Economic Prediction Price Elasticity Model

Economic Prediction and Price Elasticity

Economics models are false and so government should ignore their predictions. Explain, discuss and evaluate the accuracy of this statement.

Price Elasticity – Economics models are the tools which economists use to predict future economic developments by measuring past relationships among variables such as household income, consumer spending, employment, interest rates, tax rates etc. and forecasting how changes in some of these variables will affect other variables. An economic model is said to be complete if it can accurately forecast many of the variables future course, however, no economic model can be complete in true sense. There are several forces outside the model that affect the calculation and forecasting of variables. There are two ways by which these outside factors affect the forecasting and economic predictions. The input errors are concerned with inaccurate assumption of outside variables and model errors which explains the deviation of the equation of economic model from the assumption to the actual. Hence, it can be said that economic models are subjective approximations of reality and are designed to explain the observation.  Therefore, the model’s predictions should be moderated so that it can accommodate the effect of random data variables (Deming, 2000).

Many researchers believe that economic theories and models simply provide ways to look at systems and determine how changes in variables affect the overall outcome. It also explains advantages and disadvantages of various economic models and systems. However, predictions and subsequent policy decisions are made after following value judgement of policymakers or the government. Therefore, the government should view at economic model only as a framework which provide insight of a contextual theory. More empirical evidence and real life economic parameters should be considered while making policy decisions based on economic predictions (Godley & Lavoie, 2006).

No economic model can perfectly predict the real future. A good example of the economic model’s failure is to predict the reasons for the global financial crisis of 2008. The prevailing economic model was deficient to provide sufficient attention towards the relationship between demands, wealth, and excessive financial risk taking. There were considerable research which had been conducted to uncover the same and also a new behavioural equation was added to the existing economic models. The true test of the new model will happen when it will effectively flag financial risk levels that would need a precautionary policy change. This is an ongoing process which consist of constructing, testing, and revising models and outside forces so that economists and policymakers can predict the future course of economy (Taylor, 2009).

Government neither can overlook economic models’ forecasts nor make predictions completely based on them. It has also been seen that economists seem to put aside political factors outside their equation. Politics among other outside factors is the most important factor that helps to determine the outcome of economic policy. In view of these analysis, it is suggested to use structural models which makes several “what if” economic analysis on several input combinations. In this way, the policymakers would have substantial information on various numerical variables and the forecast can be recalculated whenever required (Diermeier, Eraslan & Merlo, 2003).

Identify estimates of the price elasticity of demand for at least three different products

The “law of demand” suggests that the higher the price of a good, the lesser demand from consumers. This is the fundamental law of all economic models to predict the economic forecasts. In order to predict consumer behaviour in more details, economists use several techniques which evaluate the sensitivity of consumers’ demands with respect to changes in price. The most commonly used technique is known as “price elasticity of demand”. In simple terms, it is the proportionate change in demand given a change in price. For example, if a one unit decline in the price of a product produces a one unit increase in demand for that product, the price elasticity of demand is said to be one (Green, Malpezzi & Mayo, 2005).

Price Elasticity
Price Elasticity

Numerous studies suggest that the majority of consumer goods and services falls in the price elasticity of between .5 and 1.5. Essential products to everyday living, which have fewer substitutes, typically have lower elasticity for example, staple foods. Since, staples such as cereals are necessities in the diet, and are usually cheaper so that people safeguard their income for spending on such essentials when prices increase. Furthermore, lower income households tend to have higher price elasticity for food items than high income households. As food products occupies a large share of total income in these households, price changes have a substantial impact on the allocation of budget. On the other hand, magnitude of the elasticity for animal source foods such as fish, meat and dairy are higher than staple cereals as these are considered as luxury food items and there are always many substitutes available for consumption of these food choices (Andreyeva, Long & Brownell, 2010).

Goods with many substitutes, or are considered luxuries as are not essential, or whose purchase can be easily postponed, have higher elasticity. For example, the demand of automobile is considered as elastic as there are three kind of substitution takes place. In response of a unit price change, consumer of a new car can delay the purchase, or can choose to purchase another category of car or chose not to buy a new car and use another mode of transport. Furthermore, in case of buying a particular model of car, it would be highly elastic demand as there will be a lot of substitutes. On the other hand, demand for cars in rural areas would be inelastic over the longer run. Because there are very few alternative mode of transports available (Parry, Walls & Harrington, 2007).

