Copyright and Other Issues Regarding Digital Media and the Internet Free Essays

In the old days when you wanted to buy your favorite artist’s new album you would head to your local record store to buy it. The artists and record label would each get a cut of the profits. But today more music fans are opting for 99 cent downloads or streaming free music on-line. We will write a custom essay sample on Copyright and Other Issues Regarding Digital Media and the Internet or any similar topic only for you Order Now Obtaining a new track or album is just a click away with iTunes, subscription services like Spotify, free Internet streaming sites like Pandora, or even YouTube where you can watch music videos. For most of us, at least for myself, downloading music is a favorite activity when on the Internet. Downloading music and other media files from the Internet may make it conveniently available. But does it have a negative effect on the music industry? Does it affect the earnings of the artists? What are the pros and cons of downloading music? There are a lot of questions revolving around the music industry and the advances of digital media technology. I will explore these questions and attempt to answer the big question of whether downloading, both legal and illegal, is a real threat to the overall music industry? The pros and cons of downloading music can be explored based differing criteria, with the most controversial being whether the downloaded music is legally acquired. Since Napster, the first peer-to-peer file sharing network, made its debut in 1999 and subscription and pay-per-download technology like iTunes exploded, debate has grown concerning the logistical, ethical and financial repercussions of downloading music. The main argument that record labels make about the advancement of digital media technology is that downloading music gives rise to copyright and piracy issues. When one uses the copied versions of these files, they are indirectly encouraging piracy. When downloading such media files, it does not go for the purchase of the original copies of music, which results in a violation of copyright law. According to the Recording Industry Association of America (RIAA), 30 billion songs were illegally downloaded between 2004 and 2009 (Adkins). Even with sites like iTunes offering legal downloads, peer-to-peer file sharing still runs rampant. Thus, illegally downloading music is believed to have a significant impact on the music industry resulting in a loss of profits and jobs, and changing how music is delivered to the masses. The RIAA reports that music sales in the United States have dropped 47 percent since Napster first debuted in 1999. The availability of free music has cost the music industry $12. 5 billion in economic losses (Adkins). To make up for some of these losses, the music industry has filed lawsuits against individuals who have been found to have illegally downloaded music. In some cases, individuals have been sued for thousands, if not hundreds of thousands of dollars. The problem is, when one illegally downloads music, they aren’t just hurting music executives, who are often stereotyped as greedy businessmen exploiting the creativity of the musicians; they are also hurting the musicians. The huge popularity of illegal downloads is changing the music industry, reducing the incentive for musicians and labels to develop and finance new projects. Singers and bands are the public face of the music industry, but creating, recording and promoting a song takes a large team of people. As record companies have seen their profits decrease, they have had to cut positions they are no longer able to afford. This includes artists as well as engineers, songwriters, producers, and technicians. The RIAA reveals that more than 71,000 jobs have been lost as a result of illegally downloading music (MacMillan). The bottom line is that every piece of music downloaded without payment steals money that should be going to the musicians who created the music. Lastly, it is often left out that by downloading media files, it loses its originality. Though downloading makes it easily available to the masses, it also makes it spread far and wide. Something that is very easily available is considered to be of a lesser value therefore devaluing their art. On the other side, digital media is convenient for users, as they can obtain music and movies, save it to their computers and potentially transfer it to CDs or iPods without ever leaving their homes. It can also be done from anywhere with an Internet connection, and at any time, in contrast to music purchased at a traditional store. You can obtain potentially hard to find tracks without needing access to a well-stocked store. Access to older music can allow the producer and artist to continue to make money for paid downloads years after the release of that album. New advances in technology and digital media allow users to select specific tracks that they want, instead of requiring them to purchase an entire album. This encourages users to download more because they feel they are getting a better deal. It allows artists to gauge the audience’s response to individual songs; this feedback may be used to guide future ongwriting (Borland). Digital media downloads represent a cost saving over traditional hard copies because customers are not paying for packaging, store costs and additional charges. It can also represent a cost saving to the artist, as they may be able to market directly to the target audience instead of through a promotions agent. Lastly, and most importantly, without downloading, streaming, or file sharing the person may have never heard the music for which they are listening to. The biggest problem a band has is getting its music heard. For years, the music industry was confined to four multinational corporations that dominated the revenue stream of 70% of the music coming in, and four or five radio conglomerates that controlled what music was going out. Now all that has been broken up into millions and millions of little subcultures and niches that are serving small, really dedicated communities (Warila). Listeners may not necessarily pay for that one song or the one album, but if they’re intrigued enough, they’re going to start following an artist or band. They show up at a show, buy the merchandise, or buy the next hard copy of the MP3 they just downloaded. Once an audience is there, there are all sorts of moneymaking opportunities. What seems like a long time ago, live music once felt threatened by records. And then later, recorded music felt threatened by recordable cassette tapes. Now record labels feel threatened by downloading, streaming and file sharing of music. Every time these technological advances came along, the people invested in the music business at the time took it as a threat to their business revenues. While record sales have decreased dramatically compared to what they once were, every technological advancement throughout the music industry’s history has actually exponentially increased the desire for music. The same is true today as more people are listening to more music than in any other time in history (Adkins). And now it comes back to whether the downloading of digital media files, legally and illegally, are real threats to the overall music industry? The introduction of Napster and illegal downloading has helped usher in a new era of digitally accessible music defined by online distribution and has therefore impacted the way the music industry must market and promote its artists. After thoroughly researching and analyzing the effects caused by digital media and the Internet, I believe it is time for the music industry to make their own advancements just as technology will continue to do so. It is futile to try and get rid of what has become of digital media and the Internet. Record labels are wasting very valuable resources and time by spending large sums of money to find and pursue people in a court of law, who are illegally downloading media, the majority of which will never be able to pay off their charges. While I hold the upmost support towards respecting the integrity of one’s work, artists and record labels need to view the illegal downloading and file sharing of their media in a grander scheme of the industry. Not one specific artist or company is being singled out to lose money through illegal downloads. It is a technological advancement that has reshaped the music industry landscape and affects them as a whole. Rather than clinging to an outdated system, record labels and major media companies need to put their resources and focus into exploring all the new possibilities created by these technological advancements. By adapting to this new music industry landscape, these media labels and companies can generate new revenue streams to make up for their perceived and actual losses. To expose its artists to a wider audience and recoup revenue, the music industry has already had to develop and implement new tactics, such as digital licensing music to sites like YouTube and Pandora (Warila). The music industry will need to continue to create such ideas if it wants to grow. In regards to artists, rather than relying on media conglomerates for distribution, now they will increasingly go into business for themselves and in control of their own products. This will allow for artists to maximize their profits in a very competitive market. The concept of allowing music to be streamed and downloaded for free will only further their own growth and expand their audience base. I recommend that instead of combating the realities of the modern era, congress should instead recognize that markets are increasingly changing. Technology and media will continue to grow regardless, weave around the obstacles, and find a way to succeed just as it did for digital media regarding file sharing and illegal downloads. I believe that it is time that everyone moves forward and changes with it. How to cite Copyright and Other Issues Regarding Digital Media and the Internet, Papers

The Life of Jane Eyre Essay Example For Students

The Life of Jane Eyre Essay In the novel Jane Eyre by Charlotte Bronte, we are introduced to Jane, the orphan protagonist of the story. When the novel first begins, she is an isolated, powerless ten- year old living with an aunt and her cousins whom do not like her. Jane feels alienated from the Reed family; therefore she spends much of her time alone. Jane is faced with two factors; one she is a girl, and two she is poor. These two factors contribute too much of Janes unhappiness, at least at this point in the book! Her class difference translates into physical difference, and Jane feels she is physically inferior to the Reed children. Her cousin John is an over-indulged only son, whom uses his gluttony to bully Jane around; he describes Jane as being thick, and unwholesome. Jane tends to deal with her problems by secluding herself from her cousins. Books provide Jane with an escape from her unhappy domestic situation. I think Jane enjoys reading because books feed Janes imagination, offering a vast world beyond the claustrophobia of Gateshead. The only problem with Jane reading is that John does not approve of Jane using heir items You have no business to take our books; you are a dependent, mamma says; you have no money; your father left you none; you aught to beg, and not to live here with gentlemans children like us. Which started a verbal fight, turned physical. John threw a book at Jane and she called him a murderer and a slave-driver. Jane is then blamed for the quarrel. As a punishment she is banished to the red-room! I think the author sent Jane to this red-room, because at this time Jane once again questions her social status!At this point in the book there is a lot of gender roles, social castes, and symbolism. I think Jane needs to leave the Reeds house, and go to Lowood where at least she can get an education. If she doesnt fit into society now, at least with an education she can make a place in this world for herself!

