Conflict Resolution worksheet Essay Example for Free

Conflict Resolution worksheet Essay Complete the Resolving Conflicts in Teams simulation located on the SOC 110 student Web page for Week Four. Reflect on the experiences with different conflict management styles at K24, in Ch. 12 of Small Group and Team Communication, and on your own experiences. Answer the following questions. 1. What are your strengths in resolving conflict? My greatest strength in resolving conflict is the ability to bring a team together to focus on the issues rather than the personalities involved. I also come from a neutral standpoint when addressing conflict, and have been successful getting members in the team to remove all assumptions and stereotypes and meet me at the same neutral starting point. 2. What skills do you want to improve? I would like to improve my focus on maintenance behaviors. Although I have strong conflict resolution skills as it pertains to tasks, I want to make sure the team interpersonal relationships don’t take a hit as a result of the resolution. 3. Which of the following conflict management styles did you select in managing conflict at K24? Check all that apply. Briefly describe why you selected each, or why you chose not to try a particular method. XAccommodation Didn’t attempt accommodation as there were two strongly opposing points of view and someone would have been unhappy XAvoidance Didn’t attempt to avoid or nothing would have gotten resolved and there was a deadline XCompromise Compromise was not an option due to the fact that the result had to be choosing or not choosing to go with Emily’s idea XCompetition I selected Competition first, as there were two competing ideas, and I needed to get all the information on the table about each and why the points of view were supported or not. XCollaboration After hearing all of the information from both sides, I got the group to agree on the goal, then we analyzed each viewpoint to see why we should or shouldn’t support them as a team. 4. What was your dominant conflict management style? collaboration Was this style effective? Why or why not? This style was effective because it allowed the team to focus on the important issues at hand and analyze the facts after we agreed what the goal was. 5. Provide an example of how you have used the following conflict management styles in your personal or professional life. Accommodation I’ve accommodated team members when a project had requirements in each individual had their own tasks, but may have felt better suited to perform a task that was assigned to me. Being that I was able to complete several tasks, I switched with team members to accommodate them. Avoidance I have worked with team members who have always wanted to complain about projects after team meetings. I’ve picked up my cell phone right after the meetings and walked off to avoid the negativity Compromise I have wanted to meet with my study group on Fridays because it give me more time to work on our team assignments, but the team didn’t want to work on weekends, so we compromised and chose Monday, therefore it still gives us 2 days to work individually before class on Wednesday. Competition I’ve had a problem that was to be resolved by the team a few members had a different suggestion on how to complete the task. We’ve each went away and wrote down our solutions and then met as a team and let the team decided a whole which idea was best in moving forward Collaboration In working on our week 4 assignment, we all met as a team, discussed our strengths and weaknesses, deciding what we wanted our paper to look like and the time in which we wanted to have it submitted. This allowed us to divide up the work so that everyone would be pleased with his or her portion and the time in which it should be done. 6. What conflict management styles do you plan to use in future team or group situations? Explain your answer. I plan to use competition using the nominal group technique and collaboration. I like the idea of putting competing issues out on the table for discussion. I think it’s important to make sure that, in doing so; each member has the chance to voice his concerns and point of view without interruption. I find it equally important that each opposing member have a chance to address why they oppose. This allows everyone’s point of view to be expressed. Then we can focus on what we expect to achieve then collaborate to get that accomplished.

