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

Feminist Perspectives in a Story of an Hour Essay -- essays papers

Feminist Perspectives in a Story of an Hour A Woman Far Ahead of Her Time, by Ann Bail Howard, discusses the nature of the female characters in Kate Chopin’s novel’s and short stories. Howard suggests that the women in Chopin’s stories are longing for independence and feel torn between the feminine duties of a married woman and the freedom associated with self-reliance. Howard’s view is correct to a point, but Chopin’s female characters can be viewed as more radically feminist than Howard realizes. Rather than simply being torn between independent and dependant versions of her personality, â€Å"The Story of an Hour’s† Mrs. Mallard actually rejoices in her newfound freedom, and, in the culmination of the story, the position of the woman has actually been elevated above that of the man, suggesting a much more radically feminist reading than Howard cares to persue. Much of what Howard has to say about Chopin’s protagonists is appropriate. Her criticism operates from the standpoint that â€Å"marriage, said Chopin’s world, was the goal of every woman’s life; service to her husband and her children her duties, passionlessness and submission her assumed virtues, selflessness her daily practice, and self sacrifice her pleasure† (1). Mrs. Mallard definitely lives in a world where these gender values abound. Chopin, for example, describes Mrs. Mallard’s face as one â€Å" whose lines bespoke repression† (439). This is obviously a direct reference to the submission Mrs. Mallard has had to yield up to the patriarchy thus far. She has always had a â€Å"powerful will bending hers in that blind persistence with which men and women believe they have a right to impose a private will upon a fellow-creature† (440). Her husband’s will is describ... ... as the martyr who dies for feminism, ultimately choosing death over marriage. This ending inevitably elevates the woman’s position to the highest status, while the men are made to look silly and unaware. When Howard asserts that â€Å"it is the woman who demands her own direction and chooses her own freedom that interests Chopin most† (1) she is right on target. Howard only fails when she chooses not to expand that vision to include the truly feminist perspectives that differentiate Chopin as a woman far ahead of her time. Works Cited Howard, Ann Bail. â€Å"A Woman Far Ahead of Her Time†. 1997. Online. Virginia Commonwealth University English Department. http://www.vcu.edu/engweb/eng384/chopinhoward.htm. Chopin, Kate. â€Å"The Story of an Hour†.The Norton Introduction to Literature 7th Ed. Ed. Jerome Beaty, and J. Paul Hunter. New York: Norton, 1998. 438-440.

Respect Is Earned

Respect is something that must be earned and in return the same will be give n to you. An individual should not just automatically be given respect because of who they are, what they wear, how old they are or even by their status in society. Call me crazy but rest peck is gained through trust and experience with a person and this believe. You might ask why would I say such a thing well let me explain. First day of school and I'm sitting in first period. I'm the only person there beck cause the bell hasn't rung yet.A few minutes later the warning bell rings and kids start t o fall through the door as if there was a disease spreading through the halls. Soon after the final I bell rings and we're ready to begin class, but something is missing, or should I say someone. The teacher is late! Now I try to be openhanded as to why a teacher would be late on the firs t day, but something didn't rub me the right way. Ten minutes later in walks the teacher or some guy that think is the teacher, but by the way he's dressed he might be from the circus.He has on wetlands and a baggy this that looks like his dog had a field day with it. N to to mention he smells like the trash under a teenage boys' bed. Think to myself maybe I'm b Ewing too judgmental, so I back off a little as he explains his morning. The details of his explanation are much too graphic to write in such a formal piece, but will say he knows how t o party. Now in a perfect world every adult deserves respect, but we don't live in a per effect world (at least I don't). Society makes you feel as if you have to respect everyone you come in contact with.You must be open minded and kindhearted to the idea of respecting eve Renee, but in reality who ever does? Was taught to respect all my teachers and those above e me. The question have for you is how can you respect someone you barely know. To make ma otters worse they don't even make the effort Of being on time, they don't kick at least half pres notable, they smell like raw fish and because they partied too hard the night before they were to o hung-over to wake up for school the next morning.I have the answer for you, in case you weren't sure, YOU DON'T! Yes everyone should be treated with kindness. I also think every individual De serves the chance to earn respect but unfortunately not everyone deserves respect. If the at was the case there would be no reason for rules and laws for us to live by. Respect is something I value and in order to get respect from me, regardless of who you are, how much money you ma eek, what kind of car you drive, you MUST show me that I can give you such a priceless thing and the is I believe.

