READ ALL OF THE INSTRUCTIONS, POINTS WILL BE DEDUCTED FOR NOT FOLLOWING EVERY SINGE INSTRUCTION!!!!!!

HOMEWORK #1

50 points – DUE BY 7PM ON 9/28/2021

READ ALL OF THE INSTRUCTIONS, POINTS WILL BE DEDUCTED FOR NOT FOLLOWING EVERY SINGE INSTRUCTION!!!!!!

Below are 20 terms for you to use in a single story (do not use each term in its own sentence). You do not have to use the terms in any specific order. You may be reading your story to the class so be creative and have fun!

When using the LEGAL term (first 10 terms), explain its meaning in the story so I know you understand its meaning. You do not have to explain the “filler words” (second 10 terms).

For example: When Bob saw Sally he freaked out. He ran up to her with his fist pulled back. Sally was scared to death. Since it was apparent Bob had the ability to carry through with his threat to Sally, the police arrested him for assault.

YOU MUST HIGHLIGHT AND UNDERLINE EACH OF THE 20 TERMS IN THE STORY SO I CAN SEE YOU USED EACH AND EVERY TERM.

DO NOT HIGHLIGHT AND UNDERLINE THEM EACH TIME, JUST ONCE SO I KNOW YOU USED THE TERM.

Points will be deducted for missing terms, incorrectly used terms, terms that not sufficiently explained, any terms not highlighted and underlined, and terms highlighted/underlined more than once.

LEGAL TERMS– Must be specifically described in story to let me know you understand the legal term.

Assault

Battery

2nd degree Misdemeanor

Information (the legal charging document, not facts provided)

Preliminary hearing

Grand Jury

First appearance/advisory

Judge

Bond

Withhold of adjudication

FILLER TERMS

OJ Simpson

Donald Trump

fist

Middle finger

Lucky Charms

6 pack of Busch Beer

Pillowcase

Honda Civic

911 call

Jail

The Incentive Theory of Motivation (2)

The Incentive Theory of Motivation

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The Incentive Theory of Motivation involves giving workers praise and rewards for any work done, not merely for completing a task. For example, if I gave you a candy bar for every sentence you wrote in this post, it would spur your motivation to write more sentences. This theory is widely used in management and administration. This theory was developed by Frederick Winslow Taylor in 1911 and does not work well if individuals are not competitive. This can lead to low morale among workers and can potentially cause high turnover rates, which is the exact opposite of what employers are trying to achieve via this theory.

Even though incentive theories are widely used in management and administration to motivate workers, there are some who argue that these theories could be potentially dangerous as they can create unrealistic expectations that employees cannot meet which lead to employee dissatisfaction with their work place or job. For example, if an employee thinks they will be promoted to a higher position, they may feel obligated to work additional hours because they do not want to disappoint the employer. This can lead to poor quality work and ultimately can be dangerous if an emergency arises.

Although these theories may seem unfair the extent of which employees are motivated by this theory depends on their position within the company and in general each worker receives an individual reward that is proportional to their performance level. By giving an incentive for every task completed, managers can try to encourage higher performance from their staff. Although these theories are widely used in management and administration as a method of motivation there are disadvantages as well as advantages. One of the major disadvantages is the inability to motivate employees who require “job enrichment”, which is best explained as providing opportunities for workers to expand their job responsibilities. This theory may also be ineffective depending on the employee’s position within a company. For example, an employee working in an administrative position will not be motivated by this theory as much as someone working in a managerial position.

The influence of Islam in the workplace

Islam in the Work Place

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TOC o “1-3” h z u Islam in the Work Place PAGEREF _Toc321780853 h 3Introduction PAGEREF _Toc321780854 h 3Islamic Human Resource Management Principles PAGEREF _Toc321780855 h 3Organizational Commitment and Islamic HRM Practices PAGEREF _Toc321780856 h 5Conclusion PAGEREF _Toc321780857 h 6References PAGEREF _Toc321780858 h 8

Islam in the Work PlaceIntroductionThis paper posits to investigate the influence of Islam in the workplace. The study explores the relationship between organizational commitment and Islamic Human Resource Management (IHRM). The variables in Islamic HRM would entail aspects of compensation system, performance appraisal, selection as well as recruitment. With the founding of Islamic banking as well as management, there is an increase in efforts for investigating the extent to which practice or the application of Islamic guidelines and principles at the workplace would influence employee behaviors and attitudes. Several Muslim scholars have advocated for a long period of time that effective application and adherence of Islamic guidelines and principles in Human Resource Management (HRM) would positively strengthen the workforce and produce a synergy of dedication, productivity, and quality at workplaces (Faridi, 2008).

Islamic Human Resource Management PrinciplesSince Islamic banking provides banking operations based on Shariah, it is definitely rational to expect that these organizations would instill Islamic values in their HRM policies and practices. Studies are required to investigate how regular everyday life transactions, responsibility employees and accountability to Allah (SWT) may become a source of extremely competitive human resources. Islam is alleged to focus on the realistic facets of life, while emphasizing the spiritual and humanistic needs. Even though, Islamic HRM practices appear comparable to the Western HRM, nevertheless, a significant disparity exists. Every requirement in IHRM practices is founded on the Quran, as well as the adages of Prophet Muhammad (PBUH). This guarantee is especially fundamental for organizations working in harmony with the Islamic shariah. It is necessary to mention that Islamic banking is founded on trust based on this honest promise, which must be entirely complied with. The nonexistence of this promise would hamper the hypothetical relationship between IHRM and organizational commitment (Ali, 2010).

Islamic HRM practices are hardly ever highlighted in human resource management literature therefore it is the responsibility of Muslim executives in Islamic organizations to affect the Islamic approach in the management of employees. The Holy Quran as well as Hadith forms the basis for the Islamic law (Shariah) as well as norms for humankind. The Shariah, as an integral component of revelation, is a guide in regard to all human activity covering all aspects of political, social, economic, and cultural life. The Holy Quran as well as Hadith form foundations of qualitative and sound values, concepts, moral standards as well as fundamental guides for excellent and strong harmonious interactions in HRM practices. Scientific management techniques that aim at putting emphasis on maximum output, are unpopular with, and reviled by, employees (Hashim, 2010). These employees sometimes feel they are being exploited by the management by using them dishonestly to enhance output with no a corresponding increase in compensation.

According to Islamic HRM, all issues that deal with human resources are accorded substantial attention since the foundation of Islam (Weir & Ali, 2005). Islamic law is impartial, since it preaches justice and fairness in all activities among humanity, without prejudice, irrespective of position or status between counter-parties in contracts or agreements. There is no preconception in Islam in regard to the treatment of employees over the employer or the employer over employees. This is because Islam pursues the path of righteousness and justice and therefore, calls for all of humanity to likewise live in dignity and abundance in order to guarantee stability and peace.

Organizational Commitment and Islamic HRM PracticesSeveral HRM concerns in organizations bear their fundamentals in religion. Religions are normally regarded as specific systems of worship, belief, and conduct. Nevertheless, Islam denotes religion as a way of life and social order which endeavors at create a distinctive personality and a distinctive culture for the society. The impact of the practices of Islamic human resources management on organizational results, for instance organizational commitment, entails the development of a person’s abilities as well as attitudes contribution towards the organization’s interests. From the Islamic point of view, the Holy Quran frequently reminds of justice and honesty in trade, and demands an equitable as well as a fair distribution of prosperity in society. Employees with complete commitment will be loyal to their jobs as well as to the organization. Weir and Ali (2009) considers organizational commitment as a practice which entails loyalty to the employer, for the sake of the organization’s benefaction as well as success. A committed employee regards it as morally correct to stay in the organization, in spite of how much status satisfaction or enhancement the organization provides him over the years.

In Islam there is no severance between religious and worldly facets of life. The Quran instructs the truthful towards commitment and involvement to work and not permit corrupt work behavior like laziness, begging, waste of time as well as involvement in unproductive activity

The Prophet (P.B.U.H) declared four issues as an absolute departure of the thinking at that point in time. The first concern is he declared work as the highest form of worship to God. Secondly, he recognized that work is not legitimate if it is not executed to the best capability. Thirdly, work has societal dimension and meaning, and provides benefit to people. Fourth, he supported trade and active participation in business (Hashim, 2010).

