Tesco Understanding the economy and its effects on the business Essay Example

Tesco Understanding the economy and its effects on the business Essay During the recession, the demands for Tesco’s food and groceries has decreased because customers believed the price of these groceries to beyond their reach. Because of that, customer turned to more affordable retailers’ stores like the 99 pence shop or pondland. Tesco lost about 22 million customers to their groceries competitors which caused them to lose 2 to 3 per cent of their UK sales figures. They claimed that this lost was due to discounter brands. Tesco is also set to be cutting back on their electrical services to make space for other things †¦ this was due to a decrease in demand in that area of the business. This was due to the fact that people didn’t trust their brand enough to spend their money compared to other electrical brad like Sonny. The price of their electronic products was also a put off for customers who felt the pinch during the recession. The sales of their electrical products like CDs and DVDs went down because of the competition to companies like Amazon who are specialised in this area of electronics. This again was down to the trust of customers and the value for money offered. Amazon is a much more trusted brands for electronics like CDs and DVDs compared to Tesco so it makes more sense that most customers would shift to them for these kind of products We will write a custom essay sample on Tesco Understanding the economy and its effects on the business specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Tesco Understanding the economy and its effects on the business specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Tesco Understanding the economy and its effects on the business specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Supply at Tesco PLC Supplies from Tesco diminished during the recession, Tesco supplied various produce and services from petrol services to things like stationaries for school. The supplies obviously changed during the recession compared to the way it was before. Tesco’s Supplies suffered Because of their prices, customers during the recession were after products that offered good value for money, cheap in a way. But because Tesco’s produces and services weren’t the at the price customer wanted, they switched to other suppliers Also another way these supplies changes was that Tesco only provided their supplies on demands because of the recession. Customers could not afford luxurious products or things they might not use a lot. Suppliers such as Tesco couldn’t produce too much or they were going to lose out on because of the lack of sales so suppliers would only produce according their demands How families might have been affected by the recession and fiscal and monetary policy measures put in place by the government during and after the recession (sheet 7) During the recession typical families have been affected by not being able to enjoy the luxury and things that are deemed not important enough. So instead of enjoying expensive holidays to other countries now and then people just stayed in the UK and go on family trips to places like haven. Some people starting cutting back on luxury stuff like expensive cars and switching to cheaper and stable cars in order to spend less Also most people during the recession were shopping around and to find the cheapest products and the one that offered good value for money. This cased businesses like Tesco to lose out to competitor such as Aldi who offered much cheaper products which fitted the pockets of customers The government took measures such as monetary and fiscal policies, the aims of these policies were to keep inflation levels as low as possible, maintain the positive growth of the economy (this is close to 2.5%). Also these policies aimed to provide full employment and reduce cyclical fluctuations in the economic cycle One of the key factors leading to the recession was increasing unemployment, as know unemployment is bad for the economy because it causes the government to spend more and reduces fund for other important things. In order to reduce unemployment in the future, the government raised the school leaving age from 16 years old to 18 years old. This was done because researches showed that people staying in school till 18 had more chance to earn money Global interaction and Tesco Tesco has benefited from international supply chains by expanding and dealing with many countries across the globe, the benefits of these trades is that it helped them provide their customers with varied range goods and good quality of food from various countries. For example benefits from their international supply chain by obtaining thing such as exotic products like mango, guava etc These are some of the product that consumers demand but be grown in the UK. Tesco and its customers can access these products thanks to the international supply chains and relationship they have with other countries. Tesco benefits from national supply chains by being able to access most a lot of brand within the UK such as â€Å"walker† and others. These are the type of food customer demands from Tesco and because of their national supply chain they can afford to satisfy these customers’ demands. From local supply chain Tesco has been able to provide quality fundamental food such as milk, meat and bread from local farms. Tesco uses this supply chains to provide quality local food that customers are expecting from them. Tesco being the biggest food retail in UK has expanded geographically in several new markets around the globe. Currently Tesco operates in 11 different countries in some of which they have obtained full ownership of business which means that they were fully allowed to establish themselves in these countries. In others not so much, Tesco wasn’t given full ownership in some of the countries where the currently operate but instead they were allowed to cooperate with other companies within these countries. For example in India, Tesco was given only part of an ownership which means they had to cooperate with another company if they wanted to stay and operate in India. Because growth of businesses in the UK are regulated is always regulated by the (CMA) for the benefits of consumers, other businesses and the economy, businesses like Tesco can’t go any bigger than they already are even if they wanted to. Du to this, businesses are forced to go compete in other countries where they can actually expand further and achieve their aims. By operating abroad, Tesco reduces the ability of the government to regulate them in ways like building more partnership to expand. Reference http://www.dailymail.co.uk/news/article-1091079/Recession-hits-Tesco-Grocery-giants-sales-fall-lowest-figure-16-years-shoppers-turn-budget-supermarkets.html

