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

RE: Corporate Vision/Mission

According to the recent news reports, it has been seen that Turkey has facing some of the serious corruption scandals and other allegations against governments. These scandals creates riots and protests In every cities of turkey ,moreover many high class people and political leaders were accused with money laundering, gold smuggling and bribery. The current situation's impact was reached Turkey's international relation with other countries and put their aids at stake.Another challenge turkey was facing is Labor market. Turkey has a large population and In that about 68. 1% are working age, but In that economically active are 51. 3% in 2013 reports says. This is mainly due to several factors which includes low participation of female with only 32. 9 percentage of the working age women. Second factor Is, Turkey's grey economy is very large and the Council of Europe has been expected about 33 percentage of GAP In 2011 and many of the Jobs are formal sector in outside.The unemployment of youth is also a major challenge in turkey's progress, although it is not unique to Turkey and about 17. 3 percentage nouns people were unemployed as per 2013 report. It is considered that turkey Is one of the world's 10 largest economy In 2023 but now the lack of potential and political issues creates regression to its wealth. Turkey is one of the most important countries in the Middle East which is equal to Egypt and at the same time it has a very powerful military and a fastest growing economy.Turkey's services has been serves as a bridge between the East and West. The U. S. And European powers need Turkeys support In order to Implement Middle Eastern politics and to malting the Syrian conflict. Generally turkey's connection with outside world was very important in every terms like trade, economic and military. This relation not only helpful to turkey but to other countries. Turkey has biggest trading partner in E ( The European union ) and Its trading accounts are more than 50 p ercentage of Turkish exports.For northern Iraq turkey is the largest investor, and these investments and development from them have helped to stabilize this part of Iraq. Turkey is also a major investor in Central Asia and its construction companies can be found at work in many parts of the world. Turkey Is also an Important link between Islam and the West and will likely formed for about many decades and if so to come. Turkey is both east and west and can communicate clearly and effectively in both directions, and also from North to South.Turkey has been a very cooperative country to the Americans to fight against the terrorist activities In our globalization. After the sass's, Turkey anta terrorist activities were bayed very helpful in global reformation to the world and this makes turkey as major targets for terrorists also. At the same time Turkey is also a power resource for the Americans from middle east. Power is a vital element for the progression of every country and for Am ericans this vital element Is turkey. In my perception It Is very important for Turkey to Join with ELI to protect the long- term interests of its nation and people.Mainly there are many reasons behind it and 1 OFF same time it was also a very member of North Atlantic Treaty Organization (NATO) which plays an increasingly vital regional role in the broader Middle East. This relation not only increase the progress of turkey but to reduce the burdens of US and international problems. This will help the Turkey to become more powerful in the globe by the process of designing and creating its future in a industrialization and modern way. In the past Turkey has important position among other countries.In the upcoming year we can see that turkey with become a developing nation after 2016 by the aid of allies and their relations. Turkey literally serves as the bridge between East and West. About 50 percentages of Turkeys trade is with the EX. (European Union). In 1920, the great reformer, M ustang Kamala Taurus emerged from he chaos of World War I to establish modern Republic of Turkey in order to transform several political transitions and development initiatives leading to its position as a growing economic power.Taurus understand that an integrated nation was essential to building new state. Turkey's push to Join the EX. has limited the power of the military. In his regime new progressive actions were implemented to improve turkey, like Religious schools were abolished and Suffix religious orders were closed. By 1934 women were granted the vote in national elections and were able to stand for election and be seated in parliament.

An Overview of the Edge City Theory

Theyre called suburban business districts, major diversified centers, suburban cores, minicities, suburban activity centers, cities of realms, galactic cities, urban subcenters, pepperoni-pizza cities, superburbia, technoburbs, nucleations, disurbs, service cities, perimeter cities, peripheral centers, urban villages, and suburban downtowns but the name thats now most commonly used for places that the foregoing terms describe is edge cities. The term edge cities was coined by Washington Post journalist and author Joel Garreau in his 1991 book Edge City: Life on the New Frontier. Garreau equates the growing edge cities at major suburban freeway interchanges around America as the latest transformation of how we live and work. These new suburban cities have sprung up like dandelions across the fruited plain, theyre home to glistening office towers, huge retail complexes, and are always located close to major highways. There were a hundred thousand shapes and substances of incompleteness, wildly mingled out of their places, upside down, burrowing in the earth, aspiring in the earth, moldering in the water, and unintelligible as in any dream. - Charles Dickens on London in 1848; Garreau calls this quote the best one-sentence description of Edge City extant. Characteristics of the Typical Edge City The archetypal edge city is Tysons Corner, Virginia, outside Washington, D.C. Its located near the junctions of Interstate 495 (the D.C. beltway), Interstate 66, and Virginia 267 (the route from D.C. to Dulles International Airport). Tysons Corner wasnt much more than a village a few decades ago but today its home to the largest retail area on the east coast south of New York City (that includes Tysons Corner Center, home to six anchor department stores and over 230 stores in all), over 3,400 hotel rooms, over 100,000 jobs, over 25 million square feet of office space. Yet Tysons Corner is a city without a local civic government; much of it lies in unincorporated Fairfax County. Garreau established five rules for a place to be considered an edge city: The area must have more than five million square feet of office space (about the space of a good-sized downtown)The place must include over 600,000 square feet of retail space (the size of a large regional shopping mall)The population must rise every morning and drop every afternoon (i.e., there are more jobs than homes)The place is known as a single end destination (the place has it all; entertainment, shopping, recreation, etc.)The area must not have been anything like a city 30 years ago (cow pastures would have been nice) Garreau identified 123 places in a chapter of his book called The List as being true edge cities and 83 up-and-coming or planned edge cities around the country. The List included two dozen edge cities or those in progress in greater Los Angeles alone, 23 in metro Washington, D.C., and 21 in greater New York City. Garreau speaks to the history of the edge city: Edge Cities represent the third wave of our lives pushing into new frontiers in this half century. First, we moved our homes out past the traditional idea of what constituted a city. This was the suburbanization of America, especially after World War II. Then we wearied of returning downtown for the necessities of life, so we moved our marketplaces out to where we lived. This was the malling of America, especially in the 1960s and 1970s. Today, we have moved our means of creating wealth, the essence of urbanism - our jobs - out to where most of us have lived and shopped for two generations. That has led to the rise of Edge City. (p. 4)

The Memoirs of Abbot Guibert of Nogent Essay - 1424 Words

The Memoirs of Abbot Guibert of Nogent When thinking about a medieval monastery the first thing that comes to mind is the origin of the word monastery which comes from the Greek monos, meaning alone. Monasticism in itself is a way of life that is devoted to God in seclusion. A large part of monasticism is isolation, not only from the neighbors but from family. When taking the vows to be a monk one not only completely devotes ones life to God but all friends, family and earthly possessions are left behind. Taking the vows of monasticism takes brutal dedication and severe strength. What pushed Guibert of Nogent into monasticism is that his mother withdrew from the world after his father’s death. During that time he was left alone and†¦show more content†¦When monasteries first started to appear during the third and fourth centuries it was far more somber and focused towards the hermit form of life. During the eleventh and twelfth centuries monasteries became more community focused and more socially drawn. Gu ibert chose monastic life because how communal it had been reformed during the Middle Ages. During his run as abbot Guibert became involved inn all aspects of his community surrounding his monastery. On his affairs, he says, â€Å"We see him involved in ecclesiastical affairs, attending courts of the bishop of Laon and larger councils, and at one time traveling to Langres to see the pope Living in monastery no longer meant that he would live life alone and without peers. As an abbot he was able to gain so superiority which Guibert sought. Additionally, he states that he had always wanted to be an abbot: â€Å"†¦A person well-fitted for worldly success with moderately good birth, both my own heart and some of my associates evilly suggested to me that it would be proper for me to advance in this world by promotion to some office.† He was giving the opportunity to become a member of the community because of the smaller amount of communal restrictions put on monks. This was unheard of during the begging of monasticism where there was strict isolation. A hermit would never even consider traveling or taking part in any community council. Guibert was very keen on being involved in the community surrounding his

