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Annotated Bibliography

Bennell, C., Mugford, R., Ellingwood, H., & Woodhams, J. (2014). Linking Crimes Using Behavioural Clues: Current Levels of Linking Accuracy and Strategies for Moving Forward: Journal Of Investigative Psychology & Offender Profiling, 11(1), 29-56.doi:10.1002/jip.1395
The article focuses on the ability to link crimes by use of individual behavior using evidence from the published literature. The author identifies that the there are several published studies that examine crime linkage. A significant number of the studies use the area under the receiver operating characteristic curve (AUC) measurement method in quantifying the level of crime linkage. The findings from the review reveal that many cases involving crime achieve moderate accuracy levels of linkage. The author identifies three factors that affect the linking accuracy as the type of the crime, behavioral domain, and the jurisdiction.

The article provides credible information on the effectiveness of the AUC method of linking crimes to a particular behavior. I find the article appropriate for research on the topic of crimes and criminal behavior since it gives a guideline on how to approach the issue of behavioral clues in addressing crime.     
Coburn, P. I., Connolly, D. A., & Roesch, R. (2015). Cyberbullying: Is Federal Criminal Legislation the Solution? Canadian Journal Of Criminology & Criminal Justice, 57(4), 566-579. doi:10.3138/cjccj.2014.E43
The article narrows to a specific crime called cyber bullying and proposes the effective method of addressing it. The research highlights on the use of legislation as an effective method of handling the crimes related to cyber bullying. According to the author, cyber bullying is a form of crime that leads to death in few cases, hence important to consider the methods of handling it. Legislation can help to protect the youth from victimization, alongside other methods like conflict resolution mechanisms.
The article diverts attention to general crimes and focuses on cyberbullying by providing an effective method of handling it. Criminalizing cyber bullying can be an effective method of reducing the increase in the vice. I find the article appropriate for research by providing a method of dealing with crimes perpetrated online. The source is credible in the value of its content but lacks evidence to support the conclusions.     
Hamzelou, J. (2015). Training to recognize fear lowers crime. New Scientist, 227(3030), 14
According to the author, the training on how to recognize fear can lower crime. The article explains that crimes are likely to reduce if the offenders receive emotional training. The people who commit a crime in the form of harassment, violent crime, theft, and criminal damages do so due to lack of recognizing the level of fear to the victim. From the study, the participants who had a history of committing crimes received training on recognizing facial expressions. They acquired skills of recognizing fear and on facial expressions that reduced the crime levels.
The article presents credible information on a method that can help in reducing crimes. The information presents add to the body of knowledge identified in addressing crime. I recommend the article for use in the research on crime and criminal behavior since it provides a method of reducing crime. The significant limitation of the article is the use of a small sample size that could not be a representation of the entire population.     