Another example can be taken from health care services, where the demand for health care expenditure is found to be price inelastic. A range of price elasticity estimates it to be -0.17, which means that a one unit increase in the price of health care will lead to a 0.17 unit reduction in health care expenditures. Moreover, the demand for health care is also found to be income inelastic as it is in the range of 0 to 0.2. The positive sign of the elasticity suggests that there will be increase for health care demand as income increases, however the low magnitude of the elasticity indicates that the demand response would be relatively very small (Duarte, 2012).

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References

Andreyeva, T., Long, M. W., & Brownell, K. D. (2010). The impact of food prices on consumption: a systematic review of research on the price elasticity of demand for food. American journal of public health100(2), 216-222.

Deming, W. E. (2000). The new economics: for industry, government, education. MIT press.

Diermeier, D., Eraslan, H., & Merlo, A. (2003). A structural model of government formation. Econometrica71(1), 27-70.

Duarte, F. (2012). Price elasticity of expenditure across health care services. Journal of health economics31(6), 824-841.

Godley, W., & Lavoie, M. (2006). Monetary economics: an integrated approach to credit, money, income, production and wealth. Springer.

Green, R. K., Malpezzi, S., & Mayo, S. K. (2005). Metropolitan-specific estimates of the price elasticity of supply of housing, and their sources. The American Economic Review95(2), 334-339.

Parry, I. W., Walls, M., & Harrington, W. (2007). Automobile externalities and policies. Journal of economic literature45(2), 373-399.

Taylor, J. B. (2009). The financial crisis and the policy responses: An empirical analysis of what went wrong (No. w14631). National Bureau of Economic Research.

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Basic Cognitive Neuroscience Diseases

Basic Cognitive Neuroscience Diseases

Cognitive neuroscience is the study of the neurobiological substrates which is responsible for human cognition and seeks to reveal the neural circuits hidden in the human mental processes. This included learning, perception about things and events, and attention. The focus of the cognitive neuroscience researchers understands the brain mechanism responsible for auditory functions, musical processing and emotional exhibitions (Mataró, 2017).

Cognitive neuroscience also seeks to understand the neural mechanisms that enable predictive processes and the effects they might have on perception. It also sees to how the predictions that were formulated can influence the understanding of our environment. It is also included in this study, the calculation strategies used in solving arithmetical problems, and the level of difficulties that mathematics enthusiasts face when engaged in numerical analysis.

Neuropsychology is a clinical application of findings in the field of neuroscience. It seeks to know how brain disorders or brain injuries can cause a defect in cognitive functions and human behavior. Another area in neuroscience is the analysis which happened to cognitive ability resulting from aging and deteriorative illness, and also the mechanism used in brain reorganization following a fatal brain injury (Mataró, 2017). It studies how cognitive function can be improved in patients who have slight cognitive deficiency through the use of non-invasive stimulated techniques. Part of the neuro-scientific studies is finding out the effects of cerebrovascular diseases and that of the neuroprotective interventions in neurobiological mechanisms such as cognitive training and physical exercises.

Other research areas have their focus on the differentiating factors in central nervous system functioning of people with normal weight and obese (overweight), as well as the coexistence of severe mental disorders and substance use disorders. It also does the analysis of learning disorders such as nonverbal learning disability and dyslexia.

Some of the techniques used by neuroscientists include genetic studies, cognitive test, and neuro-imaging techniques likes of magnetic resonance imaging.

Neuro-imaging is conceived as techniques which are used in producing brain images without necessarily performing surgery on patients with brain damages or problems, nor cutting of the skin, or any form of contact with the endo-body (Jnguyen, 2012).

Neuro-imaging techniques give doctors and neuroscientists the clear view of activities and problems occurring in the brain without carrying out brain surgery on the patient (Demitri, 2016). There are more than five safe neuro-imaging techniques used in medical facilities throughout the world, but three are most common. These techniques include; functional Magnetic Resonance Imaging (fMRI), Computerized Tomography (CT), and Positron Emission Tomography (PET) (Jnguyen, 2012). Others include electroencephalography (EEG), Magnetoencephalography (MEG), and Near Infrared Spectroscopy (NIRS) (Demitri, 2016).

