Electronic Medical Records a Cure for Health Care Case...

1.) Identify and describe the problem in this case. The problem in this case is medical record keeping. About 12 percent of healthcare spending goes towards medical recordkeeping. Medical records have been kept in files and folders, which causes difficulty in accessing and sharing information. This problem could be maintained with electronic medical systems. 2.) What people organization and technology factors are responsible for the difficulties in building electronic medical record systems? Explain your answer. Building an electronic medical record (EMR) system comes with difficulties. These difficulties include; people, organization and technology factors. The people factor in this involves, doctors, government agencies,†¦show more content†¦This leads into the technology factor in building these systems. The technology within these different systems may not be compatible. Doctors and patients will have online access to there information within that facility, however it will limit what can be accessed with in other facilities. The goal is to make this work nation wide. With all of these different systems out there this is going to cause a huge barrier for this to happen. 3. What is the business, political, and social impact of not digitalizing medical records? Not digitalizing effects, physicians, hospitals, insurers, patients, and the US government. Physicians will continue to have to thumb through paper records if they do not digitalize medical records. This allows for error and the cost of time it takes to look through paper files. Having EMR systems gives the physician all the information they need regarding a patient at their fingertips. Hospitals will be able to reduce administrative and medical record keeping costs. With out an EMR system again errors are more likely to be made with in that hospital. Having paper files of medical records is no longer a reality. Insurers will continue to have the delay in processing claims, whereas with a digital system claims can be authorized in real-time. Patients will not be able to access medical records online and may cause error in what medications they need or are currently taking. AsShow MoreRelatedThe Importance Of A Better Care System For The Modern Age Of E Health Within The Online Medica l And Public Domains1514 Words   |  7 Pagesand employees recently the corporate office contacted our offices in regards to CEO Chief Executive Officer Beranger, †HIPAA Health Information Portability and Accountability Act information request, she is requesting research information from us on the topic. Her plans include moving the health care organization toward the modern age of e-health within the online medical and public domains on the web. The goal is within reach of building sustained longevity within hippa guidelines and federal regulationsRead MoreLong Term Complication Of Diabetes1969 Words   |  8 Pagesbody s cells do not respond properly to insulin and sometimes in both cases the blood sugar is disturbed. As suggested by Harvey, Rebecca A., et al. The patients of high blood sugar often report frequent urination and thirst and hunger more than the usual patterns. The long term complication of diabetes cause many diseases like chronic kidney failure, foot ulcer s, damage to the eyes and cardiovascular disease. In some cases the patients experience Strokes (2010). History Diabetes is one of theRead MoreIntroduction To Health Informatics Course Has Provided A Broad Range Of Health Information1051 Words   |  5 PagesReflection Paper The Intro to Health Informatics course has provided a broad range of health information that introduces the core concepts in the biomedical community. 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According to the CDCRead MoreHealthcare Management Systems: Features Capabilities and Operational Benefits1434 Words   |  6 PagesPatient care applications 2 Management and enterprise system 2 E-Health applications 2 Strategic decision support applications 3 2- Need of Strategic plan for IM/IT in healthcare industry 3 Rationale 4 3- Systems development life-cycle in healthcare industry 4 4- Key elements for secure access to health care and patient information 5 5- Application of systems theory in healthcare governance of IT/IM 6 References 7 1-Features, capabilities, and operational benefits Patient care applications Read MoreEssay about Management Information Systems1818 Words   |  8 PagesWeek 5- Case Studies Chasity Fenn American Intercontinental University October , 2011 ABSTRACT This paper will discuss the questions asked about the four different case studies we are to read this week. 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Cause And Effect Of Lung Cancer - 985 Words

Introduction The second leading cause of death in the United States as of 1933 is cancer .During this period advancements took place in treatment of infectious diseases such as pneumonia and influenza. Cancer, in turn, took its place and is a chronic illness that has no known cure. There are many different types of cancer that affects different parts of the body but lung cancer is the leading cancer killer in the United States . Cancer of the lungs also known as pulmonary carcinoma is caused by a mutation in a gene known as the oncogene that when expressed at high levels has the potential to cause an overgrowth of cells leading to the formation of a tumor. There are two different forms in which tumors maybe present; a benign tumor is one that doesn’t have the potential to metastasize, or spread. A malignant tumor is the most dangerous form of tumor that can spread to surrounding tissue and other parts of the body making the condition much harder to treat and control. The indicators or sym ptoms of lung cancer is a cough that doesn’t go away, chest pain, hoarseness, difficulty breathing or wheezing, coughing up blood or rust colored sputum, shortness of breath and reoccurring infections of pneumonia or bronchitis . Early detection of lung cancer in an individual is very hard and most people do not exhibit any signs or symptoms indicating that they have the disease. The etiologic risk factors of the disease vary from person to person and have to do with the quality of airShow MoreRelatedLung Cancer : Causes And Effects1329 Words   |  6 PagesThe leading cause of cancer death for both men and women in the United States and worldwide is lung cancer. Lung cancer is responsible for thirty percent of cancer deaths in the United States. The deaths caused by breast cancer, colon cancer and prostate cancer combined do not add up to the deaths that lung cancer causes. In 2007, 158,683 people, 88,243 men and 70,354 women died from lung cancer in the United States (Eldr idge, 2012). Out of the 158,683 people that died from lung cancer in 2007, 135Read MoreCause And Effect Of Lung Cancer1612 Words   |  7 Pagespercent. In addition, since emphysema is said to be one of the causes of lung cancer, it can be said that smoking is also related to lung cancer. As is well known, currently, there are no effective treatment for cancer. Smoking habit is the main cause of lung cancer. The probability of a