Role of Religion in Early American Literature Essay Example

Role of Religion in Early American Literature Essay Role of Religion in Early American Literature American Literature, especially of the early settler and colonial period is marked by a deep sense of religion and a stress upon writing about matters related to religion. The development of early American literature thus can be seen to be a reflection of the religious ideals followed by the early settlers and colonists and it became a means of promoting a moral and ethical way of life. Early American literature is filled with an obvious expression of religion and its redeeming power as well as an acknowledgment of its strength to help human beings bear adversity and triumph in difficult situations. The power of religion, as expressed in early American literature deals more with a sense of gratefulness to God for giving courage to the new settlers and this is seen in the works of Mary Rowlandson, who, in writing of her long captivity by the natives expressed continuously her gratefulness to God for giving her courage in those difficult times. The profound role of religion in early American literature is also understood in the context of the religious nature of the earliest settlers in America, the Puritans. The reason the Puritans had made the voyage across the Atlantic and to America was for reasons of practicing their faith and writing provided a means to lay down their expectations from their new life and the hard work needed to sustain life was enhanced by stories of fortitude and courage. The religious component of American literature can also be understood in relation to the strong influence exerted by the Puritans in the early years of settlement. We will write a custom essay sample on Role of Religion in Early American Literature specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Role of Religion in Early American Literature specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Role of Religion in Early American Literature specifically for you FOR ONLY $16.38 $13.9/page Hire Writer An inherently religious group, the writings of the Puritans consisted mainly of sermons, hymns and poetry and journals of their lives. These journals, being a record of their daily lives were imbued with religious ideas because of the important role played by religion in the daily lives of the people and the stress upon hard work as one of the ways to serve God. The role of religion in early American literature can also be traced to the importance placed on learning and education among the Puritans. While the Puritans are generally perceived as hard working and God fearing people, they were also a highly educated people and their education found its expression in their writings. Their writings reflected their engrained beliefs, especially religion which was integral to their existence and hence early American literature is infused with religiosity. The role of religion in the literature of this period can also be attributed to the journals kept by the early settlers who recorded their daily life with precision. Religion became central to their journals because Puritanism called for reflection on the spiritual and this was expressed in their writings, which became records of their religious experiences and thus filled with religious ideas. The period when America saw the influx of British settlers in its lands was also the time when the Bible was put in the hands of the common man and greater number of people had access to religious writing. The settlers carried the holy book with them, which was a source of inspiration and sustenance for them in their trying times. The simplicity of the early American literature can be traced to the simple writing style characterized by the Bible and its religious message. The role of religion in early American literature is extremely pervasive and it forms the obvious theme for most written work composed during the period. The highly religious nature of the early settlers and their deep seated belief in God and his mercy is shown in these writings, giving it a distinctly religious tone.

An Ace Cause and Effect Essay Complete Guide

An Ace Cause and Effect Essay Complete Guide Cause and Effect Essay Topics Definition of a Cause and Effect Essay All objects, events and phenomena – everything in this world is connected. Some connections are obvious for us, but we do not even have an idea about many of them. Even if it’s not visible or obvious in the beginning, every cause has its outcomes. One of the written tasks for a student is a cause and effect essay. When designing one, a student has to describe one event/object/phenomenon and present its outcomes. In our guide you will find useful tips on how to write an ace cause and effect essay. The goal of this kind of essay is to help the student develop their analytical skills. It is done through exploration and analysis of a given decision or event and definition of its results. It means that your essay should be logically structured, and show that you know a lot about the topic you write about. Through this essay students express the connection between different things. A student is to provide the process of how a decision/phenomenon/event influences the writer themselves, other people, and other events. When writing a cause and effect essay a student not only has to describe the cause and its effects but also answer two questions Why? and How?. Skills Students Develop When Writing a Cause and Effect Essay Every task has its purpose. Not always writing an essay is a pleasure. Quite often students do it just because they have to do it. However, the execution of this task will give you benefits not only in the form of a good grade. When you deal with a cause and effect essay you develop a number of skills: Writing skills. The more you write, the more efforts you invest in your work, the better you become. Organizational skills. If you approach things you need to do when you are organized you do them better. Writing this essay you will help yourself become more organized. How? You learn how to organize the information you have in a logical order. You may have lots of different effects of one event, but you need to put them in the right sequence, define the level of their significance. Such an approach will help your reader understand the subject better. Accuracy about details. Being attentive to details helps us in many situations. When you deal with a cause and effect essay you do not need to describe things obvious for everyone. You should aim at going deeper into details and notice what others cannot see. This will make your essay extremely interesting. Objective thinking. When you write a cause and effect essay you should put your emotions and your personal attitudes away. Thinking objectively is what you should do completing this task – providing facts and their reasonable outcomes. What to Write About Same like other types of essays, this one can tell about anything in our world. Things, people, events, actions that surround you every day can become a great topic for your cause and effect essay. Everything has its reasons and outcomes and it means you are unlimited in your choice of topic. Some of the areas of interest include: events in the world historical events politics social life ecological issues technologies relationships between people family life education healthcare science Cause and Effect Essay Structure Despite essays may have different goals and styles, all of them have a certain structure. Structure is what helps the writer distribute the entire information logically, highlight key points and make the essay easy to read. The structure includes introductory part, body part and conclusion. Being aware of the essay structure helps students compiling an outline of their paper. Outline or a plan helps to keep strict to the topic of your essay and provide information in the right order. A typical outline for a cause and effect essay contains: Introductory part in which you should strive to attract the attention of your audience, describe the topic you will be talking further and present the benefits of your audience from reading your essay. In this part you give your thesis. Body where you provide causes and effects of the event/phenomenon you write about. This is central and biggest in volume part of your essay. You should normally divide into several paragraphs. Their number would depend on the quantity of facts you have. It is possible to use different approaches: first, you name causes first and provide their effects afterwards; second, you give one cause and its outcome, and so on. Conclusive part. This is last but not the least part in your cause and effect essay. This is the last thing your readers will read in your essay this is why it should be written well to leave a good impression. In conclusion you summarize everything you said before, indicate the significance of your topic, and insert call for action. Different Outlines It should be obvious for you by now that making a good outline is the direct path to writing a winning composition. All the parts of the essay should be logically linked and have good reasoning. Depending on the essay topic and the materials you have your outlines can be different. Multiple Causes Lead to One Outcome If the event you describe had multiple causes that all together lead to one outcome, your essay outline will be as follows: Introductory part Body part: cause 1 cause 2 cause 3 (or more) Effects Conclusive part Example: Topic: Poor sanitation, disease and undercooked food as causes of diarrhea. The outcomes can be different: from intoxication to death. One Cause Leads to Many Outcomes Quite often students are asked to describe one event/decision/phenomenon that caused multiple effects. I this case the outline should be as follows: Introductory part Body part: effect 1 effect 2 cause 3 (or more) Conclusive part Example: Topic: Corruption in government leads to country’s overborrowing. The results can be many: decrease in wages, increase in taxes, increased cost of living, etc. Multiple Causes Lead to Multiple Outcomes Another format of this type of essay when the topic a student has to describe had multiple reasons that lead to multiple effects. Such essays can be rather difficult to write because a student has to be much focused on the details, stick to logical structure and not miss anything important. In this case the outline will be as follows: Introductory part Body part: cause 1 effect 1 leading to cause 2 effect 2 leading to cause 3 effect 3 leading to cause 4 (or more) Conclusive part Example: Topic: A large number of road accidents are caused by drunken drivers. The effects can be multiple: road accident may lead to death of people, their death will cause their relatives to grief. Another line of outcomes is that drunken