Competitive Strategies for Wal-Mart

The emergence of Wal-Mart as a big box retailer has changed retail in the United States, according to a 2008 article on Wal-Mart and competition in AllBusiness. com. Big box retailers typically have stores exceeding 50,000 square feet. This type of store is standard, with large windowless single-story buildings. Several other big box retailers like Toys â€Å"R† Us, Best Buy, Target, Lowe's and Home Depot have created competition for Wal-Mart. However, Wal-Mart has stood out as the perennial merchandise big box retailer, according to the AllBusiness. om article. Because of its big box status, Wal-Mart has exceeded small retailers in profits. Annual revenues for 2004 were slightly over $288 billion. Revenues in 2006 exceeded $350 billion. Wal-Mart maintains its status as a big box retailer by seeking profits through a high volume of low-price items. Low-Cost Leadership Wal-Mart's slogan is â€Å"Spend Less. Live Better. † The giant retailer prides itself on providing customers with low-cost items that beat competitors. Wal-Mart reported a 3.6   percent increase in net income from cost cutting, according to an August 2010 Associated Press article. Also read MGMT-QUIZ about types of competitive strategies Customers are cautious about spending because of a slow economy, and Wal-Mart continues to be their low-cost option. Customers choose to shop at Super Wal-Mart centers for groceries, rather than the local grocery store because of discounted items. For example, Wal-Mart offers $1 ketchup bottles and $4 for a case of soda. The Associated Press article stated that Wal-Mart benefited during the recession as affluent shoppers were forced to downgrade to cheaper options.

Making Moral Decisions in Different Religious Context Essay

Does religion make a Difference to Moral decision making? Bibliography Declaration Introduction The title of my project is making moral decisions in different religious context. The initial aim was to gain insight into various world religions and determine if ones faith influences the decisions one makes. In order to achieve this goal the project will focus on seven religions differentiated by origin. Confucianism, Taoism both of Chinese origin, Judaism, Christianity and Islam which are of Semitic origin, Buddhism and Hinduism which are of Indian origin. Analysing the traditions, practices and belief systems will establish that moral guidelines exist within a religion and religious deity. These guidelines however do not force a decision upon an individual; belief systems simply guide a person in the correct direction toward a moral lifestyle. This in turn draws attention to decision making and how a human can act as a moral agent. The aim is to achieve knowledge and insight into questions such as how does one make a distinction between good and bad? What determines if an act is moral or immoral? Who and what is involved in the decision making process? Do certain factors such as background and life experience influence the choices one makes? These are the questions that will be addressed . Researching theologians and their perspective on the matter of moral decision making will clarify and shed light on the importance of the conscience and how an individual should evaluate a situation using a principle called the triple font theory. The concept of immorality shall be touched on in trying to find out if an act; although immoral does it constitute intrinsic evil? The final aim is to investigate morality in each specific religion, to achieve this objective the knowledge and information obtained from the research of previous topics will be put into practice in the different cultures. This project begs to ask the question, does religion make a difference to moral decision making? Chapter One: World view of seven world Religions. Religions of Chinese origins The Chinese traditions and religions share similar features and significant differences. The idea of nature is of huge importance and the concept of harmony with nature and oneself is the defining characteristic of the ancient Chinese belief system. There is an emphasis placed on the welfare and well being of the individual in the present life as opposed to a future one. What separates Confucianism, Taoism and Chinese Buddhism is the meaning which is associated with nature. Confucianism places emphasis on the nature of the human. Taoism focuses on harmony with the universe and Chinese Buddhism sees an amalgamation of the nature of the universe with the nature of the self and also with the Buddha nature. Chinese people however have no difficulty in living by all three traditions and have no loyalties to any specific tradition. For this project the focus will be on Confucianism and Taoism. Confucianism This belief system as stated previously is concerned with the nature of the human. The aim in one’s life is to become â€Å"fully human†. Their view of life is that nature was received by heaven. Achieving a good life is living by the will of heaven; this is only possible by living according to good human nature. Developing consideration for fellow beings and having a sense of humanity is essential. Family plays a huge role in Confucianism as it is where these values are first established. Confucius was a man born in 552BC and died in 479BC. He was born in a period known as the spring and autumn period in the independent state of Lu. He was well educated and had an enormous interest in the history of his people. At twenty two years of age he opened a school where he educated others. He was later promoted to office of minister of justice. Confucius introduced a moral order never seen before and the state prospered from the changes. He tried to tackle the state of Lu to conform to his teachings yet failed; the preservation of a good government was not a priority for Lu.

Comparing Numeracy Theorists

There are several theorists that link to mathematical development; their views are very distinct as to how mathematical understanding develops. One theorist that is linked to this development is Jean Piaget, in his research he discovered that children’s thoughts develop through taking in information. His researches also lead him to believe that children learn in stages according to an estimated age range. These stages are as follows: * Sensori-Motor – age 0-2 years (using senses) Pre-Operational – age 2-7 years (using symbols and language) * Concrete Operational – age 7-12 years (logical thought) * Formal Operational – age 12+ years (abstract thought) He also devised the concept of schemas for children to develop, for example some children relate to the rotation schema where they learn by rotating things such as turning taps on and off, watching the wheels on toy cars and stirring water and other resources in a circular motion.Another example of a s chema is transporting, these children will enjoy moving object around the room in different ways for example moving blocks from one side of the room to the other in a bag. Another theorist linking to mathematical development is Jerome Bruner, he believed that children learned by doing and then reimagining what they have done by drawing, writing and copying symbols such as numbers.Bruner believed that children in stages, these stages are as follows: * Enactive – age 0-1 – learning through doing physical movements * Iconic – age 1-7 – developing mental images * Symbolic age 7+ using symbols such as language to transfer thoughts He believed that a child is prone to learning and there are certain procedures for the child to follow for cognitive process.

Prince George's County Community Hazards Research Paper

Prince George's County Community Hazards - Research Paper Example The county has been affected by a number of hazards which has resulted of loss of property and even lives. Some of these hazards are related to weather which have caused injuries and deaths to the people. Moreover, it is evident that the public are not informed about certain hazards and how to manage the same in the places in which they live in. According to report released by FEMA higher percentage of people are likely to build in floodplains areas due to the fact that they are not aware of the risks associated with the same (Association of State Floodplain Managers, 2008). Therefore, it is important to inform the public about the risks associated with building in floodplain areas. However, it is has been noted that in some cases the public are not aware that they are residing in floodplain areas and they only become aware of the same after purchasing property in flood areas and suffer the effects of the floods (Federal Emergency Management Agency, 2005). In Prince George’s C ounty the risk level of the existing hazards are described as medium high. These hazards include drought, severe storm, streambank erosion and winter storm. However, the river of risks is high when it comes to coastal floods and the Riverine flood hazards. Based on this the damages caused by the aforementioned risks are calculated using damages caused to the buildings, in addition to the value of replacing the buildings and also the age of the building. However, studies have indicated that damages which are as a result of wildland fire or drought are caused by the way human population utilize land. It has been pointed out that drought as a hazard within the county impacts negatively on the planning of the place and more specifically the agricultural sector. Nevertheless, the less it is hard to mitigate the damages that are caused to crops (Federal Emergency Management Agency, 2005). Hazards such as wildland fires influence areas with grass fields, brush, crops and even tress. Apart from resulting into loss f crops the same results into economic loss not only at the personal level but also the county. Additionally, when forests are burnt the planning area of the county is interfered with and human population is likely to encroach in the land. Streambank erosion as a hazard affecting the county on an annual basis is as a result of constant and increased river discharge. This makes the hydrology of the county to change. Presently, the officials of the county have indicated that streambank erosion causes a variety of problems ranging from minor to major ones. The hazard has resulted into infrastructures an aspect that has resulted into human population encroaching land that is publicly owned. Additionally, the winter storm which is another hazard that occurs in the area on an annual basis is mostly characterized by three aspects. These are high amount of moisture, lift and cold air which not only results into precipitation but also formation of cloud. In most caus es the winter storms that affect the Maryland negatively are as a result of jet streams which are in the middle attitudes cross and move to the continental United States (Prince George's County Department of Environmental Resources, 2011). Additionally, the degree of the storm varies in addition to the impacts caused by the same. For instance within the county cases of property

Forecasting methods Essay Example | Topics and Well Written Essays - 250 words

Forecasting methods - Essay Example In a stable data, the forecast for any period is equivalent to actual value of previous periods. Companies compile data to determine their current values and future position in business. Companies like Puma and Nike uses this technique to determine market progress and future sales volume. Communication and transport industries also use this technique to assess their progress (Turchin, 2010). Estimating the average forecast is another techniques used by many organization. The value is calculated by determining forecast error. In determining forecast error, the actual value is subtracted from the predicted value of a time series. Forecast error can be either a calendar forecast or cross sectional forecast error. In calculation of forecast error, an organization can use calculating methods such as root mean squared error, mean percentage error, forecast bias and tracking signal (Kimberly, 2008). Some organization like Emirates Airline, Virgin Atlantic uses this technique. Use of forecast techniques has led to growth of many companies and industries. Each business organization should consider using forecast methods to determine

