Individual Development Essay Example | Topics and Well Written Essays - 1500 words

Individual Development - Essay Example Competence - Industry versus Inferiority - School-age / 6-11 years. Fidelity - Identity versus Role Confusion are adolescents / 12 years till they are 20. Questioning of identity. Who they are, how they do fit in? Where they are going in a life? Erikson believed, that if the parents were to allow their children to explore, they could conclude their own self. Conversely, if the parents incessantly push him/her to be conventional to their views, these teen will face personality confusion. This is the stage that relates to this paper’s topic of discussion. Others include; Intimacy versus isolation, generativity versus stagnation and the eight and last stage being Ego integrity versus despair (Erikson, 1982). As the authors have noted (Connell 1995; Frosh, Phoenix, and Pattman 2002; Svahn 1999), ideal masculinity and stereotypical is often connected with hardness and strength. It is true that events stem from the past, but still, nearly all girls and boys would likely not be pleased to speak about their weak spots so explicitly, but would rather try to turn them into assets, into unpleasant experiences that in the end prepared them to be more independent and stronger, that is, something putting them more in conformity with masculine standards or ideals. Their nests are normally permeated with political awareness in various ways, and according to them, there is nothing not to be viewed as political. This case is a clear example of how adolescents may reflect upon matters of gender roles and identity, and make personal decisions about what they desire be like, not necessarily as boys or girls, but as individuals. Conversely, there is always a cost to pay for those deviating from ideals and norms. Though no generalized claims may be made on the foundation of this matter, it is still a fact that adolescents, who contravene gender stereotypes, besides tells tales of bullying and/or social exclusion (C. Frosh, et al, 2002). The issue here concerns

INTRODUCTION TO NEGOTIATION Essay Example | Topics and Well Written Essays - 750 words

INTRODUCTION TO NEGOTIATION - Essay Example Individuals and groups use it to resolve conflicts that cannot find unilateral solution (Rana, 2009). Bilateral negotiation has the objective of ensuring there is a solution to issues that cannot get unilateral solutions. Bilateral negotiation ranks top in conflict resolution because it employs numerous tactics. Such tactics easily influence the hard-liner party to ease its position. The tactics employed by negotiator easily directs parties involved into an area of possible solution to the issue discussed (Rana, 2009). Consequently, parties making extreme offers find an atmosphere for falling back easily from their hard bargains. Bilateral negotiation offers time for preparation. Although people underrate this time, it remains a fundamental stage of the conflict resolution process. The preparation time has merit because upon finding a resolution, implementation follows instantly since at that time all parties involved are available (Ertel & Gordon, 2008). Preparation time gives those involved time to break down their direct and indirect strengths, aims and limits, argument, style and tactics and hidden agenda. The stage also provides parties involved an opportunity to examine their perceptions among other cross-cultural issues involved in the conflict. Preparation time in bilateral conflict enables businesses to gather relevant internal information for the task of conflict resolution. Consequently, each gathers all the facts, alternatives and other necessary options (Rana, 2009). In addition, this stage that ensures institution of negotiation team, with identification of its leader. Such procedures provide for direction to the negotiating team. Another stage that gives bilateral negotiation credit is the pre-negotiation stage. The stage, negotiators, and the teams involved find an opportunity to clear up conflicting interests. Moreover, negotiating team makes an establishment on whether there is a possibility and

