Essay Writing Topics For Xat- Why One Is Necessary

Essay Writing Topics For Xat- Why One Is NecessaryIf you have decided to make use of your writing skills and take a chance on some essay writing topics for xat, then don't despair. This isn't the time to be disheartened. There are so many people who have made this a major part of their educational career by using these writing subjects. In this article, we will talk about some of the topics that you can consider.The first essay writing topic for xat is work related. You need to write an essay that is focused on one particular aspect of your work. This is what most employers are looking for when they ask for your resume.The second essay writing topic for xat is that of your personal life. Most employers would want to know about your interests, hobbies, family, work, and other things that might relate to your education.The third essay writing topic for xat would be about your interests. Make sure that your topic is something that relates to your interest.The fourth essay writing topics for xat would be your academic. A lot of employers are interested in knowing your background, your achievements, and also the areas where you think you would excel.The fifth essay writing topics for that would be something that you really love. If you love writing, then try to write something about something that is of great importance to you.The sixth essay writing topics for xat would be an interest in sports. Not all employers like sports writing, but you will find that most of them do. Do not rule out writing about sports if you really like it.

Behavior in Organizations

Interaction in an organization have different levels of challenges. The term organizational behavior is also a study of personality and group characteristics in an organization (Nelson Campbell, 2012). The factors that influence organizational behavior are therefore numerous. With the global village and cultural interactions that have made the world a multicultural stage, organizational behavior is a helping tool for harmonious relations.Advertising We will write a custom term paper sample on Behavior in Organizations specifically for you for only $16.05 $11/page Learn More The study of organizational behavior allows a foresight on the possible behavior of different people with different backgrounds. In an organization therefore, this assists to develop competence as a likelihood of aforementioned behavior approaches. Acknowledging the fact that personality affects one’s response, the most efficient methods to understand personal behavior include s interviews, questionnaires, simulation, and survey (Nelson Campbell, 2012). To understand the terms properly, it is important to look at the relationship between the two. Personality is a reflection of a person’s moral character and qualities that make him or her compete in the job market. It means the specific patterns of behavior and responses to specific situations. The organization is responsible for harmonizing the different personalities in an effort to achieve productive progress and competence. In an organization, motivation of employees is a vital incentive for better productivity. A motivated employee offers better services compared to one who is not well motivated to perform their tasks. Motivational processes begin by addressing psychological and physiological needs (Nelson Campbell, 2012). These are the very essence of human motivation. Motivation activates the human will to work towards a given incentive or a goal. This theory relies on the nature of humans that we all have basic needs that are an advantage to activate the potential energy to perform a task. Different situations trigger different reactions while needs are varied. Employees motivation is critical in an organization and requires improvement from time to time. Some ways of improving employees’ motivation include job enrichment, flexible time schedules, empowerment, quality circles, and employees stock ownership plan among others. Jobs must be satisfying and progressive providing opportunities for; achievement, recognition for a job well done, responsibility, and growth (Nelson Campbell, 2012). The flexible time schedule is a concept that provides the employee with the authority and ability to be in control of his or her own schedules. Splitting working time is paramount for workers as it allows them to chose their schedules hence enhancing productiveness (Nelson Campbell, 2012). Having employees work with flexible timing is not only convenient but also advantageo us to both the employee and the employer. It is a mutual benefit to both parties. Giving some authority to employees is the best way to motivate them and to influence greater achievement in the end.Advertising Looking for term paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More In his or her area of operations, each employee must have some level of authority to inculcate a sense of ownership and activate motivation to work. For instance, employees can work better if they have the power to resolve departmental issues without having to involve the management. This gives them a sense of independence, which is a positive ingredient in self-motivation. Quality circles are independent groups in the organization who keep employees’ farewell in check. This helps in dealing with specific areas where there are discrepancies hence improving the employees’ working conditions, which ultimately improves their level o f motivation. Retaining good and competent employees is not easy. Finding an equal match for lost employees also is a heavy task for the Human resource department. To motivate employees to stay, many organizations are using the Employee stock ownership plan as a benefit package for their services. The sense of ownership and the understanding that an increase in value in terms of performance benefits the employees promotes hard work. As the company increase in value due to their hard work, the value of their stock also goes up (Nelson Campbell, 2012). Communication is a vital tool for development in business. Employees feel more comfortable with leadership structures that enhance communication. However, recognition is rarely the subject of communication between the management and the employees. Recognition reinforces the efforts of the employees and has an overall influence on the performance of the organization. Workers with good working habits work even harder through recognition and therefore motivating even the rest of the employees to put more effort. For a recognition reward to be effective, some important factors are vital. These are fairness in recognition eligibility, clarity of the actions or behaviors rewarded an open rewarding process that focuses on the actions the organization wants to promote and not individuals. For an organization to thrive and be a success, organizational behavior, which is the foundation of social interaction within the organization, is important. All the mentioned motivation incentives contribute greatly to the progress of an organization. With motivated employees, the need to work hard is not a problem to achieve. Employees function better with a sense of ownership and belonging. Effective motivation promotes behaviors that the organization would like to encourage and influence in the work force.Advertising We will write a custom term paper sample on Behavior in Organizations specifically for you for only $1 6.05 $11/page Learn More References Nelson, D., L, Campbell, J., Q. (2012). ORGB 3. Belmont, CA: Cengage learning. This term paper on Behavior in Organizations was written and submitted by user Haley 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.