smoker becoming lung cancer is said to be about ten times more than that of a non-smoker. Also, smoking hurts their own DNA, that is, the risk of lung cancer extends to offspring. There may be people who think smokingRead MoreCause And Effect Of Lung Cancer Essay1334 Words   |  6 Pages Lung cancer is one of the most lethal cancer known throughout the world. The most common suspect of that is smoking, then what happens to the people who inhales the smokers’ smoke? Are they also at risk for developing lung cancer from being a victim? The answer to that right now is that secondhand smoke alone is just a risk factor, there are no evidence right now that currently show that secondhand smoke alone can cause lung cancer by itself. This means that we need to encourage studies that areRead More lung cancer Essay1459 Words   |  6 Pagesnbsp;nbsp;nbsp;nbsp;nbsp;Lung cancer is the most common cancer-related cause of death among men and women. Lung cancer can be undetected for many years causing it to become more dangerous and possibly fatal. There is not cure for lung cancer or any cancer, but if detected in an early stage the lung cancer can be detected, treated, and hopefully terminated. There are many new and developing treatments being tested now that may save li ves in the future. Through understanding what the lung cancer is, doctors canRead MoreEssay Smoking and Lung Cancer1540 Words   |  7 Pages Oscar Wilde had no idea that smoking caused lung cancer. Lung cancer is one of the most preventable diseases that exist, yet people continue to voluntarily put themselves at risk, and it still has tragic effects on the person and their family even though there are ways to treat it. The disease itself is categorized into two types, but both are eventually fatal. The cancer has several causes, but is mainly due to smoking. It has many numerous effects, both physical and emotional. However, there areRead MoreLung Cancer : What Causes It?1420 Words   |  6 PagesLung cancer is any type of cancer that begins in the lungs, although it is still considered lung cancer after it spreads to other parts of the body. Lung cancer is one of the most common cancers in the U.S. and worldwide. Forty percent of people will be diagnosed with lung cancer with in their life span. Lung cancer, as with all cancers, is very complex, so the best way to comprehend it is to break it down into easily analyzed topics. The first topic that must be analyzed is cancer as a whole-whatRead Morelung cancer927 Words   |  4 Pagesï » ¿ Lung Cancer By Brayan Almora and Hector Aparicio Pedroza Ms. Powell, 7th Language Arts Problem – Solution Paper May 15, 2014 Lung Cancer Causes and Treatments Lung cancer is defined as abnormal cell tissue that forms in tissues of the lungs. It is estimated that there are 224,210 new cases every year, while the estimated deaths are numbered at 159,260 per year . There are several options of treatment and are as follows: Surgery, Chemotherapy, Radiation TherapyRead MoreThe Leading Causes Of Lung Cancer1350 Words   |  6 PagesCenter September 2, 2014 The Leading Causes of Lung Cancer State Standard: 6.4.A Cancer is a disease that plagues millions of people annually (â€Å"Lung†). Lung cancer develops when healthy cells in the lungs are compromised by chemicals, pathogens, or radiation (Henderson). In the early twentieth century, before cigarette smoking and toxic man-made air pollutants became more commonplace, lung cancer was relatively rare (Henderson). It is now the leading cause of cancer deaths worldwide, resulting in anRead MoreThe Effects of Smoking on the Body Essay748 Words   |  3 PagesThe Effects of Smoking on the Body Almost one third of the World’s population are smokers for one reason or another, appearance, reduce stress etc. However, I, and many others, find it very difficult to believe smoking can aid anyone’s appearance as it encourages early ageing, and I do not believe that any of the risks that smoking has is worth any amount of stress relief that it can provide. Cigarette smoking can have serious health effects on the human body. 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Analyzing The Different Approaches To Leadership †Free Samples

Question: Discuss about the Analyzing The Different Approaches To Leadership. Answer: Leadership is a process in which the employees are influenced by the leaders towards achieving overall goals and objectives of the organization. It is the capability of a supervisor to encourage the subordinates to conduct the activities with confidence and dedication towards the activities assigned to them. In this paper, the first phase will discuss whether the leadership can be taught or learned by analyzing the different approaches to leadership (Johnston Marshall, 2016). Are leaders born or made? This statement has always dominated and now also dominates the study of leadership. In the next phase, different theories will be discussed and the last phase will be related to the conclusion. It is important for the leader to direct their employees so that success can be achieved. In a recent scenario, it is seen that if anyone wants to achieve success in any field it is important to have skills which can offer a chance to be a leader. It helps an individual to climb up the organization ladder. Leadership can be measured as the asset which should be there in a leader to become successful. According to Theo Haimann "Leadership is the process in which the supervisor's guides and influence the work of the others so that goals and objectives can be achieved"(Alvesson Sveningsson, 2015). Leadership is an influential process in which leader helps to regulate, control and change the behavior and performance of the overall team. It is essential for the employees to follow the instructions given by the leaders so that activities can be conducted smoothly. It is important for the leader to maintain proper relation with the employees so that it can be easy to work according to the given direction by the leader. It is analyzed that in a group, a leader has various power by virtue of which he is on the top level and also influences the behavior of the team members (Neatby, Rioux Aub, 2015). A leader has the knowledge and information about the activities and also has a formal authority to manage the activities of the organization.Management takes into consideration effective and efficient way to attain overall organizational objectives through planning, organizing, staffing and controlling the organizational resources. Leadership can be presented as a process which influences the thoughts, attitude, and behavior so that goals and objectives can be attained of the organization. It is seen that leadership can enhance the confidence and train the employees to enhance the overall output by creating trust and good atmosphere which helps to feel safe for their jobs. It is seen that leaders improve their leadership abilities through the life learning experiences and also through training and coaching. Some individuals seen that leaders are born naturally by having intelligence and visionary. It is often said that "leaders are born to lead" but it not only means that leaders are born only, but