Enterprise in events Essay Example | Topics and Well Written Essays - 2500 words - 1

Enterprise in events - Essay Example There are also many theories that have come up and they are trying to discuss the real meaning of an entrepreneur. Reasons that have made it difficult to discuss this time is the fact like, why are some people able to start business while others cannot. Also what’s the reason why some businesses succeed while others selling the same products cannot? These are a few of the asked questions when defining who an entrepreneur is. However, this paper will focus on describing what an enterprise is. From the point of what is an enterprise, it will also discuss the possible theories that describing the meaning who is an entrepreneur. Finally this paper will also focus on the real meaning of entrepreneurship as from different literature reviews. Many people are currently managing very big enterprises. Most of these enterprises are successful and they are gaining a lot of profit from them. The main goal of every business is to gain profit. Before we talk about how this businesses are ran, it is important to describe what an enterprise is. From business point of view, enterprise is the measures that are used to encourage people on how to be good entrepreneurs. It also involve spotting ideas and looking for the best ways in which to transform these ideas into reality (King, 2002 p. 23). Therefore, it is important for every enterprise to ensure that profits are maximized. To achieve these goals, all forces of production have to be considered. These goals are achieved through entrepreneurs’ hard work and determination. However, entrepreneurs are the ones who make enterprises run. The big question is, â€Å"who are these entrepreneurs?† To describe who really is an entrepreneur, there are some factors that have to be considered first. There some approaches that can be used to describe an entrepreneur. One of the theories that can be used to describe entrepreneurs is the trait theory. This theory describes

Reflection using Gibbs model Essay Example | Topics and Well Written Essays - 3000 words

Reflection using Gibbs model - Essay Example Moreover, with the assistance of reflection practice, healthcare workers will be facilitated with the opportunity of enhancing care quality and developing professional and the personal traits (DHB, 2013; White & et. al., 2012). The Gibbs model is a recognised as a ‘model of reflection’ used by healthcare professionals. Healthcare professionals with the assistance of Gibbs model are able to have a clear and concise understanding about their experiences and practices. The Gibbs model comprises six stages which include description, feelings, evaluation, analysis, conclusion and action plan. On the basis of Gibbs model, healthcare professionals are able to identify their optimistic and the pessimistic aspects and develop problem-solving capabilities. Additionally, the model will assist in building their confidence and thought process, so that healthcare professionals are able to execute care and treatment activities ethically incorporating the current practices. It is usually a process on the basis of which healthcare professionals are able to ascertain their experiences with the aim of obtaining insights in relation to their practices and current practices (Finlay, 2008). The paper will emphasize on the model of reflection initiated by Graham Gibbs with the intention of assisting healthcare professionals in having better assessment of their activities so that healthcare professionals can enhance their competencies in offering care and treatment in an ethical as well as professional manner. The study will be a reflection of the activities, which have led me to a trouble being a registered nurse. Gibbs Model The reflective cycle of the Gibbs model is an important approach towards reflection. The six stages of the model assist in developing self-refection questions with the objective of identifying the loopholes by assessing personal experiences and practices (Queen Margaret University, 2013). Gibbs Model of Reflection Source: (Queen Margaret University, 2013) Stage 1: Description I was working in a healthcare facility in the community as a registered staff nurse. I work in a competent and effective manner with the objective of providing adequate care and treatment to patients appropriately. Additionally, I used to seek that I am able to offer care on the basis of the needs of the patients. I provide care and treatment in accordance with current practices and standards as recognised by the medical facility and council. I was assigned with the task of visiting a patient for wound dressing. In this context, on visiting the patient, I gave the patient my phone number to contact m e personally in future for any problem in relation to her wound. This incident is considered as an unethical practice in my professional boundary. Moreover, there is another incident where I was on a sick leave but I planned to work for another medical agency during my leave period as I was under financial pressure for my family. This incident was determined as a dishonest practice on the ground of my profession. On the basis of these two incidents ‘Nursing and Midwifery Council’ (NMC) has suspended me and I was offered with training services in relation to professional boundary in nursing. The NMC has developed set of practices and standards on the basis of, which education standards, the register, the code and fitness to practice are to be adhered. These

