Are Civil Wars More Likely in Less Developed Countries - Free Essay Example

Sample details Pages: 7 Words: 1987 Downloads: 5 Date added: 2017/06/26 Category Politics Essay Type Argumentative essay Level High school Tags: Civil War Essay Did you like this example? Are Civil wars more likely in less developed countries? Introduction A civil war in a country by and large destroys the communities, government organizations and its whole operating body. It is the war between the organizations, political groups, and government institutes in a country who want their control over the people. It can be the struggle for rights but not true in all the cases. The public groups in the civil wars protest against the government institutes to get their rights by using the force. The civil wars work against the peace and harmony of the people (Hegre 2001). People have been losing their lives in the civil wars against the government under the control of pressure groups. Usually, the less developed countries are more prone to civil wars because people there do not get the basic living rights (FAYE et al. 2004). They morally become weak due to the pressure of poverty and unemployment. The economic crisis of underdeveloped countries usually makes the country weak from the inside which moves towards the destruction of the insti tutes and breaking down of the political setup (Fearon Laitin 2003). The international aid and other financial incentives from the world wealthy countries can save the people from moving towards the civil war destruction. Using the aid, the government of underdeveloped countries could inaugurate new small industries which will provide employment to the people and ultimately the poverty will be reduced day by day (Elbadawi Sambanis 2000). They can give the aid money back when they start making money. This is the best technique for eliminating the civil war trend in economically disturbed countries (Papanek 1972). Don’t waste time! Our writers will create an original "Are Civil Wars More Likely in Less Developed Countries?" essay for you Create order Literature Review When explored the literature, the theorists, researchers and renowned critics explain all the facts and reasons behind the civil war. The researches related to the civil war demonstrate that the poverty, unavailability of basic human rights and unemployment are the reasons behind the civil war. The civil war is the form of protest against the present political rule but as the time passes this protest converts into the severe bloodshed and the destruction of the economic life of the people. The societies which move towards civil wars usually lose their solidarity and respect in the world. The question that arises is: Is poverty the reason behind the civil war in less developed countries? A research by Alexander and Harding (2006) concluded that when a countrys geographical location and the income resources are considered, it can thus be deduced that the poverty can be a strong reason behind the civil wars. In the post world war II era, the European colonies had to face catastroph ic civil wars because of the upheaval in financial resources. The rebel groups usually find the reason to motivate people, especially those who are tired of a hard and poor life, to fight against the present political setup (HANAOKA, KAWASAKI Kawai 2013). Therefore, it is an obligation of political government to control the reasons of civil wars in order to save a nation satte from intense destruction, which will not be good for anyone. Holtermann (2012) also supported the effect of poverty on the civil war. He explained that two reasons are important to consider this fact. First one is the poverty which facilitates the path of criticism to the government and the second one is unjustifiable state power. Excessive state power stirs rebellion among the masses and people think that they can do only one thing to protect themselves that is civil war, in order to snatch the rights from those who are not willing to give them. In less developed countries, GDP per capita becomes as low a s a common person cannot survive easily in any case. It becomes indispensable for him to use illegal means and get money to support his family. Moreover, a vast study exhibits the economic turmoil one of the main reasons of civil wars. Collier (1999) developed the model of economic effects of civil war and the post-war period. In his model, he tested the data taken about the old civil wars since 1960. After analyzing the data comprehensively, he proposed that in all the past civil wars the economic problems were the main reason, especially in long term civil wars in less developed countries. In his research studies, he explained that the civil wars could come to a halt if the government works effeciantly to eradicate the basic problems of the people. For the past many years, the debate has started among political theorists and thinkers related to the reasons behind the civil wars. Rice, Graff Lewis (2006) worked together and found that rebel greed, topography, ethnicity and p olitical opposition are the secondary reasons of the civil war. The studies concluded that the poverty and low income resources are forcing the people to move towards the civil wars. In Iraq, Zaire and other middle east and African countries, poverty is causing the civil wars. In all these countries people are living a miserable life which instigate them to initiate civil wars. Theoretical Formulation of Research