Lord Of Flies Essays (754 words) - English-language Films

Ruler Of Flies The film, discharged in 1963, is the story of a gathering of upscale British schoolchildren who are being flown out of London to the alleged security of the South Pacific before war emits. Their plane accidents and the fellows are left to fight for themselves on a remote island. The storyline takes the young men from blamelessness to brutality. The film didn't get rave surveys from pundits. The film adaptation removes a portion of the inventive creative mind that originates from perusing the story, yet its pictures are as stunning as one would envision ? young men transformed into brutal savages(Webster, Apollo Guide). The surveys could be to some degree from the naiveté of the on-screen characters. The young men were practically all non-entertainers whose guardians chipped in them for the activity out of regard for the book (Webster, Apollo Guide). Nonetheless, Peter Brook did an amazing occupation of delineating the conceivable result of the circumstance with which the youngsters are confronted. This film shows human instinct in its most genuine structure. Society is confronted with individuals who are helpless against others, the individuals who are equipped for making the right choices, and some who want to disregard the guidelines. Piggy, depicted by Hugh Edwards, is the most helpless character. Toward the start, he wrongly divulges his epithet. Piggy is by all accounts shrewd what's more, reasonable, yet inadequate with regards to the trust in himself to put it to utilize. Jack puts down Piggy all through the film. He consistently calls him Greasy and at a certain point insults him, which makes his glasses break. Piggy's just expectation is the kinship of Ralph, who deceived him toward the start, just to in the long run become his closest companion. Piggy never capitulated to the viciousness of the others. In his final words, What is it better to be, a lot of savages like you are, or reasonable as is Ralph, he demonstrates that it is feasible for somebody to remain themselves and not surrender to the weights of others. Piggy is the image of levelheadedness and grown-up society. Ralph is the character who consistently attempted the methodical methodology. All through the film, he attempted to think about the others and be the pioneer that the more youthful youngsters required. Be that as it may, Ralph's administration is bound from the beginning. Jack's hatred of losing the political race is proof of the up and coming difficulty that Ralph will confront. He appears to see indications of insubordination after the principal pig broil. At the point when the plane flew over and the fire was out, his experience with Jack flagged the separation of the gathering. Ralph's last intrigue at respectfulness came after Jack removed the conch from Piggy and Ralph stated, You are defying the norms. The guidelines are the main thing we got! Ralph proceeded all through the film to remain by Piggy and the more youthful youngsters. Significantly after most of the youngsters left his gathering, Ralph still had regard for their prosperity. Jack is the adversary of the film. From the earliest starting point, he is vexed about losing the political decision and detests any individual who didn't decide in favor of him. He keeps on going about as on the off chance that he is in control. He constantly puts down different youngsters and leads the more seasoned young men towards viciousness. Jack in the long run parts the gathering and structures his owntribe. They paint themselves like savages and start to recite and have warlike moves. Jack appears to turn out to be increasingly brutal as his capacity increments After Simon was executed, he protected the killing by telling the others that it was the monster camouflaged as Simon. Jack appeared to have transformed into a tyrant toward the end of the film. He is indicated having the littler youngsters whipped; his savagery in the end prompted the lethal quest for Ralph. This film shows the watcher a few unique characters, which are all in our general public. It shows the assortment of individuals who are compelled to live in a similar world. Golding's tale is such a tale that could stun just the individuals who have confidence in the onwardness of progress, as some despite everything did back then. At the hour of its distribution (1954), endeavors were made to discover political messages in it, however today it appears progressively like a tragic prescience of what's going on in neighborhoods managed by drugs. What week passes by without another account of a Ralph gunned somewhere around a Jack? (Ebert, Chicago Sun Times). It opens the eyes of the watcher for the need of laws and the requirement for their authorization. It would be a miserable time

EMotional Intelligence It Affects Learning - MyAssignmenthelp.com

Question: Given the trouble of imparting enthusiastic subtlety in lean media, for example, IM and email, are feelings actually that terrible? Answer: Conveying enthusiastic subtlety in email and texting to fatigued partners is hard for a director. Feelings are normal and can unfavorably or emphatically influence correspondence. To the negative side, feelings influence correspondence inside undertaking the executives in the accompanying manners: Improper enthusiastic articulations in IM and email make destruction and harm to workers' connections. Human feelings damage the task workforce, and this influences their profitability. Individual contrasts feelings camouflage and execute workers' spirit. At the point when faculty is demotivated, they move this negative self image to the general undertaking and cause disappointment. Additionally, when such data is shared by means of email, the hidden representative can move to his/her associates subsequently making unleash destruction (Zeidner, Matthews, Roberts, 2012). Unfriendly feelings by the supervisor to workers, for example, outrage, jealousy, and disturb make unsavory outward appearances in IM and email. Hatred, disturb, and begrudge wounds workers are subsequently influencing venture achievement. On the opposite end, feelings decidedly influence correspondence through IM and email in the accompanying manners: Suitable outward appearances propel representatives: Like for this situation, the director utilizes the correct utilization of feelings in the way he outlines the text. He, definitely, abstains from applying individual points of view, sentiments, and contrasts in the message and this quiets workers' tempers. Feelings depict a feeling of certainty: When an administrator demonstrations in a