The Scarlet Letter Quotes - 5507 Words

Scarlett Letter Dialectical Journal â€Å"On one side of the portal, and rooted almost at the threshold, was a wild rose-bush, covered, in this month of June, with its delicate gems, which might be imagined to offer their fragrance and fragile beauty to the prisoner as he went in, and to the condemned criminal as he came forth to his doom, in token that the deep heart of Nature could pity and be kind to him. Chapter 1, pg. 46 | -This rose-bush represents Pearl afterwards in Hester’s life. The prison reflects on the image of Hester where Pearl gives joy and comfort to Hester to bear the weight of the sin in her soul. | On the breast of her gown, in fine red cloth, surrounded with an elaborate embroidery and fantastic flourishes of†¦show more content†¦He wants Hester and Dimmesdale to be as healthy as can be so they can feel their punishment and the judgment of others as fully as possible. | It was my folly! I have said it. But up to that epoch of my life, I had lived in vain. The world had been so che erless! My heart was a habitation large enough for many guests, but lonely and chill and without a household fire. I longed to kindle one! Chapter 4, 71 | -We could almost feel sorry for poor, lonely Chillingworth—except that hes about to prove himself a psycho-stalker | â€Å"They averred that the symbol was not mere scarlet cloth tinged in an earthly depot, but was red-hot with infernal fire, and could be seen glowing all alight whenever Hester Prynne walked abroad in the nighttime. And we must needs say it seared Hester’s bosom so deeply,† Chapter 5, pg. 73 | - Thats a pretty hefty thing to have to carry around on your chest everyday. And yet, people seem to be more taken by its color and its glowing qualities than they are by what it represents (adultery, temptation, the Devil). | â€Å"Dames of elevated rank, likewise, whose doors she entered in the way of her occupation, were accustomed to distil drops of bitterness into her heart, sometimes through that alchemy of quiet malice, by which women can concoct a subtile poison from ordinary trifles, and sometimes, also, by a courser expression, that fell upon the sufferer’s defenseless breast like a rough blowShow MoreRelatedQuotes and Meanings from The Scarlet Letter by Nathaniel Hawthorne1857 Words   |  8 Pages Quote Meaning/Significance â€Å"The magistrate are God-fearing gentlemen, but merciful overmuch, - that is a truth, added a third autumnal matron. At the very least, they should have put the brand of a hot iron on Hester Prynnes forehead. Madame Hester would have winced at that, I warrant me. But she, - the naughty baggage, - little will she care what they put upon the bodice of her gown! Why, look you, she may cover it with a brooch, or such like heathenish adornment, and so walk the streets asRead MoreTheme Of Guilt In The Scarlet Letter820 Words   |  4 PagesNathaniel Hawthorne was a famous american author. Hawthorne’s most famous novel The Scarlet Letter was written in 1850. Throughout this novel, Hawthorne explores many different types of themes. In his novel, The Scarlet Letter, Nathaniel Hawthorne uses symbolism of The Scarlet Letter, Pearl, and the Leech to contribute to the overall theme of guilt. To begin with, Hawthorne uses the scarlet letter â€Å"A† to contribute to the theme of Guilt. The townspeople no longer see a beautiful woman Hester PrynneRead MoreAntifeminist and Feminism within The Scarlet Letter1388 Words   |  6 PagesAntifeminist and Feminism within The Scarlet Letter In Nathaniel Hawthorne’s â€Å"The Scarlet Letter† Hester Prynne is accused and convicted of adultery. During the puritan era women in this society had specific obligations and rights they had to maintain. By Hester having an affair and acting unladylike the community disapproved of her actions causing everyone to isolate her in her town. Due to Hester Prynne’s Isolation and the harsh judgment she received from everyone in her town, she goes throughRead MoreAnalysis Of The Scarlet Letter 1434 Words   |  6 PagesLudwig von Mises said â€Å"Romanticism is man s revolt against reason, as well as against the condition under which nature has compelled him to live.† Mises s quote means that people use romanticism to see different things in the world that reason cannot do. Many early settlers were anxious to create their own identity and by doing so, they changed their rational thinking. Because of this, many writers produced instructional texts and more stor ies, novels and poetry. American Romanticism was a newRead MoreSymbols In The Scarlet Letter1023 Words   |  5 PagesKaci Peeler Ms. Ortiz, Period 4 English Language and Composition AP 06 June 2017 The Scarlet Letter Analysis In the book, â€Å"The Scarlet Letter,† by Nathaniel Hawthorne, many symbols can be found. Hawthorne uses symbols such as the scarlet letter itself, which could represent things like determination, hard work, and a punishment. Another symbol he uses is the forest and the wilderness, which represents Hester and Pearl’s freedom from society as they explore the forest. The last symbol that seemedRead MoreAnalysis Of The Scarlet Letter 1516 Words   |  7 Pagesin symbols. These three types can be found in Nathaniel Hawthorne’s The Scarlet Letter. The three types of symbols that Fromm mentions in his article are conventional, accidental, and universal symbols. Conventional symbols are symbols that â€Å"we employ it in everyday language† (121) and they can have â€Å"an inherent connection with the feeling it symbolizes† (122). The scarlet letter is a conventional symbol since it is a letter. Accidental symbols, in the words of Erich Fromm, are relationships betweenRead MoreHester Prynnes The Scarlet Letter : A Feminist Novel805 Words   |  4 Pages The scarlet letter would be considered a feminist book because of the strength that Hester showed while all of society rejected her, and her daughter pearl. In the scarlet letter there is a women who is introduced to us known as Hester Prynne. In the story it tells us the life of Hester and her struggle living in a society that has alienated her because she has committed adultery. The scarlet letter is a feminist novel because of the strength that Hester h as as a women throughout the bookRead MoreSymbolism Of Nathaniel Hawthorne s The Scarlet Letter882 Words   |  4 PagesSymbolism in The Scarlet Letter The Scarlet Letter was a novel written in the 1850 s by a man named Nathaniel Hawthorne. Throughout the Scarlet Letter he uses scads of literary devices. The literary devices are there to give the novel more depth. The main device he uses in the novel is symbolism. Hawthorne uses the symbolism to make an object have more than one meaning. Three of the elements he uses as symbols are the scarlet letter, Pearl, and the forest. These symbols are seen differently by theRead MoreThe Crucible And The Scarlet Letter1322 Words   |  6 PagesThe Crucible and The Scarlet Letter have several commodities in common. A basic summary of The Crucible is, it’s about a village, Salem, in the 1600’s, wherein witchery is loose and several conflicted souls must be captured, purified, confessed, or hung. The attempt to dispose of all witchcraft was tampered with by citizens of Salem being dishonest and deceitful. Lots of the deception stemmed from the jealousy, vengeance, and other persona l vendettas. The Scarlet Letter summarized is that it is aboutRead MoreHester Prynne As A True Hero1292 Words   |  6 PagesMaeger English III Honors 16 October 2017 Hesters Heroism In The Scarlet Letter Hester Prynne is more than a literary figure in a classic novel, she is known by some people to be one of the earliest American Hero’s. In The Scarlet Letter by Nathaniel Hawthorne Hester commits adultery and has a child that she must care for all alone. She is forced to wear a powerful, attention grabbing â€Å"Scarlet A† on her chest while she must try to make a living to support her and her child, Pearl

Sonnet 116, 130 and 147 by William Shakespeare and ‘Hour’ Free Essays

The sonnet form was developed by an Italian poet Petrarch. Sonnets are 14 lines long, so the words that writers such as Shakespeare and Carol Ann Duffy use in their poetry are selected with care and consideration. As Shakespeare wrote, the structure of a sonnet falls into three parts: the problem, the resolution, and the turn. We will write a custom essay sample on Sonnet 116, 130 and 147 by William Shakespeare and ‘Hour’ or any similar topic only for you Order Now However, the forth writer we’ll be discussing uses a different structure- idea to conclusion. I’ll be discussing: Sonnet 116, 130 and 147 by William Shakespeare and ‘Hour’ by Carol Ann Duffy. These sonnets limit the canvas of a woman’s life by perpetuating archetypes In Shakespeare’s time, many sonnets were based off the work of Petrarch. Petrarch wrote about love and is responsible for many of the clichà ©s that we still hear today. In Sonnet 130, Shakespeare reverses expectations. â€Å"My mistress’ eyes are nothing like the sun†. Problem posed by Shakespeare: myth of the idealised woman Resolution: the first compliment â€Å"I love to hear her speak†, this emphasises that the speaker isn’t in love with the mistress solely for her beauty or appearance, he is in love with her mind and personality too. He is using the sonnet form to tear down the stereotype. Turn: The â€Å"turn† or last two lines of the sonnet are a statement of validity in his assertion that his love has real beauty, unlike the falsity of the ideal. He informs readers that he loves his mistress not because she is a goddess or otherworldly, for she is human and flawed. Sonnet 130 is an example of poetry being able to change assumptions or society and of a stereotype and break free of the frame. Petrarch’s ideal of women is pervasive and undermining, leading to an unfair perception of women which continues today. We are as much victims today of adulating ideals of beauty and appearance at the expense of realism. We are a society which loves the beautiful and insults the ugly. We are as guilty today as they were in Elizabethan times of being seduced by the Petrarchan illusion. The Petrarchan idealisation has forced women into a limit of beauty. Problem: is a marriage successful in physical attraction or attraction of the mind? â€Å"Let me not to the marriage of true minds† suggests that it is the connection of two minds which endures, rather than two bodies. Different from sonnet 130, it doesn’t challenge stereotype but rather reinforces a message that we may already know. (Or does it?) Take note of this line: â€Å"it is an ever-fixed mark,/That looks on tempests and is never shaken;/ It is the star to every wandering bark† The wife will be the â€Å"ever fixed mark† while the man is the â€Å"wandering bark†. This was true of the society that Shakespeare lived- even in his own life. It assumes that the value of a woman and in a good marriage lies in the ability to stay at home while the husband is abroad- adventuring around London in the case of Shakespeare. Strange that this poem that on the surface is about equality in a marriage, has such a strong patriarchal message. Like sonnet 130 there are echoes of the idealised woman â€Å"your hair is like treasure on the ground†, and as in sonnet 116, the relationship is between equals â€Å"we are millionaires†. On the surface, the sonnet is about the feelings that arise when you are with a loved one. However, Duffy often writes about things that linger below the surface. â€Å"Love’s times beggar† suggests that love is someone who works and is paid by the hour. â€Å"We find an hour together, spend it not on flowers/Or wine, but the whole of the summer sky and a grass ditch† place the lovers in the non-traditional setting of a grass ditch, suggesting the woman is lying on her back staring up at the sky. The classical allusion of â€Å"Midas light† and the simile â€Å"like a dropped coin† hint at the nature of this relationship Hour by Carol Ann Duffy ; Clandestine Relationships What is interesting about the sonnet? The archetype of a mistress is reversed. There is no judgement made on her choice of occupation. That this subject is approached with such a level of openness and the lack of judgement reflects on our changing world, in contrast to Elizabethan England where a woman’s value was placed upon her sexual purity. This poem may be framed by the sonnet form it rests in, but it develops a very modern message about the modern woman being set free from stereotypes and judgement. Like works of art, the female subjects of the three earlier sonnets are enhanced by the sonnet form, but also trapped by the stereotypes they promulgate. By being forced into roles, women are forced to be two things, the woman as she is perceived to be, and the real person underneath. This duality can lead to accusations of duplicity but in many cases, it is just the woman struggling to accommodate both perceptions. It is very difficult for a woman to control her identity when there are such different expectations of her. How to cite Sonnet 116, 130 and 147 by William Shakespeare and ‘Hour’, Papers

