The Word Critical Comes From The Greek Word - 1490 Words

The word critical comes from the Greek word, krinein, which means to separate and to choose. Being critical requires a person to draw intelligent conclusions by being somewhat skeptical and employing conscious, deliberate questioning. Goign back to the words used in the definition, being critical requires a thinker to separate the ideas, assumptions, experiences, or facts that are presented, and to choose, or decide, what he/she believes. In order to think critically, a person must be able to be be skeptical of his/her own ideas, own assumptions (things assumed to be true or things not necessarily recognized as assumed but that form the basis for beliefs), and the evidence he/she can offer for their ideas. It is certainly easier for us to be skeptical of the ideas of others, to be skeptical of ideas that are different from our own or that are new to us; it is generally more difficult for us to look open-mindedly at our own long-held beliefs, particularly those we have accepted as tr ue. In order to think critically, you have to do two things: 1) analyze - find the parts of the problem, separate them, and then try to see how the things fit together, and 2) evaluate - judge the merit or value of the claims and assumptions and judge the strength of the evidence. These processes - analyzing and evaluating - require analytic, evaluative, and imaginative thinking. Whenever we learn or are presented with something new, we use these processes to some degree. Often, when we learnShow MoreRelatedThe Distinction Of Ethics And Morality1307 Words   |  6 PagesThe Distinction Of Ethics And Morality: The use of the words ethics and morality are often confused with each other especially these are commonly used in Philosophy and other related fields. This paper will discuss the distinction between these two concepts. According to Gammel (2007), the difference between the terms morality and ethics has a very thin line particularly in the daily language. Adding to this confusion is that other philosophical resources and materials use the terms interchangeablyRead MoreAccording To Aristotle : The Three Modes Of Persuasion1483 Words   |  6 PagesOne of the most critical skills required to be successful in life is the ability to persuade others. The art of persuasion is a talent that is often overlooked. However, if one is unable to persuade others effectively, they will never be taken seriously in a professional environment. In his book, Rhetoric, Aristotle spends quite a bit of time on the subject of persuasion. In fact, he defines rhetoric as, â€Å" the faculty of observing in a ny given case the available means of persuasion (Rhetoric). AccordingRead MoreEssay about Technology and Literacy1668 Words   |  7 PagesTechnology and Literacy According to Eric Havelock, â€Å"Greek literacy changed not only the means of communication, but also the shape of the Greek consciousness. The Greek story is self-contained, yet the crisis in the communication which it describes as taking place in antiquity acquires a larger dimension when measured against what appears to be a similar crisis in modernity† (17). In developing his conviction, Havelock focuses on the works of Homer and Hesiod: As written,Read MoreThe Iliad And The Odyssey1498 Words   |  6 Pagesboth the winners and losers† (Homer 222). In addition to its influence on Greek poetry, the Iliad is a great Homeric epic that has long helped shape critical schools of thought. It is not exactly clear who the originator of the Iliad is, or whether it was composed by more than one person. However, it is suggested that Homer wrote the poem down while motivated by a singular poetic vision. â€Å"Homer is the name that has come through the centuries as the author of the two earliest surviving poeticRead MoreAmazing Historical Knowledge And Facts1468 Words   |  6 Pagesthe period the Greeks and Roman lived in. Back in the Greco Roman World there was plenty of interesting facts to learn about them. Including the way they lived life. The economic system, shelter, and weapons they had created. The Greek and Romans were extremely creative and artistic. The Greeks made an enormous jump. It was the rebirth of Ancient learning, the Renaissance, which provided the base of today’s science and technology. It was the rediscovery of Hellenic thought, from Aquinas to theRead MoreSimilarities between Oral and Literary Traditions663 Words   |  3 Pagessimilarities. Oral tradition is information that is passed down from generations by words that is not written down. On the hand literary tradition would be a language that is written and well spoken. It also makes whatever is written down permanent. Both are similar but slightly different from another. Before the literary tradition of written texts, oral tradition passed tales of gods, heroes, and other memorable mortals and their lives from generation to generation. These tales were then transcribedRead MoreWilliam Shakespeare s Oedipus, A Play Written By Sophocles1553 Words   |  7 Pagescontains numerous accounts where the author uses words to convey a deeper truth about characte rs and their experiences. Sight, light, blindness, and darkness all have a literal meaning, but when placed into this play, with its intricate plot, they express the dramatic ironies that unfold between Oedipus and his past. Greek tragedies are known to use language that expresses the deeper truths about the to the audiences. Sight, the most common word used by play writers, brings about a whole new meaningRead MoreCritical Thinking Essay examples1293 Words   |  6 PagesThinking about Critical Thinking in Todays World Session 16 Assignment Name: Final Essay Questions Student Name: Michelle Kauffman Date you submit your work: May 4, 2012 The Assignment: In essay form, address the following questions: 1. What is critical thinking? First the word critical comes from two Greek roots, Kriticos which means discerning judgment and the other Greek root is kriterion which means standards. The text book from this classRead More Boundaries of Destiny, Fate, Free Will and Free Choice in Oedipus the King1282 Words   |  6 PagesBoundaries of Fate and Free Will in Oedipus the King    The ancient Greeks firmly believed that the universe was guided strictly by order and fate. In Oedipus the King, Sophocles has examined the relationship between free will and fate, suggesting that free will paradoxically exists inside the boundaries of fate. It may be concluded, however, that man has free will and is ultimately held responsible for his own actions.    Oedipus destruction was brought about by a combination of fateRead MoreStages of Spelling Development1564 Words   |  7 Pagesone letter represents an entire word or the most salient sound of a word. Some Emergent children confuse letters, numbers, and letter-like forms and substitute letters and sounds that feel and look alike (e.g., the sounds /v/ and /f/, the letters d and b) The child generally lacks knowledge of the alphabet, lacks left-to-right directionality in writing, and lacks concept of word (one-to-one matching of spoken and written words). Consistent spacing between words and consistent use of letter-sound

Informative Speech Human Relations And How Our...

Kirsten Moore Karen Hughey Human Relations 8 December 2015 Personality Enlighten is defined as to give (someone) greater knowledge and understanding about a subject or situation.† This class is the definition of enlightening, I have learned a great amount about myself and those who surround me. The RHETI test was an enjoyable process that gave me results that couldn’t describe me any better than they did and has shed light on one of my most recent strained workplace relationships and how our personalities were like oil and water put together. The RHETI test results had me scoring the highest in the Type 7 The Enthusiast category followed close by the Type 3 The Individualist category. The Enthusiasts tend to be busy productive types, that are often extroverted, optimistic, versatile, and spontaneous. Without taking the test and just reading the descriptions of the personality types; I would have selected myself to be highest in Type 7. It describes how I perceive myself and how I think others view me as well. I am seeking a career in that will allow me to experience and see new and exciting places/adventures. On the other side of that I know that I will become exhausted from staying on the go and without time to recuperate. That s how I relate to the downfalls and the misapplication of talents of Type 7 personalities. I see myself getting: overextended with work and commitments, scattered when there are too many tasks at hand, and undisciplined when I m overwhelmed.Show MoreRelatedLanguage of Advertising and Communicatio n Via Advertising16651 Words   |  67 Pages1. Pragmatics and Advertising 34 3.2. Concept of Appeal 37 3.3. Relational Aspects of Advertising 39 3.4. Speech Acts in Advertising 41 3.5. Conclusion 44 Conclusion 46 Bibliography 49 Appendix 52 Introduction The subject of this research is the analysis of the language of advertising and its relation to social environment. The impact of advertising on the modern world is increasing and thus became a major area of study from aRead MoreLanguage of Advertising and Communication Via Advertising16638 Words   |  67 Pages34 3.1. Pragmatics and Advertising 34 3.2. Concept of Appeal 37 3.3. Relational Aspects of Advertising 39 3.4. Speech Acts in Advertising 41 3.5. Conclusion 44 Conclusion 46 Bibliography 49 Appendix 52 Introduction The subject of this research is the analysis of the language of advertising and its relation to social environment. The impact of advertising on the modern world is increasing and thus became a major area of study from a broadRead MoreBrand Building Blocks96400 Words   |  386 PagesBRAND BUILDING BLOCKS Building Strong Brands: Why Is It Hard? It is not easy to build brands in today s environment. The brand builder who attempts to develop a strong brand is like a golfer playing on a course with heavy roughs, deep sand traps, sharp doglegs, and vast water barriers. It is difficult to score well in such conditions. Substantial pressures and barriers, both internal and external, can inhibit the brand builder. To be able to develop effective brand strategies, it is useful toRead MoreOrganisational Theory230255 Words   |  922 Pagescurrently available. What is needed is a text that will give a good idea of the breadth and complexity of this important subject, and this is precisely what McAuley, Duberley and Johnson have provided. They have done some sterling service in bringing together the very diverse strands of work that today qualify as constituting the subject of organisational theory. Whilst their writing is accessible and engaging, their approach is scholarly and serious. It is so easy for students (and indeed others whoRead MoreDeveloping Management Skills404131 Words   |  1617 Pagesmymanagementlab is an online assessment and preparation solution for courses in Principles of Management, Human Resources, Strategy, and Organizational Behavior that helps you actively study and prepare material for class. Chapter-by-chapter activities, including built-in pretests and posttests, focus on what you need to learn and to review in order to succeed. Visit www.mymanagementlab.com to learn more. DEVELOPING MANAGEMENT SKILLS EIGHTH EDITION David A. Whetten BRIGHAM YOUNG UNIVERSITY Read MoreLogical Reasoning189930 Words   |  760 PagesCalifornia USA in 1993 with ISBN number 0-534-17688-7. When Wadsworth decided no longer to print the book, they returned their publishing rights to the original author, Bradley Dowden. The current version has been significantly revised. If you would like to suggest changes to the text, the author would appreciate your writing to him at dowden@csus.edu. iv Praise Comments on the earlier 1993 edition, published by Wadsworth Publishing Company, which is owned by Cengage Learning: There isRead MoreCsr Communication in the Pharma Industry35538 Words   |  143 Pages76 78 79 81 93 93 99 103 Total number of characters excl. spaces: 174.837 (79,47 standard A4 pages). 4 CSR COMMUNICATION IN THE PHARMACEUTICAL INDUSTRY Josà © Javier Levrino Abstract Purpose: The purpose of this research is to explore how companies within the pharmaceutical industry manage their CSR strategy and communication. Design/Methodology/Approach: Given the objectives and nature of the research, this investigation is guided by a hermeneutics scientific paradigm. Approached fromRead MoreExploring Corporate Strategy - Case164366 Words   |  658 Pages22/10/2007 11:54 Page 599 Guide to using the case studies The main text of this book includes 87 short illustrations and 15 case examples which have been chosen to enlarge speciï ¬ c issues in the text and/or provide practical examples of how business and public sector organisations are managing strategic issues. The case studies which follow allow the reader to extend this linking of theory and practice further by analysing the strategic issues of speciï ¬ c organisations in much greater depthRead More_x000C_Introduction to Statistics and Data Analysis355457 Words   |  1422 Pagesrecording, taping, Web distribution, information storage and retrieval systems, or in any other manner—without the written permission of the publisher. Thomson Higher Education 10 Davis Drive Belmont, CA 94002-3098 USA For more information about our products, contact us at: Thomson Learning Academic Resource Center 1-800-423-0563 For permission to use material from this text or product, submit a request online at http://www.thomsonrights.com. Any additional questions about permissions can be submitted

