Social Security Program Issues Research Paper Example | Topics and Well Written Essays - 2500 words - 1

Standardized savings Program Issues - Research Paper Example Governments, especially in the created nations, are spending enormous measure of assets on the standardized savings programs offered to their residents (Gruber and Wise). These standardized savings programs give wellbeing offices, salary support if there should be an occurrence of joblessness, training offices to the posterity and at times, uncommon endowments and rewards during national celebrations and so on. The offices are for the most part offered to the jobless, genuinely debilitated because of mishaps and so forth and senior residents who have resigned from their occupations. History: Human creatures have consistently confronted monetary vulnerabilities activated by war, cataclysm, starvation, physical handicap and mature age. Various conventions have been created by people since antiquated occasions to manage the effect of such monetary disturbance. The most widely recognized and clear is the loading of food and assets during the times of significant returns with the goal tha t they can be used later when required. The proof of capacity of grain can be found from the archeological revelations about Mesopotamian, Egyptian and Indus Valley Civilizations. The Greeks used to stock olive oil which could later be utilized as a food in extreme occasions and as a money too to purchase different products in return of the oil. Customarily, servitude between families has existed that praises the senior individuals from the family. It puts duty on the more youthful, increasingly enthusiastic individuals to deal with the necessities of the individuals who are in their declining years. Also, the idea of noble cause has existed in individuals since times obscure and in certainty is a piece of human instinct. The organizations of noble cause as we probably am aware them today (clinics, mature age homes and so on.) have additionally existed since the later times of Roman domains and the Islamic realms of Arabia and Egypt. The rich and prosperous portions of society offer monetary help for food, wellbeing and haven for the poor particularly the old or handicapped. This type of government disability assumes a significant job even today in a large portion of the created and immature nations. Consequently, the customary methods for standardized savings are the idea of noble cause, the family structure, and the capacity assets for sometime later (US Social Security Administration). The first since forever appearance of formal foundations with the target of giving government disability to its individuals were the worker's organizations or societies that showed up in the medieval occasions. The essential target of these associations was to improve the state of work through expertise advancement and efficiency upgrade (Stephen). Be that as it may, by time these societies formed into associations that offered money related help to its old or jobless individuals in a tough situation. These social orders took progressively formal structure in the USA with app ropriate titles, for example, Freemasons, Fraternal Order of Eagles and so on (US Social Security Administration). As the equitable governments turned out to be all the more remarkable in the edified world, new projects for open government assistance discovered their way in to the administration arrangements. The alleged ‘Poor Laws’ proclaimed in England are the primary record of enactment which takes after the government managed savings program as we probably am aware it today (Sutherland). These laws expressed that it was state’s obligation to think about the prosperity of its residents. They additionally put forward a tax collection component to offer budgetary help for a government assistance program and furthermore characterized the qualification standards for the recipients of this program. In spite of the fact that

Consumer Purchasing Process Essay Example | Topics and Well Written Essays - 1250 words

Purchaser Purchasing Process - Essay Example The exercises engaged with the procedure incorporate recognizing and assessing merchants, choosing explicit items, setting requests, and settling emerging issues (Schneider, 2010). Every one of these exercises encourage the securing procedure from either the provider or maker. The buying procedure makes six strides which are need acknowledgment; provider ID and determination; contract exchange; buy request position; buy request development; and request receipt and satisfaction (Li, 2007). Every one of these means includes a few buying exercises. In the initial step of the buying procedure, an organization distinguishes a requirement for a specific material. The progression includes buying exercises like distinguishing proof of materials and their conveyance time. It additionally includes quality, amount, and characteristics ID. The subsequent advance proceeds to distinguish explicit dealers or distributers for the materials recognized in the initial step. This progression includes bu ying exercises like value pattern examination, provider accessibility investigation, and economic situations investigation (Li, 2007). The third step includes exchange of the terms and states of the buy procedure in this manner opening deal. Upon concurrence on the terms and conditions, a buy request is set. ... In the six stages, the buyer gets the request and checks both quality and amount provided. It is in this progression where the deal is shut and the organization gets responsibility for bought materials. Much of the time, buying process includes communication between the buying faculty of an organization and key record administrators of the providing organization. The record directors ought to have abilities like arranging and advertising, relationship building, critical thinking, arranging, opportunity making, association, correspondence, and introducing aptitudes (Cheverton, 1999). In certain circumstances, the providers utilize worldwide records the board rather than key records the executives. These circumstances require the merchant organization to be worldwide and facilitated. Capabilities required for work force in worldwide records the executives is indistinguishable from the ones required in key record the board. The explanation behind this is the comparability in the exercis es attempted in every one of the cases. Examination Purchasing process includes the buying organization and the selling organization. These organizations have clashing interests. Every one of them attempts to expand benefits got from a buy while limiting the two dangers and expenses. Dealings are constantly required so as to accomplish these goals. This shows the people chose to speak to an organization in a buying procedure ought to have great arrangement abilities. Exchange aptitudes are in accordance with relational abilities and thusly, these people need to have great relational abilities too. In the event that people speaking to an organization need arrangement aptitudes, the other organization may exploit the shortcoming in the buying procedure. Because of this, the more vulnerable organization may make loses while the other organization

Fair trade provides no significant benefits. To what extent do you Essay - 3

Reasonable exchange gives no huge advantages. Whatever degree do you concur - Essay Example mplishments, the structure by which Fair Trade tries to accomplish its targets is seriously frail, limiting its market openings and the worth it provides for laborers and ranchers. All things considered, some case that reasonable exchange gives no huge advantages. This paper contends that Fair Trade suffers from inner and outside issues, however that doesn't imply that it gives no huge advantages. There is a wide cluster of reactions about whether Fair Trade achieves its goals of increasing living expectations for the most oppressed makers and different players in worldwide exchange. Essentially, there is a significant issue at the center of the current turn of events and accomplishment of Fair Trade (Cole and Brown, 2014). In order to accomplish predominant nearness and fundamentally impact the market, Fair Trade advocates need to work together with major corporate players. These corporate brokers typically seek after obviously various targets and normally hesitant or incapable to thoroughly subscribe to Fair Trade standards (Smith, 2013). For example, Starbucks’s commitment to Fair Trade standards has been scrutinized. A little level of Starbucks espresso was decently exchanged 2007, yet its image picture or corporate notoriety got known as socially dependable following announcing its contribution in the Fair Trade framework (Cole and Brown, 2014). Since Starbucks is the greatest worldwide espresso retailer, it is responsible for purchasing bigger volumes of Fair Trade espresso than some other seller. All things considered, a pitiful segment of its general espresso is Fair Trade. The Fairtrade Labeling Organization (FLO), entrusted to give Fair Trade authorisation, was additionally censured for not obliging major worldwide organizations (MNCs) to seek after or keep up higher standards before allowing them affirmation (Cole and Brown, 2014). Basically, the expanding joining of the Fair Trade stamp without totally executed Fair Trade goals subverts the general targets of Fair Trade standards and

The Role Essay Example | Topics and Well Written Essays - 750 words

The Role - Essay Example In addition, they talk about the more extensive feeling of this term by expounding on social capital and social exercises (Adler and Goggin, 2005, pp. 239-240). With respect to Schlozman et al. (1999), these creators propose to break down metro commitment through the three-contention system, which incorporates its appearance as chipping in movement, as advancement of vote based system, and as indication of network interests (p. 428). Because of this, it is sensible to express that metro commitment is a more extensive idea than a network critical thinking one. For this situation, Adler and Goggin (2005) characterize network exercises as a smaller appearance of community commitment term on the pivot bringing about political exercises (p. 241). Despite the fact that this idea is difficult to characterize, the entirety of its signs remember the response for certain social issues. In this way, it is conceivable to accept that city commitment as a wonder showed up as one of the devices of critical thinking inside a social network. In this specific circumstance, Adler and Goggin (2005) synthetize all the accessible meanings of the term in the announcement, â€Å"Civic commitment portrays how a functioning resident takes part in the life of a network so as to improve conditions for other people or to help shape the community’s future† (p. 242). To put it plainly, the endeavors to characterize the idea uncover the significance of network measurement in its pith. With the very appearance of metro commitment by and by, it isn't unexpected to connect it with dynamic chipping in position of the young. For this situation, it generally shows up with regards to changes inside advanced education organizations (Adler and Goggin, 2005, p. 237). As the examination directed by Adler and Goggin (2005) has appeared, the time of individuals associated with metro commitment as network critical thinking is more youthful in normal as opposed to its more extensive elements of constituent and political

Black Fish Movie Assignment Example | Topics and Well Written Essays - 500 words

Dark Fish Movie - Assignment Example There are no records of the assaults; in this manner mentors have little data on the dangers engaged with their activity. The orcas are troubled in this imprisonment and forceful not to themselves yet in addition to the coaches. This carelessness saw in the manner the orcas are dealt with, and this put the lives of the coaches at serious risk. The Blackfish film elucidates the abuse of orcas. This film centers around the manner in which the SeaWorld caught the orcas and kept in their imprisonment for human amusement. Blackfish is one such narrative, which uncovered the horribleness man forces on creatures and the predicament of untamed life in marine stops as they experience taming and preparing to interest people and produce benefits The movie producer is making accentuation on recounting to the accounts of the mentors and their story highlighting the maltreatment and in the manner SeaWorld keep the executioner whale in hostage. The film advocates on the predicament of orcas. It isn't enough upheld in light of the fact that it is concentrating on the occurrences Tilikum and his imprisonment yet neglects to diverge in talking the other episode including others executioner whales. There is no separation of the episodes. The film isn't sure about how to treat SeaWorld. Individuals met in the film have the antagonistic conclusion, and they don't give the arrangement. The film has impeccable visual work, and various meetings mixed with the blend of film of activitys of parks and creatures. This cinematography is attempting to welcome away from and feelings regarding the matter of the situation of creatures.

