Push and pull factors in Syrian migration Essay Example | Topics and Well Written Essays - 750 words - 2

Push and pull factors in Syrian movement - Essay Example The last draw factor for the Refugees was philanthropic guide that happened somewhere in the range of 2010 and 2012. The officers that came battling for Bashar Assad, particularly because of Political and Economic factors.The pessimistic effect of this common war on the Syrians is that there were barely any individuals to go to work and keep up the development of the economy (Tarn, 155). The facilitating nations additionally confronted antagonistic effect because of this; there were such a large number of individuals and in this way scarcely any employments. The enormous convergence of people hurt their economy by depleting their assets and furthermore to the United Nation country’s assets. Another antagonistic effect of such relocations was; the administration lost a portion of their assessments. Thus, Syria lost their populaces prompting different family difficulties and dangers. Children additionally lost their companions, parent lost their positions for a specific period, and there was less space in their homes as there was no enough cash for greater houses. This is credited to the way that these nations accommodated the outcasts. Lion's share of them moved to more secure nations like United Kingdom, United States of America, and furthermore Australia. The evacuees looked for these nations in light of the fact that there were no wars in those nations. The positive effect for this is the facilitating nation got more residents to fill any accessible occupation, and this helped the economy. The common war likewise spilled to the neighboring nations, for example, Iraq and Iran. This caused the breakdown of Iraq and Syria too spreading the contention with the neighboring nations (The Lancet, 383).

Compare Nationalism in China and Japan

Analyze Nationalism in China and Japan The period somewhere in the range of 1750 and 1914 was vital in world history, and especially in East Asia. China had for quite some time been the main superpower in the area, secure in the information that it was the Middle Kingdom around which the remainder of the world rotated. Japan, padded by turbulent oceans, held itself separated from its Asian neighbors a great part of the timeâ and had built up an exceptional and internal looking society. Starting in the eighteenth century, in any case, both Qing China and Tokugawa Japan confronted another danger: majestic extension by the European forces and later the United States. The two nations reacted with developing patriotism, however their renditions of patriotism had distinctive concentrations and results. Japans patriotism was forceful and expansionist, permitting Japan itself to get one of the magnificent powers in an incredibly short measure of time. Chinas patriotism, conversely, was responsive and scattered, leaving the nation in tumult and helpless before remote forces until 1949. Chinese Nationalism During the 1700s, remote dealers from Portugal, Great Britain, France, the Netherlands, and different nations looked to exchange with China, which was the wellspring of breathtaking extravagance items like silk, porcelain, and tea. China permitted them just in the port of Cantonâ and seriously confined their developments there. The remote forces needed access to Chinas different ports and to its inside. The First and Second Opium Wars (1839-42 and 1856-60) among China and Britain finished in embarrassing destruction for China, which needed to consent to give remote brokers, representatives, troopers, and teachers get to rights. Thus, China fell under financial colonialism, with various western forces cutting out ranges of authority in Chinese domain along the coast. It was a stunning inversion for the Middle Kingdom. The individuals of China accused their rulers, the Qing rulers, for this embarrassment, and required the removal all things considered - including the Qing, who were not Chinese but rather ethnic Manchus from Manchuria. This groundswell of patriot and against outsider inclination prompted the Taiping Rebellion (1850-64). The appealling pioneer of the Taiping Rebellion, Hong Xiuquan, required the ouster of the Qing Dynasty, which had substantiated itself unequipped for safeguarding China and disposing of the opium exchange. In spite of the fact that the Taiping Rebellion didn't succeed, it did seriously debilitate the Qing government. The patriot feeling kept on developing in China after the Taiping Rebellion was put down. Outside Christian teachers fanned out in the open country, changing over some Chinese to Catholicism or Protestantism, and compromising customary Buddhist and Confucian convictions. The Qing government raised charges on normal individuals to support apathetic military modernization, and pay war reimbursements toward the western powers after the Opium Wars. In 1894-95, the individuals of China endured another stunning hit to their feeling of national pride. Japan, which had on occasion been a tributary province of Chinas previously, crushed the Middle Kingdom in the First Sino-Japanese Warâ and assumed responsibility for Korea. Presently China was being embarrassed not just by the Europeans and Americansâ but additionally by one of their closest neighbors, customarily a subordinate force. Japan likewise forced war indemnitiesâ and involved the Qing rulers country of Manchuria. Therefore, the individuals of China ascended in hostile to outsider wrath again in 1899-1900. The Boxer Rebellion started as similarly against European and hostile to Qing, yet soon the individuals and the Chinese government united to contradict the majestic forces. An eight-country alliance of the British, French, Germans, Austrians, Russians, Americans, Italians, and Japanese crushed both the Boxer Rebels and the Qing Army, driving Empress Dowager Cixi and Emperor Guangxu out of Beijing. In spite of the fact that they clung to control for one more decade, this was actually the finish of the Qing Dynasty. The Qing Dynasty fell in 1911, the Last Emperor Puyi renounced the seat, and a Nationalist government under Sun Yat-sen dominated. In any case, that administration didn't keep going long, and China slipped into a decades-in length common war between the patriots and the socialists that possibly finished in 1949 when Mao Zedong and the Communist Party won. Japanese Nationalism For a long time, Japan existed in calm and harmony under the Tokugawa Shoguns (1603-1853). The renowned samurai warriors were diminished to filling in as officials and composing thoughtful poetryâ because there were no wars to battle. The main outsiders permitted in Japan were a bunch of Chinese and Dutch merchants, who were bound to an island in Nagasaki Bay. In 1853, be that as it may, this harmony was broken when a group of American steam-fueled warships under Commodore Matthew Perry appeared in Edo Bay (presently Tokyo Bay) and requested the option to refuel in Japan. Much the same as China, Japan needed to permit outsiders in, sign inconsistent bargains with them, and permit them extraterritorial rights on Japanese soil. Likewise like China, this advancement started hostile to outside and patriot sentiments in the Japanese individuals and made the administration fall. Nonetheless, in contrast to China, the pioneers of Japan accepted this open door to completely change their nation. They immediately diverted it from a royal casualty to a forceful majestic force in its own right. With Chinas late Opium War mortification as a notice, the Japanese began with a total update of their legislature and social framework. Incomprehensibly, this modernization drive based on the Meiji Emperor, from a magnificent family that had administered the nation for a long time. For quite a long time, be that as it may, the sovereigns had been nonentities, while the shoguns used real force. In 1868, the Tokugawa Shogunate was canceled and the ruler steered of government in the Meiji Restoration. Japans new constitution likewise got rid of the primitive social classes, made the entirety of the samurai and daimyo into ordinary citizens, set up a cutting edge recruit military, required essential basic instruction for all young men and young ladies, and empowered the improvement of substantial industry. The new government persuaded the individuals of Japan to acknowledge these abrupt and radical changes by speaking to their feeling of patriotism; Japan wouldn't bow to the Europeans, they would demonstrate that Japan was an incredible, present day force, and Japan would ascend to be the Big Brother of the entirety of the colonized and down-trodden people groups of Asia. In about a solitary age, Japan turned into a significant mechanical force with an all around trained present day armed force and naval force. This new Japan stunned the world in 1895 when it vanquished China in the First Sino-Japanese War. That was nothing, in any case, contrasted with the total frenzy that ejected in Europe when Japan beat Russia (an European force!) in the Russo-Japanese War of 1904-05. Normally, these stunning David-and-Goliath triumphs energized further patriotism, driving a portion of the individuals of Japan to accept that they were intrinsically better than different countries. While patriotism assisted with energizing Japans fantastically brisk advancement into a significant industrialized country and a majestic powerâ and helped it battle off the western forces, it unquestionably had a clouded side also. For some Japanese savvy people and military pioneers, patriotism formed into one party rule, like what was going on in the recently brought together European forces of Germany and Italy. This disdainful and destructive ultra-patriotism drove Japan not far off to military overextend, atrocities, and possible annihilation in World War II.

