Individual Assignments from the Readings Essay Example for Free

Individual Assignments from the Readings Essay 2- Define the distinctions between primary, secondary, and tertiary sources in a secondary search Primary source as stated is original data. Primary source is based in facts from the time period involved and have not been filtered through interpretation or evaluation. Therefore, primary sources is considerate the root of original materials on which other research is based, the first formal appearance of results in physical, print or electronic format. Primary sources present original ideas and thoughts, report a discovery, or conduct new information. Secondary sources are considerer less important than primary sources. Secondary Resources are material written after the fact that provides point of views of hindsight. The fact is that are interpretations and evaluations coming of primary sources. Secondary sources are not original materials, but rather opinions on and discussion of evidence in such information. According with the text, secondary search is easy to interpret as a tertiary source as well. Tertiary sources conduct an analysis of material which is a distillation and compilation of primary and secondary sources. Generally, consist in a summary of information provided with own point of view of such materials 3- What problems of secondary data quality must researchers face? How can they deal with them? The fact is that in some cases is vital to aware of the problems that can arise with secondary research so if it is that case the researcher will be able to work with these problems. Secondary search is in many cases the only material that a researcher can find on certain information; therefore, for a researcher this issue can have further problems and consequences putting together a new project as well. The problems of secondary data quality that a researcher must face is; â€Å"verifying and determining the value of the secondary sources the researcher would like to use† (Cooper Schindler, 2006). Researchers who use secondary sources must make their best efforts to verify the accuracy of the information. On the other, hand, is a fact that all sources need to be cited appropriately in a paper, even if they are only secondary in nature. For example, a researcher who cites an article about a political event should dig further to verify the information. To do this they may need to get primary source data of the politic event. It may not be the primary data to verify secondary data in research, but every effort must be made in order to prove the credibility of the sources being used in any research effectively. Chapter: 7 Discussion Questions 1- How does qualitative research differ from quantitative research? Generally, can be some researchers who feel that one is better than the other. A major difference between the two is that qualitative research is inductive and quantitative research is deductive. Quantitative research differs on numbers or quantities. Quantitative studies have results that are based on numeric analysis and statistics. In many cases, these studies have many participants. Perhaps is not abnormal that has there to be over a thousand people in a quantitative research study. It is good to have a large number of participants because this gives analysis more statistical accurately. Qualitative research studies are based on differences in quality, rather than differences in quantity. Results are in words or pictures rather than numbers. Qualitative studies usually have fewer participants than quantitative studies because the depth of the data collection does not allow for large numbers of participants. It important to remark that both, quantitative and qualitative studies have strengths and weaknesses, a particular strength of quantitative research is that statistical analysis allows for generalization to others. The goal of quantitative research is to choose a sample that closely resembles the population. Qualitative research does not seek to choose samples that are representative of populations and this make a considerable difference in both. 2- How do data from qualitative research differ from data in quantitative research? Data from qualitative research and quantitative research differs in many ways. When conducting research there will be a time when you have to decide between the use of qualitative and quantitative research. Understanding the differences in data that is gathered from these resources will help you decide what type of research you will need to use. â€Å"Material subtracted from qualitative research can contain different uses because the researcher can use as many knowledge as searcher can during research to adjust the data extracted from the next participant† (Cooper Schindler, 2006, Ch. 8). Although, this event influences the details of the data obtained by the research effectively, allowing data and research to condense through obtained information properly. In quantitative research identical data is desired from all participants, so evolution of methodology is not acceptable (Cooper Schindler, 2006, Ch. 8). Quantitative requires specific data to be retrieved at all time, and qualitative research allows for change. This difference also impacts the way that data from these research methods will be interpreted and analyzed. 5- Assume you are a manufacturer of small kitchen electrics, like Hamilton Beach/Proctor Silex, and you want to determine if some innovative designs with unusual shapes colors developed for the European market could be successful marketed in the U.S. market. What qualitative research would you recommend, and why? For this event, is good idea to suggest a focus group so doing that may collect information from a wide variety of participants regarding specific question (Henderson, 2009). Is important that to be sure that it has a good cross-section of people to be in the group and that their observations are honest and not biased in any way. This task may be difficult, but necessary to give it an honest try. In addition, by affirming theories to compile trough what people say and do, qualitative research is not based accusing of imposing theories upon participants. Is therefore, by maintaining detailed records of what its said and of what happens qualitative research does not limit the complexity of social life to anybody can manipulated equations. â€Å"Rather than skating on the surface of everyday life, its close contact and detailed recording allows the research to glimpse beneath the polished rhetoric, or the plausible deceits; it is able to take more time to focus upon the smaller yet powerful processes which other methods gloss over or ignore† (Schostak, 2009). In addition References University Libraries, University of Maryland (2010) Primary, Secondary and Tertiary Sources, retrieved from: http://www.lib.umd.edu/guides/primary-sources.html#tertiary on January 20, 2013 Cooper, D. R., Schindler, P. S. (2006). Business Research Methods (th ed.). New York, NY: McGraw-Hill retrieved on January 20, 2013 Henderson, N. (2009) Managing Moderator Stress: Take a Deep Breath. You Can Do This!. Marketing Research, Vol. 21 Issue 1, p28-29. Schostak, J.F. (2002) Understanding Designing and Conducting Qualitative Research in Education Framing the Project Open University Press Ganty, S. (2010) Problems with Secondary Data Research and How to Deal with It from: http://www.associatedcontent.com/article/5771198/problems_with_secondary_data_research_pg2.html?cat=3 Retrieved on January 20, 2013

