ESL Beginner Reading Comprehension

This dialogue involves an interview in which a customer speaks about what brands she likes the best. When comparing two brands use the comparative form, but when speaking about many brands use the superlative form to discuss which brand is best or worst. Teachers can use this lesson on the comparative and superlative forms to help practice the form. Practice using this dialogue and then have your own discussions about which types of products you like best. An Interview at the Shopping Mall Interviewer: Good evening, I hope you dont mind answering a few questions. Alice: How long will it take? Interviewer: Just a few questions.​ Alice: I guess I can manage to answer a few questions. Go ahead. Interviewer: Id like to ask your opinion about consumer electronics. As far as consumer electronics is concerned, which is the most reliable brand? Alice: Id say that Samsung is the most reliable brand. Interviewer: Which brand is the most expensive? Alice: Well, Samsung is also the most expensive brand. I guess thats why its the best. Interviewer: Which brand do you think is the worst? Alice: I think LG is the worst. I really cant remember using any of their products that I liked. Interviewer: And which brand is the most popular with young people? Alice: Thats a difficult one to answer for me. I think that Sony is probably the most popular with young people. Interviewer: One last question, Have you tried using any HP products? Alice: No, I havent. Are they good? Interviewer: I enjoy using them. But I didnt stop you to tell you what I think. Thank you for your time. Alice: Not at all. More Dialogue Practice - Includes level and target structures/language functions for each dialogue.

Cae Study - 1207 Words

Case Study Liberty University Multicultural Issues in Human Services – HSER 509 Dr. Katz December 2, 2012 CLIENT AND CULTURE In this case study I will explore certain possible dynamics related to culture and ethnicity that have been reported in relation to the psychology of Mexican Americans as well as other immigrant communities. Cristal is a 16-year-old Mexican American female. Cristal seems to be experiencing some distress in her life, which seems to stem from cultural conflict rather than inherent psychopathology. Cristal is struggling with the question of whether she should stay home and care for her mother and family or if she should go away to college. She†¦show more content†¦In her article Siegel states that, â€Å"Incorporating components such as culturally framed trust building (such as pairing youths with mentors), stigma reduction, friendly milieus (such as serving culturally familiar foods and playing music popular with the culture), and services; and peer, family, and community involvement (including use of peer counselors and mentors, hosting parent weekends, and linking clien ts with senior center and community services) are recommended for improving cultural competence†, (Siegel, 2011). By incorporating some of these components into the way I practice and taking these components into mind could hopefully dissolve any limitations or biases that I may hold against any cultures. McBride also states the importance of being well versed in multicultural counseling by saying, â€Å"Counselor educators should also encourage self-reflection of counselor trainees to challenge the biases and assumptions they may hold against minority groups, such as the geriatric population. Self-awareness of biases and stereotypes is imperative when counseling diverse clients. This may be an uncomfortable process and, therefore, may cause some anxiety in both counselor trainees and counselor educators. As a result, some counseling programs may not emphasize self-reflection as much as they should. Therefore, greater emphasis needs to be placed onShow MoreRelatedThe Interna tional School Of English2844 Words   |  12 Pagesclasses, from general English to custom-made professional courses (English for business) as well as exam preparations (FCE, IELTS, CAE). ISE School has different departments within their organization. 