My Rough Year Eleventh Grade Essay Example For Students

My Rough Year Eleventh Grade Essay My junior year of high school was a tough one for me, especially during the fall semester. It was a really tough year academically. I did not do well on my SATs when I took them, and when I retook them several months later I did even worse. I started of the year with a C- in Spanish, one of my worst subjects, by far. My US history teacher hated me and told me I should switch out of his class from day one. I thought AP chemistry was going to be awesome but it became so much work I didn’t know what to do with myself. Some other things didn’t go my way either. I didn’t make the starting position on the varsity football team, like I had wanted. I met this really great girl though. She was everything I wanted in a friend: funny, sweet, sharing, helpful, all that stuff. And eventually we started dating. Things looked like they were turning around for old Guillermo, and then bam, it all hit me like a freight train hitting an old ford pick-up, way past its prime, stranded in the middle of a train tracks crossway. My girlfriend Cheated on me and then dumped me. Later on that week I got my worse SAT scores and the grades for that quarter came in and I saw my C-. Things were not looking awesome for me. The previous year I had played lacrosse in the spring. It’s a cool sport and I love watching it when it’s on TV, but I did not much like playing it at all. My teammates were not very nice, and I was pretty much terrible. So by the end of the fall, I was not at all looking forward to lacrosse in the spring. Well it turns out I wouldn’t have to be playing lacrosse anymore, because one of my friends, Matt, had signed me up for rugby in the spring. â€Å"Oh boy!! † is not what I said at all. I was dreadfully scared of rugby. There was no way I would willingly play. So one day I walked over with my friend, one of the captains, to the rugby coach’s office. He was also the dean of students, and a history teacher my history teacher. Being the dean he was naturally busy so my friend spoke to the coach for only a short time, telling him how I was joining the team. Coach’s only response was â€Å"OK. † So I didn’t really know what to expect from the coach at that point. I had gotten myself ready for the season by getting in the weight room with the team as much as possible. There is preseason in the winter where everybody tries to get conditioned and stronger. I was starting to get rid of my fears of the pitch and big hits the more and more I got friendlier with the team. And as it turned out, I was one of the stronger dudes on the team. By the end of the winter I was thinking that things might not be so bad after all. Before I knew it we were practicing five times a week. It was intense, but I wasn’t half bad. And then I got word that we were going to Texas for 12 days during spring break to practice and play as a team. I told my coach that I couldn’t really afford it, but he was very insistent that I go, and so he made it so I could go for less money. Texas was incredible. It’s the state where I had my first ever rugby game. I broke my nose there too, during that very same game. Before that game, I had honestly never had more fun doing anything in my entire life. It really inspired me to work harder so I could get some more playing time and make an impact on my team. And I had I knew I had it in me. I lifted with my buddy every day after practice, so I could make a difference on the pitch. And I did. Rugby became so huge for me. My coach would always compliment me in practice, and that made me work harder and harder. .uba5f00b897a0d91fb368568d70086e45 , .uba5f00b897a0d91fb368568d70086e45 .postImageUrl , .uba5f00b897a0d91fb368568d70086e45 .centered-text-area { min-height: 80px; position: relative; } .uba5f00b897a0d91fb368568d70086e45 , .uba5f00b897a0d91fb368568d70086e45:hover , .uba5f00b897a0d91fb368568d70086e45:visited , .uba5f00b897a0d91fb368568d70086e45:active { border:0!important; } .uba5f00b897a0d91fb368568d70086e45 .clearfix:after { content: ""; display: table; clear: both; } .uba5f00b897a0d91fb368568d70086e45 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .uba5f00b897a0d91fb368568d70086e45:active , .uba5f00b897a0d91fb368568d70086e45:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .uba5f00b897a0d91fb368568d70086e45 .centered-text-area { width: 100%; position: relative ; } .uba5f00b897a0d91fb368568d70086e45 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .uba5f00b897a0d91fb368568d70086e45 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .uba5f00b897a0d91fb368568d70086e45 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .uba5f00b897a0d91fb368568d70086e45:hover .ctaButton { background-color: #34495E!important; } .uba5f00b897a0d91fb368568d70086e45 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .uba5f00b897a0d91fb368568d70086e45 .uba5f00b897a0d91fb368568d70086e45-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .uba5f00b897a0d91fb368568d70086e45:after { content: ""; display: block; clear: both; } READ: Reasons That Lead Teenagers To Alcohol Abuse And T EssayI knew that in order to keep playing I had to keep my grades up, so that’s what I did. Rugby distracted me from silly things like girls and standardized testing. I just wanted to enjoy myself, and that’s what I did. As the year went on I got stronger and stronger, self-motivating myself to become the best athlete I could be. I got more varsity playing time as a result, and eventually I had secured myself a starting position in the sport that I love the most. I got my grades on track, and I worked really hard over the summer, and ended up starting for my football team as well. Things turned out really well for me after I had found something worth dedicating my time to, and I even met a perfect girl who I still have to support me at whatever I do. A legend once said, â€Å"Ability is what you are capable of doing. Motivation determines what you do. Attitude determines how well you do it. † I believe I exuded what Lou Holtz was talking about. Now I might not have coached the Fighting Irish to a 12-0 championship winning season, but I definitely worked my heart out to accomplish everything I was capable of doing.

Television Families Essay Example For Students

Television Families Essay Television is not just a form of entertainment, but it is an excellent form of study of societys view concerning its families. This study focuses on the history of television beginning in the early 1950s and will run through present day. It examines the use of racial, ethnic and sexual stereotypes to characterize the players of these shows. The examples assist in tracing what has happened to the depiction of the American family on prime time television. It reveals the change of the standards employed by network television as disclosed to the American public. Finally, I will propose the question of which is the influential entity, television or the viewing audience. The Goldbergs, which was originally a radio show, became the first popular family series. It became a weekly TV series in 1949, revealing to Americans a working class Jewish family who resided in a small apartment in the Bronx. The show, while warm and humorous, confronted delicate social issues, such as sensitivity due to the Second World War. It is an excellent example of an ethnic familys status in society. A classic among classics, I Love Lucy appeared on television on October 15, 1951, (http://www.nick-at-nite.com/tvretro/shows/ilovelucy/index.tin). The series premise focused on the antics of a nonsensical wife who beguiles her easily angered husband. The series created the men-versus-women standard on television, (such as what we see between Dan and Roseanne on Roseanne today), that still predominates today. One circumstance that led TV executives to seriously challenge the shows impending success was the use of Lucille Balls real-life Cuban husband, Desi Arnaz. The mixed-marriage status was a questionable concept that worried the administrators. The situation prevailed; its episodes routinely attracted over two-thirds of the television audience. Leave it to Beaver, the definitive 1950s household comedy, focused on life through the eyes of an adolescent boy, Beaver. Beaver was a typically disor derly youngster. His brother Wally, just entering his teens, was beginning to discover the opposite sex. The relationship that existed between the boys and their parents, Ward and June, was impeccable. A situation never developed that damaged the kinship beyond restoration. The parents exhibited perfect attributes that no real man and wife could attain. The children bestowed unnatural virtues. The program became popular with Americans but it did not realistically portray Americas family status. In 1974, a series developed by Garry Marshal entitled Happy Days issued popularity to this era. The Cunningham family was the primary family featured on the program. The view of the American family modified little when the sixties arrived. Leave it to Beaver dominated television through 1963. In 1961, the Dick Van Dyke Show aided in reinforcing the flawless family image. Some viewers thought Rob and Laura Petire were visibly similar to the first family, John and Jackie Kennedy. The highly suc cessful series Bewitched further developed the perception of an immaculate suburbia. The identical condition developed by the Ward and Petire families was operative in the Stephens family. Each television household featured a working father, affectionate mother, and attentive children. Each family was a middle-class family and all financially secure. They each resided in secure households, which were in carefree urban areas. The morality displayed between the parents was commendable and sacred. The finest depiction of the American family living in the 1960s came twenty years later. The Wonder Years, which debuted on January 31, 1988, exhibited the best portraiture of a middle-class family in distinction to the 1960s. The Arnold family featured a struggling urban household. The parents were both conventional and, in the case of the father, emotionally distant. Kevins, the teen-aged hero, growing pains mirrored those of America itself. The end of the 1960s witnessed a drastic altercat ion in Americas culture. Televisions reflection of society had begun to mature. A solitary bed replaced the twin beds customarily utilized in the depiction of bedrooms. The relationship shared between parents and their children possessed increased difficulty. The Brady Bunch challenged the accepted family structure as it pertained to television. Televisions first blended family was introduced. The program contested certain typical regulations while practicing others. The face of television changed forever in the fall of 1971. Norman Lears All in the Family brought a sense of harsh reality to television which previously had been populated largely by inoffensive characters and stories that seemed to have been laundered before the were ever placed on the air. Its chief character, Archie Bunker, was uneducated, prejudiced, and blatantly outspoken. His constant lambasting of virtually every minority group in existence characterized the program as controversial. His problematic marriage t o Edith was due to their contrasted racial ideas. The relationship that he shared with his daughter, Gloria, was strained after her decision to enter the matrimonial state with a Pole, Mike Stivic. The show became the first notable series to address racial, ethnic, and social issues within the home. Following the All in the Family genre, family series took a more conservative approach. In Family Ties, the mellow 1960s clashed with the conservative 1980s, which in some ways reflected Americas changing values in the Reagan era. The childrens ideas were in sharp contrast to that of their parents, leading to humorous conflict between the two groups. The Bill Cosby Show also addressed the variance between children of the 1980s and theyre contrasted parents. One substantial discrepancy between the two shows was race and economic status. The Bill Cosby Show confronted the social issues that pertained to a black upper class family. Both programs represented conservative issues that the majo rity of American families faced at this time. In the 1990s, television as a whole has developed a sense of reality in its programming. The dominant role women possess in the family and in society are better defined. In Roseanne, the idea of the American family is much more realistic than that of those shows from the 1950s. The familys obnoxious mother is the most dynamic member of the family. Married with Children was an overly exaggerated example of a problematic family. While it was a far cry from reality, the show expressed the societys opinion of its own culture in a satirical fashion. Televisions portrayal of the American family has undergone a significant transformation in the fifty years of its existence, as stated by this essay. The families seen on television today are the diametric opposite of those seen in the early 1950s. The relationship between the parents and the children has gone from perfect to dysfunctional. But, it is the dysfunctional relationships that are bette r examples of American families. Racial and ethnic lines have been crossed in the fifty years of televisions existence. If anything, television families have been teachers, showing the viewing audiences how to act and how things truly are. Blind folds, previously worn by the American people, have been taken off and thrown away. It is societys greater appreciation for honesty that has greatly influenced television. .u5bb34ce3e57e1dff7fdcbb11f8316ebf , .u5bb34ce3e57e1dff7fdcbb11f8316ebf .postImageUrl , .u5bb34ce3e57e1dff7fdcbb11f8316ebf .centered-text-area { min-height: 80px; position: relative; } .u5bb34ce3e57e1dff7fdcbb11f8316ebf , .u5bb34ce3e57e1dff7fdcbb11f8316ebf:hover , .u5bb34ce3e57e1dff7fdcbb11f8316ebf:visited , .u5bb34ce3e57e1dff7fdcbb11f8316ebf:active { border:0!important; } .u5bb34ce3e57e1dff7fdcbb11f8316ebf .clearfix:after { content: ""; display: table; clear: both; } .u5bb34ce3e57e1dff7fdcbb11f8316ebf { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u5bb34ce3e57e1dff7fdcbb11f8316ebf:active , .u5bb34ce3e57e1dff7fdcbb11f8316ebf:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u5bb34ce3e57e1dff7fdcbb11f8316ebf .centered-text-area { width: 100%; position: relative ; } .u5bb34ce3e57e1dff7fdcbb11f8316ebf .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u5bb34ce3e57e1dff7fdcbb11f8316ebf .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u5bb34ce3e57e1dff7fdcbb11f8316ebf .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u5bb34ce3e57e1dff7fdcbb11f8316ebf:hover .ctaButton { background-color: #34495E!important; } .u5bb34ce3e57e1dff7fdcbb11f8316ebf .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u5bb34ce3e57e1dff7fdcbb11f8316ebf .u5bb34ce3e57e1dff7fdcbb11f8316ebf-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u5bb34ce3e57e1dff7fdcbb11f8316ebf:after { content: ""; display: block; clear: both; } READ: Emotion and Language Essay We will write a custom essay on Television Families specifically for you for only $16.38 $13.9/page Order now