drivers may be fined, imprisoned. Another line of outcomes is the damage to the vehicle. Tips for Writing a Winning Cause and Effect Essay Obtaining new skills and talking on the subject you like can be cool. However, process of composing a cause and effect composition causes stress in many students. The tips below will help you stay cool and ease the writing process: Differentiate between cause and effect. It is unlikely you will not be able to differentiate between causes and effects, but still give it a minute to see what the catalyst is and what the consequences are. Conduct research. Whatever your topic is, no matter how good you know it, you have to conduct research. Read additional information, find out the opinion of other authors on this topic, try to expand your limits and look at the issue at different angle. Logical connections. The effects you provide have to be strongly and directly connected to the causes. If you are uncertain and there are no proofs of the connection between an effect and a cause it is better to leave it. Make quality your preference. Analyze the depth and strength of the link between a cause and effect. If it is vague, do not include it in your essay. It is better to write less but give good support to your words, than pile lots of information without good reasoning. Choose your method. The methods of presenting information were provided above. See what kind of information you have, what type of event/phenomenon/decision you describe, thus you will be able to present information in logical order. Transit from one point to another smoothly. Remember, all the parts of your essay should be connected between each other. Transition words will help you make the transition smooth: because, due to, resulting from this, etc. Provide proofs. All your words should be supported by good evidences. It is not enough just to say this effect was caused by this. Do not exaggerate. Do not try to increase the impact of your essay by exaggeration. Provide only proven facts. Put emotions away. In a cause and effect essay you should not provide your personal attitude to something. The aim is to provide facts and stay objective about your judgment. Stick to your purpose. When you write a cause-effect composition your aim is providing your audience with the information about effects of a certain cause/causes. You should not try to pursue your reader in certain point of view. Winning Topics for a Cause and Effect Essay In some cases topic for essays are provided by supervisors. However, quire often students are free to come up with the topics on their own. This can be a bit stressful, this is why we have prepared a list of winning topics in different subjects. Good Topics What causes voter apathy? What are the effects of parents divorce on a child? Can relationships be affected by abortion? What are the reasons for poverty in America? What makes obesity increase in the US? Do violent video games affect children’s psyche? What are the effects of being addicted to sports? Why more and more students drop education and what it will lead to? Why people spend more money on online shopping? What is the impact of technologies on human society? What effects does feminism have on marriage? What causes air pollution of what are the consequences? Relationships and Family What are the reasons for cheating on your partner? What can living together before marriage lead to? How does growing up in a one-parent family affect us? What is the impact of spending holidays together for family relationships? Destructive relationships between siblings: causes and effects Environment Is there one decisive factor for environment changes? Does human intrusion into nature have positive or negative effect on our planet? What causes climatic catastrophes? Human intrusion on planet: good or bad? What are the possible consequences of global warming? Social Life How is community affected by frequent violence? Is real life communication influenced by social networks? Why there are so many poor people in big cities? What effect does lack of freedom have on people? Living in poor housing: possible effects Technology How is youth affected by internet? How modern technologies influence kids? How useful is it to apply modern technologies in the study process? What impact does progress have on environment? What helped Japan develop so fast? Education What effect will have changing of major subject during the study process? What are the effects of becoming a top student? What will happen if a student fails an exam? What happens if a student gets caught cheating at exam? Why should students be involved in extra curriculum activities? Health How is our general health affected by our diet? Should teenagers be vaccinated? How is it to have smallpox when you are adult? What does long-term smoking lead to? If you don’t sleep during your preparations for exams what are the possible effects? Food How eating seafood does effects our health? What are the benefits of being a vegetarian? What are the outcomes of eating a lot of fast food? What are the outcomes of eating food with GMO? What causes loss of appetite? Culture Why are comedies so popular? What impact has listening to favourite music on us? Free music download: outcomes for a singer What are the possible effects of addiction to video games? Get Help with Writing Your Essay Writing your cause and effect essay does not have to make you stressed. Modern technologies help to make the process much simpler. Topic Generators If you are to chose your own topic for your essay you don’t have to browse for hours on internet to search for something interesting. You can use platforms where you will easily find topic either by different categories, by alphabet or keyword. Essay Templates There are platforms where you can find a lot of successful essay samples. Looking through several samples will help you arrange everything in your head and get a better idea of what and how you should write. Essay Checker When your essay is done, you need to check it for uniqueness. Your teacher will definitely do it to make sure you did not copy the essay from somewhere. There are websites where you can do the plagiarism checking. Essay Writing Services Reliable professional writing service has a team of cool writers who know everything about essays, are experts in their areas, and possess necessary skills for writing. At Tutoriage we have the best writers who will write your essay from scratch and assist you until it is accepted by your teacher. Essay Editing Tutoriage provides editing services for students who have written their essays and need a professional opinion, want to have possible mistakes corrected. Our editors and proofreaders will correct spelling, grammar, lexical mistakes, improve style and formatting.

Ishikawa Research Paper Example | Topics and Well Written Essays - 750 words

Ishikawa - Research Paper Example He was given huge management responsibilities when he was very young, and this too, made him concentrate his mind on business improvement very early in his career. It is interesting that from the start Ishikawa was able to apply both his practical experience in the field of engineering management, and his academic abilities at the same time. He noticed that the Japanese economy immediately after the second World War was suffering from various hindrances including a lack of understanding of statistics on the part of individuals who had to make decisions based on those figures, a nationwide over-reliance on imports, and an irrational tendency to use outmoded approaches (Ishikawa, 1991, p.3). This ability to see both the tiny details and the bigger picture was to prove one of his greatest strengths. He saw Total Quality Control as the key to addressing all of these issues and this was the start of his major lifetime achievements. Milakovish, (1995 p. 61) points out that Ishikawa acknowledged debts to Deming, Feigenbaum and Juran in his innovations, but that his major contribution to the field of quality management is his creation of the Quality Control Circle, which encouraged contributions from workers in small groups at the production level. It was introduced in the Nippon Telegraph and Cable Company for the first time in 1962 and from there it spread across the whole of Japan. This recognition of the valuable contribution of every worker at every part of the process of production, sales and after sales service revolutionised the way that managers saw their own roles, and the roles of their colleagues and subordinates. Through working with Deming and others, Ishikawa was able to appreciate the benefits of Western ways of doing, but he could also see that Japanese traditional ways had much value if applied in the right way. Japanese cultural traditions such

The social impact of television in the Hunger games and 1984 Essay

The social impact of television in the Hunger games and 1984 - Essay Example While the year had come and gone, this narrative was written timely. The novel gives an amazing and haunting vision of the world. The powers of this novel are beyond doubt as it holds the all the imaginations of many generations of readers. This paper looks at the social impact that television has had on this two stories and how the government uses media especially television to control the people. The media especially television serves us with a lot of information. But the question that you may ask is ‘how often do we think about the impact of this information on our thoughts and behaviors?’ while we may believe that it is good to be informed without persuasion, then to some degree we have been manipulated by television. There are many instances in which the use of television has impacted the Hunger Games which was written by Suzanne Collins. In order to explore the television and its effect on people in the Hunger Game, it is easy to look at Katniss Everdeen as she becomes a leader and champion by understanding the power of television. Her unpredictable degrees of awareness and the manipulation of the content that is televised perfectly shows how society reacts to this as well. It is no secret that media specifically television is all around us, which provide us with information at all times. In many times, we perceive them as purely educational or entertaining. We barely think of its impact on our opinions and behaviors. After all, most people are capable of differentiating fact from fiction and can be informed without persuasion, right? But the truth of the matter is the Hunger Games has been impacted by the television. The level of manipulation, will however depend on one’s understanding of media operates, specifically how television impacts viewers. In the Hunger Games, the capitol uses television to keep the citizens compliant. The impact of this has been seen mainly in terms of beliefs, politics and opinions.

