The Positivism in Mexico

â€Å"Positivism in Mexico was primarily and educational philosophy. It tried to break away with the colonial mentality and bring an intellectual emancipation so the modern Mexican mind could step into the future, free from the shackles of obscurantism, superstition and face the truths of science, order and progress. † Evaluate this assessment of positivism in Mexico. How accurate is it? What does it mean by facing â€Å"the truths of science†? What kind of educational innovations did it argue for? The Positive (and Negative) Truth about Mexican Positivism as a 19th Century Mexican Educational Reform Philosophy The assertion that: â€Å"Positivism in Mexico was primarily an educational philosophy. It tried to break away with the colonial mentality and bring an intellectual emancipation so the modern Mexican mind could step into the future, free from the shackles of obscurantism, superstition and face the truths of science, order and progress† (no source) is an accurate one. Further, according to â€Å"Comparative Social Movements: Mexico and the United States†: The Mexican Positivists were a group of elite intellectuals and social scientists that provided guidance and advice to Porfirio Diaz, the dictator that controlled Mexico from 1878 through the eve of the Mexican Revolution in 1910. The cientificos [sic] emphasized the incorporation of Mexico into the modern world system. This was to be accomplished through suppression of the indigenous and mestizo [sic] aspects of he culture and promotion of Mexico's â€Å"European† heritage. The combination of economic liberalization and political authoritarianism was the hallmark of Mexican Positivism. (December 16, 2002) Philosophies of the founder of sociology, Auguste Compte (â€Å"Sociological Positivism†; Auguste Compte), as applied to 19th century Mexican society, i. e. , Mexican Positivism, offered (or imposed, depending on one's viewpoint) educational and other innovations in the later 19th century and earliest years of the 20th (â€Å"The Porfiriato, 1876-1910†). To those nationals who supported Mexican Positivism (and there were many), â€Å"The positivism of Auguste Comte promised progress, discipline, and morality, together with freedom from the tyranny of theology† (Hutto). Further, Mexican Positivism, derived as it was from Compte, emphasized the encouragement of, and a focus upon, scientific inquiry into ways of achieving national social progress measures, while still maintaining the established social order, e. g. , a cornerstone Comptean ideal (Marti, â€Å"Positivism and Human Values: The Quest for a Social Ideal†, March 26, 1994). Mexican Positivism also espoused empirical, as opposed to abstract, definitions of and goals for social progress; as well as systematic strategies and methods for (as we would call it today) the continual improvement of society, or â€Å"Total Quality Management (TQM)† (â€Å"Social Positivism†; â€Å"August Compte†; â€Å"Sociology†). Mexican-born social philosophers like Jose Vasconcelos and Antonio Caso, however, were comparatively abstract, non-scientific thinkers by comparison. They were, in that sense, both relatively non-Mexican Positivists; that is, each favored a more holistic, less systematic integration of philosophy, science, art, education into already inherent (instead of externally-imposed, European-based) social values (Salmeron; Marti; â€Å"Jose Vasconcelos†; â€Å"Antonio Caso†; â€Å"Auguste Compte†). Vasconcelos, for example, was â€Å"in favour [sic] of the education of the masses and oriented the nation's education efforts along secular, civic, and pan-American (americanista) lines† (Wikipedia). Vasconcelos's ideals included, according to Salmeron (p. 267), the concept of: a living experimentalism in which concur, each one in its own function, the data of the senses, the rules of reason, the projects of the will, all in a harmony which engenders love. The ambition to bring into concert all the resources by which consciousness disposes to relate itself to the world and to penetrate more profoundly its own depths [emphasis added]. As for Caso, who was in many ways (although in a more purely academic sense) (Salmoneda), echoed Vasconcelos's ideological viewpoint: â€Å"Caso's thought is a reaction against positivism, an affirmation of liberty, of Christian roots, based on the conviction that man is a spiritual reality which constitutes the culmination of nature. † (Salmoneda, p. 267) In comparison to Vasconcelos and Caso, Compte, the â€Å"Grandfather† (â€Å"Sociology†) of positivism as an integrated social philosophy (â€Å"Auguste Compte†) might have instead espoused the importance of a quantifiable â€Å"blueprint† for Mexican social progress and educational innovation. That, then, could then be empirically tested, and its results quantified and studied, e. g. , a â€Å"science of society† (â€Å"Auguste Compte†). This would represent a systematic approach to measuring all areas of societal progress (or the lack of it), including education. (Salmoneda; â€Å"Auguste Compte†; â€Å"Sociology†). Such an approach, Compte no doubt would argue, would help Mexico, a â€Å"backward† (i. e. non-European) nation, to now be able to â€Å"face the truths of science, order and progress† [whatever those were. They were most likely European truths, which Mexico and Mexicans, being â€Å"backward†, simply had not â€Å"caught on† to yet]. Mexican Positivism had an especially strong, active, and influential supporter in Gabino Barreda. Barreda clearly regarded Mexican Positivism much more favorably than did either Vasconcelos or Caso. Perhaps this was due to his own (Paris-acquired) scientific and medical training, as well as his privileged social background (â€Å"The Porfiriato, 1876-1910†³; Hutto; Marti. Positivism and Human Values: The Quest for a Social Ideal†, March 26, 1994). Barreda was an intellectual, with a predilection for outcomes based on logic; his major concern was the establishment of the sciences and logic as the basal philosophy of education. . . He considered positivist principles necessary in order to educate â€Å"a new elite to guide Mexico in the positive era† (Hale, 1989). Curriculum was defined as â€Å"the encyclopedic learning of the sciences in an ordered hierarchy† hat would establish an intellectual order capable of preventing anarchy in all its forms, and thereby lead to the moral regeneration of society (Hale, 1989). Mexican positivism, embodied in the slogan â€Å"order and progress,† was the backbone of the modernization scheme supported by the cientificos, intellectual followers of Barreda. Led by Jose Ives Limantour, who served as adviser to Diaz, the cientificos developed a plan for economic recovery that was to be carried out through the next twenty-seven years of the Porfiriato. (â€Å"The Porfiriato, 1876-1910†) Mexican Positivism, then, indeed â€Å"tried to break away with the colonial mentality and bring an intellectual emancipation so the modern Mexican mind could step into the future, free from the shackles of obscurantism, superstition and face the truths of science, order and progress† (no source). Since the impetus for it came from a European movement, though, rather than from one that sprang from within the movement itself, the efforts of Mexican Positivism were met with mixed enthusiasm within Mexico itself, and also with mixed results. The Positivism in Mexico â€Å"Positivism in Mexico was primarily and educational philosophy. It tried to break away with the colonial mentality and bring an intellectual emancipation so the modern Mexican mind could step into the future, free from the shackles of obscurantism, superstition and face the truths of science, order and progress. † Evaluate this assessment of positivism in Mexico. How accurate is it? What does it mean by facing â€Å"the truths of science†? What kind of educational innovations did it argue for? The Positive (and Negative) Truth about Mexican Positivism as a 19th Century Mexican Educational Reform Philosophy The assertion that: â€Å"Positivism in Mexico was primarily an educational philosophy. It tried to break away with the colonial mentality and bring an intellectual emancipation so the modern Mexican mind could step into the future, free from the shackles of obscurantism, superstition and face the truths of science, order and progress† (no source) is an accurate one. Further, according to â€Å"Comparative Social Movements: Mexico and the United States†: The Mexican Positivists were a group of elite intellectuals and social scientists that provided guidance and advice to Porfirio Diaz, the dictator that controlled Mexico from 1878 through the eve of the Mexican Revolution in 1910. The cientificos [sic] emphasized the incorporation of Mexico into the modern world system. This was to be accomplished through suppression of the indigenous and mestizo [sic] aspects of he culture and promotion of Mexico's â€Å"European† heritage. The combination of economic liberalization and political authoritarianism was the hallmark of Mexican Positivism. (December 16, 2002) Philosophies of the founder of sociology, Auguste Compte (â€Å"Sociological Positivism†; Auguste Compte), as applied to 19th century Mexican society, i. e. , Mexican Positivism, offered (or imposed, depending on one's viewpoint) educational and other innovations in the later 19th century and earliest years of the 20th (â€Å"The Porfiriato, 1876-1910†). To those nationals who supported Mexican Positivism (and there were many), â€Å"The positivism of Auguste Comte promised progress, discipline, and morality, together with freedom from the tyranny of theology† (Hutto). Further, Mexican Positivism, derived as it was from Compte, emphasized the encouragement of, and a focus upon, scientific inquiry into ways of achieving national social progress measures, while still maintaining the established social order, e. . , a cornerstone Comptean ideal (Marti, â€Å"Positivism and Human Values: The Quest for a Social Ideal†, March 26, 1994). Mexican Positivism also espoused empirical, as opposed to abstract, definitions of and goals for social progress; as well as systematic strategies and methods for (as we would call it today) the continual improvement of society, or â€Å"Total Quality Management (TQM)† (â€Å"Social Positivism†; â€Å"August Compte†; â€Å"Sociology†). Mexican-born social philosophers like Jose Vasconcelos and Antonio Caso, however, were comparatively abstract, non-scientific thinkers by comparison. They were, in that sense, both relatively non-Mexican Positivists; that is, each favored a more holistic, less systematic integration of philosophy, science, art, education into already inherent (instead of externally-imposed, European-based) social values (Salmeron; Marti; â€Å"Jose Vasconcelos†; â€Å"Antonio Caso†; â€Å"Auguste Compte†). Vasconcelos, for example, was â€Å"in favour [sic] of the education of the masses and oriented the nation's education efforts along secular, civic, and pan-American (americanista) lines† (Wikipedia). Vasconcelos's ideals included, according to Salmeron (p. 267), the concept of: a living experimentalism in which concur, each one in its own function, the data of the senses, the rules of reason, the projects of the will, all in a harmony which engenders love. The ambition to bring into concert all the resources by which consciousness disposes to relate itself to the world and to penetrate more profoundly its own depths [emphasis added]. As for Caso, who was in many ways (although in a more purely academic sense) (Salmoneda), echoed Vasconcelos's ideological viewpoint: â€Å"Caso's thought is a reaction against positivism, an affirmation of liberty, of Christian roots, based on the conviction that man is a spiritual reality which constitutes the culmination of nature. † (Salmoneda, p. 67) In comparison to Vasconcelos and Caso, Compte, the â€Å"Grandfather† (â€Å"Sociology†) of positivism as an integrated social philosophy (â€Å"Auguste Compte†) might have instead espoused the importance of a quantifiable â€Å"blueprint† for Mexican social progress and educational innovation. That, then, could then be empirically tested, and its results quantified and studied, e. g. , a â€Å"science of society† (â€Å"Auguste Compte†). This would represent a systematic approach to measuring all areas of societal progress (or the lack of it), including education. Salmoneda; â€Å"Auguste Compte†; â€Å"Sociology†). Such an approach, Compte no doubt would argue, would help Mexico, a â€Å"backward† (i. e. non-European) nation, to now be able to â€Å"face the truths of science, order and progress† [whatever those were. They were most likely European truths, which Mexico and Mexicans, being â€Å"backward†, simply had not â€Å"caught on† to yet]. Mexican Positivism had an especially strong, active, and influential supporter in Gabino Barreda. Barreda clearly regarded Mexican Positivism much more favorably than did either Vasconcelos or Caso. Perhaps this was due to his own (Paris-acquired) scientific and medical training, as well as his privileged social background (â€Å"The Porfiriato, 1876-1910†³; Hutto; Marti. Positivism and Human Values: The Quest for a Social Ideal†, March 26, 1994). Barreda was an intellectual, with a predilection for outcomes based on logic; his major concern was the establishment of the sciences and logic as the basal philosophy of education. . . He considered positivist principles necessary in order to educate â€Å"a new elite to guide Mexico in the positive era† (Hale, 1989). Curriculum was defined as â€Å"the encyclopedic learning of the sciences in an ordered hierarchy† hat would establish an intellectual order capable of preventing anarchy in all its forms, and thereby lead to the moral regeneration of society (Hale, 1989). Mexican positivism, embodied in the slogan â€Å"order and progress,† was the backbone of the modernization scheme supported by the cientificos, intellectual followers of Barreda. Led by Jose Ives Limantour, who served as adviser to Diaz, the cientificos developed a plan for economic recovery that was to be carried out through the next twenty-seven years of the Porfiriato. â€Å"The Porfiriato, 1876-1910†) Mexican Positivism, then, indeed â€Å"tried to break away with the colonial mentality and bring an intellectual emancipation so the modern Mexican mind could step into the future, free from the shackles of obscurantism, superstition and face the truths of science, order and progress† (no source). Since the impetus for it came from a European movement, though, rather than from one that sprang from within the movement itself, the efforts of Mexican Positivism were met with mixed enthusiasm within Mexico itself, and also with mixed results.

