International business Essay Example | Topics and Well Written Essays - 500 words - 2

International business - Essay Example nalysis will seek to draw a level of definition to each and state the ways and means by which they are both separate yet at the same time intricately related. With relation to international business, this is an activity that takes place on what can be understood as a micro level. In this sense, key players within the private sector engage in exchange of goods and services which directly mirror the same process that occurs on a national and/or domestic level. In this way, one can understand that role that individuals, managers and other shareholders hold within this level of transaction as being the most important; with the roles of politicians only being tangential or secondary as long as no barriers to exchange exist (Buckley 2009, p. 330). With relation to the term international trade, this encompasses the activities that have previously been discussed within the preceding paragraph detailing international business activities. For this reason, the international trade definition is something of a catch all definition which all of the activities of international business and the tangential and related aspects thereof are included. Moreover, when one discusses the term international trade, there is a level of emphasis that must necessarily placed on the role that politicians play with regards to regulating the flow of trade between two or more countries (Rasche 2012, p. 681). Although this same type of regulation is exhibited within international business, the term international trade necessarily implies a more macro view of the system as opposed to one that is purely focused upon a more micro approach. The fact of the matter remains that trade and international business are in effect two sides of the same coin. Regardless of the level of differentiation that can ultimately be discerned, the true differentiation that is most recognizable is the involvement of the key players within the process. Due to the more macro view of international trade, the level

The History of Nasa Essay Example for Free

The History of Nasa Essay NASA has done many amazing things. From putting the second man in space to putting the first and second man on the moon. NASA truly has a great history. Project Mercury was the first American human spaceflight program. It’s goal was putting a human into orbit around the Earth. And they wanted to do it before the Soviet Union. Though they were not able to do that before the Soviet Union, they still put a human into orbit. Alan Shepard became the first American astronaut aboard Freedom 7. Project Mercury was the start of many great things. Project Gemini’s objective was to develop space travel skills. This would help in the Apollo missions with the goal of landing a man on the moon. Gemini missions would be able to carry two men. Gemini 3 was the first manned mission in the Gemini program. Nicknamed Molly Brown, Gemini 3 completed the 7th manned spaceflight in the United States and the 17th manned spaceflight overall. The main goal of this mission was to test the new, maneuverable Gemini spacecraft. While in space, the crew fired the thrusters to change the shape of their orbit, slightly shift their orbital plane slightly, and drop to a lower altitude. Some firsts achieved by this mission were: two people flew on an American spacecraft together, and this was the first manned reentry where the spacecraft produced enough lift to change its touchdown point. Gemini 4 was the second manned spaceflight in Project Gemini. Gemini 4 circled the earth 66 times in four days which made it the first American flight to approach the 5-day flight of the Soviet Vostok 5. Although that was great, the greatest accomplishment of this mission was when White made the first spacewalk by an American. White floated free outside the spacecraft for about 20 minutes. Both of these accomplishments helped America overcome the Soviet Union’s early lead in the Space Race. Gemini 5 was also an important mission. This was the mission where the US beat the Soviet Union’s record of 5 days for the longest amount of time spent in space on August 26, 1965. L. Gordon Cooper, Jr. and Charles Conrad, Jr. spent almost 8 days in space beating the record by over 2 days. Gemini 7 included Jim Lovell and Frank Borman On December 4, 1965 Gemini 7 blasts off for space. While they are in space, Gemini 6 is waiting by the launch pad while Gemini 7 waits in space. Some problems occur with Gemini 6 but are resolved in less than 3 days. Gemini 6 launches into space on December 15. Gemini 6 and 7 are planning to fly just inches apart from each other in formation. They fly in formation for 270 minutes, 3 orbits around  the earth. After this, Gemini 6 returns home. Gemini 7 must complete their 2 week mission and then they returned home. This was NASA’s longest mission in space at the time. On June 3rd, 1966 Gemini 9 launched into space. Gene Cernan had to test out a new jetpack but by the time he got it on he was too exhausted to fly with it. Buzz Aldrin was the next to attempt a space walk. Aldrin succeeded and spent more that 5 hours walking in space. Because of Apollo 1, America lost some good men. Ed White, Gus Grissom and Roger Chaffee were all killed during a simulation. There was fire due to a spark in the wire which caused oxygen to catch on fire. They were not able to get the door open fast enough and these three men were all killed. Apollo 7 then takes their mission with a redesigned and much safer capsule. Apollo 11 has to be one of the most important missions of all time. Apollo 11 included Neil Armstrong, Buzz Aldrin, and Michael Colinn. Their goal was to walk on the moon and they succeeded. Neil Armstrong took the first step on the moon. 15 minutes later Buzz Aldrin became the second man on the moon. The two men spend just over two hours on the moon. With the huge goal of walking on the moon completed, NASA now needs to learn more about the moon. Apollo 12 spent about 8 hour just collecting moon rocks. They ended up collecting 75 pounds of moon rocks. NASA is testing a new shuttle. On february 18, 1977 the space shuttle takes off and lands successfully. There were 31,000 thermal tiles on the shuttle when it took off to protect it. But when it landed they discovered many tiles had fallen off. NASA must develop efficient models before they can actually use the shuttle for missions. After 4 years of testing, the shuttle is finally ready. The first shuttle mission took with it John Young and Bob Crippen. Something that everyone was worried about was that once the rocket boosters were lit, the shuttle was committed to flight. But everything was fine. On April 12, 1981 it took off, orbited the Earth 36 times and landed safely. Crista McCaliff was a social studies teacher and was going into space. On January 28, 1986 the Challenger took off for space, but it never made it.  The Challenger blew up only 73 seconds after lift-off at 67,000 feet in the air. This was the first time NASA lost astronauts in a mission. No spacecraft flew until two years later. Hubble is a super powered telescope that was put into space. Only when it got into space did they realize that it had a big problem with the mirror. Also, there were problems with the solar panels. Without those, Hubble wouldn’t work. After these problems, they sent a repair crew into space. They fixed the problems and Hubble was open for business. Next up, the International Space Station. Russia carried up the first part of the space station in November, 1998. In December the first part that NASA built goes up. The two parts connect in space. The estimated cost for the International Space Station was $170,000,000,000. On January 16, 2003 Columbia is scheduled for lift-off. They make it into space fine but what nobody knows it that something hit the craft during take-off and made a hole in the craft. This wasn’t a big problem until re-entry when the hole caused the craft to explode taking the astronaut’s lives with it. NASA has done many amazing things over the years and they will continue to do many more. These events were some of the most important things to happen in the history of spaceflight and exploration.

Adam Smith Wealth Nations Wealt Of Nations Summary Economics Essay

Adam Smith Wealth Nations Wealt Of Nations Summary Economics Essay In the first sentence of Wealth of Nations, Smith explained his conception of the nature of the wealth of nations. In so doing, he separated his views from those of the mercantilists and physiocrats. The annual labour of every nation is the fund which originally supplies it with all the necessaries and conveniences of life which it annually consumes, and which consists always either in the immediate produce of that labour, or in what is purchased with that produce from other nations. In a number of places throughout Wealth of Nations, Smith berated the mercantilists for their concern with the accumulation of bullion and identification of bullion with the wealth of a nation. Smith believed, in fact, that most mercantilists were confused on this issue. For him, wealth was an annual flow of goods and services, not an accumulated fund of precious metals. He also revealed an understanding of a link between exports and imports, perceiving that a fundamental role of exports is to pay for imports. Furthermore, in his opening sentence he implied that the end purpose of economic activity is consumption, a position he developed more fully later in the book. This further distinguishes his economics from that of the mercantilists, who regarded production as an end in itself. Finally, in emphasizing labor as the source of the wealth of a nation, he differed from the physiocrats, who stressed land. Smith went on to suggest that the wealth of nations be measured in per capita terms. Today when it is said, for example, that England is wealthier than China, it is understood that the comparison is based not on the total output or income of the two countries but on the per capita income of the population. In essence, Smiths view has been carried forward to the present. In the same paragraph in which Smith stated that consumption is the sole end and purpose of all production, he rebuked the.mercantilists because in their system the interest of the consumer is almost constantly sacrificed to that of the producer and because they made production, and not consumption . .. the ultimate end and object of all industry and commerce. So much for the nature of the wealth of nations. The rest of Smiths book is concerned with the causes of the wealth of nations, directly or indirectlyà ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬sometimes very indirectly. Book I deals with value theory, the division of labor, and the distribution of income; Book II with capital as a cause of the wealth of nations. Book III studies the economic history of several nations in order to illustrate the theories presented earlier. Book IV is a history of economic thought and practice that examines mercantilism and physiocracy. Book V covers what today would be called public finance. Causes of the Wealth of Nations Smith held that the wealth of a nation, what we today call the income of a nation, depends upon (1) the productivity of labor and (2) the proportion of laborers who are usefully or productively employed. Because he assumed that the economy will automatically achieve full employment of its resources, he examined only those forces that determine the capacity of the nation to produce goods and services. Productivity of labor. What determines the productivity of the labor force? In Book I, Smith stated that the productivity of labor depends upon the division of labor. It is an observed fact that specialization and division of labor increase the productivity of labor. This had been recognized long before the publication of Wealth of Nations, but no writer emphasized the principle as Smith did. In our modern economyà ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬even in the academic worldà ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬division of labor is widely practiced, with notable influence on productivity. Smith illustrated the advantages of specialization and division of labor by borrowing from past literature an example that measured output per worker in a factory producing straight pins. When each worker performs every operation required to produce a pin, output per worker is very low; but if the production process is divided into a number of separate operations, with each worker specializing in one of these operations, a large incre ase in output per worker occurs. In Smiths example, when the process is divided into eighteen distinct operations, output per worker increases from twenty pins per day to forty-eight hundred. It is interesting that although Smith recognized the economic benefits of specialization and division of labor, he also perceived some serious social costs. One social disadvantage of the division of labor is that workers are given repetitious tasks that soon become monotonous. Human beings become machines tied to a production process and are dehumanized by the simple, repetitive, boring tasks they perform. But Smith had no doubt that human welfare is, on balance, increased by the division of labor. The division of labor, in turn, depends upon what Smith called the extent of the market and the accumulation of capital. The larger the market, the greater the volume that can be sold and the greater the opportunity for division of labor. A limited market, on the other hand, permits only limited division of labor. The division of labor is limited by the accumulation of capital because the production process is time-consuming: there is a time lag between the beginning of production and the final sale of the finished product. In a simple economy in which each household produces all of its own consumption needs and the division of labor is slight, very little capital is required to maintain (feed, clothe, house) the laborers during the production process. As the division of labor is increased, laborers no longer produce goods for their own consumption, and a stock of consumer goods must exist to maintain the laborers during the time-consuming production process. This stock of goods comes from saving and is, in this context, what Smith called capital. A major function of the capitalist is to provide the means for bridging the gap between the time when production begins and the time when the final product is sold. Thus, the extent to which production processes requiring division of labor may be used is limited by the amount of capital accumulation available. Smith therefore concluded: As the accumulation of stock must, in the nature of things, be previous to the division of labour, so labour can be more and more subdivided in proportion only as stock is previously more and more accumulated. Productive and unproductive labor. The accumulation of capital, according to Smith, also determines the ratio between the number of laborers who are productively employed and those who are not so employed. Smiths attempt to distinguish between productive and unproductive labor became confused and reflected normative or value judgments on his part. However, it manifests an awareness of the problem of economic growth. Labor employed in producing a vendible commodity is productive labor, Smith held, whereas labor employed in producing a service is unproductive. As an advocate of the changing social and economic order, he postulated that the activities of the capitalists, which resulted in an increased output of real goods, were beneficial to economic growth and development, whereas the expenditures of the landowners for servants and other intangible goods were wasteful. A man grows rich by employing a multitude of manufacturers: he grows poor by maintaining a multitude of menial servant s.10 According to Smith, what is true of the individual is true for the nation; thus, for the economy as a whole, the larger the share of the labor force involved in producing tangible real goods, the greater the wealth of the nation. Capital is required to support the productive labor force; therefore, the greater the capital accumulation, the larger the proportion of the total labor force involved in productive labor. Capitals are increased by parsimony, and diminished by prodigality and misconduct. This distinction between productive and unproductive labor also affected Smiths view of the role of the government in the economy. Just as the expenditures of the landowning class for servants and other forms of unproductive labor are detrimental to economic development, so is some part of government expenditures. The sovereign, for example, with all the officers both of justice and war who serve under him, the whole army and navy, are unproductive labourers.12 Smith insisted that the highest rates of economic growth would be achieved by distributing large incomes to the capitalists, who save and invest, and low incomes to the landlords, who spend for menial servants and who leave nothing behind them in return for their consumption.13 Furthermore, because economic growth is inhibited by government spending for unproductive labor, it is better to have less government and, consequently, lower taxes on the capitalists so that they may accumulate more capital.

August Wilsonâ??s Fences :: essays research papers

August Wilson’s Fences August Wilson''s 1985 Pulitzer Prize-winning play, "Fences" thoughtfully examines the escalating racial tensions in America during the 1950s. The playwright deftly handles such complex social issues as racism and adultery without smug commentary. The subtle discussion of black America offers more insight than lecture, which heightens the dramatic impact upon the audience. Wilson recognizes that the family lies the foundation for American society as a whole, and shrewdly chooses family as the emphasis for "Fences." The play''s central focus is the Maxson''s, the instrument Wilson uses to introduce African-American culture to those who are unfamiliar. In the mid-1950s, America was still experiencing a post-World War II economic boon, and could at last allow foreign affairs to take a back seat to domestic issues. The social climate was becoming increasingly heated with the 1954 Supreme Court decision Brown v. The Board of Education of Topeka, which ruled school segregation was unconstitutional. This landmark ruling ignited racial tensions across America, which had been slowly simmering for years. The protagonist of "Fences" is former baseball player-turned Pittsburgh garbage man Troy Maxson, and the antagonist is clearly racism. It is racism which has defied Troy Maxson at every turn and his skin color stood in the way of his quest to grab a piece of the American dream for himself and his family. Racism creates the conflict, which causes Troy to feel that he has been "fenced" in by a discriminatory society. It has heated tensions within the Maxson home between Troy and his wife, Rose, and Troy and his son Cory. August Wilson establishes an impression of the 53-year-old Troy Maxson early in Act I, writing that he is "a large man with thick, heavy hands; it is this largeness that he strives to fill out and make an accommodation with.

