Critical Response on “One Flew Over The Cuckoo’s Nest” Essay

There have been many struggles in history between authority and those who oppose it. The most obvious and most common example is revolutions against governments. We live in a society where stability and assimilation are not just recommended, but also enforced. We have the right for civil disobedience, so long as it is non-violent and within reason. In the book, One Flew Over the Cuckoo’s Nest, R.P McMurphy, a â€Å"brawling, gambling man† enters a mental asylum in Oregon, and begins to wage war â€Å"on behalf of his fellow inmates†. However he finds himself at odds with Nurse Ratched, a strict, manipulative and methodical woman who runs the ward like a â€Å"precision-made machine†. The book follows McMurphy’s actions that constantly clash with the Nurse, and what she represents: authority. By the end of the book, there are many examples of struggles against the higher power, and it is in my opinion that the statement â€Å"when authority and indi viduals come into conflict, authority always wins out† is incorrect, because individuals do not have to win the physical conflict to win the battle of brains. From day one, the reader finds that McMurphy is out to cause trouble. Gambling is illegal in the ward, but McMurphy declares that he was sent to the institution â€Å"to bring [the inpatients] some fun an’ entertainment around the gaming table†(p. 16). He starts interrupting daily meetings, which the Nurse treats with much importance. And whenever he is reprimanded for something, he laughs. The laughing is the most important part of his self-defence, as it is the only legal way he can fight back against authority. It is a symbol of defiance, and a sign of McMurphy’s freedom. It shows that, no matter what the institution does to him, he still has his mental independence. As the reader progresses further on in the story, McMurphy makes a bet that he can â€Å"get [the Nurse’s] ‘goat'†. When he finds he has no ward-clothes (p. 79), he runs around in a towel, threatening to drop it at times, while the distressed Nurse tries, in vain, to make him get dressed. Then, the same morning, he takes bets on his accuracy about throwing butter at the clock (p. 85). McMurphy wants to watch the World Series, and takes a vote from all the saner patients. While all of them vote to watch it, the Nurse shuts the  idea down, even when McMurphy gets the majority. When airing on television (p. 114), he stops work and proceeds to turn on the television, sit down, and watch the game. When the rest of the men decide to stop work and join him, and the Nurse turns the power off, they continue to watch, just to show that her power and authority has nothing over them. This is an example of individuals fighting against authority. They might not be successful in the real world (having to wear clothes, not being able to watch the baseball game), but inside they’re freer than they’ve ever been before. Being downtrodden and strict by the Nurse forced them to become less Things begin to grow bigger and more important as the story progresses. McMurphy realizes that his release is dependent on his good behavior, and tones down his obnoxious acts. However, he still finds that Nurse Ratched is going to keep him in the hospital for as long as she wants. He tries to be subdued, and in doing so, another rebellious inmate called Cheswick, who had tried very hard to be like McMurphy, kills himself, because he thinks that McMurphy has been defeated (p. 136). Nurse Ratched sees the change in McMurphy, and to gain total control of the ward, she demands penance for the insubordination during the World Series. McMurphy smiles and nods, but destroys the glass that separates the nurses’ room from the ward, to show his true feelings (p. 155). He excuses himself, saying that the window was â€Å"so spick an’ span [that he] completely forgot it was there†. This shows how he is standing up to authority, and while he doesn’t change anything in the real world, it shows the inmates and himself that inside they are free. Part III describes McMurphy’s fishing expedition. He takes the men on an excursion on a fishing boat, much against the Nurse’s wishes, but by tricking the doctor to come along, he succeeds. While there is not much about Nurse Ratched in that part, Chief Bromden, the narrator of the story, notices that the Combine is working on the outside too – with commuters and houses and children (p. 186). He had been in the ward for about 20 years, and a lot had probably passed since he was younger. However, this glimpse into society makes them realize that they (as patients) aren’t as monotonous as this, and they can be more free than they are already. Within a week of the trip, Nurse Ratched is ready with her new plan. She tries to show McMurphy as a con man, stealing and wining money from all the patients. But she is shocked to discover that all the patients were happy to lose that money, as they enjoyed themselves, and weren’t using it for anything else anyway. After a few more instances of insurgence (McMurphy and Bromden’s fight with the staff {p. 215}; continuous interruptions to ward procedures {p. 229}), the final insurrection came: McMurphy’s party. McMurphy organizes for two of his â€Å"friends† to come to the ward for a party that would also serve as his breakout. After a great night, everyone falls asleep, and in the morning, the day-staff came before anyone can wake up in time. After searching for Billy Bibbit, and finding him unashamed of his actions the previous night, the Nurse gives him a guilt trip, threatening to tell his mother, and then locking him in the ward’s doctor’s room. Billy commits suicide, and the Nurse tries to blame it on McMurphy’s lack of respect for authority. Realising that any chances of surviving are ruined, and that his battle with authority is now at it’s final stage, McMurphy sacrifices himself (and consequently his mental-independence) by attacking Nurse Ratched, exposing her as a vulnerable woman, and destroying any sense of authority and control she had left over the patients. This is the final action between two desperate factions: the authority and the autonomy. The showdown ends with McMurphy being captured, but because the other patients see the nurse as a woman, and not as the dominant Nurse, she can never have the same control over them as she had previously had. McMurphy is lobotomized, but before the ward can see him in his vegetable-like state, Chief Bromden smothers him with a pillow, and then breaks down a wall to freedom. The patients never get to see McMurphy as a vegetable, so their last memory of him alive is his attack on the Nurse. McMurphy is remembered as a symbol of resistance, and as a hero against the authority that had cowed the patients for so long. I believe that McMurphy shows the reader that while the authority may be able to make you conform, you can still remain free inside, which is more important than anything else on earth. Because it is against national  regulations to take away freedom, and as long as you have your sanity and your mental independence, nothing can beat you.

