Topics For Opinion Essay For College

<h1>Topics For Opinion Essay For College</h1><p>The subjects for feeling exposition for school are just constrained by your creative mind. It is regularly exceptionally hard to recall the themes that you have composed previously and having a supposition paper for school, the points won't be so hard to recollect. It is imperative to ensure that you don't wander away from your theme when you are composing your conclusion exposition for college.</p><p></p><p>However, on the off chance that you are increasingly alright with another point, at that point it is conceivable to acquire your commonality with the subject and your character and put words to. There are a few points for sentiment exposition for school that will make them think about your past encounters. You will in any case have the option to identify with the theme when composing your sentiment article for college.</p><p></p><p>There are additionally a few subject s for feeling paper for school that will come up as being present points and that you probably won't have thought of previously. The subject of the supposition paper for school ought to identify with recent developments and issues and furthermore be applicable to the subject of the exposition. On the off chance that the point is current, it will identify with what's going on right now in the news and it will be applicable to the subject of the essay.</p><p></p><p>Sometimes, the paper that you compose might be exceptionally intriguing yet it isn't really something that you would need to peruse. One approach to ensure that you despite everything have a point that is still important to you, regardless of whether you don't feel that it is present or significant, is to compose a general article. This will permit you to acquire a thought that is very intriguing to you, however you won't give it a second thought in the event that it is applicable to the subject of t he essay.</p><p></p><p>When you are composing a point for sentiment exposition for school, perhaps the most ideal approaches to ensure that you despite everything have a theme that is suitable for your paper is to investigate the subject. This implies you should ensure that the theme is one that is really important to you and that it identifies with what you need to state in your paper. On the off chance that you find that you truly couldn't care less about the subject, at that point you can at present interpretation of the undertaking of examining it, regardless of whether you don't care for the topic.</p><p></p><p>There are a wide range of assessments about the subject of feelings for conclusion article for school. A few understudies don't care for the theme since they think that its generic and exhausting. Others think that its exceptionally close to home and on the off chance that they get all the data about the theme, at that poin t they find that they can identify with the subject of the essay.</p><p></p><p>Another reason that a few understudies don't care for the subject of supposition article for school is on the grounds that they would prefer not to peruse an assessment exposition. Numerous understudies feel that they are too lethargic to even consider reading a paper and they would prefer simply look into certain realities and afterward react. In the event that you genuinely couldn't care less about the subject, at that point this will be an incredible chance to figure out how to understand articles and how to compose essays.</p><p></p><p>After you have picked a theme for your assessment paper for school, you will have the option to make a theme that is totally close to home to you and that you will discover exceptionally important. You will have the option to share your considerations about the point and on the off chance that you need to, you can even inc orporate different things that identify with the subject of the essay.</p>

How to Citate an Article in a Research Paper

How to Citate an Article in a Research PaperYou may be wondering about how to cite an article in a research paper. Citing an article in a research paper is vital for the success of your research paper.When writing a research paper, all your hard work can be taken away if the way you cite an article in a research paper is incorrect. How can this happen? Well, the editor of the research paper and your supervisor both review your work before it goes to the publisher. The editor will check to see whether you have used an appropriate citation in your article.In order to make sure that your citation is correct, it is important that you check your citations before you submit your research paper. The title and first paragraph of your article will be used as the basis for your citations. The title and first paragraph of your article should be enclosed within double angle brackets.You can actually utilize the terms 'as published'as amended' to show your authorship on your research paper. Howev er, there are certain problems when the editor notices this. If you are using this method, you may get into trouble with the university or the publisher. This is because the publisher and the university have different rules.Furthermore, if you are using this method of referencing your article in a research paper, it is also important that you do not insert spaces between the words. The rules for properly citing an article in a research paper stipulate that you do not need to put spaces around your words. This is because the editor has noticed the spaces and will delete them.Another problem when citing an article in a research paper is that the editor can decide to ignore your citation. It is important that you are aware of this so that you know how to cite an article in a research paper before submitting it. Your supervisor and the editor may disagree with your idea of how to cite an article in a research paper.If you feel that the rules that apply to how to cite an article in a res earch paper are too strict, you should try to tweak them. Even though you cannot include spaces around your words, you can use a different notation. The rules on how to cite an article in a research paper allow you to use both double angle brackets and single angle brackets as the basis for your citation.The editor is looking for a perfect balance of double and single angle brackets. You can use single angle brackets as well. This is something that you can use in order to tweak the rules regarding how to cite an article in a research paper.

