Classical Opera and Popular Music Essay Example | Topics and Well Written Essays - 1250 words

Classical Opera and Popular Music - Essay Example The combination of sound and rhythm are particularly important in music as they enable people to relate to music and drive out the desired intention. Historically, music has been used to make life lively, entertain people and pass messages to the community. Music has gone through stages from the simple forms of art to the complex technologies that are used today to come to compose and record songs. This paper will discuss the evolution of music from the classical opera style to the modern popular music, and elaborate on the similarities and differences of the two music forms. Classical opera was introduced by the Greek and Roman societies, and was related to their scientific and cultural practices of the time. During this time, there were no inventions in drama and music (Naxos). However, religion and tradition had great influence on music of the day since during occasions related to the two there were performances that highlighted music. Classical opera is a form of art that incorpo rates lots of orchestral, lyrical and theatre techniques. Classical opera evolved over time and combined dissimilar genres to be become a form of music. Although it was performed on stage by using the stage, acting and costumes, the words in the operas were sung in order to make the audience more attentive so that they could get the message being passed and enjoy the performance. In classical operas, there existed two forms of singing, recitative and aria types of dialogue. Recitative operas consisted of harmonic conversation that was not accompanied by melody and the aim of this singing was coming up with a plot. Aria reefers to music that was accompanied with a melody and emotional attachments meant to capture the eyes and ears of the audience. In the early nineteenth century, the two forms were joined to form the arioso style, which combined melody and singing. Another component of opera is musical accompaniment, which was used to set the mood for the performance, and this enable d the audience to connect the scenes in the opera. Classical Opera music first came into existence from performances called ‘intermedi’, which were started to celebrate important events such as weddings or holidays (TheatreHistory). The performances were accompanied by simple musical accompaniments that had single lines of melody for catching the attention of the audience. This practice was known as monody and had originated from a prior style known as madrigal, which was a form of singing that used a polyphonic strategy but became outdated. The performances of this age of opera were undermined by some irrelevant scenes, and this stunted advancement of drama and music. A German composer, Christophe Gluck came in to help people fix music into lyrics and he played a significant role in the advancement of opera. This made performances to be dramatic since there was a relation between the performance and the musical background. This purged the recitative opera and music was used for expression. One of Gluck’s compositions was the Orfeo ed Euridice, which was a tragic based mythology from Greece that is still performed in cinemas today (Fuller). In this composition, he made action important in performance since they could help people associate with the scenes. The audiences were prepared for the later scenes from the preceding scenes and this significantly improved drama. The other famous opera is the Magic Flute in which singing was accompanied by dialogue, and this enabled

The Analysis And Design Of Work

The Analysis And Design Of Work The first section of this chapter discusses the analysis of work process within a given work unit. Having provided an understanding of the broader context of jobs, the chapter discusses the need for and usefulness of both job analysis and the techniques for performing job analysis. Finally, the chapter concludes by presenting the various approaches to job design to provide managers with an understanding of the costs and benefits of emphasizing different characteristics of jobs when designing or redesigning them. Learning Objectives After studying this chapter, the student should be able to: Analyze a work-flow process, identifying the output, activities, and inputs in the production of a product or service. Understand the importance of job analysis in strategic and human resource management. Choose the right job-analysis technique for a variety of human resource activities. Identify the tasks performed and the skills required in a given job. Understand the different approaches to job design. Comprehend the trade-offs among the various approaches to designing jobs. Extended Chapter Outline Note: Key terms appear in boldface and are listed in the Chapter Vocabulary section. Opening Vignette: Teams Levis: A Poor Fit? Like many corporations attempted in the 1990s, Levis tried to mimic the success of Chryslers team-based organizational structure. Unfortunately, the team-based structure did not materialize at Levis. Efficiency of pants produced dropped 30% as a result of the team structure, as well as labor and overhead increasing by 25%. Overall, the cost of production increased from $5 a pair of pants to $7.50. Introduction-Designing the work to be performed is one of the first tasks of strategy implementation discussed in Chapter 2. The way a firm competes can have a profound impact on the way tasks are organized, and the way the tasks are designed may provide the company with a competitive advantage. Also, the way jobs are designed can, in fact, affect company work-unit performance. There is no one best way to design jobs and structure organizations. The organization needs to create a fit between its environment, its competitive strategy and philosophy on the one hand, with its job and organizational design on the other. Job analysis and job design are interrelated. Work-Flow Analysis and Organizational Structure (Work-flow analysis, analyzing work outputs, processes, and inputs; see text Figure 4.1 and TM 4.1) Work-flow Analysis The Work-flow process is useful because it provides a means for the managers to understand all the tasks required to produce a high-quality product as well as the skills necessary to perform those tasks. Analyzing Work Outputs Work outputs are products of, or services provided by, a work unit. Example: A work output for GM is a new Buick off the assembly line; a work output for Gordon Landscaping Company is a mowed lawn. Once outputs have been identified, it is necessary to specify the standards for the quantity or quality of these outputs. ProMES (productivity measurement and evaluation system) is a productivity improvement technique that focuses attention on both identifying work-unit outputs and specifying levels of required performance for different levels of efficiency. Analyzing Work Processes Work processes are the activities that members of a work unit engage in to produce a given output. Example: Work processes needed to produce an automobile include assembly, painting, and so forth. Every process consists of operating procedures that specify how things should be done to develop the product or service. Analyzing Work Inputs Work inputs are the ingredients that go into the work processes and can be broken down into three categories (text Figure 4.1). Raw materials consist of the materials, data, and informa ­tion that will be converted into the work units products. Equipment refers to the technology, machinery, facilities, and systems necessary to transform the raw materials into the product or service. Example: Raw materials for the assembly of automobiles include various parts (steering wheels, tires, door panels, etc.) and equipment used, including robotic welding machines. Human skills refer to the workers knowledge, skills, abil ­ities, and efforts necessary to perform the tasks. Organizational structure provides a cross-sectional overview of the static relationship between individuals and units that create the outputs. Two of the most important dimensions of structure are centralization and departmentation. Centralization is the