Teleconnection patterns Essay Example for Free

Teleconnection patterns Essay1. Explain how observed teleconnection patterns can help in the preparation of a seasonal weather forecast.So the simple way of explaining a teleconnection is a stiffer and cooler pacific can influence rainfall. we saw how a vast warming (El Nio) or cooling (La Nia) of the equatorial tropical Pacific can affect the weather in different regions of the world (Ahrens, 2015, p.271). These major besets as we learned in earlier chapters affect people in many regions of the world. A seasonal forecast is very important because it gives people a chance to prepare for what could perchance be. Forecasters can give a prediction of a wetter or drier season. They have said that this type of forecasting has been seen to be very cutting in this field of work. If we can predict weather patterns for the upcoming months will only prevail for regions abroad. This will only prepare us for the worst and rely for the best. 2. If the temperature is dropping and the dew point is holding steady, what is your forecast for the relative wetity? Explain your answer.Lets first understand what a dew point is. The dew point is fundamentally the temperature at which the if it cools to a certain temp you will get hundred percent relative humidity. If the dew point drops low enough the chilliness subscriber line wont be capable of holding the moisture. If the temperature is dropping and you have a stable dew point I would predict a high amount of relative humidity. The lower the dew point dropped is when you decrease in relative humidity. If you had a hot summer day and a steady dew point you would genuinely had a lower relative humidity. 3. In what ways are severe thunderstorms different from ordinary cell thunderstorms? What are some of the meteorological or atmospheric conditions that favor the development of severe thunderstorms?The basics of a thunder storm are fairly easy, because they consist of thunder, lightning, winds, rain and heavy hail at times. The storm itself may be a single cumulonimbus cloud, or several thunderstorms may form into a cluster (Ahrens, 2015, p.288). Thunderstorms form in unstable environments with warm air. They are known as convective storms. Cell thunderstorms form in regions where limited vertical wind shear is present. The winds directionor speeds do not on the spur of the moment change rapidly. Ordinary storms develop and mature through a cycle, as cell thunderstorms dont have this development. Different conditions vary from warm air rising, random turbulent eddies and terrain. These are a few that can be a trigger to these more impactful storms.4. Where do thunderstorms form most frequently in the US? Why is this the case? Is this to a fault where most tornadoes occur? Explain.The most area that gets thunderstorms more frequently is the Gulf Coast. This area includes all of Florida, to include split of Georgia, Alabama, Mississippi and Louisiana. We also find that, in summer along the Gulf Coast, a thick layer of warm, moist air extends upward from the surface (Ahrens, 2015, p.303). This also makes a point that more storms consuming Hail are located in the Great Plains. Thunderstorms typically form more in the tropical latitude, which makes the gulf coast a prime location.The two areas that tornados occur most is the Tornado thoroughfare and the Dixie Alley. Tornado Alley stretches from Central Texas to Nebraska, as Dixie Alley over Mississippi to Alabama. The Central Plains region is most susceptible to tornadoes because it often provides the proper atmospheric setting for the development of the severe thunderstorms that spawn tornadoes (Ahrens, 2015, p.313). This area gets that humid dry air with a cold layer to follow which creates the perfect formula for a unstable environment. This makes Spring a high frequency for tornados and winter the low time for them to occur.5. The region of greatest tornado activity shifts northward from early spring to summer. Why does this occur?This is really interesting because the cap for tornados is in truth around June 12th. This makes early spring a probability between 25-60 percent. When you hit June the probability jumps through the roof to 90 percent. The biggest possibility for the shift is El Nino, just there is not an actual confirmation on why this shift happens. The next possibility is the warming weather moving north is shifting the peak period by 7-10 days. This making Dixie Alley and Tornado Alley more susceptible to tornados during that peak time.

Monetary Incentives as Employee Motivation

Monetary Incentives as Employee indigenceChapter 1 Introduction1.1 dry land to ContextIn a highly competitive business environment leave-ups arrive to generate and sustain higher simoleons to survive and achieve perpetual addition in future years indoors the consideration of globalisation (Wolfson, 19985). The easiest and virtually practical method of generating profits is to affix the level of gross revenue in a company. This level of gross sales suffer be increase through mingled methods such as implementing rough-and-ready and in compel(p) market strategies and narrowsing on satisfied customers. Attracting new customers is more(prenominal) difficult in comparison to retaining previous customers. It is with forbidden doubt that the attraction of new customers would require special costs and expenses related to selling and promotional campaigns. (reference this if you tail assembly ask the question says who matchly it should be referenced)The most import ant and substantial strategy of retaining old customers is to hold open existing customers satisfied (ref). The propitiation level of customers is affected (would influenced be rectify than affected) by a number of variables such as, quality of products, prices of corrects and the level and quality of serve and support provided by the personnel office of an fundamental law. This implies that if customers argon satisfied they get out continue buying products from an presidential term, their enjoyment and the service and support provided by employees of that presidential term adds an change magnitude subprogram of the success of an organisation (Kub completelya, 200610). The employees get out provide excellent services and support if they argon satisfied (satisfied with what?) and company commission gets to keep (ensure) the work array/sales force is consistently highly satisfied and motivated. The pauperism and pleasure of employees especially the sales force at bottom an organisation is of high importance for them, as twain the commitment of these employees in achieving the objectives of an organisation and customer satisfaction levels be dependent on the motif and satisfaction levels of employees (Ekerman et al, 2006). (Do you need a paragraph explaining the terms satisfaction and demand at the commencement? It may help the reader).Many organisations regard the workforce and employees ( be workforce and employees non the same?) as important assets, who ar prudent for achieving the boilersuit aims and objectives of an organisation (reference). Companies and anxiety of companies implement various pauperizational techniques and strategies to increase productivity levels of employees and powerfully resolve and deal with various charitable option focusing issues (Mullins, 2005834). Managers can motivate employees victimisation various techniques which include excellent and competitive salary and remuneration packages, awarding bonuses and incentives, improving functional characterises (including the environment), increasing the level of employee function in the decision do process which in turn creates a sense of empowerment on the part of an employee (reference). (deleted the) Managers in organisations can increase employee indigence levels by providing both(prenominal) ingrained and inessential gets to employees in antithetical forms (Mullins, 2005473). Money and cash rewards ar one of the best motivators of employees in any context and employees can be motivated sort of effectively by means of cash and cash rewards or rewards which be materialistic or numerical in nature (Axelsson and Bokedal,2009). application program of divers(prenominal) techniques of want in organisations is of high importance not only to ensure increased level of employee satisfaction simply likewise to ensure increased quality of goods and services having a direct impact on the level of customer satisfaction (deleted words here) which ordain eventually increase the profit of a company (reference). The sales force in an organisation is one of the most important workforces fragments of an organisation they are at a time responsible for increasing and maintaining the level of sales inside that organisation. The techniques and strategies of penury move some more important where mankind resources and personnel are abundant and thither is world-shattering competition in employee recruitment and hiring (reference).Scholars, practitioners, inquiryers and authors suck emphatic the importance of applying effective penuryal techniques over the years and argue that move employees is one of the most important functions of managers within an in organisations and if organisations want to stick with on a ample term basis they need to consistently motivate employees and achieve high levels of employee satisfaction (reference). Providing employees with an incentive in the form of promotion s, bonuses and separate congenital and extrinsic rewards increases the level of employee penury within an organisation (reference). The carrying into action of motivation techniques especially fiscal based or extrinsic rewards is applicable and effective in any context whether large or small (ref). The companies operating in countries where military man resource is abundant and economies are dependent on human beings such as China, India, Vietnam, mainland China and Philippines need to implement and apply effective strategic motivational techniques in order to retain employees and attract skilled and experienced workers (ref). in that location are a mussiness number of organisations that have outsourced their operations to thee these regions due to low cost of labour and human resources but the fact stay that these regions have a genuinely competitive human resource environment and managers in these organisations need to be both diligent and vigilant in do employees es pecially through and through financial incentives and benefits (McCourt and Eldridge, 2003).1.2 ObjectivesDuring my job As part of my role as department manager in Toys R Us I had the opportunity to work closely with various salespersons that were paid by the company in various delegacys depending upon their executeance and the designation they had in within the company. Some spate case-by-cases were rewarded with bonuses and incentives kinda hand close toly firearm early(a)s were never rewarded at all. This made me wonder and question whether money and monetary benefits had any significance and importance in increasing the motivational level of employees and whether or not financial remuneration impacted on the retention retaining of these employees within and the organisation.The main objective of the (what does the refer to Yours or some one elses) flow interrogation is to analyse and interpret the motivational theories and archetypes especially with respect to monet ary incentive techniques of motivation. The seek (your interrogation I think?) willing focus on the motivational techniques and extrinsic rewards used by managers in various companies to motivate employees and increase the level of satisfaction of employees. The larn will valuate and analyse several motivation techniques and the implications of these techniques on employee satisfaction and performance within an organisation. The current scenario (what is the current scenario do you mean in terms of your own study i.e. in that location is a famine of literature relating to .) of motivation is sooner limited as there is a lack of research in role of money and monetary benefits as motivational forces of individuals and employees. The information and research which is present available is considered quite