The Divine Command Theory Essay Example | Topics and Well Written Essays - 1000 words

The Divine Command Theory - Essay Example Too many words and arguments have been expended on this topic, but let me draw my reason from this simple passage to why this theory should be endorsed: " God is love." [1 John 4:8]. If we believe that God does not declare what is good, and simply commands us to do it, just because he is the stronger and he is therefore the authority, isn't it hard to obey The human nature is stubborn, that I believe. But if we are to think that there are these existing commandments, from an authority who knows our inmost being, Someone who provides our needs even before we ask for it, the One who loves us unconditionally (these I learned from Sunday schools), isn't it true that it will be easier to follow I deem that the same God I got to know on Sunday schools is the same God being talked about in the Divine Command Theory. Therefore, to endorse the theory will mean no harm; instead this will lead people to do good, embrace what is good, and to obey His commandments. One main objection to the Divine Command theory is the so-called Euthyphro Dilemma, proposed by Plato. The dilemma goes like this: "are morally good acts good because God commands it, or God commands it because God Himself is good" From this, at least three problems for a Divine Command Theory arise: The problem of emptiness, whereby "God commands what is good"; the problem of independence, whereby God only commands things because they are already morally good, thus making God irrelevant to the moral rightness of action; and thirdly the problem of horrendous commands, whereby God could, if DCT is true, command acts that we find horrendous The independence problem: how can the notion of "goodness" be objectively separate from God How can one judge God to be good if God is the source of what we call goodness (Peoples). I chose to cite the implication that morality is arbitrary as another standard objection to the theory aside from the well famous Euthyphro Dilemma. It implies that if the theory is true, morality is based only on God's whim. Therefore if God commands cruelty then, it would be only right to obey him and commit cruelty as well. One reply to this objection denies that God, the familiar omnipotent, omniscience, and omnibenevolent theistic deity (Miller), would have commanded such things because, He necessarily does not command evil. Whether God is red in tooth and claw (Kevin Kim), or whether He is the God of love I came to know on Sunday schools, it only means that all of us, from time to time, reflects on that Being to whom goodness emanates, may it be absolute or not depending on your beliefs. Works Cited Wheeler. http://www.philosophy.uconn.edu/department/wheeler/divine.pdf Glenn Andrew Peoples http://www.berettaonline.com/articles/philosophy/echo.html Miller, Christian. "Divine Theory and Obligation". New Waves in Philosophy of Religion. Ed. Y. Nagasawa and E. Wielenberg. Palgrave Macmillan, 105-124.. http://www.thedivineconspiracy.org/Z5230U.pdf Kim, Kevin. http://bighominid.blogspot.com/2005/05/divine-command-theory.html Cultural Relativism Cultural relativism is the philosophical principle which says that an individual's beliefs and activities is to be understood by his culture. It holds

Mark McMinn, the author of the book Psychology Essay Example for Free

Mark McMinn, the author of the book Psychology Essay Theology and Spirituality, did an excellent job discussing the aspects of psychology, theology and spirituality, and how they can be integrated by a Counselor. Each chapter opened with a real life example of what it would be like to not properly integrate psychology, theology and spirituality. Christian counselors are charged to incorporate spirituality in their personal lives and properly display these same practices with their clients. Christian counselors are individuals who seek and successfully become trained in counseling theories and techniques as well as theology practices such as using prayer and scripture. â€Å"This type of training can rarely be accomplished in the classroom. But it calls us to lives of spiritual discipline and a personal love for scripture† (McMinn, 2011, p. 139). According to McMinn, the goals of Christian counseling are multi-faceted (McMinn, 2011). Most counseling maps are focused on mental health. McMinn (2011) presented a healing map. This map displayed the link between self-sufficiency, brokenness and the healing relationship and how they relate to the core foundations; prayer, scripture, sin, confessions, forgiveness and redemption. Effective counselors are passionate and irrepressible in the walk with God. McMinn also cautions counselors on the limitations and challenges they will face in counseling. Each section discussed one core foundation. McMinn not only discussed these topics in depth, he also related them to the healing map by answering these three questions; Will this help establish a healthy sense of self? Will this help establish a healthy sense of need? And will this help establish a healing relationship? (McMinn, 2011). McMinn discussed the true purpose that self-sufficiency served and pointed out that this purpose was greatly corrupted, leading to the brokenness that requires a healing relationship. Self-sufficiency is our freedom to love and be kind. When we take this freedom too far, we end up having to face consequences that can have lasting effects, with the absence of a healing relationship. Brokenness not only causes us to seek counseling, but it draws us nearer to God and this in turn allows a true healing relationship to begin (McMinn, 2011). The foundations that McMinn discussed; prayer, scripture, confession of sin, forgiveness and redemptions, are all needed to properly devise therapy that will have actual results. When a counselor uses prayer in their session, it  enhances the client’s spiritual growth which also strengthens their faith (McMinn, 2011). â€Å"When we pray we humble ourselves and ask to become a partner in knowing and doing God’s will† (McMinn, 2011, p.85). When scripture is applied in counseling, it not only teaches the client how to understand it, but how to incorporate it in their lives, further strengthening their relationshi p with God. Scripture also helps the client recognize and understand sin. The realization of sin, helps the client understand why they are suffering and that there is real hope to overcome the suffering when they overcome sin. After acknowledging their sin, the client can now accept forgiveness and mercy. When the client is competent in acknowledging their sin and accepting mercy, they are not capable of establishing a sense of self (McMinn, 2011). The best part of the process is redemption. Redemption allows the counselor to honestly look at each core foundation with the client. Redemption provides that mirror of change and the growth to overcome obstacles in the future. Concrete Response Reference McMinn, M. R. (2011). Psychology, theology, and spirituality in Christian counseling (Rev. ed.). Carol Stream, IL: Tyndale House

Media Stereotypes Essay -- Media Stereotypes Stereotyping

Media Stereotypes â€Å"Media stereotypes are inevitable, especially in the advertising, entertainment and news industries, which need as wide an audience as possible to quickly understand information. Stereotypes act like codes that give audiences a quick, common understanding of a person or group of people—usually relating to their class, ethnicity or race, gender, sexual orientation, social role or occupation.† Stereotypes are deeply embedded in every society in numerous ways. The dictionary definition of a stereotype is â€Å"one that is regarded as embodying or conforming to a set image or type.† Stereotyping or Labeling is a technique that â€Å"attempts to arouse prejudices in an audience by labeling the object of the propaganda campaign as something the target audience fears, hates, loathes, or finds undesirable.† These stereotypes become so clichà © that they begin to form daily thoughts and views and one is unable to look beyond them. They then become dominant ideologies that are impossible to remove. These stereotypes are inevitable since they have been a key player in the propaganda that the west promotes to other cultures and societies. Media plays a vital role in producing these stereotypes. This is because the media is a very dominant mode of communications in the society that we live in today. In the past 50 years the media has shaped thoughts and influenced people in numerous ways. â€Å"Most common forms of media are television, radio, newspaper, magazines, direct mail, and billboards.† We are bombarded everyday in some way or the other by images from the media world. Therefore, it becomes impossible to escape the messages that are presented to us over and over again. These stereotypes are there in order to form propagand... ...ns.biz/marketing/marketing_definitions.htm. consulted on Monday, March 29, 2004 From Wikipedia, the free encyclopedia. Online at: http://en.wikipedia.org/wiki/Propaganda . Consulted on Monday, March 29, 2004 PRATKANIS, Anthony and ARONSON, Elliot. Age of Propaganda: The Everyday Use and Abuse of Persuasion . New York : W.H. Freeman and Company, 1991. Media Network Analysis. Media Portrayals of Girls and Women: Introduction. Online at: http://www.media-awareness.ca/english/issues/stereotyping/women_and_girls/index.cfm . Consulted on Sunday, March 28, 2004 Quote from the text on the woman in the Bijan image. Online at http://www.mediawatchyouth.ca/images.php?cat=rr . Consulted on Friday, April 02, 2004 . DYER, Richard. Gays and Film. Online at http://gente.chueca.com/peliculas2/libros/richarddyer/gaysandfilm.htm . Consulted on Friday, April 02, 2004