friendship Essays (351 words) - Friendship, Famous Essayist

Friendship is a feeling of love and affection of one person for another. This feeling of love must be reciprocated. Otherwise friendship cannot be possible. Friendship does not exist where tastes, feelings and sentiments are not similar. The famous essayist Bacon has warned against the friendship between a very rich person and a very poor person. Economic disparity damages friendship. Thus friendship is a feeling of affection between two likeminded persons of uniform status. It is said that a friend in need is a friend in deed. There may be many friends at the time of prosperity. But most of them desert at the time of adversity. We can examine the sincerity of a friend during our time of hardship and trouble. Only a sincere and faithful friend remains with us at the time of our trouble. All others leave us. It is very painful when our friends turn traitors. Money is an enemy of friendship. Everybody has an attraction for money. When lending or borrowing of money is done between two friends, there is great risk. Friendship may be affected. So it is wise for true friends to avoid monetary transaction. Vanity is another element which breaks friendship. Everybody has self-respect. When a person tries to criticise his friend, their friendship is affected. So friendship must be treated very delicately. Very often some hypocrites pretend to be friends. They are more dangerous than avowed enemies. By telling soft words they bring enormous ruin to us. A true friend never exploits. He rather surrenders. But at present, the meaning of friendship has changed. There are many fair-weathered friends. They terminate their friendly tie as soon as their interests are fulfilled. It is very difficult to find a true friend today. It is better to establish true friendship with either a dog or an elephant. Both these beasts will remain faithful to their human friends. Today, friendship between two persons is short-lived. Good friends exercise good influence. They always help their friends, in distress and inspire them to walk on the right path. But evil friends ruin us completely.

Critical Review of the pathogenicity of measles, the symptoms associated with the infection and how to prevent the potentially fatal disease. The WritePass Journal

Critical Review of the pathogenicity of measles, the symptoms associated with the infection and how to prevent the potentially fatal disease. Introduction Critical Review of the pathogenicity of measles, the symptoms associated with the infection and how to prevent the potentially fatal disease. IntroductionInfection and Spread  SymptomsVaccinesConclusionRelated Introduction Measles is a contagious human disease that mainly affects children. The measles virus (MV) that causes this systemic infection is a single stranded ribonucleic acid virus belonging to the genus Morbillivirus in the Paramyxovirus family.(2,3) As transmission is via air droplets, initiation of the infection occurs in the respiratory tract, and spreads to other organs. MV affects the immune system leading to a prolonged state of immune suppression which can result in several complications involving the respiratory tract and the brain e.g. encephalitis.   Immunisation using a live attenuated vaccine is the main preventative of the infection.   In 2000, the cases of infection of measles in Europe was rare due to vaccination, however in 2008 there was a total of 7,822 (5) with Switzerland having the highest incidence rate in Europe. (6) Measles are increasing in Ireland, with 320 cases reported within 8 months in 2009. (7) The objective of this assignment it to review the pathogenicity of measles, the symptoms associated with the infection and how to prevent this infectious and potentially fatal disease. Infection and Spread Infection is initiated in the respiratory tract. (8) The virus can then spread to the local secondary lymphoid tissues via dendritic cells of the lungs or the alveolar macrophages. (8) From here it can travel to the peripheral blood and spread via epithelial and endothelial cells to multiple organs. Research has suggested that in the later stages of the infection, the virus infects the epithelial cells of the respiratory tract facilitating in the spread of the virus. (9)   But how does the virus invade its host? MV is a non – segmented negative sense strand enveloped RNA virus that encodes 8 proteins: 6 structural proteins and 2 non-structural proteins. (8) The first 3 structural proteins are combined within the RNA. The (N) nucleoprotein protects the genomic RNA by forming the ribonucleocapsid. The phosphoprotein (P) and large polymerase protein (L) are involved in viral replication. (4, 8) The non- structural proteins C and V are responsible for the regulation of viral infection by interacting with cellular proteins. (11) The F and H glycoproteins found on the surface of the virus envelope, are responsible for the initiation of infection to susceptible host cells. These transmembrane proteins allow the virus to fuse with the host cell, penetration of the virus into the host cell and haemolysis. (4) The F protein facilitates the spread of the virus from one cell to the other by inducing cell fusion. (4) Transcription occurs within the cell to create more negative sense RNA for assembly of new budding viruses (see figure 1). (10) The matrix M protein is a non-glycosylated protein found in the inner lipid bilayer of the envelope. Its function is to connect the ribonucleoprotein complex to the envelope glycoproteins during viral assembly. (8) The H protein of the virus surface is responsible for receptor binding. CD46 was the first identified receptor for MV and is present on all nucleated cells. (8)   It was later discovered that the signalling lymphocyte activation molecule (SLAM) also known as CD150 has also been identified as receptor for MV. (3, 8) In fact the receptor binding of CD46 seems to be limited to attenuated vaccine strains rather than the wild type which seems to have better affinity for the CD 150 receptor. CD150 is expressed on many immune cells including lymphocytes, dendritic cells and macrophages and is a member of the CD2 subset of the Ig superfamily. (3, 8) The structure of H protein of MV is well documented consisting of a globular head group composed of 6 anti-parallel B sheets. These are stabilised by two intra- monomeric disulphide bonds and partially covered with N-linked carbohydrates. (12) The binding regions for CD 46 and CD 150 (SLAM) are found adjacent to one another. (3) It has been widely documented that CD150 is the initial receptor targeted by the H protein of the virus but little is known on the receptors involved in the infection of epithelial cells as these cells do not express CD150. (3)   Tahara et al have resulted that â€Å"MV has the ability to infect both polarised epithelial and immune cells using distinctive receptor – binding sites on the H protein†. (3) His study used a CD150 negative human lung adenocarcinoma cell line (NCI-H358) to infect with the MV. The presence of the H protein was evident using monoclonal antibodies and suggesting that the H protein must have been using a different receptor binding site to infect the cells. (3) The pathogenesis of MV, initiates an immune response. It triggers a cell-mediated immune response which involves the activation of TH1 and release of interferon ÃŽ ± and interleukin 2 (IL-2). (13) In the later part of the infection an antibody- mediated response provides long term protection against future infections. TH2 lymphocytes are produced as well as IL-4 which favours the induction of a humoral response which is important for long life protection against re-infection. (8, 13) However MV has the ability to dominate the immune system and use it to its advantage. The suppression of the immune system results in secondary bacterial and viral infection which attributes to the number of fatalities associated with Measles infection. Moss et al suggested that there are many mechanisms that develop to immune suppression following a MV infection. (14) These include: Lymphocyte Apoptosis Impaired Lymphoproliferation Immunomodulatory Cytokines (Increased IL-10 and IL-4) IL-12 down regulation Impaired Antigen Presentation of Dendritic cells One of the clinical manifestations of MV is lymphopenia. This may be due to the reduction of CD4+ and CD8+ T lymphocytes. Increased surface expression of Fas (CD95) during acute measles suggests that unaffected T lymphocytes undergo apoptosis. (14) Abnormalities in the lymphocyte function are found during and after MV infection. The virus inhibits IL-2 dependent T lymphocyte survival and proliferation. This is in response to an impaired protein kinase B activation caused by the H and F proteins of the virus. (14) In the acute phase of infection a T helper Type 1 (TH1) response is induced which shifts to T helper type 2 (TH2) in the later stage of infection which accounts for viral clearance and development of antibodies respectively. (8) The increased production of cytokines IL-10 and IL-4 in the TH2 response may be another mechanism for viral induced immunosuppression. IL-10 is an immunosuppressive cytokine which down-regulates the synthesis of cytokines and suppresses T cell proliferation and macrophage activation. (15) This prevents macrophage activation and TH 1 response to new infections. (8) As previously mentioned CD 46 is found on many immune cells including monocytes. As a result IL-12 produced by monocytes is downregulated. (16) IL-12 is essential for TH1 immune response. (15) The reduction in production of IL-12 favours TH2 and suppresses TH1 immunity. (17) Dendritic cells play a critical role in the presentation of antigen to naà ¯ve T lymphocytes. MV infection promotes maturation of dendritic cells but also alters its function (18) and mediates Fas induced apoptosis. It is now established that the non-structural protein C and V produced by the P gene plays a role in immunosuppression by interfering with interferon ÃŽ ±/ÃŽ ² signalling pathways. (8)   These proteins of the MV inhibits phosphorylation of STAT 1 and STAT 2 which are transcription factors involved in the Interferon pathway. (14)   Symptoms Clinical symptoms associated with measles include a fever and rash but a cough, coryza or conjunctivitis can also be seen. (9) It is after 10-14 days of infection that this characteristic rash is present and seems to be due to the individuals’ immune response to the virus. (8) The rash usually begins on the face and travels down to the extremities and can last for about 5 days before disappearing (4) Two thirds of patients show a white-marked enanthema on the buccal mucosa known as Koplik’s spot. (2) Koplik spots were first identified by Koplik in 1896 and are the pathognomonic of measles. (4, 5) Generally the resolution of the rash and fever begins after 7 to 10 days however the cough may persist for longer. (4) In many cases complication can occur resulting in infections of the respiratory tract and brain. Pneumonia accompanying measles may be due to the MV or a secondary bacterial infection. (4) 60% of infants infected with measles, can die from pneumonia while older children (10 -14 years) death is associated with acute encephalitis. (4) It seems that viral infection of the CNS is a common feature of measles but only a proportion of patients will present with clinical symptoms. Mild forms of measles have been observed due to passive immunity to the virus. Infants who have passively acquired antibodies to MV from the mother will present with some of the symptoms but depends on the degree of passive immunity that is achieved. (4) A study in China determined that mothers produced low levels of antibodies due to vaccination rather than natural infection. The outcome is reduced protection to the infant which can result in measles infection before the age of receiving a vaccine. (19) Atypical measles is associated with patients who received a vaccine using a killed MV rather than live attenuated vaccine and subsequently was exposed to the wild-type measles virus. Patients present with a low or undetectable titre which drastically rises after a few days. (4) As the symptoms may vary to classic measles, it can be misdiagnosed. Atypical measles is more severe than classic measles. Research has shown that this may be due to the fact that the killed vaccine lacks the antigen to stimulate immune response by preventing the virus entering the cells. (4) It has been shown that the killed vaccine does not produces antibodies to the F proteins which facilitate cell entry and spread of the virus. Immunocompromised patients present with severe measles due to their deficient cellular immunity. Secondary infections are often seen including pneumonia and encephalitis resembling SSPE.   Malnourished children especially in the developing world can suffer from severe measles. This may be due to intense exposure due to crowding or the inability to produce a cell-mediated response due to malnutrition. (4) Measles is regarded as an infection of childhood however adults do get infected and usually develop a severe form which can have complications. During pregnancy, an infected mother is not known to cause co-genital abnormalities to the foetus but may cause abortion or preterm delivery. (4) Vaccines The use of vaccines is the main preventative of Measles. The development of the first measles vaccine was in the 1960s. (20) Immunisation began with a inactivated (killed) vaccine, but resulted in short term protection and undeveloped immune system. (20) Immunisation with a live-attenuated vaccine can be administered as a monovaccine or in combination with mumps and rubella (MMR) or mumps, rubella and varicella virus (MMRV). (2) It is derived from a wild type of the virus known as Edmonston and processed through chicken cells. (8) In 1985, the measles virus was first introduced in Ireland, with the combination vaccine (MMR) emerging in 1988. (7) When the vaccine was first introduced in Ireland 9,903 cases of measles were reported. This dropped to 201 cases in 1987. (7) A two dose vaccine is essential for long lasting protection to the virus. (21) There are occasions when passive immunisation is required using immunoglobulin which include immunocompromised patients such as HIV positive patients. (4) Successful vaccination against infectious diseases depends on the vaccines ability to induce a protective response. Successful vaccination is dependent on the individuals’ human leukocyte antigen (HLA) haplotype which regulates the immune response. (22) There are two types of HLA proteins. The first, Class I consists of A,B and C alleles.   These bind to CD8+ T lymphocytes. (23) Class II DR,DQ and DP alleles attach and present peptides to CD4+ T lymphocytes. (23) The measles vaccine results in an iatrogenic attenuated measles infection. As mentioned previously, the C46 molecule serves as the receptor for the H protein of MV where it is broken down and presented to the immune system by the HLA system. (22) Studies have shown certain HLA alleles may impact differently on the responsiveness to the measles virus.   (22) For successful herd immunity to measles, most of the population needs to be immunised. However fears of the association of the MMR vaccine and autism have stopped parents from vaccinating their children. There is no scientific evidence to suggest any link with autism. (24) Research has suggested that Vitamin A supplementation may help prevent Measles infection in infants prior to vaccination. (25) Subacute Sclerosing Panencephalitis. (SSPE) One of the persistent secondary infections of MV is subacute sclerosis panencephalitis (SSPE) which causes demyelination of the central nervous system (CNS). (13) SSPE cannot occur without the presence of a direct measles and is found to be more prevalent in males than in females. (26) Research has shown that the earlier a patient is infected with MV the greater the risk of complications such as SSPE can occur. This is due to an immature immune system. (13) Conclusion The MV invades the neurons using the CD46 receptor and using its F protein. (13) There have been studies to suggest that another receptor CD9 aids entry into the cell. Once inside the cell the virus changes the machinery of the cells to avoid an immune response. It undergoes mutations of its own proteins to go unrecognised and reproduces within the neurons. (13) The virus can live as a â€Å"parasite† within the neurons for years. Finally it will damage the cell to an extent that apoptosis will occur and the immune system is triggered. Onset of SSPE is usually 6 years after infection and clinical symptoms present as intellectual deterioration and behaviour abnormalities.   Final stages include seizures, focal paralysis and death with akinetic mutism. (13) There is no cure for this fatal disease only a preventative. Other fears related to the vaccine were that it may cause SSPE however there is no evidence to back this case.

