Expatriate Success and Failure free essay sample

Executive Memorandum Re: Expatriate Success and Failure Under thriving globalization the success of expatriates is more crucial today than ever before. Even though exact expatriate failure rate is not available, it is essential that every expatriate succeeds on foreign assignment due to incurred cost for transfer, accommodation, salary, and trips home. Additional opportunity cost includes loss of future business and reputation in foreign community. The expatriate failure means either premature return or departure from organization shortly after arriving back. The reasons behind early return are inability to adapt to new culture, family issues, and failure to adjust to a new workplace or find common ground with coworkers. The departure from the organization upon return are caused by failure to adjust to the changed work environment, different than expected position in company, as well as tempting offers from other organizations. Despite the severity of those problems almost all of them can be prevented and foreseen during selection and orientation processes. We will write a custom essay sample on Expatriate Success and Failure or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The company should look for expatriate that is first of all willing to work abroad, as well as displays human relation skills, has previous overseas experience and knowledge of languages, is open and able to adapt to new experiences. The family situation is should also be taken into account, expatriate should receive help in finding proper educational facility for children and workplace for spouse. After the selection process is complete the company has to provide clear and specific guidelines that grantee consistency in administration of expatriates. During the orientation expatriate should receive cultural sensitivity training by being briefed on local history, policy, geography, climate, housing, schools and entertainment, as well as, customs, traditions and gender roles within the community. Language courses are required. The orientation should include simulations that will force the employee to face the cultural difference in unfamiliar setting in order to deal with emotional discomfort and solve the communication problem. Finally repatriation of expatriate should include prior preparation for expatriate’s arrival back by selecting new position that suits the attained experience and expertise. Employee should be reintroduced to the staff and briefed on the changes in the company environment that took place during his absence. For quick assimilation he should be placed in a team of experienced staff. Every sign of dissatisfaction and lack of motivation should alarm management; the problems should be discussed and dealt with whithin the company. All above mentioned recommendations were gathered from various sources and personally analyzed. Expatriate success and failure. The general definition of an expatriate is anyone who lives outside their native country. In business world it implies an employee who was sent on foreign assignment to manage operations in a different country. The need for expatriates is determined by the lack of qualified and experienced workers in the given country, or effort to provide international experience for talented employees. Some other reasons may include sustaining organizational culture, transferring knowledge and creating a human â€Å"link† between the headquarters and the foreign company. Even though foreign assignments were always popular, the success of such is crucial for the companies today more than ever. In order to thrive under globalization, every company should establish an effective communication system between all of its units and be able to control operation and production across the vast distances. The understanding of cultural context, customs, traditions, beliefs and values in given company contributes to the productive business outcomes in a new country. The success and failure of expatriate is defined by two variables, success during the assignment which entails completion of all tasks and improvement in operation of the company as well as cooperation with local staff; and effective readjustment and reintegration within the organization upon return. The failure, therefore, includes premature return of expatriate, disappointing performance during the assignment and departure from the organization shortly after arrival. The damage caused by failed assignment is hard to calculate. The incurred cost of transfer, accommodation, salary and trips home is mounted on top of opportunity cost of losing future business and reputation in a foreign community. Even though the failure rate of expatriates today is not specified (the last statistics is dated 1991) the success of every expatriate is essential to organization. What causes expatriates to quit their assignments? There are a number of reasons such as inability to adapt to new culture, family issues, and failure to adjust to a new workplace or find common ground with coworkers. Even though culture is mostly invisible variable, it affects the human productivity in various ways inability to fluently express ideas in foreign language or mare cultural misunderstanding can evoke feelings of frustration and desperation. Bringing family on foreign assignment raises many issues such as providing education for children and workplace for spouse that may occupy the mind of an expatriate causing lack of focus and quarrels in the family. Lastly, the difference in position and pay may distance local staff from expatriate and effect communication and team work. Toh DeNisi, 2005) The early departure upon return from assignment is often caused by failure to adjust to the changed work environment, different than expected position in the company, as well as tempting offers from other companies. Despite the severity of these problems they can be prevented and foreseen beforehand. The effective selection, orientation, on-program support and repatriation will ensure the spike in expatriates’ success rate. Selection process. Most companies concentrate mainly on expatriate’s orientation and training rather than selection process, even though selection of the candidate that is most suitable for the foreign assignment will ensure smooth and easy adaptation. There are a number of tests that are aimed at defining whether the employee is fit to work abroad; they examine human relation skills, ability to