Compare and Contrast, from Cholos to Surfers and My Latino Heart

The connections in these two stories is that in Mr. Lopez story is that a young boy is troubled because he is not sure on what being a â€Å"Mexican† is all about, and that ties in with what is California image really trying to say. The next story â€Å"Of Cholos and Surfers† is a depiction of a young boy also, but he is having trouble trying to break out of the tradition of being a normal â€Å"Mexican† and do what he is more comfortable doing. In the story of â€Å"My Latino Heart† it is about a young teenager who is having trouble finding what the Mexican culture is all about.He is not sure on how to fit in with his Mexican culture. The identity of his culture is hard for him to comprehend. He asked his mother â€Å" What am I†. His mother answered â€Å" You’re a Mexican American† He replied â€Å" But what does that mean†. He couldn’t didn’t know what his parents were trying to tell him. He did not think he wa s Mexican because he couldn’t speak the Spanish. He wanted to have a answer to his question. He went to his Aunt and asked her what it meant to be a Mexican American. His Aunt replied â€Å" You’re you†.Again he was not sure of what this meant? He didn’t get another opportunity to ask his Aunt again because she had died of alcoholism. When the family had a gathering he shied away from the younger parts of his family, and went to the adults to see what his Aunt was really like when she was alive and didn’t drink. He could get a sense of what being a Mexican meant. Remembering the people that had died and to never forget them. To think of the good things about the person and to credit them for their influence they had in his life.Also in the lives that she had contact with long enough to make a difference in their lives. In the story â€Å"Of Cholos and Surfers† this teenage boy depicted by the author Jack Lopez, was a boy who lived in a Mexic an family in the Los Angeles area. His family was a family who kept their roots, and never forgot where they came from. Also there were two sides of the neighborhood were they grew up. You were either a cholo or a surfer. This young teenage boy had more of a interest in the surfer lifestyle. He wanted to be a surfer so bad that he wore clothes that the surfers would wear.His family would not allow to him to have his hair down to his ears. His friends in junior high where Sheldon Cohen and Tom Gheridelli. They were both surfers. He naturally became good friends with them because they had the same interest. He wanted to buy a surfer magazine that cost forty-five dollars. He would read Surfer Quarterly, and other surfer magazines with his friends at Sportsman Park under the bleachers. Him and his dad made an agreement that his dad would take him to get a magazine in Vermont.When he and his dad arrived in Vermont they got the magazine his father looked at him and said â€Å" Is that it ? †. He didn’t believe that his son was serious about getting the magazine. When his father got to the counter to pay for the magazine, the clerk and his dad were poking fun at the magazine in Spanish. In these stories starting with â€Å"My Latino Heart† and the California myth of a glamorous life is this; in this story, this young boy wants to know what it means to be a Latino/Mexican. He asks’ his Aunt, his father, and his mother on what it means to be Mexican.He has to go to through a journey and figure out on what this Mexican culture is all about. n the story â€Å" Of Cholos and Surfers† the similarities of this story to that of the California dream is this. This young boy wanted something more out of his life. He did not think that the life of a cholo was the right life for him. He wanted to do something that he thought would have purpose and that made sense to him, and something that would make him succeed. Even though his parents did not l ike the idea. He was willing to make that dream come true.