Health Insurance Options And Mechanisms Health And Social Care Essay

The purpose of this thesis is to depict wellness insurance options and mechanisms for execution in Zanzibar Islands. It is portion of the attempts of the Ministry of Health and Social Welfare through its Strategic Plan to transport out surveies to happen out different wellness funding options to finance its wellness attention services to the people. The Technical Working Group ( TWG ) responsible for wellness funding conducted several surveies to measure cost-sharing since 2005. The consequences of these surveies showed major spreads in many countries including effectivity and efficiency in implementing cost sharing. One of the duties for TWG, of which I am the Chair, is to supply advice on the design and execution procedures of cost-sharing and other complementary funding mechanisms, and to supervise the impact. Health funding is a critical country for the efficient and effectual running of the wellness sector operations. In the context of restraint resources it is hard to take attention of all wellness attention demands of the people. About two decennaries now, arguments on the impact of out-of-pocket ( OOP ) part on the public wellness sector have non been clearly conclusive ( Mushi 2006 ) . States such as Uganda and Zambia decided to get rid of user fees while Zanzibar is endeavoring to better user fees at primary wellness installations. The Ability to pay for services is major a concerns which evokes argument in the community because their parts additions while services are still deteriorating. In this state of affairs it raises the inquiry on what is the best manner Zanzibar can finance the wellness services. However, in recent old ages, understandings on prepayment strategies such as part through revenue enhancement based and insurance where people contribute on a regular basis has pro ved to supply greater fiscal protection to the people compared to out of pocket part ( Preker & A ; Carrin,2004 ; WHO, 2000 ) . Since the independency in 1963 from British followed by the 1964 revolution, Zanzibar citizens enjoyed the proviso of free wellness services. However, due to universe ‘s political and economical alterations the wellness sector has experienced figure of jobs which continue to deteriorate the quality of wellness services. Therefore in 1999, wellness policy was reviewed as portion of a major wellness sector reform taking to better the wellness and well-being of Zanzibar ‘s people, with peculiar tenseness on adult females and kids ( MOHSW, 1999 ) . The principle of this is to increase the efficiency and to maximise the budget use under the status of forced resources. Ten old ages have been passed since the execution of wellness sector reform strategic program one ( 2002/2006 ) followed by strategic program two ( 2006/2011 ) . Some accomplishments were recorded in major reform countries except in financing public wellness attention which remains important. While the authoritie s acknowledges the proviso of free wellness attention at the point of bringing for those who could non be able to pay, means to protect vulnerable groups is still blurred. The mechanisms to cover these groups or wellness hazards are extremely required through societal wellness insurance. However, despite the fact that everyone who is in the formal labour market must be enrolled to the Zanzibar Social Security Fund ( ZSSF ) and receive benefits including medical and pregnancy, but the context of its operational capacity towards wellness benefits remains challenge. It has been recognized that huge bulk of labour force in Zanzibar is under the ZSSF, the ideas of ZSSF to run societal wellness insurance needs more amplification nevertheless if the purpose of societal security remain unaddressed, successful execution of societal wellness insurance based on societal security attack can be hard. It is with this background, this survey aimed to look upon the experience of how other states deal with this state of affairs. The survey seeks to place challenges and do recommendations for policy shapers and decision makers in Zanzibar to recognize the part of societal security in the field of wellness attention. The thesis consists of chapter one which gives an debut and overview of the survey and trades with economic system of Zanzibar, stressing the wellness and other societal economic indexs. Chapter two gives the analysis of the job, survey inquiries and its aims. Chapter three efforts an empirical analysis of the literature studies. This returns with treatment in chapter four. The concluding chapter five attempts to offer recommendations and decisions. Figure 1.1. The survey country Beginning:Background Information on ZanzibarGeneral information: Zanzibar is an archipelago of two sister islands Unguja and Pemba located in the East African seashore. Unguja has a entire country of 1,658 square kilometer while Pemba has 985 square kilometer. Entire population is 1.3 million ( 2009 ) of which 66 % aged 15-60 old ages old. The population growing rate estimated to 3.1 % ( 2002, Census ) .By country 30 % of populations live in urban country ( 2004 ) . The economic and societal indexs have been compared with Zanzibar ‘s immediate neighbours as low and high income states. The comparing is to exemplify the development position of the state in order to do analysis for the execution of wellness insurance more meaningful. The economic and societal indexs are indicated in table 1.1. Table 1.1 Economic and societal indexs of Zanzibar, her neighbors and other economic systems Index Tanzania Zanzibar Tanzania Mainland Kenya Uganda Low Income Countries High Income States GNP per capita $ 534 440 770 420 524 39,345 % Annual Growth of GDP per Capita 5.4 7.5 3.6 9.5 6.4 0.8 Adult literacy rate ( % ) of people 15 and above 72 85.1 74 64 99 Pop. below the national poorness line 49 37.7 No information No information Beginning: World Bank 2008 Zanzibar is low-income state with a Gross National Product ( GNP ) per capita of 534 USD ( MOFEA, 2008 ) . Zanzibar depends on agribusiness as the chief stay of its economic system, the chief export merchandise is cloves. About 49 % of the population lives below the national poorness line. The proportion of economically active population is 54 % ; beginnings of employment are informal sector ( 61 % ) , private sector ( 39 % ) and public sector ( 7 % ) ( Study Report: The Role of SME in Economic Development BoT – Zanzibar May, 2007 ) . Current unemployment rate estimations stand between 7 – 10 % ( HBS, 2004/05 ) , though unemployment among the immature population of 30 old ages and below is higher.Health sectorHealth Status Life anticipation at birth has increased from 53 old ages in 2003 to 60 old ages in 2008[ 1 ]. Infant mortality rate is 54 per 1000 unrecorded births in 2007/08. Under-five mortality rate bases at 79 per 1000 unrecorded births 2007/08 ( NBS, THMIS 2008 ) . Maternal mortality ratio based on infirmary informations as proxy index is estimated to be 422/100,000 unrecorded births in 2008 which has increased compared to the ratio of 377/100,000 unrecorded births ( UNICEF, 1998 ) . Epidemiologic passage in morbidity and mortality has been recognized over the past three old ages, this is due to the displacement of disease forms from catching to non-communicable. Disease like malaria has diminution from 34.3 % in 2006 to 10.8 % 2008 of all hospitalized instances which was the taking cause of morbidity and mortality ( MOHSW, 2008 ) . The most common chronic diseases which are the major cause of deceases in Zanzibar Hospitals are pneumonia, cardiovascular diseases, blood poisoning, Diabetes mel litus and anaemia. HIV prevalence rate in Zanzibar is presently at 0.6 per centum in sexually active grownups ( NBS, THMIS 2008 ) . Public Health Care System The public wellness system in Zanzibar is characterized by three degrees of wellness attention bringing. There are Primary Health Care Units and Centers ( PHCUs and PHCCs ) , District Hospitals as secondary degree and Tertiary degree which includes Mnazi Mmoja Referral Hospital and specialized Hospitals. Presently there are 133 PHCUs, 34 among them categorized as PHCU+ that provide extra services such as bringing, alveolar consonant, pharmaceutics and research lab services. PHCCs provide all services as PHCU+ with extra of inmates services of 30 beds. Public private mix is turning in Zanzibar ; several partnerships are traveling on in footings of service bringing and preparation. At the District degree, District Health Management Teams ( DHMTs ) are responsible for the proviso of wellness attention services. Decentralization policy is non wholly applied, nevertheless signifier of deconcentration in the wellness sector is practiced in term of be aftering but the laterality of the top- bottom attack in the determinations still exist signifier of de-concentration in the wellness sector is practiced in term of be aftering but the laterality of the top-bottom attack in the determination still exist. Private Sector These comprises of private Hospitals and Clinics which provide services for profit footing. As one among the major portion of the wellness sector reform in the betterment of public private coaction to promote private activity, Zanzibar has experienced the increased figure of private wellness installations. The private sector is now seen as an of import and important spouse in supplying wellness services so as to complement authorities proviso and increase consumer pick ( Mtei et al. , 2007 ) . Table 1.2 Health installations in Zanzibar PHCUs/Dispensary Health Centers Hospitals EntirePublicNongovernmental organizationPrivate130555420603140758Entire19069205Beginning: Zanzibar Service Availability Mapping 2009 Health Care Financing Outgo on wellness Since independence authorities provides basic wellness attention services for free by utilizing revenue enhancement based funding. However the economic crisis in the early 1980s affected the proviso of wellness services. Other beginnings of funding is through external support via development spouses which takes big portion of outgo followed by out of pocket payment in the signifier of cost-sharing or user fees. Information on OOP for public and private outgo on wellness is non good captured due to inexistence of National Health Accounts ( NHA ) which records beginnings and utilizations of wellness financess. The user fees in public installations remain a challenge which brings really strong argument in the House of Representatives during the budget blessing of the Ministry of Health and Social Welfare for certain type of services particularly maternal services including cesarean fees. Table 2.1 Zanzibar Indicators of wellness outgo ratios 2008 Indexs 2008 Entire outgo on wellness as % of GDP General authorities outgo on wellness as % entire outgo on wellness General authorities outgo on wellness as % of entire authorities outgo External resources for wellness as % of entire outgo on wellness Out of pocket outgo ( user fees ) as % of entire wellness outgo Beginning: Zanzibar wellness sector public outgo reappraisal 2008 Table 2.2 Health as % Government Spending in Sub-Saharan Africa Entire local budgets incl. involvement payments excl. involvement payments 2003 2006 portion twelvemonthZanzibar6.5 %5.6 %7.6 %2006Kenya 6.0 % 5.1 % A n/a A n/a Nyasaland 10.8 % n/a A n/a A n/a South west africa 13.8 % n/a 15.0 % 2003 South Africa 11.1 % 11.0 % 12.8 % 2006 Uganda 11.8 % 11.7 % 12.5 % 2006 Northern rhodesia 17.7 % n/a A n/a A n/a Rhodesia 9.2 % n/a A n/a A n/a Beginning: Govender, McIntyre & A ; Loewensin 2008, Zanzibar information is from PER 2008 Zanzibar is passing less on wellness as a portion of Government budget compared with other states. Based on this information it should be noted that all other states included here are confronting the high load of HIV/AIDS which increases the wellness disbursement. However, most of this disbursement is financed by the development spouses.Chapter 2Problem statement, significance of the survey and MethodologyThe job: feasibleness of presenting wellness insurance in ZanzibarMost of the development states are experienced the underfunding of its public wellness sector. A job of the wellness system in Zanzibar that influences quality wellness services is that there is no national wellness insurance strategy. This job starves the wellness sector financially caused by deficits in authorities outgo towards wellness sector each twelvemonth ( figure 1.2 ) . This has led to increasing deficit of indispensable drugs and medical supplies in wellness installations and deteriorating of quality wellne ss services and substructure. As a consequence from this state of affairs, the Zanzibar authorities in 1999 after the alteration of the Health Policy emphasized the demand for the people to lend on wellness attention services in the signifier of cost-sharing. However, the increasing of high cost of wellness attention services leave the bulk of hapless and less educated vulnerable. Additionally, the fiscal barrier was seen as among the major determiners in the use of wellness services. Out-of-pocket payments besides exist in Zanzibar where by patients pay straight to wellness attention suppliers chiefly private installations or which do non covered by any signifier of wellness insurance User fees is a signifier of out-of-pocket whereby patients are required to pay to wellness services ; nevertheless the patient does non pay existent cost, but a certain sum. This was done in order to acquire extra beginning of income to supplement authorities fiscal budgets in the wellness sector e.g. purchase of drugs and infirmaries supplies. However, this has a small impact on bridging the fiscal spread as some of the countries which exercise user fees are non on a regular basis audited. In 1998, the constitution of Zanzibar Social Security Fund ( ZSSF ) under the Zanzibar Security Act No. 2 of 1998 has opened the window for authorities employees to have medical benefit including pregnancy allowance. Harmonizing to other states experience the development of National Health Insurance ( NHI ) get downing from this point whereby employees from formal sector get enrolled. The advantage for ZSSF apart from registration of authorities employees, parastatal and private companies were besides included. Apart from the bing of ZSSF unluckily to day of the month no payment made for medical benefit, bing payments chiefly are for old age, pensions, endurance and invalidness benefits. Recently in 2009, the caputs of ZSSF have shown involvement to get down wellness insurance strategy for its members which was welcomed by the Ministry of Health as a starting point. For this ground the demand to develop base line for the execution of societal wellness insurance is extremely needed to wards cosmopolitan coverage and hazard protection for the hapless. Challenges will still stay given the fact that informal sector is still big in Zanzibar and poverty degree is besides dead.Challenges in wellness attention funding:With increasing disease load, low economic growing, immense informal sector, high unemployment, high degrees of poorness, unjust distribution of income, and weak public sector direction, states in the African part are confronting the challenge of guaranting entree to indispensable and quality wellness attention services that are financed equitably. The major challenges in the wellness attention system that a big figure of states in the Sub Saharan Region will hold to get the better of are: Failure of set uping cost recovery safety cyberspace mechanisms in protecting the hapless ; Lack of fiscal resources to bring forth good wellness for all ; Lack of human resources is a constriction in bettering wellness system public presentation ; Inefficient usage of available wellness resources supplying just wellness attention ; Limited proficient capacity to pull off the complex wellness funding issues besides high turnover of wellness staff, directors, policymakers and contrivers chiefly due to hapless fiscal inducements ; Limited institutional capacity to ease the development and execution of feasible and just funding schemes ; and Weak monitoring and analytical capacity ; taking to grounds non being used for explicating wellness policy and taking determinations.Significance of the surveyStudy inquiriesBy looking the experience from other low income states could present the reply for the undermentioned survey inquiries? a ) Giving a model with which aims presenting wellness insurance has been seen as a good thought in other states? B ) How Zanzibar could utilize ZSSF in order to construct a reasonable SHI? ( is it possible to cover everybody? ) degree Celsiuss ) How a reform including cardinal participants should be attempted?General ObjectiveTo depict the societal wellness insurance based on societal security attack in order to do informed recommendations to the policy shapers.Specific Aims:Describe wellness funding in low income states Describe the wellness attention financing strategies in Zanzibar and the purpose of presenting wellness insurance Describe wellness insurance strategies from other states and how do they run into with standards for public presentation Identify lessons learnt and supply recommendations for Zanzibar in set uping wellness insurance which is sustainable and just. Based on the aims, the survey will look profoundly in the undermentioned countries: Determine the purposes of in presenting insurance strategies, How they planned to utilize existing establishments or else and What the jobs have been in the reform. Effective of Risk pooling among the strategies Types of benefits /services members received Does the coverage just ( high or low ) ? Recommend on the practical stairss needed to implement the assorted strategies in Zanzibar.Beneficiaries:The Ministry of Health and Social Welfare Zanzibar ( MOSHW ) , Zanzibar Social Security Find ( ZSSF ) and the Ministry of Finance and Economic Affairs Zanzibar ( MOFEA ) .MethodologyStudy RestrictionsSearch Scheme:Cardinal Wordss:Chapter 3Literature study on wellness Insurance