Different Marriage or Wedding Practices in Countries Essay

I. Africa: 1. In some African tribes, the bride and groom have their wrists tied together with cloth or braided grass to represent their marriage. 2. To honor their ancestors, some Africans pour Holy water, or alcohol, onto the ground as prayers are recited to the ancestral spirits. 3. The bride wears a veil made of plaited hair which represents reserve. 4. The people present wear traditional regional costumes. 5. The couple jumps above a brush covered with flowers, which symbolizes the starting of domestic life. 6. The Kola nut is most often used for medicinal purposes in Africa. It is also essential in most African weddings. The Kola nut symbolizes the couple’s willingness to always help heal each other. In Nigeria, the ceremony is not complete until a kola nut is shared between the couple and their parents. II. Arabia: 1. Traditionally, marriage was between paternal first cousins or other patrilineally related kin. 2. It was customary for potential spouses not to meet before the wedding night, and marriages had to be arranged by fathers, mothers, and other relatives. These practices are changing slowly and unevenly, but the tendency is toward fewer close-cousin marriages and for the couple to communicate with each other before the wedding. 3. The bride wears an elaborate veil and gets her hands and feet decorated with a drawing made with alhea (henna). 4. During the reception, men and women stay separated. 5. Men are allowed to have four wives at a time as long as they can treat them equally, but polygyny is uncommon in most of the population. Marriage is considered a necessary part of life, and almost all adults marry III. Caribe and Burmuda: 1. The bride and groom show off their finest clothes for the entire village. 2. There’s no need for a best man at an Island wedding. 3. A typical wedding feast features curried goat and spicy chicken jerky 4. The traditional wedding cake is a â€Å"Black Cake† with the recipe handed down from mother to daughter for many generations. The cake is traditionally served with a Hard Rum Sauce and all of the dried fruits are soaked in rum in a crock pot for anywhere from two weeks to one year. 5. Calypso music is played. 6. In the Bermudas people plant a tree for prosperity. IV. China: 1. Auspicious days are subject to interpretation by fortune tellers that perform the analysis based on one’s birth date (day and hour) after consultation with the Chinese almanac. It is said to be the oldest continuous publication known. 2. In the Chinese community it is considered bad form if an individual consults the almanac and performs a self analysis. That is why a fortune teller or Fung Suey [Feng Shui] expert is consulted. 3. The 15 day period from the middle to the end of the seventh lunar month is considered inauspicious because that is time of the Hungry Ghost Festival when the gates of Hell are opened and the lost spirits are allowed to wander the earth. They should not be invited to the wedding! 4. Decorations and gift wrappings are red as this color (and gold too) symbolizes happiness and wealth. 5. There are always rockets acting as protection against bad spirits. 6. The bride changes her dress three times during the wedding ceremony. V. England: 1. The familiar tradition of a flower girl throwing rose petals as she passes down the aisle before the bride is a reminder of days gone by when the bride walked to the church with her maids in waiting. Leading the procession was always a young girl throwing flower petals along the lane, so the bride’s path through life would be happy and laden with flowers. 2. The couple walks toward the church with their wedding procession over a path of orange blossoms. 3. Something Old – Something New – Something Borrowed – Something Blue†¦And a Silver Sixpence in Her Shoe! This good-luck saying that originated many years ago in the Victorian era. 4. Most of the brides wear a horseshoe on one of their arms decorated with lace as an amulet. 5. The fruit cake is covered with marzipan. The upper section (baptism tart) is kept until the first child is born. VI. France: 1. A traditional French custom for the groom to call on his future bride at her home on the morning of their wedding. 2. In a church filled with incense and flowers, the couple stands beneath a silk canopy. A predecessor of the veil, a square of silk fabric, â€Å"carre'† is held over the head of the bride and groom as the couple received the priest’s final blessing. They were designed to protect the couple from descending malice. The same veil is used for the baptism of their new born child. 3. The bridal portion is put in the â€Å"nuptial wardrobe,† hand engraved with symbols of health and prosperity. 4. The couple drinks from the traditional wedding cup. 5. All decorations are white, and laurel leaves are spread out of the church when the nuptial couple departs. 6. On the wedding night, pots and pans are drummed to disturb the couple. The groom invites jokers in and some refreshments are offered. VII. Germany: 1. During the engagement period both the bride and groom wear a ring on their left hand. After the wedding they wear the wedding ring on their right hand. Usually the rings are gold with no diamonds. 2. Germany brides wear either very short trains or usually none at all attached to their wedding dress. If veils are worn they are of fingertip length and typically never worn over the face 3. The groom usually wears a black suit or a smoking jacket (dinner jacket) 4. Some weeks before the wedding the groom and his male friends go to a Kneipe (pub) to drink and have fun for his last time as a single man. 5. Before a church wedding the bride and groom will have been married in the Standesamt (Registry Office) by a registrar which is most often in the Rathaus (town hall). A witness is needed for the bride and also for the groom. 6. At a party on the evening before the wedding plates and dishes are smashed to scare off evil spirits. Only china can be used. Anything else would bring bad luck. The bride and groom have to clean up everything. This is to indicate that they can work together. 7. Together, the bride and groom will enter the church and walk down the aisle. Because it is not legal to have only a church ceremony, the couple will have already been legally married by a Standesbeamte. 8. As the couple walks to the wedding car, fir boughs are laid along the path to pave their first newlywed steps with fresh greenery to symbolize hope, luck and fertility. 9. On the day of the wedding, the guests go to couple’s house. VIII. Greece: 1. Before the wedding, tradition in Greece is to have your â€Å"Bed† made before groom actually sleep in it with the new spouse. During this ceremony, the bed is â€Å"made† with hand-knit linens and then adorned with Koufetta – almond candies, rose petals and, of course, money from friends and family for good luck. 2. When attending a Greek wedding, guests might wear a small â€Å"Eye† to ward off evil and keep the Bride and Groom protected from bad luck. 3. Greek Brides often put a lump of sugar in their glove for a â€Å"sweet† marriage. 4. Nowadays, after the wedding ceremony, guests are offered bombonieres. These delightful gifts of sugar-coated almonds are wrapped in net and attached to a small memento of your wedding. 5. Another hallmark of modern weddings is the wild and deafening loud concerto of automobile horns before and after a wedding ceremony. 6. In the reception a dance with handkerchiefs (Kaslamantiano) is enjoyed by all while stuf fed grape leaves, lamb skewers, and wine are served. 7. During the ceremony the groom is asked to honor the bride and she slightly touches him to put emphasis. IX. Italy: 1. A traditional Italian proposal begins with a romantic serenade. 2. Brides to be and their families gathered a â€Å"dote† or dowry of household goods and clothing in hope or marriage chests. This was often augmented with money or property. 3. In southern Italy, wild bachelor parties are uncommon as are raucous gatherings for the ladies. 4. Italian bride wears a white gown and veil. The white dress symbolizes purity while the veil, sometimes torn for luck, prevents the groom from clearly seeing the face of his intended before the ceremony, and thereby bringing bad luck upon the couple. 5. Almonds covered with caramel symbolize the joys and sadness of marriage. Sometimes the couple is pelted with sugared almonds. 6. In the reception, everyone enjoys the traditional dance called the â€Å"Tarantella.† X. Japan: 1. Sake Ceremony – known as one of the oldest traditional Japanese wedding customs, san-san-kudo, or sharing of sake is still performed today. 2. In Japan, brides may wear a colorful silk kimono or a shiromuku, a formal gown passed down over the ages and still used today as traditional bridal dresses. Some Japanese brides choose to wear a modern wedding gown. 3. The bride wears an elaborate white silk dress, various adornments, and a special wig. 4. In the reception there’s a dedication and some speeches, and the honored guests tell stories about the couple. 5. Kiogashi (colored sweets with flower shape), indicate that this is also a party. 6. Red is the funny and lucky color. XI. Korea: 1. In Korea, the marriage between a man and woman represents the joining of two families, rather than the joining of two individuals. 2. Before a Korean bride may be married, she must take part in the traditional Introduction ceremony, where she is accepted into the groom’s family. In a private ceremony, the groom’s family welcomes the bride. 3. The groom’s father may throw red dates at his daughter-in-law to bring her luck in fertility. 4. On the eve of the wedding (hum), the groom, bride, and her friends gather at the bride’s house. The groom’s friends arrive later, shouting and carrying lanterns to light the way and the bride’s things/dowry. Before entering they demand to be paid. When the payment of food and song is agreed upon, they enter and join with the others to celebrate. 5. Traditionally, a chest of gifts for the bride’s family was brought by the groom’s family. 6. The bride wears a multicolored silk dress with white sleeves and a black silk crown and she is made up with red points on her cheeks to scare away bad spirits. XII. Scotland: 1. Usually about a week before the ceremony the mother of the bride will hold a â€Å"show of presents† for her daughter. This corresponds to the bridal shower in other cultures. A slightly more raunchy tradition is the groom’s stag party. 2. The modern Scottish bride will wear a traditional or contemporary white wedding gown, while the groom dresses in traditional Highland kilt, kilt jacket and sporran. 3. The couple is either bag piped down the isle or traditional Gaelic hymns are played as they walk to the altar. The Highland Wedding is played at virtually all Scottish weddings. 4. Once at the altar the couple may choose to recite their vows in ancient Gaelic or to recite them in modern English. Following the vows the groom often pins a strip of his clan’s tartan colors to the bride’s wedding dress to signify that she is now a member of his clan. 5. Following the ceremony the bride and groom and all their honored guests head to a private home or to a restaurant for a lavish reception feast. At the typical Scottish reception you can count on the bride and groom being â€Å"piped† to the table of honor, where the bride will cut the first slice of wedding cake using a dirk (a long-bladed knife) that is provided to her by the piper. As the bride slices the first piece of wedding cake, custom dictates that her hand is guided by the hand of her new husband. 6. The wedding reception is filled with music, signing, much drinking and toasting to the health and happiness of the new couple. The celebrations can go on into the wee hours of the morning. 7. One custom that hasn’t changed for more than 700 years is the custom of the groom carrying his new bride over the threshold of their new home together. XIII. The Netherlands: 1. Dutch people are free to choose their spouses. The common basis for marriage is most often love. This does not mean that people marry independently of the constraints of class, ethnicity, and religion. 2. The choice of a partner is often class-based. Monogamy is the only marriage form allowed. 3. Many Dutch couples live in a consensual arrangement. Same-sex couples can marry and have the same rights as heterosexual couples. 4. A civil wedding ceremony, usually conducted in the town hall, is required in Holland to give marriage legality; so many couples have both a religious and civil ceremony on the same day. 5. The wedding ceremony is usually followed by a series of celebrations consisting of a reception, a formal dinner and a party, and it is common practice for family and friends to be invited to either all or just part of the celebrations, depending on their closeness to the couple. XIV. Russia: 1. The betrothal is a ceremony performed with the rites of the Eastern Church, and takes place eight days before the marriage. 2. During the interval between betrothal and marriage the bride’s girl friends endeavor to amuse her and keep up her spirits (for she is supposed to be in a state of lamentation and grief) by singing to her, and their songs tell of the happiness of married life. 3. On the day before the wedding they conduct her to the bath, where much time is spent in dressing her hair, while she listens to their songs. 4. Both bride and bridegroom receive a solemn blessing from their parents before leaving their houses, and even the wedding garments are blessed by the priest. 5. After the dedication, cups are thrown to the floor. Their breaking means happiness. 6. The bride and groom usually tie a doll to the wedding car or carriage if they wish their first child to be a girl, and a teddy bear if they want a boy. XV. Hawaiian: 1. The bride wears a long, white formal version of the muumuu called a ‘holoku. 2. Instead of a veil, a woven garland of island flowers, ‘haku lei’ is worn around her head. 3. The bride’s bouquet may consist of white orchid sprays. 4. The groom wears a long sleeve white shirt and white pants. A long red or colored sash is worn wrapped about his waist. A lei of maile and ilima flowers adorn his neck. 5. Hawaiian wedding bands bearing the couple’s name in Hawaiian are often exchanged. The name ‘kuuipo’ meaning sweetheart, is favorite choice for the bride. XVI. Philippines: 1. During the reception couples practice the Filipino wedding custom of releasing a pair of doves to symbolize a loving and harmonious marriage. 2. During the reception the wedding cake is sliced. 3. Throwing rice confetti at the newlyweds will bring them prosperity all their life. 4. The groom must arrive before the bride at the church to avoid bad luck. 5. Dropping the wedding ring, the veil or the arrhae during the ceremony spells unhappiness for the couple. 6. Bride should not try on her wedding dress before the wedding, maybe it will push through. XVII. Native American: 1. From Apache to Cheyenne and Hopi to Sioux, Native American wedding customs are beautiful and vary according to tribe. One custom in particular requires the bride and groom to wash their hands to cleanse away evil and previous lovers. 2. Ceremonies can be held in chapels, historical landmarks, Indian monuments, or reservations. Pow Wow drums provide lively music for the wedding reception festivities. 3. The Blanket Ceremony – This ritual entails using two blue blankets to represent the couple’s past lives. The couple are wrapped in blue blankets and led to a sacred circle of fire. The officiating person or spiritual leader blesses the union and the couple shed the blue blankets and enveloped by relatives in a single white blanket which represents their new life. Under the white blanket, it’s customary that the couples embrace and kiss. The white blanket is usually kept and displayed in the couple’s home. 4. The Native American bride may wear a white dress or a beautiful long leather dress with beading and traditional colors woven into the fabric. The traditional colors of Native Americans include White for east, Blue for south, Yellow for west, and Black for north. 5. The wedding feast consists of ceremonial foods such as white and yellow corn prepared in a delicious corn mush. The white represents the groom and the yellow represents the bride. The two types of corn are mixed to represent the new union.

