Organizational Behavior-No Fair Pay In This Place Essay Example for Free

Organizational Behavior-No Fair Pay In This Place Essay The purpose of this paper is to examine the motivational effects of pay level on worker performance. It is discusses some of the elements that contributed to the employees in Western Satellite office to express feelings of inequality. Some of these elements include academic qualifications, educational background, just to mention but a few. The paper also tackles some of the reasons why the New York worker is considered a ‘comparison other’ as opposed to the worker in Seattle. Moreover, the paper explores how the issue of inequality in the case- no fair pay in this place was either resolved or not. For instance, we find in this case that this issue was not resolved. Last but not least, the paper also examines some of the other factors that may have contributed to the dissatisfaction that was experience by the two workers. Some of these factors include; lack of communication, culture, lack of adaptability, lack of empathy, just to mention but a few. Introduction  The purpose of this paper is to examine the case study that revolves around no fair pay in the workplace and the fact that employees working from different cities receive different numerations irrespective of how much responsibility one has within the organization, their academic qualifications and the years of experience within the industry in which they are operating. (Armstrong, 2006, p. 62) Question One What are some of the elements which contributed to the employees feelings of inequality? These include educational background, years of experience, responsibilities that one has and last but not least academic qualifications. The employees were stressed with the kind of work they had to perform such as having heavy load of unhappy clients and their urgent demands, complaining customers, just to mention but a few. (Meredith, 2004, p. 2) Susan was hired based on her degree in Business Administration. She was responsible in planning, problem solving and supervising a number of employees and this included Dan Donaldson, a public relations spokesperson of the company. However, despite all these responsibilities, she received a remuneration of $30,000 per annum. This was very disappointing since she had 20 years of customer relations and supervisory know-how, not to mention the current degree that she had received in business. (Meredith, 2004, p. 3) On the contrary, Helen who was based at the headquarters in New York received $40,000 in only ten months as opposed to 12. This made Susan furious since she had no customer contact, no university education, no one to supervise and no seniority. In a nutshell, Helen had an annual salary of $48,000. (Meredith, 2004, p. 3) Pay determination may possibly have one or more objectives, which may frequently be in conflict with each other. The primary is equity, and this may take numerous forms. They comprise income distribution through reduction of inequalities, defending real earnings (purchasing power), and the notion of equal pay for work of equivalent value. Moreover, pay differentials based on differences in skills are all associated to the idea of fairness. (Deckop, 2006, p. 65) Performance pay systems in organizations are based on assessment of the personality worker, often by their line administrator who may or may not be experienced in process. Performance pay is extensively renowned as contributing to pay inequalities, predominantly in this case (New York and Seattle). (Culbert, 1996, p. 68) Question Two Why the New York worker was considered a ‘comparison other’ but not the worker in Seattle? The New York worker was considered a ‘comparison other’ because the front lines of the job were in Seattle where the client based was centered and the services were rendered. Moreover, employees at Seattle received heavy load of unhappy clients and their urgent demands while she contentedly remained in her comfort zone that was stress free. Research has recommended that some individuals are more flourishing in their careers than others even when they have had equivalent learning and experimental opportunities. One clarification for these disparities may possibly relate to differences between intellectual intelligence (IQ) and emotional intelligence (EQ). IQ measures academic competencies or one’s aptitude to use acquaintance in making decisions and adapting to innovative situations. This can best be illustrated with Helen who works in at the headquarters in New York. However, as much as she is based in New York, all the tasks are carried out in Seattle, and this means that she is not using the little experience and experimental opportunities that she acquired to perform her duties. (Lamal, 1991, p. 72) On the other hand, EQ is a measure of expressive and societal competencies or one’s aptitude to recognize expressive expressions in someone and others. Even though both can be enhanced through training and altered over time, EQ is separate from IQ in that it is one’s aptitude to standardize emotions in reaction to ecological stimulus. EQ has been popularized as an educated skill that is a superior interpreter of life success than intellectual achievement or technological aptitude. This can best be illustrated with Susan and Dan Donaldson who had superior performance, academic achievements, work experience and interpersonal skills. They had to deal with resolving customers issues on a daily basis while Helen and her fellow workers who were based in New York sat and waited for the final produce that came from Seattle. (Harris, 2001, p. 78) The workplace surroundings idea also sees entity firm level performance such as efficiency, productivity, efficiency and competitiveness; as a result of not only the sufficiency supply of human resources with suitable skills, but also a workplace