way that shields the workers, they feel esteemed and structure a high feeling of certainty with the pioneer. With group certainty, venture achievement is ensured, and this makes an affinity that is simple for workers to overlook the harm they were brought about by the administration. As an administrator, what response would you need to work candidates where feelings are utilized in the email message going with the request for employment? As an administrator, one ought to be insightful by continually utilizing the correct information and aptitudes when managing requests for employment whose message have utilized feelings. Coming up next are the right responses that a supervisor ought to consider in such a case: Excuse and chock off the applications: Since requests for employment ought to be generic, the work of enthusiastic sentiments by candidates calls for excusal by a director and consistently react to those messages that have not utilized feelings. Require some investment before finishing up on whether to react or not: A chief should be straightforward when managing passionate messages since they are not viewed as expert by any stretch of the imagination. This calls for him/her to take sufficient time before reacting to give a reaction that doesn't depict passionate emotions too. Give a direct reaction: Under this procedure, a supervisor ought to stay away from the utilization of incongruity and mockery particularly when the requests for employment appear to be close to home. Prompt the activity candidate on the correct language to use for their messages to get a reaction. Look for group endorsement on the off chance that the administrator goes over a certified applicant: It is fundamental for the director to counsel group pioneers and other key individuals inside an association in the event that he/she runs over a certified up-and-comer (Bradberry Greaves, 2006). They may suggest he reacts emphatically and recruits such an applicant. References Bradberry, T., Greaves, J. (2006).The enthusiastic insight brisk book: Everything you need to know to give your EQ something to do. Simon and Schuster. Zeidner, M., Matthews, G., Roberts, R. D. (2012).What we think about passionate insight: How it influences learning, work, connections, and our psychological wellness. MIT press.

Electronic Medical Records Essay Example | Topics and Well Written Essays - 250 words

Electronic Medical Records - Essay Example Along these lines, the EMR has an entangled framework which manages the patient information in the best way. The advantages of the EMR framework in medicinal services are a few which help the specialists gigantically. The framework empowers access to thorough, clear, and composed patient information and reference writing at the purpose of administration. (Clayton, 2005). While the advantages of EMR in human services administration are various, there are some noteworthy drawbacks to the framework which offer some pivotal difficulties to the professionals. The significant worries about the utilization of the framework are associated with set-up and preparing, profitability/proficiency concerns, associations with outer information sources, security concerns, framework execution and accessibility and so on. The absence of privacy of the individual records which are overseen electronically just as the confinements associated with the product, equipment and systems administration advances show the significant difficulties confronted while actualizing a general EMR framework. Clayton, Paul D. (2005). Doctor utilization of electronic clinical records: Issues and triumphs with direct information section and doctor efficiency. Retrieved February 09, 2009, from http://www.pubmedcentral.nih.gov/articlerender.fcgiartid=1560588

Motivating Pharmaceutical employees in Kuwaits Public Sector - Free Essay Example

The pharmaceutical sector in Kuwait has never been considered by the Government to be as important as the other healthcare or even many other professional sectors, like engineering for example. It has always been viewed as a less important profession with a very small number of professionals relatively to other jobs in the country. However, Pharmacy is a necessity in Kuwait and in every country, in addition to the obvious increment of the number of pharmacists who join the field every year, especially since the beginning of the last decade after Kuwait University launched its first pharmaceutical department in 1997. Therefore, these pharmacists must be heard and understood like every other profession in Kuwait, they have potential and needs which must be considered and met whenever possible by the Government. One of these needs or even necessities is motivation. The practice of motivation is critical for every successful organization, just like other important measures to increase performance; it is a tool that must be present in every healthy working environment. Being a previous pharmacist working in the public sector in Kuwait, the Author has come across this subject numerous times with different pharmacists, who had negative views of the matter in most times. However, there was no clear study which shows the true level of motivation that is being experienced in the sector, which is the reason for conducting this research. 1.2 Problem Definition The experience of motivation for pharmacists who work in the public sector is poor, compare with other healthcare professionals such as doctors , and compare to the pharmacists who work in the private sector in Kuwait. Therefore, the Author chose to examine the level of that motivation in a deeper manner to have clearer and more reliable view of the concept within the public sector of pharmacy, in addition to finding new methods which could improve the implementation of such practice. 1.3 Research Objective The main objective of this thesis is to define the level of motivation that is experienced within pharmacists working in the public sector in Kuwait. The sub-objectives can be classified into the following three measures: The first one is to determine the level of motivation that is experienced in the public pharmaceutical sector in Kuwait. The second objective is to determine whether there is an effect of motivation on the overall performance of pharmacists. The third and final measure is to explore new techniques and motivational methods that can be used in order to satisfy public pharmacists and fulfill their needs. 