Developing coaching and mentoring within organisations Essay - 1

Developing coaching and mentoring within organisations - Essay Example To achieve the above objective the report follows the chartered institute of personnel and development (CIPD) assessment activity. Five different models of coaching and mentoring were evaluated. Models assessed include; Boyatzis, iceberg, 5Rsdiagram, RAM model, and wheels of good practices. Richard Boyatzis’ model is based on a formula that he had developed that involved the intention to change stage to a long lasting behavioural change. According to Boyatzis (2008) an individual can achieve sustainable change only if he envisions the ideal self. In fact, the Boyatzis Model necessitates an honest assessment of oneself if it is to prove effective within the organization. This model transforms the behaviour of the individual The above model by Boyatzis has many strengths such as giving individuals a sense of direction and responsibility, developing their skills, abilities and capabilities, helps them conceptualize things and become more proactive and self – confident about their work. The weaknesses, though few, depends upon the individuals themselves. These include, the background they come from, the language they speak, their ability to converse and move with other individuals of different backgrounds, their beliefs and customs etc. Sigmund Freud’s ‘Iceberg Model’ depicts three levels of human consciousness, where the unconscious mind is the biggest part, but it is repressed. According to Freud, this repressed or hidden part, it is most influential. The second part is the mid section that is influenced to a certain extent by the brain. The third part is the conscious portion that we make use of o a daily basis and this is the portion responsible for all our thoughts and actions. In Freud’s opinion, all our thoughts and actions are influenced by the hidden unconscious mind. Freud’s Iceberg Model can be made use of within an organization to

Juvenile Correctional Officers Essay Example for Free

Juvenile Correctional Officers Essay When a person is charged for a crime that was committed and is sentenced to serve time in a facility, a correctional officer is responsible for the supervision and safety of the detainee. Correctional officers work in adult and juvenile detention centers, though in each facility their responsibilities differ pertaining to whether the detainee is an adult or a juvenile. Because of the ages of the detainees a correctional officer at a juvenile detention facility are greater than if they were dealing with adults. To understand what the differences are in regards to a juvenile, one must know, child development, punishment, and deterrence play a part in the unique situations pertaining to a juvenile detainee. Every child that commit’s a crime has their very own unique situation behind the crime. Some children were taught the crimes they commit by a trusted adult, or television. Some may have an underlying mental or psychological defect that brought them to commit the crime. There are also situations where a child was neglected, abandoned, or abused by an adult they cared about, thus bringing violence among the child. A child’s development can play a very important role in corrections. There may be a violent child that may need to be restrained or put in separate quarters to protect themselves as well as other detainees from harm. A child may also need to be medicated because of an underlying condition or disease. All of these factors can not only affect how a child is taken care of in a facility, but also before that when they are arrested and tried. All of the above factors can either help or hurt a child. If there is no proof of abuse or an mental condition, the courts may be less lenient on their charge and sentence, then a troubled child with underlying factors, in which a judge may take those factors into consideration and gives a lesser charge, House them in a mental facility instead, or provide extra programs or services to help the child once detained. Through punishment a court can show the juvenile what happens if they commit a crime and keep them off the street and from the community by taking away their freedom. Most juveniles are punished by a fine, community service, probation, home electronic monitoring, or incarceration in a juvenile detention center. While there they will be under close supervision of correctional officers and therapists in some facilities. There are occasions for serious crimes that a judge will sentence a juvenile to an adult detention center if they have been tried as an adult. The juveniles that are occasionally tried as adults are ones that commit crimes such as manslaughter, sex crimes, or murder. While a juvenile is in a detention center, they can have visitors as long as it is an immediate family member and this is usually on certain days. In some facilities, recreation, religious, and educational programs are given while they are detained as well. â€Å"Increased punishment of juveniles reduces the amount of crime they commit in a way similar to the impact punishment has for adults, according to a new paper by Steven Levitt, Associate Professor of Economics at the University of Chicagoâ€Å". â€Å"The evidence suggests that juvenile crime is responsive to harsher sanctions,† Levitt writes. â€Å"The estimated decrease in crime associated with incarcerating an additional juvenile is at least as large as the corresponding reduction in crime for adult offenders†, (Levitt, S, 1998). â€Å"In an effort to strengthen the sanctions for serious juvenile crimes, a number of states have enacted laws increasing the types of offenders and offenses eligible for transfer from the juvenile court to the adult criminal court for trial and potential sentencing†, (Redding, R, 2010). These laws are created to try and set precedent to deter juveniles from following certain crime trends and teach them what is in store for them if they do offend. Deterrence has became a popular practice in the criminal justice system. With success of a deterrence, jails and detention centers do not get overcrowded, and more money of the individual states can go to fund therapeutic programs and services to assist troubled individuals. In some instances, a juvenile can be given an opportunity to make heir offense right by attending therapy and psychological meetings, thus helping them cope with whatever issues they may have. This can aid in deterring the individual from committing a crime. Juveniles are our future and it is the responsibility of us adults to help them grow up into fine law abiding individuals and not into a life of crime. To help adults teach juveniles they , must know the juvenile corrections department and educate their children. Knowing how a child develops, how punishment can help, and ways to deter the juvenile are good practices for any parent and adult to learn. For us to safely say we raised our kids right, we must keep the world free of crime and full of love. Resources Redding, Richard, Juvenile Justice Bulletin, US Dept of Justice, Juvenile Transfer Laws, 2010, Right Margin Steven Levitt, Associate Professor of Economics at the University of Chicago, Juvenile Delinquents, University of Chicago News Office, December 21, 1998, Para. 1.

Compare, Contrast and Evaluate the Sociological Perspectives on the Ro

The role of education is to educate individuals within society and to prepare and qualify them for work in the economy as well as helping to integrate individuals into society and teach them the norms, values and morals of society. Yet there are three sociological theories that differ greatly between them on the role of education. These are Functionalism, Marxism and Liberalism.   Ã‚  Ã‚  Ã‚  Ã‚  Functionalists view the role of education as a means of socialising individuals and to integrate society, to keep society running smoothly and remain stable. Emile Durkheim, creator of the Organic Analogy, was a functionalist during the 1870’s. Durkheim believes that society can only survive if its members are committed to common social values and that education provides these to children and young people as well as raising awareness of their commitment to society. Durkheim also believed that schools teach young people that they must co-operate with their peers and be prepare to listen to and learn from their teachers. Individual pupils eventually learn to suspend their own self interests for those of society as a whole, work together and that success in education, just like in society, involves commitment to a value consensus. Similarly, Kingsley Davis and Wilbert Moore, functionalists during the 1970’s, believed that education is strongly linked to social stratification by members of society and that education ‘sifts, sorts and allocates’ people to their correct place in the economy and society. By rewarding the most talented and most dedicated by allowing them into the highest paid and highest status jobs, education performs the function which is always necessary to Functionalists – differentiating all members of society so that the system runs smoothly.   Ã‚  Ã‚  Ã‚  Ã‚  Like the functionalists, Marxists agree that education is functional in that it maintains the dominance of certain powerful groups in society. Unlike the functionalists, however, Marxists do not believe that it works for the benefit of all. Instead Marxists argue that the education system sustains one small group’s ideas about appropriate forms of schooling and assumptions about what knowledge is. The system also maintains different levels of access to knowledge for different groups and thereby prohibits the widespread dissemination of knowledge to everyone. Bowles and... ...cess in the economy of an individual is not always linked to success in school as well as the hidden curriculum being to restrictive as it does not allow society to gain a sense of self. The Marxist view that when the working class develops a class consciousness and realise that they are being exploited they will gather together to create a social revolution and overthrow capitalism and seize back the ruling class wealth and assets, does not apply to modern British society as there are very few people as the underdogs Marx describes are very few as the majority of society is fairly well off. Equally, the Liberalist view of the role of education is not applicable to modern British society as the majority of children are not yet ready for the responsibility to teach themselves, nor is society on a whole ready to accept the liberalists views on education. For these reasons Marxism is most applicable to modern British society as it takes into account the hierarchy within society and the inability to apply meritocracy due to our capitalist society. Therefore Marxism is the theory that has the most in common with modern British society and the theory most likely to apply to our society.