It is also essential to mention that, studies relating to work ethics have gained considerable interest in current years. This has been largely influenced by the failures of foremost corporations like WorldCom and Enron. Essentially, these studies rely on the Protestant Work Ethic (PWE) as promoted by Max Weber. This is notwithstanding the influence of Protestantism as well as PWE on economic development in western nations (Weir & Ali, 2009). Islam for instance has its own conception of ethics that are obtained from the Qur’an as well as Sunnah. Islam grants the ideological basis for a variety of individual attributes that support economic development. In fact, Ali (2010) notes that, the employment of Islamic ethics resulted in the Muslims’ advancement in the golden ages in the 8th until the 14th century.

On the other hand, little is known in relation to Islamic work ethics (IWE). Up to now, there are just a few researches that have explored IWE. For case in point, Hashim, (2010) studied the moderating result of the Islamic work ethics on the dealings between the job satisfaction and organizational commitment. The study utilized 425 Muslim workers in several firms in the United Arab Emirates (UAE). The outcome of the study demonstrated that IWE directly influenced both job satisfaction, and organizational commitment, and that it also moderated the association among these constructs.

ConclusionIslamic work ethic stands for fulfillment of life and considers business motives as a priority of life. Consequently, the employees who believe in Islam and pursue Islamic ethics have a propensity to be increasingly satisfied with their jobs. Such employees are also increasingly committed to the organization. As a result, they demonstrate low intentions to depart from the organization. It ought to be noted that, the role of IWE on organizational commitment, job satisfaction, as well as turnover intent is yet to receive enough attention in the literature as well as research. This is the case, especially, in the context of Islamic financial institutions.

ReferencesAli, J. (2010). Scaling Islamic Work Ethic. Social Psychology Journal, 128 (5), 5-8.

Faridi, F. (2008). Islamic Principles in Business Organization & Management. New Delhi: Qazi Publishers.

Hashim, J. (2010). Islamic Revival in HRM Practices among Select Islamic Organizations in United Arab Emirates. Journal of Islamic & Middle Eastern Finance, 6 (3): 4-6.

Weir, H. & Ali, A. (2009). Islamic Perspective on Management & Organization. Journal of Spirituality, Religion & Management, 3(2), 10-15.

RE LETTER OF RECCOMENADTION FOR THE REAUD AWARD

Krystal Mitchell

7710 Homer Dr.

Beaumont, Tx 77708.

409-363-0860.

Beaumont United High School

3443 Fannett Rd.

Beaumont, Tx 77705

409-617-5400

RE: LETTER OF RECCOMENADTION FOR THE REAUD AWARD

To Whom It May Concern,

I am writing this reference at the request of Gaylynn Guillory a math teacher at Beaumont United high school who is applying for the teacher Reaud Award. I am a parent to Daniel William a ninth grade student at Beaumont United High School who is being taught mathematics by Gaylynn Guillory.

Gaylynn Guillory is deserving of the Reaud Award having known for many years as a dedicated teacher. My first Encounter with her was when she taught my son Math’s and I have seen tremendous improvement in my son’s results. I find her fit as she is a dedicated teacher who gives her time and puts a lot of effort in ensuring that all students are able to understand math’s concepts. During the pandemic when there was a transition from physical classes to virtual classes she devised ways to ensure that the children were able to find learning still enjoyable. She has mastered the skill of ensuring the students are still able to fully concentrate and engage in their learning even though the learning was virtual.

Gaylynn Guillory is a brilliant teacher and a very hardworking individual who cares for all students who are put under her care. She encourages them to be the best version of themselves and to exploit their potential to the fullest as they grow and learn. Math’s is not an easy subject to teach but she always ensures that each student is able to understand the concepts being tested each week. Each student has their strengths and weaknesses and Ms. Guillory always ensures that the child is able to build on her strength which improves their confidence and thus eventually are able to work on their weaknesses. Her efforts are geared towards achieving the goals of the school and ensuring she produces holistic students ready to take over the world.

In light, of the demanding workload in the subject, she has demonstrated excellence, professionalism and dedication to ensuring the success of each students. She is committed in ensuring students receive the best education. She is passionate about the education of young people and encourages them to become better individuals in the society and to have high standards for themselves.

In conclusion, Gaylynn Guillory deserves this award as she has demonstrated hard work, patience, diligence and professionalism throughout her career. She is not only a teacher to these students but she also takes the role of a parents by being there for them and offering them inspiration, encouragement and advice whenever they need it.

Yours Sincerely

Krystal Mitchell

Read Michael J. Sandel’s What Money Can’t Buy and write a 5-7 page argumentative philosophy essay on the nature of the relati

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Read Michael J. Sandel’s What Money Can’t Buy and write a 5-7 page argumentative philosophy essay on the nature of the relationship between markets and morals, answering the question: How and to what extent does free-market philosophy influence moral norms?

Take as a point of departure for your reflection Sandel’s thesis on page # 10 of the book that “without realizing it, without ever deciding to do so, we drifted from having a market economy to being a market society.” What exactly is the difference between having a market economy and being a market society? What are the consequences of the intrusion of the market economy into the realm of moral norms and values?

Introduction

Business and consumer logic indeed reached all sides of contemporary social and political life, according to Sandel. In the past few decades, this has happened. In the book, Sandal points out that it is possible to use markets to distribute social goods or services, including public health, national security, education, protection of the environment, criminal justice, procreation, leisure. In the past few decades, these initiatives have not been available, but today people do not take them seriously. Sandal describes a market economy as a means of coordinating productive activity efficiently and marketable (Sandel, 2013).

This is an incredible difference. A “market economy”  is a situation in which an overall value-system manages people’s relationships (“society”) and uses a market economy for economic ties. “The market” is not an independent mechanism but a subordinate system, managed by a mix of public and private managers. In theory, such managers will lead the economy in accordance with the social relationship value system. In the United States this value system is outlined in the second paragraph of the Declaration of Independence, starting with the “self-evident truth,” which states: “All [people are equal.” The Declaration proceeds to affirm the nature of the “inevitable” rights of humanity and the government’s position to “protect those rights.”

Moreover, in the second chapter, he speaks differently about rewards/ incentives in a business venture. Sandel defines a market business as a situation in which market incentives, relationships, and values affect all aspects of life in a market company. The picture of the market establishes social relationships. Several people have changed in recent decades. They have now changed into a market society with and by the use of the market economy. Consumer culture is a condition in which everything is for sale. In an effort at drug safety, people will now make more money for a pharmaceutical firm to act as human guinea pigs. This allows the individual to earn 7,500 dollars (Ross, 2008).

In comparison, a market society represents the market forces which represent both the overall value system and the autonomous power to direct not only all economic functions but also all people’s relations. Free-market philosophy is an anarchistic fantasy, in which the market is the supreme force in law making all economic, political, institutional, and personal relations a final punishment. The role of government, faith, education, family, tradition is supplanted. It undermines the very definition of a proper public domain. It monetizes ever more of life inexorably. The sole value on which all the choices are based is evermore revenue.

The triumph of the market is over, argues Sandel, and the moment for moral assessment should have arrived. The reason the second thinking about market confidence is because the spectacular financial market collapse did not destroy the faith of the people (Coyle, 2011). There are a lot of questions in the book; the main question is can the individual survive in such a situation? But how people can work together as an organization to decide where markets best and vice versa to serve the public. Sandal says that a market economy is better than a market society in which all is for sale. He argues that unfairness and corruption will occur if we move towards a market society.

The second chapter addresses the reward measures. This is whether people pay for the best grades for their children (Sandel, 2013). Some schools in the US aim to improve their performance by paying children for good grades. The idea of money to rehabilitate what the schools in the USA are doing to increase the population and opportunities for improvement through the education reform campaign. Parents also pay their children for any ‘A’ that they have. The cash they provided to the students is an incentive but the children did not take it as an incentive; it was more an accomplishment for them. Financial rewards are viewed as a key to enhancing education for students in disadvantaged urban schools.