Martin Luther King Jr’s “Letter from Birmingham Jail” Essay Example for Free

Martin Luther King Jr’s â€Å"Letter from Birmingham Jail† Essay Martin Luther King Juniors â€Å"letter from Birmingham Jail† was the reflection upon protest against unjust laws was established against him and his fellow men. Throughout his letter he uses many great philosophers and historical events to justify his own protest to be necessary to do what’s right. King was the leader of civil-rights group that supported protest against traditional views of the society and unjust laws established in the era.† In any nonviolent campaign there are four basic steps: collection of the facts to determine whether injustices exist; negotiation; self purification; and direct action. † ( Taylor) In his letter from Birmingham Jail King states: â€Å"It was illegal to aid and comfort a Jew in Hitler’s Germany. Even so, I am sure that, had I lived in Germany at that time, I would have aided and comforted my Jewish brothers. If today I lived in a Communist country where certain principles dear to the Christian faith are suppressed, I would openly advocate disobeying that country’s anti-religious laws† (King, 6). Here in this excerpt shows that King encourages protest because in some extreme circumstances becomes necessary, be it in Hitler’s Germany, a Communist country, or any situation in which injustices are occurring. In the end of the sentence King openly admits that he would protest against established laws or traditions by all means necessary because they favor the unjust. The letter was written to his fellow clergymen to explain his prior actions and to attempt justified and appropriate for the situation. He expressed that he exhausted every other option to justify them. In the letter he tried to explain to the clergy that his actions although illegal were possible and direct action was the only available option left, which could make a difference. â€Å"One may well ask: â€Å"How can you advocate breaking some laws and obeying others?† The answer lies in the fact that there are two types of laws: just and unjust. One has not only a legal but a moral responsibility to obey just laws. Conversely, one has a moral responsibility to disobey unjust laws. I would agree with St. Augustine that â€Å"an unjust law is no law at all†. Now, what is the difference between the two? How does one determine whether a law is just or unjust? (King, 5). Throughout history, there have been many unjust laws. Many people follow laws just because they are laws. Sometimes people don’t even agree with a law, but they go along because it’s in society acceptable or because it’s just the law. I think that by writing the letter, and putting forward the definition, King is challenging his readers to consider whether or not a law is just. If a law is unjust, it is the responsibility of the people to get it overturned. A society should not live with an unjust law. By choosing to go against law it shows that king primarily a teleological thinker. In conclusion, King wrote â€Å"Letter from Birmingham City Jail† for the purpose of making his audience realize that they are not carrying out our Constitution and the Declaration of Independence which is the United States was founded upon. King only wants what should be granted to all United States citizens, this being freedom, justice, and equality. He is saying he is in jail for only doing what is right, by trying to achieve what is right through non-violence and the fact that he is in jail is unjust, does not support equality, and freedom. Work Cited Taylor, Justin.† Between Two Worlds. Martin-luther-king-jr-letter-from-birmingham-jail† http://thegospelcoalition.org/. 23 Jan. 2013.

Creating Items and Response Scales

Creating Items and Response Scales The major issues in creating items and response scales are to determine the types of survey scales to use. The primary function of the survey scale is to allocate weight and to provide significance to the answers collected. If a scale does not exist than there’s no means to qualify the answers on any particular survey and the entire process becomes like calculating calories without a food weight calculator (different measurement units) next to the number. Creating scales, indexes or any instrument that may perhaps be identified as a test is a component of the investigating process that is related to calibration. Calibration is a speedy and effortless way to attain precision and accuracy, in which are essential goals of measurement. In order to best estimate the reliability and validity of a study or investigation, is to ask questions about the items fitting together or overlapping or if the responses can improve a measuring instrument used.  A scale is a cluster of items tha t taps into a single domain of behavior, attitudes, or feelings. The word scale has been known to be called composites, subtests, agenda, or supplies. On a measuring instrument the following are found on a scale: aptitude, attitude, interest, performance, and personality tests. A scale is always one-dimensional, which means it has construct and content validity. The first key to understanding the meaning of a construct is to define construct validity. A psychological construct is a characteristic, proficiency, aptitude, or skills that have an effect in the human brain and is described by well-known theories. For example, the computer proficiency test is a construct. It exists and observed during the day to day operations. Construct validity usually is defined as unproven demonstration that the test was assessing the construct it asserts to be measuring. The experiment could take the appearance of a differential group study, in which the processes on the test are compared to two groups: one that illustrates construct and the other one that does not illustrate a construct. If the group with the construct functions better than the group without the construct, then the outcome is said to offer proof of the construct validity regarding the test. An unconventional strategy is called an intervention study. The intervention study is a group that is fragile in the construct that is measured utilizing the test, then studied the construct and measured again. If an underlying pattern is found involving the pretest and posttest, the difference can support the construct validity of the test. There have been many other strategies which can investigate the construct validity of the test. The philosophy of construct validity is when known in psychology and sociology research community. Educational measurements involved three types of validity such as content, criterion-related and construct validity. Nevertheless, there is no single way to study construct validity. Construct validity should be illustrated from several different perspectives. When various approaches are used to demonstrate the validity of the test, the test users become more confident but only if the evidence proven by those strategies are convincing. The construct valid ity test should demonstrate an accumulation of evidence. Currently, there are at least four construct scales, Thurston