Javen Fortner, M. (2015). Beyond Criminal Justice Reform: Dissent (00123846), 62(4), 51-53.
The author addresses the issue of criminal justice on the premise of the need for profound social change. The author identifies the new dispensation of criminal justice reforms and its potential benefits. However, the reforms may never have a full impact unless there are other reforms on the social conditions that undermined public safety. The policies in place encourage the racial status quo thereby undermining the effectiveness of the criminal justice reforms. Thus, according to the author, true reforms require the enactment of policies that guarantee public safety to all people regardless of their color.   
The article is essential in highlighting the importance of comprehensive reforms in the criminal justice system. I find the information presented credible for use in research work involving criminal justice. The article does not fully align with the information presented in the other sources but adds to the knowledge on criminal justice system.
Meijwaard, S. C., Kikkert, M., de Mooij, L. D., Lommerse, N. M., Peen, J., Schoevers, R. A., & ... Dekker, J. M. (2015). The risk of Criminal Victimization in Outpatients with Common Mental Health Disorders: PLoS ONE, 10(7), 1-17. doi:10.1371/journal.pone.0128508
The article addresses the issue of criminal victimization to the outpatients with common health disorders like depression and mental illness. According to the author, crime victimization is a common trend in which people with such illnesses fall prey to victimization. The general population is not easy to victimization like the outpatients with depression and other mental disorders. Such persons experience victimization for both the violent and non-violent crimes. The researcher used a cross-sectional study and made conclusions from the findings.
The article provides a discussion of the methods used by crime detectors to identify victims of crime. It adds to the methods of identifying criminals discussed in another article. However, the current article does not recommend the method since it leads to the wrong identification of criminals. The people with mental illness and depression are likely to commit certain crimes, but should not be subject to victimization without proper investigations. Thus, the article is appropriate for the research topic but does not align with the others. 
Tittle, C., Botchkovar, E., & Antonaccio, O. (2011). Criminal Contemplation, National Context, and Deterrence: Journal Of Quantitative Criminology, 27(2), 225-249. doi:10.1007/s10940-010-9104-8
The article sought to identify, the persons likely to contemplate the commission of criminal acts. It also assesses the use of deterrence and its effectiveness in the issues of theft and violence among the crime contemplators. The author notes that deterrence is likely to bear fruits in the informal sanctions to criminals. The effectiveness of deterrence in handling crime has a basis on the cultural and contextual characteristics. Thus, the study challenges the researchers to identify and confirm the conditions under which the different types of sanctions may or not influence behavior.
I find the article credible in proving information on the effectiveness of deterrence in addressing crimes. It adds to the information gathered by the methods of dealing with crime in the criminal justice system. The article explains that effectiveness of deterrence varies on the types of sanctions in place. I think that deterrence should be very effective in addressing crimes since it imposes punishment as a threat to criminal conduct.

References
Bennell, C., Mugford, R., Ellingwood, H., & Woodhams, J. (2014). Linking Crimes Using Behavioural Clues: Current Levels of Linking Accuracy and Strategies for Moving Forward: Journal Of Investigative Psychology & Offender Profiling, 11(1), 29-56. doi:10.1002/jip.1395.

Coburn, P. I., Connolly, D. A., & Roesch, R. (2015). Cyberbullying: Is Federal Criminal Legislation the Solution?. Canadian Journal Of Criminology & Criminal Justice, 57(4), 566-579. doi:10.3138/cjccj.2014.E43.

Hamzelou, J. (2015). Training to recognize fear lowers crime. New Scientist, 227(3030), 14.

 Javen Fortner, M. (2015). Beyond Criminal Justice Reform. Dissent (00123846), 62(4), 51-53.

Meijwaard, S. C., Kikkert, M., de Mooij, L. D., Lommerse, N. M., Peen, J., Schoevers, R. A., & ... Dekker, J. M. (2015) The risk of Criminal Victimization in Outpatients with Common Mental Health Disorders: PLoS ONE, 10(7), 1-17. doi:10.1371/journal.pone.0128508.

Tittle, C., Botchkovar, E., & Antonaccio, O. (2011). Criminal Contemplation, National Context,and Deterrence: Journal Of Quantitative Criminology, 27(2), 225-249. doi:10.1007/s10940-010-9104-8.

Sherry Roberts is the author of this paper. A senior editor at MeldaResearch.Com in graduate paper writing service if you need a similar paper you can place your order from custom research paper writing service.

Research Methods

                                               

This study proposed that there is a correlation between job satisfaction and employees’ performance/output

1.      Description of the research design

The research was a survey of nature. A survey is a type of research design which entails the disseminating of questionnaires to the respondents though sometimes may accommodate some bit of face to face interviews.  This design was adopted since it has been found to be effective, cheap and easy to conduct by many modern researchers.   

 Interviewing were adopted since asking questions face to face is easy and can help explain or clarify complex questions that the respondent might be unsure of how to respond to. Questionnaires were distributed to some of the sampled respondents as the researcher conducted interviews with the others.

