Arroyo Fresco Study Essay Example | Topics and Well Written Essays - 1000 words

Arroyo Fresco Study - Essay Example This case study response assesses the Arroyo Fresco Community Health Clinic’s strategy under the Baldrige National Quality Program criteria and proposes new strategies to assist the organization in meeting their performance excellence goals. Arroyo Fresco (AF) is a nonprofit Community Health Center (CHC) serving Western Arizona from 11 clinics and 4 mobile service vans. AF serves three counties- Yuma, Mojave, and La Paz in a service area of over 23,000 square miles, but with a population of fewer than 400,000 people. Arroyo Fresco’s stated mission is to provide residents of Yuma, Lap Paz, and Mojave counties easy and timely access to high-quality and safe health care services; responsive to their diverse cultural and socioeconomic needs, regardless of their ability to pay (AF Case Study). In general, AF’s senior leaders have implemented a focus on results that created value through the development of the FOCUS (Financial Performance, Organizational Learning, Clinical Excellence, Utilization, and Satisfaction) framework, which allows the organization to address key strategic challenges and align its efforts on key areas to maximize the use of limited resources (nist.gov). AF demonstrated favorable performance levels in key results areas, including some clinical outcome measures that show favorable trends for the past four to five years (nist.gov) but there are several areas with opportunities for improvement. Under the Baldrige criteria, health care performance excellence is embodied in seven categories – leadership; strategic planning; customer focus; measurement, analysis, and knowledge management; workforce focus; process management; and results. values (VMV) is not clearly articulated in their strategy, particularly how this is conveyed to patients, other customers, and suppliers. There does not appear to be a well-defined approach for senior leaders to empower and motivate all staff and

Drug and Crime Prevention Essay Example for Free

Drug and Crime Prevention Essay The purpose of the Final Project is for you to demonstrate your understanding of crime prevention programs and the role crime prevention plays in the overall criminal justice system. You may select a crime prevention program that addresses law enforcement, the courts, or corrections; or it may be a comprehensive program that addresses all three. The program may address the adult justice system, juvenile justice systems, or both. For the purposes of this assignment assume, you are preparing a proposal to a city, county, or state governmental body to recommend the implementation of a crime prevention program within their jurisdiction. You need to demonstrate the value of the crime prevention program and its effectiveness in reducing crime thus reducing the overall costs to the jurisdiction or building value that improves the effectiveness of crime prevention to the community justifying the additional expenditures. Your proposal will include: 1. A summary of the jurisdiction (i.e., city, county, or state) and the portion of the criminal justice System your proposal is designed to address. 2. An analysis of the current trends from three comparable cities in population size, utilizing the SARA Model and the Crime Analysis Triangle. (Note: Crime Analysis for Problem Solvers in 60 Small Steps , Steps 7 and 8). You will compare the data from three comparable jurisdictions and compare it to national data. 3. A determination of the appropriate crime prevention strategy for the jurisdiction based on this analysis. 4. A review of academic literature and studies on the various crime prevention programs to address the needs of the community. How does the crime prevention program address social justice issues To download this material Click this link https://bitly.com/1wyPezy There is no one to clean up after you and cook healthy meals at college. Some indulgences are okay, but still maintain a nutritious diet, get proper sleep, and take care of yourself and your possessions. Take care of yourself well, study appropriately, attend all your classes and follow a regular schedule. You can get ill from being too stressed or not eating healthy enough.

A Not So-Perfect Pancake Essay -- Personal Narrative Family Essays

Not So-Perfect Pancake The form of the pancake my mother made for me every morning was always unpredictable. Sometimes, they would come out perfectly, smooth and round with sprinkles of love blended in. Other times, they would be mushy, uneven shapes that seemed to pile onto the plate. It was just like life, sometimes things would go as planned without any wrinkles, smooth, and other times I would need a steamy iron to get rid of the bunching wrinkles. Overall though, the pancakes symbolized my mother's loyalty to me and served as a bonding tool. Waking up at 6:00 was never something I enjoyed. In fact, it was more of a wrestling match between my alarm clock and me. Staggering out of bed, I would somehow manage to drag myself into the shower and progress to drying my hair and finding clothes, on a good day they would even match. Then, I would routinely plop down onto the red and white-checkered cushion that covered my favorite stool, and eat the breakfast my mother made for me. It was always the same, a single chocolate chip pancake with whip cream on top. Why I chose a chocolate chip pancake and not something else like poached eggs with biscuits, I'm not sure. Perhaps it was because I loved how the chocolate chips would melt into the rest of the pancake adding a semi sweet taste to a normally bland breakfast, or it could be blamed on my pickiness as an eater. Once I found something I liked, I rarely strayed from it. More practically though, it was because my mother could prepare the batter the night before making it quicker and easier to cook in the morning. During the times I was on schedule, a rarity for me in the morning, I would slowly savor each bite and talk to my half asleep mother about little things: the fight... ...help of my family and the return of my sister it was able to transform into a perfect delectable and delicious pancake. And why did my mother wake up to make me one every morning? I heard her talking on the phone to my brother. Living in Alaska, there is a five-hour time change, and he called one morning expecting to leave a message on the answering machine. Instead he got my mothers dreary voice. I could assume what he was saying on the other line, "Mom, why are you up so early?" She replied with "making Helena breakfast". He obviously questioned the importance of that because the next words out of her mouth were "if I have to sacrifice an hour and a half of sleep to make sure she eats and starts the day off right then I will". It had been five years since I overcame my eating disorder and still my mother proved to me that she never breaks her promises.

Catapult :: essays research papers

The Ratapult Objective: My objective in this project was to produce a rat-trap powered catapult. It has a base of 30 cm by 30 cm, and has a theme of cows trying to escape the farm. The reason they want to escape is because they are being killed and turned into steaks, against there will. That is why I developed this ratapult, to save the cows. The cows also wanted me to ask you to eat more chicken. Hypothesis and Drawing: I hypothesize that if I build the ratapult to a 25-degree angle, and release the hacky sack at a height of .55m then there will be enough velocity to project the hacky sack exactly four meters. The ratapult will release the hacky sack with an initial velocity of 5.8 m/s, and as a result the hacky sack will travel 4.0 meters in .75 seconds. Procedure: The first step I took was to paint all of the wood white. After that I put wallpaper on the board that I am going to nail the rat trap to. I then attached the measuring cup to the rat trap by drilling a hole in the middle of the measuring cup and then using string to attach the cup at both the drilled hole, and the hole at the bottom. Then I nailed the rat trap into the board with wallpaper. That board was then nailed into the base. Then I attached the â€Å"steps† to the milk crate. The steps will hold the base of the ratapult at a 25-degree angle. I attached the â€Å"steps† by drilling holes in the bottom of them and then tying them to the milk crate. Then I nailed the board with wallpaper into the back end of the base. The base was then nailed into the â€Å"steps†, and glued grass decorations and cardboard cows to the base. The ratapult was completed. Data & Observations: I found the initial velocity, or Vi, by finding the horizontal velocity, or Vx, and then using the equation Vx = Vi * cos(angle). The angle was 25 degrees, so I input that into the equation also. That made the equation look like 5.3 m/s = Vi * cos(25) I divided both sides by sin(25), then that gave me an initial velocity of 5.8 m/s. Then I decided to find the Vertical height of the hacky sack, so I used the equation Vy = Vi * sin(angle). Vy stands for initial vertical velocity.

Micromax †The Indian consumer electronics MNC

Micromax is a rather big name today – in fact, it is the largest Indian mobile phone company. It is interesting to note that it took birth as a software company called Micromax Informatics Limited in the year 2000 by a group of four friends. – Rajesh Agarwal, Sumeet Arora, Rahul Sharma and Vikas Jain. In 2008, Micromax entered the mobile phone market and just about managed to get a foot hold, with a 0. 59% market share during the first half year of its existence. By the end of March 2010, its share was 6. 24%. Now it has 23 domestic offices across the country and international offices in Hong Kong, USA and Dubai. Presently, the company has about 1400 employees. It is one of the leading mobile phone manufacturer in India as well as in the world . According to industry analysts, as of 2012, Micromax leads the Indian tablet market with a share of 18. 4%, ahead of Samsung and Apple, and is the third largest mobile phone vendor in terms of volume. Also it is the 12th largest handset manufacturer in the world, according to global handset vendor market share report from strategy analytics. SWOT Analysis Strengths: Innovative products and features- Marathon battery mobile phones with a 30-day battery life, phone which is programmable as a universal remote control, gravity phones are some of the features which have increased the popularity of the product. Low cost of production – With its plants located in China, Micromax bears a low cost in production due to availability of labour at cheaper rates. Effective promotion campaigns- Micromax has been promoting its products through famous celebrities and has also had tie ups with MTV. Weaknesses: Weak brand image in urban areas- Micromax has still not been able to establish itself well in the urban market as its main concentration had been on the rural population. Perception of low-quality Chinese brand- Micromax has a manufacturing unit set up in china which has strengthened this perception among people. Opportunities: Increase penetration in urban market- Since Micromax has not yet entered this market; it has a very huge opportunity to establish itself in this market. Entry into international markets- Micromax has the potential to make its presence felt on global scale eventually as it establishes itself in the domestic market. Threats: Increasing competition from local and international players- With well-established players like Nokia, Samsung, etc. Micromax faces a tough competition from these players. Replication of business model by competitors- Micromax`s business model has been replicated by many new players which again pose a threat to Micromax. IPO offerings On July 28, 2011, Micromax withdrew its 4. 66 billion rupees (about $106 million) initial public offering (IPO) due to volatile market conditions. The withdrawal was recommended by its board in order to allow the company to focus on new product launches and product development. Micromax Informatics Limited has announced its foray into Maldivian telecom space through an exclusive partnership with Sense Wood Maldives (Pvt) Ltd. Objectives Objectives Present objectives: 1. Focus on urban market at large: On capturing major share of urban youth market, for next two years Micromax needs to focus on urban market at large like seiner citizens, physically handicapped etc. 2. Focus on smart phones as well as tablets: Micromax needs to continue focus on smart phones and launch more products and also it needs to focus on tablet market. For 2014: 1. To start new plant and reach market share of 20%: To increase market share, it is essential to increase production capacity. Micromax has plans to start a new plant in Tamil Nadu. With the help of this new plant, it will be able to reach a market share of 20%. 2. Focus on international markets: On making strong focus on rural market and urban market in India, Micromax needs to expand to international markets and enter into neighbouring Indian countries, south African countries etc. So we see that Micromax has established its place as a market leader in phones and tablets, not only in India but internationally as well.

