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

Economical Possibilities For Cannabis :: Botany

Economical Possibilities For Cannabis There are many economical possibilities for Cannabis, the plant is highly resourceful in many ways and could be the agriculture wonder child (plant) for the next century for those that haven't taken advantage of it's resources. This paper will do an over view of some of the important resources that can be produced from of Cannabis. Cannabis sativa is a high, vertical annul herb that is able to grow to heights ranging from 3.3 to 16.4 ft. The Cannabis plants are wind-pollinated, with male and female flowers developing on separate plants. Male flowers are yellow in color and up to 1/5 inches long with no petals. A leafy covering with thick, glandular hairs surrounds the female flowers; the hairs are present on the leaves and stem. ( The uppermost leaves mostly have only one leaflet; the rest are palm-like with about 3-11 tooth leaflets per leaf. The variety has a great deal to do with the form of the plant, some varieties are grown for fiber (hemp) which has fewer branches than those are grown for other purposes. The seeds are able to germinate at temperatures above 1o C, during the growing season it needs temperatures of about 15 o- 25 o C and a nice amount of rainfall. (1) Cannabis seems to have originated somewhere in Central Asia and was cultivated for its fiber. The herb has been grown in China for at least 4,500 years, it is thought to have reached Europe by 1500 BC. By 500 AD, it had become a significant fiber crop for this part of the world.( The narcotic properties were known in India by 100 BC, this aspect of the plant was not recorded in Europe until later. The drug was not introduced to Western medicine until 1840. The production of the fiber requires the seed to be sown thickly, with harvesting happening between four to five months after sowing. The male plants produce the best fiber and are usually harvested first, the female plants are allowed to stand in order for the first seeds to be collected. (2) The production of the drug requires the plant to be sown thinly. The procedures in India require that the plants are planted in rows and thinned when 8 inches high. The male plants are pulled out as soon as they can be recognized , while the unfertilized female plants are allowed to continue growing until they are about five month older.

Night World : The Chosen Chapter 13

Rashel knew she had to stop the guard before he could make a sound. The vampires' mansion was on the farther cliffs, overlooking open sea rather than the harbor, and the music ought to help drown outside noises-but the greatest danger was still that they would be heard before the girls could get away. She launched herself at the werewolf, throwing a front snap kick to his chest. She could hear the air whoosh out as he fell backward. Good. No breath for howling. She landed with both knees on top of him. â€Å"This is silver,† she hissed, pressing the blade against his throat. â€Å"Don't make a noise or I'll use it.† He glared at her. He had shaggy hair and eyes that were already half-animal. â€Å"Is there anybody on the boats?† When he didn't answer, she pressed the silver knife harder. â€Å"Is there?† He snarled a breathless â€Å"No.† His teeth were turning, too, spiking and lengthening. â€Å"Don't change-† Rashel began, but at that moment he decided to throw her off. He heaved once, violently. A snap of her wrist would have plunged the silver blade into his throat even as she fell. Instead Rashel rolled backward in a somersault, tucking in her head and ending up on her right knee. Then, as the werewolf jumped at her, she slammed the sheathed knife upward against his jaw. He fell back unconscious. Too bad, I wanted to ask him about the client. Rashel looked shoreward, to see that Daphne, Annelise, and Nyala were on the pier with her. They were each holding a rock or a piece of wood broken from the jagged pilings of the wharf. They were going to help me, Rashel thought. She felt oddly warmed by it. â€Å"Okay,† she said rapidly. â€Å"Annelise and Keiko, with me. Everybody else, stay. Daphne, keep watch.† In a matter of minutes she and the boating girls had checked the boats and found two with features they thought they could handle†¦ and with fuel. Anne-lise had removed a couple of crucial engine pieces out of the others. â€Å"Took out the impellers and the solenoids,† she told Rashel mysteriously, holding out a grimy hand. â€Å"Good. Let's set them adrift. Everybody else, get yourself on a boat. Find a place to sit fast and sit down.† Rashel moved to the back of the group where Fayth had her arms around a couple of the girls who looked scared of setting out on the dark ocean. â€Å"Come on, people.