The Background of Organisational Change Management

The Background of Organizational Change Management Huber, Sutctiffe, Miller, and Glick (1993) led a few writing surveys and found that qualities of an associations situation establish a significant classification of elements that lead to hierarchical change. Disturbance, intensity, and multifaceted nature are ecological qualities recognized as determinants of authoritative change (Aldrich 1979, Huber 1984, Hrebiniak and Joyce 1985, Mohrman 1989). In the Huber, Sutcliffe, Miller, and Glick (1993) investigation of 119 heterogeneous associations, the analysts found that ecological choppiness just as natural intensity collaborating with hierarchical sizes are profoundly noteworthy indicators of authoritative change. In a significant investigation with open segment suggestions, Meyer (1979) found in his investigation of U.S. government money offices that the structure and conduct of open associations are profoundly affected by ecological powers. In another early examination, McKelvey (1982) discovered that most by far of changes in associ ations are brought about by outside powers instead of inward powers. Association Chosen for task According to necessity of this task I have picked a contextual investigation examination of three of the biggest makers in the business: Broken Hill Proprietary (BHP) Coal, Rio Tinto/Conzinc Rio Tinto (CRA) and Atlantic Richfield (Arco). Change factors Following are the fundamental variables engaged with hierarchical change Social Environment Financial Environment Powers inside company Serious weight and individual assets Outside weights Mental components The social condition The resistance, even energy, of numerous officials for huge scope changes in their associations has been animated by improvements inside the field of the board itself. In the previous a very long while a beginning has been made at classifying the standards and practices of the executives, at any rate to a point where one can discussion of the specialty of the board. This improvement has arrived at a point where the main experts and scholars as a rule concur in any event likely about alluring and bothersome parts of hierarchical examples and practices. This implies there is a worked in unique inside the field of the executives which is applying fluctuating degrees of weight on administrators to align their associations all the more almost with the most current conventions. Since business practice is continually developing, the board hypothesis is continually being reexamined, extended, and refined. As senior officials procure another and more profound comprehension about the manners b y which huge undertakings can all the more successfully accomplish their work, they are progressively prepared to explore different avenues regarding change. (Eli Ginzberg, and others, Columbia University Press, 1957) The financial condition The financial condition applies incredible weight on business undertakings to present changes. During the previous quite a few years the American economy has so extended that today it is genuinely a mainland advertise, strengthened by critical interests abroad. The proficient abuse of chances inside a nation as extensive as the United States requires associations that can react continually and rapidly to the necessities and wants of the enterprises and clients they serve. One of the significant powers prompting decentralizationthe exceptional outline of contemporary change in huge organizationshas been the craving of an ever increasing number of enterprises to make the most of the rich open doors offered by the mainland advertise. (Eli Ginzberg, and others, Columbia University Press, 1957) Powers inside the partnership American administration is additionally urged to receive an uplifting mentality toward change by powers beginning to a great extent inside the company itself as it reacts to new advancements in possession, the executives, innovation, and creation. Each will be quickly shown thus. The retirement or passing of a developer of an enormous endeavor is probably going to be trailed by a noteworthy change in the associations structure; the expert administrative gathering is promptly progressively prepared to engage and follow up on proposals for change. They can embrace a progressively target perspective on the association; change isn't a confirmation of their earlier blunders. Truth be told, being proficient directors, they can discover genuine fulfillment in their work just by submitting themselves and the associations they rush to target standards of execution. (Eli Ginzberg, and others, Columbia University Press, 1957) Serious weights and staff assets A significant evidence of dynamic administration is its capacity to see accurately and to react adequately to conditions that require hierarchical and different changes to safeguard the constant productive development of the endeavor. The choice on a fundamental level that a program of progress is required for the since quite a while ago run government assistance of the association is an essential however not adequate reason for activity. The board must establish that the increases will legitimize the expenses. The key contemplations are the serious position and faculty assets of the association. (Eli Ginzberg, and others, Columbia University Press, 1957) Outside weights In setting up a foundation to change, the board must consider, notwithstanding money related and faculty assets, the weights applied on the organization all things considered. Times of financial downturn, which bring enormous misfortunes and dangers of insolvency, as often as possible apply pressure for change. An administration may presume that the companys most obvious opportunity with regards to endurance lies in the quick foundation of significant changes. An abusive outside circumstance may lead staff to acknowledge changes which would somehow or another be arduously restricted and may likewise assist the executives with overcoming whatever hindrances it despite everything holds about entering upon an extreme takeoff from past practices. (Eli Ginzberg, and others, Columbia University Press, 1957). Mental Factors in Change The illustrative materials in the initial part underscore the degree to which hierarchical change depends in the last examination on the capacity of the president and other senior officials to set up new examples of conduct. Just to the degree that they quit acting and responding as they have for quite some time been acclimated and begin reacting in new manners can a program of hierarchical change be effectively actualized. It is in this way fitting to consider whatever bits of knowledge or speculations can be accumulated from psychologythe study of conduct with the expectation that we can more readily comprehend and subsequently control the procedure of progress. Lamentably for these reasons, clinicians have only from time to time fretted about the investigation of coordinated change in various leveled associations, so their work is digressive to the current issue and will demonstrate valuable just to the degree that it very well may be adjusted. (Eli Ginzberg, and others, Columbia University Press, 1957) Change Bureaucratic Organization Hypothesis of Bureaucracy An extraordinary structure of specific skills has grown up around the hierarchy of leadership. Associations have developed in size since they should be capable completely to utilize the new authorities and the specific hardware related with them if the associations are to meet their opposition. As more authorities show up and the association keeps on developing in size, it gets important to assemble workers into units, and the units into bigger units. A portion of the bigger of these units in government have been called authorities, thus the sort of association coming about because of this procedure has been called administration. (These units were called agencies from the French word for composing table or work area.) The incomparable German humanist, Max Weber, was the first to endeavor a methodical hypothesis of bureaucratic association. His perspectives stay critical to us not just in view of his huge effect on American social researchers, yet additionally as a result of the proceeding with legitimacy of quite a bit of his investigation. Weber envisioned an advancement of authoritative structures as far as the sort of power relations inside them. At one outrageous is a basic, moderately no particular sort of association in which devotees give practically unfit submission to a pioneer invested with charismapresumed strange, for the most part mystical forces. Such association was crude as in it depended on confidence in enchantment. Since their privileges relied on their pioneers charm, his quick staff felt unreliable and looked for a firmer legitimating of these rights. Their feelings of trepidation reached a crucial stage at the hour of progression in the authority. Reutilization of strategies used to get a replacement and in this way to make sure about staff rights brought about the traditionalistic type of association. Government would be a model. (Victor A. Thompson, Alfred A. Knopf, 1961) Qualities The bureaucratic association is where science and innovation are applied. With a couple of quickly vanishing exemptions, for example, medication, we can say that the application and advancement of science and innovation rely on bureaucratic association. Present day bureaucratic association is the most beneficial course of action of human exertion that man has up to this point thought up. Its capacity to achieve objective hierarchical objectives has created the best quality of living yet accomplished by man, while permitting populaces to extend immensely simultaneously. Reliance upon exceptionally prepared experts requires arrangement by merit instead of political race or political arrangement. It requires an arrangement of guaranteed professions; in any case, the individual would not contribute the time expected to get specific expertise. It necessitates that the association have an unequivocal and sensibly guaranteed division of work into characterized occupations or workplaces. The prepared pro would not typically permit himself to be utilized as a handyman. Truth be told, the division of work in association generally basically follows the current specializations in the public eye on the loose. Shortcomings As Weber stated, chari

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1. What is implied by the expression medicate misuse: Drug misuse is the utilization of a propensity framing drug that can prompt fixation and reliance; this can likewise cause genuine clinical issues, for example, harm to the kidneys or liver. This can likewise cause mental mischief, for example, pipedream or memory misfortune. A definitive harm it can cause is passing. 2. Other than sedate clients themselves, who are the casualties of medication maltreatment in our general public: Everyone in the group of a medication abuser is a casualty, youngsters are the greatest casualties, and as per an article in the Journal of American Medical Association that lady who are pregnant and use opioid’s has expanded multiple times and that these babies are encountering neonatal forbearance condition which has significantly increased from 2000 to 2009 â€Å"They gauge that â€Å"in 2009 there was roughly one newborn child conceived every hour in the U.S. with indications of medication withdrawal.† (The honest casualties) 3. Rundown the manners in which that cocaine in dependent pregnant moms influences their unborn: Cocaine use during pregnancy rises the danger of stroke and heart harm during improvement and expanded danger of cerebrum d...

