Analysis Of The Movie Nocturnal Animals - 1511 Words

Nocturnal Animals is a movie written and directed and by the fashion juggernaut Tom Ford, who used capital earned from his brand to fund most of his movies and become a film director. In my opinion, Ford was extremely successful in transferring his artistry and creativity to cross the bridge from the fashion industry taking it to Hollywood. The movie features Amy Adams, known for her role as a supporting actress in the Superman movies which was not well received by the critics and American Hustle that was heavily praised nominated for 10 Oscars and won 3 Golden Globes, one that Amy would receive for Best Performance by an Actress in a Motion Picture. Alongside her Jake Gyllenhaal, son of a producer and screenwriter, and is without a doubt†¦show more content†¦The couple clearly did not love each other and was simply a way to secure each other’s financial status and career. Susan is devastated but appears calm on the outside, however, it is clear that she is currently battling with herself inside questioning and regretting her decisions from the past. One night, Susan decides to read Edward’s story who’s hero Tony Hasting serves as his receptacle for revenge. With his wife and daughter, Tony drives down a creepy road in the middle of nowhere, no cell towers or even signs of human activity ne arby. However, when the night falls and they run into this trashy trailer boy Ray Marcus (played by Aaron Taylor-Johnson) and his two friends. After Tony cut them his daughter sitting in the back flicks them off. Angry, Ray would shove Tony’s car off the road and kidnap, rape and murder both his wife and daughter with his two accomplices. Devastated Tony goes on a manhunt with the local Sheriff who is suffering from lung cancer and has nothing to lose. As the story unfolds, Ford tells a brilliant tale of revenge unlike Hollywood has ever seen before. Best Scene Give your opinion of the acting/performance and production/directing. How did the actors portray key character roles? Name the actors/performers and director. Be sure to give positive as well as critical points. In great movies, there is always that one moment, or two, that would make you get on the edge of your seat as your stomach crumplesShow MoreRelatedThe Mystery Of Vampires From Folklore Tales1622 Words   |  7 Pagesfamily member or religious figure. Folklore vampire characteristics would be sharp teeth, pale skin, supernatural powers, the need to feed off of the life force of living people, drinking blood, possessing the ability to change forms, nocturnal lifestyle, controlling animals, and being associated with death and disease. Tales of killing these monsters would be driving a stake through the vampires’ heart, placing garlic in the monster’s mouth, placing wild roses around the vampires’ coffin, or exposingRead MoreThe Complex Layers Within the Little Mermaid1206 Words   |  5 Pagesreifies the superiority of patriarchal structures. In a different vein, many people analyze The Little Mermaid using a psychoanalytic approach, invoking Freudian theory to explore sexuality and female autonomy in the fairy tale. Such analysis centers on Freuds theory about the Oedipal complex, as scholars contend that Sirenetta navigated her own Oedipal conflict as she transitioned from childhood into adulthood. Freud posited that girls are born physically castrated, which they blameRead MoreAbnormal Psychology. Classification and Assessment of Abnormal Behavior20707 Words   |  83 Pagesattacks. I didn’t know what the panic attack was. Interviewer: Well, what was it that you experienced? Jerry: Uhm, the heart beating, racing . . . Interviewer: Your heart started to race on you. Jerry: And then uh, I couldn’t be in one place, maybe a movie, or a church . . . things would be closing in on me and I’d have to get up and leave. Interviewer: The first time that it happened to you, can you remember that? Jerry: Uhm , yeah I was . . . Interviewer: Take me through that, what you experienced.Read MoreHesi Practice31088 Words   |  125 Pagesthreatening issues. D. compliment the client on her appearance. 122. Which of the following observations signals the onset of puberty in male adolescents? A. Appearance of pubic hair. B. Appearance of axillary hair. C. Testicular enlargement. D. Nocturnal emissions. 123. Which of the following statements should be included when teaching clients about monoamine oxidase (MAO) inhibitor antidepressants? A. Don t take prescribed or over-the-counter medications without consulting the physician. B. AvoidRead More_x000C_Introduction to Statistics and Data Analysis355457 Words   |  1422 Pagesto Statistics and Data Analysis This page intentionally left blank Introduction to Statistics and Data Analysis Third Edition Roxy Peck California Polytechnic State University, San Luis Obispo Chris Olsen George Washington High School, Cedar Rapids, IA Jay Devore California Polytechnic State University, San Luis Obispo Australia †¢ Brazil †¢ Canada †¢ Mexico †¢ Singapore †¢ Spain †¢ United Kingdom †¢ United States Introduction to Statistics and Data Analysis, Third Edition Roxy PeckRead MoreLogical Reasoning189930 Words   |  760 Pageslooking at alternative actions that can be taken, then considering the probable good consequences of each action and the probable bad consequences while weighing the positive and negative impact of each consequence. It’s a kind of cost-benefit analysis. Exercises 1. Columbus Day is an American holiday. Write a short essay that weighs the pros and cons and then comes to a decision about whether there should be more or less public celebration (by Americans and their institutions) on Columbus

The Keynesian School Of Economic Thought - 1948 Words

Our economy has evolved from centuries ago to what it is today from the start of supply and demand and learning how to make trades. The foundations of this learning process has also came from theories on how to manage and control the economy. This has been built from several thinkers and theorist implanting their ideas into action and having results in the prosperity or failure of an economy. As these theories have evolved as well and some with great prosperity they have been recognized and titled as the Keynesian School of Economic Thought as this is a theory believing aggregate demand is influenced by public and private economic decisions. There is also the Monetarism School of Economic Thought which focuses on how the money supply has†¦show more content†¦The only thing that really drags down the aggregate demand or GDP would be if the country brought in more imported goods than anything else. A public decision would be the money that government programs put into the econ omy, investing in programs such as education, medical research, Medicare and other things. In the formula, these variables would be Government spending and Investment spending. Private decisions are an individual’s decisions on where to spend money. In the formula, this is represented by investment spending and consumption spending. Keynesian Economics relies on that they believe the government can kickstart the economy by spending money when in a down period. Another school of thought is that changes in aggregate demand, whether anticipated or unanticipated, have their greatest short run effects on real output and employment, not on prices. John Maynard Keynes said that everything in life is in the short run. The theory believes that just because something is happening in the short run, may not necessarily mean it will happen in the long run. He thought the government should get involved when the economy was stagnant to give it a boost and get it moving again in the short run. They also believe that monetary policy effects, output and employment only. That makes sense because as the more money that is pumped in, the more a good needs to be produced and the more goods needing to be produced means the more people youShow MoreRelatedThe Keynesian School Of Economic Thought1151 Words   |  5 Pages1) List three key concepts from the Keynesian School of economic thought: (25 points) At least one concept must describe the management of aggregate demand. a. The primary concept of the Keynesian School of economic thought revolved around the management of aggregate demand. The author of this idea, John Maynard Keynes, believed the economy was fundamentally unable to sustain itself at full employment. One of his proposed solutions to this was for the government to intervene to increase aggregateRead MoreNeoclassical Theory Of Keynesian Theory1578 Words   |  7 Pagesthe Neoclassical-Keynesian synthesis? In what way does it differ from the Cambridge (UK) view of Keynesian economics? Intro The Neoclassical-Keynesian synthesis contains theoretical principles and ideas from both the Neoclassical school of economic thought and Keynes’ General Theory. The UK Cambridge Post Keynesian view of economics also contains elements from both these schools, yet the Neoclassical Keynesian synthesis and the UK Cambridge Keynesian bodies of economic thought differ in their viewsRead MoreNeoclassical Economics Vs. Keynesian Economics1583 Words   |  7 Pagespost -Second World War growth period, which is called Golden Age of Capitalism, has a great influence in human economic history. During the period of time, a great many of the capitalist countries have dramatically increased their economy and prosperity, such as United State which has a substantially economic expansion at an average rate of 3.5% annually between 1945 and 1970. Economic growth may be resulted by deregulation of market, rise of automotive manufacture and industrialization which contributeRead MoreKayne vs Haye k1370 Words   |  6 Pagesbranch of economics dealing with the performance, structure, behavior, and decision-making of the whole economy. Macroeconomists study aggregated indicators such as GDP, unemployment rates, and price indices to understand how the whole economy functions. They develop models that explain the relationship between such factors as national income, output, consumption, unemployment, inflation, savings, investment, international trade and international finance. The two major theories of economics are ClassicalRead MoreEconomics : Classical Economics And Keynesian Economics1665 Words   |  7 Pagesinteresting as the subject of economics is, it’s a subject that isn’t easily understood. In order to grasp the subject you have to really understand the concepts. And it’s not like riding a bike, once you know how to do it you will always have it engraved in your head. I will attempt to highlight the key factors of the two theories of economics: classical economics and Keynesian economics. Since Classical Economics is considered to be the first school of economics. I will start to explain this conceptRead MoreThe Theory Of The Classical School1694 Words   |  7 Pages The classical school is one of the economic thoughts; the key assumption of this school is that the market system is the most efficient system in the sense that the unencumbered market mechanism ensures the optimal allocation and utilisation of scarce resources. They also believed that â€Å"Supply creates its own demand.† (The early debate on policy atavism) In other words, in the process of producing output, businesses would also create enough income to ensure that all of the output will be sold.Read MoreClassical Economics And Keynesian Economics1124 Words   |  5 PagesClassical Economics and Keynesian Economics has given me the opportunity to form an opinion on this greatly debated topic in economics. After researching this topic in great lengths, I have determined the Keynesian Economics far exceeds greatness for America compared to that of Classical Economics. I will begin my paper by first addressing my understanding of both economic theories, I will then compare and contrast both theories, and end my paper with my opinions on why I believe Keynesian Economics isRead MoreClassical Vs Keynesian Economics1235 Words   |  5 PagesClassical and Keynesian economics are both accepted schools of thought in economics, but each had a different approach to defining economics. The Classical economic theory was developed by Adam Smith while Keynesian theory was developed by John Maynard Keynes. Similarities: One of the most surprising similarities between the two theories is that John Keynes developed his theory based on the Adam Smith’s theory. Keynes did not entirely disagree with Adam Smith but rather, expanded the theory basedRead MoreComparison Of RawlsTheory Of Justice1724 Words   |  7 Pagesneoclassical school strongly endorse. However, there are certain contradictions between the Rawls’ Theory of Justice and neoclassical thought that Bradford brings up in his paper â€Å"The Economics of Rawlsian Justice: Can it be Neoclassical?†. These contradictions are mainly the disparities in the assumed world in that are essential to both ways of thinking. Without assuming the same characteristics in the world you are analyzing, it is impossible to verify that the two ways of thought coincide. Rawls’Read MoreThe Economic Schools Of Thought1445 Words   |  6 PagesFreshwater Economics Macroeconomic schools of thought would be prudent to accept certain aspects of the views of other schools of thought to better understand the scope of economic efficiency through the use of various models aimed at understanding the implications that all actions affect outcome. Like other economic schools of thought, Freshwater developed from previous schools of thought as new macroeconomic ideas were discussed and disputed. Neoclassical synthesis was a postwar movement

