Communication with Children Essay

In every aspect of life, at work and at home, our communication with those people around us influences and underpins our relationships with them, so developing positive attitudes and communication is essential to develop positive relationships. Getting to know people and showing interest in them and what they have to say is important to building respectful relationships. Remembering names, listening to what people have to say, being considerate of people and their views, all add up to positive relationship building. We work with adults where effective communication and trust will ensure the safety and well-being of the children we are caring for. It is essential that any information regarding any child is passed to the correct person especially if there is any cause for concern. Communication with an adult may be verbal only, but if there is a genuine concern for an aspect of learning or social or personal safety of a child, it will be backed up by written evidence. Discussions with our peers are important to build relationships of respect and trust. A teacher may have concerns about a child and might discuss this with her teaching assistant who may back up her concerns with her own observations. Being friendly and approachable will help encourage communication with children, young people and adults and always acting with honesty and fairness will develop positive relationships and respect. Communicating with your peers at work is likely to be quite different to how you would communicate with them in a social situation. Whilst at work it is important to be professional, however that doesn’t mean you can’t have a sense of humour! Quite often the person you need to speak to isn’t available so it may be that you will have to leave them a note, either in their pigeon hole or on their desk, and then it can be discussed in more detail when you are both available. We communicate in many different ways to many different people at work, we communicate with teachers about the children and what different resources are needed in the classroom, we communicate with parents  sensitively about their children, we communicate with the office staff regarding stationary supplies and resources, we communicate with the kitchen staff regarding lunch and the caretaker regarding repairs that we may have observed that need attending to or some other instructions. All these communications are important to get the best results and each may be approached differently. It is important to understand the correct approach to ensure the most positive outcome in each situation. Cultural differences may affect communication as misunderstandings can occur so it is important that when communicating with people from different cultural backgrounds you make yourself understood and be respectful of their culture. When communicating with children it must be remembered that children do not have the same understanding as adults and will take everything as it is said and will not interpret signals or things unsaid or assumed. Not all children will understand humour, although some will, so it is important to speak clearly to children and maybe repeat what you have said. It is also a good idea to ask them to repeat back to you what you have said if it is important that they have understood you, this way there will be no room for confusion. Also, get down to their level; they will feel more comfortable talking to you and not so intimidated. The age of a child is important to take into consideration. Very young children may not respond to humour as they may not understand. However an older child may respond positively to humour as it can relax them. Always adapt your language to the age of the child and speak clearly. The context of the communication may hugely influence how you might communicate. If the child has done something well or positive, just a big smile and thumbs up from across the classroom can communicate very effectively. Equally, a disapproving look and firm shake of the head may communicate across a classroom when a child has done something wrong. Tone of voice is important to portray your communication too. If what you are telling them is serious it must be delivered with a serious voice, equally praise should be delivered with an excited and happy tone and expression. In  general communication with children, they respond best to happy, excitable voices, so unless the message is serious, that is the tone I think is best to stick with! When communicating with children there are other things that may have to be taken into consideration. It may be that English is not their first language so extra care will be needed to ensure they have understood you. The child may have a sensory impairment, so you may have to speak facing them, slowly and clearly and using your hands where able. The child may have a speech, language or communication impairment so again you would have to speak to them in much the same way, speaking clearly and slowly and repeating instructions and asking them to repeat back to you so that you know they have understood instructions. Their cognitive abilities may be poor so you may have to adapt your communication to take into account their concentration span and focus or coordination. Also, if a child is sad you must be sensitive to that and be reassuring and comforting. A child may be agitated or angry and then you must be calming. If a child has cultural differences those differences must be taken into account and treated respectfully. Communication with adults may include body language and gestures that may go unobserved by children. Adults will also interpret nuances in tone of voice that children may not pick up on. Therefore it is more important to explain exactly what you are saying to children. You may not have to be as direct with adults. When managing disagreements with children it is important that the child believes he/she is being listened to and treated fairly. When I’m dealing with playground disputes I always listen to both sides of the story and get the whole picture. We then talk it through and decide what would have been a better way of dealing with their conflict and either or both apologises and we have a clean slate and fresh start. When dealing with disagreements between young people a similar approach can be taken but with a higher language level. Disputes may arise at work where  adults have differing opinions; it is important to listen to an alternative point of view and consider where there is common ground. Talking things through thoroughly and being open to an alternative approach is vital. If there is total disagreement and no solution can be found then a manager or head teacher will have to be involved.

Mint Lube Case Study

Banin Akif MBA – I Seat # 7049 Operations Management CASE STUDY (MINIT-LUBE INC. ) Q. 1What constitutes the mission of Minit-Lube? Ans:The mission statement for Minit-Lube can be derived as followed: Our Mission: To provide fast, reliable and superior services in a customer friendly environment while ensuring lowest possible fares. Q. 2How does the Minit-Lube operation strategy provide competitive advantage? Ans:Minit-Lube operations strategy provides the organization advantage over its competitors in the following ways: Services Design: Minit-Lube has a superior service design as it provides fast oil-change, interior cleaning and lubrications services to 3 cars at a time. – Quality management: Quality exceeds normal standards as all employees are neatly dressed and fully trained from minit-lube school. – Process: Efficient use of human resource enables fast service provision as three workers simultaneously work on a car to provide oil-change services. – L ocation: Spotless environment provides customer a refreshing feeling. – Layout design: Minit-Lube layout supports process focused ‘job shop’ practice which maximizes the efficiency and quality. – Human Resource: Well trained staff graduated from minit-lube school, ensuring cost effectiveness by building good customer relationships and providing speedy and accurate service. Each individual specializes in its own work enabling the maximum level of service. – Scheduling: Service providedin least possible time frame with use of efficient human resource in order to meet customer schedules. – Maintenance: Minit-Lube provides reliable maintenance solutions because of their trained staff and superior operations management. Q. 3 Is it likely that Minit-Lube has increased productivity over its more traditional competitors? Why? How would we measure productivity in this industry? Ans:Minit-Lube increased productivity over its traditional competitors in the following ways: – Well trained/educated labor: labor plays a vital role in productivity and as employees of minit-lube are both well educated and trained, they increase the productivity of the organization. More Output in lesser time: As compared to its competitors, at minit-lube the car comes in and goes out in only 10 mins which significantly increases the output and therefore, productivity. Also, providing service to 3 cars simultaneously also enhances the productivity if the competitors are servicing less than 3 cars keeping all other factors constant. Productivity= Output____ Input = No. of cars serviced in an hour____ Labor hours put in by the team

Theological Virtues of Faith

The theological virtues of faith, hope, and charity furnish a strong basis for all other virtues. The cardinal virtues of prudence, justice, fortitude, temperance, are the foundation of all moral virtues. The theological virtues define our relations with God; the moral virtues define our relations with ourselves and our fellowmen. If we have these virtues, we are on the way to perfection. | 43. Moral Virtues Are there any other virtues besides the theological virtues of faith, hope, and charity? –Besides the theological virtues of faith, hope, and charity, there are other virtues, called moral virtues. . These virtues are called moral virtues because they dispose us to lead  moral, or good lives, by aiding us to treat persons and things in the right way, that is, according to the will of God. Moral virtues are opposed to the capital sins. For example,  humility  is opposed to pride;  liberality  is opposed to avarice;  chastity  is opposed to lust;  meekness  and  patience  are opposed to anger;  temperance  is opposed to gluttony;  brotherly love  is opposed to envy: and  zeal  and  diligence  in what is good are opposed to sloth. 2. Moral virtues are an outgrowth and  completion  of the theological virtues.The theological virtues perfect our interior being; the moral virtues perfect our  exterior. If we sincerely strive after these virtues, we are on the road to perfection. The theological virtues affect our relations with God; the moral virtues affect our relations with our neighbor and our own selves. For example, faith makes us believe in the existence of God. Temperance makes us regulate our appetites. Which are the chief moral virtues? –The chief moral virtues are prudence, justice, fortitude, and temperance; these are called cardinal virtues.All other moral virtues spring from the cardinal virtues. These are called  cardinal  from  cardo, the Latin word for  hinge, because all our moral a ctions turn on them as a door turns upon its hinges. All other moral virtues depend on them. How do prudence, justice, fortitude, and temperance dispose us to lead good lives? –Prudence, justice, fortitude, and temperance dispose us to lead good lives, as indicated below: 1. Prudence  disposes us in all circumstances to form right judgments about what we must do or not do. It teaches us when and how to act in matters relating to our eternal salvation. Prudence perfects the intelligence, which is the power of forming judgments; for this virtue, knowledge and experience are important. Prudence shows us how to leave earthly things in order to earn riches for eternity. It is the eye of the soul, for it tells us what is good and what is evil. It is like a compass that directs our course in life. It is opposed to worldly wisdom. â€Å"Be prudent therefore and watchful in prayers† (1 Pet. 4:7).Prudence is a virtue of the understanding. 2. Justice  disposes us to give ever yone what belongs to him. -It teaches us to give what is due to God and to man. It makes us willing to live according to the commandments. Justice perfects the will and safeguards the rights of man: his right to life, freedom, honor, good name, sanctity of the home, and external possessions. The just man is an upright man. He gives to every one his due: he gives God worship; the authorities, obedience; his subordinates, rewards and punishments; and his equals, brotherly love. Render to all men whatever is their due; tribute to whom tribute is due; taxes to whom taxes are due; fear to whom fear is due; honor to whom honor is due† (Rom. 13:7). 3. Fortitude  disposes us to do what is good in spite of any difficulty. -It gives us strength to do good and avoid evil in spite of all obstacles and afflictions. We possess fortitude when we are not hindered by ridicule, threats, or persecution from doing what is right; when we are ready, if necessary, to suffer death. The greatest for titude is shown by  bearing great suffering  rather than undertaking great works.No saint was ever a coward. The martyrs had fortitude. 4. Temperance  disposes us to control our desires and to use rightly the things which please our senses. -It regulates our judgment and passions, so that we may make use of temporal things only in so far as they are necessary for our eternal salvation. We have temperance when we eat and drink only what is necessary to sustain life, preserve health, and fulfill our duties. We should strive to be like St. Francis of Sales, who said: â€Å"I desire very little, and that little I desire but little. However, temperance does not consist in refusing or denying ourselves what is necessary, thus unfitting ourselves for good works. Which are some of the other moral virtues? –Filial piety  and  patriotism, which dispose us to honor, love, and respect our parents and our country. It is, however, no virtue but a sin if we are so prejudiced in f avor of our parents that we find no good in others; or if we are so â€Å"patriotic† that we see no good in other nations. The division and mutual antagonisms of nations and peoples in which certain ones rofess to find themselves as â€Å"superior† can certainly not please God; from them come war and revenge. God is Father of all nations and peoples, without exception. 1. Obedience, which disposes us to do the will of our superiors. Obedience consists not only in  doing  what is commanded by our superior, but in being  willing to do  what is commanded. One who grumbles and murmurs while doing what his mother asks him to do is not obedient. Obedience is a virtue only when one subjects his will to that of another for God's sake, not for material or natural motives.Christ is the model of obedience, for He obeyed completely and lovingly, even to the death of the Cross. â€Å"An obedient man shall speak of victory† (Prov. 21:28). 2. Veracity, which disposes u s to tell the truth. We should always be truthful, as children of God, Who is Truth itself. Veracity, however, does not require us to reveal secrets, or to reply to questions about which the questioner has no right to ask. In cases such as these, we should either remain silent, or return an evasive answer. â€Å"Wherefore, put away lying, and speak truth each one with his neighbor, because we are members of one another† (Eph. :25). 3. Patience, which disposes us to bear up under trials and difficulties. In sickness and ill fortune, in the difficulties of our occupations, in our weaknesses, let us have serenity of mind, for the love of God: â€Å"And bear fruit in patience† (Luke 8:15). â€Å"Be patient in tribulation, persevering in prayer† (Rom. 12:12). Besides these, there are many other moral virtues. Religion  is the highest moral virtue, since it disposes us to offer to God the worship that is due Him. Religion is classed under the virtue of justice.

