Vinegar (Acetic Acid) Molecular and Structural Formula

Vinegar is a naturally-occurring liquid that contains many chemicals, so you cant just write a simple formula for it. It is approximately 5-20% acetic acid in water. So, there are actually two main chemical formulas involved. The molecular formula for water is H2O. The structural formula for acetic acid is CH3COOH. Vinegar is considered a type of weak acid. Although it has an extremely low pH value, the acetic acid doesnt completely dissociate in water. The other chemicals in vinegar depend on its source. Vinegar is made from the fermentation of ethanol (grain alcohol) by bacteria from the  family Acetobacteraceae.  Many types of vinegar include added flavorings, such as sugar, malt, or caramel. Apple cider vinegar is made from fermented apple juice, beer cider from beer, cane vinegar from sugar cane, and  balsamic vinegar comes from white Trebbiano grapes with a final step of storage in special wooden casks. Many other types of vinegar are available. Distilled vinegar isnt actually distilled. What the name means is that the vinegar came  from the fermentation of distilled alcohol. The resulting vinegar typically has a pH of around 2.6 and consists of 5-8% acetic acid. Characteristics and Uses of Vinegar Vinegar is used in cooking and cleaning, among other purposes. The acid tenderizes meat, dissolves mineral build-up from glass and tile, and removes the oxide residue from steel, brass, and bronze. The low pH gives it bactericidal activity. The acidity is used in baking to react with alkaline leavening agents. The acid-base reaction produces carbon dioxide gas bubbles that cause baked goods to rise. One interesting quality is that vinegar can kill drug-resistant tuberculosis bacteria. Like other acids, vinegar can attack tooth enamel, leading to decay and sensitive teeth. Typically, household vinegar is about 5% acid. Vinegar that contains 10% acetic acid or a high concentration is corrosive. It can cause chemical burns and should be handled carefully. Mother of Vinegar and Vinegar Eels Upon opening, vinegar may start to develop a sort of slime called mother of vinegar that consists of acetic acid bacteria and cellulose. Although it isnt appetizing, mother of vinegar is harmless. It may be easily removed by filter the vinegar through a coffee filter, although it poses no danger and may be left alone. It occurs when the acetic acid bacteria use oxygen from the air to convert remaining alcohol into acetic acid. Vinegar eels (Turbatrix aceti)  are a type of nematode that feeds off of mother of vinegar. The worms may be found in opened or unfiltered vinegar. They are harmless and not parasitic, however, they arent particularly appetizing, so many manufacturers filter and pasteurize vinegar before bottling it. This kills the live acetic acid bacteria and yeast in the product, reducing the chance that mother of vinegar will form. So, unfiltered or unpasteurized vinegar may get eels, but they are rare in unopened, bottled vinegar. As with mother of vinegar, nematodes can be removed using a coffee filter.

Comparing John Locke and Thomas Hobbes Essay - 1279 Words

The formation of government is one of the central themes for both Hobbes and Locke. Whether or not men naturally form a government, or must form a government, is based on man’s basic nature. According to Hobbes, a government must be formed to preserve life and prevent loss of property. According to Locke, a government arises to protect life and property. Governments are born of inequality and formed to administer equality. Hobbes goes into a lot of detail concerning man’s interactions with one another including ways in which man can seek to live amp;quot;together in Peace, and Unityamp;quot; (page 69). However, Hobbes focuses on the interactions of man seeking the same goal. In any system of limited resources, amp;quot;Competition of†¦show more content†¦amp;#9;Unlike Hobbes, whose laws of nature have to deal with man’s preserving of his own life, Locke chooses to apply the term to the idea of reason, by saying that if man reasons about the fundamental concerns that government arises to protect life and property, man can come to certain natural conclusions about how they should be protected. amp;#9;One of Locke’s central themes is the distribution of property. In a state of natural abundance amp;quot;all the fruits it naturally produces, and beasts it feeds, belong to mankind in commonamp;quot; (page 18). In this situation the only thing man naturally owns is amp;quot;his own person. This no body has any right to but himselfamp;quot; (page 18). Therefore, man is in a way equal, however it is an imperfect equality. amp;quot;Whatsoever then he removes out of the state that nature hath provided, and left it in, he hath mixed his labour with and joined to it something that is his own, and thereby makes it his propertyamp;quot; (page 18). Therefore, everything belongs to mankind in general, until a man decides to take it upon himself to acquire something from its pure state in nature, and since he has to work to achieve this, the fruits of the labor are his. amp;#9;Locke also believes that if somebody takes more than he can use, and itShow MoreRelatedComparing Thomas Hobbes And John Locke Essay3502 Words   |  15 PagesComparing Thomas Hobbes and John Locke’s views concerning what life is like in a state of nature we can see that the two-theorist’s share opposite views in making an assumption of what the sate of nature is like. Thomas Hobbes’ views include pessimistic views of nature and how its effects can influence man to selfishly consider what he would need to do to secure his safety while John Locke presents a natural concept that assumes there is a universal thought of good that man is aware of. AttemptingRead MoreJohn Locke And Thomas Hobbes Compare And Contrast862 Words   |  4 Pages Locke vs. Hobbes Compare and Contrast Essay During and after the English Revolution (1642-1688), different philosophers acted differently towards the revolution , based on their ideas and personal experiences. John Locke and Thomas Hobbes stood out to be the most intelligent thinkers who argued in opposite ways. On the contrary they were similar in their approach for the use of reason. They