Guidelines for Using Examples of Comparison and Contrast Essay

Guidelines for Using Examples of Comparison and Contrast EssayIn case you are faced with the difficult task of comparing and contrasting your essay ideas and you would like to achieve this objective, the best way would be to use some samples of comparison and contrast essay. A number of essay samples will help you learn more about the details and the application of the process. But you will require the samples of comparison and contrast essay when you are faced with the same situation as that you are facing in the composition paper. However, there are a few guidelines that you should adhere to in order to get your essay idea approved by the editors of the academic institutions.The first guideline that you should adhere to in order to get a perfect application is that you must have the proper essay samples. You can find many samples of comparison and contrast essay online. Also, the essays on these samples will differ from one another and so it would not be appropriate to rely on one sample for a long period of time.You need to take note that when you are applying for a place in one of the papers, the essay samples must complement your papers and when they do not then it would become impossible for you to get the essay papers. So, the best course of action would be to find the right samples of comparison and contrast essay and use them with utmost importance. The essay samples that you use in your comparison and contrast essay must help you understand the differences between the two.The second guideline that you must follow in order to obtain the exact ideas on your paper from the essay samples is that you must have the detailed idea on what is included in the sample. You may look at the sample and there may be some changes that you have to make in your idea or in your body of the essay. To have a complete idea on the topic, you should look at the sample of comparison and contrast essay and in such a case, you will find out the essential elements of the topic an d your essay can be completed at par with the sample.The third guideline that you should follow in order to get the best essay on your papers is that you must write a good essay. The best essay is the one that can provide answers to the questions asked by the evaluators of the school. Therefore, you should give answers to the questionnaires properly and ensure that you write in a way that would help you get an approval from the academic institution.The last guideline that you must follow in order to make the best use of the samples is that you must be concise and free in your sentences. You should come up with the sentence in such a way that you can make the readers to understand your statement clearly and concisely. In the same way, you should not be too long in the essay.By following these guidelines, you will be able to come up with the best essay that you can use in the comparison and contrast essay. If you are also interested in learning more about the sample of comparison and contrast essay, you can visit the websites of the leading universities and colleges and search for more information about these samples.

Les Quatre Voyages de Juan Buscamares (travel Four John Seeker) Review Essay Example

Les Quatre Voyages de Juan Buscamares (travel Four John Seeker) Review Paper Essay on Les Quatre Voyages de Juan Buscamares (travel Four John Seeker) So great beginning for the classics a submarine in the steppes of Ukraine was killed in an unequal air battle to the third volume tetralogy Chilean artist Felix Vega turns into no less than the classic, Akira. What, however, is even in the subject. The first volume of the Four trips was released in 1997, by 2003, passing Water, Air and Earth, John completed his journey in the Fire. Very nice comic happily exploiting the grotesque, of interest primarily in visual terms. If you are close to the theme of post-apocalypse, cyber-punk, steam-punk and a punk approach to literature and cinema, I think you will like it. Without any preamble, the reader immediately thrown into the thick of things, and only in the third volume we have at least something to learn about the past of the protagonist, we find allusions to the nature of his mysterious figures. John travels the world, survived an environmental catastrophe. His adventure begins in the dried up sea the valley through which it travels many years, hoping to find a new sea. We will write a custom essay sample on Les Quatre Voyages de Juan Buscamares (travel Four John Seeker) Review specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Les Quatre Voyages de Juan Buscamares (travel Four John Seeker) Review specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Les Quatre Voyages de Juan Buscamares (travel Four John Seeker) Review specifically for you FOR ONLY $16.38 $13.9/page Hire Writer When I saw the sea in my dreams, I always stood on the shore I felt something or the insignificant speck that stared at a sleeping titan, whose breath raises the storm. Look at him now it seems that it is looking at us from the depths of waiting until we fall to devour us . In the first volume, on which pages and feel the dust and sand, contains many references to biblical subjects. In fact, John archetypal elect, whose adventure is glued together as a collage of fragments of the history of Jesus Christ. Just crucifixion and ends pery that. However, in the continuation of Vega rejects biblical themes, more care in the jungle of esoteric mysticism per se, but on the form uses many of the myths:. For example, the Flood, Icarus and Daedalus In his wanderings, John meets a beautiful prostitute Hallelujah, which relatives are selling for water. Love this girl, show him an angel makes him indulge in the most desperate skirmish Just John haunt (in addition to the various thugs and fanatics