adapt, previous overseas experience, knowledge of the language, and openness to new experiences The primary factor being, of course, desire to work abroad. Unfortunately, there is a poor pool of applicants for foreign assignments (Brown, 2006) The reasons most employees are unwilling to relocate are mostly family related such as spouse’s career and children’s’ education as well as reluctance to lower their standard of living by moving into third world country. Therefore, during the interviewing of potential employees the companies should favor applicants that are willing to go on foreign assignment that will expand the choice for the managers when deciding which employee is most fit for the specific foreign assignment. After the selection process is complete the company has to provide clear and specific guidelines that grantee consistency in administration of expatriates. Among other things company’s expatriate policy should discuss in depth key issues such as reimbursement and expense procedures, benefits and compensation packages, on-program assistance and support upon completion of assignment. Another useful, even though expensive practice is sending a candidate to the explorative trip to the host country to be introduced to workplace and local customs in order to make final decision. Graduate Institute of Human Resources) Orientation. The pre-departure orientation should start months before the actual departure. The employee should receive cultural sensitivity training by being briefed on local history, policy, geography, climate, housing, schools and entertainment, as well as, customs, traditions and gender roles within the community. The language training is a requirement since it has been observed willingness to use host language has greater impact on success rather than actual level of fluency (Beitler, 2002). The orientation should include simulations that will force the employee to face the cultural difference in unfamiliar setting in order to deal with emotional discomfort and solve the communication problem. â€Å"Work related attitudes such as productivity, dependability, pace, frequency of breaks, meeting interruptions and deadlines vary greatly from culture to culture. Trainees must also be alerted to possible negative attitudes towards nationality, race, or gender. † (Beitler, 2002 ) During Assignment. First month after arrival proves to be the toughest because expatriate not only is adjusting to new workplace but new country as well. Figuring out trivial things like where to shop and how to rent a movie might become extensive workload, especially if expatriate is with family. Expatriates face substantial uncertainty regarding their new role in the organization when they first arrive in their new location. They must figure out how things work and what is the best way to approach problems that they may encounter. Any information the expatriates gain regarding the new job, the organization, and the larger cultural environment will help them learn what to expect, how to interpret various stimuli they encounter day-today, and what the appropriate behavior is in a given situation. (Toh DeNisi, 2005) The assimilation in the workplace takes long time that’s why a local â€Å"buddy† that will introduce expatriate to new team as well as guide him through the process needs to be assigned. Local mentor will help to build first connections in host country as well as have a constant support till adjustment period is over. Moreover, all local staff should be briefed on the arrival of expatriate as well, and informed about expatriate’s native culture, customs and history to make his arrival at least expected. If expatriate is facing more complicated problems, there should be an assigned person within the organization in his home country that he will be able to contact in case of emergency or to tackle larger concerns. It might turn out that during the assignment expatriate becomes homesick or burned out. In order to avoid it, company should be able to offer one or few, depending on the length of assignment, trips home as well as paid vocational leaves for expatriate and his family for temporarily change of location and rest. This serves the purpose of refreshing and renewing expatriate’s strength after visiting friends and family home and temporarily relief f rom the host country environment, especially if it’s a country with lower living standard than in the native. Repatriation. Despite assignment being completed upon return, the danger of failure is still daunting. Expatriate and the experience he/she gained on the assignment are one of the company’s most valuable assets. If expatriate decides to leave the company shortly after arrival all resources, effort and support during the assignment will be wasted. The company will virtually lose thousands of invested dollars. Especially, if the employee will leave for the competition, which will give them advantage by his provided experience and expertise. The reason why some expatriates leave the company shortly after the completion of assignments is inability to readjust to changed overtime company environment, lower position offered upon return and better conditions and pay promised by competition. The preparation for expatriate’s return should start months prior to his arrival. The HR manager should figure out the new placement and salary of returned employee that will account for international experience and successful completion of assignment. Since foreign assignments can take up to five years it’s obvious that company will be endure many changes by the time of return. So expatriate needs to be reintroduced to new staff, placed in a new team and closely followed and supported during the first few months. Any sign of dissatisfaction or lack of motivation should alarm the management and expatriate should be offered to discuss the existing problem and referred to either management or therapy depending on the nature of the problem. Conclusion. Despite complexity and difficulty of foreign assignments, there are a growing number of companies that have successful expatriate support system which helps employees throughout the assignment period. Organizations have gained more expertise in training employees to become successful expatriates; the orientation programs are more extensive and inclusive rather than non-existent or at best ad hoc as before. Expatriate in need will have a network of support within the host company as well as the headquarters.