Variable of Organization Culture and Characteristics

Variable of Organization Culture and Characteristics Purpose Literature has studied the variables of organization culture and managerial characteristics separately in various dimensions. This study investigates the effects of organizational culture and managerial characteristic on the tradeoff between organizational sincerity and work performance for promotion. Design/methodology/approach The data was collected using self-administered questionnaire, from managers of different departments. The final sample size was 250 managers. Findings The result showed that there is a positive relation between organizational culture, work performance, and organizational sincerity. A positive association also exists between managers education level and work performance given that the gender is male. Research limitations/implications Few limitations would be the shortage of time and resources. In future studies other managerial characteristics should also be examined. Practical implications In this era of immense competition, companies may ask themselves what to criteria to choose while promoting employees. Result shows that there is a positive relation between organizations culture, work performance, and organizational sincerity. Originality/value The most interesting and significant finding is that there is a positive relation between organizational culture, work performance, and organizational sincerity. Accordingly the stronger the culture of the organization the better work performers and sincere employees it has. Keywords Organizational culture, Managerial characteristics, Work Performance, Sincerity CHAPTER 1: INTRODUCTION Overview It has been argued that loyal and sincere employees are very important for success of organizations (Jaunch, Glueck, Osborn, 1978). It is said that coherent and carefully developed corporate values play an important role, in making employees, loyal to organizations (Smith Rupp, 2002). Work performance has been studied in different dimensions. Earlier the study of work performance was limited only to job satisfaction (Martin Shore, 1978). Ovadje, Obinna and Muogboh (2009) also studied the relation between job satisfaction and individual performance, according to their study the relationship between the two was high and consistent. Jaunch, Glueck and Osborn (1978) have argued that loyalty has no relationship with work efficiency. They used five point scales to measure organizational sincerity, commitment and productivity. Avolio, Waldman, and McDaniel (1990) studied the effect of age and experience on work performance and concluded that experience is a better predictor of performance than age. It is argued that health of organizations depends upon health of employees, if employees are healthy they will perform better and organizations will grow (Baptiste, 2008). Paswan,Pelton and True (2005) studied perception of managerial sincerity in context of motivation and job satisfaction, they concluded that loyalty of employees is very important in getting good feedback as they are employees are more interactive and motivated. The relationship between employees and organization depends upon how they perceive the organization (Martin Shore, 1989). Baffour (1999) also argues that organizations in which employees are part of decision making perform better than those with centralized decision making. Employees loyalty may lead to employees satisfaction and productivity or it may result in dissatisfaction and absenteeism (Becker, Billings, Eveleth Gilbert, 1996). Previously supervisory ratings and questionnaire have been used to measure organizational sincerity and work performance respectively (Jaunch et al, 1978). It is argued that participative management makes employees satisfied (Kim, 2002). Therefore loyalty and sincerity of employees to organization is considered as an important factor in promotions (Jaunch et al, 1978). It is also said that quality has relationship with satisfaction (Ilias, Rahman Razak, 2008). Barney (1986) argued that that firms which do not have the required cultures cannot sustain optimal financial performance because their respective cultures are neither rare nor difficult to imitate. Weick (1987) also argued that organizations whose cultures value reliability more than efficiency often face unique problems in learning and understanding, which could affect the performance of the organization. It is argued that top management involvement is very essential to handle strategic change efficiently and effectively (Boecker, 1997). Gupta and Govindarajan (1984) also argued that tolerance of mangers contribute positively make business unit more efficient Although work performance is studied by different researchers in different dimensions, but no one has tried to link organizational sincerity to work performance. This study aims to identify the interrelation of work performance and organizational sincerity. Today in the world of immense competition both traits of sincerity and hard working in an employee is hard to find. Through this study we want to find whether a manager will prefer an employee who is hard worker or an employee who is sincere towards his organization. Problem Statement To study the effects of managerial characteristics and organizational culture on managers trade-off between organizational sincerity and work performance for employee promotion. Proposed Research Hypotheses H1: There is a relationship between managerial characteristics and promotion criterion due to organizational sincerity. H2: There is a relationship between managerial characteristics and promotion criterion due to work performance. H3: There is a relationship between organizational culture and promotion criterion due to organizational sincerity. H4 : There is a relationship between organizational culture and promotion criterion due to work performance. H5: There is a relationship between managers education and work performance due to male gender. H6: There is a relationship between managers education and work performance due to female gender. Outline of the Study Chapter one includes the an overview of variables, problem statement that shows the possible relationship between managerial characteristics, work performance and impact of both on promotion criterion and six proposed research hypotheses with a brief outline of the study. Chapter two includes the literature review. In this chapter organizational culture, organizational sincerity and work performance are explained. Chapter three is comprised of method of data collection which is personal survey, sampling technique which is non-probability convenient sampling ,size which is two hundred and fifty, instrument of data collection, research model developed which supports the problem statement and statistical technique which is correlation. Chapter four includes the results which show the relationships between variables. Lastly Chapter five includes conclusion, discussions, implications and possible future researches. CHAPTER 2: LITERATURE REVIEW The labor markets are becoming competitive day by day and it is very rare to find an employee that performs efficiently and whose goals are compatible with those of organizations. Therefore, most of times managers have to choose between a loyal employee and an efficient employee. Several factors influence this phenomenon. Culture It has been argued that there are considerable differences in the attitudes of managers as well as employees in the geographically and historically similar countries. These differences have been found across such variables as control, supervision, commitment, and decision type and leadership style. It was further revealed that these differences in the attitudes of managers and employees was associated with their respective countrys position on the Hofstedes cultural dimensions.(Mockaitis, 2005). Glinow, Huo and Lowe argued that despite numerous researches conducted on International Management styles, the studies have still failed to illustrate how ideal leadership or management style is affected by the specific cultural characteristics in different countries. They argued that although multinational firms should maintain some form of consistency in terms of management style, yet the management style used overseas (in different cultures) should be enfused with the local culture to maintain acceptability within the cultural context. Ralston, Holt, Terpstra and Cheng argued that economic ideology and national culture has a deep impact on individual work values of managers. Barney argues that organizational culture can be a source of sustained competitive advantage. He argued that some organizations have developed a culture which provides means to achieve competitive advantage. Schein argued that organizational culture has profound effects on its survival. He stated that an organization cannot survive if it cannot manage itself as an organized one through the use of deeply entrenched culture. He further argued that organizational culture brings in stability and thus it must be instilled into the new members. Schein argued in another paper that culture needs to be understood thoroughly and analyzed if an organization intends to take advantage of it in the field of organizational psychology. Denison and Mishra argued that there was a relationship between organizational culture and effectiveness. According to them organizational culture can be measured and can be related to critical organizational outcomes. Chatman and Jehn argued that the use of organizational culture to attain competitive advantage may not bear as much fruit as some scholars have argued it to be. They argued that there may be some constraints in the way to achieving this competitive advantage by using organizational culture. According to Sheridan (1992), organizational culture and employee retention are related. His study showed that the differences in employees cultural values and the organizational values resulted in significant cases where employees deliberately left their jobs indicating that cultural fit is imperative to job retention for the organizations. Gordan DiTomaso (1992) argued that a strong organizational culture is positively associated with better performance. Their research also concluded that a strong culture lends itself to a short-term performance hike. Organizational Sincerity Loyalty is directly related to corporate vision, mission and values. As the business world is