The money paid to the students yielded mixed results. For example, in New York City, the kid’s academic performance did not increase due to paying them for good test scores. In Chicago, the payment of cash for good grades led to an increase in attendance but did not bring any improvement on the standardized tests. Some people think that paying the kids is bribing them to perform well. The programs of the Advanced Placement Incentive have changed the cultures of schools and the achievement towards success. Despite how much money a person has, he or she cannot be able to buy a friendship (Satz, 2010). What he can do is buy the expressions of friendship and tokens which he can present to a friend. The same is why money cannot buy friendship when a person turns toast, gifts, and apologies into commodities. He or she diminishes them. If a friend is employed, he or she is not the original. People have developed standards, virtues, and behaviors that cannot be replaced by market values.

Some things can’t be bought with money, I agree with Sandel. This is because not all products are valued as profit-making instruments. For example, people should not be treated as commodities or goods that can be bought or sold by auction. This is because people cannot be adequately respected if handled in such away. People are worthy of dignity, respect, and no use as a means of profit or as objects such as slaves. Something of other treasured activities and products can also be listed in life. There is no right to buy and sell children on the market. Even if purchases are not misused by consumers, a market that permits purchases and sales promotes the wrong way to value children. Children should be seen as caring and loving human beings, not as consumer goods. Therefore, no commodity of any sort should be traded (Sandel, 2013).

Another case where money does not buy anything is when people are forbidden from selling their votesADDIN CSL_CITATION {“citationItems”:[{“id”:”ITEM-1″,”itemData”:{“DOI”:”10.1057/9781137472748.0007″,”ISBN”:”9781137472748″,”author”:[{“dropping-particle”:””,”family”:”Skidelsky”,”given”:”Edward”,”non-dropping-particle”:””,”parse-names”:false,”suffix”:””}],”container-title”:”Are Markets Moral?”,”id”:”ITEM-1″,”issued”:{“date-parts”:[[“2014″]]},”page”:”77-102″,”title”:”The moral limits of markets”,”type”:”chapter”},”uris”:[“http://www.mendeley.com/documents/?uuid=b1138f04-c4f3-353c-abf0-47cde7e9da45″]}],”mendeley”:{“formattedCitation”:”(Skidelsky)”,”plainTextFormattedCitation”:”(Skidelsky)”,”previouslyFormattedCitation”:”(Skidelsky)”},”properties”:{“noteIndex”:0},”schema”:”https://github.com/citation-style-language/schema/raw/master/csl-citation.json”}(Skidelsky). This is because civic duties should be treated as public obligations and not considered as private property. If the civic duties owed by each citizen are excluded, that means that they are reduced and misappreciated. Democracy by the citizens can be seen as the people’s law.

Every person is therefore entitled to choose a leader of his preference by voting. According to this book by Michael Sandel, the need and role of money and markets for our societies should be addressed in a very robust way. The discussion will be difficult because it will take the public to address this; social practices from a perspective of the true value of commodities. This discussion goes from child procreation to education, the environment, and health. People also fear to speak to the media about these topics. If a public discussion takes place that is ethically involved in the role of money and markets within society, we can hold the markets in place (B & Morton, 2007).

How and to what extent does free-market philosophy influence moral norms? When markets are no longer inert, the issue is intensified. Commodification produces greater disparity and a better chance of exploitation by not just selling commodities, but also shifting attitudes towards some kind of goodsADDIN CSL_CITATION {“citationItems”:[{“id”:”ITEM-1″,”itemData”:{“DOI”:”10.1111/1468-0386.00019″,”ISSN”:”1351-5993″,”abstract”:”This article takes as its starting-point the relationship between Article 30 of 30 of the EC Treaty (general rule on the free movement of goods) and the European Constitution. On the one hand, it examines Article 30 in the context of the constitutional dilemmas facing the European Union, particularly the balance of powers to be defined between Member States and the Union, between public power and the market, and between the legitimacy of Community law vis à vis that of national law. On the other hand, it reviews different conceptions of the European Economic Constitution by analysing the role of Article 30 in the review of market regulation. © Blackwell Publishers Ltd 1997.”,”author”:[{“dropping-particle”:””,”family”:”Maduro”,”given”:”Miguel Poiares”,”non-dropping-particle”:””,”parse-names”:false,”suffix”:””}],”container-title”:”European Law Journal”,”id”:”ITEM-1″,”issue”:”1″,”issued”:{“date-parts”:[[“1997″,”3″,”1″]]},”page”:”55-82″,”publisher”:”John Wiley & Sons, Ltd”,”title”:”Reforming the Market or the State? Article 30 and the European Constitution: Economic Freedom and Political Rights”,”type”:”article-journal”,”volume”:”3″},”uris”:[“http://www.mendeley.com/documents/?uuid=d16c2bf2-8e9a-3a6b-a1b1-fed4a64de3df”]}],”mendeley”:{“formattedCitation”:”(Maduro)”,”plainTextFormattedCitation”:”(Maduro)”,”previouslyFormattedCitation”:”(Maduro)”},”properties”:{“noteIndex”:0},”schema”:”https://github.com/citation-style-language/schema/raw/master/csl-citation.json”}(Maduro). The book says that when social goods markets are not any longer inert, some of the good things in life are compromised and its moral worth is weakened and ordinary society is threatened. This in itself, poses the need to analyze these products closely and try, without striping them of moral or political importance, to find new ways of value them. We agree that municipal responsibilities cannot be regarded as private property and that monetary value cannot, therefore, be granted. Where commodification exists, more injustice and corruption are very likely to occur and this, in turn, endangers the stability of a functioning societyADDIN CSL_CITATION {“citationItems”:[{“id”:”ITEM-1″,”itemData”:{“DOI”:”10.1111/j.1540-6520.2008.00260.x”,”ISSN”:”10422587″,”abstract”:”Using institutional theory, the Heritage Foundation/Wall Street Journal 2003 Index of Economic Freedom, and the 2002 Global Entrepreneurship Monitor, we regress opportunity-motivated entrepreneurial activity (OME) and necessity-motivated entrepreneurial activity (NME) on 10 factors of economic freedom and gross domestic product (GDP) per capita for 37 nations. We find that both OME and NME are negatively associated with GDP per capita and positively associated with labor freedom, but that various other factors of economic freedom are uniquely related to either OME or NME. Specifically, we find that OME, but not NME, is positively associated with property rights, while NME, but not OME, is positively associated with fiscal freedom and monetary freedom. Thus, governmental restrictions of economic freedom appear to impact entrepreneurial activity differently depending on the particular freedom restricted by government and the entrepreneur’s motive for engaging in entrepreneurial action. © 2008 Baylor University.”,”author”:[{“dropping-particle”:””,”family”:”Mcmullen”,”given”:”Jeffery S.”,”non-dropping-particle”:””,”parse-names”:false,”suffix”:””},{“dropping-particle”:””,”family”:”Bagby”,”given”:”D. Ray”,”non-dropping-particle”:””,”parse-names”:false,”suffix”:””},{“dropping-particle”:””,”family”:”Palich”,”given”:”Leslie E.”,”non-dropping-particle”:””,”parse-names”:false,”suffix”:””}],”container-title”:”Entrepreneurship: Theory and Practice”,”id”:”ITEM-1″,”issue”:”5″,”issued”:{“date-parts”:[[“2008″]]},”page”:”875-895″,”title”:”Economic freedom and the motivation to engage in entrepreneurial action”,”type”:”article-journal”,”volume”:”32″},”uris”:[“http://www.mendeley.com/documents/?uuid=e6a37444-48f0-3aa8-93ba-5af6646b7e22″]}],”mendeley”:{“formattedCitation”:”(Mcmullen et al.)”,”plainTextFormattedCitation”:”(Mcmullen et al.)”,”previouslyFormattedCitation”:”(Mcmullen et al.)”},”properties”:{“noteIndex”:0},”schema”:”https://github.com/citation-style-language/schema/raw/master/csl-citation.json”}(Mcmullen et al.).

