The Corporate Ethics of Sears, Roebuck Co. - Free Essay Example

Sample details Pages: 2 Words: 472 Downloads: 5 Date added: 2017/09/14 Category Advertising Essay Did you like this example? Running Head: THE CORPORATE ETHICS OF SEARS, ROEBUCK CO. The Corporate Ethics of Sears, Roebuck Co. Julia Sanchez Los Angeles Times Article Collections THE CORPORATE ETHICS OF SEARS, ROEBUCK CO. Abstract The Los Angeles Times collective article contains information about the 1992 Sears Automotive Services (Sears) and how their corporate ethical standards reduced the trust of millions of consumers. In 1992, many consumers complain about Sears’s ethics overcharging auto repairs by $200 or more for services the customer did not ask for nor needed. The Consumer Affairs department received numerous customers’ calling and complaining that they launched an investigation in California. Mr. Greg Rossiter, who was the spokesman for Sears, Roebuck Co. noted that a media broadcast would be announce throughout the state and quoted, â€Å"will note that if there were honest mistakes made, we will resolve them. The published article does not get into specific details about why it actually happened in the first place. Keyword: Ethics – standards of moral behavior that is accepted by society. Don’t waste time! Our writers will create an original "The Corporate Ethics of Sears, Roebuck Co." essay for you Create order THE CORPORATE ETHICS OF SEARS, ROEBUCK CO. Mr. Larry Lowery, a senior vice president for Booz, Allen and Hamilton, a Chicago based consulting firm stated, â€Å"It’s like certain crimes – it’s a hard tarnish to get ride of†. Sears had to make 28 million apologies for the one error they made and take time to be responsible to their loyal customers. Many years of Sears’s customers, many years of dedicated work to keep customers, why then did they not make that little ethical code check nd all would have been business as usual? Sears decided that they would run an advertising campaign explaining what happened and how they felt they were honest mistakes from the automotive services. Many businesses and consumers were not convinced that Sears could take on this advertising campaign and pull through. Too many consumers were convinced that the damaged was already done and that it was, â€Å"Obviously, its going to undermine that confidence they spent yea rs building up†, as stated by Mr. Edward A. Weller, an analyst with Montgomery Securities in San Francisco. George White and Andrea Maier (times staff writers)(1992), article was short but to the point. There are not many articles on the Sears 1992 Automotive experience. Maybe because this huge industry wan https://articles. latimes. com/1992-06-13/business/fi-123_1_auto-repair-centers https://www. brainmass. com/homework-help/business/business-analysis/176748 In June 1992, the California Department of Consumer Affairs accused Sears, Roebuck, and Co. f violating the states Auto Repair Act and sought to revoke the licenses of all Searss auto centers in California. The allegation resulted from an increasing number of consumer complaints and an undercover investigation of brake repairs. Other states quickly followed suit. Essentially, the charges alleged that Sears Auto Centers had been systematically misleading customers and charging them for unnecessary repairs. The California investigation attributed the problems to Sears

Informative Essay About Anime - 1642 Words

Anime, is a term that is used to represent Japanese animation (Lamarre 1). It is a combination of both form of content and form of expression. However, there seems to be more emphasis on form of content rather than expression when discussing anime. Form of content includes the genre, story and narrative while form of expression includes the animation and the style. Form of content can be described as what the audience is being shown and the message that is conveyed. On the other hand, form of expression emphasizes how the animation is shown and as a means for the animation to be shown. In this paper, the first episode of the television anime series Pretty Guardian Sailor Moon (also known as BishÃ… jo Senshi SÄ“rÄ mÃ… «n in Japanese), will be†¦show more content†¦When Sailor Moon is being introduced, the camera is moved up gradually from Usagi’s bed to her face. The camera remains on her face until she realizes she’s late for school. Then, there is a sudde n zoom in of her alarm clock, a zoom in of Usagi, and a zoom out of her house. This emphasizes that’s late for school and she suddenly wakes up and runs down the stairs. As she runs down the stairs, a selection process is used where only her legs are shown to be moving. As she speaks to her mom, Usagi is the one moving while her mom remains still throughout most of the scene in the same position, along with the background which is still aswell. However, when she is out the door and running, the background moves along with her. This demonstrates a pull-cels technique since the single image is pulled across the background as Usagi is running towards school. There is also stillness in the background in various scenes. When Usagi is kneeling on the street and contemplating about showing her mother her test, we see people in the background. These people are still and do not move, even when she Usagi walks down the road. During these type of scenes, sound would be the carrier of in formation since the background is still. Thus, Usagi speaking is what conveys the information to us rather than the illustration. Another scene which demonstrates more movement in camera is when Usagi is home to show her mother her test. The dialogue between Usagi andShow MoreRelatedEffects of Reading Comic Books5082 Words   |  21 PagesKoreans favorite pastimes... (From the Korea Herald, March 2000). The younger generation in Taiwan is more accustomed to Hollywood movies, American and British rock stars and Japanese comic books than things Taiwanese according to a news story about teahouses and Starbucks coffee shops. (From an AP story, April 2002). Comics in eastern Asia are more than just a form of popular entertainment. MANGA (in Japan), MAN-HUO (in China), and MANHWA (in Korea) is a part of the cultural life itself. (From

