Insights as a Treasurer

Insights as a treasurer Being bestowed upon me the task to collect and protect the fund of our club is tough and keeping it safe from corruption and theft a lot tougher. When making difficult decisions to the whole group, I must consider being prepared and clear- minded all the time for me to be able to make decisions for the good of the many. This task serves as a training for me to be ready and aware on what will need to do when I reach the stage when I will support my in the future.This will be the start in which I can show my classmates and teachers that I can be trustworthy to whatever they want me to accomplish. Even being confronted with the temptation of wealth and riches, this time I can prove myself that I can be trusted In little things as well as the big things. I am glad that I've served my classmates well and in five months that Vive been doing this Job, encountering problems are inevitable but with the help and purport of my classmates, I managed to hold on do the Job the right way. Paul John Man-on SITS Club Treasurer Insights as a treasurer Treasurer tough and keeping It safe from corruption and theft a lot tougher. When making 1 org and riches, this time I can prove myself that I can be trusted in little things as well as the big things. I am glad that Vive served my classmates well and in five months that Paul John Man-on SITS Club Treasurer

Organizational Justice Essay

It has been argued that if organizational decisions and managerial actions are deemed unfair or unjust, the affected employees experience feelings of anger, outrage and resentment; There is also evidence that disgruntled employees retaliate to Organizational Injustice, directly: e.g., by theft, vandalism and sabotage or indirectly by withdrawal and resistance behavior. Engaging in socially responsible behavior has been a great concern to leaders of Today’s organizations. Here again, OB specialists have sought to explain this behavior, and their efforts will be outlined in this research. As a subject of philosophical interest, the study of justice dates back to the times of Plato and Socrates (Ryan, 1993). However, research on organizational justice started with Adams’ work on equity theory (Adams, 1963, 1965) and has progressed steadily over time. Greenberg (1990b) explained organizational justice as a literature â€Å"grown around attempts to describe and explain the role of fairness as a consideration in the workplace. Adams’ work led to a research period concentrating on fairness of pay or outcomes at work place (Deutsch, 1985). In other words, the equity theory emphasized the perceived fairness of outcomes, i.e., distributive fairness. Equity theory is based on the notions of relative deprivation and social comparison. Individuals in organizations are expected to compare their own input to output ratio to the ratio of a referent who could be the self considered at another point of time or others in the past, present, or expected future to determin e the level of fairness. According to equity theory, when compared ratios are not equal, the individuals may perceive inequity and so may involve in behaviors meant to restore the cognitive perception of equality (they may modify their effort, or change their perceptions of inputs or outcomes). However, the focus of this research shifted to procedural justice: the perceived fairness of the process by which outcomes are determined /arrived at, because of inability of equity theory and distributive justice models to fully predict and explain peoples’ reactions to perceived injustice. This shift expanded the study of distributive justice, since research findings revealed that distribution of rewards was not always as important to individuals as the process by which they were allocated. Organizational justice refers to â€Å"the just and ethical treatment of individuals within an Organization† organizational justice is â€Å"the term commonly used by organizational psychologists to refer to the just and fair manner in which organizations treat their employees†. The dictionary defines the word Justice as fairness (Popular Oxford New-Age Primary School Dictionary). However, in daily life, the term justice is used to mean â€Å"oughtness† or â€Å"righteousness†. In organizational sciences research, justice is considered to be socially constructed which means that an act is considered to be just if it is perceived so by the individuals on the basis of empirical research. Corporate Social Responsibility, the forms it takes, and the nature of the relationship between responsible behavior and financial profitability. Corporate social responsibility refers to business practices that adhere to ethical values, that comply with legal requirements, and that promote the betterment of individuals and the community at large. It’s most popular forms include making charitable contributions to the community, preserving the environment, investing in a socially responsible manner, and promoting the welfare of employees. Generally, research shows that socially responsible companies tend to be more profitable than companies that are less socially responsible. This reflects the virtuous circle, the tendency for successful companies to be socially responsible because they can afford to do so, which in turn, helps their chances of being even more financially successful. Organizational Justice: Fairness Matters Suppose you received a failing grade in a course. You don’t like it, of course, but can you say that the grade is unfair? To answer this question, you would likely take several things into consideration. For example, does the grade accurately reflect how well you performed in the course? Were your scores added accurately and were they computed in an unbiased fashion? Has the professor treated you in a polite and professional fashion? Finally, has the professor communicated the grading process to you adequately? In judging how fairly you have been treated, questions