Globalization of the Fast Food Industry Essay - 1802 Words

English 120 11-22-09 Globalization of the Fast Food Industry Imagine a world where almost everyone is overweight, and cultural and family traditions do not exist. Eric Schlossers book Fast Food Nation: The Dark Side of the All-American Meal explores the effects of the spread of fast-food companies like McDonalds to other countries. In his chapter â€Å"Global Realization† Eric Schlosser claims that â€Å"The global expansion of American fast food is homogenizing cultural identities; like Las Vegas, it offers â€Å"a brief sense of hope†¦ that most brilliant illusion of all, a loss that feels like winning† Schlosser carefully selects and organizes information to advance his claim by using direct evidence as well as more subtle methods. In order†¦show more content†¦Schlosser starts off by saying that McDonalds biggest forms of advertisement is toward small children. An Australian survey concluded that â€Å"half of the nations nine and ten-year-olds thought that Ronald M cDonald knew what kids should eat†(Schlosser 530). It just goes on to show how the fast food industry exploits children at such a young age. Schlosser goes mentioning that on several occasions McDonalds tends to â€Å"bully† any party whom tries to take them to court, and â€Å"threatened to sue at least fifty British publications and organizations, including channel 4, the Sunday Times, the Guardian, the Sun, student publications, a vegetarian society, and a Scottish theater group† (542). McDonalds did this for the sake of not losing a case called â€Å"The Mclibel case† which consists of a former postal worker Dave Morris and minibus driver and bartender Helen Steel which filed a lawsuit accusing McDonalds for â€Å"promoting third world poverty, selling unhealthy food, exploiting workers and children, torturing animals, and destroying the Amazon rain-forest amongst other things† (Schlosser 542). During the case McDonalds went as far as hiring spi es to break into houses to gather evidence for their case. Schlosser writes â€Å"The spying had begun in 1989 and did not end until 1991, nearly a year afterbthe libel suit had been filed† (544). This helps further Schlossers claimShow MoreRelatedGlobalization in the Fast Food Industry in Indonesia1515 Words   |  7 PagesFor this essay, I have chosen the fast food industry as the industry I will look at and Indonesia as the country. Indonesia has a population of 232 million people, with the capital city Jakarta alone has 10 million people, more than twice the population of the whole of New Zealand. So Indonesia represents a huge market for industries to delve into, in 2011 Indonesia recorded US $18 billion in Foreign Domestic Investments and ranked 18th for biggest FDI inflow. (data.worldbank.org, 2013) And on aRead MoreEssay about Fast Food Globalization1351 Words   |  6 PagesFast Food Globalization Some people get confused when they hear the word, globalization. What is it? Globalization is a modern term used to describe the changes in societies and the world economy that result from dramatically increased international trade and cultural exchange. That means the world is slowly becoming one by producing goods and services in one part of the world, only to share it on an international level. This is a deeply controversial issue, however. Proponents of globalizationRead MoreThe Impact Of Globalization On The People Of China1413 Words   |  6 PagesIntroduction Globalization is a worldwide growth phenomenon where economies, communities, and traditions are being integrated through increased interaction (Goodman). However, the phenomenon has come amid controversies. It has both positive and negative effects on the globe. Positive effects include globalization of western corporations that at some point had their businesses solely operating in the western nations (Goodman). Fast communication channels have interconnected people around the worldRead MoreCompetitive Strategies Government Policies Essay1607 Words   |  7 PagesAlodeh ECO 365 February 4, 2013 Gregory Czarnecki McDonald’s The fast food industry is a highly competitive environment. For a leading chain such as McDonalds they always need to be thinking ahead about the competition and how the economy affects their industry. Although McDonalds is one of the biggest fast food chains they have to be aware of new companies entering in to the market, mergers, globalization, pricing, and how to continuously sustain their profits. By being aware of theseRead MoreGlobalization And The Fast Food Market1172 Words   |  5 Pages09/17/14 Globalization It is summer in Ghana and I’m walking down a block in my neighborhood. The air is hazy and dense and the smell of food fills every corner. A city that never used to have any of foreign foods, now filled with the aroma and signs of fast food restaurants. As I walked, I realize that there was only one whole food market. Meanwhile, a McDonald’s and Kentucky Fried Chicken were seen on multiple corners. Another thing I noticed: the majority of people entering the fast food marketRead MoreCultural Globalization: The Emergence of the Americanized World 685 Words   |  3 PagesAnnan once said, â€Å"Arguing against globalization is like arguing against the laws of gravity†. Globalization is an inevitable phenomenon in human history that brings about greater interconnectivity and integration of people worldwide. Over the past few decades, the pace of global integration has accelerated quickly and dramatically due to unprecedented advancements in technology, communicat ions, science, transport and industry (The World Bank, 2013). Globalization affects economical, cultural, technologicalRead MoreGlobalization Of The American Style Fast Food900 Words   |  4 PagesGlobalization is one of the most popular issues that have been discussed through the world by the sociologist for decades.(James A. D, Dick. P, Yongseok Seo 2006) According to John Tomlinson’s (Tomlinson 2006) cognition of globalization. He interprets that: â€Å"Globalization is a complex process because it involves rapid social change that is occurring simultaneously across a number of dimensions – in the world economy, in politics, in communications, in the physical environment and in cultureRead MoreThe Culture Of The Niger Delta Region Of Southern Nigeria1200 Words   |  5 Pagesnon-western cultures that have been impacted by globalization. The Ogoni culture indigenous non-western culture in the Niger Delta region of southern Nigeria attained influence from the oil industry (Unknown, UNPO, 2009). In 1956, after World War II, Shell Oil Company from Britain began searching for oil deposits in new territory, with discovery of oil in the Niger Delta, Nigeria (Unknown, UNPO, 2009). Prior to the globalization of the oil industry, the Ogoni culture, had a culture of tradition expandingRead MoreHuman Resource Planning and Development Leads to Success Essay examples1396 Words   |  6 PagesSupply: McDonalds Corporation is the leading fast food restaurant chain across the globe that serves tens of millions of customers on a daily basis. The corporation has fast food chains in more than 200 countries worldwide and customizes its food products to meet the demands of customers in these regions. This company has achieved tremendous success and profitability throughout its operations to an extent that it is regarded as the epitome of globalization. The ability of McDonalds to maintain itsRead MoreThe Global Arches Business1304 Words   |  6 Pagesin the fast food industry around the world. When outsiders look at the American life, they see a very fast pace, overweight, and look for the easy way out and inexpensive ways. These are largely what the Golden Arches Corporation is all about. Many people see the expansion of this business as an expansion of the problems this country has. The culture around us is seen as to have a major connection with the Golden Arches Industry. With the inspiration of America moving toward globalization, many

Job Satisfaction, Work Environment, and Rewards Free Essays

string(135) " on a cohort of German employees by Dormann and Zapf \(2001\) in a review on the studies on the alleged stability of job satisfaction\." Job Satisfaction, Work Environment, and Rewards: Motivational Theory Revisited labr_496 1.. 23 Lea Sell — Bryan Cleal Abstract. We will write a custom essay sample on Job Satisfaction, Work Environment, and Rewards: or any similar topic only for you Order Now A model of job satisfaction integrating economic and work environment variables was developed and used for testing interactions between rewards and work environment hazards. Data came from a representative panel of Danish employees. Results showed that psychosocial work environment factors, like information about decisions concerning the work place, social support, and in? uence, have signi? cant impacts on the level of job satisfaction. Maximizing rewards did not compensate public employees to an extent that ameliorated the negative effects on job satisfaction of experiencing low levels of any of these factors whereas in? uence did not impact job satisfaction of private employees. 1. Introduction Although job satisfaction is not considered an economic variable in itself, several studies in a labour economic context have highlighted that low job satisfaction is a determinant of resignations from the work place; see Akerlof et al. (1988), Blank and Diderichsen (1995), Clark et al. 1998), and Kristensen and Westergaard-Nielsen (2004). Other studies have shown an impact from job satisfaction on phenomena that are more dif? cult to observe directly, such as intention to leave the work place (Bockerman and Ilmakunnas, 2005), motivation and absenteeism (Keller, 1983; Tharenou, 1993), and counterproductive behaviour (Gottfredson and Holland, 1990). Work environment has been found to in? uence labour market outcomes in terms of early retirement (see Lund and Villadsen, 2005), employee long-term absence from work due to illness (see Benavides et al. 2001; Hemmingway et al. , 1997; Lund et al. , 2005), short-term sickness absence (see Munch-Hansen et al. , 2009), and productivity (see Cooper et al. , 1996). Within traditional economic theory, work environment factors have tended to be modelled as job attributes, seen as hazards at work for which compensating wage differentials are to be paid. The theory of compensating wage differentials goes as far back as Adam Smith’s book, Wealth of Nations, from 1776, where equalizing wage differentials adjust the net advantages of different jobs. This makes it possible to achieve general labour market equilibrium when work places, preferences, and technologies are heterogeneous. Rosen (1986) reviews the various studies on the area and ? nds evidence of compensating wage differentials especially for physical working conditions, like shift work, heavy, dirty, or dangerous work. Other studies ? nd no evidence of compensating wages differentials (see Ehrenberg and Smith, 1994) or, in cases where workers do receive compensating wages differences, that the compensation does not re? ct their true preferences (see Lanfranchi, 2002). Lea Sell — Bryan Cleal (author for correspondence), The National Research Centre for the Working Environment, Lerso Parkalle 105, 2100 Copenhagen, Denmark. E-mail: bcl@nrcwe. dk. LABOUR 25 (1) 1–23 (2011) DOI: 10. 1111/j. 1467-9914. 2010. 