Cognitive and Social Learning Theories - 793 Words

1.Question 1and Question 2, Cognitive learning theory and Social learning theory 2.Question2, Reinforcement theory, Constructivism theory and Sensory stimulation theory 3.Question 3 4.Referencing Question 1 Define the concept LEARNING (10) Learning refers to ones change in knowledge or behaviour as the outcome of experience. Learning is an process that does not stop. Ones learning curve continues for the lifetime of the individual. Most learning happens through experience eg. training. Learning is ones development or improvement of skills, finding new ways in which things can be done for a better result. Learning is not only a acquired through formal structured activities at school, university and a the workplace but also from interacting with people and observing their inputs and outputs. Question 2 There are many different theories of how people learn. Discuss the following theories of learning which are major perspectives on workplace learning Cognitive learning theory-. Cognitive learning theory of psychology tries to interpret human behavior by understanding what goes on in ones mind, the thought process.The main focuses are on how humans solve problems and how one interprets information. The major theorists in the cognitive approach are Koffka, Kohler, Lewin, Piaget, Ausubel, Bruner, and Gagne. They argue that ZealBergh(2011).Workplace learning, learning also takes place through memory, judgement, problem solving, reasoning and understanding.Show MoreRelatedSocial Learning Theory And Cognitive Theories Of Learning1146 Words   |  5 PagesSocial learning theory dates back to the early 1960’s, which integrates behavioral and cognitive theories of learning. By integrating the two theories it helped to provide a comprehensive model of learning experiences that occurs in one’s life. The social theory heavily relies on the observation, also known as modeling behaviors. Modeling can be achieved in several dif ferent ways such as, a live model, which entails the watching an actual person behavior. Verbal instruction is another method ofRead MoreCognitive Social Learning Theory1065 Words   |  5 PagesCognitive Social Learning Theory John Tabro May 3, 2012 Cognitive Social Learning Theory I have selected this theory primarily because I believe that a great majority of our learning during the course of our entire lives is achieved by observation. Bandura’s social cognitive theory is a learning based on the ideas that people learn by watching what others do and that human thought processes are central to understanding personality. While social cognition experts agree that there is a fairRead MoreBehaviorism or Social Cognitive Learning Theory1429 Words   |  6 Pages Behaviorism and social cognitive theories are two great theories to use when setting up a behavior management plan in the classroom. They both offer reinforcements to get desired behaviors. Social cognitive theory focuses on observations that can be used to understand what and how people learn and how they take control of their own behavior (Ormrod, 2011, p. 323). Behaviorism focuses on environmental stimuli that changes individual’s behaviors (Ormrod, 2011, p. 285). Observing and taking careRead MoreSocial Cognitive Theory of Learning Essay1658 Words   |  7 PagesSocial Cognitive Theory of Learning Social cognitive theory of learning is a theoretical perspective that focuses on learning by observing others and eventually assuming control over one’s own behavior (Ormrod, 2011, p.323). Social cognitive theory is a perspective that helps us understand about learning by observing other people doing the same thing. This theory is a blend of behaviorism and cognitive psychology (Ormrod, 2011). Behaviorism theory relates to learning as a stimulus- response relationshipRead MoreSocial Learning Theory And Cognitive Developmental Theory2898 Words   |  12 Pagesresult in transphobia as well as discriminatory treatment of transgender individuals. This gender identity disorder can be due to social influences as well as within one’s household. At younger ages it is believed that kids are more pressured to adopt gender typical behaviors. Through examination of two important sources social learning theory and cognitive developmental theory I will identify gender identity and the internal and external struggles transgender individuals’ face. IntroductionRead MoreLearning Theories, Behaviorism And Social Cognitive Theory1216 Words   |  5 PagesIntroduction Learning is a complex process that influences the knowledge and behaviours that humans do, or do not develop to adapt to a variety of situations (Ormrod, 2016). However, for people with disability, this learning process can often be hindered by the lack of abilities, or external and internal stimuli such as prejudice and self-efficacy respectively (Conyers, Enright, Strauser, 1998). The following essay will discuss two learning theories, behaviourism and social cognitive theory (SCT), inRead MoreYouth Gangs And The Cognitive And Social Learning Theory1850 Words   |  8 Pagescorrelation of youth gangs and how the cognitive and social learning theory comes in to play, and why female and male juveniles end up in the system. It will touch bases on how youth surroundings have a lot to do with the decisions they choose to make and the life style they end up living. Gangs usually recruit youth off the street, if a child sees that being a part of a gang is an everyday thing and is norma l then they will be influenced more to do that. The cognitive theory ultimately states that a childRead MoreComparing Social Learning Theory and Cognitive Thinking Essay595 Words   |  3 PagesSocial learning theory is about imitating behaviour. Bandura was one of many psychologists who did some depth work into the subject. Bandura concocted an experiment that was based on classic study on observational learning or modelling. Young children were shown a film of an adult being aggressive towards a Bobo doll - hitting it with a hammer. The children that were shown praise were made to walk up and down a corridor before entering a room - this made them frustrated. When they were in theRead MoreThe Social Of Social Cognitive Theory1591 Words   |  7 PagesThe Social Cognitive Theory is perhaps the most comprehensive and complex learning theories in the field of psychology. The theory attempts to explain how our social environment has a great influence on our behaviors and actions. Albert Bandura is the most notable psychologist of the Social Cognitive Theory. He has conducted intense research and experiments for over 50 years and continually strives to improve the strengths and correct the limitations of the theory. The Social Cognitive Theory is appliedRead MoreThe Behavioral Theory Of Classical Condition ing And The Cognitive Theory1194 Words   |  5 Pagescontrast the behavioral theory of classical conditioning and the cognitive theory of cocial cognitive. Both are theories that have been well investigated to produce an outcome of effective learning. This study will examine the conditions of learning from both theories and ague their differences as well as their similarities. Evidence will be present on both sides to support this thesis claims on conditions, similarities and differences. This study will focus on the two theories assumptions, measurements

