Six Zigma methology and how the consultant can use it during Essay

Six Zigma methology and how the consultant can use it during consulting process - Essay Example The task for the consultants is extremely challenging because the oppurtunities for defects (OFD) in the automobiles is extremely high. While the original aim of Six Sigma was focused on the manufacturing processes, today marketing, billing, purchasing and invoicing functions are also advised by consultants which help to constantly minimize errors and improve efficiency. Six Sigma methodology defines, measures, analyzes, improves and controls (DMAIC) the entire improvement process and there are teams formed to oversee the improvement process (Heuring, 2004). Sigma representing standard deviation has evolved from a measurement scale to a far reaching methodology to drive business improvement. The sigma level is the benchmark for the ability of a process to accomplish the demanded requirements (Pfeifer, Reissiger & Canales, 2004). There are so many oppurtunities to apply the Six Sigma that companies find it difficult to decide which project to tackle. Consultants do not find it easy to make Six Sigma work through an organization. If the employees are discontented, then success with Six Sigma cannot be achieved. Six Sigma strategy places emphasis on achieving quantifiable and measurable financial returns to the bottom line of an organization (Antony, 2004). It also clarifies that to be successful there has to be strong and passionate leadership. Six Sigma methodology integrates the human and the process elements of improvement. The human elements include the culture change, customer focus, belt system and infrastructure while the process includes process management, statistical analysis of data, and measurement system analysis. The tools and techniques for fixing the problems are utilized in a sequential and disciplined manner. The difference in the success and failure of the Six Sigma project depends on how, where, and when the tools are applied. Six Sigma creates an

Identification After Gender Essay Example for Free

Identification After Gender Essay Time episode Fionna and Cake and reading Berengier of the Long Ass, the expectations of genders are exposed through the reversal of roles in both of these pieces. The characters in these stories clearly demonstrate the expectations that certain males and females must negotiate in order to expose the problems when there is labeling of certain genders. Judith Butlers analysis of gender is that it is performative- meaning that nobody really is a gender from the start; after watching the video and reading the text for this exercise, t is clear that Fionna and The Knight expose the misconceptions of gender throughout societies today. In our society today there are certain notions that many people have about what are right and wrong for males and females to wear, think, and act. There are certain things that are expected out of males- a toughness about them, an attitude that declares them as the man of the house- that is unfairly labeled upon every male in our society. Females are expected to be the ones who constantly act girly and let the males do everything involving manual labor- this is an unfair label that is placed upon every female in our society. The video that Judith Butler takes part in is an example of a certain female who does not believe in conforming with the problems of the rest of our society- taking a stand against the normal ideas of the public. Judith Bakers ideas are expressed throughout Fionna and Cake and Berengier of the Long Ass, when Fionna , The Lady, and The Knight expose these misconceptions by swapping roles; The Lady and Fionna act as the males, while Prince Gumball and The Knight act as the females. The idea that Fionna and The Lady act as the males in these stories define the problem that our society has when it omes to the definition of males and females. There are certain expectations that must be fulfilled when it comes to being seen as a male or female, but in these two pieces (video and story), the main characters both reject the expectations, or try and fulfill them unsuccessfully. In the Adventure Time episode Fionna and Cake Fionna and Prince Gumball act as their opposite gender in many ways. Throughout Fionna and Cake Fionna refuses to completely fulfill these expectations that are placed among most females. Fionna goes through the majority of the video as a tomboy who would rather carry weapons in her person than make-up. However, by the end of the video she adapts to the normal expectations for females by dressing up in a dress and trying to flatter Prince Gumball. In order for Fionna to expose the expectations of certain genders, Fionna goes to the extreme limit when trying to act as a boy; for there is nothing more manly for a human-being to do than to save someones life. Fionna saves Prince Gumball, which in turn creates a relationship between the two that was not there before. It becomes evident that there is a gender swap in this video when Fionna is the one who is catching Prince Gumball when he falls from the ceiling. o infatuate Fionna, portraying the inner-man of Princess Ice, and getting the inner- woman out of Fionna. Fionna Justifies the ideas of Judith Butlers by showing the audience that it took awhile for her to find her preferred gender- switching preferences multiple times between the beginning and end of the video. Fionna proves that any female can be happy doing male-type things, but also can be happy with a man, which goes against the norm of being a tom boy. By the end of the story it is clear that Fionna chooses to give up the girly personality that is expected mong women, while consistently being herself, and attracting the Prince of her dreams. In the reading Berengier of the Long Ass, The Knight and his Lady successfully pull off an epic gender swap that The Knight would not be very proud of. Throughout the beginning of the story the Lady constantly criticizes her husband for being lazy and not being a chivalrous Knight. Because she questions the Knights manhood, the Knight forces himself to make a change. The Knight then tries to fulfill the expectations of Knights in our society by creating fake battles in the forests to impress his wife. Because he does a bad Job of faking his fatigue and injuries after these fake battles, the wife begins to catch on to his tricks. The wife then follows him to the next battle realizing that what he was saying the whole entire time was a fraud. Butlers applications to gender being performative comes into play here, because the Knight tries so hard to be a man -that his life turns upside down because of it. The Knights wife then brings back another guy to the house, knowing that because her husband is a woman in her eyes, he will not even think about doing anything to harm her. When the Knight realizes that his attempt at conforming to the publics interpretation ofa knight has failed, he feels as though he is a failure- for the only important in most knights life is the chivalrous way in which they live. A Knights expectation is to be the most brave, genuine, and honest guy of all; however, in this case the knights wife was more of a knight than he was. The Knight in this story tried to adapt to the expectations that are naturally placed on him, and instead of adapting he completely failed at his attempt. Most people are better off being their atural-selves than trying to fulfill the expectations that others place on them. After analyzing Fionna, Prince Gumball, The Knight, and his wife, it is obvious that being yourself leads to the most happiness between one and their partner. Fionna maintains her inner-boy personality and ends up being the happiest girl in the world. The Knight tries to change his personality and ends up watching his wife hang out with another man. Judith Butlers ideas really make sense after analyzing these characters because of the way in which characters can reject the expectations of their gender and be completely happy because of it.