Productivity Tools for Entrepreneurs

Productivity Tools for Entrepreneurs There aren’t enough hours in the day to get everything done. Yet, so many successful entrepreneurs do just that. They start a business, run a house, and keep up with social commitments. What’s the secret?The secret lies in our productivity.Thankfully, most of us no longer have manual work to do. Construction, agriculture, and so many other industries require that you move as fast as possible to improve productivity. Think of a line worker at a factory, doing the same task day in and day out. Their productivity is dependent on how fast, and how efficiently, they move.People with desk jobs don’t have to worry about this as much. Our work might have a very different measure of productivity â€" based on how many tasks we get done off our to-do list, how many pages we read or write, or how much money we make per hour.The concept of work smarter, not harder, thus applies to most people who work at a desk. 9-5 is no longer the name of the game. If you can get your work done in four ho urs a day, kudos to you. That is the key takeaway from “work smarter, not harder”.What makes it possible? The right tools. © Shutterstock.com | Max GriboedovWe don’t need to spend long hours typing out thoughts. We can dictate them, outsource the transcription, and have someone do the writing for us. We can use email tools that make it easier to move emails to to-do lists. We can communicate with the entire team through one platform, instead of sending individual emails and then compiling everyone’s thoughts.All these tools help us get our work done faster. They make us more productive. We’ve put together a collection of tools that can boost productivity, and it’s up to you to decide which ones work for you. We will look at tools for 1) project/team management, 2) social media management, 3) time management, 4) file storage, 5) reminders calendars, and 6) email management.   We also give a special nod to 7) an over-arching tool that can help across all these categories.PROJECT TEAM MANAGEMENTThe larger the team, the tougher it is to keep track of emails, thoughts and replies to question. There are too many emails, going back and forth, often losing focus till people have forgotten why the email was sent in the first place. Going back and forth over things on email often also results in people being missed out on in replies, resulting in a lack of communication. Finally, there is no simple way to archive all the conversations in one place, for future reference.Thankfully, there are some amazing tools that can help you centralize all information. No longer will you be going through 20 emails to figure out what John had to say about the new newsletter template.Basecamp © BasecampBasecamp is a web-based, project management tool. Features include to-do lists, text documents, milestone creation, time tracking, file sharing and messaging. It is best for large teams that are working on a project together and want to reduce the back and forth between different software/tools and email.All customers start out with a 60-day free trial. After that, prices range from $20 a month to $3000 a year, depending on the number of projects you need to manage. Basecamp works on Safari, Chrome, Firefox and IE 9+. There are also apps available on the Apple Store and Google Play Store.Trello © TrelloTrello uses kanban, a method that uses cards and boards to represent tasks and projects. Teams can easily move cards around, create lists for cards, and leaves comments or add documents to individual cards. It is best for teams that need to keep track of tasks in a project and want to visually see ideas being implemented. Trello makes it very easy to leave comments for users, assign tasks, and view deadlines on a calendar within the platform.Trello is free to use, and maintains that all main features will remain free to use forever. They have a Trello Business Class level, which charges $5 per user per month ($45 per year per user), as well as Trello Gold (same costs) which can also be attained by inviting new people to use Trello. Trello works on Chrome, Safari, Firefox and IE 10. There are also apps for iOS, Android and Kindle Fire HD.Asana © Wikimedia commons | AsanaAsana is a web platform that aims to cut email communication within teams. Each team gets a workspace, each workspace has projects, and within those projects you have tasks. Tasks can be assigned to people, have deadlines and users can easily attach documents and leave comments. It is best for very large teams or companies that want to cut down on the email flowing back and forth between people. There is a learning curve associated with using Asana.Asana starts at $50 per month for 15 users. Asana has a web-based platform as well as an iOS app.SOCIAL MEDIA MANAGEMENTWith the increased dependence on social media for staying in touch, networking and marketing businesses, it is starting to take over the entire day. Facebook, Twitter, Google+, LinkedIn are just some of the major platforms. It is has become very important that entrepreneurs be able to automate their day as far as social media is concerned so they can handle the flow of information, easily track metrics and stop having to spend hours updating each account manually. All these issues are eating away at productivity, yet can be handled by using one of these social media management tools.Hootsuite © Flickr | Yoel Ben-AvrahamHootsuite is a social media dashboard that allows you to monitor streams across various social networks. For example, if you’re monitoring Twitter, you can add a stream for your home page, one for mentions, one for DMs, another for lists, and also streams across search parameters. All of this can take place on the same screen. It is best for an agency or team that needs to manage multiple social media accounts across social networks, and wants to be able to track analytics. You can also schedule updates in advance. There is a learning curve associated with Hootsuite.The basic platform is free to use but only includes three social media profiles. The business account, with a 30 day free trial, has 50 included, but can go up to 100 and is $8.99 per month. There is also an Enterprise level but pricing information is not available on the website. Hootsuite can be used in the browser, or via the iOS or Android app. There is also an extension available for Chr ome.Buffer © bufferapp.comBuffer is a social media posting tool that allows you to both buffer your updates over a period of time (for instance, over the course of a week) without having to be on the social network daily, and keeps track of analytics for each post (number of clicks, replies, impressions etc). It is best for people that love analytics and want to be able to keep track of how much traction each update gets. It is also recommended for people who don’t want to log in every day to schedule tweets or Facebook posts, as Buffer allows you to schedule up to 200 updates in your queue.A free plan allows you to connect one profile for each social network and queue 10 posts each, but the Awesome plans (at $10 per month) allows you to connect up to 12 profiles and queue 200 posts. You can also add a team member, connect RSS feeds and much more. Buffer is available via web app and iOS/Android apps. Most websites/apps that allow social sharing have the Buffer option available, so you can ea sily add tweets/updates to your Buffer queue directly from the article/page you want to share.TIME MANAGEMENTHow many times have you looked at the clock and realized that half the day has passed you by without getting anything important done. Bad time management can severely impact productivity. Time management issues are often caused by not knowing how to prioritize the day and not being able to focus enough. These apps can help you reclaim your day.Rescue Time © RescueTimeWhere does your time go? With Rescue Time, you can now keep track of what you were doing on your laptop or computer. It tracks your computer and Internet usage and gives you weekly reports, a dashboard to view your day on, and allows you to set goals. It is best for people who want to know what they spend time on. You can keep track of time spent on social media sites and email, to help you narrow down on where your time management issues lie.Basic features are free to use, but you can upgrade at $9 per month and block distracting websites, track time spent away from computer, get more detailed reports etc. Rescue Time works on Mac, PC, Linux and Android supported devices.Focus Booster © FocusBoosterFocus Booster uses the Pomodoro technique to help you track time, take breaks and much more. The pomodoro method keeps you focused for X amount of time (usually 25 minutes) followed by a 5 minutes break. You can track each session, and file it under client accounts, so you can keep track of how much time is spent on each project. It is best for people who struggle to stay focused while working, and want to track timesheets.Cost: The basic desktop and online timers are free to use, but at AUD2.99 per month you can access all the features and get unlimited data retention. You can use Focus Booster on your desktop via the web app, or download the software to your desktop.FILE STORAGENo longer are you limited to using USB sticks or email to get files from one person to the next. With cloud storage becoming a popular solution for most companies, you should now be looking at storing all work related materials in a way that anyone in the organization (with access) can access the files without too much hassle. This will save time as you won’t be uploading the file to your email for the nth times, be able to access files on the laptop, iPad or phone, and be able to share a simple link if you want to allow someone else to read it.Dropbox © Wikimedia commons | Dropbox, Inc.Dropbox allows you to store files, images or videos in the cloud. You sign up for an account, and can access the files from your phone, tablet or computer. You can share files or folders as well. It is the go-to solution for cloud based storage, allowing you to sync across devices easily. Keep backups of your phone, work files or pictures and never worry again. It is a great solution if you constantly have to share documents with team members.Dropbox for Business is $15 per user per month. Dropbox is available via the web platform, desktop, and on iOS and Android.Google Drive © Wikimedia commons | GoogleGoogle Drive is Google’s solution to cloud storage. Everyone with a Google account has a Google Drive account as well. Just like Dropbox, you can store and share files and folders in the cloud. Google Drive also integrates with Gmail and Google Apps. Just like Dropbox, Google Drive is perfect for teams that need to collaborate on documents and files.You get 15 GB of free storage to start off with, but starting at $1.99 per month you can get another 100 GB. Google Apps users that are paying for the service pay slightly different rates under the Business plans. You can access Google Drive via desktop or laptop, and on your iOS and Android devices.REMINDERS CALENDARSSo many of us rely on paper lists to get our daily work done, but it’s not the most efficient way of organizing your day. Paper lists have to be transferred to calendars if deadlines are attached, and can also easily get lost. Here are some apps that turn the simple to-do list into a lot mor e.Cal Any.Do © AnyDoCalCal and Any.do are actually two different apps. Any.do is the list-making app, which allows you to set deadlines, add sub-tasks and keep track of things you need to get done on any day. Cal is the companion calendar app which syncs with Any.do to add your date-defined tasks to your calendar automatically. The combo is best for people that want to use a to-do list to prioritize tasks, but don’t want to have to manually sync with a calendar service.Both apps are free to use. Cal is available for Android and iOS, as is Any.do, Any.do also integrates into Gmail, and has a Chrome extension and web-app.Wunderlist © Flickr | Gustavo da Cunha PimentaWunderlist is a list-making app that lets you create and share lists with other people. You can access public lists, leave comments on tasks, or sync across devices. It is a great option for people who need to create collaborative to-do lists.Wunderlist is free to use, but Wunderlist Pro starts at $4.99 per month with unlimited sub-tasks and files. Wunderlist for Business starts at $4.99 per month per user and has even more features. You can download Wunderlist for your computer (Mac and Windows), or download apps for iOS, Android and Kindle Fire.EMAIL MANAGEMENTMost of us struggle with our inboxes on a daily basis. Too many emails coming in; and not enough time to go through all of them. Many of us use our inbox as a to-do list, but end up monitoring the inbox all day and waste time answering unimportant emails as a result. Here are a few apps that allow you to take control of your inbox.Boxer © BoxerBoxer is an email management app that allows you to regain control over your inbox. Using swipe gestures, you can move emails to Evernote, archives, trash or lists (among other options). This allows you to move through your inbox quickly, highlighting the important tasks that must be address today and moving the remainder to tomorrow or later. Since Boxer supports more services than Mailbox, it is better for people looking to connect work accounts. It works for Exchange, Gmail, Yahoo, Aol, Outlook and iCloud accounts. Boxer also integrates with Sanebox, another email management app on this list.Boxer is free to use, but with basic features. You can buy the app for a one-time fee of $9.99. Boxer is available for iOS, Android, and Kindle Fire.Mailbox © MailboxSimilar to Boxer in many ways, Mailbox also uses swipe gestures and allows you to move email around. You can archive, delete, or snooze (the email comes back into the inbox at a later time) an email. The difference is that with time, Mailbox learns, so it will automatically start applying actions to emails based on your previous actions. Mailbox and Dropbox work together for seamless integration. It is best for people who use Gmail, Google Apps, or iCloud email (as those are the only ones supported).Mailbox is free and is available on iOS and Android devices but also recently launched an OSX version.SaneBox © SaneBoxSimilar to the previously mentioned Boxer and Mailbox, Sanebox reduces the volume of email you deal with daily by allowing you to move messages easily to “work on later” lists. It learns from your actions and moves less important emails to a SaneLater folder, which sends you a summary of emails in it. This allows you to focus on only the important emails. It is the best solution for people who get hundreds of emails a day, and want to get through them quickly, but are willing to pay the price.Sanebox is a lot more powerful as it supports almost every email provider and works on any device or operating system. There is a 14-day free trial, but the actual software/app is charged $7 per month for 1 email account, $12 per month for 2, and $36 per month for 4. The amount of attachments and other features also vary with the level you pay for.Hopefully this comprehensive list of productivity apps and software can help you get the most out of your day. As mentioned earlier, the y all offer different features and it might be necessary to play around with some of them to figure out which fit well into your daily requirements.