2.      Description of the sample

The sample for this study constituted of a total of 80 respondents categorized as employees (tenured and non-tenured) and heads of departments. Out of the 80, 50 were employees where 25 were females, and the remaining 25 were male employees. The ratio of tenured to non-tenured employee respondents was also 1:1 The other 30 respondents were the departmental heads of various departments of faculties of Findlay University. There are ten departments and the number meaning that three heads were randomly selected from each department.

To qualify for selection to the sample, a respondent had to fulfill the following conditions. For an employee, he/she had to be aged between 25 and 70 years. He/she also had to have worked in Findlay University for a period not less than one year. Finally, He/she had to have acquired an academic level of at least a diploma in any career.  The same case also applied to the departmental heads.  Important to note is that the selection criteria was simply random. Each employee and department head had an equal chance of selection provided they fulfilled the above three conditions.

3.      Description the study instrument(s)

For this study, three tools of data collection were used. These included two differently structured questionnaire and one interview guide. The first questionnaires were aimed for faculty employees (tenured and non-tenured). This questionnaire consisted of three major sections. The first section contained eight items intended to gather the employees’ bio-information and academic qualification. This information was important as it would garner information about gender distribution of employee respondents and categorization of the academic standards. The second contained 11 items with Likert 5-point scale responses. These items were objected to drawing employees’ level of satisfaction concerning various elements such as compensation, promotion, job security, employee/employer relationship among others. The last item was open-ended and required the responded to air his view about what can be done to promote his motivation.

The second questionnaire was meant for the departmental heads and contained only two sections. The first section inquired about their bio-information while the second was also based on a five-point Likert scale (1=strongly agree, 2=agree, 3=not sure, 4=disagree and 5= strongly disagree).  The surveys were hand-distributed to the respondents.

The third instrument was an interview that contained only two open-ended questions mainly aimed at employee-respondents. These items required the employees to give their views on what can be done to reinforce their job satisfaction by the university administration.

In total, 70 respondents responded to the study. This figure represents 88% of the total sample. 

4.      Explanation of procedures

What, when, where and how of the study

The major objective of this study was to gain insight on how job satisfaction is of great importance to buffer employees output. This study took place at the University of Findlay through the whole month of October. The data collection phase was scheduled to take place between the first two weeks of the month while the analysis and report preparation took place within the last two weeks of the same month. As mentioned in the above sections, the study involved employees and the heads of the various departments of Findlay University. The mode of inquiry was mainly surveying with minimal interviewing.

5.      Internal Validity Issues

During this, the researcher identified some validity issues. The first eminent of these issues, was bias. Due to the random distribution of the questionnaires to the tenured and non-tenured respondents, the researcher came to note that there more non-tenured employees responded to the questionnaires than their tenured counterparts. Consequently, there was an insufficient response from the tenured group. Fortunately, there was still enough time to rectify the issue. The researcher went back to Findlay with questionnaires that he distributed specifically to the tenured staff and at last, there was balance in the number of responses. 

 6.      Plan for analysis of data

Upon the receiving of the filled questionnaires, the researcher coded the qualitative responses that were then entered in MS-Excel. Descriptive statistics were then calculated. Inferential statistics were calculated with the use of the Statistical Package for Social Sciences (SPSS).

The results of the responses of the employees then tabulated, and comparison data between the two groups (tenured and non-tenured) illustrated through tables.  Apparently, several tabulations were generated. The first table demonstrated the difference in the level of job security while the second presented the difference in employees’ perception of the importance of job security. The third table displayed the difference in satisfaction with regards to job security while the fourth showed the difference in performance due to the various job satisfaction issues.  A stocked bar was also used to present the findings. Finally, the responses to the interview to the employees were tabulated, and the responses by the department heads displayed in tables. 

Sherry Roberts is the author of this paper. A senior editor at MeldaResearch.Com in graduate paper writing service if you need a similar paper you can place your order from custom research paper writing service.

