Family And Family Arrangements And Values - 1505 Words

From There to Here Family Is The Definition of family, is relative, no pun intended. It depends on your background and experiences. Family can be friends or blood relatives, it can mean many different things to everyone. But most importantly I think it means support, you should consider to be a part of your family anyone who supports the decisions that you make, and doesn’t judge you for them. This can include friends, and family. It’s important to decide for yourself what matters most to you, and to no longer rely on the outdated ideas of the past. Stephanie Coontz (2010) said â€Å"Family arrangements and values continue to differ by social class, religion, race, and ethnicity.† (p. 46) A Little Background I grew up poor but not destitute in rural East Texas. My father was the 3rd youngest in a family of eleven kids, my grandfather, Neal McDaniel was a cotton farmer, not long after my father was born in 1958 he quit farming and my grandma Thelma McDaniel went to work at a lumber factory. My father’s family was poor. However, my grandpa was able to purchase enough land to give each of his kids something to call their own, this is where I lived the first eighteen years of my life in a house that my father built. I am an only child. My father worked a laborious job as a roofer, for most of his life, while nursing a pretty mean alcohol and drug addiction. He no longer works, and is in worsening health but still has his vices. My mother grew up in Houston, a city girl,she had twoShow MoreRelatedLegal And Non Legal Responses1339 Words   |  6 Pagesissues relating to family law and evaluate the effectiveness of legal and non-legal responses to these issues In recent decades, there has been a shift in the definition of a family to better suit the new emerging alternative family arrangements in today’s society. A family is defined as the natural and fundamental group unit of society especially in relation to the upbringing of children. However, this Eurocentric, nuclear family construct has evolved as alternative family arrangements such as de-factoRead MoreDe Facto Relationships1529 Words   |  7 Pagesï » ¿De Facto Relationships 1. Identify and describe an alternative family arrangement you have chosen and how or why it is considered an ‘alternative family arrangement’. A de facto couple is an unmarried heterosexual or same sex couple. The Family Law Act 1975 –section 4AA defines a de facto couple as ‘persons who are not legally married to each other, persons not related by family and having regard to all circumstances of their relationship, they have a relationship as a couple living togetherRead MoreChina s One Child Policy1631 Words   |  7 Pagesgrowth rate has reduced substantially, this implementation has been tremendously restructured how Chinese families value family structure, child preferences, marriage, parenting, living arrangements, and eldercare. This one child policy has transformed into a problematic system for the Chinese family to maintain their traditional value, and also introduced new problems to the family. Family Size and Structure As an immediate outcome of the one child policy effective on 1979, the fertility rate hasRead MoreMarriages Decline902 Words   |  4 Pagesclimb as families evolve into 21st century By William Harms   News Office The American family, which has undergone a major transformation in the past generation, is poised to change even more in the coming century. Households continue to diverge from the traditional family-structure model of a stay-at-home mother, working father and children, according to a new report from the National Opinion Research Center. Because of divorce, cohabitation and single parenthood, a majority of families rearingRead MoreMarketing Analysis : Edible Arrangements1406 Words   |  6 PagesPromotion / Communication Edible Arrangements brand revolves around family values and beliefs in an effort to appeal to one’s emotional side. Commercials emphasize family gatherings during the holiday season and special celebrations. Many times the fruit baskets are next to floral arrangements or chocolate rabbits, for instance, as a delicious healthy alternative to these choices. These commercials appear to be working and we capitalize on the commercials by advertising similar campaigns in localRead MoreWho Gets The House?818 Words   |  4 Pagesbusinesses bank accounts automobiles jewelry furnishing artwork stocks and bonds pensions electronics boats, ATV s, etc retirement plans In short, everything that you own which either has value or generates income is going to be divided up. Some states, like New York, will even include the value of degrees, licenses, and professional certifications that were earned during the marriage in the property calculations. At present, Georgia does not do this, but it does not mean someone will notRead MoreSolving the Foreclosure Crisis in Low-Income Neighborhoods Essay1168 Words   |  5 PagesIn cities across the United States, the ongoing foreclosure crisis has caused the rapid spread of urban blight. The proliferation of foreclosed properties has consequences far beyond the hardships encountered by families facing foreclosure. Rising crime, unstable neighborhoods, and local budget problems are but a few of the external effects created by an overabundance of foreclosed property. Dealing with such property requires a two-faceted approach by local governments that focuses on acquiringRead MorePresident Trump And The Trump Organization1452 Words   |  6 Pagesfar most of the corporate value. President Trump said on Wednesday that the cuts would expand speculation and goad development, making more extensive flourishing. Be that as it may, specialists say the upside is constrained, not minimum in light of the fact that the economy is as of now growing. The arrangement would likewise profit Mr. Trump and other well-to-do Americans by dispensing with the domain assess, which influences only a couple of thousand uber-affluent families every year, and the optionRead MoreComparison Between Russia And Germany905 Words   |  4 Pagespromoting â€Å"traditional family values†, pushing back against cultural change of marriage (Petrova, 2015b). Germany, on the other hand, is embracing and supporting the cultural change. The two countries, while similar in their marital practices in the past, are vastly different in what they deem socially acceptable today. Most notably, Russia and Germany differ in their societal views and expectations of marriage, age of marriage, and a couples pre and post marital living arrangements. Although these areRead MoreThe Usefulness of Functionalism for an Understanding of the Family1289 Words   |  6 PagesThe Usefulness of Functionalism for an Understanding of the Family The Functionalists see the family as an important and vital institution in society. They take a MACRO view and look at interdependence between the family and other organisations. Functionalists look at the positive parts to society but overlook the negatives. They emphasise on the value consensus and see the family as being universal. Other people’s outlooks disagree with this view, such as the Marxists

Human Aggression And Violence Causes, Manifestations And...

Human Aggression and Violence: Causes, Manifestations and Consequences. Name Institutional affiliation According to Barlett and Anderson (2012), personality variables can be used as predictors of aggressive behavior. They argue that personality traits such as narcissism and impulsivity are related to aggressive behavior. They identify the big five personality factors as the principal model of personality. The big five personality traits are openness, extraversion, agreeableness, conscientiousness, neuroticism. The socio-cognitive models of aggression suggest that personality traits influence behavior through their impact on aggressive cognition or aggressive emotions. The study tested the effect of the big five personality traits on aggressive behavior. Accordingly, the strongest personality trait predictor is agreeableness and is characterized trustfulness and cooperation. Conscientiousness is characterized by being dependable, reliable and orderly and is negatively related to aggressive behavior. Neuroticism is characterized by emotional instability and being easily upset and is pos itively related to aggressive behavior. Openness is characterized by being independent minded, intellectual and polished and is not related to aggressive behavior. Extraversion is characterized by being assertive, energetic and talkative and is related to aggressive behavior. The big five personality traits can either inhibit or enhance access to aggressive emotions andShow MoreRelatedSce1: Psychological Explanation of the Causes of Crime1502 Words   |  7 PagesPsychological Explanation of the Causes of Crime Psychological-pertaining  to  the  mind  or  to  mental  phenomena  as  the subject  matter  of  psychology. -To account for criminal motivation in people, criminologists have used various psychology theories that attempt to explain human intellectual and emotional development. These theories can be divided into three categories: a. Moral Development Theories describe a sequence of developmental stages that peopleRead MoreTeaching Students With Behavioral Disorders Essay1582 Words   |  7 Pagesin children with behavioral disorders might sometimes seem discouraging but the bottom line is not to give up on any student in any case. Most of the times, children with behavioral and emotional problems might challenge a patience of teachers and cause temporary despair. In this situation, teachers require the support of others in supported students to succeed. The classroom is a learning community; therefore, it is very much significant to create a constructive atmosphere in the classroom. TheRead MoreAntisocial Personality Disorder, Slaughter, And Kashani Walker ( Hehehe )1596 Words   |  7 Pagesdefiance; as these individuals grow older their behavior worsens as they may become deceitful and destructive, display violence and aggression towards others, and develop a dependency upon drugs (Holmes, Slaughter, Kashani, 2001). Possible risk factors for or characteristics possessed by individuals at risk for developing ASPD include ADHD, hyperactivity, impulsiveness, aggression, depression, and anxiety (Holmes, Slaughter, Kashani, 2001). The inability to control one’s impulses and hyperactivityRead MoreMedia Violence And Violent Behavior2213 Words   |  9 PagesOne Punch Media While violence is not new to the human race, it is an increasing problem in modern society. With greater access to firearms and weapons, the scope and efficiency of violent behavior has massive potential for serious consequences. Society needs to only look at the recent school shootings and the escalating rate of youth homicides to comprehend this ominous trend. While every child is different and the causes of youth violence are multifactorial, there appears to be a correlationRead MoreThe Impact Of Horror Movies On Adults1941 Words   |  8 Pagespositive factor or negative? How does the virtual violence influence a viewer? This paper will analyze the impact of horror movies on adults and interpret the abovementioned questions. People who discuss this problem are divided into two groups. The first one believes that watching horror movies affects people negatively and it should be forbidden. Others have the opposite opinion. They consider bloody movie is a safe alternative to real v iolence that causes beneficial effect. There is also the third categoryRead MoreThe Impact Of Horror Movies On Adults1941 Words   |  8 Pagespositive factor or negative? How does the virtual violence influence a viewer? This paper will analyze the impact of horror movies on adults and interpret the abovementioned questions. People who discuss this problem are divided into two groups. The first one believes that watching horror movies affects people negatively and it should be forbidden. Others have the opposite opinion. They consider bloody movie is a safe alternative to real violence that causes beneficial effect. There is also the third categoryRead MoreManifestations Of Abuse: The Link Between Animal Cruelty, Domestic Violence and Child Abuse1767 Words   |  7 Pagesâ€Æ' Manifestations Of Abuse: The Link Between Animal Cruelty, Domestic Violence and Child Abuse Idiosyncratic acts of animal cruelty toward a family pet are rare. Most often, this type of behavior is part of a pattern that indicates comorbid problems are present in the family system (DeGue DiLillo, 2009). Consequently, a large body of research has been dedicated to studying the components within these types of households (Ascione, 2001). Findings indicate that the abuse of animals and the abuse ofRead MoreThe Applications of Psychology1367 Words   |  6 Pageslearned behavior in the origin and manifestations of disease and seeks means by which changes in behavior can play a useful role in the treatment and disease prevention. Behaviorism presently comes within the field of psychology that, in turn, represents the most radical revolution in the approach of the human psyche. Born in a historical moment (nineteenth century) and dominated by introspectionism in the same considering that is responsible in observable human behavior and rejecting to take careRead MoreViolent Confli ct And Thechallenge Of Food Security Essay2307 Words   |  10 PagesEmphasis was placed on analysing the relationship between violence and agricultural productivity and investments in the region using contextual analysis based on both primary and secondary data. The theoretical perspective that was adopted is the frustration aggression theory which states that people will always resort to violence/aggression whenever they are excessively frustrated. This theory was therefore employed to understand causes of the problem of violent conflict in the North East. It wasRead MoreEssay on Personality1466 Words   |  6 Pagesother aspects because I believe behavior determines human personality and is very interesting. You can tell what one is by his behavior, and one behaves according to what place he has in society. By doing this paper on Behavior, I hope to get a better understanding of, if behavior develops a personality or if personality guides behavior. I also see behaviorism helpi ng me in the future with my personal and professional career by understanding human personality and behavior better than I do. No matter

