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Explaining the relationships between job characteristics
Explaining the relationships between job characteristics, burnout, and engagement: The role of basic psychological need satisfaction is an article that has been authored by Anja Van den Broeck, Maarten Vansteenkiste, Hans De Witte and Willy Lens. The article has been authored with an aim of examining the role of the basic need satisfaction, as it is defined using the self-determination theory. The theory has been used in determining the relationships that exists between job demands, employee’s exhaustion and vigour, job resources, components that make up burnout and engagement. The article was based upon a heterogeneous sample of 745 employees of Dutch speaking citizens of Belgium. The findings were that the satisfaction that is derived from the basic needs explained the relationships from job demands to exhaustion and from the job resources to vigour. It was able to provide a full account for the job resources and exhaustion.
This article is useful in our study as it lays emphasis on the job demand in relation to burnout, job resources, exhaustion and vigour among other variables that are critical for the purpose of our research. The article develops the fundamental relationships that shed light upon the variables involved in our research and thus help us to draw findings from the work of others and create a comparison to our own. It is important to note that use of the article is a major stepping-stone into understanding and getting a wider scope of what our research should compose of. The findings of the article shall also be used for comparison purposes and thus create a longitudinal analysis that will create a trend over time. The findings can be rated depending on how respondent views change over time.
How changes in job demands and resources predict burnout, work engagement, and sickness absenteeism is an article authored by Wilmar B. Schaufeli, Arnold B. Bakker and Willem Van Rhenen. The article dwells much in explaining the job demand resources (JD-R) model results into an impairment and motivational process. The results of the structural equation modelling shows that an increase in the job demand leads to the decrease in job resources, lead to burnout as a positive result while an increase in the job resources predict work engagement. The study took place among 201 telecom managers in support of the JD-R model. Burnout and engagement predict the sickness registration duration that can be termed as involuntary absence. The results also show that a positive gain spiral is evident.
The study aims at looking at work in a different perspective. Apart from looking at work from the perspective of strain and stress, it is looked at in the form of engagement. The JD-R process aims at analysing the positive effects of work in the light of strain and motivation. According to the author, it is apparent that none of the previous JD-R studies examined the effects that cause burnout or engagement on job demands. This is important for our study as it gives us details into the relationships between job engagement, burn out and job resources. This is possible in the light that it engages the different effects from their causative agents e4nabling us to gain an in depth understanding of the work that we are dealing with. The data enlarges our school of thought into understanding the basic constructs that make up the effects of job demands.
Weekly work engagement and flourishing: The role of hindrance and challenge job demands is an article by Arnold B. Bakker and Ana Isabel Sanz-Vergel. The article dwells on explaining how the healthcare nurses engage in their work for the sake of staying psychologically comfortable. The research hypothesis for the study was that nurses would perceive the work pressure as a hindrance demand than being a challenge while they would perceive emotional demands as a challenge as opposed to a hindrance demand. The hypothesis was found to be true on the t-test. The findings of the study were a major step towards understanding the nature to which people connect to their roles. In this article, we realize that much of the connection exists for emotional support or wellbeing. In this light, we also understand that individuals who engage in their work are often cognitively, emotionally, and physically connected to their work. The article’s main argument is that interaction between job demands and personal resources are key factors into engagement and flourishing. This is important for our research as it tries to create a relationship between the job demands and the life of an individual. The relationships are a major stepping-stone towards the realization of a difference that exists between job demand as a challenge and job demand as an obstacle. It is imperative that hindrance demands were noted to have a negative indirect effect on the performance of worker through strains and motivations. The article provides data that can be used to build upon in developing the relationships between the various variables as well as data that can be used for comparison purposes. It also provides the researchers with a theoretical background on what is expected of them in the development of the research project for the various variables.
Journal of Vocational Behavior. Job demands, job resources, and their relationship with burnout and engagement: a multi-sample study is an article by Wilmar B. Schaufeli and Arnold B. Bakker is a comprehensive study that mainly focuses on burnout and its related positive outcome, in this case, engagement. In this case, a model is tested in a situation whereby, burnout and engagement have different predictors and therefore a possibility of different consequences. The results of the findings were that burnout and engagement are negatively related. Burnout is also predicted by job demands and lack of job resources in this case. The findings also documented that despite the reason that burnout is predicted by job demand; burnout also bridges the gap between job demands and all potential health problems. This article develops the fundamental relationships that are very useful for our paper in the light of job resources, job demand, burn out and engagement.
