Critical Success Factors Risk Management - 1439 Words

The success of any business or project is mostly determined by its Critical Success Factors. The business dictionary defines Critical Success Factors as a range between 3 to 8 items of characteristics, conditions, or variables that have direct and serious impact on the effectiveness, efficiency, and viability of an organization or project (critical success factors, Businessdictionary.com). Critical Success Factors are distinctive to every project and therefore can be different, it is not a one size fit all. Hillson and Simon wrote in chapter 2 of their book Practical Project Risk Management that â€Å"risk management is too important to be left to chance†. They write that for it to work, it should be applied consistently and best achieved using a structured that requires a supportive organization, competent people, appropriate supporting infrastructure and a simple scalable and documented process. More importantly, critical success factors are done for two reasons. One, without them, the company stands the risk of not delivering the benefits to the organization. Two, they increase the chances of risk management being effective and successful and ultimately delivering the full benefits to the organization. (Hillson and Simon, pg. 9) Simply put, not applying these factors to a business or project would endanger it from the start. Some of the major issues with Flayton Electronics stem from their not being PCI compliant which is one of the first lines of defense against dataShow MoreRelatedFactors That Influence Risk Levels On The Hospitality Industry1207 Words   |  5 Pagesanalyse factors that influence risk levels in the hospitality industry. Further to this, recommendations on risk handling will be put forward to lessen these risks. ISO30100 defines risk as the effect of uncertainty on objectives, ISO30100 goes further to say the risk can be positive, negative or a deviation from the expected. There are four key drivers of risk as outlined in the ISO30100 standard; these include financial, infrastructure, marketplace and reputational risks (Institute of Risk ManagementRead MoreThe For Any Corporate Risk Management Program Essay1244 Words   |  5 PagesFor any corporate risk management program, there are a number of factors whose absence signals an increased likelihood of failure for the risk management program and whose presence greatly increases the chance for success of the program (Hillson and Simon, 2012). These factors, called Critical Success Factors (CSF), include the following: †¢ An organization supportive of the process; †¢ A skilled and competent staff; †¢ The presence of the necessary support infrastructure; and †¢ A simple, scalable,Read MoreHardware and Project Considerations When Implementing a New CRM System1638 Words   |  7 PagesHardware and Project Considerations When Implementing A New CRM System The most effective Customer Relationship Management (CRM) systems are deliberately designed to align and enhance the strategic initiatives and programs of a given business or enterprise. They must take into account customer preferences, needs and wants as well, and strive to create a foundation of shared information and insight over time There are a myriad of studies that show how effective CRM systems are in transforming businessesRead MoreCritical Success Factors for Small Business Enterprises in Saudi Arabia854 Words   |  4 Pagesto study which the critical success factors that are necessary for achieving success for a small business in Kingdom of Saudi Arabia. Small Business Enterprise or Small-Medium Enterprise (SME), in todays business environment, faces a lot of daily major challenges. Balancing the SME’s effort to address these challenges can be an intimidating task, unless a systematic approach is identified and followed. Recently, SMEs started moving towards the utilization of business success which enables SMEsRead MoreHow The Critical Success Factors1308 Words   |  6 PagesAnalyze how the Critical Success Factors (CSFs) apply to the facts of the case study. Provide examples to support your analysis For any corporate risk management program, there are a number of aspects whose absence indicates an increased possibility of failure for the risk management program and whose existence significantly increases the chance for success of the program (Hillson and Simon, 2012). These factors, called Critical Success Factors (CSF), are comprised of the following: †¢ An organizationRead MoreBusiness Strategy And Project Management1653 Words   |  7 Pages1. Srivannaboon.S, Milosevic.Z.D (2005). A two-way influence between business strategy and project management. According to the authors Srivannaboon.S, and Milosevic.Z.D (2005), the alignment of project management with the corporate strategy is critical to achieve the company’s short term and long term goals. The main objective of project management is to guide the company towards its goals within the set time frame and cost. In today’s globalization, business leaders are facing many challenges fromRead MoreAnalysis Of Palmers Concrete Limited Liability Company1205 Words   |  5 Pagescontemporary management technique as a defensive strategy than reactive. Several contemporary management techniques are analytical to this project, Benchmarking, Enterprise Risk Management (ERM), and Business Process Improvement (BPI). Contemporary Management Technique: Rationale Benchmarking. At first observation, benchmarking seemly, looks clear, and identifiable rationale for a Contemporary Management Technique (CMT) that could aid the organization/segment in achieving its Critical Success Factor (CSF)Read MoreCommon Examples Of Hr Risks For A Firm ( Fig 2 )1001 Words   |  5 Pagesresources, IR and risk controls in South Africa. In his article he identify some common examples of HR risks for a firm (fig 2). To mitigate human resource risk Meyer’s method is to focus on development in Human Resources, this includes training, development and recruitment processes. Meyer’s solution all fall in the administration controls under the hierarch of controls framework. This is not dissimilar to other HR literature, which focus on employee management as the key control for risk. But like anyRead MoreThe Critical Success Factor Of British Petroleum1562 Words   |  7 PagesThe image as well as the operational business reputation of a corporation is c ritical to the survivability of the corporation in today’s business world. Today we will put our focus on one of UK’s largest multinational oils company’s. In the case with British Petroleum (BP) as it actively explores oil in 26 countries around the world, due to BP’s lack of focus on the safety issues presented in the 2004 Telos Group report coupled with the oversight and control to correct safety hazards, the TexasRead MoreAssessment On Coffeeville Simulated Business Essay841 Words   |  4 Pagessimulated business 1. Review I have been appointed as Manager of new Lakes Entrance store located in Collins Street. I have been told to present a review report about the store operations and let the CEO stakeholders and management know about operations need to be performed so risks can be eliminated before it becomes the source of any kind of damage to the company. After having insight into the store’s operations I noticed some of the errors and operations needs to be performed which are written below:-