Nursing curricullum Essay Example | Topics and Well Written Essays - 1000 words

Nursing curricullum - Essay Example Despite there being a clear significance of the learning process to every person’s development, health, functioning, the well-being and health, debate about how learning takes place, the experiences that deem to hinder or facilitate learning, and the key elements that ensures learning becomes relatively vital has never ceased. Arguably, one such crucial elements pertains a learning theory. A learning theory is the coherent framework of some integrated principles and constructs that can be used for describing predicting or explaining how individuals learn. Education psychology has provided alternative theories alongside perspectives concerning how the process of learning takes place. The curriculum for the American Association of Colleges of Nursing (AACN's), has adopted a number of learning theories that have evidently been useful at boosting the training, as well as the learning processes of its staff (Fitzpatrick, & Whall, 2005).. ... They are more significant in influencing the pedagogical practice. More often than not, behaviourists tend to be of a view that all behaviour, no matter their complexity can easily be reduced to simple stimulus response association. In essence, behaviourists are emphasize on the measurable outcomes rather than imaginary thoughts and feelings (introspective processes). Ivan Pavlov, while conducting an experimental research with dogs, found out that dogs tend to salivate whenever the laboratory technician enters the room (McKenna, & Slevin, 2008). Research conducted over the same revealed that dogs had made the association between stimulus (food) and the technicians (neutral stimulus) thereby leading to the dog’s drooling response. This theory was termed as Pavlovian conditioning and was further developed by Watson who further demonstrated the classical conditioning among humans with the use of the young boys called Little Peter and Little Albert (McKenna & Slevin, 2008). Extend ing on this theory, Skinner used this theory to provide an explanation of the more complex forms of learning. Skinner believed that it was possible to utilize principles underpinning animal experimentation with children and infants. He went ahead coining the terminology Operant conditioning in explaining the influence negative and positive reinforcers have upon maintaining and shaping the behaviour of a child. The AACNs have adopted the Skinner’s theory as used in reward and punishment systems used by teachers in shaping and maintaining the behaviour of pupils. Praise, star charts, positive feedback, alongside circle time are crucial examples of the commonly used positive reinforcers, while

Case study report psychological needs of a subject Essay

Case study report psychological needs of a subject - Essay Example So in general we could describe the process of making a case study in the following way. At first, it is an analysis of the event than took place in reality; in the process you should define ways of solution for this specific case; you should think about the pros and cons of the rehabilitation strategies; and at last advise the best way out or a solution. There is a type or writing case studies, it's writing on psychological topics. These case studies involve a characteristic of a real person's problem. Fr the students' works also imagined people and the TV-show/book character are taken to examination. To begin the case study process we should mention at first place the client's background, namely age, gender, work, health status, family mental health history, family and social relationships, drug and alcohol history, life difficulties, goals, and coping skills and weaknesses. Then there should be described the very problem and the symptoms which suffers the subject in the case study. Here we should write every physical, mental and emotional feelings of a client. Then the psychotherapist should give the diagnosis and explain in what way he reached it and if it was difficult get to know what kind of disorder it is. Then the paper should include the intervention designed to help the person investigated. (1) Also the psychiatric therapy of treating the client and the client's possible response should be described. The effective and non-effective sides are to be analyzed. An information about the type of treatment should be provided. During the recent years, investigators have become gradually more interested in the psychological effect of injury and how sportsmen react to being injured. This resulted in an development of knowledge about the psychological rehabilitation made by sportsmen during the injury, and the successive effect of these on psychological state and strict adherence to rehabilitation course. Even though preferably the psychological support of injured sportsmen should be rendered by psychology professionals, in practice it is frequently implemented unceremoniously by physiotherapists. While physiotherapists normally approach to psychological components of injury as to very important issue, recent investigation shows that most of them do not consider themselves to be able to deal with these concepts and think that additional training is necessary (2). Moreover, a related analysis of patient's opinions showed that injured sportsmen think that doctors had not really considered the emotional effect o f their traumas(3).Let us examine one case of writing psychological case study. The subject is female, 20 years old soccer player. The problem lies in the following: she picked up injury in a game and dislocated the right shoulder; the injury is stopping her play. She is apprehensive of playing the game again. In general we can mention that any sport's activity includes a risk of getting injured. For example, in U.S. high schools the rate of traumatizing amongst teens from 15 to 20 is 12-30% per year. In Australia this rate is 20% per year, it is judging by the number of pupils attending the child emergency room. In the high sport the rate of injuries is even greater, amounting for 70-80% per year. And some studies have shown that the injury rate amongst elite sportsmen is 65% and 91% per year. From the point of view of the economy injuries of the sportsmen cost

International Business Environment Essay Example | Topics and Well Written Essays - 3750 words

International Business Environment - Essay Example India is one of the largest markets in the world in terms of its size and with the growing GDP, the spending propensity too will increase within the next decade. Although there is a certain degree of political and business risks involved in Indian investments, these do not surpass that of any other developing nation. In terms of its tourism industry, the local market is equally important as the foreign tourist inflows and the industry competitiveness is currently placed in average scale though forecasted for high growth during next decade. India has changed its stance from a closed economy to a open economy with much success with a short span of time and its ranking in global trade and FDI is very promising. Many new initiatives and policy measures have been recently introduced to promote international trade and tourism industry in particular as well as creating favourable FDI climate. However the country is still saddled with bureaucratic red tape and administrative restrictions. Me mbership in WTO and being party to many regional integration agreements place India in a reliable perspective in the eyes of potential investors. The country is also extending a high regard for intellectual property rights and has already implemented WTO’s TRIPS agreement. Closely managed Indian monetary system is one of the key deterrence and hindrances faced by many international investors and the close scrutiny of profit repatriation needs to be noted.

Crucial Functions in a Business Term Paper Example | Topics and Well Written Essays - 1000 words

Crucial Functions in a Business - Term Paper Example ic?, Indihar and Kovac?ic?, 2008). Administrators are involved in a wide range of activities related to budgeting and monitoring to recruitment of the new staff. Some of the routine administrative tasks involve opening mails, sending emails ands faxes as well as filing. In addition to the routine activities, other obligations require application of expertise and creativity such as staff meetings, arranging travel and important assignments, researching information and arranging crucial events such as sale conferences or interviews. The administration function is also involved in purchasing new hardware for the business and handling external customers who rate the business on the manner in which their inquiries are handled. Inefficient administration function is disastrous to the reputation as well as the company’s image. Issues such as lost orders, miscommunication of the messages, wrongly typed letters and wrong scheduling of meetings or interview may lead to loss of customers . Effective administration enables the management to concentrate on other roles necessary for business growth. Finance Function According to Finch (2010), the finance function is the most crucial segment of a business enterprise. This is because all departments in a business enterprise require financial resources for them to thrive. The staffs serving under the function records the financial inflow and outflow to enable the business managers identify the amount of profit that each department is making and be updated on the amount of money currently at the disposal of the business. This enhances accuracy in financial decisions as the information that is used is accurate and credible. Some of the roles of the finance department include production of invoices, confirming the receipt of payments, following up on overdue payments, financial recording, paying for the received orders, production of the annual statutory requirements, and preparation of payrolls as well as payment of salarie s. The finance function is also involved in roles requiring expertise and skills such as monitoring of the departmental budgets in ensuring that the departmental heads are not mismanaging funds, regular issuance of departmental budgets, and production of regular financial reports for the managers as well as playing an advisory role to the senior managers on financial issues. Role of the Manager in Administrative and Financial Functions of a Business Role of Managers in the Administrative Function The administrative manager has a responsibility of overseeing the overall work performance of a business organization. The administrative duties of a manager include communicating the wishes of superior workers to the employees to ensure that the business plans function according to the plan. Hron (2001) asserts that the manager is obligated to make decisions through analysis of various situations and deciding on the most appropriate course of action. The manager will also be bound towards instilling discipline and coaching employees to improve their competency, improve their performance and eliminate those that do not contribute in helping the organization achieve its goals. The manager should also understand the selection and recruitment procedures required for choosing the most appropriate candidates for different roles within the organization. The manager colludes with the administrators in delegation of accounting, payroll and paperwork. Other essential administrative roles of a manager include application of the information systems in enhancing output and ensuring that the office environment is suitable for performance as well as provision of adequate support to other managers and departments. Role of Managers

Appropriation as a critical practice in postmodernist art Essay

Appropriation as a critical practice in postmodernist art - Essay Example In the context of visual arts, art appropriation is associated with concepts of borrowing, adoption, recycling, or sampling certain aspects or even the entire form of any visual arts creation. The strategies used include recombinant, variation, interpretation, re-vision, imitation, supplement, re-evaluation, version, improvisation, increment, homage, paraphrase, forgery, mimicry, allusion, and karaoke.   Thus, in this form of art the artist while creating a new object uses certain elements borrowed from another artist’s works. This borrowing, referred to in the context of describing the new work, will term it as 'the artist uses appropriation;' or it may also directly refer to the new work and state, 'this is a piece of appropriation art'. Within ‘Arts’ the practice of appropriation involves the use of other artists’ symbol, ideas, artefacts, objects, photographs, sound, forms or styles from the various cultures, popular culture, art history, or any man c reated visual or non visual art form (Schneider, 2003). An elementary feature of appropriation art is that the artist in his new work simply reframes the original idea and presents it as a new one. Thus, in a majority of the cases, the original work still remains visible or accessible without change within the framework of the new creation. Anthropologists in their various research papers have claimed that this process of appropriation, is another form of  cultural borrowing  and includes concepts of both art and urbanism, and represents a path of the cultural modifications taking place while also distinguishing the relationship between the different cultures worldwide (Schneider, 2007). The words variation and   appropriation  in art often viewed as synonyms and used interchangeably, to denote the same form of work (ibid). In this context, we will examine works of three famous artists Robert Rauschenberg, Andy Warhol, and Barbara Kruger as we explore the use of appropriatio n as a critical practice in postmodernist art.   Discussion A brief overview of the history of appropriation art: Various artists, scholars and critics, have studied and analysed the route of the ‘appropriative’ notions that have been present in the arts history for many centuries. The word ‘appropriation’ implies ownership rights, and associated questions on unethical practices. Appropriation has been long present within the history of arts, and a study of the ancient artworks will reveal that the classical Greek artworks existed primarily through the Roman art appropriations. These were presented in the form of reproductions, created specially, to preserve, to keep records, to document, or to elicit a culture they hoped to imitate in the future (Deloria, 1999), while during the Middle Ages, a perfectly reproduced artwork was generally granted the same honour as the original piece. As per the notions associated with appropriation art, one can also refer Leonardo da Vinci  as an appropriation artist of the middle ages. Da Vinci used the ‘recombinant’ technique of appropriation, and accepted ideas from different sources and diverse subjects like art, mathematics, biology, and engineering and then combining them to create inventory artworks. In fact, modern historians contend that many of Da Vinci’s scientific models and designs were imitated and improvised versions of the works of another famous sculptor