00496. x JEL J6, J28, J30, J31, J45, J81  © 2011 CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing Ltd, 9600 Garsington Rd. , Oxford OX4 2DQ, U K and 350 Main St. , Malden, MA 02148, USA. 2 Lea Sell — Bryan Cleal According to the theory of compensating wages differentials, the equalization of total compensation is dependent on both perfect mobility of workers and perfect information for workers and ? rms. Both assumptions are questionable. Mobility may be, at least temporarily, limited by factors such as a high unemployment rate or family ties, restricting job choice to a speci? c mix of working hours, pay, or location. Likewise, full information regarding working conditions, especially when drawing in psychosocial work factors, cannot be known in advance, but will be experienced only in the actual work situation. Under these circumstances adverse working conditions can have an impact on the level of job satisfaction even if high wages are paid. The purpose of the present paper is to identify determinants of job satisfaction in a model that contains detailed information on both work environment and economic factors. Moreover, we wish to test if employees report the same level of job satisfaction when exposed to a hazardous work environment in which compensations are maximized, as compared with a non-hazardous work environment in which there are no compensatory rewards. The results from the ? rst analysis are of interest because most previous studies on job satisfaction either do not include all economic variables of interest, and are cross-sectional studies not accounting for unobserved heterogeneity, or include only few work environment factors. The second analysis can supplement the theory of compensating wages differentials by introducing more detailed work environment measures and by testing the capability of rewards to compensate workers for hazards in the work environment to an extent that ameliorates the effects on job satisfaction. The work environment factors considered are all evidence-based health risks factors, thereby both long-term effects on work ability and health and short-term effects on employee satisfaction and motivation are considered. The data used in this study are a panel of a representative cohort of Danish employees at two points in time, 1995 and 2000. The data set consists of individual assessments of working conditions and socio-economic data for 3,412 employees (when omitting observations with missing response on any of the items analysed here). The data were collected by the National Institute of Occupational Health in Denmark. . Theoretical background Job satisfaction is not an absolute measure but merely an indicator for a range of job characteristics. Using Locke’s (1976) de? nition, job satisfaction is a positive emotional state resulting from the appraisal of one’s job and it is worth recalling here that such subjective data are generally viewed with suspicion by econo mists. Freeman (1978) states that the principal problem in interpreting responses to such questions is that they depend not only on the objective circumstances in which an individual is situated, but also on one’s psychological state. Moreover, the level of job satisfaction may also be in? uenced by ability thus representing unobservable, stable characteristics of individuals. Earlier studies within organizational psychology have shown that the level of job satisfaction varies very little over time, suggesting that it does re? ect underlying stable personal dispositions (see Schneider and Dachler, 1978). This has been tested on a cohort of German employees by Dormann and Zapf (2001) in a review on the studies on the alleged stability of job satisfaction. You read "Job Satisfaction, Work Environment, and Rewards:" in category "Essay examples" The result was that after controlling for stable working conditions, the stability of job satisfaction diminishes to nonsigni? cance, indicating that an underlying dispositional in? uence on job satisfaction is not direct, but mediated by working conditions. This also suggests that the level of job satisfaction can be changed by organizational measures.  © 2011 CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing Ltd Job Satisfaction, Work Environment, and Rewards 3 A general and well-known model of job satisfaction was developed by Herzberg (see Herzberg et al. 1959). He found that some job factors could only cause dissatisfaction or short-lasting motivation whereas other factors could invoke long-lasting positive feelings towards the job. If job factors are in fact dual with regard to their effect on job satisfaction, the method used for examining job satisfaction should account for this. If only testing for positive or negative associations between the covariates and job satisfaction, information on the factors being only capable of causing either high job satisfaction or low job satisfaction would most likely be lost. As for the effects of compensatory rewards, this may be essential and consequently separate analyses are undertaken here for the outcome being highly satis? ed with the job and the outcome being dissatis? ed with the job. Many of the earlier studies on job satisfaction have made an analytical distinction between the two genders as there consistently has been reported higher job satisfaction for women; see, for example, Sloane and Williams (2000) and Clark (1997). Where Sloane and Williams ? nd that the differences stem from men and women having different types of work, Clark ? ds that neither different jobs, their different work values, nor sample selection accounts for the gender satisfaction differential. Rather he proposes an explanation based on well-being relative to expectations. A man and a woman with the same jobs and levels of expectations would report identical levels of job satisfaction. But as women’s expectations are lower than men’s due to having been more attached to work in the home, they will report higher job satisfaction than their male counterparts even given the same working conditions. This hypothesis is supported by the ? ding that the gender satisfaction differential disappears for the young, the higher educated, professionals and those in male-dominated work places. This can be related to the length of time women have had an established position at the labour market, an issue that has been further exploited in a paper by Kaiser (2005). Here Denmark, Finland, and the Netherlands are the only European countries that do not show signi? cant gender–job satisfaction differences. They argue that the gender–job satisfaction paradox fades out in the process of ‘modernizations’ of the labour market. This modernization is facilitated if the welfare state as in Scandinavia and, to a certain extent, the Netherlands supports equal opportunities for women and men by means of, for example, kindergartens and homes for the elderly people. A more recent topic within this line of economic literature is based on the theory that the public sector is likely to attract individuals with high intrinsic motivation to care about the recipients of public service or those who thrive on the social recognition they might receive for contributing to an important mission (Benabou and Tirole, 2006). And although the picture is not fully conclusive, studies have in fact shown that publicly employed workers are less motivated by high pay and place a higher value on the intrinsic rewards than employees within the private sector. They are prepared to work for a lower overall pay level than is the case for private-sector employees because they derive satisfaction from participating in the production of a good of high social value; see, for example, Karl and Sutton (1998) and Houston (2000). Ren (2010) points to that value congruence or organization and employees can strengthen the intrinsic motivation. He also investigates whether value congruence can impact the design of the organization and ? nds that value congruence is related to employee participation in decision making and autonomy as opposed to control. Apart from the above discussed differences in the incentive structures in the public and the private sector, there is also a difference in the gender distribution within the tw o sectors as women tend to be over-represented in the public as well as the non-pro? t sector. Narcy et al. 2008) investigates possible explanations for this and ? nds that the ‘feminization’ of the public sector can be explained by the fact that women obtain a higher wage gain from choosing this sector than men do, investigating, among other factors, the social objectives pursued by the  © 2011 CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing Ltd 4 Lea Sell — Bryan Cleal public sector. Also ? exible working hours have seemed to attract women. The result in regard to wages was found for Greek data in Demoussis and Giannakopoulos (2007). In Denmark 63. per cent of the employees in the public sector are women whereas this ? gure for the private sector is only 35. 1 per cent (OECD, 1997). According to the previous discussion, a meaningful analytical distinction when studying job satisfaction is between the private and the public sector. Newer studies th at have applied this distinction with good results are, for example, Demoussis and Giannakopoulos (2007) and Ghinetti (2007). They use Greek and Italian data, respectively, and the measures are on so-called ‘domain satisfactions’ representing different facets of the job, instead of a universal measure. Ghinetti examines differences in satisfaction between the private and the public sector in regard to six non-pecuniary job attributes. He ? nds that public and private employees are equally satis? ed on three of the items, that the publicly employed are more satis? ed on two items, and one item with mixed results. Using a division on sector, gender differences can be tested by means of interactions effects. In the present paper, we use a division on sector in combination with tests of gender interaction effects. An often discussed topic in relation to job satisfaction is wage. The general assumption is that higher wage increases job satisfaction, not necessarily because it actually makes you happier in the job, but because a higher wage increases overall utility by increasing total expenditure opportunities. Many studies apply a general job satisfaction measure, which makes it dif? cult to distinguish the two effects. Furthermore, not only absolute, but also relative wage is considered to be positively correlated to the level of job satisfaction. This is when using the wages of other workers having the same characteristics and type of job for comparison; see, for example, Clark (1996). In the present paper, wage is used as one type of reward along with recognition and future opportunities at the job. In order not to confuse the relationships between the three types of rewards, we use the absolute wage in the present analyses as opposed to relative wages. The job satisfaction measure applied is a general measure of job satisfaction. Other determinants of job satisfaction often applied in analyses performed within labour economic theory and thus also used in our analyses include education, job tenure, managerial position, the unemployment rate, and marital status and number of children. Tenure and having a leading position have nearly always been found to be positively related to job satisfaction (Clark, 1997). The relationships between job satisfaction, level of education, the unemployment rate, and wages are intertwined and convoluted. Education raises wages and thus job satisfaction. But education also raises expectations with respect to job content and thus the likelihood of experiencing job dissatisfaction. In addition, there is more opportunity for mobility between jobs in the low-wage job market due to fewer matching criteria for taking a job, increasing the likelihood of job satisfaction. Finally, a lower unemployment rate can raise job satisfaction through improved mobility (see Akerlof et al. , 1988). Where possible we use the unemployment rate within speci? c professions (60 per cent in the current sample), otherwise the average unemployment rate is used. Hours of work have been considered as a measure of the disutility of work whereas utility is increasing with increased leisure time. In Denmark, as well as in many other countries, working hours have to a great extent become a non-divisible good as a result of regulation. Moreover, long working hours can be evident both for workers having a very challenging job and for workers just having too much work, as shown by Kristensen et al. (2004). As a result we decided not to use the absolute number of working hours in our analyses and included ? exibility of working hours instead. Although work environment has been used extensively in earlier job satisfaction studies, the present article restricts its focus to factors where there is evidence of negative health outcomes.  © 2011 CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing Ltd Job Satisfaction, Work Environment, and Rewards 5 A widely used theory within psychosocial work environment research is the demand– control model, elaborated by Karasek (see Karasek and Theorell, 1990). Job demands encompass quantitative job demands, time pressure, and con? icting job demands whereas decision latitude in contrast is a measure of control and composed of level of job discretion and the degree of in? uence. Workers exposed to high demands and low control have an increased risk for a number of diseases, notably cardiovascular diseases. High job demands in association with low control have also been associated with diseases such as musculoskeletal disorders, psychiatric illness, gastrointestinal illness, cancer, suicide, sleeping problems, and diabetes (see Kristensen, 1996). Later studies (e. g. Johnson and Hall, 1988) have shown that a high level of social support can counteract the negative effects of high job strain. A more recent theory is the effort–reward imbalance model by Siegrist (1996). High effort in combination with low rewards has been shown to have an impact on stress, sudden cardiac death, and hypertension. In this model job demands are a composite measure of time pressure and other quantitative demands, similar to the demands of the demand–control model. Reward can be in the form of wages, recognition, and opportunities for personal development or career opportunities. In our analyses we integrate all three reward measures in testing if employees report the same level of job satisfaction when exposed to a hazardous work environment in which compensations are maximized, as compared with a non-hazardous work environment in which there are no compensatory rewards. Job security and predictability are related to the conception of status control. Not having a high level of information on decisions that concern the work place is an invisible stressor that has been found to predict heart disease (see Iversen et al. , 1989). In the extensive Whitehall II study set-up in Britain in order to investigate the causes of the social gradient in morbidity and mortality, the impact of privatization on a former civil-servant department when job outcomes were not established was evaluated (see Stansfeld et al. , 1997). In the gap between the announcement of the privatization and the termination phase where the employees had gained more certainty about their future job status, there was an increase in the psychiatric morbidity compared with the morbidity in the period before the announcement of the privatization. Other psychosocial health factors included in the analyses in this paper are being exposed to aggression at the work place and role con? icts. Exposure to con? icts, teasing, or threats of violence can provoke stress, anxiety, and, in the long run, fatigue in the victims (see Hoegh, 2005). Role con? ict is a measure of con? icting demands and unclear responsibilities and is considered a source of chronic stress, also shown to have an impact on job satisfaction (Fisher and Gitelson, 1983). Physical job demands are included using a measure of the frequency of odd working positions, including having the back heavily bent forward with no support for hands or arms, twisted or bent body, hands lifted to shoulder height or higher, the neck heavily bent forward or squatting or kneeling (see Lund and Tsonka, 2003). Noise is measured on a dichotomous scale re? cting if workers are exposed to noise so high that one must raise his or her voice more than 75 per cent of the time in order to communicate with others. For a review of the effects of noise on mental health, see Stansfeld et al. (2000). 3. Method 3. 1 Elaboration of variables In this paper the wording of the question on job satisfaction is: ‘Are you satis? ed with your job? ’. The answers fall in four verball y labelled and ordered categories. Possible answers are:  © 2011 CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing Ltd 6 Lea Sell — Bryan Cleal Yes, indeed’, ‘To some extent’, ‘Not so much’, and ‘No or very seldom’. For analytical purposes, answers in the category ‘Yes, indeed’ de? ne the outcome high job satisfaction whereas answers in categories ‘Not so much’ and ‘No or very seldom’ de? ne being dissatis? ed with the job. In general the variables are entered in the model in their original form. However the variable representing high demands in combination with low control, as well as the scale for social support, is composed of several measures. Social support consists of a practical and a psychological dimension, both of which are assessed in the questionnaires. The scales differ slightly from 1995 to 2000 and we have therefore dichotomized in a way that makes them equivalent. Hence we only look at situations where the employee either always receives help, support, and encouragement or not. There are separate questions for social support from colleagues and from leaders or superiors. Not always receiving support from either colleagues or superiors is assigned the lowest level, always receiving support from either colleagues or superiors are the two intermediate levels, and always receiving support from both groups is the highest level. In order to measure demands and level of control, a variable that re? ects the demands in different occupations has been constructed. Demands are de? ned as being high if work demands attention and full concentration almost all of the time, if the pace of work is perceived to be very fast, or when con? icting or unclear job demands are experienced. Low control is de? ned as a combination of limited in? uence on planning one’s own work and low job variation. 3. 2 Data and the population Data on work environment and health in the working population were obtained from the Danish Work Environment Cohort Study (DWECS) (see Burr et al. 2003). The panel started out with a simple random sample drawn from the central population register in 1990, consisting of people aged 18–59 years per 1 October 1990. People in this panel were interviewed in 1995, 2000, and 2005 and the panel is continuously adjusted for ageing and immigration. The 1990 sample consisted of 9,653 individuals of which 8,664 participated (90 per cent). Of these, 6,067 (70 per cent) were wages earners. The following 1995 sample consisted of 10,702 persons, of which 8,572 participated (80 per cent). Of the participants in 1995, 5,649 (65. 9 per cent) were wage earners, 6. 7 per cent were enterprise owners, and 27. 4 per cent were not in the job market. Of the 5,649 wage earners in 1995, 4,647 also participated in the survey in 2000 (82. 3 per cent). The population used for the analyses in this paper are the respondents who were wage earners in 1995 and who also participated in DWECS as wage earners in 2000, corresponding to 3,773 individuals. The sample only contains information about present job in 1995 and 2000, respectively, and on tenure in these jobs. Information on possible intervening unemployment spells is only obtainable when linking the data set to a register of social payment transfers that have not been within the scope of this paper. Job satisfaction has shown to be related to job change as in, for example, Kristensen and Westergaard-Nielsen (2004). As for job change in our population, a total of 1,128 individuals have changed work place in the period. When dividing this subsample on job satisfaction levels as reported in 1995, 49. 7 per cent of those who were not, or only very seldom satis? ed with the job change work place during the 5-year period whereas only 32. per cent of those who were highly or to some extent satis? ed with the job have changed job by 2000. Moreover, as wage earners who had a low degree of job satisfaction in 1995 have had a higher  © 2011 CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing Ltd Job Satisfaction, Work Environment, and Rewards 7 incentive to leave the work force completely or start their own enterprise by 2000, the ? nal sample may be biased. To estimate the size of this potential bias, all participants in 2000 (including unemployed and enterprise owners) are divided among the four categories of job satisfaction levels reported in 1995. The results are that 21 per cent of those who were not, or only very seldom, satis? ed are not in the work force in 2000. Of those who were highly or to some extent satis? ed with the job, only 14 per cent had left the work force. However, the total amount of dissatis? ed workers who have left the sample amounts to 58 persons and attrition should therefore not pose a serious threat to the reliability of results. After deducting observations with missing values on any of the analysed items, the cohort consisted of 3,412 individuals. See Table 1 for sample characteristics. 3. 3 Statistical analyses The data resulting from measuring qualitative phenomena by the use of questionnaires are most often categorical, ordinally scaled data. This means that they are ordered, but with intervals that might be uneven. One example is measures of job satisfaction using a verbal rating scale, consisting of a discrete number of verbally described ordered categories. This type of data restricts the types of arithmetic operations that can be applied, which in turn limit the range of statistical methods suitable for the analysis. As noted earlier, another problem when analysing job satisfaction is that of unobserved heterogeneity. It causes problems because the regression model is based on the assumption that there is no correlation between the explanatory variables and the error term. But as the error term captures the variation from potentially omitted variables such as ? xed personal traits that may in? uence the probability of a speci? c outcome on the job satisfaction variable, this type of model error is likely to occur in analyses of job satisfaction. A method to eliminate heterogeneity is the application of conditional likelihood in logistic regression, as shown by Chamberlain (1980) in the case of having a binary response variable. The principle applied here is that when using logistic regression with conditional likelihood and having more than one observation per object, the variables that do not change values are not used in the estimation. Unfortunately this also means that a variable like gender will be omitted from the estimation. The latter problem can be solved by either splitting up the analysis in two parts according to gender or by integrating gender effects as interaction effects, which is the method adopted in this paper. As the scale on which job satisfaction is measured in the present analysis consists of four ordered categories with verbal ratings, ordinal comparability can be assumed and the response variable can be recoded to a binary variable without violating any assumptions. Conditional likelihood estimation is performed using the panel 1995–2000. Supplementary ordinary regressions are completed using the cross-sectional data from 2000. Predicted probabilities are generated from the cross-sectional data. Initially, correlation analysis using Kendall Tau was performed on all explanatory variables. The correlation coef? cient was below 0. 0 except between age and tenure, and between education in years and wage. Tenure is used as a substitute for age, as the sign of the correlation between age and job satisfaction also may depend on age (Clark et al. , 1998). Educational levels were dichotomized and tested in the model as with the gender interaction terms. The full model with variables giv en in Table 1 and Appendix A becomes:  © 2011 CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing Ltd Age in years Mean Years of school Mean Std. deviation Professions Vocational training Marital status Cohabiting 39. 7 Public 13. 3 2. 57 34. 2 79. 3 35. 7 Private 995 12. 1 2. 19 53. 5  © 2011 CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing Ltd 74. 7 80. 8 54. 4 12. 5 2. 36 40. 9 Private 2000 81. 9 33. 7 13. 7 2. 53 44. 7 Public Net month pay Mean, DKK. Std. deviation Tenure Mean Std. deviation Gender Male Female 64. 9 35. 1 7. 0 7. 52 10,891 4,909 Private Table 1. Summary of key demographic and economic variables in balanced panel (N = 3,412) 1995 36. 6 63. 4 8. 8 8. 10 9,932 4,102 Public 65. 0 35. 0 9. 0 8. 79 13,600 4,667 Private 2000 34. 5 65. 0 11. 4 9. 64 12,123 3,541 Public 8 Lea Sell — Bryan Cleal Job Satisfaction, Work Environment, and Rewards 9 JSij = ? i + ? marriedij + ? 2 Childrenij + ? 3High schoolij + ? 4Short further educationij u + ? 5 Tenureij + ? 6 Leaderij + ? 7 unemployment rateij + ? 8 Noiseij + ? 9 Physical strainij + ? 10 Influenceij + ? 11High demand-low controlij + ? 12 Job securityij + ? 13 Informationij + ? 14 Role conflict ij + ? 15Social sup port ij + ? 16 Conflict at workij + ? 17 Flexible hoursij + ? 18 Logpay ij + ? 19 Job futurei + ? 20 Recognition leaderi + ? ij . The i subscript refers to different persons and j refers to different measurements for person i, Job satisfaction (JS) is the dependent variable, a the constant, b is the vector of the coef? ients of the explanatory variables, and eij is a random error term. Questionnaire answers on job future opportunities and recognition from leaders are only available for the 2000 cross-section. The estimation method is maximum likelihood and the statistical computer programs used were SAS 8. 2 and STATA 9. 0, the logit procedure and the clogit procedure. Results are presented as factor changes in odds, expressing the increase in the odds of being i n the group having a high degree of job satisfaction, for a one point, or level, increase in the explanatory variable. 4. Results In this section we present the empirical results based on four sets of analyses. (1) Preliminary regression analyses on gender differences. (2) Main results: Estimating the probability of the outcomes being highly satis? ed with the job and being dissatis? ed with the job using conditional likelihood estimation. (3) An ordinary logistic regression analysis using only data from 2000 with addition of recognition from leaders and future job opportunities to the model. This model is used for predicting the probability of having a high level of job satisfaction when rewards are optimized and work environment factors are at unfavourable levels. 