British American Tobacco Company Products Essay

English American Tobacco Company Products - Essay Example BAT Company is recorded in the London Stock Exchange and is a constituent of the FTSE 100 Index. The organization reports that as of December 2011, it had showcase a capitalization of ?59.2 billion. At that point, it was positioned 6th biggest organization recorded in London Stock Exchange. The organization isn't just recorded in London Stock Exchange yet additionally in the Johannesburg Stock Exchange (South Africa) and the Nairobi Sock Exchange in Kenya (Britannica Educational Publishing and Rogers 2011 p.177-198). The reason for this paper is to break down the interest and flexibly factors that influence the deals of BAT items. It will likewise investigate what the organization needs to do to be capable top work productively in this market. The article will likewise talk about the effects of the macroeconomic elements: financial development, joblessness, expansion, the parity of installment and business cycle on the items. Request and Supply Demand and flexibly are the most centra l ideas of financial aspects and the foundation of a market economy. This is because of the way that they decide how a specific item or administration is sold in the market. Request by definition alludes to the amount of an assistance or item wanted in a market by purchasers. The amount requested then again alludes to the measure of item that purchasers are happy to buy at a given cost. Cost and amount requested shows a relationship known as request relationship. Gracefully alludes to the amount that the market can offer. In such manner, the amount provided implies the measure of a given items providers are eager to flexibly at a specific cost. The connection among cost and amount provided in the market is alluded to as the gracefully relationship. In view of this definitions, it is apparent that cost is an impression of interest and flexibly. Microeconomic Factors Price is one of the fundamental factors that influence the interest and flexibly of an item, which thusly decide the am ount of an item that is sold (Carbaugh 2010 p. 28-42). As to request, the cost charged decides by and large the amount of an item that shoppers will purchase. This is because of reality that that amount requested and the cost have an opposite relationship. This infers the higher the value, the less will be the amount requested of the item. This is one factor that has influenced the deals of BAT tobacco items. The organization the executives contends that as the expense of item utilized in the assembling of tobacco items increments because of dry spell, they have been compelled to alter their procedure upwards (Cox 2000 p. 16-39). Nonetheless, this expansion in cost went poorly as to turnover the same number of clients diminished the amount they could buy. This is likely because of a move to other modest close substitutes. The organization chiefs are, be that as it may, snappy to attest that they are anticipating a lessening in cost which would empower clients to buy more, hence expa nding their deals. Then again, an expansion in gracefully of the company’s item as a rule lead to a decrease in cost, bringing about an increment in deals as customers are currently ready to bear the cost of the items. Substitutes The cost and accessibility of close substitutes additionally influences interest for an item. At the point when an item has a nearby substitute, shoppers will move in the event of an expansion in value (Carbaugh 2010 p. 28-42). This is the thing that has influenced deals of BAT’s tobacco items. The organization administrators contend that numerous individuals these days incline toward different types of depressants

Attention Deficit Hyperactivity Disorder :: ADHD Research Papers Health Essays

Consideration Deficit Hyperactivity Disorder  â â â â Consideration Deficit/Hyperactivity Disorder (ADHD) is a neurological cerebrum issue that shows as a constant example of negligence and additionally hyperactivity. ADHD is separated into three subtypes: prevalently unmindful ADHD, transcendently hyperactive-rash ADHD, and consolidated sort ADHD. ADHD starts in youth, and has as of late been comprehended, can persevere into adulthood also. While a few kids grow out of ADHD, about half to 60% keep on having manifestations into adulthood.      Children who have ADHD are regularly effectively diverted by sights and sounds in their condition, can't think for extensive stretches of time, are fretful and incautious, tend to wander off in fantasy land, and are delayed to finish errands. Grown-ups who have ADHD may have less articulated side effects, for example, Inattentiveness, impulsivity or hyperactivity, Impairment in at any rate two of three regions - work, life at home and in social communication with peers, and a background marked by youth manifestations. The specific reason for ADHD isn't known, despite the fact that there are numerous speculations.      ADHD is extensively characterized and inescapable, and the side effects ascribed to ADHD likely have a wide range of causes. The underlying triggers could incorporate hereditary vulnerabilities, viral or bacterial diseases, mind injury, or wholesome deficiencies. There has been a flood in elective ways to deal with ADHD, however these have been enthusiastically contested. There is expanding proof that variations in the quality for the dopamine transmitter are identified with the improvement of ADHD. This bodes well, as per other ongoing examinations, individuals with ADHD generally have an anomalous high number of dopamine synapses which dispose of the dopamine before the cerebrum can completely utilize it. The energizer drugs used to treat the confusion are for the most part fit for blocking dopamine synapses. The finding of another conceivable reason originated from the perception that offspring of ladies who smoked during pregnancy are bound to be determined to have ADHD. Given that nicotine is known to cause hypoxia (too little oxygen) in the uterus, and that hypoxia causes mind harm, smoking during pregnancy could be a significant contributing variable prompting ADHD.