† She meant to herd them in front of her like chickens. That was when it happened. Rashel had an instant's warning-the faint crunch of sand on rock behind her. And then something hit her with incredible force in the middle of the back. It knocked her down and sent her knife flying. Worse, it sent her mind reeling in shock. She hadn't been prepared. That instant's warning hadn't been enough-because she had already lost zanshin. She no longer had the gift of continuing mind. She had lost her single purpose. In the old days she'd been fixed on one thing-to kill the Night People. There had been no hesitation, no confusion. But now†¦ she'd already faltered twice tonight, knocking the werewolves unconscious instead of killing them. She was confused, uncertain. And, as a result, unprepared. And now I'm dead, she thought. Her numbed mind was desperately trying to recover and come up with a strategy. But there was a wild snarling in her ear and a trail of hot pain down her back. Animal claws. There was a wolf on top of her. Rudi had gotten loose. Rashel gathered herself and bucked to throw the wolf off. He slipped and she tried to roll out from under him, arms up to keep her throat protected. The werewolf was too heavy-and too angry. He scrambled over her rolling body like a lumberjack on a log. His snarling muzzle kept darting for her throat in quick lunges. Rashel could see his bushy coat standing on end. She felt fire across her ribs-his claws had torn through her shirt. She ignored it. Her one thought was to keep him away from her throat. Keeping an elbow up, she reached for the knife with her other hand. No good. She hadn't rolled far enough. Her fingertips just missed the hilt. And Rudi the wolf was right in her face. All she could see were sharp wet teeth, black gums, and blazing yellow eyes. Her face was misted with hot canine breath. Every snap of those jaws made a hollow glunk. Rashel only had one option left-to block each lunge as it came. But she couldn't keep that up forever. She was already tiring. It's over, she thought. The girls who might have helped her-Daphne and Nyala and Annelise were at the far end of the wharf or on the boats. The other girls were undoubtedly too scared even to try. Rashel was alone, and she was going to die very soon. My own stupid fault, she thought dimly. Her arms were shaking and bloodied. She was getting weaker fast. And the wolf knew. Even as she thought it, she missed a block. Her arm slipped sideways. Her throat was exposed. In slow motion she saw the jaws of the wolf opening wide, driving toward her. She saw the triumph in those yellow eyes. She knew, with a curious sense of resignation, that the next thing she would feel was teeth ripping through her flesh. The oldest way to die in the world. I'm sorry, Daphne, she thought. I'm sorry, Nyala. Please go and be safe. And then everything seemed to freeze. The wolf stopped in midlunge, head jerking backward. Its eyes were wide and fixed. Its jaws were open but not moving. It looked as if it might howl. But it didn't. It collapsed in a hot quivering heap on top of Rashel, legs stiff. Rashel scrambled out from under it automatically. And saw her knife sticking out of the base of its skull. Quinn was standing above it. â€Å"Are you all right?† He was breathing quickly, but he looked calm. Moonlight shone on his black hair. The entire world was huge and quivering and oddly bright. Rashel still felt as if she were moving in slow motion. She stared at Quinn, then looked toward the wharf. Girls were scattered all over, as if frozen in the middle of running in different directions. Some were on the decks of the two remaining boats. Some were heading toward her. Daphne and Nyala were only fifteen feet away, but they were both staring at Quinn and seemed riveted in place. Nyala's expression was one of horror, hate-and recognition. Waves hissed softly against the dock. Think. Now think, girl, Rashel told herself. She was in a state of the strangest and most expanded consciousness she'd ever felt. Her hands were icy cold and she seemed to be floating-but her mind was clear. Everything depended on how she handled the next few minutes. â€Å"Why did you do that?† she asked Quinn softly. At the same time she shot Daphne the fastest and the most intense look of her life. It meant Go now. She willed Daphne to understand. â€Å"You just lost a guard,† she went on, getting up slowly. Keep his eyes on you. Keep moving. Make him talk. â€Å"Not a very good one,† Quinn said, looking with fastidious disgust at the heap of fur. Go, Daphne, run, Rashel thought. She knew the girls still had a chance. There were no other vampires coming down the path. That meant that Rudi had either been too angry to give a general alarm or too scared. That was one good thing about werewolves-they acted on impulse. Quinn was the danger now. â€Å"Why not a good one?