Opposition to Prescribed Burns Essay -- Fires Health Essays

Resistance to Prescribed Burns Woodland fires murder numerous creatures and for the most part decimate a lot of land. Endorsed consumes appear as though they would be the best thought, yet right? Their specialty is to get out land so as to diminish the consuming space for when a real timberland fire happens. However this may appear to be a splendid thought, yet one must gander at the negative parts of controlled burnings. Individuals may have a difference in heart when they understand the harms and impacts of such an intriguing demonstration. Remember that not exclusively is your wellbeing included yet even such things as the bother of managing a smoky town. It is essential to comprehend that recommended consumes cause serious medical issues particularly to firemen; these are concerning carbon monoxide harming, perceivability issues and wellbeing dangers that will influence what's to come. Carbon monoxide is a significant segment in smoke from flames. It can cause lost mental sharpness, intense queasiness and extreme cerebral pains (Reinhardt 33). Demise can happen at outrageous degrees of this inebriation and it can even reason brevity of breath and dazedness (Reinhardt 35). It may not appear as though it is that terrible, however one must consider that these things include and can truly influence their wellbeing and prosperity. The carbon monoxide levels will in general shoot up when the breeze speed goes up during day by day introduction (U.S. Branch of Agriculture 3). It likewise relies upon what sort of obligations you have as a fireman; on the grounds that those with the most elevated level of carbon monoxide in their framework were a piece of the immediate assault and those with the least were the fire starters (U.S. Branch of Agriculture 3). Carbon monoxide is a ground-breaking poison that can slaughter you and it is absolut... ... be that as it may, when your lungs breakdown later in your life since you breathed in a lot of carbon monoxide you may lament the idea of recommended consumes. Works Cited Blakeman, Scott. â€Å"911 picture.† Photograph. 2001. 14 November 2004 http://www.scottblakeman.com/firefighters.gif. Reinhardt, Timothy E. Observing fireman presentation to air poisons at recommended consumes of timberland and range biomass. Portland: Forest Service, 1991. Reinhardt, Timothy E. Smoke presentation among firemen at endorsed consumes in the Pacific Northwest. Portland: Forest Service, 2000. Moving Sands. â€Å"Prescribed Burn.† Photogragh. 2002. 15 November 2004 <http://www.archbold-station.org/fai/burn.jpg> U.S. Branch of Agriculture. Smoke presentation at recommended consumes: an investigation on the impacts of smoke introduction on firemen at endorsed consumes. Portland: Forest Service, 1995.

Work and employment

Work and business Work is the most significant thing throughout everyday life. From all the difficulty, for all the ills you can discover just one departure at work. Hemingway An existence without work is beyond the realm of imagination. Individuals invest the greater part of life energy at work, position at work shows people position throughout everyday life, great profession position shows people accomplishments throughout everyday life. Additionally work is people personality: it implies that calling and circle of work impact individual the most, it decides his insight, his view focuses and furthermore an approach to show who an individual is. Work is something where individuals continually find themselves, their latent capacity, their character and talants it is a mean of self-distinguishing proof. It is important to call attention to the perspective on humanist William Julius Wilson about the effect of work on individuals: without ordinary business, an individual needs not just a spot in which to work and the receipt of standard salary yet in addition an intelligent association of the current that is a solid arrangement of desires and goals.Regular work gives the stay to the spatial and transient parts of day by day life.It figures out where you will be and when you will be there.In the nonappearance of customary business, life, including family life, turns out to be less coherent.Persistent joblessness, and sporadic work prevent reasonable arranging in every day life, an essential state of adjustment to a mechanical economy. (Dubin, R 1998) The work a significant piece of life, a working man gets partners, maybe with companions, he has a feeling of network with individual specialists, the reason and timetable of the day, its status permits us to decide among others, gives a feeling of respect, a pride in close to home accomplishments. Practically every discussion with a formerly obscure individual starts with the words: In what zone accomplish you work?. As per the Universal Declaration of Human Rights, distributed by the United Nations, the option to work is one of the most significant privileges of each individual. Be that as it may, this privilege isn't constantly ensured. Employment soundness relies upon numerous things beginning with the condition of the neighborhood economy and completion the circumstance on the planet market.Nevertheless, when individuals lose their positions or when they face this risk, the result are regularly fights, mobs and strikes. What is a decent job?Of course, everybody has their own sentiment on this issue.For some great work is the utilization of trend setting innovation, opportunity of thoughts and investment in future projects.For somebody a steady activity, a great group and profession prospects.Moreover, one of the key purposes of the organization is to make better conditions for work, which compare to the desires for representatives. The job of work in human and social improvement lies not just in making the material and profound qualities, however that in the work man himself uncovers his capacity to procure helpful abilities, supplements and enhances the knowledge.The innovative nature of work is reflected in the rise of new thoughts, cutting edge innovations, progressively advanced and superior devices, new items, materials, vitality, which, thusly, lead to the improvement needs. While working individuals enter the social and work relations, connecting with one another. Social relations permit to decide the social criticalness, job, spot and social situation of people and gatherings. It is imperative to bring up the primary reasons of significance of work. Practical reasons: work is a mean of gaining for every individual. Business implies a stable winning to individual, his budgetary freedom, and trust in great and safe life. These days business gives likewise a great deal of social certifications and affirmations, similar to clinical protection, paid get-away, etc. Bosses frequently attempt to make better conditions for work of gifted and talented experts, offers a