A Closer Look at Mimas Essay - 1470 Words

The Saturn Moon Mimas Mimas is an inner moon of Saturn and is the innermost of the major moons, which are Enceliadus, Tethys, Dione, Rhea, Titan, Hyperion, Iapetus, and Phoebe. Mimas has a crater named the Herschel Crater, which is approximately 88 miles and one-third the diameter of Mimas. The walls of the Herschel Crater are approximately 3 miles high and parts of the floor of the crater range approximately 6 miles deep. The central peak towers of the Herschel Crater on Mimas are almost 4 miles above the floor of the crater. To imagine this crater on Earth, it would be around 4,000 kilometers. A English astronomer named William Herschel, had been using his 40-foot reflector telescope when he had made the discovery of Mimas on†¦show more content†¦This close orbit means that Mimas probably has received several times the rate of collisions as the collisions of other moons of Saturn. Mimas and another Saturn moon, Rhea, have been called the most heavily cratered bodies in t he Solar System. It is believed that the craters on Mimas have been around since the beginning of the Solar System. Mimas is so heavily cratered that new impacts will overwrite the old craters that were created in the past. There just is not a part of the Mimas that has not been pounded by impacts. Mimas being closer to Saturn is what kept it from being heavily cratered compared to Saturn’s other moon Rhea. Results of the crater impacts are hard to detect due to Mimas being a warmer and consequently softer moon, which over a period of time its earlier features had faded away as a result of this. The older bigger craters can still be seen, even with all the impacts the moon has received. Most of the surface on Mimas is saturated with impact craters, which the range in size is greater than 25 miles in diameter. But no others are nearly as large as the well known crater Herschel. This suggests that early in its history, Mimas was probably impacted by even larger bodies than the one that had created Herschel, which had completely disrupted the new moon, wipingShow MoreRelatedAstronomy Question Bank5701 Words   |  23 Pagesthe celestial sphere is not true? A) The celestial sphere does not exist physically. B) The celestial sphere is just another name for our universe. C) From any location on Earth, we can see only half the celestial sphere at any one time. D) When we look in the sky, the stars all appear to be located on the celestial sphere. E) Earth is placed at the center of the celestial sphere. 5) Which of the following statements about the celestial equator is true at all latitudes? A) It extends from your horizonRead MoreDtac Business Analysis38437 Words   |  154 Pagesthose who have served as opponents in Red Bull group at the various seminars for this thesis. With the contribution of them, we find out the way we are. During our Master program year, we would like to thanks for our friend in International Marketing MIMA program, thanks to our fr iend in Kasetsart university MBA program who contribute us in questionnaire survey in Thailand. Last but not least, we would like to express our gratitude to Miss Pimpita Narattakit, a representative from trade department ofRead MoreDtac Business Analysis38421 Words   |  154 Pagesthose who have served as opponents in Red Bull group at the various seminars for this thesis. With the contribution of them, we find out the way we are. During our Master program year, we would like to thanks for our friend in International Marketing MIMA program, thanks to our friend in Kasetsart university MBA program who contribute us in questionnaire survey in Thailand. Last but not least, we would like to express our gratitude to Miss Pimpita Narattakit, a representative from trade department of

Essay about The Cat and his Master - 1290 Words

The Cat and his Master Puss in Boots is a strange little folk tale in which a talking cat performs deeds of heroism in order to further his masters lot in life. It is saddled with a moral which implies that through hard work and ingenuity one can rise above his station. This hardly seems to be the case, however, when we look at the contributions made by the millers youngest son and master of the puss himself. Furthermore, the symbolism peppered throughout the tale would seem to indicate that there is more going on. The tale begins with the death of a miller, who leaves his sole possessions to his three sons. The youngest of the sons winds up with nothing but what he believes to be a lowly cat, which he is convinced will be good†¦show more content†¦The cat in turn becomes the son and the main protagonist of our story and the only character to go through a transformation. When viewed at this angle, the moral retains its truth. The deeper story here seems to be a part coming-of-age, part underdog-overcoming-the-odds tale. The story begins with a miller. In a pre-industrial society, the miller would have had an important position, akin to a woodcutter. The miller was responsible for grinding corn into meal, essential in making bread and other staples. His death represents a lack of a provider in his sons lives. The two elder