who think the hero elected) toddler vision jacket -. Little Prince Exupery. The third volume is trivial at first explained that, literally, immediately reborn in even more grotesque. Although, in fact, after all, The Little Prince -. Was a traveler Finder As you might guess from the volume name each dedicated to a specific element Volume One -. Water, about the search for the sea and how water is returned to a dying world. The Earth can not die, and someday be reborn. and as it turned grandiose flood. volume two Air of the miraculous rescue on a volatile ark and acquiring new Earth The third volume -. The Earth, I think, about how after the flood before the heroes of the task of creating a new world, a new story . There is a choice return to earth a sinner, or to plant beautiful gardens. But, despite the pessimistic nature of man, the author, unfortunately, does not promise Eden. Though the company had escaped crept good 🙂 Though, perhaps a final answer that will give the fourth? Learn how to read. Of course, the Four Travel John Seeker Yet most dynamic fighter in which philosophical component is nice seasoning. And, first of all, it is wonderful drawn comic book with interesting characters and cheerful, martial narrative, playing on the well-known stories. Postmodernism is it? Rather, just a beautiful game as proof ad absurdum. Download the first three volumes in the Russian translation here

Achebe and Post-Colonialism in Anthills of the Savannah Essays

Achebe and Post-Colonialism in Anthills of the Savannah Essays Achebe and Post-Colonialism in Anthills of the Savannah Paper Achebe and Post-Colonialism in Anthills of the Savannah Paper In this line, Aba agrees that Is classified as a social realist?C,? (11). This Is not surprising, considering the fact the basic theory underlying post-colonialism Is sociology and culture as testified to by Shish in his statement that post-colonialism concerned with the study the coming together of two or more cultures and languages?C,-1?0 (4). Post-colonial authors use language and culture as tools for distinguishing their works and showing Its uniqueness. The importance of language is fundamental to post-colonial writings as Noggin states in his landmark book Decontrolling the Mind: The Politics of Language In African Literature. He explains that language carries culture, and culture carries particularly through orate and literature, the entire body of values by which we come to perceive our place In the (16). In the achievement of using language, there is the argument of whether to use a local language or to use the language of the imperials that is far reaching. This forms the crux of the debate between Achebe and Noggin. Noggin argues that the use of the English language would enrich It to the detriment of local languages. Achebe on the other hand argues for the use of English for Its several benefits. He says that the African writer aim at fashioning out an English which is at once universal and able to carry out his peculiar experience?C,-1? (Morning Yet on Creation Day 61). It Is In this light that he makes a summary of the use of English saying that he feels the English language will be able to carry the weight experience. But it will have to be a new English, still in full OFF communion Walt Its ancestral none out altered to soul t Its new Attract surroundings C,-1?0 (62). In this fashioning, other post-colonial writers make use of such linguistic strategies as the use of local untranslatable words (diplomacy), abrogation and appropriation. Abrogation refers to the denial of a set norm or standard (Imperial) language while appropriation refers to a seizure of the language, a remolding that localizes it. In this way, the language is made local either through the of the privilege of which involves a rejection of the metropolitan power over the means of communication [abrogation]? C,-1?0 (Empire Writes Back 38) or the seizure of the language which it under the influence of a vernacular tongue, the complex of speech habits which characterize the local language?C,-1?0 (Empire Writes Back 39). Post-colonial writers also use cultural tools such as affiliation and hybrid to in the achievement of their target. Affiliation, as the term suggests, is a derivative of Affiliation refers to a certain history pedigree, or ancestry. This is better explained by Edward Said who defines affiliation as or ancestry, as in a child being bonded to her/his [sic] parent by blood, body and soul?C,-1?0 (CTD in Aba 43). This shows literature to be connected afflictively to the discourse of (Key Concepts 106). Affiliation is a disclaimer of this norm and is the direct opposite of affiliation. Ashcroft, Griffith and Tiffin give a summary of this difference saying that affiliation refers to lines f descent in nature, affiliation refers to a process of identification through send the critical gaze beyond the narrow confines of the European and canonically literary into this cultural text can now be seen to be affiliated with the network of history, culture and society within which it comes into being and is read Key Concepts Hybrid refers to the combination of two or more elements. In post-colonial discourse, it shows the complex of the colonized who are a mixture of two worlds; that of the colonizers and that of theirs. To Ashcroft, Garret and Tiffin, it involves interaction of English writing with the older traditions of orate or literature in post-colonial societies, and the emergence of a writing which has a major aim, the assertion of social and cultural difference? (Key Concepts 118). Finally, the writers implore their personal voices as a tool for the reclamation of their literature. Authorial voice here, to borrow from Susan Lenses is presence and attitude of a textual voice [and the] stylistic, philosophic centre of a novel?C,-1?0 (CTD in Aba 13).

