Factors Can Affect Validity Reliability Of Systematic Review Nursing Essay

Factors Can Affect Validity Reliability Of Systematic Review Nursing Essay Systematic review with meta-analysis are considered more objective than other types of reviews such as traditional reviews because it involve the application of scientific strategies in ways that limit the bias but the interpretation of the systematic process like any other type of research is subject to bias and this articles will illustrate the sources of bias in every step of conducting a systematic review and what is its types and ways. Keywords: Systematic review, Bias, Meta-analysis Introduction A systematic review is an overview of many studies that used clear and reproducible methods while a meta-analysis is a mathematical synthesis of the results of two or more primary studies that address the same hypothesis in the same way. Systematic reviews are very popular so about 2500 new English language systematic reviews are indexed in Medline annually (Mother D, Tetzlaff J, Tricco a, et al). While the number is impressive ,the quality of their reporting is not always ideal which lead to some kind of biased results and thus shrink their usefulness. Although meta-analysis can increase the precision of a result, it is important to ensure that the methods used for the review were valid and reliable. (Greenhangh. 1997) Speaking generally,there are two sources -at least- can generate bias in systematic reviews: the risk of bias in the included studies which it can exaggerate the results of a treatments effectiveness by 18% (Pidal J, Hrobjartsson A, Jorgensen KJ, et al) and the review itself as it has a little control over the reporting of RTCs but it can apply considrable control over conducting and reporting the review, thereby minimizing the bias of review itself. In this article we will try to spot the sources of bias in every step of conducting a systematic review and what is its types and ways and after that we will talk in details about each factor might cause a bias including publication bias, time lag bias, citation bias, the influence of external funding on the validity of systematic review and outcome reporting bias. Assessing the Quality of a Systematic Review General Tips (step-by-step) Fundamentally, the quality of a systematic review and the reliability of its result are contingent on both the quality of the included studies and the quality of the methodology used to produce the systematic review. The first most important step in conducting systematic review is proposing a clear, specific,focused and concise question which will guide the review process after. Searching for articles to be included can be retrieved by electronic databases, searching by hands through appropriate journals and by contacting researchers in the area of interest. To avoid the bias in the retrieval of articles the search strategy specified in the protocol must include as much details as possible. In most cases this amounts of to a list of keywords and how they will be combined for use in electronic search engines. Some knowledge of the capability of each subject specific database is important at this point, as some databases operate a thesaurus search system and others operate on the basis of keywords only. Next step, selective inclusion studies may bias the results of systematic reviews if selected based on report characteristics which called Biased inclusion criteria and low methodological quality of studies included in a systematic review is another important source of bias (Strerne JAC, Egger M, Smith GD 2001) and inclusion of data from sources other than randomized trials reduces the reliability of the conclusions of a systematic review on issues of prevention and treatment, so they should be thoroughly considered and properly defined to avoid ambiguity and to inform the validity of the review. As protocol availability may decrease the biased post-hoc changes to methods and selective outcome reporting, this information should be included in the review protocol to minimize this bias. Even if the study has high internal validity, it may not to be generalizable(high external validity). There is often a trad-off between internal and external validity. To decide about the generalizability of the study is to explore whether the study population appears to be representative of the population to which you wish to apply the results and even in similar populations, differences in the settings and in culture or other contextual factors, should also be considered.(Petticrew M, Robert, H 2008) Reviewing the results of a number of studies of course itself provides a est of generalizability, if the results have been replicated in several settings with different population, then this gives an indication of whether the results are transferable. If the number of studies is large enough, it can suggest the range of effect sizes to be expected in different settings. Generalizability is not often assessed separately in systematic reviews, though consideration of the issue is included in some critical appraisal checklists. (Deeks J, Dinnes J, DAmico R, Sowden A, Sakarovitch C. 2003) The risk of bias of a particular study is a key component in the assessment of studies that affect the validity of the results of a systematic review. Therefore, reducing the risk of bias assessment can be completed by using scales, checklists and every individual component should be reported for each study.