Inconsistent Hyphenation

Conflicting Hyphenation Conflicting Hyphenation Conflicting Hyphenation By Maeve Maddox I have a negative behavior pattern (for an American) of gazing things upward in the OED first and not verifying whether Merriam-Webster concurs. Now and again this propensity brings about my changing a spelling that’s adequate in U.S. use or hyphenating a word that M-W doesn’t. At the point when I as of late experienced online instances of the unhyphenated words unAmerican and copayment, I counseled the two word references to check whether I had fallen out of date. Both OED and M-W show co-installment and un-American as the main choices. Indeed, even the AP Stylebook permits a hyphen in un-American. Maybe online columnists and dealers who don't hyphenate these words are utilizing other style guides. Or on the other hand perhaps they just don’t care. Here are a few models that show that not every person imagines that words like co-pay, co-installment, co-protection and un-American require hyphens or even that descriptors from formal people, places or things require a capital. Copayments and Other Information (Wisconsin data site) Whats the distinction among copays and coinsurance? (Animate application FAQ) The part just pays their copayment for any extra affirmations (Blue Cross data site) â€Å"UnAmerican Graffiti† (scene title, NYPD Blue) â€Å"Unamerican† (tune title on Cletus Got Shot collection) Unamerican (area title, Huffington Post) My email to my unAmerican Representative (feature, Daily Kos) Realizing when to hyphenate things shaped with regular prefixes like co-and un-can be precarious, in any event, while counseling a word reference or stylebook. For instance, M-W hyphenates co-pay, however not coeditor. CMOS (Chicago Manual of Style) goes with coeditor, however settles on co-select. Both OED and AP give the gesture to co-editorial manager, and all of the sources I use recognizes the spelling un-American. I wind up needing to single out as per my own sentiments about the manner in which a word looks. Since I don’t like the appearance of coeditor and coauthor, I need to go with AP’s â€Å"Retain the hyphen while framing things, modifiers and action words that demonstrate occupation or status.† But despite the fact that AP incorporates co-creator, co-pilot and co-star in the â€Å"occupation-status† classification, they consign coed to their unhyphenated list. On the off chance that I need to compose co-ed, I need to go to M-W for defense. Proficient scholars don’t have the choice of this sort of blending and coordinating. Distributers, then again, do. A few distributers and associations gather their own† house style guides,† generally dependent on one of the standard aides, yet changed in certain regards. For instance, the AP Stylebook suggests utilizing the nation name Myanmar. For political reasons, a distributer may override that standard, requiring his scholars to allude to the nation by its previous name, Burma. Without a house manage, essayists whose business has received a specific style control will undoubtedly tail it, paying little heed to individual inclination. Independent authors, who are their own bosses, ought to embrace a guide for themselves to follow. Need to improve your English shortly a day? Get a membership and begin accepting our composing tips and activities every day! Continue learning! Peruse the Punctuation class, check our famous posts, or pick a related post below:50 Handy Expressions About HandsHow to Play HQ Words: Cheats, Tips and TricksWracking or Racking Your Brain?

