Alternative Dispute Resolution

Job Discrimination Essays

Job Discrimination Essays Job Discrimination Essay Job Discrimination Essay Job Discrimination in organization Definition Discrimination can be define as the wrongful act of distinguishing illicitly or illegally among people not on the basis of individual merit, but on the basis of prejudice or some invidious, unpleasant or morally reprehensible or wrong attitude. The main economic definition of â€Å"employment discrimination† implies that it is efficient and leads to unusual and narrow empirical methods. From a legal perspective one can note that this definition does not advance equality. Other such definitions relate discrimination to specific market failures. This paper argues that economic theory could base its definition on the fundamental theorem of welfare economics and market functionality. Since society constitutes markets by use of law, this definition indicates some additional legal means to address problems of discrimination. Gary Becker defined employment discrimination as different pay for equally productive individuals (based upon membership in a certain group). Becker’s definition cited the cause for unequal pay as discriminatory tastes. Others argued that there may be another cause at times: some information problems that are correlated with the said social groups. Description The discrimination in employment must involve 3 elements. First, it is a decision against one or more employees/prospective employees that is not based on individual merits (ability to perform job,) or other morally legitimate qualifications. Second, the decision derives solely or in part from racial or sexual prejudice, false stereotypes, or some other kind of morally unjustified attitude against members of the class to which the employee belongs. Third, the decision has a harmful or negative impact on the interests of the employees, (no job, no promotion or pay rise) Reference (Business Ethics 7th edition by Manuel G. Velasquez 2012) EMPLOYMENT DISCRIMINATION: SOME ECONOMIC DEFINITIONS, CRITIQUE AND LEGAL IMPLICATIONS by GARY S. BECKER. Milton Friedman ed. , 2nd ed. 1971 Becker, Gary S. 1971, the Economics of Discrimination, 2nd ed. Chicago: University of Chicago Press.

Power and Privilege Observations of McIntosh and Flagg Essay

Power and Privilege Observations of McIntosh and Flagg - Essay Example There are two major problems with Ms. McIntosh's ideas. First, she projects her own world on that of everyone else. While her 46 conditions are insightful, they are not representative of whites; because whites, like every other race and culture, cannot be summed up into a generalized expression. If someone were to make such sweeping observations about Hispanics, they would be racists; yet apparently McIntosh believes that it is okay to racist as long as your prejudice is directed at yourself. Take some of the language of the list, e.g., arguments with colleagues absent advancement limitations based on race, and apply that to whites living in Appalachia; there is no comparison at all. Under her analysis, McIntosh is failing to add the privileges relative to a highly-educated and moneyed academic. Secondly, McIntosh's own list evidences the contradictory nature of self-projection. For example, number 35 refers to employment. In reality, there are many places where the hiring of a white female academic would be complete tokenism; say, at Howard University in Washington, D.C. The point is that making racial generalizations, even on oneself, is an illogical and inaccurate approach to power or privilege. That which is observable is not necessarily causative. Discussion Point Two.

Critical evaluation of Intercontinental hotel network Essay

Critical evaluation of Intercontinental hotel network - Essay Example Aspects to be considered will include hardware and software, in addition to strategies and policies. Various methods of research will be undertaken regarding the software and hardware. A findings chapter will be included which will talk about shortfalls of the existing system in the hotel. At the end of this investigation, an improvement of the system will be suggested. This project will be based on a critical evaluation of the Intercontinental Hotel Network. It will examine the Information and Communication Technology (ICT) network of the hotel based in Hyde Park, London. Based on the critical evaluation of the network a new and improvised network will be suggested. The 120 staff members of the hotel will be connected to the network. There will be adequate provisions for security of the network. All the computers will be connected to the main server. In addition, the hotel will have the facility to provide wireless Internet service to its guests, who will be able to connect to the Internet from any of the 460 rooms. The recommended network will include teleworking facility for the staff over a secure network environment. All the latest ICT innovations will be incorporated in the design to make the network state-of-the-art and to offer the maximum advantage to the hotel, its customers and its personnel. The upgraded network will utilize cutting edge technologies such as Dynamic Host Configuration Protocol (DHCP), Virtual LAN (VLAN), Virtual Private Network (VPN) and Voice over IP (VoIP) over the network. Security will be assured through the use of fir ewalls, a reliable security and password policy and. enterprise antivirus solutions. This project aims at looking at the existing system in the hotel, critically evaluating it and then recommending possible improvements and changes in the system, based on the latest