Death of a Salesman & Brother Dear Comparison Essay

Throughout the constant journey of life you are often under pressure. There is pressure to satisfy, pressure you put on yourself and the pressure that other people put on you. Throughout the play Death of a Salesman by Arthur Miller and the short story â€Å"Brother Dear† by Bernice Friesen, the characters find themselves facing these pressures on a daily basis. Both plotlines show how people can experience these pressures, for all different reasons, during various times in their life. In Death of a Salesman, Biff, a son of the main character, Willy, is struggling with the pressure to impress his father and satisfy him. Willy is constantly complaining about Biff, saying he is a bum and is not good. One day Biff decides he is going to try to go into business, just like his father, hoping to make Willy happy. He speaks to his mother about this, â€Å"It’s just-you see, Mom, I don’t fit in business. Not that I won’t try. I’ll try, and I’ll make good† (Miller 60). Biff knows that he will not be successful in the business world and that it is not for him, but he is going to try it anyways just so his Dad will be proud of him. The pressure to satisfy his father is so big that Biff is willing to do something he does not want to do just to make him happy. Similarly, in â€Å"Brother Dear† Greg is also under the pressure to satisfy his father. Greg wants to be a member of Green Peace, plant trees, and save the planet, while his father expects him to go to University, like his older brother, and make something of himself. His younger sister Sharlene explains, â€Å"He’s in pre-law at university, but his marks are crap. I think he went into law just because Dennis did and Dad hasn’t stopped sheering† (Friesen 3). Just like Biff, Greg is doing something he is uninterested in just to make his Dad happy and proud. Schneider 2 Coming to the end of Death of a Salesman, Biff finally, after all of the hurt and stress, puts some pressure on himself to confront his father. â€Å"I stole myself out of every good job since high school! † â€Å"And whose fault is that? † â€Å"And I never got anywhere because you blew me so full of hot air I could never stand taking orders from anybody! That’s whose fault it is! † (Miller 131) All of Biff’s pressure makes him blow and tell his father the truth about why he has never been successful. Greg’s father in â€Å"Brother Dear† is constantly putting pressure on Greg to do good in school and make something of himself. However Greg does not want to do what his Dad wants, but what he wants. Eventually, after years of pressure, Greg applies pressure onto himself to tell his father his real plans. He tells his Dad how he got a job planting trees for the summer, so he no longer has to pay his rent anymore. When his father questions how he will make enough money for rent and tuition Greg responds saying, â€Å"I’m not going back to school† (Friesen 4). Just like Biff, Greg makes himself confess and tell his father the truth about his life. Throughout Death of a Salesman, Willy Loman has a huge amount of pressure on him from his family and those around him. He has pressure from his wife to get money to pay bills, pressure from his sons to â€Å"get himself together† and pressure from hid friends to do better. All of this pressure makes Willy act crazy. One day, while he was asking a friend for a loan he states, â€Å"Funny y’know? After all the highways, and the trains, and the appointments, and the years, you end up worth more dead than alive† (Miller 98). Willy is implying the he in under so much pressure, he often wishes he were dead so he could be relieved. Schneider 3 In â€Å"Brother Dear†, Sharlene, Greg’s younger sister, is also feeling the pressure in her family to get an education and be something. Like Greg, she has dreams of her own. â€Å"†¦next year’s grade twelve, then it’s escape to the University of Alberta†¦Like Dad wants. I have dreams of running off to Europe for a couple of years, being a nanny and learning a language or two†¦I’ll tell Dad I’ll do the university thing when I get back. He’ll probably explode anyways† (Friesen 2). Sharlene is torn between following her dreams or doing as Daddy wants. Overall, throughout life you often have pressure put on you. The characters in both Death of a Salesman and â€Å"Brother Dear† are all under the pressure to satisfy, the pressure of themselves and the pressure of others. Whether the pressure be to get a job, go to school or be something, they all experience pressures throughout their journey of life.

