Spiritual Development From A Cognitive Perspective

Spiritual Development from a Cognitive Perspective Emily Werst Biola University Rosemead School of Psychology Spiritual development has been explored for the past 30 years (Love, 2002) and has become a growing source of knowledge that adds to our understanding of the human experience across the lifespan. The purpose of the current work is to investigate spiritual development, particularly from a cognitive developmental perspective. The theories and findings that will be discussed aim to support the assertion that an individual’s cognitive development has a profound impact on his or her spiritual development; the two go hand in hand, and an understanding of an individual’s current stage of cognitive development has profound implications for the spiritual development of that individual. This idea will be supported by first reviewing the foundational understanding of Piaget’s cognitive stages of development. From there, Harms’s theories will begin to draw spiritual implications from cognitive development, which will lead us to an exploration of Fowler’s (2004) developmental theory of faith. Finally, Parks (2000) shall bring both cognitive and spiritual development together in her developmental model of faith. Park’s theory provides a robust model, supporting the idea that an individual’s cognitive development has a profound impact on his or her spiritual development. Though both involve distinct developmental stages throughout an individual’s lifespan, it isShow MoreRelatedSpiritual Formation1595 Words   |  7 PagesSPIRITUAL FORMATION THROUGHOUT THE LIFESPAN BY SOMMER BARNES LIBERTY UNIVERSITY ONLINE Abstract In this research paper, I will try to illustrate my hypothesis of spiritual formation throughout the lifespan by using my interpretation of a collection of theories. 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Strengths and weaknesses of the Transpersonal Theory within social work will be addressed in great detail. There will be an assessment of a case and the client within the micro system

Research Paper Ccou 301 - 604 Words

Research Paper Topic, Preliminary Research and Rationale For this assignment, I have chosen to breakdown some of the basic issues that cause a lack of intimacy and sex with marriages. I also intend to use proven counseling methods to help Christian counselors battle this issue within married couples. The title of the paper will be: The Necessity for Sexual Intimacy in Marriage. From pastoral experience, counseling married couples having difficulties in their marriage usually stems from a lack of intimacy. Both husband and wife for various reasons have drawn away from affection, intimacy and sex. There is great value in this information because once the issue of intimacy is explained and resolved. Couples usually go on to live productive†¦show more content†¦Atlanta, GA: Dake Bible Sales. Gostecnik, C. (2007). Sexuality and the Longing for Salvation. Journal of Religion Health.

I Stand Here Ironing Essay Example For Students

I Stand Here Ironing Essay I Stand Here Ironing: The short story by Tillie Olsen, I Stand HereIroning, is an example of a mother daughter struggle. From what I understand,the young mother initially has a rough life, and can barely keep track ofherself and her daugher, Emily. -=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-Category:book reportsPaper Title:I Stand Here IroningText:The short story by Tillie Olsen, I Stand Here Ironing, is an example of amother daughter struggle. From what I understand, the young mother initially hasa rough life, and can barely keep track of herself and her daugher, Emily. Because the mother must work to support them, she always put Emily into otherpeoples care, and even had to send her away for several different periods. This caused the distance between the mother and Emily to become greater, even tothe point that Emily does not like physical affection such as hugs from hermother. The mother loves her daughter greatly, but she does not have the meansof providing for her child as she would like to. As there are other children andhusbands added to the family, Emily seems to move farther from them all. As Emily grows older, the mother is regretful of the way Emily has grown up. The mother says, We were poor and could not afford for her the soil of easygrowth (pg 29). The mother criticizes and blames herself for this, causingtension in their already stressful relationship. The mother is obviouslysuffering from guilt and wretched memories of Emily suffering. Emily, too, issuffering. We see her stiffness towards all that care for her, her quietness inher daily duities, and her feelings of worthlessness towards herself. She feelsthat she is extremely ugly and stupid, and constantly compares herself to heradorable younger sister, Susan, who has the perfect Shirley Temple image. This is why, in the beginning of the story, someone who cares about Emily, isasking her mother how he/she can help Emily. And, as the mother stands thereironing, she contemplates her daughter and the troubles that they have. Theconstant motion of the ironing is like a sedative to the mother, as it calms hergreatly. Because ironing is such a monotonous job, the mother has time to thinkher disturbing thoughts. Thus, the theme of coming to terms with and overcomingthe past hardships emerges. Personally, I have a hard time relating to the whole story. I can understand,but I cant really internalize them. I suppose that it just is an example of abasic dysfunctional mother-daughter relationship. The story does a good job ofshowing a mothers anguish over her daughter, and a depressed teenager who isstruggling to overcome her unhappy childhood. -=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-

