What The Black Lives Matter Campaign Gets Wrong Essay

Introduction: Officers are reluctant to exercise proactive policing due to unfounded claims of violence and racism against the African American community. I.Thesis: Passive law enforcement officers under excessive scrutiny by the black community are unable to efficiently protect citizens and unhold the law due to the perpetuation of Black Lives Matter propaganda. Opposing Position: Black men face a unique threat in twenty-first century America: white police officers. Because of a lack of accountability for racist agents of the state who abuse their power, the Black Lives Matter (BLM) movement claims that violence is perpetuated in black, urban communities. I.Police Racism A.Violence in urban communities is a direct result of institutional racism within the police force. 1.On its website, BLM makes the bold claim that, â€Å"every 28 hours, a black man, woman, or child is murdered by police or vigilante law enforcement† who are taking advantage of a historically disadvantaged group of people. a.D.K.,. (2015). What the Black Lives Matter campaign gets wrong. Economist.com. Retrieved 11 September 2016, from http://www.economist.com/blogs/democracyinamerica/2015/08/race-and-criminal-justice 2.The BLM movement demands justice from police who target people who are, â€Å"confined to racially segregated neighborhoods, denied the opportunity to develop their talents and to live decently with legitimate jobs, and concentrated in public housing† and therefore more vulnerableShow MoreRelatedThe Advocacy Of Women s Rights On The Grounds Of Political, Social, And Economic Equality Essay1202 Words   |  5 Pagesstay quiet when they are raped or abused because no one would ever believe them? Should woman be told what to wear, say, or do with their body? I ask myself these questions every day. The question that I ask myself the most is, â€Å"Why are women of color, gay, and transgender women constantly being disrespected?† Woman as a whole get disrespected on a daily basis. We get cat called, get told what to do with our bodies, victim blamed, our bodies are over sexualized, and were viewed as weak and justRead MoreThe Effects Of Mass Media On Our Society1471 Words   |  6 Pagesenvironment such as the campaigns of â€Å"ATT: It Can Wait† and â€Å"Truth.† Both target the public to show the effects of smoking and the dangers of texting and driving can lead to tragic deaths, sporadically occurring any given time. They target the general public to prevent such effects to create a better community. â€Å"ATT: It Can Wait† is a anti-campaign rallying individuals to pledge against texting while driving and other phone distractions like surfing the web. This campaign is advertised through SpotifyRead MoreEssay On Hazing1391 Words   |  6 Pagesjoin a social group or want to fit in. For instance, some have taken hazing to a higher initiation level of humiliation which likely to end up to a point of physical abuse. 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In the past two years there have been multiple police shootings, which have been the main topic with police. Some have said that race has played a huge role i n the recent shootings and blame racism on the deaths by the officers. In the recent cases it has been a white officer who has killed a black person.Read MoreThe Violence Against African Americans913 Words   |  4 Pages People had mixed reactions towards the campaign and opinions were heard. Wal-Mart had to take down their ad simply because the black man said, â€Å"I can’t breathe†, which caused people to be overly sensitive about the subject. This caused controversy, stating that the ad shouldn’t been more aware of the sensitive topic. To begin, there is a never-ending trend of a Caucasian police officer or man who commits a crime and receives no time in jail for his wrong. There is one specific case that standsRead MoreNote On Unemployment Rates Are Drawn From The Bureau Of Labour Statistics1434 Words   |  6 Pagesthat Clinton runs a clarifying campaign, focused on the economy, while Trump should be running an insurgent campaign, trying to move focus away from the economy. However, in order to test Vavreck’s we need to look at what each candidate is doing to see if they are following what Vavreck theory says is the rational choice. What are the Campaigns Saying? In order to examine the types of issues that the candidates are talking about, and therefore how well their campaign strategy matches up with theRead MoreThe Ideas Of Satyagraha By Gandhi Gandhi1426 Words   |  6 Pagesdescribes Satyagraha as a form of ‘civil resistance’ rather than ‘civil disobedience’ because ‘civil disobedience’ has completely disregarded the full meaning of the struggle of what Satyagraha truly was.To Gandhi’s deep knowledge of the Satyagraha, perhaps he hopes it could achieve independence for India, opposition for â€Å"Black Act† and use Satyagraha in general for social and political reforms for injustices. His ideology has pinpointed and inspired many of his followers, also known as Satyagrahis.Read MoreOne Man s Cry Out1530 Words   |  7 PagesLeadership Conference, including Rev. Dr. Martin Luther King Jr., participated in a campaign against racial segregation and economic injustices in Birmingham, Al abama. On April 12, 1963, King and nearly 50 other protestors and civil rights leaders were arrested on a Good Friday for an ordinance violation. The movement was one of nonviolence: however, it was the intent to use confrontational tactics to give awareness of the Blacks’ opposition of the laws that they felt were unjust. It was the intent of King