Business Report Brisbane Outdoor Power Centre

Question: Discuss about the Business Report for Brisbane Outdoor Power Centre. Answer: Introduction The core aim of this report is to develop strategies which should be implemented at Strathpine to improve the management of purchasing and inventory by the department manager. Strathpine is one of the three branches of Brisbane Outdoor, purchased in 2001. The other two branches, Mt Gravatt and Ipswich were purchased in 1985 and 2004 respectively. After the founder of all the outdoor branches Donald Saxon retired, the new CEO, Belinda Green assumed the position. The former CEO had been working under laissez-faire leadership where employees worked without supervision (business dictionary, 2016). With the new leadership, accountability is to be implemented especially in the purchasing and inventory department. The CEO has therefore requested the department manager a report on how the current situation can be improved. The report will identify the challenges currently experiences and suggest possible recommendation. About this, the existing theories and models of purchasing and inventory management will be put into consideration to come up with the best practices. The report will also include an action plan to be used to implement the recommendation if accepted. Introduction to the Industry Strathpine is one of the three branches of Brisbane Outdoor, purchased in 2001 by Donald Saxon. The other two branches, Mt Gravatt and Ipswich were acquired in 1985 and 2004 respectively. Each of them has been operating under branch manager over the years with one overall CEO who is the founder. Donald Saxon managed Mt Gravatt, Ipswich branch by Adam Conte and Strathpine by Belinda Green. Being the overall CEO, Donald devoted most of his time at Mt Gravatt and so the other branches were just under their managers. After Donald retired, Belinda decided to become the CEO. Brisbane Outdoor has been known for offering quality supplies with experienced employees and excellent after sale services. The firm has been running a fairly loose, decentralized organization based on common-sense, goodwill and mutual cooperation and the branch managers had been trusted with putting first the interest of the firm. Belinda is however is not okay with this kind of leadership and has already identified a reas where improvements are required considering how she has seen the firm running for the past ten years and one of the department that needs improvement is the purchasing and inventory. During the previous management, the inventories have been managed poorly and as a retail establishment where there is a heavy investment in stock, a proper practice ought to be implemented. A central practice is required since the three branches are one thing or rather a connected purchasing and inventory management is required. Recent analysis shows that improvement in purchasing and inventory management can raise the productivity of the firm but this yet to be confirmed hence the reason for this report. Current purchasing and inventory management processes at Brisbane Outdoor Power Centre The three branches seems to acting independently like separate business though there are cooperation among them. As a retail shop which sells high quality merchandise every day, there is a high investment in stock purchase. For this reason, there should be level of documentation when it comes to purchasing and inventory. However, the firm acts contrary to what is expected. Each branch operates independently, and there is no integrated approach when it comes to transportation of stock between them. As a result of this, there have been cases where the major product brands differ from store to store. In addition to that, each branch has its own inventory manager who do their own sourcing and purchasing and have own inventory management systems. This means that the one cannot link what is happening in one store to another store and therefore there is no accountability. It is difficult to tell if the three branches are under the same management. This has therefore led to three purchasing and inventory management systems which are completely different and unconnected. As a result of this, the new CEO, Belinda has seen it appropriate that the current situation be changed into a newer way for better management of the firm. Success and drawbacks of the currently used processes The only advantage that can be realized in this current situation is the fact that stock can be increased at any time. It is not mandatory that individual branch waits for the central purchasing department to get a new stock since such does not exist. If any branch has a shortage in stock, then it can acquire them as soon as possible. This current system, however, has several disadvantages. First, there is the lack of accountability for equipment held. Equipment held in the firm's warehouse for being tagged for inventory and all the persons responsible be notified of their arrival (Sari, K., 2007). This is however not the case in Brisbane Outdoor as it is evident that there are times when the major product brand differs which can be linked to the fact that there is no efficient accountability and communication. Another disadvantage that may arise due to this system is that the shelves may be stocked inappropriately. This means the stock can either be under stocked or overstocked (Sramek B. Fugate B., 2007). Customers will not acquire the product they desire if under stocked or the companys money which can be used for other purposes like advertising will be wasted if the shelf is overstocked. In this scenario where each inventory manager performs independently, this is a possible drawback that may be experienced. Also, this system is likely to hinder property transfer (Cardenas L.E., 2007). Since Brisbane Outdoor is a three firms in one, there is likely to be a point in time when there may need to transfer equipment from one branch to another. With this system, however, this may be difficult to accomplish considering that there is no central department managing that. Supply-chain and inventory management concepts Resource based view (RBV). It lies on the firms valuable heterogeneous tangible and intangible resources at its disposal and act as a basis for comparative (Kozlenkova. I et.al, 2014). For this model to work, first, the manager has to identify the resources in the firm. Next, the identified resources should be examined to check if they fulfill the all the criteria, that is, they should be worthy, scarce, not easy to copy and non-replaceable. Lastly, the products should be cared for and protected to improve organizational performance. (Crook et al., 2008). Using this model, inventory manager should inspect all the firms holdings in all the branches and perform the required processes (Verma, 2006). The list of all the resources should then be kept to be used as evidence when a new order is to be added to the existing stock. The problem of having different major brand product will, therefore, be eliminated. Dynamic capabilities view. It focuses on competitive survival. This is close to the realities of contemporary business today. It is unrealistic to change the entire resource base to respond to external changes which can also not be ignored hence the model, dynamic capabilities (Ludwig, 2011). Since the branches are located in different locations, a customer may need a product which may be out of stock in one branch but is available in another branch. To facilitate this, the dynamic capability view is the answer to this. Economic order quantity (EOQ) is a quantity used to minimize total holding and ordering costs based on the Wilson EOQ Model and developed by Ford W. Harris in 1913 (Caplin Leahy 2010). It applies when a given product demand is constant for one year. For the effectiveness of this model, there must be a clear documentation of what comes inside the business and what goes out. With this effect, a central office must be in place to keep all these information from all the branches. Malakooti (2013) introduced another criterion called multi-criteria EOQ whose aim was to reduce the total cost of purchase, the quantity, and shortages. This means that, the company will be able to reduce the cost of purchasing its holding especially if all is done from a central point. Which this effect, the quantity of the holdings will also be increased and this will, in turn, increase customer traffic to all the branches. With uniform customers, the profits will be distributed equally and therefore all the branches are likely to have uniform growth. Recommendations First, Ms. Green should formulate and implement policies that govern the business operations as well as the inventory department. Since Brisbane has been operating without any written policy, this is to come up with them considering she is a believer in policies and procedures. Staff input should be done when coming up with them since they are the people to use them. They should be workable and everybody should be comfortable with them. Secondly, the CEO should consider unifying inventory and operations data. All business operations are interdependent and therefore the department data should be unified (Gasaway, 2016). This makes easier to track the business activities especially during auditing. It also encourages accountability from all sectors. Also, workers can follow the correct procedures in performing their tasks and therefore a more democratic leadership is likely to be established. Also, an inventory management system should be implemented. The system should be for all the branches of Brisbane Outdoor (Gasaway, 2016). Implementing a centralized inventory management solution as the best way to automate the inventory and operations. Ms. Green should consider having a computerized maintenance management system which will make it easier to track the inventory of the three branches for efficiency and optimization. Furthermore, the existing processes should be organized. Gasaway (2016), suggest that a stock organization be done in the firms current status. This is to ensure that peradventure the proposed recommendations do not work as was thought then the business could continue functioning in its initial state but a better way. Also, by organizing the processes, it may be realized that the problem was not actually on the processes but on the way they were being operated. The firm should also consider establishing optimized purchasing procedures to ensure there is adequate inventory control (Dowling, 2016). The procedures should align with actual sales for a period one year. This will ensure that there are no cases of under stocking the premises or overstocking them. The branches will also be having the stocks according to how they perform. In the long run, the branch managers will try extra hard to increase their sales for allocation of new stock hence increased profit. Lastly, an ABC analysis should be done. According to Chung (2010), this is an inventory categorization technique where items are divided according to the control they have. The first moving or best-selling products should be put on top of the inventory. These will form part of the major brands. During purchase, they should be given priority and should be distributed equally among the three branches. There should never be a point in time where the products are missing in of the branches since they also act as customer magnets. Conclusion Brisbane Outdoor as an old business should not fall due to poor management which can otherwise be changed. It is with this desire for change that this report seeks to bring out areas where improvement should be made. The recommendations provide those that had been applied elsewhere and proved positive. It is therefore the will of the researcher that they will be implemented and will also have positive influence as have been in other places. Before they are adopted, they should first be tested to come up with the most appropriate one. Before they are fully implemented, it is important that user input is considered. The employees, management as well as buyers from all the three branches should be consulted so that they are comfortable with the new processes. This is because it is the stakeholders who determine the success of a business and if the customers, for example, are not comfortable, they are likely to run away meaning the business will experience reduction in profit. References Beamon B.M. and Kotleba S.A. (2006), Inventory management support systems for emergency humanitarian relief operations in south Sudan, The International Journal of Logistics Management, Vol. 17 Business dictionary,2016 www.businessdictionary.com/definitio/laisserz-faire-leadership.html Caplin A. and Leahy J. (2010). Economic Theory and the World of Practice: A Celebration of the (S,s) Model. Journal of Economic Perspectives Cardenas L.E. (2007). Optimizing inventory decisions in a multià ¢Ã¢â€š ¬Ã‚ stage multià ¢Ã¢â€š ¬Ã‚ customer supply chain: a note. Transportation Research Part E. Vol. 43. Chang L. (2010). Shipping and Logistic Management. pg. 158 Crook T. R., Ketchen D. J., Combs J. G., Todd S. Y. (2008). Strategic resources and performance: A meta-analysis. Strategic Management Journal Dowling D. (2016). Inventory Control Techniques. Business Journal Gasaway J. (2016). Best Practices of retail inventory and operations. Business journal Huq F., Cutright K., Jones V. and Hensler, D. (2006). Simulation study of a twoà ¢Ã¢â€š ¬Ã‚ level warehouse inventory replenishment system. International Journal of Physical Distribution Logistics Management, Vol. 36 Ketzenberg M., Rosenzweig E., Marucheck A. and Metter R. (2007). A framework for the value of information in inventory replenishment. European Journal of Operational Research, Vol. 182. Kozlenkova. I et.al (2014). Resource based theory in marketing. Journal of the Academy of Marketing Science Ludwig, Gregory and Pemberton, Jon (2011). A managerial perspective of dynamic capabilities in emerging markets: the case of the Russian steel industry. Journal of East European Management Studies Malakooti, B (2013). Operations and Production Systems with Multiple Objectives. John Wiley and Sons. Sari, K. (2007). Exploring the benefits of vendor managed inventory. International Journal of Physical Distribution Logistics Management. Vol. 37 Sramek B. and Fugate B. (2007). State of logistics: a visionary perspective.Journal of Business Logistics, Vol. 28 Verma A.K. (2006). Improving agility of supply chains using base stock model and computer based simulations. International Journal of Physical Distribution Logistics Management. Vol. 36

The Effects Of Motivation On Performance Essays - Cognition

The Effects Of Motivation On Performance Findings Task 2- Write a Report on the effects of Motivation on Performance Research peoples attitude to work and factors affecting their motivation by constructing a questionnaire and conducting a small survey. You should aim to distribute your questionnaire to at least 5 people within your organisation. Gather information on what motivates individual performance and identify attitudes to work by interviewing an employee in-depth and comparing their attitudes with your own. Relate you findings to motivation theories and provide a description of the motivators appropriate for different types of individual performance. Andrew and Robertson: An Introduction to the Business Objectives Andrew and Robertson have started put life as property mangers in 1887. Managing properties on behalf of owners. Southwark Council also contracted out housing management for a trial period in the 90s in which Andrew and Robertsons partly participated. In the 1960s Andrew and Robertson expanded into auctioneering. The object of this section of the business aims to sell houses at auctions 4 times a year. However 1980 prior they only had two actions a year. The business aims to make a profit for the four senor partners. The business has no obvious intentions to float on the stock market. The partnership has currently invested in a new phone system and computer network for one of its three branches. This according to an associate partner is the partnership attempting to modernise the old fashion approach to the business currently used by managers. Serves Andrew and Robertsons serve the clients who own the properties, which they manage. The management also serve their auctioneering arm that sells properties for the clients of the property-managing arm who wish to sell their properties. Motivational Procedures Andrew and Robertsons have no written procedures however there are a number of unwritten procedures, which are used. These procedures include: Staff/Management association (This is not like by a small minority of staff ?) Close quarters arrangements (Putting desks in close proximity for communication means) Appraisal Meetings (Token) Staff Management association This is the system in which higher level management work along side their employers. In the hope that the bond between the lower level workers and management will form, thus allowing the effectiveness and experience to watched and carried on to staff that are not as skilled. This method also serves to lower the amount of effort put into motivational practices. Close quarters arrangements This method thought not intended is highly effective in motivating staff. When I worked at Andrew and Robertsons I noticed that the environment was extremely helpful. People were always in a helpful mood and the method of forcing employees into helping each other via the forming of friendship and mutuality. Appraisal Meetings (Token) As stated above the appraisal systems are seen as token in the eyes of most employees who work for Andrew and Robertsons. This is partly because their views are listened to but ignored. (Which will be talked about later in the report) The Office Environment Environmental Operations Environmentalism has been fully adopted by Andrew and Robertsons and the impact of production of the environment has been reduced wherever possible. As stated above Andrew and Robertsons adapts a lot of environmental policies, which all departments and units must follow. Which adds value to the companys environmental image. Andrew and Robertsons one of the biggest private project undertaken in United Kingdom since 1997 (Poverty in London). The companys participation in the charity work increased sales for the year and increased the long-term perceived value of the company. As well as helping outside organisations, this activity also gave Andrew and Robertsons employees a feeling of trust and pride to work in an Environmentally friendly company Employees General Views In the questionnaire, which I typed, many rated the office environment from 5 to 7(N0.5), (6 out of 9). But felt that they were listened to in appraisal but their views were ignored (No.17), (7 out of 9). This was one of the major stifles of the Andrew and Robertson staff. What is Good? In the questionnaire, which I designed many employees said they did work over their contracted hours (N.02). Question number three also asked how long the employees had been working for Andrew and Robertsons. The answer to this question was that 3 out of the nine question said they had worked here for at least 10 years.