both represented a trend in the 17th and 18th centuries to use reason as a final judgement. By analyzingRead MoreJohn Locke And Thomas Hobbes886 Words   |  4 PagesBy comparing the two readings assigned one can discuss the differences in political theories expressed by both John Locke and Thomas Hobbes. In, Leviathan, by Thomas Hobbes, and in, The Second Treatise of Government, by John Locke different theories of political legitimacy and definitions of the state of nature are described. The following paragraphs analyze multiple different points that are imperative to understanding these political theories. In the reading, Leviathan, Thomas Hobbes discussesRead MoreWhat Does Political Legitimacy Of The State Of Nature?921 Words   |  4 Pages By comparing the two readings assigned one can discuss the differences in political theories expressed by both John Locke and Thomas Hobbes. In, Leviathan, by Thomas Hobbes, and in, The Second Treatise of Government, by John Locke different theories of political legitimacy and definitions of the state of nature are described. The following paragraphs analyze multiple different points that are imperative to understanding these political theories. In the reading, Leviathan, Thomas Hobbes discussesRead MoreThe Age Of Enlightenment In Frankenstein835 Words   |  4 PagesFrankenstein, such as man’s state of nature, as discussed by John Locke and Thomas Hobbes. Thomas Hobbes is considered one of the first major figures of the Enlightenment, and his major argument presented at this time period stated that the natural state of man is selfish and savage because â€Å"men are continually in competition for honor and dignity†, and because man is constantly â€Å"comparing himself with other men† (TOM 43). Therefore, Hobbes argues that a strong central government is needed to justRead MoreThomas Hobbes And John Locke888 Words   |  4 Pagesare very similar but diverge in the moments that solidify their stance on their opinion. Thomas Hobbes and John Locke is both political scientist who have made strides in the area of social contracts and share being natural law theorist also. Locke and all other natural law theorists assumed that man was by nature a social animal and there fore struck contracts with each other to secure safety among them. Hobbes assumed differently, thus his verdicts are very different from other natural law t heoristsRead MoreConceptions of the Social Contract Theory924 Words   |  4 PagesThomas Hobbes, John Locke, and Jean Jacques Rousseau were political philosophers who formulated their own version of the social contract theory. The social contract theory is a treaty or an agreement that developed a set of laws, organized a functional society, and created the need to be governed. It was put into place when man realized that there was no law. Mankind eventually sought the desire for security and order. To receive security and order people shall voluntarily give up all their rightsRead MoreThe Relationship Between Locke And Rousseau On Human Nature2003 Words   |  9 PagesINTRODUCTION This essay is aimed at discussing how human nature in Hobbes, Locke, and Rousseau impact the way that the role and function of the state is viewed. Human Nature is referred to as the essential and immutable character of all human beings. Others may refer to it as the biological or genetic factor suggesting that there is an established and unchanging human core. It highlights what is innate and natural about human life, as opposed to what human beings have gained from education or throughRead MoreHobbes and Locke: Comparing and Contrasting Political Philosophies1738 Words   |  7 Pages(A) Comparing and contrasting the political philosophies of Thomas Hobbes and John Locke Thomas Hobbes and John Locke are comparable in their basic political ideologies about man and their rights in the state of nature before they enter a civil society. Their political ideas are very much similar in that regard. The resemblance between Hobbes and Locke’s philosophies are based on a few characteristics of the state of nature and the state of man. Firstly, in the state of nature both Hobbes and LockeRead MoreEssay about Comparing Hobbes and Lockes Versions of the Social Contract1349 Words   |  6 PagesComparing Hobbes and Lockes Versions of the Social Contract Thomas Hobbes, author of Leviathan, claims that peace and unity can best be achieved by setting up a society by having humans agree to a covenant (Hobbes: Ch.18 pg.548). A sovereign who is in charge of protecting the society or state rules Hobbes’s society. In his introduction, Hobbes describes this commonwealth as an artificial person and as a body politic that mimics the human body. Hobbes portrays the state as a gigantic human

Psychological Capital Relational Processes -Myassignmenthelp.Com

Questions: Which Leadership Styles Affect Employee Satisfaction Positively? How Do Different Leadership Styles Affect Employee Turnover Positively? Answers: Introduction: Leadership has acquired drastic recognition as a niche topic in business management research and the outcomes of previous research studies imply the fact that distinct leadership styles have the capability to promote employee satisfaction and reduce employee turnover. However,Aydin, Sarier Uysal said that, there has been a clear lack of understanding pertaining to the interrelation between leadership and organizational outcomes such as employee satisfaction and turnover (Aydin, Sarier Uysal, 2013). Previous research studies and literature pertaining to the same have indicated efforts of researchers to illustrate the relation between specific leadership style and employee satisfaction or between employee satisfaction and turnover intentions separately. Therefore a lack of empirical research studies discussing on the three aspects concurrently could be assumed as a pitfall in identifying the extent to which leadership styles influence employee satisfaction (Bouckenooghe,Zafar Raja, 2015).The observation of the implications of leadership styles in a complex organization could be realized effectively through application of leadership theories in order to examine diverse range of leadership styles. The following report aims to draw inferences from secondary data and