Fossil Fuels and Global Warming Essay

The use of fossil fuels as the primary source of energy has unwittingly landed humanity into its greatest challenge yet. As oil and coal are burnt up, the greenhouse gases are causing the melting of polar ice, leading to a chain reaction that threatens every other aspect of the ecosystem. This paper looks at the crisis that fossil fuels have brought about, as well exploring existent and proposed solutions, both at the collective and the individual level. Introduction Global warming technically refers to the overall rise in global temperatures. Its widespread use however also encompasses the courses of this rise in temperatures and the effects thereof. More importantly, it is synonymous with the role of human beings’ activity in contributing to these rises. Carbon emissions from planes, cars and industrial plants rise up into the atmosphere and create a blanket of heavy air that traps heat that radiates onto the earth’s surface. By not letting heat escape, over time the globe becomes warmer. This has a direct effect on the flow of ocean currents, directly responsible for weather patterns. It also causes the melting of polar ice, which besides also affecting climate, also causes the sea levels to rise. (Guggenheim D & Gore Albert, 2006). Effects of Global Warming Some critics are skeptical of the whole notion of global warming. Despite this criticism, it has grabbed the attention of masses, and they are increasingly examining its effects. The following is a brief insight; Agriculture is fundamental to life, as it is the source of food. Without food, human beings are at risk of extinction, and conflicts are bound to arise. Yet global warming is threatening agriculture. Due to climate change, the environments where bees and other creatures vital to pollination are used to dwelling in are no longer suitable, and the bees are disappearing in droves. More than that, rainfall and sunshine patterns are changing, rendering farmlands unsuitable for the crops that are used to growing there normally. The combined effect is that agricultural yields are negatively affected, and there arises a shortage in overall supply of food worldwide. In early 2008, with the human race hungrier, food prices rose to their highest levels ever, and inflation in many countries became unprecedented. This trend came to a head at the beginning of 2008, with riots and revolts in numerous countries. In the Philippines, soldiers were deployed to guard food crop farms from being raided. Haitians on their part overthrew their government in protest over untenable food costs. It is also here that people were reduced to eating mud, if only to fill up their stomachs. Similar scenarios were reported in Sierra Leone, Nigeria, and a good number of Asian emerging economies. Global warming is not the only factor in bringing about food shortage, but it does play a major role, and has come to the attention of masses around the globe that are willing to act to mitigate the negative effects (Auken, 2008). Another set of negative effect that has been tied to global warming are the now prevalent natural disasters pounding various parts of the world. Hurricanes that have brought devastation to New Orleans, Mexico and more recently Jamaica over the past few seasons have been the worst in recorded history. They have been attributed to rises in sea level resulting from glacial melts owing to global warming. They have brought unprecedented destruction, forcing many coastal cities to adopt new strategies to combat such events. Billions of dollars are now being invested in disaster prevention, and are resulting in an increase in taxation. Similar amounts are being invested in reconstruction efforts to restore damaged infrastructure. Housing models are being radically changed, with cheaper housing being favored to cut losses in case of any eventualities. Prevalent Solutions Such tools as carbon footprints and green qualifications are now being employed to influence the conduct of the common person to contribute toward reducing their personal negative impact on the globe; consumers in Europe and America are increasingly becoming conscious to purchase food with minimal carbon footprints for example. Carbon footprints refer to the amount of carbon dioxide emitted during the process of developing a product from scratch to the point where it gets to the consumer. In effect, products which use plenty of machinery to produce and have to be transported by heavily fuel reliant means such as planes and trucks have much higher carbon footprints than those that are produced using minimal fossil energy and are close to the market. Labels indicating the carbon footprint are put on products by organizations who take the initiative, in a bid to persuade consumers to buy the least destructive products. And the method seems to be working. In Europe especially, consumers are increasingly cutting on their contributions environmental degradation and products with high carbon footprints and finding increasingly limited market. Closely related is the issue of organic foods. These are gaining preference for the reason that they are produced using only natural material, rather than chemicals that are hazardous to human beings and detrimental to the environment. The level to which a product is free of chemical toxicity is referred to as its organic rating, just like carbon footprints are used to depict the level of carbon emissions of a product. Publications and other forms of media are used by proactive organizations to sensitize the public on which products are environmentally friendly, and these do have a major influence on consumer choices. The result is that farmers serving the European markets are using increasingly less machinery and chemicals, thereby reducing the emissions and chemical pollution of the agricultural industry to the environment. Manufacturers also have to adapt to a new way of production- with their carbon footprints being closely monitored, they are increasingly adjusting their production processes to get favorable ratings (Organic Trade Association, 2008). My Solution Proposal In the fight against global warming, I believe efforts should now be geared toward experiments on entirely new lifestyles and forms of organization, with successful experiments being replicated across the globe. In my case, I propose an experiment with a new eco city, preferably in an arid area, at a waterfront (e. g. a lake) for sustainability of life. This will kill quite a few birds with one stone, as the problems of food insecurity, unsustainable energy and wasted land would all be addressed. Implementation In designing such an urban development, cutting edge technology and radical thinking are required at every step of the way. Ecological urban planning concepts are necessary to take advantage of the lake breeze, which can be harnessed for wind energy to cater for a significant part of the new city’s energy requirements. The city plan should also allow for the breeze to penetrate the streets