Essay on Charlie Gordon in Flowers for Algernon by Daniel...

Flowers for Algernon essay â€Å"Eagar, Determined, and Motivated:† these three words describe Charlie Gordon in Daniel Keyes’s story â€Å"Flowers for Algernon†. Daniel Keyes writes about a thirty two year old man with a low IQ (Charlie Gordon) who strives to become â€Å"normal†. Charlie will do anything to become smarter even letting two doctors preform brain surgery to enhance his learning capability. Charlie evolves throughout the novel and by the end of his journey although his IQ is low he is a more complete person. He learns the true meaning of friendship and demonstrates intellectual growth as a person by overcoming obstacles and understanding various lessons. Friendship consists of expectations, perceptions and the importance of it.†¦show more content†¦Charlie shares the whole experimental experience with Algernon and Charlie discovers his own future through Algernon. However when Charlie falls intellectually we see the strength of friendship at the end of the novel and Charlie’s last words are â€Å"put some flowers on Algernon’s grave in the bak yard† (Keyes, 311). This shows that Carlie understood the true meaning friendship, that it can take place between anyone and anything as long as it’s unconditional. Intellectual growth is the development of one’s ability to process information and form your own conclusions. We see Charlie’s intellectual growth throughout the book. He eventually surpasses everyone around him and starts viewing them with a more critical eye. On April first Charlie surprises his workmates by demonstrating that he can operate the dough mixer and the on April twenty first he redesigns the whole dough mixing process. Charlie makes tremendous psychological leap with his realization. When Charlie says â€Å"’Gimpy stealing from Mr.Donner †¦ I wanted to hit him† (Keyes, 88) this statement reveals that Charlie is capable of solving moral predicaments, such as Gimpy’s theft all by himself due to that fact all his coworkers want him fired and Charlie is disappointed by their insecurity. When Charlie was on the same intellectual level as everyone around him he says that he once looked up to them intellect people he once though t. Charlie’s greatest leap towardsShow MoreRelatedEssay on Flowers for Algernon by Daniel Keyes1120 Words   |  5 PagesFlowers for Algernon by Daniel Keyes is a classic science fiction set in southeastern New York, New York City. The fictitious prose traces a mans inner psychological journey within from a world of retardation to a world of great intelligence. Narrated through a series of empirical Progress Reports, Flowers for Algernon follows the intellectual and emotional rise and fall of Charlie Gordon, a young man born with an unusually low Intelligence Quotient (IQ), as he becomes the first human pilot-studyRead MoreFlowers for Algernon Essay679 Words   |  3 PagesFlowers for Algernon Short Story Essay Flowers for Algernon (1959) by Daniel Keyes uses different techniques including Changes in Grammar, Spelling, Punctuation and Algernon as a symbol to produce the themes of Mistreatment of the Mentally Disabled, The Tension between Intellect and Emotion, The Persistence of the Past in the Present and Algernon as the symbol. All these techniques are presented from Charlie’s first person narration in his progress reports. Daniel Keyes signals Charlie’s changingRead MoreAnalysis Of Flowers For Algernon1034 Words   |  5 Pagesis on Daniel Keyes’s, â€Å"Flowers for Algernon†, and how it relates back to psychology. Within this paper it will discuss how ‘Flowers of Algernon† relates back to many psychological theorems or ideas. Such ideas may include physical and sexual development, intelligence testing, and personal relations. All these theories and ideas would have been proposed by psychologists like G. Stanley Hall, or Howard Gardner. As your read on in the paper you will learn how the main character, Charlie Gordon, canRead MoreIs Flowers for Algernon Science Fiction?700 Words   |  3 PagesIs Flowers for Algernon Science Fiction? Science fiction is â€Å"fiction dealing principally with the impact of actual or imagined science on society or individuals or having a scientific factor as an essential orienting component† (Merriam-Webster). Flowers for Algernon was written by Daniel Keyes. Flowers for Algernon is about a man named Charlie who underwent an experimental operation to attempt to increase his intelligence. Unfortunately, Charlie has to undergo many challenges: the loss ofRead MoreEssay on Flowers For Algernon by Daniel Keyes1347 Words   |  6 Pagestreat those who are different in a negative or positive way? In the novel Flowers for Algernon, the author Daniel Keyes shows an in depth look at the treatment of individuals in todays society. Firstly society tends to discriminate against those whose IQ does not fit into the norms of our society. The physically handicapped in todays world are not considered to be equal as those who fit into the normal physical appearance, Keyes portrays this t hrough Charlies thoughts while in the cafà ©. AlthoughRead MoreFlowers for Algernon (Persuasive) Essay1373 Words   |  6 Pagestreat those who are different in a negative or positive way? In the novel Flowers for Algernon, the author Daniel Keyes shows an in depth look at the treatment of individuals in todays society. Firstly society tends to discriminate against those whose IQ does not fit into the norms of our society. The physically handicapped in todays world are not considered to be equal as those who fit into the normal physical appearance, Keyes portrays this through Charlies thoughts while in the cafà ©. AlthoughRead MoreCharacter Analysis Of Flowers For Algernon785 Words   |  4 PagesFlowers for Algernon In the short story, â€Å"Flowers for Algernon†, Daniel Keyes writes about an intellectually disabled man named Charlie Gordon. Charlie’s goal is to become intelligent. Charlie volunteered to be in a medical trial that would help him triple in intelligence. The operation did work, and Charlie’s intelligence tripled very quickly. However, very soon after, his intelligence began to quickly decline. Charlie ended up with the same amount of intelligence that he started with. CharlieRead More Flowers For Algernon Essay864 Words   |  4 Pages The story quot;Flowers for Algernonquot;, by Daniel Keyes, that we read in English was about a mentally retarded person, named Charlie who had an operation to increase his intelligence, but the operation was a failure and Charlie is slow again. He wants to move now so society won’t ridicule him for being slow again. Daniel Keyes wrote this short story for good reasons. Daniel Keyes wrote quot;Flowers for Angernonquot; to show people from an outside look on how we treat mentally challenged peopleRead MoreThe Role Of Stupidity In Flowers For Algernon By Daniel Keyes1048 Words   |  5 Pagesof a person’s care and attitude towards his or her cared ones. Charlie begins to understand that when he becomes smarter, his attitude, relationship and social skills change. Flowers For Algernon by Daniel Keyes, is about a 32 year old mentally challenged man named Charlie Gordon. He attends the Beekmin College For Retarted Adults where he learns new things because he has a motivation and willingness to learn new things. Charlie Gordon undergoes several problems throughout the novel from a mentallyRead MoreThe Outsiders By Harry Potter839 Words   |  4 Pagesponyboy is the second youngest. Harry potter is a book about a boy who lived through a terrible killing genocide by a feared wizard named Voldemort or Tom Riddle. Flowers for algernon, Or FFA is a book about a guy with a mind disablity, his IQ was very low for a grown man. All of these characters, Ponyboy, Harry Potter and Charlie Gordon all struggled to have the world accept them and it was very hard for them to fit in. In Harry Potter acceptance was a big part of Harry s life, he always had to

Grandparents Raising Grandchildren At The United States

Grandparents Raising Grandchildren 1 Tesia Echaves CHLD 112 April 6, 2016 Grandparents Raising Grandchildren In The United States Grandparents Raising Grandchildren 2 Paola Scommegna is a senior writer/editor at the Population Reference Bureau.http://www.prb.org/Publications/Articles/2012/US-children-grandparents.aspx. In this article Bureau states that in March 2012 the growing number of children in the United States are living with a grandparent. In 2010, about one in fourteen U.S. children (7 percent) lived in a household headed by a grandparent for a total of 4.7 million children, up from 5.4 million in 2005. In fact, over the past 40 years, the share of U.S. children living in a grandparent s household has†¦show more content†¦In most cases, grandparents never anticipated the need to raise their grandchildren, and they are often ill-prepared to care for one or more children. Unlike traditional foster parents, many grandparent caregivers who informally assume responsibility for their grandchildren are offered no training to raise traumatized children, and receive limited financial assistance to meet their grandchildren’s basic needs. Regardless of these challenges, many take on the parenting role valiantly, but grandparent caregivers may be financially poor and have little exper ience navigating bureaucratic systems for specialized services. Ultimately, the grandchildren are at risk for not receiving adequate supports for positive growth and development. The number of grandparents serving as primary caregivers for their grandchildren has increased nationally in the past twenty years, but the phenomenon is most prevalent in the southern region of the nation. Harleena Singh May 25th, 2012. 2010-2015 Aha!Now. A life blog and community powered by WordPress theme from ThemeForest. http://www.aha-now.com/what-challenges-grandparents-raising-grandchildren-face/ Often time’s grandparents raising grandchildren face many challenges that are not easy for them to deal with. However, grandparents raise their grandkids willingly and happily