Huck Finn Racism Essay - 630 Words

quot;To Be or not To Bequot; nbsp;nbsp;nbsp;nbsp;nbsp;In extreme cases the book, Huckleberry Finn, has been banned from some schools because of the depiction of racial tension towards Jim, the black slave, in Huckleberry Finn. This story takes place at a time where slavery was considered moral. Blacks were considered inferior to whites, but Huckleberry challenges the notion that he was raised upon. Through Huckleberryamp;#8217;s adventures Twain expresses his challenge towards civilizationamp;#8217;s rules and moral code. One must read between the lines and reach for the meaning in Mark Twainamp;#8217;s subtle literature dialog. If one were to do this that one would realize that it is not racist, but anti-slavery. For someone†¦show more content†¦Twain is merely revealing the harsh truth of society in a subtle tone. It is also important to remember that Mark Twainamp;#8217;s description of Jim was not being racist but honest. Back in their era majority of black slaves were non-educated, ignorant, never allowed independence, and were maltreated. Twain was merely using the historical accuracy to his advantage in the novel for a heightened impact. nbsp;nbsp;nbsp;nbsp;nbsp;Since Huck is the center piece of the novel people could say that Mark Twain expressed himself through the character. They would use the fact Huck was degrading Jim. As I have said Huck was raised that way from a child, but he evolved to different beliefs. In the beginning after Huck and Jim have run away they find each other. Huckamp;#8217;s first step to overcoming prejudice occurs on that island. Huck feels relief that he is no longer alone and needs Jim for comfort. You start to see a bond form which never forms between man and his quot;propertyquot;. This may not be a gigantic step but it is a step. As the story unfold farther they form a rather special bond of needing each other which shows strong when Jim is auctioned off. He decides to save Jim which is totally unheard of for a white to do for a black. At first he challenges his views of religion whether or not he should write Miss Watson, his owner, and probably still lose Jim for good, or go for Jim himself. Huck decidesShow MoreRelatedRacism In Huck Finn1867 Words   |  8 Pagessaid â€Å"Racism is taught in our society, it is not automatic.† Everyday, people come face to face with racist ideas. People see racists stereotypes and prejudices. Individuals experience struggles based on these stereotypes and prejudices. Society has formed its ideas, and beliefs on black people, and these ideas are passed from person to person, until an entire civilization is aware of these ideas. Some believe these ideas are true, and others reject them. In The Adventures of Huckleberry Finn, theRead More Huck Finn Racism Essay723 Words   |  3 PagesHuck Finn Racism The Adventures of Huckleberry Finn, a Mark Twain classic, wonderfully demonstrates pre-Civil War attitudes about blacks held by whites. Twain demonstrates these attitudes through the actions and the speech of Huckleberry Finn, the narrator, and Jim, Miss Watsons slave. These two main characters share a relationship that progresses from an acquaintance to a friendship throughout the novel. It is through this relationship that Mark Twain gives his readers the realizationRead MoreEssay on Huck Finn And Racism867 Words   |  4 PagesIn the book, Huckleberry Finn, by Mark Twain, the main character Huck, is able to look past conformist and the effects of his environment. Huck was born into a society that was supposed to hate black people. Huck was able to see good in a amp;#8216;niggeramp;#8217; , and further a healthy relationship with his slave, Jim. Huck is a very strong and smart person, although he isnamp;#8217;t learned, and can act ignorant from time to time. Mark Twain, many times makes Huck look like a non-admirableRead MoreEssay on Racism In Huck Finn2470 Words   |  10 Pages