Essay in hr Assignment Example | Topics and Well Written Essays - 2500 words

Essay in hr - Assignment Example Studies conducted over the years have supported the argument that of the various factors that influence employee motivation and commitment at the workplace fairness and trust were ranked the highest. Although there is considerable debate and lack of consensus over the concept and appropriate definition employee engagement, there is hardly any disagreement or doubt over the issue of fairness and its relevance at the workplace. It has been clearly established by various researchers that along with adequate pay and opportunities the existence of fairness in the organisation and trust toward the management play a key role in gaining employee commitment and dedication. The psychological contract is a metaphorical representation of the various factors that help organisations in emphasising and exploring the key issues affecting their employees. It affords the management in addressing a range of issues faced by the employees and in devising effective plans to overcome the same. The fundamental objective of a psychological contract is to ensure that the management places more emphasis on the ‘people’ i.e., the employees as they are integral for organisational success and development. It also focuses on improving and enhancing the relationship between the employees and the management / organisation. The employees are integral to the success of any organisation and are instrumental in improving the profitability of the organisations. Hence various organisations include the element of ‘psychological contract’ as part of their strategic plans in order to help the organisations grow and prosper. It helps in the overall developmen t of the organisations and help in tapping the energies, creativity and knowledge offered by the employees (Truss, Soane, and Edwards, 2006). There has been a drastic change in the manner in which organizations operate and function. The attitude toward the employees has also

Homeostasis Research Paper Example | Topics and Well Written Essays - 1250 words

Homeostasis - Research Paper Example Yet, their numbers are kept in check by a similar increase in their predators like, snakes and owls. Nature is excellent at creating such constant environments within its ecosystems (Naeem et al, 1999). We humans are a part of the ecosystems of nature, and within our bodies are present such balancing platforms for our health and well-being. Homeostasis is a vast subject, and examining all aspects of homeostasis is beyond the scope of this limited paper. The focus of this paper will be on demonstrating that homeostasis has an important role in maintaining human health through the examples of homeostasis in maintaining control of arterial blood pressure and blood sugar level. Homeostasis Givens and Reiss 2002, p.56, define homeostasis as â€Å"the maintenance of a constant internal environment within the body.† The definition of homeostasis suggests that there is a need for maintaining constancy in the internal environment of the human body. The internal environment of the human body is constantly under pressure of change, as a result of the physiological processes that are occurring within the human body. Homeostasis does not mean maintaining the human body in a state of equilibrium, but rather striving to maintain the internal environment within a normal range of parameters. ... , a condition called homeostatic imbalance.† This is particularly so with advance in age, due to the drop in efficiency of the organ systems of the body, and the increased potential for reduced stability within the internal environment of the human body (Marieb, 2009). Three elements are essential to the homeostasis function. The first are the sensory elements or receptors that sense changes in the internal environment. The second element is the integrator, which receives this sensory information, processes the information and the puts into place the appropriate response. The brain is the integrator. The final element is the effectors or those structures of the human body that put into effect the appropriate response, which most often are the glands of the endocrine system (Balaban & Bobick, 2008). Though the mechanisms of homeostasis involved in maintaining the balance of several of the internal functions of the body, there is a common thread in all these mechanisms. This comm on thread gives rise to the model of negative feedback in homeostasis. Norm ? rises above the norm? corrective mechanism? norm (Givens & Reiss, 2002). This model demonstrates that when change in the internal environment is sensed the homeostasis mechanism kicks off to restore the internal environment to the required norm (Givens & Reiss, 2002). The inability of the body to maintain the internal environment within the required norm can hinder the physiological processes that occur within the body or even change them, with the consequence of disease or death. This is what makes the ability to maintain homeostasis within the body vital to the maintenance of good health (White, 2005). Negative Feedback in the Control of Arterial Blood Pressure The negative feedback mechanism in homeostasis is used

Gender Discrimination Essay

Gender Discrimination Essay Introduction Gender inequality, or in other words, gender discrimination refers to unfair rights between male and female based on different gender roles which leads to unequal treatment in life. The term gender inequality has been widely known in human history but not until the beginning the 20th century has the transformation of gender relations become one of the most rapid, profound social changes (Wright Rogers 2009). And at the same time, the position of men and women were generally set. The growth of this situation has been obviously seen. According to a survey in America, females salary at work is 75% as low as males. Coming back to last century, at work, when men were paid 1 dollar, the amount that women received was just 58 cents, in accordance with the law in 1963 (Tran 2012) . And in Vietnam, gender inequality is shown in the difference between two genders in the number of babies. Statistics of Ministry of Planning Investment in 2010 reported that there were 110.6 new-born boys out of 100 new-born girls which was much higher than in the past. However, as a matter of fact, gender discrimination has made a big argument in society about whether the equality among genders should be encouraged or not. Regarding to this problem, American people seem to appreciate the position of women, meanwhile, the Chinese tend to think of higher power of men in life (Chang n.d.) Thus, this paper, with the purpose of reporting the current states of gender inequality, its impacts as well as the solutions to improve this trend, will give readers another look at this controversial problem. Discussion of findings What is gender inequality? Gender inequality is a social problem which causes unfair treatment in society between different genders. These dissimilarities are distinguished from biological factors, especially from differing reproductive roles in life (Reeves Baden 2000). This misperception comes originally from the wrong understanding about the position of each gender in life. Nowadays, the paradox that makes women suffer adversities and put women into unpleasant situation is seen in every angle of life. However, the method of gender discrimination in one place differs from that in others. For example, in workplace gender inequality accelerates when entering the job racing, not only the dissimilar salary, inequality at work is demonstrated through the differences between genders and the amount of money paid (Hsu 2012). In the aspect of education, in the past, men are prone to have more chances to go to school. Young women seemed to have fewer opportunities for higher education than young men (Dang 2008, p.25) Regarding to the reasons and the origin of gender inequality, it can be seen that Asia would be the place where gender discrimination has seemed to be a tradition. According to the General office for population family planning, the idea of distinguishing men from women came from the impacts of Confucianism and the awareness of people about life. Men were thought to have a duty of continuing the ancestral line. In that society, not having a son meant to be disrespectful towards the ancestor. Going on with this wrong conception, women are more likely to lose the role in community (Nguyen n.d.) How gender inequality affects lives? Initially, gender inequality has effects on the scale of population. According to statistics of the General office for population family planning (Nguyen n.d.), because of the discrimination of genders, the number of new-born boys and girls is unequal. To some people, the hope to have a son loses the balance between two genders. Unfortunately, this situation has occurred for such a long time, so the impacts of it in the population are rather huge. As report of Ministry of public health, it is estimated that, despite the attempt to reduce the fluctuation between the birth of boys and girls, in 2020 there will be 4.3 million men more than women. Minister of ministry of public health statement (cited in Phuong 2012), said that if this trend still keeps on going, it will lead to quite a few consequences in security and the order of society before marriage age of children because there will lack brides resulting from out-numbered new-born boys from girls. Now we can see an obvious consequ ence among the Chinese. According to a Blue Paper on Society released by the China Academy of Social Science, there will run short of brides in ten years because of severe gender imbalance among young people, particularly among under 19-aged people (Tang 2010). Secondly, the discrimination of genders leads to some problems in education. Education is an important tool, is the key to the growth of human. And no matter what gender a person is, he has right to expose to education like others. Chaudhry Rahman (2009 p.175), reported that there are many empirical evidences that, increase in female education improves human development outcomes such as child survival, health and schooling. However, lower female education had a negative impact on economic growth as it lowered the average level of human capital (Klasen 2002, cited in Chaudhry Rahman 2009, p.175). World Bank in 2001 stated that in almost all poor countries, there is a high trend of educational impacts of gender inequality. In poverty, girls are more likely to be influenced to approach education. Finally, economy is the field that is consequently affected, because there is a link between education and economy. The impact of gender inequality on economy is found through the number of male and female students in primary and secondary school which is negative (Barro and Lee (1994) and Barro and Sala-i-Martin (1995), cited Stephan Klasen 1999, p.4). And they claimed that a large gap in male and female schooling may signify backwardness and may therefore be associated with lower economic growth( Barro and Lee (1994) and Barro and Sala-i-Martin (1995)). And lets take China- a country which is famous for strong gender imbalance all over the world- as an example of modeling the impact of gender imbalances on economic performance (Golley Tyers 2012). As mentioned earlier, China is facing a lack of brides 10 years to go and this trend leads to the problems of women purchasing crime. Especially men in poor provinces now are exposing to marriage market and this situation makes the black market of selling wife on the rise, said the deputy director of the China Population Association- Tian Xueyuan (cited Tang 2010). Another economic impact of gender discrimination is unequal wages among male and female. According to Yang Juhua, a professor with Renmin University, the wages of women is much lower than mens despite the same level of position (cited Tang 2010). Tang also mentioned the chances to get a job of women are smaller and there is more likelihood of being refused on applying for jobs. How to solve this problem? Ninety-three years ago, people in some places in the world first officially celebrated the International womens day. In ninety three years, there have been a lot of changes made in terms of changing attitudes of people about the inequality of genders. Nowadays we are living in a developed world which is contributed by both men and female so why female have to suffer such that inequality which they dont deserve to? Generally speaking, this kind of inequality has existed for a long time and in every area of the world, no matter where it is (Chang n.d.). Now its time for the world together make this out-of-date conception fade away. To some extent, the Nobel Committee stated that we cannot reach democracy and peace unless we wouldnt give equal rights and chances for women have. For the sake of making economic recovery, U.S. Secretary of State Hillary Clinton claimed that promoting women to participate in economy and increasing their productivity is the key to economic growth because it will create an effect on the competitiveness and growth of our economies. (cited Sharma Keefe 2011). In the relationship between economy and education, people cannot underestimate the importance of education. To flourish the economy system, people have to make an effort on schooling. Regarding to the solutions to this, setting up gender-sensitive schools is a crucial step in making a nice environment for learning and teaching. Helping female feel more confident in studying, improving a gender-sensitive curriculum which reflects national policy on gender equality to instruct is also necessary (Clarke 2005, p.11) Conclusion From all the discussing above, gender inequality is obviously an urgent problem in the world. Despite the fact that its volume much decreases, it still exists and makes a lot of people suffer its consequences every day. And there are many reasons leading to gender discrimination which cannot be solved easily. However, with education and progressive thoughts of people, there are also reasons to trust in the future of gender inequality being stopped. Then, hopefully, people can live in fairness no matter what gender they are.

Body Image Essay -- essays research papers

Everyone who brings home a bad report card knows that with a little effort they can better their grades. Yet there are some things in life that you cant change and the way you look is one of them. In today’s society teenage girls face an ongoing battle to attain the perfect body image. The following paper discusses the definition of perfect, why we strive to attain this impossible ideal, why we don’t fight to change the image, and the consequences that can result from this battle to please. A dictionary definition of perfect is: 1. complete, having all its essential qualities 2. faultless, excellent 3. exact, precise 4. entire, total(1). Now does this seem like a reasonable goal to strive for? Absolutely not, it is impossible, yet so many teenage girls feel that perfection is within their reach. Society plays a massive role in influencing our lives and our judgment. The emphasis placed on looking good in our society clouds our vision of what is truly important. Western culture portrays certain morals and ideals that girls feel they must live up to. Society’s ideals themselves are largely influenced by those of the media, which in return puts added stress on the image problems that teenage girls face. Every time they look around themselves. "[They] loose [their] sense of self, individuality and fall victim to narrow definitions of beauty defined by the media. The media acts as a propaganda machine determined to shake our confidence, remind us we aren’t good enough, we haven’t made it, that we just simply don’t measure up."(2) All we see in the media these days are tall, thin, beautiful girls with great skin and even better figures. The media sends out the message that the ideal body should resemble that of a Barbie doll. Girls are supposed to try and look like this, so they will "fit in." Girls feel that with an "ideal" body comes power in society, and they are shown this starting at a very young age; She will be a woman like all the women in the thousand of ads and movies and television programs she has seen since she was very little.(3) The media is sending out negative messages to millions of vulnerable teenage girls striving to be accepted in today’s society and this is causing extreme problems. The media image is only going to become more and more destructive because, while the media ideal female is getting smaller, the ... ...ns when this battle for the impossible goes too far. These girls need to start fighting for change. Women need to be committed to changing the present body image ideal to a new one that is tolerant of varied size and weight. They must form a new social group whose rules and codes for a body image ideal allow all women to be beautiful in her own way. (22) These women need to learn to accept who they are inside and out. If they can’t do this on their own, then they need to seek professional help in order to get to the root of the problem. The most important thing is that they realize that they need help, and seek it as soon as possible. They should see someone who can help them make a healthy eating and work out plan to follow. And if they don’t feel comfortable talking to a professional, than they can talk to someone they trust. Another option that can help one get their life back on track is becoming involved in sports. Sports can help you make new friends and get into better physical shape, which will in turn brighten your mood and increase your self esteem. With increased self- esteem comes increased confidence, and that is key to accepting yourself mirror reflection included.

