Understanding Surveys and Samples Essay Example | Topics and Well Written Essays - 750 words

Understanding Surveys and Samples - Essay Example a hypothesis as â€Å"a tentative explanation of the research problem, a possible outcome of the research, or an educated guess about the research outcome† (Hatch, 2002). Thus, a hypothesis is a temporary prediction about the nature of the relationship that exits between two or more variables. The study has developed the following two hypotheses that take both the null and alternative approach. The analysis of two or more variables together makes it important for the researcher to point out the relationship between the two variables involved in the study. Two variables are independent if a change in one does not consequently cause a change in the other. In the case that one of the variables causes a change in the other then the first variables is known as an independent variable and the latter a dependent variable (Sharp, Peters, & Howard, 2002). In the two questions identified above, domestic violence in the first question is the independent variable while psychological consequences are the dependent variable. In the second question, the independent variable is psychological problems while the dependent variable is the normal development. The following definitions will act as operational definitions for the following variables used in the study. These are based on the various understandings by different scholars on the meaning of the terms and how they are used in day to day interactions. Domestic violence will be taken to mean developed pattern of assaultive and coercive behavior which could take the form of physical, psychological, emotional or economic coercion that is seen to occur between a couple (Champion, 2000). This definition will thus focus on the family where children exist and not any other adult relationship. The definition will only consider what the children can see happen in the family and not what they are not able to observe. Psychological problems will be taken to represent patterns of behavior or psychological symptoms that have an effect

Understanding & Managing Organisations Essay Example | Topics and Well Written Essays - 3000 words

Understanding & Managing Organisations - Essay Example Understanding and Managing Organisations As such, human resource (HR) has to find means wherein the management of people becomes the foundation for the success of the organisation (Boxall & Purcell 2003). In this regard, this study will look into HRM, its meaning and functions and on how strategic HRM becomes an essential development in the field. From this perspective, the study will focus on five aspects of HRM, namely, resourcing, employee engagement, job design, employee development and leadership. This is undertaken with the purpose of gaining more insight and better understanding of HRM. The paper will be having the following structure. The first section will deal with the nature of HRM. This will provide the framework in which the five related functions of HRM are appreciated. The second part will deal with some questions pertinent to the five aspects of HRM, which is the focus of the study. This is essential as it affords a way wherein some concerns relevant to these five functions may be clarified. Finally, the thi rd part will be the conclusion. In the end, it is the aim of the writer to be able to produce a clearer vision of the relationship between organisational behaviour and HRM. HRM: Its Nature and Definition Before, HRM has been concerned with administrative functions in people management. However, with developments in technology, HRM administrative functions are no longer its main concern, but it is now focused on coming up with strategies that position the right staff in the right job at the appropriate time and carrying out task effectively. (Lawler & Morhman 2003). As such, human resource management is â€Å"strategic and coherent approach to the management of an organization’s most valued assets – the people working there who individually and collectively contribute to the achievement of its objectives† (Armstrong 2006, p 2). Observable in the definition is the notion that people are considered to be as the â€Å"most valued assets of the organisation†, this position breaks from the traditional perception that employees are deemed as costs rather than assets. This is a significant condition because there are some who are claiming that there is a difference between HRM and human capital management (HCM) and that the main difference between the two is the actual practise (Armstrong 2006). It is contended that HRM also sees personnel as assets, however, since they have several concerns, only a few of HR people admits in implementing the philosophy and belief system underlying HCM (Armstrong 2006). On the other HCM uses measurable data to come up with policies, strategies and programmes that will help the management develop the right training, learning and opportunities that will further improve the employees. Nonetheless, although the discourse regarding the difference between HRM and HCM is continuing, what is necessary is that HRM and HCM may be combined in order to with better HR policies, strategies and programmes that best suit t he needs and goals of both employees and the organisation. With people as valuable assets as its ethos, HR works within a system wherein there is a clear HR philosophy that serves as a guide to managing people. It also has to have clear HR strategies that will lead HRM to its goals and vision. Likewise, it has to have HR policies that will set as the standard in addressing HR concerns while HR procedures are necessary concrete methods or processes adopted by the organisation as it implements HR policies. At the same time, there are