No Child Left Behind And Zero Tolerance Programs - 779 Words

School to Prison Pipeline Shift to Tough on crime: No Child Left Behind and Zero Tolerance programs In the 1980 s , there were tough on crime laws and zero tolerance programs that were enforced to for help foster a healthy education environment for children and adolescents; especially targeted to repeat offenders such as at-risk juveniles. As a result, we have learned that instilling laws such as No Child Left Behind and enforcing zero tolerance programs in school was too rigid and caused more issues than benefits for children, caretakers, and the school systems. If we analyzed this issue from parts of Bronfenbrenner s ecological approach we can understand some problems in the relationships between the student, the caregiver, the educators and the law enforcers. In the micro system we can see how the direct connections between the student and the teacher are cold and strict. In many cases students were being forced to pass standardized testing and be well mannered at all times or they were punished. Punishmen ts that were sometimes cruel and unnecessary: detention, and in/out of school suspensions. These types of connections between them can cause issues with trust, respect, and desire to learn from their caregivers. In many cases students, especially from low socioeconomic statuses, were being forced to pass standardized testing and be well mannered at all times or they were punished, enforcers never took into consideration other emotional, biological orShow MoreRelatedNo Child Left Behind And Zero Tolerance Programs957 Words   |  4 PagesShift to Tough on crime: No Child Left Behind and Zero Tolerance programs In the 1980 s , there were tough on crime laws and zero tolerance programs that were enforced to foster a healthy education environment for children and adolescents; specifically targeting repeat juvenile offenders. As a result, we have learned that instilling laws such as No Child Left Behind and enforcing Zero Tolerance programs in school settings are too rigid and cause more issues than benefits for children, caretakersRead MoreCriminalization at School: Zero-Tolerance Discipline Policies Might Be Damaging to Students1309 Words   |  6 PagesSchool-to-Prison Pipeline is one of the most urgent challenges in education today. This paper will focus on the following circumstances and policies contributing to the school-to-prison pipeline: 1) resource deprived schools, 2) high-stake testing and 3) zero-tolerance discipline policies. However, it is important to note that the school-to-prison pipeline is a broad problem not limited to these three components and has been influenced by historical inequities (segregated education), concentrated poverty, andRead MoreDirty Tolerance Laws, Bad Schools And Schools Is Failing Millions Of Minority Students1420 Words   |  6 Pagesannually are expelled or suspended for violent or non violent offenses while attending school school. The majority of the offenses are nonviolent offenses that are handled just as harshly as violent school infractions due to zero tolerance laws. This essay will show how how zero tolerance laws, bad schools and policing in schools is failing millions of minority students and fueling the school to prison pipeline. the school to prison pipe line according to the national civil Liberties union â€Å"refers toRead MoreZero Tolerance Policies in American Schools Essay874 Words   |  4 Pageskindergarten to college, there is a form of discipline known as a zero tolerance policy. While the exact wording is different from school to school, basically a zero tolerance policy means that a student is immediately suspended, asked to attend an alternative school, or expelled if they are suspected or caught doing certain things. These policies are in place to hopefully deter students from doing drugs or being violent, but the ethics behind them are questionable. Some research has shown that these policiesRead MoreHigh School Dropout Rates And Incarceration Rates1257 Words   |  6 Pages2015; 96), the No Child Left Behind Act of 2001 (Ellis, 2007; 221), and the Gun-Free School Act 1994 (Essex, 2000; 37). Next, I will discuss how the policies lead to increased school suspensions (Schept, Wall, and Bri sman, 2015; 96), increased crime rates (Thompson, 2011; 23), and race bias (Simmons, 2009; 215 and Marable, 2008; 59). This paper intends to explore the various factors in an educational environment that contribute to the increasing dropout rates. Zero Tolerance Policies In attemptRead MoreEducation Crisis in America2463 Words   |  10 Pagesneed to work together to put education first in the U.S. so we can reduce our ridiculous incarceration rates. Current school policies of zero tolerance and increased police presence at schools have led to a so called â€Å"school to prison pipeline†. â€Å"While these policies were motivated, in part, by the perceived need to increase safety and security, zero tolerance policies and police in schools have instead increased the risks of criminalization for segments of the student body, particularly studentsRead MoreRacial Disparities Of Black Students1542 Words   |  7 Pagesof blacks. Many scholars argue that the Zero-Tolerance policies implemented in schools are discriminatory practices that target disadvantaged, minority youth (Wald and Losen, 2003; Welsh and Payne, 2010; Skiba et al. 2000). As exclusionary discipline has been consistently linked to race, the widespread racial discrimination has done much harm to black students (Skiba et al., 2000). Cregor and Hewitt (2011) argue that the the enactment of No Child Left Behind has contributed to the suspension and expulsionRead M oreThe Progression And Maturation Of Human Development841 Words   |  4 Pagesgroups. Undergraduate and graduate degrees typically only contain limited courses specializing on human development and learning, however, at the University of Texas at Austin, there is an entire program specifically dedicated to the course of study (The University of Texas at Austin). The Ph.D. program takes approximately four years to complete and requires approval from a professor currently serving on the developmental psychology staff. Prospective candidates are held to the highest standardsRead MoreThe School to Prison Pipeline2688 Words   |  11 Pagesthreat of a bad permanent record all too real, as well as the consequences behind it. What is happening? Research suggests that The School to Prison Pipeline is damaging to students because it disproportionately affects poor, minority, and special needs students and is supported by unfairly applied disciplinary policies like â€Å"zero tolerance† and the standardized testing requirements backed by the No Child Left Behind Act of 2001. The School to Prison Pipeline, or Cradle to Prison Pipeline asRead MoreBullying Among Students Within Schools1946 Words   |  8 PagesThis chapter will be examining schools in context, including bullying. To start this there will be a review of what basic bullying is. There will be an explanation of the Zero-Tolerance policy. Specifically, the different forms of bullying that occur in the school context. There was a study done by Taylor Francis Group with â€Å"An analysis of bullying among students within Schools†¦Ã¢â‚¬  After there will be a description of someone who is a potential target for bullying and how to handle it, if you are

The Grapes Of Wrath By John Steinbeck Essay - 1671 Words

During the beginning of the 1930s, the Great Depression occurred as a result of the stock market crashing. This depression ravaged the United States economy and caused bleakness and distrust in the people. Added with the perceived threat of communism and, any who sought to go against the government or the high-class (such as the banks), were likely jailed and or beaten on the grounds of anti-Americanism. The novel, â€Å"The Grapes of Wrath† by John Steinbeck, perfectly emulates the rising strife and disparity in America during the Great Depression through the character of Jim Casy. Jim Casy is a guide who acts as a moral compass for the migrating Joad family, while along in the migration, he struggles to cope with his hopelessness along with his rejection of faith in God, his skepticism in the good of humanity, his revelation/progression to a man who fights for the rights of labourers, and unionization of workers. Jim Casy’s journey of him started out as a priest to a distraught, lost, and wayward soul looking for answers, to a man with larger than life ambition. As Casy transitions toward communism becomes more apparent, his journey represents how sometimes change doesn’t always have to be from one single event or through a life changing moment, but the actions and consequences of what we do drive us to progressively change to our ideal state. In the novel, we are introduced to Jim Casy as Tom Joad arrives back to his old town after getting out of prison. In this scene,Show MoreRelatedThe Grapes Of Wrath By John Steinbeck Essay1622 Words   |  7 Pages The Grapes of Wrath John Steinbeck, widely viewed as one of the most finest and powerful American writer, born to a middle-class family in 1902 in the Salinas Valley of California. Steinbeck is a writer who often spoke for the people. The Grapes of Wrath is a great movie, published in 1939, filled with many universal truths and views on human nature and society, especially where class is concerned. In the article, John Steinbeck The Grapes a wrath: A Call to Action says, â€Å"Steinbeck’s novel showcasedRead MoreThe Grapes Of Wrath By John Steinbeck1075 Words   |  5 PagesKirsten Lloyd Mr. Eldridge AP Junior English 21 August 2014 Grapes of Wrath â€Å"Sometimes even to live is an act of courage.† (Seneca), In the 1939 novel, The Grapes of Wrath by John Steinbeck, the reader accompanies the Joad family as they struggle to escape the crippling Dust Bowl of the mid- 1930’s. In hopes of establishing a new life for themselves after being forced off their land the family embark on a journey from Oklahoma to California in search of fruitful crops and steady work alongRead MoreThe Grapes Of Wrath By John Steinbeck1563 Words   |  7 Pages John Steinbeck’s novel, The Grapes of Wrath, depicts a migrant farming family in the 1930s. During this time, life revolved around the Great Depression and the Dust Bowl, making circumstances difficult for almost everyone involved, especially those who had little. This time of drought and despair caused people to lose hope in everything they’ve ever known, even themselves, but those who did not, put their hope in the â€Å"promised land† of California. Here, the grass was thought to be truly greenerRead MoreThe Grapes Of Wrath By John Steinbeck1189 Words   |  5 Pagesâ€Å"The Grapes of Wrath† Shortly after being released John Steinbeck’s book â€Å"The Grapes of Wrath† was banned because many critics viewed the novel as promoting communist propaganda, or socialist ideas. The ideas that many of these critics point to is Steinbeck’s depiction of the Big Banks/ Businesses as monsters, the comparison of Government camps to a utopia in contrast of the makeshift â€Å"Hoovervilles,† and the theme of the community before the individual, In his novel â€Å"The Grapes of Wrath† John SteinbeckRead MoreThe Grapes Of Wrath By John Steinbeck1093 Words   |  5 Pages In John Steinbeck s The Grapes of Wrath, Tom Joad and his family are forced from their home during the 1930’s Oklahoma Dust Bowl and set out for California along with thousands of others in search of jobs, land, and hope for a brighter future. The Grapes of Wrath is Steinbeck’s way to expound about the injustice and hardship of real migrants during the Depression-era. H e utilizes accurate factual information, somber imagery, and creates pathos, allowing readers connections to the Joad’s plightRead MoreThe Grapes Of Wrath By John Steinbeck1190 Words   |  5 PagesThe Grapes of Wrath April 14th, 1939, John Steinbeck published the novel, The Grapes of Wrath. The novel became an immediate best seller, with selling over 428,900 copies. Steinbeck, who lived through both the Great Depression and the Dust Bowl, sought to bring attention to how families of Oklahoma outdid these disasters. Steinbeck focuses on families of Oklahoma, including the Joads family, who reside on a farm. The Joad family is tested with hardship when life for them on their farm takesRead MoreThe Grapes of Wrath by John Steinbeck702 Words   |  3 PagesJohn Steinbeck’s use of the intercalary chapters in The Grapes of Wrath helps weave the reader’s sympathy of the Joad family into a more broad sympathy for the migrant farmers as a whole, in the hopes that the readers would then be compelled to act upon what they have read. During the Great Depression, people had a big disconnect about what was happening in various parts of the country. People often struggle to find sympathy for events when they can’t even visualize a person who is suffering throughRead MoreThe Grapes Of Wrath By John Steinbeck2144 Words   |  9 PagesThe Grapes of Wrath is a well-known beloved novel of American Literature, written by John Steinbeck and published in 1939. Whoever said a road is just a road has not read The Grapes of Wrath. From the time we read when Tom Joad, novel’s protagonist, returns home after four years in prison; the meaning of roads changed. Route 66, also known as the mother road the road of flight, was a lifeline road, which allowed thousands of families to pursue their hopes and dreams. This road is also the road thatRead MoreThe Grapes of Wrath by John Steinbeck1014 Words   |  5 PagesJohn Steinbeck’s novel, The Grapes of Wrath, was first written and later published in the 1939. Fr om the time of its publication to date, the exemplary yet a simple book has seen Steinbeck win a number of highly coveted awards including Pulitzer Prize in 1940 and later on Nobel Prize for Literature in 1962. Set at the time of the Great Depression, the book most remarkably gives a descriptive account of the Oklahoma based sharecropper Joad’ poor family in the light of economic hardship, homelessnessRead MoreThe Grapes Of Wrath By John Steinbeck1064 Words   |  5 PagesThe Grapes of Wrath, originated from a John Steinbeck’s book, a legendary film that focus on a major point of American history. The story follows the Joad family on their journey to California trying to survive the hardships. This film, focus on the social problems of America like the Dust bowl, The Great Depression, and industrialism. The Grapes of Wrath was filmed in a journalistic-documentary style, which displayed the realism of the epidemic in the thirties. The thirties the period The Grapes