4) A fourth and last analysis has the purpose of validation of the question on job satisfaction and consists of a regression where job satisfaction as response variable is substituted by a question on the degree of motivation and engagement in one’s work. 4. 1 Preliminary analyses on gender differences Initially, tests for gender interaction effects are performed. For private-sector employees, social support shows both a signi? cant gender effect and a general effect on job satisfaction. For public-sector employees job security indicates a signi? ant gender effect and a general effect. In both cases being a woman increases the impact on the level of job satisfaction. The gender interaction effects are veri? ed when running separate regressions on genders still using the division on sectors. The results can be seen in Appendix B. Due to the loss of observations when using ? xed effects regressions these regressions are run on only the 2000 cross-section using ordinary logistic regression on the outcome being highly satis? ed. A few results turn out to be gender speci? : only for publicly employed men, having no education above high school level lowers the probability of a high level of job satisfaction and having a leading position increases the probability of high job satisfaction signi? cantly. For publicly employed wo men only, the unemployment rate is signi? cantly and inversely related to the level of job satisfaction. Job security is signi? cant as suggested by the found interaction effects. For privately employed men and women, gender-speci? c effects are in? uence that increases the  © 2011 CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing Ltd 0 Lea Sell — Bryan Cleal probability of high job satisfaction for men, job security that increases the likelihood of job satisfaction for women, and being exposed to aggression at the work place, which is only signi? cant for women. Moreover, the coef? cient of social support is larger for women than for men corresponding to the results of the gender analysis. In regard to wages, the effect is large and positive for both privately employed men and privately employed women but nonsigni? cant for both genders within the public sector. As discussed in the statistical analysis section multicollinarity existed between education in years and wage. Therefore educational levels are entered as separate variables to the model. Ultimately, only having no further education beyond high school and having a short further education were statistically signi? cant (p 0. 05) and these levels are therefore kept in the model. 4. 2 Results using conditional likelihood on the combined panel of data from 1995 and 2000 The gender interaction effects found and the two variables representing educational level are now entered in the ? al model. The results are shown in Table 2. The left section of the table shows the results when estimating the probability of having a high level of job satisfaction and the right section of the table shows the results when estimating the probability of having a low level of job satisfaction, the latter in order to test for a duality in the impacts on job satisfaction as discussed in Section 2. Looking ? rs t at the results for the economic and demographic measures, the odds of being in the high job satisfaction category are reduced with one-? th for every additional child for private employees, although the latter effect is only borderline signi? cant (p = 0. 077). This result is matched in the public sector, in the way that the odds of having a low level of job satisfaction triple for an additional child. For privatesector employees, having no more than a high school education, opposed to having an educational level above high school, nearly triples the odds of being in the high job satisfaction category and also reduces the odds of being in the low job satisfaction category, although the latter effect is only borderline signi? ant (p = 0. 063). Having a medium length or short further education nearly halves the odds of being highly satis? ed with one’s job. Educational level does not show any effects of signi? cance for public-sector employees. High tenure raises the odds of being in the low job satisfaction category for public-sector employees, a result not matched elsewhere. Within both sectors, the level of job satisfaction seems to be related to the size of the unemployment rate, and the scope of this relation is similar for private and public employees. The sizes of the odds indicate an 8. 3 per cent decrease in the odds of being in the high satisfaction category per per cent increase in the unemployment rate for private-sector employees and a 9 per cent decrease in the odds of being in the high satisfaction category per per cent increase in the unemployment rate for public-sector employees. In regard to occupational health factors, the public and the private sector have four factors in common: role con? cts nearly halves the odds of being in the high satisfaction category in both sectors, odd work positions decrease the odds of being in the high satisfaction category for private employees by one-third, and for public employees by nearly one-half. Increasing the level of information that concerns the work place raises the odds of being highly satis? ed by 71 per cent for privately employed and by 91 per cent for publicly employed workers. For each increase in the level of social support, the odds of being highly satis? ed increase b y 58 per cent and 31 per cent, respectively. For public employees, increasing the level of in? ence increases the odds of being highly satis? ed with the job by 71 per cent, and having foreseeable job security above 12 months nearly doubles the odds of being in the high job satisfaction category. For private-sector  © 2011 CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing Ltd 1. 061 0. 811(*) 2. 881* 0. 558* 1. 009 1. 349 0. 917* 0. 525* 0. 681* 1. 045 0. 965 1. 532 1. 709* 0. 537* 1. 576* 0. 973 1. 246* 1. 698(*) 0. 755* — 0. 674–1. 672 0. 643–1. 023 1. 342–6. 186 0. 359–0. 868 0. 978–1. 040 0. 707–2. 573 0. 876–0. 960 0. 303–0. 907 0. 514–0. 903 0. 849–1. 292 0. 446–2. 091 0. 904–2. 596 1. 380–2. 116 0. 398–0. 23 1. 257–1. 978 0. 555–1. 705 1. 103–1. 409 0. 990–2. 913 0. 575–0. 992 — CI 1. 310 1. 047 0. 497 0. 796 0. 974 0. 460 0. 910* 0. 739 0. 579* 1. 710* 0. 595 2. 042(*) 1. 906* 0. 525* 1. 309* 0. 936 1. 035 1. 386 — 0. 150* OR ? xed 0. 639–2. 682 0. 755–1. 452 0. 153–1. 618 0. 431–1. 472 0. 932–1. 019 0. 150–1. 417 0. 858–0. 965 0. 346–1. 576 0. 358–0. 935 1. 142–2. 559 0. 058–6. 084 0. 891–4. 680 1. 355–2. 681 0. 337–0. 817 1. 092–1. 569 0. 552–1. 589 0. 850–1. 260 0. 463–4. 154 — 0. 027–0. 825 CI Public (Reg. 2) 1. 379 0. 803 0. 062(*) 0. 414 1. 046 3. 378 1. 006 3. 843* 1. 238 1. 943* 4. 482* 3. 012* 2. 112* 2. 247(*) 1. 496* . 825 0. 913 1. 176 — — OR ? xed 0. 360–5. 274 0. 394–1. 639 0. 003–1. 157 0. 085–2. 022 0. 951–1. 150 0. 320–35. 729 0. 906–1. 116 1. 238–11. 926 0. 653–2. 347 1. 176–3. 212 1. 425–14. 091 1. 016–8. 933 1. 222–3. 650 0. 949à ¢â‚¬â€œ5. 320 1. 059–2. 114 0. 679–4. 902 0. 641–1. 300 0. 275–5. 038 — — CI Private (Reg. 3) b 0. 744 3. 396* 11. 731 2. 327 1. 195* 0. 061 1. 017 0. 358 1. 250 3. 186(*) 0. 727 0. 939 2. 052(*) 1. 152 1. 586(*) 4. 557(*) 0. 805 1. 766 — — OR ? xed 0. 140–3. 948 1. 049–10. 993 0. 469–293. 833 0. 383–14. 120 1. 025–1. 395 0. 0 0. 861–1. 202 0. 046–2. 809 0. 573–2. 724 0. 975–10. 409 0. 071–7. 497 0. 127–6. 940 0. 96–4. 699 0. 348–3. 819 0. 936–2. 689 0. 962–21. 598 0. 372–1. 740 0. 160–19. 521 — — CI Public (Reg. 4) Low job satisfactionc Dichotomous variables. Gender interaction effects: Male = 1. c Scales are reversed for in? uence, job security, information, social support, and ? exible hours when estimating job dissatisfaction. CI: 95% con? dence interval. Signi? cance levels:(*) 0. 05 p 0. 1 0, * 0. 0000 p 0. 05. Number of observations: Reg. 1 = 1,200, Reg. 2 = 650, Reg. 3 = 282, Reg. 4 = 128. -log (Likelihood): Reg. 1 = 317. 1, Reg. 2 = 172. 6, Reg. 3 = 50. 8, Reg. 4 = 27. 3. Pseudo R2s: Reg. 1 = 0. 24, Reg. 2 = 0. 3, Reg. 3 = 0. 48, and Reg. 4 = 0. 38. a Cohabitinga Number of children High school or lessa Short further education Job tenure in years Leader statusa Unemployment rate 1. Noisea 2. Odd work positions 3. In? uence 4. Low control–high demand 5. Job security 1 yeara 6. Information 7. Role con? ictsa 8. Social support 9. Exposed to aggressiona 10. Flexible hours Monthly pay. Ln kr Male social supportb Male job securityb OR ? xed Private (Reg. 1) High job satisfaction Table 2. Results from conditional logistic regression, when estimating the probability of being highly satis? ed with one’s job and being dissatis? ed with one’s job. Divided on private-sector and public-sector employees Job Satisfaction, Work Environment, and Rewards 11  © 2011 CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing Ltd 12 Lea Sell — Bryan Cleal employees, three additional factors have signi? cant impacts on the probability of being highly satis? ed with one’s job: noise halves the odds of having the highest level of job satisfaction; more ? exible working hours increase the odds of being highly satis? ed by 25 per cent; and ? nally the odds of log pay suggest that when log pay is increased by one unit the odds of being in the high satisfaction category increase by nearly 70 per cent. The effect is borderline signi? cant (p = 0. 054). Comparing the results from the conditional likelihood estimation with the results from the ordinary logistic regression analyses (as shown in Appendix B), a few discrepancies emerge: for publicly employed men having no more than a high school education lowers the probability of a high level of job satisfaction and having a leading position raises the probability of a high level of job satisfaction using ordinary regression analysis only. In? uence raises the probability of high job satisfaction signi? cantly for privately employed men but not when using ? ed effects analyses. For public employees, being exposed to aggression at the work place lowers the probability of high job satisfaction when using ordinary logistic regression analysis and the corresponding result from the ? xed effects regression is an increase in the probability of dissatisfaction when being exposed to con? icts. For private employees odd work positions only show an effect in the ? xed effects analysis. Looking at the results of predicting being dissatis? ed with one’s job several factors impact on the probability of both having a high degree of job satisfaction and being dissatis? d with the job. This is the case in the private sector for noise, information, role con? icts, and social support, and in the public sector for in? uence, information, and social support. On the other hand, being exposed to violence, threats of violence or teasing, or having a job with low control in combination with high demands only has an impact on the probability of being dissatis? ed with the job. 4. 3 Hazards and the effects of rewards on the likelihood of being highly satis? ed with the job Following the results from the regressions presented in the previous sections, pay is only a signi? ant predictor of having a high level of job satisfaction in the private sector, and did not seem to have any impact on the probability of being dissatis? ed. Withi n both labour economic studies and work psychology, future opportunities and recognition are also considered as rewards of work. As additional information is available on future opportunities and recognition in data from 2000, the following analysis incorporates all three types of rewards. In addition, people were asked in 1995 what they considered to be the most important aspect of their work. Of the three possible answers, 11. 2 per cent answered that the pay was good (6. 0 per cent in the public sector and 14. 8 per cent in the private sector), 58. 0 per cent answered that the work interested them (65. 6 per cent in the public sector and 52. 7 per cent in the private sector), and 30. 8 per cent answered that they got along well with colleagues (28. 4 per cent in the public sector and 32. 