Project Management Methodologies

Question: Describe about prologue to Agile and scrum technique. Answer: Programming relationship, for instance, Agile give answer for other various business substances went up against with undertaking advancement challenges. Deft is an organization framework which propels coordination among the delegates, grants progressive supervision and alteration inside an affiliation using its theories. The reason of this paper examinations utilization of Agile in Valpak affiliation. This paper takes a gander at the kind of change systems used as a piece of Valpak and their last items. It inspects the method, applications and how it has lead the advancement and expansion of Valpak. Here the logical examination of Valpak waterfall association. Valpak Case Valpak Direct Marketing Systems, Inc., by and large suggested as Valpak, is a showcasing association that is controlled by Cox Target Media, Inc. Valpak gives print, convenient and sends coupons to the home. Valpak was one of the essential association to adequately execute Scaled Agile frameworks (Waardenburg, and Vliet, 2013). President of the association was Agile authority supporter. It was fundamental for Valpak for the powerful Agile move. Deft is not just limited to IT Department of the association. It is a general public that could be joined to the entire association. It is the best strategy to approach wanders. Right when then entire affiliation goes composed, entire affiliation talks the same tongue and all divisions are in a condition of congruity about the work. This favorable circumstances the affiliation. Valpak was a standout amongst the most reliable adopters of the Scaled Agile frameworks. In this change to scaled adroit structures, change is requested at every level say gathering, undertaking and portfolio levels. Valpak used both scrum and Kanban Agile progressions in the affiliation (Gandomani et al 2013). Scrum was used for ordinary developmental work like making endeavor beginning with no outside help or adding segments to an endeavor venture. Kanban was used for techniques that develop more as for stream that portrayed cycles like keep up hardware and items inside the business. Case in point, organization coupons like infection repairs used Kanban since they can't be made as a gathering thing and madeb to meet the elements of the sprint. Valpak used building Kanban to orchestrate, and realize especially fused structures over all gatherings and errands (Dingsyr, 2013). Building adventures are the tremendous advancement exercises critical to create portfolio answer for support present and future business needs of the association in need. Wellsprings of building adventures are: Mergers or acquisitions, where one two affiliations unite into one more noteworthy affiliation. This requires consolidation of two working configuration adventures. Affiliation may use more a la mode headways for including the benefits of the more progressive development, or if the present establishment in the affiliation is outdated (Paasivaara, Durasiewicz and Lassenius, 2008, August). Confinements and they may include: Performance and Scalability hindrances. Affiliation may need to grow their item execution and scale up the undertaking. In this circumstance, then the present plans might be inadequate to meet the solicitations. Affiliation can get or develop new responses for area each one of the confinements that the affiliation has been standing up to. A whiteboard can be used to track the progression of Architectural adventures. A table addresses the present status of each basic epic, whether it is in early masterminding stage, plan stage or in any change stage. Valpak has used another sort of Kanban for their portfolio organization. Portfolio Kanban was used to mastermind, sort out and manage a course of action of business stories. Business legends are just are endeavors. In Scaled Agile structures endeavors are thought to be business adventures. Purposes important to Valpak for using portfolio Kanban are recorded underneath: Transparency is the best favored point of view that has bounced out at Valpak for using the portfolio Kanban. It helped in totally discernible indispensable movement excess. Divisions are not working in storage facilities on their little scale wanders. Work in Progress limits can be set to avoid "examination loss of movement". Valpak described an endeavor as claim to fame unit which satisfies the going with criteria: Three or more sprints of effort. Three or more spry gatherings that were critical to orchestrate and has a broad business segment regard/impact to the endeavor (Chuang, Luor and Lu, 2014). Valpak used physical sheets broadly to track the headway of the endeavors. It was a key device for accomplishment composed change Sprint accomplishments and sprint goals were the reports used. Capable change was not an overnight change. Valpak was an ordinary waterfall shop with the normal waterfall issues, for instance, missed dates, a considerable measure of unconstrained work, business and IT course of action issues, et cetera. There were various diverse issues that were not recorded. The central attempt at quick giving off an impression of being senseless, ordinary application that made them cheat with Scrum adequately just to be hazardous. This first attempt was never accomplished by the association. The goal of executing Agile approachs from the lesser staff individuals never endured since each individual had embraced to their arrangement of programming creation.making each person to react to the new framework was troublesome without the backing of the senior Valpak officials.they needed to show sympathy toward the group to receive to the new arrangement of Agile and Scrum philosophy. Engineering legends