Media Law Privacy A study on its impact on journalists in HK Free Essays

Great Britain was a powerful empire back in the days. It boasted of large areas of lands she colonized and conquered – with territories ranging from the Americas to the Far East and the pacific. For so many years England has conquered these territories and left a considerable influence on their cultures, such as newspapers and the media. We will write a custom essay sample on Media Law Privacy: A study on its impact on journalists in HK or any similar topic only for you Order Now Two of the best examples of these territories would be Hong Kong in the Far East and Australia in the pacific. Introduction These two countries were once the colony of the most powerful country back then the British Empire. But now as the time would have it, the two were given their independence by Britain, Australia in 1939 and Hong Kong’s turnover to the Chinese Government in 1997. Now you may ask, what is the significance of the past activities of these two countries in relation to their media laws? Let’s look on how www.asiawind.com describes the difference. First, both have considerable influences from Britain in the freedom of expression, the media for example, and the other laws that go by it. Second, the turnover to two different cultures sets the difference for their journalism and media laws. The second reason will be discussed in detail in the next few paragraphs. When Britain handed over Hong Kong to china in 1997, the pre-colonial journalism style was different. Journalists were given full access to whatever news they can go into, in short full independence on the freedom of speech. The post colonial journalists now have a dilemma in their hands. With the pre colonial freedom that they’ve enjoyed now partly gone, its almost impossible for them to write something which may be of raging influence or may be detrimental to many authorities or the mainland politicians will call as propaganda against them.   It would then be taken to assumption that there had been evidences with regard to invasion of their privacy or political plans (Workshop). Media Law in Hong Kong In a survey taken from the site of Media Law as adhered to by the government, such is evident that disclosing private issues if will not be detrimental to ones health or safety or for a person’s well-being, its better to let the persons concerned or organizations know.   Given such standpoint, in this case I think the Chinese Central Party will disagree with me. Considering the fact that any leak into the private affairs of the big bosses’ there and may be in fact, be detrimental to their   health if the media will get their hands on it (â€Å"Inmedia†). Most of the news that go against the tide of the mainland politicians will either be ignored or a big possibility will not be published at all by China News Agency, the news agency that is controlled by the Chinese Mainland communist party. The above mentioned is indeed a big difference on the media styles, laws and certain freedoms that are practiced back in the days of the British Empire controlling Hong Kong.   Certain news whether be beneficial to the communist party could either be not published for the sake of secrecy laws that are imposed by the communist party. Hence, Secrecy laws which are based from the interests of the ruling party in Mainland China. Hong Kong media as seen from the eyes of its neighboring countries and the world reflect somewhat a negative view. Media in Hong Kong is the under the repressive arms of the Chinese mainland. The journalists in Hong Kong have to bear with the overly protective policies of the mainland. But the repression that the journalists go through in Hong Kong puts them in a somewhat feisty approach towards expressing their views and puts them in a delicate political situation. In terms of expression, the privacy laws and policies that the mainland imposes indirectly on to the journalist’s possess a different view and approach to a media that others may think is in dire need of air from an already tight squeeze from the mainland’s hands. However, media in Hong Kong still give some respect to the big bosses in the mainland. Prior to the turnover in 1997, the central party was used to the distinctively quiet atmosphere of the media there. Now as the feisty and active reporters of Hong Kong are becoming often aggressive in bringing out the truth, in reference to Taiwan, they do still maintain a high level of respect for the state’s privacy laws in expressing views over the issue. Media Laws in Australia The media laws of Australia on the other hand, propose and show a different approach to how the state allows its journalist to practice their crafts. State laws passed by the House of Commons states that it allows journalists to practice under such media regulations, freedom of speech and other policies that follow governing laws. In terms of privacy, the state does allow journalists certain protocols in regard to privacy ((OLDP)). Take for example, state provisions that allow foreign nationals to take certain control of certain percentages of media institutions.   It does in a way grant private or corporate individuals to express the freedom of speech. The freedom must be exercised according to state laws and specifically, privacy related. The state itself does value the freedom to exercise that right but it has to coincide with certain ethics just to make sure that no privacy issue will be exposed that may be detrimental to one’s or an organizations well being. True that such freedom exercised in Australia has pointed out and brought great deal of scandals and corruptions hiding within the bureaucracy. If we look at the past, the Australian press has served their country well. Corruptions and misbehaviors from both the private sector and the government have been brought up by investigative journalists in response to needs of the people to know what is going on and their mission to bring out press freedom to a higher level of information dissemination.  Ã‚   As a matter of fact, this sort of freedom allows investigative reporters to practice press freedom to a much higher extent. But certain details have to be polished first before any publication gets out exposing such private issues which investigative journalists may deem necessary to let the public know. Complications in Press Certain hindrances may affect Australian press’ freedom. Take for example, the Trade Practices Act, which in a much broader sense is likely to be violated with the inclusion of press and cross- media ownership puts the credibility of Australian press on the line. With a lot of publications competing for sales in the Australian market. With various highly unlikely that the freedom may be jeopardize as more publications may go a bit extreme to bring out privacy related issues in the news for the sake of creating a stable share in the market (Smartt). Moreover, the degrading factor that some laws come in a variation of issues that rise in the field of obscenity, regional censorship and the other media restraints imposed by the laws crafted by the legislating individuals.   Aside from that it had been noted that consequently, one of the most striking deprivation of Press Freedom are the extent of regulations falling on the surface of morality.   This then stresses the standpoint that there had been certain instances wherein the Media advocates believe that the skill they have acquired for the pursuance of such projects in disseminating information to the contemporary society is stringed on the desires of those who are in office (Tugendhat and Christie). Conclusion In conclusion, I believe with all these facts brought up the privacy issues of the press between Hong Kong and Australia. In my view Australian journalists enjoy a more subtle freedom in expressing their views in relation to private issues as compared to Hong Kong’s journalist who experiences a tight grip when it comes to details in press freedom. Culture differences, I also believe play a vital role in defining media privacy issues between these two countries’ journalists.   The arena of media may be not of that which entails absolute freedom as well as with the point of divulging on the creativity of the aforementioned individuals.   Thus, issues on privacy which were sought to be degrading in a form of nuisance and surveillance, is a point of fact that democracy is not well established in the society of today. References: (OLDP), Office of Legislative Drafting and Publishing. â€Å"Australian Communications and Media Authority Act 2005.† ComLaw – Federal Register of Legislative Instruments, 2005. â€Å"Inmedia.† IDEA 2007, 2007. Smartt, Ursula. Media Law for Journalists. Sage Publications Ltd 2006. Tugendhat, Michael, and Iain Christie. The Law of Privacy and the Media: First Cumulative Updating Supplement. Oxford University Press, USA, 2004. Workshop, New Media. â€Å"Hong Kong–Inmedia.† University of Hong Kong ‘s Journalism and Media Studies Centre, 2007. How to cite Media Law Privacy: A study on its impact on journalists in HK, Essay examples

Cloning13 Essay Example For Students

Cloning13 Essay During the past few centuries, technology has reached a new level. With breakthroughs from the invention of electricity to the development of the Internet, these advances have made a huge impact on society. Every day brings the question of what will come next, and what technologies will further enhance the world. Science fiction novels and movies are essentially based on the wonder of future technologies. One of the biggest issues in the development of technology is cloning. The word clone is used in many different contexts in biological research but in its most simple and strict sense, it refers to a precise genetic copy of a molecule, cell, plant, animal, or human being.1 Human cloning has been a largely controversial focus in the area of cloning, mainly, the ethics of cloning. People have differed opinions about the ethics of cloning. Some people think that cloning is not morally right, cloning is erosion of respect for sexuality, and it is against the will of god, fearing what is new and different. Other people think that cloning is beneficial to children, aiding to infertile couples, medically sufficient, and improving to humanity. Public law and policy also comes into play in the ethics of cloning. Human Cloning does take place naturally to some extent. This is shown when identical twins are conceived. However, the likelihood of this occurrence is limited by chance. Even when identical twins are conceived, they originate from one single zygote that is split during the early stage of pregnancy. Scientists are able to clone DNA, which is the genetic makeup of a human being. These DNA fragments are enlarged in a host cell. This process makes many scientific experiments possible. This process, often called molecular cloning, is the mainstay of recombinant DNA technology and has led to the production of such important medicines as insulin to treat diabetes, tissue plasminogen activator (tPA) to dissolve clots after a heart attack, and erythropoietin (EPO) to t reat anemia associated with dialysis for kidney disease.2 Another type of cloning is called Incellular cloning. Incellular cloning copies are made of cells derived from the soma, or body, by growing these cells in culture in a laboratory.3 The cloned cells that are made are identical to the original cell. This method is also used for creation of medicines that molecular cloning creates. Since these methods do not involve germ cells, they are not beneficial in producing a baby. The objectives of blastomere separation and nuclear transplantation cloning, however, are to reproduce genetically identical animals. In blastomere separation, the developing embryo is split very soon after fertilization when it is composed of two to eight cells.4 These individual cells are called blastomeres. The blastomeres are now able to generate new separate organisms. The blastomeres ability to produce new organisms makes it possible for scientists to split animal embryos into many cells that make geneti cally identical organisms. This is beneficial to breeding livestock. During the 1980s, cloning animals reached a new level called nuclear transplantation cloning. In nuclear transplantation cloning, the nucleus is removed from an egg and replaced with the diploid nucleus of a somatic cell.5 This type of cloning differs from sexual reproduction because in sexual reproduction, the egg and sperm combine. In nuclear transplantation cloning, a new organism is created by a single parent. The scientific advances in cloning raise the issue of ethics. The main concern people have is how far science will go in the development of cloning. Many people believe that if science were to clone humans, many things should come into consideration. There are many positive and negative aspects of cloning. .u5a85263da70775e24b561471852eabdf , .u5a85263da70775e24b561471852eabdf .postImageUrl , .u5a85263da70775e24b561471852eabdf .centered-text-area { min-height: 80px; position: relative; } .u5a85263da70775e24b561471852eabdf , .u5a85263da70775e24b561471852eabdf:hover , .u5a85263da70775e24b561471852eabdf:visited , .u5a85263da70775e24b561471852eabdf:active { border:0!important; } .u5a85263da70775e24b561471852eabdf .clearfix:after { content: ""; display: table; clear: both; } .u5a85263da70775e24b561471852eabdf { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u5a85263da70775e24b561471852eabdf:active , .u5a85263da70775e24b561471852eabdf:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u5a85263da70775e24b561471852eabdf .centered-text-area { width: 100%; position: relative ; } .u5a85263da70775e24b561471852eabdf .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u5a85263da70775e24b561471852eabdf .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u5a85263da70775e24b561471852eabdf .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u5a85263da70775e24b561471852eabdf:hover .ctaButton { background-color: #34495E!important; } .u5a85263da70775e24b561471852eabdf .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u5a85263da70775e24b561471852eabdf .u5a85263da70775e24b561471852eabdf-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u5a85263da70775e24b561471852eabdf:after { content: ""; display: block; clear: both; } READ: The Role of Propaganda in the Nazi Takeover EssayOne positive aspect of human cloning is the duplication of people that have significant value to society, like those who have great talent, or genius. This can be beneficial because people like Einstein, Beethoven, or Franklin who contributed to society may have knowledge that can be useful in the present or in the future. Much of the appeal of this reason, like much support and opposition to human cloning, rests largely on a confused and false assumption of genetic determinism, that is, that ones genes fully determine what one will become, do, and accomplish.6 Cloning these human beings cannot regenerate the environment