Lads & Lassies

Arthur Gharakhanian Lads & Lassies (LL) ACCU-620 Brandman University Week 4, Assignment 2 November 14th, 2012 Lads & Lassies Introduction Classifying how the income statement needs to be coded for Lads & Lassies is a two step processes. I will be using the data provided in the case along with information from FASB's Accounting Standards Codification. FASB's coding system is being used to help prepare the layout and ensure proper reporting of the items listed in the case analysis. Some minor changes need to be done to the income statement format to make it presentable which will be noted in the analysis.Please reference Appendix A throughout the analysis to see how the income statement is ultimately being constructed. Analysis – 2005 When constructing the 2005 income statement for Lads & Lassies, I will be using a multi step income statement as this is the format that â€Å"includes other important revenue and expense classifications makes the income statement more useful† (Kieso, 2012). We have limited information to use for 2005, but we can still construct an income statement up to gross profit.We will adhere to FASB rule ASC 225-10-S99-2 (Regulation S-X Rule 5-03, Income Statements), which regulates the relevant items and their components which should be separately stated in the income statement and their arrangement for the presentation. This coding rule provides us the guidance on how to label and present the revenue generated by Lads & Lassies. Also included in this rule is the requirement on how to report costs and expenses associated with the applicable sales be reported separately on the income statement. Therefore we will breakout the expenses directly tied to sales on their own line item (Cost of Goods Sold).Lastly in 2005 we will calculate the gross profit, which â€Å"tells us how much money an entity would have earned if it Lads & Lassies didn’t pay any other expenses such as salary, income taxes, office supplies, utility, ren t, etc. † (Kieso, 2012). Analysis – 2006 The accounting reporting standards mentioned in the 2005 analysis still apply, however, there are additional standards that need to be applied in 2006. When constructing the income statement we will have to address the gain on sale of corporate headquarters and the class action settlement.In accordance with ASC 225-20-45-4(d), † the sale or abandonment of property used in the business is being excluded from being presented as an extra-ordinary item† (FASB, 1973). However, when the gain or loss of a building is associated with the movement of corporate headquarters, we would use ACS 225-20-45-16 (Presentation of Unusual or Infrequently Occurring Items). This rule states that â€Å"a material event or transaction that is unusual in nature or occurs infrequently but not both, shall be reported as a separate component of income from continuing operations† (FASB, 1973).Rules ASC 225-20-45-4 & ASC 225-20-45-16 also a ddress the presentation of the settlement received from the class action lawsuit. We must report the gain or loss from the class action lawsuit in other income (expense) section of the income statement. This section will follow the income and cost of goods sold sections, thereby â€Å"adding back† revenue to the gross profit to reveal a new gross profit. These transactions could be considered below the line entries and would follow indirect expenses (salaries, rent, etc. , but since those items are not present these entries will follow revenue and cost of goods sold. Conclusion Using FASB we are able to determine how to properly present Lads & Lassies income statements. The changes that accompany the growing company from 2005 to 2006 are easily Lads & Lassies recorded and presented in the income statements year over year. Being able to distinguish what is an unusual or infrequently occurring item is crucial in determining if it falls under operations or non-operating income ( loss).Although the income statement is not complete as we are missing information regarding expenses not directly tied to revenue, the income statements presented (Appendix A) are complete and prepared to code. References FASB ASC 225-20-45-2. [Predecessor literature: â€Å"Reporting the Results of Operations,† Opinions of the Accounting Principles Board No. 30 (New York: AICPA, 1973), par. 20. ] FASB ASC 225-20-45-4. [Predecessor literature: â€Å"Reporting the Results of Operations,† Opinions of the Accounting Principles Board No. 30 (New York: AICPA, 1973), par. 3, as amended by â€Å"Accounting for the Impairment or Disposal of Long-lived Assets,† Statement of Financial Accounting Standards No. 144 (Norwalk, Conn. : FASB, 2001). ] FASB ASC 225-20-45-16. [Predecessor literature: â€Å"Reporting the Results of Operations,† Opinions of the Accounting Principles Board No. 30 (New York: AICPA, 1973), par. 23, as amended by â€Å"Accounting for the Impairm ent or Disposal of Long-lived Assets,† Statement of Financial Accounting Standards No. 144 (Norwalk, Conn. : FASB, 2001). ] Kieso, D. E. , Weygandt, J. J. , & Warfield, T.D. (2012). Intermediate accounting, 14th edition binder ready version. (14 ed. ). Wiley. Appendix A | | | Lads & Lassies Income Statement| Fiscal Year Ending on January 29, 2005| (Figures in Millions)| |   |   | Revenue|   |   | Clothing| $ 70. 60 |   | Sassy Spa| $ 3. 90 |   | Total Revenue|   | $ 74. 50 | |   |   | Less: Cost of goods sold|   | $ 46. 50 | |   |   | Gross Profit|   | $ 28. 00 | | | | | | | Lads & Lassies Income Statement| Fiscal Year Ending on January 28, 2006| (Figures in Millions)| |   |   | Revenue|   |   |Clothing| $ 71. 10 |   | Sassy Spa| $ 11. 20 |   | Transaction value| $ 4. 20 |   | Total Revenue|   | $ 86. 50 | |   |   | Less: Cost of Goods Sold: Clothing| $ 46. 50 |   | Cost of Goods Sold: Sassy Spa| $ 9. 60 |   | Total Cost of Goo ds Sold|   | $ 56. 10 | |   |   | Gross Profit|   | $ 30. 40 | |   |   | Non-Operating Income|   |   | Gain (Loss) on Sale of Building| $ 1. 70 |   | Income from Law-Suit Settlement| $ 2. 70 |   | Total Non-Operating Income|   | $ 4. 40 | |   |   | Net Income|   | $ 34. 80 |

Animal Farm Summative Essay

Animal Farm is an allegorical novel by George Orwell. It is considered to be an allegory because the farm and the various controversies within it are representing Russia’s condition before and after its overthrow of the tyrannical tsar. The novel explores more than just political conflicts – it shows the lengths human nature and gluttony can go, how surplus of power can destroy the truest of morality, how greed is present in every governing system, and no book, rule, or law can obliterate avarice. It also cleverly observes how humans alter their relationships and mask their true feelings towards others for their own security, and this course of action is evident in the relationship between Napoleon and Mr. Pilkington. Napoleon plays a greater role in the aftermath of the rebellion, rather than evoking the rebellion itself, and Mr. Pilkington does not play a great role in the novel until after the rebellion. Napoleon, from the very beginning, is made out to be an antagonist as he indulges in all sorts of suspicious activity, and constantly engages in arguments with Snowball, his partner in looking after the new â€Å"liberal† Animal Farm. The Seven Commandments are against everything man stands for, including Pilkington of Foxwood, and even if they do not have a direct relationship with each other in the beginning, Mr. Pilkington and Napoleon are enemies, because, as Old Major had once said, â€Å"Man is the only real enemy we have. Remove Man from the scene and the root cause of hunger and overwork is abolished forever† (4). Napoleon and Snowball have a very idealistic view of Animal Farm, but Napoleon’s attitude towards everything is noticed to be changed after the overthrow of Snowball. His hatred towards the other farmers had already started to falter when their rations fell short, but it is perceived that Napoleon started favoring Mr. Pilkington as he was against Frederick of Pinchfield, where Snowball was rumored to have resided. But their relationship is much like a seesaw as Napoleon goes through a phase of indecisiveness as to whether or not trust Mr. Pilkington as he had declined him any help during the Battle of the Windmill. For instance, when he had sent the pigeons to ask for help, Mr. Pilkington only replied with, â€Å"Serves you right†. As the novel progresses, the commandments are slowly altered, and this shows that Napoleon’s mind is slowly changing, his attitude towards the commandments are changing, and his attitude towards the humans are changing as well. For instance, the commandment â€Å"No animal shall sleep in a bed,† is altered to â€Å"No animal shall sleep in a bed with sheets,† for Napoleon’s own luxury, and this not only shows that Napoleon has a new outlook on life, but also a new outlook on humans – not only that, but he alters all commandments, showing he is becoming more and more like a human every day, until finally, the day comes when he stands on his hind legs, indulges himself in alcohol, and is seen to be playing poker with Mr. Pilkington. The most important chapter concerning Napoleon’s relationship with Mr. Pilkington would be the last chapter of the novel when the pair are chatting and laughing, when they both draw aces in a game of poker. This sig nifies the looming power struggle between the two. Both Napoleon and Pilkington are striving to be the stronger party and will stoop to any level to emerge the winner. At the beginning of the novel Napoleon treats Pilkington with heavy disdain, and tries to form an isolated community of self-sufficient animals. As the novel progresses Napoleon engages in trade with Pilkington’s farm, and conspires with him to frame Snowball and make him appear a traitor. His relationship with Pilkington is purely selfish and both of them after the same end, to be the stronger of the two farms. To conclude, in Napoleon’s pursuit of creating his idealistic socialist utopia, he ended up turning into the evil he set out to banish, and turning into what all the animals dreaded – turning into a human, just like Pilkington, which is why â€Å"it was impossible to tell which was which†(89).

Free Essays on Marquis De Condorcet

Marquis De Condorcet Marie Jean Caritat also known as Marquis De Condorcet became one of the leading human rights advocates to reflect and act on the issues of slavery, women’s’ rights and other infringements on human rights during the French Revolution. Marquis de Condorcet was recognized as being such an advocate of human rights through his writings and political encouragement of rights throughout the French Revolution. Marquis de Condorcet’s constant devotion helped gain all human beings our natural rights. Marquis De Condorcet was born in Ribemont, Aisne in 1743 where he grew up with his mother. His father was a cavalry captain and died five weeks after his birth. Marquis de Condorcet’s mother was a very religious person which raised him to be Catholic. At the age of nine Condorcet went to live with his uncle that sent him to a Jesuit school in Rheims. In 1758, Condorcet was sent to college at the University of Paris where he learned religion and Latin, and mathematics. Condorcet took a liking to mathematics and decided to devote his life to studying it. At the age of sixteen he was acknowledged for his analytical abilities. This gained him respect from many people such as Jean le Rond D’Alembert, which decided to take him under his wing and teach him. Once Condorcet gained the respect of others his career sparked off. Throughout the later half of Condorcet’s life he pondered ideas and expressed his beliefs of natural rights. Condorcet used his political career to help focus on his philosophies on human rights. Not only did Condorcet use his political career in many ways to help human rights, but he also used it to demonstrate voting rights and other forms of politics which apply to all people. For example in 1785 Condorcet demonstrated how three different majorities could have equal power in voting through what is known as Condorcet’s paradox. Out of all of the ideas which Condorcet reflected he first deno... Free Essays on Marquis De Condorcet Free Essays on Marquis De Condorcet Marquis De Condorcet Marie Jean Caritat also known as Marquis De Condorcet became one of the leading human rights advocates to reflect and act on the issues of slavery, women’s’ rights and other infringements on human rights during the French Revolution. Marquis de Condorcet was recognized as being such an advocate of human rights through his writings and political encouragement of rights throughout the French Revolution. Marquis de Condorcet’s constant devotion helped gain all human beings our natural rights. Marquis De Condorcet was born in Ribemont, Aisne in 1743 where he grew up with his mother. His father was a cavalry captain and died five weeks after his birth. Marquis de Condorcet’s mother was a very religious person which raised him to be Catholic. At the age of nine Condorcet went to live with his uncle that sent him to a Jesuit school in Rheims. In 1758, Condorcet was sent to college at the University of Paris where he learned religion and Latin, and mathematics. Condorcet took a liking to mathematics and decided to devote his life to studying it. At the age of sixteen he was acknowledged for his analytical abilities. This gained him respect from many people such as Jean le Rond D’Alembert, which decided to take him under his wing and teach him. Once Condorcet gained the respect of others his career sparked off. Throughout the later half of Condorcet’s life he pondered ideas and expressed his beliefs of natural rights. Condorcet used his political career to help focus on his philosophies on human rights. Not only did Condorcet use his political career in many ways to help human rights, but he also used it to demonstrate voting rights and other forms of politics which apply to all people. For example in 1785 Condorcet demonstrated how three different majorities could have equal power in voting through what is known as Condorcet’s paradox. Out of all of the ideas which Condorcet reflected he first deno...

Thesis Topics

Thesis Topics Thesis Topics Thesis Topics The essential part of the Master's and Doctoral students is to complete a thesis. But to find a potential thesis topic is rather difficult task. The following thesis writing tips will help you during your thesis writing. A thesis topic must grow from your own energies and interests. Start thesis writing with something you are familiar with or what you are interested, you should defined your general area of interest. Think about your hobbies, some efforts you have taken part in, etc. You also may write your thesis by means of elaborations or expansions of your successful junior papers. Before writing a thesis think about your earlier junior papers you have written in your previous courses. Finding a topic within an area of interest is more difficult. Your topic should be formulated as a question. But the questions can't be too broad, because a thesis's topic must have focus. It also doesn't mean that it should be too narrow because the goal of a good thesis is to express thoughts of g eneral importance through detailed analysis of a specific case or cases. Because the purpose of this process is to formulate provoke question, the best way to uncover topics in your area of interest is to begin posing questions. Read relative issues and literature to your topic. If your topic seems too broad, this reading will give you some ideas how to narrow your topic. If your question is too narrow, a selection of articles and books can lead you to the general concerns that relate to your interest. Parts of a Thesis Some research projects involve a practical component of experimentation, research in libraries which includes designing the methodology, then analyzing and reporting on the findings in the thesis document. Your plans would need to cover undertaking your research study, analyzing results, writing a preliminary paper on the project, doing further research with further analysis and publication, writing and submitting the thesis, and so on. These are important stages but you should also be thinking further ahead. It is important to keep in mind the final thesis structure and the time line for completing individual chapters. The presentation of thesis follows a standard order. Here is a list to help you during preparation: Preliminary material Title page Acknowledgments Dedication Table of contents Abstract or summary Glossary Preface Substantive material Introduction Literature review Other chapters Conclusion Final sections Bibliography Appendices References CUSTOM THESIS You are welcome to order custom thesis writing service at and professional writer will assist you with project completion.   We guarantee high quality and timely delivery.