Overcoming Writers Block With Freewriting

Overcoming Writer's Block With Freewriting Heres how writing without rules can help us overcome writers block. If the prospect of having to write makes you uneasy, consider how one student has learned to cope with the problem: When I hear the word compose, I go berserk. How can I make something out of nothing? Thats not to imply that I have nothing upstairs, just no special talent for organizing thoughts and putting them down on paper. So instead of composing, I simply jot, jot, jot and scribble, scribble, scribble. Then I try to make sense of it all. This practice of jotting and scribbling is called freewriting- that is, writing without rules. If you find yourself searching for a writing topic, start by jotting down the first thoughts that come to mind, no matter how trivial or disconnected they may appear. If you already have at least a general idea of what you will be writing about, put down your first thoughts on that subject. How to Freewrite For five minutes, write non-stop: dont lift your fingers from the keyboard or your pen from the page. Just keep writing. Dont stop to ponder or make corrections or look up a words meaning in the dictionary. Just keep writing. While you are freewriting, forget the rules of formal English. Because you are writing only for yourself at this point, you dont have to worry about sentence structures, spelling or punctuation, organization or clear connections. (All those things will come later.) If you find yourself stuck for something to say, just keep repeating the last word you have written, or write, Im stuck, Im stuck until a fresh thought emerges. After a few minutes, the results may not look pretty, but you will have started writing. Using Your Freewriting What should you do with your freewriting? Well, eventually youll delete it or toss it away. But first, read it over carefully to see if you can find a keyword or phrase or maybe even a sentence or two that can be developed into a longer piece of writing. Freewriting may not always give you specific material for a future essay, but it will help you get into the right frame of mind for writing. Practicing Freewriting Most people need to practice freewriting several times before theyre able to make it work for them effectively. So be patient. Try freewriting as a regular exercise, perhaps three or four times a week, until you find that you can write without rules comfortably and productively.

