5 Life Lessons You Can Learn from Martin Luther King, Jr.

5 Life Lessons You Can Learn from Martin Luther King, Jr. There is so much we can all learn from Martin Luther King, Jr, and not just on the day off we get once a year to commemorate his life! But it might not have occurred to you to adapt some of his deep wisdom to your own life and career. Here are 5 powerful lessons from Dr. King that could help you live better, do better, and go further.1. Ask why.And more importantly, ask â€Å"why not?† If someone tells you something is impossible, ask this very important question to figure out why they are so convinced, and whether you might be able to offer a solution no one else had seen. When looking for answers to some of the biggest questions of a generation, Dr. King turned to other sources for inspiration. This  teaches us the answers to our problems will often come from unexpected corners, and how important it is to learn from other people and other cultures as much as we can.2. You can’t change change.Change is constant. Dr. King was initially hesitant to join in the 1963 Mar ch on Washington, but he adapted to the evolving movement and ended up leading one of the most moving and effective platforms for social change. Be adaptable. Realize that change is inevitable. All you can control is what you do in the face of it.3. Find where you can give, not just receive.Dr. King once said, â€Å"Life’s most persistent and urgent question is, ‘What are you doing for others?’† In stressful times, it becomes very difficult to focus on anyone but ourselves. But this is a moral requirement, and increasingly more so in our interconnected, fast-paced world. When you’re in a rut, focus on helping people- you’ll be surprised at what a difference that can make.4. Tune out the critics.As long as you’ve chosen a path that’s good and a cause that you are passionate about, and as long as you’re pursuing both with integrity, honesty, and concern for others, then you’ll need to tune out the haters now and then . People will always be critical. Rejection will always happen, particularly in the course of a career. But if you know you’re doing the right thing, you should keep doing it.5. Leave a legacy.Think about what sort of mark you want to leave on the world. Is the work you’re doing going to make a difference to the next generation? Even if you can’t make an impact on the same scale as Dr. King, you can figure out ways to leave your workplace, industry, etc., a little better off for your having been there.

Gardens essays

Gardens essays During World War 2, people at home helped win the war as much as any soldier did. A good part of our resources were used to support the national war effort. People at the home front had to do everything they could to help their country. They helped fund the war by purchasing bonds, recycling, conserving raw materials like oil, and rallying behind their troops. All these efforts helped us achieve victory but were not enough on their own. Food needed to be shipped out to troops who were fighting at home and abroad. Many of them may have starved if it weren't for the victory gardens that people planted. These gardens helped feed a nation that was fighting for freedom. If we were going to win the war, we needed lots of food. Government agencies, private foundations, businesses, schools, and seed companies helped spread this message. They used all different forms of propaganda, such as colorful posters and feature articles in magazines and newspapers to get the word out. Also public service booklets helped provide information. These booklets taught the basics of gardening. They covered topics like how to plant, when to plant, how to tend plants, soil health, pest identification, and what to plant. Hearst (Good Housekeeping), International Harvester, Beech-nut packing company, Simon and Schuster (House and Garden Magazine) were the main providers of these booklets. Of course factual information wouldn't be enough to keep people gardening and stick with it. The government came up with messages that were simple, symbolic, and patriotic. They wanted people to make gardening a family and community effort. It became a pastime and national duty, not a chore or burden. The victory gardens were vegetables gardens planted during the war to provide enough food for civilians and troops. These gardens came in every shape and size, from window boxes to community plots. They were planted ...

Saleh's english Essay Example | Topics and Well Written Essays - 500 words

Saleh's english - Essay Example Phenomenon happened in the Millennium Bridge was rather serious. Norman Foster as the designer made the bridge strongly designed and estimated to be able to cope with degree of movements. As a matter of fact, serious trouble occurred on its deck when it swayed just like a drunken sailor. People who experienced that phenomenon told that it felt like a seasick. The worst thing was the elderly walkers clung on the side of the bridge. In a view, the phenomenon was like swaying bridge as a fairground ride. As it had been observed, the movements occurred on the Millennium Bridge were caused by Synchronous Lateral Excitation. In this case, small sideways oscillations happened because of natural sway motion of people walking; it was in turn to cause people who passed the bridge to sway in step, in which it made the amplitude of the bridge oscillations increased and reinforced the effect continuously. When it occurred, the worst movement was on the central span where the deck moved by up to 7 0mm. What a dramatic swaying that had made people who passed shocked. The solutions that had been done to analysed the phenomenon were mostly used tests. Crowd tests were implemented on the bridge deck. In July 2000, 100 people were used in the first test.

