Is there a relationship between early education and the development of Research Proposal

Is there a relationship between early education and the development of social and emotional skills of children - Research Proposal Example Also, self perceptions about some attributes are formed by values placed on such attributes by a culture or society (Szente). The literature findings supports how early education is effective at laying a solid foundation for later success and increases school readiness. A study will be conducted to find out if children who experience early education have better social and emotional skills than their counterparts who did not have preschool education. This topic is of importance to me as a previous early educator and future School Counselor because it is noticed that because of the current wave of accountability, it appears that developmentally appropriate practice in the early years which includes social and emotional skills are not receiving much emphasis. Children need the ability to communicate emotions effectively and to listen to instructions. Children need the skills to solve problems. Research has established that preschoolers and the other educational settings are vital to the psychosocial, ethical and moral development of children (Paccione-Dyslewski & Boekamp, 2005). How can every child be exposed to have a positive experience through a model from parents, guardians, caregivers, and teachers? According to Szente (2007), a positive experience can lead children to move in positive directions while an abusive experience will create barriers for future success. The purpose of the study is to explore the relationship between early education and the development of social and emotional skills in young children. This study will be conducted through observations of students in kindergarten and first grade classrooms in a title 1 school. Teachers and parents will be interviewed. This is an attempt to find out if emotional and social skills improve student’s achievement in grade school. The hope is to add to the research about quality early education that addresses the full range of social, emotional and academic

The Jamestown Settlement Essay Example for Free

The Jamestown Settlement Essay I always consider the settlement of America with reverence and wonder, as the opening of a grand scene and design in providence, for the illumination of the ignorant and the emancipation of the slavish part of mankind all over the earth. -John Adams. Jamestown, Virginia was the first permanent English settlement in the New World. The Jamestown Colony is a town in Virginia. It is the oldest, and first, English colony in North America. The London Company, formed in 1606, was a group of ten men, mostly well-to-do merchants, who decided to colonize Virginia (Fishwick, 49). Francis Bacon, a member of the Company, decided the colony was to be a long-term scheme and settlers were to be given twenty years to find their feet (Fishwick, 49). Settlers were selected for their special skills, and included many farmers so the colony could become self-sufficient. The Colonial Council was a group of thirteen settlers who would be directed by a royal council of thirteen in England (Fishwick, 49). One member was selected to be the president, and he would make laws, vote taxes, mint money, and dispense justice in Virginia (Fishwick, 49). The settlers were granted â€Å"all rights and immunities†¦Ã¢â‚¬  of citizens in England, including the right to own land and trial by jury (Fishwick, 50). All taxes on trade with Virginia were used to benefit the colony. The London Company set sail from Blackwell, England, on December 20, 1606 (Fishwick, 50). They had three ships, tools, weapons, ammunition, food, grain, and 105 â€Å"hardy adventurers† (Fishwick, 50). Many settlers were classified as â€Å"gentlemen†, and there were some skilled craftsmen and farmers, and two surgeons (Fishwick, 50). The settlers came to the New World to acquire land, gold, or quick fortunes in trade. They sought a greater measure of liberty, though some were merely restless or driven by the love of adventure, but they all shared a hope for better things in Virginia (Fishwick, 50). The Council’s directions were to search for gold and other precious metals, explore the rivers for a passage to the South Sea (Northwest Passage), and to look for the Lost Colony (Fishwick, 51). The three vessels, the Susan Constant, the Godspeed, and the Discovery, took the colonists to the New World. The Susan Constant was the largest at 100 tons, and was very roomy. The Godspeed was forty tons, and the Discovery was twenty tons (Fishwick, 51). They would be out at sea for four weeks before reaching the West Indies. Ship food consisted of hard biscuits, saltmeat and fish, and barley gruel (Fishwick, 51). Land was sighted on April 26, 1607. George Percy recorded â€Å"About 4:00 in the morning, we descried the land of Virginia† (Fishwick, 57). Edward Maria Winfield was elected president of the Colony. An advance party as sent out to explore the country and choose a site for settlement. The site was chosen on May 13th. It was a flat peninsula nearly three miles long and located on the north side of the James River. Though it could be defended with ease, the land was low and boggy with sandy soil and malaria mosquitos (Fishwick, 60). Jamestown was founded a year before the French founded Quebec (Appleby, 8). It was funded by a joint-stock company, whose investors saw the colonies as sources of raw materials and markets for English goods. Despite early troubles, the settlers survived with the help of local Native Americans, the Powhatan Confederacy. The colony prospered by growing tobacco. In 1619, the House of Burgesses was formed to make their own laws (Appleby, 8). More than 4,500 settlers immigrated to Virginia in 1622 (Appleby, 8). The expansion of the colony alarmed Native Americans and they attacked Jamestown in 1622. The English court blamed the Virginia Company’s policies for high death rates and revoked its charter (Appleby, 8). Virginia became a royal colony run by a governor appointed by the king. Pocahontas was born in 1596 (â€Å"Pocahontas†, 1). Her birth name was â€Å"Amonute† and â€Å"Pocahontas† was just a nickname, meaning â€Å"playful one† because of her frolicsome and curious nature. She was the daughter of the Powhatan chief, Wahunsenaca. The Powhatan chieftan had a population of about 25,000 (â€Å"Pocahontas†, 1). When the English arrived and settled in Jamestown in 1607, Pocahontas was eleven years old. In the winter of 1607, Captain John Smith of Jamestown was captured by the Powhatan. He was brought in front of the chief and two large stones were placed on the ground with Smith’s head placed on top of them to be smashed. Pocahontas quickly intercepted and put her head on top of his, stopping the execution (â€Å"Pocahontas†, 2). As a result of this, the Powhatan chief told Smith he was a part of the tribe in exchange for â€Å"two great stones and a grindstone† and the chief would treat him as his son (â€Å"Pocahontas†, 2). Chief Powhatan sent gifts of food to the starving English settlers. Pocahontas brought the gifts to Jamestown and became a symbol of peace to the English. The Jamestown National Historic Site is on the western edge of Jamestown Island, Virginia. It is located seven miles from Colonial Williamsburg and is a total of 22.5 acres (â€Å"Jamestown National Historic Site†, 1). Jamestown is important because it was the first English colony in North America. It is also the scene of the first representative legislature on this continent on July 30, 1619 (â€Å"Jamestown National Historic Site†, 1). In 1893, the owners, Mr. and Mrs. Edward E. Barney donated a plot of their land to the Association for the Preservation of Virginia Antiquities (APVA). In 1934, the rest of the land was acquired by the National Park Service as a part of the Colonial National Historical Park (â€Å"Jamestown Nat. Hist. Site†, 1). The trip from Greensburg, Indiana to Jamestown, Virginia is a relatively long one. It is a total of about 624 miles. By car, the trip takes eleven hours (â€Å"Google Maps†, 1). Jamestown, Virginia was the first permanent English settlement in the New World. The Jamestown settlement is rich in our country’s history and is remembered throughout time as the beginning of a new nation.