Functional Magnetic Resonance Imaging (fMRI)

Functional magnetic resonance imaging is a technique of measuring the activities of the brain, through the analysis of how blood is flowing in the brain. An MRI scanner detects changes in blood oxygenation and flow that occurs as a result of neural activity. This is because, when the brain is at work, it uses more oxygen at the active area. (Demitri, 2016).

A functioning MRI scanner uses a strong electromagnet which helps to generate forms strong magnetic field within the scanner. It causes randomly spinning protons in the brain which align with the direction of the field. Also, the proton will continue to spin while they are in alignment and exhibits a wobbling top behavior. The frequency of their wobbling is referred to as resonance.

The protons, when placed in a strong magnetic field and energy, is delivered to them at a particular resonant frequency, they will absorb energy with a great efficiency. In MRI, radio waves are used to provide the force needed to make the protons move (Jnguyen, 2012).

The benefits of using fMRI include the fact that it does not involve radioactivity, and there have been no reports of side effects resulting from the use of magnetic field and radio waves. Also, fMRI is not expensive, non-invasive, and readily available and provide a wide range of excellent temporal and partial resolution.

Computerized Tomography (CT)

Computerized tomography is a neuroimaging technique that makes use of x-rays in generating pictures of the inside of the body. It gives a picture of the human brain in accordance with the differential absorption of x-rays. It has been used widely in medical diagnosis to plan, guide and monitor brain therapy.

A computerized tomography makes use of X-rays placed at different angles to produce images of the human brain.

When conducting computerized tomography scans, a movable x-ray source will be rotated around the subject’s head. Detectors are put in place to record the intensity of the rays that are transmitted while the computer simultaneously combines the snapshots taken by the movable x-ray machine and arrange them to form a 3D cross-sectional image. This can be used by the doctors and researcher to get more information about the brain (Jnguyen, 2012).

Cognitive Neuroscience Diseases Dissertation
Cognitive Neuroscience Diseases Dissertation

Advantageously, computerized tomography scan is painless, cost effective and fast in usage. It can provide images of bones, tissues and blood vessels simultaneously. However, the patient is exposed to the risk of cancer as result of exposure to radiation from the x-ray scanner.

Positron Emission Tomography (PET)

Positron Emission Tomography uses tracers or radioactivity labeled molecules in the blood stream which have been taken up by active neurons. When these materials become decay as a result of radioactivity, a positron will be emitted; this can be picked up by the detector. PET studies the flow of blood through the brain and the metabolic activities of the brain which helps to picture changes in biochemical processes of the brain (Demitri, 2016). PET is however used to indicate whether the brain is functioning properly.

The trace is a substance like glucose which can be broken down into the activities of cells in the body, where it is labeled with a radioactive isotope. The risk involved is very low because the amount of radiation is low and the isotope can be easily removed from the body by urination.

When the tracer is introduced into the bloodstream, the isotope will start to decay which makes it less radioactive later. During this process, a positron is released, and when it collides with an electron, it will produce gamma ray as a result of the positron and electron eliminating one another. The two produced gamma rays will travel in opposite directions and they will try to leave the patient’s body. These rays can then be detected by two detectors set at 1800 from each other, and it is recorded as a coincidence event. The computer will then determine the source of the gamma rays in the subject’s brain and then generate a 3D image.

As an added advantage, PET can detect other diseases in the body system which often occurs before one can observe the changes in the anatomy. Also, the movement of the subject does not affect the quality of the output, although the image may not be very clear in some cases. Also, the use of radiation can be injurious to the subject’s health.

These are some of the popular techniques used by neuroscientists in neuroimaging, all of them have their own advantage and their disadvantages. However, they are used in the treatment of neuro-diseases such as Alzheimer, Dementia, and Parkinson.

Alzheimer’s disease

Alzheimer’s disease has been found to be a generic cause of dementia, and it has been confirmed to be responsible for about 50% of identified dementia cases. This is because a loss of memory is the symptom that is mostly identified with affected patients (EssayEmpire, 2017).

 Alzheimer is known to be a progressive and degenerative disease known to cause sporadic regression in the cognitive ability of an individual. It is identified by the prevalence of neuron and synapse loss. It often leads to the appearance of plaques and tangles (B-amyloid and tau aggregate) in the human brain (Bussey, 2015).

