British Petroleum Marketing Analysis Free Essay Example, 750 words

This report believes that BP s positioning in the market which is shown in its choice of generic strategy is working strongly for its benefit. Recognizing that consumers are increasingly basing their choice of purchases by the corporate social responsibility of business organizations, BP has been right in choosing to position itself as a green company. However, this paper also recognizes the fact that BP has not been so efficient in acting what it is communicating to the public. This paper has three recommendations for BP. 1. Strengthen its position in the market. BP should be able to guard its reputation as a green and humanitarian business organization. With this, BP should further spend money on resolving the environmental and human rights issues that it faces. It will also be good if the company can fund research on how to minimize the harm and pollution caused by fuel. With the pressing concern for global warming, BP should cooperate with other organizations that are invest igating the likely impact of global warming and how to reduce these hazards. These actions are seen to strengthen the company s position in the industry as well as gain the public s trust which offset their associated costs. 2.We will write a custom essay sample on British Petroleum: Marketing Analysis or any topic specifically for you Only $17.96 $11.86/page In order to ward off and prepare for the competition, BP should seek to enhance its efficiency as well as manage its costs. With this, the company is prepared for any threat of price wars. This also enables the business organization to continue to add value to its shareholders and facilitates easy access to financing.

Essay on Garrett Hardin Lifeboat Ethics - 1281 Words

Garrett Hardin argues for a very harsh thesis: we simply should not provide aid to people in poor countries. His argument is consequentialist: he claims that the net result of doing so would be negative -- would in fact be courting large-scale disaster. One of the things that we will notice about Hardins essay, however, is that whether he is right or wrong, he paints with a very broad brush. This makes it a good essay for the honing of your philosophical skills; you should notice that there are many places where the reasoning procees with less than total care. Hardin begins with metaphors. He points out that while the metaphor of earth as a grand spaceship has a certain popularity (or did 23 years ago) it is a flawed metaphor†¦show more content†¦Arent we irresponsible if we dont plan ahead for possible emergencies by leaving ourselves some excess capacity? (Recall that in this metaphor, capacity includes things like supplies.) It should be obvious that this is a dubious metaphor. To begin with (and this will come up again) not all countries are either rich or poor. Furthermore, it is not as clear as Hardin assumes that we lack the resources to save everyone. And the argument from the safety factor may seem dubious. Couldnt we help some people -- even if we select them in a fairly arbitrary way? Leave the safety factor aside. Presumably it is true that we should not give all our excess resources away; not planning for emergencies is irresponsible. The main reply that Hardin would make to our doubts is this: even if we have enough resources to help everyone in the short run, we dont have nearly enough to do so in the long run. Why not? Because of the difference in rates of population growth between rich and poor nations. Suppose that in 1974, the U.S. had decided to share its wealth with a group of countries such as Columbia, Venezuala and Pakistan. Suppose that the combined population of the poor countries equaled the total (1974) populationof the U.S.: about 210 million. The populaiton in the U.S. increass at a rate of about .8% per year; the population of those countries increases at a rate of about 3.3% per year. By 2061 -- 87 years later -- the population of the U.S. wouldShow MoreRelatedJustice vs. Reality in Lifeboat Ethics: the Case against Helping the Poor by Garrett Hardin534 Words   |  3 PagesThe essay titled Lifeboat Ethics: the Case against Helping the Poor by Garrett Hardin, was very interesting. The first part of the essay used a metaphor of the rich people of the earth in a lifeboat and the poor people in the sea drowning. The rich people could only allow a few people in and if they let , too many people in they will sink the boat and all die. The best thing for the rich people to do is not to let anyone in so they will have adequate supplies and space for them to survive. LaterRead MoreLifeboat Ethics: The Case Against Helping The Poor - Garrett Hardin What Should A Billionaire Give-and What Should You? - Peter Singer3380 Words   |  14 PagesLifeboat Ethics: The Case Against Helping The Poor - Garrett Hardin What Should A Billionaire Give-and What Should You? - Peter Singer One of the most important issues facing the world today is the issue of the poor. There are many things that can be done about this issue, however much of the world is torn between wanting to help and not knowing how to go about it. This is the issue that is presented in the two essays - Garrett Hardin’s â€Å"Lifeboat Ethics: The Case Against Helping The Poor,† andRead MoreThe Effective Concept of Lifeboat Ethics Essay1482 Words   |  6 PagesLifeboat Ethics is a metaphor for the process of wealth and resource distribution as described by ecologist