Key Sectors of Economic Growth in Kenya Essay

Economic growth is the increase in the amount of the goods and services produced by an economy over time. It is conventionally measured as the percent rate of increase in real gross domestic product i.e. real GDP. In Kenya the key main sectors to achieve economic growth are agriculture which is the mainstay economic growth drivers, energy sector, manufacturing and industry, service sector which is mainly tourism, financial services and banking and also the private sector. All of these sectors are in line with the Kenya Vision 2030, the economic pillar. The key sectors are as discussed below: 1. AGRICULTURE: Agriculture has been the key factor of economic growth of Kenyan economy. It continues to be the key factor that will drive the economic growth of Kenya as it contributes to about 24% of Growth Domestic Product. And for this reason the government should increase budgetary allocation to the agricultural sector up from the Kshs 53.5 billion allocated in National Budget 2012/201 so as to be in line with the Maputo Declaration which requires the budget allocation to agriculture to be atleast 10% of total Government budgets and The government should also subsidize the farm inputs such as fertilizers for the farmers, this will maximize production. Livestock farming also has to be considered. If the government increases funding to the agricultural sector, such occurrences as food shortages, seasonal inflation and unemployment would be curbed if not avoided. Agricultural sector which includes; †¢Livestock sector and dairy farming: The livestock sector provides employment opportunities while also increases income. Kenya exports from hides and skins for leather industry earned Kshs 4 billion. Also reforms need to be made on the Kenya Meat Commission. †¢Fisheries: Kenya earns around Kshs 4 billion from this sector. The sector also employs about 60000 people and also over half a million people depend on this sector for livelihood through trading and fish processing thus thee number of fish processing plants should be increased. 2. TOURISM SECTOR: The service sector of Kenya contributes 63% of Growth Domestic Product and it’s mainly tourism industry which is the country’s principal source of foreign exchange thus the government. The tourism industry along with the government has to take steps to address the security problem and to reverse negative publicity especially after the post-Election Violence of 2007 following disputed General Elections. Such steps among others should include establishing a tourist police and launching marketing campaigns in key tourist origin markets. Former minister of Tourism Najib Balala ran such campaigns in CNN. 3. ENERGY SECTOR: The energy sector an important sector to drive the smooth growth of the economy hence there is need for the Government to put up measures that would help the sector to grow thereby, contributing to the growth of the economy as the sector is depended on by manufacturing and industrial sector and also the agricultural sector. There exists limited power generation and transmission capacity in the country. This is caused by lack of adequate investment in power systems and infrastructure development. This combined with rapid economic growth, new customer connections and unreliable rainfall patterns have caused the current electricity shortage in Kenya. Though Kenya is not natural resource endowed, the natural resources the country can boast of for energy generation are small hydro, geothermal, coal, biogas, tidal waves, solar, wind and recently the oil exploration in Turkana. The government needs to invest heavily in the energy sector so that there is no over reliance on Hydro power. The government should implement a policy to attract private sector investments in the energy sector i.e. the Kenya Private Sector Power Generation Support Project. In doing so it will boost economic growth and in job creation. 4. INDUSTRY AND MANUFACTURING SECTOR: Kenya boast of being the industrialized country in East Africa, the manufacturing sector contributes to about 15% of Growth domestic Product, this percentage doesn’t as the manufacturing sector is hampered by high energy costs, shortages of hydro telemetric power, poor infrastructure and counterfeits products i.e. cheap imports. Industrial and manufacturing sector has become increasingly significant to Kenya economy due to increased urbanization. Most industrial plants are located in urbanized towns which has led to the reason Kenya has three cities i.e. Nairobi, Mombasa and Kisumu; they include food-processing industries such as grain milling, beer production, and sugarcane crushing. These plants contribute significantly to national income as well as generate employment. Also the oil refinery which processes imported crude petroleum into petroleum products, mainly for the domestic market. In addition, a substantial and expanding informal sector engages in small-scale manufacturing of household goods, motor-vehicle parts, and farm implements. 5. FINANCIAL SECTOR AND BANKING: Kenya is East and Central Africa’s hub for financial services. Most of the banking institution and other financial services firms are located in the urban centres as it is considered that urban people have higher income which is not the case, thus innovation and opening of banking sectors should be put in place in rural areas. Such innovations includes mobile banking which where now rural populations have daily access to financial services as most people now own mobile handsets. MPESA is the widely used mobile banking, it is estimated that MPESA has given access financial services to about 75% of the people. Government thus needs to encourage other mobile money transfers such as Tangaza, Yu cash, and Airtel money. In doing so it will create a competitive environment and thus many people will get access to the financial services. The Nairobi Stock Exchange (NSE) ranks fourth in Africa in terms of Market capitalization. Stock markets provide market liquidity that enables implementation of long term projects with long term payoffs thereby promoting a country’s economic growth. Moreover, efficient capital markets not only avail resources to investors, they also facilitate inflow of foreign financial resources into the domestic economy. Government needs to institute reforms in the financial sector as capital market development is an important component of financial sector development and supplements the role of the banking system in economic development. Capital markets assists in price discovery, liquidity provision, reduction in transactions costs, and risk transfer.