Managers Reducing Employee Stress - Free Essay Example

Introduction Employee stress is becoming an increasing problem for many managers across the world to combat. It has escalated to such an extent that the World Health Organisation has declared occupational stress as a worldwide epidemic (Avey, et al., 2009, p. 677). Furthermore, it can hold a number of negative impacts on the performance and profitability of a company, so managers should be consistently attempting to reduce the levels of employee stress in the workforce. This essay will define what exactly employee stress is and what the predominant factors are that are affecting its rise. Furthermore, an analysis will be conducted on the negative effects that employee stress can have on the workforce and company, and how managers should try and reduce the levels of employee stress in their workforce. Employee Stress tress can be defined as the physiological and psychological reaction, either consciously or subconsciously, to a perceived threat or undesirable condition beyond ones immediate capacity to cope (Chaing, et al., 2010, p. 26). Employee stress can have a number of negative effects on employee performance, with problems in health, increased accidents and burnouts being common issues for stressed out employees (Bernard Krupat, 1994). A variety of researchers attribute different factors to causing stress. These factors are commonly referred to as stressors. Colligan Higgins (2006) attributes technological change, global competitive pressures, toxic work environments and managerial bullying as the main components to an increase in employee stress. Furthermore, a study by Dahl (2010) heavily pins organisational change to the main factor that can impact on employee stress. It is thought that the majority of companies do not pay heed to the psychological affects that organisational c hange can have on employees, as they often focus on how the companys performance will be benefitted. Primarily, organisational change can result in firm failure (Haveman, 1992; Barnett Freeman, 2001). However, other theorists suggest that the emotional and psychological wellbeing of employees are potentially affected by organizational change (Dahl, 2010, p. 2). Although outdated, one of the most comprehensive frameworks that identify stressors is provided by Murphy (1995, p. 42). He lists thirteen key factors that attribute to an increase in employee stress, which include; physical environment, role conflict, role ambiguity, interpersonal conflict, job future ambiguity, job control, employment opportunities, work load, variance in work load, responsibilities, underutilisation, demands and shift work. Furthermore, he suggests that these factors can be affected by non-work factors such as domestic demands. However, these factors would generally be out of the control of management. Murphy concludes that all of these factors that cause employee stress can lead to job dissatisfaction, accidents, complaints, substance abuse or even more serious, illnesses. Although it seems that employee stress can only hold negative outcomes for a company, it has been found that it can provide a number of positive benefits. This can include increased creativity (Le Fevre, et al., 2003) and enhanced performance (Marino, 1997). However, despite the possible benefits that employee stress can hold, it also provides a plethora of more serious and negative effects. It is because of this negativity that managers must closely watch, and actively attempt to reduce employee stress. Reducing Employee Stress There are a variety of studies which outline a number of different ways in which a company can reduce employee stress. A study by Murphy (1995) outlines two significant ways in which to combat employee stress. These are: Employee Assistant Programmes (EAP): These programmes have existed in the workforce for over 70 years now, with their main focus to treat troubled employees in the workforce. However, as workplace stress got more and more attention, it became more about providing wellbeing and care for all employees in a workforce. The programmes have since been expanded to deal with more intense stress relating incidents, such as the loss of a fellow employee, with these called stressor-specific programmes. Although these programmes seem positive, they do have their downfalls. This is primarily the fact that it is hard for feedback to be related back to managers, and that the programmes do not analyse how the organisation may be affecting stress, but focus on employees personality or characteristics. Human Resource Management (HRM): The responsibilities of HRM can vary across different companies, but usually include the following; personnel management issues, performance appraisal, discrimination, team building and labour relations. Although not specific to employee stress, all of these areas can be attributing factors to employee stress levels. Furthermore, they act as an opposite to EAPs, as they act in relation to the organisation and not in relation to an employees personal traits or characteristics. The study goes on to conclude that the best way to manage employee stress is to combine both of these practices. This allows employee stress to be monitored from a personal level with the EAPs and an organisational level from HRM. Furthermore, the study by Avey, et.al.