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(8 marks) CAE is a comprehensive term used by many industries for the use of computers to design, analyze, and manufacture products and processes. CAE includes CAD and CAM CAD is used for computer modeling and drafting designs while CAM is used for computers for managing manufacturing processes. Advantages of CAE †¢ CAE reduces the error in design and drawing process. †¢ Robustness and performance of components/assemblies can beRead MoreSymptoms And Treatment Of Bipolar Disorder1167 Words   |  5 Pageswith high levels of relapse, hospital admission, and suicide (Gibson, Brand, Burt, Boden, Benson, 2013). A new small-scale study suggests that a type of psychoeducation called Customized Adherence Enhancement (CAE) may increase bipolar medication compliance by up to 25% (Sajatovic et al., 2012). Additional research and large scale studies should be done to determine if CAE can be implemented on a large scale, as this may greatly increase overall medication adherence, thus improving quality of lifeRead MoreInternal Audit and the Relationship with Senior Management Essays1379 Words   |  6 PagesInternal Audit and the Relationship with Senior Management Summary: The case study â€Å"Internal Audit Reporting Relationships: Serving Two Masters† was a part of a series of research projects being developed by the Institute of Internal Auditors to determine the various relationships, specifically reporting relationships between the internal auditor and those charged with governance. To obtain research about the various types of reporting relationships, independence, conflicts that arise fromRead MoreEducation And Training Within The Aviation Industry1635 Words   |  7 Pagessee and experience† the process (Rigby, 2011). In 2013, Japan Airlines selected CAE as its partner for a personalized Multi-Crew Pilot License training program valued at more than $115 million. More than 100 candidates have been selected and approved for flight training through their training program as First Officers for Japan Airlines that includes an Airbus A350 full-flight simulator (Aerospace and defense, 2015). â€Å"CAE is the only company to offer such a broad range of end-to-end solutions on a globalRead MoreBsbrsk5018752 Words   |  36 Pagesevidence for this unit. 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Therefore, the present study aims to document the differences in the pharmacognostic characters, preliminary phytochemical analysis and polyphenolic contents from the leaves of four species belonging to the genus Spermacoce, viz. S. hispida L., S. mauritiana O. Gideon, S. strictaRead MoreTqm Assignment Essay878 Words   |  4 PagesA-1 TQM Principles and Performance Measures Q1. Carry out an analysis consisting of the following steps: 1. Select an organization that produces products or delivers a service. 2. Study the organization structure, particularly the quality-related structure. 3. Review various TQM characteristics discussed in class. 4. Develop a tabular format and analyze all applicable TQM characteristics of the organization. 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Critical Evaluation of Voluntary Euthanasia Debate †Free Samples

Question: Discuss about the Critical Evaluation of Voluntary Euthanasia Debate. Answer: Introduction: The first point regarding the argument against euthanasia can be justified by citing the fact that there is the availability of alternative treatments like palliative care as well as hospices. In this regard, it can be stated that the terminally ill patient need not be killed for killing the symptoms. The relieving of almost all pain can be done. The second point regading the negative impact of euthanasia is that it is encouraging helpless individuals to end their lives. Euthanasia does the imposing of significant pressures on the elderly as well as individuals having disabilities. These pressures are stemming from families or societies. The third point that coud be cited against euthanasia is that it does the undermining of the encouragement for providing better care in respect of the dying individual (Nolen, 2016). The fourth point that could be cited against euthanasia is that the assumption that the patients should have a right to die will be imposing on the doctors a duty to kill, as a result, limiting the doctors autonomy. The fifth point cited against euthanasia is that a right to die in respect of certain individuals might well be becoming a duty to die by others, especially those who are having vulnerability or having dependency upon others (Campbell, 2016). The sixth point states that to allow euhanasia will be leading to the less effective care regardin the terminally ill, which will be underming the commitment of doctors as well as nurses to protect lives. The seventh point states that to allow euthanasia will be discouraging the process of searching for new cures as well as tretments in respect of the terminally ill. Reference Campbell, D. (2016). Real Control over death: A critical evaluation of the voluntary euthanasia debate management.Australian Rationalist, The,101, 31. Nolen, W. A. (2016). The history of the Dutch euthanasia debate resulting in the Euthanasia law (2002).Bipolar Disorders,18, 38.