scales, Likert scales, Guttman scaling and semantic differential scale. For example, the Likert scale asks people to indicate how much they agree or disagree, accept as true or false and approve or disapprove. There are no correct or incorrect way to develop a Likert scale, but one thing is important is that the Likert scale must have five response categories. However, individuals frequently confuse scales and response scales. A response scale is the methods that are collected from individuals on an instrument. A dichotomous question has only two different answers which can be found on Political surveys. On this sort of survey the response scale is to measure opinions on issues, such as if he or she Agree/Disagree, True/False, or has Yes/No responses. Moreover, a researcher may use an interval response scale like a one to five or one to seven rating sale of measurin g just how negative or how positive a person’s opinion of an issue is. However, if all the researcher is doing is attaching a response scale to an object or statement, than the researcher cannot call it scaling. Scaling include procedures that are done independently of the respondent so it is able to come up with a numerical value for the object. In true scaling studies, an individual uses a scaling procedure to develop ones instrument (scale) and also use a response scale to gather the responses from participants. Yet, to just allocate a one to five response scale for an item is not considered scaling. The Snyder Evaluation Model is an evaluation process regarded as a systems-based and participative approach involving participants as co-evaluators. In this model a three-stage process of evaluation is incorporated such as process, outcome, and a short-cycle evaluation. The method is mostly qualitative in its approach; however quantitative measures can be used when appropriate. Each evaluation stage builds upon a systems model or previous phases of how the project is carried out. Synder et al. (1997) research concerned the self-fulfilling influences of social stereotypes on two social interactions. This study approached attribution theory from several different angles, such as an individual cognitive and behavioral impression of other people. Each of the three steps methods called process, outcome and the short-cycle evaluation illustrates a systems model of how a group or project operates. The principal elements of the model are resources, activities, outcomes, goals and vision. Resources consist of any activities that produce immediate results in the pursuit of goals and objectives, in order to improve a particular situation. These include such resources such as money, equipment, physical materials, skills, time and goodwill. Activities are the day-by-day events carried out by individuals. The objectives are different goals that are specific for him or her to follow over a particular time frame. Moreover, goals are usually developed through a planning proce ss and revised during each treatment planning stage. As a result, the timeframe of the targeted problems or activities can either last a year or less than that. The first phase of Snyder evaluation is process evaluation. Process evaluation assists participants to understand the process and how their activities contribute to their goal. The participants learn the associations between the fundamentals of the model and discover how certain economic or productive resources and activities can contribute to goals and ideals. Therefore, these step by step breakdowns of the phases use to articulate the contributions, outputs, and processes that take place during each phase. A process evaluation can be utilized by improve understanding of how the process is carried out, and to ascertain possible targets for process improvement through removing problems and progression efficiency. The second phase is outcome evaluations. Outcome evaluations use the results of the activity, method, process or program and their contrast with the intended or projected results. Building on this understanding, participants can identify reasonable and applicable indicators of their accomplishments. These indicators can be used to review the overall achievement of the target or ideas, or results of the activity, effort, or process expressed in quantitative numbers. The outcome evaluation also can demonstrate the effectiveness of the process evaluation, receive ongoing feedback and monitoring. The outgoing evaluation of the process can be demonstrated by annotating the following: assessable targets, measurable immediate effects; measurable activities; assessable resources; create monitoring activities and evaluate progress. The third phase is short cycle evaluations. Short-cycle evaluation uses the indicators to build from the outcome evaluation in order to utilize useful feedback. The short-cycle evaluation examines if the targeting task is making progress by obtaining continuous feedback so that improvements obtained. These short cycle evaluations can take on several forms, such as identifying evaluations criteria and identifying evaluation information. The Snyder Evaluation Model is an evaluation process regarded as a systems-based and participative approach involving participants as co-evaluators. In this model a three-stage process of evaluation is incorporated such as process, outcome, and a short-cycle evaluation. The method is mostly qualitative in its approach; however quantitative measures can be used when appropriate. Each evaluation stage builds upon a systems model or previous phases of how the project is carried out. Synder et al. (1997) research concerned the self-fulfilling influences of social stereotypes on two social interactions. This study approached attribution theory from several different angles, such as an individual cognitive and behavioral impression of other people. Each of the three steps methods called process, outcome and the short-cycle evaluation illustrates a systems model of how a group or project operates. The principal elements of the model are resources, activities, outcomes, goals and vision. Resources consist of any activities that produce immediate results in the pursuit of goals and objectives, in order to improve the individual situation. These include such resources such as money, equipment, physical materials, skills, time and goodwill. Activities are the day-by-day events carried out by individuals. The objectives are individual goals that are specific for him or her to follow over a particular time frame. Moreover, goals are usually developed through a planning pr ocess and revised during each treatment planning stage. As a result, the timeframe of the targeted problems or activities can either last a year or less than that. The first phase of Snyder evaluation is process evaluation. Process evaluation assists participants to understand the process and how their activities contribute to their goal. The participants understand the associations between the fundamentals of the model and discover how certain economic or productive resources and activities can contribute to targets and ideals. Therefore, these step