Effects of Incarceration - 4009 Words

Incarceration can have multiple profound effects on a person. While the goal of incarceration is to rehabilitate the person to follow laws, the result is often isolation and loss of valuable resources that a person needs to maintain a positive role outside the prison system. Many people are affected by the incarceration of a person, from the family, to the community and employers, to society in general. Here is a brief look at some of those affected by a persons incarceration. 1. Children * The worst effects of incarceration can be found in the children of those who are in jail. The children can develop feelings of anger and abandonment. These feelings can be directed to other children, law enforcement or to the other parent.†¦show more content†¦84). Typically, a child faced with the social stigma of paternal incarceration will often also encounter embarrassment and shame, which may in turn further inhibit the ability of the child to adequately adjust to the anxieties resul ting from the separation through incarceration (Hannon et al., 1984; Lowenstein, 1986). The deleterious effects on child behavior, of course, are that prolonged periods of shame and embarrassment may promote depression or behavior typical of withdrawal, such as an unwillingness to engage in social interactions. Unlike other causes for paternal separation, paternal absence due to imprisonment is a multi-dimensional phenomenon, which takes on different meaning depending on the manner in which the particular cause for the incarceration is perceived—either as being â€Å"normatively approved† or as â€Å"bearing a stigma† (Lowenstein, 1984). While there is a correlation between paternal incarceration and subsequent child behavioral, emotional, and psychological problems, these concerns may not necessarily be the sole result of the separation, per se: maladaptive behavior could have existed at the time of incarceration because of faulty parenting structures. Gabel (1992) hasShow MoreRelatedThe Effects of Incarceration2966 Words   |  12 PagesRunning Head: EFFECTS OF INCARCERATION ON BLACK FAMILIES The Causes and Effects of Incarceration on Black Families Jasmine Myrick Prof. Marsha Allman The College of New Rochelle Abstract Mass black incarceration has a myriad of effects on the culture and society of black communities across the nation. This paper examines these effects, including the reasons for black male incarceration, the widespread nature of it, the effects it has on black women, children and the community. The researchRead MoreThe Effects Of Incarceration On The Brain Essay1493 Words   |  6 Pageswithin prisons by an order of magnitude. With this rising statistic, it becomes increasingly urgent to understand the effect of incarceration on our prisoners and whether the reformation process is actually doing more harm than good. Advances in Psychology offer us a greater lens to study the tangible effects of incarceration on the brain and whether there are long-term side effects that could persist well after release. It is crucial to understand these negatives as the repercussions of ignoranceRead MoreEffects of Incarceration on a Marriage500 Words   |  2 PagesThe Effects of Incarceration on a Marriage Since 1970 the rate of incarceration has more than tripled in the United States alone. In may urban cities such as Washington D.C., it has increased five fold. But statistics do not reveal what it is like for the children, wives, and parents of prisoners. It certainly does not show how the increasing numbers of inmates on the inside are having a profound effect on the outside--reaching deep into the family and community life of urban american families.Read MoreEffects Of Mass Incarceration1871 Words   |  8 Pagespopulation with mass incarceration, especially for African American women. African American women are being incarcerated at all time high, and there should be a national outcry for these women. When women are incarcerated, she is labeled and stigmatized by their incarceration. Society views incarcerated women as deviant who has gone against social norms. However, research and data has shown that more men are imprisoned, but women serve longer sentences for the same charge . Incarceration is time for self-learningRead MoreThe Effects Of Incarceration On Life After Incarceration1301 Words   |  6 PagesAdjusting to life after incarceration can be a very long and difficult process to overcome. There are many obstacles people face when returning home for the first time in years. Most people generally come home to nothing and have to try to make a life out of it. As an ex-con you face stigma, lack of opportunities and the constant risk of recidivism. Recidivism is the ongoing cycle of incarceration. You continue to be in and out of prison because you cannot successfully re-transition into societyRead MoreEssay on The Effects of Incarceration on the Family1190 Words   |  5 Pagesgrandparents, and how it is affected by the incarceration of a family member. Bowen’s family systems theory suggests that whenever one of the parents are experiencing a difficulty, such as incarceration, the other members in the family system will feel the pull of this stressor and will have to adapt to the new circumstance (Bowen, 2013). Each part of this project looks at a different family member in the family system and explores the possible effects of incarceration on their own life and how the systemRead MoreMass Incarceration And Its Effects On Society1492 Words   |  6 Pagessocietal and economic damage caused by America’s now-40-year experiment in locking up vast numbers of its citizens. (The Editorial Board) The standard way of thinking about mass incarceration has it that mass incarceration is putting a stop to crimes. Today it has become common to dismiss the truth about mass incarceration. The Editorial Board of New York Times Magazine acknowledge that America`s imprisonment population has progressed to about 2.2 million (the Editorial Board). The Editorial BoardRead MoreThe Effects Of Substance Use And Incarceration894 Words   |  4 PagesState s long and complex history of substance use and incarceration. Some could make a strong argument that our country s battle against substance use has been a misguided, ill conceived, expensive, and discriminatory attempt which produced inauspicious results. The War on Drugs and Deinstitutionalization are two such attempts. This paper will analyze how these policy blunders have formed a strong association between substance use and incarceration, how current practice and research is attempted toRead MoreThe Effects Of Parental Incarceration On Children Essay2818 Words   |  12 Pagesto the relationship between parent incarceration and adverse outcomes in children are born from the loss of contact. The research explored in this writing illustrates the significant focus on the varying views regarding the impact of maternal and paternal incarceration. Research on the views of children on the issue, long term effects as well as health implications is considered. Views of the Victims The bulk of research on the topic of parental incarceration has the weakness of overlooking theRead MoreThe Effects Of Parental Incarceration On Children3942 Words   |  16 Pages The Effects of Parental Incarceration on their Children Darlene Oliver May 4, 2016 The University of the District of Columbia Introduction The number of children with incarcerated parents continues to increase, thus the long-term ramifications of parental incarceration has become a topic of interest to many concerned people. In addition to understanding the effects of parental incarceration on children, school officials and penal institutions must be involved

Argumentative Essay On Abortion - 1214 Words

Introduction Abortion is a polarizing topic that everyone will have their own opinion on. Abortions have an increasing number of cases all over the world. All of these cases have factors such as social economic issues. As the Merriam-Webster dictionary mentions, the termination of a pregnancy after, accompanied by, resulting in, or closely followed by the death of the embryo or fetus: such as a spontaneous expulsion of a human fetus during the first 12 weeks of gestation. Since abortions is much of a controversial topic, there are many sides to it. The two main sides/groups are pro-life and pro-choice. According to the article â€Å"Pro-Life vs. Pro-Choice, a person who is pro-life believes that the government has an obligation to preserve†¦show more content†¦When rape happens, one didn’t intend on having/keeping the kid. So, therefore, abortion must happen. According to a â€Å"national sample of women† it states that there was an estimated of 32,101 pregnancies result from rape each year. 50% of those women underwent abortions. According to the fact sheet that Guttmacher Institute has provided online, it states that in the years of 2010-2014 the abortion number were statistically significant. In most developing countries, there have been 49.3 million abortions. Advantages Of Abortions Aborting an unexpected child gives young women a chance to finish/pursue their education. According to article/blog â€Å"The Drop Out Crisis and Teen Pregnancy† written by Olivia Marshall states that back in 2011 1.3 million high school students who dropped out; 30 percent of girls cite pregnancy or parenthood as a key reason of why they left school. Cause a young woman may not have the resources to still be in school be able to take care of the child. Abortion has also been a help to women with health problems. Women who have diseases such as heart disease, hypertension, and anemia have been able to avoid serious medical complications with abortions. There are many other advantages. Parents used this method to control the family size. Such as being in a family of 6, you feel like having another one is too high so you abort it. Rape victims also use abortions as an advantage. Rape victims wouldn’t want to keep the unborn child becauseShow MoreRelatedAbortion Argumenta tive Essay : Abortion934 Words   |  4 PagesJensen English April 29, 2014 Abortion Argumentative Essay On average about 41.6 million unborn children are aborted every year. Abortion is killing an unborn baby and it should be illegal. Abortion is wrong because it supports irresponsibility by parents. It gives the unborn children no choice or opportunity at life. In addition, instead of abortion, parents could put up the child for adoption, benefiting people that cannot have children of their own. Abortion supports irresponsibility byRead MoreArgumentative Essay: Abortion1075 Words   |  5 PagesIn my argumentative Essay, I am arguing that abortion is wrong and not to be mistaken with Abortion should be made illegal. I will explain later why I have made this statement. Abortion is the termination of an unborn child in its mothers womb for up to twenty four weeks of the pregnancy or in special circumstances e.g. Disability diagnosis a termination right up until the mother goes in to labour. I think the above definition is an easier and less harsh way of saying that abortionRead MoreAbortion - Argumentative Essay1093 Words   |  5 PagesARGUMENTATIVE ESSAY ‘ABORTION Our world today is full of unsolved, devisive and controversial issues. Most of them relate to our morals, ethics and religion, thus creating a very strong ‘yes and ‘no, or ‘good and ‘bad side. Like the Chinese Yin and Yang sign, abortion has a very prominent ‘black and ‘white side but also contains traces of each in the alternating colour. This shows that if you were to come to any kind of conclusion on abortion, there would still be a downside toRead MoreArgumentative Essay On Abortion1304 Words   |  6 PagesIn this argumentative essay I would like you, the reader to consider a public issue from my perspective and my belief system on the matter. I’ll be supporting my view on a common and overlooked procedure conducted by women and medical doctors within a walk in clinic and home. This procedure is known as an Abortion, also known as a voluntary abortion. The definition provided by Dictionary.com is  Ã¢â‚¬Å"the removal of an embryo or fetus from the uterus in order to end a pregnancy.† There have been manyRead MoreArgumentative Essay On Abortion1380 Words   |  6 PagesAbortion the deliberate termination of a human pregnancy, most often performed during the first 28 weeks of pregnancy. Abortion is one of the most common medical procedures preformed in the United States each year. More than 40% of all women will end a pregnancy by abortion at some time in their reproductive lives. Abortion, it is simply the one of the most debated issue in our society today. â€Å"Is abortion bad?† â€Å"Is the fetus a baby?† â€Å"Why is it bad to kill a fetus if it’s not living?† The simpleRead MoreArgumentative Essay On Abortion1546 Words   |  7 Pagesmother.† Abortion is the way of ending pregnancy by removing the fetus or embryo before it can survive outside the matrix, which can also allow women to choose whether they want to become a mother or not. However, people have developed the controversy about abortions. Abortion debate is an ongo ing debate which has involved moral, legal, biological and religious status of the induced abortion. In this controversy, there are two groups emerged. The group of people who hold the opinion that abortion shouldRead MoreArgumentative Essay On Abortion1364 Words   |  6 PagesAbortion is known as the termination of human pregnancy. There are mixed opinions from the public on whether abortion is considered murder or not. This topic has always been controversial and there is no sign of it being left alone. There are two groups of people related to abortion. Those are pro-life and pro-choice, pro-life oppose abortion and pro-choice is for abortion. There have been many court cases on the topic of abortion, such as Roe v. Wade, Doe v. Bolton, Baird v. Bellotti, and HarrisRead MoreArgumentative Essay On Abortion1011 Words   |  5 Pages Abortion is the termination of a human pregnancy. â€Å"More than 60% of the world’s population lives in countries where induced abortion is permitted either for a wide range of reasons or without restriction as to the reason. In contrast, 26% of all people reside in countries where abortion is generally prohibited.† as stated by The World’s Abortion Laws Map. Abortion is appalling and should be outlawed. Not only is it the excretion of a fetus, what a baby has developed from, from the uterus by naturalRead MoreArgumentative Essay On Abortion979 Words   |  4 PagesAbortion is one of the most well-known and debated topics in today’s society. Although so many people seem to have such a strong opinion on abortion, there are many teens today who don’t really understand what abortion actually is. With today’s technology, though, our understanding of it is also growing. According to Merriam Webster, abortion means the termination of a pregnancy after, accompanied by, resulting in, or closely followed by the death of the embryo or fetus. (https://www.merriam-websterRead MoreArgumentative Es say On Abortion964 Words   |  4 PagesTexas Abortion As a sophomore, you are used to getting texts asking about what homework is due tomorrow. I never expected to get a text from my best friend saying she was pregnant and scared because she did not know what to do. I grew up in the catholic faith, and pre marital sex is not accepted, and abortion was blasphemy towards life. But my best friend grew up in a pro choice family, and later told me that she received an abortion. I was confused about her choice and how it was legal for her

