Stopping by Woods on a Snowy Evening by Robert Frost Essay Example

Halting by Woods on a Snowy Evening by Robert Frost Essay Example Halting by Woods on a Snowy Evening by Robert Frost Paper Halting by Woods on a Snowy Evening by Robert Frost Paper Article Topic: Verse sound rehashed inside words where vowel sounds are rehashed characterize sound similarity sound rehashed where indistinguishable or comparative consonant sounds are rehashed toward the end or inside a line characterize consonance redundancy repeat of sounds, words, expressions, lines, or verses in a discourse or bit of composing; builds the sentiment of solidarity in a sonnet or tune, called a hold back symbolism language that stresses tangible impressions to help the peruser of an abstract work see, feel, hear, little and taste the scenes depicted in the work needs to glance around for what reason does the speaker stop in the forested areas? uncertain of why theyre halting for what reason does the pony shake its chimes? the town in the sonnet, what are the forested areas appeared differently in relation to? helps the perusers to remember his goal for what reason does the artist rehash the last lines of the sonnet? AABA BBCB CCDC DDDD what is the rhyme plan of the sonnet? sound other than sight symbolism, what sense do lines 9-12 intrigue to? intelligent what is the general tone of the sonnet? instances of consonance and sound similarity sounds sweet, he saddle, chimes gives, whose woods these, he see me, not halting, woods solidified The artist is in the forested areas, appreciating nature and its tranquility. Be that as it may, he has something to do in the town and he realizes he needs to go. Hes not certain in the event that he should remain or go, however he chooses to leave. Portray the contention hes confronting. the town where does the proprietor of the forested areas live? theres nothing there for what reason would the pony think its odd to stop there? wind and snow blowing what the artist hears other than the ponies chimes has some place to be and vows to keep for what reason does the speaker choose to continue with the excursion? underlines to what extent of an outing he has left what is the impact of rehashing the last lines of a sonnet? what's more, miles to go before I rest, and miles to go before I rest. what is rehashed? assists perusers with valuing the sound of a sonnet how do sound similarity and consonance fortify the sonnet? encourages you picture the forested areas how productively does the speaker pass on his mentality to the forested areas on the cold night? he appreciates watching nature what do these exercises tel you about the speakers character?

What Your GMAT Score Means for Your MBA Application

What Your GMAT Score Means for Your MBA Application What Is a GMAT Score? A GMAT score is the score you get when you take the Graduate Management Admissions Test (GMAT). The GMAT is a normalized test planned explicitly for business majors who are applying to a Master of Business Administration (MBA) program. Almost all alumni business colleges expect candidates to present a GMAT score as a feature of the affirmations procedure. Nonetheless, there are a few schools that permit candidates to submit GRE scores instead of GMAT scores.â Why Schools Use GMAT Scores GMAT scores are utilized to help business colleges decide how well a candidate will do scholastically in a business or the executives program. As a rule, GMAT scores are utilized to appraise the profundity of an applicant’s verbal and quantitative abilities. Numerous schools likewise see GMAT scores as a decent appraisal instrument for contrasting candidates who are comparative with one another. For instance, if two candidates have practically identical undergrad GPAs, comparable work understanding, and similar expositions, a GMAT score can permit entrance advisory boards to reasonably look at the two candidates. Dissimilar to review point midpoints (GPA), GMAT scores depend on a similar arrangement of measures for all test takers. How Schools Use GMAT Scores In spite of the fact that GMAT scores can give schools an impression of scholastic information, they can't gauge a significant number of different characteristics that are important for scholarly achievement. This is the reason affirmation choices are generally not founded on GMAT scores alone. Different variables, for example, undergrad GPA, work understanding, articles, and proposals additionally decide how candidates will be evaluated. The creators of the GMAT prescribe that schools use GMAT scores to: Help select candidates for graduate studyHelp select candidates for merit-based money related guide programs (i.e., programs that think about scholarly accomplishments or potential)Assist in advising or direction programs The creators of the GMAT likewise recommend that schools abstain from utilizing cutoff GMAT scores to take out candidates from the confirmations procedure. Such practices could bring about the rejection of pertinent gatherings. (for example up-and-comers who are instructively burdened because of natural as well as social conditions). A case of a cut-off arrangement may be a school that doesn't acknowledge understudies who score under 550 on the GMAT. Most business colleges don't have a base GMAT score for candidates. In any case, schools frequently distribute their normal GMAT run for conceded understudies. Getting your score inside this range is enthusiastically recommended.â Normal GMAT Scores Normal GMAT scores consistently shift from year to year. In the event that you are keen on studying normal GMAT scores, contact the confirmations office at your school(s) of decision. They will have the option to mention to you what the normal GMAT score depends on the scores of their candidates. Most schools likewise distribute normal GMAT scores for their most as of late acknowledged class of understudies on their site. This range will give you something to go for when you take the GMAT. The GMAT scores appeared underneath can likewise give you a thought of what the normal score depends on percentiles. Remember that GMAT scores can extend from 200 to 800 (with 800 being the most noteworthy or best score).â 99th percentile: 80098th percentile: 75089th percentile: 70076th percentile: 65059th percentile: 60043rd percentile: 55030th percentile: 50019th percentile: 45011th percentile: 4006th percentile: 3503rd percentile: 3002nd percentile: 250

mit.wikipedia.org

mit.wikipedia.org In honor of Wikipedias 10th birthday (January 15th), MIT celebrated the only way it knows how: through imitation (as flattery), and a hint of geeky wit. This, for instance, hung from the ceiling of Lobby 7: I was actually kind of ashamed when I didnt recognize the iconic globe right from the get-go, but after walking down MITs Infinite Corridor, I finally put it together. Im glad Im not the only one who thinks the Infinite Corridor is perhaps too aptly named After finding the Wikipedia-styled notification at the end of the Infinite, I challenged myself to find as many other signs as possible. It seemed like a good idea at the time, until I realized just how thoroughly this hack was done. Im sure theres at least several missing from this collection. For those who just cant understand the complicated language of doctors, someone who posted this sign at MIT Medical shares your pain (or your sense of humor): And I guess the editors posting the signs frown upon duplicated effort. Not even East Campus, composed of two parallel buildings, can get away with it: Also flagged for review was the Transparent Horizons sculpture; some people(who?) claim its a big metal eyesore: Outside the Chancellors Office, there was a call for factual accuracy, presumably an allusion to MITs current search for a new chancellor after Chancellor Phillip L. Clay announced he was stepping down from the position. (I managed to cite my source there, at least.) And here, too, though I honestly forgot what this was for: This sign that was posted on the railings at Lobby 10 was probably meant to confound my picture-taking efforts. It was on the second floor, and getting a good shot of it was a real hassle. though I was determined I was not entirely successful. And the last one that I found states what many of us already know about the Institvte: Heck, thats just one of the reasons why theres a celebration of Wikipedias 10th birthday at MIT in the first place. Personally, my school career and perhaps, the careers of many others would not be complete without Wikipedias random page function, or the endless related links on most articles that, over time, become entirely irrelevant to what you first intended to research. And who can forget Wiki racing? Such a great high school pastime. (Oh, and its got facts and stuff on it.) With that in mind, heres to ten years of editable knowledge free to the public, but perhaps at the cost of your productivity.

