EU Law - Incidental Direct effect and indirect effect Essay

EU Law - Incidental Direct effect and indirect effect - Essay Example GB Open Search has a contract with the Ministry of Science and Technology to install the fibre optic cable. The issue regarding Martin follows EU passing a directive (fictitious) on the right of all residents to high speed broadband by January 2014. This directive includes the duty to replace all existing broad band connections with modern connections to the new fibre optic system.1 It is to be implemented by member states by July 2013. UK uses a statutory instrument to implement the directive that says â€Å"all connections within private buildings will be replaced with modern connections†. The connections are being changed by a subcontractor Sparky Limited who has been given the discretion as to how it will complete the job as long as the job is completed by December 2013. 1 J. Fairhurst, Law of the European Union (London: Pearson Longman, 2009), 22. Sparky Limited has been given details of all current broadband users in order to contact them and change the connections. Mart in who has a small IT business leases part of a building used by a local secondary school for his business which is a public building. Sparky refuses to replace the connection on grounds that they were only contracted to replace connections in private buildings. ... The direct effect of regulations in EU law can be applied. Under EU law Article 2492 and Euratom 161 regulations and the final decisions usually have a straight impact and no federal legislation is in most cases needed in order to effect them. The regulation on replacement of copper wires to fibre optic network by the EU cannot be transposed by the UK. Regulations can be termed as the legal formulated acts that gives the EU permission to encroach on the member state’s legal systems and because of the power of the EU, the laws will apply in all Member States. UK has no rightful power to use the regulation in part. 3 In the case of Martin the EU passes a directive on the right of all residents to high speed broadband by January 2014. Under EU law Martin can apply the vertical direct effect of directives against the UK government for not implementing the directive properly and the horizontal direct effect of directives against Sparky Limited for refusing to connect him with the _ ___________________________ 2 Article 249 EU 3 Leonesio v Italian Ministry of Agriculture and Forestry [1973] Case 93/71 p. 352 high speed broad band. Directives differ from regulations as they are not generally applicable. The directive becomes national law when it has been fully implemented within the time frame The EU directive obliges the UK to transpose the requirements of the directive into national law to implement it choosing how and the form to implement it. In this respect, the UK used a statutory instrument to implement the directive by saying â€Å"all connections within private buildings will be replaced with modern connections† Martin has a case because the directive was not properly implemented. The Principle of Direct Effect and its applicability Direct applicability

Organizational and Societal Functions Essay Example | Topics and Well Written Essays - 1250 words

Organizational and Societal Functions - Essay Example These, when clubbed are categorized as the Organizational and Societal arenas, where the PR man has to function. Public Relations is reaching out to the world to create an image of the company, its products and services so as to have a positive competitive impact, which in turn makes for a good long term bottom-line. Apart from the traditional public relations function of working with the media and exposing the good side of the organization, now the hectic pace of all the domestic and global industries demand the following functions too: The last, becoming more and more urgent and forceful as the organizations are impacting globally, by their multi-country locations. These generate a plethora of economic, social, cultural and even religious issues, which have to be resolved. 2. Relationship management - This demands great tactical skill that adequately addresses the strategies formulated, to be played right across the board. It is all inclusive and in dire need nothing is excluded. Traditionally the directions required are {a} Internal Within the organization and {b} External Outside the organization. 3. Media Relations - The core area of public relations is media relations. Efforts are desired to properly publicize products or the company to the members of the mass media TV and Radio, newspaper, magazine, newsletter and Internet. 4. Publicity - Products or events are to be successfully publicized when launched through various media and Brand Ambassadors or influencers. 5. Marketing communications - This focuses on the products or produce and/or services. Marketing communications {marcom} is primarily concerned with demand generation, product, produce and/or service positioning. 6. Employee relations - It begins with sharing of the corporate vision to enable every one in the organization, to work in tandem to successfully realize it. Build cordial relationship between the employer and the employee with the existence of mutual respect for each other. Derive immense benefits of team sprit to directly effect improved production, employee motivation, customer satisfaction and reputation of business. Public Relations 5 7. Investor relations - The larger the organization gets the more complex are the financial structuring. Therefore, most large companies, investor relations (IR) or financial public relations is a specialty in itself guided by specific disclosure regulations dictated

Policing in the United States Essay Example for Free

Policing in the United States Essay Does homeland security issues influence the way police enforce the law? Please give an example. I agree with the statement that homeland security issues do influence the way the police enforce the law. My reasons for doing so will make most people agree with me. If a country is very strict about its homeland security issues example the United States after the 9/11 attacks, the police will have a more autocratic role to play. In contrast to this, a country which is seemingly lax about its security issues such as India (where policemen are not equipped with weapons but with sticks to deal with any anomaly in the law and order situation) or even the United States before the September 11 attacks, will see the police play more of a peace keeping role than a reformatory and punishing one. If the country is at high risks from terrorists, policemen will be influenced such that they will be more stringent in their duty performance, will check every suspicious person or suspicious looking immigrant etc. similarly, if the country is at risk from bomb threats or hijacking threats, the policemen will be more then strict in the performance of their duties. So the circumstances of a country do affect police enforcement of the law. An apt example over here (if an example of a country other then the US can be given) can be given of Pakistan and the emergency it imposed in November 2007. The police were given sweeping powers such that they could arrest people without proper investigation all in the name of maintaining proper law and order in the country (Thomas , 2006). Does Policing in the United States presents a dilemma between the rights of the individual and the need to maintain public order? Please explain and give an example. To this question, my answer would also be yes. I would say this is mainly because of the September 11 attacks and the big affect it has had on our country’s security. On one hand, the United States condones the rights of individuals and declares human beings’ sanctity to be above that of the Higher Being. But on the other hand, its law enforcement methods, particularly in regards to immigrants, especially Muslims, leave a lot to be desired. If the Human Rights act gives everyone permission to freely practice their religions, then this country has no right to subject certain people to greater suspicion only on the basis of their religion (Anthony, 2001). Similarly, the rights of an individual grant him the freedom to live his life as he seems fit. At the same time, police often interrupt bar room brawls and arrest drunkards. So this is not following the human rights act to its letter. An example of this conflict between the rights of individuals and the need to maintain public law and order is of the Guantanamo Bay detention camp on the shore of Guantanamo Bay, Cuba. Rights of individuals are abused there such as keeping them in indefinite detention, torture, beatings, locking in confined cells and sleep deprivation. But the United States government under George Bush argued that such measures were necessary if the American Public was to sleep safe at night as the men were all dangerous terrorists and criminals. Now President Obama has ordered the detention camp to be closed but it is still an apt example when discussing the above statement. Q3: How does the era of Homeland security affect community policing? Please explain and give an example. Community policing involves expansion of police functions and no longer a stress on traditional police duties. It proposes big changes in the way things have always been done including organizational change, liaison with external sources to solve problems and a more proactive approach to solving problems. It deals in many different areas such as school safety where it recommends assigning police officers to schools and educating teenagers on the danger of possessing firearms to police integrity which targeted trust between the community and the police. It was a relatively adequate policy until the disastrous September 11, 2001 attacks where the police were forced to rethink their strategy. They started concentrating more on pressing security concerns and terror attacks and suddenly this Community Policing system was termed inadequate (Wesley , 2003). I disagree with this current policy because in my opinion, Community Policing was a very balanced approach, where service provision, crime control and order maintenance were given equal weight age. It is followed now to a lesser extent because policemen are now too busy addressing security concerns to concern themselves with building a healthy relationship with the community. But seeing the benefits of this method, the country has started adopting it in its spirit again such as the number of people being employed by the US Police Department is steadily increasing over the years. References Book Thomas, F. A. (2006). Police Field Operations. Prentice Hall. Anthony, M. (2001). Public Order and Law . Boydell Press. Wesley, G. S. (2003). Community Policing. Wadsworth Publishing.