by step breakdowns of the phases use to articulate the contributions, outputs, and processes that take place during each phase. A process evaluation can be utilized by improve understanding of how the process is carried out, and to determine potential targets for process improvement through removing waste and increasing efficiency. The second phase is outcome evaluations. Outcome evaluations use the results of an activity, plan, method, or program and their comparison with the intended or projected results. Building on this understanding, participants can identify reasonable and applicable indicators of their accomplishments. The indicators can be utilized to evaluate the overall achievement of the target or ideas, or results of an activity, effort, or process that can be expressed in quantitative numbers. The outcome evaluation also can demonstrate the effectiveness of the process evaluation, receive ongoing feedback and monitoring. The outgoing evaluation of the process can be demonstrated by annotating the following: assessable targets, measurable immediate effects; measurable activities; assessable resources; create monitoring activities and evaluate achievement. The third phase is short cycle evaluations. Short-cycle evaluation uses the indicators to build from the outcome evaluation in order to utilize useful feedback. The short-cycle evaluation examines if the targeting task is making progress by obtaining continuous feedback so that improvements can be obtained. Furthermore, short cycle evaluation develops a self-improving project, such as: identifying evaluation criteria; identify assessment information; distinguish sources of information; create information systems; assess process and outcome evaluations; and generate review mechanisms. A step-by-step  breakdown  of the  phases  of a  process, used to  convey  the inputs,  outputs, and  operations  that take place during each phase. A process analysis can be used to  improve  understanding of how the process  operates, and to determine potential  targets  for  process improvement  through removing  waste  and increasing  efficiency. Read more:  http://www.businessdictionary.com/definition/process-analysis.html#ixzz3GcBqWvJ0

Emily Dickinsons Works Essay -- Emily Dickinson Poet Essays

Emily Dickinson's Works There is a life in Emily Dickinson’s poems, readers have found. Although one may not completely understand her as a legend, a writer, or as a part of literature books, she is considered one of America’s greatest poets. While unknown answers may not be revealed about her, secrets may not be told, nor any new discoveries made, evidence from books and articles showing Emily Dickinson’s experiences and hardships exists. Critic Paul J. Ferlazzo describes her writings: â€Å"Many students and casual readers of her poetry have enjoyed hearing tales about her which remind them of storybook heroines locked in castles, of beautiful maidens cruelty relegated to a life of drudgery and obscurity, of genius so great that all the world’s suppression cannot deny its flowering.† 1 Many researchers ignore the bases of her writings, her life, and her dreams. Fascinated by many works examining the life and writings of Emily Dickinson, some may find that Dickinson’s trials at a young age are the basis of many assumptions today. The facts of her childhood and young adult life are few and simple,but the interpretations are many and complex. She was born in Amherst Massachusetts, a small farming town which had a college and a hat factory; she seldom left her home town. Even though she was claimed to be a high-spirited and active young woman, Dickinson began to withdraw from society in the 1850’s; virtually her only contact with her friends came to be made through letters. Wendy Martin, a critic of Emily Dickinson, discusses Dickinson’s choice of seclusion: â€Å"...as a young woman, Dickinson rejected these comforting traditions, [anxiety, helplessness, anger, confusion, desperation, fears, and frustrations] resisted ma... ... Endnotes 1) Ferlazzo, Paul J. Pg. 13 2) Martin, Wendy Pg. 79 3) Ferlazzo, Paul J. Pg. 19 4) Martin, Wendy Pg. 84 5) Keller, Karl Pg. 205 6) Martin, Wendy Pg. 86 7) Ferlazzo, Paul J. Pg. 32 8) Wells, Henry W. Pg. 257-258 9) Pollitt, Josephine E. Pg. 72 10) Ferlazzo, Paul J. Pg. 35 11) Faust, Langdon Lynne Pg. 164 12) Griffith, Clark Pg. 140 13) Cody, John Pg. 212 14) Ferlazzo, Paul J. Pg. 41 15) Higginson, Thomas Wentworth Pg. 444 16) The Readers Companion to American History Pg. 1 17) Cody, John Pg. 160 18) Lindburg- Seyersted, Brita Pg. 57 11) Faust, Langdon Lynne Pg. 164

Global Imperialism :: essays research papers

Global imperialism began to take its toll on the world; a policy in which stronger nations extended their economic, political, or military control over weaker territories. As the United States began to plunge into the trend of overseas expansion, many wondered if the nation could justify its reasons for imperialism. The answer, my friend, is yes. It all began with European imperialism as Britain, France, Belgium, Italy, Germany, Portugal, and Spain competed for African raw materials and markets. Soon after, Japan joined along with the European nations. There was much competition going around and surely the United States of America would not want to miss out on this opportunity to improve economy as its nation was producing more than it could consume. American businesses looked toward the rest of the world as a pillar of support for their growing industries. Senator Alfred Beveridge believed that imperialism was justified by the demands and economic competitions among the industrial nations. Today we are raising more than we can consume. Today we are making more than we can use... Therefore we must find new markets for our produce, new occupation for our capital, new work for our labor... Ah! As our commerce spreads, the flag of liberty will circle the globe and the highway of the ocean - carrying trade to all mankind - will be guarded by the guns of the republic. And as their thunders salute the flag, benighted (ignorant) peoples will know that the voice of liberty is speaking, at last, for them... that civilization is dawning at last, for them. --Senator Alfred Beveridge, 1898   Ã‚  Ã‚  Ã‚  Ã‚  Another reason that fueled America into imperialism was its belief in the creation of a strong naval force to contend in the growing political and military competition. Admiral Alfred T. Mahan desired military strength and argued that the U.S. Navy defend peace time shipping lanes. He suggested that the nation strategically locate bases in the Caribbean where fleets could refuel, as well as construct a canal across the Isthmus of Panama, and acquire Hawaii and other Pacific Islands.   Ã‚  Ã‚  Ã‚  Ã‚  Americans and Europeans alike held a strong, superior Anglo-Saxon belief, claiming responsibility to civilize and Christianize the world’s â€Å"inferior† peoples. This idea based on social Darwinism gave many Americans the concept of making it their duty to civilize the natives. Not only did they feel it as their responsibility to do so, many claimed it was God’s Will.

