My Analysis of Invisible Man Essays - Invisible Man, Free Essays

My Analysis of Invisible Man Essays - Invisible Man, Free Essays My Analysis of Invisible Man The storyteller starts recounting to his story with the case that he is an undetectable man. His imperceptibility, he says, is certainly not a state of being (he isn't truly undetectable), however is somewhat the aftereffect of the refusal of others to see him. He says that in view of his imperceptibility, he has been avoiding the world, living underground and taking power from the Monopolated Light What Did I Do to Be So Black and Blue on a phonograph. He says that he has gone underground so as to compose a mind-blowing account and imperceptibility. (Pg. 3-8) As a youngster, in the late 1920s or mid 1930s, the storyteller lived in the south, since he is a talented open speaker, he is welcome to give a discourse to a gathering of significant white men in his town. (The Battle Royal, Pg. 17) The men reward him with a satchel containing a grant to a lofty dark school, yet simply in the wake of embarrassing him by compelling him to face in a conflict imperial where he is set in opposition to other youthful dark men, all blindfolded, in a boxing ring. After the fight imperial, the white men power the young people to scramble over an electric floor covering so as to grab at counterfeit gold coins. The storyteller has a fantasy that night where he envisions that his grant is really a bit of paper perusing To Whom It May Concern Keep This Nigger-Boy Running.

Mmap Creation of New Mapping

Mmap Creation of New Mapping The objective of this test is too see how mmap makes another mapping on a procedure virtual memory address space. Figure 1 The result of the program is appeared (figure 1). The page size of this engineering is equivalent to 4096 bytes, which is the default page size for most present day working frameworks. The program tossed a division center dump blunder the first occasion when it was pursued yet altering the C program it ran true to form. The code adjusted is demonstrated as follows, this code must be changed as the program wouldnt have the authorizations to compose memory which renders this program futile Code previously: Exhibit = mmap (Null, alloc_size, PROT_READ, MAP_PRIVATE, fd, 0) Code After: Exhibit = mmap (Null, alloc_size, PROT_READ | PROT WRITE, MAP_PRIVATE, fd, 0) This portion of code(Figure 2) keeps in touch with the principal page of the assigned zone at the situation of zero, if this was changed to an option that could be bigger than the size of page size (4096 bytes) at that point the program would restore a division shortcoming. Instructional exercise 1 Exercise 2 The idea in this test has told the best way to make a mapped memory locale at that point utilize the fork() procedure to make a youngster procedure in which has a similar memory area as its parent. The fork() process makes another procedure by copying the calling procedure. (Manual, 2016) Above (Figure 3) is a portion of code from the program used to tell the best way to make a memory mapped zone between shared procedures. In this portion the kid procedure increases the mutual whole number (*addr) twice, which means when the whole numbers esteem is printed again in the parent procedure it will be equivalent to three (Figure 4). The program sits tight for the youngster procedure until it prints to the client the estimation of the parent and unmmaps. The pause() framework call suspends execution of the calling procedure until one of its youngsters ends, on progress restores the procedure ID of the ended kid (Manual, pause(), 2016); Instructional exercise 1 - Exercise 3 The objective of this activity to comprehend memory the executives through a program that utilizes the gadget memory(/dev/mem). /dev/mem is character gadget record that is a picture of the principle memory of the PC. Contingent upon the clients authorization level, the program must be run as root in any case the program can't get to the primary memory (Figure 5). At the point when the program is run as root client (Figure 6) a rundown of memory delivers is printed to the client. These addresses in/dev/mem are deciphered as physical memory addresses. References to nonexistent areas can cause mistakes. (Manual, MEM(4), 2015) Instructional exercise 1 Exercise 4 The idea of the trial is diminishing memory impression through the dynamical access of executables and memory tending to. Linux joins the utilization of shared libraries inside its working frameworks, a ton of Linux programs utilize a similar standard capacities, for example, screen backing or record access, for a developer to remember these capacities for each program it would cause program documents to be superfluously enormous. The benefit of having these libraries is that a library just should be stacked once for a few projects to utilize it; bringing about sparing RAM and hard circle space. (Kofler, 1998) Instructional exercise 2 Exercise 1 The idea of the analysis is to see how mmap utilizes a document as a component of the location space. The program utilized in this analysis is a copying of how the Operating framework stretches out RAM to a record. The program being utilized in this investigation utilizes a record called test.txt as RAM, the document itself is proportional to one page size of the given design. The program at that point keeps in touch with the page with a scorch at the exhibit position of zero to four(Figure 9). This is a case of how a memory mapped document is taken from plate and put into memory unequivocally for perusing/composing and will remain there until the client unmaps it. This analysis shows that when writing to slam youre keeping in touch with a record. Instructional exercise 2 - Exercise 2 The objective of this test is too comprehend that Mprotect can change authorizations of mapped regions. Subsequent to utilizing the Mmap work inside the program (FIGURE 10(Gedit)) the consents set are perused just, implying that the program wouldnt have the option to keep in touch with the cluster. After memory has been mapped, the consents initially set can be altered with the Mprotect framework call. On the off chance that a program endeavors to play out a procedure on a memory area that isn't allowed, it is ended with a division fault(FIGURE 10(Top terminal)). (Mitchell, 2001) Instructional exercise 2 - Exercise 3 The objective of this test is to see how the working framework oversees assurances progressively. (FIGURE 11) is a portion of code taken from the examination, it shows a handler for the division shortcoming. This code is set up to deal with the division shortcoming, the issue with the above code is the way this is a vast circle, the division blunder is given when endeavors to play out a procedure on a memory area that isn't allowed, implying that the code will proceed at the point the sign happened, making a boundless circle. The answer for this is to change the consents inside the Mprotect framework call permitting the capacity to compose just as read. Instructional exercise 2 Exercise 4 The objective of this analysis is to see how the working framework oversees assurances progressively. Instead of the past analysis, this program changes the consents of the page that is being gotten to utilizing Mprotect. The handler is set up to guarantee that an unending circle doesnt happen like in the past trial. With the consents being set inside the handler itself, the handler will have the option to totally deal with the mistake bringing about no division blunder halting the program. Instructional exercise 3 Exercise 1 The objective of this examination is to comprehend that each document in Linux has an individual Inode. Figure 14 The aftereffects of this trial (Figure 14) show the Inodes for 3 separate documents in 3 separate catalogs, the Inode is an information structure in a Unix record framework to depict an item like a record or a registry. The Inode is a pointer with a the Inode number being exceptional, on the off chance that a record is moved, at that point its Inode number will likewise change. At the point when an application needs a document, the application trades the record name for the Inode number from the catalog posting, after that the application utilizes the Inode for a reference to the document. Instructional exercise 3 - Exercise 2 The objective of this investigation is to see some framework calls that control records and catalogs. (figure 15) Shows the documents and registries of a few areas utilizing a program which piece is appeared (figure 16). This program restores a rundown of what is in the current working index, notice that the kind of the record is appeared on the left of (figure x). The framework call lstat returns data about a document, for this situation it is restoring the kind of the record. Instructional exercise 3 Exercise 3 The objective of this analysis is to see how an intelligent mapping (document) is identified with its physical one. Figure 17 The program utilized in this test decides the quantity of squares related with the given document and maps its consistent and physical tending to, as can be found in (figure 17). This is accomplished utilizing the detail