Case Study On Media Prima Berhad

All employees analyze their environment and strive to be recognized and rewarded for their hard work and dedication they put into the company, in a word they are seeking justice. Justice can be defined as a person receiving what they feel they are entitled to and if they do not receive what they deserve, the situation may boarder on injustice. Unfortunately in today’s society justice and appreciation are not given out to all those deserving (Pinder, 1998). Within the Equity theory there are three justice theories. The first of which is distributive justice, this touches on if the referent feels that the outputs are fair that are given to the employees. This comes into play

Developing work attitudes is by reducing imprudence that was between the hourly workers and their mangers and increasing job satisfaction and organizational commitment. It is clear that workers at this motor company have the lowest job satisfaction in order of various negative influences that impact their life. First, mangers at this company did not treat their employees as a human, they treat them as machines, that should rich the demand by the end of the day, and called them by numbers not their name. Second, workers have intrinsic value, extrinsic value, and ethical values that ford would not respect. Third, Stressful work without any reward and the work environment that was not save, clean, or regulated at the plant. Finally, week bonds between mangers and workers that create week work energy and losing trust between employees as results the work has turned down frequently. In addition, at Ford Motor Company the physical and psychological

Rather, Equity, and the sense of fairness which commonly underpins motivation, is dependent on the comparison a person makes between his or her reward/investment ratio with the ratio enjoyed (or suffered) by others considered to be in a similar situation”(Balancing Employee Inputs and Outputs).

While negotiating the brief I had to deliberate on the intended audience, the purpose and the genre markers inherent in my trailer. The trailer will be set in a haunted asylum, three film students will investigate the mental hospital to dismiss the rumours in a documentary format, it of course turns out the rumours are true and the trio need to try and escape the asylum with their lifes still intact. I chose the unisex young adult market for my trailer, persons aged 15 to 25. I also had to decide on what genre markers would be present in my trailer. The trailer is of course an advertisement and it's main purpose is to get the viewers to go and see the full release of the film in cinemas.

Adam’s Equity Theory is a model of motivation which basically states that employees will perform at a more productive rate if they feel that they are being treated fairly (Kreitner & Kinicki, 2010). Equity is achieved when a worker perceives their reward for their amount of work to be equal to that of a relevant worker. Negative inequity is perceived by the employee when the relevant worker receives greater rewards for the same amount of work. Positive inequity is perceived by the employee when the relevant worker receives fewer rewards for the same amount of work (Kreitner & Kinicki, 2010).

The media plays a massive role in the construction of crime, this includes the reporting of crime, the sensationalisation of stories, over-representation of different social groups and age of offenders. Construction of crime is also through stereotyping both ethnicity and gender. It is sometimes argued that the media is an ideological tool that is used to distort reality from its viewers. Female killers are often considered as ‘oxymoronic’, as they are seen as contradictory. Females are generally seen as caring beings but once they commit violent crimes, they are judged based individual circumstances and it is not taken into consideration that they could just as violent as male offenders in their own right. In this essay, I will be focusing on the gender stereotypes in media, specifically focusing on female killers.

A third aspect of the burnout syndrome, reduced personal accomplishment, refers to the tendency to evaluate oneself negatively, particularly with regard to one's work with clients. Workers may feel unhappy about themselves and dissatisfied with their accomplishments on the job. The consequences of burnout are potentially very serious for workers, their clients, and the larger institutions in which they interact.

organizational goals may be frustrated. (Young, D., p.127) This is the case with almost everyone

The importance of organizational justice cannot be overlooked in today competitive business where individual, group, team, leadership, and organizational behavior are paramount. The diversity behaviors need to be treated with extreme caution as they can make or break an organization. The development of a competent and reliable workforce that promotes the organization’s growth can be realized by advancing two components of organizational justice – distributive and procedural. Largely, organizational justice is associated with workplace

(1) Quantitative Concept of Fairness: Under this concept, thequantity of time or effort one puts into a task should determine the reward one receives from it. Those who expend more time and effort should get more than those who expend less time and effort. This is certainly a legitimate concept of fairness in some situations. (Mark W. Foreman. Prelude to Philosophy: Thinking Critically About Foundational Beliefs. 2012)

The case study focuses on an employee, Paul Keller, who is being affected by a number of factors. His job performance is hindered by constraints such as his work environment, his home environment, stressors, mood, and the management style of his superior. The case study demonstrates how his job performance is affected and what the consequences could be as a result of his poor job performance and lack of concentration.

The equity theory conceived by J. Stacy Adams is based premise that "people gauge the fairness of their work outcomes relative to others, any perceived inequity is a motivating state of mind" (Schermerhorn, Hunt, and Osborn, 2005, p.10, chpt.6). This theory when applied to a sales force would not be the best method to motivate this employee group as to what is deemed fair by a team leader could be perceived as unfair by the

Lapiere's (1934) study shows a weak link at best between attitudes and behaviour. This would suggest that people who are satisfied with their work are not necessarily more productive than those workers who are unsatisfied with their work. A reason for this may be an employee’s limited ability. No matter how much an employee enjoys his job and wants to work hard, he may be limited to how much he can improve his performance as his ability restricts him. If this is the case, then this employee’s performance will not

The organizational justice (OB, p. 256) is taken to extremes. Implementing the same reward through the company notwithstanding local market and standard of living, notwithstanding individual performance creates the feeling of inequity and does not encourage doing better than the average. Attempts to minimize sabotage appear to focus on treating employees fairly and honestly, by

It can change opinions because they have access to people and this gives it a lot of strength. This strength can either be used constructively by educating the people or it can be used destructively by misleading the innocent people. Power of the media can transform the whole society especially in the developing countries it can be used as a 'weapon of mass destruction'. But I think the most important use of media is to educate the people about the basic human rights. The dilemma of the developing countries is that people are not fully aware of their basic rights and if they know, they don't know about what to do and where to go. They don't know their collective strength. Even they don't know how to protest and what is the importance of