Ethics and Governance Essay Example | Topics and Well Written Essays - 1500 words - 1

Ethics and Governance - Essay Example , stakeholders, suppliers etc it may be an ethical organization but the animal rights activist groups or the individuals who are vegetarians could look upon the activities of the organization as being highly unethical just as the cannibals are regarded as unethical by the majority of people. The subject of business ethics touches upon the frontiers of many subjects which are controversial, in fact it touches upon the controversy of human life, the dilemma of the creation into which we all have been born . To go into detail into even any one of these subjects is beyond the scope of this paper but it is helpful for the reader to be aware of all the other subjects which effect business ethics. Organizations do have some individual values; if they strive for profit making then the value behind it may be self reliance and striving for excellence, this drive for excellence may be highly supported by certain cultures, but in the process the organization may be producing certain outcomes which may not be desirable for certain groups and even for the society at large. For example an organization individually may be releasing very little pollutants in the environment but there are other organizations who also have the same individual value system and the urge to strive for excellence who are also releasing the pollutants and when summed up leads to a huge amount of pollutants in the environment which are harmful to a large number of people, thus raising the need for legal interventions and code of ethics in this case restricting the organization from polluting beyond a certain limit or charging higher environmental tax to the larger polluters. Also the organizations are forced t o comply to ethical standards when they come under pressure from various groups, when they are made to realize how the pursuit of their own interests are harming others or when they are threatened to stop pursuing their own objectives which is proving to be harmful to others then there is a

Enviromental Factors Essay Example | Topics and Well Written Essays - 1250 words

Enviromental Factors - Essay Example Most of the countries have relaxed their trade policies and removed the trade barriers (SmallBiz Connect, 2013). This has resulted in the establishment of various free trade agreements among different countries and led to the creation of the World Trade Organization (WTO) and GATT (General Agreement on Tariff and Trade). GATT is a worldwide agreement and helps in facilitating free trade between the member countries by restricting the trade barriers like import duties, subsidies and tariff protection (Barrett, Donaldson, Kiwiets, & Pearson, 2009). The main objective of WTO would be to implement these policies and agreement. Implementation of these policies has led to the betterment of the consumers and allows the price of the commodities to be set as per the actual supply and demand. Free trade practices are essential for the developing economies as it helps in production of commodities at a lower cost than the developed countries and the revenue generated from the exports permits the ir economy to grow rapidly (SmallBiz Connect, 2013).The developed economy can have access to technical expertise and technology from the developed countries which help in improving their production process (SmallBiz Connect, 2013). ... Marketing decisions are deeply influenced by the global cultural flows between the countries. These cultural flows are managed by the media organizations and use the latest technologies to shape the community and the consumers (Ardalan, 2009). However, cultural flow is not associated with a singular type of organization and has deep influence on all types of organizations. The culture influences the consumer purchasing behaviour deeply. Apart from values, languages, beliefs the purchasing behaviour is also influenced by the subculture, demographic characteristics, geographic locations, ethnic and national background. Marketing decisions like advertising and promotions have to be in parallel with cultural values and beliefs of a particular region. The advertisements and the promotion have to be designed as per the cultural appeal of the consumers. As per a survey conducted by Stanford University, Welch grape juice can reduce the risk of heart disease however the advertisement with the preventive messages appealed only to the Asian Americans and not to the Americans (Stanford Business, 2013). Thus it is essential for the marketers to have a thorough cultural knowledge for product design, packaging and advertisements. In order to understand the market demand and supply the marketer needs to understand the market demographics to perform market segmentation. Market demographics include the age, occupation, sex, marital status etc (Lamb, Hair& McDaniel, 2011). Through the market demographics the marketer can understand the needs and wants of various segments of population. The derived data is used to develop an exquisite product design (Lamb, Hair& McDaniel, 2011). Environmental, Social Responsibility,

Testing Organizational Communication Satisfaction

Testing Organizational Communication Satisfaction ABSTRACT Communication Satisfaction plays a very critical role in achieving employee engagement in organizations. It becomes even more significant and relevant in the context of the recent global crisis wherein organizations focus on employee engagement was high and was aimed towards employee retention and motivation. While several researchers have studied the relationship between communication and employee involvement, very few studies have established a relationship between Communication Satisfaction and Employee Engagement. Using the second-generation analytical technique Structural Equation Modeling, the present study examines the relationship between various components of Organization Communication Satisfaction (Organization Integration, Supervisory Communication, Personal Feedback, Communication Climate and Media Quality) and various components of Employee Engagement (Organizational Commitment, Job Satisfaction and Withdrawal Cognition). A modified version of the Downs Hazens Communica tion Satisfaction Questionnaire was administered on 235 personnel in the Information Technology/Information Technology Enabled Services industry in India. The scale was tested for reliability and validity using Confirmatory Factor Analysis. The results indicate that Organization Communication