With such a framework, we are able to develop a clear-cut boundary into the relationship that exists between the dependent and e independent variables. It is also imperative that the article provides us with a theoretical basis with which results can be built upon when findings in our research are developed. The theoretical background also equips us with the necessary knowledge to undertake our research by informing us of the scope of work, and the expected results.
For the purpose of our essay, this article provides findings that can be used for comparison purposes among other articles. There is need to develop a level of correlation between the various documents and therefore draw conclusive findings into the subject matter. More importantly, there is need to build upon the theory developed in his paper a stepping stone towards the realization of the desired results.
Job Engagement: Antecedents and Effects On Job Performance is an article authored by BRUCE LOUIS RICH, JEFFREY A. LEPINE and EEAN R. CRAWFORD. The article theorizes that engagement is a comprehensive explanation to relationships than other known aspects of the individual self. Engagement in this case is the key factor that determines the level of engagement into a role, and thus provides a basis through which people relate to certain roles at work. The article is based upon a study among 245 fire fighters. The primary hypothesis was that engagement mediated relationships between value congruence, the perceived support as well as core self-evaluations. For the purpose of the research, job involvement, job satisfaction and intrinsic motivation were included in the study as mediators. It was worth noting that the researchers noted that the factors did not exceed engagement in explaining relationships. The article Touches on the various variables that interest our study, it is imperative that the article offers significant contribution for the purpose of our study. The development of the relationship that we see later in the paper enables us to have an insight into what we should expect after the data analysis. More importantly, there is need to have the data and that they form a background that can be referred to in the instances where there is a disparity in findings. The theory should also enable us develops school of thought through its wide information on the subject matter and thus offer significant contribution to the knowledge that we have prior to the research.
Work Engagement: A Quantitative Review and Test of its Relations With Task and Contextual Performance as an Article Authored By Michael S. Christian, Adela S. Garza, And Jerel E. Slaughter. The article has a main goal of coming up with a definition of engagement by investigating the uniqueness that comes with it. The results of the study were that engagement is a concept that is related to key antecedents and consequences. Engagement was also tested as a mediator of the relationship that tends to exist between antecedents and job performance. It is imperative that the article aims at establishing a relationship that exists between the various variables in the light of engagement. More importantly, the article is useful for our purpose as it lay key emphasis on the constructs of engagement and its effects on the job demand. It also develops a mind-set that enables the researchers to explore the phenomenon from what has already been studied by others, enabling us to understand the fundamental relations between the various variables.
This article however dwells much on engagement and less on other factors and therefore play a limited role in our research. The data that has been developed in the study is useful for comparison purposes. The theory that has been developed in the study also provides a basis through which we understand the topic in a broader perspective enabling us to widen our study scope. Understanding of the topic is key. The theories that are developed in the article also enables us to develop a prediction of the possible relationships that exists between the various variables.
How Enslaved and Free Black Resistance Shaped and Influenced U.S. Slavery
How Enslaved and Free Black Resistance Shaped and Influenced U.S. Slavery
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How Enslaved and Free Black Resistance Shaped and Influenced U.S. Slavery
Introduction
Particularly in the Southern United States, slaves played a significant albeit unwilling and unrewarded role in setting a strong economic foundation for the country. In the 17th and 18th centuries, African American and African slaves worked mainly on the Southern seaboard’s tobacco, indigo, and rice plantations. Eventually, slavery was rooted in the sugar and cotton plantations. Although businessmen from the North made lots of fortunes from trading in enslaved people and investments, slavery was never rife in the north. Although slavery was the law of the land that had lasted for more than 300 years, American slavery was resisted and challenged every day by its survivors, victims, and people that found it morally unacceptable. The long campaign to abolish human trade was one of the biggest crusades in U.S history. Its success was due to decades of agitation and organization of African Americans and their allies. African slaves had numerous ways of resisting enslavement but despite this, they never successfully managed to overturn the slavery institutions like their counterparts from Haiti. The institution of slavery gave white people a false sense of superiority. While most slave uprisings were not successful, they managed to effectively intensify the public debate of the American institution of slavery. This essay discusses how enslaved, and free black resistance shaped and influenced the institution of US slavery.