Lifespan Development and Personality Paper

Lifespan Development and Personality Paper Introduction Adolescence is the age in life when most of a person’s development occurs as they are transforming into adulthood. The transition period is marked by emotional upheaval which may be released on parents due to novel cognitive ability and hormonal imbalances. Their brain development leads to developed reason, which may lead them to feel superior and acquire a sense of individualism.Advertising We will write a custom research paper sample on Lifespan Development and Personality Paper specifically for you for only $16.05 $11/page Learn More At this time, there is a need for them to be aware of the changes they are experiencing, how they affect them and what to do about them. The development entails physical and cognitive. Cognitive development is characterized by growth in information processing, thinking and application of new skills. Physical development This is portrayed by speedy adding of height and weight boys gain muscles and shoulders broaden, acquire ample skeletal muscles, which strengthens the vital organs such as the heart and lungs becomes larger. The girls acquire body fat and hips broaden with more settling around the legs and arms. This is as a result of the secretion of Thyroxin and Growth Hormone which aids in skeletal development. Moreover, secondary sex traits begin to appear controlled by estrogens in girls and androgens in boys. These are marked by hormonal changes which triggers the developments of these traits. The traits that are visible includes; development of hair in the pubic and armpits, onset of menstruation (Menarche), enlargement of breasts, endometrial development for females due to estrogen and penis enlargement for males and spermarche or initial ejaculation due to the hormone testosterone, the voice deepens and facial hair appears for males due to release of testosterone and increased oil and sweat production which causes acne. Onset of puberty is a hormonal process that is controlle d genetically and comes earlier for girls. Other characteristics of physical development entail mass brain growth which dictates their capability to reason with emotions which may at times be judgmental and may cause psychological distancing from close people. It could be also the result of engagement of teens in drugs, eating disorders, promiscuity (Rathus, 2008). Physical development is determined by a number of factors such as heredity, nutrition, physical fitness, health. It does not only show physical traits growth but also internal organs growth e.g. brain, heart, and kidney. In nutrition, a child requires a balanced diet with mineral, fruits, carbohydrates, vegetables, and plenty water in the right doses. Malnourishment due to poor nutrition may cause prematurity and neural flaws. To avoid unexpected illnesses such as high blood pressure, coronary artery destruction, cardiovascular illnesses and obesity which may affect the children, they require sufficient elements in their diet.Advertising Looking for research paper on psychology? Let's see if we can help you! Get your first paper with 15% OFF Learn More Culture also may play part in determining physical development since it may enhance or deteriorate gross motor skills. These are the skills that entail utilization of large muscles such as walking. For instance, in the U.S, children exercise both fine and gross motor skills while playing sports such as baseball. The chance of exploring recreational activities to learn more e.g. swimming as well as having plenty rest and sleep is essential. Thus new activities exposure is crucial. Moreover, if a child is exposed to contaminants during particular developmental stages, mutations in their DNA may occur thus affecting the growth of the child. It is also not right to expose a child to violence or other stressing surroundings as it may delay their development through biochemical alterations communicated to the brain and cause disorder s. These are environmental processes that may allow or deter a child’s development. Hereditary factors are the most important in determining the extent of physical development. Every person bears different genes that are inherited from the parents, thus, traits like height, eye color, are determined by these genes. These however are physically manifested through the aspect of whether the gene is recessive or dominant. The dominant gene inherited from the parent always manifests as phenotypic while the recessive one determines the genotypic composition. Both or one Parent may transmit defective genes to the children that may because conditions such as spina bifida, cystic fibrosis and cerebral palsy. Genetic factors may also have a role to play in linking –personal skills in a certain area (Glasper Richardson, 2006). Cognitive Development Cognitive development is marked by increased reasoning ability with an open, critical mind. This includes logical thinking with a hy pothetical perspective and developing answers for such. Other than reasoning skills, abstract thoughts also develop. Adolescents develop such level of thinking which is followed by such traits as trust, love and spirituality. They also realize meta-cognition where they are able to evaluate their thoughts, feelings and others perceptions of themselves. By doing so, adolescents exhibit a high degree of self consciousness where they think that others are always concerned of their welfare and that they are unique. According to the psychologist Jean Piaget, adolescents lie between the formal operational stages of cognitive development in which intelligence is portrayed by abstract thoughts that allow them to be egocentric. Independent thoughts are adapted in this stage which increases their ability to grasp complex concepts such as philosophy. That way, their learning ability is enhanced in which they apply to given scenarios such as occupation and education. Cognitive transition from ch ildhood to adolescents shows a higher degree and intricate of advancement. This is manifested through unlimited and realistic thinking. Their abstract thoughts are also enhanced as well as their meta-cognition to display advanced introspection and personal realization.Advertising We will write a custom research paper sample on Lifespan Development and Personality Paper specifically for you for only $16.05 $11/page Learn More This arms the individuals to become intellectuals but may also result to egocentrism. Finally, adolescents become multidimensional to critically evaluate situations in a complex sophisticated manner which is essential in aiding them to see things from a compound perspective while weighing all possibilities. This is important in helping them weigh things relatively and avoids taking then as absolute facts although this aspect may lead them to always question authorities (Steinberg, 2005). Cognitive development is determined by various he reditary and environmental issues. When it is impaired there are psychological conditions that results like Autism. Learning disability is also another condition where an individual is unable to interpret facts because they cannot transmit it to the appropriate brain sections. It is illustrated with inability to become conversant with languages, loss of concentration and lack of coordination which is manifest in declined studies. These individuals may also lack hearing abilities or being subject to emotional distress. Interaction of the environment and genetic factors are the prime cause of learning disabilities. Consequently a child may be bearing genes for such inabilities inherited from the parents but the problem only manifests when there is interplay with certain environmental factors. For instance, parents may expose a child to appropriate experiences such as talking to them and allowing study materials as he or she grows which is essential in arming the child with necessary t ools for self realization. Parents may also offer a challenging and supportive environment for a child to become confident and be aware of their strengths in relation to the society. If a disruption to cognitive developments in early stages may lead to a permanent damage on a child (Steinberg, 2005). Theoretical perspectives Social relationships are crucial for adolescents since they determine the extent of brain development. Children are able to formulate moral judgments as they interact socially. Emotions such as empathy, aiding and regarding others are part of moral development of a child. The theoretical perspectives that explain child development are psychodynamic and maturational perspectives. A maturational perspective points out that the extent of neurological growth and the physiological growth are linked to hereditary factors that have a direct consequence on the advancement of a child’s physical potentials. This deduction can be made in the instance when a childâ⠂¬â„¢s writing skills advances as he or she continues learning in school. This is due to enhancement of neurological factors that evidently proceeds and most significantly, as a child hits puberty where he or she physically develops. Besides, another theoretical perspective is the psychodynamic, which points out that a child such as an adolescent is subject to social judgments as determined by desires granted by violence and sexuality.Advertising Looking for research paper on psychology? Let's see if we can help you! Get your first paper with 15% OFF Learn More However they are also prompted by the requirement for a social involvement and recognition. To various developmental stages, a child is able to grasp how to apply their impulses in a socially productive manner. It is notable when an adolescent questions a teacher or a guardian’s authority or even punch a fellow student. As he gets the response due to his or her deeds he is able to find out how to handle the impulses in amore positive manner (Rathus, 2011). References Glasper, A. E. and Richardson J. (2006). A Textbook of Children’s and Young People’s Nursing. Philadelphia: Elsevier Health Sciences. Rathus, S. (2008). Childhood and Adolescent: Voyages in Development. 3rd Ed. Belmont: Thomson Learning Inc. Rathus, S. (2011). Childhood Voyages in Development.4th Ed. Belmont: Wadsworth Cengage Learning. Steinberg, L. (2005). Cognitive and Affective Development in Adolescence. TRENDS in Cognitive Sciences Vol.9 No.2. Web.

Causes of binge drinking

Causes of binge drinking Essay Child AbuseWhat is Child Abuse? By definition, child abuse is the deliberate and willful injury of a child by a caretaker hitting, beating with an object, slamming against a wall, even killing. It involves active, hostile, aggressive treatment. The key word in the definition of child abuse is deliberate. Why would anyone physically harm a child? The physical destruction of a child is the extreme reaction of parents to the stress of having children. Most people are not aware of the fact that deliberately hitting a child is considered a felony in all fifty states. Abuse of children is more common than most people realize. At least one out of five adult women and one out of every ten adult men report having been abused in childhood. Recognizing child abuse in its several forms is a twentieth century phenomenon. Child abuse is also more likely to be recognized in economically developed countries than in other parts of the world. Children have been beaten and abandoned for centuries, base d primarily on the belief that children are the property of their parents. By educating yourself and your children about abuse, you can help prevent it from happening to your children and better cope with it if it does. (Child 6) There are four different forms of child abuse. They are physical abuse (child beating and neglect), sexual abuse, incest, and exploitation (such as child pornography). Physical abuse occurs when a caretaker deliberately beats the child. Some examples of 2 physical abuse include burning with a cigarette, striking a child, and scalding with hot water. According to social agencies, beatings of children have been multiplying over the past twenty-five years or so. The increasing number of reports could mean that in recent years, social workers, health professionals, and other experts have become better able to recognize cases of mistreatment. Some 60,000 cases of abuse are reported annually. (Sargo 12) Many battered children must endure a second terrible problem neglect. Neglect, which occurs when parents or others who are responsible for a childs welfare fail to provide for the childs basic needs in any number of ways. Physical neglect occurs when the caretaker fails to provide adequate food, clothing, or shelter. Physical neglect also occurs when the person caring for a child refuses to seek health care or delays in doing so. Other examples are abandoning a child, either permanently or temporarily, and when a child is kicked out of home or refused to be let back in. There is also educational neglect when parents do not force their children to attend school. Early civilization regularly abandoned deformed or surplus children, and ritual sacrifice of the children to appease the gods took place in Egyptian, Carthaginian, Roman, Greek, and Aztec societies. (Child 2) Either they do not enroll the child in school at the age required by law, or they allow their children to be chronically truant from classes. (Gelles 21). 3 Another form of negl ect is emotional neglect, which occurs when parents or guardians behave in a way that deeply disturbs a young child. (Sargo 15) Some examples of emotional abuse occur when parents fight or beat each other in front of a child, when they give a child permission to use drugs or alcohol or when the parents themselves are under the influence of drugs or alcohol. Then there is moral neglect, when parents let their children run loose in the streets at all hours so he or she risks getting in trouble with the law. Moral neglect also occurs when the parents allow or encourage the child to perform criminal acts. Of the various types of neglect, physical is said to be the most common. The DHHS study reports that some 571,600 American children suffer from physical neglect . Educational neglect is next at just over 292,000 children. Emotional neglect is third with 223,000 victims. (Child 11) Sexual abuse, which is also known as sexual molestation, is defined as the exploitation of a minor for the sexual gratification of an adult. Sexual abuse involves forcing, tricking, bribing, threatening or pressuring a child into sexual awareness or activity. Sexual abuse is an abuse of power over a child and READ: Why I Chose Accounting Essay

Social Learning Theory Research Project Essay Example | Topics and Well Written Essays - 5250 words

Social Learning Theory Research Project - Essay Example The perception of the benefits of the mentoring experience is not a purely quantitative measure, because it measures emotion and feelings , therefore verbal measures are likely to provide the best results. Data Collection: The data collection method I propose to use is a Likert style AIM questionnaire which will have several variables measuring verbal responses in numerical values in the range of 1 to 3, each response signifying a particular level of response. I propose to get these survey questionnaires completed by the students after they have been exposed to the demonstration on the art project. The numerical values collected can then be subjected to statistical analysis to determine results. Threats to validity that are inherent in my design are history, testing, selection and experimenter bias. I propose to address these by matching subjects so that maximum homogeneity is introduced, using random sampling to address selection validity, using control and experimental groups and undertaking of this study on a blind bind basis, without prejudice or bias about the results. I will also perform regression analyses on the results obtained in order to eliminate outliner