such as these are likely to be raised—and your answers are likely to have a considerable impact on how you feel about your grade, the professor, and even the school as a whole. Moreover, they are likely to have a profound effect on how you respond, such as whether you quietly accept the grade, complain about it to someone, or even quit school entirely. Although this example involves you as a student, the same considerations are likely to arise in the workplace. In that context, instead of talking about grades from professors, concerns about justice may take analogous forms. Does your salary reflect your work accomplishments? How was your performance evaluation determined? Were you treated with dignity and respect by your boss? Were you given important job information in a thorough and timely manner? Matters such as these are relevant to organizational justice—the study of people’s perceptions of fairness in organizations. My discussion of organizational justice focuses on three key areas—the major forms of organizational justice, the relationships between these forms, and suggestions for promoting justice in organizations. Forms of Organizational Justice and Their Effects The idea that justice is a multifaceted concept follows from the variety of questions just raised, everything from how much you get paid to how well you are treated by your boss. Organizational justice takes the four different forms identified here. Each of these forms of justice has been found to have different effects in organizations. Distributive Justice. On the job, people are concerned with getting their â€Å"fair share† of resources. We all want to be paid fairly for the work we do and we want to be adequately recognized for our efforts and any special contributions we bring to the job. Distributive justice is the form of organizational justice that focuses on people’s beliefs that they have received fair amounts of valued work-related outcomes (e.g., pay, recognition, etc.). For example, workers consider the formal appraisals of their performance to be fair to the extent that these ratings are based on their actual level of performance (for an example, People who believe that they have been ill-treated on the job tend to experience high levels of stress and also feel dissatisfied with their jobs and the companies in which they work. Feelings of distributive justice can have a great impact on people’s motivation to perform their jobs.) A recent study provides good insight into this proces s. Researchers conducting this investigation compared two groups of workers with respect to their feelings about distributive justice: a group of local workers from Singapore and a group of foreign workers, Chinese people who worked in Singapore. In this setting, foreign workers tend not to be paid commensurate with their skills. Not surprisingly, the foreign workers expressed higher levels of distributive injustice and were less productive on their jobs. Because they received less, they did less, as distributive justice dictates. These findings are illustrative of many that demonstrate people’s keen sensitivity to their perceptions of the fairness by which resources are distributed on the job. In general, the more people believe that their rewards (e.g., pay, work assignments) are distributed in a fair manner; the more satisfied they are with them. Procedural justice – refers to people’s perceptions of the fairness of the procedures used to determine the outcomes they receive. Again, let’s consider as an example the formal appraisals of an individual’s job performance. Workers consider such ratings to be fair to the extent that certain procedure were followed, such as when raters were believed to be familiar with their work and when they believed that the standards used to judge them were applied to everyone equally. Interpersonal justice – People’s perceptions of the fairness of the manner in which they are treated by others (usually, authority figures). Imagine that you were just laid off from your job. You’re not happy about it, of course, but suppose that your boss explains this situation to you in a manner that takes some of the sting out of it. Although your boss cannot do anything about this high-level corporate decision, he or she is very sensitive to the harm this causes you and expresses concern for you in a highly sensitive and caring manner. Research has shown that people experiencing situations such as this tend to accept their layoffs as being fair and hold positive feelings about their supervisors. Importantly, such individuals are less inclined to sue their former companies on the grounds of wrongful termination than those who believe they were treated in an opposite manner—that is, an insensitive and disrespectful fashion. The type of justice demonstrated in this example is known as interpersonal justice. This refers to people’s perceptions of the fairness of the manner in which they are treated by others (typically, authority figures). Informational justice – People’s perceptions of the fairness of the information used as the basis for making a decision. Outcomes (as in the case of distributive justice), but leads them to reject the entire system as unfair. Procedural justice affects people’s tendencies to follow organizational rules: Workers are not inclined to follow an organization’s rules when they have reason to believe that its procedures are inherently unfair. And, of course, when this occurs, serious problems are likely to arise. Accordingly, everyone in an organization especially top official—would be well advised to adhere to the criteria for promoting procedural justice summarized in this research. Informational Justice – Imagine that you are a heavy smoker of cigarettes and learn that your company has just imposed a smoking ban. Although you may recognize that it’s the right thing to do, you are unhappy about it because the ruling forces you to change your behavior and break an addictive habit. Will