† she asked. â€Å"Because he damaged the merchandise?† She lifted her torn shirt away from her ribs. Quinn threw back his head and laughed. Something jerked in Rashel's chest, but she used the moment to change her position. She was right by the wolf now, with her left hand at the exact level of the knife. â€Å"That's right,† Quinn said. A wild and bitter smile still played around his lips. â€Å"He was presumptuous. You almost surrendered to the wrong darkness there, Shelly. By the way, where'd you get a silver knife?† He doesn't know who I am, Rashel thought. She felt both relief and a strange underlying grief. He still thought she was some girl from the club- maybe a vampire hunter, but not the vampire hunter. The one he'd admitted was good. So he's unprepared. He's off his guard. If I can kill him with one stroke, before he calls to the other vampires, the girls may get away. She glanced at the wharf again, deliberately, hoping to draw his gaze. But he didn't look behind him, and Daphne and the other stupid girls weren't leaving. Refusing to go without her. Idiots! Now or never, Rashel thought. â€Å"Well, anyway,† she said, â€Å"I think you saved my life. Thank you.† Keeping her eyes down, she held out her hand. her right hand. Quinn looked surprised, then reached out automatically. With one smooth motion, like a snake uncoiling, Rashel attacked. Her right hand drove past his hand and clamped on his wrist. Her left hand plunged down to grab the knife. Her fingers closed on the hilt and pulled- and the sheath with its attached silver blade stayed in the werewolf's neck. Just as she'd planned. The knife itself came free, the real knife, the one made of wood. And then Quinn tried to throw her and her body responded automatically. She was moving without conscious direction, anticipating his attacks and blocking them even as he started to make them. It transformed the fight into a dance. Faster than thought, graceful as a lioness, she countered every move he made. Zanshin to the max. She ended up straddling him with her knife at his throat. Now. Fast. End it. She didn't move. You have to, she told herself. Quick, before he calls the others. Before he knocks you out telepathically. He can do it, you know that. Then why isn't he trying? Quinn lay still, with the point of the wooden knife in the hollow of his throat, just where his dark collar parted. His throat was pale in the moonlight and his hair was black against the sand. Footsteps sounded behind Rashel. She heard rapid light breathing. â€Å"Daphne, take the boats and go now. Leave me here. Do you understand?† Rashel spoke every word distinctly. â€Å"But Rashel-â€Å" â€Å"Do it now!† Rashel put a force she hadn't known she had behind the words. She heard the quick intake of Daphne's breath, then footsteps scampering off. All the while, she hadn't taken her eyes off Quinn. Like everything else, the green-black blade of her knife was touched with moonlight. It seemed to shimmer almost liquidly. Lignum vitae, the Wood of Life. It would be death for him. One thrust would put it through his throat. The next would stop his heart. â€Å"I'm sorry,† Rashel whispered. She was. She was truly sorry that this had to be done. But there was no way out. It was for Nyala, for all the girls he'd kidnapped and hunted and lured. It was to keep girls like them safe for the future. â€Å"You're a hunter,† Rashel said softly, trying for steadiness. â€Å"So am I. We both understand. This is the way it goes. It's kill or be killed. It all comes down to that in the end.† She paused to breathe. â€Å"Do you understand?† â€Å"Yes.† â€Å"If I don't stop you, you'll be a danger forever. And I can't let that happen. I can't let you hurt anyone else.† She was aware that she was shaking her head slightly in her attempt to explain to him. Her lungs ached and there were tears in her eyes. â€Å"I can't.† Quinn didn't speak. His eyes were black and bottomless. His hair was slightly mussed on his forehead, but he didn't show any other sign of just having been in a fight. He's not going to struggle, Rashel realized. Then make it quick and merciful. No need for him to feel the pain of wood through his throat. She switched her grip on the knife, raising it over his chest. Holding it with both hands, poised above his heart. One swift downward stroke and it would be over. For the first time since she had killed a Night Person, she didn't say what she always said. She wasn't the Cat right now; this wasn't revenge for her. It was necessity. â€Å"I'm sorry,† she whispered, and shut her eyes. He whispered, â€Å"This kitten has claws.