Impact of Money and Other Financial Rewards

Question: Discuss about the Impact of Money and Other Financial Rewards. Answer: Introduction In the contemporary society, financial rewards such as bonuses and incentives have played a pivotal role in creating a sustainable environment within the workplace. The rewards are likely to inspire and motivate the employees thus increasing their productivity. Moreover, financial rewards make the workers to feel that the organizations have recognized their presence and contribution in the workplace (Osterloh Frey 2014 p. 549). The allocation of money and other financial rewards is therefore likely to ensure that the employees work harder so as to gain more money in the organization. Through working hard, the operations of the organization will be improved tremendously resulting in the achievement of the goals and objectives. The paper critically examines both the positive and negative effects of monetary rewards on employees in an organization. Advantages of using money and other financial rewards for employees There are several benefits that a company can realizes through rewarding employees with money in the workplace since money motivates the employees. The benefits include: The main benefit that both the employees can experience from monetary rewards is improved performance. Financial rewards such as bonuses, incentives and handouts to skilled workers can motivate them thus resulting in an improved performance. According to Luthans Stajkovic (2015 p. 55) through giving out of money and other financial rewards, the employees will develop a positive attitude towards work. The workers will realize that their efforts are being recognized and appreciated in the company. Therefore they will work harder so as to continue getting cash handouts and bonuses from the business. Improved performance also plays a critical role in increasing the productivity of the employees. Motivation has brought a significant impact on the employees productivity. The motivation of workers through financial rewards is more likely to result in the completion of assigned tasks according to the goals and objectives of the company. Workers who are not given monetary rewards are less mo tivated thereby demoralizing them hence they cannot effectively undertake the companys assigned duties and projects (Aguinis et al 2013 p. 238). For instance, multinational organizations such as Johnson and Johnson Pharmaceuticals have embraced the practice of giving employees cash handouts as well as bonuses and incentives so as to improve their work performance. Therefore money and other financial rewards are fundamental in enhancing employment relationship within an organization. Enhances sustainability within the organization Another long-term benefit of monetary rewards is sustainability. One of the major goals of business organizations is to achieve sustainability. Through giving cash handouts and incentives to employees, the workers will feel motivated and therefore effectively undertake the assigned roles and projects. Enhanced operations in the organization will lead to the achievement of organizational goals. Employees who are motivated therefore become more productive. According to Kaplan Norton (2013 p. 95) after the goals of the business have been achieved, the firm can therefore venture into other roles such as corporate social responsibility and environmental conservation. Through such measures, the firm can attain sustainability since the local community will feel the positive impact of the business on them. Moreover, through giving of financial rewards, the business increases the income of each individual employee leading to a satisfied workforce. Therefore giving financial rewards such as b onuses and incentives helps an organization to attain sustainability in the long run. Through attaining sustainability, the business can have a significant impact on the society. There has been an increasing need for both small and multinational business to embrace sustainability so as to have a positive influence on the community. Reduces employee turnover Giving money and other financial rewards to employees can also lead to a reduction in the number of employees who are leaving the business. Employees who are not well paid in the business tend to look for better pay in other organizations. The practice results in the decrease in performance and productivity of the organization. However, through giving financial rewards, the employees will become motivated since the monetary rewards will boost their income (Durant et al 2012 p.547). An increase in income will also result in a rise in economic sustainability among the workers. The employees therefore will be in a position to afford the basic needs as well as the secondary wants. Employees who are given financial rewards will therefore become hesitant in moving away from the company. Employee turnover is one of the greatest setbacks that contemporary business organizations have been facing. It results in the loss of skilled workers who can improve the operations of the business. However , through giving financial rewards, the business can retain the employees thus achieving its goals and objectives. Moreover, through giving of financial rewards, the business will be developing a vital employment relationship within the organization. Results in innovation and creativity Rewarding employees with money and other financial rewards such as bonuses also results in innovation in the long term. According to Finkelstein et al (2012 p.932) employees who are constantly given monetary rewards due to exemplary performance will strive to perform better so as to continue receiving the monetary awards. Through the process of improving their performance within the organization, the employees can develop an idea into an innovation that can have a tremendous impact on the operations. According to Rowlinson Procter (2013 p.388) most of the multinational organizations such as Apple Incorporation have created an enabling environment for innovation through giving their employees monetary rewards. The company gives the employees monetary rewards and assigns them duties that they are expected to produce efficient end results. In the process, the workers become innovative and apply the knowledge in improving the operations of the organization. For example, if the company i s the automotive industry, the employees can develop an innovation of modern and sophisticated motor vehicle brands and models. Alternatively, in the telecommunication industry, the workers can develop new designs of cell phones or operating systems of computers (Loveman 2013, p.24). However, employees are likely to lose morale and therefore fail in accomplishing their tasks as well as developing new ideas and innovations. Dynamic and far-reaching Another important benefit of giving money and other monetary rewards to the employees is that the method is far reaching and can motivate all types of employees within the organization. Money can be used to motivate all level of employees from the lowest ranked to the highest ranked in the business. Unlike other forms of motivation that are only targeted towards a section of the employees, monetary rewards can serve all kinds of employees within the organization (Gardarsdattor et al 2014 p.1112). The firm therefore it is easier to plan for the allocation of monetary rewards unlike other forms of motivation. For example, the assistant public relations officer can be given monetary rewards to boost his or her morale. Alternatively, the security officer and the managing director can also be given financial rewards so as to motivate them. The impact of the financial rewards will be the same since all of the workers will strive towards improving on their performance so as to continue gree ting the bonuses and incentives from the organization. Most modern organizations therefore have recognized the benefit of using monetary rewards unlike other rewards such as health insurance. Through the provision of monetary rewards, the organizations can initiative an efficient employment relationship. Expansion of the business in the long run Moreover, giving financial rewards result in the expansion of the business operations in the long run (Kreps 2015 p.267). Employees who are motivated through monetary rewards are likely to improve their performance unlike the employees who are not given financial rewards. Therefore the workers will work hard so as to continue getting financial rewards. Through working hard, the performance of the business will improve thereby resulting in the achievement of business goals and objectives. When the business achieves its goals and objectives, it can now expand its operations and even attain global operations. Many industries have attained global operations after expanding their operations that had been triggered by motivating employees through giving financial rewards. For example, modern multinational organizations such as General Motors Company have expanded its operations globally due to improved performance and productivity by the employees. The automotive industry has embraced the ideology of giving employees financial rewards so as to motivate them. Through the measure, the firm has been in a position to expand its operations and therefore it has become one of the best automotive manufacturers in the world. Broad options for rewarding Another benefit of giving financial rewards to the employees is that it there are broad options in which it can be allocated to the employees. For example, the organization can decide to give cash handouts, incentives, cash bonuses or pay for recreational travels. Unlike other forms of rewards such as promotion, it is easier to give monetary rewards since the firm can chose an ideal method to use in allocating money and other financial rewards to the employees. Most organizations prefer giving incentives and bonuses to employees who have displayed sterling performance in their area of work (Lin 2011 p.61). However, some employers prefer giving cash handouts to workers who have recorded a positive progress in the organization. The availability of diverse options makes it easier for the company to choose the most appropriate method of rewarding specific employees. For example, the junior employees can be given cash handouts while managers and the chief operating officer can be given in centives and bonuses so as to motivate them hence leading to the improvement of the operations of the business. Although giving monetary rewards to employees have several benefits on employees and the organization as a whole, the practice has brought some setbacks within the organization: Discourages teamwork The practice of giving out money and other financial rewards to employees has a limitation of discouraging teamwork. Most contemporary business organizations now prefer developing working teams that can accomplish tasks collectively. Teamwork is seen as a viable practice in most organizations. However, in a case where the monetary rewards are given in a group, the lazy and uncooperative members will benefit from the financial rewards yet they efforts are not felt in the group. There are some members of working teams who lag behind since they know that the group will be judged by its overall performance (Grant et al 2013 p.901). The practice can make the group to depend on a few hard working individuals in the group. During the provision of monetary awards, the group may divide due to the disagreement over non-performing employees. Hence giving money and other financial rewards cannot effectively result in the development of a viable employment relationship in the workplace. Business organizations should ensure that they implement measures that are aimed towards creating an effective team in the business. The practice can discourage semi-skilled and non-performing workers The adoption of monetary rewards among organizations can have a long term effect of demoralizing semi-skilled workers. In most organizations, only skilled and highly performing workers are given bonuses and incentives. Employees who are not yet skilled are therefore discouraged since they feel that the business does not recognize their efforts (Kale et al 2012 p.111). Although there is a need for employees to be highly skilled in their areas of operation, some workers take time to become experts. Such types of workers need constant encouragement through diverse ways such as training and giving of financial incentives. Therefore organizations should be giving out financial rewards even to the employees who have not shown sterling performance as long as they are focused on achieving the goals and objectives of the company. The use of monetary rewards to promote growth and development therefore discourages the semi-skilled workers therefore resulting in a slow growth in a business. Cont emporary business organizations should adopt measures that can be used to fairly allocate monetary rewards to both skilled and semi-skilled employees. Cash rewards can be seen as an entitlement In the workplace, some employees who are used to cash rewards can start seeing it as an entitlement rather than a motivator (Lantos 2013 p.615). Such workers therefore feel that they should be given the monetary rewards even though they have not effectively accomplished the tasks and projects in the organization. The workers who are used to cash handouts therefore can develop laxity in the business since they know that they will still be given the cash rewards. There are business organizations that have failed due to constant allocation of cash handouts to the workers. Although giving of monetary awards can be helpful in the short run, it can be disastrous in the long term since the workers will start seeing the practice as an entitlement rather than a motivator in the organization (Williams Windebank 2011 p.50). The practice can therefore fail to create an enabling environment for a viable employment relationship. Hostility and sabotage among employees Another limitation that can arise during the allocation of money and other financial rewards is hostility and sabotage in the long run. The desire to outdo one another so as to claim cash bonuses and incentives can make employees to develop hatred among one another. Moreover, the workers can sabotage the projects of their colleagues so that they can be declared highly performing workers in the organization. According to Wright Pandey (2012 p.519), the practice of giving money and other financial rewards to employees can result in unnecessary competition among the workers. Since companies only reward the best workers, the employees can sabotage the roles of other workers in a bid to get recognition and monetary rewards from the organization. Business organizations should therefore adopt transformational policies that can prevent the negative effects of monetary rewards. There have been reported cases in which workers have sabotaged the projects of their colleagues so that that can ea rn more monetary rewards from the management. Results in employees focusing on sales and rather than the quality of the products and services The practice of giving money and other financial rewards to the employees can also result in the employees focusing on producing large quantities rather than the quality of the products and services. In most companies, the employees are rewarded according to the quantity of the products manufactured and sold to the consumers (Zhou et al 2011, p.85). The employees, however, can exploit the practice and start producing low quality commodities and selling them so as to earn the monetary rewards. The employees will therefore focus on the quantity produced and sold rather than the quality of the products and services. The practice may hinder the relationship between the customers and the employees since the customers prefer high quality commodities. Moreover, the employees may embrace an unethical way of increasing the number of sales. Some workers may give wrongful information on a particular product so that the sales can increase leading to the allocation of more monetary rewards. Moreo ver, some organizations may produce substandard and harmful products with an aim of increasing the sales. The practice can therefore prevent the adoption of an efficient employment relationship in the organization. Conclusion In conclusion, money and other financial rewards play an important role in motivating employees hence resulting in an efficient employment relationship in the workplace. Research has shown that giving monetary rewards have a tremendous impact on the employees as well the organization (Hall 2013 p.610). Although there are some setbacks based on the practice such as hostility among employees, the advantages outweigh the disadvantages. Giving money and incentives can motivate employees leading to improved performance and productivity in the organization. Moreover, organizations, where the employees are motivated, can quickly attain sustainability, growth, and development. References Aguinis, H. Joo, H and Gottfredson, R.K., (2013). What monetary rewards can and cannot do: How to show employees the money. Business Horizons, 56(2), pp.241-249. Durant, R.F., Kramer, R., Perry, J.L., Mesch, D. and Paarlberg, L., (2012). Motivating employees in a new governance era: The performance paradigm revisited. Public Administration Review, 66(4), pp.505-514. Finkelstein, E.A., Linnan, L.A., Tate, D.F. and Birken, B.E., (2011). A pilot study testing the effect of different levels of financial incentives on weight loss among overweight employees. Journal of Occupational and Environmental Medicine, 49(9), pp.981-989. Gar?arsdttir, R.B., Dittmar, H. and Aspinall, C.,( 2014). It's not the money, it's the quest for a happier self: The role of happiness and success motives in the link between financial goals and subjective well-being. Journal of Social and Clinical Psychology, 28(9), pp.1100-1127. Grant, A.M., Dutton, J.E. and Rosso, B.D.,( 2013). Giving commitment: Employee support programs and the pro-social sense-making process. Academy of Management Journal, 51(5), pp.898-918. Houston, D.J., (2015). Walking the walk of public service motivation: Public employees and charitable gifts of time, blood, and money. Journal of Public Administration Research and Theory, 16(1), pp.67-86. Hall, R., (2013). A framework linking intangible resources and capabilities to sustainable competitive advantage. Strategic management journal, 14(8), pp.607-618. Kale, P., Singh, H. and Raman, A.P.,( 2012). Dont integrate your acquisitions, partner with them. Harvard business review, 87(12), pp.109-115. Kaplan, R.S. and Norton, D.P.,( 2013). Transforming the balanced scorecard from performance measurement to strategic management: Part I. Accounting horizons, 15(1), pp.87-104. Kingir, S. and Mesci, M., (2015). factors that affect hotel employees motivation, the case of Bodrum. Serbian journal of management, 5(1), pp.59-76. Kreps, D.M.,( 2015). Corporate culture and economic theory. Firms, Organizations and Contracts. Oxford University Press, Oxford, pp.221-275. Lantos, G.P., (2013). The boundaries of strategic corporate social responsibility. Journal of consumer marketing, 18(7), pp.595-632. Lin, H.F., (2011). Effects of extrinsic and intrinsic motivation on employee knowledge sharing intentions. Journal of information science. 8(1) 56-67 Loveman, G.W., (2013). Employee satisfaction, customer loyalty, and financial performance an empirical examination of the service profit chain in retail banking. Journal of Service Research, 1(1), pp.18-31. Luthans, F. and Stajkovic, A.D., (2015). Reinforce for performance: The need to go beyond pay and even rewards. The academy of management executive, 13(2), pp.49-57. Jenkins Jr, G.D., Mitra, A., Gupta, N. and Shaw, J.D., (2012). Are financial incentives related to performance? A meta-analytic review of empirical research. Journal of Applied Psychology, 83(5), p.777. Osterloh, M. and Frey, B.S., (2014). Motivation, knowledge transfer, and organizational forms. Organization science, 11(5), pp.538-550. Rowlinson, M. and Procter, S., (2013). Organizational culture and business history. Organization Studies, 20(3), pp.369-396. Williams, C.C. and Windebank, J., (2011). Beyond Profit-Motivated Exchange Some Lessons from the Study of Paid Informal Work. European Urban and Regional Studies, 8(1), pp.49-61. Wright, B.E. and Pandey, S.K., (2012). Public service motivation and the assumption of personOrganization fit testing the mediating effect of value congruence. Administration Society, 40(5), pp.502-521. Zhou, Y., Zhang, Y. and Montoro-Snchez, ., (2011). Utilitarianism or romanticism: the effect of rewards on employees' innovative behavior. International Journal of Manpower, 32(1), pp.81-98.

