The 5-Minute Rule for Response to Terrorism Essay Topics

The 5-Minute Rule for Response to Terrorism Essay Topics The Definitive Approach to Response to Terrorism Essay Topics The hardest part is usually choosing the activity you would like to write about. For example, the terrorists could use phones and the web to practice command and control above a gunman or crowd. The key question now, however, is precisely how to proceed at the amount of strategy as a way to achieve desired objectives. On the flip side, there are several positive surfaces of the relation between media and terrorism. Where to Find Response to Terrorism Essay Topics During the last decades, numerous terrorist groups have come up around the world and it has grown into a global issue. Media coverage of different events which are causing more harm on the planet shouldn't be neglected at the cost of media marathons discussing the cruelties of terrorists. Today, terrorism isn't just the issue of India, but in our neighboring country also, and governments around the world are earning a lot of effort to handle it. It's apparent that the domestic terrorism is still one of the most dangerous menaces that jeopardizes national security and is quite hard to combat. Subsequently, longitudinal research would be necessary to test coping through the whole expatriation experience. Therefore, students must work quite difficult to be able to think of a practical solution for virtually any problem. Learning There are many procedures and approaches to learning and grasping the very same materials. Such notification ought to be made promptly upon discovering the sensitive temperament of the essay. These topics will be helpful for individuals who need to compose essays about the subject mentioned above in the shape of a normal job. When it's in the social sciences or humanities, a fundamental synopsis that focuses on your principal argument is going to do. Before beginning writing, often it will help to read a number of example essays. Don't forget your essay needs to be personal in nature and not merely an argumentative essay. Hence, you've been provided with the simplest topic for problem solution essays, you can decide on any on of the above mentioned and get started writing your essay very quickly. Following are a few of the advised sociology essay topic for those students that are unable to decide on a great topic for their assignment. The New Angle On Response to Terrorism Essay Topics Just Released Make sure to follow along with the crucial guidelines for certain source types that you have to follow. Media represents an important tool of impacting a large number of people at one time. Business Insider is the greatest business news site on the internet. Thus, the limitations to the author's study are the new perspective of contemporary terrorism, which need to be closely investigated in order to stop the rise of the thr eat. He claims that the bureaucratization is one of the main causes of antiterrorism actions. Moreover, he concentrates not only on the terrorist notion statement but also sociological response the humanity has to the threat. Thus, the authors offered the problem of risk and fear theory for additional theoretical research on causes of terrorism. What the In-Crowd Won't Tell You About Response to Terrorism Essay Topics Connected to terrorism incidents over the previous two decades, UK hasn't been exempted from being targets by violent extremists. Forms of terrorism in various parts of the nation and abroad Today, terrorism is not just the issue of India, our neighbouring nation, and governments across the nation are making a good deal of effort to manage it. Regional terrorism has become the most violent among all. There exist various kinds of terrorism in various parts of the nation and abroad. You will have to be knowledgeable about the five forms of terrorism. To conclude, terrorism is a kind of violence that encourages using weapons and tactics particularly circumstances or even campaigns of terrorism. Political terrorism is quite a bit more crucial than criminal terrorism because it's carried out by well-trained persons. Combatting domestic terrorism is also a possibility through the initiation of multiple programs for the police officers which will help them to integrate in the society. What You Must Know About Response to Terrorism Essay Topics Bear in mind, the readers are accustomed to the book you may be speaking about. Therefore, students who study industry and other relevant subjects may be interested in writing on a number of the subsequent topics. Some topics aren't simple to address and there isn't much information available about them, on the flip side, there's a plenty of material available on a number of the research essay topic but the issue is that they are rather common. These topics are supposed to help students identify some helpful sources. When discussing gender equality topics, it's vital to follow certain rules not to abuse a specific kind of readers. When you pick a research topic, make certain it is one which you understand and have a firm grasp on. Among the factors involved with deciding on a topic is the way much emotion is going to be felt by the reader upon reading the thesis. When many diverse viewpoints exist, developing a structured argument in favor of a certain approach may call for a myriad of supporting book and journal titles. Ideas, Formulas and Shortcuts for Response to Terrorism Essay Topics To conclude, it can be ascertained that terrorism truly is a significant worldwide threat that ought to be combated by all usually means utilizing well-established emergency response plans. Utilizing a zombie apocalypse to illustrate the demand for emergency preparedness isn't a new idea. Look here for steps you may take to get ready for an emergency. Make certain you know what things to do in a crisis!

Brave Essay Example For Students

Brave Essay It has been said that Muhammad is the Seal of the Prophets, meaning that he was the last. However, our world has recently been graced by another prophet in Aldous Huxley. Huxleys prophetic vision is unmistakable in his science-fiction novel, Brave New World, in which he delivers a valuable message: control advancements in technology before they control us. Huxley supports this message with a strong example of a society that is so overrun by technology that the human race has lost their individuality, freedom, and ultimately their identity as human beings. In this Brave New World, artificially-born humans are genetically engineered, divided into castes, molded into machines through hypnopaedia, and controlled by the drug Soma. The new world appears to be a perfect utopia on the surfacethere is no disease, no warfare, and no sadness. However, the humans have sacrificed thought, feelings, free will, and everything which makes one human to achieve this state. Through Brave New World, Hux ley teaches us that these sacrifices are far too great and will eventually occur if humans continue to misuse technology in the future. Huxleys warning in Brave New World carries so much weight because of the truthful predictions he includes in the novel. Despite being written in 1932, Huxley predicts genetic engineering, test-tube babies, cloning, a loss of meaning in sexual relationships, and drug abuse. All of these predictions were far beyond his time, and all have either come true or are on the brink of occurrence. The most significant of these is his presentiment that production, not childbirth, will be the process in which humans are brought into this world. Just as Huxley predicted, scientists can now produce humans outside of the womb, and soon the cloning of human beings will be feasible. The concept of producing humans without parents is the foundation of the Brave New World that Huxley urges us to avoid. In Brave New World, Huxleys forewarning of the manufacturing of hum ans reveals the devastating results that our misuse of advancing technology can bring upon mankind. In Brave New World, Huxley prophetically predicts the mass-production of humans. Huxleys prediction begins with the first chapter, where the Director of the Central London Hatchery and Conditioning Center gives a tour to prospective employees. The Director explains to them the Bokanovsky Process. In the Bokanovskys Process, a bokanovskified egg will bud, will proliferate, will divide. From eight to ninety-six buds, and every bud will grow into a perfectly formed embryo, and every embryo into a full-sized adult.1 Before, one egg resulted in one human, but now ninety-six twins are being produced from one egg. The Director also explains that with Podsnaps Technique, a facilitated ripening process, you get an average of nearly eleven thousand brothers and sisters in a hundred and fifty batches of identical twins, all within two years of the same age.2 This process allows fertilized eggs t o be produced in mesmerizing numbers. After these eggs are fertilized, they develop in the bottling room, where all the embryos grow in tubes. Like Model Ts on the assembly line, the bottles are transported on conveyor belts that stretch almost half a mile, where at every meter the embryo is specifically conditioned for its future role. After two-hundred and sixty-seven days, the babies are decanted, which is the equivalent of birth. The result? Thousands and thousands of virtually identical babies, all conditioned and predestined for a specific lifestyle. This controlled mass-production of babies in Brave New World possesses several results which appear beneficiary. As the Director states, Bokanovskys Process is one of the major instruments of social stability!3 In Brave New World, Bokanovskys Process allows the controllers to create a multitude of identical humans, perfectly suited for each social class. When all the humans are alike and conditioned to be content with their social class, it leaves no room for conflict, and therefore stability results. The motto of Brave New World, Community, Identity, Stability, is maintained by this process. Also, the humans are free from disease as well as from unintentional retardation and disabilities, and there is always a sufficient source of reliable workers. On the other hand, there are many implications which result from mass producing humans. One is the loss of the meaning of life. In Brave New World, the miracle of child birth