Course Notes on Principles of Management

The Global Environment In the past, managers have viewed the global sector as closed. Each country or market was assumed to be isolated from others. Firms did not consider global competition, exports. Today’s environment is very different. Managers need to view it as an open market. Organizations buy and sell around the world. Managers need to learn to compete globally. Tariff Barriers A tariff is a barriers to trade. Tariffs are taxes levied upon imports. These seek to protect jobs in the home country. Other countries usually retaliate.Free trade: in a free trade agreement, each country seeks to specialize in things they make most efficiently. If India is more efficient in making textiles, and the USA in making computer software, then each country should focus on these. Distance & Culture Barriers The second leading cause of trade barriers. Distance closed the markets as far as some managers were concerned. Communications could be difficult. Languages and cultures were differ ent. During the last 50 years, communications and transportation technology has dramatically improved.Jet aircraft, fiber optics, satellites have provided fast, secure communications and transportation. These have also reduced cultural differences. Effects on Managers Declining barriers have opened great opportunities for managers. Managers can not only sell goods and services but also buy resources and components globally. Managers now face a more dynamic and exciting job due to global competition. Free Trade NAFTA: North American Free Trade Agreement. Abolishes most tariffs on goods traded between Mexico, Canada and the U. S. Allows unrestricted cross-border flows of resources.Many U. S. firms have now invested in Mexico. This is a manufacturing opportunity. Wage costs are lower in Mexico. Can serve Mexico with a plant in Mexico and reduce freight. Managers face new opportunities and threats. Global Task Environment Suppliers & Distributors Managers buy products from global suppli ers or make items abroad and supply themselves. Key is to keep quality high and costs low. Global outsourcing: firms buy inputs from throughout the world. GM might build engines in Mexico, transmissions in Korea, and seats in the U. S. Finished goods become global products.Distributors: each country often has a unique system of distribution. Managers must identify all the issues. Customers & Competitors Formerly distinct national markets are merging into a huge global market. True for both consumer and business goods. Creates large opportunities. Still, managers often must customize products to fit the culture. McDonald's sells a local soft drink in Brazil. Global competitors present new threats. Increases competition abroad as well as at home. Forces in the Global General Environment Political-Legal ForcesResults from diverse and changing nature of each countries’ political system. Representative democracies: such as the U. S. , Britain, Canada. Citizens elect leaders who ma ke decisions for electorate. Usually has a number of safeguards such as freedom of expression, a fair court system, regular elections, and limited terms for officials. Well defined legal system and economic freedom. Totalitarian regimes: a single political party or person monopolize power in a country. Typically do not recognize or permit opposition. Most safeguards found in a democracy do not exist.Examples include Iran, Iraq, and China. These are difficult to do business with given the lack of economic freedom. Further, human rights issues also cause managers to avoid dealing with these countries. Economic Systems Free market economy: production of goods and services is in private ownership. Production is dictated by supply and demand. Command economy: decisions on what to produce, how much, done by the government. Most command economies are moving away from the command economy. Mixed economy: certain economic sectors controlled by private business, others are government controlle d.Many mixed countries are moving toward a free enterprise system. Recent Trends Current shift away from totalitarian dictators toward democratic regimes. Very dramatic example seen in the collapse of the former Soviet Republic. Also very pronounced in Latin America and Africa. With this shift, has come a strong movement toward free market systems. This provides great opportunities to business managers on a global level. Many businesses are investing millions in former totalitarian countries to seize these opportunities. Changing Political and Economic Forces Sociocultural ForcesNational culture: includes the values, norms, knowledge, beliefs, and other practices that unite a country. Values: abstract ideas about what a society believes to be good, desirable and beautiful. Provides attitudes for democracy, truth, appropriate roles for men, and women. Usually not static but very slow to change. Norms: social rules prescribing behavior in a given situation. Folkways: routine social co nventions including dress codes and manners. Mores: Norms that are central to functioning of society. much more significant that folkways. More examples include theft, adultery, and are often enacted into law.Norms vary from country to country. Hofstede’s Model of National Culture Individualism v. Collectivism Individualism: world view that values individual freedom and self-expression. Usually has a strong belief in personal rights and need to be judged by achievements. Collectivism: world view that values the group over the individual. Widespread in Communism. Prevalent in Japan as well. Managers must understand how their workers relate to this issue. Power Distance A society’s acceptance of differences in the well being of citizens due to differences in heritage, and physical and intellectual capabilities.In high power distance societies, the gap between rich and poor gets very wide. In low power distance societies, any gap between rich and poor is reduced by taxati on and welfare programs. Most western cultures (U. S. , Germany, United Kingdom) have relatively low power distance and high individualism. Many economically poor countries such as Panama, Malaysia have high power distance and low individualism. Achievement vs Nurture Achievement oriented societies value assertiveness, performance, success. The society is results-oriented. Nurturing-oriented value quality of life, personal relationships, service.The U. S. and Japan are achievement-oriented while Sweden, Denmark are more nurturing-oriented. Uncertainty Avoidance Societies and people differ on their willingness to take on risk. Low uncertainty avoidance (U. S. , Hong Kong), value diversity, and tolerate differences. Tolerate a wide range of opinions and beliefs. High uncertainty avoidance (Japan and France) are more rigid and do not tolerate people acting differently. High conformity to norms is expected. Long Term Outlook Long-term outlook is based on values of saving, and persistenc e.Taiwan and Hong Kong are cultures that are long -term in outlook. Short-term outlook seeks the maintenance of personal stability or happiness right now. France and the U. S. are examples of this approach. International Expansion Importing and Exporting: the least complex method of expansion. Exporting: firm makes products and sells abroad. Importing: firm sells products made abroad. Licensing: firm allows foreign organization to make and distribute goods for a fee. Helps the home firm since it does not have to set up a complete production and distribution network.Franchising: company sells a foreign organization the rights to use brand name and know-how in return for payment and profit percentage. International Options Strategic Alliances: managers pool resources with a foreign firm and both organizations share the rewards and risks. Allows firm to maintain control which is a problem with exporting, licensing, and franchising. Wholly-owned foreign subsidiary: firm invests in produ ction operations in a foreign country. Many Japanese auto firms have done this in the U. S. This is very expensive but can yield high returns. International Expansion

Commemorative Speech-My Father Essay

Over the years his real job has come with many different titles. For 50 years he has been a son and brother, for 31 he has been a loving father, for 26 he has been a dedicated husband, for 5 he has been a grandfather, and for 18 years and counting he has been and will always be my mentor. Today I would like to honor my father John Zachary Smith, and explain to you how and why he has become my mentor. Standing at exactly 6 feet tall, sporting dark black hair and tan skin, being loud, extremely talkative and radiating with energy, are just a few characteristics that can be attributed to his Italian heritage. When introducing himself to someone new, he reaches out his rough and calloused hand giving them a firm handshake and replies â€Å"My name’s John Smith, really honest†. My father has the ability to make friends with anyone because he is truly a real joy to be around. He sparks conversations with people and it would seem that were best friends. My father never lets an opportunity pass to teach his children. Being a father alone is difficult, but finding the time to impact each and every life of those seven children is a completely different rigorous task. Dad has taken this as a challenge and a life-long goal. My dad has taught me lots of things there is to know about many different subjects. Because of him I have learned to change tires on a car, because of him I have learned how to respect my siblings, because of him I have learned to cherish the moments in everyday life, because of him I have learned to have more confidence in myself. Moving away from home and being in college, I look back on my years at home with a little bit of sadness and tad bit of regret. I realize that I took my father for granted. When I would complain about how much homework a teacher had given me, I never once heard him complain about staying late after work. When I would complain about not having the latest outfit, I never once heard him complain about the worn out jeans and shoes he always wore. When I would complain about being tired, I never once heard my father say how exhausted he was from working long hours. My father was the hardest worker I know. My father and mother together have raised seven children. While my mom stayed at home taking care of the young ones, my father would be working to provide for his young family. When the children reached schooling age, my parents were smart with the money my father diligently worked for. When sending their children to a local public school would be easy and cost much less.