not made as to be a good leader it is important to be a follower as it is seen that true leaders do not walk in the front, they only follow the rest. In the present scenario, many corporations consider that if there is no leadership inmanagement then it is known as an ineffective activity. If there is no leadership then it is difficult to manage the resources of the organization. It is also analyzed that without leadership the activities are conducted slowly and which may result in a loss of the business. A Leader is a person who is trustworthy, confident and fulfills all the responsibilities made and manages the work seriously. It is seen that different people have a different attitude so it is important to manage them accordingly. Therefore, leadership is an important skill so that other people do right things. It is seen that it is a challenging task for many organizations to select a better leader. So, if the organizations have the right team with the inspired employees and good leadership abilities then it can be easy to enhance the overall reputation and productivity of the company (Donate de Pablo, 2015). There are some researchers who stated that leadership as a personal perspective like as a trait or behavior whereas many think that leadership is an information processing perspective. Therefore, in this paper study will be made that whether leaders are born or made? Are leaders born? In the recent scenario, there are various self-made leaders who are popular in the organization. It has become a debatable topic whether they become top by born or experience achieved. To support this argument trait theory can be taken into consideration. The trait theory of leadership is an assumption in which the leaders are born and due to this factor, the leaders who possess the qualities and traits are better suited to leadership. This theory focuses on the concept that many leaders are successful and unsuccessful and it is used to predict the effectiveness of the leadership. Common leadership traits of Trait theory are energy, creativity, flexibility and knowledge of the activities. This theory often elaborates the behavioral characteristics that are common in the leaders. In this theory, it is explained that traits are the personal characteristics a leader should have like: confidence and trustworthiness. It states that trait theory focuses on leaders are born". The advantage of this theory is that it is one of the natural pleasing theories and is valid. It helps to provide knowledge and understanding of the leader element in the process of leadership. Trait theory helps to provide constructive information about the leadership and also it can be implemented by people who are conducting their routine activities. Managers can use the information by taking into consideration this theory to analyze their position in the company and to evaluate how their position can be made stronger in the company. They can also have good knowledge of their identity and the way they will impact others in the company. By this theory the managers are aware of their strength and weaknesses and also they can understand that how they can create leadership qualities. So, this is one of the questionable statements to analyze that whether people are born as a leader. There are five aspects of emotional intelligence like self-awareness, motivation, self-regulation, empathy and social skills. This concept is also related to the trait theory (Komives, 2016). It is seen that traits are essential in the development and deployment of the individual skills. Many individuals stated that leadership is born by taking into consideration some characters like artists and players. Therefore, it is analyzed that leadership is actuall y not born. There are various examples related to this argument like: Tiger woods who is golf champion. He is born with good capability to play sports. His father worked with efficiency from his early ages to make him a golf champion. Next example is of Mozart, the musician. He was also born with the skills related to music. His father wanted to make him a good musician from his childhood. He made the efforts to train him by considering various music instruments. By analyzing the examples it is seen that their natural talent and qualities are enhanced through hard work of many years. The improvement is made by their parents and also by the influencing ability. According to Northouse (2009)," leadership is a process in which a person influences a group of individuals to accomplish the goals and objectives of the organization". This definition states that leadership is a process which states that it is not a trait or leadership characteristic but it is a relation between leader and the followers. Also it shows that leadership is not a linear event but it is a communicating event. So, it states that leadership style can be improved by practice and continuous training (Goleman, 2017). Leaders are made A successful organization needs a good leader so that the organization can achieve success in the market. To achieve this it is important for a leader to have good qualities. Some states that good leaders are made not born. If any individual needs to be a good leader then it is important to improve the leadership abilities such as goals and values. Bateman Snell (2009), states that a leader who emphasizes on affecting the company towards achieving goals can minimize the barriers by enhancing the motivation level of the employees. So, leaders should motivate others and create a cooperative environment so that activities can be conducted smoothly. It is important for the leaders to make friends rather than enemies. It is important for the leaders to create a friendly approach so that success can be achieved (Cameron, Quinn, DeGraff, Thakor, 2014). It is important for a leader to create friendly approach so that success can be achieved. In order to be a good leader, it is important to provide good training so that success can be achieved. A leader should create positive thinking so that better training can be offered to the employees. So, it is seen that one's own skills and traits are not sufficient to become a good leader. In a recent scenario, the most common phrase is "he is born to be a leader". It states that traits perspective takes a major portion of the leadership. It states that a specific person may have qualities that are inborn that can assist them to be a good leader. But training is one of the important factors that help to enhance the overall skill and knowledge (Hartnell, Kinicki, Lambert, Fugate Doyle Corner, 2016). So, training is important to be a good leader. Trait leadership states that individuals who have exceptional and inborn talent can be a good leader. Some traits are related to intelligence and height. But process concept states that leadership is an interaction between the followers and leaders. It is said that leaders require followers and also followers require leaders so that communication can be done properly and relation can be maintained effectively. Northouse (2009) suggests that leadership can also be related to the two aspects of theory X and Theory Y. Theory X focuses on the