Learn About NASAs Pathfinder Mission to Mars

Find out About NASAs Pathfinder Mission to Mars Meet Mars Pathfinder The Mars Pathfinder was the second of NASAs ease planetary Discovery missions to be propelled. It was an eager method to send a lander and a different, remote-controlled wanderer to the outside of Mars and showed various inventive, conservative, and profoundly successful ways to deal with shuttle and mission structure of a planetary landing strategic. One explanation it was sent was to show the plausibility of minimal effort arrivals at Mars and inevitable mechanical exploration.â Mars Pathfinder was propelled on a Delta 7925 on December 4, 1996. The shuttle entered the Martian climate on July 4, 1997 and accepting barometrical estimations as it slid. The passage vehicles heat shield eased back the art to 400 meters for every second in around 160 seconds. A 12.5-meter parachute was sent as of now, easing back the specialty to around 70 meters for each second. The warmth shield was discharged 20 seconds after parachute arrangement, and the harness, a 20-meter-since quite a while ago twisted Kevlar tie, conveyed underneath the shuttle. The lander isolated from the back shell and slid down to the base of the harness over around 25 seconds. At a height of about 1.6 kilometers, the radar altimeter obtained the ground, and around 10 seconds before landing four air sacks swelled in about 0.3 seconds shaping a 5.2-meter-wide distance across defensive ball around the lander. After four seconds at an elevation of 98 meters the three strong rockets, mounted in the backshell, shot to slow the drop, and the harness was cut 21.5 meters over the ground. That discharged the airbag-encased lander, which dropped to the ground. It ricocheted around 12 meters into the air, bobbing in any event another multiple times and moving before stopping roughly 2.5 minutes after effect and about a kilometer from the underlying effect site. In the wake of handling, the airbags emptied and were withdrawn. Pathfinder opened its three metallic triangular sun oriented boards (petals) 87 minutes subsequent to landing. The lander previously transmitted the building and barometrical science information gathered during section and landing. The imaging framework acquired perspectives on the meanderer and prompt environmental factors and an all encompassing perspective on the arrival territory. In the end, the landers slopes were sent and the meanderer moved onto the surface.â The Sojourner Rover The Pathfinders wanderer Sojourner was namedâ in respect of Sojourner Truth, a nineteenth century abolitionist and victor of womens rights. It worked for 84 days, multiple times longer than its planned lifetime of seven days. It examined shakes and soil in the region around the lander.â The main part of the landers task was to help the meanderer by imaging wanderer activities and handing-off information from the meanderer to Earth. The lander was likewise outfitted with a meteorology station. Over 2.5 meters of sun based cells on the lander petals, in mix with battery-powered batteries, controlled the lander and its locally available PC. Three low-gain reception apparatuses reached out from three corners of the case and a camera stretched out up from the inside on a 0.8-meter high spring up pole. Pictures were taken and tests performed by the lander and wanderer until 27 September 1997 when correspondences were lost for obscure reasons. The arrival site in the Ares Vallis locale of Mars is at 19.33 N, 33.55 W. The lander has been named the Sagan Memorial Station, and it worked almost multiple times its plan lifetime of 30 days. Pathfinders Landing Spot The Ares Vallis district of Mars is an enormous flood plain close Chryse Planitia. This area is one of the biggest surge channels on Mars, the consequence of a gigantic flood (potentially a measure of water proportionate to the volume of every one of the five Great Lakes) over a brief timeframe streaming into the martian northern marshes. The Mars Pathfinder crucial around $265 million including dispatch and tasks. Improvement and development of the lander cost $150 million and the meanderer about $25 million. Altered and refreshed via Carolyn Collins Petersen.