multifaceted therefore approach should be chosen with great care to analyse the gap between promise and performance gap (Fassin Buelens, 2011). Managers role in encouraging employees, giving them feedback regarding their performance and guiding leading them towards right career is very important. When employees are motivated because of management support they deliver quality sevice. Except of that employees whose goals are compatible with those of organizations are more productive and enthusiastic (Paswan, Pelton and True). Ali and Kazemi (1993) argue that loyal employee are real assets of an organization because they are those who do not quit in rainy days and stand by the organization as they own the problems of organization. Furthermore they say that sincere employees are more productive and are punctual. In case of loyalty, in US skills are preferred on seniority and seniority is not as important promotion criterion as skills are. While in Japan seniority is most important to be qualified as leader. But in Taiwan connections with owners are also valued along with seniority as important criteria to be qualified as leader (Glinow,Huo Lowe,1999). In US mangers are considered more competent than employees therefore speaking skills are important criteria to be promoted as leader and leaders tend to be good speakers to communicate corporate vision. While Japanese believe in equality and homogeneity of human talent therefore subordinates input is considered very important. Taiwan is hybrid of both (Glinow et al, 1999). In US a leader needs to develop specialized skills to be promoted as leader while in Japan to be a leader one needs to possess broad-cope skills and experience. In Taiwan both, specialized skills and broad-scope skills with experience are important criteria to be an effective leader (Glinow et al, 1999). Chen and Tjosvold (2006) have argued that to strengthen the relationship between employees must tbe cooperative and not the competitive especially when mangers are from different countries. Work Performance There is a noteworthy impact of HRM practices that a company adopts on the wellbeing and positive performance of employees (Baptiste, 2007). Performance can be improved by employee participation and flexibility in job design. (Gershenfeld, 1988; Jaikumar, 1986). Managers should encourage employee participation and flexible structures to enhance the performance. Firms that are changing their traditional rigid organizational structure and bringing flexibility in work design are able to improve their performance and output quality (Baffour, 1999). Age and experience have non linear relationship with performance. Experience, rather than age, is a better predictor of performance ( Avolio, Waldman McDaniel, 1990) Blumberg and Pringle (1982) emphasized a model of work performance which says that performance is a result of ability motivation and opportunity. It is argued that health of organizations is directly influenced by health of employees, if employees are healthy they will perform better and organizations will grow and become healthy (Baptiste, 2008). Gillespie and Mann (2004) and Dirks and Ferrin (2002) have argued that trust is an important feature in the relationship that leaders have with their subordinates and that it is through this subordinate trust and respect for their leader, that subordinates are motivated to perform well. This view is supported by Bijlsma and Koopma (2003) who claim that trust is an important factor to organizational performance, because it facilitates discretionary effort to assist the organization. Standing (1997) argues that the critical areas of labor insecurity that should be considered as they effect work performance are those that relate to income insecurity (unsteady earnings or where earnings are contingency-based), working time insecurity (irregular hours at the discretion of the employer, and insufficient hours worked) and representation insecurity (where the employee has limited power to negotiate or participate). Design and physical properties of work place can have negative or positive effect on work performance of employees. A greater environment innovative work settings, a greater task performance in innovative work settings and a greater interaction with innovative work settings are associated with greater satisfaction and enhanced productivity (Ilozer, 2002) According to Armstrong (2000), performance management is a way of getting better results from the whole organization or individuals within it, by understanding and managing performance within an agreed framework of predetermined goals, standards and competence requirements. According to Walters (1995), performance management is about guiding and supporting employees to work as effectively and efficiently as possible according to the goals of the organization. A drug-free workplace helps to enhance output and performance and lowers the chance of injury. Many companies feel testing employees has helped to bring about lower costs, lower absenteeism, and lower medical costs (Bacon, 1989). CHAPTER 3: RESEARCH METHODS Method of Data Collection As our research study is descriptive and sources of information are primary, therefore we have used personal type of survey to collect the data. First of all data collection process was planned properly and then instrument was developed accordingly. After the development of instrument, pilot testing was done. Lastly actual data was collected and compiled. To collect the data through questionnaire we approached managers of different organization and used snow ball technique. Sampling Technique As the number of elements is unknown, we have used Non-probability sampling technique. To collect data in proper and convenient way, Convience sampling is used. The managers are easily accessible so it is most beneficial of all other sampling techniques. First of all the population was defined, and then sampling frame was determined. After determination of sampling frame, sampling technique was decided. Once the technique is decided, sample size was decided too. At last, the sampling process was executed. Sample Size The proposed number of respondents is two hundred and fifty (250). Instrument of Data Collection To study the effects of managerial characteristics and organizational culture on managers trade-off between organizational sincerity and work performance for employee production, a questionnaire is developed comprising of nine questions. First question is about the work practices of mangers and their individualistic approach towards the work and how they perceive and conceive it. This question is further divided in ten questions in order to become more specific. Second question, which is further subdivided into twenty questions, is about the organizational culture. The number of questions is higher as compare to previous one because culture is more descriptive and a lot of information is required to comprehend it. Third question is about gender. It will tell us that whether gender makes any difference in giving promotion either to an efficient or loyal employee. Question four is about the age. It will also help us to see whether attitudes and beliefs regarding loyalty and efficiency change with respect to age. Fifth and sixth questions are about employee experience with current organization and overall experience respectively. The seventh and eighth questions education and functional department is asked from respondents. It will enable us to comment whether perception of employee importance as education level and department change. Ninth and last question regarding name is optional because we are studying role of managers in promoting efficient or loyal employees impartially and irrespective of name, caste or color. In short the questionnaire was designed to collect about employees work practices, the culture of organization they work in and the managerial characteristics. Validity and Reliability test. The instrument used here is valid and reliable. Because it is specifically designed to collect data specifically required to study the effects of managerial characteristics and organizational culture on managers trade-off between organizational sincerity and work performance for employee promotion. To check the validity and reliability of instrument we did pilot testing and found the instrument valid and reliable in accordance with our study. Therefore data collected through this instrument is also valid and reliable and leads us to more useful and specific results. Research Model Developed Figure 3.1 Managerial Characteristic Organizational Sincerity Work Performance Organizational Culture Organizational management has to deal with different types of employees. Some are very hardworking and efficient while others are very loyal to the organizations. It is of great importance to an organization to understand the relationship between the organizational sincerity and work in order to grow, compete and even survive. Statistical Technique Correlation will be used for data analysis. We have used correlation because it is the statistical technique which enables us to understand and interpret the interdependence between organizational sincerity and work performance for employee performance. CHAPTER 4: RESULTS Table 4.1 Promotion criteria Managerial characteristics Organizational culture Organizational Sincerity Work Performance Age (Male) .055 (.404) -0.13 (.837) Age (Female) .226 (.418) -.170 (.546) Working Experience With Current Organization (Male) .058 (.376) .077 (.238) Working Experience With Current Organization (Female) .262 (.346) -.025 (.930) Overall Working Experience (Male) -0.19 (.768) .049 (.455) Overall Working Experience (Female) .269 (.333) -.239 (.390) Education Level (Male) -0.25 (.706) .117* (.073) Education Level (Female) .107 (.704) .314 (.254) Organizational Culture .395** (.000) .299** (.000) *, Correlation is significant at the 0.10 level (2-tailed). **. Correlation is significant at the 0.01 level (2-tailed). P value is written in parenthesis. All the Managerial characteristics except for Education Level of Male are insignificant as their P value > ÃŽÂ ±. A positive relation is shown between organizational culture, organizational sincerity, and work performance having P-value CHAPTER 5: CONCLUSION, DISCUSSIONS, IMPLICATIONS AND FUTURE RESEARCH Conclusion Data analysis shows that there is no relation between managerial characteristics and organizational sincerity for both the