analysis in order to address the research aims and present viable recommendations for future research (Carter Greer, 2013). Project context: The rapid progress in the contemporary working environment suggests indications for formal evidence that direct towards the impact of leadership styles on employee satisfaction and organizational outcomes such as turnover intention. On the contrary, research studies in this context have suggested major pitfalls through implementation of research on analysis of specific relationships such as leadership style and employee satisfaction (Choudhary, Akhtar Zaheer, 2013). However, the research studies fail to present a coherent impression of the extent to which the impact of leadership styles on employee satisfaction is observed. As per Clarke, the consideration of the variable of employee turnover for this research activity could help in illustrating the extent to which leadership styles impact employee satisfaction which could be observed from the turnover rates of an organization (Clarke, 2013).The examples of gaps identified in research literature in context of Australian Higher Educa tion Sector which is intended to expound the interrelations between employee satisfaction, leadership styles and employee turnover (Dul Ceylan, 2014).Therefore, the following report has the aim of describing the way in which different leadership styles have an effect on employee satisfaction as well as employee turnover. The following proposed research intends to reflect coherently on the different leadership styles and the varying impacts that are rendered by them for organizational outcomes and levels of employee satisfaction through references to the use of Full Range of Leadership Theory (Hinojosa et al., 2014). Project proposal: The focus of the research activity would be primarily based on three variables i.e. leadership style, employee satisfaction and employee turnover. The following research is vested in the background of multiple factors that influence employee satisfaction which comprise of references to supervisors or leaders (Kara et al., 2013). The variable of leadership styles that is utilized for the research activity comprises of references to the full range leadership theory comprising of transactional, transformational and laissez faire leadership styles. Employee satisfaction variable utilized in the research reflects on the three distinct factors which include job evaluation, emotional experience and job belief (Kroll Vogel, 2014). The extensive range of definitions available for job satisfaction indicates the need for emphasizing on the effective components pertaining to employee satisfaction such as salary, benefits and job security. Employee turnover can be defined as an organizational outcome which is indicated by the level of employee satisfaction (Liden et al., 2014). The dynamic nature of the contemporary workplace environment has created substantial challenges for organizations in terms of restructuring. Therefore Men Stackssaid that employee satisfaction is subject to dilemma in such cases due to the lack of competence among leaders to address the concerns such as work turbulence. It has to be imperatively noted that the opportunities for growth and support from peers are favourable factors for promoting employee satisfaction while considering the higher significance of leadership influence on job satisfaction(Men Stacks, 2013). The understanding of the interrelationship between leadership style, employee satisfaction and organizational outcomes such as employee turnover could be applicable in organizational contexts in order to anticipate the drivers for employee satisfaction and the precedents of human capital management and leadership (Mittal Dhar, 2015). Aims and objectives: The primary aim of the research is to identify the impact of leadership styles on the satisfaction of employees and its relationship with organizational outcomes such as employee turnover. The impact of leadership styles on organizational outcomes would be determined on the variable of employee turnover since it is a generic descriptor of the satisfaction of employees with an organization (McDermott et al., 2013). Literature review: Leadership is assumed as a significant contributor to the implementation of an effective environment that would be accountable for provision of services as well as accomplishing strategic objectives within an organization. The volatility and complicacies associated with the modern business environment have invoked the implications for discussions and investigations among researchers in the field of effective leadership. The changing roles of leaders in context of business management have become difficult for analysis due to the wide range of political, social, economic and technological changes (Northouse, 2015). As per Sahin, ubuk Uslu, the observation of existing climate of business environment in Australian Higher education sector by researchers suggest that the use of command and control leadership styles are profoundly observed in educational institutions. The primary rationale for the leadership approach is identified in the objective for seeking profits that are corporate as well as commercial in nature (Sahin, ubuk Uslu, 2014). Large business organizations are increasingly feeling the requirement to develop strategic objectives and align their efforts in accomplishing the strategic as well as financial objectives of the enterprise. The complexity and competitiveness of the work environment observed in the domain of business has created the necessity for appropriate leadership to accomplish the strategic objectives of the enterprise. The understanding of leadership in an organizational setting could be a significant issue albeit being associated with complicacies due to other relevant factors that may impact the organization (Strom, Sears Kelly, 2014). The factors comprise of references to organizational structure, leadership culture, demographic characteristics of employees and depicting the differences between management, administration and leadership. The prominent evolution noticed in the leadership approaches adopted in context of business management suggests the relationship between common characteristics of new