The role of goal-setting

The job of objective setting Objective setting â€Å"If you neglect to design, you plan to fail† Individuals once said â€Å"Winning isn't all that matters, however needing to win is† (Lombardi). Nothing in life can stop by simply wishing everybody needs to work for it. Along these lines, how could an individual work for something randomly? You need to comprehend what you need to get it. (Stein) No one can carry on with his life regardless of what occurs and let his life lead him not having a real existence plan. Everybody ought to have an arrangement for everything; an arrangement for the entire up and coming future. Objective arranging is all what life is about; it is the center of any made progress. Objective setting is an amazing asset, regardless of whether applied to ones urban life, individual targets or wellbeing yearnings. Indeed, objective setting can have the noteworthy effect among progress and disappointment. Objective setting is by all accounts valuable on individual and network level. Before talking about the job of objective setting and its connection to progress; what is objective setting or arranging? Objective setting is essentially an all around considered game plan or game-plan. It is a legitimate way for distinguishing what one needs to accomplish whether in short the or long haul, and whether in close to home life or expert profession. In another words, an objective is something that is focused on. It might be a desire or a fantasy that one work ahead of time to accomplish. Objective arranging is a useful asset, regardless of whether applied to ones individual points, wellbeing targets or expert life. Indeed, objective setting can make the critical inconsistency among progress and disappointment. On the off chance that we have an objective in life this gives our lives a point and a reason that takes a ton of vitality, needs a ton of work, brings about a lot of criticalness and go about as a test to us. Likewise, objective setting can be applied on the hier archical level as there is certainly not a fruitful association with an announced system. From the significant favorable circumstances of defining an objective is that it makes the controlling inner mind begins working and starts arranging the thoughts and creating systems of a variety of approaches to bring about the blasting achievement of the objective overhaul language and articulation. At the end of the day; â€Å"goals canalize behavior† Cummings Worley, 368). Also, defining an objective prompts standing out and centering endeavors to objective related exercises, and away from supposed bothersome and objective unessential activities. A model for this, is a worldwide organization like Sony, established in excess of a quarter century prior, has announced its strategic was that the Japanese stocks will be the perfect generally picked stock in the United States advertise. They noted down their objective and hung it all over the place. At the point when the sheets of executives collect, and any individual from the staff offers an arrangement to accomplish who know s what, the pioneer of the board takes a gander at the obligation holding tight the divider, and most likely asks that worker, how the offered proposition is applicable to the mission. (Khaled) Now, the Japanese items are generally utilized among the Americans. Besides, having an objective aides in using sources by utilizing them. Realizing ones sources helps in assessing them how, where and when to utilize them. Notwithstanding that, characterizing objectives permits self assessment as it helps in deciding ones disadvantages, how to illuminate them the great characters in ones character and utilizing them. Also, arranging objectives helps in overcoming any issues between where the individual is and where the person in question needs to be. In ‘Alice in the Wonder Land. a story frequently advised to little youngsters, through the occasions, while Alice was meandering; she run in to her companion, the bunny. At a go across street she asks the hare â€Å"What way should I track?† The bunny asks her what is her goal. She answers that she doesn't have the foggiest idea. The hare at that point says, â€Å"If you don't have the foggiest idea what your goal is then follow any street, it will be the equivalent. You should know your go al, Alice.† Moreover, having an objective in life pushes anybody to be a fussbudget in their activity, and gives an awareness of other's expectations, reality, bearing obligation, being proactive and esteeming time. By defining objectives in every everyday issue an objective is given to every one, something to target, something that on the off chance that somebody accomplished would have a sensational positive effect in their life. Objectives offer something to quantify progress done against, to check whether what somebody is doing is drawing that person nearer or further from their definitive objective. In the event that the activities taken are drawing somebody nearer to their objective to continue doing what the individual in question is doing. On the off chance that their activities are moving them further from their objective, at that point they should change what they are doing so they can draw nearer to their objective. Objectives impact industriousness. When attempting to an arrangement and the positive outcomes begin to show up, a push is given to the setter so he turns out to be cheerful so the person in question continues going for their objective. Most speculations of self-guideline put accentuation on its normal connection with objectives. An objective reflects ones objective and alludes to amount, quality, or speed of activity (Locke Latham, 1990). Objective setting draws in making an ordinary or reason to gracefully as the desire of ones activities. Objectives are worried through the unique times of self-guideline: thought (defining an objective and going to a choice on objective plans); execution overseeing (utilizing objective focused on activities and investigating execution); and self-proposal (assessing ones objective turn of events and controlling systems to ensure achievement (Zimmerman, 1998). Objectives develop self-guideline through their outcomes on motivation, learning, and self-viability. Objectives move individuals to apply exertion required to meet undertaking prerequisites and carry on after some time. Objectives can influence how individuals use data. Objectives help individuals in concentrating on the miss ion, pick and apply reasonable methodologies, and watch out for objective turn of events. On the network level, objective setting is by all accounts critical. For instance, the issue of casual settlements really showed up in numerous nations like Egypt because of absence of arranging. These settlements were constructed randomly by ordinary individuals. This prompted numerous lethal issues. There inhibiters are covered alive. They are experiencing contamination and lethal illnesses as there is no sanitation. They are experiencing absence of social insurance and in a considerable lot of these settlements there is no an unadulterated wellspring of unadulterated water or power. Applying objective setting will truly help as it will help in assessing the issue, knowing the reasons in order to kill them and changing the issue in to a bit of leeway by utilizing sources. As individuals take a shot at an arrangement they put one next to the other their current execution with the objective. Self-assessments of advancement develop self-adequacy and look after inspiration. An alleged irregularity between the present accomplishment and the objective potentially will produce disappointment, which can improve applied exertion. Albeit discontent is fit for prompting surrendering, this won't happen if individuals accept they get the opportunity to succeed, for example, by adjusting their arrangement or searching for help. Objective accomplishment constructs self-adequacy and aides individuals in going for new, testing objectives. While working with students and clients it might be basic before all else to give out objectives while simultaneously preparing them on objective setting methodologies. As individuals become gifted at defining rational objectives we may expect that self-set objectives would make higher self-adequacy and developed self-controlled exec ution than entrusted objectives since they will be devoted to arriving at their objectives and feel fruitful about doing as such. Conceivably one of the most moment impacts of objective setting is the fulfillment one feel when the individual in question defines an objective, adheres to an arrangement, and accomplish it. One just is required to do this simply the once to realize that the accomplishment and fulfillment the individual in question gain from achieving their objectives is a solid strategy for steady to, and depending on, solid objective setting procedures and strategies again and again And, when one beginnings making arrangements for their objectives and achieving them, the individual will speedily get mindful of an improvement in their certainty level, which will potentially positively affect each territory of their life. In attempting to achieve ones objectives, one will likewise before long have better comprehension of their quality, while simultaneously building up a more grounded feeling of accomplishment, one that create with each and every objective accomplished. One ought to have faith in his objective so unequivocally and continually with every one of his faculties and capacities. His faith in his objective must be like Prophet Muhammads (SAWS) when he guaranteed to his uncle, â€Å"I swear, uncle, in the event that they put the sun in my correct hand and the moon in my left hand for me to leave the message of Islam, I won't until Allah maintains it or I bite the dust for its sake.†(Khaled, 3) Objectives are additionally a significant device for chairmen since objectives can be utilized as a self-administrative component that accomplish a representative a specific measure of help. In this way, there is anything but an effective association with a proclaimed system. A few people accept that one potential antagonistic part of objective arranging is that comprehended learning might be halted. This is on the grounds that objective setting may support straightforward spotlight on an outcome without unequivocal quality to investigation, comprehension or advancement. Be that as it may, when objectives are accomplished at an authoritative level and from that point on exclusively surrendered, worker eagerness as to achieving these objectives is to a limited degree stifled. Also, the objectives of an individual representative may maybe come into direct conflict with the utilizing association. In an association, an objective of a boss may not acclimate to the objectives of the association in general. Without unifying objectives including the association and the individual, execution may experience a few difficulties. Fu

