Identify misrepresentation in mathematic problems Essay

Identify misrepresentation in mathematic problems - Essay Example The Federal Trade Commission issued guidelines in October 2009 which regulates advertisers of various products on the use of ambiguous words phrases and statements for the benefit of sales. So the use of the phrase â€Å"these results are not typical† particularly for diet advertisements is not allowed unless they also state the typical results the buyers may expect. 18. The statement made in an article in USA Weekend only provided findings in the instance of drinking 9 cups of coffee a day. It does not have sufficient information and evidence that a single drop or even just a cup of coffee would significantly increase the levels of homocysteine in the body. that promotes artery clogging†¦Ã¢â‚¬  The sentence is not constructed in the most recommended form in the rules of grammar. â€Å"More serious† is used as a noun and a subject for the whole statement. Having grammatical errors and slips affects the credibility of a statement. The article should also provide more information of the methodology used in the study and how many patients were studied. There have been a lot of researches conducted elsewhere in the world that have defied some rules of objectivity and have packed with a terrible dose of statistical sampling

Coventry's contribution to transportation Essay

Coventry's contribution to transportation - Essay Example The automotive industry in the United Kingdom- UK dates back to the end of the 19th century. During the 1950’s, the car manufacturing industry in the UK became the second largest in the globe falling behind to the United States (NAIGT 2008, p.89). At the time, the UK was the largest exporter of cars. In the decades following the 1950’s, the industry faced greater competition from other car manufacturing nations such as France, Japan and Germany. This led to a fall in growth of the industry. By 2008, statistics showing the production of cars by volume ranked the UK as the 12th largest car manufacturer. As competition in car making rose during after 1950, so too did the number of foreign car manufactures rise in the country (Tom, Jason & Clive 2012, p. 54). Companies such as BMW, TATA, and Volkswagen Group invaded the industry. Foreign company groups also claim a large percentage of ownership in traditional British car brands such as Rover, Triumph and Riley (Wells 2010, p. 103). Below is a picture of a Triumph Dolomite sprint car that got manufactured between 1973 and 1980; The Coventry motor industry has experienced innovations and inventions over the years as it faces competition and pressures from the market. The industry has invested heavily in modular design and technology in response to other competing automotive firms in other countries (Tom, Jason & Clive 2012, p. 13). ... This becomes possible through the industry’s extremely sophisticated systems integration skills. The industry has also seen massive technological progress since its inception. The industry has incorporated vital features to ensure vehicle safety (Tom & David 2000, p. 118). Technological progress has also seen the industry focus on issues such as fuel economy, environmental impact, comfort, performance and versatility. Technology and modern management skills have led to transformation of the industry through cutting edge design analysis, lightweight materials, extension of digital control to enable most car functions. Coventry has recently assisted in developing cars that embrace green technology such as electric cars and hydrogen powered vehicles (NAIGT 2008, p.65). The image below represents the technological advancements in green technology by the industry; Part 2: Report One sector that makes up the Coventry automotive industry gets to be research and development- R&D. the efforts of Coventry’s R&D get geared towards a technology roadmap that makes use of relevant resources to build cars that meet the consumers’ demands and environmental demands. This paper will analyze the R&D segment of Coventry’s automotive industry to determine its strength, weaknesses, opportunities and threats. Success of the industry’s R&D will ensure that the industry remains competitive and relevant in the current global automotive industries (NAIGT 2008, p.59). The current global targets in transport aim towards decarbonizing the system by 2050, improving vehicle performance, safety and designs. R&D expenditures represent key information on the sustainability of an industry. The R& D represent an

Shorthand Essay Example | Topics and Well Written Essays - 500 words

Shorthand - Essay Example h out loud’ whereas ‘b4’ stands for ‘before.’ Shorthand messaging usually hinders smooth communication between persons of different generations, especially between teenage students and middle-aged teachers in schools (Lenore, 2012). In this context, a section of the languages fraternity discourages the use of shorthand messaging while the other portion encourages the communication behavior. Personally, I am fond of shorthand messaging. Not only would I encourage the young generation to use shorthand messaging, but I would also provide a nurturing environment for the shorthand communication culture to blossom. Conservatives who are against the use of shorthand writing allege that abbreviations in communication are an outright assault on formal English. However, I am of the opinion that shorthand messaging is a natural evolution of English language. Undeniably, today’s formal English is substantially different from the formal English used in Shakespearian times. Language is a dynamic cultural component that evolves naturally with time (Lenore, 2012). Therefore, restricting the use of shorthand communication is an outright assault on cultural dynamism. In addition, I believe that language is a medium of expression; a channel through which one’s ideas and thoughts are documented. Instant messaging technologies today provide a means through which young people expresses themselves in a comfortable and simplified manner. Teachers hate to embrace the fact that teenagers in school would shallowly express themselves were they to use formal writing in class work (Lenore, 2012). For ex ample, use of a frowning face at the end of an argument signifies presence of a counter-argument. Whenever shorthand communications are restricted, students fail to present their arguments wholly, partly because they are not accustomed to formal writing, and also because they are innately uncomfortable with dictates of language conservatisms. In conclusion, it emerges that