Adolf Loos Design Culture Essay Example for Free

Adolf Loos Design Culture Essay There are, or were, better arguments than Loos’s against the misuse of ornament. It could be considered morally dubious, because it is a means of showing off ones wealth. That historical argument was made in the days when hand-crafted decorations were very expensive, but it no longer applicable, now that ornament can be machine-made at a modest cost. In any case, good ornamentation has never been valued solely as ostentation; traditionally, it has also been seen to have real aesthetic merit. Sometimes, excessive ornamentation could be said to be unaesthetic; and in my perspective, some extreme art creations fall into this error. Art plays a particularly important and influential role in culture. It does not simply reflect culture; it creates culture. By studying ornamentation in different periods of design history, we can understand more about how it has manifested itself and why it is a vital part of our history. Window displays, if used effectively, can bring retailers new customers, create customer loyalty, and enhance the image of the business. By decorating and furnishing the display windows, retailers can attract more customers into their stores, increase the sales and revenue, because the majority of purchase decisions are made on impulse. Window displays continue to have a massive influence even until now. It is one of the most important tools to draw customers’ attention. Even from an economic perspective, ornamentation is not necessarily a waste of labour, money, and materials. The 19th century definitely is the century of decorative arts. At the beginning of the century, the arts were ornamental subjects in the education of young ladies and gentlemen. Artistic accomplishments were displayed in pleasing social performances that appeared effortless but demonstrated good taste and ideal values, knowledge, and skills. Art education was one component of a process of secular refinement that spread from the wealthy to the middling sort and included the beautification of houses, churches, as well as school buildings. The art of interior decoration and design was at the same time intimate and luxuriant. Loos argues that ornamentation is uncivilized and primitive, and would hinder the development of national culture. However, ornamentation meant more than just decoration at that time, and the acceptable use of ornament, and its precise definition became the source of aesthetic controversy in academic Western architecture, as architects and critics searched for appropriate styles. â€Å"A plain, functional form generally signified the often harsh necessities of work, and as such was tolerated in its place, but art, in the form of decoration and ornament, represented for many people a deep aspiration for a better life† (Heskett, 56). Ornamentation at that time brought not only the sense of beauty but also mentally content to its user. What do vehicles, vacuum cleaners, ironers, planes, and ships have in common? Obviously, the streamlined design. In the 20th century, streamlined design has evolved from a scientific to an ornamental purpose. While Loos argues that ornamentation is crime and designers should focus on functions, streamlined design actually improves the functionality and the durability of a product. The goal for the future is to improve aerodynamic efficiency by greatly reducing drag while maintaining and, wherever possible, increasing down-force† (Ferrari. com). As a result of using aerodynamic streamlined design, Ferrari has become one of the best hyper-sport car brands in the world for fifty years, best known for its speed and handling. â€Å"In fact, Fordism turned the factory into a kind of super-machine in its own right, with both human and mechanical parts† (Wollen, P66). Fordism is the economic period that turned craftsmanship into the mass production of standardized objects. Under Fordism, production entailed an intensified division of industrial labor; increased mechanization and the coordination of large-scale manufacturing processes to achieve a steady flow of production, and shifted toward the using of less skilled labour. This system effectively reduces the costs of producing large quantities of products and, consequently, makes the sale price significantly lower than the craftsman’s. An ornament is not considered to be a prior-determined mask anymore, to create a significance, or, to have a certain meaning, as it was during the postmodern period. It does not have the role of concealing things, as it did in different historical periods before the modern period, when its existence was futile. A good example of modern design is a wall clock. A clock is meant to draw our attentions through its function. With a fancy design, it also serves as a decoration in the environment. But no matter how fancy the design is, a clock is always meant to be seen easily and quickly. Practical and ornamental designs oftentimes intersect. In those cases, the design elements involved can either work well together or hinder each other. Loos’s argument about decoration is degenerate and inherently criminal does not stand up. Given the time in he is writing, we can forgive Loss his racist assumptions about the black and the Papuans. However, his assertion that primitive people decorate themselves in tattoos so, therefore decoration must be a degenerate practice is completely unfounded and holds no weight at all. I appreciate modern design just as much, if not more than the ordinary person, but truth be told, I am not really interested in decoration.

The Elusiveness of Good Work in The Insider Essay Example for Free

The Elusiveness of Good Work in The Insider Essay In â€Å"Good Work, Well Done,† Howard Gardner (1999) argues that â€Å"the goal of carrying out good work is harder to reach when conditions are unstable and market forces are allowed to run unchecked. † This, according to him, was the dilemma â€Å"faced by workers in every domain† as existing authority systems in most working environments are designed to penalize whistle blowers rather than to correct unethical business practices. Gardner’s argument is exemplified in Michael Mann’s (1999) film, The Insider. Based on the true story of tobacco industry whistle blower Jeffrey Wigand, Mann’s film is a brilliant movie depicting the intrinsic motivations, values, and expectations that oblige otherwise ambitious, loyal employees into sacrificing profitable careers, and even themselves, for the sake of the majority. The film owes majority of its success to Mann’s directorial genius, exemplary performances by Russell Crowe, Al Pacino, Christopher Plummer, and Dianne Venora; and in part to the compelling story of an altruistic employee who decides to give up his lucrative career for a nobler cause. The Insider is interesting in its genuine depiction of many corporate workers’ experiences, the working environment, and the conflict that ensues due to incongruence between the individual’s personal values and company expectations for loyalty in its organization. By following the narrative of a tobacco company executive who exposes the unethical business practices of the corporation he works for, the film raises the issues of professional ethics as they relate and interact with business ethics in a corporate setting where the concerns of a healthy bottomline override other matters of concern (Gardner, 2002). More importantly, the film captures the complex nature of whistle blowing as â€Å"an extreme that defies the reasonable expectation of the most prominent versions of ethics† (Grant, 2002, p. 396) and the impact of this action on the personal life of the whistle blower. Thus, the film’s title takes an ironic twist as whistle blowing demands that a worker, or an insider, subvert the norms and expectations of the culture he is in and in the process rendering him an outsider. This aspect of whistle blowing is particularly depicted in the dilemma confronting the film’s main protagonist, Jeffrey Wigand (Russell Crowe), a scientist working as an executive in the research department of Brown and Williamson, one of the tobacco industry’s biggest companies. Wigand is terminated by the corporation because of his refusal to cooperate with the company’s questionable practice involving the use of nicotine to make cigarettes more addictive that in the scientist’s view was causing major damage to public health. Clearly, Wigand’s case confirms Joseph McCafferty’s (2002) observation that â€Å"more often, those who try to bring to light unethical or illegal practices by their employers are criticized, treated like outcasts, fired, or worse. † For instance, he experiences being harassed and receiving death threats shortly after being fired from the company, ostensibly made to ensure that he keeps his silence and honors his confidentiality agreement. It is not surprising that insiders like Wigand often experience extreme pressure and personal conflict even after they have severed ties with the company they work for. Threats of retaliation through physical or financial harm and legal action often force employees who leave their jobs due to the mismatch between their ethical principles and work expectations vis-a-vis the priorities of the company they work for. The existence of legal and social mechanisms that punish the act of whistle-blowing, and the ineffectiveness of existing legal systems to support those who come forward to tell external stakeholders about illegal or unethical business practices contribute to the difficulties faced by whistle blowers. McCafferty, 2002) Ultimately, these impediments condition the majority of workers into a state of compliance despite their knowledge of wrongdoings in their workplace. Accordingly, Grant (2002) argues that individuals like Wigand display a sense of ethics that surpass conventional ethical behavior and â€Å"exceed the minimal level that is required to sustain civil life. † (p. 96) Given the lack of incentives and the threats posed by this action on their personal life and career opportunities, whistle blowers are clearly driven by a strong belief in moral and ethical ideals contrary to the conventional notion of whistle blowers as vindictive or errant employees. Wigand’s character affirms Grant’s (2002) contention; Instead of being deterred by the harassment and the gloomy prospects awaiting him in his career, he becomes more determined decision to spill Brown and Williamson’s dirty secret in a 60 minutes interview with CBS reporter Lowell Bergman (Al Pacino). Wigand;s character therefore fits Grant’s description of whistle blowers as â€Å"saints in a secular culture. † Throughout the film, Wigand’s sense of justice shines through despite his emotional battles and inner turmoils as he encounters numerous hardships such as being separated from his family and from company efforts to discredit his name. It is therefore only fitting that Wigand is vindicated when Bergman is able to counter the negative publicity and he finds a more fulfilling career that allows him to finally do â€Å"good work† by teaching. Thus, The Insider is an illuminating look at how existing political and economic structures inhibit individuals from doing â€Å"good work† as defined by Gardner (2002). It is also an incisive commentary on how society, in general, conditions employees to normalize unfair business practices by valuing material incentives more than those based on social or moral ones. Consequently, whistle blowers, and others intent on doing â€Å"good work,† are often forced to carry their battles and ethical struggles alone, left vulnerable to the machinery of Big Business, and treated with contempt by their collegues and families.

