Linkedin Understanding a Statement of Rights and Responsibilities Case Study

Linkedin Understanding a Statement of Rights and Responsibilities - Case Study Example The user agreement clearly specifies that agreeing to the terms of the user agreement constitutes a legally binding contract, which is governed by the laws of California. However, whilst the LinkedIn user agreement confers jurisdiction over California, California law and jurisdiction may not be appropriate to intellectual property disputes. Additionally, the user agreement specifically highlights that some jurisdictions and countries do not permit the use of disclaimers in contracts and therefore in some countries, the disclaimers will not be applicable. There is also an exception from California being the appropriate choice of law and jurisdiction where parties have specified an alternative â€Å"competent jurisdiction† in an Arbitration Agreement. Additionally, LinkedIn users have the right to withdraw consent to the collection and processing of personal information at any time under the terms of the privacy policy. However, the withdrawal of consent is not retroactive, which means that any data collected up until the time of withdrawal of consent can still be processed by LinkedIn. However, if a user is under the age of 13 then under the Children’s Online Privacy Protection Act 1998, the website privacy policy must ensure that parental or guardian consent is obtained for the processing of data collected on the site. As issues impacting commerce and social networking continue to evolve, this, in turn, leads to continuous changes in legal issues impacting the networking environment.  Accordingly, the user agreement is subject to continuous changes and users are bound by changes to the LinkedIn User Agreement.

The Mediating Effects of Role Stress and Intrinsic Motivation Research Paper

The Mediating Effects of Role Stress and Intrinsic Motivation - Research Paper Example are functions of external rewards and are often carried with the objective of avoiding pain like in the case of punishment or gaining something like in the case of promotions at work. Behaviors that are motivated extrinsically do not give happiness to the individuals in question as he/she acts in that way because of the external rewards. The problem associated with this is that it kills intrinsic motivation, as people get more concerned with the rewards at the expense of enjoying what they are doing (Robinson 2010). There are three types of extrinsic motivation as shown below. Table on Extrinsic Motivation MOTIVATION BEHAVIOR SUSTAINED BY EXAMPLE External Motivation Environmental rewards or punishment contingencies Learning in order to get a job Introjected Motivation Desire to avoid internally imposed remorse and blame Working in order to get money and support family Identified Motivation Desire to express important self-identifications Working because that is what I want to do. Ext rinsic motivation is crude and inefficient because using negative motivation like blackmail and threats or bribing someone to do something does not make him do it wholeheartedly as all the actions are subject to the expected rewards. The problem with this approach is that people are often concerned more with the outcome than the action itself and this leads to high levels of inefficiency (Eskildsen, Kristensen, & Westlund, 2004). These shortcomings can be fixed through using intrinsic motivation as it persuades people to concentrate on doing what they like for internal satisfaction. Intrinsic motivation is therefore the best way of focusing efforts as illustrated below. Intrinsic Motivation Intrinsic motivation can be defined as a type of motivation driven internally and not externally.... The purpose of this research is to examine the relationship between intrinsic motivation and organizational commitment in organizations. The concept of motivation is important when it comes to understanding the behavior of a group of people and finding ways of improving their performance. Motivation can be defined as a force that initiates, controls and maintains behaviors that are goal oriented. This is what propels people to do certain things like eating, working, and socializing. The forces that control behavior can be social, emotional, biological or cognitive in nature. Researchers have come up with different theories of motivation in order to explain the behavior of people and the reasons behind such actions. Intrinsic motivation improves performance more than extrinsic motivation because it is innate. When an individual is intrinsically motivated he/she will perform tasks with the intention of achieving inward satisfaction hence the levels of efficiency will be relatively high er than that of an individual that is motivated by external rewards. At the organizational level, even though the performance of employees is a function of both the environment and innate drives, the innate drives often determine the achievement levels among the employees. This explains the different in efficiency levels among different personnel working in the same environment. Through establishing the relationship between intrinsic motivation and organizational commitment, this paper will provide managers and administrators a better understanding of the behavior of the employees and their attitudes.