Restrictive and Unrestrictive Use of Such As

Prohibitive and Unrestrictive Use of Such As Prohibitive and Unrestrictive Use of Such As Prohibitive and Unrestrictive Use of Such As By Mark Nichol The expression â€Å"such as† proves to be useful for alluding to points of interest, yet whether it starts a more extended expression encircled by a couple of commas relies upon whether that more drawn out expression is fundamental to the sentence or is given as extra however trivial data. The accompanying sentences show incorrect use or exclusion of accentuation with the expression; conversation and update demonstrate right use. 1. In conditions, for example, these, are our qualities and shortcomings uncovered. A couple of commas around â€Å"such as these† presumes that the expression is discretionary, however â€Å"In conditions are our qualities and shortcomings revealed,† however a substantial proclamation, overlooks what's really important of the sentence, which is expected to relate the estimation to a specific situation, so the expression is fundamental and ought not be set off: â€Å"In conditions, for example, these are our qualities and shortcomings revealed.† 2. The utilization of the innovation permits organizations, for example, World Wide Wickets, to move finances quicker, less expensive, and in an identifiable component. Outside the realm of relevance, it may not be certain whether the enclosure is important, however when one acknowledges the presumption that the organization has just been referenced, the expression appears to be strangely meddling when treated as an addition, while its fundamental situation in the announcement is common: â€Å"The utilization of the innovation permits organizations, for example, World Wide Wickets to move finances quicker, less expensive, and in an identifiable mechanism.† 3. Explicit worker data, for example, Social Security numbers and I-9 structures for business qualification must be moved as per law. The models given in this sentence are useful however not fundamental, so the expression starting with â€Å"such as† and finishing before the action word state â€Å"must be transferred† ought to be dealt with incidentally. This sentence begins effectively however fails to cut off the bracket with a subsequent comma: â€Å"Specific representative data, for example, Social Security numbers and I-9 structures for work qualification, must be moved as per law.† (The sentence is likewise right without interior accentuation.) Need to improve your English in a short time a day? Get a membership and begin accepting our composing tips and activities day by day! Continue learning! Peruse the Style classification, check our well known posts, or pick a related post below:Passed versus Past45 Synonyms for â€Å"Old† and â€Å"Old-Fashioned†The Difference Between Shade and Shadow

Freshman Denies - A Post Mortem - UGA Undergraduate Admissions

Freshman Denies - A Post Mortem - UGA Undergraduate Admissions Freshman Denies A Post Mortem My wife loves Greys Anatomy. She is a nurse, and can handle seeing blood spurt out, people impaled on poles, and limbs sticking out at seriously wrong angles. Me, I cant even handle the site of the scalpel cutting into a body. But some of the most interesting scenes for me are when they do post mortems. The doctors look at what went wrong, either with the persons health or the medical treatment, to determine the cause of death. While doctors can never tell you exactly how to live to be 100, many times they can tell you what to avoid so you can have a good chance of a long life. One thing we cannot do in admissions is tell students/parents the exact path to getting admitted. Life in admissions changes too much for this, with shifting application numbers, academic strengths, etc. But what I can do is take a closer look at the denied students (an admissions post mortem so to speak), and give out some information on trends in our denied group. FYI-This is not a post about data on the overall denied applicant group, but only a view on some data which stands out within that subset. I apologize up front for the somewhat gruesome medical comparison, but if nothing else, it catches your attention. Core Course Rigor: One of the biggest correlation factors for applicants being denied was their course preparation for UGA, and for college as a whole. If you were going to prepare yourself to bat against a college baseball pitcher, you would probably not go the batting cage and dial that machine up to 40 MPH. The average college pitcher is going to throw a fastball in the 85-90 MPH range, so you need to prepare for it by setting that pitching machine dial on high. When we look at applicants at UGA, we are looking at every students academic rigor. For the applicants whose course selection was average or above average (as opposed to very rigorous or most rigorous), the chance of denial was over 96%. We know that some applicants have health and personal issues which cause some challenges to their academic rigor, and we take that into account, but most students do not have these limitations. Remember, we review course rigor by looking at what is taken in the five core academic areas ove r four years of high school in relation to what is offered at the school or in the community. As such, for those students/parents who think the best path to admission at UGA is to take the easiest courses, think again. Grades-Specifically core course grades:High school grades are the best factor in predicting college grades. UGA knows that applicants at times will face a challenge in certain courses, or trip up early in their HS career. But in looking at applicants with grades in the lower range (C, D and F grades), the chance of admission drops down. For students with C/D/F grades, the chance of denial is over 85%. On an even lower note, students with D/F grades chances of denial drop to about 96%. If a student has several C/D/F grades, they need to make sure and show that in their overall academic performance, these low grades are the exception, not the rule. This does not mean that we negatively focus on students just because they have C/D/F grades, but instead that the overwhelming majority of applicants and accepted students have extremely strong grades where the high majority are As. Depth/Dedication to Activities:This one is less about data and more about internal discussions both during and after our holistic review process. When UGA is looking at a students clubs, sports, work, volunteer service and other co-curricular activities, we are looking at how the student chooses to use their time and how in-depth their activities have been. We see a little bit of everything in our review of a students activities, and that is okay. But we at times will see some less active students who decide to pad their resumes with a number of one year only activities, usually in the 12th grade. While we understand students try new clubs and activities (and we are fine with that!), please know that our review of co-curricular activities is as much (or more) about depth of the involvement as breadth. When we see a sudden flurry of activities added to a students resume after 3 years of somewhat limited involvement, it makes us wonder why. Having a resume with a a range of activities which have depth and breadth does not mean admission, but the reverse can pose challenges. I hope this post helps a little more with looking at our decision process. Go Dawgs!