Problem The literature review identifies that mostly less developed countries are facing the threats of civil wars all over the world. When people live in a miserable and difficult life situation then they surely think about the illegal ways to get right from the existing situation. Thus, the civil wars seem to occur because of the poverty and high economic crisis. Problem Statement Civil wars more likely in less developed countries of the world. Research Questions (Hypotheses) The civil wars are more likely in less developed countries. The civil wars are not more likely in less developed countries. Theoretical Framework As indicated by the main research topic itself, the two primary variables are defined as: Independent Variable: Civil war Dependent Variable: Less developed country Further, the Control Variables are political system, education level and island. Research Methodology Attempting to find the relationship between the less developed countries and the civil wars, the data is collected from various sources. This data is mostly taken from the Middle East countries like Syria, Iraq and other African countries who are struggling for the survival of life. After the collection of data, the analysis is applied to them. In this analysis, the GDP per capita is examined in detail. The data is gathered from the online resources and from the country poverty reports. The quantitative method is applied which finds the relationship between the civil wars and the poverty situations in less developed countries. This quantitative analysis is very useful to examine the poverty rate, economic crisis, financial resources details and unemployment. Target population The target population is the African countries who are less developed than other countries of the world. The people are dying day by day from the insufficient food, health and shelter facilities. The disease rate is high in the African countries when compared to other under-developed countries and people are dying of hunger and deadly diseases. Togo, Malawi, Sierra Leone, Niger, Congo and Burundi are facing the civil and tribal wars because their GDP per capital is low and moving around $600 to $800. Data Collection The data for the proposed research is taken from the online research related to the six different African countries. The information and values related to human development value and ranking, education rate, life security, GDP per capita and duration of the Civil wars in African countries, from the World War I to 2004, are given below. Table 1: HDI Rank Country HDI GDP per capita Life Security Education Wars Start War End 172 Niger 0.28 746 0.34 0.16 1916,1990 1917,1995 171 Burundi 0.31 591 0.26 0.38 04/1972,08/1988,2002 12/1973,08/1988,2004 163 Malawi 0.40 615 0.25 0.65 7/1914 11/1918 173 Sierra Leone 0.28 490 0.23 0.33 03/1991,05/1997 11/1996,07/1999 155 Congo 0.43 765 0.44 0.51 1997 10/1999 141 Togo 0.49 1442 0.45 0.59 7/1991 9/1992 Human development, education and GDP per capita in African less developed countries[1] and Civil wars duration[2] Sample Size Sample Size is six different countries of Africa which are surviving on less GDP per Capita. The data is selected from the First World War to 2004. Data Analysis The statistic regression techniques can be used to find the civil wars ratio to the human development value in less developed countries in the world. Answering the Research Questions The results and the data prove that all the above less developed countries have faced the civil wars over time. The main causes of these civil wars were poverty and low GDP per capita. Thus, the first assumption is correct which says that the civil wars are more likely in less developed countries. It was the reality of the past and it exists today. Comparison with Early Research The early research related to the civil wars factor also supports the answers of our research studies. In the paper, Gr eed and grievance in Civil War, Collier and Hoeffler (2004) by applying the regression analysis of the underdeveloped countries GDP, education and poverty data with the duration of civil wars proposed that the civil wars are because of the poor human development in the countries of the world. This analysis that was conducted ten years ago is even applicable in todays world, in the Middle East countries and poor African countries. Conclusion The Civil wars are the serious topic of discussion for the past many years. After the World War I, the countries have been divided from inside due to civil wars. The research studies showed that the outbreaks of civil wars are mostly among the less developed countries. In this proposed research studies and data collection, it is clearly explained that the countries having a low GDP, poor education ratio and low human development ranking are facing Civil wars. The Sample data was consisted of the six African countries that are having the low HDI ranking in the world. These six countries have faced more than three civil wars individually. And this is not the end; these countries are in the same miserable condition even today. It is thus proposed that the political system, education and human development can change the prevailing poor situation. The rich countries of the world should provide the financial aid to the less developed countries to change their situation and save the world from further conflicted condition. However, the proposed research study has some limitations. The data, facts and figures are taken