4 per cent in the private sector). The differences among public and private employees with regard to pay support the evidence from our analyses. However the results also suggest that alternative rewards may be considered although the capability of these rewards to compensate for hazards in the work environment is more uncertain. The second question we have sought to investigate is whether employees exposed to hazards at work for which they receive above average rewards, when comparing with employees in non-hazardous work with average rewards, report the same level of job satisfaction. This was achieved by means of calculations of predicted probabilities. The factors tested were signi? ant predictors of both having a high level of job satisfaction and being dissatis? ed with the  © 2011 CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing Ltd Job Satisfaction, Work Environment, and Rewards 13 job. Initially, a regression on the 2000 cohort integrating recognition from leaders and future possibilities in the model was performed. The results from this regression are shown in Appendix C. The hazards analysed for private- sector employees are high noise, low levels of information and social support, and role con? icts. For the public sector, low levels of information, in? ence, and social support are chosen. The results from varying the levels of these variables from their best, to their worst case, and at the same time maximizing the three types of rewards are shown in Table 3. The values in column 2 express the probability of being highly satis? ed with the job when each of the six chosen work environment factors are in their most positive position and all other variables are held constant at the mean. Column 3 shows the probability of being highly satis? ed with the job when each of the six hazards is at the most negative level. Columns 4, 5 and 6 give the probability of having a high level of job satisfaction when the individual factors are at the worst case, single rewards are at their best, and all other variables are at their mean. Having the lowest level of information gives the lowest probability of having a high degree of job satisfaction observed for private-sector employees (0. 62). For public-sector employees the likelihood of being highly satis? ed with the job when information is at the lowest level is 0. 56. This is the case when all other variables are held at an average level. Moreover, the probability of being highly satis? ed with one’s job never exceeds 0. 75 as long as information is low, which is below both 0. 81 and 0. 79, the average probabilities of being highly satis? ed with the job within the public and the private sector. Low in? uence predicts the lowest probability of a high level of job satisfaction for publicsector employees, which is 0. 56. In this case it is not possible to reach the same level of job satisfaction when having the lowest possible level of in? uence, as compared with those experiencing a high level of in? uence even if receiving maximum rewards. The same is evident for social support for employees in both sectors. In contrast, the impacts of high noise or experiencing role con? icts on the probability of having a high level of job satisfaction are, however, neutralized by either the highest level of leader recognition or future opportunities, or a high wage, being among the best-paid 2 per cent in the sample. 4. 4 Hazards and the effects of rewards on the likelihood of being highly motivated in the job The analysis made in Section 4. 3 is repeated now predicting the probability of having the highest level of motivation when the levels of in? ence, social support, and information are at their worst, individual rewards are at their best, and all other variables are at their mean. The results of this regression are shown in Appendix D. Table 4 is analogous with Table 3. The results in Table 4 are consistent with the results in Table 3, except that receiving the highest level of leader recognition now seems to compensate private ly employed for a low level of social support. 5. Discussion The way work environmental and socio-economic factors related to job satisfaction was not only in terms of either increasing job satisfaction or not, i. e. eing motivational factors or not. Thus in line with Herzberg et al. ’s (1959) theory some job factors also function as maintenance factors that are only being capable of making employees dissatis? ed with the job. In addition to this, some factors only had the impact of lowering the likelihood of being highly satis? ed with the job. These could be characterized as inconvenience factors with an unsettling effect on the motivation factors.  © 2011 CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing Ltd  © 2011 CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing Ltd 0. 713 0. 618 0. 727 0. 736 0. 563 0. 754 0. 598 . 798 0. 825 0. 881 0. 812 P(High JS) when X at its worst and the rest of the factors at their means 0. 838 0. 879 0. 829 0. 520 0. 72 1 0. 556 0. 804 0. 727 0. 814 0. 821 P(High JS) when Pay is at maximum, X at its worst, and the rest of the factors at the means 0. 701 0. 848 0. 730 0. 817 0. 743 0. 827 0. 834 P(High JS) when Leader Recognition high, X at its worst, and the rest at the means 0. 717 0. 858 0. 746 0. 815 0. 741 0. 825 0. 832 P(High JS) when Future Opportunities are high, X at its worst, and the rest at their means Probability of high Job Satisfaction for private employees when all variables at their mean: 0. 901. Probability of high Job Satisfaction for public employees when all variables at their mean: 0. 8052. Leader recognition is at its highest when the employee has answered ‘To a very high degree’ when asked: ‘Is your work acknowledged and appreciated by the management? ’ and future opportunities are maximized when the employee has answered ‘To a very high degree’ when asked: ‘Are the future prospects of your job good? ’. Private sector Noise Information Social support Role con? ict Public sector Information Social support In? uence P(High JS) when X is optimal and the rest of the factors at heir means Table 3. Probability of a high level of Job Satisfaction (JS) for varying levels of dissatisfaction factors and rewards (X) 14 Lea Sell — Bryan Cleal 0. 268 0. 320 0. 338 0. 408 0. 161 0. 396 0. 467 P(High M) when X at its worst and the rest of the factors at their means 0. 474 0. 532 0. 507 0. 380 0. 453 0. 187 0. 299 0. 353 P(High M) when Pay is at maximum, X at its worst, and the rest of the factors at the means 0. 443 0. 518 0. 230 0. 414 0. 476 P(High M) when Leader Recognition high, X at its worst, and the rest at the means 0. 448 0. 523 0. 233 0. 356 0. 415 P(High M) hen Future Opportunities are high, X at its worst, and the rest at their means Notes: Motivation is at its highest when the employee has answered ‘Yes, indeed’ when asked: ‘Do you feel motivated and engaged in your work? â€⠄¢; 39. 2% of the private employees and 46. 3% of the public employees answer ‘Yes, indeed’. Private sector Information Social support Public sector Information Social support In? uence P(High M) when X is optimal and the rest of the factors at their means Table 4. Probability of a high level of motivation (M) for varying levels of dissatisfaction factors and rewards (X) Job Satisfaction, Work Environment, and Rewards 15  © 2011 CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing Ltd 16 Lea Sell — Bryan Cleal While adding to the credibility of results, many respondents unfortunately are lost when using conditional likelihood estimation as those with none changing characteristics are dropped from the analysis. When comparing the results of the ordinary regression analyses with the results using conditional likelihood estimation it did not seem that controlling for ? xed effects alters results in regard to the subjective measures used. A possible explanation is that most answers are put as frequencies of exposure during working hours leaving less room for misconceptions of the questions. About two-thirds of the results on work environment variables were common for public- and private-sector employees, with effects of just about the same size. Common factors were odd work positions and role con? ict, both factors lowering the probability of having a high level of job satisfaction, and information on decisions that concerns the work place and social support, of which higher levels predicted being highly satis? d with the job and lower levels predicted job dissatisfaction. Factors being speci? c for the private sector were noise and a combination of low control and high demands, whereas exposure to aggression at the work place and level of in? uence only seemed to have an effect on public employees. Being exposed to violence, threats of violence or teasing, and having a job with low control in combination with high de mands are examples of maintenance factors as the extent of their impact is con? ned to negative outcomes. In accordance with our results, public employees have been shown to have an increased risk of experiencing con? icts, teasing, or threats of violence at work (see Hoegh, 2005) whereas jobs with low control and high demands are typically found on industrial work sites within the private sector. In testing the ameliorative capability of rewards to compensate for the negative effects on job satisfaction deriving from exposure to (primarily psychosocial) hazards in the work environment, our results indicated only a limited effect for this type of compensating differential. In particular, rewards could not neutralize the effects on job satisfaction when employees have low levels of information on decisions that concerns the work place, social support, or, as a result for public employees only, in? uence. Most previous studies searching for evidence of compensating wage differentials for work environment hazards have been concerned with observable occupational health hazards (see Rosen, 1986), an exception being for very stressful work (French and Dunlap, 1998). The results were duplicated and even more pronounced when the analysis was repeated substituting job satisfaction with motivation. Where the same fraction of public employees and private employees reported being highly satis? ed with the job, there was a discrepancy among the two sectors when comparing the fraction of employees reporting to be highly motivated. Thirty-nine per cent of the private employees and 46 per cent of the public employees reported to be the highly motivated. These results also correspond to the result that more public than private employees report that the most important aspect of their work was that the work interested them (66 per cent versus 53 per cent). The differences are small but the results support the theory that public employees should have higher intrinsic motivation (Benabou and Tirole, 2006). As wages did not show any signi? cant impact on the level of job satisfaction for public employees and neither had any signi? cant compensating value in regard to certain hazards at the job, the results also point to that publicly employed workers are less motivated by high pay and place a higher value on the intrinsic rewards as also seen in Karl and Sutton (1998) and Houston (2000). Very low probabilities of having a high level of job satisfaction (0. 56) and being highly motivated at the job (0. 