Ethical Leadership: What It Is and How We Use It in Schools Essay

In the context of the present century, when the entire course of life is changing much faster than ever, rapidly increasing body of knowledge in every walk of life has made tinier issues look magnified. Today, what is considered as a most important requisite of a plan or strategy may not have even been noticed in the past days. As such, education is one domain where challenges of the present time of diversity are felt more than in any other area. Thus educational management and leadership is one area that catches a good deal of scholarly attention. When it comes to leadership, ethical leadership takes the lead because today leadership in schools is something highly challenging due to the diverse environment of cultural diversity and so on. The present paper carefully examines the phenomenon of ethical leadership, and then makes empirical analysis as how it can be employed usefully in schools for better outcomes. For this purpose, the present paper takes into account extensive research with regard to ethical leadership in schools. Today, the need for exploring the phenomenon of ethical leadership in an academic environment has become a necessity especially for those working at such positions: principals and teachers. The present writer is a teacher and considers that the study of ethical leadership is highly important for professional growth and substantial results with regard to training of pupils being taught at any level of schools. This study, henceforth, is useful not only for professional teachers, but it also encompasses grounds for other related people in the field. It will also be worthwhile for the common reader. Problem Statement On the face value, the phenomenon of ethical leadership remains a complex area which is in need of exploration for its better understanding and implication in practical ways in a school or college, etc. For example, what is known from the observable behaviors of leaders like principals and teachers may not be sufficient to mark any solid statement with regard to the definition and implication of ethical leadership. However, this is another grey area to point out that observable behaviors have not been fully investigated in this regard. Different practices of leadership, say across the educational setting of the United States of America, exist and need to be interpreted for a comprehensive exploration of ethics and the use of ethics to lead. As such it is important to address both these areas. From the explicit definition of explanation of what ethical leadership is to how it can be best practiced to positively influence an academic environment is at the core of the problem. A number of researchers have already delved into this area; however, more digging is needed. The present paper looks at the issues from both the sides: from its explanation to its implementation in best possible conditions. Literature Review Available literature on ethical leadership yields a good deal of information. The Concise Encyclopedia of Philosophy (Craig, p. 256, 2000) states the following explanation for ethics: â€Å"What is ethics? First, the systems of value and custom instantiated in the lives of particular groups of human beings are described as the ethics of these groups†. This definition tells us that ethical leadership is about practices that leaders exercise with regard to pupils studying in their institutions. It means not merely controlling the physical actions of the learners but influencing their values and customs in a positive way. To Campbell (2000), â€Å"Ethics are standards by which one should act based on values. Values are core beliefs such as duty, honor, and integrity that motivate attitudes and actions† (p. 23). As such, ethical leadership is something that aims at addressing the issues of attitudes and strikes morally the attitudes of workers and students in such a manner which positively provokes high level of motivation. According to Covrig, D. M. 2000), ethical leadership â€Å"is the practice of effective ethical decision making and leadership which responds to, preserves and clarifies the organization’s core values. Conflict and conflict resolution suggest a healthy moral administrative process† (p. 40). If we look at this definition, we will notice that preserving and clarifying an organization’s core values is one important factor that keep s the ethical leadership going. As such one simply observable point here is that an organization, say a school, will only adhere to its core values only when these values are well defined and logged. If the values are not well defined, no effort will result in preserving any value because, according to the present writer, there will not be any values worth mentioning. This will, in turn, give no positive feedback for the practice of ethical leadership. Sergiovanni (1992) defines ethics in the following manner: When purpose, social contract, and local school autonomy become the basis of schooling, two important things happen. The school is transformed from an organisation to a covenantal community, and the basis of authority changes from an emphasis on bureaucratic and psychological authority to moral authority (p. 102). Foster (1986) pointed out the serious implication and significance of ethics in educational management as he penned that, â€Å"Each administrative decision carries with it a restructuring of human life: that is why administration at its heart is the resolution of moral dilemmas† (p. 33). This definition again informs us of the importance of dealing with values and moral code of students instead of controlling them outwardly so that true basis of character can be fostered. The ethical leadership also addresses the role played by faculty and teachers. This is a switch-over from traditional views about leadership because they are simply top-down. They consider influence in terms of a mechanical process. Hashem (1997) observes that â€Å"The conventional leadership concepts and practices which rely on top-down philosophy, decisiveness, unemotional, and total control have been challenged by the transformational concept and more empowering practices† (p. 94). When it comes to ethical leadership, ‘what is to be achieved? ’ is the question often asked by the critical eyes. The purpose of ethical leadership is to seed in students the confidence to build or construct knowledge genuinely by addressing their natural demands. Hence ethical leadership is constructivist in approach. According to Henson (2004) by this approach, students construct knowledge through the process in which an interaction between their perception about their knowledge and new knowledge and ideas and experiences that come to their way of learning. This way the students practice highest possible model of ethical learning which is possible only if leaders practice ethical code to train their students. Initial research worth-noticing in this area links as back to the past as the 1980s. Forty empirically conducted studies were reviewed by Reid et al. 2004). They investigated the impact of school heads on different aspects of students’ functioning and teacher’s activities. With regard to the leadership impact on students, they found out positive attitudes of students to school, better mathematical and reading skills, and absenteeism + vandalism were reduced. With regard to the impact of school leaders on teachers, Reid at el. found out that teachers’ satisfaction for job increased; they used innovative techniques in classroom. Additionally, seven studies were conducted by Majestic et al. 2004). These studies also affirm that leadership by principals in schools positively impacted students’ basic learning skills and teachers’ attitude toward job satisfaction and employment of innovation by them in classroom settings. However, the researchers also came up with four additional types of impacts. Andrews et al. (2002) also undertook a study in which they analyzed scores gained by students on standardized tests to examine the influence of school leaders. Teachers rated their principals on a band of strong, average, and weak leaders. The findings presented high correlations between what was achieved and how strong ethical leadership of these leaders was in both mathematical and reading skills. Four major areas were listed in this study, which were directly or indirectly influential for the strength of ethical leadership. These were: (i) mobilization of human and material capital by principals to meet school’s targets; (ii) effective communication with regard to negotiating the set-goals; (iii) their active involvement in school’s teaching practices; and (iv) the time span that these principals spent to make their presence known at school. These four areas are very influential if the leaders are at the top of the grid, that is, if they are trying their level best to perform better in these four areas. As far as loyalty of teachers with regard to their teaching practices and leadership influence down to students, the principals who had the ability to address the moral issues of both the faculty and students were successful in attaining higher level of loyalty from their teachers (Spillane, 2004). As such, a number of school administrations have come to realize the importance of ethical leadership as being the powerful tool that can yield higher results in students not only with regard to their learning but also to the higher order thinking and moral strength of these students as prospective individual citizens. Now the focus should be how effectively these ethical leaders affect the course of learning of their students in connection with the above as well as in the present context of changing cultures, cultural assimilations, self-concept in the fast-paced world, sense of community service, and so forth. This should be our future schools (Hargreaves 2004 8-13). In this very regard, Hart (2004) points out to the importance of understanding and addressing the inside-school culture and its impact on the knowledge-construction and ethical character of the learners. According to him, future research should focus on the elements as to what extent the culture of a school helps train students ethical healthy and how much contribution can be made on the side of the principals and teachers (pp. 117-28). With this all review of literature review, what can be noticed is that ethical leadership is not a simple phenomenon which addresses only one or two areas of school leadership and the training of the learners in a school. Substantially, ethical leadership is about building better moral values for character building and higher order thinking and learning. The process of ethical leadership is not simply top-down or bottom-up (which in contrast to traditional views of leadership); in fact, it is a combination of a number of processes taking place at a number of places in an organization like a school. These processes are present anywhere in the faculty, administrative staff, and students themselves. Thus, ethical leadership is the outcome of efforts put by all the major players in a school context. There is no doubt that such an approach to understanding ethical leadership and its implementation is the need of the present as well as future time so that higher order thinking and learning can be obtained making the students ethically strong.

Speech About Vacation

Preparation outline for Persuasive Speech Specific purpose: To persuade my audience to support the legislation to provide everyone with four weeks paid vacation Central Idea: Adopted paid vacation legislation in the USA will help us to stay healthy, avoid stress and bond with our family. Introduction Attention: I. Do you know that more than 147 countries, including all developed countries, now have a law that guaranties paid vacation to every employee? But the United States is the only industrial country in the world which doesn’t have any legislation about it.What is more, from 1980 to present day we moved from 11th place in the world to 42nd based on vacation longevity, and we spend almost 2 months more at work each year than Western Europeans. II. I am personally also affected by absence of vacation legislation. I have two part time jobs, but unfortunately both my employers do not give me any paid vacation time. My story is not unique, because today in US around 60% of part -time workers don’t receive paid vacation benefits. III. Today, ladies and gentlemen, I would like to encourage you to support the legislation to provide everyone with four weeks paid vacation.Transition: We’ll start by looking at necessity to adopt the paid vacation legislation. Body Need I. Today in the United Stated vacation became a luxury for many Americans, and it is unreasonably short and can only voluntarily be provided by employers as a benefit. A. According to a study commissioned by Expedia. com, 13 days is the average vacation time in the U. S. 1. Average vacation time among the other countries – chart. (Expedia. com and Ray) 2. The Bureau of Labor Statistics a. 1 in 4 workers – no paid vacation b. 40% of American women earning less than $40,000 a year – no paid annual leave . Low-wage and part time workers and employees of small businesses a. Rebecca Ray in her publication No-vacation nation only 35% of part-time workers in the U. S. h ave a paid vacation. B. Paid vacation in the U. S. is only voluntarily provided by organizations.1. Vacation formula is based on years of service. a. Society for Human Resources Management – employees in middle and large-sized companies – work for 25 years to get a 4 week (Ray). C. American work-life is out of balance and we are losing necessary vacation time to stay healthy, avoid stress and bond with our family. . The U. S. Bureau of Labor Statistics: an average American works one month per year more today than in 1976. 2. Burnout and stress – lack of vacation time, timeday. com: it costs the U. S. economy over $300 billion a year. 3. Men who don’t take regular vacation are 32% more likely to die of a heart attack, and 21% more likely to die early of all causes. Women have 50% more risk of a heart attack. (www. timeday. org) 4. â€Å"Vacations are so important for family bonding†, said William Doherty, professor of Family Social Science at the Un iversity of Minnesota.The strong memories from childhood involve family vacations. And yet fewer families are taking them now (right2vacation. com). Transition: Now that you know the need of paid vacation legislation let’s look what can be done about it. Satisfaction: II. The lack of vacation time is a serious problem in the United States and the only way to solve this is to adopt a law guaranteeing 4 weeks paid vacation to every American. A. The adopted paid vacation law will provide a 4 week vacation to every person regardless of full-time or part-time status, company size, and years worked in the company.And this law would allow us to catch up to other nations. B. All developed countries and more than 70% of all countries in the world already have paid vacation laws, and every European worker gets a minimum of 4 weeks paid vacation, according to the New York Times C. More than two-thirds of Americans strongly support vacation law favoring 3 weeks of vacation and more, base d on the information from the poll results on Rifgt2Vacation. org D. And I know from my audience-analyst questionnaire that most of you also support such plan and would prefer to have 4 weeks of vacation or more.Transition: You can see that vacation time problem can be simply solved by passing such legislation. Now let’s look at effects of a government guaranteed vacation. Visualization: I. Such vacation legislation have worked in many countries, and in the United States it will improve health, family bonding and the life quality overall. A. You will work less and reduce time pressures, and it will give an opportunity to exercise, healthy eating habits and connection with family and friends. And you will likely to stay healthy with having less risk of stress or burnout. B. You would sleep better and your productivity and creativity will increase. C.You will have more time for stay connected with your family, and your future kids will enjoy family vacations and more time outsi de. Conclusion Action: The first paid vacation bill was introduced in the House of Representatives in May of 2009. You can help get it passed by signing the various online petitions. Here are the online sites where you can sign these petitions, and I also will pass you handouts, which provide this information. Here is another way how you can participate in the process: follow this link and print the poster, which you can distribute to your friends or place at work to encourage people to support this legislation. If we will all work together, we can get the paid vacation bill through the Senate and many of us will finally have a paid vacation.Worked cited: â€Å"2009 International Vacation Deprivationâ„ ¢ Survey Results. † . â€Å"Right 2 Vacation. † Take Back Your Time. Web. 15 May 2011. . Ray, Rebecca, John Schmitt . No-Vacation Nation. Washington: Center for Economic and Policy Research, 2007 Take Back Your Time Day. . Tugend, Alina. â€Å"Vacations Are Good for You, Medically Speaking†. New York Times 7 Jun. 2008 U. S. Bureau of Labor Statistics. Web. 15 May 2011. .