Monetary Incentives as Employee Motivation

Monetary Incentives as Employee Motivation Chapter 1: Introduction 1.1 Background to Context In a highly competitive business environment organisations have to generate and sustain higher profits to survive and achieve stable growth in future years within the context of globalisation (Wolfson, 1998:5). The easiest and most practical method of generating profits is to increase the level of sales in a company. This level of sales can be increased through various methods such as implementing effective and efficient marketing strategies and focussing on satisfied customers. Attracting new customers is more difficult in comparison to retaining previous customers. It is without doubt that the attraction of new customers would require additional costs and expenses related to marketing and promotional campaigns. (reference this if you can ask the question says who then it should be referenced) The most important and significant strategy of retaining old customers is to keep existing customers satisfied (ref). The satisfaction level of customers is affected (would influenced be better than affected) by a number of variables such as, quality of products, prices of goods and the level and quality of service and support provided by the personnel of an organisation. This implies that if customers are satisfied they will continue buying products from an organisation, their satisfaction and the service and support provided by employees of that organisation plays an increasing role of the success of an organisation (Kuballa, 2006:10). The employees will provide excellent services and support if they are satisfied (satisfied with what?) and company management needs to keep (ensure) the workforce/sales force is consistently highly satisfied and motivated. The motivation and satisfaction of employees especially the sales force within an organisation is of high importance for them, as both the commitment of these employees in achieving the objectives of an organisation and customer satisfaction levels are dependent on the motivation and satisfaction levels of employees (Ekerman et al, 2006). (Do you need a paragraph explaining the terms satisfaction and motivation at the beginning? It may help the reader). Many organisations regard the workforce and employees (are workforce and employees not the same?) as important assets, who are responsible for achieving the overall aims and objectives of an organisation (reference). Companies and management of companies implement various motivational techniques and strategies to increase productivity levels of employees and effectively resolve and deal with various human resource management issues (Mullins, 2005:834). Managers can motivate employees using various techniques which include excellent and competitive salary and remuneration packages, awarding bonuses and incentives, improving working conditions (including the environment), increasing the level of employee involvement in the decision making process which in turn creates a sense of empowerment on the part of an employee (reference). (deleted the) Managers in organisations can increase employee motivation levels by providing both intrinsic and extrinsic rewards to employees in different fo rms (Mullins, 2005:473). Money and cash rewards are one of the best motivators of employees in any context and employees can be motivated quite effectively through cash and money rewards or rewards which are materialistic or quantitative in nature (Axelsson and Bokedal,2009). Application of different techniques of motivation in organisations is of high importance not only to ensure increased level of employee satisfaction but also to ensure increased quality of goods and services having a direct impact on the level of customer satisfaction (deleted words here) which will eventually increase the profit of a company (reference). The sales force in an organisation is one of the most important workforces elements of an organisation; they are directly responsible for increasing and maintaining the level of sales within that organisation. The techniques and strategies of motivation become more important where human resources and personnel are abundant and there is significant competition in employee recruitment and hiring (reference). Scholars, practitioners, researchers and authors have emphasised the importance of applying effective motivational techniques over the years and argue that motivating employees is one of the most important functions of managers within an in organisations and if organisations want to succeed on a long term basis they need to consistently motivate employees and achieve high levels of employee satisfaction (reference). Providing employees with an incentive in the form of promotions, bonuses and other intrinsic and extrinsic rewards increases the level of employee motivation within an organisation (reference). The implementation of motivation techniques especially monetary based or extrinsic rewards is applicable and effective in any context whether large or small (ref). The companies operating in countries where human resource is abundant and economies are dependent on human beings such as China, India, Vietnam, Taiwan and Philippines need to implement and apply effective strategic moti vational techniques in order to retain employees and attract skilled and experienced workers (ref). There are a lot number of organisations that have outsourced their operations to thee these regions due to low cost of labour and human resources but the fact remains that these regions have a very competitive human resource environment and managers in these organisations need to be both diligent and vigilant in motivating employees especially through monetary incentives and benefits (McCourt and Eldridge, 2003). 1.2 Objectives During my job As part of my role as department manager in Toys R Us I had the opportunity to work closely with various salespersons that were paid by the company in various ways depending upon their performance and the designation they had in within the company. Some people individuals were rewarded with bonuses and incentives quite handsomely while others were never rewarded at all. This made me wonder and question whether money and monetary benefits had any significance and importance in increasing the motivational level of employees and whether or not financial remuneration impacted on the retention retaining of these employees within and the organisation. The main objective of the (what does the refer to Yours or some one elses) current research is to analyse and interpret the motivational theories and concepts especially with respect to monetary incentive techniques of motivation. The research (your research I think?) will focus on the motivational techniques and extrinsic rewards used by managers in various companies to motivate employees and increase the level of satisfaction of employees. The study will evaluate and analyse several motivation techniques and the implications of these techniques on employee satisfaction and performance within an organisation. The current scenario (what is the current scenario do you mean in terms of your own study i.e. there is a paucity of literature relating to †¦.) of motivation is quite limited as there is a lack of research in role of money and monetary benefits as motivational forces of individuals and employees. The information and research which is present available is considered quite invalid in the current scenario (what is this current scenario Do you mean the focus of your study!!!!) especially motivating the sales force through monetary incentives and benefits. The research will specifically focus on the following objectives. Studying motivation as a significant force in an organisation Evaluating motivation as a tool for accomplishing success in an organisation Motivational theories and their implementation in the workplace Impact of monetary incentives in motivation and satisfaction of employees Importance and benefits of monetary incentives in motivation of employees 1.3 Rationale for Objective The theoretical framework of motivation and achieving employee motivation is quite comprehensive and all students who complete their studies in business management know are familiarised with the basics of employee motivation and these students further in turn go on to become managers in organisations in their professional career (ref). The knowledge of theories and techniques of motivation is not enough for achieving employee motivation within an organisation (ref). Managers need to understand the importance of motivation and realise the significance of motivation as a success factor for organisations (ref). Although managers have knowledge of the theories and techniques of motivation they fail to apply these theories in the workplace (ref). The importance and impact of monetary incentives on employees and the role of money as a motivator is taught and discussed quite significantly but managers still fail to recognise this fact (ref). Even today the most significant factor leading to shifting the movement of employees from one organisation to another organisation is the better compensation and monetary benefits. In todays competitive world and especially after the global financial crisis took toll it has become quite important for companies to retain efficient employees and one way of retaining efficient employees and attracting talented work force is to provide competitive compensation packages and motivate employees through monetary incentives (ref). Therefore this research will analyse the theoretical framework of motivation through monetary incentives and find identify how this framework can practically be implemented in the workplace. 1.4 Research Hypothesis The current (do you need the word current?) research is carried out based on a hypothesis and data is collected and analysed from various primary and secondary sources to evaluate this hypothesis by implementing an appropriate approach to research selected for the research. The hypothesis formulated and established for the current research is that motivation is the most significant factor for the success of an organisation and employees, especially sales force, can be motivated effectively through monetary incentives. 1.5 Research Questions- is your supervisor happy with this section? The research hypothesis described in the previous section is tested and evaluated while conclusions to the current research are arrived at by finding appropriate answers to the research questions presented here. The research questions are designed with an objective of not to be exhaustive and other information which is considered to be useful for achieving the objectives of the current research will also be incorporated into the research. The research questions are presented below. What is the significance of motivation in organisations in the modern era? What conceptual frameworks of motivation can be used by managers? Which motivational techniques are mostly applied and implemented by managers in organisations? Is employee satisfaction important for growth of an organisation and does motivation through monetary incentives impact employee satisfaction in any way? Should various techniques of motivation be implemented in organisations by managers or is motivation through monetary incentives sufficient for achieving employee satisfaction? 