The Bad Secret of How to Research Paper

<h1> The Bad Secret of How to Research Paper </h1> <h2>The Foolproof How to Research Paper Strategy </h2> <p>Then, you must calendar your paper and settle on a choice with respect to what measure of time you'll have the option to stand to commit to chipping away at your scholastic paper regardless of whether it's the earlier moment. An extraordinary diagram has become the most critical advance recorded as a hard copy an incredible paper. Right now, your errand is to compose for 30 minutes in a row so you can get all the thoughts on paper. </p> <p>When you present your paper, make a point to keep a protected duplicate. In the event that you ought to compose just 1 paper at the finish of the period, you can inhale out as you are honored. Moreover, each paper must pass a thorough check for written falsification. Compose a last paper and twofold check it Once you've updated your exploration paper, you can start taking a shot at the last release. </p> <h2> The Good, the Bad and How to Research Paper</h2> <p>A paper composed at your solicitation from our site gives you the decision to get all the data and examination result, which implies you won't have to give time exploring it yourself. Sweep the outcomes to see how much data was distributed. You need to go for a point with a phenomenal database on net or Google so you will be able to compose viably as you must have an amazingly wide choice of data. The theoretical is the most significant bit of the report since anyone perusing for your examinatio n on a database or inside a diary will typically peruse close to the theoretical. </p> <h2> Who Else Wants to Learn About How to Research Paper?</h2> <p>Science research project composing should be done after a fantastic exploration. Anyway, your proposition should be brief and simple. Furthermore, also, it is basic to start on composing new examination papers when all around rested and in an incredible soul. Composing an examination papers can be a hard errand for a decent arrangement of people. </p> <h2>Choosing Good How to Research Paper </h2> <p>Sometimes exploration ought to be completed in order to find a generally excellent point to expound on. The principal thing which you should settle on a point, in the event that you haven't done so as of now. On the off chance that you're allowed to choose any point, at that point guarantee you pick the one which you definitely think about. It's likewise astute to disclose how you're probab ly going to move toward your subject. </p> <p>If you aren't sure how to make a 3-page research paper quick, remember that the quickest methodology is to do your examination at first and build up your proposal explanation later. The following activity is to set up a far reaching plot for research paper. </p> <p>Of course, if the case you need to turn in a typical paper done in the focal point of the night in a couple of hours, at that point it is a touch of cake, normally. As of now you're getting that profound exploration your teacher truly wishes to see, in addition to you're including a lot of delicious evidence for your significant thoughts. Now and then you can't explain your thought in words since some vital things still can't seem to be concentrated significantly. As of now you have a good thought about what you're probably going to state and the best approach to state it. </p> <p>Correct all blunders you could spot and improve the general e valuation of the paper as well as could be expected. Fortunately, there's an arrangement to make an examination paper quick, however to do it with the sort of style that will grab you a magnificent evaluation. Presently you have your chief examination thoughts sorted out into different hunt windows, you can go into your archive program and make the rest of your layout around your essential theory. The work ought to be composed with the right syntax and in an official language style. </p> <h2> Life, Death, and How to Research Paper</h2> <p>In such case you will utilize a couple of clever clues made to tailor your examination paper composing abilities alongside flawlessness. Anyway, you need to edit your work. An individual could reason that the absolute best strategy for composing an examination paper is to accept the entirety of the open door to play out an intensive exploration and avoid potential risk to forestall such circumstances out and out. Examination paper as the name itself propose, that will take your part of work and time to be very forthcoming, because of the investigation and investigation work related with that. </p> <p>Explain quickly the significant focuses you expect to cover in your paper and why perusers should be keen on your subject. On the off chance that you find a modest Kindle book regarding your matter, you might need to buy it. An individual ought make an effort not to peruse each page and part, in any case, as one might not have adequate time. On the off chance that the theme is excessively thin, you may think that its hard to find the suitable writing. </p> <p>Practical contemplations, for instance, the term of the paper you're composing or the entrance to assets to investigate the issue may likewise factor in what number of inquiries to pose. The assortment of inquiries you put forth an attempt to address ought to be dependent upon the multifaceted design of the issue you're explori ng and what territories of request you find generally basic to examine. For certain understudies, a decision of point is the least demanding part. Much of the time, it's basic to show the picked theme, understudy's first and last name, alongside organization. </p> <h2>What How to Research Paper Is - and What it Is Not </h2> <p>Don't disregard to watch out for your sources with the goal that you can refer to them in your paper to forestall copyright infringement. Numerous your paper will reword the data you found. You may install a brisk statement of an essential expression in summarized material and give the page number of the statement. There are in like manner various reference materials, similar to reference books, accessible at the library. </p> <h2>The Downside Risk of How to Research Paper </h2> <p>Reports for science fairs need the entire task worked out from begin to finish. Disclose how you expect to start directing your exami nation. One of the absolute first territories to start research is at the neighborhood library. </p> <p>The focus of FDA hazard correspondence is to help individuals make educated decisions about utilization regarding FDA-directed items. Your exploration work is a flourishing mix of all information you've figured out how to discover. It's important to begin getting ready story and examination papers in advance, ideally on exactly the same day it was doled out! </p> <h2> What You Should Do to Find Out About How to Research Paper Before You're Left Behind</h2> <p>An significant zone of the paper should be your translation of the data and the manner in which your comprehension of the subject was improved. The mind larger part of logical reports can be streamlined into the following constituent parts. The basic intention is to explore certain characteristics or attributes that might be associated in some way. The biggest case of plant adjustment, all things considered, is found in an exceptional delicious, all the more ordinarily called the prickly plant. & lt;/p>

International Legal Framework free essay sample

The purchaser remains the legitimate shipper of the products where he is the principle contracting party in the agreement of the carriage. Cases: J. Raymond Wilson amp; Co. Ltd v N. Scratchard Ltd. Held that if a gathering sells merchandise FOB, he needs to put the products ready and to pay the cost of doing as such and conveyance is made and the products are the danger of the purchaser when they are ready, the cost having been paid by the vender. Despite the fact that the most seasoned type of FOB is the place the purchaser accept the job of the shipper of the products, FOB contracts have experienced improvements where the terms have been fluctuated. The gatherings may adjust their commitments under a FOB contract, specifically the connection between dealer, purchaser and transporter might be fluctuated by the idea of the game plans made. Cases: N. V. Handel My. J. Smits Import-Export v English (London) Ltd. Merchants have consented to give a valiant effort to tie down delivery space for a freight to be conveyed FOB Rotterdam. In any case, the dealers neglected to select a boat. The inquiry was whether the agreement was a FOB contract. It was held that an agreement doesn't stop to be a FOB contract by righteousness of the way that the vender has consented to make sure about the transportation space. . The FOB can be just utilized for ocean or inland conduit transport. 5. The dealers satisfies its commitments to convey when the merchandise have ignored the ship’s rail Classification of FOB: * First variety known as exemplary sort, where the purchaser selected the boat and the vender put the products ready for the record of the purchaser, obtaining a BOL in his own name or demonstrating the purchaser as a distributor. The merchant was involved with the agreement of carriage. * Second variety are FOB with extra administrations whereby the merchant may embrace extra uties which is vender names vessel, makes agreement of carriage and masterminding protection spread for the freight. The merchant will put the products on board send and get a BOL in his own name, which he will advance to the purchaser consequently of installment. Likewise the cargo and protection cost are to the buyer’s account. The vender may likewise charge a commission for the administrations he has offered the purchaser in acquiring the agreement of carriage and the agreement of protection in this kind of FOB contract. The purchaser is probably going to require these extra administrations of the vender when he is not well positioned to acquire them in the seller’s nation. * Third variety is FOB Ab Initio. This is the place the vender puts the products ready, takes a mate’s receipt and offers this to the purchaser or his specialist who at that point takes a BOL. In basic word, the purchaser chooses vessel, getting the protection premiums and makes an agreement of carriage (through his specialist) with the bearer. Cases : Pyrene amp; Co Ltd v Scindia Steam Navigation Co Ltd Pyrene sued Scindia in carelessness for the expense of fixes ? 966. Be that as it may, Scindia depended on a statement, joined into the carriage contract by the Hague Rules which restricted the obligation of the bearer to ? 200. The issue was then whether Pyrene could be limited by the agreement to which they were not straightforwardly a gathering. Court held that despite the fact that the purchaser had made the agreement, the court held that it more likely than not been expected to tie and advantage the vender and had in this manner been for his benefit. It was important to stack the products so as to satisfy the seller’s obligation to convey the merchandise ready and he should subsequently be in a legally binding relationship with the bearer dependent on the demonstrations of conveying the delicate to the rail and lifting in abroad. Cases: Ian Stach Ltd v Baker Bosley Ltd Court held that under an exemplary FOB contract, the purchaser has the privilege and obligation of choosing the port and of making the game plans for delivery. Obligations of Seller: 1. Gracefully acclimating merchandise, pressed properly or as per agreement and flexibly reports accommodating congruity. Cases: Wimble v. Rosenburg amp; Sons According to this case, the dealer must put on board transport merchandise which fit in with the agreement and must compensation all accuses in association of the stacking. The dealer isn't obliged to book dispatching space ahead of time ; the purchaser must designate the boat to convey the merchandise and inform the vender of the assignment so as to permit the merchant to convey the products ready. The expense of carriage are for buyer’s account. Cases: George Wills amp; Sons Ltd v Thomas Brown amp; Sons Herrings were sold FOB London to an Australian purchaser. The pressing was deficient and the herrings decayed. The merchant was held to be in break of the inferred term that the products must be fit for any reason made known, explicitly or by suggestion to the dealer. 2. Convey merchandise to purchaser by putting them on board the vessel which has been advised by purchaser †at the port for conveyance, at the time concurred and immediately educate the purchaser regarding the reality. Cases: Peter Turnbull amp; Co Pty Ltd v Mundas Trading Co (Australasia) Pty Ltd. Great were sold FOB Sydney. The venders at that point asserted they couldn't convey at Sydney and requested to convey at Melbourne. The purchasers can't. The purchaser sued the dealer for non-conveyance of merchandise at Sydney and the merchants were held subject. The obligation of convey at the concurred port of stacking won't be influenced by the way that the merchant has attempted to orchestrate the carriage of the products. The port of stacking is the pith of the agreement and is considered as a feature of the portrayal of products. Also, the purchaser can't guarantee conveyance somewhere else than the port concurred in the agreement. . Spot the products on the vessel in the position and way required 4. Pay any costs coincidental to convey of the products. Means merchant must compensation any cost I. e taking care of, moving the products to the boat and stacking. Notwithstanding, the vender isn't dependable to pay the cargo and can't be compelled to give cargo paid ahead of time of BOL from the bearer on th e grounds that the agreement of carriage and the cargo are made between the transporter and the purchaser. 5. Get send out permit or different reports vital for exportation of merchandise. Means: These obligations will rely upon a wide scope of components to figure out who is dependable to acquire such records. Applicable documentations for trade which can be required are: testaments of root, development endorsements, solicitations of significant worth and inception, pre-shipment examination confirmation, standard transportation notes, perilous products note, authentication of wellbeing. Cases: Brandt amp; Co v Morris amp; Co Ltd. A request had been made by the British Government restricting fare without permit of a sort of oil which was the topic of the gatherings FOB contract. Dealer applied for permit however neglected to get until conveyance period terminated. Purchasers sued for non-conveyance. It was held that it was the buyer’s obligation to get permit as it was their obligation to locate a viable vessel which is legitimately fit for removing the great from the nation. Cases: AV Pound amp; Co v Hardy amp; Co Inc The court didn't follow the choice in Brandt’s case. For this situation, trade permit was required by Portuguese experts for the conveyance of turpentine. The permit was not acquired. The venders sued the purchasers for penetrate of agreement however the court considered that the merchant was liable for acquiring the fare permit in light of the fact that the dealer had a provider in Portugal and they were in a superior situation to get the permit. Then again, the merchant may give any help which is mentioned by the purchaser in getting reports encouraging fare and offer data to empower the merchandise to be guaranteed. 6. Boat products on time at port of shipment. Means: under a FOB deal, the purchaser is liable for making the course of action for delivery the merchandise to their goal. In this manner, the dealer isn't under the obligation to convey the products until he has gotten the shipment guidance from the purchaser. The purchaser is additionally under commitment to name the port of shipment. Cases: Harlow and Jones Ltd v Panex (Interntaional) Ltd The agreement specified that the freight was to be conveyed during August/September at the supplier’s alternative. The dealer told purchaser that ? freight was prepared for an August shipment and subsequently purchaser ought to mastermind vessel. Purchaser didn't react. On first August, purchaser educated vender that he would call for stacking somewhere in the range of 12 and 23 August and the rest of the finish of August. On third August, purchaser educate vender he would not have the option to stack somewhere in the range of 12 and 22 August since got no affirmation of his correspondence on the first August. On eleventh August he needed dealer to give ensure that he would have the option to stack the whole freight somewhere in the range of 24 and 27 August. Hence, in whatever circumstance, when the dealer is told by the purchaser (regardless of whether the time will be fixed by the merchant of the alternative was iven to the vender to fix the hour of shipment) here, the merchant is bound under commitment to deliver the merchandise inside the transportation time frame at the right port of shipment. 7. Convey merchandise on determined date at indicated port of shipment. Means: the dealer under commitment to convey merchandise on the date determined at the port of shipment. On the off chance that they didn’t, they’re neglects to follow depiction in contract. The vender is considered to convey the products to the purchaser when the merchandise pass the boat rail on the date of shipment. The hour of the genuine appearance is immaterial. Cases: Bowes v Shand The agreement required a load of 600 tons of Madras rice to be delivered at Madras during March and April. The vender offered a freight the vast majority of which had been stacked during February. The court held that the purchaser was qualified for dismiss the products. In FOB contract the property in merchandise passes when the products cross the ship’s rail. When the products have been crossed the ship’s rail, the dealer is esteemed to have conveyed the merchandise to the purchaser. 8. Advise the purchaser of the shipment. Means: for the most part in an exemplary kind of FOB contract, the hour of shipment should b

