Merchant of Venice (Anti- Semitism)

Addressing Humanity The Merchant Of Venice In the Merchant of Venice by William Shakespeare, Shylock is depicted as a manipulative, avaricious, and cash hungry man who, all through the book, is overwhelmed by the decay of his adversaries. On account of the predominant enemy of Semitic slant in Shakespeare's time, you would normally accept that the Merchant of Venice is an enemy of Semitic play. Be that as it may, as you keep on looking at the content, Shakespeare depicts Shylock in a substantially more human manner than was commonly done back then and he shows that Shylock is, truth be told, a piece of humanity.Shakespeare challenges hostile to Semitism by demonstrating that Jews are much the same as Christians. He does this by demonstrating how the defects that individuals have are what make us human. Indeed, even today, Shakespeare shows the world how deceptive individuals can be, regardless of their religion, race, or individual convictions. Shakespeare utilizes incongruity in thi s play to outline that the terrible things that Shylock (the Jew) has done are no more regrettable than what Antonio (the Christian) has done in his lifetime.Therefore, this makes the impact of refining the characters and shows that paying little mind to religion or race, individuals have both great and awful sides. In spite of the fact that Shylock’s Jewishness is made clear from the exact second he is presented, and in this way appears to fortify Shakespeare’s fill in as being hostile to Semitic, it is in certainty Shylock’s mind and mankind that uncover how Shakespeare difficulties such inclination. Before Shylock even enters the play, the scene presentation makes reference to that he is a Jew⠭â ­ and quickly sets your psyche against him, particularly in Elizabethan England when Jews were alienated.Shylock cited, â€Å"[Antonio] hath disfavored me [Shylock] and ruined me a large portion of a million, snickered at my misfortunes, derided at my benefits, d espised my country, upset my deals, cooled my companions, warmed mine enemiesâ€and what’s his explanation? I [Shylock] am a Jew. (3:1:52). † While Jews were despised in view of their strict convictions, Shakespeare clarified that every strict gathering detested one another. For instance, Shylock says, â€Å"I detest him for he is a Christian (1:3:40). † Therefore, in spite of the fact that Shylock is made the â€Å"bad guy† in this play, he isn’t the just a single blameworthy of strict discrimination.Shakespeare clarifies that both Antonio and Shylock have no strict resistance for one another and are biased toward each other’s religion. In spite of the fact that William Shakespeare persuades that Shylock is partial toward Christians, the purpose behind his disdain turns out to be clear when you discover that he is a man who is manhandled by the Christians encompassing him. Shylock has a purpose behind his scorn, â€Å"You call me skeptic, vicious pooch, And spit upon my Jewish gaberdine. 1:3:121)† Shylock shields his disdain when he says, â€Å" Hath not a Jew Eyes? Hath not a Jew Hands, organs, measurements, detects, expressions of love, interests? Taken care of with a similar food, hurt with similar weapons, subject to similar infections, mended by similar methods, warmed and cooled by a similar winter and summer as a Christian seems to be? In the event that you prick us, do we not drain? On the off chance that you stimulate us, do we not giggle? In the event that you harm us do we not kick the bucket? What's more, in the event that you wrong us, will we not vengeance? In the event that we resemble you in the rest, we will take after you in that.If a Jew wrong a Christian, what is his modesty? Vengeance. On the off chance that a Christian wrong a Jew, what should his toleration be by Christian model? Why, retribution! (3:1: 52)† Therefore, it is Shylock’s human instinct that drives him to scorn Christians, not in light of their strict convictions straightforwardly, but since of their contempt of him basically due to his strict convictions. Shylock safeguards his mankind by demonstrating the Christians that they are the same as the Jews they treat with such disrespect.Shylock has a craving for retribution, which further acculturates him and associates him with Antonio. As a result of Shakespeare’s selection of words, he persuades that he is an enemy of Semitic. In any case, a more intensive glance at how Shakespeare shapes the play represents a more profound themeâ€that individuals are individuals, regardless of their religion, race, or convictions. Shylock doesn’t preform his activities since he is a Jew, he is just mean as a result of the manner in which different characters treat him. Shylock says, â€Å"I have made a solemn vow that I will have my bond.Thou call’dst me hound before thou hadst a reason, But since I am a canine, be careful my tee th. † Shylock's activities are supported due to the manner in which different characters treat him. . Christian retribution is run of the mill; in this way, Jewish vengeance can’t be blamed. While Shylock is mean in view of the pitiless treatment he has gotten for an amazing duration, Antonio has no reason. Shylock causes you to understand that while Shakespeare may give the appearance that he is an enemy of Semitist, he truly accepts that all individuals are equivalent and disdain is universal.At the day's end, Shakespeare demonstrates that it is Shylock’s mankind that makes him simply like every other person. He shows that the contentions in The Merchant of Venice may begin on account of strict contrasts; in any case, the real message is all the more how the longing for retribution is something all individuals share for all intents and purpose, notwithstanding some other contrasts in their lives. Shylock challenges the generalizations given to him in the start of the book and makes an intricate character whose conduct is advocated as a result of the manner in which different characters treat him.The Merchant of Venice shows that no essayists must be limited by the preferences of their time. While Shakespeare most likely never met a Jew in the course of his life, he demonstrated that religion doesn’t characterize who an individual is. A few people may contend that since Shakespeare gives Shylock the cliché Jewish attributes, he is clearly hostile to Semitic. In any case, Shakespeare demonstrates through Shylock that his expectation wasn’t to underline against Semitism, yet to show that all individuals have both great and terrible sides to them.

Giving Guantanamo back to Cuba Case Study Example | Topics and Well Written Essays - 1250 words

Giving Guantanamo back to Cuba - Case Study Example In spite of the fact that it is begging to be proven wrong, I am of the sentiment that sooner or later we may have lost our generosity. I have presumably that the United States is after the prosperity of people around the world, yet that doesn't mean we should let our feet of the gas and underestimate the happenings at Guantanamo cove. I state so in light of the fact that for longer than 10 years we have permitted our legislature to utilize pressure in Guantanamo cove detainment camp. Without precedent for a few, we have kept up firm stance stands and committed human nobility to insensibility. As I would see it, I think the key players who participate during the time spent national dynamic have supported an inappropriate pony. This is on the grounds that they have additional time watched with crossed hands the dreary conditions under which the individuals who remain at the Guantanamo narrows confinement camp set up with consistently. In dealing with this venture depiction, I will accept the job of the Secretary of State and shed light on how I can address the issues raised by Jonathan M. Hansen in his article titled Give Guantanamo Back to Cuba. I will assess the most ideal activity components we can utilize to settle the issue. Simultaneously, I will talk about the connection between the game-plans with the point of safeguarding our national advantages. Advantageous to the previously mentioned, I am going to assess the chance of giving over the authority of Guantanamo sound Island to Cuba and gauge the outcomes of such an activity. Since its creation by the Congress in 1789, the State Department under the attentive gaze of the Secretary of State has ascended to get one of the most viewed workplaces in the United-States as well as around the world. As the Secretary of State, I would place into utilization my obligation as the President’s prime counselor on US international strategy and prescribe the conclu sion to American guideline at the Cuban based Guantanamo inlet confinement camp. I am persuaded by a wide margin, that the conclusion of the Guantanamo sound confinement camp will empower the US to be the overseer of two of its most significant national interests: qualities and worldwide association. I state so on the grounds that those suspects confined at the camp are exposed to undignified treatment. First off, those confined at the office are as yet honest and the investigators are still during the time spent demonstrating that they are liable for the different wrongdoing charges they are confronting (Air University, 2012). On the off chance that ongoing measurements gathered from the office are anything to pass by, at that point the way that just one out of 172 prisoners is put to preliminary is much additionally stressing. I would guarantee the sanctioning of laws that leave the military, which is our primary instrument of intensity at the office with no decision yet to guaran tee that they treat the suspects with respect and goodness. I would finish the physical maltreatment that the suspects consistently experience. This is attainable by punishing intensely those military officials who hurt the hostages (Air University, 2013). During the progress procedure, I would suggest data as an instrument of intensity. Data will come out through appropriate direction and guiding of the hostages. Direction and guiding is basic since it empowers the prisoners to realize that there is trust in the midst of the considerable number of tribulations they face. Another explanation with regards to why data as an instrument of intensity ought to be utilized during change is on the grounds that, of the reasons for death at the office. Late investigations taken from the Guantanamo ba

Using Burglary Essay Samples For Your Medical School Admission Test

Using Burglary Essay Samples For Your Medical School Admission TestDo you know that there are several types of burglary essay samples to be used by medical students, especially if they plan to take this particular test in their curriculum? This is a reason why I decided to write this article, so that I will be able to give you some more useful tips on how to prepare for this exam.When it comes to exams, there are things that you should know that would be able to help you pass your exam, and those are the elements that you have to incorporate into your study. This would include those things that you have to do in order to be able to answer all questions on the exam. There are a lot of elements that you have to be familiar with, but they are just not that hard to learn.One important element that you need to be familiar with is the research that you will be doing. You need to be familiar with the topic that you will be working on, and you also need to be familiar with the research mater ials that are available to you. This is something that you need to be familiar with, because you will need to be familiar with this information if you are going to get a high grade in this exam.When it comes to the various types of essays that you can use to use for your test, there are several of them that are going to be covered by the burglaries essay samples. These essays are going to help you understand all of the different aspects of burglary that you need to know about. You also need to be able to know what you have to do in order to get a high grade in this exam. This is something that you will have to know, because you will be using these essays as a way to get a higher grade on the exam.There are a lot of different topics that you can use, but you need to be sure that you read through them all before you take the exam. You can use all of the essay samples from this category if you want to, and this is going to help you to remember them as well. You can also read through al l of the topics that are used by the previous students, and this will allow you to get an idea of what the exam will be like.Another important component that you need to be familiar with is the fact that there are some things that you need to know about before you take the exam. This is going to help you understand what you have to do, and what you should do when it comes to answering questions correctly. This is a very important aspect of studying, and it is one that you can make sure that you understand all of the details of.Most of the essay samples that you will find for this exam are going to give you hints and tips about this subject. Some of them are going to tell you to write down what you have learned, and some of them are going to tell you to get a high grade on the exam. This is something that you should be aware of, and you should keep in mind that the essay samples that you are using are going to be your guide on how to pass this exam.There are a lot of different tests that you can take, and some of them are going to be harder than others. If you want to learn how to study for these tests, then you need to find out what you need to do to help you study properly for these tests. These are the elements that you need to know, and you should know them.

Essay on The Death of Ivan Ilyich Spiritual Awakening

The Death of Ivan Ilyich:nbsp;nbsp;nbsp;Spiritual Awakeningnbsp;nbsp;nbsp;nbsp;nbsp; nbsp; He went to his study, lay down, and once again was left alone with it. Face to face with It, unable to do anything with It. Simply look at It and grow numb with horror (Tolstoy, 97). Death takes on an insidious persona as it eats away at Ivan Ilyich, a man horrified at the prospect of losing his life. Even more horrifying is the realization that despite his prominence and prosperity as a Russian high court judge, Ilyich has done nothing to make his life worth saving. The Death of Ivan Ilyich begins at the end, with his associates receiving the news of his passing. Here, Tolstoy emphasizes the diffident attitude the living†¦show more content†¦From here, he develops a mysterious degenerative disease that causes him great pain and mental anguish. His familiars remain indifferent to his plight, driving him to greater anger, despair, and desperation. With exhausting pain and sorrow, Ilyich reassesses the value of his life in his final hours, allowing him to confront his imminent death with greater honor than he had ever achieved in his life. The pathos of these ending scenes display Tolstoys brilliance in characterization. Through his grotesque description of the illness itself: the morphine shots, reoccurring pains, and the degradation of assisted bowel movements, Tolstoy yields not only audience sympathy, but actual empathy for poor Ilyich. Suffering, under any circumstances, is universally understood. So too, is the terrifying prospect of losing ones life. Whereas no one around him can understand and react to his misery, the reader is driven to pity him. The death of Ivan Ilyich comes as a relief to all. Ilyich is relieved from the pain of dying and living a lie, his friends and family are relieved of obligation to the dying man, and the reader is relieved of a most harrowing emotional journey. Initially, Tolstoy presents himself with a formidable challenge, eliciting compassion for a character that does not ostensibly deserve any sympathy. However, Tolstoy expands Ivan Ilyich into a complex protagonist with artlessShow MoreRelatedThe Appearance Of Gerasim Brings Light For The Gloomy Story1271 Words   |  6 Pagesopposite of Ivan, and he has all wonderful virtues. He has kindly seen his job in Ivan is a kind of help and duty to the dying people; he comforts and heals Ivan in some degree, as Tolstoy describes, â€Å"Gerasim did it all easily, willingly, simply, and with a good nature that touched Ivan Ilych. Health, strength, and vitality in other people were offensive to him, but Gerasim s strength and vitality did not mortify but soothed him.† Even Gerasim just a poor peasant who is socially subordinate to Ivan IlyichRead More Futility of Life in The Death of Ivan Ilyich Essay2748 Words   |  11 PagesFutility of Life in The Death of Ivan Ilyich      Ã‚   Count Leo Tolstoy is considered Russia’s greatest novelist and one of its most influential moral philosophers. As such, he is also one of the most complex individuals for historians of literature to deal with. His early work sought to replace romanticized glory with realistic views. A good example of this is the way he often portrayed battle as an unglamorous act performed by ordinary men. After his marriage, though, Tolstoy started to reexamine