The Insanity Defense in Criminal Cases

The Insanity Defense in Criminal Cases The standard for claiming a defendant is not guilty by reason of insanity has changed through the years from strict guidelines to a more lenient interpretation, and back to a more strict standard again. Although definitions of legal insanity differ from state to state, generally a person is considered insane and is not responsible for criminal conduct if, at the time of the offense, as a result of a severe mental disease or defect, he was unable to appreciate the nature and quality or the wrongfulness of his acts. This reasoning is, because willfull intent is an essential part of most offenses, a person who is insane is not capable of forming such intent. Mental disease or defect does not alone constitute a legal insanity defense. The defendant has the burden of proving the defense of insanity by clear and convincing evidence. The history of the insanity defense in modern times comes from the 1843 case of Daniel MNaghten, who tried to assassinate the prime minister of Britain and was found not guilty because he was insane at the time. The public outrage after his acquittal prompted the creation of a strict definition of legal insanity which is known as the MNaghten Rule. The MNaghten Rule basically said a person was not legally insane unless he is incapable of appreciating his surroundings because of a powerful mental delusion. The Durham Standard The Durham standard was a much more lenient guideline for the insanity defense, but it addressed the issue of convicting mentally ill defendants, which was allowed under the MNaghten Rule. However, the Durham standard drew much criticism because of its expansive definition of legal insanity. The Model Penal Code, published by the American Law Institute, provided a standard for legal insanity that was a compromise between the strict MNaghten Rule and the lenient Durham ruling. Under the MPC standard, a defendant is not responsible for criminal conduct if at the time of such conduct as a result of mental disease or defect he lacks substantial capacity either to appreciate the criminality of his conduct or to conform his conduct to the requirements of the law. The MPC Standard The MPC standard was popular until 1981, when John Hinckley was found not guilty by reason of insanity under those guidelines for the attempted assassination of President Ronald Reagan. Again, public outrage at Hinckleys acquittal caused lawmakers to pass legislation that reverted back to the strict MNaghten standard, and some states attempted to abolish the insanity defense altogether. Today the standard for proving legal insanity varies widely from state to state, but most jurisdictions have returned to a more strict interpretation of the definition.

Business Essay Example | Topics and Well Written Essays - 1250 words - 7

Business - Essay Example Secondary school teachers are required to teach students aged between 9-15 years. They are entitled with roles such as instructing students on a given subject. Other roles that could be specified in the job description include planning curriculum (Western Connecticut State University 2013). The description should also include the role of the teacher as a motivator. Preparing the job description for a teacher entails coming up with the list of tasks related with the job and refining the tasks to come up with a summarized ideal list. The list clarifies the expectations of the employee on the applicants (acas 2012). Preparing the Person Specification A person specification includes the list of skill, qualifications, and experiences as well as other aspects that the successful candidate will be required to have. Preparing the person specification entails clearly stating the specific requirements in terms of skills and other professional and work related knowledge. Attracting the Right Ca ndidates (Advertising) Attracting the right candidate entails advertising the job in a mannerism that targets the right candidate. This involves using a job title that grabs the attention of job seekers. Be specific about the title to ensure that people without the relevant background do not apply. To ensure that the advertisement is not ignored, the responsibilities of the successful candidate should be clearly stated in addition to location, pay rate and other essential skills. Additionally, the advertisement should involve use of simple and comprehensible words. To make the application interesting the roles and responsibilities should be listed using bullets (acas 2012; (Graduaterecruitmentbureau 2013). Sending Out Applications Forms Application forms are frequently used to recruit new employees. It is filled by applicants and used for shortlisting purposes. The application form can be printed on paper and sent to the applicants through post. Moreover, the form can be documented electronically and sent through electronic email (Graduaterecruitmentbureau 2013). Shortlisting The process of shortlisting is used to eliminate unsuitable candidates. This entails checking if the applicants have fulfilled the specified educational requirements, have appropriate professional qualifications and experiences and if their CV show the required evidence of competency. Interviewing / Tests The aim of interview is to affirm the effectiveness of shortlisting. The interview should be designed with the aim of checking for personality fit, evaluate if the applicant is compatible and select the applicant who best meets the expectations. This entails asking questions agreed upon by the interviewing panel. The interview questions should test for creativity, vision, evaluating the applicant capability of dealing with situations, ability to influence other that is crucial for teaching. Moreover, the questions should test for communication ability and understanding of oneself and oth er (Western

Billboard Influence On Social Issues Essay Example | Topics and Well Written Essays - 500 words - 1

