Movie review jobs

The movie I choose to write my review on is not one of my all-time favorites movies but the person who the movie is based on has been huge interest to me since I heard his story. The movie is titled â€Å"Jobs†; it is based on the true story of Steve Jobs, one most innovating men in 21st century. The movie is a series of events in Stave's life that started from when is Just dropping out of college to when he is a success business man. In the movie you can expect his struggle of trying to build a innovative technology company during the time of early technology boom.One of my favorite things about the movie â€Å"Jobs† is how inspiring it is. How despite all the negative people and things he still finds a way to focus on his dream or goal. One of my quotes form the movie â€Å"here's to the crazy ones the misfits the rebels the trouble makers the round pegs in the square holes the people that are crazy enough to think they can change the world are the one who do† Steve Jobs. The quote is taken from one of my favorite scenes towards the end of the movie when he starting to realize why is doing things. If I had to give an award to the best actor In this film â€Å"Job† It would have to go toGaston Catcher. Gaston played the role of main character Steve Jobs, Gaston was able absorb many of Steve mannerisms such as the way Steve spoke with his hands to the way he walked. Something I was surprised to see from Gaston was how he played the part with so much emotion ad passion. You cannot forget the great acting by the support role Josh Gad. Josh did a great Job In playing a funny type role In the beginning and then towards the end a very serious and passionate role. I also have to give a round of applause to the director In picking the actors.At the end when the reedit were rolling they had picture of the actor and the actual people they played and they all looked Identical. There wasn't much I didn't Like about the movie. One thing that did stand out was that the movie was cut short. As fan of Steve Jobs I'm Interested to see how the story continues. Growing up In the time when he was around I know that there was much more of the his story to tell. I have a feeling they left off were they did for a second film. (Which Is a shame). The movie â€Å"Jobs† Is full of passion, hope, selfishness, love and Innovation.I think his Is a movie that everyone should watch but who I think would enjoy the movie most would be anyone Interested In technology, college student or Interested In learning about a man who changed the world. Even with the movie being cut short I still found that this movie was an Inspiration to me. If I had to give an award to the best actor in this film â€Å"Job† it would have to go to support role Josh Gad. Josh did a great Job in playing a funny type role in the to give a round of applause to the director in picking the actors. At the end when the and they all looked identical.There wasn't much I didn't like about the movie. One thing that did stand out was that the movie was cut short. As fan of Steve Jobs I'm interested to see how the story continues. Growing up in the time when he was around I know that there was much film. (Which is a shame). The movie â€Å"Jobs† is full of passion, hope, selfishness, love and innovation. I think this is a movie that everyone should watch but who I think would enjoy the movie most would be anyone interested in technology, college student or interested in still found that this movie was an inspiration to me.

