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

Why Everybody Is Wrong About Process Essay Examples

Why Everybody Is Wrong About Process Essay Examples The Hidden Truth About Process Essay Examples It's very useful to take writing apart so as to see just the way that it accomplishes its objectives. As the quantity of nominalizations rises, the reader's difficulty understanding also increases. Before learning how to compose a process essay of A level, it is crucial to define the expression. To begin with, find out more about the process you're likely to be explaining. The 30-Second Trick for Process Essay Examples The writing process is a detailed process that necessitates different phases of development to be able to construct an essay or paper. In case the teacher does not provide a particular topic, it means the students got lucky to pick the processes they know the very best. If you believe you are content with the stream of the essay which you have written, you might publish it with ease. The duration of the essay is usually dependent on the difficulty and number of steps it takes. The outline will provide you with the guidance you require, making the writing process simpler. For your body paragraphs, you just fill in the facts of the steps on your outline. For example, if your process essay is all about making the very best shepherd's pie, consider drafting a paragraph on the best way to make the filling below and another paragraph on the best way to create good mashed potatoes in addition to the lamb filling below. For example, if you're writing a how-to-paper about cooking pancakes, you ought to make a list of essential ingredients. Learn whatever you can regarding the recipe you're writing about. If for example, a recipe needs tomato sauce, the readers ought to be informed so. In the majority of cases, it's utilized to inform people that ar e new or inexperienced in the job. Now, there are a few individuals who might already have a notion about what to do with them. As you finalize your topic choice, don't forget to select a process you've completed many occasions and that you could explain to somebody else. Some folks would normally neglect to bring that at the close of the process essay. Up in Arms About Process Essay Examples? You're able to even locate a funny method to teach your readers how to modify their settings. Success can be decided either by the reader being in a position to attain the desired effects by following your directions or having a larger mastery of the process after reading your essay. An easy step-by-step site setup guide is a fantastic way to talk about your wisdom and ideas with the world. Furthermore, prepare the list of materials that you're going to suggest your readers. Regardless of what your topic is, you would like to make certain it's engaging to the reader. Very good examples of college essayscan now be located on the internet for beginners to take advantage of. Do each of the modifications until you attain the intended result. In the introduction part, you also will need to involve the reader into the practice of implementing certain endeavor. Lastly, the detail of true speech makes the scene pop. Provide the reader with some information regarding the length and intricacy of the process you're going to discuss. A process analysis essay denotes the form of academic writing, which has a thorough description of the specific process in the form of the step-by-step guide. For those who haven't already mastered the process, it's going to be really hard to learn and compose all at one time. Just make certain it's a PROCESS! Apparently, every method differs. Your paragraphs do not connect one another's meaning in addition to the full thought of your essay might be incomprehensible. Let's get going with a streak of process analysis essay topics that will help you on your way to an excellent process analysis essay. Bridget's essay is quite strong, but there continue to be a couple little things that could be made better. Stephen's essay is quite effective. To hand in a typical process essay, you'll need professional training on the best way to compose a process essay. To compose your essay, here's every step you will need to take. It's helpful, especially when you have not written such kinds of essay before. There's no ideal solution on the best way to compose an effective essay. Writing a process essay is quite easy, but only once you know the step-by-step approach which allows for crafting a brilliant paper. Getting Process essay examples is extremely effortless. Students can find a lot of examples of essays on the internet by going into the crucial keywords and phrases. They can get really creative with their ideas, as long as they put in the effort to make their essays easy to understand.

Antisocial Personality Behavior Essay - 1311 Words

Antisocial Personality Behavior When we define abnormal behavior we must keep in mind that â€Å"normal† differs from culture to culture. What it is normal for a person from India is completely strange for a person from Europe, Colombia or Japan. To determine whether a person’s behavior is abnormal psychologist use three basic criteria as follows: Deviation from statistical norms and social norms, maladaptive behavior, and personal distress. If the individual’s behavior is considered â€Å"abnormal†, mental health professionals use the Diagnostic and Statistical Manual of Mental Disorders (DSM) as a methodical tool to aid in the diagnosis and treatment of the patient. This paper will focus on the exploration of personality disorder and more†¦show more content†¦Axis ? refers to the description of symptoms that causes significant impairment. Axis II defines long-term problems that are unnoticed in the presence of Axis I disorders. Personality disorders can have a deep effect on h ow a patient relates to the world, for example antisocial personality disorder. Axis III offers information about any medical conditions that could be present. Axis IV describes the psychosocial and environmental factors influencing the person. Axis V allows the clinician to rate the clients overall level of functioning. It uses a rating scale called the Global Assessment of Functioning (GAF). This rating scale goes from 0 to 100 and provides a way to summarize how well the person is functioning overall. The movie Girl interrupted gives an insight of a group of girls in a mental institution. In this paper I will describe Lisa Rowe, who is one of the patients of this institution, her behavior, and diagnoses. Lisa Rowe, played by Angelina Jolie, was diagnosed as a sociopath with falls under the category of antisocial personality disorder. According to the DSM-IV-TR (2000) antisocial personality disorder is a pattern of disregard for and violation of rights of others. People with antisocial personality disorder, fail to conform to social standards with respect to lawful behavior, they tend to lie frequently, perform actions that are grounds for arrest such as destruction of property, harassing others, stealingShow MoreRelatedAntisocial Personality Disorders and Criminal Behavior2578 Words   |  10 PagesAbstract Antisocial personality disorder is a mental health condition characterized by various behavioral symptoms (including impulsivity or failure to plan ahead, disregard for the safety of others and irresponsibility), interpersonal symptoms (deceitfulness), affective symptoms (including a lack of remorse) and other symptoms (such as irritability and aggressiveness, repeated behaviors that are grounds for arrest, and the onset of conduct disorder prior to the age of 15 years). 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The Legacy of Edward VI as Explained in Tudor Church...

