Humanities Chap 14

1. This German Augustinian friar made the first dramatic act of the Protestant Reformation by issuing the invitation to debate indulgences issued in 1517 in Wittenberg. A) Luther B) Knox C) Wyclif D) Hus Points Earned:5. 0/5. 0 Correct Answer(s):A 2. In which country was John Calvin the leader of the Reformation? A) Geneva B) Zurich C) Vienna D) Madrid Points Earned:5. 0/5. 0 Correct Answer(s):A 3. Which of these countries remained faithful to Roman Catholicism during the Reformation? A) England B) Sweden C) Austria D) Switzerland Points Earned:5. 0/5. 0 Correct Answer(s):C 4.This man translated the Bible into German in 1521. A) Luther B) Erasmus C) James I D) Zwingli Points Earned:5. 0/5. 0 Correct Answer(s):A 5. This group created the Index of forbidden books in the 1500s. A) Roman Catholic Church B) Anabaptists C) Puritans D) Calvinists Points Earned:5. 0/5. 0 Correct Answer(s):A 6. Our modern form of the essay is rooted in the short meditative writings of this author. A) More B) Montaigne C) Cervantes D) Petrarch Points Earned:5. 0/5. 0 Correct Answer(s):B 7. Much of Durer's greatest work is done in this medium. A) oil painting B) woodcut C) fresco D) watercolorPoints Earned:5. 0/5. 0 Correct Answer(s):B 8. Bosch's Garden of Earthly Delights is an example of a: A) fresco. B) watercolor. C) oil painting. D) triptych. Points Earned:5. 0/5. 0 Correct Answer(s):D 9. This artist is best known for his paintings of peasant life in the 1560s. A) Bruegel B) Bernini C) Rubens D) Giotto Points Earned:5. 0/5. 0 Correct Answer(s):A 10. The type of speech is delivered by an actor alone on stage or unheard by others and is used to reveal the character's inner feelings. A) soliloquy B) burin C) requiem D) aria Points Earned:5. 0/5. 0 Correct Answer(s):A 11.This artist painted portraits of prospective brides for England's Henry VIII. A) Hilliard B) Holbein the Younger C) Grunewald D) Durer Points Earned:5. 0/5. 0 Correct Answer(s):B 12. To whom is â€Å"A Mighty Fortress I s Our God† most frequently attributed? A) Zwingli B) Calvin C) Knox D) Luther Points Earned:5. 0/5. 0 Correct Answer(s):D 13. This man first introduced the printing press into England. A) Bosch B) Calvin C) Durer D) Caxton Points Earned:5. 0/5. 0 Correct Answer(s):D 14. What term is used to identify the spectators who stood in the pit as they viewed a performance of an Elizabethan play?A) groundlings B) soliloquies C) burins D) treatises Points Earned:5. 0/5. 0 Correct Answer(s):A 15. Which language was used in written form for the first time in translating the Bible? A) Greek B) Sanskrit C) Latin D) Finnish Points Earned:0. 0/5. 0 Correct Answer(s):D 16. To which nation of the British Isles did John Knox spread Calvinism? A) Ireland B) Wales C) England D) Scotland Points Earned:5. 0/5. 0 Correct Answer(s):D 17. The burin is associated with which artistic technique? A) woodcut B) fresco C) triptych D) watercolor Points Earned:5. 0/5. 0 Correct Answer(s):A 8. Which country is m ost closely associated with Martin Luther's initiation of the Protestant Reformation? A) England B) Italy C) Germany D) Spain Points Earned:5. 0/5. 0 Correct Answer(s):C 19. This artist is best known for his miniatures, small portraits often painted in watercolors. A) Durer B) Grunewald C) Hilliard D) Holbein the Younger Points Earned:5. 0/5. 0 Correct Answer(s):C 20. This Polish astronomer asserted that the planets revolve around the sun rather than the earth. A) Galileo B) Copernicus C) Newton D) Erasmus Points Earned:5. 0/5. 0 Correct Answer(s):B

Assessing different approaches to customer service

For my Customer Service Unit I will be interviewing two leisure centres, College of St. Mark and St. John and the Mayflower leisure Centre. I have chosen these two centres because they are slightly different and I thought it would be interesting to see how different companies have different customer service. The College of St. Mark and St. John is in Derriford, Plymouth. It covers a very large area and its facilities include a 25 metre indoor heated swimming pool, a fitness suite, two squash courts, a fully equipped gymnasium, three sports halls, each with four badminton courts and a specialist built-in rock-climbing wall, computing facilities, and an outdoor pursuits centre. In addition to extensive playing fields, there is a full size all-weather floodlit pitch for top level hockey and football. A smaller all-weather surface accommodates tennis and provides a good training surface all year round. In addition to this there is a 36m. square sports hall for participation in a variety of sports which is also large enough to accommodate Trade Fairs and other large events; a gymnasium for martial arts, aerobics, ‘step' and tone & trim classes; a standard size sports hall available for volleyball, basketball, badminton; 2 squash courts and a Fitness Suite with up to date cardiovascular and weight training equipment. Although this sports centre is within the college, it is open to any member of the public, not just the students at the college. The Mayflower Leisure Centre is situated in Central Park, Plymouth. It is quite old and may need to be revamped within the next few years. It's facilities include a fitness suite which has treadmills, cross trainers, climbers, bikes, rowers and resistance machines and it also has squash courts, indoor bowls and sun beds. There are two sports halls, one is a 5-a-side football hall and the other is a multi purpose sports hall, which can house badminton, volleyball, basketball, short tennis and dry board diving. The College of St. Mark and St. John is a sports college therefore it has numerous amounts of sports facilities. The college is a Church of England voluntary college, with a history of over 150 years and it moved from London to Plymouth in 1973. The Mayflower Leisure Centre is quite old, as I mentioned previously but is the most well used public sector leisure facility in the area. It works in close partnership with the Central Park Swimming Pool which is it's neighbouring building. To find out the information I want, I am going to visit each venue for an interview. For letter, see Appendix 1. I am going to ask them several questions on different topics to find out as much as I can about the Customer Service in their establishment. For questions, see Appendix 2. I will then analyse the answers of the questions and compare the two companies to see who has the best customer service.

Bear Minimum Essay Example for Free

Bear Minimum Essay The lease of a combustion turbine by Big Bear Power from Goliath Co includes three provisions that we must examine to determine whether they should be included in the â€Å"minimum lease payment† as defined in ASC 840. Provision 1 This provision involves Big Bear paying $500,000 to its external counsel, and $1 million of legal fees to Goliath Co. The $1 million fee to Goliath Co. should be included in the minimum lease payment. This is supported by 840-10-25-6 which states: Fees that are paid by the lessee to the owners of the special-purpose entity for structuring the lease transaction†¦shall be included as part of minimum lease payments. The $500,000 to its external counsel should not be included because it was not an obligatory cost for the lease. Provision 2 To determine if the penalty payment from a default would be included in the minimum lease payment, we look at ASC 840-10-25-14: [Default covenants related to nonperformance do not affect lease classification if all of the following conditions exist: a. The default covenant provision is customary in financing arrangements. b. The occurrence of the event of default is objectively determinable (for example, subjective acceleration clauses would not satisfy this condition). c. Predefined criteria, related solely to the lessee and its operations, have been established for the determination of the event of default. d. It is reasonable to assume, based on the facts and circumstances that exist at lease inception, that the event of default will not occur. In applying this condition, it is expected that entities would consider recent trends in the lessee’s operations. If any of those conditions do not exist, then the maximum amount that the lessee could be required to pay under the default covenant shall be included in minimum lease payments for purposes of applying paragraph 840-10-25-1] The first condition about the default covenant provision being customary does exist due to the note stating that â€Å"this is a customary provision in  leasing arrangements†. The company has positive cash flow and is in compliance with all its debt covenants, which supports Big Bear’s belief that the chance of default is low. Thus conditions 2 and 4 are met. Condition 3, which involves predetermined criteria in case of a default, does not seem to have been met. Since not all the conditions have been met, the default payment covenant shall be included in the minimum lease payment. Provision 3 This provision states that Big Bear’s rent of $1 million will increase by the same percentage increase in the CPI. The most recent annual increase in CPI was 4%. 840-10-25-4 states that â€Å"lease payments that depend on an existing index or sate, such as the CPI or prime interest rate, shall be included in minimum lease payments based on the index†. Therefore after the first year, the minimum lease payment will rise by $40,000 per year or $3,333.33 per month. Bear Minimum. (2016, Mar 04).