English Coursework †Titanic Essay

Many people across the world watch films. It is so popular because it puts a story on the screen and into life so that people can see it. People watch films for the entertainment value, or are simply too lazy to read and enjoy the magic of a book. The advantages of watching a film at the cinema rather than on video is the bigger screen, and the surround sound, also the atmosphere. This all adds up and creates a bigger impact than a video. People make films to tell a story or get a message across, such as â€Å"Pearl Harbour,† which tells us the story of a real historical event through the eyes of a fictional love story, very much like â€Å"Titanic.† Or â€Å"Shrek,† which puts a message across through the tale. Some films are just made purely for entertainment value, or to make money, such as the Harry Potter films, that were built up from a very popular book franchise. In film they use different camera shots for different reasons, such as:- > Close Up – with this shot, you can see the emotion on the face of the character; they use it to show the emotion more clearly. > Long Shot – The use this type of camera angle to show a large shot of the set or in the case of â€Å"Titanic† the boat. > Point of view shot – These are used to show you what the character can see, a good example of this in â€Å"Titanic† is when Rose is stood on the end of the boat looking out to sea, > Medium Shot – These show the characters body and face, and are used a lot. > Zoom in/out – These can be used to show a long shot of the set and then zoom in to show the emotion on the characters face instead of switching from Long shot to Close-up. > Panning – This can be used to show a large area, or a when a character is walking. An example of this on â€Å"Titanic† is when they go from the back of the boat to the front. They also use Sound Effect to make what is happening sound more real, such as an explosion or band. They also use backing tracks, which can be used to emphasise the emotion a character is feeling. For example, if it was sad, they might use a love song. They use costume to show you what time something was set it, or the class of the people, particularly shown in â€Å"Titanic,† as Jack is very poor and Rose is rich. The characters who wear the costumes are also very important. They have to look the part and sound the part, not just be able to read the lines. They have to act the way a person of that time would. For my GCSE coursework, I will be writing a Media essay on â€Å"Titanic,† which was directed by James Caremon. It was made in 1997, and was the most expensive film made at the time. It won many awards, and is one of the great love stories told, based on a real historical event. The Titanic was quoted as being â€Å"Titanic, wasn’t just another ship, it was bigger, faster, and more luxurious than any other ship before her.† She had two sister ships, The Olympic and The Britannic, all of which were owned by White Star Line, a series of very luxurious ships. It was built in Harland and Wolff Shipyard, and was 882 ft 6 inches, by 92 ft 6 inches. It had 2212 people onboard, 20 lifeboats, which only had room for 1178 people. This was because they thought that the ship was â€Å"un-sinkable,† and didn’t think they needed more. It only had 705 survivors after it sank. The Titanic was under the control or Captain E.J Smith, a much respected Captain. Some people would not travel if the boat was not under his control. It set sail on April 10th 1912 from Cherbourg France, to Queensland Ireland, and then continued out to sea. Titanic sank at 2.20am, on April 15th. The Titanic sank because it hit an ice berg, which pierced its hull and flooded it, making it sink. Captain Smith had ignored the iceberg warnings. This was The Titanic’s maiden voyage. Disaster is defined as â€Å"sudden or great misfortune,† this means something that happens, which usually kills a lot of people, this could also be linked to tragedy, which is defined as â€Å"sad event; dramatic, literature word dealing with serious, sad topic,† which I think means when something bad happens, which brings sorrow, not necessarily to just one person. I think that the amount of people does alter the seriousness of a disaster because it makes it harder to cope with. A Man-Made disaster is something that man has inflicted upon itself, such as when the Twin Towers got destroyed, many people died. I think that a man-made disaster is sometimes worse that a natural one, because you can’t stop a natural disaster, but to inflict one, is just wrong. I think that James Cameron’s depiction of â€Å"Titanic† is very accurate to the real event. Although he told us the story through the eyes of a romantic tale, all the facts are very accurate. The times, the date, the crew, even the people who were on board, such as John Jacob Astor who was the richest person on the ship, is in the film. All of the crew bare a striking resemblance to the real people and are names the same, particularly in the case of Captain Smith. The Real Captain E.J Smith – Captain E.J Smith in the film The numbers of people that died and the ways that they died are very accurate, many people froze in the water, and other chose to go down with the ship. Also the musicians, who are in the film, go down playing, which was noted by the survivors. I think that we are told the real historical every through a love story because it gets us more involved, we can relate to the characters and it opens out emotions more when the tragedy happens. I think that the opening of a film is important because it draws the person in. In â€Å"Shrek† it is funny, which makes the person want to watch more, and also shows you that it is a comedy film. The titles tend to show you what type of film a film is. It also shows you what time period it is set in, and what genre it is. They usually have the theme song for the film on in the background. In the case of â€Å"Titanic† there is the slow adaption of the theme song playing, and the real shot filmed of the real Titanic. I think this shows you that it will be a sad film, but the pace of the music. It then switches into the film and does a panning shot of the film, to show you how big and magnificent it is. Also the reaction of the people towards it, which shows you that it is even magnificent for them, even though it is set in their time period. Setting is important, because it shows is where and when the film is set. A good example of this in â€Å"Titanic,† is the way the different groups of people are treated at the beginning. The rich are aloud to stroll onto the boat, with their luggage being taken care of, bringing dog and other pets. Whereas the poor have to go through lice inspections just to get on, but the rich can bring animals. This shows you how people were treated and in what time period it is set, and is typical of Edwardian England. Rose is first introduced to us twice, ages 101 and when she was younger going onboard Titanic. When she is older, I think she seems like a very normal nice old woman, mid-class and has a caring family. Whereas the younger Rose seems like a bit of a snob by the way she reacts to the Titanic when she first sees it. She is obviously very rich, and leads an upper-class life. We can tell that she is a nice person, even though she wears a â€Å"snob mask† at the beginning of the film, later on we find out the true her. She is shown as someone who is not afraid to ask questions, unlike many women of that time. She asks about the lifeboats and their capacities. When we first meet Jack, he is gambling in a bar. We can tell that he is poor and doesn’t have much to his name. We can tell that he is very cunning by the way he plays cards and wins. He is shown as a very nice person who cares deeply for Rose. He doesn’t seem to care about the class rules, which shows he is a true romantic because he is willing to defy those rules for love. He cares very much about Rose and her safety, even over his own. This is shown at the end, when he lets her sit on the floating table, while he stays in the water, knowing that he will freeze to death. Cal is Rose’s fiancà ¯Ã‚ ¿Ã‚ ½ and is introduced getting out of his very expensive car and getting his man servant to do favours for him. This shows us that he is very rich and has some power. He is shown as quite a snob, and only wants Rose as a trophy on his arm. He is selfish and hits her if she does wrong. He doesn’t agree with Rose’s friendship with Jack, which later turns into love. Molly Brown is shown as quite a loud mouth and is not liked very much by some of the rich people because she was not brought up with money, she is what they called â€Å"new money† her husband struck rich recently, and they did not like this. She is shown as a very nice woman because she helps out Jack when he is going to the dinner with them. Rose’s Mother is shown as a snob; all she seems to care about is the way that her family is seen and how much money they have. She wants Rose to marry Cal just so she can have money again. She doesn’t seem to care much about Rose or her feelings, but in the end we find out how distraught she is about Rose not getting in the lifeboat when she has the chance and shows her true feelings. Mr. Andrews in the man responsible for making the Titanic, he is so sure that it will not sick, and doesn’t put enough life boats onboard. He is shown as a very kind man, who cares very much for Rose. He helps her to safety when the ship is sinking, but does not get on a lifeboat himself. I think this is because distraught about his ship sinking and by the fact that there weren’t enough life boats, which he decided, and now people would die because of the decision. Mr. Ismay, was the designer of Titanic, he just wanted the fame by having her in the news, he pushed the engines too hard by making them go faster and faster when they didn’t need to. If the Titanic wasn’t going so fast she might have been able to turn in time and not crash. Ismay is shown as a coward in the film, he is expected to go down with the ship, but instead he jumps on a lifeboat when no one is looking. The Captain is shown as a very important and respected man. Although it was Ismay who suggested going faster, is was the Captain that made it so. I think that he is depicted as quite a noble man because he goes down with the ship. Rose and Jack first properly meet at the back of the ship when Rose is about to commit suicide. He shows his caring by telling her that he’ll jump in after her even if it means his own death. This becomes one of the themes of the film â€Å"You Jump, I Jump!† Jack first sees Rose as she is looking over the railing of the upper-class deck, it is love at first site and he knows that he has to be with her. I think that this is significant, because although he doesn’t know her he still wants to be with her, even thought he knows there is a vast class difference. I think the setting is significant in the places where the rich and poor are kept. The rich have expensive, luxurious rooms and a fancy dinning area, whereas the poor are kept in bunkers and have a large hall where the dance and socialise. The places where the poor are kept do not look expensive and are very dirty, and infested with rats. As the ship is sinking, it uses many shots, Long shot and close up. It uses long shots to show the ship from afar, there is not music and it is all dark. This shows the isolation of the ship and that it is very unlikely someone will arrive in time to save them. The close up shows the ships breaking apart and falling, it has very dramatic music in the background, and lots of screaming. The characters are all running around franticly and all the glamour of the ship seems to of faded. The atmosphere is created by the screams of the people, watching the ship fall apart. The emotion is created, by watching what is happening to these people, freezing to death, crying for help, desperately trying to get on a life boat. So desperate that they cut one down whilst drowning. My favourite parts of the film are where the ship sinks, and when Jack and Rose are stood on the edge of the ship. There is soft romantic music in the back ground, the main theme song, and there are close ups of their faces, showing the love on them, panning shot around them, stood on the edge, and point of view shots, where you see what Rose does on the edge of the ship. I think this sequence is important in the film because it shows that Rose doesn’t care about class boundaries either, she returns to him, and still loves him, even thought he is of a low class. Also it is the last time Titanic sees daylight. I think that â€Å"A Night to Remember,† another depiction of the historical event, made is 1958, and directed by Roy Baker, is similar to that of â€Å"Titanic.† The most fundamental difference centres on exactly what question each film is answering. â€Å"A Night to Remember† answers the question â€Å"How did the tragedy happen?† whereas â€Å"Titanic† answers â€Å"What was it like to live through it?† â€Å"A Night to Remember† shows us The Californian, the ship that failed to answer to Titanic’s distress call, whereas we aren’t shown that in â€Å"Titanic.† The shots are not that different, they use the same type, but the point of view is very different, â€Å"Titanic† uses a 1st person narrative, whereas â€Å"A Night to Remember† uses the 3rd person narrative. The treatment of the passenger is similar, but I think that the people in the life boats were treated differently on â€Å"Titanic† than â€Å"A Night to Remember.† I think that the way they are treated in â€Å"Titanic† is more like they would be. I think that James Cameron decided to have Rose die at the end of the film because it lets her return to Jack, and that his love for her is still strong, she has finally let go of what happened. She does this by dropping the â€Å"Heart of the Ocean† in the ocean. I think that it shows Rose with all her pictures with her because it shows how far she has come in life, the impact that Jack had on her. It shows her riding on a Horse like a man would do at that time and various other things she wouldn’t have done if she continued as she was before meeting Jack, like fly a plane. If she hadn’t met Jack, she wouldn’t have done any of these things. I think that the theme tune is significant, because it is titled â€Å"My Heart Will Go On,† I think this is saying that Rose’s love for Jack will continue even though he is dead, which is shown when she returns to him at the end. He is still waiting for her, and he still loves her. Even though their physical love has ended, their mental love will go o forever. I think that the film â€Å"Titanic† was made to retell the tragic events that happened, to make our generation live it all over again, get involved in it, be sad about it. By telling us the story, we can tell what it would have been like for someone who went through that, and we can emphasise with them more, and if a film can make someone do that, I think that it make them a better person for it. I think that the events that happened on April 14th 1912 are some of the most horrific and saddest I have ever heard of, and I think that this is a great film and it will truly be loved for generations to come.