The Munich Conference and Munich Agreement in WWII

The Munich Agreement was an astonishingly successful strategy for the Nazi party leader Adolf Hitler (1889–1945) in the months leading up to World War II. The agreement was signed on Sept. 30, 1938, and in it, the powers of Europe willingly conceded to Nazi Germanys demands for the Sudetenland in Czechoslovakia to keep peace in our time. The Coveted Sudetenland Having occupied Austria beginning in March 1938, Adolf Hitler turned his attention to the ethnically German Sudetenland region of Czechoslovakia. Since its formation at the end of World War I, Czechoslovakia had been wary of possible German advances. This was largely due to unrest in the Sudetenland, which was fomented by the Sudeten German Party (SdP). Formed in 1931 and led by Konrad Henlein (1898–1945), the SdP was the spiritual successor of several parties that worked to undermine the legitimacy of the Czechoslovakian state in the 1920s and early 1930s. After its creation, the SdP worked to bring the region under German control and, at one point, became the second largest political party in the country. This was accomplished as German Sudeten votes concentrated in the party while Czech and Slovak votes were spread across a constellation of political parties. The Czechoslovak government strongly opposed the loss of the Sudetenland, as the region contained a vast array of natural resources, as well as a significant amount of the nations heavy industry and banks. In addition, as Czechoslovakia was a polyglot country, concerns were present about other minorities seeking independence. Long worried about German intentions, the Czechoslovakians commenced construction of a large series of fortifications in the region beginning in 1935. The following year, after a conference with the French, the scope of the defenses increased and the design began to mirror that used in the Maginot Line along the Franco-German border. To further secure their position, the Czechs were also able to enter into military alliances with France and the Soviet Union. Tensions Rise Having moved toward an expansionist policy in late 1937, Hitler began assessing the situation to the south and ordered his generals to start making plans for an invasion of the Sudetenland. Additionally, he instructed Konrad Henlein to cause trouble. It was Hitlers hope that Henleins supporters would foment enough unrest that it would show that the Czechoslovakians were unable to control the region and provide an excuse for the German Army to cross the border. Politically, Henleins followers called for the Sudeten Germans to be recognized as an autonomous ethnic group, given self-government, and be permitted to join Nazi Germany if they so desired. In response to the actions of Henleins party, the Czechoslovak government was forced to declare martial law in the region. Following this decision, Hitler began demanding that the Sudetenland immediately be turned over to Germany. Diplomatic Efforts As the crisis grew, a war scare spread across Europe, leading Britain and France to take an active interest in the situation, as both nations were eager to avoid a war for which they were not prepared. As such, the French government followed the path set by British Prime Minister Neville Chamberlain (1869–1940), who believed that the Sudeten Germans grievances had merit. Chamberlain also thought that Hitlers broader intentions were limited in scope and could be contained. In May, France and Britain recommended to Czechoslovakian President  Edvard BeneÃ… ¡ (1844–1948) that he give in to Germanys demands. Resisting this advice,  BeneÃ… ¡ instead ordered a partial mobilization of the army. As tensions grew through the summer,  BeneÃ… ¡ accepted a British mediator, Walter Runciman (1870–1949), in early August. Meeting with both sides, Runciman and his team were able to convince BeneÃ… ¡ to grant the Sudeten Germans autonomy. Despite this breakthrough, the SdP was under strict orders from Germany not to accept any compromise settlements.  Ã‚   Chamberlain Steps In In an attempt to calm the situation, Chamberlain sent a telegram to Hitler requesting a meeting with the goal of finding a peaceful solution. Traveling to Berchtesgaden on Sept. 15, Chamberlain met with the German leader. Controlling the conversation, Hitler lamented the Czechoslovak persecution of Sudeten Germans and boldly requested that the region be turned over. Unable to make such a concession, Chamberlain departed, stating that he would have to consult with the Cabinet in London and requested that Hitler refrain from military action in the meantime. Though he agreed, Hitler continued military planning. As part of this, the Polish and Hungarian governments were offered part of Czechoslovakia in return for allowing the Germans to take the Sudetenland. Meeting with the Cabinet, Chamberlain was authorized to concede the Sudetenland and received support from the French for such a move. On Sept. 19, 1938, the British and French ambassadors met with the Czechoslovak government and recommended ceding those areas of the Sudetenland where Germans formed more than 50 percent of the population. Largely abandoned by its allies, the Czechoslovakians were forced to agree. Having secured this concession, Chamberlain returned to Germany on Sept. 22 and met with Hitler at Bad Godesberg. Optimistic that a solution had been reached, Chamberlain was stunned when Hitler made new demands. Not happy with the Anglo-French solution, Hitler demanded that German troops be permitted to occupy the entirety of the Sudetenland, that non-Germans be expelled, and that Poland and Hungary be given territorial concessions. After stating that such demands were unacceptable, Chamberlain was told that the terms were to be met or military action would result. Having risked his career and British prestige on the deal, Chamberlain was crushed as he returned home. In response to the German ultimatum, both Britain and France began mobilizing their forces. The Munich Conference Though Hitler was willing to risk war, he soon found that the German people were not. As a result, he stepped back from the brink and sent Chamberlain a letter guaranteeing the safety of Czechoslovakia if the Sudetenland were ceded to Germany. Eager to prevent war, Chamberlain replied that he was willing to continue talks and asked Italian leader Benito Mussolini (1883–1945) to aid in persuading Hitler. In response, Mussolini proposed a four-power summit between Germany, Britain, France, and Italy to discuss the situation. The Czechoslovakians were not invited to take part. Gathering in Munich on Sept. 29, Chamberlain, Hitler, and Mussolini were joined by French Prime Minister Édouard Daladier (1884–1970). Talks progressed through the day and into the night, with a Czechoslovakian delegation forced to wait outside. In the negotiations, Mussolini presented a plan that called for the Sudetenland to be ceded to Germany in exchange for guarantees that it would mark the end of German territorial expansion. Though presented by the Italian leader, the plan had been produced by the German government, and its terms were similar to Hitlers latest ultimatum. Desiring to avoid war, Chamberlain and Daladier were willing to agree to this Italian plan. As a result, the Munich Agreement was signed shortly after 1 a.m. on Sept. 30. This called for German troops to enter the Sudetenland on Oct. 1 with the movement to be completed by Oct. 10. Around 1:30 a.m., the Czechoslovak delegation was informed of the terms by Chamberlain and Daladier. Though initially unwilling to agree, the Czechoslovakians were forced to submit when informed that should a war occur they would be held responsible. Aftermath As a result of the agreement, German forces crossed the border on Oct. 1 and were warmly received by the Sudeten Germans while many Czechoslovakians fled the region. Returning to London, Chamberlain proclaimed that he had secured peace for our time. While many in the British government were pleased with the result, others were not. Commenting on the meeting, Winston Churchill proclaimed the Munich Agreement a total, unmitigated defeat. Having believed that he would have to fight to claim the Sudetenland, Hitler was surprised that Czechoslovakias erstwhile allies readily abandoned the country in order to appease him. Quickly coming to have contempt for Britains and Frances fear of war, Hitler encouraged Poland and Hungary to take parts of Czechoslovakia. Unconcerned about retaliation from the western nations, Hitler moved to take the rest of Czechoslovakia in March 1939. This was met with no significant response from either Britain or France. Concerned that Poland would be Germanys next target for expansion, both nations pledged their support in guaranteeing Polish independence. Going further, Britain concluded an Anglo-Polish military alliance on Aug. 25. This was quickly activated when Germany invaded Poland on Sept. 1, starting World War II. Selected Sources Munich Pact September 29, 1938. The Avalon Project: Documents in Law, History and Development. Lillian Goldman Law Library 2008. Web. May 30 2018.Holman, Brett. The Sudeten crisis, 1938. Airminded: Airpower and British Society, 1908–1941. Airminded. Web. May 30 2018.

Personality Is The Dynamic Organization Within The...

Reflection Paper According to Gordon Allport, an American psychologist, â€Å"Personality is the dynamic organization within the individual of those psychophysical systems that determine his characteristic behavior and thought (Allport, 1961, p. 28). Each person has unique characteristic traits that influenced by both biological factors (nature) and experience (nurture). For many years, psychologists have been trying to study the human behavior using different theories of personality. While many theories are rational, the theory of the ‘Unconscious mind’ emphasized by Sigmund Freud most resonated with me in explaining one’s behaviors. Freud stressed the idea of our subconscious and its impact on our personality, using his analogy of the iceberg. Even though, Sigmund Freud (1856-1939) did not invent the concept of the conscious versus unconscious mind; he was the primary contributor who expanded on this intrapsychic approach. Freud’s psychodynamic theory of personality assumes that there is an interaction between innate human instinct (sex and aggression) and unconscious motivation. He believes that people are born with two instincts. The two instincts noted by Freud are the life instinct, also known as libido, and the death instinct or Thanatos. Generally, libido was referring to sexual instinct; however, Freud also used it to describe any need satisfying, life-sustaining, or pleasure-oriented urge. Freud also expanded Thanatos as â€Å"any urge to destroy, harm, or aggress againstShow MoreRelatedGordon Allport : Personality Psychology And Trait Theory718 Words   |  3 PagesNovember 11, 1897, is considered the founder of â€Å"personality psychology† and â€Å"trait theory†. Allport, just like any o ther psychologist, had his own definition on what personality is. According to Allport, â€Å" no two psychologists could easily agree on one definition of the term ‘personality’† (Kendall, 2010, p. 282), Allport believed that personality could be characterized in two ways, idiographic and nomothetic; while Freud believed that personality is composed by the Id, Ego and Superego. AllportRead MoreLeadership Goals And Strengths And Weaknesses1214 Words   |  5 Pages Leadership theories in and of themselves carry negative and positives characteristics. Within the various theories lie strengths and weaknesses that when applied to complex problems can highlight each one respectively. As I examine a few theories, I will look at the strengths and weaknesses of each and determine when and with which situation would these theories best be utilized. Collective leadership or distributive leadership, and leader-member exchange are both theories that incorporate specificRead MoreOrganizational Dynamics Issues.. 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A second step is to set the team organization, in a way that each team member is in the position to deliverRead MoreThe Topic Of Emotional Intelligence ( Ei )1495 Words   |  6 PagesThere have been many theories and many different angles of research that psychologists have taken pertaining to EI, but none of that research has been overall conclusive in coming up with factual evi dence of the true nature of EI. There have been many different criticisms concerning EI and it’s different methods of understanding. One psychologist says that, The first criticism is hat even if EI studies tap into the same populations, the result will still be fundamentally different (Lindebaum, 2009)Read More5 Management Principles and Concepts1239 Words   |  5 Pageshave determined that there are five management principles or concepts for which I believe will help me become a more effective individual in my future career endeavors. * Diversity * Recruiting * Team Effectiveness * Leader-member relations * Equity Theory Understanding these five principles of management and using them effectively can help an organization accomplish its goals, while also providing one with the knowledge it takes to achieve a successful career in management. WeRead MorePsychology Study of Personality1207 Words   |  5 Pages Psychology of Personality Final paper Definition of Personality There are many definitions and theories regarding personality. Though there isn’t one specific definition that is acceptable for all the different personality theories, I believe that personality is the outward expression of ones beliefs, morals, and emotions; each of which define and differentiate an individual. Personality is seen to be a pattern of somewhat permanent traits and unique characteristics that give both consistencyRead MoreDispositional, Evolutionary And Evolutionary Theory1283 Words   |  6 Pagesand Evolutionary Theory Nicholas DeRico PSY/405 August 24, 2015 Dispositional, Biological and Evolutionary Theory Abstract There are many theories that attempt to clarify the structures that influence personality, for example dispositional, and Evolutionary theory. This paper will discuss the differences that are among dispositional and evolutionary personality theories, as well as, strengths and limitations of dispositional and evolutionary and biological personality theories their bearing onRead MoreTrait Theory And Social Cognitive Theories1190 Words   |  5 Pages Both Trait theory and Social Cognitive Theories are currently and have been very influential in describing personalities in people over the years. They have both similar and opposite qualities as well and seem to work off of each other at times in my opinion. Although many theories are still helpful in some ways, I feel like these two are more beneficial due to them bringing a more positive approach to describing personalities and giving the person more control over their own behavioral change ratherRead MoreA Broundaryless Organization A re Organizations That Are1709 Words   |  7 Pagesbroundaryless organization are organizations that are not defined or limited by horizontal, vertical, or external boundaries imposed by a predetermined structure (Griffin). Boundaryless organizations also have a strong emphasis on teams. Officer Jack Welch the Chief Executive of General Electronics’ came up with the term of a boundaryless organization. This report would help Gerd Finger company Newskool Grooves understand how to make the company competitive and successful as a boundaryless organization in the