The Effects Of Anger And Anxiety On Children And Adolescents

Summary Anger, aggression, and anxiety are issues that continuously arise when dealing with Children and adolescents. This issue could be a result of stress, social acceptance, asserting independence, gaining self-identity, and in some cases parenting techniques. Indeed all of these issues are at times normal and even expected at this developmental stage, there are times when the feeling of anger and anxiety become obsessive and overwhelming for the adolescent. Not only does the effects of anger and anxiety disturb the child but indeed affects the parent, who are in hopes of a well behaved child with good grades. Some of the pressure of being this â€Å"perfect child† is another road to stress, anger, and apprehension. As the†¦show more content†¦There is help available for those adolescents experiencing overwhelming feelings of anger, aggression, and anxiety. Treatment is indeed important and deemed effective by previous, relevant empirical research. Treatment modali ties include but are not limited to: ï‚ § Psychotherapy – Treating emotional or mental disorders in hopes to teach skills and deliver relief. ï‚ § Holistic Counseling- entails all natural resources that help overcome depression, anxiety or mood (nutrition, diet and exercise). ï‚ § Depression Counseling- Depression counseling is particular to various types and levels of depression. ï‚ § Anxiety Treatment- Anxiety treatment may treat obsessive-compulsive disorder, social phobias, panic disorders, phobias, social anxiety and generalized anxiety disorder. ï‚ § Anger Management- Anger Management is at times becoming alert of unknowing or underlying emotions or communication approaches to help reduce anger ï‚ § Dialectical Behavior Therapy- DBT is a nature of treatment that emphasize on mindfulness, distress tolerance, and emotional regulation. (Lemerise, E. A., Dodge, K. A.2008) (Vernon, A.2002) In addition, another treatment modality that has been researched and experimented throughout most developmental stages is Cognitive Behavioral Therapy. CBT was initiated by Beck

Ethical Considertions In Barama

Question: Discuss about theEthical Considertions In Barama. Answer: The viable alternative ways of acting in this situation are: Barama should make sure that they have full security at the lumber roads to prevent trafficking. They should go public with these issues to restore faith of stakeholders in their company. They need to make sure that all the mining operations stop and no outsider travellers are allowed at these sites where they work. Make sure Government checks the coasts alongside the river for any metals like gold present or not there because this will deliver the property of the government as its on their; and leaves no opportunity for others to take it and should be handed over to indigenous people. What is the recommended course of action (and clearly-defined action plan)? Action plan should be as follows: Moreover the most important action in this plan should be of even employing some of the people if they want and have the need in the process to restore the faith in the community. This will help them to continue working in the area. And government will be letting them work as they are increasing employment. References Baramaguyana, 2016, Retrieved from https://www.baramaguyana.com/eng/global/home.htm Bird, F. J Bus Ethics, 2016, The Practice of Mining and Inclusive Wealth Development in Developing Countries 135: 631. doi:10.1007/s10551-014-2378-2

Recording, Analyzing and Using Human Resource Information

Data collection within organization is vital especially in supporting Human Resource Management Systems. Data management is the science of collecting, analyzing, and properly storing data in line with the laws and regulations controlling data monitoring. Thus, this analytical treatise attempts to explain concept of data management especially on the facets of data collection, storage and accessibility in the department of Human Resources Management (HR).Advertising We will write a custom report sample on Recording, Analyzing and Using Human Resource Information specifically for you for only $16.05 $11/page Learn More Scientifically, the process involves modeling unified data to provide accurate and single view of activities within the HR such as training, recruitment, compensation, performance, and employment management. For instance, ‘oracle leverage optimal workflow circles’ in multinational companies ensure easy and accurate accessibility of stored records within the shortest time possible. However, the major reasons for collecting HR data are to meet stringent legal requirements such as personal details of workers, number of workers, salaries, hours of service, and medical condition. Often, companies are obliged to give accurate details to governmental departments whenever there is a need. Besides, data stored in the HR server is essential for protection of company against claims in court of law. Since details of each employee are kept intact, proper documentation would paint a clear picture for every complaint registered. [1] The two types of data collected by HR department include the Operational Information Data and Tactical Information Data. Under Operational Information Data, HR management team should be conscious of it arrangement and storage medium. This data exist in the form of HR profile records and includes organization dependent and personal information of the employees such as sex, name, address, citize nship, marital status, seniority data, salary grade, minority status, employment history, retirement, experience, and education level. Besides, the records collected may be inclusive of special preferences by employees. In addition, the data captures skill inventory for each worker. In some cases, it contains information surrounding test scores, work experience, preferences, interests, and proficiencies or special skills. Besides, government reporting and compliance data avail information as indicated by laws that facilitate monitoring and observing compliance within regulations. These government initiated regulations aim at reducing costs and improving productivity. For instance, job analysis system provides data on guideline compliancy, safety measures, and relevancy of skills for every department in an organization. Generally, data contained in the Operational Information System include information on position control, placement, and application, performance management informatio n, and compliance to government standards information. [2]Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More On the other hand, Tactical HRIS provides support information to managers on decision making process such as design and job analysis, development and training, and compensation plans for employees. Generally, Tactical HRIS data capture information on recruitment, design and job analysis, benefit and compensation, and development and employee training systems. Information on compensation and benefit records is vital in designing a comprehensive compensation program and fast tracking retirements and replacements. In decision making, properly collected and scientifically analyzed data provide accurate and reliable decision variables necessary in determining resource allocations for training, expansion, and structuralism to keep a competitive edge. Among the most reliable methods of data storage in HR, management include the electronic data storage and traditional filing. Electronic data storage devises are effective in terms of space and time. Under this medium, data irrespective of its magnitude can be stored in digital and analogue formats. After the desired data is encoded, the non-volatile computer storage system captures all details permanently and allows for editing. In the contemporary global arena, technology has made it possible to create backup systems that ensure safety of information. On the other hand, traditional system of filing records provides an alternative especially for small scale use. Under this system, data storage is organized alphabetically in cabinets and a reference sticker placed besides each record. This method is easy to monitor and safe especially when records are few. The United Kingdom has policies and regulations on data collection, storage and accessibility. For instance, the ‘Acas Code of Practice’: Discipline and gr ievances at work provide guidelines on training courses which equip HR professionals with proper management policies and monitoring records. In addition, the Regulation of Inventory Powers Act of 2000 cover limits placed for organizations for monitoring records in private and public networks. Reflectively, it empowers employees to benefits from organization’s carelessness with personal information. Also, the Data Protection Act of 1998 contains a code of conduct monitoring employer’s compliance. Specifically, part one of the act cover selection and recruitment rules. Moreover, part two is consistent in defining limits and ways of keeping employment records secured. Part three and four deal with observations made at work and confidentiality of medical records respectively. A breach of the above policies attracts hefty fines and penalties as defined in the law. Stated in the code, information obtained or stored via the monitoring system should be used within the purpose of collection and must be secured. However, employers may breach this especially where there is proof of crime detection or prevention.Advertising We will write a custom report sample on Recording, Analyzing and Using Human Resource Information specifically for you for only $16.05 $11/page Learn More In a company of 200 employees, records analysis concentrates on the Absence Data Bank. This record is generated electronically and it records absence, time of reporting, details of each employee upon clocking in the thumb screen located at the entrance. On Monday, two employees are absent with permission, however, another employee is also absent without formal explanation. Among the present employees, there are four arrive late for work. In the afternoon shift, six employees are out on official duty. The above data can be presented in the pie chart below. From the above data, it is apparent that performance rate is slightly above 95%. Besides the Absence Re cord indicating three employees as absent, the computerized system captures the percentage of those who arrive late at 2%. This data captures general data as recorder in the system. Therefore, further analysis should give clear statistics and foster creation of monitoring framework for marking the absence list and defining instrumental aggregates of valid comparison. Specifically, the scope of this analysis provides finer details of each employee as generated over a five day period. Therefore, information obtained is vital for determining performance of each employee and managing payroll especially for late arrivals and absentees with no formal notification. Conclusively, HR Management is dependent on relevant data collection, proper record storage, and practical application in policy formulation and decision science. Reflectively, these actions must be in line with policies instituted by the government. Data on employees can be used in operation and tactical functions in an organiz ation. Generally, data collection and management as a science should embrace systematic approach and in-depth analysis to understand labor management and factors surrounding its functionality. Bibliography Brown, C., Arianne, H. Policy and practice in European human resource management: the Price Waterhouse Canfield survey. Rutledge, Alabama, 1994. Martin, J. Key Concepts in Human Resource Management. SAGE Publications Ltd, Alabama, 2010.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Taylor, S. People resourcing. CIPD Publishing, New York, 2005. Footnotes Martin, J. Key Concepts in Human Resource Management. SAGE Publications Ltd, Alabama, 2010. Brown, C., Arianne, H. Policy and practice in European human resource management: the Price Waterhouse Canfield survey. Rutledge, Alabama, 1994. This report on Recording, Analyzing and Using Human Resource Information was written and submitted by user Kash F. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Cluster Sample in Sociology Research

