The important of Magwitch in Great Expectation Essay Example

The important of Magwitch in Great Expectation Paper We first see Magwitch as a fearful man which gives us the impression that he is an unpleasant character. Magwitch is an escaped convict he is often judge on his appearance, up bringing and lack of education, which is important. Pip who lives with his sister- Mrs Joe- and her husband Joe Gargery, Pip was in a graveyard when he first comes across this fearful man. Magwitch was in grey rags, very hungry and cold he was covered in cuts, smothered in mud and stung by nettles. The convict asks Pip to bring him wittles and a file, its ironic how a simple task will change Pips life forever. The convict threatened to Pips fat cheeks and turned upside, which is also ironic as to what will happen to Pip in the future. Pip obeyed the stranger. Fearing for his life he steals porkpie, mincemeat and brandy for the convict from his home. He also got the convict a file. Pip returns the next morning on the marches. Emptied his pockets, gave Magwitch the wittles and Magwitch gobbles them down like a dog. Pip showed Magwitch kindness and pity. Pip asked him if he had enjoyed the meal, Magwitchs answer was I did, thankyee dear boy. This is important because it shows compassion to Magwitch that he has never received. As he was an orphan and had no one. This is the first time we see a sign of humanity from the fearful man. Later on in chapter 5 soldiers were out looking for two convicts, Magwitch and another Compeyson. Joe, Pips brother-in-law a blacksmith helps the soldiers to look for the two convicts. The two men were found fighting on the marches. Pip was with Joe at the time when the two men were arrested. Magwitch noticed that Pip was with Joe and presumed that Joe was the man Pip lived with. We will write a custom essay sample on The important of Magwitch in Great Expectation specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on The important of Magwitch in Great Expectation specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on The important of Magwitch in Great Expectation specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The convict not as bad as he looks owns up for Pip saying that it was him who stole the food he said then Im sorry to say, Ive eaten your pie. Magwitch didnt want Pip to get into trouble at home. The humble blacksmith Pips father figure replies by god knows youre welcome to it. The man Magwitch was fighting with Compeyson was a convict that Magwitch used to do crime with. Compeyson was a gentleman. The two men were tried in court together because of a forgery scam that the men were involved in. The justice system favoured the rich and so Magwitch received 14 years but Compeyson only got 7 years. Compeyson had the benefit of learning and public boarding school Compeysons education and gentlemanly ways convinced the judges that he was innocent. This is a point the Dickens made out about a corrupt legal system. That was why Magwitch is prepared to go to any lengths to kill Compeyson. Magwitch feels that the only way he could get justice is to take matter into his own hands. After the soldiers had caught the two men. Magwitch is transported to Australia. When he has served his time he can make a new life there, but if he returns to England he will face a death sentence. Magwitch farmed sheep, lives cheaply and saves his money for Pip. Pip not knowing any thing about this or the grate amount of money he will receive in the future. Pip thinking that he will not have much of a future becomes Joes apprentice Miss Havisham a wealthy old lady who lives in a big and rather gloomy house called Satis House invited Pip to play at her house.

Essay on Applied Project Management part 4

Essay on Applied Project Management part 4 Essay on Applied Project Management part 4 Essay on Applied Project Management part 4Essay on Applied Project Management    part 3Milestones and an activity scheduleThe development and implementation of the project will pass through several key stages, milestones that determine outcomes of the project. The first milestone is the elaboration of goals, mission and vision of the project. The second milestone is the identification of resources required for the project, elaboration of the plan and design of the project. The third milestone is the creation of the new sport nutrition. The fourth milestone is fundraising for the project. After that, the company can start recruiting professionals to complete the project and construct the production facilities. One more milestone is distribution. The company has to distribute its product successfully. Finally, monitoring and control are also crucial for the successful accomplishment of the project.The company can use existing developments in the field of sport nutrition as the grou nd for the production of its new sport nutrition. In addition, the company can use the growing interest of customers to sports and the popularity of sport in New York to introduce its new sport nutrition successfully.What I have learned from this course (no more than 250 words).Scope: The work on the project has contributed to the development of my project management skills and abilities. The work on the project was a valuable experience for me since I have learned how to work on real world projects through the development of the project of my own that can be implemented in the real world. At the same time, the work on the project has revealed the full extent to which the clear and accurate identification of the scope of the research is crucial for the overall success of the project. To put it more precisely, I have found out that the clear identification of the scope of the research determines resources required for the project, goals that are achievable in terms of the proposed pr oject and development of effective systems of management and control over the project. In such a way, the scope of the study may have the determinant impact on the project. On the other hand, the adequate assessment of the scope of the project allows developing effective strategies and policies that can help to complete the project successfully and overcome numerous challenges that may arise in the course of the implementation of the project.Assignment 2The project focuses on the introduction of the new sport nutrition that will involve the recruitment of the personnel, the construction of the production facilities, promotion and establishment of the communication between the company and the target customer group.ScopeThe scope of the project is broad in terms of the target customer group but limited in terms of the area, where the project will be implemented. To put it more precisely, the new sport nutrition focuses not only on professional sportspersons as other sport nutrition pr oducts do, but also on amateurs, who practice sports intensively (Hill, 1997). In such a way, the project aims at broadening the scope of the implementation of sport nutrition products to the particular customer group. The focus on broader customer groups opens new opportunities for the successful implementation of the project of the introduction of the new sport nutrition. At the same time, the project will be implemented in the New York City, New York, US only, while the further implementation of the project in other large cities of the US with the possible entry to international markets will be possible, only in case of the success of the project in the US. In such a way, the physical area of the implementation of the project is limited to New York only.TimeThe