Compare and contrast Database Backup & Disaster Planning

 Introduction

The current world is in several aspects technological meaning that the computer plays an extensive role in business operations. Besides making business operations typically faster, the computer has aided in the storage of companies databases concealing them securely and assuring maximum confidentiality. Today, these computers have been fitted with a mechanism and large space disks where big amounts of company’s vital information such as employees’ data, transaction records and other frameworks of confidential data have had their refuge.

 As such, these computers ought to be protected by all means possible since unscrupulous access or loss of such information may lead to drastic and regrettable situations. That has led to the development of database backup strategies and recovery techniques. This paper describes database backups and disaster planning and finally the importance of the two practices to any organization.

Database Backup

Preston (2009) defines database backup as the practice of periodically copying of database files to preserved them in preparation to unexpected or accidental unfavorable occurrences that may lead to equipment failure or similar catastrophes. Guise (2008) asserts that backup is almost a routine part of operations of a large organization that uses mainframes though today it has proved to be an important feature to the administrators of smaller business computers as well as personal computers. A database backup can host the whole operational state, architectural information as well as all general data of the company’s daily operations. It can be done daily, twice a week, weekly, within a fortnight or a year depending on the demand of the company’s leadership or the rate of data accumulation of the company or the individual. The main focus or objective of the creation of a database backup is to store duplicate instances or of the functional state of the company. That is the one vulnerable to getting lost, being corrupted or developing errors or in the event of the primary database crashing, affected by software infections such as Trojans or lost as a result of natural calamities such as accidental fires or flooding (Tierney, Lindell & Perry, 2001).

Backup mediums

There is a range of database mediums ranging from CD-ROMs, external hard drives, takes, disks, flash drives/discs just to mention a few.  The use of CD-ROMs as data backup mediums has been popular to database administrators. That is mainly due to their availability at low prices compared to all other mediums.  It is thus inexpensive to replace a bad CD that is not working. However, they are not very reliable as they quickly develop scratches.  Magnetic tapes as data backups are very reliable compared to

CD-ROMs, though much expensive comparably (Presto, 2009). The external hard drives for database backups are highly used by most companies as they have large spaces, are easy to use and more importantly, their failure rate are very low to insignificant. They are the most recommended.  Apart from these physical database backup mediums, some people today also use the online backup options.  However, this backup strategy is not recommended due to its vulnerability to many security issues (Snedaker & Rima, 2014).

Database backup types/plans

For quite some time, three basic types of backup plans have been applied. These are the full, incremental and differential backup strategies as discussed below.

Full backups

As suggested by its name, a full backup entails a full copy of the entire data set. It is always the initial backup method before any other type. Although it is the best protection, it is mostly used on a periodic basis since it consumes a lot of time and require much disk space (Presto, 2009). 

Incremental backup

The incremental backup copies only the new data entries in the database since the last backup. It is less time consuming compared to the former (Presto, 2009). 

Differential backup

This type involves copying the changes to the database since the last full backup. It also does not require a lot of time (Presto, 2009).

Disaster Planning

A disaster plan refers to a documented process through which a company can protect or recover its IT infrastructure if hit by a disaster or catastrophe. It is mostly a written plan that mentions a set of procedures the organization will follow in the event of a disaster (Beach, 2010). Some of the objectives of a disaster plan include helping the company to recover timely from the destruction of the catastrophic event and also to stay put before an anticipated, or non-anticipate event hinder the efficient operation, profitability or continuity of the business. When developing a disaster plan, the following steps are vital.

Identifying possible disasters

The first part of writing a disaster plan involves thinking ahead about the possibilities of things that may go wrong or unfavorable events that may occur against which a contingency plan(s) is designed. The goal is to be able to addresses many if not every risk that the business is prone to (Tierney, Lindell & Perry, 2001). 

Analyzing the risks

At this step, the potentially identifiable disasters (internal and external) are listed, and the extent to which each might affect the organization’s systems is also listed.  A plausible analysis of risk factors may involve a recap of historical emergencies or catastrophes that have hit the business or have occurred in the community where the business is located as well as within its proximity (Beach, 2010).

