Placebo Effect :: essays research papers

The Placebo EffectThe activity I chose to write about was on Dr. Walter A. Brown&8217s article in Scientific American about placebos and their effect on the patients. His article described what a placebo is and if it is ethical for doctors to prescribe this &8220treatment to their patients.Dr. Brown, who is a psychologist at Brown University, decided to do a study on the effects of a placebo. A placebo is any treatment or drug with no medicinal value that is given to a patient to moderate symptoms of an ailment. His hypothesis in the article focused on if the placebos had any effect on the patients who took them. To scrutiny his hypothesis, Dr. Brown and his colleagues performed experiments on patients who had depression. To test his idea, he employed what is known as the &8220double blind technique. This type of experimentation involves that neither the doctors nor the patients know if they are receiving the veridical &8220stuff or simply sugar pills (placebos). Only the experim enters know who gets what. What this supposedly does is that the patient ordain mentally think that the doctor is giving him/her the real drug and they willsoon be feeling better. When in reality, it is themselves, not the medicine, which makes them feel better. These are the findings of Dr. Brown.In his experiments on the placebos, he found that the placebo can make a soul feel better, but it can also have no effect what-so-ever. In his study of the depressed patients, about 50% of the subjects with normal levels of cortisone benefited from the placebo, whereas, completely about 35% of the depressed patients benefited from the drug. This led Dr. Brown to realize that there are other factors in treating depression. He found that the persons with short-term depression responded much favorably to the placebo than those with long-term depression. Other doctors also performed &8220placebo experiments to realize if it really works. One example would be of the experiments led by Edmund s G. Diamond of the University of Kansas Medical Center in the 1950&8217s. His research involved the surgery to treat angina pectoris. He had a set of 18 patients suffering from this ailment have common surgery to relieve this symptom. In 13 of the patients, the doctors actually performed the operation, however in the other five, all they did was make an incision in the chest and sew it back up.

IMPAIRMENT NEURAL DEVELOPMENTS AND SYMPTOMS OF AUTISM DISORDER Essay

Autism spectrum disorders are a common neural developgenial brain condition (Cheng et al., 2010). It does not have unifying neurobiological or pathological etiology (Geschwind& Levitt, 2007) .It characterized by impaired social interaction and communication skills and restricted repetitive behavior (Johnson & Myers, 2007). Medical condition such as mental retardation, chromosomal anomalies and seizures are often appear with autism (Casanova, 2007). During outgrowth 3 years of childhood, these major symptoms are revealed (Casanova, 2007). Autism is one of three recognized condition and the other both know as Aspergers syndrome (Levy, Mandell, & Schultz, 2009). There are also secondary symptoms that may not be shown in individual with autism disorder such as lower IQ performance and sensory sensitivity (Alexander et al., 2006). It occurs due to altered recognition and connection of brain nerve cell and their synapses (Levy et al., 2009). Other factor set up to the occurrence of a utism are genetics or environmental factors or both (Rodier, 2004). In 1960s, it was estimated to occur in five in every 10,000 child cosmopolitan but this number is increased recently to be 72 in every 10,000 child since the 1990s due to the change in diagnostic rehearse and media attention (Newschaffer et al, 2007). The reason of increasing this disorder in recent year is still unknown (Comi, Zimmerman, Frye, Law, & Peeden, 1999). This essay will discuss the causes of Autism spectrum disorders, brain structure changes that concern in this condition and thus the major and secondary symptoms occurrence in relating to these structure impaired development in the brain.Autism appears between embryo development and the first 3 years of child development and c... ... Schendel, D., & Windham, G. C. (2007).The Epidemiology of Autism Spectrum Disorders. Annu. Rev. Public Health, 28, 21.121.Geschwind D. H., & Levitt, P. (2007), Autism spectrum disorders developmental disconnection syndro mes. Neurobiology 17,10311.Johnson, C. P., & Myers, S. M. (2007). Identification and Evaluation of Children With Autism Spectrum Disorders. PEDIATRICS, 120, 1183-1215.Levy, S. E., Mandell, D. S., & Schultz, R. T. (2009). Autism. The Lancet, 374(9701), 1627 1638. Lam, K. S. L., & Aman, M. G. (2007). The Repetitive Behavior Scale-Revised Independent Validation in Individuals with Autism Spectrum Disorders. Springer, 37, 855866.Rodier, P. M. (2000). The untimely Origins of Autism. Scientific American, 56-63.Rodier, P. M. (2004). Environmental Causes of Central Nervous System Maldevelopment. PEDIATRICS, 113, 1076-1083.

Performance Enhancing Drugs Essay -- sports, athletes, drug addiction

Fourth quarter, three seconds left, tie game. Bodies exhausted and sweat alone over. Ball in hand and the shot goes up. Swoosh, and the crowd goes wild The intensity in the atomic number 18na is insane and the fans all cheer out. This is what all athletes dream of. performing the sport that they love and getting paid to do it, but how potful a professional perform at the top of their game and have reenforcement fans if they waste everything away on drugs. They have people who look up to them as role models and they get paid to perform. The sport is their life and also supports others. Non-professional athletes ar not held to this standard however and should be allowed to do as they please.Although some drugs can be seen as damaging to the health of individuals, especially athletes, some drugs can be used in other ways. However the main problem of drugs isnt the use of the drug but the abuse. People become addicted to the warmheartedness and tend to rely on it rather than occasi onal use. Someone such as an athlete should not be addicted to something so life overwhelming as a drug. The lack of self-control with athletes towards the drugs has become a concerning social problem. Those who watch sports or look up to athletes have noticed the great disappointment when the drugs affect their body in many ways so professionals should be held to a higher standard than high school athletes. High school athletes are not under contract, they do not get paid, and they dont have social expectations. Professional athletes are expected to treat their bodies a legitimate way and drugs interfere with that. A high school player is without expectations and they should be able to decide for themselves what they do. Whether drugs cause enough harm to interfere with an athletes fu... ...Top List Of NBAs Most Valuable Teams. Forbes. Forbes Magazine, 23 Jan. 2013. Web. 16 Mar. 2014. dollar-knicks-and-lakers-top-list-of-nbas-most-valuable-teams/.Drug Abuse & Addiction. Drug Abu se and Addiction Signs, Symptoms, and Help for Drug Problems and Substance Abuse. N.p., n.d. Web. 14 Mar. 2014. nt.htm. aspect L.A. Student Drug Testing Doesnt Work Blowback. N.p., n.d. Web. 16 Mar. 2014. .Parents, Experts Divided on School Drug Testing. Msnbc.com. N.p., n.d. Web. 16 Mar. 2014. childrens_health/t/parents-experts-divided-school-drug-testing/.

Team Empowerment Essay -- Business Administration, Team Building

ANTECEDENTS OF TEAM EMPOWERMENTPrevious research has identified several organisational characteristics that may act as antecedents to group empowerment. Frequently cited antecedents include autonomy (Chen et al., 2007 Langfred, 2000 Campion et al., 1993), task meaningfulness (Stewart, 2006 Thomas & Velthouse, 1990 Hackman, 1987 Hackman & Oldham, 1980), and squad-based human resources practices (Kirkman & Rosen, 1997 Mathieu et al., 2006), such as rewards (Balkin & Montemayor, 2000 Kirkman & Rosen, 1999). To build effective teams, an organization has to redesign the work put to work and to modify a wide range of organisational systems to support the design (Wellins et al., 1991). In the following discussion, I divide the antecedents into two groups organizational design and organizational support. The reason for such a generalized dichotomy lies in the fact that many antecedents are interdependent with each other within the same group. For example, cross-functional team will enhanc e employees task meaningfulness and both practices contribute to increasing employee autonomy. However, there are other factors that may increase employee autonomy, such as expanded responsibilities by dint of improving role clarity. Also, in many case studies the implications involved not only one antecedent. Thus, a broader discussion framework is used as it purify accommodates these interdependent antecedents and practices that employ different approaches to team empowerment. Organizational Design Multi-functionalism is the best approach.Empowerment often requires taking a new look at the organizational design. The ultimate goal is to improve organizational effectiveness by promoting ownership of work. The fundamental approach, and also ... ... created a greater sense of ownership and responsibilities among hospital professionals.BSD, a software inventory control firm (Belasco, 1991), reorganized its team into multidisciplinary teams, which include sales, service, and technic al experts, and each is in charge of a specific customer. By introducing the cross-functional teams, the community give its employees greater empowerment for being responsible for making all decisions.Another corporate practice for cross-functional team is to integrate different department, such as human resources, finance, and information technology, into one shared serviced team. Shared serviced team is often viewed as an alternative to outsourcing (Janssen & Joha, 2006). By integrating multiple functions into one team, shared operate team is able to deliver more efficient service to internal customer, and the team members.

Electronic Voting and What Should be Done Essay -- essays research pap

Theres been a lot of talk about this new computer system that casts election votes. Ideally, using electronic equipment has many advantages but in that respect are disadvantages hiding in the cave ready to attack. Weve all seen electronic equipment often work as pass judgment but more importantly, its not uncommon for electronic equipment to get going and when this sort of concept is applied to right to vote, miscounting is simply unacceptable. I think the best federal agency to solve this type problem is to try to make the voting machines work without fail but to never assume it wont fail. As weve seen from the self-confidence of the engineers of the Titanic or from the 2004 New York Yankees, just because it looks and sounds workable, we should never assume these machines will do what it should. By this, I dont mean the system should fail completely but we should bod the system to constantly self-check itself to insure no errors have been made. In addition, the system shoul d friendly so that at least at the user point-of-view, there should not be problems with confusion or misinterpretation. Overall, fashioning an e-voting system work requires the engineer to consider the logical, defensive ( aegis against hacking) and personal standpoint of design and do so in a sensitive, introspective manner.First and foremost, the system should be ethical. What this means is the system should be created to an acceptable and mainstream protocol. Ethics means unlike things to different people but we cant satisfy all of these morals that people have all on one system since virtually might contradict one another so we need to decide on what the majority would find acceptable. Right off the bat, its important to foil hacker attacks because people want a fair election and not a tailored one. We go to vote to voice our opinion and not that of someone else. Secondly, its important to let the public know what these voting machines do and how theyre secured, letting the public know that the e-voting companies care about their security and that these voting machines are engineered with exhaustive research on how to keep it secure. Lastly, the user interface, the user interface should be unbiased (it shouldnt look like the one view is better than the other). Another thing about the user interface is that it should be easy to understand as to not intimidate electors.I think there also should be the option t... ...oting systems should use tickets, or signatures that identify each voter uniquely and each vote should be logged with user token in memory so that the voter cant vote twice. Although, any security measure isnt entirely secure from clever hackers, keeping security very strict would prevent many attempts.Once youve voted from an e-voting machine and somehow passed all the security that was involved I think it would be appropriate to conk out the user a receipt showing exactly what was stored in memory because like I said early, we should n ever assume everything will work and if the voter can verify by eye what was stored then this would allow corrections if needed. In addition this type of system could be used for hand recounts or to check user errors which would probably be 90% of all the complaints given that the programming was planned properly. Yes, it may be possible for deceiving information to be printed out, making the vote look correct but if all the aforementioned methods of checking, security, and logging and provided that everything was executed well, an electronic problem to this point should be very rare. Comparatively, this should be no more secure than paper ballots.