Henry David Thoreau's Civil Disobedience and Other Essays Essay

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Case study Example | Topics and Well Written Essays - 1000 words - 35

Case Study Example In addition, only two main manufacturers supply all the aircraft used in the industry: Boeing and Airbus (Barney & Hesterly, 2014). This makes the airline industry one of the most favorable for aircraft manufacturers and robs carriers of vital bargaining power. Ultimately, carriers have little or no power over the prices and availability of aircraft, yet this is their core input. The bargaining power of suppliers is too slanted in favor of suppliers. Buyers in the airline industry have several aspects that give them an edge over competitors: variety, intense competition, price wars, government protection, and the entry of online ticketing and distribution services (Barney & Hesterly, 2014). These factors imply that buyers enjoy a moderate to high bargaining power, which is also not healthy for competitors. As such, competitors have been forced to relinquish power to flyers in the long term. This threat is very low because of the amount of capital and the risks involved in venturing into the US airline industry (Vasigh, Fleming, & Humphreys, 2014). Very few investors have the financial capability required to successfully compete in the industry, and those that do are reluctant to confront the demands and risks involved. In addition, successful entrance demands a lot of skill, knowledge and experience; that is why rivals like to â€Å"poach† employees from one another. This threat is very low because unlike in developing countries where travelers prefer water, rail and road travel because they are cheaper, the level of competition in the US has ensured that flying is very affordable (Vasigh, Fleming, & Humphreys, 2014). In addition, the US has a very strong culture of flying, which is similar to the popularity of road transport in developing countries. As such, it is extremely unlikely that any other transport mode can overtake flying. The US airline industry is extremely competitive. It is easy for competitors to be

The Issues with Infrastructure Research Paper Example | Topics and Well Written Essays - 750 words

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Workplace violence and bullying Research Paper Example | Topics and Well Written Essays - 2000 words

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The Big Sleep - Movie Review Example The detective is a cynical, smart, professional investigator who mouths witty dialogues and works on cases, on being hired. The man who hires the detective is rather old and fragile in exercising his courage and efforts to put an end to the troublesome threat calls. The old man's daughters are extremely good looking girls, who are thoroughly spoilt and headstrong. There also lies a suspicious side to the older daughter, besides some other dubious characters of the novel. All this constitute the typical characterization based on the Hard-Boiled formula. c. Setting: The setting of the novel is again typically Hard-Boiled. The first few scenes showcase the encounter of the detective with the person who proposes to hire him. This takes place in a rather rich, gloomy huge bungalow, which gives the introductory feeling into the storyline consisting of a mystery and subsequently, a detective solving it. Later, the setting shifts to one oppressive crime scene to another, which mark the collection of clues and solving of the case. "...winding down curved rain swept streets, under the steady drip of trees, past lighted windows in big houses in ghostly enormous grounds, vague clusters of eaves and gables and lighted windows high on the hillside, remote and inaccessible, like witch houses in a forest. I came out at a service station glaring with wasted light, where a bored attendant in a white cap and a dark blue windbreaker sat on a stool, inside the steamed glass, reading a paper... on a night like this you could grow a beard waiting for a taxi." Label the characteristics in the passage. a. The above lines are written in first person, which is a characteristic of the Hard-Boiled formula. b. The detective is the speaker or narrator, here, which again is typical of the Hard-Boiled genre. c. The detailing is rather precise with vivid and picturesque descriptions, following a rhythmic pattern of speech, which is how Hard-Boiled specialist writers write. d. We get an insight into the lighting of the whole setup, which is dark, gloomy with occasional neon lighting. This, again, is a characteristic of the Hard-Boiled formula. e. The last line, "on a night like this you could grow a beard waiting for a taxi." Is rather witty and a wise cracking, which is the characteristic linguistic style used by the characters of the Hard-Boiled fiction formula. Do you think the above passage you've copied is well-written Why or why notPersonally, I feel the above passage is written quite well. It gives the reader very picturesque details and descriptions which helps him/her imagine and follow the occurrences effectively. The fictitious novel is not a visual medium and therefore, descriptions help readers imagine the scene beautifully and the writer has succeeded in this. Following the lines of description, the writer is wise enough to break the monotony

Estern foods Essay Example | Topics and Well Written Essays - 2000 words

Estern foods - Essay Example These challenges would be analyzed as follows: a) HRM: the firm’s workforce needs to be appropriately trained in order to be able to meet the standards set by the firm’s strategic managers. Reference is made in particular to the quality of food prepared but also to the quality of customer services. In the context of HRM another issue should be addressed: employees may be asked to work overtime and in different positions, especially during high peak seasons. Employees need to be ready to meet the challenges set by changes in the workplace so that their performance is kept at high levels. At this point, HR managers would have to face the following challenge: they should use effective criteria when allocating job positions, ensuring that each employee is assigned tasks to which he can respond. Additional or different duties could be assigned to employees gradually so that they have time to be adapted to the needs of other roles according to the organizational needs. In add ition, equality and fairness in compensation would be of critical importance for securing high employee motivation; b) Accounting: the firm needs the support of an accounting consultant; emphasizing on accounting standards and principles will help the organization to control its costs and income more effectively so that its performance is kept high; c) Marketing: the firm has to employ a marketing plan that will be aligned with the local culture and market trends; traditional marketing techniques would be combined with advanced marketing strategies, such as the social media; d) Operations Management: the cooperation between various organizational departments should be carefully organized; daily operations should be set in hierarchical order ensuring that all business activities are monitored and checked as of their alignment with business standards and ethics. Particular emphasis should be given on innovation and creativity, as factors that could enhance the firm’s competitiv eness in its industry. 2. HRM issues in Eastern Foods Business environment incorporates a high range of elements, including ‘economic, socio-cultural and administrative factors’ (Goyal and Goyal 2007, p.6). Organizing and distributing tasks are critical duties of managers in modern organizations so that conditions in internal organizational environment, where the firm’s HR are incorporated, are effectively controlled. In fact, it has been proved that the ability of HR managers to assign tasks aligned with the skills/ background of employees can help to avoid conflicts across organization and to keep employee performance high (Goyal and Goyal 2007). On the other hand, in the food industry competition is high. Customers’ expectations tend to be continuously increased a fact that creates pressures for changes in the firm’s practices (Simms 2005). Employees need to be willing to support organizational changes otherwise the relevant plans will fail. Empl oyees have a key role in another factor affecting organizational performance: innovation. Promoting innovation is a necessary prerequisite for firms that aim to keep their performance at high levels (Limberg 2008). In the food industry also, a similar issue appears. However, innovation and creativity cannot be enhanced within a particular organization unless they are adequately supported by employees; reference is made not only to

Long-Term Liabilities (Assignment 9) Assignment Example | Topics and Well Written Essays - 500 words

Long-Term Liabilities ( 9) - Assignment Example Long-term income taxes payable recorded a negative change of 49.44% from the previous. This clearly indicates that the company reduced its long-term income tax payable by 49.44 percent. This is a good sign of the efforts of the company tom reduce long-term liabilities. According to the notes on the financial statements, the management of the company recorded that the company recorded a significant reduction in income tax payable as a result of changes in tax policies. The U.S. federal and state tax audits resolved to lower the rate of income tax rate from 32.5 percent in April 2, 2011 to 12.7 percent in March 31, 2012. 3. What are the approximate interest rates incurred on your firms long-term liabilities? Complete the schedule below. Some items, e.g., deferred tax liabilities, do not incur interest. Some (or most) of this information will be found in the notes to the financial statements. 5. Go to the statement of cash flows. Observe the amount of "net cash flow from operations" generated in each of the last three years. To what extent does it appear that the company will be able to pay off the above scheduled obligations each year with cash generated from operations? Might the company need to raise the required cash in some other way? Discuss. The company has been recording consistent increase in the amount of net cash flow from operations. In the last financial year ended in December 2011, the Pentair recorded a net cash flow from operations of 320,226,000. This is remarkable given the fact that the company has been recording consistent performance in the last three years. Taking a look at both the present and past performances of the company, the company is only able to pay long term debts. The other obligations have the effect of straining the company’s financial resources and this may require the company to source for additional capital. The company may pay the obligations by raising additional capital from the stock market through

IIndividual Projec Assignment Example | Topics and Well Written Essays - 500 words

IIndividual Projec - Assignment Example Today Hip-Hop is a way of life among many youths, a new culture that is deeply woven in all aspects of our daily life. Faced with myriads of challenges that range from unemployment, inequality, marginalization, lack of access to quality healthcare and many others, urban youth have been heavily impacted by these effects of industrialization and globalization. Most youth now identify with the Hip-Hop culture; it informs our understanding everything in our surrounding. For most youths, Hip-Hop is a way of life and a method through they understand the world. This is reflected in their choices of media to consume, books to read music, movies and games purchased. A lot of empirical data is available to show how Hip-Hop culture influences youths when it comes to learning (Carl and Virgil, 2014). Music is recognised significantly among the youth and as such is a very essential element of their culture. Many of us youth enjoy listening to and expressing our feelings through music. Research has shown Hip-Hop, R&B, Rock, Pop and Punk as the most preferred genres of music among the youth. Many youth and students will therefore spend their time listening to either of these genres of music at least every day. The lack of understanding of Hip-Hop by parents and other figures of authoring them admonish the youth for identifying with it and this in turn has compelled forced youth to deeply immerse in the culture (Sealey and Greene, 2010). Another very important element of the youth culture is their intimacy with video gaming. This is particularly influenced by the availability of internet with which youths can easily download or even play video games online. There is also the rapid increasing in the uptake of mobile phones, with lots of youth having access to mobile phones it is very easy to access the internet and play online video games from anywhere any time. This aids in advancing their embrace when it comes to video gamingm. In conclusion

