Cost-Benefit and Cost-Effective Evaluation Methods Useful for Evaluating Effective Training Essay

For over a hundred years the concept of both cost-benefit evaluation and cost-effective evaluation methods has been used for numerous fields and industries to see the positive and negative sides of undertaking a project. These methods has been used to analyze public health; transportation; and etc. Each and every company would rather see more of profits than losses. Employers see that their employees and the trainings are investments to their business. Hence, employers need to have assurances that the trainings that they give out to their employees would be both beneficial to the employers in terms of profit and as well as return of investment (ROI). In order to gain much profit, the employers need to have their employees be up to par with industry standards with avant-garde skills through effective training. Employers do take note that in order to have highly qualified employees they need to give effective and quality training. Using the above mentioned evaluation methods would let the employers know: how much it would cost them to train their employees; the duration of the training – would determine the effectiveness and implementation of the skills. Then again these methodologies are not full-proof as there are numerous factors to be taken note of, to guarantee one hundred percent success rate of these trainings such as: the capabilities of their employees, the willingness of their employees to learn these trainings; and finally applying them during operation. The use of these evaluation methods can be a rough guide to corporations and institutions, to name a few, to see the quality and assess projected costs of trainings and steps to be taken. With such projections yielded by these methods one may be on track with their project management and asset management.