Reflective experience essay on a group relations conference Free Essays

Introduction Group work conference is a form of co-operative learning, targeted on personal variations, knowledge enhancement, generic skill development (communicative, collaborative and critical thinking) and approaches. During my professional career, I have carried out a group exercise on exploring the complexities in caring for the emotional and psychological well-being of children, young people and families within the multi-disciplinary and multi-agency context. My job role as a student in social work has involved making contacts with clients (children), advising clients and families on available resources, setting up appointments, supervising contacts at the home and child care centres, assessing client needs and creating the plan together, carrying out risk assessment, attending training and court sessions, safeguarding the well-being of children and supporting them for independent living. We will write a custom essay sample on Reflective experience essay on a group relations conference or any similar topic only for you Order Now This work has allowed me to make the effective use of time for production, alongside offering control as well as responsibilities. The advantages of group work assisted me in overcoming my limitations of faster work, efficiency, understanding, communication skills, work accuracy and exposure. Throughout my practice, I have carried out different roles, particularly within the social service system. The meetings have included different professionals, predominantly from within the social care provider sectors and working with children such as psychotherapists, teachers, doctors, social workers and mental health nurses alongside a variety of social service departmental managers. This essay makes an effort in reflecting upon one of my personal experiences in a group work conference, where I planned, organised, facilitated and was actively involved in a group work. Within the first section, the essay discusses and explores experiences of working and talking with and the responsibility for the emotional and psychological well-being of children, young people and their families. My role in influencing and being influenced with the contribution of other group members will be discussed together with the group dynamics and inter-disciplinary teamwork. A wider view on the experience of the conference as a whole is made to explore issues of conflict and leadership together with theories and discussions of personal tendencies and self-behaviour within the process of group work on a shared task. A well-defined conclusion will be offered around the closure of the group together with the impact of conference on practice needs. Knowing that each of our group members possessed varied timetables and sessions, I have established a â€Å"common meeting point† for discussing the topic to be delivered in the conference. Among the three group meetings that I have organised in the library, I indicated my points on the subject, with special attention on the emotional and psychological well-being of child care. An in-depth discussion on the written facts, and selection of appropriate articles were explored in the subsequent second and third meetings. Easy and flexible ways to finish the completed work were discussed and a periodic ‘check on progress’ and the practice of developed work was explored in the final meeting. The advice and support gained from my colleagues helped me in collecting the best material needed for the conference. They provided me with confidence and an underlying ability, which cannot be possible to attain in real time. The effective accountability and adherence assisted me i n tackling the issues of competitiveness and non-satisfaction. My knowledge, subject exposure, skills, abilities and working tendencies improved and it minimised the complexities witnessed through variations in interest, emotional consequences and the political environment. My experience of group work conference influenced me to a considerable extent in improving my skills needed for presentations and group dynamics. Whilst working to deliver the group conference, I became inspired through the thoughts and ideas of others. In an eventual manner, this supported me in providing new thoughts and innovative ideas. This group conference work, aided in my consideration of issues through different sources, besides building my practical knowledge. As a consequence, I personally feel this group work conference has contributed as a method of attaining and developing skills with respect to my own connectivity and development. The whole of my group work conference was enjoyable, a method of lea rning and my best experience developed through the development of my assigned work with other group members. Through an examination of the different ways in managing ourselves, we de-escalated the complex situations in a highly successful and cost effective manner. The analytical skills, which I have learnt during my professional practice, aided me in enhancing my conceptual thinking and more