MBA Management course -'Business in Society' Essay

MBA Management course - 'Business in Society' - Essay Example eading companies of the world are presently growing their supportability activities to concentrate on responsibility and limit hazards by expanding gauge desires for financial specialists and guaranteeing their systems are in accordance with the speculation communitys goals. This would show corporate duty towards the financial specialists and investors who eventually will bolster the companys versatile maintainability endeavors.1 At IKEA, we have consistently trusted in coordinating maintainability techniques to help our workplace through materiality and activities based activities. We have been in front of our rivals in manageability activities. A portion of our striking undertakings during 2006 had been making home outfitting items alright for ecological impacts; support for capable ranger service dependent on set up prerequisites for wood providers; support for maintainable cotton creation; and worthy working conditions. In 2007 we have presented IWAY (IKEA Way on Purchasing Home Furnishing Products) which urge shoppers to assist us with accomplishing manageability objectives. Our present activities incorporate progressing in the direction of decrease of youngster work, commitment towards atmosphere sway; and going towards sustainable power source by supporting reasonable vehicle; and working with networks towards sustainability.2 These viewpoints exhibit that however, a profoundly earth cognizant organiza tion, IKEA’s systems in the past has been centered around material and tasks only. For the future, we have to grow increasingly tough methodologies which Tomorrows Value report shows as, financial specialists viewpoints of supportability. At IKEA, we have just had the option to accomplish this through discoursed with associations, providers, organizations and related associations. So far IKEA has had the option to build up a procedure for supportability and components for observing it.3 We have to tailor our maintainability techniques to line up with tomorrow’s qualities and manageability to expand advertise openings.

Developmental Receptive Language Disorder free essay sample

Responsive Language Disorders. ) The youngster may have issues recalling what request the words were stated, messing up comprehending what the individual conversing with them just said. (blended responsive expressive language issue. ) This can make them not comprehend what certain words mean or the best possible sentence structure. (Victorian Government) There can be numerous indications to Developmental Receptive Language Disorder. The youngster can persistently continue approaching similar inquiries or getting a handle on for the correct word, utilizing words mistakenly in a sentence, not utilizing legitimate sentence structure, depending on short sentences, not utilizing sentences at all simply utilizing short expressions for everything, not getting their unmistakable point over, not have the option to hold a discussion, rehash or retell a story or hand-off data. (Open Language Disorders. ) There is various approaches to be determined to have this issue. Most importantly, there is the conference test (by an audiologist). This will test the conference to ensure the issue would not be identified with hearing issues. We will compose a custom paper test on Formative Receptive Language Disorder or on the other hand any comparable theme explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page It additionally tests the childs capacity to focus on sounds and language (sound-related handling appraisal). (Wacyk and Zundel) Then the youngster would proceed onward to a discourse pathologist to test their appreciation aptitudes. The outcomes will contrast the childs ability level with the normal aptitude level for the childs age. The youngster would likewise be seen in an assortment of settings to perceive how they collaborate in better places with a wide scope of individuals. (Wacyk and Zundel) The kid would likewise experience a dream test to ensure vision would not be the issue. A neuropsychologist may likewise be important to check for any related intellectual issues. (blended open expressive language issue. ) This issue commonly appears at an early age; before 4 years of age. (Victorian Government) It is ordinarily at first perceived when the kid begins talking. (Victorian Government) The confusion can be hereditarily gone down through qualities to the youngster. (blended responsive expressive language issue. ) This issue can likewise be welcomed on sometime down the road by something, for example, a fender bender causing cerebrum harm.