Electronic Voting and What Should be Done Essay -- essays research pap

Theres been a lot of talk about this new computer arrangement that casts choice votes. Ideally, using electronic equipment has many advantages but there are disadvantages hiding in the cave ready to attack. Weve all seen electronic equipment often manoeuver as expected but more meaning(a)ly, its not uncommon for electronic equipment to fail and when this sort of concept is applied to voting, miscounting is simply unacceptable. I deem the scoop way to solve this type problem is to try to make the voting machines work without fail but to never assume it wont fail. As weve seen from the arrogance of the engineers of the Titanic or from the 2004 New York Yankees, just because it looks and sounds workable, we should never assume these machines will do what it should. By this, I dont mean the dodge should fail completely but we should design the system to constantly self-check itself to insure no errors have been made. In addition, the system should friendly so that at least at the user point-of-view, there should not be problems with confusion or misinterpretation. Overall, making an e-voting system work requires the engineer to consider the logical, defensive ( tribute against hacking) and personal standpoint of design and do so in a sensitive, introspective manner.First and foremost, the system should be ethical. What this government agency is the system should be created to an acceptable and mainstream protocol. Ethics means different things to different people but we cant satisfy all of these morals that people have all on cardinal system since some might contradict one another so we need to decide on what the majority would find acceptable. Right off the bat, its important to prevent hacker attacks because people want a fair election and not a tailored one. We go to vote to voice our opinion and not that of someone else. Secondly, its important to let the public know what these voting machines do and how theyre secured, letting the public know that t he e-voting companies care about their security and that these voting machines are engineered with exhaustive research on how to keep it secure. Lastly, the user interface, the user interface should be unbiased (it shouldnt look like the one candidate is better than the other). Another thing about the user interface is that it should be easy to understand as to not intimidate voters.I think there also should be the option t... ...oting systems should use tickets, or signatures that identify each voter uniquely and each vote should be logged with user token in memory so that the voter cant vote twice. Although, any security measure isnt entirely secure from clever hackers, memory security very strict would prevent many attempts.Once youve voted from an e-voting machine and somehow passed all the security that was involved I think it would be beguile to give the user a receipt showing exactly what was stored in memory because like I said early, we should never assume everything wi ll work and if the voter can verify by eye what was stored then this would allow corrections if needed. In addition this type of system could be used for clear recounts or to check user errors which would probably be 90% of all the complaints given that the programming was planned properly. Yes, it may be possible for deceiving information to be printed out, making the vote look correct but if all the aforementioned methods of checking, security, and logging and provided that everything was executed well, an electronic problem to this point should be very rare. Comparatively, this should be no more secure than paper ballots.

Change Model Essay

Imagine that you are an executive for XYZ, Inc., a high-end retail chain that sells luxury watches, jewelry, and hand bags. Youve dependable been put in charge of the companys first international expansion, opening a store in Shanghai, China. This will be a short-term, pocket-sized qualifying for the organization. After one year, you will be expected to begin opening additional stores in Brazil, Russia, India, and China (also known as the B.R.I.C. countries). This will be a long-term, large-scale transpose.In five pages, explain which commute model you would follow for the short-term change and which you would follow for the long-term change. Provide rationale for your determination and discuss the effects that these changes would have on the employees, managers, and executives within the organization. Include at least three references and follow standard APA formatting for your paper.SummaryImplementing planned organisational change is partly a science, partly an art. It has a lso become part of a desired skill setand mindsetneeded by just about companies, regardless of industry, size, and geographic location. While experience is important in this endeavor, knowing and using classic and contemporary wisdom from models, roadmaps, and frameworks is necessary. CEOs and practicing managers hire coaches and consultants who specialize in change management to help diagnose, plan, and implement individual, group, and organizational changes in their organizations. This chapter introduces the art and knowledge of implementing change.Building on the first two chapters, we go inside a big-picture change roadmap to show how three CEOs (Mulally at Ford, Bossidy at AlliedSignal/Honeywell, and Andrea Jung at Avon) used coaches, theory, expertise, knowledge, and courage to successfully plan, execute, and transform companies that were in trouble financially, operationally, and strategically in their marketplaces. We show how change champions can use these same skills and capacities suchas visioning, developing a mission and new values, motivating change, developing political support, mapping and managing stakeholders, and leading the existent transition.To effectively lead and manage the effectuation process, it is also important to (1) keep the big picture in mind (2) choose the right interventions (3) use a sound change model to plan and manage the change process (4) keep people engaged and make the inducement for change greater than the incentive to stay the same and (5) identify and manage resistance to change. This involves understanding how to align an organizations new vision, mission, and values to fit its strategy, culture and people, structure, and operating systemsas exemplified in the stories of the three CEOs Mulally, Bossidy, and Jung. They also had to change their own mindsetsbecome the change they expected of those whom they led.The chapter also shows what is involved in structuring and assigning individuals and teams to help driv e the change. This involves selecting a sponsor from the organization who can be trusted and who is able to oversee the entire change process. Then an Executive team that works with Leadership and Consulting throw away teams must be recruited to educate, communicate, motivate, and manage detail activities to make the new vision an organizational reality.Finally, we discuss how to effectively lead and manage internal and external stakeholders during the implementation process. This requires recognizing and dealing with politics, power, and conflict to ensure ethical and collaborative cultures and practices in all change efforts.View as multi-pages

Kent state Nutrition programme

Honors equivalents shall satisfy the Kent Core. None of the courses on the Kent Core list may be taken with a happen/fail grade. Visit www. Kent. Deed/catalog/Kent-core for course list. Diversity Course Requirement Students must complete a two-course diversity requirement, consisting of one with a internal (U. S. ) focus and one with a global focus. One course must come from the Kent Core.The second course may be taken as a second Kent Core, within a major or minor, or as a general elective or, with deans approval, by completing one semester of study in another country. Visit www. Kent. Deed/catalog/diversity for course list. Writing-Intensive Course Requirement Students must complete a one-course writing-intensive requirement in their major and advance minimum C (2. 00) grade. Visit www. Kent. Deed/catalog/wick for course list.Experiential Learning Requirement To provide students with direct engagement in learning take ins that rear academic relevance, meaning and an understand ing of real-world issues, students must complete this requirement at Kent State, either as a for-credit course or as a non-credit, non-course experience approved by the appropriate faculty member. Visit www. Kent. Deed/catalog/leer for course list. Upper-Division Requirement Students must complete a minimum 39 upper-division (numbered 30000 to 49999) credit hours of coursework. Programs in the College of Arts and Sciences require a minimum of 42 hours of upper-division coursework.

Feasib Rationale of Restaurant Essay

Since the members of our group do like Philippine native foods, we decided to come up with a native eating house business, the Probinsyana. The purpose of this native restaurant is supports the middle class to low class people. Being able to deliver great guest service, great food, and great atmosphere. A hit that will surely be loved by the masses is what this is all about.Probinsyana cuisines have its influences from different countries. This is due to the accompaniment that traders and colonizers have visited the Philippines for centuries. The American and Spanish colonizers, and the Chinese and other Southeast Asian traders influenced and brought a twist on the Filipino cuisine.Chinese is one of the contributors of the Filipino cuisine. Chinese influences the Filipino on making noodles or what we call pancit. For many an(prenominal) years Chinese people interact with the Filipinos and some of them stay and live in the Philippines. They study their wife on how to cook some Ch inese delicacy but employ ingredients found in the Philippines.When the Spaniards came to Philippines, they introduced the Spanish culture. The Spanish colonies often influenced the Philippines in many different right smarts. As much as 80 percent of Filipino food originates from Spain. Tomatoes and garlic, for instance, both staple Filipino foods, were introduced from Spain, as was the cooking method of sauting using olive oil. For example, Adobo, Adobo means marinated sauce for pork. Spain can in addition lay claim to the delicious range of Filipino desserts and pastries. Baked goodies such as pan de sal and ensaymada atomic number 18 of Spanish origin.When American defeated the Spaniards and colonies the Philippines, they introduce a little American cuisine. Although Americans didnt make that much of an influence in Philippine cuisine, they certainly changed the way Filipinos dine. They introduce the fast-food chain that and can goods which is until now available everywhere.N ative Filipino cooking is not too spicy despite the fact that spices are voluminous and readily available in the islands. The basic staple is rice of which hundreds of varieties are cultivated. Main source of protein is fish which abound in oceans, lakes, rivers, streams and ponds. Meat, especially pork and poultry, is also commonly eaten. Beef is readily available but is more expensive the cattle industry not being well developed in the country. veal and lamb are not too popular but goat meat is considered a delicacy in some parts of the country as are frogs, rabbits and deer.It is often when sampling native Filipino dishes that one appreciates the regional variations in the country. For while it is true that Filipino culture is homogeneous, there are circumstantial differences in cooking and food preferences that readily identify the regional origin of many dishes. Although these differences are not as pronounced as in the regional variations of Chinese cooking, for instance, t hey are widely recognized in the country where regionalism plays an important role because of its geographical division into many island-groups.Foreign StudyThe word restaurant was unknown until 1765. At that time a Frenchman called Boulanger assailable such an establishment in Paris to serve meals and light refreshments. It was so successful that it was quickly imitated by others, and many new establishments with the same idea and calling themselves restaurants opened in France. The ward restaurant was not generally used in England until the end of the nineteenth century.In England, the restaurant idea spread more slowly than in France. At first there came the tea shops, and in 1873 the first restaurant was opened in London.

