Computerize Enrollment Essay

This Chapter presents the proposed study all about. It also shows the problem that the proponents encountered during the research of the proposed study. Show the difference of the proposed system to the existing system. Introduction Most of educational institutional establishment today specially on those schools with specialization in teaching in the line of technologies are using computerized systems. It can help establishments or businesses to give more quality service to their customers. This can result in a system with well-integrated processes that can perform much faster and more accurate than a manual system. Enrollment is the process of inputting and verifying data of student to register on a particular school. The Enrollment System is used so the school will have a record of information of a student, tracking or retrieving of their information will be possible. The verifying of payments and browsing of student bills is also the used of an enrollment system. Enrollment System is an example of computer generated process. This will lessen the workload and provides accurate information needed of the school. As the result this will not only benefit the students but also the employees of a certain establishment. The Enrollment System is very essential for a school. In the case of AMA COMPUTER COLLEGE FAIRVIEW CAMPUS, they are using a manual system composed of a pen and an application form. The student or an applicant definitely having some erasures, and an illegibly hand writing that makes the information inaccurate. Verifying of the inaccurate information will lead to some errors in the process of the enrollment. Above our observation, human interventions will highly involve in this type of system. As a result, this may involve errors and redundancy of data resulting troubles in organization. Background of the Study The AMA COMPUTER COLLEGE FAIRVIEW CAMPUS is an educational institution specialize in the line of technologies, giving quality education since 1990 they make their make name by the student who make the â€Å"I love you Virus† since then AMA has standards of giving the a best education in the line of Information Technology. The AMA COMPUTER COLLEGE FAIRVIEW CAMPUS has a population estimated of 400+ students from different courses and year level that currently studying this semester. AMA COMPUTER COLLEGE FAIRVIEW CAMPUS are using an acquaint system applicants or students constantly having a hard time filling up application forms and take a lot of time in the enrollment process. With the large population of students employees had to do a lot work. Statement of the Problem The proponents aimed to develop and sought to answer the following specific problems 1. What is the demographic profile of the respondents in terms of: 1.1 Name; 1.2 Age; 1.3 Gender; 1.4 Year Level; 1.5 Course; 2. What is the problems encountered in the existing system? 3. What is the possible solutions to avoid the problems in the existing system? 4. What is the difference of the existing system between the proposed system. 4.1; Accuracy 4.2; Convenience 4.3; Usefulness 4.4; Speed 4.5; User-friendly Hypothesis The proponents to have an analysis if there is a significance difference between the existing system and the proposed system in terms of accuracy, convenience, usefulness, speed, and user-friendly interface. Significance of the Study The study declare that the proposed system can be a great help to the following: Students. The proposed system can help the students to have a less time, effort on the enrollment process. Employees/Professor. The proposed system can help the employees less the work load and save a lot of time that were needed in the enrollment process Reputation Significance. The proposed system will improve the reputation of the school by leveling the kind of system to other universities. Scope and Delimitation of the Study The Study focuses on how the students and employees have a benefit of saving a lot of time, giving a less effort, reducing of human errors, accuracy and speed of deriving information. The Study is limited service when it come to online access of the users, compared to the Online Enrollment System of the University of Santo Thomas that users can access online. Definition of Terms To Understand the different terminologies that were used in the proposed study, the proponents had provided the following terminologies. Enrollment. is the process of entering and verifying data of student to register on a particular school. Computerized System. A process or operation integrated by using a computer or other devices. Online System. A process or operation that powered by the world wide web and accessible to any users that has an internet connection.

Psychology Reflection Paper

Rocio Herrera Dep 2004 Dr. Norda Hernandez Mr. and Mrs. Harsh-Heart use authoritarian parenting style, I do not see any advantages when a parent uses this type of parenting style to raise their children. Authoritarian parenting style set very high standards for the children; parents are very demanding and are not responsive to the child’s needs or concerns. Parents don’t try to understand the child or try to understand the child’s point of view. These parents set strict rules of conduct and are critical of their children for not meeting these high standards.Parents want to control their children by telling them what they need to do without explaining why they want their children to do things and if the child questions the authority, parents reply with â€Å"Because I said so†, instead of going in to detail why it’s not a good choice. Children raised by authoritarian parents don’t learn to think for themselves and don’t understand why p arents want them to behave in a certain way. Parents with Authoritarian parenting style tend to focus more on bad behavior than positive behavior; if the child behaves badly they are harshly punished.Children may learn to behave themselves because of fear of the parent or may have a hard time learning to think for them or they may rebel in reaction to the controlling methods of their parents. Another disadvantage for children raised by authoritarian parents is they have little or no freedom. Children raised under this control have less social ability, they are more likely to experience a nervous breakdown, become runaway. Children can’t distinguish between a good choice and a bad choice; it limits the child to think freely.A child may fall into depression, alienation of public life and develop other psychological problems, the child may have poor social skills inn which may lead to inferiority complex, lack of confidence and self-worth. Adolescents may fall into unhealthy hab its such as drug use or early exploration of the sexual activities. Authoritarian parents pick and choose who their teenager friends. There is no room for creativity or freely expression; adolescents may not think about his/her likes instead they tend to obey their parents which can create self-identity problems.Ethical issues arise when using harshly punishment to discipline children such as if it’s morally correct because of the impact and effect that it has on children and even as an adult. Harshly punishments can be physical, verbal, withholding or penalties. Physical punishments are spanking, paddling, using a belt, hair brush, slapping or using anything to hit a child. Verbal punishments are shaming, using cruel word, putting a child down, ridiculing. Withholding rewards are for example you are not allowed to watch TV until you don’t do your homework.I tend to use withholding rewards from my son when he does not want to do homework, I tell him that the faster he is done, the sooner he can relax and watch TV. Penalties are such as if the child breaks something having him to pay it from his/her allowance. I also use this one too to discipline my son, he lost his Nintendo DSI at Wal-Mart, I quickly went to buy him a new one then he broke it so I asked him to pay for it from his piggy bank. I wanted to teach him to take care of the things he has and things cost money and we need to be more responsible of taking care of the things we like.Spanking is corporal punishment and although spanking was once the most popular way to discipline a child, it is no longer considered the first option or acceptable. Spanking sends mix signals to children such as if you spank your child for hitting his sibling, are you saying it’s acceptable for you to hit but not acceptable for the child to do so. As a parent you should lead by example and obviously you want to be clear in what you are projecting. The problem with spanking is parents are frustrated, ang ry and tired when they use physical punishment.How can one measure measure if you are crossing the thin line between physical discipline and physical abuse when you acting on anger or frustration? You really can’t, especially if you are hot headed. The safest way is not to do it, take a moment to cool off and acting on anger. It is a negative reinforcement and harmful. Children can lose self-esteem by being spanked as form of discipline, I find it humiliating way (for the child) to teach the difference between right and wrong.If a parent just does it once, it is easier to resort to that type of discipline in the future than using verbal discipline. A child may get used to being spanked every time he/she behaves bad and it may not have the same effect anymore and this can lead to a more severe way of physical discipline such as punching and kicking. How I differentiate what is ethical and unethical way of discipline is by knowing that I only want was best for him and will do a nything in power to raise him to best I can and refraining for anything that can harm him, emotional and physically wise.As parent you have to put on the scale the advantages and disadvantages of spanking and of course the disadvantages are greater. The Department of Children and families is responsible for protecting from child abuse and neglect. In severe cases such as the child having broken bones, bruises and cuts children are taken away from their home and put into child protective services and may charge the parent with child abuse and be asked to take parenting classes in order to get their children back.Child Protective Services is concern with the safety and wellbeing of children. Mr. and Mrs. Easy-Going use Authoritative child-rearing style, it is the most successful approach. Authoritative parents listen to their children, encourage independence, place limits, consequences and expectation on their children’s behavior, express warmth and nurturance, allow children t o express their opinions encourage children to discuss options and give their children consistent discipline.This type of parenting style values child’s autonomy and self-expression, but knows also sets limits. Parents use rational expiations for why they must follow the rules, accepts the child’s qualities but also encourages the child to grow by modeling proper behavior. Children raised by authoritative parents are socially accountable for their actions, making them socially trustworthy. Allowing children to have discussions with parents on topics children learn how to communicate with others, and learn how to obey the rules without showing signs of anger.Children raised in household that promote love are qualified to conquer dreams and goals at will; children grow up to be efficient grownups. Children do very well in school and exhibit academic achievement. They are very confident and become successful adults. These parents are more focused on teaching than punishin g a bad behavior; although children are more happy and better behave than other children being raised by an authoritarian parent. A disadvantage of authoritative parenting is sometimes difficult to maintain when you have a willful child.A parent must develop or have a high degree of patience and must be cultivated if parents want to maintain an authoritative atmosphere at home. House rules may have to be change as the child continues to grow such as the rules of a 6 year old will not be the same as when the child is 8 years old. The rules require periodic refinement in order for children to benefit from it. Since not all situations are the same sometimes parents need to amend or develop a new response to something the child says or does. This type of child rearing style requires dedication and sometimes attitude adjustment.It is evident that the advantages are greater than the disadvantage in authoritative child rearing; this is a great approach to allow your children to grow mental ity, physically and mainly emotionally. This by far the most effective way to raise your children with all the skills they need to become successful in life. I was raised by grandmother and she use authoritarian child rearing style and I had a unpleasant childhood, I was constantly yelled out and was severely punish physically and although I love grandmother until this day I still recent her for raising me that way.What I learned from my experience as a child is that when I have my child I was going to do things differently. I try very hard to be a better parent by motivating, teaching, and encourage my son on how important it is to make good choices in life. We have discussion about school, I allow him to make choices on his own and allow him to express his feelings and thoughts. In the Hispanic culture is normal to spank your children, yell at them and hit them with the chancleta but I want my son to better than me and using the authoritative child rearing style is the best approa ch.

