Dairy Products: An Important Source of Calcium Essay -- Exploratory E

Dairy Products: An Important Source of Calcium Out of the sources of calcium available, dairy products most aptly provide the necessary calcium with the least amount of side effects. Using dairy products as a calcium source cuts out the need to research which type of calcium is being supplied because all dairy products contain elemental calcium (Got Calcium?). A benefit of elemental calcium is an increased ability to gauge how much calcium is being absorbed (Calcium Supplemental Guidelines). This is because the elemental calcium in dairy products is more easily absorbed (Got Calcium?) Dairy products’ calcium is also less susceptible to complications with other ingested substances such as food or medications (National Osteoporosis Foundation). Removing these possible complications also removes some of the concern of short-term health risks associated with calcium. Studies have also indicated that elemental calcium does not increase some long-term health risks as calcium citrate or calcium carbonate (which are both fo und in calcium supplement pills) might (Harvard School of Public Health). All of these benefits make dairy products a safe and reasonable choice for supplying calcium needs. There are many types of calcium available, and with all of them a certain amount should be ingested each day. Though calcium requirements vary by age and gender, the average person needs about 1000 mg of calcium a day (Nutrition). This helps to keep up with bone growth and repair, and keep up with the loss of calcium through shed materials (National Osteoporosis Foundation). Without continually resupplying the body with calcium severe health problems can ensue (National Osteoporosis Foundation). This resupplying can be done usi... ...without an abundance of time to carefully watch calcium intake and calcium safety, dairy provides the best option. It is a reliable source that can be easily attained without much variation and will dependably be ingested. Works Cited Calcium Supplement Guidelines http://ag.arizona.edu/pubs/health/az1296.html Dietary Supplement Fact Sheet: Calcium http://ods.od.nih.gov Got Calcium? http://www.ext.nodak.edu/extpubs/yf/foods/fn587.pdf. Harvard School of Public Health http://www.hsph.harvard.edu/nutritionsource/calcium.html National Osteoporosis Foundation http://www.nof.org/prevention/calcium_supplements.html Perchlorate Material Safety Data Sheet http://msds.pdc.cornell.edu/msds/MSDSDOD/A264/M131746.htm#Section11 Tests on milk, lettuce find perchlorate is widespread http://www.sacbee.com/content/businass/story/1161626231p-1250598

The effect of performance management systems on employee engagement

Introduction Background Prior research has established the positive effects of employee engagement in the workplace, not only for the organisation in its entirety but also for the wellbeing and productivity of individual employees (Kahn, 1990). It is therefore of paramount importance that research correctly identifies the factors which give rise to increased employee engagement and investment in their job. Rich, Lepine and Crawford (2010) found in a study of 245 fire fighters that engagement, conceptualised as the investment of one’s complete self into a job role (the degree to which a job role is integrated into a personal construct) was a significant mediator in the relationship between value congruence, perceived organisational support, core self-evaluations and the dependent variable: job performance dimensions. Aside from the obvious benefits, including increased productivity and employee initiative, this also suggests that there are psychological perks for employees with higher rates of engagem ent. Increased self-efficacy, job satisfaction, self-esteem and morale have been found to be direct consequences of higher rates of employee engagement (Bakker and Schaufeli, 2008; Harter, Schmidt and Hayes, 2002). Employee wellbeing in the workplace is known to correlate with positive business outcomes (Harter, Schmidt and Keyes, 2003). Overall, engaged employees are more likely to view their job as meaningful, their management and leadership as above average, have better perceptions of their own ability to perform their duties and are more likely to be satisfied with their jobs, leading to a greater work ethic and better performance (May, Gilson and Harter, 2004). The research question The research problem we are facing is to determine the antecedents of employee engagement in the workplace. The questions that will be used to investigate this will query the relationship between management policy and employee engagement. The objective of this study will be to determine whether performance management strategies used by companies affects in any capacity the tendency of employees to fully engage themselves in the workplace. The experimental hypothesis will be that increased use of performance management strategies in the workplace increases rates of employee engagement. Performance management is the independent variable and employee engagement will be the dependent variable. This will establish whether one significant facet of management policy affects employee engagement; an important factor in predicting effectiveness in the workplace. However there are other factors which could potentially influence the dependent variable (employee engagement) which are beyond the scope of this study. There may be many aspects of the individual and their chosen career which affect how engaged they are regardless of management policy. In addition, Saks (2006) found that multiple facets of how an organisation handles employees’ work ethic determines how engaged they are in the workplace, including how much training is provided and perceived effectiveness of procedural justice at work. Isolating performance management will be one step in building a framework to more fully predict employee engagement. If the anticipated effects are discovered, this would be valuable information for businesses wishing to enhance employee productivity and satisfaction using the medium of employee engagement. By establishing the antecedents of employee engagement it will be possible to fill in another gap in the overall model presented by research to predict positive business outcomes. It has been vehemently established that employee engagement can indirectly affect this