Hebrew Culture In Todays Society Religion Essay Example

Hebrew Culture In Todays Society Religion Essay Example Hebrew Culture In Todays Society Religion Essay Hebrew Culture In Todays Society Religion Essay Hebraism is non merely a civilization, it is besides a faith. Hebrews, as they are now called, were antecedently known as Hebrewss, Hebrews, God s chosen people, every bit good as assorted other names. Abraham is considered the male parent of the Judaic people. God called Abraham out the Ur of the Chaldees to the Fertile Crescent to do a Mighty Nation, which became the state of Israel, or the Jews. Judaism was developed around the clip of the beginning of the Babylonian Exile, which was 586 B.C.E. , when the first temple was destroyed. The Old Testament is a history of the Hebrew people. God established, or put up, a compact with the Judaic people at Mount Sinai and revealed His Torahs to them, via Moses, in the signifier of the Torah, or the Pentateuch, which is made up of the first five books of the Old Testament. Torah means Divine Instruction. It was put together after their civilization had collapsed. God appointed Moses to present the people out of Egypt, every bit good as to enter the history, which is contained in the Torah. Moses went up Mount Sinai and received the Ten Commandments from Yahweh, another word for God, which was written on two rock tablets. He presented these commandments, or Torahs, to the people of Israel, which was so developed into the Torah. The first five books of the Old Testament were all written by Moses as God gave him the words. The same can be said of Jonah, that he wrote the book that bears his name through the inspiration of God. Genesis is the history of the universe and the early people. Exodus is the history of the relationship between God and the state of Israel. Leviticus contains most of the Mosaic Law. Numbers is the nose count of the people of Israel, which David did without permission from God, and Deuteronomy is the 2nd giving or a restating of the Law. The most of import subject in the Judaic faith is their monotheistic belief, intending that they believe in and idolize one God. This Monotheistic belief is different from others, such as the people in the narrative Oedipus the King, who believed in many Gods. This belief system is called Polytheism. Monotheism is really prevailing in our civilization today. Most spiritual people in today s society believe in God and worship Him entirely. However, Judaism stresses the public presentation of good workss instead than the attachment to a certain set of beliefs. It is non uncommon in today s society, whether people are saved or non, for people to believe that they will travel to Heaven because they are good people or make good things. I have talked to many people who say that they hope they will travel to Heaven because they have tried to populate a good life. Prayer life is really structured in the Hebrew civilization. Jews must pray every forenoon, afternoon, and dark. However, they are non limited to merely these times. This procedure of praying at regular intervals has become portion of our tradition as America is considered to be based on Judeo-christian rules. In the Judaic faith, there are many illustrations of ritual, moral, and societal concern ; one of them being the importance of sexual pureness. It is non uncommon for people in our society to abstain from sexual activity until they are married. True, there has been a rise in the figure of adolescent gestations over the past several decennaries, but sexual pureness is a really of import issue to many people in our civilization. Judaic people besides have a figure of nutrient ordinances and tabus, such as clean versus dirty animate beings, phytophagy, which is the feeding of workss, and proper readying and storage of nutrient. Hebrews are non allowed to eat the meat from a hog, coney, or camel, because these animate beings merely chew the rechewed food and have a bisulcate hoof. Both Leviticus and Deuteronomy both province that these animate beings are dirty. However, these people may eat the meat from cattles, caprine animals, and sheep. There are many different types of vegetarians i n our society today __ whether they are Judaic or non. I believe many of these vegetarian beliefs derived from Judaic beliefs. In the Judaic civilization, there are certain Rites of Passage throughout one s life that are considered really of import. At birth, a male babe would hold a Circumcision ceremonial, know as a Berith or Brit Malah, on his 8th twenty-four hours of life. This ritual, or rite of transition, still is taken really earnestly in this twenty-four hours and age. I think it is safe to state that most male babies born in our civilization today are circumcised, whether they are Judaic or non. In American civilization, the Circumcision is non needfully a rite of transition as it is in the Judaic civilization. At pubescence, males and females both have a Bar or Bat Mitzvah severally. This ceremonial is held when the kid turns thirteen-years-old. It symbolizes their spiritual duties ; now that they are work forces and adult females, and the fact they are responsible for their ain good workss, while up until this point, the parents were responsible. Bar and Bat Mitzvahs are still celebrated in our s ociety, go oning the Judeo-christian beliefs within our civilization. Marriage is besides another of import rite of transition. I learned in a old category that Judaic people have the lowest divorce rate of another other group. The Sabbath is the most of import vacation ( Holy Day ) in Judaism. The Sabbath is by and large a twenty-four hours of remainder and clip of worship. This tradition still occurs throughout our civilization today. Sunday is by and large the twenty-four hours of worship and remainder. Many concerns are closed on Sundays. However, in some faiths, such as Catholicism and Seventh Day Adventists, Saturday is the twenty-four hours of Worship, so Sunday can be reserved for a twenty-four hours of actual remainder. Passover is another of import event in the Judaic civilization. It is an eight twenty-four hours festival after the first full Moon of the twelvemonth. It symbolizes an of import event in Hebrew history before Moses lead the Israelites out of Egypt where the decease angel killed the first Born of every household whose door station was non __ anointed with the blood of a lamb. Hanukkah is a non-biblical vacation and symbolizes the rededication of the 2nd temple after the devastation by the Greeks. Israelitess have a rich heritage that remains a big portion of non merely Judaic civilization, but American civilization as good.

Colonial Expansion of Western Civilization essays

Colonial Expansion of Western Civilization essays From the late nineteenth to the early twentieth century, Western nations including; Germany, Great Britian, France, and Italy, enrolled in a remarkably fierce period of imperial expansion. From the sixteenth to the eighteen centuries, there has been a on going fight for control over the new world. There are a several factors that contributed to the crave colonial expansion. One very imporant factor was the need to spread economic influence. Also, other countries believe that this was their nations last chance to gain any control and enlarge and of their empires. It was almost like a national competition among countries to see who could aquire the most territories because if they didnt then someone else would. Lastly, was the need to sway public opinion. Before the late eighteenth century, the opinion of the public was rarely considered, but when it came to colonial expansion, everyone is affected...positively or negatively. According to Friedrich Fabris Bedarf Deutschland der Kolonien in 1879, the German nation is more than capable of expanding its colonies and pave the way of a new course. He believes that Germany is financially and economically inclined, intensely appropriate for being a cultivated country, and could provide plentiful number of workers to do so. He feels it will be beneficial to the economic situation and to the entire national development for that matter. Fabri also states that Germany has such a political and historical power and he feels that new nations are made bitter amongst eachother and he appeals to the public by letting the German people think that by colonizing, this will bring the nations and the people together as one and this could create a liberating effect The letter form John G. Paton to James Service Urging British Possession of the New Hebrides in 1883, also states his opinion to why the British should expand to ...

Free Essays on Coastlines

â€Å"Coastlines constantly change due to the processes of erosion and deposition† Australia’s coastline measures over 36000 kilometres. About 85 per cent of the population live in coastal towns or cities. More than 25 per cent live within 3 kilometres of the coast. The coast is important as a natural and human resource. Many people use coasts for recreation as well as industries, fishing locations and ports, but not many people realise that coasts are constantly changing. These changes are due to the processes of erosion and depositon. Erosion is the wearing away of the earths surface by agents such as wind and water. Waves are constantly striking against a coastline and when the weather is windy, the waves are larger and more powerful. As the wave hits the coastline, the energy in them is used to erode rocks and move sand, pebbles and other material. Bays and headlands are formed by erosion; they result from rocks eroding in different ways. Soft rocks are worn away more readily and form bays. The harder rocks take longer to erode and form headlands. An example of a coastal feature caused by erosion is a cave. A cave will be formed where weak rocks are eroded on each side of a headland. Over time the caves will erode enough to join, forming an arch. Further erosion of the rock supporting the arch will cause it to collapse, leaving a stack. Sometimes where we have only one cave, forming in the face of a cliff. The water can sometimes find a weakness in the cliff face and find a way to the surface, forming a blowhol e. Deposition also plays a major part in the constant change of our coastlines. Waves carry sand and other material on and off the shore. When a wave breaks, the water from it runs up the beach. This is called swash. The movement of water back down the beach to the sea is called the backwash. When storms occur and waves are large, more material is carried in the backwash to deep water. These are called destructive wave... Free Essays on Coastlines Free Essays on Coastlines â€Å"Coastlines constantly change due to the processes of erosion and deposition† Australia’s coastline measures over 36000 kilometres. About 85 per cent of the population live in coastal towns or cities. More than 25 per cent live within 3 kilometres of the coast. The coast is important as a natural and human resource. Many people use coasts for recreation as well as industries, fishing locations and ports, but not many people realise that coasts are constantly changing. These changes are due to the processes of erosion and depositon. Erosion is the wearing away of the earths surface by agents such as wind and water. Waves are constantly striking against a coastline and when the weather is windy, the waves are larger and more powerful. As the wave hits the coastline, the energy in them is used to erode rocks and move sand, pebbles and other material. Bays and headlands are formed by erosion; they result from rocks eroding in different ways. Soft rocks are worn away more readily and form bays. The harder rocks take longer to erode and form headlands. An example of a coastal feature caused by erosion is a cave. A cave will be formed where weak rocks are eroded on each side of a headland. Over time the caves will erode enough to join, forming an arch. Further erosion of the rock supporting the arch will cause it to collapse, leaving a stack. Sometimes where we have only one cave, forming in the face of a cliff. The water can sometimes find a weakness in the cliff face and find a way to the surface, forming a blowhol e. Deposition also plays a major part in the constant change of our coastlines. Waves carry sand and other material on and off the shore. When a wave breaks, the water from it runs up the beach. This is called swash. The movement of water back down the beach to the sea is called the backwash. When storms occur and waves are large, more material is carried in the backwash to deep water. These are called destructive wave...

Cover Letters for a Scholarship Personal Statement

Cover Letters for a Scholarship - Personal Statement Example Besides my academic qualifications, I have demonstrated competencies in extra curriculum activities including leadership abilities, sports participation, and entrepreneurship. I, for example, currently serve as the UBC’s Ski and Board club elected executive officer. The club, under my leadership, has organized major events and introduced new ones. I am also an established athlete who has participated in international competitions and won national awards in athletics, including being ranked among the nation’s top three skiers. In addition, I have been actively involved in community development leadership as a volunteer coach and a photography donor. My entrepreneurial ventures include establishing and running a personal photographer shop, S6 Photo, and Hayden Wake enterprise that offers instructional services in business operations and sports facilities. I am therefore the most suitable candidate for the scholarship as I have the qualities that the scholarship seeks to d evelop. I look forward to your kind consideration that stands to explore my potentials. I shall be ready to discuss more myself when called upon. Yours sincerely, Essex Prescott. Ec: Resume Essex Prescott Canada: 778.987.7707†¢U.S.: 208.661.8465†¢essexprescott@gmail.com 2686 W. 14th Avenue†¢ Vancouver, B.C. V6K 2W6 September 15, 2012, The director Peter Armstrong Scholarship Ontario Canada Dear Sir/Madam, I hereby offer my application for the scholarship position that you have offered. The scholarship has drawn my interest because it offers an opportunity for the development of my established entrepreneurial competence for larger forms of business organizations. I am currently a Bachelor of Commerce student at the University of British Columbia, Sauder School of Business, with demonstrated entrepreneurial competence in sole proprietorship ventures and an outlined plan for a larger family based business. My entrepreneurial ventures include establishing and running a pe rsonal photographer shop, S6 Photo, and Hayden Wake enterprise that offers instructional services in business operations and sports facilities. While at the University of British Columbia, I have developed a high-level leadership capacity that culminated to my election as the executive officer of UBC’s Ski and Board Club, a university social club with 1500 members. My leadership abilities have helped the club in organizing numerous major sports events and introducing new sports activities. This, together with other leadership roles, has won me awards such as the President’s Entrance Award, Outstanding Leadership Award for Volunteer services and the nomination for International Student Leadership Award. I have also demonstrated initiative and innovative capacities through my established businesses that have always been profitable and competitive. I am therefore the most suitable candidate for this scholarship position because of my demonstrated competencies, the kind th at the scholarship seeks to develop. I look forward to your kind consideration that will further enhance my potentials to become a productive member of society. I shall be ready to discuss more myself when called upon.  