Gender in Chinua Achebes Things Fall Apart Essay -- Chinua Achebe Thi

This paper will look at the contradictions in the work of Chinua Achebe in relation to his placement of woman and femininity. Kristen Holst Petersen states that ‘the African discussion is between feminist emancipation versus the fight against neo-colonialism, particularly in its cultural aspect...which comes first, the fight for female equality or the fight against Western cultural imperialism’. This paper will attempt to highlight these contradictions in relation to Achebe’s Things Fall Apart. Above all the tribe values physical prowess, it places a great deal of importance on individual achievement, these attributes are in fact intended to ensure the security and permanence of the group. For like most early societies this is a society that is dominated by a passion for survival. Umofia therefore cultivates the notion of the heroic ideal based on physical prowess. The centrality of the yam in the novel highlights the tribe’s respect for physical strength. As a result of the intense muscular effort required for its cultivation the yam crop comes to represent an annual triumph wrested from nature, a signifier of the dialogue between the human world and the natural environment. However a reader soon realizes the contradictions between the constraints of the social ideal, that privileges the interests of the group, and the truths of individual human yearnings. Unoka, Okonwko’s father, embodies the counter-values that stand in opposition to the rigid social ideal of the tribe. His unorthodox style of living is, it may be argued, a conscious subversion of the manly ideal. His oppositional values are those of art, in tandem with a playful irony and an amorality that resounds with his relaxed disposition to the world. ... ...cultural experience. Of course Things Fall Apart warrants a feminist reading, but to read it only in this manner would be reductive, and in my opinion, would miss the point of what Achebe was trying to do. In writing back to novels such as Heart of Darkness and Mister Johnson Achebe has presented us with a particularized African society to critique. To level the accusation as Petersen does that ‘the obvious inequality of the sexes seems to be the subject of mild amusement for Achebe’, is in my opinion unwarranted and unfair. Select Bibliography Achebe, Chinua. Things Fall Apart. Ibadan: Heinnemann, 1962 Kabbani, Rana. Imperial Fictions: Europe's Myths of Origin. London: Pandora, 1986. Petersen, Kristen. "First Things First: Problems of a Feminist Approach to African Literature". In Griffith, Ashcroft, Tiffin Ed The Post-Colonial Studies Reader. Gender in Chinua Achebe's Things Fall Apart Essay -- Chinua Achebe Thi This paper will look at the contradictions in the work of Chinua Achebe in relation to his placement of woman and femininity. Kristen Holst Petersen states that ‘the African discussion is between feminist emancipation versus the fight against neo-colonialism, particularly in its cultural aspect...which comes first, the fight for female equality or the fight against Western cultural imperialism’. This paper will attempt to highlight these contradictions in relation to Achebe’s Things Fall Apart. Above all the tribe values physical prowess, it places a great deal of importance on individual achievement, these attributes are in fact intended to ensure the security and permanence of the group. For like most early societies this is a society that is dominated by a passion for survival. Umofia therefore cultivates the notion of the heroic ideal based on physical prowess. The centrality of the yam in the novel highlights the tribe’s respect for physical strength. As a result of the intense muscular effort required for its cultivation the yam crop comes to represent an annual triumph wrested from nature, a signifier of the dialogue between the human world and the natural environment. However a reader soon realizes the contradictions between the constraints of the social ideal, that privileges the interests of the group, and the truths of individual human yearnings. Unoka, Okonwko’s father, embodies the counter-values that stand in opposition to the rigid social ideal of the tribe. His unorthodox style of living is, it may be argued, a conscious subversion of the manly ideal. His oppositional values are those of art, in tandem with a playful irony and an amorality that resounds with his relaxed disposition to the world. ... ...cultural experience. Of course Things Fall Apart warrants a feminist reading, but to read it only in this manner would be reductive, and in my opinion, would miss the point of what Achebe was trying to do. In writing back to novels such as Heart of Darkness and Mister Johnson Achebe has presented us with a particularized African society to critique. To level the accusation as Petersen does that ‘the obvious inequality of the sexes seems to be the subject of mild amusement for Achebe’, is in my opinion unwarranted and unfair. Select Bibliography Achebe, Chinua. Things Fall Apart. Ibadan: Heinnemann, 1962 Kabbani, Rana. Imperial Fictions: Europe's Myths of Origin. London: Pandora, 1986. Petersen, Kristen. "First Things First: Problems of a Feminist Approach to African Literature". In Griffith, Ashcroft, Tiffin Ed The Post-Colonial Studies Reader.

