Company Analysis of Nike 2014 Essay

INTRODUCTION/ COMPANY BACKGROUND This report examines NIKE Inc. one of the leading sports brand in the world. It uses business analysis techniques such as SWOT, PESTEL, Porter’s five forces, and Ratio analysis to analyse the business environment and performance of this company. NIKE Inc. is one of the world’s biggest sporting brand based in Oregon USA. Founded in 1968, NIKE is the world’s biggest designer marketer and seller of athletic footwear, sports equipment, apparel, accessories and services, by sales revenue of $21.5 billion in 2012 (NIKE, 2013). With 48000 employees, NIKE’s operation cuts across different regions in the world including Canada, Asia, Latin America, Europe, and Africa. They posted revenue of $25313 million in the 2013 financial year ending May 2013, the company has enjoy growth in its revenue since 2010, and this trend is expected to continue as they leverage on top sporting events to boost their brand image (Tefris 2013). PESTEL ANALYSIS PESTEL (Political, Economic, Social, Technological Environment, and Legal) analysis is a business analysis technique that is used to analyse the growth potential of a company. It helps firms identify the environment in which they operate, and can firms predict future circumstances and situations by using information and data it provides (Yà ¼ksel, 2012). This report provides a PESTEL analysis of NIKE in the following paragraphs. Political Political environment have a huge implication on the micro and macro environment of a business, and they can significantly influence a range of business decisions (Leslie and Phillip, 2012). Political environment includes political system, government policies and other trade related regulations. Some of the political factors that can affect NIKE includes the relationship between USA (Nike’s country of origin) and other host countries where NIKE operates (for example China). For example increased tension between US and China can lead to certain aggressive policies that can affect the company’s operations in China. Furthermore recent pressure on US firms to keep jobs in the US can affect plans for future factory locations of NIKE. Economical The economic environment of the countries NIKE operate in is very vital to the overall strategy and decisions of the company. These factors include the state of the global economy, economic incentives from the countries where NIKE factories are cited, the general economic condition of these countries, inflation rates and changing oil prices. All of these factors can affect the revenue of the company, increased economic growth in emerging markets such as Brazil and China presented a huge revenue opportunity for the company, however recent decline in the growth of the Chinese economy will also have some negative impact of revenue projections of NIKE. Social Social factors can influence the business decisions of NIKE one way or the other. These factors includes tradition, customs, beliefs, level of education, corruption, customer’s consciousness, changing lifestyle, and income distribution (Singla, 2007). For example increased consciousness to maintain healthy living will lead to more demand for fitness centres and gyms that in turn could lead to more sales revenues for NIKE. Furthermore clamour for increased better welfare for workers in clothing factories in countries like China, Indonesia, and Bangladesh, and pressure from the civil society groups like Worker’s Right Consortium on companies like NIKE to ensure their suppliers follow health and safety standards are among some of the social situations and issues the company have to contend with. Technological The commercial success of NIKE’s product is based on technical innovation and quality control in the design and manufacturing process of footwear, athletic equipment, and apparel (Nike, 2014). For this reason changes in technological factors can have serious impact on the overall operations of the company. For example new technology can lead to new products, improve the manufacturing process, and improve the distribution network. This implies that the revenue of NIKE can increased, or there could be reduction in the cost of manufacturing due to better technology. To maintain competitive advantage the company need to constantly understand the technological factors that affect them. Environmental Business operations of firms such as NIKE can have huge impact on the environment. Factors such as climate change, waste management, water management, and use of hazardous chemicals are all environmental impact areas the company has identified. NIKE highlights its commitment to reducing the impact of the company’s operations through understanding how related these factors are, and how a coordinated approach in the design of its product and processes can mitigate the impact on the environment, and on their business. Legal The judicial system, consumer rights, trade treaties, and ethical codes are all legal factors that affect NIKE. Constant understanding of laws and regulations is imperative to avoid serious legal implication for the company. Gotham (2013) highlights that one serious legal related issue NIKE needs to constantly deal with is the issue of counterfeit product. Ensuring that fake NIKE products are not wide spread is necessary to keep the NIKE reputation, and avoid lawsuits that can increase the legal cost of the company. Furthermore, keeping ethical standards is very vital in protecting the NIKE brand. SWOT ANALYSIS SWOT is a management tool that is used to build strategic business plans (Amin et al, 2011). It is widely used in business due to its simplicity of its four factors (Strength, Weakness, Opportunity and Threats) and its flexibility (Al-Araki, 2013). The SWOT analysis of NIKE is presented in the next few paragraphs below. Strength One main strength of NIKE is its dominant position in the market, and the strong brand portfolio of the company. According to Forbes (2014a) NIKE’s market share in the global footwear market reached 18.6% in 2012, and it is expected to rise to 27% in the long run. The main source of value for NIKE are footwear and apparel that are sold under the NIKE brand, together they make approximately 70% of the overall value of NIKE (Trefis, 2014). This competitive brand portfolio of NIKE and the dominant position of the company  are key strengths that enables the company outperform the industry. Weakness Watts (2009) asserts that one of NIKE’s weakness is their inability to address problems linked to their labour and factory conditions. The company has been consistently criticised for its lack of control, and dependence on contractors and manufacturers that do not meet labour standard, safe factory conditions in Pakistan, Bangladesh, Indonesia, and China. This has caused to bad publicity for the company, and increased calls for product boycott in recent years. Furthermore the company’s focus on quality could be a potential weakness as it explore emerging market like Brazil, because its price points will be higher and some customers in these markets could lack the level of income to purchase their products. Opportunities Increased growth in emerging economies presents a huge expansion opportunity for NIKE. The company’s management believes there is high potential for their products in markets such as China, Brazil, and other emerging countries (Trefis, 2011). The growth these economies enjoy expands the global footwear market, and NIKE is in a strong position to tap into this growth opportunity. Furthermore the increasing use of multi-channel platforms such as online and mobile for shopping is an opportunity for NIKE to reach out to more customers worldwide. Threat The company’s main threat is its increasing competition, the intense competition and unpredicted changes in in technology and consumer preference in the industry NIKE operates presents a huge risk that can threaten the operations of the company (NIKE, 2013). Some of the main competitors that remain a threat to the company includes Adidas, Puma, and Under Amour. Furthermore, the strong brand value of NIKE products increases the risk of counterfeiting of their products. This is a constant threat the company needs to tackle to ensure it doesn’t lose brand value and revenues. PORTER’S FIVE FORCES ANALYSIS Porter’s five forces analysis helps firms to understand the competition and profitability in an industry, the framework includes potential entrants, industrial competitors, suppliers, buyers and substitutes. According to  Porter (2008) understanding the competitive forces, and their fundamental causes enables companies see the root of current profitability of an industry, while it provides framework that helps anticipate and influence competition over a period of time. The following paragraphs give analysis of the how these five forces influence the competition of NIKE. Potential Entrants Potential new entrants into the market can cause NIKE to lose market share, however in the current situation the risk of potential new entrant to NIKE is minimal because of the high entry barrier because of the established nature of the global sportswear industry. While the risk of new entrants is low, it should be noted that there is a risk of new entrant into NIKE’s existing product line, this can lead to loss of sales and revenue. The company needs to channel its energy into continuously expanding its market share through improving on existing products, and introducing innovative products that will enable them maintain their competitive advantage. Level of competition The level of competition in the global sport footwear and clothing industry is very high. NIKE faces stiff competition from other brands like Adidas and Puma. According to Forbes (2014b) the company faces tough competition in emerging markets and Western Europe, as rival brands like adidas increases their competitive campaign through lunch of products and other related activities aimed at gaining back lost market share. Furthermore, NIKE also faces competition from local brands like Li Ning as they expand to emerging markets like China. The company need to work very hard to continue to protect and expand its brand, for them to be able to maintain the dominant level they are presently. Bargaining Power of Suppliers Suppliers often determine the success of companies selling a product (Bode et al, 2011). However, the availability