How Does Seeking Safety Therapy Help PTSD Patients

How Does Seeking Safety Therapy Help PTSD Patients PTSD Treatment Print How Does Seeking Safety Therapy Help PTSD Patients? By Matthew Tull, PhD twitter Matthew Tull, PhD is a professor of psychology at the University of Toledo, specializing in post-traumatic stress disorder. Learn about our editorial policy Matthew Tull, PhD Updated on June 24, 2019 Post-Traumatic Stress Disorder Overview Symptoms & Diagnosis Causes & Risk Factors Treatment Living With In Children Joe Houghton/Moment/Getty Images  Seeking SafetyI  is a form of  cognitive-behavioral group therapy that specifically targets the unique problems that result when people struggle with drug and alcohol abuse as well as post-traumatic stress disorder (PTSD). Why People With PTSD Have Substance Abuse Problems PTSD is an anxiety disorder and many people with such disorders and other mental health conditions turn to drugs and alcohol to cope with their feelings of discomfort. People with PTSD tend to be hypervigilant. That is, they may refuse to sit with their back to the door because they want to see whos coming and going at all times in an effort to make them feel safe. They may have flashbacks of the traumatic event or refuse to go places that remind them of the event or visit any location where they feel they could be victimized again. If they survived a traumatic event while others did not, they may have survivors guilt.   To numb the traumatic feelings, people with PTSD may use drugs and alcohol to self-medicate. Initially, using drugs or alcohol to suppress difficult feelings might seem to help the individuals who engage in it manage life for a while, but often this behavior eventually catches up with them. The Harm of Self-Medicating Self-medicating can adversely affect ones health, strain relationships, endanger ones career, and result in financial troubles. Self-medicating may also cause the symptoms of a mental health condition to worsen, the exact opposite effect those who use drugs and alcohol to cope actually want. In some cases, self-medicating may lead a person with PTSD to  experience another traumatic event or result in their death. After all, many people with substance abuse problems die in drunk driving  crashes or overdose. Seeking Safety offers people with PTSD an alternative to alcohol and drugs.  It teaches these individuals a number of different coping skills, so they can avoid the number of negative outcomes people with substance abuse problems face. These coping mechanisms  include learning how to ask others for help, recognizing warning signs or high-risk situations for drug and alcohol use, self-care, and coping with PTSD symptoms.   The top priority of Seeking Safety therapy is improving the persons safety; as a result, all skills are geared towards this focus. Wrapping Up If you have PTSD and are inappropriately using drugs or alcohol to cope, speak with a mental health provider about the benefits and drawbacks of Seeking Safety therapy. An honest conversation with your therapist may help you determine whether Seeking Safety is a suitable therapy for you or if youd be better off with another form of intervention. Group therapy, however, can let you know that youre not alone and that many other people whove endured a traumatic event have turned to alcohol and drugs, be they prescription or street drugs, to cope with their symptoms. In addition, in group therapy sessions youll be surrounded with a group of your peers rather than an authority figure, such as a psychiatrist. If you tend to have a problem with authority figures, such as police officers, doctors, teachers or your own parents, ongoing group therapy sessions may be a welcome change.