MACCULLOCH, D. Tudor Church Militant: Edward VI and the Protestant Reformation. London, Penguin Books, 2001. The foundation of this book comes from a series of Birkbeck lectures which the author, Diarmaid MacCulloch, delivered at the University of Cambridge in the Lent term of 1998. MacCulloch’s purpose in writing Tudor Church Militant: Edward VI and the Protestant Reformation were to voice his argument that the Edwardian reformation was a critical moment in the progress of the Anglican Church and the establishing of England’s Protestant identity. The aim of this book is to recapture King Edward’s reformation of the Church of England from revisionists such as Haigh, Duffy and Pollard. They and others viewed that the reorganisation of the†¦show more content†¦The third chapter; King Solomon: Building the Temple, compares the religious ideas and tasks that the young Solomon had to complete in the rebuilding of the temple of Jerusalem with Edwards completion of a spiritual temple of Christianity in England. This chapter attempts to make the Edwardian Reformation seen as an achievement by defending that even though Protestants still represented the minority of the country’s population, they were concentrated in areas that mattered such as the south east and East Anglia. It also attracted the youth of the country as the Edwardian Reformation was a movement and the promotion of faith, divine authority and condemnation of greed. The last chapter; The Afterlife of the Edwardian Reformation, looks at consolidating MacCulloch’s argument that the legacy of the Edwardian church was far greater and longer than what has usually been acknowledged by other historians. It does express that the Edwardian reformation was later adopted and refashioned not only by Edwards’s half-sister; Elizabeth and her government, but also in 1660 during the Restoration. MacCulloch has used a wide variety of different source material such as paintings, maps, pictures, religious articles (p98), legal documents (p40, 41), floor plans (p85), metals/coins- propaganda (56/62) and educational documents (p22) in order to explain and answer his main argument throughout the book. With a balance of primary and secondary

Malaysia Free Essays

string(110) " safeguarding the rights of any community, and it should also safeguard the rights of all Malaysians as well\." Introduction 1Malaysia is not a new concept or formula. Rather, the ultimate goal of 1Malaysia, which is national unity, has been the main vision of our country’s leaders before Najib, and has been interpreted in various shapes and forms over the span of five decades of Independence. If we truly study it, what has changed is the approach and implementation according to the ever-changing times and generations. We will write a custom essay sample on Malaysia or any similar topic only for you Order Now (1Malaysia Booklet, 2009) In other words, 1Malaysia is a concept to foster unity amongst the multi-ethnic people of Malaysia, substantiated by key values that every Malaysian should observe. The approach is not independent of the Government’s policies thus far; instead it complements them to further reinforce our solidarity in order to guarantee stability towards achieving higher growth and development for Malaysia and the people. This means that 1Malaysia is a formula conceptualised as a precondition in ensuring the aspirations of the country to secure a developed status by 2020 are met, if it is inculcated in the minds of the people and practiced by the entire community. If the idea of â€Å"Bangsa Malaysia† which was engendered through Vision 2020 becomes the final destination, then 1Malaysia is the roadmap that guides us towards that destination. This definition is built upon the argument that in order achieve the status of a developed nation in the predetermined time frame, the key requisite is a strong and stable country, which can only be achieved when its people stand united. On the other hand 1Malaysia values and respects the ethnic identities of each community in Malaysia, and proudly regards them as an asset or advantage. Malaysia underlines the value of â€Å"Acceptance† amongst its multi-racial people, where one race embraces the uniqueness of other races so that we may live with mutual respect for each other as a nation. It is a distinct step above that of mere tolerance. The foundation for all this is the principle of justice for all, which means that the welfare of all Malaysians will be looked after, leaving no one behind . Such justice must take into account the varying levels of development of each ethnic community. Hence, government policies and provisions in the Constitution that protect the interests of disadvantaged groups will continue to be implemented. 1Malaysia will continue the agenda of nation-building. To achieve growth for the nation, the people must be the first to be developed, which must begin by instilling a sense of acceptance amongst races, and therefore undivided solidarity. When solidarity is achieved, the task of nation-building can truly and smoothly be carried out. The 1Malaysia formula is conceptualised for implementation in two main aspects. The first is through the assimilation of the Principles of Unity, while the second aspect is the assimilation of Aspirational Values. The Principles of Unity are the three items I had earlier detailed; the first, â€Å"acceptance† amongst all races and peoples of Malaysia; the second, nationalistic principles built upon the Federal Constitution and the Rukun Negara; and thirdly, social justice. These Principles are supported by wholesome values that must be inculcated as part of Malaysian culture, including values such as mutual respect, Tawaddhu’, humility and astuteness in forming decisions and actions. The second aspect of the 1Malaysia formula highlights elements that must be practiced by any society seeking to achieve greater competitiveness and success. These elements comprise A Culture of Excellence in performing all duties and responsibilities; A Culture of Precision in terms of time management and improving efficiency; Courage to innovate and explore new opportunities. Meritocracy in assigning tasks to those best fit to execute them in accordance with the Federal Constitution and national policy; unwavering Loyalty to our country; Perseverence in the face of adversity of any kind and Integrity in all matters and transactions. The inculcation of these Aspirational Values will distinguish us as a