Cluster Sample in Sociology Research Cluster sampling may be used when it is either impossible or impractical to compile an exhaustive list of the elements that make up the target population. Usually, however, the population elements are already grouped into subpopulations and lists of those subpopulations already exist or can be created. For example, let’s say the target population in a study was church members in the United States. There is no list of all church members in the country. The researcher could, however, create a list of churches in the United States, choose a sample of churches, and then obtain lists of members from those churches. To conduct a cluster sample, the researcher first selects groups or clusters and then from each cluster, selects the individual subjects either by simple random sampling or systematic random sampling. Or, if the cluster is small enough, the researcher may choose to include the entire cluster in the final sample rather than a subset of it. One-Stage Cluster Sample When a researcher includes all of the subjects from the chosen clusters into the final sample, this is called a one-stage cluster sample. For example, if a researcher is studying the attitudes of Catholic Church members surrounding the recent exposure of sex scandals in the Catholic Church, he or she might first sample a list of Catholic churches across the country. Let’s say that the researcher selected 50 Catholic Churches across the United States. He or she would then survey all church members from those 50 churches. This would be a one-stage cluster sample. Two-Stage Cluster Sample A two-stage cluster sample is obtained when the researcher only selects a number of subjects from each cluster – either through simple random sampling or systematic random sampling. Using the same example as above in which the researcher selected 50 Catholic Churches across the United States, he or she would not include all members of those 50 churches in the final sample. Instead, the researcher would use simple or systematic random sampling to select church members from each cluster. This is called two-stage cluster sampling. The first stage is to sample the clusters and the second stage is to sample the respondents from each cluster. Advantages of Cluster Sampling One advantage of cluster sampling is that it is cheap, quick, and easy. Instead of sampling the entire country when using simple random sampling, the research can instead allocate resources to the few randomly selected clusters when using cluster sampling. The second advantage to cluster sampling is that the researcher can have a larger sample size than if he or she was using simple random sampling. Because the researcher will only have to take the sample from a number of clusters, he or she can select more subjects since they are more accessible. Disadvantages of Cluster Sampling One main disadvantage of cluster sampling is that is the least representative of the population out of all the types of probability samples. It is common for individuals within a cluster to have similar characteristics, so when a researcher uses cluster sampling, there is a chance that he or she could have an overrepresented or underrepresented cluster in terms of certain characteristics. This can skew the results of the study. A second disadvantage of cluster sampling is that it can have a high sampling error. This is caused by the limited clusters included in the sample, which leaves a significant proportion of the population unsampled. Example Let’s say that a researcher is studying the academic performance of high school students in the United States and wanted to choose a cluster sample based on geography. First, the researcher would divide the entire population of the United States into clusters, or states. Then, the researcher would select either a simple random sample or a systematic random sample of those clusters/states. Let’s say he or she chose a random sample of 15 states and he or she wanted a final sample of 5,000 students. The researcher would then select those 5,000 high school students from those 15 states either through simple or systematic random sampling. This would be an example of a two-stage cluster sample. Sources and Further Reading Babbie, E. (2001). The Practice of Social Research: 9th Edition. Belmont, CA: Wadsworth Thomson.Castillo, J.J. (2009). Cluster Sampling. Retrieved March 2012 from experiment-resources.com/cluster-sampling.html

