Considering Peer Pressure as a Serious Problem in Contemporary Society Free Essay Example, 2000 words

It is quite essential to state that the research design of a scientific study refers to a broader strategy or plan to conduct a study to solve a problem. It outlines the procedures the researcher will take in integrating various components of the study in order to achieve the overall research objective. A research design is important in research because it is the blueprint for the entire study (Barry, Wentzel, 2006). A research design identifies the type of study, the research question, research variables, and the research hypothesis. There are six main types of research designs namely, descriptive, experimental, meta-analytic, review, correlation, and semi-experimental research designs (Pettit, Green, Grover, Schatte, Morgan, 2011). The choice of a particular research type of research design depends on the specific problem that the research seeks to address scientifically. The two studies identified above employ the same research design to achieve their main objectives. Both res earchers use a descriptive research design with a naturalistic observation approach. In the first research, Uslu collected first hand data on about 500 students in high school. We will write a custom essay sample on Considering Peer Pressure as a Serious Problem in Contemporary Society or any topic specifically for you Only $17.96 $11.86/page Leslie and Wendy, on the other hand, were trying to determine the role that religious values and belief systems can help address issues of peer pressure among the youths.

Is Shared Sense of History Possible in Australia

Is Shared Sense of History Possible in Australia? There are many issues in Australia, the most longstanding of all being between the communities within the country. The country has witnessed many wars and internal conflicts that can be termed as cultural wars. Notwithstanding these wars and the social disintegration, the Australian communities still lived within the same borders. There is therefore a debate on whether the same kind of political and social integration can exist despite these historical wars and also whether the racial and political divide will influence the integration process. Historical wars or the cultural wars can be defined as the disintegration between different Australian communities that have been longstanding†¦show more content†¦The settlement initiative by the Europeans is therefore based on the European perspective and this has for long been regarded as a worth initiative by the settlers. The Europeans therefore consider their action as settlement into a virgin land, while the aboriginals regard the initiative as a contravention into their fundamental rights and freedom. The aspects of conquest verses conquered are also terms that have been used by many historians in their explanation for the ensuing situation in Australia. While most of the historians regard the action by the whites as a conquest, the new reformist are lobbying for an opportunity of conquering the existing issues in Australia (Beckett 1988). The whites are considered to have conquered the native communities and this aspect still brings some challenges when contemplating on the possibility of having a sense of shared history. Each of the communities regards its own history with uniqueness and they therefore feel obligated to write and address their own issues independently. It therefore becomes as very important debate on whether these communities can come into a consensus and based on their histories illustrate the best methods to live in cohesion with each other. The black armband view of history isShow MoreRelatedThe importance of History, Geography, Civics and Citizenship in the Australian Curriculum943 Words   |  4 Pages The importance of History, Geography, Civics and Citizenship in the Australian Curriculum F–10 cannot be underestimated. They encourage, foster and shape key skills and practices in students; by examining their link to Australian identity it is possible to observe their importance. Currently, the three subjects of History, Geography, and Civics and Citizenship are grouped under Human Society and its Environment (HSIE), and to varying degrees seek to link knowledge and understanding, values and attitudesRead MoreIndigenous Art And Other Manifestations Of Indigenous Culture1578 Words   |  7 PagesArt and other manifestations of Indigenous culture were discovered during the process of the colonization of Australia. The first Europeans to arrive in Australia made note of the cultural artifacts they encountered. Artifacts such as weapons, drawings, sheets of bark and engravings were collected as colonized culture and housed in scientific and natural history museums where they sh ared the space with geological, plant and animal specimens. These objects were initially collected as curiosities andRead MoreFilm Industry Case Study1692 Words   |  7 PagesThe main objective of this case study is to analyze the policy of co-production in screen industries between Australia and China based on the nation’s situation and the history of film industry. The main problem is how to utilize this policy to enhance government cooperation and business