Emma Watson and bell hooks Discuss Feminism

If you imagine who British actor Emma Watson is hanging out with on any given day, feminist icon bell hooks probably doesnt come to mine. But it turns out that Watson, the UN Women Goodwill Ambassador, and hooks, a leading feminist theorist and cultural critic, have mutual girl crushes on each other. Watson began reading hookss work after her appointment to the UN, and hooks is a fan of Emmas for her portrayal of Hermione Granger in the  Harry Potter  film series. Paper Magazine got them together to talk about their crushes and the essence of them--a shared passion for feminism. These are the most insightful and inspiring takeaways from it. The Struggle to be Cool Watson and hooks reflected on how girls and women often struggle to actualize their authentic, empowered selves because of internalized expectations of who we are supposed to be and how we are supposed to act. Watson recounted how when she first began playing Hermione Granger, she felt pressure to distance herself from the character while giving interviews out of a fear that it was not cool for girls to behave like Hermione. She remembers asking herself, What do young girls talk about? What do they say?, and coming up with, I like going shopping and I have a crush on Brad Pitt, even though what she really liked at that time was school, and had no idea who Brad Pitt was.   This story resonated with hooks as an example of how girls go through periods of trying on acceptable images of femininity, which serves to illustrate that as a society, we need to broaden and diversify those acceptable images so that girls and women can feel comfortable being who they really are. The Importance of Self-Love and Not Trying to Please Everybody When hooks asked Watson what power means to her in the context of feminism, Watson explained that what has been most empowering for her as she has studied feminism through reading is how it has enabled her to let go of self-criticism, and instead, to practice self-love. hooks added that, especially in the digital age, when people can so easily take your words and actions out of context and vilify you for them, it is important for women and girls to get over any kind of attachment to perfectionism, or to being liked by everybody all the time, or understood by everybody all the time. Girls and women, far more than boys and men, are socialized to please others, and it is truly hard to shake off this expectation, but the truth is, it is not our job to make everyone happy and like us. And this is truly a liberating realization. Feminists Can Be and Are Fun and Funny! Both Watson and hooks acknowledge that feminism gets a bad rap because of stereotypes of feminists as humorless killjoys, and this is a serious problem for the movement. In contrast, Watson explained that part of what she loves about hooks is how funny she is when she speaks about feminism. hooks then pointed out, Humor is essential to working with difficult subjects: race, gender, class, sexuality. If you cant laugh at yourself and be with others in laughter, you really cannot create meaningful social change. Feminists Must Be Allowed to Be Whole, Complex, and Balanced People Related to the fact that feminists can be and are funny,  hooks discussed the larger problem of women not being represented as whole and complex people as they age. Instead, in popular culture and in the popular imaginary, they lose their sexuality, their empowerment, and the essence of what makes them cool—something that hooks fears happened to Hermione in the film version of Harry Potter and the Deathly Hallows. hooks admitted that as she has aged, she has felt constrained by expectations that she must be the activist version of herself at all times, but that there is more to who she is than the person who fights racism and sexism. She explained that she is genuinely interested in fashion and beauty too, and she counseled Watson to keep fun and leisure in her new life of activism, saying, Everyone needs to have a balanced life. Being balanced is crucial, because it helps us not to over-extend or to try to live up to other peoples expectations in ways that leave you feeling empty. Feminism is Listening and Learning hooks applauded Watson for working hard to learn about feminism and issues that affect women and girls by reading widely and by engaging broadly with a diverse group of people. Watson said of taking a year off from acting, I want to do a lot of listening, which is an important aspect of the feminist worldview and practice: listening to others and learning from them. We Must Bravely Breach Boundaries The meetings—theyve had a few now—and conversations between Watson and hooks have crossed boundaries of age, race, class, nationality, profession, and that between academia and the public sphere. This kind of meeting and talking across boundaries, with respect for difference and an interest in learning from it, is crucial to the liberatory work of feminism. Of their newfound bond and shared commitment to feminism, hooks remarked, I feel like part of creating a world that is just and diverse is pushing against those boundaries that close us off from one another. Im glad that Im not closed off from you, and that were going to have more fun conversations in the days ahead. Anyone who fancies themselves a feminist, or a person committed to equality for all, can learn a lot from these two.

Social Policy For Shared Societies - 982 Words

(163HS-233F-1: Social Policy for Shared Societies Fall 2016) (By Krishna Prasad Subedi, COEX Program) Reflection of Presentation 11/30/2016 Summary My presentation was based on my previous work experience where I worked as Program Coordinator. The name of the organization is Public Welfare Society Nepal (PWSN) which is located in a rural part of Nepal. Since its establishment in 1990, PWSN has been working in different fields such as health, education, brain drain, environment, agriculture, rural reconstruction, peace-building, community empowerment, and so forth. PWSN has been collaborating with several international organizations (INGOs) for a number of programs. PWSN is fascinating different professionals from different fields for new work. PWSN not only acts as planners but also implements of development plans at the local level. PWSN is helping with mobilizing the local resources to the development growth. This organization is supporting for building a self-reliant sustainable society. The best role of this organization is to mediate between the government and local people. PWSN is also playing an important role to redu ce ethnic conflict by launching rural community participatory programs. Organization and Work Since PWSN has launched the reconstruction and brain gain program, society is adapting to its physical environment. The brain gain program is developing natural and human resources to meet the need of local people. In the local level, organizationShow MoreRelatedAssess the Sociological Perspectives on Crime Prevention. [20 Marks]769 Words   |  4 PagesThe effectiveness of crime prevention strategies has increased in recent years and many sociologists believe that this is the result of society instilling tougher punishments upon its’ members. Despite this, there are many other approaches that attempt to reduce crime. However, they also have their limitations. 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Applied Social Psychology and Causes The Case of Control Arms Campaign Free Essays