Marketing and product life cycle Assignment Example | Topics and Well Written Essays - 500 words

Marketing and product life cycle - Assignment Example Product Life Cycle (PLC) is a continuous process. It does not end like the human lifecycles. Brands and products do not die. They can be kept in the market for eternity if proper marketing techniques are used. There is a new field innovative marketing that is being used to revive the declining products and brands. These techniques improve the product’s position in the market and help the decline stage of a flagging brand. The paper did not discuss the extension stage and these strategies which are often used by marketing managers to cure the negative demand of the product. The paper also fails to identify the various marketing strategies that can be used in each stage of the product life cycle. The paper also talks about the advertising in the introduction phase to generate the trial purchases. However, advertising and promotion are integral parts of any product’s success and they are needed in every stage of the product lifecycle. However, the nature and kind of advertising and promotions change in each stage of the product life cycle. For example, in the introduction stage, informative advertising is done. In the growth stage, persuasive advertising is done. In maturity when there is a lot of competition in the product market, competitive advertising is done to hedge and leverage the position of the product against the competing products. Similarly, there are different kinds of promotional techniques that are used in the different stages of product life cycle. In introduction stage, there is product testing and free samples are given. In grow th stage, brand endorsements are used. In maturity stage, usually special discounts and other offers such as â€Å"buy 2 get 1 free† are used. A company that does not use different advertising and promotion campaigns in different lifecycle stages usually suffers and loses business. Good marketers develop correct strategies in each stage of product life cycle. However, the paper failed to realize

The Case of Enron and Arthur Andersen Essay Example | Topics and Well Written Essays - 1500 words

The Case of Enron and Arthur Andersen - Essay Example The greed that was evident did not benefit any one party at all. When the company shares lost ground in trading, the Securities and Exchange Commission (SEC), the Texas State Board of Public Accountancy and the US congress were on hand to instigate reforms that had the aim of ensuring that occurrences like those at Enron could not occur again. Arthur Andersen, the auditor at Enron, could be said to have received what it deserved in terms of being forced out of the market place due to bankruptcy. Additionally, the audit firm became a template of negative audit firms. The US federal government crafted regulatory legislation that is being taken up by other countries to prevent such occurrences in the future. For example, Mexico adopted those regulations in 2006 popularly referred to as the Sarbanes-Oxley Act. Discussion Enron as a corporate entity was not guilty of any major crimes that were blatantly obvious. On the most part, the company was indicted for misleading the outside forces charged with consulting for it and also misrepresented its financial situation1. These misrepresentations and falsehoods cannot entirely be considered as crimes. On the contrary, fraud can be considered as a crime but the very act of proving a criminal intent to defraud is very difficult. On the other hand, Arthur Andersen was convicted of a repeated single crime which entailed the obstruction of justice. This was largely due to the destruction of Enron documents that the audit firm continuously did. The shredding of those documents, which the accounting firm was well aware could be used in an SEC investigation, was in itself a crime. The case of Enron led to a number of individuals that were charged with different tasks to be charged with serious crimes with some of them pleading guilty to some. Mostly, many pleaded guilty with conspiracy to mislead that they did by presenting unfair reports on the company finances. Both Enron and Andersen had total disregard for any ethical conduc t that was expected of them. There is no need for detailed presentation of the breaches in ethics as they were pretty blatant. This discussion is not focused on ethics despite the fact that legal ethics, financial analysis ethics and banking ethics were totally disregarded. Since the breach of ethics is not a crime, it is not pertinent to dwell on it. Enron is clearly in violation of the guidelines that are laid out in the Generally Accepted Accounting Principles (GAAP)2. There are three instances of the breach of GAAP that are notable in the conduct of Enron. The first is that the Special Purpose Entities? (SPEs) accounts were incorrect. The equity method of accounting was selectively utilized in the SPE accounting as well as the failure of consolidation and failure of the elimination of the impacts associated with the transactions carried among the entities. The second is that there was partial disclosure of accounts and the last is that the financial reporting was not fair. In do ing the above, Enron and Andersen can be thought of having viewed GAAP as being merely rules and not regulations. They also leaned towards the interpretation of GAAP in a more aggressive manner than normally envisaged. Additionally, they disregarded the fairness principle that is central to GAAP and in doing this, they ignored the fact that fairness is emphasized more that rules as well as accounting that focuses on the economic

Hinduism Research Paper Example | Topics and Well Written Essays - 750 words

Hinduism - Research Paper Example Majority of these writers define Hinduism as the family of religions. Hindus belief that after a person is born, he or she should strive to obtain impersonal supreme in order to lead a righteous life. It is very difficult to define Hindu religion but the most accepted conception is that Hinduism is rooted in India where the holy books called the Veda were found. The belief system (dharma) of the Hindus is derived from the Vedas. Most Hindus believe in the existence of a supreme being whose character and forms are represented by many deities, which originate from him. In addition, they also believe that living consists of cycle of birth, death, and rebirth and finally administered by what they call the Karma. It is written in the Vedas that the soul goes through a cycle of subsequent lives and its coming incarnation is dependent on how a person lived his or her life while on earth (Knott 41-4). Hinduism belief in eternal life or atman, which they think dictate our existence as human beings. Majority of Hindus have developed different explanations of the self where they view it as eternal servant of God. The belief in the eternal self among the Hindus endorses the concept of reincarnation in the sense that the same self can inherit interim bodies. The concept of eternal self implies that self is a soul or a spiritual entity rather than a physical or material being. This makes Hindus emphasize on the significance of complete detachment from material things and encourages practices such as asceticism (Knott 70). Dharma in Hindu religion is very important since it dictates morality, virtue, and duty. Majority of Hindus have a conviction that dharma was revealed to them in the Vedas or the holy text. Through dharma, the society is held together in peace and harmony since it makes the sun to rise, the vegetations to grow, and makes us ethical or moral individuals. Acting morally does not imply precisely the same for everybody because different

Jesus as a Figure in History Case Study Example | Topics and Well Written Essays - 1500 words

Jesus as a Figure in History - Case Study Example These young girls start comparing themselves with the women shown on the television who are nothing but a piece of crap as they are full of make up and designer label clothes on their skinny figures. One needs to remember that many of these models shown on television and more so on the fashion channels have eating disorders and some pictures as well as images of women shown on television and in movies have been falsely created from a number of different bodies, thanks to computer graphics and software that now make it possible. The extreme images of torture, sex and liberalism shown on television project a very significant impression on the minds of the people and more so the ones who do not have related exposure to such cultural tangents. (Author Unknown, 2004) These people start taking such images and movies as a part of their lives even though such television programming is far from the truth. Thus people's behavior comes across as being directly in line with what is being shown on television and their perspectives start to alter as a result of the same. Last cause of television and movies' excessive viewing is in the form of a number of diseases and mostly related with the eyes of the people. This means that the people watching can fall prey to a number of ailments which can have negative repercussions in the long term. These maladies could result in the Attention Deficit Disorder or ADHD as well as other diseases from time to time. The lives of the people are thus affected immensely by viewing television for stretch and it is best advisable to limit viewing under such measures. Television has diversified its transmissions into different fields like information, education, entertainment, live news, documentaries, reports, sports coverage, presentations, game shows, etc. What this in essence means is that the television is a significant tool at portraying the different aspects which usually happen within a society's life time. People can easily expect television to cover each and every detail related with them and thus show them what is happening throughout the world, 24 hours a day, 7 days a week and 365 days a year. Bibliography AUTHOR UNKNOWN. (2004). Teens who watch sex on TV are twice as likely to have sex themselves. Journal of the American Academy of Pediatrics Word Count:

Hinduism Research Paper Example | Topics and Well Written Essays - 750 words

Hinduism - Research Paper Example Majority of these writers define Hinduism as the family of religions. Hindus belief that after a person is born, he or she should strive to obtain impersonal supreme in order to lead a righteous life. It is very difficult to define Hindu religion but the most accepted conception is that Hinduism is rooted in India where the holy books called the Veda were found. The belief system (dharma) of the Hindus is derived from the Vedas. Most Hindus believe in the existence of a supreme being whose character and forms are represented by many deities, which originate from him. In addition, they also believe that living consists of cycle of birth, death, and rebirth and finally administered by what they call the Karma. It is written in the Vedas that the soul goes through a cycle of subsequent lives and its coming incarnation is dependent on how a person lived his or her life while on earth (Knott 41-4). Hinduism belief in eternal life or atman, which they think dictate our existence as human beings. Majority of Hindus have developed different explanations of the self where they view it as eternal servant of God. The belief in the eternal self among the Hindus endorses the concept of reincarnation in the sense that the same self can inherit interim bodies. The concept of eternal self implies that self is a soul or a spiritual entity rather than a physical or material being. This makes Hindus emphasize on the significance of complete detachment from material things and encourages practices such as asceticism (Knott 70). Dharma in Hindu religion is very important since it dictates morality, virtue, and duty. Majority of Hindus have a conviction that dharma was revealed to them in the Vedas or the holy text. Through dharma, the society is held together in peace and harmony since it makes the sun to rise, the vegetations to grow, and makes us ethical or moral individuals. Acting morally does not imply precisely the same for everybody because different

German and german class paper Term Example | Topics and Well Written Essays - 1250 words