Wal-Mart’s Positive Effect on a Community

When it comes to shopping for clothes, groceries, and other belongings; there is one question customers must ask themselves. Do you shop with your head or your heart? Shopping with you head refers to looking for discounts and saving as much money as you can while, shopping with your heart is going to a local store and paying extra to support a family owned business. Most respond with saving money and getting discounts. Wal-Mart is one of the largest employers in the United States and their inventory includes groceries, pharmacies, automotive and hardware supply areas.It is a store that provides plenty of things you need in one place at the lowest prices. Low income, middle-class or upper class; Wal-Mart helps the majority of the community. Although many people believe Wal-Mart shuts down and overruns small businesses, what Wal-Mart brings to the table is that it employs a vast amount of jobs. I am for Wal-Mart because I believe the lives of people in less fortunate communities benefi t from these stores, instead of the common belief that they suffer for them.Their slogan of â€Å"Save money, Live better† is exactly what they are able to do for their customers. The best feeling you can get when shopping is coming out of a store and getting all the items and goods you desired for a manageable price. Wal-Mart gives you the opportunity to achieve that feeling. With the low prices for large quantities, these huge stores help out the whole community (especially rural areas). The Case for Wal-Mart,† by Karen De Coster and Brad Edmonds clarifies,† If the truth be told, Wal-Mart improves the lives of people in rural areas because it gives them access to a lifestyle that they otherwise would not have- a gigantic store showcasing the world’s greatest choice of products from groceries to music to automotive products† (633). I absolutely agree with Coster and Edmonds statement that customers should be obligated to buy brand labels accessories for discounted prices.Wal-Mart gives discounts, up to seventy percent off, prices all year around- unlike other supermarkets or clothing stores that only have seasonal discounted times. Wal-Mart gives shoppers the chance to go into their stores and purchase close to anything they can think of at lower prices then Wal-Mart’s competition. When all is said, Wal-Mart improves the lives of everyone in a community because it allows consumers to buy goods for relatively cheap prices. Unlike any other retailers, Wal-Mart employs people for jobs not careers.There is a possibility to climb the ladder within the company, but working at Wal-Mart doesn’t really jump-start to any other job opportunities. But the fact is that Wal-Mart does provide a vast amount of people. The number of different departments and employees that are required to run one Wal-Mart store hires a great number of people. With the amount of people needed for each section and subsection at these stores, Wal-Mar t has the ability to give many people jobs. Wal-Mart has been one of the most successful anti-poverty programmers in America. It provides entry-level jobs that unskilled workers badly want – there are often five or 10 applicants for each position† (Urbach). Wal-Mart is also beneficial with giving high number of jobs because most of the jobs that they are hiring don’t need a high school or college degree. For areas with high number of people who don’t have diplomas, Wal-Mart gives the opportunity to them by supplying them a steady supply of money.These are unskilled workers that aren’t exactly looking for job progression, but are looking for any job they can get and keep. It’s the perfect combination of a company that needs to hire a great amount of people, and the kinds of workers that don’t really have many other options. Wal-Mart’s geographic position is very helpful and convenient to many communities. These mega-stores may se em like they just follow whichever area is large enough to hold their enormous square footage, but actually they are positioned in just the right place.The fact that most are within short driving distance to other supermarkets, makes it worth for the consumers to go to Wal-Mart first, see what they have, and then from there go to the other stores. People who shop at Wal-Mart, trust that they will be able to find most if not all of their shopping list. Even if it is farther than another store, people are willing to go the extra mile or two to get the savings they would not be able to find anywhere else. Wal-Mart’s slogan sums up how their customers shop and enjoy the savings, â€Å"Save money, live better†.I couldn't agree more. With people being able to save money, community’s benefit immensely. Especially low-income communities, Wal-Mart is good because it gets money into the citizen’s pockets and encourages them to spend more than they would or could ha ve before. â€Å"This then allows them to have some money to invest in productive assets or to buy those other things that will make their lives more comfortable and enjoyable† (Urbach). Customers of Wal-Mart aren’t just happy because of the deals they get by shopping at those stores.What makes Wal-Mart customers the happiest is knowing that from the money they saved, they have extra to spend on other things. Many nonbelievers against Wal-Mart state that it will shut down small businesses and affect the economy in a negative way. Putting a Wal-Mart in a striving community is a positive. One reason is because it drives up competition. What we strive for as human beings is competition. It is a life essential tool for business. Opposing common belief, â€Å"after a new Wal-Mart is built, other small businesses sprout up nearby and cash in on the new retail traffic† (Gruss).Studies have shown that other businesses and companies do better and grow when Wal-Mart is in close proximity to them. Critics of Wal-Mart have understandable reasons to question this huge corporation; they don’t want to have to lower their prices to compete with Wal-Mart’s. Instead of trying to battle with them, they claim that Wal-Mart is bad for communities and small businesses. But there is proof that small businesses open and flourish once a Wal-Mart is opened. Wal-Mart’s drive up competition that encourages people to go to multiple stores to compare to the prices they offer.Wal-Mart has over 1. 2 million employees and more than 3,600 stores nationwide. The fact is that everyone has shopped at Wal-Mart once in there life. To be accused for ruining small businesses and communities is non-sense. Wal-Mart is the number one place to buy all your goods without spending too much money. And with that savings, customers can afford to save for other necessities they need to pay off. Employing huge amount of people and creating jobs in the economy has helped the United States. Americans love Wal-Mart and Wal-Mart loves America right back.

Fearless Is The Absence Of Fear Essay

Last night I heard my own heart beating sounded like footsteps on my stairs.Six months gone and I’m still reaching even though I know you are not there.I was playing back a thousand memories thinking about everything we have been through.Now I’m pacing down the hall,chasing down the street.Flashback to the night when you said to me â€Å"Nothing is going to change not for me and you.† But not before I knew how much I had to lose after the tragedy. Picture perfect memories scattered all around the floor.I close my eyes and the flashback starts I’m standing there on my front door waiting for you to knock my door.Its the quarter after one and I saw you walking towards my house with a pink evening dress you was wearing.With ruffle and roses on it.You was smiling towards me with a really sweet smile.She is a young lady that taught me the meaning of the real life,she educate me in each lesson that I’m feeble of.She was born Catrina Ariana Florence.She was known as Catie.Her eyes are blue and always sparkling just like the Georgia stars in the sky. But as for me,I would love to call her Ms Florence because it sounds like flower.One day,I remember tears streaming down my face when my step-father and mother left me at the roadside.They said that they don’t want to raise me anymore and I was so sad because I have no relatives and siblings.I slept at the bus stand with tears waiting for my fate.It is raining and I was badly wet and cold. In the morning,Ms Florence saw me and asked what is happening she took me to her house she said that she will take me as her adopted child.I was startled and so happy to hear that starting from that day,I belongs to Ms Florence. In a mundane morning,Ms Florence when out to the outskirts town to buy some groceries,books and some goods.Unfortuntely, when she was driving on the road there was a Ferrari which is speeding towards her.Ms Florence was gone and not been founded, I was so sad.If she was out there,If she was somewhere and if she was moving on I will be waiting for her ever since she have been gone.I just want the way it was before, I just want to see her back at my front door.Three days later,Ms Florence was lying in the hospital for two months. Someone have met her and brought her to the hospital and I was right there beside her all summer long. Music starts playing like the end of a sad movie It is the kind of ending I don’t really wanna see.Beause it is a tragedy and it will only bring me down,now I don’t know what to be without you around.Ms Florence used to teach me how to cook, so since she was in hospital,I used to cook by myself. I cleaned the house and did the household chores.Everyday I will study two hours a day,I want to make Ms Florence proud of me when she woke up. Maybe I’m just a girl on a mission but I’m ready to fly.I need to be fearless in life.It is the absence of fear. All the things that I did was from Ms Florence,she is my mother and my teacher.Two months later,Ms Florence was confirmed by the doctor that she was strong enough to go home. Now,Ms Florence has getting well and we undergo our lives as usual.We are getting stronger now from things they never found.Life might be bigger but we were faster and never scared. Ms Florence taught me that no matter what happens in life, be good to people. Being good to people is a wonderful legacy to leave behind. The lesson I have learned the most often in life is that you’re always going to know more in the future than you know now.Thank you Ms Florence for being a good mother and a really worthly teacher for me. The way you walk,the way you talk it’s beautiful and wonderful don’t you ever change.

Valentines Day Date Ideas for College Students

Valentines Day Date Ideas for College Students As we all know the key to stellar Valentine’s Day dates is a mixture of creativity and originality†¦with a dash of personalization for good measure and nuance. Without ample life-experience to draw on, some great date ideas are pretty valuable commodities. Here’s 5 we know you and your special someone are going to simply adore! 1. Get Saucy Romantic Through Antioxidants Who says that eating healthy has to be crummy or dry? If you focus on antioxidants you can create unbelievably tasty and sensual meals that compliment a date extremely well. Think about this: A bottle of quality Merlot is jam-packed with antioxidants that help the mind become sharper, fight off cancer-causing agents and improve the digestive system. Plus, it’s a pleasant aphrodisiac! Your wine is then complimented with an assortment of darkly colored berries like blackberries, blueberries, gooseberries, etc. Each of these are like little packets of healthy micronutrients that excite the senses and add to the flavor of the experience. A slab of organic dark chocolate, which is a little on the bitter side and will pair well with the pinch of the wine and the sweetness of the berries. Also, brimming over with antioxidants. That there is a healthy and quite romantic Valentine’s Day treat, especially if your date is a health nut. 2. Organic Food Memories Speaking of chocolate and berries, why not make a tongue-tantalizing meal and serve it to your date in the place where you met? Along with some wholesome food that gives them a sense of home, bring back the memories that will remind both of you why you’re together. Remember to choose something lite, because if you burden the digestive tract the mind tends to follow in its wake. Salads. White seafood with scampi-like accoutrements. Lean chicken with pasta and vinaigrette. Choices like that. Then, add in some music that brings you back as well. Some great songs that lighten the mood with romantic songs intermingled into the playlist. Also, don’t be afraid to go into a genre of music you’ve never really listened to together before that can transport you out of your generation and into another from the past. Swing is a stupendous option! 3. Incorporate the Wolf Pack Who says the occasion just has to be about you and your date alone? Why not the more the merrier? Perhaps you could find a way to get the whole gang in on the action, including both family and close friends. Make the date a celebratory event that takes so much pressure and focus off the two of you and is instead spread evenly throughout the wolf pack. Plus, when you put your minds together you can come up with some really intriguing and memorable things to do. Pictures are a must. A great location is another. After that, it just about good old fashioned quality human experience. Your date will adore it, unless they were already intending on the date being more conservative. 4. Take it to the Highbrow Level Is there a club or restaurant in your area that’s almost impossible to get into? If so, plan way early and do whatever it takes to get reservations. Make sure that your date understands it’s a formal dress-up occasion so they don’t show up under-dressed. Just the fact that your there will really make a huge impression. Take it high-brow. Do the limousine. Splurge on expensive classy appetizers and drinks. Afterwards don’t just go to a movie, go to an opera, a dance, a play or something like that. If this isn’t your typical lifestyle it will be a real treat in every way. They’ll feel special in a way no one has bothered to show them before. For college students this could be a stretch, but it all comes down to saving up the necessary cash using a budget and being connected with the right people. 5. Buy Them an Experience! What if you rented a freaking Lamborghini for a night? What if you got an air balloon ride set up, or helicopter or plane? How about parachute jumping? Scuba diving? How about a day on a gorgeous sailboat equipped with a full staff? The idea here is not to buy a thing, but provide them with an exceptional experience that they’ll never forget and always regard with a smile and excitement. These memories will be more than date memories. They’ll transcend your relationship and really just be a great gift from one human being to another and that’s the way to make a real impression on someone. Is there anything you’ve done on Valentine’s Day, or had someone do for you that people should hear about? Share it and help make Valentine’s Day an awesome holiday.

7th Grade Essay Prompts

7th Grade Essay Prompts By seventh grade, students should be refining the core writing skills of brainstorming, researching, outlining, drafting, and revising. In order to hone these skills, seventh-grade students need regular practice writing a variety of essay styles, including narrative, persuasive, expository, and creative essays. The following essay prompts offer age-appropriate starting points to help seventh graders flex their writing muscles. Narrative Essay Writing Prompts Narrative essays share a personal experience to tell a story,  usually  to make a point rather than  merely to  entertain. These narrative essay prompts encourage students to describe and reflect on a story thats meaningful to them. Embarrassing Pasts - As people get older, they are sometimes embarrassed by things they used to like, such as toys, television shows, or nicknames. Describe  something that you used to enjoy that you now find embarrassing. Why is it embarrassing now?Bonds of Hardship - Sometimes difficulties  draw families closer.  Describe something that your family endured together that strengthened your relationships.There’s No Place Like Home - What makes your hometown special?  Explain this special quality.New Kid  in Town  - Being  new  to a  town or school can be challenging because you don’t know anyone, or exciting because no one knows you and your past. Describe a time when you were the new kid.Finders Keepers  -  Write about a time when you lost (or found) something of value. How did that experience affect your opinion of the saying, â€Å"Finders keepers; losers weepers?Follow the Leader -  Describe a time when you were in a leadership role.  How d id it make you feel? What did you learn from the experience? April Fools -  Write about the best prank you’ve ever played on someone (or had played on you).  What made it so clever or funny?Bon Appetit - Special meals can be powerful memory-makers. Write about a specific meal that stands out in your memory. What made it so unforgettable?Bon Voyage - Family trips and vacations also create lasting memories. Write an essay  detailing  your favorite family vacation memory.Batter Up -  Write about a valuable lesson that you learned while playing your favorite sport.Best Friends Forever -  Describe your friendship with your BFF and what makes it so important to you.The Real Me -  What is one thing you wish your parents, teachers, or coaches really understood or knew about you?TV  -  Explain what makes your  favorite television show  so enjoyable or relatable to you. Persuasive Essay Writing Prompts Persuasive essays use facts and reasoning to convince the reader to embrace the writer’s opinion or take a course of action. These essay prompts empower seventh graders to write persuasively about an issue they genuinely care about.   Outdated Laws - What is one law or family or school rule that you think needs to be changed?  Convince lawmakers, your parents, or school leaders to make the change.Bad Ads - Advertising can have a powerful impact on consumers.  What is a  product that you’ve seen advertised that you don’t think should be? Explain why  the media should quit showing these ads.Puppy Love - You want a pet, but your parents don’t think you need one. What would you say to change their minds?Lights, Camera - What is your favorite book of all time? Write an essay  convincing  a producer to make a movie about it.Snooze Button - Studies have shown that tweens and teens need more sleep.  Write a proposal for a later school  start time.Body Shop - Magazines can negatively impact their readers’ body image by using edited images of models. Convince a teen magazine publisher that they should not use heavily-edited model images in their publication.It Can’t Be Over - The  network is canceling  your favorite television  show. Write a paper convincing the station that they’re making a mistake. Curfews -  Some malls have policies forbidding kids under 18 to be at the mall without adult supervision during certain times. Do you think this is fair or unfair? Defend your position.Team Spirit - Should homeschooled students be allowed to play sports on public or private school teams? Why or why not?Smartphones - All of your friends have the latest smartphone, but you only have a â€Å"dumb phone.† Should your parents  upgrade your phone, or are smartphones for middle school kids a bad idea?Bullies - Some dogs, such as pit bulls or  Dobermans, are labeled â€Å"bully breeds.†Ã‚  Is this label deserved or undeserved?Money Can’t Buy You Love - People say that money can’t buy  happiness, but some studies have shown that people with higher incomes may be happier. Do you think  this is true? Why or why not?Ratings -  There are age restrictions on movies and video games, ratings on  television shows, and  warning labels on music. Computers and smartphones offer parental controls. Do adults have too much control over what kids watch and listen to or do these restrictions serve a valuable purpose? Expository Essay Writing Prompts Expository essays describe a process or provide factual information. These prompts can serve as jumping-off points for the explanatory process.   School’s in Session - Would you rather attend public school, private school, or be homeschooled. Explain the benefits of your choice.Admiration  -  Who do you  admire from your life or history? Write an essay describing how their character or contributions to their community have earned your respect.Global Community -  If you could live anywhere in the world, where would you live? Write about your dream hometown and why you want to live there.Peer Problems - Peer pressure and bullying can make life as a middle school student difficult.  Describe a time you were pressured or bullied and how it affected you.Order Up -  A friend wants to learn how to make your favorite food.  Detail the process, step-by-step, so your friend can recreate the dish.Addictions - Many  people are impacted by drug or alcohol addictions. Share facts about how  the  use of these substances negatively affects families or communities.  Serve Others - Community service is a valuable ex perience. Describe a time you volunteered. What did you do and how did it make you feel? City or Country Mouse - Do you live in a big city or a small town? Explain why you do or don’t like living there.Aspirations - What  do you want to be when you’re an adult? Explain why you’d choose that  career  or what you’ll do to prepare for it.Point in Time - Sometimes people bury time capsules so  future generations can learn about the past. What would you  include to give an accurate snapshot of life in the current time?Hobbyist  -  You’re  friend  wants to take up your favorite hobby. Explain  it to him.SOS - A natural disaster has destroyed homes and businesses in a nearby city. Describe what you can do to help.Wonder Twin Power  - Some superheroes can fly or  become invisible. If you could have any superpower, what would it be and why? Creative Essay Writing Prompts Creative essays are fictional stories.  They use  plot, character, and dialog to engage and entertain the reader. These prompts will get the creative juices flowing.   Fan Fic -  Write a story about your favorite characters from a book, film, or television show.Cats vs. Dogs - You have two pets of different species. Write a story from their point of view about a day  at home alone.Time Travel - You find a time machine in your backyard. What happens when you step inside?Dream State - Think about a time when you woke in the middle of a vivid dream. What would have happened if the dream  hadn’t been interrupted?New Door  -  You’ve just  discovered a door that you’ve never seen before. What happens when you walk through it?Secret Keeper - You find out your best friend has kept a secret from you. What is the secret and why didn’t your friend tell you?Fridge Fun - Write a story from the perspective of an item in your refrigerator.Desert Island - You’ve just discovered an uncharted island. What happens next?Fly on the Wall  - You  see two people talking excitedly, but you can’t hear what theyâ€⠄¢re saying.  Write a story about what they might be saying.Special Delivery - You receive a battered package in the mail. Write a story about its journey from the sender to you. A Mile in My Shoes - You find a pair of shoes in the thrift store and put them on. Suddenly you find yourself transported into someone else’s life. Describe what happens.Mission to Mars - Imagine that you’re a pioneer to start a colony on Mars. Write about a typical day on your new planet.Snow Days - You find yourself snowed in for a week with your family. There is no electricity or phone service.  What do you do for fun?