John Marshall Free Essays

John Marshall, whose most notable political role of Chief Justice of the United States, played a major role in defining the American legal system, he was also known as one of the best Chief Justices that ever lived. For 34 years as Chief Justice, Marshall made significant contributions to the development of the U. S. We will write a custom essay sample on John Marshall or any similar topic only for you Order Now Constitution through his high profile Supreme Court cases, such as Marbury v. Madison, McCulloch v. Maryland, Cohen’s v. Virginia, and Gibbons v. Ogden. These Supreme Court cases and others were approaches to help bring more federal structure to the U. S. Constitution. Marshall’s thirst for political knowledge at an early age, his contribution the judicial system, and dedication to political reform make him one of the most influential figures in American history. Early Life John Marshall, one of fifteen children, was born on September 24, 1755 in a log cabin in rural Germantown, Virgina. His parents were Thomas and Mary Marshall, who had significant status among the citizens of Germantown. Although Marshall’s parents were not formally educated, they ensured their children had a good, quality education. Marshall was homeschooled and often supplemented his reading from books in George Washington’s library. Marshall’s father and George Washington worked together as surveyors and became close friends. Washington would later become one of Marshall’s greatest heroes. Desiring their son to become a lawyer, Thomas and Mary sent Marshall to William and Mary College where he spent several weeks listening to George Wythe’s lectures on law, which was Marshall’s only means of formal education. At the age of 25, Marshall left William and Mary College and pursued a lawyer’s position in Germantown, where he later met and married his wife of 49 years, Mary Willis Ambler. Together, they had ten children, with only six living to see adulthood (McGill, 2005). Chief Justice Chief Justice John Marshall served in the Supreme Court from 1801-1835. He was the fourth Chief Justice appointed by President John Adams (Smith, 1996). Marshall was known as one of the greatest chief justices in judicial history. While head of court, Marshall helped establish foundations for the Supreme Court and the constitutional supremacy. Alexander M. Bickel, a sophisticated, constitutional scholar stated that John Marshall was one of the greatest justices due to his decision in the Marbury v. Madison case. Although Marshall is known for many other cases throughout judicial history, including McCulloch v. Maryland, Cohen’s v. Virginia, and Gibbons v. Ogde, the high profile case, Marbury v. Madison, became one of Marshall’s most significant cases and one that established him as one of the greatest supreme court justices who ever lived (Wood, 1997). Marbury V. Madison In Marbury V. Madison, Marshall worked the Judiciary’s claim to apply the law of the constitution exactly the way that courts interpret common law and statues in their role of legal disputes. Marshall was instrumental in laying down the foundation for the rise of the Judiciary. Their goal was to make the Judiciary as one of the top three capital powers of the government. Marshall stated that the constitution was â€Å"a rule for the government of courts, as well as of his legislature†. As he made the issue known, judges could not ignore it. They were duty bound to enforce it by disallowing laws offensive to the constitution. At the time, many Americans had no trouble thinking of constitutions as law but not the kind of law that would be operated in the court system, but John Marshall stated towards the court system, by applying his methods of statutory interpretation to the constitution, he legalized it. He made it amenable to routine exposition and makes it happen. Marshall knew the Judiciary system would always be one of the weakest branches; its effectiveness depended on gaining the agreements of the legislative, executive branches, and of the people. The power that the Supreme Court would enjoy is the ability to persuade the people. Marshall was perfect for the job, and he greatly enhanced that power by his ability of persuasions. The American’s didn’t know anything about the constitution, but Marshall enhanced the knowledge pertaining to the constitution (Hobson, 2002). It is no doubt that John Marshall has made tremendous contributions to the judicial system. His thirst for knowledge at a young age and his political leadership has provided significant contributions to political society. It has been over two-hundred years since Marshall’s appointment; however, the Supreme Court still continues to honor him and his works. Marshall left a legacy that will be admired and written about by political generations to come. Through his works, Marshall helped define our country to what it is today as supported by political author, Jean Edward Smith who stated, â€Å"if George Washington found the country, John Marshall defined it† (Smith, 1996). How to cite John Marshall, Papers

The Search for Spiritual Identity in Adolescents free essay sample

It’s a puzzle with us trying to find the right fit, size and shape where the pieces will fit to make us whole. So we begin by growing, and developing, and learning and moving, and thinking and tasting, and touching and testing, and hugging and loving! We go through different stages of growth and growing, and learning and maturing and changing and aging and ultimately death. This writer believes we are searching for our spiritual identity. The NIV Bible says that the Lord God formed man from the dust of the ground and breathed into his nostrils the breath of life, and man became a living being. Man’s spiritual identity comes from God! Jesus was about twelve years old according to the NIV Bible when he began his quest for spiritual identity. Luke 2:49 reads: Why were you searching for me? he asked. Didnt you know I had to be in my Fathers house? After a female egg becomes fertilized by a male sperm it becomes a zygote. This living organism is a product of each parent’s chromosomes. This zygote begins a two week period of rapid cell division which eventually becomes an embryo. Eventually, this embryo will become a living being which was produced and created by its two parents. This child’s physical identity comes from his parents! I use the term parent’s very loosely because I am aware that his identity comes from his bloodline or his genes. I am making a point. By far the most provocative theory of identity development is Erik Erikson’s. It was Erikson who first understood how central questions about identity are to understanding adolescent development. Erikson’s fifth developmental stage (identity versus identity confusion) says during this time adolescents (between the ages of eleven to young adult hood) are faced with who they are, what they are all about and where they are going. Erikson framed the best of maturity in the ego identity of what he called the moral-ethical, spiritual human. This human is one with a horizontal, earthly identity and a vertical, transcendent identity, meaning an identity both religious and spiritual that embraces non-physical manifestation. As adolescents search for their spiritual identity researchers have found that various aspects of religion are linked to positive outcomes in adolescents. Religion has been proven to play a role in adolescent’s health and whether or not they engage in problem behaviors (Cotton amp; others, 2006). For example, in a recent national random sample of 2000 11-18 year olds, those who were higher in religiosity were less likely to smoke, drink alcohol, use marijuana, not be truant in school, not engage in delinquent behavior and not be depressed as compared to their counterparts with lower religiosity (Sinha, Cnaan, amp; Gelles, 2006). The initiator of the Baha†i movement, Baha†Ã¢â‚¬ u â€Å"llah in 1863 believed that there were seven mystical stages to human development and he believed as does most Muslims today that human development is closely linked to religious development. He referred to those stages as â€Å"The Seven Valleys and the Four Valleys†. They are: * The Valley of Search * The Valley of Love * The Valley of Knowledge * The Valley of Unity * The Valley of Contentment * The Valley of Wonderment * The Valley of the True Poverty and Absolute Nothingness He believed that one has not truly developed unless he has entered in or experienced each of hese stages. During my years of adolescence I was considered somewhat of a spoiled child. My mother sent me to a modeling school to become a trained runway model. By the time I was 13 I have performed in more than 100 different fashion shows in and around Michigan, Illinois and New York. Needless to say my environment consisted of my peers b eing much older than myself. I was constantly traveling and partying and dating older men. When I would return home I would become angry with my mother because she forced me to attend church. Church was always the center of our home. My mother was the secretary at our church for over forty years so we were always there. It seemed as if we were preparing our clothes for church 7 days in advance. So I ravished the opportunity to be out of town or on a modeling assignment on Sundays. When were taught to pray daily, morning, noon and night. My mother always told us the story of Daniel in the bible who prayed three times a day every day. And that is what she expected of us. I was a typical teenager who thought it was a waste of time. By the time I was 16 years old I became pregnant. My worst nightmare had come true. I remember my mother telling us that we should always pray. I began to pray daily asking God to show me how to tell my mother that I had ruined my life. I can almost remember the calm that would come over me whenever I was in prayer. Soon I realized that if God could listen to me and love me and allow that peace to come over me that there really was a God, an everlasting father and a true friend. I got the courage to talk to my mother and tell her how sorry I was and confess to God about the things that I had done knowing that they were not His will. This was the beginning of my transformation. My search had just begun. This began to give me answers to all of my seeking and questioning of myself, my world, my purpose. This bought purpose and stability into my life. Today I can say that I am a Minister of the Gospel and I do not believe I would be where I am not had not I gone through the experience of searching, seeking and finding during my adolescent and young adult years. This is just my story, no theory, just the facts. As man seeks and searches for his spiritual identity his mortality also surfaces. The NIV Bible allows us a peek into ourselves in I Corinthians 13:12, for now we see only a reflection as in a mirror; then we shall see face to face. Now I know in part; then I shall know fully, even as I am fully. As we are seeking to understand adolescent behavior we must remember that they are seeking and searching for who they are and whose they are. During this search they shall encounter experiences that they may not understand, they may even become people that you don’t understand, but with patience, love, guidance, education and prayer you can help them become the person they are looking for and want to become. Sometimes we as parents forget that our children not only need to be educated in the ways of the world and how to become successful healthy, productive adults but they also need to be taught about their spirit man. That part of them they cannot see but they can project in their life style. The part of them that no one else can even know or understand. The loving giving life that was breathed into them by the lover of their soul. The concept of a higher being. The ability to know and to understand that they have to answer to someone greater than themselves. The knowledge of understanding that life does not just revolve around them. This seeking and searching has a beginning but should never have an end. James Fowler believed that one had to go through 6 stages of Faith in order to find their own spiritual identity. | Stage| Description| Simplified version by M. Scott Peck| Stage 1| Intuitive-Projective| This is the stage of preschool children in which fantasy and reality often get mixed together. However, during this stage, our most basic ideas about God are usually picked up from our parents and/or society. | I. Chaotic-Antisocial| People stuck at this stage are usually self-centered and often find themselves in trouble due to their unprincipled living. If they do end up converting to the next stage, it often occurs in a very dramatic way. | Stage 2| Mythic-Literal| When children become school-age, they start understanding the world in more logical ways. They generally accept the stories told to them by their faith community but tend to understand them in very literal ways. [A few people remain in this stage through adulthood. ]| | | Stage 3| Synthetic-Conventional| Most people move on to this stage as teenagers. At this point, their life has grown to include several different social circles and there is a need to pull it all together. When this happens, a person usually adopts some sort of all-encompassing belief system. However, at this stage, people tend to have a hard time seeing outside their box and dont recognize that they are inside a belief system. At this stage, authority is usually placed in individuals or groups that represent ones beliefs. [This is the stage in which many people remain. ]| II. Formal-Institutional| At this stage people rely on some sort of institution (such as a church) to give them stability. They become attached to the forms of their religion and get extremely upset when these are called into question. Stage 4| Individuative-Reflective| This is the tough stage, often begun in young adulthood, when people start seeing outside the box and realizing that there are other boxes. They begin to critically examine their beliefs on their own and often become disillusioned with their former faith. Ironically, the Stage 3 people usually think that Stage 4 people have become backsliders when in reality they have actually moved forward. | III. Skeptic-Individual| Those who break out of the previous stage usually do so when they start seriously questioning things on their own. A lot of the time, this stage ends up being very non-religious and some people stay in it permanently| Stage 5| Conjunctive Faith| It is rare for people to reach this stage before mid-life. This is the point when people begin to realize the limits of logic and start to accept the paradoxes in life. They begin to see life as a mystery and often return to sacred stories and symbols but this time without being stuck in a theological box. | IV. Mystical-Communal| People who reach this stage start to realize that there is truth to be found in both the previous two stages and that life can be paradoxical and full of mystery.

Preparing For Death And Dying Essays - Emotions, Grief,

Preparing For Death And Dying Often times, people feel uncomfortable talking to and interacting with a person who is dying. This is at least partly because we have no way to understand their perspective and what they are experiencing mentally, emotionally, and spiritually. Approaches to the dying process can help us become more comfortable by increasing our understanding and adding insight into the perspective of the dying person. I think hope is an important aspect of all stages. A person's hope can help them through difficult times. Adults have more fears about death than do children. They fear pain and suffering, dying alone, and invasion of privacy. They also fear loneliness and being separated from family and loved ones. The five stages of death have been identified as denial, anger, bargaining, depression, and acceptance. The first stage is denial. During denial, persons refuse to believe they are dying. No, not me is a common response. The person believes a mistake has been made. Information about the illness or injury is not heard. The person cannot deal with any problem or decision related to the illness or injury. This stage can last a few hours, days, or much longer. Some people are still in the stage of denial at the time of death. The second stage is anger. The person thinks Why me? People behave with anger and rage. They envy and resent those who have life and health. Family, friends, and the health care team usually are the targets of their anger. They blame others. They find fault with those who are loved and needed the most. Anger is a normal and healthy reaction. Do not take a person's anger personally. The third stage is bargaining. The person now says, Why me, but .... There is bargaining with God for more time. Promises are made in exchange for more time. They may want to see a child marry, see a grandchild, have one more Christmas, or live to see an important event. Usually more promises are made as they make just one more request. This stage may not be obvious. Bargaining usually is private and on a spiritual level. The fourth stage is depression. The person thinks, Why, me. The person is very sad. There is mourning over things that have been lost and the loss of future life. The person may cry or say little. Sometimes, the person talks about people and things that will be left behind. The fifth and final stage of dying is acceptance of death. The person is calm and at peace. The person has said what needs to be said. Unfinished business is completed. The person is ready to accept death. A person may be in this stage for many months or years. Reaching acceptance does not mean death is near. Dying people do not always go through all five stages. A person may never get beyond a certain stage. Some move back and forth between stages. Some people are in one stage until death. Dying may take a few minutes, hours, days, or weeks. There is a general slowing of body processes, weakness, and changes in the level of consciousness. The family is going to go through a hard time. It may be very hard to find words to comfort them. You can show your feelings to the family by being available, courteous, and considerate. I've always been scared of dying. With that brought a fascination. I am always curious and intrigued when it comes to dying or thought of what lies ahead. I believe that one of the reasons why I decided to go into the nursing field, not because of death but the feeling of helping patients that are scared and are going through the dying process. Just being able to comfort them and help them can be very rewarding. Psychology

Accommodations for Students With Special Needs

Accommodations for Students With Special Needs Rarely are there specific lesson plans for special education. Teachers take existing lesson plans and provide either accommodations or modifications to enable the student with special needs to have optimum success. This tip sheet will focus on four areas where one can make special accommodations to support special needs students in the inclusive classroom. Those four areas include: 1.) Instructional Materials 2.) Vocabulary 2.) Lesson Content 4.) Assessment Instructional Materials Are the materials you select for the instruction conducive to meeting the child(ren) with special needs?Can they see, hear, or touch the materials to maximize learning?Are the instructional materials selected with all of the students in mind?What are your visuals and are they appropriate for all?What will you use to demonstrate or simulate the learning concept?What other hands-on materials can you use to ensure that the students with needs will understand learning concepts?If you are using overheads, are there extra copies for students who need to see it closer or have it repeated?Does the student have a peer that will help? Vocabulary Do the students understand the vocabulary necessary for the specific concept you are going to teach?Is there a need to focus first on the vocabulary prior to starting the lesson?How will you introduce the new vocabulary to the students?What will your overview look like?How will your overview engage the students? Lesson Content Does your lesson focus completely on the content, does what the students do extend or lead them to new learning? (Wordsearch activities rarely lead to any learning)What will ensure that the students are engaged?What type of review will be necessary?How will you ensure that students are understanding?Have you built in time for a breakout or change in activity?Many children have difficulty sustaining attention for lengthy periods of time. Have you maximized assistive technology where appropriate for specific students?Do the students have an element in choice for the learning activities?Have you addressed the multiple learning styles?Do you need to teach the student specific learning skills for the lesson? (How to stay on task, how to keep organized, how to get help when stuck etc).What strategies are in place to help re-focus the child, continue to build self-esteem and prevent the child from being overwhelmed? Assessment Do you have alternate means of assessment for students with special needs (word processors, oral or taped feedback)?Do they have a longer timeline?Have you provided checklists, graphic organizers, or/and outlines?Does the child have reduced quantities? In Summary Overall, this may seem like a lot of questions to ask yourself to ensure that all students have maximized learning opportunities. However, once you get into the habit of this type of reflection as you plan each learning experience, you will soon be a pro at ensuring the inclusional classroom works as best as it can to meet your diverse group of students. Always remember that no two students learn the same, be patient, and continue to differentiate both instruction and assessment as much as possible.