Migrants Push Pull

Migrants Push Pull This report is a summary of the presentation given in tutorial class on 2 November 2009 (Appendix 4).  Ã‚   The Push Pull factors upon migrants have occurred throughout history in all nations.   Recent events including World War 2, the establishment of the European Union (EU), economic boom in Dubai, and the growth industry of the international student in Australia. Theorists, such as Klaus Zimmermann, Michael Vogler and Ralph Rotte have helped define the push and pull forces on migration, which in turn, allows governments to identify opportunities to better manage immigration policy. Historical Population Flows UK and Australia. England is what it is today, due to several waves of immigrants.   Romans in 43AD, who took three attempts before settling in the country, then 700 to 1100AD Norwegian, Danish and Swedish immigrants, arrived as a group called the Vikings.   When King Edward died in 1066, William arrived from Normandy, killing his half-brother Harold (Battle of Hastings), and became King, also, William the Conqueror (Ouedraogo, 2009).   During the seventeenth to nineteenth centuries, as England and other countries were expanding their colonies and building on world trade routes, Australia was re-discovered and settled by Arthur Phillip in 1788.   Australias gold rush in the 1850s saw Chinese immigrants arrive in Australia.   As the gold started to run racial tensions grew among the miners.   The bombing of Darwin, Australia, by the Japanese in 1942, was the precursor for Australian politicians to increase the population by opening the doors to immigration; Populate or Perish (Time, 1952). Current Events Europe, Dubai (UAE), and Australia There are migrants, refugees and asylum seekers, currently living in camps in Calais, France, awaiting an opportunity to enter the UK (Lescure, 2009).   Reasons for their current position include the living and working opportunities in their home countries and what they can achieve in the UK.   Immigration minister, Phil Woolas, is quoted as saying that the Calais people must be illegal immigrants otherwise they would have claimed asylum in France or the first EU country they come to (Travis, 2009).   Cross-border immigration is not just a French problem, but a European and international one.   Cause for migration, as identified by the UNHCR (United Nations High Commissioner for Refugees) include fleeing violence, persecution, economic and family reasons (Lescure, 2009).   In addition, Zimmermann (1994, p. 321) identifies an EU treaty stating that four freedoms be observed; the free movement of people, capital, goods and services. Economic boom conditions not only require financial capital but also human capital.  Ã‚   Cheap workers from India and Pakistan have been allowed in to the United Arab Emirates (in particular Dubai under strict conditions) to work as building labourers to help meet this regions growth.   Workers seek better pay then are possible at home and are willing to travel to seek employment.   Despite the human factors (living conditions, wages and separation from family) associated for such migration, remittances back to the workers home country can be very valuable with Indians return US$27 billion (updated remittances table see World Bank 2008 Appendix 1). Current immigration policy in Australia is to use international students as a means of increasing the population.   With an estimated 70,000 Indian students, the economic benefit to the host community is valued at AUD$14.35 billion.   This makes International students the third largest industry in Australia (Bryant, 2009).   Prime Minister of Australia, Kevin Rudd, confirmed the importance of international students, in particular the Indian student, by saying that our Indian community has been such a vital contributor to our culture, to our life, to our food, to our music (Bryant, 2009).   Reasons behind the increasing student numbers include high quality education, affordability, internationally recognised degrees, higher job opportunities, and scenery (Maps of India.com, 2009). Push Pull Effects on Migration One of the recognised pioneers in migration theory is that of Ernest George Ravenstein in his paper titled Laws of Migration (Corbett, 2009).   