Apush Explorers and Revolutionary War

French explorer that explored the Great Lakes, the Mississippi River, and he Gulf of Mexico 4. Fort Niceness ¶y g. After Washington and his men fired and killed some French troops and their leader outside of Fort Duquesne, Washington set up hastily constructed breastworks called Fort Necessity h. After a ten hour siege, he was forced to surrender his entire command in July 1754, but was permitted to march his men away with the full honors of war 5. The French and Indian War/ 7 Years War I. The fourth Anglo-French struggle j.It was fought in America and in Europe, the West Indies, the Philippines, Africa, and in the ocean k. In Europe, the principle adversaries were Britain ND Prussia against France, Spain, Austria and Russia l. France wasted so many troops in Europe that it was unable to send sufficient support to the colonies 6. General Edward Bradford m. Sixty year old officer that was experienced in European warfare n. He was sent to Virginia with a strong detachment of British troops o. After foraging scanty supplies from the colonists, he set out in 1755 with 2 thousand men to capture Fort Duquesne p.Most of his force consisted of ill-disciplined colonial militiamen q. Burdocks expedition moved slowly because they had to drag heavy artillery r. A few miles from the fort, Bradford encountered a much smaller force of French and Indians, but they ran into the thickets and poured a murderous fire into the ranks of the redcoats s. Washington came to Burdocks aide t. Bradford was mortally wounded and the British force was routed after terrible losses 7. General James Wolfe and the Battle of Quebec u. 32 years Old and had been an officer since age 14 v.He sent a detachment up a poorly guarded part of the rocky eminence protecting Quebec w. They scaled the cliff and by morning, the 2 armies faced each other on the Plains of Abraham on the outskirts of Quebec He fell fatally wounded after the battle, but the French were defeated and the city surrendered 8. The Peace of Paris of 1763 y. French power was thrown completely off the continent of North America z. The French were allowed to retain several small but valuable sugar islands in the West Indies, and two islets in the Gulf of SST.Lawrence for fishing stations {. France ceded to Spain, all trans-Mississippi Louisiana plus New Orleans l. Spain gave Florida to Britain for Cuba where Havana had fallen into British arms 9. Chief Pontiac War y. Pontiac led several tribes including a handful of French traders in a lenient campaign to drive the British out of Ohio country Pontiac war besieged Detroit in the spring of 1 763 at the hands of a rival chieftain and overran all but 3 of the British posts west of the Appalachians, killing 2000 soldiers and settlers CLC.The British retaliated by waging a primitive biological warfare where one British commanded ordered blankets infected with small pox to be distributed among the Indians . This crushed the uprising and brought an uneasy truce to the frontier Pontiac died in 1769 at the hands off rival chieftain 10. The Proclamation of 1 763 . It flatly prohibited settlement in the area beyond the Appalachians, ending further adjustments . This document was not intended to oppress the colonists at all, but to work out the Indian problem fairly and prevent another bloody eruption like Pontiac uprising Chapter 7 1.The Navigation Acts: a. Passed by Parliament in 1650 to target rival Dutch shippers trying to elbow their way into the American carrying trade b. All commerce flowing to and from the colonies could only be transferred in British vessels Required that European goods destined for America first had to be landed in Britain where tariff duties could be collected and British middlemen could take a slice of the profits d. American merchants must ship enumerated goods, notably tobacco, exclusively to Britain even though the prices might be better elsewhere 2.Salutary Neglect: e. Navigation Laws that were imposed held no intolerable burden mainly because they were loosely enforced (Salutary Neglect) 3. George Greenville: f. Prime Minister that first aroused the resentment of the colonists in 1763 by ordering the British Navy to begin strictly enforcing the Navigation Laws g. He secured from Parliament the Sugar Act of 1 764 h. Quartering Act of 1 765: required certain colonies to provide food and quarters for British troops I. Stamp Act of 1 765 j. Greenville regarded these measures as reasonable and just k.He was simple asking the Americans to pay a fair share of the costs for their own defense I. Colonists believed that Greenville was striking at their local liberties 4. Sugar Act of 1 764: m. First law ever passed by Parliament for raising tax revenue in the colonies for the crown n. It increased the duty on foreign sugar imported from the West Indies o. After bitter protests, the duties were lowered substantially and the agitation died down 5. Stamp Act of 1 765: p. Greenville was trying to raise the tax revenues to support the new litany force q.The Stamp Act mandated the use of stamped paper or the affixing of stamps, certifying payment of tax r. Stamps were required on bills of sale for about fifty trade items as well as on certain types of commercial and legal documents, including playing cards, pamphlets, newspapers, diplomas, bills of lading, and marriage licenses 6. Taxation without Representation: s. The phrase colonists chanted after the stamp act was enacted 7. Virtual Representation: t. Greenville claimed that the American colonies were represented in Parliament u.He declared that the power of Parliament was supreme and undivided and that every member of Parliament represented all British subjects, even those Americans in Boston or Charleston who had never voted for a member of the Parliament v. Americans scoffed at the idea of virtual representation 8. Stamp Act Congress 1765: w. It brought together in NYC, 27 distinguished delegates from nine colonies x. After debating, the members drew up a statement of their rights and grievances and beseeches the king and Parliament to repeal the repugnant legislation y. The Congress, which was ignored in England, made little splash at the time in America z.It was one more step to colonial unity 9. Non-lamentation Agreements: A promising stride towards union I . People started using home made goods and stopped purchasing British imports This gave colonial men and women a chance to participate in colonial protests 10. Sons of Liberty: Took law into their own hands D. Cried Liberty, Property, and No Stamps . They enforced importation agreements against violators with tar and feathering . Patriotic mobs ransacked the houses of unpopular officials, confiscated their money, and hanged effigies of stamp agents on liberty poles 11. Declaratory Act 1766: .Reaffirmed Parliaments right to bind the colonies in all cases whatsoever It defined the constitutional principle it would not yield: absolute and unqualified sovereignty over its North American colonies Charles Townsend: . Seized control of the British ministry as the new Prime Minister Champagne Charley . Persuaded Parliament to pass the Townsend Acts . Often drunk 12. . Understood the difference between external and internal taxes 13. Townsend Acts 17671 Light import tax on glass, white lead, paper, paint and tea . Made this tax an indirect customs duty payable at American ports .To the Americans, this difference did not matter . Parliament suspended the legislature of NY because of failure to comply tit the quartering act . The Townsend Acts were to be earmarked to pay the salaries of the royal governors and judges in America Importation acts were quickly revived against Townsend acts Boston Massacre 1 770: . A crowd of 60 townspeople set upon a squad of ten redcoats hit the red coats with clubs . The troops opened fire and killed or wounded eleven citizens first to die was Crisps Attacks . Only 2 red coats Were found guilty Of man slaughter 15.King George Ill: . 32 years old 14. . They . The . Strenuously attempting to assert the power of the British monarchy Townsend Acts had failed to produce revenue He was a good man but a bad ruler . He surrounded himself with cooperative yes men and a corrupt Prime Minister Lord North 16. Lord North: . Under Lord North, Parliament repealed the Townsend revenue duties except the tax on tea The tax that colonists found most offensive was retained to keep alive the principle of parliamentary taxation . Corrupt 17. Committees Of Correspondence 1772: .Samuel Adams organized the local committees of correspondence He formed the first one in Boston in 1772 which provoked 80 other towns in their colonies to set up similar organizations . Their chief function was to parade the spirit of resistance by interchanging letters and this keep alive opposition to British policy . Virginia created the House of Burgesses in 1773 by creating such as body such as a standing committee of the House of Burgesses . Within a short time, every colony had established a central committee through which it could exchange ideas and information with other 18.British East India Company: . In 1773, it was overburdened with 17 million pounds of unsold tea and was facing bankruptcy . If it collapsed, then the London government would lose heavily in tax revenue, so they decided to assist the company by warding it a complete monopoly Of American tea business . The company offered to sell tea much cheaper even with the tax, but Americans refused to buy it 19. Boston Tea Party 1 773: . A band of Bostonians, disguised as Indians, boarded the docked tea ships on December 16, 1773 . They smashed open 342 crates of tea and dumped the contents into the harbor .After this, Hutchinson traveled to Britain and never returned 20. Coercive/lamentable Acts 1 774: . In 1774, it passed a series of acts designed to chastise Boston in particular, Massachusetts in general . Called the massacre of American Liberty Boston Port Act was the most drastic. It closed the harbor until damages were paid and order could be ensured . Many of the chartered rights of colonial Massachusetts were swept away . Restrictions were placed on town meetings . Enforcing officials who killed colonists in the line of duty could now be sent to Britain for trial .Quebec Act 1774: guaranteed the French their Catholic religion and permitted them to retain their customs and traditions and extended the boundaries of Quebec southward down to the Ohio River 21 . First Continental Congress: . 1774 the first congress was to meet in Philadelphia to consider ways Of dressing colonial grievances . 12/13 colonies with only Georgia missing sent 55 distinguished men . They deliberated for 7 weeks from Seep 5-act 26 . It was not a legislative, but a consultative body a convention rather than .After prolong argument, the congress drew up several a congress dignified papers including the Declaration of Rights . The most significant action of the Congress was the creation of the Association 22. Declaration of Rights: . Made by the continental congress 23. The Association: . It called a complete boycott on British goods: importation, non- exportation, and non-consumption The delegates were not yet calling for independence, they wanted to repeal the offensive legislation and return to the happy days before parliamentary taxation 24.

Design of a Motor Speed Sampling, Amplification, Filtering and Display Essay - 1

Design of a Motor Speed Sampling, Amplification, Filtering and Display Circuit - Essay Example Based on the requirements of the course, it is mandatory that the current signal be converted between the ranges -2.5 mA to 2.5 Ma and through a voltage signal ranging between the voltages of 2 V to 3 V. When all the recommended conversions have been done, then it is advisable that any noise that may be available be suppressed in AC signals that have frequencies that exceed 100 Hz. When all these have been carried out, the analogue circuit is converted into digital signals and A to D converter is maintained at 8 bit. The 8 bit of the digital signal is then relayed onto the 7-segment for display. The converter finally gives the ADC clock of the whole system. This course work may be analyzed based on two major components. These components include analogue circuits of the system and the digital circuits of the system. The analogue circuits of the system operate on signals of low currents that are meant for conversion to the voltage signals. The noise is then filtered out from the signals of the AC. The analogue circuit consists of the following parts thus, rectifiers, low pass filters, and the amplifiers (Gieras & Wing 2002). The rectifiers are used to convert alternative current voltages into the signals of direct current voltages, the low pass filters are used to filter the noise that might be present in the alternative current voltage signals that have been amplified, and finally, amplifiers are used in the amplification of the small signals of the currents into the required voltage signal ranges. The part of the digital circuit is categorized into the following thus, converters classified as A to D, the 8-bit synchronous counter, and decoders classified as BCD and SSD. The D to A converters are used in the conversion of the analogue circuit signals to the digital circuit signals. The converter feeds the ADC clock of the system. BCD to SSD converters are used

Complacent Employee, Sharon B. Buchbinder Case Study

Complacent Employee, Sharon B. Buchbinder - Case Study Example He feels beleaguered with all the busy schedule and work load and believes that his work is loved by all teachers and students. He works for long hours and stays at school till late hours to attend to all the needs and requirements of the students in the school. He is dedicated to his work assisting troubled kids and at times their families. His office is often filled with kids that need to be psychological assistance and are troubled from problem arising from either at school or home. This case involves Miller, who is satisfied with is work being fired by the administration because it aims to cut down on its cut backs and budgets. It is during one of this session that he receives an unexpected visitor. The unexpected visitor was his Boss miss Harriet who rarely visited. It was the first time for her to come to Miller’s office. When, he saw her miller immediately suspected that something was amiss. Her visits to the elementary school were always brief as she only greeted and a t times grinned to people and left the premises shortly after. However in this occasion she had something, to share with Miller and, he suspected that it was something serious. According to Miller his job entailed counseling troubled kids and ensuring that they did not end up in any stupid act. For instance, the kid he was tending to shortly before Harriet arrived was threatening to kill herself by taking several pills (Buchbinder, 380). Although, Miller was a hard worker and concentrated fully on his main task of counseling he was wrong on ignoring other prescriptions of his work. The job entitled him to write reports to administration to illustrate his contribution to the school. However, he ignored this thus leading to the administration to conclude that he was doing nothing. Although he explains to his boss that he is industrious, and works for lengthy hours he was wrong to ignore writing of reports which was significant to the administration. By ignoring his duties, and assumin g the reports could wait was wrong. Bob also assumed that the reports meant for the superiors were unnecessary (Buchbinder, 379). This was detrimental to his career because part of the consequence would be him losing his job. Without those reports, this was because his superiors could not know whether he was performing his duties but assume that he was sitting at his desk doing nothing. The administration way of assessing its employees is ineffective. This is because no one supervises Bob or requests for the reports. This indicates the weakness of the school administration. It does not have a personal touch with it employees thus leading to the situation such as Bob’s. It is only ethical that when someone makes a mistake mostly in the working place, they should be warned at least once before firing them. It came as a shock to Bob when the news of his lay off was broken to him as he was not aware. Everything was done in a short notice that did not even prepare him psychologica lly. Bad news, such as a person losing a job is not something that should be done in a hurried manner, for they might cause serious repercussions (Sims, 1). The administration should have at least notified its employees of the planned layoffs. This was unfair to the employees such as Bob who are left jobless without an arranged plan B. Using a short notice to fire puts Bob in a peculiar position as he believes he has devoted his life to labor for the school; thus he deserves a decent treatment despite his flaws. It is also disheartening to discover that the administration has already lined up a replacement for Bob even before he has left. The administration has already hired the services of a part-time psychologist from Melville middle School to take Bob’s position (Buchbinder, 380). However, it is true that Bob’

