Meaning of Over There, The Famous World War I Song

Which means of Over There, The Famous World War I Song The melody Over There was one of the most acclaimed tunes of World War I. Over yonder end up being a motivation both to the youngsters who were being sent to battle the war just as to those on the home front who stressed over their friends and family. The Meaning Behind the Lyrics On the morning of April 6, 1917, paper title texts across America reported the news that the United States had announced war on Germany. While the vast majority who read the paper title texts that morning attempted to appreciate how their lives were going to transform, one man began murmuring. That may appear to be an odd response to a great many people, however not for George M. Cohan. George Cohan was an on-screen character, vocalist, artist, lyricist, writer, and Broadway maker who had made hundreds out of melodies, including such well known tunes as â€Å"Youre a Grand Old Flag,† â€Å"Marys a Grand Old Name,† Lifes a Funny Proposition After All, â€Å"Give My Regards to Broadway,† and â€Å"Im a Yankee Doodle Dandy.† So it is maybe not totally astonishing that Cohans response to perusing the features that morning was to murmur, yet few may have expected Cohans murmuring to be the beginning of a well known melody. Cohan kept on murmuring throughout the morning and before long started to form a couple of verses. When Cohan showed up grinding away that morning, he previously had the refrains, theme, tune, and title of what turned into the mainstream Over There. Over yonder was a moment achievement, selling more than 2 million duplicates before the finish of the war. Maybe the most famous adaptation of Over There was sung by Nora Bayes, however Enrico Caruso and Billy Murray sang lovely versions also. The tune Over There is about the Yanks (the Americans) going over yonder (over the Atlantic) to help battle the Huns (what the Americans called the Germans at that point) during World War I. In 1936, Cohan was granted the Congressional Gold Medal for composing the melody, and it encountered a restoration in World War II when the United States again confronted Germany in war. Verses to Over There Johnnie get your weapon, get your firearm, get your gunTake it on the run, on the run, on the runHear them calling you and meEvery child of freedom Rush immediately, no deferral, go todayMake your daddy happy to have had such a ladTell your darling not to pineTo be pleased her young men in line. Tune (rehashed twice):Over there, over thereSend the word, send the word over thereThat the Yanks are coming, the Yanks are comingThe drums are rum-tumming all over the place So plan, say a prayerSend the word, send the word to bewareWell be over yonder, were coming overAnd we wont return till its over there.Over there. Johnnie get your weapon, get your firearm, get your gunJohnnie show the Hun youre a child of a gunHoist the banner and let her flyYankee Doodle sink or swim Pack your little unit, show your coarseness, do your bitYankees to the positions from the towns and the tanksMake your mom glad for youAnd the old Red White and Blue. Melody (rehashed twice):Over there, over thereSend the word, send the word over thereThat the Yanks are coming, the Yanks are comingThe drums are rum-tumming all over the place So get ready, say a prayerSend the word, send the word to bewareWell be over yonder, were coming overAnd we wont return till its over there.Over there.

Britney Spears essays

Britney Spears papers Britneys Image Change and Its Effect on Her Carrier. Except if youve been stuck in a cavern for as far back as 5 years you most likely know who Britney Spears is. During the time that she has been at the center of attention she has bit by bit changed her picture from a sweet southern young lady into a suggestive pop sovereign. A few people love the change others detest it, yet most everybody has a legitimate purpose behind either adoring or loathing the change. This isn't a paper committed to slamming Britney Spears for looking erotic. I am basically going to clarify the advantages that originated from her picture change and the negative impacts that separated from the change. Abandoning sweet to hot was most likely a keen business move for Britney to make since her melodic capacities are a long way from extraordinary. I have watched her shows commonly on TV and she sounds un-tuned on the tunes that she really sings. The vast majority of her move tunes sound excellent live, however that is just because of the way that her voice is pre-recorded. I know this on the grounds that its absolutely impossible that anybody could sing so great and furthermore do every one of those insane move moves she does simultaneously. Since she is so provocative, individuals watch her shows just to get a perspective on what she is wearing, or rather what she isnt wearing. She likewise doesnt keep in touch with her own melodies, which is a certain sign that somebody doesnt truly have enough melodic ability. I saw her Diary appear on MTV and it indicated how she functioned in the studio. I anticipated to see her and the maker trading thoughts and pondering the melodic game plans on the collection. Rather it looked as though she was a manikin in the studio. The maker was revealing to her how to sing on a melody that another person composed and she just remained in the chronicle stall concurring with all that he said. Indeed this melodic imperfection is incredibly ignored because of her clearly sexual picture and I can genuinely say that I dont mind it. Envision how unpleasant... <!

3 Ways LinkedIn Times Are AChangin

3 Ways LinkedIn Times Are AChangin Vinyl is making a comeback, 40 is the new 30, and snail mail often makes a bigger impression than email. Indeed, as years go by, a lot of things are changing. And a lot of things are moving “backward” as they move forward. I’ve been hyper-aware of this phenomenon lately. But I have also been fascinated by how new technologies are replacing, or supplementing, the way things have been done in the past. I thought I’d share with you some of the interesting shifts happening in this regard in the world of LinkedIn. 1. Your LinkedIn profile is being used to evaluate your credit risk! Loan qualification isn’t just about credit scores anymore. Lenders now consult social media to gain a more comprehensive picture of loan applicants before shelling out dough. Lending Club and Prosper are two companies who use the information you share online (Facebook and LinkedIn updates, tweets, and blog posts) to evaluate your application. And DRB Student Loan has built a proprietary model that parses metadata from social media channels to build a reliability score that can supplement your FICO. If you as a borrower can show on social media that you are hard-working, dependable, and likely to honor financial commitments, perhaps you will pass the character test for getting a loan. See Could Your LinkedIn Profile Be Your New Credit Score? 2. LinkedIn could be the new U.S. News and World Report. For 30 years (and for as long as I can remember), U.S. News World Report has been the go-to publication for college rankings. I was not able to determine from Google research when they began publishing graduate school rankings as well, but I know that my first step in determining top schools has always been U.S. News World Report.Then, in early 2015, LinkedIn introduced its University Rankings and Graduate School Rankings based on how many successful professionals in various fields attended each university. This is a very limited criterion compared with the complex algorithm used by U.S. News World Report. However it could be quite useful! Here’s a sample of what you’ll find if you want to know the best schools to attend to be an accounting professional: 3. About.me is competing with LinkedIn for college students’ attention. As LinkedIn becomes more powerful, some platforms are going after its gaps and filling them. About.me, a personal homepage website, is launching a new Campus section that aims to help college students shine even if they don’t have enough work experience to create a robust LinkedIn profile. On about.me, a “Campus Faves” program has been created where students will be able to nominate themselves to be one of 15-20 students who are featured each week. Students can also be nominated by a professor or by their college’s career services department. If being chosen as a Campus Fave becomes a known indicator of extraordinary leadership qualities, then the status of being a Fave could make a difference in a student’s attractiveness as a job seeker! About.me will also be making strides in the area of matching students with internships. Important note: About.me will in no way replace LinkedIn, and in fact every about.me profile has a link available to the person’s LinkedIn profile. Have you noticed other surprising places where LinkedIn is becoming influential, or where other platforms are encroaching on what has seemed to be LinkedIn’s territory? Will LinkedIn buy about.me? What do you think? Please share your thoughts below!