of commodity items like rubber, and cotton NIKE uses for the production of its goods, and the high amount of suppliers in the industry gives the company absolute advantage over its suppliers. NIKE can choose to switch to any supplier at any time with less cost implication, and low risk of disruption to it supplies due of its brand reputation. Furthermore, every supplier will want to do business with NIKE because of the huge manufacturing ability of the firm. This gives NIKE power over its suppliers, and guarantee of steady supplies. Bargaining Power of customers The loyalty of customers to NIKE brand gives the company bargaining power over its customers. NIKE can decide to set its prices at high levels because it knows customers are willing to pay to be identified with its brand. As long as the company continues offer products that are innovative and appealing to its customers, the company will continue to maintain it strong position, and attract more customer loyalty (Lussier and Kimball, 2014). The bargaining power the company has over its customers gives them a great deal of flexibility in their pricing. Threat of Substitutes There is a high tendency for customers to substitute NIKE products for other brands when they face squeeze in their income during economic downturn. This is due to the fact that NIKE product are considered pricey can could be considered luxury product among certain middle class families if there is a squeeze on their disposable income. Competitors can capitalise on this to release cheaper products that will be appealing to these customer during economic slowdown, therefore NIKE need to constantly monitor the overall economic wellbeing of its customers before introducing any product. ANALYSIS OF NIKE FINANCAL RATIO *Extracted data Ratios Formula 2013 2012 2011 Asset Turnover Ratio Revenue/Total Assets 1.44 1.51 1.39 Return on Assets(ROA) Net Income/Total Assets 14.13% 14.37% 14.22% Return on Equity(ROE) Net Income/Equity 22.28% 21.41% 21.67% Gross Profit Margin (Revenue-COGS)/Revenue 43.59% 43.50% 45.58% Quick Ratio (CA – Inv.) / CL 2.60 2.22 2.19 Current Ratio CA/CL 3.47 3.05 2.85 Debt Ratio Total Debt/Total Asset 7.89% 2.49% 4.42% Debt to Equity Total Debt/Total Equity 12.44% 3.71% 6.74% Inventory Turnover COGS/ Inventory 4.16 4.09 4.35 Receivables Turnover Revenue/Receivables 8.12 7.45 6.65 *P/E Ratio 22.90 22.40 18.90 *EPS 2.71 2.37 2.20 Nike’s revenue increase by approximately 8% in 2013 from 2012 figures, looking at the profitability ratios in the table above, it can be observed that the company’s profit margin reduced from 45.89% to 43.50% in 2012 and slightly increased later in 2013 to 43.59%. The gross profit margin is a reflection what is left after the cost of production is deducted, other profitability ratios such as ROE also shows upward trend from 2011 to 2013 indicating a favourable year for the company compared to its 2012 figures. This according Forbes (2014a), and NIKE was as a result of pricing actions, and reduce cost of material such as cotton, and lower investment activities by the company in 2013. The asset turnover of the company reduced in 2013 compared to 2012, this could be attributed to the fall in sales in China one of the biggest market for the company. Furthermore, looking at the liquidity ratio of the company, it can be observed that its current and quick ratio  have been i ncreasing within the period under review. For 2013 quick ratio was 2.60times an increase from 2.22times in 2011, this is well above the industry average which is currently at 0.77times. The current ratio of the company has also been increasing in the years under review, this reflects a strong financial position for the firm because it indicates that the company will be able to meet up future debt obligations. Other solvency ratios such as debt ratio and debt to equity ratio saw a high increase from 2.49% and 3.71% in 2012 to 7.89% and 12.44% respectively. This is an indication that the company relies on debt to fund its assets, this can be due to the strong liquidity position of the company which is reflected in its quick and current ratios. The company has the ability to meets its debt obligations so the risk of using debt of using debt is low. Finally from the efficiency ratios it can be observed that the inventory turnover for the company reduced from 4.35times to 4.09times in 2012, and later rose slightly to 4.16times in 2013. This indicates that the company is still slow in the number of times its inventories is sold and replaced compared to the 2011 figure. This could be as a result of the slow recovery of most countries coming out of recession, and slow growth in key markets for NIKE. However this is not a problem peculiar to NIKE, and the company is still above the industry average of 3.6times. The receivable turnover of the company has been increasing within 2011 and 2013, it is possible that this also adds to the increasing liquidity position of the company. The EPS of the company has observed an upward trend from $2.20 in 2011 to $2.71 in 2013, also its P/E ratio also increased 18.90% to 22.90% this is an indication of NIKE’s profitability within these years and it reflects NIKE’s strong position among the investing community. The increasing P/E ratio of NIKE also indicates investors’ confidence in NIKE’s future earnings and the growth prospect of the company. In conclusion, from the analysis of NIKE financials it is evident that the company maintains a strong position in the industry, because of its inc reasing revenue despite slight drop in certain emerging market, its liquidity position is strong compared to industry average and their growth prospect is also high as reflected in their growth ratios. ANALYSIS OF SHARE PERFORMANCE Figure : Movement of Nike share price in the past 6 months. The figure above presents the share performance of NIKE for the past 6 months, from the figure it could be observed that in the third quarter of NIKE’s financial 2013 year ending May 2014, the share price of the company observed a sharp drop to $70.51, then rose to $79.64 reaching its peak in the period under review. The share price dropped to $73.2 and since then have been fluctuating within 70 and $71. According to NIKE (2013) fluctuations in NIKE share prices can be attributed to various factors that affects performance in these quarter, they include the seasonality of its products, general economic condition, weather condition, and changes in consumer preference. However, dividend pay-out announcements, expectations of quarterly results and other industry related factors could also lead to the fluctuations of NIKE share price. Overall NIKE’s share performance has been fairly stable at $70-$80 as no highly significant drop have been observed in the period under revie w. CONCLUSION In conclusion, the analysis of NIKE indicates that it remains one of the biggest sports manufacturing brands in the world. The company’s focus on manufacturing innovative products has kept them in a very strong position in the sportswear and clothing industry. Though the global economic growth has slowed down slightly, and this has also affected key emerging markets such as China, growth projections for NIKE remain strong as investors believe the company has the ability to fight off intense competition and continue to expand its dominance in the market. It is very imperative for the company to continue to maintain its level of innovation to ensure continued customer loyalty and increasing revenues. References Al-Araki, M 2013, ‘SWOT analysis revisited through PEAK-framework’, Journal Of Intelligent & Fuzzy Systems, 25, 3, pp. 615-625, Business Source Premier, EBSCOhost, [Accessed on 19th June 2014]. Amin, S. H., Razmi, J., & Zhang, G. (2011). Supplier selection and order allocation based on fuzzy SWOT analysis and fuzzy linear programming. Expert Systems with Applications, 38(1), 334-342. [Online] available from Science Direct Platform on: http://dx.doi.org/10.1016/j.eswa.2010.06.071 [Accessed on 19th June 2014]. BanJo , S. (2014) Inside Nike’s Struggle to Balance Cost and Worker Safety in Bangladesh. Wall Street Journal. [Online] available from: http://blogs.wsj.com/frontiers/2014/04/22/inside-nikes-struggle-to-balance-cost-and-worker-safety-in-bangladesh/ [Accessed on 17th June 2014]. Bode, c, Wagner, s, Petersen, k, & Ellram, l (2011), ‘understanding responses to supply chain disruptions: insights from information processing and resource dependence perspectives’. Academy Of Management Journal, 54, 4, pp. 833-856, Available on Business Source Premier, EBSCOhost, [Accessed on 17th June 2014] Forbes (2013) Nike Shares Can Find Some Zip on Emerging Market Sales [Online] available from: http://www.forbes.com/sites/greatspeculations/2013/04/11/nike-shares-can-find-some-zip-on-emerging-market-sales/ [Accessed on 17th June 2014]. Forbes (2014b) Nike Faces Tough Competition In Europe and China. [Online] available from: http://www.forbes.com/sites/greatspeculations/2014/03/04/nik e-faces-tough-competition-in-europe-and-china/ [Accessed on 17th June 2014] Forbes. (2014a) Nike Brand Apparel Division in Focus. [Online] available from: http://www.forbes.com/sites/greatspeculations/2014/03/20/nike-brand-apparel-division-in-focus/ [Accessed on 17th June 2014]. Gotham, S. (2013) Nike’s Changing External Environment. Nike.Blogpost [Online] available from: http://philnike.blogspot.com/2013/02/nikes-external-environment.html [Accessed on 18th June 2014]. Hamilton, Leslie & Webster, Philip, (2012) The International Business Environment, Oxford University Press, 2nd Edition. Lussier, R, Kimball, D, (2014), ‘Applied Sport Management Skills’, Elms College, 2nd Edition. NIKE Inc. (2013) Annual Report and Notice of Annual Meeting. [Online] available from: http://investors.nikeinc.com/files/nike2013form10K.pdf [Accessed on 18th June 2014]. ‘NIKE, Inc. (2014) NIKE Inc. SWOT Analysis, pp. 1-8, [Online] Available from Business Source Premier, EBSCOhost , database [Accessed 18 June 2014]. Porter, M. E. (2008) The five competitive forces that shape strategy. Harvard business review, 86(1), 25-40. Singla, R. K. (2007) Business Studies. Prince Print Process, New Delhi. Tefris. (2013) Here’s What Matters For Nike’s $56 Valuation. [Online] available from: http://www.trefis.com/stock/nke/articles/167536/heres-what-matters-for-nikes-56-valuation/2013-02-12 [Accessed on 18th June 2014]. Trefis (2011) Nike’s

