Just Do It For Me: The Roles and Responsibilities of A Teacher Essay

Oil and Gas Management ExxonMobil

Question: Portray about oil and gas the executives, the board structure of ExxonMobil, jobs and duties of two divisions in ExxonMobil, how the Company is adding to the nearby network. Answer: Oil and Gas Management Powerful administration of support forms is imperative for the drawn out endurance of an organization in the oil and gas industry. Vitality issues have consistently been a motivation in worldwide monetary just as a geopolitics plan. For a partnership to cruise through unique business condition, it requires productive administration structures and division work and specialization in its diverse specialty units just as divisions. Organizations have a social duty to the networks wherein they exist. The oil and gas industry is additionally subject changing business condition in view of market variances. In addition, the industry is likewise dependent upon rivalry. The size of a company additionally requires a hearty administration structure. The angle is basic for viable administration of all specialty units. Oil and gas are utilized for family utilization, for example, cooking and warming. The focal point of this paper is to depict ExxonMobils the executives structure, characterize any two duties inside the companys divisions, and talk about how the organization adds to the neighborhood network. The executives Structure of ExxonMobil The enterprise utilizes an authoritative structure based on eleven separate worldwide organizations. The enterprise has a 19-part board group that incorporates six from Mobil and thirteen individuals from its Exxon board. ExxonMobil has five significant upstream organizations that manage investigation, creation, improvement, upstream research and gas promoting that is headquartered in Houston. It likewise has four downstream organizations entrusted with fuel promoting, oil and oil pros, research and designing, refining, and gracefully that have its central station in Virginia. The companys senior administration is contained an administrator and bad habit executive and four senior VPs. Further, the administration blend involves people picked from Exxon and Mobil before the merger (Learn about ExxonMobil's administration, 2016). The ExxonMobil leading body of the board is made out of thirteen non-worker executives and six who are representatives on the senior supervisory crew. The thirteen non-representative chiefs have nine individuals from Exxon while four of its individuals are from the Mobil Board. The compound and coal mineral organizations and the upstream organizations report to the VPs. A few Corporate staff offices and administration bunches report to the VPs as well (Learn about ExxonMobil's administration, 2016). Moreover, the Chief Executive Officer is the leader of the Legal, Marketing, Finance, Human Resources and Brand and Communications divisions. Inside Communications report to the Brand and Communication office. Under the Finance division, there is the Exploration Finance, Investor Relations, Foundation, Control, Tax, Treasury, and Strategic Planning dockets. The Human Resource Department is responsible for Recruitment, Compensation, Training, and Human Resource creation. ExxonMobil Legal Department is served by three dockets liable for regulating legitimate administrations (Learn about ExxonMobil's administration, 2016). ExxonMobil the executives structure is likewise involved 10 center organizations that administer singular organizations comprehensively. For instance, the ExxonMobil Global administrations give solidified support through offices, information administrations, and obtainment. Also, the association is included various organizations that grant the company to found urgencies on a global premise. The organization has treatment facility tasks arranged in 26 nations and 42,000 retail administration stations in excess of 100 nations. It additionally showcases its petrochemicals to a gauge of 150 nations (Learn about ExxonMobil's administration, 2016). Jobs and Responsibilities of two divisions in ExxonMobil ExxonMobil is made of four divisions entrusted with significant activities of the organization. The four divisions incorporate Upstream, Chemical, Downstream, Natural, and Power Marketing. The organization utilizes its worldwide foundation advantage for investigate and use a wide range of asset. Investigation of every one of its assets is done paying little mind to the detail of topographical and geological situations with cutting edge innovative headway and abilities. The organization embraces extends that are capital escalated and have extraordinary activity multifaceted nature. Every one of its activities are made with respect to the organizations one of a kind geoscience capacities just as their appreciation of worldwide hydrocarbon gift for the recognizable proof and prioritization all things considered (Learn about ExxonMobil's Business divisions, 2016). The job of the upstream division is to concentrate on the forceful investigation of potential assets and recognize all asset types. The Division is required to direct its activities in an effective way and to guarantee that the earth is rationed from hurt. The endeavor is made conceivable by utilizing industry-driving innovation. Another job of the division is to flexibly industry noticeable task execution in an arrangement of various possibilities that incorporate customary shale and tight gas, overwhelming oil and condensed gaseous petrol. Likewise, the division is liable for concentrating on safe activities ceaseless improvement supply the executives and the utilization of effective creation rehearses. It is liable for catching attractive amounts of oil and gas at both new and develop oil fields with the utilization of experienced and applied innovation. It is likewise liable for progressing seismic imaging, store incitement, office structure and penetrating in investigating alrea dy unidentified or inaccessible stores (Learn about ExxonMobil's Business divisions, 2016). Another division of the organization is Downstream. The organization recognizes the need to fulfill the market with fuel and oil items that are instrumental in encouraging worldwide improvement exercises. It recognizes that oil based goods are basic in different parts of monetary exercises. Being the biggest purifier on the planet a large portion of its treatment facility limit is coordinated with its greases or substance organizations. The essential job of this division is to refine and disperse items that are gotten from unrefined petroleum and different feedstocks (Learn about ExxonMobil's Business divisions, 2016). The Corporation has a worldwide system of assembling plants, circulation, and transport frameworks that attention on giving fills ointment and other high-esteem items to its purchasers. This division is answerable for guaranteeing a solid dissemination coordinate with a hearty flexibly of the companys items. It is additionally answerable for making a drawn out estimation of the organization by the arrangement of great items and administrations to its clients. Moreover, this division likewise showcases fuel to its purchasers through its retail administration stations just as three built up business-to-business portions. These areas are Industrial and Wholesale Fuels, Aviation powers and oils just as Marine energizes and lubes. The division is composed to work the assembling and offer of oil based goods just as petrochemicals (Learn about ExxonMobil's Business divisions, 2016). In addition, the division is additionally entrusted with thinking of situating methodologies for the organization to convey long haul development in investor esteem. Furthermore, it is entrusted with specifically contributing endeavors that are strong, worthwhile in returns, and driving in industry productivity in giving quality items to customers. (Find out about ExxonMobil's Business divisions, 2016). How the Company is adding to the Local Community. ExxonMobil adds to the neighborhood network through ExxonMobil Foundation that is its essential generous arm. The vital focal point of the Foundation is to help instruction with stress and unmistakable quality on science and math inside the United States. It additionally advances ladies as facilitators of financial advancement and battle to end passings that are brought about by intestinal sickness. In the year 2014, the Company, its divisions, accomplices, workers, retirees and the ExxonMobil Foundation made commitments that totalled