Radio and Newspaper Advertisements Essay Example | Topics and Well Written Essays - 1750 words

Radio and Newspaper Advertisements - Essay Example During the same period, some 8367.69 pounds on average were used in the same branches. The profit realized after using the two means was 676,727.33 pounds. The lowest profit realized was 30, 6240 pounds while the highest was 1,077,445 pounds. The branch which used the little funds on radio adverts used 3,584 pounds while the highest used 11,162. In news papers, the highest amount spend in a branch was 12,514 pounds while as little as 4,506 pounds was spend by a branch. (as per table 1 above) Radio advertisements alone have a significant contribution towards the profit of the company. An expenditure of 1 pound contributes about 81 pounds of profit. A regression equation can be developed from above; Likewise, taking newspaper adverts alone, the contribution is significant although to the negative side in profit growth. It has a contribution of -10.026 which is significant. The regression equation can be written as below; When radio and newspaper advertisements are combined together, newspaper adverts have no significant contribution at all. Radio advertisements contribute a lot towards the profit. The regression equation is as below, From the above analysis, the expenditures by Body shock ltd in advertisement using both radio and newspapers are the same (figure 4). ... Figure 3 above confirms that, the expenditures on newspaper advertisements were not normally distributed at all and revolved about the means. Table 3: Coefficient for radio standardized Coefficients t Sig. B Std. Error (Constant) 61147.729 71793.952 .852 .399 RADIO 81.285 9.225 8.812 .000 Dependent Variable: PROFIT Radio advertisements alone have a significant contribution towards the profit of the company. An expenditure of 1 pound contributes about 81 pounds of profit. A regression equation can be developed from above; P = 61167 + 81.285 R'''''''''''''''''1 Where, P = profit and R = radio expenditure Figure 4 Table 4: Coefficient for news standardized Coefficients t Sig. B Std. Error (Constant) 760622.382 125675.457 6.052 .000 NEWS -10.026 14.652 -.684 .497 Dependent Variable: PROFIT Likewise, taking newspaper adverts alone, the contribution is significant although to the negative side in profit growth. It has a contribution of -10.026 which is significant. The regression equation can be written as below; P = 760622 - 10.026 N'''''''''''''''''''.2 Figure 5 Table 5: Coefficients for news standardized Coefficients t Sig. B Std. Error (Constant) 64719.715 110993.021 .583 .563 NEWS -.382 8.969 -.043 .966 RADIO 81.236 9.407 8.636 .000 Dependent Variable: PROFIT When radio and newspaper advertisements are combined together, newspaper adverts have no significant contribution at all. Radio advertisements contribute a lot towards the profit. The regression equation is as below, P = 64719.715 - .382 N + 81.236 R'''''''''''''.3 Table 9 in the appendix is developed using equations 1 & 3 above. Discussion From the above analysis, the expenditures by Body shock ltd in advertisement using both radio and newspapers are the same

Good Deed report Essay Example | Topics and Well Written Essays - 500 words

Good Deed report - Essay Example The supervisor approved the commendation and agreed to send it the next day; furthermore, he added a $300 bonus for Roseanne’s actions and a commendation for her trainer. The supervisor is pleased with Roseanne’s handling of the concerns of the customer, which shows her training and personal work ethics, so he includes a bonus for her and a commendation for her trainer. He describes the work of customer representatives as sensitive emotional labor. He emphasizes the importance of bonuses in financially compensating excellent workplace actions. This bonus shows that the company values exemplary employee attitudes and behaviors. In Roseanne’s case, it is impressive that after only two weeks in the job, she shows remarkable dexterity in handling complex cases and infuriated customers. The supervisor further commends her trainer, who is also happy with Roseanne’s performance. The trainer uses Roseanne as an example for new trainees. Customer service agents are at the forefront of serving and making customers happy. If they do something right, they get a commendation and positive performance review. But if they go beyond their duties and excel in doing so, they deserve a bonus. Hence, the supervisor approved the request and positively reinforced commendable workplace behaviors. Employees, who go above and beyond the call of duty, have to be properly commended to reinforce their good behavior. Reinforcement studies in the workplace suggest the importance of timing positive rewards in sustaining and spreading positive behaviors. On 25 September 2012, Roseanne Blythe, a customer service and sales agent, was about to end her shift when an irate customer called in. She did not only restore a disgruntled customer’s faith in the company, she also increased revenues, when that customer opened twenty accounts amounting to $5,000 every month. Hence, I recommend for her to get a public commendation for the positive performance

Feminist organizations Essay Example | Topics and Well Written Essays - 500 words

Feminist organizations - Essay Example Accordingly, the following brief analysis will make an inventory of each of these aspects as a function of further delineating and defining the National Organization for Women. Firstly, the website which was analyzed denoted that fact that the ultimate goal of the group was to take immediate action for the equality of women. Although this is specifically tied to the manner in which women’s issues and women’s rights are exhibited within the United States, the group also seeks to effect change in various regions around the globe on behalf of women and their needs/rights. The mission statement itself further seeks to hone the areas of focus that NOW seeks to integrate with. Accordingly, the mission statement is as follows, â€Å"the purpose of NOW is to take action to bring women into full participation in the mainstream of American society now, exercising all privileges and responsibilities thereof in truly equal partnership with men† (NOW 1). Similarly, with regards to the political orientation of the group, the website itself promotes the understanding that the group is specifically interested in engaging in actions that promote women’s rights, feminism, anti-racism, ending homophobia, promoting LGBT rights, and promoting reproductive rights. As might be easily inferred, the group generally promotes a more liberal interpretation of the political paradigm; siding more often than not with liberal and progressive elements within the United States and typically aligning with the Democratic party. However, with that being said, it must also be understood that NOW does not promote any one single political party; rather, their interests are supra-political and the group only sides with more progressive and liberal ideologies due to the fact that these most specifically represent the goals and ends that the group is trying to effect. With such a constraining level of missions and values, the group is invariably at