Online Marketplace

WHAT IS ONLINE MARKETPLACE? The online payment marketplace is experiencing an explosion of innovative ideas, plans, and announcements, which one commentator has likened to a â€Å"goat rodeo†, a chaotic situation in which powerful players with different agendas compete with one another for public acceptance, and above all, huge potential revenues. Others liken the payment marketplace to a battle among the four platform titans Apple, Google, Facebook, and Amazon.Each of these titans have their own versions of a future payment system that challenges the other players. And let’s not forget PayPal, the reigning power in alternative online payment, or the credit card companies who process over 70% of online payments, or the telecommunication wireless carriers Verizon and AT&T who make it all happen. All of these players are also competing for a share of the online payment stream. They all want to help us spend money, for a fee.The continuing double-digit growth of e-commerce is certainly one factor driving market participants, but a more important factors is the emergence of the mobile platform of smartphone and tablets that opens the door for new firms to enter the online payment marketplace based on newer technologies and control of the mobile platform itself. WHAT IS PayPal ? PayPal is a global e-commerce business allowing payments and money transfers to be made through the Internet. Online money transfers serve as electronic alternatives to paying with traditional paper methods, such as checks and money orders.PayPal is an acquirer, performing payment processing for online vendors, auction sites, and other commercial users, for which it charges a fee. It may also charge a fee for receiving money, proportional to the amount received. The fees depend on the currency used, the payment option used, the country of the sender, the country of the recipient, the amount sent and the recipient's account type. In addition, eBay purchases made by credit card t hrough PayPal may incur extra fees if the buyer and seller use different currencies HOW TO BUY The easiest way to remember your credit card number is not having to.Remembering 16 digits isn’t easy and typing them in to pay for something isn’t always secure. Now you don’t need to do either. 1 Sign up for free, and add a bank account or a debit/credit card. 2 Speed through checkout at millions of online stores. Just look for the PayPal button. 3 Stay protected from checkout to delivery with our Buyer Protection. Figure 1. 1 show Ebay the example of website use PayPal. Figure 1. 2 show Hop-shop-go example for PayPal. PAYMENT METHODS Choose how you want to pay. Set up your payment methods quickly and easily. 1 Confirm your email address.This helps protect you if someone tries to register a PayPal account using your email address 2 You can add multiple credit/debit cards and have the flexibility to set one as your default payment source 3 You have the option to withd raw any payments received to your bank account. Simply add a bank account to facilitate it. Add a card You can add a credit or debit card to your PayPal account to make payments instantly. To add a card, 1. Log in and click  Profile. 2. Select  Add or Edit Card for payments. 3. Click  Add card  or  Add another card  and follow the prompts.Top-up my PayPal account You can use PayPal to make payments online card-free. Simply top-up your PayPal balance from your bank account. * 1. Log in and click  Top-up. 2. Select Top-up via RHB bank* account. Withdraw funds to a bank account When you receive payments, you can keep the money in your PayPal account for future purchases or add a bank to withdraw it to your bank account. To withdraw your funds, 1. Log in and click  Withdraw. 2. Select  Withdraw funds to your bank. 3. Enter the amount and follow the prompts. TYPES ONLINE PAYMENT Google Checkout ) Wallet One wallet for online and in-store shopping * Buy online with your phone or computer Make purchases at thousands of online shops by signing in to your Google Account. * Buy in-store with the mobile app Tap your phone to pay and redeem offers, using NFC (near-field communication). NFC payments are currently only available in the United States. * Manage your account Sign in to manage your payment information and view your transaction history. 2) Checkout Increase online sales using Google Wallet New! Google Checkout is now Google Wallet for buyers.Google Wallet is a fast, secure checkout process that helps increase sales by bringing you more customers and allowing them to buy from you quickly and easily with a single account, online or in-store. Sell worldwide. Attract buyers in over 140 countries to purchase your goods and services online using their Google Wallet. Convert more sales. A fast, convenient checkout process helps Google users convert more than shoppers who have not used Google before. Protect yourself from fraud. The Payment Guarantee P olicy protects 98% of orders on average – when an order is guaranteed, you get paid even if it results in a chargebackAMAZON Figure 1. 3 show Amazon website Amazon Services works with businesses of all sizes to provide products and solutions backed by the power of Amazon. For example, your business can reach millions of Amazon shoppers by selling on the Amazon Marketplace and then leverage Amazon's fulfillment services to manage shipping and provide trusted customer service. Or, if your business already has a website, you can advertise your products to Amazon. com shoppers to drive qualified traffic to your website, and then improve conversion by making it easy for them to buy on your site with their Amazon account through Amazon Payments.If you need a website, or would like to upgrade your current website, Amazon Webstore makes it easy to build a branded eCommerce website. Whether you'd like to Sell on Amazon. com or make your own website more successful, Amazon Services has solutions to help you build your business successfully online. Increase your business capabilities. Get on board with Amazon. If taking your business to the next level includes selling online, or improving your internet-based business, getting to know Amazon Services could make all the difference in your success.Imagine having Amazon, with its world-class technologies, as an ally in meeting your business goals. Think how much simpler things could be if you could leverage the power of Amazon tools and services for your business. Reach Customers Amazon Services offers two solutions that give you access to tens of millions of Amazon customers. You can sell your products directly on Amazon, or reach Amazon customers through our site display advertisements. Sell on the Amazon