Greening Organizational Behavior

Question: Discuss about the Essay for Greening Organizational Behavior? Answer: Comparison between organizational structures According to Altman et al. (2013), practices, policies, principles and values of an organization develop its culture. That is why; based on different policies and principles, different cultures are formed which are, Normative culture: In this type of organizational culture, procedures of an organization are predefined. Besides, the rules and regulations are developed based on existing guidelines. ragmatic culture: In this type of organizational culture, more focus is put on the clients and external stakeholders. Providing better customer services is the main motive of this type of organizational culture (Andersson et al. 2013). Academy culture: In this culture, organizations recruit skilled individuals and responsibilities of those individuals are set based on background, work experience and educational qualification. Educational organizations such as universities and hospitals practice such a culture. Club culture: Companies that follow this culture are very particular about the employees they hire. Employees are hired as per their specialization, interest and educational qualification. Fortress culture: Employees who work in this organizational culture are not sure about their career and longevity. Employees are easily terminated if they fail to perform according to the demand of the management. Tough person culture: Feedbacks play a major role in this type of organizational culture. Higher authority of organizations who follow this culture regularly review and monitor performances of the employees. Team managers are appointed to converse quarries with the team members and help them to provide guidance when required. Employees in are under continuous surveillance in such a culture (Fisher and To 2012). Bet your company culture: Some organizations like to take higher amount of risk where consequences are unanticipated. These organizations mostly follow bet your company culture. The rules and regulations of such organization are formulated to address susceptible issues. Therefore, it takes time to cultivate positive results in these types of organizations. Process culture: According to McShane and Von Glinow (2012), employees in this type of organizational culture stick to the methods and procedures of that organization. In these type of organizational culture feedbacks and presentation reviews do not matter. Employees are forced to follow rules and regulations. They are also forced to follow the ideologies of the workplace. Organizational structure According to Morgeson et al. (2013), there are seven types of organizational structures which are here by mentioned below, Line organization: In this type of organizational structures, direct and vertical relationships between different levels of the firm are seen. Advantage: It promotes faster decision-making and this structure is simple to understand. Disadvantage: This structure denies specialists in planning and it overloads key persons. Functional authority organizational structure: Jobs in this type of organizational structure are divided as line position and staff position. Line position is a chain of command that stays responsible for the achievement of a companys goal. On the other hand, staff position is intended to provide expertise, advice and support for the line position (Nahavandi et al. 2013). Line and staff organizational culture: Most of the large companies have direct and vertical relationship among different levels. They also have specialists accountable for advising and assisting line managers. Divisional organizational structure: In this type of organizational structure, different factors influence its departments, which are function, geographic, product, combination approach and project. Project organizational structure: These types of organizations are temporary and are designed to gain particular results by using teams of specialists from dissimilar functional areas. Here work is defined by a particular goal and target date for completion. Matrix organizational structure: This type of organizations is permanent in nature and uses a horizontal set of divisions and reporting relationships onto a hierarchical functional structure. Hybrid organizational structure: In this type of organizational structure, corporate and divisional goals are aligned together to reach functional and operational efficiency. Adaptability and flexibility are the biggest advantages of this type of organizational structure ((Nahavandi et al. 2013). Relationship between an organizations structure and culture can impact on the performance of the business Organizational structure and culture are the most important elements that help a company to achieve their marketing goals and targets (Andersson, Jackson and Russell 2013). If a company operates by concentrating on these aspects, it is obvious that it will attract more customers. Organizational culture helps to develop organizational structure, which in turn influences a firms capability to apply required alteration efficiently. Organizational culture describes the way workers entire task interrelates with each other in the association. The cultural model includes a variety of values, beliefs, rituals, and symbols that govern the working style of the