to $272 million all around. It ought to be noticed that the generous arm of the enterprise was established in 1955 and was known as the Esso Education Foundation. It was then changed to ExxonMobil Foundation in the year 2000 after the merger that was made Mobil Corporation and Exxon Corporation (Learn about the ExxonMobil Foundation, 2016). The organization has seen the staggering impacts of Malaria in Africa by ideals of being a business and a speculator in the mainland. Intestinal sickness murders a large number of people every year with most of the casualties being kids younger than five years. This event brings about the loss of profitability for the landmass. The organization is a piece of a worldwide exertion to forestall, treat, and fix the illness. One of the manners by which the association uses to help the reason is through Education and Capacity building fundamental data about avoidance and treatment is utilized to manufacture limit among wellbeing laborers that illuminate strategies planned for securing powerless networks. The organization additionally underpins the up and coming age of worldwide wellbeing pioneers to manage intestinal sickness just as different maladies by utilizing grants and preparing openings. ExxonMobil monetarily bolsters crafted by scientists who are centered around creating antimalar ial opposition, immunizations, and medications. It additionally gives families apparatuses to forestall analyze and treat intestinal sickness (Learn about the ExxonMobil Foundation, 2016). The organization puts a solid significance on instruction to enable social orders. It therefore builds the reason for human education improvement. The principle reason with regards to why ExxonMobil centers around math and science is that these subjects are

The Broke Persons Guide to Throwing Parties

The Broke Persons Guide to Throwing Parties The Broke Persons Guide to Throwing Parties The Broke Persons Guide to Throwing PartiesThrowing a party is supposed to be fun, but spending way too much money to host one isnt fun at allâ€"especially when youre already broke.Is there anything more fun than a party? Probably, but we can all agree that parties are fun regardless. Still, one of the worst parts of going to a party is having to get home afterward. It’s late, you’re tired now, and you probably just want to go to bed.But what if you could throw a party at your own home? Sure, you’d have to do some cleaning up, but that can wait till the morning! As soon as everyone leaves you can go right to bed. Doesn’t that sound nice?Unfortunately, it can also get pretty expensive pretty quickly. Especially if you’re looking to throw the hottest party in town. So how can you throw a party without breaking your budget? We spoke to the entertainment experts to find out how you can throw a great party for less. Trim your guest list.One of the first steps of planning a party is deciding who you’re going to invite. Some people prefer to keep get-togethers small. Others jump at the chance to invite every single person on their Facebook friends list. But whatever your preference, one of those options is going to be cheaper than the other.“The fewer people that are invited, the smaller the cost,” explained Lucy Harris, CEO of Hello Baby Bump (@hellobabybump). “Have a maximum number of people you wish to entertain.”Harris also offered some advice for how the invitations should be carried out. Or not carried out: “Dont send out invitations. In a world of technology, there is no harm in creating an event on Facebook or sending out a few texts instead of printing and spending money on invites.”Make it a potluck.People want to eat at a party. They might not be expecting an entire meal, but party tradition dictates that there should at least be some snacks.“Hosting a successful gathering takes a lot of skill and finesse, especially if you are on a budget,” warned Smart Shopping Expert  Trae Bodge (@truetrae). “But, just because you’re the host, it doesn’t mean you have to bear all of the responsibility.A great way to save on food is to ask guests to bring a dish. To avoid overlap, use a free platform, like Evite, so you and your guests can indicate what you plan to make and bring. Keep in mind that not everyone enjoys cooking, so let everyone know that it’s ok to bring something store-bought, like meats cheeses, chips dips, or pies cakes.”Bodge also had some recommendations for keeping the price down on the dishes you do make:“Avoid pricey ingredients. You can feed a big group on a budget by avoiding expensive things. Fish, for instance, will be much more expensive than chicken wings. Rather than planning your menu ahead of time, peruse your weekly circular, or use an app like Flipp, to see what’s on sale, and plan your menu based on that.”Dont provide  all  the beer and alcohol.A party doesn’t have t o have alcohol. But if you are planning to have alcohol, you’re going to want to still keep it affordable. Of course, asking your guests to bring stuff works as well for alcohol as it does for food items. Maybe even better!“If someone asks what they can bring, tell them specifically!” Harris recommended. “People often dont mind helping out. You can reply by saying bring a side dish you love, bring a wine you enjoy, bring your favorite platter etc.”If you do decide to provide some drinks, you can still keep things affordable.“For libations, make one specialty drink and offer this to your guests,” suggested Jorj Morgan (@jorjmorgan), author of 7 cookbooks, including At Home in the Kitchen, At Home Entertaining, and Sunday Best Dishes: A Cookbook for Passionate Cooks. “This avoids having to have a full bar to meet everyones needs.”Get creative with your decor.You want your party to have style. But you don’t want to spend too much on that style. While going out of yo ur way to buy special utensils or plateware customized just for the occasion may seem like a cool idea, it’s not likely to be the most cost-effective option.“For your décor, pull out the china you have, and mix and match to create a tablescape that fits your party,” Morgan told us. “If you have four blue plates, three green plates,  and one white plate, be creative and pull it together with a multi-colored napkin.”Anything you do purchase can probably be pretty simple.“Dont buy themed plates, cups, napkins etc,” advised Harris. “Anything that is theme specific instantly skyrockets price. Just get a standard plain color, it is only going to end up in the bin anyway.”And don’t forget to recycle!“Festive décor is great for setting the mood, but it can also be expensive,” Bodge told us. “When purchasing décor, purchase only items that can be stored and reused the next year, or even better, purchase items that aren’t holiday-specificâ€"like clear lights and decorative items that are silver and goldâ€"so you can use them at multiple gatherings throughout the year.”Hopefully, these tips will allow you to plan more affordable parties. We’ll be waiting patiently for our invitation! Want more money saving tips? Check out these other posts and articles from OppLoans:How to De-Stress for Cheap7 Tips for Eating Out on the CheapThe Broke Person’s Guide to Dating50 Places That Will Give You Free Stuff on Your BirthdayDo you have a question about saving money? Let us know! You can find us  on  Facebook  and  Twitter.  |  InstagramContributorsTrae Bodge (@truetrae) is an accomplished lifestyle journalist and TV commentator who specializes in smart shopping, personal finance, beauty, toys, parenting,  and retail. In addition to monthly Best Buys segments on CBS2 NY, Fox 5 NY and ABC/WJLA in DC, she has appeared on dozens of TV shows, including Rachael Ray, Inside Edition, CNBC and network affiliates nationwide. Trae has been named a Top Voic e in Retail by LinkedIn and a top personal finance expert by GoBankingRates and FlexJobs. She is a contributing editor at Womans Day magazine and her writing and expert commentary have also appeared in Forbes, USNews.com, Kiplingers, Marketwatch, MSN Money, Yahoo Finance, VICE Guide to Life and numerous others.Lucy Harris is the mom of two wonderful children and lead mom behind  Hello Baby Bump (@hellobabybump).Jorj Morgan (@jorjmorgan) is the author of 7 cookbooks, including At Home in the Kitchen,  At Home Entertaining,  and Sunday Best Dishes: a cookbook for passionate cooks. Her most recent book, Canvas and Cuisine: the art of the fresh market was just released by Dorrance Publishing. Jorjs in-the-trenches expertise in the culinary field include owning her own catering company cooking for family friends.