Personality and Organizational Commitment Relationship

Personality and Organizational Commitment Relationship ABSTRACT The objective of this study was to explore the relationships between the personality traits and organizational commitment among non teaching employees in government schools in the Sultanate of Oman. Data was collected by using Big Five Inventory (BFI) and revised Organizational Commitment Scale (Meyer, Allen, Smith, 1993). Response was received from 95 non teaching employees with a response rate of 47.50%. The findings of this study suggest us the relationships between personality traits and organizational commitment among non teaching staff in the government schools. KEYWORDS Affective commitment, big five-factor model of personality, continuance commitment, normative commitment, organizational commitment. INTRODUCTION This study explored the relationship between personality traits and organizational commitment among non teaching employees in the government schools of Sultanate of Oman. Organizational Commitment is being considered as an underlying factor for organizational success. Shepherd and Mathews (2000) suggest that employers view Organizational Commitment with increasing interest and importance. Due to increasing interest of employers and researchers, organizational commitment has become highly researched job attitude. It is evident from the fact that commitment has been the subject of many meta-analyses (Cooper-Hakim Viswesvaran, 2005; Mathieu Zajac, 1990; Meyer, Stanley, Herscovitch, Topolnytsky, 2002) studies. Theoretical reviews by Lawler (1992) and Reichers (1985) have also widely explored this attitude. This job attitude has become important for employers because employees with low levels of commitment are more likely to leave their organizations (Meyer et al., 2002). Research into Organizational Commitment has focused on the relationships between various antecedents and the components of Organizational Commitment. The primary antecedents to organizational commitment are like age; gender; education level; marital status; position and organization tenure; personality; and role states (Camilleri, 2002). Meyer and Allen, (1984); Grusky, (1966) and Mowday et al (1982) have thoroughly examined various relationships between antecedents and organizational commitment. This study was designed to contribute to the Organizational Commitment related literature by exploring the relationships between age, tenure, personality traits (using Big Five Model) and organizational commitment. THE FIVE-FACTOR MODEL OF PERSONALITY The Big Five model of personality implies that personality consists of five relatively independent traits that provide a meaningful explanation for the study of individual differences (Kumar, Bakhshi Rani, 2009) and their responses. The five dimensions in Big Five model of personality are Extraversion, Conscientiousness, Openness to Experience, Agreeableness and Neuroticism. Each of the Big Five traits is a set of traits that tend to occur together in individuals (Kumar, Bakhshi Rani, 2009). Extraversion is the state of being predominantly concerned with and obtaining gratification from what is outside. The behavioral tendencies used to measure this factor are sociable, gregarious, assertive, talkative, and active (Barrick Mount, 1991). Conscientiousness refers to the tendency to show self-discipline, act dutifully and be focused on the goals. It includes behavioral tendencies like being hard working, achievement- oriented, persevering, careful, and responsible (Barrick Mount, 1991). Openness to experience is a general appreciation for art, emotion, adventure, imagination and variety of experience. The behavioral tendencies associated with Openness to Experience include being imaginative, cultured, curious, original, broad minded, intelligent (Digman, 1990). It also reflects need for variety, aesthetic sensitivity, and unconventional values (McCrae John, 1992). Agreeableness refers to a tendency to be compassionate and cooperative. This factor includes behavioral tendencies like being courteous, flexible, trusting, good-natured, cooperative, forgiving, soft-hearted, and tolerant (Barrick Mount, 1991). Neuroticism refers to the tendency to experience negative emotions like anger, anxiety, or depression in a person. It is also called emotional instability. Behavioral tendencies associated with this factor include being anxious, depressed, angry, embarrassed, emotional, worried, and insecure (Barrick Mount, 1991). ORGANIZATIONAL COMMITMENT Organizational Commitment refers to the degree to which an employee identifies with the goals and values of the organization and is willing to exert effort to help it succeed (Herscovitch Meyer, 2002). According to Allen and Meyer (1990) Organizational Commitment is made up of three components or dimensions. First component is affective commitment and it refers to the employees emotional attachment to, identification with, and involvement in, the organization. Second component is continuance component and it refers to commitment based on the costs that the employee associates with leaving the organization. Third component of organization commitment is normative component, which refers to the employees feeling of obligation to remain with the organization. DEMOGRAPHIC RELATIONSHIPS WITH ORGANIZATIONAL COMMITMENT RELATIONSHIP BETWEEN AGE AND ORGANIZATIONAL COMMITMENT According to meta-analysis by Mathieu and Zajac (1990), age and organizational commitment yielded a medium positive correlation. Older employees tend to have a higher degree of organizational commitment because they view their past years of service to the organization as an investment (Camilleri, 2002). Therefore they would tend to be more committed to the organization. Thus, H 1: Non teaching employees commitment to the organization will positively relate to their age. RELATIONSHIP BETWEEN TENURE AND ORGANIZATIONAL COMMITMENT Various studies show a weak positive relationship between tenure and organizational commitment. In these studies, job tenure has been shown to be more positively related to attitudinal commitment, while organizational tenure was more positively related to calculative commitment (Clayton, Petzall, Lynch Margret, 2007). The given explanation is that years spent in a particular position tend to increase an employees psychological attachment to an organization, while extended tenure also increases their stake in terms of benefits such as pension plans (Mathieu and Zajac, 1990, p.8). Thus, H 2: Non teaching employees commitment to the organization will positively relate to their length of tenure. RELATIONSHIP BETWEEN BIG FIVE PERSONALITY TRAITS AND ORGANIZATIONAL COMMITMENT AFFECTIVE COMMITMENT Affective commitment refers to an employees positive emotional response to the organization. An employee, who is affectively committed, strongly identifies with the goals of the organization and desires to remain in the organization. While extroverts exhibit positive emotionality (Watson Clark, 1997) and it is reasonable to assume that those high in Extraversion experience higher affective commitment than those who are less extraverted. Many studies have also found significant bivariate correlations between positive emotionality and affective commitment (Williams, Gavin, Williams, 1996). Thus, H3: Non teaching employees extraversion will positively relate to affective commitment. CONTINUANCE COMMITMENT Continuance commitment refers to an awareness of the costs (economic and social) associated with leaving the organization. It develops through an employees perceptions of employment alternatives. Employees who perceive that they have several viable alternatives will have weaker continuance commitment than those employees who perceive that they have few alternatives (Meyer Allen, 1997). Extrovert individuals tend to be more socially active and may develop more social contacts than introverts. More social contacts of extraverts may bring them more job opportunities. Therefore, H4: Non teaching employees extraversion will negatively relate to continuance commitment. Neuroticism refers to an enduring tendency to experience negative emotional states by an individual. Neurotic individuals tend to experience more negative life events than other individuals (Magnus, Diener, Fujita, Pavot, 1993). Due to this tendency, person may prefer to stick to same job instead of facing new work environment. Thus, H5: Non teaching employees neuroticism will positively relate to continuance commitment. Conscientiousness refers to the traits like self-discipline, carefulness, thoroughness, organization,  deliberation  (the tendency to think carefully before acting), and need for  achievement. According to Organ and Lingl (1995), due to conscientiousness nature, employee gets more opportunities to obtain formal (e.g., pay, promotion) and informal work rewards (e.g., recognition, respect). To the extent that a conscientious employee earns such rewards, they should have high level of continuance commitment. Therefore, H6: Non teaching employees Conscientiousness will positively relate to continuance commitment. NORMATIVE COMMITMENT Normative commitment refers to employees perceptions of their obligation to their organization. It develops from the investments that an organization makes in its employees (Meyer Allen, 1991). This will make employees feel indebted to his or her organization and want to respond his or her organizations initiatives favorably. Extraverted employees seek out more social interactions within the workplace and exhibit positive emotions. Therefore extroverts tend to respond favorably towards the organization due to perception of obligation. Thus, H7: Non teaching employees extraversion will positively relate to normative commitment. METHOD SAMPLE A sample of 95 non teaching employees was obtained from government schools in the Sultanate of Oman. Questionnaires were bilingual (English and Arabic). Response rate of 47.50 % (95 filled questionnaires received out of 200) was obtained. The gender composition of the sample was 53.7% male (N=51) and 46.3% female (N=44). The average age of the respondents was 35.85 years (SD=4.3). On an average, the respondents had the present organizational tenure as 7.46 years (SD = 3.2) and total job tenure as 8.21 years (SD = 2.9). MEASUREMENTS THE BIG FIVE The Big Five Inventory (BFI) (John et al., 1991) (John et al., 2008) consisting of total 44 items was used to measure personality traits of school laboratory technicians on a five point Likert-type anchoring ranging from strongly disagree (1) to 5 (strongly agree). It contains five dimensions corresponding to big five personality traits (Extraversion, Neuroticism, Agreeableness, Openness and Conscientiousness). The reliabilities (Cronbachs Alpha) for each facet were Extraversion (0.88), Neuroticism (.94), Agreeableness (.92), Openness (.91) and Conscientiousness (.91). AFFECTIVE COMMITMENT Affective Commitment was measured by revised version of Affective Commitment Scale (Meyer, Allen, Smith, 1993). Responses were collected on a seven-point Likert-type anchoring that ranged from strongly disagree (1) to strongly agree (5). The reliability (Cronbachs Alpha) of this six item scale was 0.82. CONTINUANCE COMMITMENT Continuance Commitment was measured by revised version of Continuance Commitment Scale (Meyer, Allen, Smith, 1993). Responses were collected on a seven-point Likert-type anchoring that ranged from strongly disagree (1) to strongly agree (5). The reliability (Cronbachs Alpha) of this six item scale was 0.88. NORMATIVE COMMITMENT Normative Commitment was measured by revised version of Normative Commitment Scale (Meyer, Allen, Smith, 1993). Responses were collected on a seven-point Likert-type anchoring that ranged from strongly disagree (1) to strongly agree (5). The reliability (Cronbachs Alpha) of this six item scale was 0.89. RESULTS A factor analysis, which is confirmatory in nature, was performed on the different variables such as Extraversion, Neuroticism, Agreeableness, Openness, Conscientiousness, Affective commitment, Continuance commitment, and Normative Commitment. The factor analysis was conducted using principal axis factoring with varimax rotation as an extraction method (see for details, e.g. Nummenmaa et al., 1996, p. 244; Hair et al., 1998, pp. 87-120). The identified factors were selected whose Eigen values are greater than 1.0 from the graph of scree plot. Graph 01: Scree Plot Showing Eigen Values of Factors These variables within factors are correlated, is confirmed by the Bartletts test of sphericity. The