Human genome Research Paper Example | Topics and Well Written Essays - 500 words

Human genome - Research Paper Example The codes are used by amino acids in the body to build proteins. When 3 nucleotides come together, it shows one of the possible amino acid. It means that when 3 nucleotides combine together, it develops instruction that the body cells will use to build body proteins. The proteins developed carry out the work of the cells starting from development allover the human life contributing to physical attributes and several other features like behavior and learning (International Human Genome Sequencing Consortium 2004). There exist twenty four different human chromosomes together with sex determining X and Y chromosomes. The genome is divided into two parts, coding and noncoding DNA sequences (Kauffman 1969). Coding DNA are sequences that can be transcribed into mRNA and converted into proteins in the lifetime of a man while noncoding DNA is made up of those sequences that are not used to encode proteins (Kauffman 1969). Noncoding is all the DNA sequences inside the genome which are not found inside the protein coding exons, which means that they are not represented with amino acid proteins. The full protein coding capacity of the genome contained in exome and it has DNA sequences encoded by exons and this can be converted into proteins. Genome contains several regulatory sequences that are important in controlling gene expression, it is approximated that the sequence contain up to 8 percent of the genome. There are some types of non-coding DNA which are genetic and cannot encode proteins but they can regulate when the genes are expressed. 8 percent of the genome is also made up of repetitive DNA sequences, the sequences varies greatly even among people who are closely related. The human genome varies depending on the sequence of DNA from one human being to another; people are unique since their genomes are unique. People who are closely related have their genome more similar. The difference between two people

The Minimum Wage Should Not Be Abolished Essay Example | Topics and Well Written Essays - 750 words

The Minimum Wage Should Not Be Abolished - Essay Example This discussion examines the benefits of raising the minimum wage not only for those workers who would gain monetarily but to employers as well and ultimately, the economy as a whole. Currently, the minimum wage stands at $7.25 which was increased from $5.85 per hour in July of 2009. This modest increase put minimum wage earners near the poverty line, about $16,000 for a family of three (Poverty Guidelines, 2006). The minimum wage had not been raised for seven years previous, the longest time span since the law first went into effect in 1938. This decline in the real value of the minimum wage over that seven years translated into lower real wages for millions of workers and contributed to the income gap between poor working families and the middle class. Raising the minimum wage allows those who make minimum salaries to keep up with inflation. It also helps those that need it the most such as single mothers and minorities. In addition, it will cause a ‘ripple effect’ in that wages will also increase for those that make just above the minimum. In 1968, a full-time employee who earned the minimum wage made what would be â€Å"the equivalent of $15,431 today, 44 percent more than today’s full-time minimum wage worker† (Lee, 1999, p. 1016). ... decreased by 20 percent since September 1997.   â€Å"The minimum wage still equals only 31 percent of the average wage for private sector, non-supervisory workers†¦ the lowest share since at least the end of World War II† (Bernstein & Shapiro, 2006). Some of those who oppose the increase have suggested that the dominant wage earner of families does not fall into the minimum wage category, that it normally applies to teenage summer workers. This assertion is not at all the case. The Economic Report of the President evaluated the evidence in 1999 and found that that this argument was indeed untrue stating in its report, â€Å"most minimum wage workers are adults from lower income families, and their wages are a major source of their families’ earnings† (Council of Economic Advisors, 1999, p. 111). Opponents also argue that raising the minimum wage will hurt the economy but, unlike the effects tax-cuts for the wealthiest Americans have on the economy, when t he poorest in society have extra income; they spend it on the necessities of life thus directly stimulating the local economy. Employers generally oppose increasing the minimum wage. Their claim is that they would be forced to lay-off employees to cover the extra costs. This claim, however, has been proven to be unfounded. On the front-end, employers may indeed pay more to their employees after a wage increase but, as evidence indicates, the increased costs to employers are usually compensated for by benefits. For example, employees who make a wage that allows their families to subsist, rather than not, are less likely to secure other employment which reduces the employer’s employee turnover rate thus reducing additional training and recruitment costs. It also results in a decrease in absenteeism as well as higher

Business ethic Essay Example | Topics and Well Written Essays - 250 words

Business ethic - Essay Example A key business structure has to be put in place to cover all the key s issues including, management, operations, strategic marketing and even product rebranding, Hansman. A proper survey has to be done in the ten European countries to ascertain, the one with appropriate technology and market with relevant storage facilities, transport here should be of the essence. To make the business home based and attract citizens of the country feel not left out; they should be part of the business (Shaw, 2010 P.230). The company will need to associate closely with the citizens of the country; the supply of materials to the company should be given to the companies of the country. If need be the, transport contracts be given to companies of the country since they are very conversant at their own country (Weiss, 2008 P.120). The company should be registered with the statutory bodies of the country. The certification by the standard bodies of the country is essential; this will boost the acceptance by the people the country. In virtually all countries, in the world, paying of taxes is essential. The need to have specialization is driving motive, there is a need to register and perform the business in which you have registered the

A Critical Analysis of Article 5 of UCP 600 Essay

A Critical Analysis of Article 5 of UCP 600 - Essay Example More especially the fact that banks are not concerned with the terms of the contract to which it is attached, means that regardless of whether or not the goods are delivered or not or conform to the terms of the contract or not, the letter of credit must be honoured by the bank. This paper will analyse the consequences of Article 5 of UCP 600 and the potential for fraud and other forms of injustice to the parties impacted by a letter of credit. Letters of Credit In its simplest form, a letter of credit is a device by which a bank or other similar party agrees to provide credit to a specific party on behalf of another party upon receipt of the relevant supporting documents.4 A standard letter of credit is comprised of at least four parties: the vendor (exporter); the purchaser (importer) and each of their banks.5 The importer/purchaser’s bank typically issues the letter of credit which imposes a duty on the importer/purchaser’s bank to pay the specified sum to the vendor /exporter once the particularized documents are received.6 A key feature of the letter of credit is the fact that it is independent of the underlying contract to which it applies. In other words, the bank’s responsibilities under the letter of credit are segregated from any other contractual duties existing between the parties to the letter of credit. This would include contractual duties between the vendor and the purchaser or any duties on the part of â€Å"reimburse the bank for payments made† by virtue of the letter of credit.7 The banks involved in the letters of credit are typically referred to as the â€Å"issuing bank† and the â€Å"conforming bank†.8 The issuing bank is asked by the purchaser who is commonly referred to as the applicant to assume responsibility for paying the vendor who is commonly known as the beneficiary, a specified sum upon the presentation of specific documents. The conforming bank is the bank selected by the beneficiary tha t acts as a â€Å"correspondent of the issuing bank to advise the beneficiary on the terms of the credit† and usually assumes the â€Å"same liability towards the beneficiary as the issuing bank†.9 The autonomy of the letter of credit was fortified in the case of Gian Singh & Co. Ltd. v Banque de L’Indochine in which the court ruled that the autonomy doctrine obliges an insuring bank to make payment to the beneficiary even if the specified documents submitted by the beneficiary pursuant to the letter of credit were forged.10 It was also held in IE Contractors Limited v Lloyds Bank Plc that the duty of issue payment under a letter of credit is not conditional upon ascertaining whether or not the supporting documents presented by the beneficiary are correct.11 The autonomy of the letter of credit is justified in the grounds that contractual disputes occur quire frequently. It would therefore be obstructive to international trade to permit one party to use a contra ctual dispute to delay payment and thus the â€Å"assurance given to the beneficiary would be severely undermined† and thus â€Å"documentary guarantees would become unacceptable†.12 The autonomy principle of the letters of credit therefore illustrate that indeed, banks are only concerned with documents and not the underlying transaction to which it is attached. Although the rationale for the autonomy principle rests on limiting the risks of delaying or stopping payments in international trad

Customer satisfaction towards self-checkouts at supermarkets and Dissertation

Customer satisfaction towards self-checkouts at supermarkets and self-service trend in UK business The case of Tesco, Sainsbury - Dissertation Example The next chapter would be regarding the plans for the future; what is going to be discussed to meet the expected aims and objectives. The next chapter that would be discussed in the interim report is regarding the chapters that are going to be added in the final report in detail. The last chapter will provide the full summary of the interim report regarding what has been achieved so far in the research. . Chapter One: Aims and Objectives The aims and objectives on which the entire research is based on are as follows: 1.1 Aims The major aim of this research would be to identify the customer’s satisfaction level during the self-checkouts at supermarket along with the emerging and experiencing trend of self-service in UK. This would help to evaluate the customer’s level of satisfaction at supermarkets; Tesco, Sainsbury and ASDA. ... Developing 15 questionnaires for managers to gain information from their perspective, 5 from each Tesco, Sainsbury and ASDA. Preparing of interview schedules for 30 respondents that frequently purchase from the retail superstores, 10 from each Tesco, Sainsbury and ASDA. Chapter Two: Literature review With the passage of time, supermarkets have implemented the concept of innovation, creativity and technology into the services offered which enables the customers to get required service on their own (Bitner, M. Amy, L. Ostrom and Matthew, L. 2002). Supermarkets such as Tesco, Sainsbury and ASDA are not just focusing on innovation; the products being offered to the customers, but are also innovating the services within the company to enhance the customer’s satisfaction (Clodfelter, 2011). 2.1 Customers’ Satisfaction Customer’s satisfaction could be said as the overall experience gained during the service (Menon and Dube, 2000). The overall experience is heavily relie d upon the desires, needs and expectations that have been met or exceeded during the course of experience (Lovelock, 2001). From this, it could be said that satisfaction in a sense, means the ability of supermarkets to meet the customer’s expectation. To provide service to customer exceeding the expectation is an objective that each supermarket is trying to achieve and to do so, the retail giants in UK; Tesco, Sainsbury and ASDA, are constantly implementing strategies to gain it. Customer’s satisfaction could be defined as a judgment that is followed by consumption experience. This indicates the level of experience gained from the consumption of a good or service and the level of pleasure provided by the product to

Peer Assessment Essay Example | Topics and Well Written Essays - 1750 words

Peer Assessment - Essay Example My experience as a peer assessor was an eye opener. For the first time, I felt like I was not the one being reviewed, but I was reviewing other students' work. This gave me a sense of pride and courage and it also enabled me to see the big picture. In marking my classmate's papers, I no longer saw myself as a victim of marking but rather a victory. The peer assessment gave me an insight of one of the functions of our tutors, which is to assess the students' academic performance.   Our peer assessment was based on our assessment tests for all the units that we sat in the semester. The move was aimed at getting us to interact with each other while improving our leadership skills (Cottrell 2010). For the first time, my classmates and I felt some sense of responsibility for our education. It dawned on us that our education depends on us and that we are all equally talented when given a chance to review our peer's work. The assessment came as an encouragement to the not-so-good students that they can be trusted to assess even the brightest students in our class. Every student was assigned a paper to mark, and the tutor would guide us through the marking of the papers. The instructors used this opportunity to go through the questions with us, in an attempt to revise the paper. The teacher would guide us through, reading the questions aloud, and one after the other. He would then ask a classmate to provide the correct answer, and we would have a brief discussion on each issue.