Although immigration appeared to go on without any definite law (Op. Cit., p.1) Ravenstein attempted to explain and predict movement between and within nations.   The issue of migration had become more important during the nineteenth century as industrialisation was growing (Ravensteins Laws Appendix 2). From Ravensteins theory, the push pull concept was developed.   Adverse conditions in their home or source country push people out, and favourable conditions in the host country pull people in (Jrank, n.d.).   Factors that stimulate these conditions include political (skill requirement of nation, asylum seeking), economic (employment, living standards), and cultural (education, acceptance). A more economic approach to immigration push-pull theory has been illustrated by Klaus Zimmermann (1994).   He defines internal factors affecting aggregate demand that cause migration to be pull migration (Op. Cit., p. 314).   Furthermore, internal and external factors that affect the aggregate supply are considered push migration (Op. Cit., p. 315).   Where substitutability exists between foreign and domestic labour, there will be less pressure on wage inflation.   Zimmermann describes migrants as complements to native workers leading to higher native productivity and that immigrants provide a positive multiplier effect within the economy (Op. Cit., p. 327). Research by Vogler and Rotte (2000) consider the large income differentials between loess developed nations to industrialised nations, and why there has not been more migration.   Despite the socio-economic factors driving push migration, there is overwhelming migration impeding factors (Op. Cit., p. 487) that counteracts the demand pull factors.   Vogel Rotte conclude that there is an inverse u-shaped relationship between development [of lower developed countries] and migration (Op. Cit., p. 507). Impact of immigration Demand for workers for low-skilled jobs has been met partly through migration (OECD, 2008a).   This area of migration draws into consideration the effects on brain drain, remittances, as discussed above, and treatment of lesser skilled workers in the host country.   A migrant who returns to their home country will also take home acquired knowledge.   This leaves the host country seeking to replace this knowledge.   If these jobs are not filled by natives, further opportunity exists for migrants.   Remittances greatly improve the welfare of associates in the home country.   This spread of benefits allows greater transfer among more people than if immigration had not occurred (OECD 2008a, and Appendix 3). In addition to the points based system (UK Border Agency, 2009), Migration Advisory Board (MAC) and the Migration Impacts Forum (MIF),   are two UK Government departments that have been created to address the issue of satisfying skill level requirements and migration policies are the.   MAC identifies labour market shortage areas where immigration might ease skill gaps.   MIF assesses the wider, more qualitative, social implications of immigration (Byrne, 2007) (Appendix 3).   The impact on immigration during this economic crisis is likely to reverse the recent increase in labour migration.   Previous years of growth and prosperity saw labour migration address labour shortages from the aging population issues and skill shortages.   In the near future, unemployment rates are expected to reach double-digit levels and the argument is that government policy needs to be able to respond efficiently to labour market needs.   Migration is not a tap that be turned on and off at will (OECD, 2009).  Ã‚   Governments are being asked to keep their ports of entry open and not use this issue for electoral ends (ONeil, 2009). Conclusion Immigration fluctuations are related to political, economic and cultural factors that create a pull or push effect.   With greater understanding of a nations own capabilities, migration patterns should be more predictable and more correlated to their own economies and regard immigrants as an important factor of production (OECD 2008b).   Globalisation affects everyone, and correct government policies will provide solutions to not only todays conditions, but also tomorrows (OECD 2008b).   