Drunk Drivers Should Be Imprisoned in the 1st Offence

DRUNK DRIVERS SHOULD BE IMPIRSONED ON THE FIRST OFFENCE Drunk driving is the criminal offence of driving with a blood alcohol content (BAC) level higher than the local legal limit. The blood alcohol content (BAC) drink driving limit in Malaysia is 0.05%. Driving while either intoxicated or drunk is dangerous and drivers with high blood content or concentration (BAC) are at greatly increased risk of car accidents, highway injuries and vehicular deaths. There are a number of possible prevention measures examined here include suspending or revoking driver licenses, establishing DWI courts, impounding or confiscating vehicle plates, immobilizing vehicles, increasing penalties such as fines or jail for the drunk driving and mandating†¦show more content†¦Besides that, all the accident is avoidable. According to Perrotte, J. (2005), â€Å"Convicted murderer reaches out from prison,† he points out that drinking and drug problems require your immediate attention. It is of the utmost importance that you make immediate lifestyle ch anges, the kind that come from inner-convictions. If you think that it is all right to have a couple of drinks and drive home, think before you do. Besides that, if drunk drivers imprisoned on the first offence, it can educate others and if they are not made to pay for their mistake, they probably won’t learn their lesson. Parent always tell us you will learn something from your mistake. According to Braniac (2012), â€Å"How to learn from your past mistake,† she states that there will be times in our lives, when we will make some sort of mistakes. The only way that we can avoid making the same mistakes again, is to learn from them. All mistakes that are made have a lesson in them. It is up to us to find that lesson and apply it. Besides that, it also can educate others that they still have time to make change to prevent coming to this horrible place. According to Perrotte, J. (2005), â€Å"Convicted murderer reaches out from prison,† he point out that you can save the pain and suffering that comes from watching your family struggle, watching the people you love die while you sit in prison, and believing you r life is over. In addition, the offender can learn something from the prisonShow MoreRelatedIgbo Dictionary129408 Words   |  518 PagesRoger Blench Roger Blench Mallam Dendo 8, Guest Road Cambridge CB1 2AL United Kingdom Voice/ Fax. 0044-(0)1223-560687 Mobile worldwide (00-44)-(0)7967-696804 E-mail R.Blench@odi.org.uk http://www.rogerblench.info/RBOP.htm To whom all correspondence should be addressed. This printout: November 16, 2006 TABLE OF CONTENTS Abbreviations: ................................................................................................................................................. 2 Editor’s Preface

Universe Free Essays

For this week’s essay it was asked of me to write about the ways in which life observed In nature can yield understanding In our own lives. From my own observation of nature I have learned that everyone has a role to play In life. No matter how small of a creature: there is something vital that it does for our existence. We will write a custom essay sample on Universe or any similar topic only for you Order Now In the following paragraphs I will be explaining this a bit more into detail. To make my perspective a bit more clear I will be providing a few examples. For example ants, ants are such small creatures and without doing any research hind; what ecological importance does an ant have? Honestly I can’t think of any Important roles an ant may have for our ecosystem so I did a bit of research. Ants turn and aerate the solo allowing water and oxygen to reach plant roots; they are also a very important part of the food web. Some species of ants eat termites: others are the actual meal for other animals such as frogs, bears, etc. Zebra mussels are small triangle shaped shells and are usually a brown color with stripes. In fresh water ecosystems they can act as filters for plankton, by clearing the eater sunlight can reach deeper Into the water; this lets more aquatic animals to grow. Although they do provide benefits to our ecosystem they can also be very damaging; they can clog pipes, they eat phytoplankton which leaves less food for fish and zooplankton. They tend to grow on manmade structures which affect the governments and business owners financial troubles. In my opinion difficulty plays an important role in our life; if we don’t experience the bad things how will we know what the good things are? I think that the hardships e face not only help us realize the good things in life but also help us learn to appreciate them. In my experience the sports adage – No pain, no gain Is true. To me It means that nothing worthwhile Is ever going to be easy. Is the gain ever worth the pain? Yes, yes it is. For example, I am in a long distance relationship right now. My boyfriend currently resides in Colorado while I’m living in Arizona. It’s definitely hard to be so far apart and not see each other that often and we both make sacrifices on each ends and it’s a struggle sometimes but in the end it’s Roth It. As far as what type of gain it has to be In order to be worthwhile Ill have to say that that’s subjective to each person. In conclusion, from observing nature I have learned that even when it doesn’t seem like we have a role to play we do have one. God has a plan for us and we should trust that, also even the smallest things can make a huge impact in our lives. How to cite Universe, Papers