Harley Davidson Company Essay Example | Topics and Well Written Essays - 750 words

Harley Davidson Company - Essay Example A value chain analysis is the analysis of the activities that take place in this company that gives it a competitive advantage over those in the same industry. Michael Porter identified that all companies have primary and support activities that help in developing their core competencies in the industry. This analysis is a useful tool for defining a firm’s core competencies by identifying the cost advantage and differentiation. Cost advantage primary objective is comprehending costs and getting them from the value adding processes. There are several cost drivers related to the value chain processes, Harley Davidsons economies of scale, its capacity utilization, level of vertical integration, market entry timing, its geographic location and the firm’s policies regarding cost management. When these drivers of costs are properly managed, the company obtains a cost advantage over its competitors. Differentiation focuses on those related with core competencies that help the company attain an edge in performance. The uniqueness drivers for a company is made up of integration, location, interrelationships, scale and institutional factors. To achieve different degrees of differentiation, the company may amalgamate frontward, recede or implement novel technologies and use advanced delivery channels. SWOT Analysis Harley Davidson derives its strengths from the corporate culture, corporate resources and corporate structure. In their corporate culture, the company empowers their employees by building relationships for promoting stronger bonds between the top management and employees. The cooperate structure is composed of overlapping functions that embody the marketing and sales departments. The functional circle in the structure is named the Leadership and strategy council(LSC) Model. This circle facilitates decision making in the firm. The corporate resources are also a source of their strength and are represented by the marketing department, finance, resea rch and development, HRM department, operation and logistics and their information systems. Their strengths are derived from all these departments performing their roles in product offering. For example, the marketing department has created a niche in the market for those customers who have a preference for heavyweight motorcycles, their prices are affordable for customization as well as personalization of the bikes. They have opened business branches around the world, and the customer capacity is large. The human resource has empowered the workforce by motivation. Their weakness remains in the reality that it needs to upsurge its sale so that they can retain their market share in the U.S especially at this economic slump. Recently it has been losing the market share due to the failing economy. The research and development department needs to design environmental friendly motorcycles. The current society is empowered to conserve the environment and a lot of people want to buy produc ts that are friendly to their surroundings. Their information system did not use their systems properly to manufacture energy saving motorcycles. From the weaknesses lies the opportunities for the company to identify and formulate strategies that will help it achieve a competitive edge against the

Medicine in islam Research Paper Example | Topics and Well Written Essays - 1250 words

Medicine in islam - Research Paper Example Through such an analysis is the hope of this author that the reader will be able to gain a more informed and rational understanding with regard to the many different developments within different fields that Islam was able to contribute to the world at large. Moreover, as a direct result of the fact that the early Islamic Empire was able to engage different ethnic groups of different cultures and backgrounds, many of the â€Å"developments† that will be referenced will in fact be the result of syncretic adaptation and borrowing that took place within the early Islamic community. Firstly, it is oftentimes incorrectly attributed that it was early Islamic philosophers that first determined that blood circulated throughout the body. However, this myth has widely been dispelled as it is now understood that it was in fact Greeks who put forward this hypothesis several centuries prior to Islamic civilization existing. However, with that being said, it was Islamic civilization and philosophy that presented the world of medicine a greater understanding with regard to the way in which blood circulated through the body as a result of ventricles and movements of the aorta. Such a level of understanding was of course profound with respect to the manner through which it helped healthcare professionals to understand how to treat a patient (Ghaly 106). As a direct result of the way in which knowledge increases and individuals come to integrate with new technology, cauterize nation and bloodletting were substantial further developments to this particular breakthrough that w ere also engaged by the early Islamic world. Whereas it is true that bloodletting is no longer utilized, broadly speaking, within the current world of medicine, it is most certainly the case that cauterizing wounds is utilized within almost every type of surgical procedure that exists within the current era. As a means of singeing the flesh and immediately encouraging blood

Communicating Effectively Essay Example | Topics and Well Written Essays - 1250 words

Communicating Effectively - Essay Example The prevalence of the doctrine in the country led to an increase in employment feuds owing to the shortfalls it presented. On the contrary, the doctrine also expedited the process of terminating contracts between employers and employees thus minimizing the duration both spend together especially in relationships that strain either party. This implies that the doctrine has a number of advantages and disadvantages to either party depending on the prevailing circumstances as the discussion below portrays. Key among the advantages of the employment and will doctrine is the fact that it enhances the process of resolving contract breaches. Contracts are legal agreements that bind both parties to specific terms and responsibilities. A breach refers to the inability of one party to remain faithful to the terms of the contract thereby causing either financial loses or inconveniences to the other party. Resolving contract breaches is always a detailed process characterized by hectic court cases. The employment at will doctrine, on the other hand, provides an aggrieved party the freedom to evaluate the nature of the breach and to terminate the agreement. Such terminations of agreement are easy and timely thus preventing any further inconveniences. Additionally, the employment at will doctrine provides the employers with the freedom to hire and fire employees at their peril. Such is a vital provision that employers use to enhance the profitability in their companies. The freedom to fire employees at will is among the most prudent ways of dealing with difficult employees. As such, the employer can fire an employee owing to his attitude and productivity. As such, the rest of the employees strive to enhance their productivity in order to earn the favor of the employer. This way, employers enhance the profitability of their ventures. The doctrine provides employees with a degree of flexibility in their places of work (Ford, Kerry and Richard 102). An

Motivational Strategies Essay Example | Topics and Well Written Essays - 1000 words

Motivational Strategies - Essay Example Employing various mixes of motivational strategies depends on the kind of employees to be supervised and the situation the managers find themselves in. Managers should have it as a priority to learn when to they should praise, trust and delegate and above all they should know and understand the benefits and disadvantages of the reward system and motivation theories. At Gift of life clinic back street is a private hospital owned by a renowned doctor who adds up as the overall manager, and their work philosophy includes improving productivity together with better management skills. This is a common organizational strategic for development world while among medics. To develop motivated employees, must management to; Paying a worker has both short term and long term goal of motivating the employees at any organization. The primary aim of a rewarding system is to bring positive reinforcement, and there should be various factors to be considered in designing a real worthwhile system. A real rewarding system comes with accountability and based on employee’s performance and includes having appraisal for individual employees. There is also the importance of the management not only to focus on the financial form of reward but also behavioral approach to rewarding individual employees. Workers incentives are also important as they offer motivation to employee since they give employees extra to endeavor for than just regular paycheck and it is in different categories which includes bonuses, cash paid time off and travel perks. Another motivational strategy that the clinic can employ is the need for management to develop a free and honest communication channel within the workplace. It is of importance that the doctor in charge who is also the manager communicates individual employee’s expectation freely so that each worker has a clear idea of what task lies ahead. When management does this it goes

Collective Bargaining in US Professional Sports Research Paper

Collective Bargaining in US Professional Sports - Research Paper Example All the professional athletes employed under the NFL clubs and other clubs in the United States professional sports league are unionized to form a better bargaining power. This is in accordance with the requirement of the National Labor Relations Act that wants that any employer must unionize its employees in order to be able to bargain in good faith. The other terms and conditions of employment the bargain covers include division of league revenues, free agency requirements, players’ mobility restrictions, provisions regarding the drafting of players, disciplinary rules, among others. In this case, the employers are barred from making unilateral employment rules changes in regard to the issues required by the NLRA to be negotiated between the two parties-the employers and employees. Another issue that the National Labor Relations Board has found relevant to bargain about between the employers and the representative of the unionized employees are the drug policies that require testing. Therefore, for any setting or moderation of any drug policy, the union must bargain with the league. In this drug issue, it is reported that the NFL has a superior drug policy since it provides a comprehensive list of banned substances, keeps on testing players during the preseason, regular season, postseason and even during off-season, it gives the testing authority more discretion under the reasonable cause testing clause, applies beyond players to team personnel and provides harsher disciplinary to the violators of this policy.

Queen vs. Carpenter Term Paper Example | Topics and Well Written Essays - 2000 words

Queen vs. Carpenter - Term Paper Example When Carpenter told him about the death he gave him no clue about the reasons that caused death and showed that he didn’t had a clear idea. 3 Other witnesses also told that the afternoon when Mrs. Carpenter was murdered her husband arrived earlier than expected and soon a rush was created in her home after which Giles came. Another neighbor heard voices that Mr. Carpenter was disgracing his wife few hours before the murder. Some witnesses also heard sounds of quarrels coming out from Carpenter’s home. Robert McDonald Physician He told that her fits were of hysterical nature and never lasted long. McDonald confirmed that she didn’t die of fits after he had examined her body. He predicted that Mrs. Carpenter was died a couple of hours ago. After examining the body this physician was unable to identify the cause of death but it was sure that she didn’t died out of fits.4 Peter. E. Jones Post Mortem Report The report showed a number of signs of injury. Peter e xamined and suggested that these signs on the back of skull were due to external injuries which might had been the cause of death. There was no matter of poising or any other brain damage. 5 There was insufficient evidence to prove Carpenter’s guilt. Post Mortem report showed a minor indentation on the skull which might had been due to an instrument of any other accident. There were no punctured parts disapproving the cause of murder as commissioned by the trial. Stomach and heart were never determined for the causes of death. 6 If we see today the evidence provided by the doctors and witnesses was insufficient. Reports cannot be formulated just on the basis of post mortem reports. In the neighborhood only Giles had the idea and links with Carpenter and his wife. Meanwhile... It was an expensive task to take a course to the courts. Prosecutor was fined if the witness failed to appear at the proceedings rendering advantage in the hands of the witness. Similar to the civil litigation laws this starting to become recognized and entered the system by awarding costs. It was therefore said and perfumed in the current case that the monetary parties settled down by giving payments to both parties and settling the issue. This unjust act was a common observation. In many of the cases even the magistrate was the supreme power who dealt the system of transferring money from one party to another and settling the dispute. The courts were therefore left for only a few cases where all the other attempts would have failed to solve the problem. In the 19th century criminal justice was similar to the civil courts of this date, where problems of paying utility bills and other such issues were rendered as the last choice in courts.