outcome, but the influences resulting in greater engagement have received relatively little attention. Performance management in particular was chosen since it encapsulates something that is under the direct control of businesses, and will therefore potentially offer an immediate and practical means for businesses to affect employee engagement. Literature review This section will incorporate definitions of the variables involved and the theoretical context of employee engagement and its antecedents. It will also cover some of the research into other factors besides the independent variable for this study which could reasonably affect the independent variable. Employee engagement The definition of employee engagement is surprisingly ambiguous in the literature, which led Macey and Schneider (2008) to gather and categorise the various definitions found in research. They found that authors generally referred to engagement in one of three broad domains; psychological state engagement, behavioural engagement and trait engagement. The effect of management, leadership, company policy and any performance management strategies employed by the business are of course effective only at the behavioural and psychological state level; trait level engagement is innate and relatively constant in each individual, and arises from various psychometric variables. The conceptualisation we shall settle on for this study will therefore involve only the psychological state and behavioural levels, since the primary independent variables of interest involve factors the business can influence to increase employee engagement. Theoretical context for employee engagement Within a theoretical context, employee engagement fits well into the explanatory remit of self-determination theory (Deci and Ryan, 1985). This theory postulates that different forms of motivation exist; autonomous regulation refers to all volition which originates from genuine internal desires, as opposed to controlled regulation in which the source of the impetus to act is external. In terms of engagement at work, autonomous regulation is desirable, as it results in greater initiative and productivity at a task. According to Meyer and Gagne (2008), who explored the underlying psychological mechanisms of autonomous regulation in the workplace, the key lies in satisfying basic psychological needs for competency, autonomy and relatedness. Performance management systems are likely to be a part of building the work environment which successfully cultivates these feelings in employees; giving them a sense that their needs have been met. Although of course there is certainly more involved in determining the extent to which employees are personally involved in their work than need satisfaction. Intervening factors are likely to include employee personal circumstances and the current economic climate. Performance management For the purposes of this study, the definition of performance management shall be the degree to which intervention by the business occurs to ensure recognition of above average performance, and involvement with offering incentives for increased productivity and work ethic. All other variables listed above which have been identified as causal antecedents of engagement will be considered as confounding variables in this study, and will be controlled for as far as possible. According to Roberts (2001), performance management involves the setting of objectives, the use of appraisal systems, reward strategies, training and feedback. This is a definition that can be more easily operationalized as the components are clearly divided which will make development of measurement scales for each subset simpler. Therefore these are the components that shall be measured as the independent variable in this study to make up performance management. Theoretical context for performance management Performance management affects employee perceptions and attitudes, which subsequently affect performance (Hartog, Boselie and Paauwe, 2004). This fits in with the theoretical framework which places employee engagement as reflecting attitudes and the meaning ascribed to job roles. It is therefore logical to expect that higher levels of implementation of performance management strategies would be significantly related to employee engagement. Although this theoretical framework does not leave much room for the inclusion of the position individual employees ascribe to their jobs in their lives. It is relatively simplistic in terms of modelling the expected effects, and there are likely to be confounding variables. Intervening variables Research has uncovered some general factors which contribute in various magnitudes to the level of employee engagement. Job characteristics (van der Broeck, Vansteenkiste, de Witte and Lens, 2008) perceived organisational support (including leadership), procedural justice, learning and training opportunities and performance management strategies (including rewards and recognition management) are all important in predicting the level of engagement an employee is likely to exhibit (Saks, 2006). This study will address one aspect of the bigger research question then; the explanatory power of performance management over employee engagement will be established. The issue will require further research to account for other possible influences on engagement, and potential interaction effects between independent variables. The originality of this study then lies in the examination of a relatively newly recognised concept (employee engagement) and shedding light on the specific relationship it has with performance management strategies, independent of other influences. Methodology This section will describe the proposed method of examining the experimental hypothesis, including how data will be gathered, what will be measured, and how the data will be analysed. Design and procedure Since the sample is limited to one business many confounding variables such as differing job demands and organisational structure can be eliminated. The samples will be taken from historical data, from employees working within a business with relatively low levels of performance management compared to similar organisations. The business under study will have to be one which has at some point implemented a new, more involved performance management strategy; this is how the independent variable will