Job Satisfaction, Work Environment, and Rewards:

note Satisfaction, train Environment, and Rewards Motivational Theory Revisited labr_496 1.. 23 Lea trade Bryan Cleal Abstract. A beat of avocation bliss integrating e rookomic and pass water purlieu variables was developed and utilise for testing interactions between rewards and hold surround hazards. Data came from a representative panel of danish employees. Results showed that psycho societal induce surroundings factors, the akins of learning about decisions forethoughting the give-up the ghost patch, social comport, and in? uence, run through signi? micklet impacts on the direct of craft delight.Maximizing rewards did not jog creation employees to an termination that amelio orderd the ostracise gear upuate on duty felicity of experiencing low takes of any of these factors whitheras in? uence did not impact c bothing gaiety of cloistered employees. 1. Introduction Although p arentage contentment is not considered an economic variable in its elf, several studies in a delve economic context have eminentlighted that low moving in rapture is a determinant of resignations from the civilize place see Akerlof et al. (1988), Blank and Diderichsen (1995), Clark et al. 1998), and Kristensen and Westergaard-Nielsen (2004). Other studies have sh have got an impact from trouble felicity on phenomena that are to a greater extent(prenominal) dif? cult to key out directly, such as intention to vanish the work place (Bockerman and Ilmakunnas, 2005), motivation and absenteeism (Keller, 1983 Tharenou, 1993), and counterproductive behaviour (Gottfredson and Holland, 1990). release environment has been found to in? uence labour foodstuff outcomes in name of early retirement (see Lund and Villadsen, 2005), employee long-term absence from work due to illness (see Benavides et al. 2001 Hemmingway et al. , 1997 Lund et al. , 2005), short-term sickness absence (see Munch-Hansen et al. , 2009), and productivity (see Cooper et al. , 1996). inside traditional economic scheme, work environment factors have tended to be modelled as work attri besideses, seen as hazards at work for which compensating wage differentials are to be paid. The theory of compensating wage differentials goes as far back as Adam Smiths book, Wealth of Nations, from 1776, where equalizing wage differentials adjust the net advantages of different credit lines.This makes it possible to make general labour market equilibrium when work places, preferences, and technologies are heterogeneous. Rosen (1986) reviews the various studies on the area and ? nds evidence of compensating wage differentials especially for physical working(a) conditions, like shift work, heavy, dirty, or dangerous work. Other studies ? nd no evidence of compensating wages differentials (see Ehrenberg and Smith, 1994) or, in cases where workers do receive compensating wages differences, that the compensation does not re? ct their true preferences (see Lanfranchi, 2002) . Lea Sell Bryan Cleal (author for correspondence), The National Research Centre for the Working Environment, Lerso Parkalle 105, 2100 Copenhagen, Denmark. E-mail emailprotected dk. LABOUR 25 (1) 123 (2011) DOI 10. 1111/j. 1467-9914. 2010. 00496. x JEL J6, J28, J30, J31, J45, J81 2011 CEIS, Fondazione Giacomo Brodolini and Blackwell create Ltd, 9600 Garsington Rd. , Oxford OX4 2DQ, UK and 350 Main St. , Malden, MA 02148, USA. 2 Lea Sell Bryan ClealAccording to the theory of compensating wages differentials, the equalization of fit compensation is dependent on some(prenominal) complete mobility of workers and perfect information for workers and ? rms. Both assumptions are questionable. Mobility may be, at least temporarily, limited by factors such as a broad(prenominal) unemployment rate or family ties, simplenessricting stage business choice to a speci? c mix of working hours, redress, or location. Likewise, full information regarding working conditions, especially when drawing in psychosocial work factors, cannot be known in advance, precisely will be experienced move on when in the actual work situation.Under these circumstances adverse working conditions can have an impact on the direct of assembly line satisfaction even if luxuriously wages are paid. The purpose of the present paper is to identify determinants of melodic phrase satisfaction in a model that contains detailed information on both work environment and economic factors. Moreover, we wish to test if employees report the comparable aim of line of products satisfaction when open to a hazardous work environment in which compensations are maximized, as compared with a non-hazardous work environment in which there are no compensatory rewards.The results from the ? rst abstract are of inte last out because most previous studies on pedigree satisfaction either do not embarrass all economic variables of interest, and are cross- partitional studies not accounting for unobserve d heterogeneousness, or include precisely few work environment factors. The second analytic thinking can supplement the theory of compensating wages differentials by introducing much detailed work environment streaks and by testing the capability of rewards to compensate workers for hazards in the work environment to an extent that ameliorates the puts on antic satisfaction.The work environment factors considered are all evidence-establish health risks factors, thereby both long-term put up on work ability and health and short-term effects on employee satisfaction and motivation are considered. The data used in this weigh are a panel of a representative cohort of Danish employees at devil points in time, 1995 and 2000. The data set consists of individual assessments of working conditions and socio-economic data for 3,412 employees (when omitting observations with missing solution on any of the items analysed here). The data were collected by the National Institute of Oc cupational Health in Denmark. . Theoretical background trade satisfaction is not an absolute measure but merely an indicator for a range of strain characteristics. Using Lockes (1976) de? nition, meditate satisfaction is a tyrannical aflame state resulting from the appraisal of ones job and it is worth recalling here that such subjective data are generally viewed with suspicion by economists. freewoman (1978) states that the principal problem in interpreting responses to such questions is that they depend not only(prenominal) on the objective circumstances in which an individual is situated, but withal on ones psychological state.Moreover, the level of job satisfaction may withal be in? uenced by ability thus representing un discernable, enduring characteristics of individuals. Earlier studies within organizational psychology have shown that the level of job satisfaction varies rattling little over time, suggesting that it does re? ect underlying steadfast personal dis l inear perspectives (see Schneider and Dachler, 1978). This has been tested on a cohort of German employees by Dormann and Zapf (2001) in a review on the studies on the alleged stability of job satisfaction.The result was that later on controlling for s disconcert working conditions, the stability of job satisfaction diminishes to nonsigni? cance, indicating that an underlying dispositional in? uence on job satisfaction is not direct, but mediated by working conditions. This likewise suggests that the level of job satisfaction can be changed by organizational measures. 2011 CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing Ltd Job Satisfaction, Work Environment, and Rewards 3 A general and well-known model of job satisfaction was developed by Herzberg (see Herzberg et al. 1959). He found that some job factors could only cause dissatisfaction or short-lasting motivation whereas other factors could invoke long-lasting positive feelings towards the job. If job factors are in fact dual with regard to their effect on job satisfaction, the mode used for examining job satisfaction should account for this. If only testing for positive or negative associations between the covariates and job satisfaction, information on the factors existence only capable of causing either spunky job satisfaction or low job satisfaction would most likely be lost.As for the effects of compensatory rewards, this may be essential and consequently separate analyses are undertaken here for the outcome existence highly satis? ed with the job and the outcome being dissatis? ed with the job. some of the earlier studies on job satisfaction have made an analytical distinction between the both genders as there consistently has been reported high(prenominal) job satisfaction for women see, for example, Sloane and Williams (2000) and Clark (1997). Where Sloane and Williams ? nd that the differences stem from men and women having different types of work, Clark ? ds that neither di fferent jobs, their different work values, nor sample selection accounts for the gender satisfaction differential. Rather he proposes an translation based on well-being relative to expectations. A man and a woman with the analogous jobs and levels of expectations would report identical levels of job satisfaction. But as womens expectations are overthrow than mens due to having been more attached to work in the home, they will report high(prenominal)(prenominal) job satisfaction than their male counterparts even given the same working conditions. This hypothesis is alivenessed by the ? ding that the gender satisfaction differential disappears for the young, the higher educated, professionals and those in male-dominated work places. This can be related to the length of time women have had an established position at the labour market, an issue that has been save utilize in a paper by Kaiser (2005). Here Denmark, Finland, and the Netherlands are the only European countries that do not show signi? cant genderjob satisfaction differences. They argue that the genderjob satisfaction paradox fades out in the process of modernizations of the labour market.This modernization is facilitated if the welfare state as in Scandinavia and, to a certain extent, the Netherlands put forwards equal opportunities for women and men by means of, for example, kindergartens and homes for the elderly passel. A more re cent topic within this line of economic literature is based on the theory that the public orbit is likely to attract individuals with high intrinsic motivation to care about the recipients of public service or those who brandish on the social realisation they might receive for contributing to an important mission (Benabou and Tirole, 2006).And although the picture is not fully conclusive, studies have in fact shown that in public occupied workers are less motivated by high pay and place a higher value on the intrinsic rewards than employees within the closed -door firmament. They are prepared to work for a lower overall pay level than is the case for private-sector employees because they derive satisfaction from participating in the production of a easily of high social value see, for example, Karl and Sutton (1998) and Houston (2000). Ren (2010) points to that value congruousness or organization and employees can strengthen the intrinsic motivation. He likewise enquires whether value congruence can impact the design of the organization and ? nds that value congruence is related to employee participation in decision making and autonomy as unconnected to control. apart from the above discussed differences in the incentive structures in the public and the private sector, there is also a difference in the gender distribution within the two sectors as women tend to be over-represented in the public as well as the non-pro? t sector. Narcy et al. 2008) investigates possible explanations for this and ? nds that the feminization of the pu blic sector can be explained by the fact that women obtain a higher wage gain from choosing this sector than men do, investigating, among other factors, the social objectives pursued by the 2011 CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing Ltd 4 Lea Sell Bryan Cleal public sector. Also ? exible working hours have attended to attract women. The result in regard to wages was found for Greek data in Demoussis and Giannakopoulos (2007). In Denmark 63. per cent of the employees in the public sector are women whereas this ? gure for the private sector is only 35. 