surroundings that incessantly optimizes the use of these skills throughout the way work is intended and prearranged, the suitability, access and association of supports and tools to do the work, the association of decision making, rewards and appreciation for performance. The New York worker is considered a ‘comparison worker’ as opposed to the worker in Seattle since she lacks interpersonal skills, academic achievements, superior performance, just to mention but a few. Despite all these, she is considered the best just because she is based at the head office located in New York. (Bate, 1994, p. 81) On the other hand, the Seattle worker who has all the necessary qualities such as work experience, interpersonal skills and academic qualifications; is looked down upon just because she is operating in Seattle. (Meredith, 2004, p. 2) Question Three  How was the inequality resolved? The inequality was not resolved at all. As a matter of fact, once Mr. James commented that nobody said that it was fair and rather, that was how the staff in New York are remunerated, that was the end of the discussion. Mr. James did not validate his statement, neither did he explain why that was the case. Instead, he was interested in how Susan found out about Helen’s salary. (Meredith, 2004, p. 3) Participation in the labor force is usually regarded as an important measurement of equality. Having a job is significant to individuals. Jobs are a numerically important starting point for livelihoods. They are also significant proportions of social respect, acknowledgment, individuality and self esteem. Even though the sources and solutions for increasing inequality are multifaceted and open to dispute, the corporeal and psychosomatic penalties are real and straightforward. (Mathis, 2006, p. 99) It is understandable that we require more than legislation, bylaw and exacting programs to generate a diverse workforce usual in association. We also need customs of understanding the challenges. This mean examination of ‘what goes wrong’. Both the need for continuous coercive dealings and the phenomena of the turning door or equity tell us regarding the pervasive and systemic character of the status quo in workforce composition and in the organization and conduct of business and government. (Max, 204, p. 104) When individuals talk concerning inequality, they tend to center completely on the proceeds part of the equation. According to the case- no fair pay in this place, there is the gap between the employees in New York and Seattle and this is based on remuneration amongst the employees. (Armstrong, 2006, p. 8) The verification of increasing disparity in the United States and around the globe is both obvious and disturbing. As power, capital, and probability are increasingly concerted in the hands of the extremely few, this age of â€Å"haves† and â€Å"have not† is connected with a wide range of unenthusiastic outcomes for faraway too countless. A good illustration is seen in the case-no fair pay in this place, where Western Satellite Office workers are experiencing inequality problems based on remuneration since they are not based in New York where the head office is situated. They are the ones who experience customer service problems since each and every customer wants to be served and at the end of the day, they feel so stressed and worn out, yet when it comes to remuneration they receive less than what the worker in New York receive. This is not fair since the worker in New York doesn’t experience the pressure that the Seattle worker receives. (Lamal, 1991, p. 106 Question Four What are the other factors which may have contributed to the dissatisfaction experienced by these two workers? Culture A managerial culture affects how the company performs. Culture is the behavior of a group of individuals. This consists of; the beliefs, civilization, acquaintance and practices. Individuals depend on it for security, evenness and the ability to act in response in a given circumstance. (Harris, 2001, p. 92) According to this case, the reason why Helen and Susan received different remuneration was because Helen was situated at the head office in New York. This was the culture of that organization that was based on the location of the city. Therefore, Susan having been situated at Seattle was bound on her $30,000 per annum, and this was regardless of her qualifications. (Meredith, 2004, p. 3) Lack of Communication Generally, lack of communication on the part of the boss contributes to the displeasure among the workers in the association. Communication problems are a purpose of message and organizational procedure, and managerial factors. Effectual communication of performance requirements to all workers will reduce the number of complaints and grievances. Nonattendance of this communication domino effect in workers not performing. For instance in our case, when Susan was about to present her case, Mr. James had already predicted and he simply brushed the matter off by making a comment concerning the issue. He didn’t give room for discussion concerning that matter; neither did he give an explanation nor a satisfactory solution. This resulted to laxity among the workers in the western satellite office. (Bate, 1994, p. 98) By not communicating well enough, Mr.  