Many People Throughout The Centuries Have Wondered What

Many people throughout the centuries have wondered what will happen after they take their last breath. The Hollow Men (1925) is a poem by T. S. Eliot that is divided into five parts, totaling 98 lines that reflect on this very idea. The so-called â€Å"Hollow Men† are afraid to speak of Heaven by name. Though they are curious about what Heaven is like, they also fear the eyes of heavenly souls and the final judgmental that God will deliver. Eliot’s portrayal of the unknown that is the afterlife shows how hopeless his life felt before converting to Christianity. On a first read-through of the poem, it is difficult to understand what is happening. The Hollow Men are dead people, but at first they come across as living, albeit†¦show more content†¦The Hollow Men describe their whispers as quiet and meaningless / As wind in dry grass (7-8); this is also partially true about the entire monologue. This poem is often associated with Eliot s most famous poem, â€Å"Th e Waste Land,† because both works are set in Hellish environments and concern people whose lives are fragmented and incoherent, written around the same period in Eliot s life. Compared to â€Å"The Waste Land,† this poem reads much quieter and drier. In â€Å"The Hollow Men,† the short length of the words and phrases from the Men creates frequent pauses, as if each line were an ghostly gust of wind, changing directions to later return to the same place. The poem would be considered free verse because no meter, rhythm, or rhyme scheme is apparent. Eliot does not use a strict meter such as iambic penta- or tetrameter, which he uses in many of his other poems. â€Å"The Hollow Men† is similar to a dramatic monologue by the collective group of Hollow Men, but the verses are not consistent like a traditional monologue. The five sections in the poem also vary in total length and stanza length. The lines throughout all five sections are short, causing the speech to be staccato, as if the Men run out of breath before getting a complete thought out. The Men never raise their voices, even when describing serious matters such as eternal suffering. Even when singing the men do not soundShow MoreRelatedAfter the first few days of the bombings of Hiroshima and Nagasaki Americans, without knowledge of1500 Words   |  6 Pagesand more information about the bombings was given, Americans began to have mixed feelings and different thoughts about how this should have been handled. Scholars at that time found that Americans began feeling a sense of terror since they wondered what more could be done with nuclear weapons. They believed that even though the war was over, these kinds of weapons could come back to hurt them and that no one can really know what can happen to them or the rest of the world after creating the atomicRead MoreThe Golden Age Of Islamic Thought And Its Cultural Impact On Europe852 Words   |  4 PagesGrowing up I always wondered what was going on before the year 2,000. What about year 1,000? I had learned as far bac k as the 1700s but I still had not found what I really wanted to know. When I did the reading for â€Å"The Golden Age of Islamic Thought and Its Cultural Impact on Europe† my question was finally answered. During the â€Å"Dark Ages† Europe was at its all time low in allowance of intellectual thinking. The sad thing being people were really dictating the way you think! While this was happeningRead MoreDreams : The Awareness Of Dreams1030 Words   |  5 PagesDreams are stories our mind creates while we are asleep. Dreams can be witty, cheerful, passionate, disturbing, horrific, and downright confusing. All my life I have always wondered what goes on in our brains when we dream. I also have wondered why our brains create dreams. Are dreams something the brain creates to make sense of what it views so it organizes images into coherent stories. Dream content also varies depending on life experience. A child will dream of candy and toys but an adult willRead MoreChristo pher Columbus And His Power Point Presentation1457 Words   |  6 Pageshimself growing hoarse. â€Å"What, I wonder, would the world look like today had he not made this mistake, or if he had not been so stubborn in his beliefs. Recall that most of Europe at the time considered his ideas to be quite mad.† Brock pushed the button on his remote again and the last image popped onto the screen, this time a fifth century monarch sitting on a wooden throne addressing a young boy. â€Å"But sometimes these mistakes seem to be well thought out, but - once again - have completely unforeseenRead MoreDr. Henry Morgan s Television Series Forever 993 Words   |  4 PagesMorgan is the main protagonist in ABC TV series ‘Forever’, an Immortal. While normal humans look for a way to extend their life; Henry on the other hand been trying to find a way to die. For nearly two century no matter how hard he tries Henry is a man who cannot die and that’s his burden to bare. throughout the series we see how henry struggles to live his life as an Immortal. We learn how hard it is to live for as long as he did, we realize how difficult and painful it is to live when everything you’reRead More Nostradamus Essay969 Words   |  4 Pagesnbsp;nbsp;nbsp;nbsp;nbsp;In the 16th century, a French doctor and prophet, Michel de Nostradame, was born. He gained his fame when his predictions of the death of King Henry II of France came true. Nostradamus, as he is also known, wrote a ten volume book, The Centuries, filled with prophecies. He became a man that people from all over the world came to see to seek his counsel. Nostradamus had a life filled with many twists and turns and has made many prophecies that have come true during the twentieth century. nbsp;nbsp;nbsp;nbsp;nbsp;HisRead MoreEnlightment: The Age of Reasoning919 Words   |  4 Pagesthat De-mystified Religion Trade intensified throughout the seventeenth century, and the narcotic cocktail of tea, coffee and sugar surged in popularity. The first coffeehouse in London opened in 1652, with 500 more opening within 60 years. These provided cosy clusters for social exchange, business dealings and political discussions. Meanwhile, literacy was largely a privilege of noble men, merchants or professionals prior to seventeenth century. But literacy rate of males in England rose fromRead MoreThe Discovery And Consumption Of Coffee Essay1311 Words   |  6 Pagesyou name it, while you read a book or admire the person you’re with. Well, that small or large cup of coffee contains a great amount of history that you have never wondered or asked yourself like many of us. Most of us drink coffee for many reason, but not many know the history behind the discovery of coffee. It might not be in the interest of many, but having some knowledge of how coffee evolved in today’s society will give you a greater view of its early discovery and consumption. I drink coffeeRead MoreJews Living in America in the 1920s974 Words   |  4 Pagesexplains the social and economic conditions during the late 1800s and early 1900s for Jews immigrating into the United States. Cohen explains how many Jews fled Eastern Europe and Russia during this time due to the ruling of the tsar, fear of religious persecution, and economic restrictions. Because these restrictions were becoming the norm for Jewish people in their county, Rose’s father, a tailor, began to embark on a journey to the United States of America, in hopes of beginning a new life for himselfRead MoreThe And Candide Essays : Practical Reason Triumphs Logic1382 Words   |  6 Pages1451518 Practical Reason triumphs Logic Throughout history Literature has always played a unique part in shaping society and symbolizing the beliefs of its people. King Louis XIV served after a time in which there was great conflict amongst Catholics and Huguenots. This conflict brought many uncharacteristic thoughts in to society. This religious conflict would lead to a new view of the world in the eyes of those who believed in the enlightenment. Moliere and Voltaire were both influential writers

Pigs Ancient Weapons of Biological Warfare

The Greeks and Romans really used anything they could to get ahead in the game of war †¦ and that includes using pigs in battle! They lit porkers on fire and flinging them at mighty war elephants, some of the most frightening creatures on the battlefield. The ancients might not have won the war every time (especially if PETA had been around), but war pigs helped them win the battle. Alexander the Great: No Friend to Pigs Elephants were a key part of warfare in the ancient Mediterranean and Asia.   The Carthaginians used them to attempt to conquer Rome, for one, while the Seleucid king Seleucus  I Nicator even got a monopoly on Indian elephants to use in war. According to Pausanias in his Description of Greece, â€Å"The first European to acquire elephants was Alexander, after subduing Porus and the power of the Indians ... Pyrrhus captured his beasts in the battle with Demetrius . When on this occasion, they came in sight the Romans were seized with panic, and did not believe they were animals.† But how did people combat these massive vehicles? With pigs! Apparently, Alexander the Great first learned about setting pigs on fire from an Indian ruler. Alexander fought King Porus in 326 B.C., but after Alex defeated his enemy at the Battle of the Hydaspes River, chronicled in the pseudo-historical Alexander Romance, the two became pals. When one thousand wild elephants headed towards Alexander, legend has it, Porus advised him to grab pigs and trumpets to oppose the incoming animals. Alexander made the pigs keep squealing. Along with blowing the trumpets, the sound scared the elephants off. Elephants vs. Pigs: An Eternal Battle This secret  of pigs vs. pachyderms was one that Pliny related in his Natural History. The author confessed that elephants tread under foot whole companies, and crush the men in their armor. The very least sound, however, of the grunting of the hog terrifies them: when wounded and panic-stricken, they invariably fall back, and become no less formidable for the destruction which they deal to their own side, than to their opponents.† Plutarch added, â€Å"The lion also vehemently hates the cock, and the elephant the hog; but this probably proceeds from fear; for what they fear, the same are they inclined to hate.† The Romans learned from Alexander the Great’s victories. As Aelian wrote in his On the Nature of Animals, â€Å"The elephant is frightened of rams and the squealing of pigs, and the Romans put both to use in sending the elephants of Pyrrhus of Epirus in flight, by which the Romans won a resounding victory.† When King Pyrrhus sent his army of twelve war elephants rampaging across Italy in the third century B.C., the Romans found their tactics in the farmyard. They noticed that that horned rams, torches, and pigs all freaked the elephants out †¦ so they sicced their barnyard friends on the pachyderms and won! Aelian enjoys chronicling the misadventures of pigs in war. He noted, â€Å"I have already mentioned that elephants are terribly afraid of pigs. Antigonus [II Gonatas, king of Macedonia] once besieged the city of Megara. The Macedonians coated some pigs with pitch, set them afire, and turned them loose, and the pigs, shrieking in pain and panic, went tumbling into the elephant cavalry and set the elephants in panic in turn.† Polyaenus echoed this in his   Strategems, â€Å"The pigs grunted and shrieked under the torture of the fire, and sprang forwards as hard as they could among the elephants, who broke their ranks in confusion and fright, and ran off in different directions.† Aelian agreed, â€Å"The elephants, though highly trained, would not obey orders afterward. It may be that elephants simply cannot stand pigs in general, or they are afraid of their screaming and squealing.† Stanford University classicist Adrienne Mayor suggested that these pigs, set on fire with resin, may have even been the first hybrid biological-chemical weapons in her Greek Fire, Poison Arrows Scorpion Bombs: Biological and Chemical Warfare in the Ancient World. This disaster led the elephant trainers to train their young charges with baby pigs so future generations of these war animals wouldn’t be afraid of their opponents’ battle tactics. In The Wars of Justinian, the late antique historian Procopius chronicles some porcine adventures in battle. When Khosrau I, king of Persia, besieged the Mesopotamian city of Edessa in 544 A.D., one of his war elephants nearly overpowered the enemy and got into town. Pigs ended up saving the day. â€Å"But the Romans,† wrote Procopius, â€Å"by dangling a pig from the tower, escaped the peril. As the pig was hanging there, he naturally squealed and this so irritated the elephant and stepping back little by little, withdrew.† Poor pig †¦ but lives were saved thanks to this guy. Now, if only the Romans had used them against Hannibal and his elephants. This wasn’t the end of elephants in warfare – no word on whether pigs were used often to frighten them. There was even a Year of the Elephant, 622 A.D., when a Christian king allegedly tried to invade Mecca and his battle elephant supposedly stopped before he could do so. Thousands of elephants were utilized in Indian warfare around in the eleventh century A.D. Even Emperor Akbar allegedly got 12,000 pachyderms to help him out! Thankfully, these guys have earned an honorable retirement in recent years.

Influence of Pastoral Romance Free Essays

How far is it possible to recognize the influence of Pastoral Romance and Classical Comedy in the opening scene of ‘As You Like It’? One way it is possible to recognize the Influence of classical comedy in the opening scene is through the dialectic structure, which is a key theme of old comedy, shown by the conflict between the brothers Orlando and Oliver. The conflict between them Is created by the fact that, despite his father’s dying wishes, Oliver hasn’t educated Orlando; given him his Inheritance he was promised or acknowledged him as his brother. Evidence of this Is hat Orlando says ‘my father charged you†¦ To give me good education†¦ You have trained me Like a peasant, obscuring and holding from me all gentleman-Like qualities The use of the word ‘charged’ suggests their father soul has power even In death out of respect for the dead and out of respect for him as a father, which In turn leads to the assumption power is a hereditary thing that you are born into or with. We will write a custom essay sample on Influence of Pastoral Romance or any similar topic only for you Order Now This links to the argument whether you can, in fact, work your way up to a position of power rather than just being born into it. However there is also evidence of a pastoral influence when Charles says they live like the old Robin Hood of England’. This suggests the country side (The Forest of Arden) is beyond the cares and laws of the court. And also shows the forest through a sophisticated townsman’s idealized image of rural life. Whereas in real life- as much as a life in the forest is much more carefree and relaxed- it also holds its own problems and harsh rules of living with nature. Also, the use of the words ‘old Robin Hood’ suggests the forest is a place of fairy tales and tradition. Another influence of classical comedy is that it challenges he political, social and moral traditions established within the court which is a main component of old comedy. The way traditions are challenged is through Orlando standing up to his older brother for his right to his inheritance and respect. Quotes showing this are ‘l will no longer endure it’ and ‘or give me the poor allotter my father left me by testament. ‘ This shows he is challenging the established authority in his life, which makes it a political issue. Also because it is his own brother he Is challenging makes it a social and moral issue because it is emotional. In conclusion, Shakespearean ‘As You Like It’ is more strongly influenced by classical comedy than pastoral romance, despite the fact that It does contain some elements of pastoral literature such as the idea of the court being a place of rules and harsh regulations and lifestyles, and the country being an Idyllic, unrealistic place where there are rules, but these rules are much less harsh and they are run on the basis of natural order of the forest. Examples of classical comedy Influencing the play are through the use of challenging established Ideas and authorities, and through the use of conflict which appears between both the two Dukes and the two De Bolls brothers (doubles). Influence of Pastoral Romance and/or Classical Comedy in As You Like It By oligarchic the influence of classical comedy in the opening scene is through the dialectic brothers Orlando and Oliver. The conflict between them is created by the fact that, inheritance he was promised or acknowledged him as his brother. Evidence of this is trained me like a peasant, obscuring and hiding from me all gentleman-like qualities ‘. The use of the word ‘charged’ suggests their father still has power even in death out of respect for the dead and out of respect for him as a father, which in turn leads to rather than Just being born into it. However there is also evidence off pastoral his life, which makes it a political issue. Also because it is his own brother he is pastoral romance, despite the fact that it does contain some elements of pastoral of rules and harsh regulations and lifestyles, and the country being an idyllic, influencing the play are through the use of challenging established ideas and Dukes and the two De Bois brothers (doubles). How to cite Influence of Pastoral Romance, Papers