Willow Movie Review Example | Topics and Well Written Essays - 750 words

Willow - Movie Review Example A few years after he dies too and this is where he discovers the afterlife. It is this bereavement that makes the viewer question their own lives and what would happen if this happened to them. It makes the viewer reflect on the uncertainty of life and how life can turn around within a split moment. When Chris Nielson dies his wife is left behind to grieve not only for the children, but also for her husband. It is not surprising that her sanity is taxed as she finds herself alone in this life. The afterlife displayed in this film is a place where everything happens because of the imagination. This leaves one to question their own beliefs. William Blake offers this unique glimpse at the afterlife where the imagination is the real human truth. The film challenges a persons values when Annie Collins-Nielsen commits suicide after grieving her two children and husband. Before watching this film a person may have had no understanding of suicide, but after watching the film and seeing the very real loss that Annie Collins-Nielsen suffers values, beliefs and ideas about suicide are challenged. Had Chris Nielson not been in such a respectable career where people looked up to him there might not have been such great loss to the whole of the society. Those in lesser known jobs would probably not leave such a huge gap. The fact that Chris Nielson was also working with children will also affect the children in a deeper way. Suddenly the whole society was faced by this loss and parents would have to explain to their children about death and bereavement. After reading chapter 7, what do you think of the quote, "when the collective is hostile to a womans natural life, rather than accept the derogatory or disrespectful labels that are placed upon her, she can and must, like the ugly duckling, hold on, hold out, and search for that which she belongs to.... and preferably outlive,

Stonegate pub company performance Essay Example for Free

Stonegate pub company performance Essay The Stonegate pub company is privately owned which concentrates in pubs and bars in the UK. It was started in the year 2010 and currently have more than 620 bars and pubs all over in the country. In the same year the company acquired over 330 managed pubs from M and B. This gave the company operational power to run. The company takes great care of all its target customers as it has various joints as in: student bars, traditional pubs, night clubs and all kinds of pubs. This makes the company attract all kinds of customers depending on their needs. In 2011, the company joined with the Town and pub company forming a large pub operator which would become the largest in the country. This in return led to the company acquiring lettuce brands, Yate’s and slug. Stonegate company also involves itself in selling of drinks and food that is seasonal favorites. Being one of the largest companies in the country, Stonegate company keeps books of accounts which can be evaluated. The company’s return on capital in the year 2012 is far much higher than that of 2011. This in return has increased the shareholders amount in the year. Since the return on capital in 2012 is greater than in 2011, the company indicated growth. The Gross profit of the company increases from 8.7% to 12.3% due to the increase of sales from 264,671 to 484623. The gross profit of the company indicates that the company is in the right direction towards its development. Net profit margin of any company will show how much it earns after tax deductions per dollar. When it is high, the firm comfortably controls its costs and favorably competes (BAKER, 2005, 62). In 2011 it had 0.41% compared to 4.5% in 2012 and could therefore earn more in 2012 after the tax had been deducted per dollar. The company, hence records higher amount of sale as time goes by. Gearing measures the financial leverage of a company and compares the ration between financial aid by lenders and shareholders. In 2011 it was 47.9% as compared to 159% indicating the country borrowed more than in the previous year. Interest cover shows the ability of a company to repay interest on an outstanding debt. In 2012 the ratio is at 3.5 times as compared with 0.95 in 2011. This indicates the ability of the company to repay has increased. On the other side the company’s current ratio came from 0.77:1 in 2011 to 0.74:1 in 2012. This shows that it was in a position to pay debts comfortably in 2011 while it struggles in 2012 which is not a comfortable place for any company in theworld. Liquidity ratio of a company shows its ability to pay short term debts. Stonegate