James avoided to get into dialogue concerning important issues such as, the reason why employees in New York receiving a higher pay as opposed to employees in Seattle. This made him appear unavailable and uncaring to Susan and the employees of Western Satellite Office; this resulted in hurting teamwork spirit and cooperation within the organization. (Deckop, 2006, p. 110) Lack of Self awareness and accurate self-assessment Without self awareness and self-assessment, Mr. James was too quick to brush off the matter that Susan had presented to him. He was unable to accept useful feedback, and he didn’t have a realistic awareness of his strengths or limitations. As a result, it created problems in their work relationships and in their personal relationships. (Culbert, 1996, p. 115) Lack of Empathy When leaders fail to demonstrate sufficient empathy in times of hesitation or crisis, they will probable be seen as unresponsive, hardhearted and in-authentic- all of which will make workers be less supportive and less communicative. The boss may be left feeling misunderstood, and will have complexity â€Å"reading† their workers. This is exactly what Mr. James did and as a result, Susan’s ability to work drastically diminished and she became less concerned with her duties and responsibilities in the workplace. (Mathis, 2006, p. 120) Lack of Adaptability Without elasticity and adaptableness, Mr. James responded negatively to the core issue that was troubling his employee Susan. This revealed emotional strain to Susan since she had to shift priorities; expressed frustration with change; had difficulties adapting Mr.  James responses and tactics to fit the emerging circumstance; and ultimately she was hesitant in taking on new challenges. (Max, 2004, p. 126) Lack of self-management Without good self management, Mr. James reacted precipitately when he predicted that there was bound to be conflict at work. This made him respond to problems in a non-constructive manner that resulted to unwanted consequences such as laxity amongst the employees (Susan). (Harris, 2001, p. 118) Conclusion  In a civilized workplace, individuals who work well ought to be rewarded through decent pay, endorsement and new opportunities, the possibility to build up new skills, admiration from coworker and management, and the individual gratification and satisfaction that comes from doing a job well. Culture determines the type of management, communication, and cluster dynamics within the association. The employees usually recognize this as the excellence of work life which directs their measure of motivation. The concluding outcome is generally performance, human being satisfaction, individual growth and expansion. All these rudiments unite to build the model or structure that the association operates from. However, all these elements are not revealed in our case since Mr. James chose not to allow room for discussion. He lacked communication skills and empathy and as a result, there was poor turnover in Susan’s output. Generally, in an organization, employers should be open with their employees and allow a forum for discussion and participation. For instance in this case, Mr.  James would have allowed Susan to present her queries and later on try to explain to her why the workers in New York had to receive a better pay than workers in Seattle. Moreover, there should be restructuring of some of the rules in Western Satellite Office and promote job enrichment. This will facilitate enlargement of the individuals within the association, better worker performance for the association, there will be maximum use of human resources for the general public at large (both in New York and Seattle), enlargement of the individual, and self-actualization of the individual.

Their Eyes Were Watching Essay -- Literary Analysis, Zora Neale Hurst

Oftentimes, the quest for self discovery centers on the search for one’s voice. In Zora Neale Hurston’s novel, Their Eyes Were Watching Gd the reader learns about Janie, the novel’s protagonist and hero, as she tells her friend Phoebe how she found her identity. Early on the reader learns that language is an important motif in the novel, yet, Zora Neale Hurston deliberately leaves out Janie’s voice in the scene where she uses it to save her life (acquit her of murder). In this scene, Janie does not speak through direct discourse or free mixed indirect discourse; her testimony is relayed to the reader through the narrator. Zora Neale Hurston did this to clarify the meaning of the novel: voice is best used for story telling (to people who will listen). It is used to tell stories that will be passed around and help others grow. It is a means of passing down history. It is a vehicle for story-telling (folklore). ***include a line or 2 that states and organizes my arguments***** At first the novel seems as if it is about Janie’s quest for love. But a deeper look reveals a more profound message. The real story is about Janie overcoming the struggles that keep her from finding her identity. Her identity is tied with her ability to become a storyteller, which she cannot become until she finds her voice. Janie’s evolution occurs as she â€Å"grows to understand the loneliness of silence [and] how morality is required for community† (Meese 47). Her voice is who she is, and just like folklore, it is shaped by beliefs, experiences, and dreams. (i.e. another hint that folklore is the identity of her culture). However, having a voice is only half of the battle, knowing when and how to use it is just as important. At the store opening in ... ...Hurston added this scene to show the importance of culture. By not accepting her heritage, Mrs. Turner leads a miserable life because she is rejecting her identity. Janie is not influenced by the white standard of judgment. Unlike Mrs. Turner’s marriage, Janie’s is real; she truly admires her husband and his ability to â€Å"take most any lil thing and make summertime out of it when times is dull.† (173). Hurston wants the people of her culture to be proud of who they are. By not doing so, they lead miserable lives like Mrs. Turner’s. Conclusion: present day folklore is story telling through music. Not all rap and hip hop songs are about sex and drugs. Many artists write songs with meaning. Like Jay Z’s â€Å"Can I live†. Include some lyrics and what they mean, telling the black folk of today some morals he learned along the way that helped me become and stay successful.