My Family Essay

Ever heard the saying, â€Å"blood is thicker than water†? If yes, you know it means no bond is tighter than your family. In our families we love, serve, teach, and learn from each other. We share our joys and our sorrows. Family ties may bring us difficult challenges, but they also give us strength and some of our greatest happiness. Through my own personal perspective, if you don’t have family, you don’t have anything. Thinking to yourself, you have it all, each time you see them cross your path. Blood makes you related, loyalty makes you family. Families are so important because we are born into them, marry into them, and even create them among the people we love. They come large and extended or small and eventually grow out into a huge bunch. But whatever their size or wherever they live, strong families give us the nurturance and strength we need in order to survive. I cannot express how blessed to have been born into the family I have. Of course no Brady bunch is perfect but one thing is for sure, everything WE do, we try to do it right. Throughout our lives, most of us find ourselves living in two types of families, our family of orientation and our family of procreation. I bet your face expression is awkwardly confused, but let me break it down real simple for you. Our family of orientation is the family in which we were born into. We had no choice as to who our parents would be, and most definitely had no clue what genes we would inherit. We had no say in our early intellectual stimulation, or in how our emotional or survival needs would be met. I guess you can say, it is all a matter of destiny and who god imself wanted to place you with in regards to the life he has planned for you. Our family of orientation, however, is the institution that hopefully gave us the sense of stability and protection that we all need. We had to rely on our family of orientation to provide the nutrition, shelter, and assistance in learning how to walk, talk, and eat. When at our best, the family teaches the finest things human beings can learn from one another such as, generosity and love. But, it is all too often where we learn nasty things such as hate, rage and shame. My family falls deeply into the good traits, my parents are soft and gentle, but can also be cold as ice when it comes to messing with their kids and family members. One thing in my family that you simply do not do, is mess with myself or my younger siblings. I inherited both of their traits equally, I can be as sweet as a fine sliced piece of cake, or as cold as walking out on below 0? floor, barefoot. Moving on to your family of procreation, once you enter into adulthood, you then find yourself in your family of procreation. The difference between the two is important. The choices which led up to this family of procreation are only yours. When you marry, you have to choose the one you marry. Factors included with that individual’s looks, personality, abilities, knowledge and interests. Sometimes you even get what I call, a â€Å"combo deal†. Pretty self explanatory, your partner may bring along his relatives and sometimes even children. Into what you ask? Into your marriage, that’s what. Of course we always hope and pray, that individual did not bring with him baggage from his family of orientation or previous relationships, but rather positive experiences from one of the other or both. O ne important subject I’d love to get a little more in depth with is the true values of a happy family are. As I previously stated, my family is nowhere near perfect but we try to do whatever it takes to keep our heads held high. Although being Mexican-American can pretty much sum up to why we are stuck together like glue at all times. Our culture is really big on staying together, and doing whatever it takes to get to the top as a whole. Growing up my parents taught me a couple of unique values to always carry at hand. They mean a lot to me and as a whole, they are the foundation I grew up from into who I am today. In our home family values are rules or ideals that, as a family, we agree to live by and stay true to. Having strong well defined family values helps set the foundation for a strong, tight knit family. When educated long enough this closeness provides a soft place to fall when life doesn’t go according to plan. Strong and consistent family values are important in building trust and confidence in each family member. I just want to explain a couple that are important to me and my household, although I’m sure you will obviously relate. We are a very close family, one thing about us, we all want to feel wanted. Come on, who doesn’t want to feel like they belong? It is important that each member of my family feel that they are loved, that they belong and that they matter. Being a united family could mean that you spend every spare minute together doing family activities but keep in mind that everyone is different. Creating a strong family is great, but each person should be allowed the space and freedom to explore the activities they think they may enjoy. People are braver and more willing to take chances if they know they have a safe place to come back to when things don’t quite work out.   Ã¢â‚¬Å"Family is not an important thing. It’s everything. † I’m all for order, schedules and structure in my family to help maintain some level of reason. But too much structure and the unwillingness to give a little can result in a lot of unhappiness and dislike. The more flexibility you have in decision making, for example, the happier your family will be for it. I know I personally love having a say in everything, sometimes even having the last word is all it takes for me to be happy. Imagine one member of the family always thinking they are right and enforcing their way of doing things. Flexibility in the family will certainly ease of a little less unhappiness off and bring out the happiness within. * 2 of my favorite and most important family values are respect and honesty. I swear I cannot stress enough how crazy important these factors are to my parents and although these two are a bit more difficult to define because they hit a ittle more into the heart than others. For my family, to respect each other is to take feelings, thoughts, needs, and preferences in to account when making decisions. It also means acknowledging and valuing everyone’s thoughts, feelings and contributions to the family as a whole. Respect is indeed earned and there is a very fine line between it and fear. The only way to earn and keep someone’s respect is to first show them respect yourself. That is the most important rule in our household. Respect is an important family value will extend out of the home and into school, work or other social settings. Honesty is something I learned the hard way, so many problems entered my life thanks to lack of honesty. This is the foundation of any relationships that are meant to last. Mother-daughter, husband-wife, sister-brother. You name it. Without honesty a deeper connection will not form and certainly won’t last. Encourage honesty by practicing understanding and respect when someone tells you of their wrong doings. If we lose it and get angry when we’re told what has happened the other person will be more likely to hide it from you next time simply to avoid the disrespect. * My parents always taught me to be humble no matter what. Giving without thinking â€Å"what’s in it for me† is an important value for anyone wanting to be a responsible, contributing member to society. Through generosity we build empathy since we tend to think more about what people want or need. Being generous doesn’t mean simply handing over money to someone in need. It can also include giving your time, love, attention or even some of your possessions. Being generous is the same as being humble with other people around you. Respect your elders, always forgive, take responsibility, and give! To gain respect, you must first earn it, in order to earn it, give it! Values are essential to living a happy and meaningful life. It is family members who come to your rescue in the need of hour and stand by you when you feel lonely. They give you mental as well as financial support. You can share your problems if you have any with your family members. So it is family which is more important than anything. So take care of your family, they are all you truly have. A close bond with your family now is a bond that will get stronger as you go. I would never trade my family for anything or anyone in the world. Where ever I go, I’ll make sure they tag along with me.

Hopi Indians Essay

The name â€Å"Moqui,† or â€Å"Moki,† by which they have been popularly known, means ‘dead’ in their own language, but as a tribal name it is seemingly of alien origin and of undetermined signification Bandelier and Cushing believed the Hopi country, the later province of Tusayan, to be identical with the Totonteac of Fray Marcos de Niza. The Hopi first became known to white men in the summer of 1540 Located in Arizona Buildings like steps Natacka Festival: This festival is somewhat like Halloween, only the trick and treaters are adult men. During the 9-day Hopi purification ceremony, giant Natackas (men in costume) go from house to house, begging. The Natackas hoot and whistle if they are turned down. Jewelry: The southwestern tribes used turquoise to make jewelry, and still do. They believed turquoise was the stone of happiness, health, and good fortune. Before kids could become adults and marry, they had to pass a test of courage. Girls would go off with the women, and boys with the men. The actual coming of age ceremony for each individual was secret. But all ceremonies were tests of courage. Infants: A blanket and a perfect ear of corn were given to an infant child. Parents couldn’t name the babies, the village leaders had to. Naming a baby was very important to the Hopi. Everyone in the village made suggestions. The parents would not be the ones to finally name the baby. That honor was reserved for the tribal or village leaders, not the parents. But everyone in the family could come with blessings and give suggestions of names for the baby. Have their own reservation called Hopi Reservation The Hopi Way is one of peace and is holistic; their name Hopituh Shi-nu-mu, can be interpreted as â€Å"The Peaceful Little People.† All of daily life is part of their religion, and their belief is to help others improve their life. Twelve clan groups, called phratries, have many clans within them, each with its own ceremonies and sacred fetishes. Though men are the religious leaders, the children inherit the clan of their mother. Though the men own the livestock and the fruit trees, the women own all the land, even that under the fruit trees. As many as 24 varieties of corn are grown and due to arid conditions the roots may grow 20 feet down. Each plant has many ears of corn. To supplement the staple of corn the Hopi gather more than 100 wild plants. Kivas are the center of religious life and are mostly used by the men. Stone walls line the underground chambers and a hole sipapu in the floor of the kiva symbolizes the exit from the ant people’s domain. Religion is life for the Hopi and binds the village into a solid community. Most ceremonies relate to rain. Katsinas or kachinas, of which there are about 350, are the guarding spirits that come down from their world at winter solstice, remaining in the people until summer solstice. Saquasohuh is believed by some to represent the Hale-Bopp comet. The Wuwuchim ceremony includes a song that tells of this, and this song was sang in 1914, preceeding WWI, in 1940, pre WWII, and again in 1961. The Hopi say that the emergence into the Fifth World of the future has begun. The sacred clowns of the Hopi have a unique function in their society and the religious right to enact by negative example what should not be done. Humiliation and ridicule are their methods, and no one is immune to their rudeness. Stripping another naked is not going too far. Misbehavior of people in the community is dramatized, and the culprit takes the hint. The clowns are the ultimate tradition keepers. If work needs to be done the clowns recruit the workers. They cannot be denied. White ways, such as money, missionaries, and teachers sent to the Hopi have been the subject of the clowns’ derision. The Hopi are skilled in weaving, dyeing, and embroidering blankets, belts, and kilts. Their textile work is durable, and shows a great variety of weaves. The dark-blue blanket of the Hopi woman is an important article of commerce among the Pueblos, and their embroidered ceremonial blankets, sashes, and kilts made of cotton have a ready sale among neighboring tribes. Although the Hopi ceramic art has somewhat deteriorated in modern times, fair pottery is still made among the people of Hano, where one family has revived the superior art of the earlier villagers. They weave basketry in a great variety of ways at the Middle Mesa pueblos and in Oraibi; but, with the exception of the familiar sacred-meal plaques, which are well made and brightly colored, the workmanship is crude. The Hopi are clever in making masks and other religious paraphernalia from hides, and excel in carving and painting dolls, representing kachinas, which are adorned with bright feathers and cloth. They likewise manufacture mechanical toys, which are exhibited in some of their dramatic entertainments. Nowhere among the aborigines of North America are the Hopi excelled in dramaturgic exhibitions, in some of which their imitations of birds and other animals are marvelously realistic. Most ceremonies relate to rain. Katsinas or kachinas, of which there are about 350, are the guarding spirits that come down from their world at winter solstice, remaining in the people until summer solstice. White ways, such as money, missionaries, and teachers sent to the Hopi have been the subject of the clowns’ derision. The clowns are the ultimate tradition keepers. If work needs to be done the clowns recruit the workers. They cannot be denied. The sacred clowns of the Hopi have a unique function in their society and the religious right to enact by negative example what should not be done. Humiliation and ridicule are their methods, and no one is immune to their rudeness. Stripping another naked is not going too far. Misbehavior of people in the community is dramatized, and the culprit takes the hint.