Why Rings Turn Your Finger Green

Why Rings Turn Your Finger Green Have you ever gotten a green ring around your finger from wearing a ring? How about a black ring or a red ring? Discoloration where a ring touches your skin is due to a combination of factors: the metal of the ring, the chemical environment on your skin and your bodys immune response to the ring.Its a common misconception that only cheap rings can turn your finger green. Inexpensive rings commonly are made using copper or a copper alloy, which reacts with oxygen to form copper oxide, or verdigris, which is green. Its not harmful and wears away a few days after you stop wearing the ring. However, fine jewelry also can cause discoloration of your finger.Silver rings can turn your finger green or black. Silver reacts with acids and air to tarnish to a black color. Sterling silver usually contains about 7% copper, so you can get the green discoloration too. Gold, especially 10k and 14k gold, usually contains enough non-gold metal that it can cause discoloration. White gold is an exceptio n, since it is plated with rhodium, which tends not to discolor. The rhodium plating wears away over time, so a ring that initially seems fine may produce a discoloration after it has been worn a while.Another cause of discoloration may be a reaction to the metal of the ring. Some people are sensitive to any of a number of metals used in ring, especially copper and nickel. Applying lotions or other chemicals to your hand while wearing a ring increases the likelihood that the ring, chemical and your skin will react.

Influence of Perception on Interpersonal Communication Essay

Influence of Perception on Interpersonal Communication - Essay Example As noted by Wood (2010), there is a need to distinguish facts from inferences for interpersonal communication to be considered competent. The author clearly defined facts as â€Å"an objective statement based on observation; (while) an inference involves an interpretation that goes beyond the facts† (p. 85). In this regard, the essay aims to present instances when languages are used to accurately signify facts as contrasted to inferences. Through observing conversations with people one normally interacts with, the discourse would find and discuss instances when tentative language would be more accurate; and when there is a need to distinguish between fact and inferences, and to address them, as required. Using Tentative Language In addressing the requirements of becoming more sensitive to the difference between facts and inferences, one observed interpersonal communication that occurred within one’s family members and noted the following: In one instance, I asked my hus band to load the washer and empty the dryer. I specifically said: â€Å"Honey, I am still finishing up preparing for lunch. Would you please see that the washer is loaded and find out if the drying is likewise empty?† I proceeded preparing our meal and by the time I remembered what I asked my husband to do, I found out that nothing was done. I could have easily inferred based on one’s initial perception that â€Å"My God! Honey, you are such as irresponsible person. The tasks I requested you to do is so simple; yet, you did not comply! You are so insensitive and selfish!† By using tentative words, one could initially reflect that â€Å"my husband may be irresponsible or may be insensitive or selfish† so as not to treat the inference as a fact. However, by analyzing the situation, the fact is that the washer was not loaded and the dryer was not emptied. Now, one would like to know the reasons why these tasks were not complied as requested. Therefore, I ask ed my husband: â€Å"Honey, I told you earlier to please see that the washer is loaded and find out if the drying is likewise empty. How come you did not comply?† My husband replied: â€Å"Oh, I am so sorry dear. I did not hear what you said. I went out for a while this morning to take the garbage out. You must have thought I was still in the living room when you gave the instructions. I will do it now.† So, apparently, the reason why the tasks were not complied, as instructed was that my husband was not even there when I relayed the message. Had I barged and shouted the terms I inferred such as â€Å"irresponsible, insensitive and selfish† I would have definitely gone beyond the facts. Extending the Observation When the observation was extended to other people, the work setting is the most appropriate environment where facts and inferences abound. My husband relayed to me his experience in the workplace as he was requested by his boss to work with other personn el, as a team in complying with a new project of targeting new customers to increase their monthly sales. The boss specifically identified a colleague, Mr. X, to conduct a simple market research on a Friday afternoon at the nearby supermarket to determine if their products are fast moving and who their competitors are. The details are needed