Why Code Is Outdated Or Outdated Essay - 908 Words

research to see if the code is obsolete or outdated or should there be any modifiers added. The medical office is small enough, where at any given time the doctor, along with the office manager, instructs what each employee is working on. At times a medical staff is working on insurance claims, another is researching the usage of a particular code. How to use and under what conditions a particular code needed. D. Does the facility contract for coding services? No, the doctor does all his coding. When the doctor cannot figure what codes to use, he enlists his fellow optometrists, or the AOA to find the proper codes. Also, there are more medical information, along with websites and news articles available. There are other websites the doctor may look up information: ï‚ § The American Health Information Management Association or (AHIMA), if something isn t clear or more information. Also this website has new codes and their usage. AHIMA publishes a current listed of codes that is no longer in usage or supported. ï‚ § The American Optometric Association (AOA), provides doctor-reviewed, doctor-approved information about the greatest common eye conditions. III. FILING NUMBERING SYSTEMS A. What type of record filing system is used? Alphabetic Filing System, where patient files are stored by patient last name, first name, and middle initial. The files are in a closed file cabinet. Tab onShow MoreRelatedEssay On ERP1706 Words   |  7 Pagesfrom outdated, inefficient systems with a lot of manual processes, double entries and cumbersome approval processes. First, let’s start with a few common pitfalls when selecting and implementing an ERP solution: †¢ It is easy to be dazzled by the hype and over-promise from sales people. The single biggest mistake an ERP buyer can do is to end up with a poor-fitting system. The reason is often that the buyer did not understand the offering of the vendor before the contract was signed. This is why approximatelyRead MoreMarco Rubio s Presidential Election905 Words   |  4 Pagessuited to lead the free world is Marco Rubio. Marco Rubio’s platform is based on youth, diversity and a new way of thinking about this generation. In this essay Marco Rubio’s background, quotes and plans as president will be stated to better understand why he is the best candidate for the presidential election. Marco Rubio was born in Miami, Florida in 1971. He earned a bachelor s degree from the University of Florida in 1993, then he went to the University of Miami for his law degree. At the startRead MoreEssay On Exposure Control1370 Words   |  6 Pagesthere are noticeable issue(s) which need addressed, this is where the development of the ECPP is necessary. Issue at Agency P Currently at Agency P the ECPP is outdated and not up to par to comply with Centers for Medicare Medicaid Services (CMS) and Occupational Safety and Health Administration (OSHA) standards. This problem of the outdated policy is being newly addresses, is currently in-progress of being revised, and is ongoing because annual revisions are required. In order to address this problemRead MoreBusiness Administration Knowledge Questions Part 3 Essay1228 Words   |  5 Pages1. Outline guidelines, procedures and codes of practice relevant to personal work. Guidelines, procedures and codes of practice relevant to personal work can include health and safety, data protection and if they are dealing with money financial regulations. Health and safety is so that the area you are working is free of any obstacles that may cause accidents. The data protection is so that any information you are dealing with or information that you are using does not come out of the organisationRead MoreFeminist Speech On Feminism1130 Words   |  5 Pagesbased on what we wear. Girls are treated this way and this often makes us feel trapped. Our bodies are so sexualized that if we show a sliver of skin we will instantly be frowned upon or whistled at. In schools around the world, there are strict dress codes girls have to dress by. When a girl is interrupted during school to force her to change clothes or to send her home because her shorts are too short, or her bra straps are visible this is revealing to her that covering her body is more essential thanRead Mo reSocial Norms And The Affect On Abuse1692 Words   |  7 Pagesabuse include rejection, isolation, terrorization, or neglect. The reasons the perpetrator chooses to use such low means to lash out at the victim varies from stress to sadism, or even the to the precise social norms that bind us. This unwritten code that we humans live by, due to us being social creatures, is called the social norm. In Shirley S. Wang’s article, Under the influence: How the Group Changes What We Think, she states, â€Å"norms serve a basic human social function, helping us distinguishRead MoreAcademic Success Or Effective Learning1072 Words   |  5 Pagesthey enroll in an institution of higher learning. This path or â€Å"yellow brick road† leading to some type of career is viewed as obligatory, unpleasant, and a necessary evil in life. Many students trudge along with little or no acknowledgement as to why they are going to school to begin with other than they were made to go. The connection to learning and their personal interests and life goals was never made so the benefits of such a connection are never realized. They continue along aimlessly, withRead MoreSchool Dress Code And Anti Dress Codes Essay855 Words   |  4 Pagesdress codes for many years. Others, for b etter or for worse, never had to deal with them. It has been debated for years between parents, students, and school systems alike as to whether or not dress codes are appropriate to enforce. This essay will summarize, make an argument, and analyze Krystal Miller’s article on this subject, titled, â€Å"School Dress Codes†. â€Å"School Dress Codes† is a 1990 article about the issues surrounding various city’s experiences with enforcing a school dress code. In theRead MorePsychological Assessment And Ethics Of Forensic Psychology1675 Words   |  7 PagesPsychology Professor Cathy Donnell February 8, 2015 Abstract The purpose of this paper is to discuss the Million Clinical Multiaxial Inventory III. Information to be included in this paper will detail why this psychological assessment is used, how it is administered ethically, how it is scored, why it is unique, what precautions need to be taken to assure its ethical use, and any ethical concerns there are with this specific assessment tool. MILLION CLINICAL MULTIAXIAL INVENTORY IIIRead MorePublic School Dress Code Essay965 Words   |  4 Pagesthey need to be stopped. Ruining self esteem for women at such a young age is detrimental to their lives and their education. Dress codes serve no purpose towards education, only serve as a barrier between comfort and instruction. One of the main failures of public school dress codes is that they are simply outdated. Many common rules for public school dress code, especially in America, is to have shorts that touch your fingertips, no tank tops, and no yoga pants. Take a walk through the mall and

