Marketing managment Essay Example | Topics and Well Written Essays - 2500 words

Marketing managment - Essay Example Volkswagen also works in helping the consumers gain loan from leading banks along with delivering several insurance products in regards to the purchase of automobiles. The major brands of Volkswagen AG are like Audi, Skoda, Bentley and others through which the company endeavours to gain a global market. During 31st December 2009 the company through the operation of its premier brands was able to achieve a sales figure of around 4 million automobiles on a global scale. The company is also endeavouring to takeover premium brands like Scania AB and Porsche to help expand its business operation (Volkswagen AG, 2011). The company on a global scale reflects a significant position in the automobile industry by conducting sales of around 6.2 million automobiles during 2007. In regards to market share the company accounted for around 9.8 percent share in the global car market. The marketing strategy taken by Volkswagen endeavours to create a market niche for the major nine brands of the compa ny. Market for the cars for Volkswagen varies along a scale from low to higher value Sedans (Group Portrait, 2011). The micro environmental analysis of the company can be conducted based on specific strategic tools like Porter’s Five Forces Model. The Porter’s Five Forces Model helps in understanding the position of the company in the light of the potential of the consumer and supplier base. Further the tool also focuses on the competitive position of the company in the market. It endeavours to understand the policy framework of the company to counter the threats from the competitive world. Having focused on the different internal stakeholders like suppliers, consumers, the competitor base of the company and also on the internal policy system the analysis further proceeds to signify the threat of the existence of substitute products. Consumer Potential-In regards to meeting the demands of the consumers the company focuses on continuously evolving to usher in new models

Healthcare Websites Essay Example | Topics and Well Written Essays - 500 words

Healthcare Websites - Essay Example The Overall Ratings are again sub-categorized in to four. In the Health Inspections, Tacoma Lutheran Home has 5 out 5 in the quality rating system compare to Center’s 2 out of 5 stars. The statistics which may contribute for this rating is also given where Park Rose Care Center has 14 and Tacoma Lutheran Home has 1 as the total number of health deficiencies. Under Nursing home staff ratings Park Rose Care Center (PRCC) is rated with 2 out of 5 stars where Tacoma Lutheran Home (TLH) has 4 out of 5. In comparison TLH has 153 residents to PRCC’s 90 where Total Number of Licensed Nurse Staff Hours per Resident per Day values is high in TLH than in PRCC. Under Quality Measures both Nursing Homes have 3 stars out of 5. This comparison is based on the Long-Stay residents and Short-stay resident statistics. It very interesting to see the graphical comparison is also provided together with numerical percentages. In the graphical presentation the two nursing homes are also compar ed with the average of all Nursing Homes in United States in relevance to each factor. In the context of Fire Safety Inspections PRCC has 12 Fire Safety Deficiencies against TLH’s 7. Finally Nursing Home Characteristics are compared regarding the Program Participation, Number of Certified Beds, and Type of Ownership etc. It should be also mentioned the summarized table is also linked with corresponding detailed description of sub-categorize used for the comparison.

Fiction Writers of the New Millennium Essay Example | Topics and Well Written Essays - 750 words

Fiction Writers of the New Millennium - Essay Example Modern fiction writers, however, have turned away from this simple construct to experiment with variations that often don’t resolve into anything for the characters. If they resolve into anything for the reader, it is up to the reader to find this meaning for themselves. Perhaps in keeping with the breakdowns in society that the authors were seeing at the time they wrote their stories, some of the major fiction writers of the past 50 years have presented stories that lack clear direction, climax or resolution. This structural approach can be found in short stories such as â€Å"Entropy† (1960) by Thomas Pynchon, â€Å"Lost in the Funhouse† (1969) by John Barth and DeLillo’s â€Å"The Angel Esmeralda† (1994). In â€Å"Entropy†, the author focuses on a scientific principle that suggests nature moves from a point of order to one of disorder (Random House, 2010). The story introduces a great number of characters with new characters arriving all the time and two characters completely separated within an isolated system. The breakdown referred to in the title is seen in every aspect of the story and stated explicitly by Callisto when dictating to Aubade that he â€Å"envisioned a heat-death for his culture in which ideas, like heat-energy, would no longer be transferred, since each point in it would ultimately have the same quantity of energy; and intellectual motion would, accordingly, cease† (Pynchon 306). This concept is acted out downstairs as communication and sharing breaks down among the party guests and the band begins rehearsing air music. Duke explains to Meatball, â€Å"if that first quartet of Mulligan’s had no piano, it could only mean one thing †¦ no r oot chords. Nothing to listen to while you blow a horizontal line. What one does is such a case is, one thinks the roots† (Pynchon 311). Taking this thought a step further, the band was rehearsing what it would be like if no sound was released, the audience just had to