Celebrities as Role Models Essay Example for Free

Celebrities as Role Models Essay The Supreme Court ruled against a former high school student Monday in the Bong Hits 4 Jesus banner case a split decision that limits students free speech rights. Joseph Frederick was 18 when he unveiled the 14-foot paper sign on a public sidewalk outside his Juneau, Alaska, high school in 2002. Principal Deborah Morse confiscated it and suspended Frederick. He sued, taking his case all the way to the nations highest court. The justices ruled that Fredericks free speech rights were not violated by his suspension over what the majoritys written opinion called a sophomoric banner. It was reasonable for (the principal) to conclude that the banner promoted illegal drug use and that failing to act would send a powerful message to the students in her charge, Chief Justice John Roberts wrote for the courts 6-3 majority. Breyer noted separately he would give Morse qualified immunity from the lawsuit, but did not sign onto the majoritys broader free speech limits on students. Roberts added that while the court has limited student free speech rights in the past, young people do not give up all their First Amendment rights when they enter a school. Roberts was supported by Justices Antonin Scalia, Anthony Kennedy, Clarence Thomas, Stephen Breyer, and Samuel Alito. Breyer noted separately he would give Morse qualified immunity from the lawsuit, but did not sign onto the majoritys broader free speech limits on students. In dissent, Justice John Paul Stevens said, This case began with a silly nonsensical banner, (and) ends with the court inventing out of whole cloth a special First Amendment rule permitting the censorship of any student speech that mentions drugs, so long as someone could perceive that speech to contain a latent pro-drug message. He was backed by Justices David Souter and Ruth Bader Ginsburg. At issue was the discretion schools should be allowed to limit messages that appear to advocate illegal drug use. Bong, as noted in the appeal filed with the justices, is a slang term for drug paraphernalia. The incident occurred in January 2002 just outside school grounds when the Olympic torch relay was moving through the Alaska capital on its way to the Salt Lake City, Utah, Winter Games. Though he was standing on a public sidewalk, the school argued Frederick was part of a school-sanctioned event, because students were let out of classes and accompanied by their teachers. Morse ordered the senior to take down the sign, but he refused. That led to a 10-day suspension for violating a school policy on promoting illegal drug use. Frederick filed suit, saying his First Amendment rights were infringed. A federal appeals court in San Francisco agreed, concluding the school could not show Frederick had disrupted the schools educational mission by showing a banner off campus. Former independent counsel Kenneth Starr argued for the principal that a school must be able to fashion its educational mission without undue hindsight from the courts. http://articles.cnn.com/2007-06-25/justice/free.speech_1_principal-deborah-morse-banner-case-school-policy/2?_s=PM:LAW http://www.aclu.org/free-speech/aclu-slams-supreme-court-decision-student-free-speech-case WASHINGTON The American Civil Liberties Union today criticized the Supreme Courts 5-4 ruling in Morse v. Frederick, which held that Alaska public school officials did not violate a students free speech rights by punishing him for displaying a banner during a public event. We are disappointed by the Supreme Courts ruling, which allows the censorship of student speech without any evidence that school activities were disrupted, said Douglas K. Mertz, an ACLU cooperating attorney who argued the case before the Supreme Court. The case arose in 2002 when Joseph Frederick, then a student at Juneau-Douglas High School in Juneau, Alaska, was suspended for 10 days for holding up a humorous sign that the principal interpreted as a pro-drug message. As the ACLU and Mertz noted, the sign caused no disruption, was displayed at the Olympic Torch Relay a public event on public streets and Frederick had not yet arrived at school for the day. The Courts ruling imposes new restrictions on student speech rights and creates a drug exception to the First Amendment, said Steven R. Shapiro, ACLU National Legal Director. The decision purports to be narrow, and the Court rejected the most sweeping arguments for school censorship. But because the decision is based on the Courts view about the value of speech concerning drugs, it is difficult to know what its impact will be in other cases involving unpopular speech. The Court cannot have it both ways, Shapiro added. Either this speech had nothing to do with drugs, which is what Joe Frederick claimed all along, or it was suppressed because school officials disagreed with the viewpoint it expressed on an issue that is very much the subject of debate in Alaska and around the country. Frederick said that the phrase on the banner, Bong Hits 4 Jesus, was never meant to have any substantive meaning. It was certainly not intended as a drug or religious message. I conveyed this to the principal by explaining it was intended to be funny, subjectively interpreted by the reader and most importantly an exercise of my inalienable right to free speech. The ACLU noted that the ruling is limited to rights under federal law rather than Alaska state law, which is more protective of personal liberties. The fight to defend free speech will go on, both in this case and in others, Mertz said. We are grateful for the many Alaskans and Americans who rallied to defend the First Amendment and promise our continued support for civil liberties. The case attracted support from more than a dozen groups across the ideological spectrum, from the conservative American Center for Law and Justice, Christian Legal Society and Rutherford Institute to the Student Press Law Center, Lambda Legal Defense and Education Fund, Drug Policy Alliance and National Coalition Against Censorship. More information on the case is online at: www.aclu.org/frederick The decision is online at: www.scotusblog.com/movabletype/archives/06-278_All.pdf In addition to Mertz and Shapiro, attorneys for Frederick are Catherine Crump and Jonathan Miller of the national ACLU and Jason Brandeis, Legal Director of the ACLU of Alaska. http://www.law.cornell.edu/supct/html/06-278.ZS.html At a school-sanctioned and school-supervised event, petitioner Morse, the high school principal, saw students unfurl a banner stating â€Å"BONG HiTS 4 JESUS,† which she regarded as promoting illegal drug use. Consistent with established school policy prohibiting such messages at school events, Morse directed the students to take down the banner. When one of the students who had brought the banner to the event—respondent Frederick—refused, Morse confiscated the banner and later suspended him. The school superintendent upheld the suspension, explaining, inter alia, that Frederick was disciplined because his banner appeared to advocate illegal drug use in violation of school policy. Petitioner school board also upheld the suspension. Frederick filed suit under 42 U. S. C.  §1983, alleging that the school board and Morse had violated his First Amendment rights. The District Court granted petitioners summary judgment, ruling that they were entitled to qualified immunity and that they had not infringed Frederick’s speech rights. The Ninth Circuit reversed. Accepting that Frederick acted during a school-authorized activity and that the banner expressed a positive sentiment about marijuana use, the court nonetheless found a First Amendment violation because the school punished Frederick without demonstrating that his speech threatened substantial disruption. It also concluded that Morse was not entitled to qualified immunity because Frederick’s right to display the banner was so clearly established that a reasonable principal in Morse’s position would have understood that her actions were unconstitutional. Held: Because schools may take steps to safeguard those entrusted to their care from speech that can reasonably be regarded as encouraging illegal drug use, the school officials in this case did not violate the First Amendment by confiscating the pro-drug banner and suspending Frederick. Pp. 5–15. (a) Frederick’s argument that this is not a school speech case is rejected. The event in question occurred during normal school hours and was sanctioned by Morse as an approved social event at which the district’s student-conduct rules expressly applied. Teachers and administrators were among the students and were charged with supervising them. Frederick stood among other students across the street from the school and directed his banner toward the school, making it plainly visible to most students. Under these circumstances, Frederick cannot claim he was not at school. Pp. 5–6. (b) The Court agrees with Morse that those who viewed the banner would interpret it as advocating or promoting illegal drug use, in violation of school policy. At least two interpretations of the banner’s words—that they constitute an imperative encouraging viewers to smoke marijuana or, alternatively, that they celebrate drug use—demonstrate that the sign promoted such use. This pro-drug interpretation gains further plausibility from the paucity of alternative meanings the banner might bear. Pp. 6–8. (c) A principal may, consistent with the First Amendment , restrict student speech at a school event, when that speech is reasonably viewed as promoting illegal drug use. In Tinker v. Des Moines Independent Community School Dist., 393 U. S. 503 , the Court declared, in holding that a policy prohibiting high school students from wearing antiwar armbands violated the First Amendment , id., at 504, that student expression may not be suppressed unless school officials reasonably conclude that it will â€Å"materially and substantially disrupt the work and discipline of the school,† id., at 513. The Court in Bethel School Dist. No. 403 v. Fraser, 478 U. S. 675 , however, upheld the suspension of a student who delivered a high school assembly speech employing â€Å"an elaborate, graphic, and explicit sexual metaphor,† id., at 678. Analyzing the case under Tinker, the lower courts had found no disruption, and therefore no basis for discipline. 478 U. S., at 679–680. This Court reversed, holding that the school was â€Å"within its permissible authority in imposing sanctions †¦ in response to [the student’s] offensively lewd and indecent speech.† Id., at 685. Two basic principles may be distilled from Fraser. First, it demonstrates that â€Å"the constitutional rights of students in public school are not automatically coextensive with the rights of adults in other settings.† Id., at 682. Had Fraser delivered the same speech in a public forum outside the school context, he would have been protected. See, id., at 682–683. In school, however, his First Amendment rights were circumscribed â€Å"in light of the special characteristics of the school environment.† Tinker, supra, at 506. Second, Fraser established that Tinker’s mode of analysis is not absolute, since the Fraser Court did not conduct the â€Å"substantial disruption† analysis. Subsequently, the Court has held in the Fourth Amendment context that â€Å"while children assuredly do not ‘shed their constitutional rights †¦ at the schoolhouse gate,’ †¦ the nature of those rights is what is appropriate for children in school,† Vernonia School Dist. 47J v. Acton, 515 U. S. 646 , and has recognized that deterring drug use by schoolchildren is an â€Å"important—indeed, perhaps compelling† interest, id., at 661. Drug abuse by the Nation’s youth is a serious problem. For example, Congress has declared that part of a school’s job is educating students about the dangers of drug abuse, see, e.g., the Safe and Drug-Free Schools and Communities Act of 1994, and petitioners and many other schools have adopted policies aimed at implementing this message. Student speech celebrating illegal drug use at a school event, in the presence of school administrators and teachers, poses a particular challenge for school officials working to protect those entrusted to their care. The â€Å"special characteristics of the school environment,† Tinker, 393 U. S., at 506, and the governmental interest in stopping student drug abuse allow schools to restrict student expression that they reasonably regard as promoting such abuse. Id., at 508, 509, distinguished. Pp. 8–15. http://web.law.duke.edu/publiclaw/supremecourtonline/certgrants/2006/morvfre.html Frederick sued Morse, the principal of his high school, under 42 U.S.C.  § 1983, alleging that his First Amendment rights had been violated when Morse suspended him for ten days after he unfurled a banner with the message Bong hits 4 Jesus during a televised parade. The parade took place during the school day; students had been released from school to watch the parade; faculty were present and loosely supervising the event. Frederick was standing across the street from the school when he displayed the banner. Frederick unsuccessfully appealed his suspension administratively before filing his civil rights claim in district court. The district court ruled in favor of the principal. The Ninth Circuit Court of Appeals reversed, holding that the case was governed by Tinker v. Des Moines Independent Community School District, in which the Supreme Court held that school authorities may only suppress the speech of students at school if the authorities can reasonably predict substantial disruption of or material interference with school activities as a result of the speech. Noting that Morse could not have been concerned about the disruption of educational activities resulting from Fredericks speech, the Ninth Circuit reasoned that Morse could not punish Fredericks non-disruptive, off-campus speech, even though he was a student, the speech took place during a school-authorized activity, and the speech promoted a social message contrary to the one favored by the school. Finally, the Ninth Circuit held that Morse was not entitled to qualified immunity from money damages, because her conduct violated Fredericks constitutional rights, the right was clearly established under the law, and it would be clear to a reasonable principal that her conduct was unlawful in the situation [she] confronted.