Communication and organizational Performance Essay

Communication and organizational Performance - Essay Example As a result, they have been forced to adopt strategies and behaviors that can help them improve their performance and profitability and therefore remain relevant. Over the years, communication has proved to be one of the most central factors to individual and organizational performance (Abugre, 2007, p. 42). Effective communication has the potential of significantly improving individual and organizational performance. On the other hand poor communicant can considerably compromise individual and organizational performance. Communication is indeed any organization’s lifeblood. Communication directly influences employee trust, productivity, and morale (Ng et al, 2006, p. 474). Studies have shown that effective communications can maximize efficiency, company operations, increase organization’s overall success, and accelerate the corporate strategy execution. Most managers have realized the essence of communication in organizational performance and are extensively using corp orate communication to achieve organizational goals and objectives (May and Mumby, 2005, p. 29). This paper will critically evaluate the extent to which managers use corporate communication to manipulate understanding and encourage compliance with management direction. Corporate communication enables corporate organization to relay information to its employees, shareholders, stakeholders, agencies, media, and the general public. It is important that an organization communicate the same message to its publics and especially its employees in ethical, credible, and coherent manner. According to Robson, Skarmeas and Spyropoulou (2006, p. 585), corporate communication enables employees of an organization to coordinate tasks, learn from each other and help them to create and maintain viable relationships. Several studies have shown that corporate communication is linked to improved performance in the sense that it enhances employees’ commitment in the workplace, provides opportunit y for learning, and is critical in enhancing employee satisfaction (Buchanan and Huczynski, 2010, p. 70). While corporate communication in itself is central to individual and organizational performance, it is not enough for an organization to have corporate communication as part of its strategies. Corporate communication of any organization should be designed in such a way that it achieves its objectives and significantly contributes to the achievement of overall organizational goals and objectives. It should be packaged in such a way that it has huge and positive managerial impacts; in other words it should be a channel to flow of information, policies, and even resources (Cornelissen, 2011, p. 18). Corporate communication is a managerial tool that is often expected to coordinate activities, share information, policies, and resources with employees, reduce unnecessary managerial rules and burdens, and eventually improve organizational performance (Robson, Skarmeas and Spyropoulou, 2006, p. 589). In the absence of corporate communication, organized activities of organizations would cease to exist and organization would have many uncoordinated activities which in return would lead to poor organizational performance (Abugre, 2007, p. 45). It is in the light of this fact that managers use corporate communi

Glowing Bacteria Lab Essay Example for Free

Glowing Bacteria Lab Essay 1. Transformation involves the transfer of genetic information into a cell by directly taking up foreign DNA from its surroundings. This DNA is then incorporated into the host cell’s own DNA. This transformation usually occurs within plasmids, small circular DNA molecules separate from its chromosome. After the recipient cell is infected with the DNA, the cell will move on with replication, producing offspring with traits encoded by the plasmid. These plasmids may replicate with the chromosome, or independently. This is how diseases are commonly spread, since one little bit of DNA can affect the entire organism thanks to duplication. 2. E. Coli are ideal organisms for molecular geneticists to manipulate because it can easily be grown in suspension culture in mediums such as Luria broth or on agar. Also, E. Coli has a relatively small genome, containing only about five million DNA base pairs. By chemically and thermally treating E. coli cells, they can artificially be transformed. Naturally, these cells do not possess the natural system needed for transformation. After treatment, they become receptive to an insertion of foreign DNA contained in a plasmid. 3. After treating the E. coli cells, plasmid containing firefly genes can be inserted into the cell. What this will do is create recombinants in which properties of the original cell and the firefly cell will be exhibited. In order to insert the plasmid into the cells, we will use a sterile inoculating loop to remove a loopful of the E. Coli from the surface of the agar. We will then place the loop into calcium chloride and twirl it rapidly, releasing the bacteria. Then, using a pipette, we will add 10 µl of the pBestLuc solution to the mixture. 4. Luciferase is the enzyme responsible for the luminescent glow of the firefly. It causes the glow by catalyzing a reaction between the chemicals luciferin and ATP in the presence of oxygen and magnesium. After injecting the cells with this enzyme, and allowing them to sit for 24 hours, we will be able to observe whether or not transformation was successful based on whether or not our bacteria will glow. 5. The way in which we will calculate the efficiency of the transformation reaction is by comparing our results with those of our classmates. If most of the groups did not have successful transformation, it is safe to conclude that the efficiency is relatively low. On the otherhand,  if all the groups see that the bacteria has taken on the new trait, than the efficiency is relatively high.

Effects of Exercise Essay Example for Free

Effects of Exercise Essay In this assignment I will be reviewing the different effects of exercise on the body system including the acute and long term using the pre-exercise, exercise and post-exercise physiological data which I collected based on interval and continuous training method. I will also be including the advantages and disadvantages of these, also the participants’ strengths and areas where they can improve on. -Effect of exercise on the musculoskeletal system As Andre began to exercise, this had an effect on he’s bones; this is because he was putting more stress on them than usual which resulted in them getting thicker. Also exercise had an effect on he’s joints because the joints now became more flexible and he wasn’t getting anymore pains during or after exercising which was an improvement for him. A short term effect that Andre was capable of noticing is that his muscles was getting more flexible as he continued to exercise, this prevented him from getting any injuries, also it helped he’s performance. Another effect is the range of movement; this is because as he continued to exercise his body got used to the stress it was being put under which led to the synovial fluid becoming less viscous. Additionally for the long term effects, Andre’s muscles was capable of tolerating lactic acid; this effect was noticed when Andre stopped complaining about the stitches he got in his legs while exercising. He stopped complaining because his muscles were using fat as a source of fuel when there wasn’t any oxygen available for the muscles. Also Andre’s muscles weren’t getting bigger but it was increasing in its strength; this is because of the training methods used for his six week training programme. -Effect of exercise on the cardiovascular system When Andre was exercising, a lot of he’s energy was getting used up quickly. This energy is gained from the oxidising glucose; this means that not only oxygen must be delivered by the blood but it has to deliver glucose too. This resulted in Andre’s heart having to work twice as hard in order to pump more blood around the body. As Andre continued to exercise his heart muscle and cardiovascular system became more efficient which resulted in him improving he’s endurance because he was capable of running longer as more blood was circulating the body quicker than before. Additionally a short term effect which affected Andre while he was exercising is that he was gasping for more oxygen which led to him inhaling more oxygen than usually which caused carbon dioxide to be exhaled rapidly. Plus another short term effect that was noticeable was his heart rate which increased rapidly; this is because he was exercising harder than he normally does, also he was doing these exercises for a long period of time. Whereas the long term effect which was noticeable was the way Andre’s heart rate was decreasing quickly; this was because his heart was getting used to the regular exercise, also his heart was getting healthier and fitter. Another effect is that Andre was capable of increasing his aerobic capacity as his body adapted to the regular exercise which resulted in his heart and lungs becoming more efficient. -Effect of exercise on the respiratory system Andre’s respiratory system is affected by exercise because when he was actually doing the different exercises, his muscles needed more oxygen and for carbon dioxide to be produced so that he’s heart can work quicker and he would be capable of breathing faster and deeper to let the carbon dioxide exit quicker and the oxygen enter and be pumped around quicker. A short term effect that was noticeable is when Andre’s breathing rate increased; this is because of the chemoreceptors which are found the blood vessels and sensed a sudden rise of the level of carbon dioxide in the blood. This also caused the depth of Andre’s breath increased. Another short effect is the increase in tidal volume; this is because Andre is breathing more as more air passes through the lungs. In addition to that, the long term effect has also had an effect on Andre for example he has increased the vital capacity which means that the lungs are capable of supplying more oxygen to the muscles with vital nutrients and this results in the lungs to expand. Also he’s oxygen diffusion rate has increased due to the more oxygen which is absorbed by the alveoli and then circulated around the body. Before the training programme Andre’s fitness level was not poorly but it wasn’t at he’s best though and in order for him to improve on he’s cardiovascular endurance, I created a six week training programme in which involved different exercises and training methods that he should use to improve on this skill. Also before he started this training programme, I tested Andre on some tests which are: Multistage fitness test Stage 5.9This result shows that Andre is not at he’s best fitness level because after this test was conducted he was struggling to breathe and he kept commenting that he’s legs was in pain. 35 metre sprint 5.25 SecondsThis result shows that Andre’s is just below average, and therefore he is unfit as he did not even reach the average stage of this test for someone at he’s age. Illinois agility test 17.3 SecondsThis result shows that he bad with he’s coordination as he only reached the average result because this was he’s best result after trying this test 3 times. After the training programme Andre could clearly see that he’s fitness level has improved because he could now run for a longer time as he worked hard to improve he’s cardiovascular endurance. After Andres training programme, I conducted the same tests before he started the training programme and this are the results for them: Multistage fitness test 35 metre sprint Illinois agility test Stage 6.5 4.82 Seconds 15.2 SecondsComparing both pre and post tests, I can clearly see that there is a change between the level of fitness Andre is working at; this shows me that hes good with training programmes as he was capable of following the 6 week training program which led to him not only improving hes on hes multistage fitness test but also hes 35 metre sprint and agility test. Advantages and disadvantages of the tests: -Multistage fitness test The Validity of the test is that there are published VO2 max score equivalents for each level reached the correlation to actual VO2 max scores is high. The Reliability of the test would depend on how strict the test is directed for example the coach can be very strict by not allowing the athletes to make any mistakes, also it depend on how the athlete is motivated to do the test. Furthermore, the advantage of this test is that it can be performed in large groups of athlete. Also the test really tests the athletes compared to other tests of endurance capacity. These are advantages because it ensures that the athlete knows exactly how healthy and fit they are and they can use that to their advantage. However, the disadvantage of this test is that the athlete would be less motivated and won’t practice for the test; this therefore can have an influence on the athletes overall score. Also the test should be done indoors to avoid environmental conditions which could possibly have an effect on the score of the athletes. -35 metre sprint Reliability is greatly improved if timing gates are used. Also weather conditions and running surface can affect the results, and these conditions should be recorded with the results. If possible, set up the track with a crosswind to minimise the effect of wind. Also the validity of the test refers to how the test is actually measured; this test provides means to monitor the effect of training on the athletes physical development. Furthermore, the main advantage for this test is that it measures the speed and acceleration of an athlete in any particular sport. This is an advantage because if every athlete done this test then they would know their own speed and for an athlete this would help them on how to improve more on their speed level. Additionally, there are several disadvantages for this tests for example the poor reaction time and starting techniques, also the timing errors. These are disadvantages because they all have a large impact on the result of the test., so therefore this test can be done as many times as possible but there wouldn’t be a correct result as the athlete would be extremely exhausted. -Illinois agility test The validity of the test refers to how the test is actually measured; this test provides a means to monitor the effect of training on the athletes physical development. Also the reliability of the test would depend on how strict the test is conducted and the individuals level of motivation to perform the test. Furthermore, the advantages of this test is that it’s very easy to set up and conduct as not a lot of equipment’ are required, also it can be conducted anywhere e.g. sports hall, playground. Whereas, the disadvantage is that an assistant is required to administer the test. The strength of the tests is that we done them in pairs; this allowed us to measure one another which was good as we got to see how our partners were performing and if they were excelling or not. Also these tests allowed us to know our actual fitness level and what we would need to do in order to increase our fitness level and the way we perform. Whereas, when conducting the tests, I think that areas for improvement is to have better heart rate monitors; this is because the ones that we were using something didn’t work which caused the work to be inaccurate as we have to guess the heart rate of the participants. Also the facilities could have been better; this is because we had to use the cage, astroturf, and sports hall but 2 of these areas weren’t always free whenever we wanted to use them. Additionally, the weather was really cold; this had an effect on the overall performance of the athlete as they could not concentrate due to the bad weather condition as we had to do all of the exercises outdoors including the tests. Plus the tests results would have been better if he had done them at Brunel University because they have the correct facilities and monitors that would give accurate results. Bibliography Books: -Adams, M., Barker, R., Gledhill, A., Lydon, C., Mulligan, C., Phillippo, P. and Sutton, L. (2010). Sport level 3 Book 1 BTEC National Pearson Educational limited. Websites: -Interval training http://www.intervaltraining.net/[Assessed on 26/03/12] -Brian Mac http://www.brianmac.co.uk/conintrn.htm[Assessed on 26/03/12] -2003 2012 Conjecture Corporation http://www.wisegeek.com/what-is-continuous-training.htm[Assessed on 26/03/12] -BBC http://news.bbc.co.uk/sport1/hi/health_and_fitness/4270714.stm[Assessed on 26/03/12]