model to apply those policies into the cooperation procedure. The other problem is the shortage of sustainability of film business and to find out the solutions to develop a model to be used as a best practice frameworkRead MoreMulticulturalism and the Benefits of Migration in Australia1678 Words   |  7 PagesTHE BENEFITS OF MIGRATION IN AUSTRALIA SUBMISSION: Committee Secretary, Joint Standing Committee on Migration House of Representatives, Parliament House, Canberra ACT 2600 NH 28 February, 2011 The beginnings of white migration and multiculturalism in Australia saw our British forefathers arriving in boats on the shores of the â€Å"land down under†. Boat loads of prisoners – reluctant migrants - from an overflowing British penal system were brought to Australia to be used for punishment andRead MoreCommunism And Its Impact On The World1583 Words   |  7 Pagesand Western blocs. Communism arguably was the most influential social experiment in history, but also the most flawed and its failure to change the world permanently will always remain significant in history. The word ‘communism’ originated from ‘commun’, a French term meaning ‘belonging to all’. Before the actual foundation of communist parties and countries, there were people who had desired the theory of shared ownership and equal wealth among society for centuries. The earliest notable peopleRead MoreAustralian Identity in Film2196 Words   |  9 Pagesjoint consciousness of that nation, including their shared targets of antagonism and satisfaction (Gelner 2006). All countries are affected by their concepts of nation and nationalism, and also by their sense of constancy and community. The history of any given nation will have an indelible impact on the way that the nation constructs itself and develops in the present and also into the future. This is particularly true of a nation which has a history filled with negative perception and has tried toRead MoreMy Personal Definition For School Curriculum Essay1677 Words   |  7 Pagesthe strategic plan and teaching philosophy of Hampton Park East Kindergarten. EYLF for Australia guides Early Childhood Education in Australia today. The aim of this framework is to support children’s learning and development from birth to eight years. The framework provides a guideline for early childhood educators to foster children’s physical and mental development. Early childhood educators in Australia recognize the importance of family education in children’s learning and the EYLF providesRead MoreTaking a Closer Look at Vietnamese Culture Essay1145 Words   |  5 Pagesare various meanings that will arise. Culture is the total of the inherited ideas, beliefs, values, and knowledge, which constitute the shared bases of social action (Dictionary.com website). There are eight major characteristics of culture. This paper will elaborate on five of them that I believe are the more important ones. These five are; its social, it’s shared, it’s learnt, it’s transmissive, and it’s dynamic. The first characteristic of culture that is the most important is that cultureRead MoreOral Indigenous Knowledge Systems Different From Written Western Science Traditions1438 Words   |  6 Pagesto all, knowledge is only shared to those respected or earned. This method has been used through Indigenous people throughout history, and is still used today. Aboriginal knowledge systems are widely characterised by rational reverence, the view that self and country (Boodja) are the same as well as respect for ancestors and elders. They are also holistic in their approach, in the sense that land, people, animals, plants and other objects are all seen together. Senses beyond the observable, suchRead MoreThe White Paper Process On Reform Of The Australian Federation782 Words   |  4 Pagesfirst meeting of its kind, focused on the hard politics of renegotiating the federation, since the 1899 ‘secret’ premiers conference which cleared the final path to union itself. But the most crucial question they face is not how to make Western Australia happy with the fairness of GST distribution. Nor even whether the three Labor premiers – now balanced with the three Coalition ones – can convince the federal ALP that Tony Abbott’s process is actually one that should be strongly supported. The

How Does Demand Reversal Invalidates the Theory free essay sample

In this case, represented in fgure 1. 1 we have a situation of what is called demand reversal. Here not only the two biases-consumption and production re in the same direction but also the consumption bias more than offsets the production bias. Consumption point D lies to the left of production point A in country A and in country B the consumption point G lies to the right of production point B. When such a demand reversal takes place, the capital surplus country would export labour intensive goods. The HECKSCHER OHLIN theory would then be invalidated by the demand reversal Critical evaluation of the HECKSCHER OHLIN theorem In the area of pure theory of international trade, the HECKSCHER OHLIN model occupies a very prestigious position. The very fact that many known Economists like Leontief, Walters, Minhas and others have tried to test the empirical validity of the HECKSCHER OHLIN