are broad innovation programming utilized as a part of formation of portfolio answers for encourage progressing and future activities. It is a formative innovation created by Agile programming association. Structural legends is a venture including all necessities in portfolio answers for fledgling the future needs (Bellomo and Woody, 2012). An all-around created compositional stories are stipulated and oversaw inside the portfolio overabundance. Where site is the result of created building epic kanban framework. Compositional epic experiences a few procedure after usage to indicate critical results. The finished results of the compositional epic relies on upon the overall economy and the level of business innovation. Design epic is driven by four different elements inside the extent of an undertaking. These powers incorporate the sort of new item and the accessible, varieties in innovation which has impact on compound administrations, the sort of engineering drive n difficulties and counteractive action of abnormal state of speculations. Valpak regrouped and began needing to change the entire affiliation. Both the president and the CIO blended what the future state would take after (Stavru, 2014). One on one social events were held in which the senior power listened to the stresses and issues of the staff and started to develop believe all through the affiliation. That is what is considered as a not too bad start for such enormous change. After various tries and mixed results, there was still a huge amount of uneasiness over executing capable. The activity bunch said "we should essentially endeavor it," and a short time later the outing began with no turn back anyway they expected to confront a couple of deterrents. After the hidden pilot try failed, the activity gather intensely went "all in" as opposed to endeavoring the common pilot bunch system yet again. As Stephanie portrayed it, they tore "the Band-Aid off fast" and have most of the gatherings encountered the adjustment meanwhile, instead of at different time allotments. They place assets into planning over the entire affiliation and redid the association around eight agile gatherings. They got deft and embedded them with the gathering to help in the change. He was incorporated for more than 8 months. 3-4 days for every week on area. Spry extraordinariness get-togethers were coordinated every month. These were audit of surveys. It was a social development in the affiliation and this development requested/required sponsorship from the activity and continued with support and organizations intend to get the change. Key accomplishment variables in spry change are recorded underneath: Top-down sponsorship with base up drive. There should once more from top level to endeavor the agile frameworks. Everyone from the base level like originators, executive, bunch drives should be convinced to compose and get the change, It was key for Valpak to utilize an independent spry guide, Continued sponsorship every day to assist and help with change and Senior organization commitment. Results of changing to Agile are recorded underneath: More crucial organization focus Easier organization of IT resources (Martini, Bosch, and Chaudron, 2014). This was expert by having submitted scrum gatherings to handle wanders two associations taking after deft and waterfall may gain a thing same time term. However, it should be seen that the association taking after Agile framework can offer thing with better code quality, since flexible can manage the movements much speedier when stood out from the waterfall system (Yu, and Petter, 2014). Arrangement and composed exertion. Since all gatherings started taking after deft, gatherings are favored balanced and cooperated better over past. Better specialist proficiency and confirmation is observed. Conveying more unremitting worth to the customers as indicated by their taste and inclination. Openness and straightforwardness extended. Responsiveness and additivity was habituated by the people in the association. Programming quality wa s advanced (Martini, Bosch and Chaudron, 2014). This is in light of the fact that in deft QA bunches work with creators pair and defects are recognized in parallel with the progression. Every two specialists have a QA. Conclusion In conclusion unmistakably for each business association to appreciate the advantages of Agile techniques there must be clear stipulated strategy and bolster elements. Each part in the association must have clear comprehension of each progression and choice made by the administration. References Van Waardenburg, G., Van Vliet, H. (2013). When agile meets the enterprise. Information and software technology, 55(12), 2154-2171. Gandomani, T. J., Zulzalil, H., Ghani, A. A. A., Sultan, A. B. M., Nafchi, M. Z. (2013). Obstacles in moving to agile software development methods; at a glance. Journal of Computer Science, 9(5), 620. Dingsyr, T., Moe, N. B. (2013). Research challenges in large-scale agile software development. ACM SIGSOFT Software Engineering Notes, 38(5), 38-39. Mahmoud, S. S., Ahmad, I. (2013). A green model for sustainable software engineering. International Journal of Software Engineering and Its Applications, 7(4), 55-74. Chuang, S. W., Luor, T., Lu, H. P. (2014). Assessment of institutions, scholars, and contributions on agile software development (20012012). Journal of Systems and Software, 93, 84-101. Stavru, S. (2014). A critical examination of recent industrial surveys on agile method usage. Journal of Systems and Software, 94, 87-97. Martini, A., Bosch, J., Chaudron, M. (2014, August). Architecture technical debt: Understanding causes and a qualitative model. In 2014 40th EUROMICRO Conference on Software Engineering and Advanced Applications (pp. 85-92). IEEE.