Critical Evaluation of Change Managed in Practice

Critical Evaluation of Change Managed in Practice The Government has clearly outlined the need for nurses to develop leadership skills at all levels within the workforce in order to deliver the NHS modernisation programme (DH  [1]  1998; DH 1999). The leadership role expected of community practitioners is evident in Shifting the Balance of Power (DH 2001a) and Liberating the Talents (DH 2002) with the expectation that health visitors will lead teams which will deliver family-centred public health within the communities they work (DH 2001b). The change I was to lead however was not initiated primarily to support clients, but instead to protect staff working in the community to ensure they were safe and supported in their public health work as a large proportion of the time is spent working alone. The issue of lone worker safety is particularly topical after the recent murder of a mental health support worker during a home visit (BBC News 2006). To support this proposal, Baulcomb (2003) asserts that any change management initiative should not only yield benefits for patients but also for staff and the wider organisation. The Health and Safety Executive (HSE 2005) reports that nurses and other health care workers are 2.8 times more at risk of an injury  [2]  than clerical workers and the vulnerability of health care workers increases significantly if they are working alone  [3]  (Chappell and Di Martino 2000). It was a particularly pertinent time to examine mechanisms for risk reduction as they had still not been reviewed despite a member of staff being off sick  [4]  due to an adverse incident involving lone work. As health visiting frequently requires lone work, it was clear that lone working practices needed reviewing to reduce the likelihood of a similar or more serious incident recurring. Further drivers for change were identified as a result of observations of workers in practice. I noted the following areas of concern: up-to-date whereabouts of staff not always provided (or out of date) and a lack of a reporting-in system which would identify whether staff had finished work safely for the day. I discussed these issues with the community nursing manager who wholly supported any attempts to introduce mechanisms that would improve lone worker safety. A further driver for change was the obligation to implement health and safety legislation. Due to limitations in report length, this information has been provided in Appendix One. If changes are to be implemented which lead to increased worker safety, this will have a positive (although indirect) effect on clients because if staff feel safer and more supported in their roles, they will be less likely to be off sick with stress or injuries (Mahony 2006) which would impact on the teams ability to deliver the public health agenda. As workers who contribute to the implementation of health and safety measures are known to be healthier and safer than those who do not (HSE 2005), it was felt that this would be an appropriate area for the team to examine and implement change. It was after consideration of these anteceding factors that the need for change was established and a vision created: To improve the safety of lone workers within the health visiting team. Implementing the change was a dynamic and multidimensional process with many facets too abundant to detail fully here, however pertinent examples will be selected and analysed. The following study will detail a reflective evaluation of my application of leadership and management theory to effect a change in practice. The successes and difficulties encountered will be given throughout with reference to the literature. Change management requires well-developed leadership and management skills (Marquis and Huston 2000). A combination of these skills is necessary to ensure that the job is done not only efficiently, i.e. new mechanisms are put in place and embedded into the teams practice (the management dimension) (Stewart 1996) but that it is achieved in such a way that motivates and inspires staff to change their practice- the leadership dimension (Stewart 1996). To guide the changes, a change management model was selected. Deegan et al (2004) report that such models provide a theoretical sequence, which will be instrumental in helping the change manager to choose, develop, and order activities which are required during planned change episodes. As the change was planned (as opposed to emergent), a suitable model was Lewins three-stage model of planned change (Lewin 1951)  [5]  . The use of this model in the National Health Service (NHS) is widely documented and has underpinned the successful changes in many of the research papers read  [6]  . It is also a simple model which is not overly prescriptive and so does not restrict individual practitioner creativity (Cameron and Green 2005). The three stages of planned change according to this model are: unfreezing the existing equilibrium (Unfreezing); moving to a new point (Movement) and refreezing the changes into practice so that they become embedded in practice (Refreezing). My change management project is currently part way through the Movement stage as the change has not been fully implemented or evaluated yet I continue to lead this project  [7]  . Lewin (1951) suggests that in the changes preliminary stage, factors which will drive or resist the change should be identified. This process is known as Force Field Analysis (FFA) and will identify the change enthusiasts, the potential objectors and the undecided (Turner, 2001) (see Appendix Three for the FFA carried out at this stage). Lewin (1951) asserted that change occurs as a result of a shift in the equilibrium between the opposing forces (those which resist change) and the driving forces and is thought to be more likely to occur successfully if restraining forces are removed rather than by simply increasing the driving forces. Hussey (1998) exercises a word of caution at this juncture warning that an increase in the driving forces may lead to an increase in the restraining forces, however if the driving forces outweigh the restraining forces, there is a positive climate for change (Cameron and Green 2005). After analysing the force field I could see that the driving forces o utweighed the resisting forces and so confirmed that the change was needed and realistic. Leaders motivate their staff by inspiring vision and encouraging followers to share in that vision (Bennis 1997, Davidhizar 1993) and like in Kassean Jagoos study (2005), the unfreezing stage was initiated by facilitating peoples thoughts on the current situation (Greaves 1999)- stimulating ideas for how to change the current situation  [8]  . As people can only be empowered by a vision that they understand (Sheldon and Parker 1997), it is paramount that strategies are used to foster inclusion and participation so that all team members are fully aware of the impetus for change. For change to be successful and enduring, Kouzes and Posner (1987) say that it is imperative that the leader encourages team ownership of the vision by encouraging their participation in the project. Without participation failure is likely to result due to resistance from team members. It is vital to the success of the change that it is perceived to be needed by those that will be affected by the change ( Marquis and Huston 2000) and so to raise awareness of the issue and create dissatisfaction with the current state (Lewin 1951), I introduced my ideas at a team meeting. On reflection, I can identify aspects of transformational and situational leadership in how I shared my ideas and interacted with the team. Most team members agreed that risks to lone working needed to be reduced and willingly offered their ideas (see Appendix Four). Encouraging team input and facilitating problem solving are key features of the supportive behaviours exhibited by the situational leader (Northouse 2004). Situational leadership was developed by Hersey and Blanchard (1977) and assumes the leader adapts their style according to a given situation  [9]  . This style has two main types of intervention: those which are supportive and those which are directive. The effective situational leader is one that adjusts the directive and supportive dimensions of their leadership according to the needs of their subordinates (Northouse 2004). As most team members were highly motivated in the project, freely offering suggestions and ideas, a directive role was not needed. The supportive behaviours I employed encouraged a participative approach characterised by the use of finely tuned interpersonal skills such as active listening, giving feedback and praising (Marquis and Huston 2000) which can be likened to a Skinnerian approach of positive reinforcement. In retrospect I can identify my correct use of this leadership style by looking at a later development of this model which introduced a further dimension to the leadership style: the developmental level of the participants. This is ascertained by assessing workers competence and commitment to completing the task. The member of staff that appeared to take little interest and was not able to offer ideas displayed a lower developmental level compared to other team members and hence I directed her more using the coaching behaviours advocated by Hersey and Blanchard (1977). This coaching promoted inclusion and participation by: giving encouragement, soliciting input and questioning the participant on what they thought of the proposals and the changes they would like to see. This was done to increase levels of commitment and motivation (Northouse 2004) and thus integrate that team member into the change process. On reflection this can also be identified as an example of reducing the resist ing factors to the change within the force field as by adapting to the needs of that team member, she was encouraged to take part and share ideas rather than hinder progress and potentially thwart the change. A model which places great importance on the needs, values and morals of others is transformational leadership (Northouse 2004; RCN 2005) and elements of this could be identified in my leadership. The needs of staff could be regarded as the need to stay safe, and values may be their desire to get home to their families at the end of the day. I was aware that on face value, looking at improving safety for lone workers would perhaps not appear to be an issue that would provoke much excitement, or according to Kotter (1999) light a fire. However, I articulated my vision in terms of getting people to consider the impact of what the consequences could be if we were to be a victim of an adverse incident. When discussing the impact of this with staff and getting them to consider the impact of not changing practice, of how their lives and their families lives could potentially be affected, I created motivation within the team to examine working practices. This was confirmed to me as many of the staff showed their interest by their offering of ideas to meet this challenge. By tapping into the moral dimension of a proposed change i.e. promoting the need to contribute in order to protect the safety of not just themselves but also the wider team, the transformational leader further inspires staff to change by motivating followers to transcend their own self-interest for the sake of the team and organization (Bass 1985). Once the vision had been shared and accepted by the team, several strategies were discussed that could contribute to risk reduction (Appendix Four). At this stage it was realistic to focus on a single change. A reason for this was because McIntosh (2000) highlights that many changes focus on the needs of the organisation (e.g. to provide certain services or to implement Government policy) and often overlook the needs of the employees. Applied to this case, there was an organisational need to manage risk but this had to be balanced with not overwhelming the team with too many changes at once  [10]  . At the meeting it was decided by the team members present  [11]  that the simplest intervention to implement would be to phone into the clinic base administrators when finishing their shift to notify that they had finished work for the day and were safe  [12]  . Although the proposed change would not eliminate the risk of an adverse incident occurring, it would ensure that should an incident occur, it would be identified and acted upon as swiftly as possible and thus the risk would be managed more effectively. Vroom and Yetton (1973) propose five types of considered decision-making ranging from that which may be expected of an autocratic manager i.e. a decision is made by the leader entirely alone, through to a democratic approach whereby the matter is discussed with the whole team and a consensus decision is made. When analysing my own management stance it was clear that my style had been distinctly democratic as I had sought to include everyone and promote consensus decision-making. I demonstrated sensitivity and appreciation of the pressures that others were under by ensuring that those not present at the meeting were included in the decision-making process as open consultation with key stake holders often leads to the successful introduction and adoption of change (Phair and Good 1998, cited in Deegan et al 2004). This contributed to creating a climate of a learning organisation. A learning organisation is one where all members are encouraged to increase their capacity to produce resul ts they care about (Karesh 1994) and one which promotes the exchange of information between members in order to create a knowledgeable workforce. I was determined that those who could not attend the meetings still be part of the decision making process. However there were difficulties with this as due to being in practice just two days a week meant that it was unrealistic to consult each absent worker individually and so I emailed out meeting minutes from the meeting and invited feedback  [13]  . Although the use of email to communicate ideas is one of the least popular ways to receive information, it was one of only a few methods available to me and hence justified its use. Without using this medium, communication with the team would have been compromised and could have led to some team members feeling they had been excluded from the decision-making process. Further analysis of this point