2nd Catcher in the Rye ASSIGNMENT Essay Example | Topics and Well Written Essays - 500 words

2nd Catcher in the Rye ASSIGNMENT - Essay Example He claimed he had a true love for his younger brother Allie, who died, but uses the story of Allie’s baseball glove for a fellow student he himself has already recognized to be shallow and uncaring and self absorbed. When Stradlater rejected the paper about the glove, what other response was Holden expecting? A memory so sacred as that would not have been wasted on someone like Stradlater. Secondly, when Holden returns home and meets up with his sister Phoebe, he jumps in the closet and allows her to take the blame for smoking from their parents. Is this the way you treat someone you have respect for? I don’t think so. Holden seems to have regard for certain people when it’s convenient for him to do so, but the moment he is expected to put any part of himself on the line, he backs away, and immediately finds something at fault about the other person. This is not only the behavior of someone who is inconsiderate, but someone who is willingly immature; and I say wi llingly, because he clearly admits to being a liar and fabricator early on in the novel, so he knows his behavior is inappropriate, but he simply doesn’t care. I understand that Holden was living in a time of social change, but so was everyone else. The thing that sets Holden apart from the others is that he refused to allow anyone to help him grow up. Once you grow up, you can no longer make excuses for bad behavior, or alienate yourself from society because there are rules to follow. Holden Caulfield, as poetically as he may be on paper, in life, is an inconsiderate brat. Answer: I’m angry and frustrated at all of the phony people around me who think that they are so much better and superior to others, and feel that they can get away with anything. I hate that fact that having money and material goods somehow makes you someone important in this world, and gives you the right to step on

The Responsibility Project Essay Example | Topics and Well Written Essays - 750 words

The Responsibility Project - Essay Example He just put a block of carrot in place of the missing wheel to balance the chair. The film ends with the concern being settled because someone was selfless and became willing to sacrifice in addressing the needs of others before his own. The film illustrates negative behaviours within an organization – avoiding responsibility and passing problems to someone else. It shows how the worker who first had the chair problem refused to resolve it and just tried to get away with it. It was not only him but also his coworkers did the same thing. In an organization, workers have the tendency to deny their mistakes and hide them as much as possible. This negative practice would most likely result to unresolved problems and conflicts. It also defies the importance of teamwork and respect for others. Nevertheless, the value of sacrifice and selflessness was also demonstrated in the film, which was another example of lack of cooperation. The film shows how an office can be a better place if only each individual would show initiative, problem-solving skills, respect and concern for others, and equality. It also shows that a particular burden of an organization should not be the burden of only one person, even though he is w illing to take charge of the problem. The film also targets the negative implications of having unresolved problems or unaddressed issues in an organization. The bad habits illustrated in the film, when tolerated, could put the survival of an organization at risk. It shows that the workers could not really be trusted even with a minor setback such as a dilapidated chair. If these practices strongly exist in an organization, they would create an unhealthy and discouraging work environment. The issues illustrated in the film create awareness among viewers that unhealthy behaviour really exists in organizations, thus, encourages us to make ways to

Motivation of Employees Essay Example | Topics and Well Written Essays - 1500 words

Motivation of Employees - Essay Example This paper mainly focuses on the impact of managers and leaders on employee's motivation. Many researchers have found that in spite of any theory of employee motivation, the high motivation among them invariably depends on interesting work, pay, good working conditions, appreciation that they receive from their superiors, and job security. These factors are important factors in helping to motivate employee (BPIR.com, 2002). When we look at the advantages of employee it can be pointed out that motivational and inspirational experiences in their organizational life improve employees' attitudes, confidence and performance. Managers and leaders are expected to have exceptionally good leadership qualities and good people-motivation skills and inspirational techniques that will help to improve total productivity. There are several motivational methods. It may range from inspirational quotes and poems, to team building games and activities, warm-ups and exercises for conferences, workshops, meetings and events, which itself can often be helpful for motivation of most of the employees. According to the McGregor's XY Theory of motivation, motivated people perform better. Douglas McGregor who was an American social psychologist, in his 1960 book 'The Human Side of Enterprise' proposed the famous X-Y theory. Theory x and theory y are even today referred to in the field of management and motivation. McGregor's X-Y Theory remains a valid basic principle from which to develop positive management style and techniques. Hence it is important for all the managers to follow some of the basic principles of this theory because McGregor's XY Theory still remains central to organizational development, and to improving organizational culture. This theory is a simple reminder of the natural rules for managing people, which under the pressure of day-to-day work are easily forgotten. According to McGregor there are two fundamental approaches to managing people. In general it is found that many managers follow theory x, and sometimes get poor results. Other managers use theory y, which produces better performance and results, and allows people to grow and develop. In any organization it is found that people playing games or competing in teams learn about each other, and also in this process communicate better and see each other in a new light. It also results in mutual respect. This is the bases on which Johari Window theory is based. The Johari Window model was formulated by American psychologists Joseph Luft and Harry Ingham in the 1950's, while researching group dynamics. The Johari Window model is a simple and valuable tool for illustrating and improving self-awareness, and mutual understanding between individuals within a group in an organization. Today, the Johari Window model is particularly relevant due to modern emphasis on, and influence of, 'soft' skills, behaviour, empathy, cooperation, inter-group development and interpersonal development. People often enjoy events which include new non-work activities, especially when managers and bosses take part in the same teams as their junior staff, which also helps cohesiveness and 'can-do' culture (businessballs.com, 2006). Role of leaders and managers in motivating employees Motivation is a complex area and it is different for each person. It is important to get the alignment and values right, and motivational methods

Cultural studies Essay Example | Topics and Well Written Essays - 500 words

Cultural studies - Essay Example This experience is diametrically opposite to the experience of the ‘academics’. The pedestrians make use of the spaces that cannot be seen by the visionary. As opposed to the visionary, the pedestrians do not have a single map or a picture of a city, but a series of migrational metaphors which always undergoes alterations. [93]. The author seems to mean that experiencing something is more meaningful than visualizing something. The understanding of the people is managed by speculative and classificatory operations which are always liable to contradictions when they encounter the social extremes. The people who actually walk and live in the city will not agree with the concept of the decaying city. [94] Walking in the city can never be captured objectively by drawing maps because the experience of walking is very much subjective. The writer also speaks about the rhetoric of walking where the walkers unconsciously produce sentences using a series of signifiers that only experience can provide. The signifiers used by planners will be taken over by these walkers. Traveling can replace the lost legends, which once offered a series of ‘habitual spaces’. Walking is compared to a story that violates traditional notions and extends to the reality of human experience. Edward Said begins the essay by referring to a French Journalist’s comment about East as â€Å"the Orient† (P.1), which purports three independent things: First, an academic discipline; then, the â€Å"ontological and epistemological distinction† between occidental Vs. oriental; and finally, a historically defined phenomenon, where orientalism is a device of dominance (P.2). He further dwells on the Franco-British as well as American involvement in developing the concept of orientalism. Said thinks that both oriental and occidental are not real but fictitious creations, and are interdependent. He examines this interdependency in three

Evaluation of an Argument Essay Example | Topics and Well Written Essays - 1000 words - 1

Evaluation of an Argument - Essay Example The essay "Evaluation of an Argument" evaluates the validity, degree of soundness, and truth of the premises of the following argument: some sound arguments are valid, some valid arguments are arguments with false premises, some arguments with false premises are arguments with mood and figure OAO-2. According to Hyde, a syllogism refers to a deductive argument comprising of a minor premise, major premise, and a conclusion. The first syllogism for the above argument, which we have established to be a sprite can be deduced as: some arguments with mood and figure OAO-2 are not sound, some valid arguments are not sound, some arguments with false premises are not sound, no arguments with false premises are valid. In the general sense, the conventional logic expression of this argument: some T is not Q, some F is not Q, T is not F. The second syllogism for the original argument can be deductively interpreted within the context of the sortie to imply that: no arguments with false premises a re valid, some arguments underpinned with false premises are not sound, all arguments with mood and figure OAO-2 are generally not sound. Therefore, in the second syllogism, the conclusion of the original argument being evaluated has been transformed into a portion of the second syllogism. Moreover, the changed premise of the original automatically became an intermediate conclusion for the second syllogism. The example shows the unique character in which sorites tend to change the premise.