Motivating Pharmaceutical Employees in Kuwait

Motivating Pharmaceutical Employees in Kuwait The pharmaceutical sector in Kuwait has never been considered by the Government to be as important as the other healthcare or even many other professional sectors, like engineering for example. It has always been viewed as a less important profession with a very small number of professionals relatively to other jobs in the country. However, Pharmacy is a necessity in Kuwait and in every country, in addition to the obvious increment of the number of pharmacists who join the field every year, especially since the beginning of the last decade after Kuwait University launched its first pharmaceutical department in 1997. Therefore, these pharmacists must be heard and understood like every other profession in Kuwait, they have potential and needs which must be considered and met whenever possible by the Government. One of these needs or even necessities is motivation. The practice of motivation is critical for every successful organization, just like other important measures to increase pe rformance; it is a tool that must be present in every healthy working environment. Being a previous pharmacist working in the public sector in Kuwait, the Author has come across this subject numerous times with different pharmacists, who had negative views of the matter in most times. However, there was no clear study which shows the true level of motivation that is being experienced in the sector, which is the reason for conducting this research. 1.2 Problem Definition The experience of motivation for pharmacists who work in the public sector is poor, compare with other healthcare professionals such as doctors, and compare to the pharmacists who work in the private sector in Kuwait. Therefore, the Author chose to examine the level of that motivation in a deeper manner to have clearer and more reliable view of the concept within the public sector of pharmacy, in addition to finding new methods which could improve the implementation of such practice. 1.3 Research Objective The main objective of this thesis is to define the level of motivation that is experienced within pharmacists working in the public sector in Kuwait. The sub-objectives can be classified into the following three measures: The first one is to determine the level of motivation that is experienced in the public pharmaceutical sector in Kuwait. The second objective is to determine whether there is an effect of motivation on the overall performance of pharmacists. The third and final measure is to explore new techniques and motivational methods that can be used in order to satisfy public pharmacists and fulfill their needs. 1.4 Research Questions The research shall consist of one major question and three minor ones. The major research question is: What is the experience of motivation for pharmacists who work in the public sector in Kuwait? The minor questions are as follows: What is the level of motivation that is experienced in the public pharmaceutical sector in Kuwait? What are the effects of motivation on the overall performance of pharmacists? What can be used as new techniques or new methods of motivation in order to satisfy public pharmacists and fulfill their needs? 1.5 Research Methodology For the research method, we will conduct personal interviews, which shall be done face to face to get the most reliable responses from pharmacists. The proposed methodological framework for this study, will be based largely on several motivational models that would be described later in chapter two, they are Maslow Hierarchy of needs, achievement motivational model, the two factor theory, the expectancy theory and the equity model. From those five models, a guiding criterion will be extracted and compared with the responses of the research questions. In addition to that, the role of management and supervision and its effects on motivation will be examined and compared to the characteristics of a motivational management which will be addressed in chapter 2. And finally, the interviewees will be asked for their recommendations and suggestions for newer and better motivational techniques and methods, to be implemented by the Ministry of Health. 1.6 Data Analysis Method After collecting the qualitative data, they will be analyzed using different criteria. The analysis will basically list the answers of the participants and find the relationships between them with the assistance of weighing frequencies of repentant responses to reach a better conclusion. The conceptual framework will be based on five motivational theories (Maslows hierarchy, achievement model, two-factor theory, the expectancy theory, and the equity theory), which is the base for analyzing the findings. The impact of positive motivation implementations will also be discussed with the selected pharmacists, in addition to an interpretation of their recommendations on improving the motivational process within the Ministry of Health. 1.7 Thesis Structure The structure of the thesis will be based on five main chapters, they are listed below: Chapter one: Introduction. Chapter two: Literature Review. Chapter three: Research Design and Methodology. Chapter four: Data Analysis, Findings and Discussion. Chapter five: Conclusion, Recommendations and Further Research. The next chapter will present our literature review. CHAPTER 2: LITERATURE REVIEW 2.1 Introduction Motivation is a global concept, recognized worldwide today; it is a necessary tool for all different kinds of organizations to survive and grow, and most importantly to succeed. Below is a literature review for the term motivation. It includes different definitions of the term in addition to other terms related to motivation. Different theories on motivation will be mentioned and reviewed briefly to better understand the meaning and limitations of the term motivation. Successful tools to achieve the desired motivation will also be addressed and explained, as well as a review on the different mechanisms used by organizations to motivate their employees. And finally, there will be a review on employee motivation techniques used including a few examples from the best motivational companies in Kuwait. 2.2 Motivation So, who are the motivated workers? According to Myers (1964), when Texas Instruments Incorporated conducted a six year of research and study on the subject of motivation during the 1950s, they came up with the following conclusion1: Employees are motivated to work more effectively when they have a job that is challenging, because it might give them some interest in the job, more enjoyable work, a possibility of recognition, and a since of achievement when they accomplish the task. They become dissatisfied when those noted factors are missing from their jobs. They may also become dissatisfied by some negative factors related to the job itself including astringent rules, no breaks, low status, and low levels of salary or fringe benefits. This study was conducted by a company which experienced a tremendous growth in the 1950s, their annual sales rose from $2 million to over $200 million, along with their employee force which had risen from 1,700 to 17,000 in that decade. This success was accomplished because of their brilliant management philosophy, which provided employees with opportunities that allowed them to explore their works and efforts, and even set their own goals. In addition, the culture was a very friendly and informal one, as employees had very close relationships and strong communication links. Despite that success, the growth was not for long after those years, and employees were no longer highly motivated as before, because there were poor managerial skills in understanding the concept of motivation and how each employee can be motivated. This was in the 1950s; today the main idea or the concept of motivation still have the same old parameters, but with some improvements and modifications after many long studies by many of scientists and philosophers. To best understand the term motivation, one must start with the definition. 2.2.1 Definition of Motivation For the purpose of this thesis, we will keep the definition of (The Collins business Dictionary, 2002) regarding the concept of motivation. In that perspective, motivation is defined as the force or process which impels people to behave in the way that they do. In a work setting, motivation can be viewed as that which determines whether workers expand the degree of efforts necessary to achieve required task objectives2. Furthermore, here is another explanation of the term: motivation represents the forces acting on or within a person that causes the person to behave in a specific, goal-directed manner3. In addition, the online business dictionary (business dictionary , 2009) defines it as the Internal and external factors that stimulate desire and energy in people to be continually interested in and committed to a job, role, or subject, and to exert persistent effort in attaining a goal. Motivation is the energizer of behavior and mother of all action. It results from the interactions among conscious and unconscious factors such as the (1) intensity of desire or need, (2) incentive or reward value of the goal, and (3) expectations of the individual and of his or her significant others4. Since the term motivation is being defined, one must address some terms which are highly related to motivation, including: job satisfaction, job commitment, and job loyalty. Job satisfaction is the satisfaction that an individual gains (or does not gain) from his or her job. It is generally believed that satisfied employees will be more highly motivated and will work more productively than dissatisfied employees. Job dissatisfaction may lead to absenteeism, job turnover, industrial actions, and etc2. Commitment is the state of being bound emotionally or intellectually to a course of action or to another person or persons2. It is a well known fact that job satisfaction strongly leads to job commitment, which later leads to loyalty. Furthermore, job loyalty is another state led to by motivation, and it is a measure of commitment based on obligation or, in consumer preferences, degree of satisfaction2. 2.3 Theories of Motivation Over the years, many researchers have looked into the human psychology and studied the human nature to understand the process of motivation. They have come up with many theories which are being thought now to millions of students around the globe. Below this paragraph there is an overview of some of the most recognized theories of motivation worldwide, starting with the need theories: Maslows hierarchy of needs, and David C McClellands achievement motivation model. 2.3.1 Motivating Employees through Satisfying Human Needs 2.3.1.1 The Needs Hierarchy Theory The hierarchy of needs theory is one of the most recognized theories in the subject. It was found by Abraham Maslow, who published an article in 1943 under the title A theory of human motivation, which was developed later into the hierarchy of needs theory in Maslows Motivation and Personality book in 19545. The hierarchy model is shown in figure 2.1, as presented in the following website (making it clear.com, 2007)6: (Figure 2.1) Maslows Needs Pyramid or Maslows Needs Triangle Taken from (making it clear website, 2007) Maslow has based his theory on the fact that people are motivated by certain types of needs, he classified them into five levels based on their importance to people, and they are in ascending order: physiological, security, affiliation, esteem and self-actualization. He then arranged them in a hierarchy showing the order in which these needs are fulfilled from bottom to top5. According to Maslow, these human needs can be classified into lower and higher levels of needs, the lower levels or factors of needs has to be satisfied and fulfilled before the higher ones, which means they must be satisfied in order, so that a person can be motivated, and reach a high level of achievement in life5. The model indicates that when one need is satisfied, another one becomes important, which means that the lowest level of needs  (physiological)  must be  fulfilled  in  order to  move to the higher one (security), and so on, until one reaches  self-fulfillment 3. In other words, each level of needs is a motivator, which when satisfied, does not motivate anymore, and the higher level is now the motivator5. Firstly, Physiological needs. They are the first and lowest level of the hierarchy, they are the most basic needs which are necessary for the continuation of life, and they include: the desire for food, water, air, and sleep3. It can safely be said that no human being can live without the physiological needs, which is why they are sometimes called survival needs. They must be satisfied in order for a person to move up the hierarchy, and be motivated by the next level of needs5. Secondly, security needs. They occupy the second level of the pyramid, and are sometimes called safety needs, as they include the need for safety, stability and absence of pain, threat or illness3. When it comes to work, these needs may cause the preference for a safe and secure job, with a health insurance benefit for example. They include financial security, as they may cause people to open savings accounts for the security of their future, or to take different types of insurances for example, the insurance against accidents4. When this level is satisfied, a person may move to the next level5. Thirdly, Social needs, which can be explained as the needs someone wants from society, such as friendship and the feeling of belonging3. This level of needs deals with the emotions of the human being, every person needs to feel accepted and loved by others, and as most people do, a human may belong to a group, which can be a small one like family and friends, or a large one such as clubs, religious parties, or even gangsters. In the case that this emotional need was not fulfilled, a person may be lonely and experience some mental disorders such as anxiety or depression3. Esteem is the next level in the pyramid, and it is the desire to feel respected and self worthy, and thereby boost the self-esteem. People need to be valued by other people, they need to be accepted by what they are and recognized for their activities and contributions in order to feel self-valued. The imbalances of this need can lead to low self-esteem, which can cause psychological conditions such as depression3. The highest and last need is Self-actualization, which only appears when all the levels have been satisfied, and involves people recognizing their full potential, and be the best as they can be at what they do3,which can be best seen with self-employed people3. 2.3.1.2 The Achievement Motivation Model This model of motivation has been identified by David C McClellands in 1961. He proposed the idea that there are three important types of needs; they are achievement, authority/power, and affiliation needs. These needs were found to be present in every worker especially within managers, and the degree of which need is dominant can be seen in the workers attitude and behavior at work, which is based on their motivational status7. The ones, who are motivated by achievement, can be seen competing against a high standard, having difficult and challenging goals, and always seeking achievements and advancements in their jobs3. The authority/power motivated ones always strive for authority and leadership. They need to be leaders and have their ideas prevail. In addition, they want to be influential, make an impact in work and on other workers, and reach high personal status3. The affiliation motivated persons are team players; they are motivated by friendly relationships with others, as they need to be liked and always have close friendships7.   