A Research Study On Entrepreneurship - 2610 Words

Entrepreneurship is often a difficult undertaking since a majority of new businesses fail, but in many ways, it s never been easier to become an entrepreneur. According to research by Shikhar Ghosh, a Harvard business school lecturer, three out of four venture-backed start ups fail (Bruder). Ghosh also found that more than 95% of start ups fall short of their initial projections (Bruder). Being an entrepreneur is not as easy as some people think. The hours are long and sometimes they have to make hard decisions, but the ability to stand behind your decisions is essential (Drexler). People like Bill Gates, Michael Dell, Steve Jobs, and Larry Page form our conception of entrepreneurship. The inventions and products created by these people†¦show more content†¦Baron mentions many times these phases are meant to be broad and don’t necessarily include all actions performed by entrepreneurs or variables that may influence their performance or their organization s outcome. Prelaunch is the period that comprises all the activities performed before the actual launch of a new organization. During this period, entrepreneurs are not quite entrepreneurs yet. This phase consists of the evolution of the vision for one’s company, the full development of intentions to proceed with the creation of the company, recognition of opportunities and the evaluation of the opportunities. All these factors lead to the next phase -- the launch -- of creating one’s new venture. After those factors have been dealt with, they are followed by efforts to assemble these necessary resources: human, financial, informational, and other. One needs some way to fund the development of their new company, find people to work for them, and what exactly they are going to be producing and/or providing. Launch is the phase that involves all the activities related to the actual, serious launch of a new company and the initial period of its public operation. The launch period includes creating marketing plans and an overall strategy for utilizing the opportunities recognized in the prelaunch period, choosing a legal form for the new company (e.g. S CORP or LLC),Show MoreRelatedRelationship Between Entrepreneurship And The Economic Development Essay1091 Words   |  5 PagesBUSINESS RESEARCH METHODS Introduction This research seeks to establish the relationship between entrepreneurship and the economic development in Saudi Arabia. Entrepreneurship is the process of managing, organizing and developing a business venture in a competitive environment that is dynamic (Kuratko 2016 pp3). An entrepreneur is an inventor, leader, innovator, and pioneer and most significantly, a performer. The heart of a national advantage is often pegged on entrepreneurship. The operationRead MoreRelationship Between Entrepreneurship And The Economic Development Essay1314 Words   |  6 PagesResearch Brief Introduction This research seeks to establish the relationship between entrepreneurship and the economic development in Saudi Arabia. Entrepreneurship is the process of managing, organizing and developing a business venture in a competitive environment that is dynamic (Kuratko 2016 pp3). An entrepreneur is an inventor, leader, innovator, and pioneer and most significantly, a performer. The heart of a national advantage is often pegged on entrepreneurship. The operation of an enterpriseRead MoreA Study On Female Entrepreneurs1487 Words   |  6 PagesIntroduction The main aim of this study is to explore how female entrepreneurs have managed to open new ventures and also coping with the entrepreneurial system in the UK. Initially, women want to be part of the entrepreneurship activities and studies shows that the rate of women entrepreneurs is increasing (Brush et al, 2006). Gender discrimination is no longer a taboo in this twentieth century (Butler, 2003). 1.1 Research background In today’s business world, entrepreneurship is fundamental for the wholeRead MoreEntrepreneurial Ecosystem in Academic Organization827 Words   |  3 Pagessection explains the background of study. The second section contains the statement of the problem of this study whereas the third section stated the research objectives. The scope of this study is explained in the fourth section while the limitation of the study is explained in the fifth section. Then, the significant of the study are shown in the sixth section and the conclusion is elaborated in the last section. 1.2 Background Of Study Entrepreneurship is a crucial element for each countryRead MoreThe Promise of Entrepreneurship as a Field of Research638 Words   |  3 PagesPROMISE OF ENTREPRENEURSHIP AS A FIELD OF RESEARCH 1.0 Introduction To date, the phenomenon of entrepreneurship has lacked a conceptual framework. A research has been conducted in the difference social science disciplines and applied fields of business to create a conceptual framework for entrepreneurship. 2.0 Definition of Entrepreneurship Entrepreneurship is defined solely by the researchers in terms of who the entrepreneur is and what he or she does. The study of entrepreneurship must involveRead MoreOrigin Of Successful Enterprises Can Be Observed Among China Born Immigrants Essay1550 Words   |  7 Pagesbusinesses in the study that could be observed among China-born immigrants in the GTA were skilled, specialized or useful and functional personal or home related services and businesses. For instances, the practical and skillful of HAC home services, real estate brokerage, fast printing of Chinese business cards and fast food advertisings, accounting consulting, dating services, immigration consulting, Chinese supermarket, and hair salon. These businesses or services in the study were realistic,Read MoreA Research Study On Business Education1565 Words   |  7 Pages Running head: LEVERAGING RESEARCH TOENHANCE UNDERGRADUATE BUSINESS EDUCATION 1 Leveraging research to enhance undergraduate business education Luke Maass Northwest Missouri State University Authors note This paper was prepared for Student involvement in research activities in U.S. business schools used to be primarily offered to graduate students. However, many universities are now offering undergraduate research opportunities that can provide students with a deepRead MoreThe Effects of Dam Construction on the Environment, A Literature Review930 Words   |  4 Pagesadverse environmental, social and economic impacts to the affected areas and communities, the implementation of