Garrett Hardin. In 1974, he published an article called, â€Å"Lifeboat Ethics: The Case against Helping the Poor,† that outlines his reasons that the wealthy nations of the world should not be wholly responsible for supporting the needs of the poor. Donald Kennedy and William Clark both wrote articles in regard to the concept of lifeboat ethics and the tragedy of the commons. In the article, HardinRead MoreLifeb oat Ethics By Garret Hardin And A Modest Proposal By Jonathan Swift935 Words   |  4 PagesLifeboat ethics by Garret Hardin and a modest proposal by Jonathan Swift Garrett Hardin in Lifeboat Ethics: The Case against the Poor Garrett Hardin describes about how the well-off states are in the lifeboat and the deprived states are swimming in the sea. He also tells about how the US facilitates other states. Hardin thinks that if the administration remains serving other states and letting citizens in then America will also sink. We must encourage them if we desire to save at least part ofRead MoreAnalysis Of Garrett Hardins The Tragedy Of The Commons784 Words   |  4 PagesGarrett Hardin published in Psychology Today in September 1974. This passage is an excerpt from his popular paper â€Å"The Tragedy of the Commons† as a warning that overpopulation was dangerous due to how limited Earth’s resources are. This theory is reflected in Hardin’s thesis that the rich should do nothing to help the people of poor nations and turn away those trying to come in. Hardin used the imagery of a lifeboat almost filled in a sea full of drowning people to pose and answer a single questionRead MoreLifeboa t Ethics Essay583 Words   |  3 PagesLifeboat Ethics Hardins Lifeboat Ethics: The Case Against the Poor - No! You Cannot Come in Garrett Hardin writes about saving the poor in his essayLifeboat Ethics: The Case Against the Poor found in The Blair Reader. Hardin writes about how the rich countries are in the lifeboat and the poor countries are swimming in the ocean. He also writes about how the United States helps other countries. Hardin feels that if the government keeps helping other countries and letting people in thenRead MoreRevision Of The Critique Of Hardin’S â€Å"Lifeboat Ethics†:1134 Words   |  5 PagesRevision of the Critique of Hardin’s â€Å"Lifeboat Ethics†: The Case against Helping the Poor Garrett Hardin was a controversial ecologist who believed that overpopulation was going to bring a downfall to a world of limited resources. Each nation was compared to a lifeboat with the rich being inside the boat and the poor in the water, drowning (Hardin, 561). He wrote the â€Å"Lifeboat Ethics† in 1974 when Ethiopia was having a starvation problem. Hardin’s opinion about the situation was that sendingRead MoreEssay on Lifeboat Ethics: the Case Against Helping the Poor900 Words   |  4 PagesGarrett Hardin, biologist from Stanford, used the metaphor of Earth being a â€Å"spaceship† persuading other countries, industries and people to stop polluting and washing natural resources of the world. He illustrates that the â€Å"spaceship† is represented by the wealthy countries, and the natural resources are represented as the poorer countries of the world. The wealthy people of the world have all the resources they need to survive and more, whil e other hand the poorer countries are unfortunate. TheirRead MoreRobbing the Rich to Give to the Poor Essay917 Words   |  4 Pagessupport them. No one desires people to suffer, but do wealthy nations have a moral obligation to aid poor nations who are unable to help themselves? Garrett Hardin in, Lifeboat Ethics: The Case Against Helping The Poor, uses a lifeboat analogy to expose the global negative consequences that could accompany the support of poor nations. Hardin stresses problems including population increase and environmental overuse as downfalls that are necessary to consider for the survival of wealthy nationsRead MoreHardin Durning Skinner Essay Draft 21480 Words   |  6 PagesDurning and Skinner Proved That Hardin’s Lifeboat Ethics: The Case Against Helping the Poor Does Not Float In Garrett Hardin’s essay, Lifeboat Ethics: The Case Against Helping the Poor, Hardin describes the wealthy population of the world as being in a single lifeboat that is almost filled until buckling while the poor population of the world treads water below. Hardin’s essay gets his readers to feel the natural instinct to survive. The lifeboat metaphor that Hardin uses relieves the wealthy population

Filipinos Before the Spanish Era Free Essays

Long before the Spaniards came, the Philippines was already inhabited by natives. And among the natives of the Island were the Negritos. Characteristically, the Negritoes were short and dark skinned people. We will write a custom essay sample on Filipinos Before the Spanish Era or any similar topic only for you Order Now They had curly hair, small nose and were thick-lipped. These natives were barely clothed as clothing for them consists of the bahag and a jacket-like upper for men. They wore neither shoes nor slippers but go about barefooted. Their women adorn themselves with ornaments while their men usually tattoo themselves. The natives of the Island lived in small huts more popularly known as bahay kubo. These small huts were usually made of bamboo and the roofs made of nipa, resources that are readily available and abundant in the Philippines. For their livelihood, the natives depended on fishing since the Philippines is mostly coastal. However, the natives