Knowledge of Motivational Theories for Better Management

Introduction In their existences, organizations and companies are constantly being pressured by the competitive forces around them to increase their productivity and raise their performance levels.Advertising We will write a custom critical writing sample on Knowledge of Motivational Theories for Better Management specifically for you for only $16.05 $11/page Learn More This is especially the case in the present day business environment which is rife with aggressive behavior and rampant competition which force businesses to look for innovative means to give them a competitive advantage therefore assure that they are not forced out of the market. In this environment, the role of management is more important than ever. Managers are the people who are taxed with the role of marshalling the human resource in the organization for its growth and expansion. For the manager to be of greatest benefit to the organization, he/she must be able to obtain optimum resu lts from his/her staff. This can be obtained through various means amongst which is the possession of exemplary leadership skills by the manager. However, the manager must also possess sound theoretic knowhow on relevant subjects which should then be converted to practical application. This paper shall set out to argue that sound in-depth knowledge of motivational theory by the manager will in fact enable him/her to be a better manager. This paper shall reinforce this assertion by highlighting a number of motivational theory and how knowledge of the same can be exploited by the manager for higher productivity. Use of Motivational Theories in Management Motivation is defined as a â€Å"process of stimulating people to action to accomplish desired goals† (Kondalkar 2002, p.245). Bearing in mind the fact that the manager is tasked with marshaling the organization’s resources to accomplish some organizational goal, it can be rightfully stated that part of the role of the m anager is to motivate his staff to achieve certain desired goals. It is the role of the manager to ensure that the employees have a high degree of motivation in their performance. One of the motivation theories that a manager can utilize is the Expectancy Theory. Chapman and Hopwood (2007, p.120) state that the expectancy theory as proposed by Vroom assumes that individuals choose intended actions, effort levels and occupations that â€Å"maximize their expected pleasure and minimize their expected pain, consistent with hedonism†. Expectancy theory asserts that a person’s individual motivational force is a function of their expectancy. In other words, the probability that one’s effort will result in a first-level outcome will result in the person being motivated to act in a certain manner.Advertising Looking for critical writing on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More By following this theo ry, the manager should therefore strive to demonstrate to the employee that the outcomes they seek are achievable. Once the individual believes that performing at a particular level will result in the attainment of the desired outcome, he/she will increase him performance level therefore benefiting himself as well as the organization. Arguably the most influential motivational theory is Maslow’s hierarchy of needs theory. This theory as proposed by Abraham Maslow states that human needs can be viewed as a hierarch and people are constantly ascending from the lowest to the highest and when one set of needs is satisfied, it ceases to be a motivator to the individual. A manager who understands Maslow’s theory can adopt a systematic approach in motivating his subordinates. The manager will understand that the needs of the workers who are at different levels will differ significantly. For example, the newly employed worker who is working at a low level will be more concerne d about his basic needs and will want minimal rewards. However, once the same worker has secured these physiological needs, they will cease to motivate him and the manager will have to come up with other motivators for the employers. By understanding this theory, a manager will be aware that for some of the employees, social needs are the motivator and this being the case the manager will seek motivators that are relevant to the particular employees. There are various aspects that one has to take into consideration when motivating employees. The two factor theory of motivation advanced by Frederick Herzberg suggests that job satisfaction has two dimensions which include hygiene factors which are work conditions and the motivation factors which include work incentives (Griffin 2007, p.296). A manager who has knowledge of this knowledge will realize that for motivation to be achieved, two particular angles must be considered. The hygiene factors which include working conditions, super visors, pay security and interpersonal relations must not be deficient. The motivation factors which include achievement and recognition, advancement and growth and responsibility must be present since these are the factors that create a drive in the employee. Most people are bound to compare their performances to that of other people in the same situation that they are in. This is also the case in the work environment where the employees constantly compare themselves with employees both within and outside of the organization.Advertising We will write a custom critical writing sample on Knowledge of Motivational Theories for Better Management specifically for you for only $16.05 $11/page Learn More The manager who is conversant with the Equity theory will be in a better position to manage his workforce and maximize their performance. The Equity theory is a social comparison theory which states that a balance of outputs to inputs is the goal that employe es are motivated to achieve (Pynes 2008, p.153). Knowledge of such a theory will enable a manager to be better at his job since he will seek to ensure that employees do not feel like they are under rewarded. Pynes (2008, p.154) highlights that an employee who feels that the ration of outcomes to inputs are equal is likely to be satisfied with the exchange relationship he/she has with his employer. However, if the employer has a perception of inequity and he feels that he/she is giving more and the outcome is less, the person can reduce his input efforts. This will hurt the organization since success can only be achieved if each employee is performing optimally. A manager who is well versed with this motivational theory will ensure that at any one time, the employees perceive the ration of their inputs being equal to the outcomes that they obtain from the organization. Without any in-depth knowledge on motivational theories, a manager is most likely to rely on the basic idea of rewar ds and punishments to achieve the goals that he desires. A study by Frey and Jegen (2001, p.591) reveals that monetary incentives and punishments may have the undesirable effect of crowding-out intrinsic motivation under some conditions. A manager who does not know this will only seek to motivate his workforce by offering incentives which may have the effect of reducing the intrinsic motives. According to Frey and Jegen (2001, p.591), some people are intrinsically motivated to perform an activity without receiving any apparent reward for it except for the activity itself. With this in mind, the manager can improve his managing skills by increasing the quality of work for the workers since this is all that some employees need to be motivated to give favorable performances. It is the role of the manager to come up with a vision and communicate the same to the employees so as to give them a sense of purpose and meaning. As such, the average manager will come up with a goal that he expe cts his employees to follow. The manager may com up with goals that are unchallenging, unclear or even unattainable by his workforce. Knowledge of the Goal-setting theory advanced by Locke will ensure that the manager does not get into such pitfalls. Pynes (2008, p.155) states that according to the Goal setting theory, high performance results from clear expectations. With such knowledge, a manager will set specific task goals for his employees and ensure that these goals are challenging, clear and attainable.Advertising Looking for critical writing on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More In addition to this, the manager will realize that the goals may need to change in time since the same goals that were challenging and achievable in the past year may be unchallenging or unachievable for the next year. With such considerations, this manager who has an in-depth knowledge of this motivational theory will challenge his employees therefore bringing about positive results for the organization. Conclusion This paper set out to demonstrate how in-depth knowledge of motivational theory can help someone become a better manager. To this end, this paper has argued that knowledge of the various motivational theories can help a manager achiever his prime role which is to ensure the effective and efficient utilization of resources that are available to an organization for higher profitability to be achieved. This paper has shown how the decisions made by the manager can be enhanced by an in depth knowledge of motivational theories. It has also been shown that a lack of knowledge in motivational theories will greatly hamper the operations of the manager in inciting the best performances from the employees. From this paper, it can be authoritatively stated that knowledge and application of motivational theories makes someone a better manager. References Chapman, SC Hopwood, GA 2007, Handbook of management accounting research, Elsevier. Frey, BS Jegen R 2001, â€Å"Motivation Crowding Theory†, Journal of economic surveys vol. 15, no.5. Griffin, RW 2007, Fundamentals of management, Cengage Learning. Kondalkar, PF 2002, Organization effectiveness and change management, PHI learning Pvt. Ltd. Koontz, H Weihrich, H 2006, Essentials of management, McGraw-Hill. Pynes, JE 2008, Human resources management for public and nonprofit organizations: A strategic approach, John Wiley and Sons. This critical writing on Knowledge of Motivational Theories for Better Management was written and submitted by user Zavier N. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Andrew Jackson

Andrew Jackson greatly revolutionized the role and power of the presidency by uniting the executive branch, altering the perceived face of the President, introducing personal power into the office, and controlled the presidency for a third of a century. Before him, the executive branch was a group divided, unsure of their function and their superiors. Before him, the President was identified with Congress, merely another part of the buearocracy. Before him, the office of President fulfilled only that which was specifically stated in the Constitution to be their duty. Before him, every four years there was a true battle for the fate of the highest government office in America. Andrew Jackson was born on 1767, in a log cabin. This later became a subject of pride for Americans who voted for him. He was orphaned at 14, his poor Scottish-Irish parents killed. He was a self-made man, becoming rich through farming and practicing law. In spite of his humble beginnings, he never was a champion for the common man, although people thought he was. It is necessary to know these things; that Jackson struggled against adversity from the beginning of his life, to understand Old Hickory and what effect he had on the presidencys role. Prior to Old Hickory, the Secretary of the Treasury was an ambiguous office. Those who filled it were never sure just who exactly was their superior, the President or Congress. Most chose Congress, and so the Secretary of the Treasury became a spy for Congress in the Presidents Cabinet. Andrew Jackson didnt cotton to this divided group; he told one of his Secretaries of the Treasury plainly that he was merely a subordinate of the President. This resolution of a problem that had plagued previous Presidents was just one of the ways he unified his branch of the government, strengthening it. On another occasion, when a corpse showed up floating in the N...