1.6 Scope The scope of the current research includes and is limited to the research methods and approaches explained in the research methodology chapter of this report. The research deals with the analysis of motivational techniques and the importance of monetary incentives for motivating a sales force within an organisation. The theoretical framework of motivation will be analysed through a comprehensive review of literature coupled with an analysis of data collected from various sources to analyse how the theoretical framework can be implemented practically within organisations. The research will specifically focus on the implementation of monetary motivational techniques to find how a sales force within an organisation can be motivated through monetary incentives. The scope of this research is limited in various ways (WHY Important bit) but all information which is deemed significant for achieving an effective outcome will be incorporated in the research. 1.7 Disclaimer The current research has been performed and completed undertaken after proper authorisation and acceptance of the dissertation supervisor. The information and data has been presented in the research after sufficient assurance and consideration that all copyright and plagiarism issues have been addressed throughout the entire covered during the whole research process. Written permission was acquired from the research supervisor before contacting the respondents and participants of the research and utmost care was taken to safeguard the personal and private information of these participants and no personal information has been shared without their consent (?In accordance of the Data Protection Act). This report is prepared in such a manner that it does not seem exhaustive to readers in any way. Even though the research study has been performed with extreme vital and important business decisions should not be made based on the research report. The research report is distributed with a s ole intention of increasing human knowledge and should not by any means of trade, commerce or otherwise be redistributed, lent out, hired out or sold commercial or for business purposes with an intention of making a profit without the prior authorisation and acknowledgment of the researcher and supervisor. Do you have Toys R Us permission to do this study 1.8 Structure of Report The dissertation report is organised in various chapters and the layout of the report is described below. Chapter 1: Introduction The first chapter of the dissertation is the introduction chapter and explains the background of the current research within the context of this research. The background to context section introduces the basic concept of motivation and establishes a firm foundation for the research to be carried out. The background to context explains the context to which motivation and the theoretical framework of motivation belongs along with the significance of motivating employees through monetary incentives within an organisational context. The primary objectives of the research are also explained in this chapter to provide an overview of the research to the users of this report and what results should be expected from the result. The objectives section also explains how the researcher will accomplish these objectives during the research process. The rationale for selecting specific objectives in the current research is also explained in this chapter. The research hypothesis established for the current research is also discussed in this chapter along with the research questions supporting this hypothesis, which the researcher will try to answer during the research. The scope of the research along with the disclaimer and structure of report are also explained outlined in the last sections of this chapter. Chapter 2: Literature Review The literature review chapter is the second chapter of this report and provides a comprehensive and thorough review of the literature relevant to the concept and theories of motivation and the various techniques of motivation along with motivation through monetary incentives. The chapter presents a comprehensive explanation and review of literature studied for the purpose of this research and the data collected from various sources such as journals, books, periodicals, previous research studies and websites in the area of motivation and techniques of motivation. The chapter provides and overview of various theories and concepts of motivation presented by various renowned practitioners. Various models and frameworks for increasing motivation and satisfaction level of employees within an organisation are also discussed in the literature review chapter of the report. The chapter also presents various kinds of motivation including intrinsic and extrinsic motivation. Chapter 3: Research Methodology The third chapter of the report explains various research paradigms and approaches which, are available at the disposal of a researcher. The chapter explains qualitative and quantitative approaches to research along with their advantages and disadvantages. The various methods of collecting and analysing data are also explained in this chapter along with their advantages and disadvantages. The nature and process of collecting primary and secondary data through various sources such as interviews, group discussions and survey questionnaires are also discussed in this chapter. The research methodology chapter also explains the proposed research methodology applied in the current research and the strategy to gather and analyse data from primary and secondary sources. Chapter 4: Findings and Observations The findings and observations chapter is one of the most important components of a research as it presents the findings, observations and results after a comprehensive and thorough analysis of data collected from various sources. This chapter presents the interpretation and analysis of the gathered data in a systematic manner which eventually leads to effective conclusion from the research. The methods of implementing motivation techniques are analysed in this chapter with a specific focus on motivation through monetary incentives to motivate the sales force within an organisational context. The chapter evaluates the research hypothesis presented in the first chapter of the report in order to accept or reject that hypothesis while answering the research questions and eventually deriving a valid and logical conclusion to the research. Chapter 5: Conclusions The last chapter of the dissertation report is the conclusion chapter which presents the overall results of the research and provides the conclusions arrived at after thorough analysis of primary and secondary data and review of literature in the research. The research hypothesis which was evaluated in the findings and observations chapter is accepted or rejected in this chapter. The conclusions chapter also explains the recommendations and limitations of the current research so that any further research in this area can be carried out effectively and efficientl Chapter 2: Literature Review 2.1 Introduction- overall you need very robust referencing here if you can say says who? it needs to be referenced Organisations in the current world are regarded as economic powerhouses because they contribute in the overall development of a country (ref). Organisations are getting bigger and stronger day by day and newer methodologies are incorporated by them so that they can benefit in both the short and the long run (ref). There are different terminologies that are incorporated by organisations because their core objective is to succeed in the competition. Employees are regarded as the assets of organisations and most of the forward looking organisations focus a lot on their employees (ref). Employees on the other hand coordinate with their respective organisations and in this manner a prospective relationship is created in such way that both the parties benefit in both the short and the long run. Although, employees are regarded as the assets of their respective organisations but treating these assets in a proper manner is considered as an important task (ref). Although there are different i mportant factors and departments that are working in collaboration with each other like marketing, finance, human resource management etc but sales and marketing is considered as the most influential element of an organisation because in the longer an organisation operates and excels through sales and marketing department (ref). This paper analyses different aspects of motivation and how an organisation motivates its employees. In the similar manner the core aspects that is discussed in this research paper is that what role does monetary incentives play when a sales forces is being motivated. However, this chapter would only incorporate different theoretical concepts that are attached with the aspect of motivated and different motivational theories are discussed in detail. Referencing in this section needs a lot of attention! 2.2 Motivation An Overview Motivation is considered as an important factor for nearly all the organisations that are working in the corporate arena. Motivation in a broader sense is basically the activation of certain goal oriented behaviour (ref). Motivation is actually a force that forces an individual to work hard and harder in order to achieve both monetary and non-monetary rewards. This aspect is more visible in an organisational perspective where certain managers are working under the direction of directors and these managers are heading certain subordinates. The core objective in an organisational perspective revolves around efficiency of work and motivation. The employees are motivated by work allotted to them and different monetary and non-monetary rewards that are given to them in both the short and the long run. Motivation in a broader perspective is classified in two forms. These two forms are intrinsic motivation and extrinsic motivation. In a general perspective the term of motivation is used to express the motivational behaviour of humans but in a broader perspective animal behaviour is also explained through it. Motivation is associated with the aspect of incentives, enthusiasm or certain level of interest that actually causes a specific action or results in certain behaviour. Motivation is not only present in business settings it is present in nearly every aspect of life. Like If an individual is hungry then he/she is motivated by food. In the similar manner there are different related examples in this regard. Education is directly motivated by the desire of knowledge. In other words it can also be said that motivation is associated with everything that possess reward and coercion. However, it can be clearly said that the aspect of motivation is of utmost importance and it is beneficial in both the short and the long run. Specially, in a business oriented environment an organisation cannot perform well when its employees are not motivated appropriately. Motivation is dir ectly related with the aspect of coaching and in a broader sense it can be clearly said that motivation and coaching go hand in hand with each other. The element of coaching and motivation is like teaching and education. References through out this section!!!!!!!!!!!!!!!!! Motivation can be explained in different aspects like motivation can be explained as the phenomenon that drives individuals to do something. Things that are done are actually linked with certain rewards or they have certain consequences. The rewards or consequences that are attached with the scenario of motivation can be of course tangible benefits such as financial rewards, appraisals etc. In the similar manner the consequences attached can be considered as the risk of losing the job etc. There are certain other benefits that are less obvious in both the short and the long run but they motivate an individual to perform certain tasks. These benefits are a pat on the back, recreational facilities in an organisation etc. (Grazier,1998) believes that believs that different members in an organisation are motivated towards the actual needs of an organisation. Grazier also emphasised on the scenario that the expectation of different rewards and benefits motivates an employee in an organisa tion to work hard in both the short and the long run. The researcher believes that â€Å"Each day brings with it an endless list of decisions to be made. The process of making those decisions is driven, in large part, by the hope of a benefit or the fear of a consequence† (Grazier, 1998). Referencing very very poor need more in this 2.2.1 Types of Motivation Motivation is considered as a broader perspective and that is the reason why it has certain types. Generally, there are four types of motivation which are considered as to be achievement motivation, affiliation motivation, competence motivation, power motivation and attitude motivation. However, in a broader perspective there are two classification of motivation which is considered as intrinsic and extrinsic motivation. Both the general and broader types of motivation are explained below: Motivation types look at tenses below have you lifted some text from papers etc you need to really look at your referencing 1. Achievement Motivation Achievement motivation is basically the drive to pursue and attain gaols. An employee that possesses achievement motivation and who actually wishesd to achieve the objectives and advance up the ladder whenever an opportunity is given. This approach is very similar to the Kaizen approach of Japanese Management. 