Louis XIV: The Greatest Leader of France :: Biography Biographies Essays

Louis XIV: The Greatest Leader of France The Days of Elegance The term "splendid" is one that most English speaking people are familiar with. To most of those people it has a meaning related to the overall appearance or feeling of what ever is being described. Webster's dictionary defines the term as: 1. magnificent and sumptuous. 2. distinguished or glorious. Splendor is more that that. It is an adjective that could be used to describe something so great and breath taking that one is left awed. The word splendid is often associated with the palace of Versailles, which was built Louis XIV. In the production of this grand structure there was no cost spared. It became a symbol of France, and a model by which all other palaces would be judged. Louis XIV received a great deal of criticism from onlookers as he used the French equivalent to millions of dollars to built this outstanding structure. There is still some speculation as to whether or not this was a good investment. It has been argued that the money could have gone to the poor or needy. The palace of Versailles was controversial, but in high insight, it is clear that Louis XIV made a sound decision in its erection. As Louis XIV took the throne, he was faced with several problems. He knew that he did not want to reside and rule in Paris, so against the will of his advisors he chose a hunting chateau as the site of his new palace. He also knew from history that the nobles of his domain had in the past and would continue to cause trouble in the form of uprisings and other conflicts. Louis XIV sought absolute power, and he knew that he would not be able to obtain this if preoccupied by civil conflicts. His solution to this problem was building Versailles and inviting all of the nobles to reside there. This was a brilliant scheme to keep the nobles out of the politics of the country. He preoccupied them with tasked normally associated with chamber maids, thus allowing him to rule as an absolute monarch. The splendor of the palace was a key factor in this plan because with out it, the nobles would not have a willing to leave their homes and move to Versailles. The historical account, The Splendid Century , written by W.H. Lewis is a very useful tool in understanding the life of Louis XIV. It tells of his life, his goals, his motives, and the means by which he achieved those

Family Values, Personal Values Essay -- Ethnicity Culture Families Val

Family Values and Unity There are so many various types of people with different ethnic backgrounds, culture and manner of living that are the cause of distinct values in a family. These families have poor, mediocre or virtuous family values, however what one may consider as a mediocre family value may seem poor to someone else and vice-versa. These family values differ from family to family world-wide. The most significant values are family unity, honesty and education. Family unity, is a family being together in blissful harmony on holidays. Family unity is regardless how bad a situation may be it will bring us closer together and make our bond stronger. Family unity is my family watching me grow from infancy to adulthood, guiding me with good values. Family unity is communicating with each other. Unfortunately, my parents were seldom around during my childhood stages. Therefore they were rarely home to guide me through good family values. Now that I am an adult my parents are persistent to spend time with me and teach me values not taught to me when I was a child. I believe it's like teaching an old dog new tricks. A child needs direction from the childhood up to adulthood not the reverse. I recall coming home from school to an empty house. My parents were working to provide us with a home, things we needed and wanted. Regardless, as a child a family was just as important. A popular soul singer, Luther Vandross, sang a song whose lyrics expla...

Land Acquisition

* FDI will lead to job losses. Small retailers and other small ‘Kirana store owners’ will suffer a large loss. Giant retailers and Supermarkets like Walmart, Carrefour, etc. will displace small retailers. * Supermarkets will establish their monopoly in the Indian market. Because of supermarket’s fine tuning, they will get goods on low price and they will sell it on low price than small retailers, it will decrease the sell of small retailers. Jobs in the manufacturing sector will be lost because foreign giants will purchase their goods from the international market and not from domestic sources. This has been the experience of most countries which have allowed FDI in retail. Although, our country had made a condition that they must source a minimum of 30% of their goods from Indian micro and small industries, we can’t stop them from purchasing goods from international markets as per WTO law. So after coming to India, they can reduce this 30% by litigating at the WTO.So far India has not allowed FDI in retail and allows these giants to operate stores which can deal only with registered business. For e. g. , Metro, a well known retailing giant of Germany is allowed to sell only to businesses which serve the front end customers like us. The retail industry can be divided into organized and unorganized sector. The organized retailing is which are backed by corporate giants like Reliance, Future etc. Unorganized retailing refers to the traditional shops which are basically no frills business.Organized sector can be compared to premium airlines whereas unorganized sector can be compared to low cost ones. However like in airline industry the unorganized sector contributes 98% of the total trade. However inspite of being well served by our home grown retailers, the government is toying up with the idea of opening retail for foreign companies. That brings us to the question on what exactly do they bring to the table. The answer is a lot of hear tburns and a little respite to the country in terms of managing the food produce in the country.

Free Essays on Welfare Mothers

In the article â€Å"Incarcerated Mothers† a lot of valid points and strong arguments are made. We learn in the beginning of the article that majority of the women in prison are mothers, and their needs are often neglected. Women’s healthcare needs and services are often ignored compared to male inmates. Majority of women mothers take care of themselves and abide by the rules simply to get out of prison as soon as possible so that they can see their children. Would it be a different case if we were discussing fatherhood? Yes, I think it would. For instance, incarcerated males receive many of the necessary services, such as, medical, dental, recreational, vocational, and educational services. However, does the male population of inmates deserve to have these benefits? I think that the men take advantage of these benefits. I do not think the main thing on their mind is getting out of prison to see their children. Many of them may not even know they have kids, they may be in jail for sexual abuse and therefore not care about their offspring. For instance, on page 262 the given quote is saying that men get in trouble for more harsh things, they try to escape, they don’t wear the proper clothes that they are supposed to, they get in fights with one another, and are rowdy compared to the women who abide by the rules and are quite so that they can go home and see their families. Clearly, if men are acting in such a manner then they are not concerned about acting properly in prison so that they can get out and get back to their families. Fathers in prison don’t necessarily have to prove themselves worthy of fatherhood, they don’t have to prove competency. Where as mothers have to prove this without expecting support for their mothering role. It is terrible to see that men don’t have to work as hard to get out to see their children. Both genders should have to equally prove themselves worthy of being a parent rather than t... Free Essays on Welfare Mothers Free Essays on Welfare Mothers In the article â€Å"Incarcerated Mothers† a lot of valid points and strong arguments are made. We learn in the beginning of the article that majority of the women in prison are mothers, and their needs are often neglected. Women’s healthcare needs and services are often ignored compared to male inmates. Majority of women mothers take care of themselves and abide by the rules simply to get out of prison as soon as possible so that they can see their children. Would it be a different case if we were discussing fatherhood? Yes, I think it would. For instance, incarcerated males receive many of the necessary services, such as, medical, dental, recreational, vocational, and educational services. However, does the male population of inmates deserve to have these benefits? I think that the men take advantage of these benefits. I do not think the main thing on their mind is getting out of prison to see their children. Many of them may not even know they have kids, they may be in jail for sexual abuse and therefore not care about their offspring. For instance, on page 262 the given quote is saying that men get in trouble for more harsh things, they try to escape, they don’t wear the proper clothes that they are supposed to, they get in fights with one another, and are rowdy compared to the women who abide by the rules and are quite so that they can go home and see their families. Clearly, if men are acting in such a manner then they are not concerned about acting properly in prison so that they can get out and get back to their families. Fathers in prison don’t necessarily have to prove themselves worthy of fatherhood, they don’t have to prove competency. Where as mothers have to prove this without expecting support for their mothering role. It is terrible to see that men don’t have to work as hard to get out to see their children. Both genders should have to equally prove themselves worthy of being a parent rather than t...