How to Get a Job Easily Essay Example | Topics and Well Written Essays - 750 words

How to Get a Job Easily - Essay Example The paper explores the difficulties in getting hired for required position and analyses why some people cannot find a job easily even if they are expert in their field. Or how can we reflect the true picture about our skills which can fit with the required position. Therefore, it's important for work seekers to learn some steps in order to get hired at the first attempt. However, the realization of this desire does not happen easily and automatically. To some, it is a whole nightmare to go through the job searching process because of the numerous records of how other people have failed. But the proposition of whether getting job easily or through the hardest way out is a phenomenon that does not happen by chance. It actually takes a person to work his or her way through to getting a job easily. To most job experts, there is a three-tier model or principle that if the job seeker uses, he or she is much likely to land on a job easily. This three-tier model is dubbed good CV-good search method-good interview. The simple implication behind this model is for the job seeker to first and foremost have very good curricula vitae (CV), use an effective job searching medium and also have command over interviews. In the first instance, a curriculum vitae or resume should be seen as a fundamental tool in getting a good job. The resume is actually a powerful ultra scan tool that has the power of bringing to light the potentials and capabilities of the job seeker that cannot be readily seen through observation. The resume therefore speaks for the job seeker by outlining his qualifications, skills, interests, aims, experiences and ambitions for a given job. It is therefore important that job seekers approach the designing of their resumes professionally. It must be recognized that the resume is considered by most employers as an academic principle that ought to follow certain strict format and procedure. It is therefore important to include such things as name, date of birth, address, contacts, work history master list, list of experiences starting from the latest one, qualification and training master list, interests and referees. It is also important to make available on demand certificates and other documentations to proof everything that is stated on the resume. Above all, the resume needs to be accompanied with a cover letter, explaining why one is interested in a particular organization and determine the pertinent skills and experience. After settling with a very good resume, one has to take decision on the job search method to use. To find job easily, it is advised that a job seeker will cast his net wide. It is wrong for a person to put all his eggs in one basket because in that case if the person loses that basket he losses all his eggs. In other words, it is prudent to use as varying means and media of searching for job as possible. Ultimately, the internet, newspaper, radio and job hunt agencies would do. A modern and effective trend has also been found to be the use of networking whereby a person relies on information of job openings from friends, relatives and old mates. This is very effective because it has been research that most job openings are not advertised in any of the mediums stated above (Gardener, 2009). This way, a person will be exposed to wider range of job openings. This will give the job seeker the opportunity to be highly selective of the kind of jobs to go for and those to avoid based on experience and qualification. Ultimately, the job seeker but remember that the fact that he needs a job does not mean that he should apply for just any job opening at all even if that does not meet his qualifications

Genetically Modified Crops) Research Paper Example | Topics and Well Written Essays - 750 words

Genetically Modified Crops) - Research Paper Example When it comes to food, one has to be absolutely sure about safety and health of human beings. Absence of surety makes GMC unsafe for human health. There are also risks that some genetically modified crops can increase resistance of different antibiotics and this can lead to health issues (Conway, 2000). This type of resistance can render any antibiotic useless and can prolong illness. In genetically mutated crop, different genes are artificially introduced and some of these genes can increase resistance to important medicines like antibiotics. Genetically modified crops are also unpredictable because no one knows how they will be reacting with natural human genes and our bodily function. The pose risk to human health because modified genes can react with human body and lead to health issues and other types of illnesses. GMC has also been found to produce health defects and organ failures in animal testing (Dona & Nitoyannis, 2009). This is also a significant reason to worry about genetically modified food and crop. Animal testing has showed its dangers and therefore it is only logical to assume that these crops might also pose risk of organ failures in human beings. One of the main benefits if genetically modified crops is that that it can end famine and shortage of food problem from the developing countries. Most developing countries face shortage of food and this can be eradicated through use of genetically modified crop as it increases efficiency of crops and make it more resistant to pests. Genetically mutated crops can also help farmers of developing countries where soil is not fertile enough to sustain good crop yields. Through these crops, farmers can increase their output which can in turn lead to prosperity for farmers. There are also economic benefits of the crop as it offers protection from pests. Farmers can save significant amount of money on pesticides. Also these crops increase output and this makes it more economical

Critically examine the strengths and weaknesses of the UK's uncodified Essay

Critically examine the strengths and weaknesses of the UK's uncodified constitition - Essay Example However, none of the constitutions in the world countries is known to have perfectly performed its mandate and achieved perfection in its use. Different constitutions in various countries have their own flaws, which limit their effectiveness in those countries. Therefore, although constitutions give direction in governance and highly influence many spheres in a country, they all have their own disadvantages. This is also the case with the constitution of the United Kingdom, which has advantages and disadvantages in the country, due to various reasons, as will be discussed. The constitution of the UK is quite different from those of most countries. While most countries in the world use written constitutions in their governance, the UK continues to make use of the uncodified constitution. By uncodified, it does not mean that none of the elements constituting the constitution is written down. However, in this constitution, one or more elements constituting the constitution might be written down, but there is no one single or whole document, having all the elements of the constitution written in it. Most countries however, as noted, use the written or codified constitution; this includes even the United States of America. Therefore, being among the few countries that do not use a written constitution, considerable attention has been drawn to the significance of the constitution of the UK (Pilkington 1999). The unwritten constitution of the United Kingdom is also referred to as an uncodified constitution. This is a more appropriate term to refer to the UK constitution. Pilkington (1999) emphasizes that, the United Kingdom has different parts of its constitution written down, but what it only lacks is a one document, compiling all those elements of the constitution. Therefore, this means that the United Kingdom uses convention and common

Discus and Biomechanics Essay Example | Topics and Well Written Essays - 3000 words

Discus and Biomechanics - Essay Example The knees should be moved forward but with flexion in order to provide support for the hands with the discus. The ankles should also be a bit up and with flexion in order to put the hips in position and to provide support to the knees. The hops are help in the front position with no rotation so as to provide the base for the discuss weight on hands. The hands are also placed in a relaxed position on the sides in order not to destabilize the stability. The center of gravity is maintained at the center, in discus throw, one should try to maintain the center of gravity as low as possible in order to provide them with stability as they try to increase the momentum required just before the throw. The left hand that has no discus should always be maintained in the same position with the right hand that holds the discus so that there can be adequate weight distribution across the body. Being with the neck at no rotation helps to keep one’s gaze in front where the discus is to be thro wn. Base Support: standing with the left foot in front of the right foot, the right arm with the discus is put to swing in a forward motion while the left arm remains in a backward swing. The waist in a leftward rotation 33 degree and legs are also spread. Description of Movements: the discus thrower has his right arm with the discus in front while keeping his stance stable. His legs apart with the left leg in front of the right leg and his eyes fixed on the throwing direction as he begins to rotate. This is the second phase where getting a good stance is important. Proper Techniques and Flaws in this Performance: the right arm in front with the left leg, is to spread the body weight so as to increase stability of the discus thrower. The shoulders are allowed to rotate at certain degrees as they should allow the load in the hand to move freely, and by the time the right

Critically examine the strengths and weaknesses of the UK's uncodified Essay

Critically examine the strengths and weaknesses of the UK's uncodified constitition - Essay Example However, none of the constitutions in the world countries is known to have perfectly performed its mandate and achieved perfection in its use. Different constitutions in various countries have their own flaws, which limit their effectiveness in those countries. Therefore, although constitutions give direction in governance and highly influence many spheres in a country, they all have their own disadvantages. This is also the case with the constitution of the United Kingdom, which has advantages and disadvantages in the country, due to various reasons, as will be discussed. The constitution of the UK is quite different from those of most countries. While most countries in the world use written constitutions in their governance, the UK continues to make use of the uncodified constitution. By uncodified, it does not mean that none of the elements constituting the constitution is written down. However, in this constitution, one or more elements constituting the constitution might be written down, but there is no one single or whole document, having all the elements of the constitution written in it. Most countries however, as noted, use the written or codified constitution; this includes even the United States of America. Therefore, being among the few countries that do not use a written constitution, considerable attention has been drawn to the significance of the constitution of the UK (Pilkington 1999). The unwritten constitution of the United Kingdom is also referred to as an uncodified constitution. This is a more appropriate term to refer to the UK constitution. Pilkington (1999) emphasizes that, the United Kingdom has different parts of its constitution written down, but what it only lacks is a one document, compiling all those elements of the constitution. Therefore, this means that the United Kingdom uses convention and common