Effect of Psychological Contract Violation on Organisational Commitment in India

Introduction Employees are very important in the normal running of organisations. According to Adetule (2011, p. 94), employees are the wheels upon which an organisation runs towards its goals and objectives. Many organisations that have achieved massive success realised the importance of employees. The management must ensure that there is satisfaction of all the employees, from the middle managers to the junior most workers.Advertising We will write a custom essay sample on Effect of Psychological Contract Violation on Organisational Commitment in India specifically for you for only $16.05 $11/page Learn More Motivated employees tend to deliver better results than those who work under frustrations. When hiring an employee, there is always a psychological contract that is signed between the employer and the employee. Shahnawaz and Goswami (2011, p. 210) defines psychological contract as â€Å"An individual’s beliefs regarding the terms and condit ions of a reciprocal exchange agreement between that focal person and another party.† The employer would have some expectations that should be met by the employee. The employee would also have some expectation about the benefits to be offered by the firm, and the kind of tasks that will be assigned. The main problem with this psychological contract is that it is rarely spoken about in a formal setting. In some occasions, these expectations are met in one way or the other. In other occasions, the expectations are not met at all. Failure to meet these expectations would constitute a violation of the psychological contract. Adetule (2011, p. 73) defines psychological contract violation as â€Å"The emotional or affective state that may result from the perception of psychological contract breach.† On the other hand, Shahnawaz and Goswami (2011, p. 211) defines psychological contract violation as â€Å"The feelings of anger, injustice, resentment and distrust that arise fro m the realisation that an organisation has not honoured the psychological contract.† This research paper will analyze the effect of psychological contract violation on organisational commitment, trust and turnover intention in public and private sector organisations in India. Critical Review of the Article This article has given a detailed insight into the role of psychological contract in boosting employees’ performance. According to McGregor’s Theory X, human being fear work naturally, and would always seize any opportunity available to avoid some of the tasks that they are fully aware they should undertake. For this reason, the management must always subject them to strict supervision in order to avoid any form of laziness within the organisation. However, McGregor was also conscious of the self-driven people who were always focused on achieving good results even without supervision. He therefore, developed Theory Y which holds that people always have the inte ntion of working hard, and with minimal motivation, they can deliver good results without any strict supervision.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The two cases can possibly occur within different organisations depending on the perception of the employees. It is very rare for an employee to get into an organisation with a culture of team spirit and commitment amongst all employees and apply contrary. As Shahnawaz and Goswami (2011, p. 211) say, if such a lazy employee finds that the culture of this organisation do not tolerate this laziness, he or she will have the option of quitting the firm or joining others in their organisational culture. This article observes that when an employee is hired, he or she will develop a psychological contract with the firm and the management on various issues. Some of these issues may include the salaries to be earned, and its possible adjust ment as time goes by based on the output of the employee. Others may not be discussed in a formal setting during the process of signing a contract such as organisational culture and team spirit amongst the employees. However, the employee would develop these expectations with the anticipation that they shall be met. Successful organisations have learnt how to manage these expectations in order to ensure that their employees remain motivated. One of the ways of managing these expectations would be to engage the new recruits in consultative forums about what they expect out of the organisation. This should be the case both in public and private sectors because the reaction of the employee in both cases would always be similar. When the employee expectations are understood, it would be possible to find a way of addressing them to be in line with the organisational culture, and to find a way of maximising the exact potential of the employees. Understanding individual employee’s e xpectation within the firm makes it possible for the management to manage them as a way of maintaining focused workforce. This research article observes that the commitment, trust and turnover of employees will always depend on the ability of the employer to respect their psychological contract. As Adetule (2011, p. 6) says, people would like to be respected. Employees like an environment where their views are given consideration. This way, they feel that they are part of the organisation. Respecting employees is one of the ways of respecting the psychological contract. It helps cement the relationship between the employer and the employee. The employee will feel committed to the organisation and this will be reflected in the