Billboard Influence On Social Issues - Essay Example Authorities shouldn’t let advertisers place a high pictorial advertisement in congested areas. This study hasn’t put significant light on billboard influence on social issues. For instance, billboards used to contain exaggerated content, which doesn’t have a possible existence. Such falsify practices often blow mistrust environment among people. The author of the study is failed to make logical arguments in the study. He expressed its soft feelings for the business community. Society shouldn’t be dumb on the name of the flourishing business activity. Whatsoever is containing an anoxic substance for society, it shouldn’t let allow proceeding. The structure of the essay isn’t well formulated. Hence, the author has been found with deprived thoughts regarding illustrating the significance of billboards. He attempted to give an edge billboard advertisement for a digital advertisement. The author of essay aimlessly attempted to highlight the existence of billboards nearby villages. African-American neighborhoods have a higher percentage of public service billboards dealing with issues such a dunked driving and school dropout. However, the billboard isn’t only serving to business entities. These have else usages including political promotion campaigns, maps, and addresses. Perception molds mind into a thought set those small business owners often us inexpensive methods to brandish their products. Similarly, the bombardment of billboards is from them. They want the customer to get eased in finding them. Reliability of source references is so important for writing a valuable study. Hence, Edquist, Jessica has significantly explored the impact of billboards during simulated driving.

EhlersDanlos Syndrome :: essays papers

EhlersDanlos Syndrome Ehlers-Danlos sydrome (EDS) is a rare inherited group of connective tissue disorders characterized by defects of the major structural protein in the body (collagen). Collagen is a tough fibrous protein that plays an essential role in binding, holding together, strengthening, and providing elasticity to bodily cells and tissues. There are six major types of EDS that I will discuss, however I will only go into detailed discussion on two of the six types of EDS. The two major types of EDS are Classical EDS and Hypermobile EDS. These two types make up 90% of all EDS cases. I will discuss the general symptoms of these two types along with pathology, then diagnostic factors, and the different treatments for this disorder (Smith). EDS can vary in severity and are transmitted as autosomal recessive, autosomal dominant, or X-linked recessive traits. The primary characteristics are hyperextensible skin and joints (Dia. 1-2, pg.6), tendency to bruise easily (Dia. 3, pg.6), reduced wound healing capability, pseudotumors, and ocular defects. Differences within the six types may reflect inter/intra familial variability or genetic heterogeneity. Each type of EDS is classified symptoms and signs that are resulted (Clarke, D., Skrocki-Czerpak, K., Neumann-Potash, L). There are approximately six types of EDS that have been distinguished but other types exist that are very uncommon. Classical, Hypermobile, Vascular, Kyphoscoliosis, Arthrochalasia, and Dermatosparaxis. Classical and Hypermobile make up over 90% of all reported cases of EDS. With the Classical type of EDS a person would have hyperextensible (stretchy) skin with widened atrophic scars and joint hypermobility. The skin is smooth and velvety with tissue fragility and easy brusability. Also evident are molluscoid pseudotumors (fleshy lesions associated with scars) frequently found over pressure points (e.g. elbows) and subcutaneous spheroids, which are commonly