Racism in Huck Finn nbsp;nbsp;nbsp;nbsp;nbsp;Ever since it was written, Mark Twain’s Huckleberry Finn has been a novel that many people have found disturbing. Although some argue that the novel is extremely racist, careful reading will prove just the opposite. In recent years especially, there has been an increasing debate over what some will call the racist ideas in the novel. In some cases the novel has even been banned by public school systems and censored by publicRead More Huckleberry Finn ( Huck Finn ) - Racism Essay572 Words   |  3 PagesHuck Finn Racism Is Huck Finn A Racist Book? Ever since its publication over a hundred years ago, controversy has swarmed around one of Mark Twain’s most popular novels, Huck Finn. Even then, many educators supported its dismissal from school libraries. For post Civil-War Americans, the argument stemmed from Twain’s use of spelling errors, poor grammar, and curse words. In the politically correct 1990’s however, the point of argument has now shifted to one of the major themes of the book:Read More Racism in Huck Finn Essay example3609 Words   |  15 PagesRacism in Huck Finn Kids are often exposed to books long before they are ready for them or exposed to them in a manner that seems almost calculated to evaporate whatever enthusiasm the student may bring to them. Very few youngsters of high school age are ready for The Adventures of Huckleberry Finn. Leaving aside its subtle depiction of racial attitudes and its complex view of American society, the book is written in a language that will seem baroque, obscure and antiquated to many young peopleRead MoreEssay on Analysis On Racism In Huck Finn2025 Words   |  9 Pagesfinished writing the novel in 1884, eight years after it was begun, he had produced The Adventures of Huckleberry Finn, his greatest work and possibly on of the greatest works of American literature. With The Adventures of Huckleberry Finn, Twain attempted to illustrate his contempt for certain aspects of specifically pre-Civil War Southern society through the eyes of the innocent Huck Finn. However, his focus was not entirely on pre-War Southern society, for criticism of aspects of modern society asRead More Racism In Huck Finn Essay1082 Words   |  5 PagesHuckleberry Finn. Huck was not raised in accord with the accepted ways of civilization. Huck faces many aspects of society, which makes him choose his own individuality over civilization. He practically raises himself, relying on instinct to guide him through life. As portrayed several times in the novel, Huck chooses to follow his innate sense of right, yet he does not realize that his own instincts are more moral than those of society. From the very beginning of Hucks story, Huck without a doubtRead More Huck Finn: The Twisting Tides Of Portrayal - Racism Essay731 Words   |  3 Pageshas been increasing discussion of the seemingly racist ideas expressed by Mark Twain in The Adventures of Huckleberry Finn. In some cases, the novel has been banned by public school systems and even censored by public libraries. Along with the excessive use of the word, â€Å"nigger,† the basis for this blatant censorship has been the portrayal of one of the main characters in Huck Finn, Jim, a black slave who runs away from his owner, Miss Watson. At several points in the novel, Jims character is describedRead MoreShould the Adventures of Huckleberry Finn Be Required in Shcool?983 Words   |  4 PagesAdventures of Huckleberry Finn be required in school? Mark Twain’s â€Å"The Adventures of Huckleberry Finn† is said to be one of the greatest American novels to ever be written and is what all other pieces of American literature are based off of. The novel has been debated for over an entire century and will continue to be debated for much longer. Never the less, Huckleberry Finn teaches young students and adults the important life lessons. †The Adventures of Huckleberry Finn† by Mark Twain should remain

