Workplace Bullying and Employee Outcomes †MyAssignmenthelp.com

Question: Discuss about the Workplace Bullying and Employee Outcomes. Answer: Introduction Bullying is an act of demonstrating an unwanted or aggressive behaviour towards another person as a result of real or perceived power imbalance. In an organisational setting, bullying is defined as an unwanted or aggressive behaviour that an employee demonstrates towards another employee working in the same workplace. Bullying at workplace is a problem that has become very common in the past few decades and is creating an alarming situation because of the emotional and physical harm that it causes to the employees (McCabe, Sheehan, Garavan, 2018). Bullying at workplace can be done using a number of tactics, such as verbal or non-verbal, physical, psychological abuse and humiliation in extreme cases. NSW Ambulance service is an organisation that offers emergency services to the victims stuck in natural or man-made disasters. Like many other of the emergency responding organisations, NSW too has been facing a number of problems related to workplace bullying, which has been having a huge impact on the personal lives of the employees working in the company. Over the past few years, the local media has published regular articles that have been pointing out the ongoing bullying issues in the company. In one of the extreme cases, an employee reported that he received negligible counselling from his seniors in his 28-year service period, in which he worked as a single crew ambulance officer. The situation became so worse for Mr. Wallace that he attempted suicide later on. Even after that, a manager told him to cowboy up and passed comments like its all in your mind. Even though Mr. Wallace filed a complained against the manager, the management took no action and the manager was promoted instead. Similarly, when another employee John McCornack was dealing with a post-traumatic stress situation, his seniors kept on calling him and asking him to join back his duty instead of understanding his situation. His seniors kept on pressurising his doctors to sign off on his leave, which was an immense torture for him. The situation in the company has worsen to such an extent that some of the female employees have described the organisation as a boys club that paid no heed to aggressive employee behaviour, humiliating pranks or misogynistic behaviour. According to human resource managers, such bullying behaviour show by employees, in an organisation, can be very destructive for the organisational as a whole as the employees lose their morale and become dissatisfied with their jobs, which results in high employee turnover rates and a spoiled reputation as an employer. Even though multiple queries, related to the issue of bullying, have been coming in from the government, the company has done nothing more than making false promises. Since a new human resource manager has been hired by the organisation, the human resource director of the company now wants the human resource manager to conduct a review of the companys bullying policies and review the performance of the organisation. Therefore, this report is aimed at gaining a deeper insight into the issue of bullying prevailing in NSW Ambulance Services and come up with certain strategies that could help the management in dealing with these issues. Identifying bullying issues in the organisation Workplace bullying is a problem that is hitting the entire globe. According to Dr. Gray Namie, Director of the Workaplce Bullying Institute, more than 54 million people got bullied in U.S. workplaces in 2012 (OBrien, 2012). Such facts create and urgency to understand the issues in business organisations that promote bullying and should be dealt with by formulating strict workplace bullying policies. Certain issues that can be identified in the case of NSW Ambulance service are discussed below: First of all, one of the biggest issues in the organisation, that has to such extreme bullying conditions has been the absence of proper human resource management systems. The present day human resource management systems provide a great deal of importance to the well-being of their employees and consider it is an important duty to keep a check on them. An employee who experiences workplace bullying, it is impossible for him or her to not to show certain signs. Employees being bullied will always show poor performance levels, increased absenteeism, a greater tendency to quit their companies, lack of job satisfaction, etc. which can be a sign to the human resource managers if they are capable enough to recognize them. It becomes an important duty of the human resource managers to keep a check on the behaviour of employees and identify irregularities (Barrow, 2012). If such irregularities are identified in case of any employee, human resource managers can conduct counselling sessions w here the employee can be asked to discuss his or her problems related to the workplace. Furthermore, human resource management departments should consider workplace bullying as a serious issue and should avoid escaping from it. If there was an effective human resource management department at place in NSW Ambulance service, the human resource managers would not have failed the bullied employees and would have taken the situation seriously, which would have prevented the situation from worsening. Lack of support from the human resource managers not only motivates workplace bullies but also increases the feeling of being victimised amongst the employees being bullied (Moneywatch, 2007). Thus, the lack of an effective human resource department at NSW Ambulance service has been one of the main issues that has worsen the situation of workplace bullying. Secondly, an important issue that can be seen in the organisation is the lack of an ethical work culture. Culture, in simple words, is defined as a set of values, ethics, morals, cuisines, language, etc. that governs the social behaviour of a group of people. In an organisational setting, work culture refers to the morals, ethics and values, which governs the behaviour of the employees towards each other and the stakeholders in the business. The behaviour that the employees at NSW Ambulance service have been demonstrating demonstrates the lack of an ethical work culture. The employees at NSW Ambulance service do not understand the importance of workplace relations and have a tendency to demonstrate their power over others