Case of Steven Andrew Soong for Newspaper Content - myassignmenthelp

Question: Write about theCase of Steven Andrew Soong for Newspaper Content. Answer: Introduction: The nature of the report is based on the newspaper content. The subject matter of this report is to analyse the performance of Steven Andrew Soong who has been reported to run certain ponzi schemes and involved in the phoenix activity. The news regarding Mr. Soong has been published in certain leading newspaper and the official journal of Australian Security and Investigation Commission has proved its truthfulness (Asic.gov.au, 2017). Discussion: Allegation: According to the report made by the liquidators and the Australian Securities and Investigation Commission, Mr. Soong has operated three companies and failed to pay tax properly. It has been alleged that the tax evaluation of the companies are also not satisfactorily. According to the statements that have been revealed by the ASIC mentioned that he has also failed to perform his duties properly and he had collected the debts and does not pay it back to the office of taxation (Lianlt;/agt; and Lian, 2017). Allegation made by the appointed liquidators by confirming that all the three companies of Mr. Soong are suffering from tax liabilities and all the tax returns are pending. John Price argued that Mr. Soong has enjoyed all the unfair advantages by indulging himself into the phoenix activities. Breached section: The performance of Mr. Soong has attracted certain provision regarding the Corporation Act 2001 and it has been observed that there are sufficient grounds that can held him liable for necessary grounds. Considering his breach regarding the tax liabilities, it can be observed that he has attracted the provision regarding section 269 of the Taxation Administration Act (Woellner et al. 2013). Regarding the allegation against the collection of money on the labour hire, it can be stated that the provision regarding section 180 of the Corporation Act 2001 has been maintained. He had failed to perform his duty in good faith and violating the provision of section 181 of the Corporation Act 2001. Penalties: The main motto of the Corporation Act is to maintain all the provisions serially to avoid any future contradiction. In the present case, it has been observed that certain provision have been violated and the provisions of other related laws are also violated. For the violation of the section of Corporation Act, it can be stated section 1317G has been maintained. The Corporation Act has empowered the Australian Securities and Investigation Commission to suspend any directors against whom violation of the provision has been alleged. They can enjoy this power by applying section 206F of the Corporation Act. The limit for such suspension is up to five years. There are certain criminal provisions mentioned in Section 184 of the Corporation Act that provides breach of duty by the directors. Cases: Mr. Soong was liable for conjoined himself to Phoenix activities and the case regarding the same was observed in Giudice v Bolwell [2012] VSC 280. The provision regarding breach of directors duty has been noticed in ASIC v Cassimetis [2012]. Conclusion: This report can be concluded with the facts that the information submitted by the liquidators and the Australian Securities and Investigation Commission have clearly specified the allegations and it has been reported by the newspapers that Mr. Soong has been suspended from his post and he will be held liable if the grounds are proved (Ferguson, 2017). Reference: Asic.gov.au. (2017).17-309MR Former director disqualified from managing companies | ASIC - Australian Securities and Investments Commission. [online] Available at: https://asic.gov.au/about-asic/media-centre/find-a-media-release/2017-releases/17-309mr-former-director-disqualified-from-managing-companies/ [Accessed 18 Oct. 2017]. Ferguson, A. (2017).The phoenix dilemma: how to stop rort artists from rising from the ashes. [online] The Sydney Morning Herald. Available at: https://www.smh.com.au/business/the-phoenix-dilemma-how-to-stop-rort-artists-from-rising-from-the-ashes-20101210-18svy.html [Accessed 18 Oct. 2017]. Lianlt;/agt;, . and Lian, J. (2017).Director banned following $1.2m tax liability. [online] Accountantsdaily.com.au. Available at: https://www.accountantsdaily.com.au/news/10786-director-banned-following-1-2m-tax-liability [Accessed 18 Oct. 2017]. Woellner, R., Barkoczy, S., Murphy, S., Evans, C. and Pinto, D., 2013.Australian Taxation Law Select: legislation and commentary. CCH Australia.

The Work Of Odilon Redon (1840-1916) Vividly Illustrates The Theories

The work of Odilon Redon (1840-1916) vividly illustrates the theories of Symbolism. In reaction to his Impressionist contemporaries, whom he accused of aiming too low, Redon sought to combine human beauty with the nimbus of intellect. In creating such works as 'Closed Eyes', 'The Birth of Venus' and 'The Chariot of Apollo', he unlocked the door to the invisible. Imbued with the music of Wagner, enraptured by the poetry of Edgar Allan Poe, Baudelaire, and Mallarm?, he lent expression to his obsessive fears and dreams in the prints and charcoals he called his noirs. Then, gradually, colour began to filter into his work, and the fallen angels, hideous monsters, gnomes, giants and fantastic forms gave way to women, bouquets of flowers, mythological subjects and butterflies. Oils, pastels and watercolours marked a turning point in his creative inspiration, bodied forth in a new and exceptionally sumptuous handling of colour. Serenity now took the place of fear. This new synthesis, this intimate fusion of the real and the symbolic, which was much admired by his young friends, the Nabis, calls to mind the famous maxim he had long since adopted, one that heralded the advent of Surrealism:

Wolfgang Mozart an Example by

Wolfgang Mozart I. Introduction Need essay sample on "Wolfgang Mozart" topic? We will write a custom essay sample specifically for you Proceed Wolfgang Amadeus Mozart was an Austrian composer. One of the outstanding masters of the Classical period, he composed works in almost every form. His masterpieces for the piano, symphony orchestra, and operatic stage are favorites in the standard repertoire People Very Often Tell EssayLab writers: I'm not making my way to delivering a topics essay before the deadline. Someone keep me from losing control! Click On Order Button And Get Set To Be Impressed University Essay Writing Service Write My Essay Online Reviews Writes Paper For You Is It Illegal To Write Papers For Money II. Background A. His Life Wolfgang Amadeus Mozart was born in Salzburg, where his father, Leopold Mozart (1719-1787), was a composer and violinist serving the archbishop. Young Wolfgang Amadeus Mozart began his musical studies with his father when four years old. He played the clavichord and harpsichord, and composed minuets and other pieces. At the age of six the boy, with his sister Marianne, gave concerts in Munich and Vienna. In the next three years Mozart visited London, Paris, and other cities, delighting the courts with his technical skill and amazing powers of improvisation. In Vienna in 1768, Mozart wrote his first opera, la finta semplice, at the request of the emperor. Court intrigues, however, prevented its production until the following year in Salzburg. At 13, Mozart became director of concerts for the archbishop of Salzburg. During the next decade Mozart composed numerous works and visited Milan, Rome, and other Italian cities. In 1772, the archbishop died. His successor cared little for music or for Mozart. After many disagreements, Wolfgang Amadeus Mozart left Salzburg in 1781 and settled in Vienna. The following year he married Constanze Weber. Although many commissions came his way, Mozart was unable to secure a good court position. He struggled to earn a living by teaching, giving concerts, and composing light dance music. The Marriage of Figaro, produced in 1786, was followed the next year by another operatic masterpiece, Don Giovanni. In 1788 the emperor gave him a minor court appointment. During six weeks that same year, Mozart composed his last three symphonies---those in C (the Jupiter), E Flat, and G minor. He wrote the opera Costi Fan Tutte in 1790. In the last year of his life Mozart composed The Magic Flute, an opera, and Requiem Mass, a choral work written almost as if in anticipation of his own death. it was unfinished at the time of his death and was completed by his pupil Sussmayr. Suffering from illness and overwork, Mozart died in Vienna at the age of 35. He was buried in an unmarked paupers grave. The Marriage of Figaro is a comic opera in four acts by Mozart. The Libretto, written by Lorenzo de Ponte, is based on a comedy by De Beaumarchais. The opera was first performed, in Vienna, in 1786. The overture and the aria Deh vieni non tardar are popular selections. The Marriage of Figaro continues the story told in Beaumarchais The Barber of Seville. It takes at the palace of Count Almaviva near Seville in the 17th century. Figaro, the popular barber, is now the counts valet. A complicated plot of love affairs develops before Figaro can marry Susanna, the maid. The Magic Flute, an opera in two acts by Wolfgang Mozart. Emmanuel Schikaneder wrote the libretto, which is in German. The Magic Flute is a singspiel, an opera that has spoken dialogue, instead of recitatives, connecting the arias. An allegory and political satire, The Magic Flute symbolizes the ideals of Freemasonry. The story takes place in ancient Egypt. With the help of a magic flute, the love of Prince Tamino and Pamina, daughter of the evil Queen of the Night, triumphs after Tamino has passed a series of tests. The opera was first performed in Vienna, in 1791. Don Giovanni, a comic opera in two acts also written by Mozart. The Libretto in Italian, based on the story of the legendary lover Don Juan, was written by Lorenzo da Ponte. Don Giovanni was first performed in Prague in 1787, where it was an immediate success. Popular selections from the opera are the overture, the minuet, the arias Il mio tesoro and Deh, Vieni alla finestra, and the duet La ci darem la mano. B. His Music Mozart was not an innovator or reformer. The many tours he made as a child prodigy taught him a variety of musical styles. Absorbing these styles, he created one of his own. His music, marked by melodic richness, reflects a variety of emotions. He often expressed deep and passionate feeling. Mozart composed more than 600 works but did not use opus numbers. In the 19th century his works were arranged chronologically by Ludwig von Kochel, an Austrian nobleman. They are usually identified by K, or Kochel, numbers. In his instrumental works Mozart brought Classical form to perfection. A piano virtuoso, he composed many works for his own performance. He was the first great master of the concerto, composing more than 25 piano concertos including those in D minor and A major. He also wrote many string quartets and piano sonatas. Of Mozarts more than 40 symphonies, the six written in his last 10 years are the most popular. They are the Haffner in D, Linz in C, Prague in D, and three composed in the summer of 1788. Other instrumental works include divertimenti, serenades including Eine Kleine Nachtmusik, and dance music. His chamber music includes the so-called Haydn and Prussian string quartets. Mozart was the foremost opera composer of his days. His comic and grand operas both are marked by sharp musical characterization and dramatic intensity. References: Einstein, Alfred. Mozart: His Character, His Work. Oxford University, 1945. Sadie, Stanley, editor. The New Grove Mozart. Norton, 1983. Mozart. New Standard Encyclopedia. Page 593-594. Volume 11.

Wine Making Persuasive Speech Essays

Wine Making Persuasive Speech Essays Wine Making Persuasive Speech Paper Wine Making Persuasive Speech Paper Halloran, E. ,Halloran, E. (2000) The Home Winemaker’s Companion. North Adams, MA: Storey Books

Managing Human Resouces Essay Example | Topics and Well Written Essays - 3000 words

Managing Human Resouces - Essay Example ty, than the last one is Personal Objective, it is assumed to be the core purpose of HR and that is to assist employees in reaching their own goals and helping and assuring their contribution in the success of the organization it self. Lets move onto few more important steps of HR. "To raise productive efficiency and to improve the physical and mental conditions under which people work. The two goals are related in the sense that better working conditions may raise productivity, but this does not always happen. The emphasis differs among countries and among enterprises. Quality circles, for example, are designed primarily to raise productivity, while safety and health measures may be directed toward improving the working environment, even at the expense of output"(Galenson, 47: 1991). The most important thing to do in life is "Work" and one cannot do any such work in a long term, which is affecting the personal issues, it can be very difficult for someone to actually work an entire life with in same circumstances which are making life even more terrible rather than fulfilling the needs of that individual, the stress is inevitable in the lives of each and every one of us and just simply cannot move out of it though there are numerous ways through which we can reduce stress in life, it is all about managing and brining a balance in life and work, if the balance can be found than it would involuntarily bring stress under control. According to Cooper in 1999, "there is a considerable amount of activity in the field of stress Management, it is disproportionally concentrated on reducing the effects of stress, rather than reducing the presence of stressors at work"(p. 1). It is important to know the relationship between the work and stress, how could some one work effectively if he/she knows that in coming weak he/she would be fired How could someone work effectively if someone after knowing that in the next 48 hours he/she would have to work continuously because of some sudden problem We all simply can understand the basics required to live a healthy life. The stress and work has a direct relation with each other, the stress created by work is usually based on three characteristics of human nature, couple of them has been discussed but they are more formally known as Fear, Uncertainty and Doubt, these points are the results of previous redundancies or the happening things around such as change in company policies and change in the organization's culture, in the modern days Human Resources have gained more

Diverse Theatre Movement - Asian-American Theatre Research Paper

Diverse Theatre Movement - Asian-American Theatre - Research Paper Example These theater companies provided opportunities to different actors, writers and directors to pursue different genres of the Asian theater in America and they defined the Asian American theater for almost four decades, till now. By 1990s the number of Asian American theater companies grew up, with producers and directors experimenting with different artistic creations. Asian Americans have established their mark on the general American theater arena and are now appearing in roadway and regional theaters and also winning awards nationally and internationally. In the beginning most of the participants of the Asian American Theater were prominently from the East Asian descent, but in the 90’s and 2000’s many artists originating from South Asia and South East Asia started joining the community and making Asian American theater one of the most readily evolving and pioneering sectors in the American Theater. In today’s age of theater, Asian American theater companies ar e moving rapidly past stories, exploring the themes of generation gaps and cultural differences, and finding identity. These topics dominated the theater of the Asian American Community and pioneers like David Henry Hwang and Philip Kan Gotanda made these topics the principle theme of their plays during the 80’s and 90’s. In Hwang’s first play, F.O.B., a conflict between a Chinese immigrant and a Chinese American from the viewpoint of culture is explored, while another of his play shows the conflict between the ideologies of the East and the West between three generations of a Chinese American Family. Modern Asian American Theater is exploring different aspects of Asian American life, and expanding the horizon and definition of the Asian American life. According to the Asian American Theatre Revue website, as of today, there are more than 80 companies affiliated with the Asian American Theater across the United States of America. Many groups from these companies were experimenting with different genres such as comedy and improving, which were unheard of 30 years ago because of their commercial practicability. As Asian American artists became fascinated with different non-traditional genres and venues, many rebellious movements came into being and defied traditional themes such as drama occurring in the Asian American theater. According to Darryl Chiang, an interim executive director of the Asian American Theater Company: "The original way Asian American theater manifested itself was through very political pieces that explored what it means to be Asian American, specifically addressing identity, which today is not the most important issue† (Lau, 2) Lauren Yee, the author of Ching Chong has said that even though Asian Americans are looking at the past work, such as Shakespearean literature, because they feel as if the audience is familiar with Shakespeare and his plays. She comments that: "That's the only place authences are OK with a multicultural cast, like seeing an Asian daughter with a white father" (Lau, 2) Asian American Theater has been approached in a completely different way by some of the Asian American companies, one of which is the National Asian American Theatre Company. They are unique in a sense that all of their topics

Thoughts on THX 1138 Research Paper Example | Topics and Well Written Essays - 2750 words

Thoughts on THX 1138 - Research Paper Example The film depicts a dystopian future; workers are mandatory to take drugs to suppress their emotions and sexual desires in the way of their jobs. The plot of the move focuses on the worker THX 1138, a magnum manipulator who works in an operating cell 94107 with hundreds of other people. The plot of the film depicts that THX 1138 did not deliberately choose this job, and he was assigned the job. THX 1138 stops taking the drug and is suddenly influx with the emotion that leads him to a sexual encounter to with his roommate ‘Luh’. When THX is found involved in an emotional and illegal moment of passion, THX is imprisoned by the political dissident ‘Sen’ (Donald Pleasance) before he tries to escape. It is difficult to describe the amazing and fascinating experience in the film as it is focused on the visual and aural details. George Lucas describes the film (THX 1138) as an experience of sight and sound. The underground city of the film portrays everything in the film with the white, stark, bleak and nothing. All characters in the underground city are almost identical dressed up with white clothing, shaved head bald and identified with prefix followed by a number. Life in the film is controlled and monitored by computers and video cameras. In addition, the film portrays dark rooms as surveillance rooms that are darkened in order to view walls and the monitoring system of the city. The environment in the film is overlaid with the blueish-white glow and the mixture of stark white environment of the video monitors and the numeric computer records. On the contrary, the film depicts unimaginative sights, intense silence, echoes, hiss and the distorted radio sounds of people talking about the control of the workers and surveillance in the drones and clatters of machine. Also, the film illustrates intense controlling and monitoring of the surveillance over the populous by an unknown controller. It ends with a devastating and terrifying effect. Ind ividuality The film THX 1138 demonstrates the absolute loss of individuality and humanity. Internal forces without any leaders drive the entire society in the film (Telotte). Every activity in the film is carried out under intense observation and heavy surveillance; no one makes decision whereas no one else is charged. The robot police in the film enforces laws; laws are being argued by the lawyers, but the decisions made are computed (Telotte). According to Mike O’Neal, THX 1138 demonstrates a society where the society is not lead by any leaders. On the other hand, people are incapable to make independent actions. The film exhibits a society where law requires perfect compliance. Everyone in the society is subjected to perform with perfection (Douglas). Therefore, every worker is kept under heavy sedation by persuading these workers with the use of severe mind-altering drugs (Douglas). None of the workers can question the use of drugs; if any of them question their place the y are indoctrinate with the belief in Ohm (the God) that condemns individuality of the person and states that people are created for the masses (Telotte). The use of the elements allows every person in the society to perform their tasks mindlessly and efficiency (Douglas). Demonstrating that the society is no longer driven

