I will pay for the following essay Emotions And Conflict. The essay is to be 3 pages with three to five sources, with in-text citations and a reference page.

In addition, he makes a personal attack on Denise which might not be justified. He displays an ability to appropriate to the problem, a quality that in my opinion is needed when launching a new project, especially when evaluating the project effectiveness and making decisions on necessary changes.&nbsp.It is clear from the way Jane opens the meeting that she fosters a supportive organizational climate. This means that she will be more problem-oriented than controlling and will, therefore, most likely attempt collaboration when dealing with conflict.&nbsp.Denise suppresses her opinion and personal goals. This is emphasized by the obvious anger and frustration that had to have been present for a while, ut had not been expressed. She classically reduced the upward flow of information, as she should have informed Jane of the conflict issues by this time. She employs conflict avoidance and when put under pressure, resorts to conflict maintenance by trying to focus attention on the other issues of the new project.&nbsp.John is employing conflict escalation, as he alludes to unvoiced and unresolved past issues. He also applies an evaluative label to Denise by saying that she “wwon’tconfront things openly”. This personal attach is sure to solicit a negative emotional and possibly behavioural response from Denise.&nbsp.It is not clear how the organization handles and values dissent, which would impact on how Jane decides to approach this conflict situation. It would be wise for Jane to make a decision prior to seeing either Denise or John, as their input would be self-serving and not conducive to a productive solution. It is very important though that the message she conveys during the private meetings correspond with the public meetings. Failure to do so will lead to her being perceived as deceptive and counteract loyalty, as information distortion and strategic ambiguity will be perceived.&nbsp.

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I will pay for the following essay Employee Motivation. The essay is to be 6 pages with three to five sources, with in-text citations and a reference page.

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However, in the event of a major organisational or operational change in an organisation, the administration or management should inform the staffs in advance which gives makes the employees feel more indulged and appreciated part of the organisation.

Different organisations have different ways of motivating their labour force. Most frequently, rewards are given depending on the factors of operation and results. Many employees think of motivation as monetary reward. According to Jan-christoph &amp. Koen (2005), monetary motivation does not provide the required concentration among the human resources. Taking all matters into consideration, employee motivation should be a strategy used by companies to increase the levels of production and operations.

Any form of a major change in an organisation should be a cause to worry. This is because the reaction of the employees is unpredictable (Schermerhorn, James &amp. Richard, 2004). A good number of employees do not feel comfortable when embracing change especially when it is an operational change. They perceive it to be a new internship procedure in a familiar environment. However, change in an organisation is an important factor to consider. The change is not the crucial factor of concern, but how employee will embrace the change in the organisation. In modern day business environment change is important as much as human resource is. As much implementing change is vital in an organisation the tools of operation in these case employees need to be considered (Bruno &amp. Margit, 2002). With a proper approach it is easy to effect change in organisations. Effective discussions with the head of HR can lead to the best solution when employees are concerned. Additionally, training should be provided to familiarise the staffs on the new operation methods. If the employees will be required to do more complicate duties and their operation level increase, the organisation must consider a proper and efficient reward system. In words of Sharlyn (2005) with an efficient training and reward system implementing change in companies should not be a difficult step as far as human resource is concerned. It is an obvious assumption that productivity levels go hand in hand with employee motivation levels. The organisation’s productivity level can be maximised if motivation levels among employees are also maximised (Aidan, 2008). Future operations structure should consider employees need. These needs include social needs, financial needs, psychological needs, safety needs, esteem needs and self actualisation. The satisfaction of these needs will lead to definite employee motivation. If the organisation is dedicated to fulfil these needs the employees will feel obligated to dedicate to flourish the productivity of the organisation. Self actualisation means the ability of an employee to reach his full potential by working and increase his abilities (Cable &amp. Parsons, 2001). The operation structure should be in way it puts the employee full potential in activities. Additionally, the operations should not undermine the capabilities of the employee. An employee working in full potential is likely to be dedicated to his work more than employee who does not exploit his full potential. Safety need require assurance of good health and treatment in case of accident during operations (Geoff &amp. Jan, 2000).

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I will pay for the following essay Employment Law. The essay is to be 6 pages with three to five sources, with in-text citations and a reference page.

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Also, the judiciary seems to have laid its focus on the substance of the relationship rather than its form for its characterisation in law. Thus, a mutuality of obligation, together with elements of control, is usually seen as a prerequisite for a contract of employment to exist.