Teacher Merit Pay Benefits and Disadvantages

Teacher Merit Pay Benefits and Disadvantages Teaching unions around the United States are lessening their opposition to merit pay for teachers and finding new ways to experiment with the concept, passionate reactions erupted from teachers everywhere. So, what exactly are the pros and cons of paying teachers differently based on the results they produce in the classroom? The issue is complex. In fact, it has been debated for over 40 years in the world of education. The National Education Association (NEA) adamantly opposes merit pay, but is it an idea whose time has come? The Pros Americans value hard work and results, and our capitalist system hinges upon rewarding such results. Most professions offer bonuses and salary increases to exemplary employees. Why should teaching be the exception? The fact that a sloppy teacher and a dedicated teacher earn the same salary just doesn’t sit right with most people.Incentivized teachers will work harder and produce better results. What motivation do teachers currently have to go above and beyond the jobs basic requirements? The simple possibility of extra cash would most likely translate into smarter teaching and better results for our children.Merit Pay programs will help recruit and retain the nation’s brightest minds. It’s the odd teacher who hasn’t considered leaving the classroom and entering the corporate workplace for the twin benefits of less hassle and more money potential. Particularly intelligent and effective teachers might reconsider leaving the profession if they felt that their extraordinary efforts were being recognized in their paychecks. Teachers are already underpaid. Merit Pay would help address this injustice. Teaching is due for a renaissance of respect in this country. How better to reflect the esteemed way we feel about educators than through paying them more? And the highest performing teachers should be first in line for this financial recognition.We are in the middle of a teaching shortage. Merit pay would inspire potential teachers to give the profession more consideration as a viable career choice, rather than a personal sacrifice for the higher good. By tying teaching salaries to performance, the profession would look more modern and credible, thus attracting young college graduates to the classroom.With American schools in crisis, shouldn’t we be open to trying almost anything new in the hopes of making a change? If the old ways of running schools and motivating teachers aren’t working, perhaps it’s time to think outside of the box and try Merit Pay. In a time of crisis, no valid ide as should be quickly denied as a possible solution. The Cons Virtually everyone agrees that designing and monitoring a Merit Pay program would be a bureaucratic nightmare of almost epic proportions. Many major questions would have to be adequately answered before educators could even consider implementing Merit Pay for teachers. Such deliberations would inevitably take away from our real goal which is to focus on the students and give them the best education possible.Goodwill and cooperation among teachers will be compromised. In places that have previously tried variations of Merit Pay, the results have often been unpleasant and counter-productive competition between teachers. Where teachers once worked as a team and shared solutions cooperatively, Merit Pay can make teachers adopt a more â€Å"I’m out for myself only† attitude. This would be disastrous for our students, no doubt.Success is difficult, if not impossible, to define and measure. No Child Left Behind (NCLB) has already proven how the various unleveled playing fields in the American education system inherently set up a wide variety of standards and expectations. Consider the diverse needs of English Language Learners, Special Education Students, and low-income neighborhoods, and you’ll see why it would be opening a messy can of worms to define standards of success for American schools when the stakes are cash in the pockets of real teachers. Opponents to Merit Pay argue that a better solution to the current educational crisis is to pay all teachers more. Rather than design and regulate a messy Merit Pay program, why not simply pay teachers what they are already worth?High-stakes Merit Pay systems would inevitably encourage dishonesty and corruption. Educators would be financially motivated to lie about testing and results. Teachers might have legitimate suspicions of principal favoritism. Complaints and lawsuits would abound. Again, all of these messy morality issues serve only to distract from the needs of our students who simply need our energies and attention to learn to read and succeed in the world.​ So what do you think now? With issues as complicated and evocative as Merit Pay, ones position can be naturally nuanced. In the big picture, all that really matters is the learning that happens with our students when the rubber meets the road in our classrooms. After all, theres not a teacher in the world who entered the profession for the money. Edited By:  Janelle Cox

Accessibility, what it means and why is it important when designing a Essay

Accessibility, what it means and why is it important when designing a website - Essay Example It is necessary to keep in mind the importance of accessibility in designing a website. As much as web designers hope to make their website as creative as possible, their main goal should be to make it serve its purpose and function. Designers’ imagination and creativity are challenged with accessibility’s limiting factor (Tarn, â€Å"Making the Digital†). While the use of Web is no longer limited to the basic operations such as entertainment and basic browsing, it already requires advanced features that make it useful for people to interact to each other on various purposes such as a mere communication, wellness, education, financial transaction, and entertainment (Burks 7). Significant advantages are identified when accessibility is taken in consideration in website design. They are beneficial for the owners of the website as well as its designers as they would not only comply with the Web Accessibility Initiative and the Disability Discriminations Act 1995, bu t it also increases their credibility as owners and website designers. Apart from this, the number of users who visit the website also increases such that it caters to users with or without disability. Websites with good accessibility are also known to have increased search engine optimization (Sabasaje, â€Å"Web Design†; Gibbins, â€Å"The Growing Importance†; â€Å"The Importance of Web Accessibility†). Keeping this in mind, web designers should understand that flexibility is necessary in such a way that it would allow different kinds of users to access the website as well as the information that they need from it (Burks

Splice (2009 Movie) Essay Example | Topics and Well Written Essays - 500 words

Splice (2009 Movie) - Essay Example The horror does not necessarily lie in the fact that Dren is a terrifying monster, but that the human scientists continue to push boundaries in every sense of the word. As an audience member, I could hardly withstand the moment that Elsa and Clive decide to ignore the funding corporation’s rules and splicing human DNA with animal DNA due to the fact that the action created a red flag. It is not a secret that the controversial discussion about scientists and their work in respect to moral issues has been brought up. In this case, the decision of the scientists to disobey the law and morality for personal gain (becoming the first scientists to leap ahead in DNA discovery) is predictably going to go wrong. Why? There is a lesson to be learned when humans mess with nature: nature messes back. The act of playing God always ends badly in the fictional world. Not only was the fact that their experiment got out of control predictable, the initial bonding between Clive and Elsa to Dren was as well. At first it was somewhat easy to relate to Elsa and Clive’s relationship with Dren. The beginning stages show Dren as a peaceful, delicate creature that is entirely innocent in nature. Who wants to destroy that? Even despite the scientists’ inability to think beyond their impulse of creating Dren. The frustrating notion stems from Elsa and Clive’s lack of responsibility from the very get-go.

