Advanced Entrepreneurship Essay Example | Topics and Well Written Essays - 1000 words - 3

Advanced Entrepreneurship - Essay Example The other reason why this product was chose for triangle solutions was so as to introduce the retail market in the united states and also provide for other reasons and factors that can be able to improve the importance of retail market as practiced in the united states (Burton, Parker, & Lawley, 2012). One of the major aim of the Triangle casual shoe wear product is to be able to provide a better quality rang product to the triangle solutions customers. This means that the business will be able to meet the target of getting the product in different countries like Brazil, United Kingdom, China and France. It is a well-known fact that the Chinese market is of the most reputable in the world especially due to its economic cost in the market. France is also famous for its designer wear while brazil has a great market for snicker shoe products that include other forms of footwear. There are also other manufacturers who produce a huge selection of fashion footwear for both men and women in the countries (Burton, Parker, & Lawley, 2012). The product will mainly focus on the united states industry because it is the native home for the triangle solutions meaning that it will be easy to deal with the suppliers in the best way and also be able to get better quality and price. The relationship that the product will create with its competitors will be mostly focussed on the price and market position. In some of the markets, competitor will be found to have reach what is commonly referred to as a modus vivendi, this means that in this situation there are generally understood rules on how competition with other products occur. Market size will also mean that the product will have to look at the value to which the product offers the consumers. The less stable the market size, the greater the rate at which the price of the new product will be determined (Burton, Parker, & Lawley, 2012). There

China Kitchen Case Study Example | Topics and Well Written Essays - 1750 words

China Kitchen - Case Study Example ethical and legal issue brought up in the Kitchen Best case invites ethical questions when doing cross-boundary business in Southern China and the risks associated to such business practices and how could such behavior/s be avoided in the future. The ethical and to certain extent legal issues that beset Kitchen Best became apparent at the end of 2009 when Malaysia-based distributor Shago commission a European designer to come up with a range of appliances for its 40th anniversary collection. Shago then placed orders with Kitchen Best with some of appliances ordered came with a special gift set of microwable tableware. Shago however complained that the bowls and plates in the gift sets were not microwable and this is breach of contract where Shago demanded both a refund and compensation. Upon investigation, it was found that Sze, Kitchen Best’s purchasing and production manager who had been responsible for sourcing the gift sets had awarded the contract to a factory in Dongguan that was owned by his brother-in-law. In return for the order, Sze and his wife were offered a free package tour to Europe. Wei, who knew about the personal relationship between Sze and the factor owner, had not reported it in view of their rela tionships with Li. When in-house testing later showed that the product was faulty, she informed Sze, who told her he would handle it. However, no remedial action was taken and Wei decided not to pursue the matter any further. This incident was followed by the incident with Haus de Metro where bribery happened in the testing and certification of samples. This occurred when a shipment that was sent to German retail chain Haus de Metro did not meet the company’s safety requirements contrary to the satisfactory testing report received by Kitchen Best. Kitchen Best had subcontracted HdM’s orderfor electric water dispenser to Qinghua Electrical Appliance Ltd as its own production lines were fully occupied. Kitchen Best arranged for Keemark

Nursing- Case study- skill analysis Essay Example | Topics and Well Written Essays - 1500 words

Nursing- Case study- skill analysis - Essay Example These data can as well point out the possible complications that the health team must give priority in the duration of the patient’s stay in the hospital and especially during the surgical procedure (Rawlinson & Alderson, 2009, p. 2). The knowledge of these factors â€Å"will enable the surgeon to ensure that they are under optimal control before he operates, and that their presence is continually taken into consideration† (Plessis, 2005, p. 160). It is relevant that baseline data of the vital signs comprising of the temperature level, pulse and respiratory rates, blood pressure and consciousness level, be obtained from the patient. These vital signs are Mr. Taylor’s basic health indicators which represent his current status in the time of the assessment. Moreover, Plessis (2005) indicated that this baseline data are also â€Å"use(d) after surgery as comparative data against which the progress of the patient is measured† (p. 160). Improvement or maintenance of a normal set of vitals signs indicates effectiveness of the surgical procedure or medical management and absence of clinical complications. Decline from the baseline data in the postoperative period, on the other hand, may signify that further medical or surgical measures are to be taken. Preoperative assessments are needed to measure "the physiological, psychological and social needs of the patient undergoing surgery" (Oakley, 2005, p. 4). Each of these aspects must be individually given priority as they can affect the readiness of the patient to undergo the procedure. Before patients sign the informed consent, nurses must make sure that the patient or their family understands all the information pertaining to the surgical procedure as must be given by the surgeons and seconded by nurses. Moreover, nurses should also ascertain that the consent are given voluntarily and not as a result of pressure from any member of

Law versus Morality as Regulators of Conduct Essay

Law versus Morality as Regulators of Conduct - Essay Example However, individuals tend to overlook the moral aspect of various laws, and thereby break some laws. In our instance, an individual has the freedom to choose from breaking the law, owing to the lack of supervision or strictly adhere to the law, even on condition that breaking the law would not harm any individual. As such, failure to follow traffic rules in such an instance would make an individual duplicate that habit in another instance and this may compel such an individual into unwarranted litigation.   Breaking the law in such instances in critical conditions such as saving the life of an individual in serious health challenges may be morally allowable. However, since it is evident that such an individual is not in such a critical hurry, it would be unjustifiable to break the law.   Besides, individual instincts have a significant influence on our behaviors and the way individuals conduct themselves in conditions where there is no supervision (Shavell, 2002). As such the human instincts may make an individual feel guilty, owing to such incidences. As such, to omit such guilt, it will be advisable to stop and follow the rules. â€Æ'

Nursing- Case study- skill analysis Essay Example | Topics and Well Written Essays - 1500 words