such project may give birth to new socio-economic opportunities with high entrepreneurial values. It is almost a truism in entrepreneurship research that the entrepreneurial process begins at a basic level with the discovery of opportunities (Shane Venkataraman, 2000). Opportunities are new means-ends frameworks, whereby a variety of new goods, services, raw materials, markets, andRead MoreWhat Does The Study of Regional Economy Teach Us?1436 Words   |  6 PagesWhat does the study of regional science help us understand? What are the three â€Å"building blocks† that underlie the complex patterns of location of economic activity? Should jobs move to people or should people move to jobs? Regional science is a sub field of social sciences that analyzes approaches to urban, rural, or regional problems. It involves the study of spatial patters to analyze the economic factors of a region. The study of regional science is necessary to improve the economy in todaysRead MoreThe Meaning of Technology Entrepreneurship1024 Words   |  4 PagesTechnology Entrepreneurship; Technological Entrepreneurship is the art or process of innovating and imminence assets and products for major return of profit in business. New and unique combinations of innovation are the result of Technological Entrepreneurship. The medium that alleviates wealth in firms, individuals, nations and regions, the research of technology entrepreneurship plays a significant role beyond the satisfaction of intellectual interest. Certainly, Technological Entrepreneurship effect

A Cultural Determination of Meaning Essay - 892 Words

HUM-101-010 Written Assignment 4 A Cultural Determination of Meaning Throughout historic culture, we can identify several changes in philosophical thought. Through the emergence of romanticism, we see a realization that, through passion, the paths of the hero and saint can be merged. In the agony and ecstasy of Michelangelo, it is obvious how the paths of hero and saint can be merged in the form of art, to attempt to reconcile the tension between them. In the enlightenment patterns of cultural mutation, we begin to realize that the way we converge the two paths depends on the historical context in which we view them. And finally, as a response to his cultural climate, Kierkegaard’s portrayal of Abraham shows how the hero-saint†¦show more content†¦This stems directly from the Greek ideal of the tragic hero and builds on romanticism, and Michelangelo portrays this in his Roman Pieta. Through the idea of the parent’s loss of the child, he is able to display heroism in the mother, through the dep iction of the biblical figures of Mary and Jesus. Michelangelo is reacting to a certain cultural context by combining contemplation with faith – the Florentine Renaissance and the timeless dynamic of human existence that he observed while in Rome. This leads us to the fact that these thought patterns are influenced by the culture in which they are observed through the changes in philosophical thought in the enlightenment. During the enlightenment patterns of cultural mutations, there is a growing emphasis on morality to determine one’s faith. Luther describes the individual as being responsible for his/her identity as a child of God. Science re-inserts the impersonal worldview of the hero into a Christian culture. The rise of capitalism brings the idea that human identity is based on a cultural environment which is organized in economic terms – with an emphasis on competitive advantage. All of these mutations point to the fact that the tensions between the two p aths are unable to be merged into one path; they swing in one direction or the other, based on the cultural climate. This brings us to a need to define one pathShow MoreRelatedThe Elusive Promise Of Indigenous Development : Rights, Culture, Strategy1053 Words   |  5 Pagesonce enabled indigenous advocacy to gain a first port of entry into law now stalls indigenous development, the ultimate goal of indigenous advocacy. â€Å"Deploy[ing] a self-conscious strategy of multidisciplinarity that refuses to distinguish between cultural critique and advocacy,† Engle considers so-called primary and secondary sources with equal weight, and as part of an argumentative continuum. She challenges the boundaries between anthropology and law, arguing that anthropology need not timidly bowRead MoreGuidelines For Ethical Research On Australian Indigenous Studies909 Words   |  4 PagesAustralian Indigenous Studies are based on principles of self-determination, Indigenous ownership and control over research. Discuss the potential for misunderstanding of procedures by those participating in research processes (e.g. non-Indigenous researcher and Indigenous Participants). Would there be similar cultural misunderstandings between an Indigenous researcher and non-Indigenous participant? Australian Indigenous rights to self-determination are grouped under broad categories, and are recognisedRead MoreThe Contemporary Concern Of Indigenous People At The International Platform Essay1594 Words   |  7 PagesThe contemporary concern for indigenous people at the international platform gained its popularity from the long-standing Sui generis deviation of self-determination standard, that supplements the Sui generis deviation which the twentieth century classic colonialism represents (Anaya 1996). Indeed, the concept of indigenous people is usually understood to mean a culturally cohesive group who suffers inequality with the state wherein they leave because of historical empire or conquest (UN DOC 1986;Read MoreRelationship Between Psychological Empowerment And Job Satisfaction1510 Words   |  7 Pagesbetween psychological empowerment and job satisfaction among Saudi women working in private enterprises. Specifically, this research attempts to examine the relationship b etween the psychological dimensions of empowerment (i.e., meaning, competence, impact, and self-determination) and overall level of job satisfaction among the participants. The following section includes some of the literature studies relevant to the relationship between psychological empowerment and job satisfaction. Several studiesRead MoreCultural Appropriation : Disrespects Of A Minority Culture776 Words   |  4 PagesCultural Appropriation Cultural appropriation is shown in many ways among the public. When a member of the majority takes an element of a minority culture and attempts to make it their own, they are appropriating the minority’s culture. Appropriating