1.4 Research Questions The research shall consist of one major question and three minor ones. The major research question is: What is the experience of motivation for pharmacists who work in the public sector in Kuwait? The minor questions are as follows: What is the level of motivation that is experienced in the public pharmaceutical sector in Kuwait? What are the effects of motivation on the overall performance of pharmacists? What can be used as new techniques or new methods of motivation in order to satisfy public pharmacists and fulfill their needs? 1.5 Research Methodology For the research method, we will conduct personal interviews, which shall be done face to face to get the most reliable responses from pharmacists. The proposed methodological framework for this study, will be based largely on several motivational models that would be described later in chapter two, they are Maslow Hierarchy of needs, achievement motivational model, the two factor theory, the expectancy theory and the equity model. From those five models, a guiding criterion will be extracted and compared with the responses of the research questions. In addition to that, the role of management and supervisio n and its effects on motivation will be examined and compared to the characteristics of a motivational management which will be addressed in chapter 2. And finally, the interviewees will be asked for their recommendations and suggestions for newer and better motivational techniques and methods, to be implemented by the Ministry of Health. 1.6 Data Analysis Method After collecting the qualitative data, they will be analyzed using different criteria. The analysis will basically list the answers of the participants and find the relationships between them with the assistance of weighing frequencies of repentant responses to reach a better conclusion. The conceptual framework will be based on five motivational theories (Maslows hierarchy, achievement model, two-factor theory, the expectancy theory, and the equity theory), which is the base for analyzing the findings. The impact of positive motivation implementations will also be discussed with the selected pharmacists, in additi on to an interpretation of their recommendations on improving the motivational process within the Ministry of Health. 1.7 Thesis Structure The structure of the thesis will be based on five main chapters, they are listed below: Chapter one: Introduction. Chapter two: Literature Review. Chapter three: Research Design and Methodology. Chapter four: Data Analysis, Findings and Discussion. Chapter five: Conclusion, Recommendations and Further Research. The next chapter will present our literature review. CHAPTER 2: LITERATURE REVIEW 2.1 Introduction Motivation is a global concept, recognized worldwide today; it is a necessary tool for all different kinds of organizations to survive and grow, and most importantly to succeed. Below is a literature review for the term motivation. It includes different definitions of the term in addition to other terms related to motivation. Different theories on motivation will be mentioned and reviewed briefly to better understand the meaning and limitations of the term motivation. Successful tools to achieve the desired motivation will also be addressed and explained, as well as a review on the different mechanisms used by organizations to motivate their employees. And finally, there will be a review on employee motivation techniques used including a few examples from the best motivational companies in Kuwait. 2.2 Motivation So, who are the motivated workers? According to Myers (1964), when Texas Instruments Incorporated conducted a six year of research and study on the subject of motivation during the 1950s, they came up with the following conclusion1: Employees are motivated to work more effectively when they have a job that is challenging, because it might give them some interest in the job, more enjoyable work, a possibility of recognition, and a since of achievement when they accomplish the task. They become dissatisfied when those noted factors are missing from their jobs. They may also become dissatisfied by some negative factors related to the job itself including astringent rules, no breaks, low status, and low levels of salary or fringe benefits. This study was conducted by a company which experienced a tremendous growth in the 1950s, their annual sales rose from $2 million to over $200 million, along with their employee force which had risen from 1,700 to 17,000 in that decade. This success was accomplished because of their brilliant management philosophy, which provided employees with opportunities that allowed them to explore their works and efforts, and even set their own goals. In addition, the culture was a very friendly and informal one, as employees had very close relationships and strong communication links. Despite that success, the growth was not for long after those years, and employees were no longer highly motivated as before, because there were poor managerial skills in understanding the concept of motivation and how each employee can be motivated. This was in the 1950s; today the main idea or the concept of motivation still have the same old parameters, but with some improvements and modifications after many long studies by many of scientists and philosophers. To best understand the term motivation, one must start with the definition. 2.2.1 Definition of Motivation For the purpose of this thesis, we will keep the definition of (The Collins business Dictionary, 2002) regarding the concept of motivation. In that perspective, motivation is defined as the force or process which impels people to behave in the way that they do. In a work setting, motivation can be viewed as that which determines whether workers expand the degree of efforts necessary to achieve required task objectives2. Furthermore, here is another explanation of the term: motivation represents the forces acting on or within a person that causes the person to behave in a specific, goal-directed manner3. In addition, the online business dictionary (business dictionary , 2009) defines it as the Internal and external factors that stimulate desire and energy in people to be continually interested in and committed to a job, role, or subject, and to exert persistent effort in attaining a goal. Motivation is the energizer of behavior and mother of all action. It results from the interactions among conscious and unconscious factors such as the (1) intensity of desire or need, (2) incentive or reward value of the goal, and (3) expectations of the individual and of his or her significant othe rs4. Since the term motivation is being defined, one must address some terms which are highly related to motivation, including: job satisfaction, job commitment, and job loyalty. Job satisfaction is the satisfaction that an individual gains (or does not gain) from his or her job. It is generally believed that satisfied employees will be more highly motivated and will work more productively than dissatisfied employees. Job dissatisfaction may lead to absenteeism, job turnover, industrial actions, and etc2. Commitment is the state of being bound emotionally or intellectually to a course of action or to another person or persons2. It is a well known fact that job satisfaction strongly leads to job commitment, which later leads to loyalty. Furthermore, job loyalty is another state led to by motivation, and it is a measure of commitment based on obligation or, in consumer preferences, degree of satisfaction2. 