Sandel’s book primarily claims that economics is about morality. He believes that the more markets expand to non-economic areas of life, the closer they are to morality questions. Thus as market thinking moves outside the realm of the goods, so must morality, unless it blindly intends to maximize social utility without considering the moral significance of its preferences. In such a moral sense, the standard price effect is not valuable.

If you cannot afford the services mentioned in the book, Sandel describes new ways to make money. You can rent space in your body to be used for a major pharmaceutical corporation as a human guinea pig, or work for a leading company that doesn’t have enough time but who want to engage in free concerts or listen to the Pope. In Texas schools even young children are paid $2 to read a book; obese children are paid to lose weight in a targeted time frame. You can also try to benefit by buying an elderly person’s life insurance policy. In this case, the premium will be charged while the person is alive and the death benefit is collected. While a life insurance policy aimed to protect the members of the family, if anyone died earlier, the investor benefits moreADDIN CSL_CITATION {“citationItems”:[{“id”:”ITEM-1″,”itemData”:{“author”:[{“dropping-particle”:””,”family”:”Satz”,”given”:”Debra”,”non-dropping-particle”:””,”parse-names”:false,”suffix”:””}],”id”:”ITEM-1″,”issued”:{“date-parts”:[[“2007″]]},”title”:”LIBERALISM, ECONOMIC FREEDOM, AND THE LIMITS OF MARKETS*”,”type”:”report”},”uris”:[“http://www.mendeley.com/documents/?uuid=4489450a-bb0c-32b7-b36f-33f5d1ee0049″]}],”mendeley”:{“formattedCitation”:”(Satz)”,”plainTextFormattedCitation”:”(Satz)”,”previouslyFormattedCitation”:”(Satz)”},”properties”:{“noteIndex”:0},”schema”:”https://github.com/citation-style-language/schema/raw/master/csl-citation.json”}(Satz).

Life insurance is also an example of how consumer values can alter the essence of a business. Michael Sandel writes how this idea has been taken a step forward by Walmart (the largest retail business in the world). He protected the lives of hundreds of thousands of workers and Walmart benefited every time someone died instead of the deceased’s kin. It seems that in this modern commercial society no service or good can’t be bought. The list of what money cannot be purchased is very brief – for instance, friendship, a Noble Prize or an Olympic Prize, even though some medals were won the honor of being awarded the prize cannot be soldADDIN CSL_CITATION {“citationItems”:[{“id”:”ITEM-1″,”itemData”:{“DOI”:”10.1080/13563467.2012.647764″,”ISSN”:”13563467″,”author”:[{“dropping-particle”:””,”family”:”Anderson”,”given”:”Elizabeth”,”non-dropping-particle”:””,”parse-names”:false,”suffix”:””}],”container-title”:”New Political Economy”,”id”:”ITEM-1″,”issue”:”2″,”issued”:{“date-parts”:[[“2012″]]},”page”:”239-242″,”title”:”Why Some Things Should Not be for Sale: The Moral Limits of Markets: Debra Satz”,”type”:”article”,”volume”:”17″},”uris”:[“http://www.mendeley.com/documents/?uuid=6075a7ff-b330-3793-bd8e-1900856593e1″]}],”mendeley”:{“formattedCitation”:”(Anderson)”,”plainTextFormattedCitation”:”(Anderson)”,”previouslyFormattedCitation”:”(Anderson)”},”properties”:{“noteIndex”:0},”schema”:”https://github.com/citation-style-language/schema/raw/master/csl-citation.json”}(Anderson).

Sandel believes that the laws of markets overshadow the moral of the society in his very detailed and actual novel. All right, and what then? The author discusses certain facts but never really offers an idea of how these problems can be overcome. He just describes the need to find a way to improve our morals and that a (political?) public dialogue can define the ideals we want in our culture to change the actions of people. Bishop Peter Selby pointed out a strong counterpoint to this subject by explaining that the book in Sandel could mislead people to believe that changing ideas will change our behaviors when it will change our actions. To shift, the behavior must stop so that values are affectedADDIN CSL_CITATION {“citationItems”:[{“id”:”ITEM-1″,”itemData”:{“DOI”:”10.1177/0094306112468721f”,”ISBN”:”9781400838110″,”ISSN”:”0094-3061″,”abstract”:”The world’s leading economies are facing not just one but many crises. The financial meltdown may not be over, climate change threatens major global disruption, economic inequality has reached extremes not seen for a century, and government and business are widely distrusted. At the same time, many people regret the consumerism and social corrosion of modern life. What these crises have in common, Diane Coyle argues, is a reckless disregard for the future–especially in the way the economy is run. How can we achieve the financial growth we need today without sacrificing a decent future for our children, our societies, and our planet? How can we realize what Coyle calls “the Economics of Enough””? Running the economy for tomorrow as well as today will require a wide range of policy changes. The top priority must be ensuring that we get a true picture of long-term economic prospects

The Incentive Theory of Motivation

The Incentive Theory of Motivation

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The Incentive Theory of Motivation involves giving workers praise and rewards for any work done, not merely for completing a task. For example, if I gave you a candy bar for every sentence you wrote in this post, it would spur your motivation to write more sentences. This theory is widely used in management and administration. This theory was developed by Frederick Winslow Taylor in 1911 and does not work well if individuals are not competitive. This can lead to low morale among workers and can potentially cause high turnover rates, which is the exact opposite of what employers are trying to achieve via this theory.

Even though incentive theories are widely used in management and administration to motivate workers, there are some who argue that these theories could be potentially dangerous as they can create unrealistic expectations that employees cannot meet which lead to employee dissatisfaction with their work place or job (Chopra, 2019). For example, if an employee thinks they will be promoted to a higher position, they may feel obligated to work additional hours because they do not want to disappoint the employer. This can lead to poor quality work and ultimately can be dangerous if an emergency arises.

Although these theories may seem unfair the extent of which employees are motivated by this theory depends on their position within the company and in general each worker receives an individual reward that is proportional to their performance level. By giving an incentive for every task completed, managers can try to encourage higher performance from their staff. Although these theories are widely used in management and administration as a method of motivation there are disadvantages as well as advantages. One of the major disadvantages is the inability to motivate employees who require “job enrichment”, which is best explained as providing opportunities for workers to expand their job responsibilities (Lazear, 2018). This theory may also be ineffective depending on the employee’s position within a company. For example, an employee working in an administrative position will not be motivated by this theory as much as someone working in a managerial position.

References

Chopra, K. (2019). Indian shopper motivation to use artificial intelligence: Generating Vroom’s expectancy theory of motivation using grounded theory approach. International Journal of Retail & Distribution Management.

Lazear, E. P. (2018). Compensation and incentives in the workplace. Journal of Economic Perspectives, 32(3), 195-214.

RE Will A Court Grant Permission To Allison Frank Allowing Her To Relocate With The (2)

Week 6 Peer Review Worksheet 

Use the table below as you conduct the Week 6 Peer Review. Your grade for this discussion will be derived from your work on the peer review you perform. You may not begin performing your peer review until you have made your own main post (your draft and your goals). Once you have completed the peer review, reply to your classmate’s main posts by attaching this completed peer review sheet, along with any comments you would like to make.

Student you are reviewing: _______Amtul Mahmood______

Your name: ___________Nila Dhungana________

 

Element  Comments or Suggestions for Improvement 

Please compose at least three full sentences for each element (many elements will likely be longer once you begin explaining and offering feedback). Be specific, adding examples and suggestions where needed.

Structure and Unity: Is the thesis statement narrow and clearly arguable? Do the points in the body and the content of the conclusion clearly support the thesis statement? Please be specific and offer reasons, suggestions and examples.    The work is well structured however the thesis statement is not clear. The first paragraph provides the general idea about the paper and I trust this is what makes the thesis statement. The work is well coordinated and the idea flows from the beginning to the end of the paper well.

Organization: Look at the ordering of body paragraphs and at the ordering of sentences within the introduction, body paragraphs, and conclusion. Is everything arranged in the most effective order for you, as a reader? Please be specific and offer suggestions, reasons, and examples.   The order is okay however just a few corrections like some of the ideas in the first paragraph should be in the body. The same applies for the last paragraph where there are many points which should be in the body.