Comparative Politics Research Paper Example | Topics and Well Written Essays - 1250 words

Comparative Politics - Research Paper Example Democracy can be perceived as equality and liberty. A democratic nation is liberal thereby allowing its citizens to have the power to rule it, to be equal before the law and have equal access to the law. Elections are periodically held to choose representatives for the governmental body that will exercise its supreme power. The distinctive principles of democracy include freedom of speech, press and political expression. Sovereignty, on the other hand, refers to a body that has independent power over people. A sovereign state can be regarded as having absolute authority of lawmaking (Almond et al. 101-120). Russia for a long time had been ruled by the Soviet Union using communism which attained its downfall in 1991. Thereafter, the United Russia party led by Russian Executive President Vladimir Putin introduced sovereign democracy in the Russian regime. However, the "sovereign democracy" practiced in Russian does not emanate democratic principles, a fact that has placed Vladimir Putin's political program under constant criticism (Almond et al. 355). According to Economist Intelligent Unit, the United Russian presidential political party aims at increasing its power of the international exchange system. The party intends to strengthen its powers to control the economic, political and administrative structure. The Russian doctrine of "sovereign democracy" emanates principles that are in contrast with democratic principles such as restrictions in the mass media and citizen's freedom (Almond et al. 356). The Russian democracy can, therefore, be viewed as managed democracy because the Russian political system is strictly supervised and regulated thereby denying Russian citizens freedom of expressing their political will. Although this fact is highly denied by the Russian authority for instance Vladislav Surkov who is the Deputy Chief of Staff of the Presidential Executive Office and advisor of the president as he provides analytical and organizational information which is crucial to the president insists that the Russian political system is governed by sovereign democracy (Almond et al. 356). According to the Russian doctrine of Sovereign democracy, no one can make attest to owning or having power over the Russian nation as explained in the Russian constitution. However, critically looking at the idea imposed by the Russian constitution the concept behind sovereign democracy can be viewed as nationalism. Russia perceives its state to be more superior than other states, therefore, it is ready to impose radical political force over other states if it senses any signs of threat. This means that Russia is a powerful nation which is not ready to be influenced by global monopolies or dictatorship (Almond et al. 362-370).Therefore, Russia can be perceived as indirectly opposing worldwide globalization which is encouraged by the western countries especially the United States. However, according to Surkov, the doctrine of Russian sovereign democracy aims at first prioritizing the interests of the country. This can be depicted in the economic, social and cultural success that the country has gained in global politics. Russia has managed to restore its governance in the Chechen Republic.

Response Memo Case Study Example | Topics and Well Written Essays - 1000 words - 1

Response Memo - Case Study Example nly receive the various biometric systems that we manufacture, but also ensure that we carry out follow up procedures and installations to ensure the effective working of these systems. It is critical to go through the responsibilities of my subordinates for it allows for the understanding of their operations, review their character and abilities and also advise on the best manners through which they can improve in their roles. The first assistant operating officer is one of the major characters that work with me in the organization. As a chief operating officer, I have the task of reporting to the board the various activities that the company engages in. In addition, I ought to gauge and report on the performance of the junior staff. This information is gathered from carrying out various rounds in the organization and seeing their performance. The first assistant operating officer has the responsibility of reporting to me in the case of employee negligence or any other form of hiccup that may hinder full functioning of the organization. The first assistant officer also reports to me on the various market trends that take place in the technology environment and through this I have the ability to make recommendations to the board regarding the functioning of the organization and the changes required. The second assistant operations manager handles the research part of an organization (Stair 26). By going through magazines and mobilizing personnel that receive payments through commission, these officer reports to me on changes that other competing firms incorporate in their functioning. Such information is very important for an organization and this is because competitors are very innovative and have the ability to incorporate new strategies that may deem my organization slow in development. Understanding the changes brought about by these organizations is effective for it allows ID Security Inc to carry out appropriate measures and offer new inventions in the

Statistical Analysis Math Speech or Presentation - 1

Statistical Analysis Math - Speech or Presentation Example A population is defined as the complete collection of all elements of the target groups (individuals, items or objects) whose characteristics are being studied (Brase and Brase 6). The population in this research is the total students in the second semester Bachelor of Human Resources class. A sample is defined as the subset of the population, which consists of a portion of the population selected for study (Brase and Brase 6). In this case, the sample in this research is the male and female students with slightly or very overweight. This is because these overweight students were being drawn and identified from the total 100 students, so the 100 students is the set and overweight students is the subset of the 100 students. The purpose of constructing the frequency table is to show the distribution of the percentages of male, female and total students with slightly or very overweight into classes or intervals. By constructing the classes or intervals, the percentages in the respective category can be fit into exactly one class. The frequency table with the design containing the class limit, class boundary and frequency of male, female and total students with slightly or very overweight was constructed in order for us to compare the data distribution clearly between the percentages of male, female and total students with slightly or very overweight. In order to evaluate is there any significance different between the mean percentages of male and female students with slightly of very overweight, two-tailed t-test analysis is carried out at the confidence interval of 90%. The mean percentages of the male students with slightly or very overweight is partially skewed to the right because the mode has a lower value than the median and mean has the lower value than the median, but in this case, the mean is slightly higher than the median, which in turn make the distribution partially skewed to the right. The mean percentages of the female students with

Price Discrimination in Cinema Market Research Paper

Price Discrimination in Cinema Market - Research Paper Example A price discrimination strategy is a common tool adopted by cinema operators for maximizing business profit. Through the implementation of a versioning or product line stretching program, these companies charge higher prices to same groups of customers for superior and newer services. Golden Village charges $8.50 per movie ticket on weekdays. However, for the same shows, the company sets $ 11.50 price per ticket on weekends. At the same time, the company charges $ 4.50 per ticket for the show on weekdays for senior citizens; whereas, charges $7.00 for the same ticket on the same day for young students. Thus, if observed in details, the company discriminates on its ticket prices on the basis of time, the degree of iteration of customer visit and age. From the above analysis, it can be claimed that the company implements third and second-degree price discrimination strategy while setting prices of its movie tickets. Under the regime of second-degree price discrimination, the company ch arges higher for each ticket when a movie new releases in the market and lowers the ticket prices gradually.Given that customer’s willingness to pay falls with time, a price of the ticket for a movie released also drops. Through third-degree price discrimination, the company charges separate prices to different groups of customers, as per their age and time of ticket purchase. An elasticity of demand measures degree of responsiveness of rate of change in quantity demanded with respect to a rate of change in the price level of a product or a service.

Will the potential spread of democracy lead to a more secure world Essay

Will the potential spread of democracy lead to a more secure world (Contra) - Essay Example According to this theory, democracy plays an important role in maintaining peace and security. The concept further claims that democratic nations are generally peaceful and comparably less war-oriented. Consequently, the larger number of democratic nations in the global political system will lead to a smaller possibility of war and greater assurance of security and peace in the world. However, the evidence presented by various experts and researchers, including Siverson (1996), Huth (1997), Rummel (1997), Herman and Chomsky (1988), and the failure of democratization in third world countries, the presence of democratic deficit in transnational democratic organizations like, the European Union (EU), and the growing number of flawed democracies in the world have casted serious doubts on the validity of the democratic peace theory (DPT) (Ray 27-30; Herman and Chomsky1-11). On the basis of a scholarly research and available data, the present paper highlights the major flaws of democratic system and attempts to confute the assumptions of the democratic peace theory (DPT). The paper argues that only the potential spread of democracy won’t lead to more secure world, rather flawed and unmethodical promotion of democracy can lead to more instability and insecurity in the world. First of all, democratic peace theory has given overemphasis on democracy for maintaining global peace. The democratic peace theory and proponents of democratization have excessively promoted the reduced number of interstate wars in recent years, however, they intentionally ignore the growing number of intrastate wars, civil riots and ethnic conflicts in newly democratized or flawed democratic states. The primary estimation of the ethnic security dilemma is the feeling of insecurity that the opposite party may try to take over the state at one’s loss.

Do the benefits of midwife-assisted delivery outweigh the Research Paper

Do the benefits of midwife-assisted delivery outweigh the disadvantages - Research Paper Example For this reason, childbirth has been considered as a serious health condition that needs clinical or medical intervention. Since the 20th century, the number of women who give birth from home has significantly declined. Although there are some parts in the U.S. that legally consider midwife-assisted delivery to have some benefits over the health condition of pregnant women during the child delivery, some states in the U.S. including Alabama, Georgia, Illinois, Indiana, Iowa, Kentucky, Maryland, North Carolina, South Dakota, and Wyoming do not legally allow the practice of midwife-assisted delivery not unless the midwife has been certified as Nurse Midwife (Mana). Approximately 50% to 80% of the childbirth today takes place within the hospital settings. (Wagner) Despite the fact that majority of childbirth is done within the clinical areas, the number of minor to life-threatening childbirth complications remains high not only in caesarean surgeries but also in normal spontaneous delivery. Aside from the fact that hospital births can cause a significant increase in the number of infant deaths, hospital births also contributes to the significant increase in the number of mothers who died due to maternal hemorrhage, shoulder dystocia, eclampsia, or infection. For this study, whether or not the benefits of midwife-assisted delivery outweigh the disadvantages will be thoroughly discussed. Approximately 87.3% of child delivery that has occurred in the hospitals was personally attended by the midwives (Declercq). Between the years 1975 to 1988, the number of total births that was attended by the midwives has increased from 0.9% up to 3.4% respectively (Advance Report of Final Natality Statistics, 1988). Since the U.S. Department of Health has tried to minimize maternal and infant mortality rate, some states in the country prohibit lay midwives to assist in child delivery especially when assisting childbirth from home. Since then, the