The German physician and neuropathologist, Alois Alzheimer was the first to identify the presence of plaques and tangles in the human brain. In 1907, he carried out an autopsy on a woman who died of dementia, and he discovered the occurrence of histopathologic alterations in form of neurofibrillary tangles and neuritic plaques.

Another characteristic of this disease is the change in the function of the affective domain; the patient tends to be partial in judgment and reasoning. In addition, the patient may have a defect in his language function, constructional abilities.

Dementia

Dementia is a gradual and persistent occurrence of deterioration in the cognitive function of human brain. It affects the intellectual abilities and behavioral pattern of an individual. It can affect the individual’s ability to excel in certain daily activities like housekeeping, driving, attending social functions, keeping daily sales record etc. Changes are also noticed in personality and the individual’s emotions (CNADC, 2017).

As against the widespread beliefs, dementia is not peculiar to aging, it results from diseases which affect the brain. The influence of dementia is felt on all aspects of mind and behavioral pattern, including language ability, ability to give concentrations, visual perception, temperament, memory, sound judgment ability, social interaction etc.

Dementia should however not be perceived as a single disease, it is a combination of signs and symptoms indicating multiple diseases or even injury in the brain (CNADC, 2017).

Parkinson Disease

Parkinson disease is a disorder caused by degeneration of the nervous system and affects the mostly the motor system (NINDS, 2016). It cannot be easily detected as the symptom comes very slowly as one grows in age. The first sets of signs that occur include shaking of the arms and legs, difficulty in walking and slow movement. With this is thinking and behavioral problems, depression, and anxiety are also noticed with people suffering from Parkinson disease. Also, Parkinson patients tend to suffer a lack of sleep, sensory problems and emotional problems (Sveinbjornsdottir, 2016).

The causes of Parkinson disease has been traced to both genetic and environmental factors. They are easily transferred among generations especially in families where it has been occurring. Also, when an individual is exposed to some form of pesticides or he has a brain injury, he is likely to have Parkinson disease. However, smoking tobacco or consuming coffee does not really have any effect on the likelihood of suffering from the disease (Kalia & Lang, 2015).

References

Bussey, T. (2015) Alzheimer’s Disease. Retrieved April 29, 2017, from Translational Cognitive Neuroscience Lab.

CNADC. (2017) Memory, Dementia & Alzheimer’s Disease. Retrieved April 27, 2017, from Northwestern Medicine | Northwestern University.

Demitri, M. (2016, July 17) Types of Brain Imaging Techniques. Retrieved April 28, 2017, from Psych Central.

EssayEmpire. (2017) Alzheimer’s Disease Research Paper. Retrieved April 29, 2017, from Research Paper.

Jnguyen. (2012, April 02) Neuroimaging. Retrieved April 29, 2017, from Huntington’s Outreach Project for Education.

Kalia, L., & Lang, A. (2015) Parkinson’s disease. Lancet (London, England), 896 – 912.

Mataró, M. (2017) Cognitive neuroscience and neuropsychology. Retrieved April 29, 2017, from Institut de Neurociencies.

NINDS. (2016, June 30). Parkinson’s Disease Information Page. Retrieved July 18, 2016

Sveinbjornsdottir, S. (2016) The Clinical Symptoms of Parkinson’s Disease. Journal of Neurochemistry, 318 – 324.

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Nursing Dissertation Topics

I hope you enjoyed reading this post on Cognitive Neuroscience Diseases. There are many other Nursing Dissertation Titles that should be of interest to marketing students and practitioners. There are many dissertation titles that relate to other aspects of marketing such as branding, corporate advertising, marketing strategy and consumerism to name a few. I would be grateful if you could share this post via Facebook and Twitter. Feel free to add your thoughts in the comments section. Thank you.

Best HRM Dissertation Topics For University Students

HRM Dissertation Topics

Your HRM dissertation is an extended piece of work on a topic of your own choosing. Working on a dissertation often involves searching for more specialized subject information beyond your University library catalog. You may like to look at the HRM Dissertation Topics we have on offer.