powerful, respected and admired Malaysian Community, befitting the identity of a thriving and developed nation. In delivering its commitment to the Rakyat, the government presented the theme â€Å"People First, Performance Now† as part of the 1Malaysia concept. This theme signifies that while reinforcing the call for unity amongst Malaysians, the government will also prioritise issues that the people feel strongly about. The government also places great weight upon the performance and results of all public servants when engaging with the people. In other words, the government recognises the importance of the efficiency and quality of public service in enhancing the quality of life for the people, hence the adoption of a people-friendly approach in all government agencies is critical. In view of this, a Key Performance Index (KPI) will be implemented in all government matters, beginning with the KPI monitoring exercise for all Ministers. A Minister in the Prime Minister’s Department is already assigned specifically to ensure the smooth implementation of the KPI. The Minister responsible will provide further details on the KPI and a detailed system of implementation to fulfil this government objective. Such initiatives are expected to produce significant changes not only in government administration, but more importantly to lead to the betterment of the Malaysian people’s standard of living. Above all, 1Malaysia â€Å"People First, Performance Now† is expected to generate a definitive transformation, towards an advanced Malaysian nation, underpinned by a firmly united people, and esteemed by the world. The media must assume the responsibility to help the government to bring progress and renewal to the country. The media also had the responsibility to safeguard the peace in the country as well as the renewal and progress attained by the people. We have to continue doing what our forefathers did to bring progress and renewal to the country. We cannot merely bring progress and renewal but have to initiate a quantum leap, and the media has the responsibility to help in this transformation. This leap demands understanding and openness. Emotions and sentiments must be set aside or the effort to achieve the leap will be difficult. The media should act responsibly when safeguarding the rights of any community, and it should also safeguard the rights of all Malaysians as well. You read "Malaysia" in category "Papers" The 1Malaysia concept, proposed is pivoted on the federal Constitution and the Rukun Negara. Besides that, put forward the principles which encompass the responsible attitude which must be practised. We have to appreciate the principle of 1Malaysia in order to build a more progressive country. We have to be fair to all the communities. This is not merely something which we want but it is that which is demanded by Islam. The era of the government knowing better has ended, and we now have to interact with everyone. And for this, the media must understand the government’s thinking and vice versa. Foundation of 1Malaysia concept Based on National Unity Ultimate Objective Of 1Malaysia, Prime Minister Datuk Seri Najib Tun Razak reiterated that 1Malaysia was not a new concept or formula and that its ultimate objective of national unity was the main vision of past leaders of the country, albeit in various forms. National Unity Ultimate Objective Of 1Malaysia, 2009) 1Malaysia is a formula which serves as a prerequisite to ensure realisation of the country’s aspiration to achieve developed nation status by 2020 if it is assimilated in the people and practised by society. The 1 Malaysian or a member of Bangsa Malaysia, if one prefers; pursues excellence with full confidence and with pride in himself and his coun try, behaves democratically, holds himself to high ethical standards. (National Unity Ultimate Objective Of 1Malaysia, 2009) Feels that he/she belongs to the nation despite his/her cultural exceptionality, contributes to the scientific and technological civilisation that awaits mankind, is family-oriented, cares for the welfare of others and seeks to reduce economic inequality, and works hard. (National Unity Ultimate Objective Of 1Malaysia, 2009) The concept 1Malaysia is based on three main thrusts; nationalistic principles based on the Federal Constitution, Rukun Negara and social justice. Rukun Negara is fundamental to all policies and nation-building. Malaysia concept uphold all the fundamental provisions of the Federal Constitution and Rukun Negara because it’s main objective is national unity and has been exists after Independence as it has been the main vision of our country’s leader before Prime Minister Datuk Seri Najib Tun Razak and has been interpreted in various shapes and forms over the span of five decades of Independence. (Rafini Othman, personal communication, 16th September 2 009) If we truly study it, what has changed is the approach and implementation according to the ever-changing times and generations. It’s a matter of â€Å"rebranding†. (Rafini Othman, personal communication, 16th September 2009) The â€Å"Malaysian Malaysia† ideology is not the same as the â€Å"1 Malaysia† concept although both were aimed at building one nation. The ‘Malaysian Malaysia’ ideology espouses that all ethnic groups have equal rights with none having special rights. This is against the Federal Constitution; Article 153 of the Constitution which stipulates the special rights of the Malays and other Bumiputeras as well as the position and rights of the other races in the country. The idea of a â€Å"Malaysian Malaysia† proposed by the Opposition, championed by the DAP and before that, the PAP under Lee Kuan Yew when Singapore was part of Malaysia. It specifically provides special quotas for the Malay and other indigenous peoples of Malaysia in admission to the public service, awarding of public scholarships, admission to public education institutions and the awarding of trade licences. It also authorises the government to create Malay monopolies in particular trades. (Rafini Othman, personal communication, 16th September 2009) Unlike that idea, 1Malaysia did not deviate from the basic ideas and spirit of the Federal Constitution. People shouldn’t fear or cast aspersions on the concept because 1Malaysia seeks to ensure that the ethnic identity of each race is respected. This means that every race respects each other and understands their unique differences. Only then can unity be achieved. The people must progress first before the country can achieve development. (Rafini Othman, personal communication, 16th September 2009) Unity as envisioned through the 1Malaysia concept varies greatly from the assimilation concept practiced in other countries where the ethnic identities are wiped out and replaced with one homogeneous national identity. It is also clearly distinct from the opposition’s concept of Malaysian Malaysia. 