Leadership Essay -- Interpersonal Trustworthiness

The problem to be investigated is how the gap of trust between leaders and followers, weakens employees’ commitment, harms wealth creation, and produces augmented transaction expenses in organizations all over the world (Caldwell, Hayes & Long, 2010). Scandals involving large corporations in recent years have led to calls for more attention being given to ethical behavior within companies, particularly among company leaders. A research area of interest is how ethical behavior among leaders impacts the environment of an organization and the behavior of its staff, including employees’ organizational dedication (Organizational Behavior Application Guide, 2011). Trust between leaders and a follower is essential for a company to be successful. If the followers don’t feel as if they can trust the leaders then there will not be open lines of communication within the company and without those nothing can get accomplished. Leaders today’s face the challenge of earning the trust and commitment of staff members if they want to steer their companies to success in a highly aggressive international framework. Interpersonal trustworthiness is a personal evaluation of the probability that another person can be trusted to respect responsibilities intrinsic within an apparent social contract. The connection amid leader behavior and leader trustworthiness becomes a function of each person’s theoretical thinking as followers infer the understood and explicit elements of the social contract and the values that social contracts include. More and more, scholars have recognized the leader–follower connection as a chain of psychological contracts that increase to the level of a covenantal association (Caldwell, Hayes & Long, 2010). Leaders e... ...ched and that no matter what they do, right or wrong, someone always knows about it. Unethical behavior is something that is not easily overlooked or forgiven in the business arena and once a breach has been identified it takes a big toll on the company and reputation for a long time to come. Organizational behavior is always in the spotlight and should be carried out in the most ethical way possible. The opportunities and benefits that are lost in the end from leaders who are not ethical are tremendous to most companies. Many times the damage that is done is beyond repair and sometimes costs the company its existence in the end. It is very important that organizations make sure that they have good ethical policies in place to guide leaders in the decisions that they make since they not only affect them personally but affect the company as a whole.