significant pay and an assortment of motivation programs for employees.Employers are worried about making agreeable conditions for work, pay for lunch and sports exercises for representatives these are social and monetary inclinations of utilized individuals.. Mental reasons : work creates salary as well as adds to mental well-being.The work fulfills the longing to be a valuable citizen and have significance in life.In option, from it somewhat relies upon self-esteem.Therefore, somebody who has more cash than enough to address their issues or who are qualified to resign, despite everything likes to work.Yes, work is critical to the point that its nonappearance for the most part involve genuine social issues. The word work has consistently been related with feelings. As a therapist I. EB Duvoye stated: Going back to work, you ought to be satisfied by the work itself and from the way that the world needs it. With these lives the sky, and they are as close as possible to contact them. Without this with work that youhate, which is strong fatigue, and which needn't bother with the world your life damnation. () Sociological reasons: social action of a similar significance for the support of human wellbeing, as sports, diet or medication.Each individual see that it is so essential to be in a social gathering and recognize themselves with a specific gathering. The investigation of British and Australian researchers distributed the London paper The Daily Express shows that dynamic correspondence inside various social gatherings and networks diminishes the danger of myocardial dead tissue, stroke and even flu. Numerous sicknesses, above all else, are the mental outcome of absence of positive correspondence rights. (Dubin, R 1998) At the point when individual is utilized, he satisfies certain monetary and social job in the general public. Various individuals can satisfy various types of work, and note that all the callings and all specialists are significant for society. Likewise, work and business are associated with the term social division of work the way toward isolating various kinds of work between various citizenry and social gatherings, the synchronous conjunction and collaboration of various sorts of work. In this way, being utilized individual gets a specific situation in the general public, he happens to certain worth and significance for society. On the expert premise individuals join in r gatherings, that is consistently individuals occupied with a similar kind of work.So when individual picks his working circle and spot, he gets acknowledged into a specific gathering of individuals with their own moral standards, rules, standards, qualities and ways of life. Additionally, business and work make individuals subject to society and nation, on monetary and political circumstance in it. Utilized individual gets reliant on countrys approach of business, he starts to have certain rights and duties. Along these lines, work and business make individuals both reliant and free, yet anyway work is a necessary piece of human life. Works refered to: Woodd M. 2000. The brain research of vocation hypothesis another perspective?.Career, No5, pp. 273-80 R.Dubin. 1998. The World Of Work: Industrial Society and Human Relations, Prentice Hall, Englewood Cliff, NJ E.Lee. 1996. Globalization and business, International Labor Review, Vol. 135 No.5, pp.485-498. Alan Fox.1998. Past Contract: Work, Power and Trust Relations. Farber and Farber Lisa K. Berger,Sonya K. Sedivy, Ron A. Cisler. 2009. The Influence of Work Environment Stressors and Individual Social Vulnerabilities on Employee Problem Drinking. Diary of Social Work Practice in the Addictions, Vol.9, No.3,July 2009, pp. 263 281

4 Ways to Get Your Kids Involved With Saving for College

Should parents foot the bill for college? Some moms and dads say no. In fact, a study from Discover Student Loans revealed that only 77 percent of parents plan to help pay for their childï ¿ ½s college, down from 81 percent in the previous year. For some, itï ¿ ½s because they simply canï ¿ ½t afford to, but others believe that college is a privilege that their children should earn by working for it. These parents feel that itï ¿ ½s never too early to teach kids the value of hard work. And you know what? It does pay off! A 2013 paper by a sociology professor at the University of California Merced shows that tuition help from parents can actually lead to lower grades. And while college students who have part-time jobs may have less time to devote to studying, students with too much free time sometimes focus too much on having fun. This can be especially detrimental to students from low-income or middle class students who wonï ¿ ½t have family connections to rely on when it comes to finding a job after graduation. Yet with college costs continuing to rise faster than inflation, itï ¿ ½s going to cost over $200,000 to send a child to an in-state four-year public school in 18 years. So itï ¿ ½s no wonder that mom and dad usually do end up stepping in to help. But instead of just writing a check on the way to their new dorm room, how about getting your kids involved while theyï ¿ ½re young? Here are some creative ways that have worked for other families: RELATED: How much should you be saving for college? 1. Make them work for it. Kids need to understand that although college is expensive, the potential return on investment can be very high. When it comes to money, Deborah Sweeney, CEO of MyCorporation, and her husband work on finding opportunities for their two sons to earn more, spend less, and think creatively. Graduates of business school and law school, the Sweeneys highly value their education and want to ensure that their children arenï ¿ ½t discouraged by tuition costs. ï ¿ ½As soon as they are old enough, they will certainly have part time jobs. In the meantime, they earn money through choresï ¿ ½, says Sweeney. 