Communication Security Essay Example | Topics and Well Written Essays - 750 words

Communication Security - Essay Example Frequently, one would desire to make use of various cryptographic equipment with estimated, noisy, and non-uniformly disseminated keys, rather than the exact, sternly random strings that are typically needed. Similarly â€Å"fuzzy† secret could be assessed on somewhat concealed biometric characteristics a retinal scan rather than a thumbprint. For instance, it could be a long password incorrectly dedicated to memory, or one’s impulsive reactions to a list of personal questions. If at all possible, someone would be looking for a wide variety of techniques to alter some of the above into cryptographically powerful keys practical for a variety of purposes. Hence, a number of structures geared toward precise applications have surfaced in the previous few years.The application of fuzzy cryptography can offer an excellent support for potential enhancement of network communication error correction and security. It is an admitted fact that the application of next-generation sec urity mechanisms has offered much better support and network security which have improved the security of a communication network. With the evolution of penetration through mobile devices in current years, safety and privacy threats, as well as security necessities correspondingly, have multiplied. In fact, it has augmented a wide variety of threats, though, is indistinct to wireless networks and mobile users as security methods are supposed as a hassle for the reason that they are not inconspicuous as well as might divert from high-level jobs. (Boyen; Dodis, Reyzin and Smith; Al-saggaf and Acharya). The basic purpose of this research is to assess the application of fuzzy cryptography for achieving feasible network security and offering better security means that are less unobtrusive or even obtrusive? Proposed Solution For the application of better security through fuzzy cryptography, the proposed idea is to make use of context (sensor generated, state reliant content for example ambient audio, location or ambient light) as an embedded method to implement a fundamental level of privacy and security. In fact, this context can be employed as frequent secret codes amongst devices in the similar

Maya Angelou's I Know Why The Caged Bird Sings Research Paper

Maya Angelou's I Know Why The Caged Bird Sings - Research Paper Example It is important to consider the roles of the females in her life as well as those of the males. She seems to gather her greatest resources from the female society of relatives and friends, and she likewise strengthens her strong female affinities as a result of the negative relationships and experiences she finds in most of the male characters. Knowledge is passed to Maya through the female mother figures in her life; this includes her mother, her grandmothers, and Mrs. Flowers. Her first and foremost female relationship, as depicted in Caged Bird, with her paternal grandmother, Annie Henderson, whom Maya and her brother Bailey call Momma. The young siblings are shipped to Momma, in Stamps, Arkansas, by their parents. It is she who raises them during their early childhood years in this rural southern setting of the early 1930's. Momma is known as a good-looking woman, but Maya sees her through different eyes. "I saw only her power and strength. She was taller than any woman in my personal world, and her hands were so large they could span my head from ear to ear" (46). Momma had been married three times. She had two sons, one of whom is Maya's father, Bailey, Sr. Maya accepts Momma as a mother figure and role model. She teaches Maya through her words and through her actions. Maya learns from Momma how racism plays a part in their lives and how to handle and recognize it (47). An important tribute in the book to Momma's strength is how she deals with the "powhitetrash" girls who come up to the store and taunt her. They mock her stance and her facial expressions, and then one girl does a handstand, and in so doing reveals her lack of undergarments. Momma stands her ground in the face of this insult, and though seemingly powerless, she finds her strength within her will. She wills herself to rise above the whole scene. Not unlike her slave ancestors, she sings and hums in the face of adversity (32,33) Momma tells Maya to wash the tears from her face. And as Maya complies she observes, ''Whatever the contest had been out front, I knew Momma had won" (33). Already, the author recognizes the power, strength, and spirit of her grandmother and appreciates her life and teachings. "Her world was bordered on all sides with work, duty, religion and 'her place.' I do n't think she ever knew that a deep-brooding love hung over everything she touched" (57). In her work, "The Grandmother in African and African/American Literature," Mildred Hill-Lubin discusses Grandmother Henderson and others like her. Hill-Lubin calls these women the "sheroes" of the time (p. 266). She talks about how the African family has suffered under the burden of slavery and colonialism. However, she feels that the reason for its perseverance and survival is the grandmother. The grandmother's role, function and importance can be traced to the revered status, position, and responsibilities which elders hold in West African society (Hill-Lubin 258). The grandmother often maintained a household which consisted of her unmarried or married children and of her grandchildren; in this way the resources were pooled. The 1930's was a period of rough times, and there wasn't enough money for individuals to live separately. Consequently, some would strike out on their own, as did Maya's parents, and the childrearing was left to the grandmother. She had to be tough and strong in order to pull things together in so many ways for the entire family' Both of Maya's grandmothers are "strong, independent, skillful women who are able to manage their