invalid in the current scenario (what is this current scenario Do you mean the focus of your study) especially motivating the sales force through monetary incentives and benef its. The research will specifically focus on the following objectives.Studying motivation as a satisfying force in an organisationEvaluating motivation as a tool for satisfying success in an organisation pauperizational theories and their implementation in the workplace have-to doe with of monetary incentives in motivation and satisfaction of employeesImportance and benefits of monetary incentives in motivation of employees1.3 Rationale for ObjectiveThe theoretical role model of motivation and achieving employee motivation is quite oecumenical and all students who complete their studies in business management know are familiarised with the basics of employee motivation and these students encourage in turn go on to become managers in organisations in their professional career (ref). The knowledge of theories and techniques of motivation is not enough for achieving employee motivation within an organisation (ref). Managers need to reckon the importance of motivation and realise the significance of motivation as a success factor for organisations (ref). Although managers have knowledge of the theories and techniques of motivation they violate to apply these theories in the workplace (ref). The importance and impact of monetary incentives on employees and the role of money as a motivator is taught and discussed quite importantly but managers still fail to recognise this fact (ref). Even to sidereal day the most significant factor leading to shifting the movement of employees from one organisation to an opposite organisation is the better compensation and monetary benefits. In todays competitive world and especially after the global financial crisis took toll it has become quite important for companies to retain in force(p) employees and one way of retaining efficient employees and attracting talented work force is to provide competitive compensation packages and motivate employees through monetary incentives (ref). Therefore this research will analyse the theoretical framework of motivation through monetary incentives and find identify how this framework can practically be implemented in the workplace.1.4 enquiry HypothesisThe current (do you need the word current?) research is carried out based on a system and information is collected and analysed from various principal(a) and secondary sources to evaluate this hypothesis by implementing an hold cost to research selected for the research. The hypothesis formulated and established for the current research is that motivation is the most significant factor for the success of an organisation and employees, especially sales force, can be motivated effectively through monetary incentives.1.5 research Questions- is your supervisor happy with this scratch?The research hypothesis described in the previous section is tested and evaluated man conclusions to the current research are arrived at by finding appropriate answers to the research questions presented here. The research question s are designed with an objective of not to be exhaustive and otherwise information which is considered to be effectual for achieving the objectives of the current research will withal be incorporated into the research. The research questions are presented beneath.What is the significance of motivation in organisations in the modern era?What conceptual frameworks of motivation can be used by managers?Which motivational techniques are mostly utilize and implemented by managers in organisations?Is employee satisfaction important for growth of an organisation and does motivation through monetary incentives impact employee satisfaction in any way?Should various techniques of motivation be implemented in organisations by managers or is motivation through monetary incentives sufficient for achieving employee satisfaction?1.6 ScopeThe scope of the current research includes and is limited to the research methods and cash advancees explained in the research methodology chapter of this report. The research deals with the analysis of motivational techniques and the importance of monetary incentives for motivating a sales force within an organisation. The theoretical framework of motivation will be analysed through a comprehensive review of literature coupled with an analysis of info collected from various sources to analyse how the theoretical framework can be implemented practically within organisations. The research will specifically focus on the implementation of monetary motivational techniques to find how a sales force within an organisation can be motivated through monetary incentives. The scope of this research is limited in various ways (WHY Important bit) but all information which is deemed significant for achieving an effective outcome will be incorporated in the research.1.7 DisclaimerThe current research has been performed and completed under taken after graceful authorisation and birthance of the oratory supervisor. The information and data has be en presented in the research after sufficient assurance and consideration that all copyright and plagiarism issues have been addressed throughout the undefiled covered during the whole research process. Written allowance was acquired from the research supervisor before contacting the respondents and participants of the research and conclusion care was taken to safeguard the personal and privy information of these participants and no personal information has been shared without their consent (?In accordance of the Data Protection Act). This report is on the watch in such a flair that it does not seem exhaustive to readers in any way. Even though the research study has been performed with extreme decisive and important business decisions should not be made based on the research report. The research report is distributed with a sole mark of increasing human knowledge and should not by any means of trade, commerce or otherwise be redistributed, lent out, hired out or sold techni cal or for business purposes with an intention of making a profit without the prior authorisation and acknowledgment of the investigator and supervisor. Do you have Toys R Us permission to do this study1.8 bodily structure of ReportThe talk report is organised in various chapters and the layout of the report is described below.Chapter 1 IntroductionThe first chapter of the oration is the introduction chapter and explains the background of the current research within the context of this research. The background to context section introduces the basic concept of motivation and establishes a firm posterior for the research to be carried out. The background to context explains the context to which motivation and the theoretical framework of motivation be coherents a ache with the significance of motivating employees through monetary incentives within an organisational context. The primary objectives of the research are as well as explained in this chapter to provide an overview of the research to the users of this report and what results should be expected from the result. The objectives section besides explains how the researcher will accomplish these objectives during the research process. The rationale for selecting specific objectives in the current research is similarly explained in this chapter. The research hypothesis established for the current research is also discussed in this chapter along with the research questions bread and butter this hypothesis, which the researcher will try to answer during the research. The scope of the research along with the disclaimer and structure of report are also explained outlined in the closing sections of this chapter.Chapter 2 Literature ReviewThe literature review chapter is the second chapter of this report and provides a comprehensive and thorough review of the literature relevant to the concept and theories of motivation and the various techniques of motivation along with motivation through monetary incen tives. The chapter presents a comprehensive explanation and review of literature analyze for the purpose of this research and the data collected from various sources such as journals, books, periodicals, previous research studies and websites in the subject of motivation and techniques of motivation. The chapter provides and overview of various theories and concepts of motivation presented by various renowned practitioners. mixed models and frameworks for increasing motivation and satisfaction level of employees within an organisation are also discussed in the literature review chapter of the report. The chapter also presents various kinds of motivation including inalienable and extrinsic motivation.Chapter 3 Research MethodologyThe third chapter of the report explains various research paradigms and approaches which, are available at the establishment of a researcher. The chapter explains qualitative and quantitative approaches to research along with their advantages and disadvan tages. The various methods of roll up and analysing data are also explained in this chapter along with their advantages and disadvantages. The nature and process of collecting primary and secondary data through various sources such as interviews, group discussions and survey questionnaires are also discussed in this chapter. The research methodology chapter also explains the proposed research methodology applied in the current research and the strategy to gather and analyse data from primary and secondary sources.Chapter 4 Findings and ObservationsThe findings and observations chapter is one of the most important components of a research as it presents the findings, observations and results after a comprehensive and thorough analysis of data collected from various sources. This chapter presents the interpretation and analysis of the garner data in a systematic manner which eventually leads to effective conclusion from the research. The methods of implementing motivation techniques are analysed in this chapter with a specific focus on motivation through monetary incentives to motivate the sales force within an organisational context. The chapter evaluates the research hypothesis presented in the first chapter of the report in order to accept or reject that hypothesis while answering the research questions and eventually deriving a valid and logical conclusion to the research.Chapter 5 ConclusionsThe last chapter of the dissertation report is the conclusion chapter which presents the overall results of the research and provides the conclusions arrived at after thorough analysis of primary and secondary data and review of literature in the research. The research hypothesis which was evaluated in the findings and observations chapter is pass judgment or rejected in this chapter. The conclusions chapter also explains the recommendations and limitations of the current research so that any further research in this sphere of influence can be carried out effectivel y and efficientlChapter 2 Literature Review2.1 Introduction- overall you need very robust referencing here if you can say says who? it of necessity to be referencedOrganisations in the current world are regarded as economic powerhouses because they contribute in the overall victimisation of a country (ref). Organisations are getting bigger and stronger day by day and newer methodologies are incorporated by them so that they can benefit in both the short and the long run (ref). There are different terminologies that are incorporated by organisations because their core objective is to succeed in the competition. Employees are regarded as the assets of organisations and most of the previous looking organisations focus a lot on their employees (ref). Employees on the other hand coordinate with their respective organisations and in this manner a prospective race is created in such way that both the parties benefit in both the short and the long run. Although, employees are regarded a s the assets of their respective organisations but treating these assets in a proper manner is considered as an important task (ref). Although there are different important factors