Ketobemidone Research Paper Example | Topics and Well Written Essays - 1500 words

Ketobemidone - Research Paper Example This paper explores the synonyms of Ketobemidone, its chemical structure, its discovery and synthesis, physical and chemical properties as well as its uses. Various Names for the Compound Ketobemidone is a compound with numerous names. The compound is also using other multiple synonyms such as: 1-[4-(3-Hydroxyphenyl)-1-methylpiperidin-4-yl]-1-propanone; Cetobemidone; Ethyl 4-(3-hydroxyphenyl)-1-methylpiperidin-4-yl ketone; Cliradon; Cliradone; Cetobemidon; Cymidon; Hoechst 10720; Ciba 7115; Ketobemidonum; 1-[4-(m-Hydroxyphenyl)-1-methyl-4-piperidyl]-1-propanone; 1-Propanone, 1-[4-(3-hydroxyphenyl)-1-methyl-4-piperidinyl]-;1-Propanone, 1-[4-(m-hydroxyphenyl)-1-methyl-4-piperidyl]-; NSC 117863; or A 21 Lundbeck1. The Chemical Structure of Ketobemidone The chemical structure of the compound is: How Ketobemidone Was Discovered and Synthesized â€Å"The history of synthetic drugs with morphine-like effect is relatively short, dating back only to 1939, when Eisleb produced the now famous 1-methyl-4-phenylpiperidine-4-carboxylic acid ethyl ester.†2 Eisleb together with his colleagues first synthesized Ketobemidone in 1942 at I.G. Farbenindustrie’s laboratory at Hoechst amidst World War II. However, for many years, research had been on-going to find synthetic substances with the same structure as morphine. Small, Eddy together with their co-workers at the United States Public Health service3 worked tirelessly to find these synthetic substances with morphine-like structure. The experiments were founded on the supposition that morphine’s analgesic effect was intrinsic in dibenzofuran, phenanthrene, dibenzofuran as well as carbazole nucleus, which were identified as components of morphine. Earlier attempts were however futile with no development of any synthetic compound with desirable analgesic effect. Organic chemistry experiments rarely yield expected results and products obtained usually come by chance. The analgesic activity of 4-phenylpiperidine s was discovered by chance in 1940s in the course of research by scientists to find antispasmodic characteristics on analogues of cocaine.4 The main focus of Eisleb and Schaumann was to find an alternative compound for atropine. The researchers discovered that the compounds had high levels of analgesic properties apart from their spasmolytic properties. Carboxylic acid exhibited the best outcomes and was later sold in Germany as dolantin, which was wrongly assumed to be non-addictive. As research intensified, several other compounds with structures like morphine were developed including methadone, which was discovered in Germany during the Second World War.5 The initial study of ketobemidone became available in print in 1946 after which it took short duration before being introduced in clinical medicine. In 1954, the Economic and Social Council urged governments to stop producing and trading on ketobemidone arguing that it is a dangerous drug.6 Ketobemidone is synthesized by alkylat ion of (3-methoxyphenyl) acetonitrile with bis (2-chloroethyl) methylamine, which is then reacted with ethylmagnesiumbromide. The resulting product is then O-demethylated with hydrobromic acid to form ketobemidone. â€Å"1-Methyl-4-(m-methoxy)phenyl-4-cyanopiperidine on reaction with ethyl magnesium bromide forms ketone intermediate, which on demethylation with hydrobromic acid affords ketobemidone.†7 Physical and Chemical Characteristics of Ketobemidone Physical Properties

Using Social Networking to facilitate learning in CPUT for IT students Research Proposal

Using Social Networking to facilitate learning in CPUT for IT students - Research Proposal Example e majorly because many people can access the internet Students in the information and technology department in CPUT should be given an opportunity to apply this social network in learning. This will provide a tremendous opportunity for the students to not only improve their performance because of the interesting way of learning but also get to share ideas that could assist individual students in their learning. Form the literature reviews that I have done so far, I have found out that there have been many researchers worldwide looking on social networking and university students. Anna Martinez conducted a research on this field but looked more on how students are using social networking on the social aspect only in the journal ‘online social networking on campus. There has however been no research on using social networking to facilitate learning. My research will be on how social networking can facilitate learning. The proposed research approach is qualitative approach. It is aimed at getting the students view on using social networking to facilitate learning IT in CPUT. I will use formal and informal interviews as the primary research method. I will place adverts on the school notice boards informing students that I am carrying the research. This will make it easy to obtain interviewees and when I go to the classes to conduct interviews students will already be aware of what I am doing. I will record the interviews in tapes with each recording not more than fifteen minutes long. The questions asked will be majorly open ended, like for example, ‘how do you think social networking can facilitate learning ?’. The motivation for choosing subjects to be interviewed is that the students will have most of the information. Interviewing ten students form every year of study will be the most convenient number. The motivation for this the is fact that time might be an issue while conducting the interviews. It is anticipated that different individuals will have

Economy of the United States Before During and After World War Ii Essay Example for Free

