Anorexia Nervosa - Includes Bi Essay - 1310 Words

Anorexia Nervosa nbsp;nbsp;nbsp;nbsp;nbsp;In America, girls are given the message at a very young age that in order to be happy and successful, they must be thin. Given the value which society places on being thin, it is not surprising that eating disorders are on the increase. Every time you walk into a store, you are surrounded by the images of emaciated models that appear on the covers of fashion magazines. Thousands of teenage girls are starving themselves daily in an effort to attain what the fashion industry considers to be the â€Å"ideal† figure. The average model weighs 23% less than the average woman. Maintaining a weight 20% below your expected body weight fits the criteria for the emotional eating disorder known as anorexia.†¦show more content†¦Website). This happens so the sufferer can continue the exhausting anorexic behaviors. Although 30% of anorexics eventually die from the disorder, approximately one third overcome the disease with psychiatric help. nbsp;nbsp;nbsp;nbsp;nbsp;While the cause of anorexia is still unknown, a combination of psychological, environmental, and physiological factors is associated with the development of this disorder (Cove, Judy). The most common cause of anorexia in a girl is perception of Lawson 3 her weight. Anorexics feel as if they are heavier than the others around them, and believe the quickest way to lose weight is to simply stop eating. â€Å"I became obsessed with body image. I kept journals and in one pathetic passage I described how I went for sixteen days on water, and only about two glasses a day† says former anorexic Nanett Pearson, Miss Utah 1996. Ironically, when a person stops eating, their body goes into starvation mode losing very small amounts of weight. When the body receives food, it is then stored away until the next time food is obtained. At first, this method may seem to work and the subject loses weight, but as the body soon adjusts to the lack of food it learns to use the energy it is given stingily. Another cause of anorexia is the need to obtain perfection. A perfectionist desires excellence in all aspects of their life. When they cannot achieve perfection inShow MoreRelatedCultural Factors Of Eating Disorders1696 Words   |  7 Pa gesPsychotherapy Bulimia Nervosa treatment led to many debates over which approach is most effective. Psychotherapy can be very helpful in addressing not only disordered eating, but also overall emotional health and happiness. The focus of psychotherapy treatment is to address the underlying emotional and cognitive issues that result in the disordered eating. Erford Richards, (2012), have reported the efficacy of counseling or psychotherapy in the treatment of bulimia nervosa. 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Ellie Saab Designer And Expert Essay - 1473 Words

Ellie Saab is couture house that became renowned for its sophisticated, innovative and glamorous high fashion. The brand takes the name from its chairman, fashion designer and expert in dressmaking, Ellie Saab, who started in the fashion business when he opened his first atelier in Beirut at the early age of 18 years old. Saab received media coverage when he featured his first collection at the Casino Du Liban in Beirut and after that he was labelled as a â€Å"precocious genius† by the press. In the beginning he was in the business of making high class evening gowns and wedding dresses. Saab noticed early on that there was a niche for haute couture between labels such as Dior, Channel, Valentino and Gaultier. The firm was progressively positioning itself as a very high class royal brand and was exclusively targeting high end customers. Moreover, Ellie Saab has always provided personal attention to each customer as the Haute couture product is highly customized. Ellie Saab took a step forward and expanded its brand by opening up flagship stores in different countries and cities and also by offering its products in big multi brand retailers where it could target global customers. Soon after its successful growing path, the firm went into the business of ready-to-wear (RTW), which became its new line of business. This change was primarily due to the change in the customer taste, who now was more attracted by â€Å"casual wear†. While the firm was growing rapidly, they were also

Job Satisfaction as Well as How It Influence Job- myassignmenthelp

Question: Discuss about theJob Satisfaction as Well as How It Influence Job Turnover. Answer: Introduction The impacts of job pleasure on workers turnover are fundamental component towards the success of different organizations that operate in the global business community. Job satisfaction within a company can be achieved through several methods that are different in nature (Wickramasinghe, 2010). The major effects of job satisfaction on job turnover is essential to the society as it targets to find out different approaches that are essential in motivating employees to stay within an organization for long duration. Cases of job satisfaction help in reducing cases of resigning of employees to seek employment in different organizations. Therefore, the reason for this investigative paper is to investigate the connection between work fulfillment and the worker turnover. Content of Literature Review Definition Job pleasure Job pleasure refers to how satisfied a person becomes in regard to their assigned job. It is the pleasurable enthusiastic state from the evaluation of an individual occupation as accomplishing or encouraging the achievement of value of job by an individual (Poon, 2004). Job pleasure among employee in the operations shave become the driving force of different operations of organizations around the global marketplaces. Job turnover Intentions of turnover remain to be an individuals behavioral attitude to leave their place of work voluntarily. It is the choice made by most workers to terminate their commitment to working with a given organization without being fired by the management or receiving any