Genre Kryptonite Books About Libraries

Genre Kryptonite Books About Libraries This is a guest post from Jonathan Streeter. Jonathan  is a husband, the father of three young children, and an English teacher and tennis coach at his local Tampa high school. He blames his premature grey hair on all of the above and enjoys skiing, comic books and coffee. He has a B.A. in English from the University of South Florida, is pursuing a master’s degree in English Education and his work, a contemporary look at the fairy tale rendered in Crayola, adorns the walls of his daughter’s room. He spends his spare time split between lamenting his lack of free time and reading under the guise of grading papers. A trait I share in common with many an amateur bibliophile, literature aficionado and yes, I’ll say it, nerds, is my appreciation of books about books. I guess that after coming to terms with the crushing fact that I’ll never get a chance to read everything, I’ve subconsciously settled for the next best thing, and instead of reading all of the classics, I’ve settled for reading about them. So, after happily devouring the usual culprits from Nicholas Basbanes, Harold Bloom, and Thomas C. Foster, I realized that even this Cliffs Notes-inspired attempt was doomed to fail. Each great novel seemed to beget a dozen books of analysis, commentary, and criticism. My shortcut through the library had become a meandering and often circuitous quest as I often found myself reading the original classics anyway. It was Anne Fadiman who provided the stimulus for my escape, and after reading her essay in Ex Libris on the heartbreak she experienced at having to combine her library with that of her equally literate husband, I stumbled upon an answer.  Why read about the classics individually when instead I can read about them collectively? Why read books about books when I could read books about entire libraries? To set the record straight and hopefully prevent indictment from librarians and scholars of library science, I wasn’t after historically accurate, non-fictional fare. Instead, I looked for books that embodied the emotional resonance of the library, work that conjured the same aesthetic of literary appreciation and devotional reverence to the classics that I had always hoped to garnish by reading about them in the first place. With this in mind here are some of the standouts: The Library at Night by Alberto Manguel   From Alexandria to the internet, Alberto Manguel discusses libraries throughout the ages in a quest to distill the essence of the word down to its truest form.   The depth of investigation presented by Manguel is unbelievable and often transcends the physical confines of the library to explore the lives of the people who created, tended and died for the cause, to contemplate imaginary libraries or to comment on oral libraries now lost forever. The Name of the Rose by Umberto Eco and Shadow of the Wind by Carlos Ruiz Zafon These two historical murder mysteries are similar in their use of hidden, labyrinthine libraries at the center of their equally intricate plotlines. Both describe books worth killing for in imagery-rich prose, and the former boasts a movie starring Sean Connery. Snow Crash by Neal Stephenson Although this feels like cheating, the virtual librarian that aids Hiro Protagonist in this science fiction epic deserves a nod on a list of this nature. Having millions of books in his “its” memory banks, he is more than capable of helping our hiro in his quest to understand and combat a “linguistic virus” that stems from the creation of civilazation and reaches forward all the way to a dystopian future that eerily resembles our own. Sign up to Unusual Suspects to receive news and recommendations for mystery/thriller readers. Thank you for signing up! Keep an eye on your inbox.

History of San Juan, The Capital of Puerto Rico

The capital of Puerto Rico, San Juan ranks high on the list of most historic cities in the New World, with early explorers establishing a settlement there 15 years after  Columbus’s monumental first voyage. The city has been the scene of many historic events, from naval battles to pirate attacks. Modern San Juan, now a top Caribbean tourism destination, embraces its long and fascinating history. Early Settlement The first settlement on the island of Puerto Rico was Caparra, founded in 1508 by Juan Ponce de Leà ³n, a Spanish explorer and conquistador best remembered for his quixotic quest to find the Fountain of Youth in 16th-century Florida. Caparra was deemed unsuitable for a long-term settlement, however, and the residents soon moved to an island a short distance to the east, to the present site of Old San Juan. Rise to Importance The new city of San Juan Batista de Puerto Rico quickly became famous for its good location and port, and it rose to importance in the colonial administration. Alonso Manso, the first  bishop  to arrive in the Americas, became bishop of Puerto Rico in 1511. San Juan became the first ecclesiastical headquarters for the New World  and served as the first base for the Inquisition as well. By 1530, barely 20 years after its founding, the city supported a university, a hospital, and a library. Piracy San Juan quickly came to the attention of Spain’s rivals in Europe. The first attack on the island took place in 1528, when the French razed several outlying settlements, leaving only San Juan intact. Spanish troops started building San Felipe del Morro, a formidable castle, in 1539.  Sir Francis Drake and his men attacked the island in 1595 but were held off. In 1598, however, George Clifford and his force of English privateers managed to capture the island, remaining for several months before illness and local resistance drove them away. That was the only time El Morro castle was ever captured by an invading force. The 17th and 18th Centuries San Juan declined somewhat after its initial importance, as wealthier cities such as Lima and Mexico City thrived under the colonial administration. It continued to serve as a strategic military location and port, however, and the island produced significant sugarcane and ginger crops. It also became known for breeding fine horses, prized by Spanish conquistadors campaigning on the mainland. Dutch pirates attacked in 1625, capturing the city but not the fort. In 1797, a British fleet of approximately 60 ships attempted to take San Juan but failed in what is known on the island as â€Å"The Battle of San Juan.† The 19th Century Puerto Rico, as a small and relatively conservative Spanish colony, did not participate in the independence movements of the early 19th century. As the armies of Simon Bolà ­var and Jose de San Martà ­n swept across South America liberating new nations, royalist refugees loyal to the Spanish crown flocked to Puerto Rico. Liberalization of some Spanish policies – such as granting freedom of religion in the colony in 1870, encouraged immigration from other parts of the world, and Spain held onto Puerto Rico until 1898. The Spanish-American War The city of San Juan played a minor role in the Spanish-American War, which broke out in early 1898. The Spanish had fortified San Juan but did not anticipate the American tactic of landing troops at the western end of the island. Because many Puerto Ricans did not oppose a change of administration, the island basically surrendered after a few skirmishes. Puerto Rico was ceded to the Americans under the terms of the Treaty of Paris, which ended the Spanish-American War. Although San Juan had been bombarded for a time by American warships, the city suffered relatively little damage during the conflict. The 20th Century The first few decades under American rule were mixed for the city. Although some industry developed, a series of hurricanes and the Great Depression had a profound effect on the economy of the city and the island in general. The grim economic situation led to a small but determined independence movement and a great deal of emigration from the island. Most emigrants from Puerto Rico in the 1940s and 1950s went to New York City in search of better jobs; its still home to a great many citizens of Puerto Rican descent. The U.S. Army moved out of El Morro Castle in 1961. San Juan Today Today, San Juan takes its place among the Caribbeans top tourism destinations. Old San Juan has been extensively renovated, and sights like the El Morro castle draw large crowds. Americans looking for a Caribbean vacation like to travel to San Juan because they don’t need a passport to go there: it is American soil. In 1983 the old city defenses, including the castle, were declared a World Heritage Site. The old section of the city is home to many museums, reconstructed colonial-era buildings, churches, convents, and more. There are excellent beaches close to the city, and the El Condado neighborhood is home to top-notch resorts. Tourists can reach several areas of interest within a couple of hours from San Juan, including rainforests, a cave complex, and many more beaches. It is the official home port of many major cruise ships as well. San Juan is also one of the most important ports in the Caribbean and has facilities for oil refining, sugar processing, brewing, pharmaceuticals, and more. Naturally, Puerto Rico is well-known for its rum, much of which is produced in San Juan.

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Coping with Corruption in Trading with China Free Essays

CASE 2-5 Coping with Corruption in Trading with China Corruption is on the rise in China, where the country’s press frequently has detailed cases of corruption and of campaigns to crack down on it. The articles primarily have focused on domestic economic crimes among Chinese citizens, and on local of? cials who have been ? red or assessed other penalties. Indeed, China has been rated by Transparency International as number 59 of the 102 countries the German organization rates on its â€Å"Corruption Perception Index. We will write a custom essay sample on Coping with Corruption in Trading with China or any similar topic only for you Order Now †1 Finland is rated the least corrupt at number 1, the United States at 16, and Bangladesh the most corrupt at number 102. Corruption’s long arm now is reaching out to touch China’s foreign business community. Traders, trade consultants, and analysts have said that foreign ? rms are vulnerable to a variety of corrupt practices. Although some of these ? rms said they had no experience with corruption in the People’s Republic of China (PRC), the majority said they increasingly were asked to make payments to improve business, engage in black-market trade of import and export licenses, bribe of? cials to push goods through customs or the Commodity Inspection Bureau, or engage in collusion to beat the system. The Hong Kong Independent Commission Against Corruption reports that outright bribes as well as gifts or payment to establish guanxi, or â€Å"connections,† average 3 to 5 percent of operating costs in the PRC, or $3 billion to $5 billion of the $100 billion of foreign investments that have been made there. The most common corrupt practices confronting foreign companies in China are examined here. ANGLING FOR CASH MNCs also are asked sometimes to sponsor overseas education for children of trading of? cials. One person told a Chinese source that an MNC paid for that individual’s U. S. $1,500-a-month apartment, as well as a car, university education, and expenses. Firms ? nd direct requests for cash payments—undeniably illegal—the most dif? cult. One well-placed source said that a major trader, eager for buyers in the face of an international market glut, had fallen into regularly paying large kickbacks into the Honduran, U. S. , and Swiss accounts of of? cials at a PRC foreign trade corporation. Refusing to make payments may not only hurt sales, it can also be terrifying. A U. S. ?rm was one of several bidders for a large sale; a Chinese of? ial demanded the MNC pay a 3 percent kickback. When the company representative refused, the of? cial threatened: â€Å"You had better not say anything about this. You still have to do business in China, and stay in hotels here. † Not surprisingly, the U. S. company lost the deal. Traders of certain commodities may be tempted to purchase on the black market those import and export licenses that are dif? cult to obtain legally. A fairly disorganized underground market, for instance, exists for licenses to export China-made garments to the United States. Some branches of the Commodity Inspection Bureau (CIB) also have posed problems for some traders. Abuses have emerged in the CIB since it started inspecting imports in 1987. A Japanese company, for instance, informed CIB of? cials of its intention to bring heavy industrial items into China—items that had met Japanese and U. S. standards. The of? cials responded that they planned to dismantle the products on arrival for inspection purposes. The problem was resolved only after the ? rm invited the of? cials to visit Japan. Some traders get around such problems by purchasing inspection certi? ates on the black market. According to press accounts, these forms, complete with signatures and seals, can be bought for roughly U. S. $200. Some claim that, for the appropriate compensation, customs of? cials in a southern province are very willing to reduce the dutiable value of imports as much as 50 percent. Because the savings can far exceed transport costs, some imports that would logi cally enter China through a northern port are redirected through the southern province. PAYING TO IMPROVE BUSINESS Foreign traders make several types of payments to facilitate sales in China. The most common methods used are trips abroad. Chinese of? cials, who rarely have a chance to visit overseas, often prefer foreign travel to cash or gifts. (This was especially true when few PRC of? cials had been abroad. ) As a result, traders report that dangling foreign trips in front of their PRC clients has become a regular part of negotiating large trade deals that involve products with a technological component. â€Å"Foreign travel is always the ? rst inducement we offer,† said an executive involved in machinery trade. In most cases, traders built these costs into the product’s sale price. Some trips are â€Å"reasonable and bona ? de expenditures directly related to the promotion, demonstration, or explanation of products and services, or the execution of a contract with a foreign government agency. † But other trips, when of? cials on foreign junkets are offered large per diems and aren’t invited speci? cally to gain technical knowledge, may be another matter. Foreign travel isn’t always an inducement—it also can be extorted. In one case, a PRC bank branch refused to issue a letter of credit for a machinery import deal. The Chinese customer suggested that the foreign trader invite the bank of? ial on an overseas inspection tour. Once the invitation was extended, the bank issued the letter of credit. QUESTIONS 1. List all the different types of bribes, payments, or favors represented in this case and say why each is either legal or illegal. 2. For those practices that you say are illegal, classify each as lubrication, extortion, or subornat ion, and tell why. 3. Which of the payments, favors, or bribes are illegal under the Foreign Corrupt Practices Act (FCPA)? 4. Assuming that the FCPA did not exist, what is the ethical response to each of the payments, favors, or bribes you have See www. transparency. org for more details about their 2002 index. 572 Cases 2 The Cultural Environment of Global Markets you think bribery will become less prevalent in markets like China? 573 identi? ed? Read the section titled â€Å"Ethically and Socially Responsible Decisions† in Chapter 3 as a guide to assist you in your decision. 5. Now that the OECD has approved an FCPA-like treaty to ban commercial bribery by ? rms in member countries, do 6. List alternatives to paying bribes in international markets and discuss the pluses and minuses of each. How to cite Coping with Corruption in Trading with China, Essay examples