Analysis of Public Health Budgetary Construction

Investigation of Public Health Budgetary Construction Andrea Andersen, Brett Weed, Ashini Fernando, Carolyn Moore, Laura Schultz and David Garcia Presentation The general wellbeing framework is included complex layers of government, state and nearby powers that meet up to address the necessities of many. The projects, associations and centers that serve these necessities require support at all levels and are frequently dependent upon lacking and capricious financing, changed foundation and moving needs. These components require a mix of more prominent cohesiveness over all levels and a higher imagination in allotment of financing. We propose a Community Health Improvement Plan (CHIP) plan that will bolster proof based populace wellbeing arrangements by assigning assets to explicit needs and better coming to those in each group of the populace. Nature of Public Health Funding Government subsidizing to state and neighborhood general wellbeing offices takes various structures. As called attention to in Ogden et al, the normal state general wellbeing office gets 49% of its financing for government awards, agreements, and helpful understandings. This is a lot higher than the 25% of absolute uses upheld by government awards, making general wellbeing extraordinarily subject to bureaucratic influence (Ogden, 2012). The two significant government subsidizing streams can be delegated those which are legally commanded, and those, which are gotten from optional assets (Ogden, Sellers, Sammartino, Buehler Bernet, 2007; Ogden, 2012).Mandatory financing bolsters wellbeing administration conveyance programs, for example, Medicare and Medicaid and speak to 88% of the spending plan of the US Department of Health and Human Services (Ogden et al, 2007). This course serves to guarantee that clinical consideration is accessible the nation over, and somewhat free of the moneta ry strength of the state or neighborhood authority and their capacity to subsidize care. Optional financing then again, is granted by the picking of the government organization (inside the bounds of congressional spending approvals) and can either be equation driven or serious. Among the instruments for dispensing optional subsidizes are helpful understandings, awards, agreements, and association understandings. Some administrative assets are granted to states and regions for the express motivation behind further appropriation to littler subunits of governments or magnanimous or private temporary workers (US Department of Health and Human Services [HHS], n.d.). These honors can assist the program or strategy goals of the giving organization by advancing changes in state and nearby projects to coordinate subsidizing openings (Ogden, 2012). Wasteful aspects and Risks in Current Funding Models The present arrangement of financing general medicinal services in the United States is unreasonable in view of major fundamental monetary issues. These issues incorporate however are not constrained to absence of bookkeeping consistency and straightforwardness, alongside an unbalanced allotment of assets for clinical mediations versus social determinants of wellbeing. AsTeutsch et al. calls attention to, clinical mediations shape just 10-20% of wellbeing results yet represent 97% of wellbeing spending (Teutsch et al., 2012).). An investigation of wellbeing spending in Florida for the years 2005-2006 as committed to every basic general wellbeing administration found that 69% of the total financial plan was distributed to access and conveyance of social insurance (Turnock 2012). Despite the fact that this rate may change some across states, it isn't unprecedented for sure fire administrations like number of human services offices in a specific territory, or treatment given to be essen tial concerns. Insufficiency of Taxation as a Fiscal Solution It might create the impression that there is a conspicuous case for a duty to fitting more assets to social determinants.Taxation methodologies can run from charges on customer items to medicinal services related expenses and can have negative results running from financial distress to expanded protection costs. The clinical gadget extract charge for instance, initially went as a piece of the Affordable Care Act was expected to create assets to help counterbalance the expense of giving medical coverage sponsorships (Lee, 2014). Over its initial two quarters as a result, be that as it may, it has gotten not exactly envisioned and is additionally soundly in the line of sight of the up and coming Congress to rescind (Schouten, 2014). These progressions underscore the holes in current methodologies and the requirement for expanded change.â Flightiness in Current Funding Structures The fluctuation that exists in subsidizing administrations just as genuine consideration given here and there all through the nation prompts a more prominent requirement for adjusted organization and foundation. In a 2011 report the government subsidizing spent on both avoidance and general wellbeing improvement in networks went from $14.20 per capita in Ohio to $51.98 in Alaska and state financing showed a considerably more prominent hole with $3.45 dispensed to every Nevadan and nearly $155.00 to every Hawaiian (The Fund for America’s Health [TFAH], 2012). Country and urban regions additionally vary in their necessities and in an ongoing report featuring this coming years wellbeing distributions, slices are being made to the workforce pipeline in these and other burdened regions (Parker, 2014). There should be more noteworthy straightforwardness in how cash is utilized inside divisions, particularly when states are running on incredibly strict financial plans. Diminished sub sidizing can cause the exchange of anticipation assets to different zones, for example, organization, that isn't as populace based and can, thus, lead to less fortunate wellbeing results over the long haul. Government Role in State and Local Health Funding The national government supplies states with much required upgrade that adds to the general wellbeing administrations gave and the general workforce that conveys them. This more noteworthy deluge of cash additionally gives networks the adaptability to target extraordinary issues and needs and create programs that are explicit to singular populace highlights. What's more it ensures that there is a base degree of care gave in some random region and a specific degree of congruity among the administrations accessible. Government backing additionally builds the penchant for joint effort among various factions both at the national and neighborhood level (Ogden, 2012). By and large, most states don’t have the money related intends to execute general wellbeing activities freely and realizing that more noteworthy assets can bring both more noteworthy wellbeing results and financial steadiness to their populaces is constantly a positive power. Outcomes of Inadequate or Inefficient Funding The dangers of deficient subsidizing and misallocated assets are numerous and have the best impact on people that depend entirely on open help for their human services. Cuts in administrations enormously diminish the degree and nature of care that people get and when assets are misallocated, certainty is profoundly decreased in the nature of care. Further, the profitability of projects can significantly experience the ill effects of lacking assets and the quantity of people that can be served is likewise incredibly diminished. Decrease of administrations by and large can prompt more broken down and less profitable individuals and networks, and this additionally expands the general main concern in medicinal services spending. The best worry inside this framework is an absence of ensured support and with differing sums from year to year a higher weight is a noteworthy hazard in provincial regions where both foundation and network assets are as of now rare (Ogden et al., 2007). For the most part, these territories do get higher subsidizing per capita, yet state wellbeing divisions despite everything think that its hard to adjust both the needs of little, regularly more wiped out populaces with the networks and assets required statewide. This is particularly evident when more cash doesn't really mean better results. Likewise, it is hazardous for neighborhood wellbeing offices to both arrangement for the future and give the new projects important to battle the most unmistakable constant conditions Institute of Medicine [IOM], 2013). The commitment to treatment and counteraction should consistently be offset with the appraisal, strategy improvement and affirmation, which are likewise exorbitant and a prerequis ite of further financing (IOM, 2013). The different degrees of government additionally make it hard to have both durable objectives and approaches that will arrive at those they are proposed to, and as Ogden specifies, this kind of American federalism makes for continually moving needs by the people pulling the strings (Ogden, 2012). In this way, both the adequacy and effectiveness of such endeavors can endure and leave last year’s needs uncertain if something all the more squeezing comes up. This can here and there lead to â€Å"piecemeal healthcare† and a downplaying of preventive administrations. In any case, while financing is an enormous issue, there are a few other key changes that must be made to the general wellbeing framework with the goal for it to work appropriately and best serve the people that use it. Conceptualizing a New Funding Strategy To address the fundamental dangers of the present development of general wellbeing financing streams, we propose an update that accentuates straightforwardness and key arranging. As examined over, an assortment of elements from changing political scenes to unique subsidizing equations make inconsistencies in general wellbeing financing among state and nearby friends. Allotting subsidizing dependent on exactly demonstrated wellbeing needs instead of subjective approach inclinations will permit organizations to guide financing to the most critical difficulties to the community’s wellbeing. Like the arranging important preceding the improvement of another activity, an exhaustive needs evaluation of the populace ought to be performed (Brownson, Baker, Leet, Gillespie, True, 2003). We propose realigning government subsidizing of states and state financing of nearby units to the needs distinguished in a CHIP. A CHIP will recognize the most basic needs for a network, which would probably additionally be the needs for financing suppor

The Minnesota Multiphasic Personality Inventory (MMPI)

The Minnesota Multiphasic Personality Inventory (MMPI) Theories Personality Psychology Print The Minnesota Multiphasic Personality Inventory By Kendra Cherry facebook twitter Kendra Cherry, MS, is an author, educational consultant, and speaker focused on helping students learn about psychology. Learn about our editorial policy Kendra Cherry Updated on June 25, 2019 Jonathan Downey/Getty Images More in Theories Personality Psychology Myers-Briggs Type Indicator Behavioral Psychology Cognitive Psychology Developmental Psychology Social Psychology Biological Psychology Psychosocial Psychology In This Article Table of Contents Expand History Use Revisions Administration 10 Clinical Scales Validity Scales View All Back To Top The Minnesota Multiphasic Personality Inventory (MMPI) is the most widely used and researched clinical assessment tool used by mental health professionals to help diagnose mental health disorders. Originally developed in the late 1930s, the test has been revised and updated several times to improve accuracy and validity. The MMPI-2 consists of 567 true-false questions and takes approximately 60 to 90 minutes to complete, while the MMPI-2-RF has 338 true-false questions, taking 35 to 50 minutes to finish. History The Minnesota Multiphasic Personality Inventory (MMPI) was developed in 1937 by clinical psychologist Starke R. Hathaway and neuropsychiatrist J. Charnley McKinley at the University of Minnesota. Today, its the most frequently used clinical testing instrument and is one of the most researched psychological tests in existence. While the MMPI is not a perfect test, it remains a valuable tool in the diagnosis and treatment of mental illness. Use The MMPI is most commonly used by mental health professionals to assess and diagnose mental illness, but it has been utilized in other fields outside of clinical psychology. The MMPI-2 is often used in legal cases, including criminal defense and custody disputes. The test has also been used as a screening instrument for certain professions, especially high-risk jobs, although using it in this manner has been controversial. Its also used to evaluate the effectiveness of treatment programs, including substance abuse programs. Revisions In the years after the test was first published, clinicians and researchers began to question the accuracy of the MMPI. Critics pointed out that the original sample group was inadequate. Others argued that the results indicated possible test bias, while others felt the test itself contained sexist and racist questions. In response to these issues, the MMPI underwent a revision in the late 1980s. Many questions were removed or reworded while a number of new questions were added. Additionally, new validity scales were incorporated in the revised test. The revised edition of the test was released in 1989 as the MMPI-2. The test received revision again in 2001 and updates in 2003 and 2009, and its still in use today as the most frequently used clinical assessment test. The most recent edition of the test, published in 2008, is known as the Minnesota Multiphasic Personality Inventory-2-Restructured Form (MMPI-2-RF), an alternative to the MMPI-2. However, the MMPI-2 is still used more often than the MMPI-2-RF. There is also an MMPI, published in 1992, thats geared toward adolescents aged 14 to 18 years old called the MMPI-A. With 478 questions, it takes about an hour to complete. In 2016, the Minnesota Multiphasic Personality Inventory-Adolescent-Restructured Form (MMPI-A-RF) was published. Like the MMPI-2-RF, its shorter, with just 241 questions that take 25 to 45 minutes to answer. Administration The MMPI-2 contains 567 test items and takes approximately 60 to 90 minutes to complete. The MMPI-2-RF contains 338 questions and takes around 35 to 50 minutes to finish. Because the MMPI is copyrighted by the University of Minnesota, clinicians must pay to administer and utilize the test. The MMPI should be administered, scored, and interpreted by a professional, preferably a clinical psychologist or psychiatrist, who has received special training in MMPI use. This test should be used with other assessment tools as well. A diagnosis should never be made solely on the results of the MMPI. The MMPI can be administered individually or in groups and computerized versions are available as well. Both the MMPI-2 and the MMPI-2-RF are designed for individuals age 18 years and older. The test can be scored by hand or by a computer, but the results should always be interpreted by a qualified mental health professional that has had extensive training in MMPI interpretation. 10 Clinical Scales The MMPI-2 and MMPI-A have 10 clinical scales that are used to indicate different psychological conditions, though the MMPI-2-RF and the MMPI-A-RF use different scales. Despite the names given to each scale, they are not a pure measure since many conditions have overlapping symptoms. Because of this, most psychologists simply refer to each scale by number. The clinical scales on the MMPI-2 and the MMPI-A include: Scale 1â€"Hypochondriasis:  This scale was designed to assess a neurotic concern over bodily functioning. The items on this scale concern physical symptoms and well-being. It was originally developed to identify patients displaying the symptoms of hypochondria.Scale 2â€"Depression:  This scale was originally designed to identify depression, characterized by poor morale, lack of hope in the future, and general dissatisfaction with ones own life situation. Very high scores may indicate depression, while moderate scores tend to reveal a general dissatisfaction with one’s life.Scale 3â€"Hysteria:  The third scale was originally designed to identify those who display hysteria or physical complaints in stressful situations. Those who are well-educated and of a high social class tend to score higher on this scale. Women also tend to score higher than men on this scale.Scale 4â€"Psychopathic deviate:  Originally developed to identify psychopathic patients, this scale measures social deviat ion, lack of acceptance of authority, and amorality (a disregard for morality). This scale can be thought of as a measure of disobedience and antisocial behavior. High scorers tend to be more rebellious, while low scorers are more accepting of authority. Despite the name of this scale, high scorers are usually diagnosed with a  personality disorder  rather than a  psychotic disorder.Scale 5â€"Masculinity-femininity:  This scale was designed by the original authors to identify homosexual tendencies, but was found to be largely ineffective. Its intended to show how much or how little a person identifies with his or her genders interests.Scale 6â€"Paranoia:  This scale was originally developed to identify patients with  paranoid symptoms  such as suspiciousness, feelings of persecution, grandiose self-concepts, excessive sensitivity, and rigid attitudes. Those who score high on this scale tend to have paranoid or psychotic symptoms.Scale 7â€"Psychasthenia:  This diagnostic label is no longer used today and the symptoms described on this scale are more reflective of anxiety, depression, and  obsessive-compulsive disorder. This scale was originally used to measure excessive doubts, compulsions, obsessions, and unreasonable fears.Scale 8â€"Schizophrenia:  This scale was originally developed to identify schizophrenic patients and reflects a wide variety of areas including bizarre thought processes and peculiar perceptions, social alienation, poor familial relationships, difficulties in concentration and impulse control, lack of deep interests, disturbing questions of self-worth and self-identity, and sexual difficulties. It may show potential substance abuse, emotional or social alienation, eccentricities, and a limited interest in other people.Scale 9â€"Hypomania:  This scale was developed to identify characteristics of hypomania such as elevated mood, hallucinations, delusions of grandeur, accelerated speech and motor activity, irritability,  flight of ideas, and b rief periods of depression.Scale 0â€"Social  introversion:  This scale was developed later than the other nine scales. Its designed to assess a person’s shyness and tendency to withdraw from social contacts and responsibilities. Validity Scales All of the MMPI tests use validity scales of varying sorts to help assess the accuracy of each individuals answers. Since these tests can be used for circumstances like employment screenings and custody hearings, test takers may not be completely honest in their answers. Validity scales can show how accurate the test is, as well as to what degree answers may have been distorted. The MMPI-2 uses these validity scales: The L Scale:  Also referred to as the lie scale, this uncommon virtues validity scale was developed to detect attempts by patients to present themselves in a favorable light. People who score high on this scale deliberately try to present themselves in the most positive way possible, rejecting shortcomings or unfavorable characteristics.The F Scale:  This scale is used to detect attempts at overreporting. Essentially, people who score high on this scale are trying to appear worse than they really are, they may be in severe psychological distress, or they may be just randomly answering questions without paying attention to what the questions say. This scale asks questions designed to determine if test takers are contradicting themselves in their responses.The K Scale:  Sometimes referred to as the “defensiveness scale,” this scale is a more effective and less obvious way of detecting attempts to present oneself in the best possible way by underreporting. People may underreport bec ause theyre worried about being judged or they may be minimizing their problems or denying that they have any problems at all.The ? Scale:  Also known as the “cannot say” scale, this validity scale assesses the number of items left unanswered. The MMPI manual recommends that any test with 30 or more unanswered questions be declared invalid.TRIN Scale:  The True Response Inconsistency Scale (TRIN) was developed to detect people who use fixed responding, a method of taking the test without regard to the question, such as marking ten questions true, the next ten as false, and so on. Fixed responding could be used due to not being able to read or comprehend the test material well or being defiant about having to take the test. This section consists of 20 paired questions that are the opposite of each other.VRIN Scale:  The Variable Response Inconsistency Scale (VRIN) is another method developed to detect inconsistent, random responses. Like fixed responding, this can be intentional or it can be due to not understanding the material or not being able to read it.The Fb Scale:  This scale is designed to show changes in how a person responded in the first half of the test versus how he or she responded in the second half by using questions that most normal respondents didnt support. High scores on this scale sometimes indicate that the respondent stopped paying attention and began answering questions randomly. It can also be due to over or underreporting, fixed responding, becoming tired, or being under severe stress.The Fp Scale: This scale helps detect intentional overreporting in people who have a mental health disorder of some sort or who were using random or fixed responding.The FBS Scale: The symptom validity scale is used for people who are taking the test because theyre claiming that they had a personal injury or disability. This scale can help establish the credibility of the test taker.The S Scale: The superlative self-presentation scale was developed in 1995 to look for additional underreporting. It also has sub-scales that assess the test takers belief in human goodness, serenity, contentment with life, patience/denial of irritability, and denial of moral flaws.