time of the implementation of the project comprises three months, in the course of which the project may be implemented from the launch of the production of the sport nutrition to the introduction of the product in the mar ket. Along with the launch of the production, the company will need to promote the new product in the market. In this regard, the project may involve the celebrity endorsement as the core of the promotional strategy. The involvement of the professional sportsman into the promotion of the new product will help to reach the target customer group faster and to enhance the position of the company in the market through the rise of the customer awareness of the new brand and its confidence in the reliability, effectiveness and safety of the new product. In fact, the popular sportsman involved in the project will create a positive brand image, attract the target customer group and help the company to gain the customer confidence in possibly shorter terms. After the promotion, the company can introduce the new sport nutrition in the market because the target customer group will be ready to buy the new product. After the first introduction of the new product, the company should conduct the a nalysis of the performance of the new sport nutrition in the market in a month after the first introduction of the product. The first month sale rates will show whether the introduction of the new sport nutrition was successful or not.CostThe costs of the project involve costs of the production, promotion and the maintenance of the production process (Cerza, 2004). In addition, the project involves costs spent on the development of the customer relationship and enhancement of the position of the new product in the market through active promotion, enhancement of the quality and potential of the market expansion through the increase of the productionIn such a way, the rise of costs in the course of time is the result of the increased of production, but the growing costs are expected to be covered by the growing revenues from the project.Quality managementThe quality management is crucial for the overall success of the project. The quality management involves the creation of the new sp ort nutrition, which is safe and of the high quality and matches target features. Therefore, the project will need to involve the development of the new product, which may be based on existing technological achievements in the field of nutrition. The quality of the new sport nutrition should be controlled with the help of the automated system that ensures the high quality of products due to the accurate control and analysis of the quality of products manufactured by the company. In addition, the high quality of the new sport nutrition is supposed to be achieved due to the high level of the automation of the production process. The automation of the production contributes to the higher quality of the product compared to the wider use of the manual labor.RisksThe development and implementation of the project involves several risks. First of all, the project may raise the risk of the failure of the new sport nutrition to obtain FDA’s certification. In fact, such risk is relative ly low since the modern technology allows developing safe sport nutrition of the high quality. Another risk is the possible failure of the celebrity endorsement strategy for the promotion of the new sport nutrition. For example, a scandal involving the popular sportsman sponsoring the project can make the celebrity endorsement ineffective or even harmful for the public image of the new brand. In this regard, the company may shift from the celebrity endorsement strategy to conventional ways of promotion, including advertisements online, placed on specialized sport websites, specialized print media and other methods.Furthermore, the risk of the tight competition affects consistently the implementation of the project. For example, if the competition turns out to be higher than forecasted in terms of the project, then the project may fail or, at least, face considerable difficulties in the course of its implementation. This is why the plan of the project implementation should include al ternatives based on the pessimistic forecasts concerning the competition and possible pressure from the part of the major rivals that already operate in the market.Human resources managementHuman resource management plays one of the most significant roles in the development and implementation of the project. In this regard, human resource management will be under the responsibility of the human resource manager employed by the company. The human resource manager will be responsible for the recruitment of employees, their training and professional development. Human resource management will focus on the professional development of employees to ensure the high quality of products delivered to customers. Human resource management will motivate employees to maximize the effectiveness of their performance because the effectiveness of each employee contributes to the overall effectiveness of the company. In addition, the high effectiveness of employees increases the cost-efficiency of the company.CommunicationThe communication is crucial for the success of the project. In this regard, it is necessary to distinguish internal and external communication in the course of the implementation of the project. The internal communication will involve the communication between professionals working within the company. In this regard, the human resource manager should maintain the effective communication between top executives and employees of the company. The internal communication should involve regular meetings of managers and employees to discuss current issues, possible problems and find ways to their resolution. Managers should provide employees with positive feedback to motivate them to enhance their performance. The external communication will involve the customer relationship management and communication between the company and customers. In this regard, the popular sportsman will be responsible for the development and maintenance of the communication with the target c ustomer group. The effective communication will allow the company to enhance its marketing position. The popular sportsman will be able to focus on sportspersons and persuade them to choose the new sport nutrition and use his authority to promote the new product not only among professional sportspersons but also among amateurs.ProcurementThe project will involve the supply of the equipment to launch the production of the new sport nutrition. In addition, the project may outsource the research and creation of the new nutrition. For instance, it is possible to hire scientists and nutritionists, who can create the target sport nutrition with the required features. In such a way, the project should involve the supply of those products and services that are required for the successful implementation of the project.Integration managementThe integration management is important in terms of the integration of all elements of the project plan and design and their successful implementation. In this regard, the role of the project manager is particularly significant for the integration of all elements of the project plan and design. The project management should take the lead and coordinate the work of all managers and employees involved in the project. The project manager will manage the entire project and coordinate actions of all participants of the project respectively to current needs and possible challenges.