6 Words and Phrases to Banish from Your Vocabulary

6 Words and Phrases to Banish from Your Vocabulary It was my mother who first outlawed certain words from my vocabulary. The ones I remember are “but,” “have to” and “should.” Later in life, I took some courses that added “try” and “can’t” to the list (Yoda would approve). Most recently, “just” joined the ranks of words to avoid. I may have been in the minority ten years ago as someone with hyper-awareness of how certain small words affect our messaging. But more recently, I’ve encountered more people who pay attention to the implications that subtle turns of phrase have on our meaning. Let’s take a look at the impact of each of these wordsâ€"and at alternative ways to express ourselves. 1. But (Say “and” or “while” instead!) If you start paying attention to how often you use the word “but,” you might be surprised. Often the word is completely unnecessary and what you really mean is “and”! For instance, one of my writers wrote the following: I wanted to make sure that the client’s profile was succinct but clearly revealed his differentiating qualities. I notice that people frequently default to “but” in situations like this, where they want to say something was “short but sweet” or something along those lines. Why say “but”? Who says that being short implies “not sweet”? Who says that a profile’s being “succinct” implies that it doesn’t reveal a client’s differentiating qualities? Instead, how about this: I wanted to make sure that the client’s profile was succinct while clearly revealing his differentiating qualities. In this second sentence, the challenge of creating a profile that includes the client’s differentiating qualities is laid out in a positive light and does not imply a succinct profile could not reveal those qualities. It’s a subtle difference, and a significant one. I was pleased to discover that a Stanford University professor, Bernard Roth, has taken up the cause to substitute “but” with “and.” See A Stanford professor says eliminating 2 phrases from you vocabulary can make you more successful. As he explains, When you use the word but, you create a conflict (and sometimes a reason) for yourself that does not really exist. … whereas when you use the word and, your brain gets to consider how it can deal with both parts of the sentence.” Take the following sentence: I want to go to the movies, but I have to study. vs this one: I want to go to the movies, and I have studying to do. Changing “but” to “and” trains the brain to come up with win-win solutions, rather than creating a state of victimhood. 2. Have to (Say “going to” or “want to” instead) The movie vs. studying example above highlights another phrase that does not serve us: “Have to.” Professor Roth suggests substituting “want to.” I like substituting “going to.” Let’s take a look at the sentence above again, with the word “and” substituted for “but”: I want to go to the movies, and I have to study. (This still sounds fairly catastrophic.) What about these options: I want to go to the movies, and nevertheless I am going to study. (Suddenly this person has choice in the matter!) It would probably be pushing it to say “I want to go to the movies, and I want to study.” That might not be completely honest. But it’s a sentiment to try on. 3. Try (There is no “try”) There’s a difference between trying something as an experiment (see my above suggestion to try something on or try something out) and saying you’ll try to do something when what you really mean is you don’t think you’ll succeed. Trying is lying. Trying is not doing. I can try all I want to write a blog article every Sunday. That doesn’t get me to writing a blog article every week. It gets me going out with friends on Sunday nights while Im busy “trying”â€"and while my blog remains blank. We use the “try” word when we want to weasel out of things, whether they are commitments to ourselves or others. Saying you’ll “try” is pretending to say “yes” when you mean “probably not.” Stop it. Instead, choose the actions you are willing to take. Say “I will do x, y and z.” Or say you aren’t going to do it. There is no “try.” 4. Should (Don’t “should” on yourself or on others) “Should” is a close relative to “have to.” It’s a moral judgment that often leads to a whole lot of trying. Do you think you “should” go to the doctor? “Should” go to the gym? “Should” apologize to someone you love? Or do you think someone in your life “should” do something and are you telling them so? How’s that working for you? Take this example: You should stop eating so much sugar, honey. You’ll make yourself sick! vs. I want you to eat less sugar, honey. I’m so scared you’ll get sick. (The “you” in this sentence could be yourself or someone else.) To me, the second version is much more vulnerable and scary to say. It’s less judgmental. If I’m saying it to myself, it’s actually sweet and caring. And although it could produce defensiveness, it’s less likely to do so than the version that takes a moral high ground and tries to control someone’s behavior. Some of us “should” on ourselves even more than we “should” on others. Take a look at how you’re putting yourself down with that sentiment, and how you use “should” to let yourself off the hook instead of committing to something. 5. Can’t (I think I can!) This one is basic. “Can’t” is a disempowering word that leads to a lot of inaction. Instead of “can’t,” be curious about how you can. Look for other options than the one or two you are considering. Get coaching. Read The Little Engine That Could for inspiration. Get creative! As a friend and I often say to each other, the only 100% reliable way to reach a goal is not to stop until you accomplish it! And if you choose a different goal along the way, that’s okay too. 6. Just (I called to say “I love you.”) The word “just” diminishes what we say after it. Calling to say “I love you” is a big deal right? Why make it smaller, as the famous song does, with “just”? I was unaware until about a year ago of how much I qualify my sentences with the word “just.” Common usages could be “I just wanted you to know that…” or “I just feel like…” or “I just thought…” If you start paying attention, you might be surprised at the frequency of the word “just” in your vocabulary. See what happens if you delete it. Your communications might become more truthful and riskier. You might start to claim your feelings, opinions and choices in a new way. Did you learn something from this article about your language? Did you try eliminating any of the recommended words? Are there more words that you recommend banishing from our vocabularies? Please share!

Literature Reviews in Academic Writing

Literature Reviews in Academic Writing Courtesy: frankellawyers.com.au Undergraduate and postgraduate students do literature reviews as part of a wider body of work or as a standalone paper. Don’t confuse this with an essay or thesis, however. Literature reviews have a distinct purpose in academic writing. What it a literature review? An academic essay, paper, or thesis argues a topic using credible sources to back up the argument. A literature review is a research, analysis, and critical commentary on those very sources. It can be an embedded introduction in your paper, or relevant parts of the review can appear in relevant sections of the paper. Why do a literature review? Reasons for doing a literature review include: To improve your own understanding of the essay  topic which you choose for a research paper. To update the reader on current views on a subject. Those who critique your findings or who take an interest in your research should have enough contextual data to follow your theories. To show gaps in existing findings. When there is minimal knowledge on a subject, or none at all, tertiary education students have the chance to fill the gap with sound, well-researched material. What it is not The review is not an essay. It does not: Prove or develop main points. This is done in the paper it is supporting. Argue a topic. It presents findings, compares different fields of thoughts on the topic, and proposes further studies. Merely summarize a list of sources. Selecting sources When doing a literature review for an academic paper, wide or narrow topics result in too much or too little source material. The first step, therefore, is to make sure the topic of a research paper is suitably focused. A strong paper is supported by credible, peer-reviewed sources. This means that school textbooks and a large portion of online content are weak foundations on which to base your work. These contain a broad range of information and have little, or no, academic assessment. Search for strong literature in: Journals Academic databases Dissertations Government and respected bodies reports and studies University libraries Monographs Empirical studies Suggested readings from your academic advisor Investigate the sources cited by authors within their own reports. This will yield further data on your topic. Choosing material for inclusion The literature review proves that the research conducted is valid. The source material must: Cover all the vital areas of your topic Identify inadequacies in existing research Point out areas lacking research Reveal a need to update current research Because of the quantity of information, as well as time limits and deadlines, you must be able to locate relevant data efficiently. Skim and scan texts for content that supports your work. Use keyword searches in electronic databases. As you accumulate information, make notes on thoughts and reactions and critique findings systematically. Remember to record the necessary details for complete citations of facts and quotes used in your paper. Organizing a literature review The review follows an introduction, body, and conclusion structure. There are different ways to organize the commentary on the collection of sources. The most popular systems are chronological and topical. Chronological organization presents an analysis of the oldest to most recent studies. Topical organization groups findings by themes, or common issues they address. You can also arrange work in order of importance. Whichever system you choose, make sure: The organization system is apparent Headings and paragraphs distinguish findings The relationship between the review and the topic you are researching is clear Key studies are highlighted Transition words and summaries show progress from one study, or group of studies, to the next Writing a literature review Before writing, collect adequate data that has been analyzed, criticized, and compared. Forming the backbone of your research paper, the review should cover every appropriate angle that gives cause to your work. Refine content, as appropriate, to form a comprehensive and strong report that lends weight to the research you have undertaken. It must: Show that you have a thorough understanding of your own topic Cover all essential aspects of the topic Clarify key terminology Critique research findings and their presentation Expose opportunities for future research It is easy to lose focus because of the abundance of available information. A lack of clarity on the central topic blurs the point of the review, and if objectives are unclear, outcomes fall short. Therefore, employ critical thinking and questioning techniques, such as Boolean logic, to stay on the right track.