Literature Review Importance Of Motivation Commerce Essay

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

Personal Time Management Essay -- Managing Your Time

What do we know about time management? As adults we should know a lot about time management. We all strive to become the best that we can be. This alone should encourage us to learn about time management. Every aspect of our lives depends on it. If we try to plan, organize, and execute our ideas most of the time we can manage it well, but when we go the other route, and jump out there feet first, most of the time we do not do as well. This is not the case in every light, but usually it is the norm. Even as we sit in class trying to better ourselves by improving on our education, we learn that we must manage time to the best of our abilities. This is not done only for school, but for our families for those of us that have children and spouses. A lot of the time, we manage to get everything done and leave ourselves out in the cold when it comes to making time for ourselves. If it is not our job or school we are trying to meet someone else's needs. Being prepared is a key step in being able to manage time. There are a lot of things that go with being prepared. First, you have to have an idea of what you want to do. Knowing what you are getting into helps a lot because you will be able to focus on specific points that will ensure that you are headed in the right direction of achieving your goal. This sounds pretty easy, but it is a task that a lot of people overlook. You may need material to ensure that you can do your task at hand, so knowing exactly what is going on will definitely help. Getting yourself in a proper place to be able to concentrate and execute what you have in mind is also a very important step. Not having a million and one distraction will allow you to focus and get everything done in a time... ...nd friends. Make sure that during your strategy you set a time out for relaxation, eating and sleeping properly. Another part of strategy is to multi-task, use "the Twofer" concept, for example if you are going to the Laundromat take your homework with you. There are many different parts to time management, such as procrastination, strategy, organization, expectations and being prepared. All of them contribute equally in many ways. All of the things that we have spoken about in this paper are highly recommended. The best thing to do when it comes to time management is to set a strategy, become organized and do your best to avoid procrastination. When you manage your time make sure you include the following; studying, sleeping, eating, relaxing and other necessary things. No matter what our circumstances are, we can all use some time management skills in our lives. Personal Time Management Essay -- Managing Your Time What do we know about time management? As adults we should know a lot about time management. We all strive to become the best that we can be. This alone should encourage us to learn about time management. Every aspect of our lives depends on it. If we try to plan, organize, and execute our ideas most of the time we can manage it well, but when we go the other route, and jump out there feet first, most of the time we do not do as well. This is not the case in every light, but usually it is the norm. Even as we sit in class trying to better ourselves by improving on our education, we learn that we must manage time to the best of our abilities. This is not done only for school, but for our families for those of us that have children and spouses. A lot of the time, we manage to get everything done and leave ourselves out in the cold when it comes to making time for ourselves. If it is not our job or school we are trying to meet someone else's needs. Being prepared is a key step in being able to manage time. There are a lot of things that go with being prepared. First, you have to have an idea of what you want to do. Knowing what you are getting into helps a lot because you will be able to focus on specific points that will ensure that you are headed in the right direction of achieving your goal. This sounds pretty easy, but it is a task that a lot of people overlook. You may need material to ensure that you can do your task at hand, so knowing exactly what is going on will definitely help. Getting yourself in a proper place to be able to concentrate and execute what you have in mind is also a very important step. Not having a million and one distraction will allow you to focus and get everything done in a time... ...nd friends. Make sure that during your strategy you set a time out for relaxation, eating and sleeping properly. Another part of strategy is to multi-task, use "the Twofer" concept, for example if you are going to the Laundromat take your homework with you. There are many different parts to time management, such as procrastination, strategy, organization, expectations and being prepared. All of them contribute equally in many ways. All of the things that we have spoken about in this paper are highly recommended. The best thing to do when it comes to time management is to set a strategy, become organized and do your best to avoid procrastination. When you manage your time make sure you include the following; studying, sleeping, eating, relaxing and other necessary things. No matter what our circumstances are, we can all use some time management skills in our lives.