Effective Note Taking in Lectures and Class Using Mind Maps

Effective Note Taking in Lectures and Class Using Mind Maps In this article well introduce you to an effective note taking system that will enable you to take fewer, more meaningful notes; recite, review and reflect upon your notes regularly; and memorize the information stored in them  longterm. Before we get started, lets take a closer look at traditional note taking techniques that are used by most students. Looking for even more ways to use mind maps? Get inspired with these 13 mind map examples. Traditional Note Taking Most students use lined notebooks and thus take linear notes. These linear notes start in the upper left corner of the page and then go from left to right, from top to bottom, until the page is full. The same goes for students working on laptops â€" instead of paper notebooks they simply use text processing software such as Microsoft Word or Google Docs. Why Linear Notes Are Problematic Just because a huge number of students use this method doesnt mean that its actually effective. In fact, research has shown that study methods most favored by students are usually the least effective. But whats wrong with good old linear notes? Below youll find just a few of the reasons why linear notes are not ideal for studying: Linear notes can be extremely  monotonous, which makes them harder to memorize. Traditional note taking often feels laborious for students because it bores them mentally while it exhausts them physically. (Just try writing for two hours straight and then see how your writing hand feels!) Lined paper encourages students to write whole sentences, which is unnecessarily time-consuming and results in pages upon pages of information of which only a small percentage is actually important. Linear notes dont provide a good overview of a topic. Students often have to waste valuable time re-reading large chunks of their notes to find the  information theyre looking for. Once a page has been filled, its  hard to add additional information to it. Students are forced to squeeze it in between the lines or add it at the bottom of the page with an asterisk. What about taking notes in Word documents? Research has shown that whereas taking more notes can be beneficial, laptop note takers’ tendency to transcribe lectures verbatim rather than processing information and reframing it in their own words is detrimental to learning. Effective Note Taking Using the Mind Map Format The mind map format is a great alternative  to linear note taking and can be used  during lectures or presentations, in class, and even while youre reading a text or are watching a video. The basic principle of mind mapping is very simple: Instead of lined paper, you start on a blank paper or digital canvas. The subject (e.g. the topic of the lecture) goes in the center of the canvas, where its always clearly visible. Instead of writing whole sentences, you note down  individual keywords or short phrases, which are connected to the center with lines. Benefits of taking notes in a mind map Here are just a few reasons why effective note taking is so much easier when youre using the mind map format: A mind map shows relationships, hierarchies and connections between individual pieces of information  at a glance. Mind maps  provide a great overview of a topic because they store all your notes related to that topic on one single page. You can easily attach additional notes, links and whole files to your map  and thus add a whole lot of information to it  without diminishing the great overview it  provides. Mind maps encourage you to take fewer yet more meaningful notes. While you create the map your brain actively processes the information instead of just mindlessly transcribing it. Mind maps use a number of mental triggers such as images, icons, colors and a two-dimensional structure that help you memorize their contents more easily. You can always go back and add more information to a topic. This is particularly great if your  teacher doesnt present information in a completely linear way  and instead  tends to jump around  a little when trying to explain something. Taking notes in a mind map is fun and feels more like doodling than actual work! Discover mind mapping ! ! As an example, check out this article about the famous scientist Albert Einstein. On the left you see the article in a traditional, linear text document. On the right is an image of the same information stored in a mind map. Which one would you say offers a better overview and would be easier to revise and remember? How to Get Started with Mind Mapping A mind map is a diagram that visualizes your notes on a two-dimensional canvas. The subject of the map is always placed in the center of the map, and all related  notes are written in a radiant structure around the center and connected to it with lines. The elements closest to the center are similar to headlines â€" they are the most prominent, most important pieces of information. From there, more detailed notes and keywords can branch off. This system creates a clear, hierarchical structure. It  ensures that the most important information is always located in the center and thus visible at a glance. If youre looking for a simple and fun mind mapping course that will teach you the basics in no time, check out the free MindMeister Academy! A few more tips to set you up for success 1) The way to order the branches of your map is by starting at about 1 oclock and going clockwise around the center. This is also how mind maps are generally read. 2) You can open and close branches of the map by clicking the little + button at their end. This is a great way to test yourself after youve memorized the map a bit. document.createElement('video'); https://focus.meisterlabs.com/wp-content/uploads/2015/01/open_close_nodes_final.mp4 3) Be sure to use plenty of colors, icons and images to make your map more unique and memorable! You can also develop your own system of color codes and icons, which you can then re-use for all your maps. 4) You can link from one mind map to another. This way you can create an index map  for a subject with an overview of the entire years curriculum, and from there link to a number  of sub maps that store your notes for individual lectures. Learn more about the fundamentals of mind mapping here. Effective Note Taking  Examples Mind maps always follow the same principle, but that doesnt mean they all look the same. In fact, mind mapping is a very personal thing, and when multiple people mind map the same information, no map will look exactly like the next.  Of course, the look of your map  also largely depends on the information it visualizes. Below  youll find a few memorable mind map examples for your inspiration. The French Revolution Notes from a high school history class Questions in Latin Notes from a high school Latin class An Introduction to Speech Act Theory Notes from a college course about English Linguistics The Call of the Wild Notes taken while reading a book. (Creating such a mind map is also a great way to improve your reading comprehension!) If you want to give this effective note taking system a try, check out MindMeisters educational plans, or get started with a free account! Take Better Notes with Mind Maps ! !

Police Use of Force Essay - 2187 Words

Police Use of Force Introduction Police officers are authorized to use force under certain circumstances, for instance; controlling a disruptive, aggressive and disturbing demonstration, undergoing arrest of an accused person or controlling a combative individual. These officers are trained properly regarding use of force while fulfilling their duties. However, the use of force by police is a subject of hot discussion amongst public, as many times law enforcement agencies, televisions, newspapers, and civil as well as criminal courts have taken serious actions against excessive use of force by police-officers under a given situation (U.S department of Justice, 1999). The aim of this paper is to study national as well as international†¦show more content†¦Otherwise it becomes a negative pint for the officer. Guidelines for the use of force There are several guidelines for the use of force, which vary from place to place and situation to situation, there is not universal rule and guideline for the amount of force used in a particular event. However, national institute of justice gives guidelines for the use of force based upon various factors which are as under: * The experience of a particular police department * Law enforcement technologies, which are available at a given place during specific event * Federal as well as state mandates becomes another influencing factor * Complex relationship that can develop between police and general public at given place is also another determinant of the use of force (National Institute of Justice, 2009). Use of force continuums Officers have specific training regarding use of force, for this purpose officer’s continuums were developed in the year 1960s. These continuums are based upon the resistance faced by the police officer and the amount of force that can be justified at that particular time. It can be said that he use of force should behave in a linear manner that means the rise should occur from the negligible resistance to increased aggression (Hess, 2009). Law enforcement agencies almost, at all places give policies according to which a police officer can utilize force byShow MoreRelatedUse Of Force And The Police Force Essay1785 Words   |  8 PagesThe Use of Police Force Police encounter different situations in their daily activities. The diverse nature of the circumstances implies that the members of the police also have to adopt different strategies of handling them. In some circumstances, the police have to use force as a way of addressing the situations. Unfortunately, when the police apply their own discretion in the use of force, the outcomes of this approach may end in fatalities or serious injuries. In recent times, diverse opinionsRead More Police Use of Force Essay1079 Words   |  5 PagesIn certain situations, the police may have to act quickly on their instincts. Sometimes, a situation is unpredictable and a decision needs to be made in a split second. The quick decision may to be to take a person down physically with the officer’s own hands, or to use deadly force, unfortunately. Anything can happen and the officer needs to be ready for every scenario. The different levels of force can be anywhere from just a police officer bein g present, to having to kill someone to prevent himRead MoreEssay on Police Use of Force1577 Words   |  7 PagesThe police forces in every community are deemed law enforcement officers and have to take necessary precautions in executing their job. Individuals that police officers encounter may at any time threaten the security of the officer or others. Police officers have to follow procedures that are necessary to maintain control of situations that can cause harm to others or property. The three topics that will be discussed in police use of force are; the explanation and background of use of force, limitationsRead MorePolice Officers Use Of Force2643 Words   |  11 Pages Police Officers use of force has been an big issue for many decades, But has now made its way to mainstream. From news to social media there s always a recent relevant story/ case on police officers use of force. In 2016 Baton Rouge man, Alton Sterling was killed do to Police officers use of excessive force. This sparked an outrage in the nation after Mr. Sterlings murder went viral through social media. The shooting led to protests in Baton Rouge and a request for a civil rights investigationRead MorePolice Use And Excessive Force1757 Words   |  8 PagesIn most cases the police is permitted to use any form of necessary force to suppress a suspected criminal with minimal consequences if they use excessive force (â€Å"Police Use Of Force†). According to the current law all law enforcement officers should use only the amount of force necessary to weaken an incident, make an arrest, and protect themselves and others from harm (â€Å"Police Use of Force†). Officers rece ive guidance from their individual agencies, but no universal set of rules that governs whenRead MoreUse Of Excessive Force By Police Essay2388 Words   |  10 Pages Use of excessive force by police Name Institutional affiliation Introduction This paper will discuss issues related to the use of excessive force by the police. In doing this the paper will look at the concepts such as the need for police officers to use force, the definition of excessive force and causes that contribute to the use of excessive force. The paper identifies inadequate training, adrenalin overload, accidental application and retribution as the major causesRead MoreUnderstanding Police Use Of Force1789 Words   |  8 PagesUnderstanding Police Use of Force Police Officer shoots unarmed teen to death. Police Officer shoots unarmed teen to death who is violently attacking an officer. Which one is a catchier headline? The first one may attract ratings or sell newspapers but it is not only unfair to the police, it is also unfair to the public being fed this type of information. For years, news outlets have been bad mouthing police and their tactics because it makes for good stories. This type of coverage is dangerousRead MoreUse of Excessive Force by Police3642 Words   |  15 PagesUse of Excessive Force by Police Use of Excessive Force by Police Police officers are given a significant amount of discretion simply due to the nature of the job. Officers are faced with many threatening situations forcing them to react quickly, yet appropriately. They have the power to infringe upon any citizen’s rights to freedom and therefore they must use this power effectively. One major concern with the amount of discretion officers have is their power to decide when to use force orRead MorePolice Authority, Police Power and Police Use of Force Essay1445 Words   |  6 PagesAbstract This paper will describe police power and police authority. I will also talk about police discretion as for as whom gets locked up and who is allowed to go free. This paper will discuss the different use of police force. In this paper I will also talk about police attitude, police misconduct, and physical abuse among police officers. Most people confuse police authority with police power. What are police authority and or police power? Souryal, (2007), stated, â€Å"That Authority is theRead MorePolice Use Of Force Too Far1191 Words   |  5 PagesNow days i feel as if the police that the use of force too far. Studies show that over 45% of police use the use of force too far. The use of Force is there for the police to make them feel safe but in anyway you could see something the is misleading and lead to use of force in the wrong way. I think that someone needs to take a stand and say something about it because its getting out of hand with police at school and just police in the public. The way the police use force is only to keep them safe