Oral Health Promotion Health And Social Care Essay

Oral Health Promotion Health And Social Care Essay The future of Oral Health within the community is no longer just dependent exclusively on the oral health professional. Rather the necessity is evident to involve the Allies of Health within oral health promotion. The old emphasis on just treatment needs to be removed as it hasnt made a significant reduction in the incidences experienced by an individual as a result of their own oral health problems(NSW Department of Health., 2006). Hence new approach is necceisary, where oral health promotion has been made to help people come to overall health instead of just the illness itself. This new form of oral health promotion aims to have a more of an overall health concentration by considering the determinants of health such as social, environmental, economical and behavioural and the collaboration with allies of health. The Role of each allied health worker and preventative strategies in addressing community health problems allied health professionals are important assets for oral health professionals e.g: pharmacist, speech pathologist, child and family nurses and drug and alcohol service personnel. These allied health workers have a responsibility in oral health promotion as well as having a idiosyncratic role themselves as an allied health worker. Pharmacists have a primary role in the distribution of medications to patients that have been prescribed to them. They play an imperative element in providing patients information by advising patients of the different types of medications available, dosages, and any adverse side effects that the medication may cause and most importantly to ensure the safe and effective use of the medication. They are also at the first point of contact for any questions or queries by the patients who has concerns about health in general and sometimes the first to be approached to find remedies to solve common health issues(Kritikos, 2011). hence the vital need for a pharmacist to be able to educate the community and help manage the health of patients to help improve the result for each individual patient. Some strategies include: Pamphlets and advice about drugs and interactions Initial assessment of general health and recommendations to achieving healthy living Smoking cessation programs Referral pathways options Another example of allied health workers is Speech pathologists. The main roles of speech pathologists are the assessment and/or treatment of individuals who endure speech disabilities. They work closely with these individuals to help with their communication ranging from speech, writing, signs, symbols or gestures(Cowell, 2011). They are also responsible for working with patients who have problems eating and drinking. Speech pathologists are often seen at schools, nursing homes, hospitals, rehabilitation centers and community health centers. Many strategies are created by speech pathologists to provide information as well as therapy which is important in refrence to early intervention of communication problems(Speech Pathology Australia., 2011). Examples of strategies include: Careful assessment and diagnosis of swallowing programs Management and techniques to Promotion of effective communication Promotion of safe eating practices as well as dietary alternatives Referral pathway options Early Childhood Community Nurses help and work with parents raising a child in the early few years of life. Ensuring that the child is healthy and doing a variety of tests to see if the child is functioning to a satisfactory level by early identification of deviations from the normal and facilitation of interventions to reduce their impact and support parents in having their children ready for life and learning at school entry. With the nurses either conducting home visiting of 1-4 week olds or parents bringing child into the community health centres and using the My first health record blue book the childs progress and development can be monitored as well as detecting anything of concern early. Such as hearing, vision, growth/weight (BMI), immunisation and other programs such as Lift the lip/See me smile. By using screening and surveillance the Nurse, the child and its environment can be seen and the nurse can help with changing it with the family to make sure the child is in the be st environment achievable.(Mackenzie J and Horswell N., 2011). Key preventive strategies for health include: Screening and immunization Parenting groups Breast feeding clinics Home visiting to newborns and continual support for those who are identified as high risk Involvement in campaigns Lip the lip campaign; Initiative to detect early child hood caries Referral pathway options Drug and alcohol service workers are also allied health professionals who offer services that include detoxification, consultation liaisons, abstinence maintenance programs, psychology support and referral to other agencies (Lutz, 2011). They help individuals keep in good health as those who require help perceive health as an issue of little importance therefore placing them at a higher risk of chronic disease. The drug and alcohol services aim is to assist in controlling illnesses related to drugs and alcoholic abuse, and in the long term decrease the usage of said substances till ultimate long term abstienence. This creates a better outlook on the persons general health (Victorian Auditor General., 2011). Key strategies which the drug and alcohol services implement include: Involvement in campaigns Great Whites, Oral health Program Family Drug Helpline Counseling Services Rehabilitation and abstinence programs Pharmacotherapy; methadone clinics Referral pathway options These allied health professionals are vital for oral health promotion as their primary roles allow them to have initial contact to a variety of the community. Oral health professionals can make use of this to integrate oral health messages by communication and networking to reach the general population as well as certain target groups at risk. Communication and Networking Oral health promotion is usually targeted at cohorts within the community which include the whole population, prenatal, infants and preschoolers, school aged children and adolescents, young adults, low income earners, the elderly and rural and remote communities. Communication and networking is vital to construct relations within the allied health workers who provide services for these groups in order to maintain encouragement for oral health. Communication and networking between oral health professionals and pharmacists can address oral health issues of the community. Issues which oral health professional must guarantee the pharmacist understands include the option non-xerostomic medication and how to this can affect oral health especially in the elderly and the need for mouth guards for physical sport to prevent trauma in young adults. With this information the pharmacist is able to educate and guide the patient to better decisions which will affect their oral health and the pharmacist is able to provide referrals to oral health practioners. The communication works in both directions as pharmacist also provide the oral health team with information on drug interactions and if there can be any concerns when providing dental treatment as well as education for the safe prescription of antibiotics in order to maintain a good balance of health. Speech pathologists as a part of their role also deal with patients whom have difficulty communicating as well as swallowing and drinking problems. They play an significant position in the early detection of communicational problems which may affect overall health for infants by distributing information to parents on what to do. Also they help the elderly who may require support with swallowing and drinking problems. Hence it is imperative for oral health professionals to work in association with these allied health workers as they have direct contact with patients whom display dental anomalies such as cleft lip and palate as well as the elderly who may have a reduced functioning dentition. The inter-communications will allow for improved help for conditions by adopting strategies to provide help and education about the importance oral health. Child and family health nurses provide support, education and information for new parents. This support is helpful for the education and the promotion of health which can be implemented at the young ages of the child. Communication between oral health professionals and child and family health nurses will assist in the creation of healthy habits which are established early providing the greatest opportunity for good health in the future and in particular early childhood caries. It is essential to create communication with the child and family nurses so that oral health becomes a early message to the families and children. it is important to detect those at risk early rather than when addressing oral health issues once intervention treatment is required. Drug and alcohol services are available to a wide range of the population and people of various ages in aspects such as drug education, addiction counseling and abstaining programs. Oral health professionals need to include this into the oral health promotion by collaborating with the drug and alcohol services. Oral health messages are vital in regards to drugs and alcohol education as the effects of some drugs also have adverse effects on the paitents oral health. Thereby creating communicational networks will create the ability for sufficient education and information that is available to people by the drug and alcohol service, and when it is neccissary to refer them to an oral health professional. By creating these communicational pathways with the allied health workers, the spread of oral health promotional programs will be distributed throughout the community. This leads to a larger recognition of the need for adequate oral health. This mutual support will help not only oral health but all other aspects of the allied health industry, thereby giving the individual the best help possible. The difference between Health Education and Health Promotion Most people within the community are confused and have trouble differentiating between health educatin and health promotion. There needs to be a obvious and clear difference between the two to enable oral health professionals to make health promotion programs. Health education involves educating individuals to recognize the determinants of health. It provides individual autonomy letting them better their own health by creating their own health plans by increasing knowledge which in turn lead to better attitudes which will lead to appropriate behavior changes (World Health Organization., 2011). Health education is an important part of but not the sum of health promotion. Health promotion integrates the choice of the individual but extends more than this to also include the social responsibilities of health. Health promotion thus also includes health prevention and health protection. Health prevention known as when the risk of disease is reduced through preventing incidence, using interventions which may alter development of disease or rehabilitation of a patient to a level of health that has a slim chance of having a relapse. The aim of health protection is to inhibit poor health by improving the communities living and working conditions. hence health promotion is a holistic approach to health not just focusing on the illness but also concerned with the social and environmental determinants of health(World Health Organization., 2011). as a result of this, to have successful oral health promotion, we as oral health professionals must look beyond just the oral cavity, and look at the overall health of the individual. Therefore it is imperitive to include the allies of health within the oral healh ptomotion to have an equal level of physica, mental and social wellbeing, not just being free from symptoms of disease. This is attained by amalgamation of the common risk factor approach. Incorporation of the Common Risk Factor Approach Allies of health need to be involved in oral health promotion as this can make sure that there is a uniformity within the messages being spread out to the community. The integration of the common risk factors approach helps ensure this, as it is realized many illnesses share similar risk factors. By dealing with these risk factors in health promotion programs can be made to maximize health outcomes. controllable risk factors equate to 32% of Australias total incidence illnesses. The risk factors that affect poor oral health included diet, hygiene, smoking, alcohol and drug use, stress and trauma which are also common for other chronic diseases. If these factors are not managed, it will be difficult to assits the individual find health. Examples of these risk factors include smoking which costs up to 5.7 billion a year in lost productivity or alcohol which contributes to 1.9 million in health effects(The Pharmacy Guild of Australia., 2010). As there are various risk factors that affect ones oral health, it is best to collaborate with the Allies of Health to gain help for the risk factors instead of relying only on the oral health professional to help for all risk factors. Equipped with the multiple health services, individuals are able be given all help possible to help reach good health as well as good oral health. (Sheiham A, 2000) Allies of health are able to give specialized advice in their own field, e.g pharmacist can show a non-xerostomic drug or educational pamphlets that the pharmacist can provide regarding smoking cessation and alcohol use. Speech pathologists can help with issues with eating food. The early childhood nurse is able to provide advice about a childs teeth by lifting the lip, diet information and also the management of stress such as post-partum/anti-natal depression. The Drug and Alcohol program is able to give help to assist individuals find control over their addiction. Integration of the 5 principles of the Ottawa Charter Health promotion is based around the Ottawa Charter, this is no different for oral health promotion. To be successful the health promotion must incorporate 5 key principals: Building healthy public policy Create supportive environments Strengthening community action Developing personal skills Re-orientating health services Health promotion is the mutual work of what health is, income and social policies that provide equality to everyone. Oral Health promotion consists of the allies of health that assist in creating a healthy public policy. The joint work of the allies of health assists in identifying the factors that create bad oral health, and how to remove said factors. An example is the Early Childhood nurse, who provides new parents a My First Health Record (Blue Book).An Oral Health example could be that, an oral health professional may be the first see the signs of smoking or drug abuse. Advice can be given but a referral to another area of the allies of health such as the drug and alcohol service is the ultimate goal. Health promotion can only exist if there is a good amount of cooperation within the community and between the alied health workers. Information received from an oral health professional is usually received in short unreggular times as it is usually during appointments they have contact. Therefore the importance is evident for allied health workers to assist each other in promoting not only oral health but all aspects of health. for example an oral health professional reffering a patient to a drug and alcohol worker or an pharmacist providing information on non-xerostomic alternatives to medicines they have. Health promotion is not a task that can be done by a solitary organization. It is the multiple health services correspondantivly working together i.e allies of health. The allies of health that consists of the mutual work between the services that allows for proper health promotion to occur. True health promotion is an understanding that its not only being free from illness, it is that an individuals holistic health is of a adequate level. Hence the vital point that all allies of health must work together to not only treat e.g the oral cavity but also provide information for smoking cessation at the same time, providing insight and information of the illnesses one can contract. Hence it is not solely the oral health professionals responsibility to promote oral health, but it is also the role of all areas of the allies of health. In conclusion it is consequently fundamental to involve allies of health in oral health promotion because by recognizing their roles within the community, oral health professionals can work together with other allies of health e.g drug and alcohol services to detract from only health education and enter a health promotionary phase. This will enable all the allies of health to have a higher success rate by being thoughtful to the common risk factors approach to health promotion thereby following the principals of the ottowa charter. As it is known, it cannot be done alone. It can only be done with allies.