only from online sources that could be at variance in actuality. Moreover, the selection of six countries also limits the scope of this research. If more countries are added in sample size, then the statistic result will vary with small differences. However, the conclusion remains the same which says that civil wars are more likely to occur in less developed countries. References Alexander, M Harding, MC 2006, Is poverty to blame for civil war?New evidence from nonlinear ects estimation, Harvard University. Collier, P 1999, On the economic consequences of civil war, Oxford Economic Papers, vol 51, no. 1, pp. 168-183. Collier, P Hoeffler, A 2004, Greed and grievance in civil war, Oxford Economic Papers, vol 56, pp. 563-595. Elbadawi, E Sambanis, N 2000, Why are there so many civil wars in Africa? Understanding and preventing violent conflict, Journal of African Economics, vol 9, no. 3, pp. 244-269. FAYE, ML, MCARTHUR, JW, SACHS, JD SNOW, T 2004, The Challenges Facing Landlocked Developing, Journal of Human Development, vol 5, no. 1. Fearon, JD Laitin, DD 2003, Ethnicity, insurgency, and civil war, American political science review, vol 97, no. 1, pp. 75-90. HANAOKA, S, KAWASAKI, T Kawai, H 2013, Classification of the Type of Inland Freight Transport in Landlocked Countries, Proceedings of the Eastern Asia Society for Transportation St udies, vol 9. Hegre, H 2001, Toward a democratic civil peace? Democracy, political change, and civil war, 1816à ¢Ã¢â€š ¬Ã¢â‚¬Å"1992, American Political Science Association, vol 95, no. 1, pp. 33-48. Holtermann, H 2012, Explaining the Developmentà ¢Ã¢â€š ¬Ã¢â‚¬Å"Civil War Relationship, Conflict Management and Peace Science, vol 29, no. 1, pp. 56-78. Papanek, GF 1972, The effect of aid and other resource transfers on savings and growth in less developed countries, The Economic Journal, pp. 934-950. Rice, SE, Graff, C Lewis, J 2006, Poverty and Civil War:What PoliCymakers need to knoW, Foreign Policy Studies Programs, The Brookings insTiTuTion. [1]https://www.unmillenniumproject.org/documents/JHD051P003TP.pdf [2]https://www.econ.nyu.edu/user/debraj/Courses/Readings/CollierHoeffler.pdf

Essay on Emergency Contraceptives - 1868 Words

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Ict Professional Skills Benefits of Tele-Working

Question: Describe the Tele working and its challenges to the organisations and the Tele-workers and also identify the potential benefits as well as challenges of Tele-Working in organisation? Answer: Introduction According to Baard and Thomas (2010), Tele-Working is one of the major regular working processes from one place rather than office. Tele-working allows the worker in working work from home rather than goes to the office. NBN will be the met enabler of Tele-work for creating the high definition interactive between Tele-worker locations and traditional workplace. The government of Australia firmly focus in improving the Tele-work system and integrate Tele-working process as a part of the National Digital Economy Strategy. According to government of Australia, they aim in holding the top position in digital economies in the entire world. Australian government tries to double their Tele-Working level within 2020. However, Australian Government said that they try to employ 12 percent worker in Tele-Working arrangement. Calder and Watkins (2012) opined that Tele-Working delivers wide range of benefits for the country, employers as well as individuals. As the external environment of business, high increased therefore Information and Communication Technology (ICT) become complex in business process. This study will try to employ the Tele-Working process in order to sustainable development of organisations. This study will firmly focus in demonstrating the benefits as well as challenges of Tele-Working within an organisation in business sectors. The selected company for this organisation is Atlassian. Atlassian mainly provides the software support to their client and track the IT system from one place rather than goes to the office daily. The software team of Atlassian including developers, document writers, bug-bashers and developers are the main heroes. The company provides services and track the system from one place over internet. Thus, Atlassian allows their client in creating better software and management process and help in work smarter. The company has wide range of customer over 3500 and majority of consumers are the biggest brands in this world such as ebay, hulu, liknedin twitter, Facebook, adobe, zynga, Netflix, etc. The company allows people in getting job with their five continent offices and awesome products along with score of hiring benefits and friendly consumer. Atlassian provides the framework of collaboration with the large community via developer network. However, the company and the team members of Atlassian give their best effort in developing as well as p roviding service to customers (Aatlassian.com, 2015). Apart from that, Atlassian is also known for fun in the IT support and solution providing industry. Moreover, in order to provide support and answering the question of customers frequently, Atlassian developed Shiplt Day within 24 hours. It was the great innovation of Atlassian. Tele working and its challenges to the organisations and the Tele-workers Lui et al. (2012) argued that Tele-working is able to change the nature of labour force in workplace of an organisation. After adopting Tele-Working system, Atlassian