The McClelland theory proposed that all people have a combination of these needs, however not in the same level. The level of which particular need is dominant can be seen in someones attitude and behavior at work. He thinks that the managers, who are strongly affected by affiliation motivation, always need to be liked, which in turn affects their decision-making criteria. While authority motivated workers will posses a high level of commitment and work ethics, and in most cases are managers or leaders, unless they do not have the required skills or flexibility for the job. In addition, McClelland thinks that the best leaders are the ones with strong achievement motivation, however they may have some difficulties in leading their staff into believing and having as much dedication to what they want to achieve7. In his theory, McClelland proposed that achievement-motivated people are characterized by the following attitudes3: They set their own goals, because of their high selectivity of matters; they cannot accept other people to draw goals for them. They take full responsibility in their decisions and results, if they succeed they want the credit, and if they do not, they do not mind the blame. To them, Achievement is valued more than financial reward. They prefer achieving their goals to receiving praise or getting recognition. They do not consider a financial reward as a goal; to them it is just a measure of success. They are not highly concerned about Security, or about their status. They like nothing more than a reliable feedback for their work, not to get an appraisal or something of that matter, but to measure their work and see how successful they have been. They always seek better ways to do things, and improve their methods. they are highly selective for jobs which have higher satisfaction for their needs, which means they choose jobs which have greater responsibilities and opportunities for them to set their own goals and achieve them, for example they can work as managers, or in the sales department, in addition to many of them work as entrepreneurs. Next, there is a description of another category of motivation models, which is based on job designs. 2.3.2 Motivating Employees through Job Design 2.3.2.1 The Two-Factor Theory In 1959, Frederick Herzberg and his associates developed a famous theory of motivation known as the two-factor theory, or the motivator- hygiene model of motivation. He studied people to know what the factors that causes them to be satisfied at work, and the ones that causes dissatisfaction to them. He then came up with a list of factors and classified them in two categories: motivators and hygiene factors8. Motivators are the factors that satisfy people at work, in addition to generating positive feeling; they include recognition, achievement, advancement, responsibility, and challenging work. They are called intrinsic factors, because they are related to the job itself 3. Hygiene factors on the other hand, are factors which usually gives negative feelings to individuals, and may affect job dissatisfaction if they were absence, hence the term hygiene, because in the absence of hygiene, health can deteriorate. They include: job security, working conditions, salary, relationship with co-workers and supervisors, company policy and fringe benefits. They are called extrinsic factors because they are external to the job, not directly related to the job itself 8,3. 2.3.2.2 The Job Characteristic Model This is one of the most famous models of motivation, proposed by Hackman Oldham (1976), and it is highly used in designing jobs in many organizations5. It is related to Herzbergs model to a great degree, as it proposes the use of motivation factors at a workplace, and limiting the hygiene factors to minimum9. The model includes five main characteristics of any job, they are: skill variety, task identity, task significance, autonomy and job feedback. It proposes that the levels of all these characteristics should be increased in order to create a motivational environment at the workplace3. The first characteristic is skill variety, which is the amount and the types of skills and competencies required by a certain job. Some jobs are a daily routine activity and require too little from an employee to get them done, while other jobs require certain competencies and skills from individuals which can make them more interesting. Next is task identity, and it is the identification of the complete work needed to complete a task by an employee, from beginning to end, with an identifiable outcome3. Task significance is another characteristic, and it is described as the amount of importance and necessity of a given task, and whether it is worth doing and would have an impact on other people and society, or if it would not make a big difference when it gets done. The fourth characteristic is autonomy, and it is the amount of empowerment and control provided in certain jobs, which increases their importance in peoples minds. The last one is job feedback, which gives indications on an employee performance and effectiveness; therefore a job should be formulated in ways which allow superiors to measure the performer as simply and accurately as possible3,9. The model proposes that the levels of these five characteristics should be increased, because they have strong effects on three psychological aspects in humans, they are3: Experienced meaningfulness of the tasks performed. Experienced personal responsibility for task outcomes. Knowledge of the results of task performance. In the end, the model states that if these three status were raised in a human being, that individual will be highly satisfied at the job and strongly motivated to work. Next, there is another category of motivation models, which is based on performance expectations. 2.3.3 Motivating Employee through Performance Expectation 2.3.3.1 The Expectancy Theory The link between motivation and the expectancy theory was defined by Condrey as: Motivation is a product of the individuals expectancy that a certain effort will lead to the intended performance, the instrumentality of this performance to achieving a certain result, and the desirability of this result for the individual, known as valence10. The theory was found by Victor Vroom in 1964, a business professor at Yale School of Management , it proposes the idea that people become motivated to do a certain job when they believe they will get a certain reward that they want and expect. They make an estimation of the desired results, and based on that they act and behave in a way which will help them get to those results. It predicts that individuals within an organization can be motivated when they believe that10: More effort exerted will yield better performance at a job. Better performance will result in desirable organizational rewards, such as salary increment. These rewards are valued by the performer and satisfy the needs Satisfying the need is worthwhile doing better and giving the required effort to the proposed job. However, Victor Vroom together with his associates Edward Lawler and Lyman Porter thought that the link between peoples behavior at work and their goals was not exactly as simple as previous scientists had proposed. He believed that the performance of an employee is based on three major psychological factors, which can create a strong motivational force to that employee, they are9: Valence: refers to how people feel about and the level of satisfaction they get from the outcomes and rewards of completing their jobs, such as money, promotion, and satisfaction. On the one hand, an outcome is said to be a positive valent if an employee prefers having it. On the other hand, an outcome which an employee does not want to have is known as a negative valent. An outcome which an employee is indifferent about are said to have zero valence. Expectancy: it is the belief of employees that their actions will lead to certain outcomes, and their confidence in what they can do. Instrumentality: This is the belief of employees that they will get what has been promised to them after completing the task successfully. Vroom proposed that the belief of an employee in these three factors helps psychologically in building a motivational force which makes that employee happy and avoiding negativity. Hence, the theory describes the mental procedure of motivation, as people make choices based on their understanding and behavior 3. 2.3.4 Motivating People through Equity 2.3.4.1 The Equity Model The Equity Theory was developed by J. Stacy Adams in 1962; it describes how an employee perceives that the outcome reward of a certain job is being fair, after completing one which is expected to be satisfying9. The theory can be measured against other employees in a work place, or even employees from different organizations. Normally this measurement results in three different perceptions: they will feel they are fairly rewarded, under rewarded, or over rewarded. Unless they feel fairly rewarded, they will act in a way as to reduce inequity. Because they always try to measure what they put in a job (input) and what they get from it (output). Examples of employees inputs and outputs can be found in table 2.1 3: Table 2.1 Examples of employee inputs and outputs in a job: Inputs Outputs Attendance Recognition Personal skills Fringe benefits Commitment and effort Responsibility Level of education Sense of achievements Past experiences Job perquisites (parking space or office location) Performance Job security Personal appearance Promotion and growth Social status Salary Technical skills Seniority benefits Training Status symbols Support of collogues Working conditions (Taken from J Slocum, Jr. (2007) Fundamentals of organizational behavior) The Equity Theory is built on the belief that, employees who think their rewards are fair and equal to their contributions, are the most motivated ones, The same goes for the ones who belief they are being rewarded in a similar manner as their peers. On the other hand, employees may become demotivated when they belief that their input is greater than the output. They may become depressed and not satisfied with their status, and show many negative reactions9. Therefore, managers must be fair and give their employees their fair share of rewards, based on their actions and inputs. They should understand how to balance inputs and outputs fairly, so that they give each employee fair and deserved rewards, which in turn improves employee motivation and thereby gives them more job satisfaction9. As mentioned before, managers must understand the balance of inputs and outputs of their employees; because employees measure their inputs differently, in addition to the fact that they may prefer different types of rewards. For example, a working mother may prefer more flexible working hours to an incentive9. At the end, managers should make sure their employees do not feel under rewarded, because then they will be demotivated, which should be avoided in any organization that wants to be successful. They should reward them fairly and equally based on their efforts, contributions, expectations, and peers 11. 2.3.4.2 The Procedural Justice Theory This theory was proposed by Rawls (1971), and it is based on fairness just like the previous equity model; however it is not based on the outcomes or the outputs, but on the fairness of the process of making decisions5. The theory measures the procedure of making decisions in an organization, which can be fair or unfair, and affects employee motivation and job satisfaction9. Procedural justice can be very important and essential to every company or organization, because it has a great effect on employees. When they perceive a procedure as fair, they become highly motivated to work and improve their inputs at their jobs. On the other hand, if they think the procedure is unfair they may be dissatisfied and demotivated to work9. A good example can be seen in most companies is pay raise determination, if employees perceive fairness of the decision, they will be satisfied, and visa versa. Sometimes, the fairness of such decision can be more satisfying than the raise itself, because the human being highly values equity and fairness. Employees may also judge the process of layoffs within a company, as the survivors would judge the fairness of the decision and become highly affected by it, and if it was a fair decision, they would become highly satisfied and more committed to their job. However if the decision was unfair, they may become demotivated and even have fear about their job status, which usually leads to seeking jobs elsewhere 3. Another examples is students, especially hard workers who put so much efforts in their studies, they expect to get good grades for their hard work, but sometimes they are misjudged or marked unfairly, which can be seen when they compare their results or marks with each other, and when they think the marking procedure was unfair, they become hugely dissatisfied9. 2.3.5 Other Theories of Motivation There are many theories and models of motivation, which are not widely recognized as the ones explained before; here is a review of some of them: 2.3.5.1 The Incentive Theory of Motivation According to Kerr (1995), a reward can be very effective in boosting employee motivation. Whether it was tangible or intangible, when a reward is presented to an employee after a certain behavior or performance, it is more likely that the same desired performance will occur again. In addition, the sooner the reward is given the better, as its effect would be larger in employees minds, and later on, this performance becomes a habit by that employee12. However, as the author has noted, there might be some difficulties applying the technique efficiently by managers, because they should make sure that the reward is not just a simple reward, it should be some kind of a reinforcer, which is like a reminder to employees of the incentive they get for what they did, and later on this becomes embedded in their behavior, and a continuous source for motivation, and job satisfaction. 2.3.5.2 The Drive-Reduction Theory The theory was proposed by C. Hull (1940), who suggested that when a person experiences some kind of a biological drive or arousal to do something, that person will experience a driving force to do that thing. And whenever that person does the action, then the action would be reinforced. For example: when a person is hungry and wants to eat, there would be a drive to do so, but as soon as that person eats, the forced drive becomes reduced. However, the theory was not considered very successful because it did not explain clearly the motivation process9. 2.3.5.3 The ERG (Existence, Relatedness and Growth) Theory Suggested by Clayton Alderfer in 1969, who followed up on Maslows needs theory. He reestablished the order of needs into three categories: the existence category including Physiological and safety needs, the relatedness category including affiliation and esteem needs, and the growth category including self-actualization and needs 13, 9. 