reveals my own concern that all the follow up and meetings needed to be done by myself whe n perhaps this could have been delegated to someone else. With regard to situational leadership, if team members are motivated and committed to the change, the leader can assume a more passive role where they let team members take responsibility for doing the job and refrain from giving unnecessary support (Northouse 2004). This perhaps reveals Theory X management style traits (McGregor 1960) whereby the manager feels the need to keep a tight grip on staff perceiving them to need coercion to achieve tasks, deeming them to possess little capacity to explore and solve problems spontaneously without direction. This approach may convey distrust of the team (McGregor 1960) and was therefore not an ideal management style in the actual situation I was in. Rather than viewing this as a weakness however, it must be viewed as an opportunity to explore my assumptions of the team, assessing whether my assumptions had any grounding in reality or whether this style was assumed due to my inexperie nce leading and hence insecurities about the role. Reaching a consensus on the change to implement was an example of how in situational leadership, decision-making can be shared between the leader and motivated followers (Hersey and Blanchard 1977). From a management point of view, this participative approach facilitates the process of completing the task but it is also an example of how leaders empower their teams by transferring some of their power to the follower to enable them to be active participants in the decision-making process. After confirming the change intervention, the safety plan was devised (see Appendix Six). This was a contingency plan detailing the steps to take should a team member fail to report in. The team agreed that I should draw this up due to my previous experience of using one. As the manager is responsible for ensuring a task is completed on time and is done efficiently (Stewart 1996) there was no reason for this task to be delegated elsewhere as this would have taken up time and hence been an inappropria te use of resources. During the movement stage, I positively reinforced the importance of the change by acting as a role model. Role modelling is a key feature of transformational leadership whereby the leader demonstrates specific types of behaviours that they want their followers to adopt (Northouse 2004). Stewart (1996) also reports that the greatest power as a leader is the example that you set (p.25) and so I did this by ensuring that I implemented the proposed changes i.e. I always reported into base on finishing work even before the agreed implementation date. The change is currently in the latter stages of the Movement phase with implementation and evaluation still required to complete the phase  [14]  . Refreezing is the final stage of Lewins model and involves the change agent (myself) supporting staff to integrate the change into practice so that it becomes part of the status quo (Marquis and Huston 2000) ensuring that over a period of time everyones practice changes and there is no chance of reversion to former ways. A strategy for the future development of the change and to conclude the refreezing stage would be to carry out an evaluation to determine the changes effectiveness. A summative (or outcome evaluation) could be conducted to investigate: whether the intervention is effective in reaching planned goals; what happens to the participants as a result of the change and whether it is worth continuing with the change intervention (Robson 2003). The first question could be assessed by carrying out a risk assessment of the hazards faced by lone workers including strategies in place to reduce risk. The HSE (2005) detail a five-step risk assessment guide that can be carried out to assess the extent of risk post-intervention. Ideally a risk assessment should have been carried out in the unfreezing stage and thus provide a baseline to compare against. Another strategy to obtain objective data would be to keep a copy of all reporting-in records which should identify those failing to report in  [15]  . Although this appears to be a policing measure which may imply distrust for staff (typical of a Theory X manager, McGregor 1960), it may be the only way of conclusively being able to tell if people are actually putting the new change into practice. If an audit of these records revealed certain team members were not engaging in the process and were having to be chased by administrators to ascertain whether they had finished work safely, I would use responsive leadership skills incorporating effective interpersonal communication to work with these staff members to identify what the problems and issues were. It is vital that this is done as if ignored these resisting factors could impede the change and failure could result (Hussey 1998). A key goal of refreezing is supporting those involved so that the change remains in place (Marqui s and Huston 2000) and so this audit may reveal those who need further support  [16]  . The change detailed in this case study has first and foremost considered the needs of the employees (i.e. to be safe in their lone work) yet has many benefits for the wider organisation and staff: potentially decreased litigation due to decreased adverse incidences affecting staff, increased recruitment and retention due to the organisations increasing attractiveness as a supportive employer and many more. This highlights effective use of a combination of leadership skills to inspire and motivate staff coupled with the ability to function in a management capacity by directing changes necessary in order to meet the organisations requirements (Marquis and Huston 2000). Change management requires well-developed leadership and managerial skills (Marquis and Huston 2000). However as a student health visitor many of these skills were far from being well developed and rather than use and manipulate models as I went along, elements of models such as transformational and situational were recognised retrospectively. However in doing so my knowledge of the theoretical underpinning has been developed and consolidated arming me with a plethora of skills to draw on in future. Northouse (2004) states that leadership style refers to the behaviours shown by an individual who attempts to influence others. I felt this was a daunting task as in my student role I felt very much the subordinate as opposed to the leader. However, Government papers such as Making a Difference (DH 1999) stress for the need to develop leadership at all levels meaning it is not an activity reserved for the upper echelons of an organisation (Garvin 1996). I found it hard at times to reconcile the requirement to develop leadership skills with the need to embrace evidence-based practice as the two often clashed due to the fact that there is little empirical evidence of the effectiveness of many leadership models (Northouse 2004) including those I used. To further illustrate this point Wright and Doyle (2005) conclude it is impossible to say how effective transformational leadership is with any degree of certainty and it is not possible to say here that another approach would have been more effective without trying it. Northouse (2004) also criticises other models of leadership including situational leadership, and questions their validity commenting that they are under-researched and with few published research findings. I had not viewed myself as a born leader and coupled with my student status, I felt nervous embracing a leadership role. Marriner-Tomey (1996) however asserts that leadership skills can be developed over time, indicating that skills can indeed be learnt, dispelling the myth that leaders are born not made. This provides me with reassurance that with further experience of leading in practice, along with a deeper knowledge of leadership theory, I may become a more effective and inspiring leader. References Bass, B. M. (1985) Leadership and Performance Beyond Expectation. New York, Free Press. Baulcomb, J. (2003) Management of change through force field analysis. Journal of Nursing Management. 11. pp. 275-80. BBC News (2006) Man held as charity worker killed. News item [Internet], BBC. Available from: [Accessed 20th May 2006]. Bennis, W. (1994) On becoming a leader. NY, Perseus Press. Burns, J.M. (1978) Leadership. New York, Harper Row. Cameron, E. and Green, M. (2005) Making sense of change management: a complete guide to the models, tools and techniques or organisational change. London, Kogan Page. Chappell, D. and Di Martino, V. (2000) Violence at work. 2nd ed. Geneva, ILO. Davidhizar, R. (1993) Leading with charisma. Journal of Advanced Nursing. 18. pp. 675-9. Deegan, C., Watson, A., Nestor, G., Conlon, C. and Connaughton, F. (2004) Managing change initiatives in clinical areas. Nursing Management. 12 (4), pp. 24-29. Department of Health (1999) Making a Difference: strengthening the contribution of nursing, midwifery and health visiting. London, HMSO. Department of Health (2001a) Shifting the balance of power: securing delivery. London, HMSO. Department of Health (2001b) Health visitor practice development resource pack. London, DH. Department of Health (2002) Liberating the talents: helping PCTs and nurses deliver the NHS Plan. London, HMSO. Elkan, R., Kendrick, D., Hewitt, M., Robinson, JJA., Tolley, K. and Blair, M. (2000) The effectiveness of domiciliary health visiting: a systematic review of international studies and a selective review of the British literature. Health Technology Assessment. 4(13). Garvin, J. (1996) Leadership and nursing: traditional attitudes and socialisation. Nursing Management. 3 (3). pp. 20-22. Greaves, C. (1999) Patients perceptions of bedside handover. Nursing Standard. 14 (12). pp. 32-5. Health and Safety Executive (1974) The Health and Safety at Work Act. London, HMSO. Health and Safety Executive (2005) Work related violence: lone workers. [Internet], HSE. Available from: [Accessed 26th April 2006]. Hersey, P. and Blanchard, K. H. (1977) The Management of Organizational Behaviour. 3rd ed. New Jersey, Prentice Hall. Hussey, D. (1998) How to be better at managing change. London, Kogan Page. Karash, R. (1994) Learning-Org Dialog on Learning Organizations. [Internet]. Available from [Accessed 22nd May 2006] Kassean, H. and Jagoo, Z. (2005) Managing change in the nursing handover from traditional to bedside handover- a case study from Mauritius. [Internet], BMC Nursing. Available from: [Accessed on 2nd April 2006]. Kotter, J. (1999) John P. Kotter on what leaders really do. Boston, Harvard Business School. Lewin, K. (1951) Field Theory in Social Science. New York, Harper Row. Mahony, C. (2006) Risk reduction. [Internet], Nursing Times. Available from: [Accessed 14th May 2006]. Marquis, B. and Huston, C. (2000) Leadership roles and management functions in nursing: theory and application. 3rd ed. Philadelphia, Lippincott. McGregor, D. (1960) The human side of enterprise. New York, McGraw-Hill. McIntosh, N.D. (2000) Implementing clinical education for phlebotomists.Nursing Standard. 15 (1). pp. 43-6 National Audit Office (2003) A safer place to work: Improving the management of health and safety risks to staff in NHS Trusts. [Internet], NAO. Available from: [Accessed 26th April 2006.] NHS Institute for Innovation and Improvement (2005) Working with groups: improvement leaders guide. Coventry, NHS. Northouse, P.G. (2004) Leadership theory and practice. 3rd ed. London, Sage. Peters, T and Waterman, R. (1998) Re: planned change. [Internet], Shropshire and Staffordshire Workforce Development Confederation. Available from: [Accessed 15th April 2006.] RCN (2005) Transformational leadership processes. [Internet], RCN Practice Development Institute. Available from: [Accessed 1st May 2006]. Robson, C. (2003) Real world research. 2nd ed. Oxford, Blackwell. Selby York Primary Care Trust. (2004) Lone worker policy. York, SYPCT. Sheldon, L and Parker, P. (1997) Leadership and team building. Nursing Management. 4 (2). pp. 24-5 Stewart, R. (1996) Leading in the NHS: a practical guide. 2nd ed. Wiltshire, Macmillan Business. The Suzy Lamplugh Trust. (2005) Personal safety at work: guidance for all employees in the workplace, working off-site and travelling for work. UK, SLT. Turner, L. (2001) Introducing a medical emergency team. [Internet], Nursing Times 97 (40). Available from: [Accessed 14th May 2006.] Vroom, V. and Yetton, P. (1973) Leadership and decision-making. Pittsburgh, Pittsburgh Press. Wright, M and Doyle, M (2005) Classical leadership. [Internet]. Available from: [Accessed 26th April 2006]. Bibliography: Alexis, O. (2005) Managing change: cultural diversity in the NHS workforce. Nursing Management. 11 (10), pp. 28-30. Handy, C. (1999) Understanding organizations. 4th ed. London, Penguin. Home Office. (2005) Research development statistics: violence at work. [Internet], Home Office. Available from: [Accessed 26th April 2006]. Maslow, A.H. (1954) Motivation and personality. New York, Harper Row. Mayhew, C. (2003) Occupational violence: a neglected occupational safety and health issue? Policy and Practice in Health and Safety. 1 (1) pp. 31-58. NMC (2004) Standards of Proficiency for Specialist Community Public Health Nurses. London, NMC. Percival, J. (2005) Inspire the team. Nursing Standard. 19 (34), p. 71. Reporting of Injuries, Diseases and Dangerous Occurences Regulation (RIDDOR) website. [Internet]. Available from: Appendices APPENDIX ONE Health and Safety Legislation in Practice. The Lone Worker Policy (SYPCT 2006) in my practice area is heavily influenced by the Health and Safety at Work Act (HSE 1974) and the Health and Safety at Work Regulations Act (HSE 1999 cited in SYPCT 2006) which stipulate the duties of the employer  [17]  and the employee  [18]  . The more recent legislation requires employers to assess the nature and scale of any workplace risks to health and ensure there are proper control measures to reduce or eliminate risk. Although the policy encompasses the relevant legislation and raises awareness, its aims are particularly broad and apart from indicating particular training, there are few suggestions of good practice to help staff understand exactly how they can take reasonable care. It was also evident that although Lone Worker safety training was mandatory, fewer than half of the members of the team had accessed this within the l

