Friday, September 6, 2019
The HR Manager Essay Example for Free
The HR Manager Essay Introduction            In this country, and even in the rest of the world, the practice of Human Resources Management is rapidly evolving to assume a more pervasive role in the society.  We are in the era of organizational revolution. Out time is marked with rapid shifts in the demography of our workforce, changing corporate culture, and changing organizations. Organizational forms have become more complex and new forms have been developed (Block, 1981). The management of people has never been as important and crucial than ever before. Today, it is considered a central figure and the key to productivity and quality especially in a very competitive society. The Need            In the light of the rapid shift in today’s organization, the skills required of human resource managers, beginners in the profession and even aspiring students in the discipline, rest on the foundation of knowledge on the whole gamut of human resources management, specifically management theories applied in our setting (Kline Saunders, 1993).            The need for a more efficient, economical and equitable management of the human resources in business industry has never been as pronounced as it is today. This need has never been brought about by factors which inevitably affect not only the established structures and ways of doing things within the personnel area but also by the more meaningful and substantial task of managing the organization’s most important asset – the human resource. Among these factors are: stiffer competition in business; rapid changes in technological, competitive and economic environments; the explosion of technical and managerial knowledge; spiraling wage and benefits cost and so many others. These factors have no doubt been responsible for the emergence of the personnel function as a vital area in the implementation of corporate strategy (Bruffee, 1993).            The influence of behavioral science has resulted in a humanistic orientation for personnel management that is geared toward attainment of organizational objectives. Traditional functions in personnel such as hiring, wage and benefits administration and record keeping are still being performed. However, the scope of personnel management has been expanded to include strategic concerns such as, among others, career planning, organizational development and community relations. This linking of personnel management with the process of achieving the organization’s strategic goal defines the qualitative leap into human resource management (Demick, 1993). III. Defining our terminology            What are learning theories and what are the implications of these to the matter at hand? How do we know that these are in operation? What activities should be secured in an organization that will encourage the knowledge of these theories? As we were just pondering on the grave need for the upliftment and maximum utilization of our workforce by addressing several factors inherent in the profession, we want to first look into these learning theories and analyze about their contribution to a difficult year.            Atkinson (1993) best summarizes what learning theories assume:            â€Å"Learning pervades our lives. It is involved not only in mastering a new skill            or academic subject but also in emotional development, social interaction            and even personality development. We learn what we fear, what to love,            how to be polite and so on. Given the pervasiveness of learning in our lives,            it is not surprising that we have already discussed many instances of it – how            for example, children love to perceive the world around them, to identify with            their own sex, and to control their behavior according to adult standards.†           Learning as proponents claim them to be, maybe defined as a relatively permanent change in behavior that results from practice: behavior changes that are due to maturation (rather than practice), or temporary conditions of the organism (e.g. fatigue, or drug-induced) are not included. All cases of learning are not the same, though. Learning is defined by Craig et al as a process through which one’s capacity or disposition is changed as a result of experience. Apparently, while learning can be defined as a process and a product, most definitions stress learning more as a process. Changes resulting from development and experience are emphasized. III. The Concepts of Learning            There are three kinds of learning. These three different kinds may be distinguished as classical conditioning, operant conditioning, and cognitive learning. In the study of behavior, concepts in learning are differentiated and defined.            In classical conditioning, the conditioned response often resembles the normal response to the unconditioned stimulus. Concepts such as, acquisition, extinction, discrimination, extinction, generalization, spontaneous recovery, and higher order of learning are all associated with classical conditioning. is portrayed by our independent yet harmful.            Much of real-life behavior is like this though: response is learned because individuals operate on, or effect the environment. Concepts like instrumental conditioning, reinforcement, shaping, extinction, punishment, biofeedback, token economies, and programmed learning are essential notions in the theory (Atkinson et al, 2000).            While classical and operant conditioning are both relatively simple forms of learning, Cognitive learning, on the other hand, involves mental processes, such as attention and memory, that may be learned through observation or imitation; it may not involve any external rewards or require the person to perform any observable behaviors. Concepts in cognitive learning include Insight learning and observation learning. Insight learning is a mental process marked by the sudden occurrence of a solution whereas observational learning, say theorists, may account for most human learning. It occurs, when we observe people around us, as early as a year old and even below, doing things and we learn those tasks they do (Atkinson et al, 2000).            