Factors for Motivation in Banking Employees

Factors for Motivation in Banking Employees CHAPTER 1 INTRODUCTION 1.1 RESEARCH BACKGROUND Understanding human behavior in workplace has been one of the most prioritized tasks for any organization. This is due to major changes like globalization and technological advancement that change in the structure of the business done, the workforce behavior and management of employees. To keep up the business state of the art and become successful, the organizations should acclimatize with these changes (Vercueil, 2001). So, it has become important for employers to know what motivates their employees rather than emphasizing them to increase productivity. The environment, in which the employees work as a team, should be created and sustained so that they are themselves driven towards achieving the common goals. Hence, motivation is given more attention in the organization to know employees and their behavior. In any organization, every staff is unique and performs the task based on their mental abilities and the extent to which they are applied at work (Mullins, 2007). Some people te nd to work really harder than others. If a staff is appreciated for his/her hard work, he/she is more likely to be motivated to high performance. Herzberg et al 1999 explained that employees show different attitudes depending on the nature of jobs assigned to them at workplace. Furthermore, they argued these attitudes towards their jobs have a significant influence on the survival of the organization. there is a famous saying which is based on Herzbergs thought that if an organization wants its employees to do a good job, give them a good job to do (Giancola,2010). To illustrate this, during the hard times of the organization, the morality among the workforce determines its success or failure provided that they are made feel as the essential resources of the organization and are given appropriate chances to prove themselves. Thus, motivated employees are more likely to contribute for the success and survival of the organization. In earlier days, motivation was considered as only a force that drives individuals to become committed in the job of their choice. The early approaches of motivation emphasizes on the needs of the individuals explaining their tendency to be motivated and the efforts exerted in order to satisfy those needs. There were some other approaches which highlighted on the employees goal setting. Modern approaches of motivation draws attention towards the values and long term goals set by the employees. Simons and Enz (2006) says now the employees perform the task not only to fulfill the basic needs but also to increase their values, become successful and satisfied from their performance. Motivation has been one of those areas which gained lots of interests from organizational psychologists and many scholars since 1930s. Yet, the in-depth understanding of motivation has been considered as a tough task (Locke and Latham, 2004). Thus, this research work is aimed to identify what motivates employees of Bank of Kathmandu by applying the concept of existing theories. 1.2 Background of the organization The organization chosen for research work is Bank of Kathmandu BOK, one of the renowned commercial banks of Nepal. BOK commenced its operation in 1995 with an aim to contribute in the economic development of Nepal. BOK is in a position to become â€Å"Bank of Choice† through serving and supporting its customers financially. Considering this vision, the bank has a total of 39 branches, 6 extension counters and 50 ATMs across the country. It has helped not only in promoting economic development but also it reduces unemployment problem to some extent by providing opportunities to local people. The basic reason behind selecting this particular bank is due to its distinct uniqueness and growing success and secondly, the researcher had an easy access to this bank. The research is carried out based on the responses given by the staff working in two branches of the bank. 1.3 THE RESEARCH PROBLEM Employee commitment has been a matter of focus for companies to be successful and the committed employees are considered as the most important factors of organizational effectiveness (Robertson, et al. 2007). However, retaining committed employees within organization is not an easy task. The employees of modern era work to satisfy the needs as well as achieve their individual goals (Drake and Kossen, 2002). Gubman (2003) pointed out the increasing trend of employees doing many jobs at a time in their career and have become more mobile. Employees are no more working in organisations for a long term basis. Thus, it needs a proper understanding of what motivates and satisfies them at work to generate such commitments. 1.4 RESEARCH QUESTIONS Motivation needs vary on individuals based on their level of needs, backgrounds, expectations and personal traits. In simple words, two different employees working in the same environment may have different level of satisfaction. Furthermore, human needs are always dynamic and change over time becoming sometimes stronger or weaker. According to Simons and Enz (2006), while attempting to motivate the employees, the managers make mistakes assuming wrongly that they understand the employees and their needs and expectations they want from their work. This research work, therefore, focuses on the factors motivating employees and helping managers to understand their employees. In this context, the questions related to the research are: What are the critical factors that motivate and satisfy employees in BOK? How do the factors of motivation influence staff satisfaction in BOK? What are the motivation strategy adopted by BOK for better management and performance of the staff? 1.5 Research aim The purpose of this research is to investigate the factors that motivate workers and their impact on organizational performances in Bank of Kathmandu (BOK), Nepal. The study aims to analyse the factors that motivate employees to encourage them to give their best performances in order to increase the organizational effectiveness and achieve its goals. It also aims to know the extent to which BOK is successful in making its employees satisfied and committed. 1.6 Research objectives The study is an explanation about the employee motivation in Bank of Kathmandu BOK, one of the leading banks in Nepal. Hence, the objectives of this research can be listed as: To investigate factors of motivation and their impact on the performance of BOK. To critically analyse the factors of motivation and its effect on staff satisfaction in BOK. To develop motivation strategy for better management and performance for the staff in BOK. The research work would be significant to students, other researchers and the bank itself which can be taken as a source of reference. 1.7 Limitations of the research Motivation is a concept with a broad area of research. It contains a wide range of theories on factors that motivate people (content theories) along with theories that describe how behaviours are initiated, directed and endured (process theories). The research work focuses only content theories which identify the particular needs that drive the human behaviour to perform better or worse. The researcher has tried to present the impact of motivation and job satisfaction on employees mental health, social life, and family life in order to show the significance and scope of the research topic. However, they are only considered in the theory but not clearly shown on the observed part of the research. Apart from these limitations, there are some other limitations for the research as There was time constraint to complete this research work as the researcher has to complete the work within three months period. The budget allocated was less due to the researcher is a student. The data analysis is done based on the employees randomly selected from only two branches. 1.8 Outline of the study Chapter 1: introduction: The first chapter deals with the research topic, an overview of the company selected for research work followed by statement of problem, purpose of the study and limitations. Chapter 2: Literature Review: this chapter contains reviews of various theories of motivation and job satisfaction. The researcher has showed the relationship between motivation and variables like rewards, job satisfaction, job performance, trainings, behaviour and conflict. It also explained how positive motivation lead to Chapter 3: methodology: this chapter deals with the methods, different tools and techniques used in the research work for data collection, analysis and interpretation. Chapter 4: data analysis: the chapter covers the ways the collected data were compiled and analysed. The analysis is based on the literature review and survey done via questionnaires in order to best serve the purpose of the study. Chapter 5: conclusions and recommendations: this chapter contains three parts namely findings, recommendations and conclusion. 1.9 Conclusion In this chapter, the researchers has discussed about the introduction of employee motivation and its importance in organisations. The main reason behind conducting this research work, the problem area, and the limitations are clarified. A brief introduction of organisation is given on the basis of which this study is done. The basic knowledge of the contents of the research work is also discussed. Chapter 2 Literature review 2.1 Introduction This chapter explains about the facts, theories and models of motivation. Theories of motivation e.g. Maslows Hierarchy of Needs, Pr. McGregors Theory X and Y, McClellands theory of needs, etc are discussed in depth to increase the understanding of the area under research. The introduction and importance of motivation, job satisfaction and opinions of various authors are elucidated by reviewing various academic books, magazines, journals and articles. The information presented below serves as foundation to the analysis of this research. this new era, every organisation treats its workforce as an important source of its competitive advantage. Employees are no more seen as only loyal members of the company but they like to be treated with respect and they want their companies to give them opportunities to prove themselves. Hence, Lawler (2003) says that it has become necessity for any company to treat people in a right way in order to success and survive in the business world. An organisation can increase productivity and improve performance only when it invests in employees (Gitman and McDaniel, 2008). For this reason, the company should be able to attract, retain and develop talented employees (Pittorino et al., 2005). Understanding the factors that motivate employees and maximize productivity has become a crucial job to be performed by managers. 2.2 Definitions of motivation Motivation is one of the highly complex but misunderstood concept. Mills and Forshaw (2006) supported this statement as though there are an abundance of motivational theories; the organisations are unable to apply the best theory of motivation due to human beings complexity and various factors influencing their behaviours. Nevertheless, the main concern of the study of motivation is with why people behave as they do (Mullins, 2007). Motivation is the drive to do something (Tileston, 2004); it can be defined as the direction and intensity of ones effort to satisfy his/her needs (Weinberg, et al, 2010). According to Jones and George, (2004), motivation is considered as the psychological force that shows a persons level of effort applied in order to persist with obstacles and achieve his/her target and the way he/she behaves in an organisation. Furthermore, Latham 2007) describes motivation as a process of cognitive resource allocation where a person allocates his/her efforts as per importance of motives or tasks. To support this statement, Robins (2005) says that individuals have various level of motivation varying times and situations. 2.2.1 Need and expectation at work No individuals are same and they perceive the same thing in different ways. Individuals have different needs and expectation which they strive to fulfil in different ways. If these needs and expectations are not fulfilled, it will make them dissatisfied and the consequences are turnover, absenteeism, etc. so motivating employees has been a tough task for managers provided that employees react in different ways in the jobs assigned (Beardwell and Claydon, 2007). Since managers are solely responsible for motivating employees, they should be capable of giving employees reasons to believe in themselves as well as organisation where they are working (Baldoni, 2005). Employees become dissatisfied and less motivated when managers fail to make employees know their driving forces. According to robins (2003), there are three relationships where employees are less motivated when their needs and expectations are not fulfilled. First relationship explains about the effort and performance of employees. Managers should make their employees believe that maximum effort exerted leads to the recognition in performance appraisals. This is not always correct as in some cases, employees do not believe that their effort will result in recognition and they are less motivated to perform. The second relationship is about the employees performance and organisational reward. The employees are made believe that they will be rewarded for their outstanding performance or performance appraisal. But there will be lack of motivation because employees know that they will not be rewarded by the organisation just for the performance. The last one is the relationship between reward received and reward expected. They are motivated only when they get what they desire for. If opposite happens, they become dissatisfied with the job. So It is managers who should know if the reward given matches with the one employees expect for. Hence, managers should keep these relationships as essential factors for employees to keep motivated and long lasting retention. Strengthening these relationships , the managers can motivate their employees and boost productivity. Sutherland and Canwell (2004) says it is the primary responsibility of managers to maintain motivation by creating such a work environment where employees will show positive attitude and become committed and loyal and where they believe that they are valued and the organisation gives crucial interest in them. 2.2.2 Sources of motivation Motivation is the driving force that comes within an individual to satisfy his/her unsatisfied needs. Needs and expectations are drivers that motivate an individual to achieve those needs. These motivators are often considered in terms of being internal or external. According to Mac and Sockel (2001), the internal motivators are related with intrinsic needs that satisfies an individual while external motivators are environmental factors brought up to individual by organisation. intrinsic motivation makes a person to be productive as it comes within him/her while extrinsic motivation results once the unmet needs have been achieved(Marquis and Huston, 2008). A person is intrinsically motivated when he/she engages in the activity that gives pleasure and satisfaction (Deci and Ryan, 2004). On the contrary, Deci and Ryan (2004) explained extrinsic motivation as an external control over a person who gets engaged in the activity, not for pleasure or satisfaction but for attaining a positive outcome or avoiding a negative outcome. Hence, a manager should strive to stimulate an employees intrinsic motives to complete a task given. Intrinsic motives can be satisfied by the work itself. Since the task given to an individual provides interest, challenges and opportunities for personal growth and development, it has been considered as the main source of motivation (Molander, 1996). 