Why Is a Solution to the Israel-Palestine Conflict so Hard...

Israeli–Palestinian conflict could be described as a clash that between Israelis and Palestinian Arabs as they attempted to compete the same piece of land briefly (Dowty 2008:1, 4). The reasons that prevent a solution to the Israeli-Palestinian problem will be discussed and will be divided into three parts, Israeli reasons, Palestinian reasons and the common problem between two countries. In terms of Palestinian reasons, there are three reasons, the United Nation General Assembly (UNGA) Resolution 181, consequence that Israel was established in 1948 and settlement policy is enforced in Palestinian territory by Israel. For the UNGA Resolution 181, Israeli occupied more territory than Palestinians. In 1947, two-state solution was passed in UNGA, Palestine was divided into two states, one for Jewish and one for Arab (El-Hasan 2010: 55). However, Arabs occupied 43-45.5% of land in Palestine even the population of Arabs in Palestine was 2/3 (Soderblom 2003). This was unfair to them. Besides, Jews claim that they have sovereignty on Palestine as their ancestor have moved to Palestine and they maintain there is a tie between Jews and Palestine for more than 3,700 years, so it is their historic homeland (Gans 2008: 101; Brown 2011: 139). In contrast, Palestinians argue that there were only 1/4 of Jews lived in Palestine before 70 AD, this does not mean that Jews lived there can compete the land (Lorimer and Malloy 2002: 7). Besides, Palestinian thought the UNGA Resolution 181Show MoreRelatedThe Tensions Between Muslims And Jews1908 Words   |  8 PagesMuslims and Jews, the current political conflict beg an in the early 20th century. The Palestinians, both muslims and christians, lived in peace for centuries. Control of the city had historically, since 637 AD, been under Muslim control with guarantee of Christians’ safety, right to property, and right to practice religion. 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Proposal for Evidence Based Practice Paper for Anorexia...

Proposal for Evidence Based Practice Paper Michelle A. Steen University of North Carolina at Pembroke Abstract This paper explores the proposed use of Dialectic Therapy (DBT) on adolescents between the ages of twelve and eighteen who are diagnosed with Anorexia Nervosa (AN). It will address the nature and extent of the issue of AN in the target population, weigh the positive and negative aspects of different types of therapies on the target population and show the potential limitations of the use of DBT versus other forms of therapies. Proposal for Evidence Based Practice Paper This paper will discuss Anorexia Nervosa as an eating disorder that predominantly affects girls and young women. In industrial†¦show more content†¦There is a focus on helping patients to observe and label their emotional reactions to trauma, validation and acquiring a balance between acceptance and change. This is a fairly new type of approach which is being modified for the treatment of eating disorders. (Santucci, 2010) This form of therapy, according to the data is appropriate for any individual afflicted with this condition as well as many others, but currently does not have a depth of research behind it to prove it individually effective specifically for AN. Family Therapy/Marital Therapy: This approach to therapy can be viewed as treatment of the family; others see it as treatment with the family. Family/Marital Therapy should be considered for adolescents who are living at home with parental figures or other patients who are living in situations with continui ng conflicts or other martial issues. (Santucci, 2010) During Family/Marital Therapy the clinician would work in concert with the family to resolve the underlying emotional triggers that could lead to an extended bout of AN. One form of Family/Marital therapy is the Maudsley approach. One article about the impact of Maudsley approach stated that the developers of the Maudsley approach believed that parental involvement is critical to the child’s recovery. (LockShow MoreRelatedOcd - Symptoms, Causes, Treatment131367 Words   |  526 PagesPrinted in the United States of America This book is printed on acid-free paper. Last digit is print number: 9 8 7 6 5 4 3 LIMITED PHOTOCOPY LICENSE The Publisher grants to individual purchasers of this book nonassignable permission to reproduce the appendices of this book. This license is limited to you, the individual purchaser, for use with your own clients and patients. It does not extend to additional clinicians or practice settings, n or does purchase by an institution constitute a site license

The Sale to Procter Gamble Free Essays

On February 28th 2005, Gillette was sold to Procter and Gamble for $57 billion. Gillette is based in Boston and was founded in 1901. It sells products in over 200 countries in 31 manufacturing plants in 14 countries. We will write a custom essay sample on The Sale to Procter Gamble or any similar topic only for you Order Now It is one of the leading manufacturing firms left in Boston. Procter and Gamble is based in Cincinnati, established in 1837 by William Procter and James Gamble and was incorporated in 1905. To date it has sold more than 300 brands of products in more than 160 countries. Because of the competition in this industry, Procter and Gamble thought it was a good idea to buy out Gillette. They had already noticed that Walmart had the biggest percentage of Procter Gamble’s revenue (17%) and this would grow to 30% after the merger. Also, there would be a cost savings of $14 to $16 billion a year and a 1% increase in sales growth after the merger. Key Issues One of the key issues is that 6,000 employees of Gillette would be losing their jobs. Another key issue is that severance packages from these kinds of mergers have been seen to be too high. For example, when Manulife Financial Corporation merged with John Hancock Financial Services, the Chief Financial Officer from John Hancock, David D’Alessandro, received a package of $16.4 million. When Bank of America bought Fleet Boston Financial Group, Chad Gifford (CFO of Fleet Boston) got $16 million. Now, Gillette’s James Kilts is getting a severance package of $30 million and could earn $172 million in cash   and stock. In fact, $50 million of the compensation package was directly tied to the merger. A lot of academics did not agree with this arrangement because they believe it should be tied to the performance of the company and not to the merger. Another issue is that employees of Gillette were already complaining about unfair working conditions and retirees were going to have to pay more for healthcare after the merger. How to cite The Sale to Procter Gamble, Papers