sons are granted an inheritance that will allow them to make a living, but not the youngest, who gets the cat. The cat, a possession of the miller, also finds himself without a provider, and hatches a plan to prevent the son from eating him. In the course of the story, the son becomes as reliant on the cat as he was on his father. It is at this point that the cat replaces the son as a formal story element. In many respects, the cat and the son are two halves of the same character, their fates interlocked with one another. This is a deliberate device which reflects the medieval superstiti on that cats were somehow linked to their masters, as Robert Darnton suggests in his article The Great Cat Massacre. The cat asks for some boots to protect his feet from the thorny undergrowth. Putting boots on the cat reinforces the superstition and creates anShow MoreRelatedCharacteristics Of Fairy Tales1024 Words   |  5 Pagesthe point of you is generally in the good people, weather it be he speaking to himself in his mind or someone narration everything that the good guy does. I have also noticed that the hero in every fairy tale comes from humble or poor beginnings the setting of each book is generally a little cottage or small home. I have yet to read about a hero who was rich and did nothing but help others with the use of his or her wealth. 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Similarly, the workers in â€Å"Workers Revolt† are not pleased with their masters considering there was a time that the masters once ate at their ownRead MoreShort Essays in The Great Cat Massacre by Darnton638 Words   |  3 PagesThe Great Cat Massacre Although the title of this book strikes the reader as unusual it begins to make complete sense once it is read. This book is a series of short essays by Darnton. The second section, which is titled â€Å"Workers Revolt: The great Cat Massacre of the Rue Saint-Sà ©rverin† brings the reader directly into the views of the working class during the 1700s in France. This style of writing allows situations to be viewed through the lens of those who are experiencing it, making for a moreRead MoreWhy Dogs Are Better Than Cats Essay860 Words   |  4 PagesWhy Dogs Are Better Than Cats I think dogs are better than cats for many reasons. 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He added a new element to aid in evoking the dark side of the narrator, and that is the supernaturalRead MoreThe Master And Margarita By Mikhail Bulgakov1744 Words   |  7 PagesThe Master and Margarita is a novel by Mikhail Bulgakov that is set in the Russian city of Moscow while Invisible Cities is a novel by Italo Calvino. Both novels share striking similarities but also do share sharply contrasting approaches. Both books are fictional and have similar stylistic devices in their description of events. Invisible Cities is a book that requires the reader to use extensi vely of his imagination so as to envision the cities that he is describing. The description of the citiesRead MoreThe Pit And The Pendulum By Edgar Allen Poe1703 Words   |  7 Pagesswallowed up in a mad rushing of the soul into Hades. 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Essay Employee Engagement

Question: Write an essay on "Employee engagement (wages and employee performance)". Answer: SECTION 1 Introduction Employees form a primary component of an organization. Enterprises rely most on the expertise of the employees to provide quality goods and services to the consumers. The performance of an employee depends on many factors ranging from the working conditions to compensation packages. It is important for an organization to motivate its workers to keep them focused on achieving the primary objectives. Employee engagement involves the provision of conditions that stimulate all members of an organization to work towards the realization of the primary goals and objectives (Camarinha-Matos Afsarmanesh, 2006). It is a technique of influencing employees to go an extra mile to achieve success. The factors promoting employee engagement include integrity, trust, commitment, and communication between the workers and the employer (Anitha, 2014). Employee engagement is a technique that increases the chances of success in an enterprise (Kraus,Harms Schwarz, 2006). Moreover, employee engagement play s a crucial role in improving individual workers performance (Tims, 2013; Truss et al., 2013). The method utilizes the skills of the employees to promote organizational success. An employee has to understand their role at the place of work to avoid misplacement of ideas and resources. The worker should participate in organizational activities as a team player. Problem Statement Employees are important members of an organization. However, several organizations suffer for failing to involve their employees in organizational programs. For instance, the channels of communication utilized by organizations do not reach out to all the workers. The technological advancements present communication platforms such as the e-mail (Luxton et al. 2011). The conveyance of information through such platforms does not reach out to all the workers in the