Examples Of Hysteria In The Crucible - 1095 Words

Hysteria is displayed by communities all over the world. It is an important factor in making and especially breaking relationships. In The Crucible, a play by Arthur Miller, hysteria plays an important role of tearing apart the community of Salem by creating an environment where people act on their grudges. It is shown by many of the characters throughout the play as they eventually ruin one another as the book goes on. Mass hysteria negatively affects the lives of people around us. Many things have changed around us since 1692 but the belief of mass hysteria hasnt. The Crucible remains important in society today because the mass hysteria portrayed in the Salem Witch Trials was shown in the N.Y outbreak. Mass hysteria played a huge†¦show more content†¦Everyone begins to follow Abigails lead by naming women who they saw with the Devil. Each and every one of these examples pulls innocent women into the hysteria and the pattern will continue. The village of Salem has an unde rlying fear of witchcraft, and there are rumors about the influence of witchcraft on the behavior of the girls. Today there are still many cases of mass hysteria heard around the world. The article, What happened to the Girls in Le Roy announced that Katie Krautwursts ... chin was jutting forward uncontrollably and her face was contracting into spasms (Dominus). This happened all when she woke up from a nap. Weeks later her best friend woke up from a nap and the same thing was occurring. This is what seems to be the start of the spread. Many of these symptoms were stress related according to a neurologist in Buffalo ...and because so many students were afflicted with similar symptoms, it was also considered to be mass psychogenic illness. This to many parents was disheartening and even insulting. As months went on they had tried thing after thing to try and solve the problem but new questions kept appearing. Scientists started to explore the concept that regions in our brain once t hought to activate only our own activity or sensations are also firing what are known as mirror neurons, when we witness someone else performShow MoreRelatedExamples Of Hysteria In The Crucible1048 Words   |  5 Pagesthere are many cases of mass hysteria just like long ago. In the book John Proctor says a quote that hits big time for mass hysteria, he says â€Å"God is dead† while laughing insanely, and if that does not cause mass hysteria then nothing does. In The Crucible, many are tested with regards to their faith and put on trial for witchcraft. In this play, nineteen are hanged and one is pressed to death for the crime of being a witch, for that being John Proctor. In The Crucible, Arthur Miller uses McCarthyismRead MoreExamples Of Mass Hysteria In The Crucible1413 Words   |  6 Pagesupon being accused as â€Å"hosts† of the devil and his evil ways of life. In the novel, The Crucible by Arthur Miller he depicts the mass hysteria of the Salem Witch Trials. The Witch Trials were provoked by the strict religious beliefs of the Puritan community, in which the people believed that the devil was constantly trying to pervade their religious communities and their Christian beliefs. Within the Crucible, Abigails accusations and other acts of self-preservation can be ascribed to remnants ofRead MoreThemes in The Crucible by Arthur Miller Essay773 Words   |  4 Pagesliterary work, there are themes. A theme is a broad idea, moral or message of a book or story. One individual may construe the themes of a book or story differently than another, but that is the pure beauty of themes. One great literary work is The Crucible, a play written by Arthur Miller. Succinctly, the play is about the Salem witch trials that took place in Massachusetts in 1692. Throughout the story, the townspeople indict their neighbors of being a witch and practicing witchcraft. On the surfaceRead MoreThe Effects Of Hysteria In The Crucible1489 Words   |  6 Pagescountless number of elements can be accounted for. Hysteria is a major leader in past and present day society when it comes to how people act and think in different situations. The Crucible provides great examples with how hysteria can affect a group of people. Back in Salem, Massachusetts 1692, hysterics swept the town, creating storms of emotion. Everyone is wondering, what to do? What to think? In The Crucible, Arthur Miller uses the effects of mass hysteria to reveal his purpose of using it in his writingRead MoreHysteria In The Crucible1474 Words   |  6 Pagess behavior and thoughts. Hysteria, uncontrollable emotion among groups, is a major leader in past and present day society when it comes to how people act and think in different situations. The Crucible provides great examples with how hysteria can affect a group of people. Back in Salem, Massachusetts 1692, hysterics swept the town, creating a storm of emotions. Everyone wondering, what to do? What to think? In The Crucible, Arthur Miller uses the effects of mass hysteria to reveal his purpose ofRead MoreSummary Of The Crucible And The Red Scare828 Words   |  4 Pages1 A Crucible took place in 1692 when Abagail’s one little lie causes mass hysteria by lying about preforming witchcraft. She and her friends go into the woods to dance and wish for things they want to happen, Abagail wishes that Goody Proctor would die so she could have John Proctor to herself. However, Abagail lies about it and says that she saw someone else with the devil and everyone plays along to save their own skin. This relates to The Red Scare in 1950 when Joseph McCarthy lied about havingRead MoreThe Crucible By Arthur Miller1431 Words   |  6 PagesThe quality most necessary in a leader and a catalyst for hysteria is the ability to manipulate. The play The Crucible by Arthur Miller depicts the events that occurred in 1690s in Massachusetts best known as the Salem Witch Trials. These events center on a group of young girls who are found dancing in the woods with a black slave. Among them is Abigail Williams, a 17 year-old-girl desperate to conceal her affair with a married man and escape charges of witchcraft. In an attempt to pull the spotlightRead MoreTheme Of Mass Hysteria In The Crucible1032 Words   |  5 Pagesâ€Å"It is a providence the thing is out now! It is a providence† (Miller 19). At the beginning of Arthur Miller’s, The Crucible, Thomas Putnam, a greedy farmer incites the outset of mass hysteria in Salem, Massachusetts by convincing the villagers that witchcraft is being practiced by those in their midst. Mass hysteria is defined in Witchcraft and Mass Hysteria in Terms of Current Psychological Theories as â€Å"a phenomenon that transmits collective illusions of threats, whether real or imaginary, throughRead MoreArthur Millers The Crucible In connection to McCarthyism1620 Words   |  7 Pagesgood example of this. The accusations of communism led to a nation-wide hysteria and fear of who was going to be named next. When this was over, the hope would be that nothing like it would ever happen again and nothing like it had ever happened before. However, we have not only repeated it on various occasions, but through Arthur Millers The Crucible, we also see the parallel of the event with the Salem Witch hunts that took place years before the hearings. The connection between The Crucible andRead MoreAnalysis Of The Crucible By Ar thur Miller1195 Words   |  5 Pages Mrs. Brumbelow American Literature AB 15 June 2015 The Theme of Hysteria in â€Å"The Crucible† What is the definition of â€Å"hysteria†? Hysteria is a state of extreme or uncontrollable emotion, excitement or anxiety, especially among large groups or segments of society. Specifically, hysteria is a delitescent killer causing the death of nineteen people in the Salem Witch Trials of 1692. However, hysteria does not just appear out of nowhere. There are driving forces such as taking revenge, protecting their