leadership approaches and leadership theories such as FLRT (Tost, Gino Larrick, 2013). The full range of leadership theory reflects on the three classifications of leadership behaviour and provides a comprehensive theoretical impression of three distinct leadership styles referring to transformational, transactional and laissez-faire leadership style. Leadership styles: The survey conducted on Australian Business Leadership accounted as a major source for obtaining information regarding the effectiveness of individual leadership styles. As per Wong Laschinger, transformational approach in leadership could be defined as the empowering of employees to induce transformation or address the concerns of change in an organization (Wong Laschinger, 2013). The origin of transformational leadership style is vested in the traditional attributes of a charismatic leader and is directed towards the basic objective of acquiring feasible completion of tasks from employeeswhich are not included in their competences. It is also interesting to observe the illustration of distinct approaches through which transformational leadership could be implemented for motivating employees to accomplish organizational objectives. From a critical perspective, the approaches utilized by leaders in transformational leadership can be associated with the improvement of one of the aspects of employee satisfaction i.e. emotional experience associated with the job. The individual approaches noted in context of realizing transformational leadership in a workplace environment are idealization of attributes and behaviours, inspirational motivation, intellectual stimulation and individualized consideration (Wang et al., 2014). The idealization of attributes is applicable by leaders through leading the employees with charisma and enabling the employees to trust in the leader thereby perceiving job security. Idealization of behaviours could be implemented by the leaders in the form of establishing new precedents for encouraging employees to share common goals and vision of the enterprise. The example set by the leaders in idealized behaviour can be assumed as a source for employees to derive emotional experience (Zhang et al., 2015). The inspirational motivation aspects create the need for developing the expectations of workers through aligning the mission and objectives through appealing to the emotions of the workers. One of the limitations that can be perceived in context of inspirational motivation is to ensure that the employee expectations are restricted to attainable limits which would alternatively contribute to improvement of employee satisfaction. Intellectual stimulation is accountable for improving the engagement of employees in decision making and problem solving initiatives of an organization thereby contributing to the sense of satisfaction acquired by employees from the improvement in their intellectual competences. As per Wong Laschinger, the individualised consideration approach in transformational leadership could be accounted as a viable approach for addressing employee satisfaction alongside the organizational objectives since it implies the emphasis on a single individual for provision of growth opportunities in the professional domain such as mentoring and coaching facilities for employees (Wong Laschinger, 2013). The interaction between the leaders and employees in an individualized consideration approach can be accounted as a major prerequisite for employee satisfaction. Transactional leadership style is reflective of the use of conventional business framework to address the requirements of employees and business. The implications of the transactions could be observed in communication, agreements and interaction between leaders and staff. Transactional leadership is primarily classified into three dimensions which include contingent rewards and active as well as passive management by exception (Sahin, ubuk Uslu, 2014). The contingent reward aspect refers to the provision of rewards upon recognition of successful completion of tasks and on the other hand, it also specifies the particular disciplining approaches required in case of non-compliance with the task objectives. Critical reflection on research study literature in context of leadership styles suggests that transactional leadership is inclined towards the rationale that changes would not be incurred in the future (Men Stacks, 2013). Therefore, transactional leaders are more likely to depend on the anticipation of employee needs in order to fulfil the needs for positive organizational performance alongside addressing the concerns of employee satisfaction. However, it is imperative to note the limitation referring largely to the privileges of leaders to act in transactional leadership (Hinojosa et al., 2014). The capability of leaders to decision making and problem solving are limited to a large extent by the perception of leaders by their followers. The dimension of active management by exception could be anticipated in the corrective measures taken by leaders to address the deviations made by employees from precedents of organizational performance. The passive management by exception approach is dependent on the timing of action taken by the leader and is reflective of the implementation of remedial action by leaders when strategic objectives are not met. According to Dul Ceylan, the laissez faire leadership style is also accounted as a major leadership style that could provide the basis for contemporary leadership approaches. However, the laissez faire leadership style is generally referred to as self-destructing leadership style from the findings from research study literature pertaining to leadership (Dul Ceylan, 2014). Leaders that adopt a laissez faire leadership style are more inclined towards a laid back approach wherein they are dependent on the flow of things rather than taking action. The leadership style does not involve communication with employees or ensure any sort of action to improve employee involvement in accomplishing strategic objectives of the organization. Therefore, the characteristic features of laissez faire leadership style suggest that it will not be applicable for improving the levels of employee satisfaction (Choudhary, Akhtar Zaheer, 2013). Consequence of different leadership styles: The impact of leadership in the outcomes in context of employee satisfaction and employee turnover has been documented profoundly in major research study literature. One of the examples could be identified in the research carried out through meta-analysis of leadership styles adopted by school principals in Turkey as well as the impact of the leadership style on the overall satisfaction of employees with the job (McDermott et al., 2013). The study reflected explicitly on the efficiency of transformational leadership on the satisfaction of employees while critically emphasizing on the role of employee commitment that is derived as an organizational outcome from the implementation of transformational leadership style. The outcomes obtained from the Management Research Series Publication of survey on Australian Business leadership provide an impression of the contemporary trends of leadership in the Australian business environment (Strom, Sears Kelly, 2014). The mean score evaluation of the different leadership factors associated with transactional, transformational and laissez faire leadership styles reflects explicitly to the prominence of individualized consideration and inspirational motivation with mean scores between 3 and 3.5. The approaches for leadership followed in transformational leadership have a mean score of 3 and above while in case of transactional leadership the survey outcomes suggest that leaders pr efer contingent rewards as the most flexible approach (Tost, Gino Larrick, 2013). Therefore, the survey primarily suggested that leadership in the Australian business environment is largely directed towards developing individual competences through training, mentoring and coaching alongside eliciting effective performance with the objectives of rewards. Earlier research activities such as those implemented by Podsakoff refer to the study among 1200 managers and 1539 employees suggest the positive impacts of transformational leadership style on the satisfaction of employees (Wong Laschinger, 2013). The research findings from a study conducted among employees of a call centre in China also reflect on the impact rendered by leadership styles on employee turnover. The findings reflected on the fact that transformational leadership facilitates the platform for initiating social exchanges within the workplace environment that are induced either by the organization or by supervisors. Project Plan: The project plan would comprise of specific references to the selection sample and data collection methods in order to realize the research findings and analysis section of this research activity. The project plan would also outline the timeline for completion of the research process. The sample selected for this research activity is vested in a group of employees and managers in the business management sector of Australia (Wang et al., 2014). Methodology: The methodology of the research activity could be ascertained through outlining the methods implemented for data collection, sampling approach and data analysis approaches utilized for the research. The implications of a methodology are identified for every research activity distinctly in order to facilitate guidance for the researcher to conduct individual processes of the research. The sampling approach would involve random sampling method that implies the selection of secondary information in the form of academic journals and research studies. The data collection would be based on secondary data collection prominently for ascertaining the interplay between leadership styles and employee satisfaction and employee turnover. The review of the research study literature facilitates the opportunity for reflecting on the theoretical aspects pertaining to individual research variables identified in context of this research activity. The particular methods implemented for data analysis wou ld involve references to the comparison of the outcomes observed in different research studies to determine the effectiveness of individual leadership styles in promotion of employee satisfaction. The data analysis framework would refer to the use of analytical statistics in order to obtain findings. Data collection: The data collection would be conducted with the help of access to different published sources of research studies and theoretical principles pertaining to leadership styles, employee satisfaction and employee turnover. The secondary information facilitated insights into the research outcomes which are derived using primary data collection pertaining to leadership style effectiveness in promoting employee satisfaction. The inclusion criteria established in the case of data collection process could be observed in the research journals which refer to the distinct impacts of leadership styles on employee turnover and employee satisfaction. The data collection comprised of acquiring different research papers within the time frame from 2000 to 2015 and primary data could be obtained from the integration of secondary research in the report. The prominent references to the use of questionnaire surveys as major data collection approaches in the individual research papers facilitate the impression of notable leadership styles which have proved successful in the existing scenarios. The list of three prominent leadership styles such as transformational, transactional and laissez faire leadership was considered in this case and their impact on distinct organizational dimensions such as employee commitment and employee motivation was included in the scope of the report. It is also imperative to observe the annual reports of large scale organizations in different industries such as Apple Inc, McDonalds etc. could facilitate adequate insights for data collection. Sampling: The sampling for the research activity could be identified as random sampling which implies the probability of including research study literature that can reflect on the variables assumed in context of this research report. The sampling size is not specifically estimated in this report owing to the availability of secondary sources of information. Data analysis and research findings: The use of