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Business Finance

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ASSIGNMENT REQUIREMENTS:

Edit the paper2draft2 with the requirement below:

1.Throughout your paper, you:

a.MUST use the following sources:

i.Drive: The Surprising Truth About What Motivates Us by Dan Pink—Chapter 1: The Rise and Fall of Motivation 2.0 and Chapter 6: Purpose

ii. Invisibles: The Power of Anonymous Work in an Age of Relentless Self Promotion by David Zweig—Chapter 5: "Fame, Success, and the Myth of Self-Promotion: Why Attention Doesn't Satisfy Us and Won't Help Your Business Prospects"

b.CANNOT perform any additional outside research (meaning no additional sources beyond the two listed above should be cited in your paper).

2.Your final paper must be a minimum of four (4) full pages, but no more than six (6)

3.You must follow ALL the paper formatting requirements listed on the syllabus and here on the assignment sheet

6.You must use Chicago citations throughout the paper and include a properly formatted Bibliography Page (which is NOT part of your final page count)


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Satisfaction Jingxi Wu Writing in Employment Relations Leslie Rapparlie March 9, 2017 The American culture is developed based on individuals although there are significant values that are very much relevant in the society. The American individualism has evolved over the years thus being in a position to integrate different characteristics from other systems, which has made the American culture one of the most diverse cultures. The working population within the United States has adopted these changes in the cultural forms, which has diversified employee engagement within these organizations (96). According to the sentiments that are propagated by David Zweig, it is indeed true that most employees tend to get satisfied on the total output. American society has evolved with much adoration for self-aggrandizement and materialistic in nature. This has made it significant especially for people in employment who are giving their all, and as different aspects claim, it is difficult to have a real scenario where the performance of an employee is appreciated and thus, as a result, the better the performance delivered, the less the attention was given. The system is very demanding and thus having better performance does not necessarily mean attention and thus it requires more than just performance to receive attention. It is difficult to understand the nature of the performance of different individuals as they are only noticed in situations where are mistakes committed within the system, and an individual is to be held accountable (110). Thus, these are invisible who exists and are significantly analyzed throughout the literature that is presented by David Zweig. These individuals are in different industries, and they occupy underground roles within the organization. Satisfaction and achievement are critical elements, which need to be significantly identified within the system. The lack of appreciation for those who deserve is undermining the society since the underlying key aspects need to be considered. Attention, although it is important, many of successful individuals in various organizations do not like much attention since they do not like the attention. It is presumed that its attention is disruptive and in most cases, attention seeking individuals do not always perform as per the subjected attention since it is developed as a significant tool to derail individuals from reaching their potential. Satisfaction is not something that is developed on an external basis but it is something that individuals tend to perceive internally, and thus satisfaction is more of an internal process which does not have to be developed. The cultural dynamics that are promoted by the American culture do not always focus on the overall wellbeing of individuals but rather on individual performance, which is more significant than external satisfaction, which does not provide a significant engagement between all the parties that are involved (90). There are important factors that have been significantly developed and modified to adapt to other significant characteristics such as capitalism. The consideration that is being considered in this case focuses on critical aspects, which have significantly influenced the American culture. The developments in place, therefore, are very significant since they have clearly improved the overall engagement especially in the workplace where people do not work better to seek attention but rather to focus on their personal development and self-satisfaction, which are more important than external recognition or satisfaction. The consideration of the two positions that are developed in this case provides a significant engagement that highlights the current situation in workplace effectively as related to the American cultural norms (97). It is pretty strange and out of our recognition that the more the award but the less the outcome. We can think much on that that about how a company set goal and make it come true. The management is all about how to make people work together to get as much outcome as possible. In Pinks’ idea it’s depend on the strategies being used in different situations. It’s a large science and the idea can be changed during the time passed. Market value is a concept distinct from market price, which is “the price at which one can transact”, while market value is “the true underlying value” according to theoretical standards. The concept is most commonly invoked in inefficient markets or disequilibrium situations where prevailing market prices are not reflective of true underlying market value. For market price to equal market value, the market must be informationally efficient and rational expectations must prevail. Market value is also distinct from fair value in that fair value depends on the parties involved, while market value does not. For example, IVS currently notes fair value "requires the assessment of the price that is fair between two specific parties taking into account the respective advantages or disadvantages that each will gain from the transaction. Although market value may meet these criteria, this is not necessarily always the case. Fair value is frequently used when undertaking due diligence in corporate transactions, where particular synergies between the two parties may mean that the price that is fair between them is higher than the price that might be obtainable in the wider market. In other words "special value" may be generated. Market value requires this element of "special value" to be disregarded, but it forms part of the assessment of fair value. The biggest advantage of capitalism is the market transfer as it own tendency. It is also the thing need to be discussed. References Pink, Daniel. "RSA Animate “Drive: The surprising truth about what motivates us” Uploaded on Apr 1, 2010." Accessed Aug 22 (2013). Zweig, David. Invisibles: The Power of Anonymous Work in an Age of Relentless Self-promotion. Penguin, 2015.
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H Buddy, here is the edited version of your essay. Kindly do not hesitate to reach out in case of amendments or rectifications. Cheers. 😜

Satisfaction

Jingxi Wu
Writing in Employment Relations
Leslie Rapparlie
March 9, 2017

2
Satisfaction
The American culture is developed based on individuals although there are significant
values that are very much relevant in the society. The American individualism has evolved over
the years thus being in a position to integrate different characteristics from other systems, which
has made the American culture one of the most diverse cultures. The working population within
the United States has adopted these changes in the cultural forms, which has diversified
employee engagement within these organizations1.
According to the sentiments that are propagated by David Zweig, it is indeed true that
most employees tend to get satisfied on the total output. American society has evolved with
much adoration for self-aggrandizement and materialistic in nature. The given feature has made
it significant especially for people in employment who are giving their all, and as different
aspects claim, it is hard to have a real scenario where the performance of an employee is
appreciated and thus, as a result, the better the performance delivered, the less the attention was
given. The system is very demanding and thus having better performance does not necessarily
mean gaining appreciation and thus it requires more than just performance to receive attention2.
It is challenging to understand the nature of the performance of different individuals as they are
only noticed in situations when there are mistakes committed within the system, and a person is
to be held accountable3.
Thus, thes...


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