is able to attain wider opportunities in running their business into flexible way better rather than the traditional way. It has been identified that 70 percent employees in Australia intend to work remotely instead of working from office. As argued by Miyagi and Ishiguro (2009) in order to develop the sustainability, organisation has to create workplace diversity. However, Tele-Working system is able to develop as well as increase workplace activity via participating with the all employees through Tele-work. Moreover, adopting Tele-Working Atlassian can improve their employees skills and viewpoints. However, Tele-Working has great challenges in organisation perspective such as employee feels uncomfortable and isolated because informal communication cannot support socially, High turnover, levels of comfort and commitment are the major isolation of employee in terms of Tele-Working. Ozcelik (2010) depicted that lack of supervisor and support from the top level management or organisational support can highly created employee turnover that ay stooped the Tele-Working. However, Tele-Working may satisfy employees based on job but unable to growth the employees from an organisational viewpoints (Telework.gov.au, 2015). Moreover, Raiborn, C. and Butler (2009) acknowledge that there are several media such as email, Facebook, Skype, LinkedIn, etc that assist companies in making frequent interaction with their Tele-Worker and provide feeling of social support. However, following factors help in identifying the potential benefits as well as challenges of Tele-Working in organisation Social Factors: Social Factors allows in identifying the motivational factors intersect in terms of Tele-Work situation and return to work. Tele-Working plays the potential role in an organisation such as Work Rhythms and Working Time Greater degree of control provided by the Tele-Working to workers that generates a positive outcomes such as employees return to work for the companies. Career Certainty There are many employees though that work from home means low growth in career. However, Tele-Working concerns employees about their career development via making frequent connection according the situation of an office. Motivation There are several reason such as conflict demand, working rhythms, etc. that makes difficult the employee motivation for organisation. Ruh et al. (2011) cited that working role in society of Tele-Working provides the meaningful work to employees that assist in providing the positive way employee motivation. Economical Factors: Tele-Working has potential influence in business economics. It creates the new opportunities for business such as reduce overheads (property fees), increase reactivity of firms by improving skills and restructuring the business, allocate the business activities with much closer to market, maintain local employment, etc. Apart from that, Tele-work allows the business in targeting market with better way from the point of view of economics. It has been identified that Tele-Working system increased the 20 percent working activity of an employee. Therefore, introducing Tele-Working system, Atlassian is able to increased productivity. Most important factors of Tele-Working s that company can fixed their transform cost in respect to outsourcing activates. Ethical Factors: Ethics is the key concept in business and log term sustainability. However, several philosophies provide the framework of ethical decision that relates to the values of society. The ethics of Tele-working activities develop based on the code ACS code of conduct. It maintains the dedication of employment corporate behaviour and managerial requirements of business. Tele-Working employment gives the job description with details and monitoring working activity of employees that assist in feeling comfort to employee just like office environment. Legal Factors: Tele-Working is the bearing of state legislation and commonwealth. Thus, company can improve their flexibility in greater way. Work from home allowed the employee in maintaining their daily schedule and save the transportation time. It helps in improving their productivity that increases the working activities for Atlassian. Apart from that, national compliance and enforcement policy involves within the process of Tele-Working. It helps organisation in regulating health and safety that enforces the WHS of Atlassian. Critical Review over Tele-working According to Bonsall and Shires (2008) the main reason for the growth of the Tele-working within the companies especially within the global companies are it helps in developing the sustainable working environment. The main reason for the stressing on the development of the Tele-working environment is that it helps to create such an environment that protects the environment. According to Khunlertkit and Carayon (2013) the implementation of the carbon credit policy has motivated the companies to implement the Tele-working culture. However, Salerno et al. (2013) warned that without having a clear framework if the companies opts for the Tele-working framework it could adverse effect on the profitability of the business. According to Reynolds et al. (2011) the Tele-working is having two different aspects on is the company aspect and the other one is the employees aspects. Therefore, the critical analysis for the Tele-working should be done from the company and the employees angel. Criticism from the company angel According to