and departments that are working in collaboration with each other like marketing, finance, human resource management etc but sales and marketing is considered as the most influential element of an organisation because in the longer an organisation operates and excels through sales and marketing department (ref). This root analyses different purviews of motivation and how an organisation motivates its employees. In the similar manner the core formulations that is discussed in this research paper is that what role does monetary incentives play when a sales forces is being motivated. However, this chapter would only incorporate different theoretical concepts that are attached with the aspect of motivated and different motivational theories are discussed in detail. Referencing in this section needs a lot o f attention2.2 indigence An Overviewindigence is considered as an important factor for almost all the organisations that are working in the corporate arena. Motivation in a broader sense is essentially the activation of trustworthy goal oriented conduct (ref). Motivation is materially a force that forces an individual to work hard and harder in order to achieve both monetary and non-monetary rewards. This aspect is more unmistakable in an organisational perspective where real managers are working under the direction of directors and these managers are heading certain subordinates. The core objective in an organisational perspective revolves around efficiency of work and motivation. The employees are motivated by work allotted to them and different monetary and non-monetary rewards that are given to them in both the short and the long run. Motivation in a broader perspective is classified in two forms. These two forms are intrinsic motivation and extrinsic motivation. In a ev eryday perspective the term of motivation is used to express the motivational behaviour of humans but in a broader perspective animal behaviour is also explained through it. Motivation is associated with the aspect of incentives, enthusiasm or certain level of interest that truly causes a specific action or results in certain behaviour. Motivation is not only present in business settings it is present in nearly every aspect of life. Like If an individual is hungry then he/she is motivated by food. In the similar manner there are different related examples in this regard. Education is directly motivated by the desire of knowledge. In other words it can also be say that motivation is associated with everything that possess reward and coercion. However, it can be clearly said that the aspect of motivation is of utmost importance and it is beneficial in both the short and the long run. Specially, in a business oriented environment an organisation cannot perform well when its employees are not motivated appropriately. Motivation is directly related with the aspect of coaching and in a broader sense it can be clearly said that motivation and coaching go hand in hand with each other. The element of coaching and motivation is like teaching and education. References through out this sectionMotivation can be explained in different aspects like motivation can be explained as the phenomenon that drives individuals to do something. Things that are done are actually coupled with certain rewards or they have certain consequences. The rewards or consequences that are attached with the scenario of motivation can be of course substantial benefits such as financial rewards, appraisals etc. In the similar manner the consequences attached can be considered as the risk of losing the job etc. There are certain other benefits that are less obvious in both the short and the long run but they motivate an individual to perform certain tasks. These benefits are a pat on the back, rec reational facilities in an organisation etc. (Grazier,1998) believes that believs that different members in an organisation are motivated towards the actual needs of an organisation. Grazier also emphasised on the scenario that the expectation of different rewards and benefits motivates an employee in an organisation to work hard in both the short and the long run. The researcher believes that Each day brings with it an endless list of decisions to be made. The process of making those decisions is driven, in large part, by the hope of a benefit or the veneration of a consequence (Grazier, 1998). Referencing very very poor need more in this2.2.1 Types of MotivationMotivation is considered as a broader perspective and that is the priming coat why it has certain types. slackly, there are four types of motivation which are considered as to be achievement motivation, affiliation motivation, competence motivation, power motivation and attitude motivation. However, in a broader perspec tive there are two classification of motivation which is considered as intrinsic and extrinsic motivation. Both the general and broader types of motivation are explained belowMotivation types look at tenses below have you lifted some text from papers etc you need to really look at your referencing1. Achievement MotivationAchievement motivation is basically the drive to pursue and attain gaols. An employee that possesses achievement motivation and who actually wishesd to achieve the objectives and advance up the ladder whenever an opportunity is given. This approach is very similar to the Kaizen approach of Japanese Management.2. Affiliation MotivationThe affiliation motivation is related with the aspect of nations drive which is on affectionate basis. Persons with affiliation motivation perform in a better way and ultimately it results in favourable attitudes and cooperation.3. Competence MotivationThe competence motivation is a drive that is rotated around the scenario to be good at something. It directly allows an individual to perform high quality work. When people are competent then motivated people seek job restraint and they take pride in solving different problems when they are facing different obstacles. In this form people actually learn from their experience.4. Power MotivationThe power motivation is basically a drive which is used to influence people and change different situations. These types of individuals are more diverged in creating an impact on their organisation and that is the evidence why they are willing to take risks.5. Attitude MotivationAttitude motivation is related with the aspect that how people think and have. It is directly related with the element of self confidence and what is the belief of people in themselves it also incorporates the element that what is their attitude towards life and how they feel about their future.2.2.2 Kinds of MotivationGenerally motivation is of two kinds which are named as extrinsic motivation and intrinsic motivation.2.2.2.1 Intrinsic MotivationThe element of intrinsic motivation is considered as a major(ip) concern in todays world because this form of motivation is implemented by different organisations (ref). Intrinsic motivation is a considered as a growing area on concern because it is used to reinforce different employees and learning communities. The core ideology of intrinsic motivation has actually evolved from psychology and has been closely related with the concept of cognitive psychology (Deci and Ryan, 1985). Motivation is generally applied in the workplace and different researches depict that motivation plays a life-sustaining role in the development of leadership. According to (Deci and Ryan 1985) defined intrinsic motivation as Intrinsic motivation is defined as the doing of an activity for its inherent satisfaction rather than for some separable consequence. When intrinsically motivated, a person is moved to act for the fun or challenge entailed rather than because of external products, pressures or reward (Deci and Ryan, 1985).In the similar manner it can also be said that incentives as implied by the name is related with the aspect of personal qualities, intentions and values. The satisfaction that is win from such incentives can be considered as intrinsic. These types of rewards are beneficial in both the short and the long run because they motivate an individual from insight and that is the reason why individuals who are internally motivated perform well and ultimately organisations benefit in this regard (Atkinson and Walker, 1956). However, in certain conditions intrinsic motivation force be considered as extra to an individual because he/she is looking for monetary rewards. That is the reason why organizations usually try to form a complete of both these factors. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2.2.2.2 Extrinsic MotivationThese rewards are usually associated with the element of money and different monetary aspects. It can be said that extrinsic motivation is used to reduce the aspect of intrinsic motivation but this is not viable in all circumstances. Different researchers have actually emphasized on different aspects and it is visualised through research that monetary rewards definitely increase an individuals performance and different incentives urge an individual to perform more and more (DiClemente and Velasquez, 2002, cited Miller and Rollnick, 2000). In the scenario of intrinsic motivation people need time to make wide range of choices, novel events and unexpected possibilities. They need certain amount of time and freedom to make different choices in different scenarios. However, in the scenario of extrinsic rewards people are more attracted towards shortened time perspectives and that is the reason why the final result achieved is frequently more efficient however, it is also subject to predefined job. The element of job commitment and long term commi tment of an individual may be affected negatively.Rewards and benefits in most of the conditions are literal and in certain conditions there are intangible rewards like appreciation, a smile of supervisor, etc. The tangible rewards are associated with extrinsic rewards and due to these rewards employees of an organisation are extrinsically motivated and through intrinsic rewards employees are intrinsically motivated.2.3 Theories of motivationThere are different theories that are associated with the element of motivation. However, there are certain reciprocal theories that are followed by many organisation of todays world. The core theories of motivation are discussed below2.3.1 TaylorFrederick Winslow Taylor used motivation a lot in his proposals and managerial models and that is the reason why they developed an idea that workers are motivated mainly by pay. His theory comprised of different aspects like workers are not satisfied with the working condition or they usually dont enj oy doing work that is the reason why they need close supervision (McClelland and Boyatzis, 1982). That is the reason why management should break down the element of mathematical product into small series of tasks. His entire theory focused on the scenario of financial rewards and he believed that workers are paid according to the number of item they stimulate and this phenomenon is known as time-piece-rate pay. Through these financial rewards workers can definitely enhance their production levels and they can be satisfied too. Taylors methods are widely accepted in todays world and they are used to reduce the cost of the production system. Henry ford is considered as a first individual who utilized Taylors models in his production lines. That is the reason why that era was considered as an era of mass production. However, different researchers believe that Taylors approach is related with the aspect of high-and-mighty management which is that managers take all the important decis ion and the subordinates follow these decisions (Emmons, 2003). However, in the longer run people disliked Taylors approach because they were getting bored of doing clamant jobs and they were working and characterised as human machines.2.3.2 MayoElton Mayo believed that all the workers that are working in different organisations can be motivated if there social needs are met while they are working. He also introduced the human relation school of thought in which the managers oMonetary Incentives as Employee MotivationMonetary