Taxation Essay Example | Topics and Well Written Essays - 1500 words - 5

Taxation - Essay Example A good example is the when the tax revenue collected is allocated towards paying for government services such as the police, the military and the government administration. Taxes are also collected for purposes of subsidizing the needs of its citizens such as the subsidization of a staple food or education. Taxation carries the weight of bearing the load of administration as well as providing its citizens a chance to run their country. As taxpayers many people are given the opportunity over voting rights as well as social security and welfare in times of hardship. Consumption Tax: It is a system whose tax base is consumption. This includes the goods bought by an individual. The most common is the VAT (Value Added Tax) and is added already on all legal goods that are being purchased. Excises: Excise does not depend on the quality of the object rather, based on quantity amount of tax payable is calculated. It modifies the consumption pattern of user. If excise in alcohol is made higher then, rate of alcohol consumption will definitely come down. Income Tax: Tax imposed on financial income of the person is known as income tax. Income taxes are also inclusive of the profits of a business if the individual is self-employed. This tax is inclusive of a person’s savings in correlation to the amount of money that has been saved. Poll Tax: Poll tax is the fixed amount of tax that is levied to each and every individual irrespective of his/her financial strength. Though they are cheap and easily manageable but, it has one basic drawback: Poorer people need to pay higher proportion than rich persons. Property Tax: Individuals who own property are required to pay a certain amount of tax. Inheritance taxes, Stamp Duties and a tax on gifts that you have made seven years before an individuals’ death. This tax is also inclusive of all the properties a UK citizen has overseas whether or not money is brought into the

Managerial Decision Making SA Case Study Example | Topics and Well Written Essays - 250 words

Managerial Decision Making SA - Case Study Example This plays a great role in reducing loses that might emanate from negative impacts. Communication is the key towards making rational decisions as different individuals are able to view a certain situation in different perspective an aspect that makes it easy to understand the weaknesses associated with making a specific decision (Bazerman & Moore 2013). The main aim of making critical decisions in business is to maximize profits and minimize risks. As a result, it’s important not to make quick decisions which are not well thought of as this might leave loopholes for the competitors to use against the business or organizations (Bazerman & Moore 2013). In conclusion, I believe that the model can be used in making decisions but other aspects should be incorporated because every challenge that faces an organization is unique in nature. As a result, this can be used as a platform for making decisions but other models should also be taken into

Machiavelli the Prince Essay Example | Topics and Well Written Essays - 2000 words

Machiavelli the Prince - Essay Example The people’s favor plays a chief responsibility in ensuring that princes remain in control of the realm. The kingdom, therefore, offers a lot of challenges to princes in order to stay in power since lack of community hold up leads to kingdom loss to preferred princes (Machiavelli 43). In regard to this problem, Machiavellian has proposed various ways in which princes and leaders in general should adopt to linger in power. The methods presented by the author are served to keep citizen support at all times both for the earlier leaders and leaders of today and tomorrow. However, despite the teaching of these methods in education institutions, most of the methods only apply for the case of the prince. The methods are specifically designed as tools for the prince’s selfish welfare. In the book, the author presents the question, and responses have been developed to criticize the thinker’s position, through various accounts presented by comparing it to the dangerous app roach of elitism. Presented Question The question presented by the thinker does not gyrate about what makes human good but rather what makes a compelling prince. The question has been perfectly answered by the writer through the application of the thinker ideologies. The ideologies are the methods that the thinker presents to the prince in an attempt to ensure the public remain on his side. The prince through the thinker must come up with stratagem to ensure loyalty from the masses, to keep the large population on his side. The issue brought about is that the prince has no regard for the human morality rather he cares more about retention of his realm. Critical Response The ideologies presented by Machiavelli can be regarded to be purely scientific. Machiavelli utilizes the classification system in which he treats kingdoms as the different species that have been prearranged into a political nomenclature. Machiavelli also provides suitable historical examples to back up his claims. H e exhibits his clear knowledge of past chronological events and develops the whole story through a clear argument. The prince has to uphold influence in his kingdom, and this necessitates the installation of fear into the citizens through various strict rules. However, while still maintaining power, the head has to take into thought the implications of the strict measures. The price has to install fear into the populace while still preventing an unnecessary cruelty since unnecessary cruelty may work against him. The prince has, therefore, to balance between cruelty and installation of fear as well as show respect to his subjects to prevent any unnecessary rivalries. The matter presented through the analysis, brings into light the idea that Machiavelli observes modest value in love, as well as the loyalty, that it might acquire from the populace. Machiavelli has the feeling that rulers have the obligation of making their citizens aware of their authority or powers (Machiavelli 38). T he author provides that competent princes have to establish themselves in their individual control of their realm instead of concentrating on other leaders. The author adds that the princes have to attempt to steer clear of hatred through any means possible. According to these statements, the author conveys the message that the rulers have to stay compact although they ought not to invite hatred because

Methodology set of rituals

Methodology set of rituals Unfortunately method is sometimes reduced to incantations or a set of rituals which are applied to data. Because the research object is complex due to its multi-dimensional characteristics it is not susceptible to exhaustive coverage. Therefore, method itself should investigate at a conceptual level and not simply applied in a mechanistic way. The methodology applied in this project is therefore not a recipe for research practice. The research requires a qualitative methodology rather than a quantitative and it will draw upon non-positivist insights like phenomenology and post-structuralist. Again the analysis is not based on statistics but employs semiotics and analysis of discourse. Through data collection and the development and elaboration on the theoretical embedding the findings will gain reliability, validity, as well as the ability to generalise. To distinguish this approach from statistical sampling Glaser and Strauss (1967) have termed this theoretical sampling. Grounding theory on the basis of observation and recounting experiences either social experiences or work practices requires a: â€Å" process of data collection for generating theory whereby the analyst jointly collects, codes, and analyses his data and decides what data to collect next and where to find them, in order to develop his theory as it emerges. The emerging theory, whether substantive or formal controls this process of data collection. The initial decisions for theoretical collection of data are based only on a general sociological perspective and on a general subject or problem area † (Glaser and Strauss: 45). This requirement has impacted the decision for a qualitative methodology that leans towards institutional ethnography, associated with Dorothy E. Smith a social theorist from Canada. However, researching this project through institutional ethnography is primarily motivated by my views that objective knowledge used in the management of organisations does not pay tribute to the actual diverse circumstances of the lives of organisations members and is thus not open to the causes and consequences of the social problems perpetuated by these circumstances. By using institutional ethnography I envision, implicitly, a more just world where knowledge is distributed more equally, and where it can be used a challenging force of the existing power relations in an organisation (De Vault, 2008). This method contributes to a distributive justice agenda by turning peoples everyday lives into knowledge which seek to understand the existing power relations, and pointing to possible interventions in th ese relations. In answering the questions â€Å"how does this happen as it does? How are these relations organised† (Campbell Gregor, 2002, p. 7), institutional ethnography relies on the influence of social organisation literature the language theory of Bakhtin and critical theorists such as Marx and Foucault. The combination of the terms institutional and ethnography implies the need to move beyond local practices (Travers, 1996). It is an approach to empirical inquiry grounded by a materialist ontology the daily world of peoples actual activities drawing from ethnomethodology that examines how everyday life experience or professional practice, or policy making is socially organised (Devault and McCoy, 2001 p. 751), and its consequences in contemporary societies. Social organisation is understood as local practices tied into activities occurring across time and space to form extended sequences of action or what are called â€Å"trans-local† relations (McCoy, 1998). Institutions organise themselves formally by establish discourses of power and control which are disseminated through. These policies form the basis for further organisational documentation like contracts, accounting records, time sheets, job descriptions etc. Institutions develop conceptual practices:. These discursive, managerial, and professional forms of governance can be seen as the textual venues (such as legislation, management, administration etc.) where power is generated and perpetuated in society across multiple sites and are defined in institutional ethnography as ruling relations. Attempting to understand how the coordination of work processes, activities, and relations organised across space and time form part of the ruling apparatus in society (Grahame Grahame, 2000) institutional ethnography examines how textual sequences coordinate consciousness, actions, and ruling relations what Smith calls textually-mediated social organisation. Ruling relations are embedded in t hese textually-mediated social organisations, which make power less obvious to those being controlled. This notion of ruling relations draws on Marx and his conception of political economy arising from the activities of people (Smith, 1990: 94), but also on ethnomethodology, because it starts from the common-sense knowledge of people and how they talk about daily activities. It should be clear that institutional ethnography is not simply a methodology. Institutional ethnography is not a tool one can readily use at will without adopting the theoretical framework. Theory and orientation toward research are intricately entwined in institutional ethnography and cannot be divorced from one another. In summary the aim of institutional ethnography is not the discovery of ‘meaning or the description of social worlds as in traditional ethnography; the goal is to discover the forms of coordination and control that shape peoples everyday lives and thus to look at the concrete actions of individuals as they function in relation to an institution using an ethnographic method, but more interested in the political contexts than other qualitative approaches. The method takes into account the texts and discourses that make up social life, but is actually more grounded in fieldwork study of texts that are actually used than most forms of discourse analysis (Eastwood Devault 2001). So the research begins from the embodied experience of particular Citi staff and then set about systematically investigating the social and institutional determinants of that experience. In this way, the research produces knowledge for people, rather than about them, a kind of map of the work processes, dis courses and social practices that generate specific forms of inequality, marginalisation and subordination. The object of study in this research is not individual people or social groups but, rather, the social relations, especially institutional work processes and related modes of knowledge, that form the ground of Citi staffs lived experience, hence the almost perfect fit to apply institutional ethnography as the research approach, because one of the main purposes of institutional ethnography is to describe the coordination of the day to day activities in the organisation. The challenge is then to discover how ideology can be used to relate those activities to Citis institutional imperatives. This method enables the exploration of power and politics within Citi, producing insights unavailable using other research methods. The co-ordinating Citi staffs activities is being investigated through the use of institutional texts, with the aim to clarify how these are â€Å"hooked up† as Smith expresses it hierarchically and horizontally beyond Citis world. Using institutional ethnograp hy my study identifies the language of meritocracy as an area of experience or everyday practice, and explicates the institutional processes shaping that experience (Campbell Gregor 2002, p.59; DeVault McCoy 2001, p.755). Text Approaching text through institutional ethnography means deviating from the post-modern stance. It is not the discourse of the text that is the starting point nor is the focus on the subject who makes use of it. Contrary to post-modern approaches to social analysis that often treat texts as metaphors, the ‘body as text or ‘society as text; institutional ethnography investigates texts as active constituents of social relations. The idea of texts as constituents of organisations has been around in institutional theory for a long time: DiMaggio and Powell (1983) argued that texts allow organisations to standardise by modelling themselves after similar organisations, which are perceived as legitimate or efficient. For Taylor et al. (Taylor et al., 1996; Taylor and Van Every, 1993), actions in bureaucratic organisations are always text generating. Hasslebladh and Kallinikos (2000: 703) assert that â€Å"no organisation could support its status as a formal system without the arsenal of verbal and numerical techniques through which its goals and operations are described, organised and controlled†. More recently, Phillips et al. (2004: 635) have offered what they call a â€Å"discursive model of institutionalisation,† where â€Å"it is not action per se that provides the basis for institutionalisation but, rather, the texts that describe and communicate those actions. It is primarily through texts that information about actions is widely distributed and comes to influence the actions of others†. The same authors (ibid.: 641) write that â€Å"discourses provide the socially constituted, self-regulating mechanisms that enact institutions and shape the actions that lead to the production of more texts. Thus, the discursive realm acts as the background against which current actions occur—enabling some actions and constraining others†. Texts, in both their material and symbolic aspect form the bridge between the everyday/every night local actualities of our living and the ruling relations (Smith, 1999:7). The relations into whom the text and its discourses enter are investigated to discover the social activities that are generated. Symbolically, it is how text influences everyday life to co-ordinate social activities, how text constitutes social organisation. This will show the power of texts in everyday life (Smith, 1992: 93), and the importance of the physical texts to institutional organisation (Smith, 1984). Texts transport power in ideologies and practices across sites and among people. Since texts do not know boundaries, they are powerful tools in organising peoples activities, across organisations. (Smith, 1999: 80), standardising peoples activities into bureaucracies. The power of a text can be viewed similar to Foucaults (1967) explanation: â€Å"Power must be analysed as something, which circulates, or rather as something which only functions in the form of a chain. It is never localised here or there, never in anybodys hands, never appropriated as a commodity or piece of wealth. Power is employed and exercised through a net-like organisation. And not only do individuals circulate between its threads; they are always in the position of simultaneously undergoing and exercising power. They are not only its inert or consenting target; they are always the elements of articulation [italics added]. In other words, individuals are the vehicles of power, not its point of application.† (p. 234) Ruling relations The entry point of my inquiry is the standpoint of actual individuals located in the everyday world (Smith, 1987:159). Standpoint refers then to the location of an embodied subject in a specific local, historical setting. Although experience is the ground zero of my analysis it cannot be confined to the direct experience of the everyday world for it is organised by social relations not fully apparent in it nor contained in it (1987:92). According to a social organisation framework, social relations are systematic processes that control peoples lives through ruling relations â€Å"more or less mysteriously and outside a persons knowledge† (Campbell Gregor, 2002, p. 18; 2004, p. 18). Within this framework, social life is not chaotic but is purposefully organised to happen as it does. Power becomes critically important to evidence how ruling relations are transported through knowledge, experience, discourse, and institutions. Power of these ruling relations is investigated on an institutional level where Citi transposes what really happens to its staff into abstract categories. Conceptualising â€Å"what happens in a form that makes it administrablethese categories are embedded, for example in case reports, report cards, application forms, tickets, etc.† (Darville, 2002, p. 61). Smith conceives of institution as a complex of relations organised around a specific function such as law, health care, or education. This complex of relations forms part of the ruling apparatus in contemporary society. Rather than referring to a specific form of social organisation, institution refers to the coordination and intersection of an array of activities into a functional complex. The concept institution does not refer to entities in themselves but rather to the way in which they are interwoven around a particular function. To obtain data for this analysis, this project proceeds through three main phases of data collection: investigation of local experience through the Citi staffs individual standpoint, analysis of processes and social relations extending beyond Citi staffs experiential accounts, and establishing the interconnection between the local experience and the extended experience (Griffith Smith, 1990; Smith, 1987). Phase one examines the work activities (broadly defined) of Citi staff engaged in the progress of their daily lives with a view to analysing how that world is shaped by and maintains the institutional process. Bearing in mind that experiences or situations are not free-standing phase one data collection tries to discover the â€Å"material connections between what actually happens to participants in a research setting and what triggers those particular events† (Campbell Gregor, 2004, p. 70). While phase one brings the problem into view, phase two is an analysis of ideological procedures that are used to make the institutional work processes accountable. It is a way to â€Å"explicate how the local setting, including local understandings and explanations, are brought into being- so that informants can talk about their experiences as they do†((Campbell Gregor, 2004, p. 90). Important to this phase of data collection and analysis is the earlier mentioned notion that power is carried through the ideological constructs of texts. Analysis is about deriving particular meaning from the data as to their social construction across multiple settings. Bringing the other phases together phase three analyses how these work processes in a particular context are connected across time and place and as such operate as part of an extended set of social relations (Smith, 1987:160-161).