Case Study on The Rise and Fall of the Tyco Empire and its CEO

Question: Explain about a Case Study on The Rise and Fall of the Tyco Empire and its CEO? Answer: 1: Tyco was founded in 1960 by Arthur J. Rosenberg, which began its working as an investment and holding company focused on the energy and solid state science conservation. It developed first sustained beamed laser for medical procedures and with the profits and growth model the company became public trading company (CAREY, 2000). The high technology development resulted in growth of sales, high profitability and created economies of scale in the market as more of the laboratories of experimentation and other managerial units were acquired in 1973. Tyco adopted the model of acquisition as its growth strategy by acquiring sixteen companies in 1982 with $500 million consolidated sales (Bianco, Symonds, Byrnes, Polek, 2002). This absorption of the company increased its profitability and the volume of sales along with the growth model through acquisitions. The company restructured itself in the four major segments: Healthcare and Specialty Products, Fire and Security Services, Electrica l and Electronic Components and Flow Control in 1990s and changed as Tyco International in order to reflect the global presence of Tyco (CAREY, 2000). The company acquired multiple global companies and regarded aggressive acquisition strategy for the expansion of Tyco. This acquisition supported Tycos innovation and growth strategies with end to end services, technology and retail analytical solutions. The strategies consisted of high tech solutions for protecting the high tech inventory which helped to increase the bottom line and enhance the smart service platforms. In the initial years under the leadership of Dennis Kozlowski in 1975, the leader acquired more than 100 corporate companies for expanding the operations of Tyco (Stephens, Vance and Pettegrew, 2012). The initiatives in development of research and development program in management, engineering and technology solutions, and enhancing the safety and security system in the organization including cloud enabled access, cost effective solution to its customers needs made Tyco more powerful and a largest pure play fire protection and security company. Thus the company focused on integration of advanced solutions in its system and data within Tyco architecture that included the third party products, software, services and protection data (Bianco, Symonds, Byrnes, Polek, 2002). Tyco established various support systems, security protocols and policies for data protection, which enhanced system reliability, integrity and responsiveness (CAREY, 2000). 2: In 1970s the company boomed the market with its consolidated sales that reached to $34 million and the stockholders equity increased to $15 million ("Tyco International Ltd", 2001). The growth continued with the high innovation and technology operations in the company and a start of the acquisition era for the company. During 1980s an aggressive acquisition strategy which developed the operation in the three major categories of business segment Packaging, Fire protection and Electronics and the implementation of the new products strategies globally to achieve the market share in new product lines (Talamo, 2011). The acquisitions were good as the growth strategy but the companys policies and ethics were somewhere declining with the growing profitability and market share (CAREY, 2000). The commitment of the enterprise was to protect the businesses, property and people and hence the expansion over the 100 major global countries was its aim ("Tyco International Ltd", 2001). Tyco regar ded as the major and largest innovated maker and service provider of electronic components and electrical in the early 80s made it grow and capture various markets ("Tyco International Ltd", 2001). The gradual powers of the management were seeing a decline in management control as Tyco absorbed many companies but witnessed unbalance between corporate and people ethics. The circumstances recognized were the enhanced diversification, increase in effectiveness of the new acquisitions and reduction in corporate risks strengthened the stability of the company gradually with its policies. The major players in the company at that time frame of 1990s were Dennis Kozlowsky as CEO and Board Chairman, Mark Belnick as Chief Legal Counselor and officer, and Mark Swartz as Chief Financial Officer, who contributed to this rising empire (Bianco, Symonds, Byrnes, Polek, 2002). The strategies were implemented to achieve the market share. In the early years under the leadership of Dennis Kozlowsky ta king the aggressive acquisition strategies to capture 1000 companies in a decade and reflected its global presence ("Tyco International Ltd", 2001). This rise was noticed from 1990 to 2000 which made the company and its management stands strong in the global market (PENDERS, PAVLIN KAMERMANS, 2011). The Corporate governance system in the company was the strength for the company. 3: Between the years 1997 and 2001 the revenue of the company climbed up to 49 percent annually with the profit margins increasing up to 21 percent (Pride, Hughes Kapoor, 2012). In 2002 February, the company spent $8 billion over an acquisition of around seven hundred companies who were dissatisfied from this arrangement of merging and the outcome was not that profitable (Research, 2016). The leadership style which was more of charismatic for Dennis Kozlowsky has decentralized the structure of the organization with the few people in the board accurately understanding the finances and other operational activities of the firm (CAREY, 2000). The split of the four divisions were done under 13 percent of electrical and electronic components, 53 percent of fire protection, packaging material of 11 percent and the other flow control devices of 23 percent into the independent public trading company ("Tyco International Ltd", 2001). This led to the complicated structure of the company and th e inefficiency of the management with this division. In 2002, the large sums of money were noticed to move in the New York State Bank Account of Tyco. The unusual happening was that the funds were transferred in the Dennis Kozlowskys personal bank account. The authorities discovered that Dennis Kozlowsky ignored the import taxes of around $1 million (Nyse.com, 2016). The purchasing done in the rare art work of around $14 million made it a big question for all the stakeholders. The increase in the luxury and the fixed costs soon exhausted the economies of scale (Collins, 2012). The fraud of sending the empty painting box at the apartments of Dennis Kozlowsky to the New Hampshire with invoices was caught by the authorities. The tax evasion, the fraudulence practice in the organization by selling additional stock options of $430 million and allegedly stealing $170 million from Tyco all were proven and were against Dennis Kozlowsky, CEO of Tyco who had to resign from this position after this scandal (Tyco.com, 2016). These were not just the crime rather scandal had just begun and so was the downfall of Tyco International. In 2005 the two, Swartz and Kozlowsky, were found guilty on twenty two grand conspiracies, larceny and falsifying of the business records and violation of the business law ("Tyco International Ltd", 2001). 4: After the resignation of Dennis Kozlowsky, the new CEO Edward Breen replaced him and the first step taken was re-examining the financial in order to examine the effective tax rate for the year 2002 (Collins, 2012). The financial results were restated after the review (Benoit, 2016). The new management team of Tyco and after a year of prospection there were no more frauds found and the company had to repeatedly restate the financial results as the previous management was into the aggressive accounting and increased its reported earnings and if the conservatism GAAP principles were adopted the results would not had been same (CAREY, 2000). The company filed a suit against Swartz and Kozlowsky and the insiders were sued for the profited selling and buying of stocks of the company. Edward Breen had launched the corporate governance practices and companys accounting review in order to determine the area from where the fraud occurred. Secondly the new CEO hired the Vice President of Tyc os corporate governance, Eric Pillmore who incorporate the elements of corporate culture in the organization which were broadly three stated as- accountability, strong and ethical corporate leadership and behavior tracking processes, all these lacked in leadership of Dennis Kozlowsky, by incorporating these ethical tools in the organization and the effective management contribution done on ethical programs (Cannon, 2012). Edward Breen was awarded as the best manager by Business Week that enhanced the corporate governance and business ethics of the company (Bartos, 2012). The strategies suggested by the new CEO, Edward Breen, had separated the three companies into its parent company, setting the standards in accordance with the business goals for each department and level of employees, which helped in restoring the sources and achieve economies of scale (CAREY, 2000). The fundamental steps were taken for the company and management for developing long term sustainability and corporate culture as the aim of the leadership of Edward Breen (Stephens, Vance and Pettegrew, 2012). 5: The case study of Tyco and its scandal offered major learning lessons for the business world which is particularly in the area of business ethics, corporate culture and conduct. The strategy of aggressive acquisitions were at a continuous growth which resulted in $28 billion revenue in 2000, in fiscal year 2001 the New York Stock Exchange closed Tyco shares which were priced as $59 and the 2002 prices were plummeted due to the scandal as there was loss of more than $7 million on that year (Nyse.com, 2016). According to Stephens, Vance and Pettegrew (2012) the causes of the fraud were not just the business ethics violation of laws but also the accounting frauds where CEO Dennis Kozlowsky with Mark Swartz as Chief Financial Officer and prior General Council were allowing the loans as the bonuses, low interest loans and free interest practices, the unauthorized pay and abusing the program of Key Employee Loan. They had also been charging the personal purchased within the company and practiced illegal selling of stocks of worth $450 million (Tyco.com, 2016). The bribery was given to the other employees of the company and the large amounts to not to disclose the suspicious accounts. In 2002, after the frauds were uncovered for both the CEO and CFO, they were charged with Conspiracy, Corruption, Falsifying records and Thievery (CAREY, 2000). The main focus of the case study is to how one could control this from happening and the new CEO Edward Breen enforced strategies for Tyco Internationals Cultural sustainability. External auditors, providing regular monitoring and check on the financial statements so the company must hire second auditing company (Duska, Duska Ragatz, 2011). Internal Auditor is the person at higher power, the CEO is the one who also needs to be monitored by the corporate governance authority stated by Stephens, Vance and Pettegrew (2012). The policies and programs to be incorporated for training and education about the corporate ethics and cul ture to all the employees and enforcing standards and ensuring the ethics and morals are being practiced by one and all. The Generally Accepted Accounting Principles were violated that consisted of Principle of Conservatism where the company value accounted to $500 million due to attempt of boosting their earnings, there was no transparency on the financial accounts so the full disclosure principle was violated and the violation of economic entity assumption was violated as the CEO took advantage of being the person at highest authority however they spent on the luxurious items and purchased personal item with the stolen money(Abor, Graham Yawson, 2010). References Abor, J., Graham, M., Yawson, A. (2010). Corporate Governance and Restructuring Activities Following Completed Bids. Corporate Governance: An International Review, 19(1), 61-76. https://dx.doi.org/10.1111/j.1467-8683.2010.00833.x Baggini, J. (2012). Ethics. London: Quercus. Bartos, J. (2012). Corporate corruption. Detroit: Greenhaven Press. Benoit, D. (2016). Dow, DuPont Deal Cements Activists Rise. WSJ. Retrieved 17 January 2016, from https://www.wsj.com/articles/dow-dupont-deal-cements-activists-rise-1449882586 Bianco, A., Symonds, W., Byrnes, N., Polek, D. (2002). The rise and fall of Dennis Kozlowski. Business Week, 23. Cannon, T. (2012). Corporate responsibility. New York, NY: Pearson. CAREY, D., 2000. Snaring A Suitor Want your company to be acquired? Learn to think like a buyer. Financial Executive, pp.20-22. Collins, D. (2012). Business ethics. Hoboken, N.J.: John Wiley Sons. Duska, R., Duska, B., Ragatz, J. (2011). Accounting ethics. Chichester, West Sussex: Wiley-Blackwell. Nyse.com,. (2016). The New York Stock Exchange | NYSE. Retrieved 17 January 2016, from https://www.nyse.com/index PENDERS, A., PAVLIN, G., KAMERMANS, M. (2011). A COLLABORATIVE APPROACH TO CONSTRUCTION OF LARGE SCALE DISTRIBUTED REASONING SYSTEMS. International Journal On Artificial Intelligence Tools, 20(06), 1083-1106. https://dx.doi.org/10.1142/s021821301100053x Pride, W., Hughes, R., Kapoor, J. (2012). Business. Mason, OH: South-Western Cengage Learning. Stephens, W., Vance, C. and Pettegrew, L., 2012. In Focus Embracing Ethics And An Analytic Essay for the Accounting Profession. THE CPA JOURNAL, January 2012, pp.16-21. Talamo, G. (2011). Corporate governance and capital flows. Corporate Governance: The International Journal Of Business In Society, 11(3), 228-243. https://dx.doi.org/10.1108/14720701111138661 Tyco International Ltd. (2001). World Pumps, 2001(415), 5. https://dx.doi.org/10.1016/s0262-1762(01)80116-4 Tyco.com,. (2016). Home - Advancing safety and security worldwide | Tyco. Retrieved 17 January 2016, from https://www.tyco.com/

The Holocausts Effects On Wiesel Essay Example For Students

The Holocausts Effects On Wiesel Essay The Effects of the HolocaustOn Wiesels FaithIn early 1944 the town of Sighet, Transylvania was overran by the Nazi war regime as it rapidly expanded across Europe and parts of Asia. In this town a young religious man named Elie Wiesel was questioning the intent of the German army and the rumors that were circling about them. Although he had heard that the Germans were planning mass genocide of the Jewish race, the common feeling throughout the town was that Hitler could never exterminate every Jew. Early in Wiesels Night, he recounts his experiences in the Holocaust and he expresses his undying faith and belief that god would never allow Hitlers regime to run its course. When the Nazi army finally reached the town of Signet, the Jews were forced from their homes and relocated into the towns gettos. We will write a custom essay on The Holocausts Effects On Wiesel specifically for you for only $16.38 $13.9/page Order now It was the seventh day of Passover, and according to Wiesel, the race towards death had begun.1 The Jews were slowly removed from the large getto of Sighet and shipped to the smaller, holding getto where they were separated according to sex, age, and physical ability, and prepared for shipment to Auschwitz. The day that Wiesel and his family were to be moved to the smaller getto of Signet, Wiesel demonstrates his faith in God by awaking early to perform his daily prayers. As he prepared to leave his home he said, I looked at our house, where I had spent so many years in my search for God; in fasting in order to hasten the coming of the Messiah; in imagining what my life would be like. Yet I felt little sorrow.2 This passage is symbolic of his first parting with his faith in God. Yet he still believed in God, he was beginning to understand that a God should not let mass extermination happen to his people. While he was sub-consciencly loosing his faith in God, he still felt that there was strength in humanity and that human morals would never allow the burning of Jews. Upon Wiesels arrival at Auschwitz he caught his first glimpse of the crematories he exclaimed to his father, I do not believe that they can burn people in our agehumanity would never tolerate it.3 Yet after his father convinced him of the horrible truth his faith in god could never be restored.Wiesels father, after fully realizing the full horror of the concentration camps, said a small prayer to God, and to this Elie reacted with utter defiance. For the first time, I felt revolt rise up in me. Why should I bless His name? The Eternal, Lord of the Universe, the All-Powerful and Terrible, was silent. What had I to thank Him for?4 Although Wiesel still believed in the presence of God, he felt that in Gods silence he was defying the Jews and their faith in him. How could someone you are so devoted to be absent in your greatest time of need? Wiesel said that he sympathized with Job, and I feel that the similarities between Wiesel and Job are numerous. Both were very religious men who put their faith before all other, and yet both found that their faith brought them nothing but suffering. Both felt that they deserved a more peaceful and humane existence because of their undying devotion, yet both lived in the cruelest situations for some time. Wiesel felt that man was stronger that god because throughout the Holocaust his fellow prisoners continued to praise God and believed that God allowed the Holocaust in order to benefit the Jews in some strange way. Wiesel felt that because of all the torture that the Jews were subjected to their continued praise proved that they were ignorant to the fact that God was not a source of supreme justice. Wiesel continued to despise God for the remainder of the Holocaust, yet from this new independence he found power. .u1d3bc8d8d46dcb75e57caf918cc755f9 , .u1d3bc8d8d46dcb75e57caf918cc755f9 .postImageUrl , .u1d3bc8d8d46dcb75e57caf918cc755f9 .centered-text-area { min-height: 80px; position: relative; } .u1d3bc8d8d46dcb75e57caf918cc755f9 , .u1d3bc8d8d46dcb75e57caf918cc755f9:hover , .u1d3bc8d8d46dcb75e57caf918cc755f9:visited , .u1d3bc8d8d46dcb75e57caf918cc755f9:active { border:0!important; } .u1d3bc8d8d46dcb75e57caf918cc755f9 .clearfix:after { content: ""; display: table; clear: both; } .u1d3bc8d8d46dcb75e57caf918cc755f9 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u1d3bc8d8d46dcb75e57caf918cc755f9:active , .u1d3bc8d8d46dcb75e57caf918cc755f9:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u1d3bc8d8d46dcb75e57caf918cc755f9 .centered-text-area { width: 100%; position: relative ; } .u1d3bc8d8d46dcb75e57caf918cc755f9 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u1d3bc8d8d46dcb75e57caf918cc755f9 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u1d3bc8d8d46dcb75e57caf918cc755f9 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u1d3bc8d8d46dcb75e57caf918cc755f9:hover .ctaButton { background-color: #34495E!important; } .u1d3bc8d8d46dcb75e57caf918cc755f9 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u1d3bc8d8d46dcb75e57caf918cc755f9 .u1d3bc8d8d46dcb75e57caf918cc755f9-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u1d3bc8d8d46dcb75e57caf918cc755f9:after { content: ""; display: block; clear: both; } READ: Anne frank Essay I felt very strong. I was the accuser, God the accusedI was terribly alone in a world without god and without man.5Religion Essays