Schools Website Development Template Essay Example for Free

Schools Website Development Template Essay Education in its broadest, general sense is the means through which the aims and habits of a group of people sustain from one generation to the next. Generally, it occurs through any experience that has a formative effect on the way one thinks, feels, or acts. Wikipedia defines a website, also written as Web site, web site, or simply site, as a set of related web pages containing content such as text, images, video, audio, etc. A website is hosted on at least one web server, accessible via a network such as the Internet or a private local area network through an Internet address known as a Uniform Resource Locator. All publicly accessible websites collectively constitute the World Wide Web. A school website is any website built, designed, and maintained by or for a school. Many school websites share certain characteristics, and some educators have developed guidelines to help schools create the best and most useful websites they can. Now a days, website becomes an educational tool, some international schools like Harvard University (Cambridge, Massachusetts, United States), American Herbrew Academy (Greensboro North Carolina) uses website for their school. Locally, like University of the Philippines, Polytechnic University of the Philippines, De La Salle University, Ateneo De Manila University and may more university in the Philippines has their school website. This study focuses in two Municipality; Botolan, Zambales and Iba, Zambales. We notice that some of the schools in Botolan and Iba, have their website but most of them do not especially the elementary schools and public high schools. We come to an idea to develop a web development application wherein a school can create their school website in the easiest way and even if they have no technical background in web programming/web develoing. Background of the Study The study focuses in schools in Botolan and Iba, Zambales. We notice that some of the schools in Botolan and Iba, have their website but most of them do not especially the elementary schools and public high schools. So we come with an idea to develop a website development application for schools, this study aimed to help public schools in Botolan and Iba or even private schools to provide them an application wherein they can create their school website in an easy way. The schools can create a link where in they can post some news articles, school calendar etc. The proposed School’s Website Development Template aims to provide an application for schools in creating a website in an easy way. This application provides a friendly user interface so that the creator of the website can create a website without any technical background in web programming/web developing. Statement of the Problem The researcher wanted to know the effectiveness of the School’s Website Development Template. This research needs to provide answers to the following questions: 1. What is the profile of the respondents with respect to: 2. 1 Name 2. 2 Organization affiliated with 2. 3 Position 2. 4 Numbers of Years in Service 2. What is the level of effectiveness of the School’s the School’s Website Development Template be described in terms of: 3. 5 Reliability 3. 6 Functionality 3. 7 Operability/Usability 3. 8 Performance 3. 9 Maintainability 3. 10 Traceability 3. 11 Conceptual Framework The researcher aimed to develop School’s the School’s Website Development Template for schools. This Software is a website content management software where in a ordinary teacher can make their school website without any background in web developing. Input Profile: -Name -Organization affiliated with -Numbers of years in service Perception towards: * The School’s Website Content Management Software As to: Reliability Functionality Usability Performance Maintainability Traceability Output The Development of The School’s Website Content Management Software Process Survey Questionnaire Interviews Statistical Tools: Likert Scale System Quality Frequency Mean t-Test . Scope and Limitation The School’s the School’s Website Development Template has the capability to: a. The School’s the School’s Website Development Template can provide a template with an application where in they can develop a website for school. b. The website created by the School’s Website Development Template cannot be update online. c. The website created by the School’s Website Development Template can create, remove and update a link for the website. d. The website created by the School’s Website Development Template can create their header and footer for the website. e. The website created by the School’s the School’s Website Development Template has the ability to upload a banner for the school. (jpeg file) f. The website created by the School’s the School’s Website Development Template has the ability to upload icon in every link created. Significance of the Study School’s Website Content Management Software will benefit and provide to the following individual: Current Students. They can access the schools announcements; read some school news articles; can update school’s activities through school calendar. Interested Enrollee/Incoming Students. They can open the website to have an appropriate information about the school. They can view offered courses online so that they can choose a course for them. Student’ s Parents/Guardians. They can also use this website, so that they can view the school activities by reading and articles posted in the website. School teacher. They access the website and download the template at the same time the web development application wherein they can make website for their school in an easy way and even they don’t have any technical background in web developing.

Teen Pregnancy in the United States Essay -- Teenage Pregnancy

â€Å"Each year in the U.S. almost one million teenagers become pregnant--at enormous costs to themselves, their children, and society†. (Pregnant Teen Help, Teen Pregnancy Statistics) Some would argue that teen pregnancy is all glorified. Other individuals would protest that it is too influential. Teen pregnancy is a rising social problem in the United States and among other countries. Teen pregnancy is now being publicized as multi media corporations, with shows such as â€Å"16 & Pregnant†, â€Å"Teen Mom†, â€Å"Maury†, â€Å"Secret Life of the American Teenager†, and â€Å"Juno†. All of which concentrate on teen pregnancy. These shows or movies could be informational for young people. However, the shows display an altered reality that teen pregnancy is easy, laughs and joy. Dispite what the shows might portray teen pregnancy is an uprising national and global epidemic. In the past teen pregnancy has been an underline issue that is vastl y taking center stage. Media, education, and economy are all components to this phenomenon, nevertheless, how are they all connected? All of which will all be addressed in the contents of this paper. Which leaves the burning question: is teen pregnancy accepted into our society as a norm, or is it still a deviant act? First and for most, there are many different definitions of teenage pregnancy depending on the source of the information. However, as a broad definition defines teenage pregnancy as â€Å"a female typically between the ages of thirteen and nineteen, typically who hasn’t completed her core education – secondary schools – has few or no marketable skills, is financially dependent upon an older adult typically her parents and or continues to live at home and is typically mentally immature†. (Adolescent Health) Most ... ...March 23, 2011, from http://www.advocatesforyouth.org/about-us Who We Are. (2014). In Planned Parenthood. Web. 29 Mar. 2015. http://www.plannedparenthood.org/about-us/who-we-are-4648.htm Chandra, A., Martino, S. C., Collins, R. l., Elliot, M. N., Berry, S. H., Kanouse, D. E., & Miu, A. (2008, November 5). Does Watching Sex on Television Predict Teen Pregnancy? Findings From a National Longitudinal Survey of Youth. In Official Journal of the American Academy of Pediatrics. Web. 29 Mar. 2015. Google Scholar. Teenage Pregnancy and Education. (2010, December 24). In Pregnant Teen Help. Web. 29 Mar. 2015. http://www.pregnantteenhelp.org/teenage-pregnancy-and/teenage-pregnancy-and-education Teen Pregnancy Statistics. (2010, November 23). In Pregnant Teen Help. Retrieved Web. 29 Mar. 2015. http://www.pregnantteenhelp.org/statistics/teen-pregnancy-statistics/