2. Create a system for saving. Kids tend to respond much better when they know whatï ¿ ½s expected. Thatï ¿ ½s why Monique Price of New Hampshire set up a saving system when her children were young and diligently stuck to it. Hereï ¿ ½s how it works: Any money that the kids receive has to be divided as follows- 10% tithing 10% retirement 10% for car-college-house (in that order) 70% for ï ¿ ½anything they wantï ¿ ½ Price and her husband have also set up a 529 fund, which the kids will be expected to contribute to once they have regular income from a part-time job. Their system is already working to teach the kids financial responsibility. In fact, they often take some of the ï ¿ ½anythingï ¿ ½ portion and deposit it into the car fund. RELATED: Why you should teach your kids about money 3. Match their contributions. Saving enough for college is tough, especially when your only income consists of proceeds from a lemonade stand. Matching your childï ¿ ½s contributions is a great way to give them a boost while instilling the value of money. Nationally recognized financial expert Mark Kantrowitz suggests matching your childï ¿ ½s savings dollar for dollar. ï ¿ ½Not only does this provide an incentive for college savings, but it teaches the children good money management skills,ï ¿ ½ says Kantrowitz. If you deposit the money into a 529 plan, be sure to review the quarterly statements with your child. Seeing the effects of compound interest and tax-free growth should encourage them to save even more. 4. Enlist help from Grandma and Grandpa. According to a 2014 survey from Fidelity, 72 percent of grandparents feel that itï ¿ ½s important to help pay for their grandchildrenï ¿ ½s college education. So why not earmark that annual birthday or holiday check from Grandpa for college savings? Bill Fish, founder and president of ReputationManagement.com, swears by this method for his two young sons. Every year on their birthday, Grandpa Rudy sends a check for $100 plus their age. His sons understand that these checks are not for spending, but they go right in the bank for college. The boys not only have a head start on their college fund, but Fish says the tradition has also ï ¿ ½been able to foster good conversations even at a young age as to how important and expensive a college education is. RELATED: 8 reasons why grandparents love 529 plans Should parents foot the bill for college? Some moms and dads say no. In fact, a study from Discover Student Loans revealed that only 77 percent of parents plan to help pay for their childï ¿ ½s college, down from 81 percent in the previous year. For some, itï ¿ ½s because they simply canï ¿ ½t afford to, but others believe that college is a privilege that their children should earn by working for it. These parents feel that itï ¿ ½s never too early to teach kids the value of hard work. And you know what? It does pay off! A 2013 paper by a sociology professor at the University of California Merced shows that tuition help from parents can actually lead to lower grades. And while college students who have part-time jobs may have less time to devote to studying, students with too much free time sometimes focus too much on having fun. This can be especially detrimental to students from low-income or middle class students who wonï ¿ ½t have family connections to rely on when it comes to finding a job after graduation. Yet with college costs continuing to rise faster than inflation, itï ¿ ½s going to cost over $200,000 to send a child to an in-state four-year public school in 18 years. So itï ¿ ½s no wonder that mom and dad usually do end up stepping in to help. But instead of just writing a check on the way to their new dorm room, how about getting your kids involved while theyï ¿ ½re young? Here are some creative ways that have worked for other families: RELATED: How much should you be saving for college? 1. Make them work for it. Kids need to understand that although college is expensive, the potential return on investment can be very high. When it comes to money, Deborah Sweeney, CEO of MyCorporation, and her husband work on finding opportunities for their two sons to earn more, spend less, and think creatively. Graduates of business school and law school, the Sweeneys highly value their education and want to ensure that their children arenï ¿ ½t discouraged by tuition costs. ï ¿ ½As soon as they are old enough, they will certainly have part time jobs. In the meantime, they earn money through choresï ¿ ½, says Sweeney. 2. Create a system for saving. Kids tend to respond much better when they know whatï ¿ ½s expected. Thatï ¿ ½s why Monique Price of New Hampshire set up a saving system when her children were young and diligently stuck to it. Hereï ¿ ½s how it works: Any money that the kids receive has to be divided as follows- 10% tithing 10% retirement 10% for car-college-house (in that order) 70% for ï ¿ ½anything they wantï ¿ ½ Price and her husband have also set up a 529 fund, which the kids will be expected to contribute to once they have regular income from a part-time job. Their system is already working to teach the kids financial responsibility. In fact, they often take some of the ï ¿ ½anythingï ¿ ½ portion and deposit it into the car fund. RELATED: Why you should teach your kids about money 3. Match their contributions. Saving enough for college is tough, especially when your only income consists of proceeds from a lemonade stand. Matching your childï ¿ ½s contributions is a great way to give them a boost while instilling the value of money. Nationally recognized financial expert Mark Kantrowitz suggests matching your childï ¿ ½s savings dollar for dollar. ï ¿ ½Not only does this provide an incentive for college savings, but it teaches the children good money management skills,ï ¿ ½ says Kantrowitz. If you deposit the money into a 529 plan, be sure to review the quarterly statements with your child. Seeing the effects of compound interest and tax-free growth should encourage them to save even more. 4. Enlist help from Grandma and Grandpa. According to a 2014 survey from Fidelity, 72 percent of grandparents feel that itï ¿ ½s important to help pay for their grandchildrenï ¿ ½s college education. So why not earmark that annual birthday or holiday check from Grandpa for college savings? Bill Fish, founder and president of ReputationManagement.com, swears by this method for his two young sons. Every year on their birthday, Grandpa Rudy sends a check for $100 plus their age. His sons understand that these checks are not for spending, but they go right in the bank for college. The boys not only have a head start on their college fund, but Fish says the tradition has also ï ¿ ½been able to foster good conversations even at a young age as to how important and expensive a college education is. RELATED: 8 reasons why grandparents love 529 plans

Legalizing Marijuana Will Drecrease Use Essay - 594 Words