Business case analysis Study Example | Topics and Well Written Essays - 1250 words

Business analysis - Case Study Example The study revealed that the new e-commerce platform of Quill sells technologies and services required for establishing a new website independently. The major eight factors are ubiquity, universal standards, global reach, richness, information, density, interactivity, personalization and social technology. Considering the ethical aspects and other customer requirements it is strongly recommended that Quill.com should develop the platform in different language to cater to a mass segment. Staples Inc. is regarded as one of the largest office items providers, which owns about 2000 stores in more than 25 world countries (â€Å"About us†). It is engaged in selling machines, furniture and other supplies for offices. In 1998, the company acquired Quill Corporation for expanding business. Quill Corporation sells products including office machines and furniture, along with school items. In 2001, Staples decided to integrate its website with that of the subsidiaries, which is how Quill.com had come into existence (â€Å"About us†). Quill is a subsidiary of Staples Inc, which has already entered into e-commerce business in 2001 by way of providing office items to customers. However, Quill under the governance of Staples Inc has established a new online shop on 2nd May, 2014 (â€Å"Quill.com opens an e-commerce technology shop†). Being unsatisfied with the limited sells of office supplies, Quill.com serves all requirements of small sized businesses while operating e-commerce sites through the new online shop. The company has engaged its customers through digital marketing (â€Å"Quill.com opens an e-commerce technology shop†). Quill.com has an established e-commerce business, where it sells office requirements like, furniture, machines and essential items, which are required in schools and colleges (â€Å"Quill.com opens an e-commerce technology shop†). The company has recently introduced an online shopping experience for customers, where it

Water Quality in the State of Iowa Research Paper

Water Quality in the State of Iowa - Research Paper Example The quality of water that we use for domestic purposes and the one that is on the subsurface, that is, the water found on ponds, streams and other small bodies and is used for activities such as swimming or fishing has to be of proper quality. This is to ensure that it is not hazardous. Various state water departments in the United States strive to ensure that the quality of water being used within their states is high. The Iowa Water Department is an example of this. This paper will be a discussion of water quality in the state of Iowa, focusing on the advantages and disadvantages involved in this topic, together with areas where it can be utilized. The aspect of water quality focuses on household, commercial and the environmental aspect of water. In the state of Iowa, there is the Iowa Water Quality Association whose goal is to help its members provide better water treatment and protect the environment in which they are associated with (Iowa Water Quality Association, p. 1). This i s in a bid to ensure that the quality of water that people use is good and that the environment is protected. To ensure that this is done, various industries that provide water treatment services have to focus on the health needs of the people that may come into contact with the water that they have treated (Iowa Water Quality Association, p. 1). ... Variety is provided due to different consumers’ needs (Iowa Water Quality Association, p. 1). Septic systems are also regulated. There may be occasions where the piping system for water meant for domestic use lies hand in hand with the one for the septic system. Therefore, there are strict guidelines to ensure that contamination does not occur to water that is meant for domestic use in case of any leakages in the septic systems (Iowa Water Quality Association, p. 1). This is to ensure that the water being used for domestic purposes is pure and of good quality. To ensure that all aspects of water quality are enhanced, the department of natural bodies is in place. This looks after the wellbeing of the natural occurring water bodies. These include streams that are sometimes used for boat riding by individuals and ponds that are used for fishing. Since this area are widely visited by families enjoying their free time, it is necessary that the quality of water that is there is good (Iowa Department of Natural Resources, p. 1). Therefore, this department visits such bodies often to ensure that there are no any harmful pathogens. There is the possibility that some industrial waste is released to streams, this could be harmful to the animals that stay in water as well as to the various plants that form the water body biodiversity. These wetlands are inspected regularly to ensure that they are safe. Despite the fact that the quality of water within the state of Iowa is generally good, there is still some form of threat. Small portions of water in the state of Iowa have serious pollution problems (Dillard, p. 1). This mostly emanates from industrial wastes. However, the state tries to ensure that such cases are

Cross-price elasticity Essay Example | Topics and Well Written Essays - 3000 words

Cross-price elasticity - Essay Example Similarly if the two goods are complements, we should see a price rise in one good cause the demand for both goods to fall. -Cross-price elasticity of demand (CPEoD) for car travel with respect to bus fares is very low and is equal to 0.01>0, but 0.010 so there is no relationship between them. It's clear. If the car travel cost grows, the bus fare will grow too. That's why there will not be the greater demand for this kind of transport. c) How would you interpret the cross-time elasticity of demand for car travel with respect to bus in-vehicle travel, why is it positive, and why is the elasticity higher for peak times compared to off-peak times Does it surprise you that the responsiveness of the demand for car travel is greater with respect to bus in-vehicle time than to bus fares Explain your answer. The elasticity is higher for peak times compared to off-peak times, because during the peak hours the busses move slower than during off-peak hours and the consumer is keener to switch to a car when the bus is moving slower than when it is moving faster. d) Are bicycle and bus travel likely to be substitutes or complements What would be the effect on demand for urban bus travel of construction of new bike paths to central city areas What elasticity measures might be relevant when trying to measure the responsiveness of demand for bus travel to changes in these... c) How would you interpret the cross-time elasticity of demand for car travel with respect to bus in-vehicle travel, why is it positive, and why is the elasticity higher for peak times compared to off-peak times Does it surprise you that the responsiveness of the demand for car travel is greater with respect to bus in-vehicle time than to bus fares Explain your answer. -Bus in-vehicle time increase of 1% during peak hours causes car demand to increase by 0.4% and bus in-vehicle time increase of 1% during off-peak hours causes car demand to increase by 0.3%. It is positive, because the consumer is tempted to switch to a car since the bus is slower. The elasticity is higher for peak times compared to off-peak times, because during the peak hours the busses move slower than during off-peak hours and the consumer is keener to switch to a car when the bus is moving slower than when it is moving faster. d) Are bicycle and bus travel likely to be substitutes or complements What would be the effect on demand for urban bus travel of construction of new bike paths to central city areas What elasticity measures might be relevant when trying to measure the responsiveness of demand for bus travel to changes in these conditions for cyclists -Speaking about cross-price elasticity, bus and bicycle are substitutes theoretically. That's because bus fare rise will entail demand for alternative transport vehicles. But can lots of people change bus trip to bicycle one This effect is possible only after construction of new bike paths to central city areas. After changes in these conditions for cyclists, the demand for bus travel can decrease significantly. We have another situation with cross-time elasticity. Bicycle is a slower kind of

HAPPINESS AND MORALITY Term Paper Example | Topics and Well Written Essays - 1500 words

HAPPINESS AND MORALITY - Term Paper Example Based on the points raised by virtue ethics, a person is being moral when he is performing moral acts. Therefore, the requisite for cultivating a reputation as being virtuous is through performing acts that are moral or virtuous which makes the person becomes moral or virtuous. This is the heart of her argument regarding the supposed autonomy of happiness and morality with each other. Aristotle postulates â€Å"being moral will make you happy† (qtd. in Vitrano 4), which Vitrano argues saying that the morality and intellectual character of a person do not automatically lead to happiness (3). In her words, Vitrano states â€Å"we do find happy immoralists, people who knowingly break the rules of society and appear unaffected by it† (3). Vitrano makes a plausible explanation for her conclusion that a person who appears to be moral needs first to perform virtuous acts or by being virtuous. One cannot establish his or her image as a virtuous person without doing acts that ha ve intrinsic moral values in it. I agree with Vitrano that an appearance of a virtuous individual entails the actual doing of things which are deemed virtuous. For instance, a president is not seen as a virtuous person without acting like one, such as abolishing the death penalty because it is pro-life. If the president does the opposite by signing the retention of that capital punishment, on a philosophical perspective, he appears to be immoral by doing the exact opposite of a virtuous act. Based on Aristotelian perspective, moral or intellectual virtues are the key to happiness; meaning, failure to appear virtuous by not performing moral acts does not make a person happy. However, I do agree with Vitrano that moral acts do not necessarily result to happiness because it is an independent domain apart from morality and intelligence. This has also the same logic with what Martin says, â€Å"Individuals blessed with every good fortune can be unhappy because they are depressed, and in dividuals with little good fortune can still be happy† (8). In the same way that fortune does not mean happiness, doing moral acts also does not automatically lead to happiness. Pascal’s Wager: Similarities and Differences with Vitrano’s Christine Vitrano’s view of happiness and morality shares some similarities with Pascal’s Wager. Both Vitrano and Pascal acknowledged the subjectivity among humans in terms of reasoning their state of happiness and their religion. Vitrano states that happiness cannot be construed on the volume of material possessions a person has or the moral and intellectual cause of his or her actions (3). Happiness is when humans view their lives positively, albeit fortune or doing things with morality and intellectual purpose as foundations (Vitrano 3). In other words, human happiness depends on the personal outlook of the person regarding the way he or she lives life. This view is embodied in the â€Å"life satisfaction viewâ €  that follows the subjectivity of one’s basis for being in a state of happiness (Vitrano 3). On one hand, Blaise Pascal in his work Pensees, encapsulated in his Wager the rationalization behind every religion. In the same case as Mathematics believes the existence of an infinite number although its appearance has not yet been witnessed, the same case applies to the existence of God. In Pascal’s Wager, he quantifies that God is â€Å"infinitely incomprehensible† because he is not, by affinity, related to us, and that he has neither â€Å"