Freshman Denies - A Post Mortem - UGA Undergraduate Admissions

Freshman Denies - A Post Mortem - UGA Undergraduate Admissions Freshman Denies A Post Mortem My wife loves Greys Anatomy. She is a nurse, and can handle seeing blood spurt out, people impaled on poles, and limbs sticking out at seriously wrong angles. Me, I cant even handle the site of the scalpel cutting into a body. But some of the most interesting scenes for me are when they do post mortems. The doctors look at what went wrong, either with the persons health or the medical treatment, to determine the cause of death. While doctors can never tell you exactly how to live to be 100, many times they can tell you what to avoid so you can have a good chance of a long life. One thing we cannot do in admissions is tell students/parents the exact path to getting admitted. Life in admissions changes too much for this, with shifting application numbers, academic strengths, etc. But what I can do is take a closer look at the denied students (an admissions post mortem so to speak), and give out some information on trends in our denied group. FYI-This is not a post about data on the overall denied applicant group, but only a view on some data which stands out within that subset. I apologize up front for the somewhat gruesome medical comparison, but if nothing else, it catches your attention. Core Course Rigor: One of the biggest correlation factors for applicants being denied was their course preparation for UGA, and for college as a whole. If you were going to prepare yourself to bat against a college baseball pitcher, you would probably not go the batting cage and dial that machine up to 40 MPH. The average college pitcher is going to throw a fastball in the 85-90 MPH range, so you need to prepare for it by setting that pitching machine dial on high. When we look at applicants at UGA, we are looking at every students academic rigor. For the applicants whose course selection was average or above average (as opposed to very rigorous or most rigorous), the chance of denial was over 96%. We know that some applicants have health and personal issues which cause some challenges to their academic rigor, and we take that into account, but most students do not have these limitations. Remember, we review course rigor by looking at what is taken in the five core academic areas ove r four years of high school in relation to what is offered at the school or in the community. As such, for those students/parents who think the best path to admission at UGA is to take the easiest courses, think again. Grades-Specifically core course grades:High school grades are the best factor in predicting college grades. UGA knows that applicants at times will face a challenge in certain courses, or trip up early in their HS career. But in looking at applicants with grades in the lower range (C, D and F grades), the chance of admission drops down. For students with C/D/F grades, the chance of denial is over 85%. On an even lower note, students with D/F grades chances of denial drop to about 96%. If a student has several C/D/F grades, they need to make sure and show that in their overall academic performance, these low grades are the exception, not the rule. This does not mean that we negatively focus on students just because they have C/D/F grades, but instead that the overwhelming majority of applicants and accepted students have extremely strong grades where the high majority are As. Depth/Dedication to Activities:This one is less about data and more about internal discussions both during and after our holistic review process. When UGA is looking at a students clubs, sports, work, volunteer service and other co-curricular activities, we are looking at how the student chooses to use their time and how in-depth their activities have been. We see a little bit of everything in our review of a students activities, and that is okay. But we at times will see some less active students who decide to pad their resumes with a number of one year only activities, usually in the 12th grade. While we understand students try new clubs and activities (and we are fine with that!), please know that our review of co-curricular activities is as much (or more) about depth of the involvement as breadth. When we see a sudden flurry of activities added to a students resume after 3 years of somewhat limited involvement, it makes us wonder why. Having a resume with a a range of activities which have depth and breadth does not mean admission, but the reverse can pose challenges. I hope this post helps a little more with looking at our decision process. Go Dawgs!