Incentives as Employee MotivationChapter 1 Introduction1.1 Background to ContextIn a highly competitive business environment organisations have to generate and sustain higher profits to survive and achieve stable growth in future years within the context of globalisation (Wolfson, 19985). The easiest and most practical method of generating profits is to increase the level of sales in a company. This level of sales can be increased through various methods such as implementing effective and efficient marketing strategies and focussing on satisfied customers. Attracting new customers is more difficult in comparison to retaining previous customers. It is without doubt that the attraction of new customers would require additional costs and expenses related to marketing and promotional campaigns. (reference this if you can ask the question says who then it should be referenced)The most important and significant strategy of retaining old customers is to keep existing customers satisfied (ref). The satisfaction level of customers is affected (would influenced be better than affected) by a number of variables such as, quality of products, prices of goods and the level and quality of service and support provided by the personnel of an organisation. This implies that if customers are satisfied they will continue buying products from an organisation, their satisfaction and the service and support provided by employees of that organisation plays an increasing role of the success of an organisation (Kuballa, 200610). The employees will provide excellent services and support if they are satisfied (satisfied with what?) and company management needs to keep (ensure) the workforce/sales force is consistently highly satisfied and motivated. The motivation and satisfaction of employees especially the sales force within an organisation is of high importance for them, as both the commitment of these employees in achieving the objectives of an organisation and customer satisfaction levels are dependent on the motivation and satisfaction levels of employees (Ekerman et al, 2006). (Do you need a paragraph explaining the terms satisfaction and motivation at the beginning? It may help the reader).Many organisations regard the workforce and employees (are workforce and employees not the same?) as important assets, who are responsible for achieving the overall aims and objectives of an organisation (reference). Companies and management of com panies implement various motivational techniques and strategies to increase productivity levels of employees and effectively resolve and deal with various human resource management issues (Mullins, 2005834). Managers can motivate employees using various techniques which include excellent and competitive salary and remuneration packages, awarding bonuses and incentives, improving working conditions (including the environment), increasing the level of employee involvement in the decision making process which in turn creates a sense of empowerment on the part of an employee (reference). (deleted the) Managers in organisations can increase employee motivation levels by providing both intrinsic and extrinsic rewards to employees in different forms (Mullins, 2005473). Money and cash rewards are one of the best motivators of employees in any context and employees can be motivated quite effectively through cash and money rewards or rewards which are materialistic or quantitative in nature ( Axelsson and Bokedal,2009).Application of different techniques of motivation in organisations is of high importance not only to ensure increased level of employee satisfaction but also to ensure increased quality of goods and services having a direct impact on the level of customer satisfaction (deleted words here) which will eventually increase the profit of a company (reference). The sales force in an organisation is one of the most important workforces elements of an organisation they are directly responsible for increasing and maintaining the level of sales within that organisation. The techniques and strategies of motivation become more important where human resources and personnel are abundant and there is significant competition in employee recruitment and hiring (reference).Scholars, practitioners, researchers and authors have emphasised the importance of applying effective motivational techniques over the years and argue that motivating employees is one of the most importan t functions of managers within an in organisations and if organisations want to succeed on a long term basis they need to consistently motivate employees and achieve high levels of employee satisfaction (reference). Providing employees with an incentive in the form of promotions, bonuses and other intrinsic and extrinsic rewards increases the level of employee motivation within an organisation (reference). The implementation of motivation techniques especially monetary based or extrinsic rewards is applicable and effective in any context whether large or small (ref). The companies operating in countries where human resource is abundant and economies are dependent on human beings such as China, India, Vietnam, Taiwan and Philippines need to implement and apply effective strategic motivational techniques in order to retain employees and attract skilled and experienced workers (ref). There are a lot number of organisations that have outsourced their operations to thee these regions due to low cost of labour and human resources but the fact remains that these regions have a very competitive human resource environment and managers in these organisations need to be both diligent and vigilant in motivating employees especially through monetary incentives and benefits (McCourt and Eldridge, 2003).1.2 ObjectivesDuring my job As part of my role as department manager in Toys R Us I had the opportunity to work closely with various salespersons that were paid by the company in various ways depending upon their performance and the designation they had in within the company. Some people individuals were rewarded with bonuses and incentives quite handsomely while others were never rewarded at all. This made me wonder and question whether money and monetary benefits had any significance and importance in increasing the motivational level of employees and whether or not financial remuneration impacted on the retention retaining of these employees within and the organisation.The main objective of the (what does the refer to Yours or some one elses) current research is to analyse and interpret the motivational theories and concepts especially with respect to monetary incentive techniques of motivation. The research (your research I think?) will focus on the motivational techniques and extrinsic rewards used by managers in various companies to motivate employees and increase the level of satisfaction of employees. The study will evaluate and analyse several motivation techniques and the implications of these techniques on employee satisfaction and performance within an organisation. The current scenario (what is the current scenario do you mean in terms of your own study i.e. there is a paucity of literature relating to .) of motivation is quite limited as there is a lack of research in role of money and monetary benefits as motivational forces of individuals and employees. The information and research which is present available is considered quite invalid in the current scenario (what is this current scenario Do you mean the focus of your study) especially motivating the sales force through monetary incentives and benefits. The research will specifically focus on the following objectives.Studying motivation as a significant force in an organisationEvaluating motivation as a tool for accomplishing success in an organisationMotivational theories and their implementation in the workplaceImpact of monetary incentives in motivation and satisfaction of employeesImportance and benefits of monetary incentives in motivation of employees1.3 Rationale for ObjectiveThe theoretical framework of motivation and achieving employee motivation is quite comprehensive and all students who complete their studies in business management know are familiarised with the basics of employee motivation and these students further in turn go on to become managers in organisations in their professional career (ref). The knowledge of theories and techniques of motiv ation is not enough for achieving employee motivation within an organisation (ref). Managers need to understand the importance of motivation and realise the significance of motivation as a success factor for organisations (ref). Although managers have knowledge of the theories and techniques of motivation they fail to apply these theories in the workplace (ref). The importance and impact of monetary incentives on employees and the role of money as a motivator is taught and discussed quite significantly but managers still fail to recognise this fact (ref). Even today the most significant factor leading to shifting the movement of employees from one organisation to another organisation is the better compensation and monetary benefits. In todays competitive world and especially after the global financial crisis took toll it has become quite important for companies to retain efficient employees and one way of retaining efficient employees and attracting talented work force is to provide competitive compensation packages and motivate employees through monetary incentives (ref). Therefore this research will analyse the theoretical framework of motivation through monetary incentives and find identify how this framework can practically be implemented in the workplace.1.4 Research HypothesisThe current (do you need the word current?) research is carried out based on a hypothesis and data is collected and analysed from various primary and secondary sources to evaluate this hypothesis by implementing an appropriate approach to research selected for the research. The hypothesis formulated and established for the current research is that motivation is the most significant factor for the success of an organisation and employees, especially sales force, can be motivated effectively through monetary incentives.1.5 Research Questions- is your supervisor happy with this section?The research hypothesis described in the previous section is tested and evaluated while conclusions t o the current research are arrived at by finding appropriate answers to the research questions presented here. The research questions are designed with an objective of not to be exhaustive and other information which is considered to be useful for achieving the objectives of the current research will also be incorporated into the research. The research questions are presented below.What is the significance of motivation in organisations in the modern era?What conceptual frameworks of motivation can be used by managers?Which motivational techniques are mostly applied and implemented by managers in organisations?Is employee satisfaction important for growth of an organisation and does motivation through monetary incentives impact employee satisfaction in any way?Should various techniques of motivation be implemented in organisations by managers or is motivation through monetary incentives sufficient for achieving employee satisfaction?1.6 ScopeThe scope of the current research include s and is limited to the research methods and approaches explained in the research methodology chapter of this report. The research deals with the analysis of motivational techniques and the importance of monetary incentives for motivating a sales force within an organisation. The theoretical framework of motivation will be analysed through a comprehensive review of literature coupled with an analysis of data collected from various sources to analyse how the theoretical framework can be implemented practically within organisations. The research will specifically focus on the implementation of monetary motivational techniques to find how a sales force within an organisation can be motivated through monetary incentives. The scope of this research is limited in various ways (WHY Important bit) but all information which is deemed