16) were evident for public employees with the lowest level of in? uence. This clearly suggests that lack of in? uence can demotivate public employees and points to that  © 2011 CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing Ltd Job Satisfaction, Work Environment, and Rewards 17 intrinsic motivation can be undermined if people feel controlled, and have little autonomy and freedom in performing work tasks (Deci and Ryan, 1985). Moreover, in the long run, lack of autonomy can pose a threat to value congruence between the employees and the organization, as suggested by Ren (2010). In regard to the results concerning gender differences, job security showed a general positive effect on job satisfaction as well as a gender-speci? c effect for employees in the public sector, suggesting women pursue job security more than men. For private employees, any effect of job insecurity would be dissatisfaction with the job and the size of the effect was just about the same for the two genders. In a study by D’Addio et al. (2003), job security was found to have the same effect for men and women after adjusting for ? xed effects. Without adjusting for ? xed effects, men seemingly valued job security the most. In the study by Clark et al. (1998), they ? nd that the extent to which women or men pursue job security varies among countries and that the differences are relatively small. These other studies have split the analyses on gender, which complicates comparison, and the differing time span of years over which the observations are made most ikely has an effect too. Clark et al. (1998) also ? nd that women report having good relations at work more often than men. Whereas Sloane and Williams (2000) ? nd that good interpersonal relations are most important for women. This is consistent with our ? nding that among private employees, women value social support more than men. The impact on job satisfaction from wages may also re? ect an effect of satisfaction with the job that derives from increased total expenditure opportunities as the question on job satisfaction in our study is one that re? cts overall job satisfaction. The results may also be dependent on the given wage structure as both wages and wages dispersion are lower within the public sector than within the private sector in Denmark at the time (Wadensjo, 1996). Finally, the impact on job satisfaction from the unemployment rate is large. D’Addio et al. (2003) found a similar negative correlation between job satisfaction and the rate of unemployment. In both the study by D’Addio et al. (2003) and our study, this relation is only signi? cant after controlling for ? xed effects. That is, apart from the result when making a separate analysis on gender and sector. It is noteworthy that the unemployment rate has these clear derived effects on the subjective feelings towards the job. According to the studies by Akerlof et al. (1988), a low unemployment rate makes it possible for unsatis? ed employees to change to jobs with more desired characteristics. Appendix A: List of work environment variables 1. Noise: Two levels according to answer to the below: 3/4 or more of the work day being exposed to noise that high that one must raise the voice to be able to speak with others. . Odd work positions: A score with a one point increase when respondents have marked a positive answer to the following questions: 3/4 or more of the working hours the work entails work with: 1. The back heavily bended forward with no support for hands or arms. 2. The body twisted or bended in the same way several times an hour. 3. The hands lifted to shoulder height or higher. 4. The neck he avily bended forward. 5. Squatting or kneeling.  © 2011 CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing Ltd 18 Lea Sell — Bryan Cleal 3. In? uence: Four levels; Can you plan your own work? 4. Low control–high strain: In? uence: Four levels; Can you plan your own work? Job variation: Four levels; Is your job varied? Time pressure: Recoded into two levels; 1995: Does your work entail that you have to work under time pressure in order to get certain pieces of work done? 2000: Is it necessary to work very fast? Mental demands: Does your work demand all your attention and concentration? 5. Job security: Two levels according to: (1995): Certain or pretty sure of keeping the job the next 12 months. (2000): The present job is not a ? xed-term appointment with less than 12 months left. . Information: Four levels; Are you informed about decisions that concern your work place? 7. Unclearness of role and con? icting demands: Two levels according to the consent or not of either of two statements: It is clear what my responsibility. I experience con? icting demands in my work. 8. Social support: (four levels — No support, always support from colleagues but not always from superiors, always support from superiors but not always from colleagues, always support from colleagues and superiors) 1995: Do you receive help and encouragement from your superior/colleagues? 000: How often do you receive help and support from superior or colleagues? 9. Con? icts, teasing, unwanted sexual attention, threats, or violence (two levels): 1995: Are you exposed to any form of unpleasant teasing, unwanted sexual attention, threats of violence, or violence at your work place? (Not reporting any incidents constitutes a ‘no’) 2000: Have you been exposed to unpleasant teasing, unwanted sexual attention, threats of violence, or physical violence at your work place within the last 12 months? (Not reporting any incidents constitutes a ‘no’) 10. Flexibility of work schedule: Four levels according to the time space within a respondent can vary the daily working schedule without giving further notice. Can you change the placing of your working hours from day to day without making prearrangements, e. g. meet at work late or leave work early? 11. Recognition: Four levels: Is your work acknowledged and appreciated by the management? 12. Future opportunities: Four levels: Are the future prospects of your work good?  © 2011 CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing Ltd Job Satisfaction, Work Environment, and Rewards 19 Appendix B: Estimating high job satisfaction on the 2000 cross-sectional data. Divided on gender Men Private (Reg. 1) Women Public (Reg. 2) Private (Reg. 3) Public (Reg. 4) Coef. Cohabitinga Number of children High school or lessa Short further education Job tenure in years Leader statusa Unemployment rate 1. Noisea 2. Odd work positions 3. In? uence 4. Low control–high demand 5. Job security 1 yeara 6. Information 7. Role con? ictsa 8. Social support 9. Exposed to aggressiona 10. Flexible hours Monthly pay. Ln kr Standard error Coef. Standard error Coef. Standard error Coef. Standard error 0. 258 -0. 067 0. 237 0. 437* 0. 010 0. 181 -0. 011 -0. 587* -0. 176 0. 244* -0. 658 0. 087 0. 475* -0. 626* 0. 371* -0. 294 0. 175* 0. 639* 0. 1896 0. 0728 0. 1999 0. 1916 0. 0086 0. 2451 0. 0295 0. 2142 0. 1062 0. 0906 0. 4282 0. 3488 0. 0926 0. 1441 0. 0678 0. 2811 0. 0528 0. 2705 0. 1700 -0. 078 -0. 638* 0. 060 -0. 004 0. 743* 0. 010 0. 104 -0. 493* 0. 395* -0. 919 -0. 292 0. 759* -0. 5 78* 0. 314* -0. 732* 0. 143 0. 066 0. 2248 0. 0860 0. 2592 0. 1890 0. 0093 0. 3642 0. 0223 0. 2853 0. 1827 0. 1190 0. 6509 0. 2948 0. 1206 0. 1632 0. 0742 0. 1916 0. 0598 0. 2794 0. 307 -0. 026 0. 286 -0. 481* 0. 006 0. 348 0. 021 -0. 529(*) -0. 26 0. 121 -0. 991 0. 469* 0. 607* -0. 435* 0. 459 -0. 348* 0. 171* 0. 611* 0. 2327 0. 1004 0. 2709 0. 2177 0. 0109 0. 5299 0. 0369 0. 2808 0. 1476 0. 1252 0. 5711 0. 3909 0. 1390 0. 2099 0. 0856 0. 2922 0. 0685 0. 2802 0. 167 -0. 015 -0. 117 -0. 1656 0. 010 -0. 267 -0. 029* -0. 044 -0. 380* 0. 247* -0. 003 0. 369* 0. 623* -0. 542* 0. 362* -0. 335* 0. 104* -0. 092 0. 1477 0. 0612 0. 1804 0. 1349 0. 0070 0. 2914 0. 0139 0. 1963 0. 1126 0. 0880 0. 5338 0. 1888 0. 0896 0. 1212 0. 0508 0. 1397 0. 0471 0. 2195 a Dichotomous variables. CI: 95% con? dence interval. Signi? cance levels: (*) 0. 05 p 0. 10, * 0. 000 p 0. 05. Number of observations: Reg. 1 = 1,356, Reg. 2 = 959, Reg. 3 = 728, Reg. 4 = 1,754. -log (Likelihood): Reg. 1 = 639. 3, Reg. 2 = 483. 2, Reg. 3 = 363. 1, Reg. 4 = 907. 1. Pseudo R2s: Reg. 1 = 0. 17, Reg. 2 = 0. 18, Reg. 3 = 0. 17, and Reg. 4 = 0. 13. Appendix C: Estimating high job satisfaction on the 2000 cross-sectional data (Reg. 1) (Reg. 2) Private (N = 2,057) Public (N = 1,296) OR Cohabitinga Number of children High school or lessa Short further education Job tenure in years Leader statusa Unemployment rate 1. Noisea 2. Odd work positions 3. In? uence 4. Low control–high strain . Job security 1 yeara 6. Information P|z| CI lower CI higher OR P|z| CI lower CI higher 1. 358 0. 934 1. 361 0. 653 1. 016 1. 252 1. 006 0. 628 0. 845 1. 121 0. 464 1. 186 1. 430 0. 042 0. 263 0. 064 0. 004 0. 024 0. 323 0. 796 0. 008 0. 058 0. 139 0. 033 0. 535 0. 000 1. 011 0. 829 0. 982 0. 488 1. 002 0. 802 How to cite Job Satisfaction, Work Environment, and Rewards:, Essay examples

The Globalization of World Politics

Question: Identify how the actor/country you focused on views the world and how it contributes and constrains solutions to the global problem. The chosen country is the United States. Answer: In recent years, the condition regarding the political, economic and living issues of the people in Syria has become a serious issue for the world. Studies have reveled that about more than 250,000 people in Syria are dead, and above 11 million of other peoples were forced to leave their homes during the armed conflict in Syria, happening since last four and a half years. The story of the civil war so far revels that the uprising voice of some teenagers who raise their voice against the president and begin the revolution with the help of opposition supporters in 2011 (Martinez). The violence increases and the descended into civil war with the formation of rebel brigade to fight against the government in 2012. The UN Commission has reported that they have evidence against the parties to commit a war crime by performing murders, rape, and forceful disappearances. IS has also been blamed for the campaigning of terrorism. In 2013, a chemical bombing killed hundreds of Syrians (Wedeen). As stated by Pratto, during the start of the conflict, more than 4.5 million people have left the country and the war involved parties reject the humanitarian agencies to invade the land to help the civilians. In 2014, a US coalition struck Syria to destroy IS. During late 2015, US has launched a program to train the rebellions to fight against IS to negotiate being abandoned. Several Syrian activists took up the weapon and joined the anti-government battle that spread and overlapped distinct nations, regional and international communities (Perthes). From 20122 to 2014, the ISIS invades on large areas of Iraq and Syria. As per the order of US President, the Central Intelligence Agency aim to control the situation by providing anarchistic arm services in Syria. But focusing on the public attitudes of the American public towards Syria has reveled something different. Though the fight of US against ISIS has praised by the Congress and growing international coalition, some questions are occurring regarding the commitment of US to destroy and degrade the IS force and also about the military strategies in Syria. Studies have revels that almost 70 percent of the American public is considering IS as the number one threat to the United States. The idea of US to send ground troops to the Islamic States if the airstrikes are not enough is supported by 57 percent of the American public. Two third portion of US natives believes that the Syrian opposition is very weak to stand up against Assad and IS. Some believe that Assad is as worst as IS and disagreed to the military operations against the army of Assad. Apart from the civil war issue, the majority of the American public believe that if the government allow the refuges to enter the nation, then it is possible that the IS may target the United States as they have done Paris attack. But if the refuges are allowed to enter the nation then 78 percent have supported that they should be considered equally. The US government responded to the Syrian president for the call to work on the nonviolent movement to recover the economic and environmental trauma. The government has respond to the promise but somehow failed to fulfill all the promises (Baylis). The US nation is standing behind those who are fighting for equality, dignity and human rights in Syria. The US administration needs to support the United Nations recommendations and the diplomacy policy instead of military war. The government needs to stop the rebel forces and build some immediate plans to stop sending arms. US nation strengthen the arms export agreement for the neighboring countries of Syria like Turkey, Jordan, and Israel. The US administration engaged with Russia to urge to the UN to take a major step to restarting international negotiation for the critical political environment. These must include the Syria's regional neighbors including Iran. The United States is supporting the efforts to consider the individual responsible for war crimes. The Syrian issues have created problem regarding the refuge issue and humanitarian crisis that are spreading out of the region. There are more than 1 million Syrians in the neighbor country. US has declared the major issue of refugee and supported UN agencies to call other nations for aid. US officials are thinking to support the transfer of Syrian chemical weapons to UN control. This will help the organization for the prohibition of chemical weapons to remove and destroy the weapons safely (Etling). References: Baylis, John, Steve Smith, and Patricia Owens.The globalization of world politics: An introduction to international relations. Oxford University Press, 2013. Etling, Bruce, et al.Mapping the Arabic blogosphere: politics, culture, and dissent. Palgrave Macmillan US, 2014. MARTNEZ, JOS CIRO, and BRENT ENG. "The unintended consequences of emergency food aid: neutrality, sovereignty and politics in the Syrian civil war, 201215."International Affairs92.1 (2016): 153-173. Perthes, Volker.Syria under Bashar al-Asad: modernisation and the limits of change. Routledge, 2014. Pratto, Felicia, et al. "When domestic politics and international relations intermesh: Subordinated publics' factional support within layered power structures."Foreign Policy Analysis10.2 (2014): 127-148. Wedeen, Lisa.Ambiguities of domination: Politics, rhetoric, and symbols in contemporary Syria. University of Chicago Press, 2015.