All My Sons by Arthur Miller Essay Example | Topics and Well Written Essays - 1000 words

All My Sons by Arthur Miller - Essay Example This essay will describe how issues of morality and politics affected the main characters, how Miller employed the fundamental elements of drama to create a modern play on par with older Greek tragedies, and some personal observations. As an initial matter, it is important to note that competing political and moral belief systems were instrumental in the development of the main characters. An examination of the father and sons is useful. The father, Joe Keller, was by all accounts a family-oriented man. He loved and provided for his sons. Indeed, as the play demonstrates, Joe believed it to be his highest moral responsibility to take care of and provide material support for his family. Money was important according to his realistic view of the world and of his own role in the world. His sons, Chris and Larry, provide a sharp contrast to the father's philosophical underpinnings. Both are of an idealistic bent. Family, to be sure, is important, but both have deeply ingrained notions of a deeper social obligation to their country and to other individuals in their country. In this case, involving the sale of damaged airplane parts to the United States government, the play was set from the beginning to elicit different and competing responses from the main characters. Joe, as the practical family ma... His sons were Chris and Larry. Other fathers had to worry about their own sons. Chris and Larry, on the other hand, because of their different notions of social obligation and honor, could never accept such a narrowly tailored and self-serving justification. For them, both veterans of WW II, social obligation was a more comprehensive duty which transcended temporary financial windfalls or the isolated survival of an individual family. Sons, from their point of view, might have been defined as American soldiers, as American citizens, or as allies more generally around the world. Because of these broader beliefs in social duty, both were unable to accept their father's complicity in the sale of the damaged parts. Larry committed suicide by crashing his airplane and Chris threatened to abandon his heritage by leaving the factory and his father. In the final analysis, these characters were defined by their views of the world. Their actions and their decisions adhered to these philosophical characterizations and the reader cannot imagine that they could have behaved much differently than Miller scripted them to act. These three are philosophies as much as they are people. 1.2 How Miller Used the Elements of Drama to Effectively Emphasize his Themes This play is nothing if not a tragedy. It is tragic because well-intentioned people suffered tragic fates. Miller highlighted this feeling of tragedy by creating and adhering to a dramatic structure which created both a feeling of empathy and a feeling of disgust. There was empathy for individuals and disgust for certain actions; more particularly, the dramatic structure employed by Miller vested the main characters with believable motivations and their consequent actions with realistic results. The

Burjeel hospital ( abu dhabi ) Research Paper Example | Topics and Well Written Essays - 5750 words

Burjeel hospital ( abu dhabi ) - Research Paper Example Developments within the standards of the healthcare domain of the country have been one of the major aspects, which must be duly considered for deriving positive outcomes. The standard, which has been practiced within the healthcare industry of the nation, is identified to remain at par with the prevailing healthcare issues in the global business sector (Alhyas, Nielsen, Dawoud & Majeed, 2013). The number of chronic disease prevailing within the country i.e. the UAE is noted to be an ever increasing trend in recent years, which further demands for extensive development of the sector in terms of delivering effective healthcare services to the people of the country. In order to acquire more in-depth understanding about the topic of the research, Burjeel Hospital of the UAE has been taken into concern for discussion (Burjeel Hospital, 2015). Thus, with this concern, the research paper intends to develop a marketing plan for the healthcare organization i.e. Burjeel Hospital, which is operating in the nation for several years. The aim of the plan will be to ensure long-term sustainability and attain competitive advantage as compared to others operating within the overall healthcare sector of the nation. The healthcare organization chosen for this particular research study is Burjeel Hospital operating in the region of Abu Dhabi of the UAE. Notably, this particular healthcare organization is one of the biggest and most prestigious healthcare organizations operating in the nation. Apart from the effectiveness of the healthcare services being provided to the patients, the hospital is also known for its grandeur and magnificence in terms of infrastructural development. The management of the healthcare unit not only believed in the deliverance of quality healthcare services to the end users, but also offering the same in cost-effective manner. The organization also ensures providing world-class facilities to the customers based on which they could be cured as early as

Information Assurance Essay Example for Free

Information Assurance Essay Information Assurance (IA) can be referred to as the process that involves in the management of perils that are closely related to the usage, processing, storage and electronic transfers of information. This field has been birthed by information security, a field in computer security. Information Assurance is aimed at availability, authentication, non-repudiation, integrity and confidentiality of information and information systems thus serving as a defense and protection turf for electronic information. The process of Information Assurance commences with the act of specifying and classifying the assets of the information to be protected. This process of information specification and classification is done objectively taking into contemplation the nature, source and the purpose of the information in focus. This is followed by risk assessment that is done by Information Assurance practitioner who has to put into consideration the likelihood and the impact of the undesired actions that may negatively affect the disclosure of the information in storage to unauthorized individuals. It is at this stage that the both qualitative and the quantitative value of the risk in relation to the current situation and predictable hazard is determined. Moreover, the IA practitioner develops a risk management plan that puts forward the countermeasures that can probably mitigate, accept, eliminate or transfer the risks. The plans also puts into consideration the detection, prevention and response towards the emergent or prospective perils (Qian, Tipper, Krishnamurthy, 2008). During the plan development, various frame works can be employed such as ISO 17799, PCIDSS, ISO/IEC 27002 or CobiT. Procedures and policies such as frequent data and information backups and configuration hardening, installation of anti-virus programs and firewalls are among the countermeasures that can be used. Other activities included as countermeasures are trainings and the restructuring of the computer network systems which put in place computer emergence response team (CERT) or computer security incident response team (CSIRT). These countermeasures aim at managing, extenuating or totally eliminating the forthcoming risks in the most cost-effective manner. Later, implementation, testing and evaluation of the plan are undertaken through various designed methodologies such as formal audits. An overhaul, known as the service integrity service is put in place to protect the resources of the system from accidental unwarranted change, destruction or loss (Rogers, 2004). The system’s authenticator, also referred to as the system administrator, bears the entire authorization mandate and it is only through his certification and accreditation that a third party or any other person can access the information in store. In addition, liaison of the authenticator with the user representative and the program manager grants equal access rights to the protected information. The above three officials also have to decide agreeably on the most appropriate approaches to be instituted in an attempt to meet all the information security prerequisites. Once they have identified these methodologies, they also highlight on the security remedies that are satisfying. The authenticator’s leadership, these information system officials are bestowed with the obligation to oversee the activities of the information system security. So as to be able to access the information in the system, the authenticator has to issue a declaration indicating that approval has been granted to the any alleged declaration holder to operate the automated information system (AIS). Included in this declaration are the sets of standardized rules and regulations that must be adhered to the latter by all users having the right of access to the stored information. These prescriptions are aimed at safeguarding the information in store and the Automated Information System at large. Besides this declaration, data security can be ensured by the use of logins, passwords and digital certificates which are specifically issued to those users who are sanctioned (May, et al, 2004). The former is not so much campaigned for but instead, the latter and the use of biometric techniques such as voice and fingerprints as regarded as more secluded methods. Computer information attackers have devised ways to overwrite and also override these login passwords and as a result, this safety methodology is rarely relied upon. Once authentication has been granted, encryption of the sensitive data is done to avert it from eavesdropping and other related computer information crimes. During the process of authentication personal information is gathered and entered into the automated system which aids in the person’s identification. As a result, the party is issued with a credential. This credential validates the user identity claim when he/she is accessing the controlled and protected assets or information. In pursuit to ensure more safety over the stored information, multi-factor authentication has been employed. The multi-factor authentication process is subject to various environments and other technological rudiments and varies depending on these two aspects (Department of the Army, 2007). These techniques may include network architecture controls, remote network access, network sniffers and securing network ports. Failure to conform to or adopt any of the above mentioned authentication methodologies will expose the stored data to computer information systems defaulters who can craftily bypass weak technical controls. Consequently, they distort the information. This distortion may vary from mere acts such as modifying the main memory’s information after having read it to causing notable and probably irreversible behavior of the schedulers which are finally associated with the crashing of the entire information systems with large volumes data loss. In addition the can disable the firewall module packet filtering by transforming the image such that the agent’s in-memory store code starts working inappropriately (Larry, 2009). This may render the agent disabled from accessing the system. Once automated information attacker gains this unauthorized opportunity to access to the clients’ information he has the freedom to perform dynamic data modifications. Besides, he can access the system management memory (SMM) handler. The end result of this will be a system management random access memory (SMRAM) cache-based attack. Computer information criminals also alter the information system’s operating codes. Moreover, they can access client’s personal and confidential details such personal identification numbers and probably financial institution’s information thus ending up in a big loss in their finances. National and scientific databases have been prepared and managed by the governments of various states. Moreover, academic organizations and research institutions are also reliable. However, these stakeholders have to take keen attention during the auditing of the information, especially those received from partnerships with other organizations to avoid errors that may be disastrous in the future. In information assurance, the information flowing in the associated institutions should be confidential as earlier said and also the information’s integrity should be well safeguarded. In ensuring that the information meets these prerequisites, the British standards well implemented. Information assurance standards are also published a template in the IA website. Moreover, the Defense Information Systems Agency (DISA) site contains these standards which are also coordinated with the MCNOSC. Therefore in conclusion, information assurance can be basically taken to mean the information operations (IO) aimed at information and information systems (IS) protection. This is achieved through the information assurance standards that see the achievement of information availability, its integrity, confidentiality, authentication and non-repudiation. The realization of these standards ensure the refurbishment of IS through the amalgamation of restoration, detection, fortification and reaction competences