Ordinary Acts of Resistance
The most common acts of resistance that enslaved blacks employed were the small gestures of rebellion. These acts of rebellion were common on a day-to-day basis. They included sabotage such as setting buildings on fire or destroying tools. Targeting their master’s property was a way to attack the master himself indirectly. Another way enslaved people showed resistance was by playing dumb, feigning illness, or slowing down work. It was common for both men and women slaves to pretend to be sick to catch a break from the inhumane and harsh working conditions. It was easier for women to fake sickness than men since they were required to bear children for their masters. At the very least, some masters wanted to protect their slaves’ childbearing capacity. Some of the slaves also played on their masters’ prejudices by pretending to not understand instructions provided to them. Deborah Gray White, a historian, tells a tale of an enslaved woman who poisoned her master in Charleston, South Carolina, and was executed (Berry & Parker, 2018). White also posits that women also resisted against the childbearing burden as it only meant providing their master with an extra pair of hands. White speculates that women may have resulted to abortion or birth control to protect their offspring from slavery. While there is no way to ascertain this, White insists that women slaves had their own ways of preventing pregnancy. Throughout America’s slavery history, African Americans and African slaves resisted as much as possible. The odds of them resisting successfully or escaping were limited, so majority of them resisted the only way they knew they could; through individual actions. Additionally, enslaved individuals resisted slavery through their religious beliefs and distinctive culture that kept hope alive in the face of persecution.
Freedom Seeking
Enslaved people also sought freedom by running away. Most slaves that sought freedom only found it for a short while. They would hide in a nearby forest or visit a spouse or relative in another plantation. Slaves run away as a way to get relief from their work, avoid harsh punishments imposed by their masters, or just to escape life in general. While some were able to run away completely, some slaves hid and formed maroon communities in nearby swamps and forests. When northern states started abolishing enslavement following the end of the Revolutionary War, the North became a symbol for many slaves. Slaves spread word amongst each other about freedom. At times, the instructions would be spread musically; they would be hidden in songs and words of spirituals. For example, the words “Follow the Drinking Gourd” in spirituals referred to the Big Dipper and North Star and was used as a guide for escapees from the North to Canada.
Slave Rebellions
Stono Rebellion of 1739
Slave rebellions were other notable ways that contributed in shaping the slavery institution in the United States. Without a doubt, African-American slaves rebelled and Joel Rodgers had already identified as many as 33 slave revolts by 1934. The Stono Rebellion of 1739 was one of the greatest slave rebellions of the time. It was staged in 13 colonies. On Sunday 9th, September 1979, about 20 slaves, under the instruction of a man called Jimmy, decided to teach their white counterparts a painful lesson on the desire for liberty (Doddington, 2018). They gathered along Stono River, raided Hutchenson’s store, and executed the white owners. They then placed the victims’ heads on the steps for all to see before proceeding to kill the occupants, torching the structures and marching to the colony in St. Augustine where they would be free under Spanish law. Not all slaves joined the insurrection. As a matter of fact, some slaves hung back and helped hide their masters. However, many joined the cause and soon, the number reached 100. The insurrectionists carried banners and paraded along with King’s Highway, shouting, “Liberty!” The slaves fought against white for about a week before being raided and killed by colonialists.
The New York Conspiracy Trials of 1741
In the eighteenth century, New York City contained numerous ethnic groups and the conflicts that ensured among them caused strain. Additionally, one out of five New Yorkers was a slave. Tensions were high between the free population and slaves, especially because of the aftermath caused by the Stono Rebellion (Morgan, 2022). The tensions burst out in 1841. That same year, 13 fires started in the city, one of which reduced Fort George colony to ashes. Because they feared an uprising from slaves, white people began rumors that the fires were part of a plot by revolters to kill white, burn the city down and take control of the colony. Because the Stono Rebellion had only occurred a few years ago, there were fears of similar incidents. Convinced that slaves were the problem, British authorities interrogated over 200 slaves. They eventually arrested them, accusing them of conspiracy. Following a series of quick trials at New York City hall, the state executed 17 New York slaves. 13 black men were burnt publicly, while the other four were hanged. Seventy of the slaves were sold to West Indies. There was little evidence pointing to a conspiracy. The events that took place in New York City in 1741 are an indication of the racial divide where panic among white people sparked repression and violence against the slave population that was feared.
