Training and Development Research Paper Example | Topics and Well Written Essays - 1000 words

Training and Development - Research Paper Example Pascale et al. (1997) argue that the companies excel in the present business environment when a large percentage of employees contemplate deeply about the success of the organization. The feeling motivates employees to take a greater interest in activities of the organization creating increased involvement of the employees in the organization. Dickson (2011) defines employee engagement as a feeling of passion, commitment, and energy that transforms into taking initiative, increased innovation and persistency with the tasks. In a survey carried out by Melcrum, a research and training consultancy firm, it was found that 27 percent of the organizations undertook a dedicated engagement program while 54 percent of the organizations took engagement as a routine philosophy ingrained in overall employee practices. This proves that organizations do recognize the employee engagement as an important ingredient for their success. Bradford (2012) argues that aligning everyone to the organization strategy is critical to achieve what organization has earmarked as its strategic goal in the short as well as long run. Bradford outlines five basic steps to establish employees’ alignment with the company strategy. At the outset, employees must be imparted with the conceptual tools so as to have a good strategic thinking about the work. The examples of such tools are training and role models. That is to say, employees must have freedom to make strategic decisions in line with the company's strategy. It is necessary that employees understand the basics of business to see that the strategy is going to make their organization better, enhance their job security and chances of promotions. Without such conceptual tools, it will be difficult to achieve employee engagement. Secondly, employees must have clear understanding about strategy of the organization. Employees aligned with strategy of the organization will have more focused objective before them. Bradford suggests that the best way of aligning employees is to make it their strategy. It is better to involve as many people as possible in

International Monetary Fund, International Financial Statistics Essay

International Monetary Fund, International Financial Statistics - Essay Example In Euros this would amount to 100,000/1.4950=66889.63. The ask rate is being used because the buyer of the share would first sell the Euros in the American market to get a 100,000 dollars to buy the shares. b) If you sell the shares you would receive 110,000 in USD. The buying rate would be used because the seller would have to buy the Euros from the market after selling in dollars. Therefore they would receive 110,000/1.4550 = 75601.37 Euros c) The cost of the broker when buying the shares= 100,000 *0.2%= 200 In Euros this cost would be 200/1.4950=133.77 Cost in Dollars = 100200 Cost in Euros =67023.409 Cost of the broker commission when selling the shares= 110,000 * 0.2%= 220 In Euros this cost would be= 220/1.4550=151,20, as the investor would buy from Dollars to pay the commission. The total proceeds would be 109,780 USD and 75752.58 Euro. 2 You are the manager of an American pension fund and decide, on January 5, to buy ten thousand shares of British Airways listed in London. Yo u sell them on February 5. Here are the quotes that you can use: January 5 British Airways share price (?): Buying = 3.50 and selling = 3.52 Exchange rate (dollars per pound): Buying =1.5000 and selling = 1.5040 February 5 British Airways share price (?): Buying = 3.81 and selling 3.83 Exchange rate (dollars per pound): Buying =1.4500 and selling = 1.4540 You must pay the U.K. broker a commission of 0.2% of the transaction value (on the purchase and on the sale). (a) What is your sterling rate of return on the operation? (b) What is your dollar rate of return on the operation? Answers: Buying Cost in Pounds: 3.5 *10,000 = 35000 ? Buying Cost in USD: 35,000 *1.5= 52500 USD Commission on Purchase: 35000*0.2%=70? Commission on Purchase USD= 70 * 1.5= 105 Sale Proceeds in Pounds: 3.83*10,000= 38,300 ? Proceeds in USD: 38,300 * 1.4540 = 55688.2 Commissions on Sale : 38,300 * 0.02% = 76.8 ? Commission on Sale in USD: 76.8 *1.4540= 111.37 a) Sterling rate of return Total Investment : 35000 + 70= 35070? Total proceeds: 38300-76.8= 38376.8 Profit= 3306.8 Return= 9.429% b) Dollar Rate of return Investment in dollars: 52500+105=52605 Total Proceeds in USD: 55688-111.37= 55576.63 Profit in USD: 2971.63 Return: 5.648% 3 You are a U.S. investor and wish to buy ten thousand shares of Club Mediterranee (â€Å"Club Med†). You can buy them either in Paris or in London. You ask the brokers to quote you net prices (no commissions paid). There are no taxes on foreign shares listed in London. Here are the quotes: London (in ? per share): Buying at 56.75 and selling at 58.125 Paris (in â‚ ¬ per share) Buying at 78 ? and selling at 78 ? The exchange rates are: Dollars per pound: buying = 1.9450 and selling = 1.9950 Dollars per euro: buying = 1.4850 and selling = 1.4855 What is your total dollar cost if you buy the Club Med shares at the cheaper place? Answers: If you buy the shares in London: 10,000 * 58.125 = 581250 ? If you buy the shares in Paris: 10,000 * 78. 75=787500 à ¢â€š ¬ Cost in Dollars in London Purchase= 581,250 * 1.9450=11,30,531 USD would be required. The buying price is used because investor would first sell dollars to get the pounds to buy the shares. Cost in USD of Paris Purchase: 787500*1.4850=1169437.5 USD The cheaper price to buy the shares would be 11, 30,531 USD. 4 Assume the following quotes: ii Mexican peso/USD 9.3850 –

Factors that affect employee motivation

Factors that affect employee motivation Motivation has to do with the understanding of the reasons why human beings act the way they do. It is said to be the study of psychology and is concerned with explaining all forms of human behaviours (Phil Gorman, 2004). Motivation is a very important aspect of psychology that tries to explain why humans or animals act in a certain manner (David A.H, 1995). Motivation studies have to do with the study of the Human psychology and behavioural patterns, it is an attempt to explain why and what the reasons are for actions we take. Mitchell (1982) suggests that the term motivation represents those psychological process that cause the awakening, direction and persistence of voluntary actions that are goal oriented. It is a psychological process resulting from the corresponding interaction between the individual and the environment that affects a persons choices, effort and persistence (Gary P. L and Christopher T, 2006). Motivation seeks to explain the why of behaviour (Phil Gorman, 2004). When we ask why a person or animal behaves in a particular manner, we are essentially asking about motivation (Mook, 1996). Motivation has generally been related to the need to achieve specific goals. It is concerned with goal-directed behaviours that pushes us towards certain actions and not others and is also the complex process that moves individuals towards some goals (Phil Gorman, 