Monetary Incentives as Employee Motivation

Monetary Incentives as Employee Motivation Chapter 1: Introduction 1.1 Background to Context In a highly competitive business environment organisations have to generate and sustain higher profits to survive and achieve stable growth in future years within the context of globalisation (Wolfson, 1998:5). The easiest and most practical method of generating profits is to increase the level of sales in a company. This level of sales can be increased through various methods such as implementing effective and efficient marketing strategies and focussing on satisfied customers. Attracting new customers is more difficult in comparison to retaining previous customers. It is without doubt that the attraction of new customers would require additional costs and expenses related to marketing and promotional campaigns. (reference this if you can ask the question says who then it should be referenced) The most important and significant strategy of retaining old customers is to keep existing customers satisfied (ref). The satisfaction level of customers is affected (would influenced be better than affected) by a number of variables such as, quality of products, prices of goods and the level and quality of service and support provided by the personnel of an organisation. This implies that if customers are satisfied they will continue buying products from an organisation, their satisfaction and the service and support provided by employees of that organisation plays an increasing role of the success of an organisation (Kuballa, 2006:10). The employees will provide excellent services and support if they are satisfied (satisfied with what?) and company management needs to keep (ensure) the workforce/sales force is consistently highly satisfied and motivated. The motivation and satisfaction of employees especially the sales force within an organisation is of high importance for them, as both the commitment of these employees in achieving the objectives of an organisation and customer satisfaction levels are dependent on the motivation and satisfaction levels of employees (Ekerman et al, 2006). (Do you need a paragraph explaining the terms satisfaction and motivation at the beginning? It may help the reader). Many organisations regard the workforce and employees (are workforce and employees not the same?) as important assets, who are responsible for achieving the overall aims and objectives of an organisation (reference). Companies and management of companies implement various motivational techniques and strategies to increase productivity levels of employees and effectively resolve and deal with various human resource management issues (Mullins, 2005:834). Managers can motivate employees using various techniques which include excellent and competitive salary and remuneration packages, awarding bonuses and incentives, improving working conditions (including the environment), increasing the level of employee involvement in the decision making process which in turn creates a sense of empowerment on the part of an employee (reference). (deleted the) Managers in organisations can increase employee motivation levels by providing both intrinsic and extrinsic rewards to employees in different fo rms (Mullins, 2005:473). Money and cash rewards are one of the best motivators of employees in any context and employees can be motivated quite effectively through cash and money rewards or rewards which are materialistic or quantitative in nature (Axelsson and Bokedal,2009). Application of different techniques of motivation in organisations is of high importance not only to ensure increased level of employee satisfaction but also to ensure increased quality of goods and services having a direct impact on the level of customer satisfaction (deleted words here) which will eventually increase the profit of a company (reference). The sales force in an organisation is one of the most important workforces elements of an organisation; they are directly responsible for increasing and maintaining the level of sales within that organisation. The techniques and strategies of motivation become more important where human resources and personnel are abundant and there is significant competition in employee recruitment and hiring (reference). Scholars, practitioners, researchers and authors have emphasised the importance of applying effective motivational techniques over the years and argue that motivating employees is one of the most important functions of managers within an in organisations and if organisations want to succeed on a long term basis they need to consistently motivate employees and achieve high levels of employee satisfaction (reference). Providing employees with an incentive in the form of promotions, bonuses and other intrinsic and extrinsic rewards increases the level of employee motivation within an organisation (reference). The implementation of motivation techniques especially monetary based or extrinsic rewards is applicable and effective in any context whether large or small (ref). The companies operating in countries where human resource is abundant and economies are dependent on human beings such as China, India, Vietnam, Taiwan and Philippines need to implement and apply effective strategic moti vational techniques in order to retain employees and attract skilled and experienced workers (ref). There are a lot number of organisations that have outsourced their operations to thee these regions due to low cost of labour and human resources but the fact remains that these regions have a very competitive human resource environment and managers in these organisations need to be both diligent and vigilant in motivating employees especially through monetary incentives and benefits (McCourt and Eldridge, 2003). 1.2 Objectives During my job As part of my role as department manager in Toys R Us I had the opportunity to work closely with various salespersons that were paid by the company in various ways depending upon their performance and the designation they had in within the company. Some people individuals were rewarded with bonuses and incentives quite handsomely while others were never rewarded at all. This made me wonder and question whether money and monetary benefits had any significance and importance in increasing the motivational level of employees and whether or not financial remuneration impacted on the retention retaining of these employees within and the organisation. The main objective of the (what does the refer to Yours or some one elses) current research is to analyse and interpret the motivational theories and concepts especially with respect to monetary incentive techniques of motivation. The research (your research I think?) will focus on the motivational techniques and extrinsic rewards used by managers in various companies to motivate employees and increase the level of satisfaction of employees. The study will evaluate and analyse several motivation techniques and the implications of these techniques on employee satisfaction and performance within an organisation. The current scenario (what is the current scenario do you mean in terms of your own study i.e. there is a paucity of literature relating to †¦.) of motivation is quite limited as there is a lack of research in role of money and monetary benefits as motivational forces of individuals and employees. The information and research which is present available is considered quite invalid in the current scenario (what is this current scenario Do you mean the focus of your study!!!!) especially motivating the sales force through monetary incentives and benefits. The research will specifically focus on the following objectives. Studying motivation as a significant force in an organisation Evaluating motivation as a tool for accomplishing success in an organisation Motivational theories and their implementation in the workplace Impact of monetary incentives in motivation and satisfaction of employees Importance and benefits of monetary incentives in motivation of employees 1.3 Rationale for Objective The theoretical framework of motivation and achieving employee motivation is quite comprehensive and all students who complete their studies in business management know are familiarised with the basics of employee motivation and these students further in turn go on to become managers in organisations in their professional career (ref). The knowledge of theories and techniques of motivation is not enough for achieving employee motivation within an organisation (ref). Managers need to understand the importance of motivation and realise the significance of motivation as a success factor for organisations (ref). Although managers have knowledge of the theories and techniques of motivation they fail to apply these theories in the workplace (ref). The importance and impact of monetary incentives on employees and the role of money as a motivator is taught and discussed quite significantly but managers still fail to recognise this fact (ref). Even today the most significant factor leading to shifting the movement of employees from one organisation to another organisation is the better compensation and monetary benefits. In todays competitive world and especially after the global financial crisis took toll it has become quite important for companies to retain efficient employees and one way of retaining efficient employees and attracting talented work force is to provide competitive compensation packages and motivate employees through monetary incentives (ref). Therefore this research will analyse the theoretical framework of motivation through monetary incentives and find identify how this framework can practically be implemented in the workplace. 1.4 Research Hypothesis The current (do you need the word current?) research is carried out based on a hypothesis and data is collected and analysed from various primary and secondary sources to evaluate this hypothesis by implementing an appropriate approach to research selected for the research. The hypothesis formulated and established for the current research is that motivation is the most significant factor for the success of an organisation and employees, especially sales force, can be motivated effectively through monetary incentives. 1.5 Research Questions- is your supervisor happy with this section? The research hypothesis described in the previous section is tested and evaluated while conclusions to the current research are arrived at by finding appropriate answers to the research questions presented here. The research questions are designed with an objective of not to be exhaustive and other information which is considered to be useful for achieving the objectives of the current research will also be incorporated into the research. The research questions are presented below. What is the significance of motivation in organisations in the modern era? What conceptual frameworks of motivation can be used by managers? Which motivational techniques are mostly applied and implemented by managers in organisations? Is employee satisfaction important for growth of an organisation and does motivation through monetary incentives impact employee satisfaction in any way? Should various techniques of motivation be implemented in organisations by managers or is motivation through monetary incentives sufficient for achieving employee satisfaction? 1.6 Scope The scope of the current research includes and is limited to the research methods and approaches explained in the research methodology chapter of this report. The research deals with the analysis of motivational techniques and the importance of monetary incentives for motivating a sales force within an organisation. The theoretical framework of motivation will be analysed through a comprehensive review of literature coupled with an analysis of data collected from various sources to analyse how the theoretical framework can be implemented practically within organisations. The research will specifically focus on the implementation of monetary motivational techniques to find how a sales force within an organisation can be motivated through monetary incentives. The scope of this research is limited in various ways (WHY Important bit) but all information which is deemed significant for achieving an effective outcome will be incorporated in the research. 