Doc Holliday Biography

Doc Holliday (born John Henry Holliday, August 14, 1851—November 8, 1887) was  an American  gunfighter, gambler, and dentist.  A  friend of fellow gunslinger  and  lawman  Wyatt Earp, Holliday became an iconic  character  of the  American Wild West  through  his role in the  gunfight at the O.K.  Corral.  Despite his reputation for  having gunned down  Ã¢â‚¬Å"dozens† of men, more recent research suggests Holliday killed no more than two men.  Over the years, Holliday’s character and  life have been depicted in many movies and television series. Fast Facts: Doc Holliday Full Name:  John Henry (Doc) Holliday  Known For:  Old West American gambler, gunfighter, and dentist. Friend of Wyatt Earp  Born:  August 14, 1851, in Griffin, GeorgiaDied:  November 8, 1887, in  Glenwood Springs, ColoradoParents:  Henry Holliday and Alice Jane (McKey) HollidayEducation:  Pennsylvania College of Dental Surgery, D.D.S. Degree, 1872  Key Accomplishments:  Fought beside Wyatt Earp against the Clanton Gang in the Gunfight at the OK Corral. Accompanied Wyatt Earp on his Vendetta Ride  Spouse:  Big Nose Kate  Horony  (common-law)  Famous Quote:  Ã¢â‚¬Å"All I want of you is ten paces out in the street.† (to gunfighter Johnny Ringo).   Early Life and Education     Doc Holliday was born on August 14, 1851, in Griffin, Georgia, to Henry Holliday and Alice Jane (McKey) Holliday. A veteran of both the  Mexican–American War  and the  Civil War, Henry Holliday taught his son  to shoot.  In 1864, the family moved to Valdosta, Georgia, where Doc attended first through tenth grade at the private Valdosta Institute.  Considered an outstanding student, Holliday excelled at  rhetoric, grammar, mathematics, history,  and Latin.   Doc Holliday. John van Hasselt / Getty Images In 1870, the 19-year-old Holliday moved to Philadelphia,  where he received a Doctor of Dental Surgery degree from the Pennsylvania College of Dental Surgery on March 1, 1872.   Holliday Heads  West   In July 1872,  Holliday joined a  dental practice in Atlanta,  but was soon diagnosed with tuberculosis. Hoping the drier climate would help  his condition, he moved to Dallas, Texas, eventually opening his own dental practice. As his  coughing spells increased and his dental patients abandoned him, Holliday turned to gambling to support himself. After having been arrested twice for illegal gambling  and being acquitted of murder, he left Texas in January 1875. Gambling his  way west through states and cities where betting was treated as a legal profession, Holliday settled  in  Dodge City, Kansas, in the spring of 1878. It was in Dodge City  that Holliday befriended assistant city marshal Wyatt Earp.  Though there were no reports of the incident in the  Dodge City newspapers, Earp credited Holliday for saving his life during a shootout with outlaws at the  Long Branch Saloon.   The Gunfight at the O.K. Corral   In  September  1880, Holliday  rejoined  his friend Wyatt Earp  in the wild and booming silver mining camp town of Tombstone,  Arizona  Territory.  Then a  Wells Fargo  stagecoach  security agent, Wyatt joined  his brothers, Deputy U.S. Marshal Virgil Earp, and Morgan  Earp as Tombstone’s â€Å"police force.†Ã‚  In Tombstone’s gambling  and liquor-fueled atmosphere, Holliday soon became involved in the violence that would result in the  Gunfight at  the O.K. Corral.   Opposing the  Earps  for control of Tombstone  was the infamous  Clanton Gang, a  group of  local  cowboys  led by  the notorious cattle rustlers  and murderers  Ike Clanton and Tom  McLaury. On  October 25, 1881,  Ike  Clanton and  Tom  McLaury  came to town for supplies. Over the  course of the  day, they had several  violent  confrontations with the Earp brothers. On the morning of October 26,  Ike’s brother Billy Clanton  and Tom’s brother Frank  McLaury, along with gunfighter Billy Claiborne,  rode to town to provide backup for Ike and Tom. When Frank  McLaury  and Billy  Clanton learned that the  Earps  had  just  pistol-whipped their brothers, they  vowed revenge. At  3 p.m. on October 26, 1881, the  Earps  and  the hastily-deputized  Holliday faced the Clanton-McLaury  gang behind the OK Corral. In the 30-seconds of gunfire that ensued, Billy Clanton and both  McLaury  brothers were killed.  Doc Holliday, and Virgil and Morgan Earp were wounded. While he was present at the gunfight, Ike Clanton was unarmed and fled the scene. Though a territorial court found that the  Earps  and Holliday had  acted within their duties as lawmen at the O.K. Corral, Ike Clanton was not satisfied. In the following  weeks, Morgan Earp was killed and Virgil Earp was permanently maimed by a group of unknown cowboys.  In what has become known as the  Earp Vendetta Ride, Holliday joined Wyatt Earp as part of a federal posse that pursued the suspected outlaws  for over a year, killing four of them.   Later Life  and Death  in  Colorado   Holliday moved to Pueblo, Colorado, in  April 1882.  In May, he was arrested  for the murder of Frank Stilwell, one of the cowboys he had chased down while riding with Wyatt Earp’s federal posse. When Earp learned of the arrest, he arranged  to have the request to extradite Holliday  to Arizona  denied.  Ã‚   In the winter of 1886,  Holliday met his old friend Wyatt Earp for a final time in the lobby of the Windsor Hotel in Denver. Earp’s common-law wife Sadie Marcus later described  Holliday as a constantly-coughing skeleton standing on â€Å"unsteady legs.†Ã‚  Ã‚   Holliday spent the last year of his life in Colorado, dying of tuberculosis in his bed at the Glenwood Springs Hotel on November 8, 1887, at age 36.  He  is  buried in Linwood Cemetery overlooking Glenwood Springs, Colorado.   Legacy   One of the best-recognized characters of the American Old West, Doc Holliday is remembered for his friendship with Wyatt Earp.  In an 1896 article, Wyatt Earp said  of Holliday:   â€Å"I found him a loyal friend and good company. He was a dentist whom necessity had made a gambler; a gentleman whom disease had made a vagabond; a philosopher whom life had made a caustic wit; a long, lean blonde fellow nearly dead with consumption and at the same time the most skillful gambler and nerviest, speediest, deadliest man with a six-gun I ever knew.†Ã‚   Sources and  Further Reference Roberts, Gary L. (2006).  Doc Holliday: The Life and Legend.  John Wiley and Sons, Inc. ISBN 0-471-26291-9  Doc Holliday—Deadly Doctor of the American West. Legends of America.  Ã‚  OK Corral. History.net  Urban, William L. (2003).  Ã¢â‚¬Å"Tombstone. Wyatt Earp: The Ok Corral and the Law of the American West.† The Rosen Publishing Group. p. 75. ISBN 978-0-8239-5740-8.

Essay about System Integrity and Validation - 1055 Words

Running head: System Integrity and Validation System Integrity and Validation Aaron Stewart University of Phoenix Accounting Information Systems ACC/542 MBAY0ZDVQ0 Yasin Dadabhoy September 19, 2011 Preface Kudler Finer Foods has a very strong accounting information system in place but there is room for improvement. Kudler’s has taken the steps in the correct direction by implementing an industry specific system. Computer technology only makes auditing Kudler Finer Foods easier and more accurate. Computer assisted auditing tools and techniques CAATs is highly recommend for Kudler finer Foods. The ability to share information with clients and auditor’s†¦show more content†¦In the past, before computers aided in the organization of business documents, audits were conducted on paper. Audits are performed using Computer Assisted Audit Tools and Techniques (CAATTs) or Computer Assisted Audit Techniques (CAATs). Computer assisted audit tools and techniques (CAATTs) is defined as the software used to enhance the auditor’s productivity and used to extract data and analysis. The second T in CAATTs refers to the techniques used to enhance the effectiveness and efficiency of the audit. The other form of computer assisted audit tools and techniques is CAAT, which has one t. Because this computer assisted audit has one t, the single t represents techniques. CAATs by definition, has the same meaning as CAATTs with the exception of enhanced auditor’s productivity and extracting data and analysis (Hunton, Bryant, Bagranoff, 2004, p. 178). Using CAATs for information technology audits consists of the auditor’s following 10- steps. Each of the steps will cover a wide area of objectives, processes, and identify different task that need to be performed. The 10- steps to using CAATs will be cover in the PowerPoint presentation. Validating data will be accomplished by running a series of test data to ensure the system is updating and running properly. The test data is made up by the auditor to establish that the results received are the results the auditor is looking for. This particular type of test will beShow MoreRelatedSystem Integrity and Validation1262 Words   |  6 PagesSystem Integrity and Validation ACC 542 System Integrity and Validation In the past months, Jarowito Company has analyzed carefully Kudler Fine Foods accounting information system. It has explored the key business and the accounting information needed. It has analyzed strength and weaknesses of the systems and technology, suggesting some technology opportunities. It has evaluated the possible threats, suggesting how to avoid them.Read MoreSystem Integrity and Validation1083 Words   |  5 Pages System Integrity and Validation ACC/542 March, 2 2014 Prof: Edgar Coronel Preface Kudler Fine Food is a specialty food store that caters their service to a variety of special clients. Providing great service has been a calling card for Kudler Fine Food. Since their first store was open back in 1998, they have enjoyed great success. This has also allowed them to open a few more locations. Having the ability to have a strong accounting information system and greatRead MoreSystem Integrity and Validation1049 Words   |  5 Pagesimplemented that will assist Kudler in creating a framework for their audits. CAATs are divided into two techniques that will be beneficial to Kudler. The first is validating application integrity. The purpose of this technique is to find whether the source code has been compromised. Verifying the overall integrity of the applications is the second CAATs technique. This technique’s objective is to ensure that the data was imported correctly and also to find any irregularities within the data. DueRead MoreSystem Integrity