The Criticality Of Retaining Skilled Employees Management Essay

The Criticality Of Retaining Skilled Employees Management Essay Introduction: Purpose of the report: The report is intended to analyse the key factors involved in employee retention and also focus of the measures to be taken up by the employer for reducing the attrition rate of skilled workers. The solutions discussed suggested in the report could be possibly applied in the case of Keeping Suzanne Chalmers. The commentary also aims to discuss further the reasons of the employee leaving the company. Scope: The information in the report ranges from examining the factors for Suzanne Chalmers quitting the job to the measures taken by Thomas Chan to stop the attrition. Further the analysis in the commentary will discuss in general the reasons responsible for such situations in organisations. Background: The credentials of the report would be the case study of Suzanne Chalmers a top talent in the area of internet protocol working at API who decided to quit the organisation even though was offered options like higher salary, larger working space, unpaid leave for two or three months complete with paid benefits and increase in share options. Limitations: The report revolves around the employee retention of Suzanne Chalmers and the tactics tried by the employer Thomas Chan and is limited for being offered only a few number of reasons to stay back in the employment. The analysis of the case is based and compared on the theories of four drive and the theory of expectancy. Summary of the issue: The case of Suzanne Chalmers working at Advanced Photonics Inc. as a software engineer in internet protocol is a typical example of the issue faced by many employers in the current market were in employees who are talented for the job and hold key position in the company after earning many accolades for outstanding performance over years and responsible for finishing projects contributing a fortune to the company deciding to leave the company on a very short notice without proper reasons. The summary of the report discusses about the means and ways the employer can practice to hold the employee back at work and other reasons accounting for the employee to decide to leave the job and possible solutions around the issue. It also confers about the resolutions tried by the employee in the case of Suzanne further converses about the employee behavior in general towards their job and the responsibilities entrusted onto them by the employer. The expectations of the employee and employer in general have also been mentioned in the report. In the case of Suzanne Chalmers the employee quits the organisation at a stage of her career were she is under the age of 40 years just like many other employees who quit the company. It is also noted that the reason is not stress or long hours. The vice president of Advanced Photonics Inc thought that the reason was more money. The generous share options which had skyrocketed on the stock market giving many employees more money than they can make use off. It has been observed that their finance independence gave them less reason to remain with the organisation. It was noted that the employee after quitting the organisation and taking a break returned back to market and joined a start-up software firm in the same locality. The meeting between the vice president and the employee is discussed further moving to the solutions for retaining employees in general. The motivation factors for the employees in an organisation have been elaborated in the report. The report would also discuss emotions of the workforce as well as values and attitudes of management. Importance of employee turnover: Abbasi and Hollman (2000) sought to determine the impact of employee turnover on organizations and found that excessive employee turnover often engenders far-reaching consequences and, at the extreme, may jeopardize efforts to attain organizational objectives. In addition, Abbasi and Hollman (2000) indicated that when an organization loses a critical employee, there is negative impact on innovation, consistency in providing service to guests may be jeopardized, and major delays in the delivery of services to customers may occur. The study also showed that a decline in the standard of service provided to guests could also adversely affect the satisfaction of internal and external customers and consequently, the profitability of the organization. As part of the process of developing and implementing strategies to maintain and increase competitiveness, organizations face the challenge of retaining their best employees. As such, this research was designed to analyze and determine the most effective ways for one employer to retain its critical employees. The company in this study has been successful at maintaining a relatively low turnover ratio, but the employees who left the organization have been critical employees, thus presenting a significant challenge. The results of this research effort potentially could be used as a framework for guiding employee retention in other large, complex organizations. Criticality of Retaining Skilled Employees: Fitz-enz (2002) stated that the average company loses approximately $1 million with every 10 managerial and professional employees who leave the organization. As mentioned previously, the combined direct and indirect costs associated with one employee ranges from a minimum of one years pay and benefits to a maximum of two years pay and benefits. Thus, there is significant economic impact when an organization loses any of its critical employees, especially given the knowledge that is lost with the employees departure. It will become significantly more important in the years ahead to recognize the commitment of individuals to an organization, as well as the organizations need to create an environment in which one would be willing to stay (Harris, 2000). Organizations will need to either create an intellectual capital environment where the transmission of knowledge takes place throughout the structure, or continue to lose important individual knowledge that has been developed during the length of service (Harris, 2000). This deep knowledge is what many believe will help to meet the needs and expectations of the customers and to create and sustain a competitive advantage within the global economy in which organizations are competing in today. The critical factors derived out of eminent motivation theories and the implications for developing and implementing employee retention practices can be described as follows: Needs of the Employee Employees have multiple needs based on their individual, family, and cultural values. In addition, these needs depend on the current and desired economic, political, and social status; career aspiration; the need to balance career, family, education, community, religion and other factors; and a general feeling of ones satisfaction with the current and desired state of being. Work Environment Employees want to work in an environment that is productive, respectful, provides a feeling of inclusiveness, and offers friendly setting. Responsibilities Given that one feels competent to perform in a more challenging capacity and has previously demonstrated such competencies, an employee may feel a need to seek additional responsibilities and be