Family Values: Importance Essay -- personal values, research papers

Family Values: Importance   Ã‚  Ã‚  Ã‚  Ã‚  America's family values are very important to our citizens. For many years the American family and its values have been one of the top priorities of our nation. The family is even an essential part of the â€Å"American Dream† that we Americans are so fond of. The basic idea of success in America is measured by how well one can provide for their family. But what does citezenship have to do with family values? It determines these values and set a standard for the whole of America's people. Family values are of the utmost importance to the American citizen.   Ã‚  Ã‚  Ã‚  Ã‚  Family values are basically the core of our way of living. They have been important since, and even before, the very beginning of our civilization, and certainly since the founding of the United States of America. Theories suggest that even the primitive caveman was very loyal and respectful to his particular family unit. People of our time have followed these beginnings of the ideas of family values and citizenship up until the present day. Today however people are more diversified and separated in their ways but they all share similar values of the family. A nation, being of mostly socially compatible people, functions in a similar way as a family. The nation selects its â€Å"national family values† by legislation which becomes law. Civilization, over time, has brought about values which have become essential to all.   Ã‚  Ã‚  Ã‚  &nb...

Human sexual behavior Essay

Sexual assault takes many forms including attacks such as rape or attempted contacts or threats. Usually a sexual assault occurs when someone touches you in a way, even through clothes, without that person’s consent. Some types of sexual assault include forced sexual intercourse, sodomy, or fondling and attempted rape. Sexual assault in any form is often a devastating acquaintances, friends, or family members. Assailants commit sexual assault through manipulation, pressure or tricks. Drinking and sexual assault, alcohol is often a contributing factor in sexual assault. A perpetrator may even buy a person drinks to intentionally increase the chances of being manipulate the senses and their judgment. Even if we pick up a danger sign or trust them. Tisa advisable to avoid having sex when you’ve had a lot to drink, because even if you have a condom, you’ll be much less likely to use it correctly and therefore face another consequence. Movies, television shows and music are full of sex. It seems that the world is all about sex. Parents and students both need to know what is happening in the worlds and among themselves. Talking about sex seems like a good way to begin by educating our children of the rights and wrong of such sexual activity. When it come to children being involved with sex; Now on child abuse cases, I believe that no single act such strong emotions as the act of child sexual abuse. Child molesters can not even find refuge in prisons where rapist and murderers are commonplace. These offenders are shut out in aspect of our society, yet there are no reasons as to the causes of this behavior. Sexual abuse of children is not new, and has not always been socially taboo. Back in the days it was a commonplace for adolescent males to be forced into sexual relationship with mature males. This behavior was normal and not objected to by the child’s parents but sex with children in the modern era is alive and well, the power of an older person is so great that their young victim often never tell of the horrors that they have experienced. It is just like the pedophiles who confessed that they insist that their behavior is not wrong. Because of the extreme sensitivity of this subject, research has been really difficult and quite hard to develop. In the case of the pedophiles in order for the community or society to go into further deepest they must first attempt to gain an understanding of WHY? Pedophiles can be classified into different categories by several issues, the most common of which are causation and victim-realtionship.Howerever; pedophiles can be separated by those who sexually abuse members of their own family and those who abuse non family members. The reasons rapists are going free is when will the men and woman of our world be able to live their lives without being raped by another person? I feel many men and woman are getting away with harming another person through sexual confrontation without their permission. Men as well as woman can be raped, but fewer men will the police about it they would rather keep it under because they are being criticized for being weak which are untrue. Both, men and woman are the scary thing is that there is a possibility that their cases will not be product of their rape kits are not being processed efficiently. These are the ones that are not being brought to trail. Going back to the Megan’s Law when people think of their neighbors, do they think of violent sex crimes? Many people have to deal with this everyday of life. There are no laws forcing people of a community when a sex crime offender moves into their town. Said to keep violent sex crimes offenders from staking again, but do we ask ourselves this questions? The answer all depends on the opinion of the person who is being asked. Many supporters of the Megan’s law say that the law is keeping some predators from striking again, but many critics says that the laws is unethical and many agreements come from that. This is another question proposed when the topic of sexual offenders brought up, is it breaking any of the amendments or is it necessary for co workers to know whether a sex crime offender is living in their neighbors. Are you a juvenile or an adult? Megan’s law makes this question very complicated. Some times we might think we are juvenile’s, but by law we can be and treated as an adult. At the age of 13, you can go to some health clinics and get some medical treatments and testing done without your parent’s permission, such as pregnancy, alcohol/drug, and sexual transmitted diseases. Most of the time, if you are under 18, you need your parents permission, unless you are married, or in the military. At 15 Â ½ you can get a special permit to drive with a legal guardian, but if you break a traffic law you are considered an adult if you commit crime, such as killing, drug related, rape, repeated offenses, or stealing a car. If you are under 18, and are picked up by a police officer and taken to juvenile court, a juvenile officer will decide how to handle your case. Then a juvenile judge hears the evidence with you and your parents. The judge studies the whole complete picture of you, and your crime, and then decides as to whether or not your case will be held in juvenile Court or in Adult Court. If your cases are held in Juvenile Court and you are found guilty, and since he has made a complete study of you and your case, he will be the one to decide how and what will happen to you. If you are tired as an adult and found guilty, naturally the punishment will be more severe.

Western Tradition Essay

Western Tradition Essay Sindbad is part of a collection of stories called the Arabian Nights or the 1001 Nights translated by Robert Dawood. The traditional definition of a romance is a long narrative about the adventures of knights or other heroes. Sindbad fits this definition for three main reasons. Therefore, Sindbad is a romance hero.Firstly, Sindbad is a romance hero because he has an innate love of adventure and daring journeys. Sindbad cannot be content with leading a "...jovial and extravagant life..." (Dawood 842) because his heart yearns for the sea. Like a true romance hero, Sindbad is in constant search of adventure.Secondly, Sindbad upholds the codes of chivalry. Although a description of a swashbuckling pirate would fit Sindbad the best, he still has an innate sense of righteousness he follows. He offers the captain "...a rare pearl..." (Dawood ) in return for the rescue of his life. Sindbad also gives "lavish alms to the orphanages and widows" (Dawood ) as a means of helping less fortunate pe ople.Nederlands: Entree Vogel RokThirdly, Sindbad is motivated by a quest. His constant quest is to search for a treasure trove of gold and/or adventure. He searches for gold and jewels to increase his personal prestige and not so much to get rich. If in fact it were the latter, Sindbad would not have given alms to the city. However, he does not always get the money through swashbuckling means. By making saddles for the king and vizier, he is made "...the richest man in the island" (Dawood 844). Sindbad simply cannot pass on an opportunity to get rich. Even when he escapes from the tomb, his love of gold gets the better of him. He "...gathered up all the jewels, pearls, and precious ornaments..." (Dawood 846) as if to benefit from his adventure on the island.

How Drafting Can Improve Your Academic Writing

How Drafting Can Improve Your Academic Writing How the Drafting Process Can Improve Your Academic Writing Writing a good paper is not simply about sitting down, starting at the beginning and typing until you reach the end. Rather, it’s a process of drafting and re-drafting until you’re happy with your paper, each time trying to improve upon the last draft. How long you spend redrafting will depend on what you’re working on – a lengthy PhD dissertation will require more attention than a shorter paper. Nevertheless, whatever you’re writing, using a step-by-step drafting process will benefit your work. Step 1: The First Draft The first draft is an initial attempt to turn your notes and paper outline into full paragraphs. This, therefore, is where you set out the basic argument and structure of your paper, though you can make changes to these in subsequent drafts if necessary. The most important thing to do during the first draft is get something written, even if it isn’t perfect (that’s why we re-draft). Once you have something down, you can re-read it to see what could be improved, or even ask your advisor and friends for feedback. Step 2: The Second Draft It’s very rare for the first draft to be perfect. As such, you need to re-read it to get a sense of what could be improved. This may be as simple as looking for factual, spelling and grammatical mistakes. But it may also involve clarifying aspects of your argument or revising your ideas. There are a few tips which can help with re-drafting your work at this stage: Try to be concise as possible, eliminating all unnecessary repetition Make sure your argument flows smoothly, with each point leading clearly to the next Check that each of your points contributes something to your overall hypothesis Keep an eye out for formatting inconsistencies, as well as errors It’s also a good idea to save each draft of your paper as a separate file. This allows you to check older versions once changes have been made. Step 3: The Third Draft (And Beyond) Here, we again go over our paper and try to find things we can improve. With each draft you should find less and less that needs doing. Eventually, after a few passes, you’ll be ready for the final step. Step 4: The Final Draft The final draft is the version of your paper you’ll submit to be marked. You’ll therefore need to proofread your paper carefully, checking for any remaining errors. It can help to print out your work and read it on paper, as you might spot things you missed when reading it on screen.

Teenagers and Decisions †Ethics Prompt Writing

Teenagers and Decisions – Ethics Prompt Writing Free Online Research Papers Teenagers and Decisions Ethics Prompt Writing Prompt: Do you agree or disagree with the following statement? Parents or other adult should make important decision for their older (15 to 18 years old) teenage children. Use specific reasons and examples to support your opinion. Yes I agree with that statement! Because I believe that children from 15 to 18 years old can’t make important decision. That’s why their parents make a decision, because they know what is best for their children! If decision would be in teenager hands, than would be a lot of troubles. Sometimes even adult make a stupid decision, and how can we expect that will young people always make a right decision. Children can make decisions witch are not so important, and more important decisions leave to the parents. Consequences of making bad decision are sometimes very serious. It might effect on children future, and that is not god! I think that children will have a lot of important decisions to make in the future, since then will parents take care for them! Research Papers on Teenagers and Decisions - Ethics Prompt WritingPersonal Experience with Teen PregnancyMoral and Ethical Issues in Hiring New EmployeesIncorporating Risk and Uncertainty Factor in CapitalEffects of Television Violence on ChildrenComparison: Letter from Birmingham and CritoCapital PunishmentThree Concepts of PsychodynamicStandardized TestingRelationship between Media Coverage and Social andHarry Potter and the Deathly Hallows Essay

OH&S-Hazard audit & control Essay Example | Topics and Well Written Essays - 2000 words

OH&S-Hazard audit & control - Essay Example The precautions to avoid accidents should be taken and the long time effects on the health of the employees need to be avoided. 1.1 Fork lifts: The tools and machinery used in the warehouse are capable of causing injury through accidents. The conveyors, forklifts, scissor lifts, stacker cranes and overhead gantry may result in falls, entrapment in moving parts, falling or objects, collapsing stacks and dislodgement in machine parts. The machinery involved in the ware house can be a danger to the health of the employee, if it is not designed to be safe, not well made, not properly guarded, not well maintained, used in different conditions than it was meant for, illegal modification and the conditions like the operator not supervising the or not able to concentrate for any reason. The occupational health and safety laws in Australia will cover the hazards that are associated with tools, equipment and machinery in the work place. Some states in the country and territories do have problem specific regulations. These are capable of minimizing the plant hazards. The employer must assure that tools and equipment ar e safe. If the machinery used is the old one, it may cause break down. The people or the companies who design, manufacture, sell and install the machinery have to make sure that they design safe tools and working conditions for the workers according to the Australia. The employees too need to show the responsibility according to the state or territory government laws. They should follow the operating procedures given by the employer. These procedures are generally supplied to the employees by the representative of the employer in the form of supervisor or manager. The employee should behave in ways that are safe, which are provided by employer and can avoid danger to health and safety due to machinery. The employee should report to the manager in case of detection of problems regarding the fork lifts and machinery. The company has to follow the strategies of reducing risk. Checking the plant for probability of causing an accident is necessary as it can affect the people's health. This is known as identifying the hazard. In case of fork lifts, the machinery involved should be checked by employee and super visor everyday for symptoms of causing hazards. This is possible from making out the situation about the probability of danger happening. The measures should be taken to avoid them also need to be drafted. When it was found that the fork lift is not in a position to work according to safety conditions, it should be turned off till it was repaired. Every day the supervisor should assess the machines with the employees about their working condition. The changes made to prevent any accident or health affect are known as the measures taken for controlling the risk. The regular monitoring of the methods is needed to protect the people from accidents or health problems. This will be very effective as the regular checking will expose any faults present in the methods involved.