Childhood Practices Identify Holistic Development Education Essay Free Essays

Children develop cognitive accomplishments and linguistic communication accomplishments from engagement in humanistic disciplines activities Humanistic disciplines in school undertakings, 1990. For illustration, development of mathematical construct may be incorporated in music and art where kids learn about sequence, place, forms and forms ( Booth, 1982 as cited by Kolbe, 1991 ) . Children may necessitate to understand the sequence of events to associate to the beats of the musical instruments when utilizing musical instruments to re-enact the sound of air current as in the narrative of three small hogs. We will write a custom essay sample on Childhood Practices Identify Holistic Development Education Essay or any similar topic only for you Order Now As for art in relation to devising of marionettes, kids may larn about forms and places. Language development may be incorporated in play when kids express their ideas verbally, for illustration, when they are asked for words to depict the characters in the narratives. Humanistic disciplines instruction contributes to the affectional development in that it helps kids to develop emotions and virtuousnesss ( Humanistic disciplines in school undertakings, 1990 ; Winston, 2010 ) . Through narratives and play, kids may develop understanding on moral values. The narrative of the three small hogs concludes with the three small hogs populating together in the brick house and the large bad wolf is killed. Children may derive some apprehension on the value of caring and sharing, diligence and besides that the bad will be punished. By playing games and puppetry with friends, kids learn to show their ideas and to socialize with others. Children communicate through assorted ways, such as verbal linguistic communication, organic structure looks, gestures, drawings or sound, which may be regarded as symbolic representations ( Gardner, 1979 as cited in Wright, 1991 ) . As all signifiers of humanistic disciplines may be associated with symbolic representations, instruction through the humanistic disciplines may be one manner where kids learn to associate to each other and besides to the existent universe. Children may utilize representations like drawings or objects to retrace their life experiences so as to do sense of it ( Kolbe, 1991 ) . For illustration, they may pull images of their household members. This in bend help the kid to develop the childaa‚Â ¬a„?s apprehension of himself and relationship to his household. It is in the human nature to play and most activities associating to kids may be seen as drama to them ( Swanwick, 1988 ) . There is no restraints or barriers in drama so kids may be willing to research different functions and thoughts, and as a consequence, they may larn more efficaciously ( Pinciotti, 1993 ) . Humanistic disciplines Education may be equated to a signifier of drama as the activities may be child-initiated and kids derive enjoyment and satisfaction from the procedure of playing ( Dau, 1991 ) . As in drama, kids learn through the procedures of imitation, imaginativeness and command in the humanistic disciplines ( Swanwick, 1988 ) . Harmonizing to Piaget, imitation is a signifier of adjustment. When kids extend on bing cognition through imaginativeness, they may hold assimilated and achieve command of new information ( Swanwick, 1988 ) . This may be in the instance of re-enacting the sound of air current with musical instruments. Children choose the instruments based o n their past experiences and imaginativeness to re-enact the sound they wanted. Humanistic disciplines provide chances for kids to research and polish their accomplishments through these three elements of drama. Furthermore, kids are able to show their ideas through play hence leting it to be a mean of communicating ( Swanwick, 1988 ; Pinciotti, 1993 ) . When kids discuss the character of the wolf, they may be given chances to voice their sentiments on the action of the wolf and therefore advance verbal linguistic communication development. They may besides show their ideas through organic structure motion and gestures during function drama. By working on the facial look and organic structure gestures, kids may larn other agencies of pass oning their ideas. Humanistic disciplines encourage kids to research and work out job ( Swanwick, 1988 ) . Children may necessitate to research ways to do the marionettes and other theoretical accounts. They have to work out on the infinite required and the proportion of the marionettes when pulling them. In this manner, they may larn to associate to spacial and comparative context every bit good as to larn of ways to do the marionettes such that they make sense to others ( Cooke, Griffin A ; Cox, 1998 ) . Furthermore, it will further childrenaa‚Â ¬a„?s experimental accomplishments and believing procedure ( Kolbe, 1991 ) Children learn to socialize, sympathize with and associate to others from different positions ( Parsons, 1991 ; Pinciotti, 1993 ) . In play, they may hold different readings on the functions and therefore there may be different versions of the characters. As such, the