degree to which authority resides at the top of the organizational chart. Departmentation refers to the degree to which work units are grouped based upon functional similarity of work flow. Two types of Structural Configuration of organizational structure tend to emerge in organizations. A functional structure (See Fig. 4.2 and TM 4.2 in text) employs a functional departmentation scheme with high levels of centralization. Functional structures are very efficient. However, they tend to be inflexible and insensitive to subtle differences across products, regions, or clients A divisional structure (see Figures 4.3, 4.4, 4.5 in the text and TM 4.3, 4.4, 4.5) employs a workflow departmentation and low levels of centralization. Because of their work-flow focus, their semi-autonomous nature, and their proximity to a homogenous consumer base, divisional structures tend to be more flexible and innovative. However, they are not very efficient. Structure and the Nature of Jobs Jobs in functional structure need to be narrow, highly specialized, and people need to work alone. Jobs in divisional structures need to be more holistic, team-based structure with greater decision making authority. Job analysis is the process of getting detailed information about jobs. The Importance of Job Analysis to HR Managers Job analysis has been called the building block of everything that the personnel department does. Some of the human resource activities that use jobà ¢Ã¢â€š ¬Ã¢â‚¬Ëœanalysis information include selection, performance appraisal, training and development, job evaluation, career planning, work redesign, and human resource planning. The Importance of Job Analysis to Line Managers Managers must have detailed information about all the jobs in their work group to understand the work-flow process. Managers need to understand the job requirements to make intelligent hiring decisions. Since the manager is responsible for ensuring that each indi ­vidual is performing his or her job satisfactorily, the manager must clearly understand the tasks required in every job. Job Analysis Information A job description is a list of the tasks, duties, and responsibili ­ties (TDRs) that the job entails. (text Table 4.1) A related readings from Dushkins Annual Editions: Human Resources 99/00:  ¨HRs role will change. The question is how. HR 2008 by Floyd Kemske A job specification is a list of the knowledge, skills, abilities, and other characteristics (KSAOs) that an individual must have to perform the job. Example: Job specifications for an employment assistant would include: (1) a fourà ¢Ã¢â€š ¬Ã¢â‚¬Ëœyear college degree with major course work in human resources or an equivalent combination of experi ­ence, education, and training; (2) considerable knowledge of principles of employee selection and assignment of personnel; (3) the ability to express ideas clearly in written and oral communication; (4) the ability to independently plan and orga ­nize ones own activities. Competing by Meeting Stakeholders Needs: Staying Alive at the Graveyard Human beings are not nocturnal animals, therefore, working at night is not a natural activity for most people. Evidence suggests that people working the graveyard shift are more likely to develop problems like fatigue, depression, obesity, and also have been found to be more accident-prone and have higher absenteeism and turnover. Fortunately, research shows that people with certain characteristics, like being night owls and who exercise regularly, can respond easier to this type of disruptive behavior. Sources of Job Analysis Information In general, it will be useful for the manager to go to the job incumbents to get the most accurate information about what is actually done on the job. However, the incumbents might exaggerate their job duties. Managers should ask others familiar with the job, such as the supervisor, to look over any information received from the incumbents. Research has shown greater agreement between supervisors and subordinates when rating general job duties than when rating specific tasks. Also, incumbents may be the best source for accurate estimates of time spent on job tasks, but supervisors may be more accurate on the importance of job duties. Research is somewhat inconclusive about the relationship between the performance level of the job analyst and the job-analysis information he or she provides, but recent research has shown that effective and ineffective managers tend to give the same job-analysis ratings despite their performance level. Because of inconclusive research results on the influence of demographic and experience differences, it is best to take steps to ensure that the incumbent group responsible for job-analysis information represents a variety of gender, racial, and experience level categories. Competing Through High Performance Work Systems: Telework With the new millennium approaching, the trend of separating work life from home life may be a thing of the past. With the costs of office space combined with the drastically reduced prices of portable electronic computing and communication devices, a new trend may develop called telework (doing ones work away from a centrally located office). Telework programs can save up to $8000 per employee annually. The number of teleworkers is on the rise. Telework programs have advantages such as a productivity gain caused in part by flexibility that allowed people to work at their peak efficiency and partly by eliminating distractions. Telework programs also have some disadvantages such as employees feeling a hindrance of teamwork and some felt it was harder to balance home and work. Job Analysis Methods Position Analysis Questionnaire (PAQ) The PAQ is a standardized jobà ¢Ã¢â€š ¬Ã¢â‚¬Ëœanalysis questionnaire containing 194 items representing work behaviors, work conditions, or job characteristics that are generalizable across a wide variety of jobs. The 194 items are organized into six sections, and the job analyst is asked to rate each item on six scales. A computer program generates a job report based on the ratings. Research has indicated that the PAQ measures 13 overall dimensions (text Table 4.2). Knowing the dimension scores provides some guidance regarding the types of abilities that are necessary to perform the job. One of the main problems with the PAQ is that it requires the reading level of a college graduate to complete the ques ­tionnaire. Task Analysis Inventory The task analysis inventory method refers to several different methods that focus on analyzing all the tasks performed in the focal job. It is not uncommon to have over 100 tasks for a job. The task inventoryà ¢Ã¢â€š ¬Ã¢â‚¬ËœCODAP method has SMEs generate a list of tasks and then the SMEs rate each task on various dimensions such as the time spent on the task, frequency of task performance, relative importance of task, and relative difficulty of the task. The task analysis method is different from the CODAP method since once the task list is developed, the SMEs are asked to identify the skills, abilities, and personal character ­istics required to perform each task Fleishman Job Analysis System (FJAS) This approach defines abilities as enduring attributes of indi ­viduals that account for differences in performance. The system is based on a taxonomy of 52 cognitive, psychomotor, physical, and sensory abilities that adequately represent all the dimensions relevant to work (see Table 4.3 in the text). The FJAS scales include behavioral benchmark examples of the different levels of the ability along a sevenà ¢Ã¢â€š ¬Ã¢â‚¬Ëœpoint scale. SMEs indicate the point on the scale that best represents the level of that ability required in a certain job (Figure 4.6 and TM 4.3). Dynamic Elements of Job Analysis Although we tend to view jobs as static and stable, in fact, jobs tend to change and evolve over time. The job analysis process must also detect changes in the nature of jobs. Competing Through Globalization Box: Eliminating Sweatshops at Nike At the time when the Nike spokesperson, Michael Jordan, was bringing in over $10 billion, the workers of Indonesian plants were far from ideal. Labor practices like severe punishment for missed goals and