combined methods of qualitative and quantitative analysis in the case of information acquired from critical reflection on literature pertaining to effectiveness of different leadership styles as well as the information obtained through primary data collection approaches followed in the form of questionnaire survey findings. The survey of leaders in the research activity was directed towards estimating the personal perception of leaders regarding their leadership style (Zhang et al., 2015). The outcomes of the leadership survey suggested that the preference for leadership style could not be considered mutually exclusive and therefore leaders are more likely to depict different types of leadership styles or an assortment of the same. However, the survey findings reflected on the prominence of transformational and charismatic leadership style preferences with a major emphasis on combination of the above two styles with situational leadership (Wong Laschinger, 2013). Combined leadership preferences could enable leaders to have diverse alternatives and perspectives for addressing a particular scenario especially pertaining to the strategic direction of an organization. Furthermore, the findings from secondary information in terms of the Australian business leadership survey suggest that outcome measures which could be observed in context of different leadership styles reflected on the three prominent outcomes of extra effort, satisfaction and effectiveness. The means scores of outcomes obtained from the implementation of leadership styles were high for employee satisfaction and effectiveness i.e. above a score of 3 (Strom, Sears Kelly, 2014). The ratings provided by executives in surveys to the different factors is reflective of the fact that the personal satisfaction of employees as well as satisfaction in an employment context is a formidable outcome of leadership as communicated by leaders and workers. The critical reflection on the outcomes rendered by different leadership styles in context of other influential factors such as size of the company, gender differences, seniority, age and tenure in the organization are also considered as major attributes for tailoring the effect of leadership styles. The application of the structural equation model for analysis of research data pertaining to the implications of leadership style on job satisfaction could be derived after estimating a model for measurement and confirmatory factor analysis. The analysis of structural model findings as observed in the secondary source (https://www.diva-portal.se/smash/get/diva2:895840/FULLTEXT01.pdf 5.1.3) reflects on the coefficient and t-value of individual relationship between leadership styles and job satisfaction. The empirical findings suggested that transformational leadership had the highest regression coefficient at 0.83 as compared to 0.57 of transactional leadership and 0.21 noticed in relationship-oriented leadership. The finding in context of transformational leadership also emphasizes on the greater value i.e. 3.83 than critical value of the t-statistic at 95% level of confidence i.e. 1.96. (findings using statistic tests) The empirical findings also reflect on the observation of comparatively lower regression coefficients in the case of transactional and relationship oriented leadership (Sahin, ubuk Uslu, 2014). This leads to the impression that while transactional and relationship oriented or situational leadership could be considered effective contributors to the improvement of employee satisfaction, their capabilities are limited as compared to that of transformational leadership. Therefore it can be aptly concluded from the data analysis that transformational leadership and combinational preferences in leadership styles have the potential to invoke and improve employee satisfaction alongside reducing the concerns of employee turnover. Research gap: The primary gap in the research could be derived from a comprehensive overview of the literature review. The research gap is vested in the lack of references to other organizational outcomes caused due to different leadership styles that are also responsible for influencing employee satisfaction. Some of the factors include the role of colleagues or peers, impact of organizational restructuring on leadership and employee performance and the significance of organizational culture in context of leadership and job satisfaction of employees. Recommendations: The outcomes of the research reflect clearly on the effectiveness of leadership styles in improving employee satisfaction and considered the cases of three distinct leadership styles i.e. transformational, transactional and relationship based leadership. The future recommendations that could be included in this report would be to ensure the execution of primary data collection process in order to have a practical involvement in the research activity rather than relying on secondary sources of information (McDermott et al., 2013). The limitations for research in terms of physical and financial resources should be addressed in future research activities. Furthermore, future research activities should also emphasize on inclusion of more variables and case instances from research study literature in order to widen the scope of the outcomes and their relevance for the research issue (McDermott et al., 2013). Milestones and schedule: The project schedule and milestones could be illustrated in the form of a Gantt chart as follows: Activity Week 1 Week 2 Week 3 Week 4 Week 5 Selection of research topic Establish research aims and objectives Secondary data collection Primary Data collection Data analysis Findings and recommendations Final formatting and submission Conclusion: The outcomes of data analysis in the research report illustrated above were indicative of the prolific impact rendered by transformational leadership style on satisfaction of employees. The concurrent trends in the domain of business management in Australia alongside the changing perceptions of leadership behaviour could be addressed effectively through the adoption of transformational leadership that is helpful for addressing employee satisfaction and employee turnover issues. References Aydin, A., Sarier, Y., Uysal, S. (2013). The