Modern management theories employ these concepts in specific and specialized forms. It’s psychology applied in the industry and organization. They call these self-learning and continuous learning. Self-directed training includes the learner initiating the learning, making the decisions about what training and development experiences will occur, and how. The learner selects and carries out their own learning goals, objectives, methods and means to verify that the goals were met.            Probably the most important skill for todays rapidly changing workforce is skills in self-reflection. The highly motivated, self-directed learner with skills in self-reflection can approach the workplace as a continual classroom from which to learn.            Supervisors and employees who work together to accomplish formal, self-directed learning in the workplace also accomplishes continuous learning for continued productivity and learning. The Nature of the Work.            Attracting the most qualified employees and matching them to the jobs for which they are best suited is significant for the success of any organization. However, many enterprises are too large to permit close contact between top management and employees. Human resources, training, and labor relations managers and specialists provide this connection. In the past, these workers have been associated with performing the administrative function of an organization, such as handling employee benefits questions or recruiting, interviewing, and hiring new staff in accordance with policies and requirements that have been established in conjunction with top management. Today’s human resources workers manage these tasks and, increasingly, consult top executives regarding strategic planning. They have moved from behind-the-scenes staff work to leading the company in suggesting and changing policies. Senior management is recognizing the significance of the human resources department to their financial success.            In an effort to enhance morale and productivity, limit job turnover, and help organizations increase performance and improve business results, they also help their firms effectively use employee skills, provide training and development opportunities to improve those skills, and increase employees’ satisfaction with their jobs and working conditions. Although some jobs in the human resources field require only limited contact with people outside the office, dealing with people is an important part of the job.            The educational backgrounds of human resources, training, and labor relations managers and specialists vary considerably because of the diversity of duties and levels of responsibility. In filling entry-level jobs, many employers seek college graduates who have majored in human resources, human resources administration, or industrial and labor relations. Other employers look for college graduates with a technical or business background or a well-rounded liberal arts education (Maccoby, 1998).            Many colleges and universities have programs leading to a degree in personnel, human resources, or labor relations. Some offer degree programs in human resources administration or human resources management, training and development, or compensation and benefits. Depending on the school, courses leading to a career in human resources management may be found in departments of business administration, education, instructional technology, organizational development, human services, communication, or public administration, or within a separate human resources institution or department.            Because an interdisciplinary background is appropriate in this field, a combination of courses in the social sciences, business, and behavioral sciences is useful. Some jobs may require a more technical or specialized background in engineering, science, finance, or law, for example. Most prospective human resources specialists should take courses in compensation, recruitment, training and development, and performance appraisal, as well as courses in principles of management, organizational structure, and industrial psychology. Other relevant courses include business administration, public administration, psychology, sociology, political science, economics, and statistics. Courses in labor law, collective bargaining, labor economics, labor history, and industrial psychology also provide a valuable background for the prospective labor relations specialist. As in many other fields, knowledge of computers and information systems also is useful.            The management of human resources or to put it simply means the management of people who come from different backgrounds, differing worldviews, age and cultural distinctiveness. Any person who will be handling such diversity is in for trouble. Hence, a solid knowledge of human behavior is prerequisite (Bohm, 1998). Why the need for learning theories? And how to promote it in the context of HR management?            Understandably, the HR manager’s role is one of leadership not just of management. When he/she leads people he/she takes into account the individuality and the complexity, the seemingly unpredictability of behavior. Why seemingly, because at one end we think of the difficulty in truly expecting people to follow the way we want them to follow. However, we also see the other end, that for reasons that we too are human, we know to a certain extent what makes people tick, or what makes people squirm and so on. If we have sufficient background on the learning theories (i.e. insight learning or observational learning), we bring with us an arsenal to help us create change, and move people within our leadership (or influence) to create the change we believe (or our employers believe) should happen in the workplace (Morecroft Sterman , 1994).            When we are equipped with the knowledge of learning theories we come with a knowledge of people. For example, we can employ the information by crafting our goals and mission statements by involving our people in the process. Learning theories teach us that by involving people in goal-setting gives them ownership; by itself (the involvement) is a form of reward (intrinsic).            In general, the spirit of learning is the spirit of desiring knowledge above and beyond the current abilities a particular individual possesses. It means creating the appetite for change, positive and better change for the person and for the organization where he/she belongs.       