workers who are shy and want assessment by the leaders. While theory Y takes into consideration the responsibility and of some people so that organizational goals can be achieved. Also by taking into consideration theory Y, it is seen that employees are motivated (Jaques, 2017). The managerial grid is also one of the aspects of leadership in which there are various aspects of behavior related to leadership are elaborated like production and worry of an individual. Production factor is related to the task-oriented behavior like managing work and also clarifying the roles. Next factor is related to the concern for people in which the focus is given on creating trust and friendly atmosphere. As this is more related to the individual as it helps to enhance the motivation level of the employees so that vision and strategies can be achieved by the company (Fairhurst Connaughton, 2014). Next theory is related to a behavioral theory in which it is seen that individuals can become a good leader through the process of teaching, learning, and innovation. It is related to a set of skills that can be learned with proper training and learning (Eisner, 2016). Leadership learning is a lifetime activity in which the leaders learn new ways to manage and direct the employees of the organization. Good leaders seek out development opportunities that will assist them to acquire new skills. It is seen through training and coaching leaders are made (Bolden, 2016). Like for instance: If a person is promoted to a post of a leader then it is important to explain the duties and responsibilities so that activities can be conducted smoothly. Training is given to an individual so that activities can be completed with efficiency and also if proper training is given to a leader then responsibilities can be completed with efficiency. It is important to offer training to a leader because it not only enhances the knowledge but also confidence level is enhanced effectively (Clinton, 2017). To be a leader it is important to give formal training as there are many people who can manage to learn and lead the team. Since goodmanagement is related to the rules and rules can be learned and mastered only. So, a leader is an individual who comes forward to take a challenge and overcome the problem with the skills that are learned from training (Fullan, 2014). Training programs With the growing popularity of leadership theories such as behavioral theory and Theory X and Theory Y, the concept of leadership training is growing between organizations as well. In today's competitive business world, companies focus on gaining a competitive advantage based on the effectiveness of leadership styles of their executives. The corporations focus on providing appropriate training to their current executives for improving their leadership approach. Organizations can implement appropriate programs for teaching and improving the leadership style of their managers. The popularity of leadership training programs is growing continuously as the requirement of leadership grooming grows as well. Caprino (2014) provided that developing a leadership mindset is a first step for starting leadership training. Effective leadership is different from managing daily tasks at the workplace. Effective leaders encourage and inspire employees to improve their performance and achieve common o rganizational goals. However, it is not guaranteed that just implementing a leadership training program will improve the leadership qualities of managers in a company. It is necessary that the firm evaluate different factors before implementing a leadership training program such as understating difference between leadership and management, evaluating good leadership behavior, assessing organizational requirements, defining manager qualities and strengths, gaining insights, polishing interpersonal skills and others (Mitgang, 2012). These factors improve the effectiveness of training program which enables leaders to enhance their leadership traits as well. In recent years, leadership training program focus on polishing and improving specific leadership traits of candidates in order to improve their leadership approach. Leadership traits include integrity, authenticity, empathy, good communication, flexibility, compelling presence, humor, charisma, and others. The leadership training program focuses on improving these traits of candidates which improve their leadership approach (Micari, Gould, Lainez, 2010). However, most programs are unable to improve the leadership approach of candidates since it is difficult for them to indulge candidates in the learning process. Simply gaining theoretical knowledge regarding effective leadership approach did not improve leadership style of candidates. It is necessary that a customized training program is established by the company which addresses the issues faced by its managers and which focuses on improving their leadership style. The leadership program should be small, focused and supportive (Yahaya Ebrahim, 2016). It is necessary that each individual in the program must have added attention and proper time to work and improve his/her skills. A small group also facilitates greater connection and support among candidates. A strong central leader is another key requirement of an effective leadership program. For example, General Electric (GE) has implemented an intense five-year training program for its executives who get training from professional experts from different fields (Kosur, 2015). The expertise of teachers directly influences the effectiveness of the training program. During leadership training, the teachers should use multiple methods of learning leadership concepts because when it comes to leadership, one size does not fit all. It means that each person has different characteristics and traits which influence their leadership style. Leadership skills are influenced by behavior and also the skills that are possessed by an individual. Therefore, teachers should assess these qualities and implement a customized program for different candidates. Clearly describing goals and milestones for all leader participants also assist in improving leadership training effectiveness (Solansky, 2010). Teachers should set small and long-term goals for each leader participant that encourages them to achieve them and improve their leadership qualities. Effective leadership program also improves retention program in the company which enables them to preserve leaders. However, these elements did not guarantee the success or failure of a program, but it can bring leade rs closer to becoming successful which is beneficial for the entire company (Sadri, 2012). Therefore, it can be stated that leadership can be taught by implementing a training program in a company. Training programs also help to enhance the working pattern of the employees. It is seen that training helps to enhance the overall confidence level and also working structure can be managed effectively (Frich, Brewster, Cherlin Bradley, 2015). To be a good leader it is important to work with dedication and confidence so that team members can be inspired easily. However, the effectiveness of a training