Designer Babies

Abstract The term â€Å"designer baby† is used by journalist and media to refer to a baby whose genetic makeup had been artificially selected by genetic engineering combined with in vitro fertilization to make sure there is a presence or absence of particular genes or characteristics (Designer Baby, n. d. ). Before, designer babies have been used to prevent genetic defects of offspring or to prevent a child from a number of mutations and diseases. Now, with our advancements in reproductive technologies, doctors are taking this to a whole new level by using genetic diagnosis or PGD to design their patient’s idea of a â€Å"perfect baby. In this paper I will discuss the reasons why I’m against the idea of designer babies. Genetically Engineering A Designer Baby Imagine going to a hospital and ordering a baby, just like you order a meal at your favorite fast food restaurant: â€Å"Hi, can I have a girl in the model category. Straight brown hair, brown eyes, and a bronze tan. Actually, make that green eyes, instead of brown and make her hair a little wavy, but not too wavy. Medium stature is fine, with a fit body type. Oh yeah, can you make sure that she'll have perfect white, straight teeth too.And that will do it! † Sounds a little ridiculous doesn't it? Well believe it or not, designing your idea of a â€Å"perfect† baby may be completely normal in the next few years because of the highly advanced reproductive technologies out there today. Some would argue that being able to genetically design their own child would be a blessing but here are my reasons why I think the idea of designer babies isn’t just morally and ethically wrong, but could eventually lead to the possibility of controlling the human population to ensure certain physical characteristics.On March 3, 2009 an organization called Fertility Institutes offered what journalists call â€Å"designer babies† (Designer Babies: Parents can Select Physical Tra its, 2011). The technology they use is called preimplantation genetic diagnosis or PGD. It's been used to improve the likelihood of a successful pregnancy and birth for couples with either infertility related to recurrent miscarriages or unsuccessful in vitro cycles and couples who are at high risk for passing on inherited genetic disease to their offspring (Preimplantation Genetics, n. d. ).Before, PGD was strictly used only for the couples who absolutely needed it. Now they are taking this technology that we've used since the mid-1980s to a whole new level. Wanting to fulfill the desires of their patients, Fertility Institutes said that their patients could not only select the gender of their soon to be child, but could choose their baby's skin, hair, and eye color (Preimplantation Genetics, n. d. ). This new technology sparked many questions and controversies. From conception and on, parents are viewed as risk factors in their child's life.Pregnant women are constantly being remi nded to eat the right food, get enough exercise, stay away from alcohol and cigarettes, and the list goes on and on. If she doesn't follow these guidelines, she is putting her child at risk (Debating ‘designer babies’, 2003). A child is the icon of vulnerability. In using their power over a vulnerable child, parents can do harm whether they mean to or not. Parents are constantly making decisions for their child in hopes that one day they will be successful. With the idea of designer babies however, parents might replace their love with a mentality of perfection.These parents will pay thousands of dollars to make sure their baby is born physically perfect so of course their standards of their child will be extremely high. If a child can't live up to his or her parents expectations, they might go through their whole life feeling like they're not good enough. Knowing that their parents have selected every trait about them from their gender to hair color, children will feel less free. What if parents really do replace love with wanting their child to be perfect? The child might grow up not knowing what love is since he or she has never experienced it.I know it’s a bit dramatic, but this just might be the ending of love and compassion. Eugenics is defined as â€Å"the study of or belief in the possibility of improving the qualities of the human species or a human population, by such means as discouraging reproduction by persons having genetic defects or presumed to have inheritable undesirable traits† (Eugenics, n. d. ). We’ve all heard of the infamous Adolf Hitler. His plan was to create a world full of tall, blonde hair, blue eyed â€Å"perfect† people and to eventually obtain world domination.He tortured and killed thousands and thousands of people because they were Jewish, African American, homosexuals, handicaps, and communists. When I first read about designer babies this is the first thing I thought of. With all the n ew reproductive technology, there is a possibility that someday, there will be a perfect race. This also ties into who would be able to design their baby’s traits. Only the wealthy would be able to afford the luxury of designing a perfect child. So not only would these children be flawless and beautiful, but they would also be born wealthy.The average or poor people will have normal children while the wealthy have their perfect children. There is already a fine line between the wealthy and the poor. The wealthy are constantly getting richer, while the poor remains poor. Which brings me to my next point, if we start creating these designer babies, what happens to the â€Å"normal† children? These kids will be considered ugly and scary since they’re not perfect. The new generation of designer babies would hate anyone who doesn’t appear to have the flawless appearance they have and the normal children would hate the designer children because they’re n ot as good looking as them.The designer kids would act as if they are better and look down to normal people. Our society is constantly concerned with looks as it is. I can’t even imagine how the normal children will feel. They’ll hate themselves for not looking as beautiful as the others, blame their parents for them being â€Å"ugly,† and lose confidence in themselves. As you know, I’m against designing babies to achieve the perfect appearance, but I understand that sometimes using PGD to screen embryos is necessary. Take the story of Philippa for example. An interview done by United Kingdom BBC (2005) said that she had a problem with her DNA.It never affected her health, but it meant that most of her eggs didn’t carry genes needed for a baby to grow healthy. Every time she got pregnant, she miscarried. The doctors suggested that she try PGD. This ensured that her baby would be free from any genetic abnormalities. Nine months after using PGD she g ave birth to a healthy baby boy, named Ruiaridh (BBC, 2005). Philippa had no desire to design a perfect baby, so I don’t consider Ruiaridh a designer baby. In cases where a parent is preventing their future child from a disease, I think it’s 100% acceptable.If I was in that position I would do the exact same thing, without a doubt. All-in-all, designing perfect babies is something we shouldn’t be toying with. The results could be devastating. In my eyes, the bond between a parent and their child is something special. When I laid my eyes on my daughter for the first time, I was amazed at how much she resembled me. Her eyes, her nose, her lips, everything looked exactly like me. This is one of the best things about being a parent. I couldn’t imagine designing her with different features than God didn’t intend her to be born with.Children don’t need to be artificially selected by genetic engineering to be considered perfect. To a parent, every child should be born perfect no matter how they look. References Eugenics . (n. d. ). Wikipedia, the free encyclopedia. Retrieved April 22, 2012, from http://en. wikipedia. org/wiki/Eugenics Johnson, P. (2012, January 20). Pros and Cons of Designer Babies. Buzzle. Retrieved April 20, 2012, from http://www. buzzle. com/articles/pros-and-cons-of-designer-babies. html Lee, E. (2008, April 17). Debating ‘Designer Babies'. Spiked-Science. Retrieved April 21, 2012, from www. spiked-online. om/Articles/00000006DD57. htm[->0] Luck, M. (2011, May 15). Designer Babies. ce399 | research archive. Retrieved April 20, 2012, from http://ce399eugenics. wordpress. com/2011/05/15/designer-babies-parents-can-select-physical-traits-at-fertility-institute-2/ Pray, L. (n. d. ). Embryo Screening and the Ethics of Human Genetic Engineering. Scitable. Retrieved April 20, 2012, from http://www. nature. com/scitable/topicpage/embryo-screening-and-the-ethics-of-60561 Who's Afraid of Designer Babies?. (n. d. ). BBC. Retrieved April 20, 2012, from http://www. bbc. co. uk/sn/tvradio/programmes/horizon/babies_prog_summary. shtml