Film analysis 2 Essay Example | Topics and Well Written Essays - 750 words

Film analysis 2 - Essay Example The gifted jazz musicians try to put together their band. They search for their big hit while their lives are entangled in one night stands and flickering love affairs. The narrative or the genre is uncanny because it is a collection of different genres. It is a musical due to so many musical numbers in the movie. It is also a drama for the characters represent different traits. There is a character played by Jack Carson which is the manic-depressive bandleader, while Elia Kazan plays the free-spirited clarinetist. The movie also incorporates the film noir genre which is probably its highlight. An escaped convict joins the band and starts his affair with the femme fatale, played by Bettie Field. This unholy union proves to be the cause of the band’s destruction. Hence the narrative structure is a collage of different film genres. Storytelling and narrative are similar in the sense that the story incorporates so many genres that it is difficult to establish a conventional ‘storytelling formula’. There are many twists and turns that movie is hardly predictable. It also makes audience confused which is evident by mixed reviews about the movie (Othman, 1941). The way the band gets together is strange but very interesting. Somehow the band members get locked up in the same cell at a police station where they hear a blues singer singing. It is a perfect beginning for the movie as it serves as the hook of the whole plot. The audiences start thinking about this new form band and think whether it will do good or will become oblivion. The New Jersey roadhouse called The Jungle becomes their first performance stage. The way screenwriters connect the bad with this roadhouse is through a character named Del. the meeting between the two is so strange that the character first robs them and then shows them the way to the roadhouse. After watching the movie the audiences might feel a little

Strategic Management in Burberry Essay Example | Topics and Well Written Essays - 2500 words

Strategic Management in Burberry - Essay Example This paper illustrates that Burberry is focusing on cost-effective measures and maintenance of quality. Burberry promotes efficient sourcing of goods and competitive prices. The strategic team of Burberry group has a clear plan for creating brand awareness and sustained brand aura. The apparel company is investing in a diversification of product lines. Burberry is using technological innovation to cope with the changing consumer needs. The management personnel is developing software has made it easy to monitor progress and superior designs besides marketing the products. Unlike in the last many decades, it is harder to earn consumer loyalty in the modern times. This means that the company needs to work extra hard to maintain the high standards of the brand. This shall entail changing the products lines and options. This shall make the consumers feel accommodated. The constant evaluation of the product lines makes the organization to adjust to the evolving needs of the customers. The company needs to expand the product portfolio. This entails removing outdated parts of the product line. Burberry must constantly research on their products in order to update the product lines. Burberry has had a strong brand over the years. This can cause the company to win awards and consumer loyalty. However, the competition from emerging companies and rivals has caused the company to reinvent its marketing and operational strategies. The company is using celebrities, promotions, and advisement to appeal to customer besides establishing its brand through durable and competitive products. The company has enormous opportunities for expanding the product lines and targeting all classes in the society in increasing its revenues. Burberry is globally renowned for influencing the luxury sector. The organization plays a principal role in designing and marketing the market-wear by women and men. The company also specializes in the children wear categories. The company had a robust distr ibution network that entails diversified retail stores. The company has invested in wholesale and other licensing channels globally. The organization operates it businesses by channels, regions, and products. The Burberry group has strong distribution systems in Spain, Asia, Europe and Americas through selective distributive channels. Burberry has licensed third parties for the process of production and distribution of products that carry its trademark. The head-quarter of the company is in London, United Kingdom. The purpose of this essay is to review the strategic management of Burberry group.

Executive management in Law Enforcement motivation theory Essay

Executive management in Law Enforcement motivation theory - Essay Example This was the time in 1994 when law enforcement was becoming increasingly complex and dangerous because many criminals had access to greater firepower and were more disposed to use it than the police forces. Upon identifying the main reasons behind employee turnover rate, when in 1994, the Clinton administration developed a program to help fight crime by putting 100,000 new police officers on the street, the concept of the "thin blue line" enabled communities to commit extra police resources in areas, such as community oriented policing, that previously had been neglected (Schwabe, 1999, p. 1). There was another challenge waiting for law enforcement agencies to test and implement their enforcement strategies so as to detect the offensive behaviour of crime and criminality. That was only possible in circumstances where criminal motivation was understood by FBI and other law enforcement agencies. (Journal of Power and Ethics, 2001) On the other hand motivation was also required by the agency officers and other managerial staff in order to conduct various operations against crime. (Stuart, 2005) When it comes to managing law enforcement, the contribution of technology driven human resource cannot be ignored. So, if technology can improve public safety and be an efficient use of resources, what about human resource Of course it is the man power that uses technology as a means to fight crime thereby diffusing security and safety issues among the public. Now, the thing that bridges the gap between technological resources and utilization is human resource, and the persuasion behind human resource is that of 'Motivation Theory' we would discuss later. The law enforcement management characterises the behaviour of offenders as purposive. Why it is so Because it is the behaviour of the offender that purports the law enforcement management to understand the purpose behind the crime, in other words to help the management understand the motivation for that behaviour. According to Wortley (2002) in context with the offender, it is the decision of the offender to engage in a particular behaviour that creates four cost-benefit dimensions: the perceived effort involved that indicates how difficult is the behaviour to perform, the perceived risks involved in detecting and punishment, the anticipated rewards and the anticipated feelings of guilt or shame (Wortley, 2002, p. 33). Law enforcement management is incomplete without 'technology', from latest computerized equipments helpful in analyzing DNA of the culprit to the integrated data systems, human resource is the basic tool which works behind various law enforcement agencies and National Crime Information Centre (NCIC). Either in the form of field officer or an advocate, there is one single factor responsible for making them work effectively and efficiently: 'Motivation'. What is 'Motivation' in Management Motivation refers to those levels of satisfaction within an individual that are fulfilled by the direction and performance of that individual with respect to acquiring a positive or a negative outcome called as a 'reward'. This reward may be 'extrinsic' - a tribute given by another person or 'intrinsic' - a tribute that occurs within a person. It is this motivation that makes

Business Report Dissertation Example | Topics and Well Written Essays - 2000 words

Business Report - Dissertation Example Moreover, this strategy also depends upon the institutional framework, regulatory and economic development policies. Aim This study will propose and develop several new tourism strategic policies and planning frameworks for Singapore on the basis of imaginary scenario. Bali, Kuala Lumpur and Bangkok are the three major international airports near Singapore. These airports have been closed down due to several natural calamities and disasters. The tourism policies and plan will help Singapore to clatter the extra demand from these affected countries. Scope However, it has been identified that the tourism industry in Singapore has incurred significant losses during the global economic slowdown of 2007-09 and after that Asian Financial Crisis era. The growth rate of Singapore’s tourism industry has declined by 9.2 percent in 2010. At that point of time, the Singapore Tourism Board assumed that the country has the potential to attain a target of 17 million international visitorâ₠¬â„¢s arrival. Moreover, the board had a target of 30 billion Singaporean dollar revenue. According to some recent facts, figures and information of tourism industry and present economic scenario, it can be stated that the target would be challenging enough (Bagozzi, Gopinath, & Nyer, 1999, p.12). Growth Rate in Next Five Years The tourism industry of Singapore will feel huge pressure in order to control the crowd of several international and domestic touri sts as the three international airports, such as Bali, Bangkok and Kuala Lumpur have between closed down due to the natural calamities. The tourism industry and government should implement plans and policies collaboratively. Singapore is one of the leading tourist destinations in the South-East Asia (Balderjahn, 1988, p.7). Almost 10 million people used to visit the country in every year. Their modes of transport are airlines and cruise. The next parts will propose several tourism plans and policies and implication of those polic ies. The government should look to increase the number of airport in order to control the increasing number of tourists. Moreover, the government should approve the licensing of casinos. These implications will help the industry to grow in next five years. Moreover, by the implementations of plans and tourism policies, the tourism industry will be able to achieve 100% growth in the first year and 50% in next four years. Answer 1: Identification and Explanation of Policies and Plans In the current situation of declined growth of tourism industry in Singapore, it can be recommended that the tourism board and authorities of the country need to develop and implement several effective strategic policies to boost the growth of this industry. In this report there are few important policies and plans have been recommended for the growth of this industry in Singapore. Five Year Economic Plan Next five year economic plan of Singapore should focus on the development of tourism industry. Under this five year plan, several approaches can be suggested. National tourism policy, rural tourism policy, community based tourism policy and nature based tourism pol

BIOTECHNOLOGY & GENETIC ANALYSIS Essay Example | Topics and Well Written Essays - 750 words