and residential areas rather than block it. When this is done, ecological architecture can be employed in designing self-cooling buildings, which have the advantage of not only saving on air conditioning. This is desirable because it both saves on energy and preserves the environment, seeing as most air conditioners are environmentally harmful. The urban plan also needs to take care of existing ecosystems – if there are any streams, trees or wildlife habitations, the city and building designs should be made around them. Buildings will need to be fitted with solar panels to take advantage of the abundant sun in arid lands, thus further adding to the energy supply provided by wind. Wherever possible, buildings should have green roofing. This is where gardens are made on top of roofs for purposes of food, beautification and more. This will have a number of advantages; food will be more abundant, a cool microclimate will be created (further reducing the need for air conditioning), and the carbon footprint will be drastically reduced or eliminated. The buildings can also be constructed with double walls using recycled material (for sustainability). Double walls have the effect of keeping temperatures low when it’s hot outside and warm when it’s cold outside. Stretches of idle land just outside the city can be used to plant ecologically friendly biofuel crops such as Jatropha Carcus, which is drought-resistant, to complete whatever energy requirements that may remain. Being at the lakefront, clean water for most chores might prove a challenge to get, thus the need to preserve and recycle whatever water can be harnessed. One of the ways to do this is by use of a Sewerage Treatment Plant (STP), which filters sewerage to produce water for irrigation and gas for cooking. This way, other clean sources of water can be less burdened. Energy needs will also be met. Gardens and parks should be organic to reduce the amount of fertilizer and chemical pesticides necessary to maintain them. Sustaining the Gains All the outlined gains of an eco-city would be to naught if the residents do not sustain them. Residents should be encouraged to carpool when going to work, or better still to cycle to work to minimize the carbon footprint. As much as possible, recycled material should be used and other material should be recycled. The use of plastic bags should be banned, instead encouraging the use of bio-degradable baskets. For lighting, energy-saving fluorescent bulbs and tubes should be used. Each home should have a garden in its compound, with at least a tree or two. The gardens, for domestic food consumption, should be grown organically. The beach area should be kept clean, with no littering or dumping of chemicals or effluent into the lake. This will help preserve marine life and overall aesthetic beauty. If such a city can be constructed, myriad gains will have been made; Positive Environmental Impact The immediate impact of all the new vegetation – the green roofs, home gardens, biofuel crops, etc – would be the creation of a cool microclimate in the developed area. Being in front of a lake, the arid land as it currently is cannot benefit because all the moisture being brought in by the breeze either evaporates or travels long distances inland, benefiting other areas with vegetation. With the new vegetation however, the moisture would be trapped, and as the plants perspire, vapor would rise into the local sky, thereby creating rain at that local level. The overall reduced heat levels would also slow down evaporation rates, ensuring that the soil remains moist, helped also by the increased rain. Naturally, more rain is bound to increase vegetation cover, further enhancing the value of the land and creating a positive cycle. Positive Impact on Soil As the vegetation grows and dies, the soil would be enriched organically as the foliage decomposes, increasing its productivity. This happens when the decomposed foliage turns into humus, and mixes with the local sand. This has the effect of bonding the soil together while creating an acceptable level of drainage and porosity within it. If the soil is further enriched with the waste products of the STP process, the overall composition of the soil will become highly favorable to agriculture. It would also be conducive for worms and other soil organisms to grow, which in turn further enrich the soil with vital nutrients. Positive Economic Impact Another area of profound impact will be economic; from the time of construction right through to the establishment of offices and residences, employment opportunities will abound for both locals and immigrants. The eco-friendliness of the area will also attract investment – a lot of which these days is conscientious – thus spurring growth. Being at the lakefront, the city is also highly likely to attract considerable international tourism as tourists seek clean and new areas to escape from winter or simply to unwind. At the same time, the marine fishing industry is bound to experience a boost from the clean fishing areas, with ready market locally provided by residents within the new city. They may even be able to export, depending on other factors. At the domestic level, people will be able to grow food and reduce their household budget. They may even be able to sell some of it and generate income – the city can be a net exporter of food. Conclusion Global warming has blessed the world with a lot to ponder upon. With effects ranging from food shortage to natural catastrophes, mitigation should not be a question of whether, but how and when. Coupled with this is the need for newer energy sources, to reduce the globe’s dependency on fossil fuels. With concerted efforts and due diligence, the problems that these two factors portend can be contained to an extent. I propose an experiment with an eco city built on a waterfront as a means of studying how human beings can adopt a top down approach to addressing these pressing issues. I believe the gains to be made will not just be environmental but economic as well. Works Cited Associated press, June 20th 2007, Fossil fuels Tycoon plans largest wind farm- green machines- MSNBC. com, Retrieved 12th Feb 2009. , http://www. msnbc. msn. com/id/19231397 Auken, B. V, 15th April 2008, Amid mounting food crisis, governments fear revolution of the hungry, Retrieved 11th Sep, 2008, http://www. wsws. org/articles/2008/apr2008/food-a15. shtml The British Council (no date). Effects of Global Warming: Social Impact-Climate Change. Retrieved 12th Feb 2009. http://www. britishcouncil. org/climatechange-fact-sheets-global-warming-social-impact. htm Green Africa Foundation, 2008, Retrieved 12th Feb 2009, http://greenafricafoundation. org Guggenheim D, Gore Albert, 2006. An Inconvenient Truth (Film) Organic Trade Association (2008). NOSB Definition of Organic. Retrieved 12th Feb 2009. http://www. ota. com/standards/nosb/definition. html United States Environmental Protection Agency, Heat Island Effect. Retrieved 12th Feb 2009. http://www. epa. gov/heatisland/