Economy of the United States Before During and After World War Ii Essay They were also encouraged to ration their food and gas, and often grew Liberty Gardens. Unfortunately, World War II also made the American Government used to relying on deficit spending (government spending of borrowed money), causing economic problems that still linger today. Thats all I have. Hope it helps! Everything listed above is definatly true to a point, Im a history major who has to answer this question for an exam later this week so I thought Id help add some more information for the people who are looking WWII was an expensive war, it would cost $304 billion just to finance it. For this reason the governmnet pushed war bonds which encouraged common people to help support the war both with their money and with their hearts. From the get go the war was marketed to the common people, proven by the use of popular movie stars in the promotion of War fund-raising and compliance with governmnet measures. After pearl harbor, the American people were ready to pour everything they had into the war effort. Women donated thousands of tons of aluminum cooking supplies to help build planes though it was later found that only virgin aluminum was good enough for aircraft and so their pots and pans were melted down and sold back to them as pots and pans. In the first months of the war Washington was a mess, and mobilization was slow. This is because our governmnet is not made to act swiftly, it was designed to take time and thought before any decision can be made. Scrap drives were unorganized and so were the efforts of the common people. Those who could not physically join the armed forces wanted to know what they could do to help but the governmnet expected little more from them than the purchasing of war bonds and for them to practice conservation of goods. Other items which were recycled included bone and fats which were used in making explosives and other materials. One of the greatest failures of American govenmnet was the policies which did not encourage the full use of all of the American people. While Rosie the Riveter posers might make it seem that women were begged to help in factories, the truth is that Americans tried to keep the women home for as long as possible before labor shortages around 1943 made it nessisary for factories to stop policies of discrimination. Comming out of the Depression, America had 9 million men that needed jobs. Each and every one was employed before women and minorities were given a chance to go to work. Even more difficult than the position of minorities was that of married women, especially those with the men of their families fighting overseas. America had been progressing socially as a nation under FDR, but his social reforms had taken a back seat to the war effort. Day care was almost non-existant, and where it was it was impossible to afford. Many stores also chose to keep the same hours they had during peace time and so women who worked late had a hard time getting the items they needed. Married women who had husbands in the workforce were also discriminated against because a common attitude was that the man should be the sole bread-winner of a household and children would be denied proper care if their mothers worked. Many goods that people took for granted disapeared, and with more money than they had seen in years the American public had little to spend it on. Gasoline was rationed and in many cities Sunday driving was banned, those who violated the laws had their gas coupon books taken away. The decrease in driving worked both to save gasoline and to put many new business, which depended on drive-in coustomers, to fail. Most people were given a card that allowed them 2 gallons of gas per week, with unrestricted gas reserved for emercency vehicles, police officers, and a few unscrupulous congressmen. Meat was also rationed at 2lbs per person per week which was very difficult for some people to live with. Conservation and the war effort also found its way into popular fasion. Durring the war shoes could only be found in limmited colors (i. e. 4 shades of brown, and black) and clothes were not allowed to be made with any more material than was absolutly nessisary, pleats, ruffles and other embelishments were thrown out for the durration. (This is one of the reasons why short skirts and bare-backed dresses were all the rage). A black market of rationed goods and consumer goods (such as sheets) was strongly revived during this period, but was not so pervasive as to undermine the system. With money burning holes in their pockets, Americans turned to the entertainmnet industry, which with its glamourous actors and fantastical stories, helped to distract the public from their problems. Also, the governmnet had its own idea about what Americans should do with their extra money, during the war the income tax was introduced to suppliment GI spending and has been with us ever since. One thing I would like to correct from what is stated above is the idea that minorities gained rights as a result of the economic boom and the war effort. What happened is that minorites began to actively fight for their rights after WWII. Women did not want to be thrown out of their positions after the men came home from the war, they liked the freedom of having their own income and enjoyed doing something other than cooking and cleaning. African-Americans also were feircly discriminated dirring this time. It would not be until after the death of FDR that the new president Harry Truman would finally desegrigate the military. This nations minorities were fighting overseas for freedom and equality when in fact they were not given these freedoms at home. After the war, blacks who had served in the military moved out of the south and sought a better life in the north where they could escape the racial caste system which existed there. Jews were also discriminated here as well as in many other countries. We were eager to condemn Hitler for murder and open persecution, but we did not want to take the Jews off of his hands alive. If you need more info, consult this book: ONeil, W. L. (2002). A Democracy at War: Americas Fight At Home and Abroad In World War II. Cambridge: Harvard University Press. Most of my ideas come from that text, nothing is quoted directly. Hopefully this helps too!