BIOTECHNOLOGY & GENETIC ANALYSIS - Essay Example This is mainly attributed to accumulation of pollutant along the path of river and hence bacterial population need to evolved catabolic capability to survive and hence more plasmid bearing bacterial population were found in second sample. Similarly most of the plasmid was found to be in size range more than 35 KB clearly indicates most of them are Conjugative plasmids as this group of plasmid has more number of genes compared to non-conjugative plasmid to carryout conjugation process and hence larger the size. Here re-suspension solution constitutes of glucose, EDTA and Tris each have its own role. Glucose provides osmotic stress and EDTA as chelating agents which binds to heavy metals and helps in disintegration of cell wall, Tris act as buffering agent and maintains pH of over all reactions to avoid any pH dependent side reaction. In this stage cell become highly fragile and some are break open. This solution is mixture of SDS and NaOH. Here NaOH provides alkaline condition which helps in cell lyses and denaturation of DNA while SDS dissolves cell wall constituents and induces extensive cell lyses. It also helps in proteins denaturation and precipitation. In this stage most of cell constituents get denatured including genomic DNA, But as plasmid is in its CCC (covalently closed circular) forms will not denatured completely and most of them remains in its native configuration. Step 4: Neutralisation Solution Here potassium acetate and acetic acid act as neutralizing agent to bring back the pH to normal. Similarly it induces the renaturation of DNA. Because of larger size most of the Genomic DNA remains denatured and mingled with proteins remains with cell debris while plasmid being smaller molecule except out to supernatant . Step 5: centrifugation at high speed; During this stage all cell derbies along with genomic DNA settled at the bottom of tube and being smaller in size plasmid remains in supernatant. Which subsequently used for further purification and transformation. Ans 3 protocol 6: Here we have two different observation 1) colonies from tube 2 grown as blue colored colonies 2) while from tube 3 there is mixture of blue and white. This can be explained as follows. In case of tube 2 there is only vector pGEM3Z used for transformation. The plasmid pGEM3Z have lacZ gene as marker which code for enzyme called beta glycosidase. After transformation cells where plated on LA supplemented with X-gal and IPTG. Now in presence of IPTG expression of lac Z induces and leads to synthesis of beta-glycosidase which subsequently acts on X-gal and cleaved it to chromogenic intermediate give rise to blue color. While in case of tube 3 there was plasmid vector along with insert gene (ligation mixture) and plated on similar plate after transformation. As vector pGEM3Z having MCS (multiple cloning sites) in side the lacZ gene any insertion or recombination leads to inactivation of lacZ (insertional inactivation). Inactive lacZ will not code for functional beta glycosidase and hence colonies having insertion give rise to white colors. In another scenario where cut plasmid re-ligated without any insertion during

St. Augustine's election VS free will Essay Example | Topics and Well Written Essays - 3000 words

St. Augustine's election VS free will - Essay Example According to St. Augustine sin is the consequence of free will of human. In the words of Allen (2003), â€Å"According to St. Augustine's free will theodicy (AFWT), moral evil attends free will†. It is also believed that God has created human with the eligibility of enjoying free will. Free will in this sense denotes having the capability to cooperate with God, i.e. to do the right as well as wrong thing. Thus, unlike other beings such as plants and animals, human beings are different as they are free to make their choices. However, the major question concerning this context can be recognized as based on the perplexity that if humans have the capability to make every decision in their life. The passage of Roman 9:16 depicts that God who demonstrates kindness to human is much prevalent rather than human will. Thus, while human hold the ability to enjoy certain free will, they are not entirely free which further indicates that ultimate consequence is not dependent on humans (Kni ght, 2010). The paper intends to describe the election on the free will as explained by St. Augustine based on the religious beliefs affirmed in the Bible. Thus, the objective of the paper is to develop a rational understanding about human free will from a religious point of view. Biblical Criticism St. Augustine is also known as Austin being regarded as one of the greatest ‘Fathers of Church’. He was known as a renowned philosopher who later became familiar as an outstanding leader of Christian conviction (Coptic Church, 2005). His idea of election has been drawn from the ‘doctrine of salvation’. On one hand, his religious opinions about the characteristics of Church and the rites significantly impacted the development of Roman Catholic spirituality. On the other hand, his religious opinions about the characteristics of real sin exhibits the utter requirement of elegance in the salvation of determined preparation of several central policies of Western Chri stendom. St. Augustine’s theodicy stated that the election of God is not unfair. According to him, the offenders are not eligible to enjoy the right of elegance from God. The decision of God as to about extending the elegance is entirely within God’s independent will and privilege. Above all, St. Augustine assumed his thought on election is simply reflecting the rich philosophy of the passage of Roman 9 (Allen, 2003). St. Augustine firmly accepted that God’s elegance was the most prominent basis of salvation. He has termed that if a person is destined, his ‘free choice’ seem to be extracted at best trivial. He further stated that everything which exists is developed by God and yet God cannot be reflected as the origin of sin. St. Augustine’s theodicy of human free will also provides the central and crucial solution by stating that the free will of human is the responsible source of sin. Apparently, it can be depicted that human conduct sinful activities in harmony with the decision condensed by their thoughts and thus are led by their free will. Based on this notion, in his theory, St. Augustine perceives no exclusiveness between free will and celestial support. However, it is often considered that God was negligent by providing will to the human who had brought evil. St. Augustine also depicted that although sin happens by free will, human must not believe that God delivered

Work Bibliography Paper Research Example | Topics and Well Written Essays - 1500 words

Work Bibliography - Research Paper Example The fist is an official document that served as an imperial record of the confiscation of church property, and reveals the depth to which persecution took place, and the Roman Empire re-embraced the persecution of Christians. It also points to an even more systematic persecution than had happened before, where persecutions would only be carried out in cases where Christians were overt in their worship, and would refuse to deal with Roman authorities, or when a local Roman Official was incredibly intent in the persecution. The acceptance of the Church in the decades before Julian’s reign, however, pushed Christianity into public life. This meant that the rise of persecution struck more deeply at the now open Christianity than previous persecutions had at closeted Christianity. This article also outlines a letter from a man to his wife that indicates the kinds of small personal resistances that Christians attempted to undertake in the face of this new brutal oppression. Though t hey would not often stand openly against the state, according to this article, they also did not bend to that oppression, and attempted to resist in the small ways that were available to them. Harrison, J. R. 2002. Paul and the Imperial Gospel at Thessaloniki.  Journal for the Study of the New Testament  25 (1): 71-96. ... the creation of Bishops who would preside over a certain area, and made the travel of Christians from one area to another easier, as well as allowing the birth of Christian communities in areas where there had not been ones previously easier, because they had a mold and a model to follow. Furthermore, it indicates that this administrative copying of the Roman Empire also had a profound impact on the theology of the Christian Church, allowing for the deciding of theological issues through councils of Bishops, but also reducing the populism of the earliest church in favor of a more top-down, authoritarian religious practice. den Boeft, J., and D. H. Williams. 1996. Ambrose of Milan and the end of the Arian-Nicene conflicts.  Vigiliae Christianae  50 (3): 315. This text outlines the role of one of the most important early Bishops, Ambrose of Milan, in bringing to a close the Arian-Nicene conflict. Though the council of Nicene decided on an orthodoxy, declaring the Arian beliefs hete rodox or heretical, this did not stop the continuation of Arian practices. This was a pattern that emerged though many church councils, where the losing side would continue to act in the ways they had previously, especially if, as was the case with the Arian heresy, the heresy was geographically concentrated. The article argues that without strong defense of orthodoxy, as was provided by Ambrose of Milan, it is quite possible that Arian beliefs would have continued to flourish for many years after the Nicean council. It outlines the steps Ambrose took to defend orthodoxy as decided by the Council of Nicene. But it also complicates the historical memory of Ambrose of Milan somewhat, by demonstrating that he had substantial investment in defending the orthodoxy for reasons other than theological

Educator Resume Essay Example for Free

Educator Resume Essay EDUCATOR Sociology / Psychology / Human Services Goal-oriented Professional with an education in Social Services pursuing a teaching career at a local junior college in the areas of sociology, psychology, and human services.   Currently completing a Masters Degree in Social Work and an Internship as a Group Facilitator at Brighton Rock. Prior professional experience includes 10 years with DePaul Medical Center and a part-time position at Sentara in the Healthcare Administration field.   Dynamic Leader known for being caring and compassionate, who enjoys helping the community through case management, referrals, needs assessment, and goal setting.    Excellent communication skills with an ability to provide superior social services to individuals, families, and community organizations in a faith-based setting.   In-depth knowledge of Medicare, Medicaid, and third-party payment plans.   Technically proficient in Microsoft Office Suite and Window’s Operating Systems. Functional Areas of Expertise  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Personal Assets    Fundraising Grant Writing Skills Psychosocial Assessments Program Development Support Group Facilitator Case Management Medicare / Medicaid Knowledge Community Outreach Programs Event Planning Office Management Customer Service Excellence Highly Organized Detail-Oriented Analytical Skills Hard Working / Reliable Self-Motivated Team Player / Positive Attitude Caring Compassionate Excellent Time Management Skills Oral / Written Communication Crisis/Problem Resolution Skills Excellent Interpersonal Skills EDUCATION Norfolk State University Masters Degree in Social Work, Graduating in May 2008 Bachelor Degree in Social Work, 2005 Tidewater Community College Associates in Applied Science in Liberal Arts, 2002 COLLEGE COURSEWORK Human Behavior in the Social Environment Social Work with Individuals Social Work with Groups+ Social Work with Families Fundraising and Grantsmanship Differential Assessment for Social Work Practice Community Mental Health Policy and Services Case Management in Social Work Advocacy and Social Planning Research Method Continue†¦page 1 of 2 INTERNSHIP EXPERIENCE Brighton Rock, Inc., Portsmouth, VA  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   2007-2008 Social Work Internship Serves as Facilitator for Grandparents as Parents Support Group. Assists with fundraising and grant writing projects. Effectively plans conferences and workshops for grandparents. Sentara Norfolk General, Norfolk, VA  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   2006-2007 Social Work Internship Assisted in providing Psychosocial Assessments and Counseling for individuals with chronic illnesses and providing them with community resources. Evaluated, monitored, and assessed client outcomes and maximized the ability of families to move through the assessment process. Determined psychosocial stresses, coping mechanism and long term adaptation to chronic illness. PROFESSIONAL EXPERIENCE   Gethsemane Baptist Church, Norfolk, VA  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   2006-Present Director of Ministry Provides leadership development and oversight for ministry staff and volunteer services. Oversees the ministry programming and consults with ministry leaders in the implementation of a comprehensive ministry strategy. Recruits ministry staff and trains servant leaders in their specific area of ministry expertise. Develops community outreach programs. Transplant Sentara Norfolk General, Norfolk, VA  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   2002-2006 Financial Coordinator Conducted the initial financial interview with patients. Screened and educated them on transplant process, policies, and procedures. Utilized established procedures for pre-certification, preauthorization, and letters of medical necessity. Coordinated the process for all transplant services. Maintained a comprehensive library of resource materials for patients, families and medical staff. Identified patients who qualified for indigent programs such as medications and charity care. Assisted patients with billing questions and collection notification.    DePaul Medical Center Rehabilitation, Norfolk, VA  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   1998-2002 Office Manager Managed all daily office activities, provided administrative support for the site Director, and prepared monthly budget reports. Created and implemented office administrative procedures. Effectively mediated and resolved patient complaints and problems. DePaul Medical Centers Clinic, Norfolk, VA  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   1990-1998 Office Administrator Conducted interviews with patients to establish eligibility at Clinic. Provided educational materials for uninsured and underinsured patients. Significantly increased patient experience and provided administrative support to medical staff. COMMUNITY VOLUNTEER SERVICE Norfolk Drug Court Foundation Norfolk Detention Center Advisory Board Member Second Chances Ex-Offenders Fundraising Campaign Norfolk State University Community and Outreach Program National Association of Social Worker Association of Black Social Worker, Norfolk, VA Gethsemane Baptist Church, Norfolk, VA Kinship Connection Inc.