Satisfaction has a positive impact on Employee Engagement. The study findings have strategic implications for organizations with regard to laying a greater emphasis on increasing communication satisfaction through various human resource interventions, both at macro and micro levels in the organization. Introduction Employee engagement has been drawing a lot of importance in various organizations in recent times. A global workforce study conducted by Towers Perrin in 2007-2008 revealed that only 21% of the employees were engaged. A more disturbing finding of the study was that 38% of the employees were partly to fully disengaged. The study also concluded that companies with the higher levels of employee engagement are able to retain their valued employees as also achieve better financial results. Similarly, Gallup has also conducted a study on employee engagement and found that 29% of employees are actively engaged in their jobs, 54% are not engaged, and 17% are actively disengaged. Many researchers have studied employee engagement and have found that employee engagement predicts employee outcomes, organizational success and financial performance (Bates, 2004; Harter et al., 2002,). Similarly, Hewitt Associates (LLC, 2005, p.1) have also established a strong relationship between employee engagem ent and profitability through higher productivity, sales, customer satisfaction and employee retention. Unfortunately though, a lot of literature available is only those from Consulting firms and there is very little theoretical or empirical research available on employee engagement. Today, as a result of continuous organizational restructuring (mergers, acquisitions, downturn imperatives), it is commonly observed that organizations are resorting to right sizing strategies. It certainly becomes the most critical priority of CEOs around the world to ensure that the employees who survive the layoffs are fully engaged. Research indicates that there is a decline in engagement levels and that there is deepening disengagement among employees today (Saks, 2006; Richman, 2006; Bates, 2004). It has also been reported that the majority of workers today, roughly half of all Americans in the workforce are not fully engaged or they are dis engaged leading to what has been referred to as an â€Å"engagement gap† that is costing US business $300 billion a year in lost productivity (Saks, 2006, Bates 2004, Johnson, 2004 Kowalski, 2003). Further, with the world becoming a global market place, where every thing is becoming a commodity, people and management of peoples talen t are becoming very critical components of an organizations ability to service its customer. Managing dis-engaged employees or non-engaged employees in a customer facing role is therefore that much more critical to the success and profitability of the business. Lockwood explains, â€Å"As organizations move forward into a boundaryless environment, the ability to attract, engage, develop and retain talent will hence, become increasingly important† In addition to the various literatures available from consultants, there have been a few researches conducted on the antecedents and consequences of employee engagement and also â€Å"What is employee engagement†. A very exhaustive analysis of employee engagement has bee done by Macey and Schneider (2008). In the study employee engagement has been explained as 3 facests viz., Psychological state engagement (Satisfaction, involvement, commitment, empowerment), Trait engagement (personality, conscientiousness) and Behavioural engagement (Organizational Citizenship Behaviour, Personal initiative, role expansion). Another research indicates that employee engagement constitutes two aspects viz., job engagement and organization engagement (Saks, 2006). Saks (2006 further found that employee engagement was significantly positively related to job satisfaction, organizational commitment and organizational citizenship behaviour and negatively related to intention to quit. Organizational Communication plays a very critical part in ensuring employee engagement. It has been established that clear, consise and honest communication is an important tool for employee engagement (Lockwood). It is further established that lack of communication or poorly communicated information can lead to distrust, dissatisfaction, skepticism and unwanted employee turnover. Studies demonstrate that there is a significant influence of Interpersonal trust on individual, group and organizational achievements (Earley, 1986; Robinson, 1996), Job Satisfaction (Driscoll, 1978; Muchinsky, 1977), Job Involvement (Saks, 2006) and Organizational Citizenship Behaviour (Konovsky Pugh, 1994; McAllister, 1995). Studies have also underlined the central role of communication in developing and maintaining Trust (Gail, Zolin, Hartman, 2009; Becerra Gupta, 2003; Muchinsky, 1977). With particular reerence to recession, downsizing has become a harsh reality over the past 2 decades. These downsizing strategies come with other negative consequences of â€Å"attrition of employees who are not impacted by downsizing†. The problem is more profound when the attriting employees are top performers or employees with skills critical to future growth plans of the organization. Various studies have proved that downsizing negatively affects attitudes of employees surviving the downsizing by reducing organizational commitment, morale, job satisfaction and also increasing intention to quit and job stress (Arnold and Feldman, 1982; Greenhalge, 1982; Kozlowski et. al, 1993). It is therefore, very important for organizations to find ways to retain the attriting employees afer downsizing. Managerial communication and Organizational support can be looked at as possible avenues to reduce the negative effects of downsizing. Communication becomes very critical because employees believe that their organization holds them in low regard and ignores their interest (Anderson, 1996; Mclean Parks and Kidder, 1994). They also suspect that management communication is not credible for tat information is being withheld (Noer 1993, ONeill and Lenn, 1995). Employees need to understand how they fit into the overall plans of the organization in terms of their roles and contribution to the growth plans of the organizations. Various surveys in this regard indicate that employees want more communication with their managers (Argenti, 1998). There are various studies that have established a positive relationship between communication satisfaction and job satisfaction (Petit, Gori s and Vaught, 