framework call which returns data about a record, for this activity the main data required from detail is the quantity of squares utilized by the document. Another framework call utilized in this program is ioctl, utilized on a record descriptor fd. The ioctl work permits the client to control the basic gadget parameters (manuals, 2016). Utilizing ioctl with FIBMAP permits the client to restore the physical square mapping to its coherent mapping. Instructional exercise 3 Exercise 4 The objective of this Instructional exercise 4 Exercise 1 The objective of this test is to comprehend the way toward trading messages among customer and server utilizing blocking correspondence. Two projects were utilized in this test, a server program (Figure 20 remaining) and a customer program (figure 20 right). Running on discrete terminals the projects speak with one another, if another customer program were to attempt to interface with the server program the messages wouldnt show up at the server, this happens in view of blocking. When blocking is being used, control isnt came back to the server program until in any event one byte of information is perused from the customer program (Klement, 2002). Of course, attachments are set to blocking, in the event that an attachment call is given that cant be finished quickly, at that point the procedure is taken care of, trusting that the condition will be valid. Instructional exercise 4 Exercise 2 The objective of this test is to comprehend the way toward trading messages among customer and server utilizing non-blocking correspondence. Figure 21 Rather than the past investigation, the customer and server programs are currently utilizing non-blocking attachments. As a default when an attachment is made, its set to blocking. On the off chance that the info activity can't be happy with in any event 1 byte of data* then an arrival is made quickly with a blunder (Figure 21 remaining) (Stevens, 2001). *(This applies to TCP, For a UDP attachment it would be a finished datagram). Instructional exercise 4 Exercise 3 The objective of this investigation is too understanding the essential procedure of trading messages among customer and sign driven server utilizing non-blocking correspondence. Instructional exercise 4 Exercise 4 The objective of this examination is to increase a superior comprehension about the contrasts among blocking and unblocking programs

Kohlbergs Theory of Moral Development

Kohlberg's Theory of Moral Development Theories Developmental Psychology Print Kohlbergs Theory of Moral Development By Kendra Cherry facebook twitter Kendra Cherry, MS, is an author, educational consultant, and speaker focused on helping students learn about psychology. Learn about our editorial policy Kendra Cherry Reviewed by Reviewed by Amy Morin, LCSW on September 28, 2019 facebook twitter instagram Amy Morin, LCSW, is a psychotherapist, author of the bestselling book 13 Things Mentally Strong People Dont Do, and a highly sought-after speaker. Learn about our Wellness Board Amy Morin, LCSW on September 28, 2019 More in Theories Developmental Psychology Behavioral Psychology Cognitive Psychology Personality Psychology Social Psychology Biological Psychology Psychosocial Psychology In This Article Table of Contents Expand Overview Preconventional Morality Conventional Morality Postconventional Morality Criticism View All Back To Top How do people develop morality? This question has fascinated parents, religious leaders, and philosophers for ages, but moral development has also become a hot-button issue in both psychology and education.?? Do parental or societal influences play a greater role in moral development? Do all kids develop morality in similar ways? One of the best-known theories exploring some of these basic questions was developed by a psychologist named Lawrence Kohlberg.?? His work modified and expanded upon Jean Piagets previous work to form a theory that explained how children develop moral reasoning. Piaget described a two-stage process of moral development  while Kohlbergs theory of moral development outlined six stages within three different levels.?? Kohlberg extended Piagets theory, proposing that moral development is a continual process that occurs throughout the lifespan. In recent years, Kohlbergs theory has been criticized as being Western-centric with a bias toward men (he primarily used male research subjects) and with having a narrow worldview based on upper-middle-class value systems and perspectives. The Heinz Dilemma: Kohlbergs Approach to the Study of Moral Reasoning Kohlberg based his theory on a  series of moral dilemmas were presented to these participants and they were also interviewed to determine the reasoning behind their judgments of each scenario.?? One example was Heinz Steals the Drug. In this scenario, a woman has cancer and her doctors believe only one drug might save her. This drug had been discovered by a local pharmacist and he was able to make it for $200 per dose and sell it for $2,000 per dose. The womans husband, Heinz, could only raise $1,000 to buy the drug. He tried to negotiate with the pharmacist for a lower price or to be extended credit to pay for it over time. But the pharmacist refused to sell it for any less or to accept partial payments. Rebuffed, Heinz instead broke into the pharmacy and stole the drug to save his wife. Kohlberg asked, Should the husband have done that? Kohlberg was not interested so much in the answer to questioning whether Heinz was wrong or right  but in the reasoning for each participants decision. The responses were then classified into various stages of reasoning in his theory of moral development.?? Level 1. Preconventional Morality The earliest stage of moral development, obedience, and punishment are especially common in young children, but adults are also capable of expressing this type of reasoning. At this stage, Kohlberg says, children see rules as fixed and absolute.?? Obeying the rules is important because it is a means to avoid punishment. At the individualism and exchange  stage of moral development, children account for individual points of view and judge actions based on how they serve individual needs. In the Heinz dilemma, children argued that the best course of action was the choice that best-served Heinz’s needs. Reciprocity is possible at this point in moral development, but only if it serves ones own interests. Level 2. Conventional Morality Often referred to as the good boy-good girl orientation, the stage of the interpersonal relationship of moral development is focused on living up to social expectations and roles.?? There is an emphasis on conformity, being nice, and consideration of how choices influence relationships. This stage is focused on maintaining social order. At this stage of moral development, people begin to consider society as a whole when making judgments. The focus is on maintaining law and order by following the rules, doing one’s duty and respecting authority. Level 3. Postconventional Morality The ideas of a social contract and individual rights cause people in the next stage to  begin to account for the differing values, opinions, and beliefs of other people.?? Rules of law are important for maintaining a society, but members of the society should agree upon these standards. Kohlberg’s final level of moral reasoning is based on universal ethical principles and abstract reasoning. At this stage, people follow these internalized principles of justice, even if they conflict with laws and rules. Criticisms Kohlbergs theory is concerned with moral thinking, but there is a big difference between knowing what we ought to do versus our actual actions. Moral reasoning, therefore,  may not lead to moral behavior. This is just one of the many of the criticisms of Kohlbergs theory. Critics have pointed out that Kohlbergs theory of moral development overemphasizes the concept of justice when making moral choices. Factors such as compassion, caring, and other interpersonal feelings may play an important part in moral reasoning.?? Does Kohlbergs theory overemphasize Western philosophy? Individualist cultures emphasize personal rights while collectivist cultures stress the importance of society and community. Eastern, collectivist cultures may have different moral outlooks that Kohlbergs theory does not take into account. Were Kohlbergs dilemmas applicable? Most of his subjects were children under the age of 16 who obviously had no experience with marriage. The Heinz dilemma may have been too abstract for these children to understand, and a scenario  more applicable to their everyday concerns might have led to different results. Kohlbergs critics, including Carol Gilligan, have suggested that Kohlbergs theory was gender-biased since all of the subjects in his sample were male.?? Kohlberg believed that women tended to remain at the third level of moral development because they place a stronger emphasis on things such as social relationships and the welfare of others. Gilligan instead suggested that Kohlbergs theory overemphasizes concepts such as justice and does not adequately address moral reasoning founded on the principles and ethics of caring and concern for others.