E-mail protocol Research Paper Example | Topics and Well Written Essays - 2500 words

E-mail protocol - Research Paper Example Anonymity of all the parties together with message security and integrity can be ensured by use of digital signature protocols that make it possible for delivery of electronic mail to be certified. i. Several reasons make it necessary to certify delivery of electronic mail. These include: a. To eliminate the danger of hacking, reverse engineering and eavesdropping. b. To ensure that the parties to an electronic message remain anonymous to each other for security reasons. c. To make it possible to safely transfer information from one party to another or from one sender to multiple recipients while at the same time addressing the issue of repudiation. ii. Certifying delivery of electronic mail has several advantages over conventional mail because: a. It improves efficiency of mail delivery while at the same time taking care of security concerns. b. Either of the parties to the message is barred by the protocol from ever denying having received or sent the message. iii. The protocol ens ures that only the intended message is sent. E-mail Protocol Abstract The issue of security can never be overlooked in this digital age when it comes to corporate emails. A simple leakage of confidential information can create a huge social, economical and political scene that can be costly in terms of money. Therefore, the need to add value to delivery of important data over the internet to safeguard individual and corporate interests cannot be overemphasized. To guarantee delivery of email messages, it would be paramount to consider using certified mail and lay down stringent rules to govern employee conduct towards the use of conventional email. However, there are controversies that surround the use of certified mail in that it deals only with a single sender and a single recipient. So, what happens when there is the need to send an email message to more than one recipient? The answer lies in the use of a multi party certified e-mail protocol with multiple recipient capabilities. It enables the sender to realize his intention of sending similar message to multiple recipients. Any recipient who acknowledges receipt of the sender’s message is guaranteed to have received the email. To appreciate the role of email protocols best, it would suffice to not only consider how security loopholes can be sealed in the current internet infrastructure but also look at possible ways of curtailing weaknesses and optimizing on strengths of email protocol. Introduction Without email protocols, it would not be possible to maintain a consistent and orderly system for transporting, routing, handling, retrieval and storage of email messages. Email protocols provide the rules for governing such activities. There are several protocols that enable a mail server and a mail client to exchange information but this will be dealt with later on in this document. Though these protocols differ in some ways, yet they all follow similar pattern. First, one computer will normally start a conversation with another. Second, as the conversation is taking place, the server acknowledges the command using a certain code. The code informs about the success of the command or if an error occurred and finally the conversation is ended. The email protocol helps eliminate communication barriers in email systems thereby making it unnecessary to rely on proprietary protocols. This has the overall effects of making communication to be efficient by eliminating the need of

An Employee and an Independent Contractor Coursework

An Employee and an Independent Contractor - Coursework Example There must be an agreement between the employer and the employee or the independent contractor and an â€Å"intention to create a legal relationship† (Gulshan and Kapoor 4). Other elements such as the legality of the work to be performed, the existence of consideration and contractual capacity, and free will into a contract are also common factors for enforceability of contracts between an employer and either employee or an independent contractor (Gulshan and Kapoor 4). The level of control by the employer, however, distinguishes between an employee and an independent contractor. An employee operates under direct instructions from the employer while an independent contractor operates independently from an employer’s instructions. An employee also receives training on the job by the employer or senior employees of the employer while an independent contractor is employed for owned expertise. Another difference between an employee and an independent contractor is period of the relationship. An employee’s contract is normally long-term and runs over many seasons while an independent contractor’s services run with the life of a contract in agreement. An employee is also remunerated by rate while an independent contractor is paid per contracted job (Miami Dade College 1-3).

Enzyme Catalysis Essay Example for Free

Enzyme Catalysis Essay Enzymes catalyze nearly all biochemical reactions in living cells (Hein, Best, Pattison, and Arena, 2005). As a catalyst, they regulate the chemical reactions by lowering the needed activation energy (Sackheim and Lehman, 1998). Catalysts facilitate chemical reaction but are not consumed, thus, can be used all over again. This function of enzymes is directly dependent on their three-dimensional structures and on the variables that affect their stereochemistry. It was believed that all enzymes are protein in nature but several findings showed that certain ribonucleic acids (RNAs) have enzymatic function (Hein et. al. , 2005). A typical organism has a thousand of biological simple or conjugated enzymes. A simple enzyme is made up of amino acid units while a conjugated one has both protein and non-protein parts that are called apoenzyme and coenzyme respectively (Hein et. al. , 2005). The substrate or substance by which the enzyme will act upon binds at the enzyme’s active site. This active site is about 1-5% of the total surface area of the enzyme (Hein et. al. , 2005). Catalysis follows that is usually describe as formation of enzyme (E) and substrate (S) complex, then, E-S complex decomposes to yield the product and the enzyme. Enzyme-catalyzed reactions are affected by several factors. This may be due to the variables effect on the stereochemistry of the enzyme and kinetics consideration. For instance, temperature affects the rate of all chemical reactions. The higher the temperature, the faster the chemical reaction takes place. However, enzymes coagulate in higher temperatures while lower temperatures results to low reaction rate. Thus, a particular enzyme best functions at its optimum temperature (Sacheim and Lehman, 1998). Concentration on the other hand, favors faster rate of chemical reaction. An increase in substrate concentration, hence, leads to a faster reaction until to the point wherein the enzyme is saturated by substrate. Moreover, every enzyme has an optimum pH range where it can function best (Sackheim and Lehman, 1998). Slight pH changes affect the polarity of the amino acid backbone of the enzyme resulting to changes in its catalytic function. In this simulation experiment, the catalytic capability of a hypothetical enzyme at different environmental conditions was investigated. The effect of temperature, pH, and substrate concentration on its optimal catalytic function were taken into consideration. In addition, the optimal temperature and optimal pH of the hypothetical enzyme were also determined. Moreover, the relationship between the enzyme concentration and the reaction rate was also explored. Procedure The spectrophotometer equipment was used in the simulation experiment in order to measure the amount of the product formed by the enzymatic reaction. The spectrophotometer is equipped with wavelength of light adjustment within 300-700 nanometre range, and percent transmittance (T) or absorption (A) of light by the sample. In addition, six different substrates labeled from A to F and six different enzymes also labeled from A to F were provided. The wavelength setting for each substrate was indicated on the vial and the clock above the substrate vials were used in setting the wavelength selector and in taking the time of the reaction respectively. Temperature, pH scale, a pipette, and a cleaning button were also made available. The substrate A and the enzyme A were used all throughout the simulation experiment. Optimal PH Five milliliter of enzyme A was added to 25 mL of substrate A and the spectrophotometer was set at 430 nanometer wavelength. This was done for every sample for 2, 4, 6, 8, and 10 pH values. The absorption for each sample was measured within one minute and 25Â ° temperature. Then, the graphical representation of data was made by plotting pH values against absorption values. Optimal Temperature Five millilitre of enzyme A was added to 25 mL of substrate A. This was done for 10Â °, 20Â °, 30Â °, 40Â °, 50Â °, 60Â °, 70Â °, and 80Â ° temperature values. The spectrophotometer was set at 430 nanometre wavelength and each sample was maintained with pH 8 value. Also, one minute absorption reading was allotted for every sample. Then, the temperature values were plotted against absorption values. Reaction Rate At this part of the simulation experiment, two mixtures of substrate A were prepared. The first sample was prepared by adding 5 mL of enzyme A into 25 mL of substrate A while the other sample was made by adding 25 mL of subtrate A with 15 mL of enzyme A. The spectrophotometer was set at 430 nanometre wavelength and the absorption reading for each sample was done for every 10 seconds within 2 minutes. The pH of each sample was maintained at pH 8 value. Finally, the graphical representation of time and absorption was made for each sample.