mandatory overtime helped keep costs low and quality high. Consumers became increasingly aware of how their sneakers were actually being made, which led to boycotts and human rights groups getting involved. To end this problem, CEO Phillip Knight raised minimum worker age requirements, adopted safety and Health Standards and allowed HRM to monitor worker conditions in all foreign plants. Knight also invited competitors to do the same realizing that a failure to do so would result in a competitive disadvantage. Job design is the process of defining the way work will be performed and the tasks that will be required in a given job. Job redesign refers to changing the tasks or the way work is performed in an existing job. Jobs can also be characterized on different dimensions of job design (Table 4.4 in the text). Motivational Approach The motivational approach to job design focuses on the job characteristics that affect the psychological meaning and motivational potential and it views attitudinal variables as the most important outcomes of job design. The prescriptions of the motivational approach focus on increasing job complexity through job enlargement, job enrich ­ment, and the construction of jobs around sociotechnical systems. An example of the motivational approach is Herzbergs Two-Factor theory. A more complete model of how job design affects employee reactions is the Job Characteristics Model. Jobs can be described in terms of five characteristics: skill variety, task identity, task significance, autonomy, and feedback. These five job characteristics determine the motivating potential of a job by affecting three psychological states: experienced meaningfulness, responsibility, and knowledge of results. When the core job characteristics are high, individuals will have a high level of internal work motivation, higher quantity and quality of work, and higher levels of job satisfaction. The positive effects require that the employees have adequate levels of satisfaction with the work environment, have the necessary ability to perform the job, and that they have a need to grow. There is some support for the idea that for those with high growth-need strength, job characteristics were more positively related to motivational outcomes than for those with low growth-need strength. Much of the work on job enlargement, job enrichment, and selfà ¢Ã¢â€š ¬Ã¢â‚¬Ëœmanaging work teams has its roots in the motivational approach to job design (Figure 4.4 in the text). However, most of the research shows these interventions increase employee satisfaction and performance quality, but not necessarily increase quantity of performance. Example: Duke Power Company redesigned its customer service function to be more decentralized and enriched the customer reps job to allow for more decisionà ¢Ã¢â€š ¬Ã¢â‚¬Ëœmaking authority. Whirlpool Corporation has also redesigned its customer service function by providing an 800 service line with customer reps that are often former service technicians and can help diagnose a problem over the phone. A related reading from Dushkins Annual Editions: Human Resources 99/00:  ¨Challenging Behaviorist Dogma: Myths About Money and Motivation Mechanistic Approach The mechanistic approach to job design has its roots in classical industrial engineering and focuses on designing jobs around the concepts of task specialization, skill simplification, and repetition. Scientific management, one of the earliest mechanistic approaches, sought to identify the one best way to perform the job through the use of time-and-motion studies. The scientific management approach was built upon in later years and resulted in a mechanistic approach that calls for the job to be designed very simply. The organization reduces its need for highà ¢Ã¢â€š ¬Ã¢â‚¬Ëœability individuals, and workers are easily replace ­able (a new employee can be trained to perform the job quickly and inexpensively). A related reading from Dushkins Annual Editions: Human Resources 99/00:  ¨HR Comes of Age by Michael Losey Biological Approach The biological approach to job design comes primarily from the sciences of biomechanics (the study of body movements), and it is usually referred to as ergonomics (concerned with examining the interface between individuals physiological characteristics and the physical work environment). The goal of this approach is to minimize the physical strain on the worker by structuring the physical work environment around the way the body works. Example: At Toyotas high-tech Tahara No. 4 line, new electric vehicle carriers were installed to minimize stress on the workers bodies. They adjust a cars height at every workstation. Toyota reports a major reduction in turnover during the plants first year of operation. The biological approach focuses on outcomes such as physical fatigue, aches and pains, and health complaints. The biological approach has been applied in redesigning equip ­ment to reduce the physical demands so women can perform the jobs and to reduce occupational illnesses such as carpal tunnel syndrome. Perceptual/Motor Approach The perceptual/motor approach to job design has its roots in the humanà ¢Ã¢â€š ¬Ã¢â‚¬Ëœfactors literature and focuses on human mental capabilities and limitations. The goal is to design jobs in a way that ensures they do not exceed peoples mental capabilities. This approach generally tries to improve reliability, safety, and user reactions by designing jobs in a way that reduces the infor ­mationà ¢Ã¢â€š ¬Ã¢â‚¬Ëœprocessing requirements of the job. This approach, similar to the mechanistic approach, generally has the effect of decreasing the jobs cognitive demands. Trade-offs among Different Approaches for Job Design (See Table 4.5 in text and TM 4.7) One research study found job incumbents expressed higher satisfaction with jobs scoring highly on motivational approach. However, the motivational and mechanistic approaches were negatively related, suggesting that designing jobs to maximize efficiency is likely to result in a lower motivational component to those jobs. Jobs redesigned to increase the motivating potential result in higher costs in terms of ability requirements, training, and compensation. In designing jobs, it is important to understand the tradeà ¢Ã¢â€š ¬Ã¢â‚¬Ëœoffs inherent in focusing on one particular approach to job design. Chapter Vocabulary These terms are defined in the Extended Chapter Outline section. Workà ¢Ã¢â€š ¬Ã¢â‚¬ËœFlow Analysis Work Outputs ProMES Work Processes Work Inputs Organizational Structure Centralization Departmentation Functional Structure Divisional Structure Job Analysis Job Description Job Specification Job Element Method Fleishman Job Analysis System (FJAS) Task Analysis Inventory Position Analysis Questionnaire (PAQ) Job Design Job Redesign Motivational Approach to Job Design Job Characteristics Model Mechanistic Approach to Job Design Biological Approach to Job Design Ergonomics Perceptual/Motor Approach to Job Design Discussion Questions Assume you are the manager of a fast-food restaurant. What are the outputs of your work unit? What are the activities required to produce those outputs? What are the inputs? Some examples of outputs for a fast-food restaurant include the food orders and the service provided. Activities required to produce these outputs include cooking, cleaning, preparing orders, taking orders, and so forth. The inputs include the raw materials (the ingredients for the food orders), the equipment (stove, cash register), and the human resources (the ability to cook, the knowledge of what ingredients go into a menu item). Based on question 1, consider the cashiers job. What are the outputs, activities, and inputs for that job? Inputs for the cashiers job include the raw inputs (food ordered, prices, tax), equipment (cash register), and human resources (the skill to operate the register, the knowledge of the prices of the menu items, and the ability to answer customers questions). Consider the job of college student. Perform a job analysis on this job. What are the tasks required in the job? What are the knowledge, skills, and abilities necessary to perform those tasks? What environmental trends or shocks (e.g., computers) might