Nursing- Case study- skill analysis - Essay Example These data can as well point out the possible complications that the health team must give priority in the duration of the patient’s stay in the hospital and especially during the surgical procedure (Rawlinson & Alderson, 2009, p. 2). The knowledge of these factors â€Å"will enable the surgeon to ensure that they are under optimal control before he operates, and that their presence is continually taken into consideration† (Plessis, 2005, p. 160). It is relevant that baseline data of the vital signs comprising of the temperature level, pulse and respiratory rates, blood pressure and consciousness level, be obtained from the patient. These vital signs are Mr. Taylor’s basic health indicators which represent his current status in the time of the assessment. Moreover, Plessis (2005) indicated that this baseline data are also â€Å"use(d) after surgery as comparative data against which the progress of the patient is measured† (p. 160). Improvement or maintenance of a normal set of vitals signs indicates effectiveness of the surgical procedure or medical management and absence of clinical complications. Decline from the baseline data in the postoperative period, on the other hand, may signify that further medical or surgical measures are to be taken. Preoperative assessments are needed to measure "the physiological, psychological and social needs of the patient undergoing surgery" (Oakley, 2005, p. 4). Each of these aspects must be individually given priority as they can affect the readiness of the patient to undergo the procedure. Before patients sign the informed consent, nurses must make sure that the patient or their family understands all the information pertaining to the surgical procedure as must be given by the surgeons and seconded by nurses. Moreover, nurses should also ascertain that the consent are given voluntarily and not as a result of pressure from any member of

Supporting Children Essay Example for Free

Supporting Children Essay â€Å"The Human Rights Act 1998 came in to force in October 2000 and had a big impact on current legislation in UK.† (Tassoni. P, 2007, pg. 115) Although this Act was not created specifically for the protection of children, It does ensure that children have the same rights as adults, for example the right to dignity. It also ensures they are given respect and fairness in the way theyre treated. This led to settings not being able to use any type of physical punishment, like slapping or caning despite gaining the parents consent to do so or not because it is seen as a violation to a childs right as it is degrading. The United Nations Convention of the Rights of the Child 1989 was also signed by the UK as an addition to The Human Right Act 1998 as it gives children under the age of 18 their own set of rights. This particular piece of legislation was separated into five separate strands; reinforcing the importance of fundamental human dignity; highlighting and defending the familys role in childrens lives; making sure children are respected; supporting the principle of not discriminating children; as well ensuring that the legal framework of the UK complies with the Convention. Within this piece of legislation are many articles which focus on difference parts of childrens rights, but there are a specific few that have an impact on practice. For example: Article 2 – which talks about the right to be protected against any discrimination – means that practitioners have to treat all children fairly and settings must give equal opportunities; Article 3 – says that the best interest of the child should always be considered in actions where they are concerned – this means that practitioners have to ensure the child has the care they needs and that all their needs are being met, whether the practitioner agrees with the way its done; Article 12 – states that children have a right to express their views freely, and be listened to – which means that all childrens opinions, likes, dislikes etc. are taken into consideration at all times; Article 13 – Talks about children having freedom of expression and exchange of information regardless of frontiers – this means children should be able to ask questions and be answered with things that concern them; and Article 28 – A child has the right to education with a view to achieving – which is why children in the UK from the age of around 5 must attend some kind of educational setting. Another piece of legislation used in the UK is the Children Act 1989 which was created after the UNCRC was adopted, it was made to bring other pieces of legislation together into one Act, but this meant that it covered a wide range of things from child protection to the inspection of settings to parental responsibilities. As a result of this act settings now have to make sure they view parents as partners as they are the childs main carer and have a right to know and help with their childs development, this is done by regularly updating the parents and sharing all information. It also stated that the welfare of the child is paramount and that children and young peoples views should always be taken into consideration during any decision making about their future care within all settings. After the Children Act 1989 came the Children Act 2004 which was made as an addition and provided for a childrens commissioner as well as allowing the government to ensure that the Every Child Matters scheme had a legal framework to go with it. This scheme is now used through out appropriate childcare settings and ensures that the services at hand for children work together more effectively. The Disability Discrimination Act 1995 was made so that discrimination against children and their families was prevented, this is because the act made it illegal not to provide access for disabled people to their settings whether this meant providing wheelchair access, or having things printed in large fonts for parents/carers or ensuring children are given the opportunity to join in all activities and experiences regardless of their disability. E3 – In order to safeguard children, all settings have many policies and procedures in place to ensure that practitioners know what their roles and responsibilities are at all times. Other wise, the children would be at risk from many different things. Policies like; Health and Safety; Child Protection; Anti Bullying; Behaviour; Fire Procedures; Partnership with Parents; Anti-Discrimination; Food Hygiene/Avoiding Cross-infection; Whistle blowing; Confidentiality and a Signing in/out Policy all help to keep children healthy, safe and secure and avoid putting them in any danger or harm. The signing in/out policy means that any visitor or volunteer who comes into the setting should wear proof of identification that shows that they are a member of staff especially in larger settings. It is also crucial to check the adults coming in, are allowed to be in the setting, (for example parents who are not allowed to pick up their child) and all visitors should sign in and out of the setting which not only provides the setting with proof of identity but also lets the staff know who has entered the building and when, which helps to protect children as it means no one who may put the children at risk are allowed around the children, and that in the case of any child being abused by a visitor or someone entering the building, it is possible to look back