Behavioral Programme Assignment Essay

Our esteemed bank was established on 11 May 1921 and went public on 11 November 1921 in the name of Nadar Bank Limited at Ana Mavanna Building, Thoothukudi. Later we renamed as Tamilnad Mercantile Bank Limited. We had only 4 branches until 1947. The bank has now 388 full fledged branches and 732 ATM’s all over the India. In order to serve the rural areas, the bank extended services more in non-metro areas. Out of 388 branches, 344 branches are located in Rural, Semi Urban and Urban areas only. GROWTH: We are one of the oldest private sector banks which is continuously making profits and paying highest dividends. This was possible only with the dedicated employees at all levels who are energetic and are enthusiastic in the growth and prosperity of the bank. This made the bank to adopt the official motto: â€Å"Totally Motivated Bank† Achievements and Awards : The financial express in its survey on India’s Best Bank 2013 has ranked our bank No.1 among the Old Private Sector Banks. TMB has been rated 2nd Best Bank in Small Banks category by Business World under India’s Best Bank 2013 TMB has received the Best Banker award in Customer Orientation and Human Resources. TMB has received ASSOCHAM India 9th Annual Summit cum Social Banking Excellence Awards 2013 – India’s Best Private Sector Bank 2013. FUTURE VISION OF TMB: Looking Ahead: The vision of the bank is to develop the bank into a much stronger bank with  the higher level of modernization to handle the business volume. Noble thoughts and high ideas of the team of management charged with dynamic spirit of action will take the bank to a greater height, achieving growth in strength and exhibit the bank as a model bank in the Banking industry. The bank has set itself a high standard, be it in operation, customer service or compliance to regulation. Technology upgradation and March towards Hi-Tech Cyber Banking are the current mission of the Bank. VISION STATEMENT: â€Å"To be a progressive bank with strong brand equity, Enhancing the value for all the stake holders through Excellence in performance and good governance† Medium Term Goal: Aiming to increase its total business to Rs 1 lakh crore in the next four years and to expand our branch network outside Tamil Nadu. At present we having a total business of Rs 41,000 crore in 2013-14, and planning to open a large number of branches in Andhra Pradesh, Karnataka, Kerala, Telangana, Gujarat and Maharashtra in the next 3 years. Our endeavor is to have 30-40 branches in each of these states. We are targeting a total business of Rs 50000 crore in 2014-15, and aiming to have a network of 800 branches in four years. â€Å"Our medium-term goal is to make TMB a pan-India bank. After the expansion of branch network in the southern states, we will focus on widening our footprint in the northern and eastern regions of the country. ASSIGNMENT II CISCO WORK CULTURE Today’s organizations face increasing demands for responsiveness, adaptability, innovation, speed, and responsible corporate citizenship. No organization can afford to dismiss the potential benefits of having a diverse and inclusive culture. So for Cisco, building an inclusive and diverse organization is an ongoing and essential business imperative. It truly believe it is their responsibility to: Empower our teams Eliminate biases Create an environment where everyone feels welcomed, valued, respected, and heard. Commitment They aim to provide employees with all the resources, programs, and training necessary to achieve their business goals. They have been giving everyone an opportunity to operate at their best selves, and provide their customers with the best and most innovative products and services. How They Are Structured By partnering with their business leaders, human resource organizations, and key stakeholders and constituents, they have built a holistic diversity framework that is embedded in every part of Cisco. They have constructed an Inclusion and Diversity Coalition, a global team that advises and supports Cisco executives at the function and region level. Along with established inclusion and diversity ambassadors, it includes advocates in the field. The team helps to accelerate program execution by reinforcing inclusion and diversity communication and expectations. Cisco’s employee engagement strategy: Cisco’s employee engagement strategy has yielded several benefits through the use of collaboration tools. For example, the quarterly company meeting has gone through a total transformation. In the past, Cisco held the company meetings in a physical location, usually a local convention center near the headquarters in San Jose, California. Today the quarterly company meetings are virtual. Through the use of video and collaboration technologies, employees globally can participate in these meetings and interact with senior executives through a live chat (using Cisco Jabber ® technology). The entire event is recorded (along with chat transcripts and other documents) and shared with all employees. This approach has increased employee participation and provided a new venue for rich interaction between employees and senior executives, all of which have boosted overall employee satisfaction. Cisco uses a virtual format for other events as well such as the annual global sales experien ce (20,000-plus attendees) and strategic leadership offsite (3000-plus senior leaders). More than ever employees are conscious of their health and wellness, while employers are looking for ways to provide employees with high-quality healthcare options while keeping their costs under control. Cisco opened a state-of-the-art HealthCenter in San Jose for employees and has followed with centers at other sites. Through the use of technologies such as HealthPresence ® and unified communications, Cisco employees have access to some of the best healthcare systems around the world ASSIGNMENT III 3 Model Component of Commitment About the Model: John Meyer and Natalie Allen developed their Three Component Model of Commitment and published it in the 1991 â€Å"Human Resource Management Review.† The model explains that commitment to an organization is a psychological state, and that it has three distinct components that affect how employees feel about the organization that they work for. The three components are: 1. Affection for your job (â€Å"affective commitment†). 2. Fear of loss (â€Å"continuance commitment†). 3. Sense of obligation to stay (â€Å"normative commitment†). We can use this model to increase commitment and engagement in your team, while also helping people to experience a greater feeling of well-being and job satisfaction. Let’s look at each of Meyer and Allen’s three types of commitment in greater detail. Affection for Your Job (Affective Commitment) Affection for your job occurs when you feel a strong emotional attachment to your organization, and to the work that you do. You’ll most likely identify with the organization’s goals and values, and you genuinely want to be there. If you’re enjoying your work, you’re likely to feel good, and be satisfied with your job. In turn, this increased job satisfaction is likely to add to your feeling of affective commitment. Fear of Loss (Continuance Commitment) This type of commitment occurs when you weigh up the pros and cons of leaving  your organization. You may feel that you need to stay at your company, because the loss you’d experience by leaving it is greater than the benefit you think you might gain in a new role. These perceived losses, or â€Å"side bets,† can be monetary (you’d lose salary and benefits); professional (you might lose seniority or role-related skills that you’ve spent years acquiring); or social (you’d lose friendships or allies). The severity of these â€Å"losses† often increases with age and experience. You’re more likely to experience continuance commitment if you’re in an established, successful role, or if you’ve had several promotions within one organization. Sense of Obligation to Stay (Normative Commitment) This type of commitment occurs when you feel a sense of obligation to your organization, even if you’re unhappy in your role, or even if you want to pursue better opportunities. You feel that you should stay with your organization, because it’s the right thing to do. This sense of obligation can stem from several factors. You might feel that you should remain with your organization because it has invested money or time in your training. Or perhaps it provided a reward in advance, such as paying for your college tuition. This obligation can also result from your upbringing. For instance, your family might have stressed that you should stay loyal to your organization. Note: These three types of commitment are not mutually exclusive. You can experience all three, or two of the three, in varying degrees. Applying the Model at our TMB: Affection for Your Job (Affective Commitment): We are very fortunate in having dedicated employees at all levels who have been energetic and working with untiring zeal for the good growth and prosperity of the institution for the past 92 years. The name and fame of the bank are in a large measure, due to the efficient and diligent service of the highly loyal staff members and officers. This has enabled the Bank to adopt the official motto â€Å"Totally Motivated Bank†. Most of the employees in TMB are committed towards our organization. This has been proven through the  profits earned and dividends paid to the stake holders. Without the positive commitment of affectionate this would not have been possible. In TMB, employees treat themselves to be a part of the family. With this unique feature TMBian’s move forward and make the organization goals and achieve great heights. Fear of Loss (Continuance Commitment): It’s important to do our best to grow affective commitment, and reduce our team’s reliance on continuance and normative commitment, so that we can lead a team of people who feel passionate for their roles. In TMB, we having some Team members with continuance commitment, which not only impact their growth but also impacting other Team enthusiastic employees, or even lower the morale of the organization. To encourage positive changes, we will link people’s goals with those of the team or organization. If appropriate, we align our team’s roles with their skills and interests, with techniques such as Job Crafting . It’s important to help people find purpose in their work, which will help them to come out from the above commitment. Sense of Obligation to Stay (Normative Commitment): In our organization, some officers from STEP programme feel a sense of normative commitment since our organization has invested a lot in their training and development. Since they have been contracted for 5 years, they could not able to switch job even if they got better opportunity. To overcome this we are likely to develop affective commitment through explaining them about their growth in this esteemed organization and make them to feel & experience positive emotions at their work. Further, we will encourage these people to thrive, and to enjoy the work that they’re doing. We make sure that we give praise regularly, and create a healthy workplace , so that these kind of people will be happy and productive. ASSIGNMENT IV Change is a common thread that runs through all businesses regardless of size, industry and age. Our world is changing fast and, as such, organizations must change quickly too. Organizations that handle change well thrive, whilst those that do not may struggle to survive. The concept of â€Å"change management† is a familiar one in most businesses today. But, how  businesses manage change (and how successful they are at it) varies enormously depending on the nature of the business, the change and the people involved. And a key part of this depends on how far people within it understand the change process. One of the cornerstone models for understanding organizational change was developed by Kurt Lewin back in the 1950s, and still holds true today. His model is known as Unfreeze – Change – Refreeze, refers to the three-stage process of change he describes. Lewin, a physicist as well as social scientist, explained organizational change using the analogy of changi ng the shape of a block of ice Lewin’s Three-Step Model For Implementing Change Unfreeze: This first stage of change involves preparing the organization to accept that change is necessary, which involves break down the existing status quo before you can build up a new way of operating. Key to this is developing a compelling message showing why the existing way of doing things cannot continue. This is easiest to frame when you can point to declining sales figures, poor financial results, worrying customer satisfaction surveys, or suchlike: These show that things have to change in a way that everyone can understand. To prepare the organization successfully, you need to start at its core – you need to challenge the beliefs, values, attitudes, and behaviors that currently define it. Using the analogy of a building, you must examine and be prepared to change the existing foundations as they might not support add-on storeys; unless this is done, the whole building may risk collapse. This first part of the change process is usually the most difficult and stressful. When you start cutting down the â€Å"way things are done†, you put everyone and everything off balance. You may evoke strong reactions in people, and that’s exactly what needs to done. By forcing the organization to re-examine its core, you effectively create a (controlled) crisis, which in turn can build a strong motivation to seek out a new equilibrium. Without this motivation, you won’t get the buy-in and participation necessary to effect any meaningful change. Change: After the uncertainty created in the unfreeze stage, the change stage is where people begin to resolve their uncertainty and look for new ways to do  things. People start to believe and act in ways that support the new direction. The transition from unfreeze to change does not happen overnight: People take time to embrace the new direction and participate proactively in the change. A related change model, the Change Curve , focuses on the specific issue of personal transitions in a changing environment and is useful for understanding this specific aspect in more detail. In order to accept the change and contribute to making the change successful, people need to understand how the changes will benefit them. Not everyone will fall in line just because the change is necessary and will benefit the company. This is a common assumption and pitfall that should be avoided. Time and communication are the two keys to success for the changes to occur. People need time to understand the change s and they also need to feel highly connected to the organization throughout the transition period. When you are managing change, this can require a great deal of time and effort and hands-on management is usually the best approach. Refreeze: When the changes are taking shape and people have embraced the new ways of working, the organization is ready to refreeze. The outward signs of the refreeze are a stable organization chart, consistent job descriptions, and so on. The refreeze stage also needs to help people and the organization internalize or institutionalize the changes. This means making sure that the changes are used all the time; and that they are incorporated into everyday business. With a new sense of stability, employees feel confident and comfortable with the new ways of working. The rationale for creating a new sense of stability in our every changing world is often questioned. Even though change is a constant in many organizations, this refreezing stage is still important. Without it, employees get caught in a transition trap where they aren’t sure how things should be done, so nothing ever gets done to full capacity. In the absence of a new frozen state, it is very difficult to tackle the next change initiative effectively. How do you go about convincing people that something needs changing if you haven’t allowed the most recent changes to sink in? Change will be perceived as change for change’s sake, and the motivation required to implement new changes simply won’t be there. As part of the Refreezing process, make sure that you celebrate the success of the change – this helps people to find closure,  thanks them for enduring a painful time, and helps them believe that future change will be successful. Applying the model at TMB : At our bank we have followed the Lewin’s Three-Step Model while implementing our New Logo: Unfreeze: Even though our Bank has been established in 1921, the logo was set for the bank only in 1962. Since the logo was not competent to match to the current generation of banking and also not expressed the future face of the bank. It has been decided to change the Logo. After having various meetings with our stake holders, at last our Management got approval from our stake holders to change our logo. Our Management has started the process for changing the logo of our bank after 50 years. We are well aware that changing our established logo should be approached with a great deal of caution and forethought. Only a new logo design makeover (executed correctly) can infuse our company brand with new excitement, new blood. We are the leading private sector bank with strong development in modern banking and need a logo that is more in line with, and appealing to, our vision along with modern banking facilities. Change: After got approval from stakeholders, our bank started planning on designing the new logo which should express our vision along with modern banking facilities. The organization has ready to take risk by changing the Logo. The Dispel rumors by answering the questions asked by any one the openly and honestly and also relate the need for change back to operational necessities. Our organization has announced a contest among the staff members for creating a logo which should reflects our vision and Modern banking and also to make the staff involvement. Which made everyone feel that it’s a right time to change Logo of our bank and will give new face to our bank. Refreeze: With help of our all staff members our bank has designed a new log which described our vision and modern banking. The magenta-and-royal-blue combo is a colourful showcase of the brand’s illustrious past, where the inherent DNA of our bank – customer orientation & commitment to excellence takes center-stage. The complementary colours and the clear-cut typeface underline our bank’s new philosophy of staying in tune with the current generation. What holds the logo together and helps break the clutter is the clever play on the letter ‘M’. An amalgam of two upward arrows, ‘the Positive M’ clearly symbolizes our bank’s new promise – to be one step ahead of life. our New logo was created. On 03.05.2012, we have launched New Corporate Identity (New Logo) for our Bank in a grand function at Thoothukudi by our Managing Director & CEO in the august presence of all the Directors of our bank. Change of our New Logo was communicated to people through various medium of communication. The New logo has brought a strong believe from the public that, our bank not only a have a traditional type of banking but also have the Modern banking.