1Malaysia does not deviate from the spirit of our Federal Constitution as the law of the state, written or implied. In fact, the 1Malaysia concept remains faithful to the core provisions within the Federal Constitution, Therefore, no one should fear or cast aspersions hat the concept the concept will deviate from what has been agreed upon by our founding fathers. 1Malaysia slogan’s, â€Å"People First, Performance Now† Based on National Unity Ultimate Objective Of 1Malaysia, in implementing its commitment to the people, the government had coined the slogan â€Å"People First, Performance Now†. (National Unity Ultimate Objective Of 1Malaysia, 2009) The theme mean s that in emphasising the importance of unity among Malaysians, the government will also give preference to issues regarded as important by the people. The government also stresses on performance and achievement by all civil servants in their dealings with the people. (National Unity Ultimate Objective Of 1Malaysia, 2009) In other words, the government understands very well how important civil service efficiency and quality are in improving the living standard of the people and, as such, all government agencies will give priority to the people-friendly approach. In this connection, the Key Performance Index (KPI) would be applied in government matters, starting with the KPI monitoring for all ministers. Our Prime Minister Datuk Seri Najib Tun Razak begins to reshape the leadership and priorities of the Government. He is mindful that we should build on the successes and lessons of the past. It must be a government with new approaches for new times; a government that places a priority on performance, because the people must come first. Both of it are the same and media do not focus only on 1Malaysia but also on the slogan in balancing the priority of both of it as it comes out mutually and supports each other equally. If Malaysians had included the values of the concept in their lives, it meant that the ministry had achieved its key performance indicator (KPI). The terms of KPI and KRA (key result areas) have to understand these two terms to convey the 1Malaysia goal. (Rafini Othman, personal communication, 16th September 2009) Key Preformance Index (KPI) is aim at boosting the performance of the civil service. The KPI encompasses six Key Result Areas (KRA) including crime prevention efforts and the fight against corruption. Other KRA include efforts to widen access to quality and affordable education, uplift the standard of living for the lower-income group, improve the infrastructure in the rural and remote areas, as well as to improve public transport for the medium term. By incorporating KRA in achieving KPI, it helps to expedite the acceptance of the 1Malaysia concept among Malaysians. KPI have direction to take on 1Malaysia to achieve its objective and it is up to the people to accepting it. KPI have to convince the people and do follow up with the progress. (Rafini Othman, personal communication, 16th September 2009) The adoption of a people-friendly approach in all government agencies was also critical as the government recognised the importance of the efficiency and quality of public service in enhancing the quality of life for the people. The government also placed great weight on the performance and results of all public servants when engaging with the people. (Rafini Othman, personal communication, 16th September 2009) Key Performance Index (KPI) will be implemented in all government matters, beginning with the KPI monitoring exercise for all Ministers. A Minister in the Prime Minister’s Department is already assigned specifically to ensure the smooth implementation of the KPI. The Minister responsible will provide further details on the KPI and a detailed system of implementation to fulfil this government objective. KPI will pay off and change not only in government administration, but more importantly to lead to the betterment of the Malaysian people’s standard of living in acceptance of 1 Malaysia. With the right procedure that will be monitor by responsible minister that also aim on the objective of 1Malaysia. By that, this will expedite the progress of achieving 1Malaysia as it is expected to generate a definitive transformation, towards an advanced Malaysian nation, underpinned by a firmly people, and esteemed by the world. (Rafini Othman, personal communication, 16th September 2009) Above all, â€Å"1Malaysia People First, Performance Now† is expected to generate a definitive transformation towards an advanced Malaysian nation, underpinned by a firmly united people, and esteemed by the world. â€Å"When we know what the national KPIs are, the people will be able to measure the Government’s efforts and performance. They can also give their views and suggestions on how we can achieve these national KPIs. This was a reflection of the government’s intention to have more effective and meaningful achievement as demanded by the people. Issues On 1 Malaysia There are a lot of issues arises when the â€Å"1 Malaysia† concept has been introduced by the Malaysian Prime Minister, Datuk Seri Najib Abd. Razak. The most controversial issue that came up is the equality between 1 Malaysia and â€Å"Malaysian Malaysia† concept. Malaysian Malaysia had been brought by the DAP on 1960. Opposition parties have claimed it mirrored the Malaysian Malaysia concept championed by the DAP and, before that, the PAP under Lee Kuan Yew when Singapore was part of Malaysia. Malaysian Malaysia has been introduced with the purposed of espoused equality for all Malaysian. According to the Malaysian Insider, Datuk Seri Najib had explained that the concept of 1 Malaysia created by him is not the same as the concept Malaysian Malaysia. For Prime Minister, 1 Malaysia means the Malaysian standing, thinking and acting as one Malaysian with the way of performing action based on the agreement of the entire ethnic group in our country. Figuring out One Malaysia, 2009) Madam Rafini, a journalist in RTM said that 1 Malaysia is totally different from the Malaysian Malaysia