Combating Compassion Fatigue Essay Example for Free

Combating Compassion Fatigue Essay If you ask anyone in the field of healthcare, they will tell you that nursing is a very demanding profession. Many nurses feel weighed down by the emotional and physical demands of their chosen career. They may feel that their efforts go without acknowledgement. They may feel overwhelmed by their workload and feel they do not have adequate support or recourses to confidently and efficiently perform their roles. Part of the nurse’s role is to exhibit compassion for patients and their family members. Yet, compassion is an emotion that requires inner conviction and resiliency (Bush, 2009). When a nurse to facing fatigue and burnout, this compassionate feeling is replaced with feelings of apathy. It is important to recognize the signs of impending compassion fatigue and have knowledge of effective strategies to combat these feelings. Symptoms and Triggers Compassion fatigue to a term used to describe the unique stressors that affect individuals in a caregiver role (Bush, 2009). Some emotional symptoms to identify are anxiety, low self- esteem, powerlessness, and anger. Physical symptoms that are common are irritability, sleeplessness, and somatic pains. Environmental and emotional stressors of the workplace are what contribute to compassion fatigue. All caregivers at risk fro developing compassion fatigue, yet some may be more susceptible than others. All caregivers are at risk for developing compassion fatigue, yet there are some that may be more susceptible than others. Every person responds to emotional and environmental stressors differently. Some have a larger capacity for it than others. A shortage in staff results in a heavy workload for nurses. Nurses become fatigued when they are continually required to perform tasks alone that are best performed by a team. Unfair treatment of workers is perceived when evaluations, promotions, compensation  and benefits are not applied fairly (Espeland, 2006). When a nurse’s hard work goes unnoticed and unrewarded, this may result in feelings of hopelessness. Self-conflict is an important stressor that should be mentioned. Nurses tend to be very ambitious and have high expectations for themselves. These standards may lead the nurse to over-extend themselves, resulting in early on- set burnout. Also, a nurse may not be able to satisfactorily meet their own standards of care when they are simply given too much work to handle. The result of this is will be job dissatisfaction and subsequent compassion fatigue. Nurses who are young when they join the profession are at higher risk. This is because they are less prepared for role ambiguity, heavy workloads, and changing environments (Espeland, 2006). Bearing the suffering of others over a length of time is a big factor in the development of compassion fatigue. A nurse should be able to recognize their own individual risk for compassion fatigue and understand how to guard against it. Overcoming Burnout To change from a burnout state, we need to change our thought processes and viewpoints about the people and things that may have contributed to our burnout (Espeland, 2006). A nurse needs to actively take control of their situation instead of waiting for their situation to change on its own. By setting realistic goals for themselves and prioritizing important aspects of their life, the nurse can begin overcoming the state of compassion fatigue. It’s important to realize our personal limits. We can strive to perform at our optimal best without attempting to achieve perfection, which is impossible for anyone. We always have control of our own attitude. When we strive to maintain a positive outlook, we minimize feelings of compassion fatigue. It is inevitable that we will face challenges and adversity on our career path. Utilizing adversity as an opportunity for personal growth as opposed to a barrier is a way to guarantee personal and professional advancement (Espeland, 206). Another change that may need to be made to overcome burnout is a change in practice. Recognizing when it is time for a change is important. Whether it changing units within our hospital or changing disciplines within nursing, these changes provide us with the chance to grow in our profession and gain new skills. This variety contributes to career satisfaction and lessens the risk for burnout. It is imperative for nurses to know their risk for compassion fatigue, how to guard against it, and how to overcome it if they do find themselves in the state of burnout. Reviewing information about compassion fatigue to valuable to all nurses, as nurses in all disciplines of the profession are at risk for compassion fatigue. Applying these strategies and coping mechanisms will provide the nurse with a more satisfying experience in their nursing career and will assist them to perform at their optimal best. References Bush, N. (2009). Compassion fatigue: are you at risk?. Oncology Nursing Forum, 36(1), 24-28. doi:10.1188/09.ONF.24-28 Espeland, K. (2006). Overcoming burnout: how to revitalize your career. Journal Of Continuing Education In Nursing, 37(4), 178-184.