using unethical ways. The culture of pulling each others leg is a huge problem in the company, as some senior level employees of the company have been being rude to employees who have been experiencing post-traumatic stress. Some employees have also gone to such an extent that they have tried to influence certain doctors to write-off holiday applications of those employees who have been experiencing high stress levels, just in order to get them back to the workplace (Allan, 2017). Further, it can also be observed that the managers at NSW Ambulance service have not being taking complaints against workplace bullying and harassment seriously and have neglected such complaints by terming them as interpersonal work conflicts. The lack of a workplace culture that takes bullying and harassment into account and treat it as a serious offence has spoiled the workplace culture at NSW Ambulance service, which makes powerful employees feel that they have complete authority over the others and can behave in whatever way that feels right to them (Glanville, 2017). Thirdly, lack of performance management and a feedback system has also been one of the prime reasons that has been making it tough for the organisation to keep a check on bullies. Performance management and feedback systems can help in identifying issues that are prevailing in the organisation as the employees feel comfortable in talking about their issues when they are asked for anonymous feedback. The management at the company turned a deaf ear to bullying allegations and in-turn, the management blamed the employees who were being bullied by the senior level managers (Workplacebullying, n.d.). Further, the management also made no efforts to ensure its employee well-being, which is one of the most important tasks for human resource managers working in such companies where the employees have to provide emergency services to people who are badly affected or are hurt. Treating people, who are at their worst, can obviously be disturbing for employees who are responsible for providing em ergency services and it becomes really important to ensure well-being of such employees as they are doing good for the society. Acting against bullying at workplace Bullying at workplace can be very harmful to the environment of an organisation and can have long lasting impact on the workforce. Given the nature of work at NSW Ambulance service, it is imperative for the management to deal with bullying issues as soon as possible because it cannot afford to lose its talented workforce, which works day and night to offer emergency service to people stuck in great difficulties. Bullying not only has its impact on the employees, but can also have certain long lasting impact on the organisation itself. Some important effects of bullying are discussed below: First of all, bullying can have long lasting psychological and emotional impact on the employees on the receiving end. Bullying can increase the stress levels amongst employees, who become alcoholic and use drugs to counter the stress caused due to humiliation or disrespect, which can cause serious health related issues amongst them, such as stress, anxiety, panic attacks, higher blood pressures, etc. Secondly, employees who are bullied by their co-workers are often found to lack job satisfaction and are not able to perform well because of the psychological effect that bullying has on them. Employees can experience loss of self-esteem, lower productivity, lack of concentration, etc., which can have an impact on the overall performance of an organisation (Gordon, 2018). Thirdly, an environment in the workplace, where bullying is a normal thing, the employees who are subjected to bullying have a tendency to show greater absenteeism, which ultimately leads to quitting jobs. As a result, companies can experience a very high employee turnover ratio if bullying is not taken as a serious issue. Fourthly, bullying is actually an illegal activity and can cause a lot of legal trouble for the employees who bully others as well as for the company, in case a company fails to take an action against such people (Namie Namie, 2004). Lastly, bullying is perceived as a very negative workplace habit and an organisation that turns a blind eye will definitely lose its reputation in the market as an employer, which will make it impossible for it to retain and attract talented employees. Thus, it is very important for organisations like NSW Ambulance Services to keep a constant check on bullying. Formulating a policy against bullying Bullying is illegal throughout the globe and business organisations are supposed to form policies and take necessary actions to prevent their employees from being bullied by their co-workers. Certain policies that can help NSW Ambulance Services to act against bullying in the workplace are discussed below: First of all, the company needs to accept the fact that its employees are being subjected to bullying, which is actually having a negative impact on their mental condition. The management at NSW Ambulance services needs to start considering all the complaints that have been made in regard to bullying in the past and should start gathering feedback from its staff as the very first step (Einarsen, Hoel, Cooper, Bullying and Emotional Abuse in the Workplace: International Perspectives in research and practice, 2003). Secondly, the organisations need to form a team comprising of employees from different hierarchical levels. This team will handle all claims related to bullying and will be responsible for keeping a check on any bullying activity that takes place in the organisation. The newly formed team will also take necessary steps to spread information amongst the employees that bullying will no longer be acceptable in the workplace and any employee found bullying another employee will be terminated from the job, if proven, and could also be legally challenged by the organisation (Bully Zero Australia Foundation , n.d.). Thirdly, the management at NSW Ambulance Services should make arrangements for training and development programs that will be aimed at increasing awareness amongst its employees in relation to bullying, its harmful effects and how it can be dealt with (Florentine, 2015). The employees of the organisation should be informed about the illegal aspects of bullying and what action can they take in case they feel that a co-worker is trying to bully them and the management fails to respond to their claims (Einarsen, Hoel, Zapf, Cooper, 2010). This will not only instil a fear in the minds of employees who possess a tendency to bully others but will also promote the establishment of a workplace environment where bullying is considered as a serious offence, which can involve legal action and termination. Fourthly, the management of the organisation should start taking feedbacks from the employees at regular intervals, where questions related to the workplace environment and cultures should be asked. In certain places, the management can include questions related to bullying at workplace and can even make the feedback anonymous, in order to maximise the effectiveness of the survey feedback (Salin, 2008). Further, the management should conduct interviews, where outgoing employees should be questioned about their work experience with the organisation and instances where they have experienced bullying in the workplace. This would not only help the management in dealing with issues related to bullying, but will also help in discovering many other issues that might have been having an impact on the workforce. Lastly, checking the tendency of an employee to bully his or her co-workers should be considered right from the recruitment and selection process. The management at NSW Ambulance Services should strengthen its human resource management department and should make it compulsory for them to test the tendency of candidates, who appear in the recruitment programs, to bully others. Some importance questions that can be included in the screening process can be: Do shortcomings of other people frustrate you? Are you concerned about the impact that your words can have on your co-workers? Do you normally yell at work? Is losing an argument acceptable to you? Do you think appreciating other peoples work and efforts is necessary at work? Likewise, there is a huge list of questions that can be smartly included in the questionnaires to identify people with bullying tendencies. Further, human resource managers can also make use of verbal as well as non-verbal cues given by candidates during the recruitment process to identify their tendency to bully others (Zundel, 2017). Conclusion NSW Ambulance Services is an organisation that operates in an environment where emotional and psychological well-being of the workforce is extremely important for achieving the desired performance levels. Bullying in such organisations can cause a lot of serious issues for the employees as well as for the employers. The prevailing conditions at NSW Ambulance Services has been having a great impact on the emotional and psychological wellness of its employees. The impact of bullying on employees has increased to such an extent that some of the employees have attempted suicides while some have resigned from their jobs. Those who are in a state of trauma, are still being bullied by their seniors in some way or the other while the employees who have left the organisation are spoiling the reputation of the company as an employer. If the management still fails to consider the situation as an alarm, it will become difficult for the organisation to retain and attract new employees, which woul d ultimately result in the closure of the company. As a result, it is important for the management at NSW Ambulance Services to formulate strict policies against bullying and to treat bullying at workplace as a serious offence. Bibliography Allan, L. (2017, September 22). NSW Ambulance has huge problem: bullying inquiry told . Retrieved April 19, 2018, from www.theherald.com.au: https://www.theherald.com.au/story/4942776/nsw-ambulance-has-huge-problem-bullying-inquiry-told/ Barrow, D. L. (2012, January 30). Workplace Bullying and the Role of Human Resource Management . Retrieved April 18, 2018, from peopletalkonline.ca: https://peopletalkonline.ca/workplace-bullying-and-the-role-of-human-resource-management/ Bully Zero Australia Foundation . (n.d.). Workplace bullying . Retrieved April 19, 2018, from bzaf.org.au: https://bzaf.org.au/workplace-bullying/ Einarsen, S., Hoel, H., Cooper, C. (2003). Bullying and Emotional Abuse in the Workplace: International Perspectives in research and practice. Crc Press. Einarsen, S., Hoel, H., Zapf, D., Cooper, C. (2010). Bullying and Harassment in the Workplace: Developments in Theory, Research, and Practice. Crc Press. Florentine, S. (2015, January 13). How to Prevent Workplace Bullying . Retrieved April 19, 2018, from www.cio.com: https://www.cio.com/article/2867980/careers-staffing/how-to-prevent-workplace-bullying.html Glanville, B. (2017, July 27). Bullying 'prevalent in emergency services' and NSW Parliament wants answers . Retrieved April 19, 2018, from www.abc.net.au: https://www.abc.net.au/news/2017-07-27/emergency-services-inquiry-ambulance-worker-bullied/8745754 Gordon, S. (2018, February 12). What Are the Effects of Workplace Bullying? . Retrieved April 19, 2018, from www.verywellmind.com: https://www.verywellmind.com/what-are-the-effects-of-workplace-bullying-460628 McCabe, T. J., Sheehan, M., Garavan, T. N. (2018). Workplace bullying and employee outcomes: a moderated mediated model . International Journal of Human Resource Management. Moneywatch. (2007, November 13). Understanding the Reasons for Workplace Bullying . Retrieved April 18, 2018, from www.cbsnews.com: https://www.cbsnews.com/news/understanding-the-reasons-for-workplace-bullying/ Namie, G., Namie, R. (2004). Workplace Bullying: How to Address America's Silent Epidemic . Retrieved April 19, 2018, from heinonline.org: https://heinonline.org/HOL/LandingPage?handle=hein.journals/emplrght8div=15id=page= OBrien, G. (2012, May 3). Workplace Bullying: More Common and Damaging Than You Think . Retrieved April 17, 2018, from business-ethics.com: https://business-ethics.com/2012/05/03/9649-workplace-bullies-more-common-and-damaging-than-you-think/ Salin, D. (2008, September). The prevention of workplace bullying as a question of human resource management: Measures adopted and underlying organizational factors . Scandinavian Journal of Management , 24(3), 221-231. Workplacebullying. (n.d.). www.workplacebullying.org. Retrieved April 19, 2018, from https://www.workplacebullying.org/individuals/problem/how-bullying-happens/: How Bullying Happens Zundel, C. M. (2017, September 17). 14 Signs You Might Be Perceived as a Workplace Bully . Retrieved April 19, 2018, from www.kcarecruiting.com: https://www.kcarecruiting.com/2017/09/14-signs-you-might-be-perceived-as-a-workplace-bully/