group aggression essays

group aggression essays What happens when people come together and express emotions of aggression as gangs or groups? Items such as plays, magazine articles and scientific journals all suggest that each individuals emotions of aggression are increased and this ultimately leads to a dramatic exhibition of aggressive emotions. In the play Romeo and Juliet by William Shakespeare, characters such as Mercutio and Tybalt are undoubtfully devoted to honoring their familys name, and are not hesitant in using violence to do so. This particular devotion is also seen in the article in the Bulletin titled Bondi, Beirut and the big lie published on page 30 where young Lebanese gangs are being blamed for a series of attacks and brawls. Also, with the age of technology advancing, scientists such as Konrad Lorenz are now able to prove the connection between intense aggression and groups of people, through particular experiments such as that of the rats. When Shakespeare wrote Romeo and Juliet four hundred years ago, he gave no or little consideration to the future. However, what he did not realize was that the aggressive attacks displayed by the Montagues and the Capulets in the seventeenth century would span generations, to encompass youths of the contemporary worlds and their behaviours. As Tybalt, a violently fierce character, said to Mercutio what, drawn, and talk of peace! I hate the word as I hate hell, all Montagues, and thee. (Act I scene I) Tybalts own aggression fuelled the aggression of the whole Capulet family, which resulted in various outbreaks of violence. Therefore, it is obvious to see how one characters aggression can encourage others to become aggressive also, as seen in Mercutios response to Tybalts aggression And but one word with one of us? Couple it with something; make it a word and a blow. (Act III scene I) The text that I have studied during the course of this unit...

Meaningless and thoughtless facts Essay Example

Meaningless and thoughtless facts Essay Example Meaningless and thoughtless facts Paper Meaningless and thoughtless facts Paper The girls confidence is undermined further when she is asked to describe a horse. After a moment of awkward silence focused on Sissy, the schools idea of a perfect pupil proceeds to churn out many facts about the horse resulting in a precise but uninspired definition. The perfect response, it seems, is a list of meaningless and thoughtless facts. Bitzer appears dull and uninteresting, if he were cut, he would bleed white.  Some boy, as he is referred to (perhaps Dickens is venting his irritation at this type of child by using such a general, characterless term) defines a horse: Quadruped. Graminivorous. Forty teeth, namely twenty-four grinders, four eyeteeth, and twelve incisive. Sheds coat in spring; in marshy countries, sheds hooves, too. Hooves hard, but requiring to be shod with iron. Age known by marks on mouth.  This explanation of a horse is completely factual, devoid of emotion, imagination or fancy.  Sissy is positioned at one end of the room, receiving a full beam of sunshine from the window, appearing radiant and even angelic, whilst Bitzer, who sits at the other end of the classroom, fails to catch the end. The girl was so dark-eyed and dark-haired that she seemed to receive a deeper more lustrous colour from the sunthe boy was so light-eyed and light-haired that the same self-rays appeared to draw out of him what little colour he ever possessed.  Dickens uses this idea to highlight the difference between Gradgrinds ideal pupil and Sissy who has not yet succumbed to the dehumanisation. This may have another meaning too; Gradgrind has not yet drained Sissy of her colour and emotions (she appears alive), yet Bitzer, a frequent victim of Gradgrinds lessons, has been sapped of these qualities. Dull facts have taken their place. Dickens presents Gradgrind as a hard man and this is reflected in his name, which is harsh and blunt. Dickens describes Gradgrinds mouth as wide, thin and hard set, and his voice as inflexible, dry and dictorial. He is described as square and stubborn too The emphasis was helped by the speakers square wall of a forehead, which had his eyebrows for its base. His head is described as a, warehouse-room for the hard facts stored inside. Mr. Gradgrind, like any teacher seems to have his favourite pupils. They are usually children that are intelligent and bright, which again, is not uncommon among teachers. Dickens describes Gradgrind as square, he says that he wore a square coat, had square legs, square shoulders, a square wall of a forehead and a square forefinger, which all help to add emphasis to Gradgrinds strange stature. The repeated use of the theme square gives the image of something completely equal, symmetrical, in a way perfectly calculated, just like Gradgrinds mind. A square is boring and dull though it suitably imitates Gradgrind. Dickens said of his eyes, To have found commodious cellarage in two dark caves, overshadowed This states that Gradgrinds eyes, (eyes often being thought of as a true character display), show no sign of life or liveliness, the fact that the eyes, representing life and imagination, are overshadowed by the wall, tells me that Gradgrind has lost all character and imagination. Barry Hines presents Gryce in a similar way but cunningly uses a modified version of onomatopoeia via his name that evokes images of slime, grease and evilness. Both authors use this naming technique to portray characters in each novel. Mr. MChoakumchild from Hard Times certainly stretches the limit of a realistic persons name but it does create images of children choking extremely effectively! Mr. Gradgrind is portrayed as a very rigid person, with a certain monotone about him. He hates all fiction and is absent of feeling and emotion, which makes him very uninteresting to pupils. This is reflected in pupils like Bitzer, who makes the horse sound boring, like a machine even. Thomas Gradgrind totally believes in the teaching of facts only as did most schools as teachings during this period were void of poetry, make-believe tales, or song. Children were brought up upon facts and figures because it was found that children in London believed that Jack the Giant-killer, Jack and the Bean-stalk, and Jack and Jill were real life people. The children in these areas were ignorant dreamers who aspired to be like the famous Jacks and slay giants, dragons and other mythical creatures and ride off with the princesses. This was why statisticians and people in power immediately called for a plan that would store the minds of children with nothing but facts and figures. When this system inevitably fails towards the end of the novel, Dickens could be trying to show the reader that to teach children successfully, emotion and feeling must somehow be incorporated into their education. A Kestrel for a Knave is based in and around a secondary modern school (similar to Hard Times) run by Mr. Grice. It accommodates the failures of the eleven plus exam; those ultimately destined for working class jobs. Pupils faced harsh, violent punishments that were suppressed by the authority. The boys, however, still rebel against the system, as it seems to the reader that eventually the punishments become a way of life. The boys are called by their surnames (an improvement upon numbers but still lacking emotion). It would seem that the system has failed Billy as he is in his last year at school and isnt yet competent at reading or writing. Though the lack of support from his mother may have heeded Billys progress significantly, Id presume that Billy has probably been left to study with little or no help from his mother or his brother; Jud. One lesson we witness in A Kestrel for a Knave also aims to teach the pupils about facts. However Mr. Farthing who is a caring and a more fatherly teacher (once again links in with the name) teaches this lesson. Mr. Farthing has gained some respect from the class of boys from his kind personality. Although the lesson has the same content as the lesson in Hard Times, it becomes obvious that Farthings teaching is different. He manages to involve Billy in the lesson, which is an achievement as Billy is normally shy, lacking motivation. Farthing teaches in a more relaxed fashion, allowing the lesson to flow whilst also welcoming input from the boys. He encourages Billy to participate and makes him feel positively unique as he has something interesting to share with the class. Billy speaks about Kes, who he has raised and trained, and Farthing seems genuinely interested Jesses, how do you spell that? He writes words on the board, involving the whole class while discussing one persons unusual talent. Billy becomes the teacher for a while as Farthing does not control as Gradgrind does. The lesson becomes full of individuality as Billy shares his unusual hobby and his confidence grows. This would never have happened in a lesson taught by Gradgrind, he would never encourage a pupil to take over his position and would think a pastime like Billys ridiculous. The way in which Farthing nurtures Billys thoughts reflects the way in which Billy has nurtured Kes and the time and devotion that Billy has shown the bird is matched, although on a smaller scale, by the way Farthing waits for Billy to reveal his thoughts and questions him gently. However, few teachers manage children as Farthing does therefore few children are encouraged and nurtured on a one to one basis, most are merely generalised: Billy and some fellow students stand in Mr. Gryces office, where a poor messenger gets caught up with the group and is forced to temporarily keep hold of their cigarettes. Mr. Gryce finds the cigarettes, accuses the small boy of being a regular cigarette factory and calls him deceitful. The boy, who appears never to have had a beating in his life, receives the cane, which proceeds to make him vomit violently. Gryce seems to think that he knows everything that there is to know about the education system. For that reason he doesnt listen to the boys frequent interruptions and attempts to save himself. The reader of the Bible in the previous scene read his extract during the school assembly with no expression and very little punctuation. The sense of irony stands out that this is completely the opposite of the twentieth century education method.

How to Answer These 5 Common (but tough) Interview Questions

How to Answer These 5 Common (but tough) Interview Questions Even the best job interviews sometimes have deer-in-headlight moments†¦the times when you get a question you can’t answer with a breezy, offhand response. While your brain reaches for a response that sounds coherent and hire-worthy, the pause can feel like an eternity. If you go into the interview extra-prepared to field some common questions, you can avoid that and come off as the smooth operator you know you can be. Also don’t forget to prepare for these hardest interview questions. You never know when you might get hit with these tough questions.1. â€Å"Tell me a little bit about yourself.†This is not an invitation to talk about your childhood hopes and dreams (unless you’re interviewing to be a cowboy astronaut) or a request to detail your square-dancing hobby. Remember what you’re there to talk about: you as the ideal candidate for this particular job. This question is a chance to give a quick outline of the elements of your education and career background that make you a super fit for this position.2. â€Å"What are your strengths?†Again, you need to target your response to the job for which you’re interviewing, but this one has the added sandtrap of testing your humility. If your answer makes you seem like a combination of Steve Jobs and Mother Theresa, dial it back a bit.Before your interview, come up with three qualities that make you look like a strong candidate for the role. Good answers: â€Å"I’m extremely organized;† â€Å"I work very well in a team-oriented environment;† or â€Å"I have a long track record of turning leads into sales.† Bad answers: â€Å"I’m one of the smartest people I know† or â€Å"I win at any cost.†3. â€Å"What are your weaknesses?†Similar to #2, this is a bit of a trap. The interviewer is not your therapist/clergyperson. Don’t confess to lifting office supplies from your last job or talk about your weakness for buying Precious Moments figurines from Amazon. Make sure that your response contains a little bit of spin (but not too much- again, the humility thing comes into play here).For example: a stated weakness could be that you try to take on everything at once. But as soon as you say that, acknowledge that you know the importance of delegating projects throughout the team and working together toward a common goal, so you will always strive to make that balance of your own hard work and looping other people in. Whatever you respond, be sure to flip the script and finish up with how it makes you a stronger candidate and how you know you can turn that into a productive quality for this position.4. â€Å"Why did you leave your last job?†Depending on how things went at your old place, you might be sorely tempted to be totally honest. However: bite your tongue. You will gain nothing from trash-talking your former colleagues and bosses- and things could get awkward very fast if your interviewer knows people at your last company. Instead, be as honest as you can while spinning it a little to emphasize your current opportunity: â€Å"I felt I’d grown as much as I could in my last role, and I think this job is a logical next step for me.†If you were fired from your last job, this makes things trickier, but not a lost cause. Never lie about it (as this is easily checked by the interviewer), but rather talk about the reasons your last job was not a good fit for your goals or what you learned from the difficult situation.5. â€Å"Aren’t you overqualified for this job?†In a complicated economy, sometimes we find ourselves applying for jobs that might be a step back, qualifications-wise. Maybe you wanted that reach-y dream job, but your mounting bills and frustrations mean you’re willing to be flexible and take a job that might be slightly lower in seniority or salary.If the interviewer asks you about being overqualified, emphasize t he reasons you want this job. They’re asking because they’re concerned you might not find the job challenging enough or that you will skip out as soon as another opportunity comes along. You can reassure them by talking about how this role is in line with what you like about your field, and how you see yourself growing in the role.You can also talk about how you understand that your resume may seem a few steps ahead of this particular role, but you’re interested in a permanent role at this company, and would like to bring your extensive experience to the job and make it your own.Preparation is your friend here. If you think ahead of time about questions that are almost guaranteed to come up, you’re more likely to avoid the awkward deer moment and keep the interview seamlessly moving forward.