Kaiser-Meyer-Olkin (KMO) measure of sampling adequacy indicated a practical level of common variance (KMO = 0.587), which implies that the results obtained from factor analysis are appropriate. The factors identified with loadings in appendix 01 exhibits 74.22 percent of the variance of the variables. The table 01 comprises the means, standard deviations, partial correlations, and reliability coefficients for the proposed variables. The partial correlations among proposed variables provided initial support of our hypotheses. In the support of hypothesis 01 age is positively correlated with affective commitment (r = 0.255, p The table 02 shows the results obtained after running multiple regressions. It is evident from the table 02 that the correlations among variables are low. The coefficient of determination of three dimensions of organizational commitment such as Affective commitment, Continuance commitment, and normative commitment are 35.8%, 24.6%, and 20% respectively. The coefficient of determination indicates the change in dependent variable is explained from a change in independent variables. It is evident that the relationship in a linear is medium for affective commitment and small for continuance commitment and normative commitment as the value of the coefficients of determination are very weak. The F-ratio for the three dimensions of organizational commitment such as Affective commitment, Continuance commitment, and normative commitment are 5.255 (p When exploring the beta values of three dimensions of organizational commitment, the magnitude of approximately all values is low. The 35.8% explained variance in the coefficient of determination for the affective commitment may be attributed to organization tenure, job tenure, extraversion, and openness to some extent. The 24.6% explained variance in the coefficient of determination for the continuance commitment may be attributed to organization tenure, extraversion, neuroticism, and conscientiousness to some extent. The 20% explained variance in the coefficient of determination for the normative commitment may be attributed to organization tenure, job tenure, and extraversion to some extent. DISCUSSION The findings suggest that the studied model serves as the foundation in the exploration of the various dimensions of organizational commitment. In particular, Age and organizational tenure has played substantial role in all three forms of the organizational commitment. Moreover, Extraversion has played a role of the most consistent independent variable of the all dimensions of the organizational commitment. Extraversion was positively associated with affective commitment because the positive emotionality is important dimension of personality (Watson et al.,1988; J. Erdheim et al. 2006). Secondly, Extraversion was negatively associated with continuance commitment. In general, extraverts have better relations with peers than introverts which may result into better career options (Watson Clark, 1997). Finally, Extraversion was positively associated with normative commitment. Because extraverts believe that their extraordinary service by providing congenial social environment may enhanc e the psychological contract with the organization (Watson, 2000; J. Erdheim et al. 2006). Correlation between Neuroticism and Organizational Commitment varied for three components of organizational commitment. Correlation between Neuroticism and Affective Commitment was found significantly negative and significantly positive with continuance commitment. While with normative commitment it was found negative (nonsignificant). Neurotics tend to be prone to negative experiences and negative affect. This tendency makes them low on affective commitment. Neurotic individuals used to be conscious of the costs associated with leaving the jobs so continuance commitment used to be high among neurotics. Conscientiousness displayed positive significant relationship with continuance commitment while nonsignificant relations with affective and normative commitments. Since conscientious individuals tend to be highly involved in to their jobs (Organ Lingl, 1995) and it increases their chances of workplace rewards. These rewards will have impact on the continuity of individuals in the organizations. THEORETICAL AND MANAGERIAL IMPLICATIONS The results of the present study reflect that the role of personality is vital in the development of organizational commitment. It gives a scope of relationship between personality job attitudes and organizational commitment. This theoretical implication gives further scope of study pertaining to the factors of other dimensions of the job attitudes such as job involvement, job embeddedness etc. Managerial implications of the study are primarily in the personnel selection. Since different components of organizational commitment are correlated with personality traits, organizations need to judge personality traits at the time of selection and foresee the impact on the candidates commitment. It has been found in meta-analysis that employees with low level of commitment are more likely to leave their organizations (Meyer et al., 2002). LIMITATIONS AND FUTURE DIRECTIONS Furthermore, this study suffers from three limitations whereas the results are statistically in most parts. The first limitation is related to the sample size which is relatively small in comparison to similar other studies. The second limitation pertains to the coefficients of regression model which are relatively low and may affect the reliability and validity of findings. The third limitation which is prominent in nature is that the proposed model was tested using correlation and regression analysis among variables. However, this technique can only examine a single relationship at a time (Hair, at el, 1998). An area of upcoming research is to test the proposed model using Structural Equation Modeling (SEM) which may provide better results. SEM is a multivariate statistical technique used to estimate a number of interrelated dependence relationship simultaneously. The present study will give additions in the literature of the factors pertaining to the organizational commitment in various dimensions. There are evidences of outcomes of the study that the application of the five-factor model of personality assisting the prediction of three forms of the organizational commitment. This model paves the way to a new dimension of the research which may explore the extensive relationship between the unexplored dimensions of personality and organizational commitments. Our findings have various practical implications in the selection procedure of the organization. Further research may be extended to explore the utility of using personality tests to predict organizational citizenship behavior in a selection setting. REFERENCES Allen, N.J., and Meyer, J.P. (1990) The Measurement and Antecedents of Affective, Continuance and Normative Commitment to the Organization, Journal of Occupational Psychology, Vol. 63:1-18. Barrick, M. R., Mount, M. K. (1991). The big five personality dimensions and job performance: A Meta-Analysis. Personnel Psychology, 44, 1-26. Camilleri, E. (2002). Some Antecedents of Organizational Commitment: Results from an Information Systems Public Sector Organization. Bank of Valletta Review, 25. Clayton, B., Petzall, S., Lynch, B. Margret, J. (2007). An Examination of the Organizational Commitment Of Financial Planners. International Review of Business Research Papers, Vol.3, No.1. Pp. 60 72 Cooper-Hakim, A., Viswesvaran, C. (2005). The construct of work commitment: Testing an integrative framework. Psychological Bulletin, 131, 241-259. Digman, J. M. (1990). Personality structure: Emergence of the five-factor model. Annual Review of Psychology, 21, 417-440. Erdheim,J., Wang, M. Zickar, M.J. (2006). Linking the Big Five personality constructs to organizational commitment. Personality and Individual Differences 41, 959-970 Grusky, D. (1966) Career Mobility and Organisational Commitment, Administrative Science Quarterly, Vol. 10, 488-503. Hair, J.F., Anderson, R.E., Tatham, R.L., Black, W.C. (1998), Multivariate Data Analysis, 5th ed., Prentice-Hall, Upper Saddle River, NJ, . Herscovitch, L. and Meyer, J. P., 2002. Commitment to organizational Change: Extension of a three-component model. Journal of Applied Psychology, 87: 474-487. John, O. P., Donahue, E. M., Kentle, R. L. (1991). The Big Five InventoryVersions 4a and 54. Berkeley, CA: University of California, Berkeley, Institute of Personality and Social Research. John, O. P., Naumann, L. P., Soto, C. J. (2008). Paradigm shift to the integrative Big Five trait taxonomy: History, measurement, and conceptual issues. In O. P. John, R. W. Robins, L. A. Pervin (Eds.), Handbook of personality: Theory and research (pp. 114-158). New York, NY: Guilford Press. Kumar K., et al (2009). Linking the Big Five Personality Domains to Organizational Citizenship Behavior. International Journal of Psychological Studies. Vol. 1, No 2 Lawler, E. J. (1992). Affective attachment to nested groups: A choice process theory. American Sociological Review, 57, 327-339. Magnus, K., Diener, E., Fujita, F., Pavot, W. (1993). Extraversion and neuroticism as predictors of objective life events: A longitudinal analysis. Journal of Personality and Social Psychology, 65, 1046-1053. McCrae, R. R., John, O. P. (1992). An introduction to the five-factor model and its applications. Journal of Personality, 2, 175-215. Mathieu, J. E., Zajac, D. M. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin, 108, 171-194. Meyer, J.P. and Allen, N.J. (1984) Testing the Side-Bet Theory of Organisational Commitment: Some Methodological Considerations, Journal of Applied Psychology, Vol. 69: 372-378. Meyer, J. P., Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1, 61-89. Meyer, J. P., Allen, N. J., Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78, 538-551. Meyer, J. P., Allen, N. J. (1997). Commitment in the workplace: Theory, research and application. California: Sage Publishers Inc. Meyer, J. P., Stanley, D. J., Herscovitch, L., Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61, 20-52. Mowday, R., Porter, L.W. and Steers, R.M. (1982) Employee-Organisation Linkages: The Psychology of Commitment, Absenteeism, and Turnover. San Diego, CA: Academic Press. Nummenmaa, T., Konttinen, R., Kuusinen, J., Leskinen, E. (1996), Tutkimusaineiston Analyysi , Analysis of Research Data WSOY, Helsinki, . Organ, D. W., Lingl, A. (1995). Personality, satisfaction, and organizational citizenship behavior. Journal of Social Psychology, 135, 339-350. Reichers, A. (1985). A review and reconceptualization of organizational commitment. Academy of Management Journal, 10, 465-476. Shepherd, J. L. Mathews, B. P. (2000). Employee commitment: Academic vs practitioner perspectives. Employee Relations, 22(6): 555-575. Watson, D., Clark, L. A. (1997). Extraversion and its positive emotional core. In S. R. Briggs, W. H. Jones, R. Hogan (Eds.), Handbook of personality psychology. New York: Academic Press. Watson, D., Clark, L. A., Tellegen, A. (1988). Development and validation of brief measures of positive and negative affect: The PANAS scales. Journal of Personality and Social Psychology, 54, 1063-1070. Watson, D. (2000). Mood and temperament. New York: Guilford Press. Williams, L. J., Gavin, M. B., Williams, M. L. (1996). Measurement and nonmeasurement processes with negative affectivity and employee attitudes. Journal of Applied Psychology, 81, 88-101. Personality and Organizational Commitment Relationship Personality and Organizational Commitment Relationship CHAPTER 1 INTRODUCTION Chapter Overview This study will focus on the relationship between personality and organizational commitment. This chapter includes background of the study, problem statement, research question, research objectives, significant of the study and the scope of study as well. In addition, the conceptual and operational definitions of terms are discussed to provide an understanding on their usage in this study. Lastly, this chapter concludes with a summary. Background of the Study Organizational commitment is a positive psychological state of attachment that pushes the employee’s performance upward to successfully turn the firm’s strategic vision into a reality (Hawass, 2012) 8964-35144-1-PB (2). Although there are many kind of definitions by different researchers, all of them unanimously attempted to place emphasis on the relationship between employees and organization (Ekmekci, 2011) Darbanyan. Over the past two decades, there has been a huge increase in the research efforts trying