Exceptionalism in All Quiet on the western Front Research Paper

Exceptionalism in All Quiet on the western Front - Research Paper Example The exceptionalism which is used remains throughout the book as an expression of the war; however, it is broken by the end of the book to show the shock and reality of war meaning more than the boundaries created by the country which one is a part of. The exceptionalism breaks enough to show that the soldiers were the exception, as opposed to the patriotism and beliefs about the war which many had. Defining Sides and Exceptionalism The concept of exceptionalism by the narrator is displayed from the first pages. The technique is used with the knowledge that the narrator is in a war for Germany and is fighting in France. While there is little reference to the patriotism held in Germany, there is a focus on the other surrounding countries and how these forces are causing the main suffering of the soldiers. For instance, the narrator states â€Å"It is true that we have no right to this windfall. The Prussian is not so generous. We have only a miscalculation to thank for it†¦.on th e last day an astonishing number of English heavies opened up on us with high –explosive, drumming ceaselessly on our position, so that we suffered severely and came back only eighty strong† (Remarque, 2). ... The approach of creating boundaries and defining exceptionalism by building a sense of mercy to the German troops is a tactic which the narrator displays throughout the entire book. The definition of exceptionalism is then seen through the eye of the narrator, which makes the reader sympathetic to the side that is being spoken about. The idea of warfare that is expressed becomes a means of protecting the country against the actions being taken from the other countries. It also associates with the reader being able to witness the actions which are taken, similar to a news related item. When reading this, the individual has knowledge only about the side of the narrator and the attacks that are causing suffering from the Americans, English or the Prussians. The division is instantly created because of the initiative to narrate and express the divisions of identity by nationality first (Atwood, 31). The division which was created according to the countries was furthered as the war contin ued, specifically by showing how Germany and France lost the battle to others who had more. For instance, the end of the book states how America and the English came in with â€Å"new† materials to fight (Remarque, 259). This approach shows how the divisions in country were based on the strategies which were used for war and left Germany and France at a disadvantage. It also shows how there was an unfair treatment and approach toward the war, specifically because these new strategies led to pointed deaths that the narrator speaks about. Each of these complexities then leads to sympathy with the soldiers in France and Germany as the exception fighting the war, despite the loss which occurred. Patriotism and the War The narrations of divisions that are against other

Elementary Education Essay Example for Free

Elementary Education Essay Reading Comprehension -The student uses a variety of strategies to comprehend grade level text; Strand: Reading Process Listening and Speaking The student effectively applies listening and speaking strategies. Informative The student develops and demonstrates technical writing that provides information related to real-world tasks. Benchmark: LA. 2. 1. 7. 3. The student will summarize information in text, including but not limited to main idea, supporting details, and connections between texts; LA. 2. 5. 2. 4. The student will listen politely to oral presentations by classmates. LA. 2. 3. 1. 1. The student will prewrite by generating ideas from multiple sources (e. g. , text, brainstorming, webbing, drawing, writer’s notebook, group discussion, other activities); LA. 4. 4. 2. 5. The student will write simple directions to familiar locations using cardinal directions, landmarks, and distances, and create an accompanying map. Grade Level: Grade 2 Objectives: 1. Using the book The Trumpet of the Swan, the class will understand the main idea of the story by reading, listening and students discussion. 2. Basing on the journals of Louis in the Trumpet of the Swan, the class will come up with their very own journal writing. 3. Using the given information in the book The Trumpet of the Swan, the class will make a map of the main characters travels and adventures. Activities: Before reading: 1. Ask the class if they know what a journal is and if they have ever written one. 2. Tell the class you are going to read them a story entitle The Trumpet of the Swan. During reading: 3. Read the Trumpet of the Swan. 4. Show a map of Canada and point important spots that are mentioned in the Trumpet of the Swan. 5. Show a sample journal and explain how to write and what to write. After reading: 6. Ask the class to read Sams poem and summarize the text and identify the main idea of the poem (Reading). 7. Ask the class to write a journal about nature (Writing). 8. Have the class make a map of Louis’ travels and adventures including all the important spots in Canada, Montana and the Northeast (Visually Representing). 9. Have the class discuss the book by having them share their favorite part and ask questions like the following: How to behave in the woods if you want to appreciate nature, what are their stand on the ethics of Louis father, why is there a need for Serena to hear the beautiful song of her mate, does anyone identify with Applegate Skinner? Or have someone recite a part of Sams poem (Talking/Speaking). 