Juvenile Criminal Justice Is Much Like The Art Of Parenting

Retribution and Rehabilitation in Hopes for Reintegration The topic of juvenile criminal justice is much like the art of parenting. The main concern is figuring out how to deter the child from the same action without letting them get away with too much and not crushing their spirits. SUCH AS when a child goes beyond the set boundaries for him while playing outside which leads to hurting another child, the child should be disciplined to be deterred from crossing those boundaries again, but that discipline shouldn’t scare them away from ever going outside or playing again. There is a large range of beliefs on what types of punishment should be given to juvenile criminals depending on their age and crime. The requirements of retribution are different across the United States but that doesn’t mean it’s not a big issue. {Maybe a statistic here? This paper is an accumulation of various sources that revolve around rehabilitating juvenile criminals and adjusting the juv enile justice system and prevention programs through researcher, Richard A. Mendal’s five suggestions. Juvenile criminals should be responsibly punished for their crime but be able to go through rehabilitation with the goal to reintegrate into society again. {This paragraph is basically a summary of the whole paper, is that okay to keep?} Rehabilitation is a complex issue that must involve thought through, analyzed, practical goals, techniques, and responsibilities within the juvenile justice system, community,Show MoreRelatedMy Career As An Undergrad1102 Words   |  5 Pageswomen specifically because the courses of work they did following their bachelor’s degrees are similar to what I intend on doing following mine. As a Criminal Justice major with a focus in juvenile justice and minor in Counseling, I found it essential to conduct the interviews with individuals who could give me some insight on exactly what it is like to work with children children who are either delinquents or fall into the category of troubled children. In this paper, I will speak specifically aboutRead MoreJuvenile Delinquency And The Juvenile Justice System2169 Words   |  9 Pagesthat contribute to juvenile delinquency and the solutions to correct or p revent this delinquency. In the history of the construction and implementing federal laws, it has been imperative to take actions and make procedures in response to the increasing number of minors who violate the laws. The formation of a juvenile justice system that is made up of proper course and development was created. It is important to point out the reasons why these juveniles do offensive and criminal acts in order to formRead MoreFactors Affecting The Criminal Justice System2867 Words   |  12 Pagesthe population today but in the criminal justice system, they make up more than half combined. The main elements the researcher focused on were ethnicity, race, economic status, and personal life elements. Some of the personal life elements include their parent’s martial status and the involvement they have in their child’s life. At the end of the research process, the examiner can come to the conclusion that minorities have a strong number in the criminal justice system because of the economic classRead MoreThe Rise Of Juvenile Crime Essay1945 Words   |  8 Pagesour juvenile and what we can do to fix them in order to have them understand what s right and wrong. We must do so in a way that they will not grow up hating the authority or the justice system but trust it.        The rise of juvenile crime has been growing rapidly and in the rise in recent years. 1999 law enforcement officers arrested 2.5 million juveniles. Approximately 104,000 of these arrests were violent crimes. The most common crime that juveniles committed was larceny theft. Juveniles accountedRead MoreJuvenile Justice And The Juvenile System4789 Words   |  20 PagesJuvenile Justice Consultant When thinking of reforming the juvenile justice system one has to think; what can we do to make this better for everyone involve? There are some programs that can be implemented when trying to make a change in the juvenile system. The main thing is getting parents or the guardian more involved in the child’s whereabouts. Secondly the community where the youth will have a place to go and have something more constructive to do to keep them out of trouble. Law enforcementRead MoreContemporary Applications of Schools in Psychology8487 Words   |  34 Pagesresearch and treatment methods. From each distinctive viewpoint there arose unique theories and concepts that can be seen applied widely in various fields in today’s world. These perspectives can be seen in contemporary fields within applied psychology like clinical psychology, social psychology, forensic psychology, health psychology, industrial or organizational psychology, community psychology, consumer psychology, applied behavioral analysis, environmental psychology, legal psychology, military psychologyRead MoreOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 Pagesviolence within human populations and the ravages visited upon animals and the natural world by humans vastly exceeded that of any previous era in history. In a century where human communities globally and individuals locally had the potential to be much more intensely connected by new communications technologies, state-sponsored programs to achieve autarky, a global epidemic of ethnic strife, uncontrolled urban growth, and the dissolution of extended family ties in many societies divided nationsRead MoreMedicare Policy Analysis447966 Words   |  1792 Pages‘‘SEC. 59C. SURCHARGE ON HIGH INCOME INDIVIDUALS. 2 ‘‘(a) GENERAL RULE.—In the case of a taxpayer 3 other than a corporation, there is hereby imposed (in addi4 tion to any other tax imposed by this subtitle) a tax equal 5 to 5.4 percent of so much of the modified adjusted gross 6 income of the taxpayer as exceeds $1,000,000. 7 ‘‘(b) TAXPAYERS NOT MAKING A JOINT RETURN.— 8 In the case of any taxpayer other than a taxpayer making 9 a joint return under section 6013 or a surviving

Journey Finding Nemo Free Essays

â€Å"Finding Nemo† highlights the adventures of a clownfish named Nemo, as he unexpectedly gets captured at the Drop Off and sent to Sydney. His dad, Marlin, and his friend, Dory, go in search of Nemo encountering many dangers of the ocean. While they continue finding him, Nemo meets new friends at a fish tank of a dentist clinic in which help him escape. We will write a custom essay sample on Journey: Finding Nemo or any similar topic only for you Order Now Towards the end, Marlin finds Nemo and together they go back to their home at the anemone. The film, â€Å"Finding Nemo†, is about the journey as Nemo travel from the familiar to the unfamiliar and the adventures that are encountered as Marlin searches for Nemo. For instance, Nemo arrives at his first day of school where he travels away from the anemone in which he lives to a new place. It is a thrilling experience which is suggested through the playful background music. Nemo’s facial expression also shows his admiration and amazement to the many colourful creatures of the sea which he has not seen before. He unpredictably gets caught in the hands of a diver due to his disobedience acts against his dad. He is taken to a fish tank where weeds and stones are artificial, space is greatly confined compared to that of the ocean and those that live in the tank including Gill, Peach, Bubbles, Jacques, Deb, Bloat and Gurgle, are the strangers in which become Nemo’s friends. The audience knows that the unfamiliar can be frightening as Nemo repeatedly says â€Å"Where’s my daddy? after his capture from the diver. Marlin on the other hand experiences the great dangers of the ocean which he has never thought of encountering as he warns Nemo that â€Å"the ocean is not safe. † His traumatic past through his loss of his wife and many clownfish babies makes him afraid of stepping out of his anemone; however, Nemo becomes the motivation for him to explore further abroad the sea. He swims to an isolated part of the sea where he meets the three sharks, Bruce, Anchor and Chum, and then for the first time travels across a large group of jelly fish and meets sea turtles of Sydney. Nemo’s and Marlin’s journey to the unfamiliar has led them to step out of their comfort zone and further explore the world that exists away from their home. It is very different to what they are used to, therefore leading them to adapt and become a well-informed individual they evolved into by the end of the film. How to cite Journey: Finding Nemo, Papers

Service Quality Imapact Customer Satisfaction

Question: Discuss about the Service Quality Imapact for Customer Satisfaction. Answer: Introduction Customer gratification is considered one of the imperative measures for the sustainability of any hotel in the hospitality industry. It is assumed that better service will increase the level of satisfaction in the customers. Majority of the hotels are not competent enough to meet the satisfaction level of the customers, which directly impact the earnings of that hotel (Chen Hu, 2010). The hospitality industry of Australia is facing this issue and is not be able to establish a decent relationship with the customer, because many of the organisations cannot provide a better service in continuation. The satisfaction ratio of the customers in any hotel can be determined with the help of return visits in that particular hotel. From last decade, the return visit rate has drastically decreased and the main reason behind this change is considered the low level of the customer satisfaction (Ladhari, 2009). The aim of this research proposal is to determine the major impact of the quality of service provided on the customer satisfaction. This proposal also includes the various aspects of the level of customer anticipation with the real experience to the service quality provided in the hotel (Kralj Solnet, 2010). Research questions for the issue In this research proposal the objective is to analyse the set of questions based on the issue stated above and the basic remedies in order to resolve the issue, with the help of research statistics and suggestions. The sets of the questions are highlighted below What are the major effects of service quality on the customer satisfaction in hospitality industry? The difference between the expected service and the experienced service of hotel? What are the main remedies and options that need to be followed for the betterment of level of satisfaction in the customer? Research methodology and techniques Certain specified rules and techniques need to be applied to examine the actual issue and options for this research. Some statistical methods would also be used on the basis of the constraints by the statistical researchers (Swarup, Gupta Mohan, 2009). Research methodology This methodology comprises certain plans which are applied to determine the actual elements and aspects of the issue based on the given problem At the initial stage, the statistical researchers accumulate the relative data from various respective sources Formulating the work frame before conducting the research work Analysing the data collected and information from various sources in order to co-relate them with the respective problematic situation Draw a relation on the effect of service quality on customer expectation by quantitative and qualitative data Theoretical view among the various factors like the customer expectation, experience, satisfaction and service quality Final evaluation based on the analytical data information and theoretical view Various research processes There are seven steps to complete a research work process. Defining of research issue or problem Literature review for the research topic Formation of the research model Research design Data collection for research Analysis of data Explanation of research outcomes A brief discussion about these process steps are as follows Defining of research issue or problem This is the initial step of the research work, which includes the determination of the issue or the problem. The researcher will understand the various aspects and situations related to the problematic situation and connect the various sets of elements in order to rephrase the issue. Literature review for the research topic When the process of defining the major issue and problems for the research is completed then, the researchers will start analyzing the articles, past research and various frame works. In this research proposal the theoretical background and content for the customer expectation, experience and quality of service will be examined Lieberman et. al., 2011). Formation of research model Once the conceptual framework is completed, then the researcher starts formation of the various research models in order to manage the research work. For the evaluation of the major impact of quality service on the customer satisfaction, lots of marketing strategies and statistical tools need to be discussed. Various models are formulated based on the research work for the different level of the customer satisfaction. The researcher will decide the final models and tools to the best of its suitability based on the literature review report and the current research work process (Hillier, 2006). Research design This step includes the assembly of the specific evidences which consumes less cost, time and efforts. Data Collection for research The researcher starts colleting the data and information for the research. This data can be primary or secondary depends on the availability and hence, collected from various sources and past research work. Analysis of data Analysis of the data is considered as the imperative process step in research work, because it includes the analysis of the collected data and information and shows the outcome in the tabular, graphs and chart format (Hastie, Tibshirani Friedman, 2001). Explanation of research outcomes The last process step of research includes the explanation and interpretation of the final report as per the results of the research. Data and information collection and analysis techniques The researcher collets various data and information from different articles and sources. To conduct the research, different statistical tools and techniques and marketing strategies are used. These tools and techniques are inferential statistics, measures of dispersion, central tendency, hypothesis etc. Research work required both type of data, primary data needed for the specific research work and secondary data needed to promote the data analysis (Hillier, 2006). In this research proposal, these are the measures taken by the researchers descriptive type research design primary data from various surveys preparation of feedback questionnaire from customer find the qualitative factors with the help of hotel members, staff by conducting various sessions like direct interview, meetings sample size decided for this research is 70 number of customer is 50 and number of hotel members and staff is 20 for sampling analysing the collected sample data and information interpretation of the data into various format statistical analysis to find the final outcome of the research work if secondary data is selected for the research work then, the data and information has to be collected from various websites, journals, books and articles Expected Research Outcomes This research work process will provide a statistical outcome to describe various imperative factors for customer satisfaction. The collected information and statistical results provide the impact of the service quality on the level of the customer satisfaction. This research will explain the different features for the variation in the interest of the expectation of customer. After applying hypothesis tool, the result tells about the specified impact between the service quality and satisfaction level of customer. This research report shows the various aspects of the hotel service quality that need to be changed in order to enhance the customer satisfaction level and rate of return visit. References Chen, PT Hu, HH 2010, How determinant attributes of service quality influence customer-perceived value: an empirical investigation of the Australian coffee outlet industry. International Journal of Contemporary Hospitality Management, vol. 22, no.4, pp. 535-551. Hastie, T, Tibshirani, R Friedman, J 2001, The Elements of Statistical Learning, Springer Publications, New York Hillier, F 2006, Introduction to Operations Research, McGraw Hill Publications, New York Kralj, A Solnet, D 2010, Service climate and customer satisfaction in a casino hotel: An exploratory case study. International Journal of Hospitality Management, vol. 29, no.4, pp. 711-719. Ladhari, R 2009, Service quality, emotional satisfaction, and behavioural intentions: A study in the hotel industry, Managing Service Quality: An International Journal, vol.19, no.3, pp.308-331. Lieberman, FJ, Nag, B, Hiller, FS Basu, P 2011, Introduction To Operations Research, Tata McGraw Hill Publishers, New Delhi Swarup, K, Gupta, PK. Mohan, M 2010, Operations Research, Sultan Chand Sons, New Delhi