Quotes by American Psychologist B. F. Skinner

Quotes by American Psychologist B. F. Skinner History and Biographies Print Famous Quotes From American Psychologist B.F. Skinner The Father of Operant Conditioning By Kendra Cherry facebook twitter Kendra Cherry, MS, is an author, educational consultant, and speaker focused on helping students learn about psychology. Learn about our editorial policy Kendra Cherry Updated on June 27, 2018 New York Times Co./Getty Images More in Psychology History and Biographies Psychotherapy Basics Student Resources Theories Phobias Emotions Sleep and Dreaming B. F. Skinner was an American psychologist best-known for his important contributions to the area known as behaviorism. His research on operant conditioning and schedules of reinforcement remain essential today, and these techniques are still used within psychology, education, animal training and other areas After earning his undergraduate degree in English literature he originally set out to become a novelist, which is perhaps why he was such a highly prolific writer. After turning to psychology, he authored more than 200 articles and a number of books including Walden Two and Beyond Freedom and Dignity. The following are just a few of the quotes from his publications. From Walden Two Society attacks early  when the individual is helpless. Some of us learn control  more or less by accident. The rest of us go all our lives not even understanding how it is possible, and blaming our failure on being born the wrong way. Fame is also won at the expense of others. Even the well-deserved honors of the scientist or man of learning are unfair to many persons of equal achievements who get none. When one man gets a place in the sun, the others are put in a denser shade. From the point of view of the whole group theres no gain whatsoever, and perhaps a loss. The mob rushes in where individuals fear to tread. From Science and Human Behavior The only way to tell whether a given event is reinforcing to a given organism under given conditions is to make a direct test. We observe the frequency of a selected response, then make an event contingent upon it and observe any change in frequency. If there is a change, we classify the event as reinforcing to the organism under the existing conditions. The strengthening of behavior which results from reinforcement is appropriately called conditioning. In operant conditioning, we strengthen an operant in the sense of making a response more probable or, in actual fact, more frequent. From Beyond Freedom and Dignity We admire people to the extent that we cannot explain what they do, and the word admire then means marvel at. A failure is not always a mistake, it may simply be the best one can do under the circumstances. The real mistake is to stop trying. In the traditional view, a person is free. He is autonomous in the sense that his behavior is uncaused. He can, therefore, be held responsible for what he does and justly punished if he offends. That view, together with its associated practices, must be re-examined when a scientific analysis reveals unsuspected controlling relations between behavior and environment. From Other Publications Rituals are superstitions; they are adventitiously reinforced. The more conspicuous and stereotyped the behavior upon which the reinforcer is accidentally contingent, the greater the effect. We shouldnt teach great books; we should teach a love of reading. Knowing the contents of a few works of literature is a trivial achievement. Being inclined to go on reading is a great achievement. Education is what survives when what has been learned has been forgotten. Any stimulus present when an operant is reinforced acquires control in the sense that the rate will be higher when it is present. Such a stimulus does not act as a goad; it does not elicit the response in the sense of forcing it to occur. It is simply an essential aspect of the occasion upon which a response is made and reinforced. The difference is made clear by calling it a discriminative stimulus. You can learn more about B. F. Skinner by reading this brief biography of his life, exploring his theory of operant conditioning, and taking a closer look at his schedules of reinforcement.

How to Approach a Personal Essay on Death

Death is, certainly, a rather unusual topic to be addressed in a personal essay – in modern society it is generally considered to be one of the taboo topics which are not supposed to be discussed by polite people. At least, it is considered to be a topic which is almost certain to make most people uncomfortable, and educational institutions tend to avoid such situations lest they become targets of criticism. If, however, you stumble upon the necessity to write a personal essay on death, or due to some reason you choose to write one on your own when given a choice of topic, there are a few things you should take into account before you start working. First of all, remember that death is an extremely sensitive and delicate topic. There are almost no taboo topics today, but this one certainly looks like a one of the few that remain in this position. Modern western culture embraces life, yet every human knows that one day he is going to die, as well as all those he knows and loves. It is a frightening thought for most people, but it can be made bearable if one pushes this prospect into some unspecified future. To mention death is to remind about its inevitability. That is why you should approach the matter carefully, making sure you are not going to insult or make anybody uncomfortable. Death as a topic gives you a lot of opportunities to produce strong and lasting impression, but your handling of the theme should be, above all, tasteful. Nevertheless, you should always remember that the main distinctive feature of a personal essay as a genre of writing is, obviously, its personal nature. You are not only allowed, you are expected to provide your own opinion, your own examples, your own experience in this piece of writing. Repeating some humdrum statements like â€Å"Death is a very difficult issue† or â€Å"Everybody looks at death differently† isn’t enough. Personal essays are called this way for a reason – and if you have to write one about death it, most likely, means that those who have given you this task want to see how well you can work when given such a disturbing, unpleasant, greatly intimate topic. Writing a personal essay presupposes the use of examples. As all people encounter death at some point of their life, be it death of a loved one, of a friend, relative, an acquaintance or a pet, it at the same time simplifies the matter and makes it more difficult. Don’t be afraid to write what you really think: the people who have given you the task expect to hear something original, unique from you.