10. Ask the class to listen when a classmate recites a poem and identify the main idea of the poem (Listening). Assessment of Writing Development: The 2 ways of assessing a students writing development are Rubrics and Portfolio assessment. ? Rubrics are tools teachers and students use to evaluate and classify writing, whether individual pieces or portfolios. They identify and articulate what is being evaluated in the writing, and offer descriptors to classify writing into certain categories (1-5, for instance, or A-F). Narrative rubrics and chart rubrics are the two most common forms (UNL|FLWI, 2008). ? Portfolio assessment is the collection of students work over time reflecting their progress, efforts and achievements and teachers based it on the following items: students Projects, surveys, reports and units from reading and writing Favorite poems, songs, letters, and comments, Interesting thoughts to remember, Finished samples that illustrate wide writing, Examples of writing across the curriculum, Literature extensions, Student record of books read and attempted, Audio tape of reading, Writing responses to literary components, Writing that shows growth in usage of traits, Samples in which ideas are modified from first draft to final product, Unedited first draft, Revised first draft, Evidence of effort, Self-evaluations, Writing that illustrates evidence of topic generation (Hurst, 2009). Assessment of Grammar Skills: You can informally assess childrens grammar skills by: ? Reviewing childrens work on relevant pages in their Student Books, handwriting sentences they copied during Daily Routines, and especially their own independent Quick Writing. ? Another method is by formal graded assessments such as quizzes, selected homework activities, and in-class tests (Porter and vanDommelen, 2005). Assessment of Spelling Skills: The two ways of assessing the students spelling skills are observation and analysis of the work samples. ? Observation can be done in the classroom by observing the students as they write and as they try to use words that are beyond their ability level. It is important that observation be supplemented later with the students work samples and it should be done in a systematic way. ? Analysis of the work samples is an assessment of students spelling ability from examination of samples of their unaided writing (Westwood, 2008). These samples can be taken from students exercise books, test papers, and language arts portfolios (Fiderer as cited in Westwood, 2008). THE SPELLING PATTERNS: 1. Blends: are 2 or 3 letters combined to form a distinct spelling sound. Examples are : -br- in brown and break and -fr- in fry and freeze 2. Digraph: A group of two successive letters whose phonetic value is a single sound. For example, EA in BREAD, CH in CHAT, or NG in SING. 3. Diphthong: the union of two vowels, pronounced by a single impulse of the voice; as, ea in beat, ou in sound. 4. R-controlled vowels: When a vowel is followed by an r, it makes a special sound. These are called r-controlled vowels, or r-colored vowels. Examples are /ar/ sound as in car, /er/ sound as in butter. 5. Long vowel: a sound which is the same as, or very similar to the letter name of one of the vowels. Examples are /a/ as in gate, /e/ as in need. 6. Short vowel: Are vowels of shorter duration. Examples are short /a/ as in bat, short /e/ as in bet. 7. Contraction: is a word made up from a verb and another word where an apostrophe takes the place of any letters that are left out. It can be positive contraction or negative contraction. Examples are: arent are not and heres here is. CUING SYSTEM: 1. Semantics — the study of the development and changes of the meanings of speech forms. Semantics is also a study of the process by which meaning is derived from symbols, signs, text, and other meaning-bearing forms. 2. Syntax — the conventions and rules for assembling words into meaningful sentences; syntax varies across languages. 3. Graphophonic — Refers to the sound relationship between the orthography (symbols) and phonology (sounds) of a language. 4. Phonological awareness — The understanding that speech is composed of sub-parts sentences are comprised of words, words are comprised of syllables, syllables are comprised of onsets and rimes, and can be further broken down to phonemes. Cuing Strategies â€Å"Used by effective readers to figure out unfamiliar words and to make meaning, cuing strategies include knowledge of syntax, semantics, words and word meaning, and graphophonics (letter/sound associations). Teachers can guide students to use cuing strategies by reminding them to ask themselves, did it sound right? Did it make sense? Did the word look right? † (Teacher Resources, 2002). References Advice for Teachers: Assessing Student Writing. UNL | FLWI. 2008. 03 Apr. 2009 http://flwi. unl. edu/advice/studentwriting. html#suggestions. Porter, Patricia, and Deborah VanDommelen. Integrating Assessment with Grammar-for-Writing Instruction. CATESOL: California Teachers of English to Speakers of Other Languages. 2005. 03 Apr. 2009 http://www. catesol. org/Porter_vanDommelen. pdf. Hurst, Carol Otis. Portfolio Assessment in the Reading-Writing Classroom. Carol Hursts Childrens Literature Site Reviews and teaching ideas for kids books. 03 Apr. 2009 http://www. carolhurst. com/profsubjects/portfolioassess. html. Westwood, Peter. What Teachers Need to Know about Spelling. Aust Council for Ed Research, 2008. Teaching Reading: Lens on Literacy. Teacher Professional Development and Teacher Resources by Annenberg Media. 2002. http://www. learner. org/libraries/readingk2/front/otherterms. html.