change the job, and how would that change the skill requirements? Tasks would include attending class, completing homework assignments, and participating in group assignments. Some examples of the knowledge, skills, and abilities needed are knowledge of prerequisite course material, collegeà ¢Ã¢â€š ¬Ã¢â‚¬Ëœlevel reading skills, and ability to work together with others. Some environmental trends that might change the job would result from changes in the job market, such as new knowledge that employers would expect college students to learn. An example might be knowledge of sexual harassment guidelines or ADA legislation. Discuss how the following trends are changing the skill requirements for managerial jobs in the United States: (a) increasing use of computers, (b) increasing international competition, (c) increasing work-family conflicts. Students should have no trouble discussing how these trends are changing the skill requirements for managerial jobs in the United States. Managers are increasingly expected to be computer literate. Managers are also expected to be knowledgeable about other cultures, and knowledge of a second language is more commonly preferred. Managers are also expected to be more sensitive to work/ ­family conflicts (dayà ¢Ã¢â€š ¬Ã¢â‚¬Ëœcare and elderà ¢Ã¢â€š ¬Ã¢â‚¬Ëœcare issues for example) and to be knowledgeable about various legislation that deals with such situations (such as the FMLA). Why is it important for a manager to be able to conduct a job analysis? What are the negative outcomes that would result from not understanding the jobs of those reporting to the manager? The chapter has a section on the importance of job analysis to both HR managers and line managers. The students answers will probably reflect information in these sections as well as possible reasons of  ­their own. The negative outcomes of a manager not understanding the jobs of his or her subordinates are that the manager may not make intelligent hiring decisions, may not be able to adequately evaluate the performance of subordinates, and will have trouble understanding the workà ¢Ã¢â€š ¬Ã¢â‚¬Ëœflow process if individual jobs are not understood. What are the trade-offs between the different approaches to job design? Which approach do you think should be weighted most heavily when designing jobs? As discussed in the chapter, the trade-offs appear to be between increased satisfaction and motivation and reduced efficiency due to increased costs. For example, the motivational approach that increases satisfaction results in lower utilization levels and increased training time. Table 6.7 in the text summarizes the positive and negative outcomes of each approach. Students answers will vary as to which approach they think should be weighted most heavily depending on their value of the various outcomes for each approach. For the cashier in question 2, which approach to job design was most influential in designing that job? In the context of the total work-flow process of the restaurant, how would you redesign the job to more heavily emphasize each of the other approaches. Students answers will vary. All of the approaches could be used to design the cashiers job. To redesign the job to emphasize the mechanistic approach, students should discuss concepts such as more specialization. To redesign the job to emphasize the motivational approach, students should discuss making the job more complex. To redesign the job to emphasize the biological approach, students should discuss adjusting or making changes in the equipment or job environment. To redesign the job to emphasize the perceptual/motor approach, students should discuss ways to make the job less demanding mentally. Web Exercise Students are asked to go to The Center for Office Technologys homepage and click on the 1998 Outstanding Office Ergonomics Program Winner and review the steps organizations took to improve the office environment. www.cot.org End-of-Chapter Case The New Factory Worker Summary The trend toward high-skills manufacturing began in the mid-1980s with innovative companies such as Corning, Motorola, and Xerox. Companies are replacing assembly-line work with an industrial vision that requires skilled and nimble workers to think while they work. Today, life on the line requires more brains than muscle, so laborers are heading back to school. Examine the changes that have been made in Fred Prices job at Northeast tool, and then compare these to the four types of job design approaches described earlier in this chapter. If we had before-and-after measures on each of the four approaches, which would have revealed the largest change in the content of the job and which would have revealed the least: motivational, mechanistic, biological, or perceptual-motor? Knowing what you do about the trade-offs for various changes in job design, what negative outcomes might we fear from the types of changes brought about at Northeast? With the advent of more technology at the Northeast Tool plant, Fred Prices job has changed from a hands on, production line type job, to a job that requires increased education, leadership skills and managing roles. The largest change in the content of the job: Mechanistic; least amount of change; motivational. The negative outcomes might be: increased training time, lower utilization levels, greater chance of mental overload and stress, and greater likely hood of error. Technological changes, like the robotization of operations at Northeast Tool, can affect the structure of organizations, which in turn can change the level of skill requirements for workers. How did robotization affect the structure of Northeast Tool and the skill requirements for Fred Prices job? Can you think of other technological advancements that have resulted in the opposite affect on workers skill requirements? In what sense does the competitive strategy employed by the firm influence in which direction technology is likely to affect the skill level of workers? When Northeast implemented technological changes at its plant, Fred Prices job skill requirements changed. Before Price was the one doing all the work at the plant. Now, Fred Price has to be technologically savvy enough to control the robots that took his job from him. Any new type of technology that is implemented at Northeast is going to change the skill requirements of individuals jobs. When Fred Price started working for Northeast, he was 18 years old. Northeast supplied only to local California customers. Now, Northeast has to become a company, and even international, to stay competitive. With this type of growth, a company has to change to stay competitive. As we will see throughout this text, globalization has widespread effects on human resource practices. To what extent were the changes in jobs that came about at Northeast Tool driven by factors outside the U.S? If companies like Northeast Tool did not make these types of changes to compete, what other changes might they have had to make? If Fred Price was not willing to make the types of self-improvements he is making, what other types of changes would he have had to accept? What are the national implications of these kinds of changes, and how do these changes relate to the competitive advantage of nations like the U.S? The factors, outside of the U.S, that affected the changes at Northeast were the technologically savvy plants in Japan and Germany. To stay competitive in the global market, and even domestically, Northeast had to implement new technology. If Northeast was not willing to make these changes, then business would be hurt because it just could not compete with the bigger, more technologically sophisticated plants. Fred Price, if not willing to change, would have to settle for something less. These types of changes are at the core of our national competitiveness, the U.S. has been at the forefront in this productivity and competitive war and should continue to do so. Additional Activities Teaching Suggestions Several cases and articles can be used as additional activities when discussing the topic of job analysis and job design. The cases could be assigned to indi ­viduals as a writing assignment, possibly for extra