2004). Robbins (1993) defined motivation as the willingness to exert high levels of effort toward organisational goals, conditioned by the efforts and ability to satisfy some personal needs. According to David A. H (1995), Motivation examines two aspects of behaviour; the direction of behaviour those concerned with the influences which cause specific actions in humans and the intensity of behaviour concerned with the strength of behaviour. It is concerned with what causes specific actions, the reasons for actions we undertake and what determines the intensity of such action. Two individuals could be motivated towards a specific goal, say passing an exam. They will both be motivated to read, but the degree or intensity of motivation will usually not be the same for both individuals. Motivation studies are undertaken in order to explain the onset, the direction, the intensity and the persistence of behaviour directed towards the attainment of one or more goals or objectives (Mark R. Z ,2006). So many authors have written and established various motivation theories. The following chapters in this review will discuss on the various motivation theories and contributions of renowned writers in the field of motivation studies. MOTIVATION THEORIES MAJOR CONCEPTS AND CONTRIBUTIONS. ABRAHAM H. MASLOWS HIERARCHY OF NEEDS THEORY This theory advocates that all individuals are born with natural needs and if these needs are not fulfilled, the individual will be motivated to act in a manner that will enable him satisfy them. Maslow A.H (1954) suggests that all individuals have a series of human needs which are prioritised on an ascending scale, with basic physiological survival needs at the bottom and the more psychological individual needs at the top. Maslow (1954)s Hierarchy of needs stems from Physiological needs (survival), Safety needs, Social needs, Esteem needs and Self-actualization at the top. According to this theory, humans have gone beyond the need of only basic survival needs but are now driven towards greater achievements and high needs up till self actualization. Maslow (1954)s theory also assumes that these needs are activated in a sequential order starting from the bottom and a higher need emerging when the lower need has been satisfied and that after a need has been satisfied it ceases to dominate behaviour. Physiological needs: These are the basic biological needs of man to survive. These needs are food, water, shelter etc. Maslow (1954) believes that humans are likely to be motivated by physiological needs rather than any other need. Once this needs have been satisfied, he is then motivated by the next level set of needs. Safety needs: This refers to the need for security, freedom from fear and anxiety, need for stability and protection. Maslow (1954) suggests that this safety needs are mostly apparent in chaotic societies and when there is a stable, smooth running and good society, this need will not be so desired. Social needs: This is the need for love and social belonging. When these needs are not satisfied, individuals will do all in their power to get affection from family and friends (Maslow, 1954) Esteem needs: This refers to the need for prestige and recognition from others. It refers to the need for development, maintenance of self-respect and respect from others (David A.H, 1995). Self actualization: This is the individual need of achieving ones full capability. It is the satisfaction of reaching what the individual believes to be his/her full potential. Maslow (1954) however, was of the view that very few people manage to satisfy the highest set of needs such as self actualization. Some strengths of the theory; Theory acknowledges that all individuals have in-born natural needs and when these needs are not satisfied the individual is compelled to act in a manner that will enable him satisfy these needs. He has been able to combine both physiological and psychological needs in his hierarchy of needs theory. Physiological having to do with the innate needs and instinctive drives to satisfy these needs in the body. While psychological needs stem from cognitive conscious assessment before actions are taken. David A.H (1995) noted that the ascending hierarchy of needs is not a one way process, if lower needs become unsatisfied, the individual will go back towards satisfying those lower needs. The theory also suggests that the hierarchy does not apply rigidly to all individuals and some individuals may seek to satisfy some higher needs at the expense of lower ones (Maslow. 1954) Pointed out below are some weaknesses of the theory; Phil Gorman (2004) pointed out that the theory doesnt seem to take account of the possibility that people who make small achievements in their lives may feel satisfied and fulfilled believing that they have truly achieved their full potential. He suggests that this may be due to restrictions placed upon them by their social background. The theory does not consider that other factors such as environment and society can influence the individual to act in a particular manner. According to Stanworth and Curran (1973) the theory ignores the way the culture of a society and its subcultures, structure the aspirations and expectations of individuals and groups. Ivan T. R, et al (1992) bares the opinion that Maslows theory barely touches on the role of environmental factors in the development of his hierarchy. The theory is difficult to apply in some situations. Stanworth and Curran (1973) also pointed out that most people who set up businesses would seem to be satisfying the higher level of needs in Maslows theory and going into a business is quite a risky venture. This means they are more concerned about a higher need of opening a business than a lower need, security and risk of having a business. HERZBERG F.W HYGIENE THEORY This theory is primarily concerned with motivation at the work place. According to Herzberg et al (1959) there are basically two sets of factors that influence behaviour; Hygiene Factors (dissatisfiers) and Motivators (satisfiers) Hygiene factors (dissatisfiers) These are factors that do not satisfy the individuals but only keep them from being dissatisfied. The presence of these factors in a work place will mean the individuals will not be unsatisfied but they will not be motivated either. These factors include, good working conditions, good salary, supervision, security, relationship with peers, company policy and administration. Most of these factors are classified as being extrinsic (David A.H, 1995). Motivators (satisfiers) These are those factors that actually motivate the individuals in the work place. They give the individual a feeling of self satisfaction and achievement. These factors are essentially internal and examples of these motivators are need for recognition, personal development and advancement and the need for growth. These motivators are related to the content of the job that allows the individual employee to develop their occupation as a source of personal growth. Employees will be motivated with such factors as they allow them satisfy the need for self actualization (Herzberg et al, 1959). Part of the strengths of this theory is