Improve your energy levels to work your best

Improve your energy levels to work your best The grind of wake-work-sleep-repeat five times a week is enough to make anyone tired. Fold in family obligations, housework, and, you know, the occasional night out of fun, and it’s no wonder that most of us are exhausted by 2 p.m. every day. If you want to feel better so you can work better, you don’t have to make huge life changes in order to see results. Start small with the following tips and fold them into your life  bit by bit. If you’re diligent about changing your ways, your physical and mental energy are sure to see a boost.Eat good, whole foods.Whole grains, protein, and fruit are great ways to keep your brain and body going, even if you’re not feeling at your perkiest. Try oatmeal with a banana or berries and a sprinkling of nuts for breakfast instead of that muffin or bagel. (Keep a canister at work.) Store healthy snacks in your desk or in the common fridge so you have good options when you’re flagging and need an energy or blood suga r boost- try almonds, or carrots and hummus, or plain popcorn. If you’re prepared when hunger strikes, you won’t go searching for the first vending machine you can find. And don’t forget to hydrate! Keep a refillable bottle by your desk to fill with water and mug for green tea, which is less dehydrating and much healthier than coffee.Get enough sleep.â€Å"Enough sleep† will differ from person to person. According to the National Sleep Foundation, adults need 7-9 hours. Of course, this is just an average, and you know your body best. For you, a restful sleep might mean 8 hours, or it might mean 5. If you’re exhausted every day, chances are you need to increase your sleep time. Try adding 30 minutes every day and taking note of how you feel the next work day. Once you start to feel more rested, you likely have found a sweet spot.The issue for most working adults is finding the time at the end of the day to wind down and actually fall asleep at a rea sonable hour. If you establish a bedtime routine and turn off electronics in the hour leading up to your bedtime, sleep will come easier to you. Adding in exercise a few days a week can only help. Finally, it’s not the best idea to consume caffeine after lunch, so watch your coffee and soda consumption.Move around.If you’re drooping mid-day, move your body to wake it up. Are you able to get out for a lunch break? If so, take advantage- even a 20 minute daily walk in fresh air will do wonders for your energy levels and your morale. Can you make it to the gym, do a quick workout video, or go for a jog at least 3 times a week? Even better. If you just don’t have the time, take 15 minutes at home (in front of the T.V. will do!) to stretch your body every night. Anything to get the blood moving will make you feel and perform better at work.Check your vices.Smoking and drinking alcohol might feel like crutches that you desperately need to keep functioning, but both ca n have an adverse affect on both your energy and your health. If you don’t want to cut them out, at least aim to cut back.Make a workday soundtrack.This one is fun: If you’re allowed to play music out loud or listen to headphones while you work, take advantage. Every night, take a few minutes to create a playlist of tunes that will keep you motivated throughout the next day. It’s harder to doze off when you’re (silently) singing along to your favorites. When a long day stretches ahead of you, a curated music list is a small pleasure you can anticipate.

Information Systems Project Management Term Paper

Information Systems Project Management - Term Paper Example The benefits of project management are only achievable through effective project management. This is only obtained through a project manager with the following characteristics: performance, knowledge and personal ego. Through these qualities of an effective project manager, project management will deliver counter fold benefits. The manager, client, production team will derive satisfaction from the project. The benefits are but not limited to;†¢ Enhanced delivery of services: Similar strategies used to complete a project are used for other projects. The organization has the opportunity to look at situations.†¢ Positive Team development: The team that successfully manages a project command respect and motivation. Teamwork developed assists in the process of goal setting and as result lead to increased production and customer satisfaction. Smaller goals developed become stepping stones towards fulfillment of the larger goal. This results to the growth of organizational structu re.†¢ Be competitive: A successful project management team gets equal opportunities for other projects.†¢ Flexibility: Project management creates room for mapping out a strategy. Through this option, a manager is in a position to implement a viable strategy for the project. It also offers many ways of solving problems, a process instrumental in mitigating risks. Availability of many formulas and mathematical methods assist teams in deriving at solutions. As a result, the organization team saves time, resources and energy.... Teamwork developed assists in the process of goal setting and as result lead to increased production and customer satisfaction. Smaller goals developed become stepping stones towards fulfillment of the larger goal. This results to the growth of organizational structure. Be competitive: A successful project management team gets equal opportunities for other projects. Flexibility: Project management creates room for mapping out a strategy. Through this option, a manager is in a position to implement a viable strategy for the project. It also offers many ways of solving problems, a process instrumental in mitigating risks. Availability of many formulas and mathematical methods assist teams in deriving at solutions. As a result, the organization team saves time, resources and energy. Risk assessment: Project management ensures that resources are well mobilized as the strategy outlines potential risks and the possible ways of mitigation. Forecasting is simplified so that problems are cons idered before they develop. The problem solving process identifies the problems, weighs viable options, and seeks for viable solutions. Assurance of quality: Through efficiency, quality is increased. Organizational leaders are in a position to display simple to understand and analyze information easily (Kerzner 2013). Example of Projects that would utilize benefit from a project manager and a project information system Organizations have strategic plans that initiate projects. As a result, projects are initiated by either of the following strategic goals: Market demand for a particular product like a car company initiating a project of building fuel efficient vehicles due to shortages in gasoline. Customer request resulting from the needs of a society like

Christian Smith, The Emergence of Libertation Essay

Christian Smith, The Emergence of Libertation - Essay Example The movement was formed when in 1962; Pope John XXIII called the Vatican to try adapting Christian message to the world, which was coming modernized at high rate. The council was also called upon to rethink on the nature that the church had and the relationship that was between the two. In the conference, there was redesigning of the roles that were to be played by the church. The church was then seen as people of God who had different capabilities but those who shared humanity and similar destiny in the eye of God. Through the conference, Vatican II called for the church to get involved in the fight against poverty. They thought that when there was development of a humble role, the poor would be easily reached. There was rejection of the idea that the church was to be aligned with powerful elite and stressed on the need of a more just world. The bishops that were from Latin America were not much satisfied with the Vatican II; it became a lesson to them. When the bishops went back to Latin America, they took a close look at the social order in the numerous countries (Smith, 58). The concepts of Vatican II were applied in Latin America in 1968. The outcome that was got was a document that was to be the basis for liberation theology. The document also gave the church power to get involved in social change. There was argue that the church was to be involved much on liberation rather than focusing on developments in dealing with the problems that faced by Latin America (Smith, 83). There are theologians that played a major role in making sure that liberation theology was developed. The people include Segundo Galilea, Gustavo Gutià ©rrez, Juan Luis Segundo, and Lucio Gera. In 1964, Gustavo Gutià ©rrez described the theology as a critical reflection on praxis. The line of though was then developed further by meetings that were carried out in Havana in 1965. After

To what extent, if any, do the interests of strategy practitioners and Essay

To what extent, if any, do the interests of strategy practitioners and academic strategists coincide - Essay Example It gives emphasis on freedom, security, social justice, and protection of the environment and non can be achieved on the basis solely of the market forces. The strategies applied in the economic development are facilitated by a free market and it fosters efficient allocation of factors of production, the strategy practitioner usually adopts the nation principal institutional instrument of collective action (Strategic Studies, 2007). Strategy practitioners incorporate their knowledge into production as the practical means of achievement and the government takes the responsibility in mediating the interests and making policies that are based on the agreement that involves in countries leading particular social groups that are committed to development. The nature of strategies arises from the needs and opportunity in organizing efforts to raise living standards. There is a high correlation between the academic strategists and strategy practitioners particularly in the achievement of major political objectives. The society is viewed as civil society and a nation, and the society agree on national development strategy contributed by the academic strategists wherein it gives a strong and lively nation. ... In developing a strategy, there is planning applied in early stages of the establishment. Despite the limitations of the market, general planning is indicative and plans become specific in dealing with the industries that are viewed in the moment as strategic. The strategy persists in global capitalism rather a national competition strategy. The development of strategy is the result of collective decision making process. It pursues alternatives that are capable of steering it towards development. The nature in strategic development arises on the needs and opportunity in raising its living standards and with the correlation between the development and achievement of major objectives.In the development of strategies, it involves entrepreneurs, bureaucrats, and workers. Strategy with program regarded as means by which the actors have incomplete information and have limited rationality that appraise the alternatives and make choices. Strategies are series of decision being carried out in well defined manner and it enables the terms in the assessment of alternatives. The strategy takes three principles such as its consideration to the strong games only, it gives emphasis on the alternatives available to the opponents, and it allows the opponent to make moves in response. Strategists begin by diagnosing the situation and in searching all the alternatives, however they cannot pursue every alternative but within the framework it appears to be more promising and satisfactory. The academic strategists have no illusion as to optimization and they know that they have limited time in making decisions. Interest of Strategy P 3 In the implementation of defined strategy, it use all means available such as by writing laws, adopting economic policies, and they

Court Decision Essay Example | Topics and Well Written Essays - 750 words

Court Decision - Essay Example Therefore, just like his wife, Joseph was supposed to readily relinquish his parental rights because he had failed to meet the legal requirements of a parent. As a father, he was not expected to spend such a long period of time without getting in close contact with his biological daughter. By failing to do this, he was demonstrating his abandonment for Annette. Despite the prevailing conditions, he would have tried as much as he could to look for Annette wherever she had been taken by her mother. As a man, he was to take all the necessary measures to ensure that he traces his daughter and get acquainted with her whereabouts. Further more, he was the biological parent to Annette. Meaning, he had a lot of parental duties to perform to her. Hence, by claiming that he had tried, he was not proving any point. In this regard, it is my considered opinion that, based on the ruling, the decision of the court would remain the same even if Annette’s foster parents were not interested in adopting her. Since the Orange County Department of Social Services (DSS) became a party to this case, Joseph has never been anywhere to be reached. Therefore, it is obvious that he had failed to visit and communicate to his daughter although he was in a better position of doing so (Robertson, 2013). As the constitution clearly stipulates, a parent can be declared to have abandoned a child when they fail to communicate and be in a close contact with a child for a period of six months prior to the time in which the case was filed in the Family Court to be decided upon. Definitely, the determination of such a case should be primarily considering the interests of the child. Before making any decision regarding the termination of parental rights, the court should ensure that it acts in the best interests of the child. The court decision should consider

Alfred Chandlers Assessment of the Managerial Capitalism Literature review

Alfred Chandlers Assessment of the Managerial Capitalism - Literature review Example Chandler’s implied criticism of the organizational theories that existed had a primary place in the consequent growth of organizational theory. Despite the fact that Chandler raised an array of critical questions, his perception of organizations was assaulted from a formidable force of quarters that had a stake in the sociology of organizations. The consequent development in organizational sociology gave a basis for Chandler’s perspective critics to put a case across that discounted the fact that his ideal heroic managers were only part of the story and not the whole story as he had propagated. However, it is important to note that, Chandlers work still offers an insight into the bigger questions and issues, although his perspective with regard to the ultimate role of the organization in the economy is doubtful from the  sociology of organizations point of view. There are three major perspectives of the sociology of organization in the sixties as well as the beginning of the seventies. The interest of all these strands was to discover a science of organizations. As a result of this, none of these points of view saw the difference between organizations, nonprofits as well as government bureaucracies. Moreover, there also was a discrete absence of interest in the historical emergence of corporations. A significant proportion of the sociology of organizations was primarily concentrated on Max Weber’s original formulation of the contemporary bureaucracy (). One strand of the experiential literature was characterized by a positivist inclination. Its major purpose was to discover the extent to which the corporation did or did not match with Weber’s characteristic description (Blau and Scott 1962; Hage and Aiken 1970).  