be manipulated. Both levels of employee engagement and performance management will be measured before the implementation of the new performance management strategy to serve as the control data. After the new strategy has been imposed and levels of performance management have increased in the business, the independent and dependent variable will be measured again, and this data will serve as the experimental condition. To establish the persistence over time of any significant differences in the dependent variable found to result from the change in performance management strategy, three samples will be taken at six month intervals after the implementation of the new strategy. If there is any initial difference in employee engagement between the samples immediately before and after the new strategy comes into for ce, the subsequent samples taken after the strategy has been present for some time will tell us about the long term effects of increasing performance management, otherwise the possibility remains that any effects are merely short term and fade when employees become accustomed to the new system. This will therefore be a repeated measures design. The rates of employee engagement will be compared between temporally differing samples, which will determine if changing levels of performance management alone were sufficient to affect a change in engagement, and how any effects persist, weaken, or strengthen with time. Participants Data will be gathered from secondary sources extant in the literature. The ratings of employee engagement and performance management strategies will be gathered from employees and managers working within the same business. Model specification The model we have to test (based on prior research in the area) places employee engagement as dependent in part on performance management. An a priori power analysis will be conducted on previous studies examining employee engagement to determine the expected effect size. Operationalisation of variables Performance management will be defined as the number of rewards and punishments handed out by senior management, the amount of time employees spend in training, and how often employees are appraised. Employee engagement will be measured with subjective rating scales and peer ratings. Analysis Statistical analysis of this data would include one-way analysis of variance. First performance management would be measured in each group to ensure that in reality there was a change due to the implementation of the new strategy. Then the degree of variability in engagement can be examined between conditions. The relative impact of increasing performance management can be examined in the short and long term, which could help in our theoretical understanding of the psychological underpinnings of any effects observed; if the effects change over time, this will provide clues for future research to investigate, and give use evidence to speculate further on why the change took place. This method of statistical analysis will allow for simple comparisons between control and experimental groups, and for different levels of the experimental condition, in this case the amount of time elapsed after the implementation of the new strategy. Limitations Since the data will all be gathered from the same business, many confounding variables will remain constant between groups, however this means the findings may be less applicable to other business contexts. There is also the fact that a substantial time will have passed between conditions, meaning there may have been other changes other than the independent variable under study, which could confound the results. All other pertinent factors will be investigated and accounted for in the final report to ensure they remain as consistent as possible. It is also essential to recognise the fact that different individuals harbouring different internal traits and psychological dispositions will be motivated to engage in their workplace by different factors which are meaningful to them personally. This is especially true between individuals with radically differing job characteristics and duties since they are likely to have different expectations of their job, and view their relationship to their job role differently. However the influences on engagement cited here have been shown to be generally applicable despite differing job roles. Psychological factors of unique individuals may also play a role in shaping how well specific employees fit into their job role. May, Gilson and Harter (2004) found that perceived meaningfulness of job role, perceived safety at work (including co-worker relations and perceived job security) and availability of psychological resources relevant to job demands are all positively correlated with employee engagement. Such factors may be positively influenced directly by effective performance management but are otherwise outside the scope of this study. The fact that different employees are likely to have been used between conditions (due to the time elapsed) could also pose a problem due to their potential to have very different opinions, experiences and traits relevant to their work life which could influence employee engagement. Limitations include the fact that not all influences on the outcome variable have possibly been considered in the analysis, although there are good theoretical grounds for including the variables that are present. There is likely a myriad of intervening factors affecting how much employees engage at work, but focusing on ones that are immediately under the control of the business administrators and relatively logistically sound to implement makes the most sense as a starting point for this line of research. References Bakker, A. B., & Schaufeli, W. B. (2008) Positive organizational behavior: Engaged employees in flourishing organizations. Journal of Organizational Behavior, 29(2), 147-154 Den Hartog, D. N., Boselie, P. and Paauwe, J. (2004) Performance management: a model and research agenda. Applied psychology, 53(4), 556-569 Harter, J. K., Schmidt, F. L. and Hayes, T. L. (2002) Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: a meta-analysis. Journal of applied psychology, 87(2), 268 Harter, J. K., Schmidt, F. L. and Keyes, C. L. (2003) Well-being in the workplace and its relationship to business outcomes: A review of the Gallup studies. Flourishing: Positive psychology