Dead Poet Society Essay

Is living a crime? Is choice unacceptable? Is suicide typical? Reading this is so simple but going through it is much harder than we think. Forgetting your best friend who suicided, having your close relative killed and been alone was Charlie’s life. â€Å"The perk of being a wallflower† directed by Stephen Chbosky is an astonishing film which involves youngster entering the world of adulthood. Beginning a new year of high school here Charlie finally befriends Sam and Patrick and through this we explore the themes of self-realisation and loneliness. Self-realisation and loneliness is conveyed in both films; Directed by Peter Weir Dead Poet society is a story of a teacher called Mr Keating who makes his students releases the ability they have in them. The film â€Å"Perk of being a wallflower† definitely reinforces the themes in â€Å"Dead poet Society†. Loneliness is deeply attached and expressed early in Charlie’s life. It is shown by him not participating in any class activities. The camera angel that supports this statement is an eye-level shot where Charlie is sitting in class backed down on his chair. This symbolises that he is too afraid to speak out. The body language is dull with a lower self-esteem. Similarly, in Dead Poet Society Todd a shy and insecure guy who is too afraid to come out of his shell. The camera shot used is close-up where Todd’s facial expression is conveyed by tension and fear. So, therefore both films definitely share a similar theme. â€Å"Things change. And friends leave. Life doesn’t stop for anybody. † Being intensely devoted to his past Charlie stopped realising who he really is. Every step he took he remembered the past, and that past has stopped his life in one motion; stress and alone. Fortunately, with help from his friend Sam he realises that life is full of happiness and freedom. The Camera Angle used is Medium shot where Charlie is standing on the truck bed, with his hands open, he learns that he can go on with life without being scared, because he is more than a wallflower. Furthermore, Self-realisation in Dead Poet Society is shown by Todd at the end of the film where he is confident and fearless. He seizes the day by standing on his desk as a symbol of his respect to Mr Keating. The camera Angle used is low angle shot of Todd which makes him look powerful and full of dignity. Confident, happiness and self-realisation taught both Todd and Charlie that life keeps going so. So, therefore, again the perk of being a wallflower has expressed similar themes as Dead poet society. To conclude, both films had similarities and differences but overall the same themes; Themes of self-realisation and loneliness. The perk of being a wallflower and Dead poet society show us lives of teenagers that are sometimes unseen and the way they overcome each obstacle. So, what would you do if you were in this situation? Because in life people like Mr Keating or Sam aren’t always there. So my friends seize the day your own way.

Free Essays on Martin Luther And Malcom X

Martin Luther King and Malcolm X Different Men With the Same Goal Martin Luther King jr. and Malcolm X are still highly controversial African-American leaders. Martin, a Christian integrationist, and Malcolm, a Muslim nationalist have been a powerful force against racial injustice. Each man sacrificed his life for the freedom of his people; however, Martin and Malcolm had taken very different approaches in achieving equality and identity for African-Americans in the land of their birth. In order to better understand why King and X took the course of action each took, one must take into account a little bit of their background. Martin Luther King jr., was born in Atlanta, Georgia into a middle-class family. The church was his source of leadership development and it helped provide him with moral values. Home and church were the most important influences in the early life of King. In both contexts, he was introduced to the integrationist values of protest, accommodations, self-help and optimism as they were related to the religious themes of justice, love and hope. He was introduced to the value of education as a potent way of helping him assert his self-worth to become a church and community leader and to fight racism in the larger society. â€Å"King’s basis for his campaign of nonviolence originated in the highest type of love - love for people who hate you. King preached that the combination of agape (spiritual love) with nonviolent action wou ld elicit change† (Walton 78). It is quite easy for me to think of a God of love mainly because I grew up in a family where love was central and where lovely relationships were ever present. It is quite easy for me to think of the universe as basically friendly mainly because of my uplifting hereditary and environmental circumstances. It is quite easy for me to lean more toward optimism than pessimism about human nature mainly because of my childhood experiences. It is... Free Essays on Martin Luther And Malcom X Free Essays on Martin Luther And Malcom X Martin Luther King and Malcolm X Different Men With the Same Goal Martin Luther King jr. and Malcolm X are still highly controversial African-American leaders. Martin, a Christian integrationist, and Malcolm, a Muslim nationalist have been a powerful force against racial injustice. Each man sacrificed his life for the freedom of his people; however, Martin and Malcolm had taken very different approaches in achieving equality and identity for African-Americans in the land of their birth. In order to better understand why King and X took the course of action each took, one must take into account a little bit of their background. Martin Luther King jr., was born in Atlanta, Georgia into a middle-class family. The church was his source of leadership development and it helped provide him with moral values. Home and church were the most important influences in the early life of King. In both contexts, he was introduced to the integrationist values of protest, accommodations, self-help and optimism as they were related to the religious themes of justice, love and hope. He was introduced to the value of education as a potent way of helping him assert his self-worth to become a church and community leader and to fight racism in the larger society. â€Å"King’s basis for his campaign of nonviolence originated in the highest type of love - love for people who hate you. King preached that the combination of agape (spiritual love) with nonviolent action wou ld elicit change† (Walton 78). It is quite easy for me to think of a God of love mainly because I grew up in a family where love was central and where lovely relationships were ever present. It is quite easy for me to think of the universe as basically friendly mainly because of my uplifting hereditary and environmental circumstances. It is quite easy for me to lean more toward optimism than pessimism about human nature mainly because of my childhood experiences. It is...

Is It Time to Subscribe to LinkedIn® Premium

Is It Time to Subscribe to LinkedIn ® Premium You may have been wondering what the difference is between a basic LinkedIn account and a Premium one. Hovering over your photo thumbnail in the upper right corner of your profile will reveal a drop down menu where you can click to try Premium for 1 month free. You will be brought to LinkedIn’s Premium Services Page, where you will then have the option to select a Premium upgrade tailored to whether you are in job search, looking to promote your business, makes sales or hire talent. The cost for each varies and as of January 2017, is as follows: Career: $29.99/mo Business (Business Plus): $47.99/mo Sales (Sales Navigator Professional): $64.99/mo Hiring (Recruiter Lite): $99.95/mo According to LinkedIn Help, a basic account is for anyone who wants to create and maintain a professional profile online. Premium accounts are for those will specific goals, who want to get more out of LinkedIn. My unscientific observation is that more and more people are subscribing to LinkedIn ® Premium. Although I still believe that for most users, a free account will get you most of the value you need,  I feel it’s only fair to mention that there are advantages  to LinkedIn ® Premium. With LinkedIn ® Premium, you get a Premium label in the upper right of your heading that draws attention to your profile. And you have a greater ability to view other people’s profiles, see who has viewed you so you can reach out to them, and write to whomever you want on LinkedIn ®. With Sales Navigator, you’ll have the capability of adding notes and tags for all your connections, a feature that was eliminated from the free account in March 2017. For more about the special features available to Premium users, see LinkedIn Helps Premium Account FAQs under Specific Features Account Types. If these features are important to you, you might choose to subscribe to a paid package and see if you get value that equals or exceeds the investment. I’m holding out for now. 🙂 Log in to Reply Marina says: July 29, 2014 at 4:18 pm Thanks for sharing, Brenda! Ive applied too. Log in to Reply