and have access to important information like names and dates. A whistle blowing policy is for someone within the organisation or setting that wants to report inappropriate actions of another practitioner by alerting someone in a higher position to them e.g. room supervisor who then deals with the report and helps to prevent any abuse from those employees working directly with the children which in turn helps to prevents the allegations of abuse in future. The Food hygiene or Cross infection policy was implemented to avoid any children (or staff) becoming ill and catching infectious illnesses. Using this policy means that all staff who prepare and cook food which is served to others, have to be trained in food handling procedures, as well cleaning of resources, toys and equipment of there is an outbreak of infectious illness within the setting. This is to avoid any germs spreading causing other children and staff to have poor health. E4 All settings have specific policies to ensure that children and their families feel welcomed and included at all times during their time at the nursery. One of the policies which does this is the Equal Opportunities policy which means as a practitioner you have a duty to ensure that children as well as their carers are valued and not discriminated against either by adults or by other children. This policy also helps to prevent discrimination because every one is entitled to join in all activities, regardless of their age/stage or ability. This is because the policy says that every activity or experience provided at the nursery must be easily adaptable for everyone to participate in. By having a settling in policy, this also makes parents/carers feel more welcomed into the setting and more reassured about their child starting at the nursery, because it shows them you understand that each child is different in the way they adapt to new situations, some fit right in, and others take time to get used to the new people and activities. The behaviour policy which can be found in all childcare settings also helps to prevent any children or families being discriminated against, because by having this policy parents/carers understand that the practitioners are being fair if a situation occurs where a child behaves inappropriately, this means that allegations of discrimination are less likely to be made against practitioners and parents understand that behaviour policy applies to ALL children, and any other child would be treated equally. E5 – As children, we depend on adults a lot, but the older we get, the more independent we become. If adults give children the chance to be self-reliant, and independent, they become confident in themselves and their ability to do certain things, which means they feel empowered. To do this, children must be given choice in lots of things they do, and encouragement to do things by themselves where choice is not available, for example getting dressed or going to the toilet. One way to offer children choice as part of their daily routine, is through food, as all children have to eat, but all children are different and enjoy different food. If a practitioner gives the child choice between two types of vegetables or drinks, for example then the child will learn to make simple decisions, and the more they do it the more confidence they will gain as they know what they like and dislike, and this will make them feel grown up and help there self-esteem grow rather than someone telling them what they are eating and them doing so. One other strategy for helping children to feel empowered through choice, would be in play, this is done by setting up various activities and letting them choose between them, this is a more child-led approach, as they are able to find an activity most suited to their interests, instead of being told they are doing a specific activity and not enjoying it. By letting them choose, again they will feel more independent and if they enjoy the activity they will also become more confident because they will feel like they made the right choice for themselves giving them a sense of achievement. D2 – By giving children choice in both food, and in play, you are encouraging them to be independent, even if they dont realise it. However, it is important that children are allowed to change there mind in play as this helps them learn what they enjoy doing, children might not understand what kind of things they like or dislike they just know what they want to do. By giving them choice, and asking why they made that choice, they should learn and understand their preferences helping them to make simple decisions in the future, leading them to make more complicated ones later on. It is important that practitioners ensure they are using choice-giving as a way to empower children, rather than getting them to do what the practitioner wants. For example, it is not helpful to the child, if you say you can either choose to apologise to this girl, or you are not going outside the child is being given a choice, rather than understanding their actions were unkind. You need to be clear on what is right or wrong and explain consequences and give choice through other activities, and as a practitioner, it is unfair on the child if you tell them they made a bad choice, instead you should ask them to evaluate their own choice and the consequences so they can make a better choice for them in future. By doing this, they have confidence in themselves because they will feel good after making a choice which is suitable for them, for example being kind to another child, will mean they are praised and shows they know how to respect others, not only encouraging them to be kind more often, but also easing decision making for them helping them to feel empowered. E6 – During a childs life, they will have to go through many transitions, most children will go through the transition of moving class, or school, some children may move house or city, and other children may go through bereavement. Most of these transitions, practitioners can help prepare for by doing many things. For example, most childcare settings have a settling in policy that they can refer to for new children. This is because If a child is moving from nursery to reception in a completely separate building with new teachers, they will find it very distressing if it is quite sudden. However there are many things settings can do to help the child settle in steadily, like: Meeting the teacher/key worker a few times before they start, where the practitioner will introduce themselves and get to know the child, this is so they know a familiar face, and know that they can trust the teacher/key worker. Having half days is also an important way of introducing a child to a new situation, especially if they are going from half days to full days in a new place. Other wise the child will be overwhelmed, they will feel uncomfortable being in a new place with new people for longer than they are usually left without their parent/carer. Once they have started at a new place, it may be reassuring for them to have their previous teachers or key workers visit, as they are likely to trust them, and notice that if they feel comfortable here, then it is okay for the child to feel comfortable too helping them feel reassured. Some places may offer for the child to come once or twice for short sessions and participate in activities like stories, this gets them used to the place in small doses and that way when