Theory Term Paper Example | Topics and Well Written Essays - 750 words - 1

Theory - Term Paper Example This paper will examine EBP and identify theories that affect nursing interventions and implications in primary care nursing and also highlight some of its drawbacks. The use of EBP in healthcare setting differs from conducting research. This is because in clinical settings, EBP aims at implementing the latest evidence provided by research to guide patient care towards the best achievable outcomes. A prominent characteristic of EBP is that it encourages the cultivation of the spirit of inquiry, which basically questions existing of conventional practices. Through enquiry, practitioners of primary care nursing can challenge the conventional practices and create room for changes and improvements (Yoder-Wise, 2012). For instance, clinical questions designed in the PICOT format (they deal with patient population, the issue, comparison population, outcome and time involved) are crucial in establishing the most relevant search procedures that yield quality information in the least time possible. Then, before it is implemented or integrated, the information (or evidence) is critically appraised to ensure it is valid, reliable and applicable. The signifi cance of critically appraising evidence can best be understood from the perspective of increasing professional and public need for accountability in quality improvement and safety in primary care nursing (Yoder-Wise, 2012). This is even more pronounced by the fact that preventable harm is usually caused by key deficits in conventional practices that often go unquestioned. Decision making in EBP entails integrating knowledge and experience gained through an individual’s expertise, research evidence and client preferences in the perspective of available resources (Berwick, 2009). Therefore, decision making in EBP is a prescriptive approach towards how choices are made and is founded on ideas of improving theories so that they can be useful and relevant in

Leadership of Richard Branson Research Paper Example | Topics and Well Written Essays - 1500 words

Leadership of Richard Branson - Research Paper Example In total, there are over 60 companies operating under the Virgin brand name with the most recent being Virgin Galactic that was created in September 2004. Virgin Galactic illustrates Branson’s high-risk appetite where he signed a 21 million dollars deal that would see the company carry out space tourism. Primarily, the Virgin Group operates in three main areas lifestyle, entertainment and travel where Branson has been cited as saying that his business model has been found on starting businesses in new countries and markets as opposed to expanding the current businesses as this affords him a global presence. Notably also, the coming up of the business name Virgin where one of Branson’s associates stated that this signified their commercial innocence as every business they got into they were a virgin (Pfister & Tierney, 2008). In the 1970s, Richard Branson came up with principles that have long since defined the Virgin Group as they are its brand values; these are value for money, good quality, innovation, competitively challenging and fun. There being over 200 firms and foundations, the Virgin Group is not a single object but a congeries of firms and institutes that are mostly based in the United Kingdom. A distinguishing characteristic of the Virgin Group is the fact that the companies are all run separately and the only thing connecting them is finance and the brand name. Prior to being listed in the stock exchange in 1986, the Virgin Group was privately managed. This corporate structure, however, was not prosperous and as such it was made private again and this saw the market crash in 1987. Thereafter, Branson and other shareholders bought back all the shares at their original price of offer. In the subsequent years, Branson got into business ventures where customers were underserved and the Virgin br and name was only given to companies that had certain characteristics- innovation or high quality. The Virgin

A Fair Price Essay Example for Free

A Fair Price Essay An analysis of Warren Buffet as a superior investor and how this contradicts finance theory and the semi strong form of efficiency. Then on a personal level the ethics and social responsibility underpinning Warren Buffet and his company will be expressed. a) Discuss what can be inferred from the changes in stock price for Berkshire Hathaway Ltd. and Scottish Power plc. on the announcement day of the acquisition? On the 24th of May the public announcement was made that Berkshire Hathaway Ltd, would take over Scottish Powers’ PacifiCorp, a significant effect resulted to the stock prices of both companies respectively. The stock price effect is visible in graph 1 2 showing the daily prices for May 2005 for both companies. b) Assess the bid for PacifiCorp. Do you think the bid is a â€Å"fair† price? In assessing whether the bid price $5. 1 billion dollar is a fair price a valuation of PacifiCorp must be conducted. The model that was implemented to perform the valuation was the DCF method. The value derived from this methodology was $ 5 119. 348092 million dollars, rather astonishingly close to the bid price of MidAmerican. The DCF model can be found in appendix) Therefore with a value so similar to that of the bid price, it can be ascertained that the bid reflects the company’s value thus is a fair price. CAPM =| RF +| ? | (rm-rt)| 0. 1013 =| 0. 0488+ | 0. 75| (0. 07)| Table [ 1 ] Terminal Valuen = E(FCFE)n+1 /(rn gn) The DCF model was followed from Rosenbaum’s text (reference) the majority of the inputs have been derived from PacifiCorp’s annual reports. The EBIT has grown at %5. 7 since 2000, signifying good growth signs. This figure combined ith speculation from the 2005 annual report predicting sales to grow at %3 to result in a predicted growth rate of %5 to forecast the FCF’s. A CAPM was used to calculate the cost of equity (as seen in table 1). The industry Beta was used 0. 75(reference), the RFR %4. 88 was derived from the 20 year US Treasury bond rate and the market premium was given at %7. Using these figures cost of equity was found to be %10. 13. Once the cash flows have been forecasted at the 5% growth rate and discounted back at the %10. 13 Ke, then the terminal value must be determined. The terminal value was calculated the below formula, found in Damodorans’ text.

World Hunger Essay Example for Free

World Hunger Essay Hunger can arguably be called the greatest and most intimate of all tragedies, for the reason that the necessity to eat it is the most basic, intrinsic, and immediate human need. Clearly, no one deserves to remain hungry. In the Universal Declaration of Human Rights, every human being’s right to adequate food has been stated clearly. It is speculated that there is enough food in the world to feed the global population twice over (International Food Policy Research Institute [IFPRI], 2007), yet a child continues to die from hunger or other malnutrition-related diseases every few seconds. It is ironic how in view of the present day technological advancements, issues like hunger, malnutrition, and chronic poverty still persist. Why is the world plagued by hunger and mal nutrition on such a massive scale, anyone with a conscience or common sense may wonder. In the ancient times, natural calamites like drought and famine were responsible for shortage of food. However in modern times, factors like war, environmental degeneration, displacement, unfair trade agreements, trade embargoes, and smuggling are some of the complex reasons behind world hunger, all of which are manmade. The interdependent nature of these elements needs a closer analysis: First and foremost, the main reason behind world hunger is the problem of poverty, access, and affordability. Under privileged, discriminated, and marginalized segments of the population lack the power to purchase even the minimum amount of food needed for survival. Those having moderate income can afford to adjust , shift, and improvise their spending habits, but those having low-income have lesser flexibility and thus have to cutback the expenditures on their basic needs. Thus, as long as inflation rate keeps spiraling upwards, people’s purchasing power would continue to diminish, and they would go hungry. According to Koc, MacRae, Mougeot, and Welsh (1999), â€Å"access to food has been perceived by many as a privilege, rather than a basic human right, and it is estimated that about 35,000 people around the world die each day from hunger† (p. 1). Over a three year span, prices of basic food commodities have doubled and continue to steep. The main reason behind inflation is the increase in oil prices, which is pushing the production, transportation, and distribution costs of food upward. The growing demand and diminishing supply rule is also applicable here, where the highest bidder has an unfair advantage over others having moderate means yet an immediate need. In the developing countries, since people spend a bulk of their income on buying basic commodities, making ends meet is becoming increasingly difficult for them. This desperation has a domino effect and has lead to a wave of social unrest and even in rioting in countries around the globe. There has been a shift in the world’s economic trends, which is another reason for world’s food crisis. Agricultural countries are rapidly moving away from agriculture to industrialization. The agricultural ones are investing more in growing cash crops like cotton, tobacco, corn-ethanol, etc. There is no sense of self-sufficiency anymore. The governments of industrialized countries are willing to buy food from other agricultural countries on high prices, thus providing food to their own populace at higher prices and creating shortage and deprivation in the agricultural economies. Definitely, when precious agricultural land use is diverted to non-productive, or even destructive use, it has a disastrous affect on the country’s economic and social conditions. Another prominent reason of food shortage lies in its wastage. The International Food Policy Research Institute (IFPRI) states: It is estimated that 130 pounds of food per person in the United States ends up in landfills. The annual value of this lost food is estimated around $31 billion. But the real story is that roughly 49 million people could have been fed by those lost resources. (p. 21) Alarmingly, over half the food produced today is wasted or discarded, which is an important factor contributing to the golbal food shortage. Also, excessive consumption of food or gluttony is also taking away food from the mouths of the hunger and destitute into the belly of the well-fed. Not to mention that this wasted food also leads to environmental pollution due to emission of methane gases. Changing weather patterns, environmental degradation, and soil conditions too are responsible for the decrease, destruction, and depletion of food production. The recent wave of droughts and hurricanes in several parts of the world has reduced the crop production. The worlds agricultural land has become degraded due to the excessive use of fertilizers, pesticides, soil contamination, over drafting of groundwater, etc. Ironically, the measures to counter hunger such as food dumping and foreign aids also form a part of the world hunger problem rather than the solution. These measures are deceptive and harmful, as they create a sense of dependency in the poor nations rather than encourage them towards self-reliance. Many a times, these donations are conditional, dictatorial, discriminatory, and restrictive in nature. The donor countries may have their own vested interests in an impoverished region, which may lead to military and political insurgency and consequently to social unrest and chaos. Conclusively, issues like hunger, poverty and mal nutrition are a direct consequence of human decisions, greed, insecurity, and cruelty. It is thus vital for global policy makers to take into account the myriad causes behind hunger, as well as the problems that result in hunger. There is a need to understand that the problem of hunger and the human right to adequate food includes not only the issue of availability of adequate food, but it is also a matter of fair income distribution, reconsideration of agricultural trade and aid policies, curtailment of inflation and poverty, improvement of the agricultural conditions, reduction of environmental pollution, and a reduction of wastefulness. References International Food Policy Research Institute (IFPRI). (2007). A future with no one living in poverty and hunger: Highlights from an international youth writing contest. Washington: Intl Food Policy Res Inst. Koc, M. , MacRae, R. , Mougeot, L. J. A. , Welsh, J. (Eds. ). (1999). For hunger-proof cities: sustainable urban food systems. Canada: International Development Research Centre.