Legalization of Marijuana Should marijuana be legalized? This has been an enormous controversial issue for the last couple of decades. It’s a drug that can be good for you, yet cause many great dangers. There are many views supporting and opposing the legalization of cannabis. A patient suffering from AIDS, cancer, glaucoma, multiple sclerosis and other serious conditions often find marijuana the most effective treatment. In some cases it may be the only remedy. (2nd or not) As of November 2000, there are only 8 patients receiving marijuana legally as a form of medication. There are thousands of people using the drug illegal to help them cope with their disease. Presently, patients can be arrested and sent to prison for using marijuana --†¦show more content†¦Such a comparison can be made between a knife and a gun, prescription drugs being the knife and marijuana the gun. They are both potentially lethal and incredibly dangerous but they have their differences. With a knife, you have to be careless enough to fall on it. With a gun, all you have to be is stupid enough to mess with it. Legalization will increase use of the drug. However, many supporters of continuing the illegalization of drugs believe that by legalizing drugs they will become more accessible and use will therefore increase. They base this argument on past experiment dealing with alcohol prohibition. After the end of prohibition with the 21st amendment, alcohol consumption doubled while prohibition decreased use by 50 percent (Light). They also cite that use of marijuana peaked in 1979 when there was a decriminalization of drug use by eleven states. When researching to find if a particular solution will prove to be fuse, it is important to look at historical examples and learn from them. In Liverpool, England, after a recent legalization of drugs in a regulatory program that focuses on the medical benefits of drugs, most drug pushers have left town because there is no longer a mar ket for them (Cotton). This shows that legalization actually decreases use because of the increased emphasis on rehabilitation and the decrease of drug pushers. In

Comparing Nietzsche s The Of The Farmer And The Blond...

To begin, Nietzsche starts with the story of the Farmer and the Blond beasts. It leads with a normal farming town, sufficiently living quietly on its own. At this point, you may enter the Blond beasts. These are the new, stronger, ‘better’ humans. They insert themselves into the lives of the farmers and immediately take control. Being weaker, the farmers have no choice but to bow down and obey. This new regime looks down upon the ‘slaves’ and decide that they themselves must be the good kind of humans- after all, they are more powerful. These slaves are pitiful, weak, and unable to protect themselves, therefore they must aspire to be like the masters, right? While this idea of being better is developing within the masters, the slaves are brooding over their own forming judgments. They reminisce over the life that once was- before the beasts. At this point, all the slaves know is that these powerful beings have ruined their lives and turned them into desolate beings. This feeling is what breeds this heady combination of envy, hatred, and powerlessness. In this position, the only thing the slaves are able to do is to imagine the demise of these masters. The slaves come to the realization that, even though the masters believe them to be the ‘good’ ones, they are in fact the ones perpetuating this oppression, therefore they must be the bad, or evil, ones. Here is where we see the development of Nietzsche’s two types of morality- master morality and slave morality. Master

Marketing Strategy and Plan The Bonfire Cafe

Question: Discuss about theMarketing Strategy and Planfor the Bonfire Cafe. Answer: Identification of the problems The Bonfire caf in Australia is responsible for serving Indian and Pakistani food to its customers. The restaurant serves variety of food that is good in taste. The service of the restaurant is also good as the staff is very polite. The location is also good and is a major attraction to the customers specially the ones that lover Indian food. However, few problems have been identified that the restaurant faces. The problems faced by Bonfire caf in Australia are as follows: The caf only focuses on expansion of the restaurant and does not pay attention in improving the quality of the food that it serves to its customers. The second problem identified is that the restaurant has limited menu and only concentrates on serving Indian and Pakistani food. The restaurant should concentrate on expanding the menu and the variety of food that it serves. The restaurant has very little knowledge of their customers due t which they are unable to target the right customers. This makes them loose their valuable customers, which is an important part of the organization. The fourth problem identified is that there are many restaurants like the Bonfire caf due to which the competition increases. The customers are divided and the profit of the firm falls. It is easy to enter the market and easy to copy (Beijbom et al. 2015). The restaurant only focuses on the affordable meals and lacks in all types of meals. The customer satisfaction is falling due to the quality of the food that it serves to its customers. With the new restaurants coming up the competition is rising that is raising the problems for the organization. It is making difficult for the organization to grow and expand. People now days are becoming more health conscious due to which they avoid consuming junk foods, as it is bad for health. This is a major problem faced by the restaurant (Kotler et al. 2015). Solution to the Problems The problems identified above have solutions as well. The solutions are: The restaurant should not just concentrate on expansion but also quality of food. Improving quality of food will automatically attract customers and increase the profit the level. The restaurant should also expand the variety of food that it serves. Instead of just serving Indian and Pakistani food, it should introduce other foods like Italian or American food. This will help the restaurant increase its customer base. To fight over its competitors analyzing the competitors strategies is essential. An innovation should be introduced in order to achieve competitive advantage. It can be in form of discounts or a change in the ambience. The restaurant can keep theme parties that will be a major attraction for the customers. It is also essential for the restaurant to identify its customers and stay in constant touch with them. This can be done through social media and internet.Since people are becoming health conscious, the restaurant should be involved in delivering organic food to its customers. Healthy food made with healthy herbs and spices should be served to health conscious people (Jobber and Ellis-Chadwick 2012). Hence, the senior executives of the organization can solve the problems through proper planning and strategies. Formulation of strategies depends in proper market survey and analysis. Target Market and Market Segmentation Target market is a group of consumers whom the organization targets to sell its products and services. Forming target market is the first step towards the successful marketing strategy. A target market is formed on various factors and characteristics that they share and is similar. This includes age, sex, gender, demography, social status, culture, class, belief, attitude and lifestyle. Segmentation of the customers based on these given factors is known as market segmentation (Aghdaie and Alimardani 2015). Market segmentation includes: Geographical segmentation: the customers segmented based on location, region, climate and address. In this case, the Bonfire caf targets customers of Australia that