kids may hold to come to an understanding on the thoughts for specifying the characters. Along the manner, they may get dialogue and coaction accomplishments. In the instance of little universe drama, kids may portion thoughts about the stuffs, props and how to utilize them. In making so, they develop communicating and dialogue accomplishments. Puppetry may interrupt down barriers and let kids to show their ideas through playing with finger marionettes. As a consequence, kids may derive new apprehension of the universe as their cognition addition through interaction and coaction ( Pinciotti, 1993 ) . Humanistic disciplines besides help to construct assurance and self-esteem and supply chances for kids to be sociable ( Humanistic disciplines in school undertakings, 1990 ; Parsons, 1991 ) . In the instance of playing games, barriers are broken down and kids tend to be more relax and therefore supplying chances for societal development. For illustration, kids may necessitate to discourse and make up one’s mind on which musical instrument best represent the sound consequence they wanted to make. They may be able to derive assurance working in a squad as they have the chances to originate or to take part in treatment. In add-on, humanistic disciplines may promote critical thought and diverseness. As kids portion their ideas on similarities and differences through treatment and action, it helps them to understand and accept differences in sentiments and cut down biass. Through questioning the wolf, where the instructor plays the function, kids may besides larn to analyze the issue from different positions. For illustration, the wolf may reply that it is his sneezing that caused the house to be blown down. This reply may put the kids to believe if the hogs are excessively headlong in their opinion of the wolf. These exercisings may help the kids to compromise and listen to otheraa‚Â ¬a„?s thoughts or accounts when there is struggle. As most humanistic disciplines are open-ended undertakings, there may be many solutions to an issue. As such, it encourages believing and geographic expedition ( Pinciotti, 1993 ) . These can be seen in the assorted ways to construct the houses, kids can experiment with assorted stuffs to do the walls of the houses, like straws, composition boards or pigment. They can besides do different types of houses, like pulling a image of a house or doing a theoretical account of the house. Children may be able to propose new thoughts therefore hiking their assurance. Dramatisation provides an first-class platform for literacy and linguistic communication development. Children may develop their aural accomplishments while listening to the narratives or watching public presentation. They may develop on their unwritten accomplishments when moving or during brainstorming session ( Arts in school undertakings, 1990 ) . Drama is normally done in a group. As such, kids need to interact and associate to their equals to brainstorm on thoughts. By making so, kids learn to be sociable and pick up communicating and dialogue accomplishments ( Humanistic disciplines in school undertakings, 1990 ) . They may derive some penetration of the existent universe, where there are diverse civilizations and differences in thoughts. For illustration, during dramatization of a narrative like the three small hogs, the houses that the three hogs built may non be what the kids expected. In the instance of Singapore, bulk of the kids live in flats. As such, the kids may be involved in an exchange of thoughts about lodging around the universe. By widening a narrative during dramatization, as in the instance of Jack and the beanstalk, kids may be required to see from the position of the elephantine. Jack may be incorrect to take the aureate harp from the giant without permission. Children learn self-denial as they may hold to stay by the regulations they have set for the play. Children may develop a sense of independency as they need to do determinations while working as a squad. They may be able to be confident, initiate treatment or take part in treatment confidently ( Pinciotti, 1993 ) . However, to optimize the childaa‚Â ¬a„?s acquisition, the function of the instructor would be of import to take the kids so as to optimise their acquisition. Humanistic disciplines introduced to kids depend on the expertness and involvement of the instructors ( Humanistic disciplines in school undertakings, 1990 ) . If the instructors are enthusiastic and have positive cognition on the humanistic disciplines, she will be able to actuate the kids to take an involvement in the topic, therefore doing larning in humanistic disciplines more interesting and enlightening. In add-on, most early childhood scenes seem to be take humanistic disciplines instruction as a portion of the course of study instead than to develop the course of study from the humanistic disciplines. Therefore although humanistic disciplines may be of import for the instruction on immature kids, its effectivity may be dependent on the beliefs of the early childhood scenes and instructors. How to cite Childhood Practices Identify Holistic Development Education Essay, Essay examples