SWOT The Walt Disney Company - 960 Words

SWOT Walt Disney SWOT analysis 2013 Strengths Weaknesses 1. Strong product portfolio 2. Brand reputation 3. Competency in acquisitions 4. Diversified businesses 5. Localization of products 1. Heavy dependence on income from North America 2. Few opportunities for significant growth through acquisitions Opportunities Threats 1. Growth of entertainment industries in emerging markets 2. Expansion of movie production to new countries 1. Intense competition 2. Increasing piracy 3. Strong growth of online TV and online movie rental Strengths 1. Strong product portfolio. Walt Disney’s products include broadcast television network ABC and cable networks such as Disney Channel or ESPN, which is one of the most watched cable networks†¦show more content†¦Disney Company has already entered these markets and should continue to strengthen its position there to benefit from such high industry growth. 2. Expansion of movie production to new countries. Disney has an opportunity to expand its movie production to such countries as India or China, where movie production industries have developed good quality infrastructure. This would result in lower movie production costs and more localized movies for India and China’s markets. Threats 1. Intense competition. Disney operates in very competitive industries such as media, tourism, parks and resorts, interactive entertainment and others. The competitive landscape changes quite drastically in the media industry, where news and TV go online and new competitors with new business models compete more successfully than incumbent media companies. Disney’s parks and resorts business segment also receives strong competition from local competitors who can offer better-adapted product. This results in growing competitive pressure for Walt Disney Company. 2. Increasing piracy. The advancements in technology allow copying, transmitting and distributing copyrighted material much easier. With an increasing number of internet users and the speed of internet, this poses a great risk to Disney’s income, as fewer people would go to watch movies in a cinema or buy its DVD, when it’s freely available online. 3. Strong growth of online TV and online movie renting. Besides internetShow MoreRelatedSwot Analysis of Walt Disney Company Essay2999 Words   |  12 PagesCOMPANY PROFILE The Walt Disney Company REFERENCE CODE: 8C7AE530-4ECC-4EF5-AC18-370E646FD097 PUBLICATION DATE: 31 May 2013 www.marketline.com COPYRIGHT MARKETLINE. 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The only two important commonalities that can be deducedRead MoreWalt Disney Company s Organization967 Words   |  4 Pagesto Investor Relations, The Walt Disney Company’s â€Å"exemplifies an organization composed of four strategic business units which, with the consideration of the consolidated revenue, represented roughly an enormous 35.5 billion dollars in 2007.† They are â€Å"Disney Consumer Products, Studio Entertainment, Parks and Resorts, and Media Networks Broadcasting, and these can be further subdivided into 28 categories and are composed of an overabundance of brands† (Walt Disney, 2013). The only twoRead MoreWalt Disney Value Chain Analysis Essay1360 Words   |  6 Pagesa value chain analysis for Walt Disney Company, I will be able to accurately show the â€Å"parts of its operations that create value, and those that don’t† (Hitt, Ireland, and Hoskisson, 87). The value chain is segmented into two categories: support functions and value chain activities. Support functions include finance, human resources, and management information systems which â€Å"support the work being done to produce, sell, distribute, and service the products [Walt Disney] is creating† (Hitt, IrelandRead MoreDisney s Current Published Mission Statement Essay1357 Words   |  6 PagesDisney s Current Published Mission Statement Walt Disney s does not have a distributed vision articulation. On the other hand, their current Statement of purpose can be found on their site (The Walt Disney Company, n.d.). The current statement of purpose peruses as takes after: The mission of The Walt Disney Company is to be one of the world s driving makers and suppliers of diversion and data. Utilizing our arrangement of brands to separate our substance, administrations and customer items,Read MoreAnalysis Of Walt Disney Company And Discussing All Of The Topics Listed Above1084 Words   |  5 PagesW.O.T analyses on multiple companies. A SWOT analysis â€Å"is an analytical framework that can help your company face its greatest challenges and find its most promising new markets† (Taylor). The discussions in class talked about several topics including the company’s background information, strengths weaknesses, opportunities, threats, corporate strategy, business strategy, structures/ controls and recommendations. In this paper I will be analyzing The Walt Disney Company and discussing all of the

Essay about Values and Principles of the Early Years Sector

Values and principles of early years sector. 1)The five basic tenets of good practice are; Equality and Diversity Rights and responsibilities Confidentiality Promote anti discrimination Effective communication The three principles are; The welfare of the child is paramount Practitioners contribute to children’s care learning and development and safeguarding is reflected in every aspect if practice Practitioners work in partnership with parent’s families, as they are the child’s first and most enduring carers and educators The eight values are; The needs, rights and views of the child are at the centre of all practice Individuality, difference and diversity are valued and celebrated Equality of opportunity and†¦show more content†¦Pauline reached over to James and took the shoe off his foot and threw it to the side of the group. When reaching James’ name card he put his hand up and said that it was his name, Pauline then replied to him with â€Å"James it says on this card, I thought your name was Cinderella because I had to take your shoe off you† then handing him his card and continuing on with the focus time whilst James sat with no shoe on his foot. Through out the focus session she was impatient with the children and when they did not answer her question on what day it was today she referred to the group of children â€Å"Take it we are all brain dead today.† Through this focus time there was more than one value and principle which was displayed in Pauline’s poor practice as well as no signs of implementation of our settings behaviour policy and procedure. The children’s welfare was certainly not paramount to Paul ine during the focus time and that the children listened and followed her instructions was more paramount to her. Pauline’s communication skills with the children were poor and did not meet the needs of a majority of the children in the group. James was embarrassed and humiliated in front of the other children in the group and his self-esteem was effected. 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The United States Military Operations - 2140 Words

The United States Military continues to prepare sailors and soldiers for a range of military operations. While the military is largely known for fighting and winning the nation’s wars, it is not uncommon for military commanders to face challenges outside that of military combat operations. One of the more challenging operations that Joint Force Commanders face, is that of responding to natural disasters. While military commanders may conduct exercises both in the United States and with our coalition partners and allies, natural disasters that require a military response have unique challenges that are difficult to prepare and to practice. Natural disasters often occur with little or no warning and have the potential to impact large†¦show more content†¦There are however, several restrictions that prevent the military from being able to directly respond to foreign or natural disasters inside the U.S borders. A formal request for aid must be generated through the Department of State for foreign aid (JP3-29, 2014). Likewise, a request for federal assistance must be made from the state to the President prior to military forces are authorized to respond to a domestic natural disaster. Unlike the Armed National Guard that is run by the state and falls under US Title 32 laws, the Department of Defense operates under Title 10 laws that prevent the military from operating in inside the United States borders for defensive support of civil authorities without the explicit permission from the Secretary of Defense (JP3-28, 2013). Joint Task Force commanders can best prepare for the surprise of natural disasters with routine training and interoperability with coalition partners. Regular multinational exercises and operations improve the trust and working relationship with foreign governments that are essential in the time of crisis. Trust between nations is required to allow a country to make the initial request for assistance. At the time of the 2004 Sumatra earthquake, only 15 percent of Indonesians had a favorable

The Movie 12 Angry Men - 865 Words

As a Criminal Justice major, the classic movie 12 Angry Men has always been very influential and essential in my studies. This brilliant film is based on the concept of a fair trial to a young man, aged eighteen, who has been accused of stabbing his own father to death. Being tried for first-degree murder, the jurors vote most be unanimous on whether or not this child is to be sentence to death. Demanding the viewers to question the veracity behind our â€Å"fair† criminal justice system, this 1957 trial film will surely be one to make one ponder. Outlined in the Sixth Amendment of the United States Constitution is the criminal defendants right to a public trial by an impartial jury, meaning that all juries should be fair and unbiased. Unfortunately in our American Criminal Justice system today, it is nearly impossible to find a jury full of unbiased citizens. Throughout the film the characters remain anonymous, expect for the fact that they drop subtle hints to their underly ing biases. For example, we are aware that the defendant is a minority of that time, and of low social standing. Immediately, biases are set within the jurors whether they are aware of it or not. During the first preliminary vote, eleven of the twelve jurors vote guilty, excluding the one not guilty vote from juror eight. Juror eight then makes it clear that it is in his belief that the vote was made far too swiftly, and it was necessary for them to discuss the specifics of the case before jumping to anyShow MoreRelated12 Angry Men In The Movie : 12 Angry Men808 Words   |  4 Pagesoften touchy subjects in a unique light. In this movie the audience is faced with 12 jurors who hold the fate of a young man on trial for murder in their hands. It is supposed to be that one is innocent until proven guilty; however that is not the case in this movie. 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In the beginning, all jurors believed the boy to be guilty without a doubtRead MoreAnalysis Of The Movie 12 Angry Men 933 Words   |  4 Pages12 Angry Men Overview In the movie of 12 Angry Men, a group of jurors must decide the fate of an inner-city boy, who is charged with killing his father. The case should have been a slam dunk, yet one man (Juror No. 8) in the initial vote cast reasonable doubt over the evidence of the trial. While deliberating their verdict, the details are revealed. Subsequently, the jurors slowly changed their vote to innocent on the basis of doubt. Despite their duty to separate personal matters from the factsRead MoreAnalysis Of The Movie 12 Angry Men 946 Words   |  4 Pages12 Angry Men For the purpose of this paper I will be using a movie based on a teen male who is on trial for the murder of his father in 1957. There are twelve men on the jury who are from all different areas of society. They have one goal, to decide based on testimony and evidence on whether the accused is guilty or not. The following information is one person’s observation of the movie â€Å"12 Angry Men† using the 5 Stages of Group Development. Keywords: Forming, Storming, Norming, Performing, AdjourningRead MoreMovie Review 12 Angry Men607 Words   |  3 PagesAns 6. â€Å"Prejudice always complicated the truth.† The movie 12 Angry Men, by means of several situational examples, reaffirms the fact. The first case in point is of the boy on trial who is born and brought up in slums. Many of the jury members, especially jurors 10, 7, 4 and 3 are heavily influenced by the prejudices they hold against children from the slums. In one of the scenes, juror 10, goes into a rage and explains why people from the slums cannot be trusted and calls them little better thanRead MoreAnalysis Of The Movie 12 Angry Men 2223 Words   |  9 Pages12 Angry Men is a movie centered around a murder case and the 12 men that are in charge of providing a verdict for a kid charged of first degree murder of his own father. In this movie, the characters have to face a long and grueling procedure of figuring out how to charge the kid after a six day long trial and hours long deliberation between the jurors. The film of 12 Angry Men has several key psychological aspects to it that can be accurately and summarily described. In the movie, the jury hasRead MoreMovie Analysis : 12 Angry Men1404 Words   |  6 PagesThe group type presented in the film 12 Angry men appears to be a task group. Task groups typically come together to accomplish a specific charge. In this case, their task was to decide a verdict of guilty or not guilty for the boy on trial. According to our text, some feature of this task group would include those listed under the â€Å"teams† category such as appointed leadership and focus on a specific task or charge. The members’ bond is simply there interest in the task, as they have no previous