theorem using econometric models, stands as a testimony of the prestige of the model. The HECKSCHER OHLIN theorem has been criticised mainly along the following lines: the factor intensity reversal, Leontief and paradox and demand reversal argument Factor intensity argument The HECKSCHER OHLIN theorem was based on the assumption that the production functions are different for different goods but they are identical for each good in two ountries. This, in other words means that one good is capital intensive and the other good is labour intensive, but the same good which is capital intensive in one country, must be capital intensive in the other country also and the labour intensive good remains labour intensive in both the countries. This assumption is guaranteed when both the two production isoquants for capital intensive and labour intensive cut each other only once but not more than once in diagram 1 this is shown to happen at point Q. The demonstration in diagram 1 is consistant with the HECKSCHER OHLIN ssumption of non-reversability of factor intensities. If factor intensity reversal takes place, then two isoquants will cut each other more than once and the HECKSCHER following diagram. The two production isoquants for steel and cloth cut each other twice in the succeeding diagram: once at point A and the second time at point B. The factor price ratios in country A(capital surplus country) are represented by the parallel lines P O P O. P 1 P 1 represent the factor price ratios in country B(Labour surplus country). In the above diagram note the following factors: in country A steel is labour intensive. In order to produce one unit of either steel or cloth, country A has to use the same amount of capital but more labour for steel than cloth. Cloth has a higher capital- labour ratio and steel has a lower capital-labour ratio. Therefore, a capital rich country like country A would specialize in the production and export of the capital intensive goods, which is cloth. It would import steel which is a labour intensive good. In Country B, cloth is a labour intensive good and steel is a capital intensive good. Because, to produce one unit of cloth it takes a given amount of labour and smaller mount of capital as compared to steel. Steel takes the same amount of labour but more capital per unit of output. In country B, therefore, steel has a higher capital labour ratio than in cloth. Naturally country B (labour surplus country), would choose to specialize in the production and exports of the labour intensive goods, cloth. Country B therefore would export cloth and import steel which is capital intensive. In this case of factor intensity reversal, as we say above both the countries produce and export the same commodity i. e. cloth. In the capital rich country (country A) it is a apital intensive product and in the labour rich country (country B) it is a labour intensive product. That means the same product (cloth) is capital intensive in one country but less intensive in another country. The same thing applies to steel as well. Steel is labour intensive product in the capital rich country (country B). This is a situation of a factor intensity reversal. When this takes place, both countries end up producing and exporting the same commodities (cloth) and importing the other commodity (steel). This would invalidate the Heckscher Ohlin prediction regarding the structure of commodity trade. In the above diagram the two isoquants cut each other more than once, suggesting factory intensity reversal to the left of point A and to the right of point B. For factor intensities to reverse themselves, it is not, however necessary that the two isoquants cut each other more than once. Leontief and paradox The first comprehensive and detailed examination of the Heckscher Ohlin theorem was the one undertaken by Leontief. You will recall that the theory of factor proportions predicted that the capital abundant country exported capital intensive goods and imported labour intensive goods, and the labour surplus country did the pposite. It is commonly agreed that the USA is a capital rich and labour scarce country. Therefore one would expect exports to consist of capital intensive goods and imports to consist of labour intensive goods. Leontief made an extensively study of the USA and the results were startling, in contrast to what the Heckscher Ohlin theory predicted, Leontiefs study showed that the USA exports consisted of labour intensive goods and imports consisted of capital intensive goods. In Leontiefs own words Americas participation in division of labour in international trade is based on In other words the country resorts to foreign trade in order to economize its capital and dispose its surplus labour rather than vice versa. Leontiefs findings are summarized in the following table Exports imports capital US $ 1947 prices 2. 550. 780 3. 091. 339 Labour (man years) 1. 80. 313 1. 70. 004 Capital-labour ratio( US $ per man hour) 13. 911 18. 185 From the above table, it is obvious that the US exports had a lower capital-labour ratio that these are import replacement produced in the US as opposed to the actually imported goods of the country. Leontiefs paradox results stimulated similar studies for other countries