Ability Job Fit

Ability Job Fit What is more likely to lead to high work performance a fit between ability-job or between personality-organisation? Introduction The aim of this assignment is to construct an argument to support the proposition, that Performance-Organization fit is more important over Ability-Job fit, for higher job performance. Scope and Definitions The scope of the assessment covers only the area of high work performance related to ability-job and personality-organization, using proven research and theoretical information from a wide range of articles and journals that are relatively current and authentic. Accordingly, both theory and empirical research, drawn from thorough literature review are used to analyse, substantiate and conclude Personality-Organization shall to lead to higher work performance In this paper, Work performance is broadly viewed as Contextual performance behaviour, counter productive work behaviour, inter personal facilitation and task performance. Background Information Globalization and its effects have led organizations into unchartered territories. As institutions valiantly try to thrive in an ever demanding atmosphere, the identification of critical resources is paramount to any organization. The single most important factor that is significant to any organization is its human capital. The success or failure of an organization can be largely attributed to its human resources. Thus making it directly related to their work performance. The senior executives of most organizations view people and workforce related issues as a critical competitive differentiator and one of their top agenda items. This sentiment is evident in the survey conducted by Accenture in their 2006 Edition of the Accenture High-Performance Workforce Study, in which attracting and retaining skilled staff and developing talented leaders were cited by the executives as critical factors in achieving high performance (Accenture Consulting, 2006). High Work Performance In an organizational context high work performance is defined as an employee (or group of employees) at any level or functions that is focused on the right priorities and understand that they are accountable for delivering strong results. They are energized, engaged and perfectly positioned to give their best by exceeding or far exceeding their Key Performance Indicators (KPIs). Ability Job Fit Ability-job fit can be defined as the fit between the abilities of a person and the demands of a job, or the desires of a person and the attributes of a job (Sekiguchi, 2004). Personality Organization Fit Personality-Organization is defined as the compatibility between a person and the organization, emphasizing the extent to which a person and the organization share similar fundamental characteristics and/or meet each others needs (Kristof, 1996). Ability Job Fit for High Performance According to the literature on practical job previews, correct and practical job information enables applicants to review the degree of similarity between their knowledge, skills and abilities (KSAs) and the job necessities. Applicants who identify a match between the job requirements and their KSAs are likely to stay in selection and accept the job offer. The basic assumption of the theory is that applicants personal assessments play an important part in initial attraction, to remain in the selection procedure and finally in job acceptance decision. Research also supports that subjective fit is the better predictor of hiring outcomes and applicant attitudes than the objective fit (Carless, 2005). Ability-Job fit assessment If you are a job seeker, you might not be considering the importance of ability job-fit, but this fit is critical. As research suggests, without it, you become among the estimated 75 percent of the workforce who are dissatisfied with their jobs (Coppola, Carini, 2006). The ability job-fit model demonstrates that work performance, personal satisfaction and outcomes are enhanced when the employee and work environment are in perfect synch. Synchronization is a process that includes not just education and experience, but many dimensions of individuals abilities: ability to learn, mental hard-wiring, personality archetypes, leadership dynamics and physical abilities (Coppola, Carini, 2006). Job Characteristic Belief Dimensions A primary classification in the job characteristics is Hackman and Oldhams (1980) Job Characteristics Model, which includes five job characteristics: Autonomy Skill variety Task feedback Task identity Task significance Empirical findings on Job Characteristic Belief Research on the model has also found that a multiplicative or additive index of the five job characteristics reflecting job complication is a better analyst of the models psychological findings than an individual job characteristic (Fried Ferris, 1987). Thus, for the purpose of conciseness, a single complexity job characteristic feature was developed for the current research, involving the degree to which a job is complicated, challenging, and involves diverse tasks (Ehrhart, 2006). Further, research finds that the five