that just like Maslows theory, Herzberg et al (1959) believes that all human beings have physiological needs that can be satisfied with money e.g. Food and water and psychological needs such as the need for self-development and self-actualization. While a major weakness is that Herzberg has also neglected the influence of the environment and societal background as possible motivators. Some of his hygiene factors such as good salary which he suggests will only prevent an individual from being dissatisfied, in some case can actually provide motivation to the individual (David A.H, 1995). McGREGOR DOUGLAS. -THEORY X AND Y McGregor (1960), suggest that there is a direct relation between the way managers treat their workers and workers motivation. McGregor believes there are two major approaches to the management of people and they have to do with a managers view on workers attitude towards work. He formulated the theories X and Y. Theory X In this theory, management treats workers with little or no respect. The attitude of managers towards workers in this theory is based on: The belief that the average human being dislikes work and will avoid it if possible. That most people have to be controlled, forced, directed and punished to get them to put adequate efforts towards the achievement of organisation objectives. That the average human, prefers to be directed wish to avoid responsibility and wants security above all (Evans D, 1990). Theory X is patronizing and makes no allowance for workers individualism. It is based on aspects of management such as discipline and control (David A.H, 1995). Theory Y This theory concentrates on delegation, decentralization, participation and consultation. The characteristics of management here are as follows: External control and the threat of punishment are not the only means of bringing out efforts towards achieving organisation objectives. People are committed to objectives in proportion to the rewards associated with achieving the objectives. That the average human being learns, under proper conditions not only to accept but to seek responsibility (David A.H, 1995). The theory encourages participative management and suggests that for workers to be motivated it is necessary to allow them use their skills within the work place. This will make them feel involved as part of the organisation. ALDERFERS EXISTENCE RELATEDNESS AND GROWTH THEORY (ERG) This theory advocates that in the attempt to achieve individual satisfaction, people are motivated to act in a specific manner (Aldefer C.P, 1972). He suggests that satisfaction relies on the fulfilment of natural needs such as existence, relatedness and growth. Individuals constantly interact with their environment which as an effect in their behaviour. He believes that these 3 sets of needs are able to exist simultaneously and can be satisfied in a flexible order. Existence needs: These needs are concerned with physiological and material factors related to survival such as hunger, thirst, salary and working conditions. Relatedness: This has to do with the need to relate with others in the society. Individuals are motivated to seek satisfaction in their social relationships. Growth needs: This refers to creating the optimum use of existing capacities and the development of new capacities. Satisfaction of growth needs depends on the individual developing to their full potential (Alderfer C.P, 1972). This theory does suggest a rigid hierarchical structure and does not propose that an individual will try to satisfy one set of needs at a time (David A.H, 1995). McCLELLANDS NEED FOR ACHIEVEMENT THEORY This theory is also based on three innate needs which are of optimum importance. They are the need for achievement, affiliation and power (McClelland, 1961). Robbins (1993) believes that those who have strong drives to succeed are searching for personal achievements rather than rewards. They have the drive to improve on better ways of doing things. Need for achievement (N.arch): This can be described as the need for success and high standards of personal excellence (David A.H, 1995). It is the drive to achieve success. Need for affiliation: This is the need for a good relationship with other individuals. Need for power: This is the need to want to influence and exert some level of control over others. McClelland (1961) believes that all individuals have each of these needs although the level of intensity of the needs varies between each person. This means that some people might have high needs of some and low of the others. According to McClelland et al (1953), any attempt to understand a persons motivation to achieve must take into account both the personality and situation the individual finds him or herself in. He also suggested that the desire for achievement in a society could be measured from the kind of achievement imagery presented to the children (McClelland, 1961). Stanjworth Curran (1973), pointed out that McClellands theory considers differences between groups in motivational pattern and relates this to social and cultural factors. EDWARD TOLMANSS EXPECTANCY THEORY Tolman E.C (1948), theory suggests that the motivation of individuals is not based on needs or drives but is determined by the presence of goals and the expectancy that their behaviour will lead to the attainment of this goal. He believes that human beings will be motivated in a specific manner when they are convinced that the results of the behaviour will be desired by them. The theory basically harps on individual motivation and the influence of the society. Tolmans theory recognises that people have different types of needs, desires and goals and proposes that the amount of effort people are prepared to put in task depends on whether the effort will produce better performance (Ivan T.R et al, 1992). VROOM V.H EXPECTANCY, VALENCE INSRRUMENTALITY THEORY This theory stems from Tolmans expectancy theory but in addition to expectancy Vroom added valence and instrumentality as determinants of motivation. Expectancy: Vroom Edward (1970) suggests that expectancy is a momentary belief concerning the likelihood that a particular act will be followed by a particular outcome. Instrumentality: This assumes that the behaviour of individuals is influenced by the degree to which additional desired goals can be attained as the direct result of such behaviour (Vroom Edward, 1970). The theory suggests that the amount of effort people are willing to put in a task depends on whether the performance when achieved will pay off in terms of outcomes (Ivan T.R et al, 1992). Valence: This refers to the value of the outcomes. Vroom Edward (1970) suggests that individuals value some outcomes highly and hence desire them and can value outcomes lowly and try to avoid them. He states that we are motivated by the fact that we expect specific behaviours to result in specific outcomes and that such outcomes will have a degree of valence. The main motivation points of Vroom according to David A.H (1995) are The expectancy that specific behaviour will result in that attainment of a specific goal, the value of the desired goal and the degree to which such behaviour is instrumental to the attainment