German and german class - Term Paper Example German health care system is considered one of the finest not only in Europe but also around the world. Hospitals in Germany continue to lead the industry where patients from Eastern Europe, Gulf and Arab nations seek medical care from this country. Germany’s hospitals became the primary choice in health travel because of high level of medical care and technical advances (www.health-tourism.com, Medical Tourism to Germany). Hospitals in Germany by law need to undergo surveillance programs under government supervision. Certifications and accreditations such from DIN or Deutsches Institut fr Normung, TEMOS or Telemedicine for the Mobile Society, and KTQ-GmBH or Cooperation for Quality and Transparency in Health Care must be complied (www.health-tourism.com, Medical Tourism to Germany). Aside from acquiring accreditations and certificates from German Institute for Standardization, physicians undergo strict and thorough training before they can practice. Even when they were still medical students, they underwent basic preliminary scientific study and hands-on clinical study. It will take 5 to 7 years for them to finish their desired specialization which is followed by another examination before they can practice. However, even with this intensive study, Germany still has higher average number of physician than USA and Canada with an average of 368 physicians per 100,000 residents (www.health-tourism.com, Medical Tourism to Germany). Saudi Arabia is also noted for having excellent medical facilities. One of the largest hospitals in Middle East is King Fahd Medical City. This hospital is known to have fine obstetric gynaecological and paediatric departments. When it comes to eye hospitals, one of the best in the world is the King Khaled Eye Specialist Hospital (www.expatfocus.com, Saudi Arabia-Health Care and Medical Treatment). Saudi Arabia committed to improving medical health treatment for

Water Parks Essay Example for Free

Water Parks Essay Journal of Hospitality Marketing Management. 2011, Vol. 20 Issue 3/4, p407-424. 18p. 1 Diagram, 3 Charts. Document Type: Article Subject Terms: *TOURISM *TOURIST attractions *TRAVEL *AMUSEMENT parks *FAMILIES Author-Supplied Keywords: fun grounded theory push-pull theme park Tourism motivation travel ladder NAICS/Industry Codes: 713110 713110 Abstract: This study revealed the motivation constructs for visiting Legoland Windsor tourist attraction. Data was collected from visiting families using semistructured interviews and nonparticipant observations. Grounded theory was employed and the construct of fun that emerged as the main motivator for families to visit was deconstructed into its push-pull parts using traditional and revised push-pull frameworks, and contrasted to the travel career ladder model. The study offered an insight into the notion of fun as a motivator for families to visit a theme park. More importantly, by deconstructing the notion of fun associated with family theme park, a touristic setting, this study offered a significant contribution to knowledge; it provided a theorization of the concept, touristic fun, previously undertheorized. It also contributed to the literature on motivation, particularly, to visiting family theme parks. The study has also several implications for the development, management, and marketing of attractions of this type. [ABSTRACT FROM AUTHOR]. Copyright of Journal of Hospitality Marketing Management is the property of Taylor Francis Ltd and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holders express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. Copyright applies to all Abstracts. Author Affiliations: 1Faculty of Design, Media and Management, Bucks New University, High Wycombe Campus, Buckinghamshire, England ISSN: 19368623 DOI: 10. 1080/19368623. 2011. 562431 Accession Number: 60294239 Database: Academic Search Premier Source: Arabia 2000, 01/30/2013 Document Type: Article Abstract: Doha, January 30 (QNA) Reach Out To Asia (ROTA) is encouraging all families in Qatar to ‘Reach Out By Having Fun at the 6th Wheels ‘n Heels Family Fun Day, taking place on Friday 8th February at the Museum of Islamic Art Park on the Doha Corniche. Accession Number: 6FI3145240364 Database: Newspaper Source Translate Full Text: HTML Full Text Reach Out by Having Fun at 6th Wheels ‘n Heels Family Fun Day Doha, January 30 (QNA) Reach Out To Asia (ROTA) is encouraging all families in Qatar to ‘Reach Out By Having Fun at the 6th Wheels ‘n Heels Family Fun Day, taking place on Friday 8th February at the Museum of Islamic Art Park on the Doha Corniche. Launching Qatars premier community event of the year during a press conference at the Qatar Foundation Recreation Center, Board Member H. E Dr. Sheikha Aisha bint Falah Al Thani was joined by representatives from Wheels ‘n Heels 2013 Flagship Sponsor Maersk Oil Qatar and Leadership Sponsor Commercial Bank Qatar to launch the annual event which encourages Qatar to live a healthy lifestyle. Launching Wheels ‘n Heels 2013 HE Sheikha Aisha bint Falah Al Thani said: â€Å"It is with great excitement that we announce the 6th Wheels n Heels Family Fun Day. For this years event at the Museum of Islamic Art Park, a long list of celebrities, entertainers and sports stars are joining and helping ROTA promote the health benefits of regular exercise, healthy diet and enjoying life. † On the day that families across Qatar comes out to enjoy and play, Wheels ‘n Heels 2013 partners with the final stage of the Tour of Qatar to give families the opportunity to cycle the same circuit used by the professional cyclists, as well as take part in fitness activities and watch celebrities perform on The Stage. All family members are invited to climb aboard a bike, jump on a skateboard or lace up a pair of trainers to complete The Circuit as adults, children and celebrities jog, walk, cycle or wheelchair three kilometres along the Doha Corniche to help ROTA raise fund to provide quality education to 48 million children in need across Asia. In partnership with Flagship Sponsor Maersk Oil Qatar, Wheels ‘n Heels 2013 is making a special effort to promote Action on Diabetes, an initiative supported by Maersk Oil Qatar which is designed to deliver the Emir H. H Sheikh Hamad Bin Khalifa Al-Thanis vision of a healthier and prosperous Qatar by 2030. Speaking at the press conference, Maersk Oil Qatars, Mr. Faisal Al Medehkah Head of Social Investment said: â€Å"Maersk Oil Qatar is very proud to support Wheels ‘n Heels as a flagship sponsor. With our partners from ‘Action on Diabetes, we will also be setting up our diabetes awareness village to compliment the event activities. Healthy lifestyles are a very important factor in preventing Type 2 diabetes, and we are pleased to join with ROTA at this important event†. The Action on Diabetes village has already proved very successful – attracting more than 15,000 thousand visitors during a 4-day Katara event in November 2012. Specialists from Supreme Health Council, Qatar Diabetes Association, Hamad Medical Corporation, the Primary Health Care Corporation, and Novo Nordisk, partners with Maersk Oil in the Action on Diabetes project will be at hand to offer diabetes testing and provide advice on preventing and managing diabetes. â€Å"We have a strong corporate social responsibility programme that proactively makes a sustainable and positive impact on the Qatari society. Our social investment activities are largely focused in the areas of health, education, capacity building, and the environment – where we believe we can make a positive contribution that supports development in the State of Qatar† added Mr. Faisal. Kids Zone is guaranteed to keep the kids occupied for hours with non-stop live entertainment, bouncy castles, face painting and a whole lot of fun games, interactive sports and performances by well-known singers and dancers. The Childhood Cultural Centre, founded under the initiative of Her Highness Sheikha Mozah Bint Nasser to encourage, support and develop social growth in Qatar, will be providing books and arts and crafts materials to Wheels ‘nHeels 2013. Reach Out To Asia is thrilled to announce a top-class collection of singers, dancers and musicians will be keeping the crowds entertained on the Wheels ‘n Heels Stage. Meanwhile, childrens entertainers will ensure the kids enjoy themselves while a host of local and international celebrities and sports stars take part in the Wheels ‘n Heels Autograph Signing session. ‘Stay Active and Healthy will be the message in the Active Health Zone as kids and adults learn more about first aid, how to prevent accidents. even get a free health checkups. Civil Defense staff will also be on hand to teach young ones the importance of road safety, traffic rules, fire safety and how to use a fire extinguisher. If you have the energy, join Aspire, the Qatar Cycling Federation and the Girls on the Go who promise hours of fun sports and fitness activities for the whole family. Commenting on behalf of Commercial bank, Abdulla Saleh Al Raisi, Deputy CEO, said: â€Å"We are proud to be †Leadership Sponsorsâ€Å" of ROTA Wheels ‘n Heels 2013 because we firmly believe in doing our part to support initiatives that benefit society as a whole, especially initiatives that promote the values of education and healthier lifestyles two values that are particularly close to our heart. ROTA Wheels ‘n Heels fundraising plans also inspire with the spirit of reaching out to people less fortunate in need of support, and encourage with its sense of the possible, and at Commercial bank we believe ‘everything is possible. We look forward to supporting ROTA to achieve its plans, and enjoying a fun-filled family day next month. † The Big Screen, a large outdoor screen showing Wheels ‘n Heels activities, sponsor information, entertainment from The Stage and inspirational ROTA videos, to ensure everyone can follow all the Wheels ‘n Heels action. Ensuring everyone has enough energy to enjoy the entire six hours of Wheels ‘n Heels excitement, the Wheels ‘n Heels Food Zone provides a selection of tasty, healthy snacks and drinks throughout the day. As well as the invaluable support of Flagship Sponsors Maersk Oil Qatar and Leadership Sponsor Commercial Bank Qatar, ROTA Strategic Partner Qatar Cycling Federation and a number of Qatari organisations will be demonstrating their corporate social responsibility by participating in the event as Wheels ‘n Heels Partners: Civil Defense, Qtel, Qatar National Cancer Society, Qatar Institute for the Elderly and National Programs. â€Å"ROTA encourages the families of Qatar to say yes to a healthy lifestyle by taking part in a community day of celebration on the 8th February. Come along to the Museum of Islamic Art and enjoy the entertainment, take part in the fun activities and donate to ROTA projects which support children and communities in Qatar and across Asia, also I would like to address special invitation to all schools in Qatar to join us at the circuit† says ROTA Executive Director, Mr. Essa Al Mannai. (QNA) ? ?,f l QNA 1329 GMT 2013/01/30 Copyright 2013 by Qatar News Agency Distributed by UPI Copyright of Arabia 2000 is the property of Arabia 2000. The copyright in an individual article may be maintained by the author in certain cases. Content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holders express written permission. However, users may print, download, or email articles for individual use. Source: Arabia 2000, Jan 30, 2013 Item: 6FI3145240364.