2. Affiliation Motivation The affiliation motivation is related with the aspect of peoples drive which is on social basis. Persons with affiliation motivation perform in a better way and ultimately it results in favourable attitudes and cooperation. 3. Competence Motivation The competence motivation is a drive that is revolved around the scenario to be good at something. It directly allows an individual to perform high quality work. When people are competent then motivated people seek job mastery and they take pride in solving different problems when they are facing different obstacles. In this form people actually learn from their experience. 4. Power Motivation The power motivation is basically a drive which is used to influence people and change different situations. These types of individuals are more diverged in creating an impact on their organisation and that is the reason why they are willing to take risks. 5. Attitude Motivation Attitude motivation is related with the aspect that how people think and feel. It is directly related with the element of self confidence and what is the belief of people in themselves it also incorporates the element that what is their attitude towards life and how they feel about their future. 2.2.2 Kinds of Motivation Generally motivation is of two kinds which are named as extrinsic motivation and intrinsic motivation. 2.2.2.1 Intrinsic Motivation The element of intrinsic motivation is considered as a major concern in todays world because this form of motivation is implemented by different organisations (ref). Intrinsic motivation is a considered as a growing area on concern because it is used to reinforce different employees and learning communities. The core ideology of intrinsic motivation has actually evolved from psychology and has been closely related with the concept of cognitive psychology (Deci and Ryan, 1985). Motivation is generally applied in the workplace and different researches depict that motivation plays a vital role in the development of leadership. According to (Deci and Ryan 1985) defined intrinsic motivation as â€Å"Intrinsic motivation is defined as the doing of an activity for its inherent satisfaction rather than for some separable consequence. When intrinsically motivated, a person is moved to act for the fun or challenge entailed rather than because of external products, pressures or reward (Deci an d Ryan, 1985). In the similar manner it can also be said that incentives as implied by the name is related with the aspect of personal qualities, intentions and values. The satisfaction that is attained from such incentives can be considered as intrinsic. These types of rewards are beneficial in both the short and the long run because they motivate an individual from insight and that is the reason why individuals who are internally motivated perform well and ultimately organisations benefit in this regard (Atkinson and Walker, 1956). However, in certain conditions intrinsic motivation might be considered as unnecessary to an individual because he/she is looking for monetary rewards. That is the reason why organizations usually try to form a complete of both these factors. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2.2.2.2 Extrinsic Motivation These rewards are usually associated with the element of money and different monetary aspects. It can be said that extrinsic motivation is used to reduce the aspect of intrinsic motivation but this is not viable in all circumstances. Different researchers have actually emphasized on different aspects and it is depicted through research that monetary rewards definitely increase an individuals performance and different incentives urge an individual to perform more and more (DiClemente and Velasquez, 2002, cited Miller and Rollnick, 2000). In the scenario of intrinsic motivation people need time to make wide range of choices, novel events and unexpected possibilities. They need certain amount of time and freedom to make different choices in different scenarios. However, in the scenario of extrinsic rewards people are more attracted towards shortened time perspectives and that is the reason why the final result achieved is much more efficient however, it is also subject to predefined job . The element of job commitment and long term commitment of an individual may be affected negatively. Rewards and benefits in most of the conditions are tangible and in certain conditions there are intangible rewards like appreciation, a smile of supervisor, etc. The tangible rewards are associated with extrinsic rewards and due to these rewards employees of an organisation are extrinsically motivated and through intrinsic rewards employees are intrinsically motivated. 2.3 Theories of motivation There are different theories that are associated with the element of motivation. However, there are certain common theories that are followed by many organisation of todays world. The core theories of motivation are discussed below: 2.3.1 Taylor Frederick Winslow Taylor used motivation a lot in his proposals and managerial models and that is the reason why they developed an idea that workers are motivated mainly by pay. His theory comprised of different aspects like workers are not satisfied with the working condition or they usually dont enjoy doing work that is the reason why they need close supervision (McClelland and Boyatzis, 1982). That is the reason why management should break down the element of production into small series of tasks. His entire theory focused on the scenario of financial rewards and he believed that workers are paid according to the number of item they produce and this phenomenon is known as time-piece-rate pay. Through these financial rewards workers can definitely enhance their production levels and they can be satisfied too. Taylors methods are widely accepted in todays world and they are used to reduce the cost of the production system. Henry ford is considered as a first individual who utilized Taylors models in his production lines. That is the reason why that era was considered as an era of mass production. However, different researchers believe that Taylors approach is related with the aspect of autocratic management which is that managers take all the important decision and the subordinates follow these decisions (Emmons, 2003). However, in the longer run people disliked Taylors approach because they were getting bored of doing repetitive jobs and they were working and characterised as human machines. 2.3.2 Mayo Elton Mayo believed that all the workers that are working in different organisations can be motivated if there social needs are met while they are working. He also introduced the human relation school of thought in which the managers o Monetary Incentives as Employee Motivation Monetary Incentives as Employee Motivation Chapter 1: Introduction 1.1 Background to Context In a highly competitive business environment organisations have to generate and sustain higher profits to survive and achieve stable growth in future years within the context of globalisation (Wolfson, 1998:5). The easiest and most practical method of generating profits is to increase the level of sales in a company. This level of sales can be increased through various methods such as implementing effective and efficient marketing strategies and focussing on satisfied customers. Attracting new customers is more difficult in comparison to retaining previous customers. It is without doubt that the attraction of new customers would require additional costs and expenses related to marketing and promotional campaigns. (reference this if you can ask the question says who then it should be referenced) The most important and significant strategy of retaining old customers is to keep existing customers satisfied (ref). The satisfaction level of customers is affected (would influenced be better than affected) by a number of variables such as, quality of products, prices of goods and the level and quality of service and support provided by the personnel of an organisation. This implies that if customers are satisfied they will continue buying products from an organisation, their satisfaction and the service and support provided by employees of that organisation plays an increasing role of the success of an organisation (Kuballa, 2006:10). The employees will provide excellent services and support if they are satisfied (satisfied with what?) and company management needs to keep (ensure) the workforce/sales force is consistently highly satisfied and motivated. The motivation and satisfaction of employees especially the sales force within an organisation is of high importance for them, as both the commitment of these employees in achieving the objectives of an organisation and customer satisfaction levels are dependent on the motivation and satisfaction levels of employees (Ekerman et al, 2006). (Do you need a paragraph explaining the terms satisfaction and motivation at the beginning? It may help the reader). Many organisations regard the workforce and employees (are workforce and employees not the same?) as important assets, who are responsible for achieving the overall aims and objectives of an organisation (reference). Companies and management of companies implement various motivational techniques and strategies to increase productivity levels of employees and effectively resolve and deal with various human resource management issues (Mullins, 2005:834). Managers can motivate employees using various techniques which include excellent and competitive salary and remuneration packages, awarding bonuses and incentives, improving working conditions (including the environment), increasing the level of employee involvement in the decision making process which in turn creates a sense of empowerment on the part of an employee (reference). (deleted the) Managers in organisations can increase employee motivation