Your HRM dissertation aims to integrate your human resource management skills and knowledge with the published research in the area under study so that the project meets the high academic quality and high relevance to the HRM communities for which it has been written. While this blog post is designed to provide all the information that you need to write your own HRM Dissertation Proposal and formulate a handful of HRM Dissertation Topics.

We would advise you to visit our HRM Dissertations pages, where you can find additional information as well as guidance. Our website offers support for the HRM dissertation you will undertake. Students and HR Professional will be offered the opportunity to explore the HRM Dissertation Topics we have on offer.

Please note that your dissertation supervisor might not have the same research interest as you but he/she is the ultimate source for providing students with guidance on how to succeed in writing your own HRM Dissertation. The role of the supervisor is to oversee your academic and professional development and to assist you.

The aim of the team at study-aids is to help students develop their research skills, knowledge and understanding of the human resource management. This will give new insights into HRM research, which will enable you to commission, undertake and evaluate HRM research in your chosen area of management throughout your future career. We recognize that for many of you formulating HRM Dissertation Topics can be a daunting task. For this reason, we expect you to ask questions and clarify your understanding as and when necessary. Remember that effective and successful HRM Dissertation involves asking as many questions as possible from yourselves and from the people around you.

What Is A Dissertation?

Before you begin to think about possible HRM Dissertation Topics for investigation, make sure you are clear in your own mind about what a dissertation is. You will be familiar with the principles of HRM, but it is worth reviewing briefly what a HRM Dissertation is really designed to do, and looking at how a HRM dissertation may mirror but also differ from a standard dissertation in a different subject area.

Different subject disciplines may emphasize different features, but, broadly speaking, a dissertation is a continuous piece of writing, arranged in clearly demarcated paragraphs, in which an argument (a clear line of thought) is developed, in response to a central question or proposition (thesis). The line of argument is supported by evidence you have acquired through research, which you are required to analyse, and which supports or contradicts the various perspectives explored in the course of that argument. Your HRM Dissertation then reaches a conclusion in the final section which pulls together the threads of your argument, supporting, qualifying or rejecting the original dissertation.

HRM Dissertation Topics
HRM Dissertation Topics

It is worth bearing in mind that your HRM dissertation is not a piece of writing designed to reproduce information available elsewhere, but something new and expressive of your individual abilities to analyse and synthesize. In addition, the process of academic writing will, of itself, help you to learn, by enabling you to work with concepts and information relevant to your subject, and thereby developing your intellectual skills.

Your HRM Dissertation should follow the fundamental principles of academic writing, but bear in mind the following key points. It is an extended piece of writing, usually divided into chapters. Make sure that you know the lower and upper word limits acceptable for your HRM dissertation, and what that will look like in terms of word processed pages. Be sure to find out whether you should be following a particular sequence of chapter headings for example, introduction followed by literature search followed by an experiment or a survey and, or an analysis of your research and whether you are expected to devise your own sequence and structure.

Your HRM dissertation contains a detailed exploration of evidence. The evidence referred to may comprise evidence from published texts, for example if you are exploring the literary texts of a particular writer, or it may consist of primary data gathered by your own, first hand research, for example a sociological study of attitudes to gender roles based on research methods such as interviews and questionnaires.

You are required to be clear about the nature of the methodology you will use for gathering the evidence why are you collecting data or analyzing evidence in that way rather than in another way it must be underpinned throughout by awareness of theory your argument should be placed within the context of existing theory relevant to the human resource management subject. It has to be presented in a professionally finished manner. Your supervisor should give you precise details about the format, layout and stylistic requirements of your assignment. Make sure that you know exactly what these are.

The importance of having a dissertation and evaluating it critically remember that you are constructing an argument from the beginning to the end of your assignment. Think of this central idea, and the logical development of your argument (train of thought) around this, as being the central path of your HRM dissertation, and make sure that you do not have sections or paragraphs which are somewhere in the shrubbery out of sight of the main path. Every paragraph should further the central argument, by providing another angle on it, additional evidence, and evaluation of that evidence in relation to your HRM Dissertation.