Romeo and Juliet Monologue Essay Example

Romeo and Juliet Monologue Paper Juliet: Hum! Something fears. O Romeo! All I desire is to be with you. I cant stand, seeing you fade away into the dark fog. The wind seems to carry you far away from me but I hope the sun will give you light in the darkness. The more the distance between us the more I dread for you. O Romeo! The moment you leave, your thoughts keep appearing in my mind. Then all I do is dream about what you said all along our meetings. It was on the day my dad gave a party; I wonder how he was there. He looked very nervous. He seemed to be searching for someone; perhaps someone special. Then his keen eyes fell on mine. I couldnt resist the way he stared at me. So I immediately turned away. His hand suddenly touched mine, it was cold and a sudden shiver ran across my body. When I turned, he said If I profane with my unworthiest hand This holy shrine, the gentle sin is this: My lips two blushing pilgrims, ready stand To smooth the rough touch with a tender kiss. I cant forget those words. I really felt as pure and as holy as an angel when he said that. I knew he liked me and wanted to kiss me. I knew it the moment he said O then, dear saint, let lips do what hands do! We will write a custom essay sample on Romeo and Juliet Monologue specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Romeo and Juliet Monologue specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Romeo and Juliet Monologue specifically for you FOR ONLY $16.38 $13.9/page Hire Writer as we touched each others hands. My cheeks blushed and my heart was too heavy for words as he gave me a loving kiss. The nurse than interrupted, I was so furious, as I hardly met him. I didnt even know his name. After everyone left, me and the nurse were left alone in the massive hall. Thats when I asked her what his name was. She said His name is Romeo, and a Montague. The only son of your great enemy My anger changed to despair as I knew that my only love was my familys greatest enemy. I was shocked. All day I couldnt resist thinking about him. That night, when I was in the balcony opening up my thoughts he suddenly sprang out of the bushes. For a second there, my blood froze. I couldnt say no to him now as he must have heard what I spoke I thought as we spoke Then I feared for him as I told him if they do see thee they will murder thee. I told him again if any of the kinsmen will see him they will kill him. But he didnt care and replied Alack, their lies more peril in thine eye Than twenty of their swords! My heart lightened as he said those words but my fear for him seemed to be deepened. So I said I wouldnt let that happen. Then he replied I have nights cloak to hide me from their eyes. He was exaggerating and dreaming as he said he had nights cloak to hide him from the kinsmen. After that I was quite serious about what was happening. I asked for true commitment for our love. He said Lady, by yonder blessed moon I vow. I was not pleased when he swore on the moon as it constantly rotates round the earth. But then I somehow knew he truly loved me. When he was about to leave he said O, wilt thou leave me so unsatisfied? I was surprised at first as I didnt know what satisfaction he wanted. Then he told me about our marriage and so it was set the next day. It was too quick I thought but I couldnt wait any longer like him. We got married happily, it was a great feeling. Today I didnt want him to go but he had to. I was playing with him until he said come, death, and welcome! Juliet wills it so. How ist, my soul? Lets talk, it is not day. I became serious and didnt want anything to happen to him because of me. So, I rushed him up a bit to get ready for his journey. Then he suddenly said More light and light; more dark and dark our woes. I felt darkness fall over me when he said that. Suddenly, the nurse alerted us as he had to leave quickly as possible because my mother was coming to see me. I became tensed. Then everything went quick and well. Then we gave a farewell kiss and then he departed. When he was walking away an unpleasant thought rushed through my mind. I feared whether we will meet again or not. I was terrorized by the thought. I turned my attention towards my mothers call.

I Was Alone Essays - World Of Hate, God, Free Essays, Term Papers

I Was Alone Essays - World Of Hate, God, Free Essays, Term Papers I Was Alone I was alone in a world of hate a world where difference was a thing to hate a world where everything was as "God planned" and what wasn't was branded and banned I went along like I believed saving myself from the ones who truely did hating myself for being them while I was not the same the ones who crucify me are the ones who really are the ones who have misread the words that are killing me right now. The words that are casting me away God's words My God These are not your words These are not your words these are not your words I believe in you But these are not your words It couldn't be the only one who reads my every thought I believe what you say is right so if that means I have to hate my very self I can't do it.

If You Could Hire a Screenwriter from Hollywood Whom to Steer Clear of

If You Could Hire a Screenwriter from Hollywood Whom to Steer Clear of If You Could Hire a Screenwriter from Hollywood: Whom to Steer Clear of? Imagine you are in a film school and have an idea for a movie so you want to hire a screenwriter from Hollywood to write your movie. You have always dreamed of directing a film and premià ¨ring in the Sundance festival. Which Hollywood screenwriter would you pick? We have compiled a list of 4 Hollywood screenwriters who we would avoid and why. Although these screenwriters are popular and accomplished, each has their own idiosyncrasies or over the top qualities that make them the wrong fit for your film. 1. Kevin Smith To the innumerable mob of followers, Kevin Smith is known and loved for his matchless style of lowbrow humor, bathroom jokes and obsession with comic books. Perhaps he is so popular because so many teenage boys can relate to him, pot heads feel validated by his films, or no deep thinking is needed to have a laugh at one of his movies. There is something to be said for making things very simple and easy to access, it is a formula that works. But, unless your dream film involves cheesy, try-hard antics and copious sex jokes, perhaps you should pass on Smith as your Hollywood dream screenwriter. 2. David Lynch David Lynch has a trademark style that is all his own. He is a great screenwriter, but having him write your screenplay would be like taking Michael Jackson’s moonwalk and passing it off on your own. Lynch has a great style, it’s just that it belongs to him alone. His technique involves mystery, oddities and at times, an element of the psychopath.   His films and shows sometimes contain open endings leaving the viewer free to make their own interpretations. 3. Quentin Tarantino Trarantino films leave us feeling disturbed, entertained, thoughtful and nostalgic all at the same time. Tarantino films often indulge in and glorify graphic violence that distracts from the film. The brutality leaves an impression, but, it is not favorable. Despite that Tarantino has another trademark quality. The dialog between characters in his films is hypnotizing. He makes the most banal subject read like poetry. It really is magic. But very few people can make this type of dialog work, so its best left to Tarantino. 4. Slavoj iÃ… ¾ek iÃ… ¾ek is a psychoanalytic  philosopher, Marxist, critic of  capitalism  and  neoliberalism, political radical and a film critic to name a few of the hats he wears. His views philosophy and beliefs are all over the place. While he is expressive and charismatic, his talk and ideas can be incoherent leaving the viewer, or reader overwhelmed. He utter opinions about psychological traits of films without offering references, and he descends into monologues without trying to be understood, and invents symbolism where none actually exists. You might look for a more coherent screenwriter if you want your movie to be well received. So, let us know what you think. Which Hollywood screenwriter would you choose, or pass on, and why?

Proposal for purchasing new computers Case Study

Proposal for purchasing new computers - Case Study Example The new monitor has a wider screen than the older one and is very sleek which helps in saving the space on employee’s desk for other purposes. The new monitor enables employees to work on more than one application and window at a time and the speed of shifting from one window to another is even quite high which saves time. The new monitor is produced from LED technology which is energy efficient and will help the company in saving money in form of energy. The new CPUs (Central Processing Units) can operate on both Windows 7 and Widows 8, these windows provide new features to employees which will assist them in creating spreadsheets and conducting other operations related to the accounts department. These new Windows operate a much higher speed as compared to the obsolete ones which are running on Windows XP. These new computers have enhanced security systems which safeguards the work conducted by the employees of the accounts department and fights viruses and spyware issues. HP Business Desktop Pro 6300 B5N09UT Desktop Computer Intel Core i3 i3 2120 33GHz Micro Tower by Office Depot Officedepot.com (2012a) HP Business Desktop Pro 6300 B5N09UT Desktop Computer Intel Core i3 i3 2120 33GHz Micro Tower by Office Depot. [online] Available at: http://www.officedepot.com/a/products/614333/HP-Business-Desktop-Pro-6300-B5N09UT/#firstTab [Accessed: 27 Dec 2012]. Samsung S23B300B 23 Widescreen LED Backlit Monitor Glossy Black by Office Depot Officedepot.com (2012b) Samsung S23B300B 23 Widescreen LED Backlit Monitor Glossy Black by Office Depot. [online] Available at: http://www.officedepot.com/a/products/281614/Samsung-S23B300B-23-Widescreen-LED-Backlit/#firstTab [Accessed: 27 Dec

Design Principles and Practice Coursework Example | Topics and Well Written Essays - 1750 words