is now considered an obscene joke. Having children has gone from a sacred, precious cycle of life to a mere race between factories. In addition to this, families are unheard of, and the idea of having parents is simply incomprehensible for the people of the new world. To them, every human is the product of a tube. Also, with such a huge amount of identical humans, the identity is abolished. Everyone is the same, and no one is unique. These Ninety-six identical twins working ninety-six identi cal machines4 have as much heart and soul as the piece of metal they operate. Huxleys purpose in Brave New World is to warn us of these grave consequences. The most frightening aspect of Huxleys prediction of cloning is that it is coming true in our lives today. The cloning era began in 1952, when the first animal was cloned by Robert Briggs and Thomas King. These scientists duplicated simple tadpoles from tadpole cells.5 This event sparked a series of discoveries and a movement of cloning research, and soon more and more complex species were being reproduced. Just recently a sheep was cloned by Scottish scientist Ian Wilmut and his colleagues at the Roslin Institute on July 5, 1996.6 This event awakened the world at the possibilities of cloning, and that cloning humans was just a step away. As of now, a human has not been cloned. However, scientists state that cloning a human is entirely possible. There are two ways to clone a human. The first method consists of splitting and embry o into several halves. This in turn will create several sets of identical twins, or clones. The second method is more complicated, utilizing somatic cell nuclear transfer technology. Basically, it consists of taking cells from an already existing human being and cloning them by taking the nucleus of a cell, with the DNA, and injecting it into an egg or ovum whose nucleus has been removed. Therefore the resulting embryo will posses every characteristic of the person whose cell was used as the substitute, creating an exact duplicate.7 One of the greatest concerns of cloning is determining its legality. The only two countries which have completely banned cloning are England and Norway. Cloning is not illegal in the United States. Only three states, California, Michigan, and Rhode Island, have taken measures to ban cloning.8 Despite the legality of cloning in the US, shortly after the announcement of the cloning of the sheep, President Bill Clinton issued a moratorium banning all federa l support of cloning research. This does not, however, ban support given by private sources, nor does it entirely prevent cloning research and experimentation from taking place.9 As of now, the legality of cloning in the US. is determined by the federal government. Currently there are no laws preventing cloning, but in the near future cloning bans are expected to be passed by Congress. However, much controversy surrounds this topic. Some say the banning of cloning violates the First Amendment of the Constitution, preventing researchers their right to academic freedom. As scientists get closer and closer to cloning a human, the legality will definitely become a primary issue and be a deciding factor in its effect on mankind.10 Despite the multitude of ethical, religious, and moral concerns cloning receives, there can be some benefits through its use. One positive use for cloning would be as a treatment for infertility. When parents are infertile, in-vitro fertilization may not always be available, so cloning would allow them to have a child. Also, parents with genetic diseases, such as sickle cell anemia or Down syndrome, will be ensured that their offspring will not possess these sicknesses. Another possible use would be to clone humans and store their organs as extras, so when someone needs a new kidney he or she will have a backup.11 Despite these useful possibilities, cloning can easily be detrimental to mankind. This is shown through the image in Brave New World. As stated before, whether or not the government puts firm regulations on cloning will determine what path humans go down. If humans allow cloning to freely occur, we will further travel down the path Huxley warns us of taking. Having a baby will soon lose its meaning, and in turn life itself will lose its meaning. A select few individuals will gain control over cloning, and will produce an obedient race at will. These individuals will assume the role of God, and soon the human race will be drones. Humans will be machines with no feeling, free will, or uniqueness; instead; they will be created solely for serving a purpose purely beneficial to the creator. The world will be free of war, disease, and chaos, but it will also be free of meaning, love, and humanness. Cloning is the most immediate problem regarding technology that we as humans face today. It will also prove to be the most consequential dilemma, as exposed in Brave New World. Huxleys predictions are coming true, and if we refuse to change, it will only be a matter of time before our world reaches the Brave New World, the final destination of our path of self-destruction from which there is no turning back. Huxley was truly a prophet, and like all great prophets he carried a specific message that we must adhere to: as humans, we must learn to use technology responsibly. Bibliography: .udd02393353cf86d7e2f0b7bd6a40be91 , .udd02393353cf86d7e2f0b7bd6a40be91 .postImageUrl , .udd02393353cf86d7e2f0b7bd6a40be91 .centered-text-area { min-height: 80px; position: relative; } .udd02393353cf86d7e2f0b7bd6a40be91 , .udd02393353cf86d7e2f0b7bd6a40be91:hover , .udd02393353cf86d7e2f0b7bd6a40be91:visited , .udd02393353cf86d7e2f0b7bd6a40be91:active { border:0!important; } .udd02393353cf86d7e2f0b7bd6a40be91 .clearfix:after { content: ""; display: table; clear: both; } .udd02393353cf86d7e2f0b7bd6a40be91 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .udd02393353cf86d7e2f0b7bd6a40be91:active , .udd02393353cf86d7e2f0b7bd6a40be91:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .udd02393353cf86d7e2f0b7bd6a40be91 .centered-text-area { width: 100%; position: relative ; } .udd02393353cf86d7e2f0b7bd6a40be91 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .udd02393353cf86d7e2f0b7bd6a40be91 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .udd02393353cf86d7e2f0b7bd6a40be91 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .udd02393353cf86d7e2f0b7bd6a40be91:hover .ctaButton { background-color: #34495E!important; } .udd02393353cf86d7e2f0b7bd6a40be91 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .udd02393353cf86d7e2f0b7bd6a40be91 .udd02393353cf86d7e2f0b7bd6a40be91-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .udd02393353cf86d7e2f0b7bd6a40be91:after { content: ""; display: block; clear: both; } READ: History of beatles Essay

An Exploration of the Impact of Employer Motivation on Organisational Success The WritePass Journal

An Exploration of the Impact of Employer Motivation on Organisational Success An Exploration of the Impact of Employer Motivation on Organisational Success CHAPTER ONEIntroductionChoice of Research AreaBackground of StudyStatement of the ProblemAims of the ResearchResearch ObjectivesSignificance of StudyCHAPTER TWOLITERATURE REVIEWIntroductionTheories on Employee MotivationContent TheoriesWhat is Success?Factors of successLeadership in an OrganisationSUMMARY CHAPTER THREEMETHODOLOGYIntroduction Research PhilosophyResearch Method  Research DesignTypes of Research DesignExploratory ResearchDescriptive ResearchCausal Research (cause/effect)Target PopulationData GatheringQuestion FormatEthical ConsiderationResearch LimitationConclusion CHAPTER FOURAnalysis of DataIntroductionRespondent ProfileSummary CHAPTER FIVEDISCUSSION OF RESULTS AND ITS IMPLICATIONSIntroductionKey Research Areas and Results ObtainedCHAPTER SIXConclusionRecommendationsAreas of further studiesReference Related CHAPTER ONE Introduction This research Explores the Impact of Employer Motivation on Organisational Success, and how employers plan strategically for the well-being of its staff; to make them comfortable in their jobs, which will make them more effective and efficient. It also looks at what gives the employers satisfaction, and what motivates them.   These are important factors which will work in favour of the organisation. This study is based on a company called Greener Books Limited which at the moment uses Amazon the famous online company to retail their books. The company deals in used books and have been in business for approximately 5 years.   The books are of good quality and affordable. The company has been in the E-commerce industry for some time now, and has been competing well in the sector.   The researcher would like to investigate what has given the company its edge even in time of difficulty, to be able to weather the storm. The researcher will outline the objectives and significance in achieving organisational performance, its various limitations and a clear definition of motivation. The researcher will also demonstrate how if employers are well motivated, the impact it’s going to have on employees, and how it is going to contribute to the success of the organisation.   This will be shown after analysing the role of the employer, and the impact he or she will make on the organisation. Choice of Research Area The reason for this research topic is because the researcher feels not much has been discussed on employer motivation, and not a lot of researchers have been bold enough to venture into the area of employer motivation.   As many of the researchers feels employer motivation is all about making profit.   This research is going to prove employer motivation goes beyond making profit alone. Background of Study The study of this research is based on motivation, which is linked to Human Resource Management (HRM).   Human resource management can be defined as all management decisions and practices that directly affect or influence the people, or human resources, who work for the organisation. (Fisher et al. 2003).   It also looks at success and leadership in an organisation This research is going to provide us with information about employer motivation, as not much has been said about it before; the researchers aim is to fill that gap, as most theorists only talk about employee motivation.   