Marketplace By joining  Amazon Marketplace, you give customers a familiar, trustworthy shopping experience even as you avoid the time and costs of developing a standalone website.Use the Amazon Marketplace soluti on to help make your business what you dream it could be. Advertise on Amazon Get your products in front of millions of Amazon customers with  Amazon Product Ads  or display ads fromAmazon Media Group. With Product Ads, you get placement in targeted locations across our detail pages, search and browse options, the buy box, and tower ads. With display ads, your marketing messages can reach just the right audience in the numbers and channels where you want to be seen. Build a website with Webstore Build your eCommerce site on Amazon Webstore and put the security and scalability of Amazon's cloud behind your site.Robust site design and inventory management tools, plus easy integration with the other Amazon Services products, make Amazon Webstore the right eCommerce platform for businesses of all sizes. List your products on the Amazon Marketplace When you list and sell your products on Amazon, you can quickly take advantage of the same robust and reliable Amazon site infrastructure , including the many seller features and functionality we have worked hard to build. No matter how many products you list, you're eligible to use Amazon's world-class seller technologies. CASE STUDY QUESTIONS ) What is the value proposition that PayPal offers consumers ? How about merchants ? Do any of the competing proposals match the benefits of PayPal ? ANSWER a. PayPal offers consumers How to buy The easiest way to remember your credit card number is not having to. Remembering 16 digits isn’t easy and typing them in to pay for something isn’t always secure. Now you don’t need to do either. * Sign up for free, and add a bank account or a debit/credit card. * Speed through checkout at millions of online stores. Just look for the PayPal button. * Stay protected from checkout to delivery with our Buyer Protection.Buying is free It's free to use PayPal for online purchases in Malaysia. It's the PayPal sellers who are charged a small fee for each transaction. Your eligible purchases are protected Your eligible purchases are protected wherever you shop and pay with PayPal – at no cost to you. Just in case your item didn't arrive or is significantly different from how it was described, we can help you get a full refund. More ways to pay online You can store your bank details and credit/debit cards more safely with PayPal and choose your preferred way to pay the next time you shop.And you can even do it on your mobile. Accepted Worldwide Shop anytime, anywhere from millions of online stores that accept PayPal. b. PayPal offers merchants Solutions for business We have a wide range of solutions for your business. Sell globally and get paid quickly. Looking to sell occasionally on eBay or through your blog? PayPal helps you get paid faster. Fees at 3. 4% + RM2. 00 MYR With our simple and transparent pricing, you'll never be surprised by hidden fees when you receive commercial domestic payments for goods and services at 3. 4% + RM2. 00 MYR. Keeping every seller saferOur industry-leading anti-fraud technology and a team of specialists help to keep you more secure. We provide all sellers with a convenient process for responding to buyer disputes. c. PayPal Competitor Google Checkout is quite similar to PayPal, but it has grown to only 7% of the alternative payment market. Google Checkout a) Wallet * One wallet for online and in-store shopping * Buy online with your phone or computer Make purchases at thousands of online shops by signing in to your Google Account. * Buy in-store with the mobile app Tap your phone to pay and redeem offers, using NFC (near-field communication).NFC payments are currently only available in the United States. * Manage your account Sign in to manage your payment information and view your transaction history. b) Checkout * Increase online sales using Google Wallet * New! Google Checkout is now Google Wallet for buyers. Google Wallet is a fast, secure checkout process that helps increase sales by bringing you more customers and allowing them to buy from you quickly and easily with a single account, online or in-store. * Sell worldwide. Attract buyers in over 140 countries to purchase your goods and services online using their Google Wallet. Convert more sales. A fast, convenient checkout process helps Google users convert more than shoppers who have not used Google before. * Protect yourself from fraud. The Payment Guarantee Policy protects 98% of orders on average – when an order is guaranteed, you get paid even if it results in a chargeback 2) Why would the telecommunications carriers like AT&T and Verizon want to move into the payment business? What chance do they have to compete against Google? What’s their advantage?. ANSWER i)Why would the telecommunications carriers like AT&T and Verizon want to move in to the payments business?The reason why the telecommunications carriers like AT&T and Verizon want to move into the payment business is because of the h uge potential of revenues and another factors is the emergence of the mobile platform of smartphones & tablets that opens the door for new firms to enter the online payments marketplace based on newer technologies and control of the mobile platform itself ii)What chance do they have to compete against Google? Their percentage of chance that they probably have to compete against Google is 30%-70%,from our opinion. Google system is much familiar to the user than AT&T and Verizon.Google also one of four platform titans and already get the public acceptance. Yet, they still have the chance to compete against Google because Google is much familiar with search engines system. iii) What’s their advantage? AT&T and Verizon advantage is that they are from mobile telecommunications (phone company) which is give them the advantage to get public acceptance that in many parts of the world, the phone company is widely used as a payment system, after they announced a mobile phone-based paym ent system called Isi. Unlike Google, AT&T and Verizon is more to payment that makes by smartphone.So, it is their advantage to make step in Electronic payment market. 