Thermo Answers Essay Example for Free

Thermo Answers Essay Answer 8:   I am not getting answer correct as the electron donor used by Alcohol   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Dehydrogenase is NADH and FAD is not evolved in it. Answer 9:   FAD is used in neutralization of free radicals as it has higher oxidation   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  potential than other and can easily reduced by free radicals. Answer 10: The answer will be when ∆ H=0 as based on equations   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   ∆G °=∆ H- T∆ S and ∆G °= -RT In Keq the value of Keq remains greater   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   than 1 when value of ∆G ° remains negative and that is only possible in two   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Condition 1) when ∆ H remains 0 or negative. And 2) ∆ H remains negative   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   along with ∆ S becomes 0. Answer 11:   Here rest of the answers is according to biologic standard for example H+   Concentration as all biological processes occurred at pH 7, the standard was taken as [H+] = 10-7 similarly biological processes conceder to be worked at atmospheric pressure 1atm. As per the standard convention concentration of each reactant was taken as unity or 1M. Since all three answer were part of the biological standard condition only answer d remains choice as the biological processes occurs at temperature 37 C (our body temperature) and not at 0 C. Answer 12:   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Here   among all four compound only glucose -6- phosphate will not give rise to any energy but converted to fructose 6 phosphate in glycolysis, While 1,3-bisphosphoglycerate converted to 3-phospho glycerate and give rise to 2ATP, similarly   phosphoenol pyruvate   converted to pyruvate and gives 2ATP (both in process of glycolysis). Phosphocreatine act as energy storage in skeletal muscles where there is fluctuation in energy requirement, here in high energy requirement phosphocreatine converted to creatine by converting ADP to ATP. Answer 13: here answer is e, because if you see the reactions for the formation of Glucose-6 –phosphate 1 ATP has to be hydrolyzed in two step 1) first ATP gets converted to AMP and PPi by releasing energy equivalent to 45.6 kCal and as this reaction give rise to energy (liberation of energy) the value is indicated as negative (-45.6). In second step PPi again get hydrolyzed to Pi with energy release equivalent to 19.6 (i.e -19.6).   Ã‚  Ã‚  Ã‚  Ã‚   Now glucose   converted to Glucose-6- phosphate by utilizing energy released from above mention reaction and it requires 13.8 Kcal, here the reaction requires energy and that’s why value is positive (i.e 13.8). In conclusion the energy balance sheet for formation of glucose-6-phosphate from Glucose will be -45.6-19.6+13.8 = -51.6 (favorable forward reaction as ∆G ° is negative) Answer 14: here the answer is e,   The free energy of ATP hydrolysis is depend on 4 parameters 1) ratio of ATP/ADP   (higher the ration lesser the hydrolysis) 2) pi concentration as being end product accumulation of it leads to more hydrolysis 3) H+ being slightly Acidic hydrolysis of ATP is depend o n pH (H+), and 4) concentration of Mg which act as cofactor for enzyme adenylate kinase which plays important role in ATP synthesis as well as ATP hydrolysis. Answer 15:   As the phosphate group transfer from ATP to other Nucleotide is catalyzed by enzyme Nucleoside diphosphate kinase, and this is a reversible reaction the dynamics of reaction almost remains in steady state. For example in case of higher concentration of ATP the reaction goes in forward direction by generating NTP and ADP, But   once ATP crises arises ADP converted back to ATP by the action of   adenylate kinase. In conclusion the ratio of two nucleotide ATP and ADP+ NTP remains constant and hence Keq remains around 1. Answer 22: here the total out put or free energy is calculated based redox potential of electron except – electron donor and hence for answer d it will be highest   ie   Ã‚  Ã‚  Ã‚  Ã¢Ë†â€ E °Ã¢â‚¬â„¢= -0.219- (.320) = 0.529 V Answer 23: In all these above mention reactions conversion of PEP to pyruvate have highest free energy changes of -61.9 compared to other reactions for example ATP hydrolysis gives rise to -30.5, and 45.6 similarly glucose 6 phosphate gives -13.8 Kj/mol. This high energy is due to direct transfer of Phosphate group from PEP to ADP.