dimensions, in the Job Characteristics Model (JCM) predominantly relates to an individuals experience of the job, regardless of other factions such as subordinates, co-workers, supervisors, or customers. Accordingly, the level and nature of interpersonal interaction required by customer service jobs is not represented in the JCM (Ehrhart, 2006). Antecedents and outcomes of Ability-Job fit The review of the ability-job fit literature by Edwards (1991) recognized job satisfaction, low job stress, motivation, performance, attendance and retention as outcomes that are positively affected by ability-job fit. When ability-job fit is assessed as the match between what an employee wants and receives from performing job, it is linked to enhance job-satisfaction, integration, and organizational commitment, as well as reduced intentions to resign. Additional benefits for task performance have been established when the meaning of ability-job fit is expanded to include the match between abilities and their job demands. Research by Sekiguchi in 2004, also demonstrates that structured and validated measures for determining ability-job fit have led to efficient selection of employees leading to high performance compared to unstructured techniques (Sekiguchi, 2004). Personality Organization Fit for High Performance Person-environment (P-E) fit propose that positive responses occur when there is a high level of compatibility between individuals and their environment. Research also emphasizes this proposition that individuals adapt easily to jobs that match appropriately with their career personality traits (Spokane, 1985; Tinsley, 2000). P-E fit is seen as a general and wider term, and covers detailed concepts of fit. In the high work performance domain, one common form of fit has been identified as person-organization fit (P-O fit). Further, empirical data suggests that Personality-Organisation fit is the key attribute in maintaining flexibility and dedicated workforce that is essential to a highly competitive organizational environment (Bowen, Ledford and Nathan, 1991; Kristoff, 1996). The Person-Organization fit is distinguished into two types: Supplementary fit Complementary fit Supplementary fit is defined as when a person has similar characteristics to other individuals (Ivancevich, Konopaske Matteson, 2008). Complementary fit is defined as when the individual and the situation suit each others needs (Ivancevich, Konopaske Matteson, 2008). In analysing the P-O fit and related affects on high work performance, the personality domain should be taken into account and evaluated. The main personality domains of interests in the P-O fit are the following: Big Five personality dimensions Locus of Control Self-efficacy Big Five Personality Dimensions In accordance with psychologists, the five big personality dimensions identified in humans are: Extroversion Emotional stability Agreeableness Conscientiousness Openness to experience Extroversion is a trait that indicates a persons outgoing, sociable behaviour. Research suggests that people with high extroversion thrive in sales and managerial positions as they enjoy interacting and conversing with fellow colleagues and peers Their performance excels in training programs and tends to contain superior levels of overall job contentment (Judge, Heller Mount, 2002). Emotional Stability is the ability to be calm, serene, relaxed and secure. Low emotional stability can result in job dissatisfaction and underperformance due to job-related stress (Judge Ilies, August 2002). Agreeableness is the tendency to be considerate, forgiving, tolerant, trusting and soft-hearted. In the organizational domain this is classified as someone who gets along with others and who possess a cooperative attitude. Agreeableness is a trait for a team player who can develop and maintain good interpersonal relationships and team cohesion (Neuman Wright, June 1999, pp. 379-389). This trait is paramount for high performing teams, specifically in the occupations within areas of customer service, sales, auditing, nursing, teaching and social work. Conscientiousness is to be dependable, organized, thorough, responsible and disciplined. Individuals displaying such traits have a tendency to work hard and enjoy achievements, which research has deemed to be important for job performance (Ivancevich, Konopaske Matteson, 2008, page 75). Further, individuals in this group exhibit higher levels of motivation, job satisfaction and other important forms such as retention, attendance and less counterproductive behaviour which are imperative for job performance (Judge Ilies, August 2002).. Openness to experience tends to reflect the extent to which a person is broad-minded, creative, intelligent, inquisitive and willing to take risks. These characteristics are advantageous in occupations where innovation and change is continuous (Ivancevich, Konopaske Matteson, 2008, page 75). Empirical Findings on Big Five Personality Barrick Mount in 1991 conducted research to indentify the relationship between selected job performance criterias and Big Five personality dimensions within five occupational