Sotiriades et al. (2004) in recent times most of the companies are trying to develop such an operational framework that will minimize the operational cost over the time. This can be achieved through implementing the Tele-working environment within the company. However, the major problem that the most of the companies have faced during the implementation of the system is the higher initial investment in the infrastructural development. However, according to Khunlertkit and Carayon (2013) the Tele-working environment helps in the increment of the employees through providing an uninterrupted working environment. Through Salerno et al. (2013) pointed out that as the entire working environment becomes more of a virtual environment kind therefore it becomes very much difficult to monitor the individual performances. The study by Reynolds et al. (2011) reflects that the Tele-working environment works as a tool for the intrinsic motivation. According to this study, it has been observed that the Tele-working environment helps in keeping the work related stress down and therefore the company remains able to extract higher performance from the employees. However, the study by Khunlertkit and Carayon (2013) contradicted the view though stating that it is true in some cases the company remained able to increase the performances in short time but the working over the Tele-network increases the risk of data security. According to Reynolds et al. (2011) through the implementation of the Tele-working environment, the company often remains able to decrease the retention rate through providing the flexible working hours. However Salerno et al. (2013) stated that the flexible working hour is possible only when the industry is related with the service industry only it cannot be implemented in all other industry areas. Criticism from the Employee angel On the employees point according to the study by Khunlertkit and Carayon (2013) the major problem what the employees faces that after sometimes they feels isolation from the company. However, Reynolds et al. (2011) have produced a complete different view through providing the working option the company provide extrinsic motivation to the employees. According to the study by Khunlertkit and Carayon (2013) the main advantage what the employees receives through working in a Tele-working environment is it allows the employee to spend quality time within the family. However Salerno et al. (2013) stated that this quality time is not sustainable because of the increasing profit centric movements from the companies. Conclusion This report outlined the activity of Tele-Working for an organisation. However, in order to critically reviewed, analyst selected an organisation named Atlassian that provide IT support and solution to other companies such as Facebook, LinkedIn, Twitter, Ebay, etc. There are major However, the company can faced limited benefit through implement or introducing Tele-Working activity within their business process. There are wide ranges of risk present that decrease the market value of Atlassian and increase employee turnover. From the point of view of Atlassian business, Tele-Workers are the key people in terms of delivering software solutions of the customers. The company has to use different Tele-Working methodologies such as video chat such as Skype, voice technologies such as mobile phone and text messaging, etc. Following are the lost of challenges that faced by the Tele-workers such as trust, visibility, team intimacy, envy, effectiveness and life balance. Trust: Trust s the key concept of sustainability development and future growth of the company. Without face-to-face communication company in business, sector unable to build trust of their employee. Lack of face-to-face interaction for prolonged period is not unable to build trust. Visibility: Visibility is also a great challenge for Tele-Working from the viewpoint of Tele-workers. If the worker present in the office workplace, they are able to understand the specialization of the company. However, Tele-Workers have less specialized skill set instead of the other team members of the company. Work: It has been potentially identified that Tele-Workers find very complexity in order to draw the clear lines b4tween the professional and personal lives. It is also identified that Tele-Workers try to overproduce in terms of showing the effectiveness and worth. Apart from that, it is also identified that most of the tele-workers tempted to work in comparison to their team members for the time zone of office workplace. These tendencies are blurring the line between personal and professional life and lead to longer hour in computer. Effectiveness: Tele-Worker works from home that means that there was absence of common office distractions and commute time. These are the reason that decreases the productivity of Tele-workers in comparison to collocated colleague. However, this may create low visibility and trust between the employees and employers. However, building of low trust can increase the employee turnover. However, organisation has to involve open communication channels through which their Tele-Worker provides continuous feedback and keep in touch with the office. It will help in increasing effectiveness. Recommendations Telework is facing a range of challenges which is inhibiting its introduction. The inhibitory factors are reducing the enthusiasm among the employees of the organization to introduce