Essay on Light and Dark in The Scarlet Letter :: Scarlet Letter essays

Light, Dark, and The Scarlet Letter Nathaniel Hawthorne's bold novel, The Scarlet Letter, effectively employs three major symbols: light, dark, and the scarlet letter. The novel relies heavily on light and dark symbolism to represent the eternal struggle of good versus evil. One example of the effective use of light and dark symbolism occurs when Hester and her daughter are walking in the forest, Pearl exclaims: Mother, the sunshine does not love you. It runs away and hides itself, because it is afraid of something on your bosom. Now see! There it is, playing, a good way off. Stand you here, and let me run and catch it. I am but a child. It will not flee from me, for I wear no- thing on my bosom yet (192) Hester tries to stretch her hand into the circle of light, but the sunshine vanishes (192). She then suggests that they go into the forest and rest (193). This short scene actually represents Hester's daily struggle in life. The light represents what Hester wants to be, which is pure. The movement of the light represents Hester's constant denial of acceptance. Hester's lack of surprise and quick suggestion to go into the forest, where it is dark, shows that she never expected to be admitted and is resigned to her station in life. Another way light and darkness is used in symbolism is by the way Hester and Dimmesdale's plan to escape is doomed. Hester and Dimmesdale meet in the shadows of the forest with a gloomy sky and a threatening storm overhead when they discuss their plans for the future (200). The gloomy weather and shadows exemplify the fact that they can't get away from the repressive force of their sins. It is later proven when Dimmesdale dies on the scaffold inste ad of leaving with Hester and going to England (269). A final example occurs by the way Hester and Dimmesdale can not acknowledge their love in front of others. When they meet in the woods, they feel that, "No golden light had ever been so precious as the gloom of this dark forest (206). This emotion foretells that they will never last together openly because their sin has separated them too much from normal life. The scarlet letter also takes many different forms in the novel. The first and clearest form that the letter A takes is "Adulteress.

Sentence Completion Tests

SENTENCE COMPLETION TEST: INTRODUCTION: Herman Von Ebbinghaus is generally credited with developing the first sentence completion test in 1897 . Sentence completion tests are a class of semi-structured projective techniques. A sentence completion test form may be relatively short, such as those used to assess responses to advertisements, or much longer, such as those used to assess personality. A long sentence completion test is the Forer Sentence Completion Test, which has 100 stems. The responses are believed to provide indications of attitudes, beliefs, motivations, or other mental states.There is debate over whether or not sentence completion tests elicit responses from conscious thought rather than unconscious states. This debate would affect whether sentence completion tests can be strictly categorized as projective tests. In recent decades, sentence completion tests have increased in usage, in part because they are easy to develop and easy to administer. Another reason for the increased usage of sentence completion tests are because they uncover conflicted attitudes.The uses of sentence completion tests include personality analysis, clinical applications, attitude assessment, achievement motivation, and measurement of other constructs. They are used in several disciplines, including psychology, management, education, and marketing. Sentence completion measures have also been incorporated into non-projective applications, such as intelligence tests, language comprehension, and language and cognitive development tests DESCRIPTION OF THE TEST: Sacks sentence completion test is a semi structured test consisting of 60 incomplete phrases/sentences, ex. my mother’ or when I see the boss coming, I ‘ The test typically provide respondents with beginnings of sentences, referred to as â€Å"stems,† and respondents then complete the sentences in ways that are meaningful to them. As a semi -structured test , it is expected to provide valuable info rmation about subject’s interpersonal relations with others as well as attitude towards self and others. ADMINISTRATION AND INSTRUCTIONS : The subject was invited into a room free of noise and disturbance and was made to sit comfortably.The test instructions and purpose of the test were explained and all her anxieties and questions regarding test were clarifies before administering the test. The instructions for the test have been printed on the answer sheet which was provided to the subject. The instructions include: â€Å"You will find below a number of incomplete sentences. Write