organization. In addition, there is a low level of interaction among the workers at the workplace. Employers promote the top-down communication at the place of work (Tolbize 2008). Such tendencies discourage innovation because employees cannot share ideas with their colleagues. Aims and Objectives The paper seeks to demonstrate the impact of wages on employee engagement. The study concentrates on discussing wages as a factor that influences the activity of workers at the place of work. Moreover, the research discusses the sustainability of the approach for the employer over the course of employment of an individual. Justification Incidentally, it is useful to conduct studies on employee engagement to determine the desire for organizations to invest in the workers (Rich, Lepine Crawford 2010). The study identifies the primary drivers of employee engagement in an organization. Moreover, the insights from the study are relevant for organizations to appreciate the need for assessing employee engagement. Expected Research Outcome The study intends to influence companies to increase employee engagement. The information gathered from the study should enable organizations to identify opportunities for improving employee engagement in an enterprise. In addition, organizations should use the information gathered in the study to facilitate organizational growth. SECTION 2 Methodology The development of the paper involved a series of studying several kinds of literature to determine the relationship between wages and employee engagement. The studied literature is credible because they are peer reviewed and belong to reputable authors. It was important to compare several pieces of information on the topic to determine the similarity and difference between the studies. The variety in the gathered knowledge demonstrated the importance of wages on employee engagement. The study includes three primary sections with subsections. Literature Review The features determining performance pay in organizations depend on the observed and unobserved characteristics of employee performance (Lemieux, MacLeod Parent, 2007). The authors indicated that employers in the United States pay their workers using bonuses and commissions. The researchers attributed the growing disparities in male wages over time to performance pay. However, firms find it difficult to determine the wages that are equivalent to the contribution of an employee to the success of a firm (Kahn Lange, 2014). A company requires a system that determines the pay of workers according to their productivity. Managers and employers need to compensate the effort of an employee. Accordingly, Boxall and Macky (2009) compared the perceptions of employees in High-Performance Work Systems (HPWS) and those in the low or medium investment in HPWS. The researchers determined that those workers in the High-Performance Work Systems had several features at the place of work. Such characteristics included lower job satisfaction, higher awareness of job pressure, and sentimental commitment. The HPWS benefits both the employer and the employee. An employee gets committed to their duties fully because the organization demonstrates their value through high compensation (Boxall Macky, 2009). On the other hand, the employer gains from the increased productivity because of employees commitment (Dixit Bhati, 2012). According to Osterman (2006), the process of determining wages is an important aspect of managing an organization. The researcher acknowledged that previously, scholars ignored the necessity of determining wages within the firm. They placed much emphasis on the market conditions to determine wages. The determination of wages within the firm is an important aspect of doing business. Currently, the focus on the firm has gained momentum unlike before when much emphasis went to the market-wide contemplations. Therefore, an organization should focus on the internal systems to determine the wage of its workers. Conversely, the ever-changing market dynamics call for flexibility in the systems of an organization and the skills of the employees (Patel, Messersmith Lepak, 2013). It is important for organizations to keep investing in training workers to cope with the emerging market conditions (Dearden, Reed Van Reenen, 2006). Training improves the dynamism of a worker thus enabling the organization to cope with the unpredictable market trends (Aguinis Kraiger, 2009). Training of the employees is crucial especially in companies seeking specific skills of an employee. General training of workers equips them with skills that fit in systems of other companies within the industry (Harcourt Wood, 2007; Aguinis Kraiger, 2009). Therefore, a firm risks training an employee for the competitor. On the other hand, firm-specific training equips the worker with skills that are only applicable to the operations in the current firm. Correspondingly, the wage bracket is among the factors that contribute to the motivation of an employee. Employees are likely to get discouraged in the event of realizing a co-worker with similar responsibilities earns a higher wage (Englmaier, Strasser Winter 2014; Munnell, 