1997; Pincus 1996) and organization commitment (Varona, 1996). A communication ROI study by Watson Wyatt (2007-2008) revealed that â€Å"firms that communicate effectively are 4 times as likely to report high levels of employee engagement as firms that communicate less effectively. This study therefore, attempts to establish the impact of Organizational communication on mediating role of Trust in the relationship between Organizational Communication Satisfaction on Employee Engagement in the Information Technology / Information Technology Enabled Services (IT/ITES) industry in India. We have selected the IT/ITES) industry because of the significance of the impact during the recent recessionary period. Literature Review and Research Hypothesis Organizational Communication Organisation communication constitutes many dimensions spanning from formal and informal means of internal communication and external communications. A review of literature in this area reveals that Organizational communication can be classified into four different levels (SHRM Magazine) (i) Overall Organizational communication (ii) Inter-organizational communication (iii) Group-level communication (iv) Interpersonal communication Further, review of the research in this area underlines the importance of organizational communication towards building commitment, satisfaction and retention of employees in an organization. A number of studies (Burhans 1971, Downs 1971, Jain 1970) studied the relevance and importance of satisfaction with organizational communication. Such examinations of the communication-satisfaction relationship have produced, a construct called communication satisfaction, which is becoming a common reference in organizational literature (Downs and Hazen, 1977). Downs and Hazen, introduced the Communications Satisfaction Questionnaire (CSQ) and conducted a factor analytic study of communication satisfaction. This study established eight stable definitions of communication satisfaction, which has also been enumerated as follows in another study by Clampitt Downs, 1993: Communication Climate reflects communication on both the organizational and personal level. On one hand, it includes items such as the extent to which communication in the organization motivates and stimulates workers to meet organizational goals and the extent to which it makes them identify with the organization. On the other, it includes estimates of whether or not peoples attitudes toward communicating are healthy in the organization. Supervisory Communication includes both upward and downward aspects of communicating with superiors. Three of the principal items include the extent to which a superior is open to ideas, the extent to which the supervisor listens and pays attention, and the extent to which guidance is offered in solving job-related problems. Organizational Integration revolves around the degree to which individuals receive information about the immediate work environment. Items include the degree of satisfaction with information about departmental plans, the requirements of their jobs, and some personnel news. Media Quality deals with the extent to which meetings are well organized, written directives are short and clear, and the degree to which the amount of communication is about right. Co-worker Communication concerns the extent to which horizontal and informal communication is accurate and free flowing. This factor also includes satisfaction with the activeness of the grapevine. Corporate Information deals with broadest kind of information about the organization as a whole. It includes items on notification about changes, information about the organizations financial standing, and information about the overall policies and goals of the organization. Personal Feedback is concerned with the workers need to know how they are being judged and how their performance is being appraised. Subordinate Communication focuses on upward and downward communication with subordinates. Only workers in a supervisory capacity respond to these items, which include subordinate responsiveness to downward communication and the extent to which subordinates initiate upward communication. Crino White (1981) investigated Communication Satisfaction with 137 supervisors from textile mills. Similarly, Pincus (1986) used the CSQ in a study of nurses and their supervisors to investigate the relationship between communication and job satisfaction and job performance. These findings had resulted in the CSQ being the most widely used scale when measuring communication satisfaction. The notable aspect though is, that the studies by Downs Hazens (1977) and Crino White (1981) exploratory factor analysis rather than confirmator factor analysis for assessing the validity of the CSQ. Theerefore, the convergent and discriminant validity of the CSQ was under question. Further, until the introduction of CSQ, Communication was considered as an unidimensional construct. The underlying belief was that employees are either satisfied or dis-satisfied with communication. However, with the introduction of the CSQ changed it communication satisfaction to be viewed as a multi-dimensional construct wherein, employees could be satisfied or dis-sastisfied with one or more aspects of communication and be dis-satisfied. Gary and Laidlaw (2004) assessed the CSQ using Confirmatory Factor Analysis. Their study used a series of congeneric measurement models to study the validity and reliability of the CSQ. Based on the study, Gary Laidlaw concluded, â€Å"the results substantiate CSQ as a valid instrument for measuring communication satisfaction and supports the multi-dimensional aspects of the communication satisfacation construct. This study therefore, proposes to establish the convergent and discriminant validity and reliability of the CSQ for the purpose of IT/ITES sector in India. The study also proposes to establish the relationships between the individual dimensions of Organizational Communication Satisfaction using First order and Second order Confirmatory Factor Analysis. H1 : Dimensions of Organisation Communication Satisfaction are inter-related H2 : Organisational Communication Satisfaction is explained by Organisational Integration, Supervisory communication, Personal Feedback, Corporate Information, Communication Climate and Media Quality. Employee Engagement Employee engagement has been drawing a lot of importance in various organizations in recent times. There have been few research works on employee engagement (Robinson et al, 200) and most of understanding comes