genders, male and female. But in case of managerial characteristics and work performance, a relationship is established between managers education level and work performance but only for male gender. For female gender no such relationship exists. Analysis also shows that organizational culture is positively related to organizational sincerity and work performance. That suggest that stronger the organizational culture, better the wok performance and sincerity. Discussions, Implications and Future Research Organizational culture, sincerity and work performance are very important and crucial towards the achievement of organizational goals. Therefore work performance has been studied in relation to job satisfaction and consistent relations are established. But few attempts are made to find out the impact of organizational culture on achievement of organizational goals which is dependent upon work performance which leads to greater output and organizational sincerity. As we have found out a positive relationship between organizational culture and sincerity and between that of organizational culture and work performance. We can say that organizations in order to improve performance and build stronger relationship with their employees should work on building stronger and compatible organizational culture. It will not only improve employees productivity but employee turnover will also reduce which will save the training costs et cetera ultimately. Except of that competencies and skills which are developed in employees over a period of time can also be retained and even competitive advantage can be achieved on basis of it. Even though we have studied very important relationships among managerial characteristics, organizational culture, organizational sincerity and work performance, a lot needs to be done in this newly identified direction. In this unexplored direction and field of study researchers can study many variables like impact of organizational culture on conflict of interest and can enhance the understanding further. References Ali J Abbas and Kazemi Al- Ali (2005), The Kuwaiti Manager: Work Values and Orientations Journal of Business Ethics , 60: 63-73 DOI 10.1007A10551-005-2626-6 Armstrong, M. (2000), Performance Management: Key Strategies and Practical Guidances, Kogan Page, London. Avolio J. Bruce, Waldman A. David and McDaniel A. Michael (1990),Age and work performance in non-managerial jobs the effects of experience and occupational type, Academy of Management Journal, Vol. 33, No 2, 407-422. Bacon, D. (1989), à ¢Ã¢â€š ¬Ã…“Businesss Role in War on Drugs, Nations Business, January, p.5. Baffour Gyan- George, (1999) The effects of employee participation and work design on firm performance: A managerial perspective, Management Research News, Vol. 22 Iss: 6, pp.1- 12 Baptiste Renee Nicole, (2008),Tightening the link between employee wellbeing at work and performance: a new dimension for HRM Volume: 46 Number: 2 pp: 284-309 Barney B. Jay (1986) , à ¢Ã¢â€š ¬Ã…“Organizational Culture: Can It Be a Source of Sustained Competitive Advantage?,The Academy of Management Review, Vol. 11, No. 3 , pp. 656-665 Becker E. Thomas, Billings S. Robert, Eveleth M. Daniel and Gilbert L. Nicole (1996),Foci and bases of employees commitment: implications for job performance. Academy of Management Journal, Vol. 39, No 2,464-482. Bijlsma, K. and Koopma, K. (2003), à ¢Ã¢â€š ¬Ã‹Å"à ¢Ã¢â€š ¬Ã‹Å"Introduction: trust within organizations, Personnel Review, Vol. 33 No. 5, pp. 600-4. Blumberg, M., Pringle, C. C. (1982), à ¢Ã¢â€š ¬Ã…“The missing opportunity in organizational research: Some implications for the theory of work performance. Academy Of Management Review,7: 560-569. Boeker Warren (1997), à ¢Ã¢â€š ¬Ã…“The Influence of Managerial Characteristics and Organizational Growth, the Academy of Management Journal, Vol. 40, No. 1, pp. 152-170. Chatman A. Jennifer Jehn A. Karen (1994). Assessing the relationship between industry characteristics and organizational culture: how different can you be?. Academy of management Journal 1995. Vol. 37, No. 3, 522-553 Chen Feng Yi and Tjosvold Dean, Participative Leadership by American and Chinese Managers in China: The Role of Relationships,Journal of Management Studies 43:8 December 2006 0022-2380 Denison r. Daniel Mishra K. Aneil (1995). Toward a theory of organizational culture and effectiveness. Organization science. Vol. 6, No. 2, March-April 1995. Dirks, K. and Ferrin, D. (2002), à ¢Ã¢â€š ¬Ã‹Å"à ¢Ã¢â€š ¬Ã‹Å"Trust in leadership: meta-analytic findings and implications for research and practice, Journal of Applied Psychology, Vol. 87 No. 4, pp. 611-28. Fassin Yves and Buelens Mark, à ¢Ã¢â€š ¬Ã…“The hypocrisy-sincerity continuum in corporate communication and decision-making: a model of corporate social responsibility and business ethics practices, Ghent University, Department of Management and Entrepreneurship, Tweekerkenstraat 2, 9000 Gent And Vlerick Leuven Gent Management School, Reep 1, 9000 Gent, Belgium. Gershenfeld Cutcher(1988), à ¢Ã¢â€š ¬Ã…“Industrial Relations and Economic Performance, Working Paper, School of Labor and Indus trial Relations, Michigan State University.. Gillespie, N. and Mann, L. (2004), à ¢Ã¢â€š ¬Ã‹Å"à ¢Ã¢â€š ¬Ã‹Å"Transformational leadership and shared values: the building blocks of trust, Journal of Managerial Psychology,Vol. 19 No. 6, pp. 588-607. Glinow Ann Von Mary, Huo Paul Y., Lowe Kevin (1999),Leadership across the Pacific Ocean: a tri-national comparison,International Business Review, 8(1), 1-15. Gordan G. George DiTomaso (1992), Predicting corporate performance from organizational culture, Journal of Management Studies. Volume 29, Issue 6, pages 783-798. Gupta K. Anil and Govindarajan .V (1984), à ¢Ã¢â€š ¬Ã…“Business Unit Strategy, Managerial Characteristics, and Business Unit Effectiveness at Strategy Implementation, The Academy of Management Journal, Vol. 27, No. 1,pp. 25-41. Ilias Azleen, Rahman Abd Rahida, Abd Razak Zulkeflee Mohd (2008) à ¢Ã¢â€š ¬Ã…“Service Quality and Student Satisfaction: A Case Study at Private Higher Education Institutions, International business research, Vol. 1, No 3. Ilozer Dozie Ben, Love E.D Peter. Treloar Graham (2002), The Impact of Work Settings On Organizational Performance measures in built FacilitiesVolume 20, pp 61-68. Jaikumar, R, à ¢Ã¢â€š ¬Ã…“Post industrial manufacturing. Harvard Business Review, 64(6). 1986; pp.69-76. Jaunch R Lawrence, Glueck F William and Osborn N Richard (1978),Organizational loyalty, professional commitment, and academic research productivity, Academy of management Journal ,Vol. 2,No 1,84-92 Kim Soonhe (2002), à ¢Ã¢â€š ¬Ã…“Participative management and job satisfaction: lessons for management leadership. Public Administration Review. Martin J. Harry and Shore McFarlane Lynn (1989),Job satisfaction and organizational commitment in relation to work performance and turnover intentions. Human Relations, Volume 42 pp. 625-658 Mockaitis I. Audra (2005). A Cross-Cultural Study of Leadership Attitudes in Three Baltic Sea Region Countries. International Journal of Leadership Studies, Vol. 1 Iss. 1, 2005, pp. 44-63 Ovadje Franca Muogboh S. Obinna, (2009),Exploring the motivation to stay and to perform among managers in Nigeria, International Journal of Business Research. Paswan K. Audhesh, Pelton E. Lou and True L. Sheb (2005),Perceived managerial sincerity, feedback-seeking orientation and motivation among front-line employees of a service organization, Journal of Services Marketing Volume 19  · Number 1, 3-12. Ralston A. David, Holt H. David, Robert H. Terpstra and Cheng Kai Yu (2007). The impact of national culture and economic ideology on managerial work values: a study of the United States, Russia, Japan, and China. Journal of International Business Studies, 1-19 Schein Edger H (1984). Coming to a new awareness of organizational culture. Slogan management Review. Vol 25, Issue: 2, Publisher: Samfundslitteratur, Pages: 3-16 Schein, Edgar H (1990). Organizational culture. American Psychologist, Vol 45(2), Feb 1990, 109-119. Sheridan E. John (1992). Organizational culture and employee retention. Academy of management journal 1992. Vol. 35, No. 5, 1036-1056. Smith D. Alan and Rupp T. William (2002),Communication and loyalty among knowledge workers: a resource of the firm theory view, Journal of Knowledge Management, Vol. 6,No. 3,pp250-261. Standing, G. (1997), à ¢Ã¢â€š ¬Ã‹Å"à ¢Ã¢â€š ¬Ã‹Å"Globalisation, labour flexibility and insecurity: the era of market regulation, European Journal of Industrial Relations, Vol. 3, pp. 7-37. Walters, M. (1995), Performance Management Handbook, Institute of Personnel and Development, London. Weick KE (1987), à ¢Ã¢â€š ¬Ã…“Organizational culture as a source of high-reliability, The California Management Review , volume 29, Issue: 2, Pages: 112-127. Variable of Organization Culture and Characteristics Variable of Organization Culture and Characteristics Purpose Literature has studied the variables of organization culture and managerial characteristics separately in various dimensions. This study investigates the effects of organizational culture and managerial characteristic on the tradeoff between organizational sincerity and work performance for promotion. Design/methodology/approach The data was collected using self-administered questionnaire, from managers of different departments. The final sample size was 250 managers. Findings The result showed that there is a positive relation between organizational culture, work performance, and organizational sincerity. A positive association also exists between managers education level and work performance given that the gender is male. Research limitations/implications Few limitations would be the shortage of time and resources. In future studies other managerial characteristics should also be examined. Practical implications In this era of immense competition, companies may ask themselves what to criteria to choose while promoting employees. Result shows that there is a positive relation between organizations culture, work performance, and organizational sincerity. Originality/value The most interesting and significant finding is that there is a positive relation between organizational culture, work performance, and organizational sincerity. Accordingly the stronger the culture of the organization the better work performers and sincere employees it has. Keywords Organizational culture, Managerial characteristics, Work Performance, Sincerity CHAPTER 1: INTRODUCTION