Primary and Secondary Data Essay

1. PRIMARY ANDSECONDARY DATA We explore the availability and use of data (primary and secondary) in the field of business research.Specifically, we examine an international sample of doctoral dissertations since 1998, categorizingresearch topics, data collection, and availability of data. Findings suggest that use of only primarydata pervades the discipline, despite strong methodological reasons to augment with secondary data. INTRODUCTION Data can be defined as the quantitative or qualitative values of a variable. Data is plural of datum which literally means to give or something given. Data is thought to be the lowest unit of information from which other measurements and analysis can be done. Data can be numbers, images, words, figures, facts or ideas. Data in itself cannot be understood and to get information from the data one must interpret it into meaningful information. There are various methods of interpreting data. Data sources are broadly classified into primary and secondary data.Knowing how the data was collected allows critics of a study to search for bias in how it wasconducted. A good study will welcome such scrutiny. Each type has its own weaknesses andstrengths. Primary Data is gathered by people who can focus directly on the purpose in mind.This helps ensure that questions are meaningful to the purpose but can introduce bias in thosesame questions. Secondary data doesnt have the privilege of this focus but is only susceptibleto bias introduced in the choice of what data to reuse. Stated another way, those who gatherPrimary Data get to write the questions. Those who gather secondary data get to pick thequestions. IMPORTANCE OF DATA AND DATA COLLECTION Data is one of the most important and vital aspect of any research studies. Researchers conducted in different fields of study can be different in methodology but every research is based on data which is analyzed and interpreted to get information. Data is the basic unit in statistical studies. Statistical information like census, population variables, health statistics, and road accidents records are all developed from data .Data is important in computer science. Numbers, images and figures in computer are all data . DATA COLLECTION TECHNIQUES There are two sources of data collection techniques. Primary and Secondary data collection techniques, Primary data collection uses surveys, experiments or direct observations .Secondary data collection may be conducted by collecting information from a diverse source of documents or electronically stored information, census and market studies are examples of a common sources of secondary data. This is also referred to as â€Å"data mining.† PRIMARY DATA Primary data means original data that has been collected specially for the purpose in mind. It means someone collected the data from the original source first hand. Data collected this way is called primary data .Primary data has not been published yet and is more reliable, authentic and objective .Primary data has not been changed or altered by human beings; therefore its validity is greater than secondary data.The people who gather primary data may be an authorized organization, investigator, enumerator or they may be just someone with a clipboard. These people are acting as a witness so primary data is only considered as reliable as the people who gathered it. IMPORTANCE OF PRIMARY DATA Importance of Primary data cannot be neglected. A research can be conducted withoutsecondary data but a research based on only secondary data is least reliable and may havebiases because secondary data has already been manipulated by human beings. In statisticalsurveys it is necessary to get information from primary sources and work on primary data: forexample, the statistical records of female population in a country cannot be based onnewspaper, magazine and other printed sources. One such sourceis old and secondly theycontain limited information as well as they can be misleading and biased. Validity Validity is one of the major concerns in a research. Validity is the quality of a research thatmakes it trustworthy and scientific. Validity is the use of scientific methods in research tomake it logical and acceptable.Using primary data in research can improves the validity of research. First-hand informationobtained from a sample that is representative of the target population will yield data that willbe valid for the entire target population.AuthenticityAuthenticity is the genuineness of the research. Authenticity can be at stake if the researcherinvests personal biases or uses misleading information inthe research. Primary research tools data can become more authentic if the methods chosen to analyze and interpret data arevalid and reasonably suitable for the data type.Primary sources are more authentic because the facts have not been overdone. Primary sourcecan be less authentic if the source hides information or alters facts due to some personalreasons. There are methods that c an be employed to ensure factual yielding of data from thesource. Reliability Reliability is the certainty that the research is enough true to be trusted on. For example, if aresearch study concludes that junk food consumption does not increase the risk of cancer andheart diseases. This conclusion should have to be drawn from a sample whose size, samplingtechnique and variability is not questionable.Reliability improves with using primary data. In the similar research mentioned above if theresearcher uses experimental method and questionnaires the results will be highly reliable.On the other hand, if he relies on the data available in books and on internet he will collectinformation that does not represent the real facts. SOURCES OF PRIMARY DATA Sources for primary data are limited and at times it becomes difficult to obtain data fromprimary source because of either scarcity of population or lack of cooperation. Regardless ofany difficulty one can face in collecting primary data; it is the most authentic and reliabledata source. Following are some of the sources of primary data. Experiments Experiments require an artificial or natural setting in which to perform logical study to collectdata. Experiments are more suitable for medicine, psychological studies, nutrition and forother scientific studies. In experiments the experimenter has to keep control over theinfluence of any extraneous variable on the results.SurveySurvey is most commonly used method in social sciences, management, marketing andpsychology to some extent. Surveys can be conducted in different methods. Questionnaire is the most commonly used method in survey. Questionnaires are a list ofquestions either an open-ended or close -ended for which the respondent give answers. Questionnaire can be conducted via telephone, mail, live in a public area, or in an institute,through electronic mail or through fax and other methods. Interview is a face-to-face conversation with the respondent. It is slow, expensive, and theytake people away from their regular jobs, but they allow in-depth questioning and follow-upquestions.The interviewer can not only record the statements the interviewee speaks but he can observethe body language or non-verbal communication such as face-pulling, fidgeting, shrugging,hand gestures, sarcastic expressions that add further meaning to spoken words and otherreactions to the questions too. A problem with interviews is that people might say what they think the interviewer wants tohear; they might avoid being honestly critical in case their jobs or reputation might suffer.And the respondent deliberately hides information otherwise it is an in depth source ofinformation. So this enables the interviewer to draw conclusions easily. Observations can be done while letting the observing person know that he is being observedor without letting him know. Observations can also be made in natural settings as well as inartificially created environment.Primary data can be relied on because you know where it came from and what was done to it.Its like cooking something yourself. You know what went into it. ADVANTAGES OF PRIMARY RESEARCH Targeted Issues are addressedThe organization asking for the research has the complete control on the process and theresearch is streamlines as far as its objectives and scope is concerned. Researching companycan be asked to concentrate their efforts to find data regarding specific market rather thanconcentration on mass market.Data interpretation is betterThe collected data can be examined and interpreted by the marketers depending on theirneeds rather than relying on the interpretation made by collectors of secondary data. Efficient Spending for Information Unlike secondary research where the marketer may spend for information that is not needed,primary data collections’ focus on issues specific to the researcher improves the chances thatresearch funds will be spent efficiently. Decency of Data Usually secondary data is not so recent and it may not be specific to the place or situationmarketer is targeting. The researcher can use the irrelevant seeming information for knowingtrends or may be able to find some relation with the current scenario. Thus primary databecomes a more accurate tool since we can use data which is useful for us. Proprietary Issues Information collected by using primary research is their own and is generally not shared withothers. Thus, information can be kept hidden from competitors and potentially offer anâ€Å"information advantage† to the company that undertook the primary research. This gives anedge over competitors replying on secondary data. Addresses Specific Research Issues Carrying out their own research allows the marketing organization to address issues specificto their own situation. Primary research is designed to collect the information the marketerwants to know (Step 2) and report it in ways that benefit the marketer. For example, whileinformation reported with secondary research may not fit the marketer’s needs (e.g., differentage groupings) no such problem exists with primary research since the marketer controls theresearch design.Greater ControlNot only does primary research enable the marketer to focus on specific issues, it also enablesthe marketer to have a higher level of control over how the information is collected. In thisway the marketer can decide on such issues as size of project (e.g., how many responses),location of research (e.g., geographic area) and time frame for completing the project. DISADVANTAGES OF PRIMARY RESEARCH High Cost Compared to secondary research, primary data may be very expensive since there is a greatdeal of marketer involvement and the expense in preparing and carrying out research can behigh and has to design everything. Time Consuming To be done correctly primary data collection requires the development and execution of aresearch plan. Going from the start-point of deciding to undertake a research project to theend-point to having results is often much longer than the time it takes to acquire secondarydata, which can be collected in much lesser time duration.Inaccurate Feed-backs In case the research involves taking feedbacks from the targeted audience, there are highchances that feedback given is not correct. Feedbacks by their basic nature are usually biasedor given just for the sake of it. More number of resources is required Leaving aside cost and time, other resources like human resources and materials too are needed in larger quantity to do surveys and data collection. SECONDARY DATA Secondary data is the data that has been already collected by and readily available from othersources. When we use Statistical Method with Primary Data from another purpose for ourpurpose we refer to it as Secondary Data. It means that one purposes Primary Data is anotherpurposes Secondary Data. So that secondary data is data that is being reused. Such data arecheaper and more quickly obtainable than the primary data.These secondary data may be obtained from many sources, including literature, industrysurveys, compilations from computerized databases and information systems, andcomputerized or mathematical models of environmental processes. IMPORTANCE OF SECONDARY DATA Secondary data can be less valid but its importance is still there. Sometimes it is difficult toobtain primary data; in these cases getting information from secondary sources is easier andpossible. Sometimes primary data does not exist in such situation one has to confine theresearch on secondary data.Sometimes primary data is present but the respondents are not willing to reveal it in such casetoo secondary data can suffice: for example, if the research is on the psychology oftranssexuals first it is difficult to find out transsexuals and second they may not be willing togive information you want for your research, so you can collect data from books or otherpublished sources. SOURCES OF SECONDARY DATA Secondary data is often readily available. After the expense of electronic media and internetthe availability of secondary data has become much easier.Published Printed SourcesThere are varieties of published printed sources. Their credibility depends on many factors.For example, on the writer, publishing company and time and date when published. Newsources are preferred and old sources should be avoided as new technology and researchesbring new facts into light. Books Books are available today on any topic that you want to research. The uses of books startbefore even you have selected the topic. After selection of topics books provide insight onhow much work has already been done on the same topic and you can prepare your literaturereview. Books are secondary source but most authentic one in secondary sources. Journals/periodicals Journals and periodicals are becoming more important as far as data collection is concerned.The reason is that journals provide up-to-date information which at times books cannot andsecondly, journals can give information on the very specific topic on which you areresearching rather talking about more general topics. Magazines/Newspapers Magazines are also effective but not very reliable. Newspaper on the other hand is morereliable and in some cases the information can only be obtained from newspapers as in thecase of some political studies. Published Electronic Sources As internet is becoming more advance, fast and reachable to the masses; it has been seen thatmuch information that is not available in printed form is available on internet. In the past thecredibility of internet was questionable but today it is not. The reason is that in the pastjournals and books were seldom published on internet but today almost every journal andbook is available online. Some are free and for others you have to pay the price. E-journals: e-journals are more commonly available than printed journals.Latest journals are difficult to retrieve without subscription but if your university has an e-library you can view any journal, print it and those that are not available you can make anorder for them.General Websites; Generally websites do not contain very reliable information so theircontent should be checked for the reliability before quoting from them.Weblogs: Weblogs are also becoming common. They are actually diaries written by differentpeople. These diaries are as reliable to use as personal written diaries. Unpublished Personal Records Some unpublished data may also be useful in some cases. Diaries: Diaries are personal records and are rarely available but if you are conducting adescriptive research then they might be very useful. The Anne Franks diary is the mostfamous example of this. That diary contained the most accurate records of Nazi wars. Letters: Letters like diaries are also a rich source but should be checked for their reliabilitybefore using them. Government Records Government records are very important for marketing, management, humanities and socialscience research. Census Data/population statistics Health records Educational institutes records Public Sector Records NGOs survey data Other private companies records ADVANTAGES OF SECONDARY DATA Ease of AccessThere are many advantages to using secondary research. This includes the relative ease ofaccess to many sources of secondary data. In the past secondary data accumulation requiredmarketers to visit libraries, or wait for reports to be shipped by mail. Now with theavailability of online access, secondary research is more openly accessed. This offersconvenience and generally standardized usage methods for all sources of secondary research.Low Cost to AcquireThe use of secondary data has allowed researchers access to valuable information for little orno cost to acquire. Therefore, this information is much less expensive than if the researchershad to carry out the research themselves. Clarification of Research Question The use of secondary research may help the researcher to clarify the research question.Secondary research is often used prior to primary research to help clarify the research focus. May Answer Research Question The use of secondary data collection is often used to help align the focus of large scaleprimary research. When focusing on secondary research, the researcher may realize that theexact information they were looking to uncover is already available through secondarysources. This would effectively eliminate the need and expense to carry out their ownprimary research. May Show Difficulties in Conducting Primary Research In many cases, the originators of secondary research include details of how the informationwas collected. This may include information detailing the procedures used in data collectionand difficulties encountered in conducting the primary research. Therefore, the detaileddifficulties may persuade the researcher to decide that the potential information obtained isnot worth the potential difficulties in conducting the research. DISADVANTAGES OF SECONDARY DATA Quality of Research There are some disadvantages to using secondary research. The originators of the primaryresearch are largely self-governed and controlled by the marketer. Therefore, the secondaryresearch used must be scrutinized closely since the origins of the information may bequestionable. Moreover, the researcher needs to take sufficient steps to critically evaluate thevalidity and reliability of the information provided.Not Specific to Researcher’s NeedsIn many cases, secondary data is not presented in a form that exactly meets the researcher’sneeds. Therefore, the researcher needs to rely on secondary data that is presented andclassified in a way that is similar to their needs.Incomplete InformationIn many cases, researchers find information that appears valuable and promising. Theresearcher may not get the full version of the research to gain the full value of the study. This is because many research suppliers offer free portions of their research and then chargeexpensive fees f or their full reports. Not Timely When using secondary research, one must exercise caution when using dated informationfrom the past. With companies competing in fast changing industries, an out-of-date researchreports many have little or no relevance to the current market situation. EVALUATION OF SECONDARY DATA Because of the above mentioned disadvantages of secondary data, we will lead to evaluation of secondary data. Evaluation means the following four requirements must be satisfied:- 1. Availability- It has to be seen that the kind of data you want is available or not. If it is not available then you have to go for primary data. 2. Relevance- It should be meeting the requirements of the problem. For this we have two criterion:- a. Units of measurement should be the same. b. Concepts used must be same and currency of data should not be outdated. 3. Accuracy- In order to find how accurate the data is, the following points must be considered: – a. Specification and methodology used; b. Margin of error should be examined; c. The dependability of the source must be seen. 4. Sufficiency- Adequate data should be available.Robert W Joselyn has classified the above discussion into eight steps. These eight steps aresub classified into three categories. He has given a detailed procedure for evaluatingsecondary data. 1. Applicability of research objective. 2. Cost of acquisition. 3. Accuracy of data. CONCLUSION Primary research entails the use of immediate data in determining the survival of the market.The popular ways to collect primary data consist of surveys, interviews and focus groups,which shows that direct relationship between potential customers and the companies.Whereas secondary research is a means to reprocess and reuse collected information as anindication for betterments of the service or product.Both primary and secondary data are useful for businesses but both may differ from eachother in various aspects. In secondary data, information relates to a past period. Hence, it lacksaptness and therefore, it has unsatisfactory value. Primary data is more accommodating as itshows latest information.Secondary data is obtained from some other organization than the one instantaneouslyinterested with current research project. Secondary data was collected and analyzed by theorganization to convene the requirements of various research objectives. Primary data isaccumulated by the researcher particularly to meet up the research objective of the subsistingproject.Secondary data though old may be the only possible source of the desired data on thesubjects, which cannot have primary data at all. For example, survey reports or secret recordsalready collected by a business group can offer information that cannot be obtained fromoriginal sources.Firm in which secondary data are accumulated and delivered may not accommodate the exactneeds and particular requirements of the current research study. Many a time, alteration ormodifications to the exact needs of the investigator may not be sufficient. To that amountusefulness of secondary data will be lost. Primary data is completely tailor-made and there isno problem of adjustments.Secondary data is available effortlessly, rapidly and inexpensively. Primary data takes a lot oftime and the unit cost of such data is relatively high.Often secondary data have been pre-processed to give totals or averages and the original details are lost so you cant verify it byreplicating the methods used by the original data collectors.In short, primary data are expensive and difficult to acquire, but they are trustworthy.Secondary data are cheap and easy to collect, but must be treated with caution. REFERENCES 1. http://www.ianswer4u.com/2012/02/primary-research-advantages- and.html#ixzz2B6ioqOwT 2. http://www.worldbank.org/poverty/impact/methods/datacoll.htm 3. Bryman, A. and E. Bell: 2003, Business Research Methods (Oxford University Press, Oxford, New York). 4. Dillman, Don A. Mail and Telephone Surveys: The Total Design Method. New York, John Wiley and Sons, 1978. 5. Galpin, T. The Use of Mail Questionnaires as a Method of Data Collection. (Sept, 1987) 14 of 15

A Significant Person Essay

Significant Person Mother Teresa is one of the most admired women in the world. She dedicated every day of her adult life to caring for and loving the dying, the unwanted and the unloved. Her spirit of giving inspired many people. There were those who gave up their lives as she had to follow her and others who helped in different ways, for example, giving her the Kali Temple to be used as a home for the dying. The effect Mother Teresa had on the people she came in contact with and the world is one of the most intriguing things about her. But what was it about Mother Teresa that made people stop and listen? How did such a tiny women touch the hearts and lives of so many people? Mother Teresa’s dedication to God and the church is what I feel made her so great. Everything she did in her life was for God. One of the first instances that made me really stop for a second was Mother Teresa’s second calling. It was not the calling itself so much as how she handled herself in the following events. She was so dedicated to the church and her vows that she waited two years before she was able to be released from her vows to go off into the world to serve the poorest of the poor. She went through all the proper and necessary steps in the church to get what she believed was her calling. Mother Teresa did not leave the church for selfish reasons, nor did she just get up and leave one day. She had too much respect and devotion to the church to be able to do something like that. Mother Teresa put all her faith into God and believed that he would provide her with what she needed. All throughout her years on the streets of Calcutta, Mother Teresa never asked for money. She knew that all she needed was her faith. For me, I find that aspect of her remarkable. How someone can have so much faith that they would go out with nothing but 5 rupees amazes me. And the best part of the whole story is that God does come through and provide her with everything she needs. She called it â€Å"divine providence† because she never asked, however things like money, helpers and buildings became available to her. In her interview with Muggeridge she said, â€Å"Faith is a gift of God. Without it there would be no life. And our work, to be fruitful and to be all for God, and beautiful, has to be built on faith. † Her faith is why she always began each day with prayers, meditation and Mass. I see this as her time to be one on one with God and receive the strength she needed to serve the Lord each day. Many people go to church each week, however never truly experience God the way Mother Teresa did. She was truly able to see him in everything she did and everyone she came into contact with. While I personally would have a hard time seeing Christ in people I come into contact with, Mother Teresa did. I have never been a very religious person, but reading and learning about Mother Teresa’s life and accomplishments makes a total believer out of me that there is something greater and if we just have faith things will work out. With gods help, one small woman, in a simple white cotton sari, who did not bother with reports and theories, simply went out into the world and changed the lives of millions.