Fiscal Stimulus - Three Key Ingredients

Financial Stimulus - Three Key Ingredients In late 2008 and mid 2009, you were unable to turn on a TV or open a paper without hearing the term financial upgrade again and again. The thought behind monetary upgrade is a somewhat straightforward one - a decrease in shopper request has brought about a surprisingly high number of inert assets, for example, jobless specialists and shut manufacturing plants. Since the private segment won't spend, the administration can replace the private area by expanding spending, in this way giving these inert assets back something to do. With their recently discovered pay, these laborers will have the option to spend once more, increment shopper request. Too, laborers who as of now have employments will have expanded trust in the condition of the economy and will build their spending too. When purchaser spending rises enough, the legislature can slow their spending, as they are not, at this point expected to get the slack.The hypothesis behind monetary upgrade relies upon three essential variab les. As we will see, by and by it is hard to have more than two of these met at any one time. Monetary Stimulus Factor 1 - Provide Stimulus Through Use of Idle Resources Monetary upgrade possibly works in the event that it utilizes inactive assets - assets that would not in any case be utilized by the private segment. Utilizing representatives and hardware that would somehow or another be utilized by the private part is of no utilization; truth be told, it is negative if the private division ventures are of more incentive than government ones. This swarming out of private spending by open spending must be avoided.To abstain from swarming out, incredible consideration should be taken in a financial boost bundle to target enterprises and geographic zones that contain inert assets. Re-opening a shut car plant and rehiring the laid off laborers is an undeniable method to do as such, however in reality it is hard to focus on a boost plan so precisely.We can't overlook that the decision of what kind of monetary improvement is picked by lawmakers, and along these lines is a policy centered issue as much as it is a financial one. There is an extraordinary pr obability that a politically well known however non-invigorating bundle will be picked more than one that is politically less famous yet progressively valuable to the economy. Financial Stimulus Factor 2 - Started Quickly A downturn is anything but an especially extensive marvel (however it frequently feels like one). Since World War II downturns have endured somewhere in the range of 6 and year and a half, with a normal span of 11 months (source). Assume we are in a long downturn of year and a half, with an additional a half year of moderate development a short time later. This gives us a two year window where to give financial improvement. During this period various things need to occur: The administration needs to perceive that the economy is in downturn. This takes longer than one may envision - the National Bureau of Economic Research didn't perceive that the United States was in a downturn until a year after it started.The government needs to build up an improvement package.The upgrade charge should be made law and pass all the fundamental checks and balances.The ventures engaged with the boost bundle should be begun. There might be delays in this progression, especially if the venture includes the structure of physical framework. Ecological evaluations should be finished, private area contractual workers need to offer on the undertaking, laborers should be recruited. The entirety of this takes time.The ventures, in a perfect world, should be finished. In the event that they are not finished before the economy completely recoups, at that point we will unquestionably have swarming out as these workers and hardware would be useful to the private division. These things need to occur in the window of, best case scenario, two years. Meeting this assignment appears to be very troublesome, if certainly feasible. Financial Stimulus Factor 3 - Perform Reasonably Well on a Benefit-Cost Test In a perfect world, we ought to get great incentive for our cash - the legislature ought to spend citizen dollars on things of genuine incentive to the citizen. Government spending will essentially bring GDP on the grounds that up in the count of GDP the estimation of any administration venture is controlled by its cost, not its worth. Be that as it may, building streets to no place does nothing to expand our actual standard of living.There is likewise the policy centered issue here - that tasks might be picked on their political ubiquity or incentive to unique interests, as opposed to on their merits.â Monetary Stimulus - Meeting One Factor Is Hard; Three Is Impossible In Fiscal Stimulus - Unlikely To Work in reality we will see that not exclusively are a portion of these elements sufficiently hard to meet all alone, it is almost difficult to meet more than two of them at any one time.

