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

Jackson Pollock

Jackson Pollock There have been many artists throughout history. Jackson Pollock was one that was known for more than Just his art. Pollock came to fame in New York City during the sass. He lived in a small apartment, filled with cigarette smoke and the smell of paint. The news of war played over the radio. It was dark and barely furnished. His paintings were prominent throughout the rooms. It looked more like an art studio than a home. Pollock seemed to have no sense of time. Every day was the same as the one before. He drank to get drunk, most of the time to the point where he could to walk.He became belligerent, screaming his opinions angrily, or not making any sense at all, Just mumbling, or crying, like a madman. Pollock's brother, Sandy, knew the routine all too well, caring for his brother during these dark, lonely, drunken episodes. These episodes would last a night or sometimes days, and when Pollock awoke, he'd have no recollection. His head would pound like a drum, his mem ory of the night before blurry. He'd feel embarrassed and sorry, although not knowing exactly what for. Pollock's mother was the type of person that could say so much thou saying anything at all.He felt inadequate towards her and always craved for her approval. This relationship with her, led him to anger and childlike behavior. His sister in law, Sandy wife, was pregnant and uncomfortable with Pollock's behavior and constant need of Sandy care. Sandy and his wife eventually moved out of the city to Connecticut to start their own family, taking Pollock's mother along with them and leaving Pollock behind, alone in the city. This, like all difficult feelings, led to more drinking and depression for Pollock. Pollock began to spend more and more time with a girl named Lee.Lee, a fellow artist, first met Pollock five years earlier at a party. Pollock approached her there for a dance, only to fall all over her, drunk and unable to express his attraction for her. Lee had recently sought Po llock out in the city, using their love of painting as a way to spend time together. Lee found his art fascinating. She was confident in her own art, but knew it was not as good as his. What fascinated Lee the most, was the way Pollock's paintings were the result of whatever he was feeling at that time and not the result of some study of art, like her own work was.They eventually moved in together and pursued their passion of painting, but Lee took his art career and well-being more serious than Pollock himself. Lee was almost like a mother, more than a lover, and Pollock seemed fine with that. He continued his binges with alcohol, usually when he got together with friends, new and old. Lee used her connections in the art world to present his work to others. Slowly thou, the people close to Pollock began to move away or Just move n with their lives, leaving him to rely even more on Lee as his only companion.After one particular drunken episode, where Pollock returned home filthy, re eking of booze, and resembling a homeless man, Lee gives him an ultimatum. She wants a commitment, she wants to marry. While visiting friends in Long Island, he agrees to marry. Lee also takes this opportunity to suggest they move there, where it's quiet, and distant from his past. She realizes the more they are alone, the more vulnerable Pollock is to such changes. Lee and Pollock purchase an old house in a secluded part f Long Island, far away from the city life, and its tempting ways.They spent their days fixing up the place, cleaning out the old, broken, dusty belongings of the previous owners. They enjoyed the nature that surrounded them; the animals, the streams, the trees, and all the sounds. They relaxed too much slower pace of life. Pollock started to focus on his painting. There was another structure on the property that he cleaned out and made into his studio. Lee's plan seemed to be working. She had removed him from the world he'd known, secluded him, and all he had was her ND his art. Pollock occasionally had a drink, mostly with her though, after a long day around the house and in the studio.It was almost like Pollock was a ship and Lee its captain, trying to steer him to his destination, while avoiding any obstacles. Lee thought as long as she kept him from the alcohol and most people of his past, that they would reach success. One day, by accident, Pollock discovered a new way of painting his thoughts. Paint dripped of his brush and onto his canvass that was on the floor of his studio. He paused and looked at the accident, not with anger, but tit fascination. He waved the brush slowly around the canvass, never touching it, but letting the paint drip from the brush onto it.Both Lee and Pollock found these new paintings original and brilliant, and soon the art world did too. Life magazine came to their home. The magazine interviewed, photographed and did a story on Pollock and his new work. Pollock's career was at its peak. His art shows were a s uccess, his drinking was non-existent, and Lee believed she had done what she set forth to do, but Just as fast as it came, the stability and success, went. With all the retreat reviews and shows, Pollock was still the same insecure person, looking for approval from friends and family, Just like he had before.Slowly Pollock realized he was living a lie. He was never really in control of himself. He wanted the booze all along. All the success came with pressure, something he was never comfortable with, and he gave in. He began to drink hard, harder than ever. He let himself go; his looks, his work, his relationship with Lee. Pollock started having an affair with a young girl, a girl more in awe of being with a famous artist, than the