Literature review- burnout among construction workers Free Essays

string(132) " have been done to measure specifically the level of burnout among project managers within the South African construction industry\." A case of burnout among project managers in the South African construction Industry. Burnout Is a syndrome which Is commonly found among Individuals working In high pressure environments and is defined as a negative experience which results from the interaction between the individual and the environment (Yip and Rollins, 2009). Burnout is known to be a syndrome characterized by three dimensions; these dimensions being emotional exhaustion, cynicism and personal inefficacy; burnout affects individuals in a way that they are likely to feel as if they have a lack of energy, cynical attitude which causes distancing from work and are inclined to view themselves in a negative light causing them to feel dissatisfied with their achievements in the workplace (Miasmal et al, cited in Yip and Rollins, 2009). We will write a custom essay sample on Literature review- burnout among construction workers or any similar topic only for you Order Now The construction Industry Is a complex and demanding environment which consists of long working hours and as a result can cause mental and physical exhaustion (YIP and Rollins, 2009). Characteristics of the construction Industry which Include multilevel subcontracting, time pressure, constant worker rotation and an unstable work environment are what could contribute to the psychological stress experienced y managers in the construction industry; these stress causing factors are what justify studying the prevalence of burnout in the construction industry (Amelia and Bacterial, 2007). The level of burnout among project managers in the construction industry: Existing literature discusses burnout in terms of the three dimensions, emotional exhaustion, cynicism and personal inefficacy, and relates these constructs of burnout to turnover Intention, Job satisfaction, demographic characteristics, work engagement and organizational commitment; the literature also considers the prevalence of runt In the construction Industry and the effects thereof on the performance of employees. Emotional exhaustion occurs when an individual has been under too much burden and as a result their emotional resources have been used up (Kill, Pent and Selves, 2011). Cynicism is representative of the interpersonal dimension of burnout and refers to â€Å"a negative, callous, or excessively detached response to various aspects of the job† (Letter and Miasmal, 2004, p. 93). In addition, Letter and Miasmal (2004) notes that personal inefficacy relates to self-evaluation and refers to linings of incompetence, a lack of productivity and a lack of achievement in the work place. According to COB (cited In Lung, Chain and Dungy, 2011) the construction Industry Is a stressful Industry where often, many of the professionals suffer from stress. Project managers in the construction industry take on the role of a middle ground departments, construction professionals, consultancies, contractors, sub-contractors, and suppliers (Lung, Chain and Dungy, 2011). Hamilton (cited in Lung, Chain and Dungy, 2011), noted that a construction project manager acts as the leader of a empowers construction team during the different phases of a project life cycle. In addition to dealing with demanding time schedules, limited site resources and uncertainties, project managers also need to plan, organize and supervise the progress and safety of the work as well as motivate the teams on the construction site (Ritz, cited in cited in Lung, Chain and Dungy, 2011). For construction project managers, interpersonal relationships is also needed to accomplish good performance (Disbarred, 1996; Lung et al. , 2009), thus, burnout among construction project managers can be considered to include exhaustion, cynicism, reduced reflections efficacy (Lung, Chain and Dungy, 2011). According to Cherries and Brandenburg (cited in Lung, Chain and Dungy, 2011), burnout starts with exposure to excessive Job stress which results from long and irregular working hours and produces strain among construction project managers which eventually leads to burnout. This is supported by Bowen, Edwards and Leningrad (2013) who states that in the construction industry, work hours are long and the inability to meet project objectives is sometimes caused by unexpected events. Based on a study of 108 construction project managers, the results showed that burnout mongo construction project managers occurs as a result of Job stress, the occurrence of burnout then acts as a catalyst for physiological stress (Lung, Chain and Dungy, 2011). The study by Lung, Chain and Dungy (2011) correlates with the argument presented by Monster, Peters and Roost (201 1), which states that burnout results from high work demands which need to be dealt with under limited resources which leads to negative experiences which accumulate and results in burnout. Lung, Chain and Dungy (2011) states that it is important for project managers to recognize their Job stress in the early stages, from this point they recommend that takeovers assess the stress shown by the project managers and rearrange the work allocation accordingly; subsequent to this, firms should regularly monitor the level of stress and burnout shown by the project managers and offer sources of social support which could include non-work related gatherings. Contrary to the views shared by Lung, Chain and Dungy (2011) as well as Monster, Peters and Roost (201 1), which state that long working hours and high demands are what leads to Job stress and ultimately burnout, IBM et al (2011) argue that long working hours is not the main source of stress but rather budget related pressures ND ambitious deadlines. IBM et al (2011) do however agree with Ritz (cited in Lung, Chain and Dungy, 2011), that factors which contribute to Job stress include high work volume and safety and security concerns on site. Brand-Leprechauns, Monster and Earthman (2012) discussed that over the past decade, work related well-being specifically related to burnout and work engagement Construction Regulations in South Africa