NHL

NHL I English **************************************************************** Thank you for purchasing EA Sports NHL 2002. This README file contains information on features not covered in the manual, as well as more detailed information on certain features already covered in the manual. The README file also contains information on performance issues, multiplayer issues, 3D Acceleration issues, and hardware issues.ATI Rage 128 logo################################################################ 1) Performance Issues and Troubleshooting a) 3D Accelerators b) Improving Gameplay Performance c) Improving Graphic Details d) Memory e) Sound Card f) CD-ROM g) Joystick h) Modem i) Network j) Internet 2) Importing your face 3) Custom Teams/Import Logo 4) Importing Music 5) Career Mode 6) Coaching Pressure 7) AI Options 8) Saving and Loading Settings 9) Game Controls 10) EA.com Update 11) EA.com Matchmaker 12) Screenshots 13) Stat Abbreviations 14) Operating Systems ############################### ################################# ================================================================ 1) Performance Issues and Troubleshooting ================================================================ a) 3D Accelerators *3D SETUP PROGRAM* 3D Setup is the utility that lets you choose which 3D card you want to use with NHL 2002. NHL 2002 supports most newer 3D accelerators. You must have a supported 3D accelerator to run NHL 2002.3D Setup is automatically run in the background when you first install NHL 2002. It will choose the best 3D accelerator on your system to run with NHL 2002.If you want to change the 3D accelerator used with NHL 2002, or if you install a new 3D accelerator, run 3DSetup located in the Start Menu under EA SPORTS NHL 2002.*Note:Voodoo cards using a resolution greater than 800x600 have troubles running the game. Please make sure your resolution is set at 480x640.ATI Rage Pro It would appear that there is some sort of incompatibility issue when running our game with Windows ME and a Rage Pro that causes excessive...

Learn About Italian Easter Traditions and Customs

Learn About Italian Easter Traditions and Customs A huge explosion will be detonated Easter Sunday in front of the magnificent green– and white–marbled neogothic church in Florences centro storico. Instead of running in fear from a terrorists bomb, though, thousands of spectators will cheer the noise and smoke, for they will be witnesses to the annual Scoppio del Carro- explosion of the cart. For over 300 years the Easter celebration in Florence has included this ritual, during which an elaborate wagon, a structure built in 1679 and standing two to three stories high, is dragged through Florence behind a fleet of white oxen decorated in garlands. The pageantry ends in front of the Basilica di S. Maria del Fiore, where Mass is held. During the midday service, a holy fire is stoked by ancient stone chips from the Holy Sepulcher, and the Archbishop lights a dove–shaped rocket which travels down a wire and collides with the cart in the square, setting off spectacular fireworks and explosions to the cheers of all. A big bang ensures a good harvest, and a parade in medieval costume follows. Tradition and ritual play a strong role in Italian culture, especially during celebrations such as Easter, the Christian holiday based on the pagan festival called Eostur-Monath. No matter what date Easter falls on, there are many ceremonies and culinary customs that are religiously upheld. Some traditions are regional, for instance the art of palm weaving, in which decorative crosses and other designs are created from the palms received on Palm Sunday. Easter Ceremonies in Italy At Vatican City there are a series of solemn events that culminate in Easter Sunday Mass. During the spring holy days that center around the vernal equinox there are also many other rites practiced throughout the country that have their roots in historic pagan rituals. In addition, the Monday following Easter is an official Italian holiday called la Pasquetta, so if traveling be prepared for another day of repose. Tredozio On Easter Monday the Palio dellUovo is a competition where eggs are the stars of the games. Merano The Corse Rusticane are conducted, fascinating races with a special breed of horses famous for their blonde manes ridden by youths wearing the local costumes of their towns. Before the race, the participants parade through the streets of the town followed by a band and folk dance groups. Barano dIschia On Easter Monday the Ndrezzata takes place- a dance which revives the fights against the Saracens. Carovigno On the Saturday before Easter is a procession dedicated to the Madonna del Belvedere during which the Nzeghe contest takes place: banners must be hurled as far as possible. Enna Religious rites dating back to the Spanish domination (fifteenth through seventeenth century) take place in this Sicilian town. On Good Friday, the different religious confraternities gather around the main church and over 2,000 friars wearing ancient costumes silently parade through the streets of the city. On Easter Sunday, the Paci ceremony takes place: the statue of the Virgin and that of Jesus Christ are first taken to the main square and then into the church where they stay for a week. Easter Dining In Italy, the expression Natale con i tuoi, Pasqua con chi vuoi is frequently heard (Christmas with your family, Easter with your own choice of friends). Oftentimes, this implies sitting down to a dinner that starts with minestra di Pasqua, the traditional beginning of the Neapolitan Easter meal. Other classic Easter recipes include carciofi fritti (fried artichokes), a main course of either capretto o agnellino al forno (roasted goat or baby lamb) or capretto cacio e uova (kid stewed with cheese, peas, and eggs), and carciofi e patate soffritti, a delicious vegetable side dish of sautà ©ed artichokes with baby potatoes. A holiday meal in Italy would not be complete without a traditional dessert, and during Easter there are several. Italian children finish their dinner with a rich bread shaped like a crown and studded with colored Easter egg candies. La pastiera Napoletana, the classic Neapolitan grain pie, is a centuries–old dish with innumerable versions, each made according to a closely guarded family recipe. Another treat is the  Colomba cake, a sweet, eggy, yeasted bread (like panettone plus candied orange peel, minus the raisins, and topped with sugared and sliced almonds) shaped in one of the most recognizable symbols of Easter, the dove. The Colomba cake takes on this form precisely because  la colomba  in Italian means dove, the symbol of peace and an appropriate finish to Easter dinner. Uova di Pasqua Although Italians do not decorate hard–boiled eggs nor have chocolate bunnies or pastel marshmallow chicks, the biggest Easter displays in bars, pastry shops, supermarkets, and especially at chocolatiers are brightly wrapped  uova di Pasqua- chocolate Easter eggs- in sizes that range from 10 grams (1/3 ounce) to 8 kilos (nearly 18 pounds). Most of them are made of milk chocolate in a mid–range, 10–ounce size by industrial chocolate makers. Some producers distinguish between their chocolate eggs for children (sales numbers are a closely guarded secret, but the market for these standard quality eggs is said to be shrinking with Italys birthrate) and expensive adult versions. All except the tiniest eggs contain a surprise. Grown–ups often find their eggs contain little silver picture frames or gold–dipped costume jewelry. The very best eggs are handmade by artisans of chocolate, who offer the service of inserting a surprise supplied by the purchaser. Car keys, engagement rings, and watches are some of the high–end gifts that have been tucked into Italian chocolate eggs in Italy. Italian Easter Vocabulary List Click to hear the highlighted word spoken by a native speaker. lagnello- lambBuona Pasqua- Happy Easteril coniglietto- bunny rabbitla crocifissione- Crucifixionla pace- peacela Pasquetta- Easter Mondayla primavera- springla resurrezione- Resurrectionla settimana santa- Holy WeeklUltima Cena- Last Supperle uova- eggsVenerdà ¬ Santo- Holy Friday