Non Monetary Incentives in the Workplace

Non Monetary Incentives in the Workplace Mr. Ignacio Falgueras Sorauren conducted this research in 2000 in which he investigates the problem related to motivation in organizations. Actually this problem occurs when people tend to follow their own interests rather than firm s common goals. Primarily author try to address this problem by giving them some economic proposals but the study showed that economic proposal doesn t decrease conflict of interest and not able the people to purse firm s common goal rather than follow their personal interest. These economic proposals further create more problems but after that researcher through thorough study reveals that non-monetary incentives are most important to motivate people towards organizational goals because money is not the solution of every problem. As you can find lot of variables in this article, but with respect to my topic Motivation through monetary and non-monetary benefits help me to identify the dependent variable as organizational goal and independent variable is Employees interest towards job and their motivation towards organizational goals . So it shows that organizational goal is dependent on employee s interest towards job and their motivation towards organizational goals through some non-monetary incentives. Apart from monetary benefits there is a strong need of non-monetary benefits to purse employees towards firm common goals. Some non-monetary benefits include making job challenging and interesting so in this way they know what they are doing and produce positive results for the organization. In order to make job interesting and challenging money would not always play a big role because money is neither the motivator nor the major one. Researchers reveal that most of the time money leads to conflict of interest and the most important opposition of money is its incapability to reduce the conflict of interests born in any organization. So organization needs to set a common goal communicated with their employees, thus enables them to bring unity among their employees and in this way conflict problem has also resolve. Non-monetary incentive in shape of communicating organizational goal and setting targets for the team, make the employees to work for organizational interests rather than pe rsonal interest. This article is extremely relevant to my topic which helps me to understand that non-monetary incentives have great role to play for the achievement of organizational goals. Through these incentives inject motivation in employees to prefer organizational goals over their personal interest. Along with that the best way to motivate people is treating them as human beings because it is really essential to consider all human aspects to gain excellent results. Article 2 Judy Cameron., W. David Pierce. (1994). Reinforcement, Reward, and Intrinsic Motivation: A Meta-Analysis, Vol. 64, No. 3. Retrieved from http://www.jstor.org/stable/1170677 Two Researchers Judy Cameron and W. David Pierce wrote a research paper titled as Reinforcement, Reward, and Intrinsic Motivation: A Meta-Analysis in 1994 to examine the effects of reinforcement and reward on intrinsic motivation. So in this paper they have conducted 96 experimental studies from different groups to compare rewards and non-rewards effect on intrinsic motivation. In this article I found Intrinsic Motivation as dependent variable, whereas reinforcement and rewards are independent variables. Thus, it shows that in order to bring intrinsic motivation there is need to be some good reinforcement and rewards. As I mentioned above they conducted 96 experiments and the results showed that reward does not decrease intrinsic motivation. Intrinsic motivation is the motivation that comes from inside the person and he gets pleasure while doing job or performing any particular task. When researcher scrutinizes the communication process he finds out that intrinsic motivation can increase through verbal praise. The reward is given to an employee on the completion of the task and it has an insignificant negative effect on intrinsic motivation as measured by the amount of time spent on the task. Because that person is self motivated so there is no need to give any rewards to that person but on the other way around concentration of employee s increases towards there job and they try to do the same task in shorter span of time and also in this way bring the efficiency in their work and higher intrinsic motivation. They further conducted five more studies about reinforcement and results reveal that rein forcement does not effect any individual intrinsic motivation. So it shows that you can reinforce your employee regarding the completion of job and that will not hurt their intrinsic motivation. In the end article leave us with one question it is not clear yet what effect reinforcement or reward have on intrinsic motivation. They consider some studies have opposing trend and not relevant because of outside of the researcher paradigm. This article is highly relevant to my study on motivation through monetary and non-monetary benefits. As intrinsic motivation does not increase when employee gets a reward but some times brings efficiency. Whereas reinforcement does not hurt employees intrinsic motivation so intrinsic motivation has a mix trend with respect to benefits. Article 3 Scott Jeffery. The Benefits of Tangible Non-monetary incentives, Retrieved from http://www.businessgroupinc.com/PDFs/The%20Benefits%20of%20Tangible%20Non%20Monetary%20Incentives.pdf Mr. Scott Jeffery the writer of the article which is titled as The Benefits of Tangible Non-monetary incentives talks about that some tangible non-monetary benefits are much more motivational for employees as compare to monetary incentives. And by doing that we can bring better reward system through which the organization easily gains their desired Objectives. One thing we have to keep in mind that in order to increase more performance, non-monetary incentive must be equal or greater than cash incentives because if you provide lower value non-monetary incentives that might be not as effective as high value cash incentives. In this important article I establish tangible non-monetary incentives as independent variable where as motivation is our dependent variable. Therefore motivation in employees is depending on your independent variable non-monetary incentives and this statement sounds true because there is high probability of bringing motivation in employee s trough non-monetary benefits. There are some very important points discussed in this article like, nowadays organizations use very