The Continuum between Legitimacy and Fraud Research Paper

The Continuum between Legitimacy and Fraud - Research Paper Example This essay discusses that Shawver, an Associate Professor of Accounting at King’s College, and Clements, a Professor of Accounting at Florida Southern College, are trying to explain the effect of emotion on ethical evaluations of earnings manipulation. In the accounting context, it is evident that there some emotional interplay between the evaluation of earnings manipulation. This is because the perpetrator of the manipulation is usually an accountant, and the person investigating the manipulation is also an accountant. The authors state that prior research suggested that emotions might shape the ethical evaluation and decisions made by an individual, therefore, the research goes on to explore the emotion that an accountant might feel when evaluating earnings management.Yang, a Professor of Science and Technology, Lai and Tan, Professors of Accounting, try to determine the relationship between ownership structure of firms and the types of earnings management. The authors class ify insiders as part of a firm’s executives in their research, and from this, determine that the quality of earnings management is affected by discretionary accruals. Specifically, the accruals in the firm fluctuate with executive ownership, indicating that that equity stakes by top members of a firm should be reduced in order to reduce agency costs and relationships. This ensures that the earnings reflected by management are less fraudulent that in other firms that do not have top executives in top-tier management positions.... Female Directors and Earnings Management in High-Technology Firms. Pacific Accounting Review, Vol. 24(1). Pp. 4-32. Gavious and Yosef, Professors of Management, and Segev, the Department of Social Work specialist, wrote this paper to try to explain the effect of the presence of female members in the board of directors and the audit committee. This study was aimed at finding the relation between female directors and the continuum between legitimacy and fraud in earnings management. The study indicates that there is a negative relation between the presence of female directors and earnings management, and that there is always a higher firm value when female representation is higher in higher positions of a firm. The authors quote the moral values of the different genders in supporting this argument, social stereotypes and the women’s motivation and sense of achievement. Ho, J. L., Liu, C. & Ouyang, B. (2012). Bloated Balance Sheet, Earnings Management, and Forecast Guidance. Revi ew of Accounting and Finance, Vol. 11(2). Pp. 120-140. In this paper, the authors, all of them being Professors of Accounting, try to postulate Barton and Simko’s argument that balance sheet information usually acts as a constraint on accrual-based earnings management in a firm. The authors do this by examining the effect of the balance sheet constraint on the manager’s tendency to use either downward forecast or earnings management to avoid downfalls in earnings. The authors find that in cases where the operating assets are higher than average sales, the analyst is likely to provide downward trends of forecasts. In contrast, in cases where there is abnormal increase in production costs and reduction in expenses, the analyst is likely to engage in legal earnings management. This paper

Explain and show what determines the demand for labour by a perfectly Essay

Explain and show what determines the demand for labour by a perfectly competitive firm - Essay Example Labour, is one of the main inputs, along with land, capital and entrepreneurship. The demand for all inputs such as labour is a derived demand. Derived from the output the given factors are used to produce (Begg D., Fischer S. and Dornbusch R., 2000:176). Firms will use labour and capital and focus on either labour intensive method or capital-intensive methods for production. In the short run, it is assumed that capital is fixed and labour is variable. Accordingly, the demand for labour is based on the profit maximising condition, which can be stated in two ways (Begg D., Fischer S. and Dornbusch R., 2000:178). It can be seen that the MPP (which refers to the output of every extra unit of labour) increases from 0.8 to 1 when labour is increased from 1 worker to 2 workers. However, from the 3rd worker onwards MPP begins to decrease. This is explained by the law of diminishing returns, which states that if increasing quantities of variable input are applied to a given quantity of a fixed input, the marginal product, and the average product of the variable input will eventually decrease (Lipsey and Chrystal, 2004:135). However, the firm can continue to add up to 7 workers and still maintain a profit. Thus satisfying the profit maximising requirements since the MRP (obtained by multiplying the MPP by the unit price of the good, which is assumed as â‚ ¬ 500) is higher than Average Variable Cost, which is the wage rate. However, if an 8th worker were to be hired, the AVC will be higher than the MRP, thus the profit maximising condition would be violated. The firm will therefore not expand its labour force to 8 workers (7.5 units of MPP) since the cost of this expansion will be greater than the revenue. At point B, the MRP is at W1 and employment is at L1. The revenue generated by the extra employment is higher than the labour cost since it above the wage

Economics of Strategy Essay Example | Topics and Well Written Essays - 3500 words

Economics of Strategy - Essay Example As the service producing industries in US account for 81 percent of all private sector payrolls, economic growth in the sector can be a boost for the investments in credit. However, as the extent of the credit market impact is not clear, the investments in credit business may result in attracting higher interests for home loan customers or credits being tightened. The overall consumer spending that will be a result of steady gains in jobs and incomes can neutralize the impact of subprime debacle. However, the tight credit may not affect the household sector also as long as labor markets are strong. As service sector companies are adding new workers, the gains in payrolls are a suggestion for the expanding of the operations that supports the household spending. 1 The economy and profitability of economic organizations depend on the transaction costs. In that aspect, the subprime lending is a good opportunity for economic organizations, but the debacle has led the organizations to face the losses. The internal structure, working nature and policy of the economic organizations decide the cost and nature of transactions. As a result, transaction cost economics by Coase decides the structure of the organization and working relations between departments in an economic organization. ... The afore-mentioned costs depend on the organization of transactions. The efficiency of organization and profitability increases by decreasing the transaction costs and increasing the returns. The first type of costs are the costs coupled with markets that are result of bargaining of independent agents. However, the afore-mentioned have least affect on sub-prime market as they charge higher interest rates from comparatively lower income class. The significant problem in this market is about risk involved in repayment of the loan advanced to the customers. The afore-mentioned problem arises from the second type of costs that incur due to the decisions of the individuals in the company manage to influence decisions for their personal benefits. Minimizing the afore-mentioned second type of costs is very difficult in any type of economic organization, as opposing the decisions is possible only with managing influence costs within the organization. In general, there is not much care taken about internal workings of an economic organization. 2 However, investing in subprime market on a large scale is a decision of internal working and the extent of investment should depend on the economic growth. Many organizations have invested (advanced loans on lesser security) in subprime market, while in a period when the economy is in recession or not recording remarkable growth. The theory of markets controlled by impersonal forces is useful in managing the influence costs within the management, as the managers, who influence the decision of the firm have to take into consideration the market conditions and probable changes in near future. The near future mentioned above should be nearer to the time that

The Crusades Saladin Research Paper Example | Topics and Well Written Essays - 2000 words

The Crusades Saladin - Research Paper Example The paper "The Crusades Saladin" discusses The Crusades Saladin. Besides heavy casualties, the expeditions influenced its participants in their various aspects of life to adopt new mannerisms, foods, cultural outlooks, learning, and weapons. The Born á ¹ ¢alÄ Ã¡ ¸ ¥ al-DÄ «n YÃ… «suf ibn AyyÃ… «b in 1138, Saladin emerged as a powerful and most influential Muslim sultan of his time. During his reign, Saladin led troops in wars geared at regaining holy lands such as Jerusalem, which were lost during earlier battles. This was achieved by conquering and unifying warring factions before defeating King Richard I of England in the Third crusade. As such, Saladin is regarded as a great leader for his role in uniting and leading the Muslim world into crusades such as the battle of Hattin through to the Third Crusade. This paper illustrates the life of á ¹ ¢alÄ Ã¡ ¸ ¥ al-DÄ «n YÃ… «suf ibn AyyÃ… «b with regard to his rise to power, leadership, and crusades. Saladin’s heritage is subject to debate among historians who fail in consensus on his paternal family origins. Some describe him as a Kurd while others illustrate an Arab and Turkish ancestry. Saladin’s father, Najm ad-Din Ayyub was a warden at Tikrit fortress after rising in prominence as a wealthy Kurdish chief and a noble Muslim before Saladin was born. For this reason, Ayyub developed administrative skills that made him useful to the then ruler. Tikrit was a significant city as a scholars centre to both Christians and Muslims. The thirst for power and wealth saw Ayyub assist a rival leader.... However, the thirst for power and wealth saw Ayyub assist a rival leader, Imad ad-Din Zangi Lord of Mosul, after his defeat by offering them refuge in Tikrit. Similarly, Shirkuh, Saladin’s uncle was accused of murder, which forced Ayyub and his family to flee with his family on the same night the Saladin was born (Nicolle 10). In 1139, Saladin's family moved to Mosul where Zangi received them and proceeded to appoint Ayyub as the commander of his fortress in Baalbek, Syria as acknowledgement of his help. Saladin spent most of his early life in Baalbek following his father’s military career, which would later play a critical role in nurturing his leadership skills. Saladin’s early childhood education focused on religion, ethics, and culture, which involved learning Arabic, poetry, grammar, and formal prayers (Burhan). In addition, Saladin studied the Koran and the traditions of Prophet Muhammad as demanded in accordance to Islamic traditions. Over time, he was mai nly interested in learning Islamic principles concerning Christians and Jews owing to the prevalent barbaric crusades in Jerusalem. This interest can also be attributed to the day he was born as his family was exiled following the murder of a Christian by his uncle. Saladin failed to understand how Islam called for noble treatment of Christians and Jews even as they were involved in massacres in Jerusalem, in the name of crusades. In spite of the controversy surrounding the ill treatment of Muslims by Christians, Saladin was guided by Sufism, which sought for a higher spiritual life and closer intimacy with God. With great influences such as his father and uncle, Saladin grew up in a cultured environment of Damascus where he completed his education. It is indicated that Saladin got

SLP 4 Electronic and Mobile Commerce Essay Example | Topics and Well Written Essays - 500 words

SLP 4 Electronic and Mobile Commerce - Essay Example The use of traditional chains of distribution has declined with rise of online retail industry. Manufacturers sell their spare parts, and off shelf industrial products through the online channels. However the major goods sold by industries through online channels as their primary sales channels. Companies have to show different prices, build to order option, enable live charts with engineers in case of configuration problems and accept purchase orders and bill to the corporate account. Interconnection of global digital platform has led to astonishing change in the entertainment, media and publishing industry. From books and printed papers, music on CDs, movies rented on DVD and TVs network that forced people to be in front of screen at particular times have changed into always on, easy to time –shift and always with you entertainment, movies, e-books, and music. Revenue is generated through outright purchase e.g. music or purchase of movie theater ticket (Mennecke & Strader, 2002). Second is often subscription e.g. cable TV fees. Next is through advertising fees. Companies pay a lot of money for global advertisement of their business. For example in 2013 global advertising media revenue were estimated to be $489.6 billion. Consumers go to a variety of online and offline services to help them make decision in car buying since most of industries fail to satisfy their needs. The buying process can be simpler and quicker if content on the auto industry in the website is customized to be more relevant to their specific car preferences. This can be achieved through innovation on web chats and mobile enabled websites (Xu & Quaddus, 2010). To reach to more customers the manufacturers and dealer sites should integrate and put in place easier and clearer pricing. Also the company should offer after sale services e.g. maintenance. Growth of internet has led to development of online and mobile banking. This has grown across deep and wide demographic