you accept the smoking ban as fair and do your best to go along with it? Research suggests that you will do so only under certain circumstances—if you are given clear and thorough information about the need for the smoking ban (e.g., the savings to the company and improvements to the health of employees). The form of justice illustrated in this example is known as informational justice. This refers to people’s perceptions of the fairness of the information used as the basis for making a decision. Because detailed information was provided about the basis for implementing the smoking ban, informational justice was high, leading people to accept the fairness of the smoking ban. A key explanation for this phenomenon is that informational justice prompts feelings of being valued by others in an organization. This is known as the group-value explanation of organizational justice. The basic idea is that people believe they are considered an important part of the organization when an organizational official takes the time to explain thoroughly to them the rationale behind a decision. And people experiencing such feelings may be expected to believe that they are being treated in a fair manner. Relationships between Various Forms of Justice Although we have been describing the various forms of organizational justice separately, it would be misleading to assume that they are completely independent of one another. In fact, researchers have found some well-established relationships between the various forms of justice. Many different studies have reported that the relationship between outcome favorability and procedural justice takes the form summarized here. Specifically, people’s reactions to favorable outcomes are affected little by the fairness of the procedure, whereas people’s reactions to unfavorable outcomes are enhanced by the use of fair procedures. Same would apply to other outcomes as well, such as pay or recognition on the job.) Now, imagine that your grade either was the result of a simple arithmetic error (i.e., procedural justice was low) or that it was computed in an accurate, unbiased fashion (i.e., procedural justice was high). Generally speaking, you will respond more positively to the fair procedure than the unfair procedure, thinking more favorably of the professor and the school as a whole. (of course, the analogous effect also would apply in organizations.) So far, this is nothing new. Consider, however, what happens when you combine these effects, looking at the overall relationship between the favorability of outcomes together with the fairness of procedures to arrive at those outcomes. This relationship, which takes the interactive form, has been very well established among scientists studying organizational justice. The Preservative connection between Interpersonal Justice and Informational Justice In contrast to the interactive relationship between distributive justice and procedural justice, the relationship between interpersonal justice and informational justice is far simpler. Research has shown that perceptions of justice are enhanced when people explain outcomes using a lot of detail (i.e., when informational justice is high) and also when people explain outcomes in a manner that demonstrates a considerable amount of dignity and respect (i.e., when interpersonal justice is high). What happens when these effects are combined—that is, when information is presented in a manner that is both socially sensitive and highly informative? Research provides a clear answer, the effects are additive, in other words, each of these factors contributes somewhat to people’s perceptions of fairness, but together their effects are magnified. The more interpersonal justice and more informational justice is shown, the more people believe things are fair. This additive relationship between interpersonal justice and informational justice can be very valuable for supervisors to take into account when managing employees. Strategies for Promoting Organizational Justice Treating people fairly on the job surely is a noble objective. Although many people are concerned about being fair for its own sake, of course, there’s also a good practical reason for treating employees fairly. Specifically, individuals who believe they have been unfairly treated in any or all of the ways described respond quite negatively. We know for example, that people who feel unfairly treated are likely to do such things as work less hard, steal from their employers, do poor-quality work, or even quit their jobs altogether and then sue their former employers. Naturally, managers are likely to seek organizational justice to avoid these problems. In addition to minimizing such negative reactions managers also are likely to seek the positive reactions associated with being perceived as fair. For example, fairness has been associated with such desirable behaviors as helping one’s fellow workers and going along with organizational policies. Additional strategies that can be used to promote organizational justice: Promoting organizational justice can be done in several ways. First, it is important to pay workers what they deserve—the â€Å"going rate† for the work done wherever they work. Underpaying workers promotes dissatisfaction, leading to turnover. Second, workers should be given a voice—that is, some input into decisions. This may involve such strategies as holding regular meetings, conducting employee surveys, keeping an â€Å"open door policy,† and using suggestion systems. Third, follow openly fair procedures. Specifically, promote procedural fairness such as by using unbiased, accurate information and applying decision rules consistently. Managers also should openly describe the fair procedures they are using. Fourth, managers should explain decisions thoroughly in a manner demonstrating dignity and respect. Fifth, workers should be trained to be fair, such as by adhering to the principles described in this work.