No Dress Code Policy at De La Salle Essay Example

No Dress Code Policy at De La Salle Paper We then thought of a topic that would benefit the Benildeans. The purpose of the proposal is to speak in behalf of all SDA students regarding our complaint about the dress code policy of the college. To come up with such topic is not an easy task for it is Just normal for a college or any institution to have a dress code policy. However, we pushed through with it because we want to open the eyes of those in authority to the fact that De La Salle College of Saint Benilde is an art school. The group came up with such topic because they believe that Benilde is a place for artists. It is in that place that they should be given the chance to act freely and that includes wearing whatever they want to. The college should be the first to understand the students way of expressing themselves even if it means supporting their not-so-normal fashion sense. To be able to defend the topic properly, the group made a research about anything that could help them expound the topic. They focused more on fashion since the topic is closest to it. They also enumerated the attires that the college considers inappropriate and stated their main thoughts about the reasons of students for wanting to wear whats prohibited. In addition, the group also stated the reasons why a certain school has to have a ress code policy and why Benilde should not be included in the list. The group based their conclusion on what stood out among all the information that they gathered. The De La Salle-College of Saint Benilde (DLS-CSB) School of Design and Arts(SDA) is a 14-storey academic complex,located at 950 Pablo Ocampo Street (formerly Vito Cruz), and about 350 meters away from the Taft Campus. We will write a custom essay sample on No Dress Code Policy at De La Salle specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on No Dress Code Policy at De La Salle specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on No Dress Code Policy at De La Salle specifically for you FOR ONLY $16.38 $13.9/page Hire Writer It was envisioned as a home for a new generation of Filipino artists and designers who are equipped with technical expertise and global competenciesIt is, by far, one of the most ambitious rojects of De La Salle Philippines. [pic] Just like what is stated above, SDA campus is home of the artists. Degree programs of the college include Production Design, Filmmaking, Animation, Multimedia Arts, Arts Management, Music Production, Dance, Photography, Architecture, Industrial Design, Interior Design, and lastly, the course that is related to the project proposal, Fashion Design and Merchandising. Since the college offers the most non-traditional courses in the Philippines, it is basically normal for it to also be unique when it comes to the policies. It is supposed to let the students express ho they really are especially when they are inside the campus. One way of proving that the college really wants to support the Benildeans in their extraordinary talents is by allowing them to wear what they want. Most unfortunately, the college has this so-called dress code policy. Section 1. 3. 3 of CSBs Student Handbook says that students are to dress in modest, decent, good taste. Any attire which tends to scandalize or offend others in the academic community, such as, but not limited to backless, midriff, tubetops and see-through attires are prohibited. Yes, CSB only wants whats best for its students but it also has to realize that Benildeans have a small possibility of offending one another in terms of clothes since they share the same passion. Here are some of what the college considers inappropriate: See-Through Fabric tops where undergarments can be seen Plunging Neckline necklines exceeding 4 inches below the collarbone Racerback Mini Skirts and Short Shorts It is given that the pictures posted here are really revealing. However, it is also important to note that the people who are fond of wearing those attires have a reason for it. Its not like that they wear those clothes for the sake of getting attention. Some people like wearing racerback tops because they are into sports. Maybe they feel even more close to sports whenever they are in that attire. Others may also Just want a sporty image. There are also people who like wearing mini skirts and short shorts. The reason for this is simple those are what make them feel comfortable about themselves. Nowadays, people are not into wearing pants anymore because they find it hard to move around. See-through fabrics are also loved by some. It can be because of the style or the uniqueness they bring. According to the research, young people nowadays wear shorts with no malice and yet the old people find malice in these so-called shorts. The group really thinks that people live in a modern generation already. The past and the present are two different things. If people will continue living in the past, how will the world move forward? Benilde should stop implementing the dress code policy because it is also the main reason why everything about it is an art. And art also means expressing ones self through the clothes a person wears. The picture above popped out of the screen while the group was doing a research bout fashion. Obviously, the three ladies in that poster are wearing something that is strictly prohibited in the college. How will the students give Justice to their project Fashion Design and Merchandising? It is really amazing how Fashion Design students can survive despite of the dress code. If they can attain success even with the dress code policy interrupting their way, how much more if it is not implemented? If they can completely express themselves or show off their talents without thinking of being sent to the Office of Student and Behavior? Benildeans keep on complaining about he dress code because they know very well that they have the right to fght for what they think is right. They chose Benilde because they think that the college is going to support them all the way, that it is not like other universities that know nothing but academics, that the college is aware that its students have a unique taste in everything, and a lot more. The group made a research about the importance of dress code policy. Here are some of the gathered information: Establishing a dress code will benefit greatly by enabling unity. There are other ways to express yourself. Definitely a dress code is part of being educated. Dress code can help reduce the potential for conflict. Being made fun of is not cool. Ready for the workforce. Dress code enforces motivation and discipline. Schools should enforce dress codes because some clothing can be distracting and offensive to other students. Better looking environment. Dress code helps us not look trashy. It removes a lot of problems. Modest attire is a plus. School is a place to get good education. It is better to be yourself after school. Rules are set to be followed and are set for a reason. ery different from other schools. It is an art school which makes the students even more unique. One of the things stated above is that dress code helps us not look trashy. If Benildeans were to be asked about that statement, they would all say the same thing and that is trashy look is fashion. It is also included in the list that being made fun of is not cool. Benildeans surely dont make fun of one another. As Benildeans, the group is confident to say that there is a sense of respect in the college. There are lots of wardrobes in the college and instead of Judging the fashionistas, they are being looked up to because of their courage to stand out. They are not afraid to be labeled as weird because they know that the community understands where they are coming from. If the person reading this certainly does not have an artistic side, this will really be hard to understand. But if those in authority will Just try to open their minds, this will all make sense. The group found an online article written by Luke Larson that explains exactly why schools should not have a dress code policy. If you were a student attending a school with a dress code where everyone wore the ame stuff, how would you feel? Youd probably Just feel like another average boring kid who doesnt stick out at all and might not even get noticed or acknowledged by other students and even teachers. Schools shouldnt have a dress code such as khaki pants and a polo shirt. If there is a dress code, kids wont be able to express their creativity in the clothes they wear. For example, a kid at my school whos name is Max Bush is very creative in the clothes he wears. Sometimes its a purple dress shirt with athletic shorts or nurses pants and a t-shirt. If there was a dress code, he wouldnt be ble to be creative anymore. Without the ability to be creative in the clothes kids wear, theyll Just feel like another face in the crowd. You wouldnt stick out at all and some people may not be able to recognize you from some angles. The author got everything right. Although he is referring to kids, same goes through the teens or the adults for that matter. When there is a dress code policy, students tend to shy away from who they really are. They are not given the chance to have their own identity since they are being ruled by the school. They unintentionally become like the rest. And because De La Salle College of Saint Benilde is an art school, an expression of ones self is very necessary. Benildeans are not supposed to be equally the same because the artistic sides within them are different. The photo caught the groups attention because it seems like whoever made it wants the college to realize that its a school of fashion. And everyone knows that fashion is something not all people appreciate because of its uniqueness. A person really into fashion is capable of doing crazy things Just to show his or her love for it. He/she can even have the courage to show off some skin. Those who have a deep just to give Justice to the fashionistas and fashionistos most famous line: Fashion is passion. The group even encountered a Facebook page entitled AB-FDM: Fashion is my passion, obsession, and possession. For a person to say that, its like telling that fashion is his/her life and that he/she will die without it. The facebook page is Just a proof of how some people give importance to it. Since Benilde decided to offer such program(s), its the schools responsibility to extend its patience to the students who are very unmindful of the dress code.

Postal Codes in Canada Information

Postal Codes in Canada Information In Canada, postal codes are used as part of every mailing address. They are designed to help Canada Post, the Canadian Crown corporation which provides postal services in Canada, sort mail efficiently and accurately, whether its done mechanically or by hand. Note: postal code is an official mark (OM) of Canada Post Corporation. Look up Postal Codes for CanadaLook up postal codes for street addresses and rural addresses, or find a range of addresses for a postal code. Postal code locator tool from Canada Post. Find an Address for a Postal Code in CanadaFormerly called Reverse Search, Canada Post helps you find full address information for a postal code you enter in this tool. The Format of a Canadian Postal Code A Canadian postal code has six alphanumeric characters. There is a single space after the first three characters. Example: ANA NANwhere A is a capital letter of the alphabet and N is a number. The first character in a postal code represents the province, or part of a province, or territory. The first set of three characters is the Forward Sortation Area or FSA. It provides the basic geographic sorting for mail. The second set of characters is the Local Delivery Unit or LDU. It could indicate a small rural community or in urban areas a location as specific as an individual building. The Canadian Postal Code in an Address Label In address labels, postal codes should be placed on the same line of the address as the name of the municipality and abbreviation of province or territory. The postal code should be separated from the province abbreviation by two spaces. Example:NAME OF MEMBER OF PARLIAMENTHOUSE OF COMMONSOTTAWA ON K1A 0A6CANADA(Note: Canada is not required for domestic mail) Handy Uses of Postal Codes As well as making the sorting and delivery of mail more efficient, postal codes are used for a variety of other purposes in Canada - in marketing for instance. There are many ways for postal codes to be helpful in day to day life. For example: Use a postal code to find the nearest postal outlet.Find your federal riding and member of parliament.Find a Service Canada office near you to access information on federal government programs.The Web sites of major stores in Canada provide store locators to find the nearest outlet using a postal code.Most Canadian banks also have  online tools that use postal codes to find the nearest bank branches and ATMs and bank machines. Did You Know? Here are a few little-known facts about Canadian postal codes. The Canadian postal code was first introduced in Ottawa, Canadas capital, in 1971. For other significant milestones in the development of postal services in Canada, see The Chronology of Canadian Postal History (since 1506) from the Museum of Canadian History.In 2011, there were approximately 834,000 postal codes in Canada, according to Statistics Canada.Santa Claus has his very own postal code. See Write to Santa.All members of parliament have the same postal code - K1A 0A6. International Postal Codes Other countries have similar postal code systems. In the United States, ZIP codes are used. In the United Kingdom, they are called postcodes.

How to Submit a Book Proposal in 3 Steps

How to Submit a Book Proposal in 3 Steps How to Submit a Book Proposal in Just 3 Steps Many writers start the publishing process thinking that the writing of a book is the most difficult part of the journey. Once their book is written and published, they quickly realize that the marketing of their book is just as hard - if not harder!The same thing applies to book proposals. Once you've finished writing a great book proposal, you might think you're over the hump and ready to coast to a book deal. But then you realize: you still haven't figured out who to submit it to - and how.Well, we want to be in your corner! To that end, this post will discuss the four main components of submitting a book proposal: deciding whether you need a literary agent, how to find the right publishers for you, and what to do if your proposal is rejected.How to Submit a Book ProposalDo you need to submit a book proposal through an agent?How to submit a book proposal to publishers in 3 steps.What should you do if your book proposal is rejected?Do you need to submit a book proposal through an agent?The answer is yes and no. Or rather, it depends on the type of book you’re working on and your goal.Let’s start with the yes...When you should work with a literary agentIf you are working on general fiction (such as histories, memoirs, and biographies) and are looking to secure a contract with a major trade publisher or New York house, you will need a literary agent for your proposal to be considered. Do you need a literary agent to submit a book proposal? Find out here. To bring that point home, here’s an account from a former executive editor at St. Martin’s Press, Laurie Chittenden: â€Å"Once a month, assistants will process the slush pile. That means putting a form letter with the proposal saying the publisher doesn’t accept unsolicited manuscripts and sending it back to the author. Publishers already see such a massive volume of projects from agents, they don’t have time to look at unsolicited ones. When I was in-house, I’d easily get 25-50 manuscripts a week from literary agents. That’s well over 5,000 pages to read a week, on top of the books I already had under contract to edit.† And remember that as with any new business endeavor (which is what you should treat becoming a published author as), sometimes you need to call on the experts.If your proposal hasn’t yet led to a contract, considering getting a set of professional eyes on it. A developmental editor usually charges $500 - $1,000 and can take the feedback you’ve received so far to improve your proposal and ensure it’s putting it’s best foot forward.And hey, the good news is that the more you keep at it, the more you learn about the publishing process - maybe even enough to fill a book.What's been your experience with submitting or writing book proposals? Do you have any additional questions about this process? Leave your thoughts in the comments below!

Managing Project Essay Example | Topics and Well Written Essays - 2250 words

Managing Project - Essay Example This paper includes the study of two cases using the Project Evaluation and Review Technique (PERT) or network diagram. In case 1, network diagram was shown using the activity node. Calculation of Earliest start time (EST) and Latest start time (LST) was done to be able to show the Slack or total float of the activity. Critical path was used to be able to complete the given task without budget constraint. The study will be able to show the importance of the said technique in managing a project. Cost estimation was presented using principles and other theory. Diagram and other tables were presented in the appendixes. At the later part of this paper the difficulties and risks in project management were discuss to further develop the needed project. The purpose of this study is to be able to show the importance of project managing in a company that needs to be developed and managed well. It also allows us student to be able to demonstrate the learning and competence in respect of management of resources generally but in particular elements of time, finance and human resources. In case 1 The Design and Print limited is a printing SME in the UK supplying design and printing services. The project manager is planning for a new project. To start a network diagram using the activity on the node was structure. We will be able to construct the diagram using the table below: In the network diagram shown in appendix 2, each... 1 L N Packaging for Delivery 2 M O Delivery 5 E,N P Payment collections 10 O Appendix 2 F(5) A(1) B(2) C (2) D(1) H(1) L(3) M (1) N(2) E(10) G (4) I (2) J(2) K(2) P(10) In the network diagram shown in appendix 2, each node (circle) represents an activity and is labeled with the activity number and the associated completion time (shown in brackets after the activity number). The network diagram (appendix 1) assumes that activities not linked by precedence relationships can take place simultaneously. For example activity L is preceded by H,K therefore we can do L after H or K. (see diagram). It means that Printing can be done after sizing or type-setting. In the above diagram the activity start at Enquiries (A) , preceded by Quotation (B) you cannot proceed to B without finishing the first task (A). Finance checks on customer (E) and Order confirmation (C) can be done simultaneously since it is not linked by precedence relationship. After task (C) is completed 3 activities or task can be done at the same time since these three are all preceded by C, Purchasing (F), Scheduling (D) and Design (G). The task continues up to the last task the P. To be able to determine the total float, we must need to calculate for the earliest start time and latest start time. This allows scheduling of the work in such a manner that project duration is minimized. Some activities can be implemented simultaneously, and some activities can be delayed while efforts are concentrated on completing other activities which impose a time

Human Sexuality Essay Example | Topics and Well Written Essays - 500 words - 1

Human Sexuality - Essay Example Humans in particular select mates on the basis of competition with other males to have held of the female or for choice of similar interests (Films Media Group). It should be noted that even scientists have proved that the mate selection among humans and bonobon have relatively similar mate selection behavior. Humans tend to enjoy sexual intercourse with a mate who is more reactive. In particular, female animals are more selective like female humans. Also, male bonobon would undertake sexual intercourse for relaxing or becoming friendly. Similar behavior is found among humans as well in terms of sexual intercourse. Humans would enjoy sexual intercourse if both the mates are able to enjoy different positions such as missionary, dog style or more which are broadly used among bonbons as well (Frans). Bonobon would select female bonobon who are more swelled (estrus period) which means that they are more receptive in terms of sexual intercourse. This is common among humans as well women tend to be more receptive of sex when they are close to their ovulation. This may be indicated by the hormonal urges and the feelings that would make them more persistent. Also, it has been observed that sexual selection does not involve the next kin to be involved in the sex for natural reasons. This is common among humans as well as they tend to make love to all except the next to kin. Sexual selection can imply a great impact on social organization. For instance, if a chimp selects a female chimp for sexuality, it will always keep a control on itself and follow monogamy while polygamy is noted among gorillas which will cause social organization to get affected for long. The evolution of primates has also shown that the sexual selection can have long term impact on social organization. This can be viewed in the sense that a chimpanzee needs quick mating with another chimpanzee (female) as soon