Research Proposal week 4 Example | Topics and Well Written Essays - 1000 words

Week 4 - Research Proposal Example Basically, Employee Engagement Index (EEI) is the ratio of satisfied employees to the total number of employees in an organization, expressed as a percentage (Stevenson, 2009). As such, the research will need to examine how well this index operates to show the realities of human resource performance in an organization. The research must therefore examine the relationship between EEI and actual performance in organizations. The research can be conducted through an inferential research and study of quantitative information relating to performance and the EEI to examine the relationship that exists between them. Quantitative research refers to the measure of data and information about a given topic (Young, 2004). In this case, the phenomena are actual performance and the reported EEI. In order to examine this closely, there is the need to examine some empirical information relating to some real organizations which will given an overview of how the two concepts interact and how well EEI interprets performance in an organization. In doing this, it will be appropriate to use a null hypothesis. A hypothesis is a tentative statement that is tested for its truthfulness or falsity in a research (Kothari, 2005 p22). In this case, the hypothesis is that â€Å"the performance of an employees in an organization has a direct correlation with the employee engagement index (EEI)†. As such, the purpose of the research will be to prove whether there is a direct relationship between EEI and performance or not. If there is a direct relationship, then it will be inferred that EEI is very relevant as a performance measure and indicator in institutions. In order to prove or disprove this hypothesis, there will be the need to conduct an empirical study which will involve the collection of data from various sources in a number of organizations to enable

Music Piracy Essay Example | Topics and Well Written Essays - 1000 words

Music Piracy - Essay Example Music piracy is harming the economy in a substantial manner following the robbing of artistes of their creativity and compensation. This also works in the domino effect where loss of revenue in one industry results in an overall loss in other industries; this is because of decreased sales. Illegal music downloads over the internet affects a large number of people ranging from artists, songwriters, audio engineers, computer technicians, talent scouts and producers. All these people are reliant on the music industry for their income and as a source of livelihood, which is based on intellectual property. Denying musicians and their affiliates of revenue puts at risk the jobs of millions of people, as there will be no funds to sustain them at work. In addition, it denies the government of taxes paid by the said population thus affecting the overall development of a nation. Some musicians and producers with recording studios have even been forced to close business to loss of revenue and i ncreasing operating costs leading to losses. On a personal scale, piracy punishes successful artistes by putting them on a level where their rights are not equal to those of other citizens of the world. This is because it is similar to theft or robbery, only that this time it robs an individual of his or her intellectual property. In a normal world, the law punishes robbers and thieves, but in piracy, little is done leading to demoralized artistes and music industry affiliates (Greenblatt 992). This way all those that work closely with the music industry are left at a loss as for clothing lines and no merchandise is rolled out to popularize the music produced. This, in turn, trickles all the way down to the textile industry, finally the farmer, and the global economy. As a result, the music industry is undergoing a slow death owing to increased piracy, and little effort applied to its prevention. In addition, piracy of music affects the internet network used for pirated downloads in terms of bandwidth. This is particularly so as it strips the network to the bare essential leading to loss of productivity, while participating in illegal activities, as is prone in institutions of higher learning (Wade 4). Therefore, in order to prevent music piracy from taking place, a myriad of measures can be taken that are directed to those that engage in the practice. Since most of the pirates in the music industry are students, advertising can play a crucial role. Most companies have taken part in massive campaigns directed at students in an attempt to convince student to stop downloading music illegally. However, this has little effects as students are working even harder to bring down the music industry. Studies show that one of the ways to cut down on music piracy especially in this age of the internet is to understand the mind and the drive behind a pirate’s behavior prior to the action. This is concerning the motivation of the pirate and his or her goals. In this case, a pirate would like access to music but there are inhibitions to getting t to the goal, in the form of monetary requirement. As a result, pirates seek to bypass this barrier by downloading music from illegal sites. Therefore, campaigns targeting definite pirates can be a significant boost against piracy. This is through creating campaign depicting the dangers that one is exposed to

The Financial and Banking System Of Australia Essay

The Financial and Banking System Of Australia - Essay Example ................................19 Would You Approve Lines Of Credit For Banks In This Country?.............................................20 Appendices†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦21 Table 1.0 List of Banks†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.22 Works Cited†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..24 I. Geography. The continent is a self governing country that is a part of the commonwealth federation. It is currently bounded by the Timor sea, Ara fura sea, Torres strait, Coral sea, Tasman sea, Bass strait along with the Indian ocean (Verdier, p.11). It is the smallest continent found on the globe and the sixth largest country in the world. Its capital is found in Canberra with Sydney being the largest city found in the country (Weerassoria, p.16). It additionally comprises of six states which include New South Wales, South Australia, Tasmania, Queensland, Victoria along with western Australia. The continent also comprises of two territories which are the Australian Capital along with the Northern one. The land forming the continent measures about 7, 614, 500 sq km (Gup, p.41). It also has dependencies such as the Ashmore territory, Cocos islands, Christmas islands, the Antarctic territory, the coral sea islands, Heard island along with the Norfolk islands (Miller, Vandrome & John, p.34). II. History Of The Country. The first occupants of the Australian continent were the aborigines who are believed by anthropologists to have migrated into the continent some fifty thousand years ago... Due to a rise in the sea level, The Tasmania was separated from other islands that were offshore (Gup, p.46). The Malaysian, Chinese, Indonesian along with Arab traders are estimated to have come to the northern part of Australia in the year 1500AD. The western countries only came to know about the Australian continent in the 17th century. The continent was the last discovery of new land that the western world made but was colonized by their powers (Weerassoria, p.23). Portuguese sailors are believed to have reached the eastern coast of the continent at around the 15th century when they were looking for a sea route connecting Africa and India. Spanish sailors led by Luis Vaez de Torres in the 16th and 17th century first saw the Australian continent but did not get there as their interests were further north in the Philippines (Gup, p.56). It is the Dutch who were using more advanced sailing ships who were responsible for making the discovery of the continent a reality during the 17th century. This occurred when they creating trading centers between Africa and Indonesia. They did not however settle in the continent as they found nothing of interest for their businesses (Miller, Vandrome & John, p.67). Their voyages and discovery of the Australian continent thus brought the British into the land. This came during the Enlightenment age that occurred in the 18th century with the stressing of scientists along with philosophers on the importance of worldwide exploration (Verdier, p.19).

Building Effective Networks Assignment Example | Topics and Well Written Essays - 1000 words - 24

Building Effective Networks - Assignment Example The success stories of networks by the Japanese Keiretsus and Korean Chaebols, international cooperative agreements, regional and economic integration, new organizational forms and structures, international collaboration and uncommon associations. Findings: The findings of the study reveal that the various â€Å"forms and patterns of networks and their impact on societal and organizational functioning† have enhanced the role played by various networks in today’s world (Tung, 2002, p. 99). Practical Implications: The practical implications of the study point out that no world nations can escape itself from the spread and influence of global networks. Similarly, nations that fail to implement or be part of effective organizational and social networks are most likely to lag behind in terms of economic and organizational growth and development. Value to the Reader: The paper offers a number of useful insights to the reader. The reader gets a thorough understanding as to how organizational functioning and behavior are being influenced by global or international networks. Networks also act as effective means in determining organizational change. Globalization has facilitated collaboration between various networks and multinational organizations can benefit the most out of global patterns of networks. However, one should also be aware of the dark sides of networks as they have the potential cause destruction and disruptions. Similarly, the success of effective networks calls for the need to have effective global strategies and trans-national collaborations. Design/Methodology/Approach: The methodology for the study has consisted of interviews and surveys. The researchers â€Å"interviewed HR executives from over 30 companies and collected surveys from executives attending several sessions at the University of Michigan Senior Human Resource Executive Program† (Mendenhall, Black, Jensen, & Gregerson, 2003, p. 20).

Childhood Obesity in America Essay Example | Topics and Well Written Essays - 1000 words

Childhood Obesity in America - Essay Example To encourage healthy lifestyles among the American children, there is a need to have collaboration between parents and the education system to encourage healthy lifestyle among children though physical education and healthy diets in addition to the government introducing regulations on marketing of food meant for children consumption. Parents are the greatest contributors in childhood obesity due to their failure to control their children’s eating habits and engagement in physical activities. According to Parizkova and Hills, parents in modern US society have a tendency to prefer eating fast food in restaurants to cooking food at home while also allowing too much television watching by encouraging practices such as having bedroom televisions (396). It is important that parents encourage a healthy lifestyle for their children by cooking for them healthy meals at home. Cooking at home will ensure parents serve their children a balanced diet in addition to having enough portions per sitting. Additionally, limiting the number of hours children spent watching television will encourage other pass time activities such as outdoor games that are more physically engaging. Some people argue that parents can still acquire healthy meals in the restaurants by asking for healthy portions. Although this is partly true, pa rents can exercise more control over what their children consume by taking part in choosing ingredients as well as the process of cooking meals when it is done at home as opposed to in a restaurant. Therefore, preparing food at home becomes the best option when parents want their children to have a balance diet. The high level of childhood obesity in the US is not only as a result of a failure by parents to control the lifestyle of their children, it is also a failure of the education system to teach them about healthy living. Wicks-Nelson and Israel (383) reports

The Financial and Banking System Of Australia Essay

The Financial and Banking System Of Australia - Essay Example ................................19 Would You Approve Lines Of Credit For Banks In This Country?.............................................20 Appendices†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦21 Table 1.0 List of Banks†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.22 Works Cited†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..24 I. Geography. The continent is a self governing country that is a part of the commonwealth federation. It is currently bounded by the Timor sea, Ara fura sea, Torres strait, Coral sea, Tasman sea, Bass strait along with the Indian ocean (Verdier, p.11). It is the smallest continent found on the globe and the sixth largest country in the world. Its capital is found in Canberra with Sydney being the largest city found in the country (Weerassoria, p.16). It additionally comprises of six states which include New South Wales, South Australia, Tasmania, Queensland, Victoria along with western Australia. The continent also comprises of two territories which are the Australian Capital along with the Northern one. The land forming the continent measures about 7, 614, 500 sq km (Gup, p.41). It also has dependencies such as the Ashmore territory, Cocos islands, Christmas islands, the Antarctic territory, the coral sea islands, Heard island along with the Norfolk islands (Miller, Vandrome & John, p.34). II. History Of The Country. The first occupants of the Australian continent were the aborigines who are believed by anthropologists to have migrated into the continent some fifty thousand years ago... Due to a rise in the sea level, The Tasmania was separated from other islands that were offshore (Gup, p.46). The Malaysian, Chinese, Indonesian along with Arab traders are estimated to have come to the northern part of Australia in the year 1500AD. The western countries only came to know about the Australian continent in the 17th century. The continent was the last discovery of new land that the western world made but was colonized by their powers (Weerassoria, p.23). Portuguese sailors are believed to have reached the eastern coast of the continent at around the 15th century when they were looking for a sea route connecting Africa and India. Spanish sailors led by Luis Vaez de Torres in the 16th and 17th century first saw the Australian continent but did not get there as their interests were further north in the Philippines (Gup, p.56). It is the Dutch who were using more advanced sailing ships who were responsible for making the discovery of the continent a reality during the 17th century. This occurred when they creating trading centers between Africa and Indonesia. They did not however settle in the continent as they found nothing of interest for their businesses (Miller, Vandrome & John, p.67). Their voyages and discovery of the Australian continent thus brought the British into the land. This came during the Enlightenment age that occurred in the 18th century with the stressing of scientists along with philosophers on the importance of worldwide exploration (Verdier, p.19).