2.3 Theories of Motivation Over the years, many researchers h ave looked into the human psychology and studied the human nature to understand the process of motivation. They have come up with many theories which are being thought now to millions of students around the globe. Below this paragraph there is an overview of some of the most recognized theories of motivation worldwide, starting with the need theories: Maslows hierarchy of needs, and David C McClellands achievement motivation model. 2.3.1 Motivating Employees through Satisfying Human Needs 2.3.1.1 The Needs Hierarchy Theory The hierarchy of needs theory is one of the most recognized theories in the subject. It was found by Abraham Maslow, who published an article in 1943 under the title A theory of human motivation, which was developed later into the hierarchy of needs theory in Maslows Motivation and Personality book in 19545. The hierarchy model is shown in figure 2.1, as presented in the following website (making it clear.com, 2007)6: (Figure 2.1) Maslows Needs Pyramid or Maslows Needs Triangle Taken from (making it clear website, 2007) Maslow has based his theory on the fact that people are motivated by certain types of needs, he classified them into five levels based on their importance to people, and they are in ascending order: physiological, security, affiliation, esteem and self-actualization. He then arranged them in a hierarchy showing the order in which these needs are fulfilled from bottom to top5. According to Maslow, these human needs can be classified into lower and higher levels of needs, the lower levels or factors of needs has to be satisfied and fulfilled before the higher ones, which means they must be satisfied in order, so that a person can be motivated, and reach a high level of achievement in life5. The model indicates that when one need is satisfied, another one becomes important, which means that the lowest level of needs  (physiological)  must be  fulfilled  in  order to   move to the higher one (security), and so on, until one reaches  self-fulfillment 3. In other words, each level of needs is a motivator, which when satisfied, does not motivate anymore, and the higher level is now the motivator5. Firstly, Physiological needs. They are the first and lowest level of the hierarchy, they are the most basic needs which are necessary for the continuation of life, and they include: the desire for food, water, air, and sleep3. It can safely be said that no human being can live without the physiological needs, which is why they are sometimes called survival needs. They must be satisfied in order for a person to move up the hierarchy, and be motivated by the next level of needs5. Secondly, security needs. They occupy the second level of the pyramid, and are sometimes called safety needs, as they include the need for safety, stability and absence of pain, threat or illness3. When it comes to work, these needs may cause the preference for a saf e and secure job, with a health insurance benefit for example. They include financial security, as they may cause people to open savings accounts for the security of their future, or to take different types of insurances for example, the insurance against accidents4. When this level is satisfied, a person may move to the next level5. Thirdly, Social needs, which can be explained as the needs someone wants from society, such as friendship and the feeling of belonging3. This level of needs deals with the emotions of the human being, every person needs to feel accepted and loved by others, and as most people do, a human may belong to a group, which can be a small one like family and friends, or a large one such as clubs, religious parties, or even gangsters. In the case that this emotional need was not fulfilled, a person may be lonely and experience some mental disorders such as anxiety or depression3. Esteem is the next level in the pyramid, and it is the desire to feel respect ed and self worthy, and thereby boost the self-esteem. People need to be valued by other people, they need to be accepted by what they are and recognized for their activities and contributions in order to feel self-valued. The imbalances of this need can lead to low self-esteem, which can cause psychological conditions such as depression3. The highest and last need is Self-actualization, which only appears when all the levels have been satisfied, and involves people recognizing their full potential, and be the best as they can be at what they do3,which can be best seen with self-employed people3. 2.3.1.2 The Achievement Motivation Model This model of motivation has been identified by David C McClellands in 1961. He proposed the idea that there are three important types of needs; they are achievement, authority/power, and affiliation needs. These needs were found to be present in every worker especially within managers, and the degree of which need is dominant can be seen in the workers attitude and behavior at work, which is based on their motivational status7. The ones, who are motivated by achievement, can be seen competing against a high standard, having difficult and challenging goals, and always seeking achievements and advancements in their jobs3. The authority/power motivated ones always strive for authority and leadership. They need to be leaders and have their ideas prevail. In addition, they want to be influential, make an impact in work and on other workers, and reach high personal status3. The affiliation motivated persons are team players; they are motivated by friendly relationships with others, as they need to be liked and always have close friendships7. The McClelland theory proposed that all people have a combination of these needs, however not in the same level. The level of which particular need is dominant can be seen in someones attitude and behavior at work. He thinks that the managers, who are strongly affected by aff iliation motivation, always