Transfer application for University of Illinois at Urbana Champaign Essay Example for Free

Transfer application for University of Illinois at Urbana Champaign Essay My high school years demonstrate a strong history of community involvement and social work that gave me a chance to develop my communication skills, translate leadership potential into real actions and let me help other people in meaningful and effective ways. The combination of various activities and burden of multiple responsibilities also proved a challenge to my academic achievements. Thus, I must admit that being involved in volunteering work a few hours a week, working as President of the Snowboarding club and church leader and Vice-President in my Korean church, I spent less time and effort on studies than other students. With this said, the broad variety of activities did develop my personality and increase my potential to add to diversity on Urbana Champaign campus. Working as President of the Snowboarding club, I learned a lot about this sport and organization of different sports events. Throughout my community involvement, such as work in the asylum and in the institution for physically handicapped people, I gained knowledge about life that is very different from our usual patterns. As baby-sitter in the orphanage, I got to know many disadvantaged kids whose perspective was different from mine. Learning to help these people, I realized that humans are very diverse and at the same time united by common feelings of love, hate, trust, hope and sympathy. Besides, being of Korean origin, I can bring to the campus an understanding and appreciation of our rich culture and customs. During my life in the US, I have retained my ethnic culture through involvement in the initiative in my Korean church that was aimed at helping new people fit into the US environment. I hope to bring this experience in helping new people to University of Illinois, making my experience at transition work for other people. International studies have long captured my interest and hold it to this point. A foreign national, I am most interested in international trade and development, and specifically the interconnection between these two phenomena. My experience in changing the national environment proved a trigger causing my interest in the field and motivating me to pursue it as a profession. Coming from Korea, I became interested in national political and economic system and their reflection in people’s contemporary experience. Korea had a rather painful history, being to this point divided into two parts. The striking difference in life standards between North and South Korea intrigued me because not so long ago we were one nation. As I grew up, I realized the importance of a choice of a political and economic system the nation makes. Reading a lot about different economic theories and practices, I developed an interest in how to help poor nations develop better. I come from a relatively prosperous background and feel obliged to help countries with a very low income level to overcome dire poverty and provide their people with basic benefits. Developing international trade, I believe, can be the answer to many of their problems. Working for one month in 2006 in Essen Tech Co – The Department of Trade, I gained further insights into the nature of international trade. There I mingled with professionals in the field who shared with me their expert knowledge and opinions formed on the basis of relevant information, which was very interesting for a novice. At this point, I have some theoretical and practical background in the chosen field. Now I need more substantial knowledge to let me use my potential to the fullest. With deep interest in the field, I believe I can make my involvement into an important contribution.

The Chi-Square Goodness-of-Fit Test Essay Example for Free

The Chi-Square Goodness-of-Fit Test Essay The chi-square goodness-of-fit test is used to analyze probabilities of multinomial distribution trials along a single dimension. For example, if the variable being studied is economic class with three possible outcomes of lower income class, middle income class, and upper income class, the single dimension is economic class and the three possible outcomes are the three classes. On each trial, one and only one of the outcomes can occur. In other words, a family unit must be classified either as lower income class, middle income class, or upper income class and cannot be in more than one class. The chi-square goodness-of-fit test compares the theoretical, frequencies of categories from a population distribution to the observed, or actual, frequencies from a distribution to determine whether there is a difference between what was expected and what was observed. For example, airline industry officials might theorize that the ages of airline ticket purchasers are distributed in a particular way. To validate or reject this expected distribution, an actual sample of ticket purchaser ages can be gathered randomly, and the observed results can be compared to the expected results with the chi-square goodness-of-fit test. This test also can be used to determine whether the observed arrivals at teller windows at a bank are Poisson distributed, as might be expected. In the paper industry, manufacturers can use the chi-square goodness-of-fit test to determine whether the demand for paper follows a uniform distribution throughout the year. Karl Pearson introduced the chi-square test in 1900. The chi-square distribution is the sum of the squares of k independent random variables and therefore can never be less than zero; it extends indefinitely in the positive direction. Actually the chi-square distributions constitute a family, with each distribution defined by the degrees of freedom (df) associated with it. For small df values the chi-square distribution is skewed considerably to the right (positive values). As the df increase, the chi-square distribution begins to approach the normal curve. The chi-square goodness-of-fit test is used to analyze the distribution of frequencies for categories of one variable, such as age or number of bank arrivals, to determine whether the distribution of these frequencies is the same as some hypothesized or expected distribution. However, the goodness-of-fit test cannot be used to analyze two variables simultaneously. A different chi-square test, the chi-square test of independence, can be used to analyze the frequencies of two variables with multiple categories to determine whether the two variables are independent. Many times this type of analysis is desirable. The chi-square test of independence can be used to analyze any level of data measurement, but it is particularly useful in analyzing nominal data. Suppose a business researcher is interested in determining whether geographic region is independent of type of financial investment.