Production and operation management of Nestle Company

Introduction Nestle is a nutrition company that aims at enhancing better and quality livelihoods to people. It has varied products that mainly help in improving healthy lifestyle of the people.Advertising We will write a custom report sample on Production and operation management of Nestle Company specifically for you for only $16.05 $11/page Learn More Over the years, the company has used its resources and technology to find sustainable solutions to socio-economic needs of its customers. Some of these needs include poverty eradication, better sanitation and food security. This gives the company a competitive advantage over many other companies1. Apart from corporate social responsibility, the company created Nestle nutrition, a business strategy meant to focus on the core nutrition business. Therefore, strengthening the leadership in this market is crucial for their success. This market is the primary motivation for the purchase of its product based on the nutritional value. Nestle nutrition is autonomous global business unit that is meant to increase the competitive edge of the company. The unit is charged with the profit and loss responsibility in its utmost domains, which include Infant Nutrition, Healthcare Nutrition, and Performance nutrition. The latter is aimed at delivering superior business performance to consumers by offering science based nutritional products and services2.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More To enhance its competitive advantage, the company has Corporate Wellness Unit, which focuses on integrating nutritional value to food and beverage products. It encompasses communication effort, which brings the necessary expertise in consumer benefits. Nestle products and services Nutrition has been the cornerstone of Nestle Company since its inception in the year 1867. Therefore, most products and services pr ovided by the company revolve around nutritional needs. The company strives at providing quality products and services which will help in promoting a better and healthy wellbeing of its consumers. Nestle has gained a world reputation for its consistency in providing quality and safety products. Many of the products generated by Nestle Company are beneficial based on the nutritional aspects. They include breakfast cereals, milk and other dairy products as well as bottled water which has diverse accrued advantages3. Many of these products dominate in both local and global markets. The company has ventured in chocolate and confectionery industry. Some of these products have been in existence for over a century. For example, S. Pellegrino and Nestle Moca are known in Italy and Brazil for many years. The most revered world brands include Nescafe, Nestea, Maggi, Buitoni, Purina and Nestle. Other brands, such as Milo and Nespresso, sell in many countries. Nestle takes a holistic approach i n providing nutrition to the people. This entails devising of wellness programs that facilitate the people to make their living healthy.Advertising We will write a custom report sample on Production and operation management of Nestle Company specifically for you for only $16.05 $11/page Learn More The services include baby’s development, Sports Nutrition and Weight management. No doubt, Nestle brand portfolio practically covers all food and beverages categories. Design and quality control strategies The running of the company’s business is governed by two fundamental documents, Nestle Corporate Business Principles and Nestle Management and Leadership Principles. The two provide the code of ethics that governs the policies and strategies of the company. They outlay the tone and style of approach to the running of the business. The company’s business strategy is to produce and market its products in a way that creates sustainable valu e to all stakeholders including the employees, consumers and business consortium in the areas that the company operates. The company does not favor short-term profits over long-term business orientation. The company recognizes that consumers have a legitimate interest in the behavior and the success of the company’s business, hence it embraces cultural and social diversity. The company is not discriminatory in management of the business on the basis of nationality, religion, race or age. The company does not involve in political issues. The rich cultural diversity helps in building innovative ideas for generating products which would meet the needs of the society.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The company has not been left behind in environmental conservation. It has invested heavily in conservation of the environment. In a bid to save the environment, the company has endeavored in recycling of waste materials and packaging. Nestle pioneered the Kyoto Protocol, an agreement to control carbon dioxide emissions in combating global warming4. The company was the first to produce biodegradable containers as an alternative to plastics for packing their food products. Nestle competitive advantage Nestle is a global organization, and its international strategy should be the heart of its competitive domain. The competitive strategy of the company mainly focuses on foreign investment in dairy and other food businesses. When operating in a more developed environment, Nestle strives to attain the economies of scale via foreign direct investment5. In a developing environment, Nestle Company goes the local way by utilizing the local raw materials and employing the appropriate brand. Ne stle Company strikes strategic partnership with other large companies. For example, the company entered an alliance with Coca Cola Company to produce ready-to-drink beverages, such as tea and coffee6. This was in a bid to utilize the established bottling system and necessary expertise in beverage preparation. The Company has employed the strategy of acquiring the local companies to form an established autonomous regional manager who is aware of the local markets dynamics7. Nestle company has left a significant mark in food and nutrition sector, hence becoming very competitive in the scope of business8. Bibliography Franzen, G. Moriarty, S. The Science and Art of Branding. New York: M.E. Sharpe, 2008. Kapferer, J.N. The New Strategic Brand Management: Creating and Sustaining Brand Equity Long Term 4th. London, UK: Kogan Page, 2008. Nestlà © LC1. ‘Nestle’s Competetive Strategy‘. Castelar Articles, 2005. Web. Footnotes 1. Franzen, Giep Moriarty, Sandra.The Science and Art of Branding. New York: M.E. Sharpe, 2008. 2. Nestlà © LC1. ‘Nestle’s Competetive Strategy’. Castelar Articles, 2005. 33. J.N. Kapferer. The New Strategic Brand Management: Creating and Sustaining Brand Equity Long Term 4th. London, UK: Kogan Page, 2008. 44. J.N. Kapferer. The New Strategic Brand Management: Creating and Sustaining Brand Equity Long Term 4th. London, UK: Kogan Page, 2008. 5. Nestlà © LC1. ‘Nestle’s Competetive Strategy’. Castelar Articles, 2005. 6. Ibid. 7. Ibid. 8. G. Franzen S. Moriarty. The Science and Art of Branding. New York: M.E. Sharpe, 2008. This report on Production and operation management of Nestle Company was written and submitted by user Tristin Mcintyre to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Michael Myers Essay Example

Michael Myers Essay Example Michael Myers Paper Michael Myers Paper Films tell stories in many different ways. Each different genre has its own narrative. In each type of genre there are similar conventions and plots. For example all horror films have a similar plot and are very ironic the way events occur. Halloween: Resurrection is a horror genre but due to the fact it is only certified at 15 signifies it also seems to be more of a thriller and suspense film. Thriller and Suspense Films are types of films known to promote intense excitement, suspense, a high level of anticipation, ultra-heightened expectation, uncertainty, anxiety, and nerve-wracking tension. Thriller and suspense films are virtually synonymous and interchangeable categorizations, with similar characteristics and features. Halloween includes intense excitement and anticipation as the viewer is wondering where Michael Myers is and who is his next victim. There is suspense and tension built up to throughout but it clear does not show any uncertainty or misleading events. From the other Halloween sequels, the viewers already know who the notorious, single killer is. The viewers also know what he looks like and the nature in which he kills his victims. This does not help increase as much excitement as possible because the viewers already know the killer, even before the film begins. If the genre is to be defined strictly, a genuine thriller is a film that rentlessly pursues a single-minded goal to provide thrills and keep the audience cliff-hanging at the edge of their seats as the plot builds towards a climax. The tension usually arises when the main character(s) is placed in a menacing situation or mystery, or an escape or dangerous mission from which escape seems impossible. Life itself is threatened, usually because the principal character is unsuspecting or unknowingly involved in a dangerous or potentially deadly situation. This statement clearly fits in to Halloween, as there is one main female character and around 5 other catalytic characters that also play a big part in the film. They also encounter life threatening events but as with most horror thriller films, everybody else seems o die but the main character, usually female always seems to narrowly escape at the finale of the film. Halloween is a thriller film but contains many conventions from a horror film that are recognisable and often spotted in nearly every horror genre. They are a male killer, mostly female victims and of course cold-blooded murders with the only weapon being a large knife. Characters in thrillers include convicts, criminals, stalkers, assassins, down-on-their-luck losers, innocent victims (often on the run), prison inmates, menaced women, characters with dark pasts, psychotic individuals, terrorists, cops and escaped cons, fugitives, private eyes, drifters, duplicitious individuals, people involved in twisted relationships, world-weary men and women, psycho-fiends, and more. In Halloween there is a criminal, stalker, a psychotic individual and a world-weary man who are all the same person the strange and derived Michael Myers. Also there are innocent victims and cops featured. The story is told quite effectively. It could be argued that the Halloween sequels are declining in popularity and viewers are actually getting quite tired of them. Nothing ever happens differently rather than stabbings. A bit of adventure in one of the sequels would perhaps draw back the viewers and allow them to feel some different emotions. Halloween: Resurrection has tried a little harder to retrieve its viewers very effectively. The filmmaker, Rick Rosenthal has come up with a unique idea. The main characters are placed in Michael Myers house and actually filmed on the internet. There is objects put around the house purposely, which are booby-traps and red herrings, but this adds effect as the people do not know this but they have to define the objects and events which are real and belong to Michael Myers. This builds up suspense for the actual viewers and the internet viewers on the film. It sort of allows the viewers to communicate with the characters in the film as both would be feeling the same emotions and anxiety whist watching the events unfold in the house.

History of the Washing Machine essays

History of the Washing Machine essays As a society that depends on high tech gadgets and gizmos, we tend to overlook the origination of our devices that have been built to simplify our lives. One of the most useful devices that virtually all of North America depends on is the Washing Machine. This is an appliance that has been around in a variety of forms for nearly two and a half centuries, though many would believe it to be a fairly recent invention, perhaps 40 to 50 years passed, as many of our parents and grandparents tell us stories of how they used washboards to clean their clothing. What could possibly have existed before it? The answer; an assortment of other machines as well as methods varying from the cage with wooden rods and a handle that was built in 1782 to the first electric washing machine that was built in the year 1906. Using the friction caused from rubbing clothing against rocks, and rinsing the clothes in a stream in order to clean them, no doubt became a tedious task in a short time. However, the technology did not exist to improve on this method. That is, not until the year of 1782, when the first washing machine was designed by a man named H. Sidgier from Great Britain. This machine consisted of a cage with wooden rods and a handle that was used for turning. Sidgiers design led the age of washing machines into the 1800s when companies began to create machines that used paddles or dollies and were hand operated. This, in turn, led to the invention of the revolving drum in 1851. The patent was made by James King; an American. This machine was similar to the modern machines of today. Later, Harrison Smith produced the same but with a reversing action in 1859. A wringer was added to the designs in 1865. In 1874, William Blackstone, a merchant from Indiana, built his wife a birthday present. He had constructed a machine that would remove and wash away dirt from clothing. Blackstone built and sold his machines...

From Evaluating a Skilled Care Initiative in Rural Burkina Faso to Article

From Evaluating a Skilled Care Initiative in Rural Burkina Faso to Policy Implications for Safe Motherhood in Africa - Article Example The study also reveals humans as prejudicial, for failing to put in place universal policies that would incorporate poor people as well. (Meda, et.al., 2008). The research questions of this study include: what practices lead to the rise in maternal mortality? What is the role of safe motherhood policy in alleviating fatalities of motherhood? How can these alarming rates of mortalities be reduced? The purpose of the research is to study the current situation of motherhood safety, identify contributing factors and recommend possible solutions to the problem, through the generation of evidence-based policies that would be useful in promoting safe motherhood programs in Burkina Faso (72-74). The type of research design used in this study is a descriptive, evidence-based design, carrying out studies in different settings and providing the factual representation of results from the field. It involves naturalist studies, drawing citations from case studies, intent observation of human behavior within the study settings of Burkina Faso, and use of surveys. It also involves the review of the literature, this has elements of Review design. The findings of this study reveal that for safe motherhood to prevail, three main issues have to be addressed: user fees, human health professionals and geographical access to health facilities by the mothers. Additionally, owing to the importance of skilled attendance at delivery, effective health policies should be established to achieve its successful implementation. Other policies that have emerged to be important in such implementation include fostering maternal referral service, to take care of emergency procedures; promoting community mobilization to encourage women to use maternal health services; and abolishment of user fees to cater for poor women as well (73-76).

