Independent Variable Personal Flexibility - Free Essay Example

Sample details Pages: 4 Words: 1243 Downloads: 6 Date added: 2017/06/26 Category Management Essay Type Narrative essay Did you like this example? 2.1.3 Independent Variable à ¢Ã¢â€š ¬Ã¢â‚¬Å" Personal Flexibility According to Bucki and Pesqueux (2000) flexibility is defined as ability to adapt in both reversible and irreversible manner. In other words, it reflects the ability of individual to remain functioning in a changing environment in spite of foreseeable or not. Furthermore, flexibility is desirable quality that needs to be fostered among employees as it served as guidelines among employees in self-directed teams, multiskilling and pay (Iles, Forster and Tinline, 1996). According to past finding from Heijde and Heijden (2006), personal flexibility was found not related to flexibility of an individual at his jobs level. Nonetheless, employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s flexibility are expected to adapt the constant changes passively that would occur in their working environment (Heijde and Heijden, 2006). In addition, employees with high personal flexibility is found to receive better benefit as well a s increased chances of further development in career as they look changes in ease (Heijde and Heijden, 2006). Furthermore, employees who practices flexibility will possess a greater understanding on how to seek opportunities in changing environment. Personal flexibility has been also labeled as adaptability (Heijde and Heijden, 2006) and has been considered as one of important component of employability by other researchers (see, e.g., Boudreau et al., 2001; Fugate et al., 2004). Individuals with personal adaptability is known to have higher employability as this traits will allows them to identify workà ¢Ã¢â€š ¬Ã¢â€ž ¢s opportunities in both cognitive and affective manners (Fugate, Kinicki and Ashforth, 2004). Otherwise, personal adaptability dedication to both career success (Pulakos et al., 2000) and organizational performance (Crant, 2000). Personal adaptability enables employees to accept attractive and productive in continually changing work domains to employers (Chan, 200 0). Career resilience and evaluating employee experience are ways to assess oneà ¢Ã¢â€š ¬Ã¢â€ž ¢s personal adaptability especially in the context of job loss (Gowan, 2012). In Fugate and Kinicki (2008) study, career resilience is defined as an individual work which is relevant to self-efficacy and optimism (Fleig-Palmer et al., 2009), and ability to adapt the career situation change (Wolf et al., 1995). According to Luthans (2002); Reivich and Schatte (2002), individual with career resilient tends possess ability to be flexible as they are à ¢Ã¢â€š ¬Ã…“willing to makes changes on themselves in order to keep pace with changeà ¢Ã¢â€š ¬Ã‚  (Waterman et al., 1994, p. 88). As stated by Fugate, Kinicki Ashforth (2004) there are five components in personal adaptability define by, openness to change, optimism, internal locus of control and propensity to learn. In addition, Fugate, Kinicki and Ashforth (2004) studies have shown the fundamental element of personal adaptability is openness to change. Openness to change is being keen and willing to accept changes of organizational such as company policies or new system of management. Openness individuals are prone to display flexibility when faced with challenges in uncertain circumstances, such as they are open toward changes events at work (Miller, Johnson, Grau, 1994). According to Wanberg and Banas (2000) states accepting changes will result positive relationship in job satisfaction. In contrast, accepting changes will provide negative relationship on work irritation and intention to quit. Besides holding up the changes will makes employees to be comfort in uncertain environment as well as increasing their competency in different occupations (Barrick Mount, 1991; Costa McCrae, 1992). Next, optimism is second element in personal adaptability. When individual have strong optimistic will perform self-confidence in ability to manage affective and objective challenges and expectation in positive view about future events (Judge et al., 1999; Peterson, 2000). Optimistic employees are likely to perceive many opportunities in the organization (Carver Scheir, 1994), to achieve of desired goals and outcome, and to determine changes of career as challenges (Scheier Carver, 1992). Third element in personal adaptability is internal locus of control. Internal locus of control is individual is based on own work and control their life. Employee in internal are more adapt to work environment and make smoother on work role transition (Wanberg Banas, 2000). Employees are more likely to handle in efforts of proactive during change work environment and to state to try hard to improve situation in the life (Gould, 1979). Employees work with internal locus of control are more employable and adaptable, because employees to be proactive and plan in different situation. Next element in personal adaptability is propensity to learn. For example, employees with proactive efforts will have high employability are always to try to learn more about opportunities and threats of the environment. When high employability, employees will to learn what skill and experience are required and what jobs are available in work environment. Employees able to compare opportunities of market with personal interest and profile. Learning is central both to meeting ever-changing demands and to initiating beneficial change. Dispositions, motivations and attitudes are about learning are significant contribute to an employees employability and personal adaptability (Fugate, Kinicki Ashforth, 2004). 