The Future Of Hierarchical Management Structures The WritePass Journal

The Future Of Hierarchical Management Structures Introduction The Future Of Hierarchical Management Structures ). The current competition between companies has changed and is more inclined to creativity than prices of goods and services. The nature of work within organizations is also transforming from repetitive pre-arranged tasks to tasks that are more cognitive and spontaneous. This also applies to the managing styles and employee expectations. Effective adaptation to these inevitable changes requires companies to encourage a creative and innovative organizational culture (Singh Waddell, 2004). There are many organizations that are being run by the hierarchical management structure, which is characterized by strict adherence to chains of command (Daft Marcic, 2010). This limits the flexibility of an organization by slowing down decision making processes. As a result, such structures limit creativity in organizations (Bilton Cummings, 2010; Tseng, 2011). With the future expected to have a higher demand on creativity and change management, it is highly likely that hierarchical organizational structures shall be replaced by structures that emphasize more on innovation and creativity. Despite the increase in the focus on creativity and innovation, it is difficult to abolish the hierarchical structure. While some companies such as Apple, Microsoft and Google stand out for having abolished hierarchical management structures, such traditional organizational approaches still remain appropriate for many companies. It is difficult for current hierarchies to self-destruct. Whether such structures shall be replaced by an innovative and creative culture in the near future is a subject of debate. In this regard, this paper discusses whether in the near future, management in organizations shall involve nurturing of creativity and innovation, which shall reduce hierarchy in organizations. Some of the areas that are covered in relation to this include changes in the global economy, factors affecting innovation in the workplace and change management in organizations. Changes and Shifts in the Global Economy According to Henry and Bruin (2011), there is an on-going shift from a traditional knowledge economy to a creative economy. Creativity, in this context, can be defined as the process by which novel ideas are created. Not long ago, creativity was confined to arts like photography, music and painting. However, many companies have started to realize that creativity can also be applied in business, albeit, in a manner that is somewhat different from that of arts and humanities. Whilst creativity in business is about developing new ideas, it also involves solving issues that affect the business operations innovatively (Burkus, 2013). The current fast moving economy has made companies push their efficiencies to the limit so as to keep up with the market competition and ensure effective delivery of goods and services to clients. To overcome the limits that knowledge based organizations have in delivering quality and satisfaction to clients, many companies are opting to differentiate themselves from their competitors by becoming innovative and creative (Brown Osborne, 2012). An example can be drawn from the use of technology over the years. For most companies, getting ahead of the competition simply required the acquisition of the latest technology that existed at the time. For instance, the invention of computer technology revolutionized record keeping, communication and other operations. Organizations that acquired and utilized this technology gained an edge over their competitors. However, the accessibility of computer technology has become easier with time and currently, almost every company utilizes it. Therefore, being ahead of the competition in business has shifted from simply acquiring computer technology to acquiring and utilizing it in a way that is creative and unique in the industry. This is points out to the fact that lack of creativity in present-day organizations can be detrimental to organizational performance. Technological development, globalization forces, increased competition, market demand and expectations have all led to the growi ng interest on nurturing employee creativity in the workplace. Some of the companies that have been known to nurture creativity and innovation include Apple, Facebook, Microsoft and Google. Even during the past recession period, entrepreneurs in Silicon Valley continued to establish start-up companies founded on creativity. According to Dervitsiotis (2011), the success of Apple has been achieved by recognizing the crucial role that innovation plays in present day businesses. To attain its business objectives, Apple Inc hires employees that are dedicated to creating innovative and unique products. With reference Jobs’ interview published in The New Yorker by Surowiecki (2011), the company has maintains its competitiveness in the computer industry by designing products that are user friendly to a wide range of customers. Some of these products include the iPod and iMac computer that were innovatively manufactured and advertised, making Apple to stand out among its competitors. As companies recognize the need to be creative in the design of their products and services, they have also realized the importance of creativity in their management. According to Von Held (2012), effective management of a creative workforce requires motivation and inclusion. Companies ought to create a culture or environment that allows employees across all ranks to feel important by encouraging them to make contributions towards organizational development. One of the ways in which this has been achieved is through encouraging open horizontal communication structures. Whereas the trend has been towards a creative and innovative work environment, critics have pointed out several setbacks that creativity and innovation can cause in an organization. One typical characteristic of innovation is the fact that it involves taking risks, which may even threaten the existence of the organization. In addition, outcomes of innovative ideas or changes within the organization are usually unknown. Whilst some innovative ideas have positive revolutionary outcomes, there are also chances of failure (Henry Bruin, 2011). Failed innovations may be detrimental to organizations, especially if the innovation involved high costs. Factors to be managed to Enhance Creativity in Organizations There are several factors affecting creativity that have been identified by researchers. According to Andriopoulos and Lowe (2000), organizational creativity is affected by the organizational culture, organizational environment, management styles and structures, skills and resources. Amabile et al. (2004) argued that creativity is influenced by employee motivation, management practices, organizational resources and group characteristics. Other factors affecting individual creativity include personality, IQ levels, capabilities and dispositions, among others. This section explains how management of these factors can enhance creativity and innovation at the workplace. Employee Motivation Researchers have established that for employees to be innovative in the organization, they ought to have the passion and drive to do so. Employee motivation can increase their passion for innovation if it is managed appropriately. As argued by Daft and Marcic (2010), employee motivation is a complex issue that is influenced by social, biological, emotional and intellectual factors. Therefore, there are several strategies that have to be effectively managed so as to keep employees motivated and encouraged to be innovative. One of the strategies that can be used by corporations to increase employee motivation is communication. While vertical communication that characterizes hierarchical management structures may be ideal in some situations, innovative organizations thrive more on horizontal communication structures (Tidd Bessant, 2011). It is necessary for the organization’s management to frequently communicate with its employees on the organization’s vision. In addition, organizations also need to recognize and reward individual innovative contributes towards the overall good of the company.   Rewards motivate employees to compete constructively and as a result, encourage innovativeness and creativity. Organizational Resources According to Yazdani et al. (2011), employees are among the most important resource in the organization. Therefore, innovative organizations ought to hire employees that have the personality and intelligence needed to make creative contributions. . a classic example of a creative individual was Einstein, who made contributions in various fields are . In addition to his contributions to Physics, it is documented that he had interests in visual arts (Runco, 2010) . Other traits that human resource managers need to look for when hiring include mental flexibility, originality in thinking self-confidence and the will to take risks. Time and financial resources also have an influence on the creativity or innovation in an organization. These resources ought to be managed effectively because their availability can either support or suppress creativity of employees (Amabile et al., 2004). Organizations need to establish a â€Å"threshold of sufficiency† within which these resources can positively contribute to creativity. Once this threshold is set, companies can be able to avoid allocating either insufficient or too much time and financial resources. Organizational Environment and Culture The conduciveness of an organizational environment for creativity can be gauged from the levels of employee participation, employee freedom of expression and experimentation and other creativity stimuli available within the organization (Amabile et al., 2004). One organization that has effectively managed its culture and environment to encourage creativity among employees is Google. For instance, the company offers social amenities to employees that are not offered by other companies. These include cafà © stations that offer free food for employees, rooms for exercising and entertainment rooms where employees can play several games. Whilst these amenities do not directly contribute to the profitability of the company, they create an environment that allows them focus more on their contribution towards that growth of the company without thinking about how they will cater for these needs while at work. Hierarchical barriers at Google are limited, encouraging employees to work closely and learn from each other regardless of their positions in the firm. Therefore, creating an ideal organizational environment, keeping employees motivated and allocating resources that are within the threshold of sufficiency for creativity are among the ways of encouraging creativity and innovation among employees. The Change Management Process With the inevitability of change in present day organizations, several researchers have established steps that ought to be undertaken in managing change. Reasons that necessitate change include the need to overcome challenges that are posed by the dynamism of the business environment (Kotter, 2007). The need for organizations to effectively manage change is drawn from the fact that it may affect several business stakeholders that include suppliers, employees, customers and distributors. Whereas good change management procedures and practices are likely to improve the brand position of the company, poor change management is likely to adversely affect its performance. Anderson and Anderson (2010) point out that some of the impacts of poor change management include reduction in morale among employees and a drop in the company’s competitive capability. Kotter (2007) suggested an eight-step model of managing change in an organization. In establishing this model, he identified the errors that are commonly made by leaders in initiating change and based his change management model on these errors. The eight steps presented in the table below. Table 1: Kotter’s Change Management Process Step of Management Explanation 1.  Ã‚  Ã‚  Ã‚  Ã‚   Establishing urgency This involves the creation of a sense of urgency within the organization to motivate involved parties to start the change process. 2.  Ã‚  Ã‚  Ã‚  Ã‚   Forming a powerful spearheading coalition Involves identification of organizational members to form a cross-level team that is capable of leading the rest of the company in implementing the identified change. 3.  Ã‚  Ã‚  Ã‚  Ã‚   Development of the change strategy Involves formulating a strategy for implementing the change process. This should consider all the factors influencing the change process. 4.  Ã‚  Ã‚  Ã‚  Ã‚   Communicating the change   strategy The change vision should be presented to all organizational members and stakeholders that will be involved in the process. The most effective communication paths ought to be used to ensure speedy and efficient message delivery in the organization. 5.  Ã‚  Ã‚  Ã‚  Ã‚   Elimination of barriers This involves empowering a broad based action that removes barriers to the change process and targets certain elements of change in the transformation of the organization. 6.  Ã‚  Ã‚  Ã‚  Ã‚   Generating short-term wins This is achieved by setting short-term goals that contribute to a larger long-term goal. Short term wins can be generated by rewarding employees who contribute towards meeting the short-term goals to keep them motivated. 7.  Ã‚  Ã‚  Ã‚  Ã‚   Consolidating the short-term gains Credibility from several sort term wins is collected to create a bigger change. Here, a reinvigoration is brought to the process. 8.  Ã‚  Ã‚  Ã‚  Ã‚   Anchoring changes into the organization. Involves reinforcement of transformations made to be part of the organizational culture. This enables the change to be passed on in case of a change in the management or when employing new members of staff. Adapted from Kotter (2007) Even though Kotter’s approach has been approved by many researchers, critics have pointed out some flaws associated with it. For instance, O’keefe argues that it assumes that changes are one-time processes that promise stability if managed meticulously. However, the existing global uncertainty does not give an assurance that the intended goals of the change will be attained (O’Keefe, 2013). According to Anderson and Anderson (2010), effective change management benefits individuals and the overall organization. It benefits individuals by enabling them to maintain or improve their morale and performance before, during and after the change process. It also increases the acceptance of employees to the change process (Andriopoulos Dawson, 2009).Benefits of change management to the organization include enabling it to respond effectively to client demands even during the change process. It also enables the company to assess its performance by comparing its state before and after implementation of the change. Ineffective change management, on the other hand, can distort the transition of the company from its old state to the intended new state. With reference to Kotter’s eight steps, inefficient change management may cause the process to stick in one of middle stages. Therefore, it is important for organizations to ensure that they avoid negative impacts associated with the change process by ensuring that it is managed effectively. Conclusion This paper has presented an in-depth discussion on the need of change and innovation in present-day organizations. While the hierarchical structure of management has several benefits, the need for organizations to adjust to the current dynamism in economic and social conditions has prompted many companies to go for management techniques that nurture creativity and innovation. Some of the organizations that have attained high levels of success through encouraging innovation and creativity include Apple and Google. The shift in the global economy from knowledge to creativity has also been extensively discussed, which also explains why hierarchical management structures are likely to be less evident. Among the factors that have to be effectively managed to enhance creativity are employee motivation, the organizational culture and the organization’s resources. Steps to be undertaken in managing change as suggested by several researchers have also been extensively discussed. References Amabile, T. M., Schatzel, E. A., Moneta, G.B. Kramer, S.J., 2004. Leader behaviors and the work environment for creativity: perceived leader support. Leadership Quarterly , 15(1), pp.5-32. Anderson, D. Anderson, L‎. A., 2010. Beyond Change Management: How to Achieve Breakthrough Results Through Concious Change Leadership. New Jersey: John Wiley Sons. Andriopoulos, C. Dawson, P., 2009. Managing Change, Creativity and Innovation. London:   Ã‚  Ã‚   Sage Publications Ltd. Andriopoulos, C. Lowe, A., 2000. Enhancing organisational creativity: the process of perpetual challenging. Management Decision, 38(10), pp.734-42. Bilton, C. Cummings, S‎., 2010. Creative Strategy: Reconnecting Business and Innovation. West Sussex: John Wiley Sons. Brown, K. Osborne, S‎. P., 2012. Managing Change and Innovation in Public Service Organizations. Oxford: Routledge. Burkus, D., 2013. 10 Practices from the Most Innovative Organizations. [Online] Available at:  Ã‚   creativitypost.com/business/10_practices_from_the_most_innovative_organizations [Accessed 3 November 2013]. Coy, C., 2013. Office hierarchies which one is best for your business? {viewed on 28th November 2013} available from   Ã‚   cornerstoneondemand.com/blog/office-   hierarchies#.Updr99KshsI Daft, R.L. Marcic, D‎., 2010. Understanding Management. Mason: Cengage Learning. Dervitsiotis, K.N., 2011. The challenge of adaptation through innovation based on the quality of the innovation process. Total Quality Management Business Excellence, 22(5), pp.553-66. Von Held, F., 2012. Collective Creativity: Exploring Creativity in Social Network Development as Part of Organizational learning. Munich: Springer. Henry, C. de Bruin, A‎., 2011. Entrepreneurship and the Creative Economy: Process, Practice and Policy. Glos: Edward Elgar Publishing. Hinks, G., 2013. The failure of hierarchical management structures. [viewed on 28th November 2013] available from   Ã‚   financialdirector.co.uk/financial- director/feature/2282581/the-failure-of-hierarchical-management-structures Kottler, J., 2011. 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RESEARCH paper Essay Example | Topics and Well Written Essays - 1000 words