Motivating Employees And Job Satisfaction

Motivating Employees And Job Satisfaction The work in the modern economies has made an understanding of the psychology of motivation and job satisfaction as a key component of business and management syllabuses. The aim of the study is two-fold: Firstly, literature reviews for the motivation theories and Theories on job satisfaction. Secondly, the relationships between employee motivation and job satisfaction. Motivation theories clarifying the importance of addressing employees needs at work, the attitude of workers towards their jobs, the basis for studying the motivational implications of perceived unfairness and injustice in the workplace, how rewards lead to behavior and relations between reinforcement and behavior. Theories on job satisfaction clarifying the aspects that impact directly on levels of job satisfaction, how people are influenced by how satisfied they believe other workers are with the same job, satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job, the innate for dispositions that cause them to have tendencies toward a certain level of satisfaction. The relationship between employee motivation and job satisfaction has indicated that numerous variables of a personal, job and organizational nature influence the level of motivation and job satisfaction that employees experience in the workplace. This includes peoples needs with regard to their work and the work environment, as well as the nature and content of their jobs, and the working conditions under which they perform their daily tasks. List of Acronyms List of Figures Maslows hierarchy of needs Figure 2.1 P4 List of Tables Table of Contents Acknowledgement Ñ- Abstract Ñ-Ñ- List of Acronyms Ñ-Ñ-Ñ- List of Figures 6 List of Tables 6 Table of Content 6 1. Chapter 1: Introduction 1 1.1 Research problem 1 1.2 Importance of study 1 1.3 Research questions 1 2. Chapter 2: Motivation and theoretical background x 2.1 Motivation overview x 2.2 Definitions of employee motivation x 2.3 Theories of motivation x 2.3.1 Needs-based theories x 2.3.2 Two-factor theory x 2.3.3Cognitive theories x 2.3.3.1 Equity theory x 2.3.3.2 Expectancy theory x 2.3.3.3 Goal-setting theory x 2.3.4 Reinforcement theories x 2.4 Motivation : Composite summary x 3. Chapter 3: Job satisfaction x 3.1 Job satisfaction overview x 3.2 Definitions of job satisfaction x 3.3Theories on job satisfaction x 3.3.1 Two-factor theory x 3.3.2 Social influence theory x 3.3.3 Affect theory x 3.3.4 Equity theory x 3.3.5 Dispositional theory x 3.3.6 Job characteristics model x 3.4 Creating job satisfaction x 3.4.1 Work environment x 3.4.2 Career development programs x 3.4.3 Employee motivation x 3.5 Measuring job satisfaction x 3.6 Job satisfaction : Composite summary x 4. Chapter 4: The Relationship between Motivating Employees and Job satisfaction x 4.1 The effect of motivating employees on Job satisfaction x 4.2 How can mangers increase employee Job Satisfaction x 5. Chapter 5: Conclusion and Recommendation x 5.1. Conclusion x 5.2. Recommendation x References 2 Chapter 1: Introduction Research Problem A variety of factors motivate people at work, some of which are tangible, such as money, and some of which are intangible, such as a sense of achievement. Although employees derive satisfaction from their work, or places of work, for different reasons, this study was concerned specifically with the investigation of the relationship between levels of satisfaction and the motivation of employees at work. The primary point of departure is that the success of any organization is heavily dependent on the inputs of its workforce, and that such inputs are determined to a large extent by personal characteristics, and by those facets of peoples work environments that motivate them to invest more physical and mental energy into their work. In this way the organizations objectives are pursued and met. Motivation and job satisfaction are therefore regarded as key determinants of organizational success. Importance of study This study demonstrated the importance of employee motivation and job satisfaction in organizational capability and effectiveness. Business has come to realize that a motivated and satisfied workforce can deliver powerfully to the bottom line. It is crucial for any organization, and particularly for those in developing countries with limited skills resources, such as Egypt, to ensure that it develops and retains a loyal, dedicated, committed and able workforce on a consistent basis. Loyal employees who are satisfied with the work that they do and with the culture of the organization they are employed by, and who are consequently motivated to continue their relationship with that organization. Finck, Timmers and Mennes (1998) emphasized that only when employees are excited and motivated by what they do, will business excellence be achieved. 1.3. Research questions What is employees motivation? Why employees need motivation? What is job satisfaction? How to create job satisfaction? How to measure employees job satisfaction? What is the relationship between employee motivation and job satisfaction? Chapter 2: Motivation and theoretical background 2.1 Motivation overview In the current business environment, organizations in all industries are experiencing rapid change, which is accelerating at enormous speed. To be successful in a borderless, competitive global environment, companies must be sure to work hard on especially the people side of their business (Khan, 1997). This view is supported by Finck et al. (1998), who stated that companies must recognize that the human factor is becoming much more important for organizational survival, and that business excellence will only be achieved when employees are excited and motivated by their work. In addition, difficult circumstances, such as violence, tragedy, and fear and job insecurity create severe stress in employees and result in reduced workplace performance. The issue of what motivates employees has set a practical and theoretical agenda for organizational psychologists since the start of the 20th century. Baron (1991, p.9) described motivation as one of the most pivotal concerns of modern organizational research. Van Niekerk (1987) emphasized this point by stating that productivity is a function of both the motivation and the ability of an employee. Therefore, if motivation equals zero, so does productivity. Since employee performance is a joint function of ability and motivation, one of managements primary tasks, therefore, is to motivate employees to perform to the best of their ability. In the field of organizational psychology, work motivation is approached from several angles. For example, some researchers feel work motivation study should start with an examination of the values of employees, since their values determine their needs, and their needs ultimately determine their behavior. A crucial problem for others in contemporary organization theory and research is how best to conceptualize and assess individual differences in motivational tendencies (Kanfer Ackerman, 2000). Sempane et al. (2002) noted that organizations represent highly complex social structures because of their dynamic nature. Employees, who are role players in them, render them competitive through their involvement and commitment. The relationship between organization and employee is characterized by a high level of mutual interdependence, as both parties impact on the others potential for success. Employee motivation and job satisfaction become crucial elements in this relationship. Extensive research has shown that employee motivation and job satisfaction are not brought about in isolation, but rather respond to organizational variables such as structure and working conditions (Schneider Snyder, 1975). 2.2 Definitions of employee motivation Walker (1980) stated that studies over the years have shown little relationship between measures of job satisfaction and performance outputs. Highly satisfied workers may be poor performers, whereas highly dissatisfied workers may be good performers. Several variables influence the relationship between job satisfaction and job performance; although no direct causal relationships between these have been identified as yet. However, it appears that motivation might account for much of the link between an employees job satisfaction and job performance. Motivation, therefore, closes the satisfaction-performance loop, and has to do with a set of interrelated factors that explain an individuals behavior, holding constant the variables controlled or influenced by management, as well as by individual skills, abilities and knowledge. The term motivation is derived from the Latin term movere, which means to move. A great many definitions of the motivation construct have been postulated over the several decades during which this multi-faceted concept has been researched. The rich variety in perspectives on the topic of motivation is illustrated below. Beach (1980) saw motivation as a willingness to expend energy to achieve a goal or reward. This author took somewhat of a behaviorist approach in stating that behavior that is perceived to be rewarding will be repeated, whereas behavior that goes unrewarded or is punished, tends to be extinguished. Beach (1980) did, however, recognize intrinsic motivation as related to the job content and as that which occurs when people perform an activity from which they derive satisfaction from simply engaging in the activity itself. Van Niekerk (1987) saw work motivation as the creation of work circumstances that influence workers to perform a certain activity or task of their own free will, in order to reach the goals of the organization, and simultaneously satisfy their own needs. Du Toit (1990) added that three groups of variables influence work motivation, namely individual characteristics, such as peoples own interests, values and needs, work characteristics, such as task variety and responsibility, and organizational characteristics, such as its policies, procedures and customs. It is interesting to note that the concept of organizational commitment has come to partly replace that of motivation within the field of organizational behavior (Lewicki, 1981). While the concept of motivation is linked to individualistic and task-centered reward systems, commitment seems to be linked to the identification of employees with a collective, that is, in terms of corporate values and norms. As such, management is concerned with cultivating motivation towards realizing the mission and goals of the organization, which are far above the ambitions and goals of any individual in it. 2.3 Theories of motivation Motivation research draws on a large number of theoretical perspectives. Although some of these appear to be less influential than when they were originally postulated, such as Maslows hierarchy of needs theory (Wicker Wiehe, 1999), their contributions as foundation layers and inspirations for subsequent theories are still evident and acknowledged. According to Petri (1996) the vast array of motivation theories are based, in essence, on differing approaches to the origins or sources of motivation, e.g. energy, heredity, learning, social interaction, cognitive processes, activation of motivation, homeostasis, hedonism or growth motivation. Depending on the particular approach adopted, motivation theories are generally classified into three categories, namely needs-based, cognitive, and drive and reinforcement theories (Baron et al., 2002). 2.3.1 Needs-based theories One of the most often-quoted motivation theories is that of Abraham Maslow, which he introduced in 1943 (Van Niekerk, 1987). The basic tenet of the theory is that people are motivated by their quest to satisfy their needs, or deficiencies, which may be grouped in five categories, and that these needs occur in a specific hierarchy, where lower order needs have to be satisfied before those of a higher order nature (Gouws, 1995). Maslow (1968, p.153) asserted that gratification of one basic need opens consciousness to domination by another. Maslows need hierarchy is portrayed in Figure 2.1. maslows-hierarchy-of-needs.jpg Figure 2.1: Maslows hierarchy of needs Needs hierarchy theory has had a positive impact on organizations, as it has focused attention on the importance of addressing employees needs at work (Spector, 2003). In addition, one of its main constructs, the self-actualization concept, has become very popular with especially managers and executives who have accepted this high-level need as a potent motivator (Schultz Schultz, 1998). 2.3.2 Two factor theory Frederick Herzbergs well-known and controversial theory of motivation was postulated in 1954, and developed from his work to determine the attitude of workers towards their jobs (Gouws, 1995). As such, it was originally intended to be a job satisfaction theory, but over time it was its motivational aspects that attracted most attention (Baron et al., 2002). Beach (1980) was of the opinion that this theory constitutes more of a work motivation than general human motivation theory. The basic assumption of Herzbergs theory is that motivation originates from the job itself, and not from other external characteristics, and that those factors leading to job satisfaction (motivators) are separate and distinct from those leading to job dissatisfaction (hygiene/maintenance factors) (Herzberg, 1966). The hygiene factors, which may be equated with Maslows lower order needs, are placed along a continuum, from a state of dissatisfaction, to no dissatisfaction. These factors involve circumstances surrounding the task which do not lead to job satisfaction, but prevent dissatisfaction, if maintained adequately. Examples of these maintenance factors include the level of supervision, job status, work circumstances, service conditions, remuneration and interpersonal relationships (Herzberg, 1966). Motivators, on the other hand, have a direct positive effect on the work situation, and lead to improved productivity. They may be equated with Maslows higher order needs, and are also placed along a continuum from a highly motivated to a highly unmotivated state. Aspects of the job itself, e.g. level of recognition, pleasure of performance, increased responsibility, and opportunities for advancement and promotion, serve as motivators (Herzberg, 1966). 