and Validation1007 Words   |  5 PagesFoods management team is considering incorporating proposed computer assisted auditing techniques (CAATs) within its systems. CAATs will increase efficiency levels of an auditor’s personal productivity during analysis and data extraction of the audit which is beneficial to the performance of Kudler. CAAT will also service as a validation agent providing assurance of data integrity and reliability to the operations of Kudler Fine Foods for its users. CAAT surfaces inconsistencies that can be verifiedRead MoreSystem Integrity And Validation Of A Fine Foods1168 Words   |  5 Pages System Integrity and Validation Christopher Gaten ACC/542 Anita Rodriguez January 25, 2016 Over the last several weeks, there have been several recommendations made to update and replace the current software of Kudler Fine Foods IT audit systems. These recommendations have been made in hopes of making the company more efficient and profitable. According to most recent research, there are several audit systems that seem to best suit all audit functions of Kudler Fine Foods. Having saidRead MoreSystem Integrity and Validation - Kudler Fine Foods1033 Words   |  5 PagesIndividual Assignment: System Integrity and Validation - Kudler Fine Foods Over the past few weeks our team has looked into a number of aspects of Kudler Fine Foods and made recommendations as necessary in hopes of updating and replacing existing components of the companies IT systems in hopes of making the company more productive and profitable. Last week out team focused on the importance of audits and at a number of different types of audits that should be conducted to future evaluate the companyRead More†¢ Biomarker work plan and target population A biomarker work plan should be prepared before the1400 Words   |  6 Pagesrequirements for the assay. This plan can also specify the level of rigor to be applied to the assay validation and sum up purposes of study and the intended use of assay data. (Lee, J. W., et al. (2006). Fit-for-purpose method development and validation for successful biomarker measurement. Pharm Res 23(2): 312-328.) †¢ Sample Collection Results from biomarker assays are reliable if sample integrity is maintained from sample collection by analysis. First, consistent application of predefined sampleRead MoreStudy on Input Controls1573 Words   |  6 Pagescomputer application. Meanwhile, data could be entered into the computer by scheduled automated processing or manually. Input controls are the computer tools that assist in enhancing data integrity when data are entered into the system. The input controls perform different functions to enhance data validity and integrity. Functions of Input Controls Input controls are the computer tools that assist in ensuring that data are accurately processed through the application processing to ensure that dataRead MoreDatabase Migration Is The Transportation Of Data From Existing Database For New Database1570 Words   |  7 Pagesand 67% are not delivered on time†. This report highlights validation of migrated data using a proposed automated tool for quality assurance which is cost effective, timely efficient, resource operative and also manual data verification and validation. LITERATURE REVIEW In paper [3] discusses practice based testing and QA techniques to minimize or even eliminate risk. [4] Discussed validity, completeness, accuracy, timeliness, integrity and accessibility as the features of quality data. The bestRead MoreBased On The Study Of Various Security Models Of Cloud1030 Words   |  5 PagesAPI user agent connects specific cloud services. The proposed security model is shown in fig.1.2 it consists of the following security components. (i) Verification and validation (ii) security policies (iii) privilege control (iv) data protection (v) data security services (vi) threats/attacks detections. Verification and Validation: This unit is required in cloud computing not only to authenticate users but also to ensure the accuracy of data and services on the cloud. The significance of security

Tom Jones and Joseph Andrews Free Essays

string(47) " who is the other main character in the novel\." 1. INTRODUCTION The novel is a literary gender which was developed late, firstly in the Modern Ages achieving its maturity in the 19th century, although it has its precedents in earlier periods, for example in the Antiquity and the Oriental literatures. According to Wikipedia: â€Å"A novel is a long prose narrative that describes fictional characters and events in the form of a sequential story, usually. We will write a custom essay sample on Tom Jones and Joseph Andrews or any similar topic only for you Order Now The genre has historical roots in the fields of medieval and early modern romance and in the tradition of the novella. The latter, an Italian word used to describe short stories, supplied the present generic English term in the 18th century†. (Wikipedia) So, Henry Fielding was born in a period in which the novel was not fully developed, and he could be considered as a pioneer of this genre. His first major novel was â€Å"The History of the Adventures of Joseph Andrews and his friend, Mr. Abraham Adams†, published in 1742. The novel was a satire of the Samuel Richardson’s novel â€Å"Pamela† as a continuation of â€Å"Shamela†, a pamphlet which was a parody of â€Å"Pamela†. But the difference between â€Å"Shamela† and â€Å"Joseph Andews† lies in the parody, meanwhile â€Å"Shamela† is a parody, â€Å"Joseph Andrews† started as a parody but finally the novel turned into an independent work, the characters and plot have their own history. The following and most famous work of Henry Fielding was â€Å"The History of Tom Jones, a Foundling†, published in 1749. In this novel, Fielding expresses a lot of things of his own life and things of the situation of England in that moment. But, on the contrary of which is thought, â€Å"Tom Jones† is not an historical novel in the sense of express a lot of things of the context of Great Britain (for example, the Jacobite Revolution in which Fielding was very interested, is only named two times in the book, which makes the reader set the novel in a context and a specific period but do not try to tell all the story of England), but in the sense of creating â€Å"histories† of its characters, Fielding was an innovator with this structure. So the novel is considered an historical novel but not in the sense in which most people understand it. Henry Fielding had a lot of works, novels and plays. But the purpose of this essay is to make a comparison between the two novels named before, â€Å"Tom Jones† and â€Å"Joseph Andrews†, focusing on their structure in which will be analyzed the characters, and the style of the two novels trying to find the similarities and the differences. 2. A COMPARISON OF THE STRUCTURE IN TOM JONES AND JOSEPH ANDREWS 3. 1. CHARACTERS Although, there are a lot of characters in both novels, this essay is going to focus on the most important characters such as Tom Jones, Sophia Western and Allworthy in â€Å"Tom Jones†, and Joseph Andrews, Fanny, and Parson Adams in â€Å"Joseph Andrews†. Tom Jones is the main character of the novel â€Å"The History of Tom Jones, a Foundling†. And Joseph Andrews is the main character of the novel â€Å"The History of the Adventures of Joseph Andrews and his friend, Mrs. Abraham Adams†. As main characters they have many things in common. For example, at first, it was believed that Tom Jones was the son of Jenny Jones, so he was â€Å"adopted† by Mr. Allworthy and he was treated like a boy of the lower class, but finally, he discovered that he was the son of Bridget Allworthy, and his uncle, Mr. Allworthy named him heir of all his fortune. In â€Å"Joseph Andrews† was something similar. At first, it was believed that Joseph was the son of Mr. Gaffer Andrews and Mrs. Gamer Andrews who also belonged to the lower class, but finally, Joseph Andrews discovered that he is the son of a gentleman called Mr. Wilson. But a difference between Tom and Joseph is how they deal with women. Joseph was pursued by Lady Booby and he rejected her and left her house in which he was working as a servant. He travelled to his home again and he met with Fanny, a girl who he was in love with. But Tom had many affairs with women, for instance, with Molly Seagrim, and after confessing his feelings to Sophia Western (who was deeply in love with him), Tom began an affair with Lady Bellaston and Mrs. Waters. Anyway, Tom Jones is gentleman who always tries to treat women with respect. Tom also treats women with the utmost respect, obliging their desire to be courted by pretending to be the seducer even when they are seducing him. Tom refuses to abandon Molly for Sophia and is plagued by his obligations to Lady Bellaston. Nonetheless, Tom’s refusal of the tempting marriage proposal of Arabella Hunt—whose last name underscores the fact that Tom is hunted more often than he is the hunter—indicates that he has mended his wild ways and is ready to become Sophia’s husband. Tom’s gallantry reveals itself in his relationships with men as well as women, however. This spirit is evident in Tom’s insistence on paying the drinking bill for the army men at Bristol, and in his gallant defense of himself in the duel. Sparknotes) On the contrary, Joseph Andrews tries to be a gentleman but he is not. And Joseph is, as C. J. Rawson has noticed, something of a parody of a gentleman rather than a gentleman. It is really a distinction between nature and nurture, for Joseph is born a real gentleman (without knowing it) but does not quite manage to carry himself like one: he has â€Å"the m ost perfect Neatness in his Dress, and an Air, which to those who have not seen many Noblemen, would give an Idea of Nobility† (38-39; 1, 8). But those who have seen many noblemen would, presumably, not be deceived by such an appearance. (Varey) Anyway, although Joseph Andrews is not a real gentleman â€Å"in his manner†, he is â€Å"unaffected†, â€Å"honest†, and â€Å"candid† (Varey). In â€Å"Tom Jones†, we find the character of Sophia Western who is the other main character in the novel. You read "Tom Jones and Joseph Andrews" in category "Essay examples" She is the person in who Fielding shows the virtue of the innocence. But, although she is like a delicate girl and innocent, she faces her father and her aunt because she loves Tom and she does not want to marry Bilfil. Sophia is the essence of