significant for achieving an effective outcome will be incorporated in the research.1.7 DisclaimerThe current research has been performed and completed undertak en after proper authorisation and acceptance of the dissertation supervisor. The information and data has been presented in the research after sufficient assurance and consideration that all copyright and plagiarism issues have been addressed throughout the entire covered during the whole research process. Written permission was acquired from the research supervisor before contacting the respondents and participants of the research and utmost care was taken to safeguard the personal and private information of these participants and no personal information has been shared without their consent (?In accordance of the Data Protection Act). This report is prepared in such a manner that it does not seem exhaustive to readers in any way. Even though the research study has been performed with extreme vital and important business decisions should not be made based on the research report. The research report is distributed with a sole intention of increasing human knowledge and should not by any means of trade, commerce or otherwise be redistributed, lent out, hired out or sold commercial or for business purposes with an intention of making a profit without the prior authorisation and acknowledgment of the researcher and supervisor. Do you have Toys R Us permission to do this study1.8 Structure of ReportThe dissertation report is organised in various chapters and the layout of the report is described below.Chapter 1 IntroductionThe first chapter of the dissertation is the introduction chapter and explains the background of the current research within the context of this research. The background to context section introduces the basic concept of motivation and establishes a firm foundation for the research to be carried out. The background to context explains the context to which motivation and the theoretical framework of motivation belongs along with the significance of motivating employees through monetary incentives within an organisational context. The primary obje ctives of the research are also explained in this chapter to provide an overview of the research to the users of this report and what results should be expected from the result. The objectives section also explains how the researcher will accomplish these objectives during the research process. The rationale for selecting specific objectives in the current research is also explained in this chapter. The research hypothesis established for the current research is also discussed in this chapter along with the research questions supporting this hypothesis, which the researcher will try to answer during the research. The scope of the research along with the disclaimer and structure of report are also explained outlined in the last sections of this chapter.Chapter 2 Literature ReviewThe literature review chapter is the second chapter of this report and provides a comprehensive and thorough review of the literature relevant to the concept and theories of motivation and the various techniq ues of motivation along with motivation through monetary incentives. The chapter presents a comprehensive explanation and review of literature studied for the purpose of this research and the data collected from various sources such as journals, books, periodicals, previous research studies and websites in the area of motivation and techniques of motivation. The chapter provides and overview of various theories and concepts of motivation presented by various renowned practitioners. Various models and frameworks for increasing motivation and satisfaction level of employees within an organisation are also discussed in the literature review chapter of the report. The chapter also presents various kinds of motivation including intrinsic and extrinsic motivation.Chapter 3 Research MethodologyThe third chapter of the report explains various research paradigms and approaches which, are available at the disposal of a researcher. The chapter explains qualitative and quantitative approaches t o research along with their advantages and disadvantages. The various methods of collecting and analysing data are also explained in this chapter along with their advantages and disadvantages. The nature and process of collecting primary and secondary data through various sources such as interviews, group discussions and survey questionnaires are also discussed in this chapter. The research methodology chapter also explains the proposed research methodology applied in the current research and the strategy to gather and analyse data from primary and secondary sources.Chapter 4 Findings and ObservationsThe findings and observations chapter is one of the most important components of a research as it presents the findings, observations and results after a comprehensive and thorough analysis of data collected from various sources. This chapter presents the interpretation and analysis of the gathered data in a systematic manner which eventually leads to effective conclusion from the resea rch. The methods of implementing motivation techniques are analysed in this chapter with a specific focus on motivation through monetary incentives to motivate the sales force within an organisational context. The chapter evaluates the research hypothesis presented in the first chapter of the report in order to accept or reject that hypothesis while answering the research questions and eventually deriving a valid and logical conclusion to the research.Chapter 5 ConclusionsThe last chapter of the dissertation report is the conclusion chapter which presents the overall results of the research and provides the conclusions arrived at after thorough analysis of primary and secondary data and review of literature in the research. The research hypothesis which was evaluated in the findings and observations chapter is accepted or rejected in this chapter. The conclusions chapter also explains the recommendations and limitations of the current research so that any further research in this ar ea can be carried out effectively and efficientlChapter 2 Literature Review2.1 Introduction- overall you need very robust referencing here if you can say says who? it needs to be referencedOrganisations in the current world are regarded as economic powerhouses because they contribute in the overall development of a country (ref). Organisations are getting bigger and stronger day by day and newer methodologies are incorporated by them so that they can benefit in both the short and the long run (ref). There are different terminologies that are incorporated by organisations because their core objective is to succeed in the competition. Employees are regarded as the assets of organisations and most of the forward looking organisations focus a lot on their employees (ref). Employees on the other hand coordinate with their respective organisations and in this manner a prospective relationship is created in such way that both the parties benefit in both the short and the long run. Althoug h, employees are regarded as the assets of their respective organisations but treating these assets in a proper manner is considered as an important task (ref). Although there are different important factors and departments that are working in collaboration with each other like marketing, finance, human resource management etc but sales and marketing is considered as the most influential element of an organisation because in the longer an organisation operates and excels through sales and marketing department (ref). This paper analyses different aspects of motivation and how an organisation motivates its employees. In the similar manner the core aspects that is discussed in this research paper is that what role does monetary incentives play when a sales forces is being motivated. However, this chapter would only incorporate different theoretical concepts that are attached with the aspect of motivated and different motivational theories are discussed in detail. Referencing in this se ction needs a lot of attention2.2 Motivation An OverviewMotivation is considered as an important factor for nearly all the organisations that are working in the corporate arena. Motivation in a broader sense is basically the activation of certain goal oriented behaviour (ref). Motivation is actually a force that forces an individual to work hard and harder in order to achieve both monetary and non-monetary rewards. This aspect is more visible in an organisational perspective where certain managers are working under the direction of directors and these managers are heading certain subordinates. The core objective in an organisational perspective revolves around efficiency of work and motivation. The employees are motivated by work allotted to them and different monetary and non-monetary rewards that are given to them in both the short and the long run. Motivation in a broader perspective is classified in two forms. These two forms are intrinsic motivation and extrinsic motivation. I n a general perspective the term of motivation is used to express the motivational behaviour of humans but in a broader perspective animal behaviour is also explained through it. Motivation is associated with the aspect of incentives, enthusiasm or certain level of interest that actually causes a specific action or results in certain behaviour. Motivation is not only present in business settings it is present in nearly every aspect of life. Like If an individual is hungry then he/she is motivated by food. In the similar manner there are different related examples in this regard. Education is directly motivated by the desire of knowledge. In other words it can also be said that motivation is associated with everything that possess reward and coercion. However, it can be clearly said that the aspect of motivation is of utmost importance and it is beneficial in both the short and the long run. Specially, in a business oriented environment an organisation cannot perform well when its em ployees are not motivated appropriately. Motivation is directly related with the aspect of coaching and in a broader sense it can be clearly said that motivation and coaching go hand in hand with each other. The element of coaching and motivation is like teaching and education. References through out this sectionMotivation can be explained in different aspects like motivation can be explained as the phenomenon that drives individuals to do something. Things that are done are actually linked with certain rewards or they have certain consequences. The rewards or consequences that are attached with the scenario of motivation can be of course tangible benefits such as financial rewards, appraisals etc. In the similar manner the consequences attached can be considered as the risk of losing the job etc. There are certain other benefits that are less obvious in both the short and the long run but they motivate an individual to perform certain tasks. These benefits are a pat on the back, re creational facilities in an organisation etc. (Grazier,1998) believes that believs that different members in an organisation are motivated towards the actual needs of an organisation. Grazier also emphasised on the scenario that the expectation of different rewards and benefits motivates an employee in an organisation to work hard in both the short and the long run. The researcher believes that Each day brings with it an endless list of decisions to be made. The process of making those decisions is driven, in large part, by the hope of a benefit or the fear of a consequence (Grazier, 1998). Referencing very very poor need more in this2.2.1 Types of MotivationMotivation is considered as a broader perspective and that is the reason why it has certain types. Generally, there are four types of motivation which are considered as to be achievement motivation, affiliation motivation, competence motivation, power motivation and attitude motivation. However, in a broader perspective there ar e two classification of motivation which is considered as intrinsic and extrinsic motivation. Both the general and broader types of motivation