also went hunting for food. This is because the Philippines is known for being rich in natural resources. Thus, food was never a problem for the natives as the island is abundantly endowed. Like any tribe or group of people, the natives were very communal and thus lived in small communities known as the balangay. Each balangay was headed by a leader called the datu or raj. The Datu or the Raj was usually a brave and respected leader who is expected to protect his community from outside attack. It is also the leader’s responsibility to maintain peace and order within the community. Thus, the Datu or the Raj resolves whenever conflicts arise between and among his constituents. This system is the earliest known form of government which has now been carried over to the present day Barangays. Even before the Spaniards came and who claimed to have civilized the inhabitants of the island, the natives were already literate and civilized people. Manifestations of their civilization and literacy can be seen from the rules that govern the balangay. And there have been many other indications especially in their communities that these natives were literate people. How to cite Filipinos Before the Spanish Era, Essay examples

Human Resource Management Journal of Business and Management

Question: Describe about the Human Resource Management for the Journal of Business and Management. Answer: Job description and job specification A general and broad written statement which is based on job analysis is called job description. It generally consists of purpose, duties, scope, responsibilities. It forms the bases of the job specification (Ziegler,Hagen, Diehl,2012). The statement of the employee qualification and characteristic which is required for the performance of tasks and duties comprising a specific function or job is called job specification (Han, 2008). My current job description is as follows: Implement, develop and plan all the strategy which are required for HR development and management (which includes selection and recruitment policy, counselling, development and training, performance appraisals, quality management, motivation, and morale, etc.) Starting and maintaining the required system which helps in measuring the important aspects of Human Resource development. The measure, monitor and report all the HR issues, development plans, achievements and opportunities which should in agreed format and within the required time. Develop and manage the staff which reports directly. Control and manage the expenditure of the department and maintain it within the agreed budget limit. Coordinate with other departmental/functional managers so that the need of HR development and the necessary aspects of HR department are understood and ensuring that the other departmental managers are fully aware of the HR purpose, achievements and objectives. Maintain knowledge and awareness of HR methods and theory and provide appropriate interpretation to managers, staff and directors within the institution. Contribute towards the evalution and development of HR performance and strategy with the support of the executive team. Ensure that the activities meet the organisational requirement of quality management, legal stipulations, safety and health, environmental policies. According to the job specification, my job designation is that of an assistant manager (HR department). I have to deal with more duties than I initially signed on for. I hesitate to ask my manager about the same. Because of the extra duties, I have being given my duties have accumulated into an unmanageable mess. I am not given any extra pay for the extra duties that are performed by me and due to my workload, it becomes difficult for me to perform the task mentioned in by job description efficiently. Transparency in the process of dismissal of an employee A colleague of mine was dismissed from his job, and the reasons given by the management for this dismissal was continually missing work, poor discipline, incapability to perform his work and illness. If an employer dismisses his employee, it means that the person has broken the terms of the employment. The employer should follow a fair disciplinary process before they decide to dismiss their employee for their misconduct (Probst Estrada, 2010). One of the reasons given by the management for his dismissal was incapability to perform his work. The management believed that he was not capable enough in performing his task. He does not have the required technological knowledge that is required in his job and because of his persistent illness, it was becoming impossible for him to perform his job efficiently. Steps were taken to provide adequate training to him so that he could match the technological requirement for his job. Because of his poor performance many warnings were given to him so that he could improve the quality of his work and perform his work satisfactorily. He was given enough time and chance so that he could improve his work. Since my friend was suffering from long- term sickness, the management decided to look at the various alternatives before making the decision to dismiss him. The managers decided to give him reasonable time to recover and the amount of actual time given to him was based on the following factors like time required in recovering from illness, how definite it is that he will recover, how easy it will be to get cover for his job and whether the job performed by him can be kept