womanhood in the novel. She is very honest and obedient in the novel but she also has a sense of independence towards her father’s wishes. After she and Tom are lovers and Tom is extradited from the town Sophia is willing to go against her father’s order to stay and marry Blifil and she leaves the town to go and find Jones. Although Sophia is very honest and loving she does not think like Jones. She is not dedicated like Jones. She puts her personal interest before the welfare of others. The History of Tom Jones) In â€Å"Joseph Andrews†, we find the character of Sophia in â€Å"Tom Jones†, Fanny she is the girl who is in love with Joseph and she has a lot of similarities with Sophia, both of them are innocents and sensitive, but they fight for their love. She has sensibility, sweetness, and gentility; in short, she is the perfect object for Joseph’s love, and the way in which she immediately takes to the road in search of J oseph after hearing of his plight testifies that she too has a depth of feeling all too rare in this novel. Yet she also possesses a deep sense of modesty; and, in all honesty, one must admit that Fanny is a little too perfect. But part of her charm is in the way Fielding uses her in his comic contrasts. (Cliffnotes) Finally, the last character of â€Å"Tom Jones† which will be analyzed is Mr. Allworthy. The reader only has to read the last name of this character to realize how he is, and how he is going to act along the novel. Allworthy is the person who takes Tom Jones and â€Å"adopts† him when he knew that Tom Jones’ mother commit a sin being pregnant of a man and not marrying with him. He is the protector of Tom Jones; he is like an ideal man: He is intelligent, virtuous, charitable, compassionate and cautious. Tom is good, generous and honest, but he has a lack of caution and a faith to use it as an obstacle to the temptations of the flesh to be like Mr. Allworthy. But in â€Å"Joseph Andrews† we find Parson Abraham Adams. He is who leads Joseph in the adventures. Although he is a little bit â€Å"dreamer†, he is the character which set the moral basis in the novel. Adams is a very good man and yet a very human man; he has his head in the clouds and although his feet are on the ground, they are usually in puddles. Comic though he is, he is the firm pivot of the novel’s moral influence. It is his belief in charitable action which distinguishes him as a parson from such hypocritical boors as Trulliber. Like Joseph and Fanny, he acts on his feelings, and it is because of this affinity that he is such a fine guardian and guide to the young pair. (Cliffnotes) 2. 2 STRUCTURE / STYLE Henry Fielding was known for his style of writing. In â€Å"Tom Jones† and â€Å"Joseph Andrews†, he represents the virtues, and he uses the satire. According to the structure, â€Å"Joseph Andrews† has a lot of picaresque: the action takes place on the road and in inns. And the most of the events, in which Joseph or Adams are involved, are independent from each other. Fielding introduces such events, and the stories between the main story, to underline and satirize the selfish and hypocritical behavior which is common in all the classes of the society. Fielding creates a lot of characters of all types, from the lower class and upper class such as aristocrats, landowners, clergies, doctors, lawyers, actors, drivers and innkeepers. In Joseph Andrews characters of inferior rank and manners are numerous. [†¦] The list includes more innkeepers, an hostler or two, a coachman, and various rustics. His portrayal of these â€Å"inferior† characters and their conversation shows Fielding’s familiarity with the lower classes and their speech, which he insists is as important to the novelist as a knowledge of â€Å"upper life†. (Bissel: 69) The structure of â€Å"Tom Jones† is very similar to â€Å"Joseph Andrews†, but it is a novel larger, which includes evocations of the life in the land and scenes of the London life. In the preface of â€Å"Joseph Andrews†, Fielding notes that he sees the novel as an â€Å"epic poem in a mocking tone and prose†. The epic poem represented a narrative way renowned for the tradition in which the author could inspire himself, without fear of the critics, when he wanted to create a new kind of literary work. â€Å"Tom Jones† is a novel extraordinary good planed. It is supported in the structure of the epic-poem: a central action which moves forward with regular steps to a final target and of which events contribute in some way to the whole narration. Tom Jones, as a new Ulysses, he sees him forced to leave his home, and after a lot of adventures which polish his personality and put his qualities down, finally he comes back to his home to meet with his â€Å"Penelope†, the faithful Sophia Western. The period of adventures reminds a lot to the picaresque atmosphere of â€Å"Joseph Andrews† and, as in this one, the war deeds take place in inns. The influence of Cervantes in â€Å"Joseph Andrews† is obvious and the author himself admits it. Parson Adams and Joseph Andrews, as Don Quixote and Sancho Panza, go through the paths and share adventures which are told with humor. More obvious than any of these, the influence of Cervantes appears not only in the resemblance between Don Quixote and Parson Adams, but also in a number of similarities in manner and incident. (Battestin) Adams and Don Quixote are characters, who due to their idealism lose contact with the reality; both of them assume the good intentions of th e different characters they meet and that is the reason why all people trick him. As Adams looks like Don Quixote, Joseph Andrews looks like Sancho Panza. There are some similarities between them. Sancho represents the realism and Joseph personifies an extreme idealism almost grotesque. Sancho is a character who develops along the novel. At first, he is the rational character and Don Quixote is crazy, but finally it is to the contrary and Sancho goes crazy. And Joseph also develops. At first, he seems like a ridiculous character and without personality, but along the novel he leaves of being the parody of Pamela and he turns into a character with personality and own identity who matures and starts to realized of the reality that is around them. At the end, he turns into a character which has a more realistic vision of the world. In â€Å"Tom Jones†, the main character with the same name is the version of Don Quixote and he has the services of his own Sancho Panza who is represented in the character of Partridge, the ex-teacher of the school, victim of the destiny, who, as Tom Jones, has been exiled because of a crime which he did not commit. Of course, the humor is present along the novel and it is one of the bases of it. There are characters really hilarious such as Partridge, the servant of Tom Jones, (as it has been already said, the Sancho Panza of Tom Jones). He is always making Tom losing the patience with his plenty of verbosity and his never ending Latin cites. Another example is the Mr. Western, Sophia’s father, a mixed of bad manners, little drunk and fan of the hunting, who is responsible of many of the funniest scenes of the novel. The ability of Fielding for the satire never ends. He satirizes all the social classes, they all come off badly and there is not any character hich is not satirized. â€Å"Tom Jones† is a novel really modern. Fielding knew how to represent the double moral of the human beings, the inevitable tendency to the contradiction and the debility about the temptation; the heroes of this story give in to reprehensible impulses (at least from the point of view of the moral of that period), and their behavior is not always as people could expect. Fielding show s the inconstancy of the soul through the funny adventures, but with a background of clever satire far from negligible. Moreover, the fact that the women of this story are the model of behavior and being judged with a very advance look is very relevant. The tutor of Tom, Mr. Allworthy (whose last name shows how he is), put wisely in balance the behavior of the young’s mother, whom he accuses of have a baby without husband; additionally, he convinces Sophia’s father to allow her daughter of getting married with the person who she believes is the best. The aunt of Sophia faces his brother to defend the social position of the woman as a member of the society, with the same rights and duties as men. It is vital to appreciate the limited role that Fielding gives to burlesque; he is attempting to describe the real nature of comedy, just as Joseph Andrews will attempt to discover the real nature of everyone and everything. In linking himself with Hogarth, the â€Å"comic history† painter whose works are in the â€Å"exactest copying of nature,† Fielding presents an argument later echoed by Henry James: â€Å"The only reason for the existence of a novel is that it does attempt to represent life. When it relinquishes this attempt, the same attempt that we see on the canvas of the painter, it will have arrived at a very strange pass† (â€Å"The Art of Fiction,† 1884). (Cliffnotes) 3. CONCLUSION In summary, as it has been shown in this essay, â€Å"Tom Jones† and â€Å"Joseph Andrews† have many similarities. Fielding reproduces the same moral and virtuous style in both of them. He makes the main characters with similar personalities such as Tom Jones and Joseph Andrews, or Sophia Western and Fanny. In the style, the reader can see how Fielding tried to recreate in his novels (a part of the influence of the classical literature such as â€Å"The Odyssey†), the influence of Cervantes’ â€Å"Don Quixote†, and the introduction of the picaresque in his novels. At first, it was believed that â€Å"Joseph Andrews† was inspired in â€Å"Don Quixote†, but the fact is that â€Å"Tom Jones† has a lot of that picaresque and the role plays of the main characters as Don Quixote and Sancho Panza. And of course, in both of them, the reader can find lots of moral and satire. In addition to the fact that â€Å"Joseph Andrews† started as a parody of Pamela, it became as an independent novel and finally it was a novel with personality and different stories. It became in a critic, a satire of the social classes and the society in general of his time, as â€Å"Tom Jones†, which was considered as an historical novel, but not because of the references to the History, but to the creation of histories between the characters and the similarities between them and the reality. 4. WORKS CITED Bissel, Frederick Olds. Fielding’s Theory of the Novel. New York: Cooper Square Publishers Inc. , 1933. Print. Compton, Neil. Henry Fielding Tom Jones. A Casebook. Macmillan, 1970. Print. Inserni, . â€Å"Primary Characters:. †Ã‚  Ã¢â‚¬Å"The History of Tom Jones† Analysis of Characters. Blogger, 13 Sep 2011. Web. Web. 21 Mar. 2013. Johnson, Maurice. Fielding’s Art of Fiction. Eleven Essays on Shamela, Joseph Andrews, Tom Jones and Amelia. Pennsylvania: University of Pennsylvania Press, 1969. Print. â€Å"Joseph Andrews by Henry Fielding. †Ã‚  Cliffnotes. John Wiley Sons, Inc.. Web. 21 Mar 2013. The Moral Basis of Fielding’s Art. A Study of Joseph Andrews. Middletown: Wesleyan University Press, 1959. Print. â€Å"Tom Jones (Novela). †Ã‚  Wikipedia. La Enciclopedia Libre. Wikipedia Commons, 12 Mar 2013. Web. 21 Mar 2013. Varey, Simon. Joseph Andrews. A Satire of Modern Times. G. K. Hall ; Co. , 1990. Print. Withington, Keri. â€Å"Character analysis: Joseph Andrews, by Henry Fielding. †Ã‚  Helium. Where Knowledge Rules. Helium Inc. , 05 May 2007. Web. 21 Mar 2013. How to cite Tom Jones and Joseph Andrews, Essay examples