Jackie Brown One Worth Betting on Free Essays

Isaac Rexford ENG 1102M Spenser Simrill Jackie Brown: One Worth Betting On The film Jackie Brown begins with a predominant focus on Jackie herself, one of the film’s main characters by a panning shot following Jackie in the first scene. Jackie’s initial focus is very much related to the film’s plot. As the plot develops, Jackie finds herself in the center of a situation where a guns sells man (Ordell) refuses to let Jackie run her mouth to the authorities, while the authorities already know all about Ordell’s business and simply want a name from Jackie due to the fact they have been unable to arrest Ordell due to his unknown identity. We will write a custom essay sample on Jackie Brown: One Worth Betting on or any similar topic only for you Order Now But getting just a name is not that simple; and, Jackie’s no fool. She hatches an intricate plot of her own not only to protect herself from the authorities and prevent future incarceration, but in order to steal Ordell’s $500 thousand fortune. In a surprising turn of events, Jackie’s ability to negotiate and get what is in her favor really demonstrates the power Jackie has invested in herself to get what she wants. Jackie’s Trouble From The Start From the start the audience is made aware that Jackie had it in with Ordell the first time she is confronted by two detectives, Nicolet and Dargus. They take her in for questioning like normal, already having some knowledge of Ordell, but all they want from Jackie is a name. The camera itself emphasizes the scene with an array of close-ups of Jackie and the two detectives as they carry on this conversation in this first scene. The two parties, Jackie and the detectives, are battling back and forth; Jackie resisting their every attempt to seize information from her. This unfortunate meeting leads Jackie to meet a fellow named Max, who assists her in her real goal: getting Ordell’s fortune. But for now she is happy to get the detectives off her back and on to her next problem: Ordell. The time finally arrives and one evening after a meeting with Max Jackie comes into a confrontation with Ordell. Like stated earlier, Jackie is no fool and picked up a pistol from Max, if my suspicion’s correct, in case the conversation between her and Ordell became a little heated. In the confrontation the lights are off and the audience is not able to see a single thing; but the conversation between the two continues loud and clear. Jackie’s Power Jackie’s first show of power is shown in the scene where Ordell comes to â€Å"visit. Jackie had caught on that Ordell was the one who murdered Beaumont so she steals a pistol from Max. Above, a closeup is shown of Max just realizing his pistol had been taken. It is confirmed he knew it was Jackie at the time as he shows up knocking on her door the next day. This screen shot shows the true power of Jackie, that she is will ing to do anything to get what she wants. In the split image, Jackie is seen in the darkness with Ordell’s hand around her throat. At that moment she presses a gun steadily against Ordell’s penis, as he says â€Å"It feels like a gun pressed against my dick. Later in the scene Jackie essentially interrogates Ordell, with a gun pointed to his face the entire time. The image above displays the transition of power between Jackie and Ordell, in this case Jackie stripping Ordell of his. Jackie continues to keep the gun pointed to Ordell as she, by change of plan, questions him instead. As it plays out, Ordell is now the one with a gun pointed to his dome and his hands up high in defense. Jackie astonishingly creates a turn of events from this scene alone; she essentially takes the authority from Ordell and places it in her own hands to aid in her own plot: getting Ordell’s money. Jackie’s methods of achieving this, however were the most cunning and sneaky among the best. Jackie really lures Ordell into a trap and uses the element of surprise to sneak the gun on him; at the time speaking with a soft voice, alleviating Ordell of all his suspicion so that he would come close to Jackie thinking she wasn’t a threat; as it is shown he was terribly mistaken! As shown in the image above, Jackie sits with her feet facing away from Ordell and closed, with the gun in her hand, resting on her knees and the gun pointed straight ahead at Ordell. In conclusion, Jackie’s persona is demonstrated very well in the character. Jackie really does serve as an example of a hard working black woman who’s just trying to live comfortably in society. Furthermore, the film itself really helps the audience notice these facts, with its use of closeups and panning during eventful scenes in the film. Regarding this one select scene as the most important, the movie itself shows a transition of power and authority from the main characters who first held the authority like Ordell and Lewis for example, to characters like Jackie who hold the power up towards the end. How to cite Jackie Brown: One Worth Betting on, Essay examples

Job Satisfaction for Linguistic and Philosophical Investigations

Question: Discuss about theJob Satisfaction for Linguistic and Philosophical Investigations. Answer: The chosen topic for the assignment is job satisfaction. Job satisfaction is the level of contentment that the individuals receive while they are into some kind of jobs. It includes the factors whether they like their jobs or they are doing it forcefully. It includes certain behavioral components that are related to their jobs. It is important for an individual to get satisfied in their job fields. It can be seen in many cases that the individuals face certain issues in their job fields. They face behavioral issues that becomes a stress for the individuals and they become unwilling to work in the organization. Initially money was considered to be the main factor of satisfaction for the employees (Huang et al. 2016). Later with the money the job profile was considered to be one of the most important aspect of a job. It is important for the employees to be satisfied of their jobs. If they cannot like their job they will never be able to do justice to the job. They will lack in their duty to serve the organization as they will not be able to give their best. There are many models of job satisfaction that will be analyzed in the discussion area. It is indicative of the behaviors that occur in the organizations. Job satisfaction is dependent on few factors like the environment of the workplace, it is dependent on the behavior of the supervisors and the persons of the management (Zablah et al. 2016). There are certain methods or models of the job satisfaction out of which the affect theory is an important theory. The foremost theory is the affect theory. This is the theory that has been proposed by Edwin A. Locke (Reilly et al. 2014). According to this theory, the main premise is that by job satisfaction an individual means what one gets in a job and what one wants. The satisfaction and the dissatisfaction of the job depends upon the fact whether the individuals got the things they wanted or whether they did not get the things they wanted in their job. It varies from one employee to other. In some case the employees prefers autonomy in the job and in other case the other employee does not prefer so. This theory also reveal the fact that excess amount of particular facet will produce stronger feelings of dissatisfaction. The feelings of dissatisfaction becomes stronger when a worker values more the particular facet that is the reason of his dissatisfaction (Gabriel et al. 2014). The other theory is the dispositional approach theory (Judge et al. 2017). This theory suggests that the individuals vary in their tendency to be satisfied with their jobs. The job satisfaction can be considered to be an individual trait. The expectation of satisfaction of an individual is a stable process. It is not a changing process. It remains stable over time and across other jobs and careers. This models have stated that according to the research the identical twins who was raised apart have same level of expectation of job satisfaction (Korsgaard, Meglino and Call 2015). The other theory includes the equity theory. According to this theory, the person views fairness in regard to the social relationships such as with an employer. In this the person identifies the amount of things gained from a relationship and compares the same with the output that is the things that is given out. This is done in order to produce a ratio of output and input (Lazaroiu 2015). This theory suggests that in case there is an inequality between the two individuals or two social groups, the probable situation that the person can go through is stress. This is because a disparity that might occur between the relationship of input and output. This is explained better with the help of an example. If two employees have been hired by the company with the same job profile and if one is getting high payment compared to the other, the one who is getting less paid will undergo the situation of distress in the workplace. In the other situation if both the employees gets equal pay, with equal responsibilities, the feeling of equity will be maintained that will be healthy for the organization. The theory has been supported many psychologist, who have come up with other suggestions of the theory. Some psychologists opined the fact that there are three level of behavioral response patterns to the situations that perceived equity or inequity. These are the benevolent behavior, behavior that is sensitive to equity and entitled behavior. The benevolent behavior include the fact that the employees are satisfied when they are under-reward while they are compared with their coworkers. The equity sensitive includes that everyone should be believed and they should be fairly rewarded. The entitled includes that the individuals believe that everything they receive from the organization they work is those things that their just due (Cappelen et al. 2014). In this context the discrepancy theory should be considered to be a major theory that can be discussed. This include the concept that is used to explain the ultimate source of anxiety and dejection. This is experienced by the employees when he is unable to fulfill his duties and responsibilities (Hardin and Donaldson 2014). In such cases he goes through the feeling of anxiety and he regrets over the situation for not performing well. The feelings of dejection comes just after this. This theory contains the fact that the individuals will learn to take their duties and responsibilities. They usually feel dejected when they are unable to achieve their hopes and their aspirations. In this the individuals learn to fulfill their obligations and their hopes. The individuals learn to fulfill their duties and their responsibilities and in case they are unable to do so they will be punished. With the passage of time the duties and the responsibilities become principles which can be used as a t ool of self-guide. This theory also explains that in case the achievement of the obligation is obtained then the reward can be praise, approval or love. The individuals gain respect from this. The dissatisfaction increases when the employees fails to obtain respect, rewards and they are filled with the feeling of dejection and as a result usually feel depressed and therefore suffer from depression (Dobrow et al. 2015). The other model of job dissatisfaction is the two-factor theory. This is sometimes known as the motivator-hygiene theory. This theory was introduced by Frederick Herzberg. This theory included the factors like satisfaction and motivation in the workplace. According to this theory, the factors like satisfaction and dissatisfaction are guided by different factors like motivation and hygiene factors. An employee requires constant motivation from his supervisors in order to perform well and to carry out all the job responsibilities (Bakker and Demerouti 2014). Motivation is usually seen as an inner force. Motivating factors are those that aspects of the job that make people want to perform. It increases the will power of the employees to work. It enhances the will of the employees to perform well in the organization and to achieve the goals of the organization. Once the individuals attain the organizational goal, the individual attains satisfaction of job. The other aspect that is includ ed in the theory is the factor of hygiene. This includes the aspects that are related to the working environment. This usually include the payment structure of the company, the policies of the company and the practices that are adopted by the supervisors. (Argyris 2017) The final model includes the job characteristics model. This model was proposed by Hackman and Oldham. This model opines the fact that there are certain essential characteristics of the job that are responsible for the job satisfaction. Everyone is not influenced by this. The individuals who want to achieve high targets and growth require strength. They are highly affected by the characteristics of the job. This requires the development of new skills that are required for the job (Serhan, Tsangari and Business 2015). While concluding this can be mentioned that there are many factors that influence the option of job satisfaction. These factors include the environmental factors which includes the factor of communication overload and underload. The other part of this is the superior-subordinate communication. The individual factor is another major factor of job satisfaction. This includes emotion, genetics as well as personality. The other factor that influences the job satisfaction is the psychological well-being of an individual. Apart from this the relationships with the people in the working place and the practical implication of the same has huge impact on the factor of job satisfaction. Job satisfaction not only affects the organization but also the organizations. If the workers in an organization is dissatisfied the organization itself becomes dissatisfied. It decrease the rate of production and hampers the quality of the work. Low job satisfaction can result to low morale and the employees s how no loyalty towards the company. Therefore, it is important to have job satisfaction and to understand the factors that are related to the same. References Argyris, C., 2017. Integrating the Individual and the Organization. Routledge. Bakker, A.B. and Demerouti, E., 2014. Job demandsresources theory. Wellbeing. Cappelen, A.W., Eichele, T., Hugdahl, K., Specht, K., Srensen, E.. and Tungodden, B., 2014. Equity theory and fair inequality: a neuroeconomic study. Proceedings of the National Academy of Sciences, 111(43), pp.15368-15372. Dobrow Riza, S., Ganzach, Y. and Liu, Y., 2015. Time and job satisfaction: A longitudinal study of the differential roles of age and tenure. Journal of management, p.0149206315624962. Gabriel, A.S., Diefendorff, J.M., Chandler, M.M., Moran, C.M. and Greguras, G.J., 2014. The dynamic relationships of work affect and job satisfaction with perceptions of fit. Personnel Psychology, 67(2), pp.389-420. Hardin, E.E. and Donaldson III, J.R., 2014. Predicting job satisfaction: A new perspective on personenvironment fit. Journal of counseling psychology, 61(4), p.634. Huang, Y.H., Lee, J., McFadden, A.C., Murphy, L.A., Robertson, M.M., Cheung, J.H. and Zohar, D., 2016. Beyond safety outcomes: An investigation of the impact of safety climate on job satisfaction, employee engagement and turnover using social exchange theory as the theoretical framework. Applied ergonomics, 55, pp.248-257. Judge, T.A., Weiss, H.M., Kammeyer-Mueller, J.D. and Hulin, C.L., 2017. Job attitudes, job satisfaction, and job affect: A century of continuity and of change. Journal of Applied Psychology, 102(3), p.356. Korsgaard, M.A., Meglino, B.M. and Call, M.L., 2015. The Role of Concern for Others in Reactions to Justice: Integrating the Theory of Other Orientation with Organizational Justice. The Oxford Handbook of Justice in the Workplace, p.387. Lazaroiu, G., 2015. Employee motivation and job performance. Linguistic and Philosophical Investigations, 14, p.97. Reilly, G., Nyberg, A.J., Maltarich, M. and Weller, I., 2014. Human capital flows: Using context-emergent turnover (CET) theory to explore the process by which turnover, hiring, and job demands affect patient satisfaction. Academy of Management Journal, 57(3), pp.766-790. Serhan, C., Tsangari, H. and Business, S., 2015. Retention of fresh graduates: Identification of determinant factors through a modified job characteristics model. In Global Business Conference (pp. 200-202). Zablah, A.R., Carlson, B.D., Donavan, D.T., Maxham III, J.G. and Brown, T.J., 2016. A cross-lagged test of the association between customer satisfaction and employee job satisfaction in a relational context. Journal of Applied Psychology, 101(5), p.743.