Aca And Naadac Code Of Ethics - 971 Words

ACA and NAADAC Code of Ethics The ACA and NAADAC code of ethics will help the counselor with decision making. When the counselor is not sure how to act or say about an issue, it is important that she goes back and review the ACA and NAADAC code of ethics to make sure she is not being biased or discriminating a client in her practice. ACA and NAADAC is a guide that will help the counselor to reference. An ACA code that will help the counselor with multicultural code to use in the practice is A.2.C â€Å"Developmental and Cultural Sensitivity counselors communicate information in ways that are both developmentally and culturally appropriate. The counselors use clear and understandable language when discussing issues related to informed consent. When clients have difficulty understanding the language that counselors use, counselors provide necessary services (e.g., arranging for a qualified interpreter or translator) to ensure comprehension by clients. In collaboration with clients, counselors consider cultural imp lications of informed consent procedures and, where possible, counselors adjust their practices accordingly†. Therefore, it is very important for the counselor to have this multicultural code for clients available in case they have a language barrier. An NAADAC code of ethics that will help counselor with multicultural code to use in practice is â€Å"Working in a Culturally Diverse World, Addiction professionals do not discriminate either in their professional or personalShow MoreRelatedCode Of Ethics And Ethics896 Words   |  4 PagesCode of Ethics Every day addiction specialists are faced with scenarios that make them question their ethical and moral backdrop; trying to acclimate the right choice can often times be problematic, even for the most advanced specialist. There are permissible ethical guiding principles that are universal or aphorisms that lead ethical perceptive and comportment (NAADAC, 2008). These guiding principle are commonly held as the values that head the behavior of an individual (Falls, 2006). These principlesRead MoreEthics and Licensed Professional Counselor1175 Words   |  5 Pagesï » ¿ PCN-505 Scenario Analysis Assignment Directions: Read the scenarios below. For each scenario, provide a 75-150 word response to each question. Use the ACA and NAADAC Codes of Ethics and other scholarly resources to support your responses. You must provide at least one citation to support your response for each scenario. Though APA format is not required for your answers, citations and references should be presented in accordance with APA guidelines. 1. 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As her counselor I have to put my personal feelings aside and help her to make the best decision for herself. My client is firm in her plans to have the abortion and since she is an adult her parents have no legal rightRead MoreSocial And Cultural Diversity For Counseling Association For Alcoholism And Drug Abuse Counselors2002 Words   |  9 Pagesethnic group can have significant differences in their values and perceptions of the world. Finally, this paper will state completely, with regard to every detail, how the American Counseling Association (ACA) and National Association for Alcoholism and Drug Abuse Counselors (NAADAC) codes of ethics will inform the practice of social and cultural diversity, the role of cultural sensitivity and communication styles in treatment, also how social and cultural diversity courses will help me in a fut ureRead MoreBecoming An Addictions Counselor Is Not Easy1215 Words   |  5 Pagesdisorders, ethics, assessment, diagnosis, treatment). 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Ethics and Laws Texas State Board of Examiners of Professional Counselors requires anyone whoRead MoreGroup Counseling Reflection Paper4779 Words   |  20 Pagesperceptive of my personal ideologies, beliefs, and assumptions while maintaining a wide-ranging knowledge of diverse cultural experiences that may influence the group processes CPY 545 Sanabria: Legal, Professional, and Ethical Issues in Counseling This ethics course allowed me to view the numerous ethical quandaries that exist when working with clients. I realized that ethical dilemmas caused this counselor to take pause and analyze both the intuitive and critical aspects of everyone involved. Professionally