Free Essays on Agricultural Revolution

The Agricultural And Industrial Revolution The agricultural and industrial revolutions greatly changed daily life in Europe. The agricultural revolution created a widespread social misery of its own when small fields were converted into large farms. The industrial revolution brought people to work in the factories to manufacture goods in increased numbers. With these two factors, the lives of Europeans in the eighteenth century were changed forever. The agricultural revolution enabled farmers to produce high yields on their lands. These farmers or landlords needed larger fields to plant their crops so the smaller plots of land that were subdivided were connected. Horse-hoeing, adapted by Jethro Tull, came about when farmers realized that it was more efficient than scattering seeds over the ground surface. Lord Townshend's idea of crop rotation became the standard for many English estates. His crop rotation involved planting an entire field of turnips, barley, clover, and wheat in a f our year cycle. This increased fertility in the soil. With these advancements, more crops could be grown by fewer farmers. The small farmers, or yeomen, could no longer afford to farm. The common lands, now a part of these large plots of land, could not be accessed by the small farmers. The yeomen could not afford tools or install fences, so they were forced to either become workers on these large farms or work in the city and give up farming all together. These changes in agriculture brought about change in industry. As the small farmers moved to the cities for work, this brought about the industrial revolution and urbanization. The European society saw a rise not only of the cities, but of a new class of people who came to be known as capitalists. This class was based upon ownership and control over the means of production. More and more people began to work in factories and people became accustomed to buying more. New ideas and innovations in production a... Free Essays on Agricultural Revolution Free Essays on Agricultural Revolution The Agricultural And Industrial Revolution The agricultural and industrial revolutions greatly changed daily life in Europe. The agricultural revolution created a widespread social misery of its own when small fields were converted into large farms. The industrial revolution brought people to work in the factories to manufacture goods in increased numbers. With these two factors, the lives of Europeans in the eighteenth century were changed forever. The agricultural revolution enabled farmers to produce high yields on their lands. These farmers or landlords needed larger fields to plant their crops so the smaller plots of land that were subdivided were connected. Horse-hoeing, adapted by Jethro Tull, came about when farmers realized that it was more efficient than scattering seeds over the ground surface. Lord Townshend's idea of crop rotation became the standard for many English estates. His crop rotation involved planting an entire field of turnips, barley, clover, and wheat in a f our year cycle. This increased fertility in the soil. With these advancements, more crops could be grown by fewer farmers. The small farmers, or yeomen, could no longer afford to farm. The common lands, now a part of these large plots of land, could not be accessed by the small farmers. The yeomen could not afford tools or install fences, so they were forced to either become workers on these large farms or work in the city and give up farming all together. These changes in agriculture brought about change in industry. As the small farmers moved to the cities for work, this brought about the industrial revolution and urbanization. The European society saw a rise not only of the cities, but of a new class of people who came to be known as capitalists. This class was based upon ownership and control over the means of production. More and more people began to work in factories and people became accustomed to buying more. New ideas and innovations in production a...

International Political Economy Essay Example | Topics and Well Written Essays - 1250 words