As the Sun Rose free essay sample

As the Sun rose its hour began to awaken the every pulsating wonders of everything in its path. I found myself in an unsettling state of mind with thoughts of what troubles and worries this new day would bring. As I sat there in the car with my cup of French vanilla because coffee was too bitter for me, I watched my sister’s every step to the door. My French vanilla scent took my mind off everything, as I continued to search for something set my gaze upon. It was still dark, with a very cold and damp touch from the night’s rain. The air had a dew feel to it, and the traditional smell of rain on dirt. I finally fixed my gaze on the horizon, the clouds began moving and forming a slightly distorted version of the daily morning sun rise. The rain had somehow altered the clouds, because the sky was crowded and it seemed as if the sun would not get to shine through like it did so many mornings before. We will write a custom essay sample on As the Sun Rose or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page It looked as if there was a battle being fought for the sky’s canvas with purples, grays, blues, and slight hints of yellow, red and orange paint. The endings and beginnings of these colors could not be discovered no matter how long or hard I stared. I watched as the invisible artist ran its brush side to side, up and down changing its painting every second. The air began warming and the birds chirped as if they had an unknown secret. It was the strangest thing even though the sky was being blocked the darkness from the night began to lighten and soon vanished until everything was able to be seen. Of course the day was gray rather than its normal bright sunny day, but still the shade was remarkable. The sun could be spotted if sufficiently focused on. But by this time five sixths of the sun was in the sky. A minute later, fine traces of yellow broke the bonds of the clouds. The scent of the rain on dirt grew stronger and so did the dewiness. Puddles then showed of the nights shower, everything was covered by splashes of wet droplets. Once the sun regained its day position, the clouds had surrendered its grip and soon openings revealed the bright blue sky and all its passion of sun light.

Arthur Conan Doyle. Collected works in 14 volumes. Volume 12. Letters Stark Monroe. Duet with random dance Review Essay Example

Arthur Conan Doyle. Collected works in 14 volumes. Volume 12. Letters Stark Monroe. Duet with random dance Review Paper Essay on Arthur Conan Doyle. Collected works in 14 volumes. Volume 12. Letters Stark Monroe. Duet with random dance Now, many magazines have for fashion print on their pages stories of famous authors. And I think this is correct. This policy even the dappled lurid leaflet ennobles. Besides, all this paper rubbish so common on the racks in clubs, cafes and other even can entertain and cultivate idle reader It was in a similar publication -. Log attached to a seat in the aircraft kopmanii S7 Airlines I I read the story of Arthur Conan Doyle Loving heart. When I saw him, my loving heart sank. Well its Arthur Doyle is there! Well this is the love of my childhood. Immediately memories came flooding back of Holmes, Marrakote, Challenger and other heroes of his works. However, all this joy is drained with the first paragraph. It was written once and neuvlekatelno nudnovatenko. I confess that the first attempt I did not even read the story, and mastered it is only on the way back, good rooms logbooks did not have time to be replaced. And overcome the first couple of paragraphs was involved in an amusing istoriyku not written detective worse incidents about the famous detective. Doyle is still able to captivate the reader We will write a custom essay sample on Arthur Conan Doyle. Collected works in 14 volumes. Volume 12. Letters Stark Monroe. Duet with random dance Review specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Arthur Conan Doyle. Collected works in 14 volumes. Volume 12. Letters Stark Monroe. Duet with random dance Review specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Arthur Conan Doyle. Collected works in 14 volumes. Volume 12. Letters Stark Monroe. Duet with random dance Review specifically for you FOR ONLY $16.38 $13.9/page Hire Writer loving heart. a mini-sketch, funny story of life. Initially mysterious at the end of the romantic. Particularly interesting own attitude protagonist in the history to which it was necessary to join: admiration, astonishment, indifference, admiration God grant that in his old age, when my hands will shake, and the back bend, so to me. also watched the womans eyes. Yes, I say, read the story of a tiny .

Can I Learn to Like It essays

Can I Learn to Like It essays Can I learn to like this music and really want to listen to it? This question, or a question of similarity, was asked in my Music 100 class by a fellow student. He was asking our instructor if he could really learn to like classical music. Other students laughed at his insistence to know if he set forth effort, would he desire listening to the music as he did popular music of today. The answer to this question can be found in the article, Learning to Like Classical Music from Etude Magazine. The article states you need to understand background about the music to better appreciate it and desire listening to the music. The article had this to say about learning to like classical music, Most certainly it can be done, and to the same extent and with the same success that any set of earnest students will learn to enjoy good literature. The article states that you acquire a taste for the music just like any other artistic form, and with this effort a reward of something beautiful will be obtained. The article offers this advice however, By way of caution, do not try to scale Parnassus at a bound. Another words, you need to learn slowly and begin with music that is easier to understand. It mentions selections from Schumanns Album for the Young, and others that offer simpler movements and characteristics easier to listen for. Some of the characteristics it states you should look for are compositions offering attractive melodies, good harmony and pleasing rhythm. The article also discusses a musical idea involving hearing real language within a piece of music. Although it is not mentioned in the article, we have learned in class that this is called word-painting. This involves listening to the music and hearing what is taking place within the story of the music. The article uses the hooves of galloping horses in Schumanns Reiterstuck as ...

Roe v. Wade, 410 US 113 (1973) (opinion of Blackmun, writing for the Essay

Roe v. Wade, 410 US 113 (1973) (opinion of Blackmun, writing for the majority, parts 5 11 or V XI ) - Essay Example Roe’s argument remains controversial throughout Supreme Court history since they are centred towards abortion rights. Blackmun argument divides pregnancies in three stages; first, second and third trimester. In the first trimester, a woman had unrestricted choice to abort if she had consulted her physician therefore; he held that the committee and hospital requirements were unconstitutional. In the second trimester, medical practitioners argue that the abortion poses a threat to the health of a woman and thus state could protect the women by regulating abortion. During the third trimester there was a need to protect a foetus by restricting abortion but Blackmun argued that since the moral and medical status of the foetus are uncertain, the state could not draw their argument on when life begins. For example, the state could not argue whether the fetus and newborn have equal rights if life begun at conception (Goldman 929). Similar justice majority in Doe restated largely and fleshed it to Roe ruling. Justice Blackmun when he wrote to the compact majority, he determined the regulations of the state could pose an obstacle to procedural abortion more specifically in this case, whether the law stipulated that the abortion could be done in a hospital or receive approval by two doctors. This was regarded as a violation to womens intention to terminate pregnancy. Many women have far and wide experience the burden of abortion as a result of the risks that result from aftermath of conception. In this regard, Blackmun argues that the government should relieve the women the burden by allowing them to make independent decisions since they are the transcendental finalist of the effects of abortion or rather not aborting. He further acknowledges the need to resolve the issue of abortion due to its emotional and sensitive nature. The subject of

Party debate Assignment Example | Topics and Well Written Essays - 250 words

Party debate - Assignment Example ed States multiparty system would have been practiced, the government would have failed to make decisions in a timely manner because it would have failed to attain the majority votes required to pass legislation. Another benefit is that such a political system provides clarity to the voters in deciding which party to vote. This is because in two party systems the two opposing parties are either in favor or against a particular agenda and voters finds it easy to vote for the candidates of that party which is supporting their side of the agenda. For example, the two political parties of United States are either in favor of gay marriage or they oppose it. This allows the American citizens with the ease of selecting the candidate of the party that supports their viewpoints (Bibby, 2008). In my opinion it is better to have a two party system and such a system should continue in the United States because it provides the government with the power to make decisions in a timely manner which m ay be delayed in a multiparty system. Due to late decision making, the effectiveness and the value of the decision is lost and citizens of a particular nation end up experiencing