A Comprehensive Definition Of Counselling Psychology Essay

A Comprehensive Definition Of Counselling Psychology Essay This essay will give a clear definition of counselling and give a discussion with regards to the counselling settings that make a client feel safe. The essay will so discuss the characteristic that an effective counsellor should possess and give the importance of unconditional positive regard, empathy and congruence in the counselling process. Importance of self-care will also be discussed in the essay. A COMPREHENSIVE DEFINITION OF COUNSELLING Counselling is a process that enables a person to sort out issues and reach decision affecting their life. Often counselling is sought out at times to change a crisis and help people at any time of their life. Counselling involves talking with a person in a way that helps that person to solve in a way that create conditions that will cause the person to understand and improve their behaviour, character, values or lifes circumstances. Counselling is often performed face to face in confidential sessions between the counsellor and clients. Counselling can and may take many different format to bring a person to a better understanding of themselves and others. It can be seen that counselling can be of benefit to a person experiencing problems in finding, forming and maintaining relationships. Counselling is an umbrella term that covers a range of talking therapy. These are delivered by trained practitioners who work with people over a short or long period of time to help them bring about effective change or enhance their wellbeing. It is also a process in which a person is helped to explore the situation and find solution or answers for a problem. Counselling is a method of guidance of an individual. It helps the client to grow to a greater maturity by allowing the individuals to take responsibilities and to make their own decision ( John Rita, 2004). A DISCUSSION OF WHAT THE COUNSELLOR CAN DO WITH THE REGARDS TO THE COUNSELLING SETTING TO MAKE A CLIENT FEEL SAFE. A counsellor can have a Person-centred counselling where a therapeutic relationship between a counsellor and a client is formed. The client needs to be able to talk about whatever they need to, share their intimate thoughts and explore sometimes difficult feelings. For this a client needs to feel able to fully trust the counsellor, feel safe, supported and that they will not be judged. The counsellor should work on creating the right environment in which a client feels able to look at themselves and develop a greater understanding of their own thoughts, feelings and meanings. The counsellor is not there to analyse or give them advice, but instead to be alongside them supporting them and helping to explore their own issues with the belief that the client will come to find their own answers (France, 1984). According to Sutton (1998:50-56) creating a warm and safe environment is an essential stepping-stone to building a strong therapeutic alliance. A counsellor should have a room that h elps the client feel comfortable so that they can star sharing their concerns. Counsellors should give examples of opening sentences to help break the ice, as well as discussing some other important topics, including building trust boundary issues such as contrasting and terminating sessions on time. There should have the sessions in the same room that way the client will feel safe and comfortable and a counsellor should have chairs places approximately four feet apart and slightly at an angle. A small clock needs to be positioned where the counsellor can glance at it and attention should be paid to the lighting and room temperature. A box of tissues should be placed where the client can easily reach them, a vase of flowers should be available to add some colour to the setting so that the client can feel some warmth and reflect something of your personality. Greeting the client and showing them their sit can also make them feel safe. Addressing the client by the first name can also make them feel comfortable and accepted but you should ask them how they want to be addressed and introducing yourself with your first name can also mean breaking down the barriers of inequality. The counsellors opening sentences should be empathic and their posture should demonstrate to the client that they are ready to listen. Building trust is also important for people who have been let down before so developing the skills of active listening, accurate, sensitive responding, reflecting feelings, and empathy demonstrating that you are fully present for the client can help to establish a solid foundation of trust ( Sutton, 1998). THE CHARACTERISTICS THAT AN EFFECTIVE COUNSELLOR SHOULD POSSESS. First the counsellor should work on building a relationship. A requirement for being an effective counsellor is being able to practice and impart the skill of empathy in the client-counsellor interaction. The ability to convey a sense of confidence give clients a sense of confidence in themselves and confidence that the counsellor is directing people in the right direction. The counsellor should always be open-minded. They should not be judgemental but instead know how to give the best suggestions on how to deal with different types of situations. They need to know how to put themselves in ones shoes. Counsellors also need to be friendly with everyone. They should never let the person they are counselling feel more down than they already are. The counsellor should also be a good listener (Gladding, 1988). An effective counsellor should be able to relate to the person they are counselling and display a level of commitment. A counsellor should be able to inspire their client and help them see their potential. An effective counsellor should show their client that opportunities multiply and that life is a long line of opportunities. A counsellor should make their client understand that the choices they make presently will affect them in the long run and to collate what and how these choices will and are playing a role in their lives. According to Gladding (1988:100-105) a counsellor should have awareness and understanding of ones own self it means understanding ones feelings, personal strengths and limitation. This would help counsellors to understand themselves sufficiently and to know exactly what they are doing, why they are doing it. A counsellor should be in good health and should not be distracted by ones own problems. A counsellor should be open minded meaning that they should be able to distinguish between their own beliefs and values to that of their client and not force them to follow a particular value or belief system. Counsellors should have respect for their clients; they must view them as worthwhile people and treat them with warmth and dignity. The counsellor must have assertiveness. It may be verbal or non-verbal. Verbal attentiveness involves what is expressed to the client and the way it is expressed. Allowing clients to complete their sentences is one way of verbal attentiveness. Using verbal encouragers such as I see are ways of demonstrating verbal attentiveness. It is also important for a counsellor to learn to alter their voice and change their volume and speed depending on the clients reactions and situations. Non-verbal attentiveness includes eye contact, head nods, facial expression, body posture and distance. THE IMPORTANCE OF UNCONDITIONAL POSITIVE REGARD, EMPATHY AND CONGRUENCE IN THE COUNSELLING PROCESS Unconditional positive regard, empathy and congruence are the counsellors conditions needed to facilitate change. Without these conditions being present a healing relationship cannot form. 5.1 The importance of unconditional positive regard According to Rogers (1951:55-60) unconditional positive regard is when one person is completely accepting towards another person. This is not just showing acceptance but is an attitude that is demonstrated through behaviour. Unconditional positive regard is the fundamental attitude of the person-centred counsellor towards the client: Some component of unconditional positive regards include Respect: respecting a person in the dignity and brokenness as a person Non-judgemental: being neither judgemental against people of different race and sex Acceptance: accepting people in all their fullness, missing out including how they treat the relationship with you. Valuing: embracing the person you encounter, and valuing them as a unique person. Caring: being concerned for the person and wanting the best them Nurturing: wanting to help the person to grow in whatever ways are open for their growth as a person Love: experiencing the full richness of non-possessive love for the person in this relationship 5.2 The importance of empathy and in the counselling process According to Rogers (1942:60-65) Empathy is an essential variable for engendering constructive personality change in the therapeutic process. Empathy in addition to congruence and unconditional positive regard, has achieved a consensus standing in the professional literature as a core condition in facilitating the treatment relationship in counselling and psychotherapy. Empathy is the capacity to recognize and share feelings such as sadness and happiness that are experienced by another person and it involves sensitivity to the clients problems and being able to see things the way the client does. It involves perceiving and communicating. Perceiving is an intense process of active listening by the counsellor. On the other hand in communicating the counsellor says something that tells the client that their meanings and feelings are understood. Cultural sensitivity and knowledge of cultures different from the counsellor own are important to the effective use of the empathy. Empathy is r ecognized as a prominent variable in the development of a positive relationship. With an enhancement of empathy understanding, clients generally increase their level of therapy satisfaction, likelihood of compliance, and involvement in the treatment process. Being empathetic ensures you are listening and dealing with the clients concerns as they present them. You are not judging them. Empathy can assist counselors when dealing with challenging clients through Intensity responding to the feelings expressed at the appropriate level of intensity for example if you are working with a client. They are very agitated, about to be evicted and their mother is sick. Your response is You are a bit upset. The client becomes distant you have not reflected their level of emotion accurately. Context take all aspects into account not just word and non-verbal behaviour. A lot of people we come into contact with have multiple problems in their lives. They may behave in ways we find inappropriate but taken in context of their experience are understandable. Selective responding sometimes it may be appropriate to respond only to feelings or behaviour. Some clients do not respond well to discussing their feelings and in these cases it is useful to focus on more concrete elements such as experience and behaviour. When your empathic responses have been successful it is evident from the clients response, a nod of the head, or a positive verbal response. If a counsellors empathic response has not been accurate the client will indicate this non-verbally by stopping, fumbling or becoming frustrated. Being aware of these signs will assist a counsellor in relating to the challenging client (Rogers: 1951). 5.3 The importance of congruence in the counselling process According to Rogers (1942:66-70) Congruence means genuineness. People are congruent when they are not trying to appear to be anything other than what they are. Congruence is concerned with a persons attempt to achieve harmony in their way of being. Congruent is closely related to a number of terms such as honesty, transparency yet its meaning does not coincide with any of these. In providing the three counselling processes the counsellor creates a therapeutic environment which enables a client to psychologically self-heal. Congruency can help a counsellor to identify a client by the way the client will be portraying themselves. In counselling process this would help a counsellor to be able to work with a person who knows their true self so it wont be difficult to help that person to overcome the obstacles they face in life. THE IMPORTANCE OF SELF-CARE FOR COUNSELLORS Self care is a way of living that incorporates behaviours that help you to be refreshed, replenish your personal motivation, and grow as a person. It is the equivalent of keeping your car filled with gas so that you are ready to go anywhere you want without being worried if the gas is enough to go a distance. As school counsellors one of the major expectations is developing prevention and intervention strategies for students. However this cannot discount the need to develop own prevention and intervention plans for self-care. Prevention for burnout might include such things as asking for supervision, promoting your own personal wellness plan including a method to refill your own emotional bucket. Develop your own professional and personal support system with not only those who support you but those who will challenge you if you are exhibiting signs of burnout. Periodic self-assessments and evaluation of life stressors is an important prevention strategy. Personal counselling, nurturi ng your own emotional self, evaluating personal relationships, engaging in stress management and positive recreational activities offers value in burnout prevention as well ( Gladding, 1988). Counsellors should build a strong foundation for themselves this means spending time to strengthen themselves physically, mentally, emotionally and spiritually for example daily clearing is to check and identify how you are feeling and what you are thinking. Gather quality support such as finding a community like-minded people so that they can give you support. When you are with supportive people you will feel positive and empowered. Get rid of commitments that weigh you down and use the time to do things that give pleasure. Self-care is actually taking care of yourself after a long day at work so that you can work on your inner thoughts and be able to help people with a free mind and not experiencing burnout. Giving yourself time to do all the things that mean a lot to your life and keep you happy will keep you revived and strong enough to face your client with confidence ( Gladding, 1988). CONCLUSION This essay defined counselling and discussed the setting that a counsellor should be at to make a client feel safe with specific reference made looking at the characteristic that an effective counsellor should possess. The essay discussed the importance of unconditional positive regard, empathy, congruence and self-care in counselling process and in a counsellors own life