groups. The job performance criterias were: Personnel data Training proficiency Job proficiency Meta-analysis findings of different occupational groups (professionals, skilled/semi-skilled labour, managers, police and sales) across Big five personality dimensions are presented in Table 1 appendix1 (Barrick Mount, 1991, p.12). The results confirmed that for all the occupational groupings Conscientiousness was the valid predictor. The 5 occupational groups shows consistency across other personality dimensions (Barrick M.R Mount M.K, 1991, pp.12-13) In terms of Emotional Stability (ES) very little evidence was found. The correlations for ES were lower compared to conscientiousness, but ES for professionals was in fact in the opposite direction. Agreeableness and Extraversion were theorized as valid predictors for sales representatives and managers. This theory was found support for Extraversion in both occupations. However, very less support was found for Agreeableness, for sales and for managers. Rest of the true score correlations with respect to other dimensions were quite low (Barrick M.R Mount M.K, 1991, pp.14) Table 2 in Appendix1 shows that Conscientiousness as a credible tool for all three criterion types and the results for Conscientiousness are consistent. Extraversion and Openness to Experience (OE) were significant predictors of training proficiency criterion. Most of the other remaining correlations were comparatively small for all three criterion types (Barrick M.R Mount M.K, 1991, p.14) Van Scotter and Motowidlo (cited in Murphy, Cleaveland Beaty, 2001, p. 127) examined correlations between task performance and personality measures scores, and also the two dimensions of contextual performance: Job dedication such as self-disciplined behaviours like working hard, following rules and taking initiative to solve a problem Interpersonal facilitation (cooperative behaviours which helped co-workers in finishing their tasks) These researchers found that Agreeableness, Extroversion, Conscientiousness, and Positive Affectivity were significantly related to inter personal facilitation and only Conscientiousness was related significantly to task performance (Murphy, Cleaveland and Beaty, 2001, pp.127) The relationship between job context, job content sources of stress and selected behavioural and attitudinal outcomes, absenteeism and perceived performance, were empirically examined, while controlling for differences in personality, occupation and organizational culture. The research was conducted with twelve hundred hospital workers using an occupational stress questionnaire and attendance records. It was found that job content stress was found to reduce absenteeism but not to influence perceived performance, while job context stress increased absenteeism and reduced perceived performance (Arsenault, 1983, p.227) The outcome of the research attributed personality to have significant effect on performance but not on absenteeism, but occupation influenced absenteeism but not performance; while organizational culture contributed to the explanation of both absenteeism and performance (Arsenault, 1983, p.227). Smithikrai in 2008 conducted a study on Counter Productive Work Behaviour (CWB) and the extent to which the strength of situations moderates the relations between personality traits (Smithikrai, 2008, p.253). The study set the following as the CWBs: Absenteeism Production deviance Workplace aggression Theft Sabotage or fraud The Research found that conscientiousness is the strongest predictor of CWB (Hough, 1992; Salgado, 2002; Dalal, 2005; Sackett et al., 2006(cited in Smithikrai, 2008, p.253)). The results also indicated that, in a weak situation only, conscientiousness has a stronger, negative relation to CWB when agreeableness is low than when agreeableness is high (Smithikrai, 2008, p.261). Locus of control Locus of control refers to the extent a person believes that specific outcomes are caused by their actions. If someone feels that they are in control of the outcomes, then they have an internal locus of control and the opposite be interpreted as external locus of control (Salazar, Hubbard Salazar, 2002). Empirical Findings on Locus of Control Daileys (1980) study, conducted with 281 scientists, tackled the association between locus of control and task difficulty, task variability and job performance. The research indicated that individuals with an internal locus of control exhibited greater satisfaction, motivation and had an elevated level of involvement in their jobs leading to high performance. Research with a group of accountants performed in Taiwan, also suggests that accountants personality, as measured by locus of control, plays an essential function in predicting the intensity of job performance (Jui-Chen Chen, Colin Silverthorne, 2008). Self-efficacy (SE) SE is essential for successful job performance and must not be underestimated as simply the belief that ones capability and competence may even determine an individuals attempt at completing a particular task. SE affects a persons choice, behaviour, motivation, perseverance, and facilitative thought