Price And Non Price Competition In Markets Economics Essay

Every one set up the concern for the interest net incomes.Firms sell goods and services through a assortment of direct and indirect channels. In order to increase the net income orto increase the gross of the house we can follow the monetary value competition or non-price competition. In the monetary value competition companies seek to pull clients entirely on the footing of merchandise price.In this seller ‘s seek to act upon client demand chiefly through altering the monetary values of the merchandises. In the non pricecompetition cost of thecost of the merchandise is minimized and other doing factors are maximized by the creative activity of a typical quality about the merchandise such as its design, public presentation, advertisement, complementary and utility goods, handiness, client services and trueness plans. In monopoly market monetary value competition is more good to the houses because merely few Sellerss are available in the market. In oligopoly market non monetary value competition is more good to the houses because market is controlled by the little group of houses. In monopolistic market non monetary value competition is more good to the signifiers because it is imperfect competition in short tally and perfect competition in long tally analysis. Unilever limited $ 1:40 $ 1:50 $ 1:40 Procure & A ; Gamble $ 1:50 12000 12000 29000 11000 3000 21000 20000 20000 For the above illustration it can demo the monetary value competition.when of all time the monetary values are remains same in the $ 1:40 and the net income of the monetary value remains unchanged.Most of the houses followed by the dominant scheme. In the monetary value competition that depends up on the oppositions motion. That ‘s why houses are largely used in non monetary value competition. For illustration Pepsi Cola and Cocos nucifera Cola are ever used in the non monetary value competition. Elasticity In order to mensurate this reactivity of quality to monetary value alterations, and finally impact on the entire gross. It is called snap. It is defined as the per centum alteration in one variable relation to a per centum alteration in another variable. Ep= ( a?† Q/a?† P ) * ( P/Q ) Where Ep= Coefficient of monetary value snap a?† Q=percentage alteration in measure a?† P=percentage alteration in monetary value a?† =absolute alteration The measure demanded or supplied alterations will alter when the monetary value alterations. This is known as monetary value snap of demand and monetary value snap of supply severally. Elasticity is a step of comparatively alterations. If the monetary value of the mandatory goods can be increased and the consumer can take the complementary goods so it is called elastic and the consumer can non take the complementary goods, they are mandatory goods so it called inelastic. In general, Oligopolies involve a big sum of non-price competition. Product development is one country of competition, and advertisement makes up a big part of non-price competition as good. Oligopolists are big houses and hence can afford to publicize Monetary value is the value placed on what is exchanged. Something of value is exchanged for satisfaction and public-service corporation, includes touchable ( functional ) and intangible ( prestigiousness ) factors. Buyers must find if the public-service corporation gained from the exchange is worth the purchasing power that must be sacrificed. Price represents the value of a good/service among possible purchases and for guaranting competition among Sellerss in an unfastened market economic system. Sellers need to understand the value consumers derive from a merchandise and utilize this as a footing for pricing a merchandise — must make this if we are client oriented. Percentage alteration in measure demanded comparative to the per centum alteration in monetary value. % alteration in Qtty demanded— — — — — — — — — — — — –% alteration in monetary value Elastic demand is more sensitive to monetary value than inelastic demand. Elastic demand, greater than1 Inelastic demand, less than 1 Unitary demand, equal to 1 TR = Price * Qtty If demand is elastic so alteration in monetary value causes an opposite alteration in the entire gross. If demand is inelastic so alteration in monetary value causes the same alteration in the entire gross. The less elastic the demand, the more good it is for the marketer to increase monetary value. Demand is more supply is less so the of the merchandise monetary value will be additions. It can be possible in merely in the monopoly market.because individual house leads the full market. In the same manner when the demand is more supply is less so the merchandise of the monetary value will non be additions in the oligopoly market because in the oligopoly all the houses holding the same monetary value and varies the merchandise in the nonprice competition. In the shop they arranged all shampoos in the similar trade names are side by side. In the shop the two merchandises of the different trade names are arranged side by side so the demand and monetary values of the different trade names are same. In the monopolistic market two more houses lead the market.in the monopolistic market besides follows the nonprice competition. Choosing the right shampoo can be a hard