Business Communication for Electronic Commerce and Business

Question: Discuss about theBusiness Communication for Electronic Commerce and Business. Answer: Introduction The proposal is done to focus on the impact of social media on the management of communication at the business organisation IBM. Communication is essential, not only for enabling coordination of work among the employees but also can lead to effective decision making, furthermore allow the organisation to perform its tasks within less time (Ibm.com, 2017). The digital communication is an easy and convenient way of communicating with each other through social media use and even makes quick decisions that can be successful for the management of business (Cambie, 2012). There are various channels of enabling communication between the employees and it is possible with the involvement of social media channels like Facebook, Twitter, Instagram, etc. Research background The background of research illustrates the use of social media for managing communication within the organisation and its efficiency in managing good relationships between the stakeholders and allowing them to commit to the organizational excellence. Gmail, Google hangout, facebook, instagram and Twitter are relevant platforms for enabling communication transparency and make people communicate with each other within the organisation and discuss about matters to fulfill the roles and responsibilities with ease and efficacy (Chesher Kaura, 2012). Social media involvement is also essential for making people communicate with its customers and obtain their opinions and feedbacks to determine the market conditions and fulfill he needs and requirements of the customers easily (Ibm.com, 2017). Research objectives To identify the role of social media in facilitating the processes of communication at IBM To evaluate necessary measures for utilizing the social media and bringing out the best of benefits for the company To assess the probable impact of social media involvement on the management of communication at IBM To recommend probable measures for improving the communication process and maintaining string relationships with the business stakeholders Research questions What is the impact created by involving social media on the communication process at IBM? How could the various ways or approaches be used for facilitating the social media involvement and obtain business benefits? What kind of impact is created by using social media for the purpose of communication within the organisation? What are the methods or techniques recommended for enhancing the efficiency of communication process at IBM? Discussions The discussions are mainly based on the kinds of data and information that have been collected for understanding the impact of social media on the management of communication and facilitating the relationships between the stakeholders of IBM (Clark Jr Cain, 2013). Conclusion By analyzing the report, it could be understood that the social media usage had brought great benefits such as proper communication was enabled along with management of proper relationships between the stakeholders in business. Recommendations Few recommendations included: To use social media for enhancing brand awareness, enhance the visibility of products and services to make customers know about those and ensure that their buying behaviours are influenced too. To use the social media channels for promoting effective communication between the employees and making it easy for them to make decisions too To utilize the social media for improving the customers services It is also recommended to integrate the use of social media by aligning it with the business goals and objectives Introduction Social media platforms are effective channels for promoting effective communication and enabling higher engagement of the employees within the organisation. Social media involvement could increase the speed and rate of information flow and exchange, furthermore increase the employee engagement and reducing communication activities done through face to face meetings and telephonic conversations (Glisic Leppnen, 2013). The social networking within the workplace not only facilitates the communication process but also improves the organizational productivity by distributing information among the employees working at IBM. It improves the effectiveness of communication process, helps in identifying the new information and data and even allows the employees to discuss ideas and share opinions among themselves (Godlovitch et al., 2013). Digital communication with the involvement of social media The personal communications at IBM are managed with the help of providing a platform for managing accessibility to data, information and applications that are present on the host system. The personal communication feature at IBM include the virtual terminal emulation and system network architecture that can provide multiple functionalities such as proper networking, communication and other features of administration including the emulation of host terminal, client server applications and better connectivity (Ibm.com, 2017). The major component of IBM Host Access Client Package and IBM Host integration solution could also facilitate the social media involvement and enhance the processes of communication largely. Social media platforms changed the way of communication One of the major effective social media platform is the facebook, which has been a top priority for the businesses to allow people connect with each other and share personal thoughts, opinions and behaviours. Twitter is another fast-paced network that has allowed the users to share data and information by using hash tags and allow the content to be seen by the targeted audiences (Kotz, Kozubowski Podgorski, 2012). The employees of IBM have managed to communicate with each other through these social media platforms and this has facilitated the marketing activities and ensured proper communication at the workplace. Snapchat is also used as a temporary social media platform that allows the employees working at IBM to share the content and it can be seen for maximum 24 hours (Kwok Yu, 2013). It is effective for the managers and higher authorities to communicate and share their messages and information that are confidential and so Snapchat can be used to make the messages visible for 24 hours and then get automatically removed, so that it cannot be accessed by any other person. This would communicate the messages and instructions properly to the subordinates and allow for making quick decisions too (Leonardi, Huysman Steinfield, 2013). Communication strategies With the involvement of social media in business, there are more scopes and opportunities to enhance the business contacts and target wider audiences. It is also useful for managing advertisements and the recruitment process, which can further enhance the market research capabilities and develop marketing campaigns by enabling proper communication between them. The implementation of marketing campaigns would also deliver effective communication and direct the individuals to various websites for making them acknowledged with happenings within the company (Macnamara Zerfass, 2012). The companies to communicate and connect with its customers and other stakeholders while selling the products and services use the social networks. By involving the social media, it has become easier to develop trust and loyalty among the individuals within the business and ensure that ideas and opinions are circulated properly. The social media sites can be created to focus on personal broadcast network and fare well above the traditional advertising, furthermore share both positive as well as negative responses related to the business transactions or decisions that are needed to be made (Schivinski Dabrowski, 2016). The most suitable online communication strategy is to invest in social media and think strategically about how to make the best use of these social media platforms. The social media communication strategy could create a proper networking event and monitor the content that should be provided by the people. The blogs are used as an excellent platform for managing the business communication strategy, share insights into the business and develop relationships with the customers (Wang, Yu Wei, 2012). The blogging in social media can help in producing quality content for engaging the individuals within the company and determine the needs and preferences. The content posted through blogs could also make people know about the industry trends and facts and share about the business success stories too (Ibm.com, 2017). Benefits and drawbacks of social media Digital communications have been largely influenced by the involvement of social media to foster the development of relationships and setting connections between the staffs within the workplace of IBM. Conversations are easily managed with the use of social media platforms by communicating through open body languages and connecting it with the staffs, managers and subordinates. Few drawbacks of social media communication within organizations could be the lack of skills and abilities to read, write or spell due to lack of accessibility of keyboards (Cambie, 2012). Though social media usage could promote effective communication, still the lack of physical cues and face-to-face interactions might create misunderstandings and misconceptions. Information overload could be caused due to the busy online discussions and communications through useof social media. The time taken for commenting or receiving a particular response might be high, which could create other issues as well. While usin g social media platforms for facilitating the communication process, negative comments might be posted, which in turn, could result in deteriorating the brand image as well (Chesher Kaura, 2012). Conclusion The report was developed to focus on the various aspects of social media and how it had impacted the process of communication at the organisation IBM, India. Social media platforms had helped in creating effective channels for managing communication between the individuals and ensured successful functioning of the business organisation. The social media platforms enabled the staffs of IBM to communicate and at the same time, improved the marketing activities efficiency to share and exchange messages and information, furthermore make effective decisions with ease and effectiveness. References Cambie, S. (2012). International Communications Strategy: Development in Cross-cultural Communications, PR and Social Media.Strategic Direction,28(6). Chesher, M., Kaura, R. (2012).Electronic commerce and business communications. Springer Science Business Media. Clark Jr, G. C., Cain, J. B. (2013).Error-correction coding for digital communications. Springer Science Business Media. Glisic, S. G., Leppnen, P. A. (2013).Wireless communications: TDMA versus CDMA. Springer Science Business Media. Godlovitch, I., Monti, A., Schfer, R. G., Stumpf, U. (2013). Business communications, economic growth and the competitive challenge.Study for the European Competitive Telecommunications Association (ECTA) and the International Telecommunications User Group (INTUG. Bad Honnef, Germany: WIK-Consult GmbH. Ibm.com. (2017). IBM - India. [online] Available at: https://www.ibm.com/in-en/ [Accessed 23 Nov. 2017]. Kotz, S., Kozubowski, T., Podgorski, K. (2012).The Laplace distribution and generalizations: a revisit with applications to communications, economics, engineering, and finance. Springer Science Business Media. Kwok, L., Yu, B. (2013). Spreading social media messages on Facebook: An analysis of restaurant business-to-consumer communications.Cornell Hospitality Quarterly,54(1), 84-94. Leonardi, P. M., Huysman, M., Steinfield, C. (2013). Enterprise social media: Definition, history, and prospects for the study of social technologies in organizations.Journal of Computer?Mediated Communication,19(1), 1-19. Macnamara, J., Zerfass, A. (2012). Social media communication in organizations: The challenges of balancing openness, strategy, and management.International Journal of Strategic Communication,6(4), 287-308. Schivinski, B., Dabrowski, D. (2016). The effect of social media communication on consumer perceptions of brands.Journal of Marketing Communications,22(2), 189-214. Wang, X., Yu, C., Wei, Y. (2012). Social media peer communication and impacts on purchase intentions: A consumer socialization framework.Journal of Interactive Marketing,26(4), 198-208.