levels by providing both intrinsic and extrinsic rewards to employees in different fo rms (Mullins, 2005:473). Money and cash rewards are one of the best motivators of employees in any context and employees can be motivated quite effectively through cash and money rewards or rewards which are materialistic or quantitative in nature (Axelsson and Bokedal,2009). Application of different techniques of motivation in organisations is of high importance not only to ensure increased level of employee satisfaction but also to ensure increased quality of goods and services having a direct impact on the level of customer satisfaction (deleted words here) which will eventually increase the profit of a company (reference). The sales force in an organisation is one of the most important workforces elements of an organisation; they are directly responsible for increasing and maintaining the level of sales within that organisation. The techniques and strategies of motivation become more important where human resources and personnel are abundant and there is significant competition in employee recruitment and hiring (reference). Scholars, practitioners, researchers and authors have emphasised the importance of applying effective motivational techniques over the years and argue that motivating employees is one of the most important functions of managers within an in organisations and if organisations want to succeed on a long term basis they need to consistently motivate employees and achieve high levels of employee satisfaction (reference). Providing employees with an incentive in the form of promotions, bonuses and other intrinsic and extrinsic rewards increases the level of employee motivation within an organisation (reference). The implementation of motivation techniques especially monetary based or extrinsic rewards is applicable and effective in any context whether large or small (ref). The companies operating in countries where human resource is abundant and economies are dependent on human beings such as China, India, Vietnam, Taiwan and Philippines need to implement and apply effective strategic moti vational techniques in order to retain employees and attract skilled and experienced workers (ref). There are a lot number of organisations that have outsourced their operations to thee these regions due to low cost of labour and human resources but the fact remains that these regions have a very competitive human resource environment and managers in these organisations need to be both diligent and vigilant in motivating employees especially through monetary incentives and benefits (McCourt and Eldridge, 2003). 1.2 Objectives During my job As part of my role as department manager in Toys R Us I had the opportunity to work closely with various salespersons that were paid by the company in various ways depending upon their performance and the designation they had in within the company. Some people individuals were rewarded with bonuses and incentives quite handsomely while others were never rewarded at all. This made me wonder and question whether money and monetary benefits had any significance and importance in increasing the motivational level of employees and whether or not financial remuneration impacted on the retention retaining of these employees within and the organisation. The main objective of the (what does the refer to Yours or some one elses) current research is to analyse and interpret the motivational theories and concepts especially with respect to monetary incentive techniques of motivation. The research (your research I think?) will focus on the motivational techniques and extrinsic rewards used by managers in various companies to motivate employees and increase the level of satisfaction of employees. The study will evaluate and analyse several motivation techniques and the implications of these techniques on employee satisfaction and performance within an organisation. The current scenario (what is the current scenario do you mean in terms of your own study i.e. there is a paucity of literature relating to †¦.) of motivation is quite limited as there is a lack of research in role of money and monetary benefits as motivational forces of individuals and employees. The information and research which is present available is considered quite invalid in the current scenario (what is this current scenario Do you mean the focus of your study!!!!) especially motivating the sales force through monetary incentives and benefits. The research will specifically focus on the following objectives. Studying motivation as a significant force in an organisation Evaluating motivation as a tool for accomplishing success in an organisation Motivational theories and their implementation in the workplace Impact of monetary incentives in motivation and satisfaction of employees Importance and benefits of monetary incentives in motivation of employees 1.3 Rationale for Objective The theoretical framework of motivation and achieving employee motivation is quite comprehensive and all students who complete their studies in business management know are familiarised with the basics of employee motivation and these students further in turn go on to become managers in organisations in their professional career (ref). The knowledge of theories and techniques of motivation is not enough for achieving employee motivation within an organisation (ref). Managers need to understand the importance of motivation and realise the significance of motivation as a success factor for organisations (ref). Although managers have knowledge of the theories and techniques of motivation they fail to apply these theories in the workplace (ref). The importance and impact of monetary incentives on employees and the role of money as a motivator is taught and discussed quite significantly but managers still fail to recognise this fact (ref). Even today the most significant factor leading to shifting the movement of employees from one organisation to another organisation is the better compensation and monetary benefits. In todays competitive world and especially after the global financial crisis took toll it has become quite important for companies to retain efficient employees and one way of retaining efficient employees and attracting talented work force is to provide competitive compensation packages and motivate employees through monetary incentives (ref). Therefore this research will analyse the theoretical framework of motivation through monetary incentives and find identify how this framework can practically be implemented in the workplace. 1.4 Research Hypothesis The current (do you need the word current?) research is carried out based on a hypothesis and data is collected and analysed from various primary and secondary sources to evaluate this hypothesis by implementing an appropriate approach to research selected for the research. The hypothesis formulated and established for the current research is that motivation is the most significant factor for the success of an organisation and employees, especially sales force, can be motivated effectively through monetary incentives. 1.5 Research Questions- is your supervisor happy with this section? The research hypothesis described in the previous section is tested and evaluated while conclusions to the current research are arrived at by finding appropriate answers to the research questions presented here. The research questions are designed with an objective of not to be exhaustive and other information which is considered to be useful for achieving the objectives of the current research will also be incorporated into the research. The research questions are presented below. What is the significance of motivation in organisations in the modern era? What conceptual frameworks of motivation can be used by managers? Which motivational techniques are mostly applied and implemented by managers in organisations? Is employee satisfaction important for growth of an organisation and does motivation through monetary incentives impact employee satisfaction in any way? Should various techniques of motivation be implemented in organisations by managers or is motivation through monetary incentives sufficient for achieving employee satisfaction? 1.6 Scope The scope of the current research includes and is limited to the research methods and approaches explained in the research methodology chapter of this report. The research deals with the analysis of motivational techniques and the importance of monetary incentives for motivating a sales force within an organisation. The theoretical framework of motivation will be analysed through a comprehensive review of literature coupled with an analysis of data collected from various sources to analyse how the theoretical framework can be implemented practically within organisations. The research will specifically focus on the implementation of monetary motivational techniques to find how a sales force within an organisation can be motivated through monetary incentives. The scope of this research is limited in various ways (WHY Important bit) but all information which is deemed significant for achieving an effective outcome will be incorporated in the research. 1.7 Disclaimer The current research has been performed and completed undertaken after proper authorisation and acceptance of the dissertation supervisor. The information and data has been presented in the research after sufficient assurance and consideration that all copyright and plagiarism issues have been addressed throughout the entire covered during the whole research process. Written permission was acquired from the research supervisor before contacting the respondents and participants of the research and utmost care was taken to safeguard the personal and private information of these participants and no personal information has been shared without their consent (?In accordance of the Data Protection Act). This report is prepared in such a manner that it does not seem exhaustive to readers in any way. Even though the research study has been performed with extreme vital and important business decisions should not be made based on the research report. The research report is distributed with a s ole intention of increasing human knowledge and should not by any means of trade, commerce or otherwise be redistributed, lent out, hired out or sold commercial or for business purposes with an intention of making a profit without the prior authorisation and acknowledgment of the researcher and supervisor. Do you have Toys R Us permission to do this study 1.8 Structure of Report The dissertation report is organised in various chapters and the layout of the report is described below. Chapter 1: Introduction The first chapter of the dissertation is the introduction chapter and explains the background of the current research within the context of this research. The background to context section introduces the basic concept of motivation and establishes a firm foundation for the research to be carried out. The background to context explains the context to which motivation and the theoretical framework of motivation belongs along with the significance of motivating employees through monetary incentives within an organisational context. The primary objectives of the research are also explained in this chapter to provide an overview of the research to the users of this report and what results should be expected from the result. The objectives section also explains how the researcher will accomplish these objectives during the research process. The rationale for selecting specific objectives in the current research