Snow

Snow Though born in Massachusetts, I grew up in the wintry hinterlands of Vermont and New Hampshire. In Vermont, for instance, I lived in the Burlington area, which averages a bit over five feet of snow every year. While that number isnt actually that high by comparison to the coastal cities, the difference between Burlington and Boston is that in Boston the snow will melt, whereas in Burlington it never does, so towards the end of the year you actually have several feet of snow that serves as a sort of composite history of the years blizzards. In New Hampshire, up in the White Mountains, we spent every New Years outside by a 64 square foot bonfire, usually on couches carved out in the snowdrifts, with the champagne freezing in the bottle on several occasions. Cambridge is more or less the furthest south Ive ever lived (except for one year I spent as an undergrad at the College of William and Mary before swiftly transferring) so when other people are freezing Im basking in the comparative mildness of the winter. You have to know how to dress for the cold. A few simple rules cover your head (tons of heat escapes off your scalp); clog your collar (ditto for your core); and cotton kills (NEVER wear cotton in the cold opt for wool or fleece instead) and youll be fine. One day, during my junior year of high school, class was cancelled on account of a -60F (thats -51C) wind chill. A few friends and I bundled up and traipsed around the woods shooting fireworks at Jewel Trolls. Ah, youth. Why am I posting about all of this? Well, winters finally come to Cambridge, along with the rest of the East Coast, with the Blizzard of 2009. This snowstorm dumped up to 20 of snow all up and down the seaboard, including record totals of 30+ in some areas of New York. Boston was the storms last stand before it spun off to the sea. A cold, dry air mass from Canada blanketed northern New England and insulated it from the ravages of the storm. Its pretty wild actually. I spent last weekend in Boston and Northampton MA and the Nashua area of NH. Despite being very close to one another, the totals were tremendously different: View Snowfall, MA in a larger map Most students are home for the holidays, but a few sent me photos of campus the night they left, and I took some on my way into work this morning. Theyre just cellphone photos, nothing particularly beautiful or exciting, but if youre from the lower latitudes or an international student, and thus unfamiliar with a snowy campus, heres a little bit of the weekend for you: (You can find more posts about MIT in the snow and winter here) On Wednesday, Ill be leaving on my winter break from work, spending a few precious days with family and friends before devoting the next four months of my life to reading regular action applicants. I cant wait to get back up north and start skiing with my family at my favorite ski mountain where I once worked in high school. And if you find yourself here next winter, and in need of some ways to stay warm or the best places to carve some powder, just drop me a line, an ol Papa Petey will fix you right up.