2.5 classification of motivation theories The main concern of all theories of motivation is the understanding of human behaviour. Drafke and kossen (2002:273) explains that â€Å"these theories provide the basis for both managers and employees to understand how to motivate others; how others are trying to motivate and how that person can engage more in his/her own motivation effort and others efforts in trying to motivate him/her.† In late 1930s, the Hawthorne study carried out by Frederick Taylor drew attention towards the study of motivation. (Locke and Latham, 2004). The purpose of this study was to examine how working conditions affect productivity (Hindle,2008). The study concluded working condition had no effect on the employee productivity and it was employees who were concerned with their work (Hindle, 2008). This result of this study made many managers and researchers focus on employees needs and motivation. According Robbins (2005), the development of the concepts of motivation was mostly seen in 1950s. during that time, several new models, referred as content theories, were emerged that mainly focused on identifying the factors related to motivation. (steers, et al. 2004). Maslows hierarchy of needs, Model of Herzbergs two-factor theory and McClellands achievement motivation theory are the content theories. The main focus of these theories is on the needs of people for which they direct their behaviour to satisfy them (smit,2007). 2.5.1 Needs:maslows hierarchy of needs Abraham Maslow developed a motivational theory named hierarchy of needs (Pride, et al, 2009). A need is required by every person. An individual fulfils his/her needs to get satisfaction and motivation is an effort to satisfy a need (Aldag and Kuzuhara, 2002). Maslow postulated that humans always seek to fulfil a variety of needs which are in sequential order as per their importance (Pride, et al. 2009). when one need is satisfied, it drecreases in strength and the higher need then dominates behaviour. The underlying needs for all human motives can be organised on five general levels depicted as a pyramid (diagram) listed from the lowest to the highest level of needs. Physiological and safety needs are on the lowest level of the pyramid as they are satisfied externally. The other three needs are internal and are therefore considered as higher-order needs. Di Cesare and Sadri (2003) state that the need must be met from the lowest and then move upward to satisfy the peak of the hierarchy. While implying Maslows Needs Hierarchy in management practice of BOK, it has various opportunitites to motivate its staff depending upon the needs. Some of them are listed below: Physiological needs: provision of sufficient breaks for lunch and recovery and payment of salary for fulfilling the basic essentials of life. Safety needs: provision of job security, conductive safety environment and threats freedom Social needs: generating a feeling of acceptance, belonging and community by reinforcing team dynamics. Esteem needs: recognition of achievement, assignment of projects and providing status to make employees feel valued and appreciated. Self Actualisation: offering challenge and meaningful work assignment that enable innovation, creativity and progress. 2.5.2 Herzbergs two factor theory Herzberg put forward the view that productivity of an employee is based not only the job satisfaction but also on work motivation Pattanayak(200). Robbins(2003) elucidates that according to herzberg, an individuals relation and attitude towards work can determine success or failure. People have two sets of needs that are related to job satisfaction and others to job dissatisfaction (Nelson and Quick,200). Elements of the job that led to job satisfaction are labelled as motivators and elements to dissatisfaction are labelled as hygiene factors. Intrinsic factors or motivators such as achievement, recognition, advancement, the work itself and responsibility are related to job satisfaction. Job dissatisfaction is the result of extrinsic factors or hygiene factors such as working conditions, job security, supervision, pay and organisation policies. Di Cesare and Sadri (2003) state that herzberg is interested in the extremes where employees either feel good or bad about the work, this lea ds to development of motivators and hygiene factors. Herzberg states that the opposite of job satisfaction is not job dissatisfaction and therefore, job dissatisfaction is not the opposite of job satisfaction. Herzberg(2003) suggests nine factors that motivate employees and they are reducing time spent at work, fringe benefit, sensitivity training, spiralling wages, two-way communication, job participation, human relation training, communication and employee counselling. He also compared motivation with that of internal self-charging battery suggesting that the energy or the positivity should come from within the employees to become motivated (Bassett-Jones and Lloyd, 2005). Herzberg argues that an employee is motivated to satisfy it growth needs; it is founded upon satisfaction innate of a sense of achievement, recognition, responsibility and personal growth. He further says that recognition is transformed into feedback, responsibility to self-regulation, authority to communicate, exercise control over resource and accountability and lastly, growth and advancement are transformed into the new expertise. Though hygiene theory is one of the popular theories of motivation, the findings done from past empirical studies show that pay, recognition and responsibility are classified as both a motivator and hygiene factors. 2.5.4 McClellands theory of needs (Richard L. Daft, Patricia G. Lane, 2007) put forward the theory stating that individual acquire certain type of needs during his/her lifetime. Individuals acquire these needs by learning and interacting with the environment (Montana and Charnov, 2000). theory focuses on three needs: Need for achievement: it drives to excel, to achieve in relation to a set of standards, to strive to succeed. Individuals with this drive desire to do something more efficiently overcoming challenges to achieve the objectives. Need of power: it is the need to make others behave in a way that they would not have behaved otherwise. Individuals with this need are placed in competitive situations to be concerned with gaining influence over individual, group or organization. Need for affiliation: it is the desire for friendly and close interpersonal relationship. Individuals with this desire tend to have a strong desire to be liked or accepted by others and thus maintain harmonious relationship with others. Accoriding to smit (2007:340), these theories are based on needs of people and the factors that influence their behaviour. Process theory Process theory came into light in early 1960s. it was an approach that focused on how motivation actually occurs. (Smit 2007:347). These theories explained the way individual choose their behaviour to satisfy their needs (Lussier and Achua, 2009). it is more complex in compare to content theory. 2.5.3 Vrooms Expectation theory The expectancy theory, aimed at work motivation, is founded on the idea that an individuals motivation is based on his/her desire for an outcome and the probability that his/her effort will lead to required performance. Robbins (2003) defines expectation theory as, â€Å" the strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outvome and on the attractiveness of that outcome to the individual† (Robbins, 2003:173). Vrooms expectancy theory focuses on three relationships: Effort performance outcome Effort-performance relationships: the probability remarked by an individual that applying an extra effort will lead to performance. Performance-reward relationship: the degree to which the individual believes that extra effort exerted performance will lead to the accomplishment of desired outcome. Reward-personal goal relationship: the degree to which individuals goals are satisfied by organizational rewards and the degree to which individual is personally attracted to the rewards. Equity Theory J. Stacy Adams equity theory proposed that individuals are motivated when their inputs equal outputs (Lussier and Achua, 2009). This theory enables an individual to perceive a relationship between the reward he/she received and his/her performance.(Smit, 2007). individuals tend to make comparison of the inputs such as status, experience, effort, etc and outputs such as recognition, benefits, pay, etc with that of others which co-worker, a group of employees from different organisations, etc (Lussier and Achua, 2009:87). 2.5.6 Goal setting theory The goal setting theory proposed by Locke states that a person is likely to give a higher performance if the goals are specific and difficult. Besides these, there are also other factors along with feedbacks such as goal commitment, task complexity and national culture that influence the goal-performance relationship. Meyer,et al. (2004) elucidates that motivation comes from the goals an individual sets up based oh his/her needs, personal values and perception that shaped via experience at work. goals give people a sense of purpose to show the reason of working to achieve a task given (Lussier and Achua, 2009:90). Goals direct individuals attention to a specific target. If individuals have specific and difficult goals, then they optimise the performance (Huber,2006). Reinforcement theory Reinforcement theory is the relationship between the behaviour of individual and the consequences by modifying or changing it via use of rewards or punishments (Daft and Lane,2007). It consistently predicts job behaviour (Lusssier and Achua,2009). People learn behaviour through the experiences of positive and negative consequences. Behaviour is a function of its consequences (Griffin and Moorhead,2009). According to Daft and Lane (2007), managers use reinforcement to shape or modify employee behaviour in four ways: Positive reinforcement: employees are encouraged to continue their behaviour by offering consequences for desirable performance. If an employee receives positive reinforcement for certain behaviour, that employee is tend to be motivated to maintain or increase the frequency of that behaviour (Griffin and Moorhead, 2009). Avoidance reinforcement It is also known as negative reinforcement. The employees are given the opportunity to avoid an unpleasant circumstance once behaviour is improved. Extinction Motivating individuals and groups at work Theorists of motivation investigate the factors that direct and boost work related behaviour. They strive to understand activities that people enjoy and conditions that encourage them to apply efforts. As a result various motivation models were developed which main focus was on the needs and expectations of individuals. This models were best used in organisatons where understanding of behaviour of employees has been important. Due to change in structure of organisations, todays employees work in teams supporting each other sharing common interest to accomplish the common goals rather focusing on the achievement of personal goals. Ellemers, et al. (2004) employee motivation refers to the goals, needs and rewards of one whole team or the organisation where they work. this concludes that research on motivating group has been important for any organisation. The number of organisation, emphasising employees to work in teams, has steadily increased. Working in teams offers opportunities for job enrichment, decrease the workload of supervisors and enhance the performance. However, there may be some lazy members in team who exert less effort in performing the task. 2.5.5 Douglas McGregor Theory X and Y In this theory, Douglas McGregor assumes that the managers handle their employees based on their behaviours and nature. These assumptions are categorised as Theory X and Theory Y. theory X states that workers are lazy, incapable of taking responsibility , dislike work and need a constant supervision while theory Y assumes that people love work, complete task with less supervision and have responsibility ( Dzimbiri,2009). 2.6 Ways of motivating employee to ensure better performance The employees experiences at work show their feeling towards their jobs either positively or negatively. Employee motivation is taken into account by every organisation as one of the major challenging tasks. Motivation can be classified as positive or negative. The managers should encourage positive motivation to enhance performance. On the contrary, when the performance is demotivating, the approach adopted would be determined by persisting situation. Communication Communication is always an effective way to improve motivation and enhance productivity. There should be two-way communication between managers and staff that generate feedbacks on the performance. Job participation scheme Participation scheme enables staff to become a member of decision making team and express their views on organisational decisions. This leads staff to be responsible to increase their efficiency and productivity at work. Fringe benefit If an organization can retain the employees by providing them with the fringe benefit. This prevents turnover if effectively use and increase the productivity. Research methodology Introduction This research work is carried out to examine the factors that motivate and influence employees of Bank of Kathmandu and strategies adopted by the bank to enhance productivity by providing employees with optimum satisfaction. It highlights the procedures applied to understand research problem area and evaluate the result. The Research Process Customised research procedures are used by the researcher determining the exceptions of research regarding how vast the topic is. It starts with problem formulation along with the process that the researcher undertakes to get the result as solution to that problem. The problem of identifying what factors motivate employees in a particular bank namely, Bank Of Kathmandu. In this modern era, the way the employees behave at workplace has been changed. Job satisfaction has become more important than any other variables. For the success and survival of company in the competitive market, the most prioritised work of managers is to retain the skilled employees and motivate them to give their best performance. Nevertheless, employees are more interested in doing different jobs at the same time and are not willing to keep long term relationships with organisations. To add up, they are unlikely to be motivated as they use to be before. Once the research problem is defined, the objectives are formulated to achieve the solutions to the targeted problem. The hypothese Qualitative and quantitative research Survey questionnaire Questionnaires include open- ended questions, closed-ended or the combination of both. In open-ended questions, the respondents are allowed to give their own answers while the closed-ended questions provide the respondents with a set of alternatives and choose answer from that set (Saunders, et al. 2007). researchers use close-ended questions for they provide the greater control, make respondents easy to answer and short answers lead to quick results (Arthur,2006). The researcher, in this study, has used closed-ended questions using