is also explained in this chapter. The research hypothesis established for the current research is also discussed in this chapter along with the research questions supporting this hypothesis, which the researcher will try to answer during the research. The scope of the research along with the disclaimer and structure of report are also explained outlined in the last sections of this chapter. Chapter 2: Literature Review The literature review chapter is the second chapter of this report and provides a comprehensive and thorough review of the literature relevant to the concept and theories of motivation and the various techniques of motivation along with motivation through monetary incentives. The chapter presents a comprehensive explanation and review of literature studied for the purpose of this research and the data collected from various sources such as journals, books, periodicals, previous research studies and websites in the area of motivation and techniques of motivation. The chapter provides and overview of various theories and concepts of motivation presented by various renowned practitioners. Various models and frameworks for increasing motivation and satisfaction level of employees within an organisation are also discussed in the literature review chapter of the report. The chapter also presents various kinds of motivation including intrinsic and extrinsic motivation. Chapter 3: Research Methodology The third chapter of the report explains various research paradigms and approaches which, are available at the disposal of a researcher. The chapter explains qualitative and quantitative approaches to research along with their advantages and disadvantages. The various methods of collecting and analysing data are also explained in this chapter along with their advantages and disadvantages. The nature and process of collecting primary and secondary data through various sources such as interviews, group discussions and survey questionnaires are also discussed in this chapter. The research methodology chapter also explains the proposed research methodology applied in the current research and the strategy to gather and analyse data from primary and secondary sources. Chapter 4: Findings and Observations The findings and observations chapter is one of the most important components of a research as it presents the findings, observations and results after a comprehensive and thorough analysis of data collected from various sources. This chapter presents the interpretation and analysis of the gathered data in a systematic manner which eventually leads to effective conclusion from the research. The methods of implementing motivation techniques are analysed in this chapter with a specific focus on motivation through monetary incentives to motivate the sales force within an organisational context. The chapter evaluates the research hypothesis presented in the first chapter of the report in order to accept or reject that hypothesis while answering the research questions and eventually deriving a valid and logical conclusion to the research. Chapter 5: Conclusions The last chapter of the dissertation report is the conclusion chapter which presents the overall results of the research and provides the conclusions arrived at after thorough analysis of primary and secondary data and review of literature in the research. The research hypothesis which was evaluated in the findings and observations chapter is accepted or rejected in this chapter. The conclusions chapter also explains the recommendations and limitations of the current research so that any further research in this area can be carried out effectively and efficientl Chapter 2: Literature Review 2.1 Introduction- overall you need very robust referencing here if you can say says who? it needs to be referenced Organisations in the current world are regarded as economic powerhouses because they contribute in the overall development of a country (ref). Organisations are getting bigger and stronger day by day and newer methodologies are incorporated by them so that they can benefit in both the short and the long run (ref). There are different terminologies that are incorporated by organisations because their core objective is to succeed in the competition. Employees are regarded as the assets of organisations and most of the forward looking organisations focus a lot on their employees (ref). Employees on the other hand coordinate with their respective organisations and in this manner a prospective relationship is created in such way that both the parties benefit in both the short and the long run. Although, employees are regarded as the assets of their respective organisations but treating these assets in a proper manner is considered as an important task (ref). Although there are different i mportant factors and departments that are working in collaboration with each other like marketing, finance, human resource management etc but sales and marketing is considered as the most influential element of an organisation because in the longer an organisation operates and excels through sales and marketing department (ref). This paper analyses different aspects of motivation and how an organisation motivates its employees. In the similar manner the core aspects that is discussed in this research paper is that what role does monetary incentives play when a sales forces is being motivated. However, this chapter would only incorporate different theoretical concepts that are attached with the aspect of motivated and different motivational theories are discussed in detail. Referencing in this section needs a lot of attention! 2.2 Motivation An Overview Motivation is considered as an important factor for nearly all the organisations that are working in the corporate arena. Motivation in a broader sense is basically the activation of certain goal oriented behaviour (ref). Motivation is actually a force that forces an individual to work hard and harder in order to achieve both monetary and non-monetary rewards. This aspect is more visible in an organisational perspective where certain managers are working under the direction of directors and these managers are heading certain subordinates. The core objective in an organisational perspective revolves around efficiency of work and motivation. The employees are motivated by work allotted to them and different monetary and non-monetary rewards that are given to them in both the short and the long run. Motivation in a broader perspective is classified in two forms. These two forms are intrinsic motivation and extrinsic motivation. In a general perspective the term of motivation is used to express the motivational behaviour of humans but in a broader perspective animal behaviour is also explained through it. Motivation is associated with the aspect of incentives, enthusiasm or certain level of interest that actually causes a specific action or results in certain behaviour. Motivation is not only present in business settings it is present in nearly every aspect of life. Like If an individual is hungry then he/she is motivated by food. In the similar manner there are different related examples in this regard. Education is directly motivated by the desire of knowledge. In other words it can also be said that motivation is associated with everything that possess reward and coercion. However, it can be clearly said that the aspect of motivation is of utmost importance and it is beneficial in both the short and the long run. Specially, in a business oriented environment an organisation cannot perform well when its employees are not motivated appropriately. Motivation is dir ectly related with the aspect of coaching and in a broader sense it can be clearly said that motivation and coaching go hand in hand with each other. The element of coaching and motivation is like teaching and education. References through out this section!!!!!!!!!!!!!!!!! Motivation can be explained in different aspects like motivation can be explained as the phenomenon that drives individuals to do something. Things that are done are actually linked with certain rewards or they have certain consequences. The rewards or consequences that are attached with the scenario of motivation can be of course tangible benefits such as financial rewards, appraisals etc. In the similar manner the consequences attached can be considered as the risk of losing the job etc. There are certain other benefits that are less obvious in both the short and the long run but they motivate an individual to perform certain tasks. These benefits are a pat on the back, recreational facilities in an organisation etc. (Grazier,1998) believes that believs that different members in an organisation are motivated towards the actual needs of an organisation. Grazier also emphasised on the scenario that the expectation of different rewards and benefits motivates an employee in an organisa tion to work hard in both the short and the long run. The researcher believes that â€Å"Each day brings with it an endless list of decisions to be made. The process of making those decisions is driven, in large part, by the hope of a benefit or the fear of a consequence† (Grazier, 1998). Referencing very very poor need more in this 2.2.1 Types of Motivation Motivation is considered as a broader perspective and that is the reason why it has certain types. Generally, there are four types of motivation which are considered as to be achievement motivation, affiliation motivation, competence motivation, power motivation and attitude motivation. However, in a broader perspective there are two classification of motivation which is considered as intrinsic and extrinsic motivation. Both the general and broader types of motivation are explained below: Motivation types look at tenses below have you lifted some text from papers etc you need to really look at your referencing 1. Achievement Motivation Achievement motivation is basically the drive to pursue and attain gaols. An employee that possesses achievement motivation and who actually wishesd to achieve the objectives and advance up the ladder whenever an opportunity is given. This approach is very similar to the Kaizen approach of Japanese Management. 2. Affiliation Motivation The affiliation motivation is related with the aspect of peoples drive which is on social basis. Persons with affiliation motivation perform in a better way and ultimately it results in favourable attitudes and cooperation. 3. Competence Motivation The competence motivation is a drive that is revolved around the scenario to be good at something. It directly allows an individual to perform high quality work. When people are competent then motivated people seek job mastery and they take pride in solving different problems when they are facing different obstacles. In this form people actually learn from their experience. 4. Power Motivation The power motivation is basically a drive which is used to influence people and change different situations. These types of individuals are more diverged in creating an impact on their organisation and that is the reason why they are willing to take risks. 5. Attitude Motivation Attitude motivation is related with the aspect that how people think and feel. It is directly related with the element of self confidence and what is the belief of people in themselves it also incorporates the element that what is their attitude towards life and how they feel about their future. 2.2.2 Kinds of Motivation Generally motivation is of two kinds which are named as extrinsic motivation and intrinsic motivation. 