are explained belowMotivation types look at tenses below have you lifted some text from papers etc you need to really look at your referencing1. Achievement MotivationAchievement motivation is basically the drive to pursue and attain gaols. An employee that possesses achievement motivation and who actually wishesd to achieve the objectives and advance up the ladder whenever an opportunity is given. This approach is very similar to the Kaizen approach of Japanese Management.2. Affiliation MotivationThe affiliation motivation is related with the aspect of peoples drive which is on social basis. Persons with affiliation motivation perform in a better way and ultimately it results in favourable attitudes and cooperation.3. Competence MotivationThe competence motivation is a drive that is revolved around the scenario to be good at something. It directly allows an individual to perform high quality work. When people are competent then motivated people seek job mastery and they take pride in solving different problems when they are facing different obstacles. In this form people actually learn from their experience.4. Power MotivationThe power motivation is basically a drive which is used to influence people and change different situations. These types of individuals are more diverged in creating an impact on their organisation and that is the reason why they are willing to take risks.5. Attitude MotivationAttitude motivation is related with the aspect that how people think and feel. It is directly related with the element of self confidence and what is the belief of people in themselves it also incorporates the element that what is their attitude towards life and how they feel about their future.2.2.2 Kinds of MotivationGenerally motivation is of two kinds which are named as extrinsic motivation and intrinsic motivation.2. 2.2.1 Intrinsic MotivationThe element of intrinsic motivation is considered as a major concern in todays world because this form of motivation is implemented by different organisations (ref). Intrinsic motivation is a considered as a growing area on concern because it is used to reinforce different employees and learning communities. The core ideology of intrinsic motivation has actually evolved from psychology and has been closely related with the concept of cognitive psychology (Deci and Ryan, 1985). Motivation is generally applied in the workplace and different researches depict that motivation plays a vital role in the development of leadership. According to (Deci and Ryan 1985) defined intrinsic motivation as Intrinsic motivation is defined as the doing of an activity for its inherent satisfaction rather than for some separable consequence. When intrinsically motivated, a person is moved to act for the fun or challenge entailed rather than because of external products, pressure s or reward (Deci and Ryan, 1985).In the similar manner it can also be said that incentives as implied by the name is related with the aspect of personal qualities, intentions and values. The satisfaction that is attained from such incentives can be considered as intrinsic. These types of rewards are beneficial in both the short and the long run because they motivate an individual from insight and that is the reason why individuals who are internally motivated perform well and ultimately organisations benefit in this regard (Atkinson and Walker, 1956). However, in certain conditions intrinsic motivation might be considered as unnecessary to an individual because he/she is looking for monetary rewards. That is the reason why organizations usually try to form a complete of both these factors. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2.2.2.2 Extrinsic MotivationThese rewards are usually associated with the element of money and different monetary aspects. It can be said that extrinsic motivation is used to reduce the aspect of intrinsic motivation but this is not viable in all circumstances. Different researchers have actually emphasized on different aspects and it is depicted through research that monetary rewards definitely increase an individuals performance and different incentives urge an individual to perform more and more (DiClemente and Velasquez, 2002, cited Miller and Rollnick, 2000). In the scenario of intrinsic motivation people need time to make wide range of choices, novel events and unexpected possibilities. They need certain amount of time and freedom to make different choices in different scenarios. However, in the scenario of extrinsic rewards people are more attracted towards shortened time perspectives and that is the reason why the final result achieved is much more efficient however, it is also subject to predefined job. The element of job commitment and long term commitment of an individual may be affected negativ ely.Rewards and benefits in most of the conditions are tangible and in certain conditions there are intangible rewards like appreciation, a smile of supervisor, etc. The tangible rewards are associated with extrinsic rewards and due to these rewards employees of an organisation are extrinsically motivated and through intrinsic rewards employees are intrinsically motivated.2.3 Theories of motivationThere are different theories that are associated with the element of motivation. However, there are certain common theories that are followed by many organisation of todays world. The core theories of motivation are discussed below2.3.1 TaylorFrederick Winslow Taylor used motivation a lot in his proposals and managerial models and that is the reason why they developed an idea that workers are motivated mainly by pay. His theory comprised of different aspects like workers are not satisfied with the working condition or they usually dont enjoy doing work that is the reason why they need clos e supervision (McClelland and Boyatzis, 1982). That is the reason why management should break down the element of production into small series of tasks. His entire theory focused on the scenario of financial rewards and he believed that workers are paid according to the number of item they produce and this phenomenon is known as time-piece-rate pay. Through these financial rewards workers can definitely enhance their production levels and they can be satisfied too. Taylors methods are widely accepted in todays world and they are used to reduce the cost of the production system. Henry ford is considered as a first individual who utilized Taylors models in his production lines. That is the reason why that era was considered as an era of mass production. However, different researchers believe that Taylors approach is related with the aspect of autocratic management which is that managers take all the important decision and the subordinates follow these decisions (Emmons, 2003). However , in the longer run people disliked Taylors approach because they were getting bored of doing repetitive jobs and they were working and characterised as human machines.2.3.2 MayoElton Mayo believed that all the workers that are working in different organisations can be motivated if there social needs are met while they are working. He also introduced the human relation school of thought in which the managers o

Philosophy And Methods For Data Collection Management Essay

Philosophy And Methods For Data Collection Management EssayThis chapter looks at the look into methodology and both limitations or potential problems in context to the lookers investigation of the leadership styles and their effects in influencing military diverse safety perceptions, participation and acceptance of safety adjustment within the MOD. The relevant sub-sections give specifically detail the selected dodging subscribed to in pursuit of answers to the seek questions and the way in which info was gathered, analysed and utilised, and will march onDiscuss the look into breakline plan and considerationsExplain the reasons for the data collection methods adoptedPresent the framework for data analysis and the techniques chosen to achieve the research goals.Both Bryman and ships bell (2010) and Saunders, Lewis and Thornhill (2009) provide clear direction and full explanation of the layers connected with research strategy and design in terms relating to research phil osophies, greetes, strategies, methods, age horizons, technique and procedures. Figure 3-1 gives graphic re placeation of the look into Onion as presented by Saunders et al. (2009, p. 108). For a researcher Saunders et al. (2009, p. 108) advocates that the philosophy adopted is an important assumption almost the way the world is viewed, and will underpin the research strategy and methods chosen. Saunders et al. (2009, p. 107) quantifies that The over-arching term research philosophy relates to the goment of knowledge and the nature of that knowledge. The researcher view for this guinea pig is subjectivist, adopting an interpretivism philosophy combined with an inductive approach.Subjectivism is the interpretation of the meaning that individuals attach to group intent occurrences in context the researcher understands the social interaction between descend supervisors and promoters relating to maintenance and acceptance of diving safety (Saunders et. al. 2009, p. 111).Interpr etivism is the appreciation of the differences between individuals as social players key to this will be the researcher adopting an empathetic position to degrade the group world of the research subjects to fully experience and appreciate their viewpoint as far as he is able (Saunders et. al. 2009, p. 116).Inductive research approach (formulation of theory) adopting this approach allowed the researcher to remove a better understanding of people, and their attachment, in corporeal world situations, whilst providing a greater degree of flexibility to allow changes to research emphasis as the orthogonalise progressed (Saunders et. al. 2009, p. 126).The objectives for this sphere ar set within the context of a military high risk operational diving boldness and are looking toIdentify the leadership style that trounce influences military divers safety perceptions, participation and acceptance of safety change.Explore the military divers concepts of safety leadership and their und erstanding of the defence diving safety climate.Examine the attitudes and perceptions of military divers to the organisational and technological safety changes, and the leadership of these changes.A key panorama of value to this research is the opportunity, as identified during the literature review, to bridge a gap in existing research to associate an effective leadership style, with ameliorate safety education, participation and acceptance of change within a dynamic and diverse high risk defence military diving environment. The people of the fortify forces are the key component from leadership to subordinate, and the integration between the two will determine the success and achievement of the mari duration fighting operational capability. The chosen research philosophy is proposed as effectively allowing the researcher to understand the social interaction between leadership and those they command, to gain an appreciation of the differences between individuals and the roles the y perform, and to understand the set that individuals attach to safety events in the setting of a frontline operational FDG. This research is a conscious effort to assist the military command to analyse and develop safety leadership skills, and equally important, educate and encourage others, whilst gaining an understanding of subordinates perception and perspective of the military diving safety climate.Figure 3-1. The Research Onion (Saunders et al., 2009, p. 108)3.2 Research StrategyIn the process of framing a clear overall research plan due consideration has been given to the research project in terms of the objectives and research questions relative to the purpose of this try out.The research strategy choice is led by the research questions and objectives, the amount of existing knowledge, time constraints and the resources available, supported by the researchers philosophical foundation (Saunders et. al. 2009, p. 141). This research involves serving military personnel within 3 operational units