to explore and understand the nature, antecedents and consequences of organizational commitment (2-4) Kumar. Many of research reviews and meta-analysis have done on organizational commitment because it plays an important role in predicting work behavior (kumar, 2010) kumar. According to Klein, Backer, Meyer (2009) Hackney, organizational commitment is so well studied due to the impact of organizational commitment is associated with work outcomes such as turnover intention, absenteeism, job performance, motivation and job withdrawal behaviors. Organizational commitment is a multidimensional framework that can bring effect to many factors in organization and draw out various positive implication for organization and its workers (Darbanyan et al. 2014) Darbanyan. For example, there is an inverse relationship between organizational commitment and absenteeism, turnover intention and dysfunctional job behavior (Amiri, 2009) Darbanyan. Moreover, meta-analyses also indicate that organizational commitment is positively related to job satisfaction, organizational citizenship behaviors (OCBs) and job performance (Vandenberghe and Bentein, 2009; Su et al. 2009) 09593841211204335. A study conducted by Sjoberg and Sverke (2000) Darbanyan in Sweden found out that organizational commitment has multiple effects on absenteeism. Researchers have identified different factors that can be affected for organizational commitment. Personal characteristic, work experience, role related characteristics are considered as common antecedences of organizational commitment (Meyer and Allen, 1993). Personality characteristics are one of the antecedents of commitment and studies of personality as it relates to commitment are few (Klein rt al., 2009) Hackney. Personality is another variable that examined in this study as well as addressed by many theorists. Different researchers possess different approaches and came up with various definitions of personality in line with their approaches (Darbanyan, 2014). According to Peryin John (2009) 8964-35144-1-PB (2), each level of these personality traits has special contribution to the understanding of individual differences in behavior and experience. Individual’s personality can define how he or she views the world around him, react to situations and interacts with others in the organization (Michaud, 2013) 8964-35144-1-PB (2). Understanding employee’s personality is very important due to its usefulness on placing people into jobs and gives clues to managers about how an employee is likely to act and feel in a variety of situation. According to Kumar and Bakhshi (2010) SSRN-id2220719, individual’s personality is a good predictor of work attitudes and work outcomes. The dispositional factors are always referring to the Five-factor model of personality (Kumar and Bakhshi, 2010). Big Five personality is one of the most prominent models in contemporary psychology to describe the most salient aspects of personality (Goldberg, 1990; John Srivastava, 1999) SSRN-id2220719. Most of the studies on organizational commitment focus on identifying the environmental factors such as low salary, highly stress environment and low motivation (Hoffmann, Ineson.., 2004) 109_327_3rdICBER2012_Proceeding_PG1583_1592. However, employee dispositional sources mainly known as personalities are being ignored. A study done by Kumar †¦ (2010) stated that there is little attention given in investigating the relationship between personalities, using the Big Five personality model with organizational commitment. This study proposes to investigate the relationship between Big Five personality and organizational commitment among employees in Aon Insurance Brokers Sdn Bhd, Bangsar. Problem Statement Research Questions Research questions of this study are: What are the personality traits among employees in Aon Insurance Brokers (M) Sdn Bhd. What is the level of organizational commitment of employees in Aon Insurance Brokers (M) Sdn Bhd? Is there any relationship between Big Five personality and organizational commitment among employees in Aon Insurance Brokers (M) Sdn Bhd? What is the effect of Big Five personality to organizational commitment among employees in Aon Insurance Brokers (M) Sdn Bhd? Research Objectives The research objectives of this study are: To identify the personality traits among employees in Aon Insurance Brokers (M) Sdn Bhd. To determine the level of organizational commitment of employees in Aon Insurance Brokers (M) Sdn Bhd. To investigate the relationship between Big Five personality and organizational commitment among employees in Aon Insurance Brokers (M) Sdn Bhd. To determine the effect of Big Five personality to organizational commitment among employees in Aon Insurance Brokers (M) Sdn Bhd. Scope of the Study This study is to identify the relationship between personality and organizational commitment among the employees in Aon Insurance Brokers (M) Sdn Bhd. The study will be conducted by having the Aon Insurance Brokers (M) Sdn Bhd’s employees as respondents to identify the personality traits and organizational commitment of them. There are around 110 employees who work in Aon Insurance Brokers (M) Sdn Bhd and there will be a total number of 86 employees been chosen randomly as research sample to participate in this study. The employees will be chosen based on random sampling and the data will be collected via questionnaire from the employees in Aon Insurance Brokers (M) Sdn Bhd. The independent variable will be measured by Big Five Inventory (BFI). The dimensions of the Big Five personality are extraversion, agreeableness, conscientiousness, neuroticism and openness. For the dependent variable, Three Dimensional Commitment Scale questionnaire will be used to measure the organizational commitment of employees. There are three dimensions of organizational commitment that will be measured: affective organizational commitment, continuance organizational commitment and normative organizational commitment. Total of 24 items will be used to measure organizational commitment by using 5 point Likert Scale. Significant of the Study Many researchers have widely discussed the study on organizational commitment (Lin, Lin and Lin, 2010; and Judge, Klinger, Simon and Yang, 2008) 109_327_3rdICBER2012_Proceeding_PG1583_1592. However, there is not much attention given on the study of relationship between Big Five personality and organizational commitment especially in Malaysia. Thus, this study will contribute in adding more literatures on personality and organizational commitment specifically in Malaysia context. The study brings attention to the importance of talking personality into consideration while measuring employees’ organizational commitment. Additionally, this study will help managers to understand more about employees’ personality and how they react toward organizational processes. Understanding employees’ personality is very useful to managers because managers can predict how the employees are likely to act and feel in different kind of situation. Moreover, findings of this study could help managers to increase employees’ loyalty in particular company. Job satisfaction will also increase and followed by decrease in turnover rate in that company. Conceptual Definition 1.8.1Personality: Big Five Model Personality is a subfield of psychology (Friedman Schustack, 2008). Personality is basically not studied in terms of non-psychological concepts. These non-psychological concepts included profits and losses, souls and spirits, or molecules and electromagnetism. According to the founder of personality psychology, Gordon Allport, personality is defined as the inner organization of psycho physiological system of a person to create a person’s unique behavior, feeling and thoughts (Lin, 2010). For this research, Big Five personality approach will be used to identify employees’ personality traits. The Big Five personality factors include extraversion, agreeableness, conscientiousness, neuroticism and openness. Big Five personality is also known as OCEAN, NEOAC or CANOE (Feldman, 2011). 1.8.2Organizational Commitment As Meyer and Allen (1991) suggest, organizational commitment is defined as the psychological state that links an employee to the organization where the employee has strong involvement and desire to exert effort in achieving organization’s goals. There are three types of commitment, which are affective commitment, continuance commitment and normative commitment. Brown (1996) and Brickman (1987) 1-s2.0-S105348220000053X-main who provided general definitions of commitment noted that commitment is different from motivation or general attitudes. They suggested that commitment influences behavior independently of other motives and attitudes and, in fact, might lead to persistence in a course of action even in the face of conflicting motives or attitudes (†¦,2001). Operational Definition Big Five Personality Big Five personality is the five basic factor develop by the researcher Norman through measure of the factor analysis of peer’s personality trait. The factor that concludes from Norman’s Big Five factor is extraversion, agreeableness, conscientiousness, neuroticism and culture (Lin 2010) yuchuan. However, the Big Five Model that we going to used in this study is the Big Five model which modified by researcher McCrae where the â€Å"culture† dimension is changed to â€Å"openness† dimension (Lin, 2010). Individual who high in extraversion tend to be energetic, talkative, enthusiastic, sociable and dominant. Individual low in this dimension tend to be introvert, quiet, shy, submissive and retiring (Friedman Schustack, 2011) ting. For agreeableness, individual high in this dimension is friendly, warm, cooperative and trusting whereas individual low in this dimension are unkind, cold and quarrelsome (F.., 2011). Neuroticism also known as emotional instability. Individual who has this personality dimension tend to be moody, nervous, tense, high-strung and worrying. Individual low on this dimension is emotionally stable, calm, contented and stable. Conscientiousness also known as lack of impulsivity. Early research in personality psychology mentioned this dimension as Will. Conscientious individual are generally responsible, cautious, organized, dependable and persevering. Individual low on this dimension is impulsive, undependable, careless, disorderly (F†¦, 2011). Besides that, openness also known as culture or intellect. Individual who has this personality dimension tend to be artistic, imaginative, original creativity and witty. Individual low in this dimension are shallow, simple and plain (F, 2011). Organizational Commitment Meyer and Allen’s Three-Component Model of commitment (1991) is used to measure the level of organizational commitment of employees in this study. Organizational commitment refers to the level to which the employees’ emotional connection and their identification with the company where they currently working in. Three dimensions of organizational commitment proposed by Meyer and Allen (1991) is investigated in this study, namely affective commitment, continuance commitment and normative commitment. According to Meyer and Allen (1997), affective commitment is the employee’s emotional attachment and participation of the employee in the organization. In this study, it refers to the employees’ emotional commitment towards their company, their identification and the desire to remain in the company. The second dimension proposed by Meyer and Allen is continuance commitment, which refers to the awareness of the cost of leaving associated with leaving the organization. In this study, continuance commitment means the consciousness of the employees on the perceived prices associate with quitting from their company, such as limited job opportunities. Lastly, normative commitment is the feelings of employee’s obligation to remain in an organization and it also used to describe the degree to which the employee believes him or herself should committed to their organization. Summary In conclusion, this chapter outlines the background, problem statement, research questions, research objectives, study scope as well as significance of study. The main objective of this study is to investigate the relationship between employees’ personality and their organizational commitment. The conceptual and operational definitions of research variables such as personality and organizational commitment are also being discussed. The relevant literatures, previous empirical research, models and theories related to this research will be explained and discussed in chapter 2.