interdiction notice. Cases of turnover within operations of organizations remain to be an exercise that makes operations to be company as they seek to recruit and employee new workers for replacement. Job Turnover in General Research There are several factors that lead to cases of job turnover that are more than the negative relationship with people in an organization and payment among other factors (Manish et al., 2008). Therefore, job turnover in most cases has persisted to be a significant concern in operations of most companies. There are several reasons why employee turnover remains to increase among activities of different business organizations. Some of these reasons comprise of increase charges of services, the decline in rates of production, reduction in the amount of revenue that a company earns, and poor management among other reasons (Chen et al., 2004). However, job satisfaction has the most significant impact on employee turnover in most companies around the global business community. Job Turnover (dependent Variable) in specific area of study Job turnover on operations of business corporations have been emphasized mainly in different research work since it has huge effects on job performance, firm performance, along with improved customers perception of high service leading to reduced cases of job turnover (Tian-Foreman, 2009). Job turnover in human resource has the critical influence on performance among employees as more top cases of satisfaction tends to mitigate intention of the employee willing to leave work voluntarily. Relationship of Job turnover (Dependent Variable) and job pleasure (Independent Variable) In general The present global competition in the marketplace, changing needs of targeted as well as esteem clients, the impact of technological advancements, along with globalization in the changing business settings, employment turnover with job satisfaction continue to be vital in operations of businesses. Lee et al., (2016) defined the job satisfaction as an extent to which an individual presents happiness with his job and devotes enthusiastically to carry out optimum level for the associated responsibility. For this, there should be work engagement and turnover intention between the management and employees to improve the job satisfaction. The supervisors should have lower turnover intention and higher work engagement with their subordinates. Every commitment of employee in the operation shave becomes the driving force of different organizations in international markets. Advantages of job satisfaction on operations of business corporations have been emphasized mainly in different research w ork since it has the positive effect on job performance, firm performance, along with improved customers perception of high service leading to reduced cases of job turnover. According to Tian-Foreman (2009), job satisfaction in human resource has the critical influence on job turnover among employees as more top cases of satisfaction tends to mitigate intention of the employee willing to leave work voluntarily. Therefore, commitment of employees to operations remains to reduce cases of turnover since it forms the general expression that improves positive attitudes of the structure of employees towards their actions. In a Specific area of study Maintaining proper interrelation among several stakeholders stays to be the critical aspect that determines the performance of the organization. As illustrated by Lee Li (2017), most investigations have reported that employee commitments are the mediating factor that exists between organizational practices along with job satisfaction in delivering necessary services to customers. There are several effects of job satisfaction on job satisfaction around operations of different business organizations. Huang et al., (2017), stated that job satisfaction has the huge impact on the reduction of cases of employee turnover since it ensures that only the right employees are recruited as well as retained in the operations of an organization. The positive impact of job satisfaction on the productivity of employees tends to justify the time and expenses involved with the creation of a pleasant working place that helps in reducing cases of job turnover among workers. Different factors that come w ith job satisfaction like reduced costs of operations increased production rates, and increased business profits decrease cases of job turnover among employees. Synthesis of the Literature Review Job satisfaction enhances the accountability of employees when they are recruited to support operations of a given business organization. The idea of making employees responsible makes them be able to feel satisfied with their job. Accordance to presentation by Poon (2004), relationships about employee turnover with job satisfaction with their jobs in different organizations have been the subject of a significant amount of empirical study, and still, there seems little agreement concerning the unexpected connections amid these two vital attitudes of employees. The need to understand such attitudes remains to be significant merely because they have the essential influence on the performance of the organization (Cheng et al., 2004). Hence, most employees feel more empowered when they are responsible for different operations. The idea of being responsible enables most employees to explore more empowered to affect the manner that they operate to attain the companies set objectives and mi ssion in every business setting. The improvement of employees commitments by ensuring that all their needs are met while they engage their energies to achieve companies objectives help in reducing cases of turnover. According to Huang Su (2016), job loyalty helps in providing that there is a mental state along with illustrated associations of workers with the organization for which they operate. Job loyalty increases the satisfaction of employees by influencing decisions of employees to remain with the organization for the long duration. Tian-Foreman (2009) reported