False Memory How It Impacts Everyday Life And Society

False Memory: How it Impacts Everyday Life and Society Sami Bickford Caledonia-Mumford High School Abstract False memory involves rebuilding memories by filling in the gaps with interpretations and then eventually convincing oneself that it is true. There are multiple different causes to the creation of false memory and ways of identifying what is true or false. Therapist manipulation by implanting false memories of sexual abuse as a child in to their patients has become a major problem in society. In response to the controversy, the False Memory Syndrome Foundation was created to help those who were called out as alleged abusers but with an occasional flawed system. False Memory: How it Impacts Everyday Life and Society Imagine a person thinking about performing a specific action but they then decide not to go through with it. The following day, a friend asks the person what they have done lately and while listing off a number of actions, the one they did not perform is on that list. This person unknowingly created a false memory where they truly believe they are remembering what actually happened. The human memory is extremely more elaborate than it appears. As a person changes, past memories can also be changed and rebuilt. These memories can then become false but remembered as what the person sincerely thinks happened. Once this false memory is created, it will play over and over until the person believes it. They will soon be fullyShow MoreRelatedFalse Memories are Affecting Us All Essay1596 Words   |  7 PagesIntro: What Are False Memories? Have you every specifically remembered an event such as going to a basketball game then you were reminded by someone that you didn’t go because you were sick or something. If so, you have created a false memory. The study of false memories began in the early 1990’s when people started to report â€Å"recovered† memories of abuse (Laney Loftus 1). 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The Employee Relation leads to performance - Free Essay Example

Sample details Pages: 16 Words: 4656 Downloads: 10 Date added: 2017/06/26 Category Statistics Essay Did you like this example? This research is based on the assumption that it is the good relation with staff factor that leads to increase staff performance in the service department of hotel industry. Both the variables are very important in hotel industry. Staff performance is key to success for the hospitality organizations because hospitality organization is labor intensive industry so it becomes very important to focus on those factors that motivate employees for the work and to deliver their best to the organization. There are many factors that influence employee and work of employees. Relation with employee is one of them. Employee motivation may relate with money, position in the organization, future perspective, but relation with the peer group and boss is foremost factor that have direct impact on employee performance. Good employee relation means creation of congenial environment that retain the motivation of employees and keep motivating them for their commitments towards the organization. Don’t waste time! Our writers will create an original "The Employee Relation leads to performance" essay for you Create order 1.2 AIM AND OBJECTIVES / RESEARCH QUESTIONS / HYPOTHESIS: 1.2.1 Aim of this research: aim of this research is to find out the influence of good employee relation on work performance of an employees, with special reference to restaurant service staff of hotel industry. 1.2.2 Objectives: To explore the ingredients of good employee relation To explore the ingredients of employee performance To explore good relation of employee as an factor of motivation. To find out the impact of good employee relation on employee performance 1.2.3 Research Questions: R.Q.1 What are the basis of good relation? R.Q.2 What are the basis of employee performance? R.Q.3 How good relation of employee have positive impact on employee performance? 1.3 RATIONAL: Author believes that employee relation is very important as an motivating factor, and employee performance is also very important for the development of an organization and in achieving organizational goal. This philosophy is very much important in the hospitality industry because hospitality industry is guest based business and employees are the only factor that brings guest satisfaction. So keep employee happy should be the right slogan for human resource department of the hotel and concerned functional department too. This is the thinking behind choice of this topic. 1.4 STRUCTURE OF THE DISSERTATION: This research work is having many sections. Author is giving brief introduction and the sequence of the chapters. Chapter two is based on secondary research and placed just after this chapter, after that third chapter is on methodology and fourth is on depth analysis of the questions of the questionnaire and after that fifth chapter is containing conclusion of the research. After conclusion there is list of references followed by appendix section. Chapter2 Literature Review 2.1 What is employee relations? Employee relation or industrial relation is basically relation between employees and employer collectively. In this research author has established aim and objective which basically focus on impact of good employee relation on employee performance. Author is presenting this section as secondary research which is conducted through many books and websites. There are many variables of this research topic such as employee relation and its basis, employee performance and its basis, so all the related areas are also explored in this section of the research so that a valid conclusion can be drawn at the end of this section which would be conclusion based on secondary research. 2.2 Employee relation: à ¢Ã¢â€š ¬Ã…“Employee relations can be seen primarily as a skill-set or a philosophy, rather than as a management function or well-defined area of activity. Despite well-publicised instances of industrial action, the emphasis of employee relations continues to shift from collective institutions, such as trade unions and collective bargaining, to the relationship with individual employees. The ideas of employee voice and the psychological contract have been accepted by employers and reflected in their employee relations policies and aspirations. Employee relations skills and competencies are still seen by employers as critical to achieving performance benefits through a focus on employee involvement, commitment and engagement. Employee relations is seen as strategic in terms of managing business risk: both the downside risk of non-compliance with an expanded body of employment law, and the upside risk of failing to deliver maximum business performanceà ¢Ã¢â€š ¬?. https://www.cipd. co.uk/subjects/empreltns/general/emprelsovr.htm 2.3 Job Satisfaction and Job performance: To understand the nature of job satisfaction and its effects on work performance is not easy. For at least 50 years industrial/organizational psychologists have been wrestling with the question of the relationship between job satisfaction and job performance. Researchers have put a considerable amount of effort into attempts to demonstrate that the two are positively related in a particular fashion: a happy worker is a good worker. Although this sounds like a very appealing idea, the results of empirical literature are too mixed to support the hypothesis that job satisfaction leads to better performance or even that there is a reliable positive correlation between these two variables. On the other hand some researchers argue that the results are equally inconclusive with respect to the hypothesis that there is no such relationship. As a result of this ambiguity, this relationship continues to stimulate research and re-examination of previous attempts. This paper strives to describe t he relation of job satisfaction and performance, keeping in mind the value this relation has for organizations. https://www.articlesbase.com/careers-articles/job-performance-and-satisfaction-53672.htm Job satisfaction is a complex and multifaceted concept, which can mean different things to different people. Job satisfaction is usually linked with motivation, but the nature of this relationship is not clear. Satisfaction is not the same as motivation. Job satisfaction is more an