is Sydney and Melbourne and nearby areas. Demographic segmentation: the customers are segmented based on gender, age, demography, wage and career. In this case, the Bonfire caf targets customers of all demography and age. The restaurant concentrates on Indian and Pakistani consumers who love the Indian food. It also focuses on tourists of India and other countries who search for Indian food (Wedel and Kamakura 2012). Psychographic segmentation: the customers are segmented based on attitudes, values and lifestyles. The restaurant concentrates on customers that are loyal and have good attitude. It concentrates on customers that have high social status and income. Hence, the major concentration of the Bonfire caf is Pakistani and Indian consumers that have craving for Indian food. The customers are not segmented based on age as it includes children, young men, women, and adults as well. The customers of Bonfire caf are mainly from Australia and mainly Indians that reside in Australia. It also includes the Indian tourists that come to visit Australia (Mobin and Dehghanimohammadabadi 2014). Marketing Objectives Marketing objectives are the goals and aims that the caf wants to achieve. The objective of the restaurant is to expand its business to other countries as well. It also aims at increasing the customer base and attracts major tourists. The organization aims at reducing the delivery time and improving its services. The restaurant is only involved in serving the food on the table to the customers and now it aims at introducing take away delivery. It also aims at serving customers by home delivery of food within five kilometer of radius that too free delivery on order bill of above Australian Dollar fifty. This is done to expand the business and achieve competitive advantage over its competitors. The caf aims at serving the food within the given deadline. The marketing objectives can be measured using SMART framework. The marketing objectives of the Bonfire caf is to increase the number of customers visiting the restaurant by twenty five percent and opening two new stores in Melbourne an d Sydney. It also aims at expanding its stores in India as well (Brown 2012). SMART Objective: It is one of the frameworks that are used to measure the marketing objectives of the organization. The marketing objectives so formed should be: Specific: the organization should target in a specific area. In this case Bonfire caf targets at expanding the business to other places and expanding the customer base and hence is specific in its objectives. Measurable: the marketing objectives so formed should be measurable. In this case the Bonfire caf has set marketing objectives in numbers that is it wants to expand its customer base by twenty five percent. Assignable: the objectives formed should be assigned to respective heads. Here in this case the marketing objectives are assigned to the employees and the supervisors of the restaurant. It is also assigned to the marketers (Lee et al. 2015). Realistic: the marketing objectives formed should be attainable and realistic so that the organization is able to achieve them given the amount of resources. Time related: a specific time should be set to achieve the objectives and should not be too long. In this case, the cafe plans to achieve its target within two years of span. References Aghdaie, M.H. and Alimardani, M., 2015. Target market selection based on market segment evaluation: a multiple attribute decision making approach.International Journal of Operational Research,24(3), pp.262-278. Beijbom, O., Joshi, N., Morris, D., Saponas, S. and Khullar, S., 2015, January. Menu-match: restaurant-specific food logging from images. In2015 IEEE Winter Conference on Applications of Computer Vision(pp. 844-851). IEEE. Brown, D., 2012. Personal Objective for 2013? Not to Have SMART Objectives.Compensation Benefits Review,44(6), pp.305-307. Jobber, D. and Ellis-Chadwick, F., 2012.Principles and practice of marketing(No. 7th). McGraw-Hill Higher Education. Kotler, P., Burton, S., Deans, K., Brown, L. and Armstrong, G., 2015.Marketing. Pearson Higher Education AU. Lee, J.Y., Kozlenkova, I.V. and Palmatier, R.W., 2015. Structural marketing: using organizational structure to achieve marketing objectives.Journal of the Academy of Marketing Science,43(1), pp.73-99. Mobin, M. and Dehghanimohammadabadi, M., 2014. Food product target market prioritization using MCDM approaches. InProceedings of the 2014 Industrial and Systems Engineering Research Conference. Wedel, M. and Kamakura, W.A., 2012.Market segmentation: Conceptual and methodological foundations(Vol. 8). Springer Science Business Media

Work Values

Introduction The purpose of this essay will be to determine the influence of individual work values on the commitment of an employee to an organization. This essay will seek to define the meaning of work values and also employee commitment and how work values influence the commitment of an employee to an organization.Advertising We will write a custom essay sample on Work Values specifically for you for only $16.05 $11/page Learn More The type of organization that will be evaluated will be a multinational telecommunications corporation (Vodafone) that has a high number of employees and handles a large customer base. The essay will seek to determine the kind of organizational factors that exist within the multinational company that affect the work values and organizational commitment of the employees as well as the available structures of work values that are used in many multinational organizations around the world. The discussion will mostly involve the use of American literature and research work that is available for the last ten years which has offered extensive feedback on the topic. The focus on Vodafone will be suitable for this study given the diverse number of employees that work for the multinational company around its global offices. The company employs over 80,000 employees around the world who are from diverse ethnic backgrounds and possess individual work values that are necessary when it comes to their job performance. The study will therefore discuss the concepts of work values and employee commitment by focusing on the global telecommunications company so as to gain a more practical interaction of how work values influence or affect employee commitment to an organization. Work Values The concept of work values has continued to receive increasing interest amongst various scholars and researchers around the world especially with regards to its influence on the individual commitment of an employee to their organizatio n.