International Political Economy - Essay Example It also mentions some of the conditions that countries need to fulfill in order to receive any assistance from the organization. Composition of the IMF Executive Board, Voting powers The member states have the liberty to participate in the IMF directly. The executive board comprises of 24 members out of which five executive directors can be elected by the member states having the maximum quota. The remaining nineteen executive directors are elected by the remaining number of members. The powers that each country enjoys are predominantly dependant on the proportional scale of their population and the economic position they hold in the entire world. The general owners of the organization are represented by the board of executive directors who are responsible for taking the major decisions and responsibilities of the organization. However, all of the names of the member countries are represented in the economic scale. This is more resembling with the theory of structuralism which was di scovered and presented by Marx. In the view of structuralism theory presented by Marx, it disputes the instrumentalist theory which considers the state as being the direct servant of the ruling class or the capitalists. Structuralism theory states consider the capitalist of production as the state being under the control of the capitalist class having superior powers. As per the members of the executive board, it is seen that members having superior positions in the IMF are actually the members who belong to the developed nations of the world which abides by the structuralism theory stated by Marx. The highest decision making authority of IMF rests with the Board of Governors. All powers of the IMF are vested in the Board of Governors. The Board of Governors comprises of a single governor as well as an alternate governor for each of the member countries. Members’ states are responsible for appointing the governor and generally the finance minister or the governer of the Centr al Bank is nominated for the position. The Board of Governors may delegate to the Executive Board all except certain reserved powers. The Board of Governors generally conducts a meeting in every year (IMF, â€Å"IMF Members' Quotas and Voting Power, and IMF Board of Governors†). The regular or day to day running of business of the organization is done by the Executive Board. Composed of 24 Directors, either elected or appointed by the member nations or also by collective groups of countries, it is also elected by the Managing Director, or the Chairman of the board. Several meetings are conducted by the Board in a single week. The works are generally conducted by the papers which are prepared or provided by the management and staffs in IMF (IMF, â€Å"IMF Executive Directors and Voting Power†). Design and operations of IMF In the 1980s a tremendous financial crisis had gripped the Latin American economy when high and bloated public debts and improper and loose monetary policies had led to very inflation rates in the economy. However, some of the conditions set by the IMF demonstrate the fact that it imposes certain restrictions or preconditions before providing aid to nations. For example, in this situation, the International Monetary Fund gad imposed financial austerity or balanced budgets as well as tighter monetary policies. The IMF demanded from the nation that it should impose the same monetary policies

CIPD Diploma (Human Resource Practice Course ) Assignment - 1

CIPD Diploma (Human Resource Practice Course ) - Assignment Example For example, if an organization collects data about worker satisfaction and stores the data without acting on it, it is meaningless. However, is the data collected is accurate and well analysed, it can be of great help to the organization. There are numerous reasons as to why the organization needs to collect HR data. The major reason for collecting data is managerial decision making and action. The management needs to decide on various issues that affects workers and organization success and cannot do so without accurate information. It needs to know what competitors are doing in respect of employees in order to gain competitive advantage; whether workers are satisfied and what can be done to improve their morale in order to increase productivity and other aspects such as absenteeism, labor turnover, and performance levels. Another reason is for legal compliance. The law requires organizations to comply with labor laws such as laws against discrimination, termination and redundancy. To avoid legal litigations for claims of unfair dismissal or termination, the organization needs to collect and record all information regarding workers such as pay, performance levels and disciplinary actions taken to act as evidence in such cases. To avoid discrimination cases, it needs to record information about age of workers, sex, race, religion, disability, pay levels and also recruitment procedures. This data informs the organization whether it is complying with the law and can also be used as evidence in discrimination cases. The health and safety legislation also requires records of accidents, exposure to harzadous substances and training provided to be kept. There are various types of data collected within the organization to support HR practices. Quantitative data such as employee turn over, absenteeism, vacancy forecasts and sales targets are crucial for HR in manpower planning, performance management and