2.2.2 Independent Variable à ¢Ã¢â€š ¬Ã¢â‚¬Å" Personal Flexibility Figure 2.2: A competence-based and multidimensional operationalization and measurement of employability Adapted from: Heijde, C. M. V. D., and Heijden, B. I. J. M. V. D. (2006). A competence-based and multidimensional operationalization and measurement of employability. Human Resource Management, 45(3), 449 -476. The research Heijde and Heijden (2006) aim to examine the relationship among the independent variables occupational expertise with dependent variable which is competence-based of employability. Occupational expertise discuss include (1) anticipation and optimization, (2) personal flexibility, (3) corporate sense and (4) balance. The framework showed that all the independent variables are significant to influence the competence-based of employability. Employability is a key requirement for applying both career success at the individual level and sustained competitive advantage at the firm level. According to study Van Dam, (2004), highly employable employees are require for organization in order to satisfy fluctuating demand for functional and numerical flexibility. Employability enables fast-changing job requirements in organization cope by employees. 2.4.2 Personal Flexibility As Fugate et al. (2004) argues, individual that are personal flexibility and willing to changes and adaptable, ultimately more employable. Accordingly, individuals whom are personal flexibility tend to perceived this study individuals are employable as they are willing to accept challenges at work. Therefore in our study, hypotheses were formed between personal flexibility and employability: H0: There is no significant relationship between personal flexibility and employability. H1: There is a significant relationship between personal flexibility and employability. Personal flexibility is adaptability to change in work environment (Heijde and Heijden, 2006). In study Fugate, Kinicki and Ashforth (2004) personal adaptability has one fundamental element which is openness to change as it enables realization of being optimistic to new experiences and career opportunities. Personal flexibility is positively relationship with employability. Heijde and Heijden, (2006) argue employees with high level of personal flexibility are significant in helping themselves to get further career development. Employees can have greater benefit from distinct experiences since employees are accepting changes of organization (Heijde and Heijden, 2006). Then in another study by McCartt and Rohrbaugh (1995), open individuals are found to take changes as a new challenge rather than a threat, and welcomes new processes and technologies (Fugate et al., 2004). OConnell, McNeely Hall, (2008) when employee has easily to adaptability in work environment is lead to high confidence and optimism may help further career success. Employee with high level of self-confidence can affect effort and objectives, confidence in the transferability and currency of personalà ¢Ã¢â€š ¬Ã¢â€ž ¢s skill which is increase personalà ¢Ã¢â€š ¬Ã¢â€ž ¢s ability to suit to changing circumstances. When in marketability, as an employees confidence of skills increase, so that both confidence and competence to adjust in changing situations should be stronger. Fugate (2006) also argued that pos itive self-evaluations will lead to positive attitudes and optimism, thus fostering positive expectations about future events. In other words, career resilience will to improve employee confidence of abilities to manage changes and challenges in their workplace. Don’t waste time! Our writers will create an original "Independent Variable Personal Flexibility" essay for you Create order

Religion Is A Conception Of One s Own Beliefs - 1289 Words

Siddharth Gautam once said, â€Å"Believe only after careful observation and analysis†¦.† Religion is generally a conception of one’s own beliefs. It is within a religion where humanity develops the mindset of worship. However, one believes that in order to be religious one must follow and adhere to certain protocols within that distinct area of faith. Like Buddha says, belief should only be experienced after the analyzation and actual appraisal of the conception of religion and how one connects to it. Throughout the span of life, religion has been handed down through generations, expecting the continuation of a certain belief, without allowing the individualism of a human being to explore what it is that speaks to them. I, sharing this†¦show more content†¦In order to enter the state of nirvana one must enter the homeless state of a monk. Theravada Buddhists speak of Buddha, their master, as the human Buddha. They call him â€Å"the great enlightened man †. According to the Anatomy of the Sacred, sutra literature is the first division of the official Theravada canon which is in relation to the Pali Canon described as the Word of the Buddha. It is believed that there is a karma-samsara theodicy which defines as Buddha connecting his profound realism about suffering with doctrines of karma and samsara where all beings are the effect of previous causes and there is a profound sense of rightness. This gives it the interpretation that Theravada Buddhism strips religion of its usual elements, according to Livingston in the Anatomy of the Sacred. The Wat Buddharangsi Temple was introduced to Florida as a place of refuge for local buddhists by Miami Architect Noppom Poochareor. It was then transformed to a non-profit religious organization where tourists and residents can visit and explore Buddhist culture and teachings through annual celebrations and daily hours of worship. A magnificent statue of Buddha established in the middle of the temple was a tremendous sight to see. It is the main Buddha of worship and it is called Phrabuddhadhammachinaraj. The Theravada cultural symbols are distinguished by cetiya which are three categories:

Security Management and Ethical issues

Question: Discuss about the Security Management and Ethical issues. Answer: Introduction Social media platforms include social networks, websites, blogs, podcasts, social book marking applications and Wikis. All these social media platforms present opportunities to people to exercise their right to speech and freely express their views in public or in a community. However, increasing use of social media by people has also raised certain ethical concerns. Many a times employees are being tracked by their employers to use the posted information for professional assessment of an employee and even candidates. Moreover, inappropriate use of social media by employees also raises ethical dilemmas as this could harm the reputation of a company. Ethical Issues Social media is made out of a vast pool of platforms presented in different formats that allow people to express themselves publically. It includes social networks like Facebook and Linkedin, Blogs such as wordpress and eblogger, microblogs such as Twitter, Tumblr and Pinterest, podcasts such as iTunes and YouTube, social bookmarking applications like delicious and wikis(Lachman, 2013). There is an increasing use of social media platforms by people and these include employees who may get affected by this usage as their employers may be tracking their publically posted social media messages. This would also include potential employees or candidate of organizations who may also be targeted for this exploration. It has been found that employers search through the Facebook profiles of potential candidates that are applying for any position in an organization to access their personal details based on which candidates may even get rejected. From Facebook profiles of candidates, organizations can get much detailed information about the person such as their ethnicity, marital status, sexual orientation, religion, political views, and age which makes them take a call on whether they would like to hire candidates with specific combinations of these. For instance, a person displaying drinking as hobby is highly likely to get rejection as compared to someone showing running as a hobby(Broughton, Higgins, Hicks, Cox, 2009). Common reasons that could be causing rejections by employers of candidates based on their social media profiles include posting of provocative photographs or information, content displaying their drug habits, bad-mouth about their previous employers, poor communication skills, discriminatory remarks, wrong information about qualification, display of confidential information about a previous employer and so on(Dowell, 2014). Besides this information that is directly accessible to employers, third party services can also be taken by employer to get more information about the employee. Such an agency can get much detailed information about a person such as background checks, social media searches, and criminal background. However, in such a case, if the candidate gets rejected then communication should follow from company to employee talking about the reasons of rejection and a chance must be given to the candidate to correct their conduct. In US itself, a survey has found that 83% of the recruiters go through the Facebook profiles of candidates before hiring them while 43% of them have actually rejected candidates due to the messages they post on Facebook. This access to the personal information of a candidate without permission is actually both unethical and illegal as per Fair Work Act and Privacy Act of Australia and if candidate come to know about such an event, a complaint can be filed against the organization for this breach. However, because of lack of awareness that their profiles have actually being scanned by employers, candidates actually do not make any complaints. Often, even after recruitment, organizations scan through the personal or public messages that are shared by their employees on Facebook to check is they are being talking bad mouth about a company they are employed in. This assess to personal voice of the employees is actually a very unethical practice as per the ethical codes of conduct defined by Austrian Human Resource Institute. While on one side ethical concerns are there considering employees, on the other side, inappropriate attitude of employees over online media can also be unethical if they attempt to spoil the reputation of the organization they are working for. In one case of Tenessee police department, when an employee wrote bad mouth about the department on the blog, the company fired him on account of the damage that blog caused on the department and affected the community. Organizations can have ethical codes of conduct that can be communicated to employee to make them aware about what they can talk about the company online and what they cannot. Often employees end up friending their bosses or other people in their organization, exposing themselves to them such that whatever they talk about in public gets disclosed to these people violating their own private space. Either employees can be careful while talking about their companies on Facebook or they do not add people who are not close friends to not let go of their posted messages online to people who can affect their jobs. Thus, two primary ethical issues that are important areas of studies today are ethicality of the usage of social media by employees and ethicality of the responses