Research Paper and Works Cited page on hurricane sandy Essay

Research Paper and Works Cited page on hurricane sandy - Essay Example Power failures were noticed in different regions that were attacked by the storm. Approximately quarter of million people were affected by the problems related to the electricity. Authorities have reported that at least sixteen people have died in different states due to the storm (Borden 1). The President has tagged it as a national disaster. Due to the storm many towns have been affected, which is giving an image of a ghost town. The storm was so powerful that it had affected the barriers and other deployments that were meant for protection. The residents of different towns claim that they have not seen such a storm in their lives. The storm had not only affected the lives of general people but along with it, it had also affected the political campaigns that were taking place. Many of the campaign events and voting centres were closed down due to the storms. Government and other such offices too were closed down so as to avoid casualties and other risks. Major transportation systems were closed down and people whose lives were threatened by the storms were moved to safe areas by the authorities. In some states such as Washington the government employees were told to stay at safer places and announcements were made that certain and specific transportation services would be closed. Those passengers who were to travel by plane were also affected as their flights were cancelled due to the risks involved. Due to arrival of the storm major bridges were closed for cars and speed limits on the highways were reduced (Borden 1). The arrival of the storm has influence many sectors of the society such as schools and universities even. Many other transportation service providers such as the cab drivers were charges extra fares. Similarly financial and other institutions that play a pivotal role were also affected and their operations were closed. However, President Obama cancelled all his campaign events, keeping in mind the problems that were caused by the storm. The

Reflection Essay Example | Topics and Well Written Essays - 250 words - 63

Reflection - Essay Example Some of the similarities shared between the three religions are the fact that they all worship the same God. This is based on the evidence that the three religions are all monotheistic as they believe in one supreme God (Reed, 2013). Despite the similarity, religion is believed to be amongst the major cause of conflict in the Middle East. This is as the three religions are believed to have emerged from this region. These religions also have their holy centers located in this region. The overlap in the bounders of the different religious groups fuels the conflict. This is as each group claims different territories in which the bounders are seen to overlap in many cases hence the groups resulting to war (Ozdag, 2003). This is the case in the fight over the Gaza strip. The other religious factor that is a contributor to the current state of warfare in the Middle East is the relationship between the Muslims and the Jewish. These two groups have many differences that are seen be geopolitical, religious and ethnic differences. The Jews believe that they are the initial inhabitants of the lands in Middle East. They believe that the lands they currently live in and those that other groups live in were given to them by Jehovah hence the need to recover them. The Arabs, on the other hand, are always unwilling to share the lands they currently hold with the Jews (Ozdag, 2003). In addition to this, the perception held by the Jews that pits the Arabs as second class hence below them leads to strained relations. Historical events like the expulsion of the Jews from Medina by Prophet Mohammed further strain the relation. This is as the expulsion saw the massacre and deportation of the Jews from Saudi Arabia. Anti-Semitic statements contained in the Koran are also a major source of conflict and war in the Middle East. Relations between the Christians and the Muslims in the Middle East are a contributor to the current state in

Managing business finance Essay Example | Topics and Well Written Essays - 1750 words

Managing business finance - Essay Example In a Collateralized Loan Obligation, an investor is entitled to receive periodic debt payments as interests from the underlying loans and at the same time assume the major part of the risks related to the underlying loans in the event of the default of loans. The Collateralized Loan Obligations offers higher benefits and opportunities for the investors by creating the scopes for greater diversity and the chances of returns which are higher than the average returns from other securities. Banks sell these securities with slices and tranches which reflect varied levels of seniority in respect of matching the risk versus rewards profiles of the loans. The following example can be used to understand the working of the Collateralized Loan Obligations. Assume that a corporation is willing to take a debt of USD 100 million to finance its business expansion process and that this corporation has assets which have a valuation of USD 20 million. The cost of debt for the loan is taken to be 5% per annum and the risk free rate of return is 1% per annum. The corporation issues a USD 100 million of debt structures which includes a top trance of USD 40 million and a bottom tranche of USD 60 million. The top tranche would be backed up by the assets of the company so that in the event of credit default, the investors can pay off the loan by selling off the assets to recover the investment. The interest rate in this case is 2.5% per annum. The bottom tranche of USD 60 million does not have any backing even in the event of credit default. For this case, the interest rate per annum would be 6%. For the Collateralized Loan Obligations, the rate of interest would be calculated as follows: This cost of debt is lower than the cost of debt calculated in average. Therefore, it is cost effective and attractive for investment purposes. The

Cultural Diversity Presentation Essay Example for Free

Cultural Diversity Presentation Essay This presentation that I will be displaying is to demonstrate the schools, parents and teachers the importance of English language learners and to encourage all parents to get involved and be part of the school culture activities. The involvement is important in assisting students in the schools. Also these courses and affiliations to include families, parents are to value the support and raise the level of their participation, whereas students progress their accomplishment, way of thinking, and manners. Seeing as parent taking part is so significant, the presentation symbolizes a way to aid parents and to become more effective member in their children’s schooling, as well as maintaining their educational accomplishment, and support them to take the most thorough educational programs offered by their schools they go to. The three activities in which I will be displaying is based on the belief that actual parental participation schooling must present families useful guidance to brace their kid’s learning. Throughout these presentations, families will discover the choices and openings obtainable to students from all social factors and cultural groups and realistic approaches to persuade and encourage their kids as they take on the challenging school classes in elementary, middle or public high school. Goals: The major aims of the parent’s participation and training are to: 1. Improve teachers’ understanding of ideas to better intersect cultural interaction with families; 2. Improve family’s understanding on the advantages of parental participation in their kid’s education. 3. Present family with data about cultural diversity and the vital importance of their kid’s involvement in such program as this; 4. Make available to families certain ideas to assist their kids to sign up in cultural programs. Diversity and Cultural Contact Communication: Discovering and understanding more about each other and our students as associates of an exclusive cultural and verbal population is an essential idea of raising the value of interaction among educators, classmates, parents, and schools. Families who are not customary with the United States instructive academic procedure are confronted with extra disputes in their specific school participation. For example, families who were raised in different nations might act in a way steady with the means they were proposed to conduct in the lands where they were raised. In various nations/ethnicity, families are not likely to participate in the school learning activities other than assist with research and go to irregular celebrations. The American school method believes that families will take some accountability for their kid’s achievement in proper learning by fitting energetically drawn in with the school and assisting their kids. The probability is that families will be occupied not only with the obligation of homework but also with particular assignments and other linked interest. In several nations the task of the families and the task of the school are harshly outline and separated. Close relative have an important obligation to implant manner and correct conduct in their kids. It is the school’s task to implant educational understanding. Teachers may be alleged as possessing not only the accountability but also including the right to make all instructive choices about their learners. In adding together, numerous linguistically and settler families are not alert of their human rights and the dissimilar function that they can have in their own school structures. Once the parents of migrant youths have no comprehension of the learning procedure, they might sense that they are leaving behind their kids to the big, unfamiliar planet that their kids now fit in to, other than families do not. They might turn out to be puzzled, alarmed, and irritated. These arguments can generate a meaning of anguish and stress. Schools can assist parents in the course of shifting into the United States typical ethnicity by making them sense that they are wanted and worthy. While parents comprehend how they can maintain their kid’s schooling and once schools discover the means to lecture to and integrate these parents’ cultural offerings, every person gains. Activity 1 The participations of families Aim Activity one: Recommend families with information about the encouraging influence of parental participation. Estimated time involves: One hour and a half Supplies: Indicator Marker and White board Topic Number one: When families get concerned in their kid’s schooling. Your best course of action: Warm-up Activity number one (15 minutes): Previous to opening the activity make clear the specific grounds of this gathering. Then have every single close relative present him or herself and speak for a moment about his or her point of views of the value of teaching in their kids’ lives. Carry a Full Group Activity: Give a (15 minute). For a little time explaining the vital stages of family participation and the way in which they can encouragingly influence their kid’s schooling. Group Activity number one (30 minutes): Include close relatives to play a role in the next task. Split the close relatives into little groups of four. Request the families to consider the way in which they can help their children to perform better in school. Persuade them to give examples of ideas they presently use to help their kids. Include the group to take a public official and a host. Include every single group to list their own individual ideas on the white board. Make certain that the families believe and feel happy with these functions. But if required, you or a school spokesperson may need to assist them to proofread and offer their strategies. Group Activity number two (30 minutes): To track the action, asking families to go in return to their previous role and place their ideas in conditions of their usefulness. â€Å"Which of these ideas has been generally most victorious? † Include the group to rephrase the ideas in class society. When this activity is finished, include dissimilar groups to split their ideas. It is essential to allow the families to present their own individual grades. There are no right or incorrect answers. If families talk in dissimilar languages, attempt to have families who converse the identical language in the matching group to permit them to talk in their natural language if they desire. Also adding on, it is vital to have translators to assist affiliates of the group converse with one another if various affiliates of the group are not English skilled. Activity 2 Make a Change in your Kid’s Life! Aim Activity two: To give emphasis on the strength that parental might have in their kid’s educational lives when they get included. Estimated time involves: One hour and a half Supplies: Indicator Marker and White board Your best course of action: Carry a Full Group Activity: Give a (15 minute). To recite it out loud or you might have one of the close relatives read it to the group. Group Activity number one (30 minutes): Make it possible to facilitate a conversation between families. Offer and help to facilitate conversation on the inquiry: â€Å"like having you encountered similar related circumstances? What would you do or say? What was the response of your act? † Write down family’s answers on the white board. Group Activity number two (30 minutes): Split the group into little bunches. Request every single group to talk about the following inquiry: (A) what type of input or means of the school should you require to turn into a good supporter for your kid? Have the group write down their strategies on a single sheet of paper. Then share those thoughts with the whole group. Evaluating the answers to the inquiries – (15 minutes) Closing the comments – (15 minutes) The instructor will momentarily outline the ideas and the data presented to him or her from the groups and persuade the families to use the offerings and ideas to make certain that their assistance to their kids will be successful. Activity 3 Encouraging Your Kid’s School Accomplishment Aim Activity three: The aim of Activity three is to offer families truthful aims and actions that will allow them to support their kids to start setting up for university at a young age. Estimated time involves: One hour Supplies: Indicator Marker and White board Your best course of action: Carry a Full Group Activity: Give a (30 minute). To explain the importance and demands of a university and the difficult activities they may encounter. How to gain college credits in the period time there are in high school. What type of classes will assist them to be successful at a university and finish a degree? What guidance counselor they should speak to about workshops, financial aid document for students. Educators need to also explain to the parents about the amount time and work that their kids have to do and how they are being graded. Introductory Activity: Give a (30 minute). Welcoming an ex-former successful student to a meeting classroom to share his or her progress experiences in the university with present students which are also helpful. Expending families’ supportive and assistance is also very vital to students’ accomplishment. Together the parents and students ought to study about the significance of get ready for a university while in high school and the necessity of a college learning to accomplish a profitable career. Conclusion: Educators need to present families with necessary educational material on hand to support functioning school meetings and high educational prospects. We need to increase parent participation and expectations that way they can really and openly influence the progress of a stressed student. These classes are offered to parents as an important offering tool which is at their access. Educators need to supply the information, instruction guidelines and at home tactics. Families also need to work with their kids at home at a suitable time. If mutually families and educators play their task in this affiliation, they can develop a beneficial relationship where the child obtains the gains. This activity, which provides a cultural diverse program which can be utilized as a method of interaction between families and educator. The presentation provided as well the information and methods to families to allow them to become more concerned in their kid’s schooling. The presentation will determine the changes in families handling and insight of the activity establish on study and discussion. Reference: Syrja,R. C. (2011). How to reach and teach English Language Learners: Practical Strategies to ensure success. San Francisco,CA: Jossey-Bass. Increasing Student Achievement by Increasing parent Involvement By Dr. Cynthia fusilier Director of Curriculum New Brighton area School District http://www. slideshare. net/NBASD/parent-involvement-presentation Graves, S. L. (2007). Influences on preservice teachers beliefs about family involvement and cultural diversity: An exploration of mentoring relationships. (Order No. 3393768, The Pennsylvania State University). ProQuest Dissertations and Theses, , 233-n/a. Retrieved from http://search. proquest. com/docview/304840371? accountid=32521. (304840371). Sturz, D. L. , Kleiner, B. H. (2005). Effective management of cultural diversity in a classroom setting. Equal Opportunities International, 24(5), 57-64. Retrieved from http://search. proquest. com/docview/199537956? accountid=32521

