Legalize Steroids in Sports - 799 Words

Legalize Steroids In Sports Ben Johnson was one of the first superstar athletes to be caught using steroids and was stripped of his 100m gold medal at the 1988 Olympics. He was eventually banned for life in 1993 for testing positive again (Richardson 2010). Performance enhancing drugs have become widely used since the 1970’s and have only increased in the numbers of athletes using the drugs to up their endurance and perform to their greatest potential. Professionals such as Barry Bonds, Jose Canseco, and Hulk Hogan have all been humiliated and are now seen as cheaters after being caught using steroids. It is too late to stop these sports fuelled on drugs because of the large number of athletes using, so why not consider drug use as a†¦show more content†¦Second, the athlete’s physicians would prescribe the drugs and the effects on the athletes would be watched very closely. And third, the drug manufacturing would be taken out which means the black market o n these steroids would die out (Nathaniel 2010). The legalization of the steroids would start a movement in the sports leagues where new records will be broken just as they were made to be. It is time for the government to legalize steroids. Because so many athletes are using, legalizing is the only way to get a level playing field like the sports associations want. Every athlete would have the option legally to use steroids. Morally and physically, each athlete would have that certain choice to make also. The situation would be out in the open though and drugs can finally be regulated in sports. Performance enhancers in sports have been used illegally throughout the history of sports; it’s time for pro sports to legalize steroids and similarShow MoreRelatedEssay Steroid Legalization Rebuttal811 Words   |  4 PagesRebuttal Article â€Å"Why it’s time to legalize steroids in professional sports† written by Chris Smith of Forbes Magazine argues that to level the playing field of professional sports it would be beneficial to legalize the use of performance enhancing drugs. Mr. Smith’s ideals that professional sports would be a fairer, more entertaining version of itself if performance enhancing drugs were legal, is an incredibly irresponsible and impudent declaration. Mr. Smith states â€Å"The primary reason why performanceRead MoreEssay about Steroids in Sports: Right or Wrong?947 Words   |  4 PagesSteroids in Sports, Right or Wrong? â€Å"We have to make some radical move to get the attention of everyone. Cheaters cant win and steroids have put us in the position that its OK to cheat.† (Lou Brock). Steroids in professional sports has became a major issue and has yet to be justified. Steroids boost the intensity of the game and provide the athletes with more agility and skill to play the game, but should it be fair to allow them? This would give some players an advantage in their sport overRead MoreEssay about Steroids in Professional Sports976 Words   |  4 PagesSteroids in Professional Sports Sports is one of the most popular forms of entertainment we have today. Whether it’s football, basketball, soccer, baseball, etc., fans are willing to pay ridiculous amounts of money in order to watch sports. There are few issues in the world of sports. But there is one issue that stands out, steroids. Although steroids may increase strength, stamina and athleticism, they are incredibly harmful to your body and should never be used. Still, some athletes persist inRead MorePerformance Enhancing Drugs For Sports Essay1514 Words   |  7 PagesPerformance-Enhancing Drugs in Sports A tremendously large problem in sports is whether or not athletes should be able to use performance enhancing drugs. To most people, it doesn t make any sense for athletes to be using them. They have to know what affect it has on their body not only physically, but also mentally. Around the early 2000’s is when all this starting coming up and it has made a dramatic impact on the sports world. The few people who want performance-enhancing drugs in sports don’t worry aboutRead MoreAnalysis Of The Locker Room By Bob Goldman, Patricia Bush, And Ronald Klatz1138 Words   |  5 PagesMany athletes are particularly trusting with regards to performance enhancers because many of them are eager to be the best in their respective sport. At the professional level, where athletes are expected to perform at high levels, many who are desperate to keep their jobs will do whatever they can to match the standard. In their book Death in the Locker Room, authors Bob Goldman, Patricia Bush, and Ronald Klatz discuss this immense pressure athletes feel to use PEDs. The authors explain howRead MoreShould Steroids Be Banned?534 Words   |  2 Pageseven if steroids are banned, they should not be banned from sports because there are a multitude of other risks already associated with sports, and steroids increase competition. Just last year, a media car ran Johnny Hoogerland off the road during the Tour de France, sending him headlong into barbed wire. Redskins quarterback Joe Theismann famously had his leg broken and career ended mid-game, and the devastating long term effects of concussions are rapidly becoming apparent.