Capital Punishment: A Probel Beyond Repair Essay examples -- Capital Pu

Strapped on to a large chair, electrical conductors positioned all around my head and wrists, I am seconds away from the end of my life. I am petrified, roar of the jury surrounding me as they witness me fall to my doom. It is unfair for me to die like this, even as a criminal. This is a cruel and inhumane system of punishment, and I am defenceless to prevent my wretched faith. As the man pulls down the switch, waves of electrical currents enter my body, my body squirming endlessly with treacherous pain. The waves suddenly stop as the switch is pulled back. My head falls forward, my chin tilting towards my chest. As I plunge to my death at the hands of the government as the words of Desmond Tutu echo through my head, "To take a life when a life has been lost is revenge, not justice." The government that must represent the people has just taken the existence of one of its own and all it has left of me is a corpse, cold and lifeless. The death penalty, commonly known as capital punishm ent affects more than just my life. Capital punishment is a cruel and merciless method of punishment that government is not allowing me to recover through rehabilitation and give back to society. The judicial system is not solving any problem by killing me as it has had made the same impact on society that I had. The expenditures necessary for the death penalty only hurts the fragile economy that we are in after the recovery of the recession. With a great number of problems with this form of punishment, I beseech to everyone to rid of capital punishment worldwide and instead punish criminals like me through a method that is considered humane. While I lay dead, some may ponder into the future in which, if I had a chance to rehabilitate, I would have re... ... a better life without crime. The government would be leading by example as they will not take on the same actions as I, the criminal. There are great savings to be had that could be spent on beneficial activities for society and not spent on a criminal like me. We as people have come so far but there are parts of the past that are left to erase.† Capital Punishment is considered inhuman and â€Å"it’s been somewhat embarrassing, quite frankly, that nations just as so-called civilized as ours think we're barbaric because we still have capital punishment." (deathpenalty.org 27 February 2011). Reginald Wilkinson was a prison director in Ohio and speaks the truth in saying that is an embarrassment to a nation to continue with capital punishment. Thus, in final consideration, capital punishment must be abolished and we must move on as it has become a problem beyond repair.

Privacy and Security Risks for the Electronic Health Record Essays

In most cases privacy and security risks apply to both paper and electronic records. With the growing demand for the electronic health record (EHR) system, the transfer from paper to electronic can be risky. For this project we were asked to compare and contrast the security issues between maintenance of paper medical records and the EHR system, also we were asked to discuss what requirements and issues need to be considered when doing a conversion to an EHR. Inappropriate access is one of the most common ways a patient’s record is at risk. In paper records the risk could happen by a non-authorized person achieving access to record storage areas or finding records left wide open on a counter. Other ways of inappropriate access is files left in exam rooms, in a copy machines or faxes that get misdirected (What are the privacy and security risks of electronic V. paper health records?, n.d.). Wither the inappropriate access is accidental or intentional; files need to be protected at all cost. There are simple steps that the facility can take to ensure that their paper records are being protected. First and foremost the protection of any medical record is not just the responsibility of one person, but the entire facility. Every facility should have a policy that protects the patient records from ending up in the wrong hands. Some of the steps could include â€Å"segregating records into separate locked storage areas, having a recording sign in and sign out procedures, and maintaining records handling training and other similar procedures† (What are the privacy and security risks of electronic V. paper health records?, n.d.). Althought nothing can garenatee 100% protection, having a policy in the facility can lessen the risk of inapp... ...ment consulting: http://www.hayesmanagement.com/media/newsletters/2009_December_article4.php Nelson, MS, R. (2010, May 20). Successful ways to implement a practice management system and EHR. Retrieved from MGMA e-newsletter and Publications: http://www.mgma.com/blog/Successful-ways-to-implement-a-practice-management-system-and-EHR/ Thakkar, M., & Dacis, P. ,. (2006, August 14). Risks, Barriers, and Benefits of EHR systems: A Comparative Study Based on Size of hospital. Retrieved from AHIMA: http://library.ahima.org/xpedio/groups/public/documents/ahima/bok1_031779.html What are the pricacy and security risks of electronic V. paper health records? (n.d.). Retrieved from U.S. Department of HEalth and human Services, Health Resources and Services Administration: http://www.hrsa.gov/healthit/toolbox/HealthITAdoptiontoolbox/PrivacyandSecurity/securityrisks.html

A Social Gathering Essay -- Communication, Broadcasting, Press

Innovations and inventions are driving today’s market. Almost overnight, the concept of social media modifying business, large and small, has become prevalent. With this aspect in mind, companies must replicatet the ever-changing atmosphere of the global business media. The types of media available include blogs, photo sharing, video sharing, personal social networks, events, email, label social networks, wikis (internet user edited encyclopedias), pod casting, and texting. This social content may be demarcated as what people make and share. Both big and small businesses must adapt to an ever-changing economy due to the vast, expensive operation cost they need to cover. In order for small businesses to achieve leverage in an economy, they must carry out social media to see success. Communal broadcasting is a way for consumers to effectively advertise a product free of charge and it is this aspect that is benefiting a company. Consumers will share with their network if the product gives them joy (Evans 26). This is why blogs are so influential. They create a temperament with readers that trust them. Bloggers talk about a product in context of their lifestyle allowing it to be relatable to the reader. Many laws currently are in existence that affects bloggers. Some of these laws concern freedom and speech and copyright that potentially may differ from country to country and often times, the laws have not yet been updated to include more than traditional journalists (â€Å"Legal†). Bloggers specifically will have to find the fine line to walk on when most people in the blogosphere are normal people not familiar with publishing laws. These laws exist for a reason though. Blogs and other social media not being censored by any ... ...omics leading away from more laissez-faire policies to instead, ones involving checks and balances with in the economy. With this prerogative, small businesses will be able to thrive and succeed while still maintaining a relationship with bigger business. To achieve such success, social media advertising and innovative ways to catch the attention of the people must be employed. The internet and its growing abilities allows for even an individual to have a way to connect with the word. With different types of social media available from micro blogging to making interactive games, companies have the option to be flexible about how they want to get their product out to the mass public. This is why businesses may even have to be implementing the next new thing while also being aware of what social media is. The key is to stay innovative to be successful.