Political Parties And The Democratic Party - 2072 Words

Marcus Gutierrez AP Government Mr. Misiow August 12, 2015 AP Government Essay Throughout U.S. history there have been two political parties who compete against each other, in order to run the nation. These political parties are known as the Republican Party, commonly known as the Grand Old Party, and the Democratic Party. Each party has a symbol of representation, in particular the elephant symbolizes the Republican Party. Thomas Nast created this symbol to portray that the Republicans are strong and dignified. The party was founded through antislavery activist and the members of the activists of the Whig Party in 1854. The Republicans believe in a more conservative society. Conservatism is the ideology that intends to maintain or restore what is established and traditional, and to minimize change. This means that Republicans want a free market capitalism, limited government, strong national defense, opposing regulation and labor unions, and they support socially conservative’s policies. On the other hand, the Democratic Party was created in 1828 and is considered the oldest political party in the United States of America. The donkey symbolizes that Democratic people are smart and brave. The Democrats believe in social liberalism society. Social liberalism is a political ideology that wants to find a balance between individual liberty and social justice. Through these beliefs come the ideas of universal health care, labor unions, social opportunities, consumerShow MoreRelatedPolitical Parties And The Democratic Party Essay1340 Words   |  6 PagesIntroduction: Originally political parties were seen as skeptical by our Founding Fathers and therefore opposed. However, today our government has political parties. Political parties attempt to gain control of the government and influence its decisions. The two most influential parties in American government are the Republican and Democratic Party. These two parties have very contrasting beliefs which they present in their platforms. Democrats believe in â€Å"the need for intervention by governmentRead MorePolitical Parties And The Democratic Party984 Words   |  4 Pages When looking at the history of US political parties, and classifying these parties into distinct party systems, five separate periods emerge leading up to the current party system. When classifying these party systems, it is important to look at characteristics such as the number of major parties, how these parties seek to gain support, and how the parties organize themselves. The earliest American parties were relatively c entralized organizations that represented elite level concerns. They formedRead MorePolitical Parties : The Democratic Party954 Words   |  4 PagesKelly Kidwiler Table 3 Essay on political parties September 19, 2015 The Democratic Party today is facing many problems many of which, can be overcome. As the head of the Democratic Party I have solutions to the problems that we face as a party. The main obstacles that we face today include: increasing our voter turnout, attracting new millennial voters and securing the Latino vote in the upcoming election. If these issues are addressed we are on track to have a very successful election. TheRead MoreThe Political Party At The Democratic Party1264 Words   |  6 PagesInternet Assignment Political Party Research: 1. I am attracted to the Democratic Party. I took the political party quiz and answered the questions as honestly as I could. I found the questions to be very interesting and versatile. After viewing my results I looked into The Green Party some more. I am basically an environmentalist and believe taxes are affecting the lower classes and something needs to be done about it. I agreed with all of these issues. 2. The top 5 issues are jobs, families, healthRead MorePolitical Parties And Democratic Parties1358 Words   |  6 PagesThe political party is an organization of people who share similar ideas about the way the country should be governed. Political parties perform important tasks in government. In fact, â€Å"political parties select candidates and check the other party. Political parties also inform the public. Most importantly, they organize the government† (Political Parties, n.d.). The history of U.S political parties begins with the Federalists and their opponents the Anti-Federalists who became the Democratic-RepublicansRead MorePolitical Parties And Democratic Parties2752 Words   |  12 Pages â€Å"A political party is defined as an organised group of people with at least roughly similar political aims and opinions, that seeks to influence public policy by getting its candidates elected to public office,† (Roles and Definition of Political Parties). A person’s opinions on certain issues helps categorize them into a party. There are many different political parties in the United States today, such as the Liberation Party, the Green Party, and the Independent Party. The two major politicalRead MoreDemocratic Parties Vs Political Parties888 Words   |  4 Pageslikely aware that many issues are often contested between two political parties called the Democrats and the Republicans. It is interesting to note that the practice of two political parties debating key issues has been in use since the very beginning of the United States government. At the beginning of the United States as an independent nation, opposing ideologies in Congress eventually developed i nto the Federalists and the Democratic Republicans. The issues of the day revolved around how to setRead MorePolitical Parties Of The United States : The Democratic And Republic Parties915 Words   |  4 Pages There are two main political parties that dominate politics in the in the United States: The Democratic and Republic Parties. It turns out that these two political parties are opposed to each other on a wide range of issues that affect American public life. Unfortunately, many Americans are unaware of these differences between the two parties and tend to vote their officials into office in an uneducated manner. This often results in the political gridlock that often characterize government businessRead MoreThe Political Positions Of The Democratic And Republican Parties Essay1620 Words   |  7 PagesThis comparison will be examining the differences between the policies and political positions of the Democratic and Republican parties on the major issues that or government is having such as the healthcare, the role of government, gun control, entitlements, immigration, taxes, abortion and gay rights and many other issues that or country is going throw. These two parties are the most powerful in America s political landscape but differ greatly in their philosophies and ideals. In which DemocratRead MoreThe Democratic Party Is One Of The Two Major Contemporary Political Parties1316 Words   |  6 PagesThe Democratic Party is one of the two major contemporary political parties in the United States, they believe in Equality, freedom of speech, clean environments they also support health care and women’s right to choose. If one was going to choose to run for the United States Senator there are many hurdles you have to go through before you even start the process of being nominated, organizing the campaigns and even mobilizing it to be heard. Becoming a senator like much of anything takes a good

Cyber Crime Through Social Media - 1516 Words

Introduction Cybercrime is a quickly developing range of crime. More criminals are abusing the rate, accommodation and obscurity of the Internet to perpetrate a different scope of criminal exercises that know no borders, either physical or virtual, cause genuine damage and posture real dangers to victims around the world. Case details Case - Hosting Obscene Profiles Country - India State - Tamil nadu City - Chennai Section of laws - 67 of Information Technology Act 2000, 469, 509 of the Indian Panel code Business: Cyber Crime through social media Business Function: false account of girl Business process: harassment Issues: insulting by fake id and wrong details 67 of Information Technology Act 2000: - Punishment for publishing or†¦show more content†¦The case was documented in February 2004 and in a short time period around seven months from the recording of the FIR, the Chennai Cyber Crime Cell accomplished the conviction. In the case, a lady complained to the police around a man who was sending her vulgar, defamatory and irritating messages in a Yahoo message group. The denounced additionally sent messages got in a fake record opened by him in the casualty s name. The complainant expressed that some obscure individual had made an email ID using her name and had used this ID to post messages on five Web pages depicting her as a call girl alongside her contact numbers. As a result, she got wrong calls from men. The victim also received phone calls by people who believed she was soliciting for sex work. Investigation In view of a complaint made by the victim in February 2004, the Police followed the accused in Mumbai and captured him within the few days. The blamed was a known family friend of lady and wants to marry her. She married to someone else. This marriage later finished in separation and the accused began reaching her again. On her rejection to marry him, the accused took up the harassment through the Internet for taking revenge. Investigation After the complainant found out about the Web pages with her contact information, she made a username to get to and see these pages. using the