and the life well-lived, 2, 205-224 Kahn, W. A. (1990) Psychological conditions of personal engagement and disengagement at work. Academy of management journal, 33(4), 692-724 Macey, W. H. and Schneider, B. (2008) The meaning of employee engagement. Industrial and Organisational Psychology, 1, 3-30 May, D. R., Gilson, R. L. and Harter, L. M. (2004) The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of Occupational and Organizational Psychology, 77(1), 11-37 Meyer, J. P. and Gagne, M. (2008) Employee engagement from a self-determination theory perspective. Industrial and Organizational Psychology, 1(1), 60-62 Rich, B. L., Lepine, J. A. and Crawford, E. R. (2010) Job engagement: Antecedents and effects on job performance. Academic Management Journal, 53(3), 617-635 Roberts, I. (2001) Reward and performance management. Human resource management: A contemporary approach, 3, 506-558 Saks, A. M. (2006) Antecedents and consequences of employee engagement.Journal of Managerial Psychology, 21(7), 600-619 Van den Broeck, A., Vansteenkiste, M., De Witte, H. and Lens, W. (2008) Explaining the relationships between job characteristics, burnout, and engagement: The role of basic psychological need satisfaction. Work & Stress,22(3), 277-294

Information Processing And The Human Mind - 1468 Words

Information processing theories emphasizes on the way people focus on environmental events, translate information to be learned and find a way to relate the information to the knowledge in the short term memory and then store the knowledge in the long term memory; to retrieve it when need be. The way we process information such as problem solving and critical thinking with such efficiency, it is seen that we perform better than highly sophisticated machines. Even thou the human mind is so incredibly remarkable, researchers didn’t develop systematic models of memory, cognition, and thinking until the 20th century. In the 1950s, the only pronounced research model was the information processing model (IPM). â€Å"Information processing is not the name of a single theory; it is a generic name applied to theoretical perspectives dealing with the sequence and execution of cognitive events (Sch.164).† Because of these multiple theory perspectives, information processing is sho rt of a clear identity. Most of the researcher on information processing was done in a lab where they studied eye movements, recognition and recall times, attention to stimuli, and interference in perception and memory. The researchers are still trying to apply educational settings that involve the basics; math, reading, and science. Theorists believe that learning starts to form with relations between the stimuli and responses, which is one of the characteristics in behaviorism. 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Cake Decorating Homemade or Store Bought Essay - 702 Words

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The United States Has The Largest Prison Population In

The United States has the largest prison population in the world, but fails to perform the duties of successful correctional facilities. The lack of rehabilitation leads to unsuccessful reintegration into society as people released from prison are soon sent back for committing yet another crime, contributing to a violent crime rate of 372.6 per 100,000 inhabitants in the US in 2015 (FBI National Press Office, 2016). According to the US Department of Justice, more than 10,000 convicted criminals are released from US prisons each week and approximately two-thirds of them are rearrested within three years (2015). We must fix the US prison system because I fear that by releasing ex-convicts from prison without properly rehabilitating them and†¦show more content†¦Further, in order to lower the recidivism rate, ex-convicts must receive some sort of help to successfully reintegrate into society upon release. The successful rehabilitation of convicted criminals and the successful p risoner reintegration into society would ultimately lead to a safer and more capable society by lowering the recidivism rate, making those the policy goals and outcomes the ones that matter most. I chose to study Norway’s prison policy because I have heard that Norway has the most humane prisons in the world and I wished to research what that meant and how successful those humane policies really are. Norway is worth looking at because their recidivism rate is very low, suggesting that their prison policy is successful. According to the World Prison Brief, Institute for Criminal Policy Research, in 2016, the incarceration rate in Norway was 74 per 100,000 inhabitants, based on an estimated national population of 5.25 million, resulting in a total prison population of 3,874; the occupancy level of their prisons is 89.9%. 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The Biggest Migration in Global History Free Essays

In 1886, the Statue of â€Å"Liberty Enlightening the World,† a gift from the people of France, was dedicated by President Grover Cleveland. Set at the entrance of New York, the statue was just in time to greet the biggest migration in global history. Between the years of 1860-1910, more than twenty-two million immigrants had entered the country . We will write a custom essay sample on The Biggest Migration in Global History or any similar topic only for you Order Now This influx of immigration became known as the New Immigration. Industrialization had taken over agriculture and American industries were experiencing one of their greatest booms, thus a greater demand for workers . Immigrants from all over Europe came in hopes of securing for themselves money to return home with, or in some cases, a permanent position in a country of abundant opportunity. Although this increase in immigration eventually led to restrictive immigration laws, ultimately, this group of â€Å"New Immigrants† not only provided a much-needed economic service, but also added to the diversity of our â€Å"melting-pot† country. The promise of immediate employment and political and economic freedom were more than enough reasons to entice immigrants to come to the United States; in 1864, some 194,000 immigrants landed in America . Until 1897, ninety percent of all overseas immigrants arrived mostly from northern and western Europe, primarily from Great Britain, Ireland, Germany, and Scandinavia . Most of these new