people in the company (Andersson, Jackson and Russell 2013). It can be said that corporate culture binds the workforce together which in turn helps the company to find the proper direction. On the other hand, organizational structure helps the employees to work without stress and pressure. As it is discussed earlier that organizational s tructure is responsible for employee motivation and employee motivation in turn drives the employees to perform their best, there is no doubt that a good structure serves to provide better performance in an organization. Factors which influence the behavior of individuals in an organization The most important factors influencing behavior of a person in an association are leadership strategies of managers, work culture, job responsibilities, efficient communication and relationship at work (Andersson, Jackson and Russell 2013). Managers or leaders of a company must always help and guide their team members in their day-to-day operations. It is observed that employees do not feel like going to work if their bosses are strict. On the other hand, if the work place offers same rules and regulation for every employee and offers a comfortable and positive work culture, employees will be encouraged. If employees are allowed to do what best they can perform, it will encourage them to upgrade their skills time to time. Effective communication between managers and employees also cultivates great results while influencing ones behavior. If managers and leaders of a company do not communicate regularly with their employees, they will feel left out and will lose their interest in work . Mangers must consult with his employees before taking any major or even minor decision. When employees will be allowed to share their views and problems with the higher authority, they will understand that the company is thinking about them and they will feel encouraged. Besides, it is important to have friends at the workplace. An individual needs people around him to talk, discuss and share experiences. It is not possible to work in isolation. If a company does not allow its employees to interact with fellow workers, it will create stress at workplace. To, Mr. Smith The Director Scoops n Smiles Ltd., Subject: Leadership strategy in your organization Respected Sir, This letter is to notify about the leadership strategy which is followed in your organization and the possible impacts of it. Your organization strictly follows an autocratic leadership style because the views and suggestions of the employees are kept unnoticed at the time of making any decision. This decision-making style is also known as authority decision making style in which the higher authority solely decides what to do without considering the needs of the employees. From the background of some successful organizations, it can be said that authoritative decision-making can cause severe damage to your organization. It is strongly recommended that Scoops n Smiles should follow a democratic or participative decision-making style to collect the comments of their employees. Steve Jobs was once forced to resign from Apple as he became an autocratic leader and started to take decisions on his own. At that time Apple experienced their worst time in the industry as the company lost the trust and loyalty of its employees. Later Steve Jobs came back to the company after ten years with a new strategy, which was the participative leadership strategy. He hired and allowed other leaders of the company such as Jonathan Ivy and Tim Cook to take some major decisions. He also communicated with the employees to note down their thoughts before making any decision. As a result, Apple has become one of the most successful organizations in the world. There are some other management styles which are commonly used in various organizations according to their targets and goals. Some of those management styles are hereby discussed so that authority of Scoops n Smiles can pick the perfect management styles for their organization. Democratic or participative style of management is already discussed. Besides, democratic style, some famous management styles are Directive management style, Affiliative management style, Pacesetting management styles and Coaching. Directive management style allows the manager to control the employees closely by implementing several disciplines and threats to motivate them. This management style is activated when the organization is going through a crisis and any deviation is risky. When employees of an organization are not well developed, this management style threatens them to improve their working style. On the other hand, affiliative management style serves to establish harmony among the employees and bet ween managers and employees. This management styles helps the authority to avoid conflicts among the employees while keeping a good personal relationship within the organization. This management style is used with other management styles for counseling and helping the employees so that they can implement their own styles to complete a work. Pacesetting management style has the objective of accomplishing tasks with a higher standard of excellence. The manager of a company where this management style is followed performs many tasks personally and asks the employees to follow his example. This management styles is activated when