Managerial Economics - Price Discrimination Essay

Managerial Economics - Price Discrimination - Essay Example Second-degree price discrimination is the 'buy more pay less" policy of large corporations where as bulk purchases attract more discounts to encourage quicker stock clearance.An example is the Supermarket offers which state "Buy three get One free' for CD's and Grocery items like Dishwashing liquid. Third degree price discrimination is based on certain consumer segments in the consumer base that pay more or less depending on State policy.For example the London transport Board gives large discounts to travellers who are students and senior citizens. Business strategy comprises of a myriad of value creating concerns like value creation and value capture both of which are important for securing a firm's sustainable competitive advantage.It has to be understood that competitive advantage is a result of these two distinct (albeit related) activities: value creation and value capture. Based on the nuances created by "sustaining" success it is possible to conclude that capturing value is indeed a greater tumultuous task than value creation.Simply stated it is very easy to get what you want but keeping it might become a problem.This reasoning is in line with Porters strategy of competitive advantage. Economies of scope are based on cost reduction of resources and skills for a firm by the expansion of these resources and skills over two or more firm tasks.This may lead to cutting costs to a large extent.For example the accounts department of a Firm can be used to bill and prepare cost documents for all its subsidiaries or partners to save costs of maintaining an accounts department overall. 4. Discuss the owner-manager conflict within the firm. Provide two real world manifestations of the conflict. The structure of the modern corporate form entails that there will be a separation of ownership and control between the shareholders and directors. The limits of a manager's accountability are his discretions that are revealed in his performance. One of the economic or financial consequences of his actions is that in accordance with his performance results, the investors reduce the amounts of investments.Thus what can be called the "opportunistic behaviour" of the managers results in inefficiencies that have direct bearing in reduction in investments if the shareholders feel that their investments are being unfairly appropriated.This calls for corporate governance mechanisms to enhance shareholder confidence and reduce the owner-manager conflict. Real world examples of the conflict are the Enron and Northern Rock Crises where the Directors through their wrongful trading put the interests of thousands of shareholders at stake. Another example can be the newly implemented laws in Engla nd after the passing of the Companies Act 2006 for the review of director's duties which have become codified in statute now to promote and maximise shareholder wealth. 5. Discuss the value-maximizing principle. How are reputational concerns related to this principle The conventional view in managerial economics is that the aim of economic activity will be to maximise business profits. However there is no single explanation in literature of whether infact profit maximization is the main centre of management decisions. The

Role of Women in Society Essay Example for Free

Role of Women in Society Essay Women’s Inequalities When you think of a CEO of a company or of world political leaders, do you think of a man or of a woman? Many, if not most of us, see these positions as being held by men. In this essay, I will explain why women are still not equal to men. In the first paragraph I will discuss inequalities that happen in the workplace. The second section will show the differences that occur within the athletic world. Thirdly, I will explain the differences in education and home life. The United States still seems to be reluctant, to grant true equality, even though we are approaching the twenty-first century, women are still not equal to men. In the workplace, women do not receive the same benefits that men do. Some women do the same job, for the same amount of hours, and still do not receive the same pay for their work. Is there a specific reason behind this? No, it is just one of the many inequalities that goes on the job. As pointed out in the essay by Susan Faludi, Blame it on Feminism, women earn less. The average women’s paycheck is twenty percent less than their male counterparts. Men with only high school education’s make more than some women who have graduated college. Most women are still working. Read more:Â  Role of Women in Modern Society Womens role in society A great deal of debating goes on concerning the role of women in society. How is it that in todays world, where everyone preaches about the value of equality, women still do not occupy the same social, economical or political position as men do? Women try relentlessly to mark their presence outside their kitchens and laundry rooms, yet in the same relentless manner they are being reminded of the true calling of their nature, which limits their perspective for a much more fulfilling life. Whether women ever stood equal with males on a physical and intellectual level in the eyes of society we dont know. Sure, in every era there are heroic and powerful women, but although equal of men, they became his inferior due to pregnancy, birth, etc., forcing them to look to men for protection and economic assistance This dependency, especially economic dependency, became the basis of womens slavery, which often existed, and still exists, after the dependent condition was long gone. In almost every family a man would be the sole provider for the entire family, and although this task comes with an enormous amount of responsibility.

Gustav Robert Kirchhoff :: biographies biography bio

Born: 12 March 1824 in Kà ¶nigsberg, Prussia (now Kaliningrad, Russia) Died: 17 Oct 1887 in Berlin, Germany Gustav Kirchhoff 's father was Friedrich Kirchhoff, a lawyer in Kà ¶nigsberg. Gustav's mother was Johanna Henriette Wittke. In 1988 Gustav Kirchhoff went to the Albertus University of Kà ¶nigsberg to study math when he was at the age of 18. In 1833 Frans Neuman and Jakobi set up a mathematics-physics seminar at Kà ¶nigsberg. Kirchhoff attented at the seminar from 1843 to 1846. It was while he was studying with Neumann that Kirchhoff made his first outstanding research contribution which related to electrical currents. Kirchhoff's laws, which he announced in 1845. The year 1847 was an eventful one for Kirchhoff. He graduated from Kà ¶nigsberg in that year and he also married Clara Richelot. They moved to Berlin in 1847. Kirchhoff teached at the University of Berlinfrom 1848 to 1850. He left from Berlin to Breslau where he was a professor of physics. In 1851 Robert Bunsen joined the University as professor of chemistry. In 1852 Bunsen was called at the University Heidelberg and soon he arranged for Kirchhoff to teach at Heidelberg as well. Kirchhoff joined a research with Bunsen and they found a spectrum analysis. In 1881 he was elected to the Electrical Congress in Paris, as the German delegate. His failing health forced him to prematurely retire in 1886. One year later he died in Berlin on 17 October 1887. His write books; "Vorlesungen à ¼ber mathematische Physik " (1876-94, "Lectures on Mathematical Physics") and " Gesammelte Abhandlungen " (1882; supplement, 1891, "Collected Essays"). Spectrum Analysis Kirchhoff was the first to explain the dark lines in the Sun's spectrum as caused by absorption of particular wavelengths as the light passes through a gas. He found that when light passes through a gas, the gas absorbs those wavelengths that it would emit if heated. spectral lines - a discovery that began the spectroscopic method of chemical analysis. Kirchhoff and Bunsen began by effectively inventing the spectroscope, a prism-based device that separated light in its primary chromatic components, i.e., its spectrum, with which they began studying the spectral "signature" of various chemical elements in gaseous form. The spectrum of an object is the variation in the intensity of its radiation at different wavelengths. Objects with different temperatures and compositions emit different types of spectra. By observing an object's spectrum, then, astronomers can deduce its temperature, composition and physical conditions, among other things.

Women’s Prisons / Correctional Facilities

History regarding the matters of incarcerated women has dictated that there is such inequality with regards to sexual preferences in the criminal justice system. Even prior to 1870, the society has enacted upon an unforgiving outlook regarding nonconforming women. Crowded in unsanitary, small and terribly ventilated rooms in men's institutions, incarcerated women were horribly abused by male guards and by the whole system of the place itself. Through the years, the call for improving this system has been heard and acted upon by the government. Today, almost every state in the country has erected their own penal institutions for women which are also administered upon by staffs and officials in which the majority are women. However, even if improvements regarding these implementations have been accomplished by the government, there is still a clamor regarding indifferences with men's and women's equality in correctional facilities. LESS CONCERN FOR WOMEN'S PRISON/CORRECTIONAL FACILITIES Due to the dominance of men with regards to the number of incarcerated population than women, more studies are provided for men than for women. Due to this, there have been many unrecognized concerns regarding women and their system of incarceration. Back in 1993, there was a conference that tackled this matter regarding incarceration of women and they found out many conclusions that resulted from a detailed look at the matter. â€Å"Officials of the National Association of Women Judges, which gathered here last weekend for its 15th annual conference, cite a number of court-ordered studies that taken together portray a kind of built-in bias against female convicts in criminal- justice and corrections systems around the country. (Hinds, 1993). They found out results that the number of female population has tripled in number over the past decade that there is a need for more focus regarding the number of jails and prisons and also improving the system as well. They also found out that states have lesser number of alternative prisons for female offenders who are nonviolent, compared to male nonviolent offenders. Findings were also tracked regarding the matter that women tend to have a longer serving time than women due to the fact that they are placed in less crowded facilities than men. Another point that drew concern was that most states only have so few prisons that most women are moved far away from their homes making it harder for their families to visit. Another matter is that prisons for women provide lesser job-training programs. Vocational training is also very limited leaving female inmates to choose between few options such as clerical work or homemaking. Adding up to these, studies also showed that women are not adequately taken cared of health-wise. There are only few states that offer obstetrics and gynecology. Hinds, 1993). CONCLUSION Inequity towards incarcerated women can be pinpointed out one by one with the help of critical analysis and comprehensive study. But with lack of interest regarding this subject matter, the concern for a study of women and their incarceration system has become bleak and overshadowed by the huge concern for men. Though both genders commit criminal offenses whether minor or major, there must still be equal considerations or specific characterization with regards to the system. There can be many examples of this dark side of the criminal justice system, for instance, many structures for incarcerated people are all planned and based on the men's point of view. The health care system, the pregnancy considerations, the design of the structure relating to women, and other female concerns are less addressed. There is a need for further studies of this matter to achieve equal considerations.

How to Tell a True War Story Essay

O’Briens â€Å"How to Tell a True War Story†, is a compilation of war stories and some experiences that men have had while away from home, at war during a battle. The theme of O’Briens short story is to always look at the positive side of all things that may happen in one’s life. There is a positive side in every single action that takes place in people’s lives. O’Brien tries to explain a war story as best as he can but, most believe that to actually know the events that happened and how gory or pleasant each little thing was, one must experience it themselves. O’Brien’s objective is to prove to the audience that it is next to impossible to tell a â€Å"true† war story and be able to explain all of the details in which are seen throughout a war. In the story, the plot is not an easy one to follow. This is caused by the author putting multiple war stories into one complete story. The following quote is an example of O’Brien trying to express as many minor details as possible: â€Å"They carry the soldier’s greatest fear, which was the fear of blushing. Men killed, and died, because they were embarrassed not to. It was what had brought them to the war in the first place, nothing positive, no dreams of glory or honor, just to avoid the blush of dishonor. They died so as not to die of embarrassment.†(O’Brien 1152) This quote is a direct quote from a different short story pertaining to war. Obrien uses this type of writing to try and capture as many minor details as possible in the short story. In the story, this quote explains how every man away from at war is trying to mask their emotions as well as their fear of dying. In the short story called â€Å"How to Tell a True War Story,† the narrator Tim O’Brien himself has a friend who went to war in Vietnam. His friend Curt Lemon, Tim O’Brien however does not return home to his friends and family after the war is over. In the story, there aren’t any morals. Most people believe war is an awful place and they are exactly correct. The theme of O’Briens short story, â€Å"How to Tell a True War Story,† is to always look at the positive side of things that happen in one’s life. It takes a true soldier who has been in Vietnam fighting in the war to take a positive look at the tings occurring in his life. Shortly after the death of Rat Kiley’s best friend, Curt Lemon writes a letter to Lemons sister, Kileys friend who recently passed: â€Å"He was a slim, dead, and almost dainty young man of about twenty. Hel lay with one leg bent beneath him, his jaw in his throat, his face neither expressive nor in exp ressive. One eye shut. The other was a shaped hole.† (O’Brien 1151) This quote is some of the details in Rat Kileys letter to his dead friend and fellow solider, Curt Lemon. The audience expects the letter to be full of positive things because this is how Rat Kiley looked at certain things though his own eyes. The audience is led to believe that he constantly took a positive outlook in life, which is how all people should see things. Curt Lemon’s sister had no response to Rat’s letter home informing the family that their son had passed. In â€Å"How to Tell a True War Story†, the plot is very hard to follow and to some the theme is hard to find as well. In the end, â€Å"How to Tell a True War Story† is a well written short story by O’Brien. One could take many life lessons from O’Brien’s work as well as get a little insight of what it might be like to serve for one’s country at war.

Reel Big Fish essays

Reel Big Fish essays Reel Big Fish is a ska/punk band from Orange County California that came into the music scene after the success of the other bands No Doubt and Sublime. They broke into the music scene during the summer of 1997, when their single "Sell Out" became modern rock radio and an MTV favorite. Reel Big Fish was originally a trio made of a vocalist/guitarist Aaron Barrett, bassist Matt Wong and drummer Andrew Gonzales. At that time the band was a rock band. After many months, the band discovered ska and decided to add horn players. Reel Big Fish had a hard time maintaining a stable horn section, and it took several years before their final horn section (Tavis Werts-Trumpet, Scott Klopfenstein-trumpet/vocals, Grant Barry-Trombone, Dan With this new and final lineup Reel Big Fish recorded their debut album, Everything Sucks. They released it themselves in 1995. Everything Sucks became a ska/punk hit underground by word of mouth. A little while later the band signed with record label Mojo Records. Joy Rifkin, the labels president, produced Reel Big Fish's first album Turn the Radio Off for Mojo. Turn The Radio Off was released in August of 1996. The group toured in support of the album continually, expanding their fan base. In the spring of 1997, their single "Sell Out" began receiving heavy airplay from many influential modern rock stations in the US This soon led to MTV support for the song's video. By summer time "Sell Out" had become a modern rock hit. The album had charted in the Top 100. In July of 1997 Reel Big Fish released Keep You Receipt, which contained "Sell Out" and other outtakes, new songs and some live cuts. ...