significantly creativity and teamwork skills. Developing the presentation for this conference helped me in analysing the significance of schedules and time-effectiveness without any considerable compromise on quality. Throughout the group work, I have learnt how to tactically negotiate the most productive conditions for myself, work closely with my friends, take charge, introduce useful concepts and develop effective presentation. Besides, the co-operation amongst the group members enabled me to increase my learning experience with a successful achievement of desired outcomes. At each stage of the work, I became familiarised with the chosen subject, content and other conflicting issues. Though conflicts arose in our work, we had realised the minimal importance of such constraints, and moved ahead in a smoother and more effective manner. Presence of small g roups (like that which was present for this conference) allowed the quieter members to gain involvement with considerable importance given to his or her ideas and opinions. Group work allowed me to understand the functioning ways pertaining to team settings. The open nature of group work assisted me in valuing and sharing previous experiences with others, discovering my true potential, technology restructuring and waste management (Burns and Sinfield, 2008). Apart from these formal skills, my previous experiences with group work have also offered me with valuable insights. The knowledge gained from most of my group discussion sessions has allowed me to work in a team setting with different roles. My role in this group work conference influenced my team members in planning, prioritising and managing time. The open nature of classes, values of my own personal experiences, and delegation of less critical responsibilities alongside the trading and sharing of notes with fellow colleagues enabled me to exhibit how much we all have to learn from one another. My contribution to the topic of emotional and psychological well-being deciphered me with some of the phraseology and undermined my limitations. Inter-disciplinary working practice is the discipline involving the working of individuals from two or more professions functioning as a team with a common purpose, commitment, mutual respect and goals. This practice enabled us in attaining effective team work, an ability to improve the working environment, enhance mutual respect and share knowledge between different fields. However, the numerous practice based issues linked to unrealistic expectations, lack of knowledge, perceived threat, professional jealousies, and impaired autonomy can result in a variety of serious consequences (Miller and Freeman, 2001). Effective leadership skills gained through the practice sessions helped me in minimising the incidence and prevalence of team conflicts. Writing down notes, trying to be silent and careful listening on the ideas provided by others, helped me in gaining enough information to deal with the issues. The knowledge gained through the group work and professional experience helped me i n liaising with other health care professionals, attending court sessions, multi-disciplinary meetings, one to one key work sessions and advocating of beliefs. Throughout the conference, I strictly confined myself to the guidelines indicated in the social worker’s care plan and this assisted me in supervising contacts of children and home care centres. Regardless of numerous constraints witnessed in carrying out the group work, I highly value the skills and lessons learnt and would suggest the experience to anyone, who desires to expand their abilities, especially within the field of child care (Bolton, 2010). Effective planning of activities and objectives, which need to be performed at each stage, enabled me to complete the work before the deadline. I ascertained the strengths and abilities of my team members, their roles and demands for the team environment (Bolton, 2010) in a step by step manner. This soothing and relaxing experience allowed me to reach the expectations of my higher officials with a decision to consider negative as well as positive consequences (Burns and Sinfield, 2008). I thought about alternate ways of handling the group work which enabled me to retain the understanding of the importance of communication, compassion, fundamental social work practice skills and group work abilities of interacting with childre n, when they are anxious and scared. Eventually, I became more aware of my communication skills and their effectiveness, together with the ways in which I could improve. I perceive that, my contribution to the group in suggesting ideas and examples may be needed in improving myself in a conceptual and critical manner. I became more aware of my communication skills and their effectiveness, together with exploring a variety of ways for personal development. This reflection process enabled me to look within myself, gave an immense improvement of my own social work skills and patient observations as well as my delivery of care and support. In my own perspective, it can be considered as an effective exercise, which helped in understanding the ways of how to treat patients who need such care and support. For me, implementing these kinds of group work projects can enable students to increase their learning experience and participation. I think making a successful presentation necessitates an enhanced awareness on technologies, subject as well as skills (Bolton, 2010). I perceive myself to be a stronger person developing confidence. I ensure that I confront my fears and anxious feelings against certain individuals, in the defence of team members and treated individuals. An open body language, eye contact, voice tone and other abilities, as aforementioned with this paper are of much importance (Nursing and Midwifery Council, 2002). Developing such qualities has enabled me as a social care professional to enhance the feelings of care, identification, empathy and support. I feel that, genuineness when supported with an open and relaxed method of accepting client requests can enable us to work according to the best interests of patients (Cooley, 2000). Although, listening, clarification and empathy, improving the emotional and psychological well-being of patients are key counselling skills needed in delivering care, I feel that the presence of good communication skills are an invaluable asset as it minimizes the degrees of hopelessness and psychological distress (Fallowfield and Jenkins, 2009). I think it is a highly rewarding and reflecti ng incident, which enabled me to identify my self-weaknesses and turning them in to strengths. Now, I perceive myself to be a stronger person developing confidence. I ensure that I am able to confront my own fears and anxious feelings against certain individuals, in the defence of a patient (Heming and Colmer, 2003). Different frameworks related to social work practice assisted me to create outlines on the issues, which are required due consideration for future use and reference. The use of this previous experience assisted me in exploring the situation, in a much deeper way. An effort to enhance my personal and professional development skills needs to be made in the future. Use of different illustrations concerned to the experience, helped me in realising the fact that, learning and knowledge development is something which I should be pro-active in. Reflective experience assisted in structuring my thoughts and feelings in an appropriate manner with level of knowledge concerning to evidence based practice and medicine (Alexander et al., 1999). I believe this is a crucial segment to allow the group in offering a well-structured analysis with a chance of gaining experience (Burns and Sinfield, 2008). Group work, an excellent illustration for any enhancing any form of career, may continuously help me in developing my future. From my point of view, group work enables one to utilise time effectively for student production, alongside offering control as well as res ponsibility for learning practice (Carson, 2004). Furthermore, I have recognised reflection as a key tool of practice, necessary for gaining skills and abilities. The strategies and approaches developed by different scientists (such as Parkes, William, and Colmer) appeared to be highly useful in assessing the psychological impact of family member loss, even though each person reacts to the situation differently. I feel that, implementing the projects accomplished through group or team work at the university will assist everyone, in the future with an allowance of developing practical, conceptual and cognitive knowledge towards unseen horizons. It permitted me in promoting my trust and my listening and learning skills from the highly qualified staff and the review of literature. On the whole, this reflective and personal experience assisted me in enhancing my knowledge and understanding on leadership, conflict and other related issues (Alexander et al., 1999). References Alexander, M., Fawcett, N., Runciman, P. 1994, Nursing Professionals-Hospital and Home-The Adult, London: Churchill Livingstone Publishers, pp. 123-190. Assenmacher, K. 2011, Reflective Writing: A Reflection upon a Team Work Experience, London: Auflage Publishers, pp. 12-30. Bolton, G. (2010) Reflective Practice: Writing and Professional Development, London: Palgrave Macmillan Publishers, pp. 43-78. Burns, T., Sinfield, S. 2008, Essential Study Skills: The Complete Guide to Success at University, London: McGraw Hill Publishers, pp. 34-90. Carson, C. 2004, Growth and Development through group work, 3rd Edition, London: Palgrave Macmillan Publishers, pp. 12-78. Miller, C., Freeman, K. 2001, Interprofessional Practice in Health and Social Care: Challenging contexts, London: Hoffmann Publishers, pp. 23-89. How to cite Reflective experience essay on a group relations conference, Essay examples

Research Essays for Organisational Behaviour - myassignmenthelp.com

Question: Write about theResearch Essays for Organisational Behaviour for Attitudes. Answer: The study of organisational behaviour (OB) focuses on the subject of how organisational people interact within teams in a corporate environment. The approach of organisational behaviour and the theoretical concept has been implemented by the contemporary managers to influence and manage the workforce (Tong and Wang, 2011). Primarily, the theoretical concept of OB is aimed to enhance the performance output of the human resources. In the particular study, different models and theoretical concepts related to organisational behaviour have been addressed that can be applied in an organisational setting. Based on the previous literature and models, the research essay examines a number of factors determining attitudes influencing the behaviour of individual employees and groups at work. In the study, the circumstances influencing attitudes to determine the behaviours at work have been analysed. Furthermore, the role of attitude for an individual at work has been elaborated by providing theoretical concepts and arguments. By considering the OB theories of renowned authors, the study essay examines the factors determining either job satisfaction of the human resources or organisational commitment (Toga, Khayundi and Mjoli, 2014). Lastly, the essay reviews the influence of organisational commitment on the staffs associated with a firm. Evidently, to identify the employee engagement, modern managers must evaluate how much-committed employees are with their given job responsibilities. In the contemporary management status, the research area of organisational behaviour includes a number of philosophical and theoretical models influencing job performance, the attitude of the human resources determining behaviours, job satisfaction of employees, staff commitment, and promoting innovation within the human resources management. In the review of the literature, Brown (2011) suggested that attitude cannot always predict behaviours. Precisely, there are a number of circumstances that must be evaluated influencing attitudes. Most importantly, intention to act can be identified as one of the variables in which attitude can forecast behaviours. Furthermore, the strength of attitude, as well as the situational aspects, shapes evident circumstances that can help to determine behaviours using attitude. In another review, Kuba (2013) described that attitude could not be inferred from behaviour. Clearly, assumptions of human attitude cannot be used to predict behaviours. In a wor kplace, the perceived control of individuals action must be identified to determine the behaviour of an individual through attitude. In the meanwhile, organisational behaviour has concentrated on a number of subjects. The behaviour of the human resources can be evaluated under the term cause and effect of relations with managers (Toga, Khayundi and Mjoli, 2014). In general, managers of modern firms have tried to predict the effect of a decision or activity on human behaviour. In order to draw the correct behaviour of the human resources, the managers must develop systematic knowledge related to the behaviour of human resources. The theoretical concept of human relations approach will be evident in this regard. According to the concept, researchers have evaluated that significant factors of human resources can develop group norms exerting a substantial effect on the performance of workforce (Loughlin and Barling, 2011). Understandably, attitudes are important for an individual as well. Attitudes influence a persons behaviour in both positive and negative way. It is important to note that an individual may not be always aware of their attitude and the impact of attitude on behaviour (Maynard and Parfyonova, 2013). Furthermore, a person with positive attitude towards co-employees and organisation such as friendliness and contentment will create a positive environment at the workplace. The positive attitude is manifested in an individuals behaviour. The positive environment created by a person at workplace through positive attitude will influence other people around them. Moreover, a person with positive attitude will be more active towards their job and render higher level of productivity in the organisation. However, a person with negative attitude such as boredom and discontentment will create a negative environment in the organisation (Maynard and Parfyonova, 2013). An individual with negative attitude will affect others performance and lead to reduced effectivene ss and efficiency at organisation. Hence, it is important for a person to understand self attitude and maintain positive attitude at workplace to influence the efficiency and productivity of the workforce. On the other hand, attitude is a key factor that influenced a persons behaviour that further manipulates job satisfaction and organisation commitment. Apparently, the study of the factors determining job satisfaction and organisational commitment must be discussed to identify the impact of the same on organisational behaviours. In the meantime, there are a number of factors affecting the job satisfaction of the employees promoting employee engagement at the highest order. Sasser and Sorensen (2016) identified some of the factors determining job satisfaction of human resources increasing productivity and performance. First and foremost, working conditions under which an employee spend substantial time can be termed as the leading factor to enhance job satisfaction. A favourable working environment including modern facilities and communication set up can efficiently deliver job satisfaction. On the other hand, monetary compensation and career develop opportunity provided by a company can increase the standard of job satisfaction among corporate employees. For instance, employees will be highly satisfied with the job if there is scope for career development. Every employee wants higher compensation by proving their worth towards the management. Hence, organisations must encourage staff members to attain new skills to accomplish the career objectives and goals (Passarelli, 2010). Thus, advancement opportunity in a job can deliver job satisfaction to the human resources. Notably, heavy workload and stress can create adverse effect on employees. Even dedicated employees can find it difficult to handle excess workload contributing towards lower job satisfaction. Meanwhile, attitude of the supervisor and managers can be considered as other factor influencing job satisfaction as well (Sasser and Sorensen, 2016). When employees receive applause and recognition for a job, ability and satisfaction level of the employees are increased. Effectively, a satisfied workforce can reduce the employee turnover rate as employees want to stick to the existing companies for a long time. According to Zheng, Sharan and Wei (2010), the success of an organisation is determined by the performance of the staffs. Furthermore, the