Obesity Is A Major Problem - 1234 Words

Over the past four decades, the rate of obesity in America has been on the increasing end; two out of three Americans are either obese or overweight. The obesity epidemic has become a major problem in the United States which caused many serious effects on individual and society. It is an indiscriminate problem that negatively affect everyone from adults to children; which is a significant threat to the health of humanity that needs to be eliminated. First, we need to know what obesity is. According to Oxford Dictionary, Obesity is â€Å"The condition of being grossly fat or overweight† (â€Å"Definition of Obesity in English†). Obesity is a condition of excessive fat accumulation and unusual in a region of the body or the whole body†¦show more content†¦Other opinions are parents should not be blamed on the childhood obesity because the kid doesn’t eat only at home but also at school. Kids go out with their friends to eat at restaurants and fast food pla ces a lot so that could be another factor for obesity. Obesity is an individual’s free choice so it is the person’s responsibility for getting obese. Besides, Happy Meals make kids happy. Fast food sales are good for the economy. Processed foods give people more energy than fresh foods because it contains more carbohydrates. Fast food also saves time for people that are busy and doesn’t have time to get in the kitchen and cook. There are many factors that lead to obesity; most of them come from our daily habit and environmental factors. One chief cause of the main causes of obesity is America s unhealthy diet; the meal we eat everyday contains too many cheese, sugar, and meat; and we don’t have enough fruits and vegetables. The documentary Supersize Me mentioned of today s diet of mostly every US citizen; due to today’s busy life, many people and households choose fast food instead of making home meals. Fast food is also usually cheaper â€Å"Mo re food, less money†, but it will cause a disastrous consequence on people’s health. America’s eating habit is bad; but unfortunately, it isn’t easy to eat completely healthy since fresh food cost a lot more than fast food, and people nowadays get too busy to cook home meals. It is also