Business Ethics - Company Scholastic Research Paper

Business Ethics - Company Scholastic - Research Paper Example Scholastic Corporation is a global publishing company which publishes books for educational purpose mainly for school, teachers and including parents. For about 90 years parents and teachers have recognized Scholastic as a trusted brand name in terms of learning. The company remains focused on providing and encouraging children to read as well as love to learn. Scholastic was founded in the year 1920 by Robinson and in the current fiscal has revenue amounting to $2billion and is recognized as the global leader in children’s brand and has distribution with more than 9500 employees globally (Scholastic, 2012). Does your organization have a published code of ethics? If so, how do they promote this code? The Scholastic has a published code of ethics for its employees. The Scholastic code of ethics is based on the company’s Credo and Editorial Platform which also sets the company’s belief of how the children, teachers and parents must be treated by the company.The Boa rd of Directors of Scholastic has set a high standard for the employees, directors and officers. The philosophy is to have sound corporate governance and it’s the duty of the directors to act as a prudent fiduciary for the shareholders. To fulfill the company’s responsibilities and act accordingly, the Board of Directors follows a standard and the procedures which are set forth in the guidelines issued by the company (Scholastic, 2012). Scholastic promotes its code of ethics by applying it into practical life and the result can be determined as it’s the global leader in publishing books and the most trusted publishing company. Scholastic believes in dignity and worth of individual For example the company Scholastic, organizes thematic lessons in order to welcome students and to build a community. As a part of their code of ethics the company is trying to promote through creative lessons which are a perfect means to warm the skills required after summer vacation (Scholastic-b. 2012). How would you classify your organization’s ethical orientation? Ethics is classified under two broad headings which are termed as normative ethics, which means how principles, values and beliefs should be determined and descriptive ethics which includes beliefs, morals and principles which people abide by. Normative ethics refers to the norms and guidelines; it signifies an ideal behavior so that it can be termed as proper. This form of ethics tends to answers moral queries which concern the act of people and their behavior. The normative ethics helps in

Photography essay Example | Topics and Well Written Essays - 2500 words

Photography - Essay Example This saw magazines increasing in number, with a peak in 20th century; between 19820s and 1980s. However, the increased use of internet, there has been a decline in print media. However the impact of some important images still resonates from century to century. During the twentieth century, documentary and fine art photography were accepted by English-speaking gallery system and art world. In United States, the pioneer photographers like Alfred Stieglitz and Edward Weston had spent their lives in advocating for photography to be used as fine art. This saw a culminating moment for photography in 1910 for both pictorialism and photography after Albright Gallery from Buffalo purchased 15 photographs. This marked the initial point for recognition of photography as an art, and was worthy of being collecting for museum representation. This paper analyzes photographs, with an explanation given for each photograph chosen (Lucie-Smith 57). Cartier-Bresson’s used photography to represent individual moments in time through freezing, holding and recreating them. Due to this approach, Cartier-Bresson has been perceived as the pioneer of photojournalism. This responded to accuracy spontaneity and ephemeral racing tempo for modern culture. The photomontage, Roving Reporter, represents the modern technologies that have played a critical role in transforming the world by influencing the ability of people to communicate. The camera eyed colossal observer demonstrates the ability of photography in altering and enhancing senses. During the early 20th century, such medium provided a potential transformative vision for the artists who searched for ways through which they could represent and comprehend the rapidly changing world (Misselbeck 14). The photography had been used extensively to represent the African American body. This replaced the traditional modes that were used

Evaluate Porter's concept of the 'diamond' as a tool for analysing the Essay

Evaluate Porter's concept of the 'diamond' as a tool for analysing the competitive advantage of nations, assessing its the - Essay Example Nations have competed for resources or to establish their supremacy over others. Historical evidence for this can be traced to the age old rivalry of England and Scotland to the present day rivalry between USA and the Soviet Union in the cold war. However in the present context nations are fighting over the aspect of economic power which is the backbone for success to a nation. An economic might implies a strong nation with enough resources to sustain its population or to maintain a strong military power. The case of United States of America is a classic example in this regard. The nation has the unique status of being the sole economic and military superpower of the world. There have been numerous theories to suggest as to what may be the possible reasons for such supremacy. It has been widely stated that the prosperity of a nation is built and generated over a period of time rather than being acquired. Michel Porter (1990) also stated that the prosperity and success of a nation is not created by virtue of its physical resources which are a far critique from the laws of economics. Alternatively it has been argued that the competitive advantage and prosperity of a nation in the modern world depends on the ability of the nation to constantly develop and create new ideas which are distinct from the others (Porter, 1990, p.73). The case of Japan is a classic example in this regard, as it has emerged as one of the world’s mort prosperous and successful nations without having access to key resources. A deeper analysis into the success story of Japan reveals the innovativeness of its business organizations to deliver more value to the products. This value results in creating economic value and goodwill. Numerous examples of innovation can be traced to the nation including success story of organizations like Honda, Toyota and Sony which have created a competitive advantage and have carved a niche for themselves as well as the nation of their origin. Innovativen ess of the nation is also reflected from the fact that successful management techniques like Kaizen which have become the standards for present day business organizations (Ankli, n.d., p.233). The present study would analyse the competitive advantage of China in its pursuit of being and economic and military superpower. The choice of the nation assumes significance considering the fact that it is the fastest growing economy of the world. The growth of this nation has largely been attributed to the skill set of its large labour force which offers a supply of cheap labour. The nation has emerged as a hub for manufacturing with almost every major organization having its manufacturing facility in the nation. Another important aspect apart from the labour force is that of government policies. The liberalisation policy of the nation along with the unique application of the aspect of Special Economic Zones has transformed the nation into the fastest growing economy of the world having an a nnual GDP growth of approximately 8.7 percent as of 2009 which is being valued at approximately 4.814 trillion US dollars as of 2009 (US Department of State, 2010). The following sections would try to analyse the competitiveness of the nation on the basis of the Diamond model proposed by Porter as well as a comparative analysis with other

Why was America taken by surprise on 11 September 2001 Essay

Why was America taken by surprise on 11 September 2001 - Essay Example On the morning of September 11, 2001 four commercial planes were hijacked by terrorists affiliated with Al-Qaeda, an Islamic extremist group. The number of terrorists was expected to be around 19 that carried suicide attacks in three different places. The first two planes crashed into the World Trade Center in New York, the third destructed a part of the Pentagon while the fourth crashed in a field of Pennsylvania. This was a massive and atrocious attack on the land of America causing immense collateral damage.2 Who would have expected the day when America crippled into the depths of shock and horror with strong defensive shields mentioned above. A major chunk of the American economy flourishing in the WTC was deflated. The Pentagon that is the central decision making body of the country was so vulnerable and the trans-border security on the airports was so weak that no one could keep a check on any unusual activities. All of these loopholes resulted in the death of more than 3000 civilians3 on 9/11. When the episode of 9/11 is dug deep, one comes across a lot of questions. For instance, why did a non-state actor attack America? How did it get the capability to penetrate inside the country? Was there an insider involved? Does it prove the failure of President George W. Bush’s administration or was it another excuse to wage war like the Pearl Harbor attack in 1941? All of these questions have affected the lives of Americans itself. Right after the country was attacked, President George W. Bush declared war on terror and put forward a proposal of â€Å"either you are with us or them (terrorists)† before the world making states choose between the devil and the deep blue sea. President Bush invested heavily to wage the war against Osama Bin Laden, the culprit responsible for planning and executing the attacks. He started off with bombarding Afghanistan in 2001 which hasn’t stopped yet even after a decade. The attacks had