of other additional goals. EDWIN A. LOCKE GOAL THEORY Basically this theory looks at motivation from the angle of motivating the employer. It suggests that when specific goals and targets are set out for individuals, they become motivated in order to achieve the goals. This theory has identified that human beings act in a specific way when they are faced with a particular goal (Locke E.A, 1968). The highlights of this theory are that difficult goals should be set because they result in higher performance, employees should be part of the goal setting and that there should be adequate feedback with guidance and advice (Locke Latham, 1984). Locke pointed out that incentives such as money, participation, competition and praise can influence goals. According to Ivan T. Robertson et al (1992) goals have been demonstrated to affect performance through four mechanisms: Directing attention and action. Mobilizing effort Increasing task persistence. Motivating the search for appropriate performance strategies. Ivan T. Robertson et al (1992) also added two goal attributes that could be relevant for motivation. Goal content the level of goal difficulty and how specific it is and Goal intensity strength and commitment attached to the goal. RECENT IDEAS ON MOTIVATION THEORIES The recent theories on motivation havent really come up with any new idea very different from what other older writers on the subject have written; instead they have built on it to make it more adaptable to the changing environment and human perspective. SHEILA RITCHIE AND PETER MARTIN 12 FACTORS OF MOTIVATION They gathered a list of factors that affected motivation in the work place and finally trimmed them down to 12 basic factors. Their observation method was to create a self assessment profile which was developed in other to find out what motivated people and also to weight the factors against each other. Their result was a unique motivational profile for each person which gave the relative strength of each factor when compared to each other. The 12 factors were developed from older theories of motivation (Sheila R Peter M, 1999). The 12 factors of motivation pointed out by Sheila R Peter M (1999) where: Money and tangible rewards: This is where money and tangible result is the overwhelming driving force. Where money is the motivator, people so inclined will be ready to tolerate any amount of boredom, work long hours. Undertake repetitive task over periods of months and years and even put work before family. People who have high money needs will regard their physical conditions at work with complete indifference. This factor relates to Tolman and Vrooms expectancy theory where they suggest that individuals act in a particular way when they expect a kind of reward that, they value (Vroom Edward, 1970). Physical condition: In their theory, physical conditions have to do with those physical factors that could motivate in a work place. This touches on the work space, work environment and how comfortable it is. Some people could be motivated by the mare fact that they work in a very comfortable and beautiful environment. However, they pointed out that physical factors in relation to other motivating factors are not seen as very important. Structure: This has to do with the organisational structure and administration of a work place. They believe that people with differing structure requirements need to be motivated in significantly different ways, the right approach motivates and the wrong approach will de-motivate. They suggest that very high structured people need to know where they stand. They need to know the rules and be assured that they have followed the right procedures. Anxiety may be the root cause of their desire for structure and may find a lack of structure very stressful. Some features of structure include timing, rules and procedures, societys norm and expectation, planning, good communication and information circulation etc (Sheila R Peter M, 1999). People Contact: People with this factor enjoy dealing with other people and derive comfort and satisfaction from having a number of others around them. They would prefer to work with other people nearby rather than on their own. Most are likely to be highly tolerant with the rowdiness that working with others entail and will even perform better in such situation (Sheila R Peter M, 1999). This in a way is related to Maslows hierarchys third stage that refers to the need for love and human relationship. Relationship: This has to do with those motivated by the need for relationships. They suggest that this need can be satisfied outside the work place but for organisations based on commitment and trust between employees will need long term relationships between employees. According to Sheila R Peter M (1999), this particular need usually depends on the organisation in question. Organisations were members of staff are interchanged, work shifts and level of skills are low, will not be in need of long term relationships. This is also related to Maslows need for love and relationship needs. Recognition: This factor harps on the need for attention and praise. Sheila R Peter M (1999) pointed out that high recognition needs can make people so dependent on others for approval, that in occasions where there is no recognition, they are unable to act independently. People with high need of this will always take care that they meet expectation. Achievement: Sheila R Peter M (1999) suggests that a strong characteristics of those with a high achievement drive is that they which to do things on their own. People with this need can find themselves voluntarily working long hours and driving themselves hard. They have to be satisfied that the targets they are aiming are achievable. High achievers are likely to be motivated, if they are not achieving they are likely to feel worthless. They will do whatever it takes to achieve their goals. Motivating such people has to start with the definition of the target (Sheila R Peter M, 1999). Power and Influence: This is the need to possess power and influence others. The ability to lead and influence people used properly according to Sheila R Peter M (1999) is one of the most desirable human qualities. The difference of this factor from others is that it involves people impinging directly on other people. They pointed out that here is also an element of risk that other people might not react favourably. Variety and change: This is the need to always want to do something different. This kind of people we need stimulation to move on to something different with boredom setting in after an initial discharge of energy. These individuals cope better where there is constant demand for new energy and new initiatives. Sheila R Peter M (1999), pointed out that the problem with this factor is that since the stimulation to change does not always arise, there is always the likely hood of uncompleted business or no motivation. Creativity: This concerns the original idea and the development of the new out of the old. They believe that the creative drive has a very important part to play in the organisation. They advocate that those who have the need for creativity to be