Omega Case Study Report Essay

This report is based on the case study of Omega. With external pressure, the company is now encountering internal problem, like high turnover and absenteeism rate. Personnel manager adopts attitude survey to analyses current situation. â€Å"Job attitudes and job performance are perhaps the two most central and enduring sets of constructs in individual-level organisational research† (David, Daniel and Philip, 2006:305). Organisations increasingly tend to use attitude survey to analyses their employees’ attitude and opinion towards employers (Paul R, 1988:145). Omega case provides an attitude survey questionnaire and relevant data. This report is based on these data to analyses the current situation of Omega, also discuss the reason of high absenteeism and turnover rate among professional staff using organisational behaviour theories, and propose recommendations for Omega to step off the dilemma. 1. The questionnaire Before deep discussion, it ought to go into the questionnaire Omega adopts, â€Å"Questionnaires can provide evidence of patterns amongst large populations†(Louis and Gravin, 2010:1). However, the design of the questionnaire has some problems. The questionnaire is consist of closed questions and open questions, including five areas in attitude evaluation, but the order of each question is â€Å"randomly presented†, which could confuse respondents when they do the questionnaire and easily get bored due to misunderstanding the purpose. In terms of open questions, their existence is to check the close questions are enough or not. Actually, experienced researchers choose open questions to understand respondents’ motivations and feelings in depth (Babara, 1965:175). 2.0 Current situation of Omega It can be describe the current situation of Omega as internal revolt and external invasion. Due to limitation, this report analyzes internal revolt of Omega. This part begins with a review of the literature on low job satisfaction. In addition, low organisational commitment, inefficient  communication system, improper leadership are also included. 2.1 Low job satisfaction In order to analyze the job satisfaction level, it is firstly should make assure what is job satisfaction. James (1992) defines job satisfaction as â€Å"the extent to which employees like their work†. And Luthans (2011:141) suggests â€Å"job satisfaction is a result of employee’s perception of how well their job provides those things that are viewed as important†. After explain job satisfaction, the measurement is put forward below . There are six facets of job satisfaction, which are the work content, financial rewards, hierarchical satisfaction, management, peers, and working conditions (Paul, 1997: 12). In terms of work content, Bozionelos (2007: 13) suggests five aspects to consider work itself, such as, skill variety, task identity, task significance, autonomy and feedback, which according Omega’s situation, they are low. It is a little better of the financial rewards aspect than the work content but still is low. Employees do not hold the shares of Omega and they think company underestimate their effort and their value and just 34% employees think they are paid fairly. Hierarchical satisfaction is not very clearly discussed in this case. Management satisfaction in Omega is mediate. Nevertheless, 89% of respondents think their immediate superiors treat them fairly. Other factor, namely, level of support, is low. Coworker satisfaction is not high as well because only 42% of respondents’ stay in company due to coworkers. Work condition in Omega supposes to be low because employees think manager does not care about the work condition, so work condition might be low. Through analyses above, job satisfaction of Omega could be judged as low. 2.2 Inefficient communication system David (1997, 42) defines communication process as â€Å"the transmission of information, and the exchange of meaning†. Robbins (2010: 290) points out six main parts of communication process, such as the information giver, encoding, the information, the channel, decoding, information receiver,  interference and feedback. Omega lack channel and feedback of communication process, so the process is not seriously exist in Omega. There are many directions of communication in organisation, namely vertically up and down, horizontally with coworkers (Katherine, 2012:31). Robbins (2010:291) also points out the main role of downward communication is to explain the reasons of different decisions. In Omega even the result of questionnaire is sent to the home address of employee not through company’s internal mail system. This could demonstrate the communication in company is really weak. David (1997, 42) defines communication process as â€Å"the transmission of information, and the exchange of meaning†. Furthermore, Cal and Allison (2004:6) say feedback could be an important facet to assess communicational efficiency and different company will have different emphasis on communication process. In Omega, they seldom receive feedback from their superiors. Furthermore, employees even do not know what happened in other regions of company or some issues relate to Omega. Through these analyses the communication system in Omega is really inefficient. 