Outsourcing to India: Is the United States benefiting from it? Essay ex

Outsourcing to India: Is the United States benefiting from it? I. Introduction â€Å"Did you hear the news? No, what happened? We are shipping all of the IT jobs to India †¦Ã¢â‚¬  Water cooler conversations are beginning to sound more and more like this. Outsourcing of jobs has become a major concern for employees at large corporations (technical or financial). The economic drought that the United States faced in 2000 to late 2001 led to numerous cost-cutting measures, but none more effective than that of outsourcing. The outsourcing of jobs is now a necessity in the United States, so companies are forced to send jobs to places such as India to keep costs down, all the while trying to balance the advantages and disadvantages of the move. II. Background In order to thoroughly grasp the significance of outsourcing to India, it is important to review the basics of outsourcing. Outsourcing is formally defined as the procuring of services or products, such as parts or labor, from an outside supplier/manufacturer in order to cut costs. In more simple terms, using services (usually labor) that cost less. There are five important questions when dealing with outsourcing: who, what, when, where and why[1]. Why you should outsource will be addressed later on, so this section will focus on answering the other questions. Who should outsource? If you can remotely benefit from outsourcing, then you should do it. This includes entrepreneurs, home offices and small businesses all the way up to large corporations. At the current pace that technology is evolving, costs need to be kept down in order to provide the maximum advantage to a company. What should be outsourced? Currently, it only makes sense to outsource items th... ..., < http://www.outsource2india.com/ >. [3] Sara Baase, A Gift of Fire (New Jersey: Prentice Hall, 2003), 405. [4] Sara Baase, A Gift of Fire (New Jersey: Prentice Hall, 2003), 406. [5] Sara Baase, A Gift of Fire (New Jersey: Prentice Hall, 2003), 406. [6] Sara Baase, A Gift of Fire (New Jersey: Prentice Hall, 2003), 407. [7] Daniel Pink, The New Face of the Silicon Age, 2004, Wired Magazine, 28 May 2004, < http://www.wired.com/wired/archive/12.02/india_pr.html >. [8] Outsource2India, Various Articles, 2003, 26 May 2004, < http://www.outsource2india.com/ >. [9] Christopher Koch, Backlash, 2003, 27 May 2004, < http://www.cio.com/archive/090103/backlash.html >. [10] David Gumpert, U.S. Programmer at Overseas Salaries, 2003, Business Week, 27 May 2004, < http://www.businessweek.com/smallbiz/content/dec2003/sb2003122_8887.htm >.

Evaluation of Blood Brothers, by Willy Russell Essay -- Blood Brothers

Evaluation of Blood Brothers On 3rd March I went to the Phoenix Theatre in West End to watch a production of one of Willy Russell's greatest plays, Blood Brothers. â€Å"Blood Brothers† is set in Liverpool in the early eighties. The play follows the life of two main characters: Eddie Lyons and Mickey Johnstone, who are twins split at birth. In Blood Brothers the characters fall into two stereotypical groups: the working class and the upper-middle class. The reason the play focuses on the difference in class is that the play was written in the reign of Margaret Thatcher who told the people of Great Britain to look after themselves, and that there is no such thing as a society. Willy Russell was against this way of thinking and wrote plays opposing it. Mrs. Johnstone is a typical working class woman who lives on her own and spends more money than she earns. Mrs. Lyons is a typical upper-middle class woman, married and doesn't want her possessions being contaminated by the filth of the world, the working class. Mickey, the twin that was kept by Mrs. Johnstone, is an archetypical lower class boy, dirty ripped clothes and a mouth like a sewer. Edward however is a stereotypical upper-middle class boy, smart, clean uniform that uses correct English grammar. These are the four main characters, although there is one more character that plays a significant role in the musical, the narrator. The job of the narrator in this play is to set the scene and bring aspects of superstition into the play. He does this through his songs and his dialogue. It seems slightly ironic that although the Johnstone family is very poor they start off cheerfully, compared to the Lyons who are rich and never seem happy. This mak... ...projection of the tree on the floor. At the tensest moments the lights dimmed and a spotlight was put on the narrator to add dramatic tension. The actors worked very well, the fact that adult actors played children characters was barely noticeable. This is probably due to the costumes that the actors wore. The actors that played the two boys I feel were especially good because not only did they have to look different ages throughout the play but they acted the ages as well. I feel this musical as a whole was excellent, there was very good uses of the dramatic techniques and staging techniques used by the Phoenix theatre. Overall I enjoyed the play and would recommend it to people that enjoy plays where they don’t have to follow on every detail in order to understand it. The way the narrator ties everything together makes the story line make sense.

letter of confession :: essays research papers

~Before I begin this letter, I want you to know that the reason why I’m sharing this with you is because I feel that I have to be completely honest about something that’s very personal to me. Originally, I wanted to tell you, but I just did not feel comfortable and I did not trust you enough. But, I can not keep this from you any longer. I hope after I explain this that you can understand why I did so~   Ã‚  Ã‚  Ã‚  Ã‚   The past two years of my life have been filled with extreme hardship. Although I have had positive things take place in my life, the bad always seems to outweigh the good. When I was going out with Lamar, my high school fling, a gynecologist in Newburgh told me that I had Abnormal Cells and she needed to take a closer look at them. She said not to worry, but that it crucial that she did a procedure to examine the cells carefully because if she didn’t, I could possibly develop Cancer in my Cervix. During this time, mind you, I was having unprotected sex with Lamar and he was the first boy I did that with. This â€Å"careful† procedure (known as a biopsy, coposcopy-not really sure how to spell this one) that she performed was one of the most uncomfortable things I ever had to go through. It involves doing something, that makes you feel like you have bad period cramps without having your actual period. After doing this close examination, I did not hear anything again from this doctor until about a year later, which at that time, I considered them incompetent. Before I went away to college, I went to the city to visit my mother’s GYN for a regular pap smear. She then wrote to me in college telling me that my cells were abnormal and that I needed to take some medication (basically this crap that I had to stick up in my coochie). She also told me that I needed to come in so she could do another check-up. So I took the medicine thinking (or rather hoping) that it would clear up whatever was going on down there. I went the GYN in early October. There, she told me that the pap in August should cells of H P V, a sexually transmitted disease, that if left untreated, could cause Cancer.

Introduction to Ice cream business Essay

â€Å"l scream for Ice cream! † is a popular expression widely known and used throughout all ages professing their undeniably strong love for ice cream. Who doesn’t love ice cream? Kids, being kids, love sweet treats from cakes, chocolates, brownies but most popular among all is ice cream. The cold and sweet combination of this treat makes all child tantrums go away. Adults as well see ice cream as a reward and sweet comfort food taken every once in a while to quench their sweet cravings. As our generation today becomes more health conscious, ice cream has been one of he hot picks for criticisms due to its high calorie and sugar contents. This poses so many issues for adults, especially those who belong to the diabetic group. And as these issues have started to arise, ice cream businesses have strived to fit and suit the needs of the customers along with their sweet wants. Fat-free and sugar-free ice creams and yogurts have been in the trend to provide the sweet cravings without endangering the consumer’s health. Fit Cream is an Ice Cream business that caters to the health specifications of consumers. Adapting to the market that caters to the concerns of the customers with heir health, Fit cream wishes to provide delicious and healthy ice cream in a very affordable price. This will help the self-conscious customers to enjoy their sweet cravings and at the same time watch their health. Parents who are constantly trying to come up with inventive ways of persuading their children to eat vegetables probably have not tried disguising them in ice cream. Through this, the kids will be eating healthier and maybe starting these vegetable ice cream products as a stepping stone to taking the actual vegetable soon. The mix of healthy and sweet will surely attract the attention of people of all ages.