immigrants came from lands with democratic traditions and education systems and were welcomed by the native-born Americans because they possessed much needed industrial skills. The new immigrants, primarily the Scandinavians, used the Homestead Act to receive land in the Midwest and start small farms . They had families and skills to offer and were not a migrant group; they planned to stay and make it in America. However, by 1905, partially encouraged by the new technology of steamships and cheaper ocean passage rates, the number of immigrants had risen to 1,285,000 people annually . More than a million immigrants arrived in each of the years 1905, 1907, and 1910, some fleeing the â€Å"pogroms† (organized massacres) taking place in Eastern Europe, and others seeking a life that they could never have within the borders of their poverty-stricken countries . These later immigrants, arriving from southern and eastern Europe, were Czechs, Poles, Ukrainians, Serbs, Slovaks and Russian, as well as Italians, Greeks, Hungarians, and Rumanians. Approximately ten percent of them were Jews fleeing from the repressive policies of Czarist Russia under Alexander III, although Roman and Orthodox Catholics were among the arrivals . The masses of immigrants were overwhelming. By 1887, it became obvious that Castle Garden (immigrant receiving station) was too small to process the large numbers of immigrants pouring into the country . Castle Garden had because so small, that criminals were simply hanging out at the receiving station to rob the immigrants inside, instead of waiting for them to get on the streets. Thus, the government built Ellis Island and immigrants continued pouring in. The number of immigrants was so great that by 1910 immigrants and their families composed over half the total population of 18 major cities . In Chicago, eight out of ten residents were immigrants or children of immigrants . The response to these newcomers was unfriendly and inhospitable. The Americans who saw their job security challenged by immigrants that were willing to work longer hours for lower wages did not welcome them. The newcomers did not have the same culture as the first immigrants that had come from Northern and Western Europe. Most lacked skills and very few spoke English, some could not read or write in any language. The Slavic and Polish (excluding Jewish) immigrant groups were viewed as unskilled, illiterate, and transient and were seen as a bigger threat to American institutions than the other European ethnic groups. They were not ambitious people, tended to keep to themselves, and were opposed to the American idea of materialism. Many of the Slavs and Poles distrusted American public schools; they withdrew their children from school and encouraged them to seek training in a trade, thus allowing a high rate of dropouts. Likewise, Italians were discriminated against because they also provided cheap labor and, naturally of a clannish nature, tended to move and settle as a group in Italian communities where they only worked with fellow countrymen and did not learn the ways of urban life. Americans thought that Italians did not assimilate into the American culture well since they held on their old-country traditions and cultures so strongly. Assimilation was important to the Americans because they were fearful of the change that came with other cultures, not to mention their resentment towards the new languages already replacing English in several parts of the cities. The Italians also brought the Mafia, which although in Italy enforced justice, came under the control of criminals in the US, and became known for racketeering, blackmail, and extortion. The immigrants were blamed for creating disorder and violence in the cities, and in general, were thought to be â€Å"birds of passage† who would use the American economy to make their fortunes, then return to their native land taking American dollars. The ever-growing influx of immigrants disturbed many native-born Americans who were annoyed by the newcomers† appearance and way of life. They expected these people, no matter what their place of origin, to conform to Anglo-Saxon patterns of behavior and to cherish the institutions of America. These anti-immigrant, nativist, sentiments, and the hatred and prejudice toward these immigrants led to the passing of immigration laws that greatly restricted the flow of immigration . The first restrictive law prevented immigration of lunatics, criminals, polygamists, people with diseases, and those likely to be public charges. In August of 1882, the first federal immigration law was adopted. This law put a head tax on all immigrant passengers. In February of 1885, a law prohibiting the importation of contract labor, called the Foran Act, was enacted. In 1906, leaders of the Boston Immigration Restriction League used the arguments of racial superiority to limit immigration. Finally, in 1924, the Fundamentalists succeeded in passing the National Origins act, which allowed the US to restrict the number of immigrants to 164,000 a year, and also favor immigrants from Western Europe over those from Eastern Europe . Many American believed that these immigration restrictions were necessary to keep the American institution cities from deteriorating. The population living in cities of over 30,000 increased from ten percent of the total in 1860 to more than twenty-five percent of the total US population by 1900 . The pressure of the tremendous inflow of immigrants quickly outstripped the ability of the nation†s established institutions to cope with them. Already poor in the Old Country, for the most part, they arrived in America penniless and made their homes in the growing tenements of America†s major cities. The severe strain on the housing situation coupled with discriminatory practices eventually led to the creation of ghettos. Women and children were often sent to work to contribute to the survival of the family, old-world views that eventually led to wholesale exploitation of child labor. Poverty on a never-before-seen scale became the norm in America†s urban centers. Perplexed, poor, and lacking knowledge of the American lifestyle, these immigrants were used as a low-paid labor force for dirty jobs that nobody else wanted and felt the harshness of Industrialism the most. They did not know their bosses, class animosity often divided management and