company had a ratio of 0.69: 1 in 2011 and 0.62: 1 in 2012 showing the ability to repay short term debts reduced in 2012. Stock turnover is the amount of times that stock is sold over a given period of time. The company had a stock turnover of 9 times in 2011 as compared to 6 times in 2012. This indicates that the stock is sold at a fast pace in 2012 as compared to 2011. Debtor collection period is the period in which the business receives money sold on credit. Many businesses sell on credit to increase their sales. In 2011, Stonegate company had a debtor collection period of 43 as compared to 25 in 2012. This shows that the company would be able to get money sold on credit more often in 2012 which leads to development. Credit payment period on the other side represents the number of days a company takes to repay a credit transaction. The shorter the period the busy the business, hence faster development since this indicates faster inflow of cash. In 2011 it was 24 days compared to 12 in 2012. In 2012 therefore, Stonegate company had the power to repay back its debts within half the time spent in the previous year. This indicates growth in financial aspects of the company. The number of days a company takes to realize cash from its inventory is operating ratio. The company has an operating ratio of 28 days in 2011 and 19 days in 2012. The company enjoys fast money in the latter year,which in turn leads to faster development as compared to 2011. Stonegate company compares with other companies in the market and competes effectively. In the year 2011, Net Profit before interest and tax on sales is 0.64% compared to 12.3% in 2012. The company records growth in the latter year as compared to other companies. Labor cost of sales in 2011 is at 26.5% as compared to 28% in the year 2012. In comparison to other companies, the company is paying more of its money in wages and salaries in 2011 than in 2012. This poses dangers in any company. Overhead costs of sales refer to other costs other than labor. These costs may include rent and insurance. In relation to other companies, the company had a figure of 8.2% and 6.7% in 2012 indicating a reduction in the rate of overhead cost. Reduction in overhead costs which may be escapable, benefits the company as it is an additional expense on the side of the company’s budget (Tracy, 2013, 237) . The company’s current ratio in 2011 is at 0.77 and 0.74 in 2012 compared to other companies. This shows lack of strength to pay its debts faster as the years progress. On the side of acid test, the company had a ratio of 0.69: 1 in 2011 and 0.62:1 in 2012. It shows that the company could not comfortably depend on its current asset to pay its current debts in the year 2012 as compared with 2011 in relation to other countries. It therefore shows that the company depends on its own inventory in paying these debts. Stonegate company recorded a favorable rate of stock turnover as compared between the two years 2011 with 9 times and 2012 with 6 times. This shows effective competition with other companies in the market. The company may be lagging behind other companies due to the use of some strategies it takes in its dairy production. The company records tremendous improvement in the financial sector as witnessed by the large amount of profits and sales in 2012 compared to 2011. This shows improvement in the management part of the company which brings aboutbetter methods of production. This is what in return brings the positive change experienced in the company. According to Davenport (2013, p. 27), IT IS due to data-keeping in the company that parties may be able to know where the company is going astray and where they are right. This also helps in decision making . Although the company seems to be walking in the right direction, the business still lags behind other companies in the market due to its strategies. Some of these strategies include gearing. For instance Stonegate company depended much on the lenders as opposed to the shareholders in 2012 as compared to the year 2012. Lenders require a large amount of interests on loans given to the companies and may even ask for repayment within a short period of time (Moles et al, 2011, p. 642). Interests associated with these loans reduces the profit margin as evidenced in the Stonegate company. Other competing companies used the money from the shareholders as this would be somehow permanent as compared to money from the lenders. In this regard, the rate of gearing went up from 47.9 in 2011 to 159 in 2012. This is one of the areas where the company is lagging behind its peers and care must be taken to avoid collapse of the company in the future. The