Medical Marijuana: Good or Bad?

On April 14, 2011, I read an article in the New York Times that read Pat Robertson Questions Prison for Pot Convictions. (Shear) The article had caught my eye because of who Pat Robertson is and how you wouldn’t think he would be for the legalization of Marijuana. I would have to agree with what Pat goes on to say and how I feel a lot of it makes sense. â€Å"I’m not exactly for the use of drugs, don’t get me wrong, but I just believe that criminalizing marijuana, criminalizing the possession of a few ounces of pot, that kind of thing, it’s just, it’s costing us a fortune and it’s ruining young people,† Mr. Robertson said. Young people go into prisons; they go in as youths and come out as hardened criminals. That’s not a good thing. † That is what Pat Robertson, the televangelist who once ran for president, said on his show â€Å"The 700 Club† while mentioning how thought marijuana being legalized can be a good thin g. I am a 41 year old wife and mother who has had her fair share of life experiences. My past experiences include using marijuana from time to time when I was younger. I never became an avid user and only remember having a good time when I used. I distinctively remember how its effects relaxed me more and put me more at ease. Unfortunately, prison and jail are also in my past experiences and that’s where I have to agree with Mr. Robertson and what he says in this article. I do believe that people being put in jail and prisons for minor marijuana charges is doing nothing but costing us millions in dollars in prosecuting them and subjecting these people to offenders who are there for much more dangerous offenses. My marijuana use and jail time had nothing to do with one another. I was sentenced for something wrong that I had done and was rightfully sentenced for that crime. I took it very serious and did what needed to be done to get back home and start over. If it’s not taken seriously and it’s not used as a positive stepping stone it can be very easy to get caught up with the wrong people and negative drama that jail brings and the bad things good people can learn and take with them when released. Each year, some 750,000 Americans are arrested for possession of small amounts of marijuana. Is that really what we want our police force to focus on? I am not a Cannabis activist, but the real truth is, I would much rather have pot in bars than alcohol any day. I am so tired of the fights that break out or all the DUI’s that people get all the time. In most my research, I haven’t found any real statistics on how marijuana poses the same result? Alcohol, which can cause one to become violent and even cause death does not compare with marijuana, where one can’t OD or cause death by over-intoxication. A spokesperson for Mr. Robertson goes on to say that Mr. Robertson did not intend to suggest support for the legalization of marijuana, but rather to question the severity of how our government punishes those who use or possess a small amount of the drug. Sarah Palin, who is against the legalization of marijuana, has said how she feels that our police force shouldn’t spend a lot of time hunting down these offenders. The drug policy that our government currently holds also plays a significant role in creating crime and empowering gangs. â€Å"The only groups that benefit from continuing to keep marijuana illegal are the violent gangs and cartels that control its distribution and reap immense profits from it through the black market†. That is what a group of current and former police officers, judges, and prosecutors wrote last month in an open letter to voters in California. Kristof) I would have to agree with that statement wholeheartedly. I strongly feel that if marijuana was legalized it would cease some of the violent and criminal activity in society. Legalizing marijuana for medical use is a huge debate within Americans and our government here in the United States. There are 15 states that allow medical marijuana to be distributed legally to its consumers. Here is a list of some of the medical issues that can be helped by the use of marijuana: * Pain Relief ( all types of Pain one might have) * Increases appetite (Cancer) * Decreased Nausea (AIDS/Cancer) Muscle relaxation (Multiple Sclerosis/Epileptic Seizures) * Enhances mood and senses (Depression and anxiety) * Encourages drowsiness and sleep (Multiple Sclerosis, Depression, Cancer and more) These are only some of the many medical issues that can be improved and benefited by the medicinal use of Marijuana. (Uddin/Hurd) After reading all the great ways marijuana can help someone when suffering from a medical problem makes you wonder why more states haven’t joined in on legalizing it. There is more evidence in backing up the pro than the con side of this litigation. I now want to introduce to you, Don Lisk, 57, and Sarah Baugh, both from Montana and both being prescribed medical marijuana for medicinal purposes, tell us of their experiences. In short, Don suffers from chronic back pain he has had for 20 years and tells us marijuana dulls the back pain enough to let him sleep better at night. He also says how pot takes the edge off the pain and he doesn’t suffer the withdrawal he experiences with the opiates such as Lortab. Sarah Baugh, 25, of Billings suffered 12 seizures a day while taking 14 medications that cost $2,000 a month. By using marijuana, she weaned herself off most of her medications and now takes just a small dose of anti-seizure medication. Baugh trimmed her drug costs from $2,000 to less than $600 a month. She dropped 150 pounds, lost the tremors and seizures. (weedblog. com) I have come to find out that marijuana can be used to produce green fuel for autos. How, because of its root structure, it makes the best erosion control. The oils from the seeds can be great for cooking. Just some other ways that marijuana can benefit within our society. I strongly agree that medical marijuana should be legalized and I also agree that marijuana use can be made safe and profitable for all parties involved. The economy would benefit by adding revenue and tax money. By providing it in a safe and regulated way it benefits those who need medical relief, and last but not least it would benefit society by allowing police to concentrate on more violent crimes and criminal activity. The only true losers to the legalization and decriminalization of marijuana are those who stand to make great deals of money from the illegal sales of pot and the transportation of it into the United States.