In report format, prepare a services marketing mix (people, process, Essay

In report format, prepare a services marketing mix (people, process, physical evidence) for the service offering on which you based assignment one - Essay Example It will provide the firm opportunities and to reduce the impact of threats. In this case, Holiday inn Hotel has to make adjustment of the traditional 4Ps marketing mix that entails product, price, promotion, and place and adopt more Ps, which include process, physical evidence, and people to achieve its marketing objectives. Useful marketing objectives must be specific, measurable, achievable, realistic and timely (SMART) (Wilson and Gilligan, 2004). The marketing objectives should be based on the situational evaluation of the environment of the company (Lambin, et.al. 2007). In this case, Holiday Inn should use its strengths to eradicate its weaknesses and respond to threats in the industry (Doyle and Stern, 2006). Moreover, marketing objectives should aim at exploiting market opportunities that will enable the company compete efficiently and attain a higher market share in the industry (Kotler, and Keller, 2011). The first marketing objective of Holiday Inn should be to enhance its presence in the upcoming markets such as China and Dubai by 15 percent in the next five years. The Asian market offers abundant growth and profitability opportunities due the high growth in consumer revenues, good infrastructure and growth in tourism numbers; therefore Holiday Inn should expand its presence in those markets. The hotel brand has huge financial resources and human talent thus it is possible to use its learning experience in the hospitality market to attain high market share in Asia (Ariffin and Maghzi, 2012). The second marketing objective for Holiday Inn is to increase the current bed occupancy by 25 percent in the next five years. The goal is specific and attainable since the global tourism travel numbers are increasing while the wealthy global economy will lead to a rise in international business travel. Previous research by Bowie and

The Impact of Leadership on the Growth and Performance Research Paper

The Impact of Leadership on the Growth and Performance - Research Paper Example Issues such as cultural values combined with the personal experiences of the individual have a profound influence on all the aspects that the above-mentioned topic tends to deal with. Above all, the individual personality of the leader cum moderator is another aspect that goes a long way in determining the extent of success that the group can experience by way of one’s actions. In fact, all these theories have functioned as the basis for the theory of the upper echelon over a number of decades and have been based on the principle of bounded rationality. One of the many such places where leadership is nurtured and inspired from a very young age is at our very day care centres, where inspired yet simple leaders take the responsibility of bringing together young minds and leaders of tomorrow under a common roof and teach them the importance of thinking, motivation and self-confidence and instil the notion of participation and group work right from an early age. As such, the proposed research study aims to evaluate all these three theories that are considered as the primary elements of leadership at a daycare center (David Ketchen, 2006). The reasons behind choosing such a topic are deemed important as it allows me to relate my experiences as a daycare worker over a period of 2 decades in using leadership to foster growth and involvement amongst children. Speaking specifically, there are a number of different elements that assist a worker within a daycare center to influence and shape the strategic direction of the group (of children), thus providing a direct impact on the performance and growth of all children within this group. The first and the foremost step in this process is to ensure the collective participation of every child and take the right decisions depending on the level of response from every child  and the ability in these responses by instilling the faith in every child over their relevance and importance to the success of the group.  

Film "Fight Club" Analyze Research Paper

Film "Fight Club" Analyze - Research Paper Example stead, of shedding light on these critical issues in the society, events in these films often trivialize them, with certain stylized aesthetics that brings out the cynisms, irony as well as excessive violence. In most cases, the kinds of films exhibited in these films often turns to senseless pathology, brutality as well as a certain kind of indifference to the sufferings that people face (Wartenberg 42). This kind of violent representations ends up becoming the starting point of political commentary. This paper examines the aspects of violence and how it is represented differently in the film, focusing on how masculinity influences various occurrences in the society represented. The theme of violence represented in â€Å"fight Club† indicates the most crucial role played by most of films at the Hollywood. Besides playing the entertainment role, films composed in this kind of approach act as important public pedagogues through articulation of knowledge to its particular effects. In this case, it purposely attempts to influence the manner in which knowledge and other forms of social identities are established within limited ranges of effective social relations (Ndalianis 51). It is important to realize that these forms of violence and masculinity are described as being radically indeterminate according to their particular meaning. Any kind of meanings that are determined by the respecting factors are supposed to be prescribed by the text itself and not any other ways. â€Å"Fight Club† attempts to bridge the gap existing between public and the private discourses while at the same time bringing about values and ideologies that effectively resonates within the private conversations (Wartenberg 43). Reading or watching a film like â€Å"fight club† in specific terminologies indicates how it establishes particular notions relating to urgency where members of the white working and middle class are given the opportunity to view themselves as being oppressed and without

Effects of students attitude on their performance

Effects of students attitude on their performance In a developing country like Pakistan, education is considered most important factor in the advancement of a nation. The role of students in developing a country is huge. You cant expect a country to develop if it doesnt have literate people. These students who are studying would be working tomorrow. They would be working for the public, private sector etc. These students, if perform well, can serve as pillars, the country would be standing on in future. And there are several factors which, if identified can improve students performance. In my views among all factors, attitude has a powerful impact on students performance. As Winston Churchill quotes Attitude is a little thing that makes a big difference. Earl Nightingale said that a great attitude does much more than turn on the lights in our worlds; it seems to magically connect us to all sorts of serendipitous opportunities that were somehow absent before the change. Attitudes are generally positive or negative views about person, place, thing, or event-in brief attitudes are judgments. They develop on the ABC model (affect, behavior, and cognition). The behavioral intention is a verbal indication or typical behavioral tendency of an individual. The cognitive response is a cognitive evaluation of the entity that constitutes an individuals beliefs about the object. Most attitudes are the result of either direct experience or observational learning from the environment. Students can increase their performance if they are told that their faulty or negative attitudes are influencing their GPAs badly. The primary objective of this study is to prove to the less scoring students that they can increase their performance by changing their negative attitudes like their beliefs, behaviors or thinking. Most of the students that are unable to perform well thinks that its just the fault of their dumb minds but they do not consider their own attitudes that are significantly affecting their performance. My objective is to prove to them that bringing a change in their faulty attitudes can increase their performance, as those students who have positive attitudes are able to score high. In this way overall class will be performing better and this will * HYPOTHESIS DEVELOPMENT THEORETICAL FRAMEWORK: STUDENTS PERFORMANCE: Students performance or their success is greatly linked with their attitudes i.e their beliefs, feelings or behaviors. Harry F.Bank has quoted that for success, attitude is equally as important as ability. Funmi Wale-Adegbite has stressed more as he said that Success is 80% attitude and 20% aptitude. Sterling W. Sill said that everything depends on attitude. We get good grades or poor grades, it depends on our attitude. Thomas Jefferson say that Nothing can stop the man with the right mental attitude from achieving his goal; nothing on earth can help the man with the wrong mental attitude. H1= Students performance greatly depends upon attitude. STUDENTS ATTITUDE: Attitude is Evaluative statements of judgment concerning objects, people or events. There are three components of attitude that are as follows: Cognitive Attitude: The opinion or belief segment of an attitude Effective Attitude: The emotional or feelings segment of an attitude Behavioral Components: An intention to behave in a certain way towards someone or something. Students performance is affected by all three components. Belief segment of attitude influences students performance significantly as Michael Korda said To succeed, we must first believe that we can. H2= There is positive and significant relationship between Cogniti0n, attitude and students performance Emotions play an important part in our lives, and even more so in self-improvement. Often times, successful people are those who know how to take control of their emotions and use it to their benefit- Ethan Beh H3= Affective component plays an important role in determining attitude and influences performance significantly. When you change your behavior, you change your performance. Author Unknown, from by changing your thinking. Kirby, Winston et al. (2002) focused on students impatience (his time-discount behavior) that influences his own academic performance. H-4= Attitude relies on behavioral segment as well. MODEL: Attitude Students performance Behavioral component Affective component Cognitive component This model shows that attitude significantly effects performance. In this model students performance is an independent variable and attitude is a dependent variable. Whereas cognitive, affective and behavioral are the components of attitude. METHODOLOGY: SAMPLE: As sample we had taken students of MBA 2nd and 3rd semester that are 90 in total. In order to fill questionnaires, Students were selected randomly. 25 questionnaires were made and all were utilized. PREPARATION OF QUESTIONNAIRE: Questionnaire comprised of thirteen questions in total. First question was regarding their performance i.e. GPA in previous semester. It had three options that are 2.5-3.0, 3.0-3.5, and 3.5-4.0. Rest twelve questions were regarding attitude i.e four questions from each component. Every question had three options yes, no and sometimes. PROCEDURE: After questionnaires were filled. We counted the no. of students choosing each option. We also counted the student falling in each category of performance. After it was done we made table showing overall calculations. We also calculated percentages regarding result of each question and also made pie charts for convenience purpose. The purpose of doing all this was to show that good performers have comparatively good attitudes and vice versa. RESULT AND DISCUSSION: Following is the result of first question that was meant to checkout students performance. QUESTIONS 2.4-3.0 3.0-3.5 3.5-4.0 1.GPA in previous semester 11 9 5 *Q.2-Q.5, Q.6-Q.9, Q.10-Q.13 YES NO SOMETIMES 2.Do you feel good about your subjects? 60 30 10 3.Do you feel bad when your friend gets good marks? 40 52 8 4.Do you feel your teacher is competent? 68 20 12 5.Do you feel bored when your teacher delivers lecture? 52 33 15 6.Do you irritate your teacher intentionally by asking silly questions? 24 60 16 7.Do you dream during class? 48 45 7 8.Are you in a habit of producing different sounds during lecture? 52 32 16 9.Do you misbehave in class? 44 50 6 10.Do you perceive that teachers attention is directed towards specific students as favoritism or biasness? 44 40 16 11.Do you perceive that your subjects are challenging? 48 36 16 12.Do you feel your teacher deducts your marks intentionally? 24 64 12 13.Do you feel your outcome is less than the efforts you are putting in? 56 40 4 In beginning of questionnaire development, I set the performance standard. Students falling in GPA 3.0 were considered poor performers or weak students. Those between 3.0-3.5 were labeled good whereas above that GPA were categorized as brilliant students. As in fig. 1 the results showed that 44% students lie in weak category.36% are good students whereas only 20% are brilliant performers. Fig.1 Now our intention was to check up the feelings or affective part of students attitude. So we asked them that do they like their subjects and the result is depicted as follows: Fig.2: We got a higher percentage of students who had a positive attitude towards their chosen subjects. But at the same time there were 30% students who had not actually liked there subjects. Means the problem with attitude of some students was that they didnt feel good about their subjects. There can be many possible reasons to this. But overall affect it had was on their performance. Our third question was directly looking up for sign of jealousy (a highly negative feeling) in students. It straightly asked them that do they feel jealous when any friend gets good marks and the results are shown through pie chart i.e. Fig.3 The result clearly showed that there are a lot of jealous students in class. Jealousy is a form of negative attitude and is related to the feeling or affective segment. This was a big reason for a high percentage of low scoring students in class. it is very important for a student to feel good about his/her teacher and feel that teacher is competent. But when they were asked about their feeling about competence of their professor, 40 percent felt that the teacher is incompetent. Its a fairly high percentage. And clearly told the reason for bad performance of students in exams. Results to the question that do they feel bored during lecture directly favored my hypothesis. Next four questions were aimed at faulty attitudes regarding behaviors. By the results of our next question, we found out that students biggest problem lies with their behavior in class. It was because 60% students admitted that they irritate their teacher intentionally by asking silly questions. We had observed that the backbenchers of our class produce different sounds during lecture in order to interrupt or tease the teacher. So we thought to include this question also. Surprisingly students were honest enough to admit that they are in habit of producing different sounds during lecture. 52% marked yes to this question. Overall result to this question is shown in fig. There were many i.e. 44% who even admitted that they misbehave in class. And the result was this: Attitudes major and equally important component is cognitive component. Here we included last four questions, which purely dealt with students believes or opinions. Our first question regarding cognition was that do they perceive that teacher favors specific students and the answer were: Our thinking can affect our performance sign -ANALYSIS As it is clear from our results that the results show what was intended. The students who try and make progress in there studies with positive attitude are always successful while those who are negative in there behavior are more concerned about the negative outcomes which lead to there failure. The results of the questionnaire are also same as intended. -OVERALL DISCUSSION CONCLUSION AND RECOMMENDATION: -HYPOTHESIS WAS THIS -MY RESULT WAS THIS -COMPARE UR CONCLUSION WITH ANYONES -RECOMMENDATIONS