During the course of discussions on topics on Social Psychology, I had a realization on the importance of Social Psychology as a school of thought. It dawned on me that the social-psychological school of thought has its relevance on how individuals perceive, create and recreate relationships within and among groups. One of the most practical applications of the range of topics within this course is in asking what makes the individual tick in a particular group. We will write a custom essay sample on Applied Social Psychology and Causes: The Case of Control Arms Campaign or any similar topic only for you Order Now Personally, social psychology’s relevance lies in asking: what drives the individual to act in such a way within a group? In class, we have been bombarded by a mà ©lange of ideas and concepts that range from complex interpretations of social actions, to trivial and too obvious actions of the individual within the context of his social interactions. With that said, this paper focuses on the relevance of applying social psychology in social activism especially in the areas of advocacy and campaigns. Specifically, I would like to focus on the individual’s support for a particular cause which in this case is an international treaty. The assumption that I am making in this paper is that the different theories discussed in class are not fragmented concepts to deal with but are all helpful in making social psychology relevant in reality. With that said, the discussion here attempts to integrate the concepts to make a coherent framework with which to approach campaigning for an international treaty. Advocacy and Campaigns: The Arms Trade Treaty Control Arms (2007) stated that, â€Å"There are at least 639 million small arms and light weapons in the world.† The leading group campaigning for global measure on arms explains that around two-thirds of these firearms are in the hands of civilians. This implies that if we want peace, addressing the issue of arms proliferation is a very huge leap towards lessening gun-related deaths and in achieving world peace. However, the campaign is not without its setbacks. Until now, no global agreement on international arms transfers exist, although the relationship is clear vis-à  -vis the high number of guns available for civilians and deaths. (Control Arms, 2003). Small arms and light weapons are considered as the new â€Å"weapons of mass destruction,† because guns kill people—innocent civilians, women and children. Guns fuel greater violence and it creates fear and trauma on communities. Americans are better off than our African and Asian counterparts because we are at peace. Ironically, we are one of the biggest producers of weapons for warfare and the biggest of which is guns. Applying Social Psychology Concepts on Advocacy and Campaigns One of the initial weaknesses of this campaign is in the lack of public support for it. In the United States, the reactions on an international treaty that regulates arms transfers from one country to another differ greatly. It is bipolar: the pro-guns versus the anti-guns. It is also a crisis of public perception: between what is popular and what people typically approve. A.  Ã‚  Ã‚   On Norms Cialdini (2003) presents what I call a ‘social form of schizophrenia’ when there is a discrepancy between what people do and what they typically approve of—which are two entirely different characteristics. Furthermore, Cialdini proposed that norms determine actions, and thus, the prevailing norms on gun culture determine people’s behavior towards it. How to cite Applied Social Psychology and Causes: The Case of Control Arms Campaign, Papers