Factors for Motivation in Banking Employees

Factors for Motivation in Banking Employees CHAPTER 1 INTRODUCTION 1.1 RESEARCH BACKGROUND Understanding human behavior in workplace has been one of the most prioritized tasks for any organization. This is due to major changes like globalization and technological advancement that change in the structure of the business done, the workforce behavior and management of employees. To keep up the business state of the art and become successful, the organizations should acclimatize with these changes (Vercueil, 2001). So, it has become important for employers to know what motivates their employees rather than emphasizing them to increase productivity. The environment, in which the employees work as a team, should be created and sustained so that they are themselves driven towards achieving the common goals. Hence, motivation is given more attention in the organization to know employees and their behavior. In any organization, every staff is unique and performs the task based on their mental abilities and the extent to which they are applied at work (Mullins, 2007). Some people te nd to work really harder than others. If a staff is appreciated for his/her hard work, he/she is more likely to be motivated to high performance. Herzberg et al 1999 explained that employees show different attitudes depending on the nature of jobs assigned to them at workplace. Furthermore, they argued these attitudes towards their jobs have a significant influence on the survival of the organization. there is a famous saying which is based on Herzbergs thought that if an organization wants its employees to do a good job, give them a good job to do (Giancola,2010). To illustrate this, during the hard times of the organization, the morality among the workforce determines its success or failure provided that they are made feel as the essential resources of the organization and are given appropriate chances to prove themselves. Thus, motivated employees are more likely to contribute for the success and survival of the organization. In earlier days, motivation was considered as only a force that drives individuals to become committed in the job of their choice. The early approaches of motivation emphasizes on the needs of the individuals explaining their tendency to be motivated and the efforts exerted in order to satisfy those needs. There were some other approaches which highlighted on the employees goal setting. Modern approaches of motivation draws attention towards the values and long term goals set by the employees. Simons and Enz (2006) says now the employees perform the task not only to fulfill the basic needs but also to increase their values, become successful and satisfied from their performance. Motivation has been one of those areas which gained lots of interests from organizational psychologists and many scholars since 1930s. Yet, the in-depth understanding of motivation has been considered as a tough task (Locke and Latham, 2004). Thus, this research work is aimed to identify what motivates employees of Bank of Kathmandu by applying the concept of existing theories. 1.2 Background of the organization The organization chosen for research work is Bank of Kathmandu BOK, one of the renowned commercial banks of Nepal. BOK commenced its operation in 1995 with an aim to contribute in the economic development of Nepal. BOK is in a position to become â€Å"Bank of Choice† through serving and supporting its customers financially. Considering this vision, the bank has a total of 39 branches, 6 extension counters and 50 ATMs across the country. It has helped not only in promoting economic development but also it reduces unemployment problem to some extent by providing opportunities to local people. The basic reason behind selecting this particular bank is due to its distinct uniqueness and growing success and secondly, the researcher had an easy access to this bank. The research is carried out based on the responses given by the staff working in two branches of the bank. 1.3 THE RESEARCH PROBLEM Employee commitment has been a matter of focus for companies to be successful and the committed employees are considered as the most important factors of organizational effectiveness (Robertson, et al. 2007). However, retaining committed employees within organization is not an easy task. The employees of modern era work to satisfy the needs as well as achieve their individual goals (Drake and Kossen, 2002). Gubman (2003) pointed out the increasing trend of employees doing many jobs at a time in their career and have become more mobile. Employees are no more working in organisations for a long term basis. Thus, it needs a proper understanding of what motivates and satisfies them at work to generate such commitments. 1.4 RESEARCH QUESTIONS Motivation needs vary on individuals based on their level of needs, backgrounds, expectations and personal traits. In simple words, two different employees working in the same environment may have different level of satisfaction. Furthermore, human needs are always dynamic and change over time becoming sometimes stronger or weaker. According to Simons and Enz (2006), while attempting to motivate the employees, the managers make mistakes assuming wrongly that they understand the employees and their needs and expectations they want from their work. This research work, therefore, focuses on the factors motivating employees and helping managers to understand their employees. In this context, the questions related to the research are: What are the critical factors that motivate and satisfy employees in BOK? How do the factors of motivation influence staff satisfaction in BOK? What are the motivation strategy adopted by BOK for better management and performance of the staff? 1.5 Research aim The purpose of this research is to investigate the factors that motivate workers and their impact on organizational performances in Bank of Kathmandu (BOK), Nepal. The study aims to analyse the factors that motivate employees to encourage them to give their best performances in order to increase the organizational effectiveness and achieve its goals. It also aims to know the extent to which BOK is successful in making its employees satisfied and committed. 1.6 Research objectives The study is an explanation about the employee motivation in Bank of Kathmandu BOK, one of the leading banks in Nepal. Hence, the objectives of this research can be listed as: To investigate factors of motivation and their impact on the performance of BOK. To critically analyse the factors of motivation and its effect on staff satisfaction in BOK. To develop motivation strategy for better management and performance for the staff in BOK. The research work would be significant to students, other researchers and the bank itself which can be taken as a source of reference. 1.7 Limitations of the research Motivation is a concept with a broad area of research. It contains a wide range of theories on factors that motivate people (content theories) along with theories that describe how behaviours are initiated, directed and endured (process theories). The research work focuses only content theories which identify the particular needs that drive the human behaviour to perform better or worse. The researcher has tried to present the impact of motivation and job satisfaction on employees mental health, social life, and family life in order to show the significance and scope of the research topic. However, they are only considered in the theory but not clearly shown on the observed part of the research. Apart from these limitations, there are some other limitations for the research as There was time constraint to complete this research work as the researcher has to complete the work within three months period. The budget allocated was less due to the researcher is a student. The data analysis is done based on the employees randomly selected from only two branches. 1.8 Outline of the study Chapter 1: introduction: The first chapter deals with the research topic, an overview of the company selected for research work followed by statement of problem, purpose of the study and limitations. Chapter 2: Literature Review: this chapter contains reviews of various theories of motivation and job satisfaction. The researcher has showed the relationship between motivation and variables like rewards, job satisfaction, job performance, trainings, behaviour and conflict. It also explained how positive motivation lead to Chapter 3: methodology: this chapter deals with the methods, different tools and techniques used in the research work for data collection, analysis and interpretation. Chapter 4: data analysis: the chapter covers the ways the collected data were compiled and analysed. The analysis is based on the literature review and survey done via questionnaires in order to best serve the purpose of the study. Chapter 5: conclusions and recommendations: this chapter contains three parts namely findings, recommendations and conclusion. 1.9 Conclusion In this chapter, the researchers has discussed about the introduction of employee motivation and its importance in organisations. The main reason behind conducting this research work, the problem area, and the limitations are clarified. A brief introduction of organisation is given on the basis of which this study is done. The basic knowledge of the contents of the research work is also discussed. Chapter 2 Literature review 2.1 Introduction This chapter explains about the facts, theories and models of motivation. Theories of motivation e.g. Maslows Hierarchy of Needs, Pr. McGregors Theory X and Y, McClellands theory of needs, etc are discussed in depth to increase the understanding of the area under research. The introduction and importance of motivation, job satisfaction and opinions of various authors are elucidated by reviewing various academic books, magazines, journals and articles. The information presented below serves as foundation to the analysis of this research. this new era, every organisation treats its workforce as an important source of its competitive advantage. Employees are no more seen as only loyal members of the company but they like to be treated with respect and they want their companies to give them opportunities to prove themselves. Hence, Lawler (2003) says that it has become necessity for any company to treat people in a right way in order to success and survive in the business world. An organisation can increase productivity and improve performance only when it invests in employees (Gitman and McDaniel, 2008). For this reason, the company should be able to attract, retain and develop talented employees (Pittorino et al., 2005). Understanding the factors that motivate employees and maximize productivity has become a crucial job to be performed by managers. 2.2 Definitions of motivation Motivation is one of the highly complex but misunderstood concept. Mills and Forshaw (2006) supported this statement as though there are an abundance of motivational theories; the organisations are unable to apply the best theory of motivation due to human beings complexity and various factors influencing their behaviours. Nevertheless, the main concern of the study of motivation is with why people behave as they do (Mullins, 2007). Motivation is the drive to do something (Tileston, 2004); it can be defined as the direction and intensity of ones effort to satisfy his/her needs (Weinberg, et al, 2010). According to Jones and George, (2004), motivation is considered as the psychological force that shows a persons level of effort applied in order to persist with obstacles and achieve his/her target and the way he/she behaves in an organisation. Furthermore, Latham 2007) describes motivation as a process of cognitive resource allocation where a person allocates his/her efforts as per importance of motives or tasks. To support this statement, Robins (2005) says that individuals have various level of motivation varying times and situations. 2.2.1 Need and expectation at work No individuals are same and they perceive the same thing in different ways. Individuals have different needs and expectation which they strive to fulfil in different ways. If these needs and expectations are not fulfilled, it will make them dissatisfied and the consequences are turnover, absenteeism, etc. so motivating employees has been a tough task for managers provided that employees react in different ways in the jobs assigned (Beardwell and Claydon, 2007). Since managers are solely responsible for motivating employees, they should be capable of giving employees reasons to believe in themselves as well as organisation where they are working (Baldoni, 2005). Employees become dissatisfied and less motivated when managers fail to make employees know their driving forces. According to robins (2003), there are three relationships where employees are less motivated when their needs and expectations are not fulfilled. First relationship explains about the effort and performance of employees. Managers should make their employees believe that maximum effort exerted leads to the recognition in performance appraisals. This is not always correct as in some cases, employees do not believe that their effort will result in recognition and they are less motivated to perform. The second relationship is about the employees performance and organisational reward. The employees are made believe that they will be rewarded for their outstanding performance or performance appraisal. But there will be lack of motivation because employees know that they will not be rewarded by the organisation just for the performance. The last one is the relationship between reward received and reward expected. They are motivated only when they get what they desire for. If opposite happens, they become dissatisfied with the job. So It is managers who should know if the reward given matches with the one employees expect for. Hence, managers should keep these relationships as essential factors for employees to keep motivated and long lasting retention. Strengthening these relationships , the managers can motivate their employees and boost productivity. Sutherland and Canwell (2004) says it is the primary responsibility of managers to maintain motivation by creating such a work environment where employees will show positive attitude and become committed and loyal and where they believe that they are valued and the organisation gives crucial interest in them. 2.2.2 Sources of motivation Motivation is the driving force that comes within an individual to satisfy his/her unsatisfied needs. Needs and expectations are drivers that motivate an individual to achieve those needs. These motivators are often considered in terms of being internal or external. According to Mac and Sockel (2001), the internal motivators are related with intrinsic needs that satisfies an individual while external motivators are environmental factors brought up to individual by organisation. intrinsic motivation makes a person to be productive as it comes within him/her while extrinsic motivation results once the unmet needs have been achieved(Marquis and Huston, 2008). A person is intrinsically motivated when he/she engages in the activity that gives pleasure and satisfaction (Deci and Ryan, 2004). On the contrary, Deci and Ryan (2004) explained extrinsic motivation as an external control over a person who gets engaged in the activity, not for pleasure or satisfaction but for attaining a positive outcome or avoiding a negative outcome. Hence, a manager should strive to stimulate an employees intrinsic motives to complete a task given. Intrinsic motives can be satisfied by the work itself. Since the task given to an individual provides interest, challenges and opportunities for personal growth and development, it has been considered as the main source of motivation (Molander, 1996). 