credit, or could be assigned to groups to be done inside or outside of class. The articles could also be assigned and discussed in class. A possible library assignment is suggested to acquaint students with the Dictionary of Occupational Titles. Harvard Business School Case 9à ¢Ã¢â€š ¬Ã¢â‚¬Ëœ481à ¢Ã¢â€š ¬Ã¢â‚¬Ëœ179, Office Technology, Inc. (A) by Beer, Von Werssowetz, and Witcraft, Teaching Note 5à ¢Ã¢â€š ¬Ã¢â‚¬Ëœ485à ¢Ã¢â€š ¬Ã¢â‚¬Ëœ021 by Beer and Spector. Robert Dorr must consider changes in several order administration work organizations that are to be consolidated. The separate units handle product lines with very different characteristics and have managers with different operating styles, philosophies, and personalities. One group is set up in an assembly-line style. Another has a team concept of job organization. Office Technology, Inc. (B) provides future developments. Two videotapes (9à ¢Ã¢â€š ¬Ã¢â‚¬Ëœ884à ¢Ã¢â€š ¬Ã¢â‚¬Ëœ512) and (9 ­884à ¢Ã¢â€š ¬Ã¢â‚¬Ëœ513) are available for use with these cases. Suggested questions for Office Technology, Inc. Consider the order administration task. Discuss the process the LMP and OEM groups use to complete this task. How would you reorganize work in OEM? Consider case facts and class readings and lectures in formulating your answer. Discuss the rationale for your recommendations. If Dorr imposes an LMP-type team approach, what roadblock

Money Does Not Bring Happiness

There’s an opinion which says that money brings happiness. Some people agree with it, others not. The discussion has lasted for a long time and still there are different points of view about it. Nowadays, we can divide our society into two groups of people: those whose life is centered around money and others who know that there are more important things than being rich. The latter are aware that wealthy people often aren’t able to have a real friend.People who surround the wealthy, are only expecting for themselves. Moreover, there are people who believe that money can be a medicine for everything. But they make a mistake, as no sum of cash can prevent us from old age, loneliness, diseases, accidents, death or stuff like this. And it’s useful to remember that money is a fragile thing, which we can lose at any time. In addition, wealth makes people less sensitive. They aren’t able to notice both poverty, which is around them, and needs of others.However, m oney is the basic means, which lets people make their dreams come true – the dreams, which have been unavailable since one’s childhood, like travelling all over the world or buying a villa, that’s all to compensate a misery of someone’s childhood. Thanks to having money it’s easier in our life to establish ourselves. Cash can be helpful in achieving many goals like finishing our education. What’s more, money lets us buy basic products which are essential to our daily existence.Human can’t live without eating. We have to be able to earn some money to dress up properly. To sum up the issue is far from solving but it seems that even though money is useful to life we can’t buy the most important things – love or friendship. I think that human has to use money in proper way, without harming others. However, I presume that words: â€Å"Money doesn’t bring happiness† can’t exist in present world, because ev erything circles around money.

Definitions of Hiset Essay Writing Samples

Definitions of Hiset Essay Writing Samples A Startling Fact about Hiset Essay Writing Samples Uncovered The simplest way to decide on the sort of an essay is to realize the writer's point of view. Becoming a terrific writer is basically a years-long procedure. Just as vital as being in a position to communicate ideas, is demonstrating you have a command of the English language at least enough where you're able to distinguish the kinds of writing and put them in the most suitable connotation. If you observe the particular example through, it's simpler for the reader to learn what you mean. Banking essays can be real fun to play with if you've got a comprehensive understanding about the discipline and have keen interest in writing, so should you think that you cannot write decent banking essays than again you're erroneous. Do not seem through the topics before you opt for. If you successfully determine the objective of language essay than you ought to be sure the subject of lan guage essay should fit in the objective. Looking at ielts essay topics with answers is an excellent method that will help you to get ready for the test. Math answers are provided for internet tutorials too. This sample essays demonstrate the forms of questions that you will face and the way to structure your essays properly. You don't need to be perfect, but you need in order to answer the question in essay form. After having a topic to work on, it is crucial to check if it's in accordance with the use of the essay. The initial and the vital step in essay writing is definitely picking a topic is effective. The Dirty Truth on Hiset Essay Writing Samples Keep in mind that you're NOT writing your opinion on the subject. To sum up, the statement isn't logical since there are a few errors in it. You'll be permitted to use both anecdotal evidence, together with the info supplied to you by the reading. You display a specific subject. Essay writing examples in doc format like the ones given may help steer you in writing an excellent composition. Therefore, should you feel skeptical in regards to any sort of writing, don't be scared. The thesis shall be in agreement with the commitme nt PhD. Essay writing skills is a hard and time-consuming job. When it's difficult to compose an essay in 45 minutes, begin by taking more time. Auditory memory is very important to strengthen, even for adults, so be certain to take the moment, even if its just a couple of minutes per day, to work on your auditory memory, since it will also help you build the remainder of your memory also. If you would like to deliver top-notch pieces, now is the time to find wellwritten samples to direct you through the entire writing process. Taking a couple of minutes at the start to structure your essay can help you save you valuable writing time later. Hiset Essay Writing Samples The company letter ought to be written in block style. Sample questions offer you many unique benefits in contrast to other approaches. Keep the letter brief and concise, but be certain to include all of the info you will need to communicate. Listed here are the many ways we've designed our site to handle the challenges of crafting excellent papers. The absolute most important consideration when deciding on a writing sample needs to be quality. The writing portion is a great indication of your thoughtfulness for a student and your capacity to recognize personal and professional circumstances and respond accordingly. Of course it wasn't free. Stop by the association women student website, examine the numerous varieties of scholarship awards that are provided,, also check into what sort of degrees and educational options are listed. Hiset Essay Writing Samples Help! Slowing down your mind to really write your intentions down provides that additional edge. Many people struggle to assemble the correct words to earn a coherent piece. It's recommended that you ask your teacher in the very first spot for any sort of queries. It may be better to have just a couple of bad childhood behaviors and explain the method by which they start and the way they become bad adult behaviors. Get th e Scoop on Hiset Essay Writing Samples Before You're Too Late The HiSET Writing exam is very different from its sister subject tests, concerning length. Prepare and practice writing a superb essay necessitates synthesis of material that can't be carried out in the 20 30 minutes you've got during the exam. The totally free HiSET Language Arts Writing practice test is particularly designed to be sure that the test-taker is knowledgeable in regards to the HiSET and has the ability to understand what things to expect when it's time to select the Language Arts Writing part of the HiSET. Our totally free HiSET sample tests offer you a chance to evaluate if you are prepared for the actual HiSET exam.