that employee satisfaction positively correlated with the loyalty of workers to their organizations. Therefore, there exist constructive associations amid jobs satisfactions along with allegiance of employees that make them remain on working in a given organization for the extended period. According to study by Ramalho et al., (2018), creations of ideal practices that focus on supervisory backing affect intentions of employees turnover in different ways. Companies that have supervisors that encourage workers to attain company objective remain to be effective in ensuring that every issue that affects operations of workers are addressed in an ideal approach. Lee Li (2017) indicated that companies that forms physical along with psychological encouragement given by the employer who values the contribution of workers help in promoting their development. Organizations, where supervisors are not involved in an evaluation of employees performance, tend to remain to have declined in job satisfaction among employees and most employees always opt to resign or leave work without notice of the company managers. Critical Review It is evident that job satisfaction has huge impact on cases of employees turnover while they operate in different business corporations around the global community. Therefore, various companies need to concentrate on improving their operations to make employees satisfies with their jobs for them to concentrate on performing their duties without considering to resign from their operations. From the discussion, it is clear that job turnover primarily relies on the capacities of different management of companies in human resource departments to improve their job satisfaction among employees. Therefore, it is necessary for most companies to improve their operations on reinforcing the right behavior, engaging workers on the process of making decisions and developing supervisory support team to enhance job satisfaction among employees that in turn make employees stay in a given company without considering resigning from their operations. References Andrews C. M., Michele Kacmar, K., Kacmar, C. (2014). The mediational effect of regulatory focus on the relationships between mindfulness and job satisfaction and turnover intentions. Career Development International, 19(5), 494-507. https://dx.doi.org/10.1108/cdi-02-2014-0018 Chen, T., Chang, P., Yeh, C. (2004). A study of career needs, career development programs, job satisfaction and the turnover intentions of RD personnel. Career Development International, 9(4), 424-437. https://dx.doi.org/10.1108/13620430410544364 Huang, S., Chen, Z., Liu, H., Zhou, L. (2017). Job satisfaction and turnover intention in China. Chinese Management Studies, 11(4), 689-706. https://dx.doi.org/10.1108/cms-12-2016-0263 Huang, W., Su, C. (2016). The mediating role of job satisfaction in the relationship between job training satisfaction and turnover intentions. Industrial And Commercial Training, 48(1), 42-52. https://dx.doi.org/10.1108/ict-04-2015-0029 Lee Boxu, X., Li, W. (2017). The influence factors of job satisfaction and its relationship with turnover intention: Taking early-career employees as an example. Anales De Psicologa, 33(3), 697. https://dx.doi.org/10.6018/analesps.33.3.238551 Manish K., Hemang J., Ashish R., Sandeep S. (2018). Managerial support for development and turnover intention: Roles of organizational support, work engagement and job satisfaction, Journal Of Organizational Change Management, 31(1), 135-153. https://dx.doi.org/10.1108/jocm-06-2017-0232 Poon, J. (2004). Effects of performance appraisal politics on job satisfaction and turnover intention. Personnel Review, 33(3), 322-334. https://dx.doi.org/10.1108/00483480410528850 Ramalho Luz, C., Luiz de Paula, S., de Oliveira, L. (2018). Organizational commitment, job satisfaction and their possible influences on intent to turnover. Revista De Gesto, 25(1), 84-101. https://dx.doi.org/10.1108/rege-12-2017-008 Tian?Foreman, W. (2009). Job satisfaction and turnover in the Chinese retail industry. Chinese Management Studies, 3(4), 356-378. https://dx.doi.org/10.1108/17506140911007503 Wickramasinghe, V. (2010). Impact of time demands of work on job satisfaction and turnover intention. Strategic Outsourcing: An International Journal, 3(3), 246-255. https://dx.doi.org/10.1108/17538291011093820

Should CEOs Receive Excessive Golden Parachutes

McCann, C. J. (2009). Golden parachutes: A theoretical and empirical investigation. Washington, D.C.: Macmillan This book is vital in the analysis of the various means that organizations adopt golden parachutes to influence their performance. Golden parachutes are considered to be the main reason that makes executives be objective due to the security of they are tenure.Advertising We will write a custom annotated bibliography sample on Should CEOs Receive Excessive Golden Parachutes specifically for you for only $16.05 $11/page Learn More In this regard, executives are forced to remain objective with respect to the organizations’ interests because the termination of their contract is attributable to some benefits. On the other hand, the book illustrates the various benefits that investors receive through the provision of excessive golden parachutes to their executives. Through the various analyses done in multiple organizations, the book describes the trend that is being witnessed in most industries as being beneficial. In this case, most organizations use golden parachutes to lure executives with the right public image and knowledge in order to run their organizations. This implies individuals with interest in understanding the theoretical and practical importance of the golden parachutes should consider this book. For that reason, they will gain diverse skills that will drive them to the necessity and consequences of excessive golden parachutes. Miller, D. K. (2007). Golden parachutes, managerial incentives, and shareholder wealth. New York, NY: McGraw-Hill The book describes the initiatives that most firms have incorporated