Hemolysis Lab Report Essays

Hemolysis Lab Report Essays Hemolysis Lab Report Paper Hemolysis Lab Report Paper Organisms also have white blood cells, also referred to as leukocytes, which mamba foreign antibodies in the immune system. White blood cells are complex in structure, and in contrast to red blood cells, have a nucleus. They include such cells as lymphocytes, monocots, sinkholes, interruptions and basophilic. While some cells such as lymphocytes make antibodies, others attack foreign objects, such as leukocytes, and others have several support jobs that help the immune system perform more efficiently. The immune system also consists of platelets. They are produced in the bone marrow of animals by mastectomys (bone marrow cells) which continuously go into the blood system and help clot blood (Barbarically 2012). Cell membranes are composed of a phosphoric bilateral, making them hydrophobic. Membranes have many functions, most importantly holding the cytoplasm and organelles. Cell membranes often contain protein channels that allow substances to enter the cell (Oboe et al. , 1997). Cell membranes are selectively permeable, meaning that some substances and chemicals can enter the cell, but not others. Most often, hydrophobic and size determines permeability rates (Barbarically 2012). If too much of a substance rushes into the cell, then they create an osmotic imbalance, meaning that the pressure inside the cell compared to outside the ell differs so much that the cell membrane bursts. This process is called hemolytic (Vivian 1999). Hemolytic is the process in which red blood cells are disrupted. The cells then release their cytoplasm and organelles. Since the cells are microscopic, we cannot view one cell undergoing hemolytic by the naked eye, however we can view a solution of them undergoing hemolytic without any specific equipment. However you can also view a specific number of cells using a phase contrast microscope, which will not only magnify the cells, but also shows depth and contrast We can also measure hemolytic by a spectrophotometer. A spectrophotometer measures how much light is absorbed by the solution. If a solution is more turbid (cloudy) then it will have a higher absorbency. Throughout this experiment, we wanted to test the membrane permeability of mammalian red blood cells by using hemolytic. We would view it under phase contrast microscopes, spectrophotometers and our eyes. We dont know what the exact partition coefficients are yet of all the chemicals we will be testing. We will test the membrane permeability of 12 different chemicals, and our hypothesis is that they will differ by their molecular composition, structure, size ND whether or not they are ionic. Barbarically, A. (2012). Cells and Heredity Laboratory Manual. (up. 90). New Orleans, LA: Loyola University. Oboe, C. L. , Mainstreamed, L. , Ventilates, P. , Baby, S. , Exalted, H. R. , Sofia, M. J. , Karakul, R. , Chain T. Y. , Kim, J. W. , Lee, H. J. Maiden, G. L. Echo, S. Y. , Walker, S. , Kahn, D. (1997). Design of Compounds that Increase the Absorption of Polar Molecules. Proceedings of the National Academy of Sciences of the United States of America, 94, 2218-12223. Vivian, l. T. (1999). Low pH-launched hemolytic of erythrocytes is related to the entry of the acid into systole and oxidative stress on cellular membranes. Biochemical et Biophysics Acta-Boomerangs, 1415, 349-360. Erect, J. B. , URI, L. A, Cain, M. L. , Wassermann, S. A. , Minority, P. V. , Jackson, R. B. (2011). Membrane Structure and Function. Wilbur, B, (9th De. ) Campbell Biology (up. 125-142). San Francisco, CA: Pearson Education. Materials and Methods: Spectrophotometer: After setting the Genomes spectrophotometer to measure the absorbency of light, we set the wave length to 540 manometers. We pipettes 1. 2 ml of . MM glycerol into a cavetti and blanked the machine. We then mixed 3 ml of . MM lechery and 10 LU of whole blood [1] in a test tube, covered it with paraffin and then inverted the tube to mix the solution adequately. We then pipettes 1. Ml of the blood/glycerol solution into a new cavetti, put it in the spectrophotometer and recorded the absorbency for a time of zero. We then repeated these steps with . MM Niacin. We blanked 1. 2 ml of a . MM solution, and then mixed ml of the . MM solution and 10 LU of horse blood in a test tube. We covered the test tube with paraffin and inverted the mixture, we then pipettes 1. 2 ml of the mixture out and into a new cavetti. We measured the absorbency for a time of zero. We then simultaneously measured the absorbency of the glycerol/blood mixture and the Nasal/blood mixture every minute for 30 minutes. Basic Contrast Microscopy: We cleaned two glass slides with alcohol and put them aside. We then combined 1 ml of . MM Nasal and 1 OLL of whole horse blood in a microelectronic and immediately transferred 10 ml of the mixture to the clean glass slide, added a cover slip, recorded the start time and watched the cells under xx bright field microscopy and recorded what we observed. We then switched to xx phase contrast microscopy and also recorded what we saw periodically and tote any change. We then repeated the same procedure for . MM glycerol. We added 1 ml of a . M glycerol solution and 1 OLL of horse blood into a separate microelectronic and instantly pipettes 10 LU of the mixture onto another clean glass slide, covered with a coveralls, recorded the start time and viewed under XX phase contrast microscopy. We watched the slide for 14 minutes and recorded and drew how many cells were in our viewing area. We stopped recording what we saw when cells were no longer visible. Turbidity: We predicted which chemicals would take a long time (longer than an hour) to urn clear, so we tested those chemicals first. We put ml of each chemical in a separate test tube, mixed it with 10 LU of whole horse blood, and documented how much time passed until the mixture turned clear. We then rated it on our own scale of one through five of how turbid it was at time zero. We started with putting Nasal in a test tube and then KICK in another test tube, and then so on ammonium chloride, ammonium acetate, sodium acetate, glucose, sucrose, ethylene glycol, ethanol, glycerol, glycogen, and then methanol. After each test tube was labeled with which chemical was inside, we added the horse blood and corded how long it took the mixture to turn clear. We repeated some of the mixtures, such as ammonium acetate and ammonium chloride because we documented the time incorrectly. We then put the chemicals on a chart in order of how long it took (in minutes) for the turbid mixtures to clear up. Results: Hemolytic: In our results of our spectrophotometer, we recorded the absorbency of each mixture and discovered that our . MM Glycerol and blood mixture level of absorption initially increased insignificantly and then flattened out for the duration of the experiment at . 