introduced psychological well-being in the Occupational Health Safety Act; the purpose of this Act was to create a framework which ensures higher levels of health and safety in the industry (Deacon and Eke 006, cited in Brand-Leprechauns, Monster and Earthman, 2012). According to Bowen, Edwards and Leningrad (2013), the construction industry is known as a high- stress working environment which affects the health and well-being of the people in it. Based on the literature reviewed for the purpose of this study, it is evident that there are studies which discuss burnout within the context of the South African construction industry, however not many studies have been done to measure specifically the level of burnout among project managers within the South African construction industry. You read "Literature review- burnout among construction workers" in category "Literature" The existing research does however show that there clearly is evidence of burnout within the construction industry. Research done in Hong Kong by Lung, Chain and Dungy (2011) shows that burnout is highly prevalent among project managers in the construction industry and discusses the negative effects it has on the managers and the working environment as well as possible solutions to address the level of burnout experienced. Lung, Chain and Dungy (2011) states that for a study of this nature, questionnaire surveys as a method of data collection proves difficult to eliminate potential errors and therefore and recommend that qualitative data using semi-structured or non- structured interviews be used for rather research. Understanding the effects and consequences of burnout can thus be viewed as a preventative measure and the study thereof is therefore important and relevant in the South African context. Relationship between burnout and turnover intentions: A big question to the management of many firms is what influences an employee to leave the firm. Numerous studies have found that burnout and Job satisfaction are among the major influencer of turnover intentions. According to studies done by researchers such as Cotton and Tuttle (1986), turnover intention is the likelihood of an employee staying or leaving a company. However, Teeth and Meyer (1993) stated that turnover intention is when the employee is determined to leave the company. In addition, Fishbone and Zen, (1975) found an indication that employees make a conscious choice to leave before actually leaving their Jobs. Bark et al. (2001) discussed that several research that has been done used intent to leave instead of actual turnover as measures for turnover intentions. For example, Cotton and Tuttle (1986) found that people are more likely to leave an organization when their expectations have not been met. However, Ghana and Fen (2011) indicate that many, UT not all factors of both Job satisfaction and burnout prove to be relevant factors affecting turnover intention. Choc et al (2012) found that managing Job burnout is important for decreasing turnover intentions and show that turnover intentions can be explained by the factors of Job burnout: emotional exhaustion, diversification, and reduced personal accomplishment. Between Job burnout and turnover intentions in various settings. Sings et al. 1994) stated that Job burnout is a generalized construct including emotional exhaustion, diversification, and decreased achievements and proved that Job burnout has did detrimental effects on Job outcomes, through increased employee turnover, reduced Job satisfaction, organizational commitment, and Job performance. Schaeffer and Beaker (2004) stressed that Job burnout specifically including emotional exhaustion and diversification is an important predictor of turnover intentions for companies. The argument by Choc et al (2012) agrees with that of Schaeffer and Beaker (2004) which states that burnout is a predictor of turnover intention, however Choc et al (2012) discusses that all the dimensions of burnout are positively related to turnover intentions. In addition, Letter and Miasmal, (2009) established that burnout and high workload increase the level of employee intention. Furthermore, Leather and Mach (2009) discuss that all burnout factors are among the main causes for turnover intentions and that these results are supported by other studies within different industries. However, Demerit et. Al (2001) states that high Job stresses together with lack of resources most likely cause burnout. Briar et al (2013) tested the impact of very stressful Jobs and found that emotional Job demands are causes for burnout, specifically related to exhaustion and cynicism. Lachrymal and Aryan, (1986) and Sorensen Sorensen, (1974) both argue that the reasons for turnover intention rely on the assumption that the basic conflict between loyalties experienced mostly by professionals negatively affects their work attitudes, and hence leads to turnover intentions. Ghana and Fen (2011) show that many but not all factors of Job satisfaction and burnout are applicable dynamics affecting turnover intention. Letter and Miasmal (2009) also found that there may be limited mediation effects of burnout, mainly through emotional exhaustion, within the impact of Job satisfaction on turnover intention, Choc et al (2012) showed that financial prizes were effective in decreasing turnover intentions under diversification. However, financial rewards increased turnover intentions under reduced personal accomplishment. In addition, career paths were effective in decreasing turnover under both diversification and reduced personal accomplishment. Choc et al (2012) goes on to show how complex it is for managers to implement Just one set of policies to reduce all problems. Many studies that have been conducted, (Briar et al. (2013), Cotton and Tuttle (1986), Cohen(1999), Choc et al (2012)) all conclude that there is a positive relationship teens burnout and turnover intention in which they add that if the burnout factors are not managed properly it is likely to cause an increase in turnover intention. Relationship between burnout and organizational commitment: According to Corded (1993), emotional exhaustion is the main characteristic of burnout. Emotional exhaustion is characterized by a somatic and psychological are depleted, when the possibility of resources being depleted is high, in scenarios whereby an individual’s resources are insufficient enough to carry out work requirements or when expected results are not acquired by the resources (Hobble, 1988). Hobble (1989) described these resources as an individual’s personal attributes, circumstances, limitations or vigor that represents the individual’s ability to achieve work demands. Social support, promotions, the level of participation during decision making processes, independence and reward incentives are all examples of resources (Lee and Seaports, 1996). Wright and Cropland (1998) described compromising situations in the workplace, workload and conflict as work demands. Emotional exhaustion takes place when individuals believe they do not have the adequate resources to meet