telework. However in order to overcome the challenges regarding introduction of telework , the following recommendations can be provided. Technical feasibility - One of the major concern affecting the implementation of telework is technical feasibility. The business has to be patient to overcome the problem. The business will not be able to overcome the problem in short term basis. Innovation can solve the problems related to technical feasibility and increase the scope of telework. The uncertainty technically can be removed by the roll out of NBN in future. Optimal telework can be provided by using covering fiber, satellites and fixed wireless. It will support high speed and a reliable telework. The efforts to increase the speed of the internet by using fixed, satellite and wireless mobile networks have been the most reliable options. They have never been designed for broad bands. Trust of the employees There is lack of support from the employees towards the introduction of telework. According to the employees, the introduction of telework will reduce the ability of the employees to work hard as they will not be under constant visual supervision. They might face various distractions at home which might inhibit their work flow. The concerns of the supervisors regarding the various distractions at home can be overcome by ensuring that the employee s will work with same level of motivation as they work in office and the level of distraction at home will be minimized. The performance of the staff members will be monitored by new measures. There are various organizations that support telework. For example Telework Australia promotes telework. A separate arrangement for home office has been made from which the employees can work. This will minimize the distraction of the workers. The physical separations will be between the worker and the various diversions at workplace. The various distractions at home are television or the members from the family. But a separate home office will create a barrier between the various distractions. The staff can be monitored remotely by adopting various strategies to monitor the employees. The employees can be monitored by the amount of time spent by the staff members at the desk of the home office. The performance of the employees will be monitored rather than the amount of hours that has been worked by the employees. This will provide better information to the supervisory team. The employees can communicate with the supervisors or the colleagues live by using Skype. Skype will serve as a medium for face to face interaction between the employee and the supervisor. Reference List Aatlassian.com, (2015) About Us. Available at: https://www.atlassian.com/company [Accessed 4 Jan. 2015] Baard, N. and Thomas, A. (2010). Teleworking in South Africa: Employee benefits and challenges. SA j. hum. resour. manag., 8(1). Bonsall, P. and Shires, J. (2008). Estimating the robustness of questionnaire results: lessons from a mixed-mode survey of expectations for tele-working and road-based business travel. Transportation, 36(1), pp.47-64. Calder, A. and Watkins, S. (2012). IT governance. London: Kogan Page. Khunlertkit, A. and Carayon, P. (2013). Contributions of teleintensive care unit (Tele-ICU) technology to quality of care and patient safety. Journal of Critical Care, 28(3), pp.315.e1-315.e12. Lui, A., Levanon, G., Huston, E., Cheng, B. and Tahara, K. (2012). The incredible disappearing office. [New York]: The Conference Board. Miyagi, T. and Ishiguro, M. (2009). A Regret-Matching Model for Analyzing the Effects of Switching Behavior to Teleworking. Studies in Regional Science, 39(4), pp.911-926. Ozcelik, Y. (2010). The rise of teleworking in the USA: key issues for managers in the information age. IJBIS, 5(3), p.211. Raiborn, C. and Butler, J. (2009). A new look at telecommuting and teleworking. J. Corp. Acct. Fin., 20(5), pp.31-39. Reynolds, H., Rogove, H., Bander, J., McCambridge, M., Cowboy, E. and Niemeier, M. (2011). A Working Lexicon for the Tele-Intensive Care Unit: We Need to Define Tele-Intensive Care Unit to Grow and Understand It. Telemedicine and e-Health, 17(10), pp.773-783. Ruh, A., Hanemann, T., Heldele, R., Piotter, V., Ritzhaupt-Kleissl, H., Hausselt, J., Hanemann, T., Heldele, R. and Hausselt, J. (2011). Development of Two-Component Micropowder Injection Molding (2C MicroPIM): Characteristics of Applicable Materials. International Journal of Applied Ceramic Technology, 8(1), pp.194-202. Salerno, D., Cosenza, G., Falchero, S. and Rollero, M. (2013). Tele-geriatrics and tele-nursing: Hospital at home for elderly with chronic diseases. European Geriatric Medicine, 4, p.S169. Sotiriades, P., Economou, G. and Lymberopoulos, D. (2004). Premises and application of a commercial tele-working platform. Telematics and Informatics, 21(3), pp.273-288. Telework.gov.au, (2015). 4. Benefits of telework | Telework. [online] Available at: https://www.telework.gov.au/what_is_telework/what_does_the_latest_research_show/deloitte_access_economics_next_generation_telework_a_literature_review,_2011/benefits_of_telework [Accessed 4 Jan. 2015]. Telework.gov.au, (2015). What are the risks and challenges? | Telework. [online] Available at: https://www.telework.gov.au/for_employers/not_for_profit/what_are_the_risks_and_challenges [Accessed 4 Jan. 2015]. Telework.gov.au, (2015). What is Telework? | Telework. [online] Available at: https://www.telework.gov.au/what_is_telework [Accessed 6 Jan. 2015].