Waleed Allohabi Essay Example For Students

Waleed Allohabi Essay 8 May 2017Germany in the U.S.AThe popularity of Germany and the German church in the United States was actually very popular at one point. Many Americans are the descendants of the German immigrants that settled in the United States from Germany. The largest flow ofGerman immigration that occurred in America occurred between 1820 until World War I and even until World war ll. Approximately six millionGermanimmigrants arrived in the United States from 1840 to 1880. The Germans were the largest group ofimmigrants to ever enter the United States. Not only that, but the Germans were very known and had a lot of influence on the country. The Germans were the first non-English speaking immigrant group to arrive in the United States in large amounts. Also, Germans participated in major roles in American economic development, U.S. military forces, the abolitionist movement, and other important objectives. German immigrants continued to make important contributions to the United States during the twentieth century. We will write a custom essay on Waleed Allohabi specifically for you for only $16.38 $13.9/page Order now Missouri has a lot of German history and experience. Specifically, St. Louis is the main city in Missouri that had all the German immigrants. A lot of the St.Louisansof today come from German decent.From the mid-1830s untiltheWorld Wars, Germans flooded into St. Louis. There were many forms of transportation centered in St. Louis so many Germans liked that. SomeGermansonly passed through on their way to other Missouri citiesor other states. Butsinceso many stayedin St. Louis,thepopulation in St. Louis grew more than triplefrom 4,977 in 1830 to 16,469 by 1840. GermanProtestants founded the first German church in St. Louis in 1834. German Catholics and German Lutherans also formed churches in St. Louis, and a small amountof German Jews also came to St. Louis during this time. In 1850, more than half of the nearly 78,000 St.Louisanswere of German descent. Manyof themjoined Union supporters in the Civil War, helping keep Missouri fromseparatingfrom the country.Thefastarrivalof immigrants into St. Louis led to overcrowding,housing shortage,diseases, and the death of many people. However,itadditionallyresulted in opportunities for both thecapable and the incapable. A lotGerman immigrants had some educationand often arrived trained in tradeskills. They quickly established themselves and contributed to St. Louiss growthand success.German immigrants today originally established many of the industries in St. Louis. As you can see,the popularity of the Germany and the German church in the United States was very popular in the history of the United States and specifically Missouri.GermanProtestants, German Catholics, German Lutherans, and German Jews all chose St. Louis to be there home, making St. Louis one of the biggest German areas in the country. Many Americans are the descendants of the German immigrants that settled in the United States that came from Germany. Germany is very important in the United States history and without the influence and arrival of all the German people the country may not be the way it is today. German influence and the German Church may not be a big topic anymore but the impact Germany has on United States from the original German culture and all the German roots that U.S. and Missouri has today is remarkable.