Impact of Employee Remuneration on Productivity

Impact of Employee Remuneration on Productivity CHAPTER ONE 1.0 Introduction The aim of this dissertation is to investigate the need for and impact of employee remuneration on organizational productivity. The study will focus on relationship between motivational techniques and employee performance. To examine the relationship between the level of job satisfaction of employee performance. It will also investigate the relationship between remuneration and employee performance. And the evaluation and development of reward process, which in turn can lead to improved profitability in an organization. If it is accepted that organizations assets are its work force, it is imperative that they ensure that they are fully motivated. This is because if the workers perceive that they are poorly remunerated, their performance is likely to drop and this will have negative effects on the organization. It is important to note that there are several theories of motivation proposed by various researchers including Abraham Maslow, Alderfers ERG Theory, Herzbergs two-factor Theory, Equity Theory, Expectancy Theory, McClellands Theory, Goal Setting Theory, McGregors theory X and Y, Ouchis Theory Z etc. (Sarin, 2009; 237). These theories have led to the development of various tools of motivation used by organizations to stimulate the interest of their employees. This research will examine the some of these motivation theories and apply them to measure their actual effectiveness on employee performance as well as organizational productivity. Managing requires the creation and maintaining of an environment for the performance of individual working together in groups towards the accomplishment of a common objectives/ goals. A manager cannot do his job without knowing what his people want. To emphasize the importance of knowing and taking advantages of motivating factors particularly job satisfaction is the concern of the managers. Their job is not to attempt to manipulate people but rather to recognize the motivating factors in designing an environment for performance. The basic element of human behaviour is one kind of activity, physical or mental. We can look at human behaviour as a series of activities, the question that arises, include to what extent can the activities of human being be undertaken in any point in time that is people do things that lead them to accomplish something, but individual goals can be elusive, sometimes people know exactly why they do things. Management task is to get things done through other people due to global economic recession which is affecting Nigeria economy, employee are no longer safe due to unnecessary retrenchment, layoff , payoff compulsory leave etc, employee do not want to put in order to encourage active participation from employee for the attainment of organizational goal, there should be job satisfaction. The word Employee Remuneration to most people refers to money and usually money in addition to wages and salaries. However, job satisfaction according to Lawal (1992, pg56) is the favourableness with which employee view their work. Stephen P.etal (2009), define job satisfaction as a persons general attitude towards her job. It is obtained when there is a proffer fit between job characteristics and wants of employees, in fact Employee Remuneration is an organizational set up as an embodiment of many factors, Employee Remuneration has a cause effect phenomenon, one area that brings about job satisfaction is the motivation of the workers. The factors identified by management to be responsible for Employee Remuneration of workers on the jobs are:- Good Remuneration Job Enrichment Job Content Job Rotation Conducive job environment Positive Criticism Participating in all level of decision process Equity share in the organization. Recognition for contribution made in the organization. Since evaluation of management, professional managers and the writers on management have made a variety of assumptions about what would make the individual employee (that is the worker) to be satisfied, for example, the traditional theory of organization that a system of reward and punishment should be used to elicit the desire behaviour. This is implemented through compensation package based on productivity of an employee e.g. Taylor differentiate system based on the necessity not out of love of money. Therefore, this assumption naturally lead to the conclusion that was an important factor that satisfied the workers on the job. In late 80s, managers started to witness frequent encounter with workers who appeared to be suspicious of management and also are unimpressed by money, unconcerned about productivity and self-centred. Then recognition of for workers become a major challenge to management in view of the fact that a simple solution to the problem did not exist. From the above it therefore implies that for organization to increase employee performance, managers need to be much more sophisticated in understanding of employees behaviour in an organisation. The understanding will provide basic ingredient for the designing and incorporating. Employee remuneration strategies into the policy and objective of the organisation on the total neglect is capable of having a great adverse effect on the organisational objective specially on the long run. Employee resentment of the scientific management system led to the modification of job design and to maintain employee enthusiasm and productivity, job enrichment became HR managers approach to motivation. Employees desire jobs that are challenging, autonomous and will require their intellects. Job enrichment makes provision to fulfil this desire as it involves an increase in the level of responsibility for planning and co-coordinating tasks (Stevenson, 2002; 310 cited in Maxwell et al, 2008; 436). According to Kreitner and Kinicki (2001) cited also in Maxwell et al (2008; 436) the theory of job enrichment is a practical application of Herzbergs hygiene theory, which postulates that employees are motivated when there is an increase in job satisfaction (Maxwell et al, 2008; 436). 1.1 Background to the study In Nigeria, there is a complete dearth of studies that looked into this effective management tool in organisations. Therefore, this study will carry out primary research amongst employees in a Nigerian banking sector. It is important to find out whether labour performance can be improved through remuneration which can be in term of financial and non-financial remuneration/reward in the Nigerian working environment. Hence, the research into reward and motivation has become necessary in order to alert Nigerian employers on the need for adequate motivation, both financial and non-financial to ensure commensurate employee performance. Motivation commences with a need, vision, dream, or desire to achieve what seems impossible. Employers desire their employees to have a can-do attitude to everything. In their opinion, this attitude assures an increase in productivity (Maxwell et al, 2008; 432). In todays increasingly changing world, both employee and employers are trying to find ways to make jobs more meaningful and satisfying. One of the ways to do this is to redesign jobs to better meet new requirements. The re-engineering of jobs has been a significant labor market occurrence over the last 20 years. The design of jobs as it relates to employee participation, flexible working and employee/group independence has experienced extensive changes. These changes include the use of several recent HR practices e.g. employee involvement programs such as quality circles, more use of job rotation and flexibility, job enrichment, job enlargement, and more work-team self-management (Maxwell et al, 2008; 432-433). Redesigning ha s several characteristics of which job enrichment is one. The study of job redesign reveals how various classes of workers vary from one to another in form of what they need. According to Kreitner and Kinicki (2001) cited in Maxwell et al (2008; 433), job design or redesign is any set of activities involving the alteration of specific jobs or interdependent systems of jobs with the intent of improving the quality of employee job experience and their on-the-job productivity. Employee resentment of the scientific management system led to the modification of job design and to maintain employee enthusiasm and productivity, job enrichment became HR managers approach to motivation. Employees desire jobs that are challenging, autonomous and will require their intellects. Job enrichment makes provision to fulfil this desire as it involves an increase in the level of responsibility for planning and co-ordinating tasks (Stevenson, 2002; 310 cited in Maxwell et al, 2008; 436). According to Kreitner and Kinicki (2001) cited also in Maxwell et al (2008; 436) the theory of job enrichment is a practical application of Herzbergs hygiene theory, which postulates that employees are motivated when there is an increase in job satisfaction (Maxwell et al, 2008; 436). The purpose of this research is highlighting the impact of employee remuneration on organisational productivity. It is aimed at identifying those attitudes of the management of the company towards its employees that will enable the company to achieve its corporate goals. This study is necessary as lack of adequate information can hinder organisations from achieving set goals, which usually amongst many others is profit maximisation. 1.2 Aims and Objectives The main aim of this study is to know the importance of employees remuneration to the job satisfaction of the workforce, and theoretically it is to identify the various motivational incentive and summarise the various view of managers on the impact of these incentives on employee. Also this study aims to evaluate Access bank plc success vis-a-vis rewarding their staffs. Objectives The objective of this study is to examine, The Impact that Employee Remuneration has on organisational Productivity in the this, the researcher will attempt to examine the following:- To examine the relationship between motivational techniques and employee performance. To examine the relationship between level of job satisfaction of employee performance. To examine the relationship between employee remuneration and employee performance The evaluation and development of reward process. The link between employee remuneration and job satisfaction 1.3 STATEMENT OF THE PROBLEM Human being as individual has a unique characteristic which is distinct from others, therefore in an organisation that has over one thousand workers, it means there would be different kind of characteristics. Employee remuneration as a psychology concept calls for a thorough understanding of employees need which will enable the management to blend them with the corporate need in order to have an equitable mix that will enhance the realisation of the overall objectives of the overall objectives of the organisation and employee. On a closer look at most organisation, the essential intrinsic factors have not been properly addressed by contemporary organisation, no wonder we have high rate of incessant strike witnessed by these organisations over the year. The problem therefore is how to maintain an equitable compensation package of fulfilling the aspiration of both the employee and employers in such a way that an equilibrium social interaction will be maintained. It is therefore important for the organisation to realize the provision of intrinsic factor that satisfy the need urges, want and aspiration of workers would have a long run effect on the profitability base of the organisation which are fundamental criteria for the measurement of Employees Remuneration. CHAPTER TWO LITERATURE REVIEW 2.0 Introduction In this chapter, the researcher proposes to critically consider a number of theories of motivation that are relevant to the study. In addition, the researcher will examine the impact of employee remuneration, and the relationship between job enrichment and employee performance. To examine the relationship between motivational techniques and employee performance. To examine the relationship between level of job satisfaction of employee performance. To examine the relationship between employee remuneration and employee performance The evaluation and development of reward process. The link between employee remuneration and job satisfaction 2.1 Motivation Theories Motivation deals with the factors that shape peoples behaviour. The three components of motivation identified by Arnold et al (1991) cited in Armstrong (2002; 56) are 1) direction 2) effort and 3) persistence. In a work environment, employees can self-motivate by seeking and engaging in activities that will lead them to achieve set goals (intrinsic motivation) or be motivated by management through various reward systems (extrinsic motivation) (Armstrong, 2002; 56). Earlier views on motivation, albeit not always perfect, have proved to be an important part of the foundation for evolutionary growth. Motivation is a blend of factors that drives peoples actions and it can be classified as individual, group and organizational motivation. The different theories of motivation, in their different ways facilitate our understanding of the complex process of motivation and the fact that there are no straightforward answers to motivating anybody (Armstrong, 2002; 57). Scientific management sees money as the primary human motivator, while the view of human relations is that social factors are the primary human motivator (Sarin, 2009; 237). Frederick Winslow Taylor, who is known as the father of scientific management, focused on applying the concepts of science to improve production by relying on the use of observation, measurement, analysis and improvement of work methods, and economic incentives. His study of work methods in great detail identified the best process for doing each job and laid emphasis on output. This theory was not particularly favoured with workers, who believed that it was not fair to increase output without a commensurate increase in reward (Stevenson, 2002; 21 cited in Maxwell et al; 2008; 433). The instrumentality theory of motivation derived its roots from the scientific management theory of Taylor and also emphasized the importance of money as the main reason people work. Hence, rewards or otherwise should be linked directl y to performance. However, this theory fails to take into consideration other human needs that could affect performance (Armstrong, 2002; 57). This omission gave rise to the needs theory, the basis of which is the belief that an unfulfilled need creates a sense of anxiety. Therefore, in order to create a sense of fulfilment, once a need is identified, a pattern of fulfilling it must be set out. However, not all needs are important at a given time in a persons life. Some needs are more urgent than others (Armstrong, 2002; 58). Abraham Maslows theory (1940) cited in Sarin (2009; 237) is said to have based his theory on Henry A. Murrays postulation that people seek to satisfy their various needs at the same time, rather than in a specific order. Murrays Manifest Needs however did not arrange the identified needs in any particular order of importance, unlike Maslows hierarchy of a set of five needs Physiological, Security, Social, Esteem and Self actualization each of which is related to the other and arranged in order of hierarchy. According to him, once a need is met, it does not motivate a persons behaviour again. However, it is