Chemistry- Collision Theory :: essays research papers

.Experiment for Chemistry Coursework For this investigation I am looking at how the concentration of acid can change the reaction and how I can explain this using collision theory. My Prediction: I predict that the greater amount of concentration the faster the reaction will take place. Therefore, particles in the two compounds will collide faster. Due to my prediction if it is correct, I expect to see the cross on the paper disappear faster. As I already know that increasing one quantity will speed up the reaction as the particles are more likely to collide. In this investigation several measures will need to be done to make sure that the results I get will be precise. From the planed method I can work out what will need to be done to achieve the best results possible. I will also need to think about what other factors may vary my results to someone else’s and how this could be improved. Equipment Needed:  · Beaker  · Test-tube  · Piece of paper with a cross on  · 25ml ² of Sodium Phiosulphate  · 5ml ² of Hydrochloric Acid Factors about the equipment that may affect the results: The amount of one particular quantity, or concentration of the acid. The type of acid that was used may either slow down or speed up the reaction. Also, another factor maybe that the time it take until I begin to start the stopwatch. To control the problem of affecting results I would have to swirl the mixture for e.g.: every 2 seconds. However, this would have to be done in every type of concentration and experiment. Diagram of method: Method: Draw a cross on a piece of paper and place a beaker on top of the paper. This is because once the cross disappears I know the reaction has completed as the compounds have now become one solution. Secondly, measure as accurately as possible 25ml ² of Sodium Phiosulphate and 5ml ² of Hydrochloric acid. Thirdly, pour the measured amount of Sodium Phiosulphate into the beaker and then add the Hydrochloric acid. Once this is added start the timer. Finally, once the cross has completely disappeared stop the clock and make a not of the time it took for the mixture to become one. NOTE: This procedure was produced with different concentrations. This was so that I could see whether the concentration had an affect on experiment’s time limit. Results: Before doing our experiment we saw a trail run on the computer known as:

Pacific Northwest History Essay

This paper will present, and ultimately prove that the Pacific Northwest of the United States has undergone economic, racial, environmental, and political changes due to events such as World War II, the emigration of people from the Midwestern U. S. , etc. The Pacific Northwest of the United States has for generations been a land that provided the substances that the rest of the country needed in order to survive and thrive. From the times of the earliest explorers to the region, throughout the 1800s, the economy of this region relied on the production of raw materials and natural products, such as lumber, produce, fresh fish, and the like, leading experts on the area to refer to the Northwest as â€Å"the hinterland† of the U. S. (Schwantes). This economic model changed drastically with the outbreak of World War II, which led to the Northwest becoming a center of aircraft production, shipbuilding, and other industries related to the war effort, but different from the traditional products that came from the region. Forces at work in the Region to Cause or Fuel a Changing Economy Having the luxury of viewing the history of the Pacific Northwest in retrospect over the past century or so, speaking in general terms, there were several major forces at work which ultimately caused, or fueled a changing economy. While these forces are explained in greater detail in subsequent sections of this paper, they warrant identification and a brief explanation at this point to set the stage for the research that follows. In no particular order, the forces that facilitated the changing economy of the Pacific Northwest are as follows: ENVIRONMENTAL- The eventual industrial development of the Northwest changed the environment, depleting many natural resources, such as the timber, precious metals, and fish that helped the people of the Northwest to provide for them and export these natural products worldwide. However, once these resources were exhausted, the region was forced to turn to manufacturing of durable goods to sustain themselves, such as the many products the region turned out in support of the campaigns of World War II. ETHNIC- Events that transpired during the World War II area changed the racial composition of the Pacific Northwest, with its effects being felt even today. To be more specific, when the United States was forced into World War II as a result of the Japanese attack on Pearl Harbor, the fighting was focused mostly on the Pacific Ocean area, which made the Northwest highly important logistically for the American troops, and launched a massive war industry, including aircrafts, ships, and soldier supplies. What this industrialization did for the region was to draw people from the rural areas to live in cities, making the region more urban than rural, and likewise attracting minorities from other parts of the nation, changing the ethnic composition of the region as a whole. Additionally, the movement of Americans from the â€Å"dustbowl† of the Midwest to the lush and fertile lands of the Northwest brought new cultures, traditions and hard working people to the region. POLITICAL- Because of the move of many people from a rural to an urban environment, and the increased presence of minorities and the Americans who came from the Midwest, the attitudes and value systems of the region changed, as reflected in voting patterns and political attitudes which now focused on urban issues such as poverty, crime, and social programs, whereas the previous rural way of life focused more on environmental concerns and the like. ECONOMIC- The proliferation of industry in the Pacific Northwest, beginning in the era of World War II, changed the economy from a natural/agricultural one to a largely industrial one. These changes were not all generated from within; rather, they often took place as a result of forces beyond the Northwest. Those forces are identified and discussed in the next portion of the research.

Brightness Falls essays

Brightness Falls essays Jay McInerneys novel Brightness Falls portrays the life of a young middle class couple in pursuit of attaining the American dream in urban America in the 1980s. The novel follows the couple, Russell and Corrine Calloway, as well as their friends in their middle and upper class social circles, as they struggle with such social issues as adultery, drug addiction, ambition, corruption, and failure. McInerney uses literary elements such as setting to develop the novels plot and to portray an accurate social satire on middle and upper class America. The most prominent settings used to depict character conflict and development, moods, and themes are New York, St. Maarten, and the Hamptons. Each of these settings helps define thematic topics and examines the development of each character in relation to their environment. The main setting in Brightness Falls is New York City, where the Calloways live in their small, but fashionable one bedroom apartment. In New York, Corrine works as a stock broker on Wall Street, while Russell works as a publisher for Corbin and Dern. Russell and Corrine are viewed by their friends as the impenetrable golden couple, whos love would never die. However, as the novel progresses their love and trust for each other slowly disintegrates because of the corruption of life in New York City. Corrine and Russell had been married for five years. Theyd known each other eight years before that, having met in college. Their friends viewed them as savvy pioneers of the matrimonial state, as if they had homesteaded one of those formerly marginal areas of the city into which the fashion-conscious were just now beginning to follow. In the years theyd lived in New York, their East Side apartment had become a supper club for their less settled acquaintances, a sort of model unit for those thinking of buying into the neighborhood of matrimony. For the recently conjoined, it was a sa...

Essay Mail and Sheridan Garden supply

Essay Mail and Sheridan Garden supply Essay Mail and Sheridan Garden supply Assignment-1 Prepared By: Tajinder Mann, Student #: 991055825, And Amritpal Singh Heir, Student#: 991332391 Course Name: SYST39409 Instructor: Jerry KotubaCONTEXT DIAGRAM EVENT TABLE Event Trigger Source Activity Response Destination Customer mails the order Company Receives the order Customer Process The Order List Of Goods Requested Customer Company wants to send catalogue to customers It is one year since catalogue is mailed Mailing List Mailing a catalogue Catalogue Customer Company wants to deposit money in Bank Time(Everyday) Deposit Slip Deposit to bank Confirmation Bank Create Catalogue Company requires catalogues Card file Create catalogues Copies of catalogue Sheridan Garden Supply USE CASE DIAGRAM USE CASE NARRATIVE Use Case: Process Order Main Flow: Customer fills the order form with payment info. He mails form to Company. Company receives order. Checks availability. Company assembles goods and mails to customer. Order form is retained on file. Exceptions: If goods are not available then customer has a choice not to buy or put the items in back-ordered items. . Use Case: Mail Catalogue Main Flow: Mailing list is updated with new customers. Customers are obtained from mailing list. Catalogues are sent to customers. Exceptions: If the copies are short then Plantshot is given the task of creating catalogues. Use Case: Create Catalogue Main Flow: Company sends card file to Plantshot. Plantshot creates catalogues. It prints the required number of copies. It sends the copies to Sheridan Garden Supply. Exceptions: If the copies are not in required quantity then additional copies are requested. Use Case: Deposit to Bank Main Flow: Customers send the cheques or credit card info. Customer payments are listed in deposit slip. The payments are deposited in bank. Exceptions: If the information is not correct customer is requested to send the payments details again. USE CASE DIAGRAM PROCESS ORDER MAIL CATALOGUE CREATE CATALOGUE DEPOSIT MONEY