Impact of Employee Remuneration on Productivity

Impact of Employee Remuneration on Productivity CHAPTER ONE 1.0 Introduction The aim of this dissertation is to investigate the need for and impact of employee remuneration on organizational productivity. The study will focus on relationship between motivational techniques and employee performance. To examine the relationship between the level of job satisfaction of employee performance. It will also investigate the relationship between remuneration and employee performance. And the evaluation and development of reward process, which in turn can lead to improved profitability in an organization. If it is accepted that organizations assets are its work force, it is imperative that they ensure that they are fully motivated. This is because if the workers perceive that they are poorly remunerated, their performance is likely to drop and this will have negative effects on the organization. It is important to note that there are several theories of motivation proposed by various researchers including Abraham Maslow, Alderfers ERG Theory, Herzbergs two-factor Theory, Equity Theory, Expectancy Theory, McClellands Theory, Goal Setting Theory, McGregors theory X and Y, Ouchis Theory Z etc. (Sarin, 2009; 237). These theories have led to the development of various tools of motivation used by organizations to stimulate the interest of their employees. This research will examine the some of these motivation theories and apply them to measure their actual effectiveness on employee performance as well as organizational productivity. Managing requires the creation and maintaining of an environment for the performance of individual working together in groups towards the accomplishment of a common objectives/ goals. A manager cannot do his job without knowing what his people want. To emphasize the importance of knowing and taking advantages of motivating factors particularly job satisfaction is the concern of the managers. Their job is not to attempt to manipulate people but rather to recognize the motivating factors in designing an environment for performance. The basic element of human behaviour is one kind of activity, physical or mental. We can look at human behaviour as a series of activities, the question that arises, include to what extent can the activities of human being be undertaken in any point in time that is people do things that lead them to accomplish something, but individual goals can be elusive, sometimes people know exactly why they do things. Management task is to get things done through other people due to global economic recession which is affecting Nigeria economy, employee are no longer safe due to unnecessary retrenchment, layoff , payoff compulsory leave etc, employee do not want to put in order to encourage active participation from employee for the attainment of organizational goal, there should be job satisfaction. The word Employee Remuneration to most people refers to money and usually money in addition to wages and salaries. However, job satisfaction according to Lawal (1992, pg56) is the favourableness with which employee view their work. Stephen P.etal (2009), define job satisfaction as a persons general attitude towards her job. It is obtained when there is a proffer fit between job characteristics and wants of employees, in fact Employee Remuneration is an organizational set up as an embodiment of many factors, Employee Remuneration has a cause effect phenomenon, one area that brings about job satisfaction is the motivation of the workers. The factors identified by management to be responsible for Employee Remuneration of workers on the jobs are:- Good Remuneration Job Enrichment Job Content Job Rotation Conducive job environment Positive Criticism Participating in all level of decision process Equity share in the organization. Recognition for contribution made in the organization. Since evaluation of management, professional managers and the writers on management have made a variety of assumptions about what would make the individual employee (that is the worker) to be satisfied, for example, the traditional theory of organization that a system of reward and punishment should be used to elicit the desire behaviour. This is implemented through compensation package based on productivity of an employee e.g. Taylor differentiate system based on the necessity not out of love of money. Therefore, this assumption naturally lead to the conclusion that was an important factor that satisfied the workers on the job. In late 80s, managers started to witness frequent encounter with workers who appeared to be suspicious of management and also are unimpressed by money, unconcerned about productivity and self-centred. Then recognition of for workers become a major challenge to management in view of the fact that a simple solution to the problem did not exist. From the above it therefore implies that for organization to increase employee performance, managers need to be much more sophisticated in understanding of employees behaviour in an organisation. The understanding will provide basic ingredient for the designing and incorporating. Employee remuneration strategies into the policy and objective of the organisation on the total neglect is capable of having a great adverse effect on the organisational objective specially on the long run. Employee resentment of the scientific management system led to the modification of job design and to maintain employee enthusiasm and productivity, job enrichment became HR managers approach to motivation. Employees desire jobs that are challenging, autonomous and will require their intellects. Job enrichment makes provision to fulfil this desire as it involves an increase in the level of responsibility for planning and co-coordinating tasks (Stevenson, 2002; 310 cited in Maxwell et al, 2008; 436). According to Kreitner and Kinicki (2001) cited also in Maxwell et al (2008; 436) the theory of job enrichment is a practical application of Herzbergs hygiene theory, which postulates that employees are motivated when there is an increase in job satisfaction (Maxwell et al, 2008; 436). 1.1 Background to the study In Nigeria, there is a complete dearth of studies that looked into this effective management tool in organisations. Therefore, this study will carry out primary research amongst employees in a Nigerian banking sector. It is important to find out whether labour performance can be improved through remuneration which can be in term of financial and non-financial remuneration/reward in the Nigerian working environment. Hence, the research into reward and motivation has become necessary in order to alert Nigerian employers on the need for adequate motivation, both financial and non-financial to ensure commensurate employee performance. Motivation commences with a need, vision, dream, or desire to achieve what seems impossible. Employers desire their employees to have a can-do attitude to everything. In their opinion, this attitude assures an increase in productivity (Maxwell et al, 2008; 432). In todays increasingly changing world, both employee and employers are trying to find ways to make jobs more meaningful and satisfying. One of the ways to do this is to redesign jobs to better meet new requirements. The re-engineering of jobs has been a significant labor market occurrence over the last 20 years. The design of jobs as it relates to employee participation, flexible working and employee/group independence has experienced extensive changes. These changes include the use of several recent HR practices e.g. employee involvement programs such as quality circles, more use of job rotation and flexibility, job enrichment, job enlargement, and more work-team self-management (Maxwell et al, 2008; 432-433). Redesigning ha s several characteristics of which job enrichment is one. The study of job redesign reveals how various classes of workers vary from one to another in form of what they need. According to Kreitner and Kinicki (2001) cited in Maxwell et al (2008; 433), job design or redesign is any set of activities involving the alteration of specific jobs or interdependent systems of jobs with the intent of improving the quality of employee job experience and their on-the-job productivity. Employee resentment of the scientific management system led to the modification of job design and to maintain employee enthusiasm and productivity, job enrichment became HR managers approach to motivation. Employees desire jobs that are challenging, autonomous and will require their intellects. Job enrichment makes provision to fulfil this desire as it involves an increase in the level of responsibility for planning and co-ordinating tasks (Stevenson, 2002; 310 cited in Maxwell et al, 2008; 436). According to Kreitner and Kinicki (2001) cited also in Maxwell et al (2008; 436) the theory of job enrichment is a practical application of Herzbergs hygiene theory, which postulates that employees are motivated when there is an increase in job satisfaction (Maxwell et al, 2008; 436). The purpose of this research is highlighting the impact of employee remuneration on organisational productivity. It is aimed at identifying those attitudes of the management of the company towards its employees that will enable the company to achieve its corporate goals. This study is necessary as lack of adequate information can hinder organisations from achieving set goals, which usually amongst many others is profit maximisation. 1.2 Aims and Objectives The main aim of this study is to know the importance of employees remuneration to the job satisfaction of the workforce, and theoretically it is to identify the various motivational incentive and summarise the various view of managers on the impact of these incentives on employee. Also this study aims to evaluate Access bank plc success vis-a-vis rewarding their staffs. Objectives The objective of this study is to examine, The Impact that Employee Remuneration has on organisational Productivity in the this, the researcher will attempt to examine the following:- To examine the relationship between motivational techniques and employee performance. To examine the relationship between level of job satisfaction of employee performance. To examine the relationship between employee remuneration and employee performance The evaluation and development of reward process. The link between employee remuneration and job satisfaction 1.3 STATEMENT OF THE PROBLEM Human being as individual has a unique characteristic which is distinct from others, therefore in an organisation that has over one thousand workers, it means there would be different kind of characteristics. Employee remuneration as a psychology concept calls for a thorough understanding of employees need which will enable the management to blend them with the corporate need in order to have an equitable mix that will enhance the realisation of the overall objectives of the overall objectives of the organisation and employee. On a closer look at most organisation, the essential intrinsic factors have not been properly addressed by contemporary organisation, no wonder we have high rate of incessant strike witnessed by these organisations over the year. The problem therefore is how to maintain an equitable compensation package of fulfilling the aspiration of both the employee and employers in such a way that an equilibrium social interaction will be maintained. It is therefore important for the organisation to realize the provision of intrinsic factor that satisfy the need urges, want and aspiration of workers would have a long run effect on the profitability base of the organisation which are fundamental criteria for the measurement of Employees Remuneration. CHAPTER TWO LITERATURE REVIEW 2.0 Introduction In this chapter, the researcher proposes to critically consider a number of theories of motivation that are relevant to the study. In addition, the researcher will examine the impact of employee remuneration, and the relationship between job enrichment and employee performance. To examine the relationship between motivational techniques and employee performance. To examine the relationship between level of job satisfaction of employee performance. To examine the relationship between employee remuneration and employee performance The evaluation and development of reward process. The link between employee remuneration and job satisfaction 2.1 Motivation Theories Motivation deals with the factors that shape peoples behaviour. The three components of motivation identified by Arnold et al (1991) cited in Armstrong (2002; 56) are 1) direction 2) effort and 3) persistence. In a work environment, employees can self-motivate by seeking and engaging in activities that will lead them to achieve set goals (intrinsic motivation) or be motivated by management through various reward systems (extrinsic motivation) (Armstrong, 2002; 56). Earlier views on motivation, albeit not always perfect, have proved to be an important part of the foundation for evolutionary growth. Motivation is a blend of factors that drives peoples actions and it can be classified as individual, group and organizational motivation. The different theories of motivation, in their different ways facilitate our understanding of the complex process of motivation and the fact that there are no straightforward answers to motivating anybody (Armstrong, 2002; 57). Scientific management sees money as the primary human motivator, while the view of human relations is that social factors are the primary human motivator (Sarin, 2009; 237). Frederick Winslow Taylor, who is known as the father of scientific management, focused on applying the concepts of science to improve production by relying on the use of observation, measurement, analysis and improvement of work methods, and economic incentives. His study of work methods in great detail identified the best process for doing each job and laid emphasis on output. This theory was not particularly favoured with workers, who believed that it was not fair to increase output without a commensurate increase in reward (Stevenson, 2002; 21 cited in Maxwell et al; 2008; 433). The instrumentality theory of motivation derived its roots from the scientific management theory of Taylor and also emphasized the importance of money as the main reason people work. Hence, rewards or otherwise should be linked directl y to performance. However, this theory fails to take into consideration other human needs that could affect performance (Armstrong, 2002; 57). This omission gave rise to the needs theory, the basis of which is the belief that an unfulfilled need creates a sense of anxiety. Therefore, in order to create a sense of fulfilment, once a need is identified, a pattern of fulfilling it must be set out. However, not all needs are important at a given time in a persons life. Some needs are more urgent than others (Armstrong, 2002; 58). Abraham Maslows theory (1940) cited in Sarin (2009; 237) is said to have based his theory on Henry A. Murrays postulation that people seek to satisfy their various needs at the same time, rather than in a specific order. Murrays Manifest Needs however did not arrange the identified needs in any particular order of importance, unlike Maslows hierarchy of a set of five needs Physiological, Security, Social, Esteem and Self actualization each of which is related to the other and arranged in order of hierarchy. According to him, once a need is met, it does not motivate a persons behaviour again. However, it is possible to either move up or down each of the levels depending on whether a need has been fulfilled or the realization of a need is being endangered (Sarin, 2009; 237). McClelland (1975) identified three needs achievement, affiliation and power that motivates managers. However, while agreeing with Maslow that motives are part of the personality, he is of the opinion that they are caused by environmental factors. The levels of these needs are dependent on different individuals. While some may have a higher need for achievement, others may desire affiliation or power (Armstrong, 2002; 58). Herzberg (1959) based his theory on two sets of factors extrinsic and intrinsic that were directly relating to job satisfaction and dissatisfaction. Extrinsic factors are referred to as hygiene or maintenance factors and they are linked to job environment, job context e.g. quality of supervision, work conditions, company policies, relationship with co-workers and level of compensation. Job dissatisfaction may occur where there are no extrinsic factors. Intrinsic factors referred to as motivators or growth factors, on the other hand, relate to the job itself e.g. the complexity of work, level of importance with the organization as well as promotion opportunities. The resultant effect of intrinsic factors is a high level of job satisfaction, which according to Herzberg will prevent dissatisfaction and create a positive attitude to work (Di Cesare and Sadri, 2003; 36). Essentially, businesses should study the motivator factors and hygiene factors with a view to optimize motivation and productivity among employees (Maxwell et al, 2008; 436). Some managers hold the view that employee can be motivated to improve productivity by means of monetary incentives. The monetary scheme may be take a variety of different form example price rate, individual bonus, a team or group bonus scheme , a high pay rate system and profit sharing plan. All these have been packaged to motivate employees so as to improve on their performance. However, the general problem of monetary incentives is that they are effective in the short run but not necessary cost effective, on the other hand, money can motivate depending on the individuals need for money. Money is not an end itself but means of satisfying needs, employee remuneration proceeds high organisational productivity his for workers to be satisfied with their job, there is need to study the various motivation theories postulated by management experts. Motivation theories have series of theories, that is complementary to one another. The leading theory are listed below and summarised in table 19.1. the most significant ones are those concerned with expectancy, goal settings and equity, which are classified as process or cognitive theories. 2.2 Employee Compensation Dessler (2008) define employee compensation as all forms of pay going to employee and arising from their employment. He also stated that the compensation can be in two forms and they are direct financial payment and indirect financial payment. Direct financial payment can come in form of wages, salaries, incentives, commission and bonuses. While indirect can be in form financial benefit like employer-paid insurance and vacations. All these are strategy of remuneration, Baron A Armstrong M, give their own contribution towards the strategy of remuneration that the implication of human capital theory is that investment in people adds to their value to the firm. 2.2.1 Why should organisations compensate Employee? According to Stephen P. Robbins David A. Decenzo (2005, pg211) when an organisation design its overall compensation package, it has to look further than just an hourly wages or annual salary. It has to take into account another element, benefits. They even include that employee remuneration are non financial rewards designed to enrich employees live. This has grown a great importance in the life of an employee and a variety over the past years. Also stated that non financial reward should also put into consideration , if an employee invest their human capital into the firm they have to obtain a return not only in form of opportunity to grow and to achieve but also in terms of being valued to their employer. This authors opinion is different from other peoples opinion they include that organisation should have array of benefit such as paid time off from work, life and disability insurance, retirement programs and health insurance. While some of this benefit are been paid by both employee and employer, such benefits are retirement and health insurance. 