Migration is not a tap to be turned on and off at will. The creation of MAC and MIF will go a long way to promote a freer and fairer movement of people throughout the world. Word Count: 1178 References Bryant, N. (2009), Australia foreign student abuse proves expensive, BBC news online, accessed 1 November 2009, http://news.bbc.co.uk/1/hi/programmes/newsnight/8242739.stm; Byrne, L., (2007), How the Migration Impacts Forum fits with Wider decision-making on immigration, UK Border Agency, accessed online 11 December 2009,   http://www.ukba.homeoffice.gov.uk/sitecontent/documents/managingourborders/mif/papersandagendas/21june2007/decisionmaking.pdf?view=Binary; Corbett, J. (2001), Earnest George Ravenstein: The Laws of Migration, 1885, CSISS, accessed online 1 November 2009, http://www.csiss.org/classics/content/90; Granite5, Creative websites and emarketing solutions, 2009, logo for company used on cover page, accessed online 8 December 2009 http://www.granite5.com/index.php?pageid=2; JRank n.d., Migration Theories of Migration, Marriage and Family Encyclopaedia, accessed online 1 November 2009, http://family.jrank.org/pages/1170/Migration-Theories-Migration.html; Lescure, M (2009), UNHCR returns to Calais to provide migrants, refugees with information, accessed online from the UNHCR on 1 November 2009, http://www.unhcr.org/4a3914c86.html; Maps of India.com (2009), Higher Education in Australia for Indian Students, accessed online 1 November 2009, http://business.mapsofindia.com/trade-relations/india-australia/higher-education-in-australia-for-indian-students.html; OECD (2008a), Temporary Labour Migration: An Illusory Promise?, International Migration Outlook 2008, editorial, accessed online 1 November 2009, http://oecd.org/document/3/0,3343,en_2649_33931_41241219_1_1_1_37415,00.htm; OECD (2008b), Tailor Immigration policies to future needs, says OECD, accessed online 30 October 2009, http://www.oecd.org/document/61/0,3343,en_2649_37415_41288829_1_1_1_1,00.html; OECD (2009), Addressing the Present, Preparing the Future, International Migration Outlook 2009, editorial, accessed online 1 November 2009, http://oecd.org/document/3/0,3343,en_2649_33931_43009971_1_1_1_37415,00.htm#STATISTICS; ONeil, P. (2009), Dont let economic crisis disrupt immigration: OECD, TIREC (Toronto Region Immigration employment Council), accessed online 30 October 2009, http://www.triec.ca/news/story/226; Ouedraogo, D. (2009), Immigration to UK A Brief History of Migrants: Migrants to Britain of Romans, Irish, Italians, Jews to EU visitors, suite101 online article 13 October 2009, accessed online 1 November 2009, http://ukirishhistory.suite101.com/article.cfm/immigration_to_uk_a_brief_history_of_migrants; Simon, J Sala-i-Martin, X. (1995), Comment on European Migration: Push And Pull by Zimmermann, World Bank conference 1995, accessed online 1 November 2009, http://www-wds.worldbank.org/external/default/main?pagePK=64193027piPK=64187937theSitePK=523679menuPK=64187510searchMenuPK=64187283theSitePK=523679entityID=000009265_3970716143912searchMenuPK=64187283theSitePK=523679; Time Magazine, (1952), Australia: Populate or Perish, accessed online 11 December 2009, http://www.time.com/time/magazine/article/0,9171,857312,00.html; Travis, A. (2009), The Calais camps will not go away, The Guardian.co.uk, online article Tuesday 22 September 2009, accessed online 30 October 2009, http://www.guardian.co.uk/world/2009/sep/22/calais-camps-willnot-go-away; UK Border Agency, How the points-base system works, Home Office UK Government, accessed 1 November 2009, http://www.bia.homeoffice.gov.uk/managingborders/managingmigration/apointsbasedsystem/howitworks; Vogler, M., Rotte, R., (2000), The effects of development on migration: Theoretical issues and new empirical evidence, Journal of Population Economics, Vol. 13 (Sep., 2000), pp. 485-508, accessed online 10 December 2009, http://www.jstor.org/stable/20007729; World Bank 2008, Migration and Remittances Factbook, Development Prospect Group World Bank, accessed online, http://econ.worldbank.org/WBSITE/EXTERNAL/EXTDEC/EXTDECPROSPECTS/0,,contentMDK:21352016~pagePK:64165401~piPK:64165026~theSitePK:476883~isCURL:Y,00.html; Zimmermann, K.F. republished by World Bank (1995), European Migration: Push and Pull, accessed online 1 November 2009, http://www-wds.worldbank.org/external/default/WDSContentServer/WDSP/IB/1995/03/01/000009265_3970716143908/Rendered/PDF/multi0page.pdf; Appendix 1 Top Remittance-Receiving Countries Top Remittance-Receiving Countries, 2006 Rank Total remittances (US$ billions) Total remittances (as % of GDP) 1 India* 27 Tajikistan* 36 2 China* 25.7 Moldova* 36 3 Mexico* 25 Tonga* 32 4 Philippines* 17 Kyrgyz Republic* 27 5 France* 12.5 Honduras* 26 6 Spain* 8.9 Lesotho* 24 7 Belgium* 7.2 Guyana* 24 8 Germany* 7 Lebanon* 23 9 U.K.