Finance in the Hospitality Industry Assignment Example | Topics and Well Written Essays - 3250 words

Finance in the Hospitality Industry - Assignment Example It is worth mentioning in this regards that the borrowing percentage depends on the size of the industry. For instance, small-scale hospitality players, such as Queens Hotel London often borrow funds from whereas medium-sized hospitality organizations are observed to source funds from the small investment bodies, as to continue with their business processes (Hsyndicate, 2014). Â  As already discussed above, there can be various methods through which, income can be generated within a business or service operation. However, the levels of the contribution made by these income generation sources might vary to a substantial extent. For instance, in case a hotel plans to purchase laundry equipment from an electronics equipment manufacturer, on behalf of the contract made, the laundry equipment manufacturer can charge the hotel either in terms of full payment or in terms of credit purchase. The contribution of both these methods in this context can be justified with reference to the fact that if the purchase can be completed through credit, the financial burden on the hotel is also quite likely to curve down or to get reduced to a substantial extent, in the short-run. However, this will increase the liability of the organization and likewise, may not prove to be a good source of funding in the long run. Nevertheless, through the credit sales opportunity, the hot el and the equipment manufacturer will also get the opportunity of establishing the long-run business relationship with each other. Given the goodwill of the hotel on the basis of its regularity to pay back the credited amount this relationship may yield significant advantages to aid the financial needs of the organization further adding to its financial health. Thus, the purchase technique can also be recognized as a major contributor to generating income for both the business bodies.

Environmental Analysis Essay Example for Free

Environmental Analysis Essay Landfill gas is generated during the decomposition of organic substances in municipal and industrial wastes. Since it is made up of powerful greenhouse gases, primarily methane gas and carbon dioxide, the prevention of escape to atmosphere is desirable and has the added benefit of being utilised as a renewable energy source (Clarke Energy, 2014). One such company focussed on dealing with this issue is Landfill Gas Industries Pty Ltd (L.G.I. Pty Ltd) they are ‘a specialist designer, supplier, installer, and operator of systems that capture, extract and burn gas produced in landfills’ (L. G.I. Pty Ltd, 2014). L.G.I. Pty Ltd has several opportunities that could impact the company’s operations in Australia, such as government regulation, the number of councils and landfills available and the fact that all landfills require a solution to the landfill gas problem. However L.G.I. Pty Ltd also has several threats potentially impacting its operations, for example from large energy generators, large waste companies and opposition to landfill gas. With the continuing pace of global environmental awareness and a general growing consensus about the potential damage of greenhouse gases, the Australian Government may introduction legislation and associated taxation such as the use of carbon credits that are designed punish landfill owners with unabated gas emissions (Department of the Environment, 2011). A company such as L.G.I. Pty Ltd is well placed to install systems that can reduce these emissions and in turn reduce the financial penalties of operating a landfill, many of which are run by local councils and therefore paid for directly by ratepayers. With 565 local government councils in Australia (The Department of Infrastructure and Regional Development, 2014) and each with a need to process its residents’ garbage, many of which themselves operate landfill sites and/or have legacy landfills within their boundaries. Whilst the market has a finite limit there is considerable appeal for councils to adapt such technologies at their landfills and has the potential to generate ‘huge savings for [councils] and the environment’ (Landfill Gas Pty Ltd, 2008). L.G.I. Pty Ltd is committed to take advantage of councils’ needs by having ‘developed successful landfill gas installations on sites of all scales across Australia’ (Landfill Gas Industries Pty Ltd, 2014). Wherever there is a landfill, there is potential dangers aside from the environmental concerns unless mitigation techniques are employed, such as the risk of fire and explosion which for example  occurred in Loscoe, England in 1986 when a nearby house was destroyed (Danish EPA, 2001). There is also the potential of gas migration to occur below the surface and in turn contaminate the groundwater (Environment Protection Authority, 2008). If a landfill site is not suitable for electricity production, gas mitigation is nonetheless desired for safety and hygiene reasons. L.G.I. Pty Ltd ‘manufactures and installs its own range of state of the art flares’ (Landfill Gas Industries Pty Ltd, 2014) allowing the flammable gases to be safely burnt off. Therefore all current and legacy landfill sites are potential business for L.G.I. Pty Ltd The first major threat to L.G.I. Pty Ltd comes from existing large energy generators, such as AGL, Origin and Energy Australia, these 3 companies have a combined market share of over 60% of the energy sector (IBISWorld, 2014). As these companies have the need to supply electricity to their customers they have the desire to source viable and sustainable generation methods, AGL for example already ‘owns and operates several renewable landfill gas and biogas (sewage) generation facilities across Australia’ (AGL, 2014). If these companies decide to expand in this sector and compete for this resource, they could undermine L.G.I. Pty Ltd’s potential simply by means of more efficient access to financial capital required to setup and by the greater potential political bargaining power they possess such as when competing for tenders. Such as with large energy generators, large waste companies also pose a potential threat for L.G.I. Pty Ltd. Many councils utilise outsourced waste collection, processing, recycling and landfill operators to fulfil their needs. Operators such as Veolia and Sita which operate landfills as part of their business must ‘manage odour across [their] landfills in accordance with the Environmental Protection Licence’ (Sita, 2014). These operators have their own equipment and methods for gas mitigation and therefore pose a threat to L.G.I. Pty Ltd if more councils outsource their waste needs to private companies, they in turn aside from environmental requirements have a commercial obligation to seek profit. There is nonetheless opposition to companies that seek to turn landfill gas into electricity, for several reasons such as its relative high costs, local air pollution but namely it suggests that it is acceptable to dump waste at landfill sites rather than pursue waste minimisa tion or recycling initiatives (Shrank, 2011). Veolia states that it ‘encourages waste  minimisation and recycling’ (Veolia, 2014), however if a financial incentive exists if it fails that endeavour then people are right to be sceptical. The threat of a change in public opinion and awareness towards waste disposal could potentially impact L.G.I. Pty Ltd, particularly if they are seen as not encouraging waste minimisation or if their operations produce an unacceptable amount of air pollution. Landfill gas is an unavoidable by-product of our modern society and it possess several risks if left unmanaged to public health and safety. L.G.I. Pty Ltd is well placed to mitigate these risks and also potentially return a financial benefit to its clients, specifically local councils. In terms of opportunities, L.G.I. Pty Ltd faces a finite barrier in terms of number of landfills in Australia, it may seek to export its expertise to markets overseas to pursue further growth. It may also be of benefit to lobby government to encourage further legislation and taxation penalties regarding greenhouse gas emissions, potentially expanding its market. Of the threats facing L.G.I. Pty Ltd, the biggest is represented by existing the large companies in the electricity generating and waste disposal sectors, who invariable have better access to capital and lobbying power to further develop this industry. Finally, public opinion could negatively impact L.G.I. Pty Ltd if they are seen to be exploiting a resource which ideally should be minimised in the first instance. Clarke Energy, (2014). Landfill Gas | Landfill gas generator. [Online] Available at: http://www.clarke-energy.com/gas-type/landfill-gas/ [Accessed 8 Aug. 2014]. Landfill Gas Industries Pty Ltd, (2014). Landfill Gas Industries Renewable Electricity Leaders. [Online] Available at: http://landfillgasindustries.com.au/about-landfill-gas/ [Accessed 8 Aug. 2014]. Department of the Environment, (2011). Capture and combustion of landfill gas. [Online] Available at: http://www.climatechange.gov.au/reducing-carbon/carbon-farming-initiative/methodologies/methodology-determinations/capture-and-combustion-landfill-gas [Accessed 8 Aug. 2014]. The Department of Infrastructure and Regional Development, (2014). Local Government. [Online] Available at: http://www.regional.gov.au/local/index.aspx [Accessed 8 Aug. 2014]. Landfill Gas Pty Ltd, (2008). Landfill Gas Pty Ltd. [online] Available at: http://www.landfillgas.com.au/home.html [Accessed 8 Aug. 2014]. Danish EPA, (2001). Miljstyrelsen. [Online] Available at: http://www2.mst.dk/common/Udgivramme/Frame.asp?pg=http://www2.mst.dk/Udgiv/publikationer/2001/87-7944-831-3/html/kap30.htm [Accessed 8 Aug. 2014]. Environment Protection Authority, (2008). Guidelines for groundwater investigation and monitoring for landfills. [Online] Available at: http://www.epa.sa.gov.au/xstd_files/Waste/Public%20consultation/guidelines_landfill.pdf [Accessed 8 Aug. 2014]. IBISWorld, (2014). Major Companies. [Online] Available at: http://clients1.ibisworld.com.au.ezproxy.lib.swin.edu.au/reports/au/industry/majorcompanies.aspx?entid=2147 [Accessed 8 Aug. 2014]. AGL, (2014). Landfill Gas and Biogas. [Online] Available at: http://www.agl.com.au/about-agl/how-we-source-energy/renewable-energy/landfill-gas-and-biogas [Accessed 8 Aug. 2014]. Sita, (2014). Landfill Gas Management | SITA Australia. [Online] Available at: http://www.sita.com.au/facilitie s/landfills/landfill-gas-management/ [Accessed 8 Aug. 2014]. Shrank, S. (2011). Opposition to Waste-to-Energy: A Waste of Waste?. [Online] Worldwatch Institute. Available at: http://blogs.worldwatch.org/revolt/opposition-to-waste-to-energy-a-waste-of-waste/ [Accessed 8 Aug. 2014]. Veolia, (2014). Recovering Resources from Waste Veolia Australia and New Zealand. [Online] Available at: http://www.veolia.com.au/municipal-residential/recovering-resources-from-waste [Accessed 8 Aug. 2014].

The Major Battles of the Civil War Essays -- Civil War History Histori

The Major Battles of the Civil War No other war seems to hold our focus like the Civil War. Scholars have chosen to make it their life's work, authors have written reams about it, and we all feel some kind of connection to the Civil War. This paper was created to highlight some of the major battles that took place during that conflict. Major battles usually marked a drastic change in the momentum from one side to the other or led to massive losses of troops. These battles and their results all played a huge part in the outcome of the war. One of the war’s first battles was the Battle of First Bull Run. Today's site of the Battle of First Bull Run is a tranquil pasture surrounded by trees and a split rail fence. Instead of the neigh of a horse, you'll hear, in the distance, the sound of passing cars. A community college has a campus nearby, couples enjoy the sunshine and a nice walk, and a few kites fly leisurely in the breeze held by the hands of children. It's nothing like July 21, 1861; it's quiet. Everyone in Washington and the surrounding area had heard talk of the troops gathering outside Manassas Junction, Virginia. Expectations ran high that the Union troops would quickly send their Confederate brothers running for the hills. Buggies of spectators traveled the thirty miles from Washington to see the battle. Picnic baskets were opened and folks prepared to watch the show. No one expected what they saw. This wasn't one of the biggest battles of the war, but it was the formal opening for both sides. Of the 32,500 Confederate soldiers, 1,982 of them became casualties, while the Union counted 2,896 casualties from 35,000 troops. Many thought this would quickly settle the dispute; all it did was prepare everyone for a long war and move the Federal government into action. Another major battle took place at Shiloh. Isn't it strange that a battle as bloody as the battle at Shiloh would begin on a Sunday morning and be named for a country church near the battlefield? Maybe the soldiers didn't even see the irony. Then again, maybe someone did. The Union soldiers weren't prepared for the charge of their Confederate brothers. Many of the Union troops were untrained and undisciplined, but as in so many battles of war, mundane events served to alter the future. General Albert S. Johnston, CSA, had given his commanding generals orders to attack ... ...uring the Peninsula Campaign in 1862. He impressed his commanding general, Major General George McClellan, and steadily made rank afterward. Meade commanded a division at Antietam and the V Corps at Chancellorsville. Lincoln chose Meade to replace Major General Joseph Hooker in June 1863, as the commander of the Army of the Potomac. Meade was criticized for not pursuing the Rebel forces after the battle, but that didn't shake Lincoln's faith in Meade. Meade held command of the Army of the Potomac until the end of the war and became the most successful and longest serving Union commander. There were many battles that followed the battle of Gettysburg. Some were more important than others, but all played a part in the outcome of the war. The victories by the Union at Petersburg and Richmond led General Robert E. Lee to surrender at Appomattox. This effectively brought the most horrifying war in American History to an end. Many American soldiers died but not in vein. They fought for our country and to help hold it together. These battles and many more just show us how horrible war was, but without these battles America wouldn’t be what it is today, a unified and free country.