they officially move, they will be used to the building and the people, making it less distressing for them. E7 – Unfortunately in some settings discrimination may occur, against some children and families. Which is why it important to ensure that you are fair and treat everyone as a unique individual. Discrimination can occur when people have stereotypical attitudes, this means that they see a group of people with one characteristic in common and think they are all the same, for example, disabled people cannot live by themselves. Some stereotypes can lead to practitioners making assumptions about what children can do. Prejudice is also another cause of discrimination, as it stems from stereotyping. If someone is prejudice then it means they are pre-judging someone without knowing anything about them, due to a specific stereotypical view a practitioner may hold. For example, if a child is over weight, they may assume the child doesnt want to take part in physical activities. Which is unfair on the child, as this is not necessarily true. If a child or there family, is discriminated against, they will start to pick up on the actions of the practitioner, and it will have an affect on their self-esteem, and self-worth, as by the age of 3 or 4 a child will have developed their sense of identity and understand racial and gender differences, and the way people treat each other. A child will understand the differences in the way the people they look up to treat others especially if it because they are a different race, age or gender. If they feel discriminated against, they will have a lower self-worth and self-esteem, they may grow up feeling inferior to others because of different characteristics like colour, they may fear failing new activities, leading them t achieve and succeed less at school, or have difficulty in developing emotionally/socially in order to form relationships in the future. D1 Gathering information to support the child would be a good way to prepare children for transitions because practitioners often feel the need to reassure children by talking about the new setting they are going to, whether it is a hospital, new school etc. but often the children are given misinformation, leading them to expect certain things or do things in a particular way, this can make their first experiences within a setting more difficult. Therefore it is important that practitioners find out information for themselves before sharing with the children, this can be done through websites, particularly for schools, brochures, prospectus or leaflets about certain procedures, talking to other people who may have already been through the same transition, e.g. older siblings. Or possible letters and phone calls where you can directly find out about certain enquiries you or the children may have. By doing this you can successfully answer childrens questions and support them and hopefully they will then feel reassured about the change. Working in partnership with parents is crucial for a child to succeed in calmly changing settings. This is because we can only do our best for the children in our care if we involve their parents and families. We need to listen to what parents can tell us about their children and accept that as their childs main carer they hold a lot information, practitioners could use to help support the child. Firstly, children may confide in their parents/carers about things troubling them linked with the transition, and whilst parents may not have the answers, practitioners may be able to help, therefore it is essential that communication between the two is continuous. There are many other ways to help children communicate their expectations and fears, some more subtle than others. For example, Role play, using an object or toy, drawing, changing activities and promoting the development of self-help skills. One way to encourage children to talk about their worries or questions, is bringing an object or toy, for example using a teddy, explaining that he is going through a transition just like the children and asking them what they think the teddy may be worried about. This strategy often brings up their subconscious thoughts. Using drawing activities can also be helpful, as you could ask them to draw scenarios they predict will happen at the new setting. Changing activities and promoting self help skills is particularly important, if the child is moving in education, as they will have to be more independent, have the ability organise themselves, particularly if they are in charge of their own lunch money, or transport, and need to be responsible for their own possessions. Helping them to prepare for practical activities, like getting a bus on their own, will give them confidence as they feel more grown up and independent, although in this case it important that the child is given accurate information so they know what to expect. C1 – A lot of childcare settings have modelled their techniques after Vygotskys principles, allowing children to have a supportive learning environment and empowering them to develop their personal strengths. Experiences that students have at school contribute to learning both inside and outside of the classroom. Vygotsky says that children need to be taught using structured education where a teacher can give clear instructions to help children learn as well as social interaction between children. Vygotskys theory suggests that there are three ways in which children learn; firstly, imitative learning, where the child copies the actions of others; Instructed learning comes second, where a child acts out what the teacher tells them to do and they learn through activities, and; the third is collaborative learning. Collaborative learning happens when a group of children work together in order to achieve a specific goal which helps them as they are working to understand each other. Teachers and carers, want to get the most from students, challenging them to reach their highest potential and once they do they will feel confident in their own abilities and have a higher self-esteem. Vygotskys belief that social interaction leads not only to easier learning for the child, but that it actually changes a childs thoughts and behaviours. Vygotsky believed that exposing children to various cultures meant that they would be more knowledgeable about the world and themselves. Learning through this means that children develop their own self-worth as they will evaluate how much knowledge they can put forward into a group and how helpful they are. The more experiences that a child has, the more about other people and cultures they find out, and the more they learn the more independent they should become as experiences such as these will help them to form their perceptions of the world which all leads to children feeling independent and therefore empowered. B1 An equal opportunities policy means as a practitioner you have a duty to ensure that children are valued and not discriminated against either by adults or by other children. Equality of opportunity means ensuring children in a setting’s care are seen as being individual and special. However, this does not mean treating all children exactly the same as some children may need more adult help and support than others or even special equipment to undertake and participate in activities. Equality of opportunity means ensuring that children are equally valued and given the same opportunities to fulfil their own potential.