Personality and Organizational Commitment Relationship

Personality and Organizational Commitment Relationship ABSTRACT The objective of this study was to explore the relationships between the personality traits and organizational commitment among non teaching employees in government schools in the Sultanate of Oman. Data was collected by using Big Five Inventory (BFI) and revised Organizational Commitment Scale (Meyer, Allen, Smith, 1993). Response was received from 95 non teaching employees with a response rate of 47.50%. The findings of this study suggest us the relationships between personality traits and organizational commitment among non teaching staff in the government schools. KEYWORDS Affective commitment, big five-factor model of personality, continuance commitment, normative commitment, organizational commitment. INTRODUCTION This study explored the relationship between personality traits and organizational commitment among non teaching employees in the government schools of Sultanate of Oman. Organizational Commitment is being considered as an underlying factor for organizational success. Shepherd and Mathews (2000) suggest that employers view Organizational Commitment with increasing interest and importance. Due to increasing interest of employers and researchers, organizational commitment has become highly researched job attitude. It is evident from the fact that commitment has been the subject of many meta-analyses (Cooper-Hakim Viswesvaran, 2005; Mathieu Zajac, 1990; Meyer, Stanley, Herscovitch, Topolnytsky, 2002) studies. Theoretical reviews by Lawler (1992) and Reichers (1985) have also widely explored this attitude. This job attitude has become important for employers because employees with low levels of commitment are more likely to leave their organizations (Meyer et al., 2002). Research into Organizational Commitment has focused on the relationships between various antecedents and the components of Organizational Commitment. The primary antecedents to organizational commitment are like age; gender; education level; marital status; position and organization tenure; personality; and role states (Camilleri, 2002). Meyer and Allen, (1984); Grusky, (1966) and Mowday et al (1982) have thoroughly examined various relationships between antecedents and organizational commitment. This study was designed to contribute to the Organizational Commitment related literature by exploring the relationships between age, tenure, personality traits (using Big Five Model) and organizational commitment. THE FIVE-FACTOR MODEL OF PERSONALITY The Big Five model of personality implies that personality consists of five relatively independent traits that provide a meaningful explanation for the study of individual differences (Kumar, Bakhshi Rani, 2009) and their responses. The five dimensions in Big Five model of personality are Extraversion, Conscientiousness, Openness to Experience, Agreeableness and Neuroticism. Each of the Big Five traits is a set of traits that tend to occur together in individuals (Kumar, Bakhshi Rani, 2009). Extraversion is the state of being predominantly concerned with and obtaining gratification from what is outside. The behavioral tendencies used to measure this factor are sociable, gregarious, assertive, talkative, and active (Barrick Mount, 1991). Conscientiousness refers to the tendency to show self-discipline, act dutifully and be focused on the goals. It includes behavioral tendencies like being hard working, achievement- oriented, persevering, careful, and responsible (Barrick Mount, 1991). Openness to experience is a general appreciation for art, emotion, adventure, imagination and variety of experience. The behavioral tendencies associated with Openness to Experience include being imaginative, cultured, curious, original, broad minded, intelligent (Digman, 1990). It also reflects need for variety, aesthetic sensitivity, and unconventional values (McCrae John, 1992). Agreeableness refers to a tendency to be compassionate and cooperative. This factor includes behavioral tendencies like being courteous, flexible, trusting, good-natured, cooperative, forgiving, soft-hearted, and tolerant (Barrick Mount, 1991). Neuroticism refers to the tendency to experience negative emotions like anger, anxiety, or depression in a person. It is also called emotional instability. Behavioral tendencies associated with this factor include being anxious, depressed, angry, embarrassed, emotional, worried, and insecure (Barrick Mount, 1991). ORGANIZATIONAL COMMITMENT Organizational Commitment refers to the degree to which an employee identifies with the goals and values of the organization and is willing to exert effort to help it succeed (Herscovitch Meyer, 2002). According to Allen and Meyer (1990) Organizational Commitment is made up of three components or dimensions. First component is affective commitment and it refers to the employees emotional attachment to, identification with, and involvement in, the organization. Second component is continuance component and it refers to commitment based on the costs that the employee associates with leaving the organization. Third component of organization commitment is normative component, which refers to the employees feeling of obligation to remain with the organization. DEMOGRAPHIC RELATIONSHIPS WITH ORGANIZATIONAL COMMITMENT RELATIONSHIP BETWEEN AGE AND ORGANIZATIONAL COMMITMENT According to meta-analysis by Mathieu and Zajac (1990), age and organizational commitment yielded a medium positive correlation. Older employees tend to have a higher degree of organizational commitment because they view their past years of service to the organization as an investment (Camilleri, 2002). Therefore they would tend to be more committed to the organization. Thus, H 1: Non teaching employees commitment to the organization will positively relate to their age. RELATIONSHIP BETWEEN TENURE AND ORGANIZATIONAL COMMITMENT Various studies show a weak positive relationship between tenure and organizational commitment. In these studies, job tenure has been shown to be more positively related to attitudinal commitment, while organizational tenure was more positively related to calculative commitment (Clayton, Petzall, Lynch Margret, 2007). The given explanation is that years spent in a particular position tend to increase an employees psychological attachment to an organization, while extended tenure also increases their stake in terms of benefits such as pension plans (Mathieu and Zajac, 1990, p.8). Thus, H 2: Non teaching employees commitment to the organization will positively relate to their length of tenure. RELATIONSHIP BETWEEN BIG FIVE PERSONALITY TRAITS AND ORGANIZATIONAL COMMITMENT AFFECTIVE COMMITMENT Affective commitment refers to an employees positive emotional response to the organization. An employee, who is affectively committed, strongly identifies with the goals of the organization and desires to remain in the organization. While extroverts exhibit positive emotionality (Watson Clark, 1997) and it is reasonable to assume that those high in Extraversion experience higher affective commitment than those who are less extraverted. Many studies have also found significant bivariate correlations between positive emotionality and affective commitment (Williams, Gavin, Williams, 1996). Thus, H3: Non teaching employees extraversion will positively relate to affective commitment. CONTINUANCE COMMITMENT Continuance commitment refers to an awareness of the costs (economic and social) associated with leaving the organization. It develops through an employees perceptions of employment alternatives. Employees who perceive that they have several viable alternatives will have weaker continuance commitment than those employees who perceive that they have few alternatives (Meyer Allen, 1997). Extrovert individuals tend to be more socially active and may develop more social contacts than introverts. More social contacts of extraverts may bring them more job opportunities. Therefore, H4: Non teaching employees extraversion will negatively relate to continuance commitment. Neuroticism refers to an enduring tendency to experience negative emotional states by an individual. Neurotic individuals tend to experience more negative life events than other individuals (Magnus, Diener, Fujita, Pavot, 1993). Due to this tendency, person may prefer to stick to same job instead of facing new work environment. Thus, H5: Non teaching employees neuroticism will positively relate to continuance commitment. Conscientiousness refers to the traits like self-discipline, carefulness, thoroughness, organization,  deliberation  (the tendency to think carefully before acting), and need for  achievement. According to Organ and Lingl (1995), due to conscientiousness nature, employee gets more opportunities to obtain formal (e.g., pay, promotion) and informal work rewards (e.g., recognition, respect). To the extent that a conscientious employee earns such rewards, they should have high level of continuance commitment. Therefore, H6: Non teaching employees Conscientiousness will positively relate to continuance commitment. NORMATIVE COMMITMENT Normative commitment refers to employees perceptions of their obligation to their organization. It develops from the investments that an organization makes in its employees (Meyer Allen, 1991). This will make employees feel indebted to his or her organization and want to respond his or her organizations initiatives favorably. Extraverted employees seek out more social interactions within the workplace and exhibit positive emotions. Therefore extroverts tend to respond favorably towards the organization due to perception of obligation. Thus, H7: Non teaching employees extraversion will positively relate to normative commitment. METHOD SAMPLE A sample of 95 non teaching employees was obtained from government schools in the Sultanate of Oman. Questionnaires were bilingual (English and Arabic). Response rate of 47.50 % (95 filled questionnaires received out of 200) was obtained. The gender composition of the sample was 53.7% male (N=51) and 46.3% female (N=44). The average age of the respondents was 35.85 years (SD=4.3). On an average, the respondents had the present organizational tenure as 7.46 years (SD = 3.2) and total job tenure as 8.21 years (SD = 2.9). MEASUREMENTS THE BIG FIVE The Big Five Inventory (BFI) (John et al., 1991) (John et al., 2008) consisting of total 44 items was used to measure personality traits of school laboratory technicians on a five point Likert-type anchoring ranging from strongly disagree (1) to 5 (strongly agree). It contains five dimensions corresponding to big five personality traits (Extraversion, Neuroticism, Agreeableness, Openness and Conscientiousness). The reliabilities (Cronbachs Alpha) for each facet were Extraversion (0.88), Neuroticism (.94), Agreeableness (.92), Openness (.91) and Conscientiousness (.91). AFFECTIVE COMMITMENT Affective Commitment was measured by revised version of Affective Commitment Scale (Meyer, Allen, Smith, 1993). Responses were collected on a seven-point Likert-type anchoring that ranged from strongly disagree (1) to strongly agree (5). The reliability (Cronbachs Alpha) of this six item scale was 0.82. CONTINUANCE COMMITMENT Continuance Commitment was measured by revised version of Continuance Commitment Scale (Meyer, Allen, Smith, 1993). Responses were collected on a seven-point Likert-type anchoring that ranged from strongly disagree (1) to strongly agree (5). The reliability (Cronbachs Alpha) of this six item scale was 0.88. NORMATIVE COMMITMENT Normative Commitment was measured by revised version of Normative Commitment Scale (Meyer, Allen, Smith, 1993). Responses were collected on a seven-point Likert-type anchoring that ranged from strongly disagree (1) to strongly agree (5). The reliability (Cronbachs Alpha) of this six item scale was 0.89. RESULTS A factor analysis, which is confirmatory in nature, was performed on the different variables such as Extraversion, Neuroticism, Agreeableness, Openness, Conscientiousness, Affective commitment, Continuance commitment, and Normative Commitment. The factor analysis was conducted using principal axis factoring with varimax rotation as an extraction method (see for details, e.g. Nummenmaa et al., 1996, p. 244; Hair et al., 1998, pp. 87-120). The identified factors were selected whose Eigen values are greater than 1.0 from the graph of scree plot. Graph 01: Scree Plot Showing Eigen Values of Factors These variables within factors are correlated, is confirmed by the Bartletts test of sphericity. The