Justice In The Old Testament Religion Essay

Justice In The Old Testament Religion Essay INTRODUCTION WHAT IS JUSTICE The general understanding of justice is giving a person his due. That is to say if the if someone has done more should be rewarded more. In short it is concerned with fair distribution of goods, opportunities justice demands that every individual should be rewarded according to what he or she had done, nothing more or nothing less. Now having understood the general understanding of justice, it is imperative that we look at what the bible say about justice. JUSTICE IN THE OLD TESTAMENT The Old Testament talks of three dimensions of Justice. That is distributive Justice, fair dealing and secondly public justice and finally rectitude that are the integrity of a person. The Old Testament has terms which are used to describe justice, which are mishpat and tsedeq .Tsedeq refers to a persons righteousness (tsedeq). Apart from that it is used for honest scales and measurements. It can also mean good governance. Mishpat and tsedeq are interchangeable. According to DD Raphael, mishpat Means Judgment, the discussion of Judge but with a normative connotation (2001:11). According to him mishpat is concerned with the judge. That is how the judge executes his legal matters. In short he is talking about the character of the judge in executing his judgment. So when mishpat is used in the Old Testament it is concerned the character of God in executing judgment up on the evil doers. It is concerned with the character of an individual in dealing with his fellow individual. On this part we can see the difference between tsedeq and mishpat. It is recorded that tsedeq is used of the character of the defendant than the conduct of the Judge (Howard Marshall 1980:10). In addition we can say that tsedeq does not concern the righteousness of the judge but it is concerned with the character of an individual. Further Raphael noted that The punishment of the crime against a person should be that a wrongdoer suffer the same harm as he has caused (Ex.21:23-25) 2001:14). According to Howard M. Justice and Judgment consist very much in bringing the oppressors of the poor and needy to naught. THE GENERAL UNDERSTANDING OF SOCIAL JUSTICE Justice has generally two components which constitutes justice these are Social and justice. Social is the team used to refer to how people live in the community or how people live in the society. Justice on the other hand deals with up holding what is just or treating people fairly according to honour or/ and standard. So when these terms are used together, it can be said that social justice exist when people are given what is due from their community. Social justice deals in three areas. That is economic justice, remedial and distributive justice. Economic and remedial justice ensures that every person is given equal and fair opportunities to access a societys economic resources and its political and legal systems. Distributive justice also focuses on outcomes which are fair. It is interestingly to note that all three forms of Justice Emphasis much on the social responsibilities of human beings. BIBLICAL UNDERSTANDING OF SOCIAL JUSTICE When Old Testament talks of Justice, it does not only mean being or acting justly but also the kind of situation that would result when Justice is executed. Apart from the Old Testament dealing with righteousness (tsedeqa) and justice or judgment (mishpat) the Old Testament also deals with helping the needy. For example Leviticus 19:9-10, God is reminding the children of Israel not to finish the crops in their fields after the harvest but should leave some for the poor, stranger, widows, orphans etc. this is supported by Deut. 24:19-22. In which God is commanding the Israelites not to go back and collect that which was left in the fields. Another aspect that is found in the Old Testament scriptures for example in Proverbs 31:8-9. Here it is said that everyone has the God given rights life and liberty that is free from all forms of oppression and injustices. Again when we look in the Pentateuch (Deut. 15:1-11), God commands the Israelite to help the needy among them in the seventh month and also to council the debts of those who cold not pay back Raphael said The command in these passages do not use either of the words for justice to describe their rationale, though the idea behind them is one that was latter assigned to the concept of social justice (2001:15). This same emphasis is also used by the major prophet like Isaiah in which they relate the concept of knowing God to helping the needy for example Isaiah 1:7 associate the notion of mishpat with giving help to the needy. Jeremiah also associates mishpat with tsedeqa (Jeremiah 22:3). It has been indicated that when social activists talk about the poor, needy and disadvantaged, they do not only refer to victims of oppression, but also to people in prosperous countries who are less prosperous even though they have n o lack of food, shelter, clothing, or government and aid agency support (Andrew kulikovsky 2008:11). It can further be said that social justice favours much those who are disadvantaged. There are many scriptural references both in the old and the New Testament which has come out clear on the issue of social justice. For example the prophet Zechariah 7:9-10 talks about where God has forbade the oppression of the widow, the fatherless and strangers or the poor in general further, the prophet Amos is talking more on the oppression of the poor and the strangers. It has been said that Doing justice by assisting the poor and the needy is a obligation of those who have responded to the Gospel. It is not part of the gospel itself (Andrew K. 2008:20). On the contrary, we can not stand on the fact the bible is entirely based on social justice there are some passages in the same bible which contradict the notion of social justice. These biblical passages prohibit favouritism and partiality in matters concerning justice for example Leviticus 19:15 where God is saying that you shall not render unjust Judgment (mishpat), you shall not be partial to the poor or defer to the great: with justice you shall judge your neighbour. Here we see the concept of justice in dealing with legal matters which is concerned with just judgment. Here the king of justice they are talking about is mishpat. Justice must be done in tsedeqa or righteousness. This is also echoed by Ex. 23:3. Not only this but also in Ex. 30:14-15 There was also no partiality when Moses took a census and God required an offering of half a shekel from every one over the age of twenty years (Andrew K 2008:11). The only thing that the poor needed in those days was fair dealing with other people. According to the biblical understanding, the poor are those people who were the victims of injustice and have no one to speak for them in time of oppression. That is why the righteous have the mandate to look after the marginalized (James 1:27) not because they are poor but that they are the victims of injustices. Some scholars such as Ross Langmead as quoted by Andrew K. states that When Jesus gave the manifesto of good news to the poor; he meant salvation and not any form of social justice. So it is not easy for us to dwell of scholars who suggest that the Bible is entirely consisting of social justice. Because it also contains some references which are concerned with legal matters. Edgar wrote From a Christian and Biblical point of view, Justice means giving to people according to need and even giving more than they might receive according to the principle of equality (Andrew K. 2008:14). This is why most concern of social justice is assisting the poor and needy pe ople in the society. This concept has been disputed by Andrew and said that it is very important to understand what it means when the Bible talks of the poor and the needy and the levels of their poverty. Langmead further argues that Biblical justice goes further than strict justice and is imbued with grace, mercy and forgiveness (Andrew K 2008:14). We can not assert on the fact that justice is not Biblical justice unless it is involved in the advocacy of the weak, the poor or the socially disadvantaged. Further Neville says Jesus called for social transformation as confirmed by the nature of his mission and social Justice again Andrew argues to say that this is what the people and the disciples expected, but that was not the gospel of Gods kingdom was about (Andrew K 2008:20). CONCLUSION To sum up all this Biblical Justice must not be thought only in social concept but must also be thought in other terms like giving people according to what is due. God prefers the poor not because they are poor but because they were the victims of injustices, but that is note the only message found in the Biblical teachings.