The Note free essay sample

One choice. One book. One sentence. That’s all it took for me to decide what I wanted to do with my life. Impossible? I’ll leave that up to you to decide. It was a flawless autumn day, the type of day when the bright sun and the baby blue sky fill you with a certain unexplainable nostalgia. The birds sang fearlessly, like the innocent laugher of young children playing on a summer night. The scene was deceptive. It looked pleasant, but the air had a definite briskness to it, making a jacket an unfortunate necessity. I, regrettably, was inside, at my local library, browsing the multitude of stacks for the â€Å"perfect† book. It was a task that, after a certain amount of time, became quite overwhelming, due to the great number of titles that lined the shelves. Eventually, though, I picked. I wish I could recall which book I selected from the myriad, and what it was that drew me to it, perhaps an attractive cover or an intriguing title. We will write a custom essay sample on The Note or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Whatever it was, I pulled it out and started to walk towards the librarian’s desk to check out. As I did, a small, folded piece of paper fell out of the book and fluttered to the ground. I reached down and picked it up, figuring it was just a bit of aimless doodling and began to walk towards the trash can. However, after a few steps, curiosity got the better of me, and I gave into my desire to unfold it and see what it was. There, scrawled in an untidy hand and blue pen were these words: â€Å"I may not make a million dollars but I will make a million smiles.† Those words broke my determined stride, and I stopped and inspected the scrap. Then I shrugged, shoved it into my jeans pocket and resumed my original expedition to the librarian’s desk. When I got home that evening, I opened the book and began to read, only to find my thoughts repeatedly returning to the piece of paper in my pocket. I pulled it out again and examined it, thinking to myself, â€Å"What kind of person leaves a note like this in a library book?† My mind churned through the possibilities. Maybe it had been a bookmark? But then, why not use a tissue, or something simple? Why this piece of paper? After a few minutes of intense contemplation I came to the conclusion that whoever put the scrap there wanted someone else to find it and take the words to heart. I then resumed my reading, no longer perplexed, but encouraged that someone would be motivated to do such a thing. I kept that paper, and those words written on my heart. As I think of that creased scrap, sitting even now on top of my dresser in my bedroom, I realize how much of an impact that paper had on me, and how my reaction to those fourteen little words caught me off guard. It touched me deeply and resulted in a more thorough comprehension of myself and who I want to be. I didn’t change in a huge way. If you asked my family and friends, they would probably say that I’ve always been a genuinely kind, caring person, and I didn’t undergo any drastic metamorphosis. However, life is a series of choices, and making the right ones is sometimes easier said than done. I might not feel like helping my friend study for an important French test or getting up early on Saturday mornings to go and volunteer at St. John’s Soup Kitchen, but those fourteen little words reinforced my determination to do the right thing, even when it’s the last thing I feel like doing. And when my friend gets an A on that test, or I see a smile on the face of someone who might have gone hungry that day without the assistance of the soup kitchen, I know that it’s worth it. Life challenges us to be benevolent and emancipate ourselves from apathy, and I will face this challenge wholeheartedly. Although it’s sometimes difficult to remain motivated to do good in a world that at times seems as though it’s just brimming with people with no morals or no compassion, I do it anyway. I have the privilege of knowing many spectacular people, who have touched me greatly, unknowingly encouraging me to be the best person I can be and reach my full potential. Just like that paper, I get creased and crumbled, but I will never give up, and I will never stop being true to myself. That piece of paper changed my life in an irrevocable way. One choice. One book. One sentence.

Chronology of American History From 1726 to 1750

Chronology of American History From 1726 to 1750 1726 Log College at Neshaminy in Bucks County is founded. It will be important in training evangelists who will become involved in the Great Awakening movement that will occur in the 1730s and 1740s.Riots occur in Philadelphia. The Pennsylvania colony governor will forcefully put down the riots. 1727 Anglo-Spanish War breaks out. It lasts a little more than one year, with skirmishes mainly in the Carolinas.George II becomes King of England.History of the Five Indian Nations by Dr. Cadwallader Colden is published. It details information about the Iroquois tribes.Benjamin Franklin creates the Junto Club, a group of mostly artisans who are socially progressive. 1728 The first American synagogue is built on Mill Street in New York City.Horses and carriages are banned in Boston Common. It will eventually be called the oldest park in the United States. 1729 North Carolina becomes a royal colony.Benjamin Franklin begins publishing the Pennsylvania Gazette.The Old South Meeting House is built in Boston. It will become a key meeting place for revolutionaries and was where the Boston Tea Party meetings occurred. 1730 North Carolina and South Carolina are confirmed as royal provinces by the British parliament.The city of Baltimore in the Maryland colony is established. It is named after Lord Baltimore.The Philosophical Society is founded in Newport, Rhode Island which has become a vacation destination due to its spa. 1731 The first public library in American colonies is founded in Philadelphia by Benjamin Franklin and his Junto Club. It is called the Library Company of Philadelphia.The American colonial legislatures are not allowed to place monetary duties on imported slaves according to royal decree. 1732 Georgia becomes a colony out of land from the South Carolina territory when the Charter of 1732 is issued to James Oglethorpe and others.Construction begins on the Pennsylvania State House, better known as Independence Hall, in Philadelphia.George Washington is born on February 22nd in the Virginia colony.The first Catholic church in the American colonies is founded. It will be the only Catholic church erected before the American Revolution.Benjamin Franklin begins publishing Poor Richards Almanac, which will become a huge success.The Hat Act is passed by parliament, banning hats to be imported from one American colony to another, in an attempt to help London hatmakers. 1733 James Oglethorpe arrives in Georgia with 130 new colonists. He soon founds Savannah.The Molasses Act is passed by parliament setting heavy import duties on molasses, rum, and sugar from Caribbean islands other than those controlled by the British.The New York Weekly Journal begins publication with John Peter Zenger as its editor. 1734 John Peter Zenger is arrested for seditious libel against New York Governor William Cosby.Jonathan Edwards preaches a series of sermons in Northampton, Massachusetts that begins the Great Awakening. 1735 The trial of John Peter Zenger takes place after the newspaper editor spent ten months imprisoned. Andrew Hamilton defends Zenger, who is acquitted, for the statements he published were true, and thus could not be libelous.The first American fire insurance company is founded in Charleston. It will be bankrupt within five years, when half of Charleston is devastated by a fire. 1736 John and Charles Wesley arrive in the Georgia colony at the invitation of James Oglethorpe. They bring the ideas of Methodism to the American colonies. 1737 The first citywide celebration of St. Patricks Day is held in Boston.The Walking Purchase of 1737 occurs in Pennsylvania. William Penns son Thomas employs swift walkers to pace the boundaries of land given by the Delaware Indians. According to their treaty, they are to receive the land a man can walk in a day and a half. The Indians feel that the use of professional walkers is cheating and refuse to leave the land. The colonists enlist the help of the Iroquois Indians in their removal.A border dispute between Massachusetts and New Hampshire begins that will last for over 150 years. 1738 English Methodist evangelist George Whitefield, a key figure in the Great Awakening, arrives in Savannah, Georgia.The New Jersey colony gets its own governor for the first time. Lewis Morris is appointed to the position.John Winthrop, one of the most important scientists in the American colonies, is appointed to the chair of mathematics at Harvard University. 1739 Three uprisings of African-Americans occur in South Carolina resulting in numerous deaths.The War of Jenkins Ear begins between England and Spain. It will last until 1742 and will become part of the larger War of Austrian Succession.The Rocky Mountains are first sighted by French explorers Pierre and Paul Mallet. 1740 The War of Austrian Succession begins in Europe. The colonists will officially join the fight in 1743.James Oglethorpe of the Georgia colony leads troops along with Cherokee, Chickasaw, and Creek Indians to capture two forts from the Spanish in Florida. However, they will later fail to take St. Augustine.Fifty slaves are hanged in Charleston, South Carolina when their planned revolt is discovered.Famine in Ireland sends many settlers to the Shenandoah Valley area, along with other southern colonies in America. 1741 New Hampshire colony gets its own governor for the first time. The English crown appoints Benning Wentworth to the position. 1742 Benjamin Franklin invents the Franklin Stove, a better and safer way to heat homes.Nathanael Greene, American Revolutionary War General, is born. 1743 The American Philosophical Society is founded in Philadelphia by the Junto Club and Benjamin Franklin. 1744 The American phase of the War of Austrian Succession, called King Georges War, begins.The Six Nations of the Iroquois League grant the English colonies their lands in the northern Ohio territory. They will have to fight the French for this land. 1745 The French fortress of Louisbourg is captured by a combined New England force and fleet during King Georges War.During King Georges War, the French burn the English settlement of Saratoga in the New York colony. 1746 The boundary between Massachusetts colony and Rhode Island colony is officially set by parliament. 1747 The New York Bar Association, the first legal society in the American colonies, is founded. 1748 King Georges War concludes with the Treaty of Aix-la-Chapelle. All colonies are restored to their original owners from before the war including Louisbourg. 1749 The Ohio Company is at first granted 200,000 acres of land between the Ohio and Great Kanawha Rivers and the Allegheny Mountains. An additional 500,000 acres is added later in the year.Slavery is allowed in the Georgia Colony. It had been prohibited since the colonys founding in 1732. 1750 The Iron Act is passed by parliament, putting a halt to the growth of the iron-finishing business in the colonies, to help protect the English iron industry. Resource and Further Reading: Schlesinger, Arthur M., editor. The Almanac of American History. Barnes Noble, 2004.