1 per cent (OECD, 1997). According to the previous discussion, a significant analytical distinction when studying job satisfaction is between the private and the public sector. Newer studies that have applied this distinction with good results are, for example, Demoussis and Giannakopoulos (2007) and Ghinetti (2007). They use Greek and Italian data, respectively, and the measures are on so-called domain satisfa ctions representing different facets of the job, instead of a universal measure.Ghinetti examines differences in satisfaction between the private and the public sector in regard to six non-pecuniary job attributes. He ? nds that public and private employees are equally satis? ed on three of the items, that the in public assiduous are more satis? ed on two items, and one item with mixed results. Using a division on sector, gender differences can be tested by means of interactions effects. In the present paper, we use a division on sector in combination with tests of gender interaction effects. An often discussed topic in relation to job satisfaction is wage.The general assumption is that higher wage add-ons job satisfaction, not necessarily because it actually makes you happier in the job, but because a higher wage summations overall utility by increasing total expenditure opportunities. Many studies apply a general job satisfaction measure, which makes it dif? cult to score the two effects. Furthermore, not only absolute, but also relative wage is considered to be positively correlated to the level of job satisfaction. This is when using the wages of other workers having the same characteristics and type of job for comparison see, for example, Clark (1996).In the present paper, wage is used as one type of reward along with recognition and future opportunities at the job. In order not to confuse the relationships between the three types of rewards, we use the absolute wage in the present analyses as opposed to relative wages. The job satisfaction measure applied is a general measure of job satisfaction. Other determinants of job satisfaction often applied in analyses performed within labour economic theory and thus also used in our analyses include education, job tenure, managerial position, the unemployment rate, and marital status and number of children. elevate and having a leading position have nearly endlessly been found to be positively related to j ob satisfaction (Clark, 1997). The relationships between job satisfaction, level of education, the unemployment rate, and wages are intertwined and convoluted. development mountings wages and thus job satisfaction. But education also raises expectations with respect to job content and thus the likeliness of experiencing job dissatisfaction. In add-on, there is more opportunity for mobility between jobs in the low-wage job market due to fewer matching criteria for taking a job, increasing the likelihood of job satisfaction.Finally, a lower unemployment rate can raise job satisfaction through improved mobility (see Akerlof et al. , 1988). Where possible we use the unemployment rate within speci? c professions (60 per cent in the certain sample), otherwise the honest unemployment rate is used. Hours of work have been considered as a measure of the disutility of work whereas utility is increasing with increased leisure time. In Denmark, as well as in many other countries, working hours have to a great extent become a non-divisible good as a result of regulation.Moreover, long working hours can be evident both for workers having a very challenging job and for workers just having too much work, as shown by Kristensen et al. (2004). As a result we decided not to use the absolute number of working hours in our analyses and include ? exibility of working hours instead. Although work environment has been used extensively in earlier job satisfaction studies, the present article restricts its focus to factors where there is evidence of negative health outcomes. 2011 CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing LtdJob Satisfaction, Work Environment, and Rewards 5 A widely used theory within psychosocial work environment research is the demand control model, elaborated by Karasek (see Karasek and Theorell, 1990). Job demands cross quantitative job demands, time pressure, and con? icting job demands whereas decision latitude in contrast is a measure of control and sedate of level of job discretion and the degree of in? uence. Workers exposed to high demands and low control have an increased risk for a number of diseases, notably cardiovascular diseases. high gear job demands in association with low control have also been associated with diseases such as musculoskeletal disorders, psychiatric illness, gastrointestinal illness, cancer, suicide, sleeping problems, and diabetes (see Kristensen, 1996). Later studies (e. g. Johnson and Hall, 1988) have shown that a high level of social entertain can counteract the negative effects of high job strain. A more recent theory is the elbow greasereward imbalance model by Siegrist (1996). High effort in combination with low rewards has been shown to have an impact on stress, sudden cardiac death, and hypertension.In this model job demands are a composite measure of time pressure and other quantitative demands, similar to the demands of the demandcontrol model. Reward can be in the form of wages, recognition, and opportunities for personal development or career opportunities. In our analyses we integrate all three reward measures in testing if employees report the same level of job satisfaction when exposed to a hazardous work environment in which compensations are maximized, as compared with a non-hazardous work environment in which there are no compensatory rewards.Job trade protection and predictability are related to the conception of status control. non having a high level of information on decisions that concern the work place is an invisible stressor that has been found to predict heart disease (see Iversen et al. , 1989). In the extensive Whitehall II study set-up in Britain in order to investigate the causes of the social gradient in morbidity and mortality, the impact of privatization on a former civil-servant department when job outcomes were not established was evaluated (see Stansfeld et al. , 1997).In the gap between the promulgation of the privatiza tion and the termination phase where the employees had gained more certainty about their future job status, there was an increase in the psychiatric morbidity compared with the morbidity in the finis before the announcement of the privatization. Other psychosocial health factors included in the analyses in this paper are being exposed to invasion at the work place and role con? icts. Exposure to con? icts, teasing, or threats of violence can provoke stress, anxiety, and, in the long run, fatigue in the victims (see Hoegh, 2005).Role con? ict is a measure of con? icting demands and unclear responsibilities and is considered a source of chronic stress, also shown to have an impact on job satisfaction (Fisher and Gitelson, 1983). Physical job demands are included using a measure of the frequency of odd working positions, including having the back intemperately bent forward with no endorse for hands or arms, misshapen or bent body, hands lifted to shoulder height or higher, the neck heavily bent forward or squatting or rest (see Lund and Tsonka, 2003). Noise is measured on a dichotomous scale re? cting if workers are exposed to noise so high that one must raise his or her voice more than 75 per cent of the time in order to communicate with others. For a review of the effects of noise on psychogenic health, see Stansfeld et al. (2000). 3. Method 3. 1 Elaboration of variables In this paper the wording of the question on job satisfaction is Are you satis? ed with your job? . The attends guide in four verbally labelled and enjoin categories. Possible answers are 2011 CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing Ltd 6 Lea Sell Bryan Cleal Yes, indeed, To some extent, Not so much, and No or very seldom. For analytical purposes, answers in the household Yes, indeed de? ne the outcome high job satisfaction whereas answers in categories Not so much and No or very seldom de? ne being dissatis? ed with the job. In general the variables are entered i n the model in their original form. However the variable representing high demands in combination with low control, as well as the scale for social support, is composed of several measures. Social support consists of a practical and a psychological dimension, both of which are assessed in the questionnaires.The scales differ slightly from 1995 to 2000 and we have indeed dichotomized in a way that makes them equivalent. Hence we only look at situations where the employee either always receives help, support, and encouragement or not. There are separate questions for social support from colleagues and from leaders or superiors. Not always receiving support from either colleagues or superiors is assigned the lowest level, always receiving support from either colleagues or superiors are the two intermediate levels, and always receiving support from both groups is the highest level.In order to measure demands and level of control, a variable that re? ects the demands in different occup ations has been constructed. Demands are de? ned as being high if work demands attention and full density almost all of the time, if the pace of work is perceived to be very fast, or when con? icting or unclear job demands are experienced. Low control is de? ned as a combination of limited in? uence on planning ones own work and low job variation. 3. 2 Data and the population Data on work environment and health in the working population were obtained from the Danish Work Environment Cohort Study (DWECS) (see Burr et al. 2003). The panel started out with a simple random sample drawn from the central population put down in 1990, consisting of people aged 1859 years per 1 October 1990. People in this panel were interviewed in 1995, 2000, and 2005 and the panel is continuously adjusted for develop and immigration. The 1990 sample consisted of 9,653 individuals of which 8,664 participated (90 per cent). Of these, 6,067 (70 per cent) were wages earners. The following 1995 sample consis ted of 10,702 persons, of which 8,572 participated (80 per cent).Of the participants in 1995, 5,649 (65. 9 per cent) were wage earners, 6. 7 per cent were enterprise owners, and 27. 4 per cent were not in the job market. Of the 5,649 wage earners in 1995, 4,647 also participated in the survey in 2000 (82. 3 per cent). The population used for the analyses in this paper are the respondents who were wage earners in 1995 and who also participated in DWECS as wage earners in 2000, corresponding to 3,773 individuals. The sample only contains information about present job in 1995 and 2000, respectively, and on tenure in these jobs.Information on possible intervening unemployment spells is only obtainable when linking the data set to a register of social payment transfers that have not been within the orbital cavity of this paper. Job satisfaction has shown to be related to job change as in, for example, Kristensen and Westergaard-Nielsen (2004). As for job change in our population, a tota l of 1,128 individuals have changed work place in the period. When dividing this subsample on job satisfaction levels as reported in 1995, 49. 7 per cent of those who were not, or only very seldom satis? ed with the job change work place during the 5-year period whereas only 32. per cent of those who were highly or to some extent satis? ed with the job have changed job by 2000. Moreover, as wage earners who had a low degree of job satisfaction in 1995 have had a higher 2011 CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing Ltd Job Satisfaction, Work Environment, and Rewards 7 incentive to leave the work force completely or start their own enterprise by 2000, the ? nal sample may be biased. To sum up the size of this potential bias, all participants in 2000 (including un apply and enterprise owners) are divided among the four categories of job satisfaction levels reported in 1995.The results are that 21 per cent of those who were not, or only very seldom, satis? ed are no t in the work force in 2000. Of those who were highly or to some extent satis? ed with the job, only 14 per cent had left the work force. However, the total amount of dissatis? ed workers who have left the sample amounts to 58 persons and attrition should therefore not pose a serious threat to the reliability of results. After deducting observations with missing values on any of the analysed items, the cohort consisted of 3,412 individuals. See turn off 1 for sample characteristics. 