It 236 Navigation Checkpoint Free Essays

Check Point: Navigation University of Phoenix/Axia IT 236 January 11, 2010 Benjamin Reine Well the design of my page really is going to be determined on the amount of time I have to complete the assignment/ webpage. I would like it to function like a lot of the website which I go to. I will try to explain the things they do right and the things which are annoying but are set the way they are for security reasons. We will write a custom essay sample on It 236 Navigation Checkpoint or any similar topic only for you Order Now The first website I will describe is the PayPal website. I visit this website a lot (I have been doing a lot of shopping on eBay lately) and have come to love how easy it is to navigate their website.They also seem to have a lot of security built into their website. For instance if a user sits around on one page for too long it will automatically sign them out and they will have to sign back in. I think this is a great security feature, although it can be a little annoying to have to sign back in. This feature is only useful for banks and websites that deal with sensitive information but I feel my website should not feature that but still have some sort of security feature in it. At the current moment I do not know what security features to use with my web page final.Another website I visit a lot and have many features I want to include in my assignment is tiger direct and Newegg. The way the website is setup is awesome and easy to use. Everything is so organized (which is how I want my website to be). They have some flash animations playing showing deals and contests and also have gifs. I included a picture of Newegg’s layout (that is the main page when you first enter the website) and as you see at the top of the website are the categories of everything on the website. As you go over each you section on the top the open to reveal items for that specific section such as computer parts having towers, DVD drives, hard drives, etc. Electronics would have consoles, televisions, mp3 players, etc. This is how I would like my website to function but the way it seems it may not come to be (I do not know how to create a java menu like that) due to time restrictions and self doubt. Maybe I will get over it and try it but maybe not (time constrictions are the getting the best of me). Another feature I would like to include in my webpage’s is the contact me section at the bottom of a lot of websites.This is important because this would be how users and patrons get in contact with you if problems persist or they want to give suggestions on how to make the website much better. It would include an email or two and maybe a telephone number to get in contact with. Another feature that I saw that really interested me was the way that tiger direct and Newegg’s websites both try to incorporate thee users into contests so they may come back to the website to purchase more items (it is kind of like a advertisement per say) and garner more revenue.This would be a great feature to add to a lot of websites (many of which need this kind of thing but never incorporate it). I would add such a thing but since the website is an assignment I will not add it. The last thing that catches my attention on these two websites is the way they use their fonts and wording. I like the way they are setup and how they flow with the page and are not all over the place. I think the website users times new roman as its main font but I may be wrong.I will be using times new roman and probably comic sans for my final. I think it would fit with the type of website that I am trying to do here. I just need to figure out how to incorporate webpage’s to pop up when they are chosen (like going and clicking on forum and it should take you to forum; I do not know how to do that yet). Hopefully by the time week 9 is around to me I can figure it out if not I will instant message my teacher in order to receive some help. How to cite It 236 Navigation Checkpoint, Papers