Top 5 Causes of the Great Depression

Why Does Conflict Arise in Organizations - 3618 Words

Why does conflict arise in organizations, and how it can be managed ABSTRACT This essay seeks to illustrate how organizational conflict cannot be avoided. It will demonstrate the various ways in which conflict may arise within organizations and classify them into a range of groups. There will be a thorough analysis to show if conflict is positive or negative towards the growth of an organization. Findings of the previous will then lead to different mechanisms that can be used when managing conflict to ensure positive outcomes in an organization. The aforementioned will be supported by relevant theories, which will assist in reinforcing the validity of this essay. INTRODUCTION In this era of rapid development organizations are formed†¦show more content†¦Conflict within us very often leads to conflict with others. Interpersonal Conflict occurs between two or more individuals. We might get into a heated debate in a meeting, get in an argument with a coworker, or have a bad encounter with our boss. This is the type of conflict we are most concerned with in this workshop, although our discussion has bearing on the other types. Intergroup Conflict occurs between groups: nations, gangs, work areas, etc. For example, your department at work might have an ‘us vs. them’ attitude about some other department. Intra/ Interpersonal and Intergroup was taken from a Business Management skills article from Dave Neal found on http://www.scarecrowworkshops.com/b-conflict-management.html The Process of Conflict diagram will help illustrate why conflict arise in organizations, this was taken from Stephen Robbins, Organizational Behaviour, 10th ed.2003 [pic] Stage 1 shows some of the conditions that has the capacity to develop conflict A break down in communication is significant in contributing to conflict .The true sense of communication is for the receiving party to understand what the sender is communicating in order to attain the right feedback. The bereaucratic nature of an organization facilitate the process of unsuccessful communication. This is so as information passed on to subordinates may beShow MoreRelatedSuccessfully Mentoring of Empolyees on the Growth of Diversity1144 Words   |  5 PagesSummary: The growing diversity within organizations has made it crucial for managers to mentor their employees as a â€Å"tool to nurture and grow these individual† (Bailey Cervero, 2002). The Successful mentoring of these individuals also translates into positive outcomes for organizational initiatives. Nonetheless, the cultural characteristics of this diverse population has also made it harder to understand how to properly mentor these employees. Mentoring across cultures boundaries is an â€Å"especiallyRead MoreTeam Based Structures For Group Work897 Words   |  4 PagesMany organizations around the world apply team-based structures in order to achieve their goals. Although several problems may arise when implementing team based structures, if applied correctly, the overall group cohesiveness gives team members a sense of belonging while also proving to be very productive. It is important to get the correct mix of individuals regarding groups. In order to achieve success in gr oup work, you want to incorporate individuals who have skills that compliment each other’sRead MoreThe Storming Phase Of Group Development1163 Words   |  5 Pagesresearch why members, who find themselves in a group that has elements of an intimate and task group, continue their membership after the group enters into the storming phase of group development. That is to say, why members stay involved after expressing frustration and disagreement over decisions that are made. This research proposal is designed to identify the key factors of why members, who represent their group culture, find it easy to complain about the balance of power in their organization. TheRead MoreOrganizational Conflict in a Formal Organization Essay1176 Words   |  5 PagesOrganizational Conflict in a Formal Organization The above subject matter cannot be discussed without first elucidating on the key subjects viz: ‘conflict’ and ‘formal organization’. The oxford dictionary of current English describes conflict as a lack of agreement between opinions another school of thought sees conflict as ‘a state of dysfunctionality in a system’. What ever the case, conflict occurs in our everyday life either within a person when faced with problemRead MoreIntroduction. Conflict Is Inevitable, Be It In The Workplace1175 Words   |  5 PagesIntroduction Conflict is inevitable, be it in the workplace or outside the work place. The reason is that people are from diverse backgrounds and thus have different ideas and opinions. In the workplace, employees are expected to work together towards achieving the company’s goals. 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Every member of a team has value and each one must understand that a team without conflict is necessary to accomplish the goal at hand (Mosley, 2005). There are multiple things that can lead to conflicts and leaders must recognize these to have an effective team. As a result of this, the leader must take into account everyone’s background and experience level as the team is formed. This p aper will discuss the inter-team conflicts, interpersonal conflicts, why policiesRead MoreThe Conflict Between Tamils And Sinhalese953 Words   |  4 Pagescleavages between the Tamils and Sinhalese. Sarvodaya is a people’s organization rooted in Gandhian principles and Buddhism, but is open to all religions and ethnic backgrounds. The name of the movement defines the vision and mission. Sarvodaya is a Gandhian principle that emulates uplifting and societal progression. Shramadana is the sharing of labor, knowledge, and resources for the awakening of all. 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Satiation Free Essays

Satiation is a term that is often used in everyday life. However, it is also a behavioral principle with psychological foundations. The main goal of this paper is to develop a comprehensive understanding of satiation as a behavioral principle. We will write a custom essay sample on Satiation or any similar topic only for you Order Now This will be done through a thorough analysis of two previous investigations utilizing the concept of satiation. The investigations will include two types: one applied and one basic or experimental. The applied investigation that will be utilized and analyzed is a paper completed by Kahng, Iwata, Thompson, Hanley (2000) on differentiating satiation versus extinction effects for noncontingent reinforcement schedules. The basic investigation that will be utilized is one conducted by Pierce, Epling, Boer (1986) on satiation and deprivation as related to the interaction between food and wheel running. The mechanism by which satiation was able to act in the two investigations will be identified. The differences and similarities in the role satiation played in both investigations will also be analyzed. Introduction Satiation is a concept that can be applied to a number of different actions. The act of being satiated, for example, can be related to different behaviors such as eating, drinking, and pleasure-seeking. Although it is a single word, the term satiation has wide and varied applications. This is also due to the fact that it is a term encompassing numerous other basic underpinnings. In the everyday use of the word, satiation refers to the act of being satiated. It is similar in meaning to being full and satisfied. Satisfaction in terms of having enough to eat, for example, is satiation in action. In fact, satiation will be conceived by the layman to be an event beyond satisfaction. Satiation is being at the maximum capacity of whatever one is satiated with. There is no more room for more. To the layman, satiation is linked to feelings of contentment and pleasure. Technically, satiation is defined as the point wherein the organism under study stops eating or engaging in the behavior under examination. This halting of action indicates that the activity has been performed long enough for the organism to have achieved the goals set for initiating the activity. This explains why satiation would be linked to layman definitions such as fullness and satisfaction. The purpose of the present paper is to develop a scientific and more precise understanding of satiation. It is hoped that the mechanism of satiation