Voice: Is the writer’s voice the driving force of the essay? Is each paragraph written with the writer’s voice from the first to the last sentence? Is the writer using voice to connect and explain the evidence used? Could the writer do more to expand on the evidence, to argue for the value or meaning of the evidence? Please be specific and offer suggestions, reasons, and examples.   The voice is okay

Flow: Does each sentence flow smoothly from one to the next for the reader? Does each paragraph? As the reader, do you feel guided by the writer’s words? Do you sense any missing connective elements that would make the essay more reader-friendly? Please be specific and offer suggestions, reasons, and examples.   The flow of the work is perfect

Introduction and Conclusion: Has the writer employed the most effective methods for writing this introduction and conclusion? Consider the techniques we have studied, pointing out what works well and why and what could be done better and why/how. Please be specific and offer suggestions, reasons, and examples.      Introduction and conclusion need to be improved

Source Use: Do the sources work well to support the points in which they are used? Run a quick source evaluation, using the CRAAP test. Then, are sources integrated smoothly, and does the writer make the connections between the sources and the writer’s arguments clearly?  Please be specific and offer suggestions, reasons, and examples.   The sources are used well

Argument Technique: Comment on the effectiveness of the argument techniques you see in the essay, such as logos, ethos, pathos, kairos, and elements of the Toulmin model. Also, comment on any logical fallacies you see. Finally, comment on the argument genres you notice and on how well the writer has employed those. Please be specific and offer suggestions, reasons, and examples.     The argumentative techniques help to achieve the communicative goal of the essay in a specific manner.

Please note any errors in grammar, spelling, APA document format, APA in-text citation, and APA Referencing.   Grammar and APA referencing and formating are perfect and good

Do you have any other suggestions for improving this paper?   no

 

 *You are not required to attach a marked-up copy of your peer’s draft, but you may also do so if you would like. 

The Incentive Theory

The Incentive Theory of Motivation theory was developed by Frederick Winslow Taylor in 1911 to explain the application of motivation to optimal task performance. The introduction of this theory led to increased efforts at developing incentive systems for employees, which in turn brought about the use of a number of psychological techniques that are still used today. The Theory of Incentive is most often applied in order to organize human behavior and achieve results on a large scale with little effort. The theory does not work well if individuals are not competitive. This can lead to low morale among workers and can potentially cause high turnover rates, which is the exact opposite of what employers are trying to achieve via this theory.

The Incentive Theory of Motivation involves giving workers praise and rewards for any work done, not merely for completing a task. For example, if I gave you a candy bar for every sentence you wrote in this post, it would spur your motivation to write more sentences. This theory is widely used in management and administration. Moreover, due to the fact that this theory is based on a business structure, it is clear that money plays a large role in the motivation of employees. The first reference to “incentives” as an economic concept was made by Jeremy Bentham. In the 18th century, he pleaded for a minimum wage for workers in order to motivate them to work harder. Since then, many other economists have attempted to explain how reward systems can be used to motivate workers and reduce waste of resources and time. The most common incentive system based on this theory is piecework.

Even though incentive theories are widely used in management and administration to motivate workers, there are some who argue that these theories could be potentially dangerous as they can create unrealistic expectations that employees cannot meet which lead to employee dissatisfaction with their workplace or job. For example, if an employee thinks they will be promoted to a higher position, they may feel obligated to work additional hours because they do not want to disappoint the employer. This can lead to poor quality work and ultimately can be

dangerous if an emergency arises.

Although these theories may seem unfair, the extent of which employees are motivated by this theory depends on their position within the company and in general each worker receives an individual reward that is proportional to their performance level. By giving an incentive for every task completed, managers can try to encourage higher performance from their staff. Although these theories are widely used in management and administration as a method of motivation there are disadvantages as well as advantages. One of the major disadvantages is the inability to motivate employees who require “job enrichment”, which is best explained as providing opportunities for workers to expand their job responsibilities. This theory may also be ineffective depending on the employee’s position within a company. For example, an employee working in an administrative position will not be motivated by this theory as much as someone

working in a managerial position.

“Great work,” “wonderful job,” “keep it up,” “I am very proud of you,” and other phrases are used to compliment the staff. Genuine appreciation inspires employees to work harder. It motivates an employee to work more to receive a compliment. It’s quite satisfying to receive compliments verbally and at the moment. Those given to employees in front of others have a greater impact. However, giving an employee too much verbal praise can have significant drawbacks. Employees who are naturally prone to developing “a large head” as a result of excessive verbal praise may engage in detrimental behavior at work. Those with an egocentric mindset may believe that they are the only ones being rewarded and think they are the best or most valuable employee.

Another disadvantage of lavishing verbal praise on an employee is that it may create a

schism among coworkers if it is limited to just one or two employees. Too much verbal praise can lead to jealousy among employees, especially if there is no justice or equity. If someone favors women or men, or people from one location over another, or if someone is racist. Praise can backfire, making people resentful, nasty, or underperforming. Employee morale suffers as a result of unfairness. Giving too much verbal praise to an employee can also have a negative impact on productivity. An employee who is often assured that she is doing an outstanding job may believe that there is no space for improvement.

Perceptive employees can often detect that some verbal appreciation is nothing more than hollow words used by the boss as an obligatory acknowledgement of a job completed. Genuine compliments should be given. When you flatter employees to make them happy, you don’t mean what you say, which might lead to unhappiness. It is preferable to remain silent than to tell a lie.

Telling an employee, she is well-dressed, then turning around and telling her coworkers she is ill-dressed is flattery and excessive praise.

All these issues can be solved by giving appreciation that is distributed effectively and equally among all the employees. There should be no favoritism or nepotism. Praise should be given to every employee who deserves it. If an employee demands a raise instead of verbal praise, then his demands should be considered for his/her services. As a manager, I would try my best to meet the demands of employees and ensure effective distribution of praise.

Assuming the role of a manager, you must have the understanding that you’re placed to lead. An effective leader must understand how to manage all characters, and how to utilize approaches that allow room for employees to work, grow, and lead independently one day themselves. As a manager you control activities, business dealings, and so much more that at times it may cause a manager to miss a thing or two. As a manager of any company, you’d want to maintain customer satisfaction, continued production of the business, increased profits, and along with all the vast desires, as a manager you’d also want the engagement of eager employees. A key component to a successful business is simply a satisfied employee. Now, you may wonder why it’s important to keep employees engaged and how could a manager provide an environment as such; managers could actually begin that process by ensuring that recognition to employees is distributed effectively and fairly. Recognition is the appreciation or acclaim for an achievement, service, or ability. An employee can receive various types of recognition for their work. Typically, employers tend to praise employees when they’ve done a job well done but it’s believed that employees should receive praise not only when they’ve done something beneficial for the company. Praise is one of the most powerful things a leader can offer their team.

Delivering praise gives people the drive and motivation to continue doing the quality of work you want to see for your business, especially as a manager. It can also build and nourish the professional relationship you may have with them. Praise has the potential to increase punctual arrival to ones’ shift, customer satisfaction, self-esteem, and desire to work. As it could also decrease callouts, burnouts, and a hostile environment. If you want your employees to be engaged, productive, and perform at a high-level, they need to feel seen, appreciated, and recognized for their efforts. So as a manager, considering making employee recognition a priority would be ideal if the intent is to cause the behavior to occur again.

There are many ways a manager could provide praise professionally. Verbal and tangible praise may go hand in hand but when praising employees for a job well done, managers need to ensure that the praise is given in conjunction with the specific accomplishment. Of course, receiving something tangible as a result of recognition could bring the employee to assume that they would always be rewarded for good work making it the only way to satisfy them for the work done which could become costly for the company. Tangible rewards such a bumper sticker, a t-shirt, or even a company mug – employees appreciate the little things… believe they do; but rewards that are meaningful to them is what employees would really appreciate over a thumbs up tangible reward. Monetary incentives like raises and bonuses are far more effective and important to employees when receiving recognition but as mentioned previously, verbal praise from managers is also as important to employees. “Verbal rewards are inexpensive for companies to hand out but also are quick and easy to distribute. Employees may find more value in a sincere pat on the back than gifts from management that are either meaningless or not conveyed with respect” (Thanks for nothing). Being genuine and believing in the compliment given assures employees of your sincerity. As a manager, to ensure that recognition given to employees is distributed effectively and fairly you would want to start with the words “thank you”.