a culture is disrespectful and can lead to loss of valuable meaning of cultural practices. This is shown in many ways, such as the use of blackface or wearing a significant piece of Native American history as a fashion accessory. Each of these elementsRead MoreThe Treaty Of Waitangi And New Zealand Essay1100 Words   |  5 PagesNurses help to improve the health disparities between Pakeha and Maori in New Zealand (Nursing Council of New Zealand, 2011, pp. 14-17) The passing of sovereignty to the Crown and the colonisation of the Europeans in 1840 results in the loss of cultural beliefs, Maori language and practices (Kingi, 2007, p. 5). â€Å"Culture misunderstandings and bias† contributed to the to the status of Maori health and health disparities which still exist today (Mauri Ora Associates, 2006, p. 8). Health inequalitiesRead MoreSelf Determination And Personality : Edward Deci And Richard Ryan Essay1610 Words   |  7 PagesSelf-Determination and Personality Edward Deci and Richard Ryan first developed the concept of self-determination. They thought that to truly understand human functioning and well-being, researchers must assess the agentic nature of human behavior. The main focus of the theory concerns human motivation and personality. People are often motivated by an external factor such as rewards or praise but they are also intrinsically motivated. The intrinsic motivators are not usually externally rewarded butRead MoreDefinition Of Moral Realism Of The Floral Industry And Owning An Interior Commercial And Residential Business968 Words   |  4 Pageswhat is moral will evoke different responses within a group, culture, subculture or nation. In my profession in the floral industry and owning an interior commercial and residential business for almost 30 years, I learned much about color and the meanings of color between different cultures. An example of a simplistic question is how color is perceived by people. In the United States, and some other nations, to question the description of â€Å"green† or to ask for examples, will usually receive is aRead More Reflection on Ethnicity Essay567 Words   |  3 Pagesethnic groups have interacted and negotiated public realms similar to the method each separate population underwent to develop into its present framework. We continue to co-mingle cultures, borrowing tastes that suit our own self-definition and determination. The definition of what is â€Å"right† and what is valued varies from culture to culture, and from individual to individual. How we value differences affects our ability to embrace or reject entire cultures. When the knowledge that humans belong toRead MoreJustification of the Right to National Self-Determination1585 Words   |  6 Pages1. Introduction—Can the right to national self-determination be justified? 1.1. What is the right to national self-determination? The right to self-determination is the right of a group to determine political action concerning the group and its members. In this case, the right to national self-determination is the right of nations to have the institutions to make the political decisions that are of primary concern to the nation and its members (Shorten 2012: 44; Miller 1997: 81; Margalit and Raz

Critical thinking and Managerial Decisions Making

Question: Write a reflective essay on critical thinking and managerial decision making. Answer: Introduction Critical Thinking is a process of thinking out of the usual everyday thinking (automatic thinking), a Headscratcher. This Critical Thinking and Managerial Decision-Making course are an amazing and proven tool to enhance the thinking and decision-making skills, change the personality and future career of any student as well as an employee or businessperson. Critical thinking can also be defined in many other terms such as innovative, outside the box, not taking things for granted, purposeful, non-emotional, examining, exhaustive, physical geography, methodical, probing, scientific and procedural thinking (Wolf, Stanton Gellott, 2010). We commonly practice many of these words in our daily life; but did we ever guess the accurate significance of these words regarding applying them with thinking? Critical thinking and managerial decision-making is a manual, non-automatic thinking; thinking which uses a tool or a set of process and purpose. Thinking smarter is nothing but using our brain more sharply and intelligently. It is not tough, but critical thinking takes discipline and practice (Toner Moran, 2016). Implementation of Critical Thinking in my Future prospects Critical thinking is an essential element of almost all the academic disciplines and professional fields. The course of critical thinking engages the careful interpretation and acquisition of information and its use to arrive at agood reasonableconclusion. Since birth, I have been taught to complete the task within the given period or at the earliest and not to think about it for its best outcome or my better performance (Schwarz, 2005). I have learned a lot from this course, which could be applied in my future career or in regular life. This course taught me that we do not think anything different to conclude, take action and decide; however, we do the tasks without enough thinking just for the requirement of its completion on time. Critical thinking will assist me to be confident and visionary in my actions as well as will create a positive, creative thinker in me (Schraagen Ven, 2008). I am usually confused with the conclusion and decision that means I do not conclude and leads t o the decision early and appropriately. For example, whether I should buy a red shirt or a blue shirt is what I decide in automatic thinking, however, I have concluded to buy a blue shirt, whether I want to buy it or not is a decision in critical thinking. I also learned that automatic thinking always has a puny foundation for resolution, less time being understandable and more time to decide. Whereas, critical thinking has powerful foundations for decision, bit more time on being clear and little time to decide (Kallet, 2014). Critical thinking has a set of tool or a framework for its best consequence, which says to get clarity on the issue, conclude for the solution and decide (take action) on the conclusion for the best resolution. There are plentiful critical thinking techniques and tools to direct our thinking in each framework mechanism of clarity, conclusion and decision. As we practice and apply these tools, the decision-making