2.3.3 Cognitive theories 2.3.2.1 Equity theory Equity theory was first introduced by Stacy Adams in 1965. Its basic tenet is that people are motivated to achieve a condition of equity / fairness in their dealings with other people, and with the organizations they work for. People make judgments or comparisons between their own inputs at work, e.g. their qualifications, experience and effort, and the outcomes they receive, e.g. pay and fringe benefits, status and working conditions. They then assign weights to these inputs and outputs according to their relevance and importance to themselves. The summed total produces an output / input ratio, which is the key issue in terms of motivation. If a persons output / input ratio is equal to that of another person, equity exists. A state of inequity leads to tension, which the individual tries to reduce by changing one or more elements of the ratio, e.g. increase or reduce his effort. Perceived inequity by the person is therefore the basis for motivation (Baron et al., 2002). This theory helped to provide the basis for studying the motivational implications of perceived unfairness and injustice in the workplace. It also laid the foundation for more recent theories on distributive (how much is allocated to each person) and procedural justice (how rewards and job requirements are determined) (Cropanzano Folger, 1996). In a meta-analysis of many of these theories, 2.3.3.2 Expectancy theory The original thinking behind what has come to be known as expectancy theory, or Vrooms Expectancy-Valence-Instrumentality (VIE) theory, can be traced back to the theorizing of Tolman and Levin in 1932 and 1938 respectively (Petri, 1996). Vroom was, however, the first scholar to elaborate on this thinking in a motivational context in 1964 (Gouws, 1995). Since its origins in the psychological theorizing of some 60 years ago, the expectancy theory has been presented in many variations. Common to all versions is the basic tenet that people base their behavior on their beliefs and expectations regarding future events, namely those maximally advantageous to them (Baron et al., 2002). Essentially, the theory explains how rewards lead to behavior, through focusing on internal cognitive states that lead to motivation. In other words, people are motivated to action if they believe those behaviors will lead to the outcomes they want. The said cognitive states are termed expectancy, valence and instrumentality (Spector, 2003). 2.3.3.3 Goal-setting theory Goal-setting theory was first proposed by Edwin Locke in 1968. Spector (2003) described this perspective on motivation as the assumption that peoples behavior is motivated by their internal intentions, objectives or goals; in other words, by what people consciously want to achieve. According to Locke and Henne (1986) goals affect behavior in four ways: They direct attention and action to those behaviors which a person believes will achieve a particular goal; They mobilize effort towards reaching the goal; They increase the persons persistence, which results in more time spent on the behaviors necessary to attain the desired goal; They motivate the persons search for effective strategies for goal attainment. This theory has an intuitive appeal because of its clear relevance to the workplace (Schultz Schultz, 1998). It is currently one of the most popular theories informing organizational approaches to employee motivation (Spector, 2003). 2.3.4 Reinforcement theories Reinforcement theories, which assume that peoples behavior is determined by its perceived positive or negative consequences (Baron et al., 2002) are based on the Law of Effect Hulls drive theory elaborated on this idea and suggested that effort was the mathematical product of drive, multiplied by habit, and that habit were derived from behavior reinforcement. The consequences of behavior may be tangible, such as money, or intangible, such as praise (Spector, 2003). In this regard, reinforcement theory was highly influential in firmly establishing the ideas relating to incentive and reward systems that are applied in most organizations today. As such, it provided the basis for the notion that rewards should be contingent with individual units of productivity (Schultz Schultz, 1998). As a motivation theory, reinforcement theory has fallen somewhat out of favor, as it merely describes relations between reinforcement and behavior, but gives little insight into motivational processes, e.g. whether or not a person wanted a specific reward, or why. Nevertheless, its relative popularity in the workplace is maintained by research that has shown that rewards can be highly effective in the enhancement of job performance (Spector, 2003). 2.4 Motivation: Composite summary Each of the theories covered has contributed substantially towards current perspectives on and understanding of the concept of motivation in the workplace. The needs theories, for example, are largely responsible for organizations recognition that peoples behavior at work is motivated by highly individualized innate needs and desires (Van Niekerk, 1987). Achievement-orientated people are, for example, driven by a much stronger need for power, affiliation and achievement than most other people (Schultz Schultz, 1998). For this reason, employers need to ensure that they invest the necessary time and effort to assess the personal needs of individual employees, and customize their jobs and working environments accordingly (Walker, 1980). Due to their innate need to produce good work and develop themselves, most employees do not need constant supervision and direction and may, in fact, find such actions very demotivating. In addition, people need to experience their work as meaningful an d challenging, and therefore require considerable input on the part of management to ensure a high degree of job enrichment on a continual basis (Beach, 1980). The cognitive theories of motivation have helped employers to understand that, apart from their motivation being driven by innate needs, employees also apply deliberate conscious thought to their behavior at work. Organizations are aware that people evaluate their inputs on the job against what they receive in return, and that they should therefore pay attention to the equitability between employee delivery and reward (Cropanzano Folger, 1996). It is also prudent for organizations to offer a range of benefits, which may be acquired through different levels of performance, to allow employees to set themselves challenging goals that they may attain via differing means they may perceive as instrumental towards those goals (Spector, 2003). Once employees have met the requirements of their own jobs, and attained certain goals, they expect certain rewards to follow. In this regard, reinforcement theories have contributed much towards the establishment of a wide array of reward and performance incentives systems applied in organizations all over the world today (Beach, 1980). Clearly, the theorizing of many an author and researcher over the years has resulted in the increased ability of organizations to transform these theories into practical and effective measures to address a highly complicated aspect of organizational psychology, namely the motivation of human behavior at work, and to ensure organizational success and profitability in the process. Chapter 3: Job satisfaction 3.1 Job satisfaction overview The concept of job satisfaction enjoys increasing attention from organizations these days, since its importance and pervasiveness in terms of organizational effectiveness has been firmly established quite some time ago. Managers now feel morally responsible for maintaining high levels of job satisfaction among their staff, most probably primarily for its impact on productivity, absenteeism and staff turnover, as well as on union activity (Arnold Feldman, 1986). Organizations recognize that having a workforce that derives satisfaction from their work contributes hugely towards organizational effectiveness and ultimate survival. Job satisfaction is regarded as related to important employee and organizational outcomes, ranging from job performance to health and longevity (Spector, 2003). The importance of job satisfaction in the workplace is underscored by its inextricable connection to a persons entire life. Since a persons job is an all-important part of his life, it follows that job satisfaction is part of life satisfaction. The nature of the environment outside of the job directly influences a persons feelings and behavior on the job . Schultz and Schultz (1998) emphasized that people spend one third to one half of their waking hours at work, for a period of 40 to 45 years, and that this is a very long time to be frustrated, dissatisfied and unhappy, especially since these feelings carry over to family and social life, and affect physical and emotional health. A concept with such tremendous effect on personal and organizational life clearly deserves a corresponding amount of attention. 3.2 Definitions of job satisfaction A great many definitions of the concept of job satisfaction have been formulated over time. Arnold and Feldman (1986) described job satisfaction as the amount of overall affect that individuals have toward their job. Since a job has many characteristics, job satisfaction is necessarily a summation of worker attitudes regarding all these. The good features are balanced against the bad, so that the overall job satisfaction is perceived as high or low. It appears that job satisfaction may be studied from two slightly different perspectives. Firstly, job satisfaction may be treated as a single, overall feeling towards a persons job. Alternatively, researchers may focus on the different aspects that impact upon a job, e.g. its rewards and social environment, and even characteristics of the job itself, such as its content. It is believed that this latter view permits a more comprehensive picture of job satisfaction, as an individual typically experiences different levels of satisfaction ac ross different job aspects (Spector, 2003). 3.3 Theories on job satisfaction 3.3.1 Two-factor theory Two-factor theory relates to job satisfaction as well as it does to motivation, and posits that the things that provide employees with satisfaction at work are not the same as those that bring about dissatisfaction. This is Herzbergs theory of satisfiers and dissatisfiers, or the positive and negative aspects of the job. Dissatisfiers do not lead to job satisfaction, but prevent dissatisfaction if properly maintained, for example, acceptable service conditions. Satisfiers, on the other hand, impact directly on job satisfaction, for example, positive promotion aspects elevate levels of job satisfaction (Gouws, 1995). 3.3.2 Social influence theory Social influence theory holds that people are influenced by how satisfied they believe other workers are with the same job (Van Vuuren, 1990). New employees may, for example, change their initial misgivings about their job when they discover that others performing the same tasks are satisfied with their work. In this sense social influence theory may share certain common features with equity theory. 3.3.3 Affect theory Edwin A. Lockes Range of Affect Theory (1976) is arguably the most famous job satisfaction model. The main premise of this theory is that satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job. Further, the theory states that how much one values a given facet of work (e.g. the degree of autonomy in a position) moderates how satisfied/dissatisfied one becomes when expectations are/arent met. When a person values a particular facet of a job, his satisfaction is more greatly impacted both positively (when expectations are met) and negatively (when expectations are not met), compared to one who doesnt value that facet. To illustrate, if Employee A values autonomy in the workplace and Employee B is indifferent about autonomy, then Employee A would be more satisfied in a position that offers a high degree of autonomy and less satisfied in a position with little or no autonomy compared to Employee B. 3.3.4 Equity theory Equity theory stipulates that people generally want to receive what they consider a fair or equitable return for their efforts at work. Greater satisfaction is experienced if they perceive the return or reward they receive as equitable. These perceptions may be based on previous or vicarious experience, or on peoples observations of other employees, for example (Van Vuuren, 1990). Job satisfaction in this regard is related to the motivation to achieve a condition of equity or fairness in peoples dealings with others. 3.3.5 Dispositional theory Another well-known job satisfaction theory is the Dispositional Theory. It is a very general theory that suggests that people have innate dispositions that cause them to have tendencies toward a certain level of satisfaction, regardless of ones job. This approach became a notable explanation of job satisfaction in light of evidence that job satisfaction tends to be stable over time and across careers and jobs. Research also indicates that identical twins have similar levels of job satisfaction. A significant model that narrowed the scope of the Dispositional Theory was the Core Self-evaluations Model, proposed by Timothy A. Judge, Edwin A. Locke, and Cathy C. Durham in 1997. Judge et al. argued that there are four Core Self-evaluations that determine ones disposition towards job satisfaction: self-esteem, general self-efficacy, locus of control, and neuroticism. This model states that higher levels of self-esteem (the value one places on his/her self) and general self-efficacy (the b elief in ones own competence) lead to higher work satisfaction. Having an internal locus of control (believing one has control over herhis own life, as opposed to outside forces having control) leads to higher job satisfaction. Finally, lower levels of neuroticism lead to higher job satisfaction (T.A, E.A C.C, 1997). 3.3.6 Job characteristics model Hackman Oldham proposed the Job Characteristics Model, which is widely used as a framework to study how particular job characteristics impact on job outcomes, including job satisfaction. The model states that there are five core job characteristics (skill variety, task identity, task significance, autonomy, and feedback) which impact three critical psychological states (experienced meaningfulness, experienced responsibility for outcomes, and knowledge of the actual results), in turn influencing work outcomes (job satisfaction, absenteeism, work motivation, etc.). The five core job characteristics can be combined to form a motivating potential score (MPS) for a job, which can be used as an index of how likely a job is to affect an employees attitudes and behaviors. A meta-analysis of studies that assess the framework of the model provides some support for the validity of the JCM ( J.R G,R, 1976). 3.4 Creating job satisfaction 3.4.1 Work environment A positive work environment is not only important for our physical, mental and emotional health, but is also important for the results that we produce for the company. The better we feel at work, the more likely we will take pride in our job activities and be loyal towards our place of employment Ways to create a positive working environment: Accept the right position Be a positive person Take responsibility Communicate with your manager Be social 3.4.2 Career development programs In organizational development (or OD), the study of career development looks at: How individuals manage their careers within and between organizations and, how organizations structure the career progress of their members, it can also be tied into succession planning within some organizations. the lifelong psychological and behavioral processes as well as contextual influences shaping ones career over the life span. As such, career development involves the persons creation of a career pattern, decision-making st