Motivating Pharmaceutical Employees in Kuwait

Motivating Pharmaceutical Employees in Kuwait The pharmaceutical sector in Kuwait has never been considered by the Government to be as important as the other healthcare or even many other professional sectors, like engineering for example. It has always been viewed as a less important profession with a very small number of professionals relatively to other jobs in the country. However, Pharmacy is a necessity in Kuwait and in every country, in addition to the obvious increment of the number of pharmacists who join the field every year, especially since the beginning of the last decade after Kuwait University launched its first pharmaceutical department in 1997. Therefore, these pharmacists must be heard and understood like every other profession in Kuwait, they have potential and needs which must be considered and met whenever possible by the Government. One of these needs or even necessities is motivation. The practice of motivation is critical for every successful organization, just like other important measures to increase pe rformance; it is a tool that must be present in every healthy working environment. Being a previous pharmacist working in the public sector in Kuwait, the Author has come across this subject numerous times with different pharmacists, who had negative views of the matter in most times. However, there was no clear study which shows the true level of motivation that is being experienced in the sector, which is the reason for conducting this research. 1.2 Problem Definition The experience of motivation for pharmacists who work in the public sector is poor, compare with other healthcare professionals such as doctors, and compare to the pharmacists who work in the private sector in Kuwait. Therefore, the Author chose to examine the level of that motivation in a deeper manner to have clearer and more reliable view of the concept within the public sector of pharmacy, in addition to finding new methods which could improve the implementation of such practice. 1.3 Research Objective The main objective of this thesis is to define the level of motivation that is experienced within pharmacists working in the public sector in Kuwait. The sub-objectives can be classified into the following three measures: The first one is to determine the level of motivation that is experienced in the public pharmaceutical sector in Kuwait. The second objective is to determine whether there is an effect of motivation on the overall performance of pharmacists. The third and final measure is to explore new techniques and motivational methods that can be used in order to satisfy public pharmacists and fulfill their needs. 1.4 Research Questions The research shall consist of one major question and three minor ones. The major research question is: What is the experience of motivation for pharmacists who work in the public sector in Kuwait? The minor questions are as follows: What is the level of motivation that is experienced in the public pharmaceutical sector in Kuwait? What are the effects of motivation on the overall performance of pharmacists? What can be used as new techniques or new methods of motivation in order to satisfy public pharmacists and fulfill their needs? 1.5 Research Methodology For the research method, we will conduct personal interviews, which shall be done face to face to get the most reliable responses from pharmacists. The proposed methodological framework for this study, will be based largely on several motivational models that would be described later in chapter two, they are Maslow Hierarchy of needs, achievement motivational model, the two factor theory, the expectancy theory and the equity model. From those five models, a guiding criterion will be extracted and compared with the responses of the research questions. In addition to that, the role of management and supervision and its effects on motivation will be examined and compared to the characteristics of a motivational management which will be addressed in chapter 2. And finally, the interviewees will be asked for their recommendations and suggestions for newer and better motivational techniques and methods, to be implemented by the Ministry of Health. 1.6 Data Analysis Method After collecting the qualitative data, they will be analyzed using different criteria. The analysis will basically list the answers of the participants and find the relationships between them with the assistance of weighing frequencies of repentant responses to reach a better conclusion. The conceptual framework will be based on five motivational theories (Maslows hierarchy, achievement model, two-factor theory, the expectancy theory, and the equity theory), which is the base for analyzing the findings. The impact of positive motivation implementations will also be discussed with the selected pharmacists, in addition to an interpretation of their recommendations on improving the motivational process within the Ministry of Health. 1.7 Thesis Structure The structure of the thesis will be based on five main chapters, they are listed below: Chapter one: Introduction. Chapter two: Literature Review. Chapter three: Research Design and Methodology. Chapter four: Data Analysis, Findings and Discussion. Chapter five: Conclusion, Recommendations and Further Research. The next chapter will present our literature review. CHAPTER 2: LITERATURE REVIEW 2.1 Introduction Motivation is a global concept, recognized worldwide today; it is a necessary tool for all different kinds of organizations to survive and grow, and most importantly to succeed. Below is a literature review for the term motivation. It includes different definitions of the term in addition to other terms related to motivation. Different theories on motivation will be mentioned and reviewed briefly to better understand the meaning and limitations of the term motivation. Successful tools to achieve the desired motivation will also be addressed and explained, as well as a review on the different mechanisms used by organizations to motivate their employees. And finally, there will be a review on employee motivation techniques used including a few examples from the best motivational companies in Kuwait. 2.2 Motivation So, who are the motivated workers? According to Myers (1964), when Texas Instruments Incorporated conducted a six year of research and study on the subject of motivation during the 1950s, they came up with the following conclusion1: Employees are motivated to work more effectively when they have a job that is challenging, because it might give them some interest in the job, more enjoyable work, a possibility of recognition, and a since of achievement when they accomplish the task. They become dissatisfied when those noted factors are missing from their jobs. They may also become dissatisfied by some negative factors related to the job itself including astringent rules, no breaks, low status, and low levels of salary or fringe benefits. This study was conducted by a company which experienced a tremendous growth in the 1950s, their annual sales rose from $2 million to over $200 million, along with their employee force which had risen from 1,700 to 17,000 in that decade. This success was accomplished because of their brilliant management philosophy, which provided employees with opportunities that allowed them to explore their works and efforts, and even set their own goals. In addition, the culture was a very friendly and informal one, as employees had very close relationships and strong communication links. Despite that success, the growth was not for long after those years, and employees were no longer highly motivated as before, because there were poor managerial skills in understanding the concept of motivation and how each employee can be motivated. This was in the 1950s; today the main idea or the concept of motivation still have the same old parameters, but with some improvements and modifications after many long studies by many of scientists and philosophers. To best understand the term motivation, one must start with the definition. 2.2.1 Definition of Motivation For the purpose of this thesis, we will keep the definition of (The Collins business Dictionary, 2002) regarding the concept of motivation. In that perspective, motivation is defined as the force or process which impels people to behave in the way that they do. In a work setting, motivation can be viewed as that which determines whether workers expand the degree of efforts necessary to achieve required task objectives2. Furthermore, here is another explanation of the term: motivation represents the forces acting on or within a person that causes the person to behave in a specific, goal-directed manner3. In addition, the online business dictionary (business dictionary , 2009) defines it as the Internal and external factors that stimulate desire and energy in people to be continually interested in and committed to a job, role, or subject, and to exert persistent effort in attaining a goal. Motivation is the energizer of behavior and mother of all action. It results from the interactions among conscious and unconscious factors such as the (1) intensity of desire or need, (2) incentive or reward value of the goal, and (3) expectations of the individual and of his or her significant others4. Since the term motivation is being defined, one must address some terms which are highly related to motivation, including: job satisfaction, job commitment, and job loyalty. Job satisfaction is the satisfaction that an individual gains (or does not gain) from his or her job. It is generally believed that satisfied employees will be more highly motivated and will work more productively than dissatisfied employees. Job dissatisfaction may lead to absenteeism, job turnover, industrial actions, and etc2. Commitment is the state of being bound emotionally or intellectually to a course of action or to another person or persons2. It is a well known fact that job satisfaction strongly leads to job commitment, which later leads to loyalty. Furthermore, job loyalty is another state led to by motivation, and it is a measure of commitment based on obligation or, in consumer preferences, degree of satisfaction2. 2.3 Theories of Motivation Over the years, many researchers have looked into the human psychology and studied the human nature to understand the process of motivation. They have come up with many theories which are being thought now to millions of students around the globe. Below this paragraph there is an overview of some of the most recognized theories of motivation worldwide, starting with the need theories: Maslows hierarchy of needs, and David C McClellands achievement motivation model. 2.3.1 Motivating Employees through Satisfying Human Needs 2.3.1.1 The Needs Hierarchy Theory The hierarchy of needs theory is one of the most recognized theories in the subject. It was found by Abraham Maslow, who published an article in 1943 under the title A theory of human motivation, which was developed later into the hierarchy of needs theory in Maslows Motivation and Personality book in 19545. The hierarchy model is shown in figure 2.1, as presented in the following website (making it clear.com, 2007)6: (Figure 2.1) Maslows Needs Pyramid or Maslows Needs Triangle Taken from (making it clear website, 2007) Maslow has based his theory on the fact that people are motivated by certain types of needs, he classified them into five levels based on their importance to people, and they are in ascending order: physiological, security, affiliation, esteem and self-actualization. He then arranged them in a hierarchy showing the order in which these needs are fulfilled from bottom to top5. According to Maslow, these human needs can be classified into lower and higher levels of needs, the lower levels or factors of needs has to be satisfied and fulfilled before the higher ones, which means they must be satisfied in order, so that a person can be motivated, and reach a high level of achievement in life5. The model indicates that when one need is satisfied, another one becomes important, which means that the lowest level of needs  (physiological)  must be  fulfilled  in  order to  move to the higher one (security), and so on, until one reaches  self-fulfillment 3. In other words, each level of needs is a motivator, which when satisfied, does not motivate anymore, and the higher level is now the motivator5. Firstly, Physiological needs. They are the first and lowest level of the hierarchy, they are the most basic needs which are necessary for the continuation of life, and they include: the desire for food, water, air, and sleep3. It can safely be said that no human being can live without the physiological needs, which is why they are sometimes called survival needs. They must be satisfied in order for a person to move up the hierarchy, and be motivated by the next level of needs5. Secondly, security needs. They occupy the second level of the pyramid, and are sometimes called safety needs, as they include the need for safety, stability and absence of pain, threat or illness3. When it comes to work, these needs may cause the preference for a safe and secure job, with a health insurance benefit for example. They include financial security, as they may cause people to open savings accounts for the security of their future, or to take different types of insurances for example, the insurance against accidents4. When this level is satisfied, a person may move to the next level5. Thirdly, Social needs, which can be explained as the needs someone wants from society, such as friendship and the feeling of belonging3. This level of needs deals with the emotions of the human being, every person needs to feel accepted and loved by others, and as most people do, a human may belong to a group, which can be a small one like family and friends, or a large one such as clubs, religious parties, or even gangsters. In the case that this emotional need was not fulfilled, a person may be lonely and experience some mental disorders such as anxiety or depression3. Esteem is the next level in the pyramid, and it is the desire to feel respected and self worthy, and thereby boost the self-esteem. People need to be valued by other people, they need to be accepted by what they are and recognized for their activities and contributions in order to feel self-valued. The imbalances of this need can lead to low self-esteem, which can cause psychological conditions such as depression3. The highest and last need is Self-actualization, which only appears when all the levels have been satisfied, and involves people recognizing their full potential, and be the best as they can be at what they do3,which can be best seen with self-employed people3. 2.3.1.2 The Achievement Motivation Model This model of motivation has been identified by David C McClellands in 1961. He proposed the idea that there are three important types of needs; they are achievement, authority/power, and affiliation needs. These needs were found to be present in every worker especially within managers, and the degree of which need is dominant can be seen in the workers attitude and behavior at work, which is based on their motivational status7. The ones, who are motivated by achievement, can be seen competing against a high standard, having difficult and challenging goals, and always seeking achievements and advancements in their jobs3. The authority/power motivated ones always strive for authority and leadership. They need to be leaders and have their ideas prevail. In addition, they want to be influential, make an impact in work and on other workers, and reach high personal status3. The affiliation motivated persons are team players; they are motivated by friendly relationships with others, as they need to be liked and always have close friendships7.   