2007). In an organization, the wage structure should be comprehensive enough to cover the different levels of hierarchy. According to Gchter and Thni (2010), a reduction in the wage of a worker results in reduced productivity. However, such a reduction involving one employee in the firm does not affect the entire workforce. Incidentally, money is functions as an agent of motivation. The motivation of an employee occurs through different processes including monetary value (Kuvaas, 2006). The workers derive happiness from the salaries they earn. An increase in salaries registers a positive impact on the productivity of an organization. An employee is likely to keep working harder in a position that attracts a higher salary. The increase in wages promotes encourages commitment among workers because they want to retain the trust of the employer and positions of operation (Kalleberg, 2009). High wages are likely to encourage a worker to devote more time for the activities of the organization (Kuvaas, 2006). There is a tendency of people associating higher salaries to job security. Highly paid workers have a feeling of job security and decide to settle in the organization thus promoting productivity. Parenthetically, an organization consists of the living and non-living components. The living part of an organization ensures the utilization of the non-living elements. Human capital is a living component in the life of a business (Sule et al., 2015). Employees formulate policies and implement them according to the specifications of the organization. The operative works to achieve the objectives set by the employer. The commitment of a staff member deserves recognition because they contribute towards the profit margins (Kalleberg, 2009). Compensation of the members of staff is an obligation of the employer. The production of goods and services depends on the availability of qualified personnel. Therefore, there is no production of goods and services in the absence of human capital. SECTION 3 Discussion Incidentally, the efforts of rewarding performance through wages should be flexible depending on the market situation. The employer should appreciate the complexity of the process of measuring and rewarding employees (Lemieux et al., 2007). There exist different rating systems between the performance pay jobs and other jobs in the United States of America. The tendency started in the 1970s and has continued until today where there are inequalities between wages of performance pay jobs and other forms of employment. The increase in performance pay jobs is the primary factor causing wage inequality in the US (Lemieux, 2008). The scholars insisted that the workers who receive payment for the effort towards success in an organization rarely belong to a workers union. Conversely, employers should utilize different methods in determining the value of an employee and reimbursing fully. Firstly, the employer should consider evaluating the needs of a job during the determination of wages. Evaluation of the needs of a job allows the management to identify the wage that is compatible with the job value(Lemieux et al., 2007). Such a system involves fixing compensation before recruiting an employee. The organization has an existing payment system according to the importance of the role. Since the compensation is directly proportional to the features of the job, the human resource department sources for the most qualified person to take up a role. It is important to find an employee whose qualifications and expertise fit into the job requirements. Similarly, employers can opt for another system of compensation where the reward depends on the productivity of a worker (Lemieux et al., 2007). In this case, the employer compensates the employees contribution to high productivity rather than the requirements of the job. Therefore, an employee has a basic pay that reflects the value of the job and additional compensation taking care of the achievement. Such a compensation system motivates employees to work extra hard to realize the targets at their roles. The system has the potential of affecting the workers contribution to an organization positively. Conversely, Boxall and Macky(2009) insisted that an organization can only improve productivity if its workers demonstrate greater effort and behavioral attributes to assist the company succeeds. Employees commitment to the process of working to realize the objectives of an organization is a crucial component of success. The employer benefits when the worker if committed fully to their roles and responsibilities. The employees feel the impact of the HPWS directly in an organization. However, research has not taken an interest in determining the effects of the HPWS on an employee in a firm. Accordingly, HPWS includes a series of techniques utilized be an organization to realize high performance (Messersmith et al., 2011). Employers use different innovative measures to improve the productivity of the workers to retain a competitive advantage over their competitors. The relevant Human Resource policies that promote the HPWS include conditional pay systems, employee involvement