Ashley Fields Disseration Essay Example for Free

Ashley Fields Disseration Essay Ashley Floyd Fields This dissertation examines the concept of intuition in decision-making by means of a Literature Review and a study of measures within organizations. In the Literature Review, the nature and experience of the use of intuitive skills and abilities will be examined and discussed. Research questions regarding the relationship between intuitive-type thought processes and methods of thinking and decision-making are considered. Finally, the Literature Review will explore rational and non-logical processing styles in decision-making and the organizational positioning which call for an intuitive approach. Using a survey instrument, the study will examine group differences in measures for individuals having various positions and functions within a variety of organizations. Dr. Gary Salton’s Organizational Engineering concepts (Salton, 1996) which are consistent with the concept of intuition, provide the focus of this study. Organizational Engineering differs from other theories by looking at intuition as a phenomenon arising naturally from the information processing and decision-making methods and modes employed by individuals. The research question is: Do various combinations of method and mode produce results that are consistent with the findings other researchers have attributed to intuition? The research question was tested by five interrelated hypotheses. Three hypotheses were designed to examine both the Reactive Stimulator and Relational Innovator style component and their proposed relationship to hierarchy. In addition, two hypotheses were designed to test Research Development, Information Technology, and Customer Service for the relative level of intuition required to discharge these functional responsibilities effectively. All of the study hypotheses were found to perform as anticipated at a very high level of significance. However, in Hypothesis 2, the level of Reactive Stimulator did vary systematically within leadership ranks. Ashley Floyd Fields In fact, individuals using an unpatterned method (organization of data being input) and a thought and/or action mode (character of intended output) would arrive at decision options which would not appear to follow any of the standard, logical, and/or existing processes. Thus, an outside observer would tend to attribute the unexpected idea as arising from some sort of insight process founded on intuition. ACKNOWLEDGEMENTS While writing this dissertation, I continually thought of its beginning, when, in an intuitive moment, I decided to research the use of rational and non-rational thought processing within organizations. I believed then, and especially now, the topic would provide significant insight to the behavior within organizations at the individual, group and organizational levels. The process I have gone through is not unlike what happens today in organizations. At various stages of development, I received a spectrum of responses, both encouraging and challenging. What I thought was â€Å"cutting edge† research many times felt like â€Å"bleeding edge† because one of the characteristics associated with intuition is the inability to fully explain how you arrived at the answer being professed. Fortunately, as happens in organizations, knowledgeable individuals stepped forward and supported going forward with the research. At this time, I would like to gratefully acknowledge my committee members: Dr. Ron Fetzer, Dr. William Snow, Dr. Bill Harrington, and Dr. Joe Balloun. For anyone who has been or is currently in a doctoral program, you know words are inadequate to express appreciation for people who have dedicated themselves so that others, like myself, could achieve such a significant milestone as the completion of the research process. Another critical and crucial supporter of this work is Dr. Gary Salton. Dr. Salton exemplifies the intuitive practitioner who, years ago, began developing the concept of Organizational Engineering and compiling the database which became the basis for this research. His unselfish contributions enable us all to benefit from organizational insights to this research which can facilitate new methods and better results at all levels for organizational workers. Also during the course of researching and writing this dissertation, I have been blessed to have discussed this work personally with individuals well known in the fields of business, organizational development, and change management. I wish to thank the following people whose conversations were both encouraging and enlightening: Dr. Weston Agor, Dr. Bill Taggart, Patricia Aburdene, Dr. Charles Garfield, Dr. Elliott Jaques, Dr. Warren Bennis, and Sharon Franquemont. In addition, I wish to thank the individuals who have assisted me in various ways over the years. Lest I should unintentionally leave one or two out, I say to them sincerely â€Å"Much Thanks†. Without you I know I would not have made it. As you read this, you will know in your hearts and minds who you are. Last but not least, I would like to express my love and appreciation for my family, who have sacrificed time and resources during both the course of study and the writing of this dissertation: To my loving and supportive wife, Sharon, who wanted me to finish as much as I did; to my children, Whitney and Geoffrey, who wondered if they would graduate high school before I completed my course of study; and to my parents who, â€Å"May They Rest in Peace†, did not live to see this moment in time, at least not from here on earth. TABLE OF CONTENTS Page List of Tables List of Figures Chapter 1. INTRODUCTION Purpose of the Study Significance of the Study Theory/Aspect of Theory Being Tested Research Question Definition of Terms Overview of Total Research Study 2. LITERATURE REVIEW Definition of Intuition Major Theorists Researchers Management Oriented Research 28 Instrumentation Summary 3. METHODOLOGY Variables Relational Innovator Dimension: Hypothesis 1 Reactive Stimulator Dimension: Hypothesis 2 Organizational Level: Hypothesis 3 Relational Innovator/ Reactive Stimulator: Hypothesis 4 Hypothetical Analyzer/ Logical Processor: Hypothesis 5 I-OPTTM Instrument Database Subjects Population Instrument Design Validity and Reliability of the Instrument Data Analysis Environment Summary 4. ANALYSIS AND PRESENTATION OF FINDINGS Hypothesis One Hypothesis Two Hypothesis Three 1 1 1 2 7 7 8 9 9 10 18 40 42 44 44 44 45 46 47 48 49 50 54 55 55 57 59 59 60 60 63 67 ix xiÃ'Ž Hypothesis Four Hypothesis Five Summary 5. SUMMARY AND CONCLUSIONS Overview of Significant Findings Limitations of this Study Implications for Human Resource Management Professionals Recommendations for Future Research Conclusions Appendix A. I-OPTTM SURVEY B. THE VALIDITY AND RELIABILITY OF ORGANIZATIONAL ENGINEERING INSTRUMENTATION AND METHODOLOGY C. PERMISSION LETTER D. CLASSIFICATION OF HIERARCHICAL LEVELS REFERENCES CITED BIBLIOGRAPHY 73 78 82 83 83 85 85 88 90 91 93 96 98 101 108 LIST OF TABLES Table 1. 2. 3. 4. 5. 6. 7. 8. 9. 10A. 10B. 11. 12. 13. 14A. 14B. 15. 16. 17A. 17B. 18. 19. 20A. Instruments Measuring Intuition Examples of Work Groups in the Database Types of Industries/Areas Included in Database Organizational Distribution of Experts Occupational Positions of Experts Educational Achievements of Experts Statistical Results of Hypothesis 1: Relation of Hierarchical and Relational Innovator Levels Statistical Results of Hypothesis 2: Relation of Hierarchical and Reactive Stimulator Levels Mann-Whitney Test Results of Hypothesis 2a : Leaders versus the Population in Reactive Stimulator Score Hypothesis 2: Leader Median and Mean Reactive Stimulator Results Hypothesis 2: Population MedianÃ'Ž and Mean Reactive Stimulator Results Non-Parametric Statistical Results of Hypothesis 3: Relation of Hierarchical Position to Conservator Pattern Levels Mann-Whitney Statistical Results of Hypothesis 3: Leaders versus Population in Conservator Pattern Levels Median Test Statistical Results of Hypothesis 3: Leaders versus Population in Conservator Pattern Levels Hypothesis 3: Population Conservator Pattern Descriptive Statistics Hypothesis 3: Leader Conservator Pattern Descriptive Statistics Mann-Whitney Statistical Results of Hypothesis 4: Changer Comparison of Research Development and Information Technology Median Test Statistical Results of Hypothesis 4: Changer Pattern Comparison of Information Technology and Research Development Functions Hypothesis 4: Mean Research Development Changer Pattern Results Descriptive Statistics Hypothesis 4: Mean Information Technology Changer Pattern Results Descriptive Statistics Mann-Whitney Test Statistical Results of Hypothesis 5: Conservator Comparison of Population and Customer Service Median Test Statistical Results of Hypothesis 5: Conservator Pattern Comparison of Customer Service And Population Hypothesis 5: Mean Customer Service Conservator Pattern Results Descriptive Statistics Page 40 52 53 58 58 59 61 63 66 66 67 68 70 71 72 72 74 75 76 76 79 80 80 20B. 21. Hypothesis 5: Mean Population Conservator Pattern Results Descriptive Statistics Hierarchical Distribution of LeaderAnalysisTM Database 80 100 LIST OF FIGURES Figure 1. 2. 3. 4. 5. 6A. 6B. 7A. 7B. 8A. 8B. 9A. 9B. 10A. 10B. 10C. 11A. 11B. 11C. Basic Information Processing Model Large Scale Determinants of Information Processing: Method Large Scale Determinants of Information Processing: Mode Summary of Strategic Patterns Maslow’s Hierarchy of Needs Hypothesis 1: Median Scores by Hierarchical Rank Hypothesis 1: Mean Scores by Hierarchical Rank Hypothesis 2: Median Scores by Hierarchical Rank Hypothesis 2: Mean Scores by Hierarchical Rank Hypothesis 3: Median Scores by Hierarchical Rank Hypothesis 3: Mean Scores  by Hierarchical Rank Hypothesis 3: Median Score by Population and Leader Hypothesis 3: Percent of Cases Above Median by Population and Leader Hypothesis 4: Changer Pattern Median Scores by Information Technology and Research Development Hypothesis 4: Changer Pattern Percent of Cases above Median by Information Technology and Research Development Hypothesis 4: Changer Pattern Mean Scores by Information Technology and Research Development Hypothesis 5: Median Scores by Population and Customer Service Hypothesis 5: Percent of Cases Above Median by Population and Customer Service Hypothesis 5: Mean Scores by Population and Customer Service Page 3 3 4 8 16 62 62 64 65 69 69 72 73 76 77 77 81 81 82 CHAPTER 1 Introduction This study examines the concept of intuition in decision-making by means of a literature review and study of measures currently being used within organizations. Human behaviorists have examined why the performance of some people get them to the top while others around them remain in lower levels of the organization. They have considered situations such as, given the same information, one person completes a problem-solving process much sooner than another with nearly the same responses and wondered how that happened. This research focuses on the relationship between intuitive thought, organization level; and function. It explores the use of intuition in decision-making and the organizational conditions which call for an intuitive approach. Purpose of the Study The purpose of this research is to determine the systematic use of intuitive skills and abilities in business organizations. Management research historically has been biased toward the analytical process in decision-making. This rational approach has been more popular as the preferred and acceptable method for studying management practices. Alternative unstructured methods have been ignored or labeled irrational in the negative sense. However, since this study’s focus is centered on working adults, judgment can be reached using other non-logical thought processes such as intuition, which take into account years of expertise, considerable introspection, and/or informal rules learned over time. This study identifies major theorists and their opinions and findings, as well as their sources of learning. However, no attempt is made to  exhaustively identify all sources referencing the theories and studies related to intuition. Primary examination is given to twentieth century researchers, although earlier authors of prominence are noted in selected cases. Significance of the Study Eisenhardt (1989) linked rapid decision-making to such characteristics as decisive, operations-focused, hands on, and instinctive. Therefore, fast decision-making is linked to effective performance. As an example of behavior linked to fast decisionmaking, Eisenhardt found executives gathered real time information on firm operations and the competitive environment which resulted in a deep, intuitive grasp of the business. This intuitively-based understanding translates into improved business performance. Many managers report using intuition in their decision-making, in spite of the deeply rooted bias against non-rational methods (Agor, 1984a; Agor, 1984b; Dean, Mihalasky, Ostrander, and Schroeder, 1974; Isaack, 1978; Mintzberg, 1976; and Rowan, 1986). Reports of managers use of intuition ranges from inferential processes, performed under their own pre-existing database (Agor, 1986a,b,c,d) to acceptance and use of predictive abilities (Dean, Mihalasky, Ostrander, and Schroeder, 1974). Successful decision-makers have been found to have great predictive abilities (Cosier and Alpin, 1982; and Dean, Mihalasky, Ostrander, and Schroeder, 1974). However, many managers remain unwilling to acknowledge their use of intuition, fearing negative responses from their colleagues (Agor, 1986a, 1986b, 1986c, 1986d). Additional researchers who influence this study are Barnard (1968), Vaughan (1979), Hermann (1981), Isenberg (1984), Simon (1987), and Parikh (1994). This study seeks to redefine intuition in a form which is acceptable to the rationalistic school and yet accommodates the scholarly but more inferential approaches. The study explores the use of intuition in an extensive cross section of people in organized environments. Theory/Aspect of Theory Being Tested Gary Salton (1996) developed the Organizational Engineering theory as a way of measuring and predicting the behavior of interactive groups of people. In Salton’s theory, human beings are regarded as information processing organisms, by which, the human is bound to the Input-Process-Output model (Figure 1) common to all information processors, regardless of their format. INPUT PROCESS Figure 1 Basic Information Processing Model (Salton, 1996, p. 9) OUTPUT Salton’s (1996) theory proposes the type of information sought and the intended direction of the output predetermines processing behavior. For example, if the subject does not collect detail in the input phase of the process, his output will not likely be tightly structured, logical, precise, or optimal relative to the issue being addressed. Rather, minimal output will probably result. In effect, therefore an individual using an opportunistic strategy obtains speed of response at the price of precision. Salton’s (1996) theory maintains an input-process-output model is largely governed by two large-scale factors: method and mode, which are conceived as continuums. Method (Figure 2) governs the character of input. At one end of the continuum is what Salton calls an unpatterned method. Using the unpatterned strategy, an individual simply acquires whatever information is readily available and appears relevant to the issue at hand. UNPATTERNED STRUCTURED â€Å"An Available Way† Convenient Expedient Opportune Spontaneous METHOD (INFORMATION ORGANIZATION) â€Å"A Predefined Way† Template Formula Scheme Pattern Map Figure 2 Large Scale Determinants of Information Processing: Method (Salton and Fields, 1999, p. 49). The other end of the method continuum (Salton, 1996) is defined as a structured methodology. Here the individual has some form of structure and attempts to apply it to acquire information, which appears relevant to the issue at hand. An individual can move to any point on the continuum trading speed, precision, understanding and certainty of outcome with every increment along the scale. Salton (1996) defines the other large-scale characteristic as mode. This is visualized also