Systematic Research

Systematic Research Introduction This report is to critical review a journal article, titled as ‘The role of management characteristics in the internationalisation of SMEs by Karise Hutchinson and Barry Quinn, School of Business, Retail and Financial Services, (university of Ulster, Colearine. UK) and Nicholas Alexander, Centre for research in Marketting, School of management and Business, (University of Whales, Aberystwyth, UK). The research was published in International Journal of Small Business and Enterprises Development, Vol. 13, No. 4, 2006. According to Saunders, Lewis and Thornhill (2003), the research is defined as â€Å"something people undertake in order to find out things in the systematic way, thereby increasing their knowledge†, Ghauri Gronhaug (2002) in addition to it ‘Systematic Research it is based on logics and not relied on just beliefs (quoted in Saunders, Lewis and Thornhill, 2003). For any type of research appropriate initial planning should be done for reaching expectation of the research objective. (Hague Jackson, 1996). So according to this research journal will be analyse in the report in orders to review that authors have conducted the research systematically by focusing on below key components: 1) Project Rationale 2) Literature Review 3) Research Paradigm Design 4) Research Methods 5) Research Results Presentation Project Rationale Research Rationale According to Saunders, Lewis and Thornhill (2003), while choosing any research topic or idea should be connected with ‘rational thinking and ‘creative thinking. In the given article the authors Hutchinson et. al (2006) have focus on internationalisation of SMEs in U.K retail sector. In this article author main focus on the evidence gathered from 9 establish international retail SMEs originating from the UK retail sector by Hutchinson et al. (2005). In this research the author have mentioned reviews of different author from different literature in relating to the internationalisation of SMEs. In supporting their literature review, author has taken the evidence of 9 established international retail SMEs companies case study within UK retail sector. In this article manager is presented as their main role because of the direct responsibility in decision making for SMEs, Also he is directly responsible for every decision. This article is highlighted the enlarging form of theor etical framework of Hutchinson et al. (2005). In the given article retailing is important for every country in between their production and consumption. If we go up in the past report from the last several years UK retail sector is keep growing and every year there is an increment of 15% from the next five years till 2011. (www.prospects.ac.uk). In the article the author states that international expansion is very important for every firm who deals in limited geographic area with their small financial base. Further study has also been recommended by many authors in internationalisation of SMEs like Iben (2003), Moini (1995). Moreover, this study is also highlighted the characteristics of founder and export relating decision in small firms Hutchinson et. al (2006). In this study multiple case approaches in argument to s single case used in their result, also the use of in-depth study can be seen in this article . For gathering the data author have used qualitative techniques in his research where the author has used face- to -face semi -structured interviews with open- ended questions from the relevant person, company reports, and archival information. For secondary data author have used important evidence, which were analysed on the basis of the study. Hutchinson et. al (2006). Research Aims and Objectives Saunders, Lewis Thornhill (2003) for every research researcher aim and objective should be clear at the same time it should provide purpose and direction of the research without setting aim and objective will divert the researcher from their study. The authors however showed the research aims and objectives in the research journal that can be summarised by the following: Aim: The aim of this study is to specifically explore the role of management characteristics in the internationalisation of SMEs Hutchinson et. al (2006). In order to reach his aim author have set the following objective: To investigate the importance and impact of objective and subjective factor in decision making in the internationalisation of SMEs. To explore the business skill, positive attitude to risk and the vision of the entrepreneur, ability to network can be useful valid indicators for the internationalisation of SMEs or not. To explain how the importance of decision maker in internationalisation of SMEs. . LITERATURE REVIEW : In this article author have conducted the literature review mostly from â€Å"secondary literature sources† i.e books, journals, article also ‘primary literature source from face-to-face interviews with relevant person, open-ended semi-structured approach, analysing their company report. Author has used all the relevant data, which is derived from the evidence of case study in UK retail sector. Author has done beautifully research, which is directly link up with their key words. This article clearly present the different reviews of many writers for internationalisation of SMEs. Also author has taken the help of previous research by Hutchinson et al(2005) and present their result in finding the role of objective and subjective factors in the internationalisation of SMEs. This article has presented some example [(such as The Body Shop (Anita Roddick), Virgin (Richard Branson), Laure Ashley (Laura and Bernard Ashley)] of people who have positive risk taking attitude which is important factor in globalisation of SMEs Hutchinson et. al (2006). Critical Literature Review Literature Review is important because it helps the researcher itself to make his research more clear and understandable in better way. For this purpose the researcher first needs to justify to himself that the study is worth conducting. Review of existing body of literature does precisely that. In addition to it, the researchers should have a clear cut idea what he wants to do achieve in his research (Remenyi, Williams, Money Swartz, 1998). By the term ‘critically analyse the literature review, Dee (2000) suggests that researcher should refer to work by 1) accepted experts or literature in that field, 2) select both supportive and unsupportive literature in a logical manner to the research area, 3) judge the importance of the literature by differentiating clearly between fact and opinion (quoted in Saunders, Lewis Thornhill, 2003). Strong Points By Critical Literature Review: By using different literature from different variety of sources, which make this research more understandable and clear towards the aim of the study. By indication of the key word in introduction parts is fruitful and helpful in exploring the same topic also at the same time study make it clear that the author has doing his research with in their related topic. By using the strong points of case study that the importance of manager in decision making in the internationalisation of SMEs Hutchinson et. al (2006). Weak points: In the given article literature used by the author is not up-to date most of the time article referred for the research are old. In the given article author for his research has used previous research of the different authors, old journals, articles are very limited source in supporting their research. He could have come up with more authors views for attaining their objective or make this study more effective. The author have selected for his research 17 different international retail SMEs out of which he has taken only the evidence of 9 international SMEs in his research Hutchinson et. al (2006). Research Paradigm Design Research Paradigm According to Remenyi, Williams, Money Swartz (1998) Research Paradigm it is of 4 types categories. First is Epistemology which focuses on the relationship between enquirer and known, second is Ontology which focuses on humanity and social reality. Third is Human Nature which focuses on human nature and environmental and last is Methodology which focuses on approaches to evidence collection. According to the article author have used Epistemology as research paradigm for his research. The reason behind is author has put focus on how does the decision of manager important in globalisation of SMEs. Moreover, to this by conduction face-to-face interviews, open-ended questions with relevant person is fully link in between the enquirer and known from this points research is interpretive (Eisenhardt, 1989; Yin, 1989). Research Design A research design is a framework for conducting a research project as it contains the step-by-step procedure for obtaining important information to structure research problem. (Malhotra and brisks, 2007). Research design it contained many components like case study, experiments, survey, cross sectional studies, longitudinal studies, explanatory studies, descriptive studies, action research, ethnography, and grounded theory (Saunders, Lewis and Thornhill, 2003). In the referred article author collected the data mainly from secondary source of strong points of evidence of case study, also from books, journals and expertise in order to find out the importance of 5 factors in the success and development of internationalisation of SMEs. Moreover, to reaching his aims he applied ‘Exploratory, Descriptive and Explanatory Studies in research design. According to SaundersLewis and Thornhill (2003) ‘Exploratory Studies is useful for clarifying and exploring the perception in that research from the way of different literature, by taking advices and help form experts. For attaining the aim of this research author identifies the role of manager in decision-making in development also refer different books of many authors. ‘Explanatory Studies means a situation to indentify the relationship between their variables. In this regard author has mentioned a meaning full title to their work, which shows that research in done in international S MEs in retail sector Hutchinson et. al (2006). Research Approach Deductive and Inductive are two types of approaches. According to Carson et al. (2005) deductive approach is based on the theoretical structure development for testing with statistical methods. This approach allows to the researcher to test the theory by observation or survey. While inductive approach focus on the shift of theory to data observation which sufficient sample size and validity of data. (Saunders, Lewis and Thornhill (2003). In this study author has used deductive approach because researchers has beautifully research with in their keyword also on the basis of evidence case study, by using exploratory study to connect with literature review in searching the data whether the business skills, positive risk attitude, ability to network, vision of the entrepreneur are factors in globalisations of SMEs. In addition to it author has clearly present different views of many authors thats makes this research more sensible Hutchinson et. al (2006). Research Methodology Research Strategy According to Creswell (2003) research strategy is of three types; Qualitative Approach, Quantitative Approach and Mixed Methods Approach, as all these approaches are different from each other for collecting data, for getting results and data analysis. In this article the researcher for reaching their objectives employed Mixed Methods Approach as research strategy as the researcher collected both quantitative and qualitative data. For Qualitative approach author have used several authors opinions, previous research report, face-to face interviews, open-ended semi-structured questionnaire in drawing their conclusion. For Quantitative approach researcher has taken 9 establish international SMEs case study Hutchinson et. al (2006). Data Collection Methods: According to the McDaniel and Gate (2001) there are two ways of collecting the data; 1) Primary Data: In this data is collected for the first time for the research such as observations, experimentation and survey research. 2) Secondary Data: It is the previously researched data collected from different types of sources such as, journals, internet database, company report or website or any researcher report etc. In this author has mainly use secondary data for gathering information from books, journals, previously and report on the same topic. Author also used evidence of establish international SMEs case study. Strength Weakness of Research Methodology: In the article the researcher for doing the research used Deductive approach as the research approach, for research design used Exploratory, Descriptive and Explanatory Studies, Qualitative research as research strategy and for collection of the data used secondary data for conducting the research. There are some strength and weakness in the research, which are as follows: Strong points: By using in-depth case study, multiple case approach make more understandable in achieving their aim and objectives of this research. Moreover, this study is in the context of small and medium size firm SMEs, which focus on aim of the study. Beautifully present the domestic and international activities of all 9 companies by dividing into 4 different retail sectors also put emphasis on formal contact because to avoid small size firm with in strange market. In the given article author have clearly mentioned the expand work of Hutichinson et al. (2005). In addition to it author has beautifully identify the gap in the study. Given study clears that both formal and informal contact is necessary for internationalisation of SMEs by using this contact he could have done it better or very easy in setting up firm branch overseas Hutchinson et. al (2006). Weak points: By using less quantitative and objective technique can be seen in this article. So we can say that there is lack of real information. In secondary research he could have done something more to add the data in his research to make his research relevant in terms of if someone read this article then he can easily understand the result derive from secondary data is relevant by using proper data. From the sample of 17 companies choosing only 9 established international retail SMEs whose sale turnover is less then 25 millions that make this research more difficult in drawing their result or not realistic. By using uneven samples categories in conducting their research such as small, medium and large, if he want to do research in my viewpoint he could have to choose one categories with one sector thats makes easy or clearer in understanding. None of the sample is similar to anyone, so on this basis it clears that the result arrive from research is not so relevant. If the make the sample of 17 internationalised companies then study prove to be more relevant. Also in primary research author he could have come up with more face-to face interviews, with more questioners so that the conclusion can draw easily Hutchinson et. al (2006). RESULT AND PRESENTATION Relative Value and Context result In this article authors research result has appropriate link to the key words of the topic that has been mentioned in the literature review by researcher. In the result author has successfully proposed their study in different section from their domestic turnover wise which provides total description for both domestic and international activities of all 9 companies and it is fully interpretive in nature. In addition to it author has clearly relate to objective managerial characteristics to decision maker ability, global experience and business skills, also choices of choosing foreign market defers from case to case in the expansion of internationalisation of SMEs. This study proves that the pivotal role of manager in the internationalisation of SMEs in UK retail sector. In this study author has also clear the importance role of both formal and informal contact are important factors in the early expansion and development of business overseas. Also author has taken uneven sample of com panies that some company has only two branches in overseas and some having more then 30 branch worldwide. All the 9 companies taken by author are in the favour of positive decision in the overall business performance. This research successfully proves the close relationship between characteristics of decision maker and inclination to initiate and develop international activity Moreover, after reaching the result author has also given implication for manger for both public and private support organisation. By giving importance to customer service which proves the importance of business skill in retailing and branding this asserts the importance of management knowledge of the international retail business environment Hutchinson et. al (2006). Presentation Structures In the referred article author presented very beautifully structure to his article so that it is easy to clear the main aim and objective of this research and after that he presented step-by-step link up with research topic and his key words that already clearly mentioned by researcher in the abstract part. In presenting all reviews of different authors turn his study in more realistic way then moved to explaining the objective and subjective factors in decision making in internationalisation of SMEs then gave their conclusion. For making his research more effective and authentic author has taken the help of good examples and with good arguments. In the given article researcher has used the strong points of evidence of case study that makes study more effective and easy to understand Hutchinson et. al (2006). CONCLUSION After completed critically analysis in this research, in my viewpoint this research gave us a lot of knowledge about the importance of decision maters in internationalisation of SMEs. Moreover, author has also given the implication for manager in both public and private support companies. He has also mentioned at what certain both formal and informal contact matters when company initially opening their firm in overseas. Moreover, to this results are very general. By making his research more effective he could have compare more then one sector but still this study is interesting and need a lot to do in further research. Author has beautifully identified the gap of the study. By adding regression analysis, graphs or charts or some other useful tool attached to he appendix in finding the result to get the idea easily and clearly Hutchinson et. al (2006). Bibliography Carson, D et.al (2005) Qualitative Marketing Research. London, SAGE Publications Ltd. Creswell, J., W. (2003), ‘Research Design: Qualitative, Quantitative, and Mixed Methods Approaches, 2nd ed., California: SAGE Publications Ltd. Malhotra, N. and Birks, D. (2007), ‘Marketing Research: An applied approach. 3rd ed., Prentice Hall, Financial times. McDaniel, C. Gate, R. (2001), ‘Marketing Research Essentials, 3rd ed., Ohio: South-Western College Publishing. Remenyi, D., Williams, B., Money, A. Swartz, E. (1998), ‘Doing Research in Business and Management: An Introduction to Process and Method, London: SAGE Publications Ltd. Saunders, M., Lewis, P. Thornhill, A. (2003), ‘Research Methods for Business Students, 3rd ed., Essex: Pearson Education Limited. http://www.prospects.ac.uk/cms/ShowPage/Home_page/Explore_job_sectors/Retail/overview/p!egiLLL http://books.google.co.uk/books?id=6TUuXQifwxoCpg=PA280lpg=PA280dq=any+books+on+internationalisation+of+sMEssource=blots=brYSpAWGAJsig=kh5oVONN4DAFAKze7rSioizjbnchl=enei=zj5wSuTZOMKZjAeLx7GSBQsa=Xoi=book_resultct=resultresnum=9 Quinn, B., Hutchinson, K. and Alexander, N. (1998), ‘The role of management characteristics in the internationalisation of SMEs :Journal of Small Business and Enterprise Development Vol. 13 No. 4