Variable Of Organization Culture And Managerial Characteristics - Free Essay Example

Sample details Pages: 14 Words: 4109 Downloads: 9 Date added: 2017/06/26 Category Statistics Essay Did you like this example? Purpose à ¢Ã¢â€š ¬Ã¢â‚¬Å" Literature has studied the variables of organization culture and managerial characteristics separately in various dimensions. This study investigates the effects of organizational culture and managerial characteristic on the tradeoff between organizational sincerity and work performance for promotion. Design/methodology/approach à ¢Ã¢â€š ¬Ã¢â‚¬Å" The data was collected using self-administered questionnaire, from managers of different departments. The final sample size was 250 managers. Don’t waste time! Our writers will create an original "Variable Of Organization Culture And Managerial Characteristics" essay for you Create order Findings à ¢Ã¢â€š ¬Ã¢â‚¬Å" The result showed that there is a positive relation between organizational culture, work performance, and organizational sincerity. A positive association also exists between managers education level and work performance given that the gender is male. Research limitations/implications à ¢Ã¢â€š ¬Ã¢â‚¬Å" Few limitations would be the shortage of time and resources. In future studies other managerial characteristics should also be examined. Practical implications à ¢Ã¢â€š ¬Ã¢â‚¬Å" In this era of immense competition, companies may ask themselves what to criteria to choose while promoting employees. Result shows that there is a positive relation between organizationà ¢Ã¢â€š ¬Ã¢â€ž ¢s culture, work performance, and organizational sincerity. Originality/value à ¢Ã¢â€š ¬Ã¢â‚¬Å" The most interesting and significant finding is that there is a positive relation between organizational culture, work performance, and organizational sincerity. Accordingly the stronger the culture of the organization the better work performers and sincere employees it has. Keywords Organizational culture, Managerial characteristics, Work Performance, Sincerity CHAPTER 1: INTRODUCTION Overview It has been argued that loyal and sincere employees are very important for success of organizations (Jaunch, Glueck, Osborn, 1978). It is said that coherent and carefully developed corporate values play an important role, in making employees, loyal to organizations (Smith Rupp, 2002). Work performance has been studied in different dimensions. Earlier the study of work performance was limited only to job satisfaction (Martin Shore, 1978). Ovadje, Obinna and Muogboh (2009) also studied the relation between job satisfaction and individual performance, according to their study the relationship between the two was high and consistent. Jaunch, Glueck and Osborn (1978) have argued that loyalty has no relationship with work efficiency. They used five point scales to measure organizational sincerity, commitment and productivity. Avolio, Waldman, and McDaniel (1990) studied the effect of age and experience on work performance and concluded that experience is a better predictor of performance than age. It is argued that health of organizations depends upon health of employees, if employees are healthy they will perform better and organizations will grow (Baptiste, 2008). Paswan,Pelton and True (2005) studied perception of managerial sincerity in context of motivation and job satisfaction, they concluded that loyalty of employees is very important in getting good feedback as they are employees are more interactive and motivated. The relationship between employees and organization depends upon how they perceive the organization (Martin Shore, 1989). Baffour (1999) also argues that organizations in which employees are part of decision making perform better than those with centralized decision making. Employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s loyalty may lead to employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ satisfaction and productivity or it may result in dissatisfaction and absenteeism (Becker, Billings, Eveleth Gilbert, 1996). Previously supervisory ratings and questionnaire have been used to measure organizational sincerity and work performance respectively (Jaunch et al, 1978). It is argued that participative management makes employees satisfied (Kim, 2002). Therefore loyalty and sincerity of employees to organization is considered as an important factor in promotions (Jaunch et al, 1978). It is also said that quality has relationship with satisfaction (Ilias, Rahman Razak, 2008). Barney (1986) argued that that firms which do not have the required cultures cannot sustain optimal financial performance because their respective cultures are neither rare nor difficult to imitate. Weick (1987) also argued that organizations whose cultures value reliability more than efficiency often face unique problems in learning and understanding, which could affect the performance of the organization. It is argued that top management involvement is very essential to handle strategic change efficiently and effectively (Boecker, 1997). Gupta and Govindarajan (1984) also argued that tolerance of mangers contribute positively make business unit more efficient Although work performance is studied by different researchers in different dimensions, but no one has tried to link organizational sincerity to work performance. This study aims to identify the interrelation of