The McClelland theory proposed that all people have a combination of these needs, however not in the same level. The level of which particular need is dominant can be seen in someones attitude and behavior at work. He thinks that the managers, who are strongly affected by affiliation motivation, always need to be liked, which in turn affects their decision-making criteria. While authority motivated workers will posses a high level of commitment and work ethics, and in most cases are managers or leaders, unless they do not have the required skills or flexibility for the job. In addition, McClelland thinks that the best leaders are the ones with strong achievement motivation, however they may have some difficulties in leading their staff into believing and having as much dedication to what they want to achieve7. In his theory, McClelland proposed that achievement-motivated people are characterized by the following attitudes3: They set their own goals, because of their high selectivity of matters; they cannot accept other people to draw goals for them. They take full responsibility in their decisions and results, if they succeed they want the credit, and if they do not, they do not mind the blame. To them, Achievement is valued more than financial reward. They prefer achieving their goals to receiving praise or getting recognition. They do not consider a financial reward as a goal; to them it is just a measure of success. They are not highly concerned about Security, or about their status. They like nothing more than a reliable feedback for their work, not to get an appraisal or something of that matter, but to measure their work and see how successful they have been. They always seek better ways to do things, and improve their methods. they are highly selective for jobs which have higher satisfaction for their needs, which means they choose jobs which have greater responsibilities and opportunities for them to set their own goals and achieve them, for example they can work as managers, or in the sales department, in addition to many of them work as entrepreneurs. Next, there is a description of another category of motivation models, which is based on job designs. 2.3.2 Motivating Employees through Job Design 2.3.2.1 The Two-Factor Theory In 1959, Frederick Herzberg and his associates developed a famous theory of motivation known as the two-factor theory, or the motivator- hygiene model of motivation. He studied people to know what the factors that causes them to be satisfied at work, and the ones that causes dissatisfaction to them. He then came up with a list of factors and classified them in two categories: motivators and hygiene factors8. Motivators are the factors that satisfy people at work, in addition to generating positive feeling; they include recognition, achievement, advancement, responsibility, and challenging work. They are called intrinsic factors, because they are related to the job itself 3. Hygiene factors on the other hand, are factors which usually gives negative feelings to individuals, and may affect job dissatisfaction if they were absence, hence the term hygiene, because in the absence of hygiene, health can deteriorate. They include: job security, working conditions, salary, relationship with co-workers and supervisors, company policy and fringe benefits. They are called extrinsic factors because they are external to the job, not directly related to the job itself 8,3. 2.3.2.2 The Job Characteristic Model This is one of the most famous models of motivation, proposed by Hackman Oldham (1976), and it is highly used in designing jobs in many organizations5. It is related to Herzbergs model to a great degree, as it proposes the use of motivation factors at a workplace, and limiting the hygiene factors to minimum9. The model includes five main characteristics of any job, they are: skill variety, task identity, task significance, autonomy and job feedback. It proposes that the levels of all these characteristics should be increased in order to create a motivational environment at the workplace3. The first characteristic is skill variety, which is the amount and the types of skills and competencies required by a certain job. Some jobs are a daily routine activity and require too little from an employee to get them done, while other jobs require certain competencies and skills from individuals which can make them more interesting. Next is task identity, and it is the identification of the complete work needed to complete a task by an employee, from beginning to end, with an identifiable outcome3. Task significance is another characteristic, and it is described as the amount of importance and necessity of a given task, and whether it is worth doing and would have an impact on other people and society, or if it would not make a big difference when it gets done. The fourth characteristic is autonomy, and it is the amount of empowerment and control provided in certain jobs, which increases their importance in peoples minds. The last one is job feedback, which gives indications on an employee performance and effectiveness; therefore a job should be formulated in ways which allow superiors to measure the performer as simply and accurately as possible3,9. The model proposes that the levels of these five characteristics should be increased, because they have strong effects on three psychological aspects in humans, they are3: Experienced meaningfulness of the tasks performed. Experienced personal responsibility for task outcomes. Knowledge of the results of task performance. In the end, the model states that if these three status were raised in a human being, that individual will be highly satisfied at the job and strongly motivated to work. Next, there is another category of motivation models, which is based on performance expectations. 2.3.3 Motivating Employee through Performance Expectation 2.3.3.1 The Expectancy Theory The link between motivation and the expectancy theory was defined by Condrey as: Motivation is a product of the individuals expectancy that a certain effort will lead to the intended performance, the instrumentality of this performance to achieving a certain result, and the desirability of this result for the individual, known as valence10. The theory was found by Victor Vroom in 1964, a business professor at Yale School of Management , it proposes the idea that people become motivated to do a certain job when they believe they will get a certain reward that they want and expect. They make an estimation of the desired results, and based on that they act and behave in a way which will help them get to those results. It predicts that individuals within an organization can be motivated when they believe that10: More effort exerted will yield better performance at a job. Better performance will result in desirable organizational rewards, such as salary increment. These rewards are valued by the performer and satisfy the needs Satisfying the need is worthwhile doing better and giving the required effort to the proposed job. However, Victor Vroom together with his associates Edward Lawler and Lyman Porter thought that the link between peoples behavior at work and their goals was not exactly as simple as previous scientists had proposed. He believed that the performance of an employee is based on three major psychological factors, which can create a strong motivational force to that employee, they are9: Valence: refers to how people feel about and the level of satisfaction they get from the outcomes and rewards of completing their jobs, such as money, promotion, and satisfaction. On the one hand, an outcome is said to be a positive valent if an employee prefers having it. On the other hand, an outcome which an employee does not want to have is known as a negative valent. An outcome which an employee is indifferent about are said to have zero valence. Expectancy: it is the belief of employees that their actions will lead to certain outcomes, and their confidence in what they can do. Instrumentality: This is the belief of employees that they will get what has been promised to them after completing the task successfully. Vroom proposed that the belief of an employee in these three factors helps psychologically in building a motivational force which makes that employee happy and avoiding negativity. Hence, the theory describes the mental procedure of motivation, as people make choices based on their understanding and behavior 3. 2.3.4 Motivating People through Equity 2.3.4.1 The Equity Model The Equity Theory was developed by J. Stacy Adams in 1962; it describes how an employee perceives that the outcome reward of a certain job is being fair, after completing one which is expected to be satisfying9. The theory can be measured against other employees in a work place, or even employees from different organizations. Normally this measurement results in three different perceptions: they will feel they are fairly rewarded, under rewarded, or over rewarded. Unless they feel fairly rewarded, they will act in a way as to reduce inequity. Because they always try to measure what they put in a job (input) and what they get from it (output). Examples of employees inputs and outputs can be found in table 2.1 3: Table 2.1 Examples of employee inputs and outputs in a job: Inputs Outputs Attendance Recognition Personal skills Fringe benefits Commitment and effort Responsibility Level of education Sense of achievements Past experiences Job perquisites (parking space or office location) Performance Job security Personal appearance Promotion and growth Social status Salary Technical skills Seniority benefits Training Status symbols Support of collogues Working conditions (Taken from J Slocum, Jr. (2007) Fundamentals of organizational behavior) The Equity Theory is built on the belief that, employees who think their rewards are fair and equal to their contributions, are the most motivated ones, The same goes for the ones who belief they are being rewarded in a similar manner as their peers. On the other hand, employees may become demotivated when they belief that their input is greater than the output. They may become depressed and not satisfied with their status, and show many negative reactions9. Therefore, managers must be fair and give their employees their fair share of rewards, based on their actions and inputs. They should understand how to balance inputs and outputs fairly, so that they give each employee fair and deserved rewards, which in turn improves employee motivation and thereby gives them more job satisfaction9. As mentioned before, managers must understand the balance of inputs and outputs of their employees; because employees measure their inputs differently, in addition to the fact that they may prefer different types of rewards. For example, a working mother may prefer more flexible working hours to an incentive9. At the end, managers should make sure their employees do not feel under rewarded, because then they will be demotivated, which should be avoided in any organization that wants to be successful. They should reward them fairly and equally based on their efforts, contributions, expectations, and peers 11. 2.3.4.2 The Procedural Justice Theory This theory was proposed by Rawls (1971), and it is based on fairness just like the previous equity model; however it is not based on the outcomes or the outputs, but on the fairness of the process of making decisions5. The theory measures the procedure of making decisions in an organization, which can be fair or unfair, and affects employee motivation and job satisfaction9. Procedural justice can be very important and essential to every company or organization, because it has a great effect on employees. When they perceive a procedure as fair, they become highly motivated to work and improve their inputs at their jobs. On the other hand, if they think the procedure is unfair they may be dissatisfied and demotivated to work9. A good example can be seen in most companies is pay raise determination, if employees perceive fairness of the decision, they will be satisfied, and visa versa. Sometimes, the fairness of such decision can be more satisfying than the raise itself, because the human being highly values equity and fairness. Employees may also judge the process of layoffs within a company, as the survivors would judge the fairness of the decision and become highly affected by it, and if it was a fair decision, they would become highly satisfied and more committed to their job. However if the decision was unfair, they may become demotivated and even have fear about their job status, which usually leads to seeking jobs elsewhere 3. Another examples is students, especially hard workers who put so much efforts in their studies, they expect to get good grades for their hard work, but sometimes they are misjudged or marked unfairly, which can be seen when they compare their results or marks with each other, and when they think the marking procedure was unfair, they become hugely dissatisfied9. 2.3.5 Other Theories of Motivation There are many theories and models of motivation, which are not widely recognized as the ones explained before; here is a review of some of them: 2.3.5.1 The Incentive Theory of Motivation According to Kerr (1995), a reward can be very effective in boosting employee motivation. Whether it was tangible or intangible, when a reward is presented to an employee after a certain behavior or performance, it is more likely that the same desired performance will occur again. In addition, the sooner the reward is given the better, as its effect would be larger in employees minds, and later on, this performance becomes a habit by that employee12. However, as the author has noted, there might be some difficulties applying the technique efficiently by managers, because they should make sure that the reward is not just a simple reward, it should be some kind of a reinforcer, which is like a reminder to employees of the incentive they get for what they did, and later on this becomes embedded in their behavior, and a continuous source for motivation, and job satisfaction. 2.3.5.2 The Drive-Reduction Theory The theory was proposed by C. Hull (1940), who suggested that when a person experiences some kind of a biological drive or arousal to do something, that person will experience a driving force to do that thing. And whenever that person does the action, then the action would be reinforced. For example: when a person is hungry and wants to eat, there would be a drive to do so, but as soon as that person eats, the forced drive becomes reduced. However, the theory was not considered very successful because it did not explain clearly the motivation process9. 2.3.5.3 The ERG (Existence, Relatedness and Growth) Theory Suggested by Clayton Alderfer in 1969, who followed up on Maslows needs theory. He reestablished the order of needs into three categories: the existence category including Physiological and safety needs, the relatedness category including affiliation and esteem needs, and the growth category including self-actualization and needs 13, 9. 