(Sandrson S, Tatt ID, Higgins JP 2007). As the protocol developing, all the outcomes derived from the included studies should be considered and the outcome of primary importance should be differentiated from the secondary outcomes as recent surveys have showed that the outcomes selectively reported in final reports were significantly more likely to be statistically significant than those omitted (Chan AW, Hrobjartsson A, Haahr MT, et al 2004). Therefore, if a review does not identify important variables clearly, the review risks being subject to bias. So, the reviewer might select statistically significant variables and ignore the ones were initially important by the reviewer. When it comes to analysing data, the analysing method is determined by the review question and the type of data collected and it should include a narrative synthesis for describing the results and risk of bias. The next step is usually determining if statistical synthesis is appropriate to apply or not. Indeed, such forced analysis might in the axiom garbage in garbage out, providing useless results which it will discussed Later. When the results of the analysis are ready, there are many different way to represent them but sufficient details should be presented to dtermine the potential threats to validity. As conclusion in the review, the reviewer should discuss the risk of bias, strength, limitation, weakness and applicability of the evidence for each main outcome to ensure that clinicians have all the information to interpret the results. A table outlining the users guides to the Medical Literature highlight critical appraisal questions for systematic reviews and meta-analyses may help to reduce the bias in every step when conducting a systematic review.(Table 1) Table 1. Questions should be considered in determining if the results of systematic review are valid. ( adapted from Crowther, MA. Cook, DJ 2007) Did the overview address a focused clinical question? Were the criteria used to select articles for inclusion both defined and appropriate? What is the likelihood that relevant studies were missed? Was the validity of the included studies assessed? Were the assessment reproducible? How precise were the results of the overview? In assessing the value the review, it is important to consider the following question: Can the results be applied to my patients, and will the results help me care for my patients? Are the benefits worth the harms and costs? Garbage in garbage out? The quality of component trails is important as an example if the raw material is not that quality, then the findings of reviews may also be the same. So what we put in exactly what we get out. Clearly, the studies included in systematic reviews should ideally be of high methodological quality and free of bias as possible. The biases that threaten the validity of clinical trials are relate to systematic differences in the patients characteristics at baseline (selection bias), unequal provision of care apart from the treatment under evaluation (performance bias), biased assessment of outcomes (detection bias) , and bias due to exclusion of patients after they have been allocated to treatment groups (attrition bias).(Altman 1991) Some reviews produced discordant results precisely because the authors chose to ignore the quality of component trails. The same reviewers were considerably more thorough in their attempt to identify all-relevant trails,Independent of publication statue or language of publication. Although the quality of component trails happened to be more important in this particular situation, the dissemination of findings from clinical trials is known to be biased, and a comprehensive literature search is an essential intergradient of high-quality reviews. (Eddger,M. Dickersin, K. Smith,G, S 2001) Putting the light on dissemination of research findings, Scherer et al. showed that only about half of abstracts presented at conferences are later published in full. The fact that sustainable proportion of studies remains unpublished after the study had been completed must be a concern as a large information remains hidden from reviewers. Making things worse, the dissemination of research findings is not a random process, rather it is strongly influenced by the nature and direction of results. (Eddger,M. Dickersin, K. Smith,G, S 2001) Type of reporting bias Definition Publication bias The publication or non-puplication of research findings, depending on the nature and direction of results Time lag bias The rapid or delayed publication of research findings, depending on the nature and direction of results Duplicate publication bias The multiple or singular publication of research findings, depending on the nature and direction of results Citation bias The citation or non-citation of research findings, depending on the nature and direction of results Language bias The publication of research findings in particular language, depending on the nature and direction of results Outcome reporting bias The selecting reporting of some outcomes but not others, depending on the nature and direction of results Figure 1.2 (Adapted from Eddger,M. Dickersin, K. Smith,G, S 2001) Publication Bias In a 1979 article on the file drawer problem and tolerance for null results Rosenthal said, where the journals are filled with the 5 per cent of the studies that show type I errors, while the file drawers back at the lab are filled with the 95 per cent of the studies that show non significant results. (Rosenthal R. 1979). The file drawer problem has long been recognized in the social sciences: as a review of psychology journals found that of 294 studies published in 1970s, 97% rejected the null hypothesis at the 5% level.