attitude, an internal state. It could, for example, be associated with a personal feeling of achievement, either quantitative or qualitative. In recent years attention to job satisfaction has become more closely associated with broader approaches to improved job design and work organization, and the quality of working life movement. The relationship between job satisfaction and performance is an issue of continuing debate and controversy. One view, associated with the early human relations approach, is that satisfaction leads to performance. An alternative view is that performance leads to satisfaction. However, a variety of studies suggest that research has found only a limited relationship between satisf action and work output and offer scant comfort to those seeking to confirm that a satisfied worker is also a productive one. Labor turnover and absenteeism are commonly associated with dissatisfaction, but although there may be some correlation, there are many other possible factors. No universal generalizations about worker dissatisfaction exist, to offer easy management solutions to problems of turnover and absenteeism. The study suggests that it is primarily in the realm of job design, where opportunity resides for a constructive improvement of the workers satisfaction level. Individual performance is generally determined by three factors. Motivation, the desire to do the job, ability, the capability to do the job, and the work environment, the tools, materials, and information needed to do the job. If an employee lacks ability, the manager can provide training or replace the worker. If there is an environmental problem, the manager can also usually make adjustments to promote hi gher performance. But if motivation is the problem, the managers task is more challenging. Individual behavior is a complex phenomenon, and the manager may not be able to figure out why the employee is not motivated and how to change the behavior. Thus, also motivation plays a vital role since it might influence negatively performance and because of its intangible nature.https://www.articlesbase.com/careers-articles/job-performance-and-satisfaction-53672.htm 2.4 The elements of a job that create job satisfaction Flexible work arrangements, possibly including telecommuting Training and other professional growth opportunities Interesting work that offers variety and challenge and allows the worker opportunities to put his or her signature on the finished product Opportunities to use ones talents and to be creative Opportunities to take responsibility and direct ones own work A stable, secure work environment that includes job security/continuity An environment in which workers are supported by an accessible supervisor who provides timely feedback as well as congenial team members Flexible benefits, such as child-care and exercise facilities Up-to-date technology Competitive salary and opportunities for promotion https://www.answers.com/topic/job-satisfaction 2.5 Workers Roles in Job Satisfaction If job satisfaction is a worker benefit, surely the worker must be able to contribute to his or her own satisfaction and well-being on the job. The following suggestions can help a worker find personal job satisfaction: Seek opportunities to demonstrate skills and talents. This often leads to more challenging work and greater responsibilities, with attendant increases in pay and other recognition. Develop excellent communication skills. Employerà ¢Ã¢â€š ¬Ã¢â€ž ¢s value and reward excellent reading, listening, writing, and speaking skills. Know more. Acquire new job-related knowledge that helps you to perform tasks more efficiently and effectively. This will relieve boredom and often gets one noticed. Demonstrate creativity and initiative. Qualities like these are valued by most organizations and often result in recognition as well as in increased responsibilities and rewards. Develop teamwork and people skills. A large part of job success is the ability to work well with others to get the job done. Accept the diversity in people. Accept people with their differences and their imperfections and learn how to give and receive criticism constructively. See the value in your work. Appreciating the significance of what one does can lead to satisfaction with the work itself. This helps to give meaning to ones existence, thus playing a vital role in job satisfaction. Learn to de-stress. Plan to avoid burnout by developing healthy stress-management techniques. https://www.answers.com/topic/job-satisfaction Employee engagement:   Ãƒ ¢Ã¢â€š ¬Ã…“The achievement of business goals and financial returns is increasingly dependent on delivery by front-line employees. à ¢Ã¢â€š ¬Ã‹Å"Engagementà ¢Ã¢â€š ¬Ã¢â€ž ¢ has been described as a combination of commitment and organisational citizenship. There is no shortage of evidence about people management policies and practices that contribute to building employee engagement. They include: Employee voice: Managers are much more convinced than they were a decade ago that involvement produces business benefits. This is confirmed by the range of methods for direct communication and recognising individual employee contribution that HR departments now implement and operate. Teamworking: à ¢Ã¢â€š ¬Ã…“Training, teamworking, supervisors trained in employee relation matters and problem-solving groups are all associated with one another. In combination, this group of practices might be construed as a model of direct employee participation in decision-making. Work-life ba lance: Policies on work-life balance are being used by employers to underpin positive workplace behaviours. Our various surveys of employee attitudes, for example Guest and Conway5, have underlined the link between work-life balance, commitment and performance, and there is strong support by employers for the current legislation giving employees the right to request flexible workingà ¢Ã¢â€š ¬?. https://www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm HR and employee relation: à ¢Ã¢â€š ¬Ã…“Communication is the glue that makes policies real and without which they are ineffective. The fact that communication is necessarily a two-way process, involving dialogue rather than simply instruction, is well established. Yet many organisations perform badly in this area, failing to give communication the priority it deserves. Getting communication right involves both professionalism and persistence. The qualities required include focusing on positive behaviours and outcomes, taking a positive, problem-solving approach, anticipating problems, recommending solutions and being able to offer sound advice to senior managers about implementation. Negotiating skills are still useful but needed less often. A much wider area of knowledge is now required, along with the skills to apply it, including surveying and interpreting employee attitudes, communications and conflict management. Most important is the ability to à ¢Ã¢â€š ¬Ã‹Å"fità ¢Ã¢â€š ¬Ã¢â€ž ¢ policies and practices to suit the organisationà ¢Ã¢â€š ¬Ã¢â€ž ¢s goals and the character of its workforce. https://www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm Value of employee relation: à ¢Ã¢â€š ¬Ã…“To a considerable extent, it is only in the public sector that trade unions retain a measure of their former strength and influence in the workplace. This is partly through the existence of institutions of collective consultation, reinforced by continued reliance in many cases on industry-level bargaining and the public policy emphasis on à ¢Ã¢â€š ¬Ã‹Å"partnershipà ¢Ã¢â€š ¬Ã¢â€ž ¢. Union influence in the private sector, on the other hand, continues to decline. The main areas of the private sector where industrial disputes are still experienced from time to time, for example, public transport, are those where thereà ¢Ã¢â€š ¬Ã¢â€ž ¢s a clear public or political interest and/or the Government is seen as the ultimate à ¢Ã¢â€š ¬Ã‹Å"bankerà ¢Ã¢â€š ¬Ã¢â€ž ¢. à ¢Ã¢â€š ¬Ã‹Å"Employee relationsà ¢Ã¢â€š ¬Ã¢â€ž ¢ as a term remains ambiguous, with no clear boundaries. Most HR people donà ¢Ã¢â€š ¬Ã¢â€ž ¢t use the term on an everyday basis. It is not calculated to help manage rs focus on what they need to know and do to increase performance à ¢Ã¢â€š ¬Ã¢â‚¬Å" the language has echoes of a historical era that offers few insights into contemporary practice. The traditional academic models of industrial relations have only limited relevance to