Due to industry-specific influences, most specialized analysts concentrate in one, or only a limited, businesses/trades. "Financial institutions such as brokerage houses, banks, and insurance companies typically employ financial analysts who specialize in areas such as mineral or oil extraction, chemicals, banking, retail, insurance, bond markets, or automobile manufacturing" (Edmonds, 2012, p
Another study discussed competitor orientation: "Competitor orientation, however, did not have a positive impact on manufacturing performance. Further, the paper found that firm resources and competitive intensity moderate the relationship between some of the sub-dimensions of market orientation and firm performance" (Gaur, S
This category of resources is often the easiest to recognize and assess: monetary resources and physical assets are identified and appreciated in the company's financial statements. Intangible resources are principally imperceptible, but over time become more significant to the company than tangible assets as discussed in this study: "Multivariate analyses controlling for hospital characteristics found that measures of environmental factors representing munificence, dynamism, and/or complexity were systematically associated with various hospital HIT management strategy use" (Menachemi, N
Here then, is another aspect of analysis. As described in one study: "External environment factors truly play a moderator between TQM, market orientation and hotel performance, especially when external environment factors greater changes are going to help to build relationship with customer, to enhance hotel performance and further to gain chance of hotel's survival" (Wang, C
and, even the selection of telesales employees' chairs is crucial in eliminating a common area of dissatisfaction. However, these changes are merely quick fixes, and simply by removing dissatisfaction factors, does not equate to satisfaction, for this reason, to increase productivity, the telesales organization must move forward to intrinsic changes as well (Buhler, 2003)
" Although short-term positive results were found in Herzberg's work when hygiene factors became present, such as receiving a raise, very quickly productivity levels fell back to previous levels (Gawel, 1999). Management often uses these dissatisfiers in an effort to keep employees happy, however, in the long run, they are ineffective (Creech, 1995)
Herzberg's motivation factors include five aspects: achievement, achievement recognition, responsibility, advancement, and growth ("Frederick," 2004). The presence of these five motivators proved to produce long-term, positive effects on job performance in employees (Gawel, 1999)
Hygiene factors ensure that a person is not dissatisfied with their employment situation ("Frederick," 2004). Interestingly, Herzberg discovered that "the things that make people satisfied and motivated on the job are different in kind from the things that make them dissatisfied" (Herzberg, 2003)
Once it is ascertained that these hygiene factors are met, organizations can begin to work on the motivation factors, which will really improve productivity for the long-term. "People are most deeply motivated by work that stretches and excites them while also advancing organizational goals" (Levinson, 2003)
"People are most deeply motivated by work that stretches and excites them while also advancing organizational goals" (Levinson, 2003). Praise and recognition and growth and advancement opportunity are powerful motivators (Nelson, 2002)
This research paper aims to summarize the topic of recidivism, as seen through the three research methods of Quantitative, Qualitative and Mixed methods and also their strengths and weaknesses. Studies done indicate that, the effect of sentencing of an offender (as compared to other non-sentencing punishment) and the length of the sentence on recidivism is complex and most prone to be offender specific (Bailey, 2007) Three research methods can be used to get credible information and analysis on the rate, effects and reasons for recidivism
Prolong stress if not treated properly can heighten the risk of cancer, heart disease, diabetes etc. (DeNavas-Walt, Proctor, & Smith,2009)
Sleepiness and distraction related to stress has recorded up to sixty to eighty percent of the accidents during work (Hurley, 2007). Compensation claim by the workers have increased which is causing the system to go bankrupt in a lot of states (Galinsky et al
6 million cases regarding the non-fatal injuries were reported. More than half of the cases require job transfer, time away from job or job restrictions (Goetzel et al
Diabetes cost around fifty eight billion dollars in 2007 (Randstad, 2007). Stress can lower the immune system of an individual which can increase their risks of catching flu, cold, and other diseases (Haefner, 2008)
These effects include physical problems, psychological problems, withdrawal behaviors, lack of self-awareness etc. (Harrison 2000)
(American Psychological Association Practice Organization, 2010). Many researchers argue that the different levels of emotional stress when reach the excessive stage, results in the origination of many mental and physical problems (Herbert, 1997)
A better practice of employment involves keeping in mind the risks of stress among the workers. This includes: Deciding who is harmed by it Searching or work pressures that cause illnesses and are long lasting Deciding the actions that should be taken in order to avoid any harm (Hurley, 2007) A lot of precautions that decrease the risk of illnesses due to stress include both organizational and individual approaches
, 2005). Around one million employers miss work every day due to stress which costs the company around 602 dollars of each employee every year (Jadwiga, 2009)
The individuals also suffer from mood disorders which costs up to 50 billion dollars every year and loss in high productivity resulting in 321.2 million absent workdays (Kessler et al