Effect of School Principals' Leadership Styles on Teachers' Organizational Commitment and Job Satisfaction. Educational sciences: Theory and practice, 13(2), 806-811. Bouckenooghe, D., Zafar, A., Raja, U. (2015). How ethical leadership shapes employees job performance: The mediating roles of goal congruence and psychological capital. Journal of Business Ethics, 129(2), 251-264. Carter, S. M., Greer, C. R. (2013). Strategic leadership: Values, styles, and organizational performance. Journal of Leadership Organizational Studies, 20(4), 375-393. Choudhary, A. I., Akhtar, S. A., Zaheer, A. (2013). Impact of transformational and servant leadership on organizational performance: A comparative analysis. Journal of Business Ethics, 116(2), 433-440. Clarke, S. (2013). Safety leadership: A meta?analytic review of transformational and transactional leadership styles as antecedents of safety behaviours. Journal of Occupational and Organizational Psychology, 86(1), 22-49. Dul, J., Ceylan, C. (2014). The Impact of a Creativity?supporting Work Environment on a Firm's Product Innovation Performance. Journal of Product Innovation Management, 31(6), 1254-1267. Hinojosa, A. S., McCauley, K. D., Randolph-Seng, B., Gardner, W. L. (2014). Leader and follower attachment styles: Implications for authentic leaderfollower relationships. The Leadership Quarterly, 25(3), 595-610. Kara, D., Uysal, M., Sirgy, M. J., Lee, G. (2013). The effects of leadership style on employee well-being in hospitality. International Journal of Hospitality Management, 34, 9-18. Kroll, A., Vogel, D. (2014). The PSMleadership fit: A model of performance information use. Public Administration, 92(4), 974-991. Liden, R. C., Wayne, S. J., Liao, C., Meuser, J. D. (2014). Servant leadership and serving culture: Influence on individual and unit performance. Academy of Management Journal, 57(5), 1434-1452. Men,L. R., Stacks, D. W. (2013). The impact of leadership style and employee empowerment on perceived organizational reputation. Journal of Communication Management, 17(2), 171-192. Mittal, S., Dhar, R. L. (2015). Transformational leadership and employee creativity: mediating role of creative self-efficacy and moderating role of knowledge sharing. Management Decision, 53(5), 894-910. McDermott, A. M., Conway, E., Rousseau, D. M., Flood, P. C. (2013). Promoting effective psychological contracts through leadership: The missing link between HR strategy and performance. Human Resource Management, 52(2), 289-310. Northouse, P. G. (2015). Leadership: Theory and practice. Sage publications. Sahin, D. R., ubuk, D., Uslu, T. (2014). The effect of organizational support, transformational leadership, personnel empowerment, work engagement, performance and demographical variables on the factors of psychological capital. Emerging Markets Journal, 3(3), 1. Strom, D. L., Sears, K. L., Kelly, K. M. (2014). Work engagement: The roles of organizational justice and leadership style in predicting engagement among employees. Journal of Leadership Organizational Studies, 21(1), 71-82. Tost, L. P., Gino, F., Larrick, R. P. (2013). When power makes others speechless: The negative impact of leader power on team performance. Academy of Management Journal, 56(5), 1465-1486. Wong, C. A., Laschinger, H. K. (2013). Authentic leadership, performance, and job satisfaction: the mediating role of empowerment. Journal of advanced nursing, 69(4), 947-959. Wang, H., Sui, Y., Luthans, F., Wang, D., Wu, Y. (2014). Impact of authentic leadership on performance: Role of followers' positive psychological capital and relational processes. Journal of Organizational Behavior, 35(1), 5-21. Zhang, J., Ahammad, M. F., Tarba, S., Cooper, C. L., Glaister, K. W., Wang, J. (2015). The effect of leadership style on talent retention during merger and acquisition integration: Evidence from China. The International Journal of Human Resource Management, 26(7), 1021-1050.

Retired Volunteers Essay Example For Students

Retired Volunteers Essay HS 836 Unit 7 Discussion 2 February 27, 2002 Question: Seniors, more than any other age group, scrutinize social problems and service delivery systems, partially because they have available time and partially because they are the recipients. Failure to request their input in social service planning is a critical error. Discuss your mechanisms for soliciting their input. Discussion: Soliciting the input of seniors can be accomplished by the news media, local church groups, colleges, human services organizations, hospitals, community awareness forums and seminars and by simply asking the retired persons in your area for their input. Senior retired persons have the desire to help in the community and the desire to feel needed and useful. Communities that open the door to retired senior volunteers are indeed more successful, provide better services and in general treat retired persons with respect and dignity. The news media can be used as a means of communicating the needs to be filled by retired persons. Church groups can hold public information seminars and form retired coalitions. College students can communicate and talk with senior retired persons and provide direction and information to them. The AARP in Billings does a great job of informing, organizing and utilizing the services, knowledge and wisdom of retired senior volunteers. Human services organizations can recommend and suggest retired persons that can assist others with their knowledge, wisdom and life experiences. Retired volunteers can be used by each and every organization in a community, business, human services, hospital service assistance, church assistance, advice to those suffering from social, financial or marital problems. Communities that use the services of retired people will assist the retired people by allowing them to feel needed, wanted and useful and will in every way provide improved and diverse services to those in need. Thank you,Edwin A. TaylorBillings, MT

The Effects of Music on the Mind and Bo Essay Example For Students