Design Principles and Practice - Coursework Example The infant is placed inside a jogging stroller and the runner can then push or pull the stroller to carry the weight of the infant. Other than running, the jogging stroller can also be used to transport infants over commutes because the strollers are safe by design and requirement. This report examines all major design principles and practices required to create an innovative jogging stroller. Pahl and Beitz model Market Research on Existing Devices Market research indicated that myriad companies are already manufacturing jogging strollers. The current models that are available are able to satisfy most customer requirements. Generally jogging strollers are three wheeled, vary in weight from manufacturer to manufacturer and could be foldable or fixed. (Jogging Stroller, 2011) Safety is mandatory. Seating capacity could be for one or two infants who are placed either inline or abreast on the jogging stroller as per design. Moreover, the wheels on jogging strollers are roughly 18 inches in diameter. Harnesses are also included so that the runner may tie themselves into the jogging stroller. (Luff, 2011) However, other models are available that can be pushed around. The handle bars are adjustable and storage bins have been provided to store infant accessories. (Running Advisor, 2011) Standard bare bones jogging strollers (one seat version on left and two seat version on right) Market Research from Potential Users In order to ascertain the requirements of potential users, I went to parks around the campus and interviewed parents using jogging strollers. This helped to precipitate both the good points and bad points in the jogging strollers. Most users related that the three wheel design was stable enough to prevent overturning. Wheel size is also acceptable at around 18 inches. In my survey I found only a very few jogging strollers with harnesses. Those who were using harnesses were not happy with their performance as the claimed that harnesses restricted use and ca used unwanted strain. Others who did not use harnesses said that they preferred to push jogging strollers around than become cart horses. This implies that as per aesthetics people prefer jogging strollers that can be pushed around. Moreover, when people were inquired about the appearance of the jogging stroller most people believed that the bare bones jogging strollers looked ugly. Most expressed a desire to purchase better looking models. Therefore, there exists a potential to sell a slightly expensive jogging stroller if it is made beautiful enough. The desire to have more aesthetically pleasing jogging strollers was most common amongst younger mothers (20 to 30 years old). The older mothers (30 and above) were mostly indifferent to how the jogging stroller looked. Market Research (British and European Union Standards) Under British regulations both new and used prams and push chairs must adhere to BS 7409:1996 or equivalently to BS EN 1888:2003 (equivalent European standard). Th is standard is largely concerned with safety of infants in the prams and push chairs category and sets guidelines for rollover and other similar incident prevention. Another applicable standard is BS 1877-10 which specifies the various kinds of mattresses and bumpers that are used in perambulators for children. The mattresses must allow for a certain degree of softness as well as ensure circulation of air to ensure that the child is comfortable even during long walks and runs under the sun. Another important device is the safety harness in use on push chairs which is covered by BS 6684. (BSI, 2005) Furthermore, the material used to construct children’

Jetstar Airline is an airline company that provides low cost flight

Jetstar Airline is an airline company that provides low cost flight Jetstar have their code of practice. They always want to be better and more informative relationship between their customers and insurers. They have improved their customer confidence towards their services. Each complaint they receive from a customer, they will find a way to resolve the problem by providing better services for their customers. They will keep their customer services standards as high as possible in order to get their customers coming back for it. Other than that, Jetstar has a cultural belief that they need to focus on providing their customers the lowest rate as possible so that more customers in the Asia Pacific region that takes their flight from Singapore and Australia. As a low cost carrier airline, they face a lot of challenges from their competitors especially their market in Australia, Singapore and in the other parts of the Asia Pacific but still they kept on fighting in the challenges they encountered. Due to the challenges, Jetstars income statements have been hard to remain constant. Jetstar needs to implement more strategies in order to stabilize their sales and get them increase higher. Their strategy of providing low cost fares to their customers really promotes themselves as one of the low cost airline leaders. Jetstar has had a unique way of selling that enables them to offer the cheapest fares compared to the other low cost airline in the industry. Marketing mix consists of the 7Ps which are Product, Price, Place, Promotion, People, Process and the Physical Evidence. By identifying these 7Ps it will be much easier for Jetstar to run and improve their business. Product The product that Jetstar Airline is selling is their flights destination. They offer their customers a destination that they could offer at a low cost. Price The prices they offer to their customers should be low and at a reasonable price. Since they are known as a low cost airline than they should do as what they say. Place The place where they sell their product is at the ticketing counter at an airport and also on their website which enables their customer to book and check their flight online. Promotion They always promote low prices when their customers book a flight in advance. They will give a very low price than the one they book on a near date. People The people are their target markets, who are their customers that favour to travel via airplane. They should focus on satisfying these people that have chosen to travel with their airline and they should try to attract others to chose their airline for travelling. Process The process they practice to sell their product is starting from checking their customers booking list and their flight availability to issuing the customers flight destination requests and checking in their luggage to their boarding time. Physical Evidence The only physical evidence that their customers have are their boarding pass. The boarding pass is a proof that the customer has purchase a flight destination with Jetstar Airlines. If there are any complaints to be made or an incident occurs on the flight they board, the boarding pass will be the proof that the customer is a passenger of Jetstar Airline. They have to know what to target and how to segment their market. Targeting and the segmentation of their market are important for them to enhance their business. Without focusing on these it will be hard for them to satisfy their customers. Jetstar target those who love to travel at low cost, and they have segmented their customers by knowing how to handle each customer differently and professionally. They have to really see the importance of targeting and segmentation. Understanding what their targeted customers needs and wants in the market helps them to provide better services for their customers. Segmentation will help them to spread their wings further and give them the opportunity to provide more flight destination to their customers. They should know where do travellers frequently travel to. At first their positioning strategy in the market was not really appealing to their target. They were not really perfect in some ways and that their fares were higher than the other low cost carriers that were operating in the Asia Pacific. In the Southeast Asia, their growths were held back by the regulatory environment of the region. Thus, Jetstar only gain losses from the start of their attempt to enter the Southeast Asia market. 3.0 Integration of Marketing Mix When the marketing mix are integrated, then only they can run their business smoothly because the already know what their products are, how much they are going to charge their fares, where they are going to sell it, what type of promotion are they going to offer to their customers, who are they going to sell it to, how are they going to process it and what type of evidence that the customer has purchase from them. This ensures them to Put the right product at the right place and at the right time. It might change based on the current changes of the market environment and economy. If there is a slight change in the economy such as an increase in the oil price, there will also be an increase in the fare price. A change in the environment will also affect their business, for example if there is a natural disaster or a war going on in a country that they frequently travel to; travellers would not want to travel to that certain country and their flight destination choice will be less. Their marketing mix must be able to adapt to certain changes that is occurring around them. 4.0 Target Market Segment In any business, they need to divide their market into smaller groups of customers that has a distinctive needs, characteristics, or behaviour that might need to be provided by a different product or marketing mixes; this is called market segmentation. (Armstrong G. Kotler P. 2003). Since Jetstar is a low cost carriage airline, they should turn their focus on the one segment that most of their customers prefer, even though they also offer a Star Class which gives much more comfort to the customer. They might have to improve on their services and their in-flight interior to make their customers feel comfortable at least when boarding their flight. Their in-flight services should really satisfy their customers by keeping them comfortable and providing them food and entertainment. When their customers are satisfied by what Jetstar has to offer them in their flights, surely they will suggest their other people to choose Jetstar for their travelling experiences. This way, they will be able to increase their sales. 5.0 Marketing Strategies Before building up a marketing strategy, they must look back into their marketing mix. They need to plan something that is out of the ordinary than the other low cost carriers. They can still offer a quite lavish service even though they are a low cost airline. They dont need to be the typical low cost airline where when a customer board it feels like they just boarded on a low cost bus but it does not have to be that way; customers have paid a fare that is much more expensive than taking a bus. Although, travelling by airplane is much more convenient and faster but it does not meant that customers should feel uncomfortable throughout their journey. Jetstar needs to be outstanding than the others in the industry if they want to be more profitable. They need to offer more flight destinations to their customers so that they have more choices of destination to choose from. They should also offer more departure time for their customers at least every 4 hours. By that it means Jetstar needs too buy more aircraft and hire more employees so that there could be more flights to more destinations; thus making it more profitable. In a short journey flight that is less than 3 hours, they should at least provide a complimentary drink from a choice of orange juice or carbonated drinks and not just by providing a water fountain and cups for the economy class  [2]  . Also they should provide some complimentary light snacks for the economy class customers such as peanuts or crackers. 6.0 Conclusion In order to conclude what has been written in this report, Jetstar should look into providing a service that is best for their customers. They should enhance every technology and services that they are practicing into a higher and upgraded level.