Wireless Technology Assignment Example | Topics and Well Written Essays - 1000 words - 1

Wireless Technology - Assignment Example Many cellular phone companies have emerged over the past few decades but few have managed to become household names. The few we acknowledge are namely, AT&T, Verizon, Comcast and ClearWire. All of these use different technologies to offer credible services to their consumers in individual ways they feel fit. These technologies offered, of course, have their pros and cons which will be addressed and compared in this study. All these organizations are established in the U.S but some have consumers across the globe. Their services include, voice transfer, internet services and subscription T.V channels among others. Subscribers may be on a personal or commercial subscription. Personal subscribers pay for their personal needs (in their homes) while commercial subscribers buy and sell these services for profit. They may do so directly or indirectly. This paper will observe the mobile telephone, the premium or pay television and the Internet access, as a means of communication. Telephony i s the construction, development and application that deploys communication and information between two or more parties through the use of wires and the device known as the telephone. Mobile telephony is similar but without the use of ‘wires’. ... AT & T is currently the biggest cellular service provider in the U.S having establishments across twenty two states and enjoys a global market of about 292 million people (AT&T, 2013). This is mainly due to its adaptation of 4G technology which makes it one of, if not the fastest data service provider in the world. ClearWire seems to have the cutting edge when it comes to speed and a wider spectrum in data communication. It uses 4G technology that offers wireless data transfer of up to 2.5 GHZ which is seven times faster than normal cellular service providers, further more it uses (TDD) Time Division Duplex technology which enables it to reuse existing IP network infrastructure which enables it to save on costs of hardware installations (Clearwire Corporation, 2013). It does not congest even in densely populated urban areas due to its deep and wide spectrum. It is also robust and cost effective.\ Verizon and ComCast seem to be at loggerheads when it comes to competition in consumer o utreach, sales and services provider. They also offer the same high speed internet and TV services and are also established in the same city, Philadelphia. Comcast had the primary advantage of having established itself well before Verizon came into the picture and had the monopoly of customers in the whole of Philadelphia. The reason for its temporary fallout was the frustration by consumers of having only one internet service provider and that is where Verizon seizes the opportunity to establish itself. Both however, offer enticing packages, premiums and bonuses on their services to attract more customers and switching between either services does not incur expenditure but you may do so only to find your previous ISP with an even more enticing offer.

An Analysis of the History and Development of Hip Hop Dancing (from Research Paper

An Analysis of the History and Development of Hip Hop Dancing (from late 1960's-1970s) - Research Paper Example The dances majorly consisted of the break dance, rapping and funk styles including locking and popping. It was initiated by African Americans. In fact, the word â€Å"hip† was used by the African Americans way before the evolution of the music and dance. It was performed along the streets, and there were well known promoters of the dance. In giving the whole picture a better view, it involved a lot of creativity that was accompanied by listening to the hip hop music. The manner in which it was carried out in most cases involved getting serious about the dancing which was rather hard to do. At the end of sufficient training, one got ready to enter the circle of performance and do lots of footwork including creating witty things and returning to the outside of the circle. This research also brings it clearly that the development of this dance was in an underground form that had lots of social significance. It, however, was not much appreciated by the outsiders until the media br ought it to the surface. In facilitating this, there was a need for other elements such as mcing, djing driven by the urban culture. Brake dancing was the most known aspect of the dance and was known as b-boying. Introduction Hip hop dance appeared in the United States. It was majorly done by the black Americans and some Latin Americans. It is a fact that the dance was not highly recognized by most people until the media machinery started highlighting it. Among these dances, there was the locking which was begun back in the 1970s. This was associated by Don Campbellock from Los Angels. He attempted to perform and learn how to dance in parties and more specifically, he did the â€Å"funky chicken† at this point in time. B-boying dance was another dancing style of hip hop that featured in these times. More precisely, it took place in 1972 in block parties. There was also the up rocking in the New York streets in the 1960s. This was followed by top rocking. Another style that re quired lots of techniques was the ground rocking. There was no basic training on the dance during these times, but individuals who had instincts for natural movement brought it to the streets. Break dancing was also well known among the dancers who performed it. A majority of the promoters of the dance was known, and most of them were good at the performance. In the early times, that is, 1960s to 1970s, the dance there were competitions held mostly along the streets. Many dances established their names as some of the most well known hip hop dancers across east cost and west cost. Movies that highlighted these dancing styles also promoted the dance and new moves. Theoretical perspective It is assumed that hip-hop is an African dance that developed in the States. This, however, is a misconception baring the fact that its origin also encompasses of Latina Americans. It may also be thought that the dancing style is only associated with the young generation and that it must have begun in the recent past. This research finding nullifies this thinking and gives a clear understanding of the places and year of origin of it. The publication sectors play a big role in ensuring the appreciation of any innovations in the music industry at large. Dance is the most benefited art in this field, especially in the audiovisual means of publication. Hop has always been associated with the ghettos in the United States; this is not a misdirected understanding as its origin, on a wide view, lies there. There are common figures that were associated with t

Education Essay Example | Topics and Well Written Essays - 250 words - 4

Education - Essay Example This exercise takes five minutes. At 9:28, Mrs. Ted asks the front-benchers to recollect the papers and at 9: 29, the papers are again on her desk. In the last minute, she asks every front-bencher to make a list of the numbers of their respective rows and give the list to her. Its 9:20 and only ten minutes are left to the end of the first period. Mrs. Brown asks all students to submit their papers to her. All children get up at once and rush towards the teacher’s desk. They make a rough pile of assignments on her table. Papers are piled up haphazardly and the order of rows is not followed. Children take about four minutes to do this activity. At 9:24, Mrs. Brown arranges the papers and counts them. She then compares the number of papers with the attendance sheet. At 9:30, she leaves the class with the pile of assignments in her hand. She will check the papers at home and will return to the class the following

Analyze an ad Essay Example | Topics and Well Written Essays - 1750 words

Analyze an ad - Essay Example So as to minimize the seriousness of the message, visual symbols are applied (Danna 100). For instance, in the ‘father and mother I love you’ ad, there were no real people used to portray the message, only the moving letters F-A-M-I-L-Y and caricatures. This essay analyzes the ‘father and mother I love you’ ad in terms of cultural ideas and the nature and effectiveness of the rhetoric used. Analysis The ‘family and mother I love you’ ad portrays the roles of parents in the family: the father as the ‘pillar’ and ‘shelter’ and mother as the light and guardian. It is a metaphorical ad in the sense that it only uses symbols to communicate its message. The word ‘family’ is at the center of the ad and it shows the changes the ‘family’ went through. It shows how the father and mother care for the family, how the child grows up, how s/he eventually left the family to have a life of his/her own, how the parents aged, and how their grownup child returns to them to take over the responsibility over the family. The initial background shows a home, and then the latter part shows the outside world where hardships are experienced, which is symbolized by the rain. Cultural ideas and stereotypes are effectively used in this advertisement. It elicits a powerful emotional impact because it appeals to the traditional idea that the family is all about love, compassion, and sacrifice, especially on the part of the parents. One of the main cultural ideas used is that we should take responsibility of our parents when they are getting older. Our parents took care of us when we were young and still helpless, and so it is our responsibility to take care of them when they get old and weak. This form of familial responsibility is embraced in most Asian cultures. In many Asian countries, the children are expected to take care of their parents when they grow up. It is a disgrace to leave the parents in an institution or transfer the responsibility of caring for them to a relative or professional caregiver (Adamson 88). On the other hand, in several Western countries, parents expect their children to be independent and learn to take care of themselves, not their parents (Rama 24). However, in more traditional Western homes, the family is still the most important part of children’s lives. There are also cultural stereotypes used. The parents are shown to be the loving and self-sacrificing people in the family. It suggests that parents should never be disappointed by their children. It tries to say that we are here because of our parents and that fact alone is enough to make us remember our responsibility to our parents. There are numerous parents in the world who feel frustrated and disappointed of their children because of their lack of respect and irresponsible attitude toward their family. This is depicted in the ad where the ‘I’—the child—begin s to disobey his/her parents and break their rules. The disappointment of ‘F’—the father—and ‘M’—the mother—is shown by their crying. But many parents tolerate their children’s foolishness and forgive their mistakes because of parental love and sacrifice. These parents are willing to bear the pain only if it means comfort and a good life for their children. Thus the cultural stereotyp

Intro to Criminal Justice Module 5 Writing Coursework

Intro to Criminal Justice Module 5 Writing - Coursework Example ct, 1789 created the federal court system through four federal circuit courts with 13 federal district courts with general trial and appellate jurisdiction. This paved way for the current 94 District Courts, 12 regional Courts of Appeal and a single Court of Appeals for the Federal Circuit. Each state has its own court structure with trial courts, appellate courts and a Supreme Court. Courts of limited jurisdictions, the lower or inferior courts deal with cases involving misdemeanors, civil and domestic disputes, juvenile offenses and local ordinance violations account for most of the remaining filings. They handle the defendant’s initial appearance and are not courts of record. Courts of general jurisdictions can hear any criminal or civil cases at first instance and are often divided into criminal, civil, probate, juvenile and domestic courts. They hear appeal cases on denial of due process. Intermediate appellate courts hear cases from decisions of general trial courts. They examine the transcript of the case, read written briefs and hear oral arguments. Courts of last resort as the final appellate courts wait for certification of cases before them. There are lower trial courts, appellate courts and a court of last resort. The 94 general trial courts, District Courts have both original and exclusive jurisdiction in all cases involving federal law or dispute over treaties. They have concurrent jurisdiction with state trial courts in certain criminal matters violating state and federal laws and in civil disputes between people of different states where damages exceed a certain amount. The Courts of Appeals for the Federal Circuit have jurisdiction to hear appeals from the district courts arising from cases involving patent law violations, suits against the federal government and cases appealed from the court of International Trade and Claims Court. The U.S. Supreme Court is the court of last resort and has jurisdiction to review any federal appellate court

Tiffany & Co. analysis Essay Example | Topics and Well Written Essays - 4250 words

Tiffany & Co. analysis - Essay Example ing Tiffany & Co Space Utilization 13 Table 6: Table Showing Tiffany & Co Employees Output Trend 14 Table 7: Table Showing Tiffany & Co Capital Intensity Trend 15 Table 8: Table Showing Tiffany & Co Revenue Valuation Trend 15 Tiffany & Co. Analysis 1: Introduction Company Introduction Tiffany & Co. is the most popular lavish jewelry corporation in the United States of America. For over a century and a half, Tiffany & co. have designed superb jewelry comprising of diamond. The company often uses Tiffany & co and just Tiffany as its main trademark, and at the same time as its trade name. Statement of Purpose In a quest to for tiffany to maintain its giant market and dominance, this paper studies the company’s current pattern applied to maintain customer satisfaction and its prolonged dominance, with the aim of gaining deep knowledge on success of this company and devising applicable through which it can improve its current level performance. Roadmap This study involves a quantit ative and qualitative analysis (a SWOT analysis,) for tiffany to gauge its current position. This analysis also gives recommendations to potential investors and the company at large on its current position. The weaknesses and threats identified through the SWOT analysis be used as a yard stick for devising applicable solutions and this is after comparing various documented applicable solutions, through various qualitative and quantitative tests, and discussed in the subsequent chapters, and the final outcome is mainly targeted at coming up with an effective criteria for investment for Tiffany & Co. Criteria for Investment To come up with concrete recommendations, this study will focus on all the most trusted company profitability, growth and development analysis, evaluations and strategies,... Tiffany & Co. is the most popular lavish jewelry corporation in the United States of America. For over a century and a half, Tiffany & co. have designed superb jewelry comprising of diamond. The company often uses Tiffany & co and just Tiffany as its main trademark, and at the same time as its trade name. Statement of Purpose In a quest to for tiffany to maintain its giant market and dominance, this paper studies the company’s current pattern applied to maintain customer satisfaction and its prolonged dominance, with the aim of gaining deep knowledge on success of this company and devising applicable through which it can improve its current level performance. Roadmap This study involves a quantitative and qualitative analysis (a SWOT analysis,) for tiffany to gauge its current position. This analysis also gives recommendations to potential investors and the company at large on its current position. The weaknesses and threats identified through the SWOT analysis be used as a yard stick for devising applicable solutions and this is after comparing various documented applicable solutions, through various qualitative and quantitative tests, and discussed in the subsequent chapters, and the final outcome is mainly targeted at coming up with an effective criteria for investment for Tiffany & Co. To come up with concrete recommendations, this study will focus on all the most trusted company profitability, growth and development analysis, evaluations and strategies, thus: the company’s commitment to CSR, potential to expand, profitability, adaptability, rising stock price, and competitive advertisement.

Analyze an ad Essay Example | Topics and Well Written Essays - 1750 words

Analyze an ad - Essay Example So as to minimize the seriousness of the message, visual symbols are applied (Danna 100). For instance, in the ‘father and mother I love you’ ad, there were no real people used to portray the message, only the moving letters F-A-M-I-L-Y and caricatures. This essay analyzes the ‘father and mother I love you’ ad in terms of cultural ideas and the nature and effectiveness of the rhetoric used. Analysis The ‘family and mother I love you’ ad portrays the roles of parents in the family: the father as the ‘pillar’ and ‘shelter’ and mother as the light and guardian. It is a metaphorical ad in the sense that it only uses symbols to communicate its message. The word ‘family’ is at the center of the ad and it shows the changes the ‘family’ went through. It shows how the father and mother care for the family, how the child grows up, how s/he eventually left the family to have a life of his/her own, how the parents aged, and how their grownup child returns to them to take over the responsibility over the family. The initial background shows a home, and then the latter part shows the outside world where hardships are experienced, which is symbolized by the rain. Cultural ideas and stereotypes are effectively used in this advertisement. It elicits a powerful emotional impact because it appeals to the traditional idea that the family is all about love, compassion, and sacrifice, especially on the part of the parents. One of the main cultural ideas used is that we should take responsibility of our parents when they are getting older. Our parents took care of us when we were young and still helpless, and so it is our responsibility to take care of them when they get old and weak. This form of familial responsibility is embraced in most Asian cultures. In many Asian countries, the children are expected to take care of their parents when they grow up. It is a disgrace to leave the parents in an institution or transfer the responsibility of caring for them to a relative or professional caregiver (Adamson 88). On the other hand, in several Western countries, parents expect their children to be independent and learn to take care of themselves, not their parents (Rama 24). However, in more traditional Western homes, the family is still the most important part of children’s lives. There are also cultural stereotypes used. The parents are shown to be the loving and self-sacrificing people in the family. It suggests that parents should never be disappointed by their children. It tries to say that we are here because of our parents and that fact alone is enough to make us remember our responsibility to our parents. There are numerous parents in the world who feel frustrated and disappointed of their children because of their lack of respect and irresponsible attitude toward their family. This is depicted in the ad where the ‘I’—the child—begin s to disobey his/her parents and break their rules. The disappointment of ‘F’—the father—and ‘M’—the mother—is shown by their crying. But many parents tolerate their children’s foolishness and forgive their mistakes because of parental love and sacrifice. These parents are willing to bear the pain only if it means comfort and a good life for their children. Thus the cultural stereotyp