The Effects of Music on the Mind and Bo Essay The Effects of Music on the Mind and Body Music is something that all people love and enjoy listening to everyday. Music is a huge part of Americas culture and influences thousands of people every day. Many people use this influence to gain money or fame; however, music can be used in many other ways than personal gain. There have been many recent studies on the effects of music on the mind and body; these effects are typically positive and improve many elements of ones body. The major effects are change in blood pressure, boost in productivity, manipulation of emotion, body/muscle movement, ND brain activity. Many studies of music have shown that music can reduce anxiety and helps with other mental health issues. Knight and Richard (2001) explored the effect of sedative music on participants subjective and physiological stress levels following a cognitive stresses involving preparation of an oral presentation. Significant increases in physiological stress were reported for those who prepared the task without music, while the presence of music suppressed significant increases in subjective anxiety, systolic blood pressure, and heart rate. A number of earlier tidies has shown the beneficial effects of music listening on work productivity (Fox, 1971; Kirkpatrick, 1943; Woken, 1969). Presenting extraneous environmental stimuli by way of stereo headsets (music and radio) is one way in which work performance has shown improvement. We will write a custom essay on The Effects of Music on the Mind and Bo specifically for you for only $16.38 $13.9/page Order now The mood state of relaxation best explained the relationship between the use of the music and productivity, and environmental interference most effectively explained the relation between the use of music and organizational satisfaction. Familiarity with the music and discontinuous presentation were suggested as most effective in improving performance, turnover intentions, organizational satisfaction, and mood states. Lastly, music can be used in various ways to influence a human emotions. This can been seen through the many studies performed by( name of some guy). Through his research, there had been great prefers in the area of music therapy and doctors and physicians have been able to make better recovery with patients. The most noticeable reaction to music is seen when Mozart is played, the patient almost always becomes more relaxed and seems more open to express themselves to the doctor. Other emotions such as excitement, anger, and happiness can be easily induced by playing a song that the attain has an emotional bond with (favorite song/disliked song). Through all of these different tests and studies scientists have been able to glean many things about the effects of music on the human mind and body. They have made huge advancements in therapy and anti-anxiety treatment, allowing doctors to help more people more efficiently. With the discovery that music helps productivity, the average person can improve their work effort. All of these facts point to the fact that music is very beneficial to our culture and we will continue to study it and enjoy its benefits for as long as mankind exists.

black cat essays

black cat essays In His critical essay regarding The Black Cat by Edgar Allen Poe, James W. Gargano makes the following points. The reader is enticed to believe the narrators idea that the events that occur within the story are inexplicable partly because of his repeated declaration that he cannot understand them himself. He puts forth the hypothesis that he is being driven by an impulse of the human heart to act irrationally, which leads to an explanation of the events being attributed to the souls desire to harm itself. Allowing the narrator this view of an uncontrollable desire is to agree with him in explaining away any set of morals man should live by as raw and unfounded and to do away with personal responsibility to live by a certain code of behaviour. The admission of the narrator that some intellect more calm, more logical and far less excitable that my own... will perceive, in the circumstances I detail with awe, nothing more than an ordinary succession of very natural causes and effects shows that his behaviour may be able to be simplified to ordinary psychological and moral laws. This is also sh own through his description of the fire, during which he implores the reader to search for moral and logical relations between the hanging of the cat and the fire by refusing, insincerely, to be able to establish a connection between the two. IN addition to his comments, the development of events in the story imply progress rather than random events and imply a degeneration of his mental state rather than unrelated events. Not simply a formal essay on perverseness, The Black Cat is a study of the narrators discovery of evil and his refusal to accept the moral implications of his immersion in this evil. Identification of these themes relies upon an ability to recognize the symbolic nature of this story since, if taken literally and not read with imagination, the details are so stupefying that the narrato...

Legal Aspects of Health Care Essay Example | Topics and Well Written Essays - 500 words

Legal Aspects of Health Care - Essay Example This essay will discuss three states stand on Euthanasia: Texas, Oklahoma and Washington. Texas was did not agree to euthanasia or PAS until 1999. Under the Texas Futile Act, certain patients are allowed the assistance of their hospitals or physicians to withdraw life support (Health and Safety Code). For instance, mechanical respiration can be stopped for those patients whose illness is terminal enough for this measure to be considered futile and unnecessary. This act allows the family the chance to review the hospital's decision when previously a court injunction could be used by the hospital to withdraw treatment without any notice. Also, no decision in this act is based on the monetary capacity of the patient thus the act creates no rift between classes: providing equal rights to all. Oklahoma is similar in its opinion of euthanasia and PSA. The state has a law which specifically prohibits assisted suicide. If a person commits an assisted suicide, he or she can be charged with a criminal act. Thus the state refuses to condone or authorize any means of assisted suicide. In the same way euthanasia is prohibited in Oklahoma under the general homicide laws.