Attentional Spotlights Essay Example | Topics and Well Written Essays - 1000 words

Attentional Spotlights - Essay Example In the study conducted by Vargha-Khadem and his associates in 2005, they have concluded that the ability to focus, organize and correlate information is important in the development of the communication and social skills that eventually set our species apart from other primates. These evolutionary developments include molecular neurological activities related to visual attention that has streamlined the brain into the identified activity centers (Mangun, 1995). According to Tong (2004), the "longstanding notion that spatial attention cannot be divided stems from the assumptions of early philosophers, such as Descartes, that consciousness itself is unitary and indivisible" is being challenged by neuroimages chronicling the neural activities that occur in the brain's retinotopic visual areas (p. 524). An important element in these changing perspectives is the technology that is becoming available for researches. There has been progression inclination towards the existence of multiple attention points in recent years. There has been evidence that attention spotlights are active concurrently at various areas of the brain given a common stimuli (Mller et al, 2003). At the same time, there are some researches that also point out that these concurrent activities many not necessarily be attention spotlights but rather are independent and unrelated cognitive neural activity (LaBerge et al, 1997). There is significant divergence in the consensus regarding the function of selective visual attention in attentional spotlight. Opinions mainly diverge on the prevalence, degree and significance of attentional spotlight. However, there is a universal realization that existing technologies and knowledge needs is still not enough to be deterministic. Current studies indicate that selective visual attention affords for flexibility and efficiency to facilitate between high level process and low sensory information. The role of spotlight serves as an accelerator of the highlighted information or stimulus (Spratling and Johnson, 2004). In the process of spotlighting, information is illuminated by the attention spotlight which has then the effect of streamlining perscotion of the said elements. However, when spatial shifting takes place, the spotlight turns off to be able to focus anew. This means that in the process of going thorugh spotlight A to spotlight B, the current consensus is that attentional spotlight does not exist. Concept Appraisal Understanding selective attention in the process of visual perception requires the recognition of the different attention mechanisms that are involved in the identification of a stimulus versus those that are involved after the process of perception (Vecera & Rizzo, 2003). Modern cognitive neuroscience experts in particular are emphasizing the need to further understand the components of selective visual attention to an attentional spotlight considering neuroanatomy and timing (Hopf et al, 2000). This is in view of its significance not only in the process of p[perception but also in the development of language and speech skills that in humans has been identified to depend significantly on the said factors (Vargha-Khadem et al, 2005). According to Chris Chatam (2006), "The spotlight metaphor of attention accords with our subjective experience: as

Critically discuss the extent to which the defence of loss of control Essay

Critically discuss the extent to which the defence of loss of control in the Coroners and Justice Act 2009 compares to the defence of provocation - Essay Example 2 This was supplanted by the defence of loss of control that had been induced by a triggering event, under the Coroners and Justice Act 2009. 3 The principal changes effected by the new act are; absence of a requirement for the loss of control to be abrupt; exclusion of sexual infidelity as a qualifying trigger; requiring a qualifying trigger to pertain to fear of violence from the deceased or to things said or done. 4 With regard to triggers that are based on things said or done, the requirements are that the extenuating circumstances should be very grave in character, and these circumstances should have justifiably made the defendant believe that he been wronged. In the event of such fear having been incited by the defendant, then it is to be ignored. 5 The Coroners and Justice Act 2009 specifies that loss of control has to be on the basis of one of the qualifying triggers, if the defence is to be successful. These are loss of self – control that can be attributed to a fear of serious violence, as provided under section 55(3); or on account of circumstances of an extremely serious nature, which result in a justifiable sense of having been wronged. The latter qualifying trigger has been provided under section 55(4)(a) and 55(4)(b) of the Act. 6 The difficulty associated with the provisions of this Act is that a defence wherein the defendant has probably acted out of danger is placed in the same category as a defence attributed to fear. However, there is some improvement, as the law has now come to recognise that loss of self – control can be occasioned by emotions other than rage.7 This is of great benefit to battered women who kill or grievously injure their tormentor. Under the provisions of the Homicide Act 1957, the defendant should have experienced a loss of self – control. The 2009 Act has clarified that loss of self – control was not required to be spontaneous. However, the presence of the