Applications Of Mechatronics In Aviation Engineering Essay

Applications Of Mechatronics In Aviation Engineering Essay The term Aviation covers all the activities involved building of flying aircraft especially air planes. The two major divisions are manufacturing of air craft and its components, and second airlines operation. This manufacturing includes of space craft, missiles and related electrical and electronic components. This aviation industry subdivided into Air craft manufacturing General aviation activities Airline operation Airport operation Aviation support industries Applications of Mechatronics in Aviation This essay will discuss about some of the components used in aviation industry which relates to applications of mechatronics. Aileron Flaps and Actuator drive unit Pilot Static system Fly by wire control system Yaw damper Primary flight control system Internal navigation system Under carriage Measurement of motor rpm Measurement of air flow velocity Altitude measurement sensor Air speed Aileron This ailerons were mounted by the hinges in a reaction test frames and variety of actuator configurations with adjustable links. Electro dynamic shaker attached with a bonded pad to the outboard closeout rib are used to apply various frequencies and amplitude to the aileron. An accelerometer used to monitor the frequency responses. If the frequencies were comparable the flutter free performance of the composite aileron was predicted. A pair of actuators fixed by the pads to the rear of the ailerons. This is used to load and determine the chordwise bending and torsional rigidity. The movement are measured at nine points on the ailerons were measured by two ways. The two ways are linear transducers and optical. Flaps This flaps constructed with parametric computer model and actuator system. The overall model could moved the full range of flap rotation and deflections and it could represent the thermal expansion in both vertical directions and longitudinal. The drive unit rotates in its mounting axis to maintain tangency of the pinion gear and sector gear regardless of any shifts in the location of the flap hinge axis. The existing computer design model is used to determine the real movement at the bearing with the system in a thermally deflected and conform the required movement. This computer model is used to find the sources of interference and eliminates the source. This system is reliable as well as critical for real time determination of components locations in the vehicle. It is very difficult for proper alignment of the parts with out this computer model and drive unit. Actuator drive unit This actuator drive unit is designed to create maximum torque and speed if any two electrical or controller failures. Due to weight concern mechanical redundancy is not provided also it will increase effect of complexity and overall reliability. To resolve this issue the failsafe design were included into the individual components to improve the reliability concerns. When the motor channel fails the rest of the channel would drag along the failed motor. Pilot Static System This pilot static system is mostly used in aircrafts to determine the aircrafts airspeed, Mach number, altitude and altitude trend. This system consists of pilot tube, a static port and pilot static instruments. This unit also measures the external forces acting on the aircraft like temperature, pressure, density and viscosity of the fluid while in operation. Rest of the instruments connected to monitoring computers and data recorders, altitude encoders, cabin pressure controllers and various speed switches. Most of the commercial aircraft disasters have been traced to a failure of the pilot. Fly by Wire control Systems This fly by wire control systems is most reliable than manual control of an aircraft. The changes in flight control components are converted to control signal and transmitted to flight control computers by the wires to determine how to move the actuators at each control surface. This flight control computers gives feedback to stabilize the aircraft performance even without pilot knowledge. Yaw damper In many air craft usually in jets and turboprobs to decrease the damper due to Dutch roll mode this Yaw damper is used. It includes Yaw rate sensors and processor. This overall unit gives signal to an actuator which is connected to the rudder. The purpose of this yaw damper is to give solution for the better ride to passengers. This component is required in aircraft to ensure the stability stays with in the certified values. Primary flight control system This mechanically controlled system design is to provide responds to primary flight control system. For flight envelope protection this electronically system is used. This control system is split into two levels, the four actuator controls and three primary flight computers. This gives warnings to pilot. In internal navigation system includes motion sensors (accelerometers) and rotation sensors (gyroscopes). This setup is continuously calculating the reckoning position, orientation, and velocity of an aircraft and space craft. Undercarriage When take off and landing it allows the aircraft to move as a taxi. This structure compile with wheels, floats and landing gear system. The landing gear is hydraulically rotated forward and up during the ground operations until it engages an uplock hook. This landing gear doors having high temperature reusable surface insulation thermal protection systems tiles joined together with their outer surface. Characterization setup of motors, batteries and propeller In Mini and Micro air vehicles the characterization setup module has been using. This set up having motors, batteries and propellers, computer, multifunction I/O card, tachometer, current sensor, air velocity transducer, thermocouple with conditioner and necessary hardware interface. The DC voltage applied to the motor is controlled by LabVIEW based software. This software continuously collects the six channels data, calculates the engineering inputs, as well as keep updating the screen readout and displays the data also save the data into ASCII spreadsheet file. The collected and displayed data includes motor current, voltage, temperature, RPM, air velocity, thrust, calculated instantaneous power and calculated torque. Measurement of motor RPM It is important to measure most efficiently motor, propeller and gear box combination RPM. Motorà ¢Ã¢â€š ¬Ã¢â€ž ¢s rpm based on varying the combinations of the propulsion systemà ¢Ã¢â€š ¬Ã¢â€ž ¢s components. Another important operation is to detect when motor failure happen. For this detection this system applies two methods to design Tachometer. In first method a wiring harness to connect to the existing real time system, magnets and Hall effect sensor on the gears or motor fan. When the fan start to rotates, the Hall effect sensor detects the field magnetism which is developed due to rotation and sends a signal to the board that is having capability to count the pulses. In second method an optics module is focused to illuminate the spinner from the side. When light reflects off a white stripe on the spinner is detected by the photo sensor for each revolution. Measurement of air flow velocity By using the thermal anemometry the air velocity transducer measures velocities. This method of measurements offers flexibility with wide ranges for accurate measurements. The simple operation of this arrangement is an electric current passed through in a fine filament which is open to the elements to cross flow. When the air flow varies the transferring heat also varies and it causes a variation in the heat balance of the filament. The fine filament material having a property to hold the temperature co-efficient resistance. This change is monitored via electronic methods and communicate the signal to corresponding flow velocity or flow temperature. This method also used for instantaneous velocities and temperature measurement. Aircraft altitude measurement sensor For altitude measurement Piezoresistive silicon sensors are mostly used. Due to high accuracy requirement the monolithic silicon pressure sensors are used and it delivers high level analog output signal is proportional to the applied pressure. In case of change in temperature the silicon sensors are compensated due to these are temperature dependent. This altimeter is used as an absolute sensor. The outcome of the sensor is directed to an operational amplifier. The gain and offset of the amplifier circuit is modifying by two trimmers, so that it can be calibrated. Air Speed This differential airspeed pressure sensor output is connected to an operational amplifier. To calibrate the signal gain one of the trimmer is used. The ports of silicon based sensors are static and variable. To determine the outside air pressure Mensor pressure controller was used to apply a standalone pressure to the static port. When increase in the pressure difference between two ports it generates the output voltage. The output voltage are lowest when the pressure is equal also it offset the voltage.

Life in Terry Kays To Dance With the White Dog Essay -- To Dance With

Life in Terry Kay's To Dance With the White Dog      Ã‚   The voice of Terry Kay relays to his readers a story of life through death in this short novel, To Dance With the White Dog. This novelist writes the story of an elderly man, recently widowed and dealing with everyday occurrences while also battling the inevitable effects of old age. Sam Peek, the elderly main character, tends to get fed up with his overprotective family. During this, Peek begins seeing a white dog that no one else seems to be able to see. Although Peek's family thinks he's losing his mind, in the end the dog turns out to be very real and even seems to everyone as if it were sent there just to take care of the old man.      Ã‚  Ã‚  Ã‚  Ã‚   Throughout this novel, journal entries written by Sam Peek appear for the readers in order for us to get a closer look on exactly who Peek is. Deep emotions for his late wife and son, struggles in his life, his thoughts about White Dog, old memories and events from his past, and opinions about each of his children and himself appear through these entries. The touch...

The Role of the Community in Artistic Endeavour Essay -- Islamic Grave

The Role of the Community in Artistic Endeavour Imagine a gravestone nearly a metre in height on a large base with incised geometric vine patterns. An elaborately carved collar with lotus motifs on a background pattern of a spider's web is found above this base. In the center of the stone, finely carved inscriptions of Sufi or Islamic mystic poems concerning death executed in Naskh calligraphic style are framed in decorative panels reminiscent of Persian illuminated manuscripts. The poem reads: "Listen. Verily the world is perishable, the world is not everlasting. Verily the world is like a Web woven by a spider" Flanking the inscriptions are elaborate floral motifs that protrude outwards and curl upwards, resembling wings. This whole arrangement is surmounted by a multi-tiered arrangement of forms symbolizing Mount Meru, the abode of Hindu gods, with the Muslim profession of faith or shahadah inscribed upon it. This stone is but one of several styles of a type of gravestones known as Batu Aceh (Type C, Appendix). Batu Aceh are a highly distinctive genre of early Southeast Asian Islamic gravestones manufactured in Aceh, North Sumatra from the late 13th century to the 19th century and exported to various parts of the Malay-Indonesian Archipelago. They were elaborately carved and expensive, and were a mark of distinction, being reserved for the graves of royalty and other important or wealthy persons. Although produced to mark Muslim graves, they are peculiar in exhibiting motifs drawn from Hindu and Buddhist religious philosophy. In this aspect they belong to the wider tradition of syncretism in Southeast Asian art and culture, in its inherent tendency to combine or reconcile differing beliefs and traditions. Can Bat... ...s directly to indigenous aesthetic ideals, the harmonious combination of Hindu/Buddhist, Islamic as well as indigenous elements in Batu Aceh not only proves the resilience of the underlying autochthonous culture and tradition, but points also to the creative synthesis and adaptive flexibility expressed by their anonymous carvers. Works Cited Othman bin Mohd. Yatim. Batu Aceh: Early Islamic gravestones in Peninsular Malaysia. Kuala Lumpur: United Selangor Press, 1988 Bougas, Wayne A. "Some Early Islamic Tombstones in Patani" In JMBRAS vol. 59 part 1 1986 Best, David. The Rationality of Feeling: Understanding The Arts in Education. London: The Falmer Press, 1992 Hall, D G E. A History of South-East Asia. London: Macmillan, 1985 Bourassa, Stephen C. The Aesthetics of Landscape. London: Belhaven Press, 1991 Last updated: 24 June, 2003

19th amendment :: essays research papers

AMENDMENT 19   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  The amendment that I chose to do my report on is the 19th amendment. This amendment guaranteed the voting right to all of the American woman. The victory of this amendment took decades to be passed. In August of 1995 marked the 75th anniversary of the ratification of this amendment. This amendment was ratified on August 24,1920. The first three states to approve this amendment were Illinois Wisconsin and Michigan. When this amendment was first put out into the society the men and people didn’t know what to think. They mostly thought of it as outrageous to let a woman vote. A lot of people also thought of this as something that they didn’t have to worry about that it was just some stupid thing that would go away. Woman on the other hand took this matter very seriously. They often held silent vigils and hunger strikes. When the women did this they were often heckled at, discriminated against, sent to jail, and some men even physically abused them.   Ã‚  Ã‚  Ã‚  Ã‚  One of the more famous parades that they groups of woman had was call the â€Å"SUFFARAGE PARADE†. This parade was held in New York City in 1912. New York adopted women’s suffrage in 1917. The president Woodrow Wilson started to change his mind on which side that he thought was right. He began leaning more towards the woman’s side. When he did this he made more people think that it was good what the woman were doing. On May 21, 1919 the House of Representatives passed the amendment. Just two weeks after the Senate did the same thing. Tennessee was the 36th out of 50 states to ratify this amendment.   Ã‚  Ã‚  Ã‚  Ã‚  Now a day’s many people would think that this would be silly and stupid, but to many women back then if was a very serious matter. 19th amendment :: essays research papers AMENDMENT 19   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  The amendment that I chose to do my report on is the 19th amendment. This amendment guaranteed the voting right to all of the American woman. The victory of this amendment took decades to be passed. In August of 1995 marked the 75th anniversary of the ratification of this amendment. This amendment was ratified on August 24,1920. The first three states to approve this amendment were Illinois Wisconsin and Michigan. When this amendment was first put out into the society the men and people didn’t know what to think. They mostly thought of it as outrageous to let a woman vote. A lot of people also thought of this as something that they didn’t have to worry about that it was just some stupid thing that would go away. Woman on the other hand took this matter very seriously. They often held silent vigils and hunger strikes. When the women did this they were often heckled at, discriminated against, sent to jail, and some men even physically abused them.   Ã‚  Ã‚  Ã‚  Ã‚  One of the more famous parades that they groups of woman had was call the â€Å"SUFFARAGE PARADE†. This parade was held in New York City in 1912. New York adopted women’s suffrage in 1917. The president Woodrow Wilson started to change his mind on which side that he thought was right. He began leaning more towards the woman’s side. When he did this he made more people think that it was good what the woman were doing. On May 21, 1919 the House of Representatives passed the amendment. Just two weeks after the Senate did the same thing. Tennessee was the 36th out of 50 states to ratify this amendment.   Ã‚  Ã‚  Ã‚  Ã‚  Now a day’s many people would think that this would be silly and stupid, but to many women back then if was a very serious matter.