(Sterling TD.1980) It is thus possible that studies which suggest a beneficial treatment effect are published, while an equal mass of data pointing the other way remains unpublished. In this situation, a systematic review of the published trails could identify a spurious beneficial treatment effect, or miss an important adverse effect of a treatment. In the field of cancer chemotherapy such publication has been demonstrated by comparing the result from studies identified in a literature search with those contained in an international trials registry (see figure 1.2). (Simes RJ. 1986) Time lag bias Published studies continued to appear many years after approval by the ethic committee. Among proposals submitted to the Royal Prince Alfred Hospital Ethics Committee in Sydney, 85% of studies with significant results as compared to 65% of studies with null results had been published after 10 years (Stern JM, Simes RJ. 1997). The average time to publication was 4.8 years for studies with significant results comparing to 8.0 years for studies with null results. In fact, the time lag was attributable to differences in the time from completion to publication.(Eddger,M. Dickersin, K. Smith,G, S 2001) 0.7 1.0 1.3 Published 16 (1908) Registered 13 (2491) Survival ratio (95% confidence interval) Figure 1.2 (adapted from Simes) These findings indicate that time lag bias may be introduced in systematic reviews even when most or all trails will eventually be published. Trails with positive results will dominate the literature and introduce bias for several years until the negative results finally appear. The influence of external funding and commercial interests Many systematic reviews are funded by organizations such as pharmaceutical companies. As in the design of randomized trials, the design of systematic reviews can be influenced (particularly through manipulation of inclusion and exclusion criteria) to select a particular set of studies. As a result, such systematic reviews may present a biased viewpoint. Careful assessment of the quality of the systematic review should reveal the flaws in their design. Another way in which bias can be introduced is through biased interpretation of the results of a systematic review funded by industry or authored by investigators who are influenced by industry.(Crowther, MA. Cook, DJ 2007) External funding was associated with publication independently of the statistical significance of the results. Funding by government agencies was significantly associated with publication in three cohorts of proposals submitted to ethics committees whereas pharmaceutical industry sponsored studies were less likely to be published in two studies. Indeed, the pharmaceutical industry tends to discourage the publication of negative studies which it has funded. (Eddger,M. Dickersin, K. Smith,G, S 2001). Duplicate publication bias Once a list of articles is obtained, they should be reviewed by two or more individuals and compared with a list of pre-developed inclusion and exclusion criteria The production of multiple publications from single studies can lead to bias in a number of ways. Two or more systematic reviews on the same topic may arrive at different conclusion, which raise concern about validity. Studies with significant results are more likely to lead to multiple publications, which makes it more likely that they will be located and included in a meta-analysis. Moher and Johansen and Gotzsche described the difficulties caused by redundancy and the disaggregation of medical research when results from multicentre trail are presented in several publications. It may be impossible for reviewers to determine whether two papers represent duplicate publications of one trail or two separate trails, since example exist where two articals reporting the same trail do not share a single common author. (Eddger,M. Dickersin, K. Smith,G, S 2001). Citation bias The perusal of the reference lists of articles is used to identify additional articles that may be relevant. The problem with this approach is that the act of citing previous work is far from objective and retrieving literature by scanning references lists for many possible motivations such as decoration and showing up-to-dateness and knowledge may thus produce a biased sample of studies. (Eddger,M. Dickersin, K. Smith,G, S 2001) Language bias Language bias still evident in many reviews (Hearther, 2009). Reviewers are often exclusively based on trails published in English. For example, among 36 meta-analyses reported in leading English-language general medicine journals from 1991 to 1993, 26 had restricted their search to studies in English language. Reviewers in other countries will published their work in local journals as well as English language journal if their results are positive while negative results will just be published in local journals. This is demonstrated for the German language literature when comparing articles published by the same author, 63% of trails published in English had produced significant results as compared to 35% of trails published in German. Thus bias could be introduced in meta-analyses exclusively based on English-language reports.(Figure 1.3) (Eddger,M. Dickersin, K. Smith,G, S 2001) Figure 1.3 (adapted from Egger et al.) Outcome reporting bias Reporting the outcome can be influenced by the results: the outcome with the most favorable findings will generally be reported. (Eddger,M. Dickersin, K. Smith,G, S 2001). The future of unbiased, systematic reviewing Reporting biases is potentially serious problem for systematic review. While the Cochrane Collaboration has a simple aim -help people to make well informed dicisions about healthcare-, there are many challenges that must be met to achieve this aim. Ethical and social challenges include finding ways to continue to build on enthusiasm while avoiding duplication and minimizing bias, to ensure sustainability and to accommodate diversity. Logistical challenges include finding ways to identify efficiently trails and manage criticisms and updates of reviews. Methodological challenges include developing sound guidelines for deciding what types of studies to include in reviews, effective ways of communicating the results of reviews and summarizing the strength of evidence for specific effects. (Eddger,M. Dickersin, K. Smith,G, S 