My Memories of the State Park Essays -- Personal Experience

When I think about my favorite childhood places to visit, one spot stands out above the rest. My parents took my family to the State Park every year on Columbus Day weekend. Cramped in a station wagon between my three other brothers in the back seat, I remember the car ride to seemingly take triple the amount of time it really took. The time that it took to get to the state park was always increased when my parents would stop for lunch at the half way point, something they did each and every time. I knew we were close when I saw a sign for the Mall. It was a very weathered sign on the side of an even more deteriorating barn that could not have been larger than a classroom. I always laughed to myself about this sign because even though the sign advertised the mall was four miles ahead, the lettering of â€Å"4 miles ahead† was in a text size that you could barely make out as a passenger in a car traveling fifty miles per hour. If you were not paying attention, you would mistake this element torn building as the actual mall and feel a slight pity for the poor town. Though, seeing this sign and feeling the pity was a small price to pay for nearly being at your favorite place on Earth and out of your cramped conveyance. Shortly after the sign, there are road signs for the State Park which lead you to a steep, winding mountain road. Going up this incline in an overstuffed, late model station wagon seemed like it took more time than the two hour car ride it took to get to it. Then, finally, a carved boulder on the right side of the road appeared and proclaimed â€Å"STATE PARK.† This rock always had special meaning to me. It was a massive stone that never shifted from where it settled probably several decades ago. Th... ...ss visitors great experiences and upon arrival to it, it will be your turn to have them. The State Park holds many other places that offer different sorts of ventures, but when you truly respect the land, the tiniest encounters often yield the largest rewards. When you forego visiting the popular tourist destinations and decide to make your own exploits, the possibility of experiencing true freedom is increased. Going to a crowded beachfront by the lake, waiting in lines for bathrooms or to buy worms for fishing has less potential for adventure than simply walking into the woods without so much as a destination. There, in the woods, you will forget for hours that you live in society. Shortly after that absence of thought, you will find yourself doing unexpected and fulfilling activities that will shape your mind and outlook on life for as long as you live.

A Million Little Pieces

Is James Frey the next Great American author? A Million Little Pieces is the supposed documentation of James Frey’s six week rehabilitation from alcohol addiction, when he was 23 years old.The graphic results caused by Frey’s complex, along with the deeply rooted relationship America has with alcoholism allowed this novel to become a best seller.   This is despite the fact that the majority of instances presented in this book to be actual occurrences are, in fact, fiction.The story follows James Frey’s struggle with addiction.   It begins with him in dire straights.   In this essay, I will prove and show why James Frey is a candidate for possibly being considered the greatest writer of the new generation.Frey wakes up on an airplane half dead with absolutely no recollection of how he got there.   With a hole in his cheek, his nose broken and barely able to walk, Frey’s family picking him up from the airport has absolutely no choice but to take him to rehab.   In rehab, Frey is forced to quit alcohol and drugs cold-turkey, which would be reasonably difficult for anyone in his assumed position.He claims to be addicted to practically every drug, on top of his addiction to alcohol; he claims to have an extensive criminal record, which makes it very clear to the reader that he was a self destructive youth. But, I personally feel some of his depictions are a bit over the top. The signature line from this book is, I am an Alcoholic and I am a Drug Addict and I am a Criminal.   This also seems to be more of a persona played out by the main character as apposed to an actual depiction of Frey himself.The fact that Frey has dental surgery without any anesthetics, and the idea that he gets into numerous fights with whomever crosses his path, these are all examples of how Frey tries to create a tough persona for himself.   As an epic hero, Frey serves well, but once it is discovered that his book is fictional, I think it becomes eve n more complex and actually makes a very saying statement about the author.I do commend Frey on his writing style.   It is very unpredictable and unique to him.   His linesThe fact that it is known that Frey fabricated the truth, and that the book is very loosely based on fact, it leaves very little room for sociological interpretations.   There are moments in Frey’s rehabilitation when he meets with other interesting addicts.He compares their addictions to his own, and in turn forms a rational perception of his own problem.   He eventually uses this new self perception for the purpose of his own rehabilitation.This is a very trying and uplifting moment for the reader, whether it is fictional or not.   The six week experience draws a lot of emotion out of Frey, and if you feel for the character you will embody these emotions along with him.   Frey’s realization about addiction is a sincere take that is universally true.

Gender and Politics essays

Gender and Politics essays An area of global politics and international relations has until recently been a place of great concern regarding gender issues. The sensitivity of gender related problems can easily be noticed when we try to analyze the processes which are happening in politics. The sphere of politics has been ignoring women as politically relevant subjects for a long period of time. During the last two decades, gender issues were penetrating into the political reality, influencing practice, theory and global consequences (Jackson and Sorensen, 1999). Great pressures have been present, which neither society nor politics could endure. The concept of gender has now days reached an admirable position on a scale of politically important agendas. Those levels could not even be perceived fifty or a hundred years ago. A great progress has been made, but many things still remain to be done. The basic presumption of the feminist theory of politics is that women are underprivileged and discriminated in politics as well as in society in general. Feminists agree that differences of sex are apparent, but are not enough to undermine womens capabilities to be equal. Sex differences have many layers of socially developed rolls, which feminists call gender rolls. Gender refers to socially learned behavior and expectations that distinguish between masculinity and femininity (Peterson and Runyan, 1993). Gender roles operate in their most powerful, enduring and hard-to-change ways inside households and families. All feminists agree upon a fact that the society favors masculine qualities over feminine ones. This systematic discrimination leads towards a gender hierarchy, which creates deep seeded instability and potential conflicts. Paterson and Runyan try to point out that politics and international relations are succeeding in concealing the position of women by d ifferent statistical indicators of development. The fact is that the pos...

Unhealthy Hospital Case Study Essays

Unhealthy Hospital Case Study Essays Unhealthy Hospital Case Study Essay Unhealthy Hospital Case Study Essay Blake Memorial Hospital in Marksville recently hired Bruce Reid as their new CEO. The hospital and its clinics are not generating enough income. The hospital’s costs is rising, the quality of care is declining and is not generating enough revenue to cover the expenses. Bruce Reid was given a $70 million budget to improve the financial health of Blake Memorial and improve the quality of healthcare services. He was allowed only less than a week to finalize the budget and present it to the board members. The most difficult issue Mr. Reid had to address was the losses being incurred by the hospital’s six off-site clinics. If he decides to close the clinics then that would help with preventing the loss of incomes. However, the hospital had a responsibility to serve the uninsured patients in the community in those clinics. Closing the clinics would also anger the city Mayor who supported the hospital when it first decided to open them. The Mayor even threatened to have Blake Memorial’s tax records reviewed if the clinics are closed. In this situation Bruce Reid needs to utilize his strategic management skills to come with a solution to the daunting problem at hand. Bruce Reid needs to convince the board members that the clinics needs to stay open and serve the low income population in the community. At the same time he needs to come up with a plan to make the clinics more profitable for Blake Memorial. The best strategic plan is to present a plan that is long range and focuses in the budget for the next few years. Currently the offsite clinics are losing money and they are also the cause of the funds being diverted away from the hospital’s in-house services. Te best option for Mr. Reid is to start with making a plan for the short term problems such as the problems with the clinics. He should invest some of the money from the budget and upgrade the clinics. By upgrading the clinics the members of the community will feel more confident to acquire service from those clinics for their health care issues instead of going to other clinics in town. It will attract more low income patients as well as paying patients who help generate income for the hospital. A portion of the budget should be invested in technology that help determine the eligibility of the patient’s insurance and process the billing to ensure payment. In  order to attract privately insured patients the clinics needs to improve the quality of care and become more efficient in their services. Finally, he should move the hospital’s outpatient services to the clinics so it helps generate more income and also allows the hospital to provide better efficient and quality in-patient services. This move will also help increase the inpatient referrals to the hospitals from the clinics and Blake Memorial will be able to create a healthcare network of their own, a first in the community of Marksville. It is also important for Bruce Reid to create a good relationship with all the internal and external stakeholders on Blake Memorial. One such stakeholder is Commissioner of Health Services of Marksville, Clara Bryant. Also Dr, Susan Russell who is the director of clinics if Blake Memorial. Both of these women want to promote the clinics and improve the services to the low income families of the community. Keeping the clinics open will further help Blake Memorial to campaign for more funding from the community with the help of these women and the Mayor of Marksville.

Profits hit by rate rises Essay Example | Topics and Well Written Essays - 500 words

Profits hit by rate rises - Essay Example The increase in the accumulation of inventories however reduces the GDP as firms tend to avoid the "overhang of unsold inventories" as mentioned in the article. As real GDP converges to equilibrium i.e. aggregate planned expenditure starts to match real GDP, than the inventories of the firm start to draw down. If we take the scenario where inventories start to accumulate, a drift towards equilibrium would suggest that the planned expenditure exceeds real GDP hence in order to adjust the planned expenditure in line with the real GDP, inventories will start to reduce As discussed above, there are two components of aggregate expenditure i.e. autonomous expenditure and induced expenditures. Autonomous, investments, exports expenditure include government spending as well as autonomous consumption. The induced expenditure most involves private consumption including imports, savings, consumer expenditure etc. The autonomous expenditure does not vary with the changes in the real GDP therefore there is a very little impact of interest rises on this type of expenditure in short run. However, induced expenditure gets affected by the series of rises in interest rates.