Healthcare Ethics Essay

To start with, the problems that arise in delivery of a baby where there are many problems encountered with the mother being a high risk case with any existing severe medical conditions posing pregnancy a high risk one or instances where the infant is being diagnosed to have a very fatal condition and its survival is not possible, in which ethically it is best to abort the baby, but the mother wants to take the risk which is indeed unethical. In such cases the patient should be counseled and made aware of the possible problems that has to be faced in the future. With the new reproductive technologies being brought in, there are a number of people opting for these technologies even though in some cases where it is known that it would not be a successful one. Ethically, undue usage of medical resources knowing the fact that the outcome is not going to give any positive result is against the ethical rules, because resources are to be used at a very limited pace, keeping in mind their availability. So the usage of resources are correlated with the issues where the risks are being taken which are unethical. It holds good in medical research where there are many times when the resources are unnecessarily wasted every now and then until they derive at what was intended to be derived without keeping in mind the harm caused, but just thinking about the beneficial outcome. The physician or a practicing health care official have many responsibilities and ethical means to be followed in his/her daily practice or career. Maintaining the confidentiality of the patient, where the patient would not want anybody other than the doctor has to be maintained respecting the thoughts and trust of the patient. Similarly, the physician has to tell the truth regarding the illness and its course if it is going to show a positive outcome or not, instead of keeping the patient in darkness and hope. Depending on the verdict of the physician it will enable the patient to make decisions as in to continue the treatment or stop the treatment or change to some other sort of treatment. This will help the physician and the managing staff to take decisions as well. Autonomy of a person or patient in ethical issue is very important and the one that has to be considered firstly. It solely lies in the patient to take decision or do what the patient wants. Autonomy plays a different role when it comes to children and infants where the parents play a vital role in giving or making a decision regarding the child. When it comes to the mentally ill its the related family members who take the decision. It lies in the consent of the families for the consent of the families for the treatment or withdrawal of treatment keeping in mind the best interests and well being of the children and the mentally ill. Geriatric age group forms a significant percentage of population and they need special care . Providing care to them when they are ill or long term care centre should be done ethically keeping in mind that they are people who need special attention. Ethical issues raised by development in modern medicine are many where there are conflicting views, thoughts and opinions about various issues. Among these issues are the euthanasia and physician assisted suicide which has raised a number of questions if it is ethical or unethical. Most countries are against such practice but few countries have made it legal. I would definitely consider the issues taught and discussed in the class if I face a situation like this in my practice. I am sure I would able to think better in an ethical manner in such situations after attending this class. Withdrawing treatment is another questionable issue, where in ethically it is approved because in a situation where the patient is in a permanent vegetative state or coma and no treatment is going to improve the condition of the patient it is better to withdraw treatment rather than prolong the treatment without any improvement is just not done, because by doing so the patient and his family are spending a huge amount of money on such care. End of life decision making is very crucial where ethically it depends on the patient in a state of competency, if not on the patient’s family. Ethically, by no means can the patient’s family make decisions when the patient is competent. The physician also plays a huge role in such a situation as he has to guide the patient and his family to do what is best in the interest of the patient. The health care ethics class has brought into light many ethical formulations that I need to know and practice as a physician. It helped me get better knowledge in topics like care of the elderly, care of the infants, mentally ill, how to manage the resources, about genetic testing, euthanasia and autonomy.