Like Maslow who talks about the hierarchy of needs, that an individual would have to satisfy one need before he can go to the next level, or Alderfer, who like Maslow said that the individual needs are more a continuum than hierarchical level.   More than one need may be activated at the same time.   Herzberg went on to create his two-factor theory which is the hygiene factor and the motivators or growth factors.   Many more theorists discussed motivations of employee.   The researcher is going to discuss more in the literature review. This research project is looking at the aspect of motivation that most researchers don’t talk about, and why most people believes money is the only motivating factor for any employer.   The focus of this research is going to be on small businesses, as it will be easier for the researcher to get hold of the employers themselves. The researcher is going to be using qualitative methods in the analysis of this research because it provides more insight for this topic, and helps the researcher to understand employers better.   Questionnaires are going to be the form of data collection, due to word limitation for the whole research; the researcher would not be able to combine other data collection methods for this research. Statement of the Problem Why do people feel money is the only motivating factor for employers? One of the major problems facing employers is that people often feel that they go into the business mainly to make profit.   This is important to study because there are more to employers than making profit alone.   They also look for job satisfaction and esteem as any other employee, and that is why a lot has not been said about employer motivation. To find out the truth, and to change the perception of individuals towards employers, the researcher would have to speak to or ask a number of employers and owners of small businesses in north-west London to help in this survey, by filling in questionnaires. Aims of the Research The aim of this research is to explore the impact(s) of employer motivation on organisational success, and how it affects the everyday activities and enhance productivity of Greener Books Limited to become a self sufficient online retail organisation.   The research will focus on small businesses in north-west area of London Research Objectives To identify the motivating factors employers have in owning a business. To identify whether it is more-rewarding to run a business, as opposed to working for someone else.   To change the perception of people towards employers. To highlight the significance of motivation in a business environment. Significance of Study This study is important for the following reasons: It will show that employers need to be motivated just as much as employee. It will show that employers and employees are motivated by different factors. It will challenge the perception that making a profit is the main reason employers set up a business. It study will change the idea people have about employers. CHAPTER TWO LITERATURE REVIEW Introduction For any business to be able to thrive in this present economy, it has to have a very strong base, which is their employee. However the employer must be able to motivate himself first before he can motivate his employees.   He has to have exceptionally good leadership skills.   Also have the ability to plan, organise and successful deliver the organisations requirements. He should have an idea of what and where he wants the organisation to be in the next 7 to 10 years.   He or she also has to be aware of their environments, both internal and external, and make it work in their favour.   There should also be a feedback system to show if the company is deviating from their initial goals and objectives. What is Motivation? Motivation is often seen as the cornerstone to any organisation; without motivation from employees or employers an organisation will struggle to compete, especially in times of economic uncertainty.   This section will give an understanding of motivation in the workplace and some of the theories behind it. Studies in motivation have shown it as the driving force within an individual, by which they attempt to achieve goals in order to fulfil some need or expectation. ‘’Motivation can be described as the direction and persistence of action.   It is concerned with why people choose a particular course of action in preference to others, and why they continue with a chosen action, often over a long period, and in the face of difficulties and problems’’(Mullins, 2005). On this basis, Mitchell defines motivation as ‘‘the degree to which an individual wants and chooses to engage in certain specified behaviours’’.   Bennett (1997) ‘’sees motivation as consisting of all drives, forces and influences- conscious or unconscious- that causes the employee to want to achieve certain aims’’.   Wilson and Rosenfeld (1990) said that ‘’motivation is characterised by a certain level of willingness on the part of an individual to increase effort, to the extent that this exertion also satisfies some need’’. Rudolph and Kleiner (1989) proposed a more detailed definition stating that the needs and expectations at work fall into two categories, intrinsic and extrinsic motivation.   Intrinsic motivation is related to psychological rewards such as opportunity to use one’s ability, positive recognition and receiving appreciation.   The psychological rewards are those that can be determined by the actions and behaviour of individual managers.   Extrinsic motivation on the other hand, is related to tangible rewards such as salary and fringe benefits, security and promotion, contract of service.   Such tangible rewards are often determined at the organisational level and may largely be outside the control of the individual manager. As can be seen there are various definitions of motivation, however all of them agree in that motivation is resident within the individual, however motivation is clearly linked to a desired outcome. Even though Rudolph and Kleiner’s definition includes external factors it is not clear how these contribute or inhibit motivation. Theories on Employee Motivation There are many competing theories which attempt to explain the nature of motivation.   All of them have been criticised and don’t seem to be able to fully explain motivation in relation to people’s behaviour.   Some of these theories are introduced below. The usual approach to the study of motivation is through an understanding of internal cognitive processes, that is people’s feelings and thoughts.   These cognitive theories of motivation are usually divided into two contrasting approaches: content theories and process theories. Content Theories Content theories provide a link between individual needs and work rewards.   They offer a perspective based upon the relative value people place upon various rewards (Wilson and Rosenfeld, 1990).   ) Maslow’s Hierarchy of Needs Model was originally published in 1943 (Mullins, 2005).   Maslow’s basic preposition is that people are â€Å"wanting beings†, wanting more after each achievement.   He suggests that human needs are arranged in a hierarchy of importance. Maslow identified eight innate needs, including the need to know and understand, aesthetic needs, and the need for transcendence.   However, the hierarchy is usually shown as ranging through five main levels. From the bottom to the top of the pyramid these are as follows. Physiological needs include homeostasis (the body’s automatic efforts to retain normal functioning) such as satisfaction of hunger and thirst, the need for oxygen etc. Safety needs are physical security, freedom from pain or threat of physical attack, protection from danger or deprivation, the need for predictability and orderliness. Love needs include affection, sense of belonging, social activities, friendship etc. Esteem needs are self-respect and the esteem of others, also the desire of confidence, strength, independence and freedom, and achievement. Self-actualisation is the development and realisation of one’s full potential. Maslow sees this as: ‘What humans can be, they must be’, or ‘becoming everything that one is capable of becoming’. However, Bennett (1997) criticised Maslow’s theory that needs are individual and can vary from person to person depending on social influences, cultural backgrounds and traditions or can even be suppressed by cultural or social pressures.   In relation to this Maslow did not specify the source of needs, which could be biological, trans-cultural or conditioned behaviour.   Also, whereas Maslow arranged his needs hierarchically, they could also exist at the same time or in a different order.   Furthermore Maslow’s theory states that people will only seek to achieve higher-level needs once lower-level ones have been satisfied.   Many people, however, are actually conscious of higher needs even though their fundamental physiological needs have not been fully met.   In a consumer society, the poor may yearn for status symbols even though they are unable to satisfy their immediate requirements. Alderfer (Mullins, 2005) went on to modify Maslow’s hierarchy of needs, his model condensed it from five levels of needs into only three levels based on the core needs of existence, relatedness and growth (ERG theory). Existence needs are concerned with sustaining human existence and survival, and cover physiological and safety needs of a material nature.   Relatedness needs are concerned with relationship to the social environment, and cover love or belonging, affiliation, and meaningful interpersonal relationship of a safety or esteem nature.   Growth needs are concerned with the development of potential, which covers self-esteem and self-actualisation. Like Maslow, Alderfer suggests that individuals’ progress through the hierarchy from existence needs, to relatedness needs, to growth needs, as the lower level needs become satisfied.   However, Alderfer conceptualises these needs as continuum rather than hierarchical levels.   More than one need may be activated at the same time.   Individuals may also progress down the hierarchy.   There is a frustration-regression process (Mullin, 2005).   Unlike Maslow’s theory, the results of Alderfer’s work suggest that an individual does not have to satisfy a lower-level need before he can start thinking of a higher-level one. However, similarly Alderfer’s theory does not offer further explanations of sources of needs or how they are formed and influenced. Herzberg’s Two-Factor Theory is based on his original study, which consisted of 203 accountants and engineers, who were interviewed because of their growing importance in the business world.   