My Interview At Christian Brothers University - 1836 Words

My Interview The person I interviewed for this assignment was Professor Steve Rivera. He is a professor at Christian Brothers University (CBU). Mr. Rivera is the department chair for the adult program and the department chair in the psychology department for CBU. He has a bachelor’s degree, -EdD in Counseling Education Supervision, and is a Licensed School Counselor. The interview took place in Mr. Rivera’s office at Christian Brothers on June 17, 2016 at approximately 1:30 P.M. We decided to meet there due to the limited time we had since he had summer classes later on that day. Even though Mr. Rivera had a desk in his office, he set two chair aside for the interview so we could be face to face instead of him being on one side of the desk and me on the other. His approach told me that he was very excited and motivated to help me with this project. After going to the MSU counseling center and emailing the only counselors that could be available, I could not arrange an i nterview with any of them. Not finding anybody in Starkville I called the counseling center at the University for Women in Columbus, MS only to find out that both of the counselors there were already booked for our class. A conversation about my project then started between a close friend of mine that goes to CBU. I mentioned that I had not been able to find an available counselor to interview. To my luck she mentioned that her professor from the previous semester was a counselor. She gave me his contactShow MoreRelatedLife Review Paper1424 Words   |  6 PagesAssignment Lutricia Le The University of Texas at Arlington, College of Nursing In partial fulfillment of the requirements of N3261 Nursing of Older Adults Denise Cauble RN, PhD (c), CWOCN July 3, 2013 Life Review Assignment After learning of this opportunity to interview an elderly adult, I already had a candidate in mind. S.F. is the grandfather of my boyfriend and this was the perfect opportunity to learn more about his family roots. It made for an easier interview because I was able establishRead MoreI Am About Concordia University Irvines Absn Program1301 Words   |  6 Pages I first heard about Concordia University Irvine’s ABSN program through my cousin Ana Versigan who is a graduate from the program. My cousin greatly admired Concordia’s ABSN program and she highly advised me to apply for the program. The ABSN program at CUI immensely prepared Ana for her career as a nurse. 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Brain Based Early Learning Programs Education, Society,...

The science of neurobiology and technology of brain-imaging are rapidly advancing the understanding of cognition: how people think and learn. Brain-imaging techniques allow access into the mysterious mechanisms of the brain, and it is now possible to observe what occurs in the brain â€Å"as it performs tasks such as solving a math problem, reading a book, or improvising a melody† (Limb). This neurobiological research also indicates that, in the brain, emotion and intelligence are intricately synchronized processes (â€Å"Social-Emotional†). Brain-based learning programs apply this principle of simultaneous cognitive and social-emotional development by emphasizing how the brain learns innately, and are based on what is currently known about the†¦show more content†¦Information documented and published on brain research, learning, and young children establishes that the results are not theories, or speculations, these discoveries are confirmed by specific and tangible scientific proof. Just as brain-based early learning programs develop and strengthen neurological progress, inadequate and incompetently structured curriculum can interfere with brain functions, delaying learning and social-emotional development (Rushton, Rushton, and Larkin). Early childhood education involves activities and experiences that are planned to influence developmental changes in children preceding their entry into elementary school, although not â€Å"all programs in early childhood education are equally effective in promoting the learning and development of young children† (Swartout-Corbeil). The neurological link between emotions and learning is the foundation for attracting and sustaining students’ attention (Rushton, Rushton, and Larkin). 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Journey to Sakhalin free essay sample

The purpose of this report is to comprehensively analyze and assess the investment venture of Royal Dutch/Shell in the Russian Oil Industry, with specific focus on the Sakhalin II Investment project, operated through the subsidiary of Sakhalin Energy Investment Company (SEIC). This analysis will commence with a revision of the political risk assessment pertaining to Russia, and will continue from that platform by an identification of likely factors and situations of potential conflict. Such information will then provide the basis for developing the risk avoidance steps that the company can take in order to protect itself from excessive exposure. In the first instance the report will seek to structure the necessary risk mitigation during the transitional aspect of taking further steps to the second phase of Sakhalin II. In the final instance the report will continue by formulating the measures required to reduce the impact of political risk, after the investment is fully undertaken. Conclusive premise(s) can then be provided to complete the report. POLITICAL RISK ASSESSMENT OF RUSSIA