Post-Traumatic Stress Disorder symptoms Essay

I. Importance of Study Found in the Journal of Advanced Nursing, a group of Norwegian psychologists conducted an observational longitudinal study to discover whether or not there is a relationship because Health Related Quality of Life (HRQoL), and Post-Traumatic Stress Disorder symptoms (PTSD). Mette Senneseth, Kjersti Alsaker & Gerd Karin Natvig, conducted this study. According to the journal, the aim of the study was to examine HRQoL and PTSD symptoms in the people that attend Accident and Emergency departments (A&E), due to the fact that they suffer from some type of psychosocial crisis (Alasker et al. 2011, 403). Hereafter, this is referred to as Research 1. The study done in Research 1 revealed that there has been an interest in researching one’s quality of life, and how it correlates with one’s health. The term HRQoL refers to the â€Å"effects of health, illness and treatment on QoL† (Alasker et al. 2011, 403). There have been a number of studies that suggest that traumatic lif e events, including, but not limited to, sexual assault and military combat, have a negative effect on HRQoL. Additionally, poor HRQoL is not only associated with PTSD symptoms, but they are related to differences and modification in HRQoL, and there is a negative correlation between the two (Alasker et al. 2011, 403). The researchers hypothesized that people who seek help at A&E, suffering from such psychosocial calamites, have lower HRQoL than the general population of Norway at the time of the study, and that the participants will have improved HRQoL after two months (Alasker et al. 2011, 403). In addition, a second hypothesis predicts that participants who have high levels of PTSD symptoms at the time of the study will have reduced symptoms after the conclusion of the study at two months. Lastly, the third hypothesis wraps the study up by predicating that high levels of PTSD symptoms are associated to low HRQoL scores in a follow-up experiment (Alasker et al., 2011, 403). Found in the Cyber-psychology, Behavior and Social Networking Journal, a group of researchers conducted a study to compare the effects of VR-graded exposure therapy (VR-GET) versus treatment as usual (TAU) on people suffering from combat related PTSD (McLay et al. 2011, 223). Robert Mclay, Dennis Wood, Jennifer Webb-Murphy, James Spira, Mark Miederholf, Jeffery Pyne and Brenda  Wiederhold conducted this study. Hereafter, this is referred to as Research 2. The doctors responsible for conducting this study found that there has only been one â€Å"randomized, controlled proof-of-concept† study that was specifically designed for Active Duty Service Members suffering from PTSD (McLay et al. 2011, 223). Also, the doctors wanted to extend the â€Å"already found research gathered† from victi ms of PTSD, and take the study one step further. The researchers of Research 2 hypothesized that â€Å"patients with combat-related PTSD would be more likely to experience clinically significant improvements in VR-GET than treatment as usual† (McLay et al. 2011, 224). VR-GET is a virtual reality stimulation that combines graded virtual reality exposure with â€Å"physiologic monitoring and skills training† (McLay et al. 2011, 224). Also, VR-GET promotes engagement with, rather than escaping the events and experiences that prompt a traumatic episode. II. METHODS In regards to Research 1, the participants in the study had to meet three criteria before they were able to participate. During the recruitment period, the researchers found participants who were attending the A&E due to a â€Å"psychosocial crisis and who consulted a psychiatric nurse,† were 18 years of age or older, and those who were able to both read and understand Norwegian (Alasker et al. 2011, 404). A total of 113 were asked to participate in the study. Of those 113 people selected, 99 of the people participated in the baseline study, and 41 participated in both the baseline study, and the follow-up study. Aforementioned, this was an observational longitudinal study, where participants were observed repeatedly over a long period of time. There were two types of instruments that were used for the research in Research 1. The first instrument that was used was a SF-36 Health Survey, which is a â€Å"36 item self-report questionnaire that assesses eight domains of physical and MH ranging from 1-100† (Alasker et al. 2011, 404). In this survey, the higher score reveals the best HRQoL, and the lower score reveals the poorest HRQoL (Alasker et al. 2011, 404). The second instrument that was used for this study was the Post-traumatic Symptom Scale (PTSS-10), which is a ten item self-report questionnaire that â€Å"assesses the presence  and intensity of symptoms† (Alasker et al. 2011, 404). On the PTSS-10, scores range from 10 to 70, and a score of 35 or