to boost the performance of their businesses. The main initiatives are targeted at executives who have the sole responsibility of overseeing the whole firm. Through the effective enhancement of the benefits and other motivational packages such as golden parachutes, the level of contribution has signifi cantly increased. For that reason, objective executives protect the shareholders’ interests. At the same time, it is considered that provision of excessive golden parachutes does serve the need to attract the right expertise to the organization. Following this move, the organization will be managed effectively which goes back to the investors through the size of returns received. The individuals with the intention of improving the shareholders’ interests as well as the managerial performance should consider this book. Through the cases’ analysis presented, learners will understand the necessity of the excessive golden parachutes to executives. Furthermore, they will figure out the risks attributable to the business through the provision of excessive golden parachutes.Advertising Looking for annotated bibliography on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Rivlin, G. (2012). New study shows how golden parachutes are getting bigger. The Daily Beast This blog reveals the emerging practises of businesses with respect to provision of excessive golden parachutes. The benefits attributable to the current practise of most organizations are presented. Through the benefits presented, it is possible to decipher the ideal practises that should be incorporated in a business to ensure its survival. In this case, organizations have to be analytical and critical in provision of golden parachutes to ensure that they hold the right individuals. At the same time, the demerits of golden parachutes are illustrated through the multiple case of experience in the united states. Following skills and knowledge presented in the blog, it is vital for learners and interested parties to assess the importance of golden parachutes to their organizations. As a result, the will be able to advert the negative impact of golden parachutes. Sherter, A. (2012). How CEO â€Å"golden parachutes† hurt sha reholders. Breaking News Headlines: Business, Entertainment World News – CBS News The blog demonstrates the various cases of companies that have issued excessive golden parachutes in the past. In this regard, it has been possible to contain the performance of businesses and improve them. In some cases, it has been witnessed that excessive golden parachutes have a significant contribution to the company through the efforts of executives. Nevertheless, in some situations, the allocation of excessive golden parachutes has proved unviable since some executives have misused the privilege. For that reason, it is critical to realize the importance of golden parachutes and its negative effects on the organization. References McCann, C. J. (2009). Golden parachutes: A theoretical and empirical investigation. Washington, D.C.: Macmillan. Miller, D. K. (2007). Golden parachutes, managerial incentives, and shareholder wealth. New York, NY: McGraw-Hill.Advertising We will write a cu stom annotated bibliography sample on Should CEOs Receive Excessive Golden Parachutes specifically for you for only $16.05 $11/page Learn More Rivlin, G. (2012). New study shows how golden parachutes are getting bigger. The Daily Beast. Web. Sherter, A. (2012). How CEO â€Å"golden parachutes† hurt shareholders. Breaking News Headlines: Business, Entertainment World News – CBS News. Web. This annotated bibliography on Should CEOs Receive Excessive Golden Parachutes was written and submitted by user Madilynn Cortez to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here. Should CEOs Receive Excessive Golden Parachutes Golden parachutes refer to the agreed promises made by organizations with their executives to offer benefits in case they are dismissed before the end of their employment contract. This offer provides a severance provision within executives’ employment contract. In most cases, the severance agreements as well as other packages are provided in order to attract competitive executives (McCann, 2009).Advertising We will write a custom essay sample on Should CEOs Receive Excessive Golden Parachutes specifically for you for only $16.05 $11/page Learn More The determination of golden parachutes varies among organization, although it is usually derived from a proportion of the packages received by executives in the course of their employment. For these reasons, most organizations have contentions with the provision of excessive golden parachutes. The main reason for provision of excessive golden parachutes is because it goes in line with stakeholders†™ interests. In this regard, shareholders get the right to hire and retain executives in organizations that are prone to mergers. Such organizations use the excessive golden parachutes to lure competitive individuals to their firms. Through this process, unstable firms or firms facing stiff competition from other firms get the chance to have adorable leaders. In most instances, the provision of these services will attract candidates that have influencing characters on investors (Miller, 2007). For that reason, the investors will have confidence in the organization making it more profitable in the industry. The case of Jack Welch, a former CEO of GE made him receive a golden parachute of four hundred and eighteen million dollars attributable to his effective management of the organization. Although the amount was excessive, the reward was in consideration to his contribution during his period of service (Rivlin, 2012). At the same time, the executives are enhanced to focus on their goals regardless of chances of takeover when offered with excessive golden parachutes. In this case, the executives feel secure in their tenure even in the event of dismissal. For that reason, they will struggle to contain the challenges experienced in the turbulent industry. In the event that the firm is subjected to acquisition or merger, the executives will not feel threaten of losing their jobs. This is attributed to the fact that they will receive lucrative compensation for any eventuality (McCann, 2009). Therefore, executives will appropriately represent the firm to the last moments.