artist himself. He believed he was in love, but soon came to the realization he was not.Lee traveled to Venice alone after asking Pollock to go with her. He declined, thinking with her away, he could have his booze and girlfriend without any distractions . What he didn't predict was the guilt that he would feel. He realized he owed his life to Lee. Without her, he would have drank himself to death by now. A deep, dark, depression set in Pollock. Nothing mattered to him, not his girlfriend, not himself, nothing at all. He drove home from a party with his girlfriend and one of her friends, drunk and uselessly speeding on the dark winding roads.With the young girls screaming and pleading with him to slow down and stop the car, Pollock leaned his head back and gave up on life. The car went off the road and crashed, killing Pollock and his girlfriend, her friend survived. Ironically, Lee did find success in the art world, but with her own paintings, that she created in his studio over the next 30 years. Jackson Pollock is known as one of the many great painters in history, but he may be more known for his tragic life and dark struggle with alcoholism then his work.

Outline current legislation guidelines

The UK government provides guidelines to organisations and individuals in England and Wales to inform them about how legislation enacted in Parliament should be interpreted and applied. Policy is the term used to describe as a principle or rule used to inform decision making within organisations, so that they are able to achieve a rational or desirable outcome. Policy differs from legislation as it guides actions, but cannot compel or prohibit behaviours. A procedure is a document written to support a policy principle or rule.A Procedure is designed to stablish corporate accountability for implementation of a policy by describing the set of actions that have to be executed and by whom within an organization in relation to it. Practitioners working with children do so within a complex framework of both national legislation and guidance, and local policy and procedure, directed at safeguarding and promoting the welfare of children. For practitioners to achieve the best outcomes for chi ldren it is essential that they are familiar with the legislative and policy framework within which work.In terms of current legislation and policy afeguarding the welfare of children and young people is defined as: protecting children from maltreatment preventing impairment of children's health or development ensuring children are growing up in circumstances consistent with the provision of safe and effective care. Child protection is an aspect of safeguarding children's welfare and refers to the activity that is undertaken to protect specific children who are suffering, or are likely to suffer, significant harm.Children Act (1989) The Children Act (1989) charged local authorities with duties to safeguard and romote the welfare of children in their area, to work in partnership with parents and to provide â€Å"services for children in need, their families and 17). The Act also imposed upon local authorities a â€Å"duty to investigate if they have reasonable cause to suspect that a child who lives, or is found, in their area is suffering, or is likely to suffer, significant harm† (section 47).The Children Act (1989) requires courts to make the welfare of the child the paramount consideration in any judgments made. It also introduced the principle that delays in court proceedings ere harmful to the child. The Act articulated the principle that parents have responsibilities for their children not right over them. Education Act (2002) The Education Act ( 2) included a provision (section 1 5 requiring school governing bodies, local education authorities and further education institutions to make arrangements to safeguard and promote the welfare of children.The Laming Report (2003) The Laming Report arose from the inquiry into the murder of child abuse victim Victoria Climbi ©. In his report Lord Laming made at total of 108 recommendations for he overhaul of child protection in England and Wales. Key recommendations of the Laming report included: The cre ation of a children and families board chaired by a senior government minister, to coordinate policies and initiatives, that have a bearing on the wellbeing of children and families.A national agency for children and families, led by a children's commissioner, should be established to ensure local services meet national standards for child protection and implement reforms. The report directed that Safeguarding Boards for children and families should be stablished by councils, with members drawn from social services, education, housing, the NHS, the police and probation services. The boards should appoint a local director of children and family services to monitor effective interagency working on child welfare and protection.The creation of a national children's database that keeps a record of every contact a child has with a member of staff from the police, health and local authorities. Every Child Matters (ECM) (2003) The I-JK government responded to the Laming Report with the Ever y Child Matter (ECM) green paper launched in 2003. ECM covers children and young adults up to the age of 19, or for those with disabilites up to the age of 24..Its main aims are for every child, irrespective of their background or circumstances, to have the support they need to: Be healthy Stay safe Enjoy and achieve Make a positive contribution Achieve economic well-being All childcare settings are required to demonstrate that are promoting the 5 (SHEEP) principles of ECM. Each of these themes has a detailed framework attached whose outcomes require multi-agency partnerships working together to achieve.