RESEARCH paper - Essay Example The factors that affect forestry and the significance of forests will be discussed in this paper. This paper will also tackle the different types of forests. Forests are mostly dominated by trees amongst other plants. Some of the plants are tall and others are short. Most of the plants have features that help them adapt to the several conditions that are presented in the different types of forests (Green). Forests have sufficient amount of water. A majority of the forests receive sufficient amounts of rain that help in the growth of the plants and support the animals that live in the forests (Green). The rain water forms ponds and streams. Forests offer great biodiversity due to the fact that it acts as a habitat to many habitants. The forest has several foods and shelters that support the habitants that reside in the various forests (Green).Forest canopy is a characteristic that is found in different forests (Green). The canopy differs in the different types of forests due to the fact that the nutrients found in forests differ. Tropical forests are densely populated and are found near the equator. In this type of forests winter is not present and the temperatures are normally between 68 and 77 degrees. These forests receive mostly receive 100 inches of rain in a year. The soils found in the tropical forests are very poor due to the high levels of rain and warm temperature. The plants that grow in these types of forests are normally broad-leafed and the trees are normally very tall. Due to the huge density of the trees the sun doesn’t reach the lower levels of the forest. This forces the animals that live in these forests to adapt to living in the trees (Green). These forests are normally found in eastern North America, northeastern Asia, parts of Russia, China, Japan, Western Europe and Eastern Europe. The trees that are found in these forests are normally deciduous and coniferous evergreen trees. The trees are

Court Procedures 3 Essay Example | Topics and Well Written Essays - 1000 words

Court Procedures 3 - Essay Example s is mostly possible through the arresting and investigating officer’s sworn testimony about the area where the crime was committed being the same area where the trial is being held. This is enough to convince the judge and jury that the place of trial is in accordance with the constitution. Every accused individual has a right to a speedy trial as a constitutional right. There are two major differences between the constitutional and statutory right to a speedy trial. The first difference is that there should be a test to determine if the right was violated. In the statutory right, the test is carried out just in regards to violation of time periods and nothing more. However, the constitutional right examines factors such as the length of delay, justification of that delay, the prejudice that the delay caused and whether this delay was asserted by the defendant or not. The other difference is in regards to the remedy for the violation of this right. The statutory right depends on the statute provided some of which indicate the defendant may be retired while the constitutional right requires dismissal of charges and failure to retry the defendant on the offence. There are two things that are considered in regards to the mental status of the defendant: the first is insanity and the other is competency to stand trial. The two are different even though they sound similar. Insanity regards the mental state of the defendant at the time when the alleged crime took place while competence to stand trial regards the mental state of the patient during the trial which may prevent him from being tried. The competence of any individual to stand trial is protected by the Fifth as well as the Fourteenth Amendments and prevents any incompetent individual from standing trial. Proof is however needed to verify the state of mind of the defendant. The most important thing in chapter 11 is the explanation of the role of the judge as well as the prosecutor which may people do not

Is the Rage of Text Messaging Leading to Less Than Desirable Social Interaction Essay Example for Free

Is the Rage of Text Messaging Leading to Less Than Desirable Social Interaction Essay As the world embraces the technological knowhow, preferred modes of communication have tremendously changed from the ancient modes. One such current modes of communication commonly used is the text messaging. Text messaging is a way of sending short written information to and from phone devices . Text messaging provides a fast, easy and discrete way of transferring information. Text messaging thus plays an important role in people’s life. Texting is also a fairly nonthreatening way to initiate communication with someone versus a phone call or face to face methods, which demand greater bravery and often directness of intension. (Rule of Thumb 24) Text messaging plays an important role in creating and maintaining social interactions. Unlike the traditional ways in which friends had to travel long distances to share information, text messaging bridges the distance limitation and allows friends to share information without having to travel. Friends are able to keep themselves updated with all matters concerning their friendships. We can work, watch television, sit in class or talk to friend while texting. (Rule of Thumb 26). Text messaging also enables others to make new friends. Most importantly, text messaging enables the physically challenged also to make part of the socializing world. Traditionally, the physically challenged by the fact that they cannot travel far were somehow locked out of the social network. Through text messaging, this has been reversed. Another important role text messaging plays is by acting as reminders. Text messaging is a means that has been and is very useful in reminding friends and acquaintances about activities like meetings and parties among others. The fact that text messaging is cheap, fast and can be applied to many recipients at the same time makes it outstanding for this reminder role. For instance, students can remind their fellows on pending assignments. At work places, instead of pinning written reminders on notice boards, text messaging can play effective means of reminding staff of an upcoming meeting. Similarly, text messaging plays important roles in public health sectors where patients are reminded through texts about their medical appointments. This unquestionably helps in overcoming forgetfulness, a factor that dangerously affect medication outcome through reducing medication compliance. Through text messaging, banks are able to remind their clients about pending transactions. These are ust but few examples. Text messaging plays an important role in passing information in a fast and cheap means. In learning institutions like universities for instance, text messaging plays an important role in circulating information such as changes in lecture venue and time, make-up lectures, and location of learning materials like handouts among others. Such information is usually very important and needs fast and cheap means of passing info rmation. Some recruiting firms have also used text messages (in combination with phone calls) to confirm their appointments. In this sense, text messaging enables people to get important information that helps them be at part with their duties in the society. Although all these are positive roles of text messaging, it has somehow brought along some disadvantages. The fact that text messaging allows multitasking has made its use be abused. Some people do text while driving, while others walk down on high ways with their faces completely turned down on their phones. The fact that text messaging bridges distance has also resulted in health problems by encouraging physical inactiveness. Arguably, text messaging should be purposefully used for passing important information and reminders and not to cause distractions in classes and offices. Text messaging should also be employed as a means of sending warnings to alert people of any potential dangers. As, texting is a way of life, but it cannot replace the human voice or touch. I believe that texting should be used for the important notifications such as â€Å"I am running late†, â€Å"I am outside†, â€Å"I will call u later† etc. and most the most important keep it short.

Medical Marijuana: A not so new form of medical treatment Essay

Marijuana usage for the purpose of medical treatment has been a debated issue in many states and Countries around the world. The United Kingdom and Canada have both adopted laws that are directed at protecting patients and doctors from prosecution due to possession and usage of marijuana for medical purposes. Australia has passed laws, but has not put them into effect, and the United States has not made any allowances, leaving marijuana in the same category with other illegal drugs and allowing for prosecution if a person is found to be growing, possessing or using marijuana, regardless of the reasons. According to Dresser, there are currently fourteen states that have taken it upon themselves to enact laws that allow for the prescribing and use of medical marijuana, California being the most liberal in terms of allowed usages (7). While medical conditions that allow marijuana to be prescribed vary from state to state, Hall and Degenhardt write that accepted treatments generally incl ude issues such as nausea and vomiting due to chemotherapy, wasting due to HIV and aids, movement disorders and muscle spasticity disorders (690-692). Although many government and public agencies disagree on the medical benefits that marijuana may provide in the relief of chronic symptoms, marijuana seems to be growing in popularity among doctors and the patients that benefit from its use and a vast number of people feel it should be legalized for medical conditions across America. The use of marijuana for medical purposes is not a new issue. Prior to the twentieth century, marijuana was often used for treatment of symptoms caused by medical issues in both the United States and throughout Europe, Asia and India. In their report, Hall & Degenhardt stat... ... discusses a study that was performed in California and other States due to concerns about medical marijuana having an elicit effect of influencing young people and causing an increase in illegal marijuana use. The study showed that no abnormal increase was seen among people ages 16 to 25 following the legalization of medical marijuana. Wiwi, Amy Komoroski, and Nicole P. Crifo. "The Unintended Impact of New Jersey's New Medical Marijuana Law on the Workplace." Employee Relations Law Journal 36.1 (2010): 33-37. SPORTDiscus with Full Text. EBSCO. Web. 21 Nov. 2010. This article discusses the medical marijuana laws in New Jersey and offers suggestions to employers on how to address issues in the work place, such as failed drug testing and employee usage of marijuana. It also addresses the lack of consideration of employment in the drafting and passing of these laws. Medical Marijuana: A not so new form of medical treatment Essay Marijuana usage for the purpose of medical treatment has been a debated issue in many states and Countries around the world. The United Kingdom and Canada have both adopted laws that are directed at protecting patients and doctors from prosecution due to possession and usage of marijuana for medical purposes. Australia has passed laws, but has not put them into effect, and the United States has not made any allowances, leaving marijuana in the same category with other illegal drugs and allowing for prosecution if a person is found to be growing, possessing or using marijuana, regardless of the reasons. According to Dresser, there are currently fourteen states that have taken it upon themselves to enact laws that allow for the prescribing and use of medical marijuana, California being the most liberal in terms of allowed usages (7). While medical conditions that allow marijuana to be prescribed vary from state to state, Hall and Degenhardt write that accepted treatments generally incl ude issues such as nausea and vomiting due to chemotherapy, wasting due to HIV and aids, movement disorders and muscle spasticity disorders (690-692). Although many government and public agencies disagree on the medical benefits that marijuana may provide in the relief of chronic symptoms, marijuana seems to be growing in popularity among doctors and the patients that benefit from its use and a vast number of people feel it should be legalized for medical conditions across America. The use of marijuana for medical purposes is not a new issue. Prior to the twentieth century, marijuana was often used for treatment of symptoms caused by medical issues in both the United States and throughout Europe, Asia and India. In their report, Hall & Degenhardt stat... ... discusses a study that was performed in California and other States due to concerns about medical marijuana having an elicit effect of influencing young people and causing an increase in illegal marijuana use. The study showed that no abnormal increase was seen among people ages 16 to 25 following the legalization of medical marijuana. Wiwi, Amy Komoroski, and Nicole P. Crifo. "The Unintended Impact of New Jersey's New Medical Marijuana Law on the Workplace." Employee Relations Law Journal 36.1 (2010): 33-37. SPORTDiscus with Full Text. EBSCO. Web. 21 Nov. 2010. This article discusses the medical marijuana laws in New Jersey and offers suggestions to employers on how to address issues in the work place, such as failed drug testing and employee usage of marijuana. It also addresses the lack of consideration of employment in the drafting and passing of these laws.