3) The smartphone giants Apple and Google control the operating systems and technological features of the devices. Google exercises this control not by actually making the devices but licensing its Android system and demanding device makers include certain features. Which of these smartphones firms has the greatest chance of successfully developing a Web-wide wireless payment service? Why? ANSWER Apple advantages is, like Google has already developed an online payment system to support salles ath the iTunes Store.Unlike Google Checkout and PayPal, Apple has not to date developed an online merchant payment system that could be used across the Web. Some analysis believe Apple is considering the idea of extending its existing iTunes payment system to third-party vendors selling digital goods on the Internet. iPhone users can already use their iTunes account to buy some third-party virtual and subscription goods. Apple’s iTunes Store, which could serve as the mobile digital wallet used to store payment information on a consumer’s payment-enabled device,generated net sales of music, software (apps) and content of about $5 billion in 2010.There are approximately 225 milliom iTunes users worldwide with credit card accounts at iTunes. Apple disadvantages is, Apple does not have a presence in the online merchant payment process, a critical weakness. Four instance, you can use PayPal and Google Checkout at thousands of online retailers, but there is no similar Apple digital wallet that can be used across the Web. It only works at the iTunes Store. This may be a case where Apple’s penchants for building walled gardens of hardware and software like the iPhone and iTunes Store has limited its future growth.Google already made its first foray into the merchant payment market with Google C heckout in 2007. Google Checkout is quite similar to PayPal, but it has grown to only 7% of the alternative payment market. Google Checkout stores a user’s financial information, including credit card information, and then presents this information to merchants when the user checks out. Google advantages is, the customer does not have to fill out forms or reveal credit information to online merchants, but instead clicks on a Google Checkout icon on the merchant’s site, and payment is made through Google’s site.As with PayPal, the user stores value on the Google Checkout site in the form of a verified credit card, or a bank account, and the merchant does not have access to the customers credit card information. Google firms has the greatest chance of successfully developing a Web-wide wireless payment service because, the customer does not have to fill out forms or reveal credit information to online merchants, but instead clicks on a Google Checkout icon on the merchant’s site, and payment is made through Google’s site.As with PayPal, the user stores value on the Google Checkout site in the form of a verified credit card, or a bank account, and the merchant does not have access to the customers credit card information. QUESTION 4) What strategies would you recommend that PayPal pursue in order to maintain its dominant position over the next five years? . ANSWER Strategies to maintain PayPal dominant position over next 5 years Intro : Scott Thompson , president of PayPal outlined a strategy to expand PayPal globally, strengthening its dominant position over the next five years. Here the strategies. 1.Increase penetration on eBay – Projected growth on eBay is a function of seller coverage and consumer preference. A one-percent share increase within eBay results in $17 million in incremental revenue for PayPal. While market share in No America is 79%, it is only 41% Internationally so there is still plenty of room to grow on eBay. And new PayPal users on eBay (growing at a rate of 3 million new accounts per quarter) use PayPal across the Internet 2. Grow share in merchants services – PayPal helps merchants to sell more online – those that enable PayPal Express Checkout experience up to a 14% increase in sales.Today, eBay has approximately a 5% share of global merchant services, as much as 9% if you include eBay volume. PayPal has specific strategies for each segment of the market: sole proprietors, small/medium business, and large merchants. Consumers are increasingly global, and increasingly security conscious. They prefer to use PayPal when they shop online. Note the significant growth among SMEs and large businesses. Merchants have discovered the value of payment choice in encouraging incremental sales and higher transaction values, particularly via Bill Me Later.PayPal anticipates that it will achieve 14% merchant services market share in No America by 2011. International market sh are is estimated to be 5-6% by 2011, citing PayPal’s â€Å"unmatched facility for cross border transactions. † PayPal’s global e-commerce market share is projected to be 12-14% (on and off eBay) by 2011. 3. Adjacent payment markers The third element of PayPal’s growth strategy is expansion outside e-commerce. Thompson estimated the non-retail marketplace online as $1 Trillion. He specifically noted mobile, social networks, and non-profits (government opportunities were cited by Donahoe earlier).PayPal has demonstrated early leadership in mobile payments, experimenting with solutions in lots of mobile segments until there is industry consensus where consumers will go. Although non-profits were positioned as an adjacent opportunity, there are over 100,000 non-profits currently using PayPal. We’ve watched as PayPal has customized its services for non-profits with special on-boarding process, special features, and special pricing. Will this be the appr oach used for other verticals? Not unlike Amazon, PayPal fosters a close relationship with developers that are creating applications for use online and on the go via mobile devices.The PayPal global Internet payments network can be used to exchange value not just on eBay and within e-commerce but beyond. Thompson acknowledged that opening up the developer network while maintaining a secure environment is challenging and that’s why none of the other payment platforms out there has done it [While Amazon has done this, and done it for payments, PayPal does not consider Amazon to be a global payments platform]. PayPal’s global reach, closed loop network, and risk management/anti-fraud capabilities uniquely position it to â€Å"accelerate innovation on the web† with â€Å"PayPal as the engine in the middle. CONCLUSION The online payment marketplace is experiencing an explosion of innovative ideas, plans, and announcements, which one commentator has likened to a â₠¬Å"goat rodeo†, a chaotic situation in which powerful players with different agendas compete with one another for public acceptance, and above all, huge potential revenues. Others liken the payment marketplace to a battle among the four platform titans Apple, Google, Facebook, and Amazon. Each of these titans have their own versions of a future payment system that challenges the other players. And let’s not forget PayPal, the reigning power in alternative