Research Essays for Organisational Behaviour - myassignmenthelp.com

Question: Write about theResearch Essays for Organisational Behaviour for Attitudes. Answer: The study of organisational behaviour (OB) focuses on the subject of how organisational people interact within teams in a corporate environment. The approach of organisational behaviour and the theoretical concept has been implemented by the contemporary managers to influence and manage the workforce (Tong and Wang, 2011). Primarily, the theoretical concept of OB is aimed to enhance the performance output of the human resources. In the particular study, different models and theoretical concepts related to organisational behaviour have been addressed that can be applied in an organisational setting. Based on the previous literature and models, the research essay examines a number of factors determining attitudes influencing the behaviour of individual employees and groups at work. In the study, the circumstances influencing attitudes to determine the behaviours at work have been analysed. Furthermore, the role of attitude for an individual at work has been elaborated by providing theoretical concepts and arguments. By considering the OB theories of renowned authors, the study essay examines the factors determining either job satisfaction of the human resources or organisational commitment (Toga, Khayundi and Mjoli, 2014). Lastly, the essay reviews the influence of organisational commitment on the staffs associated with a firm. Evidently, to identify the employee engagement, modern managers must evaluate how much-committed employees are with their given job responsibilities. In the contemporary management status, the research area of organisational behaviour includes a number of philosophical and theoretical models influencing job performance, the attitude of the human resources determining behaviours, job satisfaction of employees, staff commitment, and promoting innovation within the human resources management. In the review of the literature, Brown (2011) suggested that attitude cannot always predict behaviours. Precisely, there are a number of circumstances that must be evaluated influencing attitudes. Most importantly, intention to act can be identified as one of the variables in which attitude can forecast behaviours. Furthermore, the strength of attitude, as well as the situational aspects, shapes evident circumstances that can help to determine behaviours using attitude. In another review, Kuba (2013) described that attitude could not be inferred from behaviour. Clearly, assumptions of human attitude cannot be used to predict behaviours. In a wor kplace, the perceived control of individuals action must be identified to determine the behaviour of an individual through attitude. In the meanwhile, organisational behaviour has concentrated on a number of subjects. The behaviour of the human resources can be evaluated under the term cause and effect of relations with managers (Toga, Khayundi and Mjoli, 2014). In general, managers of modern firms have tried to predict the effect of a decision or activity on human behaviour. In order to draw the correct behaviour of the human resources, the managers must develop systematic knowledge related to the behaviour of human resources. The theoretical concept of human relations approach will be evident in this regard. According to the concept, researchers have evaluated that significant factors of human resources can develop group norms exerting a substantial effect on the performance of workforce (Loughlin and Barling, 2011). Understandably, attitudes are important for an individual as well. Attitudes influence a persons behaviour in both positive and negative way. It is important to note that an individual may not be always aware of their attitude and the impact of attitude on behaviour (Maynard and Parfyonova, 2013). Furthermore, a person with positive attitude towards co-employees and organisation such as friendliness and contentment will create a positive environment at the workplace. The positive attitude is manifested in an individuals behaviour. The positive environment created by a person at workplace through positive attitude will influence other people around them. Moreover, a person with positive attitude will be more active towards their job and render higher level of productivity in the organisation. However, a person with negative attitude such as boredom and discontentment will create a negative environment in the organisation (Maynard and Parfyonova, 2013). An individual with negative attitude will affect others performance and lead to reduced effectivene ss and efficiency at organisation. Hence, it is important for a person to understand self attitude and maintain positive attitude at workplace to influence the efficiency and productivity of the workforce. On the other hand, attitude is a key factor that influenced a persons behaviour that further manipulates job satisfaction and organisation commitment. Apparently, the study of the factors determining job satisfaction and organisational commitment must be discussed to identify the impact of the same on organisational behaviours. In the meantime, there are a number of factors affecting the job satisfaction of the employees promoting employee engagement at the highest order. Sasser and Sorensen (2016) identified some of the factors determining job satisfaction of human resources increasing productivity and performance. First and foremost, working conditions under which an employee spend substantial time can be termed as the leading factor to enhance job satisfaction. A favourable working environment including modern facilities and communication set up can efficiently deliver job satisfaction. On the other hand, monetary compensation and career develop opportunity provided by a company can increase the standard of job satisfaction among corporate employees. For instance, employees will be highly satisfied with the job if there is scope for career development. Every employee wants higher compensation by proving their worth towards the management. Hence, organisations must encourage staff members to attain new skills to accomplish the career objectives and goals (Passarelli, 2010). Thus, advancement opportunity in a job can deliver job satisfaction to the human resources. Notably, heavy workload and stress