Tristan Gonzales

Gonzales#l Integrity is â€Å"the quality of being honest and having strong moral principles; moral uprightness† (Google Definitions). The first person that comes to mind when I hear the word integrity is Nick Carraway from the movie and the novel â€Å"the Great Gatsby'. Nick Carraway is Gatsbys Lovers brother and Gatsbys best friend, he is also the narrator. Nick shows honesty, moral principles, and moral uprightness throughout the ntire book.Nick Carraway as a narrator is honest and reliable because he explains all the Judgments from characters in general and is unbiased in doing so, he presents original plots or conversations does not scrutinize them and leaves them to the readers to decide, and these good qualities of Nick can be described by comparing others corruption in the book, such as Tom Buchanan, Gatsbys lover's wife. Nick accepted the good parenting in his younger age, which helps him to be a decent person afterwards.It can be proved in the book where Nick's fat her told him: â€Å"Whenever you feel like criticizing someone, Just remember that all the people in this world haven't had all of the advantages you've had. â€Å"( Fitzgerald,l) this advice, which he has been turning over in his head ever since tells us that he is honest for the fact thathe does not Judge people without getting to know them first. Gonzales #2 Nick has high morality and decency while others do not. For example, â€Å"l was one of few guests who had actually been invited.People were not invited-they went there. † (F. Scott Fitzgerald, 43) Majority went there without an invitation. It shows those people have low morality and are dishonest. In the book Gatsby asks nick to go and tell daisy to meet him for lunch after he tells the story of him and daisy and what occurred with their relationship. He agrees to this gesture because he feels that tom Buchanan is an unfaithful husband and he has witnessed first hand of his affairs. He knows what he is doing is for the best and is looking out for daisy in more ways than ne.These reasons for Nicks integrity that I have stated are only the ones that truly stuck out to me on the contrary though if I re read the book I'm confident that I could conjure up 100 more reasons why he has integrity. In every chapter of the book he is in a circumstance where he must make the right choice, and he never fails to make that choice. In the third chapter atter meeting a lot ot the main characters Nick states â€Å"l am one of the few honest people that I have ever known†( Fitzgerald,54). And I agree with this quote completely.

Sompare and contrast two literary works Essay

The paper should be organized around your thesis (argument), which is the main point of the entire essay. When developing a thesis for a comparative paper, consider how a comparison of the works provides deeper insight into the topic of your paper (i.e., think about why you have chosen to look at these particular works in relation to one another). In your analysis, consider the relationships among the following elements: †¢Content †¢Form (e.g., short story vs. poem) †¢Style Assignment Requirements †¢Topic: Must address one of the topics in the guidelines †¢Length: Your draft should be eight to ten double-spaced pages in length (excluding title and reference page) †¢Sources: Utilize at least six scholarly sources to support your thesis (including the course text and at least two sources from the Ashford Online Library). †¢APA: Your draft must be formatted to APA (6th edition) style. Separate Title Page: Must include an original title ââ€" ¦Separate Reference Page Proper Citations: All sources must be properly cited, both within the text and in a separate reference page. †¢Elements of Academic Writing: All academic papers should include these elements. Introduction with a thesis statement Supporting paragraphs Conclusion Themes & Corresponding Works Choose only two of the works within your selected theme. Race / Ethnicity ââ€" ¦Country Lovers (Gordimer) The Welcome Table (Walker) What It’s Like to Be a Black Girl (Smith) Child of the Americas (Morales) Gender Roles / Marriage ââ€" ¦The Secret Life of Walter Mitty (Thurber) The Story of an Hour (Chopin) The Necklace (de Mauppassant) The Proposal (Chekhov) Country Lovers (Gordimer) Creativity / The Creative Process Poetry (Neruda) Constantly Risking Absurdity (Ferlinghetti) You, Reader (Collins) Death and Impermanence Dog’s Death (Updike) I Used to Live Here Once (Rhys) A Father’s Story (Dubus) Do Not Go Gentle into that Good Night (Thomas) Nothing Gold Can Stay (Frost) In Memoriam (Tennyson) Because I Could Not Stop for Death (Dickinson) Nature Wild Geese (Oliver) Dover Beach (Arnold) The Oak (Tennyson) The Road Not Taken (Frost) Symbolism of the Journey The Road Not Taken (Frost) A Worn Path (Welty) I Used to Live Here Once (Rhys)

Lake Ellie chemistry analysis Essay Example

Lake Ellie chemistry analysis Essay Example Lake Ellie chemistry analysis Essay Lake Ellie chemistry analysis Essay Ammonium content in Lake Ellie Lake Ellie ammonium content has remained constant and low since 1976 to 2013, despite slight changes of ammonium deposits in Lake Ellie the ammonium content remains at no threat levels for the water organisms and its ecosystem. An increase in ammonium content should be kept in check to avoid eutrophication which could lead to the overgrowth of plants reducing the amount of light in the water hence affecting its ecosystem and the well-being of the plants and animals living in the lake. Carbon dissolved inorganic Dissolved inorganic carbon levels have been high in Lake Ellie which has significantly affected the plants composition by altering the water pH in the lake. In 2013, the amount of dissolved carbon in Lake Ellie stood at an average of 20. This content explains the high amount of growth of phytoplankton species in the lake. The high inorganic carbon is necessary to provide a buffer in the water ecosystem, in particular against acidic pollutants. Dissolved organic carbon Compared to dissolved inorganic carbon dissolved inorganic carbon have been at a record low since 1976 and even recorded a lower concentration in Lake Ellie in 2013. The lake has been able to maintain an average content of 1.7 dissolved organic carbon over the years. Chlorophyll ;A Chlorophyll- A concentration levels have remained low and constant due to the presence of few plankton algae which is the primary cause of high chlorophyll content in lakes. Low ammonia concentration reduces eutrophication and growth of plankton algae hence reducing the amount of chlorophyll in Lake Ellie. There is an exception in 1997 July which recorded a high Chlorophyll-A concentration. Nitrates, silicates and phosphorous water content Lakes in Ontario has a low nitrates content which affects the overall quality of the lakes water in Ontario. The low nitrates dissolved in these lakes ensures that there is a good balance between the plants and the animals in the lakes. Dissolved silicates content is also low at an average rate of 0.8 which is good for a water ecosystem. On the other hand, phosphates concentrations in Ontario lakes have remained low which has been significant in reducing the overgrowth of plants in the lakes hence fostering a balance in the ecosystem. Conclusion The analysis has established that the water in Ontario lakes to be of good quality and standard due to a right balance of the minerals that can affect the plants and animals in the lakes. The different elements have remained constant over the years which indicate low pollution levels in the lakes.

7 Strategies for Your Side Hustle

7 Strategies for Your Side Hustle In a perfect world, we’d all get paid handsomely to do what we’re most talented at doing, or what we’re most passionate about doing. In our world, however, we often end up choosing jobs and career paths for a more complicated set of reasons: some skills are more marketable than others; bills need to be paid; or maybe there just aren’t enough full-time job openings for someone who makes custom jewelry for hamsters. Whatever the reason, your day job might not be your ideal passion. If there’s something you’re yearning to do, or just want to make some extra money on the side, you have options for creating a fun and profitable â€Å"side hustle† for yourself.Think about what you already have going for yourself.Are you crafty? Do all of your friends come to you for proofreading or grammar advice? Have you developed monster design skills over the years, even though you’re an accountant? You may have skills or interests with earning po tential, even if you don’t realize it yet.Don’t forget that if you have a skill or interest that isn’t fully developed, you can take classes or spend some time honing them into business-ready shape. You don’t need to be ready to launch overnight.Make sure it fits.If you have a skill that might be profitable but you don’t love doing it, then you may be better off not pursuing it. Remember that you’ll likely be doing this in your spare time. If you can’t face the idea of going home after a long day at work and spending three more hours editing the huge batch of photos you were hired to take at your cousin’s friend’s bar mitzvah last weekend, then maybe you’re not ready to start a second career as a photographer.Take a look at your life overall. You’ll need to devote a lot of time to your new side gig: producing goods or performing services, selling and marketing yourself, developing your brand, and dealing wi th the logistics of getting your stuff out there. If you’re already crunched for time for basics like meals, sleep, or family time, chances are you just won’t have enough time for your fledgling business.Check out your potential market.If there are already 18,000 freelance designers in your city looking for jobs on sites like Elance.com, you might want to think twice about entering that fray. Before you start any kind of side business venture for yourself, research the heck out of it! Know what kind of online sales and marketing channels are available to you and what kind of audience you would be serving. Make sure you understand who would be buying from you and what kind of quality they expect.This research is also essential to help you figure out pricing for your business, based on what’s out there You want to make sure you’re not undercharging and costing yourself potential profits or overcharging and scaring away potential customers. See what’s working for other people in your field, and come up with a pricing game plan.Get expert advice.Reach out to other professionals in your chosen area. Ask questions about what’s worked for them and what didn’t, and try to get a sense of what the obstacles are for someone embarking on this- especially part-time. Their advice can not only show you a path forward (or at least let you know where the potholes are on the road), but also give you a sense of how you should package yourself.Don’t let lack of cash deter you from getting started.If you have a brilliant idea and a plan for implementing it but you need money to pay for materials or development, consider crowdfunding it. Sites like GoFundMe or Kickstarter can not only help you raise funds, but also build a network of potential allies and customers to help you bring your vision to the masses.Build your brand.There are so many free online tools you can use to promote your business, there’s no excuse not t o take advantage. This is especially key when you’re just starting out. If you’re not sure yet whether you want to invest your full attention and resources into your new business, start with basics like Twitter, Facebook, and Instagram before you invest in creating and maintaining your own website.Develop your business sense.In addition to getting your skills and plan in order, make sure you also know about any legal or financial implications. It can’t be a surprise that Uncle Sam will expect you to pay taxes on your awesome new enterprise, so make sure you’ve done your research about how your taxes will be affected by your status as an independent vendor or contractor. If you want to develop your basic business skills, you can do your own research or take classes online through Coursera or Lynda.com.The hustle is real. As long as you’re doing something that’s fun and stimulating for you (and legal!), there’s no reason you shouldnâ₠¬â„¢t have a mini-career on the side. And who knows? It could turn into your full-time gig somewhere down the line.