what managers do today. Employers are in charge and the role of à ¢Ã¢â€š ¬Ã‹Å"joint controlà ¢Ã¢â€š ¬Ã¢â€ž ¢ and à ¢Ã¢â€š ¬Ã‹Å"rule-makingà ¢Ã¢â€š ¬Ã¢â€ž ¢ by employers and trade unions has been substantially replaced by employment regulation and organisational values. Employee relations can nevertheless point to an underlying philosophy and attitudes and skills that are still needed by HR practitioners. The current à ¢Ã¢â€š ¬Ã‹Å"business partnerà ¢Ã¢â€š ¬Ã¢â€ž ¢ model is helpful in identifying an à ¢Ã¢â€š ¬Ã‹Å"added valueà ¢Ã¢â€š ¬Ã¢â€ž ¢ framework within which HR practitioners need to operate, but an unreflecting business focus may lead to a neglect of the softer skills, which are essential to managing the em ployment relationship, and of employee interests and influence. Employers also need HR managers with a positive, à ¢Ã¢â€š ¬Ã‹Å"can doà ¢Ã¢â€š ¬Ã¢â€ž ¢ attitude who will resist the temptation to adopt a defensive or compliance-led HR culture. Commitment and engagement are crucial to performance but they are not consistently high enough in the hierarchy of line management à ¢Ã¢â€š ¬Ã¢â‚¬Å" or, often, HR à ¢Ã¢â€š ¬Ã¢â‚¬Å" priorities. The Employee Information and Consultation Regulations may be helpful in raising the profile of employee voice and involvement, but the WERS 20042 findings give little basis for optimism that this will happen. More effort needs to be put into training and supporting line managers in, for example, teamworking and change management as the basis for establishing and maintaining motivation and commitment, which is a critical role for employee relations managers. Issues about à ¢Ã¢â€š ¬Ã‹Å"alignmentà ¢Ã¢â€š ¬Ã¢â€ž ¢ of HR and business strategies have mostl y to be resolved within this area. There is too much focus within organisations on strategy formulation and planning, and not enough on implementation and delivery. Managing the employment relationship rests heavily on the shoulders of line managers, but their competence in this area is, in general, seriously neglected. The concept of engagement is helpful in promoting wider interest in the measurement of HR outputs, including through the widespread use of employee attitudes surveys and in performance management/appraisalsystemsà ¢Ã¢â€š ¬?. à ¢Ã¢â€š ¬Ã…“ https://www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm Maintaining employee relation: Good employee relations means you create an environment which delivers what people want today. They want to feel good about who they are, what they do and where they work. Although there is probably an endless list of opinions as to what employees want today, here are 10 that are important as you consider building an employee relations program for your business: Employees want to be comfortable with what their employer stands for. Social psychology research indicates the chances of success are much greater for your organization if you have a clearly defined vision that all your people can follow. In some organizations, this is also referred to as a mission statement. Does your organization, department or division have one? Use it as a part of your employee relations strategy to ensure that your employees are comfortable with what your business is about. Employees want to identify with corporate principles. Today employees are very opinionated about the moral and ethical issues in business today. They care about such things as employee privacy and employee rights. By having a set of guiding principles, and following these principles, your organization creates a framework within which to develop principle-centered policies and procedures or make principle-centered decisions regarding difficult employment related issues. Employees want to know their employer cares about their opinions and concerns. If youre going to create a good employee relations program, you need to have a mechanism for finding out what your employees care about, what they are concerned about, what they think of you as an employer. Conduct employee opinion surveys. https://austin.bizjournals.com/austin/stories/1998/03/30/focus4.html Chapter: 3 RESEARCH METHODOLOGY 3.1 RESEARCH METHODS Research methods can be qualitative, quantitative or both (Schiffman and Kanuk, 2000). The selection of the particular research method depends on the kind of information required. Qualitative method collects, analyzes, and interprets data that cannot be meaningfully quantified, that is, summarized in the form of numbers. For this reason, qualitative method is sometimes referred to as soft research method. Any research using non-structured questioning or observation techniques can be labeled qualitative research. Qualitative method typically studies relatively few respondents or units. In other words, a research of a large, representative sample would normally not be called qualitative research method even if it used some non-structured questions or observations. The non-structured and small-sample features of qualitative research techniques have an important implication. They are intended to provide initial insights, ideas, or understanding about a problem, not to recommend a final c ourse of action. Therefore, qualitative research techniques are most appropriate in situations calling for exploratory research. Quantitative research method, in contrast, is characterized by more structure and larger, more representative respondent samples. Consequently, the logical place for quantitative research techniques (usually in the form of large-scale questionnaire surveys or structured observations) is in conclusive studies. A primary role of qualitative research method is to generate hunches or hypotheses. In contrast, each of the situations under quantitative research calls for very specific data, capable of suggesting a final course of action (Parasuraman, et al. 2004). The above description suggests us that qualitative research method is a soft approach in which collected and identified data or information cannot be meaningfully quantified and more importantly in this approach non-structured research is conducted; but so far as quantitative research method is concerned, in this approach structured research is conducted with approaching larger respondents and the collected data can be meaningfully quantified. This research is qualitative based so required qualitative data to achieve the aims and objectives of the research, therefore qualitative research approach has been applied to conduct this research. 3.2 DATA COLLECTION Research data can be collected either in the form of secondary or primary or both (Clark et al, 2003). In this research both primary and secondary data were collected considering the aims and objectives of the research. 3.2.1 SECONDARY DATA: Secondary Data usually factual information can be obtained through secondary data, that have already been collected from other sources and are readily available from those sources (Parasuraman, et al. 2004). The definition and characteristics of secondary data presented above suggest us that secondary data are data that have already been collected for purpose other than the problem in hand. Before detailing as how and what secondary data were collected in this research, in would be worth to examine the advantages and disadvantages of such data. Secondary data are easily accessible, relatively inexpensive, and quickly obtained. Some secondary data, are available on topics where it would not be feasible for a firm to collect primary data. Although it is rare for secondary data to provide all the answers to a non-routine research problem, such data can be useful in a variety of ways (Kotabe, 2002). Secondary data can help: Identify the problem, better define the problem, develop an approach to the problem, formulate an appropriate research design (for example, by identifying the key variables), answer certain research questions and test some hypotheses and interpret primary data more insightfully. Because secondary data have been collected for purposes other than the problem at hand, their usefulness to the current problem may be limited in several important ways, including relevance and accuracy. The objectives, nature, and methods used to collect the secondary data may not be appropriate to the present situation. Also, secon dary data may be lacking in accuracy, or they may not be completely current or dependable. Before using secondary data, it is important to evaluate them on these factors (Malhotra, 2004). Although so many disadvantages are associated with the secondary data, but such data were found useful in this research as identifying and defining the problem, and developing research objectives. The secondary data in the this research is in the form of literature review. The various sources of secondary data in this research were: books, journals, periodicals, newspapers and magazines and websites. 