performance of the staff highly depends upon their commitment towards the organisation. There are several factors that influence organisational commitment of the employees. For instance, job satisfaction, organisation climate and leadership style are the key factors that makes the employees committed towards the organisation. It is the role of the managers to ensure, implement and monitor the factors the factors that influence organisational commitment (Melhem, 2004). Employees with higher organisational commitment will render better performance and productivity. The managers must play the role of a leader in order to check the working conditions, workplace environment, compensation packages, job security, promotion opportunity, and relationship with and among employees to enhance job satisfaction of the staffs (Einolander, 2016). In order to develop a better working environment, the managers must observe the behaviour of their subordinates. For instance, it is important for the managers to understand what the staffs think about their work and how do the employees performance in the job. Additionally, the managers need to maintain good relationship with the workers to understand their needs (Passarelli, 2010). A proper understanding of the staffs commitment towards the organisation helps the managers to in develop the workplace conditions and apply different techniques to improve employee motivation and satisfaction. Furthermore, the managers can make use of the motivational theories such as Maslows Hierarchy of Needs, Hertzbergs Two Factor theory and other theories to motivate the employees and increase their commitment towards the organisation (Herminingsih, 2017). Hence, it is important for the managers to take care about how committed their staffs are in order to maintain a better workplace environment and improve organisational performance. On the basis of the above analysis, certain recommendations are made for the managers to improve organisation behaviour in order to enhance the productivity of the workforce. It is important to note that in all circumstances, attitude do not represent the behaviour of a person. Attitude is just one of the factors that influence the behaviour of the employees. Hence, it is recommended to the managers to develop systematic knowledge related to the behaviour of the human resources in order to manage the workers effectively and develop a positive environment at workplace. However, the attitude of a person is an essential factor that influences his or her behaviour. Therefore, it is recommended to the manager to maintain positive attitude at workplace in order to influence the behaviour of other employees. Furthermore, it is important for the managers to have proper knowledge of the factors that determines either job satisfaction and organisation commitment to increase the productivity an d performance of the employees. Application of knowledge in the real life scenario can be helpful for the managers to motivate the employees and increase their job satisfaction level. With higher level of satisfaction, the organisational commitment becomes strong that enhances the performance of the workforce. Finally, the managers must take care of the commitment level of the staffs towards the organisation. By applying various motivational theories, the managers can get aware of the employees needs and develop the workplace environment to increase their job satisfaction. Conclusively, the application of the Organisational Behaviour theory in real life scenario can be helpful to maintain corporate culture at workplace and influence the employees to give their best in the job. References Brown, I. (2011). Privacy Attitudes, Incentives and Behaviours.SSRN Electronic Journal. Einolander, J. (2016). Organizational Commitment and Engagement in Two Finnish Energy Sector Organizations. Human Factors and Ergonomics in Manufacturing Service Industries, 26(3), pp.408-423. Herminingsih, A. (2017). The Influence of the Organizational Justice and Trust to the Leaders on Employee Engagement with Job Satisfaction as Intervening Variable.Archives of Business Research, 5(2). Kuba, Y. (2013). Congruence and incongruence as human attitudes.Person-Centered Experiential Psychotherapies, 12(3), pp.200-208. Loughlin, C. and Barling, J. (2011). Young workers' work values, attitudes, and behaviours.Journal of Occupational and Organizational Psychology, 74(4), pp.543-558. Maynard, D. and Parfyonova, N. (2013). Perceived overqualification and withdrawal behaviours: Examining the roles of job attitudes and work values.Journal of Occupational and Organizational Psychology, 86(3), pp.435-455. Melhem, Y. (2004). The antecedents of customer?contact employees empowerment.Employee Relations, 26(1), pp.72-93. Passarelli, G. (2010). Employees skills and Organisational Commitment.International Business Research, 4(1). Sasser, M. and Sorensen, O. (2016). Doing a Good Job-the Effect of Primary Task Quality on Well-Being and Job Satisfaction.Human Factors and Ergonomics in Manufacturing Service Industries, 26(3), pp.323-336. Toga, R., Khayundi, D. and Mjoli, T. (2014). The Impact of Organisational Commitment and Demographic Variables on Organisational Citizenship Behaviour.Mediterranean Journal of Social Sciences. Tong, J. and Wang, L. (2011). Work Locus of Control and its Relationship to Stress Perception, Related Affections, Attitudes and Behaviours from a Domain-specific Perspective.Stress and Health, 28(3), pp.202-210. Zheng W., Sharan K. and Wei J. (2010). New Development of Organizational Commitment: A Critical Review (1960-2009). African Journal of Business Management. 4(1), pp.12-20.