open. The process followed by the company for the dismissal of one of my colleague was substantively justified and was conducted in procedurally fair manner. He was given his outstanding wages, holiday pay and all the other entitlement which was mentioned in his employment contract. Separate training was given to him so that he could develop the technological knowledge which is required by him to perform his work efficiently. Enough time was given to him so that he could recover from his long- term illness. Therefore the process followed by the management for the dismissal of my friend was fair and transparent. Performance Appraisal Systematic assessment of an individual is known as performance appraisals. For the overall development of the organisation and that of the employees, the tool of performance appraisals is used (Abbas, 2014). The performance of an employee is measured by issues like knowledge of the job, quality of output, quantity, leadership abilities, Initiative, supervision, cooperation, dependability, judgment, health, and versatility. The assessment of an employee should be based on his past and potential performance. Performance appraisal is used for promotions, confirmations, development and training, review on Compensation, competency building, improving communication, evaluating the HR Programs, grievances feedbacks.. The process of performance appraisal includes definition of appraisal, Job expectations and job establishment, designing a program for appraisal, performance appraisal, performance interviews, using facts for appropriate purposes, identifying the opportunities , using physical processes, social processes, computer and assistance. Methods of Performance Appraisals: Various methods have been used to measure the quantity and quality of performance appraisals (Clancy, 2007). The technique that is used in my organisation for performance appraisal is management by objective. Management by Objectives: Under this process, the performance of an individual is rated according to the achievement of the objectives which are described by the management (Tegegne, 2013). This method of performance appraisal is result oriented. This means that the employee performance is measured by examining the extent to which they can perform their predetermined work objective. The objectives are established jointly by the subordinate and the supervisor. Once the objectives are established the employees are required to self-assess themselves and find out their strength and weaknesses. The employees are expected to monitor their own progress and development. The process of management by objectives is, firstly, the goals and the desired objectives of each subordinate are established. Then management sets the performance standards. After setting up the performance standard, Comparison between the actual goals of the employee with the goals attained by the employee is made. After comparison between the actua l goals and the attain goals of the employees, new strategies and goals for the goals which are not achieved in the past are made. Based on this process the ranking is given to the employee, and their appraisal is decided This method of performance appraisal concentrates on the actual outcome. If an employee meets the set objectives than he has demonstrated an acceptable level of job performance. In this process, the employee is judged according to their real outcome. The advantage of using this method of performance appraisal is that direct results can be observed. This method also has many disadvantages also as it can lead to unrealistic expectation from the employees which cannot be reasonably accomplished. The subordinates and the supervisors are required to have very good reality checking skills which are very difficult to be attained by them. This method also causes rigidity in the organisation, and it results in the lack of flexibility in the organisation. This method is more useful for the managerial position (Yu, 2008). This method of performance appraisal is not applicable for all the jobs. The process of performance appraisals helps to regularly review the performance of the employee within the organisation. Many employees are not happy with the method of performance appraisal used in the organisation because the process used in a performance appraisal can be biased very easily. Cultural diversification in an organisation Culture means shared traditions, customs, beliefs, history, and institutions of a group of people. Culture is a system based on what we actually are, and it affects the way in which we behave with the people of different groups and culture (Winch, 2015). It is shared among the people of same language, ethnicity, religion and language. Every organisation has a "culture" of procedures, policies, processes and programs, and they incorporate in themselves certain beliefs, values, customs, and assumptions. An organisation which is culturally competent they bring together knowledge based on different groups of people and then it transforms it into policies, standards, and practices which help in fulfilling the objectives of the organization. The diversity in the workplace can be managed by encouraging the staff to participate and contribute towards the goal of the organisation, Managing, Aggressively looking for and capitalising on the benefits of developing a diverse workforce and by Ensuring the requirements of all the legal obligations like safety and equal opportunities