Factors Influencing Employee Performance Essay

1. Introduction 1.1 Background of the study There are many challenges which hinder the delivery of public service reforms in Africa (Lienert, 2003). The factors include those relating to human resources like manpower deficiencies and lack of psychological dispositions and shortage of financial and material resources necessary for effective delivery of services. The problems of accountability as well as ethical issues also continue to affect effective delivery of public service. In an effort to mitigate some of these challenges, the Government of Kenya (GOK) has in the past launched several reform programs to improve service delivery. Some of these reform efforts include the Civil Service Reform Program (CSRP) (GOK, 1993) whose aim was to enhance public service efficiency and productivity. The program was designed to contain costs, improve performance in the public sector, and consolidate and sustain the gains made by reform initiatives (Opiyo, 2006). The other reform initiatives included the implementation of Results – Based Management that was guided by Economic Recovery Strategy for Wealth and Employment creation (GOK, 2003) whose strategies included developing benchmarks and evaluating the performance of public institutions. In order to enhance the performance of public officers, the government introduced a program where rewards and sanctions were to be used to encourage provision of quality services in the public sector. This paved way for the piloting of the process of in state corporations in 2003 which saw the introduction and implementation of performance appraisals in the entire public sector. Most firms in Kenya now employ some performance appraisal system (GOK, 2009). The Performance Appraisal System (PAS) was introduced by the GOK to refocus the mind of the public from a culture of inward looking to a culture of businesslike environment, focused on the customer and results in addition to improving service delivery (Obong’o, 2009). According to the new PAS, the evaluation of staff performance is supposed to run concurrently with the duration of ministerial performance contracts and the Government Financial year. Targets should meet acceptable quality standards and benchmarks as determined in each category of service delivery; the system should be supported by training of staff, particularly those with managerial and supervisory responsibility; and the process should be regarded as interactive, for mutual agreement between supervisors and appraisers (GOK, 2009). Longenecker and Goff (1992), observed that managers and human resource professionals belief that a PAS is a good tool for human resource management and performance improvement. If well designed and implemented it can benefit both the employees and the organizations (Coens and Jenkins, 2000). According to GOK (2009), the PAS has caused a cultural transformation within the public service from a baseline of extremely poor performance before 2003. The GOK has in the past made some efforts in launching and implementing Public Service Reform initiatives aimed at improving the performance of public servants in service delivery (GOK, 1993; GOK, 2003). However, these reforms have not achieved the envisaged results (AAPAM, 2005; Opiyo, 2006). The introduction of the new PAS (GOK, 2006) is yet another attempt by the Government to manage and improve performance of the Civil Service and Local Authorities by enabling a higher level of staff participation and involvement in planning, delivery and evaluation of work performance. Despite the successful roll out of the program, there is evidence of room for improvement in the process (GOK, 2009) and a lack of knowledge on the factors that influence the PAS in the Ministry of State for Provincial Administration and Internal Security, (MoSPA) Nyamira district, Kenya. Specifically, this study addresses this gap by: (a) Establishing how the implementation process of the PAS in the public sector influences the system; (b) Determining how rater and ratee interpersonal relationship in a PAS context influences the system in the public sector; (c) Determining how psychometric rater accuracy in a PAS context influences the system in the public sector; (d) Determining how the level of information exchange between the rater and the ratee in a PAS context influences the system in the public sector; and (e) Establishing how the attitudes of employees towards the last PAS rating, towards the rater and towards the PAS influence the system in the public sector.