1.7 Disclaimer The current research has been performed and completed undertaken after proper authorisation and acceptance of the dissertation supervisor. The information and data has been presented in the research after sufficient assurance and consideration that all copyright and plagiarism issues have been addressed throughout the entire covered during the whole research process. Written permission was acquired from the research supervisor before contacting the respondents and participants of the research and utmost care was taken to safeguard the personal and private information of these participants and no personal information has been shared without their consent (?In accordance of the Data Protection Act). This report is prepared in such a manner that it does not seem exhaustive to readers in any way. Even though the research study has been performed with extreme vital and important business decisions should not be made based on the research report. The research report is distributed with a s ole intention of increasing human knowledge and should not by any means of trade, commerce or otherwise be redistributed, lent out, hired out or sold commercial or for business purposes with an intention of making a profit without the prior authorisation and acknowledgment of the researcher and supervisor. Do you have Toys R Us permission to do this study 1.8 Structure of Report The dissertation report is organised in various chapters and the layout of the report is described below. Chapter 1: Introduction The first chapter of the dissertation is the introduction chapter and explains the background of the current research within the context of this research. The background to context section introduces the basic concept of motivation and establishes a firm foundation for the research to be carried out. The background to context explains the context to which motivation and the theoretical framework of motivation belongs along with the significance of motivating employees through monetary incentives within an organisational context. The primary objectives of the research are also explained in this chapter to provide an overview of the research to the users of this report and what results should be expected from the result. The objectives section also explains how the researcher will accomplish these objectives during the research process. The rationale for selecting specific objectives in the current research is also explained in this chapter. The research hypothesis established for the current research is also discussed in this chapter along with the research questions supporting this hypothesis, which the researcher will try to answer during the research. The scope of the research along with the disclaimer and structure of report are also explained outlined in the last sections of this chapter. Chapter 2: Literature Review The literature review chapter is the second chapter of this report and provides a comprehensive and thorough review of the literature relevant to the concept and theories of motivation and the various techniques of motivation along with motivation through monetary incentives. The chapter presents a comprehensive explanation and review of literature studied for the purpose of this research and the data collected from various sources such as journals, books, periodicals, previous research studies and websites in the area of motivation and techniques of motivation. The chapter provides and overview of various theories and concepts of motivation presented by various renowned practitioners. Various models and frameworks for increasing motivation and satisfaction level of employees within an organisation are also discussed in the literature review chapter of the report. The chapter also presents various kinds of motivation including intrinsic and extrinsic motivation. Chapter 3: Research Methodology The third chapter of the report explains various research paradigms and approaches which, are available at the disposal of a researcher. The chapter explains qualitative and quantitative approaches to research along with their advantages and disadvantages. The various methods of collecting and analysing data are also explained in this chapter along with their advantages and disadvantages. The nature and process of collecting primary and secondary data through various sources such as interviews, group discussions and survey questionnaires are also discussed in this chapter. The research methodology chapter also explains the proposed research methodology applied in the current research and the strategy to gather and analyse data from primary and secondary sources. Chapter 4: Findings and Observations The findings and observations chapter is one of the most important components of a research as it presents the findings, observations and results after a comprehensive and thorough analysis of data collected from various sources. This chapter presents the interpretation and analysis of the gathered data in a systematic manner which eventually leads to effective conclusion from the research. The methods of implementing motivation techniques are analysed in this chapter with a specific focus on motivation through monetary incentives to motivate the sales force within an organisational context. The chapter evaluates the research hypothesis presented in the first chapter of the report in order to accept or reject that hypothesis while answering the research questions and eventually deriving a valid and logical conclusion to the research. Chapter 5: Conclusions The last chapter of the dissertation report is the conclusion chapter which presents the overall results of the research and provides the conclusions arrived at after thorough analysis of primary and secondary data and review of literature in the research. The research hypothesis which was evaluated in the findings and observations chapter is accepted or rejected in this chapter. The conclusions chapter also explains the recommendations and limitations of the current research so that any further research in this area can be carried out effectively and efficientl Chapter 2: Literature Review 2.1 Introduction- overall you need very robust referencing here if you can say says who? it needs to be referenced Organisations in the current world are regarded as economic powerhouses because they contribute in the overall development of a country (ref). Organisations are getting bigger and stronger day by day and newer methodologies are incorporated by them so that they can benefit in both the short and the long run (ref). There are different terminologies that are incorporated by organisations because their core objective is to succeed in the competition. Employees are regarded as the assets of organisations and most of the forward looking organisations focus a lot on their employees (ref). Employees on the other hand coordinate with their respective organisations and in this manner a prospective relationship is created in such way that both the parties benefit in both the short and the long run. Although, employees are regarded as the assets of their respective organisations but treating these assets in a proper manner is considered as an important task (ref). Although there are different i mportant factors and departments that are working in collaboration with each other like marketing, finance, human resource management etc but sales and marketing is considered as the most influential element of an organisation because in the longer an organisation operates and excels through sales and marketing department (ref). This paper analyses different aspects of motivation and how an organisation motivates its employees. In the similar manner the core aspects that is discussed in this research paper is that what role does monetary incentives play when a sales forces is being motivated. However, this chapter would only incorporate different theoretical concepts that are attached with the aspect of motivated and different motivational theories are discussed in detail. Referencing in this section needs a lot of attention! 2.2 Motivation An Overview Motivation is considered as an important factor for nearly all the organisations that are working in the corporate arena. Motivation in a broader sense is basically the activation of certain goal oriented behaviour (ref). Motivation is actually a force that forces an individual to work hard and harder in order to achieve both monetary and non-monetary rewards. This aspect is more visible in an organisational perspective where certain managers are working under the direction of directors and these managers are heading certain subordinates. The core objective in an organisational perspective revolves around efficiency of work and motivation. The employees are motivated by work allotted to them and different monetary and non-monetary rewards that are given to them in both the short and the long run. Motivation in a broader perspective is classified in two forms. These two forms are intrinsic motivation and extrinsic motivation. In a general perspective the term of motivation is used to express the motivational behaviour of humans but in a broader perspective animal behaviour is also explained through it. Motivation is associated with the aspect of incentives, enthusiasm or certain level of interest that actually causes a specific action or results in certain behaviour. Motivation is not only present in business settings it is present in nearly every aspect of life. Like If an individual is hungry then he/she is motivated by food. In the similar manner there are different related examples in this regard. Education is directly motivated by the desire of knowledge. In other words it can also be said that motivation is associated with everything that possess reward and coercion. However, it can be clearly said that the aspect of motivation is of utmost importance and it is beneficial in both the short and the long run. Specially, in a business oriented environment an organisation cannot perform well when its employees are not motivated appropriately. Motivation is dir ectly related with the aspect of coaching and in a broader sense it can be clearly said that motivation and coaching go hand in hand with each other. The element of coaching and motivation is like teaching and education. References through out this section!!!!!!!!!!!!!!!!! Motivation can be explained in different aspects like motivation can be explained as the phenomenon that drives individuals to do something. Things that are done are actually linked with certain rewards or they have certain consequences. The rewards or consequences that are attached with the scenario of motivation can be of course tangible benefits such as financial rewards, appraisals etc. In the similar manner the consequences attached can be considered as the risk of losing the job etc. There are certain other benefits that are less obvious in both the short and the long run but they motivate an individual to perform certain tasks. These benefits are a pat on the back, recreational facilities in an organisation etc. (Grazier,1998) believes that believs that different members in an organisation are motivated towards the actual needs of an organisation. Grazier also emphasised on the scenario that the expectation of different rewards and benefits motivates an employee in an organisa tion to work hard in both the short and the long run. The researcher believes that â€Å"Each day brings with it an endless list of decisions to be made. The process of making those decisions is driven, in large part, by the hope of a benefit or the fear of a consequence† (Grazier, 1998). Referencing very very poor need more in this 2.2.1 Types of Motivation Motivation is considered as a broader perspective and that is the reason why it has certain types. Generally, there are four types of motivation which are considered as to be achievement motivation, affiliation motivation, competence motivation, power motivation and attitude motivation. However, in a broader perspective there are two classification of motivation which is considered as intrinsic and extrinsic motivation. Both the general and broader types of motivation are explained below: Motivation types look at tenses below have you lifted some text from papers etc you need to really look at your referencing 1. Achievement Motivation Achievement motivation is basically the drive to pursue and attain gaols. An employee that possesses achievement motivation and who actually wishesd to achieve the objectives and advance up the ladder whenever an opportunity is given. This approach is very similar to the Kaizen approach of Japanese Management. 2. Affiliation Motivation The affiliation motivation is related with the aspect of peoples drive which is on social basis. Persons with affiliation motivation perform in a better way and ultimately it results in favourable attitudes and cooperation. 