User:Aisha Hamid/sandbox

=Mottos=

=Edit War= This is an example of an edit war on Wikipedia.

http://en.wikipedia.org/wiki/Talk:Sulfur/Spelling

This is considered an edit war because editors are disagreeing about the content of the Wikipedia page. Instead of trying to resolve the issue at hand, they are disagreeing and overriding each other's contributions. The argument is over the correct way to spell the element, sulfur. For example, KingStrato keeps insisting that the correct spelling of sulfur is Sulphur. Another user, who is no longer active, claims that the correct spelling is Sulfur. Various other users join the talk page and go back and fourth. Instead of anyone solving the issue, it just turns into a bigger problem. More people are added to the argument and animosity is created between the editors of the page.

=Wiki Edit=

I plan on adding this to section 6.1 Graduate Programs

Schultz and Schultz states that modern I/O Psychology is a complex and intricate position. It requires intense university training, and hands on experience. Individuals who choose I/O psychology as a profession should also be aware that they will be constantly studying to learn about new developments that may emerge. The minimum requirement for working as an I/O psychologist is a Master's Degree. Normally, this degree requires 42 semester hours and takes about 2-3 years to complete. Most Master's Degree students work, either full time or part time, while studying to become an I/O psychologist. Of all the degrees granted in I/O psychology, each year approximately two thirds are at the master's level.

(Aisha Hamid (talk) 19:59, 24 April 2013 (UTC))

=Wiki Edit #2=

I plan on adding this to Theory X and Theory Y Combined:

McGregor identified individuals based on two theories they can possibly have, theory X, or theory Y. But Sahin shows a different approach through his study of the LMX theory. He shows how different styles used upon by management can vary from both theories.


 * When managers apply Theory Y principles, workers receive independence and responsibility for work, they receive opportunities to recognize problems and their job will be to find solutions to them. This results to high-quality relationships (Sahin, 2012, p.163)


 * In contrast, theory X managers highlight the close supervision of workers and the chain of command and motivate subordinates using extrinsic rewards. Therefore, workers that are overseen by theory X managers tend not to have the most beneficial relationship with their supervisor. They maintain a distance and impersonal and low-quality exchange relationships (Sahin, 2012, p.163).

I would also like to add this image:

http://4.bp.blogspot.com/-UhditA3kxYo/UC1n1FXEZbI/AAAAAAAAATA/WThKKSRVuCg/s640/theoryxy.png

Sahin, F. (2012). The mediating effect of leader-member exchange on the relationship between theory X and Y management styles and affective commitment: A multilevel analysis. Journal of Management and Organization, 18(2), 159-174. Retrieved from http://york.ezproxy.cuny.edu:2048/login?url=http://search.proquest.com/docview/1022032218?accountid=15180

Aisha Hamid (talk) 23:18, 2 May 2013 (UTC)