employees are highly motivated and competent, no direction and coordination is required to show the right way to the employees. However, this management style is not welcomed in an organization where workload requires assistance from others and employees need coaching and coordination. Another management style is coaching that follows the lead of the development manager of an organization. This style helps the employees to develop their strengths and improve their performances. It is recommended that, according to the goals and objectives of Scoops n Smiles Ltd., senior authorities can choose any of these management styles to grow their business in the near future. However, using autocratic management style will not help the organization as it will discourage the employees which will hamper the overall performance. Yours Faithfully, (Name of the Student) Organizational theories Scientific management: This management theory is also known as Taylorism and it serves to analyze and synthesize workflows. According to Powell and DiMaggio (2012), main objectives of scientific management are to enhance economic efficiency, especially labor productivity. The biggest advantage of scientific management would be figuring out how much time it would take to complete a task by the employees. If the calculated time is much more than expected time then amount of time can be decreased by removing any potential waste in the workers process. Time studies in this theory involve breaking down each job into sub parts, timing each element and rearranging the parts in to the most efficient method of working. Human relations approach: Experts of human relations tried to combine psychology and sociology with management. According to Andersson, Jackson and Russell (2013), an organization can be called as a social system of interpersonal and inter group relationship. That is when human relations approach was introduced that includes some principles such as, Human beings are not only interested in financial gains but they also wants recognition and approval. Each worker must be treated as normal human being as they are not machines. Therefore, higher authorities must try to understand their feelings. In any organization, workers do not like inner conflicts; therefore, managers should try to avoid supervision and should have control over workers. Administrative theory: This theory works to figure out a lucid way to design an organization as a whole. This theory develops a dignified administrative structure, a clear division of workers and allocation of power and influence to administrators. Fourteen principles of this theory are division of work, discipline, unity of direction, authority, subordination of individual interests to genera interest, unity of command, centralization, order, remuneration, scalar chain, initiative, equity, esprit de corps, and stability of tenure of personnel. Use of scientific management The best example of an organization that has gained success after using scientific management is Burger King. Training, reward systems including a stable work environment has improved the efficiency of the employees of Burger King. Regular monitoring of performance has helped the organization to avoid under working. It have also helped to standardize job activities. Use of human relations approach Human resource managements of an organization use human relation approaches to keep the motivation of the employees at high. Different organization use different approaches such as some of the organizations implement incentives and bonuses for the employees who perform properly. Some organizations provide non-financial rewards such as holidays, transports and health checkups. Use of administrative theory Administrative manager are the senior managers and leads of an organization that are responsible for making information flow and decision-making. They make sure that the system is running properly and in effective manner. Administrative management theory provides importance to formal organizations by using five major functions which are planning, coordinating, organizing, controlling and commanding (Andersson, Jackson and Russell 2013). Understanding the ways of using motivational theories in the Organization Discussing the impact of different leadership style on motivation in the organization in the period of change Altman, Valenzi and Hodgetts (2013) have stated that leadership is the link through which an individual manipulates the activities of other persons in an association. Therefore, different leadership styles automatically leave an impact on the employee motivation in the organization in the period of change. Autocratic Leadership: This autocratic leadership style is one that leaders have absolute power over their workers or the team. These types of leaders instruct the people what to do rather than asking for the opinions of the employees. Some of the organizations use autocratic leadership styles, as the nature of the business demands this leadership style (Andersson, Jackson and Russell 2013). Democratic Leadership: Daily, Bishop and Maynard-Patrick (2013) have said that the democratic leaders make the last decision and in the entire decision-making process, encourage all the employees to take part. It has been seen that this leadership style is accepted, as it helps to boost job satisfaction of the employees by