External /Internal Equity Essay Example

External /Internal Equity Essay The main purpose of this project is to point out the relationship between external equity in discussing pay versus benefits, and also to investigate the best compensation package (with special focus on external market competitiveness and internal equity) that will be of benefit to recruit and retain productive and motivated staff members. Key words: external equity, compensation, internal equity, motivation CHAPTER ONE 1. 0 LITERATURE REVIEW 1. 1 Equity Theory Basically, employees make comparison of their job inputs (Effort, experience, education, competence) and outcomes (Salary levels, raises, recognition) relative to those of others. Individuals tend to make comparison of their outcome-input ratio with the outcome –input ratio of relevant others. A state of equity exist when individuals perceive that their ratio is equal to relevant others, while inequity exist when the ratio are not the same. This led to the theory of social equity been proposed by J. Stacy Adams (1963) based upon Festinger’s (1957) theory of cognitive dissonance, that has received considerable attention in the organizational behavior literature (Vecchio 1981). According to Adams (1963), an employee brings to a job certain inputs (such as education, experience, training, and skill), and receives certain outcomes (such as intrinsic and extrinsic rewards). Inequity occurs when an individual perceives that the ratio of his or her outcomes to inputs is not equal to the ratio of some referent other, such as a work peer (Adams 1965). We will write a custom essay sample on External /Internal Equity specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on External /Internal Equity specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on External /Internal Equity specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Individuals can feel inequity exists when they are undercompensated or overcompensated relative to their referent other (Walster, Berscheid, and Walster 1973). When inequity is perceived, individuals may experience distressanger or resentment in the case of under compensation and guilt in the case of over compensation (Austin and Walster 1974). Evidence suggests that individuals may base perceptions of equity on a number of comparison others (Ronen, 1986; Hills, 1980; Middlemist Peterson, 1976). ased on common choices of comparison others, there are at least three distinct types of equity: external equity, internal equity, and employee equity. For the purpose of this project external and internal equity will be addressed. 1. 2 EXTERNAL EQUITY External equity exists when an organizations pay rates are at least equal to the average rates in the organization’s market or sector. Employers want to ensure that they are able to pay what is necessary to find, keep and motivate an ade quate number of qualified employees. Creating a compensation structure that starts with competitive base pay is critical. Limited evidence suggests that managers at higher organizational levels may use external comparison others more than managers at lower organizational levels (Ronen, 1986; Heneman, Schwab, Standal, Peterson, 1980). This may occur because greater participation in professional networks at higher levels may make inputs and outputs of external others more salient. One way organizations achieve external equity is through the use of labor market pay surveys (Davis, 1997). . 3 INTERNAL EQUITY Internal equity exists when employees in an organization perceive that they are being rewarded fairly according to the relative value of their jobs within an organization. Another way of stating this is to say that a person’s perception of their responsibilities, rewards and work conditions is seen as fair or equitable when compared with those of other employees in similar positions in the same organization. Fac tors such as skill level, the effort and the responsibility of the role, as well as working conditions are considered. Although employees use internal as well as external comparison others (Andrews Henry, 1963; Finn Lee, 1972), their relative importance is unclear. Finn and Lee (1972) found that employees using internal comparison others were more satisfied with pay than those using external others. However, Hill (1980) found that people tended to use either internal and external referents or neither. One way organizations achieve internal equity is through the use of job evaluation plans. CHAPTER TWO 2. 0 COMPENSATION According to Tanushree Sanwal (2009), compensation is the remuneration received by an employee in return for his/her contribution to the organization. It is an integral part of human resource management which helps in motivating the employees and improving organizational effectiveness. Adequate compensation also serves the need for attracting and retaining the best employees. It is an organized practice that involves balancing the work-employee relation by providing monetary and non-monetary benefits to employees. Compensation does not include only salary but it is the sum total of all rewards and allowances provided to the employees in return for their services. compensation management philosophy believes in satisfying the various needs of an individual, such as social needs, psychological needs, safety needs, self-actualization needs etc. In absence of compensation it may not be possible to attract suitable people to work for the organization. Compensation helps in running an organization effectively and accomplishing its goals. Modern day organizations need to design the compensation systems aligning with the business goals and strategies. Three strategic objectives of compensation of particular importance are: (1) attracting and retaining the talent required for a sustainable competitive advantage, (2) focusing the energy of employees on implementing the organization’s particular competitive strategy, and (3) improving productivity 2. 1 THE ROLE OF HR According to schuler and Jackson (2006) human resources is responsible for setting the compensation system in the whole organization, monitor it and do a proper follow up, when the compensation system does not work properly. HR introduced several procedures to measure the fairness in compensation in the organization. HR introduced job design and job evaluation to compare different jobs across the organization. There are two ways of determining the levels of pay according to Thorpe and Holman (2000). The first is to focus on the labor market and to pay everyone at around the market rate. In this case, there is a comparison with employees in other organizations and it is called external equity (Hume, 1995). The second as its first priority the organizational goals and supports a reward system according to the organizational objectives and considering the job evaluation. In this case, there is a comparison of employees in the same organization and it is called internal equity (Hume, 1995). It is supported that the most dissatisfied employees are those who face internal inequity, namely when senior managers are generously paid and the other employees feel the unfairness (Hume, 1995). 2. 2 EXTERNAL EQUITY IN COMPENSATION. The organization competes with other employers to attract, hire and retain the best employees. It has to offer a competitive salary package to make employees feel satisfied and prevents them from looking for job elsewhere. The external equity is about keeping the personnel expenses budget under control and securing the position of the organization in the pay market. Most organization do not choose to pay more than the competitors, but they want to pay in-line with competitors and they choose the median for most job positions. Most of the times, the market rate is considered to be most efficient approach. In most competitive markets, there is no other choice but to pay the market rate in order to attract qualified staff and to ensure satisfaction. Furthermore, according to Thorpe Homan (2000), small organizations with growth potential can attract new employees by promising a greater share of rewards and better career as the company will expand successfully in the future. However, supply and demand differ substantially among market resulting in significant variation in wages across labor markets. Schuler and Jackson (2006) pointed out factors that could contribute to wage differences among markets. They are geographical location, union status, industry sector, organization size, company prestige, product competition, education and experience level of available work force, licensing or certification requirements called for by the job. A combination of the factors determines the labor market for a particular job. 2. 