Communications and Computer Knowledge Commensurate

Question: Discuss about the Communications and Computer Knowledge Commensurate. Answer: Introduction: Managing the employees achievement is a prolonged exhaustive process. The systematic evaluation through which the achievement of the employees of any company is judged is known as performance appraisal. This evaluation helps a company to find out the ways where it should improve in order to excel in the market (Girgis, Georgy and Abou-Zeid 2015).. The basic objectives of this system are: to identify the fortitude and deficiency of the employees, to evaluate if a person has scope of improvement or if they should be shirked off, to sustain a record of the salary structure existing in the company, wages paid to the employees and the incentives they has received. This report will focus on the performance appraisal of the organization named Welton NHS Trust. It is an organization providing health service to the people within the geographical domain of the country (webarchive.nationalarchives.gov.uk 2016). It also performs some pre-specified specialized function The NHS trusts were build under the guidance of National Health Service and Community Care Act of 1990. Through this report the appraisal system of Welton Trust has been evaluated. There are several methods by which the organization can use its appraisal system on motivate and generate an impact on its employees. The outcome of the appraisal system has been highlighted in this report. Initially the report highlights the different tools through which the performance is evaluated (Zheng et al. 2016). The way in which KSF can be used to improve the companys performance has also been recognized. It is then followed by the way in which AMO model can be beneficial for the organization. The report has been concluded by seeing if this system can be used to generate HPWS in the system. Problems persisting in Welton NHS Trust: Our evaluation shows that Welton NHS Trust has been using appraisal of the last type as discussed in the next part of the report. That is the manager is solely responsible for assessing his team. It has been found that the directorate works with 10 managers from different departments. The mangers are responsible for maintaining a small group of employees (www.weltonsurgery.co.uk 2015). Two important facets have cropped up regarding the appraiser system of the company. In one point the Directorate of Clinical Support finds that there has been problem cropping up in the employers side regarding their managers, specially the manager dealing with the waiting list. On other hand the manager reports that he has efficiently solved the problem and corrected the mistakes made by the clerk working under him. Now the directorate is in great need to restore the balance of the trust by finding some new method of appraisal so that the employees agitation does not shootout through the bottle-neck o f the trust. Through the next section a brief analysis of the goals and types of appraisal system has been discussed to elucidate the steps that the trust may take up to uplift the existing scenario. Goals of the Appraisal system: The system which tries to evaluate the performance of the institution conducts their survey with certain pre-fixed goals (Agarwal and Thakur 2013). They are: To appraise individual performance: If appraising of individual performance can be done successfully then it will help the company to realize the point where it needs to improve. Incentive Structure: By evaluating the performance of the employees it can be understood if at all they are happy with the price that they gets in return to their service. Most of the time it has been observed that some extra benefits always acts as a catalyst. It enhances the performance of the employees. Hence, the goal is to set up an appropriate incentive structure. Deciding on shirk-off: The performance of the organization in this report the Welton NHS trust helps the organization to decide on if it is ready to keep its existing staff working in the office or if it wants to shirk off the laid back, under-performing employee. Types of Appraisal system: There is a varied range of existing system by which performance can be evaluated. They are discussed as follows: It is the very basic yet easiest way to understand the companys performance. The constant communication between the employees and the manager of the organization helps in deciding the performance. The manager evaluates the performance of its employees on the basis of some pre-set goals (Rigby and Bilodeau 2015). Through this method the capability of an individual to handle the technical sides of the organization is evaluated. Say for e.g.: A receptionists ability to efficiently operate the computer and provide correct information to the clients can be taken as his technical skills. 