355 manometers. Simultaneously, we recorded the Nasal/blood mixture and it decreased extremely gradually, with the exception of one discrepancy in the middle of the experiment (Figure 1). Phase Contrast: We observed roughly 100 red blood cells using XX bright field microscopy at the commencement of our experiment for . 1 MM Nasal/whole blood (Figure 2). We then viewed the red blood cell/Niacin mixture using phase contrast and viewed the same amount of cells, except this time they were mainly small black dots clustered around each other (Figure 3). We switched from using the bright field microscopy to phase contrast microscopy because phase entrant shows depth and has a clearer picture. We then did the same procedure with a . MM glycerol/blood solution. The start time was 4:45. We observed the first slide using XX phase contrast microscopy. The start image and it indicates that there were roughly 1 00 cells (Figure 4). Figure 5 shows what was happening at 4:50; there were roughly 50 cells left and the ghosts of the cells were clearly visible. Figure 6 shows at 4:51 that approximately 30 cells were left, and they were disappearing at an extremely quickly. Figure 7 shows that at 4:55 10 cells were left. Almost all the cells were one. Figure 8 shows that all the cells have disappeared and only ghosts were left at 4:59 P. M. After the experiment was concluded, figure 9 compared the number of red blood cell mixtures over time. Also, if this experiment was done again, and water was substituted for . MM Nasal, then the red blood cell would swell and burst because the water is a hypotonic solution compared to the red blood cell. Membrane Permeability: Turbidity: Some chemicals, such as ethylene glycol, glycerol and methanol changed instantaneously from turbid to clear. Others such as Nasal, KICK, sodium acetate, glucose, sucrose and glycogen did not change from turbid. Table 10 shows that chemicals reacted differently with the 10 LU horse blood in both how turbid it was at the start of the experiment, and how long it took each chemical to turn completely clear. Figure 11 demonstrates the relationship of time-to-turbidity loss (based on our relative scale of 1-4 we determined at the beginning of each chemical experiment) to each chemical that did change turbidity. Discussion: During this experiment, we fulfilled the objectives in which we wanted to test membrane permeability and test chemicals and whether or not they cause employees. We discovered that Nasal, KICK, sodium acetate, glucose, sucrose and glycogen do not cause hemolytic because they are not hypotonic solutions; however, ammonium chloride, ammonium acetate, ethylene glycol, ethanol, glycerol and methanol are hypotonic solutions. In which case the red blood cell has lower pressure than the outside of the red blood cell, so the solution rushes in causes the red blood cell to lose its cytoplasm inside. Some chemicals and solutions cause hemolytic quicker because they are much smaller in atomic size and mass compared to large molecules that cannot eremite the red blood cell membrane as easily, which slows down hemolytic (Oboe et al. , 1997). Our control (. MM Nasal) are consistent throughout our experiment. They didnt cause hemolytic in the spectrophotometer, phase contrast, and with the test tubes. With every one of our other chemicals, we could use Nasal as baseline to refer to, and to see whether or not that chemical was causing hemolytic or if it was an isotonic solution. There were a few issues in the data gathering category; we had to repeat the turbidity test tube experiment for two chemicals because we marked down the wrong start time. We also had trouble viewing . MM glucose and blood solution under phase contrast, because our microscope was not set up correctly initially, so we had to keep adjusting. We had to gather the data from another group. Every method we used to view hemolytic, whether it be the spectrophotometer, microscope, or our eyes, each had its benefits and downfalls. The spectrophotometer allowed for absorption to be measured better than our eyes and microscope. However, we couldnt actually see it unless we took the cavetti out of the spectrophotometer. Our eyes were a good way to actually view turbidity without an additional object. It was helpful to actually see the experiment going on in front of you, it allows an additional perspective of envisioning the experiment later on, because its easier to actually think about what is happening in the experiment. The microscopes are the best at actually viewing the hemolytic on an extremely small scale. Overall, it was important to view hemolytic with each data collecting instrument, whether it be the spectrophotometer, microscope or eyes. Each had a separate purpose and each came in handy when interpreting the results. It was a great experiment and I thoroughly enjoyed getting hands on training, and also it was vital to view hemolytic and the chemicals that cause hemolytic. Our hypothesis is accepted because the smaller the molecular composition, the quicker the red blood cell membrane was permeated. Also, other scientific articles such as Design Compounds That Increase the Absorption of Polar Molecules and Low pH is Related to the Entry of the Acid Into Systole and Oxidative Stress on Cellular Membranes support our hypothesis. For future experiments, we could substitute other mammalian red blood cells, such as monkey or rabbit, compared to horse red blood cells, to see if their red blood ells react differently with the 12 chemicals we tested. We could also change the concentration or temperature of the 12 chemicals we used in the turbidity experiment.