Identifying a team

The manager cannot plan alone. It is imperative that he identified the competent team with which to develop the strategic plan. Every member of the team is assigned a task within his/her capability.  Preferably, this group might be called the Emergency Management Team. This title may help provide some positive intuition as well as a sense of credibility to its members. A team leader may also be appointed (Presto, 2009).  

Documenting a retention program

The team should regularly meet to discuss their views and before a targeted date, they should develop a comprehensive plan for how to respond to various phenomenal ruptures (Guise, 2008).  

Maintenance

The plan should be updated periodically to accommodate various occurrences that may not have been accounted for (Tierney, Lindell & Perry, 2001).

Importance of the integration of both backups and disaster planning and the impact if both are not effectively executed

As can be seen, database backup and disaster planning are very important for any company no matter its scale of operation. Although database backup may only feature in organizations that utilize technical infrastructure like computers as part of their operations, disaster planning features in all organizations as catastrophes are non-discriminatory and will hit any organization. Database backup is important as a way to protect and restore the operational database of an organization. Similarly, disaster planning is important as it leads the company through most consumable and plausible methods of responding to accidental occurrences that will stop its operation. In many cases, the stopping of the operation of a business leads to dire losses regrettable. If database backup and disaster plans are not put in place or are not practical, the chances are that some companies may never be able to recover or if they do, it will take much time and resources for them to be restored (Snedaker & Rima, 2014). 

References

Beach, M. (2010). Disaster preparedness and management. Philadelphia, PA: F.A. Davis Co.

Guise P. (2008).Enterprise Systems Backup and Recovery: A Corporate Insurance Policy. Auerbach Publications.

Preston, W. (2009). Backup & Recovery. Sebastopol: O'Reilly Media, Inc.

Snedaker, S., & Rima, C. (2014). Business continuity and disaster recovery planning for IT professionals. Waltham, MA: Syngress.

Tierney,  J., Lindell, K., & Perry, W. (2001). Facing the Unexpected: Disaster preparedness and response in the United States. Washington, D.C: Joseph Henry Press.

Sherry Roberts is the author of this paper. A senior editor at MeldaResearch.Com in graduate paper writing service if you need a similar paper you can place your order from custom research paper writing service.

Executive summary on the Use of RFID in the Aviation Industry

            At present, Radio Frequency Identification (RFID) has had significant attention and is the next wave in Information Technology revolution. The application of RFID in different industries is on a high end. The main goal is to increase efficiency in operations and gain a competitive advantage. For the Aviation Industry, the major airports and airlines are adopting the RFID technology in the handling of baggage and meeting customer service expectations (DeVries & Peter, 2008). 

The industry faces several challenges in which RFID has the potential of addressing them. The Aviation Industry loses a significant amount of money due to mishandled baggage, increased passenger numbers and congestion, pressure on the cost, and tough security regulations. It becomes hard to track and trace the bags. Another challenge lies in providing better customer service and increased pressure to reduce the operating costs.

            Thus, the use of RFID technology in the Aviation Industry has the potential of enhancing baggage tracking, dispatching, and conveyance. It improves management of the goods and customer satisfaction. The technology also is likely to reduce the operating costs to an industry that operates at low-profit margins. The automation of many of its activities helps to lower the operating costs and in turn increase the profit margins (Viswanadham, Prakasam, & Gaonkar, 2006). The use of RFID tags in tracking and handling of baggage proves to be more effective than the conventional barcodes. They also eliminate the need for manual inspection of the baggage. The automatic routing after reading ensures that there is reduced the number of misrouting bags, hence enhancing customer satisfaction (Wyld, David, Jones, Michael,  Totten & Jeffrey, 2005). Thus, the application of RFID technology in the Aviation Industry has viable benefits in enhancing the management and handling of passenger’s luggage and improving security.