Case Study on Organizational Behaviour and Analysis Essay

Case Study on Organizational Behaviour and Analysis - Essay Example Case Study on Organizational Behaviour and Analysis This is a testimony of the company’s positive organisational behaviour strategies, designed to retain employees and customers on a long term basis. The founder and present CEO, Howard Schultz has been pivotal in steering the company’s organisational behavioural systems over several years. Having nurtured and guided the company’s fortunes in its formative years, his return as CEO marks a new era in organisational success of the company. Initially, he was keen on opening new stores all over the country for which funds were required. He arranged for floating a $25 Million Initial Public Offering (IPO) during 1992, which provided necessary funds for his expansion plans to make Starbucks coffee drinking a part of a world wide accepted culture. However, over the years, impact of market forces led to downward trends in the business fortunes of Starbucks, and with receding markets and lowered profits, organisational remodelling, especially at the top level, was needed to solve the vexing issues that confronted the company and also provide sound and substantive leadership. It was also to provide organisational and managerial decision making processes, based on experiences to face competitive incursions into its business. Schultz provided organisational restructure when he decided to close down 100 underperforming stores and reduce opening of new stores to just 1,175 during the year, lower by 34% as compared to earlier figures. (Starbucks: Maintaining Principles as We Grow, p.16).

Governmental Accounting Essay Example | Topics and Well Written Essays - 500 words - 2

Governmental Accounting - Essay Example A decrease in the pension plan funding implies the plan’s liabilities are more than the assets. In the short term the funds may get sufficient contributions and revenues to meet the requirement for paying scheduled benefits but this may only take some years. This may not take long and so In the long run the pension must eventually address the shortfalls. This will mean the pension plans seek more funding in order to cater for the surplus in liabilities and this most probably is in the form of increased contributions by the government. An increase in contributions by government would mean either an increase in taxes or reduction of services by the government to the citizens (Elmendorf, 2011). 2. A city manager was overheard saying, "Since we dont release them to the public, I dont see any value in taking the time to prepare interim reports." Explain why you agree or disagree with this statement. Companies prepare financial reports and issue to the public, creditors and investors in order to give a picture of the firm’s financial position and performance for specific periods. The reports therefore in my opinion give very useful information for persons external to the company; the reports generally show profitability, asset & debt positions, revenues, usage of cash as well as what the owners have invested over the period. Interim reports are prepared for time spans less than a year and can be used temporarily to analyze the firm’s financial standing until that time when consolidated yearly statements are made available. The reports are produced on a quarterly or semi-annual basis though some firms commonly give monthly reports to their creditors for purposes of securing loans. As such therefore the interim reports may not be required for reporting purposes but are important to investors, public, suppliers and more importantly banks for credit scoring reasons. I do not agree with the statement for the reasons stated above and the fact that

It's about IAS 17 and details see in document file Essay

IAS 17 Proposed Changes in the 2013 Exposure Draft - Essay Example The lessees are advised against recognizing assets as well as liabilities that result from operating leases. That concept has over time attracted the attracted significant request from users of financial statements as well as others to enhance changes that will ensure that lessees are upheld to recognize liabilities as well as assets in the financial statements. The IASB, as well as FASB, engaged in a joint project that focused on developing the relevant measures to ensure that lease assets will be recognized in the statement of financial position. The two bodies deliberated on revisiting the 2009 Exposure Draft that was issued in 2009 to seek preliminary views and FASB accounting Standards update issued in August 2010 to enhance forming an Exposure Draft in 2013 (Ellis, 2014). The proposed Exposure Draft of 2013 will only affect entities that engage or are engaged in lease irrespective of some specified scope exemptions. The Exposure Draft 2013 would supersede IAS 17 leases in IFRS. The primary principle of the proposed requirements is that a company will ensure recognition of assets as well as liabilities that result from lease agreements. The proposed requirements serve as a way of improving the existing lease requirement that fails to require lease assets together with liabilities to be recognized by the majority of lessees. The principle will, therefore, require lessees to ensure recognition of assets as well as liabilities for leases that possess a maximum possible term of more than one financial year (EFRAG, 2013. A lessee will have to recognize the lease liability as well as the underlying asset for the lease term. In recognition, measurement as well as the presentation of an entity’s expenses.