Division-Classification Assignment Example | Topics and Well Written Essays - 250 words

Division-Classification - Assignment Example Classification can also prove helpful in writing as it allows a writer to classify different sets of arguments or ideas in writing. This is why division and classification has great importance in writing. The steps that are mentioned in the chapter can also prove to be helpful for anyone who is writing an essay on any subject. Setting the principle for division and classification is important as it helps a writer brainstorm different ideas about the essay. One of the most difficult things in writing is to start the process of writing. Many people find it the most difficult part of writing any essay. By setting division and classification principle one can easily start the brainstorming for any piece of writing. It is also important to logically arrange ideas in any writing so that there is a logical flow in the paper. This is important for audiences as it will make the understanding of any writing easy. These are the most important things I have learned from the chapter. This chapter will help me use division and classification and incorporate these in my future

Crisis Management Plan and Media Communication Essay

Crisis Management Plan and Media Communication - Essay Example It is important for institutions with strong performance orientation to develop viable promotional plans and crisis management techniques that enhance growth. Researchers and marketers assert that institutions with growth aspirations need to advance their crisis management capacity including effective media identification to ensure that the information relayed reaches prospective individuals. Dispute resolution requires superior plan, and execution of activities to facilitate problem awareness and development of amicable solutions. Similarly, it entails proper identification of viable and effective media system that would enable wide coverage of information with an aim of enhancing decision-making. . It is proper for companies to integrate their systems with strong media communication plan that is economically viable and socially relevant to avoid unwarranted disputes. The design should be issue oriented and customer focused with an aim of providing essential information that advance s customers knowledge about available services. As noted marketing planning and media, identification has been a prevalent factor that has affected growth in most companies. The impediment requires effective strategies and policies to advance realization of excellent output including satisfaction of stakeholder needs. Indeed, media provide a superior communication channels through which companies relays basic information to consumers and receives various feedbacks for purposes of adjustments. Such communication may cause crisis in service delivery including unwarranted disputes with the potential to stall operations in various operating sectors. Therefore, institutions need to a

Happiness Essay Example | Topics and Well Written Essays - 500 words

Happiness - Essay Example These challenges include the satisfaction of physiological needs, safety, love, and self esteem. All of which serves as the motivation for the individual to strive for self actualization which is the basis of true happiness. To begin with however, the person has to take care of his body and mind. A person has to satisfy his physiological and psychosocial needs then continue to meet his self esteem and finally self actualization. In each of this case, people should have the determination to work it out to be able to be successful at this level. In Maslow’s hierarchy of needs, when the lower needs are satisfied, there is the possibility that the individual may move on to the next level of need contributing to happiness. Thus, lower needs have to be maintained. A disturbance in one area may lead to disequilibrium which may result to unhappy life (Suddarth, p 4). A person who is deprived of food cannot be able to understand what love means. The absence of this may undermine the in dividual’s psychosocial capacity to be happy and share happiness to others. This goes with the idea that if a person is hungry is likely to be angry. Self actualization leads to contentment which defines happiness in a deeper sense. People who are satisfied with what they have done in their life are a true picture of happiness.

The Bauhaus Essay Example for Free

The Bauhaus Essay The Bauhaus is an institute for education of German architecture, industrial art and handicraft. The architect Walter Gropius founded it in Weimar in 1919. In 1925 the Bauhaus moved to Dessau, into a radically modern building, for the time, designed by Gropius. The New Bauhaus Art Institute was opened on 4th December 1926. The building complex was made of steel and glass. It was considered an architectural masterpiece. The Bauhaus was influenced by the term Truth To Materials because one its main principal is functionality. The rejection of principles is also an important influence. The designers tried to look at design completely differently than the status quo. They tried to look at things purely and simply. The Bauhaus designers did not use extravagant materials this made their designs affordable and available to the general public. The term form follows function means that if you design something, purely thinking about the function, a form will follow that meets the original function. The Idea comes from the American architect Louis Sullivan. Most of the designs from the Bauhaus follow this idea. The teaching methods of the Bauhaus are still used today. One year is spent in the university doing a variety of subjects before the pupils spend three more years studying one of the topics that they studied the first year. Marianne Brandt is an important figure in the history of modern design. Her metal designs such as the Kandem flexible bedside light (1928) and the 1924 ashtray revolutionised the design of metal ware she is also important because she was one of the first successful women designers. Here products are still made today by the Italian giants Alessi. Marcel Breuer was a master of creating simple, light and functional furniture. He was an innovator and he introduced new technological advances to design. Designs such as the 1925 Wassily Chair and the Table Laccio demonstrate his talent. Normally a prototype was as far as a design went in the Bauhaus, this is because students didnt have much money and so they couldnt afford to fund the mass production of their designs. Another reason is that this happened is because many of the designs werent desired enough by the public, to be mass-produced. I think that the Bauhaus is a very important part in the history of art. It deserves the prestige it receives as the centre of a revolution in art and design education It has produced some of the most memorable pieces of design in history and you can see how much it has inspired the designers of today just by looking at the functionality and simplicity of their work. I am sure that the Bauhaus will continue to inspire the designers of the future. The term less is more is applied to pieces of work from the Bauhaus because of the simplicity and lack of extravagance of most of the pieces creates a bigger impact that a fancy and complicated design. This is because most of the design during the time of the Bauhaus was lavish and complicated. Modern design centres on functionality and simplicity. Minimalism has a very important role to play in modern design. For me this movement plus a lot of other ideas, such as ease of mass production, started at the Bauhaus.

Sex and the City :: Television Media TV

Sex and the City Sex and the City an outrageously funny comedy/drama, created and written by Darren Star, is about nothing else but sex in the big city of Manhattan. As a newspaper columnist, Carrie Bradshaw writes about love and sex in the big apple, through the experiences of all of her single best friends, including her own single love life. They encounter everyday dilemmas and exchange useful advice amongst their busy lives of self-evaluation. Sex and the City portrays women as power beings through their sexuality. Glamorous and sexy Carrie Bradshaw, played by Sarah Jessica Parker, writes a column, â€Å"Sex and the City† for a newspaper and loves expensive footwear. Her column highlights nightlife in the big city that never sleeps but always sleeps around. As she and her single friends are struggling to get through life and enjoy it to it’s fullest, she gets caught in a love battle with charismatic Mr. Big. One of Carrie’s best friends, confident and sexy Samantha Jones, played by Kim Cattrall, enjoys great sex. As a Public Relations consultant, she only expects the best that life has to offer her, from gorgeous studs to yoga classes with sexual appeal. The type of woman that makes a lasting impression, Samantha is beautiful, a great friend, and never misses a beat. As a feminine romantic, Charlotte York, played by Kristin Davis, prides in being perfectly poised and polished. Another one of Carrie’s best friends, Charlotte is looking for a relationship that would lead her towards her ultimate happiness. She encounters many relationships and experiences guys who take Prozac and want threesomes. Charlotte is definitely a beautiful woman interested in art, with a lot of sex appeal, but she is always hunting for the perfect guy to be included in her perfect lifestyle and dreams. Attorney Miranda Hobbes, played by Cynthia Nixon is ambitious about her work and relationships, as well as wild and sexy. Another one of Carrie’s best friends, Miranda might be blunt, but prides in her success. She encounters relationships and sex with men, as well as a time when she appeared to be a lesbian. Through all of her insecurities, Miranda is able to endure it all, and be the strong woman in everything she attempts.