Positive reinforcement within the classroom

Positive reinforcement within the classroom Positive reinforcement within the classroom. Classroom management and discipline is the most challenging aspect of teaching (Yost Mosa, 2002). Aksoy (2003) describes classroom environment as; multifaceted, simultaneous, fast occurring, and unpredictable. This environment means that at any time, teachers have to attend to a vast range of pupil needs fairly and consistently. (Edwards 2003). It is therefore important teachers implement and refine strategies focusing on reducing behavioural issues in order to maximise potential for learning and ensure smooth classroom practise. Due to the increased diversity of pupils in schools teachers now encounter a much wider range of behavioural difficulties in an average class, this is partly as a result of the Individuals with Disabilities Education Act (Quinn et al., 2001). Interestingly the most common request for assistance from teachers relates to behaviour and classroom management (Rose Gallup 2005). Disruptions in class take up student’s valuable learning time and decreases potential learning opportunities of the class. (Witzel Mercer Miller 2003, Cains Brown, 1996) Teachers who regularly encounter problematic behaviour often report increased amounts of stress and frustration (Browers Tomic, 2000). This in some circumstances can make teachers question their capability for their role (witzel, Miller and Mercer 2003). The importance of classroom management in reinforced by Shinn, Ramsey, Walker, Stieber, Oà ¢Ã¢â€š ¬Ã… ¸Neill (1987) who found classrooms frequently experiencing behavioural disruptions had less time engaging in learning, and pupils tended to leave school with lower grades compared to peers. Within the literature it is clear that there is a wide spectrum of strategies implemented by teachers to increase effectiveness of behaviour management strategies. Some educators argue strong discipline and setting limits are most effective, others assume creating an exciting curriculum works best. All strategies highlight the importance on how to behave, pupil responsibilities and adhering to class and social norms. It is also clear that many of the strategies identified have a basis embedded in psychological principle. These include behavioural, psychodynamic, biological and developmental approaches. It has often been disputed how best to apply psychological theory to classroom practice. This review will focus on the use of positive reinforcement in classroom management. Theories will be discussed, evaluated and related to classroom practice. What defines Positive reinforcement? Positive reinforcement refers to the implementation of positive stimuli to desirable behaviour. Described by Skinner (1938) as operant conditioning, it is used to increase the probability of desired behaviour occurring again (Fontana 1994). It is most effective if implemented immediately after desired behaviour occurs and often used as a behaviour management strategy. It can be applied through social cues (a simple smile), positive feedback and reward/sanction systems and best used alongside a classroom context (rules and routines). Theoretical basis of positive reinforcement Behavioural theories have been highly influential to positive reinforcement in the classroom, although they have not always been highly regarded by the educational community (Axelrod 1997). Nevertheless the use of positive reinforcement appears frequently within literature regarding behaviour management. It is important to identify principles underlying positive reinforcement and the criticisms to these theories. Also how these core behavioural principles can be converted to classroom practise and the issues surrounding implementing techniques. The first major contribution to positive reinforcement was Edward Thorndike’s â€Å"Law effect† (1911) which implies behaviour that generates positive effects on the environment are more likely to be continued (Miltenburger, 2008). This implied reinforcement and praise play fundamental role in shaping behaviour. Shortly after this Watson (1913) describes â€Å"Behaviourism†. He bases his theory on the understanding that behaviour is learned and therefore can be unlearned. Behavioural changes are therefore due to environmental circumstances (Miltenberger 2008). Ivan Pavlov (1927) describes â€Å"Classical conditioning†, in which a stimulus is linked to a naturally occurring response that occurs with a different stimulus to evoke an unnatural response. This manifests in a classroom scenario such as using a â€Å"finger click† to attract attention. It is a strategy used to consistently hint students to stop working. This example explains a â€Å"conditioned† behaviour in which pupils have been taught to behave in a specific manor to an unrelated cue. Much of his work at the time was conducted on animals within Laboratories. B.F. Skinner’s research has been significant in the development of positive reinforcement (Labrador 2004). He argued that positive reinforcement was more effective than punishment when trying to modify behaviour. Through his study he identifies â€Å"operant conditioning† which explains how reinforcement and punishment play a key role in the recurrence of behaviour. He explains how behaviour that is consistently reinforced with praise/ rewards will occur more often. He identifies five obstacles that inhibit children’s ability to learn. These included fear of failure, complication of task, clarity, direction and lack of reinforcement (Frisoli 2008). Additionally he recognises techniques such as breaking tasks down, repeating directions and giving positive reinforcement (Frisoli 2008). Classroom research that followed was based on his findings. Studies focused on adult’s childrearing (Baumrind, 1971) and children in a Laboratory setting (Kenney Willicut, 1964; Soloman, 1964). Most studies found reward to be more effective at managing and influencing behaviour. Bandura (1965) explains these findings as a product of children’s previous conditioned responses to reward and punishment, influencing its success in class. The Importance of Positive reinforcement Positive reinforcement refers to any event that follows a behaviour used to increase the chances of the behaviour reoccurring. It can also be used to motivate students. (Domjam 2003). Bracey (1994) states; 15 years of research have confirmed that reinforcing behaviour can increase the likelihood that the behaviour will be performed under subsequent non-rewarded conditions. Similarly Miltenberger (2008) states â€Å"disruptive behaviours can be controlled or eliminated with behavioural intervention† (p11). Due to this considerable research has been conducted into the application of positive reinforcement in schools. It is used to further teaching methods, control inappropriate behaviours and improve social and functional skills (Miltenberger, 2008). Positive reinforcement techniques have however been perceived to threaten individual’s freedoms (maag 2001). Society perceives reinforcement as externally applied to an individual with the aim of coercing behaviour and leading them to become dependable on extrinsic reinforcement (maag 2001). Although an understandable concern, Akin-Little, Eckert, Lovett (2004) describe these concerns as unwarranted. Studies have found positive reinforcement to increase intrinsic motivation (Cameron, Banko, Pierce, 2001), especially rewards based on meeting a performance objective (Eisenberger, Pierce, Cameron 1999). Conroy et al (2009) describes how ‘teacher reactions’ play a significant role in influencing students behaviour, pupils will try to gain attention through predictable behaviour linked to common teacher reactions. For example, a teacher who focuses attention solely on disruptive behaviour will cause children to behave in a disruptive manor in order to gain the teachers attention. Teachers should use positive attention within feedback to influence desired behaviour (Conroy et al 2009). Chityo Wheeler (2009) highlight the importance of using positive reinforcement with pupils that show signs of behavioural difficulties. Due to the nature of their difficulties and the disruptive effect on the class it is imperative to positively reinforce desired behaviour for these students (Chityo Wheeler 2009). Positive reinforcement in the classroom. Consequences Positive reinforcement influences desired behaviour, ignoring undesired behaviour decreases the chance of it reoccurring (Conroy et al, 2009). Rules and routines are used to prevent unsuitable behaviour. They establish behavioural context for the classroom and instruct pupils on expected behaviour and the consequences if inappropriate behaviour continues (Colvin et al., 1993). This method of instructing behavioural expectations is used in nearly every school and vital to creating a productive learning environment. Chitiyo Wheeler (2009) expand on this by explaining how appropriate behaviour can be established through modelling desired behaviour and by building naturally occurring reinforcement within the classroom environment. This involves managing inappropriate behaviour through consequences (Mather Goldstien, 2001). Rules and routines play a significant role in determining a context for consequences to be applied throughout the classroom. Consequences play a fundamental role in managing classroom behaviour and creative a positive learning environment. These are highly valuable tools used to encourage learning and prevent problem behaviour (Conroy, Sutherland, snyder, al- Hendawai and Vo 2009). Consequences should be used to further learning and stop disruptive behaviour occurring (mather Goldstien 2001). Mather and Goldstien (2001) describe a consequence approach to managing behaviour. This involves defining the problem, developing a behaviour plan, identifying an effective reinforcement and constantly reinforcing desired behaviour. Reinforcement should occur soon after the desired behaviour occurs and used to teach appropriate behaviour, social and communication skills (Mather Goldstien 2001). Teachers must select consequences that are relevant and strengthen behaviour. Bushell (1973) refers to irrelevant consequences as neutral consequences that do not affect behaviour. It is important for teachers to evaluate use of reinforcements to make sure consequences are positively reinforcing behaviour of all individuals (Bushell 1973). Positive feedback Social reinforcement is significant to all children’s development and very common within the classroom. Social cues including walking around the class, smiling, complimenting or commenting are vital in increasing and maintaining positive behaviours. These can be implemented verbally; â€Å"I like the way your group is working!