work demands (Hobble, 1989). Organizational ointment has a negative relationship with an individual’s resources that are required to meet organizational demands (Wright and Cropland, 1998). The pressure to meet organizational demands eventually leads to Job stress which, if left untreated, could lead potentially lead to emotional exhaustion (Wright and Cropland, 1998). Emotional exhaustion, in turn, diminishes organizational commitment (Lee and Seaports, 1996). Miasmal (2003) speculated that organizational commitment has a negative relationship with burnout. Individuals who experience high levels of burnout affect their fellow colleagues negatively, bringing about conflict n the workplace and disturbing work activities (Miasmal, 2003). Wright and Cropland (1998), however, argue that despite the fact that emotional exhaustion diminishes organizational commitment, practical evidence for this particular research is lacking. Research on burnout has classically been based on the principle that it affects employees’ organizational commitment negatively (Lee and Seaports 1996). As is apparent with the research analyses above, studies have obtained evidence that burnout causes decreased levels of organizational commitment Jackson et al. 1987, Letter and Miasmal 1988). However, there are studies which show that the relationship between burnout and commitment could possibly operate in the opposite direction, that is; organizational commitment could possibly cause burnout (Goliath, Drilldown and Gillespie, 1998). In a study conducted by Goliath, Drilldown and Gillespie (1998), results verify that organizational commitment had equally direct and indirect consequences on burnout. The study, which focused on nurses, demonstrated that a huge commitment to the organization had a positive relationship with levels of emotional exhaustion (Goliath, Drilldown and Gillespie, 1998). Put simply, these results maintain the argument that, in extremely demanding work environments, organizational commitment may be a major attributer of burnout (Goliath, Drilldown and Gillespie, 1998). Schaeffer and Bunk (1996) suggested that employees with low levels of commitment tend to withdraw from the work environment and are likely to experience the penalties of heavily stressed work environment a whole lot more than their fellow employees who are highly committed to the organization. This is quite similar to the results found by Begley and Chukka (1993), which discovered that organizational commitment intensified the correlation teens stress and Job discontentment among nurses. In a study involving technicians, results demonstrated that organizational commitment has varying Gillespie, 1998). Different elements of burnout are not only more outstanding for varying professions, in addition, the possible attribution to burnout and the penalties of burnout could be highly variable (Goliath, Drilldown and Gillespie, 1998). Lee and Seaports (1996) asserted that additional research should make the methodical contrast of the burnout occurrence of a variety of professions a focal point of research. Currents studies have several restrictions (Goliath, Drilldown and Gillespie, 1998). Finally, while preceding studies have focused largely on the consequences of burnout on employees’ level of organizational commitment, other studies have established that it is likewise imperative to take into consideration the effects of organizational commitment on burnout (Goliath, Drilldown and Gillespie, 1998). Relationship between burnout and Job satisfaction: A pleasurable or positive emotional state as a result of Job experience or the appraisal of the Job is known as Job satisfaction (Digitalis, Ketosis’s and Toga, cited in Marinas and Van Deer Westernizes, 2013). According to War (cited in Marinas and Van Deer Westernizes, 2013), Job satisfaction can occur as a result of remuneration, work relationships, working conditions, Job security, promotional prospects, training opportunities and the nature of the Job. Marinas and Van Deer Westernizes (2013) who conducted a study based on work well-being in a medical laboratory setting in South Africa, states that the results of the study in this environment found that exhaustion and cynicism which are dimensions of burnout are significantly negatively related to Job satisfaction. Marinas and Van Deer Westernizes (2013) also state that Job satisfaction is the strongest component of well- being in the work place. Oozed, Graciously and Wildfire (2013) agrees with the argument put forward by Digitalis, Ketosis’s and Toga (cited in Marinas and Van Deer Westernizes, 2013) which states that Job satisfaction is an emotional state, however according to Oozed, Graciously and Wildfire (2013), Job satisfaction is also a behavioral expression which shows an individual’s evaluation of their work, working life and working environment. According to Oozed, Graciously and Wildfire 2013), who conducted a study in Turkey based on the relationship between burnout and Job satisfaction among nurses found that nurses who suffer with emotional exhaustion and diversification have lower scores for Job satisfaction whereas those nurses who experience higher levels of personal achievement have greater levels of Job satisfaction. Thus, the study conducted by Oozed, Graciously and Wildfire (2013) supports the findings by Marinas and Van Deer Westernizes (2013) which states that a negative relationship exists between Job satisfaction and the dimensions of burnout. Similarly, a study conducted by Digitalis, Ketosis’s and Toga (2004) among librarians in academic libraries in Greece shows that Job satisfaction is negatively related to emotional exhaustion and diversification while a positive relationship exists between personal achievement and Job satisfaction. To further confirm the findings by other researchers, a study conducted in the hospitality industry in Istanbul by Kill, Polite and Selves (2011) notes that the study of the relationship between burnout and Job satisfaction is important for business managers and practitioners and furthermore found that within this industry, runt. Few studies have been conducted which focus specifically on the relationship between burnout and Job satisfaction among project managers in the construction industry; a study was however conducted based on construction project managers’ health in the UK by Love and Edwards (2005). According to Love and Edwards (2005), Job satisfaction among construction workers is defined as a â€Å"match between the rewards offered by the work environment and the individual’s preferences for those rewards†. The study by Love and Edwards (2005) used a measurement scale developed by War et al (cited in Love and Edwards, 2005) to assure Job satisfaction; the scale includes the factors of work conditions, management, promotion, salary, Job security and co-workers as variables of Job satisfaction. Recommendations for managing stress, health and Job satisfaction among project managers in the construction industry includes training construction project managers to adopt and implement strategies to