Maksim Litvinov And Soviet Foreign Policy During The 1930s Essay

Maksim Litvinov And Soviet Foreign Policy During The 1930s - Essay Example When the party separated into two factions, he joined the Bolsheviks faction and formed a strong bond with several party members; one of these was Joseph Stalin (Roberts, 1953). Subsequently, Litvinov spent the next fifteen years journeyed west Europe on varying tasks to instill and strengthen the Bolshevik ideology. He adopted many guises and aliases to help him steer clear of the police. Among his errands were smuggling guns to aid revolutionaries in Russia. He was arrested in Paris in 1907 after a bank heist masterminded by Stalin. Though many of his attempts to help the cause were unsuccessful, hid unwavering and constant labors made him a hero in the eyes of his comrades (Roberts, 1953). After the 1917 Bolshevik Revolution concluded, Litvinov campaigned the cause in Britain but was expulsed because of the British discontent over the treatment of compatriot Bruce Lockhart in Moscow. In addition, he was also evicted from Britain because of his pacifist beliefs. After returning to Moscow, he was given the position of Commissariat of Foreign Affairs. He handled many significant and high-profile assignments for his government, notably bringing the Soviet-Estonian clashes to a standstill and initiating talks with the President of the United States, Woodrow Wilson (Roberts, 1953). Four years after his assignation, he was promoted to deputy commissar of foreign affairs in 1921, under the eye of Georgi ChicherinLitvinov's relationship with Chicherin were turbulent, as they both held opposing views on policies, as well as having contrasting and strong personalities. In spite of this, Litvinov's career as a diplomat flourished under Chicherin, whom he served for almost a decade. In 1928, he initiated proposals focusing on total disarmament, instead of following standard formulas or ratios favored by the USSR. He later became the commissar when his superior, Chicherin, was forced to retire due to ill health (Roberts, 1953). CAREER HIGHLIGHTS AND ACHIEVEMENTS In many standards and principles, Litvinov deserved his place in Soviet history because of the degree of successes he garnered in the name of his country which also played and have a huge impact on other nations. When Hitler ascended to power through the powerhouse generated by his Nazi Party, Litvinov immediately recognized the significance of this event (Dunn, 1988). In 1933, he spoke of a need to change the direction of Soviet foreign policy to counteract the influence of Nazi Germany under Hitler. He managed these changes through the establishment of diplomatic contact with the United States and other Western powers. He was also instrumental in the institutionalization of the League of Nations, the predecessor of the United Nations. His conviction in resisting and containing fascism was well-known. In addition, his name was etched in the global spheres when he became the proponent of collective security (Dunn, 1988). TRADE AGREEMENTS FOR SOVIET FOREIGN POLICY AND GOVERNMENT RECOGNITION When Stalin came into power, he restructured USSR's policies towards foreign trade in order to abolish and curtail free and private trade practices. In anticipation of the irregular and what he deemed disruptive market forces that come with foreign trade, Stalin placed all activity and policies on foreign trade under state control. In addition, Stalin created monopolies on particular goods, with

Collage of pharmacy admission essay Example | Topics and Well Written Essays - 500 words

Collage of pharmacy admission - Essay Example Pharmacology is one subject where I will not only be able to continue my interest in the subject of chemistry, but also at the end of my studies, have a promising career. This course in pharmacy will enable me to fly high and make my dreams come true. The reason I have chosen a degree in this subject is because of the wide range of opportunities that it provides. My focus in not just to complete the course in pharmacy, but also to go for higher studies in this field. Today, pharmacists’ skills are in high demand all over the world. Pharmacists are considered as expert health professionals and many doors of opportunity open to a career that offers security, flexibility, satisfaction and excellent rewards. In fact, it can be said that without a pharmacy sector, the health care is incomplete. It is a well known fact that pharmacists work in all kinds of places and work very closely with the hospitals, doctors and other health care professionals. Having a strong foundation in chemistry, my immediate goal is to get an admission in the pharmacy school and long term professional goal is to pursue my research interest by getting a doctor of pharmacy degree. I am sure to complete my degree in flying colors and by the time I finish my doctorate in pharmacy, I am sure to have a variety of opportunities which will help me achieve financial security. As of now, I will be able to devote all of my attention to the sole subject of my interest: chemistry and pharmacology. I have a positive mental attitude and I am confident that I will be able to complete with high scores in pharmacy. My positive motivation, sincerity, insightful, will all add to my success. I knew early on in my studies that this was a subject that I could excel in due to my natural inclination towards the sciences. I believe that my educational background and abilities would be an excellent base for my future studies. I am aware that this university is looking for students who have good