concept even though the policy is almost the same. The DAP’s concept is more to giving the sameness right to all the Malaysian no matter what races they are. But, 1 Malaysia is more to encouraged people to think, wor k and having achievement together as a Malaysian. In addition, it is hopefully that it will bring unity to all races in Malaysia. Rafini Othman, personal communication, 16th September 2009) Besides that, the slogan created had brought misinterpretation to some people. They claiming that 1 Malaysia is just a political gimmick and it will erode the privilege of Malays. Not long after the concept was introduced into the public domain, the ruling party and its media organisations moved to narrow the perimeters of the concept, concerned that it would signal the end of affirmative action and special privileges of the Malays. This has created an anxiety to the Malays and former Prime Minister; Tun Dr. Mahathir Mohammad had given his opinion on this issue. He said that he worried people will assume that 1 Malaysia means Malaysian Malaysia and people will misinterpret the true meaning of 1 Malaysia. (Is 1 Malaysia Just The New Malaysia Boleh, 2009) It is strange for some people to argue on the 1 Malaysia slogan by giving nonsense concern that Malays going to lost the privilege rights in our own motherland. It is also said that all this controversy is created by the opposition parties that want to bring down the government (1 Malaysia Untuk Semua, 2009). They use this slogan as a silent weapon to influence people mind about the trick behind this slogan. The truth is how Malays can lose their privilege and specialties if DAP own self – which have a complot with PAS and Parti Keadilan Rakyat – totally accepting the â€Å"Perlembagaan 1957† that had guaranteed all the special privilege rights of the Malays? (1 Malaysia Untuk Semua, 2009) Madam Rafini said it all depend on the Malaysian how they interpret this concept, if they accepting it positively, then it will be something good. Mentality of our people plays a big role in this issue. She also said that the government cannot make a decision for the Malaysian, but Malaysian itself have to decide on their own which one is right and which one is wrong (Rafini Othman, personal communication, 16th September 2009) For the media, they can only broadcast and spread the truth idea of 1 Malaysia by using the medium they have like television, radio and newspaper. Madam Rafini also giving her suggestion to clear the misinterpretation to some people by inviting some one that understands this concept very clearly, such as the minister to giving a talk or explanation about the truth of 1 Malaysia. Rafini Othman, personal communication 16th September 2009) The opposition parties also accused that it is just a â€Å"cheap† slogan use by the government to trick people and they still want to play with sensitive issue such as races to weaken the government. But, our people nowadays are very smart and they can think on their own what the best is. The media also playing part by spreading the truth about this concept and explaining clearly to the Malaysian that 1 Malaysia is actually means no one in the country will be sidelined but affirmative action policies will continue. Role Of The Media To Educate People About 1 Malaysia Since 1 Malaysia concept has been introduced by the prime minister, there are a lot of opinions and variety of views from people. We can see that different people have a different interpretation about this 1 Malaysia concept, some agree and some not. This concept has its own pro and cons. So, what the media can do to educate the public about the truth of this concept? According to Madam Rafini, the broadcast journalist in Radio Television Malaysia (RTM), media plays a very important part in educating the public about this intelligent idea. As a journalist, she said she can write and produce some opinion pieces about 1 Malaysia concept and it can be read by the public. The media need to broadcast more news that related to 1 Malaysia. They need to deliver something positive and accurate to us. (Rafini Othman, personal communication, 16th September 2009) Besides that, the media can also broadcasting some talk show, for example with the minister with the purpose to explain deeper about this concept. She add that RTM already have this kind of program called â€Å"Bersama Menteri† and they also have a new program called â€Å"Bicara Siswa†. This talk show invited some young generation and representative from high education institution in Malaysia to talk about serious issue inside this country (Rafini Othman, personal communication, 16th September 2009). So, in this way we can get comments and interpretation from the youth perspective. In addition, Madam Rafini also said that advertisement can be a very effective medium to promote this concept (Rafini Othman, personal communication, 16th September 2009). Nowadays, we can see a lot of 1 Malaysia advertisement had been started to publish in the public area such as on the advertisement board at the highway, bus station, newspapers and others. Advertisement is a very efficient way to persuade people. The advertisement showed in the television is the best method to persuade people. Some television commercial that shows the unity of all races in Malaysia can help people to understand clearer about this concept. This creativity weapon can plant good moral values to the Malaysian. Our youth is the next generation that will inherit this country. So, they are one of the main targets to practice this concept in their life. But, it is not an easy job to attract the interest of the youngster. That is why the media has come up with one initiative to attract the youngster by creating 1 Malaysia songs. Right now, there are some versions of 1 Malaysia songs that has been listened by the public. Most of this song was sang by popular artist that our youth admired of. As a result, it is hope that our younger generation will be attracted and understand deeper about the exact meaning of 1 Malaysia. 