Motivation

Describe, compare and contrast one process and one content theory of motivation. Evaluate how appropriate they are for organisations today. Motivation is the desire or willingness of someone to do something. Craig C. Pinder (1998) defined work motivation as a â€Å"set of internal and external forces that initiate work related behaviour and determine its form, direction, intensity and duration. † Motivation plays an important role in a business environment, as employee motivation is believed to improved work performance.Discussed in this essay are two types of motivation theories; Content theory which tries to identify specific needs that motivate people and Process theories which is based on developing models relating needs, motives and behaviour. In this essay, I aim to asses content and process theories accordingly; Abraham Maslow’s Hierarchy of Needs Theory and Stacey Adams Equity Theory; comparing these theories and highlighting any assumptions, strengths, weakness , positives and negatives individually and comparatively to be able to come to a critical conclusion as to whether these theories are suitable for organisations today.My content theory is based on Maslow’s Hierarchy of Needs theory, published in 1943 by Abraham Maslow. His hypothesis was that â€Å"human needs arrange themselves in hierarchies† as quoted in his publication of A Theory of Human Motivation in 1943 (p. 370). In hierarchical order physiological needs which entails food, water, shelter and warmth. Safety needs refers to security, stability and freedom from fear. Social needs include the need for affection and friendships. Esteem needs refers to ego needs, recognition and respect.Finally, Self-actualisation, realisation of ones full potential ‘becoming everything that one is capable of becoming. ’ â€Å"When one set of needs is satisfied, it ceases to be a motivating factor. Thereafter the next set of needs in the hierarchy order takes places,à ¢â‚¬  (Maslow, 1943) this continually occurs until the assumption of self-actualisation is satisfied, as Maslow stated, â€Å"a satisfied need is no longer a motivator. † Equity Theory, a process theory first proposed by Stacey Adams in 1963 ocuses on people’s feelings on how fairly they have been treated in comparison with the treatment received by others. It is based on exchange theory (Homans 1961) undergoing an exchange process, which involve inputs and outcomes. In ‘Social Behaviour: its Elementary Forms’ by George C. Homans he created the rule of ‘Distributive Justice’: â€Å" a man in exchange relation with another will expect that the reward of each man be proportional to his costs†¦ the greater the investments, the greater the profit,† (Homans 1961 p. 75).Numerous business environments present inequality, however, the acknowledgement of inequality will motivate an individual to decrease or eradicate the inequality. These two theories illustrate a relationship in terms of how they motivate individuals by fulfilling a need that affects them both mentally and physically; for example, Maslow’s theory suggests you will be motivated to the next ‘higher level’ of needs if the previous level is fulfilled satisfactorily, if this is not met, work performance will deteriorate and affect individuals mentally or physically as they cannot advance to the next level.As well as, Adams Equity Theory; Work on Walster, Berscheid and Walster, 1973 was covered by Kingsley, Catherine, Park, Hee Sun and Lee, Hye Eun (2007) where they suggested â€Å"mathematically, equity theory predicts that people will be uncomfortable in relationships in which their own ratio of inputs to outcomes is not equivalent to the other party’s ratio of inputs to outcomes†, in other words, this ‘discomfort’ can lead to further enthusiasm to reach the next goal or increase input to ultimately increas e outcomes to reach satisfaction and eliminate the ‘discomfort’.Furthermore, research has proved that both theories of Maslow and Adams can result in consequential behaviour if their needs are unable to be satisfied. For instance, Maslow’s theory states there are five stages of the hierarchy, considering psychological needs are most important, in having a healthy work relationship, if this is not fulfilled, individuals might resort to criminal activities to satisfy that need in order to survive.Similarly, evidence from research highlight that there are negative ways in which workers can redress inequality; As seen in Organizational behaviour and Work, Wilson, Fiona M, (2010), it highlights the ways in which individuals act negatively towards inequity â€Å"underpayment leads to lowered job performance (Prichard et al. , 1972; Lord and Hohenfeld, 1979). Another form of reaction to underpayment is disruptive, deviant behaviour, such as vandalism and theft (Holling er and Clark, 1983). Theft might be seen as a means to replenish feelings of underpayment inequity.The Hawthrone Studies conducted by Elton Mayo between 1924 and 1932, showed that employees are not just motivated by the money, â€Å"outcomes,† but their attitudes, â€Å"needs† as well. Initiating the human relations approach to management and the needs and motivation of employees was the primary concentre of managers. In short, both Maslow and Adams theories can be considered Equity theories of motivation. In some way, Equity Theory may seem more relatable to organisations today globally, as equity is part of the human rights laws, as compared to Maslow’s theory.Maslow’s theory is unmasked as ethnocentric by Geert Hofstede (1984), he stated, there are ‘cultural limitations’ in the study of this theory conducted by Haire, Ghiselli and Porter (1966) where Haire et al, concluded ‘the only nationality group that ordered their need importanc e almost, and their need satisfaction exactly, in the Maslow order was the U. S. managers. The other nationalities showed more or less deviant patterns. ’ Hoftsede argues that Maslow’s theory is based on an individualistic society seeking self-actualisation as their most important goal/need.However, in collectivist societies such as China seeking â€Å"harmony† or â€Å"family support† or job satisfaction, which are not represented in the hierarchy of needs, are seen as their necessary goals. Nevis (1983) study emphasises that Maslow’s Hierarchy is not relatable to Chinese culture. His main observations were that there was a difference in the cultures in terms of belonging; Individualistic society as opposed to collectivist societies seeks belonging, whereas collectivist societies basic needs only emerge after they have satisfied their need to belong.This indicates Maslow’s theory is not appropriate to all cultures, however, there is a predo minant relationship illustrating the need for equity in business environments. Empirical support for Maslow’s Theory is lacking (Murcell 1976), Maslow himself admitted in 1962: ‘my motivation theory was published 20 years ago†¦ nobody repeated it, tested it, or really analysed or criticized it. ’ Lowry (1982: 63). Another criticism discussed (McLeod 2007) concerning the assumption that the lower needs must be satisfied before a person can achieve their full potential and self-actualise.McLeod (2007) argues that this is not always the case, and therefore the theory is ‘falsified. ’ Many creative people such as authors, musicians and artists have exhibited self-actualisation without meeting the lower needs. Van Gogh, who was poor and considered by many psychotic; Rembrandt, who had no food or majority of the basic psychological needs; Toulouse Lautrec, whose body tormented him; were all engaged in some form of self actualisation. Perhaps the devel opment of uniqueness and creativity in meeting some of the levels, in someway compensates for the lack of having the basics.It is sensible however to state that some people aim for self actualisation even when their physiological needs or lower needs are not fully met. Moreover, Maslow defined self-actualisers as people of great accomplishment such as dignitaries and presidents. This statement makes it complex to understand the concept of self-actualisation. In fact, Muchinsky (1993) states that Maslow’s theory is more philosophical than empirical, which means it is complicated to test.The only way to do so is to say that ‘all people are at different stages of development, and all of them are self actualisers in some form,’ Poston (2009). Another weakness is the arrangement of hierarchy; Bellot & Tutor (1990) argue that the arrangement does not apply to organisations today and modern society. They conclude that ‘self actualisation is a proponent need fo r self-esteem’ implying self-esteem would follow only after self- actualisation, which is clearly not illustrated in the Maslow’s theory model.Equity Theory can be assessed into four basic propositions according to Huseman, Hatfield and Miles (1987). One of the propositions being: Individuals develop their perception of fairness by calculating a ratio of their inputs and outcomes and then comparing this to the ratios of others (Huseman, et al. , 1987). Noticeably some inputs and outcomes are intangible, in the sense that they cannot be measured or quantified such as Inputs: experience, knowledge, ability, qualifications and ambition of the individual (Cory, 2006) and outcomes: recognition or job security.This makes coming to a suitable conclusion for an individual’s input and outcomes ratios more difficult as these concepts are intangible, meaning it is difficult to define or understand, as it is vague and abstract a concept. Another proposition suggests that: a s the difference in inequity increase, the tension and distress felt by individuals will increase (Huseman, et al. , 1987). However, not every person will experience equity or inequity in the same way because people have varying tolerance levels for sensitivity to perceived situations of inequity.Huseman et al. , suggest that there are three types of individuals on an Equity Sensitivity Spectrum: Benevolent (more tolerant of under-reward), Equity Sennsitives (follow the ‘norm’ of equity theory) and Entitled (prefer over-reward situations)(Huseman, et al. , 1987). In my earlier statements about Wilson, Fiona M, (2010) work that highlights the ways in which individuals act negatively towards inequity may be narrowed down using this spectrum, unlike the generic idea that â€Å"underpayment leads to lowered job performance (Prichard et al. 1972; Lord and Hohenfeld, 1979). Using the spectrum, Benevolents, will experience distress and guilt if they are in a situation of over -reward. Equity Sensitives, will experience distress when faced with either type of inequity and Entitleds, experience distress when in an equitable or under reward situation. This structure is useful for addressing and understanding equity theory and individuals behaviour. However, needless to say this is just a broad spectrum. The Equity Sensitivity Spectrum does not account for all individual differences in preferences and behaviour.Individuals might show different equity sensitivities in different contexts (Huseman, et al. , 1987). For instance an individual might be Equity Sensitive in their relationships, favouring an equitable balance. Conversely, they might be an Entitled in business environments and are open to the idea of over-reward. Equity theory in a business environment is said to be less damaging if employees are given a voice, respect and feeling of belonging in a workplace. â€Å" People feel affirmed if the procedures that are adopted treat hem with respect and di gnity, making it easier to accept outcomes they do not like,† Deutsch, 2000, p. 45). Skarlicki and Folger (1997) found that employees that are treated with respect are more likely to tolerate unfair pay. The perception of inequity is more likely to be tolerated if employees feel comfortable, belong and are respected by their employer. This further prevents detrimental behaviour an employee is likely to illustrate, if uncompensated for the inequity at work such as counter-productivity work.These intangible concepts such as respect help maintain or increase motivation and prevent problems that arise from under-reward. Cultural differences influence the equity theory (Fadil, Williams, Limpaphayom, and Smatt, 2005). Research shown on Eastern culture illustrate that, equality as opposed to equity was preferred (Leung and Bond, 1982, 1984; Leung and Park, 1986; Mahler, Greenberg and Hayashi, 1981 as cited in Fadil et al. , 2005). Eastern cultural shows that rewards will be given out equally to all those involved in the group’s performance regardless of individual inputs or personal efforts (Fadil, et al. 2005). This is probably as a result of primary sector being the most occupied sector in these cultures. Equality as opposed to Equity is a good ideology that will benefit the equity theory significantly. The business climate today allows Maslow and Adams theory to be applied, although to a limiting degree. Undoubtedly, both theories have shown weakness, strengths and assumptions, which I have explored widely. Today, Maslow’s model is relatable because people do seek to achieve psychological, safety, social and esteem needs, and to discover the realm of self-actualisation.However, as discussed, Maslow’s theory is a very individualistic model that does not relate globally, in collectivist societies. Thus, proving that Maslow’s theory may not be appropriate to business environments globally, which practice collectivism such as China. A lternatively, Adams theory is more fitting for business environments globally in the present and certainly in the future as equity is seen as a necessity of human rights. Finally, ’one of the difficulties in motivating workers is that they, all are ifferent and react differently to the same kind of change or action. ’(Haleopota, 2005) once this concept is understood, it is much easier to regard these theories individually, monitoring the effects on an individual over short and prolonged periods of time. These theories discussed are outdated and difficult to empirically test, even though they have been published for years now. Businesses evolve over the years and structures rotate as time goes along. Needless to say, some aspects of these theories are relatable today but are quickly diminishing.It is essential to remember ‘the concept of motivation is somewhat abstract, different strategies produce different results at different times, and there is no single strat egy that can produce guaranteed favourable results all the time. ’(Halepota, 2005). Bibliography List of references Bellott, F. K. , & Tutor, F. D. (1990). â€Å"A Challenge to the Conventional Wisdom of Herzberg and Maslow Theories†, Paper presented at the Nineteenth Annual Meeting of the Mid-South Educational Research Association. New Orleans, LA Berscheid, E. , Walster, G. , & Hatfield Walster, E. 1978, Equity: Theory & Research, Allyn & Bacon, Inc. Brain, C 2002, Advanced Psychology: Applications, Issues & Perspectives, Nelson Thrones, Cheltenham. p 131-132. Cory, C. , 2006, Equity theory and employee motivation, Buzzle, retrieved from http://www. buzzle. com/editorials/6-24-2006-100325 Deutsch, M. , 2000, Justice and conflict, In M. Deutsch and P. T Coleman (Eds), the Handbook of conflict resolution: theory and practice, San Francisco: Jossey- Bass Inc. Publishers. Eisenhardt, K. M. , The Academy of Management Review, Vol. 14, No. 1 (Jan. , 198 9), pp. 57-74Fadil, P. A. , Williams, R. J. , Limpaphayom, W. , & Smatt, C. , 2005, Equity and Equality? A Conceptual Examination of the Influence of Individualism/Collectivism on the Cross-cultural Application of Equity Theory, Cross Cultural Management, 12 (4), 17-36 Geare, A 1977, Wage Payment Systems, Methuen, New Zealand. P 80 Greenberg, J. , 1988, Equity and Workplace Status: a Field Experiment, Journal of Applied Psychology, 4, 606-613 Greenberg, J. , 1990, Employee Theft as a Reaction to Underpayment Inequity: The Hidden Cost of pay cuts, Journal of Applied Psychology, 5, 561-563Halepota, H. A. ; 2005 A Motivational Theories and Their Application in Construction, Cost Engineering Vol. 47/No. 3 March, 2005, p. 14. Hallez, T. , Ball, B. , 2010, ‘Stacey Adams Equity Theory', Your Coach, Accessed 12th November 2012, Source: from http://http://www. yourcoach. be/en/employee-motivation-theories/stacey-adams-equity-theory. php Hofstede, G. , 1984, The Cultural relativity of the Quality of Life Concept, Academy of Management Review Vol. 9 issue. 