Assessing the Role of Motivation on Employees

thr ole CHAPTER 1- EXECUTIVE SUMMARY The main purpose of this study was to† assess the role of work motivation on employee performance†. This study in an assessment of this purpose used deductive approach in which a qualitative survey was carried out among employees of different companies. The survey was intended to get their responses on what they feel is (are) the best factors that could motivate them as employees among a list of ten motivational factors.In this light the study sets to identify the most ranked factors among the ten motivational factors. The analysis from the empirical findings showed that Job satisfaction† was the most ranked factor for both sub groups that made up the sample survey. However a study from previous researches used in this study showed that different results could be obtained from different groups of already working employees.This study therefore can be seen as an introduction to a more detailed study to be carried by future research ers on the field of employee’s motivation. CHAPTER 2- INTRODUCTION * Background When looking at factors that affect job satisfaction, I find that Agency theory might be helpful as it explains the extent to which organizations need to think of their human resource responsible in producing the output needed by organizations to meet shareholders value.Agency theory is concerned with issues related to the ownership of the firm when that ownership is separated from the day-to-day running of the organization. It assumes that in all but owner- managed organizations the owner or owners (known in agency theory as the â€Å"principal†) of an organization must vest authority to an â€Å"agent†-corporate management- to act on their behalf. The principal recognizes the risk, here and act on the assumption that any agent will look to serve its own as well as the principal interests as it ulfils it contract with that principal. However, this is not the situation in real life s ituation. As all agents are perceived to be Opportunistic. These approaches are to examine the problems of human exchange derived from the field of finance and economics but they are often applied to the study of shareholders Risk Management (SHRM). Agency theory is therefore used to analyze this conflict in interest between the principal (shareholders of organizations) and their agents (leaders of these organizations).Whereby the â€Å"Agents† in keeping with the interest of the shareholders and organizational goals turn to use financial motivational aspects like bonuses, higher payrolls, pensions, sick allowances, risk payments, perks to reward and retained their employees and enhance their performance. There is a strong lobby propounding the view that human resources and their management are the source of competitive advantage for the business, rather than, say, access to capital or use of technology.It is therefore logical to suggest that, attention needs to be paid to th e nature of this resource and its management as this will impact on human resource behavior and performance and consequently the performance of the organization. Indeed Boxall and Steeneveld (1999) argue that there is no need to prove the relationship between firm critical influence on performance and labour management as it is self evident that the quality of human resource management is a critical influence on the performance of the firm.Concern for strategic integration, commitment flexibility and quality, has called for attention for employees motivation and retention. Given this perception, the principal in an organization feels unable to predict an agent’s behavior in any given situation and so brings into play various measures to do with incentives in other to tie employee’s needs to those of their organization. Thus getting employee’s identification with respect to the organization, and thus increasing their commitment level.As an approach to mediate the employment contract, elements of human resource strategy (especially those to do with rewards and retention) can offer a way of ensuring an efficient transaction process that enables both parties to get committed towards the fulfillment of each other needs. The fundamental problem, dealt with is what drives or induces people to exploit their potential resources in the way they do in organizations? The issue of motivation and performance are they positively related?By focusing on the financial aspect of motivation problem like bonus system, allowances perks, salaries, etc. By paying attention to the financial aspect of motivation, I intend to probe in to the role this aspect has on enhancing employee’s performance. I believe, financial motivation has become the most concern in today’s organization, and tying to Mallow’s basic needs, non-financial aspect only comes in when financial motivation has failed. Though in some situation, it is being operated side by sid e.But as a research topic for my thesis I will employ the financial aspects of motivation used by the agents of organization in enhancing their employee’s performance and the extent to which non-financial aspects of motivation turn to enhance employee’s performance. To evaluate the methods of performance motivation in organization in organizing some motivational factors like satisfies and dissatisfies will be used to evaluate how employees motivation is enhanced other than financial aspects of motivation. Problem Statements As a research question, the research seeks to answer what role motivation plays in enhancing performance in organization. This will be possible through analysis of information gathered from students. Hence this thesis is mainly quantitative. * Objectives In trying to find an answer(s) to the research question and on the basis of the above background discussion and research question, the main purposes developed for this thesis is to assess the factor s that motivate employees to perform best at work.This is done by carrying out a survey in which respondents responding to a survey, ranked the least two most important factor on a list of ten factors, and how these factors influence them. * Limitations and Demarcations The limitation is being considered in relation to the natural explanation to which the researcher has limited the study and the active choices to limit the study area that is financial motivation as a determinant of performance. The study is limited to existing theories and models, and their influence and limitation on performance enhancement.By considering the financial and non-financial aspect of motivation on employees’ performance relating to existing theories and models, I intend to mark a demarcation for the study. Here I have considered limitation in line with the research objective that is the study is limited. I believe that with the changing nature of the work force, recent trends in development, inf ormation and technology, the issue of financial motivation becomes consent on one of the most important assets in an organization.A lot has been said on the outside forces of an organization. This research considers the inside forces as a starting point. Ideally, a study of all the explanatory variables will be considered appropriate in order to capture the interactive influences of other variables and thus be able to come up with holistic and generally more acceptable results, of financial motivation and performance. * Definitions Motivation: Motivation by definition refers to what activates, directs human behavior and how this behavior is sustained to achieve a particular goal.Also it can be defined as the set of processes that arouse, direct and maintain human behavior towards attaining some goals. Jones (1955) argues that† Motivation is concerned with how behavior gets started, is energized, is sustained, is directed, and is stopped and what kind of subjective reaction is present in the organization while all this is going on. † Role of financial motivation: The potential role of money is – (1) Conditioned reinforce (2) An incentive which is capable of satisfying needs (3) An anxiety reducer (4) Serves to erase feelings of dissatisfactionEmployee satisfaction: This refers to the positive or negative aspects of employee’s altitude towards their jobs or some features of the job. Organizational Goals: A concept, which refers to the focus of attention and decision-making among employees of a sub-unit. Organizing: This involves the complete understanding of the goals of organization, the necessity of proper co-ordination, and the environmental factors that influence the goals and employees within the organization. Employee attitudes: Mental state of readiness for motive arousal.Performance: the act of performing; of doing something successfully; using knowledge as distinguished from merely possessing it; A performance comprises an even t in which generally one group of people (the performer or performers) behave in a particular way for another group of people. Efficiency: The ratio of the output to the input of any system. Economic efficiency is a general term for the value assigned to a situation by some measure designed to capture the amount of waste or â€Å"friction† or other undesirable and undesirable economic features present.It can also be looked as a short run criterion of effectiveness that refers to the ability of the organization to produce outputs with minimum use of inputs. CHAPTER 3- Literature review * What is motivation? According to Greenberg and Baron (2000) this definition could be divided into three main parts. The first part looks at arousal that deals with the drive, or energy behind individual (s) action. People turn to be guided by their interest in making a good impression on others, doing interesting work and being successful in what they do. The second part referring to the choic e people make and the direction their behavior takes.The last part deals with maintaining behavior clearly defining how long people have to persist at attempting to meet their goals. Reinter (1995), Buford, Bedeian &Linder (1995), Higgins (1994) all cited in Linder (1998,) defined motivation as â€Å"the psychological process that gives behavior purpose and direction, a predisposition to behave in a purposive manner to achieve specific unmet needs, an unsatisfied need, and the will to achieve, respectively. Young (2000) suggest that motivation can be defined in a variety of ways, depending on who you ask .Ask someone on the street; you may get a response like â€Å"it’s what drives us† or â€Å"it’s what makes us do the things we do. † Therefore motivation is the force within an individual that account for the level, direction, and persistence of effort expended at work. † Halepota (2005) defines motivation as â€Å"a person’s active partic ipation and commitment to achieve the prescribed results. †Halepota further presents that the concept of motivation is abstract because different strategies produce different results at different times and there is no single strategy that can produce guaranteed favorable results all the times. Antomioni (1999), â€Å"the amount of effort people are willing to put in their work depends on the degree to which they feel their motivational needs will be satisfied. On the other hand, individuals become de-motivated if they feel something in the organization prevents them from attaining good outcomes. It can be observed from the above definitions that, motivation in general, is more or less basically concern with factors or events that moves, leads, and drives certain human action or inaction over a given period of time given the prevailing conditions.Furthermore the definitions suggest that there need to be an† invisible force† to push people to do something in return. It could also be deduced from the definition that having a motivated work force or creating an environment in which high levels of motivation are maintained remains a challenge for today’s management. . This challenge may emanate from the simple fact that motivation is not a fixed trait –as it could change with changes in personal, psychological, financial or social factors.For this thesis, the definition of motivation by Greenberg & Baron (2003) is adopted, as it is more realistic and simple as it considers the individual and his performance. Greenberg &Baron defines motivation as:â€Å"The set of processes that arouse, direct, and maintain human behavior towards attaining some goal†. (Greenberg &Baron, 2003) Bassett-Jones &Lloyd (2005,) presents that two views of human nature underlay early research into employee motivation. The first view focuses on Taylors, which viewed people as basically lazy and work –shy†, and thus held that these set of em ployees can only be motivated by external stimulation.The second view was based on Hawthorn findings, which held the view that employees are motivated to work well for â€Å"its own sake† as well as for the social and monetary benefits this type of motivation according to this school was internally motivated. * Motivational theories Even though much research been conducted on the field of financial motivation and many researchers and writers have proposed theories on the concept of financial motivation, and its role in enhancing employee’s performance in every organization some of these models have been widely used and accepted by today’s organizations leaders.In this thesis discussion on some of the motivational theories will include Alders (ERG theory), Maslow (Need theory), Vrooms (Expectancy theory), Adams (Social equity theory), Taylor (productivity theory), Herzberg (Two factor theory), Mac Gregory (theory X and Y), Geogopalaus (path goal theory) and skinn er (Reward theory). To better understand this discussion a summary of the theories is presented and an indebt discussion on Maslow and ERG theories on which I base my thesis overlooked.Alder asserts in his Existence relatedness and growth theory commonly known as the ERG theory that there are three basic human needs: Existence, relatedness and growth, which must be meet by an employee to enable him, increase performance. Maslow (1943) suggests that human needs can be classified into five categories and that these categories can be arranged in a hierarchy of importance. These include physiological, security, belongings, esteem and self-actualization needs. According to him a person is motivated first and foremost to satisfy physiological needs.As long as the employees remain unsatisfied, they turn to be motivated only to fulfill them. When physiological needs are satisfied they cease to act as primary motivational factors and the individual moves â€Å"up† the hierarchy and se ek to satisfy security needs. This process continues until finally selfactualisation needs are satisfied. According to Maslow the rationale is quite simple because employees who are too hungry or too ill to work will hardly be able to make much a contribution to productivity hence difficulties in meeting organizational goals.Vroom (1964) proposes that people are motivated by how much they want something and how likely they think they are to get it he suggest that motivation leads to efforts and the efforts combined with employees ability together with environment factors which interplay’s