DIABETES Essay Example | Topics and Well Written Essays - 1000 words

DIABETES - Essay Example Conversely, it is reported that by the end of this decade, diabetes will likely to affect 30% of the Americans adult, which is around 40 million people. This will cause the human cost as well as, economic consequences to be substantial. Diabetes is a chronic condition, which is associated with unusually high levels of sugar in the blood (Braithwaite & Taylor, 2001). Research has shown that among the United States residents aged between 65 years and older have diabetes whereas 220,000 people aged 20 years are also affected by the disease. Today, Florida ranks in top 10 of states with high diabetes rates. Most health experts reported that the United States is facing an increase in the number of people with diabetes. In 1996, the 1.4 million to 4 million of people were diagnosed with diabetes in states such as Florida and Miami. Today, the figure is increasing at an alarming rate, and it confirms that diabetes has become one of the challenges facing the U.S today. High diabetes rates in Florida have become one of the disturbing issues among most communities (Silink, Kida & Rosenbloom, 2003). The study shows that the Florida’s rate of diabetes is currently outpacing its fat score as a result of increase in its population and it is more culturally diverse as compared to other states in the U.S. These factors on the other hand have doubled the state’s rate of diabetes taking it to about 9.9 percent. The experts argue that the older a person gets, the more likely the person is to develop diabetes. Compared with other states such as West Virginia, Maine, New Hampshire and many others, Miami, Florida and Westchester are reported to have more blacks and Hispanics, both the groups having higher rates of diabetes as opposed to the whites. However the main reason as to why the blacks and Hispanics have more diabetes was partly understood. Studies also shows that lower income as well as, education levels are some of the factors associated with higher rates of d iabetes. In summary, this paper will discuss on diabetes based on the communities in Miami, Florida and Westchester (Braithwaite & Taylor, 2001). In this research, the specific populations addressed are women. It is evident that women are greatly affected by diabetes in the United States as opposed to men. Of the 26 million adult with diabetes, about 13 million of the populations are women affected by diabetes. This is because research shows that risks of heart diseases are common complications of diabetes, thus this is more serious in women as opposed to men (Silink, Kida & Rosenbloom, 2003). Today, there are various complications that have been reported to have come as a result of Diabetes. These include heart disease and stroke, kidney disease, hypertension, amputations, and many other diseases. For instance, in 2004 the heart diseases were noted on 70% in Florida and Miami states. Conversely, the Congressional Budget Office (CBO) reported that the demographic factors only explai n the 10% of the rise of Obesity in Miami, 16% in Westchester, and 35% in Florida states. However, it is evident that lifestyle changes as well as, drug treatment can help in the reduction of diabetes in these states (Holt, 2009). For many years, the federal along with the government of the United States had been very active in the diabetes field to ensure that the people who were affected get good medication (Holt, 2009). As a result, the Federal Nation Diabetes Education programs (NDEP) were implemented in

Final examination essay Example | Topics and Well Written Essays - 1500 words

Final examination - Essay Example stede’s dimensions for comparative cross-cultural studies, and they have led to many useful explanations of cross-cultural differences in consumer behavior. The main reason that may have rendered Hofstede’s useful is that these dimensions are independent. Only two dimensions are interdependent, and these are collectivism and power distance. Together with national wealth, Hofstede’s dimensions can be used to explain more than half of the differences in consumer behavior. Tompenaars’ dimensions do not show results that are as consistent as the Hofstede dimensions. The word cultura is a Latin word closely related to cultus which means cult or worship. Therefore, culture may be considered as the result of human action. According to Hofstede (2001), national culture is the broadest level of culture that a person can be a member of. People are shaped by their national culture from their early childhood through beliefs, values and assumptions inherent in it. The theory of cultural dimensions is central to the study of consumer behavior across the world especially in analyzing the effect of culture on consumer behavior. The Theory of Cultural Dimensions was introduced in 1980 by Geert Hofstede. This theory was based on his study of cultural solutions to organizational problems involving 117,000 employees at IBM in 40 countries. According to Hofstede (2001), the individualism dimension describes the relations between the individual and the collectivity that exists in a given society. His dimension represents a society that has loose ties between ind ividuals. Individualistic countries stress the importance of human independence, and individual liberty and self-reliance. Individualists promote the unrestricted exercise o individual goals and desires. Mooij (2010) terms power distance as the degree to which less influential members of the public admit that power is unevenly distributed. In the world, there are both high-power and low-power distance cultures.

International Tourism Development Essay Example | Topics and Well Written Essays - 1000 words

International Tourism Development - Essay Example Organizations like the WTO (World Tourism Organization) and WTTC (World Travel and Tourism Council) are aimed at regularizing and streamlining international tourism in all aspects. International tourism is revered as one of the fastest growing economic sector of the present day world, one of the largest export earners and a very crucial source of employment. In not only ushers in newer opportunities for the local people, but also generates substantial revenues. Recognizing these strengths of international tourism most of the organizations work towards bringing in coherence amongst various governments and local bodies and encourage them to play a more active role in promoting international tourism. In the business oriented world, tourism has almost become synonymous with trade. Whenever a tourism based activity is initiated, it generates trade in some form or the other. To further capitalize on this financial aspect of tourism, various strategies and policies are being adopted by various international organizations. In this regard the WTO releases annual reports on Tourism Market Trends reports which analyze global tourism results and their impact on a country's economy. Acute attention is given to various tourism products like special events, cruises, sports, ecotourism etc. to comprehensively analyze annual tourism trend of a particular country and its effect on the local as well as global trade. A special theory called PEST analysis is often implemented to assess a country's market potential. PEST analysis means adjudging a place on various aspects such as Political factors, Economical factors, Socio-cultural factors and Technological factors. Stability of the government or polity in a country, its economical status, its social and cultural setup and its technological background , all have a vital role to play in determining a country's tourism potential. As today's largest and fastest growing industry international tourism holds immense potential for unprecedented economic boom, globally. It has not only enhanced global trade and generation of revenue but has also given rise to novel ways of economic growth, especially to the developing countries. International tourism organizations are now working towards bringing in symmetry to the whole concept and to achieve global economical growth and prosperity through it. Answer 2: International tourism is present days' fastest growing economic sector and hence its continuous development and regularization is indispensable. Apart from generating huge tax revenue, this industry is also a vital source of foreign exchange and employment. Hence it becomes imperative for any nation to pay acute attention towards development and maintenance of its tourism resources. Tourism stakeholders play a vital role in shaping and sustaining tourism of any place. Tourism stakeholders could be any government or private body engaged in some form of tourism activity. Global tourism stakeholders may also include airports, travel agents, hotels, tour operators etc. Generically, each and every organization, which contributes towards tourism in some form, becomes its stakeholder. Tourism development is a complex activity, which not only includes tourism destinations, countries generating tourism, motivations and influences, but also relationships between people and institutions

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