3. Competence Motivation The competence motivation is a drive that is revolved around the scenario to be good at something. It directly allows an individual to perform high quality work. When people are competent then motivated people seek job mastery and they take pride in solving different problems when they are facing different obstacles. In this form people actually learn from their experience. 4. Power Motivation The power motivation is basically a drive which is used to influence people and change different situations. These types of individuals are more diverged in creating an impact on their organisation and that is the reason why they are willing to take risks. 5. Attitude Motivation Attitude motivation is related with the aspect that how people think and feel. It is directly related with the element of self confidence and what is the belief of people in themselves it also incorporates the element that what is their attitude towards life and how they feel about their future. 2.2.2 Kinds of Motivation Generally motivation is of two kinds which are named as extrinsic motivation and intrinsic motivation. 2.2.2.1 Intrinsic Motivation The element of intrinsic motivation is considered as a major concern in todays world because this form of motivation is implemented by different organisations (ref). Intrinsic motivation is a considered as a growing area on concern because it is used to reinforce different employees and learning communities. The core ideology of intrinsic motivation has actually evolved from psychology and has been closely related with the concept of cognitive psychology (Deci and Ryan, 1985). Motivation is generally applied in the workplace and different researches depict that motivation plays a vital role in the development of leadership. According to (Deci and Ryan 1985) defined intrinsic motivation as â€Å"Intrinsic motivation is defined as the doing of an activity for its inherent satisfaction rather than for some separable consequence. When intrinsically motivated, a person is moved to act for the fun or challenge entailed rather than because of external products, pressures or reward (Deci an d Ryan, 1985). In the similar manner it can also be said that incentives as implied by the name is related with the aspect of personal qualities, intentions and values. The satisfaction that is attained from such incentives can be considered as intrinsic. These types of rewards are beneficial in both the short and the long run because they motivate an individual from insight and that is the reason why individuals who are internally motivated perform well and ultimately organisations benefit in this regard (Atkinson and Walker, 1956). However, in certain conditions intrinsic motivation might be considered as unnecessary to an individual because he/she is looking for monetary rewards. That is the reason why organizations usually try to form a complete of both these factors. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2.2.2.2 Extrinsic Motivation These rewards are usually associated with the element of money and different monetary aspects. It can be said that extrinsic motivation is used to reduce the aspect of intrinsic motivation but this is not viable in all circumstances. Different researchers have actually emphasized on different aspects and it is depicted through research that monetary rewards definitely increase an individuals performance and different incentives urge an individual to perform more and more (DiClemente and Velasquez, 2002, cited Miller and Rollnick, 2000). In the scenario of intrinsic motivation people need time to make wide range of choices, novel events and unexpected possibilities. They need certain amount of time and freedom to make different choices in different scenarios. However, in the scenario of extrinsic rewards people are more attracted towards shortened time perspectives and that is the reason why the final result achieved is much more efficient however, it is also subject to predefined job . The element of job commitment and long term commitment of an individual may be affected negatively. Rewards and benefits in most of the conditions are tangible and in certain conditions there are intangible rewards like appreciation, a smile of supervisor, etc. The tangible rewards are associated with extrinsic rewards and due to these rewards employees of an organisation are extrinsically motivated and through intrinsic rewards employees are intrinsically motivated. 2.3 Theories of motivation There are different theories that are associated with the element of motivation. However, there are certain common theories that are followed by many organisation of todays world. The core theories of motivation are discussed below: 2.3.1 Taylor Frederick Winslow Taylor used motivation a lot in his proposals and managerial models and that is the reason why they developed an idea that workers are motivated mainly by pay. His theory comprised of different aspects like workers are not satisfied with the working condition or they usually dont enjoy doing work that is the reason why they need close supervision (McClelland and Boyatzis, 1982). That is the reason why management should break down the element of production into small series of tasks. His entire theory focused on the scenario of financial rewards and he believed that workers are paid according to the number of item they produce and this phenomenon is known as time-piece-rate pay. Through these financial rewards workers can definitely enhance their production levels and they can be satisfied too. Taylors methods are widely accepted in todays world and they are used to reduce the cost of the production system. Henry ford is considered as a first individual who utilized Taylors models in his production lines. That is the reason why that era was considered as an era of mass production. However, different researchers believe that Taylors approach is related with the aspect of autocratic management which is that managers take all the important decision and the subordinates follow these decisions (Emmons, 2003). However, in the longer run people disliked Taylors approach because they were getting bored of doing repetitive jobs and they were working and characterised as human machines. 2.3.2 Mayo Elton Mayo believed that all the workers that are working in different organisations can be motivated if there social needs are met while they are working. He also introduced the human relation school of thought in which the managers o Monetary Incentives as Employee Motivation Monetary Incentives as Employee Motivation Chapter 1: Introduction 1.1 Background to Context In a highly competitive business environment organisations have to generate and sustain higher profits to survive and achieve stable growth in future years within the context of globalisation (Wolfson, 1998:5). The easiest and most practical method of generating profits is to increase the level of sales in a company. This level of sales can be increased through various methods such as implementing effective and efficient marketing strategies and focussing on satisfied customers. Attracting new customers is more difficult in comparison to retaining previous customers. It is without doubt that the attraction of new customers would require additional costs and expenses related to marketing and promotional campaigns. (reference this if you can ask the question says who then it should be referenced) The most important and significant strategy of retaining old customers is to keep existing customers satisfied (ref). The satisfaction level of customers is affected (would influenced be better than affected) by a number of variables such as, quality of products, prices of goods and the level and quality of service and support provided by the personnel of an organisation. This implies that if customers are satisfied they will continue buying products from an organisation, their satisfaction and the service and support provided by employees of that organisation plays an increasing role of the success of an organisation (Kuballa, 2006:10). The employees will provide excellent services and support if they are satisfied (satisfied with what?) and company management needs to keep (ensure) the workforce/sales force is consistently highly satisfied and motivated. The motivation and satisfaction of employees especially the sales force within an organisation is of high importance for them, as both the commitment of these employees in achieving the objectives of an organisation and customer satisfaction levels are dependent on the motivation and satisfaction levels of employees (Ekerman et al, 2006). (Do you need a paragraph explaining the terms satisfaction and motivation at the beginning? It may help the reader). Many organisations regard the workforce and employees (are workforce and employees not the same?) as important assets, who are responsible for achieving the overall aims and objectives of an organisation (reference). Companies and management of companies implement various motivational techniques and strategies to increase productivity levels of employees and effectively resolve and deal with various human resource management issues (Mullins, 2005:834). Managers can motivate employees using various techniques which include excellent and competitive salary and remuneration packages, awarding bonuses and incentives, improving working conditions (including the environment), increasing the level of employee involvement in the decision making process which in turn creates a sense of empowerment on the part of an employee (reference). (deleted the) Managers in organisations can increase employee motivation levels by providing both intrinsic and extrinsic rewards to employees in different fo rms (Mullins, 2005:473). Money and cash rewards are one of the best motivators of employees in any context and employees can be motivated quite effectively through cash and money rewards or rewards which are materialistic or quantitative in nature (Axelsson and Bokedal,2009). Application of different techniques of motivation in organisations is of high importance not only to ensure increased level of employee satisfaction but also to ensure increased quality of goods and services having a direct impact on the level of customer satisfaction (deleted words here) which will eventually increase the profit of a company (reference). The sales force in an organisation is one of the most important workforces elements of an organisation; they are directly responsible for increasing and maintaining the level of sales within that organisation. The techniques and strategies of motivation become more important where human resources and personnel are abundant and there is significant competition in employee recruitment and hiring (reference). Scholars, practitioners, researchers and authors have emphasised the importance of applying effective motivational techniques over the years and argue that motivating employees is one of the most important functions of managers within an in organisations and if organisations want to succeed on a long term basis they need to consistently motivate employees and achieve high levels of employee satisfaction (reference). Providing employees with an incentive in the form of promotions, bonuses and other intrinsic and extrinsic rewards increases the level of employee motivation within an organisation (reference). The implementation of motivation techniques especially monetary based or extrinsic rewards is applicable and effective in any context whether large or small (ref). The companies operating in countries where human resource is abundant and economies are dependent on human beings such as China, India, Vietnam, Taiwan and Philippines need to implement and apply effective strategic moti vational techniques in order to retain employees and attract skilled and experienced workers (ref). There are a lot number of organisations that have outsourced their operations to thee these regions due to low cost of labour and human resources but the fact remains that these regions have a very competitive human resource environment and managers in these organisations need to be both diligent and vigilant in motivating employees especially through monetary incentives and benefits (McCourt and Eldridge, 2003). 