How Homeschooled Students Should Prep for the ACT

How Homeschooled Students Should Prep for the ACT SAT / ACT Prep Online Guides and Tips Do you receive your education at home or outside the formal setting of a public or private school? If you're a homeschooled student aiming to go to a 4-year college, then you're probably planning to take the ACT (or its equivalent, the SAT). This guide will go over how you can prep for the ACT as a homeschooled student, come up with a solid test plan, and be strategic in your approach to taking this important test. The first step is asking yourself about your strengths and weaknesses as a student. Assess Your Strengths and Weaknesses Is your imagination carried away when you read fiction, but scientific charts and graphs make you feel stuck? Do you love the challenge of word problems, but feel scared of the big blank page when it comes time to write an essay? Maybe you find something interesting in all your subjects, but you struggle to answer questions under strict time limits. Taking the time to honestly assess your strengths and weaknesses as a student will help you prep for the ACT. Rather than studying every section and question type equally, you should focus your energies on those areas where you need the most improvement. If time management is tough for you, for example, then you should learn and try time-saving strategies, along with timing yourself while you take practice tests. Through targeting and drilling your weaknesses, you can enhance your skills, gain confidence, and improve your overall scores. As a homeschooled student, you might be especially aware of your strengths, interests, and challenges as a student. Self-Reflection and ACT Prep Many home educators follow a philosophy of "natural learning" or "autonomous learning" that gives students more independence and input into shaping their learning by following their passions. If this sounds like your experience, then you likely have more practice with cultivating self-awareness than your peers who went through a traditional school system. As mentioned above, students who really improve their ACT scores don't just get to know the test really well, they also get to know themselves really well. Rather than wastingtime repeating what youalready know, you canstrategically approach test prep with a plan to identify and drill yourweak spots. Any areas of difficulty can be improved with training, just like you get better at layups by practicing them or at playing piano by repeatingscales and songs. Distributing your effort where it can make the most difference will make your test prep most effective. Plus you might present an even stronger case to your teacher(s) for adding some ACT prep toyour daily classes or homework assignments. Give Input Into Your Curriculum Do you get any say in what you're learning? If your educators are open to your contributing to the curriculum - which is often the case within home education - perhaps you can incorporate ACTprep into your day. Share your goal of getting into a 4-year college, and articulate how important scoring well on the ACT is to meeting that goal. If you can integrate ACT science, math, English, Reading, and essay questions into your classroom learning, then you can ground your learning in the context of the test and apply your understanding to practice problems. It will be a two-way street where your classroom learning can complement your ACT prep, and vice versa. If you're studying geometry, for instance, find some official ACT practice questions and include them as practice or a test. To practice stating and supporting your point of view in a 5-paragraph essay, bring in ACT essay questions (bonus points if you can time them for 30 minutes). Lee Binz of HomeScholar says it's "helpful to have your teen choose curriculum - ESPECIALLY in their weak areas. As your teens progress, try to engage them in curriculum choosing." This applies to ACT prep as much as any of your learning. Hopefully you can share your post-secondary goals, integrate ACT prep into class and homework, and incorporate more time limits to get used to the strict timing of the ACT. Of course, in order to effectively design a study plan on your own and as part of your curriculum, you must gain a clear understanding of exactly what's on the ACT. Can you give some input into your curriculum? Understand the Content of the ACT What's the difference between the Reading and English section of the ACT? How many math classes should you take to do well on the math section? Is the Science sectionabout straight recall or interpretation of experiment results? How many questions are in each section, anyway? The first step whenpreparing for the ACT should be thoroughly understanding what's on the Reading, English, Math, and Science sections (and don't forget about the essay, if you're taking the ACT Plus Writing!). With all the information on the test out there, you shouldn't have any surprises on test day. After reviewing the content of the test, you should try taking a diagnostic practice test. Official ACT practice tests are best, and you cansimulate testing conditions by sitting in a quiet place and timing each section. Then you can score your test and figure out which areas were easy and which were challenging. Analyzing your mistakes, along with reflecting on your general strengths and weaknesses as I talked about above, will give you a good launchingpoint. Once you know where you're starting and where you'd like to arrive, you can design astudy plan that will take you there. Design a Study Plan It's helpful to know where you're starting out from and the target scores you want to achieve. Apart from integrating test prep into your classes, you'll benefit from putting in the time and effort to study on your own. The following is an estimate of how many hours of prep you should devote in order to improve your composite score. These are rough estimates that could vary depending on your individual learning style and rate of growth. ACT Composite Point Improvement 0-1 points - 10 hours1-2 points - 20 hours2-4 points - 40 hours4-6 points - 80 hours6-9 points - 150 hours+ Before freaking out about the 150 hours+, think about how much time you could accumulate if you start studying early. If you took the ACT in the fall of junior year, the spring of junior year, and again in the fall of senior year, you'd have a whole year to improve from your first test (plus all the studying you did the summer before junior year). Let's think about this year between your first and final ACT test.There are about 48 weeks in 12 months, so studying for just 2 to 3 hours a week already adds up to 96 to 144 hours. If you could set aside just a few hours each week, then you could put in lots of prep time and see a significant score improvement. Plus you probably want to ramp up your study time in the couple of months before your test date. Besides reinforcing the concepts you need to know for the ACT, you also want to learn about and try out strategies to learn which ones work best for you. Get Strategic While you can't know exactly what questions you'll get on test day, you can have a pretty clear idea. Since the ACT is a standardized test given nationwide (and internationally, too), the testmakers must use a similar template for their questions test after test. By really examining the types of math, reading, English, and science questions, you can have a sense of what the questions are getting at and how they are generally reformulations of the same types of questions. Besides looking strategically at the questions, you can use strategies to save time. By glancing over the passage-based questions and skimming the passages for the main points, for instance, you'll save a lot more time than if you did a close read the first time. By using process of elimination on the questions, you can see what "tricks" the ACT is using to distract you from the correct answer. Read about strategies, learn to recognize the common "distractor" answer choices, and utilize the approach that helps you avoid the common pitfalls and save time. Part of this, as I talked about above, is timing yourself as you prep to learn how to work quickly and efficiently. Ready...set...go! Use a Stopwatch Have an iPhone or Android? Use the stopwatch feature to time yourself as you take practice tests. Or kick it old school and use an actual stopwatch, like the shiny one above.Hereis how much time you get foreach section: English: 45 minutesMath: 60 minutesReading: 35 minutesScience: 35 minutesEssay: +30 minutes Taking your time to deeply understand the concepts is fine, but once you are taking practice tests, you should really set the same conditions that you'll experience on test day. If you can't demonstrate your knowledge in a short amount of time, then you unfortunately won't be able to hit the ACT scores you deserve. Studying concepts, applying strategies, and taking practice tests takes sustained focus and effort, and I'm definitely not trying to suggest that studying for the ACT is your only focus in high school. You have other classes, activities, plus the other parts of the college process to think about. But if you really want to perform well on the ACT, then you should make time to improve your scores through studying. So how can you balance ACT prep with everything else? (Hint: the answer is not to cut out sleeping at night.) Strike a Balance with Test Prep and Everything Else That last tip about starting early is really helpful for finding balance and making time for test prep in your busy schedule. Write down a schedule for yourself, and try to make a routine of it (things might come up, but try to keep this routine as regularas possible). If you start early, then you won't be struck with the anxiety of an approaching test date and no time (anxiety gets in the way of focusing and retaining information, too - no fun for anybody). Perhaps you're motivated by the last minute study rush, which is fine. Everyone has different study styles. But withoutlearning about the ACT and taking the diagnostic test, you won't know how much time you need. You won't know what you don't know, if that makes sense. So take the time to figure that out with months or a year to spare, and then design your optimal study plan from there, whether it's spread out equally or staggered to ramp up right before your test. Another important consideration when designing your schedule is what your other commitments are. Are you playing on a varsity sports team junior year? Are you designing an app, or have you convinced your parents to take you on a cross-country road trip in the name of college visits? Figure out what your competing commitments are so you won't find yourself overwhelmed by ACT prep. This mindset will help you find balance with your study plan and when choosing your test dates. Be Thoughtful About Your Test Dates I briefly touched on the typical schedule and prep hours for students. A lot of students take the real ACT for the first time in the fall of junior year, then again in the spring, and then for the final time in the fall of senior year if they still see room for improvement. This gives you three test dates, but you might want more to take the pressure off, get more real test experience, or build your scores up section by section. Plus if you're super busy junior year, then you can move prep ahead and get your test scores all finished and done with well ahead of your college deadlines. Even if you haven't studied some concepts extensively in school yet, like geometry or trigonometry, you can reinforce what you do know and get a headstart on new concepts.There are a lot of considerations when choosing your test dates, and by being thoughtful about each one you can devise a schedule customized to you. To keep all this straight, I can't emphasize enough the importance of writing everything down. Not you! Keep Track of Everything As a homeschooled student, you might nothave the same college-bound peer group or guidance counselors to be by your side and keep you updatedthroughout the college process (though you can make an appointment with a counselor at your local high school). That's why you might have some extra responsibilities when it comes to keeping track of your test dates, prep, deadlines, and application materials. Make sure you research your colleges' policies about standardized testing, expectations for scores, and any ACT-based scholarships they offer. Create a system of organization, whether you use binders or online tools like Google Calendar and Google Docs, to write everything down, create and stick to your schedule, and remember all those passwords you'll be creating for sites like the ACT and The Common Application. As a homeschooled student, you've probably developed a great deal of independence in your learning and organization, and you can draw on this strength as you work towards your post-high school goals. Not only will this help you geta strong ACT score and admission to your dream school, but these skills will help you be a successful and self-directed college student capable of achieving great things. What's Next? The best ACT practice questions come straight from the testmakers. Download official ACT practice tests with questions from previously administered tests here. Are you not sure when you should sign up for your first ACT? Should you take one just for the experience, or wait until you've put in some serious studying? Learn when to take your first official ACT here. Wondering what kind of science you need to study for the ACT Science section? Read about the only actual science you need to know(and how this section is more like the Reading section than you might think). Want to improve your ACT score by 4 points?We have the industry's leading ACT prep program. Built by Harvard grads and ACT full scorers, the program learns your strengths and weaknesses through advanced statistics, then customizes your prep program to you so you get the most effective prep possible. Check out our 5-day free trial today:

Security Design Research Paper Example | Topics and Well Written Essays - 250 words

Security Design - Research Paper Example that critically need fool proof security solutions include battlefield defences systems, money transaction system, international telephone system, etc. With the lapse of time, system complexities in such environments are rapidly increasing and traditional security paradigms are becoming insufficient. The authors remark that although the â€Å"common V model† (108) framework of determining a system’s lifecycle can still be used as a general starting point, systems thinking must be inducted widely. In order to develop and implement systems thinking to the sphere of complex systems, the systems designer must have a thorough understanding of his/her operational environment. Understanding the subsystem components, hierarchy situation, functional constraints, etc. are also equally important. To achieve this, Alston and Campbell also suggested that the systems designer should develop a range of potential solutions (110). This action can be achieved when divergent thinking and convergent thinking are coalesced with the help of spray diagrams, multiple cause diagrams, etc. Next, systems level designs and techniques must be produced. After that, the implementation scheme must be verified with the help of the techniques like software and hardware testing, validation, etc. Finally, the designing team must adhere to the most flexible â€Å"Systems Engineering policies, processes and tool sets† (Alston and Campbell, 112) that can be used and modified during security emergencies. Alston, Ian and Simon Campbell. â€Å"A systems engineering approach for security system design.† Proceedings of the 2010 International Conference on Emerging Security Technologies. New York: IEEE, 2010. 107-112.

Anishinaabe Tribe Essay Example | Topics and Well Written Essays - 500 words - 1

Anishinaabe Tribe - Essay Example In addition, it fuels feelings of animosity and hatred among people that are to co-exist mutually, helping each other in times of need. This paper examines a fishing controversy that has happened between two tribes in the Spear fishing Walleye in Wisconsin, stressing on the importance of the Lac Du Flambeau, an Ojibwe person to spear fish in the Valley, without necessarily having to seek permission from the Wisconsin Authorities. The fishes existing in the Walleye Valley are meant for economic and social use by the natives of this place. These people are meant to be the custodians of the river and the resources in it, and ensure that they exploit them for their welfare. In this case, they are mandated to use them for food, as well as important products for sale in the market in order to improve their economic welfare. As a native Ojibwe resident, it is important to note that this valley existed from time immemorial, where our ancestors used it for their economic lives. They would fish in this river to get food for their stomachs as well as sold some to advance their economic welfare. During this time, the ancestors did not have to get permission from authorities in order to use and manage these resources; they were motivated by their conscience to take good care of these resources for the welfare of the future generations. The conservation and management practices used by ancestors have been passed on the succeeding generations. This is something that should prompt the Wisconsin authorities to understand that the natives of Walleye in Wisconsin have the capacity to conserve and manage the fishing grounds and exploit them for their economic and social gains. In this case, they should be allowed to go on with spear fishing in the valley without having to worry that the resource will be misused. Another important consideration in allowing the Ojibwe people to spear fish in their traditional way is that this fishing style is does not lead to

Huffman Trucking Knowledge Worker- Terence Essay

Huffman Trucking Knowledge Worker- Terence - Essay Example Its mission clearly states the business’ strategic plans to survive in the logistics market. It motivates employees from every department by reminding them that profit making and competitiveness are the core principles of the firm’s success. Huffman’s facilities have been strategically located to ensure that both services and corporate support have been tactically diversified. Thesis statement: Huffman has outsourced its infrastructure and networks. A knowledge worker through analyzing the systems will come up with different ideas to support the firm and vice versa (Davenport 2013). Huffman has an information system that helps it in running operations between the four branches. The network has ensured the California, New Jersey, Missouri and Ohio facility are connected together. A remote backup site has also been set up to ensure communications between the four stations possible. Huffman offers logistical services meaning the need for constant communication with the fleet due to customer preferences. The information systems structure has made it possible for clients and staff to access information instantly when needed (Peterson and Davie 2012). Corporate communications from the corporate headquarters in Ohio are facilitated by the information systems infrastructure. It connects each and every department that include executive offices, marketing, sales, accounting and human resource. The administration at the corporate office has been provided with high-speed computers and printers depending on the number of employees in each department. The marketing department issues employees with mac-book computers, unlike others with HP to ensure class and a close connection to the public. Huffman’s computers have internal memories of one terabyte to ensure that vast information and data can be stored based on the size of the fleet. Other high-speed specs such as RAM and internal speeds have been emphasized ensuring