and problem-solving ability will improve automatically. The tools will honestly yield superior quality decision-making, problem-solving and inventive results (Koch, 2011). This course motivated me to understand more about myself; improve my skills and way of my thinking. I learned from the course that I should start thinking critically from small tasks like I used to write big emails for better understanding, but I learned that short emails with clarity are more appreciated and are responsive with positive outcomes. Critical thinking is measured important and necessary in the academic fields as it enables the students to explore, evaluate, clarify, and streamline their thinking, thus decreasing the threat of acting on, adopting or thinking by way of false beliefs and attitude. However, yet with an understanding of the processes of logical reasoning and inquiry, mistake happens due to a student /thinkers incapability to apply the techniques or due to character personality such asegocentrism (Borger, 2014). It will help me to invent and implement creative ideas in my career in the Advertising or an Event Company. DISC personality test helped me a lot to understand and identify my personality, strengths and weaknesses regarding Dominance, Influence, Steadiness and Conscientiousness (DISC). This course of Critical thinking will help me a lot in overcoming my flaws and limitations and will extend my capabilities and efficiency to freedom of deep purposeful thinking. It will help me in my employment to take effective managerial decisions and motivate, promote and assess my colleagues for the better outcome of their roles and responsibilities. Critical thinking will also let me assess the behavior and nature of my team by the observation of their efficiency that can be improved with the training sessions of the course and sharing this knowledge with them. It will help me in organizing my thoughts as well as incorporating others thoughts also in the meetings and business reviews that further will help the organization with better effectual thoughts, conclusions and decisions. Pursuing this course led me to understand different thinking methods and the development of a new knowledge, which may lead to being more effective and meaningful life. It helps with the clarity of day-to-day situations and problems; it will gain me different knowledge of fast, accurate, richer and opportunist decisions. The new knowledge of critical thinking says if I can, sit and discuss (think critically) with somebody else, questioning each other and listening to the answers that reproduce new queries and ideas. Then, I can also think critically by myself alone, so long as I am restricted enough to respond to the hard questions. As discussed above, critical thinking is based on three steps execution clarity, conclusion and decision; this three-step process is also surrounded by another three concepts that are informative, discovery and ideas, which includes conducting research, exploring ideas, listen to responses and asking questions. For every multifaceted problem, there is always a simple solution My highly sensitive critical thinking expertise will go a long way in making an impression on a potential manager. Today, all of us are required to think critically, innovate, solve problems, communicate and collaborate more effectively. We must do extremely well on the concept of four Cs: Creativity, critical thinking, collaboration and communication. Critical thinking is not un-complimentary, faultfinding, disparaging, derogatory or judgmental. However, often in the professional world, it commonly observed in a plan meant to explain that someone has found the flaw in something (Dwyer, Hogan Stewart, 2014). Critical thinking developed a new knowledge, challenges and the courage to face those challenges with a positive attitude and strength in me. I am feeling a very different person, who I used to be, before joining this course. This course really enhanced my assurance to out-perform in my future career along with th e organization as a whole implementing the tool set and framework of my new knowledge and thinking skills. Conclusion Critical thinking is self-discipline, self-guided thinking that attempts to rationale at the uppermost level of excellence in an open-minded way.People, who imagine critically, always attempt to breathe reasonably, rationally and empathically.They are intensely conscious of the inherently imperfect nature of individual thinking (Lee Paradowski, 2007). I have discovered a new me from this critical thinking and managerial decision-making course. I have also learned that critical thinking is also not everyones cup of tea; few people who do not have the desire to grow potentially and socially will not attempt to gain the actual understanding and meanings of it (Glassner Schwarz, 2007). I believe that implementing all the core concepts, tools and ways of critical thinking in my professional career will lead me to a much better place where I could reach without it, in terms of knowledge, communication with colleagues, identification of issues, conclusions and the best of all is timely, a ppropriate and calculative decision-making. References Borger, A. (2014). A Different Way to Think.Journal Of The Dermatology Nurses Association,6(5), 237-238. Dwyer, C., Hogan, M., Stewart, I. (2014). An integrated critical thinking framework for the 21st century.Thinking Skills And Creativity,12, 43-52. Glassner, A. Schwarz, B. (2007). What stands and develops between creative and critical thinking? Argumentation?.Thinking Skills And Creativity,2(1), 10-18. Kallet, M. (2014).Think smarter. Hoboken, New Jersey: Wiley. Koch, C. (2011). Think Different.Scientific American Mind,21(6), 16-17. Lee, M. Paradowski, M. (2007). Group Decision-Making on an Optimal Stopping Problem.The Journal Of Problem Solving,1(2). Schraagen, J. van de Ven, J. (2008). Improving Decision Making in Crisis Response Through Critical Thinking Support.J Cogn Engng Dec Making,2(4), 311-327. Schwarz, N. (2005). When Thinking Feels Difficult: Meta-Cognitive Experiences in Judgment and Decision Making.Professional Decision Making,25(1), 105-112. Toner, J. Moran, A. (2016). On the importance of critical thinking: A response to Wulf's (2015) commentary.Psychology Of Sport And Exercise,22, 339-340. Wolf, J., Stanton, M., Gellott, L. (2010). Critical Thinking in Physical Geography: Linking Concepts of Content and Applicability.Journal Of Geography,109(2), 43-53.