Impact of Motivation on Job Satisfaction Essay

The term ‘motivation’ is derived from the word ‘motive’ which influences the behavior of individuals. Motives are the expression of needs of a human being. Motivation is a process of getting the needs of the people realized to induce them to work for the accomplishment of organizational objectives. Motivation is a behavioral psychological concept. It seeks to understand why people behave the way they do. The intention is to produce goal-oriented behavior. It aims at influencing good result and arises from within the individual. The inner feeling balances the perception of an individual and satisfaction of his needs that influence the direction, volume, behavior limitation and efforts of an individual. Hence motivation is an inducement of inner feeling of an individual. It cannot be forced upon from the outside. According to Steers and Porter (1991), there are two ways to view motivation. The traditional way is to define motivation as a process of directing (stimulating) people to action in order to accomplish a desired goal. Based on this definition, motivation is the function supervisors perform to get their employees to achieve goals and objectives. The second view looks at individual motivation. Such motivation represents an unsatisfied need that creates a state of tension (disequilibrium), causing the individual to move in a goal-directed pattern towards need-satisfaction and equilibrium. The goal of the behavior is to reduce tension by achieving a goal that will satisfy that need. Both approaches to the study of motivation are motivation. Harmer (2001) defines motivation as some kind of internal drive which pushes someone to do things in order to achieve something. This significantly refers to an individual’s desire and willingness to take action towards the accomplishment of a given task. Invariably, people’s behavior at work is controlled by their intrinsic motives that characterize the work as well as the working environment. The manager’s job becomes one of identifying the right chord to play to influence each group member to achieve the group goals. However, the study of motivation addresses the distinctiveness of each individual, for each individual has a number of motivators (Robert and Hunt, 1991). Armstrong(1998) considers motivation as ‘why people at work behave in the way they do in terms of their efforts and the direction they are taking and what the organization can do to encourage people to apply their efforts and abilities in ways that will further the achievement of the organization’s goals as well as satisfying their own needs. Cole (2002) relates this to human behavior and defines it as ‘a process in which people choose between alternative forms of behavior in order to achieve personal goals’. According to Spector (1997:2) job satisfaction is simply how people feel about their job. It is the extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs. As is generally assessed, is an attitudinal variable. In this context, job satisfaction can be considered as a global feeling about the job or as a related constellation of attitudes about various aspects or facets of the job. The management dilemma in many organizations in today’s fast paced technological environment is how managers can improve the motivation of employees, so that companies employ and retain a fulfilled work force that contributes optimally to organizational stakeholders. Essentially, the questions that must be answered by this study are: What makes some employees perform better than others? What makes some employees seem better satisfied in their jobs than others? In what ways can management improve the motivation of their employees? All organizations are concerned with what should be done to achieve sustained high levels of performance through people. This means that, there is the need to give close attention to how individuals can best be motivated either through such means as incentives, rewards, leadership and importantly the work they do and the organizational context within which they carry out that work. This is very important because according to Reece and Brandt (1996:234) they identified the importance of the emotional factor at work. Emotions play a critical role in the success of every organization, yet many people in key decision- making positions (leaders) with outstanding technical and financial skills fail to understand the important role emotions play in a work setting. In part, the problem can be traced to leadership training that emphasizes that doing business is a purely rational or logical process. These authors further emphasize that the cost of ignoring the emotional factor at work can be costly to companies in the form of lawsuits, resignation and death of valuable employees, etc. PROBLEM STATEMENT There are many and varied reasons why managers are continually under distress in many organizations. Resources both human and material as well as technology are but a few issues confronting managers daily. More importantly, the human aspect has questions that have perplexed and fascinated managers for a long time. These questions include: What makes some employees perform better than others? What makes some employees seem better satisfied in their jobs than others? How can we improve the motivation and overall job satisfaction of our employees? There are no easy answers to these questions, yet they plague managers in their day to day running of organizations. The reality is that the level of employee motivation affects their morale, performance and overall job satisfaction PROBLEM ANALYSIS DIAGRAM Employee Commitment Increases Profit Margins Effect of Motivation Increases Performance Job Satisfaction RESEARCH QUESTIONS 1. To what extent does motivation lead to increases in job satisfaction? 2. To what extent does motivation lead to increases in performance? 3. Is there any relationship between increases in profit margins and job satisfaction? OBJECTIVE OF THE STUDY GENERAL OBJECTIVES To establish the impact of motivation on job satisfaction and to propose alternative strategy or recommendation to enhance job satisfaction at the workplace. SPECIFIC OBJECTIVES 1. To examine whether motivation leads to an increase job satisfaction. 2. To assess whether motivation leads to an increase in performance. 3. To investigate whether motivation is the factor to increases in profit margin. SIGNIFICANCE OF THE STUDY The fundamental purpose of this research is to determine the main causes of satisfaction and dissatisfaction amongst a group of employees within the frame work of the Herzberg study. This research is important or beneficial because: 1. It will broaden management’s insight that motivation plays a key role in the overall job satisfaction of employees. 2. It will enable managers to understand the factors and processes that are internal and external to the individual employee in an organization that have an effect in his/her behavior and performance. 3. It will also assist managers to devise strategies that sustain a highly motivated workforce so that the end result is that all stakeholders are content with the performance of the enterprise. 4. By understanding motivational issues behind employees, managers can systematically develop strategies to deal with motivational problems. RESEARCH DESIGN As part of our data collection method, we intend using qualitative and quantitative techniques. The research design we are going to use will be based on the descriptive design. For a comprehensive insight into our methodology kindly see the third chapter. SCOPE OF THE STUDY The study is divided into five chapters. The first chapter looks at the background of the study, objectives of the study, the research hypothesis and significance of the study. Chapter two reviews existing literature in the area of the study, while chapter three discusses the methodology applied in collecting and analyzing data. Methodology is followed by the processing and analysis of the data as well as the findings from the study. The final chapter covers conclusions, recommendation and references. CHAPTER 2 LITERATURE REVIEW 2. 1 INTRODUCTION Understanding the theory and application of motivation is important in managing human resources for organizational success. This is more critical today due to the ever changing business environment organizations find themselves or operate. The relationship between job satisfaction, motivation, and efficiency or productivity is very important in the business industry as well as in personal life. Long term research has found that the single greatest predictor of longevity is work satisfaction. Work is one third to one half of a persons’ lifetime, and if frustrated the mental and physical effects are very costly. Job characteristics including skill variety, task identity, and task significance lead to psychological conditions in which in turn leads to increased motivation, performance and job satisfaction. It is important to investigate this area in order to determine how much of an effect does overall job satisfaction, motivation and productivity has on each other. It is also important to research the relationship between motivation and job satisfactions because it can assist businesses in designing and manufacturing an environment to maximize productivity and efficiency while keeping their employees satisfied. Finally, it is significant to study motivation and job satisfaction because it can help people better understand what job will best suit them to be motivated and satisfied while making a difference in the productivity level. As part of the research into establishing a correlation between motivation and job satisfaction, this chapter seeks to capture the relevant literature and concepts of motivation and job satisfaction. 2. 2 MOTIVATION THEORIES The fundamental approaches to motivation are underpinned by motivation theory. The most influential theories are classified as: content theories and process theories. Content theory: It focuses on the content of motivation and the nature of needs. It states that motivation is essentially about taking action to satisfy needs, and identifies the main needs that influence behavior that is those specific things that actually motivates the individual at the work place. Process theory: In process theory, the emphasis is on the psychological processes or forces that affect people’s perceptions of their working environment and the ways in which they interpret and understand it. According to Guest (1992a) in Armstrong M, process theory provides a much more relevant approach to motivation than the theories of Maslow and Hertzberg, which, he suggests, have been shown by extensive research to be wrong. Process or cognitive theory can certainly be more useful to managers than needs theory because it provides more realistic guidance on motivation techniques. MASLOW’S NEEDS THEORY The most famous need classification was formulated by Maslow (1954) in Armstrong M, a human relationist, argued that people are motivated to satisfy five need levels. Among these are: Physiological need, this talk about the basic needs of life which are need for oxygen, food, water, clothing, shelter and sex that present basic issues of survival and biological function. In organizations these needs are generally satisfied by adequate wages and work environment itself, which provides restrooms, adequate lighting, comfortable temperatures and ventilation. Safety, the need for protection against danger and the deprivation of physiological needs. Social, the need for love, affection and acceptance. A manager can help satisfy these needs by allowing social interaction and making employees feel like part of a team or work group. Esteem needs actually comprises two different sets of needs: the need for a positive self image and self respect and the need for recognition and respect from others. A manager can help address these needs by providing various extrinsic symbols of accomplishment; the manager can provide challenging job assignments and opportunities for the employees to feel a sense of accomplishment. Self-fulfillment (self- actualization), the need to develop potentialities and skills to become what one believes he is capable of becoming. The self actualization needs are perhaps the most difficult for a manager to address. In fact, it can be argued that these needs must be met entirely from within the individual. But a manager can help by promoting a culture wherein self- actualization is possible. For instance, a manager could give employees a chance to participate in decision making about their work and opportunity to learn new skills. Maslow (1954) in Armstrong M, suggests that the five needs categories constitute a hierarchy. An individual is motivated first and foremost to satisfy physiological needs. As long as they remain unsatisfied, the individual is motivated only to fulfill them. When satisfaction of physiological needs is achieved, they cease to act as primary motivational factors and the individual moves up with the hierarchy and become concerned with security needs. This process continues until the individual reaches the self actualization level. Maslow’s concept of the need hierarchy has a certain intuitive appeal and has been accepted by many managers. However, it has not been verified by empirical research and it has been criticized for its apparent rigidity. Different people may have different priorities and it is difficult to accept that people’s needs progress steadily up the hierarchy. Infact, Maslow himself expressed doubts about the validity of a strictly ordered hierarchy. Some research for example McClelland has found that, the five levels of needs are not always present and that the order of the levels is not always the same as postulated by Maslow. In addition people from different cultures are likely to have different needs categories and hierarchies. McClelland NEEDS THEORY. McClelland(1975) in Roberts,H. k. & Hunt identifies three needs that motivates managers and agrees with Maslow(1954) that needs motives are part of the personality, which he believes are triggered off by environmental factors. He further identifies these most important needs as: The need for achievement, The best known of the three, is the desire to accomplish a goal or task more effectively than in the past. People with a high need achievement have the desire to assume personal responsibility, a tendency to set moderately difficult goals, a desire for specific and immediate feedback, and pre occupation with their tasks. David McClelland, the psychologist who first identified this need, argues that only about 10 percent of the US population has a high need for achievement. The need for Affiliation Affiliation is a desire for human companionship and acceptance. People with strong need for affiliation are likely to prefer (and perform better in) a job that entails a lot of social interaction and offer opportunities to make friends. The need for power The need for power is basically a concern for influencing people- to be strong and influential. They are likely to be happy in jobs that give them control over budget, people and decision making. OTHER MOTIVATIONAL THEORIES ADERFER ERG THEORY Aderfer (1972), in John M. Ivancevich describes a three level hierarchy, compared to the five levels proposed by Maslow. These include: 1. Existence Needs- this category is grounded in the survival or continued existence, of the person. As such, it would include many of the issues covered by the physiological and safety needs identified by Maslow. . Relatedness Needs- this category is based on the need for people to live and function in a social environment. It would embrace the need to be part of a group and belong to a valued organization. It incorporates many of the issues covered by the safety, belonging and esteem described by Maslow. 3. Growth Needs- this category is grounded in the need for people to develop their poten tial. As such it would cover the self-actualization and much of the esteem needs described by Maslow. HERZBERGS TWO FACTOR MODEL The two-factor model of satisfiers and dissatisfiers was developed by Herzberg et al (1957) in Armstrong M, following an investigation into the sources of job satisfaction and dissatisfaction of accountants and engineers. It was assumed that people have the capacity to report accurately the conditions that made them satisfied and dissatisfied with their jobs. Accordingly, the subjects were asked to tell their interviewers about the times during which they felt exceptionally good and exceptionally bad about their jobs and how long their feelings persisted. It was found that the accounts of ‘good’ periods most frequently concerned the content of the job, particularly achievement, recognition, advancement, autonomy and the work itself. On the other hand, accounts of ‘bad’ periods most frequently concerned the context of the job. Company policy and administration, supervision, salary and working conditions more frequently appeared in these accounts than in those told about ‘good’ periods. These categorized into two types of motivation as Intrinsic Motivation: the self- generated factors that influence people to behave in a particular way or to move in a particular direction. These factors include responsibility (feeling that the work is important and having control over one’s own resource) autonomy (freedom to act), scope to use and develop skills and abilities. Interesting and challenging work and opportunities for advancement. Extrinsic Motivation- what is done to or for people to motivate them? This includes: rewards such as increased pay, praise or promotions, punishment such as disciplinary action, withholding pay or criticism. Frederick Herzberg theory had close links with Maslow’s and believed in a two factor theory of motivation. He stressed that, certain factors could be introduced into a business that will directly motivate an employee to work harder (Motivators) included are achievement, recognition, responsibility and advancement. However, other factors called (Hygiene factors) de-motivate an employee. The most common hygiene factors, or dissatisfies include: company policy and administration, supervision, salary, interpersonal relationship and working condition. Hygiene factors are factors which â€Å"surround the job† rather than the job itself. Importantly, Herzberg viewed pay as a hygiene factor which is in direct contrast to Taylor who viewed pay and piece-rate in particular. Herzberg believed that business should motivate employees by adopting a democratic approach to management and by improving the nature and content of the actual job through certain methods. Some of the methods managers could use to achieve this are: Job Enlargement- workers being given a greater variety of tasks to perform (not necessarily more challenging) which should make the work more interesting. Job Enrichment- the design of jobs so that they contain a greater number of motivators which involves workers being given a wider range of more complex, interesting and challenging tasks surrounding a complete unit of work. This should give a greater sense of achievement. Empowerment- means delegating more power to employees to make their own decisions over areas of their working life. For the purpose of this research, emphasis will be laid on Herzberg two-factor model. Though recognition is identified as a motivator by Herzberg, Miller (2002:15) mentions four common incentives (money, contests and competition, recognition including praise and rewards, and disciplinary action) thought to motivate others, but they discourage intrinsic motivation. She says the key to performance is to create an environment for intrinsic motivation, using four incentives (competency, empathy, autonomy and fulfillment). Green (2000:155) captures this issue well when he says employees are motivated by what they intrinsically believe is going to happen, not by what managers promise (extrinsic) will happen. Managers can motivate employees by setting in motion the conditions required for motivation namely, confidence, trust and satisfaction and creating an environment that reinforces those conditions. Pollock (2002:10) recognizes three of Hertzberg’s motivators as being crucial in motivating people. These are recognition, interesting work and responsibility. He says, over and above monetary rewards, what people crave is praise. They need assurance that their efforts are known, valued, and appreciated. Sometimes all it takes to satisfy this deep desire is a sincere well done†, preferably delivered in front of their peers. Making peoples work interesting means driving away bore doom because it’s a great de-motivator. Make their work meaningful and you will spur them to realize their own highest potential. Giving people additional responsibilities implies not only giving them extra work, but work that is important and requires a higher level of knowledge and skill. GOAL THEORY Goal theory as developed by Latham and Locke (1979), states that motivation and performance are higher when individual set specific goals, when goals are difficult but accepted and when there is feedback on performance. The implication of goal theory is that, goals set by management should be challenging enough but realistic. Participation in goal setting is important as a means of getting agreement to setting higher goals. People strive to achieve goals in order to satisfy their emotions and desires. Goals guide people’s response and actions and also direct work behavior and performance which lead to certain consequences or feedback. The feedback should be complete, accurate and timely in order to provide a means of checking progress on goal attainment 2. 