small amount of tangible non-monetary benefits which are very small percentage of total employee compensation. In this research researcher discussed some explanations through which we get an idea that nowadays firms are not using this kind of incentives. Psychological process which increased motivational power of tangible non-monetary incentives is both emotional and cognitive (involves mental process). As you get to know about the power of tangible non-monetary benefits and when these two different cognitive and emotional processes gets together this mean that they toil together in decision making. Justifiability is cognitive because people have to consider the difficulty they have face in order to justify the purchase of tangible non-monetary benefits. On the other way around the nature of these justifiability concerns are more effective. The writer mentioned in this article that th e prize which is earned on the basis of good performance makes an employee to think about his achievement, consider as a cognitive process and even have a higher utility when other people get to know about your achievement. So, it shows that motivation or organizational goals are our dependent variables, whereas non-monetary incentives are independent. So I can conclude the article by saying that tangible non-monetary incentives boost employee motivation and has the ability to improve the efficiency of the organization. The article is highly relevant to my research which helps me to understand the role of emotional Psychology in order to motivate employees and how it enables the organization to achieve their desire goals. Article 4 Rizwan Saleem. (2005). A study on the effect of monetary Benefits (pay) and work motivation on job satisfaction. Retrieved from http://papers.ssrn.com/sol3/papers.cfm?abstract_id=1529064 Mr. Rizwan Saleem from Mohammad Ali Jinnah University in 2005 wrote a research paper titled as A study on the effect of monetary Benefits (pay) and work motivation on job satisfaction . This study is conducted from the banking sector with respect to understand the effect of pay and work motivation on job satisfaction. For that they done exploratory research by developing the questionnaire in order to measure the level of pay, work motivation, and job satisfaction as well as achieve the effect of pay and work motivation on job satisfaction. In this article I discover dependent variable as Job satisfaction where as monetary benefits and work motivation is our independent variables. This means that job satisfaction is depending upon monetary benefits that employee is getting and along with that how well the employee is motivated towards the job. So the combination of both helps to achieve Job satisfaction for an employee. As the study showed about the psychology of human mind regarding job satisfaction is that person is self motivated to do that job or task and gets pleasure while doing that job. The rule of the thumb is that the more satisfied the employee, the higher the organizational performance. Further research reveals that there is a difference between intrinsic and extrinsic motivation. In this article intrinsic motivation is defined as the motivation to perform an activity in order to experience the pleasure inherent in the activity. The cognitive evaluation theory says that rewards interpret an employee s competence and determine their intrinsic motivation. In this article we conclude that pay is independent variable and job satisfaction is depending upon it. Facts reveal that extrinsic incentives often crowd out intrinsic motivation which then reduces discretionary effort of workers. Research has revealed that motivation has different intrinsic and extrinsic motivation. According to Deci, Connell, Ryan intrinsic motivation can be defined as the motivation to perform an activity for it, in order to experience the pleasure and satisfaction inherent in the activity. According to cognitive evaluation theory and self determination theory it is rewards that are interpreted as information about one s competence and satisfy individuals need for autonomy, will enhance intrinsic motivation. In this article we conclude that pay is independent variable and job satisfaction is depending upon it. According to experiential facts, extrinsic incentives often crowd out intrinsic motivation which in turn reduces discretionary effort of workers. Researcher also found that overall the employees were satisfied with their jobs and have their interest in their job. By employing these two independent variables showed that job satisfaction comes automatically and study also proves that i n this way employees were more motivated to work for the organization. This article is relevant to my study in a sense that how motivation along with monetary benefits creates job satisfaction for an employee. It helps me to understand that monetary benefits also play a vital role in order to motivate employees and enhance their job performance. Article 5 Thomas Li-Ping Tang., Randy K. Chiu. (2003). Income, Money Ethic, Pay Satisfaction, Commitment, and Unethical Behavior: Is the Love of Money the Root of Evil for Hong Kong Employees?, Vol. 46, No. 1. Retrieved from http://www.jstor.org/stable/25075086 Mr. Thomas Li-Ping Tang and Mr. Randy K. Chiu in 2003 through empirical study come up with a research titled as Income, Money Ethic, Pay Satisfaction, Commitment, and Unethical Behavior: Is the Love of Money the Root of Evil for Hong Kong Employees? . The research scrutinize a model involving income, the love of money, pay satisfaction, organizational commitment, job changes, and unethical behavior among 211 full-time employees in Hong Kong, China. In this article I found Organizational commitment as a dependent variable whereas pay satisfaction monetary benefits and love of money are independent variables. So pay satisfaction and good monetary benefits enable the employees to meet the organizational commitment. The study shows quite a few relation between important variables, to mention a few important ones it showed that love of money was negatively related to income and pay satisfaction and the love of money was also negatively related to ethical behavior which means that if you have a strong love for money you cannot easily resist unethical behavior. Pay satisfaction was positively related to organizational commitment. These relations show that income or money is not the cause of evil but the lust for money is the root to all unethical behavior within an organization. It has been highlighted in the article that the findings of this research shouldn t be interpreted that money is an evil as money itself is