program depends upon a number of factors which are necessary to be evaluated by the corporation before implementing a training program (Dopson, Ferlie, McGivern, Behrens Fischer, 2016). There are various characteristics of a good leader. As it is seen, leaders are diverse and they are of different nationalities, gender and personality profiles. Effective leaders are clear about what needs to be done. It is seen that they can express their vision of a desirable future in a simple way (Bolman Deal, 2017). Leaders are ideas generators and they inspire other people to follow them. They can easily convince other to work according to them and also they have the quality to manage the conflicts that are prevailing in the organization. Leaders know how to stay calm and also they inspire others with the same technique. They use the technique that "when you lose your temper, you are not able to achieve a goal". Self-evaluation is considered as a strong characteristic of an effective leader. A good leader takes critics and tries to work on it. It is seen that no one wants to be corrected but effective leaders want to be corrected so that growth can be achieved. If negative fee dbacks are taken from the people then it can be converted easily into a positive one (Antonakis Day, 2017). It is seen that good leader manage their work life with their personal life. They do not ignore their work life for their personal life and personal life for their work life. They know how to keep up their good health by managing the work. A good leader is a good communicator. He knows how to communicate with the team members and also knows that communication is not solely conversation (Goldman, 2016).The leader focuses on making the message understandable for every team member so that activities can be conducted accordingly. Leaders listen more than they talk with the members. It is the duty of the leader to communicate effectively with each and every one within the organization. A Good leader conducts the activities as per the rules and regulations of the organization. A good leader is the one who finds a solution to each and every problem prevailing in the organization. It is also important that good leader should have a strong moral base so that their decisions can be valued in t he organization. It is also essential for a good leader to be very creative so that failure can be reduced and productivity can be improved of the workers who are working in the business (Koseoglu, Liu Shalley, 2017). Conclusion So, by analyzing the paper it is seen that leadership can be taught. It is seen that leaders can be made by bringing change in their behavior and also through training. There are no born leaders. Individuals are born with a strength that helps them to be a good leader. Leadership is considered as a skill. A good leader can be made by improving the qualities of practice. It is seen that more experience person is, more productivity can be achieved. A good leader can be made with more experience and also by improving the leadership skills. In many situations the organizations have leaders but their capability is not identified. In this case, the organization can create a good leader by offering them proper training and also by performance evaluation. If proper training is given to them, then it can be possible to conduct the activities with efficiency. This states that individuals are not born leaders. It is analyzed that individuals are born with the personal qualities that help them t o be a good leader. When duty is assigned to an individual it offers an opportunity to learn new skills and being coached by someone to inspire them. Hence, it is seen that individuals can be inspired and achieve their skills so that success can be achieved easily. References Alvesson, M., Sveningsson, S. (2015).Changing organizational culture: Cultural change work in progress. Routledge. Antonakis, J., Day, D. V. (Eds.). (2017).The nature of leadership. Sage publications. Bateman, Thomas S., Snell, Scott A. (2009). Management: Leading and collaborating in the competitive world (8th ed.). New York: McGraw-Hill/Irwin. Bolden, R. (2016). Leadership, management and organizational development. InGower handbook of leadership and management development(pp. 143-158). Routledge. Bolman, L. G., Deal, T. E. (2017).Reframing organizations: Artistry, choice, and leadership. John Wiley Sons. Cameron, K. S., Quinn, R. E., DeGraff, J., Thakor, A. V. (2014).Competing values leadership. Edward Elgar Publishing. Caprino, K. (2014). What Great Leadership Training Does Now That It Didn't 10 Years Ago. Retrieved from https://www.forbes.com/sites/kathycaprino/2014/08/01/what-great-leadership-training-does-now-that-it-didnt-10-years-ago/#27b508303760 Clinton, J. R. 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Job Satisfaction and Job Performance free essay sample

The attitudes, ideas, feelings and interests of a child are influenced by the organization of his/her family, thinking of parents and customs of the society. Personality of parents, their education and their behaviour towards the children is the basis of development of attitudes. Teachers having favourable attitude towards their profession are generally successful, properly adjusted and well satisfied with their job. Conducting a study on the secondary school teachers of  Bangalore  city Umme (1999) concluded that attitude towards teaching correlated positively and significantly with their job-satisfaction. OBJECTIVES 1. To compare the job satisfaction of teacher educators with their attitude towards teaching; 2. To compare the job satisfaction of male teacher educators with their attitude towards teaching; 3. To compare the job satisfaction of female teacher educators with their attitude towards teaching. HYPOTHESES 1. There is positive and significant relationship between job satisfaction and attitude towards teaching among teacher educators; 2. There is positive and signification relationship between job satisfaction and attitude towards teaching among male teacher educators; 3. We will write a custom essay sample on Job Satisfaction and Job Performance or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page There is positive and significant relationship between job satisfaction and attitude towards teaching among female teacher educators. METHOD The study was descriptive survey type. Sample The sample comprised of 250 teacher educators with 100 male and 150 female teachers educators from 20 Colleges of Education affiliated to  Panjab  University,  Chandigarh,  Guru  Nanak  Dev  University,  Amritsar  and  PunjabiUniversity,  Patiala. Tools 1. Job Satisfaction Scale (JSS) by Amar Singh and T. R. Sharma (1999) revised version; 2. Teacher Attitude Inventory by S. P. Ahluwalia (1998) revised version. Statistical Techniques Product moment correlation technique was used to find the relation between job satisfaction and attitude towards teaching. RESULTS Product moment correlations were worked out between job satisfaction and attitude towards teaching. The value of correlation between job satisfaction and attitude towards teaching was 0. 