Motivational Factor at Tesco

Management and Staff Motivation Contents of the Research CHAPTER 1 INTRODUCTON 1. 1. Statement 1. 2. Research Background 1. 3. Company’s Background 1. 4. Research Purpose 1. 5. Research Objectives 1. 6. Research Questions 1. 7. Research Nature 1. 8. Rationale CHAPTER 2 THEORETICAL BACKGROUND OF THE TOPIC 2. 1. Introduction 2. Motivation (in general) 3. Human Resource Management 4. Theories of Motivation 1. Content Theories 1. Maslow’s hierarchy of needs 2. ERG theory . Theory X and Theory Y 2. Process Theories 2. 4. 2. 1. Victor Vroom Expectancy Theory 2. 4. 2. 2. Hertzberg Two factor theory 2. 4. 2. 3. Equity Theory 5. Implication for management of Motivational theories 6. Advantages of Motivation 7. Staff retention 8. Conclusion of theoretical background CHAPTER 3 RESEARCH METHODOLGY 3. 1. Research Philosophy 3. 2. Research Approach 3. 3. Research strategy 3. 4. Research Design 3. 5. Time horizon 3. 6. Data collection method 3. 6. 1. Designing the questionnaire 3. 6 . . Relationship of Questionnaire with research Objectives 7. Sampling 8. Credibility of research 1. Reliability 2. Validity 9. Ethical Issues 1. Fairness 2. Confidentiality 3. Consent 4. Stealing Ideas from Others 10. Data analysis techniques 11. Data access and resource Implication CHAPTER 4 RESEARCH FINDINGS 4. 1. Introduction 4. 2. Questionnaire results CHAPTER 5 DISCUSSION ON THE RESEARCH FINDINGS 5. 1. Introduction 5. 2. Overall Motivation of the staff 5. 2. . Role of Salary 5. 2. 2. Working Conditions and Atmosphere 5. 2. 3. Reward system 5. 2. 4. Job security 5. 3. Relationship between Theoretical Concepts and Research Findings 5. 3. 1. Relationship with Hertzberg’s Two Factor Theory 5. 3. 2. Findings Relationship with Adams Equity Theory 5. 3. 3. Relationship of findings with Victor Vroom Expectancy theory 5. 3. 4. Relationship of findings with Maslow’s Need Theory 5. 3. 5. Relationship of findings with ERG Theory 5. 4. TK MAXX HR Policies CHAPTER 6 CONCLUSIO N AND RECOMMENDATION . 1. Introduction 6. 2. Building the Framework 6. 3. Research Process 6. 4. Scrutinizing Findings 6. 5. Conclusion in relation to research objectives and questions 6. 6. Recommendation 6. 7. Research Limitations 6. 7. 1. Time Constraints 6. 7. 2. Managing Resources 6. 7. 3. Limited Data Access 6. 8. Recommendation for Future Research 6. 9. Accomplishment of the Research CHAPTER 7 REFLECTION 7. 1. Introduction 7. 2. Honey and Mumford style of Learning 7. 3. KOLB Learning Style . 4. Skill Achieved 7. 4. 1. Skill 1: Selection, Evaluation of Critical Management Thinking 7. 4. 2. Skill II: Evaluation and Selection of the Techniques 7. 4. 3. Skill III Arriving at Conclusion 7. 5. Personal and Career Development 7. 6. Critical Incidents APPENDICES CHAPTER 1 INTRODUCTION 1. 1. The Statement The dissertation investigates approaches to staff motivation used by the TK Maxx store in Uxbridge and the significant relation between the applied in T. K.Max staff motivation mana gement and its connection to staff loyalty. This dissertation investigates what important role staffs has in the organisation and highlights peculiarities in staff loyalty and work attitude development. The researcher believes that staff plays as an essential role in any industry therefore good staff management ensures ones commitment and input to the organisation. To find a good talent as an employee is a difficult task however to keep this talent, improve and develop is much more complicated. Nevertheless in order to sustain competitive advantage companies and particularly T.K. Max have to concentrate on the staff management approaches it uses and be eager to improve and develop the strategy at all times. 1. 2. The Research Background: The global business environment constantly changes. It is becoming more evident today that the key element of the business environment today is its employees. Motivation has been a subject of several studies. The main researches are the following: M aslow’s hierarchy of need, Alderfer’s ERG theory, McClelland’s theory of socially required needs and Herzberg’s motivation-hygiene theory.These theories concentrate of the benefits and importance of motivation, however researcher found it necessary for this research to consider that as it is mentioned by Vercueil, 2001 incorrectly implemented motivation management causes a harmful affect on the employees. Watt, 1998 refers to Anon saying that in the past motivation could be identifies as a way to make people want what we want and differs it from manipulation that makes individuals do what we want. However today as it mentioned by Bruce and Pepitone, 1999 modern employees are much more sophisticated and are in search for a greater satisfaction from the job they are doing.Artificial reward or money alone are nor enough. Therefore modern organisations need to learn and understand human nature as it indicates why people in these case employees behave in a par ticular manner. Managers need to motivate the employee leading to a grater working performances and mainly managers have to understand their employees needs and their life organization in order to meet the employees expectations and motivate ones performance more efficiently. Staff retention is a significant element of every successful business.It is characterized by the employees desire to sustain in the organization and continuing contribution to the business. In times of economic crisis more and more individuals have to stay at their jobs even if conditions are not favorable due to a risk of being unable to provide for a family. However more and more individuals are raising the importance of staff motivation management. Organizations today have realized that a modern employee needs to be rightly motivated and encouraged, not only money wise, to ensure staff retention.Motivation is a force that stimulates people to perform an action. Therefore motivation is a force which compel pe ople go to their work every day and that is why people bring improvement in themselves to satisfy the desire of becoming or accomplishing what they have set out to become or accomplish in their life. More over with motivation any complicated situation can be converted into a simple and learning experience. In his research Watt, 2003 also states that managers must understand that individuals want to be treated fairly and have equal opportunities to advance.He highlights the problem of motivation today. Often organizations do not recognize that the motivation management requires different approaches depending on the industry sectors. The problem of motivation and staff performance as it is stated by Green et al, 1999 might stay undetected, hidden and unresolved by the managers. Therefore managers often don’t realize that it is important not only to appeal to the individual’s intellect but to their hearts as well. Green et all, 1999 also identifies three main problems for motivation: – Lack of confidence – Lack of trust Lack of satisfaction Well designed and implemented motivation strategy leads to employee’s retention therefore employee’s loyalty. Loyalty is a significant and vital part of any organization. As it is mentioned by Daft and Marcic, 2011 management should learn to allow all it s employees make a contribution and use its talents and potential in order to progress and improve their skills. This sort of motivation creates employees retention and ensures ones constant grow and contribution to the company. TK MAXX has a well developed reward and development management.Organization believes that its people should be growing as well as the business. From the first time the employee joins the company organization provides a comprehensive induction programs and ensures that whether it is about moving up the career ladder, learning and development of new skills or gaining experience working in different countries ther e are plenty of available opportunities for the employees. Company has a strong rewards and benefits system, pension scheme, holidays, private healthcare and voluntary benefits as a part of its employee motivation and ensures of employees happiness and satisfaction.All this provides companies growth and efficient performances with a high rate of employee’s retention. Researcher believes that T. K. Max is a real example of a right motivation management. Organization aims at ensuring satisfaction of its employees and at the same time ensures a solid growth and development for the business. Therefore the researcher wanted to examine the motivation strategies used by T. K. Max and analyze its effect on the employees. 1. 3. The Company Background The organization that we have chosen for our research is one of the most successful retailers in the market today. T. K.Max management in the Uxbridge branch were excited and happy to participate in our research and granted us with a perm ission to use the organization’s name in this investigation. T-K Maxx is a chain of clothing and accessories stores. The company was launched in 1994. It is a subsidiary of TJX Companies Inc. (TJXtra, JUNE 2010) TK MAXX always aimed to deliver frequently changing and best quality products at a price which is 20-60% less than other department and specialty stores regular prices. TK MAXX has label of â€Å"Always up to 60% less† and has target customers who is middle to upper-middle income shopper.But simultaneously who are fashion and value conscious. T. K. MAXX is now 7th largest fashion retailer in the U. K. It introduced the off price concept in the UK and it is now the only major off-price retailer in Europe. It was operating in UK and Ireland. Later on T. K. Maxx opened first stores in Germany in 2007 and also entered in Poland in 2009 (TJXtra, JUNE 2010) The reason why we the researcher choose TK-Maxx as an organization is its market share and the enormous global scale that it’s operate. Having its unique position in UK market T. K.Maxx have chosen efficient strategies in order to keep its staff motivated and have introduced several ways to make it an awesome place to work. The T. K. Maxx’s management believe that the staff motivation in the blood life line of any organization so they treat their employees fairly and have implemented many strategies in order to make their jobs more interesting and satisfying by providing different opportunities and support. 1. 4. Research Purpose Motivation is considered to be one of the major factors in employees retention The researcher believes that employee’s loyalty is a direct link to motivation.Therefore this research is aimed at identifying the significance of employee’s motivation and its relation to employee’s loyalty; in order to help TK Maxx to continue its successful business operation and maintain high level of staff retention. 1. 5. Research Objectives †¢ Critically evaluate the use and the effectiveness of the current policies used by management at T. K. Maxx towards staff motivation. †¢ Critically analyze and evaluate the effectiveness of staff motivation and its connection with staff retention. †¢ Construct and suggest recommendations to T.K. Maxx managers on how to increase effectiveness in staff management and motivation in order to achieve staff retention. 1. 6. Research Questions †¢ How understanding of importance in employees motivation help business growth and development; and what strategies in staff motivation T. K. Maxx utilizes to ensure company’s progress in a competitive business environment? †¢ What are the leading motivating factors used by T. K. Max management; from employees perspective how these factors impact of employee’s retention? †¢ What recommendations can be made to T. K.Max management policies to improve staff morale and ensure employee’s continuing performan ce efficiency? 1. 7. Research Nature To conduct this investigation researcher will apply the existing theoretical and academic theories and models to a practical research. We are aiming at examining the results of the T. K. Max management and employees interviews. The analysis will be performed based on the available academic references. However we are not only looking to agree or disagree with the existed theories on staff motivation and retention, but to find new, important and practical information for the organization.We are to highlight new approaches in staff motivation that will help T. K. Max to ensure its successful sustainability in the market. 1. 8. Rationale The researcher believes that the main issue in today’s working environment is primarily to find a new and unique talent, motivate and encourage this talent to perform well for the benefit of the organization; but also to keep this talent in the competitive market by increasing staff retention. Being a leader i n the apparel and accessory market T. K. Maxx has a reputation of a strong competitor not only business wise but in the way the company values its employees.We believe that in today’s competitive market environment the key element of a success is the talent the organization has. With newly hired talents new ideas and therefore competitive advantage comes. However to help every talent perform well and work for the benefit of organization it is necessary to motivate and encourage ones needs. Today employees are not only searching for money, individuals are keen to have better working conditions and have equal opportunities for learning and development. Therefore organizations need not only to have a motivation plan but to ensure that they actually know what their employees needs are.In other words we believe that motivation help to maintain healthy and positive working environment for both management and employees. Happy employees are eager to work harder and to contribute more efficiently to the organization. Therefore we believe that this research has a significant importance for T. K. Max because it will help organization learn more about their employee’s attitudes towards staff management and motivation in the company. Our research will assist organization to discover new approaches to staff management.Through the research interview employee will have an opportunity to recommend or advise organization on how to improve the existing motivation model and increase employee’s retention. Although employee motivation is a well known topic among the academics, we believe that this research brings a new development to these existing models. The academic significance of this research is based on the fact that we are not only aiming at analyzing the existing motivation approaches in T. K. Max but we also are to investigate its importance and connection with employee retention.We are to understand how significant staff motivation is and believe tha t we can fill in the existing gap in the modern concept of employees’ retention and motivation. The significance of this research for the researcher is based on the fact that researcher has been a customer in the organization for a while. The approach and attitudes of the staff had positively impressed the researcher. The researcher believes that this research will help him in his future career experiences in the retail business. |CHAPTER 2 THEORETICAL BACKGROUND OF THE TOPIC | . 1. Introduction Before going to detail discussion on specifically TK MAXX staff motivation, we need to understand what motivation is and how it is developed in individuals. This chapter defines motivation in general and specifically employee motivation. Chapter discusses wide range of areas of motivations. It includes existing theories of motivation that discusses the needs of the individuals, problems that organizations faces and what factors that should be accounted for to motivate staff. It also discusses staff retention, its implications for the organizations and how this can be countered.These all are considered to be the key element to remain competitive for an organization like TK MAXX as it is operating in a highly volatile industry and is subject to low morale of workforce and staff turnover due to continuously changing environment. 2. 2. Motivation The word motivation has been derived from the Latin word ‘Movere’ which means to move (Kretiner, 1998). Motivation is the force which moves humans to achieve their goals and objectives in their lives or in their jobs (Bruce and Pepitone, 1998). It pushes human mind to do an activity that gives him or her satisfaction.This pushing force could be money to get wealthy or it could be appreciation from other to become more respected in the society. It may include basic needs such as eating and resting. Essentially, motivation can be defined as a need to maximize happiness as all above means are likely to enhance ha ppiness of an individual either that is money or recognition in the society. It is obvious fact that people work because they obtain something that they need, from work. The something obtained from work fulfills needs of the people and have a great impacts on their morale and the quality of life.This something can be called Motivation; it moves people to do their job. Usually, motivation could be intrinsic and/or extrinsic (Deci, 1976). Intrinsic motivation is the internal temptation to perform a task. This could be due to reason that it gives workers pleasure from having a chance to develop skills in them. Whereas, extrinsic motivation includes external factors and it is unrelated to the tasks, people are performing. Extrinsic motivation can be achieved by money and other rewards (Bruce and Pepitone, 1999). It was previously thought that good salary is a best motivator and is ufficient to get the highest level of performance from them (Taylor, 1903). However, workers are not just m otivated with money but could be better motivated if their social needs are met (Cole, 2003). Therefore managers should take more interest in treating employees as people who have worthwhile opinions. There is a point worth noting that workers enjoy, interacting each other and by understanding this behavior they can be motivated, which would let them to be better aware of the status of the company and know what are expected of them (Cole, 2003). 2. 3.Human Resource Management Human Resource Management (HRM) is the function that operates mostly within the organization, whose purpose is to deal with issues such as recruitment, performance management, employee motivation, communication, administration, and training of the individuals (Schuler and Jackson 1998). In simple words, Human resource management is the management of an organization’s employee who performs different task and responsibilities in order to make sure the human resources are well utilised for the benefit of th e organization (Schuler and Jackson 1998).Human resource management plays an important role in order to motivate lower level staff, improve their work life and enables employees to use them as an organization’s competitive advantage (Schuler and Jackson, 1998). If the HRM is working effectively it lead to accomplishment of overall organization’s goals and objectives and will enable employees to effectively contribute to the success of the organization and improve their productivity in a changing environment (Yeung and Ulrich 1990). In present era, the world of work has been totally changed. Treating people fairly is no longer an option; it is necessity (Lawler, 2003).In this business era, the organizations cannot easily replace them because human resources are the intellectual property for the organization. And this intellectual property has become more important than company’s financial capital. This perspective will be discussed in the theories given in this c hapter. An important task of the HR management is to hire and retain appropriate staff in order to keep competitive advantage (De young, 2000). T-K Maxx HR management therefore, has onus to retain and motivate its employee for the purpose of reducing its staff turnover, increasing productivity and maintain its competitiveness. . 