2.5 classification of motivation theories The main concern of all theories of motivation is the understanding of human behaviour. Drafke and kossen (2002:273) explains that â€Å"these theories provide the basis for both managers and employees to understand how to motivate others; how others are trying to motivate and how that person can engage more in his/her own motivation effort and others efforts in trying to motivate him/her.† In late 1930s, the Hawthorne study carried out by Frederick Taylor drew attention towards the study of motivation. (Locke and Latham, 2004). The purpose of this study was to examine how working conditions affect productivity (Hindle,2008). The study concluded working condition had no effect on the employee productivity and it was employees who were concerned with their work (Hindle, 2008). This result of this study made many managers and researchers focus on employees needs and motivation. According Robbins (2005), the development of the concepts of motivation was mostly seen in 1950s. during that time, several new models, referred as content theories, were emerged that mainly focused on identifying the factors related to motivation. (steers, et al. 2004). Maslows hierarchy of needs, Model of Herzbergs two-factor theory and McClellands achievement motivation theory are the content theories. The main focus of these theories is on the needs of people for which they direct their behaviour to satisfy them (smit,2007). 2.5.1 Needs:maslows hierarchy of needs Abraham Maslow developed a motivational theory named hierarchy of needs (Pride, et al, 2009). A need is required by every person. An individual fulfils his/her needs to get satisfaction and motivation is an effort to satisfy a need (Aldag and Kuzuhara, 2002). Maslow postulated that humans always seek to fulfil a variety of needs which are in sequential order as per their importance (Pride, et al. 2009). when one need is satisfied, it drecreases in strength and the higher need then dominates behaviour. The underlying needs for all human motives can be organised on five general levels depicted as a pyramid (diagram) listed from the lowest to the highest level of needs. Physiological and safety needs are on the lowest level of the pyramid as they are satisfied externally. The other three needs are internal and are therefore considered as higher-order needs. Di Cesare and Sadri (2003) state that the need must be met from the lowest and then move upward to satisfy the peak of the hierarchy. While implying Maslows Needs Hierarchy in management practice of BOK, it has various opportunitites to motivate its staff depending upon the needs. Some of them are listed below: Physiological needs: provision of sufficient breaks for lunch and recovery and payment of salary for fulfilling the basic essentials of life. Safety needs: provision of job security, conductive safety environment and threats freedom Social needs: generating a feeling of acceptance, belonging and community by reinforcing team dynamics. Esteem needs: recognition of achievement, assignment of projects and providing status to make employees feel valued and appreciated. Self Actualisation: offering challenge and meaningful work assignment that enable innovation, creativity and progress. 2.5.2 Herzbergs two factor theory Herzberg put forward the view that productivity of an employee is based not only the job satisfaction but also on work motivation Pattanayak(200). Robbins(2003) elucidates that according to herzberg, an individuals relation and attitude towards work can determine success or failure. People have two sets of needs that are related to job satisfaction and others to job dissatisfaction (Nelson and Quick,200). Elements of the job that led to job satisfaction are labelled as motivators and elements to dissatisfaction are labelled as hygiene factors. Intrinsic factors or motivators such as achievement, recognition, advancement, the work itself and responsibility are related to job satisfaction. Job dissatisfaction is the result of extrinsic factors or hygiene factors such as working conditions, job security, supervision, pay and organisation policies. Di Cesare and Sadri (2003) state that herzberg is interested in the extremes where employees either feel good or bad about the work, this lea ds to development of motivators and hygiene factors. Herzberg states that the opposite of job satisfaction is not job dissatisfaction and therefore, job dissatisfaction is not the opposite of job satisfaction. Herzberg(2003) suggests nine factors that motivate employees and they are reducing time spent at work, fringe benefit, sensitivity training, spiralling wages, two-way communication, job participation, human relation training, communication and employee counselling. He also compared motivation with that of internal self-charging battery suggesting that the energy or the positivity should come from within the employees to become motivated (Bassett-Jones and Lloyd, 2005). Herzberg argues that an employee is motivated to satisfy it growth needs; it is founded upon satisfaction innate of a sense of achievement, recognition, responsibility and personal growth. He further says that recognition is transformed into feedback, responsibility to self-regulation, authority to communicate, exercise control over resource and accountability and lastly, growth and advancement are transformed into the new expertise. Though hygiene theory is one of the popular theories of motivation, the findings done from past empirical studies show that pay, recognition and responsibility are classified as both a motivator and hygiene factors. 2.5.4 McClellands theory of needs (Richard L. Daft, Patricia G. Lane, 2007) put forward the theory stating that individual acquire certain type of needs during his/her lifetime. Individuals acquire these needs by learning and interacting with the environment (Montana and Charnov, 2000). theory focuses on three needs: Need for achievement: it drives to excel, to achieve in relation to a set of standards, to strive to succeed. Individuals with this drive desire to do something more efficiently overcoming challenges to achieve the objectives. Need of power: it is the need to make others behave in a way that they would not have behaved otherwise. Individuals with this need are placed in competitive situations to be concerned with gaining influence over individual, group or organization. Need for affiliation: it is the desire for friendly and close interpersonal relationship. Individuals with this desire tend to have a strong desire to be liked or accepted by others and thus maintain harmonious relationship with others. Accoriding to smit (2007:340), these theories are based on needs of people and the factors that influence their behaviour. Process theory Process theory came into light in early 1960s. it was an approach that focused on how motivation actually occurs. (Smit 2007:347). These theories explained the way individual choose their behaviour to satisfy their needs (Lussier and Achua, 2009). it is more complex in compare to content theory. 2.5.3 Vrooms Expectation theory The expectancy theory, aimed at work motivation, is founded on the idea that an individuals motivation is based on his/her desire for an outcome and the probability that his/her effort will lead to required performance. Robbins (2003) defines expectation theory as, â€Å" the strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outvome and on the attractiveness of that outcome to the individual† (Robbins, 2003:173). Vrooms expectancy theory focuses on three relationships: Effort performance outcome Effort-performance relationships: the probability remarked by an individual that applying an extra effort will lead to performance. Performance-reward relationship: the degree to which the individual believes that extra effort exerted performance will lead to the accomplishment of desired outcome. Reward-personal goal relationship: the degree to which individuals goals are satisfied by organizational rewards and the degree to which individual is personally attracted to the rewards. Equity Theory J. Stacy Adams equity theory proposed that individuals are motivated when their inputs equal outputs (Lussier and Achua, 2009). This theory enables an individual to perceive a relationship between the reward he/she received and his/her performance.(Smit, 2007). individuals tend to make comparison of the inputs such as status, experience, effort, etc and outputs such as recognition, benefits, pay, etc with that of others which co-worker, a group of employees from different organisations, etc (Lussier and Achua, 2009:87). 2.5.6 Goal setting theory The goal setting theory proposed by Locke states that a person is likely to give a higher performance if the goals are specific and difficult. Besides these, there are also other factors along with feedbacks such as goal commitment, task complexity and national culture that influence the goal-performance relationship. Meyer,et al. (2004) elucidates that motivation comes from the goals an individual sets up based oh his/her needs, personal values and perception that shaped via experience at work. goals give people a sense of purpose to show the reason of working to achieve a task given (Lussier and Achua, 2009:90). Goals direct individuals attention to a specific target. If individuals have specific and difficult goals, then they optimise the performance (Huber,2006). Reinforcement theory Reinforcement theory is the relationship between the behaviour of individual and the consequences by modifying or changing it via use of rewards or punishments (Daft and Lane,2007). It consistently predicts job behaviour (Lusssier and Achua,2009). People learn behaviour through the experiences of positive and negative consequences. Behaviour is a function of its consequences (Griffin and Moorhead,2009). According to Daft and Lane (2007), managers use reinforcement to shape or modify employee behaviour in four ways: Positive reinforcement: employees are encouraged to continue their behaviour by offering consequences for desirable performance. If an employee receives positive reinforcement for certain behaviour, that employee is tend to be motivated to maintain or increase the frequency of that behaviour (Griffin and Moorhead, 2009). Avoidance reinforcement It is also known as negative reinforcement. The employees are given the opportunity to avoid an unpleasant circumstance once behaviour is improved. Extinction Motivating individuals and groups at work Theorists of motivation investigate the factors that direct and boost work related behaviour. They strive to understand activities that people enjoy and conditions that encourage them to apply efforts. As a result various motivation models were developed which main focus was on the needs and expectations of individuals. This models were best used in organisatons where understanding of behaviour of employees has been important. Due to change in structure of organisations, todays employees work in teams supporting each other sharing common interest to accomplish the common goals rather focusing on the achievement of personal goals. Ellemers, et al. (2004) employee motivation refers to the goals, needs and rewards of one whole team or the organisation where they work. this concludes that research on motivating group has been important for any organisation. The number of organisation, emphasising employees to work in teams, has steadily increased. Working in teams offers opportunities for job enrichment, decrease the workload of supervisors and enhance the performance. However, there may be some lazy members in team who exert less effort in performing the task. 2.5.5 Douglas McGregor Theory X and Y In this theory, Douglas McGregor assumes that the managers handle their employees based on their behaviours and nature. These assumptions are categorised as Theory X and Theory Y. theory X states that workers are lazy, incapable of taking responsibility , dislike work and need a constant supervision while theory Y assumes that people love work, complete task with less supervision and have responsibility ( Dzimbiri,2009). 2.6 Ways of motivating employee to ensure better performance The employees experiences at work show their feeling towards their jobs either positively or negatively. Employee motivation is taken into account by every organisation as one of the major challenging tasks. Motivation can be classified as positive or negative. The managers should encourage positive motivation to enhance performance. On the contrary, when the performance is demotivating, the approach adopted would be determined by persisting situation. Communication Communication is always an effective way to improve motivation and enhance productivity. There should be two-way communication between managers and staff that generate feedbacks on the performance. Job participation scheme Participation scheme enables staff to become a member of decision making team and express their views on organisational decisions. This leads staff to be responsible to increase their efficiency and productivity at work. Fringe benefit If an organization can retain the employees by providing them with the fringe benefit. This prevents turnover if effectively use and increase the productivity. Research methodology Introduction This research work is carried out to examine the factors that motivate and influence employees of Bank of Kathmandu and strategies adopted by the bank to enhance productivity by providing employees with optimum satisfaction. It highlights the procedures applied to understand research problem area and evaluate the result. The Research Process Customised research procedures are used by the researcher determining the exceptions of research regarding how vast the topic is. It starts with problem formulation along with the process that the researcher undertakes to get the result as solution to that problem. The problem of identifying what factors motivate employees in a particular bank namely, Bank Of Kathmandu. In this modern era, the way the employees behave at workplace has been changed. Job satisfaction has become more important than any other variables. For the success and survival of company in the competitive market, the most prioritised work of managers is to retain the skilled employees and motivate them to give their best performance. Nevertheless, employees are more interested in doing different jobs at the same time and are not willing to keep long term relationships with organisations. To add up, they are unlikely to be motivated as they use to be before. Once the research problem is defined, the objectives are formulated to achieve the solutions to the targeted problem. The hypothese Qualitative and quantitative research Survey questionnaire Questionnaires include open- ended questions, closed-ended or the combination of both. In open-ended questions, the respondents are allowed to give their own answers while the closed-ended questions provide the respondents with a set of alternatives and choose answer from that set (Saunders, et al. 2007). researchers use close-ended questions for they provide the greater control, make respondents easy to answer and short answers lead to quick results (Arthur,2006). The researcher, in this study, has used closed-ended questions using