3 INTERNAL EQUITY IN COMPENSATION. Internal equity in compensation is more important than external equity for many organizations. The unfairness in the compensation inside the organization is more visible. It is supported that the most dissatisfied employees are those who face internal inequity, namely when senior managers are â€Å"generously paid and the other employees feel the unfairness (Hume, 1995). Internal equity is about proper job design and job evaluation and setting the same compensation principle for the comparable job across the organization. The performance related compensation components are the usual source of the differences in the pay for the comparable job positions as human resources has to co-operate with line managers for a better understanding of the business and also set a better bonus pay. Schuler and Jackson (2006) pointed out job related factors that could be used to set compensation levels. They are education required, experience required, physical demands, responsibility for equipment/materials, responsibility for safety of others, supervisory/managerial responsibility, working conditions, accident or health hazards, public contact, manual dexterity. CHAPTER THREE 3. 0 PAY EQUITY: Internal and External Considerations. 3. 1 COMPANY VIEW Basically, companies emphasize external equity in setting a compensation structure. For example, a 1975 Bureau of National Affairs study shows that over 80% of both small and large firm ranked external effectiveness as their most compensation objective. This emphasis on external equity demands the availability of high quality of labor market data. Because labor market tend to be highly variable, difficult to track, difficult to describe, companies are forced to participate in elaborate, costly wage surveys to get the data they need. However, companies are beginning to recognize limitations associated with focusing on external equity as the primary basis for setting compensation objectives. A 1985 study by the conference board showed that employers are starting to consider internal factors as more important that the external factors in setting wage level. These companies recognize that over emphasizing external equity may detract from important internal equity considerations. 3. 2 EMPLOYEES VIEW Individual view equity differently from the way organization views it. While organizations make comparison with other organization, individuals compare their pay with others within the same establishment. For this reason perception of internal equity can influence an organization compensation objective, much more than external issues. A study conducted in 1972 by Allan N. Nash adds insight to this issue. The result showed that 80% of employees indicated that they will be angered if they found themselves paid less than others in same establishment In addition to pay, there are many things that influence employee perception of equity. Study shows that workers often rank job security, working conditions, advancement opportunity, management appreciation, relationship with co-workers, and flexibility of working hours or job assignment ahead of pay. In summary, it appears that employees may look at compensation equity from a different view point than that of their employers. Companies go to great length to establish mechanism for accessing pay practices in other companies, while employees are primarily concerned with pay equity in their own company. 3. 3 EXPERT OPINION The following statement indicates the opinion of some compensation experts. The first two supports external equity, while the last two favors internal equity. †¢Ã¢â‚¬Å"In most cases it makes sense to focus on external pay comparison as the major as the major criteria to determine compensation levels. Both internal and external and inequity have serious consequences for the organization. However the consequences of external inequity†¦are more severe for the organization and they are the ones that deserve primary attention† (Edward E. lawler 1981). †¢Ã¢â‚¬Å"We feel it is important to underline the sovereignty of external equity influence on wages over internal equity influence. Certainly the power of a wage or salary to attract employee is based solely on external equity considerations. The retention power of a wage or salary is also influenced heavily by external equity considerations. When external and internal equity considerations are in conflict, we suspect †¦. that external equity takes precedence† (Mark. J Wallace and Charles f. hay 1983). †¢ â€Å"Most pay comparison research suggests that it is probably more important to have internal equity than external equity. Employee can seemingly grasp of whether they think they are fairly paid by a particular employer through looking at other jobs in that organization than they can by weighing external information†(Thomas h. Patten 1977). â€Å"Experience seems to indicate that establishment of compromise rate in case of conflict is probably the solution. Internal consistency is more important than strict external competitiveness† (Milton. A . Rock 1984). CONCLUSION My findings suggest that there is no right or wrong answer in which should be the primary consideration external or internal equity for formulating compensation objectives. According to a study conducted by Government of Cana da human resource council, a good compensation strategy includes a balance between internal equity and external competitiveness. Compensation and benefits affect the productivity and happiness of employees, as well as the ability of your organization to effectively realize its objectives. It is to your advantage to ensure that your employees are creatively compensated and knowledgeable of their benefits. The long term need is to establish both a strategic organization wide pay level policy that specifically addresses a company’s approach to pay relative to marketplace (external equity), and an internal job evaluation methodology for use in assessing the relative value of each job in an organization (internal equity).. Kent Romanoff et al. In conclusion, HR should consider a two way approach in setting wage levels. External data should be used to establish strategic guidelines for overall company pay policy. In addition, a second job evaluation methodology should be used to determine the value of a company’s job. This establishes internal equity. . External /Internal Equity Essay Example External /Internal Equity Essay The main purpose of this project is to point out the relationship between external equity in discussing pay versus benefits, and also to investigate the best compensation package (with special focus on external market competitiveness and internal equity) that will be of benefit to recruit and retain productive and motivated staff members. Key words: external equity, compensation, internal equity, motivation CHAPTER ONE 1. 0 LITERATURE REVIEW 1. 1 Equity Theory Basically, employees make comparison of their job inputs (Effort, experience, education, competence) and outcomes (Salary levels, raises, recognition) relative to those of others. Individuals tend to make comparison of their outcome-input ratio with the outcome –input ratio of relevant others. A state of equity exist when individuals perceive that their ratio is equal to relevant others, while inequity exist when the ratio are not the same. This led to the theory of social equity been proposed by J. Stacy Adams (1963) based upon Festinger’s (1957) theory of cognitive dissonance, that has received considerable attention in the organizational behavior literature (Vecchio 1981). According to Adams (1963), an employee brings to a job certain inputs (such as education, experience, training, and skill), and receives certain outcomes (such as intrinsic and extrinsic rewards). Inequity occurs when an individual perceives that the ratio of his or her outcomes to inputs is not equal to the ratio of some referent other, such as a work peer (Adams 1965). We will write a custom essay sample on External /Internal Equity specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on External /Internal Equity specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on External /Internal Equity specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Individuals can feel inequity exists when they are undercompensated or overcompensated relative to their referent other (Walster, Berscheid, and Walster 1973). When inequity is perceived, individuals may experience distressanger or resentment in the case of under compensation and guilt in the case of over compensation (Austin and Walster 1974). Evidence suggests that individuals may base perceptions of equity on a number of comparison others (Ronen, 1986; Hills, 1980; Middlemist Peterson, 1976). ased on common choices of comparison others, there are at least three distinct types of equity: external equity, internal equity, and employee equity. For the purpose of this project external and internal equity will be addressed. 1. 2 EXTERNAL EQUITY External equity exists when an organizations pay rates are at least equal to the average rates in the organization’s market or sector. Employers want to ensure that they are able to pay what is necessary to find, keep and motivate an ade quate number of qualified employees. Creating a compensation structure that starts with competitive base pay is critical. Limited evidence suggests that managers at higher organizational levels may use external comparison others more than managers at lower organizational levels (Ronen, 1986; Heneman, Schwab, Standal, Peterson, 1980). This may occur because greater participation in professional networks at higher levels may make inputs and outputs of external others more salient. One way organizations achieve external equity is through the use of labor market pay surveys (Davis, 1997). . 3 INTERNAL EQUITY Internal equity exists when employees in an organization perceive that they are being rewarded fairly according to the relative value of their jobs within an organization. Another way of stating this is to say that a person’s perception of their responsibilities, rewards and work conditions is seen as fair or equitable when compared with those of other employees in similar positions in the same organization. Fac tors such as skill level, the effort and the responsibility of the role, as well as working conditions are considered. Although employees use internal as well as external comparison others (Andrews Henry, 1963; Finn Lee, 1972), their relative importance is unclear. Finn and Lee (1972) found that employees using internal comparison others were more satisfied with pay than those using external others. However, Hill (1980) found that people tended to use either internal and external referents or neither. One way organizations achieve internal equity is through the use of job evaluation plans. CHAPTER TWO 2. 