Gender Equality In Sports Essay Example For Students

Gender Equality In Sports Essay How is it fair that a mens college basketball team is able to be transported on planes and dine on steak, while a womens team from the same college, travels in a van and eats fast food? Its not, but this occurs often nowadays even with laws passed preventing this type of discrimination. In 1972, Congress passed Title IX, which prohibits discrimination against girls and women in federally funded education, including athletic programs (Kiernan 3). Many schools and colleges have not been able to comply with the Title IX standards mostly because of money. Some of the problems in high schools and colleges consist of insufficient scholarships for girls, not enough coaching jobs, a lack of equipment, and a limited amount of supplies. Not only does this inequality in athletic programs exist in both schools and colleges, but it is also prominent in many professional sports. After more than 25 years since the beginning of Title IX, there still is no gender equality among men and women in high school, college, and professional sports. Passed in 1972 by United States President Richard Nixon, Title IX was supposed to give women equality in sports, yet in the year 2001 there is still little difference in the way women are treated in sports. No legislative act has had a more powerful impact on the world of sports other than Title IX. Before Title IX was passed, only 31,000 women participated in sports, but in 1997, 120,000 women were active in sports around the country (Wulf 1). Title IX is now synonymous with women trying to find equity in athletics, but it originally had nothing to do with sports. It was a part of a larger legislative act passed to avoid any type of discrimination in the school system (Kiernan 1). Since 1972, the original purpose of Title IX has been clouded by media battles and a whirlwind of misinformation. Until the law required compliance, many schools did not take Title IX to be a serious legislative act. Compliance was not required until 1978, thats six years after the law was first instilled into the American culture. The department that leads the battle for compliance was called the Department of Educations Office of Civil Rights, or often called OCR for short (Wine 1). All institutions receiving federal funding must comply with at least one of three specific criteria. One of them that they could choose is identified as proportional representation. Another is that the school shows a continual progress towards gender equality. The third one that a school could prefer to follow is accommodation of interests (Almond 5). Even though institutions are required by law to meet one of those terms, a school rarely complies sufficiently with Title IX. In fact, at a few schools certain opportunities have diminished for women. Since Title IX was passed, womens teams, at some schools, have shrunk due to death of field hockey in 1991 (Pinney 2). Although it is not required for schools to comply, funding for womens teams have not been equal either. Money is usually a problem with many things in life, one of them also happens to be gender equality. Colleges and universities spend an average of $1.6 million on the mens athletics program. Yet, the womens athletic teams receive nearly half that amount (Almond 2). Women should not be receiving half the amount that a mens team gets just because their sports are less popular than mens. A schools main objective may be to promote the mens team first, to get out of a deficit. Then they may be able to finance the womens team with the money they make from the mens sporting events. That is not an equal or fair solution. It would take years to pay off a deficit and then sufficiently finance the female athletic programs. Numerical equality would take a vast quantity of public tax money in addition to the financial assistance that now pays for most of womens sports. Universities increased its support of womens athletics over the years but a ccording to Ellen Voelz, a womens head coach at the University of Minnesota, thats not enough. The excessive spending in the mens athletics must be addressed (Pinney 5). If the excessive spending for the mens teams is not being addressed, the least a school could do is offer the women more programs. The opportunities for women in colleges have increased somewhat over the past 25 or 30 years. In 1977, women were offered an average of 5.6 sports teams per college. In the year 1996 women had an opportunity to participate in an average of 7.5 teams (Wulf 1). Women now are able to look for a professional career in some of those sports. Although, two sports is not much to look forward to when there are at least a hundred female sports. Basketball and soccer are the only two womens widely known professional sports. The WNBA and the Womens World Cup winning Soccer Team are the only two current professional sports. Women who seem to earn less respect than the players, are the coaches of the female teams. A coach for an average college womens team earns, on average, about $32, 736 per season. Once again, the mens teams get twice as much as the womens team does. A coach of a mens team earns about $66, 953 (Almond 2). How is that fair? Any coach, who takes time out of his or her life to assist and teach a young group of kids, deserves respect. It doesnt matter if their team makes more money than another. A college or high school should have teams and coaches that are compensated equally. Due to the poor pay that comes with the coaching of a womens team, coaching for girls is down. In just two years, the number of coaches went from 49.4% to 47.7% (Wulf 2). Within the next 25 years, at this rate, coaches of womens teams will be nearly gone. Even if the opportunity is there, no one will want to take it. Another thing a true coach does not like to see is their team being treated disproportionate to others. When it comes to scholarship money and scholarship opportunity, women are not given a fair chance to live their dreams. Young girls dream of, one day, being able to play the sport they adore for the rest of their life. For many adolescent girls this dream many not seem at all possible, perhaps because of their own financial status at home. Scholarships are supposed to provide financial assistance to those who need and deserve to have a superb education. Scholarships could also be used to reward students for their outstanding achievement in the field of sports. Women received $142,622,803 less scholarship support than their male counterparts during the 1995-1996 scholastic year (Wine 2). Women are merely 30% of scholarship money; that leaves 70% of the scholarship money for the men to spend. The 70% of leftover scholarship money certainly does not go to the womens equipment and supplies. Determining the compliance for the provision of equipment and supplies involves evaluating six separate things. Quality, suitability, quantity, availability, maintenan ce, and replacement must all be taken into accord when following a compliance policy (Compliance II-7). Full compliance, in this area, should be considered complete when around the same percentages of male and female athletes are provided the same equipment of the same quality and quantity. Most colleges seem to comply with this section of compliance, but high schools do not sufficiently meet these standards. A high school softball team receives the boys old equipment that has been in circulation since the 1980s. The equipment is falling apart, held together by various objects, such as string and shoelaces. How is that considered being in compliance with the federal regulations? It is impossible for the females to compete and play at their full potential with the mens older jerseys and equipment. For the new professional sports, such as the WNBA, they are encountering the same discriminations and problems. Heading into its fifth season the WNBA has rising stars and loyal fans but lo w ratings, poor attendance and no salary equity has led to an expected downfall. No other womens league with teams nationwide has ever made it to its fifth year (Anderson 68). Although most of the fans are female, they are more dedicated and loyal to the teams; even in wins and losses. The dedication of a small group of people does not make TV ratings and help pull in sponsors. With a ticket costing only $15.50 to attend a WNBA game, compared to $51.50 for the NBA, there is barely a chance of promotional success for sponsors (Anderson 68). Although the WNBA players arent looking for big cash like the NBA, they are still looking for a little respect. The WNBA is a single entity league; a league that pays and controls salaries, no free agencies, and absolutely no negotiations (Anderson 70). The entire WNBA league has a $12 million payroll, which is not the problem; the problem lies in how it is distributed (Anderson 70). There is no doubt that they are playing for love of the game. Th ey enjoy the fact that they are doing what they love all year round, and then being paid for it. All they are seeking is a little respect from people who dont think they can make it. In years to come, they will prove just how amazing they are. Once advertising companies find out how amazing these athletes really are, all they are after is turning them into a sex object. It is not often that you see men being flaunted off by certain ad companies such as Nike and Reebok. Men are generally praised for talent not for their body and beauty. The 2000 Olympics in Sydney, Australia was an advertising frenzy for many companies. The world knows Marion Jones strive for five gold medals, yet some only remember her for her revealing Nike ads. She may be a beautiful woman, but she also has an incredible talent. During the 1998 Womens World Cup Championship, Brandi Chastain scored a game-winning goal. After she scored, she threw off her shirt in excitement. The picture of Chastain on her knees, sc reaming and with no shirt on remains in everyones mind. People dont remember her for her performance that hot summer day, they remember her removing her shirt. Why wouldnt a company show an ad that flaunts her talent instead of her body? Its just not the way the world sees women in sports. Men are not viewed like that; it is another one of the many problems in sports today. Many pessimists view the world of sports as a mans domain, not to be intruded by women. What about the young girls who have nothing else to find hope in? Women are in sports and they are going to remain there until they have reached equality and beyond. Still, no gender equality exists among men and women in sports even after 25 years since Title IX was put into the American culture. Women in athletics are not treated at all equal to the male athletes. They are not paid the same, given the same equipment, and everything in between. The womens teams receive half the amount of funding that mens teams do. Coaches of the female teams are also paid half as much. Title IX was put into place to prevent discrimination, but schools are rarely complying with all the suitable standards. Women are also viewed very differently in sports. They are only advertised as sexual objects, not at all for their talent. Many women are fighting back and getting the respect and representation that they deserve. They have been fighting in court, using Title IX as their defense, and many judges are granting women what they want. Those disappointed in the Supreme Courts unspoken approval of Title IX wont like this further prediction from a female head lacrosse coach, You aint seen nothin yet!(Pinney 1). Work Cited Almond, Elliot. Title IX 25 Years Later, Women Athletes still a Step Behind. The Seattle Times. (22 June 1997): 5 pp. On-Line. Internet. 3 May 2001. Available: ;a href=http://www None_Provided EssayKiernan, Denise. The Little Law that Could. Feb/Mar 2001: 6 pag. On-Line. Internet. 5 May 2001. Available: ;a hr ef=Http://www.umi.com/proquest;Http://www.umi.com/proquestPinney, Gregor W. Equality for Female Athletes Lags. Star Tribune. (8 Apr 1992): 6pp. On-Line. Internet. 3 May 2001. Available: ;a href=Http://www.umi.com/proquest;Http://www.umi.com/proquestWine, Elizabeth. Title IX effort no 10. Birmingham Post-Herald. (19 June 1997) 3pp. On-line. Internet. 3 May 2001. Available: ;a href=Http://www.umi.com/proquest;Http://www.umi.com/proquestWulf, Steve. A Level Playing Field for Women. Time. (1997): 3pp. On-Line. Internet. 3 May 2001. Available: ;a href=http://www.provlib.org/elibrary/frames.htm;http://www.provlib.org/elibrary/frames.htm

The Beach By Alex Garland Essay Example For Students

The Beach By Alex Garland Essay Jason Black The Beach by Alex GarlandAs for me Im fine. I have bad dreams, but I never saw Mister Duck again. I play video games. I smoke a little dope. I got my thousand yard stare. I carry a lot of scars. I like the way that sounds. I carry a lot of scarsThese are the words which Richard uses at the end of The Beach to summarize just how he feels after the experiences he had gone through during his time spent there. Just reading this conclusion alone instantly makes me feel that a lot has happened to this character which has changed the way his life was running until then. After reading the whole novel, I discovered that the events which caused this, not only made him change his thoughts on life, but also caused a breakdown of his mind which eventually lead to hime becoming insane. In this evaluation, I will investigate how Richards search for paradise eventually leads to the destuction of his sanity. We will write a custom essay on The Beach By Alex Garland specifically for you for only $16.38 $13.9/page Order now There are three main thems which I will deal with, the first being curiosity and ambition. This theme is mainly dealt with at the beginning of the novel as it is here that Richard finds out about the beach from the curious character, Mister Duck. It is in the first chapter Bitch that we discover that Richard is a backpacker and has been all over the world, not knowing where his next destination was going to be. This instantly creates a sense of discovery and curiosity as he was willing to go wherever he felt that he would discover something different from what he was used to back in England or wherever else he had been. When Richard is first told about the beach, he reacts in a way in which even although he was unsure about exactly what Mister Duck was talking about; he was already slightly curious about what the big deal about the beach was. I was curious, partly, just wanting to know what the big deal about what was with this beach of hisAs soon as he meets Francoise and Etienne, he has to tell them about the map and the beach as if he doesnt think its right to keep it to himself. As if he would prefer to share this experience with other instead of alone. This may suggest that that even at the beginning, Richard was not strong enough to cope with this experience himself. Or perhaps he thought it would be selfish to keep it to himself. Whatever way it was, it showed that Richard Movies and Cinema Essays

Education Of Gifted Essays - Intelligence, Anthropology, Free Essays

Education Of Gifted Essays - Intelligence, Anthropology, Free Essays Education Of Gifted Running head: GIFTED EDUCATION/CIVIL RIGHTS Education of Gifted Students A Civil Rights Issue? Article Critique Education of Gifted Students A Civil Rights Issue? This paper seeks to answer the question: Is the differential representation of the sexes and of racial and ethnic groups in educational programs for gifted students a civil rights problem? The author does a more than adequate job of presenting the arguments on both sides of the issue and drawing logical inferences. The article seeks to identify the actual dilemma and proposes possible approaches for resolution. Much of the school system today has been shaped by the civil rights laws of the past. The writer notes that the link these rights have to education is the pledge of an equal opportunity for all children to learn and be educated in this country. Schools must accomplish this without regard to race, creed or gender. The author notes that there have been references to the gifted programs being just another subtle form of segregation by the white upper-middle-class. These concerns arise from the fact that the representation of the sexes and of ethnic groups within the gifted classes reflects just such a phenomenon. The unjustified beliefs of genetic inferiority of some races have long since been denounced. These unfounded beliefs have been replaced by research which indicates that the genetic component of intelligence is augmented by the nurturing environment (or lack thereof) of a child. The paper sites twin studies, which give creedence to the genetic component of intelligence, and notes these differences apply within the different ethnic and racial groups. The author attributes an almost equal role to the environment of the child referring to nurturing as the crystallization of native abilities. Noting the differences between the sexes in math and verbal skills, the author seeks to validate this conception. The author sees the cultural values of society as an unavoidable encroachment upon the genders resulting in these differences. I beg to differ, as molecular and developmental studies have shown that there are structural and biological differences in the brains of males and females (Zhang, 1995; Palego, 2000). As a molecular biologist I would be more inclined to attribute differences to the biochemical aspects of development. The writer next addresses the inequities of intelligence tests and accurately identifies them as mere predictors of future academic performance. We are unable to measure native ability with these instruments but these devices do allow for a comparison of the developmental level of a child in the areas of core knowledge, reasoning and conceptual association. It is through these measures that predictions of future performance are made. The author now brings Gardner's theory of multiple intelligences into the debate. He uses the theory to propose expanding the definition of giftedness. Although I do agree in principle with Gardner's theory, the already limited