War on Terrorism Research Paper Example | Topics and Well Written Essays - 1000 words

War on Terrorism - Research Paper Example The invasion of Afghanistan is seen as the first action of this war, and initially involved forces from the United States, the United Kingdom, and the Afghani Northern Alliance. Since the initial invasion period, these forces have been augmented by troops from Germany, Canada, Australia, and New Zealand. In 2005-2006, Canadian forces there will be increased to over 2000 troops. Canada also supported coalition efforts in Operation Archer, Operation Apollo, Operation Altair, and Operation Athena as part of the ongoing support for Operation Enduring Freedom. The Canadian government, however, does not recognize Iraq as part of the informal network of support for the attacks of 9/11 and as such, has declined to send Forces to that theatre of operations, although scores of them are on assignment to US Forces - mostly assisting in AWACS operations. (Richard Miniter. October 2005) Support for the United States cooled when America made clear its determination to invade Iraq in late 2002. The United Kingdom, Italy, Spain, South Korea, Poland, and Australia joined the "coalition of the willing", unconditionally supporting U.S.-led military action. Other countries, including Canada, Germany, France, Pakistan, and New Zealand opposed military action and blocked American attempts to pass a UN resolution explicitly backing military action. Countries that did not participate in the invasion but who have made themselves parts of the reconstruction and peacekeeping efforts include Ukraine, the Netherlands, Denmark, and Romania. Many of the 'Coalition of the willing' countries also have sent troops to Afghanistan, particular neighboring Pakistan which has disowned its earlier support for the Taliban and contributed tens of thousands of soldiers to the conflict. Support for the "War on Terrorism": Supporters assert that democracy in traditionally authoritarian countries has a transformative power that will add to peace and stability. Supporters downplay civilian casualties by arguing that many who live near terrorist cells are likely to support them materially, although this would imply that western tax-payers should be considered legitimate targets by those opposing western military action. Some argue that war could act as a deterrent against terrorists, demonstrating to potential recruits that they would face certain retribution. This argument may hold less water in reference to suicide terrorism, or when terrorists expect to become martyrs, but can be argued to deter such attacks by weakening the logistical base which provides martyrs with explosives and points them toward effective targets. (Gary C. Schroen. May 2005) Some analysts argue that democracy in the Middle East will elevate Islamists, including radicals, who will use democratic institutions to gain power but then implement their autocratic agenda. Democracy can also lead to instability. In short, things may get worse before they get better, which may be bad news for the US. Many however believe that in the long run increased democratic governance or the break up of static autocracies will lead to a better outcome than the status quo even if the emerging governments initially oppose U.S. policies. Some furthermore argue that any type of somewhat democratic government would find more common ground with the U.S. than the existing ones even if rapprochement was gradual and difficult.

Land Law Essay Example | Topics and Well Written Essays - 3000 words

Land Law - Essay Example The position of the ?40,000 'compensation' paid by Brad. 5. Possibility of Celeb Bank removing Angelina from the premises. Rules â€Å"A mortgage is a security for a loan†1. This involves a transfer of a legal or equitable interest in the borrower's land to the mortgage with a provision that the mortgagee's interest shall end upon the repayment of the loan plus interests and costs2. This means that a mortgage is some kind of a loan that is given to enable a borrower to get interest in a land. The mortgagee (one taking the mortgage) gets interest to a given land or property whilst it is paid for by the mortgagor from the owner of the land3. In the case of Abbey National Building Society V Cann4 G lived with his mother D in a property. D contributed to the purchase price of a property that they moved into which G, the son, held for himself and his mother. They moved to a smaller house costing ?4,000 more than the previous house they both bought. The mother was only aware of the necessity to move but she was not aware of the fact that her son had taken another mortgage of ?25,000 with the defendants. Due to the son's failure to repay the mortgage, Abbey National Bank sought to repossess the house. D, the mother, was now living with her partner in the same house and she argued that she had an equitable proprietary right under the Land Registration Act 1925 (Now Land Registration Act, 2002). She therefore moved from the new premises and entered the old house that the bank was repossessing 35 minutes before the bank took over. The bank argued that D had no rights in the property. In deciding the case, the court examined whether the property could have been purchased without the mortgage or not. Also, the occupation of the premises under Section 70 (1) g of the Land Registration Act 1925 had to be permanent and not temporal in nature. It was therefore held that D had no rights to the property. In Ingram V CIR5 the question of determining the equitable right was based on whether the contribution made by a person claiming equitable rights to the property was vital in the acquisition of the mortgage or not. If it was, then the person has proprietary rights. If not, then there was no such right. Also, in National Province Bank Ltd V Ainsworth6 a distinction was made between proprietary interest and personal interest. In this case, the House of Lords held that before a right or interest can be admitted to the category of property right, it must be definable, identifiable by a third party and have some degree of permanence or stability. If there are some rights that do not fall in this category, it is classified as personal interest and is not a proprietary right and cannot lead to any claim under property law or trust law. Also, in the case of Lloyd Bank and Rosset7 it was held that the failure to contributing to the cost of running a house is not sufficient to create a proprietary right in a given property. Pettitt V Pettitt8 also demonstrate d that a man who contributed by making improvements to a house bought and owned by his wife was not substantial enough to create a proprietary interest. Where there was some contributions that was made by a cohabitee to the property, it becomes a resulting trust9. On the other hand, if the

War on Terrorism Research Paper Example | Topics and Well Written Essays - 1000 words