mobile and palpable on the forearms and shins. Complications of joint hypemobility include sprains, dislocation are common in the shoulder, patella and temporomandibular joints Muscle hypotonia and slower gross motor development also can occur It is inherited in an autosomal dominant manner (Clarke, D., Skrocki-Czerpak, K., Neuman n-Potash, L.). In the Hypermobile type of EDS the joints of the body experience Hypermobility, which is the dominant clinical manifestation. General joint hypermobility affects large (elbows, knees) and small (fingers and toes) joints are evident. Skin is hyperextensible, smooth/velvety, and bruising occurs easily as well. Reoccurring joint dislocations are common, and joints such as shoulder, patella, and temporomandibular joint dislocate frequently. Chronic joint and limb pain is a common amongst individuals with Hypermobile type EDS. EhlersDanlos Syndrome :: essays papers EhlersDanlos Syndrome Ehlers-Danlos sydrome (EDS) is a rare inherited group of connective tissue disorders characterized by defects of the major structural protein in the body (collagen). Collagen is a tough fibrous protein that plays an essential role in binding, holding together, strengthening, and providing elasticity to bodily cells and tissues. There are six major types of EDS that I will discuss, however I will only go into detailed discussion on two of the six types of EDS. The two major types of EDS are Classical EDS and Hypermobile EDS. These two types make up 90% of all EDS cases. I will discuss the general symptoms of these two types along with pathology, then diagnostic factors, and the different treatments for this disorder (Smith). EDS can vary in severity and are transmitted as autosomal recessive, autosomal dominant, or X-linked recessive traits. The primary characteristics are hyperextensible skin and joints (Dia. 1-2, pg.6), tendency to bruise easily (Dia. 3, pg.6), reduced wound healing capability, pseudotumors, and ocular defects. Differences within the six types may reflect inter/intra familial variability or genetic heterogeneity. Each type of EDS is classified symptoms and signs that are resulted (Clarke, D., Skrocki-Czerpak, K., Neumann-Potash, L). There are approximately six types of EDS that have been distinguished but other types exist that are very uncommon. Classical, Hypermobile, Vascular, Kyphoscoliosis, Arthrochalasia, and Dermatosparaxis. Classical and Hypermobile make up over 90% of all reported cases of EDS. With the Classical type of EDS a person would have hyperextensible (stretchy) skin with widened atrophic scars and joint hypermobility. The skin is smooth and velvety with tissue fragility and easy brusability. Also evident are molluscoid pseudotumors (fleshy lesions associated with scars) frequently found over pressure points (e.g. elbows) and subcutaneous spheroids, which are commonly mobile and palpable on the forearms and shins. Complications of joint hypemobility include sprains, dislocation are common in the shoulder, patella and temporomandibular joints Muscle hypotonia and slower gross motor development also can occur It is inherited in an autosomal dominant manner (Clarke, D., Skrocki-Czerpak, K., Neuman n-Potash, L.). In the Hypermobile type of EDS the joints of the body experience Hypermobility, which is the dominant clinical manifestation. General joint hypermobility affects large (elbows, knees) and small (fingers and toes) joints are evident. Skin is hyperextensible, smooth/velvety, and bruising occurs easily as well. Reoccurring joint dislocations are common, and joints such as shoulder, patella, and temporomandibular joint dislocate frequently. Chronic joint and limb pain is a common amongst individuals with Hypermobile type EDS.