McDonald’s in British Free Essays

The UK is the largest European market for fast-food, probably because the market is more developed than in other European countries. McDonald’s first British unit opened in Woolwich, London, in 1974. Its growth from the first restaurant was dramatic. We will write a custom essay sample on McDonald’s in British or any similar topic only for you Order Now At the end of 1999, it had over 1,000 outlets in the UK, of which 302 were run by franchisees. McDonald’s employed over 48,000 people; a further 16,500 worked in its franchises. The total sales from both its company owned restaurants and its franchised outlets reached  £400 million and it catered for 2.5 million people a day. By the end of the twentieth century, McDonald’s logo was no longer confined to the high streets but extended to leisure centres and retail parks as well as airports and cross-Channel ferries. McDonald’s has gone beyond this by opening its own motorway service station called McDonald’s Services which it opened on the M5 in Devon in 1999. In February 2001 McDonald’s bought a 33 per cent stake in Prà ªt à   Manger. McDonald’s dominates the chained fast-food sector both in terms of company and brand terms, taking a share, by value, of 52 per cent n 1999. Together McDonald’s and Burger King had 73 per cent of the market in 1999. In a busy world where one does not even have time to change out of his work clothes to spend â€Å"quality† time with his or her daughter, McDonald’s is there to help. The food is necessary to have the fun and companionship, but what the food consists of is irrelevant. Love (1995) points out that as McDonald’s started to expand in the late 1960s it realized that to cultivate a national mass market, it needed to develop a media campaign that focused on the family rather than the product and price. When McDonald’s returned to their complete American menu, altered their buildings to be more similar to their American architecture, and modified their ad campaigns to â€Å"food, folks, and fun,† – the myths of hard work and leisure, Americana and American culture and consensus – did their work. In Britain the McDonald’s ads proclaimed,   â€Å"The United Tastes of America.† In the UK, adverts were aimed in the middle of the biggest market, the family segment. If children wanted to have fun at McDonald’s, their parents would take them, and they would be McDonald’s customers for life. From my perspective, the McDonald’s success is based upon its ability to tell a story, a story that does not make sense from a logical perspective but rather from an aesthetic one. The story has coherence and fidelity and helps one solve his or her problem through the purchase and possession of commodities. McDonald’s is successful not through the components of a rational system that includes efficiency, calculability, predictability, and control, but through its advertising campaign that hails each of us to come in and buy its product of â€Å"food, folks, and fun,† to come in and fulfil our American dream. Although most Americans would not consider McDonald’s to make the â€Å"best† hamburger in their home towns, McDonald’s is hugely successful on an international basis. One does not go to McDonald’s expecting the best hamburger in town. One goes to McDonald’s expecting the image. McDonald’s success is due to their creation of a narrative that is not necessarily true but rather provides us with a sense of personal identity, a sense of community life, a basis for conduct, and explanations of that which cannot be known. Labour shortages encourage fast-food employers to alter their work systems in ways that minimize the demand for labour through reorganization or technological change. Subway Sandwiches supplies franchisees with pre-portioned sandwich ingredients from centralized food preparation plants; McDonald’s has experimented with robotic french fry makers, automated touch-screen ordering machines, and automatic electronic payment systems for cashless drive-through service. McDonald’s also expects its new â€Å"Made for You† food preparation system to reduce employee turnover and provide some labour savings. Before the imposition of the minimum wage McDonald’s employees worked in the regions under 18 started on  £3.25 per hour and those over 18 started on  £3.50 per hour. In the UK McDonald’s has three separate pay ‘scales’ for inner London, outer London and the provinces and it has both under-18 and over-18 starting rates. In fact McDonald’s increased its UK pay rates again by a flat rate of 10 pence on 28 March 1999 to bring the over-18 starting rate to  £3.60 outside London. Something like 70 per cent of McDonald’s UK employees are under 21, and approximately 30 per cent are under 18. In October 1999 McDonald’s was the last of the leading fast-food chains to remove the youth rate for under 18s. In 2000 McDonald’s increased its minimum rate outside London to  £3.75, once again probably in response to the small increase in the minimum wage for that year of  £3.70. Figures from IDS (2001) suggest that McDonald’s does not pay the lowest wages in the sector: it actually appears somewhere in the middle compared with other companies. However, its dominance in the market place undoubtedly has a constraining effect on wages amongst its competitors. The evidence at the McLibel trial also confirms this. Vidal (1997:312) states that the judge commented that: â€Å"the British McDonald’s operation pays low wages and it depresses wages for other workers in the industry.† Of course McDonald’s has been increasingly involved in the acquisition of other companies in recent years. In the UK the purchase of the Aroma coffee chain and more recently Prà ªt à   Manger may signal a new corporate strategy. In any case the relatively small number of restaurants in Europe compared with that in the US suggests that the European market is likely to experience a lot more expansion in future, although McDonald’s is already the market leader in the UK. The UK McDonald’s is, as in many other countries, expanding rapidly and becoming an increasingly important feature of modern employment. Although the majority of outlets in the sector are independent operations, it is the chain operations often owned by large multinationals which are the most profitable and which are driving growth. It is a highly competitive industry and labour costs are a large percentage of the overall costs of the business. It is hardly surprising therefore that there is likely to be a continual and persistent downward pressure on wages and conditions in this sector. Bibliography IDS. 2001, â€Å"The national minimum wage in pubs and restaurants†, Incomes Data Services, March: 1-8. Love J. F. 1995, McDonald’s: Behind the arches. New York: Bantam. Vidal, J. 1997, McLibel: Burger Culture on Trial, London: Macmillan.    How to cite McDonald’s in British, Essay examples