as a continuum (Figure 3) ranging from thought on one polar extreme to action on the other. Salton defines thought not as a cognitive activity but rather as an intermediate result. Therefore, under Salton’s definition, a plan requiring many hours of physical activity and which might fill reams of paper will still be considered a thought based response. It is intermediate. It has no effect on the outside world or the issue being addressed until it is acted upon. Action (Salton, 1996) is the other end of the mode continuum. Here, the subject acts directly to affect the issue in question. This action may or may not have been preceded by thought as defined by Salton. From this perspective of intuition theory, action can be seen as a more decisive, aggressive, or positive response by an external observer. Thought, on the other hand, appears to the outside observer to be more rational, reflective, or coherent. Therefore, a subject tending to favor the action end of Salton’s continuum will tend to be seen as decisive, operations-focused, and hands-on. These characteristics were associated with people employing intuitive strategies (Eisenhardt, 1989). THOUGHT ACTION â€Å"An Intermediate Step† Plans Assessments Evaluations Judgements Advise Counsel MODE (DIRECTION FOR USE OF INFORMATION) â€Å" A Direct Effect on the Issue under Consideration†Ã¢â‚¬  Initiative Intervention Act Execution Figure 3 Large Scale Determinants of Information Processing: Mode (Salton and Fields, 1999, p. 49) These basic components of Salton’s theory carry major implications for the study of intuition theory. Various combinations of method and mode produce behaviors paralleling the behaviors attributed to intuition. For example, a person using an unpatterned approach appears to an outside observer to be following a more intuitive strategy. There appears to be no logical structure to the information required. The logic exists, but it is in the mind of the subject and concerns the potential relevance of information to the specific issue being addressed. If questioned, the subject may or may not be able to readily articulate why a particular element of information was selected. The outcome of this process is entirely consistent with rapid decision-making, displaying characteristics that are considered instinctive—a phenomenon often attributed to intuition (Eisenhardt, 1989). The use of the unpatterned end of Salton’s continuum also produces results consistent with Clark’s (1973) view, since the person will not know how he knows what he knows. The mode element of Salton’s theory also has implications for intuition theory. The thought side of Salton’s continuum focuses primarily on intermediate steps (study, assessment, evaluation, etc. ), many of which are not observable. Therefore, a person using an unpatterned method and thought mode may experience intuitive insights not visibly displayed. A person using an unpatterned method with an action mode, however, will exhibit behaviors an observer can readily attribute to intuition. Inputs potentially useful to address the issue at hand are quickly acquired and promptly applied. A portion of these will successfully address the issue at hand and may be noticed by others who interact with the decision-maker. These outsiders may comment on the decision-maker’s insight, further establishing or reinforcing the decision-maker’s self-conception as being intuitive. An example may help illustrate this situation. Consider a situation in which a person uses an unpatterned method to address a particular issue, such as when an executive interacts with the Board of Directors or with special interest groups. The person would begin indiscriminately seizing information, to help resolve the issue. If the person is also using an action mode, he will tend to apply the information without hesitation. If it works, the search is over. If it does not, he or she returns to the environment, picks up another piece of information, and cycles through the process again. The indiscriminate acquisition of information increases the probability of discovering an improbable but valid way of addressing the issue. In other words, by not following an established structure, the person increases the odds of a serendipitous discovery or of a previously unrecognized approach to resolve a problem. This type of resolution is easily attributable to insight or intuition since it is unexpected and not readily attributable to an obvious antecedent. Intangible concepts like intuition may be the real stimulus. Because research in information acquisition is limited as well as in planning the application, the cycles can occur very rapidly. The use of the action mode increases the probability an individual will repeatedly demonstrate intuitive-type results in a manner visible to others. This often-observed style or behavior in turn suggests an innate quality. Hence, the person is considered to be intuitive. Similarly, method and mode operate in a continuum; thus, people would exhibit degrees of intuition. However, the more committed a person is using an unpatterned method for information acquisition, the more likely they will display behavior attributable to intuition, and whom others will describe as using an intuitive strategy. The focus on this combination of method and mode is similar to other thinkers in the field. For example, many issues addressed at the senior executive level do not have a readily identifiable structure of information acquisition. Some have parameters encouraging thought based (i. e. , intermediate) responses, while others will require immediate action/reaction. Therefore Salton suggests executives will use both nonlogical and logical methods in the conduct of their ordinary affairs—just as Barnard (1968) also proposed and Agor (1986a, 1986b, 1986c, 1986d) confirmed. Salton does not directly address intuition in his research because his focus is on the interactive behavior people use in group activity. Other theorists and researchers have relied on psychologically based processes, which are not readily visible to external observers. However, as demonstrated above, Salton’s theory can readily serve as a vehicle for integrating the works of multiple authors who have written extensively on intuition. In addition, Salton’s theory has the merit of using ratio-scaled variables that allow people to express degrees of commitment to one or another strategy (i. e. , method and mode) which can be measured and tested. This study proposes the behavior a person exhibits using unpatterned information acquisition methods and action-based output modes will be consistent with the work found by numerous intuition theorists. This study also proposes the use of these strategies (unpatterned method, action mode) will be systematically exhibited in a manner consistent with the findings of others. Research Question This study will focus on the following research question with regards to management decision-making and the use of intuition: Do various combinations of method and mode produce results that are consistent with the findings other researchers have attributed to intuition? Definition of Terms Organizational Engineering theory adopts a set of variables useful in describing the operation of the theory. This section defines these, as well as other terms applied in this study. Intuition – A way of perceiving which relies on relationships, meanings, and possibilities beyond the reach of the conscious mind (Myers and McCaulley, 1985) and includes behavioral attributes (Brown, 1990). A way of knowing in which we often do not know how we know what we know (Vaughan, 1979). Hypothetical Analyzer – One who processes information in a thought-oriented mode using structured methods (Salton, 1996). Logical Processor – One who processes information with an inclination for the action mode using structured methods (Salton, 1996). Reactive Stimulator – One who processes information with an inclination for the action mode using unpatterned methods (Salton, 1996). Relational Innovator – One who processes information in a thought-oriented mode using unpatterned method (Salton, 1996). Changer – This orientation pattern combines the styles of Relational Innovator and Reactive Stimulator (Salton, 1996). Conservator – This orientation pattern combines the styles of Logical Processor and Hypothetical Analyzer (Salton, 1996). Perfector – This orientation pattern combines the styles of Relational Innovator and Hypothetical Analyzer (Salton, 1996). Performer – This orientation pattern combines the styles of Reactive Stimulator and Logical Processor (Salton, 1996). Figure 4 (Salton, 1996) illustrates the various combinations and their resulting strategic patterns, given different primary and secondary strategic profiles. PATTERN Changer Conservator Performer Reactive Stimulator (RS) Logical Processor (LP) Figure 4 Summary of Strategic Patterns. Perfector Relational Innovator (RI) Hypothetical Analyzer (HA) Overview of Total Research Study Chapter 2 reviews the findings of major authors in the field of intuition research and forms the foundation for the testable hypotheses to be used to examine the research question. CHAPTER 2 Literature Review Intuition is a relatively new subject of academic interest. Literature on the subject, particularly on its use in decision-making did not become prevalent until the early 1970s (Argyris, 1973a, 1973b; Clark, 1973; Dean, Mihalasky, Ostrander, Schroeder, 1974; Jung, 1971; Leavitt, 1975a, 1975b; Livingston, 1971; Mintzberg, 1973, 1975, 1976; and Simon, 1977). These works, along with research in the 1980s, incorporated intuition related literature and research prior to the 1970s and as far back as the 1950s (Riggs, 1987). This research study concentrates specifically on the research literature as it relates to the use of intuition in decision-making among organization managers and executives. Various organizational environments are examined in the literature review and thus, may be reasonably considered an overview of the subject. This research is classified into two categories: (1) theoretical developments concerning the concept of intuition, and (2) survey studies supporting the premise for using intuition in decision-making. The overview provides information on the use of intuition in business organizations as a function of leadership and decision-making; and explores various well- established methodologies as well as those still in development. Definition of Intuition The term intuition is defined as â€Å"knowing something instinctively; a state of being aware of or knowing something without having to discover or perceive it†¦Ã¢â‚¬ . (Encarta, 1999). Intuition is seen as an innate capacity not directly accessible by considering the process which gives rise to a judgment or action involving it. Thus, intuition seems to be a residual process accommodating whatever can’t be explained by other means. The literature reflects the inherent lack of obvious conceptual framework for the term intuition. Some of the alternative descriptors are ESP, psi, judgment, insight, and gut feelings (Dean, Mihalasky, Ostrander, and Schroeder, 1974); hunch (Barnard, 1968); extrasensory perception (Leavitt, 1975b); non-rational (Cohen and March, 1974); recognition (Goldberg, 1983; Ray and Myers, 1986), and edge (Tichy, 1997). Such non-specific definitions suggest that different authors and researchers could be describing different processes or even measuring different phenomenon. Conversely, experts could be referring to the same phenomenon with different labels. Major Theorists This study attempts to capture the value of various theorists’ approaches by focusing on the central contribution of each, and how these compare or contrast to Organizational Engineering theory. Theorists are often classified as personality based such as Jung or transpersonal based such as Vaughan. The more classical theorists’ approach view intuition as a distinct pattern of thought from the rational mode (Jung, 1971), while the transpersonal theorists’ approach considers the integration of rational and intuitive approaches and considers them both valid and separate, as well as complementary (Goldberg, 1983; Vaughan, 1979) One of the most important figures to focus on the concept of intuition is Carl Jung. His theory of psychological types is the basis for the development of the widely used Myers-Briggs Type Indicator (MBTI) (Kroeger and Thuesen, 1992). Jung’s theory of intuition suggests intuition is a psychological function present in all people to varying degrees and is manifested in personality types. Jung defines intuition as a perception and comprehension of the whole at the expense of details attributable to unconscious process. Intuition is thus viewed as a cognitive function outside the province of reason and given consideration whenever established rational or other cognitive concepts do not work. In short, it is the perception of reality in which the intuitive knows, but does not know how he knows (Clark, 1973). Later, Jung broadens his thoughts on personality types by introducing the concept of synchronicity, which further helps to explain intuitive-type feelings and visions not attributable to coincidence (Rowan, 1986). Jung uses such phrases for intuition as hunches, inspiration, and insight to problem-solving methods, all of which reflect little patience for detail or routine (Behling and Eckel, 1991). Vaughan (1979) describes four levels of intuition: physical, emotional, mental and spiritual. The theorists, writers and researchers describe intuition in both psychological and physiological terms. Intuition experienced through physical levels includes bodily sensations such as tension or discomfort. This is not to say however that every bodily sensation indicates an intuitive message, but these physical symptoms can be used for self-awareness, as well as a source of warnings and signs. Emotional intuitive messages take several forms, such as liking or disliking something or someone for no apparent reason, feeling the need to perform an action or do something, and sensing energy levels in oneself or others. Emotional level intuition can be used to deepen one’s self-awareness and to understand others (Vaughan, 1979). The mental level of intuition is typically experienced as images or ideas. It may appear as the perception of patterns, insights, or images, especially in problem-solving situations. Intuition at the mental level can be used to trigger creativity, explore problem-solving areas not previously mined, and to enhance learning (Vaughan, 1979). Spiritual intuition does not rely on sensations, feelings, or thoughts. In fact, these are considered being distracters at the spiritual level (Blackwell, 1987; Vaughan, 1979). Spiritual intuition is a means for improving self-awareness and transpersonal experiences. Vaughan does not clarify whether a single intuition mode is responsible for all four types or whether unique factors exist for each type. This generality suggests Vaughan is defining taxonomy rather than a theoretical specification which can be tested and validated through scientific methods. Salton’s Organizational Engineering theory however does account for all facets of Vaughan’s taxonomy. Salton’s theory focuses on inputs and outputs, regardless of the source or the outcome. Vaughan’s physical, emotional, mental or spiritual intuitive factors can be accounted for with equal facility. Salton’s Organizational Engineering theory argues intuition is the result of a single process. Therefore, there is no operational need to specify the source or destination of the input-output chain (Salton, 2000). Vaughan’s approach may be of value in describing intuition but it is not suitable to test the concept. Like Vaughan, Salton is indifferent to the source of the input providing the initial drive toward an external response. Further, Salton makes no judgment about the value, or lack of value, of these explanations. The rational approach to intuition accepts the notion that the human mind has alternative methods of processing information and these methods influence behaviors. For example, Jung posits four independent but interacting categories of cognition— intuition, thinking, feeling, and sensing. Each of these cate.