Organizational Commitment Essay

The focal point of effective human resource management (HRM) is on managing people within the employer-employee relationship. As banks are considered a very critical industry of the economy, it is important that the workforces supporting these banks are well motivated and are effective in delivering the necessary work output. It includes the productive utilization of employees to achieve the organization’s business objectives and satisfy individual employee needs (Stone, 1998). HRM seeks to strategically combine the interests of an organization and its employees (McGraw, 2003). Consequently, ineffective HRM can be a major barrier to employee satisfaction and organization success (McGraw, 2003). HRM practices in the banking industry play a key role in attracting, motivating, rewarding, and retaining employees. HRM practices include recruiting employees, selecting employees, designing work, compensating employees, and developing good labor and employee relations (Noe, 2005). For the purpose of this study, the researcher bundled five specific human resource management practices. These are HR planning, training, career development, performance appraisal, and employee participation programs. The researcher chose to bundle HRM practices since bundled HRM practices produce interrelated and complimentary functions. For example, training and development, and performance appraisal overlap each others’ results. The appraisal of an employee’s performance will show potentials and identify gaps in employee’s knowledge, skills, and abilities that will be filled in by training and development. Furthermore, the alignment of HR practices produce synergy contributing to increase productivity and corporate financial performance (Huselid, 1995). Bundled HRM practices contribute to overall firm performance by motivating employees to adopt desired attitudes and behaviors (Bowen & Ostroff, 2004). Moreover, Chang (2005) argues that employees perceived HR practice as an exclusive and single practice rather than separate and diverse fields. According to Fishbein’s (1963) an individual’s overall attitudes towards each HRM practices can be represented by a summation of the belief held about each HR practices. It is important to study HRM practices and its relationship with work related attitudes, and behaviors. Attitude is a mental state of readiness that is organized through experience, applying a dynamic influence on the individual’s response to objects and situations to which it is related such as job satisfaction and organizational trust. (Allport, 1935). On the other hand, behaviors are manners in which an individual or group conduct and respond to his/her environment like Organizational Citizenship Behaviors or OCBs ( Robbins, 2005). Employee perception of organizational banking practices and working conditions within the banks of Jamaica influence employee attitudes and behavior (Guest, 2001). Existing organizational practices within banks in Jamaica such as HRM should facilitate the development of desired employee attitudes and behavior that contribute to enhance firm performance. Previous studies have found that positive perceptions of HRM practices lead to positive employee attitudes and behaviors such as job satisfaction (Guest, 1999), organizational trust, organizational commitment, organizational justice (Greenberg, 1990). Job satisfaction, organizational trust and OCBs were the variables selected to be studied in relation with HRM practices as these three elements are key factors in organizational effectiveness and these variables are considered understudied. These facets affect and overlap each other’s functions and outputs that contribute to the development of HRM practices. Furthermore, this study contributes to the literature by examining a wide breadth of outcome measures within the same study. The study extends HRM literature in three ways. First, it provides additional research in the examining the role of HRM practices to employee attitudes and behaviors since there are limited studies in HRM conceptualized as a bundle (Chang, 2005; Guest, 2004; Huselid 1995). Second, it examines the proposition of Morrison (1996) on the role of HRM practices in contributing to extra-role behaviors. An examination of HRM literature revealed that there has no study conducted investigating HRM to organizational citizenship behaviors. Third, it also simultaneously examines HRM, job satisfaction, organizational trust, and OCBs in one study. Previous studies have examined these variables separately. For example, Ellickson (2002) and Bradley, Petrescu, and Simmons (2004) conducted the study on HRM practices to job satisfaction, Tzafrir (2004) examined HRM practices to organizational trust. Furthermore, since there are limited studies on HRM practices within the banking industry; this would contribute to the importance of HRM practices in the management organization. Review of Related Literature Human Resource Management Practices HRM contribute to the attainment of an organizations competitive advantage through the strategic implementation of a highly committed and competent workforce using an integrated range of cultural, structural, and personnel techniques. Effective HRM leads to an organization success by developing employees that contributes to the delivery of products and services bring customer satisfaction, business results, and shareholder value (Stone, 1998). The main purpose of HRM is to improve the productive contribution of people wherein the employees are being heard by the management and helping the employees to find new resources that enable them to successfully perform their jobs (Ulrich, 1997). The role played by human resource functions is best explained by determining the key objectives that they seek to align strategies, develop effective policies, systems and activities which are significant to the firm’s overall success (Torrington, Hall & Taylor, 2002; Storey, 1995). HRM functions are critical in running an effective organization. Organizations