Ugly Discrimination by A.S Article Example | Topics and Well Written Essays - 250 words

Ugly Discrimination by A.S - Article Example However, the article also mentions that since unattractiveness is one of the features that can be partially controlled by people themselves; they tend to spend lots of money trying to look attractive. In my opinion, the research findings are legitimate because employers do tend to keep factors such as race, gender and appearance in mind before deciding on a suitable employee for their organizations. Since these employers do not have any means of assessing the abilities of a potential candidate, they resort to past experiences of certain races or genders to infer future performance of candidates. Furthermore, cleanliness and good appearance leave positive impressions on employers, which in turn create a bias towards clean people. However, this does not imply that such discrimination is acceptable. Most successful companies claim to be equal opportunity employers, boasting a strictly ethical selection process and work environment. Discrimination in any form negates this claim and hence should be eliminated. Appearance, race or gender does not ensure an able and successful employee. Recruitment should only be carried out on merit based on qualifications and experience only. The article has successfully highlighted an important issue that is currently widespread. This issue has forced potential candidates, and current employees, to spend a great deal on ensuring that their looks and appearance are perfect.

The Asian Tiger Mosquito Dengue Essay Example | Topics and Well Written Essays - 2500 words

The Asian Tiger Mosquito Dengue - Essay Example Mosquitoes in general are widely known insects which are parasitic and transmit diseases among the human beings. Against this background, this essay seeks to critically review the diseases caused by mosquitoes particularly the denegue fever. The Asian Tiger Mosquitoes are distinctly shiny and they have black scales which have a silver white band down the middle of their back. This is regarded as a medium sized mosquito with about 2 to 3 millimeters in length. It appears as if it is wearing stripped black and white socks on its legs. According to Novak (1992), this type of mosquito is very aggressive during the daytime particularly early in the morning as well late afternoon. Between 10 in the morning and 3 in the afternoon, this mosquito is believed to be on its peak period of biting. As implied by the name, this type of mosquito originates from the continent of Asiain various areas such as New Guinea, India, Pakistan, Madagascar, China, Korea and Japan. Other recent studies have also indicated that this kind of mosquito specie is also found in the islands of Hawaii and South Pacific. There have also been studies which indicate that this specie also exists in the states of Delaware, Texas, New Jersey and Maryland. Habitat: The Asian Tiger Mosquitoes are commonly known to favour breeding in natural as well as artificial containers with stagnant water such as tree holes, tires, empty tins, flower pots, bottles and a lot of other disused household cans lying idle and trapping water. Life cycle: According to information obtained from IntroduceSpeciesWHSAPBio (N.D), the egg is the starting point in the life cycle of the Asian Tiger Mosquitoes. It can hatch between a period which is as early as four days to one year depending on the immersion of the eggs. Following the hatching of the eggs, most of the larvae live underwater and they feed on anything that is smaller than 10 microns that is found in the water. It takes 3 days to several

The Economics Revolution Essay Example | Topics and Well Written Essays - 250 words

The Economics Revolution - Essay Example Though people engaged in work, it was for their subsistence hence work was an end in itself and not a means to an end. The serfs tilled the land to get food for themselves and also worked for the lords as a responsibility and not to get paid. There was also no capital accumulation and those merchants who sold and bought goods to gain wealth were viewed with disdain especially by churches and for pilgrims, the idea of gain was perceived as â€Å"the doctrine of the devil† (Heilbroner, 1999, p. 25). Land was for farming and used communally; there was no buying or selling of land. Land existed in form of estates, manors and principalities and not as real estate like in modern times. Though people exchanged goods in the market; for example, gold and war chariots were exchanged for slaves and horses there was no gain envisaged. As such, up to seventeenth century, the factors of production which include land, labor and capital did not exist thus there was no market system. Heilbroner argues that economic revolution took place when the society resulted to the third solution to their survival problem which was: â€Å"allowing each individual to do exactly as he saw fit but follow a central guiding rule† (1999, p. 20). This is when the idea of gain or profit motive was born and the market system began its work which was to allocate resources. Market system in this case refers to a â€Å"mechanism for sustaining and maintaining an entire society† (p. 27). It was based on the idea that men are self-centered hence pursue own interests and in the process serve the interests of others. Since custom and command had taken root, a revolution was needed to move to a market system. During this time, only a few people (merchants and kings) were concerned with gaining wealth and merchants were considered immoral or outcasts in society.

Long term care Paper Example | Topics and Well Written Essays - 3000 words

Long care - Term Paper Example sadena nursing home is one of the largest private nursing homes in Texas, offering excellent long term care services including medications and meals to both patients and their families. Located in Pasadena, within the greater Huston area, Texas, the long term care facility provides 24 hour nursing care services to a wide range of patients including seniors with disabilities and serious illnesses. The environment at the Houston based facility is particularly designed to provide the residents with a comfortable life and make them feel part of the community. Although many patients attending the facility are those requiring long term nursing and medical supervision, Courtyards at Pasadena also offers specialized long term care programs for a wide range of illnesses such as Alzheimer’s disease. According to Courtyards at Pasadena’s official website (2014), the facility is managed by a for-profit corporation and is part of a multiple nursing home chain and not located in a particular hospital. With 196 beds and close to 125 residents, the registered nurse occupancy rate at Courtyards at Pasadena is above average. The nurses form part of the highly trained team of professionals at the facility who are always ready to provide all sorts of assistance towards developing individualized care plans for the patients in order to achieve the desired care goals. All the professional staff as well as the independent staff and consultants at the organization are highly committed to working with the residents and patients as partners in order to effectively meet their diverse individualized health care, coordination and rehabilitation needs. In addition, as part of its financial considerations, the organization allows its clients to explore available financial options including Medicaid, Medicare, private funding and insurance managed funding among others. However, what make Courtyards at Pasadena nursing home particularly special with regard to the provision of excellent care

Reflectionson culture diversity Essay Example | Topics and Well Written Essays - 500 words

Reflectionson culture diversity - Essay Example This exposure to direct, first hand experience is the only way I have learned about cultural diversity, as there is limited education and training from school or healthcare institutions available. 2). Reflections: Cultural Aspects of Epidemiology( This subscale concerns practitioners’ knowledge of cultural, environmental and related etiologic factors that contribute to disease. It probes health disparity and risk and protective factors for underserved groups and communities. Part of the admission assessment in the questionnaire given to our patients that include etiologic factors that contributed to their disease as well as different indicators on well being. I learned that there is such a big difference between cultures. For example, majority of health concerns such as back pain, Cancer, Alzheimers’ disease, are from the Caucasian group which implies that their environment and lifestyles have something to do with it. Being aware of the factors that contribute to their disease is as important as knowing their cultural background. However, sensitivity and privacy should be considered when it comes to interviewing a patient during the admission process. Health care providers must be knowledgeable in asking the right questions without being offensive or else they might overlook related factors or symptoms of the prevailing condition making diagnosis and treatment more difficult. 3) Reflections: Clinical Decision-Making.( This subscale concerns practitioner’s knowledge of culturally-defined health beliefs and practices, and the ability to integrate this knowledge in approaches to health care delivery.It addresses intake, assessment,/diagnosis,treatment/discharge planning and use of community-based resources. Many factors affect clinical decision-making. Some cultures make decisions for treatment of the patient as a group consensus.

Famuss car rental Essay Example | Topics and Well Written Essays - 1750 words

Famuss car rental - Essay Example By doing a vigorous market research, the current trends, customer car rental habits and the intensity of rivalry among the existing rivals might be easily analysed. Along with this, market segmentation is also done to determine the target customers among others. Other than this, this essay also presents the unique selling proposition that might easily fascinate the customers towards itself among many other existing rival players in the market. And finally, the essay might also include a conclusion and a recommendation as well, that may enhance the operations and functions of the business in long run. The aims and objective of ‘Famus’s car rental’ The prime objective of Famus’s car rental is to offer value-added services to its customers at a competitive price so as to fulfil their level of satisfaction. This might act optimistically thereby helping, Famus’s car rental to enhance its position and loyalty within the hearts of the customers among others. Along with this, they also desire to present a very relaxing journey in all seasons so as to make it a memorable one for all its customers. This might prove effective for the organization of Famus’s car rental to improve its range of customer bases and its profitability as well. As a result, its demand and image in the market of UK might also get enhanced to a significant extent among many other rival players. The location of operations of Famus’s car rental Famus’s car rental might start up its new business in order to fulfil the demands and needs of the customers of United Kingdom as it is quite less competitive as compared to other markets i n the entire globe. Definition of trends The term is defined as the style or fashion or tendency of the customers of a specific region. However, the trends or preferences of the customers do not remain constant, but it keeps on changing at a rapid pace. Therefore, to cope up with the trends and preferences of the target customers, maximum extend of the entrepreneurs or brands desire to introduce varied types of inventive features within their products or services as presented by the theory of personality (McDonald & Hawkins, n.d). Similarly, the entrepreneurs operating in the segment of rented cars always try to offer the facility of vocational tours at a quite competitive cost. This is done to fulfil the desires or interests of the customers of United Kingdom to spend short holiday trips in varied places such as London, Britain, Wales, Netherlands and many others. It is done to attain refreshment from their monotonous working schedules and this enhanced the craze of rented cars in these regions. Thus, such trends of the market of UK might act as a boon for the organizations like Famus’s car rental to enhance its brand image and reputation in the market among others. It might also improve the

