Reflective Portfolio Of Business And Management - 2595 Words

Assessment 2 Reflective Portfolio Subject: -strategic management B.A. in Business and Management University of Northampton, United Kingdom Tutor: Miriam Seifert By: Heelly Vaghasiya (UON I/D: 14439316) Acknowledgement I am very pleasure to have this chance to say thank you to everybody who emphasized me all throughout my study period. I am very appreciative for their help, direction, significantly positive feedback and neighborly counsel amid my assignment. I am genuinely appreciative to them for imparting their genuine and uncovering thoughts on few issues amid my work. I am warmly thanking to Ms. Miriam for her provision and supervision. Thank you Table of content 1) Executive Summary†¦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‚¬ ¦..Page 4 2) 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‚¬ ¦. Page 5 3) Background of industries †¦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‚¬ ¦ Page 5 4) PESTEL Analyse†¦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‚¬ ¦. Page 6 5) CAGE Model†¦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‚¬ ¦... Page 7 6) YIP’s model†¦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‚¬ ¦ Page 9 7) 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‚¬ ¦Page 11 8) 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‚¬ ¦Page 12 Executive Summary In this portfolio I have broke down and clarified about global retail business and Civil Aero-engineering. In this task I have expounded on this commercial enterprises and what elements influences this organizations to create and grow up. Indeed globalization is additionally real indicate examine in this report on the grounds that for making an organizationShow MoreRelatedReflection on How to Make the Most of Working in Collaboration with Others972 Words   |  4 PagesIn Lawrence’ (2013, p.195) point of view: â€Å"In the management classroom, theories on reflection and experiential learning clearly influence the use of personal, reflective writing exercises. They are used to illustrate course concepts and help students take charge of their own educational experience (and, therefore, practice making meaning for them).† Therefore, through reflection, we can make connections and examine our learning processes. 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The Sale Of Human Organs - 858 Words

The sale of human organs is a prevalent subject of moral exchanges that displays a civil argument that offers no trading off arrangement. Moral issues required in the selling of human organs make up its ethical issue. No argument is fully accepted when discussing the legitimation of selling human organs. I agree with the position from Savulescu’s article that individuals should be allowed to sell their organs and that it is morally permissible. Based upon figures from 2012, 95,000 Americans were on the waiting list for the most commonly transplanted organ, kidneys. That year only 16,500 kidney transplant operations were performed. The average wait time in the United States for a kidney transplant was 4.5 years. The demand continues to grow and so do the need for an ethical program to find a way to increase the supply of organs. This would help reduce the suffering that many needing transplants endure while they pray for a transplant. Based upon the utilitarian theory, if people are able to make their own â€Å"free† decision to take a risk and bring about a greater good than it is morally permissible. The utilitarianism theory states that the right course of action is the action that brings maximum good. The theory uses the nature of the outcome of an action to judge the moral worth of the action. (Mill, 2009). The rule of utilitarian involves first determining the potential rules of an action. It advocates that in order to determine the right rule to apply in a certainShow MoreRelatedSale And Sale Of Human Organs1627 Words   |  7 Pagesthe sale and purchase of human organs would be morally unjustified. 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Although a large number of articles were written, numerous speeches were made, countless meetings were hold to discuss about this matter but until now it is still a big controversy issue all over the world. Thanks to the steadily development of scientist, technology and medicine treatment, nowadays human organ can be transplanted