†, Written; â€Å"Great!† or through expressions such as clapping or nodding. Skinner (1953) suggests that pupils need significant amounts of social reinforcement and positive attention in the first few years of school. He argues it establishes several generalised social enforcers including; attention, approval, affection and submissiveness. It also promotes confidence and responsibility within children. Convoy (2009) found praise can improve the whole class environment. Effective praise increases positive behaviours and interactions with pupils and teachers. (Convoy et al 2009) Infantino Little (2005) describe a range of important principles governing praise; Praise should be initiated by the teacher, dependent upon desired behaviour, focusing on improvement, age appropriate and structured around individual needs. These different principles describe a wide range of factors that together determine the effectiveness of praise. Despite this huge range of significant factors Smith Rivera (1993) show how praise is most effective overall, applied to specific behaviour. In the literature behaviour specific praise has been linked to positive outcomes for students and a decrease in negative behaviour. (Thomas, Becker Madsen 1968, Ramsey, Walker Gresham 2004) Most importantly praise has been shown to increase student motivation (O’Leary Becker 1969) and have positive effects on tea ching reading and math’s (Gable Shores 1980). Morrison and Jones (2007) addressed the topic of Positive Peer Reporting. This positive action of saying positive things about pupils peers reduced tension, negative feelings and encouraged positivity throughout the class. An example of this in class is ‘star of the week’ or ‘show and tell time’. This shows how praise is not just teacher orientated, but in fact can be applied throughout the class in a variety of different ways. This can help promote more learning within the class, specifically areas of development etc social skills/ personality. Despite this the effectiveness of praise in diverse classrooms is questionable due to individual differences and prior experiences of praise (Lam, Yim and Ng 2008). Infantino Little (2005) noted student’s preferred to receive praise for good work privately, as they prefer not to be singled out. This may infer that in school there are underlying cultural perceptions within children that performing well is a bad thing or something to be ashamed of. Teachers can combat this by using group praise/rewards or by offering a range of rewards to individualize rewards and increase motivation. Praise is a good example of a commonly used environmental event used to reinforce student’s behavior (Brophy, 1981). Important studies suggest teachers do not praise good behavior as much as they could (Wehby, Symons, canale go 1998). Rewards systems Schools have used external rewards to manage behavior for many decades. The use of rewards for good behavior is directly related to academic and social success (Slavin 1997). On the contrary some evidence suggests that expectations of rewards can undermine intrinsic motivation (Holt 1983, Deci, Koestner, Ryan 1999). A reward is defined as; the offering of an environmental event in exchange for participation or achievement (Craighead, Kazdin Mahoney, 1981). To successfully shape problematic behavior students must comprehend and accept rewards used to reinforce behavior. Pupil’s perception of a ‘good’ reward has been shown to change with age (Shreeve, Boddington, Bernard, Brown, Clarke Dean, Elkins, Kemp, Lees, Miller, Oakley, Shiret 2000). This can have a major impact on the effectiveness of using reward systems. To combat this issue, Infantino Little (2005) state rewards should be â€Å"mutually agreed by students and teachers, realistic and deliverable†. Rewards can help define behavioral expectations, recognize positive behavior and provide a safe, consistent school environment (Shreeve et al 2002). This provides students with a sense of community and self belonging which increases opportunities for learning (Zimmerman 1989). Rewards are significant in helping motivate children with reading, Math’s and social skills (Reiss, 2005). Research suggests reward systems are effective at improving behavior (Clifton Cook, 2012). A wide range of factors contribute to the overall effectiveness of using classroom rewards. These include; perceived fairness, providing choices of reward, establishing a sense of community and individualizing reward systems. It is important that teachers evaluate their strategy to make sure these factors influence how reward strategies are implemented through school. Barriers to application of positive reinforcement. While implementing positive reinforcement within the classroom teachers face several barriers. Briesch and Chafouleas (2009) identifies that a lack of time and resources means teachers are unable to reinforce all desired behaviour within the class. Also there is a danger that the teacher becomes an unconditioned stimuli resulting in children only acting in specific ways in teacher presence (Briesch and Chafouleas 2009). Reinke, Lewis-Palmer Merrell (2008) describe ‘Locus of control’ being taken away from children when using excessive positive reinforcement, this resulting in a loss of intrinsic motivation. It is therefore crucial that teachers evaluate how productive their strategies are in their specific class. Another major issue within the literature is that when a child is rewarded for completion of a task many times, they tend to lose interest in the actual task and focus more on gaining the reward at the end. (Kohn 1993) this can seriously impact the learning environment and have adverse individualised effects on their attention processing systems (Hidi 1990). Also noted within literature is that teachers can easily make bad use of reinforcement and as a consequence, unintentionally reinforce negative behaviour. For example; sending a student outside for bad behaviour removes the child from the unwanted stimuli (work) and reinforces their behaviour because they have achieved their goal (not having to work). This means the underlying behaviour will most likely be repeated (Maag 2001). Another important fact to consider is that due to the culture of schools, and behaviour deemed appropriate, therefore reinforced, all children are being taught (reinforced) the same information decided by the small group of individuals who write the national curriculum. This does not promote individual learning and must surely have detrimental effects on the diversity and individualisation amongst the general population. Conclusion The use of positive reinforcement is based on a strong amount of literature that suggests behaviour is reinforced by contingent rewards. Most noticeable within laboratory experiments based on animals and food, positive reinforcement has become widely accepted as a behavioural modification strategy/tool. Due to the increasing range of pupil’s abilities in the average classroom teachers have to incorporate and build upon strategies that successfully promote progression with the vast majority of abilities encountered. In a class setting, strong rules and routines provide instructions to pupils that are used to direct behaviour. Verbal prompting of these rules can drastically increase the effectiveness of reinforcement. Consequences, rewards and positive feedback are used as an effective motivation tool and can supply incentives for behaving in specific ways, effectively influencing a wide range of decisions in the classroom. Praise is highly regarded by individuals and important to development of the self and social awareness. It has the ability to motivate students and build self confidence. To use reinforcement effectively through rewards, pupils must not become motivated solely by the reward, losing their intrinsic motivation can have adverse effects on individual motivation. To combat this reinforcement must be individualised for each child and teachers should incorporate a wide variety of reinforcement strategies into their classroom management strategy. It is important to note that how teachers apply positive can ultimately decide its effectiveness within the class. Strategies should be refined and built upon as children within the class develop or the teacher is at risk of reducing the effec tiveness of reinforcement and sometimes impacting negatively of their education. Positive reinforcement plays a fundamental role in creating a positive learning environment for all pupils. It is important it is used correctly and this involves reinforcing desired behaviour, not disruptive behaviour. Therefore it is important I use positive reinforcement in my own teaching by utilizing rewards, praise and sanctions to build a safe environment centred to learning. I will incorporate different reinforcement strategies into my teaching. The use of peer group feedback and praise is easily applied to pupil’s self assessment of the lesson and can help build social relations within the class environment to further learning. Word 2843