rewarded in a fair and equitable manner. Supervision Managers and other leaders more frequently than others feel a need to teach, coach, and develop others. In addition, these individuals would seek to influence the organizations goals, objectives and the strategies designed to achieve the mission of the organisation. Fairness and Equity Employees want to be treated and regarded in a fair and equitable manner regardless of age, gender, ethnicity, disability, sexual orientation, geographic location, or other similarly defined categories, With increased effort and higher performances employees also expect to be regarded more significantly than counterparts who provide output at or below the norm. The employees effort and performance at a particular level is influenced by their individual goals and objectives and which would vary by each individual. An outcome or reward that is perceived to be highly significant and important can result in a higher level of effort and performance by the individual employee. Effort Even though employees may exert higher levels of effort into a position based on a perceived significant reward, this could be a short-term success if the task itself does not challenge or provides satisfaction to the employee. Employee Development Employees prefer to function in environments that provide a challenge, offers new learning opportunities, significantly contributes to the organisations success, offers opportunities for advancement and personal development based on success and demonstrated interest in a particular area. Feedback Individuals prefer to have timely and open feedback from their supervisors. This feedback should be an ongoing process during the year and not limited to formal performance reviews once or twice per year. In addition, the feedback should be from both the employee and the supervisor. Employee Retention at Advanced Photonics Inc : As implicated in the case study Thomas Chan the vice president at the organisation has observed that employees even though were under 40 years, which is too early to retire quitting the job at API. It has also been witnessed that it is not for reasons like stress or long hours but the organisations share options that skyrocketed on the stock market which left many employees at API with more money than they could possibly spend. It has also left the employees to be millionaires giving them financial independence leaving fewer reasons to stay in employed at API. In this particular case Thomas was approached by Suzanne Chalmers who has been employed at API for four years in the field of internet protocol as a software engineer supporting the software that directed fibre optic light through APIs routers. It is also mentioned that internet protocol is a very specialized work and Chalmers was one of the top talents in that area. Theory of Expectancy and Four Drive Theory: Four Drive Theory: As it is known that emotions play a significant role in employee motivation which is not supported by many theories and researchers. But, the four drive theory emphasizes the concept and relevance of emotions in employee motivation. The theory was developed by Harvard Business School professors Paul Lawrence and Nitin Nohria. According to Steven M, Mara O, Tony T (P. 178, 2009), a motivation theory that is based on the innate drives to acquire, bond, learn and defend, and that incorporates both emotions and rationality. It has been derived that employees with higher emotional intelligence are more sensitive to competing demands from the four drives, and are better able to avoid impulsive behaviour from those drives, and can judge the best way to act to fulfill those drive demands in a social context. Recommendations of the practical implications of the theory are explained in two parts. First being that best workplaces for employee motivation and wellbeing offer co nditions that help employees fulfill all four drives. Employees continually seek fulfillment of their innate drives, so successful companies provide sufficient rewards, learning opportunities, social interaction and so forth for all employees. The second recommendation is that fulfillment of the four drives must be kept in balance; that is, organisations should avoid too much or too little opportunity to fulfill each drive. The reason for this recommendation is that the four drives compensate each other. Expectancy Theory of Motivation: This theory offers an elegant model based on rational logic to predict the chosen direction, level and persistence of motivation. According to Steven M, Mara O, Tony T (P. 178, 2009), expectancy theory is a motivation theory based on the idea that work effort is directed toward behaviors that people believe will lead to desired outcomes. The concept also says that work effort is directed toward behaviors that people believe will lead to desired outcomes. One of the appealing characteristics of expectancy theory is that it provides clear guidelines for increasing employee motivation. The Expectancy Theory of Motivation was developed, by Victor Vroom of the Yale School of Management, in the year 1964. He was of the opinion that people made a conscious choice while deciding whether or not to perform at the workplace. However the choice that was made by the employee depended entirely on the employees level of motivation which in turn was a function of th ree factors which are effort, performance and outcome. Current trend of Employee job satisfaction and Suzanne Chalmers: In the current generation employee is not completely satisfied with higher salary packages but is looking for more than that and stressing on innovative ways of retaining the employee. The reasons for choosing an organisation for employment can be categorized as location of company, compensation, the job, company reputation, career development, career path, job security, organisational culture, challenge, training and development, empowerment and attractive benefits. Like wise potential reasons for employee to leave the organisation can be classified as salary, lack of challenge and opportunity, lack of career advancement opportunities, ineffective leadership, inadequate emphasis on teamwork, not having the opportunity for a flexible work schedule, too long of a commute, lack of trust in senior management, inadequate opportunity for training and development and low overall job satisfaction. The case of Suzanne Chalmers can be listed for lack of challenge and opportunity and lack of c areer advancement. The employer took care of everything but lacked on the above mentioned factors leaving the employee with no other choice but to quit the job. Conclusion: If the organisations take up better employee retention plans and offer employees with more valued reasons to stay back with the organisation. The firms can possibly come up with innovative employee retention programs by offering the employees with better location of the company or the branch which is closer to their living place, compensation, better job matching their qualification, career development, career path, job security, organisational culture, challenge in job, training and development, empowerment and attractive benefits. Applying the thoughts of Four Drive theory has been proved to be very important in the current situation as emotions play a major role in motivation of employees.