References

DeVries, Peter D. (2008)The state of RFID for effective baggage tracking in the airline industry,             International Journal of Mobile Communications, Vol. 6(2),  pp. 151 – 164.

Viswanadham, N., Prakasam, A., Gaonkar, R. (2006) Decision support system for exception         management in RFID-enabled airline baggage handling process, Automation Science, and Engineering, 2006. IEEE International Conference on, CASE ‘06, 8-10; 351-356.

Wyld, David C., Jones, Michael A., Totten, Jeffrey W. (2005) Where is my suitcase? RFID and   airline customer service, Marketing Intelligence & Planning, Vol. 23 (4), 382 – 394.

Sherry Roberts is the author of this paper. A senior editor at MeldaResearch.Com in legitimate paper writing services if you need a similar paper you can place your order from best custom research papers.      

Issues and Debates

 Introduction

As the world of business continuously becomes competitive, managers are faced with the problem of augmenting employee performance that will increase organizational output for the business to stay put and at the top of the competition. However, they face constant pressure related to the ensuring that the organization achieves performance targets and achieve adorable performance levels. They also suffer the pressure of ensuring that employee’s work supports and furthers the organization's goals. All the same, there has to been developed a way of measuring and ensuring that the above pressures are put in check.

 As such, performance management is the process used by organizational leaders to manage its performance. The constant issue here is how actually to tell that an employee applies his or her current skills to achieving the outcomes desired. Fortunately, the answer to this issue has traditionally been found in the performance evaluation process. Here, managers will look for hard data that will tell how well an employee or the whole team performed their duties. Apparently, performance evaluation is not just enough as it is short of assuring that an employee does the right thing. After all, a manager may evaluate an employee as determined and industrious but his/her hard work does not meet the organization's purpose (Boote & Beile, 2005).

It is at this point that key performance indicators come into play. These are defined as the quantifiable metrics that display how well an organization is achieving its mission, vision and stated goals through the help of its employees. A manager will thus have to play his/her role and ensure that he properly identifies plausible performance measures as well as feasible key performance indicators.

Current Theories

There are many theories that can be related to the topic role of the leaders in managing and measuring performance and identifying the use of key performance indicators (KPIs). These are as discussed below.

The Theory of Performance (ToP) (Don Elger)

The theory of performance proposes that performance indicators and performance improvements can be measured through a framework of six indicators that combine to show how effective the collaborative efforts of a team are. According to Elger, the verb perform refers to the production of valued results. According to this theory, performance is a function of context, the level of knowledge, levels of skills, the level of identity, personal factors, and some fixed factors. Context refers to the environment of work while the level of knowledge refers to the years (time) of experience. Skills level refers to the academic levels while the level of identity is the inner competence of the employee. Personal factors may constitute of health status that may be concealed while the constant factors may include the availability of resources that may inhibit or increase employee’s efficiency. The implication of this theory to this study is that the management should look at these factors before scrutinizing an employee and citing him/her as competent or incompetent. To manage workers performance requires the leader first to determine whether the workers force is constituted of the rightful personnel. That can be done through surveying the individual worker’s output per a specified period such as weekly ( Poister, Hall, & Aristigueta, 2015).

Expectancy Theory (Victor H. Vroom)

The expectancy theory attempt s to describe how an employee’s motivation to achieve a particular goal or a performance target can be explained in terms of what outcome would become beneficial to him/her. According to Vroom, an employee is motivated when his/her achievement is valued by the management. In other words, what motivates the worker is their expectancy of some performance appraisal from the management when a certain level of outcome is arrived (Lautman & Pauwels, 2013).The theory describes how an employee perceives or understands the relationship between his effort, performance, and rewards. In this theory, Vroom centered his focus on factors involved in stimulating or prompting an individual to put in more effort into something. He identified three factors that leaders can combine to trigger employees’ efforts. These include expectancy that he defined as the extent to which the employee believes that a certain level of performance will produce a particular result. Second is instrumentality that he defines as the extent to which the leader prompts the individual to believe that effective performance will lead to desired results and lastly valence that refers to the strength that the leader makes the worker believe that that those attractive rewards are available ( Poister, Hall, & Aristigueta, 2015). According to Vroom, these three factors combine and create a “force” or effort. He suggested that “force” is a result of the multiple of “expectancy” and “valence” in the formula: Force = Expectancy x Valence i.e. F = f (E x V). This formula can be used by the management to measure or predict such things like job satisfaction and workers mobility. It is also reflective of key performance indicators (Caldwell, Hayes & Long, 2010). 