3.2.2 PRIMARY DATA COLLECTION Primary data is collected for the specific purpose of addressing the problem at hand. The collection of primary data involves various steps. Thus obtaining primary data can be expensive and time consuming (Malhotra, 2004). These suggest that primary data are those data that are collected for the particular purpose of research in hand. The disadvantage of collecting primary data is that it is lengthy and resource and time consuming process (in comparison of secondary data), but the advantage of primary data is that they are first hand information and comparatively more reliable (than secondary data). Primary data can be collected from various sources and methods that are case studies, observation, questionnaire survey and interview (Clark et al, 2003). In this research questionnaire survey method was applied in order to collect primary data. Designing questionnaires may appear to be simple, especially to those who have not designed one before. After all, you may think, once you have a clear notion of the information desired, it should be easy to formulate appropriate questions and arrange them in the form of an instrument (Parasuraman, 2004). Primary data collection approach adopted in this research: Sampling technique: Author has followed convenient sampling technique and chosen sample hotel based on the same technique. This technique involves choice of hotel which easily accessible by the author. Sample: samples were based on Delhi based 5 star hotels. Sample size: Tools used in primary data collection: Author followed questionnaire technique to collect the data from the samples, in some cases author went to the sample hotel and met with the person concerned for this research but in many cases author referred telephonic talk and get the questionnaire filled over the phone. 3.3 DATA ANALYSIS Before analyzing a data set using sophisticated techniques, a researcher should get a feeling for what the data are like. The purpose of preliminary data analysis is to reveal features of the basic composition of the data collected. It can also provide useful insights pertaining to the research objectives and suggest meaningful approaches for further analysis of the data. Preliminary data analysis examines the central tendency(mean) and the dispersion of the data on each variable in the data set. The measurement level of a variable that is, whether the variable is nominal, ordinal, interval, or ratio has a bearing on which measures of central tendency and dispersion will be appropriate for it (Parasuraman, 2004). In accordance with the above prescription of data analysis, firstly all the collected data were coded and arranged in a systematic manner and then analysed in accordance with the objectives of the research to reach the conclusions after comparing secondary and primary data. Author has followed tabulation of data and use of percentage technique to find out average of the response and based on the same conclusion has been drawn. 3.4 LIMITATIONS Due to limited time and resources, the author had to downsize his plan on various fronts. Firstly, getting an appointment with the respondents was not easy as in some cases because they had tight schedule in their professional activities, whereas some were found unwilling to response. Secondly, due to provided limited time, the author could not get filled the questionnaire face-to-face or personally from the respondents, and thus in many cases the author had to satisfy with telephonic conversation for filling the questionnaire. Chapetr 4 FINDING AND ANALYSIS Question no-1-Do you feel that employee relation has importance in hotel industry? Answer no-1- ( ) YES ( ) NO OPTIONS RESPONSE PERCENTAGE YES 10 100 NO 0 In the above response collected, it is visible that 100% of the employees said that good employee relation has significance in hotel Industry. Question no-2-Good employee relation leads to employee motivation. Answer no-2- ( ) TRUE ( ) FALSE OPTIONS RESPONSE PERCENTAGE TRUE 10 100 FALSE 0 Above tabulation shows that all the 10 respondents said that good employee relation is motivating factor for the restaurant staff and leads to employee performance. Question no-3-Employees can compensated with other motivating factor with good relation? Answer no-3- ( ) AGREE ( ) DIS AGREE à ¢Ã¢â€š ¬Ã‹Å" OPTIONS RESPONSE PERCENTAGE AGREE 9 90 DIS AGREE 1 10 90% of the staff working in the hotel restaurant agree that employee motivation can be compensated with good employee relation due to the good relationship of the staff with the employer helps this help motivating employees. Due to good relation employee may be happy with differed financial benefits. Question no-4- Do you feel that Employees always want to be appreciated for job done? Answer no-4- ( ) TRUE ( ) FALSE OPTIONS RESPONSE PERCENTAGE TRUE 7 70 FALSE 3 30 70% of them have said that the above statement is true as, employees want to be appreciated and recognized for a job done, and rest of them (30%) have said that this statement is false. Question no-5- Do you think reward based work promotes the team spirit among employees? Answer no-5- ( ) AGREE ( ) DISAGREE OPTIONS RESPONSE PERCENTAGE AGREE 4 40 DIS AGREE 6 60 above table shows that reward does not lead to team spirit among the employees. Here author would like to say that it is very much clear that individual performance may go up by introduction of reward but integration of efforts can not be achieved with reward. So author would like to highlight that it is the relation among peer and employer that promote employee satisfaction and so overall there will be enhancement in the performance of entire employee as a team. Question no-6- Do you think gap between organizational objective and individual due to communication may lead to employee dissatisfaction and hence lower performance? Answer no-6- ( ) YES ( ) NO OPTIONS RESPONSE PERCENTAGE AGREE 100 100 DIS AGREE 00 00 Here this response reveals that there should not be communication gap between employee and employer because this is also a reason of employee dissatisfaction. Employee actually want to know the overall direction of the organization failing which there is rise in reluctance and less performance. So this communication gap is part of good relation if there is gap means there is no good relation between employer and employee so again it is proved that good relation leading to positive impact. Question no-7-what you feel about relation between communication gap between employer and employee leads to low performance and motivation of employees? Answer no-7- ( ) TRUE ( ) FALSE Above table shows that 90% of the staff of the hotels are agree and having the same belief that communication gap increases employee de-motivation hence lower performance of employees. Chapter 5 CONCLUSION In order to conclude the topic author would like to mention the aim and objectives of this research which author had established at the starting of this research. Objectives: To explore the ingredients of good employee relation To explore the ingredients of employee performance To explore good relation of employee as an factor of motivation. To find out the impact of good employee relation on employee performance 1.2.3 Research Questions: R.Q.1 What are the basis of good relation? R.Q.2 What are the basis of employee performance? R.Q.3 How good relation of employee have positive impact on employee performance? Based on the research conducted by author now at this stage author have been comparing what was to achieved and what have been achieved then author found there is no variance in the research objectives and all the steps of research till conclusion. All the aspects have been recognized and evaluated. Based on the primary research conducted by the author it is very much clear that it is the good relation between employer and employee or peer group that leads to feeling of team work and overall performance of employees goes up that help organizations to achieve the organizational objectives effectively.