Childhood Obesity in America Essay Example | Topics and Well Written Essays - 1000 words

Childhood Obesity in America - Essay Example To encourage healthy lifestyles among the American children, there is a need to have collaboration between parents and the education system to encourage healthy lifestyle among children though physical education and healthy diets in addition to the government introducing regulations on marketing of food meant for children consumption. Parents are the greatest contributors in childhood obesity due to their failure to control their children’s eating habits and engagement in physical activities. According to Parizkova and Hills, parents in modern US society have a tendency to prefer eating fast food in restaurants to cooking food at home while also allowing too much television watching by encouraging practices such as having bedroom televisions (396). It is important that parents encourage a healthy lifestyle for their children by cooking for them healthy meals at home. Cooking at home will ensure parents serve their children a balanced diet in addition to having enough portions per sitting. Additionally, limiting the number of hours children spent watching television will encourage other pass time activities such as outdoor games that are more physically engaging. Some people argue that parents can still acquire healthy meals in the restaurants by asking for healthy portions. Although this is partly true, pa rents can exercise more control over what their children consume by taking part in choosing ingredients as well as the process of cooking meals when it is done at home as opposed to in a restaurant. Therefore, preparing food at home becomes the best option when parents want their children to have a balance diet. The high level of childhood obesity in the US is not only as a result of a failure by parents to control the lifestyle of their children, it is also a failure of the education system to teach them about healthy living. Wicks-Nelson and Israel (383) reports

Media studies coursework Essay Example for Free

Media studies coursework Essay This is a tabloid newspaper that has been designed for a certain variety of readers. It is a light hearted, easy to read institute that thrives on sex and scandal. Although the paper can be quite serious, for example where there are political issues to be discussed, they are constantly using humour in the paper to get the reader more involved with what they are reading. The chosen institute is the Daily Mirror a rival of many other tabloid papers like the Sun newspaper. The paper is dated Monday March 17 2003 and priced at 25 pence. The main news events are Michael Jacksons interview with Martin Bashir and the fact that there may not only be one Saddam Hussein on this earth. These stories are newsworthy because the war is currently in the public eye; also the public want to know about celebrities as it refers to scandal on the front page. The main focus on this particular front page is the interview that took place between Michael Jackson and Martin Bashir; it draws your attention straight away as there is a very strong coloured image that is bigger than anything else on the page. This story also gets the lead story headline that the reader is drawn to straight away as the font is black on a white background making it stand out. It is also in block capitals making it easy and clear to read. The coloured image of Jackson and Bashir has been given a third of the page but the whole story has been given over half the page. The headline that reads Split of truth works very well with the still image. The image that has been chosen is very strong because it shows that Bashir has been welcomed into Jackson house like a friend and he has gone and betrayed him. To the reader this is scandal, and then even better there is a very well known celebrity involved. There is also a side headline advertising that if you want the full story of what happened during the interview, there are another four pages that have been dedicated to the story. Over the black background, in white it says Bashir betrays Jacko the reader will want to know how exactly Jackson has been betrayed. This is the main point of this news event that Michael Jackson has been betrayed. This particular story is taking Jacksons point of view in consideration, and is taking the opportunity to only express one view. The interview of Michaels former wife has been used on the front page as this makes the report more believable; when the quote from his former wife was used on the front page it was not finished as this will make the reader want to buy the paper in order to read on. The secondary lead is the one concerning that there may be more than one Saddam Hussein. It has been dedicated about a quarter of the page. Lots of coloured images of Saddam Hussein have been used; making it go very well with the headline title Spot the difference this has been written in white in a stencilled army font. Then it has been placed over a dark background making it clear. The secondary headline is relatively small being careful not to take the attention away from the lead story. Below the headline it say Special report! this suggests to the reader that only this institute has the answers you are looking for and it is special because nobody else has it. Coming of the left hand bottom corner is a magnifier with a brief explanation of what the story is about. The main point of the article is that there is more than one Saddam Hussein, and the angle that is being taken is that the truth will be revealed. The small explanation is very short but suggests that lots of research has been done on the matter, making the evidence believable. The language used for the lead story is very informal as this reading material is for a wide variety of people. The headline Split of truth is almost a play of words to go with the split image, giving the story a less serious side. In this particular story, it has taken a biased angle of siding with Michael Jackson, you can detect this from the way in which the side headline says Bashir betrays Jacko although the paper has taken Jacksons point of view they still dont let the seriousness of the event overcome the story completely so they still refer to Jackson as Jacko a name that has been given to him originally from the media. The language used for the secondary lead is also informal, using words to play with there images like Spot the difference something that the naked eye cannot do, so they are trying to convince the reader that they have the evidence to prove what some say to be right, this almost show a biased angle suggesting that what they are saying is the truth. Humour has been used in both stories with the way it refers to Michael as Jacko and the way in which the secondary story has been set out. It has been used as this get the reader more involved with what they are reading, it is also more likely that it will stick in their head and they will tell others what they have read. The sentence length used for the headlines is short and snappy allowing the reader to remember what they have read. The paper is edited to welcome an audience of different race, class, gender, sexuality and religion. You can see this from any of the stories, nothing has been pointed at any of these issues, nor are there any innuendos that have been made to any of these aspects. The editors have to be careful not to offend anybody in this manor as many of there own readers are of different sex, class, religion etc. It is also open to reader of all ages as they include stars like Jackson who are loved by children all across the glob and the language is in a gossipy form making it easy to read and more fun. The audience are free to make any points they wish to, this is one reason why I believe it is good that the stories are bias, so the tabloid are able to make a reaction something which they would not be able to achieve if both sides of the argument were given. When the audience are reading this they are able to read it in an active way as only one side of the story has been expressed. The front page is set out in a very clear way making it easy for the reader to pick up on something if they disagree with it. The use of colour and catchy headline make the paper appear to be very attractive. On this front page Michael Jackson has been represented in a positive way, giving him a chance to tell his story of what happened. The overall view of the front page is that of the good features that are its focus, which dont just concentrate on one particular story but each one has a good point about it whether it be a catchy headline, attractive colour picture like the one of Michael Jackson and Martin Bashir that gives a strong image to the story or the use of humour, not only used in the main story but used in the second lead to. Excellent use of phases like special report definitely imparts the reader towards the news. The only bad point about this front page was for the secondary lead there could have been some use of quotation for the reader to see, although I think that the image that has been used is enough to make a reader pick up this particular tabloid paper. I believe that this front cover is successful in its target audience because there is something for everyone, it just depends on whether the reader would like to read something light hearted or a bit more serious.