Factors for Motivation in Banking Employees Factors for Motivation in Banking Employees CHAPTER 1 INTRODUCTION 1.1 RESEARCH BACKGROUND Understanding human behavior in workplace has been one of the most prioritized tasks for any organization. This is due to major changes like globalization and technological advancement that change in the structure of the business done, the workforce behavior and management of employees. To keep up the business state of the art and become successful, the organizations should acclimatize with these changes (Vercueil, 2001). So, it has become important for employers to know what motivates their employees rather than emphasizing them to increase productivity. The environment, in which the employees work as a team, should be created and sustained so that they are themselves driven towards achieving the common goals. Hence, motivation is given more attention in the organization to know employees and their behavior. In any organization, every staff is unique and performs the task based on their mental abilities and the extent to which they are applied at work (Mullins, 2007). Some people te nd to work really harder than others. If a staff is appreciated for his/her hard work, he/she is more likely to be motivated to high performance. Herzberg et al 1999 explained that employees show different attitudes depending on the nature of jobs assigned to them at workplace. Furthermore, they argued these attitudes towards their jobs have a significant influence on the survival of the organization. there is a famous saying which is based on Herzbergs thought that if an organization wants its employees to do a good job, give them a good job to do (Giancola,2010). To illustrate this, during the hard times of the organization, the morality among the workforce determines its success or failure provided that they are made feel as the essential resources of the organization and are given appropriate chances to prove themselves. Thus, motivated employees are more likely to contribute for the success and survival of the organization. In earlier days, motivation was considered as only a force that drives individuals to become committed in the job of their choice. The early approaches of motivation emphasizes on the needs of the individuals explaining their tendency to be motivated and the efforts exerted in order to satisfy those needs. There were some other approaches which highlighted on the employees goal setting. Modern approaches of motivation draws attention towards the values and long term goals set by the employees. Simons and Enz (2006) says now the employees perform the task not only to fulfill the basic needs but also to increase their values, become successful and satisfied from their performance. Motivation has been one of those areas which gained lots of interests from organizational psychologists and many scholars since 1930s. Yet, the in-depth understanding of motivation has been considered as a tough task (Locke and Latham, 2004). Thus, this research work is aimed to identify what motivates employees of Bank of Kathmandu by applying the concept of existing theories. 1.2 Background of the organization The organization chosen for research work is Bank of Kathmandu BOK, one of the renowned commercial banks of Nepal. BOK commenced its operation in 1995 with an aim to contribute in the economic development of Nepal. BOK is in a position to become â€Å"Bank of Choice† through serving and supporting its customers financially. Considering this vision, the bank has a total of 39 branches, 6 extension counters and 50 ATMs across the country. It has helped not only in promoting economic development but also it reduces unemployment problem to some extent by providing opportunities to local people. The basic reason behind selecting this particular bank is due to its distinct uniqueness and growing success and secondly, the researcher had an easy access to this bank. The research is carried out based on the responses given by the staff working in two branches of the bank. 1.3 THE RESEARCH PROBLEM Employee commitment has been a matter of focus for companies to be successful and the committed employees are considered as the most important factors of organizational effectiveness (Robertson, et al. 2007). However, retaining committed employees within organization is not an easy task. The employees of modern era work to satisfy the needs as well as achieve their individual goals (Drake and Kossen, 2002). Gubman (2003) pointed out the increasing trend of employees doing many jobs at a time in their career and have become more mobile. Employees are no more working in organisations for a long term basis. Thus, it needs a proper understanding of what motivates and satisfies them at work to generate such commitments. 1.4 RESEARCH QUESTIONS Motivation needs vary on individuals based on their level of needs, backgrounds, expectations and personal traits. In simple words, two different employees working in the same environment may have different level of satisfaction. Furthermore, human needs are always dynamic and change over time becoming sometimes stronger or weaker. According to Simons and Enz (2006), while attempting to motivate the employees, the managers make mistakes assuming wrongly that they understand the employees and their needs and expectations they want from their work. This research work, therefore, focuses on the factors motivating employees and helping managers to understand their employees. In this context, the questions related to the research are: What are the critical factors that motivate and satisfy employees in BOK? How do the factors of motivation influence staff satisfaction in BOK? What are the motivation strategy adopted by BOK for better management and performance of the staff? 1.5 Research aim The purpose of this research is to investigate the factors that motivate workers and their impact on organizational performances in Bank of Kathmandu (BOK), Nepal. The study aims to analyse the factors that motivate employees to encourage them to give their best performances in order to increase the organizational effectiveness and achieve its goals. It also aims to know the extent to which BOK is successful in making its employees satisfied and committed. 1.6 Research objectives The study is an explanation about the employee motivation in Bank of Kathmandu BOK, one of the leading banks in Nepal. Hence, the objectives of this research can be listed as: To investigate factors of motivation and their impact on the performance of BOK. To critically analyse the factors of motivation and its effect on staff satisfaction in BOK. To develop motivation strategy for better management and performance for the staff in BOK. The research work would be significant to students, other researchers and the bank itself which can be taken as a source of reference. 1.7 Limitations of the research Motivation is a concept with a broad area of research. It contains a wide range of theories on factors that motivate people (content theories) along with theories that describe how behaviours are initiated, directed and endured (process theories). The research work focuses only content theories which identify the particular needs that drive the human behaviour to perform better or worse. The researcher has tried to present the impact of motivation and job satisfaction on employees mental health, social life, and family life in order to show the significance and scope of the research topic. However, they are only considered in the theory but not clearly shown on the observed part of the research. Apart from these limitations, there are some other limitations for the research as There was time constraint to complete this research work as the researcher has to complete the work within three months period. The budget allocated was less due to the researcher is a student. The data analysis is done based on the employees randomly selected from only two branches. 1.8 Outline of the study Chapter 1: introduction: The first chapter deals with the research topic, an overview of the company selected for research work followed by statement of problem, purpose of the study and limitations. Chapter 2: Literature Review: this chapter contains reviews of various theories of motivation and job satisfaction. The researcher has showed the relationship between motivation and variables like rewards, job satisfaction, job performance, trainings, behaviour and conflict. It also explained how positive motivation lead to Chapter 3: methodology: this chapter deals with the methods, different tools and techniques used in the research work for data collection, analysis and interpretation. Chapter 4: data analysis: the chapter covers the ways the collected data were compiled and analysed. The analysis is based on the literature review and survey done via questionnaires in order to best serve the purpose of the study. Chapter 5: conclusions and recommendations: this chapter contains three parts namely findings, recommendations and conclusion. 1.9 Conclusion In this chapter, the researchers has discussed about the introduction of employee motivation and its importance in organisations. The main reason behind conducting this research work, the problem area, and the limitations are clarified. A brief introduction of organisation is given on the basis of which this study is done. The basic knowledge of the contents of the research work is also discussed. Chapter 2 Literature review 2.1 Introduction This chapter explains about the facts, theories and models of motivation. Theories of motivation e.g. Maslows Hierarchy of Needs, Pr. McGregors Theory X and Y, McClellands theory of needs, etc are discussed in depth to increase the understanding of the area under research. The introduction and importance of motivation, job satisfaction and opinions of various authors are elucidated by reviewing various academic books, magazines, journals and articles. The information presented below serves as foundation to the analysis of this research. this new era, every organisation treats its workforce as an important source of its competitive advantage. Employees are no more seen as only loyal members of the company but they like to be treated with respect and they want their companies to give them opportunities to prove themselves. Hence, Lawler (2003) says that it has become necessity for any company to treat people in a right way in order to success and survive in the business world. An organisation can increase productivity and improve performance only when it invests in employees (Gitman and McDaniel, 2008). For this reason, the company should be able to attract, retain and develop talented employees (Pittorino et al., 2005). Understanding the factors that motivate employees and maximize productivity has become a crucial job to be performed by managers. 2.2 Definitions of motivation Motivation is one of the highly complex but misunderstood concept. Mills and Forshaw (2006) supported this statement as though there are an abundance of motivational theories; the organisations are unable to apply the best theory of motivation due to human beings complexity and various factors influencing their behaviours. Nevertheless, the main concern of the study of motivation is with why people behave as they do (Mullins, 2007). Motivation is the drive to do something (Tileston, 2004); it can be defined as the direction and intensity of ones effort to satisfy his/her needs (Weinberg, et al, 2010). According to Jones and George, (2004), motivation is considered as the psychological force that shows a persons level of effort applied in order to persist with obstacles and achieve his/her target and the way he/she behaves in an organisation. Furthermore, Latham 2007) describes motivation as a process of cognitive resource allocation where a person allocates his/her efforts as per importance of motives or tasks. To support this statement, Robins (2005) says that individuals have various level of motivation varying times and situations. 2.2.1 Need and expectation at work No individuals are same and they perceive the same thing in different ways. Individuals have different needs and expectation which they strive to fulfil in different ways. If these needs and expectations are not fulfilled, it will make them dissatisfied and the consequences are turnover, absenteeism, etc. so motivating employees has been a tough task for managers provided that employees react in different ways in the jobs assigned (Beardwell and Claydon, 2007). Since managers are solely responsible for motivating employees, they should be capable of giving employees reasons to believe in themselves as well as organisation where they are working (Baldoni, 2005). Employees become dissatisfied and less motivated when managers fail to make employees know their driving forces. According to robins (2003), there are three relationships where employees are less motivated when their needs and expectations are not fulfilled. First relationship explains about the effort and performance of employees. Managers should make their employees believe that maximum effort exerted leads to the recognition in performance appraisals. This is not always correct as in some cases, employees do not believe that their effort will result in recognition and they are less motivated to perform. The second relationship is about the employees performance and organisational reward. The employees are made believe that they will be rewarded for their outstanding performance or performance appraisal. But there will be lack of motivation because employees know that they will not be rewarded by the organisation just for the performance. The last one is the relationship between reward received and reward expected. They are motivated only when they get what they desire for. If opposite happens, they become dissatisfied with the job. So It is managers who should know if the reward given matches with the one employees expect for. Hence, managers should keep these relationships as essential factors for employees to keep motivated and long lasting retention. Strengthening these relationships , the managers can motivate their employees and boost productivity. Sutherland and Canwell (2004) says it is the primary responsibility of managers to maintain motivation by creating such a work environment where employees will show positive attitude and become committed and loyal and where they believe that they are valued and the organisation gives crucial interest in them. 2.2.2 Sources of motivation Motivation is the driving force that comes within an individual to satisfy his/her unsatisfied needs. Needs and expectations are drivers that motivate an individual to achieve those needs. These motivators are often considered in terms of being internal or external. According to Mac and Sockel (2001), the internal motivators are related with intrinsic needs that satisfies an individual while external motivators are environmental factors brought up to individual by organisation. intrinsic motivation makes a person to be productive as it comes within him/her while extrinsic motivation results once the unmet needs have been achieved(Marquis and Huston, 2008). A person is intrinsically motivated when he/she engages in the activity that gives pleasure and satisfaction (Deci and Ryan, 2004). On the contrary, Deci and Ryan (2004) explained extrinsic motivation as an external control over a person who gets engaged in the activity, not for pleasure or satisfaction but for attaining a positive outcome or avoiding a negative outcome. Hence, a manager should strive to stimulate an employees intrinsic motives to complete a task given. Intrinsic motives can be satisfied by the work itself. Since the task given to an individual provides interest, challenges and opportunities for personal growth and development, it has been considered as the main source of motivation (Molander, 1996). 