Proving the simple words “thank you” at the very least could be the most effective way to praise any employee. Managers can create their own form of employee recognition programs with the support and communication of their work community. Creating surveys, setting polls, and actively participating in conversation with employees themselves is a great way to provide employees with the opportunity of being acknowledged. Group events that recognize the achievements of the organization and employees at large provide the opportunity to make employees feel valued. Giving incentives as a group removes the pressure of favoritism and encourages employees to believe team productivity is also as important as individual praise. It’s important for managers to know their employees and see their progress as individuals because recognition should always be given fairly and justly. An employee who isn’t always on time to their shift may receive a different type of praise than the person that shows up to work on time. Let’s say the late employee excels better at the given task than the employee that arrives on time; such factors must be weighed and taken into consideration when distributing recognition effectively fairly to employees from a manager standpoint.

In conclusion, the Incentive theory of motivation has its pros and cons. This theory is a work in progress, and additional research should be conducted to determine whether the theory adequately accounts for all types of motivation. Nonetheless, there are some advantages to this theory. One advantage is that it provides basic guidelines for motivating oneself and others based on what motivates each individual person. The second advantage is that the theory helps us understand how we can change our behavior to fit with changes in organizations or society more generally. Finally, the Incentive theory has its cons; one disadvantage would be that it does not provide insight into why people may choose not to engage in certain behaviors even when they could benefit from doing them (e.g., if you were given an opportunity).

RE Will A Court Grant Permission To Allison Frank Allowing Her To Relocate With The (3)

TO:

FROM:

RE: Will A Court Grant Permission To Allison Frank Allowing Her To Relocate With The

Parties’ Children

DATE:

I. Conclusion

In all probability, it is more likely than not that the court will not allow for Allison Frank, the custodial parent, to move after a divorce. Donald Frank is more financially stable in the case law and takes a substantial interest in the children’s co-curricular activities. Donald has agreed to take responsibility and pay $2500 in child support and $1000 in alimony to the custodial parent, Allison. Allison has no current employment neither does she have any promising hopes for getting a job. This means she will have a challenge in managing all of the children’s needs. Her reason for relocating might be deemed unreasonable. Wanting the children to bond with her mother at the expense of their relationship with their father will not be in the children’s best interest. Moving the children from the only place they have known since birth might be found to be against their will. Lastly, the distance between Long Island and South jersey is long, meaning long journeys taken by either the father or the children. Allison can, however, sway the court’s decision by claiming that the financial strain and the lack of a caregiver during her employment that might be experienced will be cushioned by the grandparents. This argument might still bear less weight, and its grounds be deemed unreasonable by the court.

For lawyers to determine the ruling, the law used and standards set in deciding such cases have to be put into perspective. We look at the point of Tropea v Tropea, the law used before this case, how the law changed, why it changed, and what the law is today.

II. What the Law Was & What it is Now

In the case of Tropea v Tropea, the custodial parent sought a move from Onondaga County to Schenectady. The non-custodial parent then filed for a change in custody, citing it was a punishment to him. Both parties were barred from moving outside the county of Onondaga, where both resided without any prior judicial approval. The petitioner’s need to move was cited as a product of her own lifestyle decisions. The respondent had proved that he had maintained meaningful contact with his children by participating in their activities. He fulfilled all his parental duties. The respondent argued that he was being punished by distance and weekday contact despite his children’s social and educational lives. However, the Appellate Division reversed the ruling. It affirmed that the petitioner, the wife, had made necessary showing that the requested relocation would not deny the respondent regular and meaningful access to his children (Matter of Tropea v. Tropea, 87 N.Y.2d 727). This was based on evidence that proved the father harbored contempt for the mother and had displayed it in front of the children. The court cited that the petitioner’s proposed visiting schedule allowed the respondent to have the opportunity for frequent and substantial contact with his children. The move was decided to be of interest to the children. The father was then granted weekend visits, summer, and vacation visits.

Before this case law, the formulae being used involved a three-step route, known as the exceptional circumstance test. The three-step case included, first of all, determining whether the move would result in the determent of meaningful and regular access to the child. The non-custodial parent had to prove beyond reasonable doubt that the custodial parent’s relocation with the children meant that they were denied a chance to have frequent and substantial contact with the child. The second part was proving that the move was against the best interest of the child. This was mainly seen through the custodial parents’ economic potential. Whereas if the child’s financial interests are not served, the relocation was deemed not feasible. The third step was proving that the move was in the best interest of the child. The “best interest” criteria were free, and the courts interpreted it as per their subjective view. ( Matter of Hemphill v. Hemphill 169 AD 2d 29 – N.Y.S 2d)

This method was then changed due to its free nature and complex nature of determining the child’s best interest. In the Hemphill v Hemphill case, the court deserted this mode of ruling relocation cases. The court decided to wage the child’s rights against the parent’s rights but later referred to the three-tier rule in determining the case; see (Matter of Hemphill v Hemphill  169 AD 2d 29 – N.Y.). This exceptional condition test was not entirely abandoned until the point of Tropea v Tropea.

The case of Browner v Kenward accompanied the Tropea v Tropea case had both parents first agreeing on a move. The first move was that the custodial mother moved a distance of 35 miles away from the father. The mother then sought to drive 130 miles away. She proved that she had found housing and employment in Pittsfield and that her parents were also moving there. The father argued that the move would deny him meaning complete contact and that the onerous travel arrangements would likely affect the children’s willingness to visit him frequently as they had currently done. The respondent put forth an emotional case citing that the move brought the child closer to his grandparents, and the action did not deny the father’s visitation. The court then decided that she did not need to prove further that the relocation would not deter the respondent from meaningful contact with the child. (213 AD2d 400, 401.)

In the courts’ attempt to move away from the three-level exceptional condition test, the court stood because of the factors that come into play when making a ruling on matters of custodial and non-custodial relocation with the children

“include, but are not limited to each parent’s reasons for seeking or opposing the move, the quality of the relationship between the child and the custodial and non-custodial parents, the impact of the relocation on the standards of the child’s future contact with the non-custodial parent, the level to which the parent is holding physical custody and the child’s life may be improved by educationally, emotionally and economically by the relocation and the feasibility of preserving the relationship between the non-custodial parent and the child through suitable visitation plans.” (Matter of Tropea v. Tropea, 87 N.Y.2d 727, 665 N.E.2d 145, 642 N.Y.S.2d 575)

III. Factors the Courts Look At in Determining Relocation Case

The issues that the court will likely look at may be based on the criteria used on the Tropea v Tropea case and many other cases. Suppose the courts find Donald being exceptionally involved in his children’s upbringing and his life is structured, so he participates in the children’s activities sacrificially. In that case, the court may not allow Allison to move to South Jersey with the children. Such as the criteria used in the case of Rybicki v Rybicki where the court deemed that the father made personal, professional, and financial sacrifices in the care given to his children and ruled in his favor by denying the custodial parent to relocate. They ruled that the custody rights awarded to the mother were ‘conditioned upon the continued residency of the mother in Northport New York, failure to which the custody will be awarded to the father.” (Matter of Rybicki v Rybicki 176AD 2d 867 – NY).

If the relocation meant that the children would travel long distances and constitute them to turn into commuters, then the court might not allow Allison to move with the children to South Carolina. The distance from Long Island to South Jersey is 177 miles. This means a two-and-a-half-hour journey at the very least. This may be seen as a disadvantage for both Donald as well as his children by the court. I assume that the journey may prove to be strenuous on the children if they are made to travel that long to visit the father, and the trip could also cause inconvenience to Donald and his work. He might not make it to his children’s activities, leading to drift in the relationship between father and children. ( See Matter of Rybicki v Rybicki 176AD 2d 867 – NY). Another factor is that the court might find her financial status not being of the children’s best interest as Donald undoubtedly earns more than the court might bar her from relocating.