Employment Law and Employee Relations Assignment

Introduction Employment relations between employers and employees are managed by several different sources. There are a variety of statutory provisions which govern the acceptability of certain behaviours by either party. Key legislative provisions that will be referred to throughout this case study include the Employment Rights Act 1996 (ERA) and the Equality Act (2010) EqA, amongst others. Each of the three situations here will be looked at individuals although it is noted that each of the three people in question are employees and there is no need to consider the tests of whether or not the individuals are self-employed or employed for the purposes of statutory protection (although this was not as clear with Sally, see below for analysis). Each employee has also been issued with a contract which is presumed to be compliant with the minimum statutory requirements. Each scenario will be looked at in turn. Jim The discussions associated with Jim and his recent civil partnership indicate that there is a prima facie argument being presented by Jim that he is being discriminated against by virtue of his sexual orientation. Jim has argued that he has been given a less favourable shift pattern and that this is due to his sexual orientation and his statement that he is likely to be seeking to take time off to raise a child in the near future. He has also indicated that he has been subject to abuse from a colleague by virtue of his sexual orientation. Jim is now off work ill and has suggested that he may wish to resign. The danger from the Council point of view is that Jim resigns and states that he was constructively unfairly dismissed by virtue of his treatment due to sexual orientation. Although he has only been employed for a period of 18 months and this would typically mean that he had not have the appropriate qualifying period for unfair dismissal. However in accordance with section 19 of EqA there is no qualifying period and this therefore presents a danger to the Council. In order to potentially argue this, Jim would have to show that he had suffered from discrimination, harassment or victimisation in the work place as a direct result of his sexual orientation. In accordance with the EqA 2010 direct discrimination, indirect discrimination, harassment and victimisation are all outlawed. Jim is seemingly arguing that he is being directly discriminated against as he is being given worse shifts than his counterparts who are heterosexual. In order to prove this there would need to be a comparator so that he could show that he has been treated comparatively worse than his counterpart, the comparator having circumstances that are not materially different to Jim (Shamoon, 2003). Therefore in this case it would be necessary to look at the treatment of someone who is in all ways similar to Jim with the exception of sexual orientation. The facts as indicated here are not sufficiently clear to show whether or not on balance Jim has been treated any differently than other colleagues with the revised shift patterns. There is also an additional concern faced by Malcolm in that in the case of Martin (2006). In this case it was held that the investigation of the grievance process was in itself discriminatory as the manager had failed to give the complainant the necessary time and a ttention, instead dismissing his grievance as petty. Malcolm’s response to Jim’s verbal statement is therefore a concern and although a formal grievance has not been raised the matter needs to be treated with greater concern in order to investigate the complaint fully. In relation to the investigation of victimisation and harassment, the full process needs to be followed in order to comply with the requirement of the EqA to protect Jim. Section 26 of the EqA deals with the conduct that has the effect of being discriminatory by virtue of victimisation and harassment. Again the full facts have not been ascertained as yet and although Jim feels the emails are coming from a colleague this would need to be investigated fully. The crucial aspect of this scenario however is to deal with the grievance in an appropriate manner. Malcolm’s previous brushing aside of Jim could in itself create allegations of discrimination and this needs to be rectified as a matter of urgency. A failure to do so could result in Jim bringing a claim for constructive, unfair dismissal with the possibly of the tribunal awarding compensation for injury to feelings. This is aimed at being compensatory and not punitive but nonetheless presents a real danger to the Council (Corus, 2005). Frank This scenario deals with an employee that is known for several misdemeanours over the two years of his employment, most notably going out during the week and weekend and attending work in a manner that is seen to be unacceptable. His latest error as a result of this activity has resulted in a potential substantial loss to the Council. There is no indication that his action with the transcription error happened when he was doing anything outside of his authority within work. It is also noted that he is paid a minimum wage or ?5.13 at 19 years of age which does not indicate that he is an apprentice. That said being 19 and recognised to have substantial weaknesses in his performance which do not seem to have been picked up previously places the Council in a weaker position. Despite this, it is evident that his error has caused a substantial loss and as such it is reasonable for the Council to look towards a disciplinary. The principles of fairness when conducting a disciplinary are contained in the ACAS Code of Practice on Disciplinary and Grievance Produces (2012) as well as the non-statutory guide that is also created by ACAS. More formally, S98 of ERA states that in order for an individual to be dismissed the employer is required to have acted reasonably and following a suitable disciplinary process would be a key component of this. In the event that the process is not followed and Frank then claims unfair dismissal the failure to follow the process could result in an uplift of any award by 25% (Section 207 of Trade Union and Labour Relations (Consolidation) Act 1992). Firstly it is necessary for the employer to consider whether formal action is necessary. It is not clear whether previous misdemeanours or poor performance has been dealt with formally or informally and this should be looked at as a matter of priority. However for the purposes of this advice it is suggested that these have not been dealt with formally in any way. Where a discussion is to be recorded formally on the record of an employee, as is likely to be the case her section 11 of the Employment Relations Act 1999 will become relevant and the statutory right to be accompanied needs to be taken into account. It was confirmed in the case of Sarkar (2010) that where the disciplinary could result in dismissal it is not acceptable to use an informal process. The potential loss here is substantial and therefore it is possible that the Council could be looking at gross misconduct. Frank has the qualifying period of 2 years service and could therefore potentially claim unfair dismissal making it vital that the processes are followed correctly. The employer needs to act promptly as if it fails to indicate the severity of the situation to the employee there is a danger that it would be seen to have affirmed the contract and accepted the employees repudiatory breach (Cook, 2009). A full investigation is necessary which will then potentially lead to the disciplinary procedure. The position of the employer should however be reserved for the duration of the investigation. During the investigatory meeting and the disciplinary meeting (if there is one subsequent) the employee has the right to be accompanied. The level of investigation necessary is dependent on the severity of the accusation (A, 2003). Where an employee is at a serious risk of long term impact for example being dismissed and receiving a professional detriment a much more thorough investigation is required. Based on this and the underlying need to act reasonably Frank should be suspended in order for the investigation to take place. He should be informed of his rights and obligations during the period and also how long he is likely to be suspended for. As the conduct is sufficiently severe that it could result in dismissal this is a crucial step and the investigations should be very thorough. There are concerns that the Council has been aware of performance issues and has not yet dealt with the matter. Furthermore it would seem unreasonable that a junior individual was able to make such a costly error and this will have to be born in mind when determining the severity of the disciplinary process to be followed. Sally Sally’s contractual status is questioned initially as she is currently working various hours with a weekend on call every month. Sally has been located at the Council office for 3 years with a set desk and specific hours. This level of control is considered to be sufficient to comply with the definition of employee as per section 230 of the ERA 1996. This is a matter of fact and law and it is suggested that as she was required to personally preform the contract and the Council had a high level of control she would be deemed to be an employee (Carmichael, 2000). Based on this it would be the case that Sally is entitled to the statutory minimum holiday which is 20 days (excluding 8 bank holiday days). Sally has requested a change to her current working hours which is dealt with a flexible working request and secondly she is likely to be interviewed alongside others for the full time vacancies which have now arisen, should she wish to apply and would not want to be discriminated against by virtue of her caring role for her terminally ill mother. Since June 2014, employees with at least 6 months’ continuous service have been able to apply for flexible working for any reason. The employer is then under a duty to deal with the request in a reasonable manner and be fair in the way that they treat the application (Duncan, 2012). Crucially, in accordance with section 13 of the EqA it is possible for an employer to be directly discriminating against an individual who is treated less favourably due to the disability of an associated person (Coleman 2008). This situation is potentially difficult for the Council to manage and there is at least some argument that Sally is not in fact an employee. On balance however this is not a valid argument given the prescriptiveness of the hours of work and the physical base in the council as well as the personal nature of the services provided. The Council would therefore be required to provide paid holiday and to provide Sally with her contract of employment. Furthermore any requests for flexible working would need to be dealt with fairly and when looking to fill full time roles, Sharon would have to ensure that she did not discriminate against Sally as this could result in disability discrimination despite the fact that the disability is not suffered by her directly. Conclusions In summary, Jim should be offered a full and diligence grievance procedure to prevent him resigning and later claiming constructive unfair dismissal by virtue of sexual orientation discrimination. Frank should be dealt with formally through the use of the disciplinary procedure with a full investigation and if necessary a disciplinary that conforms with statutory requirements. Sally is, on balance, an employee and needs to be managed with due care to the disability discrimination rules and the need to be fair and reasonable when considering any flexible working requests. References ACAS (2012) Disciplinary and Grievance Procedures Available at: http://www.acas.org.uk/media/pdf/k/b/Acas_Code_of_Practice_1_on_disciplinary_and_grievance_procedures-accessible-version-Jul-2012.pdf A v B [2003] IRLR 405 Carmichael v National Power plc [2000] IRLR 43, Coleman v Attridge Law and another [2008] ICR 1128 Cook v MSHK Limited and another [2009] EWCA Civ 624, Corus Hotels plc v Woodward and another UKEAT/0536/05, Duncan, N (2012) Employment Law in Practice, City Law School (London, England, Oxford University Press) p.216 Employment Relations Act 1999 Employment Rights Act 1996 Equality Act (2010) Martin v Parkam Foods Ltd ET/1800241/06 Sarkar v West London Mental Health NHS Trust [2010] IRLR 508 Shamoon v Chief Constable of the Royal Ulster Constabulary [2003] ICR 337 (HL) Trade Union and Labour Relations (Consolidation) Act 1992