Organisational Group Behaviour

Introduction Organisational group behaviour comprises of a wide array of topics ranging from sociology, psychology, management, to communication among others. All these elementary principles are critical to the formation of an effective group. This area is a dynamic concept that has received a lot of attention because the various theories regarding organisational group behaviour are somewhat novel in their application in this context.Advertising We will write a custom research paper sample on Organisational Group Behaviour specifically for you for only $16.05 $11/page Learn More As such, the theories have existed for quite a long time, for instance, the vital quality of communication as an icebreaker in any relationship, but their specific application to an organisational context requires further expertise. Numerous theorists have attempted to piece together what necessary elements are requisite in achieving this desirable intricate balance, and most of these theorists have ended up writing books that are too complex for lay managers and group leaders. Subsequently, readers and authors alike are in the quest for a simplistic explanation of what comprises organisational behaviour, as well as analogous case studies and real-life examples of how to apply this knowledge. Based on this background, this paper seeks to use the publications of two â€Å"more comprehendible† authors, Ian Brooks’ â€Å"Organisational Behaviour: Individuals, Groups and Organisation† (13 Nov 2008) and John Hunt’s â€Å"Managing People at Work: A Manager’s Guide to Behaviour in Organisations† (1 Apr 1992), to provide a better understanding of organisational group behaviour concepts and theory. Structural context There are several possible entry views to organisational group behaviour. One such view bases its arguments on the time factor and classifies its discourse within the modern, symbolic, and postmodern view. This view is a very general theory as the finer elements as motivation and communication are lost in the attempt to categorise organisational behaviour into periods. Conversely, another view subdivides its discourse into a bi-pronged format comprising of macro and micro organisational behaviour.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Under this view, micro-organisational group behaviour focuses on the dynamics of relations between individuals in groups within a particular organisation, whereas macro organisational behaviour focuses on the wider perspective of inter-organisational and inter-industrial relationships of organisational groups. It follows that this dimension is the preferable view within the context of this paper because the second dimension, (macro) builds on the theories observed with the first (micro) as they are similar but applied on a wider scale. As such, loo king at the macro level simply expounds the initial theories while introducing minimal additional information that becomes significant at the macro level. Both Brooks and Hunt use this perspective in their textbooks, and this aspect assists the reader in further understanding the concepts they are building. Principle-agent problem and the Incentive Theory (motivation) This theory is a cocktail of both human resource and management theory and is expounded by both Brooks and Hunt. Conventionally, the incentive theory is one among the variety of motivation theories such as Maslow’s Hierarchy of needs, equity, and the attributive theory. It posits that human beings need some form of incentive that arouses their desire to achieve a certain envisioned goal. Brooks opines that the motivational force ought to direct the subjects and maintain their concentration upon the attaining of the goal, otherwise the force would be ineffective and the goal would remain elusive. Hunt builds on t his opinion by referring to the misguided notion of monetary gain as an incentive. He asserts that money alone cannot maintain an individual’s focus on achieving some goal; moreover, he observes that other extrinsic factors such as the work environment and labour gratification are key players in maintaining motivation. However, a study conducted by Fehr and Gotte (2007) indicates that monetary rewards are the major driving forces of improved performance. In this context, Brooks fails to categorise work places and appreciate the fact that in some organisations especially in developing countries, workers would rather work under abusive conditions than to lose their only source of income, something that Fehr and Gotte highlight clearly in their study.Advertising We will write a custom research paper sample on Organisational Group Behaviour specifically for you for only $16.05 $11/page Learn More Laffont and Martimort (20012) also note that monetary rewards remain at the top in the hierarchy of employee motivation. In today’s capitalistic market place the majority of workers just want to have money, lots of it and thus money remains a key motivation element. Industrial Revolution Brooks and Hunt discuss this concept although in different dimensions. The industrial revolution is responsible for the diversification of labour and the labour market. It follows that individual group members have possibly invested in human capital to attain proficiency in a variety of tasks. Consequently, organisational groups are often infiltrated with diverse individuals with just as diverse skills; therefore, organisations in need of those skills find themselves at a risk of losing priceless talent and profits if they are incapable of managing the organisation’s staff as per the optimal standards. Brooks states that, on-the-job trainers invest millions each year to internal educational programs meant to qualify employees and employer s to the specific or customised needs of various task forces. However, he adds, such investment can easily turn into loss statements if the firm does not set its house in order in terms of the other elements necessary to retain group satisfaction. He suggests that organisational group behaviour in the 21st century has since shifted from the scientific approach theory that only required leaders to identify the objectives then appoint customised members to fulfil their respective related obligations. Instead, it has shifted in line with human relations approach, which was a result of the Hawthorne studies that determined the significance of group norms on human behaviour and work output. Beyond that, the decision making approach that alludes to principles of opportunity cost comes into play and asserts that for optimal results, group members should be in a position to sacrifice decisions that would not yield optimal conditions for goal achievement when making goal-oriented decisions.A dvertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More He further states that for such a decision to be made, loyalty to the group is necessary, and that there exists several ways of earning such loyalty including achieving group-member buy-in, which refers to feelings of ownership in the desired objectives that group members are required to achieve. There are several possible ways of accomplishing this starting with involving members in decision and strategy design. Building a comprehensive group culture that the members identify with, as a constant during turbulent times, also helps along the turbulent journey to achieving loyalty in a group. Additionally, it is important to ensure that in appointing duties, the process is equitable and uniform in order to avoid social loafing, which refers to the tendency of some group members taking a spectator approach leaving the majority of the tasks to more competent members. In an attempt to counter this element, Hunt holds that there should be specification of tasks for each group member, to e nsure that every group produces results necessary for the comprehensive conclusion of the task. He also suggests that members should be motivated so that they do not feel dispensable and this aspect requires the delegation of equally challenging tasks, which require effort and cooperation to achieve. Hunt introduces the Neo-Human’s relations school concept that is fit for the modern organisational group due to its allegiance to various famous theories, especially Maslow’s hierarchy of needs. As such, members will work optimally if all five levels of human needs, viz. psychological, love, safety, esteem, and self-actualisation are met. He adds that the self-transcendence tier that Maslow added to his hierarchy near death also requires attention, as in his opinion, this tier underscores the inexorable force behind the success of philanthropic successes. Additionally, he suggests theory Y dimensions of management by asserting that members inherently act responsibly while on a task and that the role of leadership is to ensure that they achieve their individual goals through working on the organisation’s objectives. Hunt favours theory Y and states that it carries the mark of true leadership in any organisation to get the employees to work as if they were building their own personal business, while working for the organisation. This concept builds on Brooks’ buy-in concept. Nevertheless, Bobic and Davis (2003) note that theory Y has many inherent weaknesses, which underscore why many firms have failed miserably in the contemporary market place; therefore, they insist that theory X would work best for these firms. Stewart (2010) echoes these sentiments and states that while theory Y might underscore one of the best management techniques, it is not applicable across board and thus it might score poorly in some cases. Communication Communication is a vital element of any group’s dynamics and it comes into play when any task is to be executed. Communication in a group can be categorised into two basic faucets. First, there is the leader-member communication that transcends the vertical structure of the group and is made manifest in case a new task is to be achieved. Groups should set up forums for discussing new responsibilities among members including the best implementation technique, and when there is participation at this initial stage of decision-making, the transition into the new policy becomes smoother. Secondly, the significance of confidentiality of shared communication cannot be overemphasised. The concept of assessment results is a sensitive issue especially if it is internal and members are required to evaluate each other. Assessors should be sensitive to malice as this element can adversely affect the report done on a member. As organisations continue to market free and open communication, whistle blowers find themselves in jeopardy of losing their employment or its equivalent in the form of their status at work among peers. Therefore, it is critical to guarantee that their complaints shall be handled with utmost confidentiality and ethical means in order to foster free disclosure and raise the ethical standards of the organisation. Linked to this concept is the management of unethical conduct. Brooks suggests that any viable organisation should put in place some structured methods of dealing with unethical behaviour within its ranks, and that such a method should be applied uniformly and persistently regardless of who the victim may be. This, he adds, shall be instrumental in inspiring confidence among workers due to the predictability of the system. Group leadership Through job design, praise, constructive feedback, and goal setting, a leader can motivate members to perform better. As concerns goals, SMART goals, viz. Specific, Measurable, Attainable, Realistic, and Time bound goals are very effective. Leadership marks a point of divergence between Brooks and Hunt as the la tter’s idea of ideal leadership is one that orders and controls member behaviour to achieve organisational goals, whereas Brooks prefers leadership that advances member interests and manages to accomplish organisational objectives simultaneously. As per Brooks, such leadership is characterised by extrinsic features of openness such as open offices and regular assessments of performance aimed at improving member’s prospects of advancements. This argument disappears from Hunt’s notion of a visible gap between the management and human resource departments of an organisation, which features leaders receiving blatant displays of an appreciation for their status in the form of fringe benefits and accolades. Whereas both authors drive a poignant point, this paper insists that, a less-obvious gap between the two groups is more favourable. However, Schermerhorn, Hunt, and Osborn (2000) note that it is important have clear-cut boundaries defining who is in charge because in the absence of such a distinction, anarchy or chaos could easily emerge and thus lead to the disintegration of a group. Conclusion This paper has briefly compared and contrasted the views of two famous authors of organisational group behaviour in a contemporary concept. It has analysed several areas of interest including motivation, the industrial revolution its impact on organisational groups, communication, and leadership. Both authors are commendable in their brief yet very comprehensive analysis of group behaviour, and the credibility of each other is somewhat reaffirmed when one’s views complement the other’s. However, Mr. Brooks is more convincing of the two and this paper has capitalised on his superior positions on group behaviour. Reference List Bobic, M Davis, W 2003, ‘A Kind Word for Theory X: Or Why So Many Newfangled Management Techniques Quickly Fail’, Journal of Public Admin. Research and Theory, vol. 13 no. 3, pp. 239-264. Fehr, E Gott e, L 2007, ‘Do workers work more when wages are high? Evidence from a randomised field experiment’, American Economic Review, vol. 97 no. 1, pp. 298-317. Laffont, J Martimort, D 2001, The Theory of Incentives: The Principal Agent Model, Princeton University Press, New Jersey. Schermerhorn, R, Hunt, J Osborn, N 2000, Organisational Behaviour, Wiley, New York. Stewart, M 2010, ‘Theories X and Y Revisited’, Oxford Leadership Journal, vol. 1 no. 3, pp. 81-87. This research paper on Organisational Group Behaviour was written and submitted by user Shania Kerr to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