Therapies Methods Essay Example For Students

Therapies Methods Essay There are many different types of therapies or psychological methods used toalleviate problems. First, there are therapies that emphasize the value ofgaining insight to personal problems. Then there are behavior therapies andcognitive therapies, which are used to directly change troublesome actions andthoughts. Two therapies I will be describing are rational-emotive behaviortherapy and psychoanalysis. According to author Dennis Coon of Introduction toPsychology, ?Rational-emotive behavior therapy (REBT) attempts to changeor remove irrational beliefs that cause emotional problems. Albert Ellis statesthe basic idea of rational-emotive behavior is easy as ABC. He assumes thatpeople become unhappy and develop self-defeating habits because they haveunrealistic or faulty beliefs. Ellis analyzes problems in this way: The letter Astands for an activating experience, which the person assumes to be the cause ofC, an emotional consequence. For example, a person who is rejected (theactivating ex perience) feels depressed, threatened, or hurt (the consequence). Rational-emotive therapy, however, shows that the real problem comes between Aand C. In between is B, the patients unrealistic beliefs. There are manyirrational or unrealistic beliefs that we all tend to hold. For instance,certain people I must deal with are thoroughly bad and should be severely blamedand punished for. This could lead to ?The old man next door is such apain. Im going to play my stereo even louder the next time he complains. Another irrational belief is it is awful and upsetting when things are not theway I would very much like them to be. For example, ?I should have gottena B in that class. The teacher doesnt like me. Rational-emotive behaviortherapy holds that events do not cause us to have feelings. We feel as we dobecause of our beliefs. Psychoanalysis resolves internal conflicts that lead toemotional suffering. Because of the huge amounts of time and money it requires,psychoanalysts have become rare. Four basic techniques Freud relied on touncover the roots of psychoanalysis are free association, dream analysis,analysis of resistance, and analysis of transference. During psychoanalysis, thepatient engages in free association, by saying whatever comes to mind. They mustspeak without concern for whether the ideas are painful, embarrassing, orillogical. Dream analysis is also considered a good way to tap theunconsciousness. Freud felt that forbidden desires and unconscious feelings aremore freely expre ssed in dreams. Then there is analysis of resistance where theanalyst becomes aware of resistances, or blockages in the flow of ideas, and heor she brings them to the patients awareness so they can be dealt withrealistically. Finally, there is analysis of transference, which the patient mayact as if the analyst is the rejecting father, former lover, or whoever thepatient is feeling anger towards. All of these techniques are used inpsychoanalysis today. Both rational-emotive behavior and psychoanalysis help thepatients recognize their problem and deal with it. The world today should belucky and take advantage of the many different types of therapies we are able tochoose from. These are just two of the many we are able to have.