(Smith 1). Sport is anRead MoreDrugs Should Be Banned For Professional Sports1211 Words   |  5 PagesDrug Use In Sports Ninety-eight percent of professional athletes say that they would take performance enhancing drugs if they didn’t have a chance of getting caught. Performance enhancing drugs, or PEDs, or steroids, have been around since 776 BC when the Greeks would use them to improve their performance in the Olympic Games. During World War II, the Germans, including Hitler, would take steroids to make themselves stronger and more aggressive. The Americans, British, and Japanese also began toRead MoreComback of Steroids in Sport584 Words   |  2 Pagesthe 21st century steroids will be permitted in every professional sport. Professional sports can put as many limitations on what athletes can take but it will never be enough. Many athletes will have enough money to overcome these limitations. They may still get caught with the drugs but they have enough money to control the media so people won’t see what they did. There is only one way to level the playing field. The only way is to make steroids legal in professional sports. In the article,Read MoreSteroids and Other Performance Enhancers Essay1191 Words   |  5 PagesThe issue over steroids and other performance enhancer drugs has been a recent topic in the sports world. The debate over whether or not to punish those who have been caught using has been a major topic recently, as well as the legalization of these drugs. When arising the question of whether or not to legalize steroids, many positive and negative factors are brought to the table, and in effect could change various aspects of our normal day lives. Anabolic steroids are a class of naturalRead MoreShould Anabolic Steroid Use Be Legalized?1821 Words   |  8 PagesIn the world of sports, there has always been the debate to legalize anabolic steroid use. Since I was a young boy, I have seen several players stripped of titles, achievements, and even careers. In one scandal, Barry Bonds stripped of his home run record title for suspected steroid use. Years later, Lance Armstrong was stripped of all seven of his Tour de France titles for using anabolic steroids. While steroid use seems to be a common occurrence in the last few years, some supporters have risen

Contractual And Tortious Liabilities In A Contraction Project

Question: Discuss about the Contractual And Tortious Liabilities In A Contraction Project. Answer: Introduction A document which sets out the obligations of the parties to a construction project is known as known as a construction contract. A construction project consists of both contractual as well as tortious liabilities for the parties to it. It is in the best interest of the parties understand about the rights and obligations which they have in relation to a construction project so that any further dispute can be avoided. It is essential for the parties to ensure that they document all the rights and obligation which they have in relation to a construction project and oral agreements have to be avoided at all cost. Parties to the construction projects can select a standard form of construction project for the purpose of carrying on with their operations. One of the best standard form of contracts which are used in the United Kingdom is the Joint Contract Tribunal (JCT) standard form of contract. This reports deals with a major construction project in relation to the construction of a flags hip hotel in Springville and therefore the JCT Major Project Construction contract (MP) has been selected for the purpose (Hughes, Champion and Murdoch 2015). The parties to the construction project also owe a duty of care towards each other to ensure that they are not subjected to undue losses or detriments and therefore they are also subjected to the obligations under thelaw of torts (Burr 2016). The paper discusses the contractual and tortious liabilities in a contraction project by discussing the impacts of major clauses in a construction contract in the light of relevant caselaws and legislations. JCT standard Form of contract (MP) This type of contract has been formulated for construction projects which operate on a large scale and which involve major work. Employers who procure large scale construction projects on a regular basis use this type of contract. on the other hand the contractors who have the ability to manage high risk which may be considerably less under other forms of JCT contracts and have experience in relation to large construction projects choose this type of contract. Projects which have been procured through the design and building method are best suitable under this form of contract. Therefore in the given situation the where Madeleine Li is planning a flagship hotel which is worth millions of pounds and the contractor selected for the project Monroe Construction (UK) Ltd (MCUK) is also a big company the JCT MP contract is best applicable. In this form of contract the contractor and the employer have in-house procedures which have been developed by themselves and therefore the contract conditions requires only limited procedures to be set out. As in this case the contractor is subjected to increased risks as compared to other forms of contract they along with the employer and subcontractors are efficient in undertaking projects which are commercially large (Williams et al. 2013). The contractor under this contract has the responsibility of designing and the completion of the project. The extent to which the designing work is to be carried out by the contractor is subjected to variations. The contractor in this case may also be asked to complete the design based the concept which has been given by the employer or their advisors. In other cases the contract imposes a liability on the contractor to undertake the work starting from design till the contraction project is completed through the employment of sub-contractors or through their house teams. Generally this type of contract has a novation agreement which allows the designer or architecture who worked with the employer initially to continue and complete the design under the responsibility of the contractor (Cartigny Lord 2017). Important clauses in JCT MP Standard Form Contract There are various clauses in the JCT standard form contract however this part of the report only discusses about the most importance causes which can have a significant effect on the parties to the construction project in terms of legal and financial liabilities. The MP is divided into four sections which acts as helpful guidance which are the contract conditions, the contract particulars, the third party rights schedule and the pricing document (Eadie et al. 2013). The contract conditions which are set out in section headed format so that similar clauses are kept together contains the primary terms of which the construction work is to be carried out such as time of completion, method of payments and contract variation clauses. The contract particulars which were formerly included in appendix set out all particular information which includes default option wherever applicable (Cooke and Williams 2013). The their party rights schedule sets out the terms in relation to the rights of the third parties and finally the pricing documents set out information required to allow the calculation of valuation of changes and the contract terms. The major areas where the parties need to be careful in relation to the contract includes scope of work, payments, price variation, time variation, project type variation, warranties and bonds, indemnification (Keane and Caletka 2015). Variations A variation order is an order under the construction contract for the purpose of altering the scope of work in a construction project by adding, substituting or omitting the original scope of work. Almost all large construction projects alter to some extent form the original scope of work. The change may however not be easy for the parties to the contract and therefore these in event of such orders the aggrieved party has to be compensated for any loss which have been incurred by them in relation to the change. Variation may also take place when the contract document does not contain specific work which need to be performed and in such cases the other party loses the right to claim any compensation. Therefore it is recommended that all such information is properly documented. Variation can also be in relation to the time when the project is to be completed and in case the project is not completed in the provided time the aggrieved party may be entitled to compensation (Thomas and Wri ght 2016). Indemnification Indemnification clauses are incorporated by the parties to the contract so that the parties are not made liable beyond a set limit. Through these clauses the parties to the construction contract limit their liability to a certain extent and therefore cannot be held liable beyond the Set liability. As the MP has provisions for an indemnity clause the parties to the contract must be very careful while negotiating the close as at the time of any breach the wrongdoer may use such clause to limit the liability which may be detriment to the aggrieved party (Potts and Ankrah 2014). Payments The provisions in relation to how payments are to be made with respect to the construction contract had to be set out specifically and clearly through the terms of the contract. Large construction project may require periodic payment by the employer to the constructor and therefore the provisions in relation to search payment should be clear in order to avoid any dispute. Under the MP it is not allowed to incorporate