Organizational Behaviour In The Team Work Role

Organizational Behaviour In The Team Work Role Organizational behaviour in a team work plays a vital role and it is the topic has been discussed for a very long time and now nearly everyone knows about its concepts. Simply the organizations wont perform but the one person it should people. When it comes to people there should be a team and perform individuals cant perform whatever they want in an organization they have to form a team and perform individually as well as teams. So when forming a team, organizational behaviour influences toward its success. Organizational Behaviours is the key aspect to maintain and enhance interaction levels amongst people in the organizations. Other attributes like leadership, motivation, decision making, openness to discuss problems, challenge-initiative is all tied in to this base concept of Organizational behaviour to help the business achieve its strategic and in some business objectives. The proper definition of organizational behaviour with its understanding and management has resulted in development of few key offshoots to the concept of Organizational behaviours In my view a personality behaviour means how can we describe a person, how this person differences from the others behaviour, how we can measure the characteristics and differences. Psychometrics is also the most important related to the assessment and measurement of the personality, aptitude, intelligence. It is like the unique character of the individual and measure and understands the differences between the individuals. I think the term itself indicates the properties of behaviour which are both enduring and set the individual apart from others. These properties concern the individuals typical ways of coping with life. I am going to explain a few words about the group because it will explain the importance of individual in the group. The group may spend a lot of time on the each stage, but some groups never reaching the final stages because the personality and levels of dominance of each member may play a large part in the failure or success of the group and its ability to progress through the different stages, the time goes by changes occur, such as new members joining the group or old members leaving the group may re-enter the cycle and begin the development of the process all over again. In this assignment i am going to use the Leadership theory and Motivation Maslows theory. These theories are best suitable for my opinions or views that are raised in my experience and i like those theories a lot so the two theories are chosen. Let me start with those theories Leadership theory A simple definition of leadership is that leadership is the art of motivating a group of people to act towards achieving a common goal. Leadership is one of the most hotly debated topics in management studies, social psychology and organisational psychology (Pfeiffer 1993). Despite the depth and breadth of debate concerning leadership effectiveness, it remains an elusive construct. As a result, researchers and practitioners have not reached a consensus on a true and concise definition that represents an accurate depiction of effective leadership in all situations and possibilities. The leadership is one of the effective concepts and well defined as: Treat people with politeness, respect and dignity and in doing so create a strong role model for others to follow. Building a reputation of fairness gives you a buffer against the times when the policy is wrong or you behave badly Gratton (2000:206): According to Nathan F. Iannone, leadership can be defined as the art of influencing, directing, guiding, and controlling others in such a way as to obtain their willing obedience, confidence, respect and loyal cooperation in accomplishment of an objective. Leadership is about the future and about how do I tap into the group orientation (into what everybody shares). According to Jago (1982) the quality and the qualified, good leaders are not born instead they are made with the influenza ion of the training and the self-assessment, developing skills by improvising others. The natural people ability is also evaluated as a measure of walk their talk. The fascination of the leadership is much higher in terms of the charismatic leader. The leadership based on this charismatic model is really being focused towards the vision and also the ability and the talents are naturally born and also termed as gift. The natural leader adapts the tapping of their inner resources and also natural leaders are more often generalist (Stonefield, 1992:3). The leadership theory based on this contingency model states that there is no particular model of leadership which suits as appropriate in all times of situation. The variables are the basic elements and the preliminary components which determine the success rather than the leadership style which we intend to follow or insist. The leadership has a quality in order to follow the vital roles and also in order to perform the action depending and assessing the situation through various means (Cherry, 2010). The trait approach to personality is one of the major theoretical areas in the study of personality. The trait theory suggests that individual personalities are composed broad dispositions. Consider how you would describe the personality of a close friend. Chances are that you would list a number of traits, such as outgoing, kind and even-tempered. A trait can be thought of as a relatively stable characteristic that causes individuals to behave in certain ways. Unlike many other theories of personality, such as psychoanalytic or humanistic theories, the trait approach to personality is focused on differences between individuals. The combination and interaction of various traits forms a personality that is unique to each individual. Trait theory is focused on identifying and measuring these individual personality characteristics. According to Offer Mann, Hanges and Day (2001) much of the discourse on the internal characteristics of leadership over recent years has focused on values and ethics. They argue that disillusionment and a lack of confidence in political leadership have been generated by the particular values that political leaders use to motivate their actions. As a result, Offermann, Hanges and Day (2001) claim that the world is more aware of the importance that values play in leadership effectiveness and success. In addition, it has been shown that particular types of leaders attract different followers depending on their value types (Ehrhart Klein 2001). McShane (2001) argues that in order to motivate, influence, be liked and respected, a leaders values need to align themselves with those of their employees and to reflect integrity, honesty, compassion and assertiveness. The contingency leadership is one of the effective leadership techniques and also has an ability to act as a vital tool in establishing the focus on variables in an environment in order to determine the situations which really opt for our behaviour in any kind of situation. The leadership theory based on this contingency model states that there is no particular model of leadership which suits as appropriate in all times of situation. The variables are the basic elements and the preliminary components which determine the success rather than the leadership style which we intend to follow or insist. The leadership has a quality in order to follow the vital roles and also in order to perform the action depending and assessing the situation through various means (Cherry, 2010). My definition of Leadership is being able to: inspire others, motivate, set a vision, communicate, respect others, and lead by example. A leader must have an honest understanding of who they are, what they know, and what they are capable of. To be successful person you have to convince your followers, not yourself or your superiors. In my opinion this can build confidence in your followers in their faith in you to be able to lead. Followers Different person require different styles of leadership. For example, a company requires more supervision than an experienced employee. A person who lacks motivation requires a different approach than anyone with a high degree of motivation. You must know your people! The fundamental starting point is having a good understanding of human nature, such as needs, emotions, and motivation. You must come to know your employees be, know, and do attributes. Communication Communication is the exchange and flow of information and ideas from one person to another person; it involves a sender transmitting an idea, information, or feeling to a receive. What and how you communicate either builds or harms the relationship between you and your employees. Situation Situations are different from all time. Leader is an individual who can use different leadership styles based on the situations .decide the best course of action and the leadership style needed for each situation. For example, you may need to confront an employee for inappropriate behaviour, but if the confrontation is too late or too early, too harsh or too weak, then the results may prove ineffective. Also note that the situation normally has a greater effect on a leaders action than his or her traits. This is because while traits may have an impressive stability over a period of time, they have little consistency across situations (Mischel, 1968). This is why a number of leadership scholars think the Process Theory of Leadership is a more accurate than the Trait Theory of Leadership. Every organisation is subdivided into two different categories such as formal and informal. The organisation when seen as external spectator it appears to be formal with its will defined mission statement, policies and procedure and organisation structure charts, but this is just the tip of the great iceberg floating underneath in the form of informal organisation which a manger has to face. This informal organisation includes informal leaders which have no formal authority given by organisation but they have their influence on many employees, to maintain good relation with such informal leaders as sometimes they can help in getting things done. Internally organisation is subdivided into many groups based on their nature of job, their ethnicity, their culture, their language having their own norms and sentiments managers need to identify such groups and make consistent effort to maintain peace in groups by serving the role of mediator, for smooth running of organisation. Organisation consist of another route of power which can be said as counter organisation, that can be seen in the form of labour unions which are formed to keep check on organisation and make sure that profit hungry organisation dont exploit them. Such counter organisations are needed to be handled with great care. It can be said informal organisations are formed by the people of organisation to satisfaction of their cultural needs and a sense of personal identity and personal belonging. It also provides means to highlight deficiencies in the formal organisation such as excess time taken to complete a task. MASLOW THOERY OF MOTIVATION Motivation is a fundamental driving force behind people behaviour and performance. When the research was done to explain different aspects of motivation from an organisational behavioural perspective many theories or models used to describe the topic of motivation basically it is described as the extent to which persistent effort is directed towards a goal. It is very important to know about different types of motivation theories and their implementation in a group or organisation. These motivation theories specify the kinds of needs people has and condition in which they would want to exemplify these needs. Motivation can be internal or external. Example of external motivation is Deadlines . The fear of losing a contract or of not finishing a job on time you started is an example of internal motivation. Both internal and external motivation can be equally powerful. Why i am using this Maslows theory to reflect on my behaviour in group situations. This theory comes under content theories of motivation. There is significant relationship between behaviour and motivation particularly between group and individuals. Motivations of group have a serious impact on individual behaviour likewise the motivation of an individual can have serious impact on group. Abraham Maslow theory was proposed by Dr. Abraham Maslow in 1943, this theory is general overview of human motivation. His theory strikes a distinctive sense of balance between biological and social needs that integrates many motivational concepts. According to Maslow individual needs are set in a hierarchy, and everyone must satisfy their basic needs before they can satisfy their higher needs. The hierarchy is many times portrayed, as a pyramid beginning with physiological needs at the bottom and self-actualization at the top of this pyramid. The needs at the lower level are the most basic. These basic needs must be satisfy well before an individual can become concern with the higher needs like physiological needs, safety needs, security needs, social needs, law and affection, esteem needs. These needs must be satisfied before a person can act unselfishly. He called these needs deficiency needs. As long as we are motivated to satisfy these craving, people are moving toward growth, s elf-actualization, satisfying needs is healthy, which preventing gratification makes us sick or act evilly. Gareth Morgan suggests that employees are people with complex needs that must be satisfied if they are to lead perform effectively in a work place. Employees perform best when they are motivated by task, which will earn them some reward that satisfies their personal needs. Abraham Maslows theory of motivation most widely famous as hierarchy of needs states that human needs when arranged in form of hierarchy, ascending from lowest to the highest, as soon as need at lower level gets completed, the need at next level servers to be a motivator. Maslow divided human needs into five main categories such as physiological which include basic needs for sustaining life like food, water, shelter and sleep. Abraham Maslows needs hierarchy There are five different levels in Maslows hierarchy of needs: Self-actualizing Needs Self-actualizing Needs is the highest level of Maslows hierarchy of need. People are self-aware, concerned with personal growth, less concerned with the opinions of others and interested fulfilling their potential. Esteem Needs Esteem needs include the things that reflect on self-esteem, personal worth, social recognition and accomplishment. Social Needs Social needs include belonging, love and affection. Maslow considered these needs to be less basic than physiological and security needs. Relationships such as friendships, love, romantic attachments and families help fulfil this need for companionship and acceptance, as does involvement in social, community or religious groups. Security Needs Security needs include safety and security. Security needs are important for survival, but they are not as demanding as the physiological needs. Examples of security needs include a desire for steady employment, health insurance, safe neighbourhoods and shelter from the environment. Physiological Needs A physiological need is low needs. These include the most basic needs that are vital to survival, such as the need for water, air, food and sleep. Maslow believed that these needs are the most basic and instinctive needs in the hierarchy because all needs become secondary until these physiological needs are met. Maslow was correct when he said that one need has to be fulfilled before we can move to the next one. Without sufficient amount sleep I wouldnt be able to think of nothing but sleep. Also if I am hungry food will be the only thing on my mind. But because each day I satisfy these basic needs I am able to think about other things because these needs are no longer controlling my thoughts. Next priority is given to security which includes freedom from physical danger and other fears like losing job, property, food, or shelter. Since people are social animals they need to belong, to be accepted by others, hence acceptance third in the list of needs. Once people satisfy their need to belong esteem needs emerge in the form of satisfactions as power, prestige, status and self-esteem and at last when all the other needs are satisfied need for self-actualization which is the desire to maximize ones potential and achieve something. Applying this theory many organisations where suggested to motivate their employees by monetary gains or assuring security of their job. , Koontz, H, Weihrich (2008), Morgan (2006). There was a research conducted by Douglas T Hall and Khalil Nongame which studied needs of hierarchy involving a group of managers over a time span of five years. They found that there was no strong evidence of hierarchy, as managers get promoted in organisation their physiological needs tend to decrease, while on other hand needs for self-actualization tend to increase H, Koontz , H, Weihrich(2008). Upcoming flaws of Maslows theory the process theory of motivation stated, with the study of ones decision making process and deter mining how individual behaviour is energised, directed and maintained. The major process theory of motivation includes expectancy theory, equity theory, goal setting theory and reinforcement theory. In my classroom activities I am relating this theorys to my classroom activities in a group. When considered my experience in a group situation once while doing a group presentation in collage we all are five people. We had a 20 days time to presentation and from first day we all thought to meet at my place but no one turn up this happened many time every one say some other reason. It happened for all 19 day only 1 day left to submit the presentation than I thought to divide the task to my group members. Each one is assign a separate task and the task should complete before the particular schedule time. With this I emerge as leader that made me influenza ion as Leadership. Not only Leadership but also motivation In order to sleep tonight I have to complete my task of presentation before sleep. I need to satisfy my physiological need that is to sleep in time. I should complete the presentation before night CONCLUSION According to the trait theory the question arises of weather a leader is born or developed. There is no defined answer as many theorists have different answers to this. Understanding the concepts from above of motivation its rewards systems as to how useful it is for a leader to understand how it can be utilized in getting work done from people, decision making and its importance in growing more efficient, managing change and adapting quickly to it, understanding human perceptions and how they affect management, understanding the value of power in an organization without which a leader is nothing, politics and control and the other factors finally lead towards the understanding that leaders are developed. Many individuals may be born with the skill to be a leader this does not prove that he grows up to be an effective leader. However he can develop the ability to become one. Experience and the urge to learn can help one become an efficient leader. According to my understanding a pers on might be born with natural abilities to become a leader. This assignment is very useful to assess my past behaviour to the present behaviour and ways to develop the behaviour and to assess the performance by using these theories in a group. These are the two oldest theories what I used because older principles are the basic for anything i.e. the applications should follows the basic principle. Only few people are reached the self-actualization concept in the Leadership theory and Maslows theory. I am very much willing to taste that step. So I am going to putting my effort in this way and also looking the ways to develop. In my opinion if the group activities are conducted from the child hood they will be a very useful to the individual to improve their personality, behaviour and from that the concept of Leadership and motivation skills will also improve for the betterment of the future.