Organisational Behaviour for Experiences and Associations

Question: Discuss about theOrganisational Behaviour for Experiences and Associations. Answer: Every person has a scheme or a collection of ideas, experiences and associations which are brought to a situation and as human beings every person has the tendency to get accustomed with the nature which we find to be the most convenient. Perception is actually the process of interpretation of the messages to the senses in order to provide order and meaning to the surroundings . Most vital of perceptions impacting organisational behaviour are those which the company members have for each other. An individuals behaviour in the workplace is based on the perception of people towards the place of their work. There exist numerous factors that influence the persons attitudes, motives, interests as well as the experience and expectations. The associated factors might also involve time, work as well as the social setting. It cannot always be possible for the perceptions to be accurate. There might be several existent biases in a persons perception. These have the power to impact organisation al performance (Alfes et al. 2013). It is believed that peoples perception is based on their individual outlook of what reality is rather than the existence of reality itself. It is possible for two people to see the same thing but interpret it differently. Perception is the basic cognitive process which is responsible for the transformation of every possible stimuli into meaningful information. In often happens in case of real life issues that they have multi dimensional aspects and the rational approach is often entwined with the instinctive feeling. It happens in organisations that perpetual differences exist and often are the reason for mutual dissatisfaction. There are two cases which are noticed namely stereotyping and selective perception. Stereotyping is basically a characterisation of individuals based on the attributes they possess and helps in the creation of a generalized and simplified belief that does not consider other characteristics. Selective perception involves the process of information selection th at supports existing belief and ignoring information that is unsuitable or discomforting. This method is considered as a catalyst to stereotyping. This is because it natural for people to notice things which favour their ideas and ignore others (Favero and Bullock 2014). The mindsets of people and their perceptions impact their behaviour in their organisations. This explains the way in which sensory information is actually organised interpreted and filtered by the people. The concept of attribution explains the way people act, thereby determining the way in which people react to the actions of others. Accurate perception assists the employees in interpreting things they hear and witness in the workplace in an effective manner. These also help them in making decisions, complete tasks and also act ethically. Wrong perceptions lead to issues including stereotyping and cause individuals to make erroneous assumptions (Denham et al. 2010). When individuals see themselves in difficult and unfamiliar circumstance they tend to find it difficult to cope. It is characteristic of successful business professionals to state their problems as well as the benefits of their ideas to all the prevalent people involved. By the presentation of a convincing case for their facts they get approval for their proposed strategies even in case it is opposed by any sort of apathy or confrontation. By the active recognition of the attributions and perceptions, effective leaders build reasoning for their approach and get the required support when they need it (DeConinck 2010). It is common for people to attribute their success to skill, chance or even luck. It is common for people to react to circumstances based on their feelings regarding what made the particular event happen. Just like perceptions can be faulty, there is the chance of attributions being inaccurate also. Organisations can ensure the fact that people attribute actions much more effectively by providing diversity in training. This also prevents the faulty attributions by the individuals in managerial positions. It often happens that managers tend to give work to those qualified individuals whom they consider to be lucky for the organisational success. It often happens that people evaluate or judge others based on their capacity, endeavour or individuality. The difficulty or the luck of a task is attributed to the resultant success or failure. These attributions make people give different explanations for their own behaviour in the organisation. Successful workers who succeed at tasks increase their confidence levels after completion of their training. Those failing have the chance of blaming others or considering themselves to be unlucky. The understanding of the common cause of behaviour might help people to react much more appropriately (Tohidinia and Mosakhani 2010). Minimisation of bias also helps in the effective team work and this is specifically in case of the reduction of biases which distort attribution. Perceptions, is one particular trait which has been found to either actively or passively influence other traits (Jehn, Rispens and Thatcher 2010). Perpetual process is the sequence of psychological steps which is utilized by a person in order to systematize and construe information which is obtained from outside world. A person observes those objects which are present in the outside world, uses perception for selection of objects, organises the perception of objects, interprets the perceptions and ultimately the person responds. The selection, organisation and perception interpretation varies among different people. Perpetual selection is caused by both internal and external factors including the personality, motivation and experience. Personality traits impact the way in which a person can select the perceptions. Conscientious people have a tendency to pick details and external stimuli to a greater degree. People select the