Current Treatment Practices Of Veterans Affairs - Free Essay Example

Sample details Pages: 6 Words: 1821 Downloads: 7 Date added: 2019/04/15 Category Society Essay Level High school Tags: Veterans Essay Did you like this example? This paper critically examines specific and current treatment practices by Americas Department of Veterans Affairs (VA). It shows the VA relies too heavily on addictive narcotics for pain relief, and on antidepressant medications that are often associated with serious adverse side effects. The VAs penchant for such treatments overlooks the rising efficacy of harm reduction practices in the battle against drug addiction. Don’t waste time! Our writers will create an original "Current Treatment Practices Of Veterans Affairs" essay for you Create order The paper maintains the VA would enhance harm reduction by allowing the therapeutic use of medical marijuana for veterans. Medical marijuana poses a safer and more effective alternative to the dangerous drugs prescribed by the VA. As such, Federal Law should be amended to allow the VA to prescribe medical marijuana for veterans suffering from specific physical and/or mental health conditions. To appreciate the potential roles of medical marijuana in harm reduction, it is necessary to understand some basic facts about the drug and its current applications. Marijuana is a derivative of the Cannabis sativa plant (Turna, Patterson, Van Ameringen, 2017). Despite long-standing prohibitions, it is the most commonly used illicit drug in the U.S., not to mention the world (Turna et al., 2017, pp. 1006-1007). Although cannabis is frequently used primarily for its relaxing and euphoric effects, humans have been harnessing its therapeutic properties for centuries and it is currently used to alleviate many physiological and psychiatric conditions (Turna et al., 2017). Hill (2015) explains that the active chemicals in medical marijuana are cannabinoids, which enhance or mimic the effects chemicals produced by the human body to optimize appetite, movement, pain relief, and other functions. Although there are dozens of cannabinoids, the two most important in health research and practice today are: (1) cannabidiol, which appears to have significant antianxiety and possibly antipsychotic effects; and (2) tetrahydrocannabinol (THC), which is responsible for marijuanas euphoric effects (but might have psychotic effects in some users). Medical marijuana consists of cannabidiol, THC, and other cannabinoids. Due to cannabidiols tendency to moderate THCs psychoactive properties, marijuanas therapeutic effects depend on the ratio of cannabidiol to THC. Therefore, THC-cannabidiol ratios in different strains of marijuana have been engineered to obtain various desired therapeutic effects. Hill (2015) further explains that depending on rapidly evolving state and local laws, Americans may now purchase medical marijuana in a variety of forms via authorized dispensaries, though not from traditional pharmacies because it remains illegal at the federal level. Patients also, legally or illicitly, grow cannabis for the treatment of many health conditions. Two U.S. Food Drug Administration (FDA)-approved cannabinoids are also currently available in pill form: dronabinol and nabilone. Both are FDA-approved for appetite stimulation in wasting disorders and for treatment of nausea and vomiting associated with cancer chemotherapy. Strong evidence currently supports the use of medical marijuana, especially in the treatment of chronic pain, neuropathic pain, and nausea (Turna et al, 2017). In the states permitting its use, medical marijuana is most commonly approved for treatment of conditions such as cancer, epilepsy, glaucoma, HIV/AIDS, multiple sclerosis, nausea, and severe and/or chronic pain (Hill, 2015; Turna et al, 2017). It should be noted that research on marijuana has long been funded and undertaken by groups supporting anti-pot agendas; therefore, it is unsurprising that literature on cannabis efficacy as a medical treatment is somewhat inconsistent (Hill, 2015; Turna et al, 2017). Indeed, some inconsistencies are perhaps to be expected. For example, if a large number of people with anxiety use marijuana illicitly when conventional prescribed treatments fail, one would expect to see higher levels of