given an enabling environment for them to operate (Sheila R Peter M, 1999). Self development: This factors shows that people who have high self development needs will judge their work in terms of what it does for them. These individuals are not motivated except it has something to do with their self development. Motivating such people requires an understanding of what they are looking for and an ability to relate what the organisation requires to what the need (Sheila R Peter M, 1999). Interest and usefulness: Sheila R Peter M (1999) believes that the need for job interest or usefulness is higher on average than the need for any other motivator. They stated that Professional and managerial people are more motivated for example by feeling of usefulness or interest than for opportunities to influence, achieve or be recognised. This factor suggests that the work place has to be structured in such a way that the employees find it useful and interesting and that in the absence of this factor, all other motivators will not work to full potential. (Sheila R Peter M, 1999). These 12 factors have covered in a way most motivating factors talked about by early researchers in the topic. REISS AND HAVERCAMPS SENSITIVITY REINFORCEMENT THEORY According to Reiss and Havercamp (1996), sensitivity theory suggests that individuals differ in both the types of reinforcement they desire and in the type of reinforcement they need to satisfy them and that people crave too much love, attention, acceptance, companionship or too much of some other fundamental reinforce are at the risk for peculiar behaviour because normative behaviour does not produce the desired amount of reinforcement. This theory generally postulates the idea of individual differences in reinforcement effectiveness. In discussing the theory, Reiss and Havercamp (1996) defined the concept of reinforcement sensitivity as an individual difference in the reinforcing effectiveness of a fundamental motivator. They mention three key phases of this theory: Reinforcing effectiveness, Individual difference and fundamental motivation. The high points of the theory according to Reiss and Havercamp (1996) are that the theory identifies individual differences in desired amount of reinforcement that is individual differences in rates of satisfaction, as an understudied and potentially important variable, suggesting that because people spend considerable time and energy seeking the reinforcement they desire, these individual differences may predict some person-environment interactions. Secondly, the theory suggests the need for research to identify the fundamental sources of motivation. And finally, that a new theory in the development of psychopathology is suggested based on the assumption that different individuals not only desire different types of reinforcement but also desire widely varying amounts of each fundamental reinforcer. CONCLUSION APPLICATION OF MOTIVATION THEORIES IN THE BUILT ENVIRONMENT AND CONSTRUCTION INDUSTRY The Built Environment and Construction industry is a labour intensive industry; therefore the application of motivation theories cant be ignored. The nature of the construction industry is different in the sense that it offers jobs which appeal to many people because of their interesting, challenging and rewarding nature (Birchall D.W 1977). According to Olomolaiye Ogunlana (1988) construction operatives in developing countries are faced with many problems unlike those experienced by their counterparts in developed countries. They believe the construction environment is different in terms of site organisation, quality of supervision and availability of production resources, so also is their socio-economic environment. This environment produces a different worker probably motivated by different factors. In this situation, even when we have highly motivated labour force, it is not right to assume that their motivation will lead to higher productivity. Inability to produce as expected, could lead to frustration and de-motivation. Essentially, extrinsic factors such as good working condition, availability working materials and resources can go a long way in motivation construction workers in developing countries. In the construction industry like every other industry productivity is paramount. The motivation theories discussed in the earlier chapters have shown that productivity of workers is directly related to motivation. When workers are highly motivated the will put more efforts in order to achieve self-fulfilment from doing so, and thereby resulting in higher productivity (Lam and Tang, 2003). Lam and Tang (2003), also added that motivation theories such as Maslows hierarchy of needs, Herzbergs Hygiene theory, McGregors X and Y theories, Vroomss expectancy theory, etc. are often applied to increase productivity in construction projects. Borcherding and Gamer (1981) in their view, have pointed out that there are certain factors that will cause dissatisfaction amongst construction workers. The factors include material availability, tool availability, overcrowded areas, inspection delays, incompetence of foremen, etc. and they also suggested that factors like good craftsman relationship, good orientation program, pay. Recognition, defined goals and projects well planned can motivate construction employees. In the application of motivation theories to the construction industry, Maslow and Herzbergs theories form the basis. Once a worker satisfies his/her physiological needs, he will strive towards satisfying safety and social needs. And then later on seek to satisfy the needs of social belonging and self-actualization. In order to satisfy the construction workers physiological needs and increase motivation a suitable salary scheme and employment policy should be established (Lam and Tang, 2003). Lam and Tang (2000) also noted that though eccentric rewards such as salary and financial benefits do not motivate employees to high work performance, they could lower employee dissatisfaction. Construction companies should maintain a high level of security, health and safety policy at work environment in order to satisfy the safety needs of workers. Effective communication will also give them a g=feeling that their jobs are secured. For social and relationship needs to be satisfied in the construction industry, induction programs for new employees should be organised to introduce them to company objectives, other colleagues, the facilities and the working environment. The concepts above will motivate the construction workers in the short term. Lam Tang (2003) also suggested that to motivate the construction employees on the long term, the below listed approaches will come in handy: Proper resource management and job design. Life-long learning programs. Open door communication. Effective rewarding systems. Diverse and contingency style of leadership. Empowering and valuing construction employees. Continual assessments and improvement of motivation programs. In summary the study and application of motivational theories in management is a very essential tool for all managers in all works of life, especially when there are direct interactions with human beings.