2.3.5.4 The Goal Setting Theory This is based on the idea that when an employee sets a goal for oneself, he/she will have to increase performance to achieve t Motivating Pharmaceutical Employees in Kuwait Motivating Pharmaceutical Employees in Kuwait The pharmaceutical sector in Kuwait has never been considered by the Government to be as important as the other healthcare or even many other professional sectors, like engineering for example. It has always been viewed as a less important profession with a very small number of professionals relatively to other jobs in the country. However, Pharmacy is a necessity in Kuwait and in every country, in addition to the obvious increment of the number of pharmacists who join the field every year, especially since the beginning of the last decade after Kuwait University launched its first pharmaceutical department in 1997. Therefore, these pharmacists must be heard and understood like every other profession in Kuwait, they have potential and needs which must be considered and met whenever possible by the Government. One of these needs or even necessities is motivation. The practice of motivation is critical for every successful organization, just like other important measures to increase pe rformance; it is a tool that must be present in every healthy working environment. Being a previous pharmacist working in the public sector in Kuwait, the Author has come across this subject numerous times with different pharmacists, who had negative views of the matter in most times. However, there was no clear study which shows the true level of motivation that is being experienced in the sector, which is the reason for conducting this research. 1.2 Problem Definition The experience of motivation for pharmacists who work in the public sector is poor, compare with other healthcare professionals such as doctors, and compare to the pharmacists who work in the private sector in Kuwait. Therefore, the Author chose to examine the level of that motivation in a deeper manner to have clearer and more reliable view of the concept within the public sector of pharmacy, in addition to finding new methods which could improve the implementation of such practice. 1.3 Research Objective The main objective of this thesis is to define the level of motivation that is experienced within pharmacists working in the public sector in Kuwait. The sub-objectives can be classified into the following three measures: The first one is to determine the level of motivation that is experienced in the public pharmaceutical sector in Kuwait. The second objective is to determine whether there is an effect of motivation on the overall performance of pharmacists. The third and final measure is to explore new techniques and motivational methods that can be used in order to satisfy public pharmacists and fulfill their needs. 1.4 Research Questions The research shall consist of one major question and three minor ones. The major research question is: What is the experience of motivation for pharmacists who work in the public sector in Kuwait? The minor questions are as follows: What is the level of motivation that is experienced in the public pharmaceutical sector in Kuwait? What are the effects of motivation on the overall performance of pharmacists? What can be used as new techniques or new methods of motivation in order to satisfy public pharmacists and fulfill their needs? 1.5 Research Methodology For the research method, we will conduct personal interviews, which shall be done face to face to get the most reliable responses from pharmacists. The proposed methodological framework for this study, will be based largely on several motivational models that would be described later in chapter two, they are Maslow Hierarchy of needs, achievement motivational model, the two factor theory, the expectancy theory and the equity model. From those five models, a guiding criterion will be extracted and compared with the responses of the research questions. In addition to that, the role of management and supervision and its effects on motivation will be examined and compared to the characteristics of a motivational management which will be addressed in chapter 2. And finally, the interviewees will be asked for their recommendations and suggestions for newer and better motivational techniques and methods, to be implemented by the Ministry of Health. 1.6 Data Analysis Method After collecting the qualitative data, they will be analyzed using different criteria. The analysis will basically list the answers of the participants and find the relationships between them with the assistance of weighing frequencies of repentant responses to reach a better conclusion. The conceptual framework will be based on five motivational theories (Maslows hierarchy, achievement model, two-factor theory, the expectancy theory, and the equity theory), which is the base for analyzing the findings. The impact of positive motivation implementations will also be discussed with the selected pharmacists, in addition to an interpretation of their recommendations on improving the motivational process within the Ministry of Health. 1.7 Thesis Structure The structure of the thesis will be based on five main chapters, they are listed below: Chapter one: Introduction. Chapter two: Literature Review. Chapter three: Research Design and Methodology. Chapter four: Data Analysis, Findings and Discussion. Chapter five: Conclusion, Recommendations and Further Research. The next chapter will present our literature review. CHAPTER 2: LITERATURE REVIEW 2.1 Introduction Motivation is a global concept, recognized worldwide today; it is a necessary tool for all different kinds of organizations to survive and grow, and most importantly to succeed. Below is a literature review for the term motivation. It includes different definitions of the term in addition to other terms related to motivation. Different theories on motivation will be mentioned and reviewed briefly to better understand the meaning and limitations of the term motivation. Successful tools to achieve the desired motivation will also be addressed and explained, as well as a review on the different mechanisms used by organizations to motivate their employees. And finally, there will be a review on employee motivation techniques used including a few examples from the best motivational companies in Kuwait. 2.2 Motivation So, who are the motivated workers? According to Myers (1964), when Texas Instruments Incorporated conducted a six year of research and study on the subject of motivation during the 1950s, they came up with the following conclusion1: Employees are motivated to work more effectively when they have a job that is challenging, because it might give them some interest in the job, more enjoyable work, a possibility of recognition, and a since of achievement when they accomplish the task. They become dissatisfied when those noted factors are missing from their jobs. They may also become dissatisfied by some negative factors related to the job itself including astringent rules, no breaks, low status, and low levels of salary or fringe benefits. This study was conducted by a company which experienced a tremendous growth in the 1950s, their annual sales rose from $2 million to over $200 million, along with their employee force which had risen from 1,700 to 17,000 in that decade. This success was accomplished because of their brilliant management philosophy, which provided employees with opportunities that allowed them to explore their works and efforts, and even set their own goals. In addition, the culture was a very friendly and informal one, as employees had very close relationships and strong communication links. Despite that success, the growth was not for long after those years, and employees were no longer highly motivated as before, because there were poor managerial skills in understanding the concept of motivation and how each employee can be motivated. This was in the 1950s; today the main idea or the concept of motivation still have the same old parameters, but with some improvements and modifications after many long studies by many of scientists and philosophers. To best understand the term motivation, one must start with the definition. 2.2.1 Definition of Motivation For the purpose of this thesis, we will keep the definition of (The Collins business Dictionary, 2002) regarding the concept of motivation. In that perspective, motivation is defined as the force or process which impels people to behave in the way that they do. In a work setting, motivation can be viewed as that which determines whether workers expand the degree of efforts necessary to achieve required task objectives2. Furthermore, here is another explanation of the term: motivation represents the forces acting on or within a person that causes the person to behave in a specific, goal-directed manner3. In addition, the online business dictionary (business dictionary , 2009) defines it as the Internal and external factors that stimulate desire and energy in people to be continually interested in and committed to a job, role, or subject, and to exert persistent effort in attaining a goal. Motivation is the energizer of behavior and mother of all action. It results from the interactions among conscious and unconscious factors such as the (1) intensity of desire or need, (2) incentive or reward value of the goal, and (3) expectations of the individual and of his or her significant others4. Since the term motivation is being defined, one must address some terms which are highly related to motivation, including: job satisfaction, job commitment, and job loyalty. Job satisfaction is the satisfaction that an individual gains (or does not gain) from his or her job. It is generally believed that satisfied employees will be more highly motivated and will work more productively than dissatisfied employees. Job dissatisfaction may lead to absenteeism, job turnover, industrial actions, and etc2. Commitment is the state of being bound emotionally or intellectually to a course of action or to another person or persons2. It is a well known fact that job satisfaction strongly leads to job commitment, which later leads to loyalty. Furthermore, job loyalty is another state led to by motivation, and it is a measure of commitment based on obligation or, in consumer preferences, degree of satisfaction2. 2.3 Theories of Motivation Over the years, many researchers have looked into the human psychology and studied the human nature to understand the process of motivation. They have come up with many theories which are being thought now to millions of students around the globe. Below this paragraph there is an overview of some of the most recognized theories of motivation worldwide, starting with the need theories: Maslows hierarchy of needs, and David C McClellands achievement motivation model. 2.3.1 Motivating Employees through Satisfying Human Needs 2.3.1.1 The Needs Hierarchy Theory The hierarchy of needs theory is one of the most recognized theories in the subject. It was found by Abraham Maslow, who published an article in 1943 under the title A theory of human motivation, which was developed later into the hierarchy of needs theory in Maslows Motivation and Personality book in 19545. The hierarchy model is shown in figure 2.1, as presented in the following website (making it clear.com, 2007)6: (Figure 2.1) Maslows Needs Pyramid or Maslows Needs Triangle Taken from (making it clear website, 2007) Maslow has based his theory on the fact that people are motivated by certain types of needs, he classified them into five levels based on their importance to people, and they are in ascending order: physiological, security, affiliation, esteem and self-actualization. He then arranged them in a hierarchy showing the order in which these needs are fulfilled from bottom to top5. According to Maslow, these human needs can be classified into lower and higher levels of needs, the lower levels or factors of needs has to be satisfied and fulfilled before the higher ones, which means they must be satisfied in order, so that a person can be motivated, and reach a high level of achievement in life5. The model indicates that when one need is satisfied, another one becomes important, which means that the lowest level of needs  (physiological)  must be  fulfilled  in  order to  move to the higher one (security), and so on, until one reaches  self-fulfillment 3. In other words, each level of needs is a motivator, which when satisfied, does not motivate anymore, and the higher level is now the motivator5. Firstly, Physiological needs. They are the first and lowest level of the hierarchy, they are the most basic needs which are necessary for the continuation of life, and they include: the desire for food, water, air, and sleep3. It can safely be said that no human being can live without the physiological needs, which is why they are sometimes called survival needs. They must be satisfied in order for a person to move up the hierarchy, and be motivated by the next level of needs5. Secondly, security needs. They occupy the second level of the pyramid, and are sometimes called safety needs, as they include the need for safety, stability and absence of pain, threat or illness3. When it comes to work, these needs may cause the preference for a safe and secure job, with a health insurance benefit for example. They include financial security, as they may cause people to open savings accounts for the security of their future, or to take different types of insurances for example, the insurance against accidents4. When this level is satisfied, a person may move to the next level5. Thirdly, Social needs, which can be explained as the needs someone wants from society, such as friendship and the feeling of belonging3. This level of needs deals with the emotions of the human being, every person needs to feel accepted and loved by others, and as most people do, a human may belong to a group, which can be a small one like family and friends, or a large one such as clubs, religious parties, or even gangsters. In the case that this emotional need was not fulfilled, a person may be lonely and experience some mental disorders such as anxiety or depression3. Esteem is the next level in the pyramid, and it is the desire to feel respected and self worthy, and thereby boost the self-esteem. People need to be valued by other people, they need to be accepted by what they are and recognized for their activities and contributions in order to feel self-valued. The imbalances of this need can lead to low self-esteem, which can cause psychological conditions such as depression3. The highest and last need is Self-actualization, which only appears when all the levels have been satisfied, and involves people recognizing their full potential, and be the best as they can be at what they do3,which can be best seen with self-employed people3. 2.3.1.2 The Achievement Motivation Model This model of motivation has been identified by David C McClellands in 1961. He proposed the idea that there are three important types of needs; they are achievement, authority/power, and affiliation needs. These needs were found to be present in every worker especially within managers, and the degree of which need is dominant can be seen in the workers attitude and behavior at work, which is based on their motivational status7. The ones, who are motivated by achievement, can be seen competing against a high standard, having difficult and challenging goals, and always seeking achievements and advancements in their jobs3. The authority/power motivated ones always strive for authority and leadership. They need to be leaders and have their ideas prevail. In addition, they want to be influential, make an impact in work and on other workers, and reach high personal status3. The affiliation motivated persons are team players; they are motivated by friendly relationships with others, as they need to be liked and always have close friendships7.   