Letter and memo

Dr. Leopold Bilgewaters, Vice-President Frivolous Affairs Highline Community College [Address Line 1 of Highline Community College here] [Address Line 2 of Highline Community College here] Sir: I am writing to you with a suggestion and is hoping for a nice feedback. I am currently enrolled in a class, Writ 143, the course name of which is Introduction to Technical Writing. Indeed, the lessons that we are taught here are essential to my profession and are a must in the career path I want to take. In fact, it is of regular use and the principles we receive from the classes are very much in overlap with application of the same. The need to apply such writing principles is direct that a lack of information on such would be of great effect to a professional. I see the said course as a very important course that should be taken by every student who graduates and passes on the hands of Highline Community College. The subject matter of technical writing is a tool that enhances the skills that one acquires in the said institutions. It is a tool that can be used from the very moment of job application to everyday tasks that would be done in the workplace. It is used in communication in the workplace where very professional should be understood in a clear manner so as to avoid misunderstandings. In our college, the opportunity of being trained under the great minds and hands of those who are experts in the field of technical writing is blocked by a prerequisite it has, which is Writing 101 or Principles of Writing. When one steps in a college such as ours, it is understood that one has the necessary skills in writing, which is covered in Principles of Writing. This course is intended as a refresher course and should not be made mandatory to everyone before taking the subject of Technical Writing. Unlike Writing 101, which has been given attention in lower levels of academic inquiry, Writing 143 is not included in the curriculums of previous school levels and would be a must in our college without any barriers to such. It would be best to simply administer a test that would determine who would have to go through Writing 101 before Writing 143 and those who would not have to take such. Sincerely, [Complete Name here] To: [Name of manager here], Manager From: [Full name here], Lead Insurance Specialist Subject: Request for Reimbursement Date: [Please indicate name here] This has reference to the course which I am taking now at Highline Community College, which is Writing 143. The complete course name of which is Introduction to Technical Writing. I would like to earnestly request for a reimbursement for the money well spent for the enrollment of this course. The Course The said course is completed online that provides me the chance to gain knowledge and relevant skills while being able to perform the necessary tasks in our company. It has given me the chance to shoot two birds with one stone and has even served as a tool that I can use for everyday communication inside the workplace. The course instills in the students the necessary communication skills that should be used for conveying messages that contain technical information inside the workplace in both vertical and horizontal lines. Likewise, the students are taught how to become aware of the special needs of the different audience groups. This would help in properly identifying the requirements of writing correspondence that can be easily understood by the audience to who it is intended for. The layout of such correspondence would also have to be considered by the students and the stringent requirements for such are taken into account. A holistic approach is placed on instructing the students to gain proficiency in technical writing. Importance to Everyday Work In my current position as a Lead Insurance Specialist, the task involving technical writing could not be avoided. I have to deal with writing letters, electronic mails, and memorandums that has placed me in a position that requires much knowledge in technical writing. The subject matter could not be acquired in previous academic levels. Fortunately, the chance was given to me to take the necessary classes and be given the chance to acquire the skills to create proper written communication. The knowledge of creating a good communication with the aide of the said course, Writing 143 or Intro to Technical Writing is indispensible to this kind of work as we all know that communication between the employees and with the clients is essential. More likely than not, unclear lines of communication leads to negative effects on the businesses and does not create a good picture for those who are concerned. On the other hand, when communication is clearly written, it would create an atmosphere of professionalism and would give both the audience and the writer the chance to clearly understand and be understood. Earnest Request It is with much hope that I would like to request for a reimbursement of the amount spent amounting to [please place amount here]. This is the cost of enrolling in the said class [please add some more particulars for the cost as necessary]. Please be assured that the knowledge I gain in this class will be used for the betterment of our organization. If, in any case, the total amount can not be shouldered by the organization, I will accept any amount that would keep both of us in an advantageous position. I would be very thankful of any amount that will be forwarded to me for this course that I am taking. Please advise me on the next steps that will be taken and I would appreciate any information and feedback that you will provide me regar Related essay: â€Å"Co Curricular Activities Letter†