from Consulting firms and Independent Research agencies. There have been various definitions of employee engagement. Employee engagement is the level of commitment and involvement an employee has towards their organization and its values (Vazirani, 2007). Engagement is the willingness and ability to contribute to company success, the extent to which employees put discretionary effort into their work, in the form of extra time, brainpower and energy (Towers Perrin, 2007). Often used as a synonym for motivation or motivation and retention; engagement is really more fundamental. Engagement is an employees decision to apply his discretionary effort to the goals of the enterprise, to accept those goals as his own and wholeheartedly commit himself to achieving them. (Fineman Carter 2007) Though employee engagement as a concept has been drawing a lot of importance, it is still a term widely referred among consulting firms and independent research agencies. There have been very few empirical research initiatives in the academic world to establish the definition of the construct â€Å"employee engagement†. Mickey and Schneider (2008) have done a detailed study on â€Å"the meaning of employee engagement† and have established a series of propositions covering 3 facets : a) Psychological stage engagement b) Behavioural engagement c) Trait engagement. This research though will focus on the psychological state engagement facet since this has received maximum attention and is central to the engagement issue. Further, the scope of the research is focussed towards examining the impact of Organizational Communication Satisfaction on Employee Engagement. Past researches on similar subjects have all focussed on studying the relationship between Organizational Communication Satisfaction on individual aspects of State Engagement viz., Satisfaction, Commitment and Involvement. Mickey and Schneider (2008), while explaining the psychological state engagement have studied 4 different aspects viz., Job satisfaction, Organizational commitment, Psychological empowerment and Job involvement. They have further referred to various related research in each of the above aspects and thereby analyse each of the aboe aspects as a facet or antecedent or consequence of employee engagement. Their study and analysis is as follows : Engagement as Job Satisfaction In defining Job Satisfaction as a facet of employee engagement, the views of Erickson (2005) are noteworthy; â€Å"Engagement is above or beyond simple satisfaction with the employment arrangement or basic loyalty to the employer. Engagement in contrast is about passion and commitment, the willingness to invest oneself and expand ones discretionary effort to help the employer succeed† Therefore, it is beyond basic loyalty and is about the emotional aspect of Job satisfaction that triggers emotions and feelings of energy, enthusiasm and thereby constitutes a very important aspect of Engagement. Engagement as Organization Commitment In defining Organizational commitment as an important facet of employee engagement, the views from various contributions are noteworthy (Wellins and Concelman, 2005; OReilly Chatman, 1986; Mowday, Porter Steers, 1982; Meyer and Allens, 1997; Meyer, Becker Vanderberghe, 2004). These significant contributions lead to definitions; employees exert extra energy in support of the organization, feel proud as a key contrinbutor to the organization and its success and enjoy a personal identity with the organization. This leads to organization commitment being defined as a key facet of engagement (Mickey Schneider, 2008). While analysing organization commitment, there is also an analysis around organization / job withdrawal thereby suggesting that commitment as a state of engagement also relates to how long an employee stays as a result of commitment (The Corporate Executive Board, 2006) Engagement as Job Involvement The next aspect analysed by Mickey and Schneider (2008) is Job Involvement. Job Involvement has been defined â€Å"as the degree to which an employee psychologically relates to his or her job and the work performed therein and specifically equated job involvement and job commitment (Cooper-Hakim and Visweswaran, 2005). Brown (1996), Mathieu and Zajacs (1990) have also come up the conclusion that job involvement is an antecedent to organizational commitment. Brown further concluded that organizational withdrawal decisions are less related to job involvement than to organizational commitment. Erickson (2005) described job involvement as a key antecedent of the state of engagement. Based on the analysis and significant well researched contributions, we identify Job Satisfaction, Organizational commitment and withdrawal as key facets of employee engagement. Further, Saks (2006) has conducted a good study on the antecedents and consequences of employee engagement. The research conceptualized engagement as being reflective of the extent to which an individual is psychologically present in a particular organizational role (Kahn, 1990; Rothbard, 2001). It was further conceptualized that there are two dominant roles attributable to most organizational members viz., their work role and their role as a member of the organization. These two roles led to the two components of employee engagement: Job and Organization engagement. Saks (2006) further found that that Job and Organization engagement were significantly positively related to Job satisfaction, organizational commitment and Organizational Citizenship Behavior, and negatively related to intention to quit. In summary, employee engagement is about ones emotional commitment towards the organization, being psychologically involved and willingness ability to walk that extra mile in achieving the Organizational goals and objectives. Based on the above review, it is understood that employee engagement mainly constitutes three aspects viz., Organizational commitment, job satisfaction and intention to stay. This study aims at establishing a relationship between the facets / components of Employee Engagement using 2nd order Confirmatory Factor Analysis. This study further proposes to establish the convergent and discriminant validity and reliability of the various facets of employee engagement using First and Second order Confirmatory Factor Analysis H3 : Dimensions of Employee Engagement are interrelated H4 : Employee engagement is explained by Organisational Commitment, Job Satisfaction and Withdrawl Cognition Organization Communication Satisfaction and Employee Engagement The next dimension studied