1 Malaysia Acceptance towards Society and Education In terms of the acceptance of people of Malaysia regarding the concept of 1 Malaysia, our former prime minister, Tun Dr Mahathir personally told his opinion that nearly 40 percent of Malaysian people still do not know and understand about the concept of 1 Malaysia. He feels that 1 Malaysia is more to political slogan rather than managing the aspirations of different races. He personally still does not see our different races community adapt this concept to their daily life A recent survey by Merdeka Centre also showed that 78 per cent were aware of the concept but 39 per cent still did not know what it means. Is 1 Malaysia Just The New Malaysia Boleh, 2009) We ask Madam Rafini about the big roll that journalist and the media plays in shaping Malaysian’s minded and how exactly the media helps our government to send this message clearly to Malaysian people. She admit that in Malaysia, the media is the biggest medium in giving any important message or introduce a new aspirations concept towards Malaysian people, she add that media will interprets the concept in a simple way or subliminal way. She said that the most common way in media is by using the variety of advertisement and message through the various medium like radio, internet, and most commonly television. (Rafini Othman, personal communication 16th September 2009). We can see when a new concept is being introduce, there will be a new advertisement that will be shown in the television to show our people about the reality of the new concept and how it is actually connected with our daily life. Most of the concept that are being introduce in Malaysia, it will always something that have a powerful connection in our daily life and the harmony of our country. She said that there were many advertisements that were shown everyday in the media especially in television regarding this concept. There is also advertisement that was created in more subliminal ways. This is one of the effective ways to make our people realize and think for a while about what is the concept is all about. The process also takes the whole of media team to adapt the new concept so that they can connect it in the variety of programmes that is shown in the media. In other aspect, the media is the biggest medium to spread the new concept by introducing the concept more in the media. We can see that now every single thing in the media at least will be connected to the concept starts from news telecast until other programs. Madam Rafinni said we as a media will always try to produce a good massage but the entire acceptance depends on our Malaysian people themselves. The media is just the medium to interpret a very good concept that is suitable to our country. One example that we can take is when the media produce a competition to everyone to create a song that represent one Malaysia. This shows how the media is serious to commercialize the concept. Rafini Othman, personal communication, 16th September 2009) In other aspect, some Malaysian thinks that 1 Malaysia is just a political gimmick. We ask Madam Rafini if the concept will still be seen as a gimmick or it will give some impact towards Malaysian. In this case, she said that maybe the ‘gimmick’ term came from other people or other parties that not agreed with our government. Realistically, 1 Malay sia is still a new strong concept that has been produce by our new prime minister. She said it all depends on the people themselves on how they want to accept the concept. If they are a smart person, why we want to condemn a good and relevant concept? (Rafini Othman, personal communication,16th September 2009) Madam Rafini personally feels that most of our Malaysian people are getting used to the concept rather than take it just as a gimmick. The concept will leave a permanent impact to Malaysian if it flows well towards our community. The media will always help in finding a person that specialist in this kind of concept to provide good information to publics. (Rafini Othman, personal communication, 16th September 2009) In terms of academic, International Trade and Industry Deputy Minister Datuk Mukhriz Mahathir said that through this concept, multiracial students could mingle and interact more effectively. He suggests that it can be done by making Bahasa Malaysia, Mandarin, and Tamil as elective subject (Single Stream School Can Make 1 Malaysia a Success, 2009). We ask Madam Rafini if the concept could be accept by our younger generations and how it could bring our younger generations together? She said that in term of education process, it is more to long term planning and it all depends on how it will be execute. If they are serious to execute it in our education system, we have to start from the roots. Start from pre – school to secondary school and our primary school. It will slowly educate our younger generations towards the real 1 Malaysia (Rafini Othman, personal communication, 16th September 2009). Our younger generations have to be smart. The concept is being introduced for a good reason to help our unity and to develop our country. So it all depend on the way is it carry out and our younger generations have to be positive in accepting it. Conclusion The simple fact is that Malaysia has been exposed to several slogans from the time Dr Mahathir was prime minister in 1981. Each time, a slogan or concept has been introduced Malaysians have greeted it with optimism, hoping that it would signal a new dawn, a better Malaysia. 1 Malaysia is an intelligent idea that has been created by Malaysian Prime Minister, Datuk Seri Najib Tun Razak. It had brought so many opinions and interpretations in variety of perspectives. One thing for sure, this latest slogan is going to provoke some defiances but, it is also going to be a medium that will rouses people to a great unity in Malaysia. 1Malaysia People First, Performance Now† is expected to generate a definitive transformation towards an advanced Malaysian nation, underpinned by a firmly united people, and esteemed by the world. This was a reflection of the government’s intention to have more effective and meaningful achievement as demanded by the people. Thus, lead to the betterme nt of the Malaysian people’s standard of living in acceptance of 1 Malaysia. It is also clearly distinct from the opposition’s concept of Malaysian Malaysia. 