Vibe Company for Public Relations Department- myassignmenthelp

Question: Discuss about theVibe Company for Public Relations Department. Answer: Introduction Sam Nguyen, the owner of Vibe Company, derives a sense of satisfaction when he sees his team members work, interact, and talk in the open plan office. The employees look engaged and happy with their work. Nguyen had started his company ten years ago with his two other friends. By then, he was the web designer for the company and his two other friends specialized in marketing. The progress of the company was appealing. During the ten years, Nguyen had managed to grow his workforce to 20, his customer base has expanded, and the office space had expanded to accommodate all his employees. Vibes workforce is divided into two; the marketing and public relations department, with Andrea in charge, and the web design department, with Rakesh in charge. The two teams, however, are independent in their operations but cases of job overlap are frequently reported when conducting jobs that require a cross-team approach. Problem identification Things were moving well in the company until the day Andrea decided to resign. Sam had problems deciding who would replace her. After analyzing the capabilities of three in-house candidates, he settled for Grant, a young man with technical skills but had problems interacting with some of the staff. Julie and Sarah were not pleased with Sams decision for the obvious reasons; they felt that their exceptional marketing profession, excellent relationship skills with clients and hard-work were not recognized. During the first week of the position rearrangements, the work atmosphere at Vibes was not appealing. Grant experienced a hard time managing the company, especially due to the stubbornness portrayed by Sarah and Julie. At this moment, Sam realizes that he has to make a major decision. The decision has to be wise since he does not want to lose Sarah and Julie. Sam realizes that he had made some major mistakes which resulted to unpreparedness in the event of extremities. Equity or Expectancy Theory The theory of equity is based on motivation and argues that behaviors are influenced by equity. The Equity theorys structure is composed of four interlocking propositions. The first proposition suggests that people will endeavor to increase their outcomes in a scenario where their outcome is equivalent to their reward minus punishment. The second proposition states that people working in a group may enhance their joint reward by creating tools that enable the equitable sharing of resources, reward any team member who portrays equitable treatment to others and punishes those who promote unfairness (Hayibor, 2012, pp. 250). According to the third proposition, people who discover that they are playing a role in the promotion of injustice, they portray a level of distress that is equivalent to the in-equitability level displayed. The fourth proposition suggests that people tend to resolve equity and eliminate distress in situations where they are faced with in-equitability. On the other hand, the theory of expectancy suggests that there is a strong relationship between rewards and the output (Nasri, and Charfeddine, 2012, pp. 168). It is evident from the case study that Sam did not follow the Equity theory when making the changes in his company. Sarah and Julie, therefore, felt concerned about the manner in which the rewards were distributed. An equitable distribution requires that every individual in a group receives a reward that is equivalent to their inputs (Renko, Kroeck and Bullough, 2012, pp. 669). When Sarah and Julie realized that their efforts were not being acknowledged, they resulted in taking various actions which included lowering their efforts into the job and giving Grant a hard time. How Sam can keep Julie and Sarah motivated One of the managements most challenging duties is efficiently motivating the employees. The term motivations describe the psychological processes that trigger persistence and excitement of noncompulsory aims purposed for some objective. Sam can keep Sarah and Julie engaged and motivated in the long term by applying the Drives and Needs motivational theories. The Drive approach views motivation in the perspective of biological needs. The physiological needs, for instance, hunger, acts as the driving force which makes people act by the requirements of those needs (Deci and Ryan, 2012, pp. 101). In this case, hunger will motivate a person to look for food. The drive theory asserts that people do things to redeem the feeling of balance and comfort. The Needs theories point out some internal factors that may motivate people to fulfill their needs. Sam, therefore, needs to review these ideas and identify some of the internal factors that can be restructured to motivate Sarah and Julie. It is important for Sam no note that employees derive a feeling of dissatisfaction from lack of recognition or disapproval of efforts. A simple word of thank you means a lot to the employees. It helps to foster a positive culture in the workplace, it encourages communication, teamwork, encouragement and so on. Job design and enlargement The operational effectiveness and staff motivation at vibes can be increased through job design and enlargement. Job design entails the rearrangements at the work environment that are aimed at reducing employee alienation and job dissatisfaction arising from monotonous and repetitive tasks (Truxillo, Cadiz, Rineer, Zaniboni and Fraccaroli, 2012, pp. 350). Productivity in organizations is achieved through job design. Managers offer non-monetary rewards which include greater satisfaction (Latham, 2012, pp. 21). Job enlargement, job rotation, job simplification, and job enrichment are some of the techniques used in the process of job design (Wood, Van Veldhoven Croon and de Menezes, 2012, pp. 440). Job