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More To better understand the concept, work values are referred to as the set of traits or qualities that are considered to be important by an employee in the performance of their work duties and responsibilities. They are also defined as those qualities that employees within an organization desire to have when performing their work. Work values are viewed as measures of employee performance since they determine the efficiency and effectiveness of a worker when it comes to completing certain tasks within the organization. They also provide a measure of the work preferences, ethics, culture and beliefs of the employee which prove to be beneficial when it comes to performing organizational tasks. Work values also provide a measure of personal need and satisfaction as they allow an employee to reflect upon their individual goals and objectives in t he work place and what they have to do to satisfy their needs (Levy 2003). Dose (Cited by Matic 2008) defined work values as the standards of evaluation related to work which employees used to measure the importance and significance of work preferences. Dose further categorises work values to fall under two dimensions with the first dealing with work values that are based on moral dimensions and the second dealing with the degree of consensus that exists on the importance and desirability of particular work values. According to Matic (2008), the very first studies of work values were conducted to explain the differences of employee performance and worker motivation when it came to job performance. Researchers such as Hoppe and and Hofstede, who were some of the theorists that conducted early studies on the effect of work values, had their research work incorporated into the development of Maslow’s Hierarchy of Needs and also Herzberg’s explanation of intrinsic and extr insic needs.Advertising We will write a custom essay sample on Work Values specifically for you for only $16.05 $11/page Learn More Matic (2008) noted that Hofstede and Hoppe’s work played an important part in providing a theoretical explanation of how work values motivated employees to perform their work duties. Based on both current and recent research, work values present a strong implication for many managers as they determine the level of motivation an employee will have towards their job and also the kind of job satisfaction employees will derive from performing their work duties. Before assigning any duties and tasks, managers usually observe the work values of their employees so that they can be able to determine what work ethic and motivation they possess when carrying out their work duties. Vodafone, as a multinational corporation, is constantly facing changing and evolving management practices which has forced its management to continu ally re-evaluate the work duties and responsibilities of their employees. In doing so, the company also has to consider the individual work values of its employees to ensure that the management practices and work duties do not conflict with the individual behaviours of an employee. Therefore identifying the work values of an employee plays an important role in redefining work duties and responsibilities within an organization. According to Hofstede (2001), the work values possessed by an individual worker are usually significant for two reasons; the first of which being that they provide an excellent measure of an employee’s work ethic since they are determined by sociological and cultural factors. The second reason is that work values have a direct impact on the various faucets and activities that occur within an organization such as employee motivation, job satisfaction, conflict resolution and employee commitment to the organization.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More As a result of this, many organizations around the world have restructured their activities to encompass work values which will be important in achieving value congruence in business operations (Hofstede 2001). Because the image of an organization is closely linked to the work ethics the organization wants to convey to its various stakeholders, the individual work values of an employee in all the levels of management become increasingly important especially for a corporation such as Vodafone that has a large employee base. Work values become important since they provide managers with a perspective of what is right and wrong within an organization According to Matic (2008), work values encompass emotions, cognitive processes and behaviour that are related to the performance of work duties and responsibilities where employees demonstrate work value characteristics such as individuality, punctuality, attentiveness, subjectiveness and cooperation towards their organizational tasks and d uties. The personality of an individual is also an important factor when it comes to determining the work values of an employee and this therefore contributes to the overall performance of an employee in their work duties. The implication of work values on multinational corporations becomes important especially when it comes to organizational performance and leadership. Given the large numbers of employees who work for Vodafone, job performance becomes a top priority due to the large volume of customer queries that are handled by the global telecommunications company in a day or an hour. Leadership also becomes important to such an organization especially when managers have to delegate certain roles to their junior staff such as monitoring the floor operations of the call centre or monitoring the number of calls that have been made in an hour. Apart from organizational performance and leadership, other implications of work values to an organization are that they assist managers to p repare employees during periods of change, they assist human resource managers to develop suitable and effective reward/compensation systems, they affect changes in management practices and leadership styles and they facilitate open communication within an organization (Li, 2008). Employee Commitment Employee commitment which is at times referred to as organizational commitment is the psychological attachment that an employee has to their place of work. The most common measures that are used to determine the commitment of an employee to an organization include job satisfaction which deals with the feelings an employee has towards their job and organizational identification which is the degree of belonging and oneness that an employee derives from working for an organization. To further explain employee commitment, Meyer and Allen developed a three-component model of commitment that would be used to identify the various types of commitment that existed within an organization (Mutheve loo and Rose 2005). The affective commitment level which is the first part of the model refers to the positive emotional attachment that an employee demonstrates towards their work place. According to Meyer and Allen, employee’s who were affectively committed to an organization were able to identify with the goals and objectives of an organization