Literature Review Importance Of Motivation Commerce Essay

Literature Review Importance Of Motivation Commerce Essay Motivation has so many definitions, and it has been discussed, assimilated and referred to in many aspects, as people have come to understand the importance of Motivation, Motivation itself refers to in one study as the reasons underlying behaviour (Guay et al., 2010, p. 712). This is a major phrase as it refers to a simple but major fact. That behaviour is promoted and supported by motivation. This means that what we do and how we do it is based on motivation. In the same context Gredler, Broussard and Garrison (2004) generally defines the motivation concept as attributes that propels us to do or even not to do something (p. 106) This means in the right hands and in the right management motivation can ensure that people behave and act the way factors dictate them to behave. A powerful tool that is worth all the man hours spent in researching this element. In the past few decades Human motivation has become a diversified and extremely researched field with good reasons as it plays a major role in todays organisational front. Motivation has comprehensive roots in a varied collection of educational disciplines that has come to play a big part in todays culture some of which is psychology, sociology, education, political science, and economics. In simplified terms, motivation can be defined as, what makes someone do what they are doing (Denhardt et al., 2008, p. 146). The part motivation plays in all these fields has come to be so immense that everyone today respects and tries to understand the depth of motivation. The general view as to the definition of motivation which shows us in a broad way that: (1) motivation is an a goal directed process (Lawler, 1994), (2) motivation outlines the attainment and search of goals (Denhardt et al., 2008) and (3) motivation is environmentally dependent (Pettinger, 1996). Campbell and Pritchard (1976)has explained motivation as being the set of psychological processes that cause the initiation, direction, strength, and persistence of behavior. All these factors have a direct impact on productivity and the positive human influence in the environment. Motivation has been identified as an internal drive towards ones self and not to other people, its is an internal occurrence within ones heart and mind. Sometimes managers have the influencing power to motivate the process, but the said managers cannot control it or wield it (Denhardt et al., 2008, p. 147).Which makes it harder to wield, however if management can make the conditions such it can promote motivation. Its has become important to know and understand as much as possible when it comes to motivation so that management can do everything that is possible to make the environment a motivation zone Also Young (2000, p1) in his studies makes a valued and simple statement, what motivation is depends on who you ask he states. He further suggests that motivation has the depth to be conveyed in many ways and means, and it depends of a persons view point .If you ask a general bystanader the response would be in the lines of,its what drives a person to do what they do or its the force that make us make the small decisions that change the things we do. Hence motivation is the energy within an person that accounts for the level, course, and tenacity of effort spent at work. Again before management decisions that may or may not involve cost is taken it is important that an assessment on which relevant motivators for the relevant situation is assessed and assimilated prior. Again a statement and study that will help managers get the best out of the people states that according to a study by Antomioni (1999, p29), the quantity of energy individuals are ready to put in their work is dependent on the degree to which they feel their motivational needs will be fulfilled. From another view point, people become de-motivated if they feel something in the company or workplace plays a role in preventing them from achieving positive and lucrative outcomes. In another study by Bartol and Martin (1998) they go on to define motivation as a control that reinforces and fortifies behaviour, again stating the fact that motivation drives behaviour, as such drives performance or in most instances the lack of it. Also it is said that the process of motivation is an evolution of moving and supporting goal-directed behavior (Chowdhury.M.S, 2007). It is an internal strength that drives individuals to pull off personal and organizational goals (Reena et al, 2009). Motivation is such a factor that exerts a driving force on our actions and work. According to Baron (1983, p. 123), The main Motivational theories can be divided to two content theories, centred around the hypothesis that all persons share a almost identical set of human needs, and as a whole we are all motivated to satisfy and achieve those needs (Maslow, 1946; McGregor, 1957; Herzberg, 1968; Alderfer, 1969; McClelland, 1988) however other theories have clarified that while the majority of the human beings might have very related needs the standing and the engagement of those needs are different to each other and motivation needs to be adjust accordingly (  Skinner, 1935; Festinger, 1957; Adams, 1963; Vroom, 1967; Porter Lawler, 1968; Kahler, 1975; Locke et al., 1990)this study will look in to most motivation theories that are applicable in this context and review them accordingly. Employee motivation Motivation and Employees go hand in hand in todays context. And there are theories born every day on motivation, how to motivate etcà ¢Ã¢â€š ¬Ã‚ ¦.Most concepts are centred around the hypothesis that persons all share a similar set of human needs and as humans we will always tend to satisfy those needs any way we know how, and at all times. The afore mentioned needs as per the fundamental motivational gurus (e.g., Maslow, 1946; McGregor, 1957; Herzberg, 1968; Alderfer, 1969; McClelland, 1988) Which has started an immediate creation of new theories both proving and disproving these fundamentals. Most theories are centred around the coherent reasoning process and explain that while most human beings share similar needs, the value that is placed in the lives of people for those needs and how those needs are placed is different for everyone, which is a very genaralized way of reasoning; this though process leads in the direction that motivation within individuals is something that is hi ghly subjective in nature(e.g., Skinner, 1935; Festinger, 1957; Adams, 1963; Vroom, 1967; Porter Lawler, 1968; Kahler, 1975; Locke et al., 1990). In a early study in this regards Bassett-Jones Lloyd (2005, p931) has presented the community with two views of human nature and a look towards early research into employee motivation. The primary view emphases on Taylorism, which regarded individuals as fundamentally idle lazy and and work -shy, which has been disproved in the later years from motivators and hygiene factors theories that were formulated. This thought process explained that the said individuals or in the work context employees can only be motivated by external stimuli. The secondary thought process was based on the popular Hawthorn experimental studies, which identified the opinion that workers are motivated to work well for work and nothing else but work, also and not only for the social and financial paybacks, later this motivation was described as internal motivation. It has been said that if you took into account monetary, financial and human capital, the later are more essential and have the capability to ensure an organisation has a competitive edge as compared to the competition (Rizwan et al, 2010). As the human capital is gaining its repute as the most important factor an organisation has in its position, all these studies become paramount in todays context. Employee motivation has become a main item in the to do list for most managers to ensure the increase job satisfaction amongst employees within organizations (Shadare et al, 2009). Motivated employees are said to be responsive of the predefined goals and objectives that he or she must achieve, thus they direct their complete efforts in that direction. Rutherford in 1990 explained that motivation formulates a company more successful because it triggers employees to constantly look and improve practices to do their work, this is vital and extremely important to ensure that the staff are motivated and in a motivated environment (Kalimullah et al, 2010). As motivation and job satisfaction go hand in hand it has been said that, an individulas feeling of being satisfied at work is directly associated with the level of internal motivation of employees that in a chain reaction increases the satisfaction levels of the workers. (Salman et al, 2010) Motivation and performance Motivation and Performance has been linked together for a long time, and managers everywhere are now digging deeper to understand the roots of these theories. As motivation is considered an internal drive, it is important that managers understand what moves their staff to perform. In Beyond the Fringe, Simms is seen to analyse how different companies use tailor made versions of cashless rewards as employee incentives. In todays research it has now been determined that cash is but a quick fix solution to a problem. Simms goes on to say that as Herzbergs described monetary incentives as non-motivators is on the money. Motivation leads to greater employee satisfaction and performance (Simms, 2007).All the more reason why managers should focus on this element in a human resource point of view. When looking at real life examples we consider the study by Whiteling who looks at the cases of Reuters and Salisburys the super store chain to explain the importance it is creating a culture where workers become directly involved in the changes within the organisation.Motivation since it goes hand in hand with empowerment this study becomes a important one. By making a value chain that pays importance to an workers views and used in implementing change, the outlook of the organisation is better understood and accepted and brought in by the employees. This process has positive effects that is it motivates the individuals to support and ensure that the goals and vision of the organisation is met (Whiteling, 2007). Today managers have understood that the silo system of yesterday that had managers in one segment and employees in another made the working environment a de motivated one. A good communication chain and even the grape wine has provided the employee to discuss problems etc, if this fails and communication is halted de-motivation has a way of creeping in. A common thread of communication between employers and employees emerges as a requirement for employee motivation (Simms, 2007; Jakobson, 2007; Whiteling, 2007; Silverman, 2006; Sharbrough, 2006). And studies have shown that motivated staff are more energised and more geared to perform. The majority of studies into this stream show a definite connection with better motivated employees that ture into better performers within the organisation.(Simms, 2007; Jakobson, 2007; Whiteling, 2007; Silverman, 2006; Sharbrough, 2006). In their studies it is suggested that motivation is the process that exerts that a person will be willing to give it their best and their total dedication the ensure that the organisational objectives will be met at every turn. This process can be self driven as well. Robbins and Coulter (2005, 392.) and managers have but one way to ensre that the organisational goals are achieved and that is by ensuring the process of motivation is implemented successfully. Also research dictates that any form of reward will ensure that employees are motivated and thus better perform. (Kalimullah et al, 2010). All organisations use the basic monetary and development pospects and other rewards to motivate employees to work harder and perform better.(Reena et al, 2009). So the age old debate of what motivates employees is being studied and researched to identify what motivates employees. Leadership is the art of getting people to do their allocation of work the way you want them to, as leaders trust among the workers towards you is paramount. And trust comes as well as hard work through motivation and motivated individuals.(Baldoni.J, 2005). Studies show that together both leaders and followers motivate and boost each others moral in successful environments of motivation.(Rukhmani.K, 2010).Motivation is purely and simply a leadership behaviour. It stems from wanting to do what is right for people as well as for the organization. Leadership and motivation are active processes (Baldoni.J, 2005). As per La Motta (1995) it is stated that performance at the work place is directly correlated to motivation and motivation based environment. The above theories all point at the direction that motivation and performance shares strong links, and that if management can identify what motivates their employees, performance can be enhanced, and through which the all-important bottom line can be enriched. Theories of Motivation Motivation due to its importance had spawned many theories and those theories can be broadly categorized as Content theories and Process theories. Content theory Observing the Content theories they rotate in the basic principal that what drives any person to strive to achieve anything or work towards anything is based on the understating people act in a certain manner because all human beings have needs to satisfy, these are the most renowned and spoken of theories in motivation. Nevertheless, there are serious failings in these approaches that can contribute in practice due to the complexity of human nature. Because of this it is imperative that organizational managers know what the workers needs and also have an undersating that employee needs will change and evolve over a time period and also will change from one employee to another. Afterwards the development of a evolving reward system (McShane, Von Glinow 2000, 74.) that will take into account the needs of the employees. In this instance, the ever changing wants of workforces will determine the efficiency of motivations used to motivate them. Needs theory The foundation to motivation and the theory that almost started everything is easily noted kmown and taught in almost every motivational study. This theory was propounded by American psychologist Abraham Maslow; He theorized the famous five stage model of human needs that influence human motivation as this pyramid of Maslow illustrated below: FIGURE1: Maslow Hierarchy of Needs (Griffin2008,438.) The most basic needs are named as Physiological needs such food and shelter that outlines the basis for motivation and are necessary to ensure the continuation of life in its most basic form. The second tier are the needs that are named as Safety needs that are required by persons to feel protected from emotional and physical peril. Companies can establish these needs by providing a secure working environment, by providing job security and added benefits that may include a complete benefit package. The third layer is Belongingness needs are with reference to the need for a connection and group identification persons attain from members of family, friends or colleagues. This includes, to friendship, interactions both social and work environment and belongingness, or acceptance by ones peers. The fourth is the Esteem needs can be described as feeling good about the individual. Self- esteem and personal accomplishment through challenging assignments are part of internal esteem needs whi le nice job