need to be liked, which in turn affects their decision-making criteria. While authority motivated workers will posses a high level of commitment and work ethics, and in most cases are managers or leaders, unless they do not have the required skills or flexibility for the job. In addition, McClelland thinks that the best leaders are the ones with strong achievement motivation, however they may have some difficulties in leading their staff into believing and having as much dedication to what they want to achieve7. In his theory, McClelland proposed that achievement-motivated people are characterized by the following attitudes3: They set their own goals, because of their high selectivity of matters; they cannot accept other people to draw goals for them. They take full responsibility in their decisions and results, if they succeed they want the credit, and if they do not, they do not mind the blame. To them, Achievement is valued more than financ ial reward. They prefer achieving their goals to receiving praise or getting recognition. They do not consider a financial reward as a goal; to them it is just a measure of success. They are not highly concerned about Security, or about their status. They like nothing more than a reliable feedback for their work, not to get an appraisal or something of that matter, but to measure their work and see how successful they have been. They always seek better ways to do things, and improve their methods. they are highly selective for jobs which have higher satisfaction for their needs, which means they choose jobs which have greater responsibilities and opportunities for them to set their own goals and achieve them, for example they can work as managers, or in the sales department, in addition to many of them work as entrepreneurs. Next, there is a description of another category of motivation models, which is based on job designs. 2.3.2 Motivating Employees through Job Design 2.3.2.1 The Two-Factor Theory In 1959, Frederick Herzberg and his associates developed a famous theory of motivation known as the two-factor theory, or the motivator- hygiene model of motivation. He studied people to know what the factors that causes them to be satisfied at work, and the ones that causes dissatisfaction to them. He then came up with a list of factors and classified them in two categories: motivators and hygiene factors8. Motivators are the factors that satisfy people at work, in addition to generating positive feeling; they include recognition, achievement, advancement, responsibility, and challenging work. They are called intrinsic factors, because they are related to the job itself 3. Hygiene factors on the other hand, are factors which usually gives negative feelings to individuals, and may affect job dissatisfaction if they were absence, hence the term hygiene, because in the absence of hygiene, health can deteriorate. They include: job s ecurity, working conditions, salary, relationship with co-workers and supervisors, company policy and fringe benefits. They are called extrinsic factors because they are external to the job, not directly related to the job itself 8,3. 2.3.2.2 The Job Characteristic Model This is one of the most famous models of motivation, proposed by Hackman Oldham (1976), and it is highly used in designing jobs in many organizations5. It is related to Herzbergs model to a great degree, as it proposes the use of motivation factors at a workplace, and limiting the hygiene factors to minimum9. The model includes five main characteristics of any job, they are: skill variety, task identity, task significance, autonomy and job feedback. It proposes that the levels of all these characteristics should be increased in order to create a motivational environment at the workplace3. The first characteristic is skill variety, which is the amount and the types of skills and competencies required by a certain job. Some jobs are a daily routine activity and require too little from an employee to get them done, while other jobs require certain competencies and skills from individuals which can make them more interesting. Next is task identity, and it is the identification of the complete work needed to complete a task by an employee, from beginning to end, with an identifiable outcome3. Task significance is another characteristic, and it is described as the amount of importance and necessity of a given task, and whether it is worth doing and would have an impact on other people and society, or if it would not make a big difference when it gets done. The fourth characteristic is autonomy, and it is the amount of empowerment and control provided in certain jobs, which increases their importance in peoples minds. The last one is job feedback, which gives indications on an employee performance and effectiveness; therefore a job should be formulated in ways which allow superiors to measure the performer as simply and accurately as possible3,9. The model proposes that the levels of these five characteristics should be increased, because they have strong effects on three psychological aspects in humans, they are3: Experienced meaningfulness of the tasks performed. Experienced personal responsibility for task outcomes. Knowledge of the results of task performance. In the end, the model states that if these three status were raised in a human being, that individual will be highly satisfied at the job and strongly motivated to work. Next, there is another category of motivation models, which is based on performance expectations. 2.3.3 Motivating Employee through Performance Expectation 2.3.3.1 The Expectancy Theory The link between motivation and the expectancy theory was defined by Condrey as: Motivation is a product of the individuals expectancy that a certain effort will lead to the intended performance, the instrumentality of this pe rformance to achieving a certain result, and the desirability of this result for the individual, known as valence10. The theory was found by Victor Vroom in 1964, a business professor at Yale School of Management , it proposes the idea that people become motivated to do a certain job when they believe they will get a certain reward that they want and expect. They make an estimation of the desired results, and based on that they act and behave in a way which will help them get to those results. It predicts that individuals within an organization can be motivated when they believe that10: More effort exerted will yield better performance at a job. Better performance will result in desirable organizational rewards, such as salary increment. These rewards are valued by the performer and satisfy