Effect of Rewards on Employee Motivation

Effect of Rewards on Employee Motivation Introduction Motivation is the art of getting people to do what you want them to do because they want to do it. Dwight D. Eisenhower Like a little kid being given a chocolate on standing first in his class or a big hug for doing something good like helping someone, or cleaning the place after playing, rewards whether monetary or non-monetary can be significant tools for the motivation of employee and a positive step towards the improvement of his performance an boosting his morale. Jack Zigon (1998) defines rewards as something than increases the frequency of an employee action. Its a common observation that most of us dont perform our tasks completely, not because they are difficult but because of low interest or motivation to perform that task. The desire or motivation is necessary for the performance of an activity. Kleinginna and Kleinginna (1981a) defines motivation as, internal state or condition that activates behavior and gives it direction; desire or want that energizes and directs goal-oriented behavior; influence of needs and desires on the intensity and direction of behavior. Background Gatlin, Rebecca (1997), says that a good and attractive reward program is necessary the employees in order to motivated them otherwise the unmotivated employees will not perform their tasks properly and will ultimately affect the company in a negative way i.e. decrease in profitability. Organizations performance is dependent on the employees who work for it, so in order to get the better and quality output, rewards contribute a lot in this part, so it is essential for organizations managers to make effective and attractive reward programs to motivate their employees, Deeprose (1994). Gregory P. Smith, author of book Dynamic Ways to Reward, Energize Motivate Your Teams, states in his book that rewarding and recognizing the work of the employees makes them happy, provide them job security and they contribute more towards the organization. Edward E. Lawler III (2003), With the right combination of reward system practices, people will be motivated to excel, and those who do excel will be motivated to stay because they will be highly rewarded. This is the foundation of the virtuous spiral, in which both sides win and create success for each other. In Pakistan human resource departments are seen only in those organizations where technology is rigorously applicable or which are highly knowledge organizations. The telecommunication sector of Pakistan has shown tremendous growth in recent years and its all because of using up to date technology and the adoption of competitive and innovative human resource practices. Becker and Huselid (1998) supports that for having the competitive advantage for any business Human resource is basic source to get it. The organizations in the telecommunication sector of Pakistan are the structures that provide their services supported by the human resources. The most important factor in the delivery of the best quality service is the motivation of the employees; on the individual level as well as on the group level. In todays world of competition to deliver best service in order to satisfy customers it has become very difficult; in fact organizations take it as a challenge to motivate employees in order to get best output from them. The telecommunication sector of Pakistan plays a powerful role in its economy. Excellent professional services delivered by the employees of the telecom sector of Pakistan can create a positive and everlasting image in the eyes of their customers. Several studies show that rewards have a huge impact on the job satisfaction and motivation of the employees. Beer (1984) says that for top management it is the top most responsibility to develop a strong positive relationship between the organization and its employees in order to carry out the continuous needs of both i.e. organizations and employees. Organizations want their employees to follow the organizations rules and regulations i.e. work according to the standards that are being set for them, and as a result of it employees want from the organization good working environment, good salary, good behavior, job security, delegation of authority. For organizations understanding to deal with these expectations of employees is required. Nel (2001), argues that those employees that are motivated and are fully aware of the organizations goals, that provide the organizations benefit, will divert their all hard work and devotion towards those goals. According to Flynn (1998), that these days organizations understand the great gains derived by linking rewards whether monetary or non monetary to their business strategy. The telecommunication sector of Pakistan is offering several benefits and rewards to its employees; so that employees feel motivated and remain satisfied with their jobs and improve their performance in order to achieve organizational goals. Objectives The basic objective for carrying out this research is to measure the impact of rewards in the most fast growing sector of Pakistan i.e. Telecommunication sector Pakistan on the motivation of its employees. Significance The significance for carrying out this research is that whether the employees in the telecommunication sector of Pakistan are satisfied with their organizational reward system or not. And which reward type they appreciate the most whether the monetary rewards or the non monetary rewards. Review of Literature Rewards Jack Zigon (1998) defines rewards as something than increases the frequency of an employee action. In order to treating the employees of the organization right, rewarding them properly is one of the important components. Organization which is growing healthier provides its employees the opportunity to grow and prosper. In todays highly business competitive environment win-win relationship is important that forms the right treatment of employees by the organizations. Strategy of rewarding employees when performance is not good cannot prevail for long, hence rewarding for good performance encourages employees to continue their performance and improve their skills and knowledge day by day to contribute positively towards organization, Edward E. Lawler III (2003). ACCEL team development says that for improved and better output from the employees rewards act as