Leaman brother Research Paper Example | Topics and Well Written Essays - 500 words

Leaman brother - Research Paper Example ublish its financial statement so when the financial statements were released to the public, the financial statements may depict that the bank had money and was paying its debtors (Hallman 1). Once a period of seven or less days had passed and the account statements were published, the bank repurchased sold assets. Anton Valukas was assigned the duty of look into the matter of Lehman Brother and unearth the reasons for its fall down. Valukas states that the Repo 105 transaction was first reported by Mathew Lee who was an employee of Lehman. Lee started by reporting the transactions to the management of Lehman and later reported the findings to the organization’s auditing firm, Ernst & Young and no actions were taken (Hallman 1). Once the firm could no longer indulge in Repo 105, it had to start depicting that it was highly leveraged and did not have money to pay off its debt and ultimately the bank filed for bankruptcy. Due to this several stakeholders had to experience material as well as emotional losses. The main stakeholders who were negatively impacted included the companies that had lent money to the bank, the shareholders of the bank and its employees. When the company went bankrupt there were more than 25000 employees working for them and a major percentage of them had to experience unemployment and social and psychological associated with it (Corelli 326). Furthermore, the shareholders had to lose their money since the company was not performing well and it has been recorded that due to the fall down of the company around $10 trillion funds were injected out of the equity markets (Corelli 326). It is believed but not yet proven that the CPA firm called Ernst & Young (E&Y) was involved in the financial fraud conducted by Lehman Brother. They are said to have been involved in the cover-up of this fraud. Due to these allegations against the CPA firm several civil lawsuits were filed against the firm after the collapse of Lehman Brothers. These lawsuits

The psychology of South African's acceptance of segregation Thesis

The psychology of South African's acceptance of segregation - Thesis Example cial education has been launched to cater to learners that are under the classification poverty, health problems, nutrition, street children and children who are affected by the impact of HIV/Aids, discrimination is clearly seen in this aspect, in addition to that, this project resulted to facilities and learning tool problems. (Eloff & Kqwete, 2007). Statistics shows that South Africa’s population by race shows that 79.6% are Africans, 9.1% Whites, the Coloured population is 8.9% and finally the Indian/Asian population is 2.5%. (South Africa’s population) Africans has the greater percentage of the population. That proves their greatness in number yet discrimination in social aspects still exist in their own land because of the lack of values of social policies and equal rights. Discrimination in South Africa is also classified not only by race but social status as well. Before, the Aparthied, taken from the word â€Å"separateness† is a policy in racial segregation that was followed in South Africa. The Aparthied gave limited rights to the African people. But before this policy was put in place, racial segregation and white supremacy ruled. The majority of Africans opposed these restrictions. Aparthied was continuously been criticized internationally. In 1990, the president F.W de Klerk formally proclaimed that Aparthied is put to an end. Today discrimination still exists and there has been continuous efforts and protest to put an end to it. Africans have suffered from a long history of discrimination, and this clearly shows that violation in human rights has been visible in many aspects in the society like education, housing rights, status and race. Although numerous efforts and protest from both social groups and the government tried to eliminate the existence of discrimination in South Africa, it is still visible in a lot of aspects in the society. Africans think that the aspect of race in South Africa should not determine the capability and hinder

Half Nude Woman with Coin Research Paper Example | Topics and Well Written Essays - 1250 words

Half Nude Woman with Coin - Research Paper Example The particular 17th century Dutch art under focus caught the attention of the eye relates to a variety of factors. The first reason behind the art attracting the eye relates to the fact that even for less keen observers, one must realize that something seems unrelenting about the art. Other than capturing the other common presentations with most of the paintings in that period, the work by Baker presents something different. The interesting thing about the painting is that it seeks to explore a moral issue within the society and a portrayal that morality existed even in the time of its painting. The painting sends a message of an existing connection between women nudity and money. That serves as the driving factor behind the need to share the piece of art since it holds a deeper meaning based on the prostitute’s image, holding a gold coin, yet her breasts are exposed as she gives a half smile to the viewer. The artwork proves of significant importance because it captures the t heme of prostitution and how it involves money. Description of the art work first focuses about the author of the art work and the respective name and origin of the author if such is given. Jacob Baker a painter in the 17th century and one of the artists regarded as the 17th century Dutch Golden Class is the author of the painting. Records attribute the painting to be from around 1636 with the painting measuring 64.5 centimeters by 56.7 centimeters. With oil and canvas serving as the common materials used in paintings across Europe.

Best Buy Case Study Essay Example for Free

Best Buy Case Study Essay After acquiring a stake in Five Star, a retailer of appliances and electronics in China, Best Buy’s VP John Noble is responsible for launching a dual brand strategy to China as he did in Canada back in 2002. The plan was to open three stores in less than two years in China while Five Star was planning on opening 25 additional stores. Entering China would prove to be much more difficult than neighboring Canada as a country with 1. 3 billion consumers which is a lot of people to please. China was chosen as the second international expansion market primarily due to the overall market opportunity, consumer fundamentals and macro-economic factors (Ivey, 2006). † In addition to the Chinese being very frugal, there was also the issue of the concept of credit, or lack there of in China. About four percent of households in China used credit cards, compared to 75 percent in the United States (Ivey, 2006). Best Buy quickly realized that branding in China was not what really attracted the consumers (Ivey, 2006). Best Buy Inc Best Buy had been interested in entering China since the 1990’s. By that time, China had been hosting many of the United States and Europe as far as different manufacturing products. The option of dual branding was what Best Buy was thinking in order to essentially join forces with Chinas retailer of electronics and appliances, Five Star. By coming together, Best Buy in United States thought that the two companies would be even stronger as one. This sort of dual branding worked very well in Canada and presumably would have the same success in China. Competitors Some of the main competitors of Best Buy are Wal-mart and Costco. The competitors were constantly increasing their CE retail market and in particular they increased the products that were less complex therefore easier to sell. Internet shopping and distributors such as Amazon or sites like that are another example of a competitor in the CE market. Also, home improvement stores such as Home Depot and Lowe’s were also venturing into unknown territory which was competition for Best Buy. â€Å"Lines were blurring as retailers of all kinds were widening their product assortments in pursuit of revenues and margins (Ivey, 2006). † Dual branding in Canada seemed like logical step in that Best Buy and Canada’s Future Shop, the main CE retailer there could join together and become stronger with all of the competition coming about (Ivey, 2006). Dual Branding Canada Canada was paid $363. 95 million dollars to acquire Future Shop. Among several reason why the dual branding took place, the number one reason and most important was that Future Shop was an established brand â€Å"with over 95 percent unaided brand awareness among Canadians (Ivey, 2006). † Though dual branding seemed like a great idea there were also some downsides. Cannibalization was the main problem of course due to the products of Future Store eating the profits of Best Buy and vice versa. There was also the immanent issue that the consumer would not know which brand was which. Despite these issues, by the first year of operations the dual branding strategy seemed to be working and cannibalization seemed minimal. It seemed only natural to give it a try in China (Ivey, 2006). Dual Branding China â€Å"China was chosen as the second international expansion market primarily due to the overall market opportunity, consumer fundamentals and macro-economic factors (Ivey, 2006). However the Chinese consumer was different than that of the United States or Canada. Also, consumers were not really concerned with branding as much as they were messages relating to functional features. Therefore, the preference of brand did not really translate into revenue. There was also the issue of land acquisition as there were often delays which would force a store to take up to 6 months to even open its doors. The Chinese also preferred to deal with people they knew and had previous relationships with so pricing had to be up to par due to the consumer not providing much slack for it. With all of these problems, a dual branding in China did not seem as seamless as it was in Canada (Ivey, 2006). Conclusion It is understandable why Best Buy would want to go global to maximize its profit and consumer base all over. Though things seemed to work out in Canada, it would prove to be a much tougher hill to climb in China just based off the consumers alone and the way things are done there and simply the way of life. It will be interesting to see if the places like Turkey and Mexico, other potential targets will have the same success rate as Canada, and not resemble China’s issues.