1.2 Objectives During my job As part of my role as department manager in Toys R Us I had the opportunity to work closely with various salespersons that were paid by the company in various ways depending upon their performance and the designation they had in within the company. Some people individuals were rewarded with bonuses and incentives quite handsomely while others were never rewarded at all. This made me wonder and question whether money and monetary benefits had any significance and importance in increasing the motivational level of employees and whether or not financial remuneration impacted on the retention retaining of these employees within and the organisation. The main objective of the (what does the refer to Yours or some one elses) current research is to analyse and interpret the motivational theories and concepts especially with respect to monetary incentive techniques of motivation. The research (your research I think?) will focus on the motivational techniques and extrinsic rewards used by managers in various companies to motivate employees and increase the level of satisfaction of employees. The study will evaluate and analyse several motivation techniques and the implications of these techniques on employee satisfaction and performance within an organisation. The current scenario (what is the current scenario do you mean in terms of your own study i.e. there is a paucity of literature relating to †¦.) of motivation is quite limited as there is a lack of research in role of money and monetary benefits as motivational forces of individuals and employees. The information and research which is present available is considered quite invalid in the current scenario (what is this current scenario Do you mean the focus of your study!!!!) especially motivating the sales force through monetary incentives and benefits. The research will specifically focus on the following objectives. Studying motivation as a significant force in an organisation Evaluating motivation as a tool for accomplishing success in an organisation Motivational theories and their implementation in the workplace Impact of monetary incentives in motivation and satisfaction of employees Importance and benefits of monetary incentives in motivation of employees 1.3 Rationale for Objective The theoretical framework of motivation and achieving employee motivation is quite comprehensive and all students who complete their studies in business management know are familiarised with the basics of employee motivation and these students further in turn go on to become managers in organisations in their professional career (ref). The knowledge of theories and techniques of motivation is not enough for achieving employee motivation within an organisation (ref). Managers need to understand the importance of motivation and realise the significance of motivation as a success factor for organisations (ref). Although managers have knowledge of the theories and techniques of motivation they fail to apply these theories in the workplace (ref). The importance and impact of monetary incentives on employees and the role of money as a motivator is taught and discussed quite significantly but managers still fail to recognise this fact (ref). Even today the most significant factor leading to shifting the movement of employees from one organisation to another organisation is the better compensation and monetary benefits. In todays competitive world and especially after the global financial crisis took toll it has become quite important for companies to retain efficient employees and one way of retaining efficient employees and attracting talented work force is to provide competitive compensation packages and motivate employees through monetary incentives (ref). Therefore this research will analyse the theoretical framework of motivation through monetary incentives and find identify how this framework can practically be implemented in the workplace. 1.4 Research Hypothesis The current (do you need the word current?) research is carried out based on a hypothesis and data is collected and analysed from various primary and secondary sources to evaluate this hypothesis by implementing an appropriate approach to research selected for the research. The hypothesis formulated and established for the current research is that motivation is the most significant factor for the success of an organisation and employees, especially sales force, can be motivated effectively through monetary incentives. 1.5 Research Questions- is your supervisor happy with this section? The research hypothesis described in the previous section is tested and evaluated while conclusions to the current research are arrived at by finding appropriate answers to the research questions presented here. The research questions are designed with an objective of not to be exhaustive and other information which is considered to be useful for achieving the objectives of the current research will also be incorporated into the research. The research questions are presented below. What is the significance of motivation in organisations in the modern era? What conceptual frameworks of motivation can be used by managers? Which motivational techniques are mostly applied and implemented by managers in organisations? Is employee satisfaction important for growth of an organisation and does motivation through monetary incentives impact employee satisfaction in any way? Should various techniques of motivation be implemented in organisations by managers or is motivation through monetary incentives sufficient for achieving employee satisfaction? 1.6 Scope The scope of the current research includes and is limited to the research methods and approaches explained in the research methodology chapter of this report. The research deals with the analysis of motivational techniques and the importance of monetary incentives for motivating a sales force within an organisation. The theoretical framework of motivation will be analysed through a comprehensive review of literature coupled with an analysis of data collected from various sources to analyse how the theoretical framework can be implemented practically within organisations. The research will specifically focus on the implementation of monetary motivational techniques to find how a sales force within an organisation can be motivated through monetary incentives. The scope of this research is limited in various ways (WHY Important bit) but all information which is deemed significant for achieving an effective outcome will be incorporated in the research. 1.7 Disclaimer The current research has been performed and completed undertaken after proper authorisation and acceptance of the dissertation supervisor. The information and data has been presented in the research after sufficient assurance and consideration that all copyright and plagiarism issues have been addressed throughout the entire covered during the whole research process. Written permission was acquired from the research supervisor before contacting the respondents and participants of the research and utmost care was taken to safeguard the personal and private information of these participants and no personal information has been shared without their consent (?In accordance of the Data Protection Act). This report is prepared in such a manner that it does not seem exhaustive to readers in any way. Even though the research study has been performed with extreme vital and important business decisions should not be made based on the research report. The research report is distributed with a s ole intention of increasing human knowledge and should not by any means of trade, commerce or otherwise be redistributed, lent out, hired out or sold commercial or for business purposes with an intention of making a profit without the prior authorisation and acknowledgment of the researcher and supervisor. Do you have Toys R Us permission to do this study 1.8 Structure of Report The dissertation report is organised in various chapters and the layout of the report is described below. Chapter 1: Introduction The first chapter of the dissertation is the introduction chapter and explains the background of the current research within the context of this research. The background to context section introduces the basic concept of motivation and establishes a firm foundation for the research to be carried out. The background to context explains the context to which motivation and the theoretical framework of motivation belongs along with the significance of motivating employees through monetary incentives within an organisational context. The primary objectives of the research are also explained in this chapter to provide an overview of the research to the users of this report and what results should be expected from the result. The objectives section also explains how the researcher will accomplish these objectives during the research process. The rationale for selecting specific objectives in the current research is also explained in this chapter. The research hypothesis established for the current research is also discussed in this chapter along with the research questions supporting this hypothesis, which the researcher will try to answer during the research. The scope of the research along with the disclaimer and structure of report are also explained outlined in the last sections of this chapter. Chapter 2: Literature Review The literature review chapter is the second chapter of this report and provides a comprehensive and thorough review of the literature relevant to the concept and theories of motivation and the various techniques of motivation along with motivation through monetary incentives. The chapter presents a comprehensive explanation and review of literature studied for the purpose of this research and the data collected from various sources such as journals, books, periodicals, previous research studies and websites in the area of motivation and techniques of motivation. The chapter provides and overview of various theories and concepts of motivation presented by various renowned practitioners. Various models and frameworks for increasing motivation and satisfaction level of employees within an organisation are also discussed in the literature review chapter of the report. The chapter also presents various kinds of motivation including intrinsic and extrinsic motivation. Chapter 3: Research Methodology The third chapter of the report explains various research paradigms and approaches which, are available at the disposal of a researcher. The chapter explains qualitative and quantitative approaches to research along with their advantages and disadvantages. The various methods of collecting and analysing data are also explained in this chapter along with their advantages and disadvantages. The nature and process of collecting primary and secondary data through various sources such as interviews, group discussions and survey questionnaires are also discussed in this chapter. The research methodology chapter also explains the proposed research methodology applied in the current research and the strategy to gather and analyse data from primary and secondary sources. Chapter 4: Findings and Observations The findings and observations chapter is one of the most important components of a research as it presents the findings, observations and results after a comprehensive and thorough analysis of data collected from various sources. This chapter presents the interpretation and analysis of the gathered data in a systematic manner which eventually leads to effective conclusion from the research. The methods of implementing motivation techniques are analysed in this chapter with a specific focus on motivation through monetary incentives to motivate the sales force within an organisational context. The chapter evaluates the research hypothesis presented in the first chapter of the report in order to accept or reject that hypothesis while answering the research questions and eventually deriving a valid and logical conclusion to the research. Chapter 5: Conclusions The last chapter of the dissertation report is the conclusion chapter which presents the overall results of the research and provides the conclusions arrived at after thorough analysis of primary and secondary data and review of literature in the research. The research hypothesis which was evaluated in the findings and observations chapter is accepted or rejected in this chapter. The conclusions chapter also explains the recommendations and limitations of the current research so that any further research in this area can be carried out effectively and efficientl Chapter 2: Literature Review 2.1 Introduction- overall you need very robust referencing here if you can say says who? it needs to be referenced Organisations in the current world are regarded as economic powerhouses because they contribute in the overall development of a country (ref). Organisations are getting bigger and stronger day by day and newer methodologies are incorporated by them so that they can benefit in both the short and the long run (ref). There are different terminologies that are incorporated by organisations because their core objective is to succeed in the competition. Employees are regarded as the assets of organisations and most of the forward looking organisations focus a lot on their employees (ref). Employees on the other hand coordinate with their respective organisations and in this manner a prospective relationship is created in such way that both the parties benefit in both the short and the long run. Although, employees are regarded as the assets of their respective organisations but treating these assets in a proper manner is considered as an important task (ref). Although there are different i mportant factors and departments that are working in collaboration with each other like marketing, finance, human resource management etc but sales and marketing is considered as the most influential element of an organisation because in the longer an organisation operates and excels through sales and marketing department (ref). This paper analyses different aspects of motivation and how an organisation motivates its employees. In the similar manner the core aspects that is discussed in this research paper is that what role does monetary incentives play when a sales forces is being motivated. However, this chapter would only incorporate different theoretical concepts that are attached with the aspect of motivated and different motivational theories are discussed in detail. Referencing in this section needs a lot of attention! 