with regards to deprivation in relation to food and wheel running and also to extinction effects under noncontingent reinforcement schedules will be understood. In general, the paper aims to develop a clearer understanding of satiation as a behavioral principle. A comparison of two ways by which satiation operates will be the means establish this understanding. Research Review A review of previous research is the main means of the present paper at achieving its goals. Two different investigations will be analyzed – one applied investigation and one basic investigation. Identifying Satiation versus Extinction Effects Kahng, Iwata, Thompson, Hanley (2000) investigated the possibility of formulating a method for identifying satiation versus extinction effects under noncontingent reinforcement schedules. The main goal of the study was to understand whether the suppression of a response during noncontingent reinforcement schedules in experiments was caused by extinction or by satiation. Participants and Setting The study involved the participation of 3 individuals with developmental disabilities and who engaged in self injurious behavior and other forms of agression. The participants were two females, ages 43 and 31, and one male, age 25. Communication with the participants was done through gestures such as pointing. All three lived in a state residential facility with developmental disabilities. The study was performed in therapy rooms located at the said residential facility. Response Measurement The independent variables in the study were satiation and extinction which were measured through the experimenter’s assessment and treatment procedures. These included delivery of instructions, prompting, praise upon compliance, and turning away upon non-compliance. Dense reinforcement schedules of the independent variable would imply satiation as it would include more presentations of the reinforcer during a given time period. Thin reinforcement schedules, on the other hand, would indicate extinction. The dependent variable included the target behavior, which was either self injurious behavior (SIB) or aggression, in the participants. These behaviors included skin picking, hand or arm biting, hitting, scratching, pinching, and kicking. The data for SIB was noted on computers and were recorded in terms of number of responses per minute. The effects of the experiment were measured via a multiple baseline across subjects design. This involved the comparison of baseline rates of SIB and aggression with rates of SIB and aggression under noncontingent reinforcement schedules utilized in the experiment. Procedures The procedure of the experiment was divided into two phases. Phase 1 included the functional analysis and Phase 2 included the analysis of responses during and after noncontingent reinforcement. Phase 1 was conducted according to five different assessment conditions: play, tangible, attention, demand, and alone. Of these, tangible, attention, demand, and alone were experimental conditions while play was a control condition. In the tangible condition, the experimenter was present in the room and would deliver food to the participant if SIB or aggression was noted. In the attention condition, the participant had access to leisure materials in the room and the experimenter would ignore the participant except when SIB or aggression was noted to which the experimenter would respond with brief attention and light physical contact. In the demand setup, the experimenter would give instructions on a fixed-time 30-s schedule which would merit praise upon the participants compliance. If SIB or aggression was noted, the experimenter would cease all interaction and would turn away until the next trial. In the alone setup, the participant was simply left alone in a room with access to leisure materials. The play setup was a control setup that involved access to leisure materials. The experimenter was always present and gave noncontingent attention on a fixed-time 30-s schedule. There were no instructions given to the participant and SIB or aggression was ignored. For Phase 2, the same reinforcements present in Phase 1 were used. For the baseline experimental sessions lasted 10 minutes each with reinforcers delivered on a continuous schedule.. For noncontingent reinforcement sessions, fixed-time schedules were applied and SIB or aggression was ignored. Schedule thinning and terminal schedules for each participant was utilized. Extinction sessions or post-noncontingent reinforcement sessions lasted 20 minutes after every noncontingent reinforcement session; conditions were similar to that at baseline except that no reinforcers were delivered. Results The results of Phase 1 of the study showed that all three participants engagement in SIB and aggression were due to social-positive reinforcement. The male participant’s problem behavior occurred most frequently during the tangible setup while the two female participants’ problem behavior occurred most frequently during the attention setup. For Phase 2, it was seen that noncontingent reinforcement sessions automatic declines in the rate of problem behavior of the participants. The investigation showed that the mechanism, whether satiation or extinction, of noncontingent reinforcements may be different across individuals and that these may also change during the period of the treatment. This was evidenced by the different reactions of the three participants to thick and thin fixed-time schedules where the male exhibited satiation during thin noncontingent reinforcement schedules and one of the female participants exhibited extinction during the dense noncontingent reinforcement schedules. Contributions One of the main contributions of the study is in the finding that thin noncontingent reinforcement schedules could produce satiation. This was an unexpected finding and was inconsistent with previous investigations that showed thick noncontingent reinforcement schedules to be the ones that produce satiation effects. The understanding that reaction to noncontingent reinforcements may be idiosyncratic across individuals implies that the mechanisms behind reactions to noncontingent reinforecements can be arrived at through observations similar to that conducted for the study. This will have numerous applications in the medical field. If dense schedules of noncontingent reinforcement schedules can produce satiation effects, as stated by the results of the study, there might no longer be any need for extinction sessions to take place. Also, if extinction plays a greater role than satiation in behavior suppression during noncontingent reinforcement, individuals applying the treatment should be made aware that there is a possibility of an increase in responses to occur temporarily during the transition. The findings and methodology of the study can also be extended to include other behavior-reduction techniques and not just noncontingent reinforcement. Limitations The study had several limitations. Pinpointing the true mechanism behind behavior suppression was indirect because the schedules used contained an extinction component. The analysis of the findings were also dependent on expected response patterns caused by satiation versus extinction, which could be caused by other factors. Also, the intervals for the extinction sessions were chosen arbitrarily and were not based on empirical data. Longer and shorter intervals might have led to different results. Also, the differences in the results of all three participants caused a limitation in the conclusions that could be drawn regarding satiation, extinction, behavior suppression, and noncontingent reinforcement. Deprivation and Satiation Pierce, Epling, and Boer (1986) also conducted an investigation to better understand the effects of satiation and deprivation on behavior. The main goal of the study was to assess the reinforcement power of food for wheel running when rats were deprived and also for when rats were satiated. The entire study was thus divided into two experiments: Expirement 1 which involved deprivation and Experiment 2 which involved satiation. Participants and Setting The subjects for Experiment 1 were 5 female and 4 male Sprague-Dawley rats. Upon the initiation of the experiment, the rats were all 50 days old. For Experiment 2, 4 male Sprague-Dawley rats, all of which were 45 days old were used. The dietary needs of the rats, nutrition and water, were always kept available in the cages where the rats were placed when they weren’t in the experimentation set-up. The rats cages which were kept under continuous light and temperature conditions. The room in which the cages were located was always at approximately 20 degrees Celsius. Experiment 1 took place in a room with a running wheel (Wahmann Co. ) with a solenoid-operated brake. The equipment used by the experimenters for programming and recording the rats activities on the wheel were placed in a separate room. Expeiment 2 employed 2 running wheels (Wahmann Co. ), one that freely turned and one that was locked. Another modified activity wheel was used. This turned when a motorized metal shaft was rotated. The experiment took place in an operant-conditioning chamber with a pellet feeder, houselight and response lever. This was placed in an enclosure with a fan that provided masking noise. Control and recording apparatus were again placed in a separate room. Response Measurement The independent variables in the study were deprivation (Experiment 1) and satiation (Experiment 2). Deprivation was measured by the decrease in the rats’ body weight. Satiation, on the other hand, was measured by a decrease in frequency of the rat’s wheel running behavior. The dependent variable for Experiment 1 was the reinforcement effectiveness of wheel running for the rats. The dependent variable was measured by the highest ratio to be completed and the total number of lever presses. In Experiment 2, the dependent variable was the reinforcement effectiveness of food. The total number of presses the rats made on the food-reinforced lever measured the dependent variable. Procedures For Experiment 1, a progressive-ratio schedule was utilized to determine the potency of wheel turning as a reinforcer when the rats were either deprived or not deprived of food. A fixed number of lever presses released the solenoid-brake on the running wheel for 60-s. The fixed number of lever presses required for the release of the wheel was increased systematically until the rat stopped pressing the lever after a period of 1 hour had elapsed or until 8 hours had elapsed. For Experiment 2, three procedures were employed: progressive ratio, variable interval, and forced running. Prior to implementing the progressive ratio and the variable interval procedures, rats were placed for 19 hours in a running wheel with access to water. The experimental setup had wheels that turned while the control setup had wheels that were locked. They were also deprived of food for 20 hours. For the progressive ratio, the rats were then placed in an operant chamber where 45-mg food pellets would be released after a fixed number of level presses had been done. The required number of lever presses increased incrementally after each pellet release until 8 hours had elapsed or until the rat had stopped responding for a 1 hour duration. For the variable interval, continued lever pressing produced food pellets based ona variable interval 30-s schedule. After 60 food pellets had been dispensed, the session would be stopped. When an interreinforcement schedule went beyond 1 hour, the session was also terminated. For the forced running procedure, a motorized wheel was used to force running. The run was equivalent to 750 wheel turns and was based on the turns generated by the rats from the previous procedures. Throughout the day of forced running, the rat was deprived of food. This meant that this rat underwent 44 hours of food deprivation as opposed to the 20 hours of deprivation experienced by the other rats for Experiment 2. After the total number of turns for the forced run was completed, the rat was tested on a variable interval 30-s food reinforcement schedule through a procedure similar to the variable interval procedure. Results In Experiment 1, seven of the 9 rats were recorded to spend less time in the experimental setup when they were at 100% of their body weight as opposed to when they were at 75% of their body weight. Higher ratios of lever pressing were also sustained when the rats were food deprived. The rats responses increased as deprivation became more severe. However, at the most severe deprivation levels, responses decreased. This suggested an inverted-U function between deprivation and reinforcement effectiveness of wheel running. In Experiment 2, fewer lever presses were made during the progressive ratio schedule. The number of food-reinforced lever presses and the accomplished ratios were smaller when the rats had been allowed to run on the wheel as opposed to when they were not. Responding also occurred less frequently during the variable interval schedule. Rats that been placed in the locked wheels showed equivalent responses to those that had simply been placed in the home cage. This showed that food reinforcement was not affected by mere placement in a wheel. Those that had been placed in the open wheel, however, showed a significant decrease in lever pressing upon introduction of the variable interval 30-s schedule of reinforcement. The rat placed in the forced running procedure was shown to have almost twice the number of lever presses as the other rats. This may have been due to the fact that it was subject to 44 hours of food deprivation while the other rats were only placed under 20 hours of food deprivation. Lever pressing for the forced running procedure was reduced from 39. 6 responses per minute to 3. 6 responses per minute. This is a significant decrease in local response rate. Contributions The contributions of the investigation is in its finding that food deprivation increases reinforcement effectiveness of wheel running and that satiation decreases the reinforcement effectiveness of food. A major contribution of the findings is in the fact that forced running more effectively decreases the effectiveness of food reinforcement. The study was the first to attain scientific measurements and numerical values to back up these claims regarding the operation of deprivation and satiation. Further research regarding the effects of deprivation and satiation on reinforcing properties of certain activities and substances will be encouraged by the success of the findings of the Pierce et al. (1986) study. The limitations of the study include the possibility of warm up effects in the rats. The differences between closed and open wheel setups were also exaggerated with the progress of the sessions because of the long intervals that began to crop up in between responses. Comparison between sessions and procedures was then made more difficult. Also the rats used for the experiment were sedentary and this might have caused their responses to be exaggerated. In a population that had free access to wheel running, the same treatment might not have the same effects. It is clear that satiation played an important role in both the basic investigation as well as the applied investigation. In both investigations, satiation was studied in contrast to another behavioral principle; extinction for the applied investigation and deprivation for the basic investigation. One distinct difference between the two investigations is in the fact that in the applied research, satiation was expected to lead to an increase in the desired behavior or response. In the basic research, however, satiation was expected to lead to a decrease in the desired response. This difference shows the dynamic nature of satiation in the behavioral processes of an organism. In the basic research, satiation was able to show that two behavioral principles can have effects on one event while successfully altering reinforcement effectiveness of another event. In the case of the experiment deprivation-satiation operations with respect to wheel running altered the reinforcing properties of food. Deprivation-satiation operations also altered the reinforcement effectiveness of wheel running with regard to food. That is that satiation is able to work with another behavioral principle reciprocally. In the applied research, the mechanism of satiation was similar to that of extinction. It was a question of which principle could more effectively bring about the desired response and behavior. It is clear, then, that satiation or the organism’s tendency to feel full or to have enough of a given activity or substance has multi-faceted qualities. Achievement of satiation can result in a decrease in certain behavior and an increase in others. Also, it may interact with other behavioral principles reciprocally or take the same mechanism of others. How to cite Satiation, Papers