The Attitude of The Employees Towards Job Satisfaction

Question: How The attitude of the employees towards job satisfaction and the motivation of the employees help the organization as well as the employees to succeed in the competitive market? Answer: The attitude of the employees towards job satisfaction and the motivation of the employees help the organization as well as the employees to succeed in the competitive market. it has been found that attitude has three components of attitude, Cognitive, Affective and Behavioral component. The types of attitudes are, job satisfaction, job involvement, organizational commitment, perceived organizational support and employee engagement. It is necessary for the managers to know the type of attitudes so that they have an idea about the type of attitudes and take further steps. The extrinsic employees rewards the employees through monetary products and the intrinsic motivation help the employees to get a sense of belonging among the employees. The limitation of job satisfaction is that the employees become in competitive, as they are satisfied with the current job. The limitation of intrinsic motivation is that it takes to get implanted in the organization. The negative thing about the extr insic motivation diverts the employees from the path as they start concentrating only on the rewards. As it can be seen that the advantage and disadvantages are part of the organization, hence, the managers should know the proper way to handle the employees. Introduction Motivation and job satisfactions are inter-related to each other (Ford 2014). Once the employees are motivated, they will work harder for the organization. The motivated employees will be happy in the organization and hence they will hold a positive attitude towards the organization and will be satisfied in the job (Card et al. 2012). Thus, it is important the manager of an organization know the ways of motivation and the path to job satisfaction. The attitude of the employees towards the organization tells about the degree of job satisfaction of the employees in the organization. However, it is important to know about the shortcomings of jobs satisfactions and the motivations (Collie, Shapka and Perry 2012). Hence, the managers should prepare themselves beforehand for any negative situation. Though job satisfaction are positive terms yet if they are not sued intelligently in the organization, then chances are high that the organization will have to suffer from loss rather than profi t (Edmans 2012). In addition to this, there are different motivational theories that the manager should know to manage the employees. They should be able decide which theory should be implemented in the organization so that the employees perform well at the workplace (Hlsheger et al. 2013). This write-up will analyze the attitude of the employees and the job satisfaction of the employees. The importance of motivation in the organization will also be studied. The write-up evaluates the importance of motivation that will help the managers in the organization to decide the way, the employees should be motivated and the type of motivation that should be implemented in the organization. In addition to this, the limitations of job satisfaction and motivation will also be evaluated so that factors are analyzed properly. This will help the readers to understand the proper way of managing the employees and make the organization successful in the competitive market. Analysis The attitude of the employees towards the work speaks a lot about the way they will work in the organization or will succeed on a long run (Braun et al. 2013). Attitude can be divided into three components while an employee is working in an organization, they are: Cognitive component Affective component Behavioral component An individual should know the components of attitude towards work to realize the development of attitude towards work (Fortney et al. 2013). When an individual enters an organization, the person holds a certain belief towards the organization. This kind of belief is instilled in the person both through the ex-employees, word of mouth and through online research. The pre-assigned thoughts are called the cognitive component (Milln et al. 2013). The affective component is the emotional connection of the employee towards the organization and the feeling of an individual towards work (Oliver 2014). It mainly deals with the emotional side of the employee. Behavioral component develops in the final stage (Imran et al. 2014). The employee understands the nature of work and the nature of the co-employees at the workplace and eventually develops the behavioral components (Abbas et al. 2014). The study of the attitude towards job satisfaction is important because it will help the mangers to understand the perspective of the employees towards the work. The managers should know the components of the attitude well so that they are able to evaluate the areas that need upliftment so that the employees work well in the organization (Card et al. 2012). Even if the employees are demotivated then also the attitude comes to play. For an organization to make use of the attitudes of the employees, it should know the types of attitudes. The types of attitudes are: Job satisfaction The positive or the negative feeling of an individual towards the organization and the work culture of the organization decides the job satisfaction of the employees in the organization (Collie, Shapka and Perry 2012). Job involvement The employees should be able to identify themselves with the type of job they are doing and will get involved in the job and prove fruitful for the organization (Edmans 2012). Organizational commitment The employees should be able to know the goals of the organization and should be able to understand the expected results to achieve the goal (Hlsheger et al. 2013). The employees will then remain committed to the organization. Perceived organizational support (POS) Every employee needs a special attention from the employer. Once the employees will feel that the organization is taking care of them, their attitude towards the job and the workplace will change (Braun et al. 2013). Employee engagement Once the employees will be satisfied working with the organization, they will work enthusiastically for the organization, it will help in the enhancement of the employee engagement within the organization (Fortney et al. 2013). After gaining knowledge about the types of attitudes, the managers can help the organization to function competitively in the external market (Milln et al. 2013). The component will help them to understand the way the employees should be treated depending upon their stay in the organization. The types of attitudes will help the managers to understand the type that they want to see among the employees (Oliver 2014). Depending in the type of attitude, the practices will be introduced in the workplace so that the employees will be satisfied with the job (Imran et al. 2014). Limitations of job satisfaction Once the employees are satisfied in the job, they seldom tend to disturb the equilibrium factor that they have attained in the organization (Abbas et al. 2014). At times, the employees either do not want to change the job nor they want to take up any challenge in the organization. The problems of job satisfaction harm the employees as well as the organization (Card et al. 2012). At times, the employees are not ready to take up challenges in the organization. The managers in the organization will have a tough time innovating new business and spreading the business (Collie, Shapka and Perry 2012). If the employees do not have the interest in changing the job, their career will become stagnant. There are other limitations for job satisfaction as well. If any of the employees does not like the job and is working in the company because of lack of options then the factor of job satisfaction will not be applied in this case (Edmans 2012). However, it is up to choice of the employee to select the job. Many times, an individual joins a job just because he or she is not getting another job. If the environment of the workplace is good, chances are there that the employees will stay in the organization and work diligently (Hlsheger et al. 2013). However, negative chances are there as well. The employee may never develop the liking for the workplace and will even if the managers try hard, the employee will never be satisfied with the job. The employee will not be satisfied even if the person is provided with the good environment and good people to work with (Braun et al. 2013). On the other hand, motivation is one of the most important factors that drive the employees in performing well in the organization. It is important for the employees to know the two types of motivations because the managers have to decide which type of motivation will be helpful for the organization (Fortney et al. 2013). The two types of motivation available to the managers are: Extrinsic motivation The extrinsic motivation is in the form of financial motivation (Erez, Kleinbeck and Thierry 2012). The employees should be given the benefits and the bonus on regular basis. The employees should get the payment in time and leaves should be given to the employees properly. If any of the employees