Understand Personality Structure Clinical -Myassignmenthelp.Com

Question: Discuss About The Understand Personality Structure Clinical? Answer: Introducation Personality is defined as the combination of traits or characteristics that create a persons distinct character; it is the visible aspect of an individuals character which impresses others. In other words, personality is referred as a set of emotional qualities or method of behaving in certain situations that differentiate a person from others (Kim, Hon Lee, 2010). This essay will focus on different theoretical arguments provided by experts on peoples personalities. Many experts have given several personalities theories within psychology in order to explain different ideas about how a persons personality develops and what factors contribute to personalitys development. In recent years, management focus on analysing and learning about their employees personalities since it assists in establishing a positive working environment. Managers implement organisational behaviour theories in the corporation which assist them in motivating employees by evaluating their personalities that assis t in increasing their productive performance. This essay will compare and contrast various theoretical arguments given by an expert on peoples personalities in an organisation. Further, the essay will evaluate how managers can use this information to establish a positive working environment in the enterprise and increase employees productive performance. There are several personality types in an organisation which influence the behaviour of employees; managers focus on influencing workers behaviour by assessing their personality traits and use them to their advantage. One of the most popular theories of personality is provided by Sigmund Freud called Psychodynamic theory. This theory provides that personality is the basic structure of id, ego, and superego. As per Freud, these factors unconsciously impact personality traits, and they are developed at the early childhood stage (McWilliams, 2011). The id or Instinctive drives part of the brain is completely unconscious, whereas, ego and superego are both conscious and unconscious parts. The id includes factors such as food, sex, aggression and others, and they are influenced by early childhood influences, especially by parents. First five years of children early childhood has a significant influence on their personality, and it is largely affected by their parents behaviour. Similarly, Freud provided that manager is subordinates parent figure, and they can be good or bad depending on how manager perceived the situation. The employees who idealise their manager are more likely to be sensitive to criticism, therefore, they should be treated differently during a performance review that other subordinates who did not have any issue with constructive criticism (McLeod, 2017). Unlike Freuds psychodynamic theory, the Biological theory of personality provides that genetics are responsible for personality traits of people. The biological theory of personality contradicts Freuds theory which provides that nurturing influence a persons personality such as parenting or early childhood experiences, whereas, the biological theory provides that natural factors such as genetics influence a person personality traits. The study conducted on heritability suggested that there is a link between personality traits and genetics (Cuncic, 2017). Hans Eysenck provided that personality has a direct link with biological processes. For example, employees with introvert personality had high cortical arousal which assists in leading them to avoid stimulation. However, extrovert employees, on the other hand, had low cortical arousal that causes them to seek out stimulating experiences (Lewin, 2013). Although, many experts have provided that biological theory did not have any influe nce on Big five personality traits which include operations, extraversion, conscientiousness, neuroticism, and agreeableness. But, recent studies have suggested that biological factors might influence this model as well (Selfhout, Burk, Branje, Denissen, Van Aken Meeus, 2010). Therefore, this theory provides that managers have to assess their employees personality and assign them jobs accordingly because their personality traits are natural and it is difficult to influence them by external factors. The Freuds psychodynamic theory is a part of behavioural theories of personality, whereas, the biological theory is opposite of behavioural theories. Similarly, there are various traits theories provided by experts which are based on personality qualities analysis. These theories are used by managers to study employees personality in a corporation which assists in implementing appropriate organisational behaviour theories. Traits are defined as habitual part of a persons emotions, thoughts, and behaviour (Ryckman, 2012). These theories provide that personality factors remain stable over time,f and they are different for each individual, for example, some employees are extroverts who are good at handling supervision tasks whereas introvert employees prefer desk jobs. Each person has a unique set of skills which differentiate it from others, and managers measure these personality characteristics to implement appropriate organisational behaviour theories. Hans Eysenck is one of the most famous British psychologists; he provided that there are two key dimensions of a personality, which includes extroversion and introversion that account for all the other personalities. Extroversion personality people are loud and outgoing whereas introversion personality people are quiet and reserved (Eysenck, 2012). This theory is similar to the biological theory of personality since it provided that people primarily divided into two categories: extroverts and introverts. Just as the biological theory of personality, this theory provides that extrovert employees have low arousal level whereas introvert workers have high arousal level. Gordon Allport was among the first ever psychologist who provided personality based trait. His theory is different from Eysenck theory who divided personality into two key dimensions, whereas, Allport theory provide that there are more than four thousand words in English dictionary which define personality traits. He divided traits into three key parts: cardinal, central and secondary (Chen, Yang, Chen, Tseng Lee, 2013). Cardinal traits are developed later in life, and they influence a persons decision key life decision such as kindness, greed, narcissism or lust. Central traits are major characteristics of a persons that leads to creating their personality such as anxious, intelligent, or shy. Secondary traits are the general behaviour of a person that only appears in specific situations such as getting nervous while p ublically speaking (Ickes Knowles, 2012). The traits theories assist managers in implementing appropriate organisational behaviour theory, for example, the manager can implement Personality-Job Fit theory during the recruitment process which assists them in analysing a job candidates traits and assign him post accordingly. Social Learning Theory of personality given by Alan Bandura is