Discussion topic Assignment Example | Topics and Well Written Essays - 250 words - 11

Discussion topic - Assignment Example On the other hand, quantitative research method has a major merit in that it can be administered and evaluated very quickly and the responses tabulated very quickly. In addition, the numerical data obtained in this method facilitates quick comparisons between groups as well as the extent of congruence between respondents. This advantage is majorly used in nursing research when a comparison is needed after a new nursing intervention is initiated for example nursing rounding (Carr, 2014). Quantitative and qualitative research study methods have some of their limitation in nursing research. A study done by Carson (2011) on the strengths and weakness of research designs involving quantitative measures, found out that experimental research has several methodological limitations. These limitations were seen to jeopardize the internal and external validity of the research results thus limiting their applicability for practice. Some of the threats noted were sampling and recruitment. Sampling technique may have a problem in randomised control trials when the potential participants are not prepared to opt for treatment in randomised basis. Similarly, recruiting subjects to participate in clinical trials may be difficult. On the other hand, qualitative research has been noted to be time consuming and important issues may be overlooked during the study. in essence both methods are appropriate to conduct a research, and can contribute greatly to the scientific body of knowledg e (Carr,

Starting A Business Personal Statement Example | Topics and Well Written Essays - 500 words

Starting A Business - Personal Statement Example I got candle (manufacturing) business is most appropriate for me. For idea generation I used the approach is market driven and the method used is "Growth Products" by which I tried to clearly perceive and think of growing products, which have experienced a regular and remarkable growth in demand. As I found that electricity problem is a greater problem here and during nighttime a few areas covered by electricity so people have to use oil lamp as alternative but the price of oil is out of their capability of purchase so, candle will be the best alternative for them and yet there is no candle manufacturer company. As the market is huge and no threat of competitor except some substitutes so the market has no entry or exit barrier and the profitability is high enough (shown in table below). As this business require a very little investment of BDT 10,00,000 ($20,000) the risk is very low and no intervention should comes from government as Govt. always encourage investing in this country a t any sector. The project is about 20 years. And Govt. of Bangladesh had a contact with China to work on Development in Electricity sector after 30 years as a project of water plant is already running. So till the completion of my target deadline my project is secure enough. Along with assumption, SWOT analysi