Comparison of the American and French Revolutions Essay -- American Fr

Comparison of the American and French Revolutions The American and French revolutions both compare and contrast in their origins and outcomes; both revolutions began due to the common peoples need to obtain independence and liberty from an oppressive government. The American Revolution was triggered by the American colonists need for financial independence from the overpowering nation of Great Britain, while the French revolution was a struggle to gain social equality among the masses. Although the American and French Revolutions were fought over the same ideas, the American Revolution is considered more â€Å"conservative† than the French. The intent of the American revolutionaries was not to initiate a revolution, but rather to gain their freedom from a â€Å"long train of abuses,† The French however were trying to cause a true revolution they were not just fighting for freedom but instead to over throw and remove the monarchy. The American revolutionaries had no choice but to defend their liberties; the tactics used by the Americans were not as directly aggressive as those used by the French. The American Revolution, beginning in 1776, was initiated due to the tension that existed between the thirteen American colonies and the island of Great Britain due to the war debt Great Britain had incurred when defending American colonists against the French and Indians. As a solution to the debt the British began passing legislation, which increased the taxation of American colonies, tightening their control over the colonists. One of the regulations that Parliament passed was the Stamp Act of 1765. This taxed all printed documents, including: wills, newspapers, and pamphlets. The colonists felt they were not fairly represented because they held no seat in Britain’s parliament. The rallying cry for the colonists became â€Å"no taxation without representation." After years of boycotting and peaceful protest the American colonists could no longer stand the abuse from Great Britain and decided that they had had enough. In 1775 the British troops and American Militia exchanged first shots of the Revolution. On July 4th, 1776, the Second Continental Congress issued the Declaration of Independence, written mostly by Thomas Jefferson. Due to a decisive American victory at Saratoga, the French agreed to aid the Americans, mainly because of a longstanding hatred between the French... ...g an impartial solution for all. The National Assembly took the Tennis Court Oath, which stated that no one was to leave unless a constitution was enacted for France. On August 26th, the Assembly drew up the Declaration of The Rights of Man and citizen. In contrast to the American Revolution, the French Revolution was more violently approached. Both the American and French revolutions ended with a victory of independence. In the American Revolution, the American colonists gained their independence from Great Britain while the French gained social equality and converted from an overpowering monarchy to a republic. They differed, however, by the means in which each set of revolutionaries went about revolting. The American Revolution was less violent and the Americans had attempted to first establish a compromise with King Louis XIV. The French Revolution was much more aggressive; the storming of the Bastille and massacre of many French nobility are prime examples of the violent tactics used during the revolution. Both revolutions have not only adequately show the importance of individual and universal rights, but also show two different ways of achieving liberty through revolt.

Concepts Of Essential Medicine Health And Social Care Essay

The Alma-Ata declaration during the International Conference on Primary Health Care in 1978 reaffirms that wellness is a cardinal human right and the attainment of the highest possible degree of wellness is a most of import worldwide societal end[ 1 ]. The Alma Ata declaration has outlined the eight indispensable constituents of primary wellness attention and proviso of indispensable medical specialties is one of them. Medicines are built-in parts of the wellness attention and the modern wellness attention is unthinkable without the handiness of necessary medical specialties. They non merely salvage lives and promote wellness, but prevent epidemics and diseases excessively. The medical specialties are doubtless one of the arms of world to contend disease and unwellness. Accessibility to medical specialties is therefore the cardinal right of every individual.Concepts of ‘Essential Medicine ‘Harmonizing to World Health Organization ( WHO ) â€Å" drug is any substance or m erchandise which is used or intended to be used to modify or research physiological system and pathological province for the benefit of the receiver † . The WHO introduced the construct of indispensable medical specialties in 1977[ 2 ]. Essential medical specialties are those that satisfy the precedence wellness attention demands of the population. They are selected with due respect to public wellness relevancy, grounds on efficaciousness and safety, and comparative cost-effectiveness. Essential medical specialties are intended to be available within the context of working wellness systems at all times in equal sums, in the appropriate dose signifiers, with assured quality and equal information, and at a monetary value the person and the community can afford. The execution of the construct of indispensable medical specialties is intended to be flexible and adaptable to many different state of affairss ; precisely which medical specialties are regarded as indispensable remains a national duty. Experience has shown that careful choice of a limited scope of indispensable medical specialties consequences in a higher quality of attention, better direction of medical specialties ( including improved quality of prescribed medical specialties ) , and a more cost-efficient usage of available wellness resources. The WHO has developed the first indispensable medical specialties list in 1977 and since so the list has been revised every 2 old ages. The current versions are the 17th WHO Essential Medicines List and the 3rd WHO Essential Medicines List for Children updated in March 2011. The indispensable medical specialty list contains limited cost-efficient and safe medical specialties, while the unfastened pharmaceutical market is flooded with big figure of medical specialties many of which are of dubious value. The exemplary list of WHO serves as a usher for the development of national and institutional indispensable medical specialty list. The construct of indispe nsable medical specialties has been worldwide accepted as a powerful tool to advance wellness equity and its impact is singular as the indispensable medical specialties are proved to be one of the most cost-efficient elements in wellness attention.Standards for choosing indispensable medical specialtiesWhich intervention is recommended and which medical specialties are selected depend on many factors, such as the form of prevalent diseases, intervention installations, the preparation and experience of available forces, fiscal