4. Theories of Motivation The concept of motivation has been discussed earlier in this chapter. This section of the chapter includes different theories by different psychologists. These theories have been categorized as the content theories and the process theories. Content Theories These explain the needs of the individual and how different people can be motivated. These theories also discuss the difference between needs of different people living in different environment (Thompson, 1996). This is really important as to determine and evaluate the TK MAXX staff motivation.Researcher needs to assess the overall needs of the individuals working there and that of the people in that particular environment have. Process Theories These explain the mechanism by which the human behavior initiated, sustained and extinguished (Thompson, 1996). In other words these theories explain how human needs changes and what managers need to focus on when motivating their employees. These theories include the Victor vroom expectancy theory and Hertzberg two factor theory. 2. 4. 1. Content Theories 2. 4. 1. 1. Maslow’s Need TheoryAbraham Maslow proposed his theory in 1943 which is known as Theory of Human development. His theory focused on describing the stages of growth in humans. Maslow's hierarchy of needs is explained as a pyramid, with the most basic or fundamental needs at the bottom, and the needs of high desires of superiority at the top. Maslow's theory suggests that the most basic level of needs must be met. Fulfillment of these needs will move individuals to desire the secondary level of needs. For example a starving person may only think o f creativity when his hunger is extricated.Physiological needs are the obvious requirements for human survival. If these needs are not met, the human body cannot function (Taylor and Houthakker 2009). Whereas safety needs is the second level of Maslow’s hierarchy. Safety and Security needs include personal and financial security. Once the safety needs are met, Humans need to love and be loved by others. They need to feel a sense of belongingness with others, whether it comes from a large social group, such as office culture, religious groups, professional organizations, social connections e. g. family members, close colleagues.Esteem represents the human desire to be accepted by others and getting importance from others. High self esteem people engage themselves in activities which give them recognition and let them feel self-valued. Low self esteem can lead to an inferiority complex and helplessness in individuals (Jillian and Powell, 2005). Whereas Self actualization is a d esire to actualize everything that a man is capable of. To achieve this level of need a man must realize its potential and capability. Without realizing potential a man can not desire to become everything, since he is unaware of what he is capable of (Goldstein's, 1939).Validity and Criticism of Maslow’s Needs Hierarchy Maslow’s theory is presented as a rigid hierarchy. However this is not in real life as rigid as it is presented. It has been noted that the order may vary from standard as people do not follow the same order as used in pyramid to fulfill their needs (Wahba and Bridgewell, 1976). For example, for some individuals the need for self-esteem is more important than the need for love. Whereas, for others the need for creative fulfillment may be of high importance then even most basic needs. Hofstede criticized Maslow’s Needs Hierarchy by saying that it ignores the ocial and intellectual needs of different societies. He believed that Maslow’s Need s Hierarchy is based on a individualistic society as Maslow belonged to United States which is considered to be highly individualistic society. The needs of humans in an individualistic society tend to be more self-centered than those in a collectivist society, where the people are more concerned about the needs of acceptance and community (Cianci and Gambrel, 2003). Therefore self actualization at the top is not the true representative of every society rather it is only from the perspective of an individualist.It has also been criticized that the hierarchy fails to take into account the acts such as bravery, charity, heroism etc. It has been argued that there is no evidence to support Maslow’s ideas and only a few people were observed before coming up with this theory (Greenhaus and Badin, 1977). Maslow has ignored people’s spiritual dimensions (Clemmer, 1992). Personally, I believe that Maslow Hierarchy is a useful tool in motivating staff however; it would be diffic ult for the management to decide which employee stands at which level of need.In the same way organizations are sometimes unable to provide needs such as Belongingness and Love needs. Application of Maslow’s theory in TK MAXX TK MAXX is operating in a environment where there are individuals demanding high from their employers. There are quite a lot of Job opportunities in the market and it is important to retain skilled employees. By this theory the researcher would able to determine the staff needs, which can lead to determine whether these are adequate. 2. 4. 1. 2. ERG Theory of Clayton Paul AlderferClayton Paul Alderfer is an American psychologist who further addressed the Maslow’s hierarchy of needs issue in 1969 in his psychological review of human needs by reducing the number of levels to as existence, relatedness and growth. Alderfer categorized the lower order needs, which are described as Physiological and Safety needs in Maslow’s pyramid into the Exist ence category. Maslow's interpersonal love and esteem needs were categorized into the Relatedness category. The Growth category contained the self actualization and self esteem needs.Like Maslow's model, the ERG  motivation is also hierarchical. Existence needs are more important at fundamental level than relatedness needs. And growth needs are more important than the growth needs. |Growth | |Self-Actualization | |[pic] | | | | | |External Esteem Needs | |[pic] | | | Relatedness | |Internal Esteem Needs | |[pic] | | | | | |Social Needs | |[pic] | | | Existence | |Safety Needs | |[pic] | | | | | |Physiological Needs | |[pic] | | Alderfer’s  ERG theory differs from Maslow’s hierarchy in some ways. It explains that at a same time more than one needs can motivate employees at a time (Griffin and Moorhead, 2009). It also suggests that a man do not need to satisfy substantially the lower motivator if he or she wants to move onto the next level. For example, â€Å"starving artist† may place growth or self actualization needs above those of existence or physiological needs.The ERG theory also accounts for differences in needs in different cultures, which were not considered by the Maslow's as he only focused on the individualistic societies. The order of needs can also be different for different people in different societies. Managers  need to understand that  each employee  operates with different  needs at the same time. Leadership which focuses exclusively on one need at a time will not motivate their people effectively. Furthermore, the frustration-regression principle has been discussed by the Alderfer.This means that if individual’s higher needs are not satisfied than the he will put double efforts to fulfill the lower needs (Griffin and Moorhead, 2009). This has additional impact on  motivation in the workplace. As an example, if employees are not provided opportunities to grow,  an employee  might red ouble the efforts to fulfill relatedness needs, socializing with their co-workers more. Unlike Maslow, Alderfer did not emphasized that lower-level needs must be fulfilled before higher level needs.ERG theory contains some of the strong points of previous theories such as Maslow’s however it is not very limiting and restrictive however still it lacks the explanation about the complexities in motivation and tend to be more general like other motivational theories (Jain, 2005). ERG theory is the continuation of the Maslow’s theory and it also describe the needs of the human in different manner. It is helpful in the case of TK MAXX as it describes the needs of a collectivist cultures. 2. 4. 1. 3. McGregor’s Theory X and Theory Y These theories are based on human motivation and presented by Douglas McGregor in 1954.In theory X management assumes that their employees are lazy and dislike work (Fisher, 2000). This theory lead to management believing that there should be close supervision of workers and there should be proper systems of controls to restrict employees avoiding work. Close supervision implies that there should be narrow span of control at each level. Therefore, a tall hierarchical structure is needed. Tayler (1903) called this style of management a scientific management. If the organizational goals are to be met, theory X managers rely heavily on threat to gain their employee's compliance.Usually these managers feel that there is only purpose of the employees doing job is money. They will blame their workers without first analyzing, whether it may be the system, policy problem. The theory Y managers assume that employees enjoy their work and possess ambitions, abilities to solve problems and may exercise self-control (Rothwell et el, 2009). But their abilities are underused in most organizations. According to McGregor (1954), Employees will seek and accept responsibility and exercise self-control in achieving objectives and goals o f organization, if they are given proper conditions.In Theory Y, managers believe that the satisfaction obtained from doing good job by employees is a strong motivation. 5. 1. 5 Validity and criticism of Theory X and Y There is a criticism of these theories an that is, theory X managers are mean or harsh as compared to theory Y managers who believe that subordinates have desire to achieve and then finally hold them accountable for that and become more toughest and angriest (Fisher, 2000). However, McGregor argued that Theory Y accompany more possibilities than Theory X to develop the environment of trust at workplace.This includes open communication with subordinates, minimizing the difference between senior-subordinate relationships, creating a comfortable climate in which workers can develop their abilities. This climate would include subordinated being involved in decision making so that they can put their view on decisions that affect them. Secondly, this theory is difficult to apply in real world as it represents unrealistic extremes. Few people or usually no one falls within these extremes but tend to be somewhere between these two extremes (Stevens, 2008).Still the theory is a good guideline in order to understand the principles of motivation. In today’s world where more autonomy is given to the workers and there is more emphasis on self-management, Theory Y is becoming more useful and is consistent with this approach. There would be a need in TK MAXX to determine the inclination of the managers towards the two extremes provided by the McGregor. Either Theory X or Y both are valid, but this depends on the environment conditions. It is found that only 21% workers prefer authoritarian style of leadership (Sadler, 1966).However, with ever growing organizations, rapidly changing technology and environment and demand for new ideas, Theory Y is likely to be more favorable (Vaske and Grantham, 1990). According to theory X managers deal with the workers as if they are general purpose machines which are operated by them (Vaske and Grantham, 1990). It can be said that people shape their own environment but sometimes environment also shapes the behavior of humans. The workers will behave according to theory X if they are provided such work environment that is consistent with theory X (Argyris, 1957). 2. 4. 2. Process theories . 4. 2. 1. Victor vroom theory of expectancy Victor H. Vroom developed the Expectancy theory through his study of the motivations behind decision making. Victor Vroom theory deals with motivation and management. As per vroom, the motivation at any situation is dependant upon individual’s desire for outcome, perception that his or her performance is related to other outcomes and the assessed probability that his or her struggle would lead to required performance level (Borkowski, 2010). Employee's performance is based on factors such as skills, knowledge, and experience of an individual.The individuals have different sets of goals and can be motivated if there are desirable rewards which will satisfy their needs for their favorable performance. Vroom's Expectancy Theory is described as an equation. The key elements of the equation are Expectancy, Valence and Instrumentality. Motivation = Valance ? Expectancy (Instrumentality) Valence refers to negative or positive behavior of individual towards outcomes (Koontz, and Weihrich, 2006). This represents individuals’ preferences. Motivating without having knowledge of what the staff value would be useless.Whereas Expectancy means that employees have different expectations about what they are capable of doing. This is due to the fact that they carry different level of confidence (Kinicki, 2009). Instrumentality represents a person belief that the outcome is dependant upon certain level of performance. There are some factors linked with the individual's instrumentality for outcomes. These are trust, control and policies of management. Management must ensure that promises of rewards are fulfilled and there is proper communication of these to the employees.Validity of Expectancy theory This theory is more realistic than the Maslow’s and McGregor (Koontz, and Weihrich, 2006). Victor Vroom suggested that Expectancy, Instrumentality, and Valence inter act each other to create a motivational force. The individual will take into his consideration the reward associated with different performance levels and choose the level that brings the greatest reward for him or her. A task for which the employees have high expectancy but have insufficient rewards associated with it would not result into high motivational force.Similarly a high rewards linked to a task, for which employees have low expectancy, would not result in motivation for employees as they are more motivated when they develop skills from difficult tasks given to them. Some critics suggest that only a few individuals clearly correlate between performance-r eward and performance-effort, so the theory is of limited use. We can see that individuals are not rewarded according to their performance rather they are rewarded according to their seniority, skill level and job difficulty (Stephen P. Robbins 2009).However this theory may be useful in explaining why some individuals put low efforts in their jobs. The measurement, criterion and methodological complications complicate the validation of this theory (Robbins, 2009). Overall the theory has been criticized on the grounds that the three variables it suggests are too vague and the theory is complex to measure and applies. Nevertheless, the theory has helped managers to motivate their employees in a better way and see what conditions must be met in order to keep the employees satisfied (Rae, 2008).Application of Victor Vroom theory for the TK MAXX TK MAXX has been competitive in providing their staff good salary. Due the reason that the its operating in a highly volatile industry which is related to fashion clothes, there could be a chance of low staff expectancy. This theory is helpful for the researcher in providing an overall view of affects of change in any variable such as reward system that could affect Valence and finally the staff motivation. 2. 4. 2. 2. Hertzberg Two Factor TheoryTo better understand employee attitudes and motivation, Frederick Hertzberg performed studies to determine which factors in an employee's work environment caused satisfaction or dissatisfaction. He presented his theory in the 1959 in â€Å"The Motivation to Work†. Unlike Maslow and Herzberg's theories, two factor theories are capable of handling individual differences (Hackman and Oldham, 1976). Secondly, the focus is on present and future, in contrast to Maslow and Hertzberg, which are based on past. Hertzberg found that the factors causing job satisfaction are different from those that cause job dissatisfaction and both affect motivation of ndividuals (Davies, 2007). Hertzb erg developed the motivation-hygiene theory to explain these results. Motivators In Hertzberg theory, satisfiers are motivators and these include achievement, recognition, work itself, responsibility (Davies, 2007). Hygiene Factors The factors that remove dissatisfaction are Company policy, Supervision, Relationship with boss, Work conditions, Salary, Relationship with peers (Davies, 2007). However, these do not provide satisfaction as hygiene factors. Validity and application of the theory for the TK MAXXAccording to Hertzberg, individuals do not get motivated with the satisfaction of hygiene factors at work such as minimum salary levels or safe and pleasant working conditions (classified as existence by Alderfer). Individuals actually look to achieve of motivators such as achievement, recognition, responsibility, advancement, and the nature of the work itself (classified as growth by Alderfer). Hertzberg found that dissatisfaction actually results from job-related characteristics such as company policies, supervision, technical problems, salary, interpersonal relations on the job, and working conditions.Therefore, if management of the TK MAXX wishes to increase satisfaction on the job, it should be concerned with the nature of the work itself. Which provides individuals the opportunities for gaining status, assuming responsibility, and for achieving self-realization. If, on the other hand, management wishes to reduce dissatisfaction, then the focus should be placed on the job environment, for example policies, procedures and working conditions of work place. Usually some management are concerned with both discussed characteristics to have satisfaction in workers.If this is the case in TK MAXX, the attention of managers should be given to both the factors equally. Hertzberg argued that for intrinsic motivation a continuous job improvement process is required. According to Hertzberg the managers, when designing jobs should consider that the job have sufficient challenges so that workers utilize their full abilities and skills. If a person’s skills cannot be fully utilized, then this may lead to a motivation problem. Employees who demonstrate high level performance should be given high level of responsibilities.Criticism of Hertzberg Two-Factor Theory The theory has been criticized on the basis that there is only a narrow range for job investigation, the job attitude is measured using only one measure, there is lack of reliability and validity of critical incident methodology and absence of measure of overall satisfaction. When the employees are satisfied they consider themselves responsible for this and in contrast to that when they are dissatisfied they put there own failures on someone else’s shoulders (Mukherjee, 1985).Some researchers have given harsh judgments on the validity of this theory saying up to this extent that the theory should be â€Å"Buried peacefully† and that the theory does not provide support to the managers (Agarwal, 1983). It has also been suggested that Hertzberg ignored the individual differences such as self-confidence and skills. For instance, an individual with higher skills might find a job less difficult as compared to an individual with lesser skills but with same intelligence.Still, Herzberg’s theory has been of great use for the managers in providing guideline and helping in designing jobs and is widely used by practicing managers (Tosi et el, 2000). 