Canadian Employment Insurance (EI) Applications

Canadian Employment Insurance (EI) Applications When to Submit an Employment Insurance Application Apply for Employment Insurance as soon as you stop working, even if you havent received your  Ã‚  (ROE). Be sure to submit your Canadian Employment Insurance application within four weeks of your last day of work, or you may lose benefits. You should receive your ROE from your last employer within five days of becoming unemployed. Some employers submit ROEs electronically, in which case you do not need to submit a copy to Service Canada. If you have difficulty getting a ROE from an employer, go to your  Service Canada Centre  or contact Service Canada at 1 800 206-7218 to find out how to get your ROE and what is needed to calculate your claim. Employment Insurance Application Form When making an application for Canadian Employment Insurance benefits, you will need to give the following information: Social Insurance Number  (SIN), and the SIN of the other parent if applying for parental benefitsMothers maiden namePersonal identification, such as a  drivers license  or  birth certificate, if you apply in person at a Service Canada Centre.Record of Employment (ROE) from each job for the last 52 weeksBank information or a blank personal cheque marked VOID, so  Employment Insurance benefits  can be paid by direct depositEmployment details, including gross salary (before deductions and including tips and commissions), gross salary for the last week of work from Sunday to the last day, and other amounts received or still coming, such as vacation pay and severance pay. Youll need to provide the names and addresses of your employers, including  postal codes.Dates of weeks in the last 52 that you  did not work  and whyMedical certificate if you are claiming sickness benefits or applying for compassionate care benefitsAdoption certificate if you are an adoptive parent c laiming parental benefits. Where to Apply for Employment Insurance You can  apply for Canadian Employment Insurance  in person by going to the Service Canada Centre nearest you. You can also apply for Canadian Employment Insurance  online.

Evaluation of a workplace learning environment(school) Essay

Evaluation of a workplace learning environment(school) - Essay Example Given this acknowledgement of the importance of workplace learning, I proceed by investigating the utility of learning theories in identifying barriers to such learning. Workplace learning has been defined as â€Å"learning or training undertaken in the workplace, usually on the job, including on-the-job training under normal operational conditions, and onsite training, which is conducted away from the work process (e.g. in a training room† (Australian National Training Authority, online). It critical to undertake workplace learning since it accords the key competencies needed by the school to stay competitive. How is a workplace ideal for learning envisioned? Smith & Hayton (1999, p. 252) puts forth that the school’s openness to change is a critical factor in the progress of training and development. They have also stated that there are external and moderating variables that influence training levels. The interplay among these factors is the key determinant to the kind of training which shall be prioritized by the firm (Ridoutt et al., 2002, p. 14). Moreover, it has also been presented that smaller-sized schools were more involved in informal training compared to larger ones. There are several drivers that affect and push training within any school, as follows: Approaches: Having pointed out this distinction, it may be worthwhile for me to delve more lengthily on learning processes which may be more applicable to the work setting, including action learning, situated learning, and incidental learning. Action learning is defined as a systematic way through which learning transpires by application of theory or by doing. It is anchored on the assumption that learning necessitates action and that this in turn needs input from learning. Learning per se is the expected result of action learning, and it does not intend to focus on the resolution of a problem (Lewis & Williams, 1994, p. 12). Brown et al (1988)

Forty Fruity Company Essay Example | Topics and Well Written Essays - 1000 words

Forty Fruity Company - Essay Example The company holds that it provides something for everybody, a reason for its choice of location (AIJN, 2008). The management at the company believes that as much as they do not promise eternal life and instant beauty to their clients, they advise that regularly drinking juice make them feel full of energy. FortyFruity Company runs through delicious, healthy, and nutritious item products as the product line. The company enlists milkshakes, delicious juices, and fruit salads on its menu prepared and presented in an upscale and bright environment. They become brighter, develop smoother skins, a smile that matches the complexion, as well as lose weight. Furthermore, they have a happier and healthier lifestyle. FortyFruity opened its doors to clients in Abu Dhabi, United Arab Emirates in two thousand and two. The company offered an exceptional concept concentrating in provision of fresh fruit salad and fresh juices to the fruit market. The company operates based on three primary goals in the FortyFruity business network. The fundamental goals are outstanding customer service, provision of highest quality fresh juices and fresh fruit salad, as well as affordable prices to all the clients. Since the company aims at ensuring that, a real combination of healthy and tasty drinks reaches the cus tomer’s table, then the location. The management should ensure that other outlets of the company are in densely populated areas. It will help the company get closer to the customers their clients, which will bring the difference between their accessibility and their competitors. It should add proper means of transporting or serving their customers to wherever they need. Their creamy and tasty shakes ought to have a combination of vanilla yoghurt, milk, and fruits (Groenewald, 2009). Customers consider the creamy shakes special products. The company will, and then squeezes the juice from fresh fruits to make their juice products more marketable. Forty Fruits holds

Theoretical framework Essay Example | Topics and Well Written Essays - 2500 words

