Gingival Enlargement Gingival Gum enlargement, also known as gingival hyperplasia or hypertrophy, is an abnormal overgrowth of gingival tissues. There are several causes of gingival enlargement and they can be grouped into four categories: Inflammatory Gingival Enlargement The gingival enlargement observed may be localized or generalized and is an inflammatory response that occurs when plaque collection of food debris and bacteria accumulates on the teeth. This is a result of the patient not accomplishing effective oral hygiene.
Evaluation[ edit ] Hulin and Judge have noted that job satisfaction includes multidimensional psychological responses to an individual's job, and that these personal responses have cognitive evaluativeaffective or emotionaland behavioral components.
Affective job satisfaction is a subjective construct representing an emotional feeling individuals have about their job. Cognitive job satisfaction is a more objective and logical evaluation of various facets of a job.
Cognitive job satisfaction can be unidimensional if it comprises evaluation of just one facet of a job, such as pay or maternity leave, or multidimensional if two or more facets of a job are simultaneously evaluated.
Cognitive job satisfaction does not assess the degree of pleasure or happiness that arises from specific job facets, but rather gauges the extent to which those job facets are judged by the job holder to be satisfactory in comparison with objectives they themselves set or with other jobs.
While cognitive job satisfaction might help to bring about affective job satisfaction, the two constructs are distinct, not necessarily directly related, and have different antecedents and consequences. Job satisfaction can be understood in terms of its relationships with other key factors, such as general well-being, stress at work, control at work, home-work interface, and working conditions.
They also note that in Hoppock  conducted a study that focused explicitly on job satisfaction that is affected by both the nature of the job and relationships with coworkers and supervisors.
Affect theory[ edit ] Edwin A. The main premise of this theory is that satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job.
Further, the theory states that how much one values a given facet of work e. To illustrate, if Employee A values autonomy in the workplace and Employee B is indifferent about autonomy, then Employee A would be more satisfied in a position that offers a high degree of autonomy and less satisfied in a position with little or no autonomy compared to Employee B.
This theory also states that too much of a particular facet will produce stronger feelings of dissatisfaction the more a worker values that facet. Dispositional approach[ edit ] The dispositional approach suggests that individuals vary in their tendency to be satisfied with their jobs, in other words, job satisfaction is to some extent an individual trait.
Locke, and Cathy C. Finally, lower levels of neuroticism lead to higher job satisfaction. They then compare this ratio to the ratio of other people in deciding whether or not they have an equitable relationship. If one individual gets a pay raise for doing the same work as the other, then the less benefited individual will become distressed in his workplace.
If, on the other hand, both individuals get pay raises and new responsibilities, then the feeling of equity will be maintained. These three types are benevolent, equity sensitive, and entitled.
The level by each type affects motivationjob satisfaction, and job performance. Benevolent-Satisfied when they are under-rewarded compared with co-workers Equity sensitive-Believe everyone should be fairly rewarded Entitled-People believe that everything they receive is their just due  Discrepancy theory[ edit ] The concept of discrepancy theory is to explain the ultimate source of anxiety and dejection.
They will also feel dejection due to not being able to achieve their hopes and aspirations. According to this theory, all individuals will learn what their obligations and responsibilities are for a particular function, and if they fail to fulfill those obligations then they are punished.
Over time, these duties and obligations consolidate to form an abstracted set of principles, designated as a self-guide. These achievements and aspirations also form an abstracted set of principles, referred to as the ideal self guide.(a) Assess the contribution of four different approaches to job design (scientific management, job enrichment, Japanese management and re-engineering).
(b) Explain the human resource implications of knowledge work and post-industrial job design. Job design can be thought of as starting with the work.
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Brightening Under-exposed Photos. botonics is a leading plastic surgery group renowned for offering the best cosmetic surgery and treatments to best suit their clients. Free consultations. Job enlargement is a job design technique wherein there is an increase in the number of tasks associated with a certain job.
In other words, it means increasing the scope of one’s duties and responsibilities. Helping You Reach Your Academic and Career Goals. Everyone can benefit from the services offered by Career Services. We provide comprehensive services to facilitate self-assessment, skill identification, career exploration, decision-making, career preparation and graduate school selection.