The McClelland theory proposed that all people have a combination of these needs, however not in the same level. The level of which particular need is dominant can be seen in someones attitude and behavior at work. He thinks that the managers, who are strongly affected by affiliation motivation, always need to be liked, which in turn affects their decision-making criteria. While authority motivated workers will posses a high level of commitment and work ethics, and in most cases are managers or leaders, unless they do not have the required skills or flexibility for the job. In addition, McClelland thinks that the best leaders are the ones with strong achievement motivation, however they may have some difficulties in leading their staff into believing and having as much dedication to what they want to achieve7. In his theory, McClelland proposed that achievement-motivated people are characterized by the following attitudes3: They set their own goals, because of their high selectivity of matters; they cannot accept other people to draw goals for them. They take full responsibility in their decisions and results, if they succeed they want the credit, and if they do not, they do not mind the blame. To them, Achievement is valued more than financial reward. They prefer achieving their goals to receiving praise or getting recognition. They do not consider a financial reward as a goal; to them it is just a measure of success. They are not highly concerned about Security, or about their status. They like nothing more than a reliable feedback for their work, not to get an appraisal or something of that matter, but to measure their work and see how successful they have been. They always seek better ways to do things, and improve their methods. they are highly selective for jobs which have higher satisfaction for their needs, which means they choose jobs which have greater responsibilities and opportunities for them to set their own goals and achieve them, for example they can work as managers, or in the sales department, in addition to many of them work as entrepreneurs. Next, there is a description of another category of motivation models, which is based on job designs. 2.3.2 Motivating Employees through Job Design 2.3.2.1 The Two-Factor Theory In 1959, Frederick Herzberg and his associates developed a famous theory of motivation known as the two-factor theory, or the motivator- hygiene model of motivation. He studied people to know what the factors that causes them to be satisfied at work, and the ones that causes dissatisfaction to them. He then came up with a list of factors and classified them in two categories: motivators and hygiene factors8. Motivators are the factors that satisfy people at work, in addition to generating positive feeling; they include recognition, achievement, advancement, responsibility, and challenging work. They are called intrinsic factors, because they are related to the job itself 3. Hygiene factors on the other hand, are factors which usually gives negative feelings to individuals, and may affect job dissatisfaction if they were absence, hence the term hygiene, because in the absence of hygiene, health can deteriorate. They include: job security, working conditions, salary, relationship with co-workers and supervisors, company policy and fringe benefits. They are called extrinsic factors because they are external to the job, not directly related to the job itself 8,3. 2.3.2.2 The Job Characteristic Model This is one of the most famous models of motivation, proposed by Hackman Oldham (1976), and it is highly used in designing jobs in many organizations5. It is related to Herzbergs model to a great degree, as it proposes the use of motivation factors at a workplace, and limiting the hygiene factors to minimum9. The model includes five main characteristics of any job, they are: skill variety, task identity, task significance, autonomy and job feedback. It proposes that the levels of all these characteristics should be increased in order to create a motivational environment at the workplace3. The first characteristic is skill variety, which is the amount and the types of skills and competencies required by a certain job. Some jobs are a daily routine activity and require too little from an employee to get them done, while other jobs require certain competencies and skills from individuals which can make them more interesting. Next is task identity, and it is the identification of the complete work needed to complete a task by an employee, from beginning to end, with an identifiable outcome3. Task significance is another characteristic, and it is described as the amount of importance and necessity of a given task, and whether it is worth doing and would have an impact on other people and society, or if it would not make a big difference when it gets done. The fourth characteristic is autonomy, and it is the amount of empowerment and control provided in certain jobs, which increases their importance in peoples minds. The last one is job feedback, which gives indications on an employee performance and effectiveness; therefore a job should be formulated in ways which allow superiors to measure the performer as simply and accurately as possible3,9. The model proposes that the levels of these five characteristics should be increased, because they have strong effects on three psychological aspects in humans, they are3: Experienced meaningfulness of the tasks performed. Experienced personal responsibility for task outcomes. Knowledge of the results of task performance. In the end, the model states that if these three status were raised in a human being, that individual will be highly satisfied at the job and strongly motivated to work. Next, there is another category of motivation models, which is based on performance expectations. 2.3.3 Motivating Employee through Performance Expectation 2.3.3.1 The Expectancy Theory The link between motivation and the expectancy theory was defined by Condrey as: Motivation is a product of the individuals expectancy that a certain effort will lead to the intended performance, the instrumentality of this performance to achieving a certain result, and the desirability of this result for the individual, known as valence10. The theory was found by Victor Vroom in 1964, a business professor at Yale School of Management , it proposes the idea that people become motivated to do a certain job when they believe they will get a certain reward that they want and expect. They make an estimation of the desired results, and based on that they act and behave in a way which will help them get to those results. It predicts that individuals within an organization can be motivated when they believe that10: More effort exerted will yield better performance at a job. Better performance will result in desirable organizational rewards, such as salary increment. These rewards are valued by the performer and satisfy the needs Satisfying the need is worthwhile doing better and giving the required effort to the proposed job. However, Victor Vroom together with his associates Edward Lawler and Lyman Porter thought that the link between peoples behavior at work and their goals was not exactly as simple as previous scientists had proposed. He believed that the performance of an employee is based on three major psychological factors, which can create a strong motivational force to that employee, they are9: Valence: refers to how people feel about and the level of satisfaction they get from the outcomes and rewards of completing their jobs, such as money, promotion, and satisfaction. On the one hand, an outcome is said to be a positive valent if an employee prefers having it. On the other hand, an outcome which an employee does not want to have is known as a negative valent. An outcome which an employee is indifferent about are said to have zero valence. Expectancy: it is the belief of employees that their actions will lead to certain outcomes, and their confidence in what they can do. Instrumentality: This is the belief of employees that they will get what has been promised to them after completing the task successfully. Vroom proposed that the belief of an employee in these three factors helps psychologically in building a motivational force which makes that employee happy and avoiding negativity. Hence, the theory describes the mental procedure of motivation, as people make choices based on their understanding and behavior 3. 2.3.4 Motivating People through Equity 2.3.4.1 The Equity Model The Equity Theory was developed by J. Stacy Adams in 1962; it describes how an employee perceives that the outcome reward of a certain job is being fair, after completing one which is expected to be satisfying9. The theory can be measured against other employees in a work place, or even employees from different organizations. Normally this measurement results in three different perceptions: they will feel they are fairly rewarded, under rewarded, or over rewarded. Unless they feel fairly rewarded, they will act in a way as to reduce inequity. Because they always try to measure what they put in a job (input) and what they get from it (output). Examples of employees inputs and outputs can be found in table 2.1 3: Table 2.1 Examples of employee inputs and outputs in a job: Inputs Outputs Attendance Recognition Personal skills Fringe benefits Commitment and effort Responsibility Level of education Sense of achievements Past experiences Job perquisites (parking space or office location) Performance Job security Personal appearance Promotion and growth Social status Salary Technical skills Seniority benefits Training Status symbols Support of collogues Working conditions (Taken from J Slocum, Jr. (2007) Fundamentals of organizational behavior) The Equity Theory is built on the belief that, employees who think their rewards are fair and equal to their contributions, are the most motivated ones, The same goes for the ones who belief they are being rewarded in a similar manner as their peers. On the other hand, employees may become demotivated when they belief that their input is greater than the output. They may become depressed and not satisfied with their status, and show many negative reactions9. Therefore, managers must be fair and give their employees their fair share of rewards, based on their actions and inputs. They should understand how to balance inputs and outputs fairly, so that they give each employee fair and deserved rewards, which in turn improves employee motivation and thereby gives them more job satisfaction9. As mentioned before, managers must understand the balance of inputs and outputs of their employees; because employees measure their inputs differently, in addition to the fact that they may prefer different types of rewards. For example, a working mother may prefer more flexible working hours to an incentive9. At the end, managers should make sure their employees do not feel under rewarded, because then they will be demotivated, which should be avoided in any organization that wants to be successful. They should reward them fairly and equally based on their efforts, contributions, expectations, and peers 11. 2.3.4.2 The Procedural Justice Theory This theory was proposed by Rawls (1971), and it is based on fairness just like the previous equity model; however it is not based on the outcomes or the outputs, but on the fairness of the process of making decisions5. The theory measures the procedure of making decisions in an organization, which can be fair or unfair, and affects employee motivation and job satisfaction9. Procedural justice can be very important and essential to every company or organization, because it has a great effect on employees. When they perceive a procedure as fair, they become highly motivated to work and improve their inputs at their jobs. On the other hand, if they think the procedure is unfair they may be dissatisfied and demotivated to work9. A good example can be seen in most companies is pay raise determination, if employees perceive fairness of the decision, they will be satisfied, and visa versa. Sometimes, the fairness of such decision can be more satisfying than the raise itself, because the human being highly values equity and fairness. Employees may also judge the process of layoffs within a company, as the survivors would judge the fairness of the decision and become highly affected by it, and if it was a fair decision, they would become highly satisfied and more committed to their job. However if the decision was unfair, they may become demotivated and even have fear about their job status, which usually leads to seeking jobs elsewhere 3. Another examples is students, especially hard workers who put so much efforts in their studies, they expect to get good grades for their hard work, but sometimes they are misjudged or marked unfairly, which can be seen when they compare their results or marks with each other, and when they think the marking procedure was unfair, they become hugely dissatisfied9. 2.3.5 Other Theories of Motivation There are many theories and models of motivation, which are not widely recognized as the ones explained before; here is a review of some of them: 2.3.5.1 The Incentive Theory of Motivation According to Kerr (1995), a reward can be very effective in boosting employee motivation. Whether it was tangible or intangible, when a reward is presented to an employee after a certain behavior or performance, it is more likely that the same desired performance will occur again. In addition, the sooner the reward is given the better, as its effect would be larger in employees minds, and later on, this performance becomes a habit by that employee12. However, as the author has noted, there might be some difficulties applying the technique efficiently by managers, because they should make sure that the reward is not just a simple reward, it should be some kind of a reinforcer, which is like a reminder to employees of the incentive they get for what they did, and later on this becomes embedded in their behavior, and a continuous source for motivation, and job satisfaction. 2.3.5.2 The Drive-Reduction Theory The theory was proposed by C. Hull (1940), who suggested that when a person experiences some kind of a biological drive or arousal to do something, that person will experience a driving force to do that thing. And whenever that person does the action, then the action would be reinforced. For example: when a person is hungry and wants to eat, there would be a drive to do so, but as soon as that person eats, the forced drive becomes reduced. However, the theory was not considered very successful because it did not explain clearly the motivation process9. 2.3.5.3 The ERG (Existence, Relatedness and Growth) Theory Suggested by Clayton Alderfer in 1969, who followed up on Maslows needs theory. He reestablished the order of needs into three categories: the existence category including Physiological and safety needs, the relatedness category including affiliation and esteem needs, and the growth category including self-actualization and needs 13, 9. 2.3.5.4 The Goal Setting Theory This is based on the idea that when an employee sets a goal for oneself, he/she will have to increase performance to achieve t