labor, and their interests and wants were of little concern to the corporations. Because these people did not have the proper education, many of them remained unskilled or semi-unskilled throughout their lives. Although many could not attain the work skills they needed, they gained many other things. By the early 1900†³s, ninety percent of those who could not speak English learned to do so in less than ten years after they arrived, and only a third was still illiterate . Despite their many hardships, the new immigrants were determined to make it in the New World. For example, the Slavs† ability to take the worst jobs and stick with them enabled them to become one of the top two ethnic groups representing employees of America†s leading industries . It was the clashing of old-world views with those of new-world ideas that forced compromises that helped to advance social and political thoughts. The cities would not have grown without people to provide cheap labor in the factories, and it was the willingness to provide a cheap source of labor and to work the most difficult and menial jobs that helped enable the United Stated to make the economic gains that she made. How to cite The Biggest Migration in Global History, Essay examples

Social Media Marketing Benefits for Business-Samples for Students

Question: Discuss about the Advantages and Disadvantages of Using Social Networks in Business. Answer: Literature Review Scope Presently, the usage of internet is the significant part of the lives of the individuals and there is extensive use of internet in the fields of routine activities such as purchasing, sending mails, for fetching information, education, etc. but most vital significance of social networks and internet has been realized in the business sector as all the budding as well as the establishes business organisations and entrepreneurs are taking extensive use of this in the form of innovative technology. It is one of the key sources for business expansion across the globe (Celine, 2012). In the current business scenario, the usage of social networking is maximizing and rising for attaining increased level of customer satisfaction and customer engagement. The importance and potential of social networks have mostly realized in the small and medium enterprises as they have considered as the way to achieve global presence and extended customer base. There is an extensive amount of researches and l iterature that shows the importance, advantages as well as disadvantages of taking sue of social networks in the businesses. Literature Review Objectives The objective of presenting this literature is to analyze and comprehend the impact of taking use of social networks in the businesses as well as the role of these social networks, numerous social platforms and applications in achieving success, enhanced customer base and international expansion. The next objective of the paper is to the innovative aspect of taking use of social networks for achieving increased customer engagement. Another objective is to have insights about the several disadvantages and advantages of taking use of social networks in the businesses by the means of diverse literature and research work of different authors. Literature Review: Social Network Several numbers of authors and researchers have a diverse set of views in explaining the actual concept of social network but from the combined view it can be explained as the inter-personal connection or relationship between the people, various business enterprises and the organisations. There is a flow of information among all these but there is no hierarchy or any sort of set order. Almost all the organisation takes use of social networking as one of their key marketing tactic. But taking sue of social networks as the marketing strategy requires effective understanding of the concept as well as its associated merits and demerits (Kadushin, 2012). The concepts if social networking can also be understand from the business context where there is an online application through which the customers have an interaction various business enterprises. It includes development of the business content and its effective sharing. Earlier the business organisation take use of the traditional media but it has limited advantages and to overcome the weaknesses of traditional media, the businesses started taking sue of social media which acts as one of the strongest promotional and marketing tool for the businesses. There various social networks for developing business connections, for marketing, for promotion, for business expansion and for selling of products and services (Pinho and Prange, 2016). From the era of late 1990s, there was initiated the use of social networks, web blogging and posting. And with the span of time, there was increased use of social networking platforms, social applications and social media which supported the flow of communication between diverse set of individuals across the globe through some of the renowned social networking sites (Gloora, et al. 2016). The literature will present the significance of taking sue of social networking in the businesses as well as some of the disadvantages of taking use of these social networks. Literature Review Comparative Analysis Authors and researchers have their diverse views regarding the use of social networks in the businesses. As per the views of Park, Valenzuela and Kee, there are numerous benefits of social networking such as the extended customer base. Insufficiency of capital is always considered as a strong barricade in the path of success and growth of the business enterprises and because of the same, the organisations do not achieve the desired market business sustainability and success (Park, Kee and Valenzuela, 2009). Celine explains that the primary reason behind the less customers and decreased market visibility is the shortage of investments. But the author also highlights the importance of social media platforms and networks for achieving international visibility with squat capital only. Targeting the customers and having global reach is getting increasingly feasible with the use of social networks and internet. Therefore, the author concludes that the use of social networks offer support i n growing the business and achieving increased attention of the potential customers (Celine, 2012). Another advantage as emphasized by Kirti? and