3. 3 Statistical analysesThe data resulting from measuring qualitative phenomena by the use of questionnaires are most often categorical, ordinally scaled data. This means that they are ordered, but with intervals that might be uneven. One example is measures of job satisfaction using a verbal rating scale, consisting of a discrete number of verbally describe ordered categories. This type of data restricts the types of arithmetic operations that can be applied, which in turn limit the range of statistic al methods suitable for the analysis. As famous earlier, another problem when analysing job satisfaction is that of unobserved heterogeneity.It causes problems because the retrogression model is based on the assumption that there is no correlation between the instructive variables and the error term. But as the error term captures the variation from potentially omitted variables such as ? xed personal traits that may in? uence the probability of a speci? c outcome on the job satisfaction variable, this type of model error is likely to occur in analyses of job satisfaction. A method to eliminate heterogeneity is the application of conditional likelihood in logistic obsession, as shown by Chamberlain (1980) in the case of having a binary response variable.The principle applied here is that when using logistic regression with conditional likelihood and having more than one observation per object, the variables that do not change values are not used in the estimation. Unfortunately t his also means that a variable like gender will be omitted from the estimation. The latter problem can be understand by either shatterting up the analysis in two parts according to gender or by integrating gender effects as interaction effects, which is the method adopted in this paper.As the scale on which job satisfaction is measured in the present analysis consists of four ordered categories with verbal ratings, ordinal comparability can be assumed and the response variable can be recoded to a binary variable without violating any assumptions. qualified likelihood estimation is performed using the panel 19952000. Supplementary ordinary regressions are completed using the cross-sectional data from 2000. Predicted probabilities are generated from the cross-sectional data. Initially, correlation analysis using Kendall Tau was performed on all explanatory variables. The correlation coef? cient was below 0. 0 except between age and tenure, and between education in years and wage. T enure is used as a substitute for age, as the sign of the correlation between age and job satisfaction also may depend on age (Clark et al. , 1998). Educational levels were dichotomized and tested in the model as with the gender interaction terms. The full model with variables given in Table 1 and appendage A becomes 2011 CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing Ltd Age in years conceive Years of school Mean Std. deviation Professions Vocational training Marital status Cohabiting 39. 7 unrestricted 13. 3 2. 57 34. 2 79. 3 35. 7 Private 995 12. 1 2. 19 53. 5 2011 CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing Ltd 74. 7 80. 8 54. 4 12. 5 2. 36 40. 9 Private 2000 81. 9 33. 7 13. 7 2. 53 44. 7 public Net month pay Mean, DKK. Std. deviation Tenure Mean Std. deviation Gender Male Female 64. 9 35. 1 7. 0 7. 52 10,891 4,909 Private Table 1. Summary of key demographic and economic variables in balanced panel (N = 3,412) 1995 36. 6 63. 4 8. 8 8. 10 9,932 4,102 Public 65. 0 35. 0 9. 0 8. 79 13,600 4,667 Private 2000 34. 5 65. 0 11. 4 9. 64 12,123 3,541 Public 8 Lea Sell Bryan Cleal Job Satisfaction, Work Environment, and Rewards 9 JSij = ? i + ? marriedij + ? 2 Childrenij + ? 3High schoolij + ? 4Short further educationij u + ? 5 Tenureij + ? 6 Leaderij + ? 7 unemployment rateij + ? 8 Noiseij + ? 9 Physical strainij + ? 10 Influenceij + ? 11High demand-low controlij + ? 12 Job securityij + ? 13 Informationij + ? 14 Role conflict ij + ? 15Social sup port ij + ? 16 Conflict at workij + ? 17 Flexible hoursij + ? 18 Logpay ij + ? 19 Job futurei + ? 20 Recognition leaderi + ? ij . The i subscript refers to different persons and j refers to different measurements for person i, Job satisfaction (JS) is the dependent variable, a the constant, b is the vector of the coef? ients of the explanatory variables, and eij is a random error term. Questionnaire answers on job future opportunities and recognition from leaders are only available for the 2000 cross-section. The estimation method is maximum likelihood and the statistical computer programs used were SAS 8. 2 and STATA 9. 0, the logit procedure and the clogit procedure. Results are presented as factor changes in odds, expressing the increase in the odds of being in the group having a high degree of job satisfaction, for a one point, or level, increase in the explanatory variable. 4. ResultsIn this section we present the empirical results based on four sets of analyses. (1) Preliminary regression analyses on gender differences. (2) Main results Estimating the probability of the outcomes being highly satis? ed with the job and being dissatis? ed with the job using conditional likelihood estimation. (3) An ordinary logistic regression analysis using only data from 2000 with addition of recognition from leaders and future job opportunities to the model. This model is used for predicting the probability of having a high level of job satisfaction when rewards are optimized and work environment factors are at unfavourable levels. 4) A fourth and last analysis has the purpose of validation of the question on job satisfaction and consists of a regression where job satisfaction as response variable is substituted by a question on the degree of motivation and engagement in ones work. 4. 1 Preliminary analyses on gender differences Initially, tests for gender interaction effects are performed. For private-sector employees, social support shows both a signi? cant gender effect and a general effect on job satisfaction. For public-sector employees job security indicates a signi? ant gender effect and a general effect. In both cases being a woman increases the impact on the level of job satisfaction. The gender interaction effects are veri? ed when running separate regressions on genders still using the division on sectors. The results can be seen in Appendix B. Due to the loss of observations when using ? xed effects regressions these regressions are run on on ly the 2000 cross-section using ordinary logistic regression on the outcome being highly satis? ed. A few results turn out to be gender speci? only for publicly employed men, having no education above high school level lowers the probability of a high level of job satisfaction and having a leading position increases the probability of high job satisfaction signi? cantly. For publicly employed women only, the unemployment rate is signi? cantly and inversely related to the level of job satisfaction. Job security is signi? cant as suggested by the found interaction effects. For privately employed men and women, gender-speci? c effects are in? uence that increases the 2011 CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing Ltd 0 Lea Sell Bryan Cleal probability of high job satisfaction for men, job security that increases the likelihood of job satisfaction for women, and being exposed to aggression at the work place, which is only signi? cant for women. Moreover, the coef? c ient of social support is larger for women than for men corresponding to the results of the gender analysis. In regard to wages, the effect is large and positive for both privately employed men and privately employed women but nonsigni? cant for both genders within the public sector.As discussed in the statistical analysis section multicollinarity existed between education in years and wage. Therefore educational levels are entered as separate variables to the model. Ultimately, only having no further education beyond high school and having a short further education were statistically signi? cant (p 0. 05) and these levels are therefore kept in the model. 4. 2 Results using conditional likelihood on the combined panel of data from 1995 and 2000 The gender interaction effects found and the two variables representing educational level are now entered in the ? al model. The results are shown in Table 2. The left section of the table shows the results when estimating the probability of having a high level of job satisfaction and the right section of the table shows the results when estimating the probability of having a low level of job satisfaction, the latter in order to test for a duality in the impacts on job satisfaction as discussed in Section 2. spirit ? rst at the results for the economic and demographic measures, the odds of being in the high job satisfaction category are reduced with one-? th for every additional child for private employees, although the latter effect is only borderline signi? cant (p = 0. 077). This result is matched in the public sector, in the way that the odds of having a low level of job satisfaction triple for an additional child. For privatesector employees, having no more than a high school education, opposed to having an educational level above high school, nearly triples the odds of being in the high job satisfaction category and also reduces the odds of being in the low job satisfaction category, although the latter effect i s only borderline signi? ant (p = 0. 063). Having a medium length or short further education nearly halves the odds of being highly satis? ed with ones job. Educational level does not show any effects of signi? cance for public-sector employees. High tenure raises the odds of being in the low job satisfaction category for public-sector employees, a result not matched elsewhere. Within both sectors, the level of job satisfaction seems to be related to the size of the unemployment rate, and the scope of this relation is similar for private and public employees.The sizes of the odds indicate an 8. 3 per cent decrease in the odds of being in the high satisfaction category per per cent increase in the unemployment rate for private-sector employees and a 9 per cent decrease in the odds of being in the high satisfaction category per per cent increase in the unemployment rate for public-sector employees. In regard to occupational health factors, the public and the private sector have four f actors in common role con? cts nearly halves the odds of being in the high satisfaction category in both sectors, odd work positions decrease the odds of being in the high satisfaction category for private employees by one-third, and for public employees by nearly one-half. Increasing the level of information that concerns the work place raises the odds of being highly satis? ed by 71 per cent for privately employed and by 91 per cent for publicly employed workers. For each increase in the level of social support, the odds of being highly satis? ed increase by 58 per cent and 31 per cent, respectively. For public employees, increasing the level of in? ence increases the odds of being highly satis? ed with the job by 71 per cent, and having foreseeable job security above 12 months nearly doubles the odds of being in the high job satisfaction category. For private-sector 2011 CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing Ltd 1. 061 0. 811(*) 2. 881* 0. 558* 1. 009 1. 34 9 0. 917* 0. 525* 0. 681* 1. 045 0. 965 1. 532 1. 709* 0. 537* 1. 576* 0. 973 1. 246* 1. 698(*) 0. 755* 0. 6741. 672 0. 6431. 023 1. 3426. 186 0. 3590. 868 0. 9781. 040 0. 7072. 573 0. 8760. 960 0. 3030. 907 0. 5140. 903 0. 8491. 292 0. 4462. 091 0. 9042. 596 1. 3802. 116 0. 3980. 23 1. 2571. 978 0. 5551. 705 1. 1031. 409 0. 9902. 913 0. 5750. 992 CI 1. 310 1. 047 0. 497 0. 796 0. 974 0. 460 0. 910* 0. 739 0. 579* 1. 710* 0. 595 2. 042(*) 1. 906* 0. 525* 1. 309* 0. 936 1. 035 1. 386 0. 150* OR ? xed 0. 6392. 682 0. 7551. 452 0. 1531. 618 0. 4311. 472 0. 9321. 019 0. 1501. 417 0. 8580. 965 0. 3461. 576 0. 3580. 935 1. 1422. 559 0. 0586. 084 0. 8914. 680 1. 3552. 681 0. 3370. 817 1. 0921. 569 0. 5521. 589 0. 8501. 260 0. 4634. 154 0. 0270. 825 CI Public (Reg. 2) 1. 379 0. 803 0. 062(*) 0. 414 1. 046 3. 378 1. 006 3. 843* 1. 238 1. 943* 4. 482* 3. 012* 2. 112* 2. 247(*) 1. 496* . 825 0. 913 1. 176 OR ? xed 0. 3605. 274 0. 3941. 639 0. 0031. 157 0. 0852. 022 0. 9511. 150 0. 32035. 729 0. 9061. 116 1. 23811. 926 0. 6532. 347 1. 1763. 212 1. 42514. 091 1. 0168. 933 1. 2223. 650 0. 9495. 320 1. 0592. 114 0. 6794. 902 0. 6411. 300 0. 2755. 038 CI Private (Reg. 3) b 0. 