Pride and Prejudice by Jane Austen: Mr. Darcy Overcoming His Pride

Pride and Prejudice written by Jane Austen in the 19th century, tells the story of an upper class man Mr. Darcy over coming his pride, to fall in love with middle class Elizabeth Bennet, who agrees to marry him after getting over her own prejudicial issues. The story is set in the early 1800’s in England, when class and social order were very important, and people married for money and social status. Austen has written the book to criticize and poke fun at some of these ridiculous values in a satirical way, and positions the reader to see that marriage isn’t about money or social status, but true love. Through the way Jane has written the story and constructed the characters, as a reader we are positioned to respond agreeably to the ways in which she has represented ideas and portrayed stereotypes and customs based on the social standings and issues of the regency era. In Pride and Prejudice, one of the main themes focuses on marriage. Austen believes that marriage should be for love, not for financial and social stability. Austen has constructed juxtaposing couples to portray how couples that marry for true love continue to love and live happily, while couples who marry for money and status end up miserable. There are several characters in the novel that married for financial and social well being; Charlotte Lucas and Mr. Collins, Mr. Wickham and Lydia and Mr. and Mrs. Bennet- all constructed with negative personality traits. When Mr. Collins visits the Bennet’s house at Longburn- where he is heir to the estate, he is in search of a wife- preferably a Bennet sister as he feels a little guilty as they will be kicked out of their home when their father dies and he will inherit the estate. When Mr. Collin’s first proposes, it is to Lizzy, and his reasoning is completely lacking emotion and is based on â€Å"logic and convenience†, as he explained â€Å"My reasons for marrying are, first, that I think it a right thing for every clergyman in easy circumstances (like myself) to set the example of matrimony in his parish. Secondly, that I am convinced it will add very greatly to my happiness; and thirdly – which perhaps I ought to have mentioned earlier, that it is the particular advice and recommendation of the very noble lady whom I have the honor of calling patroness. This dialogue shows that he is only thinking about his image as a clergyman, and how he would please Lady Catherine and help out the Bennet family at the same time. It was not love that would add to his happiness but more that he was doing something noble and would be seen in a good light by others. Austin portrays this sentiment of the era further when the reader sees how emotionless Mr. Coll ins is, after Lizzy’s polite â€Å"no thank you†, he persistently asks her, before finally giving up and three days later becoming engaged to Lizzy’s best friend, Charlotte Lucas. Charlotte who had deliberately set her sights on Mr. Collins, consoling him after he is declined by Lizzy, was 27 years old, and thought it was highly unlikely she would get a better offer of marriage. As she discussed with Lizzy, she was marrying for financial security and believed that â€Å"Happiness in marriage is entirely a matter of chance. † When Charlotte saw Lizzy’s shocked face as she announced her engagement she responded with â€Å"Oh, hush. Not all of us can afford to be romantic. I've been offered a comfortable home and protection. There's a lot to be thankful for. This shows us that though Charlotte was an intelligent lady, she had a pragmatic approach to marriage with no sense of romantic attraction to Mr. Collins- that she â€Å"accepted him solely from the pure and disinterested desire of an establishment†. When Lizzy visits Charlotte at her home in Kent, she basically tells Lizzy that she tries to get rid of her husband by sending him gardenin g and off on unnecessary trips- minimizing the time they spend together. Austen is showing us the ridiculousness of them marrying for social security and how in their relationship they barely even speak to each other. As a reader, we are encouraged to see the marriage between Mr. Collins and Charlotte as a prime example in supporting Austen’s focus on the idea that marriage should be for love not financial and social sanctuary. Austen has positioned readers to see these characters as the pragmatists of the novel. Readers are not really encouraged to like these characters. Austen leaves us, as readers, respecting Lizzy’s decision to marry for love and feeling contempt and disdain for Mr. Collins and Charlotte and their choice to have a loveless, unhappy marriage. In Pride and Prejudice, Austen has characterized Mrs. Bennet and her daughter Lydia as silly, loud and frivolous characters, good examples of the foolish behaviour and values found in some of the middle/upper class women. Austen has characterized these characters to allow us as a reader to view them as ridiculous compared with Lizzy. Mrs Bennet is shown as a rude overbearing mother, who’s sole ambition in life is to get her five daughters married into the best financial and social position possible. When a single rich man Mr. Bingley arrives in Netherfield, Mrs. Bennet is set on getting her eldest daughter Jane to marry him. When Jane is invited over to the Bingley’s, her mother demands â€Å"†You had better go on horseback, because it seems likely to rain and you must stay all night†. When Jane falls sick, and must stay put at the Bingley’s, Mrs. Bennet is encouraged because â€Å"As long as she stays there, it is all very well†. This shows that Mrs. Bennet does not think about her daughter’s health, only about her best chance of marrying and gaining a rich inheritance. Lizzy who thinks her mother is been ridiculous, sarcastically comments â€Å"If Jane should die; it would be comfort to know that it was all in pursuit of Mr. Bingley†. Austen has used this line, to help establish the picture that we as readers begin to understand that Mrs Bennet is foolish, greedy and her priorities in regard to her daughter’s health and marriage are muddled. However as an alternative reading, we could interpret that Mrs. Bennet as only trying to help her daughters, as middle/upper class women would be thought poorly of, if they got a job, and if they had no inheritance, there would be no money source; so it was crucial that they got married at a young age to secure financial security. However Austin writes Lizzy’s character as overcoming these problems without this foolishness. As mentioned Lydia Bennet, like her mother is loud, frivolous and often an embarrassment to her family. She is the youngest of the Bennet sisters at only 15 and is portrayed as immature, silly and naive. Being the favourite of her mother, (as they are both so alike) Lydia is spoilt and has never really been taught how to act or behave in public. So when Lydia is given permission to go away to Brighton, Lizzy is not content, arguing with her father that â€Å"†Our importance, our respectability in the world, must be affected by the wild volatility, the assurance and disdain of all restraint which mark Lydia's character. This gives us as readers, a look at how she is viewed by respectable people in society through Lizzy’s dialogue we are encouraged to think the same. Lydia is also very flirtatious, as Lizzy goes on to describe her as â€Å"A flirt, too, in the worst and meanest degree of flirtation; without any attraction beyond youth and a tolerable person; and from the ignorance and emptiness of her mind†. Through other people’s descriptions of Lydia, we as readers dislike her embarrassing and imprudent attitude. When Lydia elopes with Mr. Wickham, she puts the family name in tatters and does not even acknowledging the shameful thing she had done. The message that Jane Austen is trying to display is that the Regency Era had such strict and absurd behaviours, values and class discrepancies. Through using satirical techniques she has encouraged us as readers to respond by disliking the caricatures of Mrs. Bennet and Lydia, as they help represent the ridiculousness of the society during that period. Pride and Prejudice, by Jane Austen is a romantic novel, which challenges and ridicules the era in which it was written, the early 19th century. Austen, has used satirical language and irony as main literary techniques, to help form the ideas of how she viewed the society. Jane’s perspective was that marriage should be for love, not financial security, and that social status and class; including their roles, values and manners, played a much too important part in defining the society. Through the over exaggeration of stereotypical people from this era, Austin has successfully set us to interpret the characters, ideas and messages of the book to her understanding. As readers, we are compelled to dislike and laugh at many of the characters discussed, as they represent the negatives of period. Austen has successfully constructed this novel through these negatives and the positive characteristics of Lizzy and Mr. Darcy to ensure, that the audience is persuaded to feel strongly and agree with Austen on the messages that marriage should not be for social and financial stability, and that the society should not revolve around class and social status.