Karahan is the available opportunity offered by social networking to have an easy and supple entry in the global market. To expand the business operations in international regions and to enter the global market is extremely difficult for the organisations and social networking offers the advantage to these organisations to enhance flexibility and enter the new markets by achieving recognized presence of these social platforms and by taking sue of social media (Kirti? and Karahan, 2011). In the social networking and business through the online platforms and social media, all kind of entry restricts as well as the international trade barriers have vanished and there has been achieved an extended area for performing business by the organisations. The most vital and significant advantage of such social networking nd social platform is that there is no kind of fees or any other capital investment associated with such business operations and th is empowers the businesses to compete with the global players. It is also analyzed by the researchers Siamagka, Christodoulides and Michaelidou that the social networking also assist in achieving enhanced brand reliability. There is also a benefit that the organisations can attain more number of international customers for the products and services by the means of social networking. The potential customers when attached to a brand usually have brand reliability by repurchasing from the similar brand due to global visibility, increased brand recognition and enhanced customer involvement (Castells, 2015). The researchers also explain other benefiters of taking sue of social networks in term of having a more strategic outlook and move as the social sites and networks helps in fetching the information about the products and strategies of the competitors and with such information, the organisation try to have more competitive approaches for retaining the customers (Michaelidou, Siamagka and Christodoulides, 2011). It also helps the businesses to have increased competitive benefits. Thus, the literature emphasis upon the key benefits such as increased global presence, upsurge competitive benefits and long term sustainability (Valente, 2010). Some of the authors such as Huysman, Steinfield and Leonardi have highlighted the benefits of social networking of having increased customer engagement, involvement and enhanced building of association with the customers. For the growth and development of every business, there is a need to have extended social networks and customer involvement. In the same manner, with the social networks, the companies used to have an in-depth and strong bond with the customers through the various approaches of customer engagement (Leonardi, Huysman and Steinfield, 2013). Lee, Cheung and Chiu also explain the benefits of social networking of a two way communication. With the help of the social networks, there is a way to build up a relationship with the customers and have their enhanced engagement of the customers. The customers share their feedbacks, reviews and experiences to the companies by the means of string social networks and customer involvement (Cheung, Chiu and Lee, 2011). Such robust ass ociation with the customers supports the businesses in attaining loyal and trustworthy customers. Because of strong customer engagement, it becomes difficult for the customers to switch to different products of diverse brands. Other diverse advantages of social networking for businesses is that it supports the businesses to diversify the key operation and business function as due to free from the burden of capital expenses, the business can easily have a conversion process (Parveen, 2012). The research and literature also presents some negative aspects or disadvantages of taking use of social networks in the businesses. The first and the primary negative implication is the negative feedback reviews for the products and services of the organisations (Bharadwaj, et al., 2013). It takes few minutes to destroy and deteriorate the brand image of the organisation and the products of the customers post any kind of negative feedbacks or reviews on the social media platforms (Gronum, Verreynne and Kastelle, 2012). It is a key drawback of taking use of social networking in the businesses. In the online world as well as in international business, it is necessary to have brand development and growth for achieving more number of customers (Shabbir, Ghazi and Mehmood, 2016). With the negative comments and feedbacks of the customers, there is decline brand image of the business and this is also a strong negative point from competitive aspect. By getting impacted and influenced with s uch comments and reviews, the other potential customers also turned as the non-buyers and do not purchase services or products from those specific brands that have negative customer reviews (Sashi, 2012). Therefore, due to social networks and increased use of social platforms, the businesses have a risk of getting the brand image ruined because of negative customer reviews and feedbacks. There are few other negative implications also of using social networks in the businesses which have been highlighted in the literature by numerous authors. It has been analyzed that consumption of time is another negative or demerit of social networking in the businesses (Batjargal, et al., 2013). The literature and the researchers argues the benefit of social networking of less capital investment, they emphasized upon the exhaustion of time of the businesses. In building networks, maintaining them and also managing the reviews of the customers, it is essential for the organisation to invest a lot of time in these networking sites which distracts their focus from other key activities (Chabaud and Ngijol, 2016). The businesses need much time and attempt to achieve increase social visibility. It is seen that not all the organisations possess huge number of workers and extensive capital and teams for managing the social presence and social networks and thus the inefficiency in the mana gement results in decreased business performance which is a demerit of using social networks in the businesses (Treem and Leonardi, 2013). Therefore, the lack of time acts as a barricade in the success of the businesses. The next disadvantage of social networking is the squat knowledge of using social networking in the business. The