turnover. They would feel obligated to give back to the firm as a way of realising a mutual benefit. Adetule (2011, p. 4) notes that successful firms- both private and public- have realised the importance of respecting their employees and giving their views ser ious consideration. This helps in eliminating the perception that they are just employees who will one day leave the firm when the terms of service ends. In its place, it develops the feeling that employees are part of the organisation that forms its future. When the employees are made to feel that their future is tied together with the future of the firm they work for, they tend to be committed, a fact that promotes their output within the organisation.Advertising We will write a custom essay sample on Effect of Psychological Contract Violation on Organisational Commitment in India specifically for you for only $16.05 $11/page Learn More Any form of disrespect from the management or any employee in authority is always reflected as a breach of this contract. When employees feel that there is some form of breach of the contract, they would develop withdrawal symptoms. The feeling that they are not part of the organisation sets in, and their commitment to the firm wanes away. This would result into a massive drop of their output, a fact that would be reflected in the dismal performance of the firm. According to this article, it is very challenging to meet the psychological expectations of employees. Firms have started embracing downsizing and rightsizing as a way of improving their output. According to Shahnawaz and Goswami (2011, p. 217), one of the factors that have devastating effect on the morale of the employees is the act of retrenchment. It is a fact that many would expect that after retrenchment, those who remain within the organisation would be expected to be happy, not just because of their luck, but also because it is a sign that the organisation recognises them as pillars that cannot be eliminated. However, this is not always the case. The employees who remain after others have been retrenched always develop a sense of insecurity. They feel that the way psychological contract of their peers were violated, so shall theirs ’ be after some time. This alone, will make them feel that the management has betrayed them. They will feel that their psychological contract with the firm has already been violated. The effect would always manifest itself almost immediately. Employees would focus more on issues that would protect their future than those that are meant to bring success to the firm. They will develop a feeling that their future is not tied with that of the firm, and therefore, any futuristic benefit to the firm would not be shared with them. This makes them develop a negative perception about their assigned tasks. A lot of their efforts will be taken in looking for alternative jobs that have a sense of security. This happens in both public and private sectors within the environmental context that this research was conducted. Organisational trust is one of the factors that have been associated with positive output of employees. Shahnawaz and Goswami (2011, p. 214) defines trust in the organisat ion as â€Å"The evaluation of an organisation’s trustworthiness as perceived by the employee.† Employees should develop trust with the organisation they are working for, especially the management. In India, and many other developing nations, there has been a lot of confrontation between employers- in both the public and private sectors- and the employees in the organisations. One of the factors that have been associated with this confrontation according to Adetule (2011, p. 112), has been due to unfulfilled promises.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More An organisation can make a promise, out of collective bargain, that it will make a given payment to its employees at a given period. It is the responsibility of that organisation to ensure that such promises are met in order to build trust between the employer and the employees. It is natural that there might a case where the promise made may not be fully met within the originally set period. It would be appropriate to ensure that such information is communicated to the relevant people within the right time. The reason given should be valid, and the management should not forget to emphasise on the fact that it is still committed to its promise. It may be necessary to give a date when the promise would be met. This will help maintain trust that exists between the employer and the employee. According to Adetule (2011, p. 215), the top management is the agent of the owners, and when they make promises to employees, they always believe that the promise is made by the firm itself. These promises made at individual levels should also be fulfilled to ensure that the individual develops trust with the firm at a personal level. It may appear that fulfilling these promises can be a very expensive process. However, it goes a long way in building a strong trust between the employer and the employee. One factor that the management should keep in mind is that promises should be as minimal as possible. The management should try to avoid making promises that may not be fulfilled because it may lead to a lot of problems in the future. Psychological contract violation was also considered to be closely related to employee turnover within an organisation. According to Adetule (2011, p. 53), it is important to understand the difference between intention to turnover and the actual turnover. The intention to turnover refers to the resolve that an employee has to quit his or her current job. This drive may make an employee develop some justification that would make him or her quit th e current company to look for other employers. The intention to turnover would lead to actual turnover. The intention to turnover is always affected by the perception of the employees towards the employer. When the employee feels that the employer is not caring for him or her, the intention to turnover would exist. The drive to deliver good results would go down, and this would lead to low actual turnover. When the employee feels that the psychological contract that existed between him or her and the employer is violated, the intention to turnover would be very high. This will affect the overall performance of such an employee, a fact that reflects the intention to quit the current employment. Implications of Shahnawaz and Goswami’s Findings The findings of Shahnawaz and Goswami have a clear message to the employers about effective management of employees and how this affects their commitment to the employing organisation. This article clearly states that employees are very i mportant assets within an organisation. However, unlike other assets, employees are human beings with feelings and emotions which have direct impact on their output. When an employee is hired, he or she will develop a psychological contract with the employer. In some cases, the psychological contract would be based on the formal agreements that the management has made with the employee when signing the contract. In other cases, the psychological contract would be based on some personal feelings and expectations of the employee based on various environmental issues. From this article, it is important that the management understands this psychological contract in order to maintain a pool of motivated employees. Employees’ commitment will always be influenced by the ability of the employer to respect this psychological contract. This article clearly indicates that when the management breaches the psychological contract that exists between it and the employees, then it would not be possible for the firm to achieve its strategic goals with the same employees. According to Adetule (2011, p. 97), many unsuccessful organisations have failed to appreciate the importance of respecting employees. This is particularly common in the public sectors where those trusted with the management do not feel that they own the organisation. Instead of employing transformational leadership approach that would ensure the rights of employees are respected and their views taken into consideration, some managers still use the dictatorial management approach where their statements are supposed to be respected without any challenge. This may be in contravention of the rights of employees. Such management practices would constitute the psychological contract violation. When this happens, Shahnawaz and Goswami (2011, p. 213) say that employee’s output will drop, leading to a lower output of the organisation. When the employees feel that they are not respected, their commitment t o the firm fades away. They develop the feeling that if the management is not committed to their rights, then it is unnecessary for them to remain committed to the firm. They would start treating various issues and assignments casually. Their intention to turnover increases because of lack of commitment. They feel that they are not obliged to give a positive output to the firm. This is particularly dangerous in a work setting where the output of a firm directly depends on the attitude with which, employees approach their work. According to Shahnawaz and Goswami (2011, p. 212), there are some work settings that are more sensitive to the attitude of employees than others. For instance, a hotel that operates with a team of disillusioned employees is more likely to have an instant negative impact on its overall performance. When customers visit the facility only to be met by gloomy employees who feel that they are not obligated to deliver good results, then it becomes almost impossible to satisfy such customers. Some of the customers may ignore such cold receptions, but others would leave such facilities even before they can be given any service. This article also emphasises on the relevance of managing employees’ expectations. The two scholars realised that managing expectations of the employees is one of the ways of keeping them constantly motivated within the firm. Different employees will have different expectations when they are hired. Some of these expectations can be met by the firm within the time they shall be working in the firm, while others may not easily be achieved because of various reasons. These expectations would constitute factors that would define the psychological contract that an employee develops with the firm. Adetule (2011, p. 74) says that it is important to ensure that all the expectations of the employee are addressed before they are hired. This can only be possible by engaging them in a consultative forum where they will be expe cted to share their expectation with the employing authority. The employer is required to evaluate the expectations with the view of addressing them before hiring the individual. The management should be clear to the employees about the needs that can be met, and those that are beyond the capacity of the firm. This makes the employee re-evaluate the psychological contract to make it fit within the environment that has just been explained. This will avoid cases where employees harbour some expectations that may