company’s current ratio went down and it could not be able to repay short-term debts as it used to do in the previous year. Decrease in the current ratio of a company may be brought about by such factors as an increase in the amount borrowed reducing the company’s current assets due to repayment of the debts (Kaya Banerjee, 2014, p. 25). Although this money leads to increase in the level of profits, the company should avoid it. Net profit margin, which increases due to this approach helps in the payment of the debt, though it does not fit the amount borrowed. Another rich area that the company is lagging behind is in the payment of wages and salaries. The amount used in 2012 was far much more than the amount spent in the year 2011. This is even after keeping all the other factors constant. Stonegate company’s acid tests proved that it could not depend on its current assets to pay its current liabilities. The company could therefore depend on its inventory to pay these debts.Being unable to pay short term debts by the company is a concern that needs to be addressed in order to prevent collapse of the company.On the other side, the company enjoys improvement in the rate of stock turnover indicating that the products are moving at a higher speed in 2012 compared to 2011. The overhead costs also go down,adding up to the profit margin of the company. Care must be taken to avoid doing away with an overhead cost that is vital to the business for example insurance. This is because overheads costs are an important part in the running of businesses. Stonegate company has adopted strategies that make it compete favorably with other competitors. This has enabled it to remain relevant in the market. It has offered services to all round customers with the number of joints that supply drinks and food. To have powers in the market, the company joined hands with the Town and pub company to form a large company and the largest private company that is in the pub business. It also acquired more than 330 pubs from M and B which gave the company powers to enter the market in full force leading to almost forming a monopoly. In return, Stonegate company has continued to record high amount of profit associated with an increase in the amount of total sales. Due to this factor, it has recorded tremendous development and growth of the structures and the number of workers. An increase in the amount of profits as time goes may be attributed to the increase in the amount of sales sold (Kumar, 2008, p. 62 ). As compared with other companies in both 2011 and 2012, the company records an increase in the amount of profit and sales. This has given the company more resources to deal with the operations of its duties that lead to efficiency and growth. This accounts for the increase in the number of employees’ salaries who increases in number due to increase in the operation of the company. This has in return increased net profit margin of the company showing the positive trend the company is heading to. Rate of stock turnover also reduces in the years under scrutiny. This has led to faster movement in and out of inventory which results in higher returns indicated in the working ratios of the company. The ratio between the shareholders and the lenders also increases during the latter year. This indicates that the company has resulted in the use of the lender’s money as opposed to shareholders’. This in return has made Stonegate company unable to pay short term debts using its current assets since most of its money is borrowed money. This is a major concern for the company to consider and correct. Relying on lenders money may seem risky in the event that they give out money with a lot of requirements that leaves the company in a servant position. The loans also attractthe interest that is additional cost which adds to the expenses of the company in return reducing the profit. Using money from the shareholders who are somehow long time as compared to loans is more easier and efficient. They ask for interests after an agreed period of time without their investment value as opposed to lenders who asks for both (Jiang et al 2010, p. 3602). Stonegate’s debt collection period has reduced in the years in discussion. This indicates good mechanisms and strategies in debt collection and incredit selling. This has enabled the company to reduce its credit repayment period. Managing these important trading strategies by the company has led to growth and improved operations a great achievement in the side of the company and its associates. An area of concern is the ratio of wages and total sales that increased in the year 2012 as compared to 2011. This increase in the ratio