HRM Dissertation Topics

Comparative Management Practices (Especially With Regard To China)

Co-Operative (And “Partnership”) Aspects of Employment Relations

Cross-Cultural Communication (And Mis-Communication) In Business

Enterprise Restructuring In Emerging and Formerly Socialist Economies

Equal Opportunities and Managing Diversity

Ethical Aspects of Organisational Activities

Gender Aspects of Work and Management

Government Vocational Education and Training Policy

HRM and Organisational Performance

HRM and Shareholder Value In Management

HRM in Buyouts

HRM in the SME Sector

Industrial/Employment Relations

Inter-Organisational Relationships (Mergers, Alliances, Acquisitions Etc)

Knowledge Management

Leadership

Managing Culture

Organisational Change

Performance Related Pay

Recruitment and Selection

Team Working

Technology Change in Organisations

Trade Unions

HRM Dissertation Samples

There is so much to explore within the field of human resource management. The following is a list of HRM dissertation topics that have been written by successful HRM graduates and are used by HRM professionals.

Strategic Role of Human Resource Management Policies and Practices in Organizational Change

The Relationship between Employee Benefits and Employee Satisfaction at Google

The Importance of Training Staff in the Modern Workplace Era

Managing Workforce Diversity

Can Flexible Working Act as Employee Recruitment and Retention Tool?

Formulating Your Own HRM Dissertation

A HRM dissertation is a good example of a scientific work which needs more than merely writing and research skills. It must be kept in mind that such writings as HRM dissertation have specific rules to follow and the special instructions to keep to.

  1. One must understand that a HRM dissertation requires that students could demonstrate specific skills. Thus, students are supposed to do the following, according to the HRM dissertation requirements.
  2. Students must demonstrate the ability to choose the methods for their research on their own, HRM dissertation rules say.
  3. A typical HRM dissertation would presuppose that a student can perform an appropriate inquiry without assistance.
  4. A HRM dissertation demands that students should take a critical approach to the issues which are being researched in their HRM dissertations, so that the students could conduct an independent research.
  5. Among the demands to those who are writing their HRM dissertation, there is the one concerning the so-called subject-specific skills. Narrowing the research of the dissertation, this demand concerns the bibliographical material. Such dissertations are supposed to be grounded on a profound aspect of specific literature, and the chosen area of HRM dissertation must embrace all possible literature, including the most modern one.
  6. There is also a demand to HRM dissertations which says that a good dissertation must make a good use of the research data to construct a well-built argument.
  7. The way in which the data in the HRM dissertation is going to be presented matters much as well. The data in your HRM dissertation must be arranged well represent a logical structure and suggest a problem which will further on be developed into an enticing argument. Such are the basic demands to a good HRM dissertation

Choosing Suitable HRM Dissertation Topics

This is often the hardest part of the dissertation. This is because you must choose the topic, your supervisor cannot do it for you (though she or he can help you refine ideas that you do have). There are no hard and fast rules about the topic for your dissertation, but the following guidelines may help. Think about the areas of HRM that you are most interested in or a topic that you yourself are particularly interested in to which a sociological angle can be discerned. Also consider which theories and concepts have interested you the most. Along these lines, consider the courses you’ve taken so far. Which lectures or courses most captured your imagination? You can go back and look at your notes and textbooks to jog your memory.

Do not try to be too ambitious about what you can achieve given your time and resource constraints – We are sure you will find a collection of outstanding HRM dissertation topics. The best dissertations are analyses of modest scope done well rather than broad ones done poorly. Think about the kind of research that you will actually do, and make sure that it is something that you yourself can feasibly do in the time available. A general word of advice is to choose quality HRM dissertation topics that are interesting to you. You will spend a great deal of time working on a relatively narrow issue, so choose one you will enjoy! Members of staff may be able to help you refine your thoughts, but the ideas and the motivation has to come from you.

Click Here For A Full List Of HRM Dissertations

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Life Cycle Costing Sustainable Construction

The Effectiveness of Life Cycle Costing in Sustainable Construction

View This Dissertation Here

The UK construction industry is a fast pace and ever changing industry, with an increasing emphasise towards sustainability. As the public awareness of sustainability enhances the pressure on the construction industry to consider the concept progresses. Life cycle costing (LCC) is a technique that allows monetary evaluation of alternative investment or design options taking into consideration all of the life cycle costs associated with a building. The costs generally related to LCC are made up of capital expenditure (CapEx), operating expenditure (OpEx), which comprises of operational and maintenance (O&M) costs, general in-use costs and disposal costs. The outcome of the process assumes that a slight increase in CapEx can result in considerable savings over the life span of a building. A review of the literature, relevant to the research subject will introduce the key principles of LCC and investigate the limitations and barriers preventing further application of the process within the construction industry. The research will also explore the term ‘sustainable development’ in addition to the implementation of sustainable construction within the construction sector.