anxiety among marijuana users due to the potential legal consequences. Seizing on this opportunity, ant i-pot groups have been quick to cite these levels as evidence that marijuana causes anxiety (Hill, 2015; Turna et al, 2017). Despite the political and moral battle, facts show anxiety is a top-five medical symptom driving North Americans cannabis usage (Turna et al, 2017)†even though as of 2015 no state had approved medical marijuana specifically for the treatment of anxiety (see Hill, 2015, pp. 2475-2477). Turning back to the VA, one condition for which medical marijuana should be a major harm reduction force is post-traumatic stress disorder (PTSD). PTSD is as a trauma and stressor-related disorder. The Diagnostic and Statistical Manual of Mental Disorders (5th edition, DSM-5) stipulates its diagnosis is based on exposure to a precipitating traumatic event (criterion A) and then meeting criteria B (intrusive symptoms), C (avoidance), D (negative changes in cognition and/or mood), and E (adverse changes in arousal and reactivity) (Shishko et al., 2018). Shishko et al. (2018) report that, while the incidence of PTSD is alarmingly high within the general U.S. population, with a 12-month prevalence of 3.5 percent†the estimated incidence among veterans is almost seven times as high at 24 percent (pp. 86-87). Beyond the disabling impacts of PTSD itself, 80 percent of individuals also have comorbid psychiatric disorders with emotional, physical, and dissociative symptoms that further u ndermine essential functioning, employment, personal relationships, and even basic self-care. In their analysis of published evidence pertaining to the use of cannabis and cannabis derivatives by veterans with PTSD, Betthauser, Pilz, and Vollmer (2015) explain that, when inhaled, delivered orally or via the skin, cannabinoid receptors activate to modulate the release of neurotransmitters. This release produces many central nervous system effects such as pleasure enhancement and changes to our memory processes. These positive physiological effects support the rationale for using cannabinoids to treat three core PTSD symptoms: re-experiencing, emotional numbing and avoidance, and hyper-arousal. Betthauser et al. (2015) describe studies which reveal direct correlations between severe PTSD symptoms and increased motivation to use cannabis in coping†particularly among patients with poor stress tolerance and/or troubling emotional ranges. High-quality research is limited, but analysts found four studies whose data link veterans cannabinoid use to the reduction of specific PTSD symptoms such as nightmares and insomnia. However, more well-designed controlled trials are clearly needed to further explore cannabinoids as a complementary or alternative option to todays conventional treatment for PTSD in veterans. Betthauser et al. conclude the existing evidence shows that significant numbers of veterans with PTSD currently rely on cannabis and/or cannabis derivatives to control their PTSD symptoms. Also, many of these users report benefits such as reduced anxiety, reduced insomnia, and enhanced coping abilities. Medical marijuana could also help the VA reduce the harm associated with antidepressants. Turna et al. (2017) explain that anxiety-related disorders are the most common mental health conditions observed in veterans and the general U.S. population. In the U.S. the primary pharmacological treatment for anxiety disorders and many of their comorbidities are antidepressants. However, despite massive investments in these drugs, treatment response rates to standard antidepressants remain so poor that between 40 and 60 percent of patients receiving them continue to have residual/impairing symptoms. Worse, the antidepressants are linked to major, often disabling side effects which lead to high levels of noncompliance, discontinuation, and seeking alternative treatments. Furthermore, Burgess et al. (2016) describe troubling complications related to the VAs reliance on opioids in pain treatment. On one hand, there are concerns, despite evidence that African-American veterans and other patients often experience more severe and disabling chronic pain than whites, African-American patients are less likely to be prescribed opioids. These findings have understandably raised concerns