On the other hand, if Allison can prove that she is the primary caregiver, the relationship between the children and her extended family is beneficial. The court might lean towards her relocation. Her financial status when she relocates might be found not stable enough, but the support from her parents in caregiving and cost-cutting then the court might also allow her to move to South Jersey.

IV. Case Law After Tropea Relating to the Factors that the courts might consider

Matter of Martino v Ramos

In this case, the father had proved that he exercised all his duties right, and almost all weekends, he took part in the children’s lives by participating in all activities the children engaged in. The mother presented evidence that relocation to South Carolina would decrease her housing cost. Still, the cause of action of moving the children from the only the children knew and grew up was not justified. Removing them from the place they were thriving socially and that the relocation would affect the quality of the children’s relationship with their father. (Matter of Martino v Ramos, 2009 NY Op 5865- N.Y. See Hirtz v. Hirtz, 108 AD 3d 712 -N.Y.S. 553 Said v Said, 61 A.D. 3d 879 N.Y.S. 384).

This case law can be used in coming up with a possible decision by the courter in Franks’ case. If Donald can prove his willingness to commit to being part of his children’s lives and that his relationship with his children would be adversely affected by the relocation, then the relocation might not happen.

Matter of Davis v Ogden

The father, in this case, failed to commit to several visits. He had gone to see the children approximately ten times in a total of thirty allocated hours. He never attended any of the children’s extracurricular activities, communicated with their tutors, scheduled, or attended their doctor’s appointments. He rarely even called the children. On the other hand, the mother was able to prove that she was the children’s primary caregiver. She demonstrated that the relocation would significantly enhance the children’s quality of life. The presence of close family members to support her also influenced the decision of the court to allow the move. (Matter of Davis v. Ogden, 109 AD 3d 539-NY; See ).

The above case does point to a possibility of the court to allow the move by Allison to South Jersey based on the presence of her parents and the care that the mother’s extended family will provide; it lacks merit to rule in her favor completely. Contrary to this case, Donald is a capable caregiver and is willing to attend to all his duties. Ogden is an irresponsible parent based on the facts presented. This is not part of our case, and Donald’s character is not given as a reason for acceptance of a relocation of the children.

Matter of Schwartz v Schwartz

Both parties in this case law were married, and both resided in Brooklyn Heights. They were granted joint custody of the children. The father had visitation rights every Monday and one-half of every holiday. The mother later became engaged and offered employment in New Jersey. The court denied her the move to New Jersey. Soon after, without allowance from the court, she decided to make a non-refundable down payment on a house in Staten Island where she moved with her daughters. This was an area within the same state, but the mother could not prove that the move was in her daughter’s best interests. The matter did not arrive at the courts for a ruling on the motion, but an oral argument occurred. The court established that the move was not in the girls’ best interests. The father argued that the travel from Brooklyn Heights was challenging and would likely affect the children’s willingness to visit him as frequently. As no court move was in place in the case, the parties’ contentions, therefore, were of merit. (See Matter of Matter of Schwartz v Schwartz 2010 NY Slip Op 1472-NY)

The Franks’ case above means that if Allison decides to move without the court’s permission, the court will deem it not in the children’s best interest.

Matter of Ventura v Huggins

This case was heard in the same county court as Frank’s case was heard, but this does not determine that it will be judged the same way. The order after the hearing awarded the mother’s petition for permission to relocate to Georgia with the parties’ child and denied the father’s petition to modify prior custody of the subject’s child but granted him parenting time and visitation. ( See Matter of Ventura v Huggins 141 AD 3d 600- N.Y.). However, it is essential to note that in this case, the parties are not married in contracts to the Franks, who have been married 13 years. Citing another case, they concluded that “ A parent seeking to leave to move bears the burden of proving by a preponderance of the evidence that the proposed relocation would be in the child’s best interest.” (Matter of 141 AD 3d 600- N.Y.; See, Bjornson v Bjornson, 38 AD3d 816, 816-817)

In conclusion, a Court would likely not allow Allison Frank to relocate to South Jersey with the parties’ children because it is not in their best interests. In Long Island, closer to their father, their economic and social welfare are well protected. The move to South Jersey would also deny them meaningful contact with their father. The cases cited to prove that it is doubtful that the court will request Allison to relocate the parties’ children. The presence of other parents does not fully guarantee an allowance of relocation of the children by the custodial parent.

Tropea v. Tropea, 87 N.Y.2d 727, 665 N.E.2d 145, 642 N.Y.S.2d 575 (1996)

Ventura v Huggins, 141 AD 3d 600- N.Y. (2nd Dep’t 2016)

Martino v. Ramos, 64 A.D.3d 657, 884 N.Y.S.2d 427 (2nd Dep’t 2009)

Schwartz v. Schwartz, 70 A.D.3d 923, 895 N.Y.S.2d 206 (2nd Dep’t 2010)

Davis v. Ogden, 109 AD 3d 539-NY.S.2d 317(2nd Dep’t 2013).

Rybicki v Rybicki 176AD 2d 867 – NY.S.2d 867 (2nd Dep’t 1991)

Bjornson v Bjornson, 38 AD3d 816, 816-817 ( 2nd Dep’t 2007) Hemphill v Hemphill  169 AD 2d 29 – N.Y.S 2d (2nd Dep’t 1991)

Said v Said, 61 AD 3d 879 N.Y.S. 384. ( 2nd Dep’t 2009)

Hirtz v. Hirtz, 108 AD 3d 712 -N.Y.S. 553. (2nd Dep’t 2013)

The importance of understanding how people form perceptions and make attributions about others with his employees.

Perceptions and Attributions

Author’s name

Institutional Affiliation

AbstractMotivation in organization management entails the psychological forces inside a person that establish the bearing of the individual’s behavior in the organization, the individual’s level of initiative, and the individual’s degree of determination in the event of obstacles. In this perspective, perception should be considered in regard to organizational behavior. This is because, perception bears extreme influence on management decisions, whether in making a decision to hire new employees, executing performance reviews, or in making major decisions in regard to the direction the organization should take. Perception also influences an employee’s degree of performance and job satisfaction (Mullins, 2008).

Table of Contents

TOC o “1-3” h z u Abstract PAGEREF _Toc315362032 h 2Introduction PAGEREF _Toc315362033 h 4Importance of Understanding How People Form Perceptions and Make Attributions PAGEREF _Toc315362034 h 5How Perception influences the Decision Making Process PAGEREF _Toc315362035 h 5Operant Conditioning Would Be Most Appropriate For Joe to Apply In This Situation PAGEREF _Toc315362036 h 7Understanding of the Value of Self-Efficacy in Hiring Successful Salespeople PAGEREF _Toc315362040 h 10Conclusion PAGEREF _Toc315362041 h 10References PAGEREF _Toc315362042 h 11

IntroductionIn any organization, employers as well as the employees continuously face the challenge of making the balanced decisions in order to reach a most favorable outcome for the organization. However, research frequently demonstrates that, in the actual world the majority of decision making processes in many organizations, are not entirely rational. In this regard, person perception is the key issue in organizational decision making and behavior for the fact that based on the incomplete information or instantaneous impressions of workers’ performance may result in an erroneous perceptual opinion made by employers (Karl, 2006).

Importance of Understanding How People Form Perceptions and Make AttributionsPeople’s judgment and behavior are founded on their perception. Individuals do not perceive reality itself, but, on the contrary, they construe what they perceive and regard it as reality. Perception is a mental function of granting importance to stimuli like colors, shapes, movement, sounds, taste, touch, pain, smells, feeling, and pressures. Perception induces individual behavioral response to explicit situations. While a group would physically see similar things, they all have their individual versions of what they see. This is referred to as their perceived observation of reality (Mullins, 2008).

The perceptual process entails a characteristics aspect of behavior, which should be of particularly significance to Joe as a manager. As a manager, Joe requires to understand the attribution theory which is encompasses how persons perceive and deduce causality. The attribution theory involves an attempt whereby individuals scrutinize behavior in order to establish if the behavior is externally or internally caused. Behaviors that are externally caused are the consequence of outside sources. The behaviors that are internally caused are those that are regarded as under an individual’s control. Joe ought to distinguish if the behavior of an employee is theirs, or due to the actions of others (Karl, 2006).