resources, and familial, demographic and environmental factors. The undermentioned standards are used by the WHO Expert Committee on the Selection and Use of Essential Medicines: Merely medical specialties for which sound and equal grounds of efficaciousness and safety in a assortment of scenes is available should be selected Relative cost-effectiveness is a major consideration for taking medical specialties within the same curative class. In comparings between medical specialties, the entire cost of the intervention – non merely the unit cost of the medical specialty – must be considered, and be compared with its efficaciousness In some instances, the pick may besides be influenced by other factors such as pharmacokinetic belongingss or by local considerations such as the handiness of installations for industry or storage Each medical specialty selected must be available in a signifier in which equal quality, including bioavailability, can be ensured ; its stableness under the awaited conditions of storage and usage must be determined Most indispensable medical specialties should be formulated as individual compounds. Fixed dose combination merchandises are selected merely when the combination has a proved advantage in curative consequence, safety, attachment or in diminishing the outgrowth of drug opposition in malaria, TB and HIV/AIDS.Use of Essential Medicine ListThe construct of indispensable medical specialties has besides been adopted by many international organisations, including the United Nations Children ‘s Fund ( UNICEF ) and the Office of the United Nations High Commissioner for Refugees ( UNHCR ) , every bit good as by non-governmental organisations and international non-profit supply bureaus. Many of these organisations base their medical specialty supply system on the Model List. Lists of indispensable medical specialties besides guide the procurance and supply of medical specialties in the populace sector, schemes that reimburse medical specialty costs, medicine contributions and local medica l specialty production, and, moreover, are widely used as information and instruction tools by wellness professionals. Health insurance strategies excessively are progressively utilizing national lists of indispensable medical specialties for mention intents. The theoretical account list serves as a baseline for farther alteration ( add-on and omission of new medical specialties ) , right dose strength, and signifier depending upon the national precedence and available groundsEssential medicine list of IndiaOne of the critical constituents of the wellness attention is medicine, as they account for a significant portion of family outgo. The overall budget of medical specialties varies widely in different provinces in India. The outgo form on medical specialties of the State Government shows that there are wide-ranging differences across provinces, from every bit small as less than 2 % in Punjab to every bit much as 17 % in Kerala during 2001-02[ 3 ]. The southern provinces such as Ke rala and Tamil Nadu spend over 15 % of their wellness budget on medical specialties. Many rearward provinces, both in economic and wellness index footings, incurred the lowest outgo on medical specialties. States such as Assam, Bihar, U.P. , and Orissa spent approximately 5 % or less of their wellness budget on medical specialties. The Cardinal Government ‘s portion of medical specialties in its entire wellness budget is about 12 % . In all, approximately 10 % of the wellness budget goes into securing medical specialties in India. Even so, handiness of medical specialties frequently is a large issue. The non-availability of required medical specialties jeopardizes the credibleness of the public wellness system. Access to indispensable medical specialties is closely linked to wellness system public presentation and its use. The non-availability of indispensable medical specialties in the wellness installations is non the lone issue ; there are jobs of affordability and handines s despite passing a big proportion of resources on medical specialties. The handiness of medical specialties is undermined by several factors: hapless medical specialty supply and distribution systems ; deficient wellness installations and staff ; and low investing in wellness, and the high cost of medical specialties. The Essential Medicines List can assist states apologize the buying and distribution of medical specialties, thereby cut downing costs to the wellness system. This construct of indispensable medical specialties is comparatively new to India and Tamil Nadu is the first province to develop the indispensable medical specialty list every bit early as in 1994. Then authorities of Delhi excessively had developed its ain list. The authorities of India and many other single provinces have their ain indispensable medical specialties list, and the current national list was compiled during 2011. The list has been updated after 8 old ages. As the list needs to be developed locally and should be based on grounds non simply on single ‘s experience, it is necessary foremost to develop clinical guidelines, called criterion intervention guidelines ( STG ) . Then based on STG the list is compiled. Delhi took the lead in developing a comprehensive Drug Policy in 1994 and was the lone Indian province to hold such a comprehensive policy[ 4 ]. The policy ‘s chief aim is to better the handiness and handiness of quality indispensable drugs for all tho se in demand. Now many province authoritiess excessively have developed STG for usage within the province authorities wellness installations. The Armed Forces Medical College ( AFMC ) has developed STGs for rather big figure of common conditions and the intervention cost is besides calculated[ 5 ].Outstanding characteristics of National List of Essential Medicine ( NLEM ) 2011The medical specialties have been categorized harmonizing to curative country. Therefore a medical specialty with more than one indicant appears in more than one class. The strength of medical specialty dosage is mentioned. For essentialness of demand the medical specialties have been categorized as follows: P, S and T denote essentialness at Primary, Secondary and Tertiary degrees severally while P, S, T ( U in NLEM 2003 ) indicates essentialness at all the degrees. A sum of 348 medical specialties are present in NLEM 2011. In the NLEM 2011, 181 medical specialties autumn under the class of P, S and T, 106 medical specialties autumn under the class of S, T while 61 medical specialties are categorized as T merely. In comparing to NLEM 2003, 47 medical specialties have been deleted and 43 new medical specialties have been added.Some glaring errors in NLEM 2011Some glaring errors which catch the oculus while reading the NLEM 2011 are: NLEM includes pheniramine maleate, chlorpheniramine maleate and dexchlorpheniramine maleate as antiallergic. Even though these three different drugs are available in three different preparations, all the three need non be included in the indispensable list as these three medical specialties do non differ in efficaciousness but merely in their pharmacokinetic features Drugs from the same group which do non differ much from the paradigm need non be included in an indispensable list. Many antibiotics from the same category are included in the NLEM. For illustration, two antibiotics ( Erythrocin, and Zithromax ) have been included, as in the instance of Mefoxins Drugs for which best grounds for effectivity and safety exist are non included while some other drugs in the same group are added. For illustration, Tenormin has the best grounds among many I?