Essay --

Ethics in School Psychology School psychologists are presented with making ethical decisions on a daily basis due to the delicate balance between the needs of schools, parents, and children. What may be in the best interest of the child may conflict with the desires of the parents or may require services the school would rather ignore. Ethical dilemmas become increasingly complicated when state or federal laws conflict with ethical principles that could result in legal consequences. Ethical issues are a critical component for both the training and professional guidelines for the American Psychological Association (APA) and the National Association of School Psychology (Nagle, 1987). The current paper will provide an overview of the four overarching NASP ethical principles alongside examples of common ethical dilemmas faced by school psychologists. Respecting the Dignity and Rights of All Persons The first principle outlined by NASP (2010) states that: School psychologists engage only in professional practices that maintain the dignity of all individuals. In their words and actions, school psychologists demonstrate respect for the autonomy of persons and their right to self-determination, respect for privacy, and a commitment to just and fair treatment of all persons. (p. 302). Additional principles subsumed under this overarching principle include: (a) autonomy and self-determination; (b) privacy and confidentiality; (c) fairness and justice. Autonomy and self-determination respects each individual’s right to make decisions that affect him or herself including consent and assent processes. There are ethical exceptions to parental consent, such as consultation services to a teacher regarding interventions with a child tha... ...e of school psychologists’ responsibilities demands an effective strategy to approach ethical dilemmas. Conclusion Ethical considerations are an integral component to every school psychologists’ job. NASP (2010) outlines four overarching ethical principles including: (a) respecting the dignity and rights of all persons; (b) professional competence and responsibility; (c) honesty and integrity in professional relationships; (d) responsibility to schools, families, communities, the profession, and society. These principles elucidate the complex nature of possible ethical dilemmas that can arise across the diverse range of school psychologists’ roles. A thorough knowledge of ethics and law make up the foundation for providing effective services to students, families, and schools. Without an understanding of ethics, school psychologists could do more harm than good.