Management Key Concepts Free Essays

Organizational behavior is defined as a study aimed at revealing how individuals, people and groups are interacting. Simply saying, organizational behavior is norms and standards how employees should behave in work environment. Organizational behavior interprets people-organization relations within organization and social system as a whole. We will write a custom essay sample on Management Key Concepts or any similar topic only for you Order Now The purpose of organizational behavior is claimed to create more comfortable relations between employees and simply individuals by means of achieving organizational, human and social objectives. Organizations operate within the four models of behavior: autocratic, custodial, supportive, and collegial. Organizational behavior suggests that the potential of employees should be appreciated; organizational structure, people and technology work together; human problems should be encountered in work; problems are identified and corrective measures are taken. Organizational behavior is primary related to a workplace as it encompasses human behavior, human interactions, teams and leadership.(Damours, p.115) Organizational culture is defined as attitudes, beliefs, values and experiences within particular organization, firm or company. Organizational culture is a set of specific norms and values which must be shared by all employees, mangers and board of directors and which identify the way people should interact with each other and outside organization. Organization develops its own values stating how employees are expected to achieve the desired objectives and goals. Moreover, organizational culture prescribes norms of behavior in particular situations. The primary task is to integrate individuals into effective team which is able to adapt to external and internal environment of organization. Culture is â€Å"an active living phenomenon through which people jointly create and recreate the worlds in which they live†. (Damours, p.122) Elements of organizational culture are stated values, customs and rituals, comfortable climate, etc. Organizational culture is related to a workplace as it sets norms and values of behavior and means of achieving organizational values. Diversity at workplace is defined as differences and similarities among organizational personnel. Diversity embraces, gender, age, cultural and ethnic background, physical abilities, religion, sexual orientation, etc. Nowadays diversity is essential concern in business world as companies are trying to retain the best employees not considering their age, gender or ethnicity. Workforce diversity means that organization develops practices and policies in order to include people who are considered to be different from what is considered normal. Diversity contributes social and corporate responsibility of organization as it gives an opportunity for everyone to earn living and to accomplish their dreams. Diversity also helps to turn tax users into effective tax players fostering in such a way economic development of the country. Diversity gives organizations advantage over companies which fully ignore diversity at workplace. (Damours, 134-137) Communication is defined as a means which convey verbal meanings creating shared understanding. Communication process requires interpersonal and intrapersonal processing, speaking, observing, listening, evaluating and analyzing. Communication process is related to a workplace is people are constantly interacting with other, arguing and debating. Future success of a person mainly depends on his ability to use language and to communicate effectively. Understanding how to communicate effectively will promote creating smoothly working project teams; responding to customers, clients, and markets; living and working in a culturally diverse world. Effective communication is playing nowadays one of the most important roles in organizations and companies, because it is the only source of mutual understanding among employees and customers, directors and suppliers, etc. Nevertheless learning how to communicate effective isn’t limited only to one organization, because, for example, learning cross-cultural communication suggests how cultural traditions and patterns are understood and how cultural values may affect the process of communication. Learning effective communication is nowadays necessity. (Managing Communication, p.2) Business ethics is defined as a code of accepted norms, beliefs and values in business world. In other words, business ethics is a standard of human behavior that offers how to act in particular situations in professional life. Ethics incorporates norms of conventional morality to distinguish ‘wrong’ behavior from ‘right’ behavior. Generally, ethical norms suggest honesty, truthfulness, fairness, integrity, justice and respect for others. Ethical norms and values play important role in maintaining harmony and stability in social life as ethics suggests proper ways of human-human interactions. Ethics recognizes human needs and aspirations, as well as cooperative efforts, fairness and truthfulness. Ethics contributes social stability and ensures balance in all spheres of life and business.   For example, in financial sphere ethical violations are associated with stakeholder interest, insider trading, investment management and camping financing. Business ethics is related to a workplace as it sets standards of behaviour within organization. (Damours, 205-209) Change management is defined as distinctly specifying and implementing procedures and methods to deal with changes in the organizational environment for the overall prosperity of the business. The term â€Å"change management† is mostly used to define â€Å"organizational change management or the management of change triggered in organizations or industries†. (Change Management, 2006) Change management is thus the overall process of grooming a planned approach to change in an organization. Due to globalization processes taken place in modern society change management has to be universal requirement. Change management deals primarily with the human aspect, because humans and their psychology are the most subjected to changes. There are two types of change management: reactive and proactive. Management is considered reactive when the change comes from external source. Management is considered proactive when change comes from either internal change aimed at achieving organizational objectives and goals. Change management is related to a workplace as changes are inevitable and mainly employees resist them. References Managing Communications. (1996, August). Peace Watch, 2, 5, 1-2. Coping With Change. (2006). Coping with Change: Public Sector Employees. The Paper Store Inc. Retrieved March 30, 2008, from http://search.1millionpapers.com/cgi-bin/query?mss=1millionpapersq=Change+Publicsource=googleppc Damours, Stephen. (1992). Management Analysis in Public Organizations: History, Concepts and Techniques. Westport: Quorum. How to cite Management Key Concepts, Essay examples

Personal Integrity and Social Responsibility