Law Enforcement Issues free essay sample

When a citizens property was stolen, one would pay a certain fee to have the police recover the goods and arrest the perpetrator-I This fee-for-service system was not continued because police arrive was seen as a public entitlement. Restricting police service to only those who could afford to pay would create a social injustice. The thought in a democracy is that public services should be equally available to all. (www. Accelerometer. Org/articles/ Andrews. As) Are police officers unethical to accept gifts like free coffee and dinners?What I saw as a wrong act was taken by others, as a right. Gratuity is something given willingly or beyond compulsion generally for some service. The concern becomes cloudy as to whether the receiving of free coffee and free or cut-rate meals is in fact, by definition, gratuity. Even if the receiving of free or cut-rate items is not taken formally as a gratuity, does this mean that its acceptance is Justly sound? Some police officers have departmental policies that affirm that officers can accept gratuities as long as they do not ask for them. We will write a custom essay sample on Law Enforcement: Issues or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Other officers describe difference between what is an permitted gratuity. Could ethical opinion of receiving gratuities be a matter of belief, or are the taking of granulates a community social act that should persist as an association between the community and the police? Different pinions are present among officers, as well as in different books and studies. Distinction between gratuities and corruption Is not a clear perception. Within the a large number of any police authority, the practice of taking gifts, switching services, and widen professional courtesies is acknowledged by all citizens.It is a common part of business affairs for a salesman to offer a deal to a sound customer or for a firm to obtain constructive advertising space on a publication or tabloid by paying extra. Staff on communal payrolls also accepts gifts for professional services endured. The compensation of free coffee and discounted meals or services from businesses to police officers Is a prevalent, long-established practice In many authorities. Free coffee is possibly the most frequently accepted gratuity.Additional services that businessmen anticipate in return for giving a gratuity may include such instant acts as extra protection during business hours and after closing, police attend to banks, and regular patrol of the business locality. While officers offer extra services to personal businesses in return for a free cup of 1 OFF Anton be supposed as going to the main bidder; choice must be based on need. Most officers consent that presenting free goods and services as an right and basing efforts in handling a complaint on what the complainant has given the officer is immoral.But, according to the most of the officers a huge gray area is present, particularly in the receiving of f ree coffee to raise officer being there. Observation is significant; exchanging a complimentary cup of coffee may be harmless. Yet, the publics opinion is vital in the favor and view that the community has for their law enforcement agency. In one of the cases an officer recommended that a new restaurant opened in her town and the owners gave free meals to police officers.Subsequently, the city put into practice a policy that began to charge businesses after the police department reacted to a limited number of false alarms. The new business expected a bill because of its number of false alarms, but the owners declined to pay based on the long list of free meals given to the police department. The media published the story, which revealed badly on the department. Many hold a view that the coffee is low-cost and that owners are screening gratitude y offering a cup and enjoying the fact that officers spend time in their shops. Consequently, what is the harm?On the other hand, what happens in unrestricted issues where officers stop the owner or an employee for speeding? They may base their Judgment whether to cite on the fact that they received free coffee. Should the free coffee aspect in the officers assessment? Some law enforcement officers think that if the gratuity is not given, the opinion of reprisal may become an issue if the officer was put into the point of enforcement against the store owner or employee. What makes a gift a gratuity is the rationale it is given, what makes it dishonesty is the basis it is taken.The officer also think that on a unrestricted call the option remains that the officer may come to a decision in favor of the violator based on the offering of gratuities, but this has not occurred in his department. Recommendations Clearly, no general agreement subsists on the receiving of gratuities or even what represent a gratuity. As a superintendent, the rational move would be to no t allow officers to allow free coffee and discounted or free meals. Reviewing gratuities can dead to surplus view by the public and bring the agencys caution into question. Though, a Christmas gift given by a personal business to a department may be customary as a token of a working affiliation. Furthermore, agencies should feel free to accept assistance from fraternal group that donate to programs that help the general community. But, when an officer receives items on a custom basis, a harmful connection may develop or be apparent as such. To eradicate uncertainty, agencies should put into practice a policy against the reception of free or discounted items by individual officers.Law enforcement officers frequently face the problem of receiving gratuities. Some officers hold the opinion that the acceptance of free coffee and free or discounted meals as a right, while others views it as an immoral act. Police officers should regard as the opinion of the public, as well as business owners, when receiving gratuities. Departmental policies on gratuities differ between agencies, and officers may question precisely what add up to a gratuity. To eradicate perplexity, departments should make sure that their policies clearly differentiate what is acceptable.