360-Degree Appraisal: This particular type of appraisal is a bit complicated. Through this process the reviews of all the co-employees are taken into consideration while accessing the performance of an individual (Gupta 2013). The feedbacks are scrutinized by the managers and then the appraisal is decided. The employee himself has been bestowed with the duty to evaluate his performance. The manager later on tallies his observation with his employees self assessed report and informs the same about any discrepancies of the same (Songstad 2012). This is one of the technically best way as well as time saving way of evaluating the workers performance. After each individual project, the employee gets marked according to his performance. Hence, at the end of the year an employee gets evaluated by the average of his performance in different projects. This average score helps the manager to find out the flaws of the employees. Project evaluation method also highlights the consistent performer of the economy. Manager has been bestowed the crucial job of coordinating with his team and with the clientele. He needs to satisfy the later without disrupting the balance between the former one. The manager takes feedback from his client and the team members in deciding upon the employees performance. Problems of the Used Appraisal Technique: Often it has been seen that this technique has negative effects that surpasses the positivity of the technique. Usually there is a tendency of the managers getting biased towards some particular employee whereas against some others (Bernardin and Wiatrowski 2013). Also it has often been noticed that the managers try to shade their faults by highlighting some issues of the employees under him. There is another problem faced while using this technique. The employee often feels that their boss and managers has been trying to unnecessarily intervene in their works. At the same time the managers may remain too busy with other works. Hence, there is a need to change the existing system of appraisal to improve the scenario. The next section deals with the way how proper skill generation can help the trust in upgrading their existing performance scenario. KSF formation and performance improvement: Skills and knowledge are two most important attributes that are essential for working in any field. Knowledge about any subject implies having an in-depth understanding in that subject. The term skill on other hand implies the ability to use the biblical knowhow into practical field to solve any problem.(Certo 2015). As seen in our analysis that Welton NHS Trust has been facing some issues within the group under their waiting list manager. It has been observed that the employee dealing with data-entry has made some mistakes in his dealings in spite of being experienced in that genre. It is important for any company to hire people with proper knowledge about the profession in which they are appointed. At the same time it is the duty of the company to train their employees on different skills that they may need while carrying on their task. Here in this part the different types of skill that any employee must acquire to enhance their performance are discussed. The skills can be broadly categorized under 4 groups. They are: Inter-personal skills: Inter-personal skill deals with peoples ability to communicate with the other co-employees and consist of three sub-skills namely, leadership skills, relationship skills and skills of delegating and helping others (Armstrong and Taylor 2014). Information management: The training of gathering proper information, correlating them with one another and analyzing them to yield fruitful outcomes falls under this domain. Analytic skills: This skill helps people to have an in-depth knowledge planning, analyzing quantitative data and using technology to manipulate large pool of data. Action skills: The fourth and the last kind of skill that requires setting goal and entrepreneurial quality is known as the action skills Through our analysis as it has been seen that theres an interactive issue amongst the new manger and the team, hence, few skills can be suggested that may help them to improve the situation. The team of dealing with data-entry should be given some knowledge about recent the technical know-how of using the computer efficiently (Dowding 2013). Aged clerks may not be well accustomed with operating the machine and therefore may require training in it. At the same time some session where inter-personal skill can be brushed will be helpful for the company. As already mentioned above there has been some growing agitation amongst the employees on the manager. The company needs to seriously curb this problem to ensure future smooth functioning in their system. Hence, the inter-personal skill can be beneficial for the company in dealing with this problem and helping the manager to understand their fault as well as binding the employees and managers in a closer professional relationship. AMO Model and implementation to improve HPWS: The AMO model is an acronym of three parts. They are: A: A stands for ability. It means the things that company is able to increase the ability of production of its employees (Wang et al. 2014). M: Motivation, it implies the things that the company does to motivate the employees and O: It stands for Opportunity, that the company has been providing its employees to help them perform better. Presence of all three components of AMO ensures the company to have enhanced performance (Wang 2014). By implementing this model, Welton NHS Trust can ensure to see a high