Netflix Case Study Free Essays

I. Viewpoint: CEO We used the CEO Reed Hasting view point, because he is the current CEO and primarily responsible for the main ideas for this company. II. We will write a custom essay sample on Netflix Case Study or any similar topic only for you Order Now Problem Statement: How should Netflix enter the online video market? Any decision made on this issue would impact not just the Netflix existing business model but its ability to sustain its position as a giant in the media industry. III. Key Objectives Make Netflix more engage in technology generation now a day. To increase revenue incomes for the company and at the same time make the company brand more globally to all. IV. Areas of Consideration SWOT Strength: ?the first company that venture into the online DVDs rental retailing ? Netflix offers prepaid subscription service whereby customers only need to sign up and pay a fixed subscription fee a month for unlimited rentals. ?Customers will now have no more worry of returning their movies late, as Netflix has cancelled the late-fee system. ?Netflix made the unsubscription process relatively easy ?dopting the strategy of reclaiming churned customers rather than forcing dissatisfied customers to stay. Offers a web portal with powerful features such as a proprietary recommendation system that was very accurate in recommendations ? Customers are recommended to movies based on their preferences as well as the availability of the movies. ?Gained a good reputation as well as a large base of customers over the years. ?Growing library of more than 5,000 choices that can be watched instantly on their PCs. ?Over 6. 7 million subscribers. ?They have over 55 mi llion discs and ship 1. 6 million a day, on average. Weakness: Prepaid subscription service model do not work with low volume customers. ?High replacement inventory cost will occur since DVDs might get lost or damage during the mail transit. ?Delivery time is still a weakness for Netflix in comparison to brick-and-mortar store like Blockbuster. ?Customers could not get the DVDs they want immediately. Opportunities ?Netflix can easily source for the technology and infrastructure to provide VOD services to its customers. ?Netflix can review on the current competitors in the VOD market to have a safer measure before entering into the market. With VOD, the problems associated with inventory control such as damaged as lost DVDs might be eliminated. ?More people have higher purchasing power since more are buying high-price durable goods like big-screen HDTV. Threats ?Video streaming technologies had evolved drastically over the years to the recent VOD. ?Brick-and-mortar stores like Blockb uster will continue to enjoy its business with customers who want to get their DVDs on the spot and do not consume high volume of DVDs. V. Alternative Courses of Action: Promote a free movie watch from 1-3 pm mid night Ad: To catch up more customers. Dis: No revenue for that timing. ?More benefits for VIP membership Ad: establish customer loyalty. Dis: Less revenue income. ?Engage in HOT /IN website or Apps for advertising Ad: Promoting the brand name. Dis: It’s competitive with other apps for movie. ?Billboard advertising Ad: making the brand more widely Dis: high cost in renting billboard ?Lower cost for Weekend Ad: increase in membership log-in / increase in sales Dis: lower income for that specific days. VII. Recommendation: As the Internet sources is rapidly growth too fast and the updating of movies is also getting Faster than before, Netflix should try to make a promotion period for memberships. Or even lower price for old movies (10-20 years old movies). They can also make a promotion for watching free within a period of time (1-3pm midnight). References: http://www. techi. com/2011/10/netflix-is-a-case-study-in-poor-decisions-tanking-a-company/ http://blog. kissmetrics. com/how-netflix-measures-you/ http://www. dmnews. com/customer-relationship-mangling-a-netflix-case-study/article/215246/ Questions: 1. As completely as possible, sketch the value chain for Netflix from the production of content to viewer. Ans: 2. How do horizontal and vertical conflict impact Netflix? Ans: There are competitor in the market and the innovative update for the technology now a days conflict impact the improvement of Netflix. 3. How does Netflix add value for cutomers through? Ans:Netflix provide low cost for quality movies that u can watch. They provide more than millions of movies choices for movie lover who can even search for old movies(10 years ago). 4. What threats does Netflix face in the future? Ans: Netflix will face more technology challenges in coming future and there will also be more and more website for free movies coming out. 5. Will Netflix be successful in the long term? Why or Why not? Ans: Netflix will successful for short term but not long term. Because there are more and more websites providing free movie watching or even software. We can just download it thru the net and watch it for free. Therefore there will be less people willing to pay for watching a movie except for movie house. How to cite Netflix Case Study, Free Case study samples