Job Satisfaction and Employee Motivation

Content Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 2 *Literature Review†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ *2 *Empirica*l case†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ *†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. *. *7* Google†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ *. *. *. *7 *Discussion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚ ¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. *. *.. * *Conclusion & Recommendation†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. *11 *References†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. *13 A Critical analysis of work-motivation: a case study based on Google Inc. Introduction; _â€Å"Motivating people is easy but motivating people to work to the best of their abilities and directing their efforts to the goals of the organisation are the real issues and that is certainly not always easy† Mullins, L. J (Management and organisational behaviour, Pg 406, 5th Ed)_ This paper gives an understanding of the term _â€Å"Motivation†_. The term is used almost every day of our lives but not everyone know what it takes to actually practise motivating. In this case, I would be explaining in details what motivation is all about, the objectives of motivating an individual in a certain way and how the overall performance is affected. I would also be testing some motivational theories in an empirical case (Google). Here, I hope to identify the working style at Google; the nature of work, employees and the environment, what motivates and de-motivates employees and engineers at work. Organisations claim that their biggest asset or their major sources of competitive advantage are their employees but most organisations do not know how to motivate their employees. Research has shown that different organisations apply different style of motivation. We would analyse these empirical cases with the motivational theories discussed in the literature review and also analyse key motivational factors associated with our empirical case. This would lead to my conclusion and recommendation on how to effectively motivate employee to increase productivity and performance. A Review on Motivation and its theories Work motivation and employee satisfaction plays a more central role in the field of management theoretically and practically and it is indeed one of the most important factors affecting employee behaviour and performance. Managers attach great importance to this concept of management in organisational settings as an effective motivational practice on employee(s) lead to organisational effectiveness in different levels. The next question we can ask ourselves is â€Å"what is motivation? † The concept of motivation refers to internal factors that impel actions and external factors that can act as inducements to those actions Locke, E. A & Latham, G. P. (2004). This has being the universal definition of motivation but certain authors and researchers have aimed at giving the simplest definition to this concept. Mullins, L. J defines motivation â€Å"as the direction and persistence of action† (Pg 406, 5th Ed). Mullins went further to suggest that motivation is concerned, basically, with why people behave in a certain way, 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 (pg 406, 5th ed). Atkinson defines motivation â€Å"as different factors that combine at a particular time to influence the duration, vigour, and persistence of an individual’s behaviour in a given situation (pp2, 1964). The three aspects of human actions which can be affected by motivation are intensity (effort), direction (choice) and duration (persistence) and coupled with experience and ability leads to effective performance Jindal-Snape & Snape, J. B (2006). Motivation, as a concept of management is vast in nature and indeed permeates many of the sub-field that compose the study of management e. . leadership, teams, performance management, managerial ethics, decision making and organisation change Steers, R. M & Mowday, T. R & Shapiro, D. L (2004) and this is the reason why this topic has attracted attentions from different authors and researchers in the past years. This has also led to the proposition of theories to support this managerial concept i. e. motivation. These theories are ref erred to as motivational theories. There are so many theories on motivation, each acting as a competitor to the other on attempt to best explain the nature of motivation. Within the vast number of theories, some are built on economic knowledge with a psychological understanding (Maslow, 1943) etc. Mullins, L. J suggests that all these theories are at least partially true and all help explain the behaviour of certain people at certain times but however, the search for a generalized theory on motivation at work appears to be in vain (Pg 414, 5th Ed). It is indeed because of the fact that there are no generalized or single solutions as to what motivates people or individual in organisation, that there are different theories on motivation. These theories are then divided into those concerned with identifying the needs toward which behaviour(s) is directed – content theory and those that are concerned with the dynamic, mental processes that lead to individuals following certain goals rather than others – process theory Jindal-Snape & Snape (2006). Abraham Maslow proposed the most influential and widely recognised theory of motivation. The Maslow theory of needs (1943) is the one of the widely discussed theories of motivation having proposed the hierarchy of needs. He proposed that individuals are wanting beings, who always want more and what they want depends on what they already have and these needs are arranged according to its importance in levels, hence the hierarchy of needs {draw:frame} Maslow’s hierarchy of needs (1943) Jindal-Snape and Snape (2006) suggests that according to this hierarchy, each need can act as a motivator, provided all needs lower in the hierarchy are satisfied and a satisfied need no longer act as a strong motivator. This goes to explain why individuals/employees who are not satisfied at their current position would be motivated to put in more efforts until their needs are satisfied. Maslow argued that the first three needs on the list represent deficiency needs that people must master before they can develop into a healthy personality, while the last two represent the growth needs that relate to individual achievements and development of human potentials Steers, R. M et al (2006). Mullins evaluated Maslow’s theory of needs by suggesting that individuals advance up the hierarchy as each lower-level needs becomes satisfied and therefore, managers must pay attention to the next higher level of needs in other to motivate employees if there is a change in behaviour (Pg 418, 5th ed). Abraham Maslow’s theory (1943) attracted criticism Wahba, A & Bridgewell, L (1976) for the existence of a definite hierarchy of need. In 1972, Clayton Alderfer modified Maslow’s hierarchy of needs model. He summarized the hierarchy of needs into a framework of three different classes of needs known as ERG Jindal-Snape & Snape (2006). Existence needs, which include nutritional and material requirements. At work places, working conditions and pay/wages fall into this type of need Relatedness needs, which are met through relationship with family and friends and at work places, relationship with fellow colleagues and managers. Growth needs which reflect desire for personal psychological development Fincham and Rhodes suggest that Clayton Alderfer (1972) theory differs in number of important respects to Maslow’s hierarchy of needs (pg 198, 4th Ed). They went further to say that while Maslow proposed a progression up the hierarchy, Alderfer argued that it was better to think in terms of a continuum, from concrete (existence needs) to least concrete (growth needs) and it is possible to move along it in either directions (pg 198, 4th Ed). This means that if an individual’s need e. g. growth needs seem difficult to fulfil, that creates a frustration regression that forces a shift to another need e. g. relatedness needs. Jindal-Snape and Snape suggested that ERG theory differs from Maslow’s hierarchy of needs in that it does not assume that a need is only activated if it is deficient and two needs could operate at the same time in motivational practice. Fredrick Herzberg (1966) was accredited as the founder of the second, highly influential theory to have evolved after Maslow’s. Unlike Maslow and Alderfer, Herzberg’s work was based on research where he interviewed professionals from different companies, this work he called the Herzberg’s two-factor theory. This theory consists of two factors noted from his interviews. Factors that led to employee dissatisfaction, he called de-motivators or hygiene factors while factors that led to individual/employee satisfaction, he called motivators. Fincham and Rhodes suggest that motivators involved achievements, advancement, recognition, autonomy and other intrinsic aspect of work that represent sources of satisfaction and if absent leads to dissatisfaction while the other concerned with working conditions, salary, job security, company policy, supervisors and interpersonal relations and other sources of extrinsic aspect of work were sources of dissatisfaction (pg 199, 4th ed). Herzberg’s two factor theory are also referred to as intrinsic and extrinsic motivational factors and it has being highly influential and practised. Herzberg deserves credit for introducing the field to the role of job design specifically, job enrichment as a key factor in work motivation and job attitudes Steers, M. R et al (2004). Herzberg’s two factor theory are not to be confused as being opposite of each other as Wilson, F. M suggests that the opposite of job satisfaction is no job satisfaction while the opposite of job dissatisfaction is no job dissatisfaction (Pg148, 2nd Ed). Another motivational theorist was David McClelland (1992). He based his work on the personality of individuals Jindal-Snape & Snape (2006). He identified four main motives; The achievement motive, explains our concerns for doing things better than others Power motives, desire to influence others Need for affiliation, desire to establish and have a positive relationships with people around us. Avoidance motives Very