744 3. 396* 11. 731 2. 327 1. 195* 0. 061 1. 017 0. 358 1. 250 3. 186(*) 0. 727 0. 939 2. 052(*) 1. 152 1. 586(*) 4. 557(*) 0. 805 1. 766 OR ? xed 0. 1403. 948 1. 04910. 993 0. 469293. 833 0. 38314. one hundred twenty 1. 0251. 395 0. 0 0. 8611. 202 0. 0462. 809 0. 5732. 724 0. 97510. 409 0. 0717. 497 0. 1276. 940 0. 964. 699 0. 3483. 819 0. 9362. 689 0. 96221. 598 0. 3721. 740 0. 16019. 521 CI Public (Reg. 4) Low job satisfactionc Dichotomous variables. Gender interaction effects Male = 1. c Scales are turn for in? uence, job security, information, social support, and ? exible hours when estimating job dissatisfaction. CI 95% con? dence interval. Signi? cance levels(*) 0. 05 p 0. 10, * 0. 0000 p 0. 05. Number of observations Reg. 1 = 1,200, Reg. 2 = 650, Reg. 3 = 282, Reg. 4 = 128. -log (Likelihood) Reg. 1 = 317. 1, Reg. 2 = 172. 6, Reg. 3 = 50. 8, Reg. 4 = 27. 3. Pseudo R2s Reg. 1 = 0. 24, Reg. 2 = 0. 3, Reg. 3 = 0. 48, and Reg. 4 = 0. 38. a Cohabitinga Number of children High school or lessa Short further education Job tenure in years Leader statusa Unemployment rate 1. Noisea 2. uneven work positions 3. In? uence 4. Low controlhigh demand 5. Job security 1 yeara 6. Information 7. Role con? ictsa 8. Social support 9. Exposed to aggressiona 10. Flexible hours Monthly pay. Ln kr Male social supportb Male job securityb OR ? xed Private (Reg. 1) High job satisfaction Table 2. Results from conditional logistic regression, when estimating the probability of being highly satis? ed with ones job and being dissatis? ed with ones job.Divided on private-sector and public-sector employees Job Satisfaction, Work Environment, and Rewards 11 2011 CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing Ltd 12 Lea Sell Bryan Cleal employees, three additional factors have signi? cant impacts on the probability of being highly satis? ed with ones job noise halves the odds of having the highest level of job satisfaction more ? exible working hours increase the odds of being highly satis? ed by 25 per cent and ? nally the odds of log pay suggest that when log pay is increased by one unit the odds of being in the high satisfaction category increase by nearly 70 per cent.The effect is borderline signi? cant (p = 0. 054). Comparing the results from the conditional likelihood estimation with the results from the ordinary logistic regression analyses (as shown in Appendix B), a few discrepancies emerge for publicly employed men having no more than a high school education lowers the probability of a high level of job satisfaction and having a leading position raises the probability of a high level of job satisfaction using ordinary regression analysis only. In? uence raises the probability of high job satisfaction signi? cantly for privately employed men but not when using ? ed effects analyses. For public employees, being exposed to aggression at the work place lowers the probability of high job satisfaction when using ordinary logistic regression analysis and the corresponding result from the ? xed effects regression is an increase in the probability of dissatisfaction when being exposed to con? icts. For private employees odd work positions only show an effect in the ? xed effects analysis. Looking at the results of predicting being dissatis? ed with ones job several factors impact on the probability of both having a high degree of job satisfaction and being dissatis? d with the job. This is the case in the private sector for noise, information, role con? icts, and social support, and in the public sector for in? uence, information, and social support. On the other hand, being exposed to violence, threats of violence or teasing, or having a job with low control in combination with high demands only has an impact on the probability of being dissatis? ed with the job. 4. 3 Hazards and the effects of rewards on the likelihood of being highly satis? ed with the job Following the results from the regressions presented in the previous sections, pay is only a signi? ant predictor of having a high level of job satisfaction in the private sector, and did not seem to have any impact on the probability of being dissatis? ed. Within both labour economic studies and work psychology, future opportunities and recognition are also considered as rewards of work. As additional information is available on future opportunities and recognition in data from 2000, the following analysis incorporates all three types of rewards. In addition, people were asked in 1995 what they considered to be the most important aspect of their work.Of the three possible answers, 11. 2 per cent answered that the pay was good (6. 0 per cent in the public sector and 14. 8 per cent in the private sector), 58. 0 per cent answered that the work interested t hem (65. 6 per cent in the public sector and 52. 7 per cent in the private sector), and 30. 8 per cent answered that they got along well with colleagues (28. 4 per cent in the public sector and 32. 4 per cent in the private sector). The differences among public and private employees with regard to pay support the evidence from our analyses.However the results also suggest that alternative rewards may be considered although the capability of these rewards to compensate for hazards in the work environment is more uncertain. The second question we have sought to investigate is whether employees exposed to hazards at work for which they receive above average rewards, when comparing with employees in non-hazardous work with average rewards, report the same level of job satisfaction. This was achieved by means of calculations of predicted probabilities. The factors tested were signi? ant predictors of both having a high level of job satisfaction and being dissatis? ed with the 2011 CEIS , Fondazione Giacomo Brodolini and Blackwell Publishing Ltd Job Satisfaction, Work Environment, and Rewards 13 job. Initially, a regression on the 2000 cohort integrating recognition from leaders and future possibilities in the model was performed. The results from this regression are shown in Appendix C. The hazards analysed for private-sector employees are high noise, low levels of information and social support, and role con? icts. For the public sector, low levels of information, in? ence, and social support are chosen. The results from varying the levels of these variables from their best, to their finish up case, and at the same time maximizing the three types of rewards are shown in Table 3. The values in column 2 express the probability of being highly satis? ed with the job when each of the six chosen work environment factors are in their most positive position and all other variables are held constant at the mean. Column 3 shows the probability of being highly satis? ed w ith the job when each of the six hazards is at the most negative level.Columns 4, 5 and 6 give the probability of having a high level of job satisfaction when the individual factors are at the worst case, single rewards are at their best, and all other variables are at their mean. Having the lowest level of information gives the lowest probability of having a high degree of job satisfaction observed for private-sector employees (0. 62). For public-sector employees the likelihood of being highly satis? ed with the job when information is at the lowest level is 0. 56. This is the case when all other variables are held at an average level.Moreover, the probability of being highly satis? ed with ones job never exceeds 0. 75 as long as information is low, which is below both 0. 81 and 0. 79, the average probabilities of being highly satis? ed with the job within the public and the private sector. Low in? uence predicts the lowest probability of a high level of job satisfaction for public sector employees, which is 0. 56. In this case it is not possible to reach the same level of job satisfaction when having the lowest possible level of in? uence, as compared with those experiencing a high level of in? uence even if receiving maximum rewards.The same is evident for social support for employees in both sectors. In contrast, the impacts of high noise or experiencing role con? icts on the probability of having a high level of job satisfaction are, however, neutralized by either the highest level of leader recognition or future opportunities, or a high wage, being among the best-paid 2 per cent in the sample. 4. 4 Hazards and the effects of rewards on the likelihood of being highly motivated in the job The analysis made in Section 4. 3 is repeated now predicting the probability of having the highest level of motivation when the levels of in? ence, social support, and information are at their worst, individual rewards are at their best, and all other variables are at thei r mean. The results of this regression are shown in Appendix D. Table 4 is analogous with Table 3. The results in Table 4 are consistent with the results in Table 3, except that receiving the highest level of leader recognition now seems to compensate privately employed for a low level of social support. 5. Discussion The way work environmental and socio-economic factors related to job satisfaction was not only in terms of either increasing job satisfaction or not, i. e. eing motivational factors or not. Thus in line with Herzberg et al. s (1959) theory some job factors also function as maintenance factors that are only being capable of making employees dissatis? ed with the job. In addition to this, some factors only had the impact of lower the likelihood of being highly satis? ed with the job. These could be characterized as inconvenience factors with an unsettling effect on the motivation factors. 2011 CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing Ltd 2011 CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing Ltd 0. 713 0. 618 0. 727 0. 736 0. 563 0. 754 0. 598 . 798 0. 825 0. 881 0. 812 P(High JS) when X at its worst and the rest of the factors at their means 0. 838 0. 879 0. 829 0. 520 0. 721 0. 556 0. 804 0. 727 0. 814 0. 821 P(High JS) when Pay is at maximum, X at its worst, and the rest of the factors at the means 0. 701 0. 848 0. 730 0. 817 0. 743 0. 827 0. 834 P(High JS) when Leader Recognition high, X at its worst, and the rest at the means 0. 717 0. 858 0. 746 0. 815 0. 741 0. 825 0. 832 P(High JS) when Future Opportunities are high, X at its worst, and the rest at their means Probability of high Job Satisfaction for private employees when all variables at their mean 0. 901. Probability of high Job Satisfaction for public employees when all variables at their mean 0. 8052. Leader recognition is at its highest when the employee has answered To a very high degree when asked Is your work acknowledged and appreciated by the manag ement? and future opportunities are maximized when the employee has answered To a very high degree when asked Are the future prospects of your job good? . Private sector Noise Information Social support Role con? ict Public sector Information Social support In? uence P(High JS) when X is optimal and the rest of the factors at heir means Table 3. Probability of a high level of Job Satisfaction (JS) for varying levels of dissatisfaction factors and rewards (X) 14 Lea Sell Bryan Cleal 0. 268 0. 320 0. 338 0. 408 0. 161 0. 396 0. 467 P(High M) when X at its worst and the rest of the factors at their means 0. 474 0. 532 0. 507 0. 380 0. 453 0. 187 0. 299 0. 353 P(High M) when Pay is at maximum, X at its worst, and the rest of the factors at the means 0. 443 0. 518 0. 230 0. 414 0. 476 P(High M) when Leader Recognition high, X at its worst, and the rest at the means 0. 448 0. 523 0. 233 0. 356 0. 415 P(High M) hen Future Opportunities are high, X at its worst, and the rest at their mean s Notes Motivation is at its highest when the employee has answered Yes, indeed when asked Do you feel motivated and engaged in your work? 39. 2% of the private employees and 46. 