Business Communication and Academic Writing - Myassignmenthelp.Com

Question: Discuss about the Business Communication and Academic Writing. Answer: Rhetoric appeals are majorly three factors associated with the art of persuasion in advertising. Aristotle defined three elements of persuasion to the audiences, ethos, pathos and logos. Advertisers use the strategies to persuade the consumers to purchase their products and these strategies are categorised into three subdivisions, pathos, ethos and logos (Wysocki Lynch, 2017). Ethos means credible appeal to ethics and credibility of the speakers. The ethical appeal also means convincing the audiences by the character of the speakers (Weiss, 2015). The audiences of the advertisement tend to believe to the persons whom they respect. The advertisers need to project an impression to the audiences that this message or the speaker is worth listening to. In order to develop an ethos, language must be appropriate to subject and audience. The presentation of the message of the advertisement should be restrained, fair-minded and sincere. In the ethos, the diction is appropriate and the speakers use correct syntax and grammar. Pathos appeals to emotion of the audience and advertisement using pathos may attempt to provoke an emotional response among the consumers (Bharadwaj, 2017). This emotion can be positively related to happiness and advertisers also use the negative emotion of pain in the advertisement. Pathos in the advertisements also includes emotions of guilt and fear. In order to appeal to emotion, advertisers use vivid and concrete language and they provide emotional examples. The description in the advertisement is vivid and language becomes figurative. The words used in pathos message have connotative meaning. Logos appeal to the audiences using logic and reasoning. The advertisers use logos to provide the evidence and statistics that make understand the audiences about what the products or service can do. The logos of a message are the straight facts about any products (Hoefer Green, 2016). Logos advertisement has abstract language using precise words of choice. It can also use factual data and quotation. In modern business communication, advertisers use persuasive words and facts to allure the consumers to buy their services and products. Ethos includes testimonials and advertisers use celebrity faces to persuade the consumers to buy their products and services (Ramage, Bean Johnson, 2015). In many occurrences, advertisers use ethos to persuade the people in signing a petition, buying a service and doing business with them. In toothpaste advertising, Colgate uses the testimony of dentists and doctors that recommend the products to use their desired customers. Ethos refers to the reputation of the speakers and the advertisers also try to establish the goodwill of any celebrity to reassure the audience to purchase their products. Ethos appeals to fundamental rights when a celebrity protests against using fur coat because animals are killed to make the fur coat products. In recent times, business organisations give advertisements provoking the emotion of the consumers. Positive and happy emotion is used in Pepsi drink when they claim people enjoy themselves while drinking Pepsi. On the contrary, negative emotion is used in shampoo advertisements when a wife does not welcome her husband because the husband has dandruff on his shoulder. Advertisers use pathos to play on sadness and pathos also plays on artistic sensibility and nostalgia. Nestle has been using nostalgia sentiment to sell their noodles claiming it will remind the audiences of their mothers. Coca-Cola uses pathos to play on the sense of adventure and Burger King uses pathos to play on desire. Logos in an advertisement must sound factual and it must convey actual buzz words. In many of the advertisements, advertisers use the words like pure', natural' and freedom', however, technically these words mean nothing but jugglery. In many of the advertisements, advertisers include a fun statistic to enhance the factor of logos. As opined by White (2016), statistics make the message legitimate. In detergent powder advertisement, Tide uses the word more white' than other brands. Technically, this is complete nonsense and gimmick that attracts the customers. Some advertisements show the word like sophistication, however, it depends on the mentality of the audiences how they perceive the concept of sophistication. Fruit juice makers advertise and claim that it is natural to drink. It provides false hope to the people that nature makes people think that this drink is healthy. In advertisements of Pepsi, the advertisers claim that it tastes maximum, however, technically maximum means n othing and it uses to sounds good and catchy. In todays digital age, advertisements have become more expressive and vivid as advertisements are doing in many forms. Additionally, digital advertisements are seen more as it is less costly and firms are using these to promote their products through online marketing and social media marketing. This type of marketing gives the instant result to the firms and it helps to circulate the news faster (Wysocki Lynch, 2017). Logos seems to be most widely accepted, promoted as it emphasises on logical appeal. Logos effects on customers cognitive and rational choices. Moreover, logos come across as un-rhetorical and it never eliminates the persuasive effect of logical appeal. In addition, in case of ethos, it defines logical outcomes and the customers perception of the credibility. There are many factors that are associated with credibility like speech, body gesture, tone, speaking style and trustworthiness of the brands. The effect of ethos on audiences is related to demonstrate speakers re liability, respect and competence. Ethos evokes trust for the audiences as well as values and ideas. Finally, pathos in advertisements is like everyday experiences of emotions. Successful use of emotional appeal can affect the trial outcomes and it does not have a connection to logic and emotion. Pathos evokes an emotional response from the audiences and advertisers use pathos to encourage identification with the subject of the message. It has been observed that ethos, logos and pathos exist in today's world of business communication also and the level of existence is higher in digital communication age. Logos help more to the advertisers to reach to the customers easily with facts and figures. Today's generation believes in statistics and it is not easy to make fool of the educated customers in a digital age when the facts and information are in hand of the customers. Reference Bharadwaj, A. V. (2017). Constructing Communication Strategy Templates for Managerial Persuasion and Argumentation Cases.International Journal of Marketing Business Communication,6(1), 34-45 Hoefer, R. L., Green, S. E. (2016). A rhetorical model of institutional decision making: The role of rhetoric in the formation and change of legitimacy judgments.Academy of Management Review,41(1), 130-150. Ramage, J. D., Bean, J. C., Johnson, J. (2015).Writing Arguments: A rhetoric with readings. Sydney: Pearson. Tran, B. (2016). Ethos, Pathos, and Logos of Doing Business Abroad: Geert Hofstede's Five Dimensions of National Culture on Transcultural Marketing. InInternational Business: Concepts, Methodologies, Tools, and Applications, 5(4), 1601-1626 Weiss, J. N. (2015). From Aristotle to Sadat: A Short Strategic Persuasion Framework for Negotiators.Negotiation Journal,31(3), 211-222. White, M. S. (2016). Culture Propels the Intersection of Ethos, Pathos, and Logos with Innovation and Entrepreneurship.Journal of Systemics,14(3), 1-6. Wysocki, A. F., Lynch, D. A. (2017).Compose, design, advocate. Sydney: Pearson.