2.2 Motivation An Overview Motivation is considered as an important factor for nearly all the organisations that are working in the corporate arena. Motivation in a broader sense is basically the activation of certain goal oriented behaviour (ref). Motivation is actually a force that forces an individual to work hard and harder in order to achieve both monetary and non-monetary rewards. This aspect is more visible in an organisational perspective where certain managers are working under the direction of directors and these managers are heading certain subordinates. The core objective in an organisational perspective revolves around efficiency of work and motivation. The employees are motivated by work allotted to them and different monetary and non-monetary rewards that are given to them in both the short and the long run. Motivation in a broader perspective is classified in two forms. These two forms are intrinsic motivation and extrinsic motivation. In a general perspective the term of motivation is used to express the motivational behaviour of humans but in a broader perspective animal behaviour is also explained through it. Motivation is associated with the aspect of incentives, enthusiasm or certain level of interest that actually causes a specific action or results in certain behaviour. Motivation is not only present in business settings it is present in nearly every aspect of life. Like If an individual is hungry then he/she is motivated by food. In the similar manner there are different related examples in this regard. Education is directly motivated by the desire of knowledge. In other words it can also be said that motivation is associated with everything that possess reward and coercion. However, it can be clearly said that the aspect of motivation is of utmost importance and it is beneficial in both the short and the long run. Specially, in a business oriented environment an organisation cannot perform well when its employees are not motivated appropriately. Motivation is dir ectly related with the aspect of coaching and in a broader sense it can be clearly said that motivation and coaching go hand in hand with each other. The element of coaching and motivation is like teaching and education. References through out this section!!!!!!!!!!!!!!!!! Motivation can be explained in different aspects like motivation can be explained as the phenomenon that drives individuals to do something. Things that are done are actually linked with certain rewards or they have certain consequences. The rewards or consequences that are attached with the scenario of motivation can be of course tangible benefits such as financial rewards, appraisals etc. In the similar manner the consequences attached can be considered as the risk of losing the job etc. There are certain other benefits that are less obvious in both the short and the long run but they motivate an individual to perform certain tasks. These benefits are a pat on the back, recreational facilities in an organisation etc. (Grazier,1998) believes that believs that different members in an organisation are motivated towards the actual needs of an organisation. Grazier also emphasised on the scenario that the expectation of different rewards and benefits motivates an employee in an organisa tion to work hard in both the short and the long run. The researcher believes that â€Å"Each day brings with it an endless list of decisions to be made. The process of making those decisions is driven, in large part, by the hope of a benefit or the fear of a consequence† (Grazier, 1998). Referencing very very poor need more in this 2.2.1 Types of Motivation Motivation is considered as a broader perspective and that is the reason why it has certain types. Generally, there are four types of motivation which are considered as to be achievement motivation, affiliation motivation, competence motivation, power motivation and attitude motivation. However, in a broader perspective there are two classification of motivation which is considered as intrinsic and extrinsic motivation. Both the general and broader types of motivation are explained below: Motivation types look at tenses below have you lifted some text from papers etc you need to really look at your referencing 1. Achievement Motivation Achievement motivation is basically the drive to pursue and attain gaols. An employee that possesses achievement motivation and who actually wishesd to achieve the objectives and advance up the ladder whenever an opportunity is given. This approach is very similar to the Kaizen approach of Japanese Management. 2. Affiliation Motivation The affiliation motivation is related with the aspect of peoples drive which is on social basis. Persons with affiliation motivation perform in a better way and ultimately it results in favourable attitudes and cooperation. 3. Competence Motivation The competence motivation is a drive that is revolved around the scenario to be good at something. It directly allows an individual to perform high quality work. When people are competent then motivated people seek job mastery and they take pride in solving different problems when they are facing different obstacles. In this form people actually learn from their experience. 4. Power Motivation The power motivation is basically a drive which is used to influence people and change different situations. These types of individuals are more diverged in creating an impact on their organisation and that is the reason why they are willing to take risks. 5. Attitude Motivation Attitude motivation is related with the aspect that how people think and feel. It is directly related with the element of self confidence and what is the belief of people in themselves it also incorporates the element that what is their attitude towards life and how they feel about their future. 2.2.2 Kinds of Motivation Generally motivation is of two kinds which are named as extrinsic motivation and intrinsic motivation. 2.2.2.1 Intrinsic Motivation The element of intrinsic motivation is considered as a major concern in todays world because this form of motivation is implemented by different organisations (ref). Intrinsic motivation is a considered as a growing area on concern because it is used to reinforce different employees and learning communities. The core ideology of intrinsic motivation has actually evolved from psychology and has been closely related with the concept of cognitive psychology (Deci and Ryan, 1985). Motivation is generally applied in the workplace and different researches depict that motivation plays a vital role in the development of leadership. According to (Deci and Ryan 1985) defined intrinsic motivation as â€Å"Intrinsic motivation is defined as the doing of an activity for its inherent satisfaction rather than for some separable consequence. When intrinsically motivated, a person is moved to act for the fun or challenge entailed rather than because of external products, pressures or reward (Deci an d Ryan, 1985). In the similar manner it can also be said that incentives as implied by the name is related with the aspect of personal qualities, intentions and values. The satisfaction that is attained from such incentives can be considered as intrinsic. These types of rewards are beneficial in both the short and the long run because they motivate an individual from insight and that is the reason why individuals who are internally motivated perform well and ultimately organisations benefit in this regard (Atkinson and Walker, 1956). However, in certain conditions intrinsic motivation might be considered as unnecessary to an individual because he/she is looking for monetary rewards. That is the reason why organizations usually try to form a complete of both these factors. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2.2.2.2 Extrinsic Motivation These rewards are usually associated with the element of money and different monetary aspects. It can be said that extrinsic motivation is used to reduce the aspect of intrinsic motivation but this is not viable in all circumstances. Different researchers have actually emphasized on different aspects and it is depicted through research that monetary rewards definitely increase an individuals performance and different incentives urge an individual to perform more and more (DiClemente and Velasquez, 2002, cited Miller and Rollnick, 2000). In the scenario of intrinsic motivation people need time to make wide range of choices, novel events and unexpected possibilities. They need certain amount of time and freedom to make different choices in different scenarios. However, in the scenario of extrinsic rewards people are more attracted towards shortened time perspectives and that is the reason why the final result achieved is much more efficient however, it is also subject to predefined job . The element of job commitment and long term commitment of an individual may be affected negatively. Rewards and benefits in most of the conditions are tangible and in certain conditions there are intangible rewards like appreciation, a smile of supervisor, etc. The tangible rewards are associated with extrinsic rewards and due to these rewards employees of an organisation are extrinsically motivated and through intrinsic rewards employees are intrinsically motivated. 2.3 Theories of motivation There are different theories that are associated with the element of motivation. However, there are certain common theories that are followed by many organisation of todays world. The core theories of motivation are discussed below: 2.3.1 Taylor Frederick Winslow Taylor used motivation a lot in his proposals and managerial models and that is the reason why they developed an idea that workers are motivated mainly by pay. His theory comprised of different aspects like workers are not satisfied with the working condition or they usually dont enjoy doing work that is the reason why they need close supervision (McClelland and Boyatzis, 1982). That is the reason why management should break down the element of production into small series of tasks. His entire theory focused on the scenario of financial rewards and he believed that workers are paid according to the number of item they produce and this phenomenon is known as time-piece-rate pay. Through these financial rewards workers can definitely enhance their production levels and they can be satisfied too. Taylors methods are widely accepted in todays world and they are used to reduce the cost of the production system. Henry ford is considered as a first individual who utilized Taylors models in his production lines. That is the reason why that era was considered as an era of mass production. However, different researchers believe that Taylors approach is related with the aspect of autocratic management which is that managers take all the important decision and the subordinates follow these decisions (Emmons, 2003). However, in the longer run people disliked Taylors approach because they were getting bored of doing repetitive jobs and they were working and characterised as human machines. 2.3.2 Mayo Elton Mayo believed that all the workers that are working in different organisations can be motivated if there social needs are met while they are working. He also introduced the human relation school of thought in which the managers o