that organizations give against the use of social media by employees. Macrosocial norms like freedom of speech and microsocial norms like workplace behaviour of employees both put pressure on how a balance may be created between the ethical practices as used by employees and employers. At this point, it is important that there is a balance established between rights of the employees and the expectations of organizations about their behaviour over social media while they are working in the organization. Such a policy by an organization may cover specific guidance for employees for using social media platforms. Some standard of conduct and online behaviour may be included in the policy statements. Valentine et al. (2010) has argued on the case of police employee who was fired because of blogging. As per him, if the blog is talking on a topic which is not related to work then firing employees on the basis of that cannot be considered as an ethical practice. If a work related topic is being addressed which can create a bad reputation for the organization then the employee may be considered as practicing unethical approaches. Moreover, when assessing the use of social media by an employee, the moral intensity of messages may also be considered which would require an understanding of the scale of the harm that is caused to the organization due to the message posted by an employee. In case the moral intensity of the messages is low such as in the case when employee talks only about a bad day putting a disclaimer that a blog does not intend to harm the employers reputation but is only being used as a medium to vent out their frustration, the response from employer in the form of punitive measures could be considered as unethical. However, in the cases where employees deliberately put messages to harm the reputation of their employers in malicious ways, the act can be considered as having a high moral intensity and can affect the reputation directly and thus, an employer may response in a serious manner to such an act. The understanding of how social media can be used by employers or should be used by employees is different for different generations and thus, their attitude towards the use of social media is also different. A survey conducted by IBE on the ethical concerns in organizations found that integrity risk was the biggest challenge when considering the use of social media and this was mainly due to irresponsible use of social media by employees. A harm can also happen indirectly when employee is not even intended to spoil the image of the employer. For instance, an employee who was responsible for managing the social media page of Nestle posted some offensive remarks when a fan posted a negative remark about the brand. This caused a rage in consumers who demanded a boycott for Nestle. Some employees put bad remarks about their own company in their personal blog posts that can also raise such concerns of integrity. A DLA piper study, which involved a survey on how employers take care of suc h integrity concerns, found that over 33% of the employers were taking efforts to discipline their employees on the appropriate use of social media. Some of the organizations develop their own internal communication systems for employees to discuss their personal issues to prevent their concerns from going out. There have been cases of Serco group and Argos that saw the misconduct of their employees and then declared that they would be monitoring their employee activities on social media in their policy statements to prevent these employees from putting inappropriate remarks online that can spoil the image of the organization(IBE, 2011). There is protection available for employees against the privacy invasion by employer into their social profiles if this affects their occupation. However, in some cases, this protection may be less and an employer can still fire an employee. For instance, any social media posts that were added during the work hours do not have much protection as the conduct was done on-duty in the premises of the employer. Also, in the case any company policy is violated, it can also lead to firing of an employee such as done in the case of Taco Bell that fired an employee who posted an image that was actually meant for internal contest on the social media which was against the policies of the franchisee. There are certain state protection laws for preventing the off-duty conduct of employees that can harm a companys reputation. For instance, In California, if any conduct of an employee causes disruption in the operations (Bergmayer, 2000) of the organization then it is considered as unlawful. Some reasons for firing the candidate are considered unlawful such as on the basis of political activities carried out outside company premises or after work hours and use of other products that do not belong to company after company hours such as guns, cigarettes or alcohol. Some types of posts that employees. The companies are also protected by law against the inappropriate, unethical and illegal use of social media by their employees even for their off-duty conducts. As per National Labor Relations Board (NLRB), certain types of communication are protected concerted activities that are considered harmful for the reputation of the organization and thus attract strict disciplinary actions from companies. If a post by an employee directly or indirectly refers to the workplace conditions or a post is disloyal or malicious for the organization and violates their protection as per law then the law permits the organization to take strict actions against employee responsible for such a conduct (Rashid, 2010). However, if an employee