is doing any extra work that is beneficial for the organization then the employee should be given the rewards either in the form of money or in any other form of rewards (Kanfer, Beier and Ackerman 2013). In this way, it will keep up the motivation of the workers and eventually help the organization to grow. Intrinsic motivation The direct boss of the employees or the leader of a team can provide intrinsic motivation (Barrick, Mount and Li 2013). Intrinsic motivation does not involve money but the reward is given in the form of recognition. If any of the employees is performing well in the organization, the employer should recognize the work (Tannenbaum 2013). The employees should be roped in for the decision-making process in the organization. The recognition and the roles will help them in building the intrinsic motivation (Pinder 2014). Hence, the employees will work harder for the organization. The manager needs to know the form of motivations to decide the time when the motivations will be applied on the employees (Reeve 2014). It might happen that not all the employees could be influenced by one type of motivation (Haslam et al. 2014). Hence, the manager should be able to understand the employees and then decide the type of motivation that will help the employees to work harder for the organization. Motivational theory The experts help the managers in an organization to understand the types of motivation that is required by the employees introduces the motivational theories. The Hawthorne effect is one such theory that helps in the development of the individual and in turn helps in increasing the productivity of the organization (Pinder 2014). Henry A. Landsberger is the first person who understood that the workers in an organization work in a better manner when they know that they are being observed by a senior authority (Reeve 2014). The efficiency level enhances when they know that they will be rewarded for the work. The Hawthorne effect got its name when some of the social experiments that was done in the Western Electrics Factory at Hawthorne located in Chicago during the 1920s-1930s. The experiment was done to see the effect of physical conditions on the productivity of the employees. To carry out the experiment, the managers enhanced a number of psychical conditions like making the workplace bright, changing in the working hours, giving breaks in between works and enhanced the plan of the leaves. The result was more motivated employees as they felt that the organization is taking care of them and their well-being in the organization. The researcher conclude that the employees will become more motivated at work once they will see that they are been looked after rather than actual enhancement of their health individually (Haslam et al. 2014). The managers should make use of the Hawthorne effect in the organization for better productivity. The managers should not keep a constant check on the work of the employees because that might make the employees uneasy (Ford 2014). The productivity may decrease as they will be in constant fear that they are being watched. However, periodic follow up to the employees and their performance will help the employees to keep a check on their work process (Kanfer, Chen and Pritchard 2012). Getting an idea about the problems faced by the employees in the organization and taking measures to solve those problems will enhance the interest of the employees towards their work (Schunk and Zimmerman 2012). Limitations of motivation There are certain limitations when the managers will have to apply the motivations on the employees. As far as the intrinsic motivation is concerned, it will take a long time for the managers to implement them for the employees (Kanfer, Chen and Pritchard 2012). If any of the organization is looking for a fast change or want to implement a new idea in the organization, then the intrinsic motivation will not help the organization (Schunk and Zimmerman 2012). The employees will take time to understand that they are being treated well in the organization and then they will be motivated and work accordingly (Erez, Kleinbeck and Thierry 2012). As far as the extrinsic motivation is concerned, it is mainly in the monetary rewards. There is chance that then employees will mainly assume the rewards as their goal and will work accordingly (Kanfer, Beier and Ackerman 2013). There is a chance that once the rewards will be stopped that employees will also stop working (Barrick, Mount and Li 2013). The employees will not work for the organization but they will work just because the organization is paying the employees for the work (Tannenbaum 2013). This kind of motivation might be short-lived and might not help the organization for a long-term support. Conclusion After evaluating the importance of attitude in job satisfaction, it can be concluded that the job satisfaction mainly depends on the managers of an organization so that the employees are satisfied to work in the organization. It can also be concluded that the employees need to motivated so that they work happily in the organization. However, it is up to the managers to decide the type of motivation that should be provided to the employees. However, the job satisfaction and the motivations have their own limitations. On the one hand, the job satisfaction at times make the employees lethargic as they are not ready to go way from the job that they are enjoying. Lethargy at work affects the organization as well as the person who has the satisfaction in the job. On the other hand, the extrinsic motivation at times, takes the attentions of the employee away from the job as they concentrate only on the rewards. The intrinsic motivation takes time to get implemented in the organization. Thus , the managers of the organization need to implement the actions in the organization carefully so that the organization would not have to suffer any loss. The employees should also be made to understand that they should not take any situation as granted and work ardently for the enhancement of the organization. References Abbas, M., Raja, U., Darr, W. and Bouckenooghe, D., 2014. Combined effects of perceived politics and psychological capital on job satisfaction, turnover intentions, and performance.Journal of Management,40(7), pp.1813-1830. Barrick, M.R., Mount, M.K. and Li, N., 2013. The theory of purposeful work behavior: The role of personality, higher-order goals, and job characteristics.Academy of Management Review,38(1), pp.132-153. Braun, S., Peus, C., Weisweiler, S. and Frey, D., 2013. Transformational leadership, job satisfaction, and team performance: A multilevel mediation model of trust.The Leadership Quarterly,24(1), pp.270-283. Card, D., Mas, A., Moretti, E. and Saez, E., 2012. Inequality at work: The effect of peer salaries on job satisfaction.The American Economic Review,102(6), pp.2981-3003. Collie, R.J., Shapka, J.D. and Perry, N.E., 2012. School climate and socialemotional learning: Predicting teacher stress, job satisfaction, and teaching efficacy.Journal of Educational Psychology,104(4), p.1189. Edmans, A., 2012. The link between job satisfaction and firm value, with implications for corporate social responsibility.The Academy of Management Perspectives,26(4), pp.1-19. Erez, M., Kleinbeck, U. and Thierry, H. eds., 2012.Work motivation in the context of a globalizing economy. Psychology Press. Ford, J.K., 2014.Improving training effectiveness in work organizations. Psychology Press. Fortney, L., Luchterhand, C., Zakletskaia, L., Zgierska, A. and Rakel, D., 2013. Abbreviated mindfulness intervention for job satisfaction, quality of life, and compassion in primary care clinicians: a pilot study.The Annals of Family Medicine,11(5), pp.412-420. Haslam, S.A., van Knippenberg, D., Platow, M.J. and Ellemers, N. eds., 2014.Social identity at work: Developing theory for organizational practice. Psychology Press. Hlsheger, U.R., Alberts, H.J., Feinholdt, A. and Lang, J.W., 2013. Benefits of mindfulness at work: the role of mindfulness in emotion regulation, emotional exhaustion, and job satisfaction.Journal of Applied Psychology,98(2), p.310. Imran, H., Arif, I., Cheema, S. and Azeem, M., 2014. Relationship between job satisfaction, job performance, attitude towards work, and organizational commitment.Entrepreneurship and innovation management journal,2(2), pp.135-144. Kanfer, R., Beier, M.E. and Ackerman, P.L., 2013. Goals and motivation related to work in later adulthood: An organizing framework.European Journal of Work and Organizational Psychology,22(3), pp.253-264. Kanfer, R., Chen, G. and Pritchard, R.D. eds., 2012.Work motivation: Past, present and future. Routledge. Milln, J.M., Hessels, J., Thurik, R. and Aguado, R., 2013. Determinants of job satisfaction: a European comparison of self-employed and paid employees.Small business economics,40(3), pp.651-670. Oliver, R.L., 2014.Satisfaction: A behavioral perspective on the consumer. Routledge. Pinder, C.C., 2014.Work motivation in organizational behavior. Psychology Press. Reeve, J., 2014.Understanding motivation and emotion. John Wiley Sons. Schunk, D.H. and Zimmerman, B.J. eds., 2012.Motivation and self-regulated learning: Theory, research, and applications. Routledge. Tannenbaum, A., 2013.Social psychology of the work organization. Routledge.