Non Monetary Incentives in the Workplace

Non Monetary Incentives in the Workplace Mr. Ignacio Falgueras Sorauren conducted this research in 2000 in which he investigates the problem related to motivation in organizations. Actually this problem occurs when people tend to follow their own interests rather than firm s common goals. Primarily author try to address this problem by giving them some economic proposals but the study showed that economic proposal doesn t decrease conflict of interest and not able the people to purse firm s common goal rather than follow their personal interest. These economic proposals further create more problems but after that researcher through thorough study reveals that non-monetary incentives are most important to motivate people towards organizational goals because money is not the solution of every problem. As you can find lot of variables in this article, but with respect to my topic Motivation through monetary and non-monetary benefits help me to identify the dependent variable as organizational goal and independent variable is Employees interest towards job and their motivation towards organizational goals . So it shows that organizational goal is dependent on employee s interest towards job and their motivation towards organizational goals through some non-monetary incentives. Apart from monetary benefits there is a strong need of non-monetary benefits to purse employees towards firm common goals. Some non-monetary benefits include making job challenging and interesting so in this way they know what they are doing and produce positive results for the organization. In order to make job interesting and challenging money would not always play a big role because money is neither the motivator nor the major one. Researchers reveal that most of the time money leads to conflict of interest and the most important opposition of money is its incapability to reduce the conflict of interests born in any organization. So organization needs to set a common goal communicated with their employees, thus enables them to bring unity among their employees and in this way conflict problem has also resolve. Non-monetary incentive in shape of communicating organizational goal and setting targets for the team, make the employees to work for organizational interests rather than pe rsonal interest. This article is extremely relevant to my topic which helps me to understand that non-monetary incentives have great role to play for the achievement of organizational goals. Through these incentives inject motivation in employees to prefer organizational goals over their personal interest. Along with that the best way to motivate people is treating them as human beings because it is really essential to consider all human aspects to gain excellent results. Article 2 Judy Cameron., W. David Pierce. (1994). Reinforcement, Reward, and Intrinsic Motivation: A Meta-Analysis, Vol. 64, No. 3. Retrieved from http://www.jstor.org/stable/1170677 Two Researchers Judy Cameron and W. David Pierce wrote a research paper titled as Reinforcement, Reward, and Intrinsic Motivation: A Meta-Analysis in 1994 to examine the effects of reinforcement and reward on intrinsic motivation. So in this paper they have conducted 96 experimental studies from different groups to compare rewards and non-rewards effect on intrinsic motivation. In this article I found Intrinsic Motivation as dependent variable, whereas reinforcement and rewards are independent variables. Thus, it shows that in order to bring intrinsic motivation there is need to be some good reinforcement and rewards. As I mentioned above they conducted 96 experiments and the results showed that reward does not decrease intrinsic motivation. Intrinsic motivation is the motivation that comes from inside the person and he gets pleasure while doing job or performing any particular task. When researcher scrutinizes the communication process he finds out that intrinsic motivation can increase through verbal praise. The reward is given to an employee on the completion of the task and it has an insignificant negative effect on intrinsic motivation as measured by the amount of time spent on the task. Because that person is self motivated so there is no need to give any rewards to that person but on the other way around concentration of employee s increases towards there job and they try to do the same task in shorter span of time and also in this way bring the efficiency in their work and higher intrinsic motivation. They further conducted five more studies about reinforcement and results reveal that rein forcement does not effect any individual intrinsic motivation. So it shows that you can reinforce your employee regarding the completion of job and that will not hurt their intrinsic motivation. In the end article leave us with one question it is not clear yet what effect reinforcement or reward have on intrinsic motivation. They consider some studies have opposing trend and not relevant because of outside of the researcher paradigm. This article is highly relevant to my study on motivation through monetary and non-monetary benefits. As intrinsic motivation does not increase when employee gets a reward but some times brings efficiency. Whereas reinforcement does not hurt employees intrinsic motivation so intrinsic motivation has a mix trend with respect to benefits. Article 3 Scott Jeffery. The Benefits of Tangible Non-monetary incentives, Retrieved from http://www.businessgroupinc.com/PDFs/The%20Benefits%20of%20Tangible%20Non%20Monetary%20Incentives.pdf Mr. Scott Jeffery the writer of the article which is titled as The Benefits of Tangible Non-monetary incentives talks about that some tangible non-monetary benefits are much more motivational for employees as compare to monetary incentives. And by doing that we can bring better reward system through which the organization easily gains their desired Objectives. One thing we have to keep in mind that in order to increase more performance, non-monetary incentive must be equal or greater than cash incentives because if you provide lower value non-monetary incentives that might be not as effective as high value cash incentives. In this important article I establish tangible non-monetary incentives as independent variable where as motivation is our dependent variable. Therefore motivation in employees is depending on your independent variable non-monetary incentives and this statement sounds true because there is high probability of bringing motivation in employee s trough non-monetary benefits. There are some very important points discussed in this article like, nowadays organizations use very small amount of tangible non-monetary benefits which are very small percentage of total employee compensation. In this research researcher discussed some explanations through which we get an idea that nowadays firms are not using this kind of incentives. Psychological process which increased motivational power of tangible non-monetary incentives is both emotional and cognitive (involves mental process). As you get to know about the power of tangible non-monetary benefits and when these two different cognitive and emotional processes gets together this mean that they toil together in decision making. Justifiability is cognitive because people have to consider the difficulty they have face in order to justify the purchase of tangible non-monetary benefits. On the other way around the nature of these justifiability concerns are more effective. The writer mentioned in this article that th e prize which is earned on the basis of good performance makes an employee to think about his achievement, consider as a cognitive process and even have a higher utility when other people get to know about your achievement. So, it shows that motivation or organizational goals are our dependent variables, whereas non-monetary incentives are independent. So I can conclude the article