enlargement is a method of job design which involves the combination of various functions at the same level of business. It is also referred as the horizontal expansion of a job (Volmer, Spurk and Niessen, 2012, pp. 456). A company such as vibes, for instance, may not have a high count of promotion opportunities. Therefore, it may try to motivate its employees through the adoption of job enlargement (Petri and Govern, 2012, pp. 36). If Grant, the manager at the company, is currently performing two tasks and after job enlargement, three more activities are added, Grant will now be performing five tasks. This will increase the motivation of Grant, and he will work harder to complete his tasks. The new earnings after job enlargement also play a part in the motivation of employees. Succession plan There are some essential factors Sam should consider when creating a succession plan. A succession plan is a formal program that corresponds to the long-term strategies of a business. It needs a comprehensive understanding of the nuances and complexities of the businesss procedures and processes, and in some way combines with other strategies such as professional development, talent acquisition, and employee engagement. Pertaining the content of the plan, it entails more than just naming replacements. Instead, the talent and potential of each candidate should be critically analyzed (Gilding, Gregory and Cosson, 2015, pp. 300). There are some key factors that need to be considered when developing a succession plan. First, there is need to identify the profile of the existing leadership positions. In other words, a clear evaluation of the aspects that make the existing leaders successful should be conducted. Some of the factors to be analyzed include their strengths and leadership capa bilities, their skills, experiences, and success. Essentially, the identified profile acts as the benchmark for evaluation of potential candidates in the succession plan. The profile also serves to eliminate the bias (Griffith, 2012, pp. 900). The benchmark, however, should be revisited on a regular basis to remain cognizant and flexible of future modifications in the market, the company, and the leadership team. An annual evaluation, for instance, will enable the company to maintain a common vision of the succession plan (Durst and Wilhelm, 2012. pp. 641). A shared vision helps to expedite the plan. On the side note, it is important to point out that the potential candidates will rarely possess very requirement stated on the profile. Failure to acknowledge this may result to the inflexibility of the plan and time wastage in the process of searching for a perfect candidate (Kim, 2012, pp. 40). Other factors to consider include the gaps that will occur after promotion, the time taken to develop a leader and how the company will ensure open feedback and communication. Recommendations Being transparent helps to create a productive work environment. Sam should have been more open to Sarah and Julie on why he chose Grant over them. He ought to have made them understand that having a part-time manager would be risky to the business. Indeed, the customers would have thought that the company does not take them seriously. Also, the employees at Vibes will be motivated to work hard just to hear the words thank you coming from the manager. Offering benefits beyond the basics also plays a significant role in the motivation of the employees. Life insurance and other ancillary benefits, for instance, can make Sarah and Julie forget about the managerial position and instead work hard to get these benefits. Finally, Sam should come up with a succession plan for his company. The plan would serve to eliminate cases of bias when choosing candidates. Also, it would help him identify the best candidate for the job. Bibliography Deci, E.L. and Ryan, R.M., 2012. Motivation, personality, and development within embedded social contexts: An overview of self-determination theory. The Oxford handbook of human motivation, pp.85-107. Durst, S. and Wilhelm, S., 2012. Knowledge management and succession planning in SMEs. Journal of Knowledge Management, 16(4), pp.637-649. Gilding, M., Gregory, S. and Cosson, B., 2015. Motives and outcomes in family business succession planning. Entrepreneurship Theory and Practice, 39(2), pp.299-312. Griffith, M.B., 2012. Effective succession planning in nursing: a review of the literature. Journal of nursing management, 20(7), pp.900-911. Hayibor, S., 2012. Equity and expectancy considerations in stakeholder action. Business Society, 51(2), pp.220-262. Kim, T.H., 2012. Succession planning in hospitals and the association with organizational performance. Nursing Economics, 30(1), p.14. Latham, G.P., 2012. Work motivation: History, theory, research, and practice. Sage. Nasri, W. and Charfeddine, L., 2012. Motivating salespeople to contribute to marketing intelligence activities: An expectancy theory approach. International Journal of Marketing Studies, 4(1), p.168. Petri, H.L. and Govern, J.M., 2012. Motivation: Theory, research, and application. Cengage Learning. Renko, M., Kroeck, K.G. and Bullough, A., 2012. Expectancy theory and nascent entrepreneurship. Small Business Economics, 39(3), pp.667-684. Truxillo, D.M., Cadiz, D.M., Rineer, J.R., Zaniboni, S. and Fraccaroli, F., 2012. A lifespan perspective on job design: Fitting the job and the worker to promote job satisfaction, engagement, and performance. Organizational Psychology Review, 2(4), pp.340-360. Volmer, J., Spurk, D. and Niessen, C., 2012. Leadermember exchange (LMX), job autonomy, and creative work involvement. The Leadership Quarterly, 23(3), pp.456-465. Wood, S., Van Veldhoven, M., Croon, M. and de Menezes, L.M., 2012. Enriched job design, high involvement management and organizational performance: The mediating roles of job satisfaction and well-being. Human relations, 65(4), pp.419-445.