2.5 classification of motivation theories The main concern of all theories of motivation is the understanding of human behaviour. Drafke and kossen (2002:273) explains that â€Å"these theories provide the basis for both managers and employees to understand how to motivate others; how others are trying to motivate and how that person can engage more in his/her own motivation effort and others efforts in trying to motivate him/her.† In late 1930s, the Hawthorne study carried out by Frederick Taylor drew attention towards the study of motivation. (Locke and Latham, 2004). The purpose of this study was to examine how working conditions affect productivity (Hindle,2008). The study concluded working condition had no effect on the employee productivity and it was employees who were concerned with their work (Hindle, 2008). This result of this study made many managers and researchers focus on employees needs and motivation. According Robbins (2005), the development of the concepts of motivation was mostly seen in 1950s. during that time, several new models, referred as content theories, were emerged that mainly focused on identifying the factors related to motivation. (steers, et al. 2004). Maslows hierarchy of needs, Model of Herzbergs two-factor theory and McClellands achievement motivation theory are the content theories. The main focus of these theories is on the needs of people for which they direct their behaviour to satisfy them (smit,2007). 2.5.1 Needs:maslows hierarchy of needs Abraham Maslow developed a motivational theory named hierarchy of needs (Pride, et al, 2009). A need is required by every person. An individual fulfils his/her needs to get satisfaction and motivation is an effort to satisfy a need (Aldag and Kuzuhara, 2002). Maslow postulated that humans always seek to fulfil a variety of needs which are in sequential order as per their importance (Pride, et al. 2009). when one need is satisfied, it drecreases in strength and the higher need then dominates behaviour. The underlying needs for all human motives can be organised on five general levels depicted as a pyramid (diagram) listed from the lowest to the highest level of needs. Physiological and safety needs are on the lowest level of the pyramid as they are satisfied externally. The other three needs are internal and are therefore considered as higher-order needs. Di Cesare and Sadri (2003) state that the need must be met from the lowest and then move upward to satisfy the peak of the hierarchy. While implying Maslows Needs Hierarchy in management practice of BOK, it has various opportunitites to motivate its staff depending upon the needs. Some of them are listed below: Physiological needs: provision of sufficient breaks for lunch and recovery and payment of salary for fulfilling the basic essentials of life. Safety needs: provision of job security, conductive safety environment and threats freedom Social needs: generating a feeling of acceptance, belonging and community by reinforcing team dynamics. Esteem needs: recognition of achievement, assignment of projects and providing status to make employees feel valued and appreciated. Self Actualisation: offering challenge and meaningful work assignment that enable innovation, creativity and progress. 2.5.2 Herzbergs two factor theory Herzberg put forward the view that productivity of an employee is based not only the job satisfaction but also on work motivation Pattanayak(200). Robbins(2003) elucidates that according to herzberg, an individuals relation and attitude towards work can determine success or failure. People have two sets of needs that are related to job satisfaction and others to job dissatisfaction (Nelson and Quick,200). Elements of the job that led to job satisfaction are labelled as motivators and elements to dissatisfaction are labelled as hygiene factors. Intrinsic factors or motivators such as achievement, recognition, advancement, the work itself and responsibility are related to job satisfaction. Job dissatisfaction is the result of extrinsic factors or hygiene factors such as working conditions, job security, supervision, pay and organisation policies. Di Cesare and Sadri (2003) state that herzberg is interested in the extremes where employees either feel good or bad about the work, this lea ds to development of motivators and hygiene factors. Herzberg states that the opposite of job satisfaction is not job dissatisfaction and therefore, job dissatisfaction is not the opposite of job satisfaction. Herzberg(2003) suggests nine factors that motivate employees and they are reducing time spent at work, fringe benefit, sensitivity training, spiralling wages, two-way communication, job participation, human relation training, communication and employee counselling. He also compared motivation with that of internal self-charging battery suggesting that the energy or the positivity should come from within the employees to become motivated (Bassett-Jones and Lloyd, 2005). Herzberg argues that an employee is motivated to satisfy it growth needs; it is founded upon satisfaction innate of a sense of achievement, recognition, responsibility and personal growth. He further says that recognition is transformed into feedback, responsibility to self-regulation, authority to communicate, exercise control over resource and accountability and lastly, growth and advancement are transformed into the new expertise. Though hygiene theory is one of the popular theories of motivation, the findings done from past empirical studies show that pay, recognition and responsibility are classified as both a motivator and hygiene factors. 2.5.4 McClellands theory of needs (Richard L. Daft, Patricia G. Lane, 2007) put forward the theory stating that individual acquire certain type of needs during his/her lifetime. Individuals acquire these needs by learning and interacting with the environment (Montana and Charnov, 2000). theory focuses on three needs: Need for achievement: it drives to excel, to achieve in relation to a set of standards, to strive to succeed. Individuals with this drive desire to do something more efficiently overcoming challenges to achieve the objectives. Need of power: it is the need to make others behave in a way that they would not have behaved otherwise. Individuals with this need are placed in competitive situations to be concerned with gaining influence over individual, group or organization. Need for affiliation: it is the desire for friendly and close interpersonal relationship. Individuals with this desire tend to have a strong desire to be liked or accepted by others and thus maintain harmonious relationship with others. Accoriding to smit (2007:340), these theories are based on needs of people and the factors that influence their behaviour. Process theory Process theory came into light in early 1960s. it was an approach that focused on how motivation actually occurs. (Smit 2007:347). These theories explained the way individual choose their behaviour to satisfy their needs (Lussier and Achua, 2009). it is more complex in compare to content theory. 2.5.3 Vrooms Expectation theory The expectancy theory, aimed at work motivation, is founded on the idea that an individuals motivation is based on his/her desire for an outcome and the probability that his/her effort will lead to required performance. Robbins (2003) defines expectation theory as, â€Å" the strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outvome and on the attractiveness of that outcome to the individual† (Robbins, 2003:173). Vrooms expectancy theory focuses on three relationships: Effort performance outcome Effort-performance relationships: the probability remarked by an individual that applying an extra effort will lead to performance. Performance-reward relationship: the degree to which the individual believes that extra effort exerted performance will lead to the accomplishment of desired outcome. Reward-personal goal relationship: the degree to which individuals goals are satisfied by organizational rewards and the degree to which individual is personally attracted to the rewards. Equity Theory J. Stacy Adams equity theory proposed that individuals are motivated when their inputs equal outputs (Lussier and Achua, 2009). This theory enables an individual to perceive a relationship between the reward he/she received and his/her performance.(Smit, 2007). individuals tend to make comparison of the inputs such as status, experience, effort, etc and outputs such as recognition, benefits, pay, etc with that of others which co-worker, a group of employees from different organisations, etc (Lussier and Achua, 2009:87). 2.5.6 Goal setting theory The goal setting theory proposed by Locke states that a person is likely to give a higher performance if the goals are specific and difficult. Besides these, there are also other factors along with feedbacks such as goal commitment, task complexity and national culture that influence the goal-performance relationship. Meyer,et al. (2004) elucidates that motivation comes from the goals an individual sets up based oh his/her needs, personal values and perception that shaped via experience at work. goals give people a sense of purpose to show the reason of working to achieve a task given (Lussier and Achua, 2009:90). Goals direct individuals attention to a specific target. If individuals have specific and difficult goals, then they optimise the performance (Huber,2006). Reinforcement theory Reinforcement theory is the relationship between the behaviour of individual and the consequences by modifying or changing it via use of rewards or punishments (Daft and Lane,2007). It consistently predicts job behaviour (Lusssier and Achua,2009). People learn behaviour through the experiences of positive and negative consequences. Behaviour is a function of its consequences (Griffin and Moorhead,2009). According to Daft and Lane (2007), managers use reinforcement to shape or modify employee behaviour in four ways: Positive reinforcement: employees are encouraged to continue their behaviour by offering consequences for desirable performance. If an employee receives positive reinforcement for certain behaviour, that employee is tend to be motivated to maintain or increase the frequency of that behaviour (Griffin and Moorhead, 2009). Avoidance reinforcement It is also known as negative reinforcement. The employees are given the opportunity to avoid an unpleasant circumstance once behaviour is improved. Extinction Motivating individuals and groups at work Theorists of motivation investigate the factors that direct and boost work related behaviour. They strive to understand activities that people enjoy and conditions that encourage them to apply efforts. As a result various motivation models were developed which main focus was on the needs and expectations of individuals. This models were best used in organisatons where understanding of behaviour of employees has been important. Due to change in structure of organisations, todays employees work in teams supporting each other sharing common interest to accomplish the common goals rather focusing on the achievement of personal goals. Ellemers, et al. (2004) employee motivation refers to the goals, needs and rewards of one whole team or the organisation where they work. this concludes that research on motivating group has been important for any organisation. The number of organisation, emphasising employees to work in teams, has steadily increased. Working in teams offers opportunities for job enrichment, decrease the workload of supervisors and enhance the performance. However, there may be some lazy members in team who exert less effort in performing the task. 2.5.5 Douglas McGregor Theory X and Y In this theory, Douglas McGregor assumes that the managers handle their employees based on their behaviours and nature. These assumptions are categorised as Theory X and Theory Y. theory X states that workers are lazy, incapable of taking responsibility , dislike work and need a constant supervision while theory Y assumes that people love work, complete task with less supervision and have responsibility ( Dzimbiri,2009). 2.6 Ways of motivating employee to ensure better performance The employees experiences at work show their feeling towards their jobs either positively or negatively. Employee motivation is taken into account by every organisation as one of the major challenging tasks. Motivation can be classified as positive or negative. The managers should encourage positive motivation to enhance performance. On the contrary, when the performance is demotivating, the approach adopted would be determined by persisting situation. Communication Communication is always an effective way to improve motivation and enhance productivity. There should be two-way communication between managers and staff that generate feedbacks on the performance. Job participation scheme Participation scheme enables staff to become a member of decision making team and express their views on organisational decisions. This leads staff to be responsible to increase their efficiency and productivity at work. Fringe benefit If an organization can retain the employees by providing them with the fringe benefit. This prevents turnover if effectively use and increase the productivity. Research methodology Introduction This research work is carried out to examine the factors that motivate and influence employees of Bank of Kathmandu and strategies adopted by the bank to enhance productivity by providing employees with optimum satisfaction. It highlights the procedures applied to understand research problem area and evaluate the result. The Research Process Customised research procedures are used by the researcher determining the exceptions of research regarding how vast the topic is. It starts with problem formulation along with the process that the researcher undertakes to get the result as solution to that problem. The problem of identifying what factors motivate employees in a particular bank namely, Bank Of Kathmandu. In this modern era, the way the employees behave at workplace has been changed. Job satisfaction has become more important than any other variables. For the success and survival of company in the competitive market, the most prioritised work of managers is to retain the skilled employees and motivate them to give their best performance. Nevertheless, employees are more interested in doing different jobs at the same time and are not willing to keep long term relationships with organisations. To add up, they are unlikely to be motivated as they use to be before. Once the research problem is defined, the objectives are formulated to achieve the solutions to the targeted problem. The hypothese Qualitative and quantitative research Survey questionnaire Questionnaires include open- ended questions, closed-ended or the combination of both. In open-ended questions, the respondents are allowed to give their own answers while the closed-ended questions provide the respondents with a set of alternatives and choose answer from that set (Saunders, et al. 2007). researchers use close-ended questions for they provide the greater control, make respondents easy to answer and short answers lead to quick results (Arthur,2006). The researcher, in this study, has used closed-ended questions using