by saying that tangible non-monetary incentives boost employee motivation and has the ability to improve the efficiency of the organization. The article is highly relevant to my research which helps me to understand the role of emotional Psychology in order to motivate employees and how it enables the organization to achieve their desire goals. Article 4 Rizwan Saleem. (2005). A study on the effect of monetary Benefits (pay) and work motivation on job satisfaction. Retrieved from http://papers.ssrn.com/sol3/papers.cfm?abstract_id=1529064 Mr. Rizwan Saleem from Mohammad Ali Jinnah University in 2005 wrote a research paper titled as A study on the effect of monetary Benefits (pay) and work motivation on job satisfaction . This study is conducted from the banking sector with respect to understand the effect of pay and work motivation on job satisfaction. For that they done exploratory research by developing the questionnaire in order to measure the level of pay, work motivation, and job satisfaction as well as achieve the effect of pay and work motivation on job satisfaction. In this article I discover dependent variable as Job satisfaction where as monetary benefits and work motivation is our independent variables. This means that job satisfaction is depending upon monetary benefits that employee is getting and along with that how well the employee is motivated towards the job. So the combination of both helps to achieve Job satisfaction for an employee. As the study showed about the psychology of human mind regarding job satisfaction is that person is self motivated to do that job or task and gets pleasure while doing that job. The rule of the thumb is that the more satisfied the employee, the higher the organizational performance. Further research reveals that there is a difference between intrinsic and extrinsic motivation. In this article intrinsic motivation is defined as the motivation to perform an activity in order to experience the pleasure inherent in the activity. The cognitive evaluation theory says that rewards interpret an employee s competence and determine their intrinsic motivation. In this article we conclude that pay is independent variable and job satisfaction is depending upon it. Facts reveal that extrinsic incentives often crowd out intrinsic motivation which then reduces discretionary effort of workers. Research has revealed that motivation has different intrinsic and extrinsic motivation. According to Deci, Connell, Ryan intrinsic motivation can be defined as the motivation to perform an activity for it, in order to experience the pleasure and satisfaction inherent in the activity. According to cognitive evaluation theory and self determination theory it is rewards that are interpreted as information about one s competence and satisfy individuals need for autonomy, will enhance intrinsic motivation. In this article we conclude that pay is independent variable and job satisfaction is depending upon it. According to experiential facts, extrinsic incentives often crowd out intrinsic motivation which in turn reduces discretionary effort of workers. Researcher also found that overall the employees were satisfied with their jobs and have their interest in their job. By employing these two independent variables showed that job satisfaction comes automatically and study also proves that i n this way employees were more motivated to work for the organization. This article is relevant to my study in a sense that how motivation along with monetary benefits creates job satisfaction for an employee. It helps me to understand that monetary benefits also play a vital role in order to motivate employees and enhance their job performance. Article 5 Thomas Li-Ping Tang., Randy K. Chiu. (2003). Income, Money Ethic, Pay Satisfaction, Commitment, and Unethical Behavior: Is the Love of Money the Root of Evil for Hong Kong Employees?, Vol. 46, No. 1. Retrieved from http://www.jstor.org/stable/25075086 Mr. Thomas Li-Ping Tang and Mr. Randy K. Chiu in 2003 through empirical study come up with a research titled as Income, Money Ethic, Pay Satisfaction, Commitment, and Unethical Behavior: Is the Love of Money the Root of Evil for Hong Kong Employees? . The research scrutinize a model involving income, the love of money, pay satisfaction, organizational commitment, job changes, and unethical behavior among 211 full-time employees in Hong Kong, China. In this article I found Organizational commitment as a dependent variable whereas pay satisfaction monetary benefits and love of money are independent variables. So pay satisfaction and good monetary benefits enable the employees to meet the organizational commitment. The study shows quite a few relation between important variables, to mention a few important ones it showed that love of money was negatively related to income and pay satisfaction and the love of money was also negatively related to ethical behavior which means that if you have a strong love for money you cannot easily resist unethical behavior. Pay satisfaction was positively related to organizational commitment. These relations show that income or money is not the cause of evil but the lust for money is the root to all unethical behavior within an organization. It has been highlighted in the article that the findings of this research shouldn t be interpreted that money is an evil as money itself is a key motivator for employees. There has been an increase regarding the importance of money as a career goal.Pay dissatisfaction has numerous undesirable consequences, e.g., turnover, theft, workplace deviance, and unethical behaviors in organizations and might have direct impact on com pany s strategic decisions and image. So there is need to provide good pay and monetary benefits to your employees in order to get the desired objectives. This article is related to my topic in a sense that by providing good monetary benefits to your employees, you eliminate the negative consequences such as high turnover, theft and dissatisfaction this further help them to meet the organizational commitment. Article 6 Hoimonti Ganguly. (Oct., 1974). Role of Status and Money as Motivators among Middle viromnmManagement, Vol. 10, No. 2. Retrieved by http://www.jstor.org/stable/27765445 Ganguly has conducted a research on the relative importance of Money and status on the motivation level of the middle managers of an organization. The study aimed at measuring the effect of both money and status separately on the commitment level of the employees and then to see which one is more important. Research revealed that status plays a more important role than money for middle managers and this is explained by the fact that the lower-end needs of the middle managers are reasonably fulfilled thus their satisfaction from the job will increase more if their status is improved as compared to the same increase in monetary reward. Money and most importantly Status are the independent variables of the research and the dependent variable is the motivation of managers towards the organizational goals. It has been observed that the correlation between status and motivation is particularly strong in case of middle managers. So it shows that in order to achieve organizational goals and motivate people towards their assigned task, there need to give them a status or position in the company that status is going to be self motivator. It has been further observed that the findings of this research hold true across all the stratifying variables like age, income, experience and qualification thereby strengthening the credibility of the research. The research also shows that younger managers are particularly sensitive to status. Managements that are trying to raise the motivation of its employees towards the organization goals should try to cultivate a corporate culture that meets the managerial needs of status. The research was further taken to define the different