Dubonnet essays

Dubonnet essays I have recently been looking at one of Cassandres poster designs called Dubonnet (below) that was designed in 1934 advertising wine. I think this poster is unusual because the poster has three parts to it but all represents the same theme. At the first stage of the design there is a man sitting at a table staring at the glass he is holding what appears to be filled with wine, as the man holds up the glass part of his arm and face becomes highlighted in a dark shade. Also, in the same stage the word DUBO stands out which is read like Du Beau, that means something beautiful. In the second stage the lettering gradually changes to DUBON (something good), and at the same time the man now tastes the wine, again the mans body is shaded more this time moving down towards his stomach. Eventually in the last stage of the design the full brand name of the wine, DUBONNET, is revealed and the man has finished his glass of wine and helps himself to a second serving with a fully highlighted body. To me, this design is very clever because of the way Cassandre has divided the poster into three stages to make it like a cartoon strip. I think the message that its trying to get across is that the more you drink, the more energy you fill up with. Another thing I noticed about this poster is that in each stage of the design he signs parts of his name just like the word DUBONNET and in the last stage he signs his name fully as A.M Cassandre, and also the background of the poster changes shades of yellow and the mans body fills in. I imagine that Cassandre had thought about this design really hard to produce such an unusual advertisement for wine. ...

Fact sheet Essay Example | Topics and Well Written Essays - 3000 words

Fact sheet - Essay Example The leaves are also dark green in color which is shiny on the paler underneath and at the top with its petiole section being red and long in size. In the fall, the leaves with smooth margins will usually turn yellow. Habitat: Bigleaf maple grows in moist soils and areas that are shingle and rough in nature. There is a high likelihood of the trees surviving in areas which are next to the lake, river and stream edges compared to other wet regions such as the seepage areas. [1]. The species mostly occurs in mixed group of trees with black, red alder, Douglas –fir, cottonwood, western hemlock and Western red Cedar. Mice, grosbeaks and squirrels usually eat on the seeds of this species while the elk and deer often feed on its twigs. Use: The tree can be used in making of hooks for clothes, dishes and pipes. [1]. They are also used in making of paddles; occasionally, the inner back can be used in making ropes, baskets and whisks which are used for whipping soopolallie berries [1]. Notes: In fact, the Maple flowers are one kind of food that can be eaten with salad together. It is quite sweet. For the bark of the Bigleaf maple trees, it is rich in calcium and moisture because the trees are usually in wet rainforest plant community. It should be noted that the flower of Bigleaf maple just like other Maple is one of the delicious meals that can be eaten together with salad. The bark of the tree on the other hand is rich in moisture and calcium given that they are found within the community of