can create adverse effect on employees. Even dedicated employees can find it difficult to handle excess workload contributing towards lower job satisfaction. Meanwhile, attitude of the supervisor and managers can be considered as other factor influencing job satisfaction as well (Sasser and Sorensen, 2016). When employees receive applause and recognition for a job, ability and satisfaction level of the employees are increased. Effectively, a satisfied workforce can reduce the employee turnover rate as employees want to stick to the existing companies for a long time. According to Zheng, Sharan and Wei (2010), the success of an organisation is determined by the performance of the staffs. Furthermore, the performance of the staff highly depends upon their commitment towards the organisation. There are several factors that influence organisational commitment of the employees. For instance, job satisfaction, organisation climate and leadership style are the key factors that makes the employees committed towards the organisation. It is the role of the managers to ensure, implement and monitor the factors the factors that influence organisational commitment (Melhem, 2004). Employees with higher organisational commitment will render better performance and productivity. The managers must play the role of a leader in order to check the working conditions, workplace environment, compensation packages, job security, promotion opportunity, and relationship with and among employees to enhance job satisfaction of the staffs (Einolander, 2016). In order to develop a better working environment, the managers must observe the behaviour of their subordinates. For instance, it is important for the managers to understand what the staffs think about their work and how do the employees performance in the job. Additionally, the managers need to maintain good relationship with the workers to understand their needs (Passarelli, 2010). A proper understanding of the staffs commitment towards the organisation helps the managers to in develop the workplace conditions and apply different techniques to improve employee motivation and satisfaction. Furthermore, the managers can make use of the motivational theories such as Maslows Hierarchy of Needs, Hertzbergs Two Factor theory and other theories to motivate the employees and increase their commitment towards the organisation (Herminingsih, 2017). Hence, it is important for the managers to take care about how committed their staffs are in order to maintain a better workplace environment and improve organisational performance. On the basis of the above analysis, certain recommendations are made for the managers to improve organisation behaviour in order to enhance the productivity of the workforce. It is important to note that in all circumstances, attitude do not represent the behaviour of a person. Attitude is just one of the factors that influence the behaviour of the employees. Hence, it is recommended to the managers to develop systematic knowledge related to the behaviour of the human resources in order to manage the workers effectively and develop a positive environment at workplace. However, the attitude of a person is an essential factor that influences his or her behaviour. Therefore, it is recommended to the manager to maintain positive attitude at workplace in order to influence the behaviour of other employees. Furthermore, it is important for the managers to have proper knowledge of the factors that determines either job satisfaction and organisation commitment to increase the productivity an d performance of the employees. Application of knowledge in the real life scenario can be helpful for the managers to motivate the employees and increase their job satisfaction level. With higher level of satisfaction, the organisational commitment becomes strong that enhances the performance of the workforce. Finally, the managers must take care of the commitment level of the staffs towards the organisation. By applying various motivational theories, the managers can get aware of the employees needs and develop the workplace environment to increase their job satisfaction. Conclusively, the application of the Organisational Behaviour theory in real life scenario can be helpful to maintain corporate culture at workplace and influence the employees to give their best in the job. References Brown, I. (2011). Privacy Attitudes, Incentives and Behaviours.SSRN Electronic Journal. Einolander, J. (2016). Organizational Commitment and Engagement in Two Finnish Energy Sector Organizations. Human Factors and Ergonomics in Manufacturing Service Industries, 26(3), pp.408-423. Herminingsih, A. (2017). The Influence of the Organizational Justice and Trust to the Leaders on Employee Engagement with Job Satisfaction as Intervening Variable.Archives of Business Research, 5(2). Kuba, Y. (2013). Congruence and incongruence as human attitudes.Person-Centered Experiential Psychotherapies, 12(3), pp.200-208. Loughlin, C. and Barling, J. (2011). Young workers' work values, attitudes, and behaviours.Journal of Occupational and Organizational Psychology, 74(4), pp.543-558. Maynard, D. and Parfyonova, N. (2013). Perceived overqualification and withdrawal behaviours: Examining the roles of job attitudes and work values.Journal of Occupational and Organizational Psychology, 86(3), pp.435-455. Melhem, Y. (2004). The antecedents of customer?contact employees empowerment.Employee Relations, 26(1), pp.72-93. Passarelli, G. (2010). Employees skills and Organisational Commitment.International Business Research, 4(1). Sasser, M. and Sorensen, O. (2016). Doing a Good Job-the Effect of Primary Task Quality on Well-Being and Job Satisfaction.Human Factors and Ergonomics in Manufacturing Service Industries, 26(3), pp.323-336. Toga, R., Khayundi, D. and Mjoli, T. (2014). The Impact of Organisational Commitment and Demographic Variables on Organisational Citizenship Behaviour.Mediterranean Journal of Social Sciences. Tong, J. and Wang, L. (2011). Work Locus of Control and its Relationship to Stress Perception, Related Affections, Attitudes and Behaviours from a Domain-specific Perspective.Stress and Health, 28(3), pp.202-210. Zheng W., Sharan K. and Wei J. (2010). New Development of Organizational Commitment: A Critical Review (1960-2009). African Journal of Business Management. 4(1), pp.12-20.