Court Decision Essay Example | Topics and Well Written Essays - 750 words

Court Decision - Essay Example Therefore, just like his wife, Joseph was supposed to readily relinquish his parental rights because he had failed to meet the legal requirements of a parent. As a father, he was not expected to spend such a long period of time without getting in close contact with his biological daughter. By failing to do this, he was demonstrating his abandonment for Annette. Despite the prevailing conditions, he would have tried as much as he could to look for Annette wherever she had been taken by her mother. As a man, he was to take all the necessary measures to ensure that he traces his daughter and get acquainted with her whereabouts. Further more, he was the biological parent to Annette. Meaning, he had a lot of parental duties to perform to her. Hence, by claiming that he had tried, he was not proving any point. In this regard, it is my considered opinion that, based on the ruling, the decision of the court would remain the same even if Annette’s foster parents were not interested in adopting her. Since the Orange County Department of Social Services (DSS) became a party to this case, Joseph has never been anywhere to be reached. Therefore, it is obvious that he had failed to visit and communicate to his daughter although he was in a better position of doing so (Robertson, 2013). As the constitution clearly stipulates, a parent can be declared to have abandoned a child when they fail to communicate and be in a close contact with a child for a period of six months prior to the time in which the case was filed in the Family Court to be decided upon. Definitely, the determination of such a case should be primarily considering the interests of the child. Before making any decision regarding the termination of parental rights, the court should ensure that it acts in the best interests of the child. The court decision should consider

Impact of Technology on Individuals and Society Essay

Impact of Technology on Individuals and Society - Essay Example Since human beings apply technology in everyday life, it has led to the emergence of impacts to individuals as well as society. Such impacts have been either positive or negative and have had a significant influence in human life. Therefore, the paper discusses such impacts in detail and thus enlightening society and individuals. With the inventions and innovations of social sites, individuals learn more about different people with relation to culture, practices, and religion of individuals in the environment. For instance, individuals can learn about Chinese culture, Indian culture, or even Japanese cultural practices without having to visit such geographical regions or have face-to-face communication with people from those cultures (Benchmann, Decker, Fiedeler & Krings 2). This knowledge enhances understanding and peaceful coexistence among individuals. The introduction of new and advanced technologies such as telephones, internet, TVs, Radios have ease communication and made it effective irrespective of distance or time barriers. Individuals now efficiently communicate with one another through emails, Facebook, Google+, phone calls, as well as short message services (Hollon 1). Moreover, technology has enabled individuals to share ideas, information, and news very quickly with little effort as compared to the older times. This has made life simple, easier, and enjoyable due to lack of communication stresses. The invention and adoption of technological tools, software and machines such as computers, the internet and search engines like Yahoo and Google have created opportunities for learning (Hollon 1). As compared to the olden days, an individual in the contemporary world finds learning easier and simpler due to the presence of internet search engines. For example, students can now conduct research on any topic by searching for information pertaining to the

Write about your reactions to the final part of Hamlet Essay Example for Free

Write about your reactions to the final part of Hamlet Essay At the start of the play we see Hamlet returning to Denmark from university, as he has heard the news of his farther, Old-Hamlets death. He arrives home perhaps thinking that he shall now take the place as the king of Denmark, only to discover that while he was away Claudius, his uncle and Gertrude, his mother have been wed. Therefore Claudius, not Hamlet, takes the place as King of Denmark. When Hamlet discovers this he becomes almost deranged, especially when Old-Hamlet appears to him in a form of a ghost, revealing that Claudius killed Old-Hamlet. This knowledge forces him to feel betrayed by all around him, such as the politicians that once supported his father and now show that same respect to Claudius. He feels that he can not trust his mother or Ophelia, his girlfriend. When travelling actors arrive Hamlet decides to put on a play to draw Claudius out, by seeing if he would react to a play about a brother killing a king to steal the crown. Claudius rushes out when the play is acted, showing that he is responsible for the killing of old-Hamlet. Hamlet follows quickly behind him and is about to strike Claudius down when he hears him committing his acts to god. Hamlet decides not to kill him, as when old-Hamlet was killed he did not have to commit his sins to god, so he was stuck in purgatory, a place where what you have done is weighted up, in good and bad to decide what will happen to them. Instead of killing Claudius he then proceeds to his mother to tell her of what he has found, hearing a sound he turns and thrusts a sword into a curtain, thinking that it was Claudius, only to discover that it was Polonius, Ophelias father, whom then dies. Claudius decides to send Hamlet to England to be killed, only to have Hamlet foil his plan. Hamlet returns to find while he has gone Ophelia has gone mad and has drowned her self, grief stricken he leaps into her grave. Laertes, Ophelias brother and Poloniuss son then challenges Hamlet to a duel which he Hamlet accepts. Laertes is then approached by Claudius who offers to fix the fight by poisoning his foils tip, Laertes grief stricken accepts this offer to revenge the two deaths in his family. The Ending of Hamlet sees the deaths of Laertes, Claudius, Gertrude and most importantly Hamlet. We also witness a change in the character of Hamlet, as he is now thinking less and acting more. He even mocks Laertes: Ill be your foil Laertes, in my ignorance your skill shall like astar i th darkest night stick fiery off indeed. In this scene we as an audience feel the dramatic tension, as we know all the traps lay in front of Hamlet, the poisoned foil of Laertes, and the cold goblet of wine poured by Claudius. Yet you find your self thinking that perhaps Hamlet knows that something is going on when he asks: These foils have all a length This is to command the attention of the audience to the poison tip of Laertes foil, which within the duel is held of to prolong the dramatic tension. This is the same way Hamlets action is held of with his obsession with procrastinating about the action which is to be taken to revenge his fathers death. This scene is made more dramatic by the frequent use of trumpets and kettle drums. The use of musical instruments in this way makes the environment appear more exciting. Hamlet tries to explain his actions of his recent self by asking give me your pardon sir, for I have done you wrong, but goes on to say it was not Hamlet, was his madness and also admits that his madness is poor Hamlets enemy. This excuse is not accepted by Laertes for in his terms of honour I stand aloof the only reason he is going along with the duel is to keep his name ungored, and also to revenge his fathers and sisters deaths. The use of language is of a high-class because the word ungored reminds us of the poisoned tip of the foil and what Laertes planes to do with it. Before the duel can start, Claudius plans to drink to Hamlets better breath, this is ironic as Claudius has already planed to poison Hamlets goblet of wine with a pearl. Claudius refers to this as a union, which could refer to the way in which old-Hamlet and Hamlet are to be killed, as old-Hamlet was also killed with poison that Claudius gave him. Claudius also performs this task to show the people around him that he is supporting Hamlet, so he is not thought to be guilty of Hamlets death. After the king drinks to Hamlet there is another out burst of sound as the trumpets are blown, this is also to add to the already excited atmosphere to start the duel. This leaves the audience knowing more than the victim. The next part of the text is split a series of short sentences, this is to create the speed of the duel and how the points are awarded by touches. The style of writing is used to build the dramatic tension between the two competitors. As you see Hamlet gaining the hits over Laertes, and with one hit left you start to think that Hamlet has foiled Claudiuss plan, and even avoids the poisoned goblet on two accounts. Mean while Claudius shows in this scene that he is now completely taking the place of his brother, as he speaks aside to Gertrude our son shall win. This small sentence shows what a twisted man he really is, as the words our son show as Hamlet is his brothers son and Claudius is only his uncle. Furthermore this shows that he is comfortable that his plan to poison Hamlet will be successful. Claudius is therefore shocked when Gertrude takes up Hamlets goblet to drink to him, Claudius then shouts to Gertrude, Gertrude do not drink. This line is probably by best line as it creates an atmosphere within the hall, as Claudius is pulled between saving his wife and not letting the hall of people know that he has poisoned Hamlets goblet of Hamlets wine, but in the end he is out for himself, as he does not take the goblet away from Gertrude. At this same point I think Gertrude believes all the things that Hamlet has told her earlier in the play and feels so bad that she drinks the poison, in a way this makes up for the betrayal that she committed towards her family and also the memory of Old-Hamlet. Again Hamlet dare not drink from his goblet as he wants to finish the duel first. This saves him from the poisoned goblet, therefore he only has one problem before him and thats Laertes revenge. Before the third round is started Laertes strikes out violently and wounds Hamlet, therefore poisoning him, yet to do so is almost against his conscience. In the incense of the fight, as it is no longer an honourable duel, the foils are swapped and Laertes tastes his own venom, he is justly killed by his own treachery. The Queen mean while is laid out on the floor with Claudius attending to her; she then calls out the truth about the drink! I am poisoned. At this point Hamlet knows that some treachery is around and he calls for all the doors to be locked and to seek it out. This again changes the mood of the hall and creates a room full of panic, as people are screaming and talking in worried voices. Laertes is the first to commit that he has wronged, Hamlet, thou art slain and that the treacherous instrument is in thy hand. Laertes also names who the blame should rest upon the King, the Kings to blame. At this point in the Branna film Hamlet troughs the foil at Claudius and wounds him. This causes another wave of panic to throng through the witnesses. Claudiuss last thought is for himself O yet defend me friends. This makes Hamlet angry and starts to make Claudius drink the poisoned goblet while saying all the sins Claudius has committed, incestuous, murderous, damned Dane. Again union is used to link Claudiuss death to Gertrudes, as he is united with her in death. This could also refer to the way both the brothers were killed with poison. The anger of Hamlet changes the atmosphere into a mute. Laertes then exchanges forgiveness with Hamlet, as Laertes dies. Hamlet is also feeling the poison within him as he admits to Horatio I am dead. He next turns to the rest of the witnesses in the hall; this is a much more kingly way to die thinking of his country and giving blessing to Fortinbras as the next king. When Fortinbras arrives there is once again a burst of sound, but this is not to stir excitement, it is more to command respect. When he enters he is met with the dead bodies of the royal family. When Hamlet is taken away he is carried like a soldier to the stage, as Fortinbras believes that Hamlet would have been a mighty king. I think this ending to Hamlet is a fitting ending to the play as it contains a lot of dramatic tension and a lot of action. This ending also contains a lot of honour with every thing that was wrong being righted.