Dynamic and Static Elements of Marketing Communications Assignment

Dynamic and Static Elements of Marketing Communications - Assignment Example The communication is said to be successful if 'a customer goes to buy the shoes of a particular brand, not for keeping his feet warm and dry but because the shoes make him/ her feel masculine/ feminine, rugged, young, glamorous etc.' This is indeed the real task for the marketing team in general and the marketing communication guys in particular. The marketing team is supposed to thoroughly understand the customer's needs, buying habits and then plan the launch of the product in the appropriate market. UK market today boasts of an increasing number of young spenders. An increasing use of credit cards has further fueled these spending habits. These spending habits further vary with cities across the UK because a flow of wealth and income also depends upon the extent of industrialization of the city, 'mood/ attitude' of the city etc. as flows of income and wealth correspond to such an extended system of industrialization and stages of growth of the city. London, for example, can be cla ssified as having class, design, retailing, and a big share of the resulting income and wealth. More and more of the international corporate players prefer to make London it's home and such corporations orchestrate and finance production and marketing at the expense of firms into the operations business. They take stock of the size of the market, competitor's presence, and their communication strategies. At times it is advisable to plan out the communication strategy taking a leaf out of the strategies of existing companies. This holds particularly useful for service industries because in this case the consumer is lured with the help of innovative ideas of service delivery for example in the tourism industry, a market is segmented depending upon the paying capacity, existing preferences of tourists and bouquet of discounts etc. enjoyed by them. Marketing communication tools play a crucial role in the process. UK market is an advanced market in term of IT and communication technology . In most of the commercial environments, a technically advanced product finds more acceptance. A big chunk of working IT professionals is from Asian countries, for which different types of strategies are required than used for the residents Englishmen. The working communities from other nations are generally here to 'earn'. Their main concern is how to optimize their savings. At the same time, they are a crucial factor in the nation's economy. They help in the production of goods, materials etc. and they are the consumers as well. In fact, it is said that marketing people are the most secular lot. They don't believe in favoritism or any such discrimination. For them, the customer is one community with different attitudes and profiles. UK is in fact considered to be the most liberal regime amongst the OECD. UK has implemented reforms with far-reaching consequences over the last decades (OECD, 2006). A network of local authority local trader schemes is also functional which helps in giving consumers by way of providing them with a reliable way of finding trustworthy businesses and offers them adequate help when required. Such networks empower the consumers and assist them in making 'well-informed choices' when purchasing goods and services.  

Creating a knowledge sharing culture (Chapter 11) Essay

Creating a knowledge sharing culture (Chapter 11) - Essay Example Thus, information and knowledge are categorized as different elements that need to be strategically aligned and correlated to provide organizations with competitive advantage. While the explicit knowledge is one that can be easily transmitted, the tacit knowledge focuses on experience and values that are accrued over time. The chapter emphasizes four major parameters of knowledge management: top team support and strategic focus; enabling mechanisms; innovation and continuous improvement; and commitment at individual and organizational level. The team thrives on sharing of knowledge and encourages proactive participation of the members to improve and improvise the performance. The workforce is provided with the facilitating platform of continuous learning through system resources and external exigencies that help it to create benchmark for improved outcome. The managerial leadership also ensures that testing new approaches is encouraged and sharing of responsibilities is intrinsically linked to teamwork. Through rewards and merits, the individuals and teams are motivated to strive for higher productivity. The chapter asserts that a ‘sharing culture’ greatly supports knowledge management. Organization culture can primarily be expressed as the shared vision and collective goals of the organization. The leadership within the organization becomes highly relevant because it promotes shared vision through collective decision making, inspiring the workforce for improved performance outcome. It also helps create an environment of learning and innovation that empowers workers to make decisions on informed choices. Thus, an organizational culture that promotes collective decision making through shared learning is highly successful. It facilitates easy adaptability to changing equations thereby, empowering the workforce and the leaders to recognize the wide scope of emerging opportunities. Another important issue that it incorporates is its inherent tendency