† Rashel's muscles locked. Her eyes opened. â€Å"Go on,† Quinn said. â€Å"Do it. You should have done it the first time.† His gaze was as steady as Fayth's. She could see moonlight in his eyes. He didn't look wild, or bitter, or mocking. He only looked serious and a little tired. â€Å"I should have realized it before-that you were the one in the cellar. I knew there was something about you. I just couldn't figure out what. At least now I've seen your face.† Rashel's arms wouldn't come down. What was wrong with her? Her resolve was draining away. Her whole body was weak. She felt herself begin to tremble, and realized to her horror she couldn't stop it. â€Å"Everything you said was true,† he said. â€Å"This is how it has to end.† â€Å"Yes.† Something had swollen in Rashel's throat and it hurt. â€Å"The only other possibility is that I kill you. Better this way than that.† He looked exhausted suddenly-or sick. He turned his head and shut his eyes. â€Å"Yes,† Rashel said numbly. He believed that? â€Å"Besides, now that I have seen your face, I can't stand the sight of myself in your eyes. I know what you think of me.† Rashel's arms dropped. But limply. The blade pointed upward, between her own wrists. She sat there with her knuckles on his chest and stared at a scraggly wild raspberry bush growing out of the cliff. She had failed Nyala, and Nyala's sister, and countless other people. Other humans. When it really counted, she was letting them all down. â€Å"I can't kill you,† she whispered. â€Å"God help me, I can't.† He shook his head once, eyes still shut. She was open to attack, but he didn't do anything. Then he looked at her. â€Å"I told you before. You're an idiot.† Rashel hit him under the jaw the way she'd hit the guard. The hilt of her dagger caught him squarely. He didn't move to avoid the blow. It knocked him out cold. Rashel wiped her cheeks and got up, looking around for something to tie him with. Her whole life was torn to pieces, falling around her. She didn't understand anything. All she could do was try to finish what she'd come here for. Action, that was what she needed. Thought could wait. It would have to wait. Then she glanced at the wharf. She couldn't believe it. It seemed as if at least a week had passed since she yelled at Daphne, and they were all still here. The boats were here, the girls were here, and Daphne was running toward her. Rashel strode to meet her. She grabbed Daphne by the shoulders and shook hard. â€Å"Get-out-of-here! Do you understand? What do I have to do, throw you in the water?† Daphne's eyes were huge and blue. Her blond hair flew like thistledown with the shaking. When Rashel stopped, she gasped, â€Å"But you can come with us now!† â€Å"No, I can't! I still have things to do.† â€Å"Like what?† Then Daphne's eyes darted to the cliff. She stared at Rashel. â€Å"You're going after them? You're crazy!† Looking frightened, she grabbed Rashel's hands on her shoulders. â€Å"Rashel, there are supposed to be eight of them, right? Plus Lily and Ivan and who knows what else! You really think you can kill them all? What, are they all just going to line up?† â€Å"No. I don't know. But I don't need to kill them all. If I can get the guy who set this up, the client, it will be worth it.† Daphne was shaking her head, in tears. â€Å"It won't be worth it! Not if they kill you-which they will. You're already hurt-â€Å" â€Å"It'll be worth it if I can stop him from doing this again,† Rashel said quietly. She couldn't yell anymore. She didn't have the strength. Her voice was quenched, but she held Daphne's eyes. â€Å"Now get somebody to throw me some rope or something to tie these guys with. And then leave. No, give me five minutes to get to the top of the cliff. Six minutes. That way maybe I can surprise them before they realize you're gone.† Daphne was crying steadily now. Before she could say anything, Rashel went on. â€Å"Daphne, any minute now they could realize that. Someone's bound to check the cellar before midnight. Every second we stand here could make the difference. Please, please, don't fight me anymore.† Daphne opened her mouth, then shut it. Her eyes were desolate. â€Å"Please try to take care of yourself,† she whispered. She let go of Rashel's shoulders and hugged her hard. â€Å"We all know you're doing it for us. I'm proud to be your friend.† Then she turned and ran, herding the others ^^ toward the boats. A moment later she threw Rashel two pieces of line. Rashel tied up Quinn first, then the werewolf. â€Å"Six minutes,† she said to Daphne. Daphne nodded, trying not to cry. Rashel wouldn't say goodbye. She hated that. Even though she knew perfectly well that she was never going to see Daphne again. Without looking back, she loped up the hiking trail.