Globally United Way Analysis SWOT and PEST

Globally United Way Analysis SWOT and PEST Curtin University Marketing for professional practice 300 Client Briefing of United Way BACKGROUND Globally United Way was founded in 1887 in Denver, Colorado in the USA. It is a non-profit organization founded by five people a Denver woman, a priest, two ministers and a rabbi to distinguished the welfare problems and get suitable actions in their city. They assembled to get solutions of problems and connected with welfare societies and make organization to collect funds for local charities and coordinate wellbeing services. United way doing works on providing caring power and create better lifestyle for people. In 1986, United Way WA was established twenty eight years ago by a group of Perth businessmen in Western Australia Inc to growing requirements of society and increasing charitable requests. They developed a 12 months pilot program in July 1988 they begun full operation of United Way. The United Way do struggle for providing better opportunities to improve the lives of societies by fulfill their basic needs so they mainly concentrate on three fields EDUCATION, HEALTH and INCOME because these three fields play an important role in society. Quality education helps the youth to achieve good knowledge and skills so students will get suitable jobs and enough income for fulfill the basic needs of their families. United Way WA also created so many activities in Health sector, they works to improve health services by caring to individuals and organizations(A 50-Year History of United Way and Toronto-the-Giving; the Citys Needs and Generosity Have Both Grown over the Decades 2007). MILESTONE ACCOMPLISHMENTS Community Engagement United way WA has more focus on corporate social responsibilities towards the society so they involved in communities to find and understand the problems of community and take appropriate steps to solve these problems and provide help to community. Customer relations Management United Way create relationships with their customers and they always concern about the demands of their customers then they fulfill the needs of people and helping families and individuals become financially stable and independent. Unique position for philanthropy United Way wants to involve in particular social activities of Western Australia. In this way they do works to improve health and welfare services to give better lives of society. They make better lives with solving social problems and advance the career of people of society and individual(Anonymous 2011). MAJOR SPONSERS OF United Way WA Corporate Donations Corporate Partner organizations make important annual lump sum donations. Workplace Giving an licensed Australian Tax Office program where employees make a donations from their pay and receive an immediate tax deduction. Corporate volunteering a program where teams of employees from our corporate partners volunteer for a specific project at a local community organization such as painting, gardening or mentoring. Other ways to collect money for United Way: They are store some other events such as casual dress Fridays, Football competitions, Easter food hampers and adopting and funding special projects in the workplace. These Sponsorship Agreements provide funding to projects from origin to end. United Way has the reputation, resources and relationships on a worldwide scale so it is not simple to handle such a largest privately funded non -profit organization because of this the partners and sponsors of United Way contribute their ideas, skills and volunteering power more than money in the projects(Smith 2005). VOLUNTEERING WITH UNITED WAY WA United Way WA enhance their activities in education, income and health for individuals and society but they do not handle these three areas alone so they have 2.6 million volunteers and 9.6 million donors for creating and improving the lives of communities. They bring changes to make societies better. Corporate connect (Team volunteering) In the team volunteering they make small groups up to twenty people to handle the projects from origin to end they collect the information about the needs of societies then they safely improving and fulfill the basic needs of societies. Education volunteering They provide education to children of communities and children have the opportunity to reach their potential with quality education. It is improving the literacy rate and volunteer opportunity. They works in groups who are agree to spend one hour, one day or one year during school. They enroll in those activities who supporting to the children in reading, coaching, and create a differences and make strong decisions in their lives. Skilled volunteering They put their good efforts, knowledge, talent and skills to improve the communities and increasing the capacity of people for better results. WORKS OF UNITED WAY WA Give Volunteer Advocate Give -This means donate something to open your heart in United Way WA. By providing some part of earning to fulfill the needs of common people and make a wellbeing community. There are easy ways to give some money to organization, people can directly transfer money from their earning to United Way it will be tax free and they will be give regular updating of money where and when it is used. Volunteer United Way WA provide volunteering to people because anyone put their skills and knowledge to improve the lives of community. They have a opportunity works in groups, who spend their time to help and improve the communities. Advocate United Way has lots of programs for improving the community through their supporters skills, knowledge, talent and experience and they provide better lives to society(Jean C 1986). ORGANISATIONAL OVERVIEW In Western Australia United Way existence some twenty eight years ago, concerned about needs of society and increased charitable requests, In west Australia it is established in 1986 by a group of Perth businessman they develop a 12 months pilot program then begun full operations of United Way in July 1988 and to supply more than $16 million everywhere in Western Australia. United Way performs at a National level They have large networks toward Australia with offices in Sydney, Melbourne, Queensland, Ballarat, Glenelg, Central Coast, Perth and South Australia. They hold over 3400 volunteer who invest $6million in the community project in the country for improving the lives of 18,000 Australians. United Way perform at a International level This organization established 125 years ago in Denver, Colorado in the USA by five people a Denver woman, a Priest, two ministers and a rabbi to identify the welfare problems and take cooperation actions to solve these problems in their city. They got together plan the first united campaign for ten health and welfare agencies and make organization to get funds for local charities for coordinating wellbeing services. Denver created a movement by increased $21,700 and spread over the country to become a United Way in that year. United Way concentrated on to assemble the caring powers of societies and create a difference in lives of people. Nowadays United Way spread in forty-one countries and territories, they increase $5 billion in a year for local communities nearly by 1800 communties. MISSION To enhance the lives of societies in Western Australia they take care of all aspects of life by mobilizing and take good steps to provide better lives of societies. Energize and inspire people to make a difference; Provide meaningful opportunities to individuals to realize their potential; Increase investments in our community by expanding and diversifying our own resource and fundraising efforts and supporting those of others; Ensure our investments have recognizable impact; Strengthen the United Way movement and Brand at the local and national levels. VALUES OF UNITED WAY Demonstrate trust, integrity, transparency, inclusivity and respect; Measure, communicate and learn from the impacts of our efforts; Endorse innovation, partnerships and collective action; Encourage and promote volunteerism and volunteer leadership; and Embrace diversity(Gracie Bonds 2008). CHALLENGES FACES BY NON- PROFIT ORGANIASTIONS These all are major issues faces by non-profit organization in 2012.They have lots of difficulties with business structure. First of all, Economic Unrest- After the 2008 people are not willing to donate money in the non-profit organization in this way they lose their funds but the needs of services raised, it is big issue resource problem in economy. Leadership Succession- Non-profit organization has intelligent leaders for participating in the growth of sector annually, but some of the leaders find a difficulty to make a plan for strategy of business to improve the welfare programs because of this they do not get success in their plans. Change Management- Most of the non-profit organizations face this big challenge in their business, because they change their structure of business such as selecting members of board, using volunteers, remain with their resources. CHALLENGES FACES BY UNITED WAY WA Losing Donor: It is an important part of United Ways programs so they are not concentrate on their business structure in this way they lose their donors day by day. Strategic philanthropy: Most of the Companies moving to strategic philanthropy approach. Overreliance on Old economy business: United Way mostly dependent on old economies business in this way they do not follow advance techniques to handle their business. Large trust gap: In this business has a large trust gaps toward age groups in this way they faces some challenges in their business because they have different age groups of employees and they do not pay well attention on their works. Low public trust: They have low public trust compared to other large non-profit organizations it is one of the important reasons go their business down. (Beatty 2007). SWOT SWOT is known for Strengths, Weaknesses, Opportunities and Threats in the organizations SWOT of United Way WA Strengths Strengths always give ability to achieve the organizations mission. It can be perceptible and imperceptible. Funding is strength of United Way. It is a Public Ancillary Fund include DGR Item 2 Status. These funds are links between donors and organizations, who can receive tax deductible donations as deductible gift recipients (DGRs). Ancillary funds are two types-private ancillary funds and public ancillary funds. Weaknesses- Weaknesses are the properties that prevent the organizations from their achievements of mission and full potential. Weaknesses are presents in United Way like 20% of children are not preparing to go school in their early year, other weakness is Homeless Coalition means there are lack of permanent place of residence in the organization. Opportunities Opportunities are defined by the environment and works of organization. United Way have so many opportunities such as grant, exemptions and tax deductions, these all collect by donors and government. Threats Threats are difficult condition of united way because this will affect the economy of business such as funds, donations and charities. It happens when external environment conditions threat the profit of organization. PESTLE ANALYSIS Pestle analysis gives the information of whole situation of business .It includes political, social, economic, technical, and legal and environment factors. Political factor This factor effect the economy of non-profit organization because its find out that areas which effected by government such as new tax and duty which change the whole revenue structure of organization, these includes tax policies, fiscal policy, trade tariffs. Economic factor This factor identify the economic performance of non-profit organization, this includes inflation rate, interest rate, foreign exchange rates, demand and supply and economic growth. United way concentrate on their strategy of business they work with their economic factor for providing opportunities to community. Social factor This factor identify the social conditions of the market like cultural trends, demographics and population. United way works with the different communities to fulfill their needs. Technological factor In this factor non-profit organization influence by inventions of technology. United way follows the innovative techniques to enhance their skills and experience in the business. Legal factor-This factor affect the business from both external and internal sides, it affect the certain policies and certain laws. In this way United Way WA concern about these laws- consumer laws, labor laws and safety standards because they take- care the whole business. Environmental factor-All the organizations affect by their surrounding environment. United way uses their resources carefully to fulfill the basic needs of people of society and also they think about location of business in the suitable areas which prevent the environment clean(Pestle Analysis Vital for Strategic Decision Making [Column] 2015) . CONCLUSION United Way works very well in the society it is a non- profit organization so they fulfill the needs of society with donations, funds and charities. References A 50-Year History of United Way and Toronto-the-Giving; the Citys Needs and Generosity Have Both Grown over the Decades. 2007. Toronto Star, 09/13/ 2007 Sep 13. P4 http://search.proquest.com/docview/439287051?accountid=10382 Anonymous. 2011. Historic Achievement of $113.2-Million Completes Week of Milestones for United Way. Canada NewsWire, 01/20/ 2011 Jan 20. http://search.proquest.com/docview/845679535?accountid=10382 Beatty, Sally. 2007. Philanthropy (a Special Report); a New Way: The Chief Executive of United Way Talks About the Challenges Facing the Organization. Wall Street Journal, 12/10/ 2007 Dec 10. http://search.proquest.com/docview/399041103?accountid=10382 Gracie Bonds, Staples. 2008. Faith Values: Were with You Is United Way Theme. The Atlanta Journal Constitution, 09/13/ 2008 Sep 13. http://search.proquest.com/docview/337508494?accountid=10382 Jean C, Hill. 1986. Interfaith Council Part of United Ways History. Richmond Times Dispatch, 11/05/ 1986 Nov 05. A-14 http://search.proquest.com/docview/420068701?accountid=10382 Pestle Analysis Vital for Strategic Decision Making [Column]. 2015. AllAfrica.com, 12/31/ 2015 Dec 31. http://search.proquest.com/docview/1752565050?accountid=10382 Smith, Dennis. 2005. Macisaac New United Way Chair; Part of Charitable Organizations Plan for Stronger Burlington Presence. The Post, 05/15/ 2005 May 15. 01 http://search.proquest.com/docview/362708200?accountid=10382

Comparing Ron Howards How the Grinch Stole Christmas to Dr. Seuss Gri

Comparing Ron Howard's How the Grinch Stole Christmas to Dr. Seuss' Grinch Whether or not you consider Ron Howard's version of Dr Seuss's classic How The Grinch Stole Christmas comical, yet disgraceful, there's no ignoring the little green monster's reign over the box office. The movie, How the Grinch Stole Christmas starring Jim Carrey, was released in November of 2000, reaching a gross high of over $200 million in the U.S alone (The Numbers). However, I feel that this version has over exaggerated the original story, and I will back this up by showing many examples of how Dr. Seuss’s classic turned into a marketing, franchise frenzy. Dr. Seuss's original fable is a simple story told with a great moral that criticizes the commercialization of Christmas. The original story features an â€Å"Ebenezer Scrooge† type creature that lives up the mountains outside "Whoville." The Grinch indulges himself in the annual ritual of spoiling everyone's festivities with a series of nasty pranks. This particular year however he plans to sabotage the holiday season by dressing as Santa Claus, clim...