2001). Conclusion and Summary points In summary, There are numerous ways in which bias can be introduced in reviews and meta-analysis of controlled clinical trials. All these biases are more likely to affect small studies therefore, their results need large treatment effect to be significant. On the other side, the large studies invest more money and time that means they are more likely to be high methodological quality and published even if their results are negative. Bias in a systematic review may become evident through an association between the size of the treatment effect and study size. Reliability and validity often not established within quality assessment instrument (Heather, 2009).If the methodological quality of trials is inadequate the findings of reviews of this materials may also be compromised. Publication bias can distort findings because trials with statically significant results are more likely to be published, and without delay, than trials without significant results. Among published trails, those w ith significant results are more likely to get published in English, more likely to be cited, and more likely to be published more than once which means that they will also be more likely to identified and included in reviews. The choice of the outcome that is reported can be influenced by the results. The outcome with the most favorable findings will generally be reported, which may introduced bias. Criteria for inclusion of studies into a review may be influenced by knowledge of the results of the set of potential studies. The definition of eligibility criteria for trails to be included, a comprehensive search for such tails, and an assessment of their methodological quality are central to systematic reviews. Systematic reviews are thus more likely to avoid bias than traditional, narrative reviews.(Eddger,M. Dickersin, K. Smith,G, S 2001) Nevertheless, the systematic review is a powerful research methodology which answers question on the the basis of good evidence and provides researchers with a valuable, impartial, comprehensive and up-to-date summary of the work conducted in a specific area.

Getting to Yes by Roger Fisher Essay examples -- Negotiation Getting Y

Getting to Yes by Roger Fisher Whether or not we are aware of it, each of us is faced with an abundance of conflict each and every day. From the division of chores within a household, to asking one’s boss for a raise, we’ve all learned the basic skills of negotiation. A national bestseller, Getting to Yes, introduces the method of principled negotiation, a form of alternative dispute resolutions as opposed to the common method of positional bargaining. Within the book, four basic elements of principled negotiation are stressed; separate the people from the problem, focus on interests instead of positions, invest options for mutual gain, and insist on using objective criteria. Following this section of the book are suggestions for problems that may occur and finally a conclusion. In this journal entry I will be taking a closer look at each of the elements, and critically analyse the content; ultimately, I aim to briefly bring forth the pros and cons of Getting to Yes.   Ã‚  Ã‚  Ã‚  Ã‚  Principled negotiation allows disputants to obtain what they are entitled to, while enabling them to be fair, at the same time protecting against those who would take advantage of their fairness . Although the points made are logical and indeed a great approach to certain types of conflict, I found that in some cases the method did not completely come together. More than anything, I found the method altogether was simplistic and for an ideal situation. While going through the four elements, I shall illustrate these points.   Ã‚  Ã‚  Ã‚  Ã‚  The first method of principled negotiation is to separate the people from the problem. Although it seems to be quite a simple process, I found a major question came to mind: â€Å"What if the people are the problem?†. Being a teenager, I know that sometimes the only reason for conflict is emotions and feelings. A person feels they have been wronged, the other disagrees, and separating the people from the problem becomes virtually impossible. Getting to Yes briefly proposes some solutions to emotion, such as recognizing both side’s emotions, making emotions explicit and acknowledging them as legitimate, allowing the other side to let off steam, not reacting to emotional outbursts, and using symbolic gestures . Again, I found these guidelines to be oversimplified and completely void of the fact that human’s are inapt to simply putting their feelings aside. Also... ...Although this theory is very rational and scholarly it again asks for a very ideal situation of fairness where the chances of both disputants coming to these terms seems unattainable. Also, it is quite obvious that what one sees as fair, another may not. All the same, the theory by itself provides great principles for negotiation that if followed honestly by both parties would most likely lead to a satisfactory agreement.   Ã‚  Ã‚  Ã‚  Ã‚   In conclusion, the theory of principled negotiation is very impressive, although it at times seems to be simplistic and meant for an ideal world. Nevertheless, it allows all sides of the conflict to be examined through the broadening of options. It allows disputants to maintain any relationship that they had before the conflict and negotiation. Overall, principled negotiation is meant to lead to satisfactory results for both sides, creating a win-win situation for all. Works Cited Colti, Laurie S. Conflict Diagnosis and Alternative Dispute Resolution. New Jersey,   Ã‚  Ã‚  Ã‚  Ã‚  USA.: Pearson Education, 2004. Fisher, Roger, William Ury, and Bruce Patton. Getting to Yes: Negotiation Agreement   Ã‚  Ã‚  Ã‚  Ã‚  Without Giving In. New York, USA.: Penguin Books, 1991.