Macbeth Analysis Scene Essay

?Macbeth Analyse- 2. a How does Shakespeare make the extract below from Act 2 Scene 2 dramatic and interesting? â€Å"Quenched them, hath given me fire. † Shakespeare’s using opposites and oxymoronic use of language (paradox) therefore making a contrast of Lady Macbeth’s phrase. He has also showed a comparison of guilt between Macbeth and Lady Macbeth because Lady Macbeth obviously shows that she is not guilty for what she has done but Macbeth does. Again, Shakespeare uses oxymoronic use of language for when Lady Macbeth is speaking; â€Å"live, or die,† and he also makes the last words dramatic, adding tension and seriousness towards what Lady Macbeth is saying. Another way to make the scene interesting and dramatic is adding conflict. Shakespeare does this when Lady Macbeth is saying how she can’t kill Duncan: â€Å"Had he not resembled my father as he slept, I had done’t. † Lady Macbeth is in conflict with herself because she wants to kill Duncan herself but she can’t because he looks too much like her father, meaning that she has a sentimental heart. Shakespeare uses changes in language in this extract because with the arrival of Macbeth and him holding the bloody daggers, the syntax breaks down suggesting confusion and panic. The theme of Macbeth is death, betrayal and things of that sort. The line â€Å"live, or die,† (what Lady Macbeth says) supports the fact that death is a theme of the story and this scene. Also when Lady Macbeth says: â€Å"that which hath made them drunk,† She orally reminds us of her association with the witches in the heath by using the homonym â€Å"which†. When Lady Macbeth says: â€Å"The fatal bellman which gives the stern’st good-night,† Shakespeare is trying to make us realise that when you are asleep you appear to be dead – you look dead – but Duncan will never wake up, because he is actually dead. Shakespeare uses objective correlative use of language when he writes, â€Å"it was the owl that shrieked,† because owls are nocturnal animals and are associated with darkness and full moons and things of that sort. And all these things suggest evil and mysteriousness. Action is also a way Shakespeare makes the scene seem interesting and dramatic. An example is: â€Å"I have done the deed. † Macbeth is telling Lady Macbeth that he has killed Duncan and Shakespeare has made his phrase mono-syllabic, making every word have an impact on what Macbeth has done. To make the scene more interesting and dramatic Shakespeare has showed Macbeth and Lady Macbeth’s relationship in different ways. For example, â€Å"Had he not resembled my father as he slept, I had done’t,† this shows that Lady Macbeth has a soft side and that she didn’t have the courage to kill Duncan because he resembled her father. So this is linking with her relationship with Duncan and Macbeth because she wanted to kill Duncan but she couldn’t because of the resemblance and it shows she is not as powerful in her relationship with Macbeth. â€Å"Hark! I laid their daggers ready; he could not miss ‘em,† also shows she carefully planned the plot showing she is in control of her relationship with Macbeth. And she also manipulated and controlled Macbeth into killing Duncan because she physically wasn’t able to; showing her power over Macbeth and their relationship. Also keep in mind that she doesn’t even have Macbeth’s best interests at heart. Shakespeare is uses pretence, â€Å"I am afraid they have awaked†¦ My husband? † meaning Lady Macbeth knows inside that she is scared but she always gives off the impression that she is evil so maybe she is not as powerful as she thinks she is concerning her relationship with Macbeth. She also shows she wants comfort from Macbeth which shows the closeness of their relationship and her vulnerability. â€Å"I heard the owl scream and the crickets cry. Did you not speak,† this is an example of how Shakespeare uses questions to make the scene more interesting because Lady Macbeth sounds panicked and she uses alliteration to add more drama to what she’s saying.