Statement Of Intent For Essay Example For Students

Statement Of Intent For Essay My creative writing assignment is based off of the book Thousand Cranes by Yasunari Kawabata. This novel is about the power of different types of relationships and how those relationships affect characters life decisions. In this post World War II story, tragedy strikes more than once. People die, relationships diminish, and sadness arises. This novel sparks the idea that children are just like their parents, in the good ways and most definitely in the bad ways. The abandonment of those that you love is a common theme in this book while feeling the shame of those you love is another. The journal of Fumiko, a main character in the book, is an important point of view in the story that could be used for a better understanding of the text. This journal will describe what Fumiko is really feeling, not only through her actions and openly displayed emotions, but also through her thoughts. It displays foreshadowing while also describing the thoughts of a character who is connected to everybody in her own right. Because Fumiko is affected by most everything that occurs in the book she has so many different opinions that are important to know. This journal also describes why Fumiko did some of the things that she did, and what the thought process behind all of her actions were. Anyone who has read this book will benefit greatly from reading the journal because it opens up a lot of insight about the real story. The aspects of Thousand Cranes that I intend to focus on are the relationships that Fumiko has with her friends, family, and lovers, as well as the relationship she thinks she has with herself. I will speak about Fumiko in relation to her mother, and how many people in round, soft face saw her mother (78). I will mention Kikujis relationship with Fumiko, and the different encounters that occurred between the two. I will talk about the different tragedies that Fumiko had to go through and the different events that ended up defining her life. Furthermore, I will talk about how Fumiko viewed herself and about what ultimately led to her death. Fumiko is arguably the most important person in this book because of the numerous relationships and connections she has with all of the characters. Fumikos story is an interesting one, and by understanding her story, understanding the novel will be simple. We will write a custom essay on Statement Of Intent For specifically for you for only $16.38 $13.9/page Order now My Complicated Life I am a very reserved girl; a quiet, a shy girl. I had a family. My dad was once with us and my mom was once sane. Now my relationship with my mother has deteriorated and my sense of comfort has diminished. Life as I know it has become very complicated. Diary, my emotions may be fierce but I will try my best to explain my feelings as life goes on. My name is Fumiko Ota and this is my story Journal Entry 1: Rebound My mother found a new man to love in Mr. Mitani, a relationship that I want to take no part in. I feel as if this man is drowning my fathers memory, that he is crushing my poppas soul. Mother is extremely selfish for bringing this man in to my life without warning. She is sleeping with a married man and doesnt even think twice about the ramifications. Mommy is breaking my heart. Journal Entry 2: Acceptance As time goes by, and their love still exists I have come to realize that there is nothing I can do to bring my father back. I know that my mother has the right to escape her sorrows and be happy. I have to accept the fact that the man that my mother now loves is going to be in my life. Yes, what my mother is wrong, but life isnt always black and white. .u3f8b34c3c1f9f16f78b6bda095821d6b , .u3f8b34c3c1f9f16f78b6bda095821d6b .postImageUrl , .u3f8b34c3c1f9f16f78b6bda095821d6b .centered-text-area { min-height: 80px; position: relative; } .u3f8b34c3c1f9f16f78b6bda095821d6b , .u3f8b34c3c1f9f16f78b6bda095821d6b:hover , .u3f8b34c3c1f9f16f78b6bda095821d6b:visited , .u3f8b34c3c1f9f16f78b6bda095821d6b:active { border:0!important; } .u3f8b34c3c1f9f16f78b6bda095821d6b .clearfix:after { content: ""; display: table; clear: both; } .u3f8b34c3c1f9f16f78b6bda095821d6b { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u3f8b34c3c1f9f16f78b6bda095821d6b:active , .u3f8b34c3c1f9f16f78b6bda095821d6b:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u3f8b34c3c1f9f16f78b6bda095821d6b .centered-text-area { width: 100%; position: relative ; } .u3f8b34c3c1f9f16f78b6bda095821d6b .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u3f8b34c3c1f9f16f78b6bda095821d6b .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u3f8b34c3c1f9f16f78b6bda095821d6b .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u3f8b34c3c1f9f16f78b6bda095821d6b:hover .ctaButton { background-color: #34495E!important; } .u3f8b34c3c1f9f16f78b6bda095821d6b .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u3f8b34c3c1f9f16f78b6bda095821d6b .u3f8b34c3c1f9f16f78b6bda095821d6b-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u3f8b34c3c1f9f16f78b6bda095821d6b:after { content: ""; display: block; clear: both; } READ: Oscar Wilde's comedy 'The Importance of being Ernest' is entwined around the concept of mistaken identity EssayJournal Entry 3: Sorry After accepting Mr. Mitani in to my life I decided to make amends, and actually attempt to create a relationship with him. I discovered that he is a good man, a plain man, and a man with a lot of love to spread. My mother is happy when she is with Old Mr. Mitani and her happiness is all I care about. Im finally glad that my mother has found another man to love, but if it were me, I would never be able to love another man. However, I am nothing like my mother. Journal Entry 4: The Loss of Another I am writing today because another death of someone close to me has occurred. Old Mr. Mitani died of a terrible illness. I cant believe it. He was somewhat of a father figure to me, he was a friend who would always listen to me when I had something to say, he is gone. Despite our slow beginning, we had a bright relationship. didnt mind taking risks (25) so I would help him get home during the raids (25) and he would help me turn any bad day in to a good one. Why are the men in my life disappearing before my eyes? I dont want to bask in my own self pity but its just so unfair. The pain that my mother and I feel is unimaginable and now it is my job to get my mother through this tough time. Im sorry diary, but this could be goodbye for a long time. Journal Entry 5: Surprise, Surprise Diary, its been 20 years since the last time I wrote you. Life has been pretty boring, pretty normal, until the other day. The other day I discovered that my mother is sleeping with Kikuji, Old Mr. Mitanis son. Words cant even describe the pain that I feel at this very moment. I feel hurt, deceived, and most of all, embarrassed. When I first found out was determined not to weep (68). I cant help but think that my mother is sleeping with Kikuji because he is so similar to his father. This whole situation is messed up, it just doesnt seem right. Journal Entry 6: Ashamed I am ashamed, so ashamed to call my mom mother. She gives our whole family a bad name by continuing with the relationship. At first I thought it was just a fling, a one-night stand, but she and Kikuji have now become more, and although their relationship mostly consists of sex, it is still a relationship. My mom loses the man she loves and then sleeps with that same mans son. How is that not wrong? I wish there was something I could do to make it stop. But theres nothing, it is a lost cause. This relationship continues until it ends. Journal Entry 7: Tragedy All week I have felt sick, depressed, and saddened. For the past week I have presented a shrunken, helpless figure (80). Why? Because my mother is gone and she is never coming back. She took her life about a week ago and no one seems to know why. It could have been because of the shame that her relationship with Kikuji brought upon her. Or it could have been because she thought she was a token of bad luck, being emotionally involved with two men that have died. I can try to understand it or I can just accept it and move on. Its easier said than done. My family has left me, I am alone. Journal Entry 8: Like Her Im her, Im just liker her, and I cant help it. Im like my mother in all sorts of trivial ways (102). I hadnt realized the comparisons until now, until I too got involved with Kikuji. Almost every connection that I had to my mom was destroyed, but Kikuji kept me close. My mother used Kikuji to remind her of Old Mr. Mitani and now Kikuji is using me to remind him of my mother. Although I know I am being used it is really out of my control; had become absolute, beyond comparison. had become decision and fate (145). I was ashamed of my mother and now I am ashamed of myself. .u17db07127dfa7b51b384b7c82f3e1c89 , .u17db07127dfa7b51b384b7c82f3e1c89 .postImageUrl , .u17db07127dfa7b51b384b7c82f3e1c89 .centered-text-area { min-height: 80px; position: relative; } .u17db07127dfa7b51b384b7c82f3e1c89 , .u17db07127dfa7b51b384b7c82f3e1c89:hover , .u17db07127dfa7b51b384b7c82f3e1c89:visited , .u17db07127dfa7b51b384b7c82f3e1c89:active { border:0!important; } .u17db07127dfa7b51b384b7c82f3e1c89 .clearfix:after { content: ""; display: table; clear: both; } .u17db07127dfa7b51b384b7c82f3e1c89 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u17db07127dfa7b51b384b7c82f3e1c89:active , .u17db07127dfa7b51b384b7c82f3e1c89:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u17db07127dfa7b51b384b7c82f3e1c89 .centered-text-area { width: 100%; position: relative ; } .u17db07127dfa7b51b384b7c82f3e1c89 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u17db07127dfa7b51b384b7c82f3e1c89 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u17db07127dfa7b51b384b7c82f3e1c89 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u17db07127dfa7b51b384b7c82f3e1c89:hover .ctaButton { background-color: #34495E!important; } .u17db07127dfa7b51b384b7c82f3e1c89 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u17db07127dfa7b51b384b7c82f3e1c89 .u17db07127dfa7b51b384b7c82f3e1c89-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u17db07127dfa7b51b384b7c82f3e1c89:after { content: ""; display: block; clear: both; } READ: Of travel EssayJournal Entry 9: The End What can I do? Life seems hopeless and living seems useless. Nothing ever gets better and things only get worse. I thought I had severed all ties with my mother by breaking her shino but Kikuji still exists. To truly end our comparisons, and destroy the Ota legacy I must cheat fate. Everyone dies sometime and I felt that death was at feet (147). I am fine with ending my life as long as every bad thing I have done leaves with me. Death is inevitable and once Im gone I will never be in pain again, I will never feel ashamed again.