Considering the reality of Russia’s political past, and its struggles encountered during the transitional period of the early 90’s towards democracy and free market system, it would be reasonable to project that a significant level of obstacles for business enterprises, particular foreign businesses exist. Analyzed from a political perspective, five factors may be suggested that when assessed can help to define the level (and perhaps more appropriately), the nature of the political challenges and risks that a foreign firm would face. These five factors are: A. Historical Foundation – The political, as well as the related aspects of social, economic and even cultural experiences that Russia would have had for the years. (The period from the end of the Second World War could be used for a definitive time line). Assessment Reference IBS/July 2009/2_Donovan A. The present (referring to the time of the case, say mid 2003, and or dates previous to this when initial investment opportunities were being contemplated) level of discomfort that has, or potentially can, manifest itself in the populace reacting forcefully to real or perceived societal inequities C. Economic Condition – The health and condition of the Russian market, in terms of growth in productive output, the supply and demand for goods and services, relative to the ability of individuals to afford them. D. Legal Platform – The body of laws that regulate the operation of business in general and that determine the operations of foreign entities within Russia in particular, and the extent to which these are relevant, enforceable, as well as facilitative or restrictive. Utilizing the five factors listed above, an attempt will be made below to rank these in terms of their importance, by giving them a numerical rating between one (1) and ten (10). A number value will also be assigned to each factor between zero (o) and two (2), which intuitively defines the impact of that ‘political factor’ on the operation. It would be important to note the difference between what is coined as ‘rating’ and ‘value’ for the purpose of this analysis. Rating is the degree of importance assigned to the factor, where it is ranked generally, on a scale above. This weight affects the overall impact or result, which is the product of rating and value (the specific value of a factor as is extrapolated from case information concerning the state of affairs in Russia at that time). The potential conflicts that the company may encounter based on the reality of the analysis above, falls into three major categories. These are as listed: 1. Conflict of the company’s policies, objectives and interests with the legal foundations of the federal government, in spite of the Production Sharing Agreement (PSA), in light of the legislative commitment to rationalize it as a prevailing legal contract 2. Ideological conflicts with the local authorities on the island of Sakhalin, as well as state agents and administrators of the bureaucratic system of both the local and central government. 3. Conflicts arising from opposition by other business entities, local enterprises or even potential competitors who may be jealous of any perceived lucrative gains Royal Dutch Shell (and its other business partners) may be able to enjoy in the future. There is a fourth area which cannot be ignored, and that comes from the pressure of social groups and none governmental organizations that may have particular social and environmental concerns. In light of the general categories being provided, it would nonetheless be prudent for this report to outline with a little greater precision the areas of potential conflict that fall under one of the general categories above: The existence of conflicting legal premise and principles between the PSA and other legislative acts Assessment Reference. Moore_7558334 The opposing presence of power brokers in business and government who are against the ‘spirit’ of the PSA The oppositions from persons with political seats in the Russian parliament. Even if favourable laws/amendments were to be drafted and tabled in the house, these persons would attempt to block their passage. Possible negative reaction from local groups in Sakhalin Island who may feel that their interest were undermined, or they were not represented adequately in an egalitarian distribution of benefits Concerns and variations on elaborate technical detail. Could be used as a tactical maneuver by technical opponents to confuse decision makers in government, by overwhelming them with detail that they may have difficulty comprehending Social groups and NGOs (likely with international connections or affiliations) that purport social and environmental concerns regarding the impact of the project activity Of a certainty most of these can be neutralized or somewhat reduced if the latitude exist for developing and implementing mitigation measures. It should be recognized however, that with some political conflicts there is little that Royal Dutch Shell will be able to do to protect itself. Assessment Reference IBS/July 2009/2_Donovan A. Moore_7558334 POLITICAL RISK MITIGATION MEASURES There are seven political risk mitigation measures that the company had already incorporated into its initial agreement and mode of operation: 1. Tax exemptions that offered some level of insulation from exposure to regulatory cost 2. Some level of guarantee of investment recovery built into the PSA contractual framework 3. Sourcing of funds from multiple international financial sources, that