Kirtrines Basement :: Personal Narrative, Autobiographical Essay

Kirtrine's Basement "Sister Lopez?" I looked down the winding staircase into the murky depths of my neighbor's unfinished basement. "Sister Lopez, can I talk to you?" The only sound was the steady hum of the sewing machine, so I quietly took the stairs two at a time. I was twelve years old--polite and refined, but not overly patient. My mother, a wonderful but slightly overzealous Mormon Relief Society president, had sent me with a Homemaking invitation to give to the ever-elusive, inactive Sister Lopez. Sister Lopez was sitting at a large table, feeding canvas into a huge sewing machine. The only light in the room was the leftover sun that managed to squeeze through the window well. It illuminated her hair which fell to her shoulders like blackberry satin. I watched her look up at me with only mild curiosity. "Hello." "Hello... I wanted to give you this." "Thanks. Why don't you sit down?" Her face was so flawless, so unreal. She looked like a woman in one of my mother's catalogues--Lands End, maybe, or J Crew. I took a folding chair from its resting place on a cement wall. "How are you, Sister Lopez?" I asked. It was all I had ever been taught to ask an adult. Sister Lopez laughed the most sincere laugh I had ever heard. I suppose it was the laugh of a jubilant woman, but at the time I wasn't familiar enough with laughter to tell. "Call me Kirtrine." "Kirtrine." I liked the way the word sounded on my lips. "And the real question is," she continued, "how are you?" To say the least I was startled. "Me? I'm fine." As if anyone needed to ask how I was; it was perfectly apparent to any semi-competent onlooker. I was almost thirteen, with matted brown hair, awkward, angular glasses, and an uncomfortable weight gain where hips should have been. A pubescent nightmare, I had acne like the "before" picture on a skin care infomercial and crooked teeth, surely the envy of every jack o' lantern. How was I? I was a mess. "Tell me about school," she prodded, though it sounded like anything but prodding."Any cute guys?" I sat there, on a cold, hard folding chair, surrounded by bolts of colorful cloth. I opened up like I never had before in that room: I cried with the ice blue chiffon, I laughed with the tomato red flannel. I was as pristine as crisp white linen; I was as sophisticated as black velvet.

Free Essays - Social Themes in The Adventures of Huckleberry Finn :: Adventures Huckleberry Huck Finn Essays

Social Themes in The Adventures of Huckleberry Finn The Adventures of Huckleberry Finn is a novel that will continue to be read for decades to come. Why? The novel by Mark Twain, or Samuel Clemens, has many themes that relate to society today. Even today society continues to talk about whether the novel should be read amongst high- school curriculums. Society is also continuing to deal with racism, and its effects on the lives of African-Americans. Another theme that is prevalent in society is lying among American children. Huck Finn is a self taught liar, and a very good one at that. On the raft, while floating down the Mississippi, Huck has an opportunity to exercise his gift for lying. The boy enjoys mendacity; he lies for the sake of lying and keeps the reader turning the page piling on one fiction after another. Just before the runaways get started, Huck visits a neighboring town to get information and encounters a farmer's wife. He is dressed in an old dress and is pretending to be a young girl searching for her relatives. The woman suspects his sex and tries various devices to ascertain if her suspicions are true. Among these is threading a needle and throwing a bar of lead at the rats which swarm around the house. Finally she makes Huck own up that he is a boy. In any case, this is a great example of a young boy lying until his nose is a foot long. Lying is prevalent among today's children as well. Racism has an obvious connection to today's society. In the novel Huck says many "racist" comments. In this scene Aunt Sally hears of a steamboat explosion. "Good gracious! anybody hurt?" she asks. "No'm," comes the answer. "Killed a nigger." Aunt Sally later refers to the "nigger" as if they are not even a person, regarding the death as if it did not even matter. "Well, it's lucky because sometimes people do get hurt." At first glance at the novel Huckleberry Finn, many would protest to the explicit use of the "N" word which was used over two-hundred times. As a result Huck Finn, one of the greatest American novels is noteworthy.