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Notably, most executive will contribute back to the shareholders by remaining objective during takeovers, which improve their returns. As a result, the executives will not threaten the shareholders, but address their issues as expected since they are covere d. A good example for this scenario can be represented by the case of Stanley O’Neil, the former CEO of Merrill Lynch, who ensured that the process of takeover gave meaningful returns to investors. Consequently, investors benefited from the increase in their value of shares after the company was acquired. The process of issuing excessive golden parachutes to make executives objective in the event of takeovers has a great impact to shareholders. In this regard, the executives attempt to increase the cost of takeover in order to improve the overall returns of the shareholders. During such an incidence, executives are driven by the level of golden parachutes to reach for the anticipated targets of shareholders (Sherter, 2012). Through such practice, the move becomes one of the poison bill strategies, which may limit the chances of accomplishing takeovers. For that reason, the interests of consumers are well represented, and their returns from the investments are enhanced. Furthe rmore, if the takeovers are successful, the amount generated from the negations of executives could be used to cover for their golden parachutes. As a result, the cost directed to shareholders is declined significantly. The case of Edward E. Whitacre Jr., the former ATT CEO, depicts the characters of responsible executives who effectively ensure that the company is under control even during periods of mergers. In this regard, they represent the interest of investors steered by the level of the golden parachutes. Although golden parachutes are beneficial for the effective management of organizations, the executives might misuse this privilege. For that reason, executives may develop perverse incentives, which may cost the shareholders. This can be illustrated by the consideration of irresponsible leaders who take advantage of their positions to represent their interests (Miller, 2007). Such a behavior will be triggered by the nature of excessive golden parachutes irrespective of meet ing their objectives. Consequently, this implies that executives will be reluctant in addressing the objectives of the shareholders (McCann, 2009).Advertising We will write a custom essay sample on Should CEOs Receive Excessive Golden Parachutes specifically for you for only $16.05 $11/page Learn More The fact that executives will be rewarded may influence executives minimize their stay in the organization by triggering unproductive activities, which force shareholders to fire them. Following this scenario, they will get their golden parachutes and quit before maturity of their terms. For instance, the case of Stanley O’Neal, the former CEO of Merrill Lynch received a golden parachute of one hundred and sixty two million dollars for a poor job that led the company to its acquisition by Bank of America. In addition, the provision of excessive golden parachutes cost the company, which implies executives should not be attributable to excessive golde n parachutes since they are being paid to remain objective. This implies that executives could be reluctant with their responsibilities since there is compensation in case they are terminated from their employment. Following this scenario, it is essential to ensure that executives do not misuse their responsibilities through the facilitation of takeovers which will enable them receive golden parachutes and stock options (Sherter, 2012). The case of Stanley O’Neal illustrates the nature in which executives could misuse their positions due to the provision of excessive golden parachutes. Through this case, Stanley never addresses the issues of the organization as expected, and yet, he was being paid and had been allocated excessive golden parachutes (Rivlin, 2012). The provision of excessive golden parachutes has immense influence on the performance of the organization and behavior of executives. Although, the practice of issuing excessive golden parachutes has been a trend in most organization, it is vital to consider the impact of its adoption in an organization. Through this critical analysis, the organization creates an ideal path to follow in addressing issues of the executives. Nonetheless, it is crucial to evaluate whether the market conditions demand retention of competitive individuals who will steer organizations to great heights. For that reason, the organization will design measures that will limit executives from misusing their allocated golden parachutes. Based on these issues, the productivity of the executives will be enhanced while the interests of shareholders will be appropriately represented. References McCann, C. J. (2009). Golden parachutes: A theoretical and empirical investigation. Washington, D.C.: Macmillan.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Miller, D. K. (2007). Golden parachutes, managerial incentives, and shareholder wealth. New York, NY: McGraw-Hill. Rivlin, G. (2012). New study shows how golden parachutes are getting bigger. The Daily Beast. Retrieved from https://www.thedailybeast.com/new-study-shows-how-golden-parachutes-are-getting-bigger Sherter, A. (2012). How CEO â€Å"golden parachutes† hurt shareholders. Breaking News Headlines: Business, Entertainment World News – CBS News. Retrieved from https://www.cbsnews.com/news/how-ceo-golden-parachutes-hurt-shareholders/ This essay on Should CEOs Receive Excessive Golden Parachutes was written and submitted by user Vivienne Hull to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.