Kaiser-Meyer-Olkin (KMO) measure of sampling adequacy indicated a practical level of common variance (KMO = 0.587), which implies that the results obtained from factor analysis are appropriate. The factors identified with loadings in appendix 01 exhibits 74.22 percent of the variance of the variables. The table 01 comprises the means, standard deviations, partial correlations, and reliability coefficients for the proposed variables. The partial correlations among proposed variables provided initial support of our hypotheses. In the support of hypothesis 01 age is positively correlated with affective commitment (r = 0.255, p The table 02 shows the results obtained after running multiple regressions. It is evident from the table 02 that the correlations among variables are low. The coefficient of determination of three dimensions of organizational commitment such as Affective commitment, Continuance commitment, and normative commitment are 35.8%, 24.6%, and 20% respectively. The coefficient of determination indicates the change in dependent variable is explained from a change in independent variables. It is evident that the relationship in a linear is medium for affective commitment and small for continuance commitment and normative commitment as the value of the coefficients of determination are very weak. The F-ratio for the three dimensions of organizational commitment such as Affective commitment, Continuance commitment, and normative commitment are 5.255 (p When exploring the beta values of three dimensions of organizational commitment, the magnitude of approximately all values is low. The 35.8% explained variance in the coefficient of determination for the affective commitment may be attributed to organization tenure, job tenure, extraversion, and openness to some extent. The 24.6% explained variance in the coefficient of determination for the continuance commitment may be attributed to organization tenure, extraversion, neuroticism, and conscientiousness to some extent. The 20% explained variance in the coefficient of determination for the normative commitment may be attributed to organization tenure, job tenure, and extraversion to some extent. DISCUSSION The findings suggest that the studied model serves as the foundation in the exploration of the various dimensions of organizational commitment. In particular, Age and organizational tenure has played substantial role in all three forms of the organizational commitment. Moreover, Extraversion has played a role of the most consistent independent variable of the all dimensions of the organizational commitment. Extraversion was positively associated with affective commitment because the positive emotionality is important dimension of personality (Watson et al.,1988; J. Erdheim et al. 2006). Secondly, Extraversion was negatively associated with continuance commitment. In general, extraverts have better relations with peers than introverts which may result into better career options (Watson Clark, 1997). Finally, Extraversion was positively associated with normative commitment. Because extraverts believe that their extraordinary service by providing congenial social environment may enhanc e the psychological contract with the organization (Watson, 2000; J. Erdheim et al. 2006). Correlation between Neuroticism and Organizational Commitment varied for three components of organizational commitment. Correlation between Neuroticism and Affective Commitment was found significantly negative and significantly positive with continuance commitment. While with normative commitment it was found negative (nonsignificant). Neurotics tend to be prone to negative experiences and negative affect. This tendency makes them low on affective commitment. Neurotic individuals used to be conscious of the costs associated with leaving the jobs so continuance commitment used to be high among neurotics. Conscientiousness displayed positive significant relationship with continuance commitment while nonsignificant relations with affective and normative commitments. Since conscientious individuals tend to be highly involved in to their jobs (Organ Lingl, 1995) and it increases their chances of workplace rewards. These rewards will have impact on the continuity of individuals in the organizations. THEORETICAL AND MANAGERIAL IMPLICATIONS The results of the present study reflect that the role of personality is vital in the development of organizational commitment. It gives a scope of relationship between personality job attitudes and organizational commitment. This theoretical implication gives further scope of study pertaining to the factors of other dimensions of the job attitudes such as job involvement, job embeddedness etc. Managerial implications of the study are primarily in the personnel selection. Since different components of organizational commitment are correlated with personality traits, organizations need to judge personality traits at the time of selection and foresee the impact on the candidates commitment. It has been found in meta-analysis that employees with low level of commitment are more likely to leave their organizations (Meyer et al., 2002). LIMITATIONS AND FUTURE DIRECTIONS Furthermore, this study suffers from three limitations whereas the results are statistically in most parts. The first limitation is related to the sample size which is relatively small in comparison to similar other studies. The second limitation pertains to the coefficients of regression model which are relatively low and may affect the reliability and validity of findings. The third limitation which is prominent in nature is that the proposed model was tested using correlation and regression analysis among variables. However, this technique can only examine a single relationship at a time (Hair, at el, 1998). An area of upcoming research is to test the proposed model using Structural Equation Modeling (SEM) which may provide better results. SEM is a multivariate statistical technique used to estimate a number of interrelated dependence relationship simultaneously. The present study will give additions in the literature of the factors pertaining to the organizational commitment in various dimensions. There are evidences of outcomes of the study that the application of the five-factor model of personality assisting the prediction of three forms of the organizational commitment. This model paves the way to a new dimension of the research which may explore the extensive relationship between the unexplored dimensions of personality and organizational commitments. Our findings have various practical implications in the selection procedure of the organization. Further research may be extended to explore the utility of using personality tests to predict organizational citizenship behavior in a selection setting. REFERENCES Allen, N.J., and Meyer, J.P. (1990) The Measurement and Antecedents of Affective, Continuance and Normative Commitment to the Organization, Journal of Occupational Psychology, Vol. 63:1-18. Barrick, M. R., Mount, M. K. (1991). The big five personality dimensions and job performance: A Meta-Analysis. Personnel Psychology, 44, 1-26. Camilleri, E. (2002). Some Antecedents of Organizational Commitment: Results from an Information Systems Public Sector Organization. Bank of Valletta Review, 25. Clayton, B., Petzall, S., Lynch, B. Margret, J. (2007). An Examination of the Organizational Commitment Of Financial Planners. International Review of Business Research Papers, Vol.3, No.1. Pp. 60 72 Cooper-Hakim, A., Viswesvaran, C. (2005). The construct of work commitment: Testing an integrative framework. Psychological Bulletin, 131, 241-259. Digman, J. M. (1990). Personality structure: Emergence of the five-factor model. Annual Review of Psychology, 21, 417-440. Erdheim,J., Wang, M. Zickar, M.J. (2006). Linking the Big Five personality constructs to organizational commitment. Personality and Individual Differences 41, 959-970 Grusky, D. (1966) Career Mobility and Organisational Commitment, Administrative Science Quarterly, Vol. 10, 488-503. Hair, J.F., Anderson, R.E., Tatham, R.L., Black, W.C. (1998), Multivariate Data Analysis, 5th ed., Prentice-Hall, Upper Saddle River, NJ, . Herscovitch, L. and Meyer, J. P., 2002. Commitment to organizational Change: Extension of a three-component model. Journal of Applied Psychology, 87: 474-487. John, O. P., Donahue, E. M., Kentle, R. L. (1991). The Big Five InventoryVersions 4a and 54. Berkeley, CA: University of California, Berkeley, Institute of Personality and Social Research. John, O. P., Naumann, L. P., Soto, C. J. (2008). Paradigm shift to the integrative Big Five trait taxonomy: History, measurement, and conceptual issues. In O. P. John, R. W. Robins, L. A. Pervin (Eds.), Handbook of personality: Theory and research (pp. 114-158). New York, NY: Guilford Press. Kumar K., et al (2009). Linking the Big Five Personality Domains to Organizational Citizenship Behavior. International Journal of Psychological Studies. Vol. 1, No 2 Lawler, E. J. (1992). Affective attachment to nested groups: A choice process theory. American Sociological Review, 57, 327-339. Magnus, K., Diener, E., Fujita, F., Pavot, W. (1993). Extraversion and neuroticism as predictors of objective life events: A longitudinal analysis. Journal of Personality and Social Psychology, 65, 1046-1053. McCrae, R. R., John, O. P. (1992). An introduction to the five-factor model and its applications. Journal of Personality, 2, 175-215. Mathieu, J. E., Zajac, D. M. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin, 108, 171-194. Meyer, J.P. and Allen, N.J. (1984) Testing the Side-Bet Theory of Organisational Commitment: Some Methodological Considerations, Journal of Applied Psychology, Vol. 69: 372-378. Meyer, J. P., Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1, 61-89. Meyer, J. P., Allen, N. J., Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78, 538-551. Meyer, J. P., Allen, N. J. (1997). Commitment in the workplace: Theory, research and application. California: Sage Publishers Inc. Meyer, J. P., Stanley, D. J., Herscovitch, L., Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61, 20-52. Mowday, R., Porter, L.W. and Steers, R.M. (1982) Employee-Organisation Linkages: The Psychology of Commitment, Absenteeism, and Turnover. San Diego, CA: Academic Press. Nummenmaa, T., Konttinen, R., Kuusinen, J., Leskinen, E. (1996), Tutkimusaineiston Analyysi , Analysis of Research Data WSOY, Helsinki, . Organ, D. W., Lingl, A. (1995). Personality, satisfaction, and organizational citizenship behavior. Journal of Social Psychology, 135, 339-350. Reichers, A. (1985). A review and reconceptualization of organizational commitment. Academy of Management Journal, 10, 465-476. Shepherd, J. L. Mathews, B. P. (2000). Employee commitment: Academic vs practitioner perspectives. Employee Relations, 22(6): 555-575. Watson, D., Clark, L. A. (1997). Extraversion and its positive emotional core. In S. R. Briggs, W. H. Jones, R. Hogan (Eds.), Handbook of personality psychology. New York: Academic Press. Watson, D., Clark, L. A., Tellegen, A. (1988). Development and validation of brief measures of positive and negative affect: The PANAS scales. Journal of Personality and Social Psychology, 54, 1063-1070. Watson, D. (2000). Mood and temperament. New York: Guilford Press. Williams, L. J., Gavin, M. B., Williams, M. L. (1996). Measurement and nonmeasurement processes with negative affectivity and employee attitudes. Journal of Applied Psychology, 81, 88-101. Personality and Organizational Commitment Relationship Personality and Organizational Commitment Relationship CHAPTER 1 INTRODUCTION Chapter Overview This study will focus on the relationship between personality and organizational commitment. This chapter includes background of the study, problem statement, research question, research objectives, significant of the study and the scope of study as well. In addition, the conceptual and operational definitions of terms are discussed to provide an understanding on their usage in this study. Lastly, this chapter concludes with a summary. Background of the Study Organizational commitment is a positive psychological state of attachment that pushes the employee’s performance upward to successfully turn the firm’s strategic vision into a reality (Hawass, 2012) 8964-35144-1-PB (2). Although there are many kind of definitions by different researchers, all of them unanimously attempted to place emphasis on the relationship between employees and organization (Ekmekci, 2011) Darbanyan. Over the past two decades, there has been a huge increase in the research efforts