Effect of Reward Management on Employee Motivation

Effect of Reward Management on Employee Motivation How can Multi National Companies use Reward management to motivate the Employees of Different Countries? : A Case of Marriott Hotels in UK. Abstract Employees are always considered as people who play a vital role in each and every organisation. The relationship between employee and employer changes frequently through out the years. Several concepts of employees are also varying time by time. Now a days employees are having the bargaining power and they are more concerned about their individual needs and well being of their working environment. This dissertation analyses various factors which motivates an employee to work within an organisation. Employee will stay in an organisation only when their expectations are satisfied or otherwise there is a chance for him/her to leave the company. High employee turnover is a big issue in companies today. Organisations will look forward to retain only the potential key employees who will make real difference to their customers and their stake holders. This dissertation proposes a frame work to retain the employees and to reward those employees for their potential by which they are taking the organisation to a different level. This research has been progressed through literature study on employee concepts, Human Resource Management and Reward management of employees. The data from the primary research has been analysed compared and verified with the findings of secondary research and produced recommendations for the effective management of employee in multi national companies. Introduction Reward management is nowadays considered as an important topic in order to achieve the goals of a company. Employees are considered as the main factor which plays an important role in the organisation. The success of each and every organisation is its dedicated employees .Current world is filled with changes and competition. In order to survive in the current situation companies should be having employees who are loyal and expert in their own field. New technologies are developed constantly and the companies are eagerly trying to catch up those talented employees with right expertise in their own areas. Human resources as an important factor should get increased attention in managing business (Lindergen Paulson ,2008)`. Multinational companies are facing increased challenges from all around the world due to globalisation. 1.1 Reward management Reward system usually means the financial reward on organization gives its employees in return for their labour.The term rewards system, not only includes material rewards, but also non-material rewards. The components of a reward system consist of financial rewards (basic and performance pay) and employee benefits, which together comprise total remuneration. They also include non-financial rewards (holiday trips, moving to large office, recognition, promotion, praise, achievement responsibility and personal growth) and in many case a system of performance management. Pay arrangements are central to the cultural initiative as they are the most tangible expression of the working relationship between employer and employee. Many papers examine the role of organizational culture that is, the demand for monitoring compensation. Such investigations conclude that organizational culture places a significant role in determining the level of economic demands. Recent researches on industrial un rest indicate that reward criteria of the organisations both financial and non-financial rewards have tremendous influence upon the employees and employers performance. Reward is a broad construct that can include anything an employee may value and desire that an employer is able or willing to offer in exchange for employee contribution. A conceptual distinction can be made between the three main constituents of rewardtype, system, and criterion. (Henderson 1989, p.2) Chiang, Flora F.T. ; Birtch, Thomas A (2006) An empirical examination of reward preferences within and across national settings. Management International Review Reward type refers to the nature of the reward itself (e.g., financial and non-financial; extrinsic and intrinsic). Financial rewards include direct (e.g., basic salary) and indirect (i.e., benefits and services) as well as incentive (e.g., variable pay) and non-incentive (e.g., fixed pay) categories. Non-financial rewards, on the other hand, do not benefit employees in a monetary sense and consist of both extrinsic and intrinsic rewards. Extrinsic non-financial rewards are tangible rewards attached to the job and are given and controlled by a firm. Examples include employment security, promotion, status, relationships, and work conditions. By contrast, intrinsic rewards accrue from performing the task itself and are self-reinforcing. Job challenge, variety, and sense of achievement are good examples of this category. Reward system represents the method or mechanism (e.g., seniority-based, performance-based) by which organizations determine employee reward outcomes (e.g., pay increases). Systems can be either performance or non-performance oriented. Where performance-oriented reward systems compensate employees based on how well they perform on the job, non-performance systems compensate employees based on a different set of criteria, such as seniority/years of service, and skills/competencies. Reward criterion then, refers to the basis of allocation (i.e., individual or group) used to determine the reward. 1.2 Marriott International Marriott International is a leading, worldwide, hospitality company and has more than 2,300 operating units located in the U.S. and 59 other countries and territories. It employs approximately 154,000 workers. Fortune magazine has recognized Marriott as one of the 100 Best Companies to Work for in America (1997-2001), one of the Top 80 Companies for Minorities (2000), and one of Americas Most Admired Companies overall (2001). In addition, Sales and Marketing Management magazine has named Marriott Sales as one of the top 25 sales forces in the U.S. (1997-2000).(mariott.com 13th jan 09) Marriott is and always has been an equal opportunities employer in all aspects of employment. The company is fully committed to providing a good and harmonious working environment that offers equal treatment and equal opportunities for all its associates, and where every associate is treated with appropriate respect and dignity. It is the companys policy that there should be no unlawful discrimination, harassment or victimisation of any associate, job applicant, customers, providers of service or member of public, whether in connection with recruitment, placement, training, benefits or promotion, either directly or indirectly, on grounds of race, nationality, ethnic origin, gender, marital or family status(Marriott handbook for employees 2009) Marriott is committed to fair treatment of associates and to providing training and advancement opportunities to all. Marriott has an unshakeable conviction that there associates are the most important assets for them. Marriott always look forward to an environment which will always supports associates growth and development. Marriott is a reputation for employing caring, dependable associates who are ethical and trustworthy and is always keen to give a home like atmosphere and friendly workplace relationships. They always try to achieve a performance reward system that recognizes the important contributions of both hourly and management associates. There are two types of associates as explained above. Hourly associates are those employees who are paid on the basis of the hours they worked. In the other hand management associates are those who are paid a fixed salary on the basis of job content assigned to them. Marriott has been selected for the research as they are having employees from all over the world. They employ people not on the basis of ethnicity, caste and religion but on the basis of experience. As they have employees from different parts of the world their needs will be different. They will be looking forward to different types of reward schemes which will suit to their needs and will satisfy them to stay with the organisation. Research has been conducted by taking Marriott as the company because they are facing a high risk of satisfying the needs of employees who are having different tastes regarding rewards which they are looking forward from the organisation. As stated earlier, Marriott has been recognized as one of the 100 companies to work for in America by Fortune magazine. This states that the employees are satisfied to an extent with the rewards which they are allotted by the organisation. As the reward management plays a role in the organisation it will be worth doing a research on the company who cares and gives equal opportunities to each and every employee in the organisation. 1.3 Current postion 1.3.1Current Policy At present Marriott do not have an existing policy for reward system to their employees. However, their ‘unofficial approach can be viewed below. But they are considering reward management on the basis of â€Å"Spirit to serve†. It is based on the service which the associate delivers to the customer to keep the good will of the firm. The manager will nominate the name of the associate to the Human Res department according to their service. Associates name will be displayed in the notice board and sometimes this is valued more than money as an individual and as an employee. 1.3.2 Current Issues a) There is no documentation for reward management policy. b) There are currently no KPIs (key performance indicators) for monitoring and rewarding for employees performance activities. c) Human resource policy document is rarely provided to employees or its not updated. d) Literature tends to be piecemeal Employee guidelines are a separate document to the job without any details on employee recognition/reward. e) Employee recognition is applied inconsistently. f) Difficult to assess the employee performance and its questionable. g) Employee satisfaction stands at very low rate. 1.4 Expected Results Results are expected by looking through the issues regarding the current policies and try to make changes in order to get it done properly to satisfy the employees. Enhancements are required for the policies for the well being of the relationship between the employees and the employer. After this research it should be helpful for the company to implement activities and to sort out the responsibilities to the concerned parties. Reward management should be monitored and evaluated regularly .Employer should go to the next level to satisfy the reward and needs of the employees to get them done with the job allotted. 1.5 Objectives The objective of this research is to recommend improvements to Marriotts Human Resource policy. Ultimately, the policy will aim to: a) Reduce the dissatisfaction of the employees on promotion criterion, on appraisal system and on salary, bonus and other fringe benefits. b) Improve the work performance and productivity c) Reduce the level of occupational stress that arises from feeling of inequality on reward. d) Describe HRM, IHRM and its importance and various HRM strategies and its importance in the current scenario. e) Identify and analyse various factors that drive employees to dissatisfaction f) Analyse various factors that motivates the employees to stay with the organisation. g) Reduce the perception gap on reward management system and develop a culture of high performance. In order to carry out the above objectives it is necessary to analyse:- >What are the human needs? >What are the organisation various approaches towards employee needs and satisfaction 1.6 Scope The project will cover the following a) Review of all associated literature reward management in service and related industries. b) Review of the front-end activities to understand the extent of the employees work related problems and other dissatisfaction if any. c) Review of current HR policy promises and approach to recognising good work of employees d) Establish links with enhanced HR strategy The project applies to All UK domestic and international employees working in Marriott Both emergency and normal working conditions in and out of the working hours. Establish synergies with employee Performance and HR Policy. Out of scope Developing processes or process mapping. Service delivery project to amalgamate employee and their locations / roles (Including transfers). 1.7 Overview This Report analyzed trends of reward management, and its influence in multi national companies in UK. It analyzed various approaches that the industry has taken to reward employees, primarily through literature reviews, and also through the analysis of questionnaire done with the employees from Marriott in UK .This dissertation also produced recommendations for the effective management of reward process for the improved business case. Chapter 1: This is the introductory chapter that explains the Significance of the chosen field, Aims and Objectives, Rationale, The reason for selection of multi national companies especially Marriott , and end with the Overview of the Project Report. Chapter 2: This chapter proceeds with a literature review about various HRM strategies and approaches taken for the reward scheme , and to maintain the needs of the employees in the organisation for the improved product quality and services etc. Chapter 3: This chapter illustrates the characteristics of Marriott, its business nature, global exposure and the various issues that the industry is currently facing in case of reward management Chapter 4: This chapter explains various research methodologies that are used for collecting data and information to carry out various analyses that are required to complete the research and documentation. Chapter 5: This chapter analyses various reasons in order to maintain a good reward management. This is carried out through literature analysis and through data analysis of the Survey conducted on various employees from the Marriott industry in UK. This chapter ends with the findings from the analysis with critical evaluations. Chapter 6: This chapter explains evaluated recommendations for the findings to the reward management of employees, as a management strategy for improving the brand standards. Chapter 7: this chapter gives conclusion about the future development in the industry if the reward management schemes have been allocated properly, which may provide a solution for the future possible issues. Literature Review The basic mantra for the success of any business organization is the appropriate allocation and usage of resources. The most important resources comprise of four Ms man, material, money and machine. The dissertation under consideration deals with the first ‘M that is the manpower or the employees of an organization. They are the backbone as they put every plan into action which is inevitable for the success of a company. So their importance in business cannot be ruled out and they form the backbone of every organization because they determine the success and failure rates. Since the most important set of public for an organization is its workforce which forms the key ingredient of its success, it is a necessary fact that the employees must be kept happy and well bonded. In todays competitive labour market, irrespective of the size of the organization it has become a major concern