Managing the individual performance within organisations

Managing the individual performance within organisations Managing individual performance in organisations has focused on estimating performance and distributing reward, with effective performance which is seen as a result of interaction between individual ability and motivation. By and large, it is recognised that planning and enabling performance have a critical effect on individual performance. Managers use several techniques to find out performance and effort of employees. Performance appraisal is process which is taken by managers to review performance and formalize it. Performance management has critical effect on individual performance and in this case also on company goals. In this part of assignment performance appraisal and performance related pay will be described in depth. Pay Strategy Provide market competitive compensation that incorporates both salary and non-salary benefits, such as healthcare, retirement, life insurance, disability insurance, annual and sick leave, and other optional benefits. To assist in the administration of compensation plans, most organizations utilize some type of formal pay structure.   A formal pay structure provides the framework and formal structure for assessing jobs and grouping similar jobs together.  Ã‚  Factors used in grouping jobs within a pay structure often include: Complexity Responsibility Level of Suspension Accountability Organisational impact Market Value The two most common forms of pay structures are Grades and Bands.  Ã‚  The distance between the minimum and maximum of a pay range is called the range spread.   Grades typically have very narrow range spreads, while  Bands have very broad range spreads.   This has led to the commonly used term of broadband to describe the range of pay rates within a structure using a band approach. (http://www.hr.vt.edu/compensation/HYPERLINK http://www.hr.vt.edu/compensation/compmgt/comp_philosophy/index.html compmgt/comp_philosophy/index.html) For those employees who were with Virginia Tech around 1999 2000, you may remember when the state switched from pay grades to pay bands.   Unlike the old pay grade system where an increase in responsibilities often meant a promotion to the next pay grade, pay bands represent a much broader range of different types of jobs and levels of responsibility.   As you can see in the illustration below, in a grade system Job A and Job B are in different pay grades.  Ã‚  However, in pay band system such as we currently have at Virginia Tech, Job  A and Job B are in the same pay band.   Please notice however that even though the pay band is the same, there is still a significant difference in the target salary level due to the differences in the level of responsibility and job content of the two jobs. ( http://www.hr.vt.edu/compensation/ compmgt/comp_philosophy/index.html) The key points here are: Its not necessary to be moved from one band to another in order to receive a significant salary increase and Just because two positions have different levels of responsibility/complexity/etc, does not necessarily mean that they should be different pay brands. Figure 2. Pay Structure Grades and Bands www.hr.vt.edu/compensation/compmgt/images/L_grades_bands_med.jpgimgrefurl Performance appraisal Robert Bacal, Performance Management A Briefcase Book, (1999, p.12) tells Performance appraisal is usually considered to be the process and time when manager and employee sit down to review the employees performance over the last year, or month, or even shorter time spans. Most of the time people think of it as a once a year event, which is a recipe for disaster. Traditionally performance appraisal systems have provided a formalised process to review employee performance. This normally requires the manager and employee to take part in a performance review meeting. Why Should You Appraise Performance According to Dessler and Walker (1999, p.452) there are several reasons to appraise performance. First, appraisals provide information upon which promotion and salary decisions can be made. Second, they provide an opportunity for you and your subordinate to review the subordinates work-related behaviour. This in turn lets both of you develop a plan for correcting any deficiencies the appraisal might unearth, and reinforce the things the subordinate does right. Finally, the appraisal should be central to your companys career plan because it provides a good opportunity to review employees` career plans in light of their exhibited strengths and weaknesses. Performance Appraisal System flow In performance appraisal meetings, several of methods are used to document, or record, or summarize performance discussions, rating scales, critical incident summaries, etc. All these methods are gathered and processed by similar system flow. P.A Handbook (1995, p.8) describes performance appraisal system flow: Planning Developing Employee Performance Appraisal Plans (EPAP) Elements Standards (Benchmark Performance Standards) Employee Participation Documenting Elements and Standards Monitoring Feedback during the Performance Year Progress Reviews Developing Employees Formal Development Informal Development Rating Eligibility Interim Appraisals Rating Critical Elements Rating of Record Discussion with Employee Reconsideration Process Action Based on Performance Rewarding Performance Links to Other Personnel Actions Dealing with Poor Performance Figure 1. The Performance Appraisal Cycle (John Shields, 2007, p: 23, Managing employee performance and reward) As seem above performance appraisals are essential for the effective management and evaluation of staff. Appraisals help develop individuals, improve organizational performance and feed into business planning. Performance appraisals also typically feed into organizational annual pay and grading reviews, which commonly also happen at the same time the business planning for the next trading year. Performance appraisals are also essential for career and succession planning, staff motivation, attitude and behavior development, communicating and aligning individual and organizational aims and encouraging positive relationships between management and staff. Goals of the Performance Appraisal System According to Beer, Russell and Ralph (1995, 23) the process of performance management is one of the most important leadership responsibilities. The performance appraisal system has three primary goals: Provide a helpful structure, open and honest communication between the employee and his/her supervisor Improve employee development through performance feedback and through the identification of future professional development activities Measure and document job performance as a basis for making promotion, compensation and other personnel management decisions Dessler (2006, p.336) Managing employee performance is an integral part of the work that all managers and rating officials perform throughout the year. It is as important as managing financial resources and program outcomes because employee performance has an extreme effect on both the financial and program components of any organization. Beer, Russell and Ralph (1994, p.24) the effectiveness of appraisal systems hinges on a range of different factors. Three most common reasons for failure of an appraisal system are: Unclear performance criteria Poor information sharing and connection with the boss Appraiser missing information on the managers real performance Other problems are a lack of ongoing performance feedback, a lack of focus on management development, the review process lacking structure, etc. According to Claydon and Beardwell (2007, p.511) The purpose of performance planning, review and appraisal need to be made clear if employees at all levels in the organization are to play an active part in the process. It is possible that some employees and line managers may meet performance appraisal schemes with distrust, suspicion and fear, but an integrated effective process can lead to increased organizational performance and employee motivation. It is important for employees to be genuinely involved in the design of an appraisal scheme, the evaluation of performance, and the objective-setting process. An appraisal scheme should be set up in an atmosphere of openness, with agreement between management, employees and employee representatives on the design of the scheme. Employees need to have a clear understanding of the purpose of the process. However applying performance appraisal its own is not really worthy. Other performance management systems and performance appraisal systems should put in practice as a whole. Robert Bacal , Performance Management A Briefcase Book,(1999, p. 34) Pay for Performance Coy (2009, p.S7) in challenging economies it is believed that keeping employees happy is essential for organizations performance. To do this, tying employees` pay to their performance is widely popular. Indeed, with the emphasis on competitiveness, productivity, and the trend for virtually all employers is to tie at least some portion of their employees` pay to employees` and companys performance. In most theoretical models of HRM, pay is essential on the regulation of the employment relationship. Academician, policy makers, and corporate leaders recognize the difficulty of appraising the use of reward systems as a key element in the pursuit of substantive HRM goals of obligation, flexibility and quality. Pay for performance is a tool which HR professionals can wield in an effort to retain their best. When it is carefully applied, pay for performance systems can systematically link with employee goal achievement, providing very specific incentives for employee behavior that are in line with broader organizational objectives.(Bratton and Gold, 2007, p:238) Figure 3. A Model of Reward Management (Bratton and Gold, 2001, p:246) Advantages of PFP It is not difficult to see why PFP has attracted the interest of managers, consultants and government ministers. Bratton and Gold (2007, p.455) describes its theoretical attractions are considerable and include the following reasons: Attracting good performance Hewlett-Packard (Case study 1) In the early 90s, Hewlett-Packard seemed a perfect setting for innovations in pay. A so-called built-to-last company, it was highly decentralized and enjoyed a sense of mutual trust, high commitment, and wide use of management by objectives. The workforce was salaried and the merit system was based on peer comparisons at the salaried level. There were no executive bonuses. Stock options were awarded as recognition. But there was also a lot of pressure in the company, said Beer. Managers of thirteen units took the initiative of appealing to headquarters to try something new to spur on their employees. According to Beer, managers in many companies look to pay-for-performance for good reasons. They expect that it will attract and motivate people. They expect performance standards will outweigh the costs of whatever incentives they put in place. They also want protection against business exigencies: should the market go south, they dont want to be permanent ly stuck with new costs. (Lagace, 2003) Increasing in quality individual performance McDonalds (Case study 2) Base pay, rewards pay, and rewards program follows as Pay For Performance its the best results and great opportunities pay. Employees base pay is the most portion of their compensation. McDonalds sustain the competitiveness of their base pay through an annual review from both external market data and internal peer data. Moreover, they have a broadbanding compensation system that allows for flexibility in term of pay, movement and growth. In addition, incentive pay provides to their employees with the opportunity to earn compensation when their performance meet and exceed goals. The long term of incentives are granted to eligible employees to both reward and retain key employees who have shown sustained performance and can impact long term value creation at McDonalds. (http://www.scribd.com/doc/13396918/Performance-Appraisal) Enhancing communication BMW (Case study 3) In 2001, the new bonus payment arrangement applied for production employees in the Germany and UK operations. The bonus system applied to all 36,000 production employees who operated with defined performance targets. On top of the basic salary a fixed 25% additional bonus was paid to all employees for meeting prearranged quotas. This quota involved producing a set number of units to the companys quality standards by a workforce of an agreed size. Employees in each group were consulted and invited to comment on whether the quotas that were realistic and achievable. In addition, employees could also earn extra pay through a personal supplement, that was payable if an individual contributed to the group results. Expectations and specific goals were discussed and agreed in talks between the employee and the supervisor. Thus, an individuals contribution to the group was discussed every year and this assessment determined the personal supplement received. (Boddy. 1998 P. 283) Improving motivation The Christmas bonus at Gourmet Foods (Case study 4) for many years that Gourmet Foods never have Christmas bonus when Andrew Straw appointed as a managing director, he decided to give  £70 extra for Christmas bonus to all 120 staffs. When they heard the news everyone is very excited and looking forward to it without knowing of the amount of the bonus. After they got the pay slips they very disappointed because they feel it is too small. When their managing director found out about this he wish he did not give it to them and turn it into new packaging equipment instead.  . (Leopold, Harris and Watson, 2005, Page 218) Strengthening management control Entre Computer Services (Case study 5) Entre Computer Services founded by Ed Souders in 1980s. Souders is a former worker of IBM so he adopted many methods from it including appraisal, pay-for-performance, and sales incentives. Unfortunately, in the 1990s, his business was falling down and almost faced bankruptcy. He decided to make some changes. Using the Deming philosophy along with new strategies can improve sale performances and profits. He created trusting and working relationship. Encouraged more teamwork and less self driven so that his workers gain more passion and happiness toward their job. There are 4 main goals of this method: Ensure maximum productivity of the Support Team. Ensure the Personal Development of the Support Team. Ensure that Support Team members understand what their job responsibilities are. Ensure employees are as happy as they could possibly be while at work. (Mary Jenkins, 2002, p.176-178) Identifying developmental objects Strengthening the individual employment relationship at the expense of collective Gainsharing at Southern California Edison (SCE) (Case study 6) In 1994, electricity industry was removed from government control. That made the market more competitive. Therefore, SCE needed to change its compensation for competition. The change was the introduction of a Gainsharing arrangement. Employees were invited to sacrifice 5% of their basic salaries in return for up to 10% gainshare if the organization reaches profits targets. 