trying to explore and understand the nature, antecedents and consequences of organizational commitment (2-4) Kumar. Many of research reviews and meta-analysis have done on organizational commitment because it plays an important role in predicting work behavior (kumar, 2010) kumar. According to Klein, Backer, Meyer (2009) Hackney, organizational commitment is so well studied due to the impact of organizational commitment is associated with work outcomes such as turnover intention, absenteeism, job performance, motivation and job withdrawal behaviors. Organizational commitment is a multidimensional framework that can bring effect to many factors in organization and draw out various positive implication for organization and its workers (Darbanyan et al. 2014) Darbanyan. For example, there is an inverse relationship between organizational commitment and absenteeism, turnover intention and dysfunctional job behavior (Amiri, 2009) Darbanyan. Moreover, meta-analyses also indicate that organizational commitment is positively related to job satisfaction, organizational citizenship behaviors (OCBs) and job performance (Vandenberghe and Bentein, 2009; Su et al. 2009) 09593841211204335. A study conducted by Sjoberg and Sverke (2000) Darbanyan in Sweden found out that organizational commitment has multiple effects on absenteeism. Researchers have identified different factors that can be affected for organizational commitment. Personal characteristic, work experience, role related characteristics are considered as common antecedences of organizational commitment (Meyer and Allen, 1993). Personality characteristics are one of the antecedents of commitment and studies of personality as it relates to commitment are few (Klein rt al., 2009) Hackney. Personality is another variable that examined in this study as well as addressed by many theorists. Different researchers possess different approaches and came up with various definitions of personality in line with their approaches (Darbanyan, 2014). According to Peryin John (2009) 8964-35144-1-PB (2), each level of these personality traits has special contribution to the understanding of individual differences in behavior and experience. Individual’s personality can define how he or she views the world around him, react to situations and interacts with others in the organization (Michaud, 2013) 8964-35144-1-PB (2). Understanding employee’s personality is very important due to its usefulness on placing people into jobs and gives clues to managers about how an employee is likely to act and feel in a variety of situation. According to Kumar and Bakhshi (2010) SSRN-id2220719, individual’s personality is a good predictor of work attitudes and work outcomes. The dispositional factors are always referring to the Five-factor model of personality (Kumar and Bakhshi, 2010). Big Five personality is one of the most prominent models in contemporary psychology to describe the most salient aspects of personality (Goldberg, 1990; John Srivastava, 1999) SSRN-id2220719. Most of the studies on organizational commitment focus on identifying the environmental factors such as low salary, highly stress environment and low motivation (Hoffmann, Ineson.., 2004) 109_327_3rdICBER2012_Proceeding_PG1583_1592. However, employee dispositional sources mainly known as personalities are being ignored. A study done by Kumar †¦ (2010) stated that there is little attention given in investigating the relationship between personalities, using the Big Five personality model with organizational commitment. This study proposes to investigate the relationship between Big Five personality and organizational commitment among employees in Aon Insurance Brokers Sdn Bhd, Bangsar. Problem Statement Research Questions Research questions of this study are: What are the personality traits among employees in Aon Insurance Brokers (M) Sdn Bhd. What is the level of organizational commitment of employees in Aon Insurance Brokers (M) Sdn Bhd? Is there any relationship between Big Five personality and organizational commitment among employees in Aon Insurance Brokers (M) Sdn Bhd? What is the effect of Big Five personality to organizational commitment among employees in Aon Insurance Brokers (M) Sdn Bhd? Research Objectives The research objectives of this study are: To identify the personality traits among employees in Aon Insurance Brokers (M) Sdn Bhd. To determine the level of organizational commitment of employees in Aon Insurance Brokers (M) Sdn Bhd. To investigate the relationship between Big Five personality and organizational commitment among employees in Aon Insurance Brokers (M) Sdn Bhd. To determine the effect of Big Five personality to organizational commitment among employees in Aon Insurance Brokers (M) Sdn Bhd. Scope of the Study This study is to identify the relationship between personality and organizational commitment among the employees in Aon Insurance Brokers (M) Sdn Bhd. The study will be conducted by having the Aon Insurance Brokers (M) Sdn Bhd’s employees as respondents to identify the personality traits and organizational commitment of them. There are around 110 employees who work in Aon Insurance Brokers (M) Sdn Bhd and there will be a total number of 86 employees been chosen randomly as research sample to participate in this study. The employees will be chosen based on random sampling and the data will be collected via questionnaire from the employees in Aon Insurance Brokers (M) Sdn Bhd. The independent variable will be measured by Big Five Inventory (BFI). The dimensions of the Big Five personality are extraversion, agreeableness, conscientiousness, neuroticism and openness. For the dependent variable, Three Dimensional Commitment Scale questionnaire will be used to measure the organizational commitment of employees. There are three dimensions of organizational commitment that will be measured: affective organizational commitment, continuance organizational commitment and normative organizational commitment. Total of 24 items will be used to measure organizational commitment by using 5 point Likert Scale. Significant of the Study Many researchers have widely discussed the study on organizational commitment (Lin, Lin and Lin, 2010; and Judge, Klinger, Simon and Yang, 2008) 109_327_3rdICBER2012_Proceeding_PG1583_1592. However, there is not much attention given on the study of relationship between Big Five personality and organizational commitment especially in Malaysia. Thus, this study will contribute in adding more literatures on personality and organizational commitment specifically in Malaysia context. The study brings attention to the importance of talking personality into consideration while measuring employees’ organizational commitment. Additionally, this study will help managers to understand more about employees’ personality and how they react toward organizational processes. Understanding employees’ personality is very useful to managers because managers can predict how the employees are likely to act and feel in different kind of situation. Moreover, findings of this study could help managers to increase employees’ loyalty in particular company. Job satisfaction will also increase and followed by decrease in turnover rate in that company. Conceptual Definition 1.8.1Personality: Big Five Model Personality is a subfield of psychology (Friedman Schustack, 2008). Personality is basically not studied in terms of non-psychological concepts. These non-psychological concepts included profits and losses, souls and spirits, or molecules and electromagnetism. According to the founder of personality psychology, Gordon Allport, personality is defined as the inner organization of psycho physiological system of a person to create a person’s unique behavior, feeling and thoughts (Lin, 2010). For this research, Big Five personality approach will be used to identify employees’ personality traits. The Big Five personality factors include extraversion, agreeableness, conscientiousness, neuroticism and openness. Big Five personality is also known as OCEAN, NEOAC or CANOE (Feldman, 2011). 1.8.2Organizational Commitment As Meyer and Allen (1991) suggest, organizational commitment is defined as the psychological state that links an employee to the organization where the employee has strong involvement and desire to exert effort in achieving organization’s goals. There are three types of commitment, which are affective commitment, continuance commitment and normative commitment. Brown (1996) and Brickman (1987) 1-s2.0-S105348220000053X-main who provided general definitions of commitment noted that commitment is different from motivation or general attitudes. They suggested that commitment influences behavior independently of other motives and attitudes and, in fact, might lead to persistence in a course of action even in the face of conflicting motives or attitudes (†¦,2001). Operational Definition Big Five Personality Big Five personality is the five basic factor develop by the researcher Norman through measure of the factor analysis of peer’s personality trait. The factor that concludes from Norman’s Big Five factor is extraversion, agreeableness, conscientiousness, neuroticism and culture (Lin 2010) yuchuan. However, the Big Five Model that we going to used in this study is the Big Five model which modified by researcher McCrae where the â€Å"culture† dimension is changed to â€Å"openness† dimension (Lin, 2010). Individual who high in extraversion tend to be energetic, talkative, enthusiastic, sociable and dominant. Individual low in this dimension tend to be introvert, quiet, shy, submissive and retiring (Friedman Schustack, 2011) ting. For agreeableness, individual high in this dimension is friendly, warm, cooperative and trusting whereas individual low in this dimension are unkind, cold and quarrelsome (F.., 2011). Neuroticism also known as emotional instability. Individual who has this personality dimension tend to be moody, nervous, tense, high-strung and worrying. Individual low on this dimension is emotionally stable, calm, contented and stable. Conscientiousness also known as lack of impulsivity. Early research in personality psychology mentioned this dimension as Will. Conscientious individual are generally responsible, cautious, organized, dependable and persevering. Individual low on this dimension is impulsive, undependable, careless, disorderly (F†¦, 2011). Besides that, openness also known as culture or intellect. Individual who has this personality dimension tend to be artistic, imaginative, original creativity and witty. Individual low in this dimension are shallow, simple and plain (F, 2011). Organizational Commitment Meyer and Allen’s Three-Component Model of commitment (1991) is used to measure the level of organizational commitment of employees in this study. Organizational commitment refers to the level to which the employees’ emotional connection and their identification with the company where they currently working in. Three dimensions of organizational commitment proposed by Meyer and Allen (1991) is investigated in this study, namely affective commitment, continuance commitment and normative commitment. According to Meyer and Allen (1997), affective commitment is the employee’s emotional attachment and participation of the employee in the organization. In this study, it refers to the employees’ emotional commitment towards their company, their identification and the desire to remain in the company. The second dimension proposed by Meyer and Allen is continuance commitment, which refers to the awareness of the cost of leaving associated with leaving the organization. In this study, continuance commitment means the consciousness of the employees on the perceived prices associate with quitting from their company, such as limited job opportunities. Lastly, normative commitment is the feelings of employee’s obligation to remain in an organization and it also used to describe the degree to which the employee believes him or herself should committed to their organization. Summary In conclusion, this chapter outlines the background, problem statement, research questions, research objectives, study scope as well as significance of study. The main objective of this study is to investigate the relationship between employees’ personality and their organizational commitment. The conceptual and operational definitions of research variables such as personality and organizational commitment are also being discussed. The relevant literatures, previous empirical research, models and theories related to this research will be explained and discussed in chapter 2.