What You Need to Know About Googles Mobile Algorithm Update

Google’s much-publicized #Mobilegeddon or #Mobilepocalypse algorithm update caused a big stir in the digital marketing world when it was first released in April 2015. The aim was to improve the browsing and search experience for the increasing numbers of mobile users who had, by that point, surpassed desktop users when it came to ecommerce searches. The change resulted in mobile-friendly pages receiving a boost in search rankings done by mobile users but it only applied to individual pages rather than entire websites. This past March, Google announced that it would be doubling-down on its efforts to â€Å"make the web more mobile friendly.† The now fully implemented algorithm change will now be boosting the search rankings of mobile-friendly websites across all devices. Furthermore, entire websites will now be evaluated, page-by-page. So this means that sites that are still not optimized for mobile use will be penalized with a lower search rank. Recap of the key differences between the 2015 and 2016 updates 2015 Update Some websites saw a change in mobile traffic Search result changes applied to mobile users only Individual pages were evaluated on mobile-friendliness 2016 Update Websites may see a change in traffic from all devices Search result changes will apply to users of all devices Entire websites will be evaluated on mobile-friendliness What to do Test your website If you’ve already made your website mobile-friendly, you’re probably fine. But if your website requires mobile users to zoom in and out in order to read content, your site is not mobile-friendly. Google has a page that will test websites for mobile-friendliness. If you don’t pass, look into getting a mobile-friendly website as soon as possible. Update to a mobile site If you’re not using content management systems for your website, you may need to hire a developer to build a mobile version for your website. Google recommends opting for a responsive web design rather than a separate mobile website. Additionally, a responsive design will allow for your URLs and HTML to remain the same. Ensure the content itself is mobile-friendly Having a mobile-friendly user interface is the first step. It is also important to have mobile-friendly content. Common mobile mistakes that some websites make include: Unplayable content: Flash objects and some embedded video sources are not supported on all devices. Interstitials and pop-ups: Interstitials are pages that are displayed before or after the expected content page. This can include advertisements and age confirmations pages. Proceeding past these pages can be difficult for mobile users. The same can be applied to pop-ups. Broken links and redirects: If your mobile site utilizes separate mobile URLs, be sure to test your links to ensure they all work when browsing in mobile. Slow loading pages: Slow loading pages can be frustrating to users and can cut into their monthly data usage. Mobile is here to stay Mobile traffic will continue to grow. Add to this Google’s algorithm updates and it’s clear that all websites need to be optimized for mobile to be successful. But remember that even when you’ve made all the necessary changes for this update, you can’t let up. You have to keep creating excellent content to continue to attract customers and maintain or improve your search ranking.