indicates that the company would be using more money to pay labor in the latter year as compared to the total output in the same year. This is a point of consideration that Stonebic company should take into account and make the necessary improvements.Stonegate company,continues to report increased revenues as in 2003 it stood at  £470.3m (Wingett Williams, 2014, p. 168). Conclusion             The Stonegate pub company is a competitive company in the market that offers drinks to its esteemed customers. The company keeps records of its finances an indication of a company that follows the set regulations for success in business. The company continues to grow in the amount of sales and profits attributed by the reduction in the rate of stock turnover, debt recollection period and debt repayment period. The company also uses a lot of funds from lenders, which increases its operating capital which in return results in the growth of its structures. The company through its many joints holds all kinds of customers in its different joints as involvement in fresh foods gives it additional customers who do not drink. References Baker, H. K., Powell, G. E. (2005). Understanding Financial Management A Practical Guide. Oxford, Blackwell Pub. Davenport, T. H., Kim, J. (2013). Keeping Up With The Quants: Your Guide To Understanding And Using Analytics Firms, Journal Of Accounting, Business Management, 21, 2, Pp. 23-35 Jiang, W, Li, K, Shao, P 2010, When Shareholders Are Creditors: Effects Of The Simultaneous Holding Of Equity And Debt By Non-Commercial Banking Institutions, Review Of Financial Studies, 23, 10, Pp. 3595-3637 Kaya, H, Banerjee, G 2014, The Impact Of Monetary Policy And Firm Characteristics On Firms Short-Term Assets, Liabilities, Term Structure Of Debt And Liquidity Ratios: Evidence From U.S. Industrial Kumar, V. (2008). Managing Customers For Profit: Strategies To Increase Profits And Build Loyalty. Upper Saddle River, N.J., Wharton School Pub. Moles, P., Parrino, R., Kidwell, D. S. (2011).Corporate Finance. Chichester, Wiley. Tracy, J. A. (2013). Accounting Workbook For Dummies.Hoboken, N.J: John Wiley Sons. Wingett, M, Williams, R. 2014, Stonegate performance in line with peers, Publicans Morning Advertiser. Business Source Complete168, p. 15 Source document

china :: essays research papers

China’s Three Gorges: Before the Flood   Ã‚  Ã‚  Ã‚  Ã‚  China’s Three Gorges Dam is the largest project in history since The Great Wall. When the dam is completed twelve years from now, it will be the most powerful dam ever built. The dam will stand 607 feet high and more than a mile wide., equivalent to 18 nuclear power plants. At peak load, 26 turbines will generate 18,200 megawatts of electricity It will create a reservoir 370 miles long, with a system of locks designed to bring prosperity through maritime commerce to China’s interior( Zich 8).   Ã‚  Ã‚  Ã‚  Ã‚  Many of the inhabitants of the Yangtze River will be forced from their ancestral homes and farms. Many of the cities along the rivers bank will be devastated. Half the people destined to be moved are farmers. The reservoir will take up as many as 240,000 acres of farmland. Some of the inhabitants of the region are in favor of the dam and believe it will help future generations, while others believe the dam will destroy much of the cultural and historical value of the area. Archaeologists estimate that some 8,000 unexcavated sites will be lost forever in a tomb of water and sediment. ( Zich 20)   Ã‚  Ã‚  Ã‚  Ã‚  The Yangtze River has shaped the landscape of China over of the centuries and has created different cultural and territorial boundaries. The river and tributaries encompass over 700,000 square miles. The river divides China into northern and southern regions. It separates cultural and religious differences and matters as simple as culinary tastes.   Ã‚  Ã‚  Ã‚  Ã‚  The Three Gorges region represents one of the true seats of Chinese civilization. In this region history intersects with myth. The river and the region have many religious and metaphorical connotations. The gorges were supposedly created by a folk hero, Yu. With the help of a troop of dragons, reconfigured China’s hills and valleys to drain the land and make it habitable for humans. (Zich 21) The gorges have inspired artists and poets to create and reflect on the remarkable landscape of the Three Gorges.   Ã‚  Ã‚  Ã‚  Ã‚  Along the banks of the Yangtze River many factories and mills deposit pollutants which flow throughout the region and away from the Three Gorges region due to the powerful nature of the river. Many opponents of the dam warn that the Three Gorges reservoir will turn into a huge cesspool.