Gooles final words Essay Example For Students

Gooles final words Essay My final point on the words of the Inspector, is his final speech,  But just remember this. One Eva Smith has gone taught it in fire and blood and anguish. Good Night.  These are Gooles final words to complete his lesson on responsibility. Although he is currently talking to the characters in the play at this moment, his words emerge like a sermon in a church might and he seems to be in fact addressing the audience as well to convey his message to them. He uses words like fire and blood and anguish, which makes him seem powerful and due to this unique choice of words, it becomes a very memorable speech. It also makes you realise the dramatic irony of this play, as we all know that World War 1 is just about to commence but the characters in the play are completely oblivious to it and Mr. Birling is positive that the war will not take place. In my opinion these final words from him are an example of how he talks to the audience without addressing them directly and it is this that convinces me that the role of Inspector Goole is purely a device used to convey to the audience the importance of community and moral responsibility. To conclude this, I think that the Inspectors dramatic function in An Inspector Calls is open to interpretation. For example in the 1954 black and white adaptation, the director has interpreted the Inspector as a being a ghost to frighten the family. This is shown by the sudden appearance of the inspector in the doorway coupled with very eerie music and his disappearance at the end of the play, whereas in the original script the technique used to make his arrival prominent is his name Goole. In my opinion, I think that the Inspector is Priestley himself simply using the inspector as a device to convey the message of responsibility to the audience. I also think this has been successfully achieved and is a very gripping and thought-provoking play. An inspector calls was written in 1945 by J.B Priestley. The play is set in 1912 and centres on Arthur Birling, a prosperous manufacturer and his family, who are celebrating the engagement of their daughter, when they are suddenly and dramatically interrupted by the arrival of the police inspector. The inspector, investigating the suicide of a young working-class woman, uncovers each of the familys shameful secrets that link them with the young girl and her death. Priestley was a strong believer in socialism, opposing capitalism which exploits and degrades the working classes to benefit the rich. Priestley believed that whether we acknowledged it or not, we are all part of one big community and have the responsibility to look after everyone else, no matter who they are or what their status is. In An inspector calls Priestley tries to highlight these beliefs and educate the audience on how they should treat one another. This message was particularly effective to the audiences of 1946 as, weary from the Second World War they were looking for change. The Inspectors quote of Fire, blood and anguish refers to the 1st and 2nd World Wars, would have had great emotional impact on the audience and caused them to think more deeply into the play and Priestleys message. During the Second World War social classes were forced to mix, children were evacuated to where was safest and not according to class, all young men were forced to mix in the Trenches and on the Front Line, the women left at home were forced to all work in the factories together, all of this causing friendships and relationships between different social classes to be formed. Clothes were rationed, so soon everybody looked the same and social class become harder to distinguish, everyone worked together for the good of the country and social barriers between the classes began to fall. .ubd6e59dba891c8396f9e78db3d5c6681 , .ubd6e59dba891c8396f9e78db3d5c6681 .postImageUrl , .ubd6e59dba891c8396f9e78db3d5c6681 .centered-text-area { min-height: 80px; position: relative; } .ubd6e59dba891c8396f9e78db3d5c6681 , .ubd6e59dba891c8396f9e78db3d5c6681:hover , .ubd6e59dba891c8396f9e78db3d5c6681:visited , .ubd6e59dba891c8396f9e78db3d5c6681:active { border:0!important; } .ubd6e59dba891c8396f9e78db3d5c6681 .clearfix:after { content: ""; display: table; clear: both; } .ubd6e59dba891c8396f9e78db3d5c6681 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ubd6e59dba891c8396f9e78db3d5c6681:active , .ubd6e59dba891c8396f9e78db3d5c6681:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ubd6e59dba891c8396f9e78db3d5c6681 .centered-text-area { width: 100%; position: relative ; } .ubd6e59dba891c8396f9e78db3d5c6681 