3 JOB SATISFACTION THEORY VIE THEORY This theory is derived from the expectancy theory of Vroom, by Porter and Lawler (1968)in Armstrong M. In addition to three basic components of valence, instrumentality, and expectancy, this model incorporates abilities and traits, role perceptions, intrinsic and extrinsic rewards, and the perceived equity of the rewards. The model assumes that, for an effort to translate into a desired level of performance, the person must have the ability to perform well (abilities and traits), and he must understand the demands of his job (role clarity). The model acknowledges that people work for both extrinsic rewards, such as money and promotions, and intrinsic rewards, such as pride in ones work and a sense of accomplishment. The model assumes that the level of performance a person attains will affect the level of rewards he perceives to be equitable. Specifically, if a person expends a great amount of effort that culminates in high performance levels, he will perceive that he deserves a substantial reward. (Dipboye, Smith, and Howell, 1994:( 116-177). Job satisfaction is the met expectations or desires of a job. I t is a collective term of specific attitudes about work or job and it varies as a function of other non-work attitudes (age, health, etc. ). Genetic research suggests that 30% to 40% of job satisfaction is inherited. Job satisfaction and life satisfaction are interrelated and influence each other. A Gallup poll indicates that approximately 10% to 13% of workers are dissatisfied, while about 85% of workers are satisfied. Other surveys asking questions in a different manner suggests that more workers are dissatisfied. Job satisfaction varies with the type of occupation, for example, higher management means more satisfaction. Personal characteristics of workers also have an impact on job satisfaction. Job satisfaction increases age. Whites have greater job satisfaction than non-whites. The level of education is slightly negatively related to job satisfaction. If personal skills and abilities are not required by a job, job satisfaction decreases. When a person is wage may be the most important variable to job satisfaction. High job satisfaction is associated with low turnover and low absenteeism and with high commitment. Although the evidence is not conclusive, high job satisfaction is associated with high performance and prosocial behaviors. . 4 RELATIONSHIP BETWEEN MOTIVATION, JOB SATISFACTION AND MONEY The basic requirement for job satisfaction may include comparatively higher pay, an equitable payment system, real opportunities for promotion, considerate and participative management, a reasonable degree of social interaction at work, interesting and varied tasks and a high degree of autonomy: control o ver work pace and work methods. The degree of satisfaction obtained by individuals, however, depends largely upon their own needs and expectations, and the working environment. The level of job satisfaction is affected by intrinsic and extrinsic motivating factors, the quality of supervision, social relationships with the work group and the degree to which individuals succeed or fail in their work. Purcell et al(2003)in Armstrong M, believe that discretionary behavior which helps the firm to be successful is most likely to happen when employees are well motivated and feel committed to the organization and when the job gives them high levels of satisfaction. Their research found that the key factors affecting job satisfaction were opportunities, job influence, teamwork and job challenge. 2. BENEFITS OF EMPLOYEE MOTIVATION. * Increases Productivity Skilled and motivated people work harder and better in improving productivity. Incentive programs promote productivity in a number of ways . Employees are often motivated for reaching targets or for good work done in general. These motivations vary but the main aim is to encourage employees to work towards company goals. With the promise of motivation and clearly defined targets, employees are more productive and motivated. * Reduce Absenteeism The bottom line with motivation programs comes down to the very simple fact that people like been rewarded for hard work and a job well done. The rewards are only part of the equation. Motivation schemes show employees the company cares and appreciates the work they are doing. If an employee feels appreciated and has clear targets that result in rewards then they are more likely to want to come to work. * Increased Company Morale Rewards, incentives and recognition make for a happy, harmonious working environment. Goal setting and targeting objectives helps with focus and purpose . Employee motivation programs offer all of these things and are highly conducive to company morale. Increases in company morale helps reduce absenteeism and overall company cost. Public Recognition. Investor in people status brings public recognition for real achievements measured against a rigorous national standard. Investing in people helps to attract the best job applicant. It may also provide a reason for customers to choose specific goods and services. CHAPTER THREE RESEARCH METHODOLOGY 3. 1 INTRODUCTION This chapter explains how data was c ollected for the study. It also deals with the research tools used to gather the data, the method used or adopted in analyzing the data and the problems encountered during the process of data collection. The chapter distinctively discusses the following: * Sources of data * Research design * Population of the study * Sampling * Sampling procedures * Data collection techniques * Data analysis * Constraints The proposed methods adopted were structured towards the collection of data from primary and secondary sources. On the basis of the literature review, the existing acqiutance of the theme under discussion— definition, motivation, job satisfaction, motivation theories, job satisfaction theories thus its impact on employee job satisfaction fell under the following broad headings: * Definitions of motivation Job satisfaction * Motivation theories * Job satisfaction theory 3. 2 Data Sources The researchers used secondary and primary data to facilitate the data build up for the research. This was done through the use of questionnaires. The secondary sources of data collection included: * Textbooks of relevant importance to the research topic. * Published articles in Psychology and motivation journals 3. 3 Research Design The model used for this study was the descriptive research design. This design was chosen because it is on one of the best research designs which are deemed appropriate when a researcher attempts to describe some aspects of a population by selecting an unbiased sample of individuals who are asked to complete questionnaire. 3. 4 Population of the study The population of the study comprised of 50 employees of SSNIT. This population provided the researchers with all inclusive views from diverse perspectives on the effect of motivation on employee job satisfaction. 3. 5 Sample Size The sample size for the study was thirty (30) employees of the Social Security and National Insurance Trust (SSNIT). Due to responses of constraints the sample size was reduced to 20. 3. 6 Sampling procedure Because the researchers wanted to select their sample from a population which is diverse based on management hierarchy, we used stratified sampling to group our sample population into a strata based on management hierarchy at SSNIT. The population was grouped according to low level management, middle level management and top level management. After stratified sampling, we then use simple random sampling to select our target group of thirty(30) from the sample population of fifty(50). The reason was to give everybody an equal opportunity of being chosen or captured. 3. 7 Method of data collection A combination of primary and secondary data was used to acquire information. The secondary data was collected by going directly to some of the data sources. The primary data on the other hand was collected by the use of questionnaires. All the questionnaires were designed with both open ended and closed ended questions. 3. 8 Data collection All data was collected concurrently, that is both secondary and primary data were collected simultaneously. 3. 9 Data Analysis Various respondents provided series of data for the making of the research report, all data collected was coded and edited to eliminate all errors and information that did not fall within the objectives. The researchers then used the information provided by respondents and analyzed the information by the use of report, using tables, charts and so on. 3. 10 Constraints In carrying out the research, the researchers encountered some problems. Thus, the refusal of the organization to release certain important data needed for the project, especially, the historical data pertaining to human resource. The researchers could not get these data as they were deemed too confidential because of fear of competitors getting hold of them. This therefore imposed a limitation on the study. Another problem was time constraint and also inabilities to respond to the questionaires. Only twenty were responded to. Financial constraint was also a factor. CHAPTER FOUR RESULTS AND DISCUSSION OF FINDINGS 4. 1 Introduction This chapter describes the responses to a series of questions designed to examine the impact of motivation on job satisfaction. The chapter begins with the findings about motivation and its impact on job satisfaction on SSNIT. The questionnaires administered were 50 employees through stratified sampling out of which 30 was picked based on simple random sampling. 4. 2 1. LENGTH OF SERVICE AT SSNIT TABLE 1. OPINIONS| NO. OF RESPONSE| PERCENTAGE (%)| 0-1 years| 4| 20| 2-4 years| 8| 40| 5-10 years| 5| 25| Above 10 years| 3| 15| Total| 20| 100| SOURCE OF DATA (FIELD DATA) DECEMBER 2010 GRAPHICAL REPRESENTATION OF TABLE 1 The respondents length of service at SSNIT were sought to determine how long they have been working there. According to the table above, 40 % of respondents constituted those who fall within (2-4 years). That is, they have been employees for two to four years. Those who have been employees for five to ten years made up 25% which was the next highest (5-10 years). Also, 20% represented those who fell between (0-1) years. They have only served a year at the time the questionnaires were administered. Lastly, 15% of respondents were within the above ten years group. From the above, it can be observed that the organization (SSNIT) has a young and fresh workforce which constitutes the bulk or majority of their employees. . Think of a time at work when you felt especially bad about your job, an incident or incidents which had a long lasting effect on you, and which led to bad feelings. Describe the circumstances, and how your work was influenced by it or them. TABLE TWO. INCIDENTS THAT CAUSED DISSATISFACTION OPINIONS| NO. OF RESPONSE| PERCENTAGE (%)| COMPANY POLICY| 8| 40| OTHERS| 6| 30| WORK IT SELF| 3| 15| INTERPERSONAL RELATIONS| 3| 15| TOTAL| 20| 100| SOURCE OF DATA (FIELD DATA) DECEMBER 2010 GRAPHICAL REPRESENTATION OF TABLE 2. INCIDENTS THAT CAUSED DISSATISFACTION COMPANY POLICY AND ADMINISTRATION (40%) The majority of cases (40%) in the sample mentioned this factor as a major cause of unhappiness at SSNIT. OTHERS (30%) This was mentioned as the second strongest factor that contributes to job dissatisfaction and was experienced by people who did not choose any of the stated factors. They responded to none of them. WORK ITSELF (15%) This contributed to job dissatisfaction in 15% of the cases and related to the content of the job. INTERPERSONAL RELATIONS (15%) This also contributed to job dissatisfaction in 15% of the cases related alongside work itself. 4. 4 4. Which of the following gives you Job Satisfaction? TABLE THREE: CAUSES OF SATISFACTION OPINIONS| NO. OF RESPONSE| PERCENTAGE (%)| Work Achievement| 6| 30| Recognition| 4| 20| Work Itself| 2| 10| Promotion/Advancement| 3| 15| Salary| 3| 15| Others(please specify)| 2| 10| Total| 20| 100| SOURCE OF DATA (FIELD DATA) DECEMBER 2010 GRAPHICAL REPRESENTATION OF TABLE 3. Regarding the issue of which motivating factor gave them job satisfaction, 30% of respondents felt work achievement gave them satisfaction according to the table. This means they value a sense of achievement for the accomplishment of some milestone set by the individual himself or supervisor. Also, 20% of respondents felt recognition was what gave them satisfaction. They felt issues like recognition for job well done, good idea, appreciation, positive feedback and simply a tap on the back to acknowledge them was most important to them. Those who chose the work itself constituted 10% as can be seen from the table above. The design of the work and the demands is enough to keep them satisfied. Advancement and salary equally had 15%. Some based their satisfaction on increments in salaries whiles others taught promotion or advancement was their main satisfiers. They all recorded 15% each as can be seen from the table. Lastly, others represented 10% and they simply did not agree with the above motivation factors or had a different set of opinion. Bateman (2004) views motivation as forces that energize, direct and sustain a person’s effort. He says that all behaviors except involuntary reflexes like eye blinks (which usually have little to do with management) are motivated. A highly motivated employee will work hard towards achieving performance goals. With adequate ability and understanding of the job, such an employee will be highly productive. An aspect of the definition implies that people have certain beliefs about which behaviors or actions will help them satisfy their needs. This belief may or may not be accurate but they help guide behavior. From the table above, you find out that if the organization (SSNIT) wants to know whether their employees are satisfied or not then they must pursue the motivating factor of work itself. That is they have to continually design the work and its demand to suit employees. 5. which of the following gives you job dissatisfaction TABLE FOUR: CAUSES OF JOB DISSATISFACTION OPINIONS| NO. OF RESPONSE| PERCENTAGE | Lack of Recognition| 9| 45| Company Policy| 3| 15| Low Salary| 5| 25| Technical Supervision| -| -| Work Itself| 3| 15| Others(please specify if any)| -| -| Total| 20| 100| SOURCE OF DATA (FIELD DATA) DECEMBER 2010 GRAPHICAL REPRESENTATION OF TABLE 4 Respondents were also asked which of the above in table five gave them job dissatisfaction. In other words which of the above make them not fell satisfied about their work. Lack of recognition was the most important demotivator that caused dissatisfaction constituting 45% of respondents. They feel the contributions they make towards organizational accomplishment is not appreciated. They are not congratulated for good work done in the midst of their colleagues or their ideas accepted and appreciated. This was followed by 25% of respondents who felt low salary was a dissatisfier. Company policy and work itself represented 15% equally. The views were taken from a total of 20 respondents. From the above, it can be clearly seen that lack of recognition was the strongest dissatisfier. According to Herzberg (1959) this falls under extrinsic motivation. Extrinsic motivation is what is done to or for people to motivate them. This includes rewards, punishment and recognition or praise. In this case the failure of management of SSNIT to recognize their contribution is a dissatisfier. CHAPTER FIVE SUMMARY OF FINDINGS 5. 0 Introduction Motivation is a major issue in every organization. Any organization that fails to motivate its employees usually faces the severe consequence of low morale. Motivation plays a significant role in the attainment of competitive advantage and job satisfaction in every organization. Findings from the analyzed data were related to the objectives of the research in this chapter. It concluded with a general summary, findings, summary of findings, conclusion and recommendation providing suggestions on how motivation is a tool to achieve job satisfaction in SSNIT. 5. 1 SUMMARY The findings from the empirical research have indicated that 30% of the respondents ranked work achievement as number one motivator for job satisfaction from a list of five factors. This contrasts with what earlier researchers adduced that total compensation and emotions were the real motivators. The reason for this could be mainly due to the fact that workers have a desire to accomplish a goal or task. People with a high need achievement have desire to assume personal responsibility, a tendency to set moderately difficult goals, a desire for specific and immediate feedback, and pre occupation with their tasks. There is the need for a motivation model that considers work achievement as a motivator to achieve job satisfaction. On the other hand, 45% of the respondents ranked lack of recognition as number one de-motivator for job dissatisfaction from a list of five. Workers want to be recognized and their contribution and ideas appreciated and also praised for a job well done. If this is absent, then it could pose significant consequences to job satisfaction. Management should ensure that workers contributions are recognized and appreciated so that they do not feel disheartened. 5. 2 CONCLUSION The conclusions are based on the gaps in the motivation theory, the assumptions on motivation and the motivation framework. The theories reviewed in this study have not eluded criticism. Indeed none of the theories were developed in Africa. Before they are acted upon therefore their relevance should be evaluated and integrated into the local organizational circumstances. Managers (supervisors) often assume that it is difficult to motivate people and that motivated workers perform better contributing to achieve organizational goals. This study has indicated that (work achievement) is a fundamental ingredient in the motivation recipe. The question of whether work achievement should be number one motivator to achieve job satisfaction has remained complex. Jobs that provide a sense of achievement and recognition may be satisfying to some individuals, as the survey results have indicated, because there is a sense of achievement when they accomplish goals set by themselves or management. However others may ot find it satisfying as compared to salary or company policy. Motivating workers is critical to the organizations success but it is an enigmatic concept. This study has not provided specific answers given the complexity and the multi-facetted nature of motivation. Instead job satisfaction guidelines have been developed and murky areas highlighted to tri gger an innovative approach towards managing job satisfaction and motivation issues. 5. 3 RECOMMENDATIONS The points discussed indicates that debates on whether or not work achievement is a motivator are not yet resolved. Infact this study will instead set the debate in motion. In the discussion work achievement was the number one satisfier contributing 30%. For work achievement to ensure job satisfaction, certain conditions must be met: According to Frederick Hertzberg, business should motivate employees by adopting a democratic approach to management and by improving the nature and content of the actual job through certain methods. Some of the methods managers could use to achieve this are: Job Enrichment-the design of jobs so that they contain a greater number of motivators which involves workers being given a wider range of more complex, interesting and challenging tasks surrounding a complete unit of work. This should give a greater sense of work achievement. The statistics of the responses given by the employees makes it significantly clear that motivation goes beyond work achievement to achieve job satisfaction. Many put significant premium on the work itself, recognition, advancement, salary, company policy among other needs. Managers must therefore make conscious efforts to understand the needs of employees at any point in time and meet them appropriately and not only rely on work achievement as the sole tool for job satisfaction. If the above conditions are fulfilled, then, work achievement can be used as a motivational tool for achieving job satisfaction and even competitive advantage. However, as already noted above some conditions are difficult to fulfill. On the otherhand,45% of respondents chose lack of recognition as the factor that gave them job dissatisfaction or dissatisfier. Dissatisfiers essentially describe the environment and serve primarily to prevent job dissatisfaction. This means that the workers at SSNIT feel their work is not appreciated or recognized. Workers want to be recognized whether a note or praise, for example a manager saying ‘good idea’, well done and was in the form of appreciation, positive feedback, positive compliments and admiration. The management of SSNIT should ensure that the contributions made by employees is recognized and appreciated and it will go a long way to achieve job satisfaction and competitive advantage. Skilled and motivated workforce can be a source of competitive advantage in today’s ever dynamic and turbulent business environment. 5. 4 TO FUTURE RESEARCHERS The findings in this research revealed a significant tradeoff between work achievement and other factors regarding those factors that gave them satisfaction. We recommend that subsequent research on this topic critically examines the rate of this tradeoff between work achievement and the other factors. And perhaps researchers may dare to exclude work achievement from the factors in subsequent studies in order to fairly examine the strengths of other factors against each other to achieve job satisfaction among employees.