Clinical biochemistry and advanced assessment in nutrition Assignment

Clinical biochemistry and advanced assessment in nutrition - Assignment Example Structurally and functionally, pyruvate dehydrogenase complex is closely related to oxoglutarate dehydrogenase. On the other hand, branched –chain ketoacid dehydrogenease complex (BCKDC) is another critically significant enzyme complex that plays a critical role in the normal breakwdown of amino acids by catalyzing the oxidative decarboxylation of the branched short chain alpha ketoacids. In terms of their functionality, one of the most important similarities between the two enzymes is that just like the Pyruvate dehydrogenase complex, (BCKDC) is also an intermitochondiarial enzyme complex that is primarily regulated by covalent modification. Additionally, much like Pyruvate dehydrogenase complex (PDC), the branched –chain ketoacid dehydrogenease complex (BCKDC) is also comprised of the three components namely the oxoglutarate dehydrogenase, dihydrolipolyl succinytransferase and dihydrolipoyl dehydrogenase. With regard to the differences between the two enzyme complexes , the deficiency of the Pyruvate dehydrogenase complex is normally caused by mutations in any of the cofactors or enzymes and the main clinical finding is usually lactic acidosis. However, unlike PDC, branched –chain ketoacid dehydrogenease complex is primarily concerned with the catabolism of branched amino acids such as valine, luecine and isoleucine. As a result, the deficiency of branched –chain ketoacid dehydrogenease complex is normally associated with the development of maple syrup urine disease as well as a number of other related medical problems. Accumulation for branched chain keto-acids is widely believed to be one of the potential causes of neurological features of MSUD through the induction of oxidative stress in the glioma cells. Lastly, when there is insufficient activity of Pyruvate dehydrogenase complex, the organic acids that are usually elevated is primarily lactic acid while the insufficient activity of branched –chain ketoacid dehydrogeneas e complex normally result in the elevation of three organic acids namely: 2-oxoisocaproic acid derived from leucine, 2-oxoisovaleric acid derived from valine and 2-oxo-3-methylvaleric acid derived from isoleucine. How Peroxisomes are activated (PPAR system Fatty acid oxidation is an important metabolic pathway that normally results in the mitochondrial breakdown of long chain acyl-CoA to acetyl-CoA. The many steps involved in the process are generally regulated by PPARs at the transcriptional level. Peroxizomes usually work by proliferating or decreasing in response to lipids, toxicants, hormones or drugs that bind to bind to PPAR. On the other hand, the activation of peroxizomes is achieved when the PPAR suppress the gene transcription through small additions of dietary PUEFAs. Fig 1: Oxidation of fatty acids pathway How does biotin relate to multiple carboxylase deficiency (MCD)? What are the symptoms and organic acid markers of biotin deficiency? Biotin is an important B-complex vitamin that is primarily obtained from food, but is also synthesized by certain microorganisms such as bifidobacteria in the human gut. Biotin is closely relate with multiple carboxylase deficiency (MCD) in that the heritable disorders of biotin metabolism usually lead to MCD condition that is characterized by deficiency in the activities of various diotin

W3 Asign2 Strategy Map & Balanced Score Card Essay

W3 Asign2 Strategy Map & Balanced Score Card - Essay Example (Cokins, G., 2013) Using these two tools, this paper will attempt to identify the KPIs for Rotor-Rooter, a plumbing company that is based and provides services primarily in the United States. It was difficult to identify the KPIs for Roto-Rooter because aside from company-owned operations in the United States they also have independent contractors and independent franchises locally and internationally. (Roto-Rooter, 2014) Since the writer is of the belief that the independent contractors and franchises should probably have their own KPIs, this paper will focus on the performance of the company-owned branches. As mentioned earlier, this tool presents the objectives and KPIs needed to meet those company goals. For this company, the key indicators of performance start with, under Learning Growth, enhance technical skills for all Level 1 employees and improve managerial & administrative skills for Level 2 employees. I think these are important because Rotor-Rooter’s business requires its employees at these levels to practice technical skills to complete their work and organizational skills and management skills to coordinate with their many branches, franchises and contractors, respectively. For the Learning Process stage, the KPIs are to implement training programs for current and new employees and to implement management training programs to meet the objectives at the first level of the map. For the Customer Level, the KPIs are to attain customer retention at 100%, to continue providing quality service, and to provide after sales service. Finally at the Financial Stage, the KPIs are to increase revenue and to increase productivity. A balanced scorecard contains individual KPIs with a predefined target measure, and KPIs that are project-based and process-based. (Cokins, G., 2012) For Roto-Rooter, the balanced scorecard will show, as KPIs for the managers and employees, target outputs with

The history of soap operas Essay Example for Free

The history of soap operas Essay Media informs our lives everyday it is a big part in all our life, people watch TV programmes and take it as a new life style or religion, like pop idol and the world cup they generate discussion. Soap Operas use a lot of stereo and TV devices to get the message across to people e. g. if a character makes a joke then they will use a stereo device called canned laughter (audience laughing). Soap Operas usually depend on strong or true story lines. Soaps like Coronation St use around 14 writers on the scripts, also when they write a script there are normally 3 story line writer programme historians, they also try to make sure things like characters family details are consist. In this essay I will be writing about the history of soap operas. Soaps started in America, they use to take their names from the American radios. Companies who made soap powders originally sponsored them. Today they prefer to call soap operas serial dramas. Producers thought that calling serial dramas, soap operas gave them a negative reputation in that they do not sound like serious dramas. Coronation St was first shown in December 1960. In the beginning a pilot of 13 episodes was made by Granada television at that time it was a fairly new TV production company. These TV programs were only shown in the north-west England on Monday and Friday evenings. In May 1961 Coronation St taken by the network, which meant it, was shown all over national television. On Friday evenings in the early days transmission was live. Therefore if actors got their line wrong or they forgot it they had no second chance. The Monday soap episode was screened straight after the live transmission. After that the TV programmes was an instant successes to television, the two episodes that were on a week quickly became one of the most popular TV programmes on the ITV network. This was despite the fact that many critics thought that a story based in everyday northern working class lives, might be too depressing for public. Characteristics of the Street An example of a genre known as a kitchen sink drama is Coronation St, it is normally shown four times a week. A kitchen sink drama is a film or a play with a domestic setting, which is mainly about the lives of ordinary people. During the 1960s many of the films and plays made by the British cinema industry took ordinary working class life as their theme or script. For example, a kind of loving Saturday nights and on Sunday mornings, Billy Lair and the sporting fun life where films that were set in the popular northern towns, which featured and played lives of ordinary people Many people feel that the real attraction of life on the street is that it is character based, this means it mainly relies on strong and confident characters, whom the audience can identify or recognise, than on dealing with issues. This is fairly true about female characters. Since Tony Warren created the series, it has traditionally been centred or focused on women to be strong and out going, forceful personalities. Coronation St is the worlds longest running television drama serial. It also transmitted in Canada, Australia, New Zealand and other parts of Europe, however it is a world away from US soaps such as Days Of Our Lives and Bold and The Beautiful. The soap was written from characters view point rather than taken by other soaps Harry Elton producer told Tony Warren to write about something he knew and understood and Tony Warren was given 24 hours to come up with something that would take Britain by storm and it was the first episode of Coronation Street. Coronation St went into production with twelve episodes then thirteen, if the programme was not a success the street would be bulldozed. After the great success of Coronation St other soaps were created but the second most popular soap was Eastenders. People think that Eastenders deals with more serial drama life wife beating, drugs prostitution and sex. Eastenders was created in the 1980s. Conclusion Eastenders and Coronation Street have been a great success in Europe and other countries in the world, characters have become famous and a household name although not famous in every country who do not get presented these soaps. This brings my essay to a conclusion and I have discovered that media is a big part in peoples lives, media is a piece of history and the future.

Remuneration Strategies and Employee Turnover

Remuneration Strategies and Employee Turnover COMPARATIVE STUDY ON THE REMUNERATION STRATEGIES AND EMPLOYEE TURNOVER BETWEEN PRIVATE AND PUBLIC INSTITUTIONS: A SURVEY OF PUBLIC AND PRIVATE UNIVERSITIES IN NAIROBI COUNTY Background of the study Public sector employment accounts for a significant portion of wage employment in developing countries (Mizala, et al.,2011; Ramoni-Perazzi and Bellante, 2007). The ability to attract and retain highly skilled personnel is a major challenge in increasing government capacity to produce and implement good policies, including wage determination policy. In employment, a major debate revolves around public-private sector wage differentials that are significant for attracting and retaining talent. Wage determination processes within the two sectors are distinct and (have the potential to) give rise to differentials in pay rewards between comparable worker categories (Hyder and Reilly, 2005; Skyt Nielsen and Rosholm, 2001; Van der Gaag and Vijverberg, 1988). While surveys from developed countries show that public sector wages are on average higher than those in the private sector, evidence from developing countries is often limited or entirely lacking. The general perception is that employees in the private sector, particularly the highly skilled ones, earn much higher salaries than their public sector counterparts. The former tend to negotiate for higher salaries whenever they move from the public to the private sector. These perceptions do not, however, take into consideration the fact that although salaries in the public sector may be lower, the total compensation package may include transactional and relational returns, which are not available in the private sector. The higher packages to private or public sector workers are likely to introduce wage distortions and disparities in public-private sector wage employment, while leading to low morale and output in the affected sector. Statement of the problem A recent survey by KIPPRA (2013) indicated that the general public sector pays slightly higher than the private sector when comparing basic salary and allowances. However, the private sector pays a higher basic salary. Further, there is a large vertical wage inequality in both the public and private sector between the lowest and highest cadres. These wage differentials have caused a distortion in the wage economy, defying the principles of wage determination. The report indicates that education and experience are no longer major considerations in wage determination. Moreover, the current employment policy seems inadequate in addressing issues around wage differentials within the public sector and between public and private sectors. The report further reveals that there is a positive correlation between wage differential and the cost of labour, as the higher the wage differential the greater the likelihood for agitation for higher wages. The report also shows that basic salaries alone are not a sufficient motivator for retaining employees. Incentives and allowances play a significant role in ensuring employee retention within the public sector. Non-monetary incentives such as working environment, challenging assignments, job security and flexible working hours have contributed to high employee motivation. In addition, motivation is upped due to the wide range of allowances available to the employee in the public sector. In most cases, the proportion of allowances accounts for at least 50% of the total take home pay across the public serve Due to lack of an explicit Kenyan policy on wage determination, distortions exist between employees bearing similar qualifications, experience and levels of competence. According to work done by the Institute of Economic Affairs (2006), there are substantial differences in the remuneration of individual public sector workers across different departments and institutions. A comparison of wages in the public sector – across the central government, the Judiciary, Parliament, Local Authorities, Disciplined Forces, and State Corporations – shows that the basic pay in central government is substantially lower for the same educational qualifications, experience and ability. urther, the study notes that there are discrepancies across the operational pay scales. Despite the overall implications of wage differentials, limited studies have been undertaken in the recent past to establish whether the remunerations strategies differ between public and private in Kenya, the nature and size of their distorttionary effects, and how their influence employee turnover level . Specific objectives To explore various remuneration strategies employed in both private and public institutions To establish the turnover rate in both private and public institutions To determine the effect of remuneration strategies on turnover rate in both private and public institutions To establish the effect of employees remuneration satisfaction level on turnover rate To determine the Reasons For and Significance of the Study The performance of the public sector workers in Kenya has been a major concern to the Kenyan people. It has been characterized by low work performance and poor service delivery. The problem indicators include: absenteeism from work, lateness, corruption, theft, a high rate of complaints, low quality work output and high turn-over of professional staff. There is need therefore to undertake research aimed at developing renumeration strategies for motivating the public sector workers in Kenya. The main objective of this research study will be to develop strategies for enhancing staff retention in order to improve the work performance of the public sector workers. Opiyo (2004, p. 18) observes that the public service wage bill is 9.6 per cent of the GDP. He states that any further increase in the wage bill could lead to negative economic consequences, such as the rise in inflation rates and general increase in price levels of goods and services. The government therefore is not in a positi on to spend more money in salary increases to enhance motivation. This is because at the moment the government has no resources to offer salary increase and any further increases (as indicated above) will cause negative economic impact. Therefore, a strategy that will assist in enhancing motivation of employees in the public sector without spending more resources becomes even more appealing. Methodologies Study Area The research will be carried out in Nairobi. As the capital city of Kenya Research design This study will adopt a comparative research design. A comparative study will enable the researcher to assess the difference that exists on remuneration strategies between in private universities and those used in public universities to gain competitive advantage (Orodho, 2003). Target Population The main target unit for analysis of the study will be both teaching and non-teaching staff and human resources top management officials of the selected universities. The non-teaching staff and other staff will serve as key informants to provide more information in regard to the remunerations strategies employed in their institutions to retain employees Sampling Design and Procedure The study will employ stratified, simple and purposive sampling technique to select a private university and a public university and teaching and non teaching staff respectively. Data Types and Sources This research study will be conducted using two sources of data; primary and secondary data Primary Data Primary data will be collected by conducting interviews with the senior administrative staff and HR staff respectively. On the other hand, questionnaires will be issued to the non-teaching and teaching staff . Secondary Data Secondary data will be gathered from a variety of sources including analysis of case studies, reviewing websites, books, journals, and brochures of universities Data Collection Instruments The researcher will use questionnaires and interviews as the main instruments for collecting data. Validity and Reliability Validity and Reliability It will be done through piloting of instruments to improve their efficiency in data collection. The researcher will issue 30 questionnaires to a university other than the ones selected for the study. Reliability, which entails the accuracy and precision of the measurement procedure, will be carried out using the cronbach’s alpha test, whereby a coefficient of 0.7 will indicate reliability of the questionnaire. Cronbachs alpha is widely believed to indirectly indicate the degree to which a set of items measures a single uni-dimensional latent construct. Cronbachs alpha generally increases as the inter-correlations among test items increase, and is thus known as aninternal consistencyestimate of reliability of test scores. Because inter-correlations among test items are maximized when all items measure the same construct, that is, the higher the coefficients, the better the measuring instrument (Zinbarg et al., 2005). Data Analysis The data that will be collected will be analyzed using descriptive and inferential statistics with the help of statistical package of social sciences (SPSS) and Microsoft Excel package too. Descriptive statistics include frequencies, percentages, pie charts and graphs, which will enable the researcher to meaningfully describe distribution of measurements using a few indices or statistics. Inferential statistics will be important in determining the nature and magnitude of the relationship between the marketing strategies used in public university and private university for competitive advantage. The researcher will calculate a co-relation co-efficient (r) using pearson’s corelation co-efficient method, whereby a coefficient of more than +1 will indicate a positive relationship between marketing strategies and competitive advantage. A coefficient (r) of 0 will indicate no relationship, and a coefficient (r ) of -1 will indicate negative relationship between the variables being tested.