resulting to performance. This performance interns lead to various outcomes, each of which has an associated value called Valence. Adams (1965) on his part suggests that people are motivated to seek social equity in the Rewards they receive for high performance.According to him the outcome from job includes; Pay, recognition, promotion, social relationship and intrinsic reward . to get these rewards various inputs needs to be employed by the employees to the job as time, experience, efforts, Education and loyalty. He suggests that, people tend to view their outcomes and inputs as a Ratio and then compare these ratios with others and turn to become motivated if this ratio is high. Taylor (1911) observed the soldering by employees, which is a situation whereby workers work less than full capacity.He argued that soldering occurs due to the fact employee’s fear that performing high will lead to increasing productivity, which might cause them to lose their jobs. This slow paces of work where promoted by faulty systems however this situation is not what prevails with contemporary employees who organizations evaluate them through their performance. Herzberg suggested that there are factors in a job, which causes satisfaction. These he called intrinsic factors (motivators) and other factor he refers to as dissatisfies (hygiene factors).According to him if the motivation al factors are met, the employee becomes motivated and hence performs higher. Mac Gregory suggested that there exist two sets of employees (lazy and ambitious employees) with lazy employees representing theory X, hard and ambitious workers representing Y. According to him the lazy employee should be motivated to increase performance in an organization. Geogopalaus path Goal theory of motivation states that, if a worker sees high productivity as a path leading to the attainment of one or more of his personal goals, he will turn to be a high producer.But if he sees low productivity as the path leading to the attainment of his goal he will turn to be a low producer and hence needs to be motivated. This discussion on the above motivational theories explains the fact that the concept of employee’s motivation has been a critical factor addressed by previous authors as what determines the core competence of every organization in achieving a competitive position. Skinner who propound ed that any behavior that is rewarded tends to be repeated supported this view. The term motivation has been used in numerous and often contradictory ways.Presently there appears to be some agreements that the crucial thread that distinguishes employee’s motivated behaviors from other behavior is that it is goal directed behavior, Bandar (2000P223) argues that the core of motivating individuals lies in the goal-directed aspect of behavior. Jones suggested â€Å"motivation is concern with how behavior gets started, is energized, is sustained, is directed, is stopped and what kind of subjective re-action is present in the organization while this is going on. The process egins because of tension within drives or needs of an employee. Next there is a search within the company or groups or within employee to fulfill his desires. When the employee is satisfied with his financial motivation he redefines his desires and needs and the process is initiated again. These groups of resea rchers were over the years divided into what was later labeled the content and process theories of motivation. Steers, mow day& Shapiro (2004) the process generated during this period, makes this period referred to as â€Å"the golden age of work motivation theories†. Never before and, some would argue, never since has so much progress been made in explicating the etiology of work motivation† (steers et al. ) Bassett-Jones & Lloyd (2005) suggests that the â€Å"content theorists led by Herzberg, assumed a more complex interaction between both internal and external factors, and explored the circumstances in which individuals respond to different internal and external stimuli. On the other hand, process theory, where victor Vroom was the first exponent considers how factors internal to the person result in different behaviors.From the focus point of these two groups, one could observe that the process theories attempt or try to understand the thinking processes an indivi dual might go through in determining how to behave in a workplace. The primary focus was on how and why questions of motivation, how certain behavior starts, developed and sustained over time it is true that human behavior in general is dynamic and could affect the individual’s personal altitude as well as factors surrounding that individual.These exogenous factors eminent from the environment in which the individual operates generate stimuli to employees. It is my belief that employees in general are goal seeking and look for challenges and expect positive re-enforcement at all times. Hence it could only be of benefit if organizations could provide these rewards and factors. Though I have discussed earlier in this thesis that employees are financially motivated, motivation could be seen as a moving target, as what motivates differs among different people.And may even change for the same person over a given period of time, developments within the modern organization has proba bly made motivating employees ever more difficult due to the nature of every individual, behavior increasing the complexity of what can really motivate employees. Bassette-jones & Lloyd (2005) â€Å"expectancy, equity, goal setting and reinforcement theory have resulted in the development of a simple model of motivational alignment. The model suggests that once needs of employees are identified and organizational objectives and also satisfy employee needs .If poorly aligned, and then low motivation will be the outcome†. According to (Wiley, 1997) â€Å"modern approaches to motivation may be organized into three related clusters: (1) personality-based views (2) cognitive choice or decision approaches and (3) goal or self-regulation perspective; where personality-based views emphasize the influence of enduring personal characteristics as they affect goal choice and striving. Workplace behavior is posited to be determined by persons current need state in certain universal need category.Cognitive choice approaches to work motivation emphasize two determinant of choice and action; expectations, and subjective valuation of the consequences associated with each alternative. These expectancy value theories are intended to predict an individual choice or decision. Goal framework to work motivation emphasize the factors that influence goal striving which focuses on the relationship between goals and work behavior. The assumption is that an employee’s conscious intentions (goals) are primary determines of task-related motivation since goals direct their thoughts and action†.It is worth noting that an in-depth review of all the different theories mentioned above, is beyond the scope of this thesis. However, the personality-based perspective of work motivation within which Maslow need theory of motivation and Alders ERG theory falls will provide the main support and serve as a foundation for the research reported in this thesis. Specifically, as organi zational scholars have paid a great deal of attention to the idea that people are motivated to use their jobs as mechanisms for satisfying their needs.This project intend to use Maslow’s hierarchy of need theory of motivation as a foundation to identify the factors that motivate today’s employees, and in the process determine a ranking order off actors that motivates these employees, the original Maslow theory will be looked at more detail hereof. * History and Explanation of Maslow’s Hierarchy of Need Theory The â€Å"motivation to work† published by Maslow probably provided the field of organizational behavior and management with a new way of looking at employees job altitudes or behaviors in understanding how humans are motivated.Probably the best-known conceptualization of human needs in organizations has been proposed by this theory. Abraham Maslow was a clinical psychologist who introduced his theory based on personal judgment, which was generally k nown as the need hierarchy theory. According to him if people grew in an environment in which their needs are not met, they will be unlikely to function as healthy individuals or well adjusted individuals. This idea was later applied to organizations to emphasize the idea that unless employees get their needs met on the job, they will not function as effectively as possible.Specifically Maslow theorized that people have five types of needs and that these are activated in a hierarchical manner. This means that these needs are aroused in a specific order from lowest to highest, such that the lowest-order need must be fulfilled before the next order need is triggered and the process continues. If you look at this in a motivational point of view Maslow’s theory says that a need can never be fully met, but a need that is almost fulfilled does not longer motivate.According to Maslow you need to know where a person is on the hierarchical pyramid in order to motivate him/her. Then yo u need to focus on meeting that person’s needs at that level (Robbins) According to Greenberg and Baron (2003,) the five needs identified by Maslow correspond with the three needs of Alderperson ERG theory. Whereas Maslow theory specifies that the needs be activated in order from lowest to highest Alder’s theory specifies that the needs can be activated in any order. His approach is much simpler than Maslow’s.Alder specifies that there exist three main needs as opposed to five postulated by Maslow. This human basic needs include existence, relatedness and growth. These needs according to Alder need not necessarily activated in any specific order and may be activated at any time. According to him Existence needs corresponds to Maslow’s physiological needs and safety needs. Relatedness needs corresponds to Maslow’s social needs and growth needs corresponds to esteem and self-actualization needs by Maslow.Below is a summary of these needs that in this thesis are divided into Deficiency needs(psychological, safety, social needs) and Growth needs (esteem, self-actualization needs). Factors Explanation 1. Physiological needs are the need at the bottom of the triangle and include the lowest order need and most basic. This includes the need to satisfy the fundamental biological drives such as food, air, water and shelter. According to Maslow organizations must provide employees with a salary that enable them to afford adequate living conditions.The rationale here is that any hungry employee will hardly be able to make much of any contribution to his organization. 2. Safety needs this occupies the second level of needs. Safety needs are activated after physiological needs are met. They refer to the need for a secure working environment free from any threats or harms. Organizations can provide these need by providing employees with safety working equipment e. g. hardhats, health insurance plans, fire protection etc. The rationale is th at employees working in an environment free of harm do their jobs without fear of harm. . Social needs: This represents the third level of needs. They are activated after safety needs are met. Social needs refer to the need to be affiliated that is (the needed to be loved and accepted by other people). To meet these needs organizations encourage employees participation in social events such as picnics, organizations bowling etc 4. Esteem needs this represents the fourth level of needs. It includes the need for self-respect and approval of others. Organizations introduce awards banquets to recognize distinguished achievements. . Self-actualization: This occupies the last level at the top of the triangle. This refers to the need to become all that one is capable of being to develop ones fullest potential. Most research on the application of need theory found that although lower-level managers are able to satisfy only their deficiency needs on the jobs, managers at the top level of org anizations are able to satisfy both their deficiency and growth needs (Greenberg &Baron2003) this view was supported by Shipley &Kiel (1988)Shiply &Kiel (1988) argue that as â€Å"need satisfaction is an attitude, and that it is perfectly possible for a worker to be satisfied with his/her need, but not be motivated the reverse of which holds equally true. Hence, need satisfaction and motivation are not synonymous and both need fulfillment and un- fulfillment can have negative as well as positive influence on motivation. * Organizational /managerial Applications of Maslow’s Need theory The greatest value of Maslow’s need theory lies in the practical implications it has for every management of organizations (Greenberg & Baron 2003).The rationale behind the theory lies on the fact that it’s able to suggest to managers how they can make their employees or subordinates become self-actualized. This is because self-actualized employees are likely to work at their maxi mum creative potentials. Therefore it is important to make employees meet this stage by helping meet their need organizations can take the following strategies to attain this stage 1. Recognize employee’s accomplishments: Recognizing employee’s accomplishments is an important way to make them satisfy their esteem needs.This could take the form of awards, plagues etc†¦ According to (Greenberg & Baron 2003, p197) research carried out in GTE Data services in Temple Terrace, Florida shows that awards are given to employees who develop ways of improving customer’s satisfaction or business performance. But it should be noted that according to Greenberg &Baron awards are effective at enhancing esteem only when they are clearly linked to desired behaviors. Awards that are too general fail to meet this specification. 2. Provide financial security: Financial security is an important type of safety need.So organizations to motivate their employees need to make them fi nancially secured by involving them in profit sharing of the organization. In a research carried out with AT&T and Wang showed that 50% of their employees received financial outplacement services to assist laid-off employees in securing new jobs. 3. Provide opportunities to socialize: Socialization is one of the factors that keep employees feel the spirit of working as a team. When employees work as a team they tend to increase their performance.Research conducted on IBM shows that it holds a â€Å"family day† picnic each spring near its Armonk, New York headquarters. 