Korean Conflict Essay

Abstract In this essay you will learn about the Korean War conflict and how it ended and what went wrong. Also how the United States deals with the conflict of the Korean War. How did this war affect American sensibilities, including the way Americans viewed the war and themselves? There were many different consequences occurred as a result of the Korean Conflict, which ended in 1953, with thousands of fatalities but no clear victor and no peace treaty signed. The north continued to be occupied by communist forces, and the South becomes an American ally. Also, Korea illustrated how a relatively contained conflict could turn into a much broader regional conflagration. As the conflict escalated, there were points in time in which China and the Soviet Union could have conceivably been drawn into the conflict, potentially resulting in another regional, or even general war. Perhaps most importantly, Korea illustrated how tension between the U.S.S.R. and the United States could become full-scale conflicts. Other long-term consequences include the establishment of permanent nuclear installations in South Korea and the commitment of conventional U.S. military equipment and troops to South Korea for decades afterwards. Did the war change America’s world and why? Other important legislative changes include the passage of the War Power Act (1973), requiring U.S. presidents to receive explicit approval from Congress before forces could be deployed overseas for combat purposes. Politically, the conflict resulted in an aversion to further American casualties, which fundamentally changed U.S. intervention in later international conflicts. The Democratic party also experienced serious consequences in 1968. Democratic voters, split over U.S. involvement in Vietnam, divided their votes between Hubert Humphrey and George Wallace, resulting in a Republican presidential victory a Democratic party whose politics were changed fundamentally. Economically, the Vietnam Conflict resulted in inflation as spending for Vietnam continued, but the United States remunerated largely through monetizing of the money supply. Because the Americans did not know if the Korean War was over or not so the Americans try to go on with their lives but it was hard to do so. Was the outcome of the war beneficial or detrimental to the United States (or a combination of both)? I do believe that the Korean War was beneficial to the United States than it was detrimental. The United States gained knowledge from the Korean War; it was beneficial to them in the long run. The United States also gained awareness from the War. The United States of America became aware and more understanding of the â€Å"falling domino† effect of communism. After the Korean War the United States rearmed and become a world power and the United States realized that they needed to double the size of their army. For the next war that may to become of may be coming to the United States. References My campus.aiu-online.com/library/CourseGuide/5/Tutorials/AIUAPA/ebook.htpl Editorial Board. (2012). History. Schaumburg, IL: words of wisdom. Retrieve from http://mycampus.aiu-online.com/pages/bookshelf.aspx Course Materials: HIST105-1205B:U.S.History U.S. Relations: The Korean War http://www.pbs.org/newshour.uh.edu/database/Subtitles.cfm?titleID=75

Impact of Employee Motivation on Performance

International Journal of Business Trends and Technology- volume2Issue4- 2012 Impact of Employee Motivation on Performance (Productivity) In Private Organization 1Nupur Chaudhary, 2Dr. Bharti Sharma, 1Research Scholar, Suresh Gyan Vihar University, Jaipur, 2Associate Professor, St. Wilfred. College, Jaipur, Abstract – Doing Business all over the world is very challenging. Corporate performance and revenue growth are challenge by Internal and external operating environment factors.To survive in profitable way in the highly challenging and competitive global market economy, all the factor of Employee Retention & Production – machine, materials & men, – should be managed in a impressive way Among the factors of production the human resource constitutes the biggest challenge because unlike other inputs employee management calls for accomplished handling of thoughts, feelings & emotions to protected highest productivity.High productivity is a long-term benefits of Empl oyee motivation Motivated employee is a valuable asset which delivers huge value to the Organization in maintaining and strengthening its business and revenue growth. The attached project paper studies Impact of employee motivation on performance (Productivity) in private organization. Keywords: Motivation, Productivity, Employee satisfaction, Working Environment, Employee Performance: 1. INTRODUCTION 1. 1 Background of the Study Now days doing Business all over the world is very challenging. orporate performance and revenue growth are challenge by Internal and external operating environment factors To survive in profitable way in the highly challenging and competitive global market economy, all the factor of production – machine ,materials & men,– should be managed in a impressive way Among the factors of production the human resource constitutes the biggest challenge because unlike other inputs employee management calls for accomplished handling of thoughts, feelings & emotions to protected highest productivity. High productivity is a long-term benefit of Employee motivation. 1. 2 Research Problems Employees management guide to a competitive benefit in the form of more motivate workforce by extension improved operational & business performance. The research problem question to be answer in this research is to define the major factors that motivate employs in diverse companies and to see if there is any particular organization purpose that depends on organizational inimitability employee behavior. 1. 3 Objectives of the Research study Identify the factors that encourage positive motivational behavior among employees is the Objective of this research.This in turn would develop customer service, efficient time management in each organization. 1. 4 Limitation of the Research Study Research study can be briefly declared the limitation in following points: Title of the questionnaire about Motivation so that the respondents thought that they should b e precious by the motivation system earlier than filling the questionnaires. The length of the questionnaire – around 14 questions. The collective respondents will be analyzed and the results of the questionnaire will be documented 1. 5 Definition of Terms a.Motivation: Motivation is the word derived from the word ‘motive’ which means needs, desires, wants or drives within the persons. It is the process of inspiring people to actions to achieve the goals. In the work goal background the psychological factors motivating the people’s behavior can be- Job-Satisfaction Achievement Term Work, etc Need for Money Respect One of the most important functions of management is to create enthusiasm amongst the employees to execute in the best of their abilities. Therefore the role of a leader is to arouse interest in presentation of employees in their jobs.The process of motivation consists of three stages:- 1. A felt need or oblige 2. A incentive in which need s have to be aroused 3. When needs are satisfied, the satisfaction or achievement of goals. Note: motivation is an emotional fact which means needs and wants of the have to be tackled by framing an incentive plan. b. Employee satisfaction: Whether employees are happy and satisfied and pleasing their desires & needs at work. Many measures claim that employee satisfaction is a factor in employee motivation, employee goal. ISSN: 2249-0183http://www. internationaljournalssrg. orgPage 29International Journal of Business Trends and Technology- volume2Issue4- 2012 Achievement and positive employee confidence in the workplace. Employee satisfaction, while normally a positive in your organization, can also be a disappointment if ordinary employees continue because they are satisfied with your work environment. c. Employee Performance: The activity of performance ; of doing something fruitfully; by knowledge as famous from simply possessing it; A performance Comprises an event in which normal ly one group of people the performer or Performers act in a particular way for another group of people . Productivity: Productivity is that which people can produce with the smallest amount effort Productivity is a ratio to calculate how well an organization or individual, industry, country converts input belongings, labor, materials, machines etc. into goods and services e. Working Environment: Stresses, influences, and competitive, situation, civilizing, demographic, profitable, usual, political, regulatory, and environmental factors that effect the survival, operations, and development of an organization. We have a tendency, however, to hear about healthy work environments.A work environment does not require a job. It requires that work has to be done in some place. These can also be considered work environments. 2. LITERATURE REVIEW 2. 1 Motivation 1. Payment 2. Promotion 3. Benefits 4. Recognition What Is Employee Motivation? Motivations are an employee’s intrinsic enthu siasm about and drive to accomplish activities related to work. Motivation is that interior drive that causes a person to decide to take action. An individual’s motivation is influenced by biological, intellectual, social & emotional factors.Motivation is a multifaceted; we can not easily define to motivation, intrinsic driving force that can also be influenced by external factors. Every person has activities, events, people, and goals in his or her life that he or she finds motivating. By using intrinsic satisfaction & extrinsic factor organization can inspire employee motivation at work. Fulfilling the employee's needs and expectations from work and the workplace factors that enable employee motivation – or not. These variables make motivating employees challenging. Some time employers fail to understand the importance of motivation in accomplishing their mission and vision.Even when they understand the significance of motivation, they lack the skill and knowledge to provide a work environment that fosters employee motivation. Here are thoughts about encouraging and inspiring employee motivation at work. Factors to Encourage Motivation. Management and leadership actions that allow employees, Believe about your employees strengths! Inquire employees what they want Teach employees to measure their own success. crystal clear communication about factors important to employees, Treating employees with respect, Providing regular employee respect, ? Feedback and training from managers and leaders, Industry-average benefits and recompense, Carry an idea notebook Explain your reward systems. Inquire employees for information about their performance. Communicate! Stop Distracting Employees 2. 2. Importance of Motivation Motivation is the most important factors influential organizational efficiency. All facilities organizational will go to waste in lack of motivated people to utilize these facilities efficiently. Every superior in the organi zation must motivate its subordinates for the right types of behavior.The presentation of human beings in ISSN: 2249-0183http://www. internationaljournalssrg. orgPage 30 International Journal of Business Trends and Technology- volume2Issue4- 2012 the organization is dependent on the capability in the motivation. Motivation is a helpful instrument in the hands of management in exciting the workforce. Motivation increases the willingness of the workers to work, thus increasing effectiveness of the organization. Best utilization of resources: – Reduction in Labor Problems: – Sizeable increase in production and productivity: ? Basis of Cooperation. Better Image: -. The human resource manager purpose should be to help the general manager in keeping the employees satisfied with their jobs. One more goal in organization is the goal for the services manager is to develop motivated employees and support their morale regarding their respective works. The performance will be poor if the employee is not satisfied & happy. Workplace dissatisfaction frequently leads organization and its employee’s poor performance. The Effect of Motivation on Employee ProductivityMotivated employees are inclined to be more productive than non-motivated employees. Most businesses make some pains to motivate workers but this is normally easier said than done. Employees are all individuals with different like’s dislikes and needs, and different things will motivate each. 1. Motivated Employees Are More Productive .If employee will satisfied and happy then he/she will do his /her work in a very impressive way, and then the result will be good, on the other hand motivated employee will motivate other employees in office. 2. Decision-making and practical ExpectationsIt is important to engage employees in the decision-making process, but create realistic expectations in the process. 3. Job Description, Work Environment and Flexibility Employee doing the right job fo r his personality and skill set, and performing well at the job greatly increases employee motivation and satisfaction. A safe and non-threatening work environment is necessary to maintain a high level of employee motivation. Flexible human resource policies, flexible time, work from home, childcare also be liable to have happier and more motivated workers. 4. Pay and BenefitsKeeping employees motivated with good benefits is easy. Where to draw the line at generous benefits that motivate all employees, versus raises and larger salaries to retain and attract the best workers and keep them happy and motivated to be working for you, are more difficult. . 5. Company Culture Creating a positive and employee-friendly company culture is a great motivational tool. 3. RESEARCH METHODOLOGY 3. 1 Research Design This is a descriptive . In this research we have enough data on the concept & research material . Questionnaire method is used for collecting data. 3. 2 Sampling ProcedureThe study shou ld be conducted with people from different locations. The questionnaires were e-mailed to 70 workers in Jaipur who working in various departments with different job responsibilities and organization position. 3. 3 Instrument Used: Survey can be defined as a method of primary data collection in which information is collected by email & analyzed. 3. 4 Scale Validity and Reliability The scales used to measure the variables in the questionnaire are Numerical scale. 3. 5 Data Collection Procedures Internet Surveys is used. For much research, data collection using the internet is frequently an effective method.In Internet Survey it is very easy to get the respondents feedback in short period of time. 4. DATA COLLECTION & ANALYSIS 4. 1 Introduction The data for the research has been collected using internet questionnaire. The questionnaire was distributed randomly to a sample of employees, over 70 employees who were working in various departments, with different job responsibilities and or ganization position. 4. 2 Data Analysis After collecting the filled questionnaire, they were analyzed for presentation of research findings under data analysis. 1. From how many years you are worked with the present organization?Less than 1 year|5|(7. 7%)| 1-3 years|15|(28. 8%)| 3-5 years|12|(19. 05)| 5-10 years|21|(40. 4%)| The research was directed to find information on the duration of service the employee has been with the organization. Survey results indicated that highest number of 21 40. 4% respondents had been working between 5-10 years and this followed by 15 respondents 28. 8% who have been with the organization between 1-3 years. Respondents who have been working for the shortest period of time less than 1 year stood with 5 respondents 7. 7%. 2. In which department you are work in? Finance and Accounting|2|(5. 60%)|ISSN: 2249-0183http://www. internationaljournalssrg. orgPage 31 International Journal of Business Trends and Technology- volume2Issue4- 2012 Perceptions||Agr|S ome|Neutral|Disagre| Strongly||ee|what||e| |||Agree||| supervisor listens|20|24|7(13. 21|23. 77%)| to me||||%)|| supervisor|is||||| knowledgeable||||| about my work|17|25|8|3| supervisor is fair|12|23|16|2| supervisor|||||| supports personal||||| Development||11|27|13|1| supervisor|has||||| down-to-earth|||||| expectations||10|26|13|4| about my work||||| Human Resource Management|9|25%| Information Technology|2|(5. 60%)| Manufacturing|5|(13. 9%)|Research and Development|11|30. 6%| Sales and Marketing|7|(19. 4%)| Other (please specify)|17|| Regarding the inquiry on the nature of work performed by the respondents, a highest number of 11 respondents 30. 6% were engaged in Research and Development. With 9 respondents 25% came next for Human Resource Management. Sales and Marketing 7 (19. 4%), Manufacturing 5 (13. 9%)IT and Finance & Accounting 2 (5. 60%) 3. What is your job responsibility? Operative Employee|33|(63. 50%)| Supervisor|13|(25. 28%)| Manager|5|(9. 6%)| Senior Management|1|( 1. 9%)| The research inquired to find the nature of jobs of respondents.The research showed that highest number 33 respondents 63. 50% were engaged in operative employee related job responsibilities and this closely followed by 13 respondents 25. 58%. These were followed next by Manager which is 5 (9. 6%) & Senior Management that is 1 (1. 9%). 4. How much satisfied you are from the present organization? Very Satisfied|6|(11. 5%)| Satisfied|32|(61. 5%)| Neutral|10|(19. 2%)| Dissatisfied|4|(7. 7%)| Very Dissatisfied|1|(1. 9%)| The research was directed to find how satisfied the respondents are with their present organization and results shows that Very Satisfied 6 (11. %),Satisfied 32 (61. 5%)Neutral10 (19. 2%),Dissatisfied 4 (7. 7%) Very Dissatisfied1 (1. 9%) 5. About your supervisor / manager An inquiry was made to know what kind of perceptions the employees have about their supervisor and manager. Results indicated the following: Supervisor Listens to employees Positive Agreement:| 44 (83. 02%)| Neutral:|7 (13. 21%)| Disagreed:|2 (3. 77%)| Supervisor Have knowledge about employee’s work Positive Agreement:|42 (79. 25%)| Neutral:|8 (15. 09%)| Supervisor being fair to employees| Disagreed:|2 (3. 77%)| Positive Agreement:|35 (66. 04%)| Neutral:|16 (30. 19%)| Disagreed:|2 (3. 7%)| Supervisor Support personal development| Positive Agreement:|38 (71. 70%)| Neutral:|13 (24. 53%)| Disagreed:|1 (1. 89%)| Supervisor has realistic expectation of employee contribution Positive Agreement:|36 (67. 92%)| Neutral:|13 (24. 53%)| Disagreed:|4 (7. 55%)| Supervisor being fair to employees| Positive Agreement:|35 (66. 04%)| Neutral:|16 (30. 19%)| Disagreed:|2 (3. 77%)| 6. How much satisfaction you are with you on the whole management? Perception||Very|Good|Neutral|Bad| |||Good|||| relationship with your|16|26|11|1| boss||||||| boss/supervisor's||11|26|15|1| management abilities|||||Communication|with|11|13|24|5| general management||||| appreciation|from|5|18|22|8| managemen t|||||| |||||| Career|development|5|19|22|7| support||from||||| supervisor|or||||| management|||||| An inquiry was made to know whether the employees are fully satisfied with their current management. Results indicated the following: Relationship you’re with boss Very Good:|16 (29. 63%)| Good:|26 (48. 15%)| Neutral:|11 (20. 37%)| Boss’s / Supervisor’s management abilities Very Good:|11 (20. 37%)| Good:|26 (48. 15%)| Neutral:|15 (27. 78%)| Bad:|1 (1. 89%)| ISSN: 2249-0183http://www. internationaljournalssrg. rgPage 32 International Journal of Business Trends and Technology- volume2Issue4- 2012 Communication with general management|| Very Good:|11 (20. 37%)||| Good:|13 (24. 07%)||| Neutral:|24 (44. 44%)||| Bad:|5 (9. 26%)||| Appreciation from management||| Very Good:|5 (9. 26%)||| Good:|18 (33. 33%)||| Neutral|22 (40. 74%)||| Bad:|8 (14. 81%)||| Career|development|support|from| supervisor/management||| Very Good:|5 (9. 26%)||| Good:|19 (35. 19%)||| Neutral:|22 (40 . 74%)||| Bad:|7 (12. 96%)||| 7. Mark your satisfaction level with your supervisor manager or management for response to suggestions proposed by you?Very Satisfied|5| Satisfied|29| Neutral|13| Dissatisfied|4| Very Dissatisfied|1| investigation on the satisfaction levels of employees to suggestions they propose to supervisor, manager and the management indicated that satisfaction registered with 29 respondents 55. 8% which is higher than employees expressing neutral with 13 respondents 25. 0% and 5 respondents 9. 6% were very satisfied employees and 4 respondents were dissatisfied employees. In this case, the highest respondents were registered by the satisfactions employees which is very good indication. 8.How much you give rating to your job satisfaction? Perception||Satis|Very|Un|Very| ||facto|Satisfa|sati|Unsatisf| ||ry|ctory|sfac|actory| ||||tory|| Recognition|for|30|11|8|3| your hard work||||| Development||25|4|18|6| opportunities|||||| available|||||| Your pay level as|25|6|11 |11| compared|to||||| similar position in||||| the industry|||||| Your performance|24|6|20|3| feedback|from||||| management|||||| With reference to job satisfaction in terms of the level of recognition employees 30 respondents 56. 60% were satisfied as against 8 respondents 15. 09% who were not presently satisfied with their work 9.How much satisfied you are with the level of training & development received? Whether the levels of training employees receive supports in the development of job treatment was inquired into and the response indicates the following. In respect of initial training and development which employees receive 32 respondents 59. 26% expressed satisfied while 21 respondents 38. 89% expressed dissatisfaction. As regard the ongoing training, 31 respondents 57. 41% expressed satisfied while 22 respondents 40. 74% expressed dissatisfied Perception|||Satisfa|Very|Unsati|Very| ||||ctory|Satisf|sfactor|Unsatis| |||||actory|y|factory|Initial|training|26|6|14|7| received|wh en||||| hired|||||||| Ongoing|training|19|11|13|9| necessary||to||||| perform your|job||||| well|||||||| Self|development|18|8|18|7| support||||||| Preparation|for|15|6|15|14| career||||||| advancement|||||| 10. Knowledge of your job among work force Perception||Stron|Agree|Agr|Neutral| |||gly|Somewh|ee|Disagre| ||||at||e| Workforce|has|8|27|15|2| job-relevant|||||| knowledge|||||| /skills necessary||||| for|successful||||| job completion||||| Information was also sought to find out whether the workforce around the employee has job-relevant knowledge and skills.Results obtained indicated that 35 employees stated in positive agreement and this contrasts with 2 employees who disagreed the workforce is capable of performing given tasks. 15 respondents were neutral being unable to agree or disagree to the stated inquiry. 11. Skills Development of employee Perception|||Strongl|Agree|Agre|Neutral| |||y|Somewh|e|Disagre| ||||at||e| Opportunities|are|8|20|18|6| given to get better||||| my s kills|for|the||||| job||||||| Supervisors/Team|7|21|18|6| Leaders|support||||| employees growth||||| Management||6|19|20|7| ISSN: 2249-0183http://www. internationaljournalssrg. rgPage 33 International Journal of Business Trends and Technology- volume2Issue4- 2012 imitate efforts to get better training on underperformers in my department Information on whether the workforce is given opportunity to improve their job skills results obtained indicated 28 employees 51. 85% were satisfied with agreement and against this a low number of 6 respondents 11. 11% disagreed to the issue and 18 respondents were unable to confirm their opinion either positively or negatively. 12. Employee Development Support. 34 respondents 62. 96% positively stated their satisfaction but against these nly 6 respondents 11. 11% expressed their disagreement. While 13 respondents 24. 07% were neutral being unable agree or disagree positively. To the inquiry whether the supervisor / team leader offer valuable informa tion on how increase productivity. Results obtained indicated that 34 respondents 62. 96% were in strong / somewhat agreement compared to 6 respondents 11. 11% who disagreed that management, supervisor and team leader offer great desired level of support. 13 respondents 24. 07% were unable to voice their convictions either positively or negatively. 13. Use of Right Employee TalentPerceptio|Stron|Agree|Agree|Neutral| n||gly|Somewh||Disagree| |||at||| Organizati|9|23|17|4| on|uses||||| my|talent||||| in the||||| workplace||||| To the inquiry whether the organization is making use of employee’s talent an overwhelming 32 respondents 60. 38% expressed in positive agreement while only 4 respondents 7. 55% expressed their disagreements implying the employee has various other talents but the management is not allowing him or her to initiate 14. Your Performance Expectation Understanding & Performance Appraisals Perception|Stro|Agree|Agr|Neutral| ||ngly|Somew|ee|Disagree| |||hat|||In my most recent|7|26|15|6| performance||||| appraisal,|I||||| understood what I||||| had to do to be||||| rated at|different||||| performance level (for example fully successful, Outstanding) The employees are capable to understand performance appraisals which the organization is carrying out every now and then, 33 respondents 61. 11% replied positively that they are able to fully understand what the appraisals demand or expect from them. Only 4 respondents 7. 41% denied that employees are able to understand them and to expect them to offer wholehearted collaborations to other employees.Perception||Strongly|Agree|Agree|Neutral| ||||Somewhat||Disagree| Supervisors/|5|29|13|6| Team||||||| Leaders|in||||| my|work||||| support||||||| employee|||||| development||||| 5. Conclusion 5. 1 Summary Employee Relationship with the boss had find as Good by 26 respondents 48. 15% as in opposition to only 1 respondent who registered Bad relationship. This report shows that the boss has very good rel ationship with employee all the issues which concern by the employees directly raise to top management or the boss solve the circumstances and keep a good progress and relationship with employees. 6 respondents 48. 15% were of the belief that Boss / Supervisors management ability as being good and this is a very good sign. It shows that employees totally trusting & regarding decisions of the top management. Communication with the boss / management also registered well with 24 respondents 44. 44% as against only 5 respondents 9. 26% who registered badly in communication. This is a good sign with high good communication between the boss & the employees. Acknowledgment from management was registered well with 23 respondents 42. 59% which is a good sign.Employees become proud that their efforts are being accepted. They will get more of interest in their jobs & keep trying to do more efforts. Career Development support from Supervisor/Management was also, listed as Good with 24 responden ts 44. 45%. 6. Conclusion Study shows that the employee motivation has direct impact on productivity and growth. A highly motivated employee invests his / her best hard work in carrying out each and every aspect of his / her duties and responsibilities. Improved job performances of the employee will add value to the organization itself and to the employee’s productivity.The experimental results ISSN: 2249-0183http://www. internationaljournalssrg. orgPage 34 International Journal of Business Trends and Technology- volume2Issue4- 2012 of this study show that the motivation of the employee has reward to the employee and the organization and the organization will keep the faithfulness of the employee at the high climax. Also, the employee will trust his /her organization, supervisor and top management. Form these observations of details it is very clear that business organizations can live and grow by taking care of their employees.In the free market economy under today's globali zation only organizations which follow high-performance paying attention on their employees can live and growth quickly and securely. References: 1. â€Å"Motivating and Retaining Top Talent through Employee Engagement† http://www. insala. com/Articles/employee-development/motivatingand-retainin-top-talent-through-employee-engagemnet. asp. 2. â€Å"Motivation as tool to improve productivity on the construction site. † http://www. cib2007. com/papers/CIDB2008%20 Final%20paper%20No 2024a. pdf. 3. The Influence of Employee Involvement on Productivity: A Review of Research- June 2000†. http://www. hrsdc. gc. ca/en/cs/sp/hrsd/prc/publica tions/research/2000- 002584/page03. shtml. 4. â€Å"The business impact of effective employee management. http://www. mckpeople. com. au/Sitemedia/w3svc 161/Uploads/Docume nts/2af1e130-34a7-4c38-9415-b7fa45a1a52c. pdf 5. â€Å"Value Creation-The Key Performance Indicators. † http://www. hkiaat. org/images/uploads/articles/V al ue. pdf. http://en. wikipedia. org/wiki/Motivation 7. Employee satisfaction http://humanresources. about. com/od/employees urvey1/g/employee_sat sfy. htm 7. Employee satisfaction http://humanresources. about. com/od/employees urvey1/g/employee_satisfy. htm 8. Employee Performance http://dictionary. babylon. com/performance 9. Ayeni, C. O. , & Phopoola, S. O. 2007. ‘Work Motivation, Job Satisfaction, and Organizational Commitment of Library Personnel in Academic and Research Libraries in Oyo State, Nigeria’, Library Philosophy and Practice 2007. 10. Balfour, D. , & Wechsler, B. 1996. ‘Organizational Commitment’, Public Productivity & Management Review, vol. 19, pp. 256-277. 11. Berger, J. B. , & Schwabo, D. P. 1980. ‘Pay incentives and pay atisfaction’, Industrial Relations, vol. 19, no. 2, 206-210. 12. Brudney, J. L. , & Coundrey, S. E. 1993. ‘Pay for performance: Explaining the differences in managerial motivation’, Public Product ivity & Management Review, vol. 17, no. 2, pp. 129-144. 13. Cote, S. , & Heslin, P. 2003. ‘Job Satisfaction and Organizational Commitment’. 14. Currall, S. C. , Towler, A. J. , Judge, T. A. , & Kohn, L. 2005. ‘Pay satisfaction and organizational outcomes’, Person ISSN: 2249-0183http://www. internationaljournalssrg. orgPage 35 PDF to Word[-;0] [-;0] – http://pdfonline. blogspot. com

M3 Discussion Essay Example | Topics and Well Written Essays - 500 words

M3 Discussion - Essay Example Common stocks are the most popular investment instrument in the stock market. One of the advantages of common stocks is its liquidity. A second advantage of common stocks is that the payment of dividends is optional (Harris, 2012). A disadvantage of the sale of common stocks is the lost of power due to the fact that common stockholders have voting rights. The high cost of launching an IPO is another con of common stocks. The use of preferred stocks is another long term financing option for the company. Preferred stocks offer the advantage of not diluting the power of the owners due to its lack of voting rights. One of the disadvantages of the use of preferred stocks is that preferred stocks have mandatory dividend payments. A third long term financing option for Genesis is bank loans. A business loan in the United States can be obtained to be financed in ten or more years. The interest rate of a business loan varies depending on the credit score of the business. A con of business loans is that they are a liability that must be paid every month. An increase in liabilities decreases the cash flow of a company. Lenders have cero power or influence over the operating decisions of a company, thus the use of loans does not dilute the power structure of an enterprise. A good thing about bank loans is that they provide companies with large sums of money in exchange for a small monthly payment. A fourth option that Genesis can utilize to obtain financing is the use of corporate bonds. A bond is a debt instruments that pays a coupon interest payment, while the principal is paid once the bond reaches maturity age. Bonds can be very useful debt instruments for companies with cash flow problems because the bond deb tor does not have the obligation of paying the principal payment until the end of the bond contract. The relative risk affects the cost of capital of a company due to the