* 7 Haiti* 22 10 Romania* 6.8 Jordan* 20 11 Bangladesh 6.4 Jamaica 18 12 Pakistan 6.1 Armenia 18 13 Indonesia 6 El Salvador 18 14 Egypt 5.9 Nepal 18 15 Morocco 5.7 Bosnia Herzegovina 17 16 Lebanon 5.5 Albania 15 17 Poland 5 West Bank Gaza 14 18 Vietnam 5 Serbia d Montenegro 13 19 Serbia Montenegro 4.9 Philippines 13 20 Colombia 4.6 Gambia, The 12 21 Brazil 4.5 Nicaragua 12 22 Guatemala 4.1 Cape Verde 10 23 Russia 4 Guatemala 10 24 Portugal 3.8 Dominican Republic 10 25 El Salvador 3.6 Kiribati 10 26 Austria 3.5 Morocco 10 27 Nigeria 3.3 Guinea-Bissau 9 28 Dominican Republic 3.2 Bangladesh 9 29 Ecuador 3.2 Uganda 9 30 Australia 3.1 Sri Lank 9 Source: World Bank Migration and Remittances Factbook 2008 (March 2008) Appendix 2 Ernest George Ravensteins laws on migration Most migrants only proceed a short distance, and toward centres of absorption; As migrants move toward absorption centres, they leave, gaps that are filled up by migrants from more remote districts, creating migration flows that reach to the most remote corner of the Kingdom.; The process of dispersion is inverse to that of absorption; Each main current of migration produces a compensating counter-current; Migrants proceeding long distances generally go by preference to one of the great centres of commerce or industry; The natives of towns are less migratory than those of the rural arts of the country; and Females are more migratory than males. Source: John Corbett, 2009, for CSISS (Centre for Spatially Integrated Social Science), online article. Appendix 3 Migrants Economic Contribution and Public Perception Strong Economics: Migration has always been a source of labour and skills in the UK, and brings substantial benefits. HMT; Immigrants also tend to be younger, better educated and work longer hours than those born in the United Kingdom. Bank of England; If it was not for immigrant labour, especially in leisure, in tourism, in agriculture, in construction, then frankly many of our businesses would not have the workers we need. Digby Jones; and Labour-market restrictions are imposing a much larger burden on the global economy than are trade restrictions. World Bank, GEP 2006 Reasons for low public confidence: Perceptions (rightly or wrongly) of pressure on jobs and services; Lack of clarity about legal and illegal migration; Hostility towards refugees and asylum seekers; and A view that there are too many immigrants. Source: UK Border Agency

Skills for SPORT :: essays research papers fc

Part A 1.0  Ã‚  Ã‚  Ã‚  Ã‚  Skill One’s Classifications Catching a fly ball can be classified as a gross-motor skill, serial skill, locomotor skill and an open skill. 1.1  Ã‚  Ã‚  Ã‚  Ã‚  Justified Classifications Catching a fly ball is classified as an open skill because it is performed in an unpredictable environment e.g. the catcher wont know were the ball will go until it has been hit in that direction. Catching a fly ball is a serial skill because you use several discrete skills and form a Continuous performance e.g. you have to move underneath the ball that has been hit and put your glove up to try and catch the ball. Gross-motor skills involve using large body parts, which you do use catching a fly ball. Catching a fly ball can be classed as a locomotor skill as you have to move to where the ball will land so that you catch it. 2.0  Ã‚  Ã‚  Ã‚  Ã‚  Skill Two’s Classifications Running Between bases can be classified as a discrete skill, gross-motor skill, locomotor skill and both closed and open skill. 2.1  Ã‚  Ã‚  Ã‚  Ã‚  Justified Classifications Running between bases is classified as a discrete skill because you have a distinct beginning and end. You use large body parts while running in-between bases and that is why it is classed as a Gross motor-skill. Running between bases is both an open and closed skills because to be an open skill it has to be unpredictable so that’s sneaking bases, but to be a closed skill it is predictable so that is when all bases are loaded and everyone has to run between bases. You travel from one place to another while running between bases and that is why it can be classed as an loco-motor skill. 3.0  Ã‚  Ã‚  Ã‚  Ã‚  Phases of learning When learning how to perform the skills catching a fly ball and running between You will go through all of these stages. To be good at the two skills displayed above involves the three learning phases Cognitive Stage, Associative Stage and the Autonomous Stage. 3.1  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Cognitive Stage (Understanding) The performer:  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Needs to know the skill to be practised  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Needs to know how the equipment is to be used  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Makes frequent errors

Microsoft Windows operating system

Known by its codename â€Å"Longhorn†, Windows Vista finished development on November 8, 2006. However, development completion was not automatically followed by public release. Instead, the following three months saw the operating system released in stages to computer hardware and software manufacturers, business customers, and retail channels. Only at the end of January the following year was Windows Vista finally released worldwide for the use of the general public. This latest release of a Microsoft Windows operating system version took the longest time to happen among all previous releases. It took Microsoft more than five years to finish Windows Vista after it had previously introduced Windows XP. While these two circumstances of Vista’s release led most critics to