Professor Herzberg (Oakland, 1993) carried out investigations into the factors affecting job attitude.   From an analysis of his findings, he hypothesised that the things that lead to satisfaction and dissatisfaction are not equal and opposite.   He labelled the satisfying factor motivators or growth, and the dissatisfying factor hygiene or maintenance.   Herzberg’s hygiene factor relates to the condition of work rather than to work itself (Bennett, 1997). Proper attention can prevent dissatisfaction, but does not create a positive attitude or motivation by itself, How people are treated at work. Salary.   Working conditions.   Supervision. Oakland (1993) stated that, to be motivated people need ability, which may require some training, and the opportunity to use that ability.   According to Herzberg there are another variety of factors such as job enrichment, feedback, self-checking and direction communication all aid motivation. Achievement.   Recognition of achievement.   Meaningful and interesting work.   Increased responsibility. Growth and advancement at work. King (1970) suggested that the two-factor theory is open to different interpretations.   He outlined four other interpretations, one being: motivators cause more satisfaction than dissatisfaction. Hygiene causes more dissatisfaction than satisfaction. However, if for example, hygiene are the predominant cause of both satisfaction and dissatisfaction, then the above hypothesis could be verified; but with hygiene rather than motivators having the greater effect on satisfaction. Thus any weaker version of the Two-Factor theory can result in situations contradictory to the general intent of the theory. Shipley and Kiely (1988) seriously challenge the worth of Herzberg’s theory to industrial sales managers.   Its application by them would result in a less than wholly motivated and at least partially dissatisfied team of salespeople. Despite the criticism, there is still evidence of support for the continuing relevance of the theory.   Phillipchuk’s (1996) based his study on a small sample of engineers within a single company in Canada. He attempted to replicate Herzberg’s study in today’s environment.   Herzberg’s methods still yield useful results.   Respondents did not offer any new event factor from the original study although some old factors were absent.   Salary and working conditions were not mentioned as a satisfier or a dissatisfier, and advancement as a satisfier did not appear.   The top demotivator was company policy and the top motivator was achievement. According to Crainer and Dearlove (2001) Herzberg’s work has had a considerable effect on the rewards and remuneration packages offered by corporations.   Increasingly, there is a trend towards ‘cafeteria’ benefits in which people can choose from a range of options.   In effect, they can select the elements they recognise as providing their own motivation to work.   Similarly, the current emphasis on self-development, career management and self-managed learning can be seen as having evolved from Herzberg’s insight. A fairly recent theory of motivation comes from Professor Reiss (Reiss, 2000) a professor of psychology and psychiatry at Ohio State University. After conducting studies involving more than 6,000 people, Reiss found that 16 basic desires guide nearly all meaningful behaviour.   These desires are power, independence, curiosity, acceptance, order, saving, honour, idealism, social contact, family, status, vengeance, romance, eating, physical exercise, and tranquillity.   These desires are what drive our everyday actions and make us who we are, Reiss said.   What makes individuals unique is the combination and ranking of these desires.   He said at least 14 of the 16 basic desires seem to have a genetic basis. Only the desires for idealism and acceptance dont appear to have a genetic component’’.   Most of these desires are similar to those seen in animals, and seem to have some survival value, Reiss said. This indicates they are genetic in origin. The research is bound to be controversial with many researchers who have tried to reduce all human behaviour to just one or two basic desires such as pleasure, pain or survival or who say that that there are some desires that all people share equally.   Looking at how people differ in these 16 desires, Reiss said he concluded that we are individuals to a much greater extent than psychologists have previously realised. For example, he said our educational system is built on the premise that all children are naturally curious (curiosity is one of the 16 basic desires) and have the same potential desire for learning, but he found that people can differ quite a bit in their maximum potential to enjoy learning. Not everyone is naturally curious, Reiss said. A child may be very smart, but still not be interested in school. But our educational system cannot deal with the idea that there is someone who cannot enjoy learning and never will. Educators are making a mistake when they think all children were born with more or less equal potential to enjoy learning. He also said, parents of non-curious children should realize they will never be able to change their childs fundamental nature.   Its OK to be non-curious.   As long as the child is not flunking and is meeting some minimum standards, parents should ease up on their expectations.   By pushing a non-curious child to be more curious, all a parent is doing is ruining their relationship. The same goes for any fundamental desire, according to Reiss.   Workaholics may work a lot, not because they have some void or problem in their life, but because they have a naturally strong desire for power and status. The failure to understand individual differences causes problems in everything from marital relationships to co-worker interactions.   People know that other people have different values and pursuits, but they cannot understand how this can be.   Self-huggers waste enormous effort trying to change people who do not want to be changed. Reiss said the research that psychologists cannot boil down human experience to just one or two basic desires that we all share equally.   He noted that 2 trillion different profiles can be assessed by the Reiss Profiles. Every person has a unique desire profile, he said. What is Success? Fitzgerald (n/d) ‘’Success can be defined as the ability to work constructively in teams, develop and maximise others’ contribution and ensure commitment of the team towards overall goals’’.   ‘’It can also be defined as the ability to plan, organise and measure activities to ensure effective delivery of business requirements’’. Factors of success Harrison (2000) identified six critical success factors for career development: It must embody a transparent process owned by line manager. It must be a process that can evolve through time and is integrated with existing HR systems. It must comprise a system based on full information about people’s career expectations and about the needs of the organisation. There must be a measurement of standards to show whether the system works. There must be clear communication about development processes and responsibilities to all employees and provision of all employees of relevant and full information about career path. There must be support for employees in planning and developments. Leadership in an Organisation Leadership, according to Doherty and Horne (2002) â€Å"is a relationship through which one person influences another† and also â€Å"according to Useem (2001) leadership is a matter of making a difference’’.   It entails changing an organisation and making active choices among plausible alternatives, and depends on the developments of others and mobilising them to get the job done. Leadership theory and research have increasingly centred on leaders as good at articulating, communicating visions, empowering people and developing the trust of their followers (Peters and Waterman (1982).   Further to this, Joyce (1999: 88) adds that a good sense of timing, personal ‘drive’ and the ability to handle the emotional aspects of strategic change are fundamental qualities a good strategy oriented leader must possess. Strong leaders can lead to both success and failure of any organisation.   There is ample evidence from firms which have turned round and escaped from the jaws of decline due to the tireless effort a strong leader (Pettigrew, 1985).   They can also lead to a strategy which will ‘over-extend’ the organisation with rapid growth followed perhaps by divisionalisation, but which is uncontrolled or simply in the wrong strategic direction SUMMARY The overall success of any organisation, relies mainly on its employees, and for organisation to achieve their aims and objectives, their staff have to be in a good frame of mind, so that they can be very efficient and effective in their job descriptions. For the staff to be well motivated, the employers themselves must be motivated as well, because without a well motivated and focused employer, the employees might not have a conducive environment to work in. After conducting the research, the researcher noticed that not a lot, if any, had been said about employer’s motivation.   The entire theorist has only focused on employee motivation. The researcher is going to investigate how employers get motivated; he is going to conduct this by issuing out questionnaire to employers.   Feedback from the questionnaires will allow the researcher conclude his analysis. CHAPTER THREE METHODOLOGY Introduction In this methodology, the researcher is going to discuss the different components that makes up the chapter, they include, research philosophy, research methodology, research design, research method, target population, question format, ethical consideration, research limitation and conclusion for the chapter. Research Philosophy Saunders et al. (2003) stated that research philosophy depends on the way that you think about the development of knowledge.   They are three views of literature that dominate the research process; these are positivism, interpretivism and realism.   They are different, if not mutually exclusive, views about the way in which knowledge is developed and judged as being acceptable.   