Sarbanes-Oxley Act Essay Example | Topics and Well Written Essays - 500 words

Sarbanes-Oxley Act - Essay Example Examples include WorldCom and Enron companies. According to section 404(a) of the Act, it is a requirement that managements of companies assess their Internal Controls effectiveness and report on the same over financial reporting. Also, Subsection (b) of the same section, calls on independent auditors to attest to the assessments done by the managements. This is regarding Internal Controls effectiveness. The opinion of the study is that it is not too much a regulation. As stipulated by the Securities and Exchange Commissions report, the enactment of section 404 of the Sarbox Act have proven too costly. The outlays are incredibly high to companies, which has led to some attempts at their reduction while upholding effectiveness like the reforms of year 2007. (sec.gov, 2009) However, the cost of implementation is far much less than the 2001-2002 business scandals cost. These are with the inclusion of Global Crossing, Tyco, WorldCom and Enron companies, which shook the confidence of investors a great deal. (Hallberg, 2008 p390) A case at hand to support the argument that, it is not too much regulation is that of the collapsed Enron Company. This is where, in October 2001, Enron company had made public their third quarter earnings report where they purported to have realized an after tax Earnings of USD 1.01 billion. On the same date of reporting, Enron had cut down equity of shareholders by USD 1.2 billion, which it claimed to be the rectification of accounting errors. In November, 2001 the company filed with the SEC Form 8-K, considering the current events. This form 8-K stipulated that Enron would like to restate their financial statements from year 1997 through 2001 June. These statements led to a shocking fall of income of USD 569 million. In the same year, 2001, Enron Company filed for bankruptcy which triggered investigations. (De Vay, 2006 p3) As said earlier, as stipulated by the Securities and Exchange

Persuasive- Pro Gay Marriage Essay Example for Free

Persuasive- Pro Gay Marriage Essay The legalization of same-sex marriage benefits both LGBT people and America as a nation. As states progressively begin to legalize same-sex marriage, it’s a convenient time to refocus attention on the many advantages associated with the pursuit and achievement of marriage equality. If same-sex marriages are legalized in Texas, not only will it benefit the state but also it will promote equality and non-discrimination in society, provide economic and business opportunities, and strengthen America’s national identity and international reputation. Millions of LGBT people contribute daily to American life in a multitude of ways culturally, socially, financially, politically, vocationally, and spiritually. They are vital to this nation’s continued growth and evolution and the U.S.A. would suffer greatly from the extraction of their many contributions. The legalization of same-sex marriage encourages the human right that everyone deserves. This promotion of equality and non-discrimination is extremely important in reducing homophobia and encouraging a minority group in society that has suffered colossal amounts of disgust that nobody deserves. â€Å"More than 1 in 5 LGBTQ students are physically harassed or assaulted because of their sexual orientation.† Children and young adults are being bullied because of whom they like; many of them cannot deal with this harassment and end up committing suicide. A large part of this nation’s future will be dead if this nonsense doesn’t quit. What more of a reason d o people need to know to see that homophobia is wicked and same-sex marriage should be permitted? It has been proven that same-sex marriage has provided a major economical boost to those states and countries that have embraced marriage equality. The marriage and wedding industry is a significant one. â€Å"Nearly $260 million was injected into the New York City economy in the year following the legalization of same-sex marriage.† Its obvious that money-obsessed geezers that are always looking for a way to get more money out of citizens run the government. They’d be absolutely blind and useless not to acknowledge that authorizing same-sex marriages could be a win-win for both them and gay couples. America has historically presented itself as a global leader in matters of freedom and democracy. It’s unfortunate and ironic, however, that  back on home soil one particular group of people is consistently denied full access to the â€Å"American dream.† The fact that the federal government doesn’t recognize same-sex marriage in a majority of the sta tes has damaged America’s international reputation in relation to LGBT rights. If people would stop discriminating and start embracing this way of life it would play a key role in enhancing America’s international reputation in matters of social justice and in restoring this nation’s integrity as a global leader in the competence of civil and human rights. Also, â€Å"Liberty and justice for all† would finally be believable when same-sex couples are granted equal access to laws across the country. It’s time for things to change and begin to celebrate diversity and difference in our society, rather than continuing to fear or attack it.

Cultural Elements in Translation Essay Example for Free

Cultural Elements in Translation Essay Different languages result in different world views. Different languages direct their speaker to a certain way of thinking and paying attention to certain aspects of the world around them. So translation is not only finding the best equivalent but also finding appropriate ways of saying things in another language. The main problem for a translator is to maintain the local color of source text (foreignization) or to adjust the text according to the culture of the target audience (domestication). One of the main goals of literary translation is show the sensibilities of the source-language culture to the target-language audience. Transmitting cultural elements is not an easy task. The translator should not only be a bilingual but also a bicultural. S/he should be familiar with the author’s intentions and readers’ expectations. S/he should study the history, social structure, religion, traditional customs and norms of both source and target texts which s/he is going to translate. Some of the problems which an Indian translator (or maybe any translator) faces during translating culture-specific items are as follows: * Translating proper names * Translating grammatical forms which show respect and euphemism * Translating social relationships * Translating life-style and values * Translating symbols * Translating habits * Translating national or religious ceremonies * Translating customs and traditions * Translating religious acts, myths and legends * Translating geographical and environmental phenomena So the translator should not stick to word-by-word translation but s/he should substitute certain elements in the work. S/he should attempt to transmit cultural quality from one language to another.

Human Resources in Call Centre Industry

Human Resources in Call Centre Industry In todays world the biggest challenges for any organisation to manage its human resource. Mathis (2008) India is the second best economy in the world (after china) for its growth rate (Nassimbeni and Sartor, 2008). In fact Indias GDP at 9.4 Per cent was the second fastest growing GDP after china in 2007 08. As per Reserve bank of India (RBI). The Researcher Specifically looking at the employees and HR Professional of Epicenter Technology. In Indian call centre industry increasing rapidly which help to generate new employment in the country but same time employee turnover rate also increase in call centre and BPO industry. To reduce this high level of attrition is very essential for HR professional because company pay lucrative amount for employee training and development. HR profession can motivate employee by different techniques and can reduce employee turnover loss of organisation. So author will be conducting a research to investigate the challenges faced by HR professional to motivate employees in call centre of Epicenter Technology. At the same time, despite these major strides, the IT BPO sector is facing significant challenges that could impact its future growth if corrective actions are not taken. (Budwar et al., 2006). BPO firms are looking to increase the overall productivity, efficiency and competitiveness of their processes, which can result in huge gains. According to the NASSCOM Everes Study, The Indian BPO sector has been growing at more than 35 % over the past three years, FY 2005-08. In this speedily going industry employee attrition level also higher in BPO sector. Attrition remains an enormous challenge, as the average BPO attribution rate was 30-35 per cent in the last few years. A NASSCOM-Hewitt Associates survey shows that the cost of attrition is one and a half times the annual salary of an employee. Costs are due to loss of productivity, temporary replacement, loss of knowledge and new recruitment and training.HR manger keep trying to make down attrition level by giving training, effective wo rk environment and conducting a research to review rewards, bonus or other incentives and career promotion. Epicenter Technology serves multi types business process outsourcing to organisation spread all over the global to achieve high services with maintains balance cost management. Epicenter Technology provides business process outsourcing to fortune 500 companies from different countries. Epicenter Technology is one of the leading call centre which serve telemarketing and customer service. Epicenter Technology provides Business task outsourcing for global customer. Epicenter Technology mainly focuses on their employee and customer. Epicenter Technology believes team work and continuous improvement which is necessary element success of organisation. Epicenter also believes in high standard of quality and innovation. Epicenter Technology derives low motivation levels which directly reflect on employee satisfaction toward their work. Epicenter Technology is the leading customer contact centres which engage with collections, sales, Telemarketing and customer service. Epicenter Technology believes that employee are biggest assets of organisation and they always their priority. Epicenter Technology is paying a lucrative amount in their personal development and growth which is direct helps employee to future career option. Company believes effective team work and effective training is require to achieve higher service level in work. Company spend higher amount of money to provide training new employees as well as promoted employees. Some employee quit the job to dissatisfaction in job and low level of motivation. Employees are the main driver of any organisation. If employees do not know about their responsibility and they should not know about organisational goal and what organisation want from employee than it is directly affect organisation productivity. It is also necessary to focus on slow learner employee. HR professional conduct special training programme for slow learner and give them more time to grasping skills so that do not feel like looser because of slow learning. It is necessary that HR manager choose right talent to achieve organisational goal. It is HR manager responsibility to check performance of employee and if employee is not performing better then find a best way through employee can give their best performance to achieve high quality standard. Human Resource Management can play a vital role to motivate employee in right way. Epicentre Technology is doing multi task and it is very difficult to manage all task and high level of emotional staff. When conflict is arise in different tasks same time and problem resolution by HR professional necessary. This high expectation which directly reflect performance of employee and same time motivate employee is challenging job in call centre. BENEFITS OF THE RESEARCH ACADEMIC Student can get benefit from this research for their career perspective. Call centre and BPO industries are rapidly growing so it required more skill and knowledgeable employee. This findings will help student can implement the outcome in future job in call centre which will improve quality and productivity of company. Researcher want to growth of call centre industry remain sustainable for that researcher believe that finding of this research will help to human resource management to solve problem of employee motivation. PERSONAL The main motive behind this study is that researcher has own interest on call centre industry and author personally believe that in this 21st century this industry has tremendous opportunity to grow and research has a dream to be successful HR Professional of call centre industry. This is very interesting for to know more about call centre industry and evaluate their problems. BUSINESS Researcher believes that Management is the main part of any industry and Management active role can directly affect services provide to the client. Management always try to find that employees are satisfied and keep monitor all process of organisation. As earlier said that researcher has personal interest in call centre industry. Researcher observe that large amount of employee leave the company in very short time so what HR Professional can do to motivate employee in call centre which improve quality of call centre. This Research helps to understanding of HR profession facing difficulty in order to motivate employee and try to find out what are the necessary measure is require to resolve this problem when working as a HR professional in call centre. It will help to understand current motivation technique that use HR professional and their effectiveness and how to improve this motivation technique. This Research will help to emerging HR professional who wants to work in call centre who already work in HR professional that get more aware about call centre difficult issue and know how to resolve this issue through this research. Company can improve their employee satisfaction basis on job by HR professional using effective motivation technique for employee who is directly affected on company performance and productivity. So through this research company get more powerful workforce. This research will decrease stress and emotional burnout of employee and it acknowledged employee to deliver better performance. 1.1 RESEARCH OBJECTIVE To analyse the factors that HR professional are facing in order to motivate employees in call centre of Epicenter Technology To evaluate Motivation techniques that are currently used by HR professional in call centre of Epicenter Technology Developing and Recommendation to improve motivation technique by HR professional in call centre of Epicenter Technology 1.2 RESEARCH QUESTION What is factors that HR Professional is facing in order to motivate employees in Call Centre of Epicenter Technology? What are motivation techniques that are currently used by HR professional in call centre of Epicenter Technology? How to improve motivation technique by HR professional in call centre of Epicenter Technology? 2.0 LITERATURE REVIEW Companys marketing strategies alone cant make it successful, the companys most valuable assets are their people and to manage the people efficiently it is also important to have a group of people to look after all the other people of the organisation and i.e. Human Resource Team of the organisation. The efficiency of the business is directly linked with the efficient functionality of Human resource Department. In order to expect better results it is necessary to make sure that the staffs are motivated enough. Motivation is mandatory for every individual who undertakes a task. Motivation can be of different type such as positive, subtle, tangible or intangible. Motivation is sought of internal power that encourages a person to achieve specific things in life. Motivation definition: weiner (1935), defines motivation as a search for determinants of human activity. (Buford, Bederian, Lindner, 1995), agree that motivation compels a human activity to perform in certain manner to achieve unmet goals. An organization will have to motivate an employee right through the day he joins the company. Every employee has first been a new comer and at that stage he wants to learn the tasks of his new job and once he has learnt the task he develops self-confidence to attain a faviourable level of job performance.(Feldman 1981) Even Fisher (1982, 1986) agreed on the task mastery for a new employee to become comfortable and successful in the organisation. Employee are expected to work in groups or team rather performing tasks individually and the indicator of successful team work would be getting along with the team members and immediate team supervisor, following the norms and values of the team and adjusting to group culture. (Feldman, 1981; Fisher, 1986) Fisher (1996) and Schein (1978) agreed that apart from working in groups another important aspect of socialisation is personal learning. So at the initial stages an employee tries to learn the type of individual he is and he will organize himself to perform within the organization 2.1 THEORY X and THEORY Y Douglas McGregors theory X and theory Y are very essential for the research as he has discussed the human behaviour in organisation. McGregor (1960) has made an assumption in Theory X that it is human behaviour, whenever and however way possible to avoid work in every possible way they can in their control. In todays competitive environment where there is a constant threat to our call centres and BPOs that they might lose their contract to china or Philippines, it is very important that company reaches the benchmark set by the clients and even try to exceed the set benchmark. However, if the employees are not motivated enough towards achieving goal, than these could directly reflect on the productivity of the organisation in terms of poor service quality. McGregor (1960) has emphasised that management should control and threaten the poor performing employees to work hard towards meeting their individual SLAs (service Level Agreement) However McGregor (1960) further clarifies that would be a set of people who doesnt want to change because they do not want to take the responsibility or ownership of the work assigned. It is a human tendency to stay clear and unambiguous so that they feel secure at work. In the Theory Y McGregor (1960) is trying to look at the other side of the human behaviour by taking an example of people who consider their job as their own business. In this theory employee consider jobs as natural as play and rest. This kind of employee believes in same or more amount physical mental effort in their work as they would in their private lives. According to McGregor (1960) has made an assumption that the control and punishment should not be the only mechanism to force the employees to perform well in their SLAS. Employees should be motivated through an effective Human Resource Management team otherwise they would be self-directed towards the foal of the company. McGregor (1960) à ¢Ã¢â€š ¬Ã…“Job satisfaction is the key to engaging employees and ensuring their commitmentà ¢Ã¢â€š ¬? Different people perform different level of job, some may be easy and others may be extremely stressful due to the nature of the job, for example an employee working for a sales process which is a target driven job. On the other hand there might be person working for a customer service where there is no target but still this person could in more distressed if there is no proper motivating and rewarding activities initiated by the Human Resource Team, otherwise the work becomes very monotonous and there is no motivation to strive harder to achieve better results. Management should make an initiative to promote the best performing employee so that there is a sense of seeking responsibility and ownership in order to climb up the ladder. As per McGregor (1960) such people are imaginative and creative and management should make every effort to use them for solving problems at work. This kind of approach can be conducive to managing professionals and participative complex problem solving. After evaluating Theory X and Theory Y, McGregor (1960) Preferred to adopt Theory Y as an efficient model to motivate employees in the organisation because Theory Y assumes that employee seeks responsibility: every manager wants their team to work as family who cares about the business rather than someone in Theory X who just wants to come to work 9 to 6, go home and enjoy. However it seems that it would not be viable to implement this model in large scale operations. 2.2 THEORY Z (Ouchi 1981) Ouchi (1981) developed new theory which is based on the Japanese and American companies and used Theory z management styles. There is contrast in operating philosophies between Japanese and American organizations is quite revealing. Japan is also well known for its technology but according to Ouchi (1981) their success was due to their exceptional management styles. Japanese organisations offer virtually lifelong employment while American organizations are characterized by comparatively short-term employment. Japanese organisation invited employee in decision making process and individually employee get responsibility so they can learn to take responsibility of every issue which is related with them while Rapid turnover requires quick evaluation and promotion, with considerable employee unrest if a promotion takes more than three years in American organisation. Raises and promotions can be evaluated after certain intervals that depend on employee performance. Most deserving employee always gets promotion whereas because of competition for promotions and raises, people tend to work alone rather than collaboratively in American organisation. Career paths include learning all functions rather than one function and Organization mechanisms for control of worker behaviour are implied in Japanese organisation. In contrast, Career path tend to be highly specialized. Standardization is the main method of control, and integration and coordination are almost impossible because of the emphasis on specialization in American organisation. Japanese organisation decision making is a collective activity and responsibility is also collective. American organisation decision making and responsibility are individual matters. The organization concerns tend to be segmented and impersonal rather than holistic. 2.3 TWO FACTOR THEORY One of the earliest researchers in the area of job redesign as it affected motivation was Frederick Herzberg (Herzberg, 1959). Based on survey, Herzberg discovered that employee tended to describe satisfying experience in term of factors that were intrinsic to the content of the job itself. These factors were known as motivators and included such variables as achievement, recognition, the work itself, responsibility, advancement, and growth. Conversely, dissatisfying experiences, known as a hygiene factors, largely resulted from extrinsic, non-job-related factors, such as company policies, salary, co-worker relations, and supervisory style (Steers, 1983). Herzberg argued based on these results that eliminating the cause of dissatisfaction (through hygiene factor) would not result in a state of the use of motivators. Kreitner Kinicki (1998) highlight one of Herzbergs findings, where managers rather than giving employee additional task of similar difficulty which consists of giving workers more responsibility. This is where employees take on tasks normally performed by their supervisors. TYPICAL HIGIENE AND MOTIVATIONAL FACTOR Working Conditions: Work place is important part of any organisational success. Just to motivate employee by rewarding is not enough when working condition is not sufficient. It is always necessary that good working condition through employee get more satisfaction in work place. Quality of Supervision: supervisor or manager need to guide new employee at work and give them proper training about work. It is very essential to provide good quality training when organisation requires high level of performance. Safety: health and safety is very important aspect work place. Health and medical benefit also gives employee to high level of satisfaction which is directly affect performance. Salary and Bonus: It is necessary to know required job position get relevant salary to match perfectly fit in organisation. However, employee need to motive by giving bonus to good performing talent. Status: It is HR professional responsibility to make proper system for talented employee so employee get promotion time to time depending on their performance. Company policies and administration: company policies is reflect company objectives so policies should be more clear for all employee and administrative work require more transparent so everyone know what going on in organisation. Interpersonal relationship: Human Resource Manager need to organise meeting and feedback session with management and employee so any problem related work can be resolve. Fairness and Equity: With increased effort and higher performances employees also expect to be rewarded more significantly than counterparts who provide output at or below the norm. An outcome or reward that is perceived to be highly significant and important can result in higher level of effort and performance by the individual employee. Effort: Even though employees may exert higher levels of effort into a position based on perceived significant reward, this could be a short-term success if the task itself does not challenge or provides satisfaction to the employee. 2.4 HIERARCHY OF NEEDS (Maslow 1943) According to Stephens (2000), Maslow believed that human being aspire to become self-actualizing and viewed human potential as a vastly underestimated and unexplained territory. PHYSIOLOGICAL NEEDS Physiological needs: Every employee needs basic human physical need like Food, Water and Sleep etc. if this basic need is not satisfied than employees do not feel good in work place. However, employee cannot pay more attention on work and became ill or frustrate etc. HR Manager needs to concentrate on individually employee activities. HR Manager has to make sure that employee feel comfortable during work. It is important to know employee personal problem by maintaining good relation with employee. SAFETY NEEDS Company should inform their employee time to time what is going on organisation so employees feel more comfortable at work. HR Manager always make sure that individually all employees are safe and secure at work. If any employee feel unsecure with organisation than HR has to clear employee perception by discussing matter. NEED FOR LOVE AND BELONGING HR Manager create lively environment where can get positive relations between employee and manager as well as supervisors. Participation in work group shows electrifying confidence among workers. HR Manager to pay attention on motivate employee in the work place by rewards. HR can make sure that higher performing employee should appreciate by giving certificate of performance. ESTEEM NEEDS Within organisations, esteem needs reflect a motivation for recognition, and increase in responsibility, high status and credit for contributions to organization. NEED FOR SELF ACTUALIZATION Self-actualization needs: these needs include the need for self-fulfilment, which is the higher need category. The concern developing ones full potential, increasing ones competence and becoming a better person. Self-actualization needs can be met in the organization by providing people with opportunities to grow, be creative and acquire training for challenging assignments and advancement. Person can reach this level who completely focused on their work and he do not worried about what other think about him, he just concentrate in achieving target and set as a successful. ARGUMENT AGAINST THE THEORY Maslow (1943) stated that people, including employees at organizations, are motivated by the desire to achieve or maintain the various conditions upon which these basic satisfactions rest and by certain more intellectual desires. Humans are a perpetually wanting group. Ordinarily the satisfaction of these wants is not altogether mutually exclusive, but only tends to be. The average member of society is most often partially satisfied and partially unsatisfied in all of ones wants (Maslow, 1943). The implication of this theory provided useful insights for manager and other organization leaders. Another implication was for organisation to implement support programs and focus groups to help employees deal with stress, especially during more challenging times and taking the time to understand the needs of the respective employees (Kreitner, 1998). McGregor argued that work motivation was much more commonly underpinned by workers self-generated drive to better themselves and fulfil their own potential (à ¢Ã¢â€š ¬Ã…“Theory Yà ¢Ã¢â€š ¬?) McGregor argued that traditional organisational practice placed too much emphasis on the role of lower-order needs as motivators of workers behaviour. Aligned with this view, Herzberg recommended that managers should put their energies into providing avenues for the satisfaction of workers personal needs in order to get the best from them. A similar argument was also endorsed by other theorists, so that general message to emerge from needs-based research is that employees motivation will be greater to the extent that they are allowed to self-actualise, grow, and progress as individual. 2.6 EXPECTATION THEORY OF MOTIVATION (Vroom 1960) Vroom in 1964 developed the formal model of work motivation drawing on the work of other researches. There are three mental components that are seen as instigating and directing behaviour. There are referred to as valence, instrumentality and Expectancy. Vroom (1964) defined the term valence as the affective (emotional) orientations people hold with regard to outcomes. An outcome in this case is said to be positively valent for an individual if she/he would prefer having it or not. The most important feature of peoples valences concerning work related outcomes is that they refer to the level of satisfaction the person expects to receive from them, not from the real value the person actually drives from them. Work effort result in variety of outcomes, some of the directly and some of them indirectly and can include pay, promotion and other related factors. Vroom (1964) suggested linking instrumentality as probability belief linking one outcome (performance level) to other outcomes. According to vroom an outcome is positively valent if the person believes that it holds high instrumentality for the acquisition of positively valent consequences and avoidance of negatively valent outcomes. Expectancy is the strength of a persons belief about whether a particular outcome is possible. Vroom (1964) described expectancy beliefs an action-outcome associations held in the mind of individuals and stated that there a variety of factors that contribute to an employees expectancy perceptions about various level of job performance. The second variable that is relevant here is the concept of reward value or valence. This refers to the individuals perception of the value of the reward or outcome that might be obtained by performing effectively. Although most expectancy theories do not specify why certain outcomes have reward value, for the purpose of this paper I would like to argue that reward value of outcomes stems from their perceived ability to satisfy one or more needs. Specifically relevant here is the list of needs suggested by Maslow that includes security needs, social need, esteem needs and self-actualization needs. Expectancy theory states that motivation is a combined function of the individuals perception that effort will lead to performance and of the perceived desirability of outcomes that may result from the performance (Steers, 1983). Although there are several forms of this model, Vroom in 1964 developed the formal model of work motivation drawing on the work of other researches. Vroom (1964) defined the term valence as the effective (emotional) orientations people hold with regard to outcomes. An outcome in this case is said to be positively valent for a individual if she/he would prefer having it or not. The most important feature of peoples valences concerning work related outcomes is that they refer to the level of satisfaction the person expects to receive from them, not from the real value the person actually derives from them. As the other models, there is the emphasis on the level of motivation and the outcome of performance. Work effort results in a variety of outcomes, some of them directly, and some of them indirectly and can include pay, promotion, and other related factors. Vroom (1964) suggested linking instrumentality as a probability belief linking one outcome (performance level) to other outcomes. According to Vroom, an outcome is positively valent if the person believes that it holds high instrumentality for the acquisition of positively valent consequences and the avoidance of negatively valent outcomes. The third major component of the theory is referred to as expectancy (Pinder, 1984). Expectancy is the strength of a persons belief about whether a particular outcome is possible. Vroom (1964) described expectancy beliefs as action outcome associations held in the minds of individuals and stated that there a variety of factors that contribute to an employees expectancy perceptions about various level of job performance. 2.7 MCCLELLANDS ACHIVEMENT MOTIVATION THEORY McClellands work originated from investigating into the relationship between hunger needs and the extent to which imagery of food dominated through processes. From subsequent research McClelland identified four main arousal-based, and socially developed motives: The Achievement motive; The Power motive: The affilative motive; The Avoidance motive McClellands (1961) described the theory of needs focusing on three needs; achievement, power and affiliation. The need for achievement was defined as the drive to excel, to a set of standards, to strive to succeed. Achievement theories propose that motivation and performance vary according to strength of ones need for achievement (Kreitner, 1998) The need for achievement and is defined as a desire to accomplish something difficult. Kreitner Kinicki (1998) cite Murray (1994) explaining the need for achievement as mastering, manipulating or organizing physical objects, human beings or ideas. The need for affiliation suggested that people have the desire to spend time in social relationships, joining group and wanting to be loved. Individuals high in this need are not the most effective managers or leaders because they have a hard time to making difficult decisions without worrying about being disliked (Kreitner, 1998) The need of power reflect an individuals desire to influence, coach, teach or encourage others to achieve. Because effective managers must positively influence others, McClelland proposes that top managers should have a high need for power coupled with a low need for affiliation (Kreitner, 1998) 2.8 SUMMARY Employees are the main part of any organisation. Organisation success and failed ratio is depending on employee work performance. So it is necessary to improve employee moral time to time by motivating employee. Human resource department is directly associated with employee motivation. Any organisation or institution need people to carry out specific task so that the goal and objectives of that drivers people to behave in various ways and to seek to fulfil a variety of needs, employee need to know what makes their employees tick so that they can channel this energy toward certain outcomes. In todays competitive environment where there is a constant threat to our call centres and BPOs that they might lose their contact to china or Philippines. It is very important that company reaches the benchmark set by the clients and even try to exceed the set benchmark. However, if the employees are not motivated enough towards achieving the goal than these could directly reflect on the productivity of the organisation in terms of poor service quality. Maslows hierarchy of needs model consist of five levels where bottom level is physiological, safety, love, esteem and top level self actualisation. Physiological needs through HR professional provide basic requirement like water, coffee for employee, provide canteen facility and required break time during work so employee feel comfortable and deliver good performance. Safety needs through Management make sure health and safety of employee is very important for organisation. HR professional can provide free health check and medical insurance of employee which help to motivate employee. Maslows also derive love needs through It is directly related with organisation management and employee relation. It is necessary that mutual understanding between employee and manager is required which generate satisfaction in work. Esteem needs through It involves HR professional give particular responsibility or task to employee and when employee successfully completed task, HR professional appreciate employee and improve self confidence of employee. Self actualisation needs derive that employee and HR profession know their strength and come out best in work to achieve organisational objective. Herzberg (1966) developed this theory which is based on motivation factor and hygiene factor. According to Herzberg motivation is main key for employee to achieve higher level in the company while hygiene factor as not more relevant because employee not only satisfied with proper working condition and good salary base on their qualification. Typical hygiene factor derives employee cant perform well because working condition in the company is not good level. Health and safety is important when employee work in company it is necessary that HR professional conduct regular meeting with employee and deliver transparent policy for employee. Typical motivation factor derive that if employee achieve or complete task should be rewarded. Mc Clelland (1961) theory share need for achievement, power and affiliation. Need for achievement derive HR professional work as compa Human Resources in Call Centre Industry Human Resources in Call Centre Industry In todays world the biggest challenges for any organisation to manage its human resource. Mathis (2008) India is the second best economy in the world (after china) for its growth rate (Nassimbeni and Sartor, 2008). In fact Indias GDP at 9.4 Per cent was the second fastest growing GDP after china in 2007 08. As per Reserve bank of India (RBI). The Researcher Specifically looking at the employees and HR Professional of Epicenter Technology. In Indian call centre industry increasing rapidly which help to generate new employment in the country but same time employee turnover rate also increase in call centre and BPO industry. To reduce this high level of attrition is very essential for HR professional because company pay lucrative amount for employee training and development. HR profession can motivate employee by different techniques and can reduce employee turnover loss of organisation. So author will be conducting a research to investigate the challenges faced by HR professional to motivate employees in call centre of Epicenter Technology. At the same time, despite these major strides, the IT BPO sector is facing significant challenges that could impact its future growth if corrective actions are not taken. (Budwar et al., 2006). BPO firms are looking to increase the overall productivity, efficiency and competitiveness of their processes, which can result in huge gains. According to the NASSCOM Everes Study, The Indian BPO sector has been growing at more than 35 % over the past three years, FY 2005-08. In this speedily going industry employee attrition level also higher in BPO sector. Attrition remains an enormous challenge, as the average BPO attribution rate was 30-35 per cent in the last few years. A NASSCOM-Hewitt Associates survey shows that the cost of attrition is one and a half times the annual salary of an employee. Costs are due to loss of productivity, temporary replacement, loss of knowledge and new recruitment and training.HR manger keep trying to make down attrition level by giving training, effective wo rk environment and conducting a research to review rewards, bonus or other incentives and career promotion. Epicenter Technology serves multi types business process outsourcing to organisation spread all over the global to achieve high services with maintains balance cost management. Epicenter Technology provides business process outsourcing to fortune 500 companies from different countries. Epicenter Technology is one of the leading call centre which serve telemarketing and customer service. Epicenter Technology provides Business task outsourcing for global customer. Epicenter Technology mainly focuses on their employee and customer. Epicenter Technology believes team work and continuous improvement which is necessary element success of organisation. Epicenter also believes in high standard of quality and innovation. Epicenter Technology derives low motivation levels which directly reflect on employee satisfaction toward their work. Epicenter Technology is the leading customer contact centres which engage with collections, sales, Telemarketing and customer service. Epicenter Technology believes that employee are biggest assets of organisation and they always their priority. Epicenter Technology is paying a lucrative amount in their personal development and growth which is direct helps employee to future career option. Company believes effective team work and effective training is require to achieve higher service level in work. Company spend higher amount of money to provide training new employees as well as promoted employees. Some employee quit the job to dissatisfaction in job and low level of motivation. Employees are the main driver of any organisation. If employees do not know about their responsibility and they should not know about organisational goal and what organisation want from employee than it is directly affect organisation productivity. It is also necessary to focus on slow learner employee. HR professional conduct special training programme for slow learner and give them more time to grasping skills so that do not feel like looser because of slow learning. It is necessary that HR manager choose right talent to achieve organisational goal. It is HR manager responsibility to check performance of employee and if employee is not performing better then find a best way through employee can give their best performance to achieve high quality standard. Human Resource Management can play a vital role to motivate employee in right way. Epicentre Technology is doing multi task and it is very difficult to manage all task and high level of emotional staff. When conflict is arise in different tasks same time and problem resolution by HR professional necessary. This high expectation which directly reflect performance of employee and same time motivate employee is challenging job in call centre. BENEFITS OF THE RESEARCH ACADEMIC Student can get benefit from this research for their career perspective. Call centre and BPO industries are rapidly growing so it required more skill and knowledgeable employee. This findings will help student can implement the outcome in future job in call centre which will improve quality and productivity of company. Researcher want to growth of call centre industry remain sustainable for that researcher believe that finding of this research will help to human resource management to solve problem of employee motivation. PERSONAL The main motive behind this study is that researcher has own interest on call centre industry and author personally believe that in this 21st century this industry has tremendous opportunity to grow and research has a dream to be successful HR Professional of call centre industry. This is very interesting for to know more about call centre industry and evaluate their problems. BUSINESS Researcher believes that Management is the main part of any industry and Management active role can directly affect services provide to the client. Management always try to find that employees are satisfied and keep monitor all process of organisation. As earlier said that researcher has personal interest in call centre industry. Researcher observe that large amount of employee leave the company in very short time so what HR Professional can do to motivate employee in call centre which improve quality of call centre. This Research helps to understanding of HR profession facing difficulty in order to motivate employee and try to find out what are the necessary measure is require to resolve this problem when working as a HR professional in call centre. It will help to understand current motivation technique that use HR professional and their effectiveness and how to improve this motivation technique. This Research will help to emerging HR professional who wants to work in call centre who already work in HR professional that get more aware about call centre difficult issue and know how to resolve this issue through this research. Company can improve their employee satisfaction basis on job by HR professional using effective motivation technique for employee who is directly affected on company performance and productivity. So through this research company get more powerful workforce. This research will decrease stress and emotional burnout of employee and it acknowledged employee to deliver better performance. 1.1 RESEARCH OBJECTIVE To analyse the factors that HR professional are facing in order to motivate employees in call centre of Epicenter Technology To evaluate Motivation techniques that are currently used by HR professional in call centre of Epicenter Technology Developing and Recommendation to improve motivation technique by HR professional in call centre of Epicenter Technology 1.2 RESEARCH QUESTION What is factors that HR Professional is facing in order to motivate employees in Call Centre of Epicenter Technology? What are motivation techniques that are currently used by HR professional in call centre of Epicenter Technology? How to improve motivation technique by HR professional in call centre of Epicenter Technology? 2.0 LITERATURE REVIEW Companys marketing strategies alone cant make it successful, the companys most valuable assets are their people and to manage the people efficiently it is also important to have a group of people to look after all the other people of the organisation and i.e. Human Resource Team of the organisation. The efficiency of the business is directly linked with the efficient functionality of Human resource Department. In order to expect better results it is necessary to make sure that the staffs are motivated enough. Motivation is mandatory for every individual who undertakes a task. Motivation can be of different type such as positive, subtle, tangible or intangible. Motivation is sought of internal power that encourages a person to achieve specific things in life. Motivation definition: weiner (1935), defines motivation as a search for determinants of human activity. (Buford, Bederian, Lindner, 1995), agree that motivation compels a human activity to perform in certain manner to achieve unmet goals. An organization will have to motivate an employee right through the day he joins the company. Every employee has first been a new comer and at that stage he wants to learn the tasks of his new job and once he has learnt the task he develops self-confidence to attain a faviourable level of job performance.(Feldman 1981) Even Fisher (1982, 1986) agreed on the task mastery for a new employee to become comfortable and successful in the organisation. Employee are expected to work in groups or team rather performing tasks individually and the indicator of successful team work would be getting along with the team members and immediate team supervisor, following the norms and values of the team and adjusting to group culture. (Feldman, 1981; Fisher, 1986) Fisher (1996) and Schein (1978) agreed that apart from working in groups another important aspect of socialisation is personal learning. So at the initial stages an employee tries to learn the type of individual he is and he will organize himself to perform within the organization 2.1 THEORY X and THEORY Y Douglas McGregors theory X and theory Y are very essential for the research as he has discussed the human behaviour in organisation. McGregor (1960) has made an assumption in Theory X that it is human behaviour, whenever and however way possible to avoid work in every possible way they can in their control. In todays competitive environment where there is a constant threat to our call centres and BPOs that they might lose their contract to china or Philippines, it is very important that company reaches the benchmark set by the clients and even try to exceed the set benchmark. However, if the employees are not motivated enough towards achieving goal, than these could directly reflect on the productivity of the organisation in terms of poor service quality. McGregor (1960) has emphasised that management should control and threaten the poor performing employees to work hard towards meeting their individual SLAs (service Level Agreement) However McGregor (1960) further clarifies that would be a set of people who doesnt want to change because they do not want to take the responsibility or ownership of the work assigned. It is a human tendency to stay clear and unambiguous so that they feel secure at work. In the Theory Y McGregor (1960) is trying to look at the other side of the human behaviour by taking an example of people who consider their job as their own business. In this theory employee consider jobs as natural as play and rest. This kind of employee believes in same or more amount physical mental effort in their work as they would in their private lives. According to McGregor (1960) has made an assumption that the control and punishment should not be the only mechanism to force the employees to perform well in their SLAS. Employees should be motivated through an effective Human Resource Management team otherwise they would be self-directed towards the foal of the company. McGregor (1960) à ¢Ã¢â€š ¬Ã…“Job satisfaction is the key to engaging employees and ensuring their commitmentà ¢Ã¢â€š ¬? Different people perform different level of job, some may be easy and others may be extremely stressful due to the nature of the job, for example an employee working for a sales process which is a target driven job. On the other hand there might be person working for a customer service where there is no target but still this person could in more distressed if there is no proper motivating and rewarding activities initiated by the Human Resource Team, otherwise the work becomes very monotonous and there is no motivation to strive harder to achieve better results. Management should make an initiative to promote the best performing employee so that there is a sense of seeking responsibility and ownership in order to climb up the ladder. As per McGregor (1960) such people are imaginative and creative and management should make every effort to use them for solving problems at work. This kind of approach can be conducive to managing professionals and participative complex problem solving. After evaluating Theory X and Theory Y, McGregor (1960) Preferred to adopt Theory Y as an efficient model to motivate employees in the organisation because Theory Y assumes that employee seeks responsibility: every manager wants their team to work as family who cares about the business rather than someone in Theory X who just wants to come to work 9 to 6, go home and enjoy. However it seems that it would not be viable to implement this model in large scale operations. 2.2 THEORY Z (Ouchi 1981) Ouchi (1981) developed new theory which is based on the Japanese and American companies and used Theory z management styles. There is contrast in operating philosophies between Japanese and American organizations is quite revealing. Japan is also well known for its technology but according to Ouchi (1981) their success was due to their exceptional management styles. Japanese organisations offer virtually lifelong employment while American organizations are characterized by comparatively short-term employment. Japanese organisation invited employee in decision making process and individually employee get responsibility so they can learn to take responsibility of every issue which is related with them while Rapid turnover requires quick evaluation and promotion, with considerable employee unrest if a promotion takes more than three years in American organisation. Raises and promotions can be evaluated after certain intervals that depend on employee performance. Most deserving employee always gets promotion whereas because of competition for promotions and raises, people tend to work alone rather than collaboratively in American organisation. Career paths include learning all functions rather than one function and Organization mechanisms for control of worker behaviour are implied in Japanese organisation. In contrast, Career path tend to be highly specialized. Standardization is the main method of control, and integration and coordination are almost impossible because of the emphasis on specialization in American organisation. Japanese organisation decision making is a collective activity and responsibility is also collective. American organisation decision making and responsibility are individual matters. The organization concerns tend to be segmented and impersonal rather than holistic. 