2.3.5.4 The Goal Setting Theory This is based on the idea that when an employee sets a goal for oneself, he/she will have to increase performance to achieve t Motivating Pharmaceutical Employees in Kuwait Motivating Pharmaceutical Employees in Kuwait The pharmaceutical sector in Kuwait has never been considered by the Government to be as important as the other healthcare or even many other professional sectors, like engineering for example. It has always been viewed as a less important profession with a very small number of professionals relatively to other jobs in the country. However, Pharmacy is a necessity in Kuwait and in every country, in addition to the obvious increment of the number of pharmacists who join the field every year, especially since the beginning of the last decade after Kuwait University launched its first pharmaceutical department in 1997. Therefore, these pharmacists must be heard and understood like every other profession in Kuwait, they have potential and needs which must be considered and met whenever possible by the Government. One of these needs or even necessities is motivation. The practice of motivation is critical for every successful organization, just like other important measures to increase pe rformance; it is a tool that must be present in every healthy working environment. Being a previous pharmacist working in the public sector in Kuwait, the Author has come across this subject numerous times with different pharmacists, who had negative views of the matter in most times. However, there was no clear study which shows the true level of motivation that is being experienced in the sector, which is the reason for conducting this research. 1.2 Problem Definition The experience of motivation for pharmacists who work in the public sector is poor, compare with other healthcare professionals such as doctors, and compare to the pharmacists who work in the private sector in Kuwait. Therefore, the Author chose to examine the level of that motivation in a deeper manner to have clearer and more reliable view of the concept within the public sector of pharmacy, in addition to finding new methods which could improve the implementation of such practice. 1.3 Research Objective The main objective of this thesis is to define the level of motivation that is experienced within pharmacists working in the public sector in Kuwait. The sub-objectives can be classified into the following three measures: The first one is to determine the level of motivation that is experienced in the public pharmaceutical sector in Kuwait. The second objective is to determine whether there is an effect of motivation on the overall performance of pharmacists. The third and final measure is to explore new techniques and motivational methods that can be used in order to satisfy public pharmacists and fulfill their needs. 1.4 Research Questions The research shall consist of one major question and three minor ones. The major research question is: What is the experience of motivation for pharmacists who work in the public sector in Kuwait? The minor questions are as follows: What is the level of motivation that is experienced in the public pharmaceutical sector in Kuwait? What are the effects of motivation on the overall performance of pharmacists? What can be used as new techniques or new methods of motivation in order to satisfy public pharmacists and fulfill their needs? 1.5 Research Methodology For the research method, we will conduct personal interviews, which shall be done face to face to get the most reliable responses from pharmacists. The proposed methodological framework for this study, will be based largely on several motivational models that would be described later in chapter two, they are Maslow Hierarchy of needs, achievement motivational model, the two factor theory, the expectancy theory and the equity model. From those five models, a guiding criterion will be extracted and compared with the responses of the research questions. In addition to that, the role of management and supervision and its effects on motivation will be examined and compared to the characteristics of a motivational management which will be addressed in chapter 2. And finally, the interviewees will be asked for their recommendations and suggestions for newer and better motivational techniques and methods, to be implemented by the Ministry of Health. 1.6 Data Analysis Method After collecting the qualitative data, they will be analyzed using different criteria. The analysis will basically list the answers of the participants and find the relationships between them with the assistance of weighing frequencies of repentant responses to reach a better conclusion. The conceptual framework will be based on five motivational theories (Maslows hierarchy, achievement model, two-factor theory, the expectancy theory, and the equity theory), which is the base for analyzing the findings. The impact of positive motivation implementations will also be discussed with the selected pharmacists, in addition to an interpretation of their recommendations on improving the motivational process within the Ministry of Health. 1.7 Thesis Structure The structure of the thesis will be based on five main chapters, they are listed below: Chapter one: Introduction. Chapter two: Literature Review. Chapter three: Research Design and Methodology. Chapter four: Data Analysis, Findings and Discussion. Chapter five: Conclusion, Recommendations and Further Research. The next chapter will present our literature review. CHAPTER 2: LITERATURE REVIEW 2.1 Introduction Motivation is a global concept, recognized worldwide today; it is a necessary tool for all different kinds of organizations to survive and grow, and most importantly to succeed. Below is a literature review for the term motivation. It includes different definitions of the term in addition to other terms related to motivation. Different theories on motivation will be mentioned and reviewed briefly to better understand the meaning and limitations of the term motivation. Successful tools to achieve the desired motivation will also be addressed and explained, as well as a review on the different mechanisms used by organizations to motivate their employees. And finally, there will be a review on employee motivation techniques used including a few examples from the best motivational companies in Kuwait. 2.2 Motivation So, who are the motivated workers? According to Myers (1964), when Texas Instruments Incorporated conducted a six year of research and study on the subject of motivation during the 1950s, they came up with the following conclusion1: Employees are motivated to work more effectively when they have a job that is challenging, because it might give them some interest in the job, more enjoyable work, a possibility of recognition, and a since of achievement when they accomplish the task. They become dissatisfied when those noted factors are missing from their jobs. They may also become dissatisfied by some negative factors related to the job itself including astringent rules, no breaks, low status, and low levels of salary or fringe benefits. This study was conducted by a company which experienced a tremendous growth in the 1950s, their annual sales rose from $2 million to over $200 million, along with their employee force which had risen from 1,700 to 17,000 in that decade. This success was accomplished because of their brilliant management philosophy, which provided employees with opportunities that allowed them to explore their works and efforts, and even set their own goals. In addition, the culture was a very friendly and informal one, as employees had very close relationships and strong communication links. Despite that success, the growth was not for long after those years, and employees were no longer highly motivated as before, because there were poor managerial skills in understanding the concept of motivation and how each employee can be motivated. This was in the 1950s; today the main idea or the concept of motivation still have the same old parameters, but with some improvements and modifications after many long studies by many of scientists and philosophers. To best understand the term motivation, one must start with the definition. 2.2.1 Definition of Motivation For the purpose of this thesis, we will keep the definition of (The Collins business Dictionary, 2002) regarding the concept of motivation. In that perspective, motivation is defined as the force or process which impels people to behave in the way that they do. In a work setting, motivation can be viewed as that which determines whether workers expand the degree of efforts necessary to achieve required task objectives2. Furthermore, here is another explanation of the term: motivation represents the forces acting on or within a person that causes the person to behave in a specific, goal-directed manner3. In addition, the online business dictionary (business dictionary , 2009) defines it as the Internal and external factors that stimulate desire and energy in people to be continually interested in and committed to a job, role, or subject, and to exert persistent effort in attaining a goal. Motivation is the energizer of behavior and mother of all action. It results from the interactions among conscious and unconscious factors such as the (1) intensity of desire or need, (2) incentive or reward value of the goal, and (3) expectations of the individual and of his or her significant others4. Since the term motivation is being defined, one must address some terms which are highly related to motivation, including: job satisfaction, job commitment, and job loyalty. Job satisfaction is the satisfaction that an individual gains (or does not gain) from his or her job. It is generally believed that satisfied employees will be more highly motivated and will work more productively than dissatisfied employees. Job dissatisfaction may lead to absenteeism, job turnover, industrial actions, and etc2. Commitment is the state of being bound emotionally or intellectually to a course of action or to another person or persons2. It is a well known fact that job satisfaction strongly leads to job commitment, which later leads to loyalty. Furthermore, job loyalty is another state led to by motivation, and it is a measure of commitment based on obligation or, in consumer preferences, degree of satisfaction2. 2.3 Theories of Motivation Over the years, many researchers have looked into the human psychology and studied the human nature to understand the process of motivation. They have come up with many theories which are being thought now to millions of students around the globe. Below this paragraph there is an overview of some of the most recognized theories of motivation worldwide, starting with the need theories: Maslows hierarchy of needs, and David C McClellands achievement motivation model. 2.3.1 Motivating Employees through Satisfying Human Needs 2.3.1.1 The Needs Hierarchy Theory The hierarchy of needs theory is one of the most recognized theories in the subject. It was found by Abraham Maslow, who published an article in 1943 under the title A theory of human motivation, which was developed later into the hierarchy of needs theory in Maslows Motivation and Personality book in 19545. The hierarchy model is shown in figure 2.1, as presented in the following website (making it clear.com, 2007)6: (Figure 2.1) Maslows Needs Pyramid or Maslows Needs Triangle Taken from (making it clear website, 2007) Maslow has based his theory on the fact that people are motivated by certain types of needs, he classified them into five levels based on their importance to people, and they are in ascending order: physiological, security, affiliation, esteem and self-actualization. He then arranged them in a hierarchy showing the order in which these needs are fulfilled from bottom to top5. According to Maslow, these human needs can be classified into lower and higher levels of needs, the lower levels or factors of needs has to be satisfied and fulfilled before the higher ones, which means they must be satisfied in order, so that a person can be motivated, and reach a high level of achievement in life5. The model indicates that when one need is satisfied, another one becomes important, which means that the lowest level of needs  (physiological)  must be  fulfilled  in  order to  move to the higher one (security), and so on, until one reaches  self-fulfillment 3. In other words, each level of needs is a motivator, which when satisfied, does not motivate anymore, and the higher level is now the motivator5. Firstly, Physiological needs. They are the first and lowest level of the hierarchy, they are the most basic needs which are necessary for the continuation of life, and they include: the desire for food, water, air, and sleep3. It can safely be said that no human being can live without the physiological needs, which is why they are sometimes called survival needs. They must be satisfied in order for a person to move up the hierarchy, and be motivated by the next level of needs5. Secondly, security needs. They occupy the second level of the pyramid, and are sometimes called safety needs, as they include the need for safety, stability and absence of pain, threat or illness3. When it comes to work, these needs may cause the preference for a safe and secure job, with a health insurance benefit for example. They include financial security, as they may cause people to open savings accounts for the security of their future, or to take different types of insurances for example, the insurance against accidents4. When this level is satisfied, a person may move to the next level5. Thirdly, Social needs, which can be explained as the needs someone wants from society, such as friendship and the feeling of belonging3. This level of needs deals with the emotions of the human being, every person needs to feel accepted and loved by others, and as most people do, a human may belong to a group, which can be a small one like family and friends, or a large one such as clubs, religious parties, or even gangsters. In the case that this emotional need was not fulfilled, a person may be lonely and experience some mental disorders such as anxiety or depression3. Esteem is the next level in the pyramid, and it is the desire to feel respected and self worthy, and thereby boost the self-esteem. People need to be valued by other people, they need to be accepted by what they are and recognized for their activities and contributions in order to feel self-valued. The imbalances of this need can lead to low self-esteem, which can cause psychological conditions such as depression3. The highest and last need is Self-actualization, which only appears when all the levels have been satisfied, and involves people recognizing their full potential, and be the best as they can be at what they do3,which can be best seen with self-employed people3. 2.3.1.2 The Achievement Motivation Model This model of motivation has been identified by David C McClellands in 1961. He proposed the idea that there are three important types of needs; they are achievement, authority/power, and affiliation needs. These needs were found to be present in every worker especially within managers, and the degree of which need is dominant can be seen in the workers attitude and behavior at work, which is based on their motivational status7. The ones, who are motivated by achievement, can be seen competing against a high standard, having difficult and challenging goals, and always seeking achievements and advancements in their jobs3. The authority/power motivated ones always strive for authority and leadership. They need to be leaders and have their ideas prevail. In addition, they want to be influential, make an impact in work and on other workers, and reach high personal status3. The affiliation motivated persons are team players; they are motivated by friendly relationships with others, as they need to be liked and always have close friendships7.   