involving all the team members. Laissez-faire leadership: This style states where the managers observe that all the members in the organization are working on their own. It has been seen that most of the organizations in the present day work under laissez-faire leadership approach, where the employees enjoy the power and at the same time they determine the goals and the objectives in a short time basis (Fisher and To 2012). Comparing the application of different motivational theories within the workplace Fox et al. (2012) has said that motivation theories can be classified extensively into two different viewpoints and they are content theories and motivation theories. It has been found that content theories give importance on what motivates individually and on the other hand, process theories shed focus on the real process of motivation. McShane and Von Glinow (2012) have stated that motivation is one of the complex factors that is influenced by withdrawals as well as reinforced by the multiple factors. Maslow has put forward a theory that states that there are five levels of human needs that the employees are required to fulfill at work. In contrast, Herzbergs theory proposes that there are two essential needs of each person including hygiene factors and motivation factor. Therefore, it can be said that some of the differences exist in the motivational theories within the workplace and these have been explained herein detail (Moore et al. 2012). Effectiveness of the motivational theory for the managers in the real life Morgeson et al. (2013) has said that motivation is to encourage the employees in the workplace to work properly and independently in order to get the best result. It can be said that the employees in the organization are required to be treated with proper assiduousness and the managers have to stay friendly and at the same time is required to maintain a level of distance with the staffs. The staffs look at the managers as leaders and thus the employees expect maturity, understanding and rationality from the managers. Nahavandi et al. (2013) have stated that some of the common practices like calling people by their first name, chatting with them, bringing the feelings of belongingness helps a lot to create a smooth relationship among the managers and the employees (Nelson and Quick 2012) Understanding mechanisms for developing effective teamwork in the organizations Explanation of the nature of groups and the behavior of the groups within an organization Pentland and Hrem (2015) have declared that, there are two types of teams in organizations and they are the formal group and informal group. It is important to mention that a group in the organization passes through five major lifestyle stages and they are forming, storming, norming, performing and adjourning. Therefore, it can be easily said that the members of a team can be easily measured through these five stages. Forming states the first entry of the member to the team, the norming stage is a point when the team begins to come in collaboration as a corresponding unit. Performing stage defines the appearance of a mature, structured and well-functioning team. Adjourning stage is specifically significant for the transitory teams. Therefore, it is no doubt for saying that all the teams act separately in the organization (Spector and Meier 2014). Discussing the factors that promote and slow down the development of the effective teamwork in organizations Factors promoting the development of the effective teamwork in organizations Diversity: Symon and Cassell (2012) have stated that an effective team welcomes a diversity of culture along with talents and personalities. Diversity has the potentiality to promote creativity and innovation and at the same time raises awareness and respect for others. Communication: Tyler (2014) has explained that effective teamwork is largely facilitated by a clear as well as an open communication and thus all the team members are required to be aligned to the targets, timelines and responsibilities of the organization. Leadership: Effective leadership supports a powerful teamwork and all the team members benefit from several sources of inspiration and direction. Powerful leadership helps the organization to achieve success easily in most of the organizations (Vivek 2016). Factors slowing down the development of the effective teamwork in organizations Underprivileged Communication: Poor communication is one of the barriers of developing a work atmosphere. Weick (2012) has said that the team members who do not communicate properly in the organization can create breakdown, which most of the times inhibit team development. Uncertain Goals: A work team is created to achieve organizational goals and objectives and thus the goals and the objectives are required to be created properly. If the goals are not presented properly by the management, then the team cannot work properly to achieve the desired result. Lack of Managerial involvement: Morgeson et al. (2013) has said that managers in the company are responsible to make a qualified staff members and lack of this capacity hampers the growth of the organization. Management must not delegate responsibility and thus must work as a source of teamwork to the team members of the organization. An evaluation of the impact of technology on team functioning Fox et al. (2012) has