2.2.2.1 Intrinsic Motivation The element of intrinsic motivation is considered as a major concern in todays world because this form of motivation is implemented by different organisations (ref). Intrinsic motivation is a considered as a growing area on concern because it is used to reinforce different employees and learning communities. The core ideology of intrinsic motivation has actually evolved from psychology and has been closely related with the concept of cognitive psychology (Deci and Ryan, 1985). Motivation is generally applied in the workplace and different researches depict that motivation plays a vital role in the development of leadership. According to (Deci and Ryan 1985) defined intrinsic motivation as â€Å"Intrinsic motivation is defined as the doing of an activity for its inherent satisfaction rather than for some separable consequence. When intrinsically motivated, a person is moved to act for the fun or challenge entailed rather than because of external products, pressures or reward (Deci an d Ryan, 1985). In the similar manner it can also be said that incentives as implied by the name is related with the aspect of personal qualities, intentions and values. The satisfaction that is attained from such incentives can be considered as intrinsic. These types of rewards are beneficial in both the short and the long run because they motivate an individual from insight and that is the reason why individuals who are internally motivated perform well and ultimately organisations benefit in this regard (Atkinson and Walker, 1956). However, in certain conditions intrinsic motivation might be considered as unnecessary to an individual because he/she is looking for monetary rewards. That is the reason why organizations usually try to form a complete of both these factors. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2.2.2.2 Extrinsic Motivation These rewards are usually associated with the element of money and different monetary aspects. It can be said that extrinsic motivation is used to reduce the aspect of intrinsic motivation but this is not viable in all circumstances. Different researchers have actually emphasized on different aspects and it is depicted through research that monetary rewards definitely increase an individuals performance and different incentives urge an individual to perform more and more (DiClemente and Velasquez, 2002, cited Miller and Rollnick, 2000). In the scenario of intrinsic motivation people need time to make wide range of choices, novel events and unexpected possibilities. They need certain amount of time and freedom to make different choices in different scenarios. However, in the scenario of extrinsic rewards people are more attracted towards shortened time perspectives and that is the reason why the final result achieved is much more efficient however, it is also subject to predefined job . The element of job commitment and long term commitment of an individual may be affected negatively. Rewards and benefits in most of the conditions are tangible and in certain conditions there are intangible rewards like appreciation, a smile of supervisor, etc. The tangible rewards are associated with extrinsic rewards and due to these rewards employees of an organisation are extrinsically motivated and through intrinsic rewards employees are intrinsically motivated. 2.3 Theories of motivation There are different theories that are associated with the element of motivation. However, there are certain common theories that are followed by many organisation of todays world. The core theories of motivation are discussed below: 2.3.1 Taylor Frederick Winslow Taylor used motivation a lot in his proposals and managerial models and that is the reason why they developed an idea that workers are motivated mainly by pay. His theory comprised of different aspects like workers are not satisfied with the working condition or they usually dont enjoy doing work that is the reason why they need close supervision (McClelland and Boyatzis, 1982). That is the reason why management should break down the element of production into small series of tasks. His entire theory focused on the scenario of financial rewards and he believed that workers are paid according to the number of item they produce and this phenomenon is known as time-piece-rate pay. Through these financial rewards workers can definitely enhance their production levels and they can be satisfied too. Taylors methods are widely accepted in todays world and they are used to reduce the cost of the production system. Henry ford is considered as a first individual who utilized Taylors models in his production lines. That is the reason why that era was considered as an era of mass production. However, different researchers believe that Taylors approach is related with the aspect of autocratic management which is that managers take all the important decision and the subordinates follow these decisions (Emmons, 2003). However, in the longer run people disliked Taylors approach because they were getting bored of doing repetitive jobs and they were working and characterised as human machines. 2.3.2 Mayo Elton Mayo believed that all the workers that are working in different organisations can be motivated if there social needs are met while they are working. He also introduced the human relation school of thought in which the managers o

Ted Bundy Essay examples -- essays research papers

Ted Bundy 2 Ted Bundy: A Personality Comparison With The Theories Of Rollo May and Albert Bandura The objective of this case study is to examine the personality of one of the most notorious serial killers in modern history, Ted Bundy. Ted Bundy was alleged to have humiliated, tortured and murdered at least 50 women. Possibility more, but the true number will never be known. Because Ted Bundy kept the true number of his victims to himself and refused to inform authorities of the exact number of his horrific deeds, before he was executed on January 24, 1989 (Wikipedia, n.d.). Ted Bundy was once a Boy Scout and those who knew him in the labor force said that he had a promising career in politics, because Ted Bundy appeared to be an example of a good, upstanding citizen (L. Corpus, 1989). Still others, who knew Ted Bundy, described him as handsome and his nature as confident, friendly, educated and charming. This was the personality that Ted Bundy chose to exhibit in public to his girlfriend, friends and peers, which was quite different type of personality then the lurking monster that he hid internally from them, but displayed to his victims. Various articles and biographies about Ted Bundy’s life were collected on numerous websites in order to conduct a personality theory comparison. This research will try to analyze as well as make an effort to come to some sort of understanding or explanation of what could have caused or effected Ted Bundy’s personality in such a way that he felt the compulsion and need to kill without regards to human life (R. Bell, n.d., S. L. Scott, 2005,). This report will attempt to explore Ted Bundy life history. A comparison of personality theories from two well know psychologist, Rollo May who is Ted Bundy 3 best known existential psychologist and Albert Bandura a behaviorist who is often consider one of the fathers of the cognitive movement; will be used for better comprehension of the development of Ted Bundy’s personality (C.G. Boeree, n.d., B. Engler, 1999). Ted Bundy’s Biography Ted Bundy was born November 24, 1946 as Theodore Robert Cowell to an unwed mother. Ted would never know who his biological father was. For four years Ted was raised by his grandparents who treated him as their son. Due to societies prejudice, Ted Bundy was lead to believe that his birth mother was his older sister. It was a bit confusing, when fou... ...hy are there people Ted Bundy 11 like Ted Bundy?† â€Å"Was his personality constructed by his environment, cognitive skills, or his genetics?† â€Å"Or was he born without a consciousTed Bundy 12 References Bell, Rachael. (2004). Ted Bundy. Court TV’s Crime Library. Criminal minds and methods. Retrieved May 23,2005, from http://www.crimelibrary.com/serial_killers/notoerious/bundy/6.html. Boeree, George C. Welcome To My Homepage. Albert Bandura. Retrieved June 11, 2005, from http://www.ship.edu/~cgboeree/bandura.html. Boeree, George C. Welcome To My Homepage. Rollo May. Retrieved June 11, 2005, from http://www.ship.edu/~cgboeree/may.html. Corpus, Leilani. (March, 1989). What We Need To Learn From Ted Bundy. Retrieved J June 7, 2005, from http://www.forerunner.com/forerunner/X0332_Ted_Bundy.html. Engler, Barbara. (1999). Personality theories An Introduction. Boston, MA: Houghton Mifflin Company. Scott, Shirley, Lynn. (2005). Court TV’s Crime Library. Criminal minds and methods. Retrieved May 23,2005, from http://www.crimelibrary.com/serial_killers/notoerious/tick/evils_12html?sect=l9. Wikipedia. Ted Bundy. Biography MS. Retrieved June 7, 2005, from http://ted-bundy.biography.ms/

Conflict Essay -- Character Analysis, Chuck, Li-Young Lee

Chuck and Li-Young Lee have no idea who the hell they are. Both are similar characters from two different books by two different authors; but they are looking for the same thing: identity and what space they occupy? Chuck identifies with the New York scene and type of people living there, but does not have a space or identity of his own just as Lee is confused about who he is and must dive into meta-poetics to find his space and identity. Both are lost in a haze of confusion, and must look very hard both within themselves, as well as friends, family, heritage, and the history surrounding their lives. This paper will examine the historical and ethnic conflicts of the characters and how they come to reconcile their space and identity in a foreign land dealing with these issues. Some of these issues stem from misrepresented information and initial prejudice while others rise from a lack of personal information, and building upon ones past and history and their personal perception of the mselves occupying a space. In the beginning of the text Chuck identifies with his New York â€Å"identity† as well as being a â€Å"renaissance man† rather than having a named identity (Naqvi, 1). He does notice forced identities that he is not part of or had been part of before; â€Å"We'd become Japs, Jews, Niggers. We weren't before† (Naqvi, 1). Chuck notices these identities and space being made; he feels something of forced inclusion into a space that had not been there before. Not apparent at first, Chuck has a severed connection with his heritage, when thinking of what food to eat, â€Å"eating home food, comfort food, alone made me shudder† (Naqvi, 32) He cannot even bring himself to eat the food he grew up on. This is further reinforced in that he does not cont... .... But he wants to accept the American identity as well, but â€Å"its sensual, salient nowness, punctuating the void from which such hunger springs and to which it proceeds† (Lee, 84). Through his acceptance of his East Asian identity his soul is â€Å"cleaved so that the soul might be restored.† His soul is split, but by his own doing, he must accept his hyphenated identity, embrace it, and accept it. Though both characters come to find their identity and space, historical and ethnic struggles haunt and follow them along the way. Neither characters are accepted in the American culture, and have to identify with others in their position. This causes much heartache and a sudden shock to the character. But with persistence, these characters find their identity; though not what they might have expected or originally wanted, they became part of something that would accept them.