performance work system of their company. At the initial level, prior to hiring an employee, the recruitment team should scrutinize if the interviewee has proper skills and knowledge that the job demands. Post recruitment, the company should provide proper guidance to the employee to learn and use development tools. Even if some employee has knowledge about the required tools then also they must start from the scratch and go through the entire training. This should be made mandatory as each individual company has certain unique guidelines which need to be understood at the beginning of the job. High-Performance Work System can be ensured only when the employees are properly motivated to do their job (Ogbonnaya et al. 2016). It can only be done if they receive proper appraisal from their managers. The company can try out the appraisal system dealing with project evaluation. It can give its employees certain grades after each complete project that they do. At the end of the year the managers may then be asked to provide the report for his teams performance project wise. The employee qualifying some pre-set targets in their project related performance should be provided with incentives in the form of appraisal. The appraisal can be monetary benefit, promotions or some other benefits that induces the workers to work harder the next time (Kehoe and Wright 2013). There is some drawbacks that the company may face in this system like, the managers may not be willing to give proper grades. To create a high-performance work system, the Welton NHS Trust should also ensure that the evaluation report is cross-checked and verified by other team managers before handing it to the Directorate. Conclusion: The report presented above has been a miniscule of the complex system of Appraisal Management of a company. To wrap up the report, it can be connoted that several tools are available which can be used to evaluate the performance system. Each individual tool has its own perk and flaws. The effectiveness of the method can truly be recognized only after implementation of the same. It can definitely be concluded that the company can prosper with proper development and implementation of skills after imparting the correct knowledge via AMO model. References: Aggarwal, A. and Thakur, G.S.M., 2013. Techniques of performance appraisal-a review.International Journal of Engineering and Advanced Technology (IJEAT) ISSN, pp.2249-8958. Archive, N. (2016). UK Government Web Archive The National Archives. [online] Webarchive.nationalarchives.gov.uk. Available at: https://webarchive.nationalarchives.gov.uk/*/https://www.institute.nhs.uk/quality_and_value/productive_ward/case_studies.html [Accessed 17 Dec. 2016]. Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bernardin, H.J. and Wiatrowski, M., 2013. Performance appraisal.Psychology and Policing,257. Certo, S., 2015.Supervision: Concepts and skill-building. McGraw-Hill Higher Education. Dowding, D., 2013. Are nurses expected to have information technology skills? The NHS knowledge and skills framework requires staff to have communications and computer knowledge commensurate with their roles. Dawn Dowding reports on a study to identify whether employers are conforming to this standard.Nursing Management,20(5), pp.31-37. Girgis, A., Georgy, M. and Abou-Zeid, A., 2015. Public project appraisal: A risk-based decision making approach. InRICS COBRA AUBEA 2015(pp. 1-7). Royal Institution of Chartered Surveyors. Gupta, T., 2013. SUITABILITY OF 360 DEGREE APPRAISAL SYSTEM TO MANAGE COMPANY'S HEALTH: AN ANALYTICAL STUDY.International Journal of Organizational Behaviour Management Perspectives,2(1), p.238. Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices on employees attitudes and behaviors.Journal of management,39(2), pp.366-391. Ogbonnaya, C., Daniels, K., Connolly, S. and van Veldhoven, M., 2016. Integrated and Isolated Impact of High-Performance Work Practices on Employee Health and Well-Being: A Comparative Study. Rigby, D. and Bilodeau, B., 2015. Management tools trends 2015.London, Bain Company. Songstad, N.G., Lindkvist, I., Moland, K.M., Chimhutu, V. and Blystad, A., 2012. Assessing performance enhancing tools: experiences with the open performance review and appraisal system (OPRAS) and expectations towards payment for performance (P4P) in the public health sector in Tanzania.Globalization and health,8(1), p.1. Wang, A., 2014. An AMO model for communicating and promoting financial services.The Routledge Companion to Financial Services Marketing, p.305. Wang, C.H., Baba, V.V., Hackett, R.D. and Hong, Y., 2014, January. Human Resource Systems and Broaden OCB Role Definitions: An Ability-Motivation-Opportunity Model. InAcademy of Management Proceedings(Vol. 2014, No. 1, p. 11363). Academy of Management. Weltonsurgery.co.uk. (2015). Welton Family Health Centre - Practice Information. [online] Available at: https://www.weltonsurgery.co.uk/info.aspx?p=20 [Accessed 17 Dec. 2016]. Zheng, L., Baron, C., Esteban, P., Xue, R., Zhang, Q. and Sotelo, K.I.G., 2016. Pointing out the gap between academic research and supporting software tools in the domain of the performance measurement management of engineering projects.IFAC-PapersOnLine,49(12), pp.1561-1566.