Overview It has been argued that loyal and sincere employees are very important for success of organizations (Jaunch, Glueck, Osborn, 1978). It is said that coherent and carefully developed corporate values play an important role, in making employees, loyal to organizations (Smith Rupp, 2002). Work performance has been studied in different dimensions. Earlier the study of work performance was limited only to job satisfaction (Martin Shore, 1978). Ovadje, Obinna and Muogboh (2009) also studied the relation between job satisfaction and individual performance, according to their study the relationship between the two was high and consistent. Jaunch, Glueck and Osborn (1978) have argued that loyalty has no relationship with work efficiency. They used five point scales to measure organizational sincerity, commitment and productivity. Avolio, Waldman, and McDaniel (1990) studied the effect of age and experience on work performance and concluded that experience is a better predictor of performance than age. It is argued that health of organizations depends upon health of employees, if employees are healthy they will perform better and organizations will grow (Baptiste, 2008). Paswan,Pelton and True (2005) studied perception of managerial sincerity in context of motivation and job satisfaction, they concluded that loyalty of employees is very important in getting good feedback as they are employees are more interactive and motivated. The relationship between employees and organization depends upon how they perceive the organization (Martin Shore, 1989). Baffour (1999) also argues that organizations in which employees are part of decision making perform better than those with centralized decision making. Employees loyalty may lead to employees satisfaction and productivity or it may result in dissatisfaction and absenteeism (Becker, Billings, Eveleth Gilbert, 1996). Previously supervisory ratings and questionnaire have been used to measure organizational sincerity and work performance respectively (Jaunch et al, 1978). It is argued that participative management makes employees satisfied (Kim, 2002). Therefore loyalty and sincerity of employees to organization is considered as an important factor in promotions (Jaunch et al, 1978). It is also said that quality has relationship with satisfaction (Ilias, Rahman Razak, 2008). Barney (1986) argued that that firms which do not have the required cultures cannot sustain optimal financial performance because their respective cultures are neither rare nor difficult to imitate. Weick (1987) also argued that organizations whose cultures value reliability more than efficiency often face unique problems in learning and understanding, which could affect the performance of the organization. It is argued that top management involvement is very essential to handle strategic change efficiently and effectively (Boecker, 1997). Gupta and Govindarajan (1984) also argued that tolerance of mangers contribute positively make business unit more efficient Although work performance is studied by different researchers in different dimensions, but no one has tried to link organizational sincerity to work performance. This study aims to identify the interrelation of work performance and organizational sincerity. Today in the world of immense competition both traits of sincerity and hard working in an employee is hard to find. Through this study we want to find whether a manager will prefer an employee who is hard worker or an employee who is sincere towards his organization. Problem Statement To study the effects of managerial characteristics and organizational culture on managers trade-off between organizational sincerity and work performance for employee promotion. Proposed Research Hypotheses H1: There is a relationship between managerial characteristics and promotion criterion due to organizational sincerity. H2: There is a relationship between managerial characteristics and promotion criterion due to work performance. H3: There is a relationship between organizational culture and promotion criterion due to organizational sincerity. H4 : There is a relationship between organizational culture and promotion criterion due to work performance. H5: There is a relationship between managers education and work performance due to male gender. H6: There is a relationship between managers education and work performance due to female gender. Outline of the Study Chapter one includes the an overview of variables, problem statement that shows the possible relationship between managerial characteristics, work performance and impact of both on promotion criterion and six proposed research hypotheses with a brief outline of the study. Chapter two includes the literature review. In this chapter organizational culture, organizational sincerity and work performance are explained. Chapter three is comprised of method of data collection which is personal survey, sampling technique which is non-probability convenient sampling ,size which is two hundred and fifty, instrument of data collection, research model developed which supports the problem statement and statistical technique which is correlation. Chapter four includes the results which show the relationships between variables. Lastly Chapter five includes conclusion, discussions, implications and possible future researches. CHAPTER 2: LITERATURE REVIEW The labor markets are becoming competitive day by day and it is very rare to find an employee that performs efficiently and whose goals are compatible with those of organizations. Therefore, most of times managers have to choose between a loyal employee and an efficient employee. Several factors influence this phenomenon. Culture It has been argued that there are considerable differences in the attitudes of managers as well as employees in the geographically and historically similar countries. These differences have been found across such variables as control, supervision, commitment, and decision type and leadership style. It was further revealed that these differences in the attitudes of managers and employees was associated with their respective countrys position on the Hofstedes cultural dimensions.(Mockaitis, 2005). Glinow, Huo and Lowe argued that despite numerous researches conducted on International Management styles, the studies have still failed to illustrate how ideal leadership or management style is affected by the specific cultural characteristics in different countries. They argued that although multinational firms should maintain some form of consistency in terms of management style, yet the management style used overseas (in different cultures) should be enfused with the local culture to maintain acceptability within the cultural context. Ralston, Holt, Terpstra and Cheng argued that economic ideology and national culture has a deep impact on individual work values of managers. Barney argues that organizational culture can be a source of sustained competitive advantage. He argued that some organizations have developed a culture which provides means to achieve competitive advantage. Schein argued that organizational culture has profound effects on its survival. He stated that an organization cannot survive if it cannot manage itself as an organized one through the use of deeply entrenched culture. He further argued that organizational culture brings in stability and thus it must be instilled into the new members. Schein argued in another paper that culture needs to be understood thoroughly and analyzed if an organization intends to take advantage of it in the field of organizational psychology. Denison and Mishra argued that there was a relationship between organizational culture and effectiveness. According to them organizational culture can be measured and can be related to critical organizational outcomes. Chatman and Jehn argued that the use of organizational culture to attain competitive advantage may not bear as much fruit as some scholars have argued it to be. They argued that there may be some constraints in the way to achieving this competitive advantage by using organizational culture. According to Sheridan (1992), organizational culture and employee retention are related. His study showed that the differences in employees cultural values and the organizational values resulted in significant cases where employees deliberately left their jobs indicating that cultural fit is imperative to job retention for the organizations. Gordan DiTomaso (1992) argued that a strong organizational culture is positively associated with better performance. Their research also concluded that a strong culture lends itself to a short-term performance hike. Organizational Sincerity Loyalty is directly related to corporate vision, mission and values. As the business world is multifaceted therefore approach should be chosen with great care to analyse the gap between promise and performance gap (Fassin Buelens, 2011). Managers role in encouraging employees, giving them feedback regarding their performance and guiding leading them towards right career is very important. When employees are motivated because of management support they deliver quality sevice. Except of that employees whose goals are compatible with those of organizations are more productive and enthusiastic (Paswan, Pelton and True). Ali and Kazemi (1993) argue that loyal employee are real assets of an organization because they are those who do not quit in rainy days and stand by the organization as they own the problems of organization. Furthermore they say that sincere employees are more productive and are punctual. In case of loyalty, in US skills are preferred on seniority and seniority is not as important promotion criterion as skills are. While in Japan seniority is most important to be qualified as leader. But in Taiwan connections with owners are also valued along with seniority as important criteria to be qualified as leader (Glinow,Huo Lowe,1999). In US mangers are considered more competent than employees therefore speaking skills are important criteria to be promoted as leader and leaders tend to be good speakers to communicate corporate vision. While Japanese believe in equality and homogeneity of human talent therefore subordinates input is considered very important. Taiwan is hybrid of both (Glinow et al, 1999). In US a leader needs to develop specialized skills to be promoted as leader while in Japan to be a leader one needs to possess broad-cope skills and