However, it is important to understand that all employees are workers but not all workers are employees. There are two main definitions of the term ‘worker’ currently in use and both of them put within their ambit individuals who work/seek to work under either a contract of employment or any other contract providing for personal obligation towards another party. In other words, a worker is anyone, who works for another person (not necessarily under a contract for employment) other than in a professional or business relationship. Thus the different types of workers are as classified by law, and this is bound to have implications for employment rights. This is because. employment rights and responsibilities are based on employment status, and certain rights and responsibility apply only to ‘employees’ rather than ‘workers’. The trend however, seems to be to widen the scope of law by extending legal rights to ‘workers’ and removing differentiation between the two terms.

9 It is fundamental to employment law that one is able to identify the relationship, whether it be that of an employee or worker or self employment or of an increasingly new variety of relationships that are coming up in the contract of employment.10 This is so, because while the legal arrangements involved could be of mutual satisfaction to the parties involved, it might not be well defined, thus making it difficult to categorise for legal analysis.11 Thus, it becomes necessary to analyse the various work relationships, under which it is possible to undertake work and the means through which they can be distinguished in law. These relationships under which, it is possible to undertake work include: I. Employees: The term ‘employee’ is defined in S. 230, ERA.12 The primary requirement is a contract of employment. However, to determine the existence of an employee-employer relationship, it is necessary to look at the control test, organizational test and the mutuality of obligations, along with an obligation of personal service.13 II. Directors: Directors are officers of the company. However, there is nothing to prevent directors from being employees. They can be employees, provided they have a service contract with the company, either express or implied.14 Besides, it is also important to look at the work conditions, mode of remuneration, and other legal requirements.15 However, it would be necessary to note on whether there has been use of the corporate veil to gain undue advantage, and if that has been done, to disallow the status of an employee.16 Thus, the status of a majoring shareholder or a director as an employee is affected, only if the employment contract is a sham.17 III. Business Consultants: It is seen that people who work in an advisory capacity are not always, strictly speaking, employees. Instead, they fall under the term ‘retainers’.18However, depending on the factual and legal arrangements made, a business consultant can be classified as an employee.19 IV. Office Holders: While an employment contract was a requisite to the work described above, a special category exists, who are not employed by virtue of contract of employment, and are known as office holders.

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I will pay for the following essay Employment loyalty on rhythm. The essay is to be 10 pages with three to five sources, with in-text citations and a reference page.

I am very interested to find out what drives employee loyalty and commitment considering the fact that the company and its sector are at a disadvantage in the areas of stability, resources, among other advantages that bigger companies enjoy.

Rabin (2003) extensively discussed loyalty and its effect on organizational behavior. According to him, along with the identification with an organization, employee loyalty represents an individual and psychological bond between an employee and an organization. (p. 867) That is why it is pivotal in overall strategy of companies to produce value for consumers, achieve competitive advantage and, eventually, achieve profitability. Needless to say, such fact has driven numerous studies and research. As a result, the corpus of literature on the subject is quite extensive and comprehensive. Specifically, the subjects include works about how employee loyalty contributes to an organizations’ competitiveness, how it reflects the organization, measurement and evaluation of employee loyalty, among other issues. Some of the studies undertaken in regard to employee loyalty that are relevant in this paper’s objectives are outlined below:

1. Swayne, Duncan and Ginter (2006) explained how employee loyalty could determine the kind of culture and values an organization has. According to him, this aspect helps consumers determine whether the firm has an outstanding quality in service delivery because loyal employees mean companies who know how to value people. (p. 185) Loveman (1998) used the service profit chain framework in his effort to link employee satisfaction and loyalty to customer satisfaction and financial performance. The author underscored that the framework hypothesized relationships between employee, customer and financial outcomes. The emphasis on these three elements makes this framework an interesting resource for

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I will pay for the following essay Energy Conversion and Integrated Solid Waste Management. The essay is to be 1 pages with three to five sources, with in-text citations and a reference page.

Nonetheless, the resultant combustion ash leads to concentration of inorganic hazardous materials in the refuse. Additionally, refuse combustion could yield other chemicals that could be toxic. The remaining 10% of waste has to be disposed off, mostly landfilled.

The Integrated Solid Waste Management, ISMW, is a national solid waste management strategy developed by the US Environmental Protection Agency, EPA to assist local communities in making decisions that promote the most environmentally acceptable strategies. This gives a list of five, starting from the most desirable to the least desirable strategy. The first strategy is to reduce the quantity of waste generated from the source to minimize the effect on energy reserves and natural resources. The next most desirable strategy is to reuse materials. After implementing the first two, materials would then be recycled and recovered. Then, combustion, including all treatment methods, follows. Finally, after implementing all the four strategies, the remaining refuse would be landfilled. Engineering helps in balancing community needs when implementing the ISWM strategy to avoid any problems. This strategy has led to the dramatic growth of recycling in the past 20 years, Worrell and Vesilind (2012) documenting a growth from 10% recycling in 1989 to 59% in 2008 in California and 16% in 1990 to 33% in 2008

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