Leisure and Recreation Essay

Recreation is essential in everyone’s life; it is a special time set aside to do something exciting. There are many benefits which associate with recreation, expert’s advice that one takes time aside from one’s busy schedule to do something which benefits the body, soul and mind. Recreation is a wonderful time to breakaway from everyday routine like work and school. Leisure activities can help improve Family bond, Psychological and Physical needs. Leisure activity is a great way to spend time with one’s family. It is almost a norm in today’s society to have both parents work while kids are taking care of by babysitters or staying in an after school program. Often time when one goes to the park, one can’t help but notice that the children are at the park with either mom or dad, it is rare to find both parents there. Because some parents spend more time at work than with their children, it is important to for them to recreates together. There are many activities family can participate in such as swimming, walking, rafting, or a walk at the park. Leisure time not only improve parents – child relationship, it also improve marriage relationship because parents tend to bond more when one spend time together doing things one enjoy. Families that recreates together are often time more cohesive than their counterparts. One of the psychological benefits of recreation is self-esteem, when children feels good about themselves, one makes positive decision and are more confident this in return makes one more productive in society. Some recreational activities teach children the importance of trust, positive social interaction and the importance of Education. Good news for working parents is that many community programs offer children after school and summer programs for a cheaper price. Yoga is one recreation which is known to promote better health because of the improvement of flexibility, better posture and relaxation. Leisure activities provide people with the opportunity to release energy and emotion in other areas of ones life. Many people find it comforting to volunteer at a homeless shelter or hospital while others enjoy staying home to play crossword puzzle. Physical activity through recreation can be acquired through many things such as walking, running or swimming. For an outdoor type person, a great recreation idea might be a camping trip or rafting. A relaxing choice for many would be spending time by the pool. People who exercise regularly are known to be much happier than the ones who don’t. Physical activity is stimulating and enhances the learning process in children. It is utterly important to start physical leisure early on in a child’s life; it is likely that the child will continue with recreational activity through adulthood. Obesity in kids is contributed by lack of physical activity, it is important for parents to engage kids in activities such as walking, swimming or biking. Staying active can release stress, lower cholesterol and overall improve one’s health. The overall benefits of recreation can help one live longer. Recreation can be done outdoor and indoor, bear in mind that recreation should be something that one enjoys doing. Doctors often recommend leisure activity to patients to improve physical and psychological needs. It is important to keep a positive state of mind; Active living is something that connects the mind, body and soul.

Helping Relationships Essay Example | Topics and Well Written Essays - 3000 words

Helping Relationships - Essay Example Ethics are also different from values as values refer to what is good and desirable, while ethics are more concerned with how to act. In the Helping Relationship, Brammer (2003, p. 153) identifies a number of values that contribute to ethical conduct, (1) Respect for authority, (2) an obligation not to harm others intentionally, (3) the attempt to prevent harm from coming to others, (4) justice, defined as equal distribution of burdens and benefits (but not defined as revenge), (5) fidelity or trustworthy relationships, and (6) truthfulness. While these values are important foundational elements in develop professional ethics, for the helping professional ethical standards should be even more well-defined, so as to be adhered. This essay explores a number of essential ethical standards and demonstrates why they must be adhered by to by helping professionals. While when most people consider ethics they immediately think about reprehensible behavior, it’s important to realize that ethical considerations extend to the way that the helper approaches their job. One is familiar with the phrase ‘worth ethic’ and this most definitely applies to the professional helper. When contemplating the issue of helper self-care and researching Brammer’s comments on the subject, I have identified a number of important considerations that should be adhered to as a helping professional. In situations such as nursing or teaching, perhaps the issue of physical exhaustion is more relevant than the typical counseling professional. Particularly among the more ambitious helping professionals is the issue of physical exhaustion a highly pertinent ethical standard. In many helping situations the chance that through an over-burdening workload the helper is not functioning at complete capacity is possible. In instances where the position req uires high levels of alertness it’s necessary for the helper to alert superiors of their mental state, and to consciously

Article Summary Essay Example | Topics and Well Written Essays - 500 words

Article Summary - Essay Example Department of Education, 2002). It's important, though, to realize that learning disabilities (LD) vary from person to person. One person with LD may not have the same kind of learning problems as another person with LD. One may have trouble with reading and writing. Another may have problems with understanding math. Still another person may have trouble in each of these areas, as well as with understanding what people are saying. The diagnosis of learning disabilities is often a sticky issue. Of particular concern are the various methods used to test children suspected of having a learning disability and the differing eligibility criteria that states apply to decide whether or not a child qualifies for special education and related services. A lot rides on those decisions. Depending on the diagnostic process used, the resulting picture may vary as to the child's abilities and difficulties. And based upon the picture that emerges of the child, decisions are made about the education and special assistance that the child will receive (or not) and the resources that the state will commit to provide the child with special education (or not). This article reviews the historical basis and rationale for identifying children as learning disabled on the basis of a discrepancy between scores on measures of intelligence and achievement.