Road to Independence Notes Essay Example for Free

Road to Independence Notes Essay People are reconsidering the policy of colonialism. 1. After WWII, people questioned whether dictatorship was a good idea. 2. â€Å"All nations should be free from the power of other nations. † 3. Keeping colonies had a high cost. It wasn’t worth it. 4. Colonized people pressed harder for freedom. Ex: British-held India II. A Movement Toward Independence A. The Indian’s strive to freedom intensifies. 1. British had power over India for 2 centuries. 2. Britain drafted Indians into WWII in 1939 without the consent of the the colony’s representatives. . Gandhi launched civil disobedience and many who followed were arrested. 4. To gain favor of the Indians, Britain promised government changes after WWII, but didn’t offer freedom. Besides colonialism, India struggles with internal conflict. 1. They have religious disagreements. 350 million Hindus 100 million Muslims 2. The Congress Party (aka Indian National Congress: India’s national political party) was made up mostly of Hindus, and a few Muslims. C. The Muslim League is created. 1. The Muslim League (1906) is the organization against the mostly Hindu Congress Party, aimed to protect Muslim interest. . (The leader) Muhammad Ali Jinnah asked all Muslims to leave the Congress party. He would not accept independence from Britain if it meant staying under Hindu rule. III. Freedom Brings Turmoil A. The decision of who receives power is being made. 1. The British lost much wealth after WWII, and was ready to turn over their power, since keeping up with colonies was costly. 2. The power will either be given to Hindus or Muslims. B. Muslims resisted Hindu domination. 1. Rioting broke out and in 1946, there were 20,000 casualties in a 4 day clash in Calcutta. C. Pakistan was created. 1. To maintain peace, Britain decided to partition (division of Indian religions into separate nations; idea first brought up by Muslims) India. 2. North western and eastern part of India became Pakistan which was dominated by Muslims. D. Everything in India was being divided. 1. British granted India and Pakistan a month of independence in July 16, 1947. 2. Princes had to decide which nation they’d join. 3. The civil service (courts, military, railways, police) was divided. 4. The differing religions had to decide where to go. E. One million people died during the move to their new nation. 1. Muslims killed Sikhs moving to India. 2. Sikhs and Hindus killed Muslims going to Pakistan. 3. Gandhi went to the Indian capital (Delhi) to ask for mercy, but was killed by a hindu extremist in January 30, 1948. F. Hindus and Muslims fight for Kashmir. 1. Kashmir is at the northern point of India next to Pakistan. 2. It had a Hindu ruler, but the majority of people living there was Muslim. 3. Fighting continued until UN arranged cease-fire in 1949. 4. One-third went to Pakistan (Muslims) and the rest to India (Hindus). IV. Modern India A. India has become the world’s largest democracy. 1. India gained independence in August 15, 1947. 2. Jawaharlal Nehru (the independent nation’s first prime minister) addressed India’s freedom. B. Nehru is the leader. 1. He served the first 17 years of India’s independence as leader. 2. He was a devoted follower of Gandhi. 3. He emphasized democracy, unity, and economic modernization, and became very popular with all Indian groups. C. Nehru pushed India forward. 1. He led newly independent nations into making alliances with other non aligned nations. 2. He reorganized the states by language and pushed for industrialization and social reform. 3. He raised the status of those in lower class (lower castes and women). D. A new leader came. 1. Nehru died in 1964. 2. His daughter, Indira Gandhi, became prime minister in 1966, left office, and was re elected in 1980. E. Challenges set on Indira caused more violent acts and death. 1. Sikh extremists wanted an independent state. 2. The Golden Temple was the Sikh’s religious center. 3. The Sikhs attacked symbols of Indian authority, so Indians troops overran the Golden Temple, killing 500 Sikhs and destroying sacred property. 4. Indira was gunned down by Sikh bodyguards and another murder spree occurred, killing thousands of Sikhs. . Indira’s son, Rajiv, became prime minister, but lost power because of corruption. He was then killed. F. Atal Bihari Vajpayee faced problems. 1. The leader of the nationalist party of India, Vajpayee, faced challenges of overpopulation and strife among religions. 2. The struggle between India and Pakistan was bad, now that they became nuclear powers. India exploded a nuclear device in 1974. For 24 years, India improved nuclear capability in private. In 1998, 5 nuclear tests were conducted. Pakistanis also showed they had nuclear capabilities. The nuclear weapons of both rival groups became an international concern, especially because of Hindus and Muslims continuous struggle over Kashmir. V. Pakistan Copes with Freedom A. Pakistan was already very turbulent and had differences between West Pakistan and East Pakistan. B. The two regions of Pakistan struggled with each other. 1. A tidal wave hit East Pakistan and killed 266,000 residents in 1970, calling for international aid that West Pakistan was not eager in giving. 2. East Pakistan protested and called to end all ties with West Pakistan. C. Pakistan undergoes its own partition. 1. On March 26, 1971, East Pakistan became Bangladesh. 2. Civil war broke out. Indians sided with Bangladesh and Pakistan surrendered. 3. 1 million people died. 4. One-seventh of area and one-half of the population in Pakistan was lost. D. Pakistan is instable. 1. After the death of the first governor general of India, the nation had no strong leader and went through many military coups. First in 1958 by Ali Bhutto Second in 1977 by General Zia Third Benazir Bhutto, Ali’s daughter, became prime minister. Fourth, Sharif in 1997. VI. Bangladesh and Sri Lanka Struggle A. Bangladesh faces many problems. 1. War brought economic and communication issues in Bangladesh. 2. Sheik Mujibur Rahman became the first prime minister of Bangladesh. Interested more in power than making reparations 3. Bangladesh tries to become democratic and fraud and corruption was common. Recently, it has been more stable and Begum Khaleda Zia became prime minister in 2001. 4. Natural disasters were troublesome. Bangladesh (low-lying) is subject to cyclones, tidal waves, massive storms which floods lands, ruins crops, takes lives, and homes. 5. Rapid growth in population put stress on the economy. There is civil strife in Sri Lanka. . Sinhalese Buddhists and Tamil Hindus make up the two main groups in Sri Lanka. 2. Tamils wanted to become a separate Tamil nation and violence occurred in order to do so. Rajiv Gandhi and the president on Sri Lanka made an agreement that called Indian troops to disarm Tamil rebels. A civil war between Tamils and Sri Lankans still exists. New Nations in Africa: Chapter 34 Section 3 I. Setting the Stage A. Africa was also a nation victim to colonization. B. Like India, they were unwilling to return to colonization after WWII, so they also won their independence and went on to creating new African nations. II. Achieving Independence A. A movement is made for Black Heritage. 1. The French-speaking Africans and West Indians grew pride for traditional Africa. 2. The Negritude movement (movement to celebrate African culture, heritage, and values) was formed. B. WWII changed the views of colonies and colonizers, which helped Africa gain independence from 1950s-1960s. 1. The African joined Europeans in WWII to defend freedom, and were unwilling to return to colonization. 2. The European colonizers developed morale and wondered whether it was a good idea to still hold colonies. In addition to morale, maintaining colonies was costly and wasn’t viewed as something worth losing money for. C. Africa achieved independence in a unique way. 1. Unlike other colonized areas that pushed for independence, Africa was colonized indirectly and directly. Those who were ruled indirectly were able to enjoy limited self-rule and were ruled by local officials. They achieved independence more easily. Those ruled directly were governed at all levels by foreigners and did not have any self rule. To get independence, they had to fight wars. D. Africa struggled even after they gained their independence. . They had to start from scratch: creating a new gov. , and establishing postcolonial economy. 2. Internal conflicts made it hard create stable nations. When colonized by Europeans, Africa was separated by random and many tribes who shared the same culture were divided and enclosed with rival groups, causing violence. III. Ghana Leads the Way A. The Gold Coast, a British colony, achieves full independence. 1. The Gold Coast (South of the Sahara) achieved independence, so British allowed for Africans to be nominated for legislative council. 2. However, they wanted full freedom and created a group. . Kwame Nkrumah (leader of the nonviolent group) organized strikes and boycotts, and was also imprisoned many times, (starting in 1947) eventually being able to liberate the Gold Coast from the British government. B. Good intentions called for opposition against Nkrumah. 1. The Gold Coast became Ghana (from the Ghana Kingdom of Africa) after it received its independence in 1957. 2. Nkrumah, th e first prime-minister and president for life, pushed for industrialization by building new roads, schools, and health facilities. 3. His programs were too costly, and people began to oppose him. C. Ghana still continues to struggle. 1. Nkrumah was criticized for neglecting economic issues. 2. When in China (1966) he was replaced by the police and army in Ghana. 3. The power shifts between civilian and military rule, and Ghana struggles economically. 4. 2000 marks the first open election in Ghana. IV. Fighting for Freedom A. The British is forced to allow Kenyan self-government. 1. The British were unwilling to give Kenyans independence because they’ve taken over prized farmland in the northern highlands of Kenya. 2. The Kenyans had 2 developments which forced British to surrender. Jomo Kenyatta’s (Kenyan nationalist) strong leadership. The Mau Mau, a secret society of mostly native Kenyan farmers forced out of the highlands by British people. B. The Mau Mau fight for independence. 1. Guerilla tactics were used to push out the British from the highlands. 2. Kenyatta had no connection to the Mau Mau but did not stop them from fighting for their freedom. 3. Kenyatta was imprisoned for about a decade. 4. Kenya was granted independence in 1963, however, 10,00 Africans and 100 settlers died. C. After gaining independence, Kenya still faced some struggles from poor leadership. 1. Kenyatta became the president and worked to reunite various groups in his nation, but he died in 1978. 2. He was succeeded by a weak leader, Daniel arap Moi. 3. Under Moi’s leadership was opposition to his one-party rule, corruption, and conflicts between ethnicities killing hundreds and making thousands homeless. 4. He left office in 2002, and a new party gained power through elections. D. Algeria wins independence through battle. 1. Algeria had a population of 1 million French and 9 million Arabs and Berber Muslims. 2. French did not want to share political power with the natives even after WWII. . The FLN (Algerian National Liberation Front) would fight for freedom, and upon hearing this, the French sent half a million troops to fight the FLN. 4. The FLN won and gained independence in July 1962. E. Uncertainty within Algeria calls for civil war. 1. The FLN leader, Ahmed Ben Bella, becomes president and attempts to make Algeria follow socialism, but is overthrown. 2. From 19 65-1988, Algeria tried to modernize, but failed. Religious fundamentalists wanted to make Algeria an Islamic state because they were dissatisfied with the current government and high unemployment rates. 3. The Islamic Salvation Front (FIS) won elections in 1990 and 1991, but the government and army refused the results. 4. Civil war broke out between Islamic militants and the government, and goes on and off until this day. V. Civil War in Congo and Angola A. The people of Congo were unprepared for independence, and it led to turmoil. 1. Belgians colonized and plundered Congo taking all its riches and resources such as rubber and copper. 2. They gave no social services to the natives of Congo, and did not prepare them for independence. 3. They granted Congo (aka Zaire from 1971-1997) independence in 1960, which cause upheaval, and civil war. B. Congo goes through two leaders. 1. Years of civil war sprung up, and Mobutu Sese Seko (aka Colonel Joseph Mobutu) seized power in 1965. He renamed Congo to Zaire and ruled it for 32 years. He held control over Zaire with force, one-party rule, and bribing supporters with gifts. He withstood rebellions. 2. In 1997, he was overthrown by Laurent Kabila (rebel leader). Zaire was renamed The Democratic Republic of Congo. C. Kabila wasn’t the leader people hoped for, and a new leader rises. 1. He became president and promised a democracy, but never delivered it. 2. Civil war broke out again, and rebel groups wanted to overthrow Kabila. . He was assassinated by a bodyguard in 2001. 4. Joseph Kabila, his son, took power and pushed for peace. 5. Rebels stopped rebelling in 2002 in hope that the peace may come. D. Angola (South West of Congo) fought for independence. 1. Angola was ruled by the Portuguese who were unwilling to let go of their colony. 2. An independence movement broke out and Portugal sent 50,000 troops to end it, which wiped out half of Portugal’s budget. 3. The cost of war and the war’s opposition in Portugal called for them to withdraw from Angola in 1975. E. Civil war broke out in Angola. 1. Angola became a new nation, and the MPLA (Communist leaning â€Å"Popular Movement for the Liberation of Angola†) declared itself as the government. 2. Rebel groups fought against the government for power. 3. 50,000 Cuban troops and Soviet Union supported the MPLA. 4. South Africa and the U. S. supported the UNITA (the major opposition to the MPLA; â€Å"National Union for the Total Independence of Angola†) 5. The MPLA and UNITA abandoned many cease-fire agreements, but in 2002, a peace accord was agreed to and the civil war ended. Conflicts in the Middle East: Chapter 34 Section 4 I. Setting the Stage A. By the end of WWII, Jewish finally gained its own state, which proved to have bad consequences. 1. The Jewish gained a state that was located by the Mediterranean Sea. 2. It consisted of mostly Arabs who rejected the creation of a Jewish state. 3. Palestinians claimed Jewish states to be theirs, therefore opposing Jewish states. 4. Wars were fought between Jews and Arabs, and Jews and Palestinians. II. Israel Becomes a State A. Palestinians, Jews, and Arabs all claim the same lands (Israel, West Bank, and the Gaza Strip in modern day Palestine). 1. Jews’ reason: 3,000 before, Jewish Kings ruled the lands from Jerusalem. . Palestinians’ reason: land was theirs since Jewish exile on A. D. 135. 3. Arabs’ reason: their conquest of the lands in the 7th century (600s). B. The Jews wanted to return to Palestine and gain a Jewish state centuries after their exile. 1. The Jewish were unable to gain their own state after their exile, and dispersed around the world (Diaspor a). 2. Zionists (people who favored a Jewish state in Palestine) started returning to their homeland during the 19th and 20th centuries (1800s-1900s). C. A British idea of creating a Jewish homeland in Palestine cause sparks between the Jews and Palestinians. 1. The British directed Palestine (League of Nations’ commands) as a result of the loss of the Turkish Ottoman Empire in WWI. 2. Many Jews were in Palestine, and pressed for their own nation. 3. Palestinians opposed the idea, so when Secretary Sir Arthur Balfour of Britain proposed creating a Jewish state while keeping the rights of non-Jewish communities (Balfour Declaration) and the plan failed, tensions rose between Palestinians and Jews. D. The U. S. and many European nations felt sympathy towards the Jews, who were targeted in the Holocaust, so they devised a plan that would give Jews what they desired. 1. The UN General Assembly voted for partition in Palestine, one part being a Palestinian state, the other being a Jewish state, and Jerusalem being an international city owned by no one. 2. The Jews made up 34% of the population but gained 55% of the land. E. The partition was set, although Muslims and Palestines rejected it. 1. â€Å"The UN has no right to make such a proposal without first consulting the majority who will be affected by it. †- Muslims and Palestinians. 2. David Ben Gurion (leader of Jews in Palestine) announced that the independent nation of Israel was formed on May 14, 1948. III. Israel and Arab States in Conflict A. War broke out between Israeli and Arab states. 1. The first one (won by Israel) was a day before Israel became a nation, where Islamic states (Egypt, Iraq, Jordan, Lebanon, Saudi, Arabia, and Syria invaded Israel. B. The partition wasn’t fully effective because of fighting. 1. Israel seized half of Palestine in 1948-1949. 2. 600,000 Palestinians left to nearby UN sponsored refugee camps. 3. Arabs also seized Palestinian lands. C. War broke out in 1956 during the Suez Crisis. 1. Egypt seized the Suez Canal. 2. Gamal Abdel Nasser (Egyptian president) sent troops to seized the canal controlled by British because he was angry that the U. S. and British stopped financially supporting Egypt’s Aswan Dam. 3. Britain formed an alliance with France and israel to regain the Suez canal. 4. Israel defeated the Egyptians using air support of their European allies. 5. The war ended when the U. S. and Soviets forced Israel and Europeans out of Egypt, ultimately giving Egypt the Suez Canal by the end of the Suez Crisis. D. Another war broke out in 1967, called the Six-Day War. 1. Nasser and Arab allies, equipped with Soviet tanks and aircraft were ready to confront Israel and close off Israel’s outlet to the Red Sea, the Gulf of Aqaba. 2. Israelis knew Arabs would attack, so the struck airfields in Egypt, Iran, Jordan, and Syria, and ground forces defeated Arab states in this Six-Day War. 4. Israelis gained the lands around them (Jerusalem, Sinai Peninsula, The Golden Heights, and the West Bank). 5. They served as buffers for future attacks. 6. Palestinians living in Jerusalem chose Jordanian citizenship, and others not living in Jerusalem went other Jewish control. E. A fourth War broke out in October 1973, called the Yom Kippur War. 1. Anwar Sadat,(Egyptian president who succeeded Nasser) planned an Arab attack on Israel during Yom Kippur. . Sadat was able to reconquer land lost in the Six-Day War. 3. Golda Meir (prime minister of Israel during the Yom Kippur War) counterattacked and regained most the land. 4. After weeks of fighting, a truce was declared. F. Palestinians pushed for recognition and its own state. 1. The UN had given Palestinians its own state during the partition, but the land given was seized by Is raelis during their vast amount of wars. 2. The PLO (Palestine Liberation Organization) was organized by Palestinian officials in 1964, and initially consisted mostly of social workers, like teachers, lawyers.