assist in diversifying the narrow identity of the company, to appear like a true international investor 4. Temporary ownership rights with pre-conditions for titled transfer to Russian Federal government 5. Fixed tax rate on profits allows for more structured and reliable business planning 6. Support of social development through education and infrastructural development on the island of Sakhalin – this does purchase some amount of acceptance both in the local and federal government 7. External third party mediator should the necessity of arbitration arise Regardless, there are other steps that can either solidify and or further compliment the set of political risk mitigation already in place: A. A request that the PSA document be amended to include a very clear and comprehensive outline of the methods and processes that will systematically facilitate the tax exemptions, as well as the means or instruments of refund, should any such regulatory cost be incurred B. (This one may be difficult, but is worth the asking) A request for the amendment in the PSA, providing a definitive clause that the legal substance of the PSA takes precedence above any Assessment Reference IBS/July 2009/2_Donovan A. Moore_7558334 and all other conflicting legal acts, specific only to the Sakhalin II development project. This is simpler than other possible amendments proposals C. A clear commitment for agents of the state to honour and conform to the legal requirements of the PSA (to some extent more enforceable with the amendment suggested in (B. ) ), with possible consideration of appropriate penalties for ignoring or violating its foundation. This may seem far fetched and difficult to sell as an idea. The legislators and higher ranking officials could be told however, that Russia has a vision to reach (or one could even say reclaim) its place as a dominant world power. This cannot be done without the capital. In a sense Royal Dutch Shell and its partners are important players and partners in that vision in that they provide the capital – you should not make it difficult for a partner that supports the prime vision for your country, you should support them! When asked what interest would the company have for supporting such a vision, the negotiators should remind the politicians that the company is a set of business people seeking mutually beneficial business opportunities; the interest is not world politics – the interest is a symbiotic relationship. Assessment Reference IBS/July 2009/2_Donovan A. Moore_7558334 D. In the same way that the company explores and identifies its alliance with persons in government and the supporting ministries and groups that appear to be on the side of SEIC, the company can develop a similar linkage chart which shows the opposition and how they are linked through the network of the government. A forum or a social function can then be arranged and these officials given special invitations so that their points of view can be understood, and the opportunity can be created to possibly re-align their thinking towards the project, and the company. So supposing that the company arrives at the stage where the investment decision was already sealed and substantial financial investments were already made, and the project is now in progress. The report will as a consequence offer guidelines as to how political risks can be mitigated after such stages. HOW TO AVOID POLITICAL RISK AFTER THE INVESTMENT The items below demonstrate some guidelines for avoiding political risk after the investment is undertaken: In regards to the political constraint of Russian Content, engage in strong negotiation for not only a clear definition of its measurement, but a protective clause which allows SEIC to source the input externally, should local providers fail to meet an established external benchmarked standard A dual structure that spans the geographic distance between Moscow and Sakhalin, with automatic flexibility to shift the political management relationship smoothly should political changes necessitate the switch Submit a proposal for the identification and streamlining of specific government officials who would have the complete authority for granting approval for all the Assessment Reference IBS/July 2009/2_Donovan A. Moore_7558334 technical, political and commercial details surrounding the project with clear outline of how the approval process would flow Explore ways of developing complimentary policies with the political, social and or economic objectives of the Russian Government Partner with the other internal entities (to reduce the cost impact) on social projects that have a wide scale and significant effect with potential for demonstration of good corporate citizenship If there are no issues of legal/official conflict, offer 5% of Royal Dutch Shares in SEIC to top government officials for sale at little below market value. This is not a bribe they are paying for it; if they own it they care more about its success! CONCLUSION It is clear that this ambitious journey that Royal Dutch Shell has embarked upon with its business partners is a very challenging one that presents formidable political challenges. The secret to facing a significant opponent is to preferably be on the side of friendship and cooperation. However should the circumstances shift to a more turbulent ride then remaining flexible and nimble is the way to navigate the path to success. This report provides the some cardinal directions to stay the course, regardless of the challenges.