Employee Attitudes and Job Satisfaction

Assignment on: Employee Attitudes and Job Satisfaction Done by: T. K. Cedric Wan Wing Kai(081461) Cohort: BSc (Hons) Human Resource Management 09 Part Time Table of Contents Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 3 Employee Attitude†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦4 * Features of Attitudes†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢ € ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 4 Attitudes, Opinions and Beliefs†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 5 Factors in Attitude formation†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 6 Methods of Attitude change†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 6 Values and attitudes†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Values and Behavior†¦Ã¢â ‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 7 Attitude of employees towards the organization†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 8 Job Satisfaction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦9 Job Design†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦9 Models of Job Satisfaction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 9 * Affect Theory†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦9 * Dispositional Theory†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 10 * Two-Factor Theory†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦10 Measuring Job Satisfaction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 11 Superior-Subordinate Communication†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 1 Relationships and Practical implications†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 12 Employee Attitudes in Relation to Job Satisfaction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 12 References†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 13 â€Å"Job satisfaction is an attitude, but researches should clearly distinguish between cognitive evaluation which are emotions, beliefs and behaviors†, Weiss(2002) Introduction: The way one is satisfied with one’s job depends on many factors. Both internal and external factors affect the attitudes of employees which lead to satisfaction or dissatisfaction in one’s job. What makes employees happy?Are they more productive when happy or less productive when happy? What are the causes of employee attitudes? What is the impact of positive and negative job satisfaction on the employees? How to influence employee attitudes? All those questions are going to be answered in this study of Attitudes and Job Satisfaction. People have their own beliefs, norms and views. Due to this, employees will not always behave in the same way as they are not the same, even though they may be performing the same job at a same given level. Jo b satisfaction is referred to how much an employee is satisfied and happy with his or her job.The happier people are with their job, the more satisfied they are said to be. Employee Attitude: As it has been briefly stated in the introduction, employees have attitudes or point of views about different aspects of their jobs, their career and the organization in which they work. Allport defines attitude as follows: â€Å"Attitude is a mental and neural state of readiness organized through experience, exerting a directive or dynamic influence upon the individual’s response to all objects and situations with which it is related† Features of attitude: Attitudes affect an individual’s behavior making him ready to respond either favorably or unfavorably to things in his environment. * Attitudes are acquired through a learning process over a period of time. It is a never-ending process that starts from childhood throughout the life of a person. * Attitudes cannot be seen with the naked eyes because they are psychological phenomenon which cannot be observed directly. They can be examined by observing the behavior of an individual. * Attitudes are pervasive and every individual has some kind of attitude towards objects in his surroundings.In fact, attitudes are forced in the socialization process and may relate to anything in his environment. Attitude, Opinion and Belief: An opinion is in general one’s judgmental expression of a particular set of facts, an evaluation of the circumstances presented to him. Thurstone defines opinion as ‘a response to a specifically limited stimulus, but the response is certainly influenced by the predisposition with, with the individual is operating, that is, the attitude structure’. A difference can also be made between attitude and belief.A belief is an enduring organization of perceptions and cognitions about some aspects of individual world whereas belief is a hypothesis concerning the nature of objects, more particularly, concerning one’s judgement of the probability regarding the nature. In this sense, belief is the cognitive component of attitude which reflects the manner in which an object is perceived. The difference between attitude, opinion and belief exists on conceptual basis. Most researchers believe that these three terms are so closely tied that it is difficult to separate them except on a limited conceptual basis.Many psychologists however think that attitudes are more important to human behavior than are the related aspects. For instance, more efforts have been put into analyzing attitudes rather than others. It is obvious to say that attitudes are an important concern because of their main position in the process of changing work perquisites in efforts. Attitude itself do not influence behavior but these acts with other factors in the individual influencing behavior, such as personality, perception, motivation and others. Further, attitudes are also a ffected by the individual dimension as well as the objects, persons and ideas.Attitudes have been through as serving four functions and there by influencing the behavior. These are: 1. Instrumental – Attitude are a way to reach a desired objective or to avoid an unwanted one. Instrumental attitude are aroused by the activation of a need or cues that are associated with the attitude object and arouse favorable or unfavorable feelings. 