possible to either move up or down each of the levels depending on whether a need has been fulfilled or the realization of a need is being endangered (Sarin, 2009; 237). McClelland (1975) identified three needs achievement, affiliation and power that motivates managers. However, while agreeing with Maslow that motives are part of the personality, he is of the opinion that they are caused by environmental factors. The levels of these needs are dependent on different individuals. While some may have a higher need for achievement, others may desire affiliation or power (Armstrong, 2002; 58). Herzberg (1959) based his theory on two sets of factors extrinsic and intrinsic that were directly relating to job satisfaction and dissatisfaction. Extrinsic factors are referred to as hygiene or maintenance factors and they are linked to job environment, job context e.g. quality of supervision, work conditions, company policies, relationship with co-workers and level of compensation. Job dissatisfaction may occur where there are no extrinsic factors. Intrinsic factors referred to as motivators or growth factors, on the other hand, relate to the job itself e.g. the complexity of work, level of importance with the organization as well as promotion opportunities. The resultant effect of intrinsic factors is a high level of job satisfaction, which according to Herzberg will prevent dissatisfaction and create a positive attitude to work (Di Cesare and Sadri, 2003; 36). Essentially, businesses should study the motivator factors and hygiene factors with a view to optimize motivation and productivity among employees (Maxwell et al, 2008; 436). Some managers hold the view that employee can be motivated to improve productivity by means of monetary incentives. The monetary scheme may be take a variety of different form example price rate, individual bonus, a team or group bonus scheme , a high pay rate system and profit sharing plan. All these have been packaged to motivate employees so as to improve on their performance. However, the general problem of monetary incentives is that they are effective in the short run but not necessary cost effective, on the other hand, money can motivate depending on the individuals need for money. Money is not an end itself but means of satisfying needs, employee remuneration proceeds high organisational productivity his for workers to be satisfied with their job, there is need to study the various motivation theories postulated by management experts. Motivation theories have series of theories, that is complementary to one another. The leading theory are listed below and summarised in table 19.1. the most significant ones are those concerned with expectancy, goal settings and equity, which are classified as process or cognitive theories. 2.2 Employee Compensation Dessler (2008) define employee compensation as all forms of pay going to employee and arising from their employment. He also stated that the compensation can be in two forms and they are direct financial payment and indirect financial payment. Direct financial payment can come in form of wages, salaries, incentives, commission and bonuses. While indirect can be in form financial benefit like employer-paid insurance and vacations. All these are strategy of remuneration, Baron A Armstrong M, give their own contribution towards the strategy of remuneration that the implication of human capital theory is that investment in people adds to their value to the firm. 2.2.1 Why should organisations compensate Employee? According to Stephen P. Robbins David A. Decenzo (2005, pg211) when an organisation design its overall compensation package, it has to look further than just an hourly wages or annual salary. It has to take into account another element, benefits. They even include that employee remuneration are non financial rewards designed to enrich employees live. This has grown a great importance in the life of an employee and a variety over the past years. Also stated that non financial reward should also put into consideration , if an employee invest their human capital into the firm they have to obtain a return not only in form of opportunity to grow and to achieve but also in terms of being valued to their employer. This authors opinion is different from other peoples opinion they include that organisation should have array of benefit such as paid time off from work, life and disability insurance, retirement programs and health insurance. While some of this benefit are been paid by both employee and employer, such benefits are retirement and health insurance. 2.3 Employee Remuneration The word Employee Remuneration to most people refer s to money and usually money is addition to wages and salaries. In fact employee in any organisation set up as an embodiment of many factors. Employee remuneration has caused effective phenomenon, one area that brings about employee remuneration is motivation of the workers In fact employee remuneration in any organisation set up embodiment of many factors. employee remuneration has caused effect phenomenon, one area that brings about employee remuneration is motivation of the workers. The organisations identified to be responsible for employee remuneration of workers are as follows: Job Enrichment Job Rotation Job Content Conducive Job Environment Equity Share in the organisation Participation in all level of decision process Positive criticism Recognition for contribution made in the organisation. Since evaluation of management professional managers and writers on management have made variety of assumption-about what would make the individual employees (workers) to be satisfied for example. The traditional (theory of organisation that a system reward and punishment should be used to elicit the desire behaviour, this is implemented through a compensation packages, based on productivity of employee example of Taylor differentiates payee system of based on the assumption that employee work out of necessity not out of love of money. Therefore this naturally led to the conclusion that money was an important factor that satisfied the workers on the job. In the late eightys (80) and ninetys (90) managers started to witness frequent encounter with workers who appeared to be suspicious of management in view of the fact that a simple solution to the problem of did not exist, in addition it may be noted that when considering some traits of workers. The understanding will provide the basic ingredient for designing and incorporating employee remunerations and strategies into the policy and objective of the organisation as it is total neglect is capable of having a great advance effect on the organisation objective especially in the long run. Reilly P. Williams T. (2006) Support that for employee remunerations to be effective HR needs the support of the top team. An unsympathetic CEO can be the a major block on getting people management issue properly on the agenda. Even when the HR director is low in the pecking order, well behind the chief financial officer information officer, the same result will occur. So HR director as a person needs to be respected by the board, executive etc. need to support and understand what HR is doing. This simply means another way for HR to motivate staff is to have a good relationship with senior management and with employees. 2.3.1 When should an employee is well remunerated? The characteristics of the job need of the individual, it is clear that there are numerous variable between people and their jobs that helps to determine their relationship. It must be noted that the concept of employee remuneration is psychological, it relates to these forces operating within individual employees. The underlying problem is therefore, that management should attempt to strike a balance so as to satisfy the interest of both the organisation and the workers. The reality of management observed that emphasis of high employee remuneration shifted away from the job itself to labour. In simplistic term, an employee organisation productivity can be define as being determined by the level and interaction between ability and motivation thus: Organisation productivity is contingent on a number of factors such as skill (liability appropriate for assigned job)motivation and role clarify (a clear understanding of assigned role). Another way that Reilly Williams T add their support to how HR activity can influence the way to manage their staff, it will be encouraging line managers to allow scope for employee involvement and space for employees to act in practical terms, that this might be supporting the consultation of staff if changes are afoot. Also it is the duty of HR to determine whether the employee is due to be reward, before the department can come to conclusion, such employee have to go through the performance appraisal process which contains three steps Define the job:- the means that the employee understand the nature of the job that he/ she has to do in the organisation and to do it to the organisation standards Appraising performance:- Dessler G defines this as comparing your subordinates actual performance as to the standard that have been set ; this usually involves some types of rating form. Feedback session:- here is the situation where two of you debate on employees performance and progress, an d make plan for any development. There various methods of appraisal methods such as graphic rating scale, Alternation ranking method, paired comparison method, forced distribution method etc. I will try and expansiate on two of this methods PAIRED COMPARISON METHOD:- this is a method whereby the two employee together in terms of quantity of work, quality of work , behaviour, how they react to work whenever they have been called, team work and so on. GRAPHIC RATING SCALE METHOD:- this method can be refer to as the simplest and what most organisation prefer to use for appraising staff performance. THEORETICAL FRAMEWORK To provide the required theoretical background for the study attempt will made to review literature of motivation as a means of achieving employee remunerations. Reward Reward can be described as a way which one is been compensate what been done either good or bad, it can also be called benefit that is given to an employee or group of people in an organisation. This can be done directly or indirectly. It usually use to encourage people at work to be able to put more effort in work that need to be done. This usually done when an employee want to sign a contract with an organisation or company such employer needs to allow the employee to be fully aware what the package of the income will be per annum or hourly paid if such an employee is interest he or she is going to sign the contact form. There are two types of rewards, they are financial and non financial rewards. Financial Reward also can be refer to as an incentive which can be in form of financial reward given to an employees whose production exceed predetermined standard that is the production is beyond what the organisation expectation. This can also be in form of pay structure, incentives and benefits this three usually has it important role to play in implementing strategies in an organisation. firstly, For a high level of pay or benefits relative to that of competitors can ensure that the company attracts and retains high quality employees, but this might have a negative impact on the companys overall labour cost. Secondly, by tying pay to performance, the company can elicit specific activities and level of performance from employee. In a study of how compensation practices are tied to strategies, researchers examined 33high- tech and 72 traditional companies. They classified them by whether they were in growth stage. They found that high-tech companies in growth stage (greater than 20percent inflation- adjusted increases in annual sales) or a maturity stage. They found that high-tech companies in the growth stage used compensation systems that were highly geared towards incentive pay, with a lower percentage of total pay devoted to salary and benefits. On the other hand, compensation systems among mature companies (both high-tech and traditional)devoted a lower percentage of total pay to incentive and a high percentage to benefits. (Noe.et.al 2003; pg 69). Organisation believe that given an employee incentives after profit is another way of motivating an employee to put more effort to his /her work this reward can be inform of profit sharing, salary increase, Non- Financial reward 2.5 Job satisfaction you need to talk on job satisfaction Employee performance pg66 amstrong hand bk 2.6 What is Motivation Behind every behaviour there is motive, that is all behaviour is motivated, behaviour psychologist agree that what motivate individual is the satisfaction of their needs but do not develop generally acceptable clarification of needs, several theories of motivation of worker. These theories can be grouped into two major categories. The satisfaction or content theories The instrumentally theories The satisfaction or content theories assume that human beings have needs and its their desire to satisfy these needs that limitation to specific behaviours. The instrumentality or process theories are based on the assumptions of that the part which leads to a goal is influenced by the reception and values of members of the organisation. The theory of Maslow, Adeifer, Herzberg are example of theory of needs satisfaction theories. Vroom porter, Lawal and Jacque are example of instrumentality of theories. Lawal (1993), says Motivation is a persuasive function that come across all aspect of employees development, the need for motivation can be viewed from following perspectives. Qualified manpower must be attracted and maintain in organisation ton exercise Once employed workers must be motivated to exercise their time and energy in achieving the predetermined goals of the organisation. Human resources are most important factor of production in an organisation and must be maintained and developed. The reasons highlighted above suggest that the creation of conducive working environment employee remuneration are the requirement for achievement of organisation success. Hence it is necessary for manager to understand what motivate workers and how motivation influence organisation productivity. In brief, motivation is an inner state that energize activates or more directs or channel behaviour towards goals/objectives. Motivation therefore is a general term used to denotes relationship between needs and the fulfilment of needs. It is dynamic process that this five (5) parts. Deprivation, presence of need (NEEDS) Need crystal led as want (WANTS) Action, goal oriented behaviour (ACTIONS) Tension or drives to fulfil the need (DRIVES) Satisfaction of need that reduce the drive and thus create the need for re-evaluation. The above description of motivation process may not be enough to explain employees behaviour, some theories of some reckoned management writers may be needed for further clarification and explanation. Also there is two types of motivation Intrinsic and Extrinsic motivation. Intrinsic motivation can be define as 2.8. MASLOW S HIERARCHY OF NEEDS According to Robert (1971), the best known theory of motivation was proposed by MASLOW, who hypothesized that work of every human being there exist an hierarchy of five (5) needs. According to Maslow, human beings have needs that can be arranged in hierarchy of needs, if these needs are satisfied human being will be motivated to perform however a satisfie