a term into the contract according to which the payment for the contract would depend upon the performance of any other contractual obligation arising in some other contract (Adriaanse 2016). Adjudication The MP sets out provisions in relation to a statutory adjudication. No parties to the contract is allowed to add a clause into the contract through which only one party would be liable to pay the cost of the process until and unless it is provided by the arbitrator. Dedication has to be done mandatorily before the parties seek any other way of resolving the contractual dispute such as litigation (Tomlinson and Woodward 2014). Construction law cases and legislation in UK Construction contracts in UK are covered the by Local Democracy, Economic Development and Construction Act 2009 (LDEDC Act). The provisions of Housing Grants, Construction and Regeneration Act 1996 have been significantly amended by the new legislation. Which was applicable on most of the construction contracts in the United Kingdom since 1998. The new legislation contents fallback provisions in situation where the construction contract expressly does not contain terms in relation to payments and adjudication. The legislation was a result of constant demand from the interested party with respect to enhancing the perceived weakness in construction projects which fall into mainly two provisions of payment and adjudications. One of the most significant changes in relation to the act has been section 107 which expressly provided that for the act to be applicable the construction contracts have to be in writing which excluded those contracts which were not in writing and subjected search parties to detriment. The new legislation no longer makes it mandatory for a construction contract to be in writing in order for that to be applicable. In the case of Bridgeway Construction Ltd v Tolent Construction Ltd [2000] CILL 1662 it was held by the court that construction contracts can have a Tolent clause in which the cost of adjudication would be borne by the party who has referred the dispute graduation. The provisions was present to prevent a party from referring a dispute to adjudication the new legislation to Section 108 prevents the use of the tolent clause and render any such clause ineffective in relation to construction contracts until and unless power is provided to the adjudicator to allocate the cost of the proceedings. The legislation introduces provisions of statutory at dedication which means that it is binding on the parties to the construction contract until they try to resolve the dispute through the process of litigation. The new legislation also address is the issue of incorrect ruling by introducing slip rule which enables the adjudicator to correct typographical of clerical error in a decision. The previous legislation supported the pay-when-paid clause however the new legislation sets out provisions to invalidate the use of such clause. The rule had been discussed in the case of Midland Expressway Ltd v Carillion Construction Ltd [2005] EWHC 2963 with the court describe the process pay-when-certified, however under the new legislation the payment provisions in a construction contract cannot be linked to the provisions of any other contract until and unless there is an agreement between the parties for doing the construction operation through another party rather than one of the parties to the contract. According to the case of Cavendish Square Holdings BV v Talal El Makdessi and ParkingEye Limited v Beavis [2015] UKSC 67 a penalty clause in a construction contract is added to prevent the other par ty to the contract from breaching and provisions however the real damages are still assessed from the actual loss which has been faced by the aggrieved party to the contract. In the case of MT Hojgaard A/S v EON Climate and Renewables UK Robin Rigg East Limited [2015] EWCA Civ 407 it was ruled by the court that where a contract has an absolute warranty it is the liability of the contractor to achieve a specific result even in case he had complied with specific design guidance where the absolute warranty in the contract is clear and consistent with the other provisions of the contract in the case of SSE Generation Ltd v Hochtief Solutions AG [2015] CSOH 92 it was held by the court that it is necessary for the parties to take into account the impact and purpose of any necessary joint names insurance in the initial stages of the contract and set out in the contract weather the policy is a substitute to any contractual liability or they exist together. Negligence in construction projects The import of a number of professionals are required in most of construction project where is of the professionals have a different role to play in the project starting from designs till the project is completed. Each professional for the duty of skill and care towards the other party. In addition the input of non-professional such as