A Welcome Address Free Essays

Mr. Chairman, His Royal Highnesses, Ndi Nze an Ozo, Members of Igbo Council of Chiefs and Traditional Rulers, Distinguished Ladies and Gentlemen. Good evening. We will write a custom essay sample on A Welcome Address or any similar topic only for you Order Now Eight years ago, a child was born in Dallas/Fortworth metroplex with just only seven members under the leadership of Mr. Chinedum Eguzouwa our first executive president. Today, that child has grown to the strength of 60 members and has the potential to grow more as the years go by. That child is UMUNNA BU IKE SOCIAL CLUB OF NIGERIA DALLAS/FORTWORTH. It is with great pleasure that I welcome you to this great occasion. I understand that there are many engagements in and around the city but you chose to be with us on this our 3rd induction party to witness why we are called UMUNNA BU IKE as young and dynamic club in Dallas. Tonight, we will induct ten families who were the lucky ones among many that applied. For those that were not admitted at the time of their interview, our reluctance in admitting you then did not mean that you were not qualified rather, it was based on the premises that our club does not engage on mass admission. Therefore, we encourage you to continue to reapply and on time so as to be among the very first ones to be interviewed. It is worth mentioning that to be considered for admission, you must be married and remain married because our club is built strongly on family values. To our new inductees, I welcome all of you to this great club. You will see for yourselves the difference between Umunna Bu Ike and any other club that may belong. You have made the best choice our your life in term of choosing a social club to belong. We will support and encourage you in our Umunna Bu Ike spirit. We encourage you to be steadfast in your marriage and uphold your family values that unites our club. You will be inducted tonight and we asked all your supporters to shower you with their love by spraying dollars on you as they merry with all of us tonight.. Our club is known to be pace setters in Dallas though too young. We have embarked on two Caribbean cruise, our last year picnic was second to none in comparison to any other club in Dallas, Our mother’s event made history with our wives being picked up from their homes with limousine to the party site. This year, we are cruising to the eastern Caribbean to welcome our new inductees. Last year, under the chairmanship of Attorney Austin Uke, our youth wing is waxing so and strong some the highlights you will witness tonight. The club has also suffered some setbacks like many of the clubs in the city. Just three months ago, our club lost one of our pillars, a giant, man among men, a complete gentleman, a businessman, and a philanthropist in the person of late High Chief David Omenukor who slept with the lord on February 6, 2013. We ask that you continued to remember his family in your daily prayers and may I request your indulgence to ask for a moment of silence on his behalf. May we rise please. â€Å"May his soul rest in perfect peace†. Tonight, the chairman has assured me that all will be well and wants everyone to relax and watch the events as they unfold. We are prepared to entertain you with much to eat and drink, DJ Paulo is ready to with latest release to keep you on the dancing floor till dawn. Please drink moderately, and as you go home this morning, may Almighty God guide you safely. Thank you and remain blessed. How to cite A Welcome Address, Papers