need to have a competitive HRM functions in order to maintain a competent workforce and attain business objectives (Newman & Hodgetts, 1998). HRM function includes planning, training and development, career development, performance appraisal, and employee relations. These functions help organizations to facilitate strategies that allow them to achieve efficiency and effectiveness (Stone, 1998). HRM functions must change in manner that it accomplishes new roles and new competencies. It also has to be transformed to deal creatively and practically with the emerging challenge. HRM practices have a tangible and various intangible organizational consequences. Prior researches have found support for the role of HRM practices in predicting organizational commitment (Davidson, 1998), job satisfaction (Bradley et al. , 2004), and procedural justice (Edgar & Geare, 2005). Job Satisfaction Job satisfaction is a pleasurable emotional state resulting from the valuation of his or her work (Locke, 1976; Steijn, 2002). Even though job satisfaction is a highly personal experience, there are a number of facets that seem to contribute the most to feelings of job satisfaction. Steijn (2002) stated that mentally challenging work, adequate compensation pay, career opportunity, the ready availability of promotions, people that are friendly, considerate, or good-natured superiors contribute to job satisfaction (Johns & Saks, 2000). For instance, the ready availability of promotions is positively related to job satisfaction. The promotion given enhances the perception of the employees that they are valued enough by the organization (Garrido, Perez, & Anton, 2005). Previous studies have shown that compensation (Bassett, 1994), opportunity for advancement (Schneider, 1994), psychological climate, and leadership style (Howell & Frost, 1989) are antecedents of job satisfaction. Organizational Trust Trust is an individual’s expectation, assumption, or belief about the likelihood that another’s future action will be beneficial, favorable, or at least not detrimental to one’s interests (Meyer, Davis, & Schoorman, 1995). Trust is considered to be an essential component in organizations since it is a consistent mechanism that supports organizational change and development in an unpredictable environment than hierarchical power and direct surveillance (Kramer & Tyler, 1996). Several studies clearly indicate that the formation of trust within workplace relationships is complex and elusive (Tzafrir, 2003). Furthermore, workplace trust is a necessary element for the development of competitive advantage through support, co-operation, and improvement of systems. Trust is viewed as a feature of the social foundation that begins interactions among parties (Mayer & Davis, 1999). According to Kramer and Tyler (1996), there is a need for organizational trust for the reason of there are organizational needs that are not to be disclosed and one of the elements to address these requirements are employees that trusts their organization. Currall and Judge (1995) defined trust as an individual’s reliance on another person under conditions of dependence and risk. Dependence means that one’s outcomes are reliant on the trustworthy or untrustworthy behavior of another. Furthermore, risk means that one would experience negative outcomes from the other person’s untrustworthy behavior (Kramer & Tyler, 1996). Previous studies have shown that psychological contract breach (Costa 2001), leadership style and organizational communication are antecedents of organizational trust. Organizational Citizenship Behavior Organizational Citizenship Behavior (OCBs) are behaviors that are discretionary, indirectly seen or recognized by the official compensation system, and as a whole encourage the effective functioning of an organization (Organ, 1998). It is also defined as an employee behavior that is above and beyond the call of duty and is therefore discretionary and not rewarded in the context of an organization’s formal reward structure (Konovsky & Pugh, 1994). Social exchange is an explanatory mechanism to obtain OCBs. It refers to relationships that entail unspecified future obligations. Social exchange is a critical element in understanding OCBs. It is the theoretical basis and the starting point for OCBs to obtain. When HRM practices offered by the organization are perceived favorable by employees, they tend to reciprocate by OCBs (Organ, 1998). For example, when supervisors treat employees fairly, social exchange and the norm of reciprocity (Gouldner, 1960) dictate that employees reciprocate, and OCBs are the avenue for employee’s reciprocation. There are five dimensions of OCBs (Organ, 1998). First is altruism that involves all discretionary behaviors that have the effect of serving a specific other person with an organizationally important task or problems. The second is conscientiousness it is the extent that a person goes well beyond the satisfactory or required level in work attendance; the person exemplifies the brand of OCBs. Third is sportsmanship which the employees’ goodwill in tolerating less than ideal circumstances without â€Å"complaining and making a federal case out of small potatoes. † The fourth dimension is civic virtue which is the behavior that shows a concern for participating in corporate life for example, by performing tasks that they are not required to perform, and doing so for the benefit of the organization. It also implies a sense o involvement in what policies are adapted and which candidates are supported. The last dimension is courtesy which involves such actions as â€Å"touching base† with those parties whose work would be affected by one’s decision or commitments. Touching base refers to actions done by employees that their co-employees values (Organ, 1998). Previous studies have shown that procedural justice (Alotaibi, 2001; Organ, 1998), organizational commitment (Alotaibi, 2001; Mayer & Allen, 1997; Moorman et al. , 1993 ), and job satisfaction (Alotaibi, 2001; Moorman et al. , 1993) leads to OCBs.