Data Analysis and Research Essay Example | Topics and Well Written Essays - 3500 words

Data Analysis and Research - Essay Example 1978).  Several software have been developed (Hahn,G.J. and Meeker, W.Q. 1991), to help analyze data this include Statistical package for Social Sciences (SPSS), Stata, R, Minitab, SAS and many more. Data analysis in mixed methods research consists of analyzing the qualitative data using qualitative methods and the quantitative data using quantitative methods; therefore, knowing the steps in both forms of analysis is necessary in mixed research methods (Creswell & Plano Clark, 2007). For both forms of analysis, researchers go through the following similar set of steps: preparing the data for analysis, exploring the data, analyzing the data, representing the analysis, and validating the data. These procedures in quantitative research and qualitative research are different from each other as stated by Creswell and Plano Clark, (2007). In this project, to prove or rather to disapprove the hypothesis in an effort to answer the set of questions SPSS has been used to analyze the given se t of data. The answers to the questions are thus given in the preceding paragraphs; Question A Hypothesis to be tested; a) H0: There is no significant difference in the salary earned by male and female employees b) H1: There is significant difference in the salary earned by male and female employees Since we have two groups (male and female) to compare their means and whose sample is less than 30 (a sample of 25 in this case), T-Test would be an appropriate test to use. T-Test is appropriate to be used to conduct the test since it assesses whether the means of two groups are statistically different from each other. From table 1 below, it can clearly be observed that the mean earning for the male employees is higher than that of the female employees. On average the male employees earn ? 24005 while the female employees earn 20319. Table 1: Report How much did you earn (?) last year Gender Mean N Std. Deviation Male 24005 13 3931.393 Female 20319 12 2370.797 Total 22236 25 3719.652 Th e difference can further be shown in the boxplot below; To answer part A of the questions i.e. whether there is any evidence that male and female employees differ in their salaries an independent samples test had to be conducted. From table 2 (Independent Samples Test), it can be observed that the p-value=0.010 (that is when the equal variances are assumed) which is less than the significance level (5%), we thus reject the null hypothesis and conclude that indeed there is a significant difference in the salaries earned by the male employees and the female employees. The male employees earn more than the female employees. Similar decision rule is made when unequal variances is assumed (p-value=0.10). Table 2: Independent Samples Test Levene's Test for Equality of Variances t-test for Equality of Means F Sig. t df Sig. (2-tailed) Mean Difference Std. Error Difference 95% Confidence Interval of the Difference Lower Upper How much did you earn (?) last year Equal variances assumed 2.710 .113 2.808E0 23 .010 3.686E3 1.313E3 970.142 6.401E3 Equal variances not assumed 2.863E0 1.994E1 .010 3.686E3 1.287E3 999.698 6.371E3 Question B Hypothesis to be tested; H0: There is no significant difference in the likelihood of raising a safety issue with the company’

Critically evaluate at least two different theories of autism Essay

Critically evaluate at least two different theories of autism - Essay Example And while in the mentioned films the problem of integration of people with autism in society is considered, modern medical researchers are not less concerned with the problem of uncovering the biological causes of autism. But this task is far from being an easy one, as can be judged from the fact that there are currently several tens of various theories that pretend if not to discover the single cause of autism, but at least to offer clues as to autism`s most fundamental physiological roots (Novartis Foundation, 2003, pp.8-9). In this regard, let us overview and critically evaluate several theories of autism, each of which highlights different biological mechanisms that are suspected to lead to this developmental disorder. In general, theories of autism emergence can be divided into large categories. One group of theories, such as for instance opioid excess theories, views autism as a consequence of certain inborn abnormalities; another group, like for example viral infection theories or the approach that accentuates the increased intestinal permeability, links autism with some acquired abnormalities; and there is a group of theories that aims to investigate the possibility of connection between autism and external factors of influence, such as the effects produced by certain types of vaccines. As can be immediately seen, the range of possible causes of autism is quite diverse. To better asses each type of approaches to autism study, we will overview the mentioned opioid excess theories, the viral infection theory, and the theory of the autism origin due to standard vaccinations of children. The opioid excess theories of autism emphasise abnormalities in the complex workings and influences of opioids and opioid-like substances in the human organism, and particularly in the brain. Natural opioids produce various effects upon the processes of hormonal regulation, especially if there is an