Analysis of act 2, scene 1 Essay Example For Students

Analysis of act 2, scene 1 Essay Act II scene one is one of the most important scenes of the play ; just before dying, John of Gaunt makes a prophesy : he tells Richard he hopes the king will die soon and that his â€Å"shame† will outlive him (line 135). And indeed, this curse comes true, which suggests that Richard is destined to destruction and downfall. This clearly makes Richard II a true Shakespearean tragedy. This scene has, first of all, an important setting. It involves three places : Ely House in London, where Richard visits Gaunt who glorifies England with his famous and insisting speech : â€Å"This royal throne of kings, this scepter’d isle, This earth of majesty, this seat of Mars, This other Eden, demi-paradise† (lines 40 to 43). As well as Ireland ; in this scene we find out that Richard is headed to Ireland to take care of a war that broke out there. And Brittany ; we learn that Bullingbrook has raised a huge army there and is getting ready to sail back to Britain. Secondly, this scene shows Richard’s passivity. Indeed, when Northumberland says about Richard that â€Å"Wars hath not wasted it, for warred he hath not, But basely yielded upon compromise That which his ancestors achieved with blows. More hath he spent in peace than they in wars.† (lines 252 to 255), it is interesting to see what behaviours these characters find shameful : here Northumberland criticizes Richard for compromising with France instead of fighting as his ancestors did. We also learn about Richard towards power in this scene : through his long speech, from â€Å"O my liege† (line 187) to â€Å"Which honour and allegiance cannot think† (line 208), York explains that if Richard steals Bullingbrook’s birthright by taking Gaunt’s land and wealth (as they’re supposed to be bequeathed to his eldest son, i.e. Bullingbrook), he will lose the loyalty of his subjects. In fact, the rules that say Bullingbrook should get his dad’s land and wealth are the same rules saying that kings should inherit the crown from their fathers. So by doing this, Richard will also expose himself to the possibility that someone could come along and steal his own birthright (that is, the title of king). A few lines later, Ross tells us Richard has lost the confidence of his people : â€Å"The commons hath he pill’d with grievous taxes, And quite lost their hearts. The nobles hath he fined For ancient quarrels, and quite lost their h earts.† (lines 246 to 248). This is important because we know this affects Richard, even though he says the opinion of the people don’t impact him one way or another. Another theme of this scene is the theme of suffering. As Ross states â€Å"We see the very wrack that we must suffer, And unavoided is the danger now For suffering so the causes of our wrack.† (lines 267 to 269), he says that Richard’s failing decisions have led to terrible consequences –in this case talking about the steal of Bullingbrook’s inheritance– but that the nobles have allowed it to happen. In this passage the definition of ‘suffering’ changes : in the first line the meaning is the normal, modern English one, but in the third line it means ‘to allow’. So we have here another example of how passivity leads to disaster. Language and communication is as well an important aspect here. After Gaunt delivered his long speech telling Richard how he’s ruining England and then dies, Northumberland says about him that â€Å"His tongue is now a stringless instrument. Words, life and all old Lancaster hath spent.† (lines 149,150). By describing Gaunt’s death this way, Northumberland reinforces the link between language and life, and stresses the fact that by telling Richard the truth about himself, he â€Å"spent† his life. This shows how language can be very expensive in this play : telling the truth costs something here. .u28c7d8adb39056f70b9a0fa8d4b295c4 , .u28c7d8adb39056f70b9a0fa8d4b295c4 .postImageUrl , .u28c7d8adb39056f70b9a0fa8d4b295c4 .centered-text-area { min-height: 80px; position: relative; } .u28c7d8adb39056f70b9a0fa8d4b295c4 , .u28c7d8adb39056f70b9a0fa8d4b295c4:hover , .u28c7d8adb39056f70b9a0fa8d4b295c4:visited , .u28c7d8adb39056f70b9a0fa8d4b295c4:active { border:0!important; } .u28c7d8adb39056f70b9a0fa8d4b295c4 .clearfix:after { content: ""; display: table; clear: both; } .u28c7d8adb39056f70b9a0fa8d4b295c4 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u28c7d8adb39056f70b9a0fa8d4b295c4:active , .u28c7d8adb39056f70b9a0fa8d4b295c4:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u28c7d8adb39056f70b9a0fa8d4b295c4 .centered-text-area { width: 100%; position: relative ; } .u28c7d8adb39056f70b9a0fa8d4b295c4 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u28c7d8adb39056f70b9a0fa8d4b295c4 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u28c7d8adb39056f70b9a0fa8d4b295c4 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u28c7d8adb39056f70b9a0fa8d4b295c4:hover .ctaButton { background-color: #34495E!important; } .u28c7d8adb39056f70b9a0fa8d4b295c4 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u28c7d8adb39056f70b9a0fa8d4b295c4 .u28c7d8adb39056f70b9a0fa8d4b295c4-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u28c7d8adb39056f70b9a0fa8d4b295c4:after { content: ""; display: block; clear: both; } READ: 1929 Stock Market Crash EssayIn this scene, York also approaches the theme of family. Indeed, through his words â€Å"His face thou hast, for even so looked he, Accomplished with the number of thy hours. But when he frowned it was against the French And not against his friends.† (lines 176 to 179), he unfavourably compares Richard to his father ; even though they physically look the same, his father had good qualities Richard lacks, especially when it comes to punish his enemies instead of his friends. By the time the scene closes, we have learned of the imminent invasion of England by Bullingbrook’s forces ; a piece of information which, with what we already know about Bullingbrook’s popularity and Richard’s merited unpopularity with the English commoners, implies already the certain outcome : Richard’s deposition and defeat at the hands of Bullingbrook. The ideal of a good kingship put forward in this play –as well as in many of Shakespeare’s plays– seems to be based on a systematic, fully integrated relationship between the king, the people and the land ; subdividing the kingdom is in any way a very bad idea. To conclude, this scene combines several important themes and events of the play : Gaunt’s condemnation followed by his death, Bullingbrook’s imminent sailing back to Britain, Richard’s devoutly loyal uncle York’s self-questioning process which will eventually drive him to Bullingbrook’s side, as well as the presence of the themes of passivity, power, suffering, language and communication, and family. And all of these aspects make this scene very significant to the play.

Identity and Diaspora

Internet Marketing for Automobiles essays

Internet Marketing for Automobiles essays In society today, the Internet is a fabulous tool for automobile companies to inform the public about their products. In addition, the Internet serves the consumer, allowing potential customers to research various vehicles they are considering. By bringing customers in through Internet-generated sales leads, the dealers are also able to lower their customer acquisition costs. Above all, the Internet is about the proficient distribution of information. The Internet is used to price vehicles, review cars, check for recall notices and safety standards, as well as to check what a dealer may have in his or her inventory. Within a short time, and with a small amount of effort, the car purchaser can become well informed about all aspects of his or her purchase decision (Keller, Car purchasers in today's market are a vast and varying breed of consumer. According to NFO WorldGroup, one of the leading providers of research-based marketing, car buyers can be segmented into six basic groups. "Status buyers" are those who purchase a specific type of car to show success or gain self-confidence. "Utility buyers" are those motivated to purchase a car simply for transportation. "Adventure buyers" seek freedom and adventure. "Family buyers" are those who purchase a vehicle to aid in the ease of transportation for family, as well as those who purchase a vehicle with their family in mind. "Belonging buyers" purchase cars that allow them to fit into society. Finally, "Attraction buyers" purchase vehicles that attract attention to themselves (NFO WorldGroup, 2003). Among these various types of buyers, there are also external considerations when purchasing a vehicle. While one vehicle may appeal to a certain section of the population based on economical factors, that same vehicle may not appeal to those who see the vehicle as bad for the environment, or bad for current politic...

A Relationship between Followers and Leaders Thesis

A Relationship between Followers and Leaders - Thesis Example Leadership is one of the most discussed topics in the contexts of scholarly domain, the work and organizational environment. Most authors have delved into research that is aimed at shedding light on the various leadership styles, basing their arguments on leadership theories that were earlier developed by scholars such as Conger and Kanungo, Weber, Bass and Lewin among others. Leadership in itself gives a sense of positive direction to the involvement of human resources and brings out the best from the employees thus meeting the organizational goals. Charismatic leadership, transformational leadership, autocratic leadership, and bureaucratic leadership are just but a few examples of leaderships that are applicable cross several organizations. Some leadership styles are rigid whereas some flexible to change of any sort that is inevitable in any organization.Demographic change makes leadership an aspect of critical necessity because the war of talents is getting harder than ever before . Most people are getting educated on leadership, making it necessary for the leaders to change their styles of leadership to those that are effective in meeting the organizational objectives. The best leadership style will not only be able to make a company or organizations realize its objectives but also change the face of the organization. Additionally there are also changes that are bound to take place in the organization

Study skills used by Gateway students Thesis Example | Topics and Well Written Essays - 2500 words