3.03 Managing Stress

Stress is a part of everyday life, but there is good stress and bad stress. The bad stress can be very detrimental to your health. Being able to manage the stress in your life is a very good skill to have. There are many ways that you can manage stress in your life but I am just going to talk about three. Yoga, reading, and jogging are just a few of the techniques that you can use in order to help relieve stress in your life.Yoga is a relaxation technique that is very helpful in diminishing the effects of stress on your life. The word yoga means â€Å"to join or yoke together,† and yoga brings the body and mind together into one harmonious experience. Yoga incorporates exercise, breathing, and meditation. The exercises of Yoga are designed to put pressure on the glandular systems of the body, thereby increasing its efficiency and total health. Breathing techniques are based on the concept that breath is the source of life in the body.These two systems of exercise and breathing then prepare the body and mind for meditation, and the student finds an easy approach to a quiet mind that allows silence and healing from everyday stress. Reading is a technique that I find to be extremely helpful in reducing stress. Psychologists believe this is because the human mind has to concentrate on reading and the distraction of being taken into a literary world eases the tensions in muscles and the heart.Even reading for just 7 minutes has been shown to relieve stress by 68 percent. Going into another world in the form of reading is extremely relaxing and, I think, the most effective way to reduce stress. Jogging can be the perfect distraction when you're dealing with a difficult situation. And the endorphins your body releases during running can give your mood a natural boost. By allowing you the time to think about life's problems or time to escape them for a while, tension easily flies out the door.Distance jogs are great for solving problems that are nagging at you. What better than a 3 hour jog all by yourself to clear your mind and allow you to pin down an answer? Even though there are many other ways that you can relieve stress these are the ones that I have chosen to relieve my stress. in trying all of these out I have found that reading was the best stress reliever that I had tried. Reading helped me to travel to another world and forget about all the stressors in my life even if it was only for an hour or two.