Work And Play :: essays research papers

In society, there are usually two main groups when associated with their mentality towards work. But is there a distinction between work, play, and creative expressions? Art is anything that requires creation or imagination. An artist, a writer, or a pianist probably enjoys what they do for a living because they have that talent to make that happen for them in their career. You can say that an artist will never retire because they have that passion and dedication to draw even when they get old. Sad to say, most people who do retire probably never liked their job or what they did for a living. Otherwise, why retire to something you love so dearly?   Ã‚  Ã‚  Ã‚  Ã‚  Ã¢â‚¬Å"Living to Work†, by Dorothy L. Sayers examines two classifications of people and their work. One group looks to work as a dreaded necessity, while the other group looks at their work as an opportunity for enjoyment and self-fulfillment. Altogether, their values, interests, and hard work all come down to money. For many, a â€Å"successful† worker is one who makes the most income and achieves the most fame. When it comes to interviews, the main questions are wages and hours. These people often fail to consider if the work is their actual passion--to do something they love. Partial blame goes out to our capitalist system and industrial machinery. We forget why we wake up each morning lose focus of what work really should be. But overall, the fact is that we must arrange our ideas where everybody has an opportunity to work hard and find happiness in doing well the work that needs to be done. I believe working in factories is the most difficult job to have because the machines practically take over. Most workers have the same routine over and over again. No wonder these workers hate going to work. For those who see it as a career, they have to face the job for almost their whole life; gradually, their indifference eats up the enthusiasm, giving them nothing to look forward to each morning. No wonder people die to retire early. Since our economy is now based on industrial machinery, majority of the workers either work at factories or industries. It leaves us with no imagination and by the end of the day, we become exhausted by lifting, moving, rearranging, or whatever factory work entails. There is absolutely no form of creative expression or art anywhere.