4. Promote a healthy work force: Companies can help in keeping their Employees physiological needs by providing incentives to keep them healthy both in health and mentally. In a research carried out at the Hershey Foods Corporation and Southern California Edison Company showed that Employees are provided with insurance rebates with health lifestyles while extra premiums were given to those with risk habits like smoking. * Criticisms of Maslow’s Need theory of motivationMaslow proposed that if people grew up in an environment in which their needs are not meet, they would be unlikely to function healthy, well-adjusted individuals. Research testing Maslow’s theory has supported the distinction between the deficiencies and growth needs but showed that not all people are able to satisfy their higher-order needs on the job. According the results of the research managers from higher echelons of organizations are able to satisfy both their growth and deficiency needs lower level managers are able to satisfy only their deficiency needs on the job.Maslow’s theory has not received a great deal of support with respect to specific notion it proposes (Greenberg &Baron 2003, p195). To them this model is theorized to be especially effective in describing the behavior of individuals who are high in growth need strength because employees who are different to the idea of increasing their growth will not realize any physiological reaction to their jobs. Centers &Bengal (1966) in their survey carried out among a cross-section of the Working population in Los Angeles, posited â€Å"background factors, altitudes and aspirations Affects workers needs, expectations and situation assessment†.According to Graham & Messner (1998) there are generally three major criticisms directed to the need theory and other content theories of motivation. (A) There is scant empirical data to support their Conclusions, (b) they assume employees are basically alike and (c) they are not theories of Motivation at all, but rather theories of job satisfaction. This was supported by the views ofNadler & Lawler (1979) in Graham &Messner (2000). Nadler & Lawler (1979) cited in Graham & Messner (2000) were also critical of the need theory of motivation.They argue that the theory makes the following unrealistic assumptions about employees in general that: (a) all employees are alike (b) all s ituations are alike and that (c) there is only one best way to meet needs. Another critic to this view was Basset-Jones & Lloyd (2004). Basset-Jones & Lloyd (2004, p 961) presents that in general, critics of the need theory argue that it is as a result of the natural feeling of employees to take credit for needs met and dissatisfaction on needs not met.Nonetheless and regardless of the heavy criticism levied at the hierarchy of need theory, I believe that this theory has a made a significant contribution in the field of organizational behavior and management especially in the area of employee motivation and remains attractive to both researchers and managers alike. The incorporation of the need theory into the work environment today could be as a result of the contributions made so far by Maslow’s Hierarchy of need theory. Empirical studies on employee motivation using the original and Adapted Maslow’s model If any person has to come up with the question that is there any need for employees motivation? The answer to this type of question of-course should be simple-the basic survival of every organization is it public or private limited before, today and in the foreseeable future lies in how well its work force is motivated to meet the objectives of the organization. This explains why the human resource department in today’s organization is became a focus of its core functions.I think that motivated employees are needed in this rapidly Business world where the principal-agent conflict is the issue confronting most managers. Most organizations now consider their human resources as their most valuable assets (a strategic or competitive advantage). Therefore, in order to effectively and efficiently utilize this strategic asset, I believe managers and the organization as a whole must be able and willing to understand and hopefully provide the factors that motivate its employees within the context of the roles and duties they perform.This is bec ause highly motivated employees are the cause of high productivity levels and hence higher profits for the organization. Having noted this rationale the next question one may ask are what factors motivated today’s employees†? According to Wiley (1997, p265) at some point during our lives, virtually every person may have to work. He claims that working is such a common phenomenon that the question â€Å"what motivates people to work is seldom asked.Wiley went on to say that â€Å"we are much more likely to wonder why people climb mountains or commit suicide than to question the motivational basis of their work†, therefore, exploring the altitudes that employees hold concerning factors that motivate them to work is important to creating an environment that encourages employee motivation. From the much amount of literature available on employee motivation, it is clearly evident that a lot of surveys regarding employees and what motivates them have been undertaking. These employee motivation surveys have been conducted in many different job situations, among different categories of employees using different research methods and applications. One of the very first survey to be conducted was on industrial workers by (Hershey & Blanchard, 1969) over the years, similar or different survey employees have been carried out see (Kovach, 1987, 1993) (Wiley, 1995), (Lindner, 1998, 1999) According to a research carried out by Kovach on industrial employees who were asked to rank ten â€Å"job rewards† factors based on personal preferences where the value 1 represented most preferred and 10 being the least preferred.The results were as follows (1) full appreciation of work done (2) feeling of being (3) sympathetic help with personal problems 4) job security (5) Good wages and salaries (6) interesting work (7) promotion & Growth (8) employees loyalty (9) Good working conditions (10) tactful discipline. During the periods of (1946, 1981 & 1986) when e mployee surveys were carried out, supervisors were at the time asked to rank job rewards, as they taught employees would rank them.The rankings by the supervisors were relatively consistent for each of the years. These rankings were as follows: (1) Good wages (2) Job security (3) promotion and Growth (4) working conditions (5) interesting work (6) personal loyalty to employees (7) tactful discipline (8) full appreciation (9) sympathetic help with personal problems (10) recognition (Kovach 1987) The results from the supervisor survey indicated that their ranking had not changed over the study period with regards their collective perception of factors that motivate employees.This shows that they had a very inaccurate perception of what motivates employees but also that they did not realize the importance of the need theory. In a survey by Wiley (1997, p. 278) in which approximately 550 questionnaires were administered to person employed at different industries and divided into 5 subgr oups, or categories namely: (occupation, gender, income levels, employment status and age) they were asked to rank 10 factors according to the level of importance each is in motivating them to perform best with the most important factor ranked 1 and the least important ranked 10th.The survey concluded with the following collective rank order by respondents: (1) Good wages (2) full appreciation of work done (3) job security (4) promotion (5) interesting work (6) company loyalty to employees (7) Good working conditions (8) tactful discipline (9) recognition (10) sympathetic help with personal problems.The results from a representative sample of the labour force in seven different countries by Harpaz (1991) showed that the two most dominant work goals were â€Å"interesting work† and Good wages†; He further concluded that these two factors were consistent across different organizational levels, between genders and age groups. Quinn (1997) also cited in Harpaz (1991 p. 311) concluded, â€Å"When the ratings of twenty three job related factors (including the need factors) were carried out, the conclusion reached was that no single factor was pre-eminently important†.He further pointed out that, â€Å"The most aspect of the worker job was that of sufficient resources to perform a task. From the above studies presented so far, the rankings by different subgroups have shown semantic differences in the importance placed on different motivational factors. For example (Kovach, 1987, Wiley, 1997 and Harpaz, 1990) . The discrepancies in these research findings supports Nelsons (2001) positional view that â€Å"what motivates employees differs and may change for the same employee over time†.It is appropriate at this level to give a brief summary of the previous researches in this thesis. Even though the original need hierarchy theory was presented some 50 years ago, some of its if not all factors remain of significant importance to employees toda y. The large number of earlier and recent studies investigating employee motivation using sometimes the original or modified version of Maslow’s theory, may continue the appreciation of this theory and the issue of employee motivation.The literature also shows that where the original theory was lacking (short comings or criticized for), has been greatly taken into consideration. Researchers have taken issues such as differences in gender, age, income, culture & countries etc and how these may affect or influence employee work motivation extensively. The commonality between these previous researches is the agreement that certain factors are more important as motivational factors than others and that these factors may change from one employee to another.These previous studies have also been taken using different methods, from surveys, questionnaires, face-face interviews, but their outcomes have not differed significantly. A possible explanation could be due to the fact that ev en though these studies were carried out using different methods and target population, the motivator’s factors remain same. The literature used in this thesis covers a wide range of time period, highly relevant and useful for addressing the purpose of this thesis. CHAPTER 4- RESEARCH METHODOLOGY * MethodIn order to form a background and to give the reader an appropriate direction of focus of my work, I have put forward and motivate the choices I have made when working on this research. Thus all the issues raised in this chapter should form the basis for evaluation of the result in the light of how I have planned and carried out the work. * Choice of Subject In a rapidly evolving environment, where skills and capabilities continuously play a vital role in the creation of shareholders wealth and values, firms must be able to learn fast and adapt regularly.So as to attract, retain and integrate their workers with respect to new challenges of globalization and technological adva ncement. Ensuring that their workers can construct and share strategically valuable knowledge. Organizations must be able to arouse, directs and sustained human behavior to achieve organizational goals and meet shareholders value many organizations have failed to link employee’s interest to those of the organizations and as such, employees and employers job contract has become unstable, with higher labour turn over.Thus I have chosen to write on this topic because traditional tangible assets (employees) have become less important than intangible knowledge -based assets (technology). I believe, a study like this one could form the bases for the evaluation of company motivational strategies, and thus a quorum for future research and organizational adjustments.The emergence of the knowledge economy is one of the most dramatic shifts to have taken place in society since the industrial revolution, with the impact of the World Wide Web I address the belief that, with the current tr end of globalization, labour turnover demands more part times to full time jobs, companies need to continuously measure and evaluate their motivational strategies with respect to labour turnover and the number of new applicant and hence think on how to enhance performance.Having worked back home, with some organizations where I served as an intern, I realized that some employers were misunderstanding the concept of motivation. The work environment was not conducive and in most situations, the environment was tense with little or no job satisfaction employer’s turn to look upon financial motivation as the only aspect of motivation, which can be used to enhance every employee’s performance. Thus, I thought of the issue of employee’s motivation of a research interest.Thus when the issue of a C-level thesis came to my mind I reflected on my past experience with my former employers with motivation being a point of focus. I believe the result and recommendation could serve some other organizations and open up opportunities for further research. We may agree that in reality most if not all organizations consider their employees to be the most valuable resources since the other factors of production can easily be obtained due to globalization.Researchers for example Pfeiffer (1998), cited in (Whittington and Evans, 2005) suggested â€Å"perhaps the only remaining source of sustainable competitive advantage is through people†. This in other words suggests that the effective and efficient management of this human resource has and will continue to be of increasing importance possibly for all organizations. Thus, the subject of this thesis was based on the increase importance of people within all kinds of organizations.That is to identify if financial motivation is the sole factor pushing today’s employees to go the extra mile and give their best at work, and in so doing provide a rank of all other factors that can push employees to best performance. Aspiring as a future manager, the findings of this thesis will not only help me understand what motivates employees in different works of life, but also an advantage for my future managerial abilities and capabilities. * PerspectivePerspective in terms of a research study can be considered as the starting point of the research study . it more or less clarifies from which direction the researcher(s) studies the problem at hand and how he or she plans to interpret the research findings in reality. The choice of perspective usually has a strong connection with the purpose of the research and most often than not influences the choices of methods and theories needed to carry out the research (Reed, 2006).The general perspective in this thesis is broadly from USBE student’s point of view as employees and future employees. That is to identify what motivates employees to do best at work. This perspective is taken with the hope that results of this thesis could act as gu ide that would help organizations retain their most valuable resource and hopefully reap the rewards of a motivated work force. This thesis will provide a collective rank order of motivational factors among employees, taking the perspective of the employees is considered to be appropriate for this thesis.Writing a research like this one requires every researcher to take a stand and have a view of knowledge. Here, I have taken my stand or perspective for this research with respect to two folds. An academician and a businessperson can often view problem interpretation differently. Here the perspectives I have taken reflect my interpretation and findings of the problem at hand. Thus, my overall objective is â€Å"To