Renaissance Art Categories Essay Example | Topics and Well Written Essays - 500 words

Renaissance Art Categories - Essay Example Commonly known as early renaissance art, fifteenth-century Italian Art was known for its artistic unsuitable behavior in the republic of Florence between 1417 and 1494. The majority of the art developed during this period originated from Florence due to several aspects that art from this period grasped. Italian art dominated this scene, with a variety of rivalries occurring amongst Christian leaders, regarding the arts to be depicted in religious architecture. According to Stokstad and Cothren, the rivalries amongst religious leaders over the arts also contributed o the definition of the art trends and pieces themselves. The rivalries that were experienced include contending popes, Florence and aggressive neighbors, humanitarians and devout religion followers and entertainers. 3. Sixteenth-century Italian Art Art from Italy during the 1500’s is further categorized into the high Renaissance and late Renaissance. High Renaissance was comparatively short and was dominated by artists such as Leonardo, Michelangelo, and Raphael. Late Renaissance comprised of art composed from an estimated period of 1527 to 1600. Art made from this era has been highly referred to artists who used mannerism. Mannerism is the artistic technique employed and educated at an art academic facility called mannerism as well. High Renaissance was looked up as high because art from this era stood for culmination. Timid artistic journeying of Proto-renaissance blossomed in the course of Sixteenth-century Italian Art.

Management research SPSS data analysis Essay Example | Topics and Well Written Essays - 2500 words

Management research SPSS data analysis - Essay Example The results show that the satisfaction mean is higher than the commitment mean as shown in table 1. This means that on average employees of SCP are more satisfied than committed. Results on reliability of items in each scale show that items in both satisfaction and commitment are highly reliable (Alpha=0.953 & 0.965) respectively. Table 1: Summary statistics for satisfaction and commitment Mean Standard deviation Cronbach's Alpha N of Items Satisfaction 43.276 13.231 0.953 10 Commitment 37.287 13.239 0.965 10 Examining the distribution of initial output Table 2, presents summary results of initial output and it can be noted that the average initial output is 2207.632 units per month with a very high variability. Figure 1 show the distribution of initial output and it looks approximately normal with one possible extreme value. A formal test for normality presented in table 3 show that the distribution of initial output is significantly normal (p-value=0.222). Table 2: Summary statisti cs of initial output Initial output Value Mean 2207.632 Median 2195 Mode 1925.00(a) Std. Deviation 280.7786 Skewness 0.253 Std. Error of Skewness 0.247 Kurtosis -0.09 Std. Error of Kurtosis 0.49 a Multiple modes exist, the smallest value is shown Figure 1: Distribution of initial output Table 3: Test for normality of initial output Tests of Normality                Kolmogorov-Smirnov(a) Shapiro-Wilk    Statistic df Sig. Statistic df Sig. Initial output 0.052 95 .200 0.991 95 0.743 Possibility of outlying observation was checked and table 4 presents the five extreme z scores for initial output. None of the Z score is larger than 3.29 in absolute values so we can say that there are no outlying initial output values. However there is a Z score of 3.07 which might be of no harm to check the original dataset to confirm the true value (Field, 2009, p. 74). Table 4: Cases of extreme z scores for initial output Extreme Values          Case Number Value Z-score(initial outp ut) Highest 1 58 3.07135 2 74 1.89604 3 98 1.86043 4 7 1.75358 5 61 1.68235 Lowest 1 3 -2.1819 2 85 -1.91479 3 55 -1.91479 4 37 -1.59425       5 89 -1.52302 A one-sample t-test was conducted to examine if â€Å"initial output† significantly differs from the national average of 2300 units per month. The result was very significant (p-value=0.002) implying that the average initial output at SCP is significantly lower than the national average of 2300. Table 5: One sample T test One-Sample Test                Test Value = 2300 t df Sig. (2-tailed) Mean Difference 95% Confidence Interval of the Difference Lower Upper Initial output -3.206 94 0.002 -92.3684 -149.566 -35.1709 Examining the distribution of final output The average final output was 2308.177 which is higher than the average for initial outcome presented in table 1. There is also high variability around this estimate. The distribution of final output as presented in figure 2 seems normal with two possible outlying observations. Z scores were used to assess outlying observations and the results show that there is one outlier (Z score=3.36675). Since I was unable to check if this outlier was as a result of data entry, I assumed it was not and it was replaced by the next highest score plus one. Table 6: Summary statistics for final output Final output Value Mean 2308.177 Median 2320 Mode 2120 Std.