100% of employees agreed to the plan. Most of them tried to create ideas to save money. For instance, employees agreed to wash their own overalls. The outcome was that the scheme generated an estimate $96 million and $40 million was paid out to employees. More important, the scheme played its part in getting employees focused on what was important in working cost-effectively and being involved in designing effective working methods. (Stredwick, 2005 P.355-356) Rewarding employees without needing to promote them. The Jennings Ford Accident Repair Centre (Case study 7) In the early 1890s Jennings main hobby was repairing and trading bicycles, moving into premises opposite the old Bridge Street showroom for sale of motorcars employing 6 people in 1911. The company, by meeting Ford Motor Companys exacting standards, was appointed an authorized dealer for Ford Motor Cars in 1917. The Jennings Ford Accident Repair Centre in Gateshead has received a reward from Ford Motor Company. Continuing to achieve and improve sales within the centre at the Eslington Park dealership has resulted in a reward for Jennings loyal and dedicated centre manger. The manager said They constantly strive to provide the best possible service to their customer and they are always looking at the ways how to future improve internal systems and procedures. (http://www.jennings-ford.co.uk/ ) Drawbacks of PFP Most of us are happy to see individuals rewarded for exceptional performance or effort and would like payment decisions to be based on such criteria. The problem arises when attempts are made to put the principles in practice. Wiscombe (2001) says that a system which is fair and objective in theory can easily fail to achieve when implemented. Arguing that PFP can have a role to play in organizations, but its positive effects are limited. Moreover, while not fundamentally flawed. PFP is difficult to implement effectively in practice. As a result, system fails as often as they succeed. The major reasons of failures are: Employees concentrate on their salary and bonuses instead of their jobs. Most of the staff is demotivated when they are told their ratings. Gallery Furniture Company (Case study 8) Jim Mclngvale, the owner-President of Gallery Furniture Company applied Dr. Demings advice to his business. In 1991, he took commissions, bonuses, and incentives of his sale persons but put it in to their salaries instead. These amazingly increase sales, profits and customer satisfactions; however, some sales people left the company because of disappointments but it still benefit the business in the long run. He also took the appraisal system off because he believes that his employees are not students. He treats his workers with respects and they do the same toward him.  (Mary Jenkins, 2002, p.170-171) People focus on their own objectives instead of cooperation with colleagues. Some managers change ratings for political reasons. When the results have an impact on pay levels, employees tend to downplay their weakness. As a result development needs are not discussed or addressed. Managers avoid demotivating their staff. As a result poor performers are reward as well as good performers. Homeserve Ltd: The new performance bonus (Case study 9) Jean Frear got a new job at Homeserve Ltd as the HR director. She tried to use new bonus payment method which she think it worked very well at her previous job, the Moddens Food. Normally, the engineers work on Mon to Fri and will get better overtime rate if they work on Sat and Sun. To make it more competitive, she cut the premium overtime rates for Sat and Sun also the evening delivery then based on working hours only. After one year of this experiment, she got the result. The number of the calls from customers is increase about missing parts of the hardware. Overall salary bill is higher than ever but the performance is going the opposite way. She found that the engineers tend to work only for their shifts and hardly willing substitute for the others on holidays or sick leave. (Leopold, Harris and Watson, 2005, page 222-223) PFP systems tend to discourage creative thinking, challenging of established ways of doing things and questioning attitude among employees. Low income often leads managers to reduce ratings, creating a situation in which perfect employee performance is not rewarded. Pay strategy at Eastern Power plc (Case study 10) At Eastern Power plc, they use the Pay for Performance method to calculate employees salary. To make it convenient, it will be decided by senior managements. After 2 years, this method has been complained as an unfair system by most of the employees. According to the line managements, they reported that they had no idea how to improve their performance because the method is unclear. (Leopold, Harris and Watson, 2005, Page 215) A general tendency is the increasing number of organizations where total compensation contains a part depending on performance. According to the consultation firm Hewitt Associates, 50% of the firms used pay-for-performance in 1990, and in 2000 already 80% (Wiscombe 2001). An analogous tendency is also witnessed in Estonia. According to the salary survey conducted by the consultation firm Fontes in 2005, compensation policies of 91% of the firms in the survey include some kind of pay-for-performance. Opinions about the effectiveness of pay-for-performance are different. The survey conducted by the Hewitt Associates in 2000 suggested that even these enterprises which have used the pay-for-performance system do not completely believe in its effectiveness: 21% of the firms said they do not believe its effect on improving work performance; 57% believed the effect was limited. A study conducted by the same firm in 1995 indicated that the pay-for-performance system had failed in 48% of the organizations (Wiscombe 2001, www.HYPERLINK http://www.workforce.com/archive/feature/23/06/78/index.phpworkHYPERLINK http://www.workforce.com/archive/feature/23/06/78/index.phpforce.com/archive/feature/23/06/78/index.php.) Results of other surveys confirm the success of using pay-for-performance. An analysis of pay-for-performance programmes conducted in the USA in the second half of 1990s suggests that performance improves in approximately two out of three programs (Heneman, Ledford, and Gresham 2000). There are various reasons for the contradictory opinions and results. One may be definitely different methods which are used, differences in business sector, lack of clarity of concepts used by researches. On the other hand, it can be assumed that application of pay-for-performance and its results can only be opposing because the creating, implementation of the respective system and assessment of the results must often link conflicting interests of different stakeholders. Other Case Studies Tele-working at the Mid Western Bank For The Mid Western Bank the Individual Performance is believed to be the best way to rate their staffs bonus payments. To make sure of this conclusion they set 4 aspects which are correctness, attendance levels, cooperation (which includes teamwork) and communication skills to confirm it. By making everyone concentrate on only their job, for the top performance employee can have 25 percents of their pay. Unfortunately, this result can be applied effectively with call centre staffs a competitive labour market. The other concern is that this method encourage employee to be more selfish and lost interest in helping the others and the absenteeism is also rising even though it will be effect the rating. (Leopold, Harris and Watson, 2005, Page 234) Nucor Corporation, United States Nucor Corporation, the largest steel producer in the United States. The secret to success is to give huge bonuses of 100% or even 150% to 160%, thus, every employee can see how the incentive arrangement affects their wages each week. Even in the down times, the company doesnt lay people off. Such as, the plant shuts down its production lines for a day or two a week but salaried executives still work. About 80% of Nucors employees are on this production-incentive plan. Other employees also have performance-based compensation. When the whole organization is involved: To make it work, the most important thing is the involvement of the whole company, even if there is only a 1 percent profit, it should be divided among everyone, including the administration. Everyone is part of the team building. For instance, gives non-production employees other awards -from a free dinners for outstanding work to one share of stock for every year of employment. (www.findarticles.com) Health Net of California Health Net of California announced that was paying $18 million to 70 physician groups statewide in recognition of their efficiency and quality in 2004. Of the total, $5 million was tied for the Pay for Performance program, which rewards physician groups for providing high-quality clinical care and customer service. In addition, Health Net is working with through the Integrated Healthcare Association to make wider the potential of Pay for Performance quality measures and increase the proportion of compensation for physician groups that present a commitment to quality and efficiency. PFP bonuses were paid to Health Nets commercial physician groups. The other quality disbursements, which are paid to commercial and Medicare physician groups, include shared-risk funds, financial investments in technology and a generic drug incentive program. (www.findarticles.com) Abbey National Alan Eagles role as Assistant Manager of the Abbey National Community Partnership is to identify opportunities for staff who want to volunteer. He run a matched time scheme where staff can claim up to 35 hours of paid work time per year to match their own volunteering time commitment. Why would a banker necessarily want to be a treasurer in their spare time? Employee volunteers are like any other volunteers they need to feel that their contribution is worth it. To ensure this, organizations need to offer volunteer roles that are properly thought out. They believe that an employee who volunteers can specify personal objectives for community activities, as well as work related goals, in their annual appraisal. If they achieve those goals they are financially rewarded. (http://www.voluntarymatters3.org/motivation/case_studies/case_study3.html) The Royal Bank of Scotland In 1998, the company launched RBSelect that is a total reward benefits package giving employees. The package is divided into six groups: private health cover; insurance, including life assurances for spouses and partners; saving such as voluntary contribution to pension schemes; lifestyle features, which include the managers company car, childcare vouchers and retail voucher; basic salary; and holiday. Even the Christmas bonus can be traded in for a different benefit. Employees can change their benefits package once a year. The new total reward system has been positively received and is expected to have a positive impact on recruitment and retention. (Boddy, 1998 P.282-283) The National Security Personnel System Nearly all of the employees in the Defense Departments new personnel system were rewarded for their job performance in their first paychecks in 2009, with the average pay raise and bonus totaling 8.35%. 98% of the more than 170,000 employees rated under the National Security Personnel System received performance-based payout, meaning their supervisors graded their work as a 3 or better out of 5 possible points. The majority of those employees 55.4% earned a rating of 3, defining them as valued performers. Worker in the Washington area received the highest overall increase of the General Schedule employees, at 4.78%. General Schedule employees have earnings potential beyond their annual raise, while under NSPS, within-grade pay boosts, quality step increase and bonuses are factored into the overall performance-based pay increase. (http://www.govexec.com/dailyfed/0209/021809b1.htm) Lloyds TSB STAFF at Lloyds Banking Group is set to get about pounds 80min bonuses despite amulti-billion pound bailout from the taxpayer. The payments were apparently authorized by the Government as part of the deal for it to take a controlling interest of at least 65% in the firm. The figure is lower than the pounds 120m Lloyds bosses were thought to be seeking, but will still provoke controversy over rewards for failure. Newspaper reports suggested that some 4,000 junior staff will each get about pounds 1,000 this year, making up half the pay-out. Unions have argued that staff from the former Lloyds TSB deserve to receive bonuses, because their side of the business remained in profit while its merger partner HBOS lost billions of pounds. A spokesman for Prime Minister Gordon Brown said Lloyds had agreed that there would be no discretionary bonuses paid in 2009 except to the most junior staff, earning an average of pounds 20,000. (http://findarticles.com/p/articles/mi_6784/is_2009_March_10/ai_n31418985/) General Motors-Powertrain Division In the mid 1980s, GMs sale was going down dramatically and looks to be continued for some times. On contrary, new Japanese company was booming. Behind their success GM found that they used Dr. W. Edwards Demings rules. After trying this method for one year GM Powertrains H.R. staffs agree that appraisal system has some flaws. (Mary Jenkins, 2002, p.148) Strategic approach to rewarding performance at Unilever At Unilever, to improve its employees performance and cut off unnecessary pay the manager created the model proved to be effective as global called Work Levels. With six levels of qualitatively different work in the company use to encourage people to work as a team instead of oneself. Predictably, many workers complained at the beginning but years after years it became clear that the method benefits both employees and the company. (Duncan Brown, Michael Armstrong, 1999, p.92-95) Conclusion The organizations having job evaluation in practice, are determined the causes of pay inequity through the carefully implementation of pay design that is based on base pay structure. A tentative effort to introduce this discrete and coherent function is required to carry out the comprehensive review. There must be a system of inequity recognition through the organization achieves its smart objectives and vital to prioritize the analysis which are very likely to enlighten on any potential inequities. It is a management tool that asserts the jobs of comparable value are treated and paid equally and emphasizes to estimate the size of inequity. Nevertheless, change in the pay system in any organization can be resistive. It can be suspected among the employee in term of pay changes, apparently. The purpose of pay system design should not be decrease or cut the employees pay rather than fixing the inequity within the organization and taking all the relative perspective into account before the implementation of the required method. To make it constructive, expert facilitation of job design team can be useful to ensure that safe and sound primary principles are going to be followed while the organization gets its cherished goals. In addition, where it eliminates many flaws in term of analysing the jobs worth but also effectively productive with the employers perspective. This method can be typically undertaken by the employers to prevent them from prejudice or discrimination and to establish a platform where everyone has got equal opportunity to build up their career. No doubt, it enhances and defines an appropriate and decisive track for any organization practicing this feasible method that can be comp