Calling of the Kings essays

Calling of the Kings essays Those Zulus! Ma exclaimed angrily. Those heathen! Those Zulus are always fighting! (McCord) In 1877 the Anglo-Zulu wars began with unwarranted British aggression when the British became attracted to Zululand in search of trade and profit. (Hamilton) In the novel, The Calling of Katie Makanya the main character Katie experiences firsthand the Zulus and the destruction caused by the war with the British. The reader is also made aware of the Zulu King during this time by the name of Cetshwayo. With Cetshwayo's awesome military intelligence and strong leadership tools he was able to do considerable amounts of damage to the British troops. Although eventually losing his battle against the British Cetshwayo creates an impact on the outlook of the Zulus. Another King that was a dominant even before Cetshwayo was Shaka, who is said to be the one of the greatest rulers of all time, and one of the main reasons the Zulu were such a strong nation. The Zulus saw many kings but these two rulers w ere what made Zululand thrive and prosper. Chetshwayo threatened to drive all of the white men to sea when the British High Commissioner in South Africa, Sir Henry Bartle Frere, believed that the robust and economically self-reliant Zulu kingdom was a threat to his policy. (Hamilton) In December 1878 he picked a quarrel with Chetshwayo believing that the Zulus were no match against his men because he thought that they would only use shields and spears. On January of 1879 Bartle Frere was proven wrong after he sent three columns of British troops to invade Zululand and was greatly defeated at Isandlwana. Over 1300 British troops and African Allies were killed and it became one of the worst disasters ever encountered by the Colonial Fleet. (Gump) Chetshwayo became an instant hero in the war, and caused the most crushing defeat by any Africans in modern history. He later went on to kill Prince Napoleon, the heir to the French throne. After...

Reflective paper Research Example | Topics and Well Written Essays - 2500 words

Reflective - Research Paper Example The fear over environmental sustainability arises because the global population of about ten billion people must decently feed and shelter without damaging environment, (Goodland, 2002, p. 1). The possibility of sustaining this size of population while keeping the environment intact is lean because the social and economic needs of this population size exceed the carrying capacity of the environment, (Marquart-Pyatt, 2010). More importantly, the economic sector (the corporate) is the chief culprit in derailing environmental sustainability. I believe environmental sustainability directly affects economic sustainability because economic growth derives its inputs from the environment, (Goodland, 2002, p. 2). This relationship has implication on the natural resources that sustains the economic growth. Economic growth is infinite but the ecosystem that supports the economic growth is finite. This means that economy continues to grow in terms of rate of production and consumption of products while the environmental capacity from which raw materials are derived remains constant or reduces with increased extraction. However, part of this limited environmental capacity, the renewable resource, has ability to replenish, (Goodland, 2002, p. 2). Renewable resource partly provides mechanism of adopting environmental sustainability. The other portion, non-renewable resource, lack ability to replenish. Implementing environmental sustainability policy is challenging because only part of the whole environment is able to replenish wher eas the depletion process affects both. In respect to this, I would propose three rules for environmental sustainability. The first is the rule for the output, which stipulates that the quantity of waste emitted from a social or economic activity must be within the assimilative capacity of the local environment without compromising its subsequent absorptive capacity for similar wastes

Issues in Free Enterprise Essay Example | Topics and Well Written Essays - 500 words