Life Cycle Costing Construction Dissertation
Life Cycle Costing Construction Dissertation

Further, the aim of the research is to identify the extent to which life cycle costing can be integrated into sustainable design to deliver sustainable construction. The data collection was conducted using a questionnaire, which was distributed among industry professionals and online social groups. The results from this were then used to draw conclusions and recommend any area of further research

Dissertation Objectives

  • To examine the extent to which LLC and sustainable design are being effectively utilised in the construction industry today
  • To investigate the methodology and limitations of LLC and identify why it is not used more broadly within the industry
  • To analyse whether life cycle costing can be used effectively for reducing the environmental impact of construction projects
  • To construct a set of recommendations and decisive conclusions to help support the use of life cycle costing as a tool for sustainability

Dissertation Contents – Life Cycle Costing

1 – Introduction
Background
Rationale
Hypothesis
Aims and objectives
Structure

2 – Sustainability in the Construction Industry
Sustainability information
Importance of sustainability in construction
Demand for green construction

3 – Legislation
Regulation and Initiatives
Zero Carbon Homes for 2016
Sustainability assessment methods

4 – Costs
Substantiating the Economy
Capital Costs
Whole Life Costs
Resale Cost and Value
Reducing Costs

5 – Research Methodology
Methods of research
Qualitative methods
Case studies
Other methods
Quantitative methods
Surveys
Other methods
Triangulation of methods

6 – Survey
Analysis of Responses
General identifying questions
Questions on legislation
The cost of sustainability
Innovative versus traditional methods of construction

7 – Conclusions and Recommendations
Limitations
Conclusions
Aim and Objectives
Recommendations for further research

References

Appendix

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For more tips on how to write your own construction management dissertation visit our Construction Management Dissertation Topics today. It contains many dissertation topics and dissertation titles. I would very grateful if you can share this post on Twitter or Facebook. Thank you.

HRM Gender Influence Career Success

Gender Influence on Career Success

Melamed (1996) defines a career as someone’s progress in his occupation through his life. Within the scope of this essay, career success will be mainly defined as the opportunity for management positions and promotions. This is necessarily a restricted definition, but is a starting point to examine the influence of gender.

There is a growing body of opinion that the so-called ‘glass ceiling’, where women’s prospects for career advancement are limited due to their gender, is a thing of the past. On the contrary, this essay will argue that gender continues to influence career success to quite a significant extent, first by examining the current situation of gender difference in management positions, then considering career aspirations and opportunities, attitudes towards the genders in terms of abilities, and finally touching on theories of gender difference in career success.

Women and Gender

First, women continue to be in a significant minority when it comes to occupying management positions. It is certainly true that women have gradually become a more and more important part of the global workforce since the middle of the last century. The new term “career woman” is getting popular.

However, a large number of studies indicate that in the pursuit of career success, women have to overcome more difficulties than men, before they can reach the top of the hierarchy. A study by Glenice and Margaret (2001: 3) has shown evidence of ‘attitudinal, behavioural and structural barriers that are deterring women on their way to achieve career success.

Such barriers seem to be more obvious in the senior management level. In spite of more and more women join the ‘paid workforce’ and taking up management roles, no more than 5 per cent of top management position is taken by women in the USA (Glenice and Margaret, 2001:1).

In UK the number is estimated to be 4 per cent or lower, while in Australia it is around 3 per cent. Early studies all prove that the phenomenon of the “glass ceiling” does exist in the top ‘management level’. In the past decade, evidence shows that women are beginning to break through the “glass ceiling” and managing to acquire their position in the top management group (Ryan and Haslam, 2005).

On the other hand, Ryan and Haslam raise a concern that women’s ability to perform well in these positions is being undermined by the type of roles they are offered. They identify female executives being given roles in departments which are known to be in structural difficulties or failing financially: “women are particularly likely to be placed in positions of leadership in circumstances of general financial downturn and downturn in company performance”.