Employee Behavior

Proper understanding of employee behavior in a workplace is key to maximizing the potential of an organization. Proponents of scientific behavioral approach argue that, the use of scientific methods in dealing with employee productivity in an organizational set up is the key to success. Behavioral- science approach theorists, Mary Parker Follet, Hugo Munsterberg and Elton Mayo laid much emphasis on the human and psychological factors which are likely to effect the workers. Considerable notions of these theories are employee relationship and motivation, information processing and organizational development. The trio are considered pioneers in the field of organizational psychology and behavioral approaches in the theories of management. Follet is an American social worker, a pioneer in the organizational theory and organizational behavior fields also a management consultant. Her theory criticized the micromanagement of employees and argued that, managers should stop being authoritative but instead, grant their employees the freedom to collaborate, socialize and work in teams with minimal supervision. Munsterberg, on the other hand argued that hiring of workers with the right personality and mental capabilities for performing certain jobs is key. Moreover, increased employee motivation, job performance and employee retention is very imperative. His theory suggests that matching of the correct jobs and skills to employee personality very significant for employee productivity. Elton Mayo, the founder of human relations movement is best known for Hawthorne studies which was conducted at western electric company. His theory was based on the soft ways for successful management. He recommended that individual's work performance depends on both social matters and job satisfaction. He contributed significantly on behaviorism movement in the management field. However, despite of criticisms from other proponents such as Marx, Weber and Taylor, modern behavioral pioneers, Follet, Munsterberg and Mayo contributed immensely on the contemporary management perspectives. Their arguments that successful management stem from understanding how best to treat and motivate employees upholds. Furthermore, application of the theories has made employees to become more efficient in their jobs.Organizational structure.Organizational structure defines how organizational activities are coordinated, and directing supervisions of the allocated tasks towards the achievement of organizational goals. Major types of organizational structure includes functional, divisional and matrix. Functional structure refers to grouping of the organization departments according to purposes. It is useful for small organizations with flexible departments which can solely rely on the skills, talents and knowledge of employees. Divisional structure is used by large organizations which operates in different geographical areas. The organization is divided into divisions which areas separately managed towards achieving the common set goals. It is useful in the sense that its desires can be met rapidly and more specifically since each division operates independently. Last but not least is the matrix organizational structure. This forms a combination of both functional and divisional structures. It is typically used in large multinational organizations and enjoys the benefits of both functional and divisional structure under one umbrella. Personality test Everyone in a work place possesses different personalities. The use of personality test immensely employs the use of the big five personality traits which includes openness, extraversion, agreeableness, conscientiousness and neuroticism. In a work place, personality traits can help in revealing strengths and weaknesses of the employees. Moreover, it helps in determining levels of emotional intelligence among employees, a key tool for efficient communication. In addition to this, personality traits helps in creating awareness and enhancing excellent team work among employees. Finally, personality traits it helps in promoting deeper understanding of employee capabilities based on their strengths and capabilities, thus making it easier to delegate the duties. Perceptional DistortionsPerceptual distortions refers to the variations of a person's response to a stimulus from the common perception. Majorly, it occurs as a result of intellectual biasness of an individual. The major causes of perceptual distortions includes but not limited to stereotyping, halo effect, pre-deposition, recency effect, pre-deposition effect, primacy effect and prejudice. An example of perceptual distortion is that of an individual who is suffering from anorexia and holds a biased self-image. Such people see their bodies as overweighed and unsightly whereas others perceive them as the undernourished as well as underweighted. Impression Management Motives and Basic Governing FactorsImpression management refers to a self-presentation system which focuses on improving a person's image in the eyes of others. Typically, it refers to a process in which people attempt to influence the perception of others. Managers synonymously implement the use of impression management to present themselves to their employees, the public and to their peers as a way of influencing the perceptions of their appearance. The underlying motives and basic governing factors of impression management culminates on the awareness of being a potential monitoring instrument and the kind social status. Additionally, cultural norms, personal goals and social perspectives forms other impression motives and governing factors for managers. The duo reveals the assertions which leads to a dynamic way of presentational aspects. Managers tend to impress their employees, peers and the public through the types of clothes they put on, which have specific designs and fashions. Politicians wear