said that technology has enhanced the communication within the team members and communication assists in creating better team. Morgeson et al. (2013) have mentioned some of the impacts of technology on the team functioning and they are as follows. Better Communication: Technology has helped in the enhancing of team building, and of lately all the employees in the organization stay connected with each other in the organization. Business Strategies: McShane and Von Glinown (2012) has stated that technologies help the group members for making improved business strategies and the appearance of IT technology has provided several innovative chances to the group members of the organization. Better organizational culture: Technology has helped in building better organizational culture and in most of the organizations, organizational culture is advanced by keeping open communication within the team members. Efficient Productivity: Nahavandi et al. (2013) have stated that utilization of technology is the center of every industry. All the organizations are required to focus on proper blending of conventional skills and the application of information technology for improving the entire efficiency in the organization. Management Process: It has been found that technologies in the present day are helping the team of an organization to maintain some important tasks like preserving database, business via online media and market surveys. These activities are executed more competently in a short time with the use of technology (Nahavandi et al. 2013). Therefore, it can be stated that technology has been gradually leaving a strong impact on team performance of the organizations. References Altman, S., Valenzi, E. and Hodgetts, R.M., 2013.Organizational behavior: Theory and practice. Elsevier. Andersson, L., Jackson, S.E. and Russell, S.V., 2013. Greening organizational behavior: An introduction to the special issue.Journal of Organizational Behavior,34(2), pp.151-155. Daily, B.F., Bishop, J.W. and Maynard-Patrick, S., 2013. Practicing What We Teach: Applying Organizational Behavior Theory to Academic Success.Journal of Managerial Issues,25(1), p.8. Fisher, C.D. and To, M.L., 2012. Using experience sampling methodology in organizational behavior.Journal of Organizational Behavior,33(7), pp.865-877. Fox, S., Spector, P.E., Goh, A., Bruursema, K. and Kessler, S.R., 2012. The deviant citizen: Measuring potential positive relations between counterproductive work behaviour and organizational citizenship behaviour.Journal of Occupational and Organizational Psychology,85(1), pp.199-220. McShane, S. and Von Glinow, M., 2012.Organizational behavior. McGraw-Hill Higher Education. Moore, C., Detert, J.R., Klebe Trevio, L., Baker, V.L. and Mayer, D.M., 2012. Why employees do bad things: Moral disengagement and unethical organizational behavior.Personnel Psychology,65(1), pp.1-48. Morgeson, F.P., Aguinis, H., Waldman, D.A. and Siegel, D.S., 2013. Extending corporate social responsibility research to the human resource management and organizational behavior domains: A look to the future.Personnel Psychology,66(4), pp.805-824. Nahavandi, A., Denhardt, R.B., Denhardt, J.V. and Aristigueta, M.P., 2013.Organizational behavior. SAGE Publications. Nel, P., du Plessis, A., Fazey, M., Erwee, R., Pillay, S., Mackinnon, B.H., Wordsworth, R. and Millet, B., 2012. Human resource management in Australia and New Zealand. Nelson, D. and Quick, J., 2012.Organizational behavior: Science, the real world, and you. Cengage Learning. Pentland, B.T. and Hrem, T., 2015. Organizational Routines as Patterns of Action: Implications for Organizational Behavior.Annu. Rev. Organ. Psychol. Organ. Behav.,2(1), pp.465-487. Powell, W.W. and DiMaggio, P.J. eds., 2012.The new institutionalism in organizational analysis. University of Chicago Press. Robbins, S., Judge, T.A., Millett, B. and Boyle, M., 2013.Organisational behaviour. Pearson Higher Education AU. Rurkkhum, Suthinee, and Kenneth R. Bartlett. "The relationship between employee engagement and organizational citizenship behaviour in Thailand."Human Resource Development International15, no. 2 (2012): 157-174. Spector, P.E. and Meier, L.L., 2014. Methodologies for the study of organizational behavior processes: How to find your keys in the dark.Journal of Organizational Behavior,35(8), pp.1109-1119. Symon, G. and Cassell, C. eds., 2012.Qualitative organizational research: core methods and current challenges. Sage. Thomson, K. and van Niekerk, J., 2012. Combating information security apathy by encouraging prosocial organisational behaviour.Information Management Computer Security,20(1), pp.39-46. Tyler, T., 2014. Interpersonal treatment, social identity, and organizational behavior.Social identity at work: Developing theory for organizational practice, p.155. van Dijke, M., De Cremer, D., Mayer, D.M. and Van Quaquebeke, N., 2012. When does procedural fairness promote organizational citizenship behavior? Integrating empowering leadership types in relational justice models.Organizational Behavior and Human Decision Processes,117(2), pp.235-248. Vivek, S.A., 2016. Impact of Organizational Citizenship Behavior on Managerial Effectiveness.Prabandhan: Indian Journal of Management,9(2), pp.7-18. Weick, K.E., 2012.Making sense of the organization, Volume 2: The impermanent organization(Vol. 2). John Wiley Sons.