work performance and organizational sincerity. Today in the world of immense competition both traits of sincerity and hard working in an employee is hard to find. Through this study we want to find whether a manager will prefer an employee who is hard worker or an employee who is sincere towards his organization. Problem Statement To study the effects of managerial characteristics and organizational culture on managers trade-off between organizational sincerity and work performance for employee promotion. Proposed Research Hypotheses H1: There is a relationship between managerial characteristics and promotion criterion due to organizational sincerity. H2: There is a relationship between managerial characteristics and promotion criterion due to work performance. H3: There is a relationship between organizational culture and promotion criterion due to organizational sincerity. H4 : There is a relationship between organizational culture and promotion criterion due to work performance. H5: There is a relationship between managersà ¢Ã¢â€š ¬Ã¢â€ž ¢ education and work performance due to male gender. H6: There is a relationship between managersà ¢Ã¢â€š ¬Ã¢â€ž ¢ education and work performance due to female gender. Outline of the Study Chapter one includes the an overview of variables, problem statement that shows the possible relationship between managerial characteristics, work performance and impact of both on promotion criterion and six proposed research hypotheses with a brief outline of the study. Chapter two includes the literature review. In this chapter organizational culture, organizational sincerity and work performance are explained. Chapter three is comprised of method of data collection which is personal survey, sampling technique which is non-probability convenient sampling ,size which is two hundred and fifty, instrument of data collection, research model developed which supports the problem statement and statistical technique which is correlation. Chapter four includes the results which show the relationships between variables. Lastly Chapter five includes conclusion, discussions, implications and possible future researches. CHAPTER 2: LITERATURE REVIEW The labor markets are becoming competitive day by day and it is very rare to find an employee that performs efficiently and whose goals are compatible with those of organizations. Therefore, most of times managers have to choose between a loyal employee and an efficient employee. Several factors influence this phenomenon. Culture It has been argued that there are considerable differences in the attitudes of managers as well as employees in the geographically and historically similar countries. These differences have been found across such variables as control, supervision, commitment, and decision type and leadership style. It was further revealed that these differences in the attitudes of managers and employees was associated with their respective countryà ¢Ã¢â€š ¬Ã¢â€ž ¢s position on the Hofstedeà ¢Ã¢â€š ¬Ã¢â€ž ¢s cultural dimensions.(Mockaitis, 2005). Glinow, Huo and Lowe argued that despite numerous researches conducted on International Management styles, the studies have still failed to illustrate how ideal leadership or management style is affected by the specific cultural characteristics in different countries. They argued that although multinational firms should maintain some form of consistency in terms of management style, yet the management style used overseas (in different cultures) should be enfused with the local culture to maintain acceptability within the cultural context. Ralston, Holt, Terpstra and Cheng argued that economic ideology and national culture has a deep impact on individual work values of managers. Barney argues that organizational culture can be a source of sustained competitive advantage. He argued that some organizations have developed a culture which provides means to achieve competitive advantage. Schein argued that organizational culture has profound effects on its survival. He stated that an organization cannot survive if it cannot manage itself as an organized one through the use of deeply entrenched culture. He further argued that organizational culture brings in stability and thus it must be instilled into the new members. Schein argued in another paper that culture needs to be understood thoroughly and analyzed if an organization intends to take advantage of it in the field of organizational psychology. Denison and Mishra argued that there was a relationship between organizational culture and effectiveness. According to them organizational culture can be measured and can be related to critical organizational outcomes. Chatman and Jehn argued that the use of organizational culture to attain competitive advantage may not bear as much fruit as some scholars have argued it to be. They argued that there may be some constraints in the way to achieving this competitive advantage by using organizational culture. According to Sheridan (1992), organizational culture and employee retention are related. His study showed that the differences in employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ cultural values and the organizational values resulted in significant cases where employees deliberately left their jobs indicating that cultural fit is imperative to job retention for the organizations. Gordan DiTomaso (1992) argued that a strong organizational culture is positively associated with better performance. Their research also concluded that a strong culture lends itself to a short-term performance hike. Organizational Sincerity Loyalty is directly related to corporate vision, mission and values. As the business world is multifaceted therefore approach should be chosen with great care to analyse the gap between promise and performance gap (Fassin Buelens, 2011). Managersà ¢Ã¢â€š ¬Ã¢â€ž ¢ role in encouraging employees, giving them feedback regarding their performance and guiding leading them towards right career is very important. When employees are motivated because of management support they deliver quality sevice. Except of that employees whose goals are compatible with those of organizations are more productive and enthusiastic (Paswan, Pelton and True). Ali and Kazemi (1993) argue that loyal employee are real assets of an organization because they are those who do not quit in rainy days and stand by the organization as they own the problems of organization. Furthermore they say that sincere employees are more productive and are punctual. In case of loyalty, in US skills are preferred on seniority and seniority is not as important promotion criterion as skills are. While in Japan seniority is most important to be qualified as leader. But in Taiwan connections with owners are also valued along with seniority as important criteria to be qualified as leader (Glinow,Huo Lowe,1999). In US mangers are considered more competent than employees therefore speaking skills are important criteria to be promoted as leader and leaders tend to be good speakers to communicate corporate vision. While Japanese believe in equality and homogeneity of human talent therefore subordinatesà ¢Ã¢â€š ¬Ã¢â€ž ¢ input is considered very important. Taiwan is hybrid of both (Glinow et al, 1999). In US a leader needs to develop specialized skills to be promoted as leader while in Japan to be a leader one needs to possess broad-cope skills and experience. In Taiwan both, specialized skills and broad-scope skills with experience are important criteria to be an effective leader (Glinow et al, 1999). Chen and Tjosvold (2006) have argued that to strengthen the relationship between employees must tbe cooperative and not the competitive especially when mangers are from different countries. Work Performance There is a noteworthy impact of HRM practices that a company adopts on the wellbeing and positive performance of employees (Baptiste, 2007). Performance can be improved by employee participation and flexibility in job design. (Gershenfeld, 1988; Jaikumar, 1986). Managers should encourage employee participation and flexible structures to enhance the performance. Firms that are changing their traditional rigid organizational structure and bringing flexibility in work design are able to improve their performance and output quality (Baffour, 1999). Age and experience have non linear relationship with performance. Experience, rather than age, is a better predictor of performance ( Avolio, Waldman McDaniel, 1990) Blumberg and Pringle (1982) emphasized a model of work performance which says that performance is a result of ability motivation and opportunity. It is argued that health of organizations is directly influenced by health of employees, if employees are healthy they will perform better and organizations will grow and become healthy (Baptiste, 2008). Gillespie and Mann (2004) and Dirks and Ferrin (2002) have argued that trust is an important feature in the relationship that leaders have with their subordinates and that it is through this subordinate trust and respect for their leader, that subordinates are motivated to perform well. This view is supported by Bijlsma and Koopma (2003) who claim that trust is an important factor to organizational performance, because it facilitates discretionary effort to assist the organization. Standing (1997) argues that the critical areas of labor insecurity that should be considered as they effect work performance are those that relate to income insecurity (unsteady earnings or where earnings are contingency-based), working time insecurity (irregular hours at the discretion of the employer, and insufficient hours worked) and representation insecurity (where the employee has limited power to negotiate or participate). Design and physical properties of work place can have negative or positive effect on work performance of employees. A greater environment innovative work settings, a greater task performance in innovative work settings and a greater interaction with innovative work settings are associated with greater satisfaction and enhanced productivity (Ilozer, 2002) According to Armstrong (2000), performance management is a way of getting better results from the whole organization or individuals within it, by understanding and managing performance within an agreed framework of predetermined goals, standards and competence requirements. According to Walters (1995), performance management is about guiding and supporting employees to work as effectively and efficiently as possible according to the goals of the organization. A drug-free workplace helps to enhance output and performance and lowers the chance of injury. Many companies feel testing employees has helped to bring about lower costs, lower absenteeism, and lower