in the organisational structure of the FDG. The research purpose is a serviceable investigation with the study emphasis looking at a situation in order to explain the association between effective leadership styles and subordinate participation, perception and acceptance of safety change within a safety foc workd organisation.Within the context of this study, and linking the relevancy of the research methodology to the research project objectives and questions, the researcher justifies the selection of an explanatory case study strategy as the key research paradigm. A case study concentrating on the FDG as the organisation, and the three embedded FDUs within as the sub-units, will provide an empirical investigation of present military diving safety leadership within its real life operational context using multiple sources of evidence.The researcher has identified the following reasons for selecting the chosen strategy as the most appropriateThe emphasis is on analyze a situation or problem in order to explain the relationships between variables (changeable military operational diving environment), Saunders et al. (2009, p. 140) explains studies that establish casual relationships between variables are termed explanatory research. Explanatory case studies centre on trying to find out explain why something happens.Biggam (2011, p. 118) cites Cohen and Manion (1995) who describe that the case study researcher typically observes the characteristics of an individual unit (single case study) or number of units (multiple case study) the purpose of such reflectivity is to probe deeply and to analyse intensely the contrasting phenomena that invent the life cycle of the unit or units. Saunders et al. (2009, p. 145) supports a case study strategy by citing Robson (2002) who defines case study as a strategy for doing research which involves an empirical investigation of a particular contemporary phenomenon within its real life context using mul tiple sources of evidence. Saunders et al. (2009, p. 146) advocates that the adoption of a case study strategy will give a rich understanding of the context of the research, and the processes being enacted and the ability to generate answers to research questions that seek a range of different kinds of evidence.Ethical Review A University of Portsmouth Ethics Approval Form Students has been completed at Appendix 1. Ethical implications open been considered in terms of this research strategy and the key ethical issues affecting participants regarding safety, harm, embarrassment, stress, privacy consent, confidentiality have all been carefully covered and have been fully documented within that document. The Information Sheet and react Form at Appendix 3 were utilised, which clearly provides information regarding participant involvement and anonymity.3.3 Data CollectionTwo data collection techniques that are normally used within research are quantitative and soft. Bryman and Bell (2010, p. 26-27) outlines that quantitative research is a strategy that emphasizes quantification in the collection and analysis of data (numeric) whereas soft research is a strategy that accentuates words (non-numeric). Saunders et al. (2009, p. 151) gives further explanation in that the research data collection technique chosen will be point by the research questions, which if clearly formulated will effectively determine the method used to answer them.A military diving organisation, operating within a high risk complex environment, has many sources of data that hobo be drawn from to facilitate a better understanding of the people, and their attachment, in this real world situation. Focusing on the keywords to identify, explore and examine it was decided to use a mixed methods approach which allows for different data collection techniques to establish an end point from more than one angle (thereby offering a measure of triangulation). The emphasis for data gathering concentrat ed on the use of questionnaires, and researcher participant observation to collect primary data from a sample source of fifty-three personnel serving within the FDG units, giving a confidence level of 95% with a 1% margin of error. The rank range of the fifty-three personnel was CDR to AB RN rank hierarchy structure is presented at Figure 3-2. petty(a) data was sourced from organisational documentation.Figure 3-2. RN Rank Hierarchy Structure.The literature search strategy was conducted via the University of Portsmouth Library intranet, using the databases Science Direct, Web of Knowledge, Emerald, Business Source post-mortem examination and Ebrary e-book reference library. The key search words used and combinations are detailed in Table 3-1. Google Scholar Advance was also utilised using the said(prenominal) key words. The military Defence Intranet was used to source and review military reports, documents and publications. The researchers of the articles all come from reliable ac ademic and professional backgrounds as research authors they have been attributed with academic articles in credible publications on the topic and associate issues of leadership and management competency.Table 3-1. Key Research bet WordsKey Search WordsLeadershipSafetyMilitaryPerceptionStyle(s)ClimateEffectiveIndicatorsCommitmentTransactionalTransformationalTrainingOccupationalWorkplaceAcceptanceModelsHealth and Safety decision makerCommercialOrganisationsPassiveParticipationChangeCriteria3.4 Framework for Data AnalysisBryman and Bell (2010, p. 571) suggest that one of the central complications with qualitative research is that it very right away generates a bulky, cumbersome database due to dependence on text in the form of field notes, interview transcripts, or documents. The task of framing research data for analysis is a process of describing, analysing and interpreting the collected empirical data (Biggam, 2011, p. 113). Saunders et al. (2009, p. 490) put forward the use of qualitative analysis processes such as summarising (condensation), motley (grouping), and structuring (ordering) of meanings from collected data, and that all of these potty be used in isolation or in combination to support interpretation of data. Saunders et al. (2009, p. 491) outlines that the procedures for analysing qualitative data can be highly structured, whereas others adopt a much lower level of structure. In contrast quantitative data analysis in the forms of graphs, charts and statistics allow for presentation, commentary and examination of data to establish trends (Saunders et al. 2009, p. 414).In support of an inductive research approach primary quantitative data was analysed using tabular and pie chart representation, and qualitative data by summarising and narrative thematic analysis. The data gathering process included the use of questionnaires to gather quantitative data and field notes were taken as part of the participant observations to gather qualitative dat a. Figure 3-3 presents the adopted quantitative and qualitative analysis process for this research project. As research developed related information and ideas were recorded by the use of interim summaries and self-memo as analytical aids.Figure 3-3. Data Analysis work atQuantitative and Qualitative Analysis ProcessCompare Findings (Literature Review)Collect DataAnalysis ProcessGroup Themes and IssuesPerform Analysis (Interpret what is happening3.5 Limitations and Potential ProblemsThe selection of a particular research strategy is determined as Saunders et al. (2009, p. 108) suggests by the researchers view of the nature of reality or being (ontology), the view regarding what constitutes acceptable knowledge (epistemology), and the view of the role of values in research (axiology).In terms of this research project the adopted philosophy is that of interpretivism comprehension of the differences between individuals as group players (Saunders et al. (2009, p. 119). To support this r ationale and provide clarification, this research is focused on an investigation amongst individuals within an organisation and the importance of gaining a better understanding of the differences between the leadership and follower human factors and the roles that these differences play. The emphasis for the use of an inductive (formulation of theory) approach and the link with adopting an interpretivism philosophy is based on the following key aspectsThe research is value bound and the author is part of what is being researched and cannot be separated and so will be subjective (Saunders et al. (2009, p. 119)The authors view regarding acceptable knowledge is subjective focusing on the details of the situation and the reality fundament these details (Saunders et al. (2009, p. 119)Research emphasis is on mixed method (quantitative and qualitative) data collection from a small sample with a purpose of in-depth investigation to gain an impression of what is going on at the coalface, so as to understand better the nature of the situation.The Case Study is a research strategy that has been engaged by researchers to tackle and offer an understanding of real-life issues across a broad range of study areas. Saunders et al. (2009, p. 146) suggest as a strategy the case study is considered apt in generating answers to Why?, What? and How? questions which as a strategy will be of particular importance for this safety research where the aim is to gain a deep understanding of the situation and the procedures being performed (Saunders et al. 2009, p. 146).Contemplation of the rationale for this investigative project and the use of multiple method data collection and analysis techniques best fit the influences and aim of an investigative research project into real-life safety leadership and management in context to a high reliability military organisation. Bryman and Bell (2010, p. 42) suggest that a research method is simply a technique for collecting data, and an essentia l criterion for business research is that the study is reliable (dependable), can be replicated (confirmability), and is valid (credible), then it is vital to ensure that data collection and analysis is relevant to ensure the study is focused and concise. The time-frame associated with this research project will only permit a snapshot to be taken at a particular time and as suggested by Saunders et al. (2009, p. 155) a cross-sectional time horizon best suits academic research projects of this type. Consideration of the short time frame and small sample group key to this research projects success is therefore centred in the selection of multiple research methods with focus on empirical data collection from questionnaires and participative observation techniques to collect primary data, supported by lower-ranking data collection from organisational documentation. Use of a mixed methods approach can yield better prospects to answer the research questions and evaluate the extent to wh ich findings may be trusted and inferences made (Saunders et. al. 2009, p. 160).Saunders et. al. (2009, p. 156) discuss the credibility of research findings with reference to reliability (that data collection and analysis produce consistent results) and validity (that results are echtly about what they seem to be about). The selected research approach is considered to provide reliability the researcher was mindful of the threats such as participant and observer error and bias, which could present threats to reliability. In an effort to combat participant prejudices and inaccuracy anonymity was maintained throughout, and questionnaires were completed at a selected time that as far as possible prevented external influence. To mitigate against observer partialities and mistakes accurate field notes where maintained during observations, and embedded periods where spent with each FDG unit to gain a real sense of the situation, recording actual events as they occurred rather than relyin g on memory. The researcher has delivered consistent and valid research which has investigated safety leadership and the concepts and perception of military divers as set out within this chapter in the context of real military missions and rehearsals where their has been risk of equipment failure, individual error and environment issues at all times.