(2009) outlines a more modern approach on how managers can reduce employee stress. They call this approach the Emerging Positive Approach. This approach basically aims to focus on the positive side of things, highlighting employee strengths instead of focusing on their weaknesses. This can be called Positive Organisational Behaviour (POB), which is the study and application of positively oriented human resource strengths and psychological capacities that can be measured, developed, and effectively managed for performance improvement (Luthans, 2002, p. 59). Although this approach doesnt specifically address employee stress, the nature of it helps reduce or even avoid it. As it seeks to highlight the strengths, it should increase performance of employees and allow them to work in an environment that is enjoyable to them. Instead of waiting until an employee is unhappy or stressed, this approach will actively try to combat the thirteen factors that Murphy defines as key stressors. The aforementioned approaches all rely on heavy involvement from internal or external forces. However, there are a number of smaller things that managers can do to try and maintain a happy workforce and reduce employee stress. These are outlined by (Hengst, 2015), and include: Support management: Management should be supporting their employees on all levels of the company hierarchy. Employee stress is obviously important to deter, but managers can also get stressed in the workplace. Maintaining support through every level of the organisation helps ensure that stress is not passed on from a manager to their employees or team. Little rewards: Giving little rewards to employees can help reduce employee stress significantly. This could be in the form of bonuses for reaching certain goals, or a quarterly trivial reward system that hands out achievements of certificates. This does not cost the organisation a lot of money, but will help reduce the levels of employee stress. Encourage fun: Although the workplace must maintain a serious atmosphere, there is no harm for encouraging employees to have fun. This can be organised after work, or during particularly slow times of business. Holding parties or events to encourage fun also provides an opportunity to build upon team-working and iron out any interpersonal issues. Healthy lifestyle: Employees should be trained to work in a safe manner, and to not be afraid to ask for support if needed. Looking after employee wellbeing is one of the most significant factors for reducing employee stress. Any workplace injuries will most likely cause stress to the individuals involved, but may also cause tension with other employees in the company. All of these factors do not need rigid implementation, but can be done throughout the year to maintain a positive work environment and reduce employee stress levels. They are all reliant on a manager being involved with their employees, and taking a genuine interest in maintaining employee wellbeing. Conclusion It becomes quickly apparent that employee stress can cause many issues for a company and an individual. The negative effects heavily outweigh the limited number of positive effects that it can hold. Although there are a number of external forces that can effect employee stress, a lot of responsibility is placed on managers on how to reduce levels of employee stress. One of the earliest methods was with the use of EAPs. However, this did not take into consideration how the organisation is affecting stress levels, and so a collaboration of EAPs and HRM is a more optimum method. Furthermore, as an EAP can be sourced externally, it reduces some of the responsibility on the manager to reduce employee stress levels, as they only need to monitor how HRM are handling any issues. Furthermore, the more modern approach to reducing employee stress is to stop it, before it can begin. This is shown through the emerging positive approach, as it encourages companies to maintain a positive at mosphere in the workplace, and deter employee stress before it can begin. Although there are a variety of approaches to managing or reducing employee stress, there is no quick fix. Managers should be constantly monitoring employee stress levels, and implementing consistent processes to help reduce it. Stress levels cannot be reduced by a one-time incentive, but must be slowly reduced over time by the help and support of the management team. Bibliography Avey, J. B., Luthans, F. Jensen, S. M., 2009. Psychological capital: A positive resource for combating employee stress and turnover.. Human Resource Management, 48(5), pp. 677-693. Barnett, W. P. Freeman, J., 2001. Too much of a good thing? product proliferation and organizational failure. Organization Science, 12(5), pp. 539-558. Bernard, L. C. Krupat, E., 1994. Health Pyschology: Biopsychosocial factors in health and illness. New York: Harcourt Brace College Publishers. Chaing, F., Birtch, T. A. Kwan, H. K., 2010. The moderating roles of job control and work-life balance practices on employee stress in the hotel and catering industry. International Journal of Hospitality Management, Volume 29, pp. 25-32. Colligan, T. W. Higgins, E. M., 2006. Workplacestress etiology and consequences. Journal of Workplace Behavioural Health, 21(2), pp. 89-97. Dahl, M. S., 2010. Organizational Change and Employee Stress, Aalbarg: DRUID Academy. Haveman, H., 1992. Between a ro ck and a hard place: Organizational change and performance under conditions of fundamental environmental transformation, s.l.: Adminstrative Science Quarterly. Hengst, A., 2015. Reducing Workplace Stress. [Online] Available at: https://www.hrworld.com/features/reduce-workplace-stress/ Le Fevre, M., Matheny, J. Kolt, G. S., 2003. Eustress, distress, and interpretation in occupational stress. Journal of Managerial Psychology, 18(7), pp. 726-744. Luthans, F., 2002. Positive organizational behavior: Developing and managing psychological strengths.. Academy of Management Executive, 16(1), pp. 57-72. Marino, S., 1997. The stress epidemic. Industry Week, 246(7), p. 14. Murphy, L. R., 1995. Managing job stress: An employee assistance/human resource management partnership. Personal Review, 24(1), pp. 41-50.