How Perception influences the Decision Making ProcessIn regard to how perception influences the decision making process, it does not matter what may be regarded as reality if an individual views it in a different way. It is essential that, Joe realizes that, an individual’s behavior is an express consequence of the manner in which he sees things. An example to illustrate this point is that, two individuals may experience an incident together, but when interviewed, it would be highly probable to obtain similarities in their reports, but each individual will have a distinctive analysis of the details. In this perspective, it is essential to identify the major factors that contribute to an individual’s perceptions. Factors that influence a person’s perception are threefold. These are the situation, the perceiver, and lastly, the subject or target. An individual interprets information or situations taking into consideration their own experiences and attitudes. If an individual has gone through positive experiences in a comparable situation, or with a parallel sort of employee or manager, he may perceive this new experience taking into consideration the past and get pre-conceived opinions, expectations, and ideas to their construal. This would lead to a negative or positive perception. Habitually the perceiver might not assess new information because he will not consider beyond his initial evaluation. An organization may lose a prospect of an innovative proposal because it was on no account considered (Mullins, 2008).

Individuals make attributions daily. Nevertheless, these attributions might not always be accurate. One widespread predicament in assigning causes is referred to as the fundamental attribution error. It entails the tendency of an individual to overrate the impact of personal factors plus underrate the impact of situational factors in the assessment of another person’s behavior. This means that, when scrutinizing behavior, an individual is more liable to presuppose that the behavior of another person is principally not caused by the situation, but by the person. In the workplace, managers are likely to presume that the dismal performance of employees’ is as a result of lack of aptitude or endeavors rather than the task’s complexity or luck. In normal circumstances, when an individual perceives their personal failure or success versus perceiving the failure or success of other people, they assign one or several causes. These causes include luck, effort, task complexity, or ability. Ability and effort are internal causes, while luck and task complexity are regarded as external causes.

A number of researchers posit that, it is within human nature to embrace a self-serving prejudice. This is the propensity to attribute one’s personal successes or accomplishments to internal factors, while on the other hand, attribute one’s personal failures to external factors. Thus, together with the fundamental attribution error, the self-serving prejudice indicates that individuals are inclined to make dissimilar attributions in relation to their personal failures and successes than the failures and successes of other people (Quick & Nelson, 2006).

Managers frequently act on the basis of their attributions and might act inappropriately in the event that the attributions are invalid. Managers who understand the types of external and internal attributions, the attributional process, and the incidence of the fundamental attribution error as well as the self-serving prejudice would better understand their individual as well as other people’s behavior (Karl, 2006).

Operant Conditioning Would Be Most Appropriate For Joe to Apply In This SituationIn simple terms, operant conditioning is a methodical program of punishments and rewards that is implemented in order to produce the desired behavior, or to influence behavior. This learning theory relies on two fundamental postulations in relation to psychology and human experience. Firstly, a specific act may result in an incident that is an outcome of that act. Secondly, the perceived worth of an act’s outcome impinges on future behavior. Additionally, a fundamental idea of operant conditioning posits that the chief influences on human behavior are external. This means that, it is in an individual’s external environment that his behavior is normally programmed. Operant conditioning is a key concept of psychology. Operant conditioning, embraces learned, rather than reflexive behavior. Operant conditioning works by rewarding (reinforcing) and punishing behavior on the basis of the results it produces. Rewarding is utilized to increase the likelihood that behavior might happen in the future, while punishment endeavors to decrease that likelihood. Additionally, the process of removing rewarding from an act is referred to as extinction. Operant conditioning is referred to in organizational management as a component of reinforcement theory as well as work behavior modification (Quick & Nelson, 2006).

It would be appropriate for Joe to adopt this leaning theory since, in contrast to other motivation and management theories, operant conditioning theory does not hinge on beliefs, attitudes, motivation, and intentions in order to predict and influence behavior. Consequently, theorists in organizational management who implement this approach consider external factors, particularly the environment, in explaining and influencing behavior in the work place. The major reason as to why this would be the most appropriate approach for Joe is obvious. In the operant conditioning approach to management, it perceives motivation as a result of workplace environment, rather than as an internal quality of every individual employee’s psychological structure. For that reason, employees are extremely motivated when quality is rewarded with promotions, pay increases, and related conditions that employees regard as advantageous (Karl, 2006).Application of Operant Conditioning in Improving Employees’ PerformanceSince for the most part, the behavior that occurs in an organization is learned, but not reflexive, operant conditioning may be applicable to organizational management. Joe must understand that employees learn diverse types of behavior prior to and subsequent to joining an organization. They also come across diverse stimuli in an organizational setting that may lead them to behave in particular ways with specific consequences. These types of behaviors are punished and rewarded depending on their significance to the organization. The workplace stimuli include schedules, telephone calls, company policies, corporate structures, managers, to mention a few. The outcomes of workplace behavior comprise of, disapproval or approval from managers as well as co-workers, demotions, promotions, and pay increases. When the consequences are expressly associated with certain types of behavior, they become contingent on these types of behavior. Nonetheless, most consequences in an organization are moderately contingent on the employee’s performance, and therefore, there are habitually complete networks of interactions between its consequences and employee behavior. These associations are referred to as schedules of reinforcement (Karl, 2006).

In application of operant conditioning to work place environment, Joe would require to control these schedules. The reinforcement schedules are intermittent (partial) or continuous. The continuous reinforcement schedules involve the situations whereby every incidence of an act is rewarded (reinforced). On the contrary, the intermittent schedules involve the situations whereby only some occurrences of an act would be rewarded. Managers who implement a tactical approach in the positive reinforcement actions provide workers with rewards that bear long–term implications. These include educational programs, training, and prizes that demonstrate acknowledgment of achievements by employees. Since some behavior is so intricate that it may not occur suddenly, Joe ought to reinforce progressive estimates of the preferred behavior. This process starts with reinforcement of behavior which resembles the preferred behavior, by use of continuous reinforcement schedules with a progressive standard. Operant conditioning is known to be successfully applicable in diverse settings in management, for the purposes of modification of organizational behavior (Quick & Nelson, 2006).

Understanding of the Value of Self-Efficacy in Hiring Successful SalespeopleThe significance of the consequence of self-efficacy as well as, the adaptability on a salesperson orientation is an issue of primary importance. Self-efficacy, as a situation-specific type of self-confidence, is improved when the perception of self is augmented. However, this condition is rather unsteady, fluctuating and changing quickly depending on the circumstances. As the levels of self-perceptions and self-efficacy build, so does the overall self-confidence. Research has demonstrated that observed sentiments of greater self-efficacy is linked with higher degrees of performance, thus supporting the concept that leaders may change things by increasing their self-efficacy levels. In order to hire the appropriate salespeople, Joe should realize that higher self-efficacy results to a higher degree of salesperson orientation as supposed by the salespersons. The justification of this postulation is that self-efficacy is based in self-concept as well as salesperson orientation (Karl, 2006).

ConclusionEmployee motivation entails comprehending the psychology on the factors that motivate employees as persons. Joe needs to aspire to encourage impetus into his employees with the anticipation of enhancing their contribution towards the organization. He needs to understand the requisite mechanisms to realize a well motivated workplace atmosphere. It is evident that persons with a high sense of professed self-efficacy regarding a specific task or objective sense, think, and operate differently from individuals who view themselves as being inefficacious. The salespeople who have a resilient efficacy sense tend to scrutinize difficult tasks as problems to be prevailed over instead of challenges that need to be evaded. Highly efficacious salespeople are more liable to perceive failure and success in a different way from the salespeople with lower levels of self-efficacy. ReferencesKarl, K. A. (2006). The Impact of Self-Efficacy & Feedback on Performance in Training. Organizational Behavior Journal, 14(2), 94.

Mullins, L., J. (2008) ‘The Perception Process. London: Pitman publishing.

Quick., J.C. & Nelson, D. (2010). Organizational Behavior. New York: McGraw Hill.