Analysis of Staff Motivation Levels

Analysis of Staff Motivation Levels Abstract The objective of this project is to investigate whether employees at WILO company are well motivated and if there is a need for improvement of the level of employee satisfaction in WILO subsidiaries in Poland and Hungary. This research study presents the methods of employee motivation and the rewarding system adopted by WILO company. This project is a result of a theoretical study of available literature as well as empirical research conducted at the company in order to analyse the effectiveness of the implemented methods and system. The analysis has also provided background for defining the role of managers and the required skills in the process of motivating employees. In addition, salary and benefits, good atmosphere, interesting job, professional development and job security have been tested and proved to be key motivating factors for both Polish and Hungary WILO employees. Nowadays in the increasingly competitive global economy it seems to be of great significance that motivated employees might turn into the source of the companys competitive advantage, especially in such areas as: quality, service and costs. Therefore, there seems to be a necessity to create a committed workforce, which is an investment for the future resulting in boosted efficiency, creativity, increased turnover, and subsequently a strong position of the company on the competitive market. PREFACE The current competitive business world is focused on fast development and sustainability of strong position on the market, therefore companies search for various ways of ensuring their success. The success of the business seems to be an outcome of the interaction between employees vs. customers, product and the organisation. Therefore, to create a business oriented company these three elements have to work out together to generate a profit for the organisation and financial benefits for employees. Hence, it is significant for an organisation to create a culture where employees would feel appreciated. This might be reached by providing rewards and incentives or benefits in return for their effective work. As a result of this, employees are expected to make efforts to accomplish objectives of an organisation. Background Employee motivation is a key factor in the success or failure of any organisation. In hard economic times, which require companies to face the need to increase both budget cuts and productivity, it appears crucial to maintain workers loyalty and motivate them continuously. Should an organisation omit to motivate its staff, less productivity may occur, morale is not high as well as products and services are of a lower standard. I have selected the topic of motivating and rewarding of employees as my interests are focused on motivation programmes and I wish to gain an improved understanding of the area of building employee engagement. Moreover, my choice was dictated by my willingness to develop a better understanding of what precisely could motivate employees in different subsidiaries at WILO company. Furthermore, I wish to concentrate on factors which could potentially encourage employees to be committed to work and develop a better atmosphere at a workplace. The objective of the study The main objective of the project is to investigate whether employees at WILO company are well motivated and if there is a need for improvement of the level of employee satisfaction in WILO subsidiaries in Poland and Hungary. Moreover, the goal of the research is to conduct a theoretical study of selected literature as well as empirical data collection by means of a survey, questionnaires and interviews at WILO company. I will also attempt to analyse the data to be aware of the current level of motivation as well as classify significant motivators for the Polish and Hungarian employees at WILO company. Finally I wish to draw a conclusion to improve the level of satisfaction and to build a better committed workforce. Summary The project has been divided into six chapters: Introduction to the study, literature review, WILO company motivation and compensation system, methodology, results of the survey, and conclusion. The literature of the field presents all manner of findings concerning solutions to the problem of motivating and rewarding employees. For the purpose of formulating the main concepts of my thesis, I reviewed a wide variety of relevant literature, which serves to provide a theoretical background to my study. First part of the literature review covers the definition of motivation as well as various theories of motivation. Moreover, I explore Maslows hierarchy of needs theory, in comparison with Herzbergs theory, Alderfer as well as McClelland theory and McGregor theory (Schermerhorn, 2005). Furthermore, I focus on personalities and behaviour of employees and cover various issues regarding motivation and compensation systems, techniques and tools, and, in addition, I wish to explore the role of a manager. The following part focuses on a motivation and compensation system at WILO company. I will attempt to present the way of motivating and rewarding employees at WILO company as well as the benefits and perks received by WILO employees. Furthermore, I introduce the training system which is applied at WILO to boost productivity. The thesis will consist of two parts, that is a theoretical and a practical one. In the theoretical part of my thesis, I intend to examine selected literature of the field in order to present possible ways of motivating and rewarding. In the practical part of my thesis, I will conduct a research whose purpose is to analyse empirical data extracted by means of questionnaires carried out in the Polish and Hungarian subsidiaries of WILO company. My study will explore the role of leadership in the process of motivation and methods of improving working conditions, by means of bonuses provided by the company. Finally, I draw a conclusion and discover crucial findings regarding motivation and compensation of the Polish and Hungarian subsidiaries of WILO company. Motivating and rewarding employees is one of the most significant and the most challenging activities that managers perform. Managers invariably debate on ways of motivating, thus we are in a position to find numerous views and speculations regarding this topic. It appears to be crucial to demonstrate briefly paramount ideas regarding motivation and rewarding of employees, presented by different authors. Moreover, both academic researchers as well as practicing managers have attempted to understand and explain the problem of employee motivation for years (Robbins, Coulter, 2003 p. 425). Furthermore, effective managers who expect from their employees the maximum effort recognise that they are required to be familiar with the way employees are motivated as well as to modify their motivational practices to satisfy their needs. Chapter Two Literature Review Definition of Motivation There is hardly anything more frustrating than working hard, meeting or exceeding expectations and discovering that it doesnt matter to your company. You get nothing special, or you get what everyone else does. People need to get differentiated rewards and recognition to be motivated. (Jack Welch, 2005:107). There seems to be a wide variety of definitions of motivation. It is a term originally descended from the Latin word movere, which means to move (Rue, Byars, 2000). However, it has been extended to include the various factors by which human behaviour is triggered (Campbell Pritchard, 1976). What is interesting, the concept of the motivation was already well-known in ancient times as, for instance, Egyptian pyramids or the Great Wall in China without motivation and determination would not exist. It should be borne in mind that the problem of motivation is not a current development. Research conducted by William James in the late 1800s pointed out the significance of motivation. He assumed that hourly employees might keep their jobs by applying approximately 20 to 30 percent of their ability. Moreover, he found that highly motivated workers will perform at approximately 80 to 90 percent of their ability. Consequently, highly motivated employees are in a position to increase in performance as well as significantly decrease in problems such as turnover, strikes, absenteeism (Rue, Byars, 2000). As expressed by the 34th American president Dwight D. Eisenhower: Motivation is the art of getting people to do what you want them to do because they want to do it. Motivation might be analysed by the following sequence: Consequently, in motivation needs create motives, which lead to the accomplishment of goals. Moreover, a motive is a stimulus which leads to an action that satisfies the need, which means that motives create actions. When employees achieve the goals, they satisfy the needs and simultaneously decrease the motive. Nonetheless, it might occur that other needs may arise. Understanding the motivation sequence provides managers with slight help in determining what motivates employees (Rue, Byars, 2000). Nowadays it is extremely important to have motivated employees in every organisation. While non-motivated employees will not provide good service, they are likely to make mistakes and the reputation of the organisation may suffer as a result. Therefore, all businesses need enthusiastic and committed employees who work to support organisational goals. What is important, motivation occurs within people; therefore work needs to meet their goals as well. Additionally, people have different motivation, consequently a reward that is attractive to one employee might be unimportant to another (Boddy, 2002). Moreover, one of the paramount factors which has an impact on efficiency and effectiveness of employees work as well as how they organise time at work is their motivation (Bruce and Pepitone, 2001). While, as claimed by Forsyth (2001), non-motivated employees tend to spend more time on breaks, surfing the internet or private discussion. Nevertheless, motivation commences with employee engagement, and engagement starts with effective communication skills. As mentioned by Jack Welch, former CEO of General Electric (GE) and current Business Week columnist, no company, large or small, can succeed over the long run without energised employees who believe in the mission and understand how to achieve it. It is also worth mentioning that three main words in this quotation remain the secret to motivating employees: energised, believe, understand (Gallo, 2008). Moreover, according to Carmine Gallo (2008), successful companies have employees who believe in their mission. As emphasised by Scott Cook (INTU), people want more than a paycheck. They want to feel as though they are part of something bigger than themselves. When discussing motivation, not only should we mention a different management style adopted in Europe in comparison to Asia and America, but also the differences between companies in the same country or even differences between workplaces in the same company. To understand better what precisely could motivate employees I will attempt to explore what motivation means in general. As claimed by Dessler (2004), a motive is an incentive that stimulates the person into the action or provides direction as well as hints to action. However, Robbins and Coulter (2003) presented a different view. They claim that motivation is the willingness which brings out high levels of strivings to achieve goals as well as to satisfy individual needs. What is more, studies conducted by Schermerhorn (2005), also provide a valuable input. He argues that motivation is in charge of the standard, direction, as well as tenacity of effort developed at the workplace. Moreover, in order to understand motivation, it is essential to understand human nature as it might be very simple or very complex at the same time. Hence, understanding the human nature is significant for effective motivation of employees at the workplace. Gary Dessler (2004) argues that motivation is the intensity of an employee desire to engage in some actions. However, Buford, Bedeian Lindner (1995) stated that motivation is a tendency to behave in an intentional manner to fulfil particular and insatiable needs. Nevertheless, Kreitner (1995) presented a different view. According to his statement, motivation is a psychological process that provides behaviour aim and direction. Furthermore, as defined by John Schermerhorn (2005) and subsequently supported by Stephen Robbins and Mary Coulter (2003), motivation is the willingness which presents the level, direction, and perseverance of effort expanded at work to satisfy some individual needs. As claimed by Kondo (1995), motivating the employees is one of the numerous conditions and policies recognised to achieve the objectives of each company. Moreover, people involved in a task have to be sufficiently motivated to overcome all difficulties. Therefore, by saying, a company is its people it is meant that () people are our most important assets (Schermerhorn, 2005). This statement demonstrates that a proper approach to people in an organisation is extremely important, that is, if managers treat employees appropriately, they will be repaid with effective work. What is important, even if we create an outstanding organisation, it will not be effective and even counter-productive if the employees lack motivation (Kondo, 1995). To conclude, highly motivated employees seem to be the most important assets for owners, chairmen, managers. Otherwise the productivity of the employees and the costs of the production will dramatically deteriorate. Personality and behaviour of employees It is commonly known that people differ in characters, abilities, values, behaviour, and needs. Moreover, different actions cause various reactions on people. One employee might jump whenever the boss wishes, while the other would not execute this order (Dessler, 2004). For a manager it is significant to be familiar with how to manage different personalities as ineffective management of a team with different personalities as well as working styles might lead to a failure of a particular project. As stated by Schermerhorn (2005) personality is the mixture or overall profile of characteristics that causes one person to stand out from all others. personality As claimed by Carl Jung, the Myers-Briggs Type Indicator (MBTI) is a popular tool for measuring personality. This system is helpful for organisations to be familiar with the working styles of employees, balance teams and avoid conflicts. According to Myers-Briggs, assessment characteristics of personality are classified as: Introvert/Extrovert; Sensing/Intuition; Thinking/Feeling; and Judging/Perceiving. The MBTI questionnaires categorised people into 16 personality types along four scales (Mutchler, 1998). Employees who possess the introvert personality tend to be introspective, they are often an analytical and scrupulous team member. However, extroverts are active as well as easy-going and comfortable with expressing their ideas openly. The sensing/intuition personalities tend to measure process of information. A sensing person seems to be visual and fact-oriented, whereas an intuitive person has a tendency to be more open and creative. The thinking/feeling type of personalities refers to the decisions making. Thinkers draw conclusions based on external standards and regulations, however, feelers are more focused on protecting feelings and values. As team members, feelers might consolidate people, while thinkers are successful in expressing logical reasons behind decisions. Finally, judging/perceiving concerns the approach people have to their life. People with judging personality tend to be well organised and they know what to do about their daily activities, while people with perceiving personalities are more flexible and spontaneous. It is note-worthy that every team is enriched by diversity, therefore, a range of personalities might create a stronger team. Moreover, the diversity of the team might bring into a project different ideas, which is bound to increase performance and creativity of the team (Boddy, 2002). On the other hand, as claimed by Gary Dessler (2004) and illustrated in Figure 4. psychologists, nowadays emphasise the big five personality traits as they apply to such behaviour at work as extroversion, emotional stability, agreeableness, conscientiousness and openness to experience. Extroversion is personality where a person is outgoing, assertive and friendly. While emotional stability names someone who is relaxed, calm and secure. Moreover, this person is emotionally stable and confident. Agreeableness, in turn, is someone who is good-natured, cooperative and trusting. Furthermore, a person who possesses an agreeable personality is also in good relationships with others, and a disagreeable person generates conflicts and discomfort for others. The following personality is called conscientiousness. An employee with this character trait is responsible, trustworthy and careful. On the other hand, a person who lacks conscientiousness is careless and often doing little. Finally, openn ess is the degree, to which someone is curious, open to new idea and creative. What is more, an open person is tolerant, open to change and receptive to new things. Moreover a person who lacks openness is resistant to change, narrow-minded and has limited sources of interests (Schermerhorn, 2005). Many studies conclude that these five traits signify the essential structure of personality, and therefore influence how the person behaves (Beck, 2000). In addition, personality traits are not the only one factor which is responsible for persons behaviour at work. Therefore, individual differences in abilities also influence workers behaviour and performance (McCormick and Tiffin, 1974). To perform the work successfully every employee needs to possess appropriate abilities. However, even the most competent employee will not perform the task successfully without motivation. Therefore, Performance = Ability x Motivation (Dessler, 2004). As claimed by Richard Field (2002) the main goal of attitudes is information of how to act with regard to other person. Moreover, attitudes are significant in organisations as they affect behaviour. Additionally, we may distinguish three parts of work attitudes that are the affective, such as what the employee feels about work, as well as the cognitive attitude- what the employee thinks about the work and the international- what actions is the employee planning to perform at work. Moreover, the job satisfaction is influenced by both the work environment and by the employees personal traits. It has been assessed that the individuals personality constitute between 10% and 30% of employees job satisfaction, however, 40% to 60% of the discrepancy in job satisfaction is motivated by situational factors. Furthermore, the interaction between personality and the situation constituted between 10% and 20% (Field, 2002). Theories of Motivation There are numerous motivation theories, however, the universal theory of motivation, which can explain all its aspects does not exist as each person is unique and has different needs and expectations. Managers have for ages attempted to understand why for one person work is enthusiastic and challenging, and means a possibility to improve the ability, while for other person work is something which you have to perform, as compulsion to survive and for living in a good condition. Theories of motivation focused on how managers might motivate their subordinates. However, they also have to motivate other people such as colleagues, consumers, or other managers. Psychologists created three main approaches when studied what motivates employees such as the need-based, process based and learning/reinforcement-based approaches. Need-based Approaches to Motivation Need-based approaches to motivation concentrate on how needs trigger people to act the way they act as well as which needs are the most significant for each person. The most common theories of motivation are: Maslows Hierarchy of Needs Theory, Herzbergs theory, McClelland theory and McGregor theory. Scientists generally commence most discussions concerning motivation by explaining individual needs; therefore, as claimed by Schermerhorn (2005), a need is an unmet desire. An extremely significant and generally known theory of motivation is Maslows needs-hierarchy theory. Abraham Maslow a hierarchy of needs Abraham Maslow was an American clinical psychologist, who formed a theory of human motivation to understand the needs of his patients. This model suggests that people have different types of needs. He also found it useful to investigate data and observations of Douglas McGregor theory. He proved that the lower-order needs are leading until they are at least partly satisfied (Maslow, 1970). On the basis of this theory, an unsatisfied need can change a persons behaviour while a satisfied one can be a motivator