Marketing plan Essay Example | Topics and Well Written Essays - 750 words

Marketing plan - Essay Example The Nokia Company and products focus on providing an up-to-date and affordable mobile experience to people globally. With the rapidly increasing smart phone market, this company faces a challenge to accomplish better quality, superior and innovative mobile devices in a highly dynamic market. According to the Q1 Interim Report on Nokia, "Net sales for the devices and services got decreased 25% quarter-on-quarter to EUR 2.9 billion†. Also, the volume for the mobile phones decreased 30% quarter-on-quarter to 55.8 million units, which is higher than the estimated value by mobile phones". Hence, observing just the beginning quarter of 2013, it can be analyzed that Nokia, the once top seller in the mobile market has fallen badly. The factor responsible for this downfall is the poor and inert marketing strategy of the company. The company and its leaders failed to understand that the mobile market is one of the fastest growing in the world and when it had the largest share in the mark et, the company stopped innovation. Moreover, the company somehow managed to overlook the competition from Apple and Samsung and when the rivals were introducing astounding new products, Nokia continued doing what it was doing and did not introduce something as fresh as the others. The current issue in hand for the company is in the booming smart phone business. The strategy of market flooding has no clear picture and confusion exists. The company needs to comprehend and address the problem to deal with Nokia Lumia phones marketing and implement a smart plan to extend this line of products. The distribution of Nokia phones is done globally at outlets which are Nokia concept stores as well as multi-brand stores. It is significant to note that Nokia has stayed on the top as the largest global vendor of mobile phones from 1998 to 2012(BBC News, 2012). During recent years, Nokia has been a successful seller of low and medium end mobile phones. However, at the moment the smart phone is t he leading and commonly used mobile device and the company could not keep pace with that technology. The decline has been stunning. The stock traded at over $40 per share in 2007. It has now fallen to under $2 (Ogg, 2012). It once had a market share of over 30% and now it has less than 4% (Calkins, 2013). The market share fell as a consequence of the speedy use of touch screen smart phones from competitor companies. Since that downfall, Nokia tried to recover through the Microsoft partnership in 2011, changing the operating system of the its' smart phones from Symbian to Windows but sales of the Nokia smart phones dived extensively (Dediu, 2013). Nokia launched its first full fledge touch screen smart phone Nokia 5800 followed by N97 in 2009. The phones did not compete well in the smart phone market. The latest range of Nokia products are the phones from the Nokia Lumia series. On the market currently, are the Lumia 925, the  Lumia 920, the  Lumia 820, the  Lumia 720, the  L umia 620  and the  Lumia 520 and the  Lumia 1020. The dominant company is on its road to failure because of major competition by Samsung, Blackberry and Apple. Even though it has so many products from the Lumia series, Nokia is still facing major competition from principally the iPhone and devices running on Android. Users still have not seen anything as remarkable from Nokia as the Samsung Galaxy S3 or the iPhone 5. The iPhone has taken over the market due to its

Quality improvement and evolution over the last 10 years in United Essay

Quality improvement and evolution over the last 10 years in United Arab Emirates - Essay Example In addition, suppliers have also recognized that quality acts as a differentiating factor between what they offer and what their competitors offer (Knowles, 2012). In the last ten years, the quality differentiator in the UAE has reduced greatly between competing services and products with the maturation of Quality Management. Organizations in the UAE, as well as other countries in the Middle East, have raised their quality standards through various initiatives to meet customer demands and international standards. Three of the most widely used Quality Management tools include the ISO 9000 series, the Six Sigma, and the Baldrige Criteria for Performance Excellence, especially for organizations with American business connections like Sheikh Khalifa Medical City. By the, late 1990s, Quality Management had become a mainstay in most organizations and those in the UAE were not an exception. With the beginning of the 21st century, there was a maturity of the quality movement in the UAE, whic h saw evolution of new systems of quality beyond the foundations laid by early Oriental practitioners like Japan. One example of this maturation was the revision of the ISO 9000 series of international standards that increased client satisfaction emphasis (Knowles, 2012). The ISO 9001:2000 was integrated by UAE organizations to replace the earlier ISO 9003, ISO 9002, and ISO 9001. This version sought to centralize the process management process, while demanding the involvement of executive management in the integration of business systems quality. It also sought to ensure that quality functions were not delegated to junior managers. Performance-metrics was another goal of the improvement. Another improvement was made in 2008 with ISO 9001:2008, which clarified the requirements that were in existence (Knowles, 2012). The Baldrige Criteria for Performance Excellence has also matured in the UAE for organizations that run in partnership or are owned by US. This quality standard serves v arious purposes; including aiding organizations in assessing efforts ate quality improvement and identification of improvement opportunities, facilitating information sharing and communication, and as a tool for performance and quality management (Knowles, 2012). The standard’s integrated approach seeks to ensure that organizations deliver improving stakeholder and customer value, as well as improved capabilities and effectiveness of the organization. This quality standard added healthcare to original organization categories in 2005. Finally, the Six Sigma methodology is a quality standard whose main aim is to reduce defects and improve the bottom line. It uses data to achieve quality that is near-perfect and has evolved greatly in the last 20 years. In the last 10 years alone, it has matured to include consultancy, training, and implementation of the tool as a methodology, a metric, and a management system (Knowles, 2012). These quality initiative movements have had various successes with regards to their effectiveness. They allow organizations to strengthen their position competitively, while also offering the organizations adaptability to conditions in changing markets and regulations by the government, especially in the UAE where q number of organizations are foreign-owned. In addition, on top of increasing organizational productivity, they enhance the image of those that use them in the public eye,