which in turn enabled them to have sense of belonging. Employees who demonstrated affective commitment usually did so because they personally wanted to display attachment and loyalty to the organization. The second part of the model was referred to as continuance commitment which refers to an individual’s commitment to the organization based on their perceived cost of losing organizational membership. This perceived loss is in terms of economic benefits which the employee gains from committing to an organization, social costs such as friendship ties with co-workers and also financial costs such as rewards and compensations th at arise from belonging to an organization (Mutheveloo and Rose 2005). The third part of Meyer and Allen’s commitment model was normative commitment which refers the feelings of obligation that an employee has towards an organization. These feelings are usually derived from a variety of sources such as when an organization has invested in the training and development of the employee. An employee in such a case feels obligated to the organization to work extra hard in their work duties so that they can be able to repay the organization for the training exercise. This three component model of employee commitment therefore explains the various levels/types of commitment that an employee has towards an organization. According to Mutheveloo and Rose (2005), the concept of employee commitment forms the basis for most human resource management activities within an organization as most human resource policies are directed towards increasing the level of employee commitment with an or ganization. Various researchers such as Meyer et al have set out to identify the various types of employee commitment by viewing them as constructs that can be used to explain the attitudes and behaviours of employees when performing their work duties. Meyer et al developed three groups that would be used to explain employee commitment to an organization with the first group being commitment to their work or job where employees demonstrated feelings of attachment towards their job and work responsibilities. Employees with this kind of commitment derived a sense of job satisfaction because of their commitment to work (Mutheveloo and Rose 2005). Work/job commitment according to the researchers did not however refer to the level of commitment that an employee had to the organization or their jobs. It instead focused on the level of their commitment towards the employment itself where an employee’s sense of duty towards their work was seen as a strong measure of employee commitme nt. The second group according to Meyer et al was career/professional commitment where employees demonstrated a sense of commitment or attachment to jobs that guaranteed them career progression. This category also explained employee attachment to be in the form of any professional training offered to an employee that was meant to improve their professional qualifications (Mutheveloo and Rose 2005). The third category that would be used to explain employee commitment according to Meyer et al was organizational commitment which refers to the willingness of employees to accept organizational goals, objectives, beliefs and values as their own by working to achieve them. The researchers noted organizational commitment was a subset of employee commitment as it required the full involvement and participation of employees in work related activities Other researchers who developed models that could be used to explain employee commitment within an organization include Angle and Perry with the ir 1981 model of value commitment, O’Reilly and Chatman with their multidimensional model of compliance, identification and internalization and Jaros et al with their multidimensional model of affective, continuance and moral levels of employee commitment (Muthuveloo and Rose 2005). These categorizations and models of employee commitment demonstrate the importance of employee commitment when it comes to motivation to perform work duties within the workplace. Vodafone has conducted various employee satisfaction surveys to determine the level of commitment that its employees have to the company. These surveys usually take place once every year and they are usually conducted with the sole purpose of determining employee commitment to the global telecommunications company. The survey also assesses job security, career progression within the company, management practices of senior executives within the organization as well as the overall satisfaction of employees within the organi zation. The two most important indicators that are used in the survey include employee commitment and employee satisfaction as they form the benchmark of Vodafone in all the international and local divisional offices. Influence of Work Values on Employee Commitment According to researchers such as Mottaz, Bruning and Snyder, work values play a significant role in the commitment of an employee to an organization especially when the work values manifest themselves in the behaviour of the employee. These researchers highlight the fact that employee commitment usually arises from a set of values displayed by an employee towards their work for an extended period of time. Researchers such as Huang, Kidron and Charanyanada have viewed work values to be a major influence of employee commitment because work values strengthen the attachment an employee has towards their organization. Charanyanada in his 1980 study highlighted the fact that an employee’s investment of time and energy de monstrated the reciprocal relationship that existed between commitment and work values (Ho 2006). Since work values encompass the behaviour and personality of an individual, the interaction that exists between the individual’s personal characteristics and their work environment is termed to be dynamic as it determines the level of commitment that the employee will have towards the organization. If the interaction is weakened over time, the individual might lose their sense of commitment forcing them to leave the organization and if the interaction is reinforced the individual might decide to increase their level commitment to the organization by engaging in more work duties. The various characteristics that make up an employee’s work values therefore have a direct influence on the commitment of the employee to the organization (Ho 2006). Work values according Wollack cited by Ho 2006) are an important construct of employee commitment to an organization as they play an integral role when it comes to influencing the affective responses of an employee in their place of work. Wollack argues that the work values an employee possesses are usually gained from past work experience within the organization and they therefore play an important in determining how an employee will perform their work duties within the