A Thanksgiving Guide for College Students

A Thanksgiving Guide for College Students Thanksgiving break, for many college students, is an oasis in the middle of fall semester. Its a chance to return home and recharge. You can take a break from midterms and papers. For a lot of students, it might be their first chance to get some good food and spend time with old friends. Lots of students go home for Thanksgiving, but some stay on campus. Others head to a friend or roommates house to celebrate the holiday. No matter your situation, though, there are things you can do to make sure you squeeze every last drop out of the long weekend. Friends, Family, and Relationships Thanksgiving is nearly always about friends and family. And while every college student has a unique situation when it comes to their nearest and dearest, nearly everyone needs a little love around the holidays. Some families are less supportive than others. If you find being back home stressful, try planning to see friends or a trip to your favorite coffee shop. For many students, its the first chance they have to visit with friends from high school. If you had a large circle of friends, getting to see everyone you wanted to see might be hard. After all, the Thanksgiving break is only a few days, and most people will have some family obligations as well. Because of this, it is wise to try to plan group activities where you can spend time with as many of your old friends as possible. Dealing With Change If Thanksgiving is the first time youve been home since the start of college, you may have a hard time adjusting to being back. After months of the freedom to come and go as you please, having a curfew again might be hard to swallow. Things around your town have probably changed, too. You may have new interests and hobbies that you didnt have before, which your family may or may not approve of. Dealing with change isnt easy for anyone, including your parents. Try to approach the differences with an open mind. College is about moving from childhood to your adult life and its a process which is why you still have to follow your parents rules- but it wont be like that forever. Be patient when your parents start treating you like youre back in high school; they need time to adjust to their child growing up. When you start getting frustrated remind yourself its just a long weekend, youll be back at school before you know it. Dealing With Politics Its not uncommon for students to return home with new ideas or insight into the politics of the world. If your politics no longer align with your families, it could lead to some unpleasant conversations. Many people attempt to avoid discussing politics during the holiday but if thats not an option, view it as a learning experience. Ask your family members to explain their political beliefs to you. Even if you dont agree, allowing others to feel like theyve been heard can ease tensions. Its also easier to explain your beliefs when you have shown that you respect the other person enough to hear what they have to say. Heading Home Thanksgiving is one of the busiest travel times of the year, so knowing what to expect can prevent a fun trip home from turning into a travel nightmare. Knowing what to pack when heading home for Thanksgiving is half the battle. The other half is planning your route home. If youre in charge of purchasing your airline ticket, youll want to book it at least six weeks in advance. The Wednesday before Thanksgiving is one of the biggest travel days of the year, so youll want to avoid it if you can. If you have a class scheduled that day, talk to your professor about ways to accommodate your absence so you can leave earlier in the week. Dont worry if you forgot to buy your ticket home; there are ways to find last-minute student travel deals. If you do have to leave on Wednesday, leave early and be prepared to deal with travel delays and crowds. Staying on Top of Your Academics For most students, Thanksgiving falls either right before or right after midterms. So just because youre relaxing and hanging out with people over the break doesnt mean you can let your academics slide. While staying on top of your coursework is challenging, it isnt impossible. Thanksgiving is your first real chance to get to learn how to manage homework over a college break. Even if your professors didnt assign you anything over the break, you probably have a larger project or paper that you can work on. Remember, the end of the semester is really only a few weeks away. The time will pass faster than you think and saying you have to study is a great excuse to get out of an awkward conversation with extended family members.

Differences Between International Business Management and United Essay

Differences Between International Business Management and United States Business Management - Essay Example Different business management practices differ depending on the purposes and the scope of the business or the area it covers (Adekola & Sergi, 2008). There is the difference between international business management and United States business management. The international business management is a business that incorporates many factors as compared to the business management of America. The international business has factors like different government policies, cultures of different people and other foreign elements that are put into consideration, while the United States business management has only the domestic policy, one culture, and other internal factors that are considered when designing it. The American Business Management uses an individualistic approach where managers are the one who are responsible for the decisions made in their areas of the jurisdiction (Dewan, 2011). In this case, the decision always lies with the management though the other staff can discuss but the final say lies in the word of the boss. For the case of the international business, the board of management deliberates the matters affecting the busines s. The management approach here is not like the one of United States business management, but it entails deliberations that are made by the board and are implemented by the representative managers of various countries in the world. The accountability of the international business lies in the board of management where in consultation with the various managers of different countries they account for everything that is done in the business. The managers of American companies have a belief that the overwhelming success in a business brings real rewards. Thus, they tend to disregard the opinions of the other subordinates members (Punnett, 2014). This approach brings a lot of problems when the things go wrong and in meetings there are some incidences of

Issues Related To The Auditor Independence Research Paper

Issues Related To The Auditor Independence - Research Paper Example Self-review threats also present threats to independence while advocacy threats may present unbiased opinions on the financial position of the firm. Intimidation threats such as coercion the owners of the firm will hinder the independence of the auditor. Auditor’s independence must be about integrity, objectivity, and skepticism (Basu, 2009). The auditor is expected to monitor the integrity of the financial statements, review the internal financial controls, review the effectiveness of the internal audit department, and provide non-audit services while considering the ethical guidelines concerning the auditor’s work. Rotation of audit staff and partners will safeguard the familiarity threat and minimize self-interest threats to independence (Flood, 2012). In order to maintain independence, the auditors are required by law o maintain integrity, competence, objectivity, performance, and courtesy. The auditor must safeguard himself or herself from self-interest threats by abstaining from any direct or indirect financial interest in the audit work (Flood, 2012). The auditor should not take any loan, the guarantee of a loan from the client, or engage in undue dependence on the total fees paid by the client. ... In this case, the auditor should not be a promoter of the shares or securities of the client and should not act in litigation or solving of disputes with third parties. The auditors must avoid the familiarity threats and observe ethical guidelines that prohibit conflicts of interests such as abstaining from engaging in audit work if the client is a close family member (Adelopo, 2012). The auditor must not accept any hospitality or gifts from the client, the directors or employees of the client (Basu, 2009). Auditors may face intimidation threats such as the threat of replacement due to disagreements on certain accounting principle, dominant personality of senior management, and pressures to reduce the amount of audit work in order to reduce the audit fees.