a key motivator for employees. There has been an increase regarding the importance of money as a career goal.Pay dissatisfaction has numerous undesirable consequences, e.g., turnover, theft, workplace deviance, and unethical behaviors in organizations and might have direct impact on com pany s strategic decisions and image. So there is need to provide good pay and monetary benefits to your employees in order to get the desired objectives. This article is related to my topic in a sense that by providing good monetary benefits to your employees, you eliminate the negative consequences such as high turnover, theft and dissatisfaction this further help them to meet the organizational commitment. Article 6 Hoimonti Ganguly. (Oct., 1974). Role of Status and Money as Motivators among Middle viromnmManagement, Vol. 10, No. 2. Retrieved by http://www.jstor.org/stable/27765445 Ganguly has conducted a research on the relative importance of Money and status on the motivation level of the middle managers of an organization. The study aimed at measuring the effect of both money and status separately on the commitment level of the employees and then to see which one is more important. Research revealed that status plays a more important role than money for middle managers and this is explained by the fact that the lower-end needs of the middle managers are reasonably fulfilled thus their satisfaction from the job will increase more if their status is improved as compared to the same increase in monetary reward. Money and most importantly Status are the independent variables of the research and the dependent variable is the motivation of managers towards the organizational goals. It has been observed that the correlation between status and motivation is particularly strong in case of middle managers. So it shows that in order to achieve organizational goals and motivate people towards their assigned task, there need to give them a status or position in the company that status is going to be self motivator. It has been further observed that the findings of this research hold true across all the stratifying variables like age, income, experience and qualification thereby strengthening the credibility of the research. The research also shows that younger managers are particularly sensitive to status. Managements that are trying to raise the motivation of its employees towards the organization goals should try to cultivate a corporate culture that meets the managerial needs of status. The research was further taken to define the different components of status and it was revealed that intrinsic factors like power, self-esteem, and self-actualization were important in defining status, rather than extrinsic incentives such as fringe benefits and white-collar work. Another important thing that should not be overlooked is that that status is to a great extent defined by the type of work assigned, task performed and result achieved. It has been suggested that linking status with performance tend s to improve motivation greatly. This article supports my topic in a way that motivation of middle level managers is not only depending upon the monetary and non-monetary incentives but also depend upon the higher status which is one of the non monetary reward. However it s crucial to take into consideration the different components of status which may vary from organization to organization. Article 7 S. K. Bhatia. (Jan., 1985). Job Motivation of Executives: An Empirical Study, Vol. 20, No.3. Retrieved from http://www.jstor.org/stable/27768826 Increased motivation of the executives of an organization is very essential for its success not only because they make all the strategic decisions for the firm but also because of the fact that they influence and motivate all the employees working under them. S.k.Bhatia conducted empirical research on the job motivation of the executives. In the study he has aimed to identify a wide variety of factors that affects the motivation level of the executive and the importance they attach to these factors. He has conducted the research by primarily using surveys as his research tool. The article highlighted that monetary benefits, better job security, good working environment, job content, recognition, work-itself, responsibility, opportunity for growth and advancement and sense of achievement are significant factors that should be considered while making policies to increase motivation for the executives. I t has been observed that job content plays a very significant role in determining the level of satisfaction. Majority of employees who find their work duties boring and not contributing towards their advancement tend to have lower levels of motivation where as the ones who were satisfied with their job content directly derived job motivation and were more than willing to bend their energies for organization s benefit. Apart from the job content majority of the respondents answered that a positive perception of the executives is really important. Positive perception was a factor that was further researched upon by Bhatia and it was revealed that it encompasses a wide variety of factors, some of them that the employees mentioned were recognition, responsibility, opportunity for growth, work-itself, advancement, sense of doing good for the society and a sense of achievement. In this article Perception of the job is considered as a very vital factor controlling and defining the motivation of the executives thus in this empirical study it is taken as an independent variable which is determined by a wide variety of factors and vary from person to person and the variable that is dependent upon the perception of the employee is the job motivation. This means if the person changes his perception about their job and particularly if it changes in positive manner than organization performance definitely increases. Perception of the job is considered as the most significant psychological factors identified by all the Motivational theories. The findings of the research make it imperative to lay emphasis on intrinsic motivating factors identified by Herzberg in his two-factor theory. Along with that there is the marked difference in the degree of perception of executives belonging to three categories (i.e. first level, second level and middle level and above).The general trend is that higher the category of executives, the better the degree of perception of job and consequently the higher level of motivation. A large majority of executives are willing to shoulder greater level of responsibility showing their positive attitude towards the job. In the same way a large percentage of