Theoretical framework - Essay Example Hence the framework is an evolving design that inspires and facilitates theory and gets inspired and modified by it. The major â€Å"components† of a theoretical framework have been identified and listed as given below by Fitzpatrick and Kazer, 2011): (a) concepts that are identified and defined, (b) assumptions that clarify the basic underlying truths from which and within which theoretical reasoning proceeds, (c) the context within which the theory is placed, and, (d) relationships between and among the concepts that are identified (no page number). Following the method adopted by Schmieding (2006), this researcher has adopted an â€Å"integrative nursing theoretical framework,† a framework that has the many advantages (p.463). The benefit of an integrative theoretical framework is that it can be made as comprehensive as possible through bringing in different aspects of the same topic picked up from different theories and frameworks. The benefits, according to Schmied ing (2006) are that: It serves as a guide for both clinical and administrative decisions, forms the basis of the nursing philosophy, facilitates communication with patients and colleagues, helps identify congruent supporting theories and concepts, provides a basis for educational programmes, helps to differentiate nursing from non-nursing activities, and enhances nurse unity and self-esteem (p.463). My theoretical framework incorporates Callista Roy's adaptation model of nursing and the Orem self-care deficit model developed by Dorothea Orem and also a conceptual approach that nursing profession and education needs to have as their basic ethos, the values of equality and transparent communication (Masters, 2011; Hartweg, 1991). I have integrated these two theoretical frameworks because the Roy model has a patient-centered approach that anchors itself on the patient's adaptive abilities and the Orem model on the other hand focuses on the role of the nursing practitioner, by saying th at it is the role of the nurse to address the self-care deficits of the patient (Masters, 2011; Hartweg, 1991). In this manner, these two frameworks together gives a comprehensive new framework that integrates the role of the patient and the nurse in nursing care. This model thus balances the possible errors involved with top down and bottom up approaches. This model also facilitates proper communication just because in the Roy model and in the Orem model, the nurses have to constantly interact with the patient to find out how the status quo is evolving and what changes in their approach is needed. The Roy model views â€Å"the person as a holistic adaptive system in constant interaction with the internal and the external environment† and observes that â€Å"the main task of the human system is to maintain integrity in the face of environmental stimuli† (as cited in Masters, 2011, p.128). The role of the nurse here is only in a supportive role and â€Å"is to foster s uccessful adaptation† (as cited in Masters, 2011, p.128). The results of successful adaptation is understood as â€Å"optimal health and well-being, (†¦) quality of life, and (†¦) death with dignity† (as cited in Masters, 2011, p.129). This theoretical model has talked about three levels of human

Smoking or secondhand smoking Research Paper Example | Topics and Well Written Essays - 1500 words

Smoking or secondhand smoking - Research Paper Example This article briefly discusses the merits and demerits of this hypothesis and in the end suggests a method of controlling the rising level of smoking in the United States of America. It shall also briefly touch the history of smoking, the reason why it escalated and why it fell. These previous trends are kept as a focal point in the end when a recommendation for action is presented in the conclusion. Smoking and Its Increasing Prevalence Introduction All over the globe including the U.S.A, there is a rising concern by the medical agencies and public health insitutions in regards to the vice of Smoking. They are calling for Hollywood movies that contain scenes where people are smoking; to be rated as adult or explicit. The concept and reasoning behind this outcry is that enforcing such a rating might end up reducing the number of youth who are exposed to such scenes, within the course of watching a movie, that according to them, is one of the most direct causes for young teens to take up smoking and even that, at an early stage of their lives (Cnossen, 2008). With the help of a scientific consensus conducted by a huge spectrum of professional health organizations that includes the World Health Organization, National Cancer Institute and the United States Centers for Disease Control and Prevention displayed that the films and movies which contain scenes in which the actors are smoking acts as a catalyst in inciting the young people to smoke and is the consistent finding of a dose response relationship, and like in any concern in regards to the public health which is related to a dose response. The single best alternative in order to deal with such a problem is lowering the dose, that recalls the topic of discussion. There needs to be the ratings of adult content for any movies which have use of tobacco and live smoking on screen in it (Eysenck, 2006). Simon Chapman and Matthew C. Farrelly published an essay in the PLoS Medicine. They made four arguments in opposi tion to the change of rating of movies that have smoking scenes to adult. The first and foremost point they suggest is that those researches or studies that show the link between acceptance of smoking by teenagers at an early age and their exposure to movies or film scenes that have smoking in them are not in any way controlled, which means that they are free from any sort of manipulation of numerous other factors for instance alcohol, violence, recreation drug portrayal, coarse language and of course sexual content and also smoking. The next point they presented states, that any claims in regards to the exposure to smoking in the movies resulting in an increasing in smoking prevalence in youth is crudely reductionist, while at the same time blatantly ignoring the huge exposure to such scenarios of smoking littered elsewhere throughout the society. Thirdly they further state that in regards to the classification of movies to adult rating, it is a futile gesture since the children ca n access more of such material by using the more popular medium, the internet. Lastly they say there is a merit of concern over the assumption that in case any cause is felt rational enough, the state itself needs to implement the control censor on any and all the cultural artifacts for instance movies, arts, books and theatre that are present within its’ jurisdiction (Chapman & Farrelly, 2011). Discussion The beliefs which Matthew & Simon’

Liberal Arts Studies Essay Example | Topics and Well Written Essays - 250 words - 4

Liberal Arts Studies - Essay Example They would also need to possess knowledge and reason that rules over their other baser desires such as obtaining food, money, and pleasure. Furthermore, they need to understand what makes for a good life and what makes for a bad one. Plato does believe that all leadership comes from moral authority, or virtue, as he would describe it. Virtue comes from â€Å"consuming† things that are good for the soul. One who consumes things that are bad for the soul will eventually become unjust and be unfit to rule. Therefore, those who consume virtue and practice virtuous habits are the most fit to rule. While some may feel that this is an old fashioned view of authority, Plato would argue that people who believe this way are merely ignorant and therefore they see being unjust as a way (and perhaps the only way) to get ahead in life. Plato’s definition of â€Å"guardians† relates to modern professionals in a significant way. In a society, professionals are given the authority to govern or manage in their particular field. Therefore, it is important that these professionals are taught and trained in philosophy as well as in technical aspects of their profession. If guardians (managers) are virtuous and just, it will lead to a better and happier society for

Smoking or secondhand smoking Research Paper Example | Topics and Well Written Essays - 1500 words

Smoking or secondhand smoking - Research Paper Example This article briefly discusses the merits and demerits of this hypothesis and in the end suggests a method of controlling the rising level of smoking in the United States of America. It shall also briefly touch the history of smoking, the reason why it escalated and why it fell. These previous trends are kept as a focal point in the end when a recommendation for action is presented in the conclusion. Smoking and Its Increasing Prevalence Introduction All over the globe including the U.S.A, there is a rising concern by the medical agencies and public health insitutions in regards to the vice of Smoking. They are calling for Hollywood movies that contain scenes where people are smoking; to be rated as adult or explicit. The concept and reasoning behind this outcry is that enforcing such a rating might end up reducing the number of youth who are exposed to such scenes, within the course of watching a movie, that according to them, is one of the most direct causes for young teens to take up smoking and even that, at an early stage of their lives (Cnossen, 2008). With the help of a scientific consensus conducted by a huge spectrum of professional health organizations that includes the World Health Organization, National Cancer Institute and the United States Centers for Disease Control and Prevention displayed that the films and movies which contain scenes in which the actors are smoking acts as a catalyst in inciting the young people to smoke and is the consistent finding of a dose response relationship, and like in any concern in regards to the public health which is related to a dose response. The single best alternative in order to deal with such a problem is lowering the dose, that recalls the topic of discussion. There needs to be the ratings of adult content for any movies which have use of tobacco and live smoking on screen in it (Eysenck, 2006). Simon Chapman and Matthew C. Farrelly published an essay in the PLoS Medicine. They made four arguments in opposi tion to the change of rating of movies that have smoking scenes to adult. The first and foremost point they suggest is that those researches or studies that show the link between acceptance of smoking by teenagers at an early age and their exposure to movies or film scenes that have smoking in them are not in any way controlled, which means that they are free from any sort of manipulation of numerous other factors for instance alcohol, violence, recreation drug portrayal, coarse language and of course sexual content and also smoking. The next point they presented states, that any claims in regards to the exposure to smoking in the movies resulting in an increasing in smoking prevalence in youth is crudely reductionist, while at the same time blatantly ignoring the huge exposure to such scenarios of smoking littered elsewhere throughout the society. Thirdly they further state that in regards to the classification of movies to adult rating, it is a futile gesture since the children ca n access more of such material by using the more popular medium, the internet. Lastly they say there is a merit of concern over the assumption that in case any cause is felt rational enough, the state itself needs to implement the control censor on any and all the cultural artifacts for instance movies, arts, books and theatre that are present within its’ jurisdiction (Chapman & Farrelly, 2011). Discussion The beliefs which Matthew & Simon’