Literature Review Importance Of Motivation Commerce Essay

Literature Review Importance Of Motivation Commerce Essay Motivation has so many definitions, and it has been discussed, assimilated and referred to in many aspects, as people have come to understand the importance of Motivation, Motivation itself refers to in one study as the reasons underlying behaviour (Guay et al., 2010, p. 712). This is a major phrase as it refers to a simple but major fact. That behaviour is promoted and supported by motivation. This means that what we do and how we do it is based on motivation. In the same context Gredler, Broussard and Garrison (2004) generally defines the motivation concept as attributes that propels us to do or even not to do something (p. 106) This means in the right hands and in the right management motivation can ensure that people behave and act the way factors dictate them to behave. A powerful tool that is worth all the man hours spent in researching this element. In the past few decades Human motivation has become a diversified and extremely researched field with good reasons as it plays a major role in todays organisational front. Motivation has comprehensive roots in a varied collection of educational disciplines that has come to play a big part in todays culture some of which is psychology, sociology, education, political science, and economics. In simplified terms, motivation can be defined as, what makes someone do what they are doing (Denhardt et al., 2008, p. 146). The part motivation plays in all these fields has come to be so immense that everyone today respects and tries to understand the depth of motivation. The general view as to the definition of motivation which shows us in a broad way that: (1) motivation is an a goal directed process (Lawler, 1994), (2) motivation outlines the attainment and search of goals (Denhardt et al., 2008) and (3) motivation is environmentally dependent (Pettinger, 1996). Campbell and Pritchard (1976)has explained motivation as being the set of psychological processes that cause the initiation, direction, strength, and persistence of behavior. All these factors have a direct impact on productivity and the positive human influence in the environment. Motivation has been identified as an internal drive towards ones self and not to other people, its is an internal occurrence within ones heart and mind. Sometimes managers have the influencing power to motivate the process, but the said managers cannot control it or wield it (Denhardt et al., 2008, p. 147).Which makes it harder to wield, however if management can make the conditions such it can promote motivation. Its has become important to know and understand as much as possible when it comes to motivation so that management can do everything that is possible to make the environment a motivation zone Also Young (2000, p1) in his studies makes a valued and simple statement, what motivation is depends on who you ask he states. He further suggests that motivation has the depth to be conveyed in many ways and means, and it depends of a persons view point .If you ask a general bystanader the response would be in the lines of,its what drives a person to do what they do or its the force that make us make the small decisions that change the things we do. Hence motivation is the energy within an person that accounts for the level, course, and tenacity of effort spent at work. Again before management decisions that may or may not involve cost is taken it is important that an assessment on which relevant motivators for the relevant situation is assessed and assimilated prior. Again a statement and study that will help managers get the best out of the people states that according to a study by Antomioni (1999, p29), the quantity of energy individuals are ready to put in their work is dependent on the degree to which they feel their motivational needs will be fulfilled. From another view point, people become de-motivated if they feel something in the company or workplace plays a role in preventing them from achieving positive and lucrative outcomes. In another study by Bartol and Martin (1998) they go on to define motivation as a control that reinforces and fortifies behaviour, again stating the fact that motivation drives behaviour, as such drives performance or in most instances the lack of it. Also it is said that the process of motivation is an evolution of moving and supporting goal-directed behavior (Chowdhury.M.S, 2007). It is an internal strength that drives individuals to pull off personal and organizational goals (Reena et al, 2009). Motivation is such a factor that exerts a driving force on our actions and work. According to Baron (1983, p. 123), The main Motivational theories can be divided to two content theories, centred around the hypothesis that all persons share a almost identical set of human needs, and as a whole we are all motivated to satisfy and achieve those needs (Maslow, 1946; McGregor, 1957; Herzberg, 1968; Alderfer, 1969; McClelland, 1988) however other theories have clarified that while the majority of the human beings might have very related needs the standing and the engagement of those needs are different to each other and motivation needs to be adjust accordingly (  Skinner, 1935; Festinger, 1957; Adams, 1963; Vroom, 1967; Porter Lawler, 1968; Kahler, 1975; Locke et al., 1990)this study will look in to most motivation theories that are applicable in this context and review them accordingly. Employee motivation Motivation and Employees go hand in hand in todays context. And there are theories born every day on motivation, how to motivate etcà ¢Ã¢â€š ¬Ã‚ ¦.Most concepts are centred around the hypothesis that persons all share a similar set of human needs and as humans we will always tend to satisfy those needs any way we know how, and at all times. The afore mentioned needs as per the fundamental motivational gurus (e.g., Maslow, 1946; McGregor, 1957; Herzberg, 1968; Alderfer, 1969; McClelland, 1988) Which has started an immediate creation of new theories both proving and disproving these fundamentals. Most theories are centred around the coherent reasoning process and explain that while most human beings share similar needs, the value that is placed in the lives of people for those needs and how those needs are placed is different for everyone, which is a very genaralized way of reasoning; this though process leads in the direction that motivation within individuals is something that is hi ghly subjective in nature(e.g., Skinner, 1935; Festinger, 1957; Adams, 1963; Vroom, 1967; Porter Lawler, 1968; Kahler, 1975; Locke et al., 1990). In a early study in this regards Bassett-Jones Lloyd (2005, p931) has presented the community with two views of human nature and a look towards early research into employee motivation. The primary view emphases on Taylorism, which regarded individuals as fundamentally idle lazy and and work -shy, which has been disproved in the later years from motivators and hygiene factors theories that were formulated. This thought process explained that the said individuals or in the work context employees can only be motivated by external stimuli. The secondary thought process was based on the popular Hawthorn experimental studies, which identified the opinion that workers are motivated to work well for work and nothing else but work, also and not only for the social and financial paybacks, later this motivation was described as internal motivation. It has been said that if you took into account monetary, financial and human capital, the later are more essential and have the capability to ensure an organisation has a competitive edge as compared to the competition (Rizwan et al, 2010). As the human capital is gaining its repute as the most important factor an organisation has in its position, all these studies become paramount in todays context. Employee motivation has become a main item in the to do list for most managers to ensure the increase job satisfaction amongst employees within organizations (Shadare et al, 2009). Motivated employees are said to be responsive of the predefined goals and objectives that he or she must achieve, thus they direct their complete efforts in that direction. Rutherford in 1990 explained that motivation formulates a company more successful because it triggers employees to constantly look and improve practices to do their work, this is vital and extremely important to ensure that the staff are motivated and in a motivated environment (Kalimullah et al, 2010). As motivation and job satisfaction go hand in hand it has been said that, an individulas feeling of being satisfied at work is directly associated with the level of internal motivation of employees that in a chain reaction increases the satisfaction levels of the workers. (Salman et al, 2010) Motivation and performance Motivation and Performance has been linked together for a long time, and managers everywhere are now digging deeper to understand the roots of these theories. As motivation is considered an internal drive, it is important that managers understand what moves their staff to perform. In Beyond the Fringe, Simms is seen to analyse how different companies use tailor made versions of cashless rewards as employee incentives. In todays research it has now been determined that cash is but a quick fix solution to a problem. Simms goes on to say that as Herzbergs described monetary incentives as non-motivators is on the money. Motivation leads to greater employee satisfaction and performance (Simms, 2007).All the more reason why managers should focus on this element in a human resource point of view. When looking at real life examples we consider the study by Whiteling who looks at the cases of Reuters and Salisburys the super store chain to explain the importance it is creating a culture where workers become directly involved in the changes within the organisation.Motivation since it goes hand in hand with empowerment this study becomes a important one. By making a value chain that pays importance to an workers views and used in implementing change, the outlook of the organisation is better understood and accepted and brought in by the employees. This process has positive effects that is it motivates the individuals to support and ensure that the goals and vision of the organisation is met (Whiteling, 2007). Today managers have understood that the silo system of yesterday that had managers in one segment and employees in another made the working environment a de motivated one. A good communication chain and even the grape wine has provided the employee to discuss problems etc, if this fails and communication is halted de-motivation has a way of creeping in. A common thread of communication between employers and employees emerges as a requirement for employee motivation (Simms, 2007; Jakobson, 2007; Whiteling, 2007; Silverman, 2006; Sharbrough, 2006). And studies have shown that motivated staff are more energised and more geared to perform. The majority of studies into this stream show a definite connection with better motivated employees that ture into better performers within the organisation.(Simms, 2007; Jakobson, 2007; Whiteling, 2007; Silverman, 2006; Sharbrough, 2006). In their studies it is suggested that motivation is the process that exerts that a person will be willing to give it their best and their total dedication the ensure that the organisational objectives will be met at every turn. This process can be self driven as well. Robbins and Coulter (2005, 392.) and managers have but one way to ensre that the organisational goals are achieved and that is by ensuring the process of motivation is implemented successfully. Also research dictates that any form of reward will ensure that employees are motivated and thus better perform. (Kalimullah et al, 2010). All organisations use the basic monetary and development pospects and other rewards to motivate employees to work harder and perform better.(Reena et al, 2009). So the age old debate of what motivates employees is being studied and researched to identify what motivates employees. Leadership is the art of getting people to do their allocation of work the way you want them to, as leaders trust among the workers towards you is paramount. And trust comes as well as hard work through motivation and motivated individuals.(Baldoni.J, 2005). Studies show that together both leaders and followers motivate and boost each others moral in successful environments of motivation.(Rukhmani.K, 2010).Motivation is purely and simply a leadership behaviour. It stems from wanting to do what is right for people as well as for the organization. Leadership and motivation are active processes (Baldoni.J, 2005). As per La Motta (1995) it is stated that performance at the work place is directly correlated to motivation and motivation based environment. The above theories all point at the direction that motivation and performance shares strong links, and that if management can identify what motivates their employees, performance can be enhanced, and through which the all-important bottom line can be enriched. Theories of Motivation Motivation due to its importance had spawned many theories and those theories can be broadly categorized as Content theories and Process theories. Content theory Observing the Content theories they rotate in the basic principal that what drives any person to strive to achieve anything or work towards anything is based on the understating people act in a certain manner because all human beings have needs to satisfy, these are the most renowned and spoken of theories in motivation. Nevertheless, there are serious failings in these approaches that can contribute in practice due to the complexity of human nature. Because of this it is imperative that organizational managers know what the workers needs and also have an undersating that employee needs will change and evolve over a time period and also will change from one employee to another. Afterwards the development of a evolving reward system (McShane, Von Glinow 2000, 74.) that will take into account the needs of the employees. In this instance, the ever changing wants of workforces will determine the efficiency of motivations used to motivate them. Needs theory The foundation to motivation and the theory that almost started everything is easily noted kmown and taught in almost every motivational study. This theory was propounded by American psychologist Abraham Maslow; He theorized the famous five stage model of human needs that influence human motivation as this pyramid of Maslow illustrated below: FIGURE1: Maslow Hierarchy of Needs (Griffin2008,438.) The most basic needs are named as Physiological needs such food and shelter that outlines the basis for motivation and are necessary to ensure the continuation of life in its most basic form. The second tier are the needs that are named as Safety needs that are required by persons to feel protected from emotional and physical peril. Companies can establish these needs by providing a secure working environment, by providing job security and added benefits that may include a complete benefit package. The third layer is Belongingness needs are with reference to the need for a connection and group identification persons attain from members of family, friends or colleagues. This includes, to friendship, interactions both social and work environment and belongingness, or acceptance by ones peers. The fourth is the Esteem needs can be described as feeling good about the individual. Self- esteem and personal accomplishment through challenging assignments are part of internal esteem needs whi le nice job