Analysis of Staff Motivation Levels

Analysis of Staff Motivation Levels Abstract The objective of this project is to investigate whether employees at WILO company are well motivated and if there is a need for improvement of the level of employee satisfaction in WILO subsidiaries in Poland and Hungary. This research study presents the methods of employee motivation and the rewarding system adopted by WILO company. This project is a result of a theoretical study of available literature as well as empirical research conducted at the company in order to analyse the effectiveness of the implemented methods and system. The analysis has also provided background for defining the role of managers and the required skills in the process of motivating employees. In addition, salary and benefits, good atmosphere, interesting job, professional development and job security have been tested and proved to be key motivating factors for both Polish and Hungary WILO employees. Nowadays in the increasingly competitive global economy it seems to be of great significance that motivated employees might turn into the source of the companys competitive advantage, especially in such areas as: quality, service and costs. Therefore, there seems to be a necessity to create a committed workforce, which is an investment for the future resulting in boosted efficiency, creativity, increased turnover, and subsequently a strong position of the company on the competitive market. PREFACE The current competitive business world is focused on fast development and sustainability of strong position on the market, therefore companies search for various ways of ensuring their success. The success of the business seems to be an outcome of the interaction between employees vs. customers, product and the organisation. Therefore, to create a business oriented company these three elements have to work out together to generate a profit for the organisation and financial benefits for employees. Hence, it is significant for an organisation to create a culture where employees would feel appreciated. This might be reached by providing rewards and incentives or benefits in return for their effective work. As a result of this, employees are expected to make efforts to accomplish objectives of an organisation. Background Employee motivation is a key factor in the success or failure of any organisation. In hard economic times, which require companies to face the need to increase both budget cuts and productivity, it appears crucial to maintain workers loyalty and motivate them continuously. Should an organisation omit to motivate its staff, less productivity may occur, morale is not high as well as products and services are of a lower standard. I have selected the topic of motivating and rewarding of employees as my interests are focused on motivation programmes and I wish to gain an improved understanding of the area of building employee engagement. Moreover, my choice was dictated by my willingness to develop a better understanding of what precisely could motivate employees in different subsidiaries at WILO company. Furthermore, I wish to concentrate on factors which could potentially encourage employees to be committed to work and develop a better atmosphere at a workplace. The objective of the study The main objective of the project is to investigate whether employees at WILO company are well motivated and if there is a need for improvement of the level of employee satisfaction in WILO subsidiaries in Poland and Hungary. Moreover, the goal of the research is to conduct a theoretical study of selected literature as well as empirical data collection by means of a survey, questionnaires and interviews at WILO company. I will also attempt to analyse the data to be aware of the current level of motivation as well as classify significant motivators for the Polish and Hungarian employees at WILO company. Finally I wish to draw a conclusion to improve the level of satisfaction and to build a better committed workforce. Summary The project has been divided into six chapters: Introduction to the study, literature review, WILO company motivation and compensation system, methodology, results of the survey, and conclusion. The literature of the field presents all manner of findings concerning solutions to the problem of motivating and rewarding employees. For the purpose of formulating the main concepts of my thesis, I reviewed a wide variety of relevant literature, which serves to provide a theoretical background to my study. First part of the literature review covers the definition of motivation as well as various theories of motivation. Moreover, I explore Maslows hierarchy of needs theory, in comparison with Herzbergs theory, Alderfer as well as McClelland theory and McGregor theory (Schermerhorn, 2005). Furthermore, I focus on personalities and behaviour of employees and cover various issues regarding motivation and compensation systems, techniques and tools, and, in addition, I wish to explore the role of a manager. The following part focuses on a motivation and compensation system at WILO company. I will attempt to present the way of motivating and rewarding employees at WILO company as well as the benefits and perks received by WILO employees. Furthermore, I introduce the training system which is applied at WILO to boost productivity. The thesis will consist of two parts, that is a theoretical and a practical one. In the theoretical part of my thesis, I intend to examine selected literature of the field in order to present possible ways of motivating and rewarding. In the practical part of my thesis, I will conduct a research whose purpose is to analyse empirical data extracted by means of questionnaires carried out in the Polish and Hungarian subsidiaries of WILO company. My study will explore the role of leadership in the process of motivation and methods of improving working conditions, by means of bonuses provided by the company. Finally, I draw a conclusion and discover crucial findings regarding motivation and compensation of the Polish and Hungarian subsidiaries of WILO company. Motivating and rewarding employees is one of the most significant and the most challenging activities that managers perform. Managers invariably debate on ways of motivating, thus we are in a position to find numerous views and speculations regarding this topic. It appears to be crucial to demonstrate briefly paramount ideas regarding motivation and rewarding of employees, presented by different authors. Moreover, both academic researchers as well as practicing managers have attempted to understand and explain the problem of employee motivation for years (Robbins, Coulter, 2003 p. 425). Furthermore, effective managers who expect from their employees the maximum effort recognise that they are required to be familiar with the way employees are motivated as well as to modify their motivational practices to satisfy their needs. Chapter Two Literature Review Definition of Motivation There is hardly anything more frustrating than working hard, meeting or exceeding expectations and discovering that it doesnt matter to your company. You get nothing special, or you get what everyone else does. People need to get differentiated rewards and recognition to be motivated. (Jack Welch, 2005:107). There seems to be a wide variety of definitions of motivation. It is a term originally descended from the Latin word movere, which means to move (Rue, Byars, 2000). However, it has been extended to include the various factors by which human behaviour is triggered (Campbell Pritchard, 1976). What is interesting, the concept of the motivation was already well-known in ancient times as, for instance, Egyptian pyramids or the Great Wall in China without motivation and determination would not exist. It should be borne in mind that the problem of motivation is not a current development. Research conducted by William James in the late 1800s pointed out the significance of motivation. He assumed that hourly employees might keep their jobs by applying approximately 20 to 30 percent of their ability. Moreover, he found that highly motivated workers will perform at approximately 80 to 90 percent of their ability. Consequently, highly motivated employees are in a position to increase in performance as well as significantly decrease in problems such as turnover, strikes, absenteeism (Rue, Byars, 2000). As expressed by the 34th American president Dwight D. Eisenhower: Motivation is the art of getting people to do what you want them to do because they want to do it. Motivation might be analysed by the following sequence: Consequently, in motivation needs create motives, which lead to the accomplishment of goals. Moreover, a motive is a stimulus which leads to an action that satisfies the need, which means that motives create actions. When employees achieve the goals, they satisfy the needs and simultaneously decrease the motive. Nonetheless, it might occur that other needs may arise. Understanding the motivation sequence provides managers with slight help in determining what motivates employees (Rue, Byars, 2000). Nowadays it is extremely important to have motivated employees in every organisation. While non-motivated employees will not provide good service, they are likely to make mistakes and the reputation of the organisation may suffer as a result. Therefore, all businesses need enthusiastic and committed employees who work to support organisational goals. What is important, motivation occurs within people; therefore work needs to meet their goals as well. Additionally, people have different motivation, consequently a reward that is attractive to one employee might be unimportant to another (Boddy, 2002). Moreover, one of the paramount factors which has an impact on efficiency and effectiveness of employees work as well as how they organise time at work is their motivation (Bruce and Pepitone, 2001). While, as claimed by Forsyth (2001), non-motivated employees tend to spend more time on breaks, surfing the internet or private discussion. Nevertheless, motivation commences with employee engagement, and engagement starts with effective communication skills. As mentioned by Jack Welch, former CEO of General Electric (GE) and current Business Week columnist, no company, large or small, can succeed over the long run without energised employees who believe in the mission and understand how to achieve it. It is also worth mentioning that three main words in this quotation remain the secret to motivating employees: energised, believe, understand (Gallo, 2008). Moreover, according to Carmine Gallo (2008), successful companies have employees who believe in their mission. As emphasised by Scott Cook (INTU), people want more than a paycheck. They want to feel as though they are part of something bigger than themselves. When discussing motivation, not only should we mention a different management style adopted in Europe in comparison to Asia and America, but also the differences between companies in the same country or even differences between workplaces in the same company. To understand better what precisely could motivate employees I will attempt to explore what motivation means in general. As claimed by Dessler (2004), a motive is an incentive that stimulates the person into the action or provides direction as well as hints to action. However, Robbins and Coulter (2003) presented a different view. They claim that motivation is the willingness which brings out high levels of strivings to achieve goals as well as to satisfy individual needs. What is more, studies conducted by Schermerhorn (2005), also provide a valuable input. He argues that motivation is in charge of the standard, direction, as well as tenacity of effort developed at the workplace. Moreover, in order to understand motivation, it is essential to understand human nature as it might be very simple or very complex at the same time. Hence, understanding the human nature is significant for effective motivation of employees at the workplace. Gary Dessler (2004) argues that motivation is the intensity of an employee desire to engage in some actions. However, Buford, Bedeian Lindner (1995) stated that motivation is a tendency to behave in an intentional manner to fulfil particular and insatiable needs. Nevertheless, Kreitner (1995) presented a different view. According to his statement, motivation is a psychological process that provides behaviour aim and direction. Furthermore, as defined by John Schermerhorn (2005) and subsequently supported by Stephen Robbins and Mary Coulter (2003), motivation is the willingness which presents the level, direction, and perseverance of effort expanded at work to satisfy some individual needs. As claimed by Kondo (1995), motivating the employees is one of the numerous conditions and policies recognised to achieve the objectives of each company. Moreover, people involved in a task have to be sufficiently motivated to overcome all difficulties. Therefore, by saying, a company is its people it is meant that () people are our most important assets (Schermerhorn, 2005). This statement demonstrates that a proper approach to people in an organisation is extremely important, that is, if managers treat employees appropriately, they will be repaid with effective work. What is important, even if we create an outstanding organisation, it will not be effective and even counter-productive if the employees lack motivation (Kondo, 1995). To conclude, highly motivated employees seem to be the most important assets for owners, chairmen, managers. Otherwise the productivity of the employees and the costs of the production will dramatically deteriorate. Personality and behaviour of employees It is commonly known that people differ in characters, abilities, values, behaviour, and needs. Moreover, different actions cause various reactions on people. One employee might jump whenever the boss wishes, while the other would not execute this order (Dessler, 2004). For a manager it is significant to be familiar with how to manage different personalities as ineffective management of a team with different personalities as well as working styles might lead to a failure of a particular project. As stated by Schermerhorn (2005) personality is the mixture or overall profile of characteristics that causes one person to stand out from all others. personality As claimed by Carl Jung, the Myers-Briggs Type Indicator (MBTI) is a popular tool for measuring personality. This system is helpful for organisations to be familiar with the working styles of employees, balance teams and avoid conflicts. According to Myers-Briggs, assessment characteristics of personality are classified as: Introvert/Extrovert; Sensing/Intuition; Thinking/Feeling; and Judging/Perceiving. The MBTI questionnaires categorised people into 16 personality types along four scales (Mutchler, 1998). Employees who possess the introvert personality tend to be introspective, they are often an analytical and scrupulous team member. However, extroverts are active as well as easy-going and comfortable with expressing their ideas openly. The sensing/intuition personalities tend to measure process of information. A sensing person seems to be visual and fact-oriented, whereas an intuitive person has a tendency to be more open and creative. The thinking/feeling type of personalities refers to the decisions making. Thinkers draw conclusions based on external standards and regulations, however, feelers are more focused on protecting feelings and values. As team members, feelers might consolidate people, while thinkers are successful in expressing logical reasons behind decisions. Finally, judging/perceiving concerns the approach people have to their life. People with judging personality tend to be well organised and they know what to do about their daily activities, while people with perceiving personalities are more flexible and spontaneous. It is note-worthy that every team is enriched by diversity, therefore, a range of personalities might create a stronger team. Moreover, the diversity of the team might bring into a project different ideas, which is bound to increase performance and creativity of the team (Boddy, 2002). On the other hand, as claimed by Gary Dessler (2004) and illustrated in Figure 4. psychologists, nowadays emphasise the big five personality traits as they apply to such behaviour at work as extroversion, emotional stability, agreeableness, conscientiousness and openness to experience. Extroversion is personality where a person is outgoing, assertive and friendly. While emotional stability names someone who is relaxed, calm and secure. Moreover, this person is emotionally stable and confident. Agreeableness, in turn, is someone who is good-natured, cooperative and trusting. Furthermore, a person who possesses an agreeable personality is also in good relationships with others, and a disagreeable person generates conflicts and discomfort for others. The following personality is called conscientiousness. An employee with this character trait is responsible, trustworthy and careful. On the other hand, a person who lacks conscientiousness is careless and often doing little. Finally, openn ess is the degree, to which someone is curious, open to new idea and creative. What is more, an open person is tolerant, open to change and receptive to new things. Moreover a person who lacks openness is resistant to change, narrow-minded and has limited sources of interests (Schermerhorn, 2005). Many studies conclude that these five traits signify the essential structure of personality, and therefore influence how the person behaves (Beck, 2000). In addition, personality traits are not the only one factor which is responsible for persons behaviour at work. Therefore, individual differences in abilities also influence workers behaviour and performance (McCormick and Tiffin, 1974). To perform the work successfully every employee needs to possess appropriate abilities. However, even the most competent employee will not perform the task successfully without motivation. Therefore, Performance = Ability x Motivation (Dessler, 2004). As claimed by Richard Field (2002) the main goal of attitudes is information of how to act with regard to other person. Moreover, attitudes are significant in organisations as they affect behaviour. Additionally, we may distinguish three parts of work attitudes that are the affective, such as what the employee feels about work, as well as the cognitive attitude- what the employee thinks about the work and the international- what actions is the employee planning to perform at work. Moreover, the job satisfaction is influenced by both the work environment and by the employees personal traits. It has been assessed that the individuals personality constitute between 10% and 30% of employees job satisfaction, however, 40% to 60% of the discrepancy in job satisfaction is motivated by situational factors. Furthermore, the interaction between personality and the situation constituted between 10% and 20% (Field, 2002). Theories of Motivation There are numerous motivation theories, however, the universal theory of motivation, which can explain all its aspects does not exist as each person is unique and has different needs and expectations. Managers have for ages attempted to understand why for one person work is enthusiastic and challenging, and means a possibility to improve the ability, while for other person work is something which you have to perform, as compulsion to survive and for living in a good condition. Theories of motivation focused on how managers might motivate their subordinates. However, they also have to motivate other people such as colleagues, consumers, or other managers. Psychologists created three main approaches when studied what motivates employees such as the need-based, process based and learning/reinforcement-based approaches. Need-based Approaches to Motivation Need-based approaches to motivation concentrate on how needs trigger people to act the way they act as well as which needs are the most significant for each person. The most common theories of motivation are: Maslows Hierarchy of Needs Theory, Herzbergs theory, McClelland theory and McGregor theory. Scientists generally commence most discussions concerning motivation by explaining individual needs; therefore, as claimed by Schermerhorn (2005), a need is an unmet desire. An extremely significant and generally known theory of motivation is Maslows needs-hierarchy theory. Abraham Maslow a hierarchy of needs Abraham Maslow was an American clinical psychologist, who formed a theory of human motivation to understand the needs of his patients. This model suggests that people have different types of needs. He also found it useful to investigate data and observations of Douglas McGregor theory. He proved that the lower-order needs are leading until they are at least partly satisfied (Maslow, 1970). On the basis of this theory, an unsatisfied need can change a persons behaviour while a satisfied one can be a motivator