Ford Motor Company Essay Example | Topics and Well Written Essays - 1000 words

Ford Motor Company - Essay Example It houses 12 major suppliers, both tier one and tier two suppliers providing optimal conditions for lean manufacturing and just-in-time inventories. The project has reduced time travel thereby enabling Ford to save on its component inventories. It has enabled restoration of a 6-acre wet land polluted by sludge from nearby steel plants, reduced model change over time, and provides long-term savings. Body shop operations determine flexible manufacturing. It uses industry first system of standardization cells. Most of the tools are reused thus helps in cost cutting and reduces down time during product change over. They have programmable robots for the change over and welding. The shop has geo-stations for producing parts for several vehicles at the same time and ensures accurate positioning of parts. Measuring machines were also installed for precise dimensioning as the units move through the assembly process. At the body shop, vehicles stop at each station. Partial body parts are loaded to the geo-station turntable in the first station as quarter panels are loaded in adjacent station. They are remarried in the next station, the sealer. It then goes to the pre-clamp (clamp-up) area where the body side is married with floor pan. From here it goes to two framers, A and B, to be welded after which it goes to roofing station for layer welds and re-spot areas. The vehicle is now framed. Fully framed vehicle is finally inspected to clear defects and vehicle system inside. The vehicles are put on rollers test for engines, brakes and acceleration. After which they released to the yard. Renovation for the plant was indeed necessary. It set a benchmark in the automobile industry by setting up first flexible assembly system. This would definitely set competition among players in the industry. Bringing together suppliers under one roof

Nature of British Colonialism Essay Example | Topics and Well Written Essays - 1250 words

Nature of British Colonialism - Essay Example So the course of the different British colonies is diverse.1 Generally, the overall quality of colonial administration improved at the beginning of the nineteenth century, when the Colonial Office prospered under effective leadership who created distinct departments, recruited and hired experts in colonial management, and worked with true humanitarian intentions to create policy that recognized the human worth of the colonists. According to historian Harold J. Schultz, the leaders of the Office, "under the influence of the humanitarian and Evangelical movement, produced a colonial policy favoring missionary expansion and racial equality."2 At the end of the nineteenth century, a wave of imperialist expansion swept over European nations. Fostered by nationalism, militarism, and the Industrial Revolution, Britain and its neighbors determined the best chance for real expansion was overseas. They began what is often termed a "scramble" for colonies, which may have been just as messy a process as the word implies. Britain began to feel threatened by the other nations' expansion. It worried about its sources of raw materials, its markets, and its ability to conduct free trade.3 This fear affected its attitudes about colonies and its policies. In Canada, colonial policy was influenced by friction between groups such as French and English, and Catholic and Protestant. In the north, early colonists were angered by the influx of new settlers and worried that local government might come under their control. In the south, the elected Assembly feuded with the upper house, which was seen as the governor's cronies. There was actually a rebellion in 1837, which showed the British government how serious the Canada situation was. Britain sent Lord Durham to Canada to assess the situation and make recommendations.4 Lord Durham's assessment concluded there were "two basic problems in Canada: 'two races warring in the bosom of a single nation,' and representative government without political responsibility for its actions."5 He created a plan to unite Upper and Lower Canada to reduce racial differences, and offered ideas to reform the government to make it more honest and effective. His recommendation was to allow governors to select their ministers from members with a majority in the Assembly.6 In this way, the legislature would have a power check on the executive branch. Durham's plan was quite fair and reasonable. It showed that creating responsible government for at least some colonies was Britain's goal. It suggested that the "colony-mother country" relationship would be one of voluntary association, and not coercion. Britain had been paying attention in the years after the American Revolution, and now had a different view of that relationship.7 India All colonial policy is influenced by economics, but that seems to be especially the case with India. After the Seven Years' War, the East India Company grew in power "from a trading post to a private imperial empire."8 The company abused its power in India, governing without accountability. Corrupt officials made huge fortunes collecting taxes and pocketing them. Corruption became widespread enough to draw the interest of the House of Commons. Lord North reduced the company's power but still left it with control. Over