(just doin harvard referencing and contents page) Essay

(just doin harvard referencing and contents page) - Essay Example Viewed on February 26, 2014. Buttler, s 2014, â€Å"Shopping by smartphone and tablet in UK increases by 18%,†Viewed on February 26, 2014. Centre for Retail Research n.d, â€Å"Retail in 2018 - Shop numbers, Online and the High Street: A GUIDE TO RETAILING IN 2018 BY THE CENTRE FOR RETAIL RESEARCH,† Gauri, DK, Bhatnagar, A & Rao, R 2008, â€Å"Role of Word of Mouth in Online Store Loyalty: Comparing online store ratings with other e-store loyalty factors,† COMMUNICATIONS OF THE ACM, vol. 51, no. 3, pp.89-91. Hall, J 2012, â€Å"Britons are biggest online shoppers in developed world,† Viewed on February 26, 2014. Li, N. & Zhang, P. 2002, â€Å"CONSUMER ONLINE SHOPPING ATTITUDES AND BEHAVIOR: AN ASSESSMENT OF RESEARCH.† Viewed on February 26, 2014. Lim, HC, Chung, JJ & Pedersen, PM 2012, â€Å"Effects of electronic word-of-mouth messages,† SMIJ, vol. 8, no. 1, pp. 56-75. Viewed on February 26, 2014. Lomas, 2013, â€Å"IDC: Tablet Sales Grew 78.4% YoY In 2012 — Expected To Pass Desktop Sales In 2013, Portable PCs In 2014,† Viewed on February 26, 2014. Machado, AT 2015, â€Å"DRIVERS OF SHOPPING ONLINE: A LITERATUREREVIEW,† IADIS International