2.3 TWO FACTOR THEORY One of the earliest researchers in the area of job redesign as it affected motivation was Frederick Herzberg (Herzberg, 1959). Based on survey, Herzberg discovered that employee tended to describe satisfying experience in term of factors that were intrinsic to the content of the job itself. These factors were known as motivators and included such variables as achievement, recognition, the work itself, responsibility, advancement, and growth. Conversely, dissatisfying experiences, known as a hygiene factors, largely resulted from extrinsic, non-job-related factors, such as company policies, salary, co-worker relations, and supervisory style (Steers, 1983). Herzberg argued based on these results that eliminating the cause of dissatisfaction (through hygiene factor) would not result in a state of the use of motivators. Kreitner Kinicki (1998) highlight one of Herzbergs findings, where managers rather than giving employee additional task of similar difficulty which consists of giving workers more responsibility. This is where employees take on tasks normally performed by their supervisors. TYPICAL HIGIENE AND MOTIVATIONAL FACTOR Working Conditions: Work place is important part of any organisational success. Just to motivate employee by rewarding is not enough when working condition is not sufficient. It is always necessary that good working condition through employee get more satisfaction in work place. Quality of Supervision: supervisor or manager need to guide new employee at work and give them proper training about work. It is very essential to provide good quality training when organisation requires high level of performance. Safety: health and safety is very important aspect work place. Health and medical benefit also gives employee to high level of satisfaction which is directly affect performance. Salary and Bonus: It is necessary to know required job position get relevant salary to match perfectly fit in organisation. However, employee need to motive by giving bonus to good performing talent. Status: It is HR professional responsibility to make proper system for talented employee so employee get promotion time to time depending on their performance. Company policies and administration: company policies is reflect company objectives so policies should be more clear for all employee and administrative work require more transparent so everyone know what going on in organisation. Interpersonal relationship: Human Resource Manager need to organise meeting and feedback session with management and employee so any problem related work can be resolve. Fairness and Equity: With increased effort and higher performances employees also expect to be rewarded more significantly than counterparts who provide output at or below the norm. An outcome or reward that is perceived to be highly significant and important can result in higher level of effort and performance by the individual employee. Effort: Even though employees may exert higher levels of effort into a position based on perceived significant reward, this could be a short-term success if the task itself does not challenge or provides satisfaction to the employee. 2.4 HIERARCHY OF NEEDS (Maslow 1943) According to Stephens (2000), Maslow believed that human being aspire to become self-actualizing and viewed human potential as a vastly underestimated and unexplained territory. PHYSIOLOGICAL NEEDS Physiological needs: Every employee needs basic human physical need like Food, Water and Sleep etc. if this basic need is not satisfied than employees do not feel good in work place. However, employee cannot pay more attention on work and became ill or frustrate etc. HR Manager needs to concentrate on individually employee activities. HR Manager has to make sure that employee feel comfortable during work. It is important to know employee personal problem by maintaining good relation with employee. SAFETY NEEDS Company should inform their employee time to time what is going on organisation so employees feel more comfortable at work. HR Manager always make sure that individually all employees are safe and secure at work. If any employee feel unsecure with organisation than HR has to clear employee perception by discussing matter. NEED FOR LOVE AND BELONGING HR Manager create lively environment where can get positive relations between employee and manager as well as supervisors. Participation in work group shows electrifying confidence among workers. HR Manager to pay attention on motivate employee in the work place by rewards. HR can make sure that higher performing employee should appreciate by giving certificate of performance. ESTEEM NEEDS Within organisations, esteem needs reflect a motivation for recognition, and increase in responsibility, high status and credit for contributions to organization. NEED FOR SELF ACTUALIZATION Self-actualization needs: these needs include the need for self-fulfilment, which is the higher need category. The concern developing ones full potential, increasing ones competence and becoming a better person. Self-actualization needs can be met in the organization by providing people with opportunities to grow, be creative and acquire training for challenging assignments and advancement. Person can reach this level who completely focused on their work and he do not worried about what other think about him, he just concentrate in achieving target and set as a successful. ARGUMENT AGAINST THE THEORY Maslow (1943) stated that people, including employees at organizations, are motivated by the desire to achieve or maintain the various conditions upon which these basic satisfactions rest and by certain more intellectual desires. Humans are a perpetually wanting group. Ordinarily the satisfaction of these wants is not altogether mutually exclusive, but only tends to be. The average member of society is most often partially satisfied and partially unsatisfied in all of ones wants (Maslow, 1943). The implication of this theory provided useful insights for manager and other organization leaders. Another implication was for organisation to implement support programs and focus groups to help employees deal with stress, especially during more challenging times and taking the time to understand the needs of the respective employees (Kreitner, 1998). McGregor argued that work motivation was much more commonly underpinned by workers self-generated drive to better themselves and fulfil their own potential (à ¢Ã¢â€š ¬Ã…“Theory Yà ¢Ã¢â€š ¬?) McGregor argued that traditional organisational practice placed too much emphasis on the role of lower-order needs as motivators of workers behaviour. Aligned with this view, Herzberg recommended that managers should put their energies into providing avenues for the satisfaction of workers personal needs in order to get the best from them. A similar argument was also endorsed by other theorists, so that general message to emerge from needs-based research is that employees motivation will be greater to the extent that they are allowed to self-actualise, grow, and progress as individual. 2.6 EXPECTATION THEORY OF MOTIVATION (Vroom 1960) Vroom in 1964 developed the formal model of work motivation drawing on the work of other researches. There are three mental components that are seen as instigating and directing behaviour. There are referred to as valence, instrumentality and Expectancy. Vroom (1964) defined the term valence as the affective (emotional) orientations people hold with regard to outcomes. An outcome in this case is said to be positively valent for an individual if she/he would prefer having it or not. The most important feature of peoples valences concerning work related outcomes is that they refer to the level of satisfaction the person expects to receive from them, not from the real value the person actually drives from them. Work effort result in variety of outcomes, some of the directly and some of them indirectly and can include pay, promotion and other related factors. Vroom (1964) suggested linking instrumentality as probability belief linking one outcome (performance level) to other outcomes. According to vroom an outcome is positively valent if the person believes that it holds high instrumentality for the acquisition of positively valent consequences and avoidance of negatively valent outcomes. Expectancy is the strength of a persons belief about whether a particular outcome is possible. Vroom (1964) described expectancy beliefs an action-outcome associations held in the mind of individuals and stated that there a variety of factors that contribute to an employees expectancy perceptions about various level of job performance. The second variable that is relevant here is the concept of reward value or valence. This refers to the individuals perception of the value of the reward or outcome that might be obtained by performing effectively. Although most expectancy theories do not specify why certain outcomes have reward value, for the purpose of this paper I would like to argue that reward value of outcomes stems from their perceived ability to satisfy one or more needs. Specifically relevant here is the list of needs suggested by Maslow that includes security needs, social need, esteem needs and self-actualization needs. Expectancy theory states that motivation is a combined function of the individuals perception that effort will lead to performance and of the perceived desirability of outcomes that may result from the performance (Steers, 1983). Although there are several forms of this model, Vroom in 1964 developed the formal model of work motivation drawing on the work of other researches. Vroom (1964) defined the term valence as the effective (emotional) orientations people hold with regard to outcomes. An outcome in this case is said to be positively valent for a individual if she/he would prefer having it or not. The most important feature of peoples valences concerning work related outcomes is that they refer to the level of satisfaction the person expects to receive from them, not from the real value the person actually derives from them. As the other models, there is the emphasis on the level of motivation and the outcome of performance. Work effort results in a variety of outcomes, some of them directly, and some of them indirectly and can include pay, promotion, and other related factors. Vroom (1964) suggested linking instrumentality as a probability belief linking one outcome (performance level) to other outcomes. According to Vroom, an outcome is positively valent if the person believes that it holds high instrumentality for the acquisition of positively valent consequences and the avoidance of negatively valent outcomes. The third major component of the theory is referred to as expectancy (Pinder, 1984). Expectancy is the strength of a persons belief about whether a particular outcome is possible. Vroom (1964) described expectancy beliefs as action outcome associations held in the minds of individuals and stated that there a variety of factors that contribute to an employees expectancy perceptions about various level of job performance. 2.7 MCCLELLANDS ACHIVEMENT MOTIVATION THEORY McClellands work originated from investigating into the relationship between hunger needs and the extent to which imagery of food dominated through processes. From subsequent research McClelland identified four main arousal-based, and socially developed motives: The Achievement motive; The Power motive: The affilative motive; The Avoidance motive McClellands (1961) described the theory of needs focusing on three needs; achievement, power and affiliation. The need for achievement was defined as the drive to excel, to a set of standards, to strive to succeed. Achievement theories propose that motivation and performance vary according to strength of ones need for achievement (Kreitner, 1998) The need for achievement and is defined as a desire to accomplish something difficult. Kreitner Kinicki (1998) cite Murray (1994) explaining the need for achievement as mastering, manipulating or organizing physical objects, human beings or ideas. The need for affiliation suggested that people have the desire to spend time in social relationships, joining group and wanting to be loved. Individuals high in this need are not the most effective managers or leaders because they have a hard time to making difficult decisions without worrying about being disliked (Kreitner, 1998) The need of power reflect an individuals desire to influence, coach, teach or encourage others to achieve. Because effective managers must positively influence others, McClelland proposes that top managers should have a high need for power coupled with a low need for affiliation (Kreitner, 1998) 2.8 SUMMARY Employees are the main part of any organisation. Organisation success and failed ratio is depending on employee work performance. So it is necessary to improve employee moral time to time by motivating employee. Human resource department is directly associated with employee motivation. Any organisation or institution need people to carry out specific task so that the goal and objectives of that drivers people to behave in various ways and to seek to fulfil a variety of needs, employee need to know what makes their employees tick so that they can channel this energy toward certain outcomes. In todays competitive environment where there is a constant threat to our call centres and BPOs that they might lose their contact to china or Philippines. It is very important that company reaches the benchmark set by the clients and even try to exceed the set benchmark. However, if the employees are not motivated enough towards achieving the goal than these could directly reflect on the productivity of the organisation in terms of poor service quality. Maslows hierarchy of needs model consist of five levels where bottom level is physiological, safety, love, esteem and top level self actualisation. Physiological needs through HR professional provide basic requirement like water, coffee for employee, provide canteen facility and required break time during work so employee feel comfortable and deliver good performance. Safety needs through Management make sure health and safety of employee is very important for organisation. HR professional can provide free health check and medical insurance of employee which help to motivate employee. Maslows also derive love needs through It is directly related with organisation management and employee relation. It is necessary that mutual understanding between employee and manager is required which generate satisfaction in work. Esteem needs through It involves HR professional give particular responsibility or task to employee and when employee successfully completed task, HR professional appreciate employee and improve self confidence of employee. Self actualisation needs derive that employee and HR profession know their strength and come out best in work to achieve organisational objective. Herzberg (1966) developed this theory which is based on motivation factor and hygiene factor. According to Herzberg motivation is main key for employee to achieve higher level in the company while hygiene factor as not more relevant because employee not only satisfied with proper working condition and good salary base on their qualification. Typical hygiene factor derives employee cant perform well because working condition in the company is not good level. Health and safety is important when employee work in company it is necessary that HR professional conduct regular meeting with employee and deliver transparent policy for employee. Typical motivation factor derive that if employee achieve or complete task should be rewarded. Mc Clelland (1961) theory share need for achievement, power and affiliation. Need for achievement derive HR professional work as compa