patterns. Low SE can result in incapacitating effects such as stress and depression, and thus should be handled with care for high job performance (Christopher, 1999). Empirical Findings on Self-efficacy Research was conducted amongst 118 employees in an Australian financial services firm Christopher, 1999). In the study, self-efficacy was found to mediate the association between the amount of prescribed training and superior ratings of improved performance among individuals in jobs where self-confidence was perceived to be crucial for positive outcome, but not among individuals in any positions where it was considered irrelevant (Christopher, 1999). Research confirms the significance of self-regulatory mechanisms in performance achievements and motivational processes (Locke Latham, 1990; Kanfer, 1990; Bandura, 1997; Carver Scheier, 1985). Meta-analytic investigations and performance outcomes in a variety of contexts have been clearly established when self-efficacy is associated (Bandura, 1997) and meta-analytic investigations (Stajkovic Luthans, 1998a). A positive connection between self-efficacy and work-related performance is found by researchers in areas such as computer-related tasks (Harrison, Rainer, Hochwarter, Thompson, 1997), academic research productivity (Taylor, Locke, Lee, Gist, 1984), managerial decision-making (Wood Bandura, 1989a), career choice (Lent, Brown, Larkin, 1987) organizational change (Judge, Thorensen, Pucik, Welbourne, 1999) and coping with career-related stressful events (Stumpf, Brief, Hartman, 1987). The Importance of P-O Fit over Ability-Job Fit Although studies of Ability Job Fit and Personality-Organization (P-O) Fit have been extensive and increasing, researchers have increasingly put more emphasis on P-O Fit. Kristof (1996) contends that there has been a growing interest in P-O Fit during the recent years by both scholars and managers. Bowen et al (1991) (cited in Sekiguchi, 2004) explains that P-O fit is the key to maintaining the flexible and committed work force that is necessary in a competitive business environment and a tight labour market. Kristof, (1996) contends that P-O fit occurs when an organization satisfies an employees needs desires and preferences. The P-O fit argues that employee/persons leave jobs that are not compatible with their personalities. However, it has been argued that the ability job fit model emphasizes the performances of employees, but their satisfaction and thus the outcomes are enhanced when the employees and their work environment are in perfect synchronization (Coppola Carini, 2006). Also, according to Coppola and Carini (2006), individuals past experience and educational skills would not produce any tangible performance outcomes as they try to match their skills with a new job. Sekiguchi, (2004) contends that employees and organization attract each other based on their similarities. This was confirmed by empirical evidence that an elevated level Personality-Organization fit is linked to a number of positive results. Vancouver Schmitt, 1991, Brets Judge, 1994, Chatman, 1991, Boxx et al; 1991, Downey et al; 1975, OReilly et al, 1991, Postner; et al; 1985, Tziner, 1987(cited in Sekiguchi, 2004) explains that empirical evidence discovered that Person Organization Fit was correlated to a number of positive performance outcomes. Cable and Judge, (1996) explains that people select organizations that fulfil needs that has been seen a process that resulted in P-O fit. Chatman, 1989, 1991, Judge, 1993, OReilly et al., 1991, Meglino, et al., 1989 (cited in Cable Judge, 1996, p. 297) further explains that employees are fully committed towards their organization when they share the values of their organizations and in turn they achieve maximum job satisfaction resulting in high performance. Conclusions Theory and research on Ability-Job Fit and Personality-Organisation fit involved a variety of levels of study with respect to high job performance. The analyses were conducted using various job abilities and personality traits in multiple conceptualizations leading to job performance. The P-O is the important attribute to an employees adaptability in an organization providing the essential impetus to higher work performance. This basically means that recruitment of persons possessing the right personality would result in far better job performance when the person and the organization are aligned together. Based on the theoretical and empirical research on personality-organisation fit and ability-job fit, its extensively proven that personality-job fit carries more importance than the ability-job fit. References Accenture Consulting 2006, High Performance Work Study 2006, Research Report, p. 5, retrieved 2 April 2010, . Arsenault, A 1983, The role of personality, occupation and organization in understanding the relationship between job stress, performance and absenteeism, vol. 1983, issue 3, p. 227 Barrick, MR Mount, MK 1991, The Big Five Personality Dimensions and Job Performance: A Meta-Analysis, vol. 44, issue 1, pp. 1-26. Bandura, A 1997, Self-efficacy: The exercise of control, New York: Freeman. Beaty, JC