Job Motivation Differnce Ampong Male and Female Employees

Introduction to Motivation There are countless books, seminars, and videos on the subject of motivation, particularly with regard to motivating employees. As businesses continue to try to find ways to squeeze more and more productivity out of a shrinking number of workers, motivating those employees is a critical factor in the business' success. Being in a management position is not easy, and not always fun. The position comes with much responsibility and can prove very stressful.Holding a management position often means you are put in charge of large numbers of people, all with different attitudes, moods and dispositions; whose performance you are held accountable for. That is the bad news. The good news is even if things are not optimal; you can do something about it. Learn to motivate your employee's and you can turn things around for everyone. You may be thinking that the change needs to come from the individuals when really the change begins with you. Being in a management posit ion by default makes you a leader.Others are looking to you for guidance and support. You must rise to the occasion. Your management style can greatly improve the general attitude in the workplace. Positive messages coming from you as a manager will go a long way towards improving your productivity and the work performance of your employees. As a manager the small ways you interact with the workforce everyday greatly impacts how they carry out their duties as individuals. So may be you have not been so positive in the past, it's never too late to change. Start anew. Start with you.Women and men holding managerial posts do not differ in the way they rate individual motivation factors, an analysis of motivation according to superiority in the workplace reveals. Gender differences were found only among rank-and-file staff. This finding supports the notion, often cited in specialist literature, that women in management adapt to ‘male’ thinking and conduct, whether knowingly or not, and internalize the values prevailing in a male-dominated labor market. As certain public opinion surveys have shown, female managers are not universally accepted by the Czech public. The fact that Czech society still egards women in management as unusual may result in a greater likelihood of these managers encountering prejudice or discrimination. For this reason, it might be beneficial for female managers to assimilate behavior patterns typical for men in the same positions. This kind of behavior will more likely enable them to meet the general expectations associated with the role of manager. One of the trends today is taking care to be sensitive when dealing with employees, but once again a good idea has been corrupted by political correctness run amok. Sensitivity didn't get the pyramids, or the transcontinental railroad, or Rome built.It wasn't sensitivity that beat the Kaiser, Hitler, and Saddam (twice). It was hard work, appropriate rewards, and a team effort. Consi deration Point Of Differences In Motivation Among Genders†¦.. Motivation and achievement are concepts that are closely related. Motivation is the force that drives a person toward wanting to achieve certain goals and levels of excellence. Research into gender differences in motivation and achievement between males and females has been a common study by researchers and psychologists. These differences manifest themselves in different areas of life such as at work, in school and in extracurricular activities.Performance †¢ Achievement-motivation theory relates to the desire to perform well in a certain area and to attain success. Different factors motivate people to achieve success. According to a survey carried out by the Czech-based Research Institute of Labor and Social Affairs, male and female workers have different motivations for good performance at work. The survey indicates a good basic salary and bonuses motivate males to perform well, while the driving work force f or female employees is healthy interpersonal relations at work, flexibility to balance work and family and proper treatment by other employees and the employer.This shows that different factors inspire males and females to achieve and perform well in their areas of work. According to the research, males are more motivated by â€Å"instrumental values† such as remuneration, compared with women. Expectations †¢ The beliefs and expectations held by parents, peers and the school environment greatly influences the behavior patterns of males and females. Society grooms parents, peers and teachers to expect females and males to derive motivation from different things and to have different levels of achievements in certain areas.For example, teachers expect boys to excel better than girls in math and sciences, while girls are expected to excel better in languages. Additionally, society expects girls to be agreeable and expressive, while boys are expected to be aggressive and ass ertive. Children of both genders grow up and internalize these expectations and beliefs with a certain perception that they are more competent in certain areas than in others. This socialized view causes females and males to derive inspiration in those different areas, and thus, they may achieve success in these specific areas.Employers who use money to motivate employees may find that the overall response from both men and women is nearly the same. Raises, bonuses and other monetary rewards may only be a short-term motivator for both genders, according to a 2011 article from the University of Phoenix business school. An employee's motivation may rise for a brief time after he receives a pay increase. However, the article notes studies that show employees often increase their spending after receiving a raise, which consumes their additional pay. That potentially lowers their motivation to its previous level because their financial situation remains unchanged.Effort and Ability †¢ The attribution theory explains how achievement and motivation in both genders is determined by perceptions of effort and ability. This theory relates the gender differences in achievement and motivation on how individuals attribute their achievements. In areas such as math, science, technology or sport, males attribute their achievements to ability while females may attribute their success in these fields to effort. Unlike females, males are therefore able to show a higher level of motivation due to attributing their achievements to ability because they believe that their talents in these areas are natural attributes.The differences resulting from attributing achievements to ability rather than effort between the genders are that males attribute their success in areas such math, science and sport to ability and therefore show high motivation toward these areas. Females attribute their achievements to effort and their failures in fields such as math and sciences to lack of abilit y and thus tend to show lower motivation in these fields. Self-Efficacy †¢ Self-efficacy is the belief in your capacity to achieve certain goals, whether through effort or ability.A strong sense of self-efficacy motivates a person to achieve highly, but lower self-efficacy dampens motivation and achievement. Like attribution, the level of self efficacy a person has is often influenced by parents, peers and teachers. According to research findings published in the Center for Positive Practices site, notable differences exist in how males and females students chose their majors in college. Self-efficacy toward subjects like mathematics is often higher in males than in females, whose self-efficacy is usually higher in subject areas such as reading.Male and female workers ‘differ in approaches' †¢ The opinions and approaches of male and female employees tend to differ when it comes to work-related matters, it has been found. According to the Randstad Work monitor for the third quarter of 2011, respondents stated that they prefer to co-operate with the opposite sex rather than their own. However, India, Singapore, Japan and Greece saw little difference in gender preferences among workers. Perception of Rewards †¢ Men and women differ in their perceptions of what is important and motivating for good work performance, a Czech survey reveals.The distribution of both intrinsic and extrinsic rewards should, therefore, be tied to the specific needs or preferences of men and women. †¢ In Perception of reward systems, women think that regard reward systems as unfair and unrelated to their performance more frequently than men do. Each female employee is convinced that they are not remunerated according to their performance; just one in five male employees thinks so. More women than men feel undervalued compared with male/female colleagues in the same position in the company.When respondents compared themselves with colleagues in the same position, 57. 2% of men and 51. 6% of women rated their remuneration as fair. More women than men also believe that they work in companies where they are paid less than employees in other firms in the same locality. This suggests that, in the subjective opinion of respondents, there still exist a number of companies where equal and transparent, performance-related pay is not a matter of course. †¢ Focusing solely on women, the logical consequence of the previous conclusions is the emergence of two different employee categories.Compared with other female employees, women in management are more motivated by: the nature of the work (67%, compared with 61% of female employees who stated that the particular aspect of work/reward is extremely or very important); the chance of promotion (48%, compared with 29%); and long-term career growth (47%, compared with 31%). Female managers are also more likely than other working women to regard as motivating the chance of acquiring new skills and opport unities for personal growth (57%, compared with 37%).Gender as Key drivers of motivation and commitment †¢ From a gender perspective, men place a higher value than women do on the so-called ‘instrumental values’ (basic salary and bonuses) as motivational factors in their work performance and identification with the employer. Women, on the other hand, place more importance than men do on inter-personal relationships at the workplace, respectful treatment by the employer, and the possibility of reconciling work and family life.Thus, it is clear that women place more value on so-called ‘soft issues. Gender gap in key drivers of motivation and commitment. Possibilities to work part-time †¢ The quarterly report is created by recruitment specialist Randstad Holding and revealed that women are more likely to believe it is possible to work part-time in a management role, while men more often think that such employment can damage careers, although there is little difference between genders in most nations regarding part-time positions.Almost half of those polled (46 per cent) stated they feel it is a bad career move to work part-time, with 51 per cent of men claiming this. Workers in Greece (69 per cent) were most likely to hold such views, in addition to those in Belgium, Italy, Luxembourg, Denmark and Sweden, while workers in Turkey, Japan and the Czech Republic are least likely to agree. †¢ Globally around 15 per cent of individuals in employment work part-time, with the highest rate found in China (35 per cent) and ten percent discovered in the Czech Republic, Slovakia, Hungary, Belgium and Sweden.Entitled Opinions on part-timework & gender diversity – job market trends around the globe, the publication highlighted that countries including Germany, Sweden, Turkey, Slovakia and Luxembourg believe an equal balance of male to female members of staff produces the best results within their firm. Acknowledgment †¢ Acknowledgm ent from the boss motivates men and women, but women may respond more favorably to frequent acknowledgment.For example, â€Å"Incentive Magazine† columnist Roy Saunderson notes advice from a training consultant who indicated that women like to get verbal and written forms of acknowledgment for their work more often than men do. However, workplace recognition that seems bias hampers motivation for male and female employees. In such cases, Saunderson indicates some workers see certain employees consistently recognized for their work when they feel they're just as deserving of such acknowledgment, but they don't receive it. Training Opportunities †¢ Educational opportunities that can help employees improve their job erformance and advance their careers are motivating to both genders. Nonetheless, Saunderson notes that women may need to have such opportunities structured differently for them to raise their job motivation. That's because women who are parents or who take care of elderly parents may have too many care-taking responsibilities to participate in college courses or other training opportunities. Therefore, Saunderson indicates that women may be more motivated by skill-development days that allow employees to spend the workday honing their job skills at classes or workshops.Training during the workday would prevent women from having to take extra time away form care-taking duties. Respect Level †¢ Expressing respect for employees is another workplace motivator. Saunderson notes that women generally want their employers to show consistent respect for them and the work they do. However, an article by Karen Haywood Queen on the Bankrate website draws no distinction among men and women concerning how respect motivates them to do good work. For example, asking all workers for their suggestions on improving business operations demonstrates respect for their input and may increase their overall job satisfaction.Trends relating to mobility, †¢ It examined trends relating to mobility, motivation and job satisfaction among the global workforce and discovered that in many nations, where there is no difference in suitability between candidates, male bosses are more likely to favor men rather than women when hiring. Although there has been a slight decline in the Mobility Index in recent months, most indicators of labor market strength, including trust, fear of job loss and employment searching have remained relatively stable compared with the second quarter of this year.In addition, there were no significant changes between the periods in question in terms of job satisfaction, with those in Norway (81 per cent) reporting their roles and current employer are most acceptable, while personal motivation was highest outside Europe in Mexico and India during the third quarter of 2011. Trends Relating to work nature, The majority of employees around the world reported having male immediate superiors and men were more likely than women to state this.Covering 29 nations worldwide, the survey includes responses from the Americas, Asia Pacific and Europe, finding those believing that the performance of their organization would be improved with more female senior managers were in the minority. Entitled Opinions on part-timework & gender diversity – job market trends around the globe, the publication highlighted that countries including Germany, Sweden, Turkey, Slovakia and Luxembourg believe an equal balance of male to female members of staff produces the best results within their firm.Key Factors To Motivate Female Employees†¦.. Employers know that there is a difference in the needs of male and female employees. Males are often driven by a paycheck, whereas women are more inclined to take a pay cut in exchange for a desirable work environment. While men look to excel by moving up in their companies and developing their careers, many female employees (although not all, of course) are concerned with g aining a position that simply allows them more freedom and flexibility, as well as the opportunity to make a difference and display their talents.This being true, employers can no longer rely on antiquated motivational tactics, which were originally developed for men, to get the most productivity from their female employees. It's not always clear whether certain things motivate male and female employees differently. For example, money and other financial rewards potentially have the same effect on both genders, according to some workplace studies. Nonetheless, motivational differences may appear among men and women based on how employers handle the objects of motivation.The key to getting a female to give her all in the workplace is to understand what it is that really spurs her on, and how to use that to your advantage. FIRST PHASE†¦.. †¢ You must understand how extremely vital a good working environment is for your female employees. †¢ Minimizing stress and creating a friendly atmosphere are a must. While men are able to zero in on their breaking points, women have a habit of working so hard that they wear themselves out. †¢ Add unnecessary stress to the mix, and what you'll find is an office full of disgruntled, moody, and unproductive women. Sound familiar?To avoid, or alleviate, this problem, create an office that is well run and effectively maintained on your part. †¢ Minimize office supply shortages, create well structured deadlines and schedules, and remember to keep your commitments to the staff. †¢ Not only should you avoid similar mistakes, but you might even go that extra mile to create a serene environment. †¢ Think along the lines of relaxation CD's, meditation areas, and aromatherapy. †¢ These are small additions that many corporations have learned can greatly increase productivity, especially among female workers. SECOND PHASE†¦Ã¢â‚¬ ¦ Consider using recognition, rewards, and competition to motivate your workers (this works well for male employees, also). †¢ Women need to display their talents and know that they are being appreciated. †¢ Working for a boss that overlooks those needs is degrading, especially when females today are working with the knowledge that their mothers and grandmothers were forced to work without any respect, and that many places of employment still offer little in these areas for women. †¢ As mentioned before, men work for a paycheck, which works as a tangible piece of evidence that lets them know that they are appreciated.Women, even in this modern world, have their families and homes on the mind first. That means they often forgo advancement opportunities that would offer higher paychecks but place greater demands on their already limited time. †¢ Employers can greatly benefit by offering their workers competitions, either against their own previous performances or against others, that offer incentives for completion. For example, y ou might offer a half day off of work near the holidays in exchange for meeting a high sales quota that month. †¢ Get creative, and ask for input from your employees as to what incentives would be best. Be ready to compromise, because they will initially ask for more than you are ready to give, but that's to be expected. †¢ Be flexible and come to a middle ground. THIRD PHASE †¦.. †¢ Consider providing opportunities for self-advancement for your female employees. †¢ Free courses, certificate programs, and incentives for completing higher education requirements are excellent ways to not only keep your female employees loyal, but also to refine the skills of your workforce. †¢ You see, women are extremely pressed for time as it is.We often neglect to further advance our knowledge because it is not a necessity to keep our jobs, even though we would like to. †¢ Give your female employees paid opportunities to sharpen their skills, increase their knowle dge, and become more valuable to you. FOURTH & FINAL PHASE†¦.. †¢ Create an environment that is family friendly and you will have loyal female employees forever. †¢ Most men aren't usually worrying about meetings, baking cookies for a Girl Scouts meeting, picking up the kids from daycare, etc. For whatever reason, women still perform most of these chores.Whether that's fair or not is irrelevant. It's simply a fact. †¢ Therefore, providing daycare vouchers (or, even better, daycare within the office itself). †¢ Flexible schedules and being lenient when being asked for time off to tend to family duties are steps you can take to ensure your female employees work hard for you. †¢ These opportunities don't exist everywhere, and even female employers often aren't compassionate toward their employees' family issues, so being family-friendly will make you a highly desirable employer, regardless of what you pay. †¢ If you hire mostly females, make this your first priority.What you shell out in added expenses will come back to you forever in increased productivity and happier, healthier employees. †¢ Keeping the aforementioned tips in mind can decrease the number of sick days used, increase work ethic, improve company morale, and, finally, spur the financial growth of your company. Savvy employers are catching on to the fact that females are dominating the general workforce, and the needs of that workforce are very specific. What you do to cater to your female employees can determine your own success. |Brains of Male and Female Worms Work Differently†¦.. |Scientists have determined that our gender impacts our brains, making them predisposed to particular smells. In a recent press release, researchers | |released details of their study. They used worms that had characteristics of both females and males. Why do more girls suffer from depression and | |autism than boys? Why do more boys suffer from ADD than girls? | | | |Researc hers hope that this study will open the door for further research into fundamental differences in how the brain functions, and its impact on | |diseases, including ADD, autism, and depression.While it's not a popular subject, there is no doubt that women are diagnosed with depression far | |more than men, and men are diagnoses with ADD far more often than women. | | | |†For so many diseases, like autism or mood disorders, it's clear that they either are more prevalent in one sex than the other, or they manifest | |themselves differently. But no one really knows why. We think that sex differences in the brain may play a role.If we can understand these | |differences, it may give us some clues about how we can diagnose, prevent, and treat these diseases more effectively,† said Geneticist Douglas | |Portman, Ph. D. , and an assistant professor of Biomedical Genetics at the University of Rochester Medical Center. | |Researchers at the University of Rochester Medical Center u sed worms that were hermaphrodites (female worms who can reproduce alone, since they can | |produce both egg and sperm) to see what smell these worms were attracted to.When researchers changed their brain cells into thinking they were the | |opposite sex, the worms gravitated toward the other item. | | | |Worms that thought they were male gravitated to the buttery popcorn smell. Those who thought that they were female gravitated to the smell of fresh | |green vegetables. To see whether or not this was just coincidence, researchers changed a genetic switch in the brains of these worms. | |When they did this, the worms didn't change at all, but they sensed that they were the opposite gender. | | |Did the smell that the worms were attracted to change? Yes. After tricking the worms to think they were the opposite gender, male worms had a | |definite preference for buttery popcorn and female worms had a definite preference for fresh green vegetables. | | | |Researchers hope to continue t o study how sex chromosomes influences differences in brain function and the diseases and disorders that people | |develop. |The organization Autism Speaks, which is dedicated to autism research and awareness, provided funding for this program. | †¢ Beat out the competition for well trained employees by starting small, and continue adding to your