Tiffany & Co. analysis Essay Example | Topics and Well Written Essays - 4250 words

Tiffany & Co. analysis - Essay Example ing Tiffany & Co Space Utilization 13 Table 6: Table Showing Tiffany & Co Employees Output Trend 14 Table 7: Table Showing Tiffany & Co Capital Intensity Trend 15 Table 8: Table Showing Tiffany & Co Revenue Valuation Trend 15 Tiffany & Co. Analysis 1: Introduction Company Introduction Tiffany & Co. is the most popular lavish jewelry corporation in the United States of America. For over a century and a half, Tiffany & co. have designed superb jewelry comprising of diamond. The company often uses Tiffany & co and just Tiffany as its main trademark, and at the same time as its trade name. Statement of Purpose In a quest to for tiffany to maintain its giant market and dominance, this paper studies the company’s current pattern applied to maintain customer satisfaction and its prolonged dominance, with the aim of gaining deep knowledge on success of this company and devising applicable through which it can improve its current level performance. Roadmap This study involves a quantit ative and qualitative analysis (a SWOT analysis,) for tiffany to gauge its current position. This analysis also gives recommendations to potential investors and the company at large on its current position. The weaknesses and threats identified through the SWOT analysis be used as a yard stick for devising applicable solutions and this is after comparing various documented applicable solutions, through various qualitative and quantitative tests, and discussed in the subsequent chapters, and the final outcome is mainly targeted at coming up with an effective criteria for investment for Tiffany & Co. Criteria for Investment To come up with concrete recommendations, this study will focus on all the most trusted company profitability, growth and development analysis, evaluations and strategies,... Tiffany & Co. is the most popular lavish jewelry corporation in the United States of America. For over a century and a half, Tiffany & co. have designed superb jewelry comprising of diamond. The company often uses Tiffany & co and just Tiffany as its main trademark, and at the same time as its trade name. Statement of Purpose In a quest to for tiffany to maintain its giant market and dominance, this paper studies the company’s current pattern applied to maintain customer satisfaction and its prolonged dominance, with the aim of gaining deep knowledge on success of this company and devising applicable through which it can improve its current level performance. Roadmap This study involves a quantitative and qualitative analysis (a SWOT analysis,) for tiffany to gauge its current position. This analysis also gives recommendations to potential investors and the company at large on its current position. The weaknesses and threats identified through the SWOT analysis be used as a yard stick for devising applicable solutions and this is after comparing various documented applicable solutions, through various qualitative and quantitative tests, and discussed in the subsequent chapters, and the final outcome is mainly targeted at coming up with an effective criteria for investment for Tiffany & Co. To come up with concrete recommendations, this study will focus on all the most trusted company profitability, growth and development analysis, evaluations and strategies, thus: the company’s commitment to CSR, potential to expand, profitability, adaptability, rising stock price, and competitive advertisement.

Designs of Heat Exchangers Essay Example for Free

Designs of Heat Exchangers Essay Heat transfer from one substance to another plays a major role in the process of some commonly use technology today. The heat transfer is done to control temperature, to heat up a cooler substance, or to cool down a hotter substance. This process is done by a machine called the heat exchanger. The heat exchanger is commonly used in the space heating, in cooling of engines, refrigeration and other processes which need temperature control. They are classified according to their flow arrangement design. One is the parallel-flow design which the two substance flow from the same direction and exit at the same direction also. The other one is the counter-flow design on which the fluids flow on opposite direction. The last one is the cross-flow heat exchanger where the fluids flow perpendicular to each other (Heat Exchanger Design, Inc. 2009). Figure 1. Parallel-flow and Counter-flow Design (Engineering Edge 2009) There are also several types of heat exchangers depending on its design. Some are shell and tube heat exchangers, plate heat exchangers, Regenerative heat exchangers and many others. The shell and tube design of the heat-exchanger consists of two sets of tubes. The first set of tubes is where the cooled or heated fluid flows and on the other set of tubes is the fluid that needed to be heated or cooled. The fluids are separated by the tube’s wall. This design ensures a better protection from leakage because of the tube design. So this design is ideal for the treatment of highly pressurize fluids (Kakac Liu 2002:8). The plate heat exchanger is consisting of multiple, thin and slightly separated plates which allow a larger fluid flow area fro heat transfer. It is said to be more effective than the shell and tube design because it provides more surface area for heat transfer. Additionally, the plate heat exchangers have recent developments on its brazing and gasket that makes it practical to use than other heat exchangers. However, the plate heat exchanger is needs a lot of space and it is more susceptible to leakage (Wang, Sunden Manglik 2007). The regenerative heat exchangers are heat exchangers that make use of the heated fluid after a process to be the heating fluid for the next process. This design can be on a plate or shell and tube structure. The advantages of this type are adapted from the design it is structured. Furthermore, this design brought an economical perspective to the first two designs. On the other hand, this design is only intended for the use of gas substances as fluids (Saunders 1988). Figure 4. Regenerative Heat Exchanger (Defense Research Development Organization 2004) The adiabatic wheel heat exchanger is a machine which uses a third substance, fluid or solid, to transfer heat between the streams. The disadvantage of this design is that there will be a small mixing of the two streams in the process of heat transfer (Saunders 1988). The plate fin heat exchanger is highly used in different industries. The plate-fin heat exchangers utilize plates and finned chambers for relatively high heat transfer. It is preferred by other industries because of its ability to transfer heat with to small difference between the streams. Additionally, it has a compact design and is very lightweight (Kakac Liu 2002:17). Another type is the fluid heat exchangers. The process being done is by showering fluids to a gas stream in an upward direction. The process is used in machines that needed gas cooling and purification at the same time (Saunders 1988). Figure 6. Thermal Fluid Heat Exchanger (Thermotech Industries n. d. ) A waste heat recovery unit is a heat exchanger that recovers waste heat from other mechanism and uses it to transfer heat the fluid being heating. This design is very desirable for refineries and plants since they have an abundant amount of waste heat from their machineries. This design is very economical since waste recycled to something useful (Saunders 1988). Figure 7. Waste Heat Recovery Unit (Turner 2005) Dynamic or scraped surface heat exchangers are heat exchangers that have high maintenance cost because of the constant surface scraping. The scraping is due to the process these machines are used. Such processes are heating and cooling of high-viscosity fluids and other highly fouling substance. However, this design has a sustainable heat transfer and it avoids fouling of the surface of transfer (Saunders 1988). Figure 8. Scraped Surface Heat Exchanger (GEA Niro 2008) The phase-change heat exchangers are machines that utilizes liquid and gas phase in heat transfer. These heat exchangers either heat a liquid to boil and evaporate or cool hot gases to condense. This process is common in distillation set ups. The distillation is a process of which a liquid is heated up and cooled down to remove impurities. It is also used in power plants such as nuclear power plants and fossil fuel plants. These power plants usually use steam driven turbines to generate electricity. In which the steam came from the heat exchange between the heater and the liquid (Saunders 1988). The heat exchangers above are heat exchangers which utilizes a wall to separate the two streams of liquids. The classifications above are based on the design of which how the two streams are separated. However, there are other heat exchangers that do not use walls or separators. These are called direct contact heat exchangers. These heat exchangers use two different phases in heat transfer (Saunders 1988). Figure 9. Phase-changed Heat Exchanger (NationMaster. com 2003) There are other heat exchangers in the market today. Some of these are the multi-phase heat exchangers and spiral heat exchangers. Selecting a proper heat exchanger can be a challenging task. It requires technical knowledge about the designs since there are many factors to be taken into consideration. Some are temperature ranges, the composition of the substance to be heated and pressure limits. That is why the decision about the design is made by a computer program or an engineer. Additionally, large companies and corporations tend to design their own heat exchanger to tend to their needs (Wang, Sunden Manglik 2007). Heat exchangers are seen everywhere without you noticing that they are there. The advances in the technology of heat exchangers can produce better results for engineers, researcher and many industrialists since it will increase the efficiency of the process which common machines have today. List of References Defense Research Development Organization (2004). Mechanical Propulsion System. Technology Focus [online] available from http://www. drdo. org/pub/techfocus/oct04/welcomeoct04. html [17 April 2009] Engineering Edge. (2009). Heat Transfer. [online] available from http://www. engineersedge. com/heat_transfer/parallel_counter_flow_designs. htm [17 April 2009] GEA Niro. (2008). Preheating System. [online] available from http://www. niro. com/niro/CMSDoc. nsf/WebDoc/ndkw5y7gby [17 April 2009] Heat Exchanger Design, Inc. (2009). Shell and Tube Heat Exchanger. [online] available from http://www. hed-inc. com/shell-tube. html [17 April 2009] Kakac, S. Liu, H. (2002). Heat Exchangers: Selection, Rating and Thermal Design (2nd Edition). CRC Press Linde Engineering Division (2005). Plate Fin Heat Exchangers. [online] available from http://www. linde-engineering. com/plant_components/plateheatexchanger_aluminium. php [17 April 2009] NationMaster. com (2003). Heat Exchanger. [online] available from http://www. nationmaster. com/encyclopedia/Heat-exchanger [17 April 2009] Saunders, E. A. (1988). Heat Exchanges: Selection, Design and Construction. New York: Longman Scientific and Technical Thermotech Industries (n. d. ) Products. [online] available from http://www. thermotech-finnedtubes. com/products. htm [17 April 2009] Turner, J. (2005). Making the Most of Waste Energy. Science and Technical Information- National Aeronautics Space Administration [online] available from http://www. sti. nasa. gov/tto/Spinoff2005/er_7. html [17 April 2009] Wang, L. , Sunden, B. , Manglik R. M. (2007). Plate Heat Exchangers: Design, Applications and Performance. Southamton, Boston: WIT Press