undertaking. There are 100s of trade names, each with infinite assortments, runing from conditioning shampoo to anti-dandruff shampoo.most work forces could care less about what type of shampoo they use.A So demo your adult male some love byA purchasing himA a shampoo that will maintain his hair healthy.A Water is the first ingredient in all shampoos. Detergent is the 2nd ingredient listed on a shampoo label. The staying ingredients include moisturizers, thickenings, conditioners, aromas, infusions, dyes, and more. If happening a hairdresser to assist is unrealistic, there are a couple easy things to retrieve about happening a professional shampoo. Coarse hair tends to be more crisp and dry, so use a heavier shampoo with humidifying belongingss. Fine hair lays flatter and suffers from inactive, so avoid volume shampoos as they can dry out even more, and concentrate on light wet. Curly hair can be coarse of mulct, but by and large, utilizing a shampoo that has frizz combatants and wet is the best option, like Redken ‘s Fresh Curls. For colour treated hair types, most professional trade names have formulated all of their shampoos to be colour safe. For added protection, nevertheless, alternate a colour shampoo with a wet or equilibrating shampoo. Oily hair needs a reconciliation shampoo to modulate the pH of the hair and scalp, like Matrix ‘s Normalizing Shampoo. For utmost waterlessness and flaking, any shampoo with tea tree or batch oils for ingredients is preferred. Professional trade name shampoos are the best option for soft, healthy, and glistening hair. With easy entree to them, cheap monetary values, and so much assortment for different hair textures, there ‘s no alibi for cognizing how to truly take attention of hair. Hair strands are made up of protein or ceratin. They have a softer, more fictile indoors called the cerebral mantle, and a harder, stronger run alonging called the cuticle. Most generic shampoos are non strong plenty to properly perforate the cuticle and cleanse the interior of the hair strand, which is the occupation of shampoo. Alternatively, they coat the cuticle and merely buildup on the hair. Since most shop trade name shampoos are made with more detergent and sulphates, the buildup they cause is normally waxen and heavy. Particularly for adult females who perm, relax, or colourise their hair, these shampoos will turn glistening, healthy hair into dull, weighed down strands Learn why its better to purchase professional shampoo and how to happen the best one or your budget, life manner and hair type. In the shampoo industry there are figure of trade names.Each trade name can be manufactured by many merchandises, and the every merchandise has many types.All the trade names are manufactured merchandises like Antidandruff, loss of hair autumn, black and satiny, to acquire vitamins, long and turn hair. I visited a local super market Spencers, consult the gross revenues director ( koteswararao ) .i enquiry about how much infinite allocated for shampoos. He tells that 2.3 % of the entire volume of the store.in this shop all the shampoos are placed in the left corner of the entryway. That row contains 7racks all of them are FMCG products.The 3 rack is allocated for shampoos.The trade names that i ound in the rack are Hindustan unilever limited, procter and gamble, cavin attention, Himalaya drug company, loreal, ITC, Godrej and many more trade names. Trade name merchandises Space allocated Market size Hindustan Unilever Limited Sun silk, Dove, All clear, clinic plus 35 % 50 % Procter & A ; Gamble Head & A ; shoulders, Pantene, wella, Rejoice 25 % 16 % Cavin attention Meera, chik, Nyle 15 % 19 % Himalaya drug Company Himalaya herb teas 5 % 15 % Godrej Neem, Johnson & A ; Johnson, kesini 5 % Loreal Loreal, Garnier 10 % ITC Vivel extremist pro 5 % I find that many clients are willing to purchase hul merchandises. I asked one of the client why all of them are purchasing shampoos and what are the benefits to you. He said that on watching advertizements he started purchasing hul merchandises.and besides tells that hul has more assortment of merchandises and they are updating the merchandises frequently.By this ever gets a new stock.the ingredients which are utilizing hul merchandises are non harmul to our health.the monetary value of the hul merchandises are sensible and available to all the categories of the people.thats why he is taking hul merchandises. Compared the rural and urban countries, urban countries are more gross revenues in shampoos because it is hard to acquire natural products.hul merchandises are more interact with the all sorts of countries. Most of the people populating in the urban countries are coming from the rural.they all of them know hulproducts.thats why hul merchandises has more gross revenues comparing to the other trade names. When the demand of the shampoo additions monetary value is automatically lessenings, because if any merchandise has more demand so automatically many of them starts the concern. Hul has a greater supply and the other are comparatively low compared to hul.thats why the supply of hul additions monetary value besides increases.shampoos are inelastic merchandises because there are no complement products.in this quality demanded or supplied alterations will alter when the monetary value alterations.