Impact of Remuneration to Motivate Employees

Impact of Remuneration to Motivate Employees This dissertation is based on a concept of human resource management, which is an important aspect for the success of the firm. The research topic of this dissertation is Investigate the impact of Remuneration to motivate employees in the Fast Food Industry: A Case Study of McDonalds. Remuneration is one of the main tools to appraise the performances of the employees, which ultimately motivates them to work with zeal and enthusiasm. This topic is mainly focused that managers uses remuneration as a tool of motivation. Case study of McDonalds will help to evaluate the importance of remuneration as an important tool for managers to motivate employees. Introduction Remuneration is directly or indirectly one of the mainsprings of the motivation in the society. A well defined compensation system leads to motivate the employees, which further leads to increase productivity (Chi and Han 2008). This research study mainly focuses on the relationship between remuneration and motivation. Yermack (2004) has asserted in his study that all the business organizations act like a profit maximization institution, so they put their efforts to improve performance of its employees by motivating them. This motivation ultimately helps the organizations to increase productivity level. Work motivation is interrelated with job satisfaction. Money often is looked upon as a means of fulfilling the most basic needs of man. These needs are made available through the purchasing power provided by monetary income: remuneration and salary of individual (Stajkovic and Luthans 2003). According to different motivation theories, such as Maslows Need Hierarchy, Two factor theory given by Herzbergs, McGregors theory X and theory Y, Achievement Theory, Taylors Motivational Theory, etc. Money is one of the main sources to persuade the behaviour of an individual towards his organization and work productivity (Wheeler 2008). Thus, it is necessary for the corporate executives or managers to be aware with the economical and social background of employees to offer good remunerations as per their talent and skills and motivate them to work. The general meaning of remuneration is the basic salary or pay of an employee, but in the broader sense, remuneration comprises salary, fringe benefits, compensation, bonus, commissions, employee stock op tion, etc. (Guedri and Hollandts 2008). In the current business scenario, managing and motivating human resources has become a complicated task. In this highly changing and competitive environment, remuneration is one of the main tools for the manager to improve the productivity of the employees, to attract competent personnel, to retain present employees, to reduce the rate of absents and employee turnover, to manage job sequences, to strengthen union management relationships, to improve public image of the company, etc. (Perry, Mesch and Paarlberg 2006). This research study would target the remuneration procedure in fast food industry of the United States of America, by using McDonalds, worlds number one fast food restaurant. Presently, the structure of fast food industry has become complicated and its success is mainly dependent upon the qualified and talented employees, who are able to understand the changing needs and requirements of the customers. Competitive pressure and environmental changes has increased the importance of motivational practices for managers to boost the performance of the employees. This dissertation will focus on the issue that how managers of McDonalds use remuneration practices to motivate the employees and creating competitive advantages in the industry. Additionally, this dissertation will also discuss the interrelationship between remuneration and motivation with the help of different motivation theories. Research Aims and Objectives During this research work, the researcher would examine the need and importance of motivation tools for the managers and how remuneration would help the managers to motivate employees in McDonalds. The main objectives, which are coming out of this research, are as follow: ? The foremost objective of this dissertation is to identify the impact of remuneration practices on the performance of the employees in the fast food industry. ? Second objective of this research study is to identify the relationship between remuneration and motivation, on the basis of different motivational theories. ? Next objective is to understand the remuneration practices and procedures used by managers in McDonalds to motivate the employees. ? Another objective of this research dissertation is to compare performances of employees in McDonalds with its rival companies to identify the importance of and advantages remuneration to motivate the employees. ? Additionally, suggesting different strategies and practices to compensate employees as per remuneration act is also one of the main objectives of this study. Background Information McDonalds is one of the biggest fast food family restaurants, which operates in more than 120 countries and serve more than 47 million customers in a day (McDonalds: About Company, 2010). It doles out some of the favourite foods all around the world like World Famous French Fries, Big Mac, Quarter Pounder, Chicken McNuggets and Egg McMuffin. Success of the firm is highly dependent upon its HRM practices and efforts put by its managers and employees. All the HR policies of the companies are defined very clearly for the benefit of all stakeholders. The main aim of the HRM department of the company is to offer best services to the customers by ensuring that the company has skilled, motivated and committed employees. Remuneration practices used by the firm are also very good and effective and based on various motivational theories. Remuneration is not a new concept for the business organizations. In the corporate world, all the members from owner to lower level employees work for money. Not only in MNCs but also in small shops, everybody wants high remuneration and financial incentives to fulfil their basic needs, thus, it is necessary to work hard to improve the productivity of the employees and earn more money (Yermack 2004). Corporate world has become competitive, in this concern, top executive and managers uses management practices and motivational theories to enhance the skills and productivity of the employees and earn high money. Thus, fair remuneration practise are used by the managers. This creates a feeling of satisfaction among employees to fulfil their needs (Chi and Han 2008). According to the assumptions of motivation, compensation and incentive is direct tool to motivate employees. Managers in McDonalds have taken a complete overview of this concept and motivate employees by offering good remuneration and performance incentives. Presently, companies are following the system of paying for performance. Qualification and experience are also important but work performance enables employees to get good remuneration (Perry, Mesch and Paarlberg 2006). For example, if a marketing manager is highly qualified but he is not able to conduct a market research effectively and his working output is very low, company would not give a high remuneration and other financial incentives to him. On the other hand, if a sales executive has average qualification and he serve more number of customers by showing his abilities and maintaining good relations with them; he would be definitely promoted by the company and would get monetary rewards also (Wheeler 2008). Thus, it is very clear that money matters for all the employees, whether they are at high position or belongs to middle and lower levels. Remuneration requires by all the employees to fulfil their basic needs and non-monetary and monetary rewards and compensation are also given by the firm to develop job satisfaction and control the rate of employee turnover (Guedri and Hollandts 2008). Thus, this research study would focus on McDonalds, which has effective HR and compensation policies to pay its employees and motivate them to put their best efforts to achieve the goals and objectives of the firm. Literature Review Motivation is a process to push employees towards some work in order to satisfy a need. Most of people work to reach some specified goals. It is the reason that motivation is goal-directed drive that causes to person to act. Mathis and Jackson (2008) defined that need, desire; want and drive all are similar to motivation. They described that understanding of motivation is important for organizations as reaction to compensation. Compensation and motivation are directly proportional to each other (Ajila and Abiola 2004). Performance of employees, rate of absenteeism and turnover are affected by motivation and remuneration and also influenced to motivation. Managers can use different motivational tools to motivate their employees and remuneration is one of main tools among all of them. Remuneration can be defined as the monetary motivation tool that influences the behaviour of employees towards work (Armstrong, Murlis and Group 2007). In the words of Perry, Mesch and Paarlberg (2006) each employee should receive a general compensation for their efforts, role and responsibilities followed by him in the company. Before deciding a form and amount of remuneration, several considerations are there such as general economic climate, specific business condition, cost-of living and worker qualification and productivity that a firm must consider (Carraher 2011). Different authors described about the relationship between remuneration and motivation. In order to support this relationship, Mathis and Jackson (2008) stated that remuneration is different from motivation and it is related with Herzbergs hygiene factors. Remuneration includes several th ings such as bonuses, commission, salary, fringe benefits such as pensions, holiday entitlement. The study of Chapman and Kelliher (2011) represent that employees motivation does not only come from decision mix (amount of pay) of an organization policy but also it comes from the understanding of individuals. The remuneration of an employee depends on several factors such as basic needs, psychological needs, social needs, performance of individual, productivity, profitability return, etc. (Khan, Farooq and Ullahb 2010). In favour of this, Kmiotek and Lewicka (2008) stated that effective motivation does not only involves proper implementation of remuneration policy but also involves some other motivators such as organization of work, HR development and training, performance management tools, performance appraisal, etc. According to the HR experts, creation of effective reward system is necessary to motivate employees but there is a need of good and enthusiastic managers, who can drive people towards good performance. In order to create an effective motivation process, it is necessary that there should be an appropriate remuneration policy for employees (Kubr 2002). According to Ajila and Abiola (2004) there are two types of rewards such as intrinsic or extrinsic. Intrinsic rewards are related with the rewards that are natural with job. This reward is achieved by individuals when they successfully achieve their own objectives. On the other hand, extrinsic rewards are outside the job such as working condition, security, promotion, working environment and service contact. Presently, in order to motivate employees, both intrinsic and extrinsic rewards should be a part of remuneration policy. It is also well discussed that individuals effectively work to the extent for the job, which provides them remuneration if they are intrinsically motivated. In contrast to this, if people are extrinsically motivated, they effectively work to the extent by which they can attain external rewards from the job (Chapman and Kelliher 2011). Thus, it can be concluded that if the remuneration is intrinsic to the job, desire for motivation is also intrinsic or if the remuneration is extrinsic to the job, desire for motivation is also extrinsic to the job (Ajila and Abiola 2004). Perry, Mesch and Paarlberg (2006) stated in their research study that in this new government era, in order to increase the performance and productivity of the employees, managers should adopt good remuneration policies. This will ultimately help the business organizations to offer quality services and products to the customers (Maxwell 2008). It is the reason that most of employers now use remuneration policies to attract, motivate, retain and satisfy employees. It is founded through different research that performance-based remuneration motivates employees to work hard (Ajila and Abiola 2004). The study of Khan, Farooq and Ullahb (2010) support the arguments of Ajila and Abiola (2004) and said that in an effective rewards system, there are several factors that influences the performance of employees such as basic remuneration, bonus, incentives, fringe benefits, monetary and non monetary rewards, commission, etc. All these factors are good sources to boost the performance of the employees. Carraher (2011) defined that remuneration helps in developing strong relationship between employers and employees. It is founded by researchers that employees motivate through different monetary remuneration and an effective remuneration helps in reducing absenteeism, turnover intentions, provides organizational attractiveness to different job seekers and also helps in increasing employees job performance (Kmiotek and Lewicka 2008). It has been stated by Guedri and Hollandts (2008) in their study that managers in different organizations consider remuneration as a major factor that helps in increasing productivity of employees. Remuneration is an important tool that focuses on motivating employees performance and behaviour. The study of Employee retention and organizational performance (2011) also support the views of Carraher (2011) and asserted, it is necessary that there must be appropriate rewards in order to satisfy and motivate employees. In contrast to both Carraher (2011) and Employee retention and organizational performance (2011), Mathis and Jackson (2008) said that other factors such as job itself, participation, appropriate feedbacks, morale and discipline are more important than remuneration that impact on remuneration. According to Blythe (2005), in the present competitive environment, job satisfaction is more important than money, thus, manager should concentrate on all non-monetary factors, promotions, health insurance, rewards systems, etc. Zyl (2010) has stated in his research study that there is a positive relation between labour productivity and employee remuneration, which is also supported by Carraher (2011). It is the reason that greater the employee remuneration, higher the level of labour productivity. Several reasons support this fact such as if an organization adopts more differentiate remuneration, it will enhance the human efforts and a higher remuneration structure also enhances the productivity of employees (Montana and Charnov 2008). At the same time Zyl (2010) also assesrted that if gaps between employee remuneration is regularly increase, it would ultimately increases gap and convert positive relations between employees performance and remuneration into negative. There are several reasons such as if it is filled by employees that their real remuneration is less than the fair remuneration, it can cause for negative relationship. Kubr (2002) Stated that an effective remuneration system does not only enhance the performance of people, who are already working well but also it is used to enhances the performance of people who are not performing well. Remuneration play an important role in motivating employees but different employees motivate through different factors. An effective remuneration package includes several