assess the role of work motivation on employee’s performance†.Thus my perspective is that of performance enhancement in relation to financial Motivation and to judge if other motivational factors can as well enhance employees’ performance. * Preconcepti on Individual’s preconceptions are their ideas that exist regarding different phenomenon. According to the Cambridge advanced learners dictionary, preconception is an idea or opinion formed before enough information is available to form it correct (Reed, 2006, p1).This opinion is as a result of a complex pattern, which is usually influenced by a person’s practical experience, social background education, etc. Each and everyone decision values and behavior is affected by preconceptions for they posses it. It therefore undermines everyone complete objectivity especially when making observations. Rather than pursuing complete objectivity, I should instead be aware of such a phenomenon and let them not interfere in my decisions in an unreasonable manner.Preconceptions differ from individual to individual depending on for example experiences, education or previous scientific work. Education in its self forms a strong foundation for understanding, preconceptions. Preconcepti ons are socially founded, subjective opinions on the issues to be studied. The scientist preconceptions vary depending upon the parents, religion conviction, circle, and set of acquaintances, working places, social status. Some are deeply founded than others and as such are harder to change e. g. faith and politics.As a business student with previous economic background and work experience, my preconceptions will not only affect my findings and the conclusions made, but also the whole scientific process as noted earlier. Thus pure objectivity is very difficult to maintain in scientific research. To some extent, my findings reflects the values, my work is inevitably subjective and that it is important for me to give the reader knowledge regarding my background providing the reader with sufficient information against which the work research can be evaluated and understood.Preconceptions are the foundation upon which I have based all my following experiences and therefore the following experiences can be colored by our preconceptions. They are not just a built in memory; they affect me while I search from new knowledge and decide the approach that I have on the subject that am about to explore (Sarita N, and Ulrika Ronnholm (2004) Culture what are its effects). My preconceptions came from my previous studies and practical experience within the public sector in Cameroon and educational background.Having this in mind, my preconceptions (especially about the motivational importance of money) and how this might affect the study was questioned at great lengths Primarily because the empirical findings or results of this thesis will be based on the responses obtained from the questionnaires administered to the survey participants, which of course during the study period are not affected by my individual preconceptions. * Ideal Depending upon the way you choose to perceive the reality, a scientific research should be essential to give the reader knowledge on the research .This view should follow the theoretical and scientific choices of the study. They are two scientific ideals that emerge from the interpretation at hand; the positivism and the hermeneutic. These ideals are two extremes and the researcher may place him any way along the line. In my reflections upon the rule of financial motivation, I describe myself as an unreconstructed positivist, guided by the belief that employees are motivated financially to perform better. As a result, conclusions can be drawn about employees’ attitudes towards financial motivation.These results in the generation of scientific knowledge base on generalized propositions that can be tasted against facts from which it is possible to Asses the rule of work motivation on employee performance. * Approach In this research, I will follow the deductive approach. Since it utilizes a wide range of existing theories and tries to find answers from existing research and findings about motivation and employees enhance ment, which I very much believe, will be use to form the basis to compare, analyze and investigate the findings of the research.The investigation will start from a sample questionnaire and various theories on motivation, and performance enhancement relating them to previous research. And then conclude by analyzing Results of the questionnaire ranking the motivational factors that is welcomed by employees towards their performance. Reed (2006,p1) suggest that,† empirical research generates knowledge derived from observation or experimentation as opposed to theory and that empirical research uses inductive reasoning to draw conclusions about the experimentation and observations †.In general, a study can be carried out using an inductive or deductive approach. Reed goes further to present that the inductive approach is â€Å"where specific observations or measurements are made in order to develop broader conclusions, generalization and theories. The deductive on the other hand, is â€Å"where one starts thinking about generalizations, then proceeds towards specifics on how to prove or implement the generalizations. * Research Method Basically, they are two main research methods and each method is employed and used depending on the research question at hand.Firstly, the qualitative method is where the goal is to widen the knowledge and the whole pre-understanding through field observations or in laboratories. The weakness of this method is the effect from the control of the phenomena, which will continue to change because of the scientific process. During the oral method, the interviewer should guide the conversation as little as possible. Through the language, the scientist and respondents could take part of each other’s thoughts by their own valuations and experience, for it ecomes easier for the scientist to gather information from the respondents. Qualitative research is by no means a new strategy or framework for doing social research (Ha milton, 1994; Vidich and Lyman, 1994). None-the-less, there has been a very considerable growth in the use and popularity of qualitative research since the early 1960s, which can easily convey the impression that it is of more recent origin than is in fact the case. It seems to imply any approach, which does not entail the collection and analysis of qualitative data.This view is generally regarded as unhelpful though it does have some currency, largely because for most writers and practitioners, it is viewed as being more than the mere absence of qualitative data. Quantitative methods on the other hand are based on already decided and well-structure questions, which all the respondents will be asked. The information is reduced to a certain area of interest and respondents will be repeated the same questions. This can be combined with open questions, which give the respondents the flexibility to answer from different perspectives.Quantitative and qualitative aspects may also be comb ined in the same study. They can complement each other by bringing width and depth into the research. A mix of qualitative and quantitative studies gave me the best ideal to follow as by focusing on secondary data, and previous research I intend to forge ahead with the research question. With my main objective, to achieve a deeper understanding of the chosen subject, this research will knowledge realized from articles written on the topic conducted in previous research.The combined approaches will be the most meaningful way to probe into the subject and assess the role of the financial aspect of motivation in enhancing employees’ performance. The major part of this thesis uses a quantitative method, as the aim is focus on gathering information or opinions about the many factors in a systematic manner (in this case a survey) in order to identify the factor that motivates today’s employees. However, a quantitative approach is considered most suitable when analyzing the r esults between the different subgroups of respondents as the results are mainly presented in figures. Collection The search among the students yields a considerable amount of literature (both books and scientific articles) concerning work motivation dating as far backs as the 1950s. To develop a strong theoretical background, several of these materials were utilized, which enabled me to select those that I considered most suitable for this thesis. The books and articles were found using the search engines and databases available at the Internet. From a review of literature, a survey questionnaire was developed to collect data for the study.The survey questionnaire developed included a list of ten factors that were adapted from previous researchers already mentioned in the previous discussions. During the study period, 100 surveys were administered to employees who represent the target population of this study. These typed questionnaires were all hand-delivered to participants, which were dropped in a box assigned for collection. My presence was only relevant for explaining some statements in the questionnaire that the respondents needed further explanation.The questionnaire asked participants to rank the surveys ten questions according to how important each is in motivating them as future employees to perform best at work. The most important factor was ranked 1and least important ranked 10. All factors were to be ranked and no rank could be used more than once. The participants were as well asked to indicate their; Name, Current age. The respondents filling the questionnaire found no major problem in understanding the question as they were asked the only major problem I realized although from a very small number of respondents, was that of ranking the factors.However, out of the 100 hundred questionnaires administered 75 responded questionnaires usable for this project (75%). The remaining 25% were those that were not refund by the respondents for various reas ons, which could not be, count for. In general, collecting data among employees was very interesting, as many of the respondents were happy making an assessment of their future employment situations. Therefore I consider the 75% response rate to be adequate and a good sample for this project. * SampleThe purpose of this project is to access the role of financial motivation in enhancing employee’s performance in organizations, utilizing Mallow’s hierarchy of need theory as a foundation in order to achieve this aim. The process through which this would be obtain is by allowing individuals to rank a given set of adapted motivational factors according to how important each is in motivating them as employees to perform best at work. I am of the view that by using a general survey method rather than interviews, it would be possible to overcome some of the major concerns of Mallow’s critics.As a result, a total of 100 questionnaires (see appendix for sample of administ ered questionnaire), were prepared and randomly administered among employees of different organizations. These questionnaires were distributed randomly in order to ensure maximum representation of all level of employees from different works of life and to avoid any possible biases. To ensure this, for example, the sample included employees from different age groups, regions and studying different field of programmers. * Choice of investigating factorsChoosing the investigating factors for a research is of great importance for the outcome of that study. The factors selected in this study are from a number of previous studies, enabling this thesis to accommodate a broader view of the existing literature. Therefore it is only necessary at this point to motivate my choice for adopting some factors for this thesis and not others. Firstly, the original plan was to undertake a case study of Company to assess the role of financial motivation on the performance of their employees, taking int o consideration my preconceptions.However, this did not materialize because of some understanding difficulties, for example, when I contacted through phone calls to carry out my study, I was told of the understanding difficulties. Therefore with a degree of counseling from my supervisor the decision was taking to instead carry out a general survey involving employees of various companies both private and public. Secondly, only four subgroups are considered in this project.These included (name and age) because I saw them as the most appropriate subgroups to be used for this project since the respondents to the survey included just students who could only be sub-divided for easy analysis of the results. Thus a third factor was to include the basis on which the selection for the factors was done to ensure validity in the results obtained from the analysis of the survey. Thirdly, the basis for selecting the ten factors in this project was that each factor must have been used by at least more than one previous research thus making the results and analysis of this thesis objective.Hence a discussion on what constitutes Deficiency needs and Growth needs was necessary as a fourth reason for the selection of investigating factors. Fourthly, it is worth noting that from the ten factors of need used in this study, three could be regarded as Deficiency needs for every employee (Good working conditions, job security, and nature of job). While the other seven could be considered growth needs for every employee (promotion and expectations, organizational/management style, recognition, satisfying goals, Good wages, team spirit, working hours).These factors were considered to be appropriate for this study. Finally, it is worth nothing that even though most of the target population of previous studies was specific group of employees, however most of the factors used were the same, though some were different. In this study, certain factors such as Good working conditions, workin g hours were not considered, as I did not find them highly relevant in this study, as their inclusion will only result in a pull of unnecessary data. * Data analysisAfter data were collected on all the factors, excel computer programme was used to present the results. The collective rank order was determined by entering the ranking given to each of the 10 factors in the survey questionnaire. After entering the rankings given to each factor by each respondent, the total or sum of all the rankings for that factor was totaled. The factor with the least or lowest sum, was ranked number 10 or the last factor and the factor with the highest sum was ranked 1 or first.The same procedure was used to analysis the ranking of factors between the different subgroups. This system of data analysis was found to be more appropriate as different participants gave a different ranking for the same factor, and this was the simplest method that I could use to present the results. * Quality of the researc h design Validity: Research design is often divided into three broad categories, according to â€Å"the amount of control the research maintains over the conduct of the research study†. Th