Calls for Abolition
While enslaved people were busy fighting slavery structure on their day-to-day lives, another battle was happening in the public sphere. African Americans had been vocal about slavery from the beginning. They were joined by European Americans eventually, and by the start of the 19th century, the push for nationwide abolition had gotten to a boiling point. The American Revolution rhetoric, with its invocation of universal freedom and inalienable rights, had caused a huge debate on the access of people of color to these rights. Majority of the Northern states, many of which had not employed slave labor for a while had abolished it by 1820s (King, 2020). The North had become a staging ground for new energized attacks against slavery in the South. Free and formerly enslaved African Americans were at the forefront of the battle for abolition and fought on many fronts. The slaves came together and formed regional, local, and national abolitionist societies where they toured the country tirelessly. Within no time, a team of powerful public speakers was formed and would be dispatched to troubled locations within a moment’s notice. The speakers included William Wells Brown, Frederick Douglass, and Isabella Baumfree, who is better known as Sojourner Truth. Notably, Henry Highland Garnet spoke directly to African Americans while he was still in slavery to call for dramatic action. In his message, he said:
“Brethren, arise, arise! Strike for your lives and liberties. Now is the day and the hour. Let every slave throughout the land do this, and the days of slavery are numbered. You cannot be more oppressed than you have been-you cannot suffer greater cruelties than you have already. Rather die freemen than to be slaves. Remember that you are FOUR MILLIONS!”
Moreover, some of the African American activists tackled the fight in a much less public manner. This includes working undercover and organizing daring raids to free fugitives from lynch mobs and kidnappers. Other activists went to the extent of traveling deep into hostile grounds, guiding fugitives towards freedom using vast networks of sympathetic helpers that they had already established. They also had hiding spots across regions that were known as Underground Railroad. Most struggles occurred in print. African Americans also founded anti-slavery newspapers such as the National Watchman, Mirror of Liberty, Freedom’s Journal, and the North Star (Fox-Amato, 2019). African Americans sparred with people that defended slavery in the newspapers and magazines pages and also posted broadsides on the streets of the city. Soon, a new literature genre emerged. Abolitionists flooded the market with leaflets and books giving a true account of what life in slavery was like hair-raising escapes and the lives of free slaves that had attained public prominence. Abolitionists encountered violent opposition. Their books were burned and printing presses smashed. Their lives were also threatened in the South and the North. However, through their perseverance, abolitionists exacerbated the slavery conflict taking it to a critical point. The insistent attacks by abolitionists galvanized the opinions of slaveholders in the South, which helped to guarantee that the matter would be eventually decided through open war. In so doing, they gave a model of organized opposed that would be used by countless advocacy groups to come.
Conclusion
In closing, slavery was a pertinent issue in the 18th and 19th century. Slaves were the backbone of the economy as they provided free labor to their masters. It was within the law to own slaves. Slaves provided labor in plantations and had a child bearing duty to their masters. Slaves were subjected to all manner of oppression, ranging from flogging to rape. Enslaved and free slaves resulted in various ways to demonstrate resistance. While some resulted in running away, others burned their master’s property or destroyed their tools. Notable slave rebellions were The New York Conspiracy Trials of 1741 and the Stono Rebellion of 1739.
References
Berry, D. R., & Parker, N. D. (2018). Women and slavery in the nineteenth century. In The Oxford Handbook of American Women’s and Gender History.
Doddington, D. S. (2018). Contesting slave masculinity in the American South. Cambridge University Press.
Fox-Amato, M. (2019). Exposing Slavery: Photography, Human Bondage, and the Birth of Modern Visual Politics in America. Oxford University Press.
King, L. J. (2020). Black history is not American history: Toward a framework of Black historical consciousness. Social Education, 84(6), 335-341.
Morgan, K. (2022). Slavery and servitude in North America, 1607-1800. In Slavery and Servitude in North America, 1607-1800. Edinburgh University Press.
How employee motivation affects OB-
How employee motivation affects OB-
Maintaining and creating a well-motivated workforce can be a challenging task for just about any company. At times, the confidence and motivation of employees can be lost and worn down by the demanding tasks and everyday activities within a company. In order to develop and preserve a motivated staff, a company must look deeper into the overall organizational behavior atmosphere that they currently have. The concept of organizational behavior can be best defined as “the systematic study and application of knowledge about how individuals and groups act within the organizations where they work” (Bauer, 2017). Within all businesses, there is an internal culture and atmosphere that is unique to each specific company. This atmosphere is created collectively from each individual employee’s skill set and personality contributions within the work place. The organizational behavior of a company is dependent upon these contributions and is directly related to the overall commitment and motivation of the employees. By researching Organizational Behavior and analyzing ways to improve upon the motivation within the workplace, a company can learn to create and sustain a more efficient and cohesive environment that will benefit both the employees and business as a whole.