of immediate action. As illustrated in Figure 5, Maslow argued that there is a hierarchy of five levels of needs. Starting from the lowest one, we may distinguish needs such as physiological, security, social, self-esteem and self-actualisation. Physiological needs are the needs essential for survival, such as: food, water, shelter and clothing. These needs may be satisfied in an organisation by monetary compensation. Maslow proved that if these basic needs are unsatisfied, people will focus on activities that allow them to obtain the necessity of life. If they do not fulfil these basic needs, they will not strive to reach the higher needs (Boddy, 2002). However, if the physiological needs are gratified, new needs would appear which he called security needs. These needs provide such values as: security, protection, stability, dependency (Maslow, 1970). They protect from fears, anxiety and chaos. In the event of this need being paramount for a person, a stable and regular job with secure working conditions may satisfy them. A company may meet these needs by medical or retirement benefits. The following need is belongingness which may be reached by assuring a place in the group or family. This need triggers affection and love and also requires closeness and cooperation with other people. This is the desire for acceptance and approval by friends and co-workers (Boddy, 2002). Maslow discovered that a wide variety of people possess self- esteem needs, which means self-respect and the respect of others. Self-respect is gratified when people have a sense of achievement, confidence, adequacy and competence. Moreover, people search for the respect of others, a desire for reputation in the eyes of other people such as prestige, status, attention and recognition. They wish to be noticed by others. In most cases they take challenging or difficult tasks just to demonstrate that they are good at their job. This behaviour gives them respect and status. To motivate employees through satisfying those needs, management may offer them recognition awards. Finally, Maslow named the paramount range of needs as self-actualisation, which provides the desire for self-fulfilment as well as potential. Maslows pointed out that this need only begins to dominate when the all lower-level needs have been relatively satisfied. People who wish to gratify self-actualisation needs will search for personal relevance in their work. They are more willing to value new responsibilities to realise their potential and also develop new talents, skills or horizons (Boddy, 2002). Unfortunately, on this level it is almost impossible to satisfy a person completely as this refers to the feeling of self-fulfilment and the realisation of ones potential, which become higher and higher during persons development. This need may be gratified by paying attention to allowing a person to participate in seminars or temporary assignments to special projects. Maslows hierarchy of needs model is referred to as a content theory, it focuses on what will motivate a person without exactly explaining why an individual is motivated. It is not a complete model of human motivation, but it does demonstrate how managers can approach the basic needs of their employees (Alderfer, 1969). Moreover, it suggests that there are significant differences among people in terms of the needs they may wish to satisfy. A manager should always have in mind that motivators may change over time due to environmental influences and the individuals life cycle. It is also note-worthy that, until basic needs are satisfied, people will not concentrate on high-level needs. However, there is little evidence that people must meet their needs in the same sequence of the hierarchy, for instance not all of them must gratify social needs such as affiliation and esteem before moving on to satisfy self-actualisation needs (Dalrymple, 1992). Furthermore, there are people for whom se lf-esteem is often more significant then love, however, for others creativeness is the priority. In this case, they are not searching for self-actualisation once they satisfied their basic needs. Others had such permanently low aspirations that they experienced life at a very basic level (Boddy, 2002). In other words, it is of great significance that human beings always have a variety of needs (Kondo, 1995). Clayton Alderfer- Existence Relatedness Growth (ERG) Theory The following theory provided by Clayton Alderfer (1969) was based on Maslows research and focuses on three needs: existence, relatedness and growth. His work was built on Maslows ideas, however, he presented an alternative to them. He created and researched his theory in questionnaires as well as interview-based studies conducted in five organisations such as: bank, a manufacturing firm, two colleges and a school. His existence needs are similar to Maslows physiological needs and to security needs such as: concern for losing the job and salary. They include physiological desires such as hunger and thirst which symbolise deficiencies in existence needs. Nevertheless, pay and benefits symbolise ways of satisfying material requirements (Dessler, 2004). Relatedness needs focus on relationships with important people such as: family, friends, but also bosses, subordinates, team members or customers. Additionally, they require interpersonal interaction to gratify the needs such as prestige and esteem from others. People gratify these needs by sharing thoughts and feelings. Moreover, acceptance, understanding, and confirmation are significant for satisfying relatedness needs (Boddy, 2002). Growth needs are approximately equal to Maslows needs for self-esteem and self-actualisation. People satisfy these needs if they deal with problems by using their skills or developing new talents (Alderfer, 1969). Maslows and Alderfer models can be distinguished in two major ways. Maslows created five sets of needs, while Alderfer formulated three. Moreover, Maslow claimed that each of the needs should be satisfied before moving to the next level of needs. However, Alderfer argued that existence, relatedness and growth needs are active simultaneously (Dessler, 2004). David McClelland- Need for Affiliation, Power and Achievement David McClelland (1961) examined the way people think in wide variety of situations. Moreover, he claimed that managers should satisfy employees higher-level needs. His research discovered three categories of human needs. They vary in degree in all employees and managers, and characterise style and behaviour. The need for affiliation means to develop and maintain interpersonal relationships. People who have the need for affiliation are motivated to maintain strong relationships with family and friends. In social meetings they attempt to create friendly atmosphere by being agreeable or providing emotional support (Litwin Stringer, 1968). The need for power means to be in a position to influence and control others. People with the need for power wish to influence others directly by providing opinions, making suggestions. They would find themselves as teachers or public speakers as well as leaders. However, the need for power depends on persons other needs. A person with a strong need for power but a low need for good relationships might turn into a dictator. Simultaneously, a person with strong needs for friendship might turn out to be a social worker or a cleric. McClelland assumed that a good manager is motivated by a regimented and regulated concern for influencing others (McClelland, 1995). It means that a good manager should have the need for power; however it always has to be under control. The need for achievement means taking personal responsibility and demonstrating successful results. People who have a strong need for achievement have a predisposition to reach a success, and they are searching for advancement at work. They possess the strong need to achieve satisfaction from challenging goal or task. These people prefer tasks in which success is reasonably achievable, consequently avoiding tasks which are too easy or too difficult (McClelland, 1961). To sum up, it is note-worthy that what is valuable to one person might mean nothing to another. One manager may aspire for promotion, while other is searching for stability and is more satisfied with a slower track. For some managers independence and autonomy are of great significance as they wish to work on their own, while others are more concerned with long-run career job security and also they wish to have stable future (Dessler, 2004). Frederick Herzberg Hygiene-Motivator (two-factor) Theory The following theory provided by Frederick Herzberg (1959) is Hygiene Motivation Theory. He split Maslows theory into lower-level (physiological, security, social) and higher-level (ego, self-actualisation) needs. According to the motivation theory proposed by Herzberg , motivation is managed by two different types of factors such as satisfiers and dissatisfiers. It seems that employees experience dissatisfaction with things such as low pay or noisy working environment and it is significant to eliminate these dissatisfiers. In turn, to motivate employees it is crucial to enrich daily work in satisfiers. Moreover, to motivate employees it is also significant to involve them in preparing working standards and setting work goals, precisely appraising their results, as well as rewarding them appropriately (Kondo, 1995). Herzberg conducted a research with 200 engineers and he focused on their experience of work. The respondents were asked not only to reminisce about a time when they had good time at work but they were also asked to bring back to memory a time when they felt bad at work and provide the background (Boddy, 2002). Research analysis demonstrated that when employees thought about good times they mentioned factors such as: recognition, achievements, responsibility, advancement, and personal growth, work itself, etc. However, when they were describing the bad time, they mentioned the following factors: supervision, company policy and administration, salary, working conditions, interpersonal relations, etc. Herzberg concluded that factors which generate dissatisfaction are hygiene factors and these satisfiers he called motivators, as they seemed to influence individual performance and effort (Herzberg, 1959). According to Herzebrg, it seems to be significant to motivate employees by creating challenges and opportunities for achievement. Consequently, dissatisfied personnel work with lower motivation and their Analysis of Staff Motivation Levels Analysis of Staff Motivation Levels Abstract The objective of this project is to investigate whether employees at WILO company are well motivated and if there is a need for improvement of the level of employee satisfaction in WILO subsidiaries in Poland and Hungary. This research study presents the methods of employee motivation and the rewarding system adopted by WILO company. This project is a result of a theoretical study of available literature as well as empirical research conducted at the company in order to analyse the effectiveness of the implemented methods and system. The analysis has also provided background for defining the role of managers and the required skills in the process of motivating employees. In addition, salary and benefits, good atmosphere, interesting job, professional development and job security have been tested and proved to be key motivating factors for both Polish and Hungary WILO employees. Nowadays in the increasingly competitive global economy it seems to be of great significance that motivated employees might turn into the source of the companys competitive advantage, especially in such areas as: quality, service and costs. Therefore, there seems to be a necessity to create a committed workforce, which is an investment for the future resulting in boosted efficiency, creativity, increased turnover, and subsequently a strong position of the company on the competitive market. PREFACE The current competitive business world is focused on fast development and sustainability of strong position on the market, therefore companies search for various ways of ensuring their success. The success of the business seems to be an outcome of the interaction between employees vs. customers, product and the organisation. Therefore, to create a business oriented company these three elements have to work out together to generate a profit for the organisation and financial benefits for employees. Hence, it is significant for an organisation to create a culture where employees would feel appreciated. This might be reached by providing rewards and incentives or benefits in return for their effective work. As a result of this, employees are expected to make efforts to accomplish objectives of an organisation. Background Employee motivation is a key factor in the success or failure of any organisation. In hard economic times, which require companies to face the need to increase both budget cuts and productivity, it appears crucial to maintain workers loyalty and motivate them continuously. Should an organisation omit to motivate its staff, less productivity may occur, morale is not high as well as products and services are of a lower standard. I have selected the topic of motivating and rewarding of employees as my interests are focused on motivation programmes and I wish to gain an improved understanding of the area of building employee engagement. Moreover, my choice was dictated by my willingness to develop a better understanding of what precisely could motivate employees in different subsidiaries at WILO company. Furthermore, I wish to concentrate on factors which could potentially encourage employees to be committed to work and develop a better atmosphere at a workplace. The objective of the study The main objective of the project is to investigate whether employees at WILO company are well motivated and if there is a need for improvement of the level of employee satisfaction in WILO subsidiaries in Poland and Hungary. Moreover, the goal of the research is to conduct a theoretical study of selected literature as well as empirical data collection by means of a survey, questionnaires and interviews at WILO company. I will also attempt to analyse the data to be aware of the current level of motivation as well as classify significant motivators for the Polish and Hungarian employees at WILO company. Finally I wish to draw a conclusion to improve the level of satisfaction and to build a better committed workforce. Summary The project has been divided into six chapters: Introduction to the study, literature review, WILO company motivation and compensation system, methodology, results of the survey, and conclusion. The literature of the field presents all manner of findings concerning solutions to the problem of motivating and rewarding employees. For the purpose of formulating the main concepts of my thesis, I reviewed a wide variety of relevant literature, which serves to provide a theoretical background to my study. First part of the literature review covers the definition of motivation as well as various theories of motivation. Moreover, I explore Maslows hierarchy of needs theory, in comparison with Herzbergs theory, Alderfer as well as McClelland theory and McGregor theory (Schermerhorn, 2005). Furthermore, I focus on personalities and behaviour of employees and cover various issues regarding motivation and compensation systems, techniques and tools, and, in addition, I wish to explore the role of a manager. The following part focuses on a motivation and compensation system at WILO company. I will attempt to present the way of motivating and rewarding employees at WILO company as well as the benefits and perks received by WILO employees. Furthermore, I introduce the training system which is applied at WILO to boost productivity. The thesis will consist of two parts, that is a theoretical and a practical one. In the theoretical part of my thesis, I intend to examine selected literature of the field in order to present possible ways of motivating and rewarding. In the practical part of my thesis, I will conduct a research whose purpose is to analyse empirical data extracted by means of questionnaires carried out in the Polish and Hungarian subsidiaries of WILO company. My study will explore the role of leadership in the process of motivation and methods of improving working conditions, by means of bonuses provided by the company. Finally, I draw a conclusion and discover crucial findings regarding motivation and compensation of the Polish and Hungarian subsidiaries of WILO company. Motivating and rewarding employees is one of the most significant and the most challenging activities that managers perform. Managers invariably debate on ways of motivating, thus we are in a position to find numerous views and speculations regarding this topic. It appears to be crucial to demonstrate briefly paramount ideas regarding motivation and rewarding of employees, presented by different authors. Moreover, both academic researchers as well as practicing managers have attempted to understand and explain the problem of employee motivation for years (Robbins, Coulter, 2003 p. 425). Furthermore, effective managers who expect from their employees the maximum effort recognise that they are required to be familiar with the way employees are motivated as well as to modify their motivational practices to satisfy their needs. Chapter Two Literature Review Definition of Motivation There is hardly anything more frustrating than working hard, meeting or exceeding expectations and discovering that it doesnt matter to your company. You get nothing special, or you get what everyone else does. People need to get differentiated rewards and recognition to be motivated. (Jack Welch, 2005:107). There seems to be a wide variety of definitions of motivation. It is a term originally descended from the Latin word movere, which means to move (Rue, Byars, 2000). However, it has been extended to include the various factors by which human behaviour is triggered (Campbell Pritchard, 1976). What is interesting, the concept of the motivation was already well-known in ancient times as, for instance, Egyptian pyramids or the Great Wall in China without motivation and determination would not exist. It should be borne in mind that the problem of motivation is not a current development. Research conducted by William James in the late 1800s pointed out the significance of motivation. He assumed that hourly employees might keep their jobs by applying approximately 20 to 30 percent of their ability. Moreover, he found that highly motivated workers will perform at approximately 80 to 90 percent of their ability. Consequently, highly motivated employees are in a position to increase in performance as well as significantly decrease in problems such as turnover, strikes, absenteeism (Rue, Byars, 2000). As expressed by the 34th American president Dwight D. Eisenhower: Motivation is the art of getting people to do what you want them to do because they want to do it. Motivation might be analysed by the following sequence: Consequently, in motivation needs create motives, which lead to the accomplishment of goals. Moreover, a motive is a stimulus which leads to an action that satisfies the need, which means that motives create actions. When employees achieve the goals, they satisfy the needs and simultaneously decrease the motive. Nonetheless, it might occur that other needs may arise. Understanding the motivation sequence provides managers with slight help in determining what motivates employees (Rue, Byars, 2000). Nowadays it is extremely important to have motivated employees in every organisation. While non-motivated employees will not provide good service, they are likely to make mistakes and the reputation of the organisation may suffer as a result. Therefore, all businesses need enthusiastic and committed employees who work to support organisational goals. What is important, motivation occurs within people; therefore work needs to meet their goals as well. Additionally, people have different motivation, consequently a reward that is attractive to one employee might be unimportant to another (Boddy, 2002). Moreover, one of the paramount factors which has an impact on efficiency and effectiveness of employees work as well as how they organise time at work is their motivation (Bruce and Pepitone, 2001). While, as claimed by Forsyth (2001), non-motivated employees tend to spend more time on breaks, surfing the internet or private discussion. Nevertheless, motivation commences with employee engagement, and engagement starts with effective communication skills. As mentioned by Jack Welch, former CEO of General Electric (GE) and current Business Week columnist, no company, large or small, can succeed over the long run without energised employees who believe in the mission and understand how to achieve it. It is also worth mentioning that three main words in this quotation remain the secret to motivating employees: energised, believe, understand (Gallo, 2008). Moreover, according to Carmine Gallo (2008), successful companies have employees who believe in their mission. As emphasised by Scott Cook (INTU), people want more than a paycheck. They want to feel as though they are part of something bigger than themselves. When discussing motivation, not only should we mention a different management style adopted in Europe in comparison to Asia and America, but also the differences between companies in the same country or even differences between workplaces in the same company. To understand better what precisely could motivate employees I will attempt to explore what motivation means in general. As claimed by Dessler (2004), a motive is an incentive that stimulates the person into the action or provides direction as well as hints to action. However, Robbins and Coulter (2003) presented a different view. They claim that motivation is the willingness which brings out high levels of strivings to achieve goals as well as to satisfy individual needs. What is more, studies conducted by Schermerhorn (2005), also provide a valuable input. He argues that motivation is in charge of the standard, direction, as well as tenacity of effort developed at the workplace. Moreover, in order to understand motivation, it is essential to understand human nature as it might be very simple or very complex at the same time. Hence, understanding the human nature is significant for effective motivation of employees at the workplace. Gary Dessler (2004) argues that motivation is the intensity of an employee desire to engage in some actions. However, Buford, Bedeian Lindner (1995) stated that motivation is a tendency to behave in an intentional manner to fulfil particular and insatiable needs. Nevertheless, Kreitner (1995) presented a different view. According to his statement, motivation is a psychological process that provides behaviour aim and direction. Furthermore, as defined by John Schermerhorn (2005) and subsequently supported by Stephen Robbins and Mary Coulter (2003), motivation is the willingness which presents the level, direction, and perseverance of effort expanded at work to satisfy some individual needs. As claimed by Kondo (1995), motivating the employees is one of the numerous conditions and policies recognised to achieve the objectives of each company. Moreover, people involved in a task have to be sufficiently motivated to overcome all difficulties. Therefore, by saying, a company is its people it is meant that () people are our most important assets (Schermerhorn, 2005). This statement demonstrates that a proper approach to people in an organisation is extremely important, that is, if managers treat employees appropriately, they will be repaid with effective work. What is important, even if we create an outstanding organisation, it will not be effective and even counter-productive if the employees lack motivation (Kondo, 1995). To conclude, highly motivated employees seem to be the most important assets for owners, chairmen, managers. Otherwise the productivity of the employees and the costs of the production will dramatically deteriorate. Personality and behaviour of employees It is commonly known that people differ in characters, abilities, values, behaviour, and needs. Moreover, different actions cause various reactions on people. One employee might jump whenever the boss wishes, while the other would not execute this order (Dessler, 2004). For a manager it is significant to be familiar with how to manage different personalities as ineffective management of a team with different personalities as well as working styles might lead to a failure of a particular project. As stated by Schermerhorn (2005) personality is the mixture or overall profile of characteristics that causes one person to stand out from all others. personality As claimed by Carl Jung, the Myers-Briggs Type Indicator (MBTI) is a popular tool for measuring personality. This system is helpful for organisations to be familiar with the working styles of employees, balance teams and avoid conflicts. According to Myers-Briggs, assessment characteristics of personality are classified as: Introvert/Extrovert; Sensing/Intuition; Thinking/Feeling; and Judging/Perceiving. The MBTI questionnaires categorised people into 16 personality types along four scales (Mutchler, 1998). Employees who possess the introvert personality tend to be introspective, they are often an analytical and scrupulous team member. However, extroverts are active as well as easy-going and comfortable with expressing their ideas openly. The sensing/intuition personalities tend to measure process of information. A sensing person seems to be visual and fact-oriented, whereas an intuitive person has a tendency to be more open and creative. The thinking/feeling type of personalities refers to the decisions making. Thinkers draw conclusions based on external standards and regulations, however, feelers are more focused on protecting feelings and values. As team members, feelers might consolidate people, while thinkers are successful in expressing logical reasons behind decisions. Finally, judging/perceiving concerns the approach people have to their life. People with judging personality tend to be well organised and they know what to do about their daily activities, while people with perceiving personalities are more flexible and spontaneous. It is note-worthy that every team is enriched by diversity, therefore, a range of personalities might create a stronger team. Moreover, the diversity of the team might bring into a project different ideas, which is bound to increase performance and creativity of the team (Boddy, 2002). On the other hand, as claimed by Gary Dessler (2004) and illustrated in Figure 4. psychologists, nowadays emphasise the big five personality traits as they apply to such behaviour at work as extroversion, emotional stability, agreeableness, conscientiousness and openness to experience. Extroversion is personality where a person is outgoing, assertive and friendly. While emotional stability names someone who is relaxed, calm and secure. Moreover, this person is emotionally stable and confident. Agreeableness, in turn, is someone who is good-natured, cooperative and trusting. Furthermore, a person who possesses an agreeable personality is also in good relationships with others, and a disagreeable person generates conflicts and discomfort for others. The following personality is called conscientiousness. An employee with this character trait is responsible, trustworthy and careful. On the other hand, a person who lacks conscientiousness is careless and often doing little. Finally, openn ess is the degree, to which someone is curious, open to new idea and creative. What is more, an open person is tolerant, open to change and receptive to new things. Moreover a person who lacks openness is resistant to change, narrow-minded and has limited sources of interests (Schermerhorn, 2005). Many studies conclude that these five traits signify the essential structure of personality, and therefore influence how the person behaves (Beck, 2000). In addition, personality traits are not the only one factor which is responsible for persons behaviour at work. Therefore, individual differences in abilities also influence workers behaviour and performance (McCormick and Tiffin, 1974). To perform the work successfully every employee needs to possess appropriate abilities. However, even the most competent employee will not perform the task successfully without motivation. Therefore, Performance = Ability x Motivation (Dessler, 2004). As claimed by Richard Field (2002) the main goal of attitudes is information of how to act with regard to other person. Moreover, attitudes are significant in organisations as they affect behaviour. Additionally, we may distinguish three parts of work attitudes that are the affective, such as what the employee feels about work, as well as the cognitive attitude- what the employee thinks about the work and the international- what actions is the employee planning to perform at work. Moreover, the job satisfaction is influenced by both the work environment and by the employees personal traits. It has been assessed that the individuals personality constitute between 10% and 30% of employees job satisfaction, however, 40% to 60% of the discrepancy in job satisfaction is motivated by situational factors. Furthermore, the interaction between personality and the situation constituted between 10% and 20% (Field, 2002). Theories of Motivation There are numerous motivation theories, however, the universal theory of motivation, which can explain all its aspects does not exist as each person is unique and has different needs and expectations. Managers have for ages attempted to understand why for one person work is enthusiastic and challenging, and means a possibility to improve the ability, while for other person work is something which you have to perform, as compulsion to survive and for living in a good condition. Theories of motivation focused on how managers might motivate their subordinates. However, they also have to motivate other people such as colleagues, consumers, or other managers. Psychologists created three main approaches when studied what motivates employees such as the need-based, process based and learning/reinforcement-based approaches. Need-based Approaches to Motivation Need-based approaches to motivation concentrate on how needs trigger people to act the way they act as well as which needs are the most significant for each person. The most common theories of motivation are: Maslows Hierarchy of Needs Theory, Herzbergs theory, McClelland theory and McGregor theory. Scientists generally commence most discussions concerning motivation by explaining individual needs; therefore, as claimed by Schermerhorn (2005), a need is an unmet desire. An extremely significant and generally known theory of motivation is Maslows needs-hierarchy theory. Abraham Maslow a hierarchy of needs Abraham Maslow was an American clinical psychologist, who formed a theory of human motivation to understand the needs of his patients. This model suggests that people have different types of needs. He also found it useful to investigate data and observations of Douglas McGregor theory. He proved that the lower-order needs are leading until they are at least partly satisfied (Maslow, 1970). On the basis of this theory, an unsatisfied need can change a persons behaviour while a satisfied one can be a motivator of immediate action. As illustrated in Figure 5, Maslow argued that there is a hierarchy of five levels of needs. Starting from the lowest one, we may distinguish needs such as physiological, security, social, self-esteem and self-actualisation. Physiological needs are the needs essential for survival, such as: food, water, shelter and clothing. These needs may be satisfied in an organisation by monetary compensation. Maslow proved that if these basic needs are unsatisfied, people will focus on activities that allow them to obtain the necessity of life. If they do not fulfil these basic needs, they will not strive to reach the higher needs (Boddy, 2002). However, if the physiological needs are gratified, new needs would appear which he called security needs. These needs provide such values as: security, protection, stability, dependency (Maslow, 1970). They protect from fears, anxiety and chaos. In the event of this need being paramount for a person, a stable and regular job with secure working conditions may satisfy them. A company may meet these needs by medical or retirement benefits. The following need is belongingness which may be reached by assuring a place in the group or family. This need triggers affection and love and also requires closeness and cooperation with other people. This is the desire for acceptance and approval by friends and co-workers (Boddy, 2002). Maslow discovered that a wide variety of people possess self- esteem needs, which means self-respect and the respect of others. Self-respect is gratified when people have a sense of achievement, confidence, adequacy and competence. Moreover, people search for the respect of others, a desire for reputation in the eyes of other people such as prestige, status, attention and recognition. They wish to be noticed by others. In most cases they take challenging or difficult tasks just to demonstrate that they are good at their job. This behaviour gives them respect and status. To motivate employees through satisfying those needs, management may offer them recognition awards. Finally, Maslow named the paramount range of needs as self-actualisation, which provides the desire for self-fulfilment as well as potential. Maslows pointed out that this need only begins to dominate when the all lower-level needs have been relatively satisfied. People who wish to gratify self-actualisation needs will search for personal relevance in their work. They are more willing to value new responsibilities to realise their potential and also develop new talents, skills or horizons (Boddy, 2002). Unfortunately, on this level it is almost impossible to satisfy a person completely as this refers to the feeling of self-fulfilment and the realisation of ones potential, which become higher and higher during persons development. This need may be gratified by paying attention to allowing a person to participate in seminars or temporary assignments to special projects. Maslows hierarchy of needs model is referred to as a content theory, it focuses on what will motivate a person without exactly explaining why an individual is motivated. It is not a complete model of human motivation, but it does demonstrate how managers can approach the basic needs of their employees (Alderfer, 1969). Moreover, it suggests that there are significant differences among people in terms of the needs they may wish to satisfy. A manager should always have in mind that motivators may change over time due to environmental influences and the individuals life cycle. It is also note-worthy that, until basic needs are satisfied, people will not concentrate on high-level needs. However, there is little evidence that people must meet their needs in the same sequence of the hierarchy, for instance not all of them must gratify social needs such as affiliation and esteem before moving on to satisfy self-actualisation needs (Dalrymple, 1992). Furthermore, there are people for whom se lf-esteem is often more significant then love, however, for others creativeness is the priority. In this case, they are not searching for self-actualisation once they satisfied their basic needs. Others had such permanently low aspirations that they experienced life at a very basic level (Boddy, 2002). In other words, it is of great significance that human beings always have a variety of needs (Kondo, 1995). Clayton Alderfer- Existence Relatedness Growth (ERG) Theory The following theory provided by Clayton Alderfer (1969) was based on Maslows research and focuses on three needs: existence, relatedness and growth. His work was built on Maslows ideas, however, he presented an alternative to them. He created and researched his theory in questionnaires as well as interview-based studies conducted in five organisations such as: bank, a manufacturing firm, two colleges and a school. His existence needs are similar to Maslows physiological needs and to security needs such as: concern for losing the job and salary. They include physiological desires such as hunger and thirst which symbolise deficiencies in existence needs. Nevertheless, pay and benefits symbolise ways of satisfying material requirements (Dessler, 2004). Relatedness needs focus on relationships with important people such as: family, friends, but also bosses, subordinates, team members or customers. Additionally, they require interpersonal interaction to gratify the needs such as prestige and esteem from others. People gratify these needs by sharing thoughts and feelings. Moreover, acceptance, understanding, and confirmation are significant for satisfying relatedness needs (Boddy, 2002). Growth needs are approximately equal to Maslows needs for self-esteem and self-actualisation. People satisfy these needs if they deal with problems by using their skills or developing new talents (Alderfer, 1969). Maslows and Alderfer models can be distinguished in two major ways. Maslows created five sets of needs, while Alderfer formulated three. Moreover, Maslow claimed that each of the needs should be satisfied before moving to the next level of needs. However, Alderfer argued that existence, relatedness and growth needs are active simultaneously (Dessler, 2004). David McClelland- Need for Affiliation, Power and Achievement David McClelland (1961) examined the way people think in wide variety of situations. Moreover, he claimed that managers should satisfy employees higher-level needs. His research discovered three categories of human needs. They vary in degree in all employees and managers, and characterise style and behaviour. The need for affiliation means to develop and maintain interpersonal relationships. People who have the need for affiliation are motivated to maintain strong relationships with family and friends. In social meetings they attempt to create friendly atmosphere by being agreeable or providing emotional support (Litwin Stringer, 1968). The need for power means to be in a position to influence and control others. People with the need for power wish to influence others directly by providing opinions, making suggestions. They would find themselves as teachers or public speakers as well as leaders. However, the need for power depends on persons other needs. A person with a strong need for power but a low need for good relationships might turn into a dictator. Simultaneously, a person with strong needs for friendship might turn out to be a social worker or a cleric. McClelland assumed that a good manager is motivated by a regimented and regulated concern for influencing others (McClelland, 1995). It means that a good manager should have the need for power; however it always has to be under control. The need for achievement means taking personal responsibility and demonstrating successful results. People who have a strong need for achievement have a predisposition to reach a success, and they are searching for advancement at work. They possess the strong need to achieve satisfaction from challenging goal or task. These people prefer tasks in which success is reasonably achievable, consequently avoiding tasks which are too easy or too difficult (McClelland, 1961). To sum up, it is note-worthy that what is valuable to one person might mean nothing to another. One manager may aspire for promotion, while other is searching for stability and is more satisfied with a slower track. For some managers independence and autonomy are of great significance as they wish to work on their own, while others are more concerned with long-run career job security and also they wish to have stable future (Dessler, 2004). Frederick Herzberg Hygiene-Motivator (two-factor) Theory The following theory provided by Frederick Herzberg (1959) is Hygiene Motivation Theory. He split Maslows theory into lower-level (physiological, security, social) and higher-level (ego, self-actualisation) needs. According to the motivation theory proposed by Herzberg , motivation is managed by two different types of factors such as satisfiers and dissatisfiers. It seems that employees experience dissatisfaction with things such as low pay or noisy working environment and it is significant to eliminate these dissatisfiers. In turn, to motivate employees it is crucial to enrich daily work in satisfiers. Moreover, to motivate employees it is also significant to involve them in preparing working standards and setting work goals, precisely appraising their results, as well as rewarding them appropriately (Kondo, 1995). Herzberg conducted a research with 200 engineers and he focused on their experience of work. The respondents were asked not only to reminisce about a time when they had good time at work but they were also asked to bring back to memory a time when they felt bad at work and provide the background (Boddy, 2002). Research analysis demonstrated that when employees thought about good times they mentioned factors such as: recognition, achievements, responsibility, advancement, and personal growth, work itself, etc. However, when they were describing the bad time, they mentioned the following factors: supervision, company policy and administration, salary, working conditions, interpersonal relations, etc. Herzberg concluded that factors which generate dissatisfaction are hygiene factors and these satisfiers he called motivators, as they seemed to influence individual performance and effort (Herzberg, 1959). According to Herzebrg, it seems to be significant to motivate employees by creating challenges and opportunities for achievement. Consequently, dissatisfied personnel work with lower motivation and their