Book Review on The Lucky One Essay

In the blink of an eye, something happens by chance – when you least expect it sets you on a course that you never planned, into a future you never imagined. What if someone had saved your life before you even met? How far will you travel to find love? Will you engage in a journey of love and luck that will change your life forever? Will you take the quests to happiness when you know to yourself that you will be taking risks and that the journey you will take is a trial-and-error thing? For him, that was all possible. He was a wonderful man. And when a man is that special, you know it sooner than you think possible. You recognize it instinctively; there will never be another one like him. He was Logan Thibault, a one of a kind man who sets out a journey to find a girl, who was believed to be his lucky charm. Meeting her embarks the roller coaster ride of love, luck, fortune, romance and big secrets. Literary Work and Comment The literary work of Nicholas Sparks is a brilliant one. He had narrated a story of love and romance, of luck and journey. But like any other stories, this depicts lives of people. This is less dreamy and is more realistic even at times pragmatic – in spite of the belief in a lucky charm. The story revolves around the life of a U.S. Marine during his third tour of duty in Iraq and the photograph he had found. That was a photo of a smiling young woman half buried in the dirt. His first instinct is to toss it aside. Instead, he brings it back to the base for someone to claim, but when no one does, he finds himself always carrying the photo in his pocket. Soon Thibault experiences a sudden streak of luck—winning poker games and even surviving deadly combat that kills two of his closest buddies. Only his best friend, Victor, seems to have an explanation for his good fortune: the photograph—his lucky charm. Back home in Colorado, Thibault can’t seem to get the photo—and the woman in it—out of his mind. Believing that she somehow holds the key to his destiny, he sets out on a journey across the country to find her, never expecting the strong but vulnerable woman he encounters in Hampton, North Carolina—Elizabeth, a divorced mother with a young son—to be the girl he’s been waiting his whole life to meet. Caught off guard by the attraction he feels, Thibault keeps the story of the photo, and his luck, a secret. As he and Elizabeth embark upon a passionate and all-consuming love affair, the secret he is keeping will soon threaten to tear them apart—destroying not only their love, but also their lives. Theme and Purpose This story is melodramatic and is more realistic. The author has always written stories where happiness and tragedy meet, full of little coincidences that may change people’s lives forever. The stories he wrote often are sentimental, since they are always about quests for love and romance and all about sadness as well. The author had presented us how a marine lived his life during the times when he was on a duty in Iraq. A lot of scenes in the novel were inspired with the timely events that had happened in Iraq back in 2008. During that time, that war in Iraq dominated the front pages of newspapers and is headlines on almost all television networks all over the world. But then, what the author is pointing out here is that stories about military men and personnel are often personal and focuses on their families or the struggles they faced upon returning home. Thus, the author wanted the readers to have a picture on their minds on what a marine officer is encountering mainly the preparations before the war, during the battle and after their duties. The author wanted us to be more aware on how a marine fought battles. He wanted his readers to experience, even by just reading his work, how to deal things when you are in a real battle in a vast battlefield. Bottom line of it all, the author wanted us to picture out strengths and determination from the main characters of the story. He wanted us to know and feel that pursuance on a certain thing you are into could give you a prosperous life. He is giving us an example, for us to reflect on ourselves, how to deal with problems. Problems are our enemies and every day we are dealing with it. We are living in a great battle field and for you to win and conquer it all, we must have strengths in ourselves and be determined enough to pursue everything we ought to do. We must believe that we can beat every problem that will come in our way. This are just spices in gaining a fruitful life ahead. Techniques Used The author had offered us a good story line. This story is surely be loved by avid romance novel readers most especially because of the beautiful plot he had created. The twists and turns of events are unpredictable that will surely make you crave for more of his works. The very first thing I had noticed was the flashback technique the author had used which is very common for all stories; using this may not let readers enjoy because they already know this kind of technique. So he had come up with a technique that you will notice from this certain novel and that is by using the voice of the characters. The author is writing in the limited third-person omniscient, thus allowing the reader to feel almost â€Å"first-person† closeness with the character, while still allowing all the characters to participate. Each chapter is told through the perspective of a single character. For example, in chapters labeled â€Å"Thibault,† only Thibault’s thoughts are included. Anything another character does is seen through his perspective, one that Thibault must only assume. If he’s talking to Beth, he can intuit what she’s thinking, but the readers are never allowed to know for sure. Until, of course, the next chapter arrives (perhaps labeled â€Å"Beth†) where she might reflect on what she’d actually been thinking. It’s a powerful form of writing and the author had used it effectively. He had overcome the challenge to make each character’s voice distinct enough to be immediately recognizable. In other words, the readers were able to â€Å"know† who’s talking, even if the chapter hadn’t been labeled at all. There was a learning curve associated with this. It made the development of the relationship between Thibault and Beth a bit more difficult (since it was only through one person’s eyes at any given time), but on the other hand, it made the characters themselves a bit easier to craft. And some voices were more difficult than others. Then, of course, there’s the challenge of keeping the story â€Å"linear.† That’s a bit tougher to do when writing with this form of literary voice. This kind of technique used by the author is somewhat confusing at first but as you go on reading the story, you will gradually understand and grasp the technique implied. It is so great that someone had done this kind of technique in writing because not all writers, regardless of what genre they are into, are good in narrating stories with this kind of technique. Opinion This is a great story indeed. Nicholas Sparks had written such a beautiful romance novel. His work is elevated by a very persuasive manner of storytelling. Readers are not expected to read his books because they are true but because they ought to be true. The story is very well plotted. The sequencing of events as well as the techniques used is very much commending. Sparks writes in such a way that it keeps you informed, seduced, captivated, and never bored. The chapters move along swiftly and it is written so well that you are not struggling to make it through each chapter. Each chapter would focus on a particular character and the chapter would be titled with their name: Thibault, Beth or Clayton. I loved that we got to delve into every characters lives. Everyone was explored with the same amount of back story. You never felt a lack of information. The storyline stays true and builds to an exciting climax. Sparks knows how to build a story and keep a reader anxiously turning pages. This is my first time to read a Nicholas Sparks novel and I surely bet this wouldn’t be the last because I had enjoyed reading it. The way he presented his work to his readers is so much appealing that you will surely crave for more.