was the relationship between Organizational Communication and Employee Engagement in organizations. Employees see managers as trustworthy when their communication is accurate and forthcoming. In addition, adequate explanations and timely feedback on decisions lead to higher levels of trust (Folger Konovsky, 1989; Konovsky Cropanzano, 1991; Sapienza Korsgaard, 1996). Evidently, managers who take the time to explain their decisions thoroughly are likely to be perceived as trustworthy. Finally, open communication, in which managers exchange thoughts and ideas freely with employees, enhances perceptions of trust (Butler, 1991; Farris, Senner, Butterfield, 1973; Gabarro, 1978; Hart, Capps, Cangemi, Caillouet, 1986). Lockwood states that â€Å"lack of communication or poorly communicated information can lead to distrust, dissatisfaction, skepticism, cynicism and unwanted turnover. This is even more relevant in times of crisis as observed by Meyers in 1986 ; â€Å"When a crisis occurs, employees are affected on a personal level, in ways and to an extent unlike in any other audience. Their immediate reaction is often to be stunned and lose a sense of common purpose and cohesiveness Gripped by fear, employees may stray from their sense of reality and turn inward, focusing exclusively on their personal needs and ignoring the organizations needs†. Pincus Acharya, 1998 observed that â€Å"Employees who are uncertain about their jobs, health, or safety may deny, misinterpret, selectively perceive, or tune out information from management about the crisis situation because they may be blinded by their own sense of a personal crisis.† These studies lead us the understanding that â€Å"clear, consice, timely and honest communication is a very important management tool towards building employee engagement in Organizations (Lockwood). As discussed earlier, there have been many consultants and independent research organizations, which have established communication as a very critical component in enabling employee engagement in organizations. Further, there have been individual studies relating organizational communication and the individual facets and antecedents of employee engagement. This study proposes to study the relationship of Organization Communication Satisfaction on Employee Engagement using second-generation analysis tecnique, Structural Equation Modelling. H5 : Organisation Communication Satisfaction has a positive impact on Employee Engagement.. Research Methodology Questionnaire Design The Communication Satisfaction Questionnaire (Downs and Hazens, 1977) was selected for the Organization Communication construct of the study. We have used on seven factors of the CSQ beause the eighth factor, subordinate communication since this study was not aimed at personnel in their role as employees and not supervisors. For the Employee Engagement construct, each of the individual facets was measured on borrowed scales. Job Satisfaction was measured on 5 items taken from the scale developed by Price and Muellar (1986). Organization Commitment was measured on 6 items taken from the scale developed by Meyer, Allen and Smith (1997) while Withdrawal Cognition was measured on 3-item scale developed by De Conninck and Bachmann (2005). Since we are using borrowed scales for each of the constructs, it is important to first establish the validity and reliability of the scale. In other words, the items must reflect what they are intended to measure (face validity) and represent a proper sample of the domain of each construct (content valididty), and pass other tests of validity (discriminant, convergent and predictive validity) in order for a measure to have construct validity (Hardesty and Bearden, 2003). As a first step, we carried out a face validity of the constructs of the study. Based on the approaches discussed by Hardesty and Bearden, we identified a panel of 7 judges to assess the face validity. The judges were exposed to the definition of each construct, overall scope and objective of the study and the individual items under each construct (Total number of items was 49). Each judge was requested to rate the importance and relevance of the item to the constructs conceptual definition on a scale of 1-10 (1-Lea st important to 10-Most Important). (eg. How would items like â€Å"I find real enjoyment in my job† or â€Å"I am seldom bored with my job†). Additional remarks were also sought from the judges on whether multiple items under a construct mean the same and also which among the items was a better representative of the constructs conceptual definition. These results were summarized by Judge for each item and the items which were given a weightage of â€Å"less than 8† were considered for reduction. During the content validity stage, the judges unanimously felt that co-worker communication, as a dimension was not too relevant from an engagement perspective since a lot of it was not largely under the control of the organization. However, one item in the co-worker communication was felt necessary to be included viz., â€Å"Extent to which communication practices are adaptable to emergencies† and hence, the same was retained and included in the dimension  "Communication climate†. Similarly, the item viz., â€Å"Information about changes in our organization† and â€Å"Information about company goals and policies† were the only 2 items left under the dimenstion â€Å"Corporate Information†. Since it is required to have atleast 3 items under each dimension / factor for Structured Equation Modelling, these 2 items were grouped under the dimension â€Å"Organizational Integration†. Therefore, in the final questionnaire (total number of items 29), Organizational Communication Satisfaction was reduced to 5 factors viz., Organizational Integration, Supervisory Communication, Personal Feedback, Communication Climate and Media Quality. The factors under Employee Engagement were all retained viz., Organization commitment, Job satisfaction and Withdrawl cognition. In addition to the 2 sections representing the main constructs of the study, the questionnaire also covered a brief write up covering the purpose of the study as well as explicit statements of assurance to the respondents about the confidentiality of their responses and that the responses would be used for academic purposes only. Data Collection and Sampling : For this study, primary data was collected through structured undisguised questionnaires adminstered to the respondents. Questionnaires were administered through personal contacts / meetings and through mail as per the convenience of the respondent at home or in office. The respondents were requested to spare few minutes to provide categorical responses to items in the questionnaire The respondents for the study were selected from the personnel of organizations in Information Technology (IT) / Information Technology Enabled Services (ITES) industry in India. A total of 275 questionnaires were administered to the respondents. 