0456, which was not significant. This leads to the partial confirmation of hypotheses 1. Hence, job satisfaction of teacher educators thus is positively but not significantly related to attitude towards teaching. The value of correlation between job satisfaction and attitude towards teaching was 0. 123, which was positive but not significant. Thus, the hypothesis 2 was partially accepted. Hence, job satisfaction of male teacher educators is positively but not significantly related to attitude towards teaching. The value of correlation between job satisfaction and attitude towards teaching was 0. 0034 which was positive but not significant, which leads to the partial confirmation of hypothesis 3. Thus, relation between job satisfaction and attitude towards teaching of female teacher educators is positive but not significant. CONCLUSION The job satisfaction of teacher educators was positively but not significantly related to their attitude towards teaching. The job satisfaction of male and female teacher educators was also positively but not significantly related to their attitude towards teaching. REFERENCE Umme, K. (1999) A factor analytic study of job involvement of secondary school teachers in  Bangalore  city. Experiments in Education  28, 9 , 159-163, September. Teachers are increasingly dissatisfied with their jobs, with budget cuts, larger classroom sizes and increased levels of stress all contributing to the problem, according to a nationwide survey released Thursday. The  annual MetLife Survey of the American Teacher  shows the lowest level of job satisfaction among teachers since the group began the survey in 1985. According to the survey, which was conducted toward the end of 2012, teacher satisfaction has declined 23 percentage points from four years earlier, and is down 5 percentage points from 2011. Weve seen a continuous decline in teacher satisfaction, Dana Markow, vice president of youth and education research for pollster Harris Interactive,  told the Huffington Posts Joy Resmovits. Harris Interactive conducted the poll for MetLife. The survey shows that half (51 percent) of teachers report feeling under great stress several days a week, which is an increase of 15 percentage points over 1985. The survey does not break down responses by state, but its no secret that teachers in Wisconsin have been under stress. Many joined massive protests at the Capitol in 2011 when Gov. Scott Walker introduced Act 10 —  his bill that stripped collective bargaining rights from most public employees. The combination of diminished bargaining rights and reduced funds for education in Walkers first biennial budget led to increased employee benefit payments,  a wave of teacher retirements  and also  put many school districts under financial pressure. The combination of that, plus increasing demands for school and teacher accountability, led one teacher in Whitefish Bay to tearfully tell her school board last week that she is resigning. In a  widely shared story on Whitefish Bay Now, high school math teacher Christine Kiefer was quoted saying: I love teaching kids and I love the kids families and I love my colleagues and I love Whitefish Bay, but I cannot wait any longer. I cant stay at a job that sacrifices all my time for my own family — at least two hours every school night and between six to 12 hours every weekend — time after the bell rings, time that produces such good results when there is no good faith effort on the part of the district to pay what I am worth, to pay me what you would probably have to pay an equivalent replacement for me. In the article, a Whitefish Bay School Board member told Kiefer they have little power to improve matters because so many key decisions are made at the state level. Two years ago, the article said, the state cut the districts funding by $2 million. Our hands are tied, School Board Member Cheryl Maranto said. I know the reason we are surviving is because of what happened to your pay and benefits. Read more:  http://host. madison. com/news/local/education/local_schools/job-satisfaction-for-teachers-at-record-low-survey-shows/article_063b0866-7c45Abstract:  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Work plays a prominent role in our lives. It occupies more time than any other single activity and it provides the economic basis for our lifestyle. Satisfaction  with work or  job  is generally defined as the employee’s general attitude towards his or her  job, management and the organization. It is often believed that teaching is a noble profession and  teachers  enter the teaching profession for intrinsic factors which encompass the opportunities for professional advancement, personal and professional challenges, professional autonomy, interactions with colleagues and interactions with students. The present study was conducted to understand whether the perception of  job  satisfaction  among  teachers  is affected by the type  oforganization (private versus government) and the gender (male versus female). The findings  of  this study indicated that the government school  teachers  appeared to be more satisfied than the private school  teachers, though there was no significant difference in the  job  satisfaction  of  male and female teachers. -11e2-bf7c-001a4bcf887a. html#ixzz2MToVGRxsJOB SATISFACTION IN TEACHERS JADE A. YEZZI, AND  DAVIDLESTER [pic] Read More:  http://www. amsciepub. om/doi/abs/10. 2466/pr0. 2000. 87. 3. 776Teachers decision participation, school climate, sense of efficacy, and  job  satisfaction  have increased in importance in recent years. Using a national data set, the authors of the present study explored the dimensionality of these variables and their interrelationships. Regression analyses were performed to pre dict  teachers sense of efficacy and  job  satisfaction  from decision participation and school climate. Aspects of school climate emerged as stronger predictors of  jobsatisfaction  than did the elements of decision participation. Strongest among these school climate dimensions were the lack of obstacles to teaching and principal leadership. Similarly, the best predictors of  teachers sense of efficacy were the dimensions of school climate referred to as faculty communication and the lack of obstacles to teaching. Contrary to predictions, dimensions of decision participation didPresent thought and action relating to satisfaction and motivation of teachers appear to he based on the assumption that job factors which satisfy teachers and job factors which dissatisfy teachers are arranged on a conceptual continuum. This paper tests an alternate assumption which was proposed by Frederick Herzbcrg and his associates. Herzberg suggests that job factors which satisfy workers and job factors which dissatisfy workers are not arranged on a conceptual continuum but are mutually exclusive. The findings of the study reported here revealed that some factors, reported by teachers as contributing to their job satisfaction and job dissatisfaction, were polar in a positive direction and other factors were polar in a negative direction. Achievement, recognition and responsibility were factors which contributed predominantly to teacher job satisfaction. Interpersonal relations (students), interpersonal relations (peers), â€Å"supervision technical†, school policy and administration, unfairness, status and personal life were factors which contributed predominantly to teacher dissatisfaction. Further, the satisfaction factors identified for teachers tend to focus on the work itself and the dissatisfaction factors tend to focus on the conditions of work. The results of this study tend to support the universality of Herzbergs findings. not emerge as best predictors of either  teachers sense of efficacy orjob  satisfaction. Present thought and action relating to satisfaction and motivation of teachers appear to he based on the assumption that job factors which satisfy teachers and job factors which dissatisfy teachers are arranged on a conceptual continuum. This paper tests an alternate assumption which was proposed by Frederick Herzbcrg and his associates. Herzberg suggests that job factors which satisfy workers and job factors which dissatisfy workers are not arranged on a conceptual continuum but are mutually exclusive. The findings of the study reported here revealed that some factors, reported by teachers as contributing to their job satisfaction and job dissatisfaction, were polar in a positive direction and other factors were polar in a negative direction. Achievement, recognition and responsibility were factors which contributed predominantly to teacher job satisfaction. Interpersonal relations (students), interpersonal relations (peers), â€Å"supervision technical†, school policy and administration, unfairness, status and personal life were factors which contributed predominantly to teacher dissatisfaction. Further, the satisfaction factors identified for teachers tend to focus on the work itself and the dissatisfaction factors tend to focus on the conditions of work. The results of this study tend to support the universality of Herzbergs findings. This report describes U. S. K-12 teachers satisfaction with teaching as a career and identifies some workplace-related factors associated with satisfaction. Factors examined include school and workplace characteristics, teacher background, salary, and other benefits. Results are presented in three sections. The first section describes satisfaction levels of teachers with different background characteristics, teaching in different types of schools and school systems, with different perceptions of workplace conditions, and receiving different levels of compensation. The second section contrasts characteristics of most and least satisfied teachers. Using multivariate analysis, the third section describes the strength of association between teacher satisfaction and those workplace conditions open to policy changes after accounting for other relevant teacher and school characteristics. Findings indicate that working conditions related to satisfaction are administrative support and leadership, student behavior, and school atmosphere. Compensation is only modestly related to teacher satisfactioSignificantly, job satisfaction and motivation are very essential to the continuing growth of educational systems around the world and they rank alongside professional knowledge and skills, center competencies, educational resources as well as strategies, in genuinely determining educational success and performance. This study assessed the differences and relationship between the level of teachers’ job satisfaction, motivation and their teaching performance in Rivers State of Nigeria. A questionnaire titled ‘TEJOSAMOQ’ was used to collect data for the study. While the data for the study was analyzed using multiple statistical procedures: mean point value, standard deviation, and variance, t-test of significance and One-way-analysis of variance (ANOVA). The survey results revealed that teacher related sources of job satisfaction seem to have a greater impact on teaching performance, as teachers are also dissatisfiedwith the educational policies and administration, pay and fringe benefits, material rewards and advancement. Background to the Study The relevance of job satisfaction and motivation are very crucial to the long-term growth of any educational system around the world. They probably rank alongside professional knowledge and skills, center competencies, educational resources and strategies as the veritable determinants of educational success and performance. Professional knowledge, skills and center competencies occur when one feels effective in one’s behavior. In other words, professional knowledge, skills and competencies can be seen when one is taking on and mastering challenging tasks directed at educational success and performance (Filak Sheldon, 2003). The above factors are closely similar to efficacy, and, of course, it is well known that many teachers lose or fail to develop self-efficacy within educational settings (Dweck, 1999). In addition, needs satisfaction and motivation to work are very essential in the lives of teachers because they form the fundamental reason for working in life. While almost every teacher works in order to satisfy his or her needs in life, he or she constantly agitates for need satisfaction. Job satisfaction in this context is the ability of the teaching job to meet teachers’ needs and improve their job/teaching performance. However, it is assumed that teachers’ agitations and demands are beyond the resources of the Ministry of Education or the government. As a result, the government in Nigeria and the Nigerian Union of Teachers (NUT) are in a constant stand-off over the increase in salaries, benefits, and improvements in working conditions of teachers. The federal and state governments have argued that the present economic realities in the country cannot sustain the demanded increase in salaries, benefits, and improvements in working conditions. Specifically they argue that teachers’ demands are beyond the governmentresources. Another problem is the government’s position concerning the job performance of the teachers; they accuse the teachers of negligence, laziness, purposeful lethargy, and lack of dedication and zeal to work. They further argue that teachers’ level of efficiency and effectiveness does not necessitate the constant request for salary increase, incentives and better working conditions. While teachers on their part argue that the existing salary structure, benefits and working conditions do not satisfy their basic needs in as much as other sectors of the economy have bigger salary structure, better motivation and enhanced working conditions. They feel Nigeria’s economy is not properly balanced, hence, their demands. The teachers’ argument is in line with Adams’ (1963) equity theory of motivation. Adams’ Equity Theory calls for a fair balance to be struck between employees’ inputs (e. g. , hard work, skill levels, tolerance, and enthusiasm) and employees’ outputs (e. g. , salary, benefits, and intangibles such asrecognition). According to the theory’s finding, a fair balance serves to ensure a strong and productive relationship with the employees, with the overall result being satisfied, thus motivated employees. The theory is built-on the belief that employees become demotivated, both