GMO PROS AND CONS Essay Example | Topics and Well Written Essays - 250 words

GMO PROS AND CONS - Essay Example Scientifically, the human body extracts chemicals from the foods; these chemicals are responsible for the immunity of the body. The fear demonstrated by scientists posits that GMO may alter chemical requirement of the body. I think the society should know when it is eating GMOs because there are alternatives foods, which people can use. In addition, pregnant women, cancer patients, and children should avoid the consumptions of GMO products. Ideally, the argument presented by the advertising companies to the society against consumption of GMO does not give detailed information about the effects that the society is likely to encounter. I think the government should devise legislations, which influence the consumption of GMO especially among child. I do not accept the notion that GMO rice can help boost vitamin A among children. The unpredictable effects of GMO subjects the society to rejects it consumption. In conclusion, GMO have unpredictable effects to innocent consumers. While present legislation do not provide restrict against the consumption of GMO, there is need for

Popular Entertainment, Performing Arts Essay Example for Free

Popular Entertainment, Performing Arts Essay Popular entertainment is â€Å"ideas, perspectives, altitudes, memes, and other phenomena that are preferred by an informal consensus within the mainstream of a given culture. † Now like me most people would think, â€Å"I still don’t get it. † Popular entertainment is basically a genre of entertainment based on the popularity it has gained. Many people often confuse popular culture which is basically popular entertainment with pop culture. The most important difference between the two is that popular culture is gained popularity regardless of the style whereas pop culture is based on a specific society and historic period which contains qualities of mass appeal. Popular Entertainment is often stereotyped as trivial and one could almost say dumbed down to be accepted by the masses of society, which allows those who aren’t part of the main stream such as religious groups and countercultural groups to heavily criticize it. These groups deem it superficial, consumerist, sensational and even corrupted. The Distinction between Popular and Higher Culture Popular entertainment can be traced back to the 19th century where it was considered education and general culture of the lower class as opposed to the official or dominant class of society. By the end of World War 2 the following big cultural and social changes brought by most media innovations caused Popular Entertainments meaning to overlap with that of mass culture, media culture, image culture and culture for mass consumption. It is believed that there are as many as six different meanings of Popular Entertainment. The quantitive meaning often sets in the confusion of certain â€Å"higher culture† that is also popular. * It is also described as the left over culture after â€Å"higher culture† has been defined and taken from the equation. * It is also said that it is equivalent to mass culture and ideas. Then it is described as commercial culture which is mass produced for mass consumption by mass media from Western Europe which can be compared to American Culture. * It has been known as the authenticate culture of the people * That it has a political dimension to it Personally I think it can be most relevantly described as the struggle between the resistant of lower groups in society and forces of incorporation of the dominant groups of society with regards to the entertainment world. Popular Entertainment or culture can easily be recognized by the distinction between that which is considered popular and that which is considered as high class. It has emerged from urbanisation of industrial revolution. Confusion comes in when Bart Simpsons for example, which is a television animation which can be considered as higher class has elements of popular entertainment in it. Studies of Shakespeare notice that many characteristic vitality of his drama in its participation in Renaissance Popular Culture while contemporary practitioners such as Dario Fo and John McGarth use popular culture in its Gramscian sense that includes ancient folk tradition like comedia dell‘arte. This makes it difficult for the average person to then differentiate between Popular Entertainment and Higher forms of entertainment. Popular entertainment constantly changes and occurs specifically in place and time. It boils down to that which represents a complex of mutually interdependent perspectives and values that influences society and its influences in various ways. Popular Entertainment is therefore commonly more appealing to the broader spectrum of society. Popular Entertainment can therefore be related to that which people can easily relate to. Popular culture is also associated with self-referentiality. This basically means that Popular Entertainment is mainly based on exploring every realm of corrective experience instead of just relying on reality. Many media outputs devote it to other images whereas self-referentiality is all-embracing. It is said that the side effect of mass consumerism reflects a fundamental paradox which is basically the increase in technological and cultural sophistication combined with the increase in superficial and dehumanization. What makes Popular Entertainment Popular? Anyone who enjoys the streets who enjoys feasting his eyes on shop windows piled high with all kinds of everyday wares and artful trifles; anyone who enjoys the cafes is unlikely to be moved by the polished art of the serious theatre. Unless the theatre shouts as lustily as the streets it won’t attract an audience for love or money. The Parisian derives far more enjoyment from the fetes and traveling theatres than from anything the dramatic theatre has to offer- Vsevolod Meyerhold We must give credit to the basic principles of the circus and the music hall. In olden times there was the influence of French comedians and of Chaplin. The first news of fox trot and jazz, this early love thrived. The music hall element was obviously eeded at the time for the emergence of a montage form of thought- Sergei Einstein, tr. Daniel Gerould Playfulness is a volatile sometimes dangerously explosive essence which cultural institutions seek to bottle or contain in the vials of games, of competition, chance, and strength in modes of simulation such as theatre and in control disorientation from roller coasters to dervish dancing- Victor Turner What is Popular Entertainment? Popular Entertainment is basically any form of entertainment that is considered relevant to those who form part of the lower and middle class. It is the entertainment which as gained popularity not for the specific style that is used, but for its relevance. Popular entertainment therefore cannot simply be associated with its level of popularity since there can be other, much higher levels of entertainment that can also be popular. This does not mean that the element of popularity is completely cut from what popular entertainment is, it just means that it is not solely based on the level of popularity but more so on the level of popularity the style of entertainment has gained regardless of it style. Genres in popular entertainment Folklore Folklore is a form Popular Entertainment but is not mass produced. Folklore persists today by word of mouth instead of through mass media, e. g. jokes and urban legends. Folklores element of popular entertainment engages big time with the commercial element. The public has its own tastes and it may not embrace all sorts of entertainment. Popular entertainment has an interconnected nature. Things such as when you sulk and the clock strikes 12:00 that your face would stay like that can be considered as folklore. Many people embrace this form, but instead of being spread in masses it gets carried over from generation to generation by word of mouth. Burlesque Burlesque is often stereotyped with strippers walking on a run way. This is not a complete myth although, burlesque in its essence was a form of popular entertainment that over stepped the boundaries of what was considered â€Å"right† in the time frame. Burlesque generally consists of music and comedy. The main attraction towards burlesque was its sense of making fun of sex. This is one of the main reasons why the female cast members bodies were exposed in sexy tight fitting and short costumes. Burlesque in the period of its peak was very popular mainly because the form of exposure was considered immoral in that time. The woman of that time covered their bodies’ true form with frills and puffs of material while those on the burlesque stage had their garters sticking out with tights and body suits, leaving very little for the imagination. Its sense of humour was solely based on exposed humans’ sexual nature and they relied on comedy with double meanings. It was a very clever way of getting people to laugh as they would make comments like I’m sorry I was late, but my gadget broke. Allowing the audience to wonder what was she late for and what gadget broke. She could mean she was late or she didn’t â€Å"come† in time because her g-string broke. This form of comedy an exposure of the female