towards the
company's clients, and thereby improves customer satisfaction and service levels It builds passion, commitment and alignment with the organization's
strategies and goals Increases employees' trust in the organization Creates a sense of loyalty in a competitive environment Provides a high–energy
working environment Boosts business growth Makes the employees effective brand ambassadors for the company
A highly engaged employee will consistently deliver beyond expectations. In the workplace research on employee engagement (Harter, Schmidt &
Hayes, 2002) have repeatedly asked employees 'whether they have the opportunity to do what they do best everyday'. While one in five employees
strongly agree with this statement. Those work units scoring higher on this perception have substantially

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