Effects of discriminatory practice in Health and social care Essay

The above case study is highlighting discrimination. This is the unequal treatment between individuals and it is a negative action towards members of a certain group. The bases of discrimination include: culture, disability, age, social class, gender, sexual orientation, health status, family status and cognitive ability. The discriminatory practise used in the case of Jeta is predjudice. This is judging someone and making an assumption without having any solid evidence to support the judgement, on the basis of their appearance or what group they belong to. Jeta is experiencing this as her teacher is making a false assumption about her thinking that she is lazy and naughty as her standard of performance in school assesments is decreasing. There are many contributing factors that can lead to the predjudice that Jeta is experiencing. One of these factors is social background. Jeta comes from a â€Å"rough† background, lives alone with her mother who is a single parent and her father is in prison. Another factor leading to predjudice could be socialization. This is when the media create demeaning stereotypes about specific groups of people. The media assumes that if someone is in prison, they are associated with bad behaviour and are automatically given a negative impression on. As Jeta is related to someone in prison, the teacher is assuming that she’s equally as bad and discriminates against her. The teacher is almost â€Å"blaming† the father situation on the poor school work produced by Jeta. Another discriminatory practise that Jeta is experiencing is stereotyping. Stereotyping is a widely held but fixed oversimplified image or idea of a certain type of person. Stereotyping can have a demetrial effect on the individual involved.They involve generalizations about the most common characteristics of members of the group. There are many factors which could suggest why Jeta is being stereotyped. The first is social categorization. This is classifying people into groups based on common attributes that individuals share. In relation to Jeta she is being stereotyped as â€Å"lazy† because the standard of her school assesments are dropping. She is also being stereotyped as â€Å"naughty† and this could be due to the social aspect that her fathers in prision meaning she is being percieved as this naughty child. Another base for discrimination is age. Age discrimination occurs when someone is treated unfairly due to their age without any given justification or reasoning. The fact that the child concerned in this study is of quite a young age of 9 years old means she is more vunerable to age discrimination and this usually occurs because the child is seen to have less social power. Jeta is experiencing age discrimination because she is seen to have less of an authoritive figure compared to her teacher. Children in todays society are more likely to face discrimination due to their dependance on adults and the decisions that are made for them. Children experience discrimination on other grounds including race, gender, social class, health status, disablities and many more. Jeta is being stereotyped as this â€Å"lazy† persona and due to her age, the teacher isn’t listening to her despite being told numerous times by Jeta that she cannot see the board from the back of the classroom. Jeta’s age could be an indicator as to why she is being stereotyped as she is insignificant compared to the teacher and has little or no power so her opinions and views are simply ignored. Another discriminatory practise that Jeta is facing is inequality. This is where people are not treated the same because some individuals have more power, authority, money etc. Jeta is experiencing this as she is not being granted the same opportunities to education and rights to learn as everyone else in her class. Due to this inequality she could be left in a vunerable position as she could be at a risk of falling behind in class and doing even worse in assessments than before. The main base for discrimination is this case study is Jeta’s diability. She has po or sight and this explains her low standard of work in lessons. She is being discriminated for having this disability and this could result in her feeling vunerable and cause low self esteem. She is being segregated from the rest of the class being sent to the back of the classroom and this could knock her confidence. This is also making the situation worse as Jeta will not be able to focus on the tasks set in class as she cannot see what is is being taught. Instead of providing Jeta with the correct additional learning support she requires, the teacher has placed her right at the back of the class, segregated from her other classmates. The Disability Discrimination Act (DDA) makes it unlawful to discriminate against someone who has a disability. This act is covered by most sectors including the education sector which means it should be covered in all schools and organisations. The DDA covers eyesight problems so Jeta’s needs should be met. Initially, Jeta’s teacher is being unlawful as she isn’t adjusting to the DDA standards to suit Jeta’s needs. If no changes are made, Jeta’s eyesight could deteriate and worsen. Jeta currently has no glasses or any form of equipment to help imporve her eyesight so being at the back is not helping the situation in regard to Jeta.