Green Innovation. Nokia Case

High-Tech marketing. Sustainable innovation- Nokia case study Introduction: The technology offers a promise of a better world through the improvements in standards of living. On the other hand, resource extraction, emissions of dangerous materials, and pollution of air, water, and soil have created conditions for environmental catastrophe and have already caused irreversible damage to the Earth.That is why in last few years, companies started focusing on an eco-innovation. Eco-innovation is the development of products and processes that contribute to  sustainable development, applying the commercial application of knowledge to elicit direct or indirect ecological improvements. This includes a range of related ideas, from  environmentally friendly  technological advances to socially acceptable innovative paths towards sustainability (http://en. ikipedia. org/wiki/Eco-innovation). Sustainability can be defined in a variety of ways. The short definition created in 1983 by a UN com mission is:   â€Å"Meeting the needs of the present without compromising the ability of future generations to meet their own needs† (http://www. un. org/en/sustainability/index. shtml). The European Union adopted action plans to promote technologies that use less environmentally harmful alternatives.For example, the EU has passed laws requiring energy-using products, such as electrical and electronic devices and heating equipment, to be designed to be more energy-efficient (EPEAT). The Waste Electrical and Electronic Equipment Directive (WEEE) imposes the responsibility for the disposal of waste electrical and electronic equipment on the manufacturers. The Energy using Products (EuP) Directive, sets requirements to reduce the environmental impact of products that use electricity across their entire lifecycle.REACH is a recent European Community Regulation on chemicals and their safe use through better and earlier identification of the intrinsic properties of chemical subst ances, especially those containing more than agreed-upon levels of lead, cadmium, mercury, chromium (VI), polybrominated biphenyl (PBB) and polybrominated diphenyl ether (PBDE) flame retardants. Nokia Corporation is a  Finnish  multinational  communications and information technology corporation. Its principal products are  mobile telephones  and portable IT devices.It also offers Internet services including applications,  games, music,  media  and  messaging, and free-of-charge digital map information and  navigation  services through its wholly owned subsidiary  Navteq. Nokia has around 101,982 employees across 120 countries, sales in more than 150 countries and annual revenues of around â‚ ¬30 billion. It is the  world's second-largest mobile phone maker  by 2012 unit sales with a global  market share  of 22. 5% in the first quarter of that year. Nokia was the world's largest vendor of mobile phones from 1998 to 2012.However, over the past five years it has suffered a declining market share as a result of the growing use of smartphones from other vendors, and devices running on Android  operating system. As a result, its share price has fallen from a high of US$40 in late 2007 to under US$2 in mid-2012. Since February 2011, Nokia has had a strategic partnership with  Microsoft, as part of which all Nokia smartphones will incorporate Microsoft's  Windows Phone  operating system. Its first handsets were released in October that year (http://en. ikipedia. org/wiki/Nokia). Purpose and Mission Nokia’s mission is simple: Connecting People. The goal of Nokia company is to create mobile products that allow people worldwide to enjoy the technology. The key elements of Nokia strategy are: * building a new winning  mobile ecosystem in partnership with Microsoft * bringing the next billion online in developing growth markets * investing in next-generation disruptive technologies * increasing our focus on speed, result s and accountability (http://www. okia. com/global/about-nokia/about-us/about-us/) Nokia follows the concept of the open innovation which lead to forming a strategic partnership with Microsoft that will regain lost place in a smartphone market. Open innovation encourages Nokia-Microsoft cooperation to search and exchange new knowledge, develop products and services to become competitive in the market. I believe open innovation will benefit Nokia and its consumers as it will enhance relationship between producer and users.Although, Nokia is not an energy intensive company because most of the greenhouse gas emissions occur only during manufacturing by suppliers or usage of products, Nokia pays attention to the energy consumption and greenhouse gas emissions of its products and operations. The main of Nokia should focus on reducing energy consumption and greenhouse gas emissions as well as raising awareness and promoting best sustainable practices in mobile phone industry. In accordanc e to the terms of REACH, Nokia has pledged that the use of chemicals in Nokia products and processes shall be safe to humans and the environment.Furthermore, Nokia is the first company that created climate strategy that concentrates on products, manufacturing, facilities, logistics, suppliers   and customers. So far, the greenhouse gas footprint of Nokia phones has been reduced by up to 50% between 2000 and 2010, while introducing new features and capabilities. In my opinion, Nokia should focus more attention on its customers in encouraging and educating them through use of the products to be more eco-friendly. For example, develop travel applications that help people in reaching destinations quicker and application that encourage people to choose public transport instead of cars.The most useful application would be one that shows the nearest bus stops, train or metro stations, the routs, destinations and the time of arrival/departure. Furthermore, Nokia products should have energ y saving options available in every smartphone model, like switching off online functions (WIFI, internet, GPS etc) when they are not in use for some period of time. Sustainable mobile products Nokia products are eco-friendly as the company uses sustainable materials, develops smaller, recyclable packaging and improves energy efficiency for products.Every Nokia product comes with an eco profile, which explains its materials, energy efficiency, packaging, environmental impact and recycling. Picture 1. Ingredients of Nokia smartphones Adopted from: www. nokia. com/global/about-nokia/people-and-planet/sustainable-devices/materials/materials/ New Nokia products are eco-innovations and have environmental features. For example: Nokia Lumia 820 -automatic screen brightness adjustment, -battery saver feature, -energy efficient charger -contains bio plastics ; recycled metals 100% recoverable as materials and energy -100 % recyclable, minimized package made of -renewable -materials containin g up to 60% recycled materials. Nokia 700 -Power Save mode, -ambient light sensor, -unplug charger reminder, -OLED display, -contains recycled metals, bioplastics, bio paints and recycled plastics -100% recyclable packaging (http://www. nokia. com/global/about-nokia/people-and-planet/sustainable-devices/sustainable-devices/) In my opinion, Nokia should also focus on process of recycling the old phones.For example, when customers want to buy a new Nokia phone, the company should proceed according to The Waste Electrical and Electronic Equipment Directive (WEEE) that imposes the responsibility for the disposal of electrical equipment on the manufacturers. The best solution would be buying an old phone off customers for a small price and recycle some parts of the phone to recover the materials which can be used for producing new models. The Research ; Development department should also focus on innovation regarding the new energy sources, for example, solar power.To my surprise I learn t that Nokia already has been testing the Portable Solar Charger as a charging opportunities for people that want to use Nokia smartphones but do not have access to the electricity. Furthermore, in 2006 Nokia introduced small packaging which is easier to recycle. Lighter packaging also reduced transportation costs. In my opinion, Nokia should still work on reducing the use of paper and plastic in the packaging. Some of the packages still have paper information, certificates and instructions which are unnecessary. In my opinion, these ocuments together with the user’s guide should not be included in a package, but available online for all customers. Promotion Nokia promotes its products as eco-friendly in the mobile phone market. The company also raises awareness about environmental issues, education. The perfect way of promoting the company with sustainable values in the world is to improve access to information and communication technologies (ICT) in developing countries. Th is would bring benefits to people who are unable to access these technologies for financial or geographical reasons.The company should offer affordable mobile products and services to help people develop business and employment opportunities all over the world. Nokia has already done it, as it collaborates with UNESCO’s Education for All and uses the mobile technology to develop mobile educational products such as Nokia Education Delivery, Nokia Life and Nokia mobile mathematics. Nokia Education Delivery uses mobile technology to deliver quality education materials to remote, hard-to-reach areas so teachers and trainers can access and download videos and other educational resources.Furthermore, in 2008, Nokia launched a pilot scheme for mobile mathematics in South Africa. Nokia Life education services provide health information and advice on pregnancy, parenting, diseases, fertilizers and pesticides, yield enhancement techniques, market prices, and weather (temperature, rainf all, wind conditions). In my opinion, Nokia company should also promote its sustainable values by taking part in worldwide voluntary actions that promote human rights by ethical labour, high quality of work environment, health and safety and equality. DistributionNokia provides guidance on what expect from suppliers. These requirements include environmental and social expectations, which are based on international standards such as ISO 14001, SA 8000, OHSAS18001, PCMM and ILO, and UN conventions. Thus, Nokia suppliers undergo a number of assessments designed to measure their environmental and social performance. In my opinion, Nokia should also ensure that company suppliers provide safe working conditions, use environmentally friendly manufacturing processes and contribute to reducing the environmental impact of our own operations.Nokia should pay attention to the energy and water consumption, waste generation and greenhouse gas emissions during manufacturing products as well as dis tributing the products to the consumers. If the suppliers do not follow sustainable guidance for companies, Nokia should help them achieve those goals by sharing knowledge and experiences with others. Nokia should also have an open communication system with suppliers, customers, and non-governmental organisations that promote sustainability. Development of the company:Reading the documentation of Nokia company it seems that it is a leader in green- innovation in the market of mobile phones. The company is aware of the impact on the environment and tries to minimize by following governmental laws and introducing own sustainable regulations. However, in my opinion Nokia has neglect the importance of promotion and communication with customers its environmental values. Therefore, I would like to propose my ideas for improving few sectors of the company which can make Nokia more competitive in the market and be recognised as eco-friendly among its customers. 1. Communication and promotio n:Nokia should focus its communication messages on showing that the whole company and its products are sustainable and have well-recognised eco-friendly approach among its customers by presenting posters in the Nokia shops or actively and publically supporting environmental organisations. The company should also encourage customers to become more eco-friendly in their everyday life through encouraging them to participate in happenings and day events. Nokia should communicate its green innovation messages more to the general public and potential customers using media like TV adverts and radio messages or internet actions.It would be good if the company took part or initiate some events and happenings which aim at environmental awareness. I also like the idea of Nokia’s mathematics in schools. This action should be continued and also should be better communicated to schools and parents. It would be a good idea if Nokia would open a charity which helps children from developing c ountries in schools or establish academic grants for children from underprivileged families who have mathematical skills. Furthermore, Nokia should also create a school program for ecology and sustainability in primary and secondary schools.In my opinion, it would be a good idea if Nokia would provide bins in schools for recycling batteries or other small electronic appliances. 2. Pricing: To be more competitive in the fast growing market of smartphones Nokia should keep their prices low and affordable for everyone with keeping the high quality standard of the products. Nokia already has lowered the cost of packaging and transport of products by reducing size and use of paper, this should have a reflection in the phone prices as well. In my opinion, Nokia should make a packages even smaller without unnecessary use of plastic covers and paper in them.All the information about the phone should be available on a website after registering or entering the serial codes together with users ’ guide. Furthermore, to appear more ecological friendly Nokia should buy off the customers the old phones which can be recycled by the company again. This way customers feel like being a Nokia’s customer is profitable, taking care of environment as well. Customers receive a high standard product for a good price and in addition they are also paid for returning the old phone. 3. Research and Development:Nokia research and develop team focus on solutions that enhance the energy efficiency in the products. To more competitive in the market Nokia should invest more money in the R;D department and work on new technologies which will use renewable energy. Research and Development is a vital part of every high-tech company and to be successful in innovations Nokia has to recruits the employers through different channels. In my opinion Nokia should offer studentships and grants for postgraduate IT, engineering students who will work on Nokia products and develop them.Nokia al so should offer many apprenticeships for students and graduates who will bring different approach to innovations and help develop products. This will help the company to improve or create new products as well as encourage creativity of employers. Furthermore, Nokia should be more open to communication with its customers and employ them in the open innovation process as well. For example, Nokia should organise contests for its users which encourages creativity: design a smartphone of the future. People could design their own phones using online Nokia application and for the best

Relationships between Aspects of Employee Satisfaction, Current Motivation, and Reward System in Qatar Petroleum