Author s Date Of Birth 1902 - 1075 Words

Micah Koenigsberg Dr. Wanda White English 232-83 4 February 2015 Name of Author: John Steinbeck Author’s Date of Birth: 1902 Authors Date of Death: 1968 What genre of literature did this author typically write: Fiction and non-fiction Noted literary work: The Grapes of Wrath Work published: 1939 The Grapes of Wrath is one of John Steinbeck’s most popular novels; it earned him the Pulitzer Prize in 1940 (Lauter). The book is about an Oklahoma farming family who has to travel to California in search of work, food, and money during the Great Depression and Dust Bowl. Along there journey family members die, people are abounded, and people are exploited (Gale Cengage). When the book was released it caused much commotion because of its†¦show more content†¦Back in California, Steinbeck wrote his first book Cup of Gold in 1929. It was rejected seven times before being published (Gale Cengage). Also, he met his first wife Carol Henning. Steinbeck proceeded to write The Pastures of Heaven and To a God Unknown. Steinbeck did not reach real success until his humorous book, Tortilla Flat, written in 1935, that was about a group of friends in Monterey, California. Then Steinbeck branched in to short stories one famous title Of Mice and Men (1937). John Steinbeck won a Pulitzer Prize in 1940 for his book, The Grapes of Wrath. It is about a farming family driven from their home by drought during the Great Depression. It follows the family as they travel to California, escaping the hardship and the Dust Bowl. Steinbeck continued into his later life with many more successful writings including Cannery Row, East of Eden, and Travels with Charley: In Search of America. All his great works lead him to winning the Nobel Prize in literature in 1962. John Steinbeck died on December 20, 1968 in New York City. The Chrysanthemums: Summary: The Chrysanthemums is a short story about one day at Henry and Elisa Allen’s farm. Their farm is in the Salinas Valley, California and it is winter. The story focuses around Elisa’s experiences that night and her view of the farm. She is gardening in her flower patch and sees her husband smoking cigarettes with two businessmen, who are