catalyst. Rewards are part of the organization and management should pay especial attention towards them; rewards should be quick, significant, related to performance, compatible with job measurement and irrevocable. Rewards should be given fairly, if there is some factor of unrealistic distribution of rewards like giving promotion of the favoritism basis, it will have a negative impact on the motivation of the rest of the employees. Searle, John G. (1990), getting the satisfaction of the employees over the rewards that are being offered to them id a difficult task, organization has to learn to manage those things which creates feeling of dissatisfaction among employees; Employees satisfaction towards reward in comparison of what he expected and how much he received secondly is comparing his rewards with other people of same jobs in the organization, overestimating his own performance as compare to his colleagues. So rewards should be designed in full justice by the management of what they are taking from employee and what they are giving to him for his input, and they should be fully defined to the employees so that there may not remain any chance of misconception. This plays important role in creating feeling of satisfaction or dissatisfaction. Cameron Pierce (1977), states that every business use rewards like salary, promotion, and other types of bonuses to encourage employees towards high level of performances. Types of Rewards According to Syedain (1995), there are two schools of thought for rewards at the workplace, one is to say THANK YOU in any way, verbal, non-verbal, via certificate etc other is to give a concrete rewards that create an impact. There are two types of rewards monetary rewards and non-monetary rewards. Employee reward programs design requires a balance between monetary rewards and  non-monetary rewards  to provide incentives and benefits to the employees. Monetary rewards Marcia Moore, M.S.S.W.(2010), says that monetary rewards are those rewards that are being given by the organization in the form of cash, or through cheque or some other way of financial transaction for achieving the sales goals, providing best quality, providing outstanding performance in a difficult situation or delivering a project report in the best way. Gratton (2004), states that motivation is determined by both monetary and non-monetary factors, money has come to play an overly important role in our thinking about the causes of behavior. In most companies very limited time and effort are spent on considering non-monetary sources of motivation. Money is an important factor in motivating people as we live in a money motivated world. According to Peter Drucker (1974), there is not one shred of evidence for the allege turning away from material rewards. Antimaterialism is a myth, no matter how much it is extolled. Monetary rewards have so much importance that if no proper attention is paid to them or ignoring them will act as demotivator. He further says, Economic incentives are becoming rights rather than rewards. ACCEL team development argues that monetary rewards cannot be remunerated by the non-monetary rewards (human relations). Famous companies like Microsoft, IBM are to some level a result of monetary motivation. Financially rewarding employees increases their motivation levels, which results in increase in the output, creating more profits and those profits should be circulated back to the employees who are actually responsible for it. Non-Monetary Rewards Marcia Moore, M.S.S.W., (2010), non-monetary awards includes certificate, a word of thanks from supervisor or manager, flexible schedules, a day off, acknowledgment of birthdays, and free lunches or dinners to celebrate team work success. Pfeffer (1998), People do work for money but they work even more for meaning in their livesà ¢Ã¢â€š ¬Ã‚ ¦ Companies that ignore this fact are essentially bribing their employees and will pay the price in a lack of loyalty and commitment. Sherry Ryan (Training Specialist, Weyerhaeuser Company), says that non-monetary rewards play important role in improving employee performance. Using proper attractive and communicative method of non-monetary rewards leaves a positive impact on the employees and improves employees performances in different dimensions. Such types of awards are inexpensive to give to employees but worth a lot when employees receive them. Bob Nelson (2004), saying thank you to your employees or appreciating their performances when something good is done, is extremely important factor that should be recognized by the managers. According to him 78% employees said that they feel more motivated and happy when their manager appreciates them. According to research conducted by, Allen and Helms (2002), expressions of appreciation and praise by the managers give employees encouragement. American Society for Training and Developments (ASTD) research proves that non-monetary awards work as an important factor for keeping hold of top performing employees. Motivation Motivation is derived from a Latin word, movere, which means to move. The author of book Motivation, beliefs, and organizational transformation (1999), Dr. Green and Butkus (1999), says that motivation is derived from a word motivate, which means to move, push or persuade to act for satisfying a need. Further motivation can be explained as acting of such forces within a person that cause a stimulation of effort, direction and goal direction. Motivation is the total involvement of a person in his tasks to carry out with dedication, devotion, happiness, excitements, and voluntarily, Mol (1992). Theories on Motivation There are two classes of theory of motivation; Content Theories: Content also called as need theories of motivation basically emphasis on internal factors of an individual that strengthen and gives the direction to the behavior. Maslows Hierarchy of needs: Abraham Maslow (1943, 1954), unsatisfied needs creates demotivation, there are following needs that must be satisfied, these are called as deficiency needs. As these needs are fulfilled the person is satisfied and move towards growth and self actualization. Physiological needs: These are the basic needs for example food, water, air, and all other things that are necessary for the survival. In order to enhance workplace motivation by achieving the target of fulfilling the needs of employee give proper