question Microsoft’s capability of coming up with better versions of its Windows operating system series, a better understanding of the nature of digital products and the intrinsic complexities that need to be considered in the development of such technology would reveal that all the delays were necessary steps that Microsoft had t take to ensure the Windows Vista’s successful public launch. The Complexity of Digital Products Unlike physical products like cars or cans of beans, manufacturing digital products naturally takes a longer time to get finalized. Firstly, developmental factors to consider are exponentially more dynamic. A software manufacturing company has to consider the amount of material being released by the day over the internet regarding the performance of their old products as well as improvements made on the products of their competition. With the emergence of other operating systems like UNIX, Linux, and Macintosh’s Mac OS X Tiger which are increasingly becoming more popular among consumers, it becomes even more important for Windows developers to spend as long a time as it takes to gather as much enough data on what new features would be most innovative and least redundant so as to obtain a better market share. Secondly, unlike in the case of car manufacturing wherein new models that look different but run on the same engines can command significant buyer preferences, a new version of a software that only â€Å"looks† different but is otherwise the same as its predecessor would be severely rejected by consumers. There has to be a significant difference between the features of previous software and that of its successor in order for the new product to be at least marketable. After the release of Windows XP, Vista’s predecessor, little room for improvement was left to Windows where appearances were concerned. Therefore, Microsoft had to make drastic changes to XP’s successor if it hoped to be able to convince the public that Vista was worth buying. As a result, Windows Vista was released containing hundreds of new and reworked features. It contains a new concept of graphical user interface dubbed Windows Aero that is unlike any other that currently exists in the market. Its improved multimedia creation tools include a DVD maker that was completely redesigned from the preceding generally unpopular Windows Movie Maker. The Windows Explorer's task panel was removed in favor for a â€Å"Favorite links† panel that was determined to be a potentially more useful feature. Even the address bar was replaced with a new breadcrumb navigation system that makes it much easier to jump from one previously viewed page to another (Windows Vista). All these changes are extremely unlike those seem in the transitions from Windows 95 to Windows XP, and they would not have been possible had Microsoft not taken their time. Security ; Stability: O.S. Essentials In the advent of the world’s growing dependence on ecommerce, it becomes a prime imperative to secure one’s computer from hostile access. Much like how physical security providers test new systems, so do operating system manufacturers test theirs in order to ensure that as much freedom from possible corruption or intrusion is provided. Consumers will not trust a new O.S. product if there is any significant reason to worry that using it would put the sensitive financial and personal information they store in their computers at risk. This is why manufacturers typically undergo several stages of testing that was seen in the case of Windows Vista. This process generally consists of three stages: 1.) internal, 2.) operational, and 3.) external (Grover 78). Internal testing usually takes the longest to complete. It is also where the manufacturers locate most of the possible sources of instability such as program bugs, and script errors. However, testing an operating system’s security capabilities cannot be extensively done during the internal testing stage. This is because the manufacturers need to expose the software to the actual hostile environment of the World Wide Web. Thus, the operational stage sees manufacturers periodically releasing the operating system to semi-controlled entities such as distributors or selected test groups in order to try how the system would fare at the hands of relatively typical users when facing the different viruses, worms, and hacking programs at large in the internet. It is also in the operation stage where manufacturers release the operating system to software and hardware manufacturers in order to gauge the new system’s compatibility with new devices and programs that would also be released in the market. Finally, even after the release of the operating system, the external testing stage is where manufacturers set up means to gather as much feedback from consumers as possible in order to fix any problems that the first two stages might have overlooked. The chances of problems occurring at the third stage of testing should be highly unlikely but the stage is nonetheless implemented as a failsafe mechanism. Microsoft had followed all the necessary stages in new product development where operating systems are concerned. This explains also explains that long time it took for Vista to come out as well as the necessity of the delay of its release to the public. Work Cited: Grover, John J. Product Development: A Managerial Perspective. Simmons ; Sons: New York, 2004 Windows Vista. 2007. Microsoft Website. July 20, 2007 ;http://www.microsoft.com/windows/products/windowsvista/default.mspx;