quickly in the blank space the first idea that comes to your mind to complete each statement. Answer rapidly†. SCORING: The questions in the questionnaire are divided into four areas such as family areas, sex area, interpersonal relationships and self concept.Each main area is again further sub divided , basing on the attitude towards certain people like attitude towards father, mother, fam ily etc. and fears etc. The different questions in the questionnaire have been related to one of the main areas. Each questions was then analyzed qualitatively and a positive or negative attitude was recorded and interpreted. INTERPRETATION: 1)Attitude towards family: The person’s profile indicates that she has relatively positive and good attitude towards her mother whereas relatively negative attitude towards her father.She wants her father to be a little more caring and responsible. Her attitude towards the family is also positive. 2)attitude towards sex: The person has a positive attitude towards women in general and towards heterosexual relationships. 3) Interpersonal relationships: She has a slightly negative attitude towards superiors at work place and school. She knows her responsibilities and has a caring attitude towards the people at work. The person has good interpersonal relationships with colleagues or friends at work or school. The person was also found to have many fears. She has a fear of driving, spirits, and heights.At times she is even compelled to do against her wishes because of the fear associated. 4)self concept: The person is also guilty of some mistakes in the past for which she feels responsible . She has a positive attitude and belief towards her abilities. She has a good positive attitude and hope for the future. She wants to prove herself in future. OVERALL THE PRESON HAS A POSITIVE ATTITUDE TOWARD FAMILY EXCEPT TOWARDS HER FATHER AND HAS A POSTIVE ATTITUDE TOWARDS LIFE AND SELF AND HER FUTURE FAMILY COUSELING IN THE SPECIFIC AREA MAY HELP HER TO PERFORM BETTER IN HER FUTURE.

Database Design P1, M1 & D1 Essay

Database is a place to store lots of data, imagine it as a giant virtual filling cabinet that can be organized in many ways. There’s software called (DBMS) which stands for database management system which allows the user to manage data in database such as; create, delete or update. Entities Entities are objects with significant mass and purpose, in database entities are tables. Every table contains many fields/attributes. The user must create a table before inputting any data. When creating a table you need to define a few things, data type, fields name & a description. Fields Name This is a column heading, this will display the title for the column etc first name, last name, address. Data Type This is the content of the data & the data type decides what content can be inputted & the file size. Description This is used to explain the content & shows a list of ‘limitations’ the user can change to get a more accurate reading etc. input mask. Attributes A characteristic, for example; a field has many attributes such as data like numbers or letters. Attributes can be used as a synonym for a â€Å"field†. In DOS systems, each files has an attribute, each file has many properties that shows if the file is â€Å"read only†, visible or encrypted. Queries A query is use for searching some specific record. It allow user to set conditions and then search the record which match the conditions. User also is able to make the search mix up with other table and sort the order of the result. Reports A Report is a summary of record. Everything you plain to print should put inside. Its purpose is for user to view information quickly and easily so display the result simply and efficiently is the main point. Forms Form is used for collect and edits information and transfers them to table. It is similar to application forms that allow user to fill in or delete their data easily and it also able to let user design own user interface. User can insert as much control as they like to build the user interface beautifully. Relationships Relationship types Database relationships are very similar in that they’re associations between tables. There are three types of relationships: One-to-one: both tables of the relationship have one field that matches up, for example; a married couple that both have a child that has no relation to the other partner. This rarely ever happens in a business organization One-to-many: one-to-many is where one table has none/one or many relations with the other table’s fields but the other table has only none/one field. For example, you have only one mother, but your mother may have several children. Many-to-many: Both tables have one/many relations to each other’s fields. Usually in this instance there are usually 3 tables. Benefits The benefits of having databases online are that it’s easier & quicker to