You Can Have It

Philip Levine writes as though he is from a hard working middle class family geared toward the more highly educated class. Levine directs his poetry towards the higher class, through personal relationships and by showing pride and respectability in manual labor. Levine wants the more educated to know that even though the lower class may not have the most respectable jobs, they still take pride in their work because it supports their family. By using personal relationships, Levine emphasizes the how much pride the working class takes in their jobs. Levine writes as though he is from a hard working middle class family, who works day after day just to make it through life and support the family. Although he is writing from this prospective, his work is actually geared more toward a more highly educated group. Levine wants the higher class to know just how lucky they are. Most people of high stature have never really had a hard manual-laboring job. Its true that most people of this class do not know what hard work is or how it feels to have to struggle to find a job and care for themselves and a family. In the poem, What Work Is, Levine writes, â€Å"if you're/ old enough to read this you know what/ work is, although you may not do it. / Forget you. † In these lines, Levine is saying that the more educated group may know the definition of the word work but the have never really experienced it. This is even further shown in the last line when the man says, â€Å"you don't know what work is. † The man in the poem You Can Have It, is relating to us college students and remembering for himself what it was like to be twenty. We were twenty/ for such a short time and always in/ the wrong clothes, crusted with dirt/ and sweat. I think now we were never twenty. † Twenty year-olds are living the life that this man never had but wishes that he could have had it. He wants the higher class to realize what other people go through and just how easy life really is. In the last line, he says â€Å"You can have it. † Here he wishes to give back everything from the past thirty years just to be twenty one more time, not work and just have his youth back. In all of Levine's poems, the narrator is proud of his work no matter what job he has. In Starlight, a four year-old boy is watching his father relax on the porch and smoke a cigarette after a long rigorous day of work. The father after seeing the child and the beautiful things that he works for, he can proudly answer that he is happy with a head nod, â€Å"Yes! oh yes! oh yes! † He is proud to work hard to support his family. Every child looks up to its parents. In the beginning of this poem the son seems to be timid about bothering his father while he is relaxing but by the end, the son feels right at his fathers level â€Å"among the stars. He is proud to have his father and know that he is an honest hard working man and looks up to him as if he were a the brightest of all stars. The poem You Can Have It also describes the pride that another man takes in his job even if it is only in a factory. In the third stanza of the poem Levine talks about a man and his brother saying that â€Å"they are only one man/ sharing a heart that always labors, hands/ yellowed and cracked. † Their heart is in their work, even if it is not the most respectable job. Although they talk about the hands being yellowed and cracked, I think it is in a good way. They are proud to have these marks of their hard work to support themselves. This is what they have to do to make it through life and they are proud to do it. In many of his poems, Levine uses many personal relationships to highlight the themes in each poem. In Levine's poem, What Work Is, the man is waiting in line trying to get a job. He is very upset refusing to give in but â€Å"waiting, / to the knowledge that somewhere ahead/ a man is waiting who will say, â€Å"No, / we're not hiring today. He has been in this place before and although he is annoyed at the fact that he cannot get a job, he is also proud to be standing there waiting to get a job. He would be proud to have a job working in a factory or anywhere. Whereas this man would be proud to have a job in a factory, his brother is working at the Cadillac factory but is trying to gain a higher status and have what he would consider a respectable job. The brother is not proud to be working in a factory and is therefore studying German to be an opera singer, in which he would be highly regarded. Levine brings out the father and son relationship in Starlight to show a sense of not only pride in his work but also happiness and an escape from the daily struggles that the father faces. After a long day of hard work, the father finds an escape in returning to his family and being away from his job. Just holding his son up there with him for that one minute gives him a sense of happiness and helps him to forget all the troubles of that day. Seeing his son happy and admiring him so much makes the father feel a sense of worth and pride in his job. Philip Levine writes as though he is from a hard working middle class family who works very hard just to make it through life and support the family. He wants the higher class to know how lucky they are and what struggles the less educated go through. In all of the poems, the narrator is proud of his work no matter what job he has, even if it is only in a factory. By using personal relationships throughout his poems, Levine highlights the fact that all the people take pride in their work.