Children with Autism Extend New Words Research Paper

Children with Autism Extend New Words - Research Paper Example The research in the article was ostensibly to give the difference between the autism children and the normal children with reference to commonalities of objects extraction supporting of the category inference using the context of social-communicative (McGregor, Karla, & Allison, 2011). The different approaches given by the two groups considered in this study has a strong influence in education, for instance in the research findings, the children with autism were found to be notorious of extending nouns in relation to multiple exemplars and this was indicative that they are able to surpass the local perceptual biases (McGregor, Karla, & Allison, 2011). This is an exact opposite of their normal counterparts who suggested narrow extension. It is the deductive that children with autism can have a better grasp of knowledge and inference making that the normal children.The research in the article was ostensibly to give the difference between the autism children and the normal children with reference to commonalities of objects extraction supporting of the category inference using the context of social-communicative (McGregor, Karla, & Allison, 2011). The different approaches given by the two groups considered in this study has a strong influence in education, for instance in the research findings, the children with autism were found to be notorious of extending nouns in relation to multiple exemplars and this was indicative that they are able to surpass the local perceptual biase.

Youth Violence Essay Example | Topics and Well Written Essays - 3500 words

Youth Violence - Essay Example These crime activities can be avoided with the help of sharply recognising the fact that if they are noticed thoroughly and stopped strictly in the first place, then there are lesser chance of such crimes. Unluckily, not much study is done for the analyst of young violence. The Office of Juvenile Justice and Delinquency Prevention's (OJJDP's) Study Group on Serious and Violent Juvenile Offenders took in accommodation about 22 researchers who researched for two years to summarise the current risk of these children to decrease the chances of getting involved in criminal activities. It has been realized by the long term studies that the predictors of childhood aggression that help in cutting down the percentage of violence with the kids. It illustrates the power as well as the time limit of the factors regarding protection in the favor of the children when it is to its peak. Avoidance and involvement are the two major factors of the predictors. The violence will not rise to its peak if we keep the protecting action and protecting factors in our mind. The quarrel that has been going on regarding globalization includes the points which are required to regulate the global financial system so that the people will get the advantages and the problems that they have been facing will be resolved. There are a few ones who are pressurising on getting out the blockade to international investment so that the capital will owe more competently and give the patrons a variety of choices to go with (http://www.blackwell-synergy.com/doi/pdf/10.1111/j.1468-2311.2006.00403.x). Abstract: Research of "international youth justice, punishment and control" are in the beginning stages but the cases of "globalisation, trans nationalisation, policy transfer and localisation are steadily being spoken about. This report talks about how transatlantic policy transfer is connected to youth justice. Though the topic of youth justice is not very advanced or developed, but steadily it is catching attention. "From a theoretical point of view it is inspired by assessments of how far individual nation states can hang on to their own sovereignty in the face of economic and political globalisation." Looking at the youngsters of English and comparing them with the ones in European countries, the question is brought up after seeing youngsters behind bars that why are there so many children under eighteen are locked up in prison in UK and Wales, but on the other hand, the European countries have a pleasant life. This report takes in a wide summary of advancements in youth justice mostly in western cultures and gives a shot to untangle how forces of "repenalisation and adulteration confronted by the apparently opposing forces of welfare protectionism, restoration, and rights." There is an extensive supposition that the number of young people who need to be punished is increasing day by day in the whole world. With the help of several steps of "adulteration", it can be supposed that nowadays young people are not getting love and care which they should be getting, they are not getting protection nor do they need any of these things instead they are more in desire of penalty due to which they will suffer from the wrong actions of their own. Due to this, the children's rights are being decreased. One noted factor is the impact of the UN Convention in the year 1989 on the Rights of the Child, which emphasizes the significance of including proper

Review of ( Things Fall Apart) Essay Example | Topics and Well Written Essays - 500 words