cope with their stress as well as providing support mechanisms within the firm (Love and Edwards, 2005). A South African study which looks at burnout and Job satisfaction among nurses shows that two factors were yielded when measuring Job satisfaction; these factors include reflections advancement and reward as one factor and leave as another factor (Sloppier et al. , 2012). The results of the study show that the most dissatisfaction was experienced with regards to wages, opportunities for advancement and study leave (Sloppier et al. , 2012). Sloppier et al. (2012) argue that Job satisfaction and burnout are related and furthermore that a positive environment leads to increased Job satisfaction and lower levels of burnout. In agreement with Oozed, Graciously and Wildfire (2013), the study by Sloppier et al. (2012) states that the degree of burnout in he nursing industry in South Africa is strongly correlated to that of Job satisfaction. A review of existing literature on burnout and the constructs thereof show that there are many arguments by various researchers which correlate with each other. In this review, the dimensions of burnout are clearly identified as emotional exhaustion, cynicism and personal efficacy (Letter and Miasmal, 2004). The review of literature with regards to the level of burnout among project managers in the construction industry shows that the complex nature of the Job is likely to cause Job stress which is a predictor of burnout (Lung, Chain and Dungy, 2011). A gap was identified in the lack of literature which exists based on project managers in the construction industry in South Africa and specifically the levels of burnout among them. Furthermore, the review of existing literature shows that researchers have adopted different definitions for the term turnover intentions’, despite this a clear correlation in results exists which shows that a relationship does exist between turnover intention and burnout. Similarly, the review of literature relating organizational commitment and burnout shows that a relationship does exist between the two variables. A clear lack f literature when reviewing the literature based on burnout related to turnover intention, Job satisfaction, organizational commitment and demographic factors is evident. This lack of literature shows that there is a need for further research on these work-related outcomes not only among project managers but within the construction industry in South Africa as a whole. Service employees’ burnout levels related to demographic characteristics: According to Miasmal (2003), individuals to the working environment alone. These attributes include demographics, personal traits as well as beliefs that stem from the working environment (Miasmal, 003). Miasmal (2003) affirmed that a number of these attributes are correlated to burnout. The area of interest in this instance is demographic characteristics. Miasmal (2003) put forward that age is the variable that is most constantly correlated to burnout, among the available demographic variables. It was reported that younger employees, under the ages of 30 and 40, experience high levels of burnout (Miasmal, 2003). This is attributed to the fact that age is disconcerted with the individuals level of work experience and it is for this reason that the younger employees experience higher levels of burnout (Miasmal, 2003). Miasmal (2003) allowed up with the sex demographic and concluded that this particular demographic was not an efficient forecaster of burnout. Results from previously conducted research suggested that female employees are characterized with higher levels of burnout, while other results characterized men with higher levels of burnout (Miasmal, 2003). Also, some research results were inconclusive, with very little difference between the levels of burnout experienced by men and women (Miasmal, 2003). Regarding marital status, Miasmal (2003) discovered that individuals who were not married experienced higher levels of burnout than those who were aired. Furthermore, single individuals experienced higher levels of burnout than divorced individuals (Miasmal, 2003). Miasmal (2003) then explored the level of education and came to conclude that individuals with a higher level of education experience higher levels of burnout than those who are less educated. In a study conducted by Corded (1993), she suggested that there are certain demographic variables that have proven to contribute to the Justification of why certain individuals experience high levels of burnout and why others are somewhat immune to burnout demographic variables. Men and women have frequently reported discrepancies in the levels of burnout experienced, however, there is inconclusive evidence pertaining to the pattern and complications of relationships (Lemmas, Rafter, Purdue, and Ruddiest, 1987). Studies conducted by Anderson and Knick (1984) also suggested that younger employees constantly reported higher levels of burnout compared to employees who were much older. Employees who were more experienced reported extremely low levels of burnout thus concluding that, the older and more experienced an employee, the lower the reported levels of burnout (Anderson and Knick, 1984). Miasmal and Jackson (1985) further asserted that individuals who were married experienced very low levels of burnout compared to individuals who are not married and experienced considerably higher levels of burnout. Individuals who have children experienced lower levels of burnout compared to individuals who had no children and experienced higher levels of burnout (Miasmal and Jackson, 1985). To conclude, Corded (1993) affirmed that based on the available literature today, she believes that the burnout trend requires more consideration by researchers whose focus of study is stress processes in the work environment. Burnout seems to be a extinctive kind of a stress pattern that takes into account the awareness of emotional of reduced personal achievement (Corded, 1993). How to cite Literature review- burnout among construction workers, Essays

How can leaders motivate staff in order to improve efficiency and job satisfaction free essay sample