As humans, we are all driven by a combination of natural and social needs. This drive is the basis behind each individual’s motivation while working on the job. The integrity of a company’s organizational operations and company culture are also big factors that have a large influence on the employee’s motivation and organizational behavior as well. It is crucial that a company understands that “cultural practices can vary dramatically, as can the education and skill levels of the population” (Hill & Hult, 2018). In order to create a culture and environment where employees feel valued, encouraged, and empowered to do their best, a company must put a spot light on the management styles that are being performed and executed. As a manager, it is ones duty and responsibility to bring out the best in the employees, ensure that organizational operations are going as planned, and improve upon the overall success of the business. By doing so, the organizational behavior within the company will be positively affected and the employee morale and motivation will substantially improve. The social perception employees may have towards management can greatly affect the overall behavior and work attitudes within the organization. Measuring a company’s organizational behavior is based off the aspects of an employee’s job satisfaction and work-related attitudes. As a manager, better understanding work-related attitudes and what motivates your staff will increase job satisfaction and in turn, increase the productivity of the employees. In a way, the organizational behavior of a company serves as a roadmap for the employees to better understand themselves and the company’s culture. The organizational effectiveness and employee motivation within a company have a positive correlation and when balanced properly will lead to better performance and satisfaction levels overall. Examining the company’s organizational behavior will allow for management to look at each aspect of the organization and act on any things that may need improvement. By doing so, management will have a better grasp on how employees react under certain circumstances and situations and can learn to adjust accordingly. When employee motivation is at its peak, management can feel satisfied knowing that they have instilled a strong model of organizational behavior that has gotten them to that point.
How employee motivation leads to positive customer satisfaction-
Within a company, the employees could be described as the most important and vital factor when it comes to the overall success or failure of an organization. The employees are the ones performing the frontline jobs while continually interacting with the customers on a daily basis. These employees who have direct interaction with guests have an extremely high influence on the customer satisfaction levels of a company. It is imperative that an organization understands exactly how their motivational approaches for their workforce can make or break them when it comes to the care and satisfaction of their customers. An employee’s job satisfaction and overall job performance are what determines the customer’s thoughts and opinions of a company. The frontline performance of employees plays an essential role in attaining a customers’ happiness and first impression of the organization. The main focus for good customer service is all about the attentiveness of employees and the retention of guests. A company’s approach to their customer service is what will determine whether or not the customers’ expectations and satisfaction levels are being met. The overall essence of having good customer service within a company stems from the employee motivation one reciprocates from the organizational behavior within the business. Typically, companies will spend exorbitant amounts of money in order to gain loyalty from their customers. What these companies do not realize is that they are spending more money, time, and attention on buying the guest’s happiness and tend to overlook the significant aspect that lies within the organization itself: employee motivation. When companies ensure high-quality customer service practices, it gives them a strategic advantage over the competitors and allows for employees to better understand their job and role in the success of the business. In order to improve upon the impact employees have on guests, a company should make sure they maintain the components of a motivating work environment as well as a positive management team. Employees who feel motivated in their job position hold a stronger degree of professional satisfaction and will provide higher service and quality levels to the guests. Management teams that put a focus on the training, education, and development of their employees will better meet company goals and expectations. When employees feel they have knowledge on the products, business operations, services, and objectives of a company they feel more confident and motivated to perform their job functions. Having engaged and motivated employees will always result in satisfied customers. Continually improving the knowledge and motivation of a company’s employees will help them to attract and retain a strong customer base. In an ever changing world, techniques and approaches are continually adapting to improve the training and development employees receive from a company. As Tim Kirley, the CEO of Edward Jones Investments would describe, employee motivation “goes beyond the financial incentives” (Bauer, 2017). When companies take the time to train, develop, and recognize the efforts put in by their staff, employees feel a sense of appreciation and motivation to help with the company’s success. A feeling of investment within a company empowers the employees to provide service levels that will create positive experiences and outcomes for the guests. In an era where customers expect more and are willing to leave companies behind who don’t meet their standards, it is imperative that a company puts a focus on transforming their customer experience. Employee motivation is the key to success when it comes to the satisfaction levels of the guests. Just as companies are willing to put in the effort to strive for success, they should first be willing to put the time and dedication into their employees to reach that success with their guests.
Work(s) Cited
Bauer, T., & Erdogan, B. (2010). Organizational behavior. Retrieved February 25, 2019, from https://saylordotorg.github.io/text_organizational-behavior-v1.1/index.htmlHill, Charles W. L., and G. Tomas M. Hult. Global Business Today. 10th ed., McGraw-Hill Education, 2018.