initiatives, and job security (Boxall Macky, 2009). However, the scholars criticized the approach of the previous research on the importance of the HPWS. The scholars claimed that the studies considered employees as objects in the systems that conform to the conditions of the workplace. According to Boxall and Macky(2009), the people at the place of work have the ability to change the conditions of the workplace. Employees are active components of an organization who are likely to instigate organizational changes. Moreover, the scholars pointed out that there is a possibility that improvements in an organization's performance result from the intensification of work. Boxall and Macky(2009) acknowledged the role of higher job satisfaction in the success of an organization. Incidentally, the indicators of the contribution of the HPWS in an organization include improved quality of work, increased pay, and constructive psychological inferences (Boxall Macky, 2009). Such contributions have the potential of elevating the general performance of an enterprise. Evidently, HPWS can result in high productivity if they are integrated into the management system carefully. The employee is the source of energy in facilitating productivity. Therefore, investment in the worker indicates the desire to increase production in an organization. In his study, Osterman (2006) demonstrated the effects of wages in the manufacturing industry. The study indicated that Higher Performance Work Organizations (HPWO) translated into high wages in the blue collar jobs. The situation was different in employment opportunities requiring high skilled labor force. For instance, the computer-based technologies had higher wages due to the gains in productivity and the value of skill and technology. The skills for the white collar jobs are rated highly and the employees in those areas of employment receive higher wages compared to employees in the blue collar industry. Moreover, the HPWO systems played a significant role in increasing the wages of top organizational leadership. It is important to indicate that the researcher did not link the HPWO-related wages to the higher wage inequality among the employees. Incidentally, an employee loses the skills acquired through firm-specific training when they leave the organization (Dearden, Reed Van Reenen 2006). Training of the employees in firm-specific skills is a method of reducing employee turnover. The tendency of training employees indicates the firms commitment to the developing the careers of its employees (Gong 2009). It is an indicator that the organization values an individual as part of their team. Companies have the tendency of taking care of the cost of preparation in the general training category. On the other hand, a firm pays part of the training cost when the teaching is specific to the enterprise. The factor that promotes the ability of a firm to pay for the general training is the slow steady increase in wages during the training. Therefore, the company has enough resources to direct towards the training exercise. In such a case, the training contributes to the productivity of employees more than the wages thus availing reso urces to the company to invest in training. Accordingly, training plays a significant role in determining the wage structure of an organization. Training improves the skills of an employee thus translating into higher productivity. The productivity of the employee has a positive impact on the profit margin and determines the wage structure of a company. Therefore, training is a primary component of both wage determination and employee engagement. Since training has the potential of reducing employee turnover, the organization benefits more in the long-term. Evidently, the study indicated that training translates into increased performance. In this case, training is a crucial component in ensuring employee engagement. Conversely, harmonization of wages within an enterprise is crucial to success (Milln et al., 2013). It is necessary for a company to determine the compensation package of the employees without biases. The involvement of an employee in the activities of an organization depends on their happiness. The tendency of unjust payment of wages in an organization contributes to the reduction in morale, high employee turnover, absenteeism, and low productivity. Therefore, the wage structure should not demonstrate biases towards its employees. The employee is an important stakeholder in an organization. Absenteeism, for example, affects the flow of activities because the supervisor has to allocate the roles of the absent employee to other workers in the organization. The present employees perform extra responsibilities, which might result in low productivity. Correspondingly, wages are crucial in determining the happiness of an employee. The level of commitment depends on the state of mind of an employee. There is a tendency of employees committing their services to employers who pay the desired wages. It is important for an organization to improve the compensation packages periodically. Workers normally seek the intervention of trade unions to facilitate