1Malaysia does not deviate from the spirit of our Federal Constitution as the law of the state, written or implied. In fact, the 1Malaysia concept remains faithful to the core provisions within the Federal Constitution. Therefore, no one should fear or cast aspersions that the concept the concept will deviate from what has been agreed upon by our founding fathers. When 1 Malaysia has been recognised, a lot of issues arise against this slogan. There are some people has misinterpret this slogan claiming that 1 Malaysia slogan mirrored the Malaysian Malaysia concept. Besides that, it is also said that this slogan is just a political gimmick that will erode the special privilege of Malays. The government also have to face the defying created by the opposition parties that accused 1 Malaysia concept is just a cheap slogan that will bring more harm to the people. Although, there are a lot of issues that against the concept, it’s all depend on the individual acceptance viewpoint of this concept. It begin from perception of people how they think it is, either its good or bad concept. But, our prime minister has given his explanation about the truth idea of this concept to clear all the misinterpretation. But, the truth is 1 Malaysia is actually means no one in the country will be sidelined but affirmative action policies will continue. When talking about 1 Malaysia, role of the media is very important in spreading the truth idea of this concept. From this research, we found out that media can help to educate people about 1 Malaysia by writing and publishing some article and broadcasting more news that related to 1 Malaysia. In addition, the media can also inviting the minister to explain about this concept in a talk show to ensure the complete clarification is given. Moreover, advertisement and song of 1 Malaysia is believed can attract younger generation to practise this concept in their daily life. However, no matter how much initiative done by the media to educate people, its all depend on their self because for sure, different people have their own interpretation about 1 Malaysia. In other expect, some Malaysian feels that 1 Malaysian is just political gimmick rather than something that will give some impact towards our society. From our interviewed, we can conclude that the gimmick terms may come from other political parties and some organizations that not really agreed with our government. Actually, the percentages of people that have the bad perceptions are not that much. Most of our Malaysian people are getting used to the concept rather than take it just as a gimmick. The media will always help in finding a person that specialist in this kind of concept to provide good information to publics and produce a programme that talks about this concept in more clear and specific ways. In the aspect of educations, the suggestions that Datuk Mukhriz Mahathir made about making Bahasa Malaysia, Mandarin, and Tamil as elective subject is a good move if we see it from long term planning. If we want to be serious about it, we have to take the first move from the roots, starting from pre – school to secondary school and our primary school. It will slowly educate our younger generations towards the real 1 Malaysia. It all depends on the younger generations them selves. The process of education that will be executed in schools will play big rolls in shaping younger generations perceptions, if this concept continue for a long time, our generations will be ready to accept this concept beginning from the roots and will make up a good generations. In conclusion towards the acceptance of 1 Malaysia within our society, the real situations in our societies are not really bad. Even though our prime minister said that nearly 40 percent of Malaysia still does not know what 1 Malaysia means and he feels that it is more to political slogan rather than a real concept. Because in Malaysian media plays the biggest roles, we discovered that media always try to find the best solution to provide the best information and try to make our people give a good perceptions towards the concept. Media used lots of medium like radio, internet, and most commonly television. One of the common ways is by using the advertisement plus a variety of information programme. Another example is when the media produce a competition for everyone to create 1 Malaysian song. When we can see that now every single thing in the media at least will be connected to the concept starts from news telecast until other programs. Madam Rafini said we as a media will always try to produce a good massage but the entire acceptance depends on our Malaysian people themselves. The media is just the medium to interpret a very good concept. How to cite Malaysia, Papers

Sexual transmitted diseases (STD) are one of the m Essay Example For Students

Sexual transmitted diseases (STD) are one of the m Essay STDajor causes of death in the United States, frequently in teenagers. Some of these sexual transmitted diseases do not have a cure and many others, if not treated properly, can lead to very serious complications as cancer. Quantities of the most common types of STDs are viral, bacterial, and parasitic animals. A virus in order to survive needs a living cell within which to replicate. Some viruses can survive outside the host cell but they cannot grow or reproduce. Viruses have genes made of DNA or RNA that allow them to make copies of themselves.The virus uses the cells machinery and some of the cells enzymes to continue reproducing until the cell is destroyed and other cells become infected. HIV, Genital Warts, Herpes, Genital Herpes, and Hepatitis type A, C, E, and B are examples of viral STDs. A bacterium is a prokaryotic organism. Bacteria are able to reproduce and grow without a host cell. Unlike viruses antibiotics destroy bacteria. Chlamydia, Gonorrhea, Syphilis, and Vaginiti s are examples of bacterial STDs. Parasitic animals is a common STD that affect many Americans each year. Vaginitis (Trichomoniasis), Lice, Scabies are examples of parasitic animals STDs. Genital Warts are caused by certain types of HPV (Human papillomavirus). HPV is one of the most common causes of sexually transmitted diseases in this country. There are over one million new cases per year in the United States. Genital Warts are spread by sexual contact with an infected partner. This disease it is very contagious and usually within three months of sexual contact with an infected person, the individual will develop it. Not often people are born with the infection and sometimes people become infected and the warts will not develop for many years.Using condoms during sexual intercourse may provide some protection against HPV. Genital Warts are often asymptomatic meaning that often there are no symptoms. On the other hand they can cause warts in the genital areas in women and men. In women, genital warts can occur on the vulva perianal area, vagina, and cervix. In men, genital warts can appear on the tip or shaft