organization. Wollack continues further with his argument on the influence work values have on the commitment of an employee by stating that the personal characteristics of an individual employee usually interact with the stimuli and environmental conditions that exist in the work place to form the work values that an employee possesses (Ho 2006). According to other researchers such as Brown who conducted his studies in 1996, Mathieu and Zajac who conducted their studies in 1990 and Rabinowitz and Hall who conducted their studies on work values in 1977, work values have an effect on the overall commitment of an employee to the organization as the y represent the three work attitudes that are required from all employees which include job involvement, career salience and organizational commitment. Because work values represent the psychological investment an employee has placed on their work, they play a great role in determining whether an employee will remain loyal and attached to the organization. Rokeach concedes that work values are usually gained during the socialisation process that an employee goes through once they become oriented to the organization. Rokeach also concedes that the most valuable socialisation for a human being usually occurs in the home during their formative years and at work when they begin to shape their careers (Ho 2006). Other researchers who have conducted investigations into the relationship between work values and organizational commitment include Putti et al in 1989 (cited by Ho 2006) where they noted that the intrinsic work values of an employee had a more direct impact on employee commitmen t when compared to the extrinsic work values. Intrinsic values refer to those factors that determine whether the employee’s work is interesting or challenging while the extrinsic values refer to the job benefits an employee gains from tasks that are unrelated to the work job. An example of an extrinsic value is good pension plans, holiday allowances and good medical cover (Ho 2006). Employees working for multinational telecommunication companies such as Vodafone have demonstrated both extrinsic and intrinsic work values as they both determine the rates of employee turnover in the company, employee motivation and job satisfaction. According to Tayyab and Tariq (2001 cited by Ho 2006), intrinsic work values were related to normative or norm-based employee commitment to an organization while the extrinsic work values had a relation to the reward-based commitment employee demonstrated towards an organization. The two authors also identified the existence of a positive correlation between intrinsic work values and the commitment of employees by particularly focusing on executives who worked for the private sector. Based on this relationship, they were able to ascertain that these executives were more committed to an organization when their personal work values were in congruence with those of their direct line managers (Ho 2006). Huang noted that work values such as employee responsibility and personal achievement were perfect indicators of the level of employee commitment as well as job satisfaction and involvement. Huang also believed that the more work values an employee possessed, the higher their level of commitment to the organization. Other researchers Lee and Chung (2001 cited by Ho 2006) identified the instrumental work values that exist within most multinational corporations such as Vodafone that have an impact on employee commitment within an organization. These work values include the stability and freedom of anxious considerations which accordin g to the two researchers was the strongest influencing factor of employee commitment to an organization. The consideration of economic security was the second most important factor that influenced employee commitment followed by social interaction considerations which involved the social interactions that employees had with their colleagues in the work place. The consideration of stability and freedom had a direct influence on the retention commitment of an employee which meant that low job stability was more than likely to contribute to high employee turnover rates (Ho 2006). The consideration of security and economic costs directly influenced the effort commitment of an employee where the amount of economic compensation, pension benefits, medical allowance and other employee benefits determined the level of input they placed in their work duties. The social interaction consideration had the greatest influence on the value commitment of an employee where the social relationships an employee is able to have in an organization determine the level of their commitment to the organization. Properly identifying the intrinsic and extrinsic factors/work values that are possessed by each individual employee will contribute further to the proper understanding of how work values can be used to improve organizational performance. Conclusion This discussion has dealt with the concepts of work values and employee commitment within an organization and also how work values influence employee commitment to an organization. Various research work and studies have been conducted on whether work values affect employee commitment and this study has been able to refer to these works so as to build the discussion. As noted in the study, most of the findings have demonstrated that work values have an effect or influence on employee commitment as they determine the level of motivation and job satisfaction and employee has towards their job. Work values play an important role in determ ining the intrinsic and extrinsic work values possessed by an employee when performing their work duties. The study has therefore been able to ascertain that work values play a significant role in the commitment of an employee to an organization. References Hofstede, G., (2001) Culture’s consequences: comparing values, behaviours,  institutions and organizations across nations. Thousand Oaks, California: Sage Publications Ho, C.C., (2006) A study of the relationships between work values, job involvement and  organizational commitment among Taiwanese nurses. Published Thesis. Queensland, Australia: Queensland University of Technology Levy, P.E., (2003) Industrial/organizational psychology: understanding the workplace.  Boston, Massachusetts: Houghton Mifflin Li, W., (2008) Demographic effects of work values and their management implications.  Journal of Business Ethics, 81, pp 875-885 Matic, J.L., (2008) Cultural differences in employee work values and their implicatio ns for management. Management, Vol.13, No.2, pp 93-104 Muthuveloo, R., and Rose, R., (2005) Typology of organizational commitment.  American Journal of Applied Science, Vol.2, No. 6, pp 1078-1081 This essay on Work Values was written and submitted by user Adriana C. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.