perceptions based on what they require in a particular moment. Selections likely to help them with their present needs are much more likely to be favoured and things irrelevant to their needs are likely to be ignored. The patters of occurrences or association a person has learned in the past affect the present perceptions. The person is likely to select perceptions in a way which fits their past findings (Heilman 2012). There are different sorts of biases in human judgement which is applicable in case of organisations. There is the concept of confirmation bias which highlights the fact that human beings have a strong tendency to manipulate new information and facts until their own preconceived notions are matched. The inappropriate confirmation allows for the poor level of decision making which often ignores the truth of situations (Glckner and Witteman 2010). Another common bias is that of self serving nature. In this situation people have the tendency to take credit for their success and passing their loss on failure. Belief bias is also a common occurrence where individuals take decisions without themselves having all the facts. Their confidence in such decisions is based on a logical and rational assessment of the facts. Framing is also common where individuals ignore relevant facts and consider those only which are applicable. Human beings by nature also match patters where past events are analysed to predict future outcomes (Miner?Rubino and Reed 2010). The impact of such perceptions and decisions made on the basis of such perceptions lead to a variety of outcomes. The decisions which are already taken also impact the decision making in the future. Several outcomes are experienced. Regret, feelings of disappointment, dissatisfaction with choices is made with any one potential outcome of the decision which has been taken. In huge organisations it happens that when the people in managerial positions particularly take decisions which are biased, they become responsible for any sort of wrong or negative organisational outcome. In case it is realised later that the decisions connected to the organisation which have already been made are wrong, their often remains nothing more to it than regret. In case the decisions made are positive people also feel satisfied with their respective decisions. Organisational choices often rely on a plethora of managerial decisions which are made by the impact of the choices of the individual organisers (J oo 2010). There are several organisational constraints which affect the perception of people ultimately leading to incorrect decisions. One of the most crucial avenues is that of a reward system. In case a reward system is not properly managed by the team members or the employees at large, the overall organisational performance might be affected. Apart from this in case there are any sort of historical precedents they might largely affect the perception of the individuals in the work environment. In case the rules and regulations are extremely rigid the organisation might perceive the management to be highly inflexible and hostile in their approach. In case the roles and the goals of the organisation are undefined or not clearly explainable it might cause the individuals to take up soft and comfortable goals thereby resulting in the organisational harm. Bias towards different religious or social segments of the people might also cause their people to have a negative idea about the organisation (Hatch 2018). It is necessary for the managers of today to understand that organisational success is possible only when the perceptions of the employees are completely understood and well addressed. This might involve correcting wrong perceptions as well. Consequently the retention of employees might also reduce and pose a challenge. This clearly shows the importance of proper perception at the workplace and shows that it can make or break an organisation. References: Alfes, K., Shantz, A.D., Truss, C. and Soane, E.C., 2013. The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), pp.330-351. Chiang, C.F. and Hsieh, T.S., 2012. The impacts of perceived organizational support and psychological empowerment on job performance: The mediating effects of organizational citizenship behavior.International journal of hospitality management,31(1), pp.180-190. DeConinck, J.B., 2010. The effect of organizational justice, perceived organizational support, and perceived supervisor support on marketing employees' level of trust.Journal of Business Research,63(12), pp.1349-1355. Favero, N. and Bullock, J.B., 2014. How (not) to solve the problem: An evaluation of scholarly responses to common source bias.Journal of Public Administration Research and Theory,25(1),.285-308. Denham, S.L., Gyimesi, K., Stefanics, G. and Winkler, I., 2010. Stability of perceptual organisation in auditory streaming. InThe neurophysiological bases of auditory perception(pp. 477-487). Springer, New York, NY. Glckner, A. and Witteman, C., 2010. Beyond dual-process models: A categorisation of processes underlying intuitive judgement and decision making.Thinking Reasoning,16(1), pp.1-25. Hatch, M.J., 2018.Organization theory: Modern, symbolic, and postmodern perspectives. Oxford university press. Heilman, M.E., 2012. Gender stereotypes and workplace bias.Research in organizational Behavior,32, pp.113-135. Jehn, K.A., Rispens, S. and Thatcher, S.M., 2010. The effects of conflict asymmetry on work group and individual outcomes.Academy of Management Journal,53(3), pp.596-616. Joo, B.K.B., 2010. Organizational commitment for knowledge workers: The roles of perceived organizational learning culture, leadermember exchange quality, and turnover intention.Human resource development quarterly,21(1), pp.69-85. Miner?Rubino, K. and Reed, W.D., 2010. Testing a moderated mediational model of workgroup incivility: The roles of organizational trust and group regard.Journal of Applied Social Psychology,40(12), pp.3148-3168. Tohidinia, Z. and Mosakhani, M., 2010. Knowledge sharing behaviour and its predictors.Industrial Management Data Systems,110(4), pp.611-631.