titles, recognition, rewards and reputation are external esteem needs. And lastly Maslow speaks of the highest level of the evolution of needs which are Self-actualization is the higest tier of achievement in the Maslows need hierarchy. It suggests that the maximum potential of an individual has been reached. This is a complex need, however, is almost impossible for managers to address as it is completely up to the employees desire to achieve. Griffin (2008, 439.) this suggests that leaders can help foster an environment where attaining self-actualization is possible for instance empower employees to make decisions about work and providing opportunities for self-development. As perceived by Maslow, Maslow resolved that persons are mainly motivated by needs that are unfulfilled in an rising scale. This concept is termed satisfaction-progression process or pre potency whereby individuals will proceed to fulfil a next higher level need only after a lower level need of the hierarchy is fully satisfied. In other words, an individual whose physiological needs are unmet will not escalate to fulfil the next layer i.e. safety needs; instead will motivate oneself to persevere until the currently recognized need is satisfied. (McShane et al. 2000, 67.) What is important when looking at Maslows theory is to note that Maslow informs that you have to satisfy a step by step needs hierarchy. However many state this is not the case. ERG Theory Taking the needs theory into consideration Alderfer reviewed the theory of hierarchical needs by reclassifying the pyramid into three level categories of human needs: The Existence needs combines the first two of Maslows basic needs that are physiological and safety needs. It refers to the essential needs for survival such as the basic food and air and safety, and in a working context safe working environment as well. Relatedness needs is similar to the Maslow aspect of social needs; a need for persons to withstand interpersonal relationships and to feel a string connection to others. The widely spoken Extrinsic motivation falls within this areas as well. The growth needs covers esteem needs and self-actualization of the needs theory. This is a need consisting of the improvement of ones self; develop intrinsic motivation for task through accomplishments; complete meaningful task and be creative. Almost disproving Maslow, Alderfer sates that persons may be motivated by more than one category of needs at the same time where one need appears more central than the other need. This is known to be the frustration-regression process whereby if an individual who is unable to satisfy the growth need will regress to relatedness need which continues to be a strong motivator. (McShane et al. 2000, 68.) Opposing to the theory that states that persons have identical innate needs, David McClelland (1988) contends that some needs differ from person to person and that they are often needs that are learned over time; with some people having higher levels of one need than others. McClelland proposes that individuals are motivated based on three needs: achievement, power, and affiliation. Each person has a certain level of each need and in combination they describe what types of motivation influences would suite them best. Two factor theory Another important theory that will assist this study greatly is Herzbergs theory of motivation affects directly to organisational culture and practices, This theory was formed from an practical research that was conducted on workers to understand and comprehend the amount of job satisfaction. Herzberg stated that factors resulting in satisfaction are shown and understood as motivators, and on the other hand hygiene factors leads to a certain amount of dissatisfaction. He noted that Persons will do their best to fulfil the hygiene factors just to ensure that they are not dissatisfied. However they do not essentially persuade long-term satisfaction. However low or inadequate or the absence of good hygiene factors will cause dissatisfaction in almost all cases. However, dissatisfaction will not result from unsatisfied intrinsic needs nor reduce dissatisfaction when these needs are met. (Herzberg, Mausner, Snyderman 1959, 113-114.) Motivation factors are related to work content while hygiene factors are related to work environment (Griffin 2008, 440.) as summarized below: Motivation factors (Intrinsic) Hygiene factors (Extrinsic) Achievement Recognition Responsibility Work itself Advancement Personal growth Company policies and administration Interpersonal relations Working conditions Salary Job security Status Benefits According to Herzberg et al. (1959, 131-132.), Managers should not relay solely on giving the employees that hygiene factors as this will only motivate them so far, and employees depending too much on extrinsic rewards will only motivate employees for a short time at best. And this will also result in the organisations growth minimisation and profit loss in the long run. The winning solution is for managers to focus on developping more intrinsically challenging tasks and programs, provide recognition and empowerment to employees when motivated behaviour is demonstarted, which are the true motivators, when fulfilled, contribute to long-term positive effect on employees job performance. Process theories The process theories are all about how a person is motivated, this theory revolves around the component of the need, and how that pushes someone to to behave in the way that they do. The secondary and more strong component is people striving towards performance through rewards. Taking an example into consideration individual will see a reward and will display a different set of behaviours. Like working hard and going the extra mile.so this reward turns into a motive for that behaviour. So the employee focus turns towards the reward which is a hygiene motivator. Expectancy theory Victor Vrooms expectancy theory proposes that individual motivation levels depend on factors and he states three predominant factors that are mentioned below, Expectancy (EP) is the theory that informs putting amounts of pressure will ensure that the individual will perform to the best of his or her ability. For this to be a success the individual must have the skills and also the educational background and also the necessary work experience. Instrumentality (PO) this shows that the individuals hard work that leads to performance will lead to a positive outcome. Simply for this to work the individual must understand and belive that his work will be repayed by increase in his wages or promotions etcà ¢Ã¢â€š ¬Ã‚ ¦And the said rewards can vary from intrinsic to extrinsic. Vroom deducted that by using a formula that is seen below an individuals motivation levels can be understood and calculated: Motivation = Expectancy X Instrumentality X Valence This theory believes that motivation exists only when workers see a positive a relationship between the effort that is spent to work and the performance and the awarded reward. (Griffin 2008, 444.) In a nutshell, if the power of any of there factors are zero or insignificant, there will be little or no motivation. If an employee who has the ability to perform well does not expect a reward or does not find the reward attractive, then he/she will not be so motivated to do the job. For motivation levels to be high, all three factors must be high too. It is clear, from the expectancy theory, that incentives play a crucial role in motivating employees. Goal theory In 1968, Edwin Lock concluded that by having a goal present for an individual can be in some instances a motivational factor,(Wofford et al., 1992) and verified Atkinsons (1958) idea that performance and task difficulty were related in a curvilinear, inverse function (Locke Latham, 2002). Locks idea, a seemingly natural outgrowth of Aristotles telos (Barker, 1958), have been supported in a number of studies (Latham Baldes, 1975; RothkopfBillington, 1979; Locke et al., 1990). The main element for this theory was that setting a goal that is not un attainable and specific it can to a certain extent drive and individual to performance, thus creating a motivation factor. Also a goal is a great indicator for an individual to determine the level of achievement as well. Another factor that is a good contributor for the advantages of goal setting is that it gives a sense of team sprit as well as achievement as a team. Specific and measurable performance goals in teams can solidify cohesion, increase performance, and reaffirm purpose (Katzenbach Smith, 2003). Equity theory Social equity theory was introduced by John S. Adams (1963) a simple but brilliant theory that states that most people are happy in relationships in any form only if they get what they give, another way is give and take in equal amounts. (Mowday, 1991),this can mean that a person judges equity by measuring their input to outcome ratio against that of other workers. Adams suggested that we gain our sense of equity through the process of socialization. Therefore according to this theory, someones perception of inequity creates strain which is proportionate to the inequity, and this tension is what serves to motivate individuals to change. Adams outlines six methods to reduce the tension of inequity: (1) altering effort, (2) altering outcomes, (3) changing how people think about effort or outcomes, (4) leave the field (p. 428), (5) try to change the outcomes for others, and (6) change the comparison standards. However, Adams cautions that, Not all means of reducing inequities that have been listed will be equally satisfactory, and the adoption of some may result in very unsteady states (p. 429). Intrinsic and extrinsic motivation What motivates people, Money or something else, this question has been asked by many for the better part of this century. It was identified that there are two main types of motivation, these are called intrinsic motivation and extrinsic motivation. By looking deeper into the multiple theories of motivation, one will find that there are two basic types of motivation: this suggests that and individual can be motivated both internally and externally. Intrinsically motivated individuals show symptoms that they work for nothing else but work itself. (Deci, 1975). Malone and Lepper (1987) have defined it as what people will do without external inducement. Examples for this type of motivation can be taken as serving the country and also the need to be loved. Extrinsic motivation on the other hand is the external factors that make people do something and can be easily identified in many instances (Deci, 1975). Examples of extrinsic motivation are cash, guidelines and laws, and the physical e nvironment. Deci and Ryan (1985) explain that if an individual is intrinsically motivated they can show sighs of creativity and flexibility. And on the flip side extrinsically motivated individuals are more rigid and their behaviour usually is a result of pressure, and low sllf esteem (Scott, 1975; Guzzo, 1979). However both motivator elements are extremely important for managers and can assist in the success of any organisation. From the research into the benefits and other aspects of intrinsic and extrinsic motivation have upon each other, when taking the educational areas in to consideration. It has been found that many students do not find studying to be intrinsically rewarding (Csikszentmihalyi Larson, 1984) and that extrinsic motivation has the exact opposite effect on student achievement than is desired (Lepper Hodell, 1989). In fact, Cameron and Pierce (1994) in their studies have indetified that when an indivudal is praised when they achieve something the motivation in the form of intrinsic goes up And more drastically extrincis motivators not only not motivate people after sometime but can also harm the motivation porcess in the long run. However, Cameron and Pierce also found that reinforcement, unlike reward, does not harm intrinsic motivation (Cameron Pierce, 1994). Factors of motivation There are many factors that motivate individuals, and as the study shows there is no one rule of thumb to motivate someone but a well observed and specific process that is motivation. When looking at research on motivator we see from a sample study with regards to a labour force taking into account seven different countries that was conducted by Harpaz (1991 p.75displays results stating that the best working environments and personal objectives are better pay and the work that one does to be of an interesting nature and this study is a comprehensive one that took into consideration gender and levels across the organisation in review. Quinn (1997) also cited in Harpaz (1991 p.311) concluded, When the ratings of twenty three job related factors (including the need factors) were carried out, the conclusion reached was that no single factor was pre-eminently important. He further pointed out that, The most aspect of the worker job was that of sufficient resources to perform a task. Regardless of the automation of an organisation productivity is a factor that will only be dependant of the motivation levels of its staff. And training and development plays an important part of the strategy to give the staff that motivation that is a major need. One way managers can instigate motivation is to give appropriate information on the sentences of their actions on others (Adeyinka et al, 2007). Cash rewards is considered a incentive; no other incentive or motivational technique comes even close to it with respect to its influential value (Sara et al, 2004). Empowerment Empowerment is and has become as strong a buzz word as motivation. This tool is a carefully planned and processed one that promotes motivation to great lengths. Staffs perform to their best with the sense of belonging, eagerness, and happiness, in empowered organizations. Adding up, they work with a sense of responsibility and prefer benefits of the organization to theirs (Yazdani,B.O. et al, 2011) If the vision of an organisation is success, the trust factor in imperative, and this trust should be kept alive and well to ensure that the organisation is home to a set of motivated individuals, and the trust factor will be a strong motivation tool of enchasing the levels of any organisation (Annamalai.T, 2010). It can make intrapersonal and interpersonal effects and influence on the relations inside and out the organization (Hassan et al, 2010). Empowerment will always be a defining factor in the process to motivation. Empowering makes employees feel that they are appreciated and for making it possible continuous and positive feedback on their performance is essential (Smith, B, 1997) Another positive consequence of empowerment is that will lead any organisation to grow and expand to the maximum. (Smith, B, 1997). Empowerment guides quicker decision of customer issues as employees do not waste time looking for approvals and asking questions but offers solutions. (Mani, V, 2010) Bhatti and Qureshi (2007) informs that employees taking part of the decision making process only makes the organisation stronger (Reena et al, 2009). Sanderson (2003) explains that empowerment is the sole creator of motivation and also is responsible in the creation of positive energy within the organisation (Amin. et al, 2010). Employee participation and empowerment not only direct to efficiency, effectiveness and innovation but they also boost employee gratification, work motivation and trust in the organization (Constant.D, 2001). Recognition Another way of motivating individuals that has an age old history is recognising people for their achievements no matter how big or small they are. In

