Business Administration

The concept and perceived behavior, self-efficacy in company planning and organization is a desirable work outcome leaders and supervisors and their reinforcements seek to obtain from workers to obtain company learning principles and completion of organizational goals.  High self-efficacy is when workers are motivated to learn and plan a company with perception theory and competency desirable from workers’ outcomes and increase good reactions from leaders and supervisors.  Low self-efficacy is when workers complete a task with a presumed negative workers’ outcome that distractions, possibly negative attitudes and low self-esteem, extinction of goals and limiting self-recognition, place the worker unable to qualify to work on the completion of company goals.  Self-efficacy includes classical conditioning of connecting company goals (a “conditioned stimulus”) and its environment (the “unconditioned stimulus”) to a perception of a behavior that results in either high or low levels of positive or aversive events that causes high or low self-efficacy (“Learning Concepts to Improve Performance,” 2011, p. 141).

Organizational behavior that increases the training, implementation, and outsourcing of ethics principles, practices, and services of goods and products, are necessary to the external reputation and internal accomplishment of company’s systematic goals and organization guidelines.  Ethics are actions and mission statements a company support and practice ongoing to commit to emulating a reputable and preferred business culture.  Ethical principles can increase a perception of required organizational practice of diversity, self and team competencies in a company’s culture, while leaders and managers influence the level of ethics commitment in workers.  Undesirable ethical behaviors are unfavorable and preventable with the implementation of strict ethics principles and diverse competencies in management and leadership performance outcomes.

Superb productive behavioral outcomes that increases workers retention, attendance, individual and team competency to career development and work with management in organizational behavioral culture are characteristics found in the SAS Institute with its external and internal reputation of ‘communication competency.’  SAS accomplishes its goals of data informational processes and “to find patterns and meaning” with specialties in software management and distributions to highly ranked companies, due to a motivation to increase individual and team competency of computer data, documentation, and development of products that communicate high learning motivational processes (Organizational behavior, 2011, p. 188). SAS is highly influential in workers and management performance and expectancy practices and organizational work outcomes that increase positive individual input of high level outcomes in motivational goals processes.

Organizational pressure to create and award a fixed and desired, quantitative work outcome from workers with ability and motivation (i.e. high performance) can increase errors in the implementation of performance based incentives programs. Management and leaders hint and advocate with mission statements the importance that managers and leaders practice high performance work with good ethics and commitment expectancy to receive organization incentive programs with motivation.  Management with internal and external pressures to find a level of learned competency in workers at the training state that can lead to workers’ promotion to management (and hence improving the company’s management quota and retention of workers) can cause management to overlook and recognize unethical practices of high performance workers.  Unethical behaviors could be lateness in accomplishing organizational goals, lack of motivation in team meetings and low individual performance output and management reviews.  In SAS where workers competency in documentation and sales increases the company’s reputation and sales preference in top companies, leaders can condition themselves due to internal organizational pressures to compete and merge, to unintentionally award company incentives and increase salaries to unethical  behaviors mistaken for good work ethics and high motivation.  Leaders could be stressed and overwhelmed in their individual work outcomes and in an attempt to keep organizational individual and diversity competency, award incentives to company’s teams and workers with low levels of motivational team goals and feelings of low work outcomes expectancy.

Women board leaders plan organizational goals, and with their individual high performance work outcomes and goals to quantitative performance and appraisal processes, they support organization recognition and retention of women. They are motivated in team meetings to enable strong communication and team input with nuanced organizational strategies of communication competency (that they are required to acquire a learned competency of high performance interaction in teams with high numbers of male outnumbering women). Women leaders accomplish “quality” and “quantitative” work accomplished in team meetings when they increase motivation and communication dialogue to support organizational planning and diversity sensitivity and competency.

In organizational culture, theory Y states that leaders command organizational goals, planning and individual career developments with strict guidelines and critique, and workers appraisal too incentive programs.  Leaders with theory Y traits understand for example workers’ acquired competency and motivates individual work performance to high performance with management programs and processes that includes training and review performance system.  Leaders with theory Y enable workers’ independence a requirement to accomplishing individual and management work outcomes in an organizational culture.

In this company, in Organizational Behavior, workers refuse to and are unable to perceive and plan and complete high performance team work with competency.  Teams in organizational culture are required to plan organizational goals together and individually with acquired organizational competency, and to communicate limitation in high performance behavioral outcomes, and to take responsible self control and stress management to avoid intraorganizational tension and individual low performance that hinders individual and team’s reorganized motivation and influence and accomplishments.  Effective teams are a particular set of individuals organized to meet and implement expectations, team requirements, agendas, work outcomes, conflict resolutions when they arise, and communicate feelings of high individualism and group competency’s agreeableness.  This company cannot complete effective team competency that they are disorganized and lack high ethics motivation and accountable, planning processes.