nice suits, curries an expensive suitcase and move in expensive cars so as to impress the public as they woe for votes. Christianity is another strategy used by managers to impress peers and the public alleging that their ways are pure. Workplace Stress.Stress refers to a hypersensitive response of the body to any kind of emotional strain. It occurs as a result of personal conflict between the job workload or demands and the little amount of time an employee has to meet these demands, hence lack of control. The common demands that may lead to stress in the workplace includes poor organization of the work, poor work design, poor working conditions, poor management and lack of supervisory support. Moreover, job monotony and excessive work load are also sources of stress in a workstation. The general responses to stress that can be experienced are majorly classified into physical, Emotional responses. Physical stress occurs in the general body and includes pains, aches and other diseases that may be caused by stress. Physical stress is accompanied by frequent headaches, chest problems, back pain and aching stomach. It is also characterized by insufficient sleep and high blood pressure. On the other hand, Emotional responses are experiences involving feelings and thoughts during stressful circumstances. Such responses include depression and anxiety, withdrawing socially and becoming more forgetful. Anger, lack of focus and becoming more restless are other emotional responses to stress. Too much stress is fatal and prevention measures should be put in place. In order to deal with stress, one should first trace the origin and know the causes of stress and develop healthy responses to curb the situation. Relaxing the mind and having sufficient sleep are important techniques suppressing stress. Avoid being lonely, talk to other people and seek for their help. Finally, talking to the supervisor about the stressing issue can help solve the situation. This can be done improving the working environment and the working conditions. Employee Behavior A proper understanding of employee behavior in a workplace is key to maximizing the potential of an organization. Proponents of scientific behavioral approach argue that the use of scientific methods in dealing with employee productivity in an organizational set up is the key to success. Behavioral- science approach theorists, Mary Parker Follet, Hugo Munsterberg and Elton Mayo laid much emphasis on the human and psychological factors which are likely to affect the workers. Considerable notions of these theories illuminate employee relationship and motivation, information processing and organizational development. The trio is considered the founders of organizational psychology and behavioral approaches in the theories of management.Follet is an American social worker, a pioneer in the organizational theory and organizational behavior fields also a management consultant. Her theory criticized the poor handling of employees and argued that managers should stop being authoritative but instead, grant their employees the freedom to collaborate, socialize and work in teams with minimal supervision. Munsterberg, on the other hand, argued that hiring of workers with the right personality and mental capabilities for performing certain jobs is key. Moreover, increased employee motivation, job performance, and employee retention are very imperative. His theory suggests that matching of the correct jobs and skills to employee personality very significant for the employee performance. Elton Mayo, who started human relations movement is best known for Hawthorne studies which were conducted at the western electric company. His theory was based on the soft ways for successful management. He recommended that individual's work performance depends on both social matters and job satisfaction. He contributed significantly to behaviorism movement in the management field. However, despite criticisms from other proponents such as Marx, Weber, and Taylor, modern behavioral pioneers, Follet, Munsterberg and Mayo contributed immensely to the modern viewpoints in management. Their arguments that successful management stems from understanding how best to treat and motivate employees upholds. Furthermore, application of the theories has made employees become more efficient in their jobs.Q2: Organizational structureOrganizational structure defines how organizational activities are coordinated, and directing supervisions of the allocated tasks towards the achievement of organizational goals. Major types of the organizational structure include functional, divisional and matrix. Functional structure refers to the grouping of the organization departments according to purposes. It is useful for small organizations with flexible departments which can solely rely on the skills, talents, and knowledge of employees. Divisional structure is used by large organizations which operate in different geographical areas. The organization is divided into divisions which areas separately managed towards achieving the common set goals. It is useful in the sense that its desires can be met rapidly and more specifically since each division operates independently. Last but not least is the matrix organizational structure. This forms a combination of both functional and divisional structures. It is typically used in large multinational organizations and enjoys the benefits of both functional and divisional structure under one umbrella.Q3: Personality testEveryone in a workplace possesses different personalities. The use of personality test immensely employs the use of the big five personality traits which includes openness, extraversion, agreeableness, conscientiousness, and neuroticism. In a workplace, personality traits can help in revealing strengths and weaknesses of the employees. Moreover, it helps in determining levels of emotional intelligence