Review of ( Things Fall Apart) - Essay Example The missionaries affected this unity by drawing away the members of the society who were not perceived as being important by the Umuofia society. These men embraced the religion that taught them that they were as important as any other members of the society. Even though this change benefited the few who accepted the new religion, it also exposed the society to the possibility of being exploited by the missionaries. Okonkwo was richer than his father, Unoka, ever was. Okonkwo hated what he perceived to be weakness in his father. He probably felt that his father had not been able to acquire riches and standing in the community because of being weak or ‘feminine’. In Igbo society, the rich were feted but the poor were mostly disregarded and looked down upon. The poor had different false accusations put on them and it would appear that they were often the scapegoats of the community whenever unexplainable things took place. In the book, Okonkwo, who had â€Å"three wives, a barn full of yams, and two titles† was respected (Achebe, 18). However, his poor father was not even accorded a decent burial but carried to the forest to be eaten by wild animals. Culture is not usually static but dynamic. Do you agree? Where would you place the Igbo culture? In your opinion, do you think that traditional practices such as the killing of twins would have withered away over time without the intervention of Europeans? Analyze this with specific examples from the novel. Culture is always dynamic. The Igbo culture experienced its most challenging period with the coming of the White man. While the society’s respect of masculinity might give an impression of it being strong, it crumbled without the community members even staging a small war to chase away the missionaries. The Igbo community began a slow collapse because it had false foundations and actively destroyed the lives of all citizens who were not male and ruthless. It

Leaders and policy makers - making tourism more sustainable Research Paper

Leaders and policy makers - making tourism more sustainable - Research Paper Example I declare that this assignment is all my own work and the sources of information and material I have used (including the internet) have been fully identified and properly acknowledged as required in the referencing guideline given in the Course Handbook which I received. Groupwork: all members should be identified at the top of this form, but only one member need submit the work. Please clearly indicate the name/letter of the group. Approval for Extended Submission: Approved Extension Date: (to be completed by the Programme Leader) Contents Contents 3 Eccardt, T. 2004, Secrets of the Seven smallest states of Europe: Andorra, Liechtenstein, Luxembourg, Malta, Monaco, San Marino and Vatican City. Hippocrene Books. 21 1. Introduction: This research paper â€Å"Leaders and Policy Makers- Making Tourism More Sustainable† will explore the impacts of policies and leadership capabilities on making tourism sustainable. The country chosen in this case study is Malta. The reason behind t he selection of this industry and this country is because the researcher belongs to Malta, and has ample experience in this industry. Tourism is a very important industry and plays an extensive and lucrative role in the economy of any country. The countries which have explored and utilized their own tourism potential are leading the economic charts today all around the world. Analysis of economically developed and developing countries especially those which have a very high per capita income shows that most of these countries have efficiently developed tourism industry at home. Tourism brings foreigners which ultimately lead to increased foreign exchange which is one of the most important indicators of a developed country. For example, Switzerland which is 133rd largest country in the world area wise has 4th highest per capita income figures in the world. Although the economy of Switzerland is very strong and has been persistent over the time but their real source of economic stabil ity and contribution comes from the well developed and lucrative tourism industry. The flourishing GDP of Switzerland is the result of well developed and organized tourism industry. (Aminu, 2009). Tourism industry in Malta can also bring huge foreign capital and foreign exchange to Malta with ample economical benefits. Malta has the tourism potential and can make the best use of it if policies are planned carefully. Tourism industry can be most beneficial if it is developed on a plan that would ensure the future sustainability. Leaders and policy makers can play a very positive and important role in developing a successful, lucrative and sustainable tourism industry. Planning sustainable tourism carefully can lead to sustainable tourism and regular growth of GDP through decades. This is what the policy makers must keep in mind while planning milestones and policies of any industry (Gupta, 2008). This report is based on secondary data. A lot of data has been studied to come up with t his research report. Analysis of the situation has been done on the basis of existing policy documents. Malta’s climate and sea remain the primary reasons why tourists flock to this resort. A natural harbor present in the island, offering significant protection to naval vessels, has enhanced Malta’s strategic location for any conqueror that seeks to dominate the Mediterranean Sea. Romans, Normans, Arabs, British and