Human Resources in Call Centre Industry

Human Resources in Call Centre Industry In todays world the biggest challenges for any organisation to manage its human resource. Mathis (2008) India is the second best economy in the world (after china) for its growth rate (Nassimbeni and Sartor, 2008). In fact Indias GDP at 9.4 Per cent was the second fastest growing GDP after china in 2007 08. As per Reserve bank of India (RBI). The Researcher Specifically looking at the employees and HR Professional of Epicenter Technology. In Indian call centre industry increasing rapidly which help to generate new employment in the country but same time employee turnover rate also increase in call centre and BPO industry. To reduce this high level of attrition is very essential for HR professional because company pay lucrative amount for employee training and development. HR profession can motivate employee by different techniques and can reduce employee turnover loss of organisation. So author will be conducting a research to investigate the challenges faced by HR professional to motivate employees in call centre of Epicenter Technology. At the same time, despite these major strides, the IT BPO sector is facing significant challenges that could impact its future growth if corrective actions are not taken. (Budwar et al., 2006). BPO firms are looking to increase the overall productivity, efficiency and competitiveness of their processes, which can result in huge gains. According to the NASSCOM Everes Study, The Indian BPO sector has been growing at more than 35 % over the past three years, FY 2005-08. In this speedily going industry employee attrition level also higher in BPO sector. Attrition remains an enormous challenge, as the average BPO attribution rate was 30-35 per cent in the last few years. A NASSCOM-Hewitt Associates survey shows that the cost of attrition is one and a half times the annual salary of an employee. Costs are due to loss of productivity, temporary replacement, loss of knowledge and new recruitment and training.HR manger keep trying to make down attrition level by giving training, effective wo rk environment and conducting a research to review rewards, bonus or other incentives and career promotion. Epicenter Technology serves multi types business process outsourcing to organisation spread all over the global to achieve high services with maintains balance cost management. Epicenter Technology provides business process outsourcing to fortune 500 companies from different countries. Epicenter Technology is one of the leading call centre which serve telemarketing and customer service. Epicenter Technology provides Business task outsourcing for global customer. Epicenter Technology mainly focuses on their employee and customer. Epicenter Technology believes team work and continuous improvement which is necessary element success of organisation. Epicenter also believes in high standard of quality and innovation. Epicenter Technology derives low motivation levels which directly reflect on employee satisfaction toward their work. Epicenter Technology is the leading customer contact centres which engage with collections, sales, Telemarketing and customer service. Epicenter Technology believes that employee are biggest assets of organisation and they always their priority. Epicenter Technology is paying a lucrative amount in their personal development and growth which is direct helps employee to future career option. Company believes effective team work and effective training is require to achieve higher service level in work. Company spend higher amount of money to provide training new employees as well as promoted employees. Some employee quit the job to dissatisfaction in job and low level of motivation. Employees are the main driver of any organisation. If employees do not know about their responsibility and they should not know about organisational goal and what organisation want from employee than it is directly affect organisation productivity. It is also necessary to focus on slow learner employee. HR professional conduct special training programme for slow learner and give them more time to grasping skills so that do not feel like looser because of slow learning. It is necessary that HR manager choose right talent to achieve organisational goal. It is HR manager responsibility to check performance of employee and if employee is not performing better then find a best way through employee can give their best performance to achieve high quality standard. Human Resource Management can play a vital role to motivate employee in right way. Epicentre Technology is doing multi task and it is very difficult to manage all task and high level of emotional staff. When conflict is arise in different tasks same time and problem resolution by HR professional necessary. This high expectation which directly reflect performance of employee and same time motivate employee is challenging job in call centre. BENEFITS OF THE RESEARCH ACADEMIC Student can get benefit from this research for their career perspective. Call centre and BPO industries are rapidly growing so it required more skill and knowledgeable employee. This findings will help student can implement the outcome in future job in call centre which will improve quality and productivity of company. Researcher want to growth of call centre industry remain sustainable for that researcher believe that finding of this research will help to human resource management to solve problem of employee motivation. PERSONAL The main motive behind this study is that researcher has own interest on call centre industry and author personally believe that in this 21st century this industry has tremendous opportunity to grow and research has a dream to be successful HR Professional of call centre industry. This is very interesting for to know more about call centre industry and evaluate their problems. BUSINESS Researcher believes that Management is the main part of any industry and Management active role can directly affect services provide to the client. Management always try to find that employees are satisfied and keep monitor all process of organisation. As earlier said that researcher has personal interest in call centre industry. Researcher observe that large amount of employee leave the company in very short time so what HR Professional can do to motivate employee in call centre which improve quality of call centre. This Research helps to understanding of HR profession facing difficulty in order to motivate employee and try to find out what are the necessary measure is require to resolve this problem when working as a HR professional in call centre. It will help to understand current motivation technique that use HR professional and their effectiveness and how to improve this motivation technique. This Research will help to emerging HR professional who wants to work in call centre who already work in HR professional that get more aware about call centre difficult issue and know how to resolve this issue through this research. Company can improve their employee satisfaction basis on job by HR professional using effective motivation technique for employee who is directly affected on company performance and productivity. So through this research company get more powerful workforce. This research will decrease stress and emotional burnout of employee and it acknowledged employee to deliver better performance. 1.1 RESEARCH OBJECTIVE To analyse the factors that HR professional are facing in order to motivate employees in call centre of Epicenter Technology To evaluate Motivation techniques that are currently used by HR professional in call centre of Epicenter Technology Developing and Recommendation to improve motivation technique by HR professional in call centre of Epicenter Technology 1.2 RESEARCH QUESTION What is factors that HR Professional is facing in order to motivate employees in Call Centre of Epicenter Technology? What are motivation techniques that are currently used by HR professional in call centre of Epicenter Technology? How to improve motivation technique by HR professional in call centre of Epicenter Technology? 2.0 LITERATURE REVIEW Companys marketing strategies alone cant make it successful, the companys most valuable assets are their people and to manage the people efficiently it is also important to have a group of people to look after all the other people of the organisation and i.e. Human Resource Team of the organisation. The efficiency of the business is directly linked with the efficient functionality of Human resource Department. In order to expect better results it is necessary to make sure that the staffs are motivated enough. Motivation is mandatory for every individual who undertakes a task. Motivation can be of different type such as positive, subtle, tangible or intangible. Motivation is sought of internal power that encourages a person to achieve specific things in life. Motivation definition: weiner (1935), defines motivation as a search for determinants of human activity. (Buford, Bederian, Lindner, 1995), agree that motivation compels a human activity to perform in certain manner to achieve unmet goals. An organization will have to motivate an employee right through the day he joins the company. Every employee has first been a new comer and at that stage he wants to learn the tasks of his new job and once he has learnt the task he develops self-confidence to attain a faviourable level of job performance.(Feldman 1981) Even Fisher (1982, 1986) agreed on the task mastery for a new employee to become comfortable and successful in the organisation. Employee are expected to work in groups or team rather performing tasks individually and the indicator of successful team work would be getting along with the team members and immediate team supervisor, following the norms and values of the team and adjusting to group culture. (Feldman, 1981; Fisher, 1986) Fisher (1996) and Schein (1978) agreed that apart from working in groups another important aspect of socialisation is personal learning. So at the initial stages an employee tries to learn the type of individual he is and he will organize himself to perform within the organization 2.1 THEORY X and THEORY Y Douglas McGregors theory X and theory Y are very essential for the research as he has discussed the human behaviour in organisation. McGregor (1960) has made an assumption in Theory X that it is human behaviour, whenever and however way possible to avoid work in every possible way they can in their control. In todays competitive environment where there is a constant threat to our call centres and BPOs that they might lose their contract to china or Philippines, it is very important that company reaches the benchmark set by the clients and even try to exceed the set benchmark. However, if the employees are not motivated enough towards achieving goal, than these could directly reflect on the productivity of the organisation in terms of poor service quality. McGregor (1960) has emphasised that management should control and threaten the poor performing employees to work hard towards meeting their individual SLAs (service Level Agreement) However McGregor (1960) further clarifies that would be a set of people who doesnt want to change because they do not want to take the responsibility or ownership of the work assigned. It is a human tendency to stay clear and unambiguous so that they feel secure at work. In the Theory Y McGregor (1960) is trying to look at the other side of the human behaviour by taking an example of people who consider their job as their own business. In this theory employee consider jobs as natural as play and rest. This kind of employee believes in same or more amount physical mental effort in their work as they would in their private lives. According to McGregor (1960) has made an assumption that the control and punishment should not be the only mechanism to force the employees to perform well in their SLAS. Employees should be motivated through an effective Human Resource Management team otherwise they would be self-directed towards the foal of the company. McGregor (1960) à ¢Ã¢â€š ¬Ã…“Job satisfaction is the key to engaging employees and ensuring their commitmentà ¢Ã¢â€š ¬? Different people perform different level of job, some may be easy and others may be extremely stressful due to the nature of the job, for example an employee working for a sales process which is a target driven job. On the other hand there might be person working for a customer service where there is no target but still this person could in more distressed if there is no proper motivating and rewarding activities initiated by the Human Resource Team, otherwise the work becomes very monotonous and there is no motivation to strive harder to achieve better results. Management should make an initiative to promote the best performing employee so that there is a sense of seeking responsibility and ownership in order to climb up the ladder. As per McGregor (1960) such people are imaginative and creative and management should make every effort to use them for solving problems at work. This kind of approach can be conducive to managing professionals and participative complex problem solving. After evaluating Theory X and Theory Y, McGregor (1960) Preferred to adopt Theory Y as an efficient model to motivate employees in the organisation because Theory Y assumes that employee seeks responsibility: every manager wants their team to work as family who cares about the business rather than someone in Theory X who just wants to come to work 9 to 6, go home and enjoy. However it seems that it would not be viable to implement this model in large scale operations. 2.2 THEORY Z (Ouchi 1981) Ouchi (1981) developed new theory which is based on the Japanese and American companies and used Theory z management styles. There is contrast in operating philosophies between Japanese and American organizations is quite revealing. Japan is also well known for its technology but according to Ouchi (1981) their success was due to their exceptional management styles. Japanese organisations offer virtually lifelong employment while American organizations are characterized by comparatively short-term employment. Japanese organisation invited employee in decision making process and individually employee get responsibility so they can learn to take responsibility of every issue which is related with them while Rapid turnover requires quick evaluation and promotion, with considerable employee unrest if a promotion takes more than three years in American organisation. Raises and promotions can be evaluated after certain intervals that depend on employee performance. Most deserving employee always gets promotion whereas because of competition for promotions and raises, people tend to work alone rather than collaboratively in American organisation. Career paths include learning all functions rather than one function and Organization mechanisms for control of worker behaviour are implied in Japanese organisation. In contrast, Career path tend to be highly specialized. Standardization is the main method of control, and integration and coordination are almost impossible because of the emphasis on specialization in American organisation. Japanese organisation decision making is a collective activity and responsibility is also collective. American organisation decision making and responsibility are individual matters. The organization concerns tend to be segmented and impersonal rather than holistic. 2.3 TWO FACTOR THEORY One of the earliest researchers in the area of job redesign as it affected motivation was Frederick Herzberg (Herzberg, 1959). Based on survey, Herzberg discovered that employee tended to describe satisfying experience in term of factors that were intrinsic to the content of the job itself. These factors were known as motivators and included such variables as achievement, recognition, the work itself, responsibility, advancement, and growth. Conversely, dissatisfying experiences, known as a hygiene factors, largely resulted from extrinsic, non-job-related factors, such as company policies, salary, co-worker relations, and supervisory style (Steers, 1983). Herzberg argued based on these results that eliminating the cause of dissatisfaction (through hygiene factor) would not result in a state of the use of motivators. Kreitner Kinicki (1998) highlight one of Herzbergs findings, where managers rather than giving employee additional task of similar difficulty which consists of giving workers more responsibility. This is where employees take on tasks normally performed by their supervisors. TYPICAL HIGIENE AND MOTIVATIONAL FACTOR Working Conditions: Work place is important part of any organisational success. Just to motivate employee by rewarding is not enough when working condition is not sufficient. It is always necessary that good working condition through employee get more satisfaction in work place. Quality of Supervision: supervisor or manager need to guide new employee at work and give them proper training about work. It is very essential to provide good quality training when organisation requires high level of performance. Safety: health and safety is very important aspect work place. Health and medical benefit also gives employee to high level of satisfaction which is directly affect performance. Salary and Bonus: It is necessary to know required job position get relevant salary to match perfectly fit in organisation. However, employee need to motive by giving bonus to good performing talent. Status: It is HR professional responsibility to make proper system for talented employee so employee get promotion time to time depending on their performance. Company policies and administration: company policies is reflect company objectives so policies should be more clear for all employee and administrative work require more transparent so everyone know what going on in organisation. Interpersonal relationship: Human Resource Manager need to organise meeting and feedback session with management and employee so any problem related work can be resolve. Fairness and Equity: With increased effort and higher performances employees also expect to be rewarded more significantly than counterparts who provide output at or below the norm. An outcome or reward that is perceived to be highly significant and important can result in higher level of effort and performance by the individual employee. Effort: Even though employees may exert higher levels of effort into a position based on perceived significant reward, this could be a short-term success if the task itself does not challenge or provides satisfaction to the employee. 2.4 HIERARCHY OF NEEDS (Maslow 1943) According to Stephens (2000), Maslow believed that human being aspire to become self-actualizing and viewed human potential as a vastly underestimated and unexplained territory. PHYSIOLOGICAL NEEDS Physiological needs: Every employee needs basic human physical need like Food, Water and Sleep etc. if this basic need is not satisfied than employees do not feel good in work place. However, employee cannot pay more attention on work and became ill or frustrate etc. HR Manager needs to concentrate on individually employee activities. HR Manager has to make sure that employee feel comfortable during work. It is important to know employee personal problem by maintaining good relation with employee. SAFETY NEEDS Company should inform their employee time to time what is going on organisation so employees feel more comfortable at work. HR Manager always make sure that individually all employees are safe and secure at work. If any employee feel unsecure with organisation than HR has to clear employee perception by discussing matter. NEED FOR LOVE AND BELONGING HR Manager create lively environment where can get positive relations between employee and manager as well as supervisors. Participation in work group shows electrifying confidence among workers. HR Manager to pay attention on motivate employee in the work place by rewards. HR can make sure that higher performing employee should appreciate by giving certificate of performance. ESTEEM NEEDS Within organisations, esteem needs reflect a motivation for recognition, and increase in responsibility, high status and credit for contributions to organization. NEED FOR SELF ACTUALIZATION Self-actualization needs: these needs include the need for self-fulfilment, which is the higher need category. The concern developing ones full potential, increasing ones competence and becoming a better person. Self-actualization needs can be met in the organization by providing people with opportunities to grow, be creative and acquire training for challenging assignments and advancement. Person can reach this level who completely focused on their work and he do not worried about what other think about him, he just concentrate in achieving target and set as a successful. ARGUMENT AGAINST THE THEORY Maslow (1943) stated that people, including employees at organizations, are motivated by the desire to achieve or maintain the various conditions upon which these basic satisfactions rest and by certain more intellectual desires. Humans are a perpetually wanting group. Ordinarily the satisfaction of these wants is not altogether mutually exclusive, but only tends to be. The average member of society is most often partially satisfied and partially unsatisfied in all of ones wants (Maslow, 1943). The implication of this theory provided useful insights for manager and other organization leaders. Another implication was for organisation to implement support programs and focus groups to help employees deal with stress, especially during more challenging times and taking the time to understand the needs of the respective employees (Kreitner, 1998). McGregor argued that work motivation was much more commonly underpinned by workers self-generated drive to better themselves and fulfil their own potential (à ¢Ã¢â€š ¬Ã…“Theory Yà ¢Ã¢â€š ¬?) McGregor argued that traditional organisational practice placed too much emphasis on the role of lower-order needs as motivators of workers behaviour. Aligned with this view, Herzberg recommended that managers should put their energies into providing avenues for the satisfaction of workers personal needs in order to get the best from them. A similar argument was also endorsed by other theorists, so that general message to emerge from needs-based research is that employees motivation will be greater to the extent that they are allowed to self-actualise, grow, and progress as individual. 