The McClelland theory proposed that all people have a combination of these needs, however not in the same level. The level of which particular need is dominant can be seen in someones attitude and behavior at work. He thinks that the managers, who are strongly affected by affiliation motivation, always need to be liked, which in turn affects their decision-making criteria. While authority motivated workers will posses a high level of commitment and work ethics, and in most cases are managers or leaders, unless they do not have the required skills or flexibility for the job. In addition, McClelland thinks that the best leaders are the ones with strong achievement motivation, however they may have some difficulties in leading their staff into believing and having as much dedication to what they want to achieve7. In his theory, McClelland proposed that achievement-motivated people are characterized by the following attitudes3: They set their own goals, because of their high selectivity of matters; they cannot accept other people to draw goals for them. They take full responsibility in their decisions and results, if they succeed they want the credit, and if they do not, they do not mind the blame. To them, Achievement is valued more than financial reward. They prefer achieving their goals to receiving praise or getting recognition. They do not consider a financial reward as a goal; to them it is just a measure of success. They are not highly concerned about Security, or about their status. They like nothing more than a reliable feedback for their work, not to get an appraisal or something of that matter, but to measure their work and see how successful they have been. They always seek better ways to do things, and improve their methods. they are highly selective for jobs which have higher satisfaction for their needs, which means they choose jobs which have greater responsibilities and opportunities for them to set their own goals and achieve them, for example they can work as managers, or in the sales department, in addition to many of them work as entrepreneurs. Next, there is a description of another category of motivation models, which is based on job designs. 2.3.2 Motivating Employees through Job Design 2.3.2.1 The Two-Factor Theory In 1959, Frederick Herzberg and his associates developed a famous theory of motivation known as the two-factor theory, or the motivator- hygiene model of motivation. He studied people to know what the factors that causes them to be satisfied at work, and the ones that causes dissatisfaction to them. He then came up with a list of factors and classified them in two categories: motivators and hygiene factors8. Motivators are the factors that satisfy people at work, in addition to generating positive feeling; they include recognition, achievement, advancement, responsibility, and challenging work. They are called intrinsic factors, because they are related to the job itself 3. Hygiene factors on the other hand, are factors which usually gives negative feelings to individuals, and may affect job dissatisfaction if they were absence, hence the term hygiene, because in the absence of hygiene, health can deteriorate. They include: job security, working conditions, salary, relationship with co-workers and supervisors, company policy and fringe benefits. They are called extrinsic factors because they are external to the job, not directly related to the job itself 8,3. 2.3.2.2 The Job Characteristic Model This is one of the most famous models of motivation, proposed by Hackman Oldham (1976), and it is highly used in designing jobs in many organizations5. It is related to Herzbergs model to a great degree, as it proposes the use of motivation factors at a workplace, and limiting the hygiene factors to minimum9. The model includes five main characteristics of any job, they are: skill variety, task identity, task significance, autonomy and job feedback. It proposes that the levels of all these characteristics should be increased in order to create a motivational environment at the workplace3. The first characteristic is skill variety, which is the amount and the types of skills and competencies required by a certain job. Some jobs are a daily routine activity and require too little from an employee to get them done, while other jobs require certain competencies and skills from individuals which can make them more interesting. Next is task identity, and it is the identification of the complete work needed to complete a task by an employee, from beginning to end, with an identifiable outcome3. Task significance is another characteristic, and it is described as the amount of importance and necessity of a given task, and whether it is worth doing and would have an impact on other people and society, or if it would not make a big difference when it gets done. The fourth characteristic is autonomy, and it is the amount of empowerment and control provided in certain jobs, which increases their importance in peoples minds. The last one is job feedback, which gives indications on an employee performance and effectiveness; therefore a job should be formulated in ways which allow superiors to measure the performer as simply and accurately as possible3,9. The model proposes that the levels of these five characteristics should be increased, because they have strong effects on three psychological aspects in humans, they are3: Experienced meaningfulness of the tasks performed. Experienced personal responsibility for task outcomes. Knowledge of the results of task performance. In the end, the model states that if these three status were raised in a human being, that individual will be highly satisfied at the job and strongly motivated to work. Next, there is another category of motivation models, which is based on performance expectations. 2.3.3 Motivating Employee through Performance Expectation 2.3.3.1 The Expectancy Theory The link between motivation and the expectancy theory was defined by Condrey as: Motivation is a product of the individuals expectancy that a certain effort will lead to the intended performance, the instrumentality of this performance to achieving a certain result, and the desirability of this result for the individual, known as valence10. The theory was found by Victor Vroom in 1964, a business professor at Yale School of Management , it proposes the idea that people become motivated to do a certain job when they believe they will get a certain reward that they want and expect. They make an estimation of the desired results, and based on that they act and behave in a way which will help them get to those results. It predicts that individuals within an organization can be motivated when they believe that10: More effort exerted will yield better performance at a job. Better performance will result in desirable organizational rewards, such as salary increment. These rewards are valued by the performer and satisfy the needs Satisfying the need is worthwhile doing better and giving the required effort to the proposed job. However, Victor Vroom together with his associates Edward Lawler and Lyman Porter thought that the link between peoples behavior at work and their goals was not exactly as simple as previous scientists had proposed. He believed that the performance of an employee is based on three major psychological factors, which can create a strong motivational force to that employee, they are9: Valence: refers to how people feel about and the level of satisfaction they get from the outcomes and rewards of completing their jobs, such as money, promotion, and satisfaction. On the one hand, an outcome is said to be a positive valent if an employee prefers having it. On the other hand, an outcome which an employee does not want to have is known as a negative valent. An outcome which an employee is indifferent about are said to have zero valence. Expectancy: it is the belief of employees that their actions will lead to certain outcomes, and their confidence in what they can do. Instrumentality: This is the belief of employees that they will get what has been promised to them after completing the task successfully. Vroom proposed that the belief of an employee in these three factors helps psychologically in building a motivational force which makes that employee happy and avoiding negativity. Hence, the theory describes the mental procedure of motivation, as people make choices based on their understanding and behavior 3. 2.3.4 Motivating People through Equity 2.3.4.1 The Equity Model The Equity Theory was developed by J. Stacy Adams in 1962; it describes how an employee perceives that the outcome reward of a certain job is being fair, after completing one which is expected to be satisfying9. The theory can be measured against other employees in a work place, or even employees from different organizations. Normally this measurement results in three different perceptions: they will feel they are fairly rewarded, under rewarded, or over rewarded. Unless they feel fairly rewarded, they will act in a way as to reduce inequity. Because they always try to measure what they put in a job (input) and what they get from it (output). Examples of employees inputs and outputs can be found in table 2.1 3: Table 2.1 Examples of employee inputs and outputs in a job: Inputs Outputs Attendance Recognition Personal skills Fringe benefits Commitment and effort Responsibility Level of education Sense of achievements Past experiences Job perquisites (parking space or office location) Performance Job security Personal appearance Promotion and growth Social status Salary Technical skills Seniority benefits Training Status symbols Support of collogues Working conditions (Taken from J Slocum, Jr. (2007) Fundamentals of organizational behavior) The Equity Theory is built on the belief that, employees who think their rewards are fair and equal to their contributions, are the most motivated ones, The same goes for the ones who belief they are being rewarded in a similar manner as their peers. On the other hand, employees may become demotivated when they belief that their input is greater than the output. They may become depressed and not satisfied with their status, and show many negative reactions9. Therefore, managers must be fair and give their employees their fair share of rewards, based on their actions and inputs. They should understand how to balance inputs and outputs fairly, so that they give each employee fair and deserved rewards, which in turn improves employee motivation and thereby gives them more job satisfaction9. As mentioned before, managers must understand the balance of inputs and outputs of their employees; because employees measure their inputs differently, in addition to the fact that they may prefer different types of rewards. For example, a working mother may prefer more flexible working hours to an incentive9. At the end, managers should make sure their employees do not feel under rewarded, because then they will be demotivated, which should be avoided in any organization that wants to be successful. They should reward them fairly and equally based on their efforts, contributions, expectations, and peers 11. 2.3.4.2 The Procedural Justice Theory This theory was proposed by Rawls (1971), and it is based on fairness just like the previous equity model; however it is not based on the outcomes or the outputs, but on the fairness of the process of making decisions5. The theory measures the procedure of making decisions in an organization, which can be fair or unfair, and affects employee motivation and job satisfaction9. Procedural justice can be very important and essential to every company or organization, because it has a great effect on employees. When they perceive a procedure as fair, they become highly motivated to work and improve their inputs at their jobs. On the other hand, if they think the procedure is unfair they may be dissatisfied and demotivated to work9. A good example can be seen in most companies is pay raise determination, if employees perceive fairness of the decision, they will be satisfied, and visa versa. Sometimes, the fairness of such decision can be more satisfying than the raise itself, because the human being highly values equity and fairness. Employees may also judge the process of layoffs within a company, as the survivors would judge the fairness of the decision and become highly affected by it, and if it was a fair decision, they would become highly satisfied and more committed to their job. However if the decision was unfair, they may become demotivated and even have fear about their job status, which usually leads to seeking jobs elsewhere 3. Another examples is students, especially hard workers who put so much efforts in their studies, they expect to get good grades for their hard work, but sometimes they are misjudged or marked unfairly, which can be seen when they compare their results or marks with each other, and when they think the marking procedure was unfair, they become hugely dissatisfied9. 2.3.5 Other Theories of Motivation There are many theories and models of motivation, which are not widely recognized as the ones explained before; here is a review of some of them: 2.3.5.1 The Incentive Theory of Motivation According to Kerr (1995), a reward can be very effective in boosting employee motivation. Whether it was tangible or intangible, when a reward is presented to an employee after a certain behavior or performance, it is more likely that the same desired performance will occur again. In addition, the sooner the reward is given the better, as its effect would be larger in employees minds, and later on, this performance becomes a habit by that employee12. However, as the author has noted, there might be some difficulties applying the technique efficiently by managers, because they should make sure that the reward is not just a simple reward, it should be some kind of a reinforcer, which is like a reminder to employees of the incentive they get for what they did, and later on this becomes embedded in their behavior, and a continuous source for motivation, and job satisfaction. 2.3.5.2 The Drive-Reduction Theory The theory was proposed by C. Hull (1940), who suggested that when a person experiences some kind of a biological drive or arousal to do something, that person will experience a driving force to do that thing. And whenever that person does the action, then the action would be reinforced. For example: when a person is hungry and wants to eat, there would be a drive to do so, but as soon as that person eats, the forced drive becomes reduced. However, the theory was not considered very successful because it did not explain clearly the motivation process9. 2.3.5.3 The ERG (Existence, Relatedness and Growth) Theory Suggested by Clayton Alderfer in 1969, who followed up on Maslows needs theory. He reestablished the order of needs into three categories: the existence category including Physiological and safety needs, the relatedness category including affiliation and esteem needs, and the growth category including self-actualization and needs 13, 9. 2.3.5.4 The Goal Setting Theory This is based on the idea that when an employee sets a goal for oneself, he/she will have to increase performance to achieve t