the needs Satisfying the need is worthwhile doing better and giving the required effort to the proposed job. However, Victor Vroom together with his associates Edward Lawler and Lyman Porter thought that the link between peoples behavior at work and their goals was not exactly as simple as previous scientists had proposed. He believed that the performance of an employee is based on three major psychological factors, which can create a strong motivational force to that employee, they are9: Valence: refers to how people feel about and the level of satisfaction they get from the outcomes and rewards of completing their jobs, such as money, promotion, and satisfaction. On the one hand, an outcome is said to be a positive valent if an employee prefers having it. On the other hand, an outcome which an employee does not want to have is known as a negative valent. An outcome which an employee is indifferent about are said to have zero valence. Expectancy: it is the belief of employees that their actions will lead to certain outcomes, and their confidence in what they can do. Instrumentality: This is the belief of employees that they will get what has been promised to them after completing the task successfully. Vroom proposed that the belief of an employee in these three factors helps psychologically in building a motivational force which makes that employee happy and avoiding negativity. Hence, the theory describes the mental procedure of motivation, as people make choices based on their understanding and behavior 3. 2.3.4 Motivating People through Equity 2.3.4.1 The Equity Model The Equity Theory was developed by J. Stacy Adams in 1962; it describes how an employee perceives that the outcome reward of a certain job is being fair, after completing one which is expected to be satisfying9. The theory can be measured against other employees in a work place, or even employees from different organizations. Normally this measurement results in three different perceptions: they will feel they are fairly rewarded, under rewarded, or over rewarded. Unless they feel fairly rewarded, they will act in a way as to reduce inequity. B ecause they always try to measure what they put in a job (input) and what they get from it (output). Examples of employees inputs and outputs can be found in table 2.1 3: Table 2.1 Examples of employee inputs and outputs in a job: Inputs Outputs Attendance Recognition Personal skills Fringe benefits Commitment and effort Responsibility Level of education Sense of achievements Past experiences Job perquisites (parking space or office location) Performance Job security Personal appearance Promotion and growth Social status Salary Technical skills Seniority benefits Training Status symbols Support of collogues Working conditions (Taken from J Slocum, Jr. (2007) Fundamentals of organizational behavior) The Equity Theory is built on the belief that, employees who think their rewards are fair and equal to their contributions, are the most motivated ones, The same goes for the ones who belief they are being re warded in a similar manner as their peers. On the other hand, employees may become demotivated when they belief that their input is greater than the output. They may become depressed and not satisfied with their status, and show many negative reactions9. Therefore, managers must be fair and give their employees their fair share of rewards, based on their actions and inputs. They should understand how to balance inputs and outputs fairly, so that they give each employee fair and deserved rewards, which in turn improves employee motivation and thereby gives them more job satisfaction9. As mentioned before, managers must understand the balance of inputs and outputs of their employees; because employees measure their inputs differently, in addition to the fact that they may prefer different types of rewards. For example, a working mother may prefer more flexible working hours to an incentive9. At the end, managers should make sure their employees do not feel under rewarded, bec ause then they will be demotivated, which should be avoided in any organization that wants to be successful. They should reward them fairly and equally based on their efforts, contributions, expectations, and peers 11. 2.3.4.2 The Procedural Justice Theory This theory was proposed by Rawls (1971), and it is based on fairness just like the previous equity model; however it is not based on the outcomes or the outputs, but on the fairness of the process of making decisions5. The theory measures the procedure of making decisions in an organization, which can be fair or unfair, and affects employee motivation and job satisfaction9. Procedural justice can be very important and essential to every company or organization, because it has a great effect on employees. When they perceive a procedure as fair, they become highly motivated to work and improve their inputs at their jobs. On the other hand, if they think the procedure is unfair they may be dissatisfied and demotivated to wo rk9. A good example can be seen in most companies is pay raise determination, if employees perceive fairness of the decision, they will be satisfied, and visa versa. Sometimes, the fairness of such decision can be more satisfying than the raise itself, because the human being highly values equity and fairness. Employees may also judge the process of layoffs within a company, as the survivors would judge the fairness of the decision and become highly affected by it, and if it was a fair decision, they would become highly satisfied and more committed to their job. However if the decision was unfair, they may become demotivated and even have fear about their job status, which usually leads to seeking jobs elsewhere 3. Another examples is students, especially hard workers who put so much efforts in their studies, they expect to get good grades for their hard work, but sometimes they are misjudged or marked unfairly, which can be seen when they compare their results or marks with e ach other, and when they think the marking procedure was unfair, they become hugely dissatisfied9. 