Elasticity, demand and revenue are central terms that economist utilize to organize with competency the consumption of goods and services, buyers response and reaction to a change in price of goods and services, and producers’ inputs and outputs to the increase or lessening of a product based upon consumer reaction and available buying overtime and when the product is considered a substitute, a necessity, or a luxury. When buyers and sellers in an economy increase a demand to produce and sell a particular product and react positively or negatively to the products’ outcome in the market, with either the seller requesting less of the product when consumer demand is in limited amount, or requesting less of the product to increase consumer demand, the term, elasticity is applied. In the demand schedule for a barbeque dinner, for example, the demand for barbeque dinners lessening caused buyers demand to be inelastic to elastic overtime influencing buyers to consume in increase of the limited production, and the total revenue to be influenced (see chart).




Price Quantity Demand Total Revenue Elasticity Coefficient Elastic or Inelastic
$4 100 400 XXXX XXXX
6 80 480 40% Inelastic
8 60 480 23% Elastic
10 40 400 13% Elastic
12 20 240 7% Elastic
14 1 14 3% Elastic

To a friend nurse avoiding recognizing economics an organizational motivation and influence highly relevant in the nursing culture and the hospital environment, I suggest reorganize this negative perception and understand that economics influence hospital organizational culture’s increase of resources and services nurses, medical practitioners, and administration incorporate when planning, processing, and completing hospital organizational goals.  “The study of economics focuses on the goods and services produced by an economy” (online lecture, 2011) and the hospital culture requires observance of economics when it obtains medical supplies, hospital furniture, administrative supplies and economics is evident when internal individual and group increase high and ethical organizational performances and provide high hospital organizational competency to support wellness in patients.

Levels of conflict exist when diverse competency planning processes are not the commitment of team members in an organization process, and when there is absence of trust. Diverse competency include organization practices of communication that is both formal and informal cues and organization socialization acceptance in support of members’ identity in the organization climate, and diversity competency in management include incentive programs that increase workers status in the business and at home. At organizations where women are in corporate boards, diversity competency goals are accomplished when first the company plans maternity leave of absences with pay programs and on cite centers for children’s support, and second, when in management with ongoing women’s hire and promotion internally. When management for example seeks to limit organization funds to support diversity programs in women management, levels conflicts can arise, and management can reason that the limits in the company’s input and output of resources, goods and services are negatively influenced by the lessened by limits in consumer demand and bought company products in a recession, causing management’s internal income limitations in funds to supports diversity programs in women new hires, pay, and stocks.

As we consider technology in education, we must consider the implications of that technology on the learner and as well as the teacher. What role does technology have for these two intertwined groups of people? I will show a correlation between the positive effects on both the student and teacher related to academic performance, meaningful learning, and those afflicted with learning disabilities. Furthermore, I will also show the positive effects on the applications of technologies in the classroom. Combining education and technology creates a more stimulating learning environment. In order to accomplish higher order thinking skills such as critical and independent thinking, the application of technology and improved motivation and attitudes, technology must be integrated into the everyday curriculum. This paper describes some impacts of technology on education through the experiences of teachers and students.

In this assignment for business course 599, we are to analyze Federal Express’ value creation frontier, and determine which of the four building blocks of competitive advantage the company needs in order to continue to maintain above-average profitability. We are to determine the main aspect of product differentiation and capacity control that Federal Express could use in order to maintain an edge over its rivals. We are to assess the efficiency of Federal Express’s current business model, and recommend one new business-level strategy that gives the company a competitive advantage over its rivals. We are also asked to examine the manner in which overall global competition may impact the new business strategy. And, finally, we are asked to suggest one significant way that Federal Express may confront its global competition.

The Constitution of Liberia has a racist provision ,Article 27(b):
“In order to preserve, foster and maintain the positive Liberian culture, values and character, only persons who are Negroes or of Negro descent shall qualify by birth or by naturalization to be citizens of Liberia.” 
This article tends to proffer thoughtful analysis and recommendations that  will further heighten public debate and probably propels the government of Liberia having second thought  to  amend the provision indicated supra.

Dual nationality is another vital  issue of concern in a post war country like Liberia. This  piece  of work  delves into the historical ,cultural, economical , and socio-political  necessities of dual citizenship in Liberia.

The Constitution of Liberia has a racist provision ,Article 27(b):
“In order to preserve, foster and maintain the positive Liberian culture, values and character, only persons who are Negroes or of Negro descent shall qualify by birth or by naturalization to be citizens of Liberia.” 
This article tends to proffer thoughtful analysis and recommendations that  will further heighten public debate and probably propels the government of Liberia having second thought  to  amend the provision indicated supra.

Dual nationality is another vital  issue of concern in a post war country like Liberia. This  piece  of work opts to delves into the historical ,cultural, economical , and socio-political  necessities of dual citizenship in Liberia.