2.3 Employee Remuneration The word Employee Remuneration to most people refer s to money and usually money is addition to wages and salaries. In fact employee in any organisation set up as an embodiment of many factors. Employee remuneration has caused effective phenomenon, one area that brings about employee remuneration is motivation of the workers In fact employee remuneration in any organisation set up embodiment of many factors. employee remuneration has caused effect phenomenon, one area that brings about employee remuneration is motivation of the workers. The organisations identified to be responsible for employee remuneration of workers are as follows: Job Enrichment Job Rotation Job Content Conducive Job Environment Equity Share in the organisation Participation in all level of decision process Positive criticism Recognition for contribution made in the organisation. Since evaluation of management professional managers and writers on management have made variety of assumption-about what would make the individual employees (workers) to be satisfied for example. The traditional (theory of organisation that a system reward and punishment should be used to elicit the desire behaviour, this is implemented through a compensation packages, based on productivity of employee example of Taylor differentiates payee system of based on the assumption that employee work out of necessity not out of love of money. Therefore this naturally led to the conclusion that money was an important factor that satisfied the workers on the job. In the late eightys (80) and ninetys (90) managers started to witness frequent encounter with workers who appeared to be suspicious of management in view of the fact that a simple solution to the problem of did not exist, in addition it may be noted that when considering some traits of workers. The understanding will provide the basic ingredient for designing and incorporating employee remunerations and strategies into the policy and objective of the organisation as it is total neglect is capable of having a great advance effect on the organisation objective especially in the long run. Reilly P. Williams T. (2006) Support that for employee remunerations to be effective HR needs the support of the top team. An unsympathetic CEO can be the a major block on getting people management issue properly on the agenda. Even when the HR director is low in the pecking order, well behind the chief financial officer information officer, the same result will occur. So HR director as a person needs to be respected by the board, executive etc. need to support and understand what HR is doing. This simply means another way for HR to motivate staff is to have a good relationship with senior management and with employees. 2.3.1 When should an employee is well remunerated? The characteristics of the job need of the individual, it is clear that there are numerous variable between people and their jobs that helps to determine their relationship. It must be noted that the concept of employee remuneration is psychological, it relates to these forces operating within individual employees. The underlying problem is therefore, that management should attempt to strike a balance so as to satisfy the interest of both the organisation and the workers. The reality of management observed that emphasis of high employee remuneration shifted away from the job itself to labour. In simplistic term, an employee organisation productivity can be define as being determined by the level and interaction between ability and motivation thus: Organisation productivity is contingent on a number of factors such as skill (liability appropriate for assigned job)motivation and role clarify (a clear understanding of assigned role). Another way that Reilly Williams T add their support to how HR activity can influence the way to manage their staff, it will be encouraging line managers to allow scope for employee involvement and space for employees to act in practical terms, that this might be supporting the consultation of staff if changes are afoot. Also it is the duty of HR to determine whether the employee is due to be reward, before the department can come to conclusion, such employee have to go through the performance appraisal process which contains three steps Define the job:- the means that the employee understand the nature of the job that he/ she has to do in the organisation and to do it to the organisation standards Appraising performance:- Dessler G defines this as comparing your subordinates actual performance as to the standard that have been set ; this usually involves some types of rating form. Feedback session:- here is the situation where two of you debate on employees performance and progress, an d make plan for any development. There various methods of appraisal methods such as graphic rating scale, Alternation ranking method, paired comparison method, forced distribution method etc. I will try and expansiate on two of this methods PAIRED COMPARISON METHOD:- this is a method whereby the two employee together in terms of quantity of work, quality of work , behaviour, how they react to work whenever they have been called, team work and so on. GRAPHIC RATING SCALE METHOD:- this method can be refer to as the simplest and what most organisation prefer to use for appraising staff performance. THEORETICAL FRAMEWORK To provide the required theoretical background for the study attempt will made to review literature of motivation as a means of achieving employee remunerations. Reward Reward can be described as a way which one is been compensate what been done either good or bad, it can also be called benefit that is given to an employee or group of people in an organisation. This can be done directly or indirectly. It usually use to encourage people at work to be able to put more effort in work that need to be done. This usually done when an employee want to sign a contract with an organisation or company such employer needs to allow the employee to be fully aware what the package of the income will be per annum or hourly paid if such an employee is interest he or she is going to sign the contact form. There are two types of rewards, they are financial and non financial rewards. Financial Reward also can be refer to as an incentive which can be in form of financial reward given to an employees whose production exceed predetermined standard that is the production is beyond what the organisation expectation. This can also be in form of pay structure, incentives and benefits this three usually has it important role to play in implementing strategies in an organisation. firstly, For a high level of pay or benefits relative to that of competitors can ensure that the company attracts and retains high quality employees, but this might have a negative impact on the companys overall labour cost. Secondly, by tying pay to performance, the company can elicit specific activities and level of performance from employee. In a study of how compensation practices are tied to strategies, researchers examined 33high- tech and 72 traditional companies. They classified them by whether they were in growth stage. They found that high-tech companies in growth stage (greater than 20percent inflation- adjusted increases in annual sales) or a maturity stage. They found that high-tech companies in the growth stage used compensation systems that were highly geared towards incentive pay, with a lower percentage of total pay devoted to salary and benefits. On the other hand, compensation systems among mature companies (both high-tech and traditional)devoted a lower percentage of total pay to incentive and a high percentage to benefits. (Noe.et.al 2003; pg 69). Organisation believe that given an employee incentives after profit is another way of motivating an employee to put more effort to his /her work this reward can be inform of profit sharing, salary increase, Non- Financial reward 2.5 Job satisfaction you need to talk on job satisfaction Employee performance pg66 amstrong hand bk 2.6 What is Motivation Behind every behaviour there is motive, that is all behaviour is motivated, behaviour psychologist agree that what motivate individual is the satisfaction of their needs but do not develop generally acceptable clarification of needs, several theories of motivation of worker. These theories can be grouped into two major categories. The satisfaction or content theories The instrumentally theories The satisfaction or content theories assume that human beings have needs and its their desire to satisfy these needs that limitation to specific behaviours. The instrumentality or process theories are based on the assumptions of that the part which leads to a goal is influenced by the reception and values of members of the organisation. The theory of Maslow, Adeifer, Herzberg are example of theory of needs satisfaction theories. Vroom porter, Lawal and Jacque are example of instrumentality of theories. Lawal (1993), says Motivation is a persuasive function that come across all aspect of employees development, the need for motivation can be viewed from following perspectives. Qualified manpower must be attracted and maintain in organisation ton exercise Once employed workers must be motivated to exercise their time and energy in achieving the predetermined goals of the organisation. Human resources are most important factor of production in an organisation and must be maintained and developed. The reasons highlighted above suggest that the creation of conducive working environment employee remuneration are the requirement for achievement of organisation success. Hence it is necessary for manager to understand what motivate workers and how motivation influence organisation productivity. In brief, motivation is an inner state that energize activates or more directs or channel behaviour towards goals/objectives. Motivation therefore is a general term used to denotes relationship between needs and the fulfilment of needs. It is dynamic process that this five (5) parts. Deprivation, presence of need (NEEDS) Need crystal led as want (WANTS) Action, goal oriented behaviour (ACTIONS) Tension or drives to fulfil the need (DRIVES) Satisfaction of need that reduce the drive and thus create the need for re-evaluation. The above description of motivation process may not be enough to explain employees behaviour, some theories of some reckoned management writers may be needed for further clarification and explanation. Also there is two types of motivation Intrinsic and Extrinsic motivation. Intrinsic motivation can be define as 2.8. MASLOW S HIERARCHY OF NEEDS According to Robert (1971), the best known theory of motivation was proposed by MASLOW, who hypothesized that work of every human being there exist an hierarchy of five (5) needs. According to Maslow, human beings have needs that can be arranged in hierarchy of needs, if these needs are satisfied human being will be motivated to perform however a satisfie Impact of Employee Remuneration on Productivity Impact of Employee Remuneration on Productivity CHAPTER ONE 1.0 Introduction The aim of this dissertation is to investigate the need for and impact of employee remuneration on organizational productivity. The study will focus on relationship between motivational techniques and employee performance. To examine the relationship between the level of job satisfaction of employee performance. It will also investigate the relationship between remuneration and employee performance. And the evaluation and development of reward process, which in turn can lead to improved profitability in an organization. If it is accepted that organizations assets are its work force, it is imperative that they ensure that they are fully motivated. This is because if the workers perceive that they are poorly remunerated, their performance is likely to drop and this will have negative effects on the organization. It is important to note that there are several theories of motivation proposed by various researchers including Abraham Maslow, Alderfers ERG Theory, Herzbergs two-factor Theory, Equity Theory, Expectancy Theory, McClellands Theory, Goal Setting Theory, McGregors theory X and Y, Ouchis Theory Z etc. (Sarin, 2009; 237). These theories have led to the development of various tools of motivation used by organizations to stimulate the interest of their employees. This research will examine the some of these motivation theories and apply them to measure their actual effectiveness on employee performance as well as organizational productivity. Managing requires the creation and maintaining of an environment for the performance of individual working together in groups towards the accomplishment of a common objectives/ goals. A manager cannot do his job without knowing what his people want. To emphasize the importance of knowing and taking advantages of motivating factors particularly job satisfaction is the concern of the managers. Their job is not to attempt to manipulate people but rather to recognize the motivating factors in designing an environment for performance. The basic element of human behaviour is one kind of activity, physical or mental. We can look at human behaviour as a series of activities, the question that arises, include to what extent can the activities of human being be undertaken in any point in time that is people do things that lead them to accomplish something, but individual goals can be elusive, sometimes people know exactly why they do things. Management task is to get things done through other people due to global economic recession which is affecting Nigeria economy, employee are no longer safe due to unnecessary retrenchment, layoff , payoff compulsory leave etc, employee do not want to put in order to encourage active participation from employee for the attainment of organizational goal, there should be job satisfaction. The word Employee Remuneration to most people refers to money and usually money in addition to wages and salaries. However, job satisfaction according to Lawal (1992, pg56) is the favourableness with which employee view their work. Stephen P.etal (2009), define job satisfaction as a persons general attitude towards her job. It is obtained when there is a proffer fit between job characteristics and wants of employees, in fact Employee Remuneration is an organizational set up as an embodiment of many factors, Employee Remuneration has a cause effect phenomenon, one area that brings about job satisfaction is the motivation of the workers. The factors identified by management to be responsible for Employee Remuneration of workers on the jobs are:- Good Remuneration Job Enrichment Job Content Job Rotation Conducive job environment Positive Criticism Participating in all level of decision process Equity share in the organization. Recognition for contribution made in the organization. Since evaluation of management, professional managers and the writers on management have made a variety of assumptions about what would make the individual employee (that is the worker) to be satisfied, for example, the traditional theory of organization that a system of reward and punishment should be used to elicit the desire behaviour. This is implemented through compensation package based on productivity of an employee e.g. Taylor differentiate system based on the necessity not out of love of money. Therefore, this assumption naturally lead to the conclusion that was an important factor that satisfied the workers on the job. In late 80s, managers started to witness frequent encounter with workers who appeared to be suspicious of management and also are unimpressed by money, unconcerned about productivity and self-centred. Then recognition of for workers become a major challenge to management in view of the fact that a simple solution to the problem did not exist. From the above it therefore implies that for organization to increase employee performance, managers need to be much more sophisticated in understanding of employees behaviour in an organisation. The understanding will provide basic ingredient for the designing and incorporating. Employee remuneration strategies into the policy and objective of the organisation on the total neglect is capable of having a great adverse effect on the organisational objective specially on the long run. Employee resentment of the scientific management system led to the modification of job design and to maintain employee enthusiasm and productivity, job enrichment became HR managers approach to motivation. Employees desire jobs that are challenging, autonomous and will require their intellects. Job enrichment makes provision to fulfil this desire as it involves an increase in the level of responsibility for planning and co-coordinating tasks (Stevenson, 2002; 310 cited in Maxwell et al, 2008; 436). According to Kreitner and Kinicki (2001) cited also in Maxwell et al (2008; 436) the theory of job enrichment is a practical application of Herzbergs hygiene theory, which postulates that employees are motivated when there is an increase in job satisfaction (Maxwell et al, 2008; 436). 1.1 Background to the study In Nigeria, there is a complete dearth of studies that looked into this effective management tool in organisations. Therefore, this study will carry out primary research amongst employees in a Nigerian banking sector. It is important to find out whether labour performance can be improved through remuneration which can be in term of financial and non-financial remuneration/reward in the Nigerian working environment. Hence, the research into reward and motivation has become necessary in order to alert Nigerian employers on the need for adequate motivation, both financial and non-financial to ensure commensurate employee performance. Motivation commences with a need, vision, dream, or desire to achieve what seems impossible. Employers desire their employees to have a can-do attitude to everything. In their opinion, this attitude assures an increase in productivity (Maxwell et al, 2008; 432). In todays increasingly changing world, both employee and employers are trying to find ways to make jobs more meaningful and satisfying. One of the ways to do this is to redesign jobs to better meet new requirements. The re-engineering of jobs has been a significant labor market occurrence over the last 20 years. The design of jobs as it relates to employee participation, flexible working and employee/group independence has experienced extensive changes. These changes include the use of several recent HR practices e.g. employee involvement programs such as quality circles, more use of job rotation and flexibility, job enrichment, job enlargement, and more work-team self-management (Maxwell et al, 2008; 432-433). Redesigning ha s several characteristics of which job enrichment is one. The study of job redesign reveals how various classes of workers vary from one to another in form of what they need. According to Kreitner and Kinicki (2001) cited in Maxwell et al (2008; 433), job design or redesign is any set of activities involving the alteration of specific jobs or interdependent systems of jobs with the intent of improving the quality of employee job experience and their on-the-job productivity. Employee resentment of the scientific management system led to the modification of job design and to maintain employee enthusiasm and productivity, job enrichment became HR managers approach to motivation. Employees desire jobs that are challenging, autonomous and will require their intellects. Job enrichment makes provision to fulfil this desire as it involves an increase in the level of responsibility for planning and co-ordinating tasks (Stevenson, 2002; 310 cited in Maxwell et al, 2008; 436). According to Kreitner and Kinicki (2001) cited also in Maxwell et al (2008; 436) the theory of job enrichment is a practical application of Herzbergs hygiene theory, which postulates that employees are motivated when there is an increase in job satisfaction (Maxwell et al, 2008; 436). The purpose of this research is highlighting the impact of employee remuneration on organisational productivity. It is aimed at identifying those attitudes of the management of the company towards its employees that will enable the company to achieve its corporate goals. This study is necessary as lack of adequate information can hinder organisations from achieving set goals, which usually amongst many others is profit maximisation. 