the survey population responded that they do not experience stagnation in their jobs and thus get enough opportunities for advancement in their careers which meet their need of self actualization. However on the other end of the spectrum are some respondents who said that they are over burdened and experience less opportunities for growth and advancement. Some first level executives complain that they need more training courses to improve their abilities. The executives have given useful and practical suggestions for bringing about an overall improvement in their job performance and functioning of the respective departments. Article 8 Harvey S. James, Jr. (2003). Why Does the Introduction of Monetary Compensation Produce A Reduction in Performance? Retrieved from http://papers.ssrn.com/sol3/papers.cfm?abstract_id=481942 Mr. Harvey S. James conducted the research in 2003through which he tries to find the answer of the question that why monetary benefits lead to decrease in performance. Through his observational study he revealed that extrinsic incentives usually crowds out intrinsic motivation. This article demonstrates that how the increase in monetary incentives starts displacing intrinsic motivation to act in the interest of principal. And basically they found out that the motivation of the person distracted when his intrinsic motivation is attacked by extrinsic incentives and in this way his preferences, objectives diverted towards incentives. In this article intrinsic motivation is our independent variable whereas explicit incentives is a dependent variable. It is observed that lot of people want to work without explicit incentives and when you increase their monetary benefits it will lead to decline in their effort. This change of effort takes place because now his motivation towards work is dependent upon extrinsic incentives e.g. lot of employees are interested towards certain job but there is a prize for one, then each and every one of them try to dominate each other and start working for personal interest rather than organizational interest. This decline in responsibility shows that there is a tradeoff people face either by intrinsically satisfied at a higher cost or get extrinsic satisfaction from being compensated. But on the other way around when the people have strong intrinsic motivation then it becomes difficult for explicit incentives to crowd out intrinsic motivation of people. Further he explains that teaching uncritically to workers in the interest of organization; incentives are also align if the workers work according to organization interest and such thing might be lead to counterproductive.Murdock s in 2002 through its analysis revealed that incentive contracts and intrinsic motivation are complementary because focusing on healthy work ethics rather than organization interest is followed by most of the organizations these days but on the other way around by giving these incentives increase the intrinsic motivation. And the major cause behind these kinds of incentives is to increase organizational efficiency and to produce the best result for the organization. This article is highly relevant to my study through which I come to know that the basic purpose of incentives is to employee s motivation towards organizational goals but most of the time it proves wrong for highly intrinsic motivated people, on the other way around author says that sometimes extrinsic incentives don t crowd out intrinsic motivation as well. Article 9 Dan Ariely, Anat Bracha, Stephan Meier. Doing Good or Doing Well? Image Motivation and Monetary Incentives in Behaving Prosocially. Retrieved from http://papers.ssrn.com/sol3/papers.cfm?abstract_id=1010620 This article titled as Doing Good or Doing Well? Image Motivation and Monetary Incentives in Behaving Prosocially written by Dan Ariely, Anat Bracha and Stephan Meier. This paper scrutinize image motivation in which the focus is to be liked by others and treated well regarded, in their eyes. Prosocial behavior (doing good) is one of their drivers. Also determine whether extrinsic monetary benefits (doing well) have unfavorable effect on Prosocial behavior because of crowding out of image motivation. According to definition image is the presentation of ones behavior to other people. So this exclusive property showed that image is most important part of motivation to behave prosocially. Research also showed that when extrinsic motivation relate with image motivation then it is less effective in public than in private. I derive Motivation and extrinsic motivation as dependent variable whereas monetary incentives and behaving prosocially are dependent variable. It is revealed in the study that motivation is crowded out by monetary incentives which illustrates that monetary incentives are counterproductive for public prosocial activities as compare to private one. Through exploratory research researcher finds out that there hypothesis supports them because monetary incentives severely depends on visibility, monetary incentives are much more effective helping them privately rather than publicly Prosocial activities. As we know extrinsic motivation is a motivation that comes from outside of an individual and other way around people wants to be seen doing good without extrinsic incentives, these people want to be respected in the eyes of other people, they want other people to appreciates them and to consider them they are doing good job. But with extrinsic incentives there motive to work well deteriorates because extrinsic incentives makes them work for money or some other factors but they don t want people to consider that they are doing well . so in this way they are not get effective and their image value decreases. The signaling element of a product greatly influences its purchase thus if the government gives a subsidy on a particular technology that is environment friendly then the fact that whether the particular product is a publicly used product or not will greatly influence the buyers motivation to buy the product. The purchase of the environment friendly technology will confuse the buyer that how does his purchased is viewed by the public, is that made because the buyer is genuinely concerned about the environment or is it just to avail the tax benefit or is it bought just to create an image that you are a responsible citizen. Thus the government should carefully consider all its policies and should take into account the unintentional damage to signaling that their policy results in. Another option for providing the extrinsic incentive is to provide it without making it public, it will give the same effect as if the extrinsic