building contractors are also required for the purpose of successfully completing the project (Walker 2015). There are significant risk associated in the construction project which may lead to damages due to the negligence of those who are involved in the project. Who has been at fault in relation to the damages with respect to the input of professionals and non-professionals complicate the argument further. Negligence cases in the construction industry can result in significant damages and therefore the parties to the project have to be very careful in the way in which they carry out the operation. In addition they must always have and insurance in pla ce to mitigate the risk of any negligence which has been committed by their agents. The Architects who has the role of designing the whole construction project would be considered negligent failed objective test and are not able to deploy the skill and diligence which a reasonable professional architect would have done in the same situation. These Architects automatically over duty of care towards the employer and the constructor according to the principles laid down in the landmark case of Donoghue v Stevenson 1932 AC 522. According to the principles of this case any person whose action can cause harm to the other was the duty of care towards each other person. The but for test is also applied in the construction industry to ensure that the elements of negligence have been fulfilled. The test is used to determine the last element of negligence which is causation. According to the test if the damages would have not been caused if the negligent Act was not in place then the person ow ing the duty of care is not liable for negligence. Terms in relation to negligence in construction project must be incorporated into construction contract so that the liability of the parties to the project is clear from the outset. However it is to be noted that under thelaw of negligence in UK a person is not allowed to add an exclusion clause in the contract with respect to the liability of negligence. Therefore construction contracts and only have exclusion clause in relation to contractual liability but not for the liability of negligence by the parties involved in the project (Brook 2016). Conclusion From the above discussion it can be concluded that construction projects in the United Kingdom are governed by commonlaw horse contract and negligence as well as specific legislations enacted by the parliament. For the purpose of carrying out any major construction work which is to be done in this case one of the most suitable form of standard contracts is the JCT major project contract. The contract provides flexible clauses which can be determined by the parties to it. However the clauses cannot be of such a nature where they are contrary to any existing common law or legislative provisions. Therefore Madeleine Li have to take into consideration the above discussed provisions in relation to construction projects to carry out the operations of the new hotel in Springville. References Adriaanse, M.J., 2016.Construction contract law. Palgrave Macmillan. Bridgeway Construction Ltd v Tolent Construction Ltd [2000] CILL 1662 Brook, M., 2016.Estimating and tendering for construction work. Taylor Francis. Burr, A. ed., 2016.Delay and disruption in construction contracts. CRC Press. by Local Democracy, Economic Development and Construction Act 2009 (LDEDC Act) Cartigny, T., Lord, W. (2017). Defining social value in the UK construction industry.Proceedings of the Institution of Civil Engineers-Management, Procurement and Law,170(3), 107-114. Cavendish Square Holdings BV v Talal El Makdessi Cooke, B. and Williams, P., 2013.Construction planning, programming and control. John Wiley Sons. Donoghue v Stevenson 1932 AC 522 Eadie, R., Browne, M., Odeyinka, H., McKeown, C., McNiff, S. (2013). BIM implementation throughout the UK construction project lifecycle: An analysis.Automation in Construction,36, 145-151. Hughes, W., Champion, R. and Murdoch, J., 2015.Construction contracts: law and management. Routledge. Keane, P.J. and Caletka, A.F., 2015.Delay analysis in construction contracts. John Wiley Sons. Midland Expressway Ltd v Carillion Construction Ltd [2005] EWHC 2963 MT Hojgaard A/S v EON Climate and Renewables UK Robin Rigg East Limited [2015] EWCA Civ 407 ParkingEye Limited v Beavis [2015] UKSC 67 Potts, K. and Ankrah, N., 2014.Construction cost management: learning from case studies. Routledge. SSE Generation Ltd v Hochtief Solutions AG [2015] CSOH 92 Thomas, R.W. and Wright, M., 2016.Construction contract claims. Palgrave Macmillan. Tomlinson, M. and Woodward, J., 2014.Pile design and construction practice. CRC Press. Walker, A., 2015.Project management in construction. John Wiley Sons. Williams, T., Bouchlaghem, D., Loveday, D. and Law, C., 2013. Principal contractor involvement in post-occupancy evaluation in the UK construction industry.Facilities,31(1/2), pp.39-55.