2.3.5 Other Theories of Motivation There are many theories and models of motivation, which are not widely recognized as the ones explained before; here is a review of some of them: 2.3.5.1 The Incentive Theory of Motivation According to Kerr (1995), a reward can be very effective in boosting employee motivation. Whether it was tangible or intangible, when a reward is presented to an employee after a certain behavior or performance, it is more likely that the same desired performance will occur again. In addition, the sooner the reward is given the better, as its effect would be larger in employees minds, and later on, this performance becomes a habit by that employee12. However, as the author has noted, there might be some difficulties applying the technique efficiently by managers, because they should make sure that the reward is not just a simple reward, it should be s ome kind of a reinforcer, which is like a reminder to employees of the incentive they get for what they did, and later on this becomes embedded in their behavior, and a continuous source for motivation, and job satisfaction. 2.3.5.2 The Drive-Reduction Theory The theory was proposed by C. Hull (1940), who suggested that when a person experiences some kind of a biological drive or arousal to do something, that person will experience a driving force to do that thing. And whenever that person does the action, then the action would be reinforced. For example: when a person is hungry and wants to eat, there would be a drive to do so, but as soon as that person eats, the forced drive becomes reduced. However, the theory was not considered very successful because it did not explain clearly the motivation process9. 2.3.5.3 The ERG (Existence, Relatedness and Growth) Theory Suggested by Clayton Alderfer in 1969, who followed up on Maslows needs theory. He reestablished the order of needs into three categories: the existence category including Physiological and safety needs, the relatedness category including affiliation and esteem needs, and the growth category including self-actualization and needs 13, 9. 2.3.5.4 The Goal Setting Theory This is based on the idea that when an employee sets a goal for oneself, he/she will have to increase performance to achieve that goal. And whenever there is a difficult goal to attain, the performance will definitely increase to reach that goal and attain the desired outcomes 11. 2.4 Practices Companies may use in order to motivate their Employees in General Most successful organizations around the world motivate their employees. There are many methods a company or an organization may come up with to assist in doing so. A powerful new model to increase workplace motivation has been developed by Nohria and Groysberg, of Harvard Business School, and Lee, of the Center for Research on Corporate Performance14. T hey have conducted a survey on a wide range of employees from many companies, and came up with results which can identify how an organization can motivate its employees and satisfy their needs. They proposed that a motivating organization should implement several motivational techniques, including the following: It must provide an environment at the workplace that meets workers expectations and needs. Establish a fair Reward system for good performances. Create a culture that is full with collaboration and openness in order to improve bonds and communications between employees. Create meaningful and challenging jobs which help increasing workers motivations. Allocate resources fairly, and manage the processes and performances in a fair and transparent way. Furthermore on the practice of motivation within companies and organizations, below are guidelines for managers that can be used in order to motivate employees. They are based on the motivating people book (2009) written by Mike Bourne and Pippa Bourne15: Creating a motivating environment Managers must Support the performances of employees, by setting the goals of the organization clearly to them and directing their efforts into achieving those goals. They should boost their enthusiasm, provide them with the needed tools and resources, remove any constraints they may face, develop their training and skills, and supervise them in a positive way. They should create a high performance culture, and maintain the right working conditions. Recruiting the right people is necessary, and so managers must have successful criteria for recruiting. They should Measure employees motivation, by getting feedback from them, and by using a survey to show their motivation level, how they feel about their jobs, and what they need and expect from their jobs. Building processes for motivation Managers must design motivating jobs for their employees and continuously improve these jobs, which should be meaningful and have important outcomes. They should conduct appraisals and measure the progress of given tasks through feedbacks. In addition, they must set clear, important, and achievable objectives for their employees, and make sure they understand them. They should always provide the proper Training and development for their staff, and prepare them to grow within an organization. They must Recognize good performances by many ways including thanking them by emails or giving them some time off for example. Furthermore, they have to make sure that employees are paid and rewarded according to their performances, as their bonuses should be linked to their achieved targets, their pay should be linked to their performances, their incentives should be linked to their achieved goals, and the paying scheme should always be reviewed to make any necessary changes. Developing the skills for motivation Managers must be good motivators by sharing their visions with their teams, setting a ttainable and clear goals, always giving feedback to staff, rewarding good performances, and sharing the success with everyone involved in making it. They should make people feel valued by promoting or rewarding them, recognizing their efforts, and investing in their training and development. They should delegate tasks effectively to their employees, and be able to coach successfully on a daily basis, and therefore they have to develop their coaching skills constantly. 