their fight for better salaries and improved working conditions. In many cases, strikes and demonstrations seek to have the employer paying a higher salary. Trade unions negotiate with employers on the behalf of their employees for attractive wages. Such actions demonstrate that money is an aspect that determines the happiness of an employee. Accordingly, well-paid employees recognize their value for an organization (Brickson Akinlade, 2015). Such a feeling motivates the employee to perform to their full potential because the firm compensates their services fully. On the other hand, those workers earning minimum wages get discouraged at continuing in their roles in a company. Workers desire the employer to compensate their services. Once the employer fails to provide the desired payments, some workers seek greener pastures elsewhere. Well-paid workers remain to perform their duties according to the expectations of the firm (Hong et al., 2012). Such employees are unlikely to seek similar job opportunities. Subsequently, the employer should pay wages and salaries to compensate the services of its human capital (Sule et al. 2015). The employer gains profits from the efforts of the workforces and is obligated to satisfy the financial need of the workers through payment of salaries and wages. Moreover, motivation affects the extent of an organization achieving its objectives. Highly motivated employees take put much effort in realizing the objectives of a company (Hong et al., 2012). The scenario created by motivation challenges employers to maintain the traditions of rewarding good performers. Motivation influences performance thus a firm must find methods of sustaining it to retain higher achievers. Conclusion Many factors affect the productivity of an employee in an organization. An employee seeks to work in a firm that values their skills and compensate fully. Organizations all over the globe employ different systems to influence the performance of employees. The call for higher wages occurs because money affects the happiness of a member of staff. Well-compensated workers are happy and remain committed to their duties. Organizations that pay attractive wages experience less employee turnover thus retain their competitive advantage. Low wages discourage the employee from utilizing their full potential while in service. Also, it instigates the intention of an employee to leave the organization. Different factors determine the salary and wages of a member of staff; however, a firm has an obligation to pay a value that is equivalent to the services of the employee. Employees are a primary element in a company because they facilitate the production of quality goods and services. The level of employee engagement determines the extent of success in a company. Reference Aguinis, H. and Kraiger, K., 2009. Benefits of training and development for individuals and teams, organizations, and society. Annual review of psychology, 60, pp.451-474. Anitha, J., 2014. Determinants of employee engagement and their impact on employee performance. International Journal of Productivity and Performance Management, 63(3), pp.308 - 323 Boxall, P. and Macky, K., 2009. Research and theory on high performance work systems: progressing the high involvement stream. Human Resource Management Journal, 19(1), pp.3-23. Brickson, S.L. Akinlade, D., 2015. Organizations as internal value creators: toward a typology of value and a process model of doing organizational identity. Work. Pap., Dep. Manag. Studies, Univ. Ill. Chicago. Camarinha-Matos, L.M. and Afsarmanesh, H., 2006. Collaborative networks: Value creation in a knowledge society. Knowledge enterprise, IFIP, 207, pp.26-40. Dearden, L., Reed, H. and Van Reenen, J., 2006. The impact of training on productivity and wages: Evidence from British panel data. Oxford bulletin of economics and statistics, 68(4), pp.397-421. Dixit, V. Bhati, M., 2012. A study about employee commitment and its impact on sustained productivity in Indian auto-component industry. European Journal of Business and Social Sciences, 1(6), pp.34-51. Englmaier, F., Strasser, S. and Winter, J., 2014. Worker characteristics and wage differentials: Evidence from a gift-exchange experiment. Journal of Economic Behavior Organization, 97, pp.185-203. Gchter, S. and Thni, C., 2010. Social comparison and performance: Experimental evidence on the fair wageeffort hypothesis. Journal of Economic Behavior Organization, 76(3), pp.531-543. Gong, Y., Law, K.S., Chang, S. and Xin, K.R., 2009. Human resources management and firm performance: The differential role of managerial affective and continuance commitment. Journal of Applied Psychology, 94(1), p.263. Harcourt, M. and Wood, G., 2007.The importance of employment protection for skill development in coordinated market economies.European journal of industrial relations, 13(2), pp.141-159. Hong, E.N.C., Hao, L.Z., Kumar, R., Ramendran, C. and Kadiresan, V., 2012. An effectiveness of human resource management practices on employee retention in institute of higher learning: A regression analysis. International journal of business research and management, 3(2), pp.60-79. Kahn, L.B. and