in relation to their job and their employer, if they feel as though their inputs are greater than the outputs. Employees can be expected to respond to this is different ways, including de-motivation (generally to the extent the employee perceives the disparity between the inputs and the outputs exist), reduced effort, becoming disgruntled, or, in more extreme cases, perhaps even disruptive (http://www. mindtools. com/pages/article/newLDR_96. tm) Teachers are expected to render a very high job performance, and the Ministry of Education is always curious regarding the job performance of its teachers. Also, the Ministry of Education demands a very high measure of loyalty, patriotism, dedication, hard work and commitment from its teachers (Ubom Joshua, 2004). Similarly, the roles and contexts of educations’ motivational methods and tools cannot be underemphasized because high motivation enhances productivit y which is naturally in the interests of all educational systems (Ololube 2004, 2005). The overall purpose of the study was to explore and explain job satisfaction and teachers’ work motivation in relation to Nigerian teachers’ needs satisfaction for school effectiveness. The primary purpose of the present research was to test these ideas in the education environment, using teachers’ job and need satisfaction ratings as the dependent variables and teachers’ background information as the independent variables. To a large extent, this work is built on the theoretical frameworks of scholars like Herzberg, Mausner and Snyderman (1959) and Maslow (1943, 1970). The research hypotheses and objectives of this research were made to order for the study of Nigerian teachers’ job satisfaction, with the view of ascertaining the degree to which intrinsic and extrinsic factors of motivation impact them in their work situation. The relevance and intrigue of this research may be seen in how far it supports or refutes prior claims about job satisfaction and motivation amongst Nigerian teachers and, if possible, teachers around the world. Prominently, Nigerian teachers referred to in this study are secondary school teachers. In addition, the job and needs satisfactions of the Nigerian teachers werecompared with the findings from similar studies both within and outside the field of education. For example, Adams (1963), Denga (1996), Filak and Sheldon (2003), Hoppock (1993), MaKenna (2000), Michaelowa (2002), Reis et al. (2000), Robbins (1998), Roe (1970), Sheldon et al. (2001), Sheldon, Ryan, and Reis (1996), Ubom (2001), Ubom and Joshua (2004), Vroom (1964), and Whawo (1993) were consulted in order to establish the extent of variability or association that may exist across their findings. Finally, the empirical findings from this study would help in describing or explaining the pivotal role of motivation on the needs satisfaction of Nigerian teachers’ in line with other theories that are reviewed in this work. However, the emphasis of this research is on the need-based or content theories, with a glance at process and reinforcement theories. The questionnaire developed and used to gather data for this study borrows from similar works on motivation and need satisfaction by authors like Maslow (1943, 1970), Herzberg, Mausner and Snyderman (1959), Ifinedo (2003) and many others. In particular, this research paper is written for education planners, policy makers, educators, academics and human resource development and strategic managersinterested in empirical information methods to conceptualise the issue raised in this study and provide them with useful suggestions that might help them improve secondary schooling in Nigeria. Multiple audiences exist for any text, thus it is my intention that the academic community will also find this paper a useful addition to school effectiveness and school improvement literature. Theoretical Perspectives and Literature Review Employee job satisfaction and motivation can be studied through several broad approaches vis-a-vis content or need based theories, process theories and reinforcement theories. However, the term employee motivation is a complex and difficult term to define; therefore a precise definition of this concept is elusive as the notion comprises the characteristics of individual and situation as well as the perception of that situation by the individual (Ifinedo 2003; Rosenfeld Wilson 1999). An organization’s liveliness, whether public or private, comes from the motivation of its employees, although their abilities play just as crucial a role in determining their work performance their motivation (Lewis, Goodman Fandt 1995). Golembiewski (1973, p. 597) refers to motivation as the degree of readiness of an organization to pursue some designated goal and implies the determination of the nature and locus of the forces inducing the degree of readiness. To Kelly (1974, p. 279), motivation has to do with the forces that maintain and alter the direction, quality and intensity of behavior. According to Hoy and Miskel (1987, p. 176), employee motivation is the complex forces, drives, needs, tension states, or other mechanisms that start and maintain voluntary activity directed towards the achievement of personal goals. In short, Dessler (2001) defined motivation as the intensity of a person’s desire to engage in some activity. From the above definitions some issues are brought to mind that deal with what starts and energizes human behavior, how those forces are directed and sustained as well as the outcomes they bring about (performance). It follows therefore that there is a relationship between motivation and job satisfaction, which is paramount in any organization’s existence. However, the concepts of motivation and job satisfaction are often confused with one another. Peretomode (1991) citing Gibson, et al. pointed out that the two terms are related but are not synonymous. They acknowledged that job satisfaction is one part of the motivational process. While motivation is primarily concerned with goal-directed behavior, job satisfaction refers to the fulfillment acquired by experiencing various job activities and rewards. It is possible that an employee may display low motivation from the organization’s perspective yet enjoy every aspect of the job. This state represents high job satisfaction. Peretomode (1991, p. 113) also argued that a highly motivated employee might also be dissatisfied with every aspect of his or her job. Ifinedo (2003) demonstrated that a motivated worker is easy to spot by his or her agility, dedication, enthusiasm, focus, zeal, and general performance and contribution to organizational objectives and goals. Need-based Approach or Content theory Several factors are believed to influence a person’s desire to perform work or behave in a certain way. The need-based theories explained these desires; they explained motivation primarily as a phenomenon that occurs intrinsically, or within an individual. We can widely recognize two need-based theorists and their theories: Maslow’s hierarchy of needs and Herzberg et al. ’s two factor theory. Abraham Maslow’s Hierarchy of Needs Abraham Maslow’s (1943, 1970) need-based theory of motivation is the most