Economy of US Essay

President George W. Bush, in a speech before his economic team on August 8, 2007 talked about the nation’s thriving economy. President Bush said: â€Å"I just finished a productive meeting with members of my economic team. We discussed our thriving economy and what we need to do to keep it that way. We care a lot about whether our fellow citizens are working, and whether or not they’ve got money in their pockets to save, spend, or invest as they see fit. We talked about America’s role in the global economy. † (President Bush Meets) Looking at some major economic indicators, the President’s claim on the growth of the economy has some sense. For this paper, the following indicators will be discussed: the Gross Domestic Product – which measures overall economic productivity of the nation; Inflation rate – which measures the rise in the general level of prices; Unemployment or employment rate – which reflects the number of people with jobs; and Balance of Payments – which reflect the relationship between exports and imports. The United States Government uses two sets of tools that affect the American Economy. These tools are Monetary Policy and Fiscal Policy. The first one deals with how the government controls the supply of money and therefore the general stability of prices. The second one deals with government expenditures specifically how much the government is earning (taxes and revenues) and where will it spend the money (budget). Monetary policy is executed by the Federal Reserve System through its Board of Governors while Fiscal policy is carried out by Executive branch with or without the support of Congress. The U. S. Economy in Review The U. S. Economy is the largest and most powerful economy in the world. By the end of the third quarter of 2007 its Gross Domestic Product was close to $14 Trillion. Starting in 2004, the U.  S. economy was hit by significant events that tested its resiliency. The aftermath of the September 11 terrorist attacks led to major shifts in national resources to fight global terrorism. The costly war in Iraq led to a more costly U. S. occupation in Saddam Hussein’s country. Huge investments were made by the country for the war – investment in budget, resources and human capital. During the same period, Hurricane Katrina caused extensive damage in the Gulf Coast. Resources were diverted to aid those who suffered from the natural calamity. Oil prices soared between 2005 and 2006 also threatening the economy. Despite these setbacks, the U. S. economy posted strong growth during the period 2004-2007. Gross Domestic Product The U. S. Gross Domestic Product recorded growth rates of 2. 9 percent in 2004, 3. 2 percent in 2005 and 2006 and a leap to 4. 2 percent at the end of the third quarter of 2007. According to the Bureau of Economic Accounts, the increase in GDP primarily reflected increases in consumer spending, investment in equipment and software, federal government spending, and residential fixed investment. The President, in his State of the Economy address in January 2007, highlighted the strong and dynamic economy, and discussed the challenges faced in keeping the economy growing. The President stressed that the U. S. economy is resilient and responsive, adding more than 8. 3 million jobs since 2003 despite numerous challenges including a recession, corporate scandals, the 9/11 attacks, and the worst natural disaster in American history. Inflation Inflation is generally reflected through the rise and fall in the Consumer Price Index. CPI measures the average change over time in the prices paid by consumers for a market basket of consumer goods and services. During the period 2004 to 2006, CPI rose at a manageable level – indicating inflation is under control. No data was shown for 2007. In 2004 – CPI rose 3. 3 percent over the previous year. In 2005, the rate was at 3. 4 percent and in 2006 it slowed down to 2. 5 percent. The recent behavior of inflation shows it remains low and stable and has minimal impact on the economy (U. S. CPI) Unemployment and Employment  The number of unemployed persons was 7. 2 million in October 2007 according to the Bureau of Labor Statistics. A year earlier, the number of unemployed persons was 6. 7 million, and the jobless rate was 4. 4 percent. Also according to the BLS, total employment was at 146 million in October. Job gains occurred in professional and business services, health care, and leisure and hospitality. Manufacturing employment continued to decline, and construction employment was little changed. The employment-population ratio was at 62. 7 percent. The civilian labor force was at 153. million and the labor force participation rate was at 65. 9 percent. Balance of payment The country’s balance of payment particularly the relationship between the country’s exports and imports still show a deficit. The deficit decreased to $190. 8 billion in the second quarter of 2007 from $197. 1 billion in the first quarter. According to the Bureau of Economic Analysis, a decrease in net unilateral current transfers to foreigners and increases in the surpluses on services and on income more than accounted for the decrease. Monetary Policy The Federal Reserve System, the independent U. S. central bank, manages the money supply and use of credit (monetary policy), while the president and Congress adjust federal spending and taxes (fiscal policy). The government’s monetary policy is governed by the Federal Reserve System Board of Governors. The Federal Reserve’s monetary policy has stressed preventing rapid escalation of general price levels which usually leads to inflation. The Federal Reserve acts to slow economic expansion by reducing the money supply, thus raising short-term interest rates. When the economy is slowing down too fast, or contracting, the Federal Reserve increases the money supply, thus lowering short-term interest rates. The most common way it effects these changes in interest rates, called open-market operations, is by buying and selling government securities among a small group of major banks and bond dealers. A particularly tricky situation for monetary policy makers, called stagflation, occurs when the economy is slowing down and general price level (inflation) is rising too fast (U. S. Monetary Policy). The Federal Reserve’s recent monetary policy is towards keeping the overall economy on an adjustment path where growth is moderate and sustainable. As Federal Reserve Chairman Ben Bernanke mentioned in his Testimony Before the Committee on Financial Services, U. S. House of Representatives on July 18, 2007: â€Å"At each of its four meetings so far this year, the FOMC maintained its target for the federal funds rate at 5-1/4 percent, judging that the existing stance of policy was likely to be consistent with growth running near trend and inflation staying on a moderating path† (Bernanke). Given these conditions, the Committee decided to leave its target for the federal funds rate unchanged at 5-1/4 percent. The Committee further stated in its policy statement that some inflation risks remained and that additional action would depend on changes in the outlook for both inflation and economic growth (Monetary Policy Report 6). According to Janet L. Yellen, President and Chief Executive Officer of the Federal Reserve Bank of San Francisco in her speech on The U. S. Economy and Monetary Policy, â€Å"I think the current stance of policy is likely to foster sustainable growth with a gradual ebbing of inflationary pressures† (2). However, Yellen further stated that â€Å"a sustained moderation in inflation pressures has yet to be convincingly demonstrated† (15). Policy Actions taken by the Federal Reserve The Federal Open Market Committee in its meetings on June 27 and 28 and voted to hold the federal funds rate, the Federal Reserve’s main policy tool, unchanged at 5? percent (Monetary Policy Report 6). At the time the report was made to Congress, the funds rate has been kept at that level for the last twelve months. According to the Committee, this decision would avoid exposing the economy to the risk of a recession, while, at the same time, hoping that this policy will produce enough slack in goods and labor markets to relieve inflationary stresses. This direction will enable the Federal Reserve to achieve its dual mandate—low and stable inflation and maximum sustainable employment. In the past year, then Federal Reserve Chairman Alan Greenspan wrapped up an eventful 18-year career Tuesday with a final interest rate hike and cleared the way for his successor Bernanke to bring the long credit-tightening campaign to a close. Acting on Greenspan’s final day in office, Federal Reserve Board raised the benchmark overnight lending rate another quarter-percentage point to 4. 5 percent, pushing up borrowing costs for consumers and businesses in their ongoing bid to keep a lid on growth and inflation (Wolk). In the months after that, the Board came up with a series of cuts in interest rates to address the prevailing economic condition. This balancing act is in line with the Federal Reserve’s responsibility of trying to maintain full employment (generally considered to be around 4 to 5 percent unemployment) while keeping inflation low. One can imagine the risks and uncertainties involved in such act. Alan Greenspan once said, â€Å"Policymakers often have to act, or choose not to act, even though we may not fully understand the full range of possible outcomes, let alone each possible outcome’s likelihood. As a result, risk management often involves significant judgment as we evaluate the risks of different events and the probability that our actions will alter those risks (Greenspan). † . This delicate balancing act is done by using interest rates as a tool. When interest rates are low, capital is easier to acquire. Left unchecked, however, this leads to inflation. If interest rates are too high, however, the result can be a recession and, in extreme cases, deflation; the result of which can be economically devastating. There are two ways as to how the Federal Reserve influences the direction of interest rates: by raising or lowering the discount rate or by indirectly influencing the direction of the Federal funds rate. The discount rate is the interest rate banks are charged when they borrows funds overnight directly from one of the Federal Reserve Banks. The Federal funds rate is the rate that banks charge each other for overnight loans (U. S. Monetary Policy). Fiscal Policy When President George W. Bush first stepped into the Whitehouse in 2001 he promised several things to the American public. Among his list of promises which was an ambitious $1. 3 trillion tax cut. President Bush promised that â€Å"whoever pays taxes gets a tax break. † Campaigning for his second term in office in 2004, President Bush promised to make tax cuts that were earlier adopted in 2001 permanent. In his August 8 speech the President said: â€Å"Real after-tax income has increased by an average of more than $3,400 per person since I took office. † The President further stated: Tax cuts let Americans keep their own money. It stimulates entrepreneurship. † The President emphasized that he is against the plan to increase taxes and turn them into additional government programs and said: â€Å"We want the people to keep more of their own money because we understand that the American economy, entrepreneurs and small business owners are the ones who create jobs. † However, there is a growing opposition to his fiscal policies. Some say these cuts were distributed disproportionately. Higher income tax payers got the biggest breaks they say as opposed to lower income individuals. It is also important to note that during the first term of President Bush, federal spending increased by 26 percent. This seems to go in a different direction with the tax cut measures. On one hand tax cuts mean lesser revenue for the government, on the other, more money is needed as more money is being spent. It will not take a genius to figure out that the tax cuts, and significant increases in spending will have effect on the budget deficits during the Bush administration. From a surplus of $127 Billion when President Bush assumed office, the budget went to a deficit of $929 billion. Future impacts of these fiscal policies have been also widely discussed. Shapiro and Friedman believe: â€Å"Over the next 10 years, total tax-cut costs will equal $3. 9 trillion, reaching nearly $600 billion or 3. 3 percent of the economy in 2014 alone. The resulting higher deficits will slow future economic growth, saddle future generations with sizable interest payments, and leave the nation ill-prepared not only for the retirement of baby boomers but also for responding to potential future crises from security matters to natural or environmental disasters the particulars of which are unknown today. Even Former President Clinton went on record to criticize President Bush’s fiscal and tax policies: â€Å"Tax cuts are always popular,† Clinton said. â€Å"But about half of these tax cuts since 2001 have gone to people in my income group, the top 1 percent. I’ve gotten four tax cuts. Now, what Americans need to understand is that that means every single day of the year, our government goes into the market and borrows money from other countries to finance Iraq, Afghanistan, Katrina and our tax cuts,† Clinton added. We depend on Japan, China, the United Kingdom, Saudi Arabia and Korea primarily to basically loan us money every day of the year to cover my tax cut and these conflicts and Katrina. I don’t think it makes any sense. I think it’s wrong† (Stephanoupoulos, 2005). Former Federal Reserve Chairman Alan Greenspan also had a few words to say about President Bush’s policies. Greenspan criticized President George W. Bush for pursuing an economic agenda driven by politics rather than sound policy, with little concern for future consequences (Benjamin. 2007). Greenspan was quoted as saying: â€Å"The Bush administration turned out to be very different from the reincarnation of the Ford administration that I had imagined. Now, the political operation was far more dominant. † (Benjamin 2007). Comparing past presidents and the current Chief Executive, Greenspan said Richard Nixon and Bill Clinton were the most intelligent; Ford the most normal and likeable; Ronald Reagan was the most devoted to free markets; George H. W. Bush, the current president’s father, was very cordial. However, Greenspan saved his harshest criticism for Bush. `Little value was placed on rigorous economic policy debate or the weighing of long-term consequences,† he wrote. (Benjamin 2007). Still President Bush remains steadfast saying: â€Å"When people earn money, tax revenues go up. This year, tax revenues are expected to be $167 billion higher than last year’s, because the economy is growing. Growing tax revenues combined with spending restraint has helped us drive down the federal deficit, and we were able to do so without raising the taxes on the people who work, or without raising taxes on small business owners or farmers. Estimates show the deficit will drop to $205 billion this year. That is well below the average of the past 40 years as a percentage of our economy. † (President Bush Meets) Conclusion Not too many believed that the U. S. economy can rebound so fast from the series of unfortunate events of 2004 to 2007. Yet the number one economy in world has proven its resiliency and durability by weathering these storms. Much of the credit should go to the managers of the economy. The adoption of effective policies and strategies were the keys to sustaining the growth even in the midst of uncertainties. However, the growing opposition to the President’s Fiscal Policies needs to be given more attention. The clamor does have its points. Tax cuts, everyone must understand, have side effects. Remember, it is from taxes that the government generates revenues. Revenues that are badly needed to fund the operations of the government. These are the same revenues that run schools, hospitals, provides welfare to the poor, and funds homeland security and the war against terror. Without revenues where does the government go? What does it do? It borrows money. Huge amounts of money that, in the end, would be marked as owed by every individual in this country to some bank or foreign government. Overall, greater challenges loom ahead. The economy still faces long-term problems including inadequate investment in economic infrastructure, rapidly rising medical and pension costs of an aging population, sizable trade and budget deficits, and stagnation of family income in the lower economic groups. The country will call on again the time tested policies to deal with these adversities. As President Bush said â€Å"Our economy is on the move and we can keep it that way by continuing to pursue sound economic policy based on free-market principles. â€Å"