All three have an important part to play in business and management research. For this research the researcher is going to focus on interpretivism process, because in business and management, not only are the situations complex, they are also unique. The researcher is going to be dealing with a number of employers to find out what motivates them, because of this, the researcher would not be able to generalise as we keep being told that the business environment is not constant. With the interpretivism process, the researcher would be able to understand the situations in details and the reality working behind them. The researcher could have used positivism or realism for this research, but both of them are not suitable for this research, because for positivism it is more standardised and law abiding, while realism is based on a reality that exists independently of human thoughts and believes.   In the study of business and management this can be seen as indicating that there are large-scale social forces and processes that affect people without them being aware of the existence of such influence on their interpretation and behaviour. (Saunders et al 2003). They both underpin the collection of data and the understanding of that data, they both do not suit this study where the researcher is to interpret the data and bring in some ideas according to own understanding. Research Method According to Jankowicz (2000), ‘‘Research method is a systematic and orderly approach taken towards the collection and analysis of data so that information can be obtained from those data.’’ Research methods are the techniques used in gathering evidence, and also the various ways of preceding the information.   (Harding, n.d). The individual purpose in doing the research will dictate when and how it is undertaken.   The goal will thus vary but publication in one way or the other is essential. There are two main kinds of research methods, which are Qualitative and Quantitative Research Methods. According to Brocklehurst and Gates, in O’Brien and Pipkin(1999) in broad terms said, Quantitative research is concerned with enumeration; for example, measuring whether an exposure leads to an outcome and, if so, by how much that outcome is increased, or measuring the size of an effect of the new intervention.   Quantitative research is concerned more with why social factors lead to change in outcome or how an intervention is effective. As mentioned in the previous paragraph, quantitative research only measures the number of individual’s feelings, and how they think or operate in a certain way. Such surveys require huge samples – for examples above 50 interviews or questionnaires. These questionnaires are structures in a way that they answer the research objectives of the study, as a result there are numerous tools used to gather all this valuable information but the regular methods used are the street and the telephone interviews. Having looked at quantitative research, the researcher will now analyse qualitative research. Qualitative Research is done after gathering all the information from the questionnaires, telephone interviews or internet survey. The data collected is then used to analyse the study in a well planned manner, where the researcher will make final conclusions based on them. Qualitative research draws the final concrete conclusion of the study which gains insight into the participant’s attitudes, behaviours, concern, motivation, culture, background, communication, and survey and value systems. Qualitative research involves any analyses of unstructured bits and pieces of data which includes feedbacks from customers in a form of reports, questionnaires and media clips. With the two research methods available to the researcher, the researcher decides to use the qualitative methods, because this method provides more in-sight for the research, and gives the researcher a better understanding of what motivates employers. Qualitative methodology and case studies provide powerful tools for research in Strategic Management and business subjects, including general management, leadership, marketing, organisation, corporate strategy, accounting and more.   Particular attention should be paid to the study of decision making, implementation and the change processes within companies and other organisations.   (Gummesson, 2000) Although both quantitative and qualitative methods are used for data collections in case studies, the latter will normally predominate in the study processes in which data collection, analysis, and action often take place concurrently.   (Gummesson, 2000) Qualitative analysis allowed the researcher to investigate some of these concepts rather than standardised measures of the quantitative approach.   Research Design ‘‘A research design is a framework for conducting the research effectively.   It involves the procedures necessary to obtain the information needed to structure or solve the research problems.’’ (kotler et al. 2006). Types of Research Design Exploratory Research Descriptive Research Causal Research (cause/effect) Exploratory Research Exploratory research is a valuable means of finding out ‘‘what is happening; to seek new insights; to ask questions and to asses phenomena in a new light’’ (Robson 2002).   It is particularly useful if you which to clarify your understanding of the problem.   There are three principal ways of conduction exploratory research: A search of the literature; Talking to experts in the subject; Conducting focus group interviews Exploratory research can be linked to the activities of a traveller or explorer (Adams and Schvaneveldt, 1991).   Its great advantage is that it is flexible and adaptable to change.   If you are conducting exploratory research the researcher must be willing to change direction as a result of new data that appears and new insight that occur along the way. Adam and Schvaneveldt (1991) reinforce this point by arguing that the flexibility inherent in exploratory research does not mean absence of direction to the enquiry.   What it does mean is that the focus is initially broad and becomes progressively narrower as the research progresses. Descriptive Research The object of descriptive research is ‘‘to portray an accurate profile of persons, events or situations’’ (Robson, 2002).   This may be an extension of, or a forerunner to, a piece of exploratory research.   It is necessary to have a clear picture of the phenomena on which the research intends to collect data prior to collection of the data. (Saunders et al. 2003) Saunders et al. (2003) went on to say, project tutors are rather wary of work that is too descriptive.   There is a danger of their saying ‘That’s very interesting but so what?’ They will want the researcher to go further to draw conclusion from their data.   They will encourage the researcher to develop the skills of evaluating data and synthesising ideas.   These are higher-order skills than those of accurate description.   Description in management and business research has a very clear place.   However, it should be thought of as a means to an end rather than an end in itself. Causal Research (cause/effect) Causal designs differ from descriptive designs in their greater probability of establishing causality. The reason for this is that causal designs are similar to experiments done in the lab; it is often difficult to determine because of the influence of other variables.   Causal designs are also known as experimental designs.   It is undertaken with the aim of identifying cause and effect relationship among two or more variables. For this research project the researcher is going to make use of exploratory research method, because it is the only method that can help the researcher clarify the ambiguous problems facing employer motivation. This method also provides a platform for the researcher to be able to explore in-depth about employer motivation, because most people think employer motivation is all about making money.   So with this method the researcher will find more knowledge sufficient enough to draw a conclusion that employer motivation goes far beyond just making money.   With this method the researcher will be able to explore and uncover basic viewpoints, perception, behaviour and attitudes. Target Population The target population for this research project is going to be organisations that are running on a small scale, from two (2) employees to about twenty-five (25) employees.   The reason for scaling down to small organisations is because the aim of the researcher is to be able to speak to the owner or rather issue out questionnaires to the owners of these organisations directly. Having considered speaking to large organisations, the researcher found out it might not be possible to be able to get hold of the actual owners of those organisations.   For this research project, the researcher is going to use make use of about twenty-five (25) organisation for the survey. Data Gathering There are many way to collect information.   The most common research methods are: literature searches, focus groups, talking with people, questionnaire, personal interviews and internet surveys etc. Among the research methods available to the researcher for this project, the researcher is going to make use of questionnaire method; this would make the researcher be able to analysis the data quickly.   Due to words limitation and time constraints, the researcher would not be able to combine other research methods in the analysis of this project. It took the researcher about three days to be able to gather all the data used for this research project Question Format For this research project, the researcher is going to make use of questionnaire; the questions were designed in accordance to the research objectives.   The question formats for this project are mainly going to be close-ended questions.   Also they are going to be some few open-ended questions.   A scale of a-d is going to be used to answer the questions (a. Strongly Agree  Ã‚  Ã‚   b. Agree  Ã‚   c. Disagree  Ã‚   d. Strongly Disagree).† Yes† and â€Å"No† questions would also be used to analyse what makes employers motivated.   The researcher did not opt to use â€Å"5 scale† as most respondents have a tendency of always choosing the middle answer (3) which is neither agree or disagree and in most cases it misleads the researcher.   