arsenal of female-friendly incentives over time. Social Method to Motivate Employee †¦ Keeping in mind the current labor laws, here are a few suggestions on how to â€Å"gently† motivate your employees: Start a program where the lowest-performing employee each week is mocked mercilessly over the intercom system by their peers.Contrary to what the experts will tell you, people will work just as hard to avoid ridicule as they will to gain praise. This is also a great team-building exercise. Begin performance evaluations with the statement: â€Å"I hope you've enjoyed your time here. † Then sit silently, because in any negotiation the first one to speak loses. After a sufficient period of time, tell the employee you have reconsidered and are giving them one last chance. Their relief will increase productivity dramatically. Declare one day per month as â€Å"Come As a Clown† day. This has little to do with motivation, but is entertaining because many people, and probably ome of your employees, are terrified of clowns. And who wouldn't be? Clowns are creepy. Start each staff meeting with a list of companies in your industry that have recently downsized. Follow this by saying â€Å"If things don't start picking up around here†¦ † and then let your voice trail off menacingly. You should see a noticeable up-tick in your employees' self-motivation. Many companies have enthusiastic male and female employees who work as cohesive and productive teams. The benefits of having employees such as these or numerous and may consist of achieving accomplishment, company receiving a great reputati on and longevity.The companies also have great teamwork in which boosts the employee's enthusiasm as well as they have less absenteeism and also maximize productivity. These companies know that†¦Ã¢â‚¬ ¦. You can’t motivate others but can create the environment for motivation. So these firms simply provide following services to their employees 1. For career growth, development and learning 2. Exciting work as well as a challenge 3. Meaningful work by making a difference 4. Great people such as co-workers 5. Being a part of a team 6. Having a great boss 7. Recognition for work that is well done 8. Having fun on the job . Sense of control over their work 10. Flexibility in dress code and/or working hours Motivating Employees a Key Factor To Success†¦Ã¢â‚¬ ¦ If you have employees, chances are good that you want them to be happy, productive and motivated. Motivated employees work more efficiently and produce better results. Productive and happy employees lead to success. Unfortunately, there's no secret formula for motivating employees. In fact, motivation can be as individual as the employees who work for you. Some employees may be motivated by money, while others may be motivated by personal recognition.In order to better understand how to motivate employees you must first understand how motivation works. Psychology tells us that motivation can only come from within. Motives are what drive human attitudes and behavior. Motives are internal, and they work from the inside out. Motivation is that little push or nudge that people need to keep working toward a desired goal. It works in many ways and for nearly any situation; you simply need to find the right motivational tool to achieve the desired results. To motivate employees you need to find out what your employees want and find a way to give it to them or enable them to earn it.One of the keys to being a successful manager is the ability to motivate employees and help them achieve their goals. On e way to accomplish that is to provide added incentive. It's a proven fact that if people like their job, they will be more productive. Generally, employees are willing and able to work if they feel their job is important and they are appreciated. The following are motivational techniques used by successful entrepreneurs. Power of praise. A simple â€Å"Good job† or â€Å"Thanks a million† can do more to motivate people than just about any other method.The vast majority of employees yearn for recognition. Pausing to offer praise or words of encouragement can truly make someone's day and motivate them to greatness. Money talks. It's a well-known fact that money makes people happy. Traditional ways to reward performance include pay raises, bonuses and promotions. However, gift cards are quickly becoming the incentive of choice for many organizations. Pump up the perks. Staff members always appreciate perks. These can include extra vacation days, use of a company vehicle, or an exclusive club membership.Be creative in finding unique ways to celebrate success. In the spotlight. Everyone enjoys being in the spotlight. Considering featuring top performing employee's on the company Web site or talk about their achievements in the company newsletter. Present workers with an attractive certificate that can be posted in their work area. Host an awards ceremony. If you want to pump somebody up, acknowledge their hard work in front of their peers. Awards ceremonies can be a simple event that takes place in the office, or can be an annual event that everyone looks forward to, especially those to be recognized.Let them eat. Food has a way of bringing people together and can be a fun way to motivate employees. Host a company picnic or cater a company dinner. These types of gatherings make perfect opportunities to invite family members to join in celebration of employee recognition and the company's success. All of us enjoy recognition of our efforts to be succe ssful. Take time to help your staff feel honored as you guide them along the road to success and glean the benefits of company loyalty. What Factors to be Considered For Motivation of Employees†¦Ã¢â‚¬ ¦ Don't expect things to change overnight.If the environment is now negative – implement these ideas over time and you will see attitudes start to turn. It may take people a while to adjust to your new attitude and behaviors. It's ok. You are a mirror for their workplace experience, if you remain positive and implement positive behaviors sooner or later they will too. Motivation must start with you. Start off with hiring a diverse group of individuals. Give them generously your full attention. You must be willing to listen to them to create an open and receptive environment. Be pleasant and motivated yourself thus offering harmony.Be sure to use respect when dealing with others. As a leader you must create intention of being successful in reaching the companies goals. Help visualize the goals to your employees. You as well as your employees must actively work at the goals. People are the most comfortable when you are in touch with their environment. Be sure to provide opportunities for them to be who they are so that they feel and realize that they can grow within the company. Provide opportunities for them to be what they are. Allow them their space and safety. Give them inspiration. Employees must feel like they belong to the team.Employees really want to be valued for a job. It means even so much better done by those in which they look up to. Motivation begins in stages. Motivation begins first as a physiological form. This is when benefits are greatly analyzed and appreciated such as retirement plans, health benefits, job security, paid leave, vacation, vending and break areas, parking garages and even clean restrooms and to know â€Å"I could go on and on with this stage but I am sure that you get the idea. † The next stage is safety in wh ich is the protection from harm stage. This stage is assessing the companies’ security.This includes security guards, on site parking, evacuation plans, employee security badges, maintenance, policies, health benefits etc. Following is the social aspect which is acceptance and friendship. This stage is includes the surrounding of co workers. Day care options, being involved in team decision making and opportunities to learn new skills for advancement are all examples of this stage. Self esteem which is also known as the self respect. Offering the employees knowledgeable and experience training and growth opportunities are a part of this stage. Rewards are great for this as they are great self esteem booster for employees.Rewards such as bonuses or employee appreciation weeks can really make a difference within a company. Self actualization is the stage which is the goal stage which is doing the things in order to achieve your goals. The benefit of this stage is growth and adv ancement. This could begin as a trainee or a coach for the company or department. Training or career planning can also help reach these goals. Recognizing your employees is essential! As the leader you have a lot of responsibility to stay on top of to begin and maintain a motivated atmosphere for you and your employees.Lift your employee’s spirits thru kindness, compassion and caring. Create individual goal plan and continue to evaluate plans for continuous progress. Friendly competition leads the success. Emphasize success rather than failures. If failures must be addressed then use praise, constructive criticism and the praise again. Recognize and reward selected employees in an open and publicized way. Be sure to address this in honest and personal manner. Continuously say thanks and good job in anyway you find possible. Praise helps develop the behavior expected from employees.Your team must be there for one another in order to make great team players. Make a positive dif ference by being fully present. Praise and recognition, study after study show that employees perform their best at higher levels of praise and recognition. Recognize, reward and promote your selected employees based on their performance. The marginal performers will a choice to either improve or leave. Obtaining attainable goals is very important for any reward program. All rewards must be clear and well communicated. The most meaningful and memorable rewards are the best.Timing is crucial for recognizing your employees. Always celebrate success for employees as well as the company for reaching goals. Allow your employees to see their contributions to the end goal or product. Many leaders get nervous when change is happening within the company. It is important to be positive, honest and give information to the employees as soon as possible. Silence can backfire. Sharing information with employees is more important during a change even more than when everything is stable. Keeping co mmunication is a must. When information is given early and honestly the employees feel more valued.The productivity will remain high. Share your thoughts, ideas and even excitement with all staff not just the superiors. Allow employee involvement in decision making especially when it affects their work. Whether it is bad or good new, remain honest. Encourage initiative and creativity thru out the employees. After giving news about a change you must allow the employees to have some time to think and plan. Encourage questions and encourage those who take risks to do so. Learning different personality styles and using these by applying what you have learned is very powerful.I encourage you to learn more about them for maximum results in motivating others. Motivating employees is a Hard Task but some TIPs can solve the issue†¦ Motivating employees is just about as difficult as retaining them, so how do you go about motivating them without using financial incentives , rises, bonuses and so on. Here are a few tips, ways and ideas which might help you just get the best out of your employees. Give more breaks. Motivate your employees by giving them more time off throughout their working day. More short breaks should help motivate your employees, give them a quick boost and get them back on track.Organize and Hold competitions, awards and so on. Give your employees something to aim towards, for example employee of the month. Motivate those using competitions. Everyone loves a competition and everyone loves to win. Hold and organize team days, teamwork during days and training sessions. Get all your employees together on training days, events or similar and get them motivating and inspiring each other. Create a nice place to work in. Help motivate your staff by creating a clean, friends, and workable workplace. If staff dread coming into work then they wont do there best for you.If they enjoy coming into work or into the office then you will see there natural motiv ation come out. Don't push your employees too hard. You don't want them to shut down and not work, so don't pile on all the pressure if you want to see positive results. Give them something to work towards. By this I mean, set staff tasks, aims, goals and targets, get staff and employees to work together to help and motivate each other and themselves. Recognize and reward. Start recognizing and rewarding good employees, hardworking and motivated employees and soon others will not want to be left out and will follow suite.Reward with a longer lunch break or similar. Tell your employees they are valued. Just like you treat your customers as king you must also treat your employees as kings and queens as without them your business probably wouldn't exist. Employees need to know they are valued and appreciated; it boosts self esteem, self worth and morale which in the end result in you’re getting more hardworking and motivated employees. The main Tip Remember to treat employees as you would like to be treated yourself and you should see positive results. Motivate Your Employees with These Four Ideas†¦Ã¢â‚¬ ¦Business owners know how difficult it can be to motivate employees both male and female. No matter how great a potential employee may seem in a job interview, many end up â€Å"working for a paycheck† instead of truly caring about the company and the products or services it produces. However, if you're a business owner, you don't have to resign yourself to employees that simply punch a time clock and sleepwalk through the day. Instead, try motivating your staff with a few of these ideas: Offer performance rewards: Use your imagination to figure out which performance reward best suits your business and employees.You could also base performance rewards on the number of new customers that sign up for your newsletter or mailing list, or the total amount of sales or targets the employee rings up for the week. If, for example, you run a music store, offer a cash bonus for every 100 CDs an employee sells. So if the employee receives an additional $25 per 100 CDs sold, they'll earn an extra $50 if they sell 200 CDs and $75 if they sell 300 CDs. Offer profit-sharing: Profit-sharing allows employees to feel as if they have a vested interest in generating as much profit as possible.Not only does this encourage them to manufacture or sell more products, it also encourages them to recruit new customers and limit loss. Many different companies offer profit-sharing, so model yours after a tried-and-true method. Let your employees know that profit-sharing is part of the package when they start working for you, and they'll be motivated to succeed at the very beginning! Offer commission: If your business involves the target, plan or sale of a product or service, you may want to offer your employees a commission based salary.Although not everyone prefers this type of pay method, it does serve as an incentive for your people to generate inc reased end result. Alternatively, you could offer commission only on certain products or only for certain departments in your business. Choose the best method for your company and your employees. Offer a friendly competition: If you don't have the high budget or flexible finances required for the other employee motivators, you may still be able to motivate your employees inexpensively if you make it a competition. Have your employees compete to see who can sell the greatest number of widgets per week, for example.Or have them compete to see who can get the most customers to sign the mailing list. Your prize to the winner can be anything from a gift certificate to the local movie theater to a cash bonus. To truly motivate your employees, you need to cultivate employee loyalty by being an honest and fair employer. But a little extra incentive in the form of a prize or cash can help win and give your employees a reason to increase profits. For Employer Tips for Motivating Employeesâ₠¬ ¦Ã¢â‚¬ ¦ Being in a management position is not easy, and not always fun. The position comes with much responsibility and can prove very stressful.Holding a management position often means you are put in charge of large numbers of people, all with different attitudes, moods and dispositions; whose performance you are held accountable for. That is the bad news. The good news is even if things are not optimal; you can do something about it. Learn to motivate your employee's and you can turn things around for everyone. You may be thinking that the change needs to come from the individuals when really the change begins with you. Being in a management position by default makes you a leader. Others are looking to you for guidance and support.You must rise to the occasion. Your management style can greatly improve the general attitude in the workplace. Positive messages coming from you as a manager will go a long way towards improving your productivity and the work performance of your emp loyees. As a manager the small ways you interact with the workforce everyday greatly impacts how they carry out their duties as individuals. So may be you have not been so positive in the past, it's never too late to change. Start anew. Start with you. You will be amazed with the overall outcome. Smile – A lot. It is a simple thing but contagious.Even if you think people will not smile in return. Do it every day. Just give it a try and see what happens. Praise – Try to accentuate the positive no matter how small. If someone cleans up a spill or picks up something off of the floor, it may be their job to do so but, you can still use that as an opportunity to praise them. Say â€Å"Thank you for taking care of that, someone could have gotten hurt† just this simple action will create a positive feeling in the person and make them want to do better every day. People want validation that they are contributing in positive ways and that their efforts are not going un-n oticed.First Names – Make a concentrated effort to learn everyone's first name. Even if the name is hard to pronounce, ask and repeat until you get it right. You interact with these people frequently and knowing their names conveys that you are interested in them personally and, care about them as individuals. Be willing to pitch in – People will work harder for someone if they know that when the chips are down, you will jump in the trenches with them. If they are really struggling and you pitch in and help them get to the finish line – you earn their respect.If you stress out or panic instead of taking a hands on approach that permeates the crew and the task will suffer. Share the goal – If there is a daily, weekly or monthly goal, let your employees know what that goal is. If they have something to work towards they will work harder to get the job done. It creates a sense of purpose. You could even make a game or a competition out of it for meeting or e xceeding the goal which adds a fun feel to the challenge. You can build on that concept when the goal is met or exceeded by saying â€Å"We did such a great job this month, I can't wait to see what we do next month†Good managers know that the best way to get your employees to perform well is by motivating them. The following are a few tips on how you can motivate your employees to ensure a happier, and therefore more productive work place. Stay Positive, Enthusiastic and Excited Yourself. As a company owner, manager, or boss, your employees will be taking their cue from you. If they find you frustrated, angry, worried or depressed, they are going to follow suit be it consciously or unconsciously. It is important to get people excited about success, just as it is important that they know you have faith and believe in them and the company.Find out what motivates each employee. A common mistake made by many managers is the automatic assumption that all that is needed to motivate employees is money. While this may true in many cases, it certainly isn't true for all. Some employees might simply need more personal recognition or to feel as if they are making a valuable contribution. Others might be interested in having their opinion heard, may want to have more input in the way things are being done, or might be motivated by getting a promotion.While others still might simply be motivated by the promise of more time off to spend with their families. If your goal is to motivate certain employees it is important to know exactly what their priorities are and what they would be willing to worker harder for. Ask for their ideas. Another common mistake made by many bosses and managers is the belief that the way things are currently being done is the only way. It can be very frustrating to an employee if they know of a quicker or more efficient way of doing their job, but simply aren't allowed to because of current restrictions.Check in with your employees once in a while and ask for their input. It can be in a one-on-one meeting, a group lunch or even by a general questionnaire asking for their opinion on any improvements they believe can be made. Most employees will feel more motivated simply by knowing that their opinion counts and that they are having some kind of input. While all their ideas might not be feasible, you might be surprised at how many could actually save the company time and money as well as naturally motivate the employee to do whatever they can to make the new plan work.Give Recognition When and Where It Is Due In many instances recognition is just as important as financial rewards to an employee who probably spends more hours of their life at their job than in their own home. It can be something as simple as mentioning to the employee how much you appreciated a job well done, an announcement in the company newsletter praising an employee or department, a special lunch out or celebration for the group that accomplished a pa rticular goal, or even a letter of commendation in an employee's work file.Sometimes a little praise and recognition is all an employee will need to want to do an even better job in the future. Cash Bonus or Extra Time Off Contests and competitions can also help to motivate your employees. Depending on the nature of your business see if you can start monthly competitions, For example, whoever answers the most phone calls or brings in the most new clients will receive an extra few hundred dollars in their paycheck or a free week’s vacation.As long as it doesn't cause any problems by getting cut throat, this can be another fun way to get your employees excited about producing again. [pic] References to the compiled Data†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 1. The Research Institute of Labor and Social Affairs carried out an analysis on motivations for good work performance under a project entitled ‘Measuring the Quality of Working Life’ (CZ0502SR 01). 2. Sponsored Links Cultural Intelligence—CQ 3. Trainers and Coaches Needed! 2012 Programs – 2013 Global Summit 4. CulturalQ. om -Marti Barletta wrote the book on marketing to women. 5. www. TrendSight. com 6. CLY communication -Berlin creative & professional lifestyle incentives 7. www. cl-y. com 8. wamda. com 9. â€Å"Incentive Magazine†; Top 10 Ways to Motivate Women in Your Workforce; Roy Saunderson; May 2011 10. Bankrate. com; Motivating Employees in Tough Times; Karen Haywood Queen; March 2009 11. University of Phoenix School of Business; Are Employees Motivated by Money? ; May 2011 12. Cultural Intelligence- creative & professional lifestyle incentives ———————– 1