do. The amount of paper saved & room is very beneficial. Its quicker & easier for the user to find important data in the database. The user can make forms to find & read information easier. The user can set rules to make the data input more accurate & legit. You can save the information on multiple storage units (hard drives) So if the information has been tampered with, there’s always a spare copy somewhere safe. Task 2 Primary key The primary key of a relational table uniquely identifies each attribute in the table. Primary keys could be a unique attribute such as â€Å"social security number† for a person or student etc. Primary keys may consist of a single attribute or multiple attributes in combination. Primary keys connect tables together in relationships Referential integrity There is a feature with databases called relational database management systems (RDBMS’s) that prevents users or applications from entering inconsistent data. Most RDBMS’s have referential integrity rules that you can apply when you create a relationship between two entities. For example, suppose Table B has a foreign key that points to a field in Table A. Referential integrity would prevent you from adding a record to Table B that cannot be linked to Table A. In addition, if I deleted a attribute in table A, if it is linked to table B, the data that is connecting both attributes will be deleted. This is called cascading delete. Finally, the referential integrity rules could specify that whenever you modify the value of a linked field in Table A, all records in Table B that are linked to it will also be modified accordingly. This is called cascading update. D1: Analyse Potential Errors in the Design & Construction of a Database and explain how these can be avoided There are many common errors that could occur while using database, it’s important to understand how these common error happen & what causes them. Deletion of records & fields Deleting important records & fields happen quite commonly, it’s caused by the user or by accident. If this does happen its always safe to know there is a copy of the data saved somewhere else in case this happens. It’s good to have a refresh back up time for 1 hour so every hour, the data renews itself. Human error leads to corruption or loss of fields so to ensure this doesn’t happen it would be best to set administrative rights to the right users so only the right people can edit or delete fields, if the wrong people try to use the database, an error or password will be shown. Making more than 1 copy of the data is wise just in case something happens to the first copy. Incorrect data types To decrease the chances of getting incorrect data types in database, its best to put input masks on the fields. This stops incorrect data being imputed on data forms like sign-up sheets. It’s also wise to have multiple choice questions & drop down menus; this makes it more accurate to get correct data. Using drop down menus makes it easier & quicker for the user to get a positive & effective data results. By using the drop down menus & multiple choice questions, it ensures correct spelling & grammar of important information. Validation To ensure the data is imputed clean & correct you need to use validation rules. This is done by setting rules in the design view where the user can set what data can be imputed & what is invalid. An effective tool is the â€Å"limit checker† where the user can set a limit to the amount of characters that can be imputed into the database. Range checks are effective to ensure etc. birthdays, it sets the month from 1-12 & has a set range to when the  person was born etc. 1950-2014 (we are currently on 2014 so I don’t need to extend the range). Grammar checks are there to make sure the data isn’t misspelt, it also makes personal information & letters easier to produce. There’s a rule that can be set up on database that checks the inputted data for any incorrect information, if it finds something wrong, an error message will pop up & notify the user. Null Values Null values is similar to validation in where the user needs to input data & there are a set of rules to ensure the user inputs the correct/legitimate data however null values are shown when no data has been inputted into a specific textbox. An error message will pop up if no data is put into a specific field, this rule is usually put on by the user as when starting database, you get a lot of blank fields. This rule is useful for fields that need data in them such as â€Å"personal details†, â€Å"bank details† etc. If the user doesn’t type in anything into the textbox & clicks â€Å"accept† or â€Å"enter† an error message will pop up notifying the user about the null values. The boxes with errors are marked differently to the textboxes without errors, this is to clearly identify where the error is & makes its easier & quicker for the user to resolve.