The questionnaire would be given directly to the employers by the researcher, and explained to them the reason for the research, and give them a three day period for collection. Ethical Consideration Due to ethical issues and the sensitivity of people, the questionnaires were designed in a manner that does not require the respondents to mention their names, sex and other confidential information.   This is done to protect their identity and privacy.   The researcher also assured respondents that the information shared would not be given to a third party, that it is only going to be used for this research project. Research Limitation The greatest limitation was to find the actual owner of the businesses, because many of the organisations the researcher went to was managed by an employee. Secondly time constraint was another factor that affected the researcher; it took the researcher time to track the owner of the businesses to help fill the questionnaires. The researcher managed to overcome this limitation by share persistence, and was able to convince the employers how important this research project was to the completion his bachelor’s degree.   This made the employers create some time from their busy schedule to take part in this survey. Conclusion To be successful in any research project, the researcher would have to use the appropriate research method to analyse the data collected.   For this research project, qualitative research method was more suitable for the researcher, because the research method is more interactive, and the researcher got to understand how they are feeling. CHAPTER FOUR Analysis of Data Introduction In this chapter the researcher is going to collate and analyse the data collected from the employers of small organisations in the north-west area of London that took part in the survey organised by the researcher with the aid of a questionnaire. Through a detailed and careful analysis of the research data collected from the employers on what motivates them and how it leads to the success of their organisation, the researcher was able to gather crucial information’s about employers, and this data should change the perceptions of people towards employers that they only go into business for the monitory rewards.   The researcher has analysed, interpreted and presented the data in various forms in other to better understand and have a visual image of the analysis. Respondent Profile Table 4.1: Total Survey According to the (table 4.1) above, the researcher printed 25 questionnaires for the research project.   22 of the questionnaires were collected from the employers who took part in the survey; only 3 questionnaires were not recovered by the researcher due to unavailability of the employers, when the researcher went back to collect them.   The researcher had to make use the 22 questionnaires returned to analysis the primary data. Table 4.2: Employers Experience In (table4.2) above the researcher grouped the employers according to their years of experience in running their businesses. According to the above diagram in (figure 4.1) it better illustrates the percentage of employers that have been running their own businesses. The researcher grouped some questions together from the questionnaire; according to (table 4.3) this question addresses the business experience of the employers, how they feel and if the challenges of running their own business are worth the effort. Results from (table 4.3) shows that about 89% which is the vast majority of the employers agreed that it was tough at the beginning than expected, but are more satisfied running their own business and enjoy the different challenges everyday brings.   Only a fraction of the employers, just over 11% said it was not difficult at the beginning, because they took their time to look into the business before venturing into it. The researcher went on to ask the employers why they decided to set up their own businesses; about 59.10% of them said it was because they were fed up of the 9-5 routine, and wanted to do what they enjoyed.   The other 40.90% of them said they had never thought of working the 9-5 routine. The researcher then went on to one of the main question for this research project, is money the main motivating factor? Astonishingly over 80% of them said money was not a major factor, job satisfaction, providing services to people that they enjoyed ranked higher to them than just making profits. Fewer than 20% of them said money was the most important factor that made them decide to set up their own businesses; they could make huge profits running their own business, rather than work 9-5. The researcher went on to ask about staff motivation, and a lot of the employers seem very positive about employee motivation, they all agree their employee are all motivated one way or another.   The researcher then decided to ask specific question, 86.36% said their employees are better motivated because of job security and 13.64% said they are not.   For job satisfaction and sense of belonging the researcher found out the percentage there were the same, 81.82% said they were motivated due to the factors, while 18.18% said they were not. However there was a particular employer who believed his employee were mainly motivated by money, and the other factors were down their scale. The researcher also asked the employers if they have ever thought about motivating their employee, they all said yes, and gave their reasons. Training and re-training of employees came up a lot, some said they organised workshops for their staff, better pay incentives, healthy working environment, recognising excellent contributions to work, promotion per performance, bonus, and one employer said his business is run like a family, so he treats all his employees like family. When analysing the factors to consider in running a successful organisation (see table 4.4), the researcher used questionnaires measuring scale from a d to find out how employers feel about running their own business, perception of the public towards them and time management. Out of the entire participant, 81.81% of them agreed and strongly agreed that running their company was more challenging than when they were just employees in other organisation.   All the employers agreed that time management is very important if you want your business to run smoothly. Only 18.18% of the participants said work/life balance is not a problem, but the other 81.82% said its difficult combining both.   They all agreed it is time consuming, and very rewarding to know people enjoy the service they provide. The bar chart below would show the response of the employers, when asked if people have a wrong impression about them, that they are only in it to make money.   81.81% of them agreed and strongly agreed, but one employer in particular strongly disagreed that the public are right to have that impression The researcher left the final question open, saying any other information would be appreciated, but most of the respondent left the question blank.   Among the few that filled it, one said running your own business comes with 100% sacrifice, and the other respondent said, to be a successful business person, one needs to be focused. He said they have to be dedicated, disciplined and determined, which he calls his 3d slogan. Summary In summary, the results from the above analysis represents the more humane and conscious side of the employers, as most of them tend not to be go into business just because of the monitory rewards it provides.   As one employer told the researcher, there is more to business than just making money. CHAPTER FIVE DISCUSSION OF RESULTS AND ITS IMPLICATIONS Introduction In this chapter, the researcher is going to critically look at the analysis in chapter four, and link them up with the research questions in chapter one, this would make him be able to justify the research project. Key Research Areas and Results Obtained The researcher would look if he answered the question asked in the research question in chapter one, which were; To identify the motivating factors employers have in owning a business. To identify whether it is more-rewarding to run a business, as opposed to working for someone else.   To change the perception of people towards employers. To highlight the significance of motivation in a business environment. Several questions were asked in the questionnaire in relation to owning a business, and all the employers said job satisfaction was a high motivating factor for them setting up their business.   Also, due to the high level of customer appreciation towards the service they provided which also motivated the employer to remain self-employed. All employers agreed that it is more rewarding to run their own business rather than to be employed by someone else.   However most of them did face new difficulties with regards to time management and work/life balance to make sure their business ran successfully.   Also they were looking forward to the different challenges each day brings. What prompted the researcher to take on this research topic was the reaction he got from one of his lecturers, when asked what he thought about employer motivation; he just laughed and said money.   This got the researcher thinking that there has got to be more to employers than just making money.   The researcher was then surprised to find out when about 2/3 of the employers said money was not the reason they set up their business.   They all agreed that job satisfaction was the main reason why they did it, and they also enjoyed the challenges and satisfaction they gave to customers with the services they provided. The analysis in chapter four also looked at some part of employee motivation; the researcher found that most of the employers looked for ways to motivate their employees, either by training and re-training them, better pay incentives or bonuses.   These efforts from the employers made the employees have a sense of belonging, believing their jobs were secure, and were satisfied as well. CHAPTER SIX Conclusion The aim of this research is to explore the impacts of employer motivation on organisational success.   