Relationships between Aspects of Employee Satisfaction, Current Motivation, and Reward System in Qatar Petroleum Introduction Research Purpose In the 21st century, one of the recurring debates in the business field concerns the fundamental role played by employees in enabling organizations to accomplish their set objectives, including maintaining competitive advantage in the marketplace (Hakes, 1991).Advertising We will write a custom research paper sample on Relationships between Aspects of Employee Satisfaction, Current Motivation, and Reward System in Qatar Petroleum specifically for you for only $16.05 $11/page Learn More A rapidly changing economic environment typified by such phenomena as vagrancies of the macroeconomic environment, globalization and deregulation of markets, shifting customer and shareholder demands, and escalating product-market competition, has turned out to be the norm, necessitating organizations to reformulate and restructure their practices and policies to remain relevant (Topolosky, 2000). The stakes are even higher in the oil and gas indu stry, which is inarguably affected by a myriad of events as they unfold on the world map (Stevens, 1998). One of the key priority areas that have been targeted by the oil companies as a matter of urgency is employee satisfaction and motivation, especially after the realization by leaders that people concerns are business concerns, and that success comes through people (Bruce Pepitone, 1999). This study is informed by the need for organizations to develop and implement processes and programs that will ensure employees remain productive and committed to the goals, objectives and aspirations of their respective organizations through embracing strategies, programs, and value propositions that enhance their productivity and commitment to the organization. More importantly, The present study will purpose to critically evaluate employee satisfaction strategies, including current motivation and reward system in Qatar petroleum, with a view to inform human resource policy on the underlying issues related to how employees could be further empowered to push the company’s agenda forward. Background to the Organization This particular study will be focused on critically evaluating employee satisfaction, current motivation, and reward system in Qatar petroleum. This state-owned company, which runs joint ventures with other international oil giants such as Shell and Petrochina, is responsible for all oil and gas exploration, processing, and marketing in Qatar and Abroad (Qatar, Petroleum, 2010).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 According to Siddiqi (2009), â€Å"Qatar, the worlds leading natural gas exporter, is home to the third-largest gas reserves, after Russia and Iran. The offshore North Fields reservoir, covering a small area of 6,000 sq km, boasts more reserves than the combined proved figure for the Americas and Western Europe, as r eported by BP at 756 trillion cubic feet† (p. 49). The accomplishments of the Qatar Petroleum are mind-boggling, with industry players and published financial data portraying a company with proven verification of stellar growth in the past few years despite the volatility in the global economy occasioned by the 2008 financial crisis (Siddiqi, 2009). Presently, the company has managed to enlarge its international investment portfolio through prudent management principles, insightful forward investment planning, and strategic investments in oil and gas projects around the world. Consequently, the company â€Å"remains focused on achieving long-term strategic targets and objectives†¦and now plays an essential role in supplying gas to regional markets as well as those in North America, Asia, and Europe† (Qatar Petroleum Home Page, 2010 para. 2 ). The company’s management takes cognizance of the fact that these set of targets and objectives can only be realized a nd maintained through strategic investment in human capital. Towards the realization of this objective, Qatar Petroleum has invested heavily on strategies and policies aimed at boosting employee satisfaction to enhance their motivation levels. Some of the strategies the company has put in place to enhance employee satisfaction, motivation, and reward system includes visas/residence permits, relief cover, overtime eligibility, guaranteed overtime, unscheduled overtime payment, and standby compensation allowances, among others (Employee Handbook, 2010). Problem Discussion In the modern dynamic and competitive business environment, many managers are contemplating on which methodologies they can possibly employ to offer satisfaction and motivation to their employees. The ramifications of an unmotivated workforce are a huge expense to the performance and productivity of any organization. In terms of tangible organizational gains, employees can contribute fresh and innovative initiatives, put in more time and energy to satisfy a strategic customer, or have exceptional capabilities that no one else possesses. Organizations, therefore, stands to gain, productively, when employees are fully committed and engaged to the principles and core values set by management (Chen Kocaoglu, 2008; Alford, 2009).Advertising We will write a custom research paper sample on Relationships between Aspects of Employee Satisfaction, Current Motivation, and Reward System in Qatar Petroleum specifically for you for only $16.05 $11/page Learn More According to Harrell Daim (2010), â€Å"managers need to make sure they are in tune with their employees’ motivators†¦Asking employees what motivates them and listening and acting on their responses is very important ( p. 23). Not all employees have the same needs or value the same thing in regard to satisfaction and motivation strategies and reward systems. Organizations stand to gain immeasurable benefits f rom learning and understanding what their employees’ value in regard to satisfaction and motivation strategies and reward systems. It is a well known fact that employees’ needs and goals are constantly changing and human resource strategies that may be in use today to satisfy and motivate an employee may not necessarily offer satisfaction and motivation some six months from now. It is against this backdrop that this particular study will aim to critically evaluate employee satisfaction and current motivation levels and reward system in Qatar Petroleum with a view to inform HR policies and strategies on the industry’s best practice and offer remedies that can be used in these areas to achieve optimal employee performance. Aims of the Study The general objective of the study will be to critically evaluate employee satisfaction and current motivation and reward system in Qatar Petroleum. The following will be the specific objectives: Critically evaluate if the cur rent employee satisfaction and motivation strategies are in line with Qatar Petroleum employees’ needs, aspirations, and goals; Critically evaluate the role of Qatar Petroleum’s leadership in establishing processes and procedures that support employee satisfaction and motivation, including the current reward system; Critically evaluate the relationship between employee satisfaction on one hand and current motivation and reward system on the other in enhancing employee performance and productivity in Qatar Petroleum; Analyze and report on probable alternatives that can be used by management to enhance employee satisfaction and motivation; and Formulate conclusions on the way forward regarding employee satisfaction and current motivation and reward system in Qatar Petroleum. Review of Related Literature Introduction This section aims to look at literature related to employee satisfaction, motivation, and reward systems, including the study’s relationship to previ ous works, Qatar’s Petroleum experience, and formulation of key research questions. Employee Satisfaction The earliest employee satisfaction study took place in the decade of the 1930s (Lavigna, 2010). Since that time, significant progress has been achieved, both in applied perspectives and on theoretical fronts.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 During the 1950s, established corporations were undertaking employee satisfaction research on habitual basis, and by the 1970s, some research analysts had already designed standardized employee satisfaction questionnaire tools for use by organizations (Sandler, 2010). Since then, thousands of research articles on employee satisfaction have been published (Topolosky, 2000). In her 1992 research article evaluating the various facets of employee satisfaction, E. Ostroff argued that â€Å"†¦it has been proposed that satisfaction and the happiness of personnel heighten organizational effectiveness†¦Organizations that alienate workers through their practices will be less effective and efficient† (Topolosky, 2000 p. 15). Other seminal research articles, including those of Drucker (1955) and Davenport (2000), have demonstrated the fact that satisfied employees are creative and productive employees (Allen Willburn, 2002). Yi-Feng (2009) noted that organizational productivit y and performance are achieved, to a large extent, through employee satisfaction initiatives, including focusing attention to employees’ physical and emotional needs. Employee Motivation The seminal studies of â€Å"†¦human motivation started as early as the Greeks, and is still intriguing many researchers today† (Harrell Daim, 2010, p. 23). To date, numerous theories of motivation has been developed, including A. Maslow’s Theory of Human Motivation (1943), McGregor theories of X and Y (1950s), Herzberg’s Motivation –Hygiene Theory (1987), and Adams Theory of Inequality (2002), among others1. The most excruciating problem with employee motivation is that employers don’t discover motivated employees; they offer favourable environments for employees to become motivated. In her book on ways to motivate employees, Podmoroff (2005) wrote that â€Å"†¦even the sharpest and most refined recruitment and hiring strategies are no match for the culprits of employee de-motivation† (p. 9). The key for organizational management, therefore, is to show their appreciation for employees’ efforts at the workplace, not only through monetary remuneration2, but also through other benefits such as awards, training opportunities (Caligiuri Lazarova, 2005). Individuals are motivated by divergent value prepositions, needs, and aspirations (Irving Montes, 2009). However, a positive motivation philosophy in an organizational setting is always welcome since it assists employees to improve productivity, commitment, quality, and service. A 2002 Gallup study reported by Corporate Leadership Council (2003) revealed that highly motivated employees often demonstrate above average levels of the following attributes: Customer loyalty (56%); productivity (50%); employee retention (50%); safety records (50%); and profitability (33%). There is, therefore, compelling evidence for organizations to enhance strategies and processes tha t will facilitate employee motivation. Reward System Many organizational theorists are of the opinion that an effective and balanced reward system plays a fundamental role for the organization. In most cases, the reward system is used by organizations to, among other things, pay employees for their performance, generate and maintain positive behavioural change, act as incentives for employees, and lifts employee performance, thereby lifting the overall productivity and profitability of the organization (Wilson, 1994). An effective reward strategy should focus attention on facilitating positive reinforcement among employees because it motivates them to take actions in return of tangible or intangible benefits for performing their roles (Belcher, 1996). An effective reward system, according to Belcher (1996), should work on the basis of rewarding the energy and time commitments offered by employees as opposed to compensating them for their efforts. The Qatar Petroleum Experience Qatar Petroleum is undoubtedly a market leader in oil and gas industry in the Middle East and indeed in many other parts of the world (Al-Harthy, 2008). Such an outstanding feat can only be achieved through efficient management of the company’s strategic resources, including outstanding management of its systems and processes. In the company’s revised employee handbook (2010), an assiduous and conscientious industry analyst cannot help noticing the rich aura of systems and processes put in place to safeguard the interests of employees, including coherent recruitment procedures, working schedules and overtime, salary administration, employee benefits and allowances, provisions for annual leave and official holidays, absenteeism, employee relations, training and development, and provisions for terminal benefits, among others. The above