Factors for Motivation in Banking Employees Factors for Motivation in Banking Employees CHAPTER 1 INTRODUCTION 1.1 RESEARCH BACKGROUND Understanding human behavior in workplace has been one of the most prioritized tasks for any organization. This is due to major changes like globalization and technological advancement that change in the structure of the business done, the workforce behavior and management of employees. To keep up the business state of the art and become successful, the organizations should acclimatize with these changes (Vercueil, 2001). So, it has become important for employers to know what motivates their employees rather than emphasizing them to increase productivity. The environment, in which the employees work as a team, should be created and sustained so that they are themselves driven towards achieving the common goals. Hence, motivation is given more attention in the organization to know employees and their behavior. In any organization, every staff is unique and performs the task based on their mental abilities and the extent to which they are applied at work (Mullins, 2007). Some people te nd to work really harder than others. If a staff is appreciated for his/her hard work, he/she is more likely to be motivated to high performance. Herzberg et al 1999 explained that employees show different attitudes depending on the nature of jobs assigned to them at workplace. Furthermore, they argued these attitudes towards their jobs have a significant influence on the survival of the organization. there is a famous saying which is based on Herzbergs thought that if an organization wants its employees to do a good job, give them a good job to do (Giancola,2010). To illustrate this, during the hard times of the organization, the morality among the workforce determines its success or failure provided that they are made feel as the essential resources of the organization and are given appropriate chances to prove themselves. Thus, motivated employees are more likely to contribute for the success and survival of the organization. In earlier days, motivation was considered as only a force that drives individuals to become committed in the job of their choice. The early approaches of motivation emphasizes on the needs of the individuals explaining their tendency to be motivated and the efforts exerted in order to satisfy those needs. There were some other approaches which highlighted on the employees goal setting. Modern approaches of motivation draws attention towards the values and long term goals set by the employees. Simons and Enz (2006) says now the employees perform the task not only to fulfill the basic needs but also to increase their values, become successful and satisfied from their performance. Motivation has been one of those areas which gained lots of interests from organizational psychologists and many scholars since 1930s. Yet, the in-depth understanding of motivation has been considered as a tough task (Locke and Latham, 2004). Thus, this research work is aimed to identify what motivates employees of Bank of Kathmandu by applying the concept of existing theories. 1.2 Background of the organization The organization chosen for research work is Bank of Kathmandu BOK, one of the renowned commercial banks of Nepal. BOK commenced its operation in 1995 with an aim to contribute in the economic development of Nepal. BOK is in a position to become â€Å"Bank of Choice† through serving and supporting its customers financially. Considering this vision, the bank has a total of 39 branches, 6 extension counters and 50 ATMs across the country. It has helped not only in promoting economic development but also it reduces unemployment problem to some extent by providing opportunities to local people. The basic reason behind selecting this particular bank is due to its distinct uniqueness and growing success and secondly, the researcher had an easy access to this bank. The research is carried out based on the responses given by the staff working in two branches of the bank. 1.3 THE RESEARCH PROBLEM Employee commitment has been a matter of focus for companies to be successful and the committed employees are considered as the most important factors of organizational effectiveness (Robertson, et al. 2007). However, retaining committed employees within organization is not an easy task. The employees of modern era work to satisfy the needs as well as achieve their individual goals (Drake and Kossen, 2002). Gubman (2003) pointed out the increasing trend of employees doing many jobs at a time in their career and have become more mobile. Employees are no more working in organisations for a long term basis. Thus, it needs a proper understanding of what motivates and satisfies them at work to generate such commitments. 1.4 RESEARCH QUESTIONS Motivation needs vary on individuals based on their level of needs, backgrounds, expectations and personal traits. In simple words, two different employees working in the same environment may have different level of satisfaction. Furthermore, human needs are always dynamic and change over time becoming sometimes stronger or weaker. According to Simons and Enz (2006), while attempting to motivate the employees, the managers make mistakes assuming wrongly that they understand the employees and their needs and expectations they want from their work. This research work, therefore, focuses on the factors motivating employees and helping managers to understand their employees. In this context, the questions related to the research are: What are the critical factors that motivate and satisfy employees in BOK? How do the factors of motivation influence staff satisfaction in BOK? What are the motivation strategy adopted by BOK for better management and performance of the staff? 1.5 Research aim The purpose of this research is to investigate the factors that motivate workers and their impact on organizational performances in Bank of Kathmandu (BOK), Nepal. The study aims to analyse the factors that motivate employees to encourage them to give their best performances in order to increase the organizational effectiveness and achieve its goals. It also aims to know the extent to which BOK is successful in making its employees satisfied and committed. 1.6 Research objectives The study is an explanation about the employee motivation in Bank of Kathmandu BOK, one of the leading banks in Nepal. Hence, the objectives of this research can be listed as: To investigate factors of motivation and their impact on the performance of BOK. To critically analyse the factors of motivation and its effect on staff satisfaction in BOK. To develop motivation strategy for better management and performance for the staff in BOK. The research work would be significant to students, other researchers and the bank itself which can be taken as a source of reference. 1.7 Limitations of the research Motivation is a concept with a broad area of research. It contains a wide range of theories on factors that motivate people (content theories) along with theories that describe how behaviours are initiated, directed and endured (process theories). The research work focuses only content theories which identify the particular needs that drive the human behaviour to perform better or worse. The researcher has tried to present the impact of motivation and job satisfaction on employees mental health, social life, and family life in order to show the significance and scope of the research topic. However, they are only considered in the theory but not clearly shown on the observed part of the research. Apart from these limitations, there are some other limitations for the research as There was time constraint to complete this research work as the researcher has to complete the work within three months period. The budget allocated was less due to the researcher is a student. The data analysis is done based on the employees randomly selected from only two branches. 1.8 Outline of the study Chapter 1: introduction: The first chapter deals with the research topic, an overview of the company selected for research work followed by statement of problem, purpose of the study and limitations. Chapter 2: Literature Review: this chapter contains reviews of various theories of motivation and job satisfaction. The researcher has showed the relationship between motivation and variables like rewards, job satisfaction, job performance, trainings, behaviour and conflict. It also explained how positive motivation lead to Chapter 3: methodology: this chapter deals with the methods, different tools and techniques used in the research work for data collection, analysis and interpretation. Chapter 4: data analysis: the chapter covers the ways the collected data were compiled and analysed. The analysis is based on the literature review and survey done via questionnaires in order to best serve the purpose of the study. Chapter 5: conclusions and recommendations: this chapter contains three parts namely findings, recommendations and conclusion. 1.9 Conclusion In this chapter, the researchers has discussed about the introduction of employee motivation and its importance in organisations. The main reason behind conducting this research work, the problem area, and the limitations are clarified. A brief introduction of organisation is given on the basis of which this study is done. The basic knowledge of the contents of the research work is also discussed. Chapter 2 Literature review 2.1 Introduction This chapter explains about the facts, theories and models of motivation. Theories of motivation e.g. Maslows Hierarchy of Needs, Pr. McGregors Theory X and Y, McClellands theory of needs, etc are discussed in depth to increase the understanding of the area under research. The introduction and importance of motivation, job satisfaction and opinions of various authors are elucidated by reviewing various academic books, magazines, journals and articles. The information presented below serves as foundation to the analysis of this research. this new era, every organisation treats its workforce as an important source of its competitive advantage. Employees are no more seen as only loyal members of the company but they like to be treated with respect and they want their companies to give them opportunities to prove themselves. Hence, Lawler (2003) says that it has become necessity for any company to treat people in a right way in order to success and survive in the business world. An organisation can increase productivity and improve performance only when it invests in employees (Gitman and McDaniel, 2008). For this reason, the company should be able to attract, retain and develop talented employees (Pittorino et al., 2005). Understanding the factors that motivate employees and maximize productivity has become a crucial job to be performed by managers. 2.2 Definitions of motivation Motivation is one of the highly complex but misunderstood concept. Mills and Forshaw (2006) supported this statement as though there are an abundance of motivational theories; the organisations are unable to apply the best theory of motivation due to human beings complexity and various factors influencing their behaviours. Nevertheless, the main concern of the study of motivation is with why people behave as they do (Mullins, 2007). Motivation is the drive to do something (Tileston, 2004); it can be defined as the direction and intensity of ones effort to satisfy his/her needs (Weinberg, et al, 2010). According to Jones and George, (2004), motivation is considered as the psychological force that shows a persons level of effort applied in order to persist with obstacles and achieve his/her target and the way he/she behaves in an organisation. Furthermore, Latham 2007) describes motivation as a process of cognitive resource allocation where a person allocates his/her efforts as per importance of motives or tasks. To support this statement, Robins (2005) says that individuals have various level of motivation varying times and situations. 2.2.1 Need and expectation at work No individuals are same and they perceive the same thing in different ways. Individuals have different needs and expectation which they strive to fulfil in different ways. If these needs and expectations are not fulfilled, it will make them dissatisfied and the consequences are turnover, absenteeism, etc. so motivating employees has been a tough task for managers provided that employees react in different ways in the jobs assigned (Beardwell and Claydon, 2007). Since managers are solely responsible for motivating employees, they should be capable of giving employees reasons to believe in themselves as well as organisation where they are working (Baldoni, 2005). Employees become dissatisfied and less motivated when managers fail to make employees know their driving forces. According to robins (2003), there are three relationships where employees are less motivated when their needs and expectations are not fulfilled. First relationship explains about the effort and performance of employees. Managers should make their employees believe that maximum effort exerted leads to the recognition in performance appraisals. This is not always correct as in some cases, employees do not believe that their effort will result in recognition and they are less motivated to perform. The second relationship is about the employees performance and organisational reward. The employees are made believe that they will be rewarded for their outstanding performance or performance appraisal. But there will be lack of motivation because employees know that they will not be rewarded by the organisation just for the performance. The last one is the relationship between reward received and reward expected. They are motivated only when they get what they desire for. If opposite happens, they become dissatisfied with the job. So It is managers who should know if the reward given matches with the one employees expect for. Hence, managers should keep these relationships as essential factors for employees to keep motivated and long lasting retention. Strengthening these relationships , the managers can motivate their employees and boost productivity. Sutherland and Canwell (2004) says it is the primary responsibility of managers to maintain motivation by creating such a work environment where employees will show positive attitude and become committed and loyal and where they believe that they are valued and the organisation gives crucial interest in them. 2.2.2 Sources of motivation Motivation is the driving force that comes within an individual to satisfy his/her unsatisfied needs. Needs and expectations are drivers that motivate an individual to achieve those needs. These motivators are often considered in terms of being internal or external. According to Mac and Sockel (2001), the internal motivators are related with intrinsic needs that satisfies an individual while external motivators are environmental factors brought up to individual by organisation. intrinsic motivation makes a person to be productive as it comes within him/her while extrinsic motivation results once the unmet needs have been achieved(Marquis and Huston, 2008). A person is intrinsically motivated when he/she engages in the activity that gives pleasure and satisfaction (Deci and Ryan, 2004). On the contrary, Deci and Ryan (2004) explained extrinsic motivation as an external control over a person who gets engaged in the activity, not for pleasure or satisfaction but for attaining a positive outcome or avoiding a negative outcome. Hence, a manager should strive to stimulate an employees intrinsic motives to complete a task given. Intrinsic motives can be satisfied by the work itself. Since the task given to an individual provides interest, challenges and opportunities for personal growth and development, it has been considered as the main source of motivation (Molander, 1996). 