Motivation-Maslows Hierarchy of Needs and Herzberg Two Factor

I intend to explore Maslow's hierarchy of needs and Herzberg two factory theories and indentify the key differences that exist between them, and explain how they can be applied by managers to motivate staff. Both are examples of content theories, a content theory is one where â€Å"we can attribute a similar set of needs to all individuals† ( Fincham and Rhodes, 2005, pg 193) Maslow’s Hierarchy of needs is essentially based on a pyramid depicting the different types of needs that one has. At the bottom of the hierarchy are the physiological needs, these are the subsistence needs that one needs to survive such as food, warmth clothing and shelter.The next stage up from there is the security needs, this is concerned with the need that humans have of feeling safe and away from danger. Progressing from there is the social needs, this focuses on the needs of â€Å"giving and receiving affliativeness, belonging and love† (Fincham and Rhodes, 2005, pg 195). Above that y ou have the self-esteem needs which are meeting the needs that one has for â€Å"achievement, independence and freedom†( Fincham and Rhodes, 2005, pg 195). Finally at the top are self-actualisation needs, which relates to the need of one being able to fulfil his or her full potential.If all prior needs before this stage are satisfied this can prove to be an influential source of our motivation as made evident by â€Å"Maslow contends that if we have met the other four basic needs, the need for self-actualization is ‘potent' enough to serve as our primary motivator for all behavior†. ( Oleson, 2004). The theory therefore suggests that we are first motivated by our basic needs, once this is achieved, our behaviour is focused on satisfying our safety needs, once this is achieved we look to fulfil our esteem needs, and so on and so forth.Showing that once one level is achieved, it will have little influence in motivating us, but rather it would be the above stage in the pyramid. Therefore indicating it would not be sufficient for managers just to pay employees to motivate them, as employees who have satisfied their physiological needs, they would be seeking to achieve their safety needs, from there they would be looking to satisfy social needs and so on, implying that employees would be continuously looking to fulfil more and more of their needs, â€Å"this means that employers can never do too much. Employers should strive to create opportunities for employees to satisfy as many of the needs from the pyramid as possible. For example for employees to satisfy their social needs, employers may wish to introduce more frequent group projects, or organise sports activities. To cater for the esteem needs managers may consider delegating authority to them, as this would reflect that they have faith in the competency of the worker, alternatively managers can provide the employee with the opportunity to develop their skills or qualification via trainin g at the expense of the firm, this would make the employee feel valued.Managers can use Maslow’s Hierarchy of needs, to indentify which needs believe they are satisfying and this would help managers to determine which needs are yet to be satisfied, and these unfulfilled needs will become the motivator. I will now begin to discuss Herzberg’s two factor theory which was developed through interviewing 200 accountants and engineers. The theory implies that â€Å"that humans have two different sets of needs and that the different elements of the work situation satisfies or dissatisfies these needs†. ( Anderson, Gudmundson, Lundberg, 2008).The first element is referred to as the hygiene factors and relate to the â€Å"working conditions, salary, job security, company policy, supervisors and interpersonal relations† ( Fincham and Rhodes, 2005). Herzberg claimed if these factors were absent it would lead to dissatisfaction, but the mere existence of such conditio ns would not lead to increased motivation. Whereas the most intrinsic aspects of work that led to recognition, achievement and advancement were discovered to be the sources of employee satisfaction, and as such were referred to as motivators.This indicates that satisfaction and dissatisfaction