Consider the benefits and challenges of social media amongst young Australians Essay

The use of social media by young Australians has become increasingly popular. This essay will show that social media can have many benefits to young Australians by enabling them to engage with peers, the creativeness it brings out and enhanced learning opportunities. Cyber bullying and privacy issues are some of the challenges that can arise with the use of social media. One of the benefits of social media is the ability to connect and engage with others. Keeping in touch with friends and family who live far away can be made a lot easier by communicating through social media by sharing updates, photos, videos, and messages. ’In 2008, Facebook reported having 67 million active users, with more than half of them returning daily and spending an average 20 minutes per day on the site’. Social media provides young people with the right tool to be able to make new relationships as well as strengthened existing relationships. The strong sense of community and belonging fostered by SNS [social networking services] has the potential to promote resilience, which helps young people to successfully adapt to change and stressful events. Social media is a significant tool for enabling creativity and innovation for young Australians. Through social media they are able to develop a diverse range of skills such as editing content, interactive blogging, encourage the creation and sharing of poetry, arts, photography, and video content. A study conducted last year by the University of Minnesota suggested that using social networking sites improved technology and communication skills, boosted creativity and exposed students to new and diverse world views. These students also tended to do better in exams. Education through social media has great benefits for young people. Being able to learn everything from foreign languages to how to write a computer code and everything in between. Social networking services can facilitate learning and skill development outside formal learning environments by supporting peer-to-peer learning of knowledge and skills, collaboration, diverse cultural expression, the development of skills valued in the modern workplace , and a more empowered conception of citizenship. Cyber bullying on social media is a risk for young Australians. Cyber bullying is purposely using social media to communicate wrong, humiliating, or hostile information about another person. The most frequently used nature of harassments are name calling and gossiping. ‘Thirty three percent of youth reported an online harassment in the last year’. Young people usually react by pretending to ignore it, by really ignoring it or by reacting and bullying the bully. Cyber bullying is quite common and can occur to any young person online. Cyber bullying can have devastating effects to a young person including depression, anxiety, isolation and suicide. The improper use of social media by young Australians can put their privacy at risk. The volume and accessibility of personal information available on social media have attracted malicious people who seek to exploit this information. Young people who lack an awareness of privacy issues often post on social media inappropriate messages, pictures, and videos of themselves and others without understanding that it could result in future reputations being damaged. ‘Adults are concerned about invasion of privacy, while teens freely give up personal information’. Sharing too much information on social media can also make young people easier targets for marketers and fraudsters. Communicating and sharing information on social media to someone who you do not know their identity can be very dangerous as this sort of behaviour can attract online predators. To conclude, it is clear young Australian’s are faced with many benefits and challenges when using social media. From cyber bullying and privacy issues social media opens up avenues for problems but along with these challenges come opportunities for young people to learn in many different ways and express themselves creatively. It is up to the user how they want to engage and use social media.

Hcr/210 Week 6 Checkpoint

Record Organization HCR/210 January 15, 2012 There are a few differences and similarities among small, medium, and large facilities concerning the organization of patient records and in how they handle loose reports. I have noticed that most facilities prefer that their loose records are permanently anchored in their charts, which makes sense to me because it prevents the loose reports from being misplaced and lost. However, the different sizes of facilities tend to organize patient files differently according to each particular facility’s policies. The most popular methods of organization that I have seen include chronologically, form numbers, report type, and category. During my review of the interview threads, I noticed a lot of similarities and a lot of differences in how patient files are handled. For example the medium and large facilities are by far more likely to use electronic files than paper ones, thus eliminating the threat of misplaced records. The most common difference that I saw was in whether or not the facilities use paper files. It seems that almost all of the medium and large facilities are using electronic files and everything automatically gets filed with the patient’s main file immediately. However, in small facilities they are much more likely to use paper files in which case everything is filed with the patient’s main record immediately in order to make it easy to locate and to prevent it from getting lost. In conclusion, whether the facility is small, medium, or large they all take special care in the organization of their files whether they are paper or electronic.