of immediate action. As illustrated in Figure 5, Maslow argued that there is a hierarchy of five levels of needs. Starting from the lowest one, we may distinguish needs such as physiological, security, social, self-esteem and self-actualisation. Physiological needs are the needs essential for survival, such as: food, water, shelter and clothing. These needs may be satisfied in an organisation by monetary compensation. Maslow proved that if these basic needs are unsatisfied, people will focus on activities that allow them to obtain the necessity of life. If they do not fulfil these basic needs, they will not strive to reach the higher needs (Boddy, 2002). However, if the physiological needs are gratified, new needs would appear which he called security needs. These needs provide such values as: security, protection, stability, dependency (Maslow, 1970). They protect from fears, anxiety and chaos. In the event of this need being paramount for a person, a stable and regular job with secure working conditions may satisfy them. A company may meet these needs by medical or retirement benefits. The following need is belongingness which may be reached by assuring a place in the group or family. This need triggers affection and love and also requires closeness and cooperation with other people. This is the desire for acceptance and approval by friends and co-workers (Boddy, 2002). Maslow discovered that a wide variety of people possess self- esteem needs, which means self-respect and the respect of others. Self-respect is gratified when people have a sense of achievement, confidence, adequacy and competence. Moreover, people search for the respect of others, a desire for reputation in the eyes of other people such as prestige, status, attention and recognition. They wish to be noticed by others. In most cases they take challenging or difficult tasks just to demonstrate that they are good at their job. This behaviour gives them respect and status. To motivate employees through satisfying those needs, management may offer them recognition awards. Finally, Maslow named the paramount range of needs as self-actualisation, which provides the desire for self-fulfilment as well as potential. Maslows pointed out that this need only begins to dominate when the all lower-level needs have been relatively satisfied. People who wish to gratify self-actualisation needs will search for personal relevance in their work. They are more willing to value new responsibilities to realise their potential and also develop new talents, skills or horizons (Boddy, 2002). Unfortunately, on this level it is almost impossible to satisfy a person completely as this refers to the feeling of self-fulfilment and the realisation of ones potential, which become higher and higher during persons development. This need may be gratified by paying attention to allowing a person to participate in seminars or temporary assignments to special projects. Maslows hierarchy of needs model is referred to as a content theory, it focuses on what will motivate a person without exactly explaining why an individual is motivated. It is not a complete model of human motivation, but it does demonstrate how managers can approach the basic needs of their employees (Alderfer, 1969). Moreover, it suggests that there are significant differences among people in terms of the needs they may wish to satisfy. A manager should always have in mind that motivators may change over time due to environmental influences and the individuals life cycle. It is also note-worthy that, until basic needs are satisfied, people will not concentrate on high-level needs. However, there is little evidence that people must meet their needs in the same sequence of the hierarchy, for instance not all of them must gratify social needs such as affiliation and esteem before moving on to satisfy self-actualisation needs (Dalrymple, 1992). Furthermore, there are people for whom se lf-esteem is often more significant then love, however, for others creativeness is the priority. In this case, they are not searching for self-actualisation once they satisfied their basic needs. Others had such permanently low aspirations that they experienced life at a very basic level (Boddy, 2002). In other words, it is of great significance that human beings always have a variety of needs (Kondo, 1995). Clayton Alderfer- Existence Relatedness Growth (ERG) Theory The following theory provided by Clayton Alderfer (1969) was based on Maslows research and focuses on three needs: existence, relatedness and growth. His work was built on Maslows ideas, however, he presented an alternative to them. He created and researched his theory in questionnaires as well as interview-based studies conducted in five organisations such as: bank, a manufacturing firm, two colleges and a school. His existence needs are similar to Maslows physiological needs and to security needs such as: concern for losing the job and salary. They include physiological desires such as hunger and thirst which symbolise deficiencies in existence needs. Nevertheless, pay and benefits symbolise ways of satisfying material requirements (Dessler, 2004). Relatedness needs focus on relationships with important people such as: family, friends, but also bosses, subordinates, team members or customers. Additionally, they require interpersonal interaction to gratify the needs such as prestige and esteem from others. People gratify these needs by sharing thoughts and feelings. Moreover, acceptance, understanding, and confirmation are significant for satisfying relatedness needs (Boddy, 2002). Growth needs are approximately equal to Maslows needs for self-esteem and self-actualisation. People satisfy these needs if they deal with problems by using their skills or developing new talents (Alderfer, 1969). Maslows and Alderfer models can be distinguished in two major ways. Maslows created five sets of needs, while Alderfer formulated three. Moreover, Maslow claimed that each of the needs should be satisfied before moving to the next level of needs. However, Alderfer argued that existence, relatedness and growth needs are active simultaneously (Dessler, 2004). David McClelland- Need for Affiliation, Power and Achievement David McClelland (1961) examined the way people think in wide variety of situations. Moreover, he claimed that managers should satisfy employees higher-level needs. His research discovered three categories of human needs. They vary in degree in all employees and managers, and characterise style and behaviour. The need for affiliation means to develop and maintain interpersonal relationships. People who have the need for affiliation are motivated to maintain strong relationships with family and friends. In social meetings they attempt to create friendly atmosphere by being agreeable or providing emotional support (Litwin Stringer, 1968). The need for power means to be in a position to influence and control others. People with the need for power wish to influence others directly by providing opinions, making suggestions. They would find themselves as teachers or public speakers as well as leaders. However, the need for power depends on persons other needs. A person with a strong need for power but a low need for good relationships might turn into a dictator. Simultaneously, a person with strong needs for friendship might turn out to be a social worker or a cleric. McClelland assumed that a good manager is motivated by a regimented and regulated concern for influencing others (McClelland, 1995). It means that a good manager should have the need for power; however it always has to be under control. The need for achievement means taking personal responsibility and demonstrating successful results. People who have a strong need for achievement have a predisposition to reach a success, and they are searching for advancement at work. They possess the strong need to achieve satisfaction from challenging goal or task. These people prefer tasks in which success is reasonably achievable, consequently avoiding tasks which are too easy or too difficult (McClelland, 1961). To sum up, it is note-worthy that what is valuable to one person might mean nothing to another. One manager may aspire for promotion, while other is searching for stability and is more satisfied with a slower track. For some managers independence and autonomy are of great significance as they wish to work on their own, while others are more concerned with long-run career job security and also they wish to have stable future (Dessler, 2004). Frederick Herzberg Hygiene-Motivator (two-factor) Theory The following theory provided by Frederick Herzberg (1959) is Hygiene Motivation Theory. He split Maslows theory into lower-level (physiological, security, social) and higher-level (ego, self-actualisation) needs. According to the motivation theory proposed by Herzberg , motivation is managed by two different types of factors such as satisfiers and dissatisfiers. It seems that employees experience dissatisfaction with things such as low pay or noisy working environment and it is significant to eliminate these dissatisfiers. In turn, to motivate employees it is crucial to enrich daily work in satisfiers. Moreover, to motivate employees it is also significant to involve them in preparing working standards and setting work goals, precisely appraising their results, as well as rewarding them appropriately (Kondo, 1995). Herzberg conducted a research with 200 engineers and he focused on their experience of work. The respondents were asked not only to reminisce about a time when they had good time at work but they were also asked to bring back to memory a time when they felt bad at work and provide the background (Boddy, 2002). Research analysis demonstrated that when employees thought about good times they mentioned factors such as: recognition, achievements, responsibility, advancement, and personal growth, work itself, etc. However, when they were describing the bad time, they mentioned the following factors: supervision, company policy and administration, salary, working conditions, interpersonal relations, etc. Herzberg concluded that factors which generate dissatisfaction are hygiene factors and these satisfiers he called motivators, as they seemed to influence individual performance and effort (Herzberg, 1959). According to Herzebrg, it seems to be significant to motivate employees by creating challenges and opportunities for achievement. Consequently, dissatisfied personnel work with lower motivation and their Analysis of Staff Motivation Levels Analysis of Staff Motivation Levels Abstract The objective of this project is to investigate whether employees at WILO company are well motivated and if there is a need for improvement of the level of employee satisfaction in WILO subsidiaries in Poland and Hungary. This research study presents the methods of employee motivation and the rewarding system adopted by WILO company. This project is a result of a theoretical study of available literature as well as empirical research conducted at the company in order to analyse the effectiveness of the implemented methods and system. The analysis has also provided background for defining the role of managers and the required skills in the process of motivating employees. In addition, salary and benefits, good atmosphere, interesting job, professional development and job security have been tested and proved to be key motivating factors for both Polish and Hungary WILO employees. Nowadays in the increasingly competitive global economy it seems to be of great significance that motivated employees might turn into the source of the companys competitive advantage, especially in such areas as: quality, service and costs. Therefore, there seems to be a necessity to create a committed workforce, which is an investment for the future resulting in boosted efficiency, creativity, increased turnover, and subsequently a strong position of the company on the competitive market. PREFACE The current competitive business world is focused on fast development and sustainability of strong position on the market, therefore companies search for various ways of ensuring their success. The success of the business seems to be an outcome of the interaction between employees vs. customers, product and the organisation. Therefore, to create a business oriented company these three elements have to work out together to generate a profit for the organisation and financial benefits for employees. Hence, it is significant for an organisation to create a culture where employees would feel appreciated. This might be reached by providing rewards and incentives or benefits in return for their effective work. As a result of this, employees are expected to make efforts to accomplish objectives of an organisation. Background Employee motivation is a key factor in the success or failure of any organisation. In hard economic times, which require companies to face the need to increase both budget cuts and productivity, it appears crucial to maintain workers loyalty and motivate them continuously. Should an organisation omit to motivate its staff, less productivity may occur, morale is not high as well as products and services are of a lower standard. I have selected the topic of motivating and rewarding of employees as my interests are focused on motivation programmes and I wish to gain an improved understanding of the area of building employee engagement. Moreover, my choice was dictated by my willingness to develop a better understanding of what precisely could motivate employees in different subsidiaries at WILO company. Furthermore, I wish to concentrate on factors which could potentially encourage employees to be committed to work and develop a better atmosphere at a workplace. The objective of the study The main objective of the project is to investigate whether employees at WILO company are well motivated and if there is a need for improvement of the level of employee satisfaction in WILO subsidiaries in Poland and Hungary. Moreover, the goal of the research is to conduct a theoretical study of selected literature as well as empirical data collection by means of a survey, questionnaires and interviews at WILO company. I will also attempt to analyse the data to be aware of the current level of motivation as well as classify significant motivators for the Polish and Hungarian employees at WILO company. Finally I wish to draw a conclusion to improve the level of satisfaction and to build a better committed workforce. Summary The project has been divided into six chapters: Introduction to the study, literature review, WILO company motivation and compensation system, methodology, results of the survey, and conclusion. The literature of the field presents all manner of findings concerning solutions to the problem of motivating and rewarding employees. For the purpose of formulating the main concepts of my thesis, I reviewed a wide variety of relevant literature, which serves to provide a theoretical background to my study. First part of the literature review covers the definition of motivation as well as various theories of motivation. Moreover, I explore Maslows hierarchy of needs theory, in comparison with Herzbergs theory, Alderfer as well as McClelland theory and McGregor theory (Schermerhorn, 2005). Furthermore, I focus on personalities and behaviour of employees and cover various issues regarding motivation and compensation systems, techniques and tools, and, in addition, I wish to explore the role of a manager. The following part focuses on a motivation and compensation system at WILO company. I will attempt to present the way of motivating and rewarding employees at WILO company as well as the benefits and perks received by WILO employees. Furthermore, I introduce the training system which is applied at WILO to boost productivity. The thesis will consist of two parts, that is a theoretical and a practical one. In the theoretical part of my thesis, I intend to examine selected literature of the field in order to present possible ways of motivating and rewarding. In the practical part of my thesis, I will conduct a research whose purpose is to analyse empirical data extracted by means of questionnaires carried out in the Polish and Hungarian subsidiaries of WILO company. My study will explore the role of leadership in the process of motivation and methods of improving working conditions, by means of bonuses provided by the company. Finally, I draw a conclusion and discover crucial findings regarding motivation and compensation of the Polish and Hungarian subsidiaries of WILO company. Motivating and rewarding employees is one of the most significant and the most challenging activities that managers perform. Managers invariably debate on ways of motivating, thus we are in a position to find numerous views and speculations regarding this topic. It appears to be crucial to demonstrate briefly paramount ideas regarding motivation and rewarding of employees, presented by different authors. Moreover, both academic researchers as well as practicing managers have attempted to understand and explain the problem of employee motivation for years (Robbins, Coulter, 2003 p. 425). Furthermore, effective managers who expect from their employees the maximum effort recognise that they are required to be familiar with the way employees are motivated as well as to modify their motivational practices to satisfy their needs. Chapter Two Literature Review Definition of Motivation There is hardly anything more frustrating than working hard, meeting or exceeding expectations and discovering that it doesnt matter to your company. You get nothing special, or you get what everyone else does. People need to get differentiated rewards and recognition to be motivated. (Jack Welch, 2005:107). There seems to be a wide variety of definitions of motivation. It is a term originally descended from the Latin word movere, which means to move (Rue, Byars, 2000). However, it has been extended to include the various factors by which human behaviour is triggered (Campbell Pritchard, 1976). What is interesting, the concept of the motivation was already well-known in ancient times as, for instance, Egyptian pyramids or the Great Wall in China without motivation and determination would not exist. It should be borne in mind that the problem of motivation is not a current development. Research conducted by William James in the late 1800s pointed out the significance of motivation. He assumed that hourly employees might keep their jobs by applying approximately 20 to 30 percent of their ability. Moreover, he found that highly motivated workers will perform at approximately 80 to 90 percent of their ability. Consequently, highly motivated employees are in a position to increase in performance as well as significantly decrease in problems such as turnover, strikes, absenteeism (Rue, Byars, 2000). As expressed by the 34th American president Dwight D. Eisenhower: Motivation is the art of getting people to do what you want them to do because they want to do it. Motivation might be analysed by the following sequence: Consequently, in motivation needs create motives, which lead to the accomplishment of goals. Moreover, a motive is a stimulus which leads to an action that satisfies the need, which means that motives create actions. When employees achieve the goals, they satisfy the needs and simultaneously decrease the motive. Nonetheless, it might occur that other needs may arise. Understanding the motivation sequence provides managers with slight help in determining what motivates employees (Rue, Byars, 2000). Nowadays it is extremely important to have motivated employees in every organisation. While non-motivated employees will not provide good service, they are likely to make mistakes and the reputation of the organisation may suffer as a result. Therefore, all businesses need enthusiastic and committed employees who work to support organisational goals. What is important, motivation occurs within people; therefore work needs to meet their goals as well. Additionally, people have different motivation, consequently a reward that is attractive to one employee might be unimportant to another (Boddy, 2002). Moreover, one of the paramount factors which has an impact on efficiency and effectiveness of employees work as well as how they organise time at work is their motivation (Bruce and Pepitone, 2001). While, as claimed by Forsyth (2001), non-motivated employees tend to spend more time on breaks, surfing the internet or private discussion. Nevertheless, motivation commences with employee engagement, and engagement starts with effective communication skills. As mentioned by Jack Welch, former CEO of General Electric (GE) and current Business Week columnist, no company, large or small, can succeed over the long run without energised employees who believe in the mission and understand how to achieve it. It is also worth mentioning that three main words in this quotation remain the secret to motivating employees: energised, believe, understand (Gallo, 2008). Moreover, according to Carmine Gallo (2008), successful companies have employees who believe in their mission. As emphasised by Scott Cook (INTU), people want more than a paycheck. They want to feel as though they are part of something bigger than themselves. When discussing motivation, not only should we mention a different management style adopted in Europe in comparison to Asia and America, but also the differences between companies in the same country or even differences between workplaces in the same company. To understand better what precisely could motivate employees I will attempt to explore what motivation means in general. As claimed by Dessler (2004), a motive is an incentive that stimulates the person into the action or provides direction as well as hints to action. However, Robbins and Coulter (2003) presented a different view. They claim that motivation is the willingness which brings out high levels of strivings to achieve goals as well as to satisfy individual needs. What is more, studies conducted by Schermerhorn (2005), also provide a valuable input. He argues that motivation is in charge of the standard, direction, as well as tenacity of effort developed at the workplace. Moreover, in order to understand motivation, it is essential to understand human nature as it might be very simple or very complex at the same time. Hence, understanding the human nature is significant for effective motivation of employees at the workplace. Gary Dessler (2004) argues that motivation is the intensity of an employee desire to engage in some actions. However, Buford, Bedeian Lindner (1995) stated that motivation is a tendency to behave in an intentional manner to fulfil particular and insatiable needs. Nevertheless, Kreitner (1995) presented a different view. According to his statement, motivation is a psychological process that provides behaviour aim and direction. Furthermore, as defined by John Schermerhorn (2005) and subsequently supported by Stephen Robbins and Mary Coulter (2003), motivation is the willingness which presents the level, direction, and perseverance of effort expanded at work to satisfy some individual needs. As claimed by Kondo (1995), motivating the employees is one of the numerous conditions and policies recognised to achieve the objectives of each company. Moreover, people involved in a task have to be sufficiently motivated to overcome all difficulties. Therefore, by saying, a company is its people it is meant that () people are our most important assets (Schermerhorn, 2005). This statement demonstrates that a proper approach to people in an organisation is extremely important, that is, if managers treat employees appropriately, they will be repaid with effective work. What is important, even if we create an outstanding organisation, it will not be effective and even counter-productive if the employees lack motivation (Kondo, 1995). To conclude, highly motivated employees seem to be the most important assets for owners, chairmen, managers. Otherwise the productivity of the employees and the costs of the production will dramatically deteriorate. Personality and behaviour of employees It is commonly known that people differ in characters, abilities, values, behaviour, and needs. Moreover, different actions cause various reactions on people. One employee might jump whenever the boss wishes, while the other would not execute this order (Dessler, 2004). For a manager it is significant to be familiar with how to manage different personalities as ineffective management of a team with different personalities as well as working styles might lead to a failure of a particular project. As stated by Schermerhorn (2005) personality is the mixture or overall profile of characteristics that causes one person to stand out from all others. personality As claimed by Carl Jung, the Myers-Briggs Type Indicator (MBTI) is a popular tool for measuring personality. This system is helpful for organisations to be familiar with the working styles of employees, balance teams and avoid conflicts. According to Myers-Briggs, assessment characteristics of personality are classified as: Introvert/Extrovert; Sensing/Intuition; Thinking/Feeling; and Judging/Perceiving. The MBTI questionnaires categorised people into 16 personality types along four scales (Mutchler, 1998). Employees who possess the introvert personality tend to be introspective, they are often an analytical and scrupulous team member. However, extroverts are active as well as easy-going and comfortable with expressing their ideas openly. The sensing/intuition personalities tend to measure process of information. A sensing person seems to be visual and fact-oriented, whereas an intuitive person has a tendency to be more open and creative. The thinking/feeling type of personalities refers to the decisions making. Thinkers draw conclusions based on external standards and regulations, however, feelers are more focused on protecting feelings and values. As team members, feelers might consolidate people, while thinkers are successful in expressing logical reasons behind decisions. Finally, judging/perceiving concerns the approach people have to their life. People with judging personality tend to be well organised and they know what to do about their daily activities, while people with perceiving personalities are more flexible and spontaneous. It is note-worthy that every team is enriched by diversity, therefore, a range of personalities might create a stronger team. Moreover, the diversity of the team might bring into a project different ideas, which is bound to increase performance and creativity of the team (Boddy, 2002). On the other hand, as claimed by Gary Dessler (2004) and illustrated in Figure 4. psychologists, nowadays emphasise the big five personality traits as they apply to such behaviour at work as extroversion, emotional stability, agreeableness, conscientiousness and openness to experience. Extroversion is personality where a person is outgoing, assertive and friendly. While emotional stability names someone who is relaxed, calm and secure. Moreover, this person is emotionally stable and confident. Agreeableness, in turn, is someone who is good-natured, cooperative and trusting. Furthermore, a person who possesses an agreeable personality is also in good relationships with others, and a disagreeable person generates conflicts and discomfort for others. The following personality is called conscientiousness. An employee with this character trait is responsible, trustworthy and careful. On the other hand, a person who lacks conscientiousness is careless and often doing little. Finally, openn ess is the degree, to which someone is curious, open to new idea and creative. What is more, an open person is tolerant, open to change and receptive to new things. Moreover a person who lacks openness is resistant to change, narrow-minded and has limited sources of interests (Schermerhorn, 2005). Many studies conclude that these five traits signify the essential structure of personality, and therefore influence how the person behaves (Beck, 2000). In addition, personality traits are not the only one factor which is responsible for persons behaviour at work. Therefore, individual differences in abilities also influence workers behaviour and performance (McCormick and Tiffin, 1974). To perform the work successfully every employee needs to possess appropriate abilities. However, even the most competent employee will not perform the task successfully without motivation. Therefore, Performance = Ability x Motivation (Dessler, 2004). As claimed by Richard Field (2002) the main goal of attitudes is information of how to act with regard to other person. Moreover, attitudes are significant in organisations as they affect behaviour. Additionally, we may distinguish three parts of work attitudes that are the affective, such as what the employee feels about work, as well as the cognitive attitude- what the employee thinks about the work and the international- what actions is the employee planning to perform at work. Moreover, the job satisfaction is influenced by both the work environment and by the employees personal traits. It has been assessed that the individuals personality constitute between 10% and 30% of employees job satisfaction, however, 40% to 60% of the discrepancy in job satisfaction is motivated by situational factors. Furthermore, the interaction between personality and the situation constituted between 10% and 20% (Field, 2002). Theories of Motivation There are numerous motivation theories, however, the universal theory of motivation, which can explain all its aspects does not exist as each person is unique and has different needs and expectations. Managers have for ages attempted to understand why for one person work is enthusiastic and challenging, and means a possibility to improve the ability, while for other person work is something which you have to perform, as compulsion to survive and for living in a good condition. Theories of motivation focused on how managers might motivate their subordinates. However, they also have to motivate other people such as colleagues, consumers, or other managers. Psychologists created three main approaches when studied what motivates employees such as the need-based, process based and learning/reinforcement-based approaches. Need-based Approaches to Motivation Need-based approaches to motivation concentrate on how needs trigger people to act the way they act as well as which needs are the most significant for each person. The most common theories of motivation are: Maslows Hierarchy of Needs Theory, Herzbergs theory, McClelland theory and McGregor theory. Scientists generally commence most discussions concerning motivation by explaining individual needs; therefore, as claimed by Schermerhorn (2005), a need is an unmet desire. An extremely significant and generally known theory of motivation is Maslows needs-hierarchy theory. Abraham Maslow a hierarchy of needs Abraham Maslow was an American clinical psychologist, who formed a theory of human motivation to understand the needs of his patients. This model suggests that people have different types of needs. He also found it useful to investigate data and observations of Douglas McGregor theory. He proved that the lower-order needs are leading until they are at least partly satisfied (Maslow, 1970). On the basis of this theory, an unsatisfied need can change a persons behaviour while a satisfied one can be a motivator of immediate action. As illustrated in Figure 5, Maslow argued that there is a hierarchy of five levels of needs. Starting from the lowest one, we may distinguish needs such as physiological, security, social, self-esteem and self-actualisation. Physiological needs are the needs essential for survival, such as: food, water, shelter and clothing. These needs may be satisfied in an organisation by monetary compensation. Maslow proved that if these basic needs are unsatisfied, people will focus on activities that allow them to obtain the necessity of life. If they do not fulfil these basic needs, they will not strive to reach the higher needs (Boddy, 2002). However, if the physiological needs are gratified, new needs would appear which he called security needs. These needs provide such values as: security, protection, stability, dependency (Maslow, 1970). They protect from fears, anxiety and chaos. In the event of this need being paramount for a person, a stable and regular job with secure working conditions may satisfy them. A company may meet these needs by medical or retirement benefits. The following need is belongingness which may be reached by assuring a place in the group or family. This need triggers affection and love and also requires closeness and cooperation with other people. This is the desire for acceptance and approval by friends and co-workers (Boddy, 2002). Maslow discovered that a wide variety of people possess self- esteem needs, which means self-respect and the respect of others. Self-respect is gratified when people have a sense of achievement, confidence, adequacy and competence. Moreover, people search for the respect of others, a desire for reputation in the eyes of other people such as prestige, status, attention and recognition. They wish to be noticed by others. In most cases they take challenging or difficult tasks just to demonstrate that they are good at their job. This behaviour gives them respect and status. To motivate employees through satisfying those needs, management may offer them recognition awards. Finally, Maslow named the paramount range of needs as self-actualisation, which provides the desire for self-fulfilment as well as potential. Maslows pointed out that this need only begins to dominate when the all lower-level needs have been relatively satisfied. People who wish to gratify self-actualisation needs will search for personal relevance in their work. They are more willing to value new responsibilities to realise their potential and also develop new talents, skills or horizons (Boddy, 2002). Unfortunately, on this level it is almost impossible to satisfy a person completely as this refers to the feeling of self-fulfilment and the realisation of ones potential, which become higher and higher during persons development. This need may be gratified by paying attention to allowing a person to participate in seminars or temporary assignments to special projects. Maslows hierarchy of needs model is referred to as a content theory, it focuses on what will motivate a person without exactly explaining why an individual is motivated. It is not a complete model of human motivation, but it does demonstrate how managers can approach the basic needs of their employees (Alderfer, 1969). Moreover, it suggests that there are significant differences among people in terms of the needs they may wish to satisfy. A manager should always have in mind that motivators may change over time due to environmental influences and the individuals life cycle. It is also note-worthy that, until basic needs are satisfied, people will not concentrate on high-level needs. However, there is little evidence that people must meet their needs in the same sequence of the hierarchy, for instance not all of them must gratify social needs such as affiliation and esteem before moving on to satisfy self-actualisation needs (Dalrymple, 1992). Furthermore, there are people for whom se lf-esteem is often more significant then love, however, for others creativeness is the priority. In this case, they are not searching for self-actualisation once they satisfied their basic needs. Others had such permanently low aspirations that they experienced life at a very basic level (Boddy, 2002). In other words, it is of great significance that human beings always have a variety of needs (Kondo, 1995). Clayton Alderfer- Existence Relatedness Growth (ERG) Theory The following theory provided by Clayton Alderfer (1969) was based on Maslows research and focuses on three needs: existence, relatedness and growth. His work was built on Maslows ideas, however, he presented an alternative to them. He created and researched his theory in questionnaires as well as interview-based studies conducted in five organisations such as: bank, a manufacturing firm, two colleges and a school. His existence needs are similar to Maslows physiological needs and to security needs such as: concern for losing the job and salary. They include physiological desires such as hunger and thirst which symbolise deficiencies in existence needs. Nevertheless, pay and benefits symbolise ways of satisfying material requirements (Dessler, 2004). Relatedness needs focus on relationships with important people such as: family, friends, but also bosses, subordinates, team members or customers. Additionally, they require interpersonal interaction to gratify the needs such as prestige and esteem from others. People gratify these needs by sharing thoughts and feelings. Moreover, acceptance, understanding, and confirmation are significant for satisfying relatedness needs (Boddy, 2002). Growth needs are approximately equal to Maslows needs for self-esteem and self-actualisation. People satisfy these needs if they deal with problems by using their skills or developing new talents (Alderfer, 1969). Maslows and Alderfer models can be distinguished in two major ways. Maslows created five sets of needs, while Alderfer formulated three. Moreover, Maslow claimed that each of the needs should be satisfied before moving to the next level of needs. However, Alderfer argued that existence, relatedness and growth needs are active simultaneously (Dessler, 2004). David McClelland- Need for Affiliation, Power and Achievement David McClelland (1961) examined the way people think in wide variety of situations. Moreover, he claimed that managers should satisfy employees higher-level needs. His research discovered three categories of human needs. They vary in degree in all employees and managers, and characterise style and behaviour. The need for affiliation means to develop and maintain interpersonal relationships. People who have the need for affiliation are motivated to maintain strong relationships with family and friends. In social meetings they attempt to create friendly atmosphere by being agreeable or providing emotional support (Litwin Stringer, 1968). The need for power means to be in a position to influence and control others. People with the need for power wish to influence others directly by providing opinions, making suggestions. They would find themselves as teachers or public speakers as well as leaders. However, the need for power depends on persons other needs. A person with a strong need for power but a low need for good relationships might turn into a dictator. Simultaneously, a person with strong needs for friendship might turn out to be a social worker or a cleric. McClelland assumed that a good manager is motivated by a regimented and regulated concern for influencing others (McClelland, 1995). It means that a good manager should have the need for power; however it always has to be under control. The need for achievement means taking personal responsibility and demonstrating successful results. People who have a strong need for achievement have a predisposition to reach a success, and they are searching for advancement at work. They possess the strong need to achieve satisfaction from challenging goal or task. These people prefer tasks in which success is reasonably achievable, consequently avoiding tasks which are too easy or too difficult (McClelland, 1961). To sum up, it is note-worthy that what is valuable to one person might mean nothing to another. One manager may aspire for promotion, while other is searching for stability and is more satisfied with a slower track. For some managers independence and autonomy are of great significance as they wish to work on their own, while others are more concerned with long-run career job security and also they wish to have stable future (Dessler, 2004). Frederick Herzberg Hygiene-Motivator (two-factor) Theory The following theory provided by Frederick Herzberg (1959) is Hygiene Motivation Theory. He split Maslows theory into lower-level (physiological, security, social) and higher-level (ego, self-actualisation) needs. According to the motivation theory proposed by Herzberg , motivation is managed by two different types of factors such as satisfiers and dissatisfiers. It seems that employees experience dissatisfaction with things such as low pay or noisy working environment and it is significant to eliminate these dissatisfiers. In turn, to motivate employees it is crucial to enrich daily work in satisfiers. Moreover, to motivate employees it is also significant to involve them in preparing working standards and setting work goals, precisely appraising their results, as well as rewarding them appropriately (Kondo, 1995). Herzberg conducted a research with 200 engineers and he focused on their experience of work. The respondents were asked not only to reminisce about a time when they had good time at work but they were also asked to bring back to memory a time when they felt bad at work and provide the background (Boddy, 2002). Research analysis demonstrated that when employees thought about good times they mentioned factors such as: recognition, achievements, responsibility, advancement, and personal growth, work itself, etc. However, when they were describing the bad time, they mentioned the following factors: supervision, company policy and administration, salary, working conditions, interpersonal relations, etc. Herzberg concluded that factors which generate dissatisfaction are hygiene factors and these satisfiers he called motivators, as they seemed to influence individual performance and effort (Herzberg, 1959). According to Herzebrg, it seems to be significant to motivate employees by creating challenges and opportunities for achievement. Consequently, dissatisfied personnel work with lower motivation and their