arises through two different aspects of the job, one mainly concerning the work conditions, and the other the actual job itself. The theory differs to that of Maslow’s as it does not recognise pay as being a motivator but rather a hygiene factor. This means that managers who are to implement the teachings under this model should not use high salaries as a means of them trying to stimulate motivation, but should rather improve the intrinsic aspects of the job in order to enable an individual to satisfy needs of achievement, recognition etc.However, I mentioned before that the theory was established through the responses of accountants and engineers, both are well renowned and well paid m iddle class posts, meaning that under Maslow’s hierarchy of needs their basic are already likely to be fulfilled hence there is no real surprise why this did not appear as a motivator, and therefore does not contradict Maslow’s theory but rather reinforces it. A ifferent outcome may have occurred if Herzberg used professions that are not so well paid to the extent where it would be difficult for one to satisfy basic needs, such as workers in less economically developed countries that are subject to exploitation. Social needs which appear in the middle of Maslow’s hierarchy are only referred to as hygiene factors, therefore highlighting a difference of opinion between the two theories.This would be reflected in the actions taken by managers to motivate employees. Managers who are to follow the two factor theory may try and ensure that the employees are exposed to an environment where workers can socialise, as failing to do this would lead to dissatisfaction.Where as in the case for Maslow’s hierarchy of needs managers would perceive the fulfilment of social needs to act as a motivator, and therefore they may put a greater emphasis on trying to achieve this through frequent group projects, outings, and sports activities, when compared to Herzberg’s theory. What Herzberg has referred to as motivators do coincide with the self-esteem needs under Maslow, considering that they are both satisfied by common conditions such as achievement and recognition.As a result of these findings from both theories, there seems to be fairly strong evidence to suggest that employees gain a greater a deal of satisfaction from the intrinsic aspects of the job, as this is what ultimately leads to feelings of achievement, which seems to be a source through which employees gain motivation from both theories, therefore, suggesting that an effective tactic that managers can use to incite motivation within employees is to change the nature of their roles so as to incorporate opportunities where they can gain senses of achievement.This can perhaps be achieved by challenging employees, recognising their good work via reward such as promotion. Having analysed both theories, I have discovered that there are both similarities and differences between them. For example both theories assume that individuals have the same set of needs, and they also recognise that if the higher level psychological needs are satisfied such as achievement, recognition, employees would become motivated. However, where the two theories differ are with the issue of hygiene and motivators.Maslow’s hierarchy effectively perceives all levels of the pyramid as the sources of motivation if they are yet to be fulfilled, whereas Herzberg made the distinction between sources of dissatisfaction and motivation. This theory may make managers reconsider their subordinate’s job structure particularly when their ambition is to motivate staff. Under Herzberg work co nditions would not constitute as a motivator this is contrary to Maslow’s hierarchy which recognises that pay and the need to feel safe do act as sources motivation.This shows how the behaviour of managers may be different when following either of the theories. Inciting motivation from employees requires constant effort, Maslow’s Hierarchy of needs stresses that once a level is achieved the influence of that level on our motivation diminished, and if we focus on the two factor theory we would also come to realise that for employees to become motivated i. e. through satisfying senses of advancement, recognition etc, managers would therefore have to continuously seek ways of adapting the intrinsic aspects of the job to cater for such needs to be fulfilled.References Anderson T. D, Gudmundson A, Lundberg C. (2009). ‘Herzberg's Two-Factor Theory of work motivation tested empirically on seasonal workers in hospitality and tourism’ Tourism Management. Volume 30 Issue 6, pages 890-899. Fincham, R. and Rhodes, P. (2005). Principles of Organizational Behaviour. New York: Oxford University Press Oleson, M. (2004). ‘Exploring the relationship between money attitudes and Maslow's hierarchy of needs’ International Journal Of consumer studies, Volume 28, pages 83-92.