another popular theory of personality which is used by managers in order to influence their employees personalities to increase their performance. Bandura agrees with the classical conditioning and operant conditioning behaviourist theories, but he further provided new principles which include mediating process and observational learning. The theory provides that employees imitate the behaviour qualities of people around them, and they respond to punishment and reinforcement (McLeod, 2016). Unlike Freuds psychodynamic theory and Biological theory of personality, Social learning theory provides that the actions of managers can change the personality of an employee. Managers can implement policies of reinforcement, punishment or motivation which assist in changing employees personalities and increase their productive performance (McCleskey, 2014). Freuds psychodynamic theory and Biological theory of personality provide that managers cannot change personality, instead, workers should be assign jobs based on their personality and policies should be made accordingly to achieve maximum productivity. Whereas, Social learning theory provides that personality of an employee is influenced by several external factors and managers can implement policies to influence their productive performance positively. In recent years, the role of personality theories has grown substantially in corporations because each company focuses on gaining a competitive advantage over its customers. Employees are considered as crucial assets for modern corporations and managers focus on increasing their productive performance by providing them appropriate incentives (Li, Liang Crant, 2010). Managers use personality theories to understand their employees attitude and use such information to implement various organisational behaviour theories. For example, Freuds Psychodynamic theory can assist managers in implementing the appropriate motivational theory in the organisation because it assists them in analysing which employee will prefer monetary or non-monetary rewards (Korsgaard, Meglino, Lester Jeong, 2010). The Social Learning theory provides them managers should implement a positive and challenging organisational environment which will influence employees to increase their productive performance. In conclusion, modern corporations use personality theories which assist managers in implementing effective organisational behaviour theories which provide them a competitive advantage. Various experts have given different personality theories based on different key aspects such as biological, behavioural, or traits. Managers use various personality theories while performing business activities such as Freuds Psychodynamic theory, Eysenck Personality Traits theory, Social Learning theory, Allport Personality Traits theory, the Biological theory of personality, and many others. These theories provide necessary employees behaviour information to managers that assist them in implementing different organisational behaviour theories for different business functions such as motivating employees, establishing a positive working environment or many others. Modern corporations should effectively implement organisational theories based on employees personalities since it provides them a compet itive advantage and sustains their future growth. References Chen, C. W., Yang, H. C., Chen, C. H., Tseng, C. P., Lee, K. L. (2013). Retracted: The Relationship between Personality Traits and Sales Force Automation Usage: A Review of Methodology.Human Factors and economics in Manufacturing Service Industries,23(4), 294-305. Cuncic, A. (2017). What Are the Genetic Causes of Social Anxiety Disorder?. Retrieved from https://www.verywell.com/what-are-the-genetic-causes-of-social-anxiety-disorder-3024457 Eysenck, H. J. (Ed.). (2012).A model for personality. Berlin: Springer Science Business Media. Ickes, W., Knowles, E. S. (Eds.). (2012).Personality, roles, and social behavior. Berlin: Springer Science Business Media. Kim, T. Y., Hon, A. H., Lee, D. R. (2010). Proactive personality and employee creativity: The effects of job creativity requirement and supervisor support for creativity.Creativity Research Journal,22(1), 37-45. Korsgaard, M. A., Meglino, B. M., Lester, S. W., Jeong, S. S. (2010). Paying you back or paying me forward: understanding rewarded and unrewarded organizational citizenship behavior.Journal of Applied Psychology,95(2), 277. Lewin, K. (2013).A dynamic theory of personality-selected papers. Worcestershire: Read Books Ltd. Li, N., Liang, J., Crant, J. M. (2010). The role of proactive personality in job satisfaction and organizational citizenship behavior: a relational perspective.Journal of applied psychology,95(2), 395. McCleskey, J. A. (2014). Situational, transformational, and transactional leadership and leadership development.Journal of Business Studies Quarterly,5(4), 117. McLeod, S. (2016). Bandura - Social Learning Theory. Retrieved from https://www.simplypsychology.org/bandura.html McLeod, S. (2017). Theory of Personality. Retrieved from https://www.simplypsychology.org/personality-theories.html McWilliams, N. (2011). psychology diagnosis: Understanding personality structure in the clinical process. New York City: Guilford Press. Ryckman, R. M. (2012).Theories of personality. Boston: Cengage Learning. Selfhout, M., Burk, W., Branje, S., Denissen, J., Van Aken, M., Meeus, W. (2010). Emerging late adolescent friendship networks and Big Five personality traits: A social network approach.Journal of personality,78(2), 509-538.

Medical Office Procedures Essay Example

Medical Office Procedures Paper Outsource Management Group provides numerous services to physicians and other medical professionals including: Medical Billing, Medical Coding, Electronic Claims Submission, Medical Billing Consulting, Medical Coding Audits, Staff Provider Training, Physician Credentialing, HIPAA Consulting, Complete Follow-up Functions, Patient Invoicing and Medical Coding Consulting. With extensive editing and audits being performed on electronic claims prior to their transmission to carriers, the percentage of suspension/rejections is low. OMG realizes the importance of working the aging report. Insurance companies are contacted as early as two weeks after submission to ensure quick reimbursement to the physicians. Do you realize that approximately one fourth of all medical practice income is lost due to Under Pricing, Under Coding, Missed Charges or Un-reimbursed Claims? We will write a custom essay sample on Medical Office Procedures specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Medical Office Procedures specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Medical Office Procedures specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Thats right; hundreds of millions of dollars is lost annually due to medical billing errors. Is your practice among those offices that are only receiving 70% of the available medical billing revenue due to them? Outsource Management Group can remove these obstacles and show you how to reverse this trend. OMG can re-gain the revenue and subsequent profits your practice is entitled to utilizing electronic claims and personalized reimbursement strategies.