Teaching Business Graduates in Brazil

Around fourteen years ago, after spending 10 years in Brazil, I came back to Panama with my wife to settle down, start a family and build a career. A few months later I was feeling I wasn’t quite happy with what Panama had to offer compared to living in Brazil, but I wasn’t satisfied with living in Brazil either.Advertising We will write a custom essay sample on Teaching Business Graduates in Brazil specifically for you for only $16.05 $11/page Learn More I remember taking a walk with my father when I realized he should have gone through the same dilemma. As many other Panamanians, my father studied in a foreign country. He and my mother went to Madrid and lived there for 8 years. Two of my sisters and myself were born there while he was studying architecture. In 1976 we came back from Spain to live in Panama and he has been here ever since. So I told my father that I could not continue to stay in Panama because of its chaotic nature and wa s longing for the wonderful relationships I had enjoyed during my stay in Brazil. I made up my mind to go back to Brazil few days later after coming to the realization that there is no perfect country in the entire world. My next trip to Brazil would be more purposeful because I was determined to make a difference in the lives of those around me. I needed to do something instead of waiting for something to be done.  It might seem like a herculean task, but I’ll be satisfied if I could only change people around me. I’m sure you are already doing this too. Actually, I think you have been doing this before I took that walk with my father. You did it with your kids and I’m sure you feel satisfied about it. Now, your task there is done and you have much more to do here in Latin America. Teaching is about sharing knowledge. A good teacher also lets her students find their own answers. This approach gives the students a sense of responsibility. Cooperative learning h elps in motivating students and gives relevance to instructions. The students can work individually or in groups towards realizing the objective of the course. By letting students find their own answers, the teacher sparks some intrinsic motivation in the students that makes them to be more creative and competent. The self- esteem of students is developed through inclusive learning and at the same time enhances team work.   Since graduate students are being prepared to go to the field, teamwork and creativity are essential skills needed and cooperative learning promotes that.  Yes, a lot can be done for Brazilian graduate students and that is a good reason to consider teaching there.Advertising Looking for essay on education? Let's see if we can help you! Get your first paper with 15% OFF Learn More Brazil is a great place to live, to teach, and learn. Mostly to learn, it is such a rich and diverse culture. You can have anything between raw indigenous Amazonian vil lages in the North to a European colonial town in Porto Alegre, South of Brazil. There have been more than 10 years since I left Brazil. By that time, Brazil had already dealt with the inflation frenzy, their market was starting to open, and there was an optimistic feeling in the air. Brazilian people have grown one of the most powerful emerging countries in the world and are now part of the group that is shifting the world economies. If I needed to choose between helping Brazil business graduates how to take advantage of this position, or helping Panamanian graduates to help Panama reach a better position, I would prefer the later. There is a lot more that can be accomplished here or in another not so developed Latin American country. This essay on Teaching Business Graduates in Brazil was written and submitted by user Marisol U. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