Job Satisfaction Influence

Introduction Many organisations often strive to make sure their employees are satisfied with their jobs (Gregory, 2014). They do so because they know that job satisfaction influences organisational productivity (Shajahan, 2007). Relative to this assertion, Rast and Tourani (2012) say,Advertising We will write a custom proposal sample on Job Satisfaction Influence specifically for you for only $16.05 $11/page Learn More â€Å"Satisfied employees would produce superior performance in a short time, which leads to increase profits. When employees are satisfied with their work, they would be more creative and innovative and offer advances that allow companies to evolve positively over time with changes in market conditions† (p. 91). According to Ghuman (2014), the failure to acknowledge the importance of job satisfaction has a negative impact on employee performance because research studies have shown that dissatisfied employees are often less committe d to their work and are less likely to steer an organisation to achieve its goals. Supporting this assertion, Gaspar, Bierman, Kolari, Hise and Smith (2005) found out that job satisfaction shares an indirect correlation with employee absenteeism, workplace accidents, and employee stress. Based on the negative effects that job dissatisfaction could have on organisational productivity, researchers have strived to investigate different factors that would influence job satisfaction. Their findings appear in the literature review below Literature Review Job satisfaction is a relatively common research topic in studies that investigate employee relations (Gaspar et al., 2005). Most of them have identified unique theories that apply to the issue. The disposition and the hygiene theories are common theoretical underpinnings of this research issue. However, Maslow’s hierarchy of needs theory is another framework that has gained traction in this field of study. A discussion of these th eories appears below Disposition Theory The disposition theory postulates that job satisfaction levels closely tie with employee personality (Ghuman, 2014). According to Rast and Tourani (2012), different personality types predispose employee groups to different levels of satisfaction. The satisfaction standards are often constant for a long time. Longitudinal studies in the US have affirmed this fact by showing that personality types could cause stable and constant job satisfaction levels of up to five years, regardless of changes in careers (Rast Tourani, 2012). Motivator-Hygiene Theory The Motivator-Hygiene Theory uses different premises to investigate factors that affect job satisfaction. Unlike other organisational behaviour theories, it argues that job satisfaction and job dissatisfaction are not two ends of the same continuum (Ghuman, 2014). This assertion stems from studies, which have shown that the two concepts may be unrelated and sometimes separate (Shajahan, 2007).Adve rtising Looking for proposal on psychology? Let's see if we can help you! Get your first paper with 15% OFF Learn More Based on this understanding, the motivator-hygiene theory suggests that motivating factors, such as financial benefits, employee recognition programs and increased pay have a strong impact on job satisfaction (compared to employee personality and other inherent organisational factors) (Ghuman, 2014). Similarly, the motivator-hygiene theory argues that hygiene factors, working conditions, job security and similar environmental factors have a strong impact on job satisfaction levels within an organisation (Rast Tourani, 2012). Within this analogy, proponents of the concept say that an organisation that has poor hygiene factors is bound to suffer from low employee satisfaction levels (Shajahan, 2007). However, the opposite is false because the researchers affirm that the presence of motivating factors does not necessarily imply employee satisfaction. Ins tead, it implies the lack of dissatisfaction and (or) the presence of neutrality towards employee satisfaction (Shajahan, 2007). This assertion accounts for the complexity of employee satisfaction factors and indices. For example, it may explain why employees may be satisfied and dissatisfied at the same time. The motivation-hygiene theory supports the earlier assertion, which demonstrates that job dissatisfaction and job satisfaction are not two opposites of the same continuum, based on the premise that hygiene and motivational factors are different (independent). This theory is a product of the first attempts by researchers to distinguish between job satisfaction and dissatisfaction (Ghuman, 2014). Maslow’s Hierarchy of Needs Proponents of the Maslow’s hierarchy of needs theory name it after its founder, Abraham Maslow (Shajahan, 2007). It is among the first theories to explain the main contributors to job satisfaction. To do so, it identified five levels of human sa tisfaction – physiological needs, the need to feel safe, the need to belong, esteem factors, and self-actualisation factors (Shajahan, 2007). The theory postulates that most organisations should satisfy these needs in a hierarchical format, underlined by the following pyramid. Figure 1: Maslow’s Hierarchy of Needs (Source: King, 2009). Advertising We will write a custom proposal sample on Job Satisfaction Influence specifically for you for only $16.05 $11/page Learn More According to the diagram above, hierarchy of needs theory postulates that simple needs (low-level needs), such as physiological needs, need to be satisfied first before satisfying needs that are more complex (King, 2009). Generally, Abraham Maslow developed his hierarchy of needs theory to explain the human motivation for working (Rast Tourani, 2012). Nonetheless, its tenets have been widely applied in the human resource field to explain job satisfaction. In the work sett ing, financial rewards and health care benefits are some motivations that would help an employee to satisfy their most basic needs (physiological needs). Safety needs in the workplace could manifest through job security and a safe working environment (especially for manual labourers). After satisfying these needs, the proponents of the Maslow theory agree that most employees would feel a sense of belonging to the workplace (Rast Tourani, 2012). Such a manifestation could emerge through nurturing employee relationships (with colleagues or supervisors) and a renewed sense of team ownership. The last stage of self-actualisation manifests when employees strive to maximise their potential by growing and learning (King, 2009). For example, an employee may want to be a department head, or part of the management team, as a self-actualisation goal. Albeit all the levels in the hierarchy of needs may seem distinct, they contribute towards self-actualisation (King, 2009). Furthermore, they em phasise the need for organisations to meet basic needs first before moving to higher-level needs (Shajahan, 2007). Summary This literature review shows that many researchers have explored factors that affect employee job satisfaction. The hierarchy of needs theory, motivator hygiene theory and the dispositional theory are key frameworks highlighted in this paper. They offer a general understanding of the research issue. However, they lack a contextual understanding of factors that affect job satisfaction. For example, they do not specifically explain factors that affect job satisfaction in specific industries (different industries have unique external and internal factors affecting employee productivity). In this regard, there is a literature gap because the same factors that affect job satisfaction in the manufacturing industry are not likely to be the same factors that rank highly in influencing job satisfaction in a service-oriented industry, such as the airline industry.Advertis ing Looking for proposal on psychology? Let's see if we can help you! Get your first paper with 15% OFF Learn More Indeed, while researchers rarely contest the importance of job satisfaction to organisational performance and employee welfare, factors that influence job satisfaction vary (Rast Tourani, 2012). Based on this fact, this paper proposes a research study to evaluate the factors that influence job satisfaction in Emirates Airline. Formulation of Research Question The proposed study would build on existing research by providing a contextual understanding of job satisfaction. It would use general organisational factors (established by other researchers) that affect job satisfaction and extrapolate them to the context of the study to find out how they measure up to the dynamics of the service sector (airline industry). These organisational factors include working conditions, financial rewards and opportunities for advancement. They outline the premise for the formulation of research variables (independent variables). The dependent variable remains job satisfaction. Research Aim To find o ut factors that affect job satisfaction at Emirates Airline Research Questions To what extent do working conditions affect job satisfaction in Emirates Airline? To what extent does financial reward affect job satisfaction in Emirates Airline? To what extent do opportunities for career advancement affect job satisfaction in Emirates Airline? Hypotheses Working conditions have a significant impact on job satisfaction in Emirates Airline Financial Rewards have a profound effect on job satisfaction in Emirates Airline. The opportunities for career advancement have a non-significant impact on job satisfaction in Emirates airline. Methodology This section of the research proposal outlines details concerning the methods that I will use in the proposed study. It contains details about the subjects, measurements, data collection techniques, data analysis techniques and the research design. The following subsections of this paper explain these issues Research Design The proposed study wo uld be a mixed-method investigation of the factors affecting job satisfaction at Emirates airline. This research design is appropriate for the proposed study because it merges both qualitative and quantitative assessments of a research phenomenon (Hesse-Biber, 2010). The research issue has both attributes. For example, job satisfaction is subject to human behaviour, which is a product of qualitative assessments of perceptions and feelings. The proposed study would also include aspects of the quantitative research design in the data collection and data analysis processes because of the use of measurable attributes for investigation. Data Collection Subjects The sample population would comprise of 150 employees of Emirates Airline. This sample population is significant, relative to the population of employees who work for the airline. They would come from all departments of the airline and consist of both lower level and high-level workers. Measures The questionnaires would include a 7-point Likert scale for measuring the employees’ sentiments towards job satisfaction. The 7-point Likert scale would be appropriate to use in the proposed study because it gathers more accurate data compared to the 5-point Likert scale (Hesse-Biber, 2010). Furthermore, having 7-points of assessment would be enough to investigate the research phenomenon, without including too many response options that could confuse the respondents. Data Collection Method The proposed study would gather data using