Reactance Theory (Brehm)

According to this theory, a leader predicts the performance of an employee based on their reaction with respect to the freedom to choose their action or extent of restrictions. According to Brehm, free will is directly proportional to high performance (Kaplan, 2009).

Proposed relationships among constructs

There major proposition here is that performance or output is correlated to the good relation relationship between the leader and the team. Also, there is a relationship between rewards and workers’ job satisfaction. If the leader is generous and offers rewards to employees based on good performance, he/she is likely to get good results from these workers (Danks & Allen, 2014). The above three theories are also related in some ways. They all point to the efforts of the leader to motivate the team that in return will lead to increased performance as the output.

Contradictions

Looking at the above theories, I contradict with their proposed roles of management in measuring performance indicators and determining key performance indicators. To me, measuring employee’s duty performance may entail the following routine. First, the leader should focus on productivity of each employee as an individual and when working collaboratively with peer workers (Kaplan, 2009). The trend in units of production from hiring time to the present represents how much he/she is efficient or is promising.  Key performance indicators of the team production can be analyzed through checking the trend on profitability for instance during the last five years of operation. Other management indicators present include the sales volumes, rate of financial accumulation among others (Ilies, Turdean & Crisan, 2009). Customer satisfaction is also a very important thing to feature on. That can be done by through interviewing customers and from their words of mouth, the management will be able to identify the deficits and their strength based on customers’ perception (Danks & Allen, 2014).

Inconsistencies

There has not been any theory cited as best, and neither is there a universally acceptable set of key performance indicators revealed to be useful in all aspects of business management. As such, different managers find different sets of key performance indicators useful than the rest. Besides, theories are continuously being developed, and so far, none can be cited as best to explain how managers should measure workers’ performance and which set of KIPs are best. The three theories above are exemplary. They contradict in many aspects (Androni, 2015).

Ambiguity

Due to the inconsistencies, managers face challenges to commit themselves to any method of measuring employees’ performance (Lautman & Pauwels, 2013).

Conclusion

Leaders play an important role when it comes to the achieving of organizational goals. However, for them to ensure the productivity of workers is maintained and that none of them is underperforming, it is imperative that they develop performance measures and identify rightful key performance indicators with which they can determine the points of concern that limit workers’ efficiency.

 References

Andronie,  E. (2015). Learning and leadership, key success factors in the globalized economy. Elearning & Software for Education, (2), 396-403.

Caldwell, C., Hayes, L., & Long, D. (2010). Leadership, trustworthiness and ethical stewardship. Journal of Business Ethics 96(4), 497-512.

Danks, S., & Allen, J. (2014). Performance-based rubrics for measuring organizational strategy and program implementation. Performance Improvement Quarterly, 27(1), 33-49.

Ilies, L., Turdean, A., & Crisan, E. (2009).Warehouse performance measurement – A case study. 

Kaplan, R. (2009). Measuring performance: Expert solutions to everyday challenges. Harvard Business Review Press.

Lautman, R., & Pauwels, K. (2013). Identifying metrics that matter: What are the real key performance indicators (KPIs) that drive consumer behavior?Gfk-Marketing Intelligence Review, 5(2), 46-52.

Poister, H., Hall, L., & Aristigueta,  P. (2015). Managing and measuring performance in public and nonprofit organizations: An integrated approach. Audiobook Publishing.