In this essay I shall define motivate, job satisfaction, productivity and leaders. I shall then give a brief history of motivational theories and then discuss McClelland’s Motivational Needs Theory; to explain some methods of how staff can be motivated by analysing the 3 main factors in his theory and explain how these factors can motivate staff and to see if motivation does lead to improved productivity, I shall then analyse this theory and thoughts of other theorists to see if motivation also leads to job satisfaction and conclude the results of my research. Motivate – The Oxford University Press (2014) states motivate is to â€Å"provide (someone) with a reason for doing something: he was primarily motivated by the desire for profit† 2014, 2014, February 26th, Oxford University Press, http://www. oxforddictionaries. com/definition/english/motivate? q=motivate What is Job Satisfaction? Job Satisfaction is when a person/employee is happy or content in their job. What is Productivity? Productivity is a term used to describe a state, quality or fact of being able to generate, create or improve goods and services. For example at the Chocolate Factory the Work Productivity was increased and 10% more chocolate bars were produced than last year. Or the Council’s Productivity increased after a restructure and they managed to provide more services to customers. What is a Leader? A Leader is someone who leads other people; this could be a manager, director, team leader, politician or anyone who leads people, usually staff or one or more people. Motivational Theories There have been many management theorists throughout the years from 1908 (Henry Ford) to 1990 (Dr Stephen Covey) and other theorists/theories onwards from 1990. David McClelland’s Motivational Needs Theory in 1961 identified that there were 3 types of needs for motivation: †¢The Need for Achievement (Goals, Deadlines etc. ) McClelland believed that the Need for Achievement would motivate staff; for example leaders setting goals, targets or deadlines for staff to achieve can motivate their staff to meet these deadlines (or goals) therefore enabling leaders to increase productivity and performance of staff by setting, planning and/or varying these deadlines, goals or targets. Without any goals or deadlines there is no need for the staff to achieve a certain amount of productivity such as producing/finishing a specific amount of work. Therefore I agree with McClelland that there is a motivational need for achievement to motivate staff and this can lead to improved productivity and performance. Many large companies such as Halfolds and MacDonald’s believe that Achievement motivates staff and they have reward systems in place to motivate their staff. By achieving a good performance or a certain level of productivity they can earn rewards, if a worker meets the requirements they may get praise or a reward from their leader there also may be an incentive for the staff member to achieve their/these targets of which motivates them to work harder therefore increasing productivity by McClelland’s motivational need for Achievement. But also when a staff member meets their work goals, targets or deadlines this may improve job satisfaction as they would know they have done well and their standard of work is sufficient to meet their goals even if there is no incentive, but an incentive for the staff to meet goals can help motivate staff further to meet their goals. †¢The Need for Power (Authority) Staff having authority or power McClelland believed would motivate staff, I believe this is because it gives the staff member a sense of importance by having authority and by would undertaking extra responsibilities that people with authority would usually undertake such as managing staff, it also enables them to motivate staff who they have authority over and therefore they can improve performance and productivity by successfully managing their staff as well as improving their job satisfaction, possibly by making changes. The Need for Affiliation (Good/Friendly Working Relationships/Being a part of a team, group, organisation etc. ) Affiliation/s in McClelland’s theory refers to staff being closely affiliated (or associated) which can refer to family, social, business or working relationships. This Affiliation is a state of being associated or affiliated, for example a staff member may be affiliated with a team or organisation and staff being in a team (therefore having affiliation with a team) McClelland believed staff may be more motivated by affiliation as they are associated with other staff who may most likely be working towards a similar outcome to themselves and as a part of a team they may wish to be or become a team player and motivate themselves and other team members. For instance I have affiliation with the University of West London Business Studies Course and as a student I am affiliated and effectively a part of a group of students, I am motivated to help other students as they wish to achieve the same outcome as me (a degree) and as I have affiliation with this group I am therefore self-motivated to achieve the same standard of work as my group or excel them and therefore I agree that there is a need for Affiliation and I believe this motivates me and my performance and productivity is improved as a direct result of Affiliation. McClelland believed that the majority of people have or show a combination of these 3 types of needs and some favour specific needs or a combination of these needs. Matching the correct needs to the person can strongly improve their work productivity, performance and behaviour but can increasing motivation therefore lead to an improvement in job satisfaction? McClelland does specify in his theory that motivation can improve performance and work productivity, but he does not specify that it can lead to improved job satisfaction but from analysing his theory above you can see that 2 Motivational needs factors in his theory (the need for authority and the need for achievement) can lead to improved job satisfaction, this is backed up by the fact that McClelland’s motivational theory shows that motivation can lead to improved performance of staff and there is a direct link between improved performance and improved job satisfaction. The 3rd factor â€Å"The Need for Affiliation† through personal experience at university and working as a part of team at various work places, I believe can also improve performance and job satisfaction). Naylor, Pritchard, Ilgen; 1980; Vroom, 1964 state that; â€Å"expectancy-based theories of motivation generally stipulate that satisfaction follows from the rewards produced by performance. † Lawler and Porter (1967) who were â€Å"expectancy theorists themselves argued that performance would lead to job satisfaction through the provision of intrinsic and extrinsic rewards. As these authors noted, briefly stated, good performance may lead to rewards, which in turn lead to satisfaction. † The Job Satisfaction-Job Performance Relationship: A Qualitative and Quantitative Review 2001, 376-379, American Psychological Association, Inc, 3 I can conclude that leaders can motivate there staff using motivational theories such as McClelland’s Motivational Needs Theory in order to improve productivity and job satisfaction. I have also came up with my own theory based on McClelland’s Motivational Needs theory and the work of Naylor, Pritchard, Ilgen; 1980; Vroom, 1964, Lawler and Porter (1967). Josh Albright’s (2014) Motivational Flow Theory I agree with McClelland’s theory; which I have discovered to some extent also agrees with other theorists (such as Naylor, Pritchard, Ilgen, Vroom, Lawler and Porter) that motivation leads to improved performance (productivity) and job satisfaction, In order to increase job satisfaction and productivity you must increase motivation. The diagram I drew below shows that the more motivation is increased or â€Å"poured into staff† the more job satisfaction and productivity will thereby be increased.