Positive Impact of Internet on Internet free essay sample

E-government, based on The World Bank definition is â€Å"the use of information technology by government offices for better services to people, business and to facilitate cooperation among government institutions†. The use of E-government has a prospect of empowering the society through public access to information resources available. (Krisna Sen, 2005) For example, a number of American and European sites feature extensive government reports and scientific studies as well as dynamic debates about government and politics. Analogous Indonesian sites usually offer little beyond public relations materials from government agencies and corporations. Krisna Sen, 2005) There are unlimited advantages in the application of e-government. The wide use of e-government provides services and assists in communication between government and communities. It, also, provides services and makes a communication possible between government and business sector. Finally, â€Å"e-government facilitates communication in intergovernmental and among government institutions† (David Lazer, 2007). Basically, it supports the communication between central and local governments and balances their authority. We will write a custom essay sample on Positive Impact of Internet on Internet or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Indonesia could use E-government for other reasons as well. E-government can maintain the government change towards a democratic future. Online E-government services will motivate general public to use internet and transform the society towards an information epoch. There are many factors that, unfortunately, contribute to the low use of Internet. Most of the ICT development has been concentrated in the metropolis centers like Jakarta, Bandung, Bali, and Surabaya, while rural areas lack access to even the most basic telecom infrastructure. Telephone and computer access have gradually increased over the years, but these figures are still very low. Another main aspect contributing to the little use of ICTs is the narrow knowledge and use of English in Indonesia. The national language of Indonesia, a dialect of Malay, is used in education, government, and business. That is why the ability to use the Internet is very limited. However, despite an array of geographical, political, and economic obstacles, progress has been made in the operation and use of the Internet in Indonesia with the support of local communities. Also, a significant steps forward has been made in the distribution of ICT education in the country.

How to Decide Where to Apply to College

Getting into college is almost a rite of passage for high school students. No matter how many schools you have or will apply to, getting into your first school is always a big relief. But how do you go about choosing what schools to apply to in the first place? Here are five tips to guide you in the right direction. Take A Tour: The best way to learn about a college is to visit and take a campus tour. Tours are offered all year round, with a majority of the tours happening in the fall or spring semesters. While the focus is walking around campus and seeing the sights, youll definitely get a better understanding of campus culture and environment. Simply being there while school is in session can tell you a lot about the student body, while giving you an idea of what it would be like to be a student. Sports, food, atmosphere - all things you need to see to really experience. Show Me the Money: One thing about college that is hard to ignore is cost. However, there are plenty of ways to reduce those rising costs before you arrive on campus. In choosing your school, remember your options: in-state schools are usually quite a bit cheaper than out-of-state colleges. Other factors will also play into phantom costs that you might not think about right away, like travel expenses, living expenses, transportation expenses, and more. While scholarships, loans, and grants are available to help out, the necessary factors are important to consider as well. College Curriculum 101: Choose a college that has your desired program. Whether you want to study life science or social science, you should pay attention to the types of majors and classes offered at every school youre considering. Some schools are known for certain degree programs and may be stronger in a particular area of study. If you know what you want to major in, make sure the school you attend is known for that major. Not only will that mean more resources while youre on campus, but itll usually also translate into a strong network of alums that graduated from that discipline. If youre undecided, choose a school thats pretty well-rounded in its degree programs so you can sample before you decide. Looking into certain programs can also help you discover areas of study youve never considered before. Post Grad Plans:As students become more conscientious of employability after graduation, career and grad school opportunities should be part of the consideration as well. Look not just at how hands-on and helpful a schools career center is, but also look at the most popular careers and grad schools the graduates of that school end up at. Some undergrad programs are big feeders into certain grad schools, companies, and industries, so its good to have that information before you make a decision about where to enroll in the first place. Plus, going to a school that certain companies recruit at will also mean youll have a good alumni network (and potential mentors!) to rely on as you job search and move up in your career. Extras On the Side: While youre headed to college to get your degree, its important not to forget that youll be building a life outside of the classroom. Enjoying your college experience is arguably the most important aspect of going to school, so studying the student body and social groups before you go.If youre interested in Greek Life, then choose a college that has lots of fraternities and sororities. If you love to watch football, then make sure to find a school with a competitive team. Whatever your interests are, make sure to choose a college that can help you grow as a person and build your social group, too.Whether you’re just starting your search or you’re looking for help applying, it’s never too early to make the college application process easier.Searchto find students like you orcontact a mentorfor help with the admissions process so you can narrow down your choices and get a head start.