Free Essays on The Soldier And The Stone

The Soldier and the Stone† War. When a commoner thinks of this word, little is brought to mind. We get an image of a soldier; usually male, dressed in a camouflage uniform, helmet, and creeping through a field undetected by the enemy while carrying their gun. This naivety has kept us in the dark, giving us an altered definition of the word, perhaps to conceal its true form. Only experience can bring someone to complete comprehension of anything. This is O’Brien’s story. Jimmy Cross is the central character in this third-person narrative recollection of the Vietnam War. He is a young Lieutenant who is madly in love with a woman back in the States named Martha. Although she writes to him every week, the passionate love is not returned. In one letter, Martha includes a â€Å"simple pebble...smooth...milky-white with flecks of orange and violet† (O’Brien 1106). She found it on the New Jersey shore- â€Å"where the land touched water at high tide, where things came together but also separated† (1106). Despite the pebbles’ small stature, I believe it to be the central idea of this story. The majority of the story centers on all the things carried by soldiers during everyday combat; the stone itself isn’t emphasized as much. O’Brien did not place as much of an importance on the role of the pebble as it should have been given. Martha’s poetry brought out many images as to the significance of her tiny gift. There were three that seemed to stick out while I read the rest of the story. The first was a connection to the shore itself. A shore is a place were land and sea meet, and where soldiers leave their homes and loved ones behind (separated). Yet it is also where they come home from war (brings them together with their home and loved ones once again). We come to understand through the story that this is something soldiers dream about: coming back and being together with what they know and love. Perhaps Ma... Free Essays on The Soldier And The Stone Free Essays on The Soldier And The Stone The Soldier and the Stone† War. When a commoner thinks of this word, little is brought to mind. We get an image of a soldier; usually male, dressed in a camouflage uniform, helmet, and creeping through a field undetected by the enemy while carrying their gun. This naivety has kept us in the dark, giving us an altered definition of the word, perhaps to conceal its true form. Only experience can bring someone to complete comprehension of anything. This is O’Brien’s story. Jimmy Cross is the central character in this third-person narrative recollection of the Vietnam War. He is a young Lieutenant who is madly in love with a woman back in the States named Martha. Although she writes to him every week, the passionate love is not returned. In one letter, Martha includes a â€Å"simple pebble...smooth...milky-white with flecks of orange and violet† (O’Brien 1106). She found it on the New Jersey shore- â€Å"where the land touched water at high tide, where things came together but also separated† (1106). Despite the pebbles’ small stature, I believe it to be the central idea of this story. The majority of the story centers on all the things carried by soldiers during everyday combat; the stone itself isn’t emphasized as much. O’Brien did not place as much of an importance on the role of the pebble as it should have been given. Martha’s poetry brought out many images as to the significance of her tiny gift. There were three that seemed to stick out while I read the rest of the story. The first was a connection to the shore itself. A shore is a place were land and sea meet, and where soldiers leave their homes and loved ones behind (separated). Yet it is also where they come home from war (brings them together with their home and loved ones once again). We come to understand through the story that this is something soldiers dream about: coming back and being together with what they know and love. Perhaps Ma...