2.3 Low organisational commitment Organisational commitment is one of attitudes employees have towards organisation. Allen and Meyer(1991,) suggest organisational commitment consist of three parts â€Å"a desire (affective commitment: an emotional attachment to organiasation) to stay in a company; a need(continuance commitment: consider cost of leaving the company) to stay and an obligation(normative commitment: moral and ethical consideration) to stay† Though the questionnaire of Omega is not very clearly include organisational commitment questions, it still can be reckoned by similar questions. The question about belonging to Omega can be recognized as affective commitment question and only 23% of respondents think they have this feeling, which means the affective in Omega is low. In addition, when ask if any other company offered more than 5% salary will you leave Omega, 27% of respondents  will leave. And when it is raised by 10%, the result is 52%, and raised by 15% then 75% will leave. However, 89% of them do not treat financial reward is the most important aspect of their job. In this way, it could be reckoned normative commitment in Omega is low, meaning there is little moral or ethnic factor employees consider when they choose to leave company. Though there is few content of questionnaire relating to continuance commitment, organisational commitment is still low from the other two aspects. 2.4 Improper leadership Robbins (2010:316) define leadership as â€Å"the ability to influence a group toward the achievement of a vision or set of goals†. Furthermore, Bozionelos (2007:14) claims â€Å"the main role of leader is to motivate his/her subordinates.† He also points out leaders could motivate employees by using â€Å"right† style. According to OHIO style studies, high consideration sometimes is associated with less turnover and absenteeism. Employees in Omega mainly are highly educated, who have interests in company operations and have strong aspirations to get involved in their job, not just finishing the task superiors give them. Nevertheless, leaders in Omega ignore the workforce environment and adopt improper leadership, like ignoring their opinions and isolating them from the whole company, furthermore, providing unsatisfied working environment. In conclusion, leadership in Omega is improper. 3.0 Analyses high turnover and absenteeism The relationship between turnover and absenteeism is positive, which means high turnover relate to high absenteeism vice versa (Terry, 1978). There are several reasons to the high absenteeism and turnover rate. Robert (1993) figures out job satisfaction and organisational commitment negatively relate to the turnover and absenteeism. In terms of the relationship between the two, there are mainly two different views, one of which is â€Å"the commitment mediate the effect of job satisfaction† (Porter, 1974), the other one of which is the two both have impact on turnover but separately (Dougherty, 1985). This report follows the latter view. In addition, motivation theories are also mentioned below. 3.1 Job satisfaction reason Bozionelos (2007: 13) implicates the relationship between job satisfaction and absenteeism is moderate strong and Bobbins(2010: 72) supports this view and think the relationship is moderate to weak. According to these two scholars, there are many other reasons independent on job-related aspect, like the traffic situation and family stuff like child’s sick, etc. And Bozionelos(2007: ) mentions unsatisfied employees are more likely truancy than satisfied ones participate in work, which means make employees satisfying could not make sure low absenteeism, but if employees are unsatisfying they will more likely absent. Tett and Meyer(1993) conclude the relationship between job satisfaction and turnover is also moderate. However, Carsten and Spector (1987) point out job satisfaction will lead to turnover when employees find it easy to find an other similar job. 47% of respondents would leave company if they find a comparable job. In this way, job satisfaction is strongly relate to quit. Given the theory mentioned above and analyses of job satisfaction level in Omega, It could make a conclusion that job satisfaction in Omega is low and moderately leading to high turnover and absenteeism rate. 3.2 Organisational commitment reason â€Å"Empirical research on organisational commitment generally has shown commitment to be a significant predictor of turnover† (Gary, 1987). Also, John and Dennis (1990) demonstrate organisational commitment could help organisation reduce withdraw behaviour, like absenteeism and turnover. Furthermore, some scholars support the view that high organisatioanl commitment could lead to high job satisfaction (Batemen and Strasser, 1984). In terms organisational commitment itself, Robbins(2010:64) demonstrate organisational commitment negatively relate to both absenteeism and turnover, and in particular, affective commitment have stronger relationship than other two type of commitment with turnover and absenteeism. Meyer (2002) after a meta-analyses support Robbins conclusion, and figure out  affective commitment is the strongest lead to high turnover rate(Ï  = −.17). However, in terms of absenteeism, except affective commitment, the other two commitments have positive relationship with absenteeism. Though there is few content of questionnaire relating to continuance commitment, organisational commitment in Omega still could explain the high turnover and absenteeism rate, because affective commitment is low, which is the strongest aspect influence withdraw behaviour. 