provisions offer fertile ground for enhanced employee satisfaction and motivation. In particular, the social allowance, insurance schemes, hou sing allowance, furnishing allowance, location allowance, shift allowance, basic transport allowance, car loan, performance bonus, and social and recreational facilities (Employee Handbook, 2010), offers immeasurable morale and satisfaction for employees to perform and stay longer with an organization (Yi-Feng, 2009). Yet, employee needs, goals, and aspirations keep shifting by the day, hence the need to conduct such a study to inform policy and identify possible gaps in enhancing employee satisfaction, motivation, and reward system in Qatar Petroleum. Key Research Questions This study will be guided by the following research questions Does the existing reward system in Qatar Petroleum in line with industry trends, and is the system doing enough to facilitate employee satisfaction and motivation? What are the employees’ projections and expectations regarding ideal employee satisfaction and motivation strategies that could be used by the management of Qatar Petroleum to push the organization’s agenda forward? What is the role of Qatar Petroleum’s management in helping design, formulate, and implement policies that enhance employee satisfaction and motivation, including revising existing schedules to align them with industry trends and adopting new innovative procedures in the company’s reward system to facilitate employee satisfaction and motivation? What is the role of employees in ensuring long-term growth and sustainability of Qatar Petroleum? Methodology Introduction This segment purposes to discuss the research design, population and sample size, instrumentation, and data collection tools that will be used in this particular study. The segment will also discuss how data will be analyzed and relevant ethical issues relating to the study. Research Design The study will employ both quantitative and qualitative research designs to critically evaluate employee satisfaction and current motivation and reward system in Qatar Petroleum , with a view to inform the company’s human resource practice and policy on how it could be designed to alleviate possible gaps, thereby enhancing employee productivity. Hopkins (2000) notes that most quantitative research designs are concerned with evaluating the correlation between variables, and are either descriptive or experimental. It is important to note that this study will utilize a descriptive strategy since the participants will only be measured once (Sekaran, 2006). A survey approach using internet protocols will be utilized to collect quantitative data among selected employees of Qatar Petroleum. Qualitative data will be collected by means of telephone interviews, and will target selected managers of the company. Maxwell (2005) postulates that qualitative research approaches are predominantly ideal when the researcher is interested in assessing human behaviour, values, attitudes, preferences, and perceptions. Qualitative research designs can employ either the cas e study strategy or survey design to collect the necessary data (Maxwell, 2005). The researcher will utilize the survey design using telephone interviews. An elaborate review of literature will also be undertaken; including a critical analysis of documents and reports found on the internet or availed by the company’s HR department. Target Population and Sample Size The population for this study will comprise of managers or supervisors and employees working for Qatar Petroleum. The sample will comprise of 50 managers or supervisors heading different departments and 100 employees, also working in different departments of the company. The managers or their supervisors will be sampled, online, through purposive sampling approach while the employees will be sampled using convenience sampling procedure. Sekaran (2006) notes that participants in a purposive sample are selected based on their understanding of the topic under study, while a convenient sample comprise of participants i n the research framework by virtue of being in the right position or environment at the right time. Data Gathering Instruments Quantitative data will be collected using self-administered questionnaires while qualitative data will be collected using telephone interviews. Self-administered questionnaires are cost effective and can be administered with much ease, not mentioning the fact that they are effective when the researcher wants to collect confidential data from study participants (Sekaran, 2006). According to Maxwell (2005), interviews are advantageous in that not only does the method enable the researcher to create rapport with the subjects, hence achieving their cooperation, but it also permits the researcher an opportunity to explore and probe further for more information. Reliability and Validity Reliability Reliability can be described as the consistency of measurement. In research studies, reliability can be described as the degree to which a data gathering tool is able t o measure the variables or phenomena consistently when is used under comparable conditions (Handley, 2005). Internal consistency of questionnaire and interview items will be employed to ensure adequate uniformity in responses given out by the two sets of participants. Items measuring similar concepts will be grouped together to ensure reliability. In addition, elaborate guidelines on how to complete the questionnaires will be issued to the subjects to abridge data collector’s error, which, if unchecked, leads to unreliable results. Validity Validity is a term that is used to describe a measure or instrument that correctly reflects the phenomena it is intended to measure, thereby strengthening the conclusions, deductions, or propositions made from the study findings (Handley, 2005). Internal validity, which refers to the soundness of an investigation, will be achieved through employing appropriate sampling procedures and using a validated and reliable questionnaire schedule an d interview guideline for purposes of data collection. The same procedures will be used coupled with the involvement of an adequate sample size to achieve external validity, thereby ensuring that the project findings could be generalized to other settings. Ethical Considerations Saunders et al (2007) posits that â€Å"†¦ethics refers to the appropriateness of your behaviour in relation to the rights of those who become the subject of your work, or are affected by it† (p. 178). In addition to requesting for permission from the human resources manager in Qatar Petroleum to conduct the survey and interviews, the researcher will also take time to explain to the participants the nature and purpose of the study, not mentioning the fact that the researcher will keep the participants in the know about their rights, especially the right to informed consent and the right to privacy. Data Analysis Quantitative data will be analyzed using SPSS, with the analysis encompassing data co ding, entry, cleaning, actual analysis, and interpretation of data. The software package will then be used to run univariate analyses purposed to generate frequency distributions. The data resulting from the distributions will be further harnessed, interpreted and presented using statistical procedures such as pie-charts, bar-graphs, and normal text. Qualitative data will be analyzed using content analysis procedure, whereby data will be reduced, presented, and finally, conclusion drawing and verification made (Sekaran, 2006). Stevens (2003) posits that, â€Å"†¦content analysis is the systematic description of behaviour asking who, what, where, why, and how questions within formulated systematic rules to limit the effects of analyst bias†¦It is the preferred technique for analysing semi-structured interviews† as is the case in this study (p. 143). Plan of Work The chart below shows all planned activities towards the successful completion of the research project. Planned Activity Begin End Actual Formulate and agree dissertation proposal May 29, 2010 July 21 Literature Review May15 Aug. 20 Develop and Refine Research Methodology July 21 Aug 14 Conduct Interviews Aug 18 Sept 18 Transcribe Interview Data Sept 18 Oct 18 Design, Issue, and Collect Questionnaires Sept 1 Oct 31 Contingency Period Nov 1 Nov 14 Data Analysis and Discussion of Results Nov 14 Dec 14 Write First Draft Dec 15 Jan 15 Proofread and Corrections Jan 16 Jan 31 Binding and Final Submission Jan 31 Jan 31 Resources Required Apart from the resource of time, which is fundamentally important in any research undertaking, financial resources will be needed to cover costs associated with conducting interviews and designing, issuing, and collecting the questionnaire schedules. List of References Alford, J (2009). Engaging Public Sector Clients: From Service-Delivery to Co-Production. Hampshire: Palgrave Macmillan. Al-Harthy, M.H (2008). Motivation: A Challenge for Oil and Gas Companies – An Omani Case Study. Web. Allen, D.R., Wilburn, M (2002). Linking customer and employee satisfaction to the bottom line. Milwaukee, Wisconsin: American society for Quality. Belcher, J.G (1996). How to Design and Implement a Results-Oriented Variable Pay System. New York: Amacom. Bruce, A., Pepitone, J.S (1999). Motivating Employees. New York, NY: McGraw-Hill Books. Caligiuri, P., Lazarova, M (2005). Work-Life Balance and the Effective Management of Global Assignees. In: S.A.Y. Poelmans (Eds) Work and Family: An International Research Perspective. Malwah, New Jersey: Lawrence Erlbaum Associates, Inc. Chen, H., Kocaoglu, D.F (2008). A Sensitivity Analysis Algorithm for Hierarchical Decision Models. European Journal of Operational Research, Vol. 185: 1, p. 266-288. Corporate Leadership Council (2003). Linking Employee Satisfaction with Productivity, Performance, and Customer Satisfaction. Web. Davenport, T.O (2000). Workers as Assets: A Good Start But†¦Employment Relations Today Vol. 31, Issue 2. Drucker, P.F (1955). Integration of People and Planning. Harvard Business Review, Vol. 33, Issue 6, p. 35-40. Employee Handbook (2010).Qatar Petroleum Human Resource Department. Hakes, C (1991). Total Quality Management: The Key to Business Improvements. London: Chapman Hall. Handley, C (2005). Validity and Reliability in Research. Web. Harrell, G., Daim, T.U (2010). HDM Modelling as a Tool to Assist Management with Employee Motivation: The Case of Silicon Forest. Engineering Management Journal, Vol. 22, Issue 1, p. 23-33. Hill, N., Roche, G., Allen, R (2007). Customer Satisfaction: The Customer Satisfaction through the Customers eyes. London: Cogent Publishing. Hopkins, W.G (2000). Quantitative Research Design. Web. Irvin, P.G., Montes, S.D (2009). Met Expectations: The Effects of Expected and Delivered Inducements on Employee Satisfaction. Journal of Occupational Organizational Psychology, Vol. 82, Issue 2, p. 431-451. [Academic Source Premier Database]. Lavigna, B (2010). Driving Performance by Building Employee Satisfaction and Engagement. Government Finance Review, Vol. 26, Issue 1, p. 51-53. Podmoroff, D (2005). 365 Ways to Motivate and Reward your Employee Everyday – with Little or no Money. Ocala, Florida: Atlantic Publishing Group, Inc. Qatar Petroleum Home Page (2010). Web. Sandler, S.F (2010). Employee Satisfaction: Key to Recovery Success? HR Focus, Vol. 87, No. 4, p. 10-15. Sekaran, U (2006). Research Methods for Business: A Skill Building Approach, 4th Ed. Wiley-India. Siddiqi, M (2009). Qatar Stands Firm in the Face of Global Financial Storm. Middle East, Issue 402, p 45-49. Stevens, P. (1998). Introduction – Strategic Positioning in the Oil Industry: Trends and Options. In: P. Stevens (Eds) Strategic Positioning in the Oil Industry: Trends and Options. Abu Dhabi: The Emirates Centre for Strategic Studies and Research. Stevens, M (2003). Selected Qualitative Methods. In: M.M. Stevens (Eds) Interactive Textbook on Clinical Symptoms Research. Cambridge: Cambridge University Press. Topolosky, P.S (2000). Linking Employee Satisfaction to Business Results. New York, NY: Garland Publishing Inc. Wilson, T.B (1994). Innovative Reward Systems for the Changing Workplace. London: McGraw-Hill Companies. Yi-Feng, Y (2009). An Investigation of Group Interaction functioning Stimulated by Transformational Leadership on Employee Intrinsic and Extrinsic Job Satisfaction: An Extension of Resource-Based Theory Perspective. Social Behaviour Personality: An International Journal, Vol. 37, Issue 9, p. 1259-1277. Footnotes 1 See: Harrell, G., Daim, T.U (2010). HDM Modeling as a Tool to Assist Management with Employee Motivation: The Case of Silicon Forest. Engineering Management Journal, Vol. 22, Issue 1, p. 23-33. 2 â€Å"Money was never a big motivation for me, except as a way to keep score. The real excitement is playing the game† (Donald Trump).