2.5 classification of motivation theories The main concern of all theories of motivation is the understanding of human behaviour. Drafke and kossen (2002:273) explains that â€Å"these theories provide the basis for both managers and employees to understand how to motivate others; how others are trying to motivate and how that person can engage more in his/her own motivation effort and others efforts in trying to motivate him/her.† In late 1930s, the Hawthorne study carried out by Frederick Taylor drew attention towards the study of motivation. (Locke and Latham, 2004). The purpose of this study was to examine how working conditions affect productivity (Hindle,2008). The study concluded working condition had no effect on the employee productivity and it was employees who were concerned with their work (Hindle, 2008). This result of this study made many managers and researchers focus on employees needs and motivation. According Robbins (2005), the development of the concepts of motivation was mostly seen in 1950s. during that time, several new models, referred as content theories, were emerged that mainly focused on identifying the factors related to motivation. (steers, et al. 2004). Maslows hierarchy of needs, Model of Herzbergs two-factor theory and McClellands achievement motivation theory are the content theories. The main focus of these theories is on the needs of people for which they direct their behaviour to satisfy them (smit,2007). 2.5.1 Needs:maslows hierarchy of needs Abraham Maslow developed a motivational theory named hierarchy of needs (Pride, et al, 2009). A need is required by every person. An individual fulfils his/her needs to get satisfaction and motivation is an effort to satisfy a need (Aldag and Kuzuhara, 2002). Maslow postulated that humans always seek to fulfil a variety of needs which are in sequential order as per their importance (Pride, et al. 2009). when one need is satisfied, it drecreases in strength and the higher need then dominates behaviour. The underlying needs for all human motives can be organised on five general levels depicted as a pyramid (diagram) listed from the lowest to the highest level of needs. Physiological and safety needs are on the lowest level of the pyramid as they are satisfied externally. The other three needs are internal and are therefore considered as higher-order needs. Di Cesare and Sadri (2003) state that the need must be met from the lowest and then move upward to satisfy the peak of the hierarchy. While implying Maslows Needs Hierarchy in management practice of BOK, it has various opportunitites to motivate its staff depending upon the needs. Some of them are listed below: Physiological needs: provision of sufficient breaks for lunch and recovery and payment of salary for fulfilling the basic essentials of life. Safety needs: provision of job security, conductive safety environment and threats freedom Social needs: generating a feeling of acceptance, belonging and community by reinforcing team dynamics. Esteem needs: recognition of achievement, assignment of projects and providing status to make employees feel valued and appreciated. Self Actualisation: offering challenge and meaningful work assignment that enable innovation, creativity and progress. 2.5.2 Herzbergs two factor theory Herzberg put forward the view that productivity of an employee is based not only the job satisfaction but also on work motivation Pattanayak(200). Robbins(2003) elucidates that according to herzberg, an individuals relation and attitude towards work can determine success or failure. People have two sets of needs that are related to job satisfaction and others to job dissatisfaction (Nelson and Quick,200). Elements of the job that led to job satisfaction are labelled as motivators and elements to dissatisfaction are labelled as hygiene factors. Intrinsic factors or motivators such as achievement, recognition, advancement, the work itself and responsibility are related to job satisfaction. Job dissatisfaction is the result of extrinsic factors or hygiene factors such as working conditions, job security, supervision, pay and organisation policies. Di Cesare and Sadri (2003) state that herzberg is interested in the extremes where employees either feel good or bad about the work, this lea ds to development of motivators and hygiene factors. Herzberg states that the opposite of job satisfaction is not job dissatisfaction and therefore, job dissatisfaction is not the opposite of job satisfaction. Herzberg(2003) suggests nine factors that motivate employees and they are reducing time spent at work, fringe benefit, sensitivity training, spiralling wages, two-way communication, job participation, human relation training, communication and employee counselling. He also compared motivation with that of internal self-charging battery suggesting that the energy or the positivity should come from within the employees to become motivated (Bassett-Jones and Lloyd, 2005). Herzberg argues that an employee is motivated to satisfy it growth needs; it is founded upon satisfaction innate of a sense of achievement, recognition, responsibility and personal growth. He further says that recognition is transformed into feedback, responsibility to self-regulation, authority to communicate, exercise control over resource and accountability and lastly, growth and advancement are transformed into the new expertise. Though hygiene theory is one of the popular theories of motivation, the findings done from past empirical studies show that pay, recognition and responsibility are classified as both a motivator and hygiene factors. 2.5.4 McClellands theory of needs (Richard L. Daft, Patricia G. Lane, 2007) put forward the theory stating that individual acquire certain type of needs during his/her lifetime. Individuals acquire these needs by learning and interacting with the environment (Montana and Charnov, 2000). theory focuses on three needs: Need for achievement: it drives to excel, to achieve in relation to a set of standards, to strive to succeed. Individuals with this drive desire to do something more efficiently overcoming challenges to achieve the objectives. Need of power: it is the need to make others behave in a way that they would not have behaved otherwise. Individuals with this need are placed in competitive situations to be concerned with gaining influence over individual, group or organization. Need for affiliation: it is the desire for friendly and close interpersonal relationship. Individuals with this desire tend to have a strong desire to be liked or accepted by others and thus maintain harmonious relationship with others. Accoriding to smit (2007:340), these theories are based on needs of people and the factors that influence their behaviour. Process theory Process theory came into light in early 1960s. it was an approach that focused on how motivation actually occurs. (Smit 2007:347). These theories explained the way individual choose their behaviour to satisfy their needs (Lussier and Achua, 2009). it is more complex in compare to content theory. 2.5.3 Vrooms Expectation theory The expectancy theory, aimed at work motivation, is founded on the idea that an individuals motivation is based on his/her desire for an outcome and the probability that his/her effort will lead to required performance. Robbins (2003) defines expectation theory as, â€Å" the strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outvome and on the attractiveness of that outcome to the individual† (Robbins, 2003:173). Vrooms expectancy theory focuses on three relationships: Effort performance outcome Effort-performance relationships: the probability remarked by an individual that applying an extra effort will lead to performance. Performance-reward relationship: the degree to which the individual believes that extra effort exerted performance will lead to the accomplishment of desired outcome. Reward-personal goal relationship: the degree to which individuals goals are satisfied by organizational rewards and the degree to which individual is personally attracted to the rewards. Equity Theory J. Stacy Adams equity theory proposed that individuals are motivated when their inputs equal outputs (Lussier and Achua, 2009). This theory enables an individual to perceive a relationship between the reward he/she received and his/her performance.(Smit, 2007). individuals tend to make comparison of the inputs such as status, experience, effort, etc and outputs such as recognition, benefits, pay, etc with that of others which co-worker, a group of employees from different organisations, etc (Lussier and Achua, 2009:87). 2.5.6 Goal setting theory The goal setting theory proposed by Locke states that a person is likely to give a higher performance if the goals are specific and difficult. Besides these, there are also other factors along with feedbacks such as goal commitment, task complexity and national culture that influence the goal-performance relationship. Meyer,et al. (2004) elucidates that motivation comes from the goals an individual sets up based oh his/her needs, personal values and perception that shaped via experience at work. goals give people a sense of purpose to show the reason of working to achieve a task given (Lussier and Achua, 2009:90). Goals direct individuals attention to a specific target. If individuals have specific and difficult goals, then they optimise the performance (Huber,2006). Reinforcement theory Reinforcement theory is the relationship between the behaviour of individual and the consequences by modifying or changing it via use of rewards or punishments (Daft and Lane,2007). It consistently predicts job behaviour (Lusssier and Achua,2009). People learn behaviour through the experiences of positive and negative consequences. Behaviour is a function of its consequences (Griffin and Moorhead,2009). According to Daft and Lane (2007), managers use reinforcement to shape or modify employee behaviour in four ways: Positive reinforcement: employees are encouraged to continue their behaviour by offering consequences for desirable performance. If an employee receives positive reinforcement for certain behaviour, that employee is tend to be motivated to maintain or increase the frequency of that behaviour (Griffin and Moorhead, 2009). Avoidance reinforcement It is also known as negative reinforcement. The employees are given the opportunity to avoid an unpleasant circumstance once behaviour is improved. Extinction Motivating individuals and groups at work Theorists of motivation investigate the factors that direct and boost work related behaviour. They strive to understand activities that people enjoy and conditions that encourage them to apply efforts. As a result various motivation models were developed which main focus was on the needs and expectations of individuals. This models were best used in organisatons where understanding of behaviour of employees has been important. Due to change in structure of organisations, todays employees work in teams supporting each other sharing common interest to accomplish the common goals rather focusing on the achievement of personal goals. Ellemers, et al. (2004) employee motivation refers to the goals, needs and rewards of one whole team or the organisation where they work. this concludes that research on motivating group has been important for any organisation. The number of organisation, emphasising employees to work in teams, has steadily increased. Working in teams offers opportunities for job enrichment, decrease the workload of supervisors and enhance the performance. However, there may be some lazy members in team who exert less effort in performing the task. 2.5.5 Douglas McGregor Theory X and Y In this theory, Douglas McGregor assumes that the managers handle their employees based on their behaviours and nature. These assumptions are categorised as Theory X and Theory Y. theory X states that workers are lazy, incapable of taking responsibility , dislike work and need a constant supervision while theory Y assumes that people love work, complete task with less supervision and have responsibility ( Dzimbiri,2009). 2.6 Ways of motivating employee to ensure better performance The employees experiences at work show their feeling towards their jobs either positively or negatively. Employee motivation is taken into account by every organisation as one of the major challenging tasks. Motivation can be classified as positive or negative. The managers should encourage positive motivation to enhance performance. On the contrary, when the performance is demotivating, the approach adopted would be determined by persisting situation. Communication Communication is always an effective way to improve motivation and enhance productivity. There should be two-way communication between managers and staff that generate feedbacks on the performance. Job participation scheme Participation scheme enables staff to become a member of decision making team and express their views on organisational decisions. This leads staff to be responsible to increase their efficiency and productivity at work. Fringe benefit If an organization can retain the employees by providing them with the fringe benefit. This prevents turnover if effectively use and increase the productivity. Research methodology Introduction This research work is carried out to examine the factors that motivate and influence employees of Bank of Kathmandu and strategies adopted by the bank to enhance productivity by providing employees with optimum satisfaction. It highlights the procedures applied to understand research problem area and evaluate the result. The Research Process Customised research procedures are used by the researcher determining the exceptions of research regarding how vast the topic is. It starts with problem formulation along with the process that the researcher undertakes to get the result as solution to that problem. The problem of identifying what factors motivate employees in a particular bank namely, Bank Of Kathmandu. In this modern era, the way the employees behave at workplace has been changed. Job satisfaction has become more important than any other variables. For the success and survival of company in the competitive market, the most prioritised work of managers is to retain the skilled employees and motivate them to give their best performance. Nevertheless, employees are more interested in doing different jobs at the same time and are not willing to keep long term relationships with organisations. To add up, they are unlikely to be motivated as they use to be before. Once the research problem is defined, the objectives are formulated to achieve the solutions to the targeted problem. The hypothese Qualitative and quantitative research Survey questionnaire Questionnaires include open- ended questions, closed-ended or the combination of both. In open-ended questions, the respondents are allowed to give their own answers while the closed-ended questions provide the respondents with a set of alternatives and choose answer from that set (Saunders, et al. 2007). researchers use close-ended questions for they provide the greater control, make respondents easy to answer and short answers lead to quick results (Arthur,2006). The researcher, in this study, has used closed-ended questions using