Issues in Free Enterprise - Essay Example Ultimately, the benefit of a megamerger will intrinsically be related to context, socio-economic factors and the impact on all relevant stakeholders affected by a merger proposal such as stockholder profits, economic base of communities, and the new capital investment plans of area impacted, technological innovation, consumer choice (Davidson 1). Matthews and Berman (1999) comment that the US social security system â€Å"was initially intended to provide financial security† (p2). However, the current system is suffering from funding challenges due to the pressures of the dedicated payroll tax system and it is estimated that by 2016 the expenses of the social security will exceed revenues (Matthews & Berman 2). This is further compounded by the reality of an aging population and lower ratio of paying workers (Matthews & Berman). Additionally, whilst the current system is not in crisis, in the long term the social security system is unsustainable (Boyberg, 2005). Moreover, the US government has borrowed and spent the accumulated surplus funds and therefore reform needs to be considered now to address the future lack of sustainability of the system going forward. Economic activity and expansion rates particularly in third world countries are changing the face of natural environmental systems and Michael posits that â€Å"human pressures on the environment are damaging the world’s biophysical and ecological systems† (Michael 2008). This argument would point in favour of the assertion that current activity is placing the earth at risk. However, on other hand some commentators argue that the earth is going through various cycles and denounce the climate change aegis as an excuse to implement politically motivated agendas (Wodak & Meyer 114). Nevertheless, it is submitted that the balance of evidence would appear to tip in favour of

The importance of Hydrogen Bonding in Biology Essay

The importance of Hydrogen Bonding in Biology - Essay Example The atom that covalently links to the hydrogen is the hydrogen bond donor and the other atom represent the hydrogen bond acceptor. These atoms have lone pair of electrons and a negative partial charge that enable them form this bond with hydrogen. Orphardt explains that hydrogen carries a partial positive charge. The formation of a hydrogen bond requires that hydrogen get attracted to an atom that has a partial negative charge. Orphardt explains that hydrogen bond is a directional bond this means the strength of a hydrogen bond relies on its alignment with two electronegative atoms (Orphardt, 2003). Hydrogen Bonding in Water Hydrogen bond is important in that it determines the physical and chemical properties of polar substances for example water. Water has a simple molecular structure consisting of two hydrogen atoms and the atom of oxygen. The hydrogen atoms covalently bond with the oxygen atom. The oxygen atom contains two lone pairs of electrons. The partial positive charge prese nt on the hydrogen atom together with the partial negative charge present on the oxygen atom gives water its polar characteristic. This attractive force between the oxygen atom and the hydrogen atoms result in the formation of a hydrogen bond. The polarity of water makes it a good solvent it allows polar substances and ions to dissolve in water. The polarity in water allows high cohesive force to exist in water molecules. One water molecule can form a hydrogen bond with other four water molecules. The high cohesion between water molecules allows water to be drawn up the xylem vessels in plants Hydrogen bonds bind water molecules together constantly form and break; therefore, changing the temperature of water requires the constant addition or removal of heat. This makes water have a high specific heat capacity water and favourable in preventing temperature changes in the body. The hydrogen bonds in water are responsible for the high surface tension in water. The hydrogen bonds hold w ater molecules tightly at the surface. This allows dense substances to float in water and for insects to walk on water Hydrogen Bonding in DNA Structure The hydrogen bonds determine and stabilize the structure of macromolecules such as proteins, nucleic acids. The hydrogen bond is responsible for holding together the three-dimensional structures of proteins and DNA. Hydrogen bonds are responsible for formation of biological structures such as double helix DNA strand. The hydrogen bond plays a critical role in ensuring the DNA structure is stable. Hydrogen bonding in a DNA structure is the chemical interaction responsible for base pairing. Arnold states that hydrogen bond holds together the double helix structure. The base pairs in DNA and RNA strands are connected by hydrogen bonds. The DNA molecule consists of four bases cytosine, guanine, thymine, and adenine. The DNA double helix structure has two polynucleotide strands that are intertwined together. The DNA structure is very sta ble because of DNA base pairs arrangement, which allows the interaction of the bases (Arnold, 2009). Hydrogen bonding is significant in holding together the polynucleotide strands of DNA. An adenine on one-strand pairs with a thymine base on the other strand and a guanine pairs with cytosine. Arnold describes that the stability of a double helix DNA strand is due to the internal and external hydrogen bonds existing between the complementary nucleotide base pairs. Arnold

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