The Crucible and McCarthyism

The Crucible and McCarthyism None other than McCarthy himself once said, ‚“McCarthyism is Americanism with its sleeves rolled.‚” During the 1950s, many Americans thought that McCarthy‚s aggressive search for communist infiltrators proved an admirable form of patriotism. His victims were often artists from Hollywood, and it is therefore no surprise that many pieces of literature were produced to deprecate the government under Senator McCarthy. Arthur Miller‚s play The Crucible, written in 1953, has been commonly regarded as an anti-McCarthyistic play. Although the HUAC trials provoked Arthur Miller to write The Crucible, his intention was not to directly attack McCarthyism but rather to criticize the unjust accusations and verdicts that have occurred in various cultures and times.There is no doubt that the HUAC trials influenced Miller in his decision to write a play about the Salem witch trials of 1692. Arthur Miller‚s friends, most of them working in Hollywood, had had ‚“brus h[es] with Marxist ideas or organizations‚” (Miller, ‚“Are You Now‚…‚” 3).Present-day archaeological site of the Salem Villa...As he witnessed their tragedy and pondered about their emotionally painful experience, he was reminded of the Salem witch trials that he had studied in university. Soon he began to see similarities between both trials. Juries accused innocent people based on false or no evidence at all, and once they were condemned and labelled as witches or communists, they were victimized. The psychological pressure was immense for most of the population. The ones who benefited from those imputations were seldom challenged by opponents, and if resistance did occur, it would most likely be brought to an untimely end. In the play, Miller included a commentary on the parallels between the witch trials and the governmental hearings of his time. ‚“In the countries of the Communist ideology, all resistance of any import is linked to the to tally malign capitalist succubi, and...

The Execution of Stoddart and Conolly in Bukhara

The Execution of Stoddart and Conolly in Bukhara Two gaunt, ragged men kneeled beside the graves they had just dug in the square before Bukharas Ark Fortress. Their hands were bound behind their backs, and their hair and beards crawled with lice. In front of a small crowd, the Emir of Bukhara, Nasrullah Khan, gave the signal. A sword flashed in the sun, severing the head of Colonel Charles Stoddart of the British East India Company (BEI). The sword fell a second time, decapitating Stoddarts would-be rescuer, Captain Arthur Conolly of the BEIs Sixth Bengal Light Cavalry. With these two strokes, Nasrullah Khan ended Stoddart and Conollys roles in The Great Game, a term that Conolly himself coined to describe the competition between Britain and Russia for influence in Central Asia. But the Emir could not have known that his actions in 1842 would help shape the fate of his entire region well into the twentieth century. Charles Stoddart and the Emir Colonel Charles Stoddart arrived in Bukhara (now in Uzbekistan) on December 17, 1838, sent to try to arrange an alliance between Nasrullah Khan and the British East India Company against the Russian Empire, which was expanding its influence south. Russia had its eye on the khanates of Khiva, Bukhara, and Khokand, all important cities along the ancient Silk Road. From there, Russia could threaten Britains hold on its crown jewel - British India. Unfortunately for the BEI and especially for Colonel Stoddart, he offended Nasrullah Khan constantly from the moment he arrived. In Bukhara, it was customary for visiting dignitaries to dismount, lead their horses into the square or leave them with servants outside, and bow before the Emir. Stoddart instead followed British military protocol, which called for him to remain seated on his horse and salute the Emir from the saddle. Nasrullah Khan reportedly stared pointedly at Stoddart for some time after this salute  and then stalked off without a word. The Bug Pit Ever the supremely self-confident representative of imperial Britain, Colonel Stoddart continued to commit gaffe after gaffe during his audiences with the Emir. Finally, Nasrullah Khan could bear the affronts to his dignity no more and had Stoddart thrown into the Bug Pit - a vermin-infested dungeon under the Ark Fortress. Months and months went by, and despite the desperate notes that Stoddarts accomplices smuggled out of the pit for him, notes that made their way to Stoddarts colleagues in India as well as his family in England, no sign of a rescue appeared. Finally, one day the citys