3% of the public employees answer Yes, indeed. Private sector Information Social support Public sector Information Social support In? uence P(High M) when X is optimal and the rest of the factors at their means Table 4. Probability of a high level of motivation (M) for varying levels of dissatisfaction factors and rewards (X)Job Satisfaction, Work Environment, and Rewards 15 2011 CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing Ltd 16 Lea Sell Bryan Cleal While adding to the credibility of results, many respondents unfortunately are lost when using conditional likelihood estimation as those with none changing characteristics are dropped from the analysis. When comparing the results of the ordinary regression analyses with the results using conditional likelihood estimation it did not seem that controlling for ? xed effects alters results in regard to the subjective measures used.A possible explanation is that most answers are put as frequencies of exposure during working hours leaving less room for misconceptions of the questions. About two-thirds of the results on work environment variables were common for public- and private-sector employees, with effects of just about the same size. Common factors were odd work positions and role con? ict, both factors lowering the probability of having a high level of job satisfaction, and information on decisions that concerns the work place and social support, of which higher levels predicted being highly satis? d with the job and lower levels predicted job dissatisfaction. Factors being speci? c for the private sector were noise and a combination of low control and high demands, whereas exposure to aggression at the work place and level of in? uence only seemed to have an effect on public employees. Being exposed to violence, thre ats of violence or teasing, and having a job with low control in combination with high demands are examples of maintenance factors as the extent of their impact is con? ned to negative outcomes.In accordance with our results, public employees have been shown to have an increased risk of experiencing con? icts, teasing, or threats of violence at work (see Hoegh, 2005) whereas jobs with low control and high demands are typically found on industrial work sites within the private sector. In testing the ameliorative capability of rewards to compensate for the negative effects on job satisfaction deriving from exposure to (primarily psychosocial) hazards in the work environment, our results indicated only a limited effect for this type of compensating differential.In particular, rewards could not neutralize the effects on job satisfaction when employees have low levels of information on decisions that concerns the work place, social support, or, as a result for public employees only, in? uence. Most previous studies searching for evidence of compensating wage differentials for work environment hazards have been concerned with observable occupational health hazards (see Rosen, 1986), an exception being for very stressful work (French and Dunlap, 1998). The results were duplicated and even more pronounced when the analysis was repeated substituting job satisfaction with motivation.Where the same fraction of public employees and private employees reported being highly satis? ed with the job, there was a discrepancy among the two sectors when comparing the fraction of employees inform to be highly motivated. Thirty-nine per cent of the private employees and 46 per cent of the public employees reported to be the highly motivated. These results also correspond to the result that more public than private employees report that the most important aspect of their work was that the work interested them (66 per cent versus 53 per cent).The differences are small but the results support the theory that public employees should have higher intrinsic motivation (Benabou and Tirole, 2006). As wages did not show any signi? cant impact on the level of job satisfaction for public employees and neither had any signi? cant compensating value in regard to certain hazards at the job, the results also point to that publicly employed workers are less motivated by high pay and place a higher value on the intrinsic rewards as also seen in Karl and Sutton (1998) and Houston (2000).Very low probabilities of having a high level of job satisfaction (0. 56) and being highly motivated at the job (0. 16) were evident for public employees with the lowest level of in? uence. This clearly suggests that lack of in? uence can demotivate public employees and points to that 2011 CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing Ltd Job Satisfaction, Work Environment, and Rewards 17 intrinsic motivation can be undermined if people feel controlled, and have little autonomy an d freedom in performing work tasks (Deci and Ryan, 1985).Moreover, in the long run, lack of autonomy can pose a threat to value congruence between the employees and the organization, as suggested by Ren (2010). In regard to the results concerning gender differences, job security showed a general positive effect on job satisfaction as well as a gender-speci? c effect for employees in the public sector, suggesting women pursue job security more than men. For private employees, any effect of job insecurity would be dissatisfaction with the job and the size of the effect was just about the same for the two genders.In a study by DAddio et al. (2003), job security was found to have the same effect for men and women after adjusting for ? xed effects. Without adjusting for ? xed effects, men seemingly valued job security the most. In the study by Clark et al. (1998), they ? nd that the extent to which women or men pursue job security varies among countries and that the differences are relat ively small. These other studies have split the analyses on gender, which complicates comparison, and the differing time span of years over which the observations are made most ikely has an effect too. Clark et al. (1998) also ? nd that women report having good relations at work more often than men. Whereas Sloane and Williams (2000) ? nd that good interpersonal relations are most important for women. This is consistent with our ? nding that among private employees, women value social support more than men. The impact on job satisfaction from wages may also re? ect an effect of satisfaction with the job that derives from increased total expenditure opportunities as the question on job satisfaction in our study is one that re? cts overall job satisfaction. The results may also be dependent on the given wage structure as both wages and wages dispersion are lower within the public sector than within the private sector in Denmark at the time (Wadensjo, 1996). Finally, the impact on job satisfaction from the unemployment rate is large. DAddio et al. (2003) found a similar negative correlation between job satisfaction and the rate of unemployment. In both the study by DAddio et al. (2003) and our study, this relation is only signi? cant after controlling for ? xed effects.That is, apart from the result when making a separate analysis on gender and sector. It is noteworthy that the unemployment rate has these clear derived effects on the subjective feelings towards the job. According to the studies by Akerlof et al. (1988), a low unemployment rate makes it possible for unsatis? ed employees to change to jobs with more desired characteristics. Appendix A List of work environment variables 1. Noise cardinal levels according to answer to the below 3/4 or more of the work day being exposed to noise that high that one must raise the voice to be able to speak with others. . Odd work positions A score with a one point increase when respondents have marked a positive answer to the following questions 3/4 or more of the working hours the work entails work with 1. The back heavily bended forward with no support for hands or arms. 2. The body twisted or bended in the same way several measure an hour. 3. The hands lifted to shoulder height or higher. 4. The neck heavily bended forward. 5. Squatting or kneeling. 2011 CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing Ltd 18 Lea Sell Bryan Cleal 3. In? uence Four levels Can you plan your own work? 4.Low controlhigh strain In? uence Four levels Can you plan your own work? Job variation Four levels Is your job varied? Time pressure Recoded into two levels 1995 Does your work entail that you have to work under time pressure in order to get certain pieces of work done? 2000 Is it necessary to work very fast? Mental demands Does your work demand all your attention and concentration? 5. Job security Two levels according to (1995) Certain or pretty sure of keeping the job the next 12 months. (2000) The present job is not a ? xed-term appointment with less than 12 months left. . Information Four levels Are you informed about decisions that concern your work place? 7. Unclearness of role and con? icting demands Two levels according to the consent or not of either of two statements It is clear what my responsibility. I experience con? icting demands in my work. 8. Social support (four levels No support, always support from colleagues but not always from superiors, always support from superiors but not always from colleagues, always support from colleagues and superiors) 1995 Do you receive help and encouragement from your superior/colleagues? 000 How often do you receive help and support from superior or colleagues? 9. Con? icts, teasing, unwanted sexual attention, threats, or violence (two levels) 1995 Are you exposed to any form of unpleasant teasing, unwanted sexual attention, threats of violence, or violence at your work place? (Not reporting any incidents constitutes a no) 200 0 receive you been exposed to unpleasant teasing, unwanted sexual attention, threats of violence, or physical violence at your work place within the last 12 months? (Not reporting any incidents constitutes a no) 10.Flexibility of work schedule Four levels according to the time space within a respondent can vary the daily working schedule without giving further notice. Can you change the placing of your working hours from day to day without making prearrangements, e. g. meet at work late or leave work early? 11. Recognition Four levels Is your work acknowledged and appreciated by the management? 12. Future opportunities Four levels Are the future prospects of your work good? 2011 CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing Ltd Job Satisfaction, Work Environment, and Rewards 19Appendix B Estimating high job satisfaction on the 2000 cross-sectional data. Divided on gender Men Private (Reg. 1) Women Public (Reg. 2) Private (Reg. 3) Public (Reg. 4) Coef. Cohabitinga Num ber of children High school or lessa Short further education Job tenure in years Leader statusa Unemployment rate 1. Noisea 2. Odd work positions 3. In? uence 4. Low controlhigh demand 5. Job security 1 yeara 6. Information 7. Role con? ictsa 8. Social support 9. Exposed to aggressiona 10. Flexible hours Monthly pay. Ln kr Standard error Coef. Standard error Coef. Standard error Coef. Standard error 0. 258 -0. 067 0. 237 0. 437* 0. 010 0. 181 -0. 011 -0. 587* -0. 176 0. 244* -0. 658 0. 087 0. 475* -0. 626* 0. 371* -0. 294 0. 175* 0. 639* 0. 1896 0. 0728 0. 1999 0. 1916 0. 0086 0. 2451 0. 0295 0. 2142 0. 1062 0. 0906 0. 4282 0. 3488 0. 0926 0. 1441 0. 0678 0. 2811 0. 0528 0. 2705 0. 1700 -0. 078 -0. 638* 0. 060 -0. 004 0. 743* 0. 010 0. 104 -0. 493* 0. 395* -0. 919 -0. 292 0. 759* -0. 578* 0. 314* -0. 732* 0. 143 0. 066 0. 2248 0. 0860 0. 2592 0. 1890 0. 0093 0. 3642 0. 0223 0. 2853 0. 1827 0. 1190 0. 6509 0. 2948 0. 1206 0. 1632 0. 0742 0. 1916 0. 0598 0. 2794 0. 307 -0. 026 0. 286 -0. 481* 0. 006 0. 348 0. 021 -0. 529(*) -0. 26 0. 121 -0. 991 0. 469* 0. 607* -0. 435* 0. 459 -0. 348* 0. 171* 0. 611* 0. 2327 0. 1004 0. 2709 0. 2177 0. 0109 0. 5299 0. 0369 0. 2808 0. 1476 0. 1252 0. 5711 0. 3909 0. 1390 0. 2099 0. 0856 0. 2922 0. 0685 0. 2802 0. 167 -0. 015 -0. 117 -0. 1656 0. 010 -0. 267 -0. 029* -0. 044 -0. 380* 0. 247* -0. 003 0. 369* 0. 623* -0. 542* 0. 362* -0. 335* 0. 104* -0. 092 0. 1477 0. 0612 0. 1804 0. 1349 0. 0070 0. 2914 0. 0139 0. 1963 0. 1126 0. 0880 0. 5338 0. 1888 0. 0896 0. 1212 0. 0508 0. 1397 0. 0471 0. 2195 a Dichotomous variables. CI 95% con? dence interval. Signi? cance levels (*) 0. 05 p 0. 10, * 0. 000 p 0. 05. Number of observations Reg. 1 = 1,356, Reg. 2 = 959, Reg. 3 = 728, Reg. 4 = 1,754. -log (Likelihood) Reg. 1 = 639. 3, Reg. 2 = 483. 2, Reg. 3 = 363. 1, Reg. 4 = 907. 1. Pseudo R2s Reg. 1 = 0. 17, Reg. 2 = 0. 18, Reg. 3 = 0. 17, and Reg. 4 = 0. 13. Appendix C Estimating high job satisfaction on the 2000 cross-sectional data (Re g. 1) (Reg. 2) Private (N = 2,057) Public (N = 1,296) OR Cohabitinga Number of children High school or lessa Short further education Job tenure in years Leader statusa Unemployment rate 1. Noisea 2. Odd work positions 3. In? uence 4. Low controlhigh strain . Job security 1 yeara 6. Information Pz CI lower CI higher OR Pz CI lower CI higher 1. 358 0. 934 1. 361 0. 653 1. 016 1. 252 1. 006 0. 628 0. 845 1. 121 0. 464 1. 186 1. 430 0. 042 0. 263 0. 064 0. 004 0. 024 0. 323 0. 796 0. 008 0. 058 0. 139 0. 033 0. 535 0. 000 1. 011 0. 829 0. 982 0. 488 1. 002 0. 802