about under-treatment of pain in African-Americans. At the same time; however, Americas current and devastating public health crisis of opioid addiction raises alarm bells about the possible effects of efforts to correct racial disparities in pain treatment. If doctors were to continue to choose opioids to address pain under-treatment in blacks, even greater harm may result as more Americans are subjected to addictive and often lethal treatments. Worse still, there are serious reasons to doubt that increased prescriptions of opioids for African-Americans would actually reduce pain under-treatment. In a study involving veterans, Burgess et al. (2016) analyzed whether pain-related outcomes vary by race among veterans with a diagnosis of chronic non-cancer pain and whether opioid use could improve any observed racial disparities. The study showed, regardless of race, receipt of an opioid prescription was not associated with perceived treatment effectiveness for most patients but was associated with greater pain interference. In other words, the opioids failed to improve treatment outcomes and contributed to higher incidences of pain that interferes with or limits ones regular physical, mental, and social activities. Burgess and colleagues conclude that their findings raise questions about the benefits of opioids for musculoskeletal pain and point to the need for alternative treatments for addressing chronic noncancer pain (p. 13 ). By 2015, at least 19 states specifically approved medical marijuana for the treatment of serious pain (Hill, 2015). There are multiple potential applications for medical marijuana in the application of much-needed harm reduction practices at the VA. An important element of such harm reduction would be to minimize the adverse effects of treatment stoppage. Although the research is rather inconsistent, it seems likely that, as with all drugs, long-term use of marijuana even for therapeutic purposes would result in harmful effects at least for some individuals (Irons et al., 2014). Care must be taken to ensure safe and healthy discontinuation once the therapy is no longer needed. Fortunately, evidence indicates that discontinuation of medical marijuana would be decidedly less complicated than is the case with the highly addictive and harmful opiates and other treatments the VA currently prescribes. A study of 84 cannabis dependent veterans by Irons et al. (2104) suggests that even individuals with marijuana use problems could achieve successful cessation through timely quit efforts that include fairl y intense exercise. The subjects were veterans who volunteered to participate in self-guided cessation. The results indicate that participants who engaged in moderate to high levels of physical activity were significantly less likely than those reporting low activity levels to report a cannabis lapse during the week following a quit attempt. By contrast, participants with low levels of physical activity were likely to report greater average use of cannabis in the first four days of the cessation period. Therefore, veterans treated with medical marijuana should be able to stop using more easily than those using many of the VAs current, often highly addictive and dangerous treatments. Americas veterans have put their welfares and lives on the line to defend and promote our freedoms and nations interests. The nation dishonors their valiant and selfless service by failing to address even their most basic needs. The VA currently relies heavily on treatments that are linked to harmful side-effects and are ineffective, addictive, and even life-threatening. Americas veterans clearly deserve better. Fortunately, the steadily evolving research indicates that medical marijuana could be an important step in promoting harm reduction and a long overdue step by the VA. Medical marijuana could be used to safely enhance treatment for various conditions affecting veterans†with lower risks of side effects and cessation problems compared with many current VA treatments. Federal Law must be amended to grant the VA the latitude to prescribe medical marijuana, where appropriate, for veterans with diverse physical and mental health issues. At the very least, this shift in policy would reduce harms resulting from the VAs current treatment practices.