greater results in a PTSD diagnosis (Alasker et al. 2011, 404). In addition to the two questionnaires, participants were encouraged to go to consolations at the A&E. The number of consultations that each participant attended varies throughout the study. In regards to Research 2, â€Å"participants for the study were all Active Duty Service Members who had been diagnosed by a military mental health professional as having PTSD† related to military combat (McLay et al. 2011, 224). At the end of the baseline assessment, those who were qualified to participate in he study were asked to draw a piece of paper out of an envelop, making the selection of treatment completely random, and giving the participants an equal chance of choosing either treatment. There were a total of twenty people that participated in this study; ten assigned to the VR-GET and another ten assigned to TAU (McLay et al. 2011, 225). The two methods of Research 2 consisted of the VR-GET and the TAU. The participants that were assigned for the VR-GET had a sequence of sessions that consisted of different activities. First, the therapist would meet with the participant and discuss their trauma history. In the second session, participants were asked to reveal their more traumatic stories of their military combat and tours. In later sessions, the participant used the virtual reality helmet to relive their most traumatic events, based off of the information that was gathered about them in the earlier sessions. In each session, the participants were observed on their ability to face their fears and anxieties (McLay et al. 2011, 225). â€Å"Participants assigned to TAU could receive any of the regular services available to them at the NMCSD and NHCP. These two facilities offer full spectrum of PTSD treatment, including, but not limited to, cognitive processing therapy, prolonged exposure, and group therapy† (McLa y et al. 2011, 225). III. ANALYSIS/RESULTS Analysis The researchers for Research 1 used the two self-report questionnaires to gather their data. In addition, the researchers processed the data using  statistical analysis with the help of SPSS16 Processor for Windows (Oslo, Norway). The researcher for this study wants to compare the results of the two surveys with the general population of Norway, and to succeed with that, they used SF-36 data through the Norwegian Coordinated Living Conditions Survey from 2002, consisting of 5131 people (Alasker et al. 2011, 405). In Research 2, it was found that participants in the baseline study had lower norm-based scores in all eight HRQoL domains in comparison to the general population of Norway. In the follow-up study, two months later, the â€Å"participants still had lower norm-based scores than the general population of Norway, but participants had improved their HRQoL in five of the eight domains from the baseline study to the follow-up study† (Alasker et al. 2011, 406). In regard to the PTSS-10 questionnaire in Research 1, among the participants in the baseline study, 79% of them had a PTSS-10 score that was 35, expressing high levels of PTSD symptoms (Alasker et al. 2011, 406). At the follow-up, â€Å"59% of the participants had a PTSS-10 score that was 35, which shows high levels of PTSD symptoms, which can indicate a risk of developing PTSD† (Alasker et al. 2011, 406). The researchers for Research 2 aimed to identify which of the VR-GET or TAU would yield a greater percentage of participants with a â€Å"clinically meaningful reduction in PTSD† (McLay et al. 2011, 225). The researcher succeeded in deepening their research by investigating the â€Å"difference in CAPS scores at an initial assessment and then at the post-treatment assessment in VR-GET versus TAU† (McLay et al. 2011, 226). The CAPS is a â€Å"rating scale for PTSD that corresponds with the 17 symptoms of PTSD† (McLay et al. 2011, 226). Participants were classified according to whether or not they had a 30% of larger reduction of their PTSD based on the results of their CAPS. ii. Analysis Results Taking a look at Research 1, and the question concerning whether or not there is a link between PTSD symptoms and HRQoL, researchers looked at the differences in SF-36 scores between PTSS-10 subgroups in a follow-up study (Alasker et al. 2011, 406). â€Å"The PTSS-10 high scoring and low scoring subgroups at the 2-month follow-up differed in all eight of the HRQoL domains in the follow up study† (Alasker et al. 2011, 406). In addition, the PTSS-10 low scoring participants had improved HRQoL in six out of the eight domains (Alasker et al. 2011, 407). In regards to Research 2, all ten of the participants assigned to the VR-GET were assessed with the CAPS at the post-assessment. Seven out of the ten participants showed an improvement of 30% or more on the CAPS. On the other hand, out of the ten participants that were assigned to