Question: Discuss about the Personal Integrity and Social Responsibility. Answer: Introduction This report is discussing about the impact of the market benefits that will be including the aspects regarding increased sales quantities due to increased market demand, increased prices due to quality and reputation, cost reduction because of increased effectiveness, increased productivity as well as reduction in future costs in relation with environmental cleanup, internal control as well as ethics breach. In this context, the soft drinks market in the Kingdom of Saudi Arabia has been undertaken and the impacts of the aforementioned market benefits have been discussed concerning the soft drinks market. The soft drinks market in the Kingdom of Saudi Arabia is having a steadfast growth in recent years. There has been an increase in the sales quantities due to the growth in the market demand for carbonates in the Kingdom of Saudi Arabia. Carbonates are recording a strong value growth of 7% in 2016. This is mainly due to the increasing young population within the Kingdom of Saudi Arabia that are having a growing enjoyment regarding Western foods as well as beverages like carbonates. Growing consumption is being fuelled as well by the marketing and promotional activities of market leaders like GBO PepsiCo. Saudi Arabias young population is having an expectation of continuous growth that is happening very rapidly (Kotler, 2015). At the same time, there is also occurring a rise in the countrys internet penetration where the Saudi customers are having an interest in the latest trends and is interested in incorporating these aspects within their personal lifestyles. In this context, revenue having an expectation of showcasing annual rate of growth of 14.6% that will result in a market vol ume of US$208m in 2021. In 2017, user penetration is at 9.0% and is having an expectation towards hitting 11.3% in 2021. Impact of increased prices due to quality and reputation There is an increase in prices because of the improvement in quality as well as reputation within the market for carbonates in the Kingdom of Saudi Arabia. The sale of soft drinks was having an expectation for experiencing a continuous robust growth that led to a gradual increase by 52.6% in local currency-value until 2016. It has been observed from researching the market that the customers in the Kingdom of Saudi Arabia are having loyalty towards a brand and are having growing interest regarding products that are considered being new as well as innovative. Therefore, keeping this aspect in mind the soft drink manufacturers in Saudi Arabia are focusing on the improvement of quality as well as reputation of the different carbonate brands (Elfenbein, 2015). As the demand regarding soft drinks is rising, the soft drink companies are also increasing the prices of their products. They are quite confident of the fact the carbonates have been able to create a successful brand identity for t hemselves in the Saudi Arabian market. By considering the hot and arid climate there, as well as the rehydration aspect, the soft drinks sector is becoming a part-and-parcel of the Saudi Arabian society and is being regarded as one of the most dynamic sectors within the country (Johanson, 2015). Through the aspect of updating the technologies used within the soft drink companies in the Kingdom of Saudi Arabia, there is a possibility towards increasing efficiencies at reduced costs. To streamline the process of production that uses high-quality technology as well as cutting-edge methods will be leading towards reduced total costs as well as increased profitability. Moreover, the process to recycle as well as reuse the soft drink cans and bottles is considered one of the significant ways for cutting costs as well as improving efficiencies (Hollensen, 2015). The soft drink companies can have a drastic improvement to their entire strategies of business by examining their present business methods to find areas that need redefining, improving as well as reorganizing. Through the elimination of the business practices that are considered being redundant, outdated as well as needless, soft drink companies will be observing the fact that their processes of production are getting impro ved, productivity is getting increased as well as profits are getting expanded. Increased productivity An increase in productivity will be allowing the soft drink companies in the Kingdom of Saudi Arabia for producing increased output in respect of the same input level and therefore, resulting in higher Gross Domestic Product. In this regard, it can be stated that the aspect of job performance will be playing a significant part in explaining the aspect of productivity since staffs receiving appropriate compensation as well as having satisfaction related with work-hours will be working in a less stressful way, thus increasing productivity. Total Quality Management is considered to be another factor for increasing productivity that assists in increasing the market shares as well as return-on-investments (Dale, 2015). Since, staff involvement as well as satisfaction is playing a significant role in organizational productivity, it is essential in respect of the managers within the soft drink companies in the Kingdom of Saudi Arabia in initiating the implementation of the TQM philosophical aspects in their daily dealings (Oakland, 2014). The use of technological aspects assists in maximizing the productivity of business thus, creating the platform for realizing organizational success. In this regard, it can be stated that business productivity software makes sure that the soft drink companies in the Kingdom of Saudi Arabia possess the tools for overcoming the challenging aspects to execute on the strategic aspects daily as well as thriving in the present economy. Ethical behaviour as well as corporate social responsibility will be bringing essential benefits regarding a business organization. It assists in attracting consumers to the products of the company that results in sales boost as well as incurring profits. It also attracts increasing number of investors as well as maintaining high share prices in respect of the soft drink companies in Saudi Arabia (Hartman, 2014). It can be stated that the soft drink companies that sets out to function within its individual ethical guidelines will be at a reduced risk to face fine in respect of poor behaviour and will be less likely in finding themselves towards the breaching of laws that is concerned with the necessary behavioural aspect (Nill, 2015). Therefore, unethical behaviour will be damaging the reputation of an organization that will be resulting in reduced future costs. Conclusion The report is inferring that the different market benefits will impact the soft drinks market in the Kingdom of Saudi Arabia in various ways. In respect of the impact of increased sales quantities due to increased market demand, the annual growth rate has been 14.6% that will be resulting in a market volume of US$208m in 2021. In respect of the impact of increased prices because of quality and reputation, the soft drink companies are also increasing the prices of their products since these companies are being able to create a successful brand identity amongst the customers in the Saudi Arabian market. To increase productivity, the aspect of Total Quality Management as well as business productivity software is being used in the soft drink companies. For reducing the future costs in respect of breach in ethics it has been seen that the unethical behavioural aspects damages the organizational reputation. Reference Dale, B. (2015).Total quality management. John Wiley Sons, Ltd. Elfenbein, D. W., Fisman, R., McManus, B. (2015). Market structure, reputation, and the value of quality certification.American Economic Journal: Microeconomics,7(4), 83-108. Hartman, L. P., DesJardins, J. R., MacDonald, C., Hartman, L. P. (2014).Business ethics: Decision making for personal integrity and social responsibility. New York: McGraw-Hill. Hollensen, S. (2015).Marketing management: A relationship approach. Pearson Education. Johanson, J., Mattsson, L. G. (2015). Internationalisation in industrial systemsa network approach. InKnowledge, Networks and Power(pp. 111-132). Palgrave Macmillan UK. Kotler, P., Keller, K. L., Manceau, D., Hmonnet-Goujot, A. (2015).Marketing management(Vol. 14). Englewood Cliffs, NJ: Prentice Hall. Nill, A. (Ed.). (2015).Handbook on Ethics and Marketing. Edward Elgar Publishing. Oakland, J. S. (2014).Total quality management and operational excellence: text with cases. Routledge.