How Leaders can overcome conflct, influence others and raise Essay

How Leaders can overcome conflct, influence others and raise performance - Essay Example However, with this new insight, I can be well armed to face the boss on an equal footing. I have learnt how not to be held an emotional hostage in my relationships, whether personal or business. Being a leader, I might also have to resort to taking my team members â€Å"metaphorical hostages† to achieve the desired results. As a leader, my ultimate goal would be to increase productivity and enhance performance. Thus, I would try to use all the available skills to achieve this, including engaging in productive dialogue and resolution of tough problems. Through this write-up, I have learnt valuable tips on how to be an effective leader and overcome conflict by skillful negotiations. I would even try to influence others and raise the performance of my team. If we can understand the intricacies of our relationships, beliefs and values that shape our thinking, recognize and respect the intrinsic dignity of the individual, we can be sure to act in an appropriate manner and be free from a situation in which we could be held as a metaphorical hostage. Thus, I can confidently say that I will not be held a hostage, emotionally or physically in any given situation: personal or business. I will be in a position to effectively deal with difficult situations :both at work and in my personal life. The essence would be to be calm and composed in any situation and look for solutions, rather than give into the demands made by

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( KEVs ) Key Environmental Variables of a medium enterprise in a given industry - Essay Example In that sense, Danone aims at providing natural high quality food to the global market that would assist in building health through all stages of life. As a result, this would cultivate a taste of things that are good for the customers. Danone Groups also has been able to provide products that are adaptable to all the other cultures. This internationalization strategy has been made possible through scientific research. The firm has been able to curve out a big market share globally by embracing various technologies that have enabled the customers to shop for food products through tablet computers and smartphones, as well as other mobile devices. Moreover, the firm has also incorporated traditional sales channels that include telephone, physical stores, and catalogues (Danone, 2013). With regard to the environmental responsibility, the firm is looking for raw materials that are cheaper outside their own market, in addition to being eco-friendly. This means that the firm guarantees the quality, safety, and traceability of the raw materials. Moreover, the firm has come up with policies that would help track and improve working conditions and environmental effects of farming (Danone, 2013). As part of its globalization strategy, the business entity has ensured long-term protection and renewal of water reserves being operated by the group. According to Danone (2012), the Group is also trying to expand its operations globally by having a constant consultation process with various stakeholders at both national and international levels. The consultation initiatives comprises of the government representatives in the country of operation, manufacturers, the civil society, and the environmental bodies, particularly where the aim is to provide clear information for the consumers or responsible behavior in the field of environment

Chavez V. Romulo Case Digest Essay Example for Free

Chavez V. Romulo Case Digest Essay FACTS: This case is about the ban on the carrying of firearms outside of residence in order to deter the rising crime rates. Petitioner questions the ban as a violation of his right to property ISSUE: Whether or not the revocation of permit to carry firearms is unconstitutional and Whether or not the right to carry firearms is a vested property right HELD: Petitioner cannot find solace to the above-quoted Constitutional provision.In evaluating a due process claim; the first and foremost consideration must be whether life, liberty or property interest exists. The bulk of jurisprudence is that a license authorizing a person to enjoy a certain privilege is neither a property nor property right. In Tan vs. The Director of Forestry, we ruled that â€Å"a license is merely a permit or privilege to do what otherwise would be unlawful, and is not a contract between the authority granting it and the person to whom it is granted; neither is it property or a property right, nor does it create a vested right.† In a more emphatic pronouncement, we held in Oposa vs. Factoran, Jr. that:â€Å"Needless to say, all licenses may thus be revoked or rescinded by executive action. It is not a contract, property or a property right protected by the due process clause of the Constitution.†xxx In our jurisdiction, the PNP Chief is granted broad discretion in the issuance of PTCFOR. This is evident from the tenor of the Implementing Rules and Regulations of P.D. No. 1866 which state that â€Å"the Chief of Constabulary may, in meritorious cases as determined by him and under such conditions as he may impose, authorize lawful holders of firearms to carry them outside of residence.† Following the American doctrine, it is indeed logical to say that a PTCFOR does not constitute a property right protected under our Constitution. Consequently, a PTCFOR, just like ordinary licenses in other regulated fields, may be revoked any time. It does not confer an absolute right, but only a personal privilege to be exercised under existing restrictions, and such as may thereafter be reasonably imposed. A licensee takes his license subject to such conditions as the Legislature sees fit to impose, and one of the statutory conditions of this license is that it might be revoked by the selectmen at their pleasure. Such a license is not a contract, and a revocation of it does not deprive the defendant of any property, immunity, or privilege within the meaning of these words in the Declaration of Rights. The US Supreme Court, in Doyle vs. Continental Ins. Co, held: â€Å"The correlative power to revoke or recall a permission is a necessary consequence of the main power. A mere license by the State is always revocable.†

Analysis of Staff Motivation Levels

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