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ubd6e59dba891c8396f9e78db3d5c6681 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ubd6e59dba891c8396f9e78db3d5c6681 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ubd6e59dba891c8396f9e78db3d5c6681:hover .ctaButton { background-color: #34495E!important; } .ubd6e59dba891c8396f9e78db3d5c6681 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ubd6e59dba891c8396f9e78db3d5c6681 .ubd6e59dba891c8396f9e78db3d5c6681-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ubd6e59dba891c8396f9e78db3d5c6681:after { content: ""; display: block; clear: both; } READ: In what way does "Romeo Juliet" reflect the time in Which It was written and what is its relevance to a modern audience? EssayWritten just after the war Priestley gives the audience the chance to go back to their old ways of social classes and boundaries and face another World War or to move forward with this new way of living, where everyone is equal and there are no class barriers.  The family have placed themselves in a kind of dolls house, shutting out the rest of the world, shutting out any opposing opinions or any of the terrible things that happen in the real world to other people. The inspectors visit will be the catalyst that will shatter all of these fake thou ghts and feelings, Mr Birling in particular is very guilty of the selfish capitalist opinions which contrast to Priestleys and later the Inspectors opinions. When the inspector calls on the Birling family, they, and Gerald Croft are in the midst of a family celebration, all are dressed in expensive evening wear and having just finished a their meal the men are smoking cigars and all are drinking toasts to themselves, feeling full of self importance, and rather pleased with life.  Mr Birling is described as a heavy-looking, rather portentous man in his middle fifties with fairly easy manners but rather provincial in his speech. He is very much concerned with his social positioning and twice mentions that he was Lord Mayor as a way of impressing Gerald (his future son in-law who is from a family of a higher social class than the Birlings) and even mentions the his possible future knighthood, to him which is far from certain. He is solely worried about his familys reputation. Birling then reveals to the audience his personal views, through one of the many speeches, he makes to his family and then later, to just Gerald and Eric, before the inspector arrives. Birling shows he does not believe he has a responsibility to society, only to his family a man has to mind his own business and look after himself and his own. He is short sighted and wrong, his predictions for the future are all incorrect: Were in for a time of steadily increasing prosperity The Wall Street Crash (1929) and the Great Depression within a generation.  There isnt a chance of war World war within two years, with a second to follow within the same lifetime.  In 1940youll be living in a world thatll have forgotten all these Capital versus Labour agitations The General Strike (1926) and the continued rise of the Trade Union Movement. The Titanic: unsinkable, absolutely unsinkable SS Titanic sinks on her maiden voyage.  This dramatic irony at his expense makes the character look even more stupid and thoughtless and encourages the audience to question how many of his other beliefs are correct.   It is these incorrect and morally wrong views that trigger the inspectors arrival.  A man has to make his own way- has to look after himself- and his family too, when he has one- and so long as he does that he wont come to much harm. But the way some of these cranks talk and write now, youd think everybody has to look after everybody else, as if we were all mixed up together like bees in a hive community and all that nonsense. But take my word for it, you youngsters and Ive learnt in the good hard school of experience- that a man has to mind his own business and look after himself and his own- and-  We hear the sharp ring of a front door bell. BIRLING stops to listen.  Mr Birling is interrupted half way through one of his capitalistic, narrow-minded speeches by the ringing of the front door bell, unknown to Mr Birling and the other members of the house, this signals the arrival of the Inspector. His arrival right as Mr Birling is half way through his capitalistic and selfish speech adds dramatic irony to the play, as the Inspectors role is to show that this is not the case and sets out to prove to the Birlings, Gerald and to the audience how wrong this view is. The Inspectors somber appearance and the news he brings are a contrast with the happy and elegant celebration in the Birling house.