My Leadership Style Essay

Abstract Leadership is defined as a social influence process in which an individual seeks the participation of subordinates in an effort to research organizational goals. (Kinicki-Kreitner (p.346). My personal leadership style is based on the situational theory of leadership. Based on the type of situation my ability to adapt my leadership style is what makes me an effective manager. My Leadership Style Leadership is defined as a social influence process in which an individual seeks the participation of subordinates in an effort to research organizational goals. (Kinicki-Kreitner p.346) Being a leader in today environment is even challenging than ever. This is due to the pressure for increased transparency due to corporate greed, government pressure and individual corruption. There are great leaders throughout our history such as Martin Luther King, George Washington, and Jack Welsh. However, great leaders don’t have to be good. Barbara Kellerman notes that â€Å"leaders are like the rest of us are: trustworthy and deceitful, cowardly and brave, greedy and generous†. (Kinicki-Kreitner p.346) Hitler, Mussolini, and Stalin are examples of great leaders that use their influence for their own personal gain. Kinicki-Kreitner states that â€Å"to assume that all leaders are good is to be willfully blind (p.346). There are many different leadership styles and different leadership theories that individuals and corporations use. My personal leadership style is based on the Situational Theory. It is also transactional and adaptive compassionate and open. The situational theory of leadership is based on the effectiveness of a particular style of leader behavior depends on the situation. As the situation changes, so does the leadership style of the leader. As a retail manger managing 103 employees, my leadership styles changes on a daily basis. Things are always changing in this fast pace environment. Rules,  regulations, personal challenges, customer issues, are some of the many challenges that my managers and I face on a daily basis. I relate very well to Fiedlers’ situational model of leadership. His model is based on two factors. The first factor is that the degree which the situation gives the leaders control and influence is the likelihood the leader can successfully accomplish the job (Kinicki-Kreitner p.352). The second factor is based on how the leader is motivated. Is he or she motivated for accomplishment of the task or for close and personal relations? (Kinicki-Kreitner p.352) Based on these assumptions, my leadership style is based on build relationships. I value building relationships with people. I believe that building structured relationships with my employees will give them confidence in me and my ability to lead them. Making hard decisions such as hours reduction was easier to communicate to my employees because of the relationship that I built with them. They were able to understand and accept that this was necessary for the greater good of keeping the store open and profitable. This leads me to believe that I have a high amount of situational control within my environment. Situational control refers to the â€Å"amount of control and influence a leader has in his or her environment† (Kinicki-Kreitner p.352) There are three dimensions of situational control. They are Leader member relations, task structure and position power. I relate to all three dimensions with leader-member relations being the highest. Due to the relationships that I have built within my organization, I have the support, loyalty and trust of my assistant managers and my hourly employees. Leaders in today’s economic and political conditions must me servants and not dictators. Robert Greenleafs servant-leadership approach emphasizes â€Å"increased service to others† through a holistic approach.(Spears p.1) Larry Spears in â€Å"Practicing Servant-Leadership† states that the â€Å"great leader is first experienced as a servant to others work, promoting a sense of community, and a the sharing of power in decision making† (p.1) Being a servant-leader is a approach that I use within my organization. By holding daily huddles and having my employees state their opinion on any issues allows them to feel involved in the daily operation of running the store. Having an open heart is also an important aspect to my leadership ability. Ronald Heifetz and Marty Linsky in â€Å"Leading with an Open Heart†, states that  if we â€Å"lose our capacity for innocence, curiosity, and compassion. Our innocence turns to cynicism, our curiosity turns into arrogance and our compassion turns into callousness†. (p.2) Being a leader in my organization is very challenging. However, the situation theory allows me to adapt to each and every challenging situation on a daily basis. Managing with an open heart and being a servant leader will allow me to take on any challenges without becoming a dictator or being resentful in the decisions that I make. The ultimate key to my leadership style is building relationships. Building structured relationships allows loyalty, respect and confidence that I get from my employees knowing that I will lead them in any situation. References Kinicki, A., & Kreitner, R. (2009). Organizational Key concepts, Skills, & Best Practices. (4th ed.). Ashford University Heifetz, R. & Linsky, M (2002) Leading with an Open Heart. In the Leader to Leader Journal Retrieved February 10, 2010 from http://www.leadertoleader.org/knowledgecenter/journal.aspx?ArticleID=127 Spears, L. (2004 Practicing Servant-Leadership. In the Leader to Leader Journal Retrieved February 10, 2010 from http://www.leadertoleader.org/knowledgecenter/journal.aspx?ArticleID=51.