This is just one study, however, and should not be used as a generalisation for the experience and career success of all women in management positions, or to prove that gender affects career success in recent times.

Gender Careers
Gender Careers

Although evidence shows that women are in a disadvantaged position in the labour market, it is a position that may actually be reinforced by women’s own perceptions. The career aspiration and expectation between different genders has been studied. Glenice and Margaret (2001) indicate that women are not very interested in pursuing a career. They found that women are more easily satisfied and therefore less likely to maximize their career aspirations. Hede and Ralston’s research (1993) also shows that female managers are less likely to pursuit a position in senior management level compared with male managers.

Their expectations of an executive position are also lower than men. Regarding equal opportunities, an interesting fact is that most women managers believe that they have fewer opportunities when there is a chance for promotion, and they are not actively encouraged to participate in career development activities (Glenice, & Margaret, 2001). In contrast, male managers believe the opposite. However, the research by Ryan and Haslam (2005) suggests there is a narrowing difference between men and women’s perceptions of their opportunities for promotion and therefore their aspirations are becoming more similar. However they found that both men and women believe that gender plays an important role in decisions in personnel selection regarding the type or area of a job. It seems that the barriers to promotion may exist partially in women’s attitudes or expectations.

Another possible barrier to female career advancement is the perception that men and women have different skills, with the former being more suited to senior roles. The possible difference in the types of jobs offered to women and men mentioned above requires further exploration. Researchers argue that men and women’s career progress are based not just on different attitudes but also on different attributes.

Tharenou et al (in Glenice and Margaret, 2001:3) argue that ‘women’s achievements are built on experience and performance while male employees are judged on their level of education’. This seems to be rather a controversial generalisation, but a more commonly argued point is that the different genders have different skills or qualities. Eagly (in Glenice, & Margaret, 2001:2) proposed that the expectation that ‘women will exhibit communal qualities and men agentic qualities’ has an effect. Glenice and Margaret (2001:3) describe communal tendencies as ‘interdependence and co-operation and enjoyment at working closely with others’, and agentic tendencies as ‘a desire for self-expansion and independent behaviour’ (Glenice and Margaret, 2001:3). Their study proved that these gender differences were commonly given as reasons for promotions. However, this research only proves that the belief that men and women have different skills is widespread. It does not prove that men and women have different abilities.

It could be argued that much of the evidence above for gender difference influencing career success is based on people’s (both men’s and women’s) perceptions and aspirations rather than a real difference between the genders in terms of ability. However, this does not negate the argument that gender is a major cause of difference in career success.

In fact, it seems clear that two factors are strong influences in career success: the relatively unproven issue of actual difference between the genders, and the more commonly agreed-upon issue of belief in this difference. This belief creates external barriers to promotion for women in the workplace, as well as internal barriers, which are that women do not aspire to greater success but may be satisfied with positions lower than their actual abilities.

In conclusion, gender has significant influence on employees’ career success. First of all, the disadvantaged position of women is clear, especially in the top management level. The “glass ceiling” does exist in most countries. Secondly, evidence shows that men and women employees have different experiences in their careers. It is generally believed that men have higher promotion opportunities and career expectations than women, although this is not true in all studies. Thirdly, the career success of men and women are influenced by different factors, because of the different social roles they are expected to play. Men are expected to be agentic in their beliefs and behaviors, while women are expected to be communal. In other words, the traditional view is that women’s internal attributes do not fit the requirement of top management. It will take some time to eliminate such bias before more women can have the chance to prove their ability and reduce the influence of gender on career success.

References

Hede, A., & Ralston, D. (1993) Managerial career progression and aspiration: evidence of a “glass ceiling”? International Journal of Employment Studies, 1: 2, 253-282.

Melamend, T. (1995) Career Success: the moderating effect of gender. Journal of Vocational Behavior, 47, 35-60.

Melamend, T. (1996). Career Success: An assessment of a gender-specific model. Journal of Occupational and Organizational Psychology, 69, 217-242.

Ryan, M. K., and Haslam, S. A. (2005) The Glass Cliff: Evidence that women are over-represented in precarious leadership positions. British Journal of Management, 16, 81-90.

Wood, G. F., and Lindorff, M. (2001) Gender differences in explanations for career progress. Women in Management Review, 16(4), 152-162.

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