medical costs (Bacon, 1989). CHAPTER 3: RESEARCH METHODS Method of Data Collection As our research study is descriptive and sources of information are primary, therefore we have used personal type of survey to collect the data. First of all data collection process was planned properly and then instrument was developed accordingly. After the development of instrument, pilot testing was done. Lastly actual data was collected and compiled. To collect the data through questionnaire we approached managers of different organization and used snow ball technique. Sampling Technique As the number of elements is unknown, we have used Non-probability sampling technique. To collect data in proper and convenient way, Convience sampling is used. The managers are easily accessible so it is most beneficial of all other sampling techniques. First of all the population was defined, and then sampling frame was determined. After determination of sampling frame, sampling technique was decided. Once the technique is decided, sample size was decided too. At last, the sampling process was executed. Sample Size The proposed number of respondents is two hundred and fifty (250). Instrument of Data Collection To study the effects of managerial characteristics and organizational culture on managerà ¢Ã¢â€š ¬Ã¢â€ž ¢s trade-off between organizational sincerity and work performance for employee production, a questionnaire is developed comprising of nine questions. First question is about the work practices of mangers and their individualistic approach towards the work and how they perceive and conceive it. This question is further divided in ten questions in order to become more specific. Second question, which is further subdivided into twenty questions, is about the organizational culture. The number of questions is higher as compare to previous one because culture is more descriptive and a lot of information is required to comprehend it. Third question is about gender. It will tell us that whether gender makes any difference in giving promotion either to an efficient or loyal employee. Question four is about the age. It will also help us to see whether attitudes and beliefs regarding loyalty and efficiency change with respect to age. Fifth and sixth questions are about employee experience with current organization and overall experience respectively. The seventh and eighth questions education and functional department is asked from respondents. It will enable us to comment whether perception of employee importance as education level and department change. Ninth and last question regarding name is optional because we are studying role of managers in promoting efficient or loyal employees impartially and irrespective of name, caste or color. In short the questionnaire was designed to collect about employees work practices, the culture of organization they work in and the managerial characteristics. Validity and Reliability test. The instrument used here is valid and reliable. Because it is specifically designed to collect data specifically required to study the effects of managerial characteristics and organizational culture on managersà ¢Ã¢â€š ¬Ã¢â€ž ¢ trade-off between organizational sincerity and work performance for employee promotion. To check the validity and reliability of instrument we did pilot testing and found the instrument valid and reliable in accordance with our study. Therefore data collected through this instrument is also valid and reliable and leads us to more useful and specific results. Research Model Developed Figure 3.1 Managerial Characteristic Organizational Sincerity Work Performance Organizational Culture Organizational management has to deal with different types of employees. Some are very hardworking and efficient while others are very loyal to the organizations. It is of great importance to an organization to understand the relationship between the organizational sincerity and work in order to grow, compete and even survive. Statistical Technique Correlation will be used for data analysis. We have used correlation because it is the statistical technique which enables us to understand and interpret the interdependence between organizational sincerity and work performance for employee performance. CHAPTER 4: RESULTS Table 4.1 Promotion criteria Managerial characteristics Organizational culture Organizational Sincerity Work Performance Age (Male) .055 (.404) -0.13 (.837) Age (Female) .226 (.418) -.170 (.546) Working Experience With Current Organization (Male) .058 (.376) .077 (.238) Working Experience With Current Organization (Female) .262 (.346) -.025 (.930) Overall Working Experience (Male) -0.19 (.768) .049 (.455) Overall Working Experience (Female) .269 (.333) -.239 (.390) Education Level (Male) -0.25 (.706) .117* (.073) Education Level (Female) .107 (.704) .314 (.254) Organizational Culture .395** (.000) .299** (.000) *, Correlation is significant at the 0.10 level (2-tailed). **. Correlation is significant at the 0.01 level (2-tailed). P value is written in parenthesis. All the Managerial characteristics except for Education Level of Male are insignificant as their P value ÃŽÂ ±. A positive relation is shown between organizational culture, organizational sincerity, and work performance having P-value ÃŽÂ ±, which makes them significant. CHAPTER 5: CONCLUSION, DISCUSSIONS, IMPLICATIONS AND FUTURE RESEARCH