2.5 Practices Companies may use in order to motivate their Employees in Kuwait (Culture) According to a study of employee motivation in the Middle East (Bayt.com, 2009), 61% of Kuwaitis feel they are motivated at their work, ranging from highly to slightly motivated, which looks to be acceptable especially when compared with the average of all the other countries in the study which was 45% 16. When it comes to Kuwait, it is very difficult to find examples on how companies motivate their employees within, beca use there are not many studies conducted in the field. However, a number of companies understand the concept of motivation and follow strategic guidelines in doing so. First of all, Kuwait has two working sectors, the governmental and the private one. In the governmental sector, there are standard methods of motivations, which are very similar to a great degree, in all the ministries in Kuwait; they include some of the following parameters (Al-Watan newspaper, 2007)17: Yearly bonuses for excellence performers. providing scholarships for post graduate studies to superior workers training courses in Kuwait or abroad for high performance workers promotions for deserving workers sending special employees abroad to attend conferences and workshops Other fringe benefits including mobile phones, and cars with drivers. On the other hand, the private sector offers much more valuable and attractive rewards and benefits, which can be much more motivational to employees, including all of what the government can provide, but at higher levels. For example, yearly bonuses are highly dependant on the workers achievements, while in the governmental sector it is normally a fixed yearly bonus. Therefore, if a worker was affective in making a company a worthy amount of profits, there would be a large and satisfying reward awaiting, while if a governmental worker achieved the same outcomes; there will be the same yearly bonus which is given to any hard working employee, regardless of the size of the achievement. In addition, there could also be other types of rewards in the private sector such as the highly recognition of superior workers, as can be seen in the example of Zain telecommunication company, which sets very good standards for motivations that all other successful companies should follow (Al-Watan newspaper, 2007). Other companies which are highly motivational are the banks, especially before the economical crises in 2008. Banks always reco gnize good employee performances and apply excellent standards of motivational tools, which are one of the reasons why they are the most successful services sector in Kuwait (Global Magazine, 2009)18. Another example can be seen in successful investment companies such as Alimtiaz Investment. According to business news magazine (2009), there is a mystique when it comes to Alimtiaz, the culture is very friendly and loving, you can find workers from different departments helping and supporting each other, which is the theme of the company. It provides employees with the best rewards and fridge benefits compare to all investment companies in Kuwait. The yearly bonuses are very satisfying however based on productivity, in addition to other benefits like incentives and health insurance. An employee is able to complete studies and take courses on the expenses of the company, and regular courses are constantly provided to all employees. Basically, the management of the company, led by th e best professionals in Kuwait, has set an excellent example of excellence that should be followed in companies in Kuwait and worldwide19. 2.6 Pharmacists Motivation in the Public Sector in Kuwait When it comes to pharmacists in the public sector in Kuwait, not many efficient previous studies can be found. However, there is a study conducted by a previous Kuwaiti public pharmacist named Noura Al-Qenaee in 2009, she concluded a number of facts which could shed the light on the motivational status within the pharmaceutical public sector in Kuwait, including20: Firstly, Pharmacists working in the public sector may earn a fair salary compare to those working in the private one. They enjoy a good stream of relations, better working environment, and preferable job locations. On the other hand, they may experience inadequate career development, and lack of growth in the public pharmaceutical sector. Many of them agreed to have tremendous mental tension caused by heavy workload, working condition, unprofessional supervision, job stress, and lack of means to perform their job, which all are highly demotivational. The research also concluded that many pharmacists leave working for the Ministry of Health, and open their own private pharmacies, which can be very motivational for a number of advantages. It could be very profitable, especially if the location of the pharmacy was cleverly selected. It would provide more flexible work timings for the pharmacist, in addition to the possibility of having some challenges, which usually makes an entrepreneur motivated to improve performance, and succeed in the business. The next chapter will describe our methodology and research design.

Ethical Issues Surrounding Corporate Excesses Essay

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The Language Student Profile Is For Mrs. Elizabeth Flores...

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Pro Pain free essay sample

I have spent a good part of my time as any high school student has contemplating what my future holds. Ultimately, I know the choice is up to me, which is why I’ve decided over everything else, I would like to become a successful salesman of propane and propane accessories. Academically to prepare to fulfill my long sought after goals, I have taken advanced math classes as a high schooler to prepare for the onslaught of math expected in any sales position, and in college I plan to take even more math classes to further expand my mathematical skills. I’m also currently enrolled in an advanced physics which will hopefully give me the tools i need to learn the ins and outs of propane. Of course, selling propane and propane accessories is not just about mathematics and physics. It is about the customer which is why i am in an advanced economics class to learn more of the sales side of being a salesman. We will write a custom essay sample on Pro Pain or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Also I’m in theatre to become less shy and able to speak more confidently in front of strangers, which will be necessary if I want to close with a client. I understand that if i want to be a successful salesman I must convince the interested consumer that they need my propane and propane accessories; not only that, but i must convince them that I am the salesman to buy from. I must show them that I will provide better service and a better product. To better my personal interaction abilities, I spend as much of my free time as i can in public socializing. I have tried to learn as much as possible regarding human body language and how people interact. I will be able to tell if a customer is interested, and what selling points I need to focus on in order to reel the customer in. As for my future at your university, i will major in sales taking whatever classes are the most challenging so Ican become an even better salesman than the guy at the propane store next door. I will minor in chemical engineering to ensure I’ll be responsible near the tanks, and to expand my mind in general. Hopefully all of this will set me apart from the other propane salesman applicees.