Econometrix Assignment Example | Topics and Well Written Essays - 1000 words

Econometrix - Assignment Example Test for Significance of Coefficient In order to test the significance of the coefficient, the following hypotheses have been drawn. Ho: The coefficient is equal to zero H1: The coefficient is greater than zero Test Statistics In order to test the significance of the coefficient of Age, t statistic is needed to be calculated. Formula In the given case, the estimated coefficient may be referred as ?Age = 0.043 while the Standard error for ?Age = 0.003. Therefore, Now for the given data set the t tabulated value had been found using the degree of freedom in the given case is 21600 – 3= 21597. The significance level for the test is 1%. The t critical value for the given data is found to be 2.326 (Allison, 1991). Decision Rule The Null hypothesis is rejected if t calculated is greater than t tabulated. Conclusion Since the t calculated value is greater than the t tabulated value i.e. 14.3333>2.326, hence the criteria suggests rejecting the null hypothesis. So it can be concluded t hat the coefficient value is not equal to zero. 1b. The equation required for the desired calculation is In the given case, Age= 30 years Size= 100 employees Therefore, the earnings calculated for the given age and size is equal to 7.337 pounds (Belsley, Kuh & Welsch, 2005). 1c) It depends as it sounds logical that a person with higher education would be earning greater than the one who has less education. Therefore, assuming that bigger organizations hire more educated people, it may be assumed that on average there is less probability that an organization employees older people. Omitting education in case if it is related to age was necessary to rule out the chances of error caused due to the correlation existing between age and education as an increase in age is termed to be negatively associated with education. Thus the model would have implied the issue of multicollinearity. When variables are extremely correlated, the variability explained exclusively by the single variables c an be minor despite the fact that the variation explicated by the variables brought together is great. (Wooldridge, 2012). d. Model 2 (2.430) (0.053) (0.285) The sample size is 83, while R2 is 0.036 1d) By and large, with an increase in sample size, the estimated values tend to be better predictor of the population parameters. Therefore, with each additional observation that is admitted in the sample, the amount of information increases and that additional information usually aids in providing better statistics. Thus if the model provides a better estimating results, the standard errors will be reduced. The model 1 has been framed using an extensively large size of sample while model 2 has eliminated the general public and has enlisted only a specified fragment of the whole population resulting in a decreased size of sample. This ultimately targets the standard errors as they are increased due to the declined size of the sample. This contemplates the information that larger samples will bring forth more accurate estimates of the coefficients’ in a regression analysis (Aiken & West, 1991). e) Hypothesis testing for model 1 Where k=3, N= 21600 while R2=0.025 (Aiken & West, 1991) Calculating the F statistic Let the level of significance be 0.05, the F critical value in that case will be 2.6. Since the F calculated value is less than the F critical, hence,

Comparative Politics Research Paper Example | Topics and Well Written Essays - 2250 words

Comparative Politics - Research Paper Example Federalism is antagonistic to separatism and the federalists believe in achieving a common good by running the affairs of the government by sharing power and at the same time a reasonable degree of autonomy is granted to the units of federation. Federalism is currently being practiced in many countries of the world which include United States, Canada, India, Brazil, Mexico, Argentina and is found to be very useful for sharing power between a central government and the provinces and states. In most of the federal democracies, important issues like currency, foreign policy, energy and defense are governed by the central government whereas the issues related to public welfare and social service such as health, food, education and infrastructure development etc are dealt by the provincial government (Pennington). The division of power in federalism is explicitly stated in the constitution of the federation and thus the right of government of the central government and the states is safeguarded by the constitution and a rational autonomy is granted to the states and provinces forming the federation. Keeping foreign policy, national security and currency with the central government is imperative for creating a strong federation and thus in most of the federations these powers rest with the central government. The remaining powers are divided between the central government and the provinces as per the political and geostrategic scenario of the federation and thus the power sharing pattern differs from one federation to the other. For example in the federation countries like United States and Germany the powers about which the constitution is silent and are not explicitly stated to rest with central or the provincial/state government are retained by the state governments whereas in India, Canada and Argentina such powers are retained by the central government. Federalist system of government provides a