Thinking Nonthinking Essay example

Thinking Nonthinking Essay example Thinking Nonthinking Essay example Nell Bornhorst Philosophy 103 March 2, 2015 Thinking and Non-Thinking In this paper, I will be analyzing and interpreting Arendt Hannah’s lecture, â€Å"Thinking and Moral Considerations†, focusing on her take on evilness and the dangers of non-thinking, and the document â€Å"Letter from Birmingham Jail† written by Martin Luther King Jr., focusing on the necessity of tension within the mind. Arendt’s argues that evilness is a person’s inability to contemplate what is unjust, and King offers a solution. Both Ardent and King relate their arguments to the words of Socrates. Socrates believed in the necessity of a dialogue and a relationship with ones thoughts, and believed tension in the mind allowed a person to evaluate and question to find meaning and truth. Socrates’ concepts will help to support my explanation of the two texts and their idea that evilness is only a product of thoughtlessness, with thinking comes natural morality, and â€Å"creative tension† promotes â€Å"a kind of action† leadi ng to â€Å"positive peace†. In our society what is right and what is wrong is presumably decided for us. Laws and restrictions are taught to be the truth, and with these set standards the need to think for oneself is diminished. The threat of non-thinking becomes dangerous. By following the law instead of following our own virtues, we become tied to a blind obedience. Arendt describes this idea as a clichà © or â€Å"standard codes of expression and conduct†. In her study she contemplates the idea that evilness is caused by the absence of thought and use of clichà ©s. Arendt along with Socrates believes examination is good for the mind, and â€Å"By shielding people against the dangers of examination, it teaches them to hold fast to whatever the prescribed rules of conduct may be at a given time in a given society†(Arendt 436). Socrates, a man who she believes to be a model or professional thinker said, â€Å"an unexamined life is not one worth living†. This is because you have no love or desire to discover or find â€Å"what is not†. Without this love you cannot have a relationship with ones thoughts. This being said, Arendt concludes that â€Å"only people filled with this eros a kind of love), this desiring love of wisdom, beauty, and justice, are capable of thought† (Arendt). When considering evil, such as in Otto Adolf Eichmann, one of the main organizers of the Nazi regime, Arendt does not believe it is inherent. In an article on the capture and trial of Eichmann, for The New Yorker, Arendt describes Eichmann’s character and contemplates the truth of his corruption or evilness. Eichmann was accused of crimes against the Jewish people, crimes against humanity, and war crimes, and eventually sentenced to death. Arendt stated, "The deeds were monstrous, but the doer ... was quite ordinary, commonplace, and neither demonic nor monstrous"(Arendt). She believed it was not his character that of the man that was evil, but the â€Å"thoughtlessness† of Eichmann that led him to commit evil acts or his â€Å"authentic inability to think". This example of non-thinking shows the dangers of it. If the conversation we have with ourselves when making decisions is gone, any form of morality goes with it. Especially in the hands of someone like Eichmann, non-thinking is extremely dangerous. If thought is never incited, evilness and corruption can go on unnoticed. However, we were born with a sense of right or wrong. This being said, thinking is natural, and naturally in the opinion of Arendt and Socrates, all humans are good by nature. The idea of non-thinking is in reality unnatural. In the last paragraph, I interpreted Arendt to be saying, in summary, that thinking makes us who we are. If we are who we are only when we think and we are good by nature, then it only makes sense that when we do wrong, we are not who we are and we are non-thinking. By acquiring our human virtues, we can avoid allowing wrong doings and clichà ©s to strip us of our identity. Clichà ©s can be detrimental if they become

The Smart Gene essays

The Smart Gene essays The human brain has approximately 100 billion nerve cells, or neurons that are linked in networks to give rise to a variety of mental and cognitive attributes, such as memory, intelligence, and personality. These networks include the nerve cells. At the synapse, information in the form of chemicals called neurotransmitters flows from the so-called presynaptic cell to the postsynaptic cell. These nerve cells become more tightly linked when stimulated by a series of high-frequency electrical pulses. This increase in synaptic strength is know as long-term potentiation (LTP) just as the decrease in strength is known as long-term depression (LTD). LTP is found in the hippocampus, which is a crucial brain structure for memory formation. Research has indicated that the induction of the major forms of LTP and LTD requires the activation of NMDA (N-methyl-D-asparate) receptors, which sit on the cell membranes of postsynaptic neurons (see Fig 3) (Tsien 2000). The NMDA receptor, a syna ptic coincidence detector, acts as a switch for memory formation, enhancing the signal detection by NMDA receptors should enhance learning and memory. Protein subunits called NR2B are part of the complex of proteins that form the NMDA receptor. Research indicates that when the NMDA receptor channel is open, triggered by a stimulus from two neurons, it begins a biochemical cascade that results in memory retention and learning (Bassand 1999). In simpler terms, the extra copy of the NR2B gene controls the brains ability to link one event to another and remember the link. This double whammy of the gene quickened the way the mice learn and remember by speeding up the reactions between neurons, or brain cells (Guynup 2000). Tsien accomplished this task by taking a copy of the gene that directs the production of NR2B and linking it to a special piece of DNA. This DNA contained a special on switch to inc...

Qualitative methods for social health research Essay

Qualitative methods for social health research - Essay Example Academic performance is the reason for studying to determine the level of intelligence. Motivation is a crucial aspect in validating the theme of academic performance. In the presence of adequate amount of motivation, there is a driving factor for academic performance. As responded by participant A, motivation will enable one to balance work and studies due to an impending aim of achieving results in both. When asked on How satisfied the participant is with academic achievement, participant A responds, that, â€Å"My study is going good beside my work time as I am a part time employee who is working only in the weekend and the rest of the weekdays I am a full time student so I manage my time to student during the weekdays†. While when asked on the circumstances under which he feels academic achievement is linked to work load, participant C stated that, â€Å"If u work less u will do better in your study as you will have more time to study and do the work on time as if you hav e part time work it will be easy than full time work and full time study, it easy to make you feel stress and scared†. In the assessment of the implication of work on academic performance, participant D was responded that â€Å"work does not affect my studies to a certain degree, because I have less time to study for my subjects†. Stress is a normal reaction to actual or potential stimuli. Basing on the theme of stress, most literature sources agree that stress is a normal response to a stimulant, which may be an actual or a potential threat. When one is faced with more than one task to perform in the study, work and life, stress ensues. However, as responded by participant B, a well balance of time within the daily activities helps in the management of stress. When asked how stress affects in relation to study, participant B says â€Å"stress affects my performance ability and decrease my productivity both at

Link between ADHD and Criminal Behavior Research Paper

Link between ADHD and Criminal Behavior - Research Paper Example However, recent studies have indicated that there is a correlation between this disorder and criminal behavior. It is evident that ADHD leads to the onset and development of criminal activities. This paper discusses how ADHD causes criminal behavior. It analyzes the various aspects of ADHD that indicates and causes criminal behavior. It provides the premise that several ADHD related behaviors like drug abuse, bullying, poor self-control, personality disorders as well as depression and anxiety leads to criminality. The paper also evaluates the prevalence of ADHD induced criminality according to age and gender. In this regard, it explains concerning the prevalence of criminal behavior between males and females as well as between adults and youths. Introduction Unnever & Cornell (2003) indicate that Attention-Deficit Hyperactivity Disorder (ADHD) is the most prevalent neurobehavioral childhood disorder. In addition, this disorder is the most common condition that mostly affects schoolch ildren. The major signs of ADHD comprise hyperactivity, impulsivity and inattentiveness. Moreover, it is evident that occurrence rates for ADHD in the general population of young teenagers and children range from 4% to 12%, with high rates for city areas, boys, and those from low Social economic backgrounds. Many researchers have indicated that there have been continued link between psychiatric disorders and antisocial disorders in children. Since ADHD starts early in children, there is the possibility of this condition extending into adult-hood and breed criminal behavior. Research has also termed this disorder as the developmental forerunner of later disruptive behavior and criminality. In addition, there is a connection between ADHD and conduct or personality disorders. It is evident that ADHD causes this personality and conduct disorders which later leads to criminality. For instance, recent studies performed on prisoners in western nations have indicated that approximately half of the inmates tested positive to the diagnoses of serious antisocial personality disorder or conduct disorder when imprisoned. In addition, enduring evaluation researches have established that attention-deficit/hyperactivity disorder (ADHD) merged with conduct disorder is a forerunner of later criminal behavior (Mordre et al., 2011). Connection of ADHD with Criminal Behavior Ghanizadeh et al. (2011) portray three major areas, which describe the clear connection of ADHD with criminal behavior. In the first premise, they claim that ADHD might lead to delinquent activities consequently attracting imprisonment. The second premise entails the relationship between ADHD and conduct disorder. In this regard, they note that there is a strong connection between the high rate of conduct behavior and the prevalence of ADHD. This means that most patients with ADHD show symptoms of conduct disorder, which primarily indicates the onset of criminal behavior. The third premise is that imprisonment and offender behavior may lead to ADHD and conduct disorder. Several researchers have established that there is a positive link between youths who have ADHD and criminal activities. This means that the young generation, mostly the children and teenagers are the most in danger of engaging in criminal activities due to ADHD. Considerable research has also indicated that prevalence of ADHD in teenagers might cause spontaneous, unconscious behavior that frequently overpowers an adolescent’s sense of self-control. This unconscious behavior makes the teenager to undertake some actions that are not right and without consciously knowing. This is because the teenager lacks the self-control to handle the situations surrounding him or her. However, since this disorder starts early in c