Math Practice Lab Essay Example for Free

Math Practice Lab Essay Math Practice Lab Pre-Lab Questions: 1. The rules concerning handling significant figures are as follows: When dividing/multiplying The answer has no more significant digits than the number with the fewest significant digits (the least precise figure). Round off after calculations have been performed. When adding/subtracting Answer has no more places than the addend, minuend, or subtrahend with the fewest number of decimal places. Significant figures are irrelevant when adding/subtracting (least number of decimal places rule). 2. The concepts for using scientific notation is to allow the student a form to asses the order of magnitude and to visually decrease the zeros. It allows the student to compare very large or very small numbers and to better understand those numbers. Scientific notation also tells us about significant figures. An example of scientific notation would be the age of the earth. Example: The approximate age of the earth is 4,600,000,000 years old. Using scientific notation this number would look like 4.6 * 10^9. Scientific notation is shorter and easier to read than 4,600,000,000. 3. The rules for handling scientific notation are as follows: If the co-efficient is greater than one the exponent will be positive. If the co-efficient is less than one the exponent will be negative. The base must be 10. The exponent must show the number of decimal places that the decimal needs to be moved to change the number to standard notation. Trailing zeros are significant . Leading zeros are not significant. The decimal place in the beginning goes after the first non zero digit. Example: Convert 60,300,000 to scientific notation Coefficient is greater than one. Decimal place goes after the first non zero number. Note that 6.03 is greater than one. The base must be 10. Therefore, 6.03 * 10 Exponent must show the number of decimal places. 6.03 * 10^7 Purpose: Math Practice Lab is meant to give the basic chemistry student an opportunity to become familiar with necessary math skills that are commonly used in science. These abilities include the chance to demonstrate the use of scientific notation, algebra, density calculations and the use of conversion formulas. Procedure and Data Sheets: Before coming to lab read the practice lab in advance. Complete any assignments that are due before the beginning of the math lab. Familiarize your self with the most common tables used in chemistry such as, the Base SI units, Derived SI units and with the Greek Prefixes used with SI units. Knowledge of formulas such that of density, mass and volume are recommended. Being able to use conversion factors are of great importance to succeeding in chemistry. When using the unit factor method for solving problems make sure to not skip steps. When answering questions make sure your calculation is correct and express the answer using the correct scientific notation and significant figures. When using units make sure to follow with the accurate abbreviations. Make sure to follow the rules when working problems that involve algebra. Make sure that you bring your calculator, plenty of paper and pens to the math practice lab. Base SI Units Used in Chemistry ï ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼ Derived SI Units ï ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼ Greek Prefixes Used with SI Units ï ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼ Commonly Used Formulas ï ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼ Conversion Factors ( not all conversion factors are included) ï ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼ Observations: Precision and Accuracy are highly important when coming up with a measured value. Precision is the closeness of a series of measurements to one another. Accuracy is the measure of correctness. The closeness of a measured result to the true value. Uncertainty is indicated by the number of digits in a measurement. Retaining the least uncertainty is priority. Rules for determining the number of significant figures are: All non zero digits are significant. Zeros between zero digits are significant. Leading zeros are never significant. Trailing zeros after a decimal point are significant. Trailing zeros before a decimal place may or may not be significant. When dividing/multiplying The answer has no more significant digits than the number with the fewest significant digits (the least precise figure). Round off after calculations have been performed. When adding/subtracting Answer has no more places than the addend, minuend, or subtrahend with the fewest number of decimal places. Significant figures are irrelevant when adding/subtracting (least number of decimal places rule). 4. Scientific notation is used to help visualize the order of magnitude and to visually decrease the zeros. This method is used to compare very large numbers and very small numbers. Scientific notation also tells us about significant numbers. There are several rules for using scientific notation: If the co-efficient is greater than one the exponent will be positive. If the co-efficient is less than one the exponent will be negative. The base must be 10. The exponent must show the number of decimal places that the decimal needs to be moved to change the number to standard notation. Trailing zeros are significant . Leading zeros are not significant. The decimal place in the beginning goes after the first non zero digit. 5. Problems involving algebra should be solved by following certain rules: What you do to one side should also be done to the other side. This allows for easier rearrangement of terms. Rewriting problems so that variables and coefficients are not lost in the transition of doing calculations. This allows the student to be able to follow a lot easier. 6. When using the Unit Factor Method it is very important to make sure to not skip any steps. Use all the necessary units so that all the units that are needed cancel each other out. Leaving you with the only unit or units needed to convert to your answer. Not using the adequate units or formulas will result in the wrong answers and could risk the precision and accuracy of the results. Lab Questions: Refer to the Lab Paq (Math Practice Lab Pages 23-29) Conclusion: The use of Scientific Notation, and the importance of algebra, zeros and significant figures are all math skills that are important in helping a chemistry student understand many aspects of science. Grasping these skills are important because it allows the student to visualize the magnitude of what is being calculated in a much smaller or larger perspective. The use of significant figures gives us the least uncertainty possible, therefore resulting in precise or accurate values. This is important when it comes to working in different areas of science because the answers to calculations could mean the difference between life and death. Let us consider a patient at a hospital who is in a lot of pain. The patient requires an injection of 0.16 grain (not 16 grain) of a pain killer that is only available as a 15 mg/mL solution. How many cc’s should be administered to the patient? Considering you are the nurse that is caring for this person it is important that you know how to convert grains into mg/mL. The first thing to do would be to gather the conversion factors needed. 1 grain = 64.8 mg and 1cc = 1 cm^3 = 1 mL. The problem would look like: 0.16 grain * 64.8 mg/ grain * 1 mL/15 mg *1 cm^3/1mL * 1cc/1cm^3 = 0.6912 cc The units will cancel out until the desired unit in this case cc’s is reached. In this case it is important to apply the rules for significant figures. There are two significant  figures in 0.16 grain. In science it is important to apply the rules for significant figures even though we do not apply these rules when working in a math class. Abiding by these rules will give the least uncertainty possible resulting in a precise measurement. The patient will be administered 0.69 cc’s of the pain killer. Physical quantity Name of Unit Abbreviation Length Meter m Mass Kilogram kg Time Second s Temperature Kelvin K Amount of substance Mole mol Physical quantity Name of Unit Abbreviation Volume Cubic meter m^3 Pressure Pascal Pa Energy Joule J Electrical charge Coulomb C Greek prefix Meaning Pico-(p) One-trillionth (10^-12) Nano-(n) One-billionth (10^-9) Micro-(mc) One -millionth (10^-6) Milli-(m) One-thousandth (.001) Centi-( c ) One-hundredth (.01) Deci- (d) One-tenth (.1) Kilo-(k) One-thousandth (1000) Mega-(M) One million (10^6) Giga- (G) One billion (10^9) Density = Mass/Volume Mass = Density * Volume Degree Fahrenheit = 32+9/5 ( Degree Celsius) Degree Celsius = 5/9(Degree Fahrenheit 32) Kelvin = Degree Celsius + 273.15 Length 1 km = 0.62137 mi 1 mi = 5280 ft = 1.6093 km 1 m = 3.28 ft = 39.37 in. =1.0936 yd 1 in = 2.54 cm (exactly) 1 cm = 0.39370 in Mass/Weight 1 kg = 1000 g = 2.2046 lb 1 lb = 16 oz = 453.6 g 1 ton = 2000 lb Volume 1 L = 0.264 gal 1 gal = 4 qt = 3.7854 L 1 cm^3 = 1 mL 33.81 oz = 1 L Energy 1 J = 0.23901 cal 1 cal = 4.184 Joule (J)

Impact of Employee Remuneration on Productivity

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