To also find out what motivates employers, as people often think money is the only reason that employers set up their business. The researcher is happy to say that the aim of the research set at the beginning of this study has been met; there were several questions he set out to answer at the start of this research which were: To identify the motivating factors employers have in owning a business. To identify whether it is more-rewarding to run a business, as opposed to working for someone else.   To change the perception of people towards employers. To highlight the significance of motivation in a business environment. The researcher took several steps to get to this stage, he did a literature review on the topic, chose an ideal method for the research analysis, and analysed the finding of the research. The literature review section covered what experts theorists have discussed on motivation, but the problem the researcher found was most of the theorists if not all failed to talk about employer motivation; all they did talk about was employee motivation.   This made the research more interesting, as the researcher ventured into unknown territories. Qualitative research method was used by the researcher to gather data, because it gave more insight to the study, and better understanding of employers.   The researcher was impressed with the findings, after close analysis of the questionnaires and the results obtained from it.   The researcher could boldly say there is more to employers than just making profit. Recommendations Areas of further studies Reference    Bennett, R. (1997), Organisational Behaviour, 3rd Edition, Financial Times Pitman Publishing Imprint. Great Britain. Crainer, S. and Dearlove, D. (2001), Financial Times Handbook of Management, 2nd Edition, Financial Times Prentice Hall. Doherty, T.L. and Horne, T.’ Managing Public Service: Implementing Change’ (2002). Harrison, R. (2000), 2nd Edition, Employee Development, CIPD. Joyce P.   (1999), ‘Strategic Management for Public Services’. King, N. ‘A Clarification and Evaluation of the Two-Factor Theory of Job Satisfaction’, Psychological Bulletin, vol. 74, July 1970, pp.18-31. Mitchell, T. R. ‘Motivation: New Directions for Theory, Research, and Practice’, Academy of Management Review, vol. 7, no. 1, January 1982, pp.80-8. Mullins, J. L. (2005), Management and Organisational Behaviour, 7th Edition, Financial Times Pitman Publishing Imprint.   Untied Kingdom. Mullins, J. L (2005), ‘Management and organisational Behaviour’ Reproduced from Fitzgerald, S. Development and Training Manager, Autoglass Limited (n/d). Oakland, J. S. (1993), Total Quality Management, 2nd Edition, Nichols Publishing Company. United States of America. Peters, T.J. and R.H. Waterman ‘In Search for Excellence (1982), United States of America. Pettigrew, A. M. (1985) The Awakening Gaint: Continuity and Change in ICI, Blackwell, Oxford. Phillipchuck, J.   ‘An Inquiry Into the Continuing Relevance of Herzerb’s Motivation Theory’, Engineering Management Journal, vol. 8, no. 1, March 1996, pp. 15-20. Reiss, S. (2004). Multifaceted Nature of Intrinsic Motivation: The 16 Basic Desires.   Review of General Psychology, vol. 8, no. 3, pp. 179-193. www.osu.edu/researchnews/archive/whoami.htm [Assessed 25/02/2011]. Rudolph, P. A. and Kleiner, B. H. ‘The Art of Motivating Employees’, Journal of Managerial Psychology, vol. 4, no. 5, 1989, pp. I-iv. Shipley, D. And Kiely, J. ‘Motivation and Dissatisfaction of Industrial Salespeople – How Relevant is Herzberg’s Theory?’, European Journal of Marketing, vol.22, no. 1, March 1988, pp. 17-28. Useem, M. ‘How to Groom Leaders of the Future’ in Pickford, J. Financial Times Mastering Management 2.0, Financial Times Prentice Hall (2001). Wilson, D. C. and Rosenfeld, R. H. (1990), Managing Organizations: Text, Readings and cases, McGraw-Hill Publishing Company.   England.

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Values of White Trash essays Coming home from an exhausting day at work, you sit in your recliner to relax as you hear foul shouting blurting from your childs bedroom. Curiously you walk towards the room to find the shouting coming from the guests on the Jerry Springer Show. You think to yourself, why is my child watching daytime talk shows, or as the majority refer to it, Trash TV. The storm clouds have been gathering for quite some time now. Is the end near for Trash TV? Concerned viewers, legislators, and press are worried about television show content in general, however, some of our trashy Talk Shows have received more than their fair share of attention in the last few years. What Im concerned with is, What are these shows teaching our children and how does this affect our Many of the guests on TV daytime talk shows are portrayed differently according to the topic; however, the guests seem to all have something in common: their background and behavior. Watching a variety of these TV daytime talk shows recently, Ive observed that the bulk of these guests all appear to be whites, Hispanics, or African Americans of the lower or middle class. They all come from the same type of living conditions and crazy lifestyles. People may even mention the words white trash, referring of course to the Caucasian guests. Insinuating that the background of the guests is inadequate, they do not mind being ridiculed for their outrageous beliefs and lifestyles. To these guests this is their normal lifestyle; besides, why do audience members and viewers find these guests lives to be so interesting? What make these shows so popular? It seems that the audience and viewers enjoy watching people spill guts about everyday garbage life. Viewers are entertained by the mockery of people whom they arent familiar with because there is no connection to the vie...

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Democratic and Transformational styles of leadership In times of tough economic situation businesses face today, it is essential to stay as effective as one can be. In order to be an effective leader, besides other things, one must know or learn how to manage stress not only in the work place, but also outside work. Our generation is set in a very challenging and vivid environment. People are being thrown at with various demands everywhere. Stress can be defined as the unconscious preparation to fight or flee a person experiences when faced with any demand (Nelson Quick, 2006). Stress is an inevitable part of our everyday life. We cannot get rid of it for sure, but we can reduce stress to acceptable levels, or to the amount it can be helpful. If not managed successfully, stress can cause health problems, both physical and emotional. To create a stress reducing program, I have chosen the democratic leadership style and the autocratic style. Democratic leader initiates collaboration, delegates power, interacts with its employees and cares about their decisions. This style is the best when the outcome is not known, and the emphasis is on the quality of the job. Manager likes to communicate with its employees, takes into consideration employees opinions, and invites them to share ideas, allowing employees to take part in leading. Feed back in this style is highly recommended and expected, the manger builds on feedback (Oates, (n.d.). Autocratic or commanding leader is the opposite of the previous one. Such a leader does not ask for opinions of its employees, but sets strict rules and regulations that ought to be followed. This style is used when the direction and the outcome are clear, and the team must follow certain rules or steps. Most decisions here are made by the manager himself, without discussing with his employees, so the communication is often only one- way. There is hardly any power delegating to the followers and the leader maintains the authority. Feedback to the leader is uncommon and not tolerated, can be perceived as an unacceptable criticism (Oates, (n.d.). Democratic style stress reducing program: There are more traits in this style that help reduce stress compared to the other one. Democratic style creates a positive work environment, where employees are given responsibilities, and are empowered to do certain tasks on their own, offering challenge which is the type of stress that is good. If the employees feel good in the company, enjoy the job and experiencing healthy stress. Another stress reducing trait of this style is that it provides room for communication and feedback, which is very important. If a leader communicates with his employees, he knows their needs and their problems, and can help them sort these out. Giving positive feedback to an employee is a great motivator and can also increase productivity, since positive appraisals to employees are very valued, and also boost confidence, which helps to reduce stress. Democratic style provides plenty possibilities for creative thinking. The shared decision making process invites for ideas of all members, therefore if the employees have a great idea, they are free to share it and even if it is not such a great idea, they know they will not be punished. Employees will be under lower stress if they are free to use their initiative, and they are being supported with their initiatives and even given credit for it. The use of the two-way communication creates no room for grapevine, therefore there is less tension in the work place, consequently leading to less stressful situations. Employees led by democratic leader are less likely to switch jobs, because they feel more appreciated, feel more involved and by giving more responsibilities, they dedicate themselves to the company for a longer period of time, because they are not experiencing distress, but rather eustress. Some of the stressful situations that may arise under democratic leadership are the lengthy and boring decision making. For some employees, the long and shared decision making can be stressful. Therefore in order to reduce stress in such situation, more involvement from the leader would be required, to move from one point to another. There are leaders that pretend to be democratic leaders, who just want their employees to think they care about them, but such actions can cause a lot of stress and dissatisfaction among employees. Leaders should not just pretend to listen to their employees, but really listen to them and try to implement their ideas. Democratic style may create stress in a type of employees that want to have rules, that want to be directed and that do not want to participate in the decision making process. In such a situation, the worker