of the penis, urethra, scrotum, and perianal area. (Aldara) Warts can also develop in the mouth of a person who has had oral sex with an infected individual. The warts often appear in groups and they can be so small that doctors need a magnifying glass or microscope to see them. The infection may produce itching, burning, and pain during sex. There is no cure for Genital Warts. The visible genital warts are frequently removed by surgery, laser, freezing, and burning. Factors that might influence selection of treatment include size, location, and number of warts, changes in the warts, patient preference, cost of treatment, convenience, adverse effects, and provider experience. (3M pharmaceuticals) Even though treatment can eliminate warts, it does not destroy the virus. There is a connection between HPV and the development of several types of cancer, such as the cervical cancer, vulvar cancer, anal cancer, and cancer of the penis. This is the reason why symptoms should not be ignored and if a person believes that he/she has an HPV infection he/she should look for professional help immediately. Chlamydia is a sexual transmitted infection caused by a bacterium, Chlamydia trachomatis. It is estimated that Chlamydia is the most common sexual transmitted disease in the United States since there are three to four million new cas es each year. It is particularly common among teens and young adults. Chlamydia is often transmitted through sexual contact and it is possible for pregnant women to pass the bacteria to their newborn during birth. Using condoms or diaphragms during sexual intercourse may help reduce the transmission of chlamydial bacteria. .ue91ebdafccb188196aee4f368ad10080 , .ue91ebdafccb188196aee4f368ad10080 .postImageUrl , .ue91ebdafccb188196aee4f368ad10080 .centered-text-area { min-height: 80px; position: relative; } .ue91ebdafccb188196aee4f368ad10080 , .ue91ebdafccb188196aee4f368ad10080:hover , .ue91ebdafccb188196aee4f368ad10080:visited , .ue91ebdafccb188196aee4f368ad10080:active { border:0!important; } .ue91ebdafccb188196aee4f368ad10080 .clearfix:after { content: ""; display: table; clear: both; } .ue91ebdafccb188196aee4f368ad10080 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ue91ebdafccb188196aee4f368ad10080:active , .ue91ebdafccb188196aee4f368ad10080:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ue91ebdafccb188196aee4f368ad10080 .centered-text-area { width: 100%; position: relative ; } .ue91ebdafccb188196aee4f368ad10080 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ue91ebdafccb188196aee4f368ad10080 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ue91ebdafccb188196aee4f368ad10080 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ue91ebdafccb188196aee4f368ad10080:hover .ctaButton { background-color: #34495E!important; } .ue91ebdafccb188196aee4f368ad10080 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ue91ebdafccb188196aee4f368ad10080 .ue91ebdafccb188196aee4f368ad10080-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ue91ebdafccb188196aee4f368ad10080:after { content: ""; display: block; clear: both; } READ: Why do people gossip? EssayChlamydia is often called the Silent Epidemic in view of the fact that up to 70 percent of women and 30 percent of men who are infected show no symptoms. Alternatively when symptoms take place, usually after one to three weeks of having sexual contact with an infected person, women suffer increased vaginal discharge, painful urination, unusual vaginal bleeding, bleeding after sex, painful intercourse, and lower abdominal pain. Men may perhaps go through burning sensation while urinating, mild, sticky, milky or mucus-like discharge from penis, testicular pain, and irritation around opening of the penis.Symptoms may seem to ebb and flow. Chlamydia is the easiest sexual transmitted disease to treat. Doctors may prescribe a single dose of an antibiotic (azithromycin), or other antibiotics which eliminate the disease within a week. (The Silent Epidemic) Tetracycline or doxycycline are some of the antibiotics recommended for chlamydial infection. Complications, such as pelvic inflammatory disease, infertility, and inflammation of the testicles, can result if the infection is not treated properly. This takes place very regularly for the reason that Chlamydia is very asymptomatic.Another common sexual transmitted disease is Trichomoniasis, which is frequently called trich.Trichomoniasis is caused by a parasite called Trichomonas vaginalis. Trichomoniasis is mainly an infection of the urethra in men and the vagina in women. This sexual transmitted disease affects two to three million Americans every year. Having sexual contact, transferring vaginal discharge with hands and mouth, and sharing sex toys with an infected partner transmi ts trichomoniasis. Condoms and diaphragms may be helpful in preventing the spread of Trichomoniasis. Like many other sexual transmitted disease Trichomoniasis is asymptomatic. In men 90% may have no signs. (Trichomoniasis) But when symptoms do occur, within four to twenty days of exposure, men normally suffer a thin, whitish discharge from the penis and painful or difficult urination. While women experience heavy, yellow-green or gray vaginal discharge, itching, irritation, burning during urination, discomfort during intercourse, and vaginal odor. Even though men usually show no symptoms it is healthier to treat both partners to eliminate the parasite. Treatment is with antibiotic tablets, either tinidazole (Fasigyn) which is taken as a single large dose, or metronidazole, which is taken over five days. (Trichomoniasis: Essential Facts) People receiving treatment should not drink alcohol since mixing alcohol with the medicines can cause severe nausea and vomiting. Sexual transmitted diseases are responsible for the death of millions of Americans and many other people around the world each year. The most dangerous one is the viral STD since there is no cure for this one. Other STDs such as the bacteria and parasite animals can be treated with good results but sometimes they can lead to serious complications as many types of cancer, infertility, and birth defects. The most affected people by STDs in the United States are teenagers because of the lack of knowledge about this field and their sexual life. The best way to avoid contracting an STD infection is abstinence. Moreover, having only one sexual partner and using condoms or diaphragms during sexual intercourse can reduce the risks.Bibliography: