Living On The Streets Or Begging For Food - 983 Words

After the economic downturn from 2007-2009, homelessness has grown dramatically. Without having a job, people cannot support their families or even themselves. The only other option for some jobless people is living on the streets or begging for food. People classify homeless people as scary or losers, but in reality, they are people looking for a life like everyone else. Homeless people do not have anywhere to go, so why should there be laws against living on the streets or begging for food? Every human in the United States has rights, but during this time and age, our human rights are being abused. In Birmingham, Alaska, a police officer stopped a minister after serving the homeless food from his meal truck. According to an article by ABC, â€Å"Minister Rick Wood said the police forced him to leave the area because he did not have a permit from the health department† (qtd. in Fisher). This incident is not the only one that has happened. The act of giving or sharing food with the homeless is banned and against the law. â€Å"And as Minister Wood learned, police are standing by ready to enforce these laws, since apparently they have nothing better to do than take food away from the homeless† (Fisher).This is absolutely wrong. A generous man willing to share his extra food with someone who is starving and may be starving for awhile, should not be illegal. If the homeless people are not begging violently for the food they need, then I do not see one problem w ith sharing food that willShow MoreRelatedAnalysis Of On Dumpster Diving And The Dignity Of Begging 850 Words   |  4 Pagesplaying a role. Going down the streets of downtown Charleston, you may see beggars along the side of the road with a cardboard sign asking for money or anything. Knowing nothing of their background, people instantly may assume they are homeless. After reading the writings â€Å"On Dumpster Diving† and â€Å"The Dignity of Begging†, I found that this is not always the case with begging in relation to the homeless. In â€Å"The Dignity of Begging†, Nathaniel was a crippled man living in an apartment in South AfricaRead MoreHomelessness : An American Crime1276 Words   |  6 Pagesyou are homeless. You live on the streets, roaming from place to place. The only clothes you own are the ones on your back and all your possessions fit neatly into a single trash bag. Your daily worries consist of where your next meal will be coming from, or if you are going to be able to find somewhere to sleep that night. You cannot even find a bench in the park to sleep on for fear that you will be arrested. You cannot ask kind strangers for money to buy food because the city you live in has nowRead MoreA Life Of Dignity Is Expensive1552 Words   |  7 Pagesbecause it was not visible in my life. Not until my visit to India did I really understand what living in poverty meant. My most vivid memory was a child not much younger than I was, approached my family’s car begging for money as we were travel ing through Old Delhi. I understood that some people lived in harsh conditions and do not have much wealth, however seeing the numerous children roaming the streets begging for their survival did I really understand poverty to this level. The child brought up guiltRead MoreSome Things To Be Aware When It Comes To Dealing With The1553 Words   |  7 Pages Some Things To Be Aware When It Comes To Dealing With The Homeless When people think of being homeless in Las Vegas, images of dirty ‘bums’ scattered on the streets ravaging for food in garbage cans and begging for money comes up. The grimness and stench of trash from these people fills the air and causes everyone to hold their noses because of the outdoor sweaty smells that normally accompanies them. Of course, not all homeless people are like this because there are many who keep themselves well-groomedRead MoreHomeless And Homelessness781 Words   |  4 Pages-The word homeless is used to describe a person without a home, and therefore typically living on the streets. Homelessness is described as part of a vicious circle that is difficult for many to escape. -More temporary shelters and rehabilitation sessions to help individuals find employment should be provided to assist the homeless in recovering their previous life. -Many homeless individuals, especially the young, have fallen victim to a complex mesh of social, economic and mental disadvantagesRead MorePersuasive Essay About Homeless1005 Words   |  5 Pagesever lost something? How about losing everything? Imagine you have everything you truly need, you have good food, water, clothes and happiness. Your joy is beyonf, lifes exactly where you would like it. Your truly happy. Suddenly, everything comes crashing down. Your income of money has depleted. Its gone. You lost your job. You arent able to sustain your family. Your source of water, food and clothes is at the last drop of usage. Your happiness is still there, flickering but dim. Then, you haveRead MorePersuasive Essay On Being Homeless1044 Words   |  5 Pagesas bad as it may seem. It’s actually quite invigorating. Being homeless in America is a pleasure and privilege. Having the streets crowded with beggars is honestly a sight to see. Who wouldn’t want to be homeless? It ’s the greatest thing ever, and it’s not that hard. In order to be homeless you have to lose EVERYTHING! Being homeless means you have no house, car, phone, food, and not even a job. Sounds exciting right! Being able to have no responsibilities at all doesn’t seem so bad, right? OnceRead MoreThe Lifestyle Of Romanian Gypsies As An Indigenous Group1144 Words   |  5 Pagesas an indigenous group, this paper will provide insight toward their distinctive subculture, survival means, ability to withstand racial discrimination and unethical living conditions. Historically, Gypsies have been mistreated and isolated within various cultural settings. Their societies have a terrible reputation for theft, begging and lack of schooling, causing a divide amongst the population. Remaining far below the poverty line, these individuals do whatever it takes to survive. OriginatingRead MoreHardship in Ireland in A Modest Proposal by Jonathan Swift850 Words   |  4 Pages In Jonathan Swift’s â€Å"A Modest Proposal† written in 1729, he writes of the hardships faced by the lower class and proposes a solution to help it out. Living in Ireland, Swift witnessed many hardships suffered among the poor, such as stealing and begging. However, not too far away, the British royalty was living a lavish lifestyle, and by doing so, it was sucking the life out of the poor. Jonathan Swift saw this enormous unbalance of wealth and wanted to do something about it. Therefore, in his articleRead MoreEssay United States vs. Mexico1195 Words   |  5 Pagestheir overall standard of living. The U.S and Mexico compare when it comes to homeless rates seeing as the numbers are increasing each year. As for education, Mexico lacks standard education, where as the United States has a higher standard for education. The overall standard of living in both countrie s is probably the biggest difference the two countries have. Mexico has many prosperous areas to it, but for the most part people who live in Mexico, live poor and on the streets. Children in Mexico usually

Essay Islam Does NOT Advocate Terrorism - 711 Words

A few years ago, an extreme offshoot of al-Qaeda proclaimed itself a caliphate in the Middle East. Today, the entire world has witnessed ISIS commit brutal crimes against humanity, including beheadings and other horrific acts of violence as well as its unlawful seizure and destruction of public and private property in Iraq, Syria and beyond. Because of this, many people think that Islam requires fighting non-Muslims, killing, invading other lands, etc. All these thoughts about Islam are totally wrong. Islam does not advocate any form of terrorism. Islam is not responsible for any terror operations done by any movements that relates itself to Islam. According to the text mentioned in the Holy Quran, killing a person is like killing all†¦show more content†¦In his book â€Å"understanding Jihad,† David cook discusses the differences between what’s known in Islam as the Greater Jihad and the Lesser Jihad in the chapter â€Å"The Greater Jihad and the Lesser Jihad.† He argues that Jihad in Islam is divided into two different forms, i.e. the Greater Jihad and the Lesser Jihad. He cites several interpretations of the meaning of Jihad from different Islamic scholars of different Islamic doctrines including Sufism and Shiism. Many of those scholars argue that Jihad has nothing to do with violence. They claim that Jihad in its general meaning is meant to be a spiritual warfare. For example, Cook cites one of the Sufi scholar â€Å"the fighter is one who fight s his passions† (36). In addition, Al-Muhasibi and Ibn Abi Al-Dunya brought the idea of substituting the fighting of lower self for aggressive Jihad, known as the Lesser Jihad. Both of them argue that a Muslim must fight against his passions and desires in order to achieve worldly success (37). In Islam, the Jihad against evil and lower self is considered higher in rank than the Jihad against the aggressors. The reason behind this fact is the argument that the factors that prevent a person from taking the risks of spiritual advancement are his worst enemies to the same extent that they would be if that person were on a war fighting againstShow MoreRelatedEssay about The Scourge of Terrorism3471 Words   |  14 Pagesindividuals on earth experience, to varying degrees. These iniquities spawn increasing acts of terrorism and are characteristic of a variety of despondent groups. Will terrorism be a world-wide scourge in the 21st century? What interaction is there between terr orists and the television media? What is the responsibility of each person on this planet to minimize the negative consequences of terrorism? September 11, 2001, marked a significant point in the history of humans. It distinctly highlightsRead MoreTerrorism in Southeast Asia17760 Words   |  72 PagesTerrorism in Southeast Asia Bruce Vaughn, Coordinator Specialist in Asian Affairs Emma Chanlett-Avery Specialist in Asian Affairs Ben Dolven Section Research Manager Mark E. Manyin Specialist in Asian Affairs Michael F. Martin Analyst in Asian Trade and Finance Larry A. Niksch Specialist in Asian Affairs October 16, 2009 Congressional Research Service 7-5700 www.crs.gov RL34194 CRS Report for Congress Prepared for Members and Committees of Congress Terrorism in SoutheastRead MoreRacism in America3527 Words   |  15 Pagescaused an Anti- sentiment among the American people in regards of the issue of illegal immigrants. Immigrants that come to the United States daily are of Mexican Latino descent and live in extreme poverty. A large amount of the American population does not support the immigration of Hispanics and Latinos. Those Americans with Anti-Hispanic/ Latino sentiments have the fear that the Hispanic immigrants come to this country to take their jobs. Many Hispanic and Latino immigrants are classified as illegalRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 Pagesfor Managers 30 S A L Self-Assessment Library How Much Do I Know About Organizational Behavior? 4 Myth or Science? â€Å"Most Acts of Workplace Bullying Are Men Attacking Women† 12 An Ethical Choice Can You Learn from Failure? 24 glOBalization! Does National Culture Affect Organizational Practices? 30 Point/Counterpoint Lost in Translation? 31 Questions for Review 32 Experiential Exercise Workforce Diversity 32 Ethical Dilemma Jekyll and Hyde 33 Case Incident 1 â€Å"Lessons for ‘Undercover’ Bosses†Read MoreHindi Nibandh on Advantages of Mobile and Disadvantage17790 Words   |  72 Pagesbelieved that state should actively support the private sector. (d) Philip Spratt had been educated in Cambridge. Select the statement that best captures the central purpose of this passage. 2. 3. 1 (a) Highlight that even though there were advocates for free-market and private enterprise in the early years of independent India, they were crowded out by others who supported a dominant role for state over private enterprise. (b) Explain the politics behind Indira Gandhi’s decision to nationalizeRead MoreOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 PagesSolidarity Remembered Janis Appier, Policing Women: The Sexual Politics of Law Enforcement and the LAPD Allen Hunter, ed., Rethinking the Cold War Eric Foner, ed., The New American History. Revised and Expanded Edition E SSAYS ON _ T WENTIETH- C ENTURY H ISTORY Edited by Michael Adas for the American Historical Association TEMPLE UNIVERSITY PRESS PHILADELPHIA Temple University Press 1601 North Broad Street Philadelphia, Pennsylvania 19122 www.temple.edu/tempress Read MoreExploring Corporate Strategy - Case164366 Words   |  658 PagesLinn catalogue. Like other specialist hi-ï ¬  manufacturers, Linn sells its products in an unusual way. Potential customers are asked to audition the product at length before deciding that it is right for their needs. The bottom line is that if it does not sound better than the competition, it is not worth buying. This produces a passionate focus within Linn on producing equipment which is ‘simply better’. The visibility of this performance criterion within the ï ¬ rm is extremely high. Many of the

Analyses the Role of Culture and Important †MyAssignmenthelp.com

Question: Discuss about the Analyses the Role of Culture and Important. Answer: Introduction The current age of uncertainty is offering both opportunities and challenges within an organization around the world. Certain employees face challenges due to instability in their career. Further, other employees may face destruction at the first time. It is essential that manager, employees, and organization get ready for the human charactersof the existing environment. It may be in the context of the age of uncertainty, concern, and fear for those people who are not assured what to expect. This report critically analyses the role of culture and important. Leadership and Employee retention in the Age of Uncertainty According to Strom et al. (2014), employee engagement is the degree at which employees feel passionate regarding their tasks and are committed to the company and put the flexible option into their performance. It is analyzed that employee engagement is not the equivalent of employee satisfaction. It is also stated that workplace culture and employee engagement is beneficial to increase customer loyalty in the age of uncertainty. Further, satisfied employees can be able to influence customers towards their products and services as it can gain the loyalty of customers. Engaged employees have the high extent of understanding regarding how to attain customers needs. Consequently, it can be opined that engaged employees are beneficial to increase customer loyalty towards the organization. In contrast to this, Ugwuet al. (2014) claims that highly engaged employee may sell to engage customers, increase repeat purchase, improve customer loyalty, and recommend to friends at high extent for the company. It is also known as customer retention because the company makes a psychological and mental link with the customers. De Clercq et al. (2014) opined that employees who are satisfied from their job then they can retain at the workplace in long-term. Work engagement is favorably associated with organizational commitment. It is also analyzed that approximately 85% of engaged employees make a plan on bonding as compared to 27% of disengaged workforces. Furthermore, about 41% of engaged workforces stated that they would stay in case the company gives under pressure on them (Wang, et. al., 2015). On the other hand, He et al., (2014) evaluated that engagement influences the employee performance. In this way, it is analyzed that engaged employee performs work harder and are more loyal, and also more prospect to go the extra mile for their company. It is also assessed that retention is an erroneous factor which encourages a person to attain high extent of performance. From the survey of Wang et al. (2015), it was found that approximately 50,000 employees believed that engaged employees perform 20% better than their colleagues. It is also determined that high extent of engagement at workplace aids employees to take initiatives and following learning goals. It is also evaluated that employees that are extensively engaged are twice greater than other employees. In the age of uncertainty, radical changes take place in the peoples lifestyle and their performances. There are different new technologies like artificial intelligence and globalization that are driving uncertainty at each place. However, Biswas and Bhatnagar (2013) argue that engaged employees have a linear impact on the performance of the company. Along with this, a leader can engage their employees by offering equal opportunities to them. It is also evaluated that engagement at the individual level can be too complex that reliably enlighten much performance. Agarwal (2014) argued that engaged employees are more prospected to sponsor the companies as an alternative to work and highly endorsed its products and services. It is also evaluated that certain organization incorporates specific disengaged persons who will actually discourage others from joining the existing workplace. These persons are also called company terrorists because they discourage others at the workplace. In contrast, Crawford et al. (2014) stated that engaged employees can be able to respond favorably to their superiors in the workplace. As a result, it illustrates good performance that drives success. It may help the manager to become successful and also turn to gain self-efficiency which is favorably associated with work performance. In this way, individuals who have higher self-efficiency are more proactive in initiating the work and achieving sustainable performance. Furthermore, high self-efficiency is a determination to detect the information for accomplishing the problem, even when complexities arise. Karin Andreassi et al. (2014) stated that engaged employees create psychological provocation for their managers. The top executives become keen regarding their workforces to enhance their self-efficiency. In this way, people may feel good and efficient for being competent to engage their team members. Moreover, quash may take place whereby self-efficiency of manager can lead to increase the employee engagement. Thus, both self-efficiency and engagement of manager can favorable impact on employees and also lead to becoming a good effective manager. On the other hand, Jorge Correia de Sousa and van Dierendonck (2014) stated that engagement may lead to positive health effects and feelings with respect to work and organization. In the age of uncertainty, leaders should emphasize on offering health and well-being of people to engage the person since, approximately 62% of engaged employees demonstrate their positive effect as per their physical health. It is also stated that perception of a company in terms of the healthy workplace can lead to gaining the support of employees for their working culture. Albrecht et al. (2015) stated that a leader can engage their employees by offering healthy environment and support them to attain the specified goal of an organization. Further, engagement and investment of the self-efficiency may lead intrinsic motivation, mindfulness, creativity, playfulness, non-defensive communication, authenticity, ethical behavior, increase involvement and efforts, and entire productivity with satisfying the employees. According to De Spiegelaere et al. (2014), the age of uncertainty can create complexities for managers. Workforces want to become positive, optimistic and encourage the person about the future. But, changes in customers need and input can make employees feel insecure and uncomfortable. In this way, the company should emphasize on mission and vision at the time of uncertainty. Furthermore, it should highlight employees that give their contribution towards overall mission and vision. Leaders should formulate an exciting image of the future prospect with regards to their team members and department. They should also share their vision with their team members by describing how they give their contribution to transforming the vision into reality. As a result, employees will feel more engaged while they comprehend their essential role in the workplace, within the department and even in their team. In support of this, Lievens and Vlerick (2014) stated that the prime role of a leader is to build loyal, talented and supportive employees. Leaders cannot manage the task from a distance hence, at the time of uncertainty, the manager should increase visibility and make friendly environment. It is analyzed that employees want a leader who has high knowledge as they can willing listen to them. They also want leaders who are caring to give time to identify their individual problems. It is a critical time to develop a leader within the office, create extra phone calls to off-site workforces and keep in touch through e-mails. Employees who feel that they are connected with an organization are more prospects to feel engaged in the workplace. Employees should be assured to make a schedule to enhance link and emphasize on employee engagement at the workplace. According to Badal and Harter (2014), the leader should maintain open communication with all workforces to create followership. A leader can do this with general discussion by contributing organization level interaction. They should also spend time by emphasizing on the work of the workforce. They should spend time to discuss expectation, the worth of employees role and a key dimension of achievement within the role of each employee. It will help workforces to retain at the workplace by reducing uncertainty and meaningful interpretation regarding how workforce roles may alter into new plans. Furthermore, employees who are eager regarding their future and how their role may alter and develop in the future are more likely to stay connected during the age of uncertainty. In support of this, Qenani et al. (2014) stated that employees like to believe that their efforts contribute to accomplishing the task. Leaders should feel like empowered and contributes to a team member. They should also take time to help employees and emphasize on an outcome that supports mission attainment, and enhance their proficiency and capabilities. Thus, they can continue to make a contribution in the future and confront them to assess innovative ways to perform their role. Leaders should aid the company to find new ways to enhance the efficiency and effectiveness and stay aggressive. Sahin et al. (2014) evaluated that leaders should be receptive to respond to the unique issue at the age of uncertainty. Managers should not move away from the office but should deal with the situation accordingly. The leader helps the team to stay focused by encouraging them to create new approaches for aiding the organization succeed at the age of uncertainty. Leaders can also create an atmosphere to endorse employee engagement in uncertain times. In support of this, Tillott et al. (2013) determined that effective use of cross-culture team can facilitate a source of knowledge and creative thinking to improve the viable situation of the company. Personal conflict may affect the traditional and national project. Cultural diversity among team members may generate misunderstanding during the project life cycle. There are different cultural factors that affect the working atmosphere at the age of uncertainty. These factors are socio-economic, time difference, religious and political diversity, language barriers, and time difference. These factors describe a range of allowable acts as leaders can encourage the self-interest among employees. Landy and Conte (2016)evaluated that leaders should motivate their team members to retain them at the age of uncertainty, although retaining employees may encounter different issues in terms of making multi-cultural communication project. The situation of international projects entails cultural diversity in which employees can rapidly learn. This evidence affects training and education field and has an impact on behavior with respect to the amount of practice, use of technology, level of interaction, and reinforcement. In contrast, Lee (2015) demonstrated that uncertainty avoidance shows the extent to which cultural program to make feel employees either contented or uncomfortable in unstructured circumstances. Unstructured circumstances are unanticipated, unidentified, and novel and distinguished from the standard. The key issue entails the extent to which society makes effort to control the uncontrollable factors. The Hofstedes culture defines that leaders should emphasize on rule orientation, stress, and employment stability. Along with this, the organization should understand the ideas, skills, and experience of workforces as it is vital to get success in the workplace. In the view of Bayl?Smith and Griffin (2014), a leader focuses on listening to employees and assessing engagement at the age of uncertainty. But, it is not enough to collect the feedback and implement it to enhance the organizational success. Thus, it could be increased by new techniques like event-driven, regular pulse survey, and frequent feedback. These techniques can allow people to get their opinions regarding the business issue. As a result, it would be beneficial to retain the employees at the workplace. Leaders should move away towards online and mobile platforms as it would be easy and straightforward for the employees to provide feedback. In contrast, Tillott et al. (2013) evaluated that leaders should build followership and maintain open communication with all employees at the age of uncertainty. Furthermore, leaders should openly interact with employees, since; they cannot help in the work of employees without knowing their concern. Leaders should make assertive communication in which they focus on the circumstances from larger perspectives as compared to other. Employees should state their concern to the leader in the workplace. Further, employees should be able to share an alternative with leaders as it would be beneficial to respond towards new ideas. Along with this, when leaders are unsure about the final result, they should build trust with employees. Agarwal (2014) explained that a leader should motivate the employees and support them at the time of uncertainty. She/he can support the employees to feel positive about their work. Therefore, a leader should ensure open culture and feedback to mitigate the issues of employee uncertainty in the workplace. A leader should also lead to sharing new ideas and need of the employees to create an open environment in the working place. It is also said that the cultural modification is complex but in case a leader can understand the situation of current culture through collecting the views and opinion of employees and then implement the collected data to improve the production level of organization. In contrast, Badal and Harter (2014) stated that leaders can use the innovative technique to change the uncertain time into success. There are different types of sources that are utilized by a leader to communicate with employees such as online communication and email. It creates innovation and b est practices in the working culture. It is also noteworthy that direct communication can help to provide value to the thought and ideas of employees along with enhancing loyalty and engagement. It can also reduce uncertainty and make a clear picture about the situation of the working environment. For eliminating the issues of uncertainty and retaining the workforce company or leader can concentrate on collecting feedback. It will also support the organization to have a distinguished image in the market and gain competitiveness. An organization can also identify those employees who want to quit the job and determine the reasons for leaving their position. Conclusion From the above discussion, it can be concluded that the existing economic instability can influence uncertainty of organizations. The organization can take steps to offer the appropriate data that permit the workforce to retain and engage them in the working place. A leader can address the methods to maintain open communications amongst individuals in the working place. Similarly, a manager can inspire the employees to concentrate on the outcome and opportunities rather than uncertainty and fear. In addition, a leader is accountable for keeping open communications with employees at the workplace. References Agarwal, U. (2014) Examining the impact of social exchange relationships on innovative work behavior: Role of work engagement,Team Performance Management,20(3/4), pp. 102-120. Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., and Saks, A. M. (2015) Employee engagement,human resource management practices and competitive advantage: An integrated approach,Journal of Organizational Effectiveness: People and Performance,2(1), pp. 7-35. Badal, S., and Harter, J. K. (2014) Gender diversity, business-unit engagement, and performance,Journal of Leadership and Organizational Studies,21(4), pp. 354-365. Bayl?Smith, P. H., and Griffin, B. (2014) Age discrimination in the workplace: identifying as a late?career worker and its relationship with engagement and intended retirement age,Journal of Applied Social Psychology,44(9), pp. 588-599. Biswas, S., and Bhatnagar, J. (2013) Mediator analysis of employee engagement: the role of perceived organizational support, PO fit, organizational commitment and job satisfaction,Vikalpa,38(1), pp. 27-40. Crawford, E. R., Rich, B. L., Buckman, B., and Bergeron, J. (2014) The antecedents and drivers of employee engagement,Employee engagement in theory and practice, pp. 57-81. De Clercq, D., Bouckenooghe, D., Raja, U., and Matsyborska, G. (2014) Unpacking the goal congruenceorganizational deviance relationship: The roles of work engagement and emotional intelligence,Journal of Business Ethics,124(4), pp. 695-711. De Spiegelaere, S., Van Gyes, G., De Witte, H., Niesen, W., and Van Hootegem, G. (2014) On the relation of job insecurity, job autonomy, innovative work behaviour and the mediating effect of work engagement,Creativity and Innovation Management,23(3), pp. 318-330. He, H., Zhu, W., and Zheng, X. (2014) Procedural justice and employee engagement: Roles of organizational identification and moral identity centrality,Journal of business ethics,122(4), pp. 681-695. Jorge Correia de Sousa, M., and van Dierendonck, D. (2014) Servant leadership and engagement in a merge process under high uncertainty,Journal of Organizational Change Management,27(6), pp. 877-899. Karin Andreassi, J., Lawter, L., Brockerhoff, M., and J. Rutigliano, P. (2014) Cultural impact of human resource practices on job satisfaction: a global study across 48 countries,Cross-cultural management,21(1), pp. 55-77. Landy, F. J., and Conte, J. M. (2016)Work in the 21st Century, Binder Ready Version: An Introduction to Industrial and Organizational Psychology. USA: John Wiley and Sons. Lee, J. J. (2015) Drivers of work engagement: An examination of core self-evaluations and psychological climate among hotel employees,International Journal of Hospitality Management,44, pp. 84-98. Lievens, I., and Vlerick, P. (2014) Transformational leadership and safety performance among nurses: The mediating role of knowledge?related job characteristics,Journal of advanced nursing,70(3), pp. 651-661. Qenani, E., MacDougall, N., and Sexton, C. (2014) An empirical study of self-perceived employability: Improving the prospects for student employment success in an uncertain environment,Active Learning in Higher Education,15(3), pp. 199-213. Sahin, D. R., ubuk, D., and Uslu, T. (2014) The effect of organizational support, transformational leadership, personal empowerment, work engagement, performance and demographical variables on the factors of psychological capital,Emerging Markets Journal,3(3), p. 1. Strom, D. L., Sears, K. L., and Kelly, K. M. (2014) Work engagement: The roles of organizational justice and leadership style in predicting engagement among employees,Journal of Leadership and Organizational Studies,21(1), pp. 71-82. Tillott, S., Walsh, K., and Moxham, L. (2013) Encouraging engagement at work to improve retention: Sarah Tillott and colleagues explore how a social interaction tool can help managers recruit and retain staff, and boost patient care,Nursing Management,19(10), pp. 27-31. Ugwu, F. O., Onyishi, I. E., and Rodrguez-Snchez, A. M. (2014) Linking organizational trust with employee engagement: the role of psychological empowerment,Personnel Review,43(3), pp. 377-400. Wang, H. J., Lu, C. Q., and Siu, O. L. (2015) Job insecurity and job performance: The moderating role of organizational justice and the mediating role of work engagement,Journal of Applied Psychology,100(4), p. 1249.

PY223 Midterm Research Paper Essays - Bibliography, Citation

PY223 Midterm Research Paper 50 points The paper should be between 1000-1500 words, not including your reference page. You should have, at least, 5 sources (3 of which are peer reviewed journal articles). Your topic should come from an article that you read for your annotation assignment. This article will count as one of your sources. Look for 4 other sources to aid in your research on this topic. Remember that looking to the References section of an article could help you to identify other articles to use for this paper. In this paper, you should have an introduction that lays out the topic and main points that will be made in the paper. Explain clearly what you will be writing about in the paper. In the body of the paper, provide support for whatever claims you make about the topic and cite them in proper APA format. Be sure to have transitions between points and paragraphs. Review your points in the conclusion and end with a final statement about the topic. To locate other peer reviewed articles, use ProQuest, a database provided by your library. Choose Peer Reviewed when conducting a search here. Be sure to cite all sources in proper APA format, including in-text citations. Refer to the OWL at Purdue for APA reference. Also, dont forget that ProQuest has a citation feature, labeled cite. It is defaulted to format in APA style. Simply copy and paste the citation into your paper and then check over it to make sure it is, indeed, accurate. Please follow the written assignment formatting guidelines found in your syllabus. Introduction: 5 points- Must adequately convey topic, subtopics and give your thesis point. Support: 20 points- Must have cited, in proper APA format, at least five reliable sources. Must meet the minimum requirement of 1000 words, excluding the reference page. Three sources must meet the peer review requirements, and must be found by using ProQuest database. Conclusion: 5 points- Must tie all the points in your paper together and make a final statement about the topic. Grammar and Mechanics: 10 points- Must be free of grammatical errors or spelling and punctuation errors. Citations and References: 10 points- Must have a citation page with all 5 source citations in proper APA format. At least 3 sources must be peer-reviewed; all sources must be considered reliable. Research should be less than 5 years old.