incentive does not exists. This could be further elaborated by using the example that most of the donors for social causes do not make their identity public so that the signaling effect does not crowd outs their true cause. To conclude it is better to have less extrinsic incentives for visible Prosocial activities so that these incentives do not erode the moral aspect. This article is highly relevant to my study which gives me further knowledge about the effect of extrinsic incentives on motivation and if the person is not extrinsically motivated he wants to appreciate and considered that he is doing a good job. So different people is motivated through different ways. Article 10 Andrew Ballentine., Nora McKenzie., Allen Wysocki., Karl Kepner. The Role of Monetary and Non-Monetary Incentives in the Workplace as Influenced by Career Stage. Retrieved from http://edis.ifas.ufl.edu/hr016 This article titled as The Role of Monetary and Non-Monetary Incentives in the Workplace as Influenced by Career Stage written by Andrew Ballentine, Nora McKenzie, Allen Wysocki and Karl Kepner. In the corporate environment manager these days constantly trying to create strong motivational environment in the organization through which all the workforce work towards the organizational goal together. For that they use monetary and non-monetary benefits to motivate them in workplace. There can be diverse kinds of monetary benefits which have a similar impact on associates. An example could be a mutual fund is one of monetary benefits provided through company insurance program or pension plans. Different people in an organization has different needs and there are different incentives for the employee of different age group. Nowadays organizations are replacing their traditional motivational incentives to newer ones according to the needs of younger generation. Along with that article also states that there are different monetary and non-monetary benefits at each stage of employee career e.g. a nature of an incentive is different for higher management of organization hierarchy as compare to lower level management. So I derive dependent variable as motivation, interest, and job satisfaction whereas career stage and Generation in which you born are Independent variables in this article. The basic reason of monetary benefit is to reward the employee s for excellent performance in their job by giving them money. Profit sharing, stock options, project bonuses and warrants are some types of monetary incentives. On the other way around the rationale behind non-monetary incentives is to reward the employees for excellent performance in their job by giving them opportunities. Flexible work hours, pleasant work environment and training are some of the examples of non-monetary benefits. Furthermore author also revealed that monetary and non-monetary incentives differ in the efficiency, functions and correctness depending upon the nature of incentive. Another researcher Alfie Kohn in 1993 presents his point of view that monetary incentives encourage Obedience to the work in an organization rather than risk-taking approach because most rewards are given on the basis of performance and people don t want to take risk their jobs. So in this way employees are not encouraged from being creative in work place. One of the most important aspects of the study is desired monetary incentives differ from career stage of employee and also from which generation he belongs to. Survey conducted by American Association of Retired Persons has shown that retired people are motivated to work for flexible schedules, part time hours, and temporary employment and they are known as Mature workers who were born between 1930 and 1945. Whereas baby boomers those who were born between 1946 to 1963 wants retirement planning , flexible retirement options, sabbaticals and job training as their non-monetary incentives. Further the next generation Generation X ers those who were born between 1964 and 1981 like flexible work schedule, professional development, feedback, tangible rewards and work environment as their non-monetary incentives. And Generation Y ers those who were born after 1982 wants flexible work schedules, professional development, feedback, tangible rewards and work environment as their non-monetary incentive to get motivated. This article is highly relevant to my research; it increases my understanding that motivation is different for different people. We have to give different non-monetary incentives to different generations and employees of different career stages to motivate them about specific task. Hypothesis Tentative Hypothesis: Ho: Monetary Benefits increases more employee motivation than Non-Monetary Benefits at an organization H1: Non-Monetary Benefits increases more employee motivation than Monetary Benefits at an organization Ho: there is no significant relation between communicating organizational goals and employee motivation level H1: there is significant relationship between communicating organizational goals and employee motivation level Ho: there is no significant relation

The Mission Essay example -- essays research papers

â€Å"The Mission† is a motion picture, directed by Roland Joffe in 1986, about a Jesuit mission that is threatened by greed and imperialism in the late 18th century in the Brazilian jungle. Father Gabriel, played by Jeremy Irons, climbs the mountains of Brazil to bring Christianity to the natives. He is successful and brings about a golden age among them. Mendoza, played by Robert De Niro, a slave trader, kills his brother, Felipe played by Aidan Quinn, in a fit of rage over a woman named Carlotta, played by Cherie Lunghi. Only Fr. Gabriel's leadership prevents his suicide. Gabriel brings Mendoza to work at his mission with the natives, and Mendoza finds peace and asks to become a priest. The Church, under pressure, gives the land up to the Portuguese who will allow slave traders in again. Mendoza breaks his vows and organizes the natives to fight against the Portuguese while Gabriel warns him not to fight and instead to help them as a priest. At the end of the movie Fr. Gabr iel courageously leads a procession with the Host through the battle. He is martyred along with almost everyone else. Only a few young natives are left, whom because they have been touched by God, to rebuild the community. This movie, more than most I have ever seen, demonstrates graphically, from a normal, human point of view, the net result of the union of passion and greed, where one compliments the other. The two main reasons the mission is threatened, as I have said before, are imperialism and greed. ...