1.2 Aims and Objectives The main aim of this study is to know the importance of employees remuneration to the job satisfaction of the workforce, and theoretically it is to identify the various motivational incentive and summarise the various view of managers on the impact of these incentives on employee. Also this study aims to evaluate Access bank plc success vis-a-vis rewarding their staffs. Objectives The objective of this study is to examine, The Impact that Employee Remuneration has on organisational Productivity in the this, the researcher will attempt to examine the following:- To examine the relationship between motivational techniques and employee performance. To examine the relationship between level of job satisfaction of employee performance. To examine the relationship between employee remuneration and employee performance The evaluation and development of reward process. The link between employee remuneration and job satisfaction 1.3 STATEMENT OF THE PROBLEM Human being as individual has a unique characteristic which is distinct from others, therefore in an organisation that has over one thousand workers, it means there would be different kind of characteristics. Employee remuneration as a psychology concept calls for a thorough understanding of employees need which will enable the management to blend them with the corporate need in order to have an equitable mix that will enhance the realisation of the overall objectives of the overall objectives of the organisation and employee. On a closer look at most organisation, the essential intrinsic factors have not been properly addressed by contemporary organisation, no wonder we have high rate of incessant strike witnessed by these organisations over the year. The problem therefore is how to maintain an equitable compensation package of fulfilling the aspiration of both the employee and employers in such a way that an equilibrium social interaction will be maintained. It is therefore important for the organisation to realize the provision of intrinsic factor that satisfy the need urges, want and aspiration of workers would have a long run effect on the profitability base of the organisation which are fundamental criteria for the measurement of Employees Remuneration. CHAPTER TWO LITERATURE REVIEW 2.0 Introduction In this chapter, the researcher proposes to critically consider a number of theories of motivation that are relevant to the study. In addition, the researcher will examine the impact of employee remuneration, and the relationship between job enrichment and employee performance. To examine the relationship between motivational techniques and employee performance. To examine the relationship between level of job satisfaction of employee performance. To examine the relationship between employee remuneration and employee performance The evaluation and development of reward process. The link between employee remuneration and job satisfaction 2.1 Motivation Theories Motivation deals with the factors that shape peoples behaviour. The three components of motivation identified by Arnold et al (1991) cited in Armstrong (2002; 56) are 1) direction 2) effort and 3) persistence. In a work environment, employees can self-motivate by seeking and engaging in activities that will lead them to achieve set goals (intrinsic motivation) or be motivated by management through various reward systems (extrinsic motivation) (Armstrong, 2002; 56). Earlier views on motivation, albeit not always perfect, have proved to be an important part of the foundation for evolutionary growth. Motivation is a blend of factors that drives peoples actions and it can be classified as individual, group and organizational motivation. The different theories of motivation, in their different ways facilitate our understanding of the complex process of motivation and the fact that there are no straightforward answers to motivating anybody (Armstrong, 2002; 57). Scientific management sees money as the primary human motivator, while the view of human relations is that social factors are the primary human motivator (Sarin, 2009; 237). Frederick Winslow Taylor, who is known as the father of scientific management, focused on applying the concepts of science to improve production by relying on the use of observation, measurement, analysis and improvement of work methods, and economic incentives. His study of work methods in great detail identified the best process for doing each job and laid emphasis on output. This theory was not particularly favoured with workers, who believed that it was not fair to increase output without a commensurate increase in reward (Stevenson, 2002; 21 cited in Maxwell et al; 2008; 433). The instrumentality theory of motivation derived its roots from the scientific management theory of Taylor and also emphasized the importance of money as the main reason people work. Hence, rewards or otherwise should be linked directl y to performance. However, this theory fails to take into consideration other human needs that could affect performance (Armstrong, 2002; 57). This omission gave rise to the needs theory, the basis of which is the belief that an unfulfilled need creates a sense of anxiety. Therefore, in order to create a sense of fulfilment, once a need is identified, a pattern of fulfilling it must be set out. However, not all needs are important at a given time in a persons life. Some needs are more urgent than others (Armstrong, 2002; 58). Abraham Maslows theory (1940) cited in Sarin (2009; 237) is said to have based his theory on Henry A. Murrays postulation that people seek to satisfy their various needs at the same time, rather than in a specific order. Murrays Manifest Needs however did not arrange the identified needs in any particular order of importance, unlike Maslows hierarchy of a set of five needs Physiological, Security, Social, Esteem and Self actualization each of which is related to the other and arranged in order of hierarchy. According to him, once a need is met, it does not motivate a persons behaviour again. However, it is possible to either move up or down each of the levels depending on whether a need has been fulfilled or the realization of a need is being endangered (Sarin, 2009; 237). McClelland (1975) identified three needs achievement, affiliation and power that motivates managers. However, while agreeing with Maslow that motives are part of the personality, he is of the opinion that they are caused by environmental factors. The levels of these needs are dependent on different individuals. While some may have a higher need for achievement, others may desire affiliation or power (Armstrong, 2002; 58). Herzberg (1959) based his theory on two sets of factors extrinsic and intrinsic that were directly relating to job satisfaction and dissatisfaction. Extrinsic factors are referred to as hygiene or maintenance factors and they are linked to job environment, job context e.g. quality of supervision, work conditions, company policies, relationship with co-workers and level of compensation. Job dissatisfaction may occur where there are no extrinsic factors. Intrinsic factors referred to as motivators or growth factors, on the other hand, relate to the job itself e.g. the complexity of work, level of importance with the organization as well as promotion opportunities. The resultant effect of intrinsic factors is a high level of job satisfaction, which according to Herzberg will prevent dissatisfaction and create a positive attitude to work (Di Cesare and Sadri, 2003; 36). Essentially, businesses should study the motivator factors and hygiene factors with a view to optimize motivation and productivity among employees (Maxwell et al, 2008; 436). Some managers hold the view that employee can be motivated to improve productivity by means of monetary incentives. The monetary scheme may be take a variety of different form example price rate, individual bonus, a team or group bonus scheme , a high pay rate system and profit sharing plan. All these have been packaged to motivate employees so as to improve on their performance. However, the general problem of monetary incentives is that they are effective in the short run but not necessary cost effective, on the other hand, money can motivate depending on the individuals need for money. Money is not an end itself but means of satisfying needs, employee remuneration proceeds high organisational productivity his for workers to be satisfied with their job, there is need to study the various motivation theories postulated by management experts. Motivation theories have series of theories, that is complementary to one another. The leading theory are listed below and summarised in table 19.1. the most significant ones are those concerned with expectancy, goal settings and equity, which are classified as process or cognitive theories. 2.2 Employee Compensation Dessler (2008) define employee compensation as all forms of pay going to employee and arising from their employment. He also stated that the compensation can be in two forms and they are direct financial payment and indirect financial payment. Direct financial payment can come in form of wages, salaries, incentives, commission and bonuses. While indirect can be in form financial benefit like employer-paid insurance and vacations. All these are strategy of remuneration, Baron A Armstrong M, give their own contribution towards the strategy of remuneration that the implication of human capital theory is that investment in people adds to their value to the firm. 2.2.1 Why should organisations compensate Employee? According to Stephen P. Robbins David A. Decenzo (2005, pg211) when an organisation design its overall compensation package, it has to look further than just an hourly wages or annual salary. It has to take into account another element, benefits. They even include that employee remuneration are non financial rewards designed to enrich employees live. This has grown a great importance in the life of an employee and a variety over the past years. Also stated that non financial reward should also put into consideration , if an employee invest their human capital into the firm they have to obtain a return not only in form of opportunity to grow and to achieve but also in terms of being valued to their employer. This authors opinion is different from other peoples opinion they include that organisation should have array of benefit such as paid time off from work, life and disability insurance, retirement programs and health insurance. While some of this benefit are been paid by both employee and employer, such benefits are retirement and health insurance. 2.3 Employee Remuneration The word Employee Remuneration to most people refer s to money and usually money is addition to wages and salaries. In fact employee in any organisation set up as an embodiment of many factors. Employee remuneration has caused effective phenomenon, one area that brings about employee remuneration is motivation of the workers In fact employee remuneration in any organisation set up embodiment of many factors. employee remuneration has caused effect phenomenon, one area that brings about employee remuneration is motivation of the workers. The organisations identified to be responsible for employee remuneration of workers are as follows: Job Enrichment Job Rotation Job Content Conducive Job Environment Equity Share in the organisation Participation in all level of decision process Positive criticism Recognition for contribution made in the organisation. Since evaluation of management professional managers and writers on management have made variety of assumption-about what would make the individual employees (workers) to be satisfied for example. The traditional (theory of organisation that a system reward and punishment should be used to elicit the desire behaviour, this is implemented through a compensation packages, based on productivity of employee example of Taylor differentiates payee system of based on the assumption that employee work out of necessity not out of love of money. Therefore this naturally led to the conclusion that money was an important factor that satisfied the workers on the job. In the late eightys (80) and ninetys (90) managers started to witness frequent encounter with workers who appeared to be suspicious of management in view of the fact that a simple solution to the problem of did not exist, in addition it may be noted that when considering some traits of workers. The understanding will provide the basic ingredient for designing and incorporating employee remunerations and strategies into the policy and objective of the organisation as it is total neglect is capable of having a great advance effect on the organisation objective especially in the long run. Reilly P. Williams T. (2006) Support that for employee remunerations to be effective HR needs the support of the top team. An unsympathetic CEO can be the a major block on getting people management issue properly on the agenda. Even when the HR director is low in the pecking order, well behind the chief financial officer information officer, the same result will occur. So HR director as a person needs to be respected by the board, executive etc. need to support and understand what HR is doing. This simply means another way for HR to motivate staff is to have a good relationship with senior management and with employees. 2.3.1 When should an employee is well remunerated? The characteristics of the job need of the individual, it is clear that there are numerous variable between people and their jobs that helps to determine their relationship. It must be noted that the concept of employee remuneration is psychological, it relates to these forces operating within individual employees. The underlying problem is therefore, that management should attempt to strike a balance so as to satisfy the interest of both the organisation and the workers. The reality of management observed that emphasis of high employee remuneration shifted away from the job itself to labour. In simplistic term, an employee organisation productivity can be define as being determined by the level and interaction between ability and motivation thus: Organisation productivity is contingent on a number of factors such as skill (liability appropriate for assigned job)motivation and role clarify (a clear understanding of assigned role). Another way that Reilly Williams T add their support to how HR activity can influence the way to manage their staff, it will be encouraging line managers to allow scope for employee involvement and space for employees to act in practical terms, that this might be supporting the consultation of staff if changes are afoot. Also it is the duty of HR to determine whether the employee is due to be reward, before the department can come to conclusion, such employee have to go through the performance appraisal process which contains three steps Define the job:- the means that the employee understand the nature of the job that he/ she has to do in the organisation and to do it to the organisation standards Appraising performance:- Dessler G defines this as comparing your subordinates actual performance as to the standard that have been set ; this usually involves some types of rating form. Feedback session:- here is the situation where two of you debate on employees performance and progress, an d make plan for any development. There various methods of appraisal methods such as graphic rating scale, Alternation ranking method, paired comparison method, forced distribution method etc. I will try and expansiate on two of this methods PAIRED COMPARISON METHOD:- this is a method whereby the two employee together in terms of quantity of work, quality of work , behaviour, how they react to work whenever they have been called, team work and so on. GRAPHIC RATING SCALE METHOD:- this method can be refer to as the simplest and what most organisation prefer to use for appraising staff performance. THEORETICAL FRAMEWORK To provide the required theoretical background for the study attempt will made to review literature of motivation as a means of achieving employee remunerations. Reward Reward can be described as a way which one is been compensate what been done either good or bad, it can also be called benefit that is given to an employee or group of people in an organisation. This can be done directly or indirectly. It usually use to encourage people at work to be able to put more effort in work that need to be done. This usually done when an employee want to sign a contract with an organisation or company such employer needs to allow the employee to be fully aware what the package of the income will be per annum or hourly paid if such an employee is interest he or she is going to sign the contact form. There are two types of rewards, they are financial and non financial rewards. Financial Reward also can be refer to as an incentive which can be in form of financial reward given to an employees whose production exceed predetermined standard that is the production is beyond what the organisation expectation. This can also be in form of pay structure, incentives and benefits this three usually has it important role to play in implementing strategies in an organisation. firstly, For a high level of pay or benefits relative to that of competitors can ensure that the company attracts and retains high quality employees, but this might have a negative impact on the companys overall labour cost. Secondly, by tying pay to performance, the company can elicit specific activities and level of performance from employee. In a study of how compensation practices are tied to strategies, researchers examined 33high- tech and 72 traditional companies. They classified them by whether they were in growth stage. They found that high-tech companies in growth stage (greater than 20percent inflation- adjusted increases in annual sales) or a maturity stage. They found that high-tech companies in the growth stage used compensation systems that were highly geared towards incentive pay, with a lower percentage of total pay devoted to salary and benefits. On the other hand, compensation systems among mature companies (both high-tech and traditional)devoted a lower percentage of total pay to incentive and a high percentage to benefits. (Noe.et.al 2003; pg 69). Organisation believe that given an employee incentives after profit is another way of motivating an employee to put more effort to his /her work this reward can be inform of profit sharing, salary increase, Non- Financial reward 2.5 Job satisfaction you need to talk on job satisfaction Employee performance pg66 amstrong hand bk 2.6 What is Motivation Behind every behaviour there is motive, that is all behaviour is motivated, behaviour psychologist agree that what motivate individual is the satisfaction of their needs but do not develop generally acceptable clarification of needs, several theories of motivation of worker. These theories can be grouped into two major categories. The satisfaction or content theories The instrumentally theories The satisfaction or content theories assume that human beings have needs and its their desire to satisfy these needs that limitation to specific behaviours. The instrumentality or process theories are based on the assumptions of that the part which leads to a goal is influenced by the reception and values of members of the organisation. The theory of Maslow, Adeifer, Herzberg are example of theory of needs satisfaction theories. Vroom porter, Lawal and Jacque are example of instrumentality of theories. Lawal (1993), says Motivation is a persuasive function that come across all aspect of employees development, the need for motivation can be viewed from following perspectives. Qualified manpower must be attracted and maintain in organisation ton exercise Once employed workers must be motivated to exercise their time and energy in achieving the predetermined goals of the organisation. Human resources are most important factor of production in an organisation and must be maintained and developed. The reasons highlighted above suggest that the creation of conducive working environment employee remuneration are the requirement for achievement of organisation success. Hence it is necessary for manager to understand what motivate workers and how motivation influence organisation productivity. In brief, motivation is an inner state that energize activates or more directs or channel behaviour towards goals/objectives. Motivation therefore is a general term used to denotes relationship between needs and the fulfilment of needs. It is dynamic process that this five (5) parts. Deprivation, presence of need (NEEDS) Need crystal led as want (WANTS) Action, goal oriented behaviour (ACTIONS) Tension or drives to fulfil the need (DRIVES) Satisfaction of need that reduce the drive and thus create the need for re-evaluation. The above description of motivation process may not be enough to explain employees behaviour, some theories of some reckoned management writers may be needed for further clarification and explanation. Also there is two types of motivation Intrinsic and Extrinsic motivation. Intrinsic motivation can be define as 2.8. MASLOW S HIERARCHY OF NEEDS According to Robert (1971), the best known theory of motivation was proposed by MASLOW, who hypothesized that work of every human being there exist an hierarchy of five (5) needs. According to Maslow, human beings have needs that can be arranged in hierarchy of needs, if these needs are satisfied human being will be motivated to perform however a satisfie