Study skills used by Gateway students - Thesis Example A major contributing factor to the success of students in various examinations rests with the kind of study skills adopted by students (Koduah, 2010). The Education Atlas (2011) explains that a study skill involves a whole lot of concepts including â€Å"developing effective study skills, improving reading comprehension, discovering your own personal study style, learning to manage your time more efficiently and learning the best way to prepare for exams.† This is to say that the study skills adopted by a student envelope the entire study or learning program of the student. Indeed, there cannot be any successful educational program without a study skill in place. Study skills are commonly adopted by students. However, it is very important that educators of the student, most especially teachers of the student play a role in selecting the most appropriate and workable study skill that would work best for a student. This is because not all strategies work best for all teachers. With the professional knowhow of teachers however, they are in a better position to discovering the study skills that work best for each students. The selection of study skills should therefore be a collaborative activity between students and educators. Problem statement The Gateway to College â€Å"serves youth, 16 to 21 years old, who have dropped out of school or are significantly behind in credits and unlikely to graduate† (Gateway to College Organization, 2011). The researcher embarked on this course project to find out the various study skills adopted by students in the Gateway Course; the factors that influence the selection of the various study skills and how the study skills are impacting on the academ ic success of the students. Research Questions The following questions were designed to be delimitation in guiding the researcher in the course of the research. This is to say that data and information collection shall be based on the research questions and not outside the research questions. Again, the research aims and objectives shall be crafted around the achievement of the research questions. The research questions are: 1. What are the factors that account for the selection of particular study skills by Gateway students? 2. What role do educators play in the selection of study skills by Gateway students? 3. What are the commonest study skills used by Gateway students? 4. What are the principles necessary in the selection of a study skill for an individual? 5. How does the study skill used by a student affect his or her learning outcome? Objectives The research is being embarked on to achieve the following objectives: 1. To identify the factors necessary in the selection of stud y skills by students. 2. Identify the role educators (most importantly teachers) can play in the selection of study skills for students. 3. To be abreast with the commonest study skills adopted and used by Gateway students. 4. To scrutinize principles necessary in the selection of study skills for and by students. 5. To identify the role study skills play in the general success of students. Justification This course project is an assignment for a class I am taking in the Gateway to College class. Indeed there were a lot of topical areas that I could have decided to write on. I however decided to write on the study skills adopted by students for a number of justifiable reasons. In the first place, the researcher acknowledges the important role that study skills play in the success of students’ examinations. With the objective of the Gateway to College program being to help students with low academic standings to advance to the higher level, it is extremely important that all

The impact on China foreign exchange reserve if china aids European Dissertation

The impact on China foreign exchange reserve if china aids European union debt crisis - Dissertation Example As economies of the world have become highly integrated because of globalization and therefore poor economic condition of one country or one region of the world could influence the other economy. In other words, China is looking to help the European nations out of this problem so that their poor economic situation does not influence the growing economy of China. Countries like United Kingdom, Germany, Greece, France and several other European countries have good trading relationships with China and sizeable amount of goods are exported from China to European countries and therefore it helps the economy of China to prosper. But if these countries will default then China would not be able to export its goods and therefore demand of their products would be reduced and it could hurt the economic condition of China as well. 1.2. Background to the Research Study: China is planning to give aid to European countries and China is looking this aid as an investment to keep its economic growth. The foreign exchange reserves of the country at the end of December, 2011 were $3.18. This foreign exchange reserve reflects the strong economic condition of China. This foreign exchange reserve would allow China to help and bail out European countries suffering from debt crisis. Although, China has made investment in several parts of Europe and even China has increased its investment almost thrice between 2009 and 2010 however Europe requires a lot more aid and investment to get out of trouble. Not only Chinese investors have made investments, but bonds of different European banks have also been purchased by China to boost the economic condition of European Union.... There are different benefits to China if they help the European region. The aid would help China to improve its image plus it would help them to have better return on their investment. Also with this aid, China would be able to have a greater say in European and financial talk. According to Chinese government, the investment would be safe because European countries are facing temporary issues however they are rich nations. Not only this would be a safe investment, but it would be helpful for China to enter into certain parts where their products have not been dominating and several other European countries could be entered by China in which they were not been able to export sufficient number of product. In addition to this, European countries like United Kingdom, Germany and France are important trading partners of China and helping them would give them advantage in the long run. Therefore, the investment would be highly beneficial for the country in the long run. 1.3. Rationale of t he Research Study: The researcher has started conducting research to identify and analyse the impact on Chinese foreign exchange reserves if China aids European nations to help them out of debt crisis. European nations are important trading partners of China and helping them out from this crisis could not only be an investment but this would be helpful for China to maintain their economic growth rate (REUTERS, 2011). If European countries default then the exports of China would be hurt and this could hurt the economic growth rate of China and as a result this would hurt the demand of Chinese products. So, with lower demand the industries in China would suffer and it

Impact of Employee Remuneration on Productivity

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