to attract and retain employees. One of the important reasons underlying the high turnover is low job satisfaction, appreciation and non competitive benefits package. Corporate should keep one point in mind that there is no lack of opportunities for a talented person. So if he/she is not satisfied means they will switch over to some other firm which provides them with more suitable job. So in order to retain the employees and make them happy, there are so many ways like appreciation, recognition, incentives and awards .In addition to that several motivational tools should be implemented from time to time to keep the employees morale high. These promotional items make for a smart tool because they serve as a token of gratitude and also show that you care. It is a great way of thanking the employees for their services .Moreover they are also expecting some sort of recognition from the company and promotional items help to do just that. Making the employees happy as well as a feel that they are cared is very important if the organization wants them to exhibit performance in a desired manner. Promotional items also give a sense of recognition to the employees. Thus it helps in the strong bonding between employees and the employer which ultimately leads to the smooth functioning and a pleasant work environment which is a must for an organization aiming to reach at the top. In the 1920s, the view on a persons role in the industrial working world started to change, the human was beginning to be seen as a subject with potential (Kressler, 2003). As described by Wilson† Technology can be replicated, capital can be acquired, and distribution channels can be created through new alliances, but the actions of people (what they do or fail to do) have become the critical factor in achieving enduring success† (Wilson, 2002, p.15). Todays competitive world demands the firm to invest in people and skills rather than spending huge capital on physical assets, then only they can achieve competitive advantage .Thus its no surprise that a reward strategy can help the organizations to attract and retain the talented ones and to motivate them to led the company to its desired goal . Companies in the service sectors require skilled and committed workforce to exhibit desired performance and also provide good services in a timely manner to their targeted consumers in various countries across the world .Commitment towards job and in return job satisfaction are unavoidable for the successful growth of the companies across the globe. All these facts interested the researcher to select this topic for research to analyze the reasons for the dissatisfaction of job and various factors which helps in motivating the employees of different sectors especially service sector. Kressler, H.W. (2003). Motivate and Reward Performance appraisal and incentive systems for business success. (S. Pearce, Trans). NY: Palgrave Macmillan. (Original work published 1988.) Wilson, T. B. (2002). Innovative Reward Systems for the Changing Workplace (2nd Ed.). Blacklick,OH, USA: McGraw Hill Companies. Retrieved 20071108,from http://site.ebrary.com.bibl.proxy.hj.se/lib/jonhh/Top?layout=documentid=10153055?nosr=1 2.1 Employee An employee can be defined as an individual who was hired by an employer to do a specific job(web.01). He has to do a specific job efficiently within a functional area or department to accomplish the goals of the firm. In most of the organizations a performance development planning process is undergone which will define the specific task of the employee as well as their expected performance. Employees trade their knowledge, skill and experience in exchange for compensation from the firm. If they are not satisfied with the compensation means the propensity to switch the company will be high, this will result in high turnover. So its high time to give importance to the rewards. Employees, considered as human resources of the organization are used for the benefit of the organizations, employees and the society. (Aswathappa, 2008). In order to drive the flow of business in the right direction for better results they have to be valued, respected, encouraged and appreciated .These can be done with the help of rewards. In a good working environment with efficient working methods and equipments employees will exhibit a better work performance and in addition to that natural motivation to do a job for an appropriate reward will surely pave the way for improved productivity and high profitability. For service sector employees are the most important factor, so implementation of new reward strategies and techniques are unavoidable for high quality performance of the employees, also to reduce the high turnover rate. 2.1.1 Impact of Changes on Employees Change is an inevitable part of life especially in the fast changing world. Todays commercial climate is compelling companies to implement changes in order to survive and grow in the global market. Changes always uproot a person and alter his lifestyle. The organizations adopt changes in order to meet the current standards; its employees also have to undergo change and should accept the new circumstances. Due to the technological, social and economic changes employees face a lot of insecurity and its the human nature to resist those changes without knowing about its real benefits. Its the duty of the management to handle this delicate situation in a tactful manner. One of the effective ways is to motivate and encourage the employees to put their best effort under the changing circumstances so that the net result will be high profitability and ultimate success of the business. By creating a good working environment and high morale, employees wont be negatively affected by the new changes. In order to cope up with the commercial changes companies need to be competitive and should attract employees to the job as well as should retain the employees. Employee compensation and benefit packages are the backing up factors for many potential employees who may face discomfort in their work environment due to the social, economical and technical changes without financially jeopardizing the success of the business. Today its a necessary fact that irrespective of the changes which companies are undergoing they should keep their employees motivated by providing them with rewards and recognition. So by communicating the change to the employees, by making them clearly understand about its impact on organization and its benefits, the company can encourage them to do the work in an efficient manner and in exchange employees will get the rewards for their expected performance. 2.1.2 Employee Management Engagement Employee management is the key to effective performance management and employee engagement. Employee engagement is the psychological commitment of employees towards their job. As said by Charles Kettering There is a great difference between knowing and understanding†. It holds true in the case of business and employees. Know your employees and make them understand about the goals to be accomplished. Understanding in business means the proper management of the employees and providing them with what they expect in return for their commitment and efficient work. Compensation can take the form of rewards, recognition, and reasonable benefits package. The first and foremost need for the employee management is the right employee for the right job. The keynote tip which helps to exercise a proper employee management are Structure establishment, which means that there should be a well defined structure for bringing out the desires performance from the employees such as setting of deadlines for a specific task etc. Another one is the value for employees. An organizations greatest asset are its employees so they should be motivated as well as their skills, knowledge and effort should be valued. Company should treat employees with respect by providing a positive work environment to the employees which will definitely boost their performance and to encourage them to meet the goals in an efficient manner. Listen to the employees and appreciate them for the effort they put to meet the goals and provide them ways to improve their potential, thereby creating belief that the company is taking care of them. If the organization wants to capture great heights, all it need is an engaged workforce. It is connected to three forces in an organization attrition, productivity and profitability. In order to reduce the attrition rate organizations should take care of the employees by incrementing their salaries, providing necessary incentives and bonus. Engaged workforce are always aware about the degree of expectation of work by the organization which yields high productivity. Thus they will result in an increase in the profitability of a concern which is the relative measure of success of a business. 2.2 Human Resource Management The overall management process represent five basic functions for the managers to perform: planning, organizing, staffing, leading and controlling. This research focuses on one of those functions the staffing which is the personnel management or human resource management (HRM) function. Human Resource Management is the process of acquiring, training, appraising and compensating employees and of attending to their labour relations, health and safety, and fairness concerns (Dessler, 2008pg 2). Heathfield, (2008) defined â€Å"Human Resource Management (HRM) as the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization†. This can be further explained as â€Å"Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training†(Heathfield, 2008). HRM is vital to the organization. It is the function which focuses its direction towards the management of people working in an organization. Dessler and Chiat (2009) states that, ‘Without HRM, organizations may find themselves in different kinds of unwanted situations, such as hiring the wrong people, getting fined by government ministries for unsafe practices, finding out that people are not giving their best, or even over/under- paying their employees. The most valued asset of an organization is its employees because improved quality and productivity can be achieved through trained, motivated and committed employees. The function of HRM is nothing but to train, motivate and provide the employees with opportunities to be more productive and effective. Since each and every objective of business is achieved through its effective workforce, the needs of the employees should be satisfied. 2.2.1 HRM Models HR systems and the organization structure should be managed in a way that is congruent with organizational strategy (hence the name ‘matching model) (Armstrong, 2006). They further explained that there is a human resource cycle, which consists of four generic processes or functions that are performed in all organizations (Armstrong, 2006 pg 10). 1. Selection matching available human resources to jobs. 2. Appraisal performance management 3. Rewards the reward system is one of the most under-utilized and mishandled managerial tools for driving organizational performance; it must reward short as well as long-term achievements, bearing in mind that ‘business must perform in the present to succeed in the future. 4. Development developing high quality employees. 2.2.2 Nature and Scope The role of HRM has grown broader and more strategic over time. In the earliest firms â€Å"personnel† first took over hiring and firing from the supervisors, ran the payroll department, and administered benefit plans (Dessler, 2008pg 12). As technology in areas like testing and interviewing began to emerge, the personnel department began to play an expanded role in employee selection, training and promotion. Today globalization, technological and nature of work trends mean that human resource managers have taken on several new responsibilities (Dessler, 2008pg 12). Human resource management involves all management decisions and action that affect the nature of the relationship between the organization and its employees-its human resources (Armstrong, 2006). Human Resource Management is pervasive in nature as it is present in all enterprises. Its focus is on results rather than on rules. HRM helps employees to develop their potential fully.HRM try to help employees develop their potential fully and to encourages employees to give their best to the organization. It is all about people at work, both as individuals and groups. It tries to put people on assigned jobs in order to produce good results. It helps an organization meet its goals in the future by providing for competent and well-motivated employees. It tries to build and maintain cordial relations between people working at various levels in the organization. It is a multidisciplinary activity, utilizing knowledge and inputs drawn from, for example psychology and economics. The Human Resource Management activities extend from selection to layoff of an employee in an organization. This includes the fixation of remuneration, training, motivation and induction of employees. Thus it helps to develop other industrial relations for employees to acquire more skills and competencies (Aswathappa, 2008).The functional diagram of HRM is given in 2.2 which clearly defines the interrelation between various functions which enable the organization to achieve its objectives by providing guidance and support on all matters relating to its employees. The scope of HRM can be limited to three aspects: 1. Personnel which mainly deals with the selection, recruitment, manpower planning, placement, promotion, training, development, remuneration, incentives, productivity, layoff and retrenchment. (web 02) 2. Welfare which is concerned with working conditions and amenities such as crà ¨ches, canteens, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities. (web 02) 3. Industrial aspect that covers union-management relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc. (web 02) Web 02- http://expertscolumn.com/content/human-resource-management-nature-scope-objectives-and-function 2.2.2 Objectives of HRM The objectives of HRM are to help the organization to reach its goals, to ensure effective utilization and maximum development of human resources, to ensure respect for human being, to identify and satisfy the needs of individual, to ensure reconciliation of individual goals with those of the organization, to achieve and maintain high morale among employees, to provide the organization with well-trained and well-motivated employees, to increase the employees job satisfaction and self-actualization to the fullest, to develop and maintain a quality work life, to be ethically and socially responsive to the needs of society, to develop overall personality of each employee in its multidimensional aspect, to enhance employees capabilities to perform the present job, to equip the employees with precision and clarity in transaction of business and to inculcate the sense of team spirit, team work and inter-team collaboration. The above mentioned aims can be summarized as â€Å"the overall aim of human resource management is to ensure that the organization is able to achieve success through people† (Armstrong, 2006 pg8) 2.2.3 HRM Functions In order to achieve the above objectives, Human Resource Management undertakes some functions; some of them are Human resource or manpower planning, recruitment, selection and placement of personnel, training and development of employees, appraisal of performa