2.6 EXPECTATION THEORY OF MOTIVATION (Vroom 1960) Vroom in 1964 developed the formal model of work motivation drawing on the work of other researches. There are three mental components that are seen as instigating and directing behaviour. There are referred to as valence, instrumentality and Expectancy. Vroom (1964) defined the term valence as the affective (emotional) orientations people hold with regard to outcomes. An outcome in this case is said to be positively valent for an individual if she/he would prefer having it or not. The most important feature of peoples valences concerning work related outcomes is that they refer to the level of satisfaction the person expects to receive from them, not from the real value the person actually drives from them. Work effort result in variety of outcomes, some of the directly and some of them indirectly and can include pay, promotion and other related factors. Vroom (1964) suggested linking instrumentality as probability belief linking one outcome (performance level) to other outcomes. According to vroom an outcome is positively valent if the person believes that it holds high instrumentality for the acquisition of positively valent consequences and avoidance of negatively valent outcomes. Expectancy is the strength of a persons belief about whether a particular outcome is possible. Vroom (1964) described expectancy beliefs an action-outcome associations held in the mind of individuals and stated that there a variety of factors that contribute to an employees expectancy perceptions about various level of job performance. The second variable that is relevant here is the concept of reward value or valence. This refers to the individuals perception of the value of the reward or outcome that might be obtained by performing effectively. Although most expectancy theories do not specify why certain outcomes have reward value, for the purpose of this paper I would like to argue that reward value of outcomes stems from their perceived ability to satisfy one or more needs. Specifically relevant here is the list of needs suggested by Maslow that includes security needs, social need, esteem needs and self-actualization needs. Expectancy theory states that motivation is a combined function of the individuals perception that effort will lead to performance and of the perceived desirability of outcomes that may result from the performance (Steers, 1983). Although there are several forms of this model, Vroom in 1964 developed the formal model of work motivation drawing on the work of other researches. Vroom (1964) defined the term valence as the effective (emotional) orientations people hold with regard to outcomes. An outcome in this case is said to be positively valent for a individual if she/he would prefer having it or not. The most important feature of peoples valences concerning work related outcomes is that they refer to the level of satisfaction the person expects to receive from them, not from the real value the person actually derives from them. As the other models, there is the emphasis on the level of motivation and the outcome of performance. Work effort results in a variety of outcomes, some of them directly, and some of them indirectly and can include pay, promotion, and other related factors. Vroom (1964) suggested linking instrumentality as a probability belief linking one outcome (performance level) to other outcomes. According to Vroom, an outcome is positively valent if the person believes that it holds high instrumentality for the acquisition of positively valent consequences and the avoidance of negatively valent outcomes. The third major component of the theory is referred to as expectancy (Pinder, 1984). Expectancy is the strength of a persons belief about whether a particular outcome is possible. Vroom (1964) described expectancy beliefs as action outcome associations held in the minds of individuals and stated that there a variety of factors that contribute to an employees expectancy perceptions about various level of job performance. 2.7 MCCLELLANDS ACHIVEMENT MOTIVATION THEORY McClellands work originated from investigating into the relationship between hunger needs and the extent to which imagery of food dominated through processes. From subsequent research McClelland identified four main arousal-based, and socially developed motives: The Achievement motive; The Power motive: The affilative motive; The Avoidance motive McClellands (1961) described the theory of needs focusing on three needs; achievement, power and affiliation. The need for achievement was defined as the drive to excel, to a set of standards, to strive to succeed. Achievement theories propose that motivation and performance vary according to strength of ones need for achievement (Kreitner, 1998) The need for achievement and is defined as a desire to accomplish something difficult. Kreitner Kinicki (1998) cite Murray (1994) explaining the need for achievement as mastering, manipulating or organizing physical objects, human beings or ideas. The need for affiliation suggested that people have the desire to spend time in social relationships, joining group and wanting to be loved. Individuals high in this need are not the most effective managers or leaders because they have a hard time to making difficult decisions without worrying about being disliked (Kreitner, 1998) The need of power reflect an individuals desire to influence, coach, teach or encourage others to achieve. Because effective managers must positively influence others, McClelland proposes that top managers should have a high need for power coupled with a low need for affiliation (Kreitner, 1998) 2.8 SUMMARY Employees are the main part of any organisation. Organisation success and failed ratio is depending on employee work performance. So it is necessary to improve employee moral time to time by motivating employee. Human resource department is directly associated with employee motivation. Any organisation or institution need people to carry out specific task so that the goal and objectives of that drivers people to behave in various ways and to seek to fulfil a variety of needs, employee need to know what makes their employees tick so that they can channel this energy toward certain outcomes. In todays competitive environment where there is a constant threat to our call centres and BPOs that they might lose their contact to china or Philippines. It is very important that company reaches the benchmark set by the clients and even try to exceed the set benchmark. However, if the employees are not motivated enough towards achieving the goal than these could directly reflect on the productivity of the organisation in terms of poor service quality. Maslows hierarchy of needs model consist of five levels where bottom level is physiological, safety, love, esteem and top level self actualisation. Physiological needs through HR professional provide basic requirement like water, coffee for employee, provide canteen facility and required break time during work so employee feel comfortable and deliver good performance. Safety needs through Management make sure health and safety of employee is very important for organisation. HR professional can provide free health check and medical insurance of employee which help to motivate employee. Maslows also derive love needs through It is directly related with organisation management and employee relation. It is necessary that mutual understanding between employee and manager is required which generate satisfaction in work. Esteem needs through It involves HR professional give particular responsibility or task to employee and when employee successfully completed task, HR professional appreciate employee and improve self confidence of employee. Self actualisation needs derive that employee and HR profession know their strength and come out best in work to achieve organisational objective. Herzberg (1966) developed this theory which is based on motivation factor and hygiene factor. According to Herzberg motivation is main key for employee to achieve higher level in the company while hygiene factor as not more relevant because employee not only satisfied with proper working condition and good salary base on their qualification. Typical hygiene factor derives employee cant perform well because working condition in the company is not good level. Health and safety is important when employee work in company it is necessary that HR professional conduct regular meeting with employee and deliver transparent policy for employee. Typical motivation factor derive that if employee achieve or complete task should be rewarded. Mc Clelland (1961) theory share need for achievement, power and affiliation. Need for achievement derive HR professional work as compa Human Resources in Call Centre Industry Human Resources in Call Centre Industry In todays world the biggest challenges for any organisation to manage its human resource. Mathis (2008) India is the second best economy in the world (after china) for its growth rate (Nassimbeni and Sartor, 2008). In fact Indias GDP at 9.4 Per cent was the second fastest growing GDP after china in 2007 08. As per Reserve bank of India (RBI). The Researcher Specifically looking at the employees and HR Professional of Epicenter Technology. In Indian call centre industry increasing rapidly which help to generate new employment in the country but same time employee turnover rate also increase in call centre and BPO industry. To reduce this high level of attrition is very essential for HR professional because company pay lucrative amount for employee training and development. HR profession can motivate employee by different techniques and can reduce employee turnover loss of organisation. So author will be conducting a research to investigate the challenges faced by HR professional to motivate employees in call centre of Epicenter Technology. At the same time, despite these major strides, the IT BPO sector is facing significant challenges that could impact its future growth if corrective actions are not taken. (Budwar et al., 2006). BPO firms are looking to increase the overall productivity, efficiency and competitiveness of their processes, which can result in huge gains. According to the NASSCOM Everes Study, The Indian BPO sector has been growing at more than 35 % over the past three years, FY 2005-08. In this speedily going industry employee attrition level also higher in BPO sector. Attrition remains an enormous challenge, as the average BPO attribution rate was 30-35 per cent in the last few years. A NASSCOM-Hewitt Associates survey shows that the cost of attrition is one and a half times the annual salary of an employee. Costs are due to loss of productivity, temporary replacement, loss of knowledge and new recruitment and training.HR manger keep trying to make down attrition level by giving training, effective wo rk environment and conducting a research to review rewards, bonus or other incentives and career promotion. Epicenter Technology serves multi types business process outsourcing to organisation spread all over the global to achieve high services with maintains balance cost management. Epicenter Technology provides business process outsourcing to fortune 500 companies from different countries. Epicenter Technology is one of the leading call centre which serve telemarketing and customer service. Epicenter Technology provides Business task outsourcing for global customer. Epicenter Technology mainly focuses on their employee and customer. Epicenter Technology believes team work and continuous improvement which is necessary element success of organisation. Epicenter also believes in high standard of quality and innovation. Epicenter Technology derives low motivation levels which directly reflect on employee satisfaction toward their work. Epicenter Technology is the leading customer contact centres which engage with collections, sales, Telemarketing and customer service. Epicenter Technology believes that employee are biggest assets of organisation and they always their priority. Epicenter Technology is paying a lucrative amount in their personal development and growth which is direct helps employee to future career option. Company believes effective team work and effective training is require to achieve higher service level in work. Company spend higher amount of money to provide training new employees as well as promoted employees. Some employee quit the job to dissatisfaction in job and low level of motivation. Employees are the main driver of any organisation. If employees do not know about their responsibility and they should not know about organisational goal and what organisation want from employee than it is directly affect organisation productivity. It is also necessary to focus on slow learner employee. HR professional conduct special training programme for slow learner and give them more time to grasping skills so that do not feel like looser because of slow learning. It is necessary that HR manager choose right talent to achieve organisational goal. It is HR manager responsibility to check performance of employee and if employee is not performing better then find a best way through employee can give their best performance to achieve high quality standard. Human Resource Management can play a vital role to motivate employee in right way. Epicentre Technology is doing multi task and it is very difficult to manage all task and high level of emotional staff. When conflict is arise in different tasks same time and problem resolution by HR professional necessary. This high expectation which directly reflect performance of employee and same time motivate employee is challenging job in call centre. BENEFITS OF THE RESEARCH ACADEMIC Student can get benefit from this research for their career perspective. Call centre and BPO industries are rapidly growing so it required more skill and knowledgeable employee. This findings will help student can implement the outcome in future job in call centre which will improve quality and productivity of company. Researcher want to growth of call centre industry remain sustainable for that researcher believe that finding of this research will help to human resource management to solve problem of employee motivation. PERSONAL The main motive behind this study is that researcher has own interest on call centre industry and author personally believe that in this 21st century this industry has tremendous opportunity to grow and research has a dream to be successful HR Professional of call centre industry. This is very interesting for to know more about call centre industry and evaluate their problems. BUSINESS Researcher believes that Management is the main part of any industry and Management active role can directly affect services provide to the client. Management always try to find that employees are satisfied and keep monitor all process of organisation. As earlier said that researcher has personal interest in call centre industry. Researcher observe that large amount of employee leave the company in very short time so what HR Professional can do to motivate employee in call centre which improve quality of call centre. This Research helps to understanding of HR profession facing difficulty in order to motivate employee and try to find out what are the necessary measure is require to resolve this problem when working as a HR professional in call centre. It will help to understand current motivation technique that use HR professional and their effectiveness and how to improve this motivation technique. This Research will help to emerging HR professional who wants to work in call centre who already work in HR professional that get more aware about call centre difficult issue and know how to resolve this issue through this research. Company can improve their employee satisfaction basis on job by HR professional using effective motivation technique for employee who is directly affected on company performance and productivity. So through this research company get more powerful workforce. This research will decrease stress and emotional burnout of employee and it acknowledged employee to deliver better performance. 1.1 RESEARCH OBJECTIVE To analyse the factors that HR professional are facing in order to motivate employees in call centre of Epicenter Technology To evaluate Motivation techniques that are currently used by HR professional in call centre of Epicenter Technology Developing and Recommendation to improve motivation technique by HR professional in call centre of Epicenter Technology 1.2 RESEARCH QUESTION What is factors that HR Professional is facing in order to motivate employees in Call Centre of Epicenter Technology? What are motivation techniques that are currently used by HR professional in call centre of Epicenter Technology? How to improve motivation technique by HR professional in call centre of Epicenter Technology? 2.0 LITERATURE REVIEW Companys marketing strategies alone cant make it successful, the companys most valuable assets are their people and to manage the people efficiently it is also important to have a group of people to look after all the other people of the organisation and i.e. Human Resource Team of the organisation. The efficiency of the business is directly linked with the efficient functionality of Human resource Department. In order to expect better results it is necessary to make sure that the staffs are motivated enough. Motivation is mandatory for every individual who undertakes a task. Motivation can be of different type such as positive, subtle, tangible or intangible. Motivation is sought of internal power that encourages a person to achieve specific things in life. Motivation definition: weiner (1935), defines motivation as a search for determinants of human activity. (Buford, Bederian, Lindner, 1995), agree that motivation compels a human activity to perform in certain manner to achieve unmet goals. An organization will have to motivate an employee right through the day he joins the company. Every employee has first been a new comer and at that stage he wants to learn the tasks of his new job and once he has learnt the task he develops self-confidence to attain a faviourable level of job performance.