titles, recognition, rewards and reputation are external esteem needs. And lastly Maslow speaks of the highest level of the evolution of needs which are Self-actualization is the higest tier of achievement in the Maslows need hierarchy. It suggests that the maximum potential of an individual has been reached. This is a complex need, however, is almost impossible for managers to address as it is completely up to the employees desire to achieve. Griffin (2008, 439.) this suggests that leaders can help foster an environment where attaining self-actualization is possible for instance empower employees to make decisions about work and providing opportunities for self-development. As perceived by Maslow, Maslow resolved that persons are mainly motivated by needs that are unfulfilled in an rising scale. This concept is termed satisfaction-progression process or pre potency whereby individuals will proceed to fulfil a next higher level need only after a lower level need of the hierarchy is fully satisfied. In other words, an individual whose physiological needs are unmet will not escalate to fulfil the next layer i.e. safety needs; instead will motivate oneself to persevere until the currently recognized need is satisfied. (McShane et al. 2000, 67.) What is important when looking at Maslows theory is to note that Maslow informs that you have to satisfy a step by step needs hierarchy. However many state this is not the case. ERG Theory Taking the needs theory into consideration Alderfer reviewed the theory of hierarchical needs by reclassifying the pyramid into three level categories of human needs: The Existence needs combines the first two of Maslows basic needs that are physiological and safety needs. It refers to the essential needs for survival such as the basic food and air and safety, and in a working context safe working environment as well. Relatedness needs is similar to the Maslow aspect of social needs; a need for persons to withstand interpersonal relationships and to feel a string connection to others. The widely spoken Extrinsic motivation falls within this areas as well. The growth needs covers esteem needs and self-actualization of the needs theory. This is a need consisting of the improvement of ones self; develop intrinsic motivation for task through accomplishments; complete meaningful task and be creative. Almost disproving Maslow, Alderfer sates that persons may be motivated by more than one category of needs at the same time where one need appears more central than the other need. This is known to be the frustration-regression process whereby if an individual who is unable to satisfy the growth need will regress to relatedness need which continues to be a strong motivator. (McShane et al. 2000, 68.) Opposing to the theory that states that persons have identical innate needs, David McClelland (1988) contends that some needs differ from person to person and that they are often needs that are learned over time; with some people having higher levels of one need than others. McClelland proposes that individuals are motivated based on three needs: achievement, power, and affiliation. Each person has a certain level of each need and in combination they describe what types of motivation influences would suite them best. Two factor theory Another important theory that will assist this study greatly is Herzbergs theory of motivation affects directly to organisational culture and practices, This theory was formed from an practical research that was conducted on workers to understand and comprehend the amount of job satisfaction. Herzberg stated that factors resulting in satisfaction are shown and understood as motivators, and on the other hand hygiene factors leads to a certain amount of dissatisfaction. He noted that Persons will do their best to fulfil the hygiene factors just to ensure that they are not dissatisfied. However they do not essentially persuade long-term satisfaction. However low or inadequate or the absence of good hygiene factors will cause dissatisfaction in almost all cases. However, dissatisfaction will not result from unsatisfied intrinsic needs nor reduce dissatisfaction when these needs are met. (Herzberg, Mausner, Snyderman 1959, 113-114.) Motivation factors are related to work content while hygiene factors are related to work environment (Griffin 2008, 440.) as summarized below: Motivation factors (Intrinsic) Hygiene factors (Extrinsic) Achievement Recognition Responsibility Work itself Advancement Personal growth Company policies and administration Interpersonal relations Working conditions Salary Job security Status Benefits According to Herzberg et al. (1959, 131-132.), Managers should not relay solely on giving the employees that hygiene factors as this will only motivate them so far, and employees depending too much on extrinsic rewards will only motivate employees for a short time at best. And this will also result in the organisations growth minimisation and profit loss in the long run. The winning solution is for managers to focus on developping more intrinsically challenging tasks and programs, provide recognition and empowerment to employees when motivated behaviour is demonstarted, which are the true motivators, when fulfilled, contribute to long-term positive effect on employees job performance. Process theories The process theories are all about how a person is motivated, this theory revolves around the component of the need, and how that pushes someone to to behave in the way that they do. The secondary and more strong component is people striving towards performance through rewards. Taking an example into consideration individual will see a reward and will display a different set of behaviours. Like working hard and going the extra mile.so this reward turns into a motive for that behaviour. So the employee focus turns towards the reward which is a hygiene motivator. Expectancy theory Victor Vrooms expectancy theory proposes that individual motivation levels depend on factors and he states three predominant factors that are mentioned below, Expectancy (EP) is the theory that informs putting amounts of pressure will ensure that the individual will perform to the best of his or her ability. For this to be a success the individual must have the skills and also the educational background and also the necessary work experience. Instrumentality (PO) this shows that the individuals hard work that leads to performance will lead to a positive outcome. Simply for this to work the individual must understand and belive that his work will be repayed by increase in his wages or promotions etcà ¢Ã¢â€š ¬Ã‚ ¦And the said rewards can vary from intrinsic to extrinsic. Vroom deducted that by using a formula that is seen below an individuals motivation levels can be understood and calculated: Motivation = Expectancy X Instrumentality X Valence This theory believes that motivation exists only when workers see a positive a relationship between the effort that is spent to work and the performance and the awarded reward. (Griffin 2008, 444.) In a nutshell, if the power of any of there factors are zero or insignificant, there will be little or no motivation. If an employee who has the ability to perform well does not expect a reward or does not find the reward attractive, then he/she will not be so motivated to do the job. For motivation levels to be high, all three factors must be high too. It is clear, from the expectancy theory, that incentives play a crucial role in motivating employees. Goal theory In 1968, Edwin Lock concluded that by having a goal present for an individual can be in some instances a motivational factor,(Wofford et al., 1992) and verified Atkinsons (1958) idea that performance and task difficulty were related in a curvilinear, inverse function (Locke Latham, 2002). Locks idea, a seemingly natural outgrowth of Aristotles telos (Barker, 1958), have been supported in a number of studies (Latham Baldes, 1975; RothkopfBillington, 1979; Locke et al., 1990). The main element for this theory was that setting a goal that is not un attainable and specific it can to a certain extent drive and individual to performance, thus creating a motivation factor. Also a goal is a great indicator for an individual to determine the level of achievement as well. Another factor that is a good contributor for the advantages of goal setting is that it gives a sense of team sprit as well as achievement as a team. Specific and measurable performance goals in teams can solidify cohesion, increase performance, and reaffirm purpose (Katzenbach Smith, 2003). Equity theory Social equity theory was introduced by John S. Adams (1963) a simple but brilliant theory that states that most people are happy in relationships in any form only if they get what they give, another way is give and take in equal amounts. (Mowday, 1991),this can mean that a person judges equity by measuring their input to outcome ratio against that of other workers. Adams suggested that we gain our sense of equity through the process of socialization. Therefore according to this theory, someones perception of inequity creates strain which is proportionate to the inequity, and this tension is what serves to motivate individuals to change. Adams outlines six methods to reduce the tension of inequity: (1) altering effort, (2) altering outcomes, (3) changing how people think about effort or outcomes, (4) leave the field (p. 428), (5) try to change the outcomes for others, and (6) change the comparison standards. However, Adams cautions that, Not all means of reducing inequities that have been listed will be equally satisfactory, and the adoption of some may result in very unsteady states (p. 429). Intrinsic and extrinsic motivation What motivates people, Money or something else, this question has been asked by many for the better part of this century. It was identified that there are two main types of motivation, these are called intrinsic motivation and extrinsic motivation. By looking deeper into the multiple theories of motivation, one will find that there are two basic types of motivation: this suggests that and individual can be motivated both internally and externally. Intrinsically motivated individuals show symptoms that they work for nothing else but work itself. (Deci, 1975). Malone and Lepper (1987) have defined it as what people will do without external inducement. Examples for this type of motivation can be taken as serving the country and also the need to be loved. Extrinsic motivation on the other hand is the external factors that make people do something and can be easily identified in many instances (Deci, 1975). Examples of extrinsic motivation are cash, guidelines and laws, and the physical e nvironment. Deci and Ryan (1985) explain that if an individual is intrinsically motivated they can show sighs of creativity and flexibility. And on the flip side extrinsically motivated individuals are more rigid and their behaviour usually is a result of pressure, and low sllf esteem (Scott, 1975; Guzzo, 1979). However both motivator elements are extremely important for managers and can assist in the success of any organisation. From the research into the benefits and other aspects of intrinsic and extrinsic motivation have upon each other, when taking the educational areas in to consideration. It has been found that many students do not find studying to be intrinsically rewarding (Csikszentmihalyi Larson, 1984) and that extrinsic motivation has the exact opposite effect on student achievement than is desired (Lepper Hodell, 1989). In fact, Cameron and Pierce (1994) in their studies have indetified that when an indivudal is praised when they achieve something the motivation in the form of intrinsic goes up And more drastically extrincis motivators not only not motivate people after sometime but can also harm the motivation porcess in the long run. However, Cameron and Pierce also found that reinforcement, unlike reward, does not harm intrinsic motivation (Cameron Pierce, 1994). Factors of motivation There are many factors that motivate individuals, and as the study shows there is no one rule of thumb to motivate someone but a well observed and specific process that is motivation. When looking at research on motivator we see from a sample study with regards to a labour force taking into account seven different countries that was conducted by Harpaz (1991 p.75displays results stating that the best working environments and personal objectives are better pay and the work that one does to be of an interesting nature and this study is a comprehensive one that took into consideration gender and levels across the organisation in review. Quinn (1997) also cited in Harpaz (1991 p.311) concluded, When the ratings of twenty three job related factors (including the need factors) were carried out, the conclusion reached was that no single factor was pre-eminently important. He further pointed out that, The most aspect of the worker job was that of sufficient resources to perform a task. Regardless of the automation of an organisation productivity is a factor that will only be dependant of the motivation levels of its staff. And training and development plays an important part of the strategy to give the staff that motivation that is a major need. One way managers can instigate motivation is to give appropriate information on the sentences of their actions on others (Adeyinka et al, 2007). Cash rewards is considered a incentive; no other incentive or motivational technique comes even close to it with respect to its influential value (Sara et al, 2004). Empowerment Empowerment is and has become as strong a buzz word as motivation. This tool is a carefully planned and processed one that promotes motivation to great lengths. Staffs perform to their best with the sense of belonging, eagerness, and happiness, in empowered organizations. Adding up, they work with a sense of responsibility and prefer benefits of the organization to theirs (Yazdani,B.O. et al, 2011) If the vision of an organisation is success, the trust factor in imperative, and this trust should be kept alive and well to ensure that the organisation is home to a set of motivated individuals, and the trust factor will be a strong motivation tool of enchasing the levels of any organisation (Annamalai.T, 2010). It can make intrapersonal and interpersonal effects and influence on the relations inside and out the organization (Hassan et al, 2010). Empowerment will always be a defining factor in the process to motivation. Empowering makes employees feel that they are appreciated and for making it possible continuous and positive feedback on their performance is essential (Smith, B, 1997) Another positive consequence of empowerment is that will lead any organisation to grow and expand to the maximum. (Smith, B, 1997). Empowerment guides quicker decision of customer issues as employees do not waste time looking for approvals and asking questions but offers solutions. (Mani, V, 2010) Bhatti and Qureshi (2007) informs that employees taking part of the decision making process only makes the organisation stronger (Reena et al, 2009). Sanderson (2003) explains that empowerment is the sole creator of motivation and also is responsible in the creation of positive energy within the organisation (Amin. et al, 2010). Employee participation and empowerment not only direct to efficiency, effectiveness and innovation but they also boost employee gratification, work motivation and trust in the organization (Constant.D, 2001). Recognition Another way of motivating individuals that has an age old history is recognising people for their achievements no matter how big or small they are. In