official executioner climbed down into the pit with orders to behead Stoddart on the spot unless he converted to Islam. In desperation, Stoddart agreed. Pleasantly surprised by this concession, the Emir had Stoddart brought out of the pit and placed into a much more comfortable house arrest in the chief of polices home. During this period, Stoddart met with the Emir on several occasions, and Nasrullah Khan began to consider allying himself with the British against the Russians. Arthur Conolly to the Rescue Busy propping up an unpopular puppet ruler in Afghanistan, the British East India Company had neither the troops nor the will to launch a military force into Bukhara and rescue Colonel Stoddart. The Home Government in London also had no attention to spare a lone imprisoned emissary, since it was embroiled in the First Opium War against Qing China. The rescue mission, which arrived in November of 1841, ended up being just one man - Captain Arthur Conolly of the cavalry. Conolly was an evangelical Protestant from Dublin, whose stated goals were to unite Central Asia under British rule, Christianize the region, and abolish the slave trade. A year earlier, he had set out for Khiva on a mission to convince the Khan to stop trading slaves; trade in Russian captives gave St. Petersburg a potential excuse for conquering the khanate, which would disadvantage the British. The Khan received Conolly politely but was not interested in his message. Conolly moved on to Khokand, with the same result. While there, he received a letter from Stoddart, who was just under house arrest at that particular time, stating that the Emir of Bukhara was interested in Conollys message. Neither Briton knew that Nasrullah Khan was really using Stoddart to lay a trap for Conolly. Despite a warning from the Khan of Khokand about his treacherous neighbor, Conolly set out to try to free Stoddart. Incarceration The Emir of Bukhara initially treated Conolly well, although the BEI captain was shocked at the emaciated and haggard appearance of his fellow countryman, Colonel Stoddart. When Nasrullah Khan realized, however, that Conolly did not bring a reply from Queen Victoria to his own earlier letter, he grew enraged. The Britons situation grew even more dire after January 5, 1842, when Afghan militants massacred the BEIs Kabul garrison during the First Anglo-Afghan War. Just one British doctor escaped death or capture, returning to India to tell the story. Nasrullah immediately lost all interest in aligning Bukhara with the British. He tossed Stoddart and Conolly into prison - a regular cell this time, though, rather than the pit. Execution of Stoddart and Conolly On June 17, 1842, Nasrullah Khan ordered Stoddart and Conolly brought to the square in front of the Ark Fortress. The crowd stood quietly while the two men dug their own graves. Then their hands were tied behind them, and the executioner forced them to kneel. Colonel Stoddart called out that the Emir was a tyrant. The executioner sliced off his head. The executioner offered Conolly the chance to convert to Islam in order to save his own life, but the evangelical Conolly refused. He too was beheaded. Stoddart was 36 years old; Conolly was 34. Aftermath When word of Stoddart and Conollys fate reached the British press, it rushed to lionize the men. The papers praised Stoddart for his sense of honor and duty, as well as his fiery temper (hardly a recommendation for diplomatic work), and emphasized Conollys deeply-held Christian faith. Outraged that the ruler of an obscure Central Asian city-state would dare execute these sons of the British Empire, the public called for a punitive mission against Bukhara, but the military and political authorities had no interest in such a move. The two officers deaths went unavenged. In the longer term, the British lack of interest in pushing their line of control into what is now Uzbekistan had a profound effect on the history of Central Asia. Over the next forty years, Russia subdued the entire area that is now Kazakhstan, Turkmenistan, Uzbekistan, Kyrgyzstan, and Tajikistan. Central Asia would remain under Russian control until the fall of the Soviet Union in 1991. Sources Hopkirk, Peter. The Great Game: On Secret Service in High Asia, Oxford: Oxford University Press, 2001. Lee, Jonathan. The Ancient Supremacy: Bukhara, Afghanistan, and the Battle for Balkh, 1731-1901, Leiden: BRILL, 1996. Van Gorder, Christian. Muslim-Christian Relations in Central Asia, New York: Taylor Francis US, 2008. Wolff, Joseph. Narrative of a Mission to Bokhara: In the Years 1843-1845, Volume I, London: J.W. Parker, 1845.