264 questionnaires were found to be complete in all respects, giving a response rate of 96.%. A further 29 invalid questionnaires were eliminated (those questionnaires where too many items were left unanswered or the same response was given to all the questions) and thereby 235 valid questionnaires were taken for further analysis. Measurements The study hypothesis covers 2 Constructs Organization Communication Satisfaction (OCS) and Employee Engagement (EE). OCS is measured for 5 key dimensions / Factors viz., Organization Integration, Supervisory Communication, Personal Feedback, Communication Climate and Media Quality while EE is measured on 3 key dimensions / factors viz., Organization commitment, Job satisfaction and Withdrawal Cognition. The 8 categorical dimensions were measured on the following items / variables: Factor / Dimenstion Items / Variables of measurement Organization Communication Satisfaction (OCS) Organization Integration Information about the requirements of my job Information about my progress in my job Information about company policies and goals Information about changes in our organization Supervisory Communication Extent to which my supervisor listens and pays attention to me Extent to which my supervisor offers guidance for solving job related problems Extent to which my supervisor trusts me Extent to which my supervisor is open to ideas Personal Feedback Information about how I am being assessed Information about how my efforts are recognized and rewarded Extent to which superiors know and understand the problems faced by subordinates Communication Climate Extent to which the organizations communication motivates and stimulates an enthusiasm for meeting its goals Extent to which the organizations communication makes me identify with it or feel a vital part of it Extent to which communication practices are adaptable to emergencies Extent to which I receive in time the information need to do my job Media Quality Extent to which written directives and reports are clear and concise Extent to which the attitudes toward communication in the organization are basically healthy Extent to which the amount of communication in the organization is about right Employee Engagement Organization Commitment I really feel as if this organizations problems are my own I do not feel like part of the family at my organization (R) I do not feel emotionally attached to this organization (R) This organization has a great deal of personal meaning for me I do not feel strong sense of belonging to my organization (R) Job Satisfaction I find real enjoyment in my job Most days I am enthusiastic about my job I feel fairly well satisfied with my job Withdrawal Cognition I would be very happy to spend the rest of my career in this Company Within the next six months, I would rate the likelihood of leaving my present job as high All the variables are categorical in nature and were measured on a categorical scale (5 point Likert). Data Analysis We have applied Structural Equation Modeling (SEM) as the tool of analysis for maximum likelihood estimation for examining the proposed hypotheses. As suggested by many researchers (e.g. Anderson Gerbing, 1998), we have chosen the Two-step analysis method wherein in the first step, we conduct the Confirmatory Factor Analysis (CFA) based on the correlation coefficient matrix of each measurement item (i.e. dimenstions / factors of OCS and dimensions / factors of EE). In the second step, after confirming the fitness of the cons

Economic system in Egypt :: essays research papers

THE ECONOMIC SYSTEM IN EGYPT PRIVATE SECTOR: Ready for action As Egypt is known for it’s mixed economic system ,Compared with other emerging markets, Egypt's private sector is tiny. The public sector still accounts for almost 70 per cent of GDP despite the fact that hundreds of public enterprises have been wholly or partly privatised during the past four years. Judging, however, by the rapid growth of some of the country's largest family-owned businesses, this is unlikely to hold true five years from now. Raouf Ghabbour, chairman of Ghabbour Group, a family business and the country's largest assembler and distributor of motor vehicles, says there are hundreds of medium-sized companies which are growing fast enough to qualify for joint-stock status within three or four years. Ghabbour Group is one of only a dozen or so unlisted private sector companies with a turnover of more than EÂ £1bn. This is considered a minimum threshold for a company to launch a successful public listing. "Our turnover has been growing at about 25 per cent a year this decade," says Mr Ghabbour. "There are countless small and medium-sized companies with this kind of growth rate." Much like Orascom, Egypt's largest family-owned group, which has interests ranging from tourism to telecoms separated into several publicly listed companies, Ghabbour has been converted to the benefits of going public. The car assembler, which also has a growing consumer loan subsidiary, hopes to offer 10 to 15 per cent of its equity in an initial public offering later this year. Others, including IGI, a diversified family-owned group with interests in manufacturing, dairy farming and petroleum, are thinking along similar lines. "There are probably about 10 or 12 family companies with similar plans," says Khaled Sheta, chief executive of International Group for Investment. "All of them will be quoted in a year or two from now." Mr Sheta provides justification for such a move. "Opening your books to the public acts as a good business discipline on managers and enables you to value your assets more accurately," he says. It is also, of course, a handy way of raising capital without having to cede majority control of the company. Indeed, for the few that have achieved genuine nation-wide market share in their industries, there is little choice but to go public or offer stakes to strategic investors if they want to continue expanding. Being so small in number, companies such as Ghabbour and Mansour, which has the Coca-Cola and McDonald's franchise in Egypt, are inevitably bumping up against credit limits to their banks.