breaks for lunch, and offer such salary to employees that enable them to buy basic needs of life. Provide ample breaks for lunch and  recuperation and pay  salaries that allow workers to  buy lifes essentials. Security needs: it includes security regarding the physical environment, living in a safe area, medical insurance, job security. These needs can simply be fulfilled by giving all these securities to employees. Belongingness needs: it includes friendships trust and satisfaction, feeling right in a group, giving and receiving care and love. It can be achieved by generating a feeling of acceptance. Esteem needs: It includes recognition, attention, social status, accomplishment, self-respect. It can be achieved by recognizing the achievements of the employee, by assigning them some projects, make them feel important and valued asset for organization. Self-actualization needs: it includes ones own potential, creative capabilities etc, it can be achieved by offering challenging and meaningful work assignments which enable innovation, creativity, and progress according to long-term goals. Alderfers ERG Theory: The Alderfers ERG theory (1969), is an extension of Maslows theory of needs. He suggested that needs can be divided into three components; existence (similar to physiological needs and security needs), relatedness (similar to belongingness needs and esteem needs) and growth (similar to self-actualization). It differs from Maslow hierarchy of needs theory in a way that according to Alderfers it may happen that more than one need may be motivated at the same time, lower motivators is not necessary to be   significantly fulfilled before moving towards higher motivators, the order of needs may differ from person to person, there is a frustration- regression principle and according to it if high order need is frustrated a person may regress to increase the satisfaction of a lower need which appears easier to satisfy. Frederick Herzbergs Motivator hygiene theory: Herzbergs motivator hygiene theory (1959), is closely related to Maslows theory but it is more closely related to how to motivate individuals at their workplace. According to him individuals are influenced by two sets of factors; Hygiene factors: These are said to be lower level of needs by Herzberg. Motivator factors: These are said to high level of needs by Herzberg. According to him meeting hygiene factors will not motivate individuals to put their effort or to improve their performance, it will just help them from being getting dissatisfied, but if motivator factors will be combined with this it will help individuals to motivate. McClellands Learned needs theory: acquire McClellands theory states that individuals learn needs from their culture and life experiences. There are three basic needs of an individual; Need for affiliation (n Aff): It is the need of establishing social relationships with the people, communities, getting accepted by them. Need for power (n Pow): It is divided in two parts, desire to control ones environment and second to influence others. Need for achievement (n Ach): It involves the aspiration to take accountability, set challenging goals and get feedback of their performance. McClelland states that a person has full strong capability in any one of the above categories, thus it has prospective to motivated people that leads to satisfaction. Management should understand these needs of the individuals and then structure their jobs to satisfy them. Those who have high n Aff such people perform well in customer service jobs or where customer interaction is involved. Those who have high n Pow management should provide them the opportunity to manage others. Those who have high n Ach such people should be given challenging but achievable goals. Process Theories: These theories of motivation focus on known human decision behaviors for the explanation if motivation. These theories determine that how an individuals behavior can be energized, maintained in willed and self directed cognitive process. Victor Vrooms Expectancy Theory: Victor Vroom (1964), theory is based on three beliefs; Valence: is the extend of the expected outcomes of an individual are attractive or unattractive. Expectancy: is the extend to which employees believe that they are giving enough effort that they will achieve the target of given level of performance. Instrumentality: is the level to which employees believe that achieving a given performance level result in the form of certain reward. Motivation = Valence x Expectancy (Instrumentality) If even one of these is zero the employee will have not motivation for the task, so managers ensure increase in effort will improve performance and improved performance will result in high rewards. The theory says employees have different goals to achieve and can be motivated if they believe that; there exists a positive correlation between efforts and performance, good performance will result in a reward, and this reward will satisfy an important need, and the wish for satisfying that need is powerful enough to make effort valuable. Equity Theory: Equity theory was first time developed by John Stacey Adams in 1963. Individuals in the society make comparison of their efforts (inputs) and rewards (outputs) that they get. The fairness regarding the rewards influences the level of motivation of individuals a lot. Equity exists when individuals identify that the ratio between there efforts and rewards is similar to whom they are comparing. Individuals Rewards (output) / Individuals Efforts (Input) = Other persons Rewards (output) / Other persons Efforts (Input) Similarly inequity occurs when there is difference in ratio in comparison to others. Inequity has two types; Under-Reward: this type occurs when an individual starts believing that he is putting more efforts as compare to others, but receiving the same rewards that others are getting for relatively less effort. Over-Reward: this type occurs when an individual starts believing that his equity ratio is higher other individuals. Thus getting more rewards by putting less efforts. Under-Rewarded individual may get motivate to do more work to meet his performance level while on the other hand he may get dis-hearted from this. Over-Reward individual start putting less efforts as he may assume that he is getting much more rewards from little effort. For managers equity theory states