HR Generalists vs. Specialist Essay

Working in construction teaches you a good deal of planetaryist versus specialist management. It is often understood that general managers are what tally the projects together however, the specialists are who get the job done. Similar to this functionality, human resource management also struggles to decipher the value of both types of managers. Whether it is in construction, accounting, finance, business administration, health care, law, etc., there are always individuals who obtain knowledge on different levels. Having slight knowledge of a particular specialty doesnt make them less valuable. In my professional opinion, I believe the value of a generalist and a specialist are much often based on the batch of the project or organization. Timothy Bartram and his fellow colleagues discuss these relationships in their article titled Editors Note Specialist Versus Generalist Managerial Roles in HRM. Bartram collects a hardly a(prenominal) articles by various authors to convey wh at happens in the corporate world between these positions. From my understanding, the authors of this article are advocating for the HR specialists of the world.They find that the specialists often get bullied by the general managers because of their perfectionism. According to the authors, human resource generalists focus more on the rate of productions while HR specialists focus on protecting the organization from legal indebtedness (Bartram, 2013). Since in most case, the specialists report to the general manager, it is common for the general manager to feel superior however, Bartram and his colleagues beg to differ. Although they seem to be the voice of the HR specialists, they are in no way undermining the cypher of HR generalists. In the second article I read the authors Steven J. Cesare and Coleen Thornton discuss the importance of both managerial positions and their responsibilities. though they may not have intended to, theyre article seems to suggest that generalists are more anxious to climb the corporate ladder while specialists work to achieve their own goal and recognition from their peer specialists.This is an interesting argument and relatively true in many cases. I, also, have come to learn that generalists more often seek the approval and applause of their superior while specialists are more interested in being innovative and furthering their knowledge. Cesare and Thornton mention how individuals evaluate themselves as either position according to their education versus their profession. For example, if an individual obtains a degree in locomotive engineering and works as a project manager, they consider themselves an engineer which is the specialty while a project manager is more general. Vice versa, people also identify themselves as their profession over their academic degree.

Aviation Professionalism

Aviation Professionalism The Qualifications, Attributes, Ethics, and Responsibilities of Aviation Professionals Yadvinder Singh ASCI 202 Anthony Miller March 7, 2013 Once some matchless joins the Airlines industry as a professingal, be it a pilot, a technician, or an air traffic ascendance, they atomic number 18 committing to a certain take aim of responsibility and expectation. In my do it I have come across professionals who I have felt suited their role to near perfection while others in the identical congeal at times fall short of basic expectations.The issue of professionalism and responsibility in the airline industry has been in focus recently due to some recent events like the Northwest pilots debauched past their destination airport, in-flight breakdowns and rants by pilots and flight attendants, and airline mergers. I feel that sometimes media speculation exaggerates the issues presented to society and highlights mistakes where the earthly concern gets the impres sion that these types of incidents and errors atomic number 18 taking place daily.The reality is that safety measures are an integral part of an airline workers training and major errors or incidents occur rather infrequently. At the same time, another reality is that a mistake made by an airline employee, whether pilot, technician, or air traffic controller runs the endangerment of creation fatal and this is where the attributes and ethics of an individual come into play. Pilots are required to complete extensive training and log thousands of hours of flight time sooner they can land a business line with the major carriers, soI feel the qualifications alone can be met by many but perhaps there necessarily to be some sort of training or measure of ethical behavior of an individual because that can help determine how they will treat the level of responsibility associated with their job. Most flights complete their course without incident and this can naturally cause someone to relax their mind or reflexes a little, but no flight should be treated with any negligence whatsoever. The incident with the Northwest flight (NY Times 2009) crew is an i cope example of this.The pilots had a combined flying experience of over 30,000 hours, yet they committed an error that resulted in a major embarrassment and which could have cost lives. The main cause cited for this blunder is that the pilots were disconcert during flight because they were engaged in personal matters on their laptops, which is a violation of airline safety guidelines. Is the root reason for this incident just poor opinion and misbehavior of the pilots or perhaps not enough emphasis on responsibility in their training?The hundreds of hours of flight time required to be a pilot come with a hefty price, so anyone who is a pilot has surely proven their passion and persistence for flying. However, its a wonder that this same dedication doesnt follow through for some once theyve landed a job with a ma jor carrier and I think it whitethorn be because the path is often so strenuous that getting a job itself is treated as the goal, when it actually is a stepping stone to really being a pilot. Air traffic controllers have also been in the news recently with incidents of suspicion that they are distracted and even sleeping on the job (USA Today, 2011).Here is a profession where mistakes are simply not allowed because the repercussions can very likely be fatal. I think there has to be a shut up monitoring of on the job behavior because the job itself runs the risk of complacency. Its important to note that fatal incidents have been few and far between, but the risk is still great enough to warrant better oversight. A person who works as an air traffic controller needs to be one who is naturally very focused and detail oriented because the rules, the risks, the guidelines and need to be responsible and focused can be taught, but ultimately, this is behavior they have to showcase.Techni cians are a group of people Ive had several years of close working experience with as both a former technician and in my electric current role of Inspector. Unfortunately, the current crop of technicians are a group I find to be well intentioned, but without enough working experience as theyre often straight out of high school. This doesnt mean they dont possess the necessary attributes or approach to be made and responsible technicians, because these are often the deciding factors but I think there needs to be more training and understanding of the great deal of responsibility they are taking on as technicians.Professionalism to me is a good mix of knowledge, a candid commitment to ones job, the disciplined passion, and the ability to make halal but sound judgments. To put it into simple terms Professionalism simply means doing the right thing, even when you have had a long day and also when you are not in some spotlight. Whether you are a pilot, a technician, or an air traffic controller or any employee in the aviation profession these attributes or qualities have to be considered in taking the professional approach in todays aviation profession.Works Cited Matthew L. Wald (2009, Oct 26). Off-Course Pilots Cite Computer Distraction. NY Times. Retrieved October 26, 2002 from http//www. nytimes. com/2009/10/27/us/27plane. html? _r=0 Alan Levin (2011, Apr 21). Recent air controller incidents no signs of crisis, experts say. Us Today. Retrieved April 21, 2011 from http//travel. usatoday. com/flights/story/2011/04/Recent-air-controller-incidents-no-sign-of-crisis-experts-say/46338056/1

Respect Quotes

Respect is very essential to each of us and it is one of the admirable altitudes that a somebody always wants to earn. Anyway, everyone deserves to be discovered and all of us must respect each other. However, not all people in the world know how to respect other people as well. There are so legion(predicate) disrespectful people that were not taught not taught how to be kind to others. So, if thats the case, it is more than better if they read more quotes well-nigh respect. And these disrespectful people would surely appreciate the real meaning of the word respect.Actually, you can read so many quotes about respect from the different sources like books, bible and from the different internet sites. Well, I film in here a list of some fire quotes about respect. So to start, I have here a quote from Jarod Kintz Respect doesnt have to be shiny. It just needs to be wearable. Would you be so kind as to hold my jockstrap while I stir your hot coffee? Then I also have in here very fam ous quotes about respect from Confucius. Respect yourself and others ordain respect you. Next we also have another inspiring quote about respect by Fyodor Dostoyevsky If you want to be respected by others, the great thing is to respect yourself. Only by that, only by self- respect will you compel others to respect you. We also have a heartfelt touching quote by Mahabharata Should even ones enemy arrive at the doorstep, he should be attended upon with respect. A tree does not withdraw its cooling shade even from the one who has come to cut it. Then lastly, we have a quote from Laurence Sterne, Respect for ourselves guides our morals respect for others guides our manners. Always put these quotes in mind because these quotes are very important for us because it serves as a guide in making us a better someone. It is such a nice thing if a person is respectful a hazard of people will look up to those respectful people. It is not hard to respect other people because all you need to d o is to be photosensitive to other peoples feelings and to know your limitations. Meanwhile, for those people who are not respectful, well, they might just learn their lessons soon and will realize that a person who is rude could not make a person happy and contented.