often, we hardly recognize the latter one as the top three are the most important. Mullins suggests that the first three motives correspond to Maslow’s self-actualisation, esteem and love needs (Pg 425, 5th ed) while Jindal-Snape & Snape (2006) suggests that although everyone has all needs, the strength of each need for each individual is different. They went further to say that these needs are innate and are developed relatively early in life and they remain unchanged. These motivational theories mentioned above all fall into the content theory of motivation, we have identified and elaborated on them. I would now move ahead to briefly identify some of the process theory of motivation. I will not be going into detail with the process theory of motivation as it wouldn’t be needed for the latter stages of this study. Process theories also called the cognitive theories aim at â€Å"identifying the relationships among the dynamic variable which make up motivation and the actions required to influence behaviour and actions† Mullins, L. J (Management and organisational behaviour, Pg 426, 5th Ed). Mullins suggests that it provides further contribution to our understanding of the complex nature of motivation (Pg 426, 5th Ed). Very few motivational theories fall into the category and some of these theories are Vroom’s Expectancy theory proposed by Vroom. V (1964) and then revised together with Lawler, E. & Porter, L. (1968). Goal setting theory proposed by Locke, E. A (1960s) has emerged as one of the modernised way of motivating employees Wiley (1997). This theory emerged as researchers began to discover that simple act of specifying target for behaviour enhanced task performance Steers, R. M et al (2004). Locke (1968) suggests that the logic of goal setting theory is that an employee’s conscious intentions i. . the goals are primary determinants of task-related motivation since goals are instruments that direct our thoughts and actions. Results of goals/self-regulation research indicate two critical preconditions of a positive goal-performance feedback: acceptance of goals assignment and provisions for performance feedback Wiley (1997). An Empirical Case Having discussed and understood what motivation and the related theories are all about, the next step is to identify how applicable these theories are in a real life situation especially for the purpose of this case study. Jindal-Snape and Snape (2006) suggest that to answer this sort of questions, we first need to consider the nature of the work and the environment, and then the nature of these workers themselves. About Google Google Inc. is an American public corporation. [1]Founded in 1998, Google runs the world’s most popular internet search engine. Its position has earned the organisation huge profits and given it outsize influence over the online world. It is also known for the quirky corporate culture created by its billionaire co-founder, Larry Page and Sergey Brin which includes a chaotic, campus-like atmosphere at its offices, where workers are pampered with free, chef-prepared food and other amenities. My research environment (Google) is highly engineering-driven and we all know that engineers enjoy a lot of trust, creativity and power which is very different from most jobs at a more product-driven company. Firstly, I would be giving a proper definition of what engineering is all about, the nature of engineers and what motivates them. Engineers are people who are qualified, trained professionally to engage in various branches of engineering. Wen, C. K (2007) suggests that engineers are normally assigned to problems and a specific set of goals and constraints; they find technical solution to the problem that satisfies these goals within those constraints and these goals and constraints may be technical, social or business related. Engineers solve practical problems with the aid of technological tools, mathematical and scientific knowledge which they possess. They are often confused with scientist Jindal-Snape & Snape (2006) but in essence, scientist explore nature to discover undiscovered principals while engineers apply these principles coupled with technological knowledge to solve technical problems. In the field of engineering, engineers are generally motivated by two most important factors; innovation and creativity. Engineering involves creativity as it gives engineers the freedom to engage in self-driven tasks. This can act as a very strong intrinsic motivation which it corresponds to Herzberg’s motivator in his two theories (1966). Vere, I. 2009) argues that it is implicit that creativity is integral to design innovation, and that design and the fostering of creativity should be the cornerstone of engineering pedagogy. Further, Vere, I. D suggests that creativity is of paramount importance in the engineering practice as it endows one with the insight and discipline to seek out and address problems from the boundaries of dif ferent engineering disciplines. For engineers, innovation leads to an awareness of self-importance which corresponds to esteem needs on Maslow’s (1943) hierarchy of needs. Innovation and innovativeness leads to recognition Herzberg’s two-factor theory (1966). Innovation leads to advancement which creates challenges as Jindal-Snape & Snape suggest that the rate at which science and technology are advancing provides a different set of challenges and if these engineers were to stay on top of their game, access to up-to-date equipments must be necessary and at hand. Engineers are also highly motivated through feedbacks on their innovation and products, an assured link between their efforts and outcome Jindal-Snape & Snape (2006) and researchers have also shown that this field of occupation are highly motivated by intrinsic factors than extrinsic factors. Having said all this, we would be looking at some secondary empirical data from ex-googlers relating to employees’ satisfaction, problem encountered with aim at exploring and identifying the perception of these engineers regarding the factors that motivate them. I would be discussing ways on how such problems could be minimized, motivational schemes that can be put in place to eliminate such problems. According to a blog [2] posted by an ex-googler stating his reasons why he left the search giants, he states and I quote; â€Å"For one thing, it was unlikely to initially be able to work in an area that one was passionate _about, the products and team where all interesting and exciting to work with but unfortunately, I was unable to be passionate about my particular area. This became less of an issue as time went by but for experienced engineers that have good knowledge and understanding of what they want and what sort of things they enjoy working on, this could lead to job dissatisfaction†. The same engineer and ex-googler as above went further to say that due to sheer size of code base and vast number of Google’s specific tools and frameworks; it also takes very long time to learn how to actually become productive at Google, which can be very annoying, frustrating and de-motivating at times. Another internet blog [3] from an engineer and ex-googler reports his insights about what it was really like working for Google. This particular engineer who now works for Microsoft reports that the lava lamps, organic dinner and free shuttle; hygiene factor (Herzberg’s two-factor theory, 1966) put in place to act as a source of motivation lies a company where employees end up working long hours, don’t enjoy private offices and get paid less. He also highlighted some de-motivators working for Google. _â€Å"Employees are generally in the building working long hours between 10am to 6pm and after that, most engineers spend most of their evening working from home. There are employees whose desks are literally in the hallway. Google does not place any value on past or previous industry experience but puts tremendous values on degrees especially from Stanford. Employees actually get paid less salary compared to the amount of effort put in and the quality of the health insurance is not above standards. Most employees don’t actually get a 20percent project and managers will not remind you to start one†. _ According to another internet source [4], a 20percent project is an allocation of 20percent time to every engineer and employee at Google to work on side projects and indeed great innovation come out from this provision of 20percent time e. g. -mail, Google news etc. Very few internet blogs from ex-googlers show job dissatisfaction at Google while most internet blogs and videos indeed agree that Google is indeed a very unique place to work. Engineers and employees agree that the organisation provides everything they needed to work with and be productive but it’s up to them i. e. the engi neers to take that extra mile. We have understood the theoretical aspect of motivation and we have seen some empirical cases of engineers and ex-googlers. Now, I would be analysing these empirical cases with some of the motivational theories discussed above to form a conclusion. Extrinsic Factors/Hygiene Factors (Herzberg, 1966) These factors provide less or no motivation to employees but the absence of these factors leads to a dissatisfaction in work places. In organisations, managers perceive extrinsic motivation as a motivator but in essence, they are not real motivators, rather they support the mental ability and health of these employees. Such factors include wages, benefits, company policies and administrative rules and regulation governing these employees, interpersonal relations with fellow colleagues, supervisors and subordinates, good working conditions and security. From one of the blogs above, we observed an engineer and ex-googler who was dissatisfied with the nature of the job. He emphasized on long working hours and less salary paid which does not compensate for the long hours of working. Early management theories such as Fredrick W. Taylor’s scientific management theory suggested using financial compensation to impel motivation and job performance Wiley (1997). Wiley also suggested that while controversies persisted, pay or good wages is generally valued by all employees and good wages continues to be ranked among the top five factors that motivate people in their respective jobs. Also, according to Maslow’s hierarchy of needs (1943), psychological needs are said to be the first and