Conclusion Data analysis shows that there is no relation between managerial characteristics and organizational sincerity for both the genders, male and female. But in case of managerial characteristics and work performance, a relationship is established between managersà ¢Ã¢â€š ¬Ã¢â€ž ¢ education level and work performance but only for male gender. For female gender no such relationship exists. Analysis also shows that organizational culture is positively related to organizational sincerity and work performance. That suggest that stronger the organizational culture, better the wok performance and sincerity. Discussions, Implications and Future Research Organizational culture, sincerity and work performance are very important and crucial towards the achievement of organizational goals. Therefore work performance has been studied in relation to job satisfaction and consistent relations are established. But few attempts are made to find out the impact of organizational culture on achievement of organizational goals which is dependent upon work performance which leads to greater output and organizational sincerity. As we have found out a positive relationship between organizational culture and sincerity and between that of organizational culture and work performance. We can say that organizations in order to improve performance and build stronger relationship with their employees should work on building stronger and compatible organizational culture. It will not only improve employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ productivity but employee turnover will also reduce which will save the training costs et cetera ultimately. Except of that competencies and skills which are developed in employees over a period of time can also be retained and even competitive advantage can be achieved on basis of it. Even though we have studied very important relationships among managerial characteristics, organizational culture, organizational sincerity and work performance, a lot needs to be done in this newly identified direction. In this unexplored direction and field of study researchers can study many variables like impact of organizational culture on conflict of interest and can enhance the understanding further. References Ali J Abbas and Kazemi Al- Ali (2005),à ¢Ã¢â€š ¬? The Kuwaiti Manager: Work Values and Orientations Journal of Business Ethicsà ¢Ã¢â€š ¬? , 60: 63-73 DOI 10.1007A10551-005-2626-6 Armstrong, M. 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Essay on Cloning How Far Should We Go - 627 Words

Six years ago, an event in genetic history changed our perspective on reproduction and added to our conscience a new element in the study of biology. On February 23, 1997, the world was introduced to Dolly, a 6-month-old lamb that was cloned from a single cell taken from the tissue of an adult donor. Ever since the birth of this sheep, a question that never before existed now lingers in the mind of many: should human cloning be a part of our society? Recently the ability to clone a human being has become a very realistic possibility. However, the issue of morality has taken center stage on this topic. A Gallup poll taken in 1997 revealed eighty-eight percent of Americans stated, cloning human beings would be morally wrong (Dudley†¦show more content†¦Many argue that cloning creates serious issues of identity and individuality and forces humans to consider the definition of self. Some people may oppose this idea, stating the environment in which a person grows largely contributes to the formation of his or her individuality; however, his or her appearance would be completely the same as the original. Some then contend that twins have the same appearance and are accepted in our environment. However, making human cloned twins restricts the individuality artificially, not naturally. There is also doubt whether a human conceived by cloning would be treated the same as others. In a present school situation where bullying is an everyday occurrence, the fact of being a clone may be a factor in being bullied. Cloning also diminishes the clones possibility of living a life that is in a full sense his or her life. People are likely to always compare the cloned persons performances in life with that of his or her alter ego (Kass 33). Thus human cloning is an invasion of privacy for the human conceived by cloning. We do not have a right to take away the originality of any human - even a clone. Religious thinking should not be an excuse for banning things since all people do not believe one specific religion. However, we should not ignore religions completely. In fact there are some countries where one religion plays anShow MoreRelatedShould We Need A New Technology?1196 Words   |  5 Pagesabout how our morality should have something to do with our advancements in technology, and how we should use moral components such as compassion when we make a new development or technology. New technology such as cloning, genetic plant modification, and changing the DNA of a human embryo in order to get the ideal baby can have some long lasting effects on us, because each and everyone of them has some sort of potential dangers of their technologies. When we apply these technologies we shouldRead MoreCloning Right or Wrong? Essay1336 Words   |  6 PagesCloning Right or Wrong? 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