components of status and it was revealed that intrinsic factors like power, self-esteem, and self-actualization were important in defining status, rather than extrinsic incentives such as fringe benefits and white-collar work. Another important thing that should not be overlooked is that that status is to a great extent defined by the type of work assigned, task performed and result achieved. It has been suggested that linking status with performance tend s to improve motivation greatly. This article supports my topic in a way that motivation of middle level managers is not only depending upon the monetary and non-monetary incentives but also depend upon the higher status which is one of the non monetary reward. However it s crucial to take into consideration the different components of status which may vary from organization to organization. Article 7 S. K. Bhatia. (Jan., 1985). Job Motivation of Executives: An Empirical Study, Vol. 20, No.3. Retrieved from http://www.jstor.org/stable/27768826 Increased motivation of the executives of an organization is very essential for its success not only because they make all the strategic decisions for the firm but also because of the fact that they influence and motivate all the employees working under them. S.k.Bhatia conducted empirical research on the job motivation of the executives. In the study he has aimed to identify a wide variety of factors that affects the motivation level of the executive and the importance they attach to these factors. He has conducted the research by primarily using surveys as his research tool. The article highlighted that monetary benefits, better job security, good working environment, job content, recognition, work-itself, responsibility, opportunity for growth and advancement and sense of achievement are significant factors that should be considered while making policies to increase motivation for the executives. I t has been observed that job content plays a very significant role in determining the level of satisfaction. Majority of employees who find their work duties boring and not contributing towards their advancement tend to have lower levels of motivation where as the ones who were satisfied with their job content directly derived job motivation and were more than willing to bend their energies for organization s benefit. Apart from the job content majority of the respondents answered that a positive perception of the executives is really important. Positive perception was a factor that was further researched upon by Bhatia and it was revealed that it encompasses a wide variety of factors, some of them that the employees mentioned were recognition, responsibility, opportunity for growth, work-itself, advancement, sense of doing good for the society and a sense of achievement. In this article Perception of the job is considered as a very vital factor controlling and defining the motivation of the executives thus in this empirical study it is taken as an independent variable which is determined by a wide variety of factors and vary from person to person and the variable that is dependent upon the perception of the employee is the job motivation. This means if the person changes his perception about their job and particularly if it changes in positive manner than organization performance definitely increases. Perception of the job is considered as the most significant psychological factors identified by all the Motivational theories. The findings of the research make it imperative to lay emphasis on intrinsic motivating factors identified by Herzberg in his two-factor theory. Along with that there is the marked difference in the degree of perception of executives belonging to three categories (i.e. first level, second level and middle level and above).The general trend is that higher the category of executives, the better the degree of perception of job and consequently the higher level of motivation. A large majority of executives are willing to shoulder greater level of responsibility showing their positive attitude towards the job. In the same way a large percentage of the survey population responded that they do not experience stagnation in their jobs and thus get enough opportunities for advancement in their careers which meet their need of self actualization. However on the other end of the spectrum are some respondents who said that they are over burdened and experience less opportunities for growth and advancement. Some first level executives complain that they need more training courses to improve their abilities. The executives have given useful and practical suggestions for bringing about an overall improvement in their job performance and functioning of the respective departments. Article 8 Harvey S. James, Jr. (2003). Why Does the Introduction of Monetary Compensation Produce A Reduction in Performance? Retrieved from http://papers.ssrn.com/sol3/papers.cfm?abstract_id=481942 Mr. Harvey S. James conducted the research in 2003through which he tries to find the answer of the question that why monetary benefits lead to decrease in performance. Through his observational study he revealed that extrinsic incentives usually crowds out intrinsic motivation. This article demonstrates that how the increase in monetary incentives starts displacing intrinsic motivation to act in the interest of principal. And basically they found out that the motivation of the person distracted when his intrinsic motivation is attacked by extrinsic incentives and in this way his preferences, objectives diverted towards incentives. In this article intrinsic motivation is our independent variable whereas explicit incentives is a dependent variable. It is observed that lot of people want to work without explicit incentives and when you increase their monetary benefits it will lead to decline in their effort. This change of effort takes place because now his motivation towards work is dependent upon extrinsic incentives e.g. lot of employees are interested towards certain job but there is a prize for one, then each and every one of them try to dominate each other and start working for personal interest rather than organizational interest. This decline in responsibility shows that there is a tradeoff people face either by intrinsically satisfied at a higher cost or get extrinsic satisfaction from being compensated. But on the other way around when the people have strong intrinsic motivation then it becomes difficult for explicit incentives to crowd out intrinsic motivation of people. Further he explains that teaching uncritically to workers in the interest of organization; incentives are also align if the workers work according to organization interest and such thing might be lead to counterproductive.Murdock s in 2002 through its analysis revealed that incentive contracts and intrinsic motivation are complementary because focusing on healthy work ethics rather than organization interest is followed by most of the organizations these days but on the other way around by giving these incentives increase the intrinsic motivation. And the major cause behind these kinds of incentives is to increase organizational efficiency and to produce the best result for the organization. This article is highly relevant to my study through which I come to know that the basic purpose of incentives is to employee s motivation towards organizational goals but most of the time it proves wrong for highly intrinsic motivated people, on the other way around author says that sometimes extrinsic incentives don t crowd out intrinsic motivation as well. Article 9 Dan Ariely, Anat Bracha, Stephan Meier. Doing Good or Doing Well? Image Motivation and Monetary Incentives in Behaving Prosocially. Retrieved from http://papers.ssrn.com/sol3/papers.cfm?abstract_id=1010620 This article titled as Doing Good or Doing Well? Image Motivation and Monetary Incentives in Behaving Prosocially written by Dan Ariely, Anat