Promoting learning in the workplace is both easy and difficult. Easy because if we are experts on human behavior we use influence to help us towards that direction and difficult, usually when we don’t take time to study the kind of people our organization has. What are our strategies?            In the workplace, we can employ several strategies. An HR manager may choose from a variety of methods or line of attack so to speak.            One is self-learning, which is a combination of insight, observational and classical /operant learning. Self-learning occurs when the individual reflects on his/her encounter or experience on a particular day and learns something from it. It is informal and most often the typical kind of learning that occurs. Self-directed learning programs possess abundant advantages over traditional variety of classroom instruction for employees in the workplace, whether they are leaders, managers, or individual contributors. Bouchard (Self-directed Learning in Organizational Settings (a working paper), Concordia University, Montreal, Canada) clarifies, â€Å"Over the years, it has become increasingly clear that traditional approaches to program design and delivery in the workplace and in associative organizations present some important weaknesses. Problem areas include: coping with the short life span of useful knowledge; passing down acquired competencies to succeeding cohorts; accommodating the demands of productivity while providing for a continuity of learning; [and] enabling learners to pursue activities that correspond to their learning styles and needs†(p. 1). Carl Rogers, pioneer of self-directed therapy, claimed that â€Å"anything that can be taught to another is relatively inconsequential, and has little or no significant influence on behavior†(1961, p. 276). He contends, â€Å"The only learning which significantly influences behavior is self-discovered, self-appropriated learning†(p. 276).            Continuous Learning is the ability to learn to learn. It goes beyond linear learning. Learning need not be a linear event where a learner goes to a formal learning program, acquires areas of knowledge and skills about a system or process, and then the learning terminates. If the learner can view life (including work) as a learning program, then the learner can continue to learn from almost everything in life. As a result, the learner continues to expand his or her capacity for living, including working (Bridges, 1991).            Peter Senge, well-known systems theorist, elucidates that continual learning and individual mastery are very alike. In continuous learning, the learner carries on to: 1. Distinguish priorities or overall values about themselves and how they want to live and work          they have a personal vision. Undergo a dynamic function in the world and work. Keep on reflecting on their encounters in the world and work. Inquire about current feedback about the world (including work) and their activities in it Continue to be as receptive as possible to the feedback (which entails a considerable level of personal maturity). Create continuing regulations and modifications, based on constant feedback, to the manner they live their lives and perform their work in order to meet their goals and priorities. Consequently, the primary features of continuous learning include:            Having some basic values in a person’ life or priorities in his/her work.; owning responsibility in the world; relating with the new information and skills; pausing to make inquiries and contemplate about one’s life and experiences; expecting and receiving continuing feedback;  eliminating personal impediments on receiving feedbacks and possessing the audacity and humility to adjust. Conclusions            Much of the learning in the workplace has been adaptive (i.e. individuals are trained to adapt to the needs of the organization in a manner that ensures consistency and compliance with norms). In contrast, the new paradigm focuses on liberating individuals and bringing forth their ability to create. This develops within the person, a work ethic that he/she is expected to adhere to, considering that it reflects his/her personhood, his wants and wishes, as well as his future plans. This has generated a much greater contribution from the workforce than expected and continues to develop a learning community where the exchange of ideas is encouraged and work output increased. Enthusiasm towards work in general will be maximized and relationship within the workplace improved. Reference: Atkinson, RL, RC Atkinson, EE Smith, DJ Bem, and S. Nolen-Hoeksema, Hilgard’s     Introduction to psychology. 13th ed., New York: Harcourt brace and Company,            2000. Block, Peter, Flawless Consulting: A Guide to Getting Your Expertise Used, University            Associates, San Diego, CA 1981. Bohm, David. (1985) Unfolding Meaning. Loveland, CO: Foundation House. Bridges, William, Managing Transitions, Making the Most of Change, Addison-Wesley,          Menlo Park, CA 1991. Bruffee, Kenneth A. Collaborative Learning: Higher Education, Interdependence, and the Authority of Knowledge. Baltimore: Johns Hopkins Univ. Press, 1993. Demick, J. and Miller, P., Development in the Workplace, Lawrence Erlbaum Associates,            Publishers, New Jersey, 1993. Gozdz, Kazimierz, ed., Community Building: Renewing Spirit and Learning in Business,            Sterling Stone (NewLeadersPress), San Francisco, 1995. Kline, Peter and Bernard Saunders. Ten Steps to a Learning Organization. Great Ocean Publishers, Inc. Arlington, VA. 1993. Maccoby, Michael, Why Work: Motivating and Leading the New Generation, Simon            Schuster, New York, 1988. Morecroft, John D.W. and John Sterman eds.(1994) Modeling for Learning        Organizations. Productivity Press. McNamara, Carter., http//:www.authenticity   consulting.com. Copyright 1999 Rogers, C., On Becoming a Person: A Therapist’s View of Psychotherapy, Houghton    Mifflin, 1961, p. 276.  Senge, Peter, 1990. The Fifth Discipline: The Art and Practice of the Learning  Organization 1st edition, 1994 paperback edition, xxiii, 413 p., ISBN 0-385-        26095-4. West, G. W. Group Learning in the Workplace. In S. Imel (Ed.), Learning in groups: exploring fundamental principles, new uses, and emerging opportunities. San Francisco: Jossey-Bass. (1996).
Black people in the USA in 1945 Essay Example for Free
Black people in the USA in 1945 Essay Blacks in the USA in 1945 were not considered as equal; the treatment of people was based on their skin colour, a practice that had been going on for many years before, even after the Reconstruction of society after the Civil War in which the blacks were liberated from slavery. In theory, blacks were free to work and live where they wanted, but the figures at the time told a different story: by 1960, around 17% of the workforce of white-collar workers, i.e. professional, technical, administration, etc., were blacks, while the whites remained the majority at 47%. The blue-collar work, such as craftsmen, manual labourers, etc. jobs that are renowned for needing less skill and education had 40% of the workforce as blacks, and 36% were whites. Blacks just werent provided the education and qualifications to do the professional types of work due to separation of black and white facilities. Not only were they held back at getting the higher-class jobs, they were paid less for the same wor k that whites did; in 1950, blacks earned about 53% of a whites wage. This figure remained the same over the next 20 years, with it rising 11% to blacks earning 64% of a whites wage. All over the USA, blacks were discriminated against in almost all areas of life, whether it is the law of the state, or just by the custom of the local society. After the abolishment of slavery, slaves had the choice of moving away from their former homes and having their own lives; unfortunately, many blacks didnt have any money to move halfway across the USA to the northern states that had fought to free them. Those who did have the finance to travel rarely had enough money afterwards to sustain a good quality of life after they had moved. The custom of de facto came into play in some of the Northern states; ghettos and places where the majority of the population were black sprung up in towns and cities. Segregation by custom in the North was contrasted with segregation by law, or de jure, in the South- Jim Crow laws forbade blacks, for example, to enter white facilities, or sit on buses with whites, etc. Places where de facto was in force came up with other ways to separate blacks from whites to keep the Southern order of things; red lining was when banks were not allowed to give money for mortgages if they suspected it would be a risky investment- if a black family moved into a certain area, it would lower the prices of the surrounding houses. This meant that places such as ghettos were built up, when the majority of the population were black. This type of segregation wasnt by law, but by custom, blacks werent forced to live in black areas, but they felt pressured to live in certain places because of the practises such as red lining in effect. Although it is in the Constitution that everyone is equal and has the same civil rights, it is beliefs like red lining that push a wedge between races; it may not seem constitutional, but it is up to the Supreme Court in the USA to decide what is constitutional. They decided that slavery was lawful mainly due the fact that the Southern states economy was based on slavery; they were needed to produce cotton, the main export in the 19th century. Without them, the economy would have fallen apart. After the 13th amendment to the Constitution, slavery was no longer legal, but the Supreme Court still remained to overlook state laws that continued discrimination and practices that could be seen as worse then slavery- for example, the Ku Klux Klan were allowed to terrorise and lynch blacks, yet lynching was not made illegal. The Supreme Court declared that the 14th amendment forbids states, but not citizens, from discriminating (1) Separate facilities for blacks and whites were considered as the solution to the discrimination problem; the Supreme Court believed that the blacks were separate but equal when they were forced to use different buildings, transport, schools and hospitals then the whites. Since the Supreme Court approved laws and could declare them unconstitutional if they wanted to, they were the ones who the blacks has to convince if they wanted to change anything; in legal cases, the trial had to be taken to the Supreme Court to have any impact, since the State Courts were always going to be in favour of the Jim Crow laws. The Plessy vs. Ferguson (1896) case was when Homer Plessy refused to sit in the coloured car of a train and sat in the white section instead. The case went to Supreme Court, and they ruled that Plessy was guilty and sentenced him to pay a fine or go to jail. This was considered the most shameful ruling of the Supreme Court in history; it shows the extent of the discrimination against blacks, even after slavery was abolished- even though Plessy was 1/8 black and 7/8 white, he was still considered as black in the eyes of the Louisiana law. Although many people thought that this ruling was shocking, there wasnt much that could be done, since they did not have a definite leader to show them what the do; everything that the movement did was relatively unorganised, with maybe one person leading the others. People such as Martin Luther King Jr. and Booker T. Washington tried to unite blacks under one leadership, but it did not work, because everyone has different opinion on what should be done about the discrimination problem. Dr Martin King Jr. was a black leader that advocated peaceful resistance; because of this, many whites accepted him because they knew that he would not cause violence, but blacks did not like this as peaceful protest could only take them so far- they felt that King was weaker then some of the other extremist black leaders, such as Malcolm X. Kings approach to fighting against their oppression wasnt enough to keep the blacks following him; they preferred people who were willing to do more for the benefit of all blacks. Another leader who was thought as weak by fellow blacks was Booker T. Washington; he was accused of being an accommodationist to the whites, as he wasnt campaigning for equal civil rights, he was concentrating on equal job opportunities- this wasnt what the blacks were fighting for; they wanted to be free to do what the whites could do, not only in jobs but in other aspects of life too. The leaders of the movement were not united, therefore they were not strong- many leaders were critical of others, for example, W.E.B DuBois criticised Washington, saying that blacks cannot get social equality if they do not get political equality first. The New Deal is a phrase used to explain the actions taken after Black Tuesday when the US Stock market crashed to stop the effects of the Depression disturbing the lives of the public. Laws were passed to help stop the consequences of the Depression becoming a long-term problem; within the first hundred days, President Roosevelt passed a law that lowered workers salaries and pensions by up to 15%- a move that people did not like, yet it saved a lot of money for the government. Another act was passed that stated that the government could inspect banks before letting them open again so they could see if the bank was eligible to lend and hold money. This prevented banks lending out money that they did not have, therefore they did not losing money for their customers and wouldnt have to close, as they would have to have done if they did lend out money they didnt have. The New Deal was produced so the government could help all of those that were affected by the Depression; this helped the blacks because they were some of the poorest people in the USA at the time, and as many as 8% of blacks were unemployed in 1955. For the blacks, the New Deal slightly improved their way of living as it was designed to help everyone without discrimination. Soon after New Deal was set up, the situation for blacks was improved socially by the outbreak of the Second World War. When the Americans were brought into the war, they needed as many men as they could to fight; blacks had regiments where they could join and be equal to whites, but they still were not allowed to belong to the same regiment as the whites- there were some who did, but they were rare, they normally belonged to an all-black regiment. At the end of the war, the blacks got more ambitious; they were allowed to fight for their country, but America wasnt even grateful enough of them to let them be equal. This would have enraged African Americans since they had fought so hard to be a part of America, so the Civil Rights movement activity increased, which put pressure on the government to do something. The Nazi ideology also pushed the government into action, because what the Americans were doing to the blacks could be compared to the Germans discriminating against the Jews in Germany; the blacks realised this, so demanded equality, as they didnt want the same to happen to them. In conclusion, the position of blacks in 1945 was not equal to whites: even after a century of supposed freedom from slavery, blacks were still treated as inferiors to whites. Laws and acts were in effect that encouraged the discrimination of blacks. Amendments such as the rights for blacks to vote and the rights for them to be equal were passed, but there were so many other laws that cancelled them out. Jim Crow laws in the South and practises such as red lining in the North made it impossible for blacks to be seen as equal politically, whilst rebellions by extremist whites and groups such as the Ku Klux Klan stopped blacks gaining any social standing or equality. Blacks were supposed to be equal, but by 1945, some may comment that the position of them was worse then slavery, as the blacks were on their own in there poverty and discrimination; before, they had their slave owners who would clothe and feed them to keep productive workers- they would never be out on the streets as slaves, but as free people, they received basically no help. Things that whites took for granted, such as clean and good-quality facilities, and jobs that are fair and just are things that blacks counted themselves lucky if they managed to get any equality. People like Martin Luther King Jr. and W.E.B. DuBois tried to get equality, both through violence and peaceful means, but it didnt have much effect to the political and social standing of blacks. The discrimination of blacks continued right into the 20th century, even up into the 21st century. It was slow going for the blacks right to equality, but actions by both blacks and whites changed things for the better. H owever, in 1945, blacks were not considered as equal, but as 3/5s of a human being. Bibliography: (1) http://www.alternativeinsight.com/Reparations-Slavery.html Field, Ron; Civil Rights in America 1865-1980; Cambridge University Press http://www.lawbuzz.com/can_you/plessy/plessy.htm http://en.wikipedia.org/wiki/New_Deal
Thursday, September 5, 2019
Job Satisfaction Of Insurance Agents In Malaysia Commerce Essay
Job Satisfaction Of Insurance Agents In Malaysia Commerce Essay This chapter is an introductory chapter. It intend to discuss on background of the study, highlight the problem statement, depict research objectives and questions and explain significance of the study, provide outline of the study and sum up a conclusion of this chapter. 1.1 Background of the Study Before year 1997, the insurance companies in Malaysia are operating as a private company complied by the Insurance Act 1963. Yet, followed by the enactment of Insurance Act 1996 which started into force on 1st January 1997, all the insurance companies are converted to public company which licensed by the Ministry of Finance under the Companies Act 1965 (Bank Negara Malaysia [BNM], 2005). The growth of the insurance industry is closely related to the domestic economy of Malaysia. Based on the financial performance, the revenue of insurance industry in Malaysia is increasing gradually year by year. It had shown that an increase of RM 1,110,806 or 7.87% in the income of insurance industry in Malaysia in year 2010 as compared to year 2009. Income of RM 14,114,618 and RM 15,225,424 are recorded respectively for year 2009 and 2010 (Malaysia Insurance Institute, 2010). Meanwhile, the number of registered agents is also growing up year by year. There was a growth from 116,008 agents in year 2009 to 122,399 agents in year 2010, which was increased by 6,391 agents (BNM, 2010). Motivation is the part of commitment and results in the achievement of the organizational objectives at the appropriate way. Job satisfaction of employees can motivate by different motivation factors (Balachandar, Panchanatham and Subramanian, 2010). According to Tripathi (2001) most of the companies usually motivate their employees by offer economic reward, recognition, promotion, job security, training and authority. When consumers want to buying insurance, they will not directly contact an insurance company. There are more rely on the insurance agents role to solicit and sell insurance policies or product to the general public. No doubt, the revenue of insurance industry is very much depending on the sales gained by the insurance agents. Hence, motivation plays a great role to encourage insurance agents to work professionally in delivering their services to customers. Insurance agents will satisfy with their job when companies apply the motivation factors correctly on them. Insurance companies motivate their insurance agents by giving rewards such as extra bonus or company trip to satisfy their effort in making sales to the insurance company. 1.3 Problem Statement Nowadays, more and more people want to become insurance agents, which led to the increased challenges between their competitors. The statistical report of Bank Negara Malaysia stated that the number of registered insurance agents had increased 5.51% from 2009 to 2010 (BNM, 2010). Normally, insurance agents do not have any basic salary but their pay is based on commission pay. Insurance agents try to retain and increase their target productivity in order to satisfy their jobs, save their jobs and increase their well-being because the wages of insurance agent depends on a commission basis (Christopher, 2007). According to Bakos (2008) insurance agents retain in the company is highly influenced by commission as remuneration. If the commission to the insurance agents is low, it will de-motivate them and leads to resignation. Past studies showed that motivation and job satisfaction have direct relationship to influence employee retention and performance among various types of organization (Goleman, 1998). According to Cravens, Ingram, LaForge and Young (2010) giving a right tool of training and development can motivate insurance agents more successful at selling life insurance products. Training and development can improve the job skills and knowledge of insurance agents at each level. Therefore, employees should be given more opportunities for advancement to motivate them in order to enhance their job satisfaction level (Feinstein, 2000). Besides, Tripathi (2001) stated that employees can be motivated by job security, recognition, promotion and training to enhance job satisfaction. There are several past researchers Hassan (2010), Salleh, Dzulkifli, Abdullah and Ariffin (2011), Golshan, Kaswuri, Aghashahi, Amin and Ismail (2011) studies on the relationship between motivation factors and job satisfaction among nurses, state Government employees and Gen-Y administrative and diplomatic officers in Malaysia but lack of studies on insurance agents in Malaysia. The objective of this research is to investigate the relationship between motivation factors and job satisfaction among insurance agents in Malaysia. 1.4 Research Questions and Objectives 1.4.1 General Objective The main objective of this research is to identify and determine the motivation factors that influence job satisfaction of insurance agents in Malaysia. 1.4.2 General Question What are the motivation factors that influence job satisfaction of insurance agents in Malaysia? 1.4.3 Specific Objectives To investigate whether commission pay influence insurance agents job satisfaction in Malaysia. To investigate whether job security influence insurance agents job satisfaction in Malaysia. To investigate whether opportunities for advancement and development influence insurance agents job satisfaction in Malaysia. To investigate whether work itself influence insurance agents job satisfaction in Malaysia. 1.4.4 Research Questions Will commission pay influence insurance agents job satisfaction in Malaysia? Will job security influence insurance agents job satisfaction in Malaysia? Will opportunities for advancement and development influence insurance agents job satisfaction in Malaysia? Will work itself influence insurance agents job satisfaction in Malaysia? 1.5 Significance of the Study This research is tending to contribute to the individual and companies. Through our research, the insurance companies will know the importance of the insurance agents job satisfaction and knowing the level of job satisfaction of insurance agents. Meanwhile, individual can also gain a better understanding on motivation factors that can lead them to job satisfaction. The second aim of this research is to narrow the gap with regards to understanding job satisfaction of insurance agents by studying the motivation factors that influence insurance agents job satisfaction. Insurance companies will get to know more about the motivation factors that influence the insurance agents job satisfaction by offer some rewards system to satisfy insurance agents. This enables them to build long-term profitability and retain continuous growth in their businesses to gain competitive advantages in the insurance industry. This research will also expose a new knowledge to the public who has interest on the job of an insurance agent. It assists the public on raising knowledge and awareness of motivation factors that influence the job satisfaction of the insurance agents. 1.6 Outline of the Study Chapter two shows the related literature review that provides the foundation for developing the theoretical framework to proceed with further investigation and hypotheses testing. Chapter three presents the research methodology used to test the research questions. It includes research design, population, sample and sampling procedures, data collection method, variables and measurement, and data analysis techniques. Chapter four is the description of the data analysis. It presents the overall result and findings from the data collection. Statistical Package for Social Science (SPSS) is used to generate results in this research. Chapter five is summaries the research finding and also discusses the major finding. Besides, it also discusses the limitation of the study as well as provides the recommendation for future researchers. 1.7 Conclusion This chapter is about the overview of this study stated on the above. This study aims to determine the motivation factors affecting toward insurance agents job satisfaction so as to contribute for insurance companies and the public. In the following chapter two, it will provide the literature review of this study.
Wednesday, September 4, 2019
Reasons for the Disintegration of Yugoslavia :: Yugoslavia Military Economy Economics Essays
Reasons for the Disintegration of Yugoslavia From its birth in 1918 to its death in the 1990’s, Yugoslavia has always been a whole. Yugoslavia was kept together by it’s diplomacy and their good reputation and achievements during the administration led by Tito. As a result of his death, neighbors that lived in peace for decades turned on each other, ethnic hatred was occuring and republics were declaring independence one after the other. The country was gradually falling apart. There were many reasons for the breakup of Yugoslavia but one of the most important one was realism which basically deals with politics. Realism played an important role because equal power was never distributed in Yugoslavia and there was a struggle of power. Tito’s liberalism recieved a large amount of criticism from the USSR, especially, Joseph Stalin. Stalin, responded by cutting all ties between Yugoslavia and the USSR. Because of this, Tito wasn’t obligated to follow Soviet policy, and because of that Yugoslavia was no longer being funded by the USSR. This lack of financial support posed a huge threat to Yugoslavia’s survival. It was only after Tito’s death in 1980, that the world began to realize his true significance. Tito had controlled Yugoslavia for 35 years. During that time, his prestige and remarkable diplomacy held the country together. The Yugoslav Army played a disastrous role not only as an enforcer of political decisions but as an independent. In Tito’s time, the army had only a subordinate role. In those days, the Communist Party and the army were the glue that held the country together. When the Communist Party separated, the army remained the sole power that guaranteed the union. After the secessions, it became an army without a country. With Tito’s death in 1980 and the death of the Communist party in 1990, the national army was cut adrift with an idea with noone to control it. They eventually made themselves powerless. The most significant reason for the disintegration was the reintroduction of nationalism. Because Yugoslavia was created after self-determination the Serbs saw an opportunity to create a new slavic nation. Serbs saw in the idea of Yugoslavia the opportunity to have all Serbs living in a single state, and in addition, gathering around them the other nationalities in such a way that Serbs would play the dominant role.
Tuesday, September 3, 2019
Human Resource Management in Business Essay -- essays research papers
Human Resource Management in Business Abstract Human Resource Management (HRM) is no longer a personnel office that is simply a record-keeping and maintenance function. Huselid (1995) points out that there is a positive correlation that has developed between HRM as a strategic ally and company performance. HRM research has grown from an atheoretical origin to view organizational activities from an interdisciplinary perspective (Jennings, 1994) that is concerned with a movement toward methodological and theoretical development (Ferris & Judge, 1991). This review will look at the different ways HRM plays into the overall scheme of providing an organization with a more sustainable competitive edge. Table of Contents Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..4 Background†¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦4 Strategic Human Resource Management†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.6 Multicultural Knowledge Transfer†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..8 HRM in the Public Sector†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦9 Conclusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.11 References†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..13 Human Resource Management in Business The fast paced area of HRM as seen many new developments in the science and practice of the field over its roughly 80-year history (Ferris et al., 1999). One of the earlier developments in HRM research that still has significance today was, at the time, a theoretical foundation that challenged researchers to design measures to assess the relationship between â€Å"individual personalities†and â€Å"company personalities†(Gilmer, 1960). This field of inquiry led to the research that has come to be known as strategic human resource management (SHRM), a field that attempts to align HRM functions and activities with the strategic goals of the organization (Butler, Ferris, & Napier, 1991). Another aspect of this review takes a look at HRM from an international perspective. This viewpoint acknowledges the importance of the global economy, as well as emphasizes the value of the Human Resource (HR) activities that address cross-cultural concerns (Napier, Tibau, Janssens, & Pilenzo, 1995). Lastly, the political perspective of HRM presents an opportunity to address those features of public sector HRM practices that have become outdated by contemporary organizational standards (Soni, 2004). Background Human Resource Management is a diverse ent... ...the international human resources manager. In G. R. Ferris, S. D. Rosen & D. T. Barnum. (Eds.), Handbook of human resource management: 217-242. Oxford, UK: Blackwell Publishers. Pfeffer, J. (1998). The human equation: Building profits by putting people first. Harvard Business Press: Boston. Romano, E. (1995). Opportunity in diversity. Journal of Property Management, 60, 2, 30 (6). Retrieved November 12, 2004, from InfoTrac database. Soni, V. (2004). From crisis to opportunity: Human resource challenges for the public sector in the twenty-first century. The Review of Policy Research, 21, 2, 157-178. Retrieved November 8, 2004 from H.W. Wilson database. Sundstrom, E., DeMeuse, K. P., & Futrell, D. (1990). Work teams: applications and effectiveness. American Psychologist, 45, 2, 120-133. Walker, D. M. (2000). (Statement from David Walker) Managing human capital in the 21st century. Report no. GAO/T-GGD-00-77. Washington, DC: General Accounting Office. Webber, S.S. & Donahue, L.M. (2001). Impact of highly and less-related diversity on work group cohesion and performance: A meta-analysis. Journal of Management, 27, 2, 141. Retrieved November 12, 2004, from InfoTrac database.
Monday, September 2, 2019
Radio :: essays research papers fc
Radio: Making Waves in America Radio-wave technology is one of the most important technologies used by man. It has forever changed the United States and the world, and will continue to do so in the future. Radio has been a communications medium, a recreational device, and many other things to us. When British physicist James Clerk Maxwell published his theory of electromagnetic waves in 1873, he probably never could have envisioned the sorts of things that would come of such a principle. His theory mainly had to do with light waves, but fifteen years later, a German physicist named Heinrich Hertz was able to electrically generate MaxwellÕs ÒraysÓ in his lab. The discovery of these amazing properties, the later invention of a working wireless radio, and the resulting technology have been instrumental to AmericaÕs move into the Information Age. The invention of radio is commonly credited to Guglielmo Marconi, who, starting in 1895, developed the first ÒwirelessÓ radio transmitter and receiver . Working at home with no support from his father, but plenty from his mother, Marconi improved upon the experiments and equipment of Hertz and others working on radio transmission. He created a better radio wave detector or cohere and connected it to an early type of antenna. With the help of his brothers and some of the neighborhood boys he was able to send wireless telegraph messages over short distances. By 1899 he had established a wireless communications link between England and France that had the ability to operate under any weather conditions. He had sent trans-Atlantic messages by late 1901, and later won the Nobel prize for physics in 1909. Radio works in a very complicated way, but hereÕs a more simple explanation than youÕll get from most books: Electromagnetic waves of different wavelengths are produced by the transmitter, and modulations within each wavelength are adjusted to carry ÒencodedÓ information. The receiver, tuned to read the frequency the tr ansmitter is sending on, then takes the encoded information (carried within the wave modulations), and translates it back into the sensory input originally transmitted. Many of the men who pioneered radio had designs for it. Marconi saw it as the best communication system and envisioned instant world-wide communication through the air. David Sarnoff ( later the head of RCA and NBC) had a vision of Òa radio receiver in every homeÓ in 1916, although the real potential of radio wasnÕt realized until after World War I.
Sunday, September 1, 2019
My Heritage Essay
My heritage is something that I am immensely proud of. The origins of my heritage began along the Andean region of South America. The depth of my culture is represented through Ecuador’s musical and gastronomical roots. My family strictly follows a strong religious background which has influenced my life greatly. Besides cultural gastronomy and religion, the celebration of holidays is very important to my family as well. Therefore, there are many different factors that my heritage is composed of. One part of my heritage, that I particularly enjoy, is the music and cuisine which pertains to my culture. Ecuador has a wide variety of music ranging from Incan tribal music to current traditional Ecuadorian music. Every time a song is played, it tells a different story, allowing the listener to visualize and experience the rhythm first hand. Among the many plates Ecuador has to offer, a few in particular have been established as my favorites; one of them is called â€Å"Locro†, which is a thick soup made from potatoes, cheese, and meat. Locro is usually served with a light salad, topped off with cilantro and avocado. The aroma emanating from this culinary concoction sends my mind into a state of euphoric tranquility. Therefore, the combination of these two can make any event a moment to savor. In addition to the music and the food, religion plays an important role in my heritage as well. Catholicism is the dominant religion in Ecuador, and the religion with which I was raised. The Roman based religion has a high influence amongst my people. I remember during my childhood how important it was to go through my religious sacraments. As a Catholic, going to church with my family every Sunday was a never broken tradition. Although I am respectful of all religions, my religion has played an important role and has allowed me to flourish. Among the many rituals that are practiced within the Catholic religion, we show a significant amount of respect to Catholic holidays. Holidays are a very important ceremonial event which is glorified amongst my family. Once a year, my family gathers together for a much acclaimed event, the birth of Jesus Christ. To some, this day is known to be filled with folktales about a gift giving Santa Clause hidden in the North Pole. In my family, we are taught from childhood about the son of God, Jesus Christ, and the many miracles and sacrifices he had to endure for us. Another part of this tradition was attending midnight mass to show respect for the birth of baby Jesus. This religion and its holiday are not only pertinent to the country of my origin but also a large part of what I consider to be my heritage today. In conclusion, my heritage is drawn from different factors all of which depend on the types of influences that are present in a person’s life. The parts of my heritage which I consider important include the gastronomical and musical roots of Ecuador, Catholicism, and lastly the celebration of an important religious holiday. These combinations have had a substantially large influence on what I consider my heritage today.
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