the TAU, one did not complete a CAPS assessment. Nevertheless, one out of the nine returning participants receiving the TAU revealed more than a 30% improvements on the CAPS (McLay et al. 2011, 226). â€Å"There was no significant difference between VR-GET and TAU average CAPS scores both before and after the treatments, but there was indeed a significant difference in the average CAPS score over the course of the entire treatment† (McLay et al. 2011, 226). IV. DISCUSSION Results Summary Concerning Research 1’s first hypothesis, participants of the study reported lower HRQoL compared to the general population of Norway in all eight HRQoL domains (Alasker et al. 2011, 408). In regards to the second hypothesis, participants in Research 1 reported high levels of PTSD symptoms at the time of the baseline experiment. Furthermore, PTSS-10 scores did improve from the time of the baseline experiment to the follow-up. The results show that PTSD symptoms decrease for people suffering from a psychosocial crisis in the 2 months after attending the A&E (Alasker et al. 2011, 408). Lastly, concerning the questions if there is a link between the level of PTSD symptoms and HRQoL in the follow-up study, the researchers found that a â€Å"high level of PTSD symptoms after a two month period were linked to lower HRQoL† (Alasker et al. 2011, 408). Results for Research 2 Strengths and Weaknesses In regards to Research 1, there are many strengths and lurking variables that should be pointed out. One strength of the study was that they  progress of the study was completely up to the participant. The participant had the option as to how may consultations they wanted to attend, and the varied decisions led to different results. Another strength of the study was that they used instruments that were both appropriate to the study, and reliable. On the contrary, there were several confounding variables in Research 1 that must be acknowledged. First, there is no evidence that anyone in this trial was on any sort of anti-depressant or medication that would affect his or her scores on the SF-36 and the PTSS-10. Also, there are so many different traumatic events that would cause someone to show symptoms of PTSD. The study should limit its participants to those who experienced similar types of trauma. As for Research 2, there were also strengths and weaknesses to the study. As for its strengths, the doctors did a good job through their selections process to select a small group of people who were highly qualified for this study. Also, the exam that was used to measure the severity of the participants PTSD was based off of seventeen symptoms of PTSD, whereas the instrument used in Research 1 (PTSS-10) only focused on ten symptoms of PTSD. Lastly, the ten-week span of the study was appropriate in yielding results. Just like any other study, there are confounding variables that need to be identified for Research 2. Although the goal was to get the participants in for a reassessment at the conclusion of the study (ten weeks), reassessment for some did not occur until as far as 36 weeks. With that being said, participants have plenty of time to have a relapse, or more time in combat that can result in more severe PTSD. iii. Future Directions The researchers of Research 1 suggest that a â€Å"randomized control trial with a control group is needed to investigate the effect of the psychosocial interactions that are given to this group† (Alasker et al. 2011, 407). In addition, they suggest that it is crucial to get more, information about the long term effects of acute crisis intervention on PTSD symptoms and HRQoL â€Å"given by psychiatric nurses to participants† (Alasker et al. 2011, 410). The researchers of Research 2 also have some suggestions for further directions of this research. It was stated that other studies on the topic  of virtual reality therapy on PTSD victims, improvements in symptoms aren’t visible until sometimes three months after treatment. For future studies there needs to be a longer wait time for the follow-ups so that there can be the most accurate results. In addition, the journal states that careful monitoring of the participants is also something that needs to be done more thorough in the future because a participants overall health, aside from PTSD, must be taken into consideration when the researchers are making observations and conclusions about the participants (McLay et al. 2011, 226). Works Cited Mette Senneseth, Kjersti Alsaker, Gerd Karin Natvig. (2011). Health-related Quality of Life and Post-Traumatic Stress Disorder Symptoms in Accident and Emergency Attenders Suffering From Psychosocial Crises: a Longitudinal Study, Journal of Advanced Nursing 68(2), 402-414. Retrieved from http://web.ebscohost.com.rocky.iona.edu:2048/ehost/pdfviewer/pdfviewer?sid=6c7164f6-d4f6-4ce6-8a46-f1ad579caf63%40sessionmgr15&vid=5&hid=24 Robert N. Mclay, Dennis P. Wood, Jennifer A. Webb-Murphy, James L. Spira, Mark D. Wiederhold, Jeffery M. Pyne, Brenda K. Wiederhold. (2011). A Randomized, Control Trial of Virtual Reality-Graded Exposure Therapy for Post-Traumatic Stress Disorder in Active Duty Service Members with Combat-Related Post-Traumatic Stress Disorder. Cyberpsychology, Behavior, and Social Networking Volume 14, Issue 4. Retrieved from http://web.ebscohost.com.rocky.iona.edu:2048/ehost/pdfviewer/pdfviewer?sid=61603dcf-c639-423e-8f1e-365db0b36d61%40sessionmgr13&vid=4&hid=24