How to Judge Age Bias essays

How to Judge Age Bias essays In contrast to all the "glamorous" cases on the U.S. Supreme Court's plate this term, a "homely" challenge, in the words of one litigator, could transform the landscape of job bias litigation in this country. But the homeliness of the case is certainly not in its facts. Faltering Net Firms Will Find Bankruptcy Lawyers Reluctant Sooner or later, the bottom will fall out for many of the Internet companies struggling to make a buck in the already cluttered World Wide Web. But dot-coms hoping to survive a Chapter 11 bankruptcy reorganization will find legal help hard to come by. TV Station, Reporters Settle Suit Over Overtime Claims A trial expected to reveal the workings of television news programs was pre-empted by a confidential settlement. Two former Atlanta television station WAGA reporters sued the station for overtime pay, claiming their jobs were akin to assembly-line work. The station responded that the news reporters used "imagination, invention and talent" to do their jobs, making them professionals not entitled to overtime. Corporate executives in a position to monitor or inflate financial figures beware: the SEC is watching. Last year, the SEC charged 120 corporate insiders with securities violations for their role in helping companies falsify financial records. This year, the agency is putting more resources into targeting individuals who commit and facilitate financial fraud. ...

SAM 482 UNIT 5 Essay Example | Topics and Well Written Essays - 250 words

SAM 482 UNIT 5 - Essay Example The champion is likely to draw more sales for tickets. Unfortunately, the starling does not appear in the sporting season. This will trigger emotions of some fans who bought the tickets to watch Hussein Bolt. The fans may term this as a breach of contract and sue the business entity entitled to sale of tickets. Contract signing secures the business from future uncertainties. Fans may want to revoke the contract deal by anonymous reasons like loss of jobs or business failure. Since this is a business deal, the fans will have to abide y the contract or pay dearly for its breach. This is a sure security for the business. Fans who venture into the deal are sensitized on the contract so that both parties don’t fall prey on the causes of the law. Sporting teams rely on ticket sales when making financial plans. The purchase is an evaluation tool for the team in comparison to the fans. The anomalies that arise through sale of tickets can be resolved by cancelling the contract and reselling the ticket to loyal fans (Ammon, Southall, and Nagel

Master Delivery Schedule (Event Management) Case Study

Master Delivery Schedule (Event Management) - Case Study Example The River festival is held every year at several locations. This event is run in both forms, be it free of cost or trade fare events. These kinds of festivals are necessary for society so that people can interact with each other and are given a platform to turn the life into joy and fun. In today’s times every individual is tied up in their busy schedules and is busy neck deep in trying to make ends meet. Therefore, they do not find time to interact with each other and celebrate the life. Thus, these kinds of festivals are medium to connect people and give them a chance to get off their busy lifestyles and enjoy life. It is significant to note that people only want to go in festivals or celebrations that give them adequate amount of entertainment and leisure, which is only possible through good event management. The specialty of this river festival is that it provides high quality services and entertainment to visitors and that’s the reason it has gained immense popular ity over the years. Another reason for the increasing popularity of this river festival is its association with Brisbane festival. Brisbane is also a big series of events, which is now merged with the River festival. Reason behind the merger is to give it the potential to be the best festival in the whole of Australia. A large globally renowned Australian production company is also associated with this festival render its quality support. Thus, best event management services are planned to make the even a huge success. Various cultural programs, music shows, visual arts etc. are included in this festival to make it more interesting so that largest crowd can be attracted to the event (Maidstone river festival 2010). Identification and roles of key operations stakeholders: Key operations stakeholders are significant entities in any master delivery schedule and the recognition of these key operations stakeholders is of prime importance. In Riverfestival, operations stakeholders play an important part and the success of this large scale event will be dependent on the same. Good operations stakeholders are identified by observing the activities being performed by various parties in Riverfestival. However, operations stakeholders claim their roles and perform the allocated tasks in the Riverfestival, if they perform good activities, then management of festival would not be a problem (Phillips and Stawarski 2008). Stakeholders of Riverfestival have various functions. These stakeholders include transportation agencies, law enforcement agencies, public safety agencies, event organizers, elected official etc. The public safety agencies include fire and EMS. Emergency services and other concerned services for good event management in Riverfestival are only possible by proper coordination of all the stakeholders involved. Thus, it is obvious that stakeholders play a significant role in the success of Riverfestival. Implementation of various programs in an appropriate mann er is also important. All programs are executed with the help of proper involvement of stakeholders (Global expertise in meeting and event management). Outline of traffic management planning and operations: Traffic management planning and operations is also an important criterion for the success of Riverfestival. Traffic management planning includes good traffic control services required in a festival

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