What Do You Need to Know About Writing a Graduate Essay?

What Do You Need to Know About Writing a Graduate Essay?If you want to know what an effective grad essay is and how to write one for the college admissions committee, you should look no further than graduate essays. You see, this is the only form of writing that is reviewed by the admissions committee. Yes, even your major is taken into consideration. So if you are worried about the subject or topic you will be covering in your major, you should find a good set of grad essay samples to show you what you should be writing.The most important thing to remember when writing a grad essay is to make it conversational. Remember that you want to convey to the admissions committee the whole story about you and why you are a good candidate for this particular program. What you need to do is just keep it simple.It is good to try to have a balance in the overall impression you are creating with the essay topic, but don't worry too much about this. When writing about a favorite teacher, don't for get to take a moment to mention what the professor did for your work.To be honest, the admissions committee may not appreciate this but it would help them decide if you should be a part of their program. Remember, you need to be an asset to them in this regard.While writing your essay, try to be as creative as possible. That doesn't mean you can put it in a single sentence, but give the admissions committee something to get excited about. Be sure to do this with all of your essays.Also, as you continue in school, you will realize that there are lots of opportunities available. So don't forget to keep an eye out for any that are pertinent to your particular needs and preferences.Grad essay samples is a great way to learn more about writing these types of essays. You should use this as your main resource to learn more about the subject.

How to make the first date unforgettable

How to make the first date unforgettable 7 Awesome Indoor First Date Ideas If you have met someone truly special, you will probably want to impress him or her with something, whether it is your personality and charm, or a cool date. Many people think that a dinner is the very best option you eat, you talk, you wear nice clothes. However, there is something unbearably boring and predictable about it. Why not do something original instead? Here are a couple of more imaginative ideas for a first date that you might want to try. A fitness class or a yoga session can offer a great opportunity to showcase your body. And, of course, stare at your partners. Remember to pick something that both of you would feel comfortable doing. Your date becoming self-conscious for not being able to keep up is definitely not the result you want. Most importantly, have fun! On a related note, a dance class would also allow you to touch each other for a completely innocent reason. Paying a visit to a psychic may show that you are thinking about future. This is a great option for people with a sense of humor and adventure. Just do not try this if your date is a staunch rationalist. Volunteer together! This might seem like more of an established relationship thing to do, but try to think about it from a different perspective. This will allow you to learn more about you dates character and ideas about life. Everyone wants a kind and compassionate person in his or her life, and doing something for those in need will help you find out whether you have already found one. Dare them to play video games with you. Personally, I am very competitive, so playing computer games with my partner is always a lot of fun. We play, laugh, throw pillows at each other, and generally have great time together. So, grab a console and enjoy a match or two. If you win, you can also get to know whether you date is a sore loser! Visit a used bookstore. Or go to your local BarnesNoble. It does not really matter. If both of you appreciate good literature, going between the isle, reminiscing about your favorites, giving each other recommendation, laughing about some terrible reads, you have had, is an incredible bonding experience. Go shopping for gifts.Christmas season is soon, and now it is the best time to buy presents. Going shopping will give you a chance to learn about each others families and friends and the way you feel about them. You can also ask for gift ideas and recommendations, so if your date is successful, you will know what to buy as a Christmas present!Hopefully, these ideas will help you organize a great first date that will impress your chosen one and set you on the course to true love. Just remember, that if you want your relationship to succeed, all the consecutive dates are just as important as the first rendezvous!