efficiency and effectiveness in implementing the use of social media, social platforms and social networks in businesses requires extensive knowledge and potential (Chaffey, 2016). The one of the most key issue of taking sue of the social networks is to the social network selection as the success of the organization through social media completely depends upon the social networking application approach as per the needs and requisite of the organisations and the products and the services. There are bundle of social media applications, platforms and networks but selecting the best one is a challenge for the businesses (Wamba and Carter, 2016). Selection of an ineffective and inappropriate social network may lead to negative impact over the organisations. Therefore, it is necessary for the businesses to have in-depth analysis and evaluation of the social networks so that the businesses can be utmost benefitted by its application (Fox and Moreland, 2015). Currency and the quality of the Literature source The sources used for framing the literature review are primarily the journal articles as well as the peer reviewed one that are authentic in nature and are easily feasible from the vast academic data available at Google Scholar. These sources have a relevant and robust connection with the data presented in the literature review. Maximum of the sources are of current years so atht there relevancy can be judged. The literature offers a clear set of discussion, comparative analysis and also the diverse view of the authors. Data presented has a significant relevance with the application of social networking in the businesses and the organisations. Research gap and contribution From the overall literature, there has also identified a research gap that there is no sort of accuracy in terms of results and outcomes attained by the organisations of taking use of social networks. In the researches and literature, the merits and demerits have been analyzed but in practical scenario there can be more number of advantages and disadvantages that have not been recognized in the literature. The literature also have a significant contribution as it helps in comprehending the manner in which social networks can help the businesses in achieving more customer bases and increased promotion. The social networking includes various activities such as marketing through content, customer involvement, blog posts, videos, customer feedbacks, images, etc. Another contribution offered is the opportunity for the business enterprises to change the business operations and function through a better chance for conversion (Molina?Morales and Martnez?Fernndez, 2010). Other contributions are that it can help in achieving strong global visibility through squat level of investments and no further expenses, in attaining extensive customer base, upsurge promotions and marketing and diversification of the services and products (Edosomwan, et al., 2011). Conclusion In the current business sector, the significance of social networking is continuously rising and extending as it is one of the major source for developing the businesses. The business enterprises have their high emphasis upon talking use of the social networking in the business functions for primarily increasing the number of customers associated with brand. Use of social networks in present time is a very usual and common feature in the lives of people. The above literature presented concludes that there are numerous merits and positive outcomes that are linked with the social networking application in the businesses and it also highlighted the negative aspects too according to view and research of the authors. The insights drawn from the literature states that, the usage of social networking is one of the most vital elements for the success of the businesses. There has been analyzed and concluded in brief several positive implications of social networking in businesses that compris es of international reach, conversion opportunity, increased number of customers, brand reliability, competitive edge, and enhanced advertising and promotions. As per the conclusions drawn from the literature, it can be stated that the businesses must select an appropriate social network for taking sue of and attaing benefits from its application. References Batjargal, B., Hitt, M.A., Tsui, A.S., Arregle, J.L., Webb, J.W. and Miller, T.L., 2013. Institutional polycentrism, entrepreneurs' social networks, and new venture growth.Academy of Management Journal,56(4), pp.1024-1049. Bharadwaj, A., El Sawy, O.A., Pavlou, P.A. and Venkatraman, N.V., 2013. Digital business strategy: toward a next generation of insights. Castells, M., 2015.Networks of outrage and hope: Social movements in the Internet age. John Wiley Sons. Celine, A.R.C.A., 2012. Social Media Marketing benefits for businesses.Master of International Marketing. Chabaud, D. and Ngijol, J., 2016. Entrepreneurs social networks and formation of business opportunities: An exploratory study1.Entrepreneurial Process and Social Networks: A Dynamic Perspective, p.79. Chaffey, D., 2016. 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Social networks: effects of social capital on firm innovation.Journal of Small Business Management,48(2), pp.258-279. Park, N., Kee, K.F. and Valenzuela, S., 2009. Being immersed in social networking environment: Facebook groups, uses and gratifications, and social outcomes.CyberPsychology Behavior,12(6), pp.729-733. Parveen, F., 2012, July. Impact Of Social Media Usage On Organizations. InPACIS(p. 192). Pinho, J.C. and Prange, C., 2016. The effect of social networks and dynamic internationalization capabilities on international performance.Journal of World Business,51(3), pp.391-403. Sashi, C.M., 2012. Customer engagement, buyer-seller relationships, and social media.Management decision,50(2), pp.253-272. Treem, J.W. and Leonardi, P.M., 2013. Social media use in organizations: Exploring the affordances of visibility, editability, persistence, and association.Annals of the International Communication Association,36(1), pp.143-189. Valente, T.W., 2010.Social networks and health: Models, methods, and applications. Oxford University Press. Wamba, S.F. and Carter, L., 2016. Social media tools adoption and use by SMES: An empirical study. InSocial Media and Networking: Concepts, Methodologies, Tools, and Applications(pp. 791-806). IGI Global.