Elasticity of Labour Demand Essays -- Economics

Elasticity of Labour Demand Labour is a derived demand realised by the demand for the product that the labour will be producing. The theory of ‘labour demand’ explains the behaviour of the firm with the key principle being to achieve the optimal amounts of labour employers will want to utilise at different wage levels. We must make several assumptions when describing how the long run labour demand is derived. Firstly we must assume that firms are profit maximisers and therefore will attempt always to minimise any costs incurred. Further assumptions to simplify analysis of labour demand are that there are no costs of employment other than hourly wages and productivity of labour is independent of time worked. I.e. Labour is homogenous. The production process involves only two inputs, Labour (L) and Capital (K): The firmsÂ’ production functions in the short and long run: qSR = f(K, L) qLR = f(K, L) In the long run, the firms’ capital stock is not fixed at any level; K is now changeable as opposed to the short-run where the firm is burdened with a stock of capital that might not be the optimal level under the current market conditions. In the indeterminate ‘long run period’, the firm will therefore be able to select optimal combinations of its variable stock. A firm will now have more than one tool to use in order to capitalize on profits. The only long run constraint of the firm would be given by technology. To find the preferred choice of inputs we can examine different quantities of K and L given the ratio of the input prices with a level of output. These choices are depicted in a curve called an isoquant. An isoquant demonstrates a set of points where output is identical but different combinations of labour and capital are possible. Diagram Isoquant Criteria:  · Isoquants are downward sloping  · Isoquants can not intersect  · A higher isoquant is associated with a higher level of output  · An isoquant must be convex to the origin (displaying diminishing returns to scale) The slope of the isoquant is derived by moving between two points on the curve. Moving from A to B will maintain the level of output but change the ratio of inputs. In this case it will lower the capital stock from K1 to K2 but increase the level of employment from L1 to L2 .Output is decreased by the units of capital stock cut multiplied by the marginal product of capital, but i... ...as I have summarised), a one percent rise in the wage leads to a 30 per cent drop in employment levels. Private strategies are also affected, as a unionÂ’s bargaining strategy will be influenced by the elasticity. The more inelastic the employers demand for labour, the stronger the negotiations will be to oppose a wage cut. Unions would be more uncompromising when offered a lower wage. References: Books - Borjas, G. J. (2004), Labour Economics, 3rd Edition, McGraw-Hill - Hamermesh, D., Rees, A. (1988), The Economics of Work and Pay, 4th Edition, Harper & Row - McConnel, C. R., Brue, S. L., (1989), Contemporary Labour Economics, 2nd Edition, McGraw-Hill Book Company Websites - www.jstor.ac.uk - http://labour.ceps.lu/ Journals - Chiswick, C. U. (1985), Ââ€Å"The Elasticity of Substitution Revsited: The effects of secular changes in labour force structure†, Journal of Labour Economics, Vol 3 No. 4, pp 490-507 - Oi, W. (1962), Ââ€Å"Labour as a quasi-fixed factor†, Journal of Political Economy, Vol 70, pp 538-55 - Symons, J. and Layard, R. (1984), Ââ€Å"Neoclassical demand for labour functions for six major economies†, Economic Journal, Vol 94, pp 788-99

In the Snack Bar Essay

I picked this poem because I could picture the main character and his daily struggle clearly as I read the poem. Edwin Morgan used a lot of descriptions within the poem describing the surrounding area of the cafe and described the main character. The main theme that runs thought the whole poem is one of the daily struggle that an elderly gentleman’s has to go through although people might be aware of his presence they are ignorant to the fact of the help and support that he might need. This is portrayed in the poem by the following lines:- â€Å"An old man is trying to get to his feet† â€Å"Slowly he leavers himself up, his hands have no power. † â€Å"He is as far up as he can get. The dismal hump looming over him forces his head down† â€Å"The face not seem, bent down in a shadow under his cap† â€Å"Even on his feet he is staring at the floor or would be if he could see† Edwin Morgan’s descriptions uses a lot of literary techniques to help us picture the character one of the techniques he uses is juxtaposition this is used to show that nobody is really interested in this gentleman. â€Å"A few heads turn in the crowded evening snack bar. † Juxtaposition again is used describing the gentleman getting to his feet with no self-esteem or status. â€Å"Slowly he leavers himself up, his hands have no power† The word leavers also could represent the hard mechanical movement that the hands go through slow and stiff. The next literary technique showed enjambment something that has more than one meaning this is shown in â€Å"The dismal hump looming over him forces his head down† This line could mean that the character has a humped back but it can also mean that the character has a dark cloud hanging over him no self-esteem, no status. That he is unseen in today’s society. â€Å"He stands in his stained beltless gabardine like a monstrous animal caught in a tent. † This sentence gives the allusion of a creature like King Kong it also has alliteration running through the theme that he slitters along unnoticed. The first turning point with in the poem that makes the character real instead of a creature when he states that the character is actually blind and although his appearance isn’t appealing to people around him he probably would not notice as he cannot see it. â€Å"Or it would be, if he could see†. Edwin Morgan then goes on to explain that he notices how the man’s white stick that once might have been new and clean was now all â€Å"scuffed and muddy† which told myself that the man probably lived alone, that there was no one there to help him co-ordinate and see that his clothes were clean and presentable. Edwin Morgan then lists the characters afflictions in the poem making you see him how everyone around may see almost making you feel pity for the gentleman. â€Å"Long-blind, hunchback born, half paralysed. † Edwin Morgan then makes the character real when he states that he â€Å"Speaks† This makes large probably dirty deformed object actually human. â€Å"I need the toilet† the character is also showing his vulnerability that he has to state out loud a personal function, making him fragile and dependant on someone else’s help. The text then changes into two people having a conversation stopping him from being the solitary object that people are ignoring to a person asking for help a human being. The gentle man hakes the man’s arm trying to take charge of the situation but the gentleman tells him â€Å"Give me your arm its better he says† Again the communication between the two gentlemen makes him real and also fragile once again that he is dependent on someone else’s help. Onamatapia is used in the next line to show the speed used to travel across the cafe â€Å"Inch by inch† With a passive reference on how they go â€Å"We drift† Edwin Morgan then describes what is possibly a short distance actually feels like a vast area by using the slimily. â€Å"A few yards of floor are like a landscape† The word landscape could also refer to obsicals that they have to avoid to cross the floor. That it feels to him like â€Å"Time has almost stopped† that it is taking an eternity to reach their destination. Edwin Morgan then sees the world through the gentleman’s perspective : â€Å"Slidie puddle from the night’s umbrella’s† â€Å"Table edges, people’s feet† â€Å"Hiss of the coffee – machine, voices and laughter,† â€Å"Smell of cigar, hamburgers, wet coats steaming.† And the shuffle of the slow pace to the stairs shoes alliterations the shuffling sound in the words â€Å"And the slow dangerous inches to the stairs† The tone of the poem changes to quite an active one here but it also shows how dependant the gentleman still is still vulnerable and needs help â€Å"I put his hand on the rail. † â€Å"And take his stick† â€Å"He clings to me. â€Å"The stick â€Å"this is enjambment the stick could represent the gentleman helping him. â€Å"White tiles and mirrors at last, he shambles† the writer is using synecdoche here to symbolise that they have reached their destination.