2. 4. 2. 3. Equity Theory Equity theory is widely applied in the businesses. In equity theory as per Adam’s, employees demands equity between inputs and output. Inputs can be defined as the employee’s contributions to the organization (e. g. time, effort, loyalty, hard work, commitment). Outputs on the other hand side are the consequences of the inputs (e. g. alary, employment benefits, recognition etc. ). A senior person should receive higher returns, since the input by him in form of experien ce is higher than others. Adam’s claimed that employees motivate, when they are fairly treated. If employees are over or under rewarded in respect of pay, it can cause distress which leads to demotivation for employees (Carr and McLoughlin 1996). For example, if an employee feels that he is underpaid, it will result into anger in him or her for the organization. This would result in the employee not performing well at work place.Salary is the main concern of the employees as we discussed in Maslow’s Hierarchy and therefore in most cases it causes equity or inequity. However the equity can not be measured only with the salary or monetary rewards. It is also important that for the feeling of equity, an act of thanking the employee by the managers for their work will cause a feeling of satisfaction and therefore help the employee feel being fair treated. There is another perspective which Adam’s theory introduces is the social comparison. That is, employees compare themselves with others (Kinicki, 2009).An employee will be dissatisfied with the work if he feels that another person is getting more recognition and rewards for their inputs when both have done same quality of work. These phenomena however contrast with the equity theory where the rewards are to be matched with the input and employees comparing each other are not accounted for. The equity relationship can be illustrated by the following equation: [pic] Criticism on the Equity Theory The critics have suggested that the theory does not differentiate between the feeling of satisfaction and perception of fairness (Jacobson and Koch, 1977).Some critics have also said that the theory is too general and fails to deal with complexities of decision-making (Crosby, 1982). Critics have also claimed this theory as the theory of injustice and believed that the model is incomplete as it would be unjust for an individual to have unfavorable outcomes when compared with other’s ratio (Cropa nzano, 2001). However the theory is useful for managers as a guideline for motivating staff. Therefore it will be unjust to use this theory in isolation to evaluate the staff motivation in TK MAXX. However, in conjunction with other theories his provides a useful understanding of the fairness for the staff. 2. 5. Implication for Management of Motivational Theories There are several implications for the management of the alleged theories. These are as below: †¢ First problem with motivating employees is that all individuals do not get motivated by the same reward. So, the managers may have to determine and apply motivators on an individual basis rather than implementing single criteria which is assumed to account all the employees needs (DuBrin, 2008). This is to be accounted for in the TK MAXX. The employees working in the TK MAXX are from the diverse cultural background.Individual living in UK give preference to flexible working hours over salary (Price, 2007). This may not be the case for employees who are from the different cultural background. The Maslow’s theory based on the individualistic culture would not be applicable here and the employees needs can be determined through ERG theory. However, this can be very difficult or even impossible in larger organizations. †¢ As per the Maslow’s and ERG theory, at a basic level there is one common motivator that applies to all employees and that is money. Remuneration is the primary reason why people work.In organization like TK MAXX long hours, high pressure and stresses in employment during the peak hours are the factor that causes decrease in employee motivation and may lead to staff turnover or decrease in loyalty. So, to reduce this company needs to pay their employees well. In addition, employees also want performance related pay. Performance related pay means that employees, who under perform, should be subject fine or penalties. †¢ Apart from above, employees often feel that they are like mindless machines. This could lead to employees loosing their morale. To avoid this employees like to have control over their work.If employees are involved in decision making this will contribute overcome this phenomena and it will also enhance their motivation (Kinicki, 2009). This is described as the hygiene factor by in the two factor theory. There are lots of individuals who work voluntarily to improve their skills and expertise. Learning new skills and developing present ones is also a prime motivator and provides workers an opportunity for personal development. Education and training allow an individual to discover its potential that increases their personal satisfaction and causes motivation of the seeker (Holton and Baldwin, 2003). To put their whole brain power employees require a clearly defined structure of job and their responsibilities. The absence of this would result in employees being uninformed which would cause low productivity. A clearly defined job description gives them a framework that can increase their performance. This structure of work is provided by inclusion of workforce in decision making and effective communication of the structure from managers to workforce as suggested by the Hertzberg two factor theory. 2. 6. Advantages of staff motivationA positive motivation practice helps to bring synergy in operations. Motivated employees work more efficiently, producing better products or services in less time then unmotivated employees, who waste time in non productive activities such as surfing the Web and instant messaging for their personal benefit. They take longer time to complete tasks assigned to them. When employees are motivated, they put extra efforts and brain power to produce the best products or services. This can bring to a company a better name in the market simply by producing a superior product.Improved productivity and higher quality services and products consequently result into high profitability for a c ompany. This improves cash position that can be used for improvements in the company or can be used for the benefits of employees. Unlike motivated employees, unmotivated employees rarely put efforts, which results in poor customer service, and low-quality products and can result into bad publicity of the company they work in. If employees are motivated, they can be retained for longer term.This would reduce the training and recruiting cost for the company as each time an individual is hired, time and money has to be invested to get that person up to speed on the job requirements, integrating new employees into the workforce could be difficult. Existing employees have experience and knowledge about company and how operations work. They are also already familiar to working with the other employees at your facility. Motivation also helps people in achieving their goals and objectives in life. Motivated people may build self-esteem and positive energy and manage their development. 2. 7 . Staff retentionStaff retention has a direct relationship with employee’s motivation. Managers must align company’s and staff objectives and goals to reduce staff turnover and retain employees for longer term. The rewards should be matched with the needs of the employees. By doing this, managers will be able to determine the proper reward system that is offered to employees to increase job satisfaction of employees, which finally result into motivation. Inversely, if the rewards are not aligned to the needs, it can lead to low job satisfaction, increase in turnover and consequently increase cash outlay of the company. 2. 8.Conclusion and Validity of Theoretical background for TK MAXX |Research Objectives |Literature |Link between literature and research | | | |objectives | |Critical analysis of the effectiveness |Maslow’s Theory |Both Maslow’s need theory and ERG theory | |of staff motivation and its connection |ERG Theory |elaborate different level of n eeds of | |with staff retention. |employees. It will be useful to explain | | | |overall motivation of employees of TK MAXX and| | | |finally the effectiveness of the staff | | | |motivation by determining the needs of the | | | |employees.This is research objective 1. This | | | |will however to some extent would also | | | |contribute to recommend that how staff can be | | | |retained. | | | | | | | | | | | | |Critically evaluate the use and the |Hertzberg Two Factor Theory | This theory is important to analyze the | |effectiveness of the current policies | |current policies of the staff motivation in TK| |used by management at T. K. Maxx towards| |MAXX. This would help researcher analyze that | |staff motivation. | |whether the management has established | | | |motivators that motivates employees e. g. | | | |recognition or just hygiene factor that are | | | |unlikely to build up staff motivation.Instead| | | |these will reduce dissatisfaction such as good| | | |salary. | |Con struct and suggest recommendations |Victor Vroom Expectancy Theory |This is a useful tool for the researcher to | |to T. K. Maxx managers on how to |Adam’s Equity theory |both critically evaluate the staff motivation | |increase effectiveness in staff | |and design the recommendation and the | |management and motivation in order to | |conclusion.From the Equity theory the | |achieve staff retention. | |researcher would be able to assess whether the| | | |inputs from the employees were equal to the | | | |outputs by the management. | |CHAPTER 3 RESEARCH METHODOLOGY | 3. 1. Research Methodology Research methodology is a systematic way of solving problems that arise in research.Research method on the other hand, is different methods and techniques used in the research. Research methods are part of research methodology and the scope of research methodology is wider than research methods (Rajendar Kumar 2008). There are different methodologies for research e. g. descriptive, anal ytical, qualitative and quantitative etc. The methodology used by the researcher is a mix of qualitative and quantitative methodologies. The research would focus on the both qualitative aspects of the TK MAXX policies on staff motivation and will also quantitatively analyze staff satisfaction with the 3. 2. Research philosophy Research philosophy refers to how the researcher thinks of the development of knowledge (Saunders, 2003).There are normally three views with which the knowledge produced is viewed by the researcher. These are positivism, realism and interpretivism. Positivism is the natural scientific view with the philosophical stance on the development of the data (Remenyi, 1998). In other words, this view implies that the knowledge which is based on sense, experience and positive verification is authentic only. Interpretivism is the critical to positivism and is also known as the antipositivism. This implies that it is necessary to understand the subjective reality of the m atter that they are studying in order to make sense (Saunders, 2003). Simply this means finding out the details of the situation to understand the reality (Remenyi, 1998).Realism recognizes that people sharing their interpretations and this is based on the idea that reality exist beyond the human though (Saunders, 2003). Researchers claim that there is no single methodology to adopt while carrying out the research. They believe that a combination of methodologies must be used to carry out research effectively (Kaplan and Duchon, 1988). However, the complexity and dynamism of the reality should be kept in mind to choose best suited methodology (Benbasat, 1984). In order to understand the motivation level of employees in TKMAXX and how they are motivated, research philosophies adopted by the researcher are interpretivism and Positivism.The researcher has adopted positivism due to the reason that it examines the casual and deterministic relationships (Meel, 2000) and most of the data c ollected would be statically analyzed. On the other hand, Interpretivism is of main focus in this research as the research is exploratory in nature, where the researcher would be examining the behavior and perception of the staff about their managers and supervisors. This requires the researcher’s subjective interpretation of the phenomena and includes proper understanding and interpretation of the data collected (Meel, 2000). However, to some extent the research philosophy would also include realism.This philosophy bypasses the individuals’ thoughts and beliefs, of their organizational and suggests that there are lots of other issues that influence people in different way which they might not aware of (Saunders, 2003). This approach will be useful for the researcher in drawing his conclusion of the research. 3. 3. Research Approach The second step in the research process is the research approach. Research approach means that how the research in design and the conclusi on is drawn to make explicit. There are two approaches of the research, deductive and inductive. In a deductive approach the researcher develop a theory or hypothesis and then design the research strategy to test the research hypothesis. Whereas in a inductive approach the researcher collect data from the respondents and then develop theory from the analysis of the data collected.The researcher approach in this research will be inductive as deductive reasoning is usually used for arguments based on rules, laws and principles whereas this research is tended to be based on observations. Inductive reasoning works from specific to more general informally its called â€Å"bottom up† approach. In inductive reasoning we start from specific measures and observation and start to develop some patterns and regularities with the help of these. Once it is done a hypothesis is formulated and finally a conclusion or general theory is drawn up. In addition to this the conductive approach pro vides a rigid conclusion which does not allow alternative explanation (Saunders, 2003).The researcher has to collect data from TK MAXX staff and analyze to examine the behavior and motivation level and this is important that alternative explanations are also brought into consideration. This approach is also useful as developing own ideas and then proving it from the tests could result into the researcher being biased towards either more favorable or unfavorable for TK MAXX. I have expanded the research strategy and added justification of research methodology chosen 3. 4. Research Strategy There are several strategies with which the research can be carried out. These mainly include the explanatory studies, survey, case study, grounded theory e. t. c . The strategy adopted by the researcher in TK MAXX are both the case study and survey strategy. survey includes careful designing of questionnaire.The questionnaire will be standard for all interviewees and therefore the results can be c ompared. The strategy will help to interpret the quantitative data gathered in interviews. Secondly, case study includes investigation of a phenomenon using multiple sources of information. This approach is relevant to the TK MAXX research as the researcher will be interviewing individuals to determine the motivation in staff. In addition researcher would be evaluating the staff motivation policies through reviewing the documents available on websites and other publicly available documents. The other approaches like explanatory strategy is unlikely to be ruitful as these include detailed explanation of the data collection and could be vague for the quantitative analysis to be carried out. Grounded theory is kind of theory building. It is classic example of the inductive approach. The researcher would also be, to some extent, using the grounded theory strategy. This is due the reason that researcher will be taking cross sectional view due to time limitation. 3. 5. Time horizon The re searcher had to decide the time required to carry out the research. The research is embedded with the time constraint and therefore the researcher has taken a cross sectional approach in this regard. This approach employs usually the surveys where a particular phenomenon is observed (Saunders, 2003).The researcher has ignored the longitudinal approach, which includes observing the phenomena over a long period of time (Earl Babbie, 2010). It is obviously not possible for the TK MAXX research project due to time constraints. The researcher is going to conduct the interviews of the staff and will have (what Saunders call) snapshot of inside TK MAXX motivation which helped to save considerable amount of time. There could be some limitations of the approach as it is the observation of particular phenomena at one point of time. The researcher has countered the issue by increasing its sample size. Increasing the sample size will help to determine different individuals’ view of TK MA XX staff motivation.It can be expected that most the interviewees have developed their views over a long period of time and therefore they will contribute constructive ideas. 3. 6. Data collecting Techniques The researcher has used different methods of collecting data. It has already been discussed that the researcher will be analyzing the qualitative and quantitative data. The methods mainly include the qualitative interviews, questionnaire and secondary data will be access through E-journals and different websites. There are different methods for data collection such as through telephone, postal, electronic or self-administered. For questionnaire, researcher has used the self administer technique.This technique is