in employment. The model which is followed in my organisation is as follows: Valuing diversity-My organisation respect and accept the difference within and between different culture. Conducting cultural self- assessment- regular surveys and discussion are held in my organisation which helps the employees to understand each other culture. The process of self -assessment is a continuing process. Understanding the dynamics of different culture backgrounds Institutionalising cultural knowledge-The knowledge gained is then integrated into every facet of the organisation. Training is provided to the staff so that the knowledge gained is effectively utilised. Adapting to diversity-All the cultures are valued and respected in our organisation which helps to achieve the ultimate goal of the organisation. An employee working in an organisation must have knowledge about the different cultures and ethnic groups and should know about their beliefs, history, values, and behaviour. They should be open towards all the cultural attitudes. Cultural sensitivity exists in every organisation, and it occurs especially if any belief or custom goes against the idea of multiculturalism. Conflicts occurring due to cultural sensitivity could be easily handled if all the employees of the organisation are aware of the goals of the organisation. There are many benefits of building an organisation cultural competence like it helps to increase respect and understanding among the employees, increase the creativity which helps in problem- solving, increases participation, increases trust and cooperation and promotes equality and inclusion. A committee is formed in our organisation which acts as a governing body to plan, implement and evaluate the organisation cultural competence. Today the workplace is becoming vast rapidly with the expansion of business environment which include in itself various geographical locations and various cultures. Communication is a basic tool to build cultural competence in an organisation. So it sometimes becomes difficult to communicate with the people of the different culture properly. To communicate properly with the employees of different culture, I try to learn to read different nonverbal behaviours (Kyounghee Oh, 2007). I always respect the names of my colleagues and never disrespect the names of my colleagues. I try to listen to what others want to say and not what I want to hear. I always try to adapt the communication styles to fit every situation. Acceptance and appreciation are very essential to develop the effective working relationship. I try to maintain courtesy and respect of the employees who come from different culture. I do not behave differently with the employees of the different culture because I understand t he importance of cultural competence and know that the ultimate goal of the organisation can only be achieved when all the people working in the organisation respect each other culture and work together towards the achievement of the goals of the organisation. Workplace accidents The Accident is defined as any unplanned event which interrupts the completion of the work and it may or may not include injury to the employee. Falls and slips are very common types of accidents related to the workplace. Falls and slips account for over 25 percent of the workplace injuries according to the NSC (National safety council) which means the compensation claims filed every year for such incidents are more than a million workers claims. A lot of the fall and slip injuries causes soft tissue injuries which include small gashes, minor burn, sprained tendons, etc. But many of the slips and falls injuries also causes very serious injuries like hard injuries which includes fractures,head trauma, deep gashes, etc. All the employers are required to follow the regulation of OSHA ( Occupational Safety and Health Administration).These regulations describes the safety measures which are required to be followed by the organisation. All the employer who does not follow OSHA requirements may have to incur huge fines and, in some cases, imprisonment. (Tsuda et al., 2011) Whenever any accident take place in an organisation the roots cause for the same should be investigated so that required steps can be taken to avoid the accident to take place again. The investigation of the accident should be done by someone who has experience in accident causation, investigative technique and has full knowledge of the work processes, persons, etc. Reasons to investigate a workplace accident include the following: Finding the causes of the accident so that similar accident can be prevented in the future, fulfilling the entire legal requirement, determining the cost of the accident, determining whether the applicable safety regulations are compiled and in processing workers compensation claim. The steps involved in the investigation process are: The designated person should be reported about the occurrence of the accident. Medical care and first aid should be made available to the injured person. Investigation the accident. Identifying the causes which may include the following: Spilled liquids, cracked, uneven or torn flooring, non-existent or inadequate signs of warning, holes in the floor, poor lightning , uneven stairs, cables, unexpected, elevator stops abruptly etc. Report the finding Developing the plan for corrective action which includes developing a good housekeeping practice, reducing wet and slippery