-blockers, yet it is non included as an antianginal Even though both Amoxil and Principen are included in WHO EML and EMLc, the preparations differ. Amoxicillin is listed for unwritten usage and Principen parenterally. However, National EML lists unwritten preparations for Amoxil and Principen. Ampicillin is inferior to amoxicillin by unwritten path as it has less unwritten bioavailability and high incidence of diarrhea. Oral preparations of Principens need to be deleted from National EML.Significant skipsExcluding an indispensable drug can hold a important consequence on the entree to medical specialties. The NLEM 2011 has omitted some of import indispensable drugs such as: Iron and folic acid tablets do non organize a portion of the NLEM. Sing the high prevalence of anaemia in pregnant adult females in India, Fe and folic acerb supplementation during gestation is really of import. The fixed dose combination of ferric sulphate + folic acid should be made available in all primary wellness Centres ( PHCs ) so that every pregnant adult female has entree to it. The WHO EML includes it, but non the NLEM. Many drugs ( paracetamol, morphia, steroids such as Decadron, cortisol, Pediapred, many antibiotics, water pills such as Lasix, hydrochloro-thiazide, Aldactone and other drugs such as Valium, Coumadin, diphenylhydantoin, etc. ) do non hold either the dosage or dose signifier appropriate for kids. The riddance of diphenylhydantoin alterations from first order to zero order above the dosage of 300 mg/day. Titration of dose above this bound should be in the magnitude of 25 milligram. Hence, 25 milligram tablets are non merely needed for kids but besides for grownups and have hence been included in WHO EML and EMLc. The NLEM does non name phenytoin tablets of this strength. No fixed dose combination of first-line antitubercular drugs has been included in the NLEM. The combination of four drugs ( INH + rifampicin + ethambutol + pyrazinamide ) and two drugs ( INH + rifampicin ) are indispensable and should be included. No second-line antitubercular agent ( except ofloxacin ) is included in the NLEM. They are indispensable for secondary and third attention infirmaries. No drug other than Larium is included for prophylaxis of malaria.DecisionThe NLEM 2011 is significantly better than the NEML 2003. It has some errors and skips which hopefully can be corrected in the following alteration. While fixing such indispensable list demands of local people should be of the paramount importance. The Government should revise the list rather often.

MWDS : The Picture of Dorian Gray Essay

Oscar Wilde was born on October 16, 1854 to Sir William Wilde and Jane Wilde, the second of three children. Wilde studied at Oxford, and joined the Freemasons in 1878 after failing to join the Oxford Union. After graduation, he went home to Dublin and began writing poems. The Picture of Dorian Gray was his first and only novel. Wilde married Constance Lloyd in 1884 and perished on November 30, 1900 to cerebral meningitis. Historical Information As the second industrial revolution went on, steel, railroads, and electricity allowed for the economic growth of the United States and Western Europe. The standard of living rose dramatically, and health concern and sanitation caused infection and death rates to drop greatly. During the decade, gothic novels, like Dr. Jekyll and Mr. Hyde, written by Robert Louis Stevenson, were published. Characteristics of the Genre The setting, atmosphere, and emotions are dramatic and gloomy. Dark suspense and mystery are strongly tied to gothic novels, al ong with the supernatural. Plot Summary The Picture of Dorian Gray is an American novel centered on Dorian Gray, a handsome wealthy young man living in the nineteenth century in London. Even though Dorian is a very intelligent person, he often finds himself easily manipulated and this fault will ultimately lead him to failure. Dorian has his picture painted by a friend named Basil, and when Dorian meets his friend Lord Henry Wotton, his life will soon collapse. Dorian begins to believe that youth and beauty will bring him everything he desires, so he makes a wish that the portrait will age, and he will stay forever young and handsome. The picture begins to show Dorian’s truths portraying him as a demon-like creature, and eventually he will come to realize all the terrible sins he created over fourteen years. After Dorian realized he is the result of numerous deaths, he retreats to his old school room to stab the picture in the heart. This relieves him of all his sins and the picture and he switches back , finally showing Dorian’s age. Author’s Style Wilde writes with strong details and vocabulary. His tendency to write through dialog is evident, as the growth of the characters and plot are through spoken words. Example â€Å"‘He has a simple and a beautiful nature. Your aunt was quite right in what she said of him. Don’t spoil him. Don’t try to influence him. Your influence would be bad. The world is wide, and has many marvelous people in it. Don’t take away from me the one person who gives to my art whatever charm it possesses: my life as an artist depends on him. Mind, Harry, I trust you’† (12). Basil describing Dorian’s importance to stay innocent from Lord Henry. 1890’s London, England, in the upper west side. Dorian moves from the west (wealthy) side of London to the east (decrepit), representing his double personality of being a gentleman, but also a skulker. Significance of the Opening Scene A background of Dorian Gray is built in the first chapter, giving him a mysterious and wildly curious air. The two most important characters that influence Dorian are brought up immediately and are given strong personalities through their dialog. The plot has strong ties with what is talked about in chapter one. Major Symbols, Motifs, Images Sibyl Vane: innocence, purity, and naà ¯vety. Her interaction with Dorian caused her life to end shorter than it should’ve been, and Dorian wouldn’t be effected as strongly should he had not met Sybil. Significance of the Ending/Closing Scene The novel ends and begins with a painting. Dorian has evolved for the worse and decides that destroying the painting would destroy the image of his disgu sting, corrupted soul, but inadvertently kills himself. The picture gives Dorian all of his monstrous deformities, while the painting is restored to the original, untouched beauty. Possible Themes 1. Innocence is fragile and impressionable 2. Transformation doesn’t just have to be for the better; it can go for the worse and progress to a form of despicable terribleness. 3. Eternal youth is something humans strive for, but once attained, it can become to much of a burden and have too much consequence to bear.