should be either explained the importance of this style, and how important his ideas could be. If the employee cannot put up with such an approach, maybe it will be best to transfer him to a department with more direct rules (Oates, (n.d.). In a democratic environment, in order to create a good stress, eustress, the leader may assign somebody with a role of devils advocate, who will question every decision, making it even more inspiring for others to participate. Democratic Program: Democratic leader agrees on a meeting with his employees, where they will be discussing stress issues inside and outside the workplace. The meeting will not be held by the leader, but the leader will inspire his employees to freely share their ideas. He can encourage them by sharing his concerns or problems first. Democratic leader does not force employees to participate. If there are individuals that want to share their personal problems confidentially, he will have them come to his office and have a private talk. The important step during these meetings is to identify the causes of stress at the workplace. Some of the common causes can be the fear of layoffs, increased demands, and pressure from manager to meet expectations. On the next meeting, team can come up with some team building activities, that will reduce the potential tension among the employees, and they will learn the roles they have in teams. Members can suggest some sport activities that the team can do together after work, because it reduces stress, and builds good relationships. Next task for the team to discuss would be the time management, and how could they improve. If people are running out of time, the pressure is on and the stress increases rapidly. Even democratic manager should create a balanced schedule. The team should plan regular breaks during work time. If the members experience lack of time, they could agree to come to work a little bit earlier to get ahead of time. Task management is very important in teams with democratic leader, since the decision making process takes longer. The tasks should be prioritized; some activities must get a high priority and others low. If the team seems to be lost in a project, manager should split it up not to lose focus on the objectives (Stress at work, 2010). 1st email message to general staff: Subject: Launch of the new stress reduction program Message: Dear members of the team, Due to fact we have all experienced the increased level of stress throughout past weeks, I would like to meet with you to discuss specific problems. I would like to kindly ask every one of you to think about the major issue that bothers you the most, and come up with suggestions for improvement. The program of the first meeting will mostly consist of the brainstorming the ideas, and solutions to them. Looking forward to meeting you, Your democratic leader. 2nd email to the general staff, after the rirst meeting: Subject: First meeting reactions Message: Thank you all for your active participation, I am delighted with the number of the solutions we came up with. If there is anything else you would like to add, or consult with me, do not hesitate to contact me. Looking forward to our next meeting. Autocratic style stress reducing program: Working with this commanding type of leader may create more stressful situations, compared to the democratic style, however, there are situations where this type can be less stressful. In some cases, it can be less stressful for an autocratic leader, since he is in charge of all the decisions, and knows he controls his own fate. On the other side, if there is too much for the leader to bear, he can be over stressed with too many decisions for him to make, so delegating power could take away some stress. If the employees prefer to be supervised and are poorly motivated, or have low interest in improving quality, autocratic style would be more productive than the team that is not commanded. Commanding style may reduce stress by improved logistics or time management. One leader can better keep deadlines and spot problems on projects that require certain schedule and complicated operations. In such cases long decision making would not be appropriate. Since there is only one to make decisions, snap decisions can be made immediately, which can on side reduce stress in the team, but may certainly put more stress on the leader, because the success or the failure of the project depends purely on his decision. If employees are not being listened to and are only supposed to follow the directions of the leader, there is room for stress to be created. Therefore, even autocratic leaders should be more open to the two-way communication, and providing also positive feedback to their employees. Autocratic leaders should lessen the pressure that is put on their employees, and appraise them for their work. Autocratic style seems to be unpopular among employees, sometimes being compared to as having no leadership skills, just commanding people. Therefore such leaders should provide some of their soft skills and try to listen to their employees more. By only giving orders, the confidence of employees will not be increased, so the productivity will be lower, and people will be under more stress. By delegating power to the employees, the manager reduces stress that is put on them, and shares the stress load with his team members. In some companies, autocratic leaders may experience huge loads of stress, while being responsible for everything. Empowering employees also improves the productivity, because employees can work on something they are responsible for, and if managed well, experience appraisal, which reduces stress. For the generation Y people that are naturally motivated by work, and work because they like the job, theycan be discouraged by the autocratic leader, therefore should be given more flexibility in order to reduce their stress. For such people being ordered is the worst thing, because they lose motivation and the productivity as well. If the team is mainly consisting of such people, the leader should not imply strict rules, but rather involve employees in the decision making and leave room for them to be challenged, because that is what motivates then the most. In case employees get used to such commanding style, they can become dependent on their leader, and without him, not being able to work. In such teams, productivity decreases rapidly and individual contribution is not present (Oates, (n.d.). While commanding style may work on short term projects, in long term ones it can cause substantial stress among the employees. Autocratic program: Autocratic leader would probably call the meeting himself and have the topics already prepared. Commanding leader needs to improve his communication. Employees do not like to be ordered at all times, they prefer being informed to reduce their uncertainty. The two- way communication is essential in a stress reducing environment, meaning the exchange of thoughts and feelings. Autocratic manager should learn how to consult their employees, and involve them in decision making, which will go hand in hand with higher motivation. The workload should also be consulted, whether they are able to perform all the tasks assigned. Autocratic leader needs to work on his emotional intelligence. This includes self- awareness, as the ability to show emotions, self- management, controlling yourself under all circumstances. Be socially aware, trying to understand his employees. Autocratic leaders need to build good relationships at work, because without it, the employees will either work under stress, or will be leaving the team very often. Next step could be to provide rewards and incentives for employees. Everybody needs to feel appraised for good work. Employees should not only be punished and criticized for bad work, but most importantly to be rewarded for good results. Even though task management in most cases of commanding leadership is done well, some leaders put too much on their shoulders, putting themselves under stress. Instead, they should delegate more power to their employees, which will be happy they are included in the task, and the manger will experience less stress. Relationship management is something autocratic leaders dont do, but is essential for the working environment. Manager should be able to inspire their employees not only by direct orders, but also by other means. Relationship building can be improved by many teambuilding activities: playing sports, going out together, find common interest with members of the team and interact more. Autocratic manager can reduce stress by breaking some of his bad habits. Commanding types tend to be perfectionist, which in reality cannot work. Nothing can ever be perfect; therefore managers should try to resist perfectionism. Setting up unrealistic goals that are unattainable can be very stressful, for everyone concerned. Humour is a great way how to release tension at work. Manager should not take all things seriously, sometimes looking at the problem from the other side is the best we can do (Stress at work, 2010). 1st email message to general staff: Subject: Launch of the new stress reduction program Message: Dear employees, I would like to inform you that there will be a meeting concerning the latest issues regarding stress. I have come up with some suggestions that might improve current situation. I expect all of you to be present on the meeting. Best regards, Your Autocratic boss. 2nd email to the general staff, after the rirst meeting: Subject: Update on the first meeting Message: I would like to thank you for coming to the meeting, I think the suggested solutions will work, and I strongly encourage you to start applying those. We will be meeting shortly to push the changes further. Talk to you soon. Conclusion: Every single leadership style has its drawbacks and positive sides. If manager can identify the benefits and reduce the negatives of his leadership style, everyone involved will benefit. Positive working environment, improved motivation along with the balanced work/life can reduce the impacts of stress employees and leaders are put through. In times of economic crises, where the demands are higher than ever, learning how to cope with stress is a necessity. Leaders should learn to listen to the needs of their subordinates, communicate effectively and lead efficiently.