among employees, a key tool for effective communication. In addition to this, personality traits help in creating awareness and enhancing excellent teamwork among employees. Finally, personality traits it helps in promoting a deeper understanding of employee capabilities based on their strengths and capabilities, thus making it easier to delegate the duties. Q4: Perceptional DistortionsPerceptual distortions refer to the variations of a person's response to a stimulus from the common perception. Majorly, it occurs as a result of intellectual biases of an individual. The major causes of perceptual distortions include but not limited to stereotyping, halo effect, pre-deposition, recency effect, pre-deposition effect, primacy effect, and prejudice. An example of perceptual distortion is that of an individual who is suffering from anorexia and holds a biased self-image. Such people see their bodies as overweighed and unsightly whereas others perceive them as the undernourished as well as underweighted. Q5: Impression Management Motives and Basic Governing FactorsImpression management refers to a self-presentation system which focuses on improving a person's image in the eyes of others. Typically, it refers to a process in which people attempt to influence the perception of others. Managers synonymously implement the use of impression management to present themselves to their employees, the public and to their peers as a way of impelling the insights of their appearance. The underlying motives and basic governing factors of impression management culminates in the awareness of being a potential monitoring instrument and the kind social status. Additionally, cultural norms, personal goals, and social perspectives form other impression motives and governing factors for managers. The duo reveals the assertions, which leads to a dynamic way of presentational aspects. Managers tend to impress their employees, peers and the public through the types of clothes they put on, which have specific designs and fashions. Politicians wear nice suits, carries an expensive suitcase and move inexpensive cars so as to impress the public as they woe for votes. Christianity is another strategy used by managers to impress peers and the public alleging that their ways are pure. Q6: Workplace StressStress refers to a hypersensitive response of the body to any kind of emotional strain. It occurs as a result of personal conflict between the job workload or demands and the little amount of time an employee has to meet these demands, hence lack of control. The common demands that may lead to stress in the workplace include poor organization of the work, poor work design, poor working conditions, poor management and lack of supervisory support. Moreover, job monotony and excessive workload are also sources of stress in a workstation. The general responses to stress that can be experienced are majorly classified into physical, Emotional responses. Physical stress occurs in the general body and includes pains, aches and other diseases that may be caused by stress. Physical stress is accompanied by frequent headaches, chest problems, back pain and aching stomach. It is also characterized by insufficient sleep and high blood pressure. On the other hand, Emotional responses are experiences involving feelings and thoughts during stressful circumstances. Such responses include depression and anxiety, withdrawing socially and becoming more forgetful. Anger, lack of focus and becoming more restless are other emotional responses to stress. Too much stress is fatal and prevention measures should be put in place. In order to deal with stress, one should first trace the origin and know the causes of stress and develop healthy responses to curb the situation. Relaxing the mind and having sufficient sleep are important techniques suppressing stress. Avoid being lonely, talk to other people and seek for their help. Finally, talking to the supervisor about the stressing issue can help solve the situation. This can be perfected by improving working conditions.

The Oil And Natural Gas Industries - 1686 Words

Around the globe, the oil and natural gas industries are a major part of stable and growing economies, as well as, the individual lives of most people. As individuals we use it to run our vehicles, heat our homes, cook, and much more. Economies, on the other hand, rely on the oil and natural gas industries for the jobs they create, the product they supply, and the added value created by government revenues. In 2011, these industries in the United States made up 5.6 percent of the nation’s total employment, providing $394 billion in labor income (6-15, American Petroleum Institute). They also contributed an estimated $410.3 billion to the nation’s economy through wages, capital spending, and dividends totaling 7.1 percent of the United States’ gross domestic product (GDP) (25-26, American Petroleum Institute). Those percentages may not seem like much alone, but when you consider that one industry, out of hundreds in the United States, makes up those numbers, they seem a lot larger. During the 1990’s, oil and natural gas production had hit a snag spreading worry that the U.S. would become reliant on foreign imports (Inman). One of the world’s leading countries in the industry were beginning to fear the end of a resource that they relied so heavily on. As traditional oil and gas endeavors began depleting their resources the oil and natural gas industries were forced to find a new source of extraction if they were to continue producing fossil fuels at the same rate. This newShow MoreRelatedThe Oil And Natural Gas Industry On The Us Economy905 Words   |  4 PagesOil Products The demand for natural resources and other earthly materials continue to rise exponentially throughout the world, especially due to rising populations. 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