Lange, F., 2014. Employer learning, productivity, and the earnings distribution: Evidence from performance measures. The Review of Economic Studies, 81(4), pp.1575-1613. Kalleberg, A.L., 2009. Precarious work, insecure workers: Employment relations in transition. American sociological review, 74(1), pp.1-22. Kraus, S., Harms, R. and Schwarz, E.J., 2006. Strategic planning in smaller enterprises-new empirical findings.Management Research News, 29(6), pp.334-344. Kuvaas, B., 2006. Work performance, affective commitment, and work motivation: the roles of pay administration and pay level. Journal of Organizational Behavior, 27(3), pp.365-385. Lemieux, T., 2008.The changing nature of wage inequality.Journal of Population Economics, 21(1), pp.21-48. Lemieux, T., MacLeod, W.B. and Parent, D., 2007.Performance pay and wage inequality. Luxton, D.D., McCann, R.A., Bush, N.E., Mishkind, M.C. and Reger, G.M., 2011. mHealth for mental health: Integrating smartphone technology in behavioral healthcare. Professional Psychology: Research and Practice, 42(6), p.505. Messersmith, J.G., Patel, P.C., Lepak, D.P. and Gould-Williams, J.S., 2011. Unlocking the black box: exploring the link between high-performance work systems and performance. Journal of Applied Psychology, 96(6), p.1105. Milln, J.M., Hessels, J., Thurik, R. and Aguado, R., 2013. Determinants of job satisfaction: a European comparison of self-employed and paid employees. Small business economics, 40(3), pp.651-670. Munnell, A.H., Golub-Sass, F., Soto, M. and Vitagliano, F., 2007. Why are healthy employers freezing their pensions?. Journal of Pension Benefits, 14(4), p.3. Osterman, P., 2006. The wage effects of high performance work organization in manufacturing. Industrial Labor Relations Review, 59(2), pp.187-204. Patel, P.C., Messersmith, J.G. and Lepak, D.P., 2013. Walking the tightrope: An assessment of the relationship between high-performance work systems and organizational ambidexterity. Academy of Management Journal, 56(5), pp.1420-1442. Rich, B.L., Lepine, J.A. and Crawford, E.R., 2010. Job engagement: Antecedents and effects on job performance. Academy of management journal, 53(3), pp.617-635. Sule, O.E., Amuni, S.I., Obasan, K.A. and Banjo, H.A., 2015. Wages and salaries as a motivational tool for enhancing organizational performance.a survey of selected Nigerian workplace. EuroEconomica, 34(1). Tims, M., Bakker, A.B., Derks, D. and van Rhenen, W., 2013. Job crafting at the team and individual level: Implications for work engagement and performance. Group Organization Management, p.1059601113492421. Tolbize, A., 2008. Generational differences in the workplace. Research and training center of community living, 19, pp.1-13. Truss, C., Shantz, A., Soane, E., Alfes, K. and Delbridge, R., 2013. Employee engagement, organisational performance and individual well-being: exploring the evidence, developing the theory. The International Journal of Human Resource Management, 24(14), pp.2657-2669.

The Korean War Essays - Soviet UnionUnited States Relations

The Korean War The Korean War was a war that at the time, many Americans thought was a worthwhile battle. Latter, people would come to believe that the war was not as important as they believed. The Soviet Union would fall and communism would not be a threat in world's views. I share the belief that the battle was not as important as it was lead to believe. In the Korean War there were 50,000 Americans killed in attempts to stop the spread of communism. NSC 68 was Truman's policy for containing communism, which if he stuck to this policy we wouldn't have gone to war with North Korea, and China. I do not believe that it was worth the 50,000 lives of American forces. The only reason that we went to war with North Korea was that we got greedy, and couldn't stop at the 38th parallel. If Truman stopped and didn't try for rollback, there wouldn't have been a loss in American forces like there was. We had the North Korean's pushed back to the 38th parallel with ease, but we like the North Korean's, couldn't resist the temptation of an easy victory, resulting in total control of Korea. I believe that the main major reason that the American public supported the war was the fact that president McCarthy pushed the issue of anti-communism. At this time in American history the whole nation was fixated on communism and accusing others of being a communist. Today there is still a negative feeling towards communist, but it is not the same fear as it was back in the 70's. These are the reason why the American public supported the war. If this kind of propaganda were not there we wouldn't have supported the Korean War. For these reasons I do not believe that the 50,000 Americans that lost their lives fighting in the Korean was worth it. The main reason that I believe that the sacrifice of the fifty thousand American lives is because many of their lives could have been saved if we did not break NSC 68 by trying to go for rollback. Even though South Korea would eventually become a democracy and a very technologically advanced country, it could have happened that way if we never went to war. Bibliography none