HRM Practices and Key Points

HRM Practices and Key Points Analysis of Sources It is important for human resources and firms operating in different cultural background to engage in training to enable them have a competitive edge over others because training helps employee to appreciate and respect the cultural values of other people (Coget 2011, p.85). This stands out as the key message in Coget’s article â€Å"Does National Culture Affect Firm Investment in Training and Development?†Advertising We will write a custom article sample on HRM Practices and Key Points specifically for you for only $16.05 $11/page Learn More Coget is an associate professor of management in the Orfalae College of business and California polytechnic state university. The methodology used in gathering this information on the study area involved surveys carried out by Hilla Perezet from Ort Braude college, Israel. An approximate of 6000 firms was surveyed in 21 different countries. The study’s findings indicated that cul tural differences influence whether the firm invests in training or not. Firms in countries with low power distance, high uncertainty avoidance, and higher future orientation invest more in training of their employees compared to those operating or embracing higher power distance, low future orientation, and low uncertainty avoidance. Power degrees is the degree to which member of a certain group expect that power should be distributed equally. Written by Shiryan, Shee, and Stewart, the article ‘Employee Training Effectiveness in Saudi Arabian SME Performance’ is a must-read composition that finds out the relationship between employee training and organisation’s performance. The three authors are based in the school of management and information systems faculty of business and law in Victoria University, Melbourne, Australia. They affirm that employee training is critical if an organisation aspires to achieve its objectives. They based their study in Saudi Arabia where they collected data through surveys. 500 questionnaires were sent to managers and staffs of various SMEs. An estimate of 264 questionnaires was returned for analysis. The findings showed that most of the firms and SME managers in Saudi Arabia in the firms lack skills on training (Shiryan, Shee, Stewart 2012, p.52). They do not understand the essence of training. Management training is essential in staff training since good leadership and change management can enable an organisation to achieve its set goals.Advertising Looking for article on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More As Chidambaram and Ramachandran point out in the article ‘A study on efficacy of employee training review of literature’, any successful organisation should invest in its human capital (2012, p.275). Above all, human resources are the most important parts of an organisation while assets are just a supplement ary portion of the organisation. Without efficient human capital, organisations cannot achieve their objectives or goals. Training of human capital is important as it helps employees to cope with both the internal and external forces within their operations. Through training, individual and organisational needs are attained thus helping the organisation to meet its objectives. The author summarises the literature review on the aspects of employee training. He suggests that, organisations should not relent in developing their employees in order to achieve their goals. Management therefore has the responsibility of ensuring that adequate programs are in place to allow its staff to acquire more skills and knowledge to be abreast with the ever-changing markets. Grossman and Salas’ ‘The Transfer of Training: What really Matters’ is a well researched piece that looks at the transfer problem in the training of employees. Even though many organisations have invested thei r funds in noble training course, many of the employees trained do not transmit such skills at their work place (Grossman Salas 2011, p.105). This stands out as a problem that many organisations continue to grapple with, which needs quick remedy. The authors employ Bald and Ford’s model of transfer in arguing their case. Factors that relate to skill transfers investigated include self-efficacy, cognitive ability, motivation, perceived utility of training, and training design among others. Therefore, it is recommended that human resource managers in charge of training programs should first evaluate the kind of training that is appropriate before using or recommending it to employees. Firms may lose huge sums of money in these training programs thus ending up not reaping any value from the same. Zeutinoglu et al. are all professors in human resource management areas in DeGroote School of Business, Mc Master University. As they point out, the training of low job workers in Cana da is beyond the recommended standards (Zeutinoglu et al. 2008, p.5). As per the Statistics Canada Workplace and employee survey of 2001, few low-job employees received low wages on the job training compared to those in high jobs.Advertising We will write a custom article sample on HRM Practices and Key Points specifically for you for only $16.05 $11/page Learn More It is therefore important that organisation train their employees to enable them earn decent life, perform well on their jobs, and to contribute in productivity at the workplace, as well as in the economy. Government needs to support on job training for these low-job employees in a bid to achieve this goal. In his article ‘Line manager involvement in learning and development: Small beer or big deal’, Gibbs argues that line managers should be involved in learning and development at their work (2003, p.282). This step is aimed at ensuring a positive relationship between human resource managers and the line managers. They should be involved in this program at work to help them trigger positive relationship besides increasing productivity in the organisation. Organisations are changing. Therefore, to be part of the change, such critical changes in these areas should be supported and encouraged. Even though line managers should be included in the learning and development, there are various disadvantages in this issue. One of the disadvantages is that they may not be able to carry out their duties well because they are trained to be better skilled developers as opposed to being specialists in learning and development initiatives at work. HRM Practices Human resource management is aimed at formulating strategies and policies that can best drive the objectives and goals of an organisation forward. The department aims at ensuring that human capital is well taken care to ensure that staff work towards the realisation of the organisational goals and objectives. Various H RM practices are worth adapting in a bid to drive individual and organisational performance to achieve the intended goals and objectives. The three approaches will include, regular coaching, training and developing of staff’s competencies, ensuring greater employee autonomy and discretion, and developing teamwork. Regular coaching and developing of staff on the job is one of the approaches that I believe will help in promoting individuals’ self-confidence besides ensuring that performance of the organisation improves (Grossman, Salas 2011, p. 103). Employees’ training and coaching initiatives will also center on the best ways of managing people through performance management system.Advertising Looking for article on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This system is conducive as it aligns individual objectives to those of the organisation. Identifying the potential and the areas of interest of employees is important in staging training and coaching program to trigger positive change in an organisation. Employees are very important components in an organisation. Therefore, to ensure that they remain in the organisation to improve in their skills and knowledge, training should always be carried out. There are