3 p. 389-39 Hollinger, R. C. , & Clark, J. P. 1983, Deterrence in the workplace: Perceived Certainty, Perceived Severity, and Employee Theft. Social Forces, 5, 561-568 Huseman, R. C. , Hatfield, J. D. , and Miles, E. W. , Lawler, E. 1968, ‘Equity theory as a predictor of productivity and work quality’, Psychological Bulletin, vol. 70, pp. 598-610 Maslow, A 1970, Motivation and Personality, 3rd ed. , Harper ;amp; Row, New York. Chapter 2: p. 15-31. Huseman, R. C. , Hatfield, J. D. , Miles, E. W. , 1987, The Academy of Management Review, Vol 12(2), p. 222-234 Maslow, Abraham H. , Lowry, Richard J. 1940-, Maslow, Bertha G, Freedman, Jonathan L. , and International Study Project The journals of Abraham Maslow. Lewis Pub. Co, Lexington, Mass, 1982. McLeod, S 2007, ‘Maslow's Hierarchy of Needs', Simple Psychology, Accessed 11th November 2012, Source: from http://http://www. simplypsychology. org/maslow. html Muchinsky, P. M. , 1993, Psychology applied to work: An introduction to industrial and organizational psychology, 4th edition, Brooks/Cole (Pacific Grove, Calif. ), p. 584 Oleson, M. , Exploring the Relationship between Money Attitudes and Maslow's Hierarchy of Needs.International Journal of Consumer Studies, Vol. 28, No. 1, pp. 83-92, January 2004. Pinder, C. C. 1998. Work motivation in organizational behaviour. Upper Saddle River, NJ: Prentice-Hall Poston, B 2009, ‘Maslow's Hierarchy of Needs', An Exercise in Personal Explorations, Association of Surgical Technologists, p. 347-353 Pritchard, R. , 1969, ‘Equity theory: A review and critique', Organizational Behaviour and Human Performance, vol. 4, issue 2, pp. 176-211 REDMOND, B 2009, ‘Equity Theory',  The Pennsylvania State University, PSYCH 484: Work Attitudes and Job Motivation, pp. -16 Rakowski, N 2011, Maslow's Hierarchy of Needs Model – the Difference of the Chinese and the Western Pyramid on the Example of Purchasing Luxurious Products, GRIN Verlag. Shapiro, D. , Steers, R. M. , ;amp; Mowday, R 2004, ‘INTRODUCTION TO SPECIAL TOPIC FORUM THE FUTURE OF WORK MOTIVATION THEORY', The Academy of Management Review, vol. 29 issue 3, pp. 379-387 The Academy of Management Review, Vol. 12, No. 2 (Apr. , 1987), pp. 222-234 Trevino, A. Javier (2009) ‘George C. Homans, the human group and elementary social behaviour', the encyclopaedia of informal education, p. [Www. infed. org/thinkers/george_homans. htm] WAHBA, M. , ;amp; BRIDWELL, L. , 1976, ‘Maslow Reconsidered: A Review of Research on the Need Hierarchy Theory', ORGANIZATIONAL BEHAVIOR AND HUMAN PERFORMANCE, vol. 15, pp. 212-240 Westerman, C. , Park, H-S. , ;amp; lee, H-E. , 2007, A Test of equity theory in multidimensional friendships: a comparison of the United States and Korea. Journal of Communication, 57, 576-598 Wilson, Fiona M (2010) â€Å"Chapter 6: Motivation†. Organizational behaviou r and work: a critical introduction, (pp. 123-142) Oxford: Oxford University Press Motivation This paper presents the findings with regards to the motivation levels of Officers in the Defense Sector under several parameters. The Indian Army serves as the ultimate instrument for maintaining the unity and the integrity of the nation in the face of external threats and internal unrest and disturbances. Teamwork breeds comradeship which, in turn, leads to pride in belonging to a team and fosters esprit De corps. Motivation thrives on a continuing sense of purpose and it is the Job of the commander to instill this purpose.Skill in the techniques of leadership is the foremost quality in the art of command and contributes very largely to success at all levels of war. The basic structure and motivational ethos of the armed forces in general and the Indian Army in particular, has remained rooted in the colonial context. The entire basis of military motivation has been focused around the Zeta/ honor and martial traditions of the sub-nationality based Regiment. The pride in the â€Å"G uam† (substantiation) has been the primary basis of the military motivational ideology. The history and achievements of the â€Å"Guam† have used to inspire the older.The Indian National Army (NINA) of Subtask Chancre Bose provided a readmes model for the Indian context. It had tried to apply the German and Japanese techniques of military motivation to the Indian context with considerable success. The relation between employee motivation level (dependent variable) with the extent of leadership behavior, organizational culture, team spirit, personal effectiveness and effect of financial motivators (independent variables), as reflected through analysis of data by using Crossbar and Chi-square method is presented as follows: 6. Extent of Leadership Behavior * Level of Employee Motivation Table 6. : Crossbar of Extent of Leadership Behavior * Level of Motivation in Defense Crossbar Level of Employee Motivation Low Medium High Total Autocratic Count 23 11 0 34 % within Exten t of Leadership Behavior 67. 6% 32. 4% 100. 0% Participative Count 6 64 9 79 7. 6% 81. 0% 11. 4% 100. 0% count 18 1937 Extent of Leadership Behavior Charismatic 48. 6% 51 100. 0% Total count 2993 28 150 19. 3% 62. 0% 18. 7% 100. 0% Table 6. 2: Chi Square of Extent of Leadership Behavior * Level of Motivation Chi- Square Tests Value UDF Assam. Gigs. (2-sided) Pearson Chi-Square 94. AAA 4 . 000 Likelihood Ratio 87. 164 4 .OHO Linear-by-Linear Association 65. 070 1 . 000 N of Valid Cases 150 a. O cells (. 0%) have expected count less than 5. The minimum expected count is 6. 35. 124 Fig. 6. 1: Graph for Extent of Leadership Behavior * Level of Employee Motivation Table 6. 1 presents the information related to the extent of leadership behavior and level of motivation of the employees. It is evident that 81% of the employees falling in participative leadership behavior have a medium level of motivation, whereas in al other leadership behavior categories, around 41% of the employees have m edium level of motivation.Autocratic leadership style and behavior has sizeable 68% respondents in low level of motivation, whereas the relative percentage of participative and charismatic leadership behavior is much less. Hence, it seems that as the close-control leadership behavior is increasing, the level of employee motivation is decreasing. To test this association between extent of leadership behavior and level of employee motivation, Chi Square test (Table 6. 2) has been seed, Here, the null hypotheses is that there is no relationship between leadership behavior and level of employee motivation.A high Chi Square value, I. E. 94. 085 confirms this relationship. Asymptotic significance value has been 0. 000, which shows that the relationship is statistically significant at 5% level of significance. Thus, the null hypotheses, stating no relationship between leadership behavior and level of employee motivation stands rejected. Hence, it may be concluded that leadership behavior p lays a significant role in employee motivation. As the close control of dervish behavior increases, the level of employee motivation tends to decrease. 6. Organizational Culture * Level of Employee Motivation Table 6. 3: Crossbar of Organizational Culture * Level of Motivation Crossbar Level of Employee Less count 2429 1 54 Conducive % within Organizational Culture 44. 4% 53. 7% 1. 9% 100. 0% Moderately count 5 37 7 49 10. 2% 75. 5% 14. 3% 100. 0% count 0 27 20 47 Organizational Culture Highly 57. 4% 42. 6% 100. 0% % within 19. 3% 62. 0% 18. 7% 100. 06 Table 6. 4: Chi Square of Organizational Culture * Level of Motivation Chi-Square Tests Pearson Chi-Square 54. 60AAAikelihood Ratio 60. 297 4 .OOOHOinear-by-Linear Association 47. 912 1 . 000 a. O cells (. 0%) have expected c oumountess than 5. The minimum expected count is 8. 77. Fig. 6. 2: Graph for Organizational Culture * Level of Employee Motivation Table 6. 3 presents the information related to the organizational culture and le vel of motivation of the employees. It is evident that 76% of the employees falling in moderately conducive organization culture have a medium level of motivation, whereas in all other organizational culture categories, around 55% of the employees have medium level of motivation.Less conducive organizational culture has sizeable 44% respondents in low level of motivation, whereas the relative percentage of moderately and highly conducive organization culture is much less. Hence, it seems that with more conducive organization culture, the level of employee motivation is increasing. To test this association between organizational culture and level of employee motivation, Chi Square test (Table 6. 4) has been used, Here, the null hypotheses is that there is no relationship between organizational culture and level of employee motivation.A moderately high Chi Square value, i.I. 54. 060 confirms this relationship. AsAsymptoticignificance value has been 0. 000, which shows that the relatio nship is statistically significant at 5% level of significance. Thus, the null hypotheses, stating no relationship between organizational culture and level of employee motivation stands rejected. Hence, it may be concluded that organizational culture plays a significant role in employee motivation. With more conducive organization culture, the level of employee motivation is increasing. 6. 3 Team Spirit * Table 6. : CrCrossbarf Team Spirit * Level of Motivation LOW count 24 24 0 48 within -ream spirit 50. 0% 50. 0% 100. 0% Moderate count 5 48 5 58 % within -ream spirit 8. 6% 82. 8% 8. 6% 100. 0% count 0 21 2344 Team Spirit High % within -ream spspent7. 7% 52. 3% 100. 0% % within -ream spirit 19. 3% 62. 0% 18. 7% 100. 0% Table 6. 6: Chi Square of Team Spirit * Level of Motivation Chi-Square Tests Pearson Chi-Square 80. 60AAAikelihood Ratio 83. 585 4 . OOOHOinear-by-Linear Association 62. 774 1 . 000 a. O cells (. 0%) have expected count less than 5. The minimum expected count is 8. 2 1 . 129 Fig. 6. : Graph for Team Spirit * Level of Employee Motivation Table 6. prPresentshe information related to the team spirit and level of motivation of the employees. It is evident that 83% of the employees having moderate team spirit have a medium level of motivation, whereas in all other team spirit categories, around 49% of the employees have medium level of motivation. Low team spirit has sizeable 50% respondents in low level of motivation, whereas the relative percentage of high team spirit is much less. Hence, it seems that as the team spirit is increasing, the level of employee motivation is increasing.To test this association between team piprintnd level of employee motivation, Chi Square test (Table 6. 6) has been used, Here, the null hypotheses is that there is no relationship between team spirit and level of employee motivation. A high Chi Square value, i.Ie.E80. 607 confirms this hypotheses, stating no relationship between team spirit and level of employee motivat ion stands rejected. Hence, it may be concluded that team spirit plays a significant role in employee motivation. As the team spirit of employee increases, the level of motivation tends to increase. 6. 4 Personal Effectiveness * Level of Employee Table 6. CrCrossbarf Personal Effectiveness * Level of Motivation CrCrossbarOW count 1260 18 % within Personal Effectiveness 66. 7% 33. 3% 100. 0% Medium count 14 564 74 18. 9% 75. 7% 5. 4% 100. 0% count 3 31 2458 Personal 5. 2% 53. 4% 41 100. 0% 19. 3% 62. 0% 18. 7% 100. 01 Table 6. 8: Chi Square of Personal Effectiveness * Level of Motivation Chi-Square Pearson Chi-Square 58. 544aAAAelihood Ratio 55. 162 4 . OOO OHOear-by-Linear Association 44. 284 1 . 000 a. 2 cells (22. 2%) have expected count less than 5. The minimum expected count is 3. 36. Fig. 6. 4: Graph for Personal Effectiveness * Level of Employee Motivation Table . presPresents information related to the personal effectiveness and level of motivation of the employees. It is ev ident that 76% of the employees having medium personal effectiveness have a medium level of motivation, whereas in all other personal effectiveness categories, around 43% of the employees have medium level of motivation. Low personal effectiveness has sizeable 67% respondents in low level of motivation, whereas the relative percentage of high personal effectiveness is much less. Hence, it seems that as the personal effectiveness is increasing, the level f employee motivation is increasing moderately.To test this association between personal effectiveness and level of employee motivation, Chi Square test (Table 6. 8) has been used, Here, the null hypotheses is that there is no relationship between personal effectiveness and level of employee motivation. A moderately high Chi Square value, i. eI 5E. 544 confirms this relationship. AsymAsymptoticnificance value has been 0. 000, which shows that the relationship is statistically significant at 5% level of significance. Thus, the null hy potheses, stating no relationship between personal ffeceffectiveness level of employee motivation stands rejected.Hence, it may be concluded that personal effectiveness plays a significant role in employee motivation. As the personal effectiveness of employee increases, the level of motivation tends to increase moderately. 6. 5 Effect of Financial Motivators * Level of Employee Motivation Table 6. 9: CrosCrossbarEffect of Financial Motivators * Level of Motivation CrosCrossbar count 10 27 1047 Affected % within Effect of Financial Motivators 21 57. 4% 21 100. 0% count 1966 18 103 Effect of Financial 18. 4% 64. 1% 17. 5% 100. 0% Table 6. 0: Chi Square of Effect of Financial Motivators * Level of Motivation Pearson Chi-Square . 12a AAA 736 Likelihood Ratio . 608 2 . 738 Linear-by-Linear Association . 008 1 . 929 a. O cells (. 0%) have expected count less than 5. The minimum expected count is 8. 77. Fig. 6. 5: Graph for Effect of Financial Motivators * Level of Employee Motivation Tabl e 6. 9 presents the information related to the effect of financial motivators and level of motivation of the employees. It is evident that 64% of the employees affected by financial motivators have a medium level of motivation, whereas those unaffected by inanuncialivators, i. eI aEouAround of the employees have medium level of motivation.Of the employees affected as well as not affected by financial motivators, sizeable 20% respondents have low level of motivation. Hence, it seems that there is no much variation in motivation level of the employees affected by financial motivators and the ones not affected by financial motivators. To test this association between effect of financial motivators and level of employee motivation, Chi Square test (Table 6. 10) has been used, Here, the null hypotheses is that there is no elatlegislationween financial motivators and level of employee motivation.A low Chi Square value, i. eI 0E 612 confirms this non-relationship. AsymAsymptoticnificance v alue has been 0. 736, which shows that the relationship is statistically insignificant at 5% level of significance. Thus, the null hypotheses, stating no relationship between financial motivators and level of employee motivation stands accepted. Hence, it may be concluded that financial motivators have no significant effect on employee motivation. Hence, there is no relationship between financial motivators and level of employee motivation.