War on Terrorism - Research Paper Example The invasion of Afghanistan is seen as the first action of this war, and initially involved forces from the United States, the United Kingdom, and the Afghani Northern Alliance. Since the initial invasion period, these forces have been augmented by troops from Germany, Canada, Australia, and New Zealand. In 2005-2006, Canadian forces there will be increased to over 2000 troops. Canada also supported coalition efforts in Operation Archer, Operation Apollo, Operation Altair, and Operation Athena as part of the ongoing support for Operation Enduring Freedom. The Canadian government, however, does not recognize Iraq as part of the informal network of support for the attacks of 9/11 and as such, has declined to send Forces to that theatre of operations, although scores of them are on assignment to US Forces - mostly assisting in AWACS operations. (Richard Miniter. October 2005) Support for the United States cooled when America made clear its determination to invade Iraq in late 2002. The United Kingdom, Italy, Spain, South Korea, Poland, and Australia joined the "coalition of the willing", unconditionally supporting U.S.-led military action. Other countries, including Canada, Germany, France, Pakistan, and New Zealand opposed military action and blocked American attempts to pass a UN resolution explicitly backing military action. Countries that did not participate in the invasion but who have made themselves parts of the reconstruction and peacekeeping efforts include Ukraine, the Netherlands, Denmark, and Romania. Many of the 'Coalition of the willing' countries also have sent troops to Afghanistan, particular neighboring Pakistan which has disowned its earlier support for the Taliban and contributed tens of thousands of soldiers to the conflict. Support for the "War on Terrorism": Supporters assert that democracy in traditionally authoritarian countries has a transformative power that will add to peace and stability. Supporters downplay civilian casualties by arguing that many who live near terrorist cells are likely to support them materially, although this would imply that western tax-payers should be considered legitimate targets by those opposing western military action. Some argue that war could act as a deterrent against terrorists, demonstrating to potential recruits that they would face certain retribution. This argument may hold less water in reference to suicide terrorism, or when terrorists expect to become martyrs, but can be argued to deter such attacks by weakening the logistical base which provides martyrs with explosives and points them toward effective targets. (Gary C. Schroen. May 2005) Some analysts argue that democracy in the Middle East will elevate Islamists, including radicals, who will use democratic institutions to gain power but then implement their autocratic agenda. Democracy can also lead to instability. In short, things may get worse before they get better, which may be bad news for the US. Many however believe that in the long run increased democratic governance or the break up of static autocracies will lead to a better outcome than the status quo even if the emerging governments initially oppose U.S. policies. Some furthermore argue that any type of somewhat democratic government would find more common ground with the U.S. than the existing ones even if rapprochement was gradual and difficult.

Economics DD202B-1 Essay Example | Topics and Well Written Essays - 1000 words

Economics DD202B-1 - Essay Example Every other economic variable gave up simultaneously as is obvious from the next graph that depicts the trends taken by the rate of unemployment and that of inflation. While the rate of unemployment had reached a peak during 1933 when it equalled 25.2%, the rate of inflation as measured by the GDP deflator had been -11.46% in 1932. Hence, the economy at that point of time was suffering from a heavy recession. In fact, such was the vigour of the crisis that the monetarists could not inject liquidity into the nation even through lowering the rate of interest, supposed to discourage deposits and encourage loans. People around the economy had lost their trust in its fundamentals and wanted to hold back whatever they could, so that aggregate demand was low. A low aggregate demand triggered a low aggregate supply and thus, equilibrium output production was low as well. The national government in their attempt to correct the scenario, restricted international trade and adopted a protectioni st policy, which deteriorated the problem further. It was when every school of economics had failed to correct the impact of Great Depression that the Keynesian school of economics came to as the rescuer. John Maynard Keynes ruled out the prevailing classical concepts of economic growth. Instead he stressed upon spending of more money. He instructed the national government to open up to international trade and hence, stimulate aggregate demand and supply. Moreover, he also suggested the administration to invest heftily into the economy even if that amounted to incurring deficits. Moreover, the rate of employment must be at its maximum achievable point so that people start earning and hence are instigated towards more spending (Barro, 2008, p. 405). This strategy introduced by Keynes came to be known in macroeconomics as the Keynesian school of

The reproduction of the cats Essay Example for Free

The reproduction of the cats Essay Cats are prolific breeders. Females take just 6 to 9 months to reach sexual maturity; but it is not unheard of for female kittens as young as 4 months to become pregnant. Males mature a bit later but both sexes can breed before they are a year old. Although female can become pregnant at any time of the year, there are specific mating seasons when cats become sexually active. In northern Europe it is usual for domestic female cats to come into heat (estrus cycle) in January and then again in June. The estrus cycle is the period in the female reproduction cycle when mating is most likely to occur. A heat period lasts about 4 to 7 days if the cat is mated and longer otherwise. Female cats indicate their readiness to mate by calling for male company with a special type of yowl, which like the (highly vocal) mating itself has often disturbed the sleep of humans who live in the vicinity. One of the most interesting features of the reproductive process of cats is a phenomenon known as induced ovulation. The male cats penis has backward pointing spines which scratch the interior of its partner, and cause ovulation to occur. Because pregnancy will not take place without this stimulus, quite often the first cats to mate with a queen with not father any kittens. However, the super-fertility of cats means that once she gets started, the female is capable of having a number of partners, and bearing kittens from several fathers in the same litter. The mothers eggs are fertilized in the oviduct and arrive in the uterus 4-5 days after mating. Cats do not go about the process quietly, and to the unpracticed ear the process sounds remarkably like a prolonged and very vocal cat-fight. Pregnancy lasts between 56 and 71 days, with the average pregnancy taking 68 days. Litters are most commonly of 3-6 kittens, but a single litter may have as many as nine. The record was a litter 19 kittens; the mother being a Burmese/Siamese cross from Oxford shire in England. The kittens were born on the 7th of August. Unfortunately four of the kittens were stillborn. Lets meet at the milk bar A few days before she is due to give birth the pregnant female will become restless and will look for the best nest. This will normally be quiet, warm and in one of the darker parts of the house. This is where she will give birth. It is a good idea not to disturb her in her nesting place. Kittens are both blind and deaf when born but otherwise well developed. They are, for example, more responsive than newborn puppies. A newborn kitten has a very good sense of smell and she will soon select a teat to feed from and will suck at no other. A kitten will be ready to play at three weeks old and will be fully weaned by 8 weeks. The mother can come into heat as soon as four weeks after giving birth. If the kittens are pedigreed, the father is referred to as the sire and the technical term for the mother is the dam. As we said earlier cats are prolific breeders and can breed throughout their lifespan. Again dipping to a feline book of records we will find that the most prolific breeder ever recorded was a tabby from Texas, USA called Dusty. She produced 420 kittens, the last litter being in 1952. Although fertility may gradually decline over time, cats do not go through the menopause. Therefore there is no age after which a female cat can no longer become pregnant. Indeed the oldest cat to have a litter was Litty, who gave birth to two kittens in May 1987 when she was 30 years old. With this birthrate it is no wonder than left to itself the feline population will quickly run out of control. It has been estimated that in a 12-year lifespan, without human intervention, a single female cat could be responsible for as many as 3500 descendants. There are already too many cats born each year and sadly, many are destroyed. It is therefore important that the cats are neutered as early as possible. Neutered cats are much better pets and studies have also shown that females spayed before they are six months have a significantly reduced risk of mammary (breast) cancer. It is also the case that if male cats are spayed later, they may continue aggressive scent-marking (spraying with urine), out of sheer force of habit.

Impact of Employee Remuneration on Productivity

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