How to write brand names - Emphasis

How to write brand names How to write brand names Brand identity is important to business, and having a brand name with impact is a big part of that. But when the name breaks the standard rules of English in its efforts to achieve that, it can present writers with a challenge. In many cases, the company itself will take a pragmatic approach. For example, Twitter spells its name with a lower-case t in its logo, but upper case in text. We do the same at Emphasis. But what do you do if the company consistently describes itself in non-standard English? Take insurance companies MORE THN and LV=, retail consultancy him! or the supermarket ASDA, for example. If you’re writing about ASDA and you need to refer to ASDA several times in a paragraph, the block capitals in the word ASDA can soon appear to shout at the reader and drown out the rest of the text on the page (like they do here). So should you prioritise the brand’s preferences or the readability of your documents? You need a house style If you don’t already have a house style and you’re starting from scratch, there are two broad approaches you can take. 1. Write the brand name exactly as the company does. You may wish to do this if the company is a client or partner, or if they have expressed a strong preference for the format of their name and you don’t want to upset them. Also, as rules go, it’s certainly the simplest to follow. 2. Bring the brand name in line with standard English. If your priority is literacy and ease of reading, or if you found yourself wincing at the third paragraph of this article, you may wish to take this approach. It’s OK to make small changes to the format of the brand name, so long as it is still clearly recognisable. If you decide to go with the second option, the rest of this article will take you through the areas you’ll need to consider. This may also be helpful if you already have a house style but it doesn’t tell you how to deal with the brand names mentioned above. In each case, we’ve made a recommendation, but it is only that – you may decide differently. Punctuation marks Some brand names, such as Yahoo! Which? and him! include a punctuation mark, which can be problematic – and not only because Word automatically capitalises the following word, thinking that you must be starting a new sentence. For a start, exclamation marks are generally frowned upon in formal writing, even when used correctly. So ending a sentence with ‘according to Yahoo!.’ looks doubly strange when combined with the extra punctuation. And an exclamation mark in the middle of a sentence, such as ‘Yahoo! has filed applications for two patents’, can feel disruptive. Many publications (the Guardian, the Sunday Times, the BBC) choose to omit the exclamation mark and simply write Yahoo. Others (the Times, the Telegraph) choose to retain it. Verdict: Yahoo – it’s still instantly recognisable. Even more difficult is him!, with its lower-cased h, which can leave writers wrangling with sentences such as: ‘The price-marked pack has been a source of confusion within the industry, according to him!.’ (Who is   Ã¢â‚¬Ëœhim’?, asks the reader.) For clarity, it’s necessary to add ‘retail consultancy’ before ‘him!’, but even then you’re still left with the awkward punctuation. him! told us that their brand name should always be written with the exclamation mark, and ‘always be lower case even at the start of a sentence’ (like this sentence, for example, which we wrote in agony). However, they admitted that many publications refused to follow these guidelines. Verdict: Him – him! is too confusing. The consumer magazine Which? throws up similar questions. In fact, it sometimes throws up extra questions where you don’t want them. ‘This research was compiled by Which?’, or ‘Which one performed best in the Which? test lab?’, for example. Which? told us:   Ã¢â‚¬ËœOur policy is to always include the question mark. We haven’t produced any guidance for the press, instead relying on our own presentational material to set the example.   We would encourage anyone who’s tempted to end a sentence with the word Which? to rewrite their sentence. Strange though the question mark may be, lopping it off also causes problems.   Ã¢â‚¬ËœThis research was compiled by   Which’ and ‘Which one performed best in the   Which test lab?’ could be confusing, especially if your style is to write the names of publications without using italics. Verdict: Which? – the question mark is vital to understanding the brand name. Non-alphabet characters There are certain non-alphabetical characters that don’t trouble the reader at all. For example, Marks Spencer looks more natural than Marks and Spencer, as we are so used to seeing it in the high street and on TV. Even for a non-British readership, the ampersand is so widely used that it’s unlikely to jar. The same can’t be said, however, for MORE THN or LV=, which are unsettling to the eye, not to mention a pain to type. A   MORE THN spokeswoman told us:   Ã¢â‚¬ËœMORE THN   should always be presented in this way and not re-formatted to More Than’,   but we think that’s asking quite a lot. The Guardian’s style guide takes a zero-tolerance approach to   MORE THN, reading simply   Ã¢â‚¬ËœMore Than – not MORE THN, which is how the insurance arm of Royal Sun Alliance styles itself’. When it comes to LV=, however, most publications retain the   Ã¢â‚¬Ëœequals’   sign, because the company name is pronounced    ‘   LV equals’   (whereas the in   MORE THN is, thankfully, silent). Verdict: Marks Spencer, More Than, LV=. Stop SHOUTING There is a generally accepted rule for writing acronyms (a set of initials pronounced as a word) and initialisms (a set of initials pronounced as letters). Acronyms are written with the first letter capitalised, for example Unicef and Nasa, while initialisms are capitalised all the way through, for example IBM and BBC. However, some companies would have us write their names all in capital letters, even if they don’t actually stand for anything. For example, ASDA (a portmanteau of Asquith and Dairies), ASUS, GIGABYTE and UNISON, all of which are pronounced as words, not letters. Of course, they like this format because it makes them stand out. But unless you’re writing something with the aim of actively promoting that brand, there’s no reason why the brand name should stand out more than the other words in the document, which are equally important. Verdict: Asda, Asus, Gigabyte and Unison. As a general rule, if you can pronounce it as a word, only capitalise the first letter. If you pronounce every letter, capitalise them all. And then there’s Apple, with their fondness for putting a lower-case i in front of everything. However, iPad, iPod and iMac are now so widely recognised that to replace them with Ipad, Ipod and Imac would be pointlessly awkward. Verdict: iPad, iPod, iMac – but try to avoid putting them at the start of a sentence. When nouns become verbs In 2006, Google tried to stop media organisations using their name as a verb. A spokesman said at the time: ‘We think its important to make the distinction between using the word Google to describe using Google to search the internet, and using the word Google to describe searching the internet. It has some serious trademark issues.’ However, like Hoover before them, Google have largely failed in their mission to prevent their name from being genericised. The use of ‘to google’ as a verb with a lower-cased g has caught on and even entered both the Oxford and Collins dictionaries. Verdict: Google for the noun, google as a verb. But if you use a search engine other than Google, consider using ‘search the internet’ or ‘do an internet search’. Twitter are currently engaged in a smaller battle, over the word ‘tweet’, for which they acquired the trademark in October 2011. Though they have never objected to a lower-case t being used for the verb ‘to tweet’, they do object to the noun being lower cased. Their guidelines state: ‘Please remember to capitalize the T in Twitter and Tweet!’ However, no one except Twitter itself actually does, and this certainly feels like a fight that has already been lost. Verdict: Twitter, but tweet for both the verb and the noun. Trademarks Lastly, make sure you only use a trademarked brand name when you’re referring to something made by that brand. Do you mean Tetra Pak, or just generic cartons? Is it really a Portakabin, or is it a ‘portable cabin-style building’ (see this apology)? And if you do decide to tweak the style to make it more readable, make sure you retain the initial capital letter to signal that youre referring to a brand rather than a generic noun (except, of course, in the case of a certain brand of products beginning with i). The Guardian’s style guide sums it up nicely. ‘Take care: use a generic alternative unless there is a very good reason not to, eg ballpoint pen, not biro (unless it really is a Biro, in which case it takes a cap B); say photocopy rather than Xerox, etc; you will save our lawyers, and those of Portakabin and various other companies, a lot of time and trouble.’ Why not test your trademark awareness by taking our trademarks quiz? There are 12 questions, and in each case you need to decide whether the word is currently trademarked, was once trademarked or has never been trademarked. In conclusion If it’s an easy life you’re after, and you can stomach block capitals and strange punctuation marks, the simplest rule is to go with what the brand itself does. But you’ll still need to decide whether to follow their logo or how they present their name in official documents, such as company reports, because these aren’t always the same (see Twitter, for example). Or, if youre feeling bold, why not make a stand for legibility and carve out a house style of your own? Do you want to inform, inspire and persuade with your business documents? Our 64-page guide to professional writing, The Write Stuff, will help. Get your free copy here.