that rewards should be fair to all employees. Gary Latham and Edwin Lockes goal setting theory: E. Locke and G. Latham (1990), states that goals are important factors in affecting the behaviors and motivation levels of employees. Motivated behavior of employees can be achieved by setting challenging goals for them that usually involve the quantitative targets. Such goals of performance are more good than those in which you just say, you did a great job, well done. Researches have shown that challenging goals are more motivational than any other goals that are easily achievable. The more the dedicated is employee the more he will put his effort to achieve those goals. Researchers show that individuals that perform in goal setting have increases goal commitment. If an individual has high self-efficiency he will respond more positively to achieve goals rather than those who are low-efficient. B.F. Skinners Reinforcement Theory: In Reinforcement theory B.F. Skinner (1957), considered a motivation theory along with learning theory. The theory state that motivated behavior is the outcome of reinforces which are actually the resultants from the behavior that cause it more likely to occur again. It further says that it is essential to measure the consequences of behavior rather than to understand cognitive or processes motivation. Such behavior that was previously rewarded will be continued in future as well from an individual rather than that behavior which was not rewarded or for which he was being punished. The theory suggests to managers that they can handle the behavior modifications by reinforce desired behaviors and punish undesired behaviors. Need for motivation The satisfaction or the dissatisfaction levels of an employee are directly proportional to his good or bad performance. Employee dissatisfaction may lead to poor performance. Petcharak (2004), it is the responsibility of the human resource management of the organization that employee may not dissatisfy from his job, so HR management should take steps to motivate employees otherwise employees will not perform up to expected standards of the organization. Cheng (1995), says that it is one of the larges test challenge for service providing organizations to motivate their employees in order to satisfy their customers. The HR departments major task is to develop strategies to motivate its employees. Human capital rather than financial capital plays a significant role in meeting the goals of the organization. It is the responsibility of the top executives to motivate the employees of the organization. Human capital is the basic source of competitive advandage for any service providing organization these days. Organizations which actually pay attention towards the motivation of its employees assures its success, Dale Carnige (1985). This shows that employees who are motivated are best for the organizations to attain its goals, it is the duty of managers and supervisors to motivate them, Roberts (2005). According to La Motta (1995), motivational arousal causes an employees interest to complete its project, achieve all those goals that are being set for him. Different people are motivated by different ways, one thing that is creating motivation to one person might not create to other, because there is difference in motivation levels of every individual. Baron (1983), agrees with Maslows hierarchy of needs, that there are some natural factors of motivation that if provided to an individual will motivate him like security needs, esteem needs and self actualization needs. Importance of Rewards and Motivation Searle, John G. (1990), rewards are basically to motivate the behaviors of employees towards their work. Rewards should be given as a result to effective performance. Following are some conditions that are necessary for the creation of motivation among employees; Employees must have faith that their effective performance will surely be appreciated and rewarded. The rewards that will be being offered by management are attractive. The believe of employees that their effort is really contributing worthwhile to attain the organizations goals. Organizations must pay attention towards the Monetary as well as Non-Monetary rewards, because the balanced combination of both creates motivation. An individuals goals and organizations goals are independent goals that are linked by the work motivation. Individuals provide their services to organizations to attain organizations goals in order to meet their personal goals. So, we can say that an individuals goals are directly proportional to the organizational goals. Robert (2005), while studying the Barons work (1983) reports that motivation not only can influence the performance but the performance can also be influenced by rewards, i.e. direct rewards to true performance. Total reward system is the system in which salaries and other rewards are given to the employees on the basis of their performance. Therefore, total reward system is one of the important element, Wilson (1994). Mosley, Megginson, Pietri (2001), reports that the there are three levels of employee motivation; Behavior: the direction of those behaviors of an employee that he selects to perform. Effort: the level of willingness of an employee to put their effort on their work. Persistence: the level of willingness to work regardless of difficult situations. In Pakistan telecommunication sector is facing big changes for last few years, not only their customers are increasing but also the services are increasing. They reported from a research conducted by them that employees in telecommunication sector give more importance to pay and promotion than training, and pay and promotion gives a positive impact on their job satisfaction and motivation, . Kashif u Rehman et al., (2007). Theoretical Framework Problem Statement Hypothesis # 1: There is a positive relationship between rewards and motivation in the employees of Telecommunication sector of Pakistan. Explanation: Rewards are things that boost some ones morale to do something; it is observed in our daily life that whenever an individual or a team is being given reward for their good work the motivation of the employee increases to do more good work in order to get more rewards. Hypothesis # 2: Monetary rewards cause more employee motivation than the non-monetary rewards in the telecommunication sector of Pakistan. Explanation: Reward in the form of money attracts people more rather than any other reward in form of just appreciation or a certificated. This hypothesis will test that whether it is true or not in the telecom sector of Pakistan. Hypothesis # 3: There are significant differences in effects of biological variables on employee work motivation in the telecom sector of Pakistan. Explanation: This research hypothesis will find answers to such questions as; Who were more motivated male or female? Which age group people were more motivated? Who were more motivated new or old employees? Married people had more motivation towards work or unmarried? Sales people are more motivated as compare to rest of the people at different designations? Research Methodology Tool for data collection The tool for data collection for this research is survey. And for the purpose of doing surveys mail questionnaire is designed. This method of data collection is chosen because it has geographical flexibility, easy sample accessibility, saves time, and cost, anonymity and respondent convenience to reply. Design of Questionnaire The research questionnaire consists of three parts; Part I: It consists of personal information of the subject, such as gender, age, designation, working experience, marital status and education. Part II: It is designed for the collection of data about the independent variable i.e. Rewards (Monetary Rewards/Non- Monetary Rewards). Part III: It is designed for the collection of data about the dependent variable i.e. employee motivation. Units of observation The units of observation are the employees of different companies of telecom sector of Pakistan; Mobilink Ufone Telenor Warid Zong Wateen World Call Wi-Tribe Pakistan telecommunication Limited The sample includes all categories of employees. Sample Size The sample size for data collection is 1000. Time Dimension This study is a cross sectional study. Scale / Scoring of questionnaire Te Likert scale is used for the collection of data. Likert scale is basically a 5-point scale which consists from 5 to 1. For positive statements scoring is; Strongly Agree = 5 Agree = 4 Neutral = 3 Disagree = 2 Strongly Disagree = 1 For positive statements scoring is; Strongly Agree = 1 Agree = 2 Neutral = 3 Disagree = 4 Strongly Disagree = 5 Procedure Questionnaire will be spread out among the employees of telecommunication sector of Pakistan via mail questionnaire in their workplace. Instructions and grantee of confidentiality of the personal information will be ensured. Data analysis For the descriptive analysis SPSS (Statistical Package for Social Sciences) version 16 or simply Microsoft Excel 2010 will be used. For finding out the correlation between the Rewards (independent variable) and employee motivation (dependent variable) Pearson Correlation Coefficient will be used. For finding out the correlation between the Financial Rewards and employee motivation; and Non-Financial Rewards and employee motivation Pearson Correlation Coefficient will be used. For the analysis of the differences in employees work motivation based on the personal characteristics (biographical) ANOVA will be used which is used to measure the significant differences between the variances. Expected Results The various researches that have been carried out in various sector in different countries of the world reports that rewards have a positive impact on employee motivation. In 1997, Carolyn Wiley compared the result of previously held four surveys that were conducted on motivation of employees in year 1946, year 1980, year 1986 and year 1992. The survey that was conducted in 1992 resulted that in todays world employees are motivated by monetary rewards. Employees chosen salary as the top most motivating element. The research said that salary is a monetary reward with a natural influence. Limitations Low response rate Low completion rate Cannot catch verbal behavior Cannot use lengthy questionnaire

Romanticism as a Reaction to Neoclassicism :: Romanticism Essays

The time of Romanticism began in the late 18th century and ended around the mid 19th century. Just showing what the Romantic Movement is, it can be shown as a reaction against Neoclassicism. Romantic art portrays emotional, painted, or shown in a bold and dramatic manner, and there is often a stress on the past. Romantic artists often use sad themes and dramatic tragedies. Paintings by famous Romantic artists such as Gericault and Delacroix are filled with energetic brushstrokes, rich colors, and emotive subject matters. While the German landscape painter Casper David Friedrich created images of lost loneliness, and at the same time in Spain, Francisco Goya conveyed the horrors of war in his works. This shows the variety of different art works of this time period. Some of these artists were fascinated in nature, people can definitely see this if they are shown through any Romanticism museum, also the importance of drama and emotion. At this time artists made their art work portray more then what the eye sees, the artists added more symbolism to the art work then in the Renaissance. The Pre-Raphaelite movement succeeded Romanticism, and Impressionism is firmly rooted in the Romantic tradition. Other famous Romantic artists include George Stubbs, William Blake, John Margin, John Constable, JMW Turner, and Sir Thomas Lawrence. And Although Romanticism was very popular for the paintings, it was also popular for its music, and poetry, and even architecture. This shows that this period advanced not only in variety of artwork but also a variety of all sorts of effects. The German poets and critics, August Wilhelm and Friedrich Schlegel first used the term ?Romanticism? to label a wider cultural movement, the period expanded way more then they ever dreamed. This gave the Schlegel brothers a good time to show Christianity through art, even though the majority of people where using the plain Classical culture. This started the ?Romantic Movement. The ?Romantic Movement,? gained popularity in Germany and then quickly spread to England, France, and beyond. Eventually the movement reached America, this was around the year 1820, (some 20 years after William Wordsworth and Samuel Taylor Coleridge had revolutionized English poetry by publishing Lyrical Ballads). In America and in Europe, fresh new ideas and visions struck the artistic and intellectual circles in America.