Sherry Roberts is the author of this paper. A senior editor at MeldaResearch.Com in legitimate paper writing services if you need a similar paper you can place your order from best custom research papers.

Norm violation

            The choice of the norm to violate must consider the risk of the environment. Some may course humor while other can cause chaos. I feared to repeat what others had gone through for breaking the norms. Typical situation, I came to decide to receive loudly a phone call the church service.

Basically in the churches it is unethical to pick phone calls especially when people are quite The reason that made me select this norm was that I was sure no one would harm me since people in the church usually do not react violently.

Reactions Before, During and after Receiving a Phone Call

            The church got packed to capacity. I sat in the midst raw that was usually a section for mothers and young ladies. I chose to receive a call in the church because there were a lot of people who I would experience their reactions. The church was usually characterized worshipers of different ages since it got located in the metropolitan. Other churches often gather there for annual meeting services. This day was the day. I was quite sure that it was a great spot to violate the norm. I patiently waited when the congregation had sat enjoying and meditating on the summon. I silently flashed my friend who was not in the church to call me as we had planned for the norm violation. At the time when all were quiet, my phone rang with a loud hip hop ringtone. ‘Hallo my friend, I am coming to see you, now I am held somewhere,' I conversed with the caller. The whole congregation turned them angry looking faces on me. I could feel the person sitting near me pinching me to stop talking on the phone. The group felt disappointed. I was apparently violating a norm by picking a phone call where the society prohibits. Others stared at one another with surprises. I could hear murmurs that signaled disappointment. The preacher on the either hand stood helplessly watching me. I saw wrinkled faces staring at me expressing their unhappiness with my kind of awkwardness. Others never uttered a word but what they experienced evident their emotional reactions. Other pointed fingers at my to show me the way out of the church.

            I felt weird for violating the norm. I can ascertain that the awful feelings were more compared to the particular standard that I had violated. Sincerely, I did not enjoy time to break the rule but it assisted me to prove that was not a great deal to do unusual things.

            On completion of picking the call, I felt stupid and awkward. I was aware that the act would ruin my image. Picking a phone call in the church is something that will never do by choice. The violent reactions like angry stares were enough to reflect a punishment.

            From the learning perspective, it was a great experience. Becoming courageous to do it made me sweat and nervous to the way it could go. But after it had passed I knew that it was an ordinary act. As I try not to become standard norm breaker, I now knew that if I want to violate a rule I will think of the place I will be.

Lesson Learned from Norms and Social Control

            The first lesson I learned from this norm violation was that social come from the proper construction of the society. Norms do not bind people with legalities. Therefore, the promotion of societal norm is a responsibility of those people around us. Norms are therefore in the society to make people comfortable and stay respectably.

            Two, the society have many mechanisms that act as control agents in norm violation. This issue gets supported by the fact that when a norm is violated people have many ways to react to it. In this case some frowned, my neighbor pinched me to stop talking while other gestured me to go out of the church. The preacher, on the other hand, controlled himself by just staring at me.

            Three, a norm is only violated in the context of the setting. For instance, when to picking the call while outside it is not norm violation and could attract no attention. Therefore, some common things that are conventional and useful in the society can turn to standards when applied at specific places. If the acts get done socially restricted area, it meets disapproval.

            Norms in the society aim at there to comfort our interactions. Norm violation is, therefore, personal choice to spoil the pleasure we share as a community. Violating of the standards makes one be avoided and have both self and negative public image.

            To conclude, the society has different ways to promote norm observation in the community. Different reactions people show when a rule is violated aimed at discouraging further violations. Since standards emanate from our social integrations, every person needs to observe and promote them for social well-being. Healthy behaviors get therefore approved, and violations get disapproval in the norm social control.

Sherry Roberts is the author of this paper. A senior editor at MeldaResearch.Com in legitimate paper writing services if you need a similar paper you can place your order from best custom research papers.