appear wild to the management. This means that when they accept the job, they will be accepting the terms offered by the management. They will feel obligated to the firm even when their initial expectations are not met because they were informed before their deployment. Conclusion Employees form a very important part of an organisation. They are the policy implementers whose activities are expected to make a firm succeed in the market. Public and private organisations have the obligation of maintaining high levels of motivation among their employees. From the discussion above, it is clear that a team of motivated employees can be very important in helping a firm achieve its operational and strategic goals. This motivation largely depends on the way employees feel that they are treated within the organisation. If they feel respected, then they will be committed to the firm, and this will motivate them to deliver good results. The employer must therefore, maintain respect with the employees. List of References Adetule, J 2011, Handbook on management theories, Author House, Bloomington. Shahnawaz, M Goswami, 2011, Effect of Psychological Contract Violation on Organisational Commitment, Trust and Turnover Intention in Private and Public Sector Indian Organisations. Vision, vol. 15. no. 3, pp. 209–217. This essay on Effect of Psychological Contract Violation on Organisational Commitment in India was written and submitted by user Brodie J. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

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The Women’s Advantage It seems that in times before the women’s movement, women weren’t thought of by men to be capable of being self sufficient. All a woman could do and was expected to do before today’s times was to get married, take care of the children and the house, cook meals, and do anything and everything her husband asked of her. Women weren’t expected to get a detailed education like men would. Men would often treat their wives like children making them listen and obey every command that was given. Women were often looked at as weak and incapable of intelligent thought. Because women were thought of this way, they thought this way as well pretty much until the women’s movement. These views become apparent in the readings of â€Å"A Doll’s House,† and â€Å"Trifles.† In â€Å"A Doll’s House,† a controlling father and a controlling husband treat a young lady like a child, and in turn she grows up acting like a child, or doesn’t grow up at all. Torvold, the controlling husband, talks to his wife, Nora, as if she were a child. By her being treated like this all of her life, she acted as if she were a child. This becomes more and more apparent throughout the play until the very end. It starts off by Torvold getting sick and needing to take a long vacation, which is the only thing that can save his life. Knowing this, Nora took him away for a while so that he can relax and not focus on anything. They didn’t have the money to do such a thing so Nora had to secretly borrow money from a man by the name of Krogstad. Throughout the play, Torvold finds out that Krogstad had borrowed money in the past. Torvold didn’t think it was right to spend money you didn’t have or that wasn’t your own and had said that it made him physically sick to be around such people. Knowing this, Nora tries as hard as she can to keep the secret from him so that he won’t feel the same way towards her. This is one of the many child... Free Essays on The Women's Advantage Free Essays on The Women's Advantage The Women’s Advantage It seems that in times before the women’s movement, women weren’t thought of by men to be capable of being self sufficient. All a woman could do and was expected to do before today’s times was to get married, take care of the children and the house, cook meals, and do anything and everything her husband asked of her. Women weren’t expected to get a detailed education like men would. Men would often treat their wives like children making them listen and obey every command that was given. Women were often looked at as weak and incapable of intelligent thought. Because women were thought of this way, they thought this way as well pretty much until the women’s movement. These views become apparent in the readings of â€Å"A Doll’s House,† and â€Å"Trifles.† In â€Å"A Doll’s House,† a controlling father and a controlling husband treat a young lady like a child, and in turn she grows up acting like a child, or doesn’t grow up at all. Torvold, the controlling husband, talks to his wife, Nora, as if she were a child. By her being treated like this all of her life, she acted as if she were a child. This becomes more and more apparent throughout the play until the very end. It starts off by Torvold getting sick and needing to take a long vacation, which is the only thing that can save his life. Knowing this, Nora took him away for a while so that he can relax and not focus on anything. They didn’t have the money to do such a thing so Nora had to secretly borrow money from a man by the name of Krogstad. Throughout the play, Torvold finds out that Krogstad had borrowed money in the past. Torvold didn’t think it was right to spend money you didn’t have or that wasn’t your own and had said that it made him physically sick to be around such people. Knowing this, Nora tries as hard as she can to keep the secret from him so that he won’t feel the same way towards her. This is one of the many child...

1. Paper Essay Example | Topics and Well Written Essays - 750 words

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