Bracha and Stephan Meier. This paper scrutinize image motivation in which the focus is to be liked by others and treated well regarded, in their eyes. Prosocial behavior (doing good) is one of their drivers. Also determine whether extrinsic monetary benefits (doing well) have unfavorable effect on Prosocial behavior because of crowding out of image motivation. According to definition image is the presentation of ones behavior to other people. So this exclusive property showed that image is most important part of motivation to behave prosocially. Research also showed that when extrinsic motivation relate with image motivation then it is less effective in public than in private. I derive Motivation and extrinsic motivation as dependent variable whereas monetary incentives and behaving prosocially are dependent variable. It is revealed in the study that motivation is crowded out by monetary incentives which illustrates that monetary incentives are counterproductive for public prosocial activities as compare to private one. Through exploratory research researcher finds out that there hypothesis supports them because monetary incentives severely depends on visibility, monetary incentives are much more effective helping them privately rather than publicly Prosocial activities. As we know extrinsic motivation is a motivation that comes from outside of an individual and other way around people wants to be seen doing good without extrinsic incentives, these people want to be respected in the eyes of other people, they want other people to appreciates them and to consider them they are doing good job. But with extrinsic incentives there motive to work well deteriorates because extrinsic incentives makes them work for money or some other factors but they don t want people to consider that they are doing well . so in this way they are not get effective and their image value decreases. The signaling element of a product greatly influences its purchase thus if the government gives a subsidy on a particular technology that is environment friendly then the fact that whether the particular product is a publicly used product or not will greatly influence the buyers motivation to buy the product. The purchase of the environment friendly technology will confuse the buyer that how does his purchased is viewed by the public, is that made because the buyer is genuinely concerned about the environment or is it just to avail the tax benefit or is it bought just to create an image that you are a responsible citizen. Thus the government should carefully consider all its policies and should take into account the unintentional damage to signaling that their policy results in. Another option for providing the extrinsic incentive is to provide it without making it public, it will give the same effect as if the extrinsic incentive does not exists. This could be further elaborated by using the example that most of the donors for social causes do not make their identity public so that the signaling effect does not crowd outs their true cause. To conclude it is better to have less extrinsic incentives for visible Prosocial activities so that these incentives do not erode the moral aspect. This article is highly relevant to my study which gives me further knowledge about the effect of extrinsic incentives on motivation and if the person is not extrinsically motivated he wants to appreciate and considered that he is doing a good job. So different people is motivated through different ways. Article 10 Andrew Ballentine., Nora McKenzie., Allen Wysocki., Karl Kepner. The Role of Monetary and Non-Monetary Incentives in the Workplace as Influenced by Career Stage. Retrieved from http://edis.ifas.ufl.edu/hr016 This article titled as The Role of Monetary and Non-Monetary Incentives in the Workplace as Influenced by Career Stage written by Andrew Ballentine, Nora McKenzie, Allen Wysocki and Karl Kepner. In the corporate environment manager these days constantly trying to create strong motivational environment in the organization through which all the workforce work towards the organizational goal together. For that they use monetary and non-monetary benefits to motivate them in workplace. There can be diverse kinds of monetary benefits which have a similar impact on associates. An example could be a mutual fund is one of monetary benefits provided through company insurance program or pension plans. Different people in an organization has different needs and there are different incentives for the employee of different age group. Nowadays organizations are replacing their traditional motivational incentives to newer ones according to the needs of younger generation. Along with that article also states that there are different monetary and non-monetary benefits at each stage of employee career e.g. a nature of an incentive is different for higher management of organization hierarchy as compare to lower level management. So I derive dependent variable as motivation, interest, and job satisfaction whereas career stage and Generation in which you born are Independent variables in this article. The basic reason of monetary benefit is to reward the employee s for excellent performance in their job by giving them money. Profit sharing, stock options, project bonuses and warrants are some types of monetary incentives. On the other way around the rationale behind non-monetary incentives is to reward the employees for excellent performance in their job by giving them opportunities. Flexible work hours, pleasant work environment and training are some of the examples of non-monetary benefits. Furthermore author also revealed that monetary and non-monetary incentives differ in the efficiency, functions and correctness depending upon the nature of incentive. Another researcher Alfie Kohn in 1993 presents his point of view that monetary incentives encourage Obedience to the work in an organization rather than risk-taking approach because most rewards are given on the basis of performance and people don t want to take risk their jobs. So in this way employees are not encouraged from being creative in work place. One of the most important aspects of the study is desired monetary incentives differ from career stage of employee and also from which generation he belongs to. Survey conducted by American Association of Retired Persons has shown that retired people are motivated to work for flexible schedules, part time hours, and temporary employment and they are known as Mature workers who were born between 1930 and 1945. Whereas baby boomers those who were born between 1946 to 1963 wants retirement planning , flexible retirement options, sabbaticals and job training as their non-monetary incentives. Further the next generation Generation X ers those who were born between 1964 and 1981 like flexible work schedule, professional development, feedback, tangible rewards and work environment as their non-monetary incentives. And Generation Y ers those who were born after 1982 wants flexible work schedules, professional development, feedback, tangible rewards and work environment as their non-monetary incentive to get motivated. This article is highly relevant to my research; it increases my understanding that motivation is different for different people. We have to give different non-monetary incentives to different generations and employees of different career stages to motivate them about specific task. Hypothesis Tentative Hypothesis: Ho: Monetary Benefits increases more employee motivation than Non-Monetary Benefits at an organization H1: Non-Monetary Benefits increases more employee motivation than Monetary Benefits at an organization Ho: there is no significant relation between communicating organizational goals and employee motivation level H1: there is significant relationship between communicating organizational goals and employee motivation level Ho: there is no significant relation