body made burlesque a leading genre through the 1840s up until the 1960s. Burlesque then introduced other genres such as vaudeville to fill the show, but at the time many vaudeville performers considered burlesque as demoralising but when they times were tough they would perform in burlesque under aliases. The female cast members were soon playing men roles. Burlesque was never really about a strong script but more about the power of the star playing the role to keep audiences stimulated and coming back for more, â€Å"Underdressed woman playing sexual aggressors, combining good looks with impertinent comedy- in a production written and managed by woman? Unthinkable! † Burlesque was basically dominated by daring woman who with enough will power believed that they could accomplish anything. Burlesque evolved into making fun of relevant topics and popular shows along with a sexual connotation which kept audiences intrigued. Burlesque became a variety act that included song, dance, juggling, comics, etc. Burlesque soon took on the format of a minstrel show. It was when males took over the management of Burlesque that female wit was replaced with trying to reveal as much of the female body as possible. Millie Deleon, Burlesques biggest star in the 20th century, threw her garters in the audiences and at times did not wear tights. This got her arrested but also assisted in giving burlesque a bad reputation. A typical burlesque stage setting was based on common places that the middle and lower class audience could relate to as they were the target audience. Common settings were courtrooms, street corners, class rooms, as well as examining rooms. Burlesque comedy focussed a lot of misunderstandings which kept it interesting. Cabaret Cabaret is unique for its venue. Originally the word means a place where alcohol is served. Cabaret in the world of entertainment refers to a performance in an intimate restaurant or nightclub setting where adults can enjoy entertainment that stretches the boundaries of what was permitted in the time of origin. A cabaret can more so be described as intellectuals that gathered in an intimate environment to share ideas by means of comedy, song, dance and theatre. These ideas were mainly based on politics and themes that had social relevance. The first Cabaret â€Å"Cabaret Artistique† opened in 1881 in Paris, France. It was later renamed to â€Å"Le Chat Noir. Its main attraction was not the half dressed woman as in Burlesque but rather the sharing of ideas in the associated venue. Cabarets can be considered as the outcasts or those who went against the norms of society and performed their opinions through skits that they would often come up with in a span of an evening or during the day. Cabarets content is almost always relevant to society of its time frame. The comedy used in cabaret was not just any old jokes or random making fun of whatever was relevant but rather very clever. The comedy they used was satire which is often described as being tickled with a blade. Cabarets relied on using content that was sensitive in society and they would make fun of that only to later make the audience later realise that they were laughing about something that is actually very serious. For example the news may show how babies get raped on a regular basis then cabaret performers would satirically perform these rapes but with the idea that they want people to be aware of the seriousness of the problem. This may seem complicated as they make are making fun of very sensitive things but most cabarets was a very clever way of influencing an audience member’s frame of thought. Cabaret is also unique for its audience interaction. A typical cabaret often involved the audience completely in the performance. In cabaret it is specifically important to keep the audience intrigued by the performance, but also being able to allow them a chance to embrace the intimate space they are in with whoever they are with. Cabarets gave room for the audience to interact with one another. It is vital to know that a cabaret is specifically targeted at the adult audience and is not appropriate for all ages or families. Cabaret is about being able to explore the boundaries that have been set by society in this intimate environment. Cabaret also has variety acts like jugglers, singers, dances, clowns, etc. but it was mainly based on the message that they are trying to bring across. In a cabaret the audience did not have to abide by the laws of society, so the audience was automatically comfortable. The audience did not have to sit in a specific way or take off their hats when they came to the cabaret instead they were free to be, socialise as they pleased and also enjoy the entertainment of a cabaret. Later cabaret gained a jazz element to it but its main focus has barely changed besides the misconceptions modern society has. Vaudeville This is basically any form of inoffensive entertainment which solely relied on the audience response. Vaudeville could include anything from juggling, freak acts to dumb acts. It focuses on entertaining, fascinating and reaching the unthinkable. Anyone could enjoy a vaudeville act and while it often included song and dance the core of a vaudeville act was doing something extraordinarily. The audience is very interactive in this style of entertainment and an audience response could either make or break an act. For a vaudevillian it is vital to always be at their best as a slip up in one act could ruin their reputation for good. Vaudevilles format was never about the importance of the act but rather based on the order of appearance. Vaudeville affected the normal comedy world as vaudeville was fun, entertaining and often humorous. It was only later that comics were emerged into vaudeville by means of a master of ceremonies which also assisted in making certain bills hit shows instead of just normal. It is vital to realise that vaudeville bills weren’t always entertaining. Some were really boring and others just average, vaudeville relies on the fact that it consists of 8acts and if an audience does not like a particular act they had the next act to rely on, to fulfil the audience taste. Comparisons and contrasts The one thing almost all the genres within popular entertainment have in common is that their target audience are all the lower class or working class of its time. The difference is evident where it’s a given that Burlesque is more specifically targeted at male audience, while cabaret is targeted at adults who don’t always agree with government and vaudeville is targeted at everyone. Burlesque and cabaret can compare in the sense that they both are more appropriate at night but while burlesque relies on its sexual connotation and exposed females, cabaret relies on the relevance of the topics that they use and the ideas they share. Vaudeville is basically any type of entertainment within the parameters of society while burlesque and cabaret is more anti-society than anything else. It is evident that dominant classes of the time of each of these genres basically looked down on all the styles mentioned, but this is what kept the middle and lower classes entertained. In each style, song, dance and comedy is relevant but while vaudeville relied on slapstick and amusing comedy cabaret relies of clever, satirical and black humour and burlesque makes use of confusing or misinterpreting or even witty comedy. Wit and satire can be very closely associated but satires method to tickle with a blade makes it unique to cabaret. While vaudeville could be showed in a theatre or even a park and burlesque can be showed in any theatre or circuit it is vital that the cabaret has the intimate bar or restaurant vibe attached to it. While vaudeville can be identified for its entertainment and fascinations, burlesque can be identified for its guts while cabaret can be identified by the roughness and the â€Å"balls† in its skits. Cabaret and Burlesque is very closely associated while they both may contain vaudeville acts it is strictly prohibited to have any sort of burlesque or cabaret acts or skits in vaudeville as it is not sociably accepted. Many vaudevillians considered Burlesque as demoralising and if any vaudevillian act offends an audience member they could be dismissed. Cabaret almost everything is allowed the cast could cleverly insult an audience member often cabarets are successful for the odd uncomfortable feeling that the audience may feel during skits or a scene. The historical developments of Popular Entertainment Ancient Greek history Popular entertainment in its essence can be traced as far back as the 5th century BC. This is linked by the ancient Greeks who added song and dance in their comedies and tragedies. Athenian playwrights also had songs in their plays which were sometimes self-composed. These plays were staged in open air amphitheatres which included sexual humour, political and social satire, jugglers and everything else that might entertain the majority. The songs were often a way to allow the chorus to comment on the action on stage. It is evident that ancient musicals had no direct on modern musicals or popular culture. It does prove that the concept has been present for approximately 25 hundred years.

Factors for Motivation in Banking Employees

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