Diversity in The Workplace Essay

Diversity has several definitions. According to Schmidle (2010), workplace diversity is a people issue, focusing on the differences and similarities that people bring to an organization. It is usually defined broadly to include dimensions beyond those specified legally in equal opportunity and affirmative action non-discrimination statues. Diversity is often interpreted to include dimensions which influence the identities and perspective that people bring, such as profession, education, parental status and geographic location. If you think of diversity and all of the categories it can be a bit overwhelming. Schmidle did leave out several categories that include age, gender, income level, social status, political views, religion, and marital status. The word â€Å"diversity† has a kind of conflict ring to it but it doesn’t necessarily mean it is a bad thing. Diversity can in fact be a good thing. Schmidle later goes on to discuss some of this positive outcomes of diversity including one of the most important aspects of diversity which is learning new things from others. If we are around the same people everyday that are the exact same and do things the exact same it is hard for people to think outside the box. This paper will discuss positive and negative aspects of diversity focusing on age. It will also discuss other forms of diversity as well. When discussing age diversity it is important to discuss the different categories. Individuals over 60 are considered to be the Traditionalist generation. Individuals in their mid-40’s to 60’s are baby boomers. Those in their late 20’s to early 40’s are in the Generation X category and the most recent generation is Generation Y who are early 20’s or younger (Bell, Narz, 2007). Each one of these groups has been described as having certain characteristics. Traditionalists are defined as having a more traditional  working environment. They typically work 9:00 A.M. to 5:00 but are said to work late and weekends during busy periods if necessary. Traditionalist are also said to be hard working, loyal employees who respect authority. It is typical for wives of this category to have been home with the children while the male is or was at work bringing in the sole income. Traditionalists are retiring from the work force at a steady rate but still remain influential in today’s working environment (Bell, Narz 2007). Baby Boomers are the children of Traditionalists and also thought to have a strong work ethic. A difference between Boomers and Traditionalists is that they are dual-career couples with the women working as well as the men. Boomers are said to question authority and have also been labeled the â€Å"me generation† (Bell, Narz 2007). Generation Xers are the children of Baby Boomers. They have grown up watching their parents working to try and have it all and have been affected by their parents working hard and late hours. They are more family and parent oriented, optimistic and confident. They are said to not have a very strong loyalty to their employer and tend to work for someone that best fits their needs (Bell, Narz 2007). Generation Y are the children of Generation X and are also called the millennials, the internet generation, and also the Echo Boomers. This is due to their computer knowledge and also due to them being one of the largest generations since the Baby Boomers. At a young age they were introduced to different lifestyles and cultures in school. Being that they were exposed so young they tend to have more accustomed to different races, sexual orientation, and ethnic groups. Generation Ys like to be challenged and want flexibility and telecommuting options. They are also family oriented and want to work part time or time off when having children (Bell, Narz 2007). After describing these different groups it is clear there is a difference in attitude, respect, loyalty, goals, and work ethic. Putting all of these individuals in a working environment together would seem like a very bad idea. Schaefer 2010 States: The popular press paints a picture of generational divide at work. Mature workers (Traditionalists and Baby Boomers) are portrayed as loyal and hardworking, but dinosaurs when it comes to innovation and technology. Younger employees (Generation Xers and Millennials) are viewed as innovative, but disrespectful, lazy, and egocentric. Taken at face value, these stereotypes can lead to conflict and turmoil in the workplace. Schafer later describes that this is not the case and actually have more similarities than differences. She also informs the reader that age diversity is a value to our organizations and will be a â€Å"an important component in the divers workforce of the future.† (Schaefer, 2010). What are some benefits and who does it affect? One benefit is respect. By respecting others differences productivity increases which can affect an employee and an organization economically, financially and competitiveness (Green, 2008). By being more productive the company makes more money, which makes it possible for them to be competitive. When a company makes more money it is easier for them to give raises and bonuses. Also when a company has diversity in the workplace it can reduce lawsuits and increase marketing opportunities, recruitment, creativity, and business image (Green, 2008). Diversity is not only positive. It can be if you have the right group of people working but for the most part managers will find obstacles and challenges. When I was managing I always said it only takes one individual to destroy a group’s character and flow. This type of person looks for problems and