questionnaires. The researcher will administer them as a survey. Since Emirates Airline is large, the study would use a cross-section survey to make inferences about the entire employee population in the airline. Researchers recommend its use in large companies with large populations (Hesse-Biber, 2010). This support comes from the fact that it provides a snapshot of the entire population. Data Analysis The data analysis process of the proposed study would use descriptive statistic s to describe the basic features of the data collected. As opposed to inferential statistics, the use of descriptive statistics would help the researcher to provide summaries about the sampled data and measures. This analytical method would also simplify the large volumes of data collected from the employees. The study would also use the standard of deviation tool for the descriptive analysis. It would measure dispersion of the variables obtained. Stated differently, the statistical technique would help to identify the spread of values around the central tendency. The justification for using the standard of deviation is its prowess in providing accurate and detailed estimates of dispersion (Gaurav, 2011). This need emerges from the fact that outliers could exaggerate ranges. The standard of deviation technique would identify the relationship of each measurable value to the mean. Statistical Analysis The proposed study would use the multiple regression technique to investigate the re lationship between the independent variables and the dependent variable. The justification for using this statistical analysis tool is its ability to measure several independent variables and one variable at the same time (Gaurav, 2011). The proposed study has only one dependent variable – job satisfaction. The independent variables are working conditions, financial rewards and opportunities for career advancement. The multiple regression analysis would help to identify which of these independent variables have a strong influence on job satisfaction. Its capability in this regard comes from its proficiency in identifying the best predictors of job satisfaction, despite the multiplicity of independent variables. Discussion According to Gregory (2014), a dissatisfied employee, or a worker who is not interested in his /her job, could appear to be hardworking during the first years, or months, of working. However, eventually, such employees would be bored with their work because of a lack of motivation. Thereafter, they could resign and look for â€Å"greener pastures,† or where they believe they would enjoy job security or financial security. Organisations that often encounter such cases suffer from high employee turnover. Despite the academic contribution that the proposed paper would make in understanding factors that affect job satisfaction, the findings of the study would provide a contextual understanding of factors that affect job satisfaction in the airline industry. Job satisfaction is an important operational factor in service-oriented industries, such as the airline sector, because customer satisfaction and customer loyalty depend on employee input. Dissatisfied employees are not likely to treat customers well and in this regard, they are bound to cause customer dissatisfaction (Gregory, 2014). By understanding the main factors that affect job satisfaction in the industry, airlines could take proactive actions to improve the welfare of the ir employees and benefit from customer loyalty, improved sales numbers and such like factors. The findings of this study would also be useful to other airlines because Emirates has among the best performance records in the global aviation industry. Employee productivity is essential to its success and job satisfaction sits at the centre of the entire analogy (Shajahan, 2007). Therefore, by understanding the factors that influence employee satisfaction in the Middle East carrier, other airlines would be a step closer to reaching higher levels of success that Emirates Airline enjoys. The findings of this study would also help to expand the body of knowledge surrounding job satisfaction in the airline sector. Stated differently, it would ease the understanding of specific employee-satisfaction factors that relate to the industry. By using the findings of this paper, airline managers may identify possible areas to improve their organisational performance, increase customer satisfaction and improve profitability. Based on these contributions, employers (airlines) should focus on how they would satisfy their employees. The findings of this paper would provide them with a framework and direction to do so. References Gaspar, J., Bierman, L., Kolari, J., Hise, R., Smith, L. (2005). Introduction to Business. London, UK: Cengage Learning. Gaurav, K. (2011). Multiple Regression Analysis: Key to Social Science Research. London, UK: Grin Verlag. Ghuman, A. (2014). Management: Concepts, Practice Cases. London, UK: Tata Mcgraw-Hill Education. Gregory, K. (2014). The Importance of Employee Satisfaction. Retrieved from https://www.neumann.edu/ Hesse-Biber, S. (2010). Mixed Methods Research: Merging Theory with Practice. New York, NY: Guilford Press. King, P. (2009). Climbing Maslow’s Pyramid. New York, NY: Troubador Publishing Ltd. Rast, S., Tourani, A. (2012). Evaluation of Employees’ Job Satisfaction and Role of Gender Difference: An Empirical Study at Airlin e Industry in Iran. International Journal of Business and Social Science, 3(7), 91-100. Shajahan, S. (2007). Organisation Behaviour. New York, NY: New Age International. This proposal on Job Satisfaction Influence was written and submitted by user Griffin Hurst 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.