Employee Recognition in Relation to Motivation Theories

The term â€Å"motivation†, which is defined using various terminologies, is often used to describe different types of behavior. Motivation is the â€Å"internal state or the condition that activates behavior and gives it direction; the desire or want that energizes and directs goal-oriented behavior, or the influence of needs and desires on the intensity and direction of behavior†. (Huitt, 2001) Motivation is specific to an individual’s make-up, their personal interests, wants and desires, or need to fulfill a goal. Several factors influence an employee’s level of motivation: pay, opportunity for advancement, growth and development, job security, honesty and integrity, working conditions, reward and recognition. Employee recognition is often praised at a â€Å"successful motivator†. To understand what factors influence motivation we need to understand the research and theories developed to define and explain motivation. Discussion Motivational theories dating back to the early 1950’s â€Å"provide a foundation to today’s motivational concepts†. Robbins, 2005) Abraham Maslow introduced the â€Å"hierarchy of needs† theory suggesting that needs are a physiological or psychological deficiency that a person feels the urge to satisfy. Maslow’s theory proposes that individuals are motivated by multiple needs and that these needs are present in a â€Å"hierarchical† order. Maslow’s theory was that an unsatisfied need influences an individual’s behaviour and once the need is satisfied it is no longer a motivator. The model of needs was developed using five levels of human needs: hysiological, safety, social, esteem, and self actualization. Physiological and safety levels were described as the lower levels of the model following the idea that these needs are satisfied externally. To satisfy the lower level needs of hunger, shelter, security is accomplished by things such as pay, medical benefits, or tenure. The â€Å"higher-order needs which are met internally include social, esteem, and self actualization. The concept is that an individual works through each level of the model one by one. Each level must be satisfied before moving on to the next level eventually attaining self-actualization. Self-actualization is the point in which one has reached their maximum potential. (Robbins, 171) Douglas McGregor had opposing theories â€Å"Theory X and Theory Y† to explain an individual’s behaviour in work and organizational life. McGregor theorized that â€Å"management involved more than simply giving orders and coercing obedience; it was a careful balancing of needs of the organization with the needs of individuals†. McGregor followed Maslow’s â€Å"hierarchy of needs† philosophy to describe human needs and to support the belief that an individual’s need is satisfied through work. Studying how managers interacted with employees, McGregor identified a set of beliefs managers used to assess employees. The assumptions identified in Theory X are based on the lower level needs (physiological, safety) on the hierarchy model. This portrayed a somewhat negative viewpoint using the assumption â€Å"that most people will avoid work because they don’t like it and must be persuaded to put forth significant effort. The individuals in this category are not interested in being â€Å"self-led†, do not care to take on responsibility as they are content following directions. † (Robbins, 2005) In opposition to this, Theory Y uses the upper level of the needs (social, esteem, self-actualization) hierarchy model stating that most individuals are â€Å"self-led† to accomplish goals in which they have set for themselves. In this positive view, McGregor identifies that employees regard work as a natural activity. This premise led to the belief that motivation occurs due to an individuals’ drive to satisfy their needs. McGregor identified those managers of Theory Y type employees believed that people inherently like to work. A result of this belief the manager pushes more responsibility on the employee in an attempt shape employee’s goals to align with the organization. Following the steps of Maslow and McGregor, Frederick Herzberg developed a motivational theory based on the â€Å"needs† concept. Trying to answer the question â€Å"what do people want from work†, he developed the â€Å"Two Factor† theory. Based upon his studies he believed that satisfaction and dissatisfaction at work arose from different factors, and was not simply opposing reactions. Hygiene needs are defined as company policy, work conditions, relationship with supervisor, and salary by Herzberg. He believed that people strive to achieve hygiene needs because without them they are unhappy, but once satisfied the effect will wear off. End result or meaning is that satisfaction is temporary. This factor indicates that people are not motivated by addressing these hygiene needs, fulfillment just appeases the individual. Herzberg’s second factor is identifying â€Å"motivators†, suggesting that individuals are motivated by enabling them to reach for and satisfy real motivating factors such as personal growth, development, recognition, responsibility and achievement which correspond to a high level of meaning and fulfillment. Maslow, McGregor, and Herzberg were pioneers in motivational study. The amount of research on the topic did not end there. Contemporary researchers have continued collecting data and developing theories in the subject area of motivation. The concept of â€Å"what motivates an employee† continues to intrigue researches. Data collected today is not a direct dispute to past theory but a reflection on the change of the times, the change in work environment. Clayton Alderfer modified Maslow’s â€Å"Hierarchy of Needs† introducing the ERG theory; consisting of three need categories: â€Å"existence†, relatedness, and â€Å"growth†. Alderfer’s theory suggested that movement between the need levels is quite simple, resulting in a regression when an individual does not meet a higher-order need. The ERG theory starts with â€Å"existence† identifying an individual’s need to satisfy hunger, thirst, and sex, correlating with Maslow’s lower level needs of physiological and safety. Alderfer classifies the need for successful relationships with others (family, friends, coworkers, etc) as â€Å"relatedness† aligning with Maslow’s theory of social need and esteem. Lastly, Alderfer categorized a person’s desire for personal growth and increasing competence as â€Å"growth†. (Robbins, 2005) The ERG theory although similar to Maslow’s Hierarchy of Needs theory differs in the philosophy that people can work towards fulfilling the different level of needs at the same time. Contrary to Maslow’s beliefs that an individual must obtain and satisfy a â€Å"need† before attempting to work on the next need level Alderfer theorized that these areas are simultaneous. In addition to believing that individuals worked on the different needs categories at the same time he also introduced the concept of â€Å"regression†. As an individual attempts to satisfy a high lever need frustration my occur resulting in regression to satisfying a lower level need. This idea proposes potential impacts in employee motivation. An employee can become frustrated if the opportunity for growth and development is not made available resulting in regression towards the â€Å"relatedness† need. This leads to â€Å"de-motivation† where as the employee loses focus on satisfying the â€Å"growth† need and begins to concentrate on building and maintaining relationships with others. David McClelland developed a motivational theory based on needs as well. McClelland proposed that individual needs are acquired over time and are shaped by the early experiences faced in life. McClelland identified three needs influence an individual’s motivation and effectiveness in an organization: achievement, power and affiliation. McClelland based his theory on the thought that everyone prioritizes needs differently. He also believed that needs were acquired based on an individual’s experiences in life. The need to succeed or excel (achievement) is associated with individuals who are driven to do things better. These individuals are motivated by personal responsibility in identifying solutions to problems, desire immediate feedback on their performance to determine if they are improving or not, and set challenging goals. The need for power is the desire to have impact, to be influential, and to control others†. (Robbins, 2005) Power can be categorized in one of two types; personal and institutional. Individuals driven to direct others when its unwanted is personal power, whereas those who want to organize the efforts of others to further the goals of the company is institutional power. Individuals who possess the need for institutional power are more effective leading employees than one who desires to control people. Individual who have a high need of power are likely to follow a path of continued promotion over time. Behaviors including enjoying being in charge, wanting to influence others, prefer competitive situations, and are more concerned with prestige and influence over others versus effective performance are associated with the need for power. And finally, McClelland identified the need for affiliation. People with the need for affiliation seek harmonious relationships, social approval, and need to feel accepted by other people. Individuals seeking to fulfill the affiliation need prefer to work in situations that provide social interaction; they enjoy being part of a group and tend to conform to the norm of the group. There are two types of motivation: intrinsic and extrinsic. Intrinsic motivation is when individuals are internally motivated to do something because it either brings them pleasure, or they believe it is important. Many of the motivational theories discussed in the first portion of this paper are associated with intrinsic motivation. Maslow, McGregor, Herzberg, Alderfer, and McClelland based their theories of behavior on individuals’ desire to satisfy basic and advanced needs. These desires are based on the individual’s level of personal satisfaction and the theory focuses on the natural tendency toward growth and development. Additional studies have been conducted with theories based on â€Å"extrinsic† motivation. Extrinsic motivation is when an individual is compelled to perform based on external factors like money, recognition, rewards, ect. Cognitive theories such as â€Å"Goal-Setting†, â€Å"Reinforcement†, and Equity have received a similar amount of attention as needs-based theories. Cognitive theory is based on the idea that â€Å"high intrinsic motivation levels are strongly resistant to the detrimental impacts of extrinsic rewards. No matter how interesting or exciting a job is there is still an expectation for some type of extrinsic payment. For those positions or jobs that fall in between the highly satisfying intrinsically and low level less interesting work cognitive theory may be more appropriate. (Robbins, 2005) Edwin Locke believed that the objective of working towards a goal is a key foundation in employee motivation. Locke introduced the â€Å"Goal-Setting† theory using the concept that setting goals offers an employee structure. Goals establish was needs to be done, and from this the individual understands how much effort is required to complete the task. As the goal becomes more challenging the effort required increases. Understanding this basic concept supports the theory that goals are valuable to the company in the respect that challenging goals leads to increased employee performance. Locke further suggests that employee involvement in goal setting increases the commitment and drive to obtain the goal. Taking a slightly different approach, the â€Å"Reinforcement† theory looks at the relationship between behavior and the consequences that arise from specific behaviors. The theory implies that individual behavior can be modified using different techniques such as positive reinforcement, avoidance, extinction, or punishment. â€Å"Reinforcement theory ignores the state of the individual and concentrates solely on what happens to a person when he or she takes some action†. (Robbins, 2005) This theory is based on the idea that is the physical, environmental stimuli that individuals are exposed to affects one’s behavior, their motivation does not come from within (emotions, feelings, desires, etc. The idea is to respond or do not respond to certain types of behavior. An example of reinforcement is when a frustrated child is throwing a temper tantrum, one of two reinforcement approaches can be used: Avoidance; the parent ignores the behavior in an attempt to show the tantrum will not be acknowledged and the tantrum will end. Or, punishment such as placing the child in time will reinforce that the type of behavior is unacceptable and will no t be tolerated. The theory is that the negative consequence of being in time out will deter similar behavior. An individual’s perception can play a large role in their job performance. The Equity theory states that employees compare their job process, the tasks required and their performance with other employees and react accordingly. Based on the comparison the employee may feel as though others are treated better, (increased pay, better working conditions, more/less hours) and tend to act accordingly. Employees will also compare their output in relation to the company’s input (reward) to determine if the input is equal to their effort. When there is a negative perception, or it felt that there is an inequality an individual may decide to decrease the amount of effort they put forward, look for work elsewhere, reduce the quality of their work or attempt to persuade co-workers perceptions. On the other side of the theory when employees perceive that they are being treated equitably or fairly they are more apt to be happy or satisfied resulting in increased participation/productivity. Given a thorough review of the different theories that have been developed, studied and documented there is not a quick, easy, or one size fits all answer to what motivates employees. Most often the typical response to this question is â€Å"money†. But surprisingly enough when employees are surveyed money is not the number one answer. (Robbins, 2005) Kenneth Kovach Ph. D. , discusses employee survey results in â€Å"Employee Motivation: Addressing a Crucial Factor in Your Organization’s Performance†. Ranking high on the scale is â€Å"full appreciation of work done†. (Kovach, 1995) Kovach compared results from an employee survey conducted in 1946 and in 1995, employees ranked â€Å"full appreciation of work done† number 1 and number 2 respectively. Obviously the change in times and work environment played a part in the slight change over the years. Kovach’s point is that based upon employee surveys money is not a hot topic, what seem to be on the minds of employees is interesting work, appreciation of work and the feeling of being in on things or involved. One approach to satisfy these desires is the use of recognition. Recognition, what is it? Webster’s dictionary defines â€Å"recognition† as â€Å"to recognize†, â€Å"to know†, â€Å"to admit the value†. To use this in today’s organizations recognition is about â€Å"noticing and honoring† one’s performance. Hansen, Smith, & Hansen, 2002) Employee recognition is the communication used to identify the positive performance or outcomes conducted for the organization. How do we correlate the use and effect of recognition with the different motivational theories? Hansen discusses Maslow’s concept of â€Å"expressive mode† theorizing that people are propelled by growth motivation rather than by deficiency motivation (lack of faith in human potential) Employees are not dependant on the extrinsic satisfaction, but rather dependant on their own personalities and hidden resources for their continued growth and development. Hansen, 2002) Simply put, individuals are motivated by acknowledgment of progress, growth and development, as well as performance. Similarly, Herzberg’s two-factor theory distinguishes between hygiene and motivator motivation factors. Hygiene factors correlate to job dissatisfaction, while motivator factors align with job satisfaction. Herzberg believed that job dissatisfaction and job satisfaction were not opposite each other, meaning that the lack of one did not result in the other. â€Å"Job dissatisfaction do es not mean that there isn’t â€Å"any† job satisfaction. Hygiene factors (rewards) can be observed when an employee is asked to complete a project with a promise of position advancement, versus recognition for achievement as a motivator factor that is basic to the job. Ultimately, the use of rewards corresponds to the use of â€Å"hygiene factors† just as the use of recognition signifies the use of â€Å"motivator† factors. (Hansen, 2002) Using the mind set that â€Å"we want employees to perform well, and, given the right environment, and incentives, employees also want to perform well†. Bobic & Davis, 2003) Reflecting on McGregor’s Theory Y, the managerial approach assumes first that people prefer to work and strive to perform, thus delegating responsibility to the employee allowing the worker to be creative, to have the opportunity to identify areas of concerns and find solutions. When this is accomplished with success, the manager recognizes the individual’s ability to perform. The result is employee recognition resulting in increased responsibility and accountability. McGregor supported Maslow’s theory that all humans had the potential to be creative, stating that â€Å"†¦ elf actualized creativity to be innovative†¦Ã¢â‚¬  (Bobic &Davis) Management has the ability to â€Å"motivate† an individual’s pursuit of self esteem, and self actualization through recognizing their ability to assume responsibility. Recognition of creativity and innovation will encourage the commitment and initiative the employee brings to company. â€Å"By strengthening and enhancing behaviors that are a source of differentiation and uniqueness, recognition serves a strategic function. (Hansen, 2002) Motivational theories differ in the way the concept of motivation is defined and controlled. Each theory has it basis, whether it is a â€Å"needs† based concept, or a â€Å"behavioral† concept. Just as humans are genuinely different, so are the theories. We can make general assumptions in regards to human character, trait, desires, and reactions but in the end what is definite is situational. There are many factors such as cultural background, environment, economics, and a person’s upbringing that potentially has an effect on what will motivate an individual. Reviewing the basic concept behind the theory of motivation and recognition you can identify some simple correlations. The reinforcement theory is not just about administering negative consequences. There are several different types of â€Å"behavioral† based programs available to address different concepts. For example a behavioral based safety program is built on the concept of recognizing safe behavior. Instead of focusing on the negative actions or unsafe attitudes of employees the program is established to recognize and reward safe behavior and encourage employee participation in identifying and correcting unsafe conditions. In the same manner, the reinforcement theory can enhance employee motivation towards work performance if a positive approach is used. Pointing out the negative performance ratings or avoiding a problem employee results in de-motivating the employee. Similarly, avoiding a problem employee gives the perception that the manager or company doesn’t care and fosters thinking of â€Å"why should I†? The last concept or theory to consider is the Equity theory. The basis for this theory is that employees expect a fair return for what they contribute to their job. This â€Å"fair return† is often evaluated based on what the return is for their effort. These individuals compare the input (reward/pay) by the company to the output (their effort) to determine if the reward warrants the effort put forth. Using the same concept employs also compare their input/outputs with their coworker to determine equality. If they feel that their coworker was given more for the same amount of work or less the employee will perceive this as unjust practices. Conclusion Motivation is â€Å"the processes that account for an individual’s intensity, direction, and persistence of effort in attaining a goal†. Robbins, pg. 170) Identifying what drives and contributes to employee motivation has been a topic for numerous researches, psychologists, and organizations alike over the last fifty to sixty years. During these years many motivational theories were developed to explain what motivates individuals. Theories based on â€Å"needs† principal were developed by researchers/psychologist such as Maslow, Herzberg, & McGregor. â€Å"Maslow professed that the specific needs of people that must be met in order for them to be motivated, thus improving productivity†. Herra, 2002) Additionally motivational theories were developed based on the concept of equity or reinforcement. The â€Å"Equity† theory represent the idea that equity is a perception of justice/equality based on what the employee puts out and receives in return. A comparison is made in regards as to performance/effort and what reward/recognition is received to determine if equality exist. Tasked with understanding what motivates employees organizations have spent a great amount of time, energy and resources identifying how to keep employees motivated under various, ever changing conditions. When asked what is of key importance employees respond with â€Å"recognition† (Robbins, 2005) Recognition of an employee’s accomplishments, performance and/or dedication to the organization results in increased productivity, continued support of the company’s goals, and positive employee attitude. Based on the motivational theories established, recognition, while not the only source of motivation seems to an easy, simplistic solution to improve employee motivation. Employee recognition serves two distinct purposes: enhance employee motivation as well as bond together other motivators presently used for business organizations. An employee’s wage is payment for doing a job, benefits are designed to preserve an employee’s well being, and rewards are used to compensate for completion of a specific task or organizational goal. Recognition pulls the three aspects together as a means for organizations to develop and maintain a strong employee workforce.