Jr, Cleveland, JN Murphy, KR 2001, The Relation Between Personality and Contextual Performance in Strong Versus Weak Situations, vol. 14, issueÂÂ  2, pp. 125-148. Cable, D Judge, T 1996, Person-Organization Fit, Job Choice Decisions, and Organizational Entry, Organizational Behaviour and human resource processes, vol. 67, no. 3, pp. 294-295. Carless, S 2005, Person-Job Fit versus Person-Organization Fit as predicators of organizational attraction and job acceptance intensions: A longitudinal study, Journal of Occupational and Organizational Psychology, Vol. 78, pp. 411-429. Carver, CS Scheier, MF 1985, A control-systems approach to the self-regulation of action, In Kuhl, J Beckmann, J (Eds.), Action control: From cognition to behaviour, New York: Springer, pp. 237-266. Christopher, O 1999, The impact of self-efficacy on the effectiveness of employee training, Journal of Workplace Learning, Year: 1999, vol. 11, issue 4, pp. 119 122. Coppola, N Carini, G 2006, Ability Job-Fit Self Assessment: Employment Considerations for Job Seekers, Healthcare Executives, vol. 21 issue 2, pp. 60-63. Dailey, R 1980, Relationship between locus of control, task characteristics, and work attitudes, Psychological reports, 47, pp. 855-861. Edwards, JR 1991, Person-job fit: A conceptual integration, literature review, and methodological critique, International review of industrial and organisational psychology, vol. 6, pp. 283-357. Ehrhart, K 2006, Job characteristics belief and personality as antecedents of subjective person-job fit, Journal of Business and Psychology, Vol. 21, no. 2. Fried, Y Ferris, GR 1987, The validity of the job characteristics model: A review and Meta-analysis, Performance Psychology, Vol. 40, pp. 287-322. Gist, ME Mitchell, TR 1992, Self-efficacy: A theoretical analysis of its determinants and malleability, Academy of Management Review, 17, pp. 183-211. Harrison, AW, Rainer, RK, Hochwarter, WA Thompson, K R 1997, Testing the self-efficacy-performance linkage of social-cognitive theory The Journal of Social Psychology, Vol. 137, pp. 79-87. Salazar, J, Hubbard, S Salazar, L 2002; Locus of control and Its Influence on Hotel Managers Job Satisfaction, Journal of Human Resources in Hospitality Tourism, Vol. l (2) 2002, retrieved 2 April 2010, http://www/haworthpressinc.com/store/product. asp?sku=J 17 1, 2002. Judge, TA, Locke, EA Durham, CC 1997, The dispositional causes of job satisfaction: A core evaluations approach, In Staw BM, Cummings LL, (Eds.), Research in organizational behaviour, vol. 19, pp. 151-188. Judge, TA Llies, R 2002, Relationship of Personality to Performance Motivation: A Meta-Analytic Review, Journal of Applied Psychology, Vol. 87, no.4, pp. 797-807. Judge, TA, Daniel, H Mount, MK 2002, Five-Factors of Model Personality and Job Satisfaction: A Meta Analysis, Journal of Applied Psychology, Vol. 87, no.3, pp. 530-541. Chen, J Silverthorne, C 2008, The impact of locus of control on job stress, job performance and job satisfaction in Taiwan, Leadership Organization Development Journal, Vol. 29, issue 7, pp. 572-582. Kanfer, R 1990, Motivation theory and industrial and organizational psychology, In Dunnette, MD Hough LM, (Eds.), Handbook of industrial and organizational psychology, vol. 1, Palo Alto: Consulting Psychologists Press, pp. 75-170. Kristof, A 1996, Person-Organization Fit: An integrative review of its conceptualizations, measurements, and implications, Personnel Psychology, pp.1-2. Lent, RW, Brown, SD Larkin, KC 1987, Comparison of three theoretically derived variables in predicting career and academic behaviour, Self-efficacy, interest congruence, and consequence thinking, Journal of Counselling Psychology, Vol. 34, pp. 293-298. Locke, EA Latham, GP 1990, A theory of goal setting and task performance, Englewood Cliffs, NJ: Prentice Hall. Neuman, GA Wright, J 1999, Team Effectiveness; Beyond Skills and Cognitive Ability, Journal of Applied Psychology, Vol. 84, no.3, pp. 379-389. Sekiguchi, T 2004, Person-Organization Fit and Person Job Fit in employee Selection: A review of the Literature, Osaka Keidai Ronshu, vol.54, no. 6, p, 182. Smithikra, C 2008, Moderating effect of situational strength on the relationship between personality traits and counterproductive work behaviour, Vol 11, issue 4, pp. 253-263 Stajkovic, AD Luthans, F 1998a, Self-efficacy and work-related performance: A meta-analysis, Psychological Bulletin, 124, pp. 240-261. Stumpf, SA, Brief, AP Hartman, K. 1987, Self-efficacy expectations and coping with career-related events, Journal of Vocational Behaviour, Vol. 31, pp. 91-108. Taylor, MS, Locke, EA, Lee, C Gist, ME 1984, Type A: behaviour and faculty research productivity, What are the mechanisms? Organizational Behaviour and Human Decision Processes, 34, pp. 402-418. Van Scotter, JR Motowidlo, SJ 1996, Interpersonal facilitation and job dedication as separate facets of contextual performance, Journal of Applied Psychology, Vol. 81, pp. 525-531. Wood, R Bandura, A 1989a, Impact of conceptions of ability on self-regulatory mechanisms and complex decision-making, Journal of Personality and Social Psychology, Vol 56, pp. 407-415.