surfaces, avoiding obstacles in walkways and aisles, proper lighting is maintained, proper shoes are worn by the employees. Taking steps to implement the plan. Evaluating the effectiveness of the corrective plan Making changes for continuous improvement. The employee injured in this accident has the right to claims compensation for the same. For claiming the compensation no eligibility is required the injury caused to the employee is in itself a sufficient proof for the same. The benefits that are given to the employee normally include therapy and medical bills, other expenses and two-third of the lost wages during recovery and treatment. The employee has the right to claim the compensation but it the injury is caused due to the employees fault and if the fault is entirely his than the workers compensation law can deny the compensation. Each case is different but if the worker does it purposely than the law can deny the employee the amount of compensation. Therefore it is very necessary to study the actual reason behind the injury caused to the employee. References Abbas, M. (2014). Effectiveness of performance appraisal on performance of employees.IOSR Journal Of Business And Management,16(6), 173-178. https://dx.doi.org/10.9790/487x-1662173178 Clancy, C. (2007). The Performance of Performance Measurement.Health Services Research,42(5), 1797-1801. https://dx.doi.org/10.1111/j.1475-6773.2007.00785.x Deferred Incentive Pay Plan for Key Employees. (2013).Compensation Benefits Review,45(2), 121-121. https://dx.doi.org/10.1177/0886368713492114 Firing employees with open workers' compensation claims. (2008).Dental Abstracts,53(5), 246. https://dx.doi.org/10.1016/j.denabs.2008.04.022 Fraser, M. (2009). Standards, Populations, and Difference.Cultural Critique,71(1), 47-80. https://dx.doi.org/10.1353/cul.0.0025 Getting prescribing in job description. (2005).NPR. https://dx.doi.org/10.1017/s1467115805251532 Gray, G. (2003). Performance appraisals don't work.IEEE Engineering Management Review,31(2), 47-47. https://dx.doi.org/10.1109/emr.2003.1207062 Han, Y. (2008). The Relationship between Job Performance and Job Satisfaction, Organizational Commitment, and Goal Orientation.Acta Psychologica Sinica,40(1), 84-91. https://dx.doi.org/10.3724/sp.j.1041.2008.00084 Is Your Volunteer Job Description Doing Its Job?. (2016).The Volunteer Management Report,21(2), 7-7. https://dx.doi.org/10.1002/vmr.30323 Kromrei, H. (2015). Enhancing the Annual Performance Appraisal Process: Reducing Biases and Engaging Employees Through Self-Assessment.Performance Improvement Quarterly,28(2), 53-64. https://dx.doi.org/10.1002/piq.21192 Kyounghee Oh,. (2007). An Ethnographic Study on Gender Characteristics Operating in the Peer Culture of Two Kindergartens with Different Socio-economic Background.Korean Journal Of Early Childhood Education,27(2), 51-76. https://dx.doi.org/10.18023/kjece.2007.27.2.003 Lurati, A. (2016). A Fall in the Workplace Leads to a Diagnosis of Parkinsons Disease.Workplace Health Safety. https://dx.doi.org/10.1177/2165079915627671 Manson, J. Carr, S. (2011). Improving job fit for mission workers by including expatriate and local job experts in job specification.Journal Of Managerial Psychology,26(6), 465-484. https://dx.doi.org/10.1108/02683941111154347 Nagata, H, Chang, W. Gronqvist, R, Araki, S. (2008).. Slips, Trips and Falls.Industrial Health,46(1), 1. https://dx.doi.org/10.2486/indhealth.46.1 Norwich Union highlights the dangers of slips, trips and falls. (2008).Structural Survey,26(4). https://dx.doi.org/10.1108/ss.2008.11026dab.004 On the issue of correlation of terms termination dissolution of a labor contract, and dismissal of an employee. (2015).à Ã‚ Ãƒ Ã… ¸Ãƒ Ã‚  Ãƒ Ã… ¸. https://dx.doi.org/10.17803/1994-1471.2015.58.9.130-135 Probst, T. Estrada, A. (2010). Accident under-reporting among employees: Testing the moderating influence of psychological safety climate and supervisor enforcement of safety practices.Accident Analysis Prevention,42(5), 1438-1444. https://dx.doi.org/10.1016/j.aap.2009.06.027 Somerville, M. (2005). Working culture: exploring notions of workplace culture and learning at work.Pedagogy, Culture Society,13(1), 5-26. https://dx.doi.org/10.1080/14681360500200212 Tegegne, A. (2013). Impact and Treatment of the Evaluators Effect on Employees Performance Appraisal.SJAMS,1(4), 30. https://dx.doi.org/10.11648/j.sjams.20130104.11 Tsuda, Y., Hirose, M., Egami, K., Honda, J., Shima, H., Imanaka, Y. (2011). PMS52 Additional Medical Costs Due to Falls/Slips at Three Teaching Hospitals in Japan.Value In Health,14(7), A312. https://dx.doi.org/10.1016/j.jval.2011.08.438 Winch, J. (2015). Cultural Influences in a multicultural academic workplace.Journal Of Language And Cultural Education,3(3). https://dx.doi.org/10.1515/jolace-2015-0022 Yalabik, Z. Maden, C. (2015). "The Relationship Between Job Resources,Engagement,and Proactivity:Does Job Fit Make A Difference?".Academy Of Management Proceedings,2015(1), 16701-16701. https://dx.doi.org/10.5465/ambpp.2015.68 Yu, Q. (2008). The Impact of the Emotional Intelligence of Employees and Their Manager on the Job Performance of Employees.Acta Psychologica Sinica,40(1), 74-83. https://dx.doi.org/10.3724/sp.j.1041.2008.00074 Ziegler, R, Hagen, B, Diehl, M. (2012). Relationship Between Job Satisfaction and Job Performance: Job Ambivalence as a Moderator.Journal Of Applied Social Psychology,42(8), 2019-2040. https://dx.doi.org/10.1111/j.1559-1816.2012.00929.x