gets the rest of the group members worked up. Something simple like a gossiper can ruin a group’s charisma. If a group member is racist or not accepting of particular member’s religious views or sex it can also affect the rest of the group (Green, 2008). This can lead to the loss of personnel and effect work production which in turn affects the employees and organization economically, financially, and its competitiveness. Also if an individual is not socially accepting of others it affects the companies view to the customers and shareholders. The chain fast food restaurant Chik-Fil-A has recently announced it does not support same sex marriage. The public exploded with outrage and tens of thousands of people vowed to never eat  there again. If a business employs an individual who voices their discrimination, prejudice, or stereotyping of a particular group the same outcome could happen if left unchecked. I think for the most part we could all agree the older generation was not as accepting to different races, religion, and sexual preference as much as the younger generation is. This certainly does not mean a younger person would not be discriminatory or that all Traditional workers are discriminatory but it is something managers need to understand. Business will typically have a note on discrimination in their by laws or employee hand books that any form whether it be for age, sex, ethnicity, sexual preference will not be tolerated. Colleges employing individuals will have this as well. An example of this is the University of California’s system wide non-discrimination statement: â€Å"It is the policy of the University not to engage in discrimination against or harassment of any person employed or seeking employment with the University of California on the basis of race, color, national origin, religion, sex, gender identity, pregnancy, physical or mental disability, medical condition (cancer-related or genetic Characteristics), ancestry, marital status, age, sexual orientation citizenship, or status as a covered veteran. This policy applies to all employment practices, including recruitment, selection, promotion, transfer, merit increase, salary, training, and development, demotion, and separation. † (University of California, 2011). Having non-discrimination statements like this allows employees, the public, shareholders, and other colleges or competition see discrimination of any kind will not be tolerated at the school. This can help the business have a positive image to all who read it. It is fairly uncommon to find a current business without some form of discrimination statement. The one from the University of California above is very descriptive and most that I have found do not go into this much detail. The University of California also has their Principles of Community: â€Å"We recognize, value, and affirm that social diversity contributes richness to the University community and enhances the quality of campus life for  individuals and groups. We take pride in our various achievements and we celebrate our differences.† (University of California, 2011). These types of guiding principles allows the community and any other readers know the University welcomes differences in individuals. If someone was having any reservations about attending this University or working for them this further assures the individual the University would welcome them no matter how different they are. Age diversity can also affect the way a person is treated. If you think about front-line management, mid-management, senior management you typically vision an older individual at the senior management level, a slightly younger individual at the mid-management level, and again a slightly younger individual at the front-line management level. Does age have to do with getting promoted? If I simply get older will I be promoted? Apparently it does not but it does have a huge impact on getting dismissed. If an employee is more than twenty percent younger than their superior they are more likely to be let go. If the employee is less than twenty percent younger than their superior they are less likely to be let go (Giuliano, Leonard, Leving, 2006). This study shows a superior is much more likely to dismiss someone who is considerable younger than them compared to if the employee is rather close in age. The workforce demographics are also shifting. It has been reported workers in the age group of 55-64 there will be 36.5 percent more compared to 2006. That is a drastic increase. What about those ages 65-74 and employees 75 and up? There is projected an 80 percent increase in both. This means people are working longer and past the retirement age (Schaefers, 2010). This also lets us know age diversity with the Generation X needs to be paid attention to by employers. Many feel we have a solid understanding of this group already while others feel we have been focusing on the Traditional workers more. Whatever the case it is pretty clear employers will need to be prepared to provide for this generation and others who follow. How do we do that? We need to understand how each generation feels and act. Mature workers value loyalty from and to the company. They often few their younger co-workers as not having enough company allegiance. Generation Xers are considered to be loyal to a team, boss, or project but  not necessarily a company. Baby Boomers and Traditional workers may view this as disrespectful and it could cause conflict (Schaefers, 2010). We need to understand the core values of generations. Many values are shared between generations. The Traditionalists raised the baby Boomers. The Baby Boomers