2. Ego-Defensive – The ego-defensive functions of attitude focus on the importance of psychological thought. Attitude may be acquired by facing threats in the external world or becoming aware of his own unacceptable impulses. . The value – Orientation function takes into account attitudes that are held because they express a person’s self-image, or by cues that engage the person’s values and make them salient to him. 4. Knowledge – The knowledge function of attitude is based on a person’s need to maintain a stable, organized and meaningful structure of the world. 5. Attitude that gives a standard against which someone evaluates the facets of his world and use it as the knowledge function too. These functions of attitudes affect the individual’s way of interpreting the information coming to him.Since they affect work requirements and work responses, information about the way people feel about their jobs can be very useful in way people will behave about their job. Thus, these types of attitudes can create areas of enquiry for making the employee and the organization more compatible. Factors in Attitude Formation The attitudes are learned. Generally, an individual learn things from his surroundings, that is, the environment in which they interact, even though there are different approaches to learning those. Thus, for an attitude to be formed, all the factors from which people learn must be taken into consideration.Such factors may be examined in terms of groups starting from t he family itself as a group, an individual moves in a close group, then to larger groups, and finally to the society as a whole. Being part of these groups, the individual’s psychology which makes up his personality particularly, is also responsible for behavior and attitudes. Methods of Attitude Change There are various ways through which a positively attitude change can be brought. Cohen has suggested four methods for attitude change: 1. Communication of additional information 2.Approval or disapproval of a particular attitude 3. Group influence 4. Inducing engagement in discrepant behavior. In any way, all these methods involve getting to know discrepancies among the elements making up the individual’s attitudes. From an organizational point of view, a Manager can take the following actions making attitudes of members of the organization to change. * Group action * Persuasion through leadership * Persuasion through communication and * Influence of total situation Th ese actions involve analysis of different aspects affecting a particular action. Values and AttitudesSome researchers view values as being made of large groups of related attitudes. For instance, Fishbein and Ajzen have included two components in attitudes-informational and emotional. Thus, they have taken values as a part of attitudes. However, there are some differences between values and attitudes. Attitudes are specific and related to distinct objects which are people or ideas. Values are more general than attitudes. Statement of values that people have generally is often perceived as good or bad. Values are beliefs about which attitudes we should have or not. Values and BehaviorThe behavior of people is inclined by the values which they embrace, particularly in terms of those stimuli which have some value orientation in the organizational context, understanding the influence of individual value system on the behavior of individuals in the following ways: * Values influence the way an individual perceives problems he or she faces and also the decision he or she makes to tackle those problems. * Values influences the way in which someone looks at other people and groups of people, that is, interpersonal relationship. Values are the base of interpersonal relationship interactions. People judge organizational success as well as its achievement of the basis of their value system. Thus, for some people, organizational success may be in the form of high- profit earning irrespective of the means adopted whereas, this may be a harsh thing for others. * Individuals determine whether behaviors that they adopt are either ethical or unethical whether towards themselves or others * Values determine the extent to which employees accept organizational pressures and goals. If these do not correspond to the values held by them, they oppose the organizational pressures and objectives, and even quit their job.Attitudes of Employees towards the Organization Attitudes and valu es are not the same but they are interrelated. It can be seen by examining the three components of attitudes which are cognition, affect and behavior. The belief that ‘discrimination is wrong’ is a value statement. * Cognitive Component of an Attitude – It sets the phase for the more important part of an attitude and is reflected in the statements of evaluation concerning objects, people or events. The behavioral component of an attitude refers to an intentional way to act in a certain manner towards someone or something.In an Organization, attitudes are crucial, because they affect job behavior. If for instance, employees believe that their superiors and other people at managerial levels are all doing a conspiracy to make them work harder for the same wage, then, it is important to try to comprehend how those attitudes that reflect their beliefs were formed and how those can be changed. Job Satisfaction Job satisfaction has been defined as ‘a pleasurable e motional state resulting from the appraisal of one’s job’. Job satisfaction describes how happy an employee is with his or her job.People are said to be more satisfied the happier they are with their job. Job satisfaction is not the same as motivation, although it is clearly linked, that is, someone will be more motivated to work if he or she likes the job being practiced by the latter. Job Design Job design tries to improve job satisfaction along with performance. The methods used include job rotation, job enlargement and job enrichment. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work position.Job satisfaction is a very important attribute which is frequently measured by organizations. Rating scales are mostly used to measure the level of job satisfaction. Employees are brought to report their reactions to their jobs. The questions are relative to the rate of pay, work responsibilities, v ariety of tasks, promotional opportunities, the work itself and co-workers. Models of Job Satisfaction Affect Theory Edwin A. Locke’s Range of Affect Theory (1976) is arguably the most famous job satisfaction model.The main principle of this theory is that satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job. Further, the theory states that how much one values a given facet of work (e. g. the degree of autonomy in a position) moderates how satisfied/dissatisfied one becomes when expectations are or aren’t met. When a person likes a specific facet of a job, his satisfaction is more greatly impacted both positively (when expectations are met) and negatively (when expectations are not met), compared to one who doesn’t value that facet.For example, if a certain Employee A prefers autonomy in the workspace and another Employee B does not care about autonomy, then Employee A would be more satisfied in a position that al lows a high degree of autonomy and less satisfied with little or no autonomy as compared to Employee B. This theory also states that too much of a particular facet will produce stronger feelings of dissatisfaction the more a worker values that facet. Dispositional Theory Another well-known job satisfaction theory is the Dispositional Theory.It is a theory that suggests that people have innate dispositions that cause them to have tendencies toward a certain level of satisfaction, regardless of one’s job. This approach became a considerable explanation of job satisfaction in light of evidence that job satisfaction tends to be stable over time and across careers and jobs. Two-Factor Theory (Motivator-Hygiene Theory) Frederick Hertzberg’s Two factor theory, also known as motivator hygiene theory, attempts to explain satisfaction in the workplace. This theory states that satisfaction and dissatisfaction are driven by different factors hich are motivation and hygiene factors respectively. An employee’s motivation to work is continually related to job satisfaction of a subordinate. Motivation can be seen as an inner force that drives individuals to reach personal and organizational goals. Motivating factors are those aspects of the job that make people want to perform, and provide people with satisfaction, for example achievement in work, recognition, promotion opportunities. These motivating factors are considered to be intrinsic to the job or the work carried out.Hygiene factors include aspects of the working environment such as pay, company policies, supervisory practices, and other working conditions While Hertzberg’s model has stimulated much research, researchers have not been able to reliably empirically prove the model, with Hackman & Oldham suggesting that Hertzberg’s original formulation of the model may have been a methodological artifact. Moreover, the theory does not consider individual differences, conversely predictin g all employees will react in an identical manner to change in motivating/hygiene factors.Finally, the model has been criticized in that it does not specify how motivating and hygiene factors are to be measured. Measuring Job Satisfaction There are many methods for measuring job satisfaction. By far, the most common method for collecting data regarding job satisfaction is the Likert Scale named after Rensis Likert. A Likert Scale is a psychometric scale commonly used in questionnaires, and is the most widely used scale in survey research, such that the term is often used interchangeably with rating scale even though the two are not synonyms.When responding to a Likert questionnaire, participators specify their level of agreement to a statement. Other less common methods used for measuring job satisfaction include: yes/no question, True/False questions, point systems, checklists and forced choice answers. This data is typically collected using an Enterprise Feedback Management system . The Job Descriptive Index(JDI), created by Smith, Kendall & Hulin(1969), is a specific questionnaire of job satisfaction that has been widely used. It measures one’s satisfaction in five ways: pay, promotions and promotion opportunities, coworkers, supervision and the work itself.Superior-Subordinate Communication Superior-subordinate communication influences greatly job satisfaction in the workplace. The way in which a subordinate perceives a supervisor’s behavior can positively or negatively influence job satisfaction. Communication behavior such as facial expression, eye contact, vocal expression and body movement is crucial to the superior-subordinate relationship. Non verbal messages can play a central role in interpersonal interactions with respect to impression formation, deception, attraction, social influence and satisfaction.Individuals who dislike and think negatively about their supervisors are less willing to communicate or be motivated to work whereas i ndividuals who like and think positively about their supervisor are most likely to communicate and be satisfied with their job and work environment. The relationship a subordinate holds with their supervisor is a very important aspect in the workplace. Relationships and practical implications Job satisfaction can be an important indicator of how employees feel about their jobs and a predictor of work behaviors such as organizational citizenship, absenteeism and turnover.Further, job satisfaction can partially mediate the relationship of personality variables and deviant work behaviors. One common research finding is that job satisfaction is correlated with life satisfaction. This correlation is reciprocal, meaning people who are satisfied with life tend to be satisfied with their job and people who are satisfied with their job ten to be satisfied in life. However, some research has found that job satisfaction is not significantly related to life satisfaction when other variables suc h as non-work satisfaction and core self-evaluations are taken into account. Employee attitude in relation to Job SatisfactionEmployees in a work place will not have the same attitudes and level of job satisfaction. Because of various factors such as age, race, sex, religion, values, beliefs, and many other factors, employees will react very differently from one another within a work place. People perceive things differently and will eventually not feel the same in a job, even though conditions such as wage, environment and management are the same. Some employees may be more satisfied than others. References http://www. wikipedia. org http://www. scribd. com Essentials of Organisational Behavior by Stephen Robbins, Timothy Judge http://books. google. com