most important need to be satisfied and in other to satisfy this needs, good or satisfactory wage has to be paid to employees to ensure maximum productivity. This same employee identified poor working conditions as another factor that contributed to his dissatisfaction. He brought to our attention that some employees have their office desk literally on the hallway due to the fact that there were less room available. He also made mention of the company’s health insurance which was not up to standard. These factors constitute to employee dissatisfaction and change in behaviour and attitude towards work. This also corresponds with Clayton Alderfer’s (1972) existence needs which include material requirements, good working conditions and substantial pay. For these employees to work effectively and productively, this need has to be satisfied but not as much as their intrinsic needs if there exists any. Extrinsic factors could be a source of motivation for these engineers unlike scientists Jinda-Snape & Snape (2006) where salaries, incentive schemes, prospects for promotion and other extrinsic factors were not considered as motivating factors. Intrinsic factors/Motivators (Herzberg 1966) Motivational factors (Herzberg, 1966) are factors which build strong motivation and create a high job satisfaction for employees and they are directly related to the job content of any employee. Absence or decrease in level of these motivations is sure to affect the level of employee satisfaction. An observation in the internet blog from an ex-googler identifies this factor as a major contributor of his dissatisfaction at Google. He states that he was no allowed to work in an area that he was passionate about, leading to dissatisfaction. Herzberg’s two-factor theory (1966) mentions autonomy or having a responsibility as an employee to undertake personal tasks leads to job satisfaction. This need to work where one is passionate about leads to self development and achievement and this relates to Clayton Alderfer’s (1972) growth need reflecting the desire for one’s personal development. From the internet blog described above, the ex-googler and employee reports that Google does not place value on past experience. I think this statement relates to the need for recognition (Herzberg, 1966) and the need for achievement (David McClelland, 1992). These two needs both represent intrinsic factors that motivate engineers. They want to be recognized for their individual achievements as well as scientist (Jindal-Snape & Snape, 2006). Another intrinsic factor which motivates employees and engineers at Google is the nature of innovation and being innovative. From a video posted on the internet on life at Google, engineers are allocated personal time to engage in self-driven tasks which leads to side projects and occasionally transform into innovations. From the blog above, we observed that an engineer was dissatisfied due to the fact that most employees do not actually get that 20percent project and managers do not remind them to start one. This also relates to Clayton Alderfer’s (1972) growth need and desire for personal development. Analysis of Google key motivational factor Google seems to be aware of what motivates its employee to their best at work, the need to customize and individualize programs for motivation and intrinsic rewards. Individualization defines human beings as unique in different ways and Google accomplishes this individualization by allowing each engineer in the company take one day a week to work on personal related projects. This is the ultimate in individualization because it not only gives the employee the choice of choosing any projects but allows autonomy and independence in management of the project; growth needs (Clayton Alderfer, 1972). Google also identifies what motivates its employee through communicating with them and because of this communication that they are able to motivate employees through intrinsic rewards. Conclusion and recommendations Over the past years, there have been numerous surveys on what motivates employees to do their best work and in other to attain to high levels of performance; employers depend on their employees to perform at levels that positively affect the bottom line Wiley (1997). We have learnt that the various theories of motivation discussed in my literature review have various applications in managerial practices. When applying these theories practically, managers must take into consideration how each employee feel and react to their work. These employee feelings and reaction are based on their personality, characteristics, need pattern and values. It also depends on the job component, nature and role of the job, the autonomy and skills in executing the task. Managers must consider both intrinsic and extrinsic aspect of the task and apply various motivational theories when suitable. When motivating these employees with intrinsic factors, managers and employers must show appreciation and give credit to employees for their work and always praise for a job well-done Wiley (1997). Wiley also suggest that recognition and praise are probably the most powerful and efficient, yet the least costly motivational tool. Another intrinsic motivational tool that managers should apply is autonomy and employee independence. This creates a sense of moral respect for an employee’s action towards their work and creates a huge motivation and job satisfaction. Google managers should allow engineers take on projects that they are passionate about. This freedom to participate on self-driven task would create job satisfaction as human being enjoy what they love doing. Extrinsic factors are related to the content or environment in which the job is executed. Mangers and employers must ensure that employees get satisfactory wage to cater for their psychological needs which is first on the order of hierarchy, ensure that there are good working conditions, provision of tangible rewards and fringe benefits, job security, job re-design and promotion offered to act as source of motivation to employees. Promotion and growth in the organisation and interesting work are longstanding factors that motivate people to do their best work. Employers and managers should communicate with their employees often to identify their personal needs. Employee survey should be used to gain additional information from employees regarding motivational preferences and this is often what they value and lack. Wiley further suggest that if organisations adequately and regularly administer such surveys and consider their results, then perhaps they would gain a great deal on competitive advantage through motivated and productive employees. Reference Alderfer, C. P (1972) Existence, Relatedness and Growth: Human needs in Organisational settings. The Free Press, New York. Atkinson, J. W. (1964) Introduction to motivation. Princeton, NJ: Van Nostrand Cardona, P & Lawrence, B. S & Espejo, A. (2003) Outcome-based theory of work motivation. Working paper No. 495. University of Navarra, Spain. Delfgaauw, J & Dur, R. (2004) Incentives and workers’ motivation in the public sector. CESIFO working paper No. 1223. Ellers, N & Gilder, D. D & Haslam, S. A. (2004) Motivating individuals and groups at work: A social identity perspective on leadership and group performance. Academy of management review, Vol. 29, No. 3, 459-478 Fincham, R & Rhodes, P. 2005) Principals of organisational behaviour. 4th Edition. Oxford University Press Inc. , New York. Herzberg, F. (1966) Work and the nature of man, World publishing co. , Cleveland, OH. Jindal-Snape, D & Snape, J. B (2006) Motivation of scientists in a government research institute; Scientists’ perception and the role of management. Journal of management decision. Vol: 44 No 10, p p. 1325-1343. Kanfer, R & Ackerman, P. L. (2004) Aging, adult development and work motivation. Academy of management review, Vol. 29, No. 3, 440-458. Locke, E. A & Latham, G. P (2004) What should we do about motivation theory? Six recommendations for the twenty-first century. Academy of Management review, Vol. 29, No. 3, 388-403. Maslow, A. (1943) A theory of human motivation. Psychological review, Vol. 50, No. 4 , pp. 370-96. Maslow, A. H. (1954) Motivation and personality. New York: Harper & Row. Mullins, L. J (1999) Management and organisational behaviour. 5th Edition. FT Prentice hall Osterloh, M & Frey, B. S (1999) Motivation, Knowledge transfer and organisational form. Institute for empirical research in economics. University of Zurich. Price, D. (2007) A comparative Review of attributes of engineers in senior management roles. A Dissertation submitted to the faculty of engineering and surveying. University of Southern Queensland. Seo, G & Barraett, L. F & Bartunek, J. M (2004) The role of affective experience in work motivation. Academy of Management review, Vol. 29, No. 3, 423-439 Steen, E. V (2006) The limits of authority: Motivation versus Coordination. MIT Sloan school of management. Working paper 4626-06 Steers, R. M & Mowday, R. T & Shapiro, D. L (2004) The future of work motivation theory. Academy of Management review, Vol. 29, No. 3, 379-387. Van Herpen, M & Van Praag, M & Cools, K. 2003) The effects of performance measurement and compensation on motivation; an empirical study. Tinbergen Institute for economic research, Amsterdam. Vere, I. (2009) Developing creative engineers: A design approach to engineering education. ICEPDE, Brighton. UK Wahba, A & Bridgewell, L (1976). â€Å"Maslow reconsidered: A review of research on the need hierarchy theory†. Organizational Behaviour and Human Perfor mance (15): 212–240. Wen, C. K (2007) Is there any difference in CEO characteristics between government, not-for-private, publicly listed sector: Implications for engineers aspiring to become top-senior managers. A Dissertation submitted to the faculty of engineering. University of Southern Queensland. Wilson, F. M. (2004) Organisational behaviour and work: a critical introduction, 2nd edition. Oxford University Press Inc. , New York. Wiley, C. (1997) What motivates employees according to over 40 years of motivation surveys. International journal of manpower, Vol. 18, No. 3, pp. 263-80 [1] Company Information (Google), [updated Jan 5th 2010] http://topics. nytimes. com/top/news/business/companies/google_inc/index. html? scp=1&sq=google%20inc&st=Search [2] Ex-googler’s blog, 2008, on leaving Google Available at:

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buy custom Project Management Essay Example Case Study of B&W Systems It is increasingly difficult to ignore the fact that business needs a constant improvement in order to compete at the target market. However, it is worth saying that any considerable improvements within an organization are supposed to be arranged in a particular layout. Subsequently, they have to meet certain reasonable objectives because otherwise, the organization is likely to face a drastic loss. In other words, every single organization starts launching projects sooner or later. Consequently, the entire discipline of project management has emerged. However, it is essential to note that numerous issues regarding successful projecting have raged unabated. To some extent, it is certainly obvious fact because every single case requires a special approach. Taking these points into account, it is to be said that the following paper lingers upon the discussion of BW case study of launching a project concerning the development of cloud-based forecasting software named Forecasto.

Realstic Patiriotism essays

Realstic Patiriotism essays Since the 9/11 tragedy, theres been an influx of pro-US, patriotic themes where three firemen hoist an American flag over a mound of smoldering rubble. The feeling of the nation is one of allegiance and passion of everything red, white, and blue. We watch our CSI and Law and Order, in which a multiracial team of protectors, each having super-human characteristics and ideals, stop a band of wrongdoers from wreaking havoc and despair on the US. These shows make us feel good-proud and patriotic...American! But in reality, patriotism is an unattractive, middle-aged man in stars n stripes boxer shorts sitting on his front porch without his shirt on showing his habitual surrendering to alcoholism, while chanting USA, USA at the top of his lungs waiting on his next disability check to come in the mail. Being an American, a true-blue patriotic, is much like being beautiful; its only skin-deep. In todays immoral and depraved society, focused on materialism and fame-where one no longer ask him/herself, How can I help? but, rather How can I help...ME?-Our image is the most important thing we have in our possession. Whether it has to do with our physical attractiveness, our ability to be a good provider, or our morality, one must always be concerned with how he or she appears in the public eye. Especially if you are someone deemed important. One unaccepted event or practice and you would be hung by your private area. This is America. We live in a glass menagerie in which we focus on others mistakes and misfortunes in order to enhance our own image in our own minds. Never thinking outside the box, we as Americans are consumed with our own lives. We as Americans never think about the elderly lady, indignant in appearance, pushing a shopping cart across the expressway; her old face warily turning from side to side, peering across each of the eight lanes afraid of going unseen. Sure...

Starbucks coffe industry Case Study Example | Topics and Well Written Essays - 1750 words

Starbucks coffe industry - Case Study Example The organization selected for the study is Starbucks which is a major coffee retail chain based in USA and has operations across numerous areas of the globe. The study would include a theoretical analysis highlighting the advantages and disadvantages of each of the strategies mentioned above. In addition the study would also take into account the similarities and dissimilarities between the chosen set of business strategies. Furthermore the study would analyze the external environmental aspects that govern the coffee industry. This would be followed with an analysis for the trends of the coffee industry that would include an industry analysis of the entire industry. Finally a set of strategies would be proposed for Starbucks from among the chosen set of four generic strategies that would help the firm gain and consolidate its market share in the market and to help generate sustainable competitive advantage in the long run. Introduction In the age of increased market competition it ha s become inevitable for business organizations to purse strategies that differentiate their product offering from the others in the market. Porter proposed a set of three strategies namely focus strategy, differentiation and cost leadership that can be followed by firms to gain market advantage. Firms like Wal-Mart incorporate a single strategy like cost while there are others that use a combination of these strategies to create a hybrid strategy to generate advantage for them in the market. The choice of strategy largely depends upon the nature of the business and the target market segment considering the fact that each set of strategy has its own set of advantages as well as disadvantages (Griffin, 2008, p.207). Firms should therefore analyze their internal as well as external aspects before undertaking and implementing a business strategy. This would help them take the best advantage of the market conditions and would also help them channelize their internal resources and capacit ies to create favorable positioning and brand image of their brands and organization in the minds of the target market audience. Theoretical Background Depending upon the internal and external aspects influencing an organization it is necessary to adopt any of the four strategies namely differentiation, low-cost leadership, best cost and focus strategy. The matrix below lists out the similarities and dissimilarities of these strategies. Strategy Type Advantages Disadvantages Focus Focus Strategies help generate efficiency and promote greater learning and innovation. It helps firms to concentrate to a single segment and analyze their needs more effectively (Moore, 2008, p.84-85). Concentration on a single segment can be disastrous if the key differentiators are imitated by another market player. Narrowing down of difference within the target segments can lead to business risk (Longenecker et.al, 2005, p.66) Differentiation Helps beat the market competition. Generate new products acro ss different segments and reduces the business risks and uncertainties (Parnell, 2003, p.91) Loss of cost based advantage Imitation of key features by competitors (Wit & Meyer, 2010, p.343) Low Cost Leadership Ability to take greater advantage of demand and supply factors. Reduction of market risk (John & Harrison, n.d., p.82). Too much focus on cost can lead to deviation from the market and customers. Product aspects like quality and safety may be compromised

Health care law Coursework Example | Topics and Well Written Essays - 500 words - 1

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