posts complaints about the policies used by organization even when using vulgarity in expressing views and the post intends to improve the policies, then such an employee cannot be attacked specially, if the post is appreciated by other employees of the organization reflecting their support for the views. Actions that are protected by law and cannot be responded by organizations with discharge of employees include talking about payment, working hours, business conduct, treatment of employees, and company culture (Laursen, 2008). Social media Posts that do not have any protection for employees and thus, can put them into trouble if they use the approach include personal grudges, extreme level of obscenities, racism, and disclosure of trade secrets or confidential information of an organization. If an employee tries to use the social media platform for discrimination (Kizza, 2010) or bullying others including company or its other employees then it is also not protected by law and this can be treated by employers as an unlawful harassment to employer at workplace and thus, can result into complaints and strict actions by employers. On one side, social media is considered as a risky proposition by some employers who are afraid that their employees may display an inappropriate behaviour that can harm their reputation over social media, progressive employers do not see social media platforms like Facebook as a medium that can risk a bad mouth from employees but they encourage their employees to get connected over the platform and connect with each other in the organization by forming groups or communities over the social media (Kizza, 2010). Progressive employers are positive about the use of social media by their employees. A belief has been established that use of social media builds better relationships among employees thereby improving coordination in teams that in turn gets commercial success to an organization. Social media has the potential to make a brand grow more if employees are engaged over it and talk about the employer brand over the platform. Thus, instead of seeing social media as a threat, what organizations can do is understand the potential as well as possible threats of the social media, establish policies for clear identification of what employees can do and what they should not do over social media such that threats caused by inappropriate use of social media by employees can be prevented. It is important that these organizations create a balance between the policies that discipline employees for using ethical practices and empowerment of social media usage by employees to practice their freedom of speed and to connect with other employees over the internet(Turner, 2010). In order to create a balance between how the employees of an organization use social media and how companies discipline them on the social media usage, appropriate social media policies or codes of conduct may be defined by the organization and the same may be applied in practice consistently. These policies should clearly define which conducts are considered ethical when used by employees and which practices are considered unlawful and affecting organization in negative ways. When applying the policies, employees have to be informed about what the company expects them to talk on social media and what the company wants them to refrain from talking to remain ethical. Progressive employers have this clarity of though in policies and thus, they allow the employees to make use of social media and at the same time create the ethical balance such that a win-win situation is created both for the organization and its employees. These employers also at times create internal communication syst ems to draw a line between what is being discussed by employees over the social media and over internal media such that the work related talks remain limited to internal systems (Azari, 2003). Conclusions This report was made to assess the case study on the use of Facebook by employees as well as employers and the ethical concerns that are raised due to that. The paper explored answers to three areas and these included identification of issues related to privacy of employees, attitude difference between workers of different age groups and use of social networking by progressive employers. It was found that major ethical issues that are raised due to usage of social media was the leak in the private information of employees and candidates which reaches employers who use the same to understand attitude of employees to make a selection of employee. References Azari, R. (2003).Current security management ethical issues of information technology. Hershey: IRM Press. Bergmayer, J. The Social, Ethical, and Legal Implications of Social Networking.SSRN Electronic Journal. https://dx.doi.org/10.2139/ssrn.2285106 Broughton, A., Higgins, T., Hicks, B., Cox, A. (2009). Workplaces and Social Networking The Implications for Employment Relations. IES. Dhillon, G. (2001).Information security management. Hershey, Pa.: Idea Group Pub. Dowell, A. C. (2014). Social Media in the Workplace. Baker Donelson. IBE. (2011). The Ethical Challeges of Social Media. Business Ethics Briefing, 43-48. Kizza, J. (2010).Ethical and social issues in the information age. London: Springer. Lachman, V. D. (2013). Social Media: Managing the Ethical Issues. Nursing World, 326-329. Laursen, L. (2008). Social Networking Grows Up.Science. https://dx.doi.org/10.1126/science.caredit.a0800156 Rashid, R.Exploring methodological and ethical issues in researching teachers' informal learning on a social networking site. Turner, R. (2010). How progressive companies are using social technologies. Clear Swift.