Effect of Reward Management on Employee Motivation Effect of Reward Management on Employee Motivation How can Multi National Companies use Reward management to motivate the Employees of Different Countries? : A Case of Marriott Hotels in UK. Abstract Employees are always considered as people who play a vital role in each and every organisation. The relationship between employee and employer changes frequently through out the years. Several concepts of employees are also varying time by time. Now a days employees are having the bargaining power and they are more concerned about their individual needs and well being of their working environment. This dissertation analyses various factors which motivates an employee to work within an organisation. Employee will stay in an organisation only when their expectations are satisfied or otherwise there is a chance for him/her to leave the company. High employee turnover is a big issue in companies today. Organisations will look forward to retain only the potential key employees who will make real difference to their customers and their stake holders. This dissertation proposes a frame work to retain the employees and to reward those employees for their potential by which they are taking the organisation to a different level. This research has been progressed through literature study on employee concepts, Human Resource Management and Reward management of employees. The data from the primary research has been analysed compared and verified with the findings of secondary research and produced recommendations for the effective management of employee in multi national companies. Introduction Reward management is nowadays considered as an important topic in order to achieve the goals of a company. Employees are considered as the main factor which plays an important role in the organisation. The success of each and every organisation is its dedicated employees .Current world is filled with changes and competition. In order to survive in the current situation companies should be having employees who are loyal and expert in their own field. New technologies are developed constantly and the companies are eagerly trying to catch up those talented employees with right expertise in their own areas. Human resources as an important factor should get increased attention in managing business (Lindergen Paulson ,2008)`. Multinational companies are facing increased challenges from all around the world due to globalisation. 1.1 Reward management Reward system usually means the financial reward on organization gives its employees in return for their labour.The term rewards system, not only includes material rewards, but also non-material rewards. The components of a reward system consist of financial rewards (basic and performance pay) and employee benefits, which together comprise total remuneration. They also include non-financial rewards (holiday trips, moving to large office, recognition, promotion, praise, achievement responsibility and personal growth) and in many case a system of performance management. Pay arrangements are central to the cultural initiative as they are the most tangible expression of the working relationship between employer and employee. Many papers examine the role of organizational culture that is, the demand for monitoring compensation. Such investigations conclude that organizational culture places a significant role in determining the level of economic demands. Recent researches on industrial un rest indicate that reward criteria of the organisations both financial and non-financial rewards have tremendous influence upon the employees and employers performance. Reward is a broad construct that can include anything an employee may value and desire that an employer is able or willing to offer in exchange for employee contribution. A conceptual distinction can be made between the three main constituents of rewardtype, system, and criterion. (Henderson 1989, p.2) Chiang, Flora F.T. ; Birtch, Thomas A (2006) An empirical examination of reward preferences within and across national settings. Management International Review Reward type refers to the nature of the reward itself (e.g., financial and non-financial; extrinsic and intrinsic). Financial rewards include direct (e.g., basic salary) and indirect (i.e., benefits and services) as well as incentive (e.g., variable pay) and non-incentive (e.g., fixed pay) categories. Non-financial rewards, on the other hand, do not benefit employees in a monetary sense and consist of both extrinsic and intrinsic rewards. Extrinsic non-financial rewards are tangible rewards attached to the job and are given and controlled by a firm. Examples include employment security, promotion, status, relationships, and work conditions. By contrast, intrinsic rewards accrue from performing the task itself and are self-reinforcing. Job challenge, variety, and sense of achievement are good examples of this category. Reward system represents the method or mechanism (e.g., seniority-based, performance-based) by which organizations determine employee reward outcomes (e.g., pay increases). Systems can be either performance or non-performance oriented. Where performance-oriented reward systems compensate employees based on how well they perform on the job, non-performance systems compensate employees based on a different set of criteria, such as seniority/years of service, and skills/competencies. Reward criterion then, refers to the basis of allocation (i.e., individual or group) used to determine the reward. 1.2 Marriott International Marriott International is a leading, worldwide, hospitality company and has more than 2,300 operating units located in the U.S. and 59 other countries and territories. It employs approximately 154,000 workers. Fortune magazine has recognized Marriott as one of the 100 Best Companies to Work for in America (1997-2001), one of the Top 80 Companies for Minorities (2000), and one of Americas Most Admired Companies overall (2001). In addition, Sales and Marketing Management magazine has named Marriott Sales as one of the top 25 sales forces in the U.S. (1997-2000).(mariott.com 13th jan 09) Marriott is and always has been an equal opportunities employer in all aspects of employment. The company is fully committed to providing a good and harmonious working environment that offers equal treatment and equal opportunities for all its associates, and where every associate is treated with appropriate respect and dignity. It is the companys policy that there should be no unlawful discrimination, harassment or victimisation of any associate, job applicant, customers, providers of service or member of public, whether in connection with recruitment, placement, training, benefits or promotion, either directly or indirectly, on grounds of race, nationality, ethnic origin, gender, marital or family status(Marriott handbook for employees 2009) Marriott is committed to fair treatment of associates and to providing training and advancement opportunities to all. Marriott has an unshakeable conviction that there associates are the most important assets for them. Marriott always look forward to an environment which will always supports associates growth and development. Marriott is a reputation for employing caring, dependable associates who are ethical and trustworthy and is always keen to give a home like atmosphere and friendly workplace relationships. They always try to achieve a performance reward system that recognizes the important contributions of both hourly and management associates. There are two types of associates as explained above. Hourly associates are those employees who are paid on the basis of the hours they worked. In the other hand management associates are those who are paid a fixed salary on the basis of job content assigned to them. Marriott has been selected for the research as they are having employees from all over the world. They employ people not on the basis of ethnicity, caste and religion but on the basis of experience. As they have employees from different parts of the world their needs will be different. They will be looking forward to different types of reward schemes which will suit to their needs and will satisfy them to stay with the organisation. Research has been conducted by taking Marriott as the company because they are facing a high risk of satisfying the needs of employees who are having different tastes regarding rewards which they are looking forward from the organisation. As stated earlier, Marriott has been recognized as one of the 100 companies to work for in America by Fortune magazine. This states that the employees are satisfied to an extent with the rewards which they are allotted by the organisation. As the reward management plays a role in the organisation it will be worth doing a research on the company who cares and gives equal opportunities to each and every employee in the organisation. 1.3 Current postion 1.3.1Current Policy At present Marriott do not have an existing policy for reward system to their employees. However, their ‘unofficial approach can be viewed below. But they are considering reward management on the basis of â€Å"Spirit to serve†. It is based on the service which the associate delivers to the customer to keep the good will of the firm. The manager will nominate the name of the associate to the Human Res department according to their service. Associates name will be displayed in the notice board and sometimes this is valued more than money as an individual and as an employee. 1.3.2 Current Issues a) There is no documentation for reward management policy. b) There are currently no KPIs (key performance indicators) for monitoring and rewarding for employees performance activities. c) Human resource policy document is rarely provided to employees or its not updated. d) Literature tends to be piecemeal Employee guidelines are a separate document to the job without any details on employee recognition/reward. e) Employee recognition is applied inconsistently. f) Difficult to assess the employee performance and its questionable. g) Employee satisfaction stands at very low rate. 1.4 Expected Results Results are expected by looking through the issues regarding the current policies and try to make changes in order to get it done properly to satisfy the employees. Enhancements are required for the policies for the well being of the relationship between the employees and the employer. After this research it should be helpful for the company to implement activities and to sort out the responsibilities to the concerned parties. Reward management should be monitored and evaluated regularly .Employer should go to the next level to satisfy the reward and needs of the employees to get them done with the job allotted. 1.5 Objectives The objective of this research is to recommend improvements to Marriotts Human Resource policy. Ultimately, the policy will aim to: a) Reduce the dissatisfaction of the employees on promotion criterion, on appraisal system and on salary, bonus and other fringe benefits. b) Improve the work performance and productivity c) Reduce the level of occupational stress that arises from feeling of inequality on reward. d) Describe HRM, IHRM and its importance and various HRM strategies and its importance in the current scenario. e) Identify and analyse various factors that drive employees to dissatisfaction f) Analyse various factors that motivates the employees to stay with the organisation. g) Reduce the perception gap on reward management system and develop a culture of high performance. In order to carry out the above objectives it is necessary to analyse:- >What are the human needs? >What are the organisation various approaches towards employee needs and satisfaction 1.6 Scope The project will cover the following a) Review of all associated literature reward management in service and related industries. b) Review of the front-end activities to understand the extent of the employees work related problems and other dissatisfaction if any. c) Review of current HR policy promises and approach to recognising good work of employees d) Establish links with enhanced HR strategy The project applies to All UK domestic and international employees working in Marriott Both emergency and normal working conditions in and out of the working hours. Establish synergies with employee Performance and HR Policy. Out of scope Developing processes or process mapping. Service delivery project to amalgamate employee and their locations / roles (Including transfers). 1.7 Overview This Report analyzed trends of reward management, and its influence in multi national companies in UK. It analyzed various approaches that the industry has taken to reward employees, primarily through literature reviews, and also through the analysis of questionnaire done with the employees from Marriott in UK .This dissertation also produced recommendations for the effective management of reward process for the improved business case. Chapter 1: This is the introductory chapter that explains the Significance of the chosen field, Aims and Objectives, Rationale, The reason for selection of multi national companies especially Marriott , and end with the Overview of the Project Report. Chapter 2: This chapter proceeds with a literature review about various HRM strategies and approaches taken for the reward scheme , and to maintain the needs of the employees in the organisation for the improved product quality and services etc. Chapter 3: This chapter illustrates the characteristics of Marriott, its business nature, global exposure and the various issues that the industry is currently facing in case of reward management Chapter 4: This chapter explains various research methodologies that are used for collecting data and information to carry out various analyses that are required to complete the research and documentation. Chapter 5: This chapter analyses various reasons in order to maintain a good reward management. This is carried out through literature analysis and through data analysis of the Survey conducted on various employees from the Marriott industry in UK. This chapter ends with the findings from the analysis with critical evaluations. Chapter 6: This chapter explains evaluated recommendations for the findings to the reward management of employees, as a management strategy for improving the brand standards. Chapter 7: this chapter gives conclusion about the future development in the industry if the reward management schemes have been allocated properly, which may provide a solution for the future possible issues. Literature Review The basic mantra for the success of any business organization is the appropriate allocation and usage of resources. The most important resources comprise of four Ms man, material, money and machine. The dissertation under consideration deals with the first ‘M that is the manpower or the employees of an organization. They are the backbone as they put every plan into action which is inevitable for the success of a company. So their importance in business cannot be ruled out and they form the backbone of every organization because they determine the success and failure rates. Since the most important set of public for an organization is its workforce which forms the key ingredient of its success, it is a necessary fact that the employees must be kept happy and well bonded. In todays competitive labour market, irrespective of the size of the organization it has become a major concern