(Feldman 1981) Even Fisher (1982, 1986) agreed on the task mastery for a new employee to become comfortable and successful in the organisation. Employee are expected to work in groups or team rather performing tasks individually and the indicator of successful team work would be getting along with the team members and immediate team supervisor, following the norms and values of the team and adjusting to group culture. (Feldman, 1981; Fisher, 1986) Fisher (1996) and Schein (1978) agreed that apart from working in groups another important aspect of socialisation is personal learning. So at the initial stages an employee tries to learn the type of individual he is and he will organize himself to perform within the organization 2.1 THEORY X and THEORY Y Douglas McGregors theory X and theory Y are very essential for the research as he has discussed the human behaviour in organisation. McGregor (1960) has made an assumption in Theory X that it is human behaviour, whenever and however way possible to avoid work in every possible way they can in their control. In todays competitive environment where there is a constant threat to our call centres and BPOs that they might lose their contract to china or Philippines, it is very important that company reaches the benchmark set by the clients and even try to exceed the set benchmark. However, if the employees are not motivated enough towards achieving goal, than these could directly reflect on the productivity of the organisation in terms of poor service quality. McGregor (1960) has emphasised that management should control and threaten the poor performing employees to work hard towards meeting their individual SLAs (service Level Agreement) However McGregor (1960) further clarifies that would be a set of people who doesnt want to change because they do not want to take the responsibility or ownership of the work assigned. It is a human tendency to stay clear and unambiguous so that they feel secure at work. In the Theory Y McGregor (1960) is trying to look at the other side of the human behaviour by taking an example of people who consider their job as their own business. In this theory employee consider jobs as natural as play and rest. This kind of employee believes in same or more amount physical mental effort in their work as they would in their private lives. According to McGregor (1960) has made an assumption that the control and punishment should not be the only mechanism to force the employees to perform well in their SLAS. Employees should be motivated through an effective Human Resource Management team otherwise they would be self-directed towards the foal of the company. McGregor (1960) à ¢Ã¢â€š ¬Ã…“Job satisfaction is the key to engaging employees and ensuring their commitmentà ¢Ã¢â€š ¬? Different people perform different level of job, some may be easy and others may be extremely stressful due to the nature of the job, for example an employee working for a sales process which is a target driven job. On the other hand there might be person working for a customer service where there is no target but still this person could in more distressed if there is no proper motivating and rewarding activities initiated by the Human Resource Team, otherwise the work becomes very monotonous and there is no motivation to strive harder to achieve better results. Management should make an initiative to promote the best performing employee so that there is a sense of seeking responsibility and ownership in order to climb up the ladder. As per McGregor (1960) such people are imaginative and creative and management should make every effort to use them for solving problems at work. This kind of approach can be conducive to managing professionals and participative complex problem solving. After evaluating Theory X and Theory Y, McGregor (1960) Preferred to adopt Theory Y as an efficient model to motivate employees in the organisation because Theory Y assumes that employee seeks responsibility: every manager wants their team to work as family who cares about the business rather than someone in Theory X who just wants to come to work 9 to 6, go home and enjoy. However it seems that it would not be viable to implement this model in large scale operations. 2.2 THEORY Z (Ouchi 1981) Ouchi (1981) developed new theory which is based on the Japanese and American companies and used Theory z management styles. There is contrast in operating philosophies between Japanese and American organizations is quite revealing. Japan is also well known for its technology but according to Ouchi (1981) their success was due to their exceptional management styles. Japanese organisations offer virtually lifelong employment while American organizations are characterized by comparatively short-term employment. Japanese organisation invited employee in decision making process and individually employee get responsibility so they can learn to take responsibility of every issue which is related with them while Rapid turnover requires quick evaluation and promotion, with considerable employee unrest if a promotion takes more than three years in American organisation. Raises and promotions can be evaluated after certain intervals that depend on employee performance. Most deserving employee always gets promotion whereas because of competition for promotions and raises, people tend to work alone rather than collaboratively in American organisation. Career paths include learning all functions rather than one function and Organization mechanisms for control of worker behaviour are implied in Japanese organisation. In contrast, Career path tend to be highly specialized. Standardization is the main method of control, and integration and coordination are almost impossible because of the emphasis on specialization in American organisation. Japanese organisation decision making is a collective activity and responsibility is also collective. American organisation decision making and responsibility are individual matters. The organization concerns tend to be segmented and impersonal rather than holistic. 2.3 TWO FACTOR THEORY One of the earliest researchers in the area of job redesign as it affected motivation was Frederick Herzberg (Herzberg, 1959). Based on survey, Herzberg discovered that employee tended to describe satisfying experience in term of factors that were intrinsic to the content of the job itself. These factors were known as motivators and included such variables as achievement, recognition, the work itself, responsibility, advancement, and growth. Conversely, dissatisfying experiences, known as a hygiene factors, largely resulted from extrinsic, non-job-related factors, such as company policies, salary, co-worker relations, and supervisory style (Steers, 1983). Herzberg argued based on these results that eliminating the cause of dissatisfaction (through hygiene factor) would not result in a state of the use of motivators. Kreitner Kinicki (1998) highlight one of Herzbergs findings, where managers rather than giving employee additional task of similar difficulty which consists of giving workers more responsibility. This is where employees take on tasks normally performed by their supervisors. TYPICAL HIGIENE AND MOTIVATIONAL FACTOR Working Conditions: Work place is important part of any organisational success. Just to motivate employee by rewarding is not enough when working condition is not sufficient. It is always necessary that good working condition through employee get more satisfaction in work place. Quality of Supervision: supervisor or manager need to guide new employee at work and give them proper training about work. It is very essential to provide good quality training when organisation requires high level of performance. Safety: health and safety is very important aspect work place. Health and medical benefit also gives employee to high level of satisfaction which is directly affect performance. Salary and Bonus: It is necessary to know required job position get relevant salary to match perfectly fit in organisation. However, employee need to motive by giving bonus to good performing talent. Status: It is HR professional responsibility to make proper system for talented employee so employee get promotion time to time depending on their performance. Company policies and administration: company policies is reflect company objectives so policies should be more clear for all employee and administrative work require more transparent so everyone know what going on in organisation. Interpersonal relationship: Human Resource Manager need to organise meeting and feedback session with management and employee so any problem related work can be resolve. Fairness and Equity: With increased effort and higher performances employees also expect to be rewarded more significantly than counterparts who provide output at or below the norm. An outcome or reward that is perceived to be highly significant and important can result in higher level of effort and performance by the individual employee. Effort: Even though employees may exert higher levels of effort into a position based on perceived significant reward, this could be a short-term success if the task itself does not challenge or provides satisfaction to the employee. 2.4 HIERARCHY OF NEEDS (Maslow 1943) According to Stephens (2000), Maslow believed that human being aspire to become self-actualizing and viewed human potential as a vastly underestimated and unexplained territory. PHYSIOLOGICAL NEEDS Physiological needs: Every employee needs basic human physical need like Food, Water and Sleep etc. if this basic need is not satisfied than employees do not feel good in work place. However, employee cannot pay more attention on work and became ill or frustrate etc. HR Manager needs to concentrate on individually employee activities. HR Manager has to make sure that employee feel comfortable during work. It is important to know employee personal problem by maintaining good relation with employee. SAFETY NEEDS Company should inform their employee time to time what is going on organisation so employees feel more comfortable at work. HR Manager always make sure that individually all employees are safe and secure at work. If any employee feel unsecure with organisation than HR has to clear employee perception by discussing matter. NEED FOR LOVE AND BELONGING HR Manager create lively environment where can get positive relations between employee and manager as well as supervisors. Participation in work group shows electrifying confidence among workers. HR Manager to pay attention on motivate employee in the work place by rewards. HR can make sure that higher performing employee should appreciate by giving certificate of performance. ESTEEM NEEDS Within organisations, esteem needs reflect a motivation for recognition, and increase in responsibility, high status and credit for contributions to organization. NEED FOR SELF ACTUALIZATION Self-actualization needs: these needs include the need for self-fulfilment, which is the higher need category. The concern developing ones full potential, increasing ones competence and becoming a better person. Self-actualization needs can be met in the organization by providing people with opportunities to grow, be creative and acquire training for challenging assignments and advancement. Person can reach this level who completely focused on their work and he do not worried about what other think about him, he just concentrate in achieving target and set as a successful. ARGUMENT AGAINST THE THEORY Maslow (1943) stated that people, including employees at organizations, are motivated by the desire to achieve or maintain the various conditions upon which these basic satisfactions rest and by certain more intellectual desires. Humans are a perpetually wanting group. Ordinarily the satisfaction of these wants is not altogether mutually exclusive, but only tends to be. The average member of society is most often partially satisfied and partially unsatisfied in all of ones wants (Maslow, 1943). The implication of this theory provided useful insights for manager and other organization leaders. Another implication was for organisation to implement support programs and focus groups to help employees deal with stress, especially during more challenging times and taking the time to understand the needs of the respective employees (Kreitner, 1998). McGregor argued that work motivation was much more commonly underpinned by workers self-generated drive to better themselves and fulfil their own potential (à ¢Ã¢â€š ¬Ã…“Theory Yà ¢Ã¢â€š ¬?) McGregor argued that traditional organisational practice placed too much emphasis on the role of lower-order needs as motivators of workers behaviour. Aligned with this view, Herzberg recommended that managers should put their energies into providing avenues for the satisfaction of workers personal needs in order to get the best from them. A similar argument was also endorsed by other theorists, so that general message to emerge from needs-based research is that employees motivation will be greater to the extent that they are allowed to self-actualise, grow, and progress as individual. 2.6 EXPECTATION THEORY OF MOTIVATION (Vroom 1960) Vroom in 1964 developed the formal model of work motivation drawing on the work of other researches. There are three mental components that are seen as instigating and directing behaviour. There are referred to as valence, instrumentality and Expectancy. Vroom (1964) defined the term valence as the affective (emotional) orientations people hold with regard to outcomes. An outcome in this case is said to be positively valent for an individual if she/he would prefer having it or not. The most important feature of peoples valences concerning work related outcomes is that they refer to the level of satisfaction the person expects to receive from them, not from the real value the person actually drives from them. Work effort result in variety of outcomes, some of the directly and some of them indirectly and can include pay, promotion and other related factors. Vroom (1964) suggested linking instrumentality as probability belief linking one outcome (performance level) to other outcomes. According to vroom an outcome is positively valent if the person believes that it holds high instrumentality for the acquisition of positively valent consequences and avoidance of negatively valent outcomes. Expectancy is the strength of a persons belief about whether a particular outcome is possible. Vroom (1964) described expectancy beliefs an action-outcome associations held in the mind of individuals and stated that there a variety of factors that contribute to an employees expectancy perceptions about various level of job performance. The second variable that is relevant here is the concept of reward value or valence. This refers to the individuals perception of the value of the reward or outcome that might be obtained by performing effectively. Although most expectancy theories do not specify why certain outcomes have reward value, for the purpose of this paper I would like to argue that reward value of outcomes stems from their perceived ability to satisfy one or more needs. Specifically relevant here is the list of needs suggested by Maslow that includes security needs, social need, esteem needs and self-actualization needs. Expectancy theory states that motivation is a combined function of the individuals perception that effort will lead to performance and of the perceived desirability of outcomes that may result from the performance (Steers, 1983). Although there are several forms of this model, Vroom in 1964 developed the formal model of work motivation drawing on the work of other researches. Vroom (1964) defined the term valence as the effective (emotional) orientations people hold with regard to outcomes. An outcome in this case is said to be positively valent for a individual if she/he would prefer having it or not. The most important feature of peoples valences concerning work related outcomes is that they refer to the level of satisfaction the person expects to receive from them, not from the real value the person actually derives from them. As the other models, there is the emphasis on the level of motivation and the outcome of performance. Work effort results in a variety of outcomes, some of them directly, and some of them indirectly and can include pay, promotion, and other related factors. Vroom (1964) suggested linking instrumentality as a probability belief linking one outcome (performance level) to other outcomes. According to Vroom, an outcome is positively valent if the person believes that it holds high instrumentality for the acquisition of positively valent consequences and the avoidance of negatively valent outcomes. The third major component of the theory is referred to as expectancy (Pinder, 1984). Expectancy is the strength of a persons belief about whether a particular outcome is possible. Vroom (1964) described expectancy beliefs as action outcome associations held in the minds of individuals and stated that there a variety of factors that contribute to an employees expectancy perceptions about various level of job performance. 2.7 MCCLELLANDS ACHIVEMENT MOTIVATION THEORY McClellands work originated from investigating into the relationship between hunger needs and the extent to which imagery of food dominated through processes. From subsequent research McClelland identified four main arousal-based, and socially developed motives: The Achievement motive; The Power motive: The affilative motive; The Avoidance motive McClellands (1961) described the theory of needs focusing on three needs; achievement, power and affiliation. The need for achievement was defined as the drive to excel, to a set of standards, to strive to succeed. Achievement theories propose that motivation and performance vary according to strength of ones need for achievement (Kreitner, 1998) The need for achievement and is defined as a desire to accomplish something difficult. Kreitner Kinicki (1998) cite Murray (1994) explaining the need for achievement as mastering, manipulating or organizing physical objects, human beings or ideas. The need for affiliation suggested that people have the desire to spend time in social relationships, joining group and wanting to be loved. Individuals high in this need are not the most effective managers or leaders because they have a hard time to making difficult decisions without worrying about being disliked (Kreitner, 1998) The need of power reflect an individuals desire to influence, coach, teach or encourage others to achieve. Because effective managers must positively influence others, McClelland proposes that top managers should have a high need for power coupled with a low need for affiliation (Kreitner, 1998) 2.8 SUMMARY Employees are the main part of any organisation. Organisation success and failed ratio is depending on employee work performance. So it is necessary to improve employee moral time to time by motivating employee. Human resource department is directly associated with employee motivation. Any organisation or institution need people to carry out specific task so that the goal and objectives of that drivers people to behave in various ways and to seek to fulfil a variety of needs, employee need to know what makes their employees tick so that they can channel this energy toward certain outcomes. In todays competitive environment where there is a constant threat to our call centres and BPOs that they might lose their contact to china or Philippines. It is very important that company reaches the benchmark set by the clients and even try to exceed the set benchmark. However, if the employees are not motivated enough towards achieving the goal than these could directly reflect on the productivity of the organisation in terms of poor service quality. Maslows hierarchy of needs model consist of five levels where bottom level is physiological, safety, love, esteem and top level self actualisation. Physiological needs through HR professional provide basic requirement like water, coffee for employee, provide canteen facility and required break time during work so employee feel comfortable and deliver good performance. Safety needs through Management make sure health and safety of employee is very important for organisation. HR professional can provide free health check and medical insurance of employee which help to motivate employee. Maslows also derive love needs through It is directly related with organisation management and employee relation. It is necessary that mutual understanding between employee and manager is required which generate satisfaction in work. Esteem needs through It involves HR professional give particular responsibility or task to employee and when employee successfully completed task, HR professional appreciate employee and improve self confidence of employee. Self actualisation needs derive that employee and HR profession know their strength and come out best in work to achieve organisational objective. Herzberg (1966) developed this theory which is based on motivation factor and hygiene factor. According to Herzberg motivation is main key for employee to achieve higher level in the company while hygiene factor as not more relevant because employee not only satisfied with proper working condition and good salary base on their qualification. Typical hygiene factor derives employee cant perform well because working condition in the company is not good level. Health and safety is important when employee work in company it is necessary that HR professional conduct regular meeting with employee and deliver transparent policy for employee. Typical motivation factor derive that if employee achieve or complete task should be rewarded. Mc Clelland (1961) theory share need for achievement, power and affiliation. Need for achievement derive HR professional work as compa