Employee recruitment in China

Employee recruitment in China Introduction The introduction of the ‘‘open-door policy in 1978 has sparked exceptional economic growth in mainland China. A significant driving force of this remarkable economic feat remains China as one of the worlds most attractive destinations for foreign capital investment. In 2008, â€Å"foreign direct investment (FDI) inflows reached US$109 billion and recorded a period growth of 41.1% in real terms between 2003 and 2008†. The Chinese government generally welcomes foreign investment and implements a wide range of incentive policies to foreign businesses (Euromonitor, 2010). With the growing importance of the Chinese domestic market to the world economy and introduction of government incentives, large number of international companies has established operations in China. The opening up of the vast market has formed many opportunities and, at the same time, created many problems to foreign enterprises (Siu Darby, 1999). This mainly because of the unique political, economi c and cultural environment different in China, it led foreign investors or expatriates manager difficult to introduce their preferred approach in managing the employees and the organisation in China (Siu Darby, 1999). Human resource management is one of the mostly frequently discussed ( Bjorkman Lu, 1999), as well as managing local Chinese employees away from ones home office is never an easy task (Gross, 2007). The purpose of this working paper is to review the major HRM challenges of multinational enterprises (MNEs) operating in China; the issues they faces when trying to apply global corporate HR policies in Chin with a focus on their justice implications. It begins with review of the recent China employment and recruitment situations, and then the evidences of challenges issues facing of MNE in Chinas HRM practices. In the following section includes several major HR critical issues in training and development and staff retaining. At the end of the section, major issues of employees management included leader developing, cross-cultural expatriates management and managerial effectiveness in cross-cultural are individually introduced. A research area is then identified in the conclusions. Recruitment Recruitment is about selecting and recruiting employees. The purposes of recruitment help MNE to meet the organization everyday jobs, legal and social obligations regarding the composition of the workforce. This increases organizational and individual effectiveness in the short term and the long term (Schuler and Huber, 1993). Analysed by most of the MNE industries, online advertising of recruitment is now a standard part of the recruitment process for them. It has been embraced by technology companies like IBM and cosmetics company Loreal in China evaluates their prospects from online recruitment (Xinhua News Agency, 2010). However, many multinational companies assume that a country with a population as large as Chinas would not have a labor shortage. In fact, the rising demand for Chinese labor has exceeded its supply, and hiring talented employees is even more difficult (Gross Connor, 2007). Chinas rapid economic growth has caused the countrys huge labour force faces difficulty i n providing the right skills needed for many foreign companies. Research found that this is mainly due to inadequate and out-of-date university training; graduates often do not possess the required skills including computer literacy and foreign languages. Cheap labour costs have long been history Chinas advantage over other developing countries which enhance the countrys competitiveness in attracting FDI. But Chinas booming coastal cities are now actually facing a shortage of manual labour, become a major issue for most MNEs manufacturing sector suffer in manual labour recruiting (CRIENGLISH.com, 2010). Guangdong, one of the economic powerhouses in South China Province, reported a shortage of half a million workers as business has skyrocketing for many companies (Xinhua News Agency, 2010). Some manufacturers closed down production lines because they could not find enough workers. â€Å"Low-wage workers are fading from the scene†, leading foreigner investors struggle with near double-digit unemployment (Xinhua News Agency, 2010). However, â€Å"higher wages could ease labor shortages by prompting factories to reduce their work forces† (New York Times, 2010). Hence the provincial authority has adjusted the minimum wage by an average of 21% to attract the labour mainly blue collar. â€Å"The rise will bring the minimum wage up to 1,030 yuan (150 U.S. dollars) in the provincial capital, Guangzhou, and to 920 yuan in Dongguan, a major manufacturing center† (Xinhua News Agency, 2010). Similarly to other booming regions like coastal cities of Fujian Province, Jiangsu Province and Shanghai City raised its monthly minimum wage rate by 13 percent to 960 yuan. According to Euromonitor (2010), â€Å"Chinas productivity stood at US$6,286 per person employed in 2009, significantly up from US$2,641 in 2004 owing to the countrys strong economic performance†. Critically, recruitment of factories manual labour is becoming an issue for many MNEs in China and employers have to increase their starting pay to attract them. Accordingly, the hiring of blue-collar is getting tougher and tougher in China because of one-child policy adopted by China in 1978. The parents with child born in late 1980 and early1990s are normally at middle-class income groups; as a result they can afford to send their children up to tertiary education. Overtime these groups of children are in the age of 20s now and are more educated and hence no longer willing to work in factories. They are far too optimistic about their career options and see no need to work hundreds of miles from their families. Besides, the new generation of workers born in the 1980s and 1990s are aware of their employment rights. For example, â€Å"unions have begun to aggressively exercise their rights by engaging in organizational efforts with large multinational companies such as Intel after informal discussions have failed† (Gross Connor, 2007). Commonly in China, Younger Chinese become major trends in the current labor market. They not only dem and higher pay but also ask for better opportunities for career development. Similarly, skilled middle managers are extremely sought after (Gross Connor, 2007). The Cultural Revolution had invaded the education of those born between 1950 and 1965 (Wang, 2002). During that time, people of this generation were sent to the countryside to work in agriculture. The so-called â€Å"Cultural Revolution Generations† in China are less recruit due to their lacking in skills (Gross Connor, 2007). While recruiting qualified Chinese labour is challenging from both of legal and human resources standpoint (BizTimes, 2007). Employers that are willing to take the time to understand the Chinese labour market and recent economic trend of employment will likely be successful. Training Training is mainly on-the-job and is seen as a lifelong process (Fischer, 2000). It focuses on employees knowledge, skills, attitudes and personalities (Human Resource Development Review, 2002). These enable staff members to discharge their job related skills and duties professionally and effectively (Grzeda, 1999). Training for newly hired employees have to go classroom curriculum like company policies, labor law, company culture, compensation packages, company expectations, company goals, company KPI (Key Performance Index) and of course hands-on equipment training (Kleiman, 1997). Companies in China for example in Electronic Industries spent between 1 to 3% from the overall input cost on training. (Xiao J Tsang M.C, 1999) But the number is gradually going up for a simple reason due to high attrition rate, particularly amongst the younger workers. The attrition rate always a worsening effect on the company as other FDI move in and attract those workers with managerial experience, offering better pay rates and further training opportunities (Randeree, 2009). The rich and wealthy companies are willing to pay handsomely for the experienced staffs of other companies and competitors. As in common, the culture of pinch staffs from one another is common in China (Wong, 1999). Despite Chinas high adult literacy rate of 94.5% in 2009, the countrys huge labour force faces difficulty in providing the right skills needed to support Chinas rapid economic growth (www.euromonitor .com). Research finding has showed the local Chinese graduates do not possess the required skills including computer literacy and foreign languages due to out-of-date university training. In order to cope with skills shortage problem, training programme provided in MNEs suit various needs (Cheung, 2004). They include overseas training programmes, on-site management skills development programmes and language courses (Wang, 2002). In fact, staff Training can help MNEs in China reduce turnover. Young Chinese professionals and graduates are attracted to the training opportunities that foreign companies can offer (Shen, 2006). Most of Chinese are not well-versed in spoken English language. Many MNEs send their employees for overseas training to enhance themselves in spoken English and true un derstanding of Western business practices (Waxin, 2007). Besides, it also creates a closer bond between employees and a better understanding of company culture (Ritchie et al., 2001). Rather than that, every company has their own training centre equipped with comprehensive training systems and real-live hand-on training equipments. Many of them have established their own training facilities. These programs have proven effective in building company loyalty and increasing retention (Meier, 1995). These may cost heavy, but they cannot do without it. Carrefour China, an example, established a Carrefour China Institute (CCI) in Shanghai in year 2000 to train Chinese managers (China Daily, 12 AUG 2008). Since then, the school has trained about 15,000 managers, and 40,000 employees have attended a range of training programs for self improvement. Regularly, a number of local managers are sent off to Europe for further training to gain greater overseas market knowledge and experience. Wal-Ma rt Chinas regional training centers, also located in Shanghai are other examples of winning internal training programs (Gross and Connor, 2007). Retention The most valuable assets of every MNE are its labor force; retaining them has become a challenge to company management because of varied employee needs (Som, 2005).Employee retention is critically benefited for an organization save the cost of turning over a staff position (Berry, 2008). For most MNEs in China, recruiting is only half the game. However, the biggest challenge that companies face, by a significant margin, is difficult to keep the talent employees as well as attract the excellent and qualified candidates among the masses. It is gradually increase complexity for companies in China to retain key talent, mainly as the lure of higher salaries affect the Chinese to abandon posts for more lucrative positions. Empirical study showed Chinese employees aged between 25 and 29 shift jobs most frequently, which implies this group of employees is the hardest to retain (www.mercer.com.hk). Hewitts 2009/2010 data shows that most Asian companies continue to experience double-digit volu ntary turnover rate, particularly China reported the top four markets which is the highest turnover rate after India, Australia and New Zealand (www.hewittassociates.com). Obviously, the high employees turnover rate has become the significant issue of most organization. Significantly, it has morale and financial impact on the daily operation of an organization (Cox Blake, 1991). While many would believe comparatively high turnover rate in China mainly due the competition for talent along with better wages offer from competitors (Byman, 2007). MNES move in and attract those worker with managerial experience, offering better training opportunities (Whiteley et al., 2000).The survey of ‘Employee Retention in China 2006–2007 sheds light on why employees determine to stay or leave and what organizations can do to stanch the accelerating outward flow of human talent (Howard et al., 2007). Survey respondents included 215 HR professionals and 862 employees in a wide range of organizations operating in China; while 81 % participants organizations were multinational (Work and life in China, 2008). To summaries the findings, the cause of turnover is the availability of better career opportunities elsewhere, particularly the growing entry of new MNES each year (Tung, 2007). HR professionals from survey described that competitors presenting a better salaries and sufficient compensation, but also noted the impact on retention of regional salary differences between Chinas coastal and inland cities (Howard et al., 2007). Not surprising, organizations that face high employee turnover often suffer negative residual effects among remaining employees. In short, the misunderstanding of employees needs is difficult for a company to retain and prevent turnovers (Branham, 2005).However, successful companies in China rely on a relatively small group of key talent to drive the business forward (Speth and Doeringer, 2006). The key strategy of MNEs applied to retain the talents further discuss in next paragraph. A high rate of turnover usually forces an organization to face difficult dilemmas (Wong. Wong. Hui Law, 2001) More and more people change numerous jobs within a year rather than choose to grow in one; and this has also been a problem for corporate management. Employee turnover demands management attention because it incurs costs in rehiring, training, placement, and motivating employees (Aberra, 2008). However,high employee satisfaction with working style of an organization should bode well for retention (Howard et al., 2007). Retaining often focus on opportunities for employers to promote the right employees or tangible rewards like compensation or remuneration based on appropriate performance appraisal (Whiteley et al., 2000). For instance, a comprehensive reward system can be a kind of rewarding either pay for hours worked or pay for pieces of work completed. Besides, most companies have retention bonuses to retain the key staffs and key talents. Some of the retention programs ar e sponsor for further educations, overseas training, stocks option and career advancement opportunities (Branham, 2001). Of cause conditionally, the employees who took the programs like further educations or overseas training have to be borne with company for number of years pending the amount spent. Commonly, talented employees would be less likely to leave the company ones if they are well compensated and motivated (Hong Chao, 2007 p. 217). However, sometimes retention method was inconsistent with its value in specific instances. Therefore, organizations should aware to these specialized occasions when developing strategies for retaining talent. Managing Employees Leaders developing For foreign companies operating in China, the difficulties are magnified by the talent shortage for future leader, particularly of managers and executives. For example, approximately 60% of companies surveyed in Hewitts 2003 Best Employers in China study reported shortages in leadership skills (www. hewittassociates.com). It further reported many talented executive have been lured away from an MNE job into a well-paid position with a leading Chinese company. For many foreign investors, developing future leaders tends to be very difficult in China mainly of rapid turnover. A good example is the America firm Leshan-phoenix Semiconductor Cooperation, in Sichuan Province, struggling with annual turnover rates of their local managers of 20% or more (onsemiconductor.com, 2010). This is mainly because demand for strong leadership executives far exceeds supply; they are tempted to leave their current position for higher pay and a bigger title (Meridian Resources, 2007). In fact, a competent leader helps multi-national corporations work effectively in the Chinese workplace. As foreign company enter fully into China marketplace, it forming competing domestically with local corporations. High turnover makes planned, consistent leadership development extremely difficult. Cross-cultural expatriates management China is the top expatriates destination followed by the U.S., UK, Singapore and Switzerland, survey reveals (kwintessential.co.uk, 2009). But, predicament comes from greatest challenges of expatriates failure grown concern for many multinationals in the evaluation of managerial performance (Leunga and Kwong, 1999). Evidence, empirical figures finds Western expatriate failures in China to range as wide as 25% to 70% (Harzing, 2002; Selmer, 2002). Significantly, such high failure rates potential impact business relationships between Western expatriates and Chinese organizations. Whereby, a financial loss can be inferred, due to damage to business relationships as a result of low commitment levels commited by expatriate (Lund Barker, 2004; Harzing, 2002). Lund Barker (2004) further cited such financial loss is estimated to range from US$250,000 to US$ 1,000,000 per expatriate. Further, Goodall Warner cited in Black (1988), 2007) showed there is high percentage up to 40% of expatriate managers terminated their foreign assignments early of their poor performance. Eventually it represents the organizational failure to manage human resources internationally (moinul.com, 2007). However, there might be several reasons why many expatriates fail to deliver the objectives. Research found that (Hays, 1974; Feng Pearson, 1999), they are three exact dimensions have been recognized as related with their overseas performance: the environment, the task, and the individual. This is due to expatriates are often faced with radically unfamiliar cultures, politics, language differences, length of assignment, and legal systems (Rahim, 1983; Feng Pearson, 1999). Sometimes, there is not inability from expatriates, but culture conflict affect local Chinese managers are less likely than their foreign counterpart to handle independent decision making responsibilities (Leunga Kwong, 1999). Chinese and expatriate managers may have different principles in judging within their job scope as well as criteria used for performance evaluation. Managerial effectiveness in cross-cultural Culture is an important contextual issue in employees management study. In general, management is closely related to the culture (Drucker, 2003). According to Wang (2002), the communist style of education and the long history of China differentiate the cultures of organization management between Mainland China from those of Asian countries, American and European cultures. This is especially true for MNEs who have operations on a global scale and employ people of different countries, ethical and cultural backgrounds. Cultural difference can have a direct impact on individual managerial effectiveness (Goodall Warner, 2007). It affects the motivation and satisfaction manager as well as staff; and effectiveness of key organizational systems such as recruitment, training, performance evaluation and rewards (Goodall Warner, 2007). Sometimes cultural sensitivity drove the management effort since the different in culture of management concept. Take the case study of Japanese T.L. Electroni cs Company based in China for example, the Chinese workers commented the style of Japanese management is not conductive their expectation (Whiteley et al., 2000). It is generally assumed the HR management approach is due to remarkable cultural difference between the parent country and the host country. In fact, a MNE should focus on a combination of global integration and local adaptation, allowing its employees to â€Å"think globally, act locally†. To ensure global thinking, the global company has to encourage the local employees to accept the corporate culture and values. For instance, Chinese employee who employed in the Western setting is encouraged to learn the Western-style organization management and communication skills. Meanwhile, operations of the Company have to adjust to comply with the legal requirements and services that reflect the Chinese culture. Conclusions In conclusions, recruiting the right people, training in right time, retaining the best staff, and employees empowerment of recent human resource management are difficult tasks for any MNEs operating in China. Chinas rapid economic growth has created more job opportunities but it also creates more opportunities for labour turnover to others organizations with higher paid indeed. This heavy labour turnover in China has been a substantial problem in managing Chinese employees .This hindered many multinational corporations localization plans because those talents who have been trained for succession have usually ended up as the focus of aggressive recruiting efforts by other organizations. Eventually, they face a dilemma of whether it is worthwhile to invest in better compensation packages and training programs, because it might possible happen with the employees leaving the organizations at the end. However, every issue has its balanced view of its advantages. Still, China Government, Provincial Government, City and Town Government give the best support to foreign investors in terms tax rebate, , free land, training cost subsidizes and so forth. Even though the labour cost (cost on training and wages) is growing fast in China but it is still cheaper than America, Europe and most of well to-do countries in Asia like Japan, Korea, Singapore, Taiwan and Hong Kong. At least, the great population of China is having highly educated workforce with hungry for knowledge, it is easily trainable. References Xinhua News Agency, 2010. ‘Chinese manufacturers learn to love labor lost http://news.xinhuanet.com/english2010/china/2010-03/25/c_13224772.htm Gross, A., Connor, A. (2007). China Recruiting and Retention Issues http://www.pacificbridge.com/publication.asp?id=81 BizTimes. (2007). Employee recruitment in China is challenging New York Times. 2010. ‘Defying Global Slump, China Has Labor Shortage http://www.nytimes.com/2010/02/27/business/global/27yuan.html