Evidence For And Against Climate Change Environmental Sciences Essay

Evidence For And Against Climate Change Environmental Sciences EssayClimate Change is a very polemic global issue which has committed supporters and detractors. Critic tout ensembley evaluate the try out for and against climate inter potpourri and run your own assessment of the current and future risks that the planet faces by 2050.It is expected that you will give a broad view of your subject giving weight to policy, regulatory, economic and risk management impacts as well as health and environmental impacts. Use a case study to illustrate a key component of the climate change agenda.The worlds climate is changing and the consequences be serious, good ranging and long-term. Despite the overwhelming scientific consensus that this is happening, the issue of climate change has its detractors, whose opposition to the phenomenon range from disagreeing near the extent of the problem, the extent of mans influence, to the accuracy of the modeling techniques. During the render the ev idence from both sides will be evaluated and the current and longer term economic, social, and environmental effects assessed.The definitions of climate change vary greatly, but the two just about useful argon the United Nations Framework Convention on Climate Change (UNFCCC) definition where broadly speaking climate change relates to a change in climate which is attributed, directly or indirectly to human activity that alters the composition of the global atmosphere and that is in addition to immanent climate variability detect over comparable time periods and the Intergovernmental Panel on Climate Change (IPCC) which refers to any change in climate over time, whether due to natural variability or as a result of human activity, which is perhaps a more useful definition.Firstly before looking at the evidence for climate change it is useful to understand the global energy flow (radiative budget), which was first suggested by Kiehl and Trenbirth (1997), illustrated in picture 1 be lowPicture 1The incoming solar actinotherapy, often labelled in percentage terms, must match the outgoing short and longwave radiation to achieve radiative equilibrium. Radiative forcing is the measure of the influence that a specific factor has in altering the balance of this incoming and outgoing energy, and is therefore a useful indication of the importance of that factor to change the climate. cocksure forcing will generally mean that the surface of the earth is warmed, whilst negative forcing tends to cool the surface.The Kyoto protocol, adopted in December 1997 and entering into force in February 2005, committed all Annex1 countries (39 industrialised countries the EU) to a reduction in four greenhouse gases (Carbon dioxide, Methane, Nitrous oxide and Sulfur hexafluoride) and two groups of gases called hydrofluorocarbons (HFCs) (often found in refridgerants) and perfluorocarbons (PFCs) ( as well as in refridgerants but having a wide variety of medical and non-medical uses a nd according to Askam, Khalil et al. (2003) having a lifetime up to 50,000 years).Carbon dioxide is perhaps the most studied and well k forthwithn of the anthropogenic GHGs. Since some infra-red radiation leaving the planet is absorbed by CO2, the greater the CO2 the greater the absorbtion and reflection of heat and the warmer the climate.Perhaps the most significant indicator of the development in the level of CO2 in the last 50 years is shown in graph 1 below. This is the measurement of CO2 concentrations as measured in Hawaii, far-off from industrial areas so no localised bias is present, though these measurements have been replicated around the world (e.g. Pieter P. Tans and Thomas J. Conway 1968-2002) Monthly Atmospheric CO2 coalesce Ratios from the NOAA Climate Monitoring and Diagnostics Laboratory Carbon Cycle Cooperative Global Air Sampling Network, 1968-2002. NOAA Climate Monitoring and Diagnostics Laboratory, Boulder, Colorado 80305, U.S.A.) chart 1Image created by Robe rt A. Rohde / www.globalwarmingart.comSimilar measurements have been found in ice core samples, which enable us to get a much damp picture over time. Graph 2 below shows the CO2 variations over time from the past 420,000 years.Graph 2Image created by Robert A. Rohde / www.globalwarmingart.comThis shows the CO2 levels displace in line with the ice-ages, however, the most important section is the insert the marked increase since the industrial revolution from around 1750/1800. A clear indication of military personnel influence.More evidence is given in the IPCC 4th Annual Report Working Group summary that the concentration of atmospheric CO2 has increased from 280ppm (pre-industrial level) to 379ppm in 2005. In addition the annual CO2 concentration growth was larger during the last 10 years (1995-2005 1.9ppm per year) than it has been since the beginning of continuous direct atmospheric measurements (1960-2005 1.4 ppm per year).In a similar fashion the levels of Methane (from a pre-industrial level of 715ppb to 1732ppb in the early 1990s and 1774ppb in 2005) and Nitrous oxide (from pre-industrial levels of roughly 270ppb to 319ppb in 2005) have increased markedly over fresh years.Looking at the radiative forcing discussed earlier theThere are many different indications of how the climate has altered, and over several different timescales ranging from the most recent 150 years since 1860, since roughly the time of industrial revolution since 1750 and for the past 10-100 thousand years. Each of these will be looked at in turn.The Inter-governmental Panel on Climate Change in its most recent report in 2007 statedWarming of the climate system is unequivocal, as is now evident from observations of increases in global average air and ocean temperatures, widespread melting of snow and ice, and rising global average sea level.Most of the observed increase in globally averaged temperatures since the mid-20th century is very likely due to the observed increase in anthropogenic greenhouse gas concentrations. This is an advance since the TARs conclusion that most of the observed warming over the last 50 years is likely to have been due to the increase in greenhouse gas concentrations. Discernible human influences now extend to other aspects of climate, including ocean warming, continental-average temperatures, temperature extremes and wind patternsThe time series shows the combined global land and marine surface temperature record from 1850 to 2009. The year 2009 was the sixth warmest on record, exceeded by 1998, 2005, 2003, 2002, and 2004. This time series is being compiled jointly by the Climatic Research Unit and the UK Met. Office Hadley Centre. The record is being continually up-dated and improved (see Brohan et al., 2006). This paper includes a new and more thorough assessment of errors, recognizing that these differ on annual and decadal timescales. Increased concentrations of greenhouse gases in the atmosphere due to human activities are most likely the underlying cause of warming in the 20th century.Brohan, P., J.J. Kennedy, I. Harris, S.F.B. Tett and P.D. Jones, 2006 Uncertainty estimates in regional and global observed temperature changes a new dataset from 1850. J. geophysical Research 111, D12106, doi10.1029/2005JD006548http//www.cru.uea.ac.uk/cru/info/DetractorsIn a debate that has become highly polarised the label climate doubter is readily slapped on anybody who stands on the snout and contradicts Al Gore. In reality, the sceptic landscape is more varied, ranging from those scurrilously pursuing scientific truth to others with more obvious economic or political gains to bring in for.Richard Lindzen, an American atmospheric physicist at the Massachusetts Institute of Technology has been one of the most vocal in expressing concerns over the validity of computer models used to point future climate change. He argues that they may be over-predicting future warming due to a failure to properly account for t he climate systems water desiccation feedback. However he has also been an active contributor to Intergovernmental Panel on Climate Change assessment reports.Gavin Schmidt, a climatologist at the NASA Goddard Institute for Space Studies commented that Lindzen agrees with about 90 per cent of what other climate scientists are saying, yet the last 10 per cent is sufficiently different to label him a contrarian.Stephen McIntyre, editor of sceptic blog ClimateAudit and former director of several state-owned Canadian mineral exploration companies, is known in the climate science community for his continual demands for raw data.McIntryre was do-nothing an orchestrated campaign that led to 60 Freedom of Information requests being do to CRU scientists at the University of East Anglia in a single weekend in July.However, while potentially vexatious, McIntyre has made genuine scientific contributions, notably spotting a mistake in NASA data that led to the average US temperatures to be red uced about 0.15C for the period 2000-2006.Philip Stott, an emeritus professor of biogeography at the University of London (although not a published climate scientist), has publicly argued that the climate is too confused and chaotic a system to make long-term predictions on.None of these scientists are climate change deniers, but they question the certainty of the scientific consensus.Several Tory system of macrophages have recently contradicted the Green Conservative line of the Cameron era.Peter Lilley, one of only three MPs to vote against the governments Climate Change Bill in October, has accused climatologists of an unconscious conspiracy in which a dogmatic determination to conform to a consensus driven by the incentive of public funding has made them happier to let the data fit the theory rather than the opposite.David Davis has also spoken out on what he describes as a ferocious determination to lower hair-shirt policies on the public. Taxes on holiday flights and noisy wind turbines are too high a price to pay, he suggests. Both MPs drive to be open to the possibility that man has significantly contributing to climate change, but both remain unconvinced by the evidence.Former Tory Chancellor Nigel Lawson, has also publicly stepped up his opposition to environmental policy, founding the think tank, the Global Warming Policy Foundation, complete with a board of fairly distinguished academics to provide scepticism with a respectable face. However, the think tank was this week accused by scientists of appearing to misrepresent scientific data on its website.At the far end of the spectrum, figures such as Sarah Palin appear to be happy to disregard scientific evidence wholesale in favour of economic gain.Despite firm differences in outlook, bundled together under the sceptic brand, the views of these individuals appear to be increasingly gaining favour with the public in the lead up to Copenhagen.PLANFor climate changeAgainst climate changeCase study Assessment of current risksAssessment of future risks to 2050

Power of Nuclear Energy Essay -- Nuclear Reactor Breeders

AbstractThe use of nuclear energy is a big topic for debate. Many countries have fully embraced it while others, such as the U. S., havent. Nuclear energy is feared for its danger and scorned because of its wastes. On the other hand, nuclear energy does have some pros like cheaper cost of energy and environmentally safe. Reactor breeders show great promise in nuclear waste, but are it enough to convince the nation?IntroductionNuclear knowledge has existed for a long time. Nuclear Engineering U.S. Department of Energy relates, By 1900, the physicists knew the atom contains large quantities of energy (par 11). Many others formed good theories, such as Ernest Rutherford and originators contribution with his equation E=mc2. In 1934 a physicist known as Enrico Fermi conducted an experiment that resulted in the splitting of atoms. In 1938 2 scientists, Otto Hahn and Fritz Strassman, conducted an experiment that was the beginning of a new realization in the nuclear world. Nuclear Enginee ring U.S. Department of Energy describes, Otto Hahn and Fritz Strassman fired neutrons from a source containing the elements atomic number 88 and beryllium into uranium (atomic number 92) (par 15). The experiment resulted in a new and unexpected out come. The elements that were naturally produced during such experiments weighed only a little little than uranium whereas, this time the elements were around half as light. They shared their information with Lise Meitner who studied the out come with Neils Bohr and her nephew Otto R. Frisch. The three of them concluded that the light weighted elements were the results ofThe fountain of Nuclear Energy 3the uranium splitting also known as fission. Lise Meitner proved this theory using Einsteins theory.Bo... ...ear energy has some faults, but along with it nuclear energy has many advantages. People need to put aside the fears of nuclear plant that have grown out of tragedies and scares such as Three Miles Island and the Chernobyl Nucle ar Power Plant explosion. The Chernobyl has been the only plant that has caused destruction out of over six decades of nuclear power. The nuclear waste earth-closet be reused to form more energy using breeder reactors solving most of the waste problem. The cost of nuclear energy are lower than the costs for most other forms of energy. Nuclear energy is constant and not seasonal like solar or wind energy. It is environmentally safe for animals and people liveness near by. Nuclear energy does not contribute to nuclear energy like coal produced energy. It would be a smart pretend for our country to move in the direction towards a more nuclear powered nation.