IT Applications and Groupware Essay

Groupware Technology uses software that collaborate the work of different groups. It is based on internal networks and centralized storage space. The purpose is to facilitate fast communication without physical contact. Groupware includes email, workflow, calendaring, instant messaging and conferencing. Implementation Strategies The three main strategies for effective implementation and use of groupware are as follows: Understanding the Organizational Requirements This is the most important part for implementation any technology or group in an organization. Different organizations require different groupware products as they have different requirements. (Hills) A groupware that is good for one organization might turn out to be a disaster for another. Therefore it is necessary to understand the requirements of the organization before implementing any new technology. This involves the study of underlying business processes and work flows, mapping them and then identifying gaps and areas which need improvement or need to be automated. The goals of the company, its organization structure and size are important factors in evaluating what is best for the company. Large companies with great number of employees require higher level of collaboration as compared to small companies and therefore need more complex technology. The communication structure within the organization is also an important factor. Some organizations follow a strict and formal stru cture of conversing while others rely on less formal way. Thus the communication style needs to be understood before implementing technology to automate it. Lastly the new technology must blend well with the existing systems. Most of the organization do not follow a sharing culture and people like to work independently and are reluctant to share information. Implementing Groupware technology in such an organization will not be effective as people would oppose any change that will be threat to their existing culture. The solution lies in first changing the organization culture and then implementing the new technology. The company should promote a collaborative culture that encourages people to work in teams and share their work and ideas. (Hills) Managing and Training People People are an important asset of any organization. If their needs and requirements are not satisfied then any change introduced in bound to fail.   Unless the technology is accepted by the users, any investment in that technology would be a complete failure. People usually oppose change because they like doing the things they have always been done. Therefore it is important to understand their concerns, problems and interactions before implementing the groupware technology. They need to be assured that the new technology is not to replace them but to make their work more efficient and fast. Employees most fear the loss of control and privacy as groupware makes everything available to everyone through a centralized system. These fears can be overcome by making people a part of implementation process and involving them as much as possible. Moreover people do not like to follow standard operating procedure and follow the more convenient methods. Thus the actual work practices need to be studied and incorporated in the groupware systems. (Hills) The success of any investment in technology depends on how readily it is accepted by the users. Therefore whenever a new technology is introduced the user must be trained to use it. They must be made to feel secure and assured that the technology is to improve their work. Organizations must hold training and interview sessions to cover all their needs and to involve them in the implementation process as much as possible. The purpose and benefits of the new groupware technology must be well communicated. 3. Using the Right Technology and Tools Once the organization and people requirements are well understood, the organization knows which technology is suitable for them. However other than the organizational structure and people, the technology infrastructure of the organization is also an important factor. There are four main factors to consider:  · Internal Network Structure The groupware technology is meant to provide a shared environment through collaboration and therefore require good understanding of the existing network technology. Network delays, User interface, audio/video quality, notifications and concurrency control are vital considerations since they all affect the user experience. (Brinck, 1998) If the existing Networks of the company are not up to the standard and face considerable delays and suffer from slow response time then implementing any new technology would do no good but will actually make things worse. Therefore organizations must upgrade their technology infrastructure including internal networks to utilize full benefit of the new technology.  · Collaborative tools One of the challenges in the collaborative environment is the tracking of shared documents. In a shared environment documents are used by multiple people and there exist multiple copies of the same document in different places. This makes hard to identify which the final version of the document. So Tracking and Version Control tools in groupware keep a record of all changes in a document and present the user with one final version. Features like Digital Signatures also help in tracking documents by storing information about who holds the document at what time and what changes were made. (Miller, 2005)  · Maintaining Privacy and Control Since collaborative systems allow sharing of information, thus Privacy and Security are the two major challenges faced by organizations implementing groupware. However some information is private and needs to be protected. The collaborative environment of groupware technology allows all information to be available to everyone at all time. This may lead to unauthorized access of information. One way to protect confidential information is to gives users control over what information they want to share. Also enforcing controls over what information a user can view saves private information to be seen by users who do not require it.   (Brinck , 1998)  · Consistency and Concurrency In groupware systems, one document is viewed by multiple users. Therefore it is important that consistency is maintained and all users view the same type of information. For example if one user has red color for a particular document and the other user has a blue color for the same document then this will create confusion. All users must be view the same data. To avoid this misunderstanding users must now what information is private and what information is shared. It is also important that users are provided customized view as all users don’t require everything. However customization requirements must not conflict with consistency. Every user must know how others are viewing the information. (Brinck, 1998) Concurrency is coordinating multiple tasks that are done at the same time. In a shared environment one document can be accessed by multiple users. This causes problems like one person accessing the document for all the time, unauthorized access and conflicting changes made by all users. To avoid such issues techniques like floor control, locking and merging is used. In this only one person can control over who accesses the document and for what time. The person who wants to access the document locks it so that other users can just view it without modifying. Similarly all users can edit the document during the time it is locked with them. In the end all the changes by different users are merged together so that the users have one final document at the end. (Brinck, 1998) Conclusion Technology infrastructure including the internal networks of the organization is important  issue that needs attention for any new technology implementation. However the social impact  cannot be ignored. It is highly required for successful implementation that the technology fulfills  the needs of users and is accepted by them.

Psychology and Motivation

This essay examines the topic on ‘psychology and motivation’, where money has long been considered the most effective motivator of staff. Therefore, three specific management theories would be used in this paper to evaluate the use of monetary incentives in employee motivation. Motivation is purely a simple active process of leadership behavior. It creates conditions which drives an individual to do things right. Motivation is a built-in response in an individual and it appears within an individual instead of establishing from the outside (Baldoni, 2005). Motivation is the key to performance improvement. Unfortunately, in today’s working society, the traditional approach of monetary incentives tempts individuals only to a certain extent. Though monetary incentives are able to fulfill the basic needs (hunger, thirst and daily necessities) of an individual, it cannot ‘buy happiness’ like work satisfaction or help people attain power. Money makes people feel self-sufficient. Human beings are thus more likely to put forth effort to attain personal goals (Buchanan, 2009). Instead of using the traditional approach, employers can consider adopting another method of motivating their staff – Maslow’s theory of motivation – Hierarchy of needs. Maslow’s motivation theory shows that individuals are being motivated by unfulfilled needs (Clifford & Thorpe, 2007). According to Maslow, there are five types of needs. These needs are illustrated in the figure below. Maslow Theory of Motivation – Hierarchy of Needs (tutor2u) Maslow identified these five needs which are considered the â€Å"deficiency needs. † When one is motivated to satisfy these needs, one will work hard to achieve it. Therefore, these needs must be satisfied in order for work productivity to be improved. When these needs are satisfied, naturally, employees would want to remain in the company. Thus, employers can motivate individuals by satisfying these five types of needs mentioned by Maslow differently. For physiological motivation, employers can provide sufficient meal breaks for employees. This is done in the hope that employees can not only have sufficient time to eat a proper meal, but also time for them to rest and to be re-energized. This time can also be used for the employees to run their errands, since most shops are often closed for the day when these employees knock off. To meet the employees’ safety needs, employers can provide a safe working environment that is generally free of threats to the employees. In this way, employees would feel at ease during work as their safety is being well taken care off. If the employees have job security, it also enhances their satisfaction. For social needs, employers have to ensure that employees do feel a sense of belonging with the company. In order to do so, employers can maintain traditions and working characteristics to create a sense of belonging and of shared values and objectives. By using all means of communications, employers can create a relaxed and collaborative mood between all workers, and also to encourage a team game and a sense of responsibility in the employees. However, this would also mean transferring some of the control from the employers to the employees. For esteem motivators, employers can recognize employees’ achievements by appreciating their work in forms of incentive pay systems. Other than monetary forms, employers can also recognize their efforts in the company’s annual dinners by showing their appreciation with medals or trophies that enhance the rewarded employee’s status, allowing them to feel valued and appreciated for their hard work. Lastly, for self-actualization, employers can offer more challenging and meaningful work assignments which would require employees to be creative and innovate, so that they can progress with accordance to their long-term goals. However, not every individual is motivated by the exact same needs. Employers have to recognize such needs that each employee is pursuing and try to fulfill these needs with reasonable solutions that would benefit both parties. Thus, with employers trying their best to satisfy these five needs as mentioned by Maslow constantly, employees would be more motivated to continue working with the company as they feel valued and appreciated by employers. Thus, this shows that not only monetary incentives are able to motivate employees, the basic needs of an individual are equally essential for employees to fulfill as well. According to Frederick Herzberg’s two factory motivation theory, individuals are affected by two factors; motivation factors which include personal satisfaction and psychological growth and hygiene factors like dissatisfaction. Some typical hygiene factors that Herzberg discovered during his investigation in the U. S. A. would be working conditions, feelings of security, job, interpersonal relation and status (Management. net, 2009). Therefore, if these hygiene factors are not sufficient to the employees, they can be turned into the sources of dissatisfaction with work. For employees’ personal growth, motivation factors like recognition for achievement, responsibility of tasks and advancement to higher level tasks are needed as they are able to create job satisfaction. These factors can help to motivate an individual to perform and achieve above-average performance and effort. However, all hygiene factors must be met first in order for motivation factors to be fulfilling. The different combination of hygiene factors and motivation factors results in four scenarios. A high hygiene but low motivation factor results in an environment where employees have few complaints but are not highly motivated because they merely work for a living. If employees are motivated and yet still have complaints, this shows that the job is full of excitement and challenging, but the wages and working conditions does not meet the minimal individual requirements. The worst situation is the combination of low hygiene and low motivation where unmotivated employees have lots of complaints. Of course, the perfect situation is the combination of high hygiene and high motivation where employees are highly motivated and have fewer complaints (Tutor2u. net, 2010). Herzberg suggested that employers should focus on the people-oriented approach which emphasizes on job satisfaction through job rotation, an arrangement where employees are able to engage in a variety of jobs in the same organization to increase interest and motivation, and also to discover which is the most suitable job for them. In addition, job enrichment is yet another method where employers can enhance individual jobs, allocating more responsibilities to individuals with the aim of rewarding and inspiring the staff. A combination of the previous two methods is likely to result in the best result (Fisher, Schoenfeldt, & Shaw, 2003). In today’s work and other contexts, motivation does not necessary mean using the traditional approach of monetary incentives. Other incentives, for instance, free travel packages, movie tickets or other impromptu recognition rewards are also able to motivate employees to high performance work levels, often without the usage of large monetary incentives (Tan CH, D Torrington, 2004). In â€Å"The Human Side of Enterprise†, Douglas McGregor examined theories of individual behaviors at work, thus formulating two theories which can be categorized as Theory X and Theory Y (Accel-Team, 2010). According to McGregor, Theory X assumes workers work mainly for money and security, and dislike work and would avoid it if possible. Thus, in order for Theory X workers to achieve organizational objectives, various kinds of rewards offered by employees would be the most popular and appropriate motivator to such employees. However, on the other hand, Theory Y assumes there are workers who enjoy challenges in their work and would want more from their jobs than just mere monetary incentives. Therefore, for Theory Y workers, employers have to create a creative working environment or culture in order for employees to show and develop their creativity (Tutor2u. net, 2010). Under Theory X, employers must be careful to maintain a delicate balance between the two extremes – hard and soft approach towards employees. The hard approach refers to management using coercion, micromanagement, and reining a tight control over the employees, while a soft approach relies on taking a permissive and harmonious approach towards them, in the hope that they will cooperate when required. However, McGregor asserts that using such approaches are not the most efficient because it might result in hostility from employees if the former approach is used, or cause repeated requests for various benefits when a soft approach is used to entice the employees. On the other hand, under the Theory Y, employees’ personal goals can be aligned with organizational goals by using the employee’s own quest for fulfillment as the motivator (NetMBA. com, 2007). McGregor stressed that the soft management approach does not apply to Theory Y management and it is also recognized that some individuals may not be able to reached the level of maturity assumed by Theory Y and therefore, tighter controls can be gradually reduced as employees develops their independence. The discussion thus far leads to the conclusion that people with more money tend to be happier than those with less – but only up to a certain extent. Money’s impact on happiness suffers from diminishing returns: once an individual have sufficient food and shelter, more cash does not bring much extra joy (Buchanan, 2009). Researchers believe that extra capital leave people less worried about their financial health, and are thus less stressed. However, ‘experimental experiences’ such as trips to the theatre or travel trips sponsored by employers brings more happiness and joy to employees rather than just monetary incentives. Though monetary incentive seems more appealing, a good experience is still able to wield its power to bring pleasure to employees.