0 COMPENSATION According to Tanushree Sanwal (2009), compensation is the remuneration received by an employee in return for his/her contribution to the organization. It is an integral part of human resource management which helps in motivating the employees and improving organizational effectiveness. Adequate compensation also serves the need for attracting and retaining the best employees. It is an organized practice that involves balancing the work-employee relation by providing monetary and non-monetary benefits to employees. Compensation does not include only salary but it is the sum total of all rewards and allowances provided to the employees in return for their services. compensation management philosophy believes in satisfying the various needs of an individual, such as social needs, psychological needs, safety needs, self-actualization needs etc. In absence of compensation it may not be possible to attract suitable people to work for the organization. Compensation helps in running an organization effectively and accomplishing its goals. Modern day organizations need to design the compensation systems aligning with the business goals and strategies. Three strategic objectives of compensation of particular importance are: (1) attracting and retaining the talent required for a sustainable competitive advantage, (2) focusing the energy of employees on implementing the organization’s particular competitive strategy, and (3) improving productivity 2. 1 THE ROLE OF HR According to schuler and Jackson (2006) human resources is responsible for setting the compensation system in the whole organization, monitor it and do a proper follow up, when the compensation system does not work properly. HR introduced several procedures to measure the fairness in compensation in the organization. HR introduced job design and job evaluation to compare different jobs across the organization. There are two ways of determining the levels of pay according to Thorpe and Holman (2000). The first is to focus on the labor market and to pay everyone at around the market rate. In this case, there is a comparison with employees in other organizations and it is called external equity (Hume, 1995). The second as its first priority the organizational goals and supports a reward system according to the organizational objectives and considering the job evaluation. In this case, there is a comparison of employees in the same organization and it is called internal equity (Hume, 1995). It is supported that the most dissatisfied employees are those who face internal inequity, namely when senior managers are generously paid and the other employees feel the unfairness (Hume, 1995). 2. 2 EXTERNAL EQUITY IN COMPENSATION. The organization competes with other employers to attract, hire and retain the best employees. It has to offer a competitive salary package to make employees feel satisfied and prevents them from looking for job elsewhere. The external equity is about keeping the personnel expenses budget under control and securing the position of the organization in the pay market. Most organization do not choose to pay more than the competitors, but they want to pay in-line with competitors and they choose the median for most job positions. Most of the times, the market rate is considered to be most efficient approach. In most competitive markets, there is no other choice but to pay the market rate in order to attract qualified staff and to ensure satisfaction. Furthermore, according to Thorpe Homan (2000), small organizations with growth potential can attract new employees by promising a greater share of rewards and better career as the company will expand successfully in the future. However, supply and demand differ substantially among market resulting in significant variation in wages across labor markets. Schuler and Jackson (2006) pointed out factors that could contribute to wage differences among markets. They are geographical location, union status, industry sector, organization size, company prestige, product competition, education and experience level of available work force, licensing or certification requirements called for by the job. A combination of the factors determines the labor market for a particular job. 2. 3 INTERNAL EQUITY IN COMPENSATION. Internal equity in compensation is more important than external equity for many organizations. The unfairness in the compensation inside the organization is more visible. It is supported that the most dissatisfied employees are those who face internal inequity, namely when senior managers are â€Å"generously paid and the other employees feel the unfairness (Hume, 1995). Internal equity is about proper job design and job evaluation and setting the same compensation principle for the comparable job across the organization. The performance related compensation components are the usual source of the differences in the pay for the comparable job positions as human resources has to co-operate with line managers for a better understanding of the business and also set a better bonus pay. Schuler and Jackson (2006) pointed out job related factors that could be used to set compensation levels. They are education required, experience required, physical demands, responsibility for equipment/materials, responsibility for safety of others, supervisory/managerial responsibility, working conditions, accident or health hazards, public contact, manual dexterity. CHAPTER THREE 3. 0 PAY EQUITY: Internal and External Considerations. 3. 1 COMPANY VIEW Basically, companies emphasize external equity in setting a compensation structure. For example, a 1975 Bureau of National Affairs study shows that over 80% of both small and large firm ranked external effectiveness as their most compensation objective. This emphasis on external equity demands the availability of high quality of labor market data. Because labor market tend to be highly variable, difficult to track, difficult to describe, companies are forced to participate in elaborate, costly wage surveys to get the data they need. However, companies are beginning to recognize limitations associated with focusing on external equity as the primary basis for setting compensation objectives. A 1985 study by the conference board showed that employers are starting to consider internal factors as more important that the external factors in setting wage level. These companies recognize that over emphasizing external equity may detract from important internal equity considerations. 3. 2 EMPLOYEES VIEW Individual view equity differently from the way organization views it. While organizations make comparison with other organization, individuals compare their pay with others within the same establishment. For this reason perception of internal equity can influence an organization compensation objective, much more than external issues. A study conducted in 1972 by Allan N. Nash adds insight to this issue. The result showed that 80% of employees indicated that they will be angered if they found themselves paid less than others in same establishment In addition to pay, there are many things that influence employee perception of equity. Study shows that workers often rank job security, working conditions, advancement opportunity, management appreciation, relationship with co-workers, and flexibility of working hours or job assignment ahead of pay. In summary, it appears that employees may look at compensation equity from a different view point than that of their employers. Companies go to great length to establish mechanism for accessing pay practices in other companies, while employees are primarily concerned with pay equity in their own company. 3. 3 EXPERT OPINION The following statement indicates the opinion of some compensation experts. The first two supports external equity, while the last two favors internal equity. †¢Ã¢â‚¬Å"In most cases it makes sense to focus on external pay comparison as the major as the major criteria to determine compensation levels. Both internal and external and inequity have serious consequences for the organization. However the consequences of external inequity†¦are more severe for the organization and they are the ones that deserve primary attention† (Edward E. lawler 1981). †¢Ã¢â‚¬Å"We feel it is important to underline the sovereignty of external equity influence on wages over internal equity influence. Certainly the power of a wage or salary to attract employee is based solely on external equity considerations. The retention power of a wage or salary is also influenced heavily by external equity considerations. When external and internal equity considerations are in conflict, we suspect †¦. that external equity takes precedence† (Mark. J Wallace and Charles f. hay 1983). †¢ â€Å"Most pay comparison research suggests that it is probably more important to have internal equity than external equity. Employee can seemingly grasp of whether they think they are fairly paid by a particular employer through looking at other jobs in that organization than they can by weighing external information†(Thomas h. Patten 1977). â€Å"Experience seems to indicate that establishment of compromise rate in case of conflict is probably the solution. Internal consistency is more important than strict external competitiveness† (Milton. A . Rock 1984). CONCLUSION My findings suggest that there is no right or wrong answer in which should be the primary consideration external or internal equity for formulating compensation objectives. According to a study conducted by Government of Cana da human resource council, a good compensation strategy includes a balance between internal equity and external competitiveness. Compensation and benefits affect the productivity and happiness of employees, as well as the ability of your organization to effectively realize its objectives. It is to your advantage to ensure that your employees are creatively compensated and knowledgeable of their benefits. The long term need is to establish both a strategic organization wide pay level policy that specifically addresses a company’s approach to pay relative to marketplace (external equity), and an internal job evaluation methodology for use in assessing the relative value of each job in an organization (internal equity).. Kent Romanoff et al. In conclusion, HR should consider a two way approach in setting wage levels. External data should be used to establish strategic guidelines for overall company pay policy. In addition, a second job evaluation methodology should be used to determine the value of a company’s job. This establishes internal equity. .