Impact of Employee Remuneration on Productivity Impact of Employee Remuneration on Productivity CHAPTER ONE 1.0 Introduction The aim of this dissertation is to investigate the need for and impact of employee remuneration on organizational productivity. The study will focus on relationship between motivational techniques and employee performance. To examine the relationship between the level of job satisfaction of employee performance. It will also investigate the relationship between remuneration and employee performance. And the evaluation and development of reward process, which in turn can lead to improved profitability in an organization. If it is accepted that organizations assets are its work force, it is imperative that they ensure that they are fully motivated. This is because if the workers perceive that they are poorly remunerated, their performance is likely to drop and this will have negative effects on the organization. It is important to note that there are several theories of motivation proposed by various researchers including Abraham Maslow, Alderfers ERG Theory, Herzbergs two-factor Theory, Equity Theory, Expectancy Theory, McClellands Theory, Goal Setting Theory, McGregors theory X and Y, Ouchis Theory Z etc. (Sarin, 2009; 237). These theories have led to the development of various tools of motivation used by organizations to stimulate the interest of their employees. This research will examine the some of these motivation theories and apply them to measure their actual effectiveness on employee performance as well as organizational productivity. Managing requires the creation and maintaining of an environment for the performance of individual working together in groups towards the accomplishment of a common objectives/ goals. A manager cannot do his job without knowing what his people want. To emphasize the importance of knowing and taking advantages of motivating factors particularly job satisfaction is the concern of the managers. Their job is not to attempt to manipulate people but rather to recognize the motivating factors in designing an environment for performance. The basic element of human behaviour is one kind of activity, physical or mental. We can look at human behaviour as a series of activities, the question that arises, include to what extent can the activities of human being be undertaken in any point in time that is people do things that lead them to accomplish something, but individual goals can be elusive, sometimes people know exactly why they do things. Management task is to get things done through other people due to global economic recession which is affecting Nigeria economy, employee are no longer safe due to unnecessary retrenchment, layoff , payoff compulsory leave etc, employee do not want to put in order to encourage active participation from employee for the attainment of organizational goal, there should be job satisfaction. The word Employee Remuneration to most people refers to money and usually money in addition to wages and salaries. However, job satisfaction according to Lawal (1992, pg56) is the favourableness with which employee view their work. Stephen P.etal (2009), define job satisfaction as a persons general attitude towards her job. It is obtained when there is a proffer fit between job characteristics and wants of employees, in fact Employee Remuneration is an organizational set up as an embodiment of many factors, Employee Remuneration has a cause effect phenomenon, one area that brings about job satisfaction is the motivation of the workers. The factors identified by management to be responsible for Employee Remuneration of workers on the jobs are:- Good Remuneration Job Enrichment Job Content Job Rotation Conducive job environment Positive Criticism Participating in all level of decision process Equity share in the organization. Recognition for contribution made in the organization. Since evaluation of management, professional managers and the writers on management have made a variety of assumptions about what would make the individual employee (that is the worker) to be satisfied, for example, the traditional theory of organization that a system of reward and punishment should be used to elicit the desire behaviour. This is implemented through compensation package based on productivity of an employee e.g. Taylor differentiate system based on the necessity not out of love of money. Therefore, this assumption naturally lead to the conclusion that was an important factor that satisfied the workers on the job. In late 80s, managers started to witness frequent encounter with workers who appeared to be suspicious of management and also are unimpressed by money, unconcerned about productivity and self-centred. Then recognition of for workers become a major challenge to management in view of the fact that a simple solution to the problem did not exist. From the above it therefore implies that for organization to increase employee performance, managers need to be much more sophisticated in understanding of employees behaviour in an organisation. The understanding will provide basic ingredient for the designing and incorporating. Employee remuneration strategies into the policy and objective of the organisation on the total neglect is capable of having a great adverse effect on the organisational objective specially on the long run. Employee resentment of the scientific management system led to the modification of job design and to maintain employee enthusiasm and productivity, job enrichment became HR managers approach to motivation. Employees desire jobs that are challenging, autonomous and will require their intellects. Job enrichment makes provision to fulfil this desire as it involves an increase in the level of responsibility for planning and co-coordinating tasks (Stevenson, 2002; 310 cited in Maxwell et al, 2008; 436). According to Kreitner and Kinicki (2001) cited also in Maxwell et al (2008; 436) the theory of job enrichment is a practical application of Herzbergs hygiene theory, which postulates that employees are motivated when there is an increase in job satisfaction (Maxwell et al, 2008; 436). 1.1 Background to the study In Nigeria, there is a complete dearth of studies that looked into this effective management tool in organisations. Therefore, this study will carry out primary research amongst employees in a Nigerian banking sector. It is important to find out whether labour performance can be improved through remuneration which can be in term of financial and non-financial remuneration/reward in the Nigerian working environment. Hence, the research into reward and motivation has become necessary in order to alert Nigerian employers on the need for adequate motivation, both financial and non-financial to ensure commensurate employee performance. Motivation commences with a need, vision, dream, or desire to achieve what seems impossible. Employers desire their employees to have a can-do attitude to everything. In their opinion, this attitude assures an increase in productivity (Maxwell et al, 2008; 432). In todays increasingly changing world, both employee and employers are trying to find ways to make jobs more meaningful and satisfying. One of the ways to do this is to redesign jobs to better meet new requirements. The re-engineering of jobs has been a significant labor market occurrence over the last 20 years. The design of jobs as it relates to employee participation, flexible working and employee/group independence has experienced extensive changes. These changes include the use of several recent HR practices e.g. employee involvement programs such as quality circles, more use of job rotation and flexibility, job enrichment, job enlargement, and more work-team self-management (Maxwell et al, 2008; 432-433). Redesigning ha s several characteristics of which job enrichment is one. The study of job redesign reveals how various classes of workers vary from one to another in form of what they need. According to Kreitner and Kinicki (2001) cited in Maxwell et al (2008; 433), job design or redesign is any set of activities involving the alteration of specific jobs or interdependent systems of jobs with the intent of improving the quality of employee job experience and their on-the-job productivity. Employee resentment of the scientific management system led to the modification of job design and to maintain employee enthusiasm and productivity, job enrichment became HR managers approach to motivation. Employees desire jobs that are challenging, autonomous and will require their intellects. Job enrichment makes provision to fulfil this desire as it involves an increase in the level of responsibility for planning and co-ordinating tasks (Stevenson, 2002; 310 cited in Maxwell et al, 2008; 436). According to Kreitner and Kinicki (2001) cited also in Maxwell et al (2008; 436) the theory of job enrichment is a practical application of Herzbergs hygiene theory, which postulates that employees are motivated when there is an increase in job satisfaction (Maxwell et al, 2008; 436). The purpose of this research is highlighting the impact of employee remuneration on organisational productivity. It is aimed at identifying those attitudes of the management of the company towards its employees that will enable the company to achieve its corporate goals. This study is necessary as lack of adequate information can hinder organisations from achieving set goals, which usually amongst many others is profit maximisation. 1.2 Aims and Objectives The main aim of this study is to know the importance of employees remuneration to the job satisfaction of the workforce, and theoretically it is to identify the various motivational incentive and summarise the various view of managers on the impact of these incentives on employee. Also this study aims to evaluate Access bank plc success vis-a-vis rewarding their staffs. Objectives The objective of this study is to examine, The Impact that Employee Remuneration has on organisational Productivity in the this, the researcher will attempt to examine the following:- To examine the relationship between motivational techniques and employee performance. To examine the relationship between level of job satisfaction of employee performance. To examine the relationship between employee remuneration and employee performance The evaluation and development of reward process. The link between employee remuneration and job satisfaction 1.3 STATEMENT OF THE PROBLEM Human being as individual has a unique characteristic which is distinct from others, therefore in an organisation that has over one thousand workers, it means there would be different kind of characteristics. Employee remuneration as a psychology concept calls for a thorough understanding of employees need which will enable the management to blend them with the corporate need in order to have an equitable mix that will enhance the realisation of the overall objectives of the overall objectives of the organisation and employee. On a closer look at most organisation, the essential intrinsic factors have not been properly addressed by contemporary organisation, no wonder we have high rate of incessant strike witnessed by these organisations over the year. The problem therefore is how to maintain an equitable compensation package of fulfilling the aspiration of both the employee and employers in such a way that an equilibrium social interaction will be maintained. It is therefore important for the organisation to realize the provision of intrinsic factor that satisfy the need urges, want and aspiration of workers would have a long run effect on the profitability base of the organisation which are fundamental criteria for the measurement of Employees Remuneration. CHAPTER TWO LITERATURE REVIEW 2.0 Introduction In this chapter, the researcher proposes to critically consider a number of theories of motivation that are relevant to the study. In addition, the researcher will examine the impact of employee remuneration, and the relationship between job enrichment and employee performance. To examine the relationship between motivational techniques and employee performance. To examine the relationship between level of job satisfaction of employee performance. To examine the relationship between employee remuneration and employee performance The evaluation and development of reward process. The link between employee remuneration and job satisfaction 2.1 Motivation Theories Motivation deals with the factors that shape peoples behaviour. The three components of motivation identified by Arnold et al (1991) cited in Armstrong (2002; 56) are 1) direction 2) effort and 3) persistence. In a work environment, employees can self-motivate by seeking and engaging in activities that will lead them to achieve set goals (intrinsic motivation) or be motivated by management through various reward systems (extrinsic motivation) (Armstrong, 2002; 56). Earlier views on motivation, albeit not always perfect, have proved to be an important part of the foundation for evolutionary growth. Motivation is a blend of factors that drives peoples actions and it can be classified as individual, group and organizational motivation. The different theories of motivation, in their different ways facilitate our understanding of the complex process of motivation and the fact that there are no straightforward answers to motivating anybody (Armstrong, 2002; 57). Scientific management sees money as the primary human motivator, while the view of human relations is that social factors are the primary human motivator (Sarin, 2009; 237). Frederick Winslow Taylor, who is known as the father of scientific management, focused on applying the concepts of science to improve production by relying on the use of observation, measurement, analysis and improvement of work methods, and economic incentives. His study of work methods in great detail identified the best process for doing each job and laid emphasis on output. This theory was not particularly favoured with workers, who believed that it was not fair to increase output without a commensurate increase in reward (Stevenson, 2002; 21 cited in Maxwell et al; 2008; 433). The instrumentality theory of motivation derived its roots from the scientific management theory of Taylor and also emphasized the importance of money as the main reason people work. Hence, rewards or otherwise should be linked directl y to performance. However, this theory fails to take into consideration other human needs that could affect performance (Armstrong, 2002; 57). This omission gave rise to the needs theory, the basis of which is the belief that an unfulfilled need creates a sense of anxiety. Therefore, in order to create a sense of fulfilment, once a need is identified, a pattern of fulfilling it must be set out. However, not all needs are important at a given time in a persons life. Some needs are more urgent than others (Armstrong, 2002; 58). Abraham Maslows theory (1940) cited in Sarin (2009; 237) is said to have based his theory on Henry A. Murrays postulation that people seek to satisfy their various needs at the same time, rather than in a specific order. Murrays Manifest Needs however did not arrange the identified needs in any particular order of importance, unlike Maslows hierarchy of a set of five needs Physiological, Security, Social, Esteem and Self actualization each of which is related to the other and arranged in order of hierarchy. According to him, once a need is met, it does not motivate a persons behaviour again. However, it is