experience. In Taiwan both, specialized skills and broad-scope skills with experience are important criteria to be an effective leader (Glinow et al, 1999). Chen and Tjosvold (2006) have argued that to strengthen the relationship between employees must tbe cooperative and not the competitive especially when mangers are from different countries. Work Performance There is a noteworthy impact of HRM practices that a company adopts on the wellbeing and positive performance of employees (Baptiste, 2007). Performance can be improved by employee participation and flexibility in job design. (Gershenfeld, 1988; Jaikumar, 1986). Managers should encourage employee participation and flexible structures to enhance the performance. Firms that are changing their traditional rigid organizational structure and bringing flexibility in work design are able to improve their performance and output quality (Baffour, 1999). Age and experience have non linear relationship with performance. Experience, rather than age, is a better predictor of performance ( Avolio, Waldman McDaniel, 1990) Blumberg and Pringle (1982) emphasized a model of work performance which says that performance is a result of ability motivation and opportunity. It is argued that health of organizations is directly influenced by health of employees, if employees are healthy they will perform better and organizations will grow and become healthy (Baptiste, 2008). Gillespie and Mann (2004) and Dirks and Ferrin (2002) have argued that trust is an important feature in the relationship that leaders have with their subordinates and that it is through this subordinate trust and respect for their leader, that subordinates are motivated to perform well. This view is supported by Bijlsma and Koopma (2003) who claim that trust is an important factor to organizational performance, because it facilitates discretionary effort to assist the organization. Standing (1997) argues that the critical areas of labor insecurity that should be considered as they effect work performance are those that relate to income insecurity (unsteady earnings or where earnings are contingency-based), working time insecurity (irregular hours at the discretion of the employer, and insufficient hours worked) and representation insecurity (where the employee has limited power to negotiate or participate). Design and physical properties of work place can have negative or positive effect on work performance of employees. A greater environment innovative work settings, a greater task performance in innovative work settings and a greater interaction with innovative work settings are associated with greater satisfaction and enhanced productivity (Ilozer, 2002) According to Armstrong (2000), performance management is a way of getting better results from the whole organization or individuals within it, by understanding and managing performance within an agreed framework of predetermined goals, standards and competence requirements. According to Walters (1995), performance management is about guiding and supporting employees to work as effectively and efficiently as possible according to the goals of the organization. A drug-free workplace helps to enhance output and performance and lowers the chance of injury. Many companies feel testing employees has helped to bring about lower costs, lower absenteeism, and lower medical costs (Bacon, 1989). CHAPTER 3: RESEARCH METHODS Method of Data Collection As our research study is descriptive and sources of information are primary, therefore we have used personal type of survey to collect the data. First of all data collection process was planned properly and then instrument was developed accordingly. After the development of instrument, pilot testing was done. Lastly actual data was collected and compiled. To collect the data through questionnaire we approached managers of different organization and used snow ball technique. Sampling Technique As the number of elements is unknown, we have used Non-probability sampling technique. To collect data in proper and convenient way, Convience sampling is used. The managers are easily accessible so it is most beneficial of all other sampling techniques. First of all the population was defined, and then sampling frame was determined. After determination of sampling frame, sampling technique was decided. Once the technique is decided, sample size was decided too. At last, the sampling process was executed. Sample Size The proposed number of respondents is two hundred and fifty (250). Instrument of Data Collection To study the effects of managerial characteristics and organizational culture on managers trade-off between organizational sincerity and work performance for employee production, a questionnaire is developed comprising of nine questions. First question is about the work practices of mangers and their individualistic approach towards the work and how they perceive and conceive it. This question is further divided in ten questions in order to become more specific. Second question, which is further subdivided into twenty questions, is about the organizational culture. The number of questions is higher as compare to previous one because culture is more descriptive and a lot of information is required to comprehend it. Third question is about gender. It will tell us that whether gender makes any difference in giving promotion either to an efficient or loyal employee. Question four is about the age. It will also help us to see whether attitudes and beliefs regarding loyalty and efficiency change with respect to age. Fifth and sixth questions are about employee experience with current organization and overall experience respectively. The seventh and eighth questions education and functional department is asked from respondents. It will enable us to comment whether perception of employee importance as education level and department change. Ninth and last question regarding name is optional because we are studying role of managers in promoting efficient or loyal employees impartially and irrespective of name, caste or color. In short the questionnaire was designed to collect about employees work practices, the culture of organization they work in and the managerial characteristics. Validity and Reliability test. The instrument used here is valid and reliable. Because it is specifically designed to collect data specifically required to study the effects of managerial characteristics and organizational culture on managers trade-off between organizational sincerity and work performance for employee promotion. To check the validity and reliability of instrument we did pilot testing and found the instrument valid and reliable in accordance with our study. Therefore data collected through this instrument is also valid and reliable and leads us to more useful and specific results. Research Model Developed Figure 3.1 Managerial Characteristic Organizational Sincerity Work Performance Organizational Culture Organizational management has to deal with different types of employees. Some are very hardworking and efficient while others are very loyal to the organizations. It is of great importance to an organization to understand the relationship between the organizational sincerity and work in order to grow, compete and even survive. Statistical Technique Correlation will be used for data analysis. We have used correlation because it is the statistical technique which enables us to understand and interpret the interdependence between organizational sincerity and work performance for employee performance. CHAPTER 4: RESULTS Table 4.1 Promotion criteria Managerial characteristics Organizational culture Organizational Sincerity Work Performance Age (Male) .055 (.404) -0.13 (.837) Age (Female) .226 (.418) -.170 (.546) Working Experience With Current Organization (Male) .058 (.376) .077 (.238) Working Experience With Current Organization (Female) .262 (.346) -.025 (.930) Overall Working Experience (Male) -0.19 (.768) .049 (.455) Overall Working Experience (Female) .269 (.333) -.239 (.390) Education Level (Male) -0.25 (.706) .117* (.073) Education Level (Female) .107 (.704) .314 (.254) Organizational Culture .395** (.000) .299** (.000) *, Correlation is significant at the 0.10 level (2-tailed). **. Correlation is significant at the 0.01 level (2-tailed). P value is written in parenthesis. All the Managerial characteristics except for Education Level of Male are insignificant as their P value > ÃŽÂ ±. A positive relation is shown between organizational culture, organizational sincerity, and work performance having P-value CHAPTER 5: CONCLUSION, DISCUSSIONS, IMPLICATIONS AND FUTURE RESEARCH Conclusion Data analysis shows that there is no relation between managerial characteristics and organizational sincerity for both the genders, male and female. But in case of managerial characteristics and work performance, a relationship is established between managers education level and work performance but only for male gender. For female gender no such relationship exists. Analysis also shows that organizational culture is positively related to organizational sincerity and work performance. That suggest that stronger the organizational culture, better the wok performance and sincerity. Discussions, Implications and Future Research Organizational culture, sincerity and work performance are very important and crucial towards the achievement of organizational goals. Therefore work performance has been studied in relation to job satisfaction and consistent relations are established. But few attempts are made to find out the impact of organizational culture on achievement of organizational goals which is dependent upon work performance which leads to greater output and organizational sincerity. As we have found out a positive relationship between organizational culture and sincerity and between that of organizational culture and work performance. We can say that organizations in order to improve performance and build stronger relationship with their employees should work on building stronger and compatible organizational culture. It will not only improve employees productivity but employee turnover will also reduce which will save the training costs et cetera ultimately. Except of that competencies and skills which are developed in employees over a period of time can also be retained and even competitive advantage can be achieved on basis of it. 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