elements. These elements are as below: First, element is salary that includes different things such as pay, commission, profit related pay and share dividends. Second element is related with different facilities such as insurance, healthcare schemes and pension. Other elements are availability of discounts on companies product and service for employees and subsidiary for meals and accommodation (Kubr 2002). Salais and Villeneuve (2004) support, Kubr (2002) and said that remuneration is a better tool to motivate employees for better performance. There are three basic remuneration components such as bonuses, basic pay and profit-sharing schemes that influence the performance of employees. Armstrong, Murlis and Group (2007) described about the effectiveness of remuneration as a mean of motivation such as: ? In order to motivate employees through remuneration, it is necessary that remuneration should be equitable and externally competitive. ? Contribution systems and pay for performance system are created on the basis and understanding that directs that motivation is only takes place when the rewards are worthwhile. ? Each employee understands about the workings of financial reward system and about the benefits that is provided by it. They also know about the skills and competences of remuneration system (Murlis and Hay Group 2007). In the fast food industry, remuneration is an important part that managers use to motivate employees and enhance their productivity level. In contrast to this statement Schlosser (2001) defined that if there are lack of secure employment and good wages in fast food organization, managers use team spirit in order to motivate employees by saying that, if one employee is arriving late and do not work hard, it also affects the performance of their friends as well as their co-workers. It also helps in motivating employees, so that they can improve their performance. It has been also defined that employees work only to increase their profits and this is the reason that if organizations provide more remuneration to the employees, it helps in generating more output (Wales and Reaich 2004). Development of an employee is directly proportional to the development of the organization. If the remuneration is directly related with work performance, employee will work hard. It is the reason that most of managers use remuneration to motivate employees. Managers clearly stated in their organizations policies that if employees work hard they can earn higher profits and it is the reason that employees are motivated through this policy. Good return and high profit will allow the organizations to hare the profit with employees, thus they should work hard to get good remuneration (Yermack 2004). Zyl (2010) has been also found in their research that if employees are motivated through remuneration, there are two positive effects of this such as it helps in reducing the labour turnover from organizations and it also helps in enhancing the more salary and good working environment. Thus, it is fact that it helps in generating a productive team of efficient and talented people for the enterprise (Wales and Reaich 2004). According to them remuneration as a managerial tool to motivate employees is important for several reasons. These reasons are as below: ? Remuneration is a tool to impartial measurement of different employees. It is because if employees get more facility instead of money, it does not motivate employees to work harder. ? With the increment in salary, employees can maintain their honour, prestige and ensure economic security (Wales and Reaich 2004). ? They also argued that remuneration is a more efficient motivating factor as it can easily increase or decrease according to the proportion of work. ? Remuneration also helps in increasing the self-confidence of employees that further helps in improving the standard of living (Wales and Reaich 2004). Thus, finally it has been concluded in many research studies that remuneration is an important tool that several managers use to increase the performance of their employees. Justification of the Study This research study has its own significance to understand importance of remuneration for the business firms to improve the performances of employees and for the individuals to fulfil their desires. Although this research topic is related with the HRM but it has a broad significance in the society. Remuneration means salary and pay that is paid by employers to its employees. Money is the foremost sources for the well living of individuals, which help them to fulfil their basic needs. Presently, innovations and changes in the economical, social and technological environment have enhanced the living standard of individuals (Mathis and Jackson 2008). Money allows them to enjoy a lavish life and raise their social standard, thus, this research topic is very much beneficial for the managers to understand that how remuneration practices enables them to motivate employees to work with zeal and enthusiasm. The main reason behind selecting the fast food industry and McDonalds is the popularity. Growth and success of fast food industry attract individuals to earn good remuneration. McDonalds provide good remuneration to its employees, who develop high level of job satisfaction among the employees; thus, this example would provide valid and true information. Although job satisfaction and enrichment is also important for the development of the employees, but money has also its own importance. This research study would be beneficial for all kinds of firms such as international, MNCs, small and medium size firms, to improve the productivity of the employees. Managers would also able to understand the significance of remuneration tool to boost the morale of employees and motivate them to achieve the goals on time. Research methodology Research methodology can be discussed as a systematic process, which assists researchers to collect, organize, record, and evaluate the data and information to resolve the problem and draw a valid and reliable conclusion (Bordens 2006). Selection of research methodology is a significant task for the researcher. In order to select suitable methodology, firstly, researcher would use appropriate approach. Research Approach: There are mainly two kinds of research approaches inductive and deductive. Inductive Research Approach: In this kind of research, theories are developed according to the situation or problem (Crowther and Lancaster 2008). All these theories enable the researcher to explain data and information. This is very flexible in nature and based on bottom up approach. In this kind of approach, researcher evaluates a main concept and generalizes this view as per the research problem. It is related to the interpretivism point of view (Gill and Johnson 2002). On the other hand, this kind of research approach also involves some extent of uncertainty. Deductive Research Approach: Deductive research approach is mainly based on the positivism paradigm. In this kind of approach, research develops theories and hypothesis and tests these theories with the help of empirical observations. This approach is top to bottom approach in which researcher evaluates general views to reach at specific situation (Hyde 2000). The suitable research approach for this study would be inductive because this research focuses on the specific areas of human resource management, which are remuneration and employees motivation. Both of these concepts have their own significance in the success of a company as well as individuals. Thus, this research approach is more appropriate to explore the effectiveness of remuneration to motivate the employees and improve their productivity (Burke 2007). Deductive research approach would not be used because HRM has not given any kind of theory to defined remuneration. Basically, this is a pay given by companies to the employees for their job performance that can be used to develop a hypothesis for the research study. Appropriate Research Methodology: There are numerous research methodologies such as theoretical, applied, analytical, descriptive and empirical. Selection of research methodology would be based on the nature of research problem. In order to select the appropriate research method, it is essential to understand the nature of the research problem. The suitable research methodology for this research topic would be descriptive and applied research methodology. The main reason behind choosing this methodology is its advantage of identifying population characteristics (number of employees to collect primary data) in McDonalds to understand the impotence of remuneration to motivate employees and develop feeling of job satisfaction among them. It is a flexible methodology in which researcher uses several variables and lot of information to solve the problem or to achieve research objectives. It has flexible nature, which comprises both qualitative and quantitative research process (Cooper and Schindler 2007). We are not using other research methodologies because they are not appropriate for this study. In theoretical research, there is lack of experimental analysis and in analytical research there is a restriction of theoretical background (Goddard and Melville 2004). On the other hand, empirical research methodology is highly based on observation and field data rather than theoretical. Thus all these methodologies are not well appropriate for this study. In descriptive and applied research methodologies, the research got a chance to use both concepts and observational method. Both of these methods are also beneficial to manage cost and time (Marczyk, DeMatteo and Festinger 2005). Data Collection Method to collect Primary and Secondary Data: After deciding research approaches and methodologies, appropriate data collection method would also be selected. In order to investigate impact of remuneration and different motivational tools on the performance of employees in McDonalds, we would focus on two different types of methods. Primary research and secondary research are two different types. In order to complete this research study, the propose research types are primary as well as secondary. Primary research type comprises observations, survey and interviews through questionnaires, whereas secondary research methods comprises evaluation of reliable academic articles and published studies that are previously done by other researchers (Scruggs and Mastropieri 2006). Questionnaire can be defined as a set of some important questions that are related to the research problem. In order to collect primary data, a set of questionnaire would be used to conduct a survey process. Some well defined questions would be e-mailed to the participants in the form of questionnaire, so that it will be easy for the researcher to get back the responses of participants and carry out the research study in a systematic way. This is a suitable way to collect important qualitative data, which comprises low cost and also free from discrimination (Stead 2001). On the other hand, this research methodology has also some restrictions such as dully filled questionnaires, lack of reliability on data, low rate of return, etc. This kind of research strategy can be used only in the situation when the participants are well educated and collaborates (Bordens 2006). In case of this research study, the research would target the employees of McDonalds, who are well qualified and experienced to understand the importance of research topic for their personal, social and organizational welfare. In order to minimize the chances of discrimination, an observation methodology would also used. The information gathered by researcher at his personal level would be observed through graphical and tabular presentation to manage the thematic analysis (Crowther and Lancaster 2008). In order to collect secondary data and information variety of academic journal would be analyzed after assessing their credibility. Most of the portion of this research study would be based on the secondary data. Primary data would be used for a limited extent because it is really difficult to select appropriate participants and contact with all the participants for their valid and reliable response. By using secondary data and information, it would be easy for the researcher to enhance the credibility of the research (Cooper and Schindler 2007). Apart from research articles, companies report, different case studies would also be used. The researcher philosophy for this study would interpretive, which provide subjective reasoning according to the secondary data and real life examples (Scruggs and Mastropieri 2006). Justification of Research Methodology Both primary and secondary research methods are used to collect data, which are questionnaire, observation and review of academic journals. All these methodologies would be beneficial for this study to find the real facts and figures. According to the inductive research approach and descriptive and applied research methodologies, these are absolutely suitable strategies for this dissertation. The main aim of the researcher is to understand the impact of remuneration and motivational practices on employee performances by minimizing the errors, thus all these strategies would be beneficial to reach at the valid conclusion (Silverman 2004). Survey through questionnaire and observation method has many advantages and it is very much useful for the researcher to understand the real life situations to achieve the objectives of this research study. Survey through questionnaire is a very efficient technique to collect data and information from a large number of populations. In this research study, researcher has selected a small sample size, which gives an idea to him for the large population, thus both survey and observation methodology would be appropriate (Marczyk, DeMatteo and Festinger 2005). It is valid and reliable research methodology, through which research can study beliefs, attitude and behavior of employees and managers due to different remuneration packages. In questionnaire and observation method, extent of subjectivity and discrimination is limited. On the other hand, secondary research method enables researcher to evaluate the subjectivity of the research topic. Ethical Consideration In order to conduct any research study, it is necessary for the researcher to concentrate on the research ethics and integrity. Without ethics and integrity, research study has no value. This research study would also be conducted on ground of ethical boundaries, which ultimately help the researcher to achieve consistent and dependable result. Following ethics in research also shows the concern and responsibility of the researcher towards society and corporate environment (Resnik n.d.). The researcher would develop a code of ethics with the help of corporate lawyer. The researcher would establish ethical guidelines according to the law and regulations. Conducting an unethical research will ultimately lead confusions for the society and readers, which would waste the effort and hard work of the researcher (Ethics in Research 2010). The code of ethics would lead surety about the safety and security of data and information. The researcher would ensure the participants that he would not disclose their personal and professionals information. Researcher, his team and all the participants would follow integrity, honesty and dependability to conclude and authentic result. The researcher will record all the information to in hard copies and soft copies to by accessing passwords and security codes (Resnik n.d.). Researcher would follow non-discrimination practices to collect and evaluate primary and secondary data. Possible information sources In order to collect secondary data to accomplish the research and achieve the objectives, different sources would be used by the researcher. These sourc