possible to either move up or down each of the levels depending on whether a need has been fulfilled or the realization of a need is being endangered (Sarin, 2009; 237). McClelland (1975) identified three needs achievement, affiliation and power that motivates managers. However, while agreeing with Maslow that motives are part of the personality, he is of the opinion that they are caused by environmental factors. The levels of these needs are dependent on different individuals. While some may have a higher need for achievement, others may desire affiliation or power (Armstrong, 2002; 58). Herzberg (1959) based his theory on two sets of factors extrinsic and intrinsic that were directly relating to job satisfaction and dissatisfaction. Extrinsic factors are referred to as hygiene or maintenance factors and they are linked to job environment, job context e.g. quality of supervision, work conditions, company policies, relationship with co-workers and level of compensation. Job dissatisfaction may occur where there are no extrinsic factors. Intrinsic factors referred to as motivators or growth factors, on the other hand, relate to the job itself e.g. the complexity of work, level of importance with the organization as well as promotion opportunities. The resultant effect of intrinsic factors is a high level of job satisfaction, which according to Herzberg will prevent dissatisfaction and create a positive attitude to work (Di Cesare and Sadri, 2003; 36). Essentially, businesses should study the motivator factors and hygiene factors with a view to optimize motivation and productivity among employees (Maxwell et al, 2008; 436). Some managers hold the view that employee can be motivated to improve productivity by means of monetary incentives. The monetary scheme may be take a variety of different form example price rate, individual bonus, a team or group bonus scheme , a high pay rate system and profit sharing plan. All these have been packaged to motivate employees so as to improve on their performance. However, the general problem of monetary incentives is that they are effective in the short run but not necessary cost effective, on the other hand, money can motivate depending on the individuals need for money. Money is not an end itself but means of satisfying needs, employee remuneration proceeds high organisational productivity his for workers to be satisfied with their job, there is need to study the various motivation theories postulated by management experts. Motivation theories have series of theories, that is complementary to one another. The leading theory are listed below and summarised in table 19.1. the most significant ones are those concerned with expectancy, goal settings and equity, which are classified as process or cognitive theories. 2.2 Employee Compensation Dessler (2008) define employee compensation as all forms of pay going to employee and arising from their employment. He also stated that the compensation can be in two forms and they are direct financial payment and indirect financial payment. Direct financial payment can come in form of wages, salaries, incentives, commission and bonuses. While indirect can be in form financial benefit like employer-paid insurance and vacations. All these are strategy of remuneration, Baron A Armstrong M, give their own contribution towards the strategy of remuneration that the implication of human capital theory is that investment in people adds to their value to the firm. 2.2.1 Why should organisations compensate Employee? According to Stephen P. Robbins David A. Decenzo (2005, pg211) when an organisation design its overall compensation package, it has to look further than just an hourly wages or annual salary. It has to take into account another element, benefits. They even include that employee remuneration are non financial rewards designed to enrich employees live. This has grown a great importance in the life of an employee and a variety over the past years. Also stated that non financial reward should also put into consideration , if an employee invest their human capital into the firm they have to obtain a return not only in form of opportunity to grow and to achieve but also in terms of being valued to their employer. This authors opinion is different from other peoples opinion they include that organisation should have array of benefit such as paid time off from work, life and disability insurance, retirement programs and health insurance. While some of this benefit are been paid by both employee and employer, such benefits are retirement and health insurance. 2.3 Employee Remuneration The word Employee Remuneration to most people refer s to money and usually money is addition to wages and salaries. In fact employee in any organisation set up as an embodiment of many factors. Employee remuneration has caused effective phenomenon, one area that brings about employee remuneration is motivation of the workers In fact employee remuneration in any organisation set up embodiment of many factors. employee remuneration has caused effect phenomenon, one area that brings about employee remuneration is motivation of the workers. The organisations identified to be responsible for employee remuneration of workers are as follows: Job Enrichment Job Rotation Job Content Conducive Job Environment Equity Share in the organisation Participation in all level of decision process Positive criticism Recognition for contribution made in the organisation. Since evaluation of management professional managers and writers on management have made variety of assumption-about what would make the individual employees (workers) to be satisfied for example. The traditional (theory of organisation that a system reward and punishment should be used to elicit the desire behaviour, this is implemented through a compensation packages, based on productivity of employee example of Taylor differentiates payee system of based on the assumption that employee work out of necessity not out of love of money. Therefore this naturally led to the conclusion that money was an important factor that satisfied the workers on the job. In the late eightys (80) and ninetys (90) managers started to witness frequent encounter with workers who appeared to be suspicious of management in view of the fact that a simple solution to the problem of did not exist, in addition it may be noted that when considering some traits of workers. The understanding will provide the basic ingredient for designing and incorporating employee remunerations and strategies into the policy and objective of the organisation as it is total neglect is capable of having a great advance effect on the organisation objective especially in the long run. Reilly P. Williams T. (2006) Support that for employee remunerations to be effective HR needs the support of the top team. An unsympathetic CEO can be the a major block on getting people management issue properly on the agenda. Even when the HR director is low in the pecking order, well behind the chief financial officer information officer, the same result will occur. So HR director as a person needs to be respected by the board, executive etc. need to support and understand what HR is doing. This simply means another way for HR to motivate staff is to have a good relationship with senior management and with employees. 2.3.1 When should an employee is well remunerated? The characteristics of the job need of the individual, it is clear that there are numerous variable between people and their jobs that helps to determine their relationship. It must be noted that the concept of employee remuneration is psychological, it relates to these forces operating within individual employees. The underlying problem is therefore, that management should attempt to strike a balance so as to satisfy the interest of both the organisation and the workers. The reality of management observed that emphasis of high employee remuneration shifted away from the job itself to labour. In simplistic term, an employee organisation productivity can be define as being determined by the level and interaction between ability and motivation thus: Organisation productivity is contingent on a number of factors such as skill (liability appropriate for assigned job)motivation and role clarify (a clear understanding of assigned role). Another way that Reilly Williams T add their support to how HR activity can influence the way to manage their staff, it will be encouraging line managers to allow scope for employee involvement and space for employees to act in practical terms, that this might be supporting the consultation of staff if changes are afoot. Also it is the duty of HR to determine whether the employee is due to be reward, before the department can come to conclusion, such employee have to go through the performance appraisal process which contains three steps Define the job:- the means that the employee understand the nature of the job that he/ she has to do in the organisation and to do it to the organisation standards Appraising performance:- Dessler G defines this as comparing your subordinates actual performance as to the standard that have been set ; this usually involves some types of rating form. Feedback session:- here is the situation where two of you debate on employees performance and progress, an d make plan for any development. There various methods of appraisal methods such as graphic rating scale, Alternation ranking method, paired comparison method, forced distribution method etc. I will try and expansiate on two of this methods PAIRED COMPARISON METHOD:- this is a method whereby the two employee together in terms of quantity of work, quality of work , behaviour, how they react to work whenever they have been called, team work and so on. GRAPHIC RATING SCALE METHOD:- this method can be refer to as the simplest and what most organisation prefer to use for appraising staff performance. THEORETICAL FRAMEWORK To provide the required theoretical background for the study attempt will made to review literature of motivation as a means of achieving employee remunerations. Reward Reward can be described as a way which one is been compensate what been done either good or bad, it can also be called benefit that is given to an employee or group of people in an organisation. This can be done directly or indirectly. It usually use to encourage people at work to be able to put more effort in work that need to be done. This usually done when an employee want to sign a contract with an organisation or company such employer needs to allow the employee to be fully aware what the package of the income will be per annum or hourly paid if such an employee is interest he or she is going to sign the contact form. There are two types of rewards, they are financial and non financial rewards. Financial Reward also can be refer to as an incentive which can be in form of financial reward given to an employees whose production exceed predetermined standard that is the production is beyond what the organisation expectation. This can also be in form of pay structure, incentives and benefits this three usually has it important role to play in implementing strategies in an organisation. firstly, For a high level of pay or benefits relative to that of competitors can ensure that the company attracts and retains high quality employees, but this might have a negative impact on the companys overall labour cost. Secondly, by tying pay to performance, the company can elicit specific activities and level of performance from employee. In a study of how compensation practices are tied to strategies, researchers examined 33high- tech and 72 traditional companies. They classified them by whether they were in growth stage. They found that high-tech companies in growth stage (greater than 20percent inflation- adjusted increases in annual sales) or a maturity stage. They found that high-tech companies in the growth stage used compensation systems that were highly geared towards incentive pay, with a lower percentage of total pay devoted to salary and benefits. On the other hand, compensation systems among mature companies (both high-tech and traditional)devoted a lower percentage of total pay to incentive and a high percentage to benefits. (Noe.et.al 2003; pg 69). Organisation believe that given an employee incentives after profit is another way of motivating an employee to put more effort to his /her work this reward can be inform of profit sharing, salary increase, Non- Financial reward 2.5 Job satisfaction you need to talk on job satisfaction Employee performance pg66 amstrong hand bk 2.6 What is Motivation Behind every behaviour there is motive, that is all behaviour is motivated, behaviour psychologist agree that what motivate individual is the satisfaction of their needs but do not develop generally acceptable clarification of needs, several theories of motivation of worker. These theories can be grouped into two major categories. The satisfaction or content theories The instrumentally theories The satisfaction or content theories assume that human beings have needs and its their desire to satisfy these needs that limitation to specific behaviours. The instrumentality or process theories are based on the assumptions of that the part which leads to a goal is influenced by the reception and values of members of the organisation. The theory of Maslow, Adeifer, Herzberg are example of theory of needs satisfaction theories. Vroom porter, Lawal and Jacque are example of instrumentality of theories. Lawal (1993), says Motivation is a persuasive function that come across all aspect of employees development, the need for motivation can be viewed from following perspectives. Qualified manpower must be attracted and maintain in organisation ton exercise Once employed workers must be motivated to exercise their time and energy in achieving the predetermined goals of the organisation. Human resources are most important factor of production in an organisation and must be maintained and developed. The reasons highlighted above suggest that the creation of conducive working environment employee remuneration are the requirement for achievement of organisation success. Hence it is necessary for manager to understand what motivate workers and how motivation influence organisation productivity. In brief, motivation is an inner state that energize activates or more directs or channel behaviour towards goals/objectives. Motivation therefore is a general term used to denotes relationship between needs and the fulfilment of needs. It is dynamic process that this five (5) parts. Deprivation, presence of need (NEEDS) Need crystal led as want (WANTS) Action, goal oriented behaviour (ACTIONS) Tension or drives to fulfil the need (DRIVES) Satisfaction of need that reduce the drive and thus create the need for re-evaluation. The above description of motivation process may not be enough to explain employees behaviour, some theories of some reckoned management writers may be needed for further clarification and explanation. Also there is two types of motivation Intrinsic and Extrinsic motivation. Intrinsic motivation can be define as 2.8. MASLOW S HIERARCHY OF NEEDS According to Robert (1971), the best known theory of motivation was proposed by MASLOW, who hypothesized that work of every human being there exist an hierarchy of five (5) needs. According to Maslow, human beings have needs that can be arranged in hierarchy of needs, if these needs are satisfied human being will be motivated to perform however a satisfie