to attract and retain employees. One of the important reasons underlying the high turnover is low job satisfaction, appreciation and non competitive benefits package. Corporate should keep one point in mind that there is no lack of opportunities for a talented person. So if he/she is not satisfied means they will switch over to some other firm which provides them with more suitable job. So in order to retain the employees and make them happy, there are so many ways like appreciation, recognition, incentives and awards .In addition to that several motivational tools should be implemented from time to time to keep the employees morale high. These promotional items make for a smart tool because they serve as a token of gratitude and also show that you care. It is a great way of thanking the employees for their services .Moreover they are also expecting some sort of recognition from the company and promotional items help to do just that. Making the employees happy as well as a feel that they are cared is very important if the organization wants them to exhibit performance in a desired manner. Promotional items also give a sense of recognition to the employees. Thus it helps in the strong bonding between employees and the employer which ultimately leads to the smooth functioning and a pleasant work environment which is a must for an organization aiming to reach at the top. In the 1920s, the view on a persons role in the industrial working world started to change, the human was beginning to be seen as a subject with potential (Kressler, 2003). As described by Wilson† Technology can be replicated, capital can be acquired, and distribution channels can be created through new alliances, but the actions of people (what they do or fail to do) have become the critical factor in achieving enduring success† (Wilson, 2002, p.15). Todays competitive world demands the firm to invest in people and skills rather than spending huge capital on physical assets, then only they can achieve competitive advantage .Thus its no surprise that a reward strategy can help the organizations to attract and retain the talented ones and to motivate them to led the company to its desired goal . Companies in the service sectors require skilled and committed workforce to exhibit desired performance and also provide good services in a timely manner to their targeted consumers in various countries across the world .Commitment towards job and in return job satisfaction are unavoidable for the successful growth of the companies across the globe. All these facts interested the researcher to select this topic for research to analyze the reasons for the dissatisfaction of job and various factors which helps in motivating the employees of different sectors especially service sector. Kressler, H.W. (2003). Motivate and Reward Performance appraisal and incentive systems for business success. (S. Pearce, Trans). NY: Palgrave Macmillan. (Original work published 1988.) Wilson, T. B. (2002). Innovative Reward Systems for the Changing Workplace (2nd Ed.). Blacklick,OH, USA: McGraw Hill Companies. Retrieved 20071108,from http://site.ebrary.com.bibl.proxy.hj.se/lib/jonhh/Top?layout=documentid=10153055?nosr=1 2.1 Employee An employee can be defined as an individual who was hired by an employer to do a specific job(web.01). He has to do a specific job efficiently within a functional area or department to accomplish the goals of the firm. In most of the organizations a performance development planning process is undergone which will define the specific task of the employee as well as their expected performance. Employees trade their knowledge, skill and experience in exchange for compensation from the firm. If they are not satisfied with the compensation means the propensity to switch the company will be high, this will result in high turnover. So its high time to give importance to the rewards. Employees, considered as human resources of the organization are used for the benefit of the organizations, employees and the society. (Aswathappa, 2008). In order to drive the flow of business in the right direction for better results they have to be valued, respected, encouraged and appreciated .These can be done with the help of rewards. In a good working environment with efficient working methods and equipments employees will exhibit a better work performance and in addition to that natural motivation to do a job for an appropriate reward will surely pave the way for improved productivity and high profitability. For service sector employees are the most important factor, so implementation of new reward strategies and techniques are unavoidable for high quality performance of the employees, also to reduce the high turnover rate. 2.1.1 Impact of Changes on Employees Change is an inevitable part of life especially in the fast changing world. Todays commercial climate is compelling companies to implement changes in order to survive and grow in the global market. Changes always uproot a person and alter his lifestyle. The organizations adopt changes in order to meet the current standards; its employees also have to undergo change and should accept the new circumstances. Due to the technological, social and economic changes employees face a lot of insecurity and its the human nature to resist those changes without knowing about its real benefits. Its the duty of the management to handle this delicate situation in a tactful manner. One of the effective ways is to motivate and encourage the employees to put their best effort under the changing circumstances so that the net result will be high profitability and ultimate success of the business. By creating a good working environment and high morale, employees wont be negatively affected by the new changes. In order to cope up with the commercial changes companies need to be competitive and should attract employees to the job as well as should retain the employees. Employee compensation and benefit packages are the backing up factors for many potential employees who may face discomfort in their work environment due to the social, economical and technical changes without financially jeopardizing the success of the business. Today its a necessary fact that irrespective of the changes which companies are undergoing they should keep their employees motivated by providing them with rewards and recognition. So by communicating the change to the employees, by making them clearly understand about its impact on organization and its benefits, the company can encourage them to do the work in an efficient manner and in exchange employees will get the rewards for their expected performance. 2.1.2 Employee Management Engagement Employee management is the key to effective performance management and employee engagement. Employee engagement is the psychological commitment of employees towards their job. As said by Charles Kettering There is a great difference between knowing and understanding†. It holds true in the case of business and employees. Know your employees and make them understand about the goals to be accomplished. Understanding in business means the proper management of the employees and providing them with what they expect in return for their commitment and efficient work. Compensation can take the form of rewards, recognition, and reasonable benefits package. The first and foremost need for the employee management is the right employee for the right job. The keynote tip which helps to exercise a proper employee management are Structure establishment, which means that there should be a well defined structure for bringing out the desires performance from the employees such as setting of deadlines for a specific task etc. Another one is the value for employees. An organizations greatest asset are its employees so they should be motivated as well as their skills, knowledge and effort should be valued. Company should treat employees with respect by providing a positive work environment to the employees which will definitely boost their performance and to encourage them to meet the goals in an efficient manner. Listen to the employees and appreciate them for the effort they put to meet the goals and provide them ways to improve their potential, thereby creating belief that the company is taking care of them. If the organization wants to capture great heights, all it need is an engaged workforce. It is connected to three forces in an organization attrition, productivity and profitability. In order to reduce the attrition rate organizations should take care of the employees by incrementing their salaries, providing necessary incentives and bonus. Engaged workforce are always aware about the degree of expectation of work by the organization which yields high productivity. Thus they will result in an increase in the profitability of a concern which is the relative measure of success of a business. 2.2 Human Resource Management The overall management process represent five basic functions for the managers to perform: planning, organizing, staffing, leading and controlling. This research focuses on one of those functions the staffing which is the personnel management or human resource management (HRM) function. Human Resource Management is the process of acquiring, training, appraising and compensating employees and of attending to their labour relations, health and safety, and fairness concerns (Dessler, 2008pg 2). Heathfield, (2008) defined â€Å"Human Resource Management (HRM) as the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization†. This can be further explained as â€Å"Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training†(Heathfield, 2008). HRM is vital to the organization. It is the function which focuses its direction towards the management of people working in an organization. Dessler and Chiat (2009) states that, ‘Without HRM, organizations may find themselves in different kinds of unwanted situations, such as hiring the wrong people, getting fined by government ministries for unsafe practices, finding out that people are not giving their best, or even over/under- paying their employees. The most valued asset of an organization is its employees because improved quality and productivity can be achieved through trained, motivated and committed employees. The function of HRM is nothing but to train, motivate and provide the employees with opportunities to be more productive and effective. Since each and every objective of business is achieved through its effective workforce, the needs of the employees should be satisfied. 2.2.1 HRM Models HR systems and the organization structure should be managed in a way that is congruent with organizational strategy (hence the name ‘matching model) (Armstrong, 2006). They further explained that there is a human resource cycle, which consists of four generic processes or functions that are performed in all organizations (Armstrong, 2006 pg 10). 1. Selection matching available human resources to jobs. 2. Appraisal performance management 3. Rewards the reward system is one of the most under-utilized and mishandled managerial tools for driving organizational performance; it must reward short as well as long-term achievements, bearing in mind that ‘business must perform in the present to succeed in the future. 4. Development developing high quality employees. 2.2.2 Nature and Scope The role of HRM has grown broader and more strategic over time. In the earliest firms â€Å"personnel† first took over hiring and firing from the supervisors, ran the payroll department, and administered benefit plans (Dessler, 2008pg 12). As technology in areas like testing and interviewing began to emerge, the personnel department began to play an expanded role in employee selection, training and promotion. Today globalization, technological and nature of work trends mean that human resource managers have taken on several new responsibilities (Dessler, 2008pg 12). Human resource management involves all management decisions and action that affect the nature of the relationship between the organization and its employees-its human resources (Armstrong, 2006). Human Resource Management is pervasive in nature as it is present in all enterprises. Its focus is on results rather than on rules. HRM helps employees to develop their potential fully.HRM try to help employees develop their potential fully and to encourages employees to give their best to the organization. It is all about people at work, both as individuals and groups. It tries to put people on assigned jobs in order to produce good results. It helps an organization meet its goals in the future by providing for competent and well-motivated employees. It tries to build and maintain cordial relations between people working at various levels in the organization. It is a multidisciplinary activity, utilizing knowledge and inputs drawn from, for example psychology and economics. The Human Resource Management activities extend from selection to layoff of an employee in an organization. This includes the fixation of remuneration, training, motivation and induction of employees. Thus it helps to develop other industrial relations for employees to acquire more skills and competencies (Aswathappa, 2008).The functional diagram of HRM is given in 2.2 which clearly defines the interrelation between various functions which enable the organization to achieve its objectives by providing guidance and support on all matters relating to its employees. The scope of HRM can be limited to three aspects: 1. Personnel which mainly deals with the selection, recruitment, manpower planning, placement, promotion, training, development, remuneration, incentives, productivity, layoff and retrenchment. (web 02) 2. Welfare which is concerned with working conditions and amenities such as crà ¨ches, canteens, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities. (web 02) 3. Industrial aspect that covers union-management relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc. (web 02) Web 02- http://expertscolumn.com/content/human-resource-management-nature-scope-objectives-and-function 2.2.2 Objectives of HRM The objectives of HRM are to help the organization to reach its goals, to ensure effective utilization and maximum development of human resources, to ensure respect for human being, to identify and satisfy the needs of individual, to ensure reconciliation of individual goals with those of the organization, to achieve and maintain high morale among employees, to provide the organization with well-trained and well-motivated employees, to increase the employees job satisfaction and self-actualization to the fullest, to develop and maintain a quality work life, to be ethically and socially responsive to the needs of society, to develop overall personality of each employee in its multidimensional aspect, to enhance employees capabilities to perform the present job, to equip the employees with precision and clarity in transaction of business and to inculcate the sense of team spirit, team work and inter-team collaboration. The above mentioned aims can be summarized as â€Å"the overall aim of human resource management is to ensure that the organization is able to achieve success through people† (Armstrong, 2006 pg8) 2.2.3 HRM Functions In order to achieve the above objectives, Human Resource Management undertakes some functions; some of them are Human resource or manpower planning, recruitment, selection and placement of personnel, training and development of employees, appraisal of performa