Effect of Motivation on Employees Productivity Essay

1.1BACKGROUND TO THE STUDY One of the most erratic of all available organizational resources is human. As a matter of fact, a major perplexing issue facing the Nigerian organization over the last few years is not that of retaining the workforce because they (the workers) want to leave voluntarily, rather, it is that of finding ways and means of retaining them because the opening environment makes it difficult to continue to keep employees beyond a certain maximum number. Research reports has shown that employees motivation is essential in an organization as it is a key to a successful organization need for maintaining continuity and survival. Motivating the staff leads to broaden their skills to meet the organizational demands. The need for achievement always results in a desire for employees to do extra effort to have something done better and have the desire for success. Motivation creates a productive employee who save time and effort. Thus, the motivated employee volunteers to do more than what is expected and more successful achievement than others. Such employee could be a good resource and a model to be followed by other staff and adds positive input to the work within the organization. Furthermore, it is not just the matter of how motivated the staff are, but also how prepared they are for the job. Good performance depends on whether the staff are able to do things or are willing to do things. The level of productivity depends on the level of motivation that stimulates someone to work and carryout necessary tasks to achieve the set goals. Motivation is important in any workplace and it is personal and different for each employee. Motivation depends on different needs; different strategies will be created to satisfy these needs. The management have to learn to place the right person in the right place. A person should be given the role where they can use their skills and abilities and be concentrated towards the organization’s goals and personal goals. Misplacements can cause dissatisfaction, less motivation, less concentration that leads to turnover and shortage of staff, commitment of mistakes and loss to the organization. Several need and motivation theories have been discussed in the study to clarify what might affect the motivation. So, without motivation nothing unique will ever happen that allows the organization to specialize with its production. Quoting Charles de Gaulle , he said : â€Å"In order to become good in anything, the only talent you need is motivation† †¦ Although there is general agreement among psychologists that man experiences a variety of needs, there is considerable disagreement as to what these needs are and their relative importance. There have been a number of attempts to present models of motivation which list a specific number of motivating needs, with the implication that these lists are all-inclusive and represent the total picture of needs. Unfortunately, each of these models has weaknesses and gaps, and we are still without a general theory of motivation. All organisation are concerned with what should be done to achieve sustained high levels of performance through people. Consequently the subject of adequate motivation of workers as derived from the so many attempts made by management practitioner is to look for the best way to manage so as to accomplish an objective or mission with the least inputs of materials and human resources available. A lot of theoretical concept, principles and techniques of management have evolved in response to these challenges. In general management authors have tended to view motivation as a key component of the managerial function of leading or directing. However, leading or leadership style, although an important factor in determining the attitude of employers toward assigned job responsibilities is not the only determinant, other managerial function such as planning, controlling, staffing and organizing also play a role. In any serious and competitive society, workers are one of the tools for economic progress. Their welfare is taken into serious consideration because without a dedicated workforce an organization crumbles. The nations (Nigerian) reward system is probably the poorest in the entire globe were an average take home of the worker is put at $120 per month. Workers are used and abused harassed, treated, offended and discarded without any appreciation for their contribution to their organization and to the society at large. It is therefore apparent that the issue of adequate motivation of worker has relevance in managerial function and activities that are aimed at directing the productive effort of the workforce toward achieving organizational objectives. Babalola (2006) quoting â€Å"Knotz et al (1980)†, holds that management strives to create and maintain an environment that is conducive to the performance of individuals who are working together in groups towards the accomplishment of pre-selected objective result in the conflict of goals between individuals and their groups. Motivation is the key of a successful organization to maintain the continuity of the work in a powerful manner and help organizations to survive. Motivation is finding a need inside the employees and help to achieve it in a smooth process. Motivating the staff leads to broaden their skill to meet the organizational demands. Each manager should have the responsibility to work with the staff to find out their individual needs and put them side by side to the organization needs. Dissatisfaction also, might work as guidance for the manager to explore the need of the staff and start with it to motivate them and attract them to do better performance. Motivation drives the human beings to reach their goals and organization goals through every challenge and constraint they face in their workplace; considering it as an advantage to go ahead in the direction they have put for themselves. The need of achievement always results in a desire to do extra effort to have something done better, and have the desire for success. The management should motivate the employees to get things done through them without asking them what to do. Motivation creates a productive employee who saves time and effort. The motivated employee volunteers to do more than what is expected and more successful achievement than others. Such employee could be a good recourse and a model to be followed by other staff and adds positive input to the work within the organization. In this project, the nursing organization was chosen because it is a sensitive career that affects patient’s life; if it is not given the important consideration that is supposed to be given. In an attempt to project the ideal enhanced employees productivity, it is therefore apposite for an organization to examine what type of motivation need to be put in place for their staff as every individual is unique and each desire of every individual differs. 1.2 STATEMENT OF THE PROBLEM Nursing is a sensitive career that plays an important role in the society. It is a multi-skill career that should be rewarded because nurses are the eye of the health center staff about patient’s conditions. Nursing is associated with multiple health care professionals which increases the workload thereby conflicting demands, good discharge of duties, stresses,etc which may be the as a result of the following factors ; a)Long working hours b)Feeling underpaid c)Effect of night shift. d)Workplace hazards and injuries e)Lack of appreciation, e.t.c The questions are often asked as to what workers in general and particular want from their employers. Can there be an end to the clamour for increases in wages? Why do workers work and what induces them to give in their best? The aim of this research therefore is to find out from empirical studies whether workers, given the right incentives other than money can put in their best to contribute to the productivity and growth of the organizations to achieve the following objectives, amongst others: Reduce labour turnover, Increase workers productivity, Redesign and put in place appropriate labour laws and policies, eliminate or reduce industrial unrest, Improve management and staff relations, create a productivity culture in the organization. 1.3 RESEARCH QUESTION In other to achieve the purpose of this work, the following questions were raised. i.Is there any relationship between workers comfort and higher workers performance? ii.Is there any relationship between motivational factors and higher productivity for experienced staff of State Hospital Ijebu-Ode? iii.To what extent is the effect of motivation of employee’s productivity? iv.Will monetary incentives and rewards exert a stronger influence on workers than any form of motivational incentive? 1.4 RESEARCH HYPOTHESES I believe that work can be meaningful and satisfying to a given job incumbent only when the job elicits and stimulate his inner motivation. These views raise some research questions, which form the basis of the hypotheses for this study. The following hypotheses were formulated for testing : (Null and Alternate hypotheses) HYPOTHESIS 1 H0 There is no significant relationship between motivational factors and higher productivity for experienced staff. H1 There is significant relationship between motivational factors and higher productivity for experienced staff. HYPOTHESIS 2 H0 There is no significant relationship between monetary reward only and workers satisfaction in the organization H1 There is significant relationship between monetary reward only and workers satisfaction in the organization. HYPOTHESIS 3 H0 There is no significant relationship between workers comfort and higher organizational productivity H1 There is significant relationship between workers comfort and higher organizational productivity. 1.5OBJECTIVES OF THE STUDY In this project, the primary objective is to assess the quality of performance in nurses and motivation process used with them, categorized the different types of motivation theories, emphasize how importance of the relationship between motivation and the performance, proffer answers to the question agitating the minds of management of the State General Hospital, as to what to do to adequately motivate her medical staff to contribute their quota to the organizations productivity. This project also will look at the motivation from the perspective of the medical staff while seeking to validate the various models and theories of motivation by finding out from the â€Å"horse mouth† what really motivates the workers of today. 1.6SCOPE OF THE STUDY The relationship between the organization and its staff is governed by what motivates them to work and the fulfillment they derive from it. However, this study is delimited to the senior and junior medical staff in the State General Hospital. 1.7SIGNIFICANCE OF THE STUDY The findings from this study will help to highlight those areas where there are problems among the medical staff. It result will help to further highlight the likely problems of frustration and how motivation can be used to either reduce or eliminate the problems amongst the medical staff.