raised the Generation X and the Generation X raised the Generation Y. It is easy to understand some of the traits of the older generations have been passed down especially family. It did take some negative steps at times. The traditionalist taught their children to work hard and be loyal. This had a kind of family second effect and the Generation X was affected by this. They are very family oriented and family always comes first. So an employer would need to know that if they plan on keeping Generation X employees around they need to allow them to have flexible schedules and they need to be able to take time off for family(Schaefers, 2010). We need to expand our communication approaches as well with the other groups coming up. The millennial generation is extremely technology oriented and it is very important in their lives. This generation does most of their business through electronics and technology as well as their personal life (Schaefers, 2010). One of the major characteristic an employer should have and should instill on all employees is to show respect to one another. A younger employee does not want to get disrespected for a possible new and out of the box idea just as an older employee doesn’t want to disrespected for doing something the same way for so long. We have all heard treat others like you would like to be treated and it holds a lot of weight when trying to get different generations to work in a cohesive and productive manner (Schaefers, 2010). Productivity is another topic employer and employees are concerned with. Some feel the older workers do not work as hard or are productive as younger employees. Some decide this is true whether or not it is and respond to it. Making comments or speaking to other employees and management about the lack of work is one form. The truth is studies have shown this is not necessarily true in all cases. A three year study was conducted with a hardware chain. One store was staffed with only employees over the age of fifty, while the other five stores were staffed with younger employees. The over fifty store was considerably more productive in major business aspects than two of the other five stores and was close to the other three in sales generated against labor costs (Robbins, Judge, 2011). This is an impressive study that can refute arguments that the older individuals are not worth employing. Employers carry mixed feelings about older worker. Some feel they are more loyal, have more experience, better judgment, and stronger work ethic. Others feel they lack in flexibility and are not accustomed to today’s technology. When these employers are looking for new hires it is common for the older applicants to be looked over and if they are hired they are usually the first to go when it comes to layoffs (Robbins, Judge, 2011). The opportunity to quit is also a concern for employers. Given that an older applicant has fewer employment opportunities it is thought some employers hire these individuals based on the idea that they will not leave once hired. The younger applicant is thought to have greater opportunity and a more willingness to change jobs or jump ship if the job is not what they expected. They younger generations are also thought to expect the employer and business to take care of there needs better than the older generations (Robbins, Judge, 2011). Some companies realize the value in older employees and actually make attempts to attract them. Boarders and the Vanguard Group have realized the value and have offered benefits and options that lure them in. Flexible hours and part time work are a couple of the things the older workers are looking for. Since most have at least thought about retirement if not already been retired, these groups of workers enjoy spending time with family and doing the things they enjoy. Most states have agreed that a mandatory retirement is not necessary the pool of aged workers has increased dramatically. No longer is it required for individuals to retire at the age of 70. This has led a lot of workers to reinter or continue to be a part of the labor force. Some have lost loved ones and wish to socialize which they would not be able to do if they simply stayed home. The opportunity gives  them a reason to try and make new friends and also gives them a reason to stay busy. Others may have not prepared or had the opportunity to save up a proper retirement with today’s increasing prices and declining economy (Robbins, Judge, 2011). The employee’s job satisfaction needs to be considered when it comes to the diversity of age in a workplace. Employees over the age of 60 who are non professional’s satisfaction rate decreases during their middle ages and increases as they get older. Professional employees who were over the age of 60 however continually increased as they aged (Robbins, Judge, 2011). One of the ongoing concerns with diversity is if they want it. As discussed there are many advantages of having diversity in the workplace. If a company wants to grow it is important to allow new and different people to bring different things to the office table. This is so true that some literature can be found on how to increase workplace diversity. The most important decision for a company is to decide what kind of diversity they need. It may not be the best idea for a company whose main product is A company that sells women’s jewelry may n References Robbins, S.P., & Judge, T.A. (2011). Organizational Behavior(14 ed.). Upper Saddle River: Prentice Hall. Notter, Jamie (2009). Generational Diversity in The Workplace. Retrieved 30 August 2012 from Convergence Media: http://www.multiculturaladvantage.com/recruit/group/mature/Gen eral-Diversity-in-workplace.asp Schaefers, Kate (2010). Age Diversity in the Workplace. Retrieved 31 August 2012 from Careers Thought Leaders: http://www.careerthoughtleaders.com/blog/age-diversity-in-the- workplace/ Schmidle, Deborah and Woods, Susan (2010). Workplace Diversity. Retrieved 31 August 2012 from Catherwood Library: http://www.ilr.cornell.edu/library/research/subjectguides/work placediversity.html University of California (2011). Managing Diversity in the Workplace. Retrieved 27 August 2012 from University of California: http://ucsfhr.ucsf.edu/index.php/pubs/hrguidearticle/chapter- 12-managing-diversity-in-the-workplace/ Green, Kelli A. and Lopez, Mayra (2008). Diversity in the Workplace: Benefits, Challenges, and the Required Managerial Tools. Retrieved 31 August 2012 from University of Florida: http://www.edis.ifas.ufl.edu/hr022 Greenberg, Josh (2004). Diversity in the Workplace: Benefits, Challenges, and Solutions. Retrieved 31 August 2012 from AlphaMeasure,Inc.: http://multiculturaladvantage.com/recruit/†¦/Diversity-in-th- Workplace-Benefits-Challenges-Solutions.asp Bell, Nancy Sutton and Narz, Marvin (2007). Meeting the Challenges of Age Diversity in the Workplace. Retrieved 31 August 2012 from New York State Society of CPAs: http://www.nysscpa.org/cpajournal/2007/207/essentials/p56.htm United States Department of Labor (2010). Employee Tenure Summary. Retrieved 4 September 2012 from United States Department of Labor: http://www.bls.gov/news.release/tenure.nr0.htm Giuliano, Laura, Leonard, Jonathan and Levine, David I. (2006). Do Race, Age, and Gender Differences Affect Manager-Employee Relations? An analysis of Quits, Dismissals, and Promotions at a Large Retail Firm. Retrieved 4 September 2012 from http://moya.bus.miami.edu/~lgiuliano/Quits.pdf

Measurement and Scaling Concepts Essay Example | Topics and Well Written Essays - 1250 words

Measurement and Scaling Concepts - Essay Example To Joppe (2000), validity determines what is intended to measure or how truthful the research results are, while Wainer and Braun (1998) further describe validity in quantitative research as, the â€Å"construct validity†. This â€Å"construct† is considered as the initial concept, question, notion, or hypothesis which determines the kind of data that is to be gathered and the manner on how it is to be gathered. Researchers can normally determine validity through asking a series of questions, as well as what will often come across from the answers in the study of others (p. 1). Reliability on the other hand, is the measure whether the research is repeatable; it determines to which extent a measure is comparatively free of random error or is consistent to the specified scores assigned to objects or events (Dipboye, Smith, & Howell, 1994). Kirk and Miller (1986) identified that there are three types of reliability which relate to: (1) the extent to which a measurement, agreed repeatedly, remains the same (2) measurement’s stability over time; and also (3) the similarity of measurements in a given time period (pp. 41-42). Charles (1995) added that, reliability can also mean a high degree of stability, which can be verified through replication of outcomes. In the business sector, according to Miglautsch (2005), any conceptual definition is referred to as an thought or abstraction of techniques as well as practices which include the limitations related to the adoption or application of the definition. Possibly, no one definition will entirely describe the concept, as dissimilar definitions are used for diverse purposes. A "good" conceptual definition should be used in a clear, precise, and complete manner as much as possible. In addition, Operational definition provides the variable/s the meaning based on how study is utilized to a particular study. In view of the fact that the meaning of the study rests on the manner as to

The Differences between Markets and Central Planning Literature review

The Differences between Markets and Central Planning - Literature review Example The Coase theorem states that the problem of externalities will be resolved through bargain when there are no transaction costs and that property rights are well defined, the theorem states that firms in conflict will bargain and one firm may acquire the property right of the other firm however the assumption is that there are no transaction costs. This theory defines the existence of firms in the market economy in that despite the existence of externalities and conflict, firms in a market economy will, in the long run, will attain equilibrium through bargain and this will ensure proper allocation of resources and property rights The price elasticity of demand is a measure of the responsiveness of the quantity demanded as a result of change in the price of a good or service, high price elasticity of demand means that when price is increased by one unit then demand will decline by one or more units, there are those goods and services with inelastic, elastic and perfect elasticity of demand. Income elasticity is also a measure that aids in determining the responsiveness of demand to changes in the price of a product, it measures the change in demand of a product as a result of an increase or decrease in income. In the last 10 to 15 years most firms have experienced elastic price elasticity of demand, this has been attributed to the fact that there are many firms in the market and also existence of substitutes in the market, as a result of this an increase in the price of a good will lead to a decline in the demand for that good due to existing substitutes and alternative.