different type of training and coaching that an organisation can use. One is on-the-job training where employees are trained directly by interacting or performing certain tasks. This type of training is less expensive. Most organisations prefer this because it is not expensive. Besides, it does not require a lot of time. The other type of training is off-the-job training, which is normally attained through special duration programs in learning and technical institutions. Some organisations sponsor their employees to attain ski lls and knowledge in specific areas. This has turned to be a burden to the organisation. Training is an expensive venture. Because of its importance, organisations have no alternative apart from practicing it. Many organisations that have embraced training are competitive in terms of development of salient skills in management, leadership, and the general operation or functioning of an institution. Another human resource management approach that I intend to encourage is greater discretion and autonomy on the workplace. Employees feel part of the organisation if they are well treated and appreciated for what they do (Shiryan, Shee, Stewart 2012, p. 49). The environment of working should be conducive to allow employees a space to express their views besides share their opinions with other employees to present their problems to the management. Free communication in an organisation helps in nurturing the spirit of teamwork and unity. Furthermore, this will trigger innovation and creati vity as employees will have the opportunity to invent and innovate at their discretion. For the organisation to achieve good performance, it should be able to innovate and come up with ideas that are able to add value to the organisation. Therefore, greater autonomy is the best way that employees will have a sense of belonging to trigger their self-esteem thus enabling them to influence the organisation’s objectives positively. Teamwork is yet another human resource practice that will be encouraged in the organisation. This will help employees to share and learn new knowledge as they work together to achieve the overall organisation’s goals. Teamwork is also preferred because it enables a group to work together to assist one another in achieving similar objectives (Shiryan, Shee, Stewart 2012, p. 46). The teams will be made up of people with different levels of training and experience. The teams will be rotated in a bid to eliminate boredom besides building the spirit of teamwork and unity. Organisations that have strong teams face their challenges without fear. They usually ensure that they find the best solutions to their problems. Teams are also one way of creating or enhancing cohesion. They are made up of people from different cultural backgrounds, which is a benefit in creating or establishing a brand. Conclusion In conclusion, human resource management has the responsibility to ensure that organisations embrace changes besides recruiting employees who are able to stir ahead the goals and objectives of the organisation. One of the important duties of HRM in this current world is to implement training programs that are able to acquaint employees with skills and knowledge to trigger increased production. The training should be tailored to the objectives of the organisation. Other HRM approaches that are equally important in improving individual and organisational performance are ensuring that there is a greater autonomy among employees and t eamwork. References Chidambaram, V, Ramachandran, A 2012, ‘A study on efficacy of employee training review of literature’, Business Theory Practice, vol. 13 no. 3, pp. 275-282. Coget, J 2011, ‘Does National Culture Affect Firm Investment in Training and Development?’, Academy of Management Perspectives, vol. 25 no. 4, pp. 85-87. Gibbs, S 2003, ‘Line manager involvement in learning and development: Small beer or big deal?’, Employee Relations, vol. 25 no. 3, pp. 281-293. Grossman, R, Salas, E 2011, ‘The transfer of training: what really matters’, International Journal of Training Development, vol. 15 no. 2, pp. 103-120. Shiryan, S, Shee, H, Stewart, D 2012, ‘Employee Training Effectiveness in Saudi Arabian SME Performance’, International Journal of Business Social Science, vol. 3 no. 14, pp. 46-52. Zeutinoglu, I, Cooke, G, Karlene, H, Chowhan, J 2008, ‘Low-Paid Workers and On-the-Job Training in Canada†™, Relations Industrielles (Quà ©bec, Quà ©bec)/Industrial Relation, vol. 63 no. 1, pp. 5-29.

Textual Analysis of Los Vendidos Research Paper

Textual Analysis of Los Vendidos - Research Paper Example The drama revolves around stereotype and prejudice towards the Mexicans in America. The writer of the play, Valdez has used humor and entertainment most probably to shun affronting any race. Racism is a big issue and no one would like to be stigmatized or treated differently because of their race, color, religion or gender (Vogelmann 1-4). This play has served the purpose of making light with intention of making people understand racism and prejudice without intending to hurt anyone at the end (Mc Parland's 3). This is helped by the fact that it is a comedy play. There are several themes evident in this play and they are prejudice, racism, social injustice, social identity, Marxism and Hispanophobia. The Mexicans-Americans in this play faced challenges as they were discriminated against. The play humbled the audience instead of inciting confidence in those that were not victims in the play. As a representation of the American society at the time, theatre as a weapon is a term that co mes in several parts of the play. This play has been used to enlighten people on the various issues that encompass prejudice towards the Latin Americans. And it was and is not a small issue because it has been recognized over the years as a vice against the Mexican Americans that had taken toll over the years (Carl et al 13-16). Even the Mexican government mentioned it at one time and said that, â€Å" the government of Mexico, opposes any form of discrimination institutionalization or otherwise, as well as the new forms of discrimination, xenophobia and other forms of intolerance that emerged in several parts of the world , particularly in the developed countries†. The fact the play has one of the major themes as racism among the ethnic groups of American society is a clear indication that it is a vice that existed for a long time basing on the fact that it was written a very long time ago. The characters in the play have brought out this main theme. At the end of the play t he revolucionario states that robot Sancho â€Å"is the best model we got†. This indicates that the Mexicans are fed up of being discriminated and stereotyped against. The secretary in her description wants an American who is black and fits in all her other descriptions of being ‘hardworking’, ‘debonair’, ‘sophisticated’ and ‘American-made’. After just a short while of sampling the models she disregards them at says they do not meet her requirements. She refuses each of the models presented to her by finding flaws in each one of them. This points out how people are always so quick to judge and have objections so easily when they are prejudiced against someone. It is a common thing for people to form some sort of attitude when they hear an accent or see a skin color that is different from theirs giving them an impression that they do not belong., Most of the Mexicans who live in America are discriminated and become treated as second class citizens. An example in the play is by the farm worker who comes to America once a year. He is a migrant worker. â€Å"One plate of beans and tortillas will keep him going all day†. Pachuco is a Mexican gangster who is feared a great deal by the Americans. It is normal for any human to fear a harmful person but in Pachuco’s case this fear has been heightened because of his being a Mexican. Revoluncionario is the typical man in western movies that women want to be with, he is always drinking, rides over the plains