Sample Recommendation Letter for Graduate School

Whether youre applying to business school, medical school, law school, or another program, scholarship, or fellowship, most graduate school applicants are going to need two to three letters of recommendation that will be submitted to the admissions committee (along with your undergraduate transcripts, standardized test scores, essays, etc.) as part of the application process. Not every school requires letters of recommendation. You can often get by without one at some online schools and even brick-and-mortar schools that have more relaxed admission requirements. However, schools with highly competitive admissions processes (i.e. the ones that get a lot of applicants but dont have classroom space for everyone) use recommendation letters, in part, to determine whether or not you are a fit for their school. Why Graduate Schools Ask for Recommendations Graduate schools seek recommendations for the same reason employers require career references. They want to know what people who have seen your work and experienced your efforts firsthand have to say about you. Nearly every other resource you provide to a school is a first-person accounting. Your rà ©sumà © is your interpretation of your career achievements, your essay answers a question with your opinion or tells a story from your point of view, and your admissions interview includes questions that, again, are answered from your point of view. A recommendation letter, on the other hand, is all about someone elses perspective on you, your potential, and your accomplishments.   Most graduate schools encourage you to choose a reference who knows you well. This ensures that their letter of recommendation will actually have substance and wont simply be full of fluff or vague opinions about your work attitude and academic performance. Someone who knows you well will be able to provide well-informed opinions and concrete examples to back them up.   Sample Letter of Recommendation for Grad School This is a sample recommendation for a graduate school applicant was written by the applicants college dean, who was familiar with the applicants academic achievements. The letter is short but does an ample job of emphasizing things that would be important to a graduate school admissions committee, such as  GPA, work ethic, and leadership ability. Notice how the writer includes plenty of adjectives to describe the person being recommended. Theres also an example of how the subjects leadership capability has helped others. To Whom It May Concern: As the Dean of Stonewell College, I have had the pleasure of knowing Hannah Smith for the last four years. She has been a tremendous student and an asset to our school. I would like to take this opportunity to recommend Hannah for your graduate program. I feel confident that she will continue to succeed in her studies. Hannah is a dedicated student and thus far, her grades have been exemplary. In class, she has proven to be a take-charge person who is able to successfully develop plans and implement them. Hannah has also assisted us in our admissions office. She has successfully demonstrated leadership ability by counseling new and prospective students. Her advice has been a great help to these students, many of whom have taken time to share their comments with me regarding her pleasant and encouraging attitude. It is for these reasons that I offer high recommendations for Hannah without reservation. Her drive and abilities will truly be an asset to your establishment. If you have any questions regarding this recommendation, please do not hesitate to contact me. Sincerely, Roger Fleming Dean of Stonewell College As positive as this letter is, it would have been even stronger if the writer had provided additional specific examples of his students achievements, or had pointed to quantifiable results. For example, he could have included the numbers of students the subject had worked with or detailed specific instances in which she had helped others. Examples of any plans shed developed, how she implemented them, and what the outcome was once they were put to use would have been useful as well.  The more detailed the letter, the more likely it is to tip the admissions scale in your favor.