3.3 Motivation reason Motivation theories could explain the high turnover and absenteeism is because lack of motivation will have influence job satisfaction and organisational commitment, which have discuss above to be proved could impact quit and missing the job. Motivation theories used in this report are equity theory. Mullins(2002:443) explains equity theory as â€Å"focuses on peoples’ feeling of how fairly they have been treated in comparison with the treatment received by others.† He points out one of inequity behaviour is â€Å"leaving the field† to find balance. In this way, employees are tend to absent and find other equal job. In addition, Laura (2000) suggests wage equity is related to worker motivation. Employees in Omega believe they are under inequity situation, because of inequity input and output. About 66% of respondents think they are paid unfairly. As a result, employees are tend to absent and change their job. 4.0 Recommendation This part is mainly based on motivation theory and motivation applications method. Apart from motivate employees, improving job satisfaction, consummating communication system are also used to propose recommendations. 4.1 Motivate employee Maslow’s theory and Herzberg’s theory are applied to suggestions. Though popular with its criticism, Maslow’s five level hierarchy theory is always  the basic theory of motivation and is simply applied to real case. Maslow hierarchy need theory consists of five needs of a person, which, from the bottom to the top, are physiological, safety, love, esteem, self-actualization (Maslow, 1954). These needs are satisfied until the lower needs are fulfilled. Mangers need to identify dominant needs during employees then provide incentives to satisfy them in order to improve job satisfaction (Bozionelos , 2007: 29). In Omega case, manager should first identify what employees really needs. Except relatively satisfied salary, they also need more control in their work and more communication with superior. Next theory using to propose suggestions is Herzberg’s two-factor theory, which are hygiene factors and motivators. Hygiene factors are mostly about work conditions and environment and actually hygiene cannot motivate employees, but if hygiene factors are not filled, they will lead to dissatisfaction. Motivators are mostly about work itself and work content. Robbins (2010:143) suggests it is advised to use motivator to motivate people, like â€Å"promotional opportunities, opportunities for personal growth, recognition, responsibility and achievement†. Omega manager or personnel manager can follow this suggestion to redesign the job in Omega. 4.2 Improve job satisfaction Locke (1976) says job satisfaction is a â€Å"positive emotional state†, so improving job satisfaction is same as improving the positive emotion of employees. There are several aspects could lead to high level of job satisfaction. One of the most significant aspects relating to high job satisfaction is enjoying the job. Enjoyable job should provide necessary training, variety and authorization (Robbins, 2010:67). In Omega, managers could decrease close supervision when employees working, which probably could increase job satisfaction. 4.3 Consummate communication system As mentioned above, the communication process is important in an  organisation. Omega’s manager should provide a platform for employees to express their opinions, complains and proposals. In addition, frequent feedback is also essential during the whole communication process even though it may be the last step. Formulating new feedback policy in accordance with job’s need. 4.4 Improve employee involvement Lawer (1986) suggests â€Å"job involvement has been considered the key to activating employee motivation†. In addition, employee involvement could also help improve job satisfaction (Steve, 1996). Involving employee can not only help improve job satisfaction but also help improve organiasational commitment. Daily update e-mail could provide latest news of company as well as satisfy employees’ need to understand organisation. Furthermore, involving employee could develop a feeling of belonging to organisation. 5.0 Conclusion Through the analyses above, it is clear that there are numerous of problems in Omega. Low job satisfaction, inefficient communication system, low organisational commitment and improper leadership are the key problems. Some of them strongly relate to high turnover and absenteeism rate, some of them moderately relate. Recommendations are based on the problems, which most could be applied to real work. More importantly, taking actions to make ideas into reality is the key. 6. Personal reflection This part mainly discusses the writer’s personal opinion on management. Fortunately, this case study gives me a lot of thinking about management and leadership. As a manager in a company especially in a highly educated organisation must pay attention to employees’ opinion towards company and management. Their involvement not only can level up their job satisfaction but also can help improve efficient of management. In addition, motivation system is another factor that should be taken seriously. Though there are many theories in motivation and many ways to motivate employees, actually,  manager could choose one and utilize effectively, then can benefit a lot. 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