Ssu Scholarship Essay Samples - the Story

Ssu Scholarship Essay Samples - the Story Scholarship committees aren't only searching for good students, they are often searching for an individual that suits their organizational objectives. And, the time that it took to gather all this to find prepared for a trip. They can be the conclusive factor into whether you get in the academy that you dream about. To have the very best chance at winning scholarships, you must understand how to begin your essay off perfect. If you're asking for a scholarship, odds are you're likely to should compose an essay. In the example of essay scholarships that are simple to enter or that come with a considerable award, you might be facing quite a good deal of competition. Students are also requested to compose scholarship essays on several social problems. Therefore, students will need to pay attention in regards to formatting their scholarship essays. If you purchase essays online, it's really important to understand whether the work is still in process or has been finished. You don't need to possess the very best writing skills as a way to be creative and compose an effective essay. In addition, the work differ from topic to topic since there are essays that let you dig deeper into your creative minds. It is going to be work, but this is an additional reason why it's so important to select the most suitable essay samples scholarships to apply to. Formal admission to SSU isn't required. In the last couple of years the range of scholarships has increased dramatically. They are offered by various government and non-government agencies. Learn more on the subject of the Build U. Scholarship. It is better to start out with the most crucial information after which regularly transfer on to less essential information and ideas. If you can't debate your topic, then you're likely to want to decide on a distinctive topic. If you are only prone to create a typical site then either Linux or Home home windows will likely be fine. Nonetheless, be sure to use your define in order to never drift away from the subject. Characteristics of Ssu Scholarship Essay Samples A well-written essay may be the most persuasive portion of a scholarship program, which explains why long and attention needs to be put into its preparation. The main reason why some scholarships need an essay component is because the sponsors desire to provide money to students that are serious about there academic career. There are lots of scholarships that could help you pay educational outlays, however, writing a scholarship request letter can help you become through. When an individual would like to study fur ther but cannot afford the fees, among the best options is to look for a scholarship from an organization. Applicants must submit a comprehensive application by the deadline date in order to be thought about. Students must re-apply each year. They can pick any issue. Ssu Scholarship Essay Samples - the Conspiracy Just consider it how many fantastic things you may do instead of boring writing. Read my essay writing service reviews and my guide to selecting the ideal service for everything you want to understand about how to select the best writing businesses. With our essay help you may be certain nobody shall get a better mark for the work than you. Always be certain to take a look at the review my essay section of any writing service website you're thinking of using. Have another individual preferably a person who knows the difference look over your essay as soon as you've finished. You may even add your own on the way. While you can't predict every essay question, knowing some of the most frequent ones may give you an advantage on applications. Not everybody can afford superior education, and that's why some men and women choose to join the institution's scholarship program.

Death of a Salesman Essay Topics

Death of a Salesman Essay TopicsThere are many death of salesman essay topics that can be used by any prospective college student to express their true feelings. These are topics that give insight into what a student feels when they are confronted with the end of their employment as a salesman. These may be topics that were based on real experiences or an imagined story. Regardless of the true reason for writing, there are many death of salesman essay topics that will give students great insights into the mind of a person at this time in their life.Many people have the most difficult time trying to find a job when they reach the end of their typical sales position. Some may have to get a new position or even switch companies. These situations can be tough on the individual who is out of work. When they are faced with this sort of life changing event, it is important to know that there are many ways to express how they feel. If they have been in a specific sales position, they will li kely have some kind of experience that they can use to help them figure out how to do the same job at a different company.It is true that different companies may have a different approach when dealing with a person who has just left a job. This is especially true for younger sales employees who may not yet have the understanding of the company's culture. With that said, a lot of times the type of relationships that a former employee has with the company can be very important.One of the main topics that can be written about is the decision of returning to school. When most people think about it, they are not really considering their financial status when making such a big decision. It is important to take a long look at their personal situation to see if they can attend a school that is more affordable. The money they can save on tuition can help them make their education less expensive.Another group of college students who might want to write a death of a salesman essay topic is tho se who have lost their job because of their age. This can happen for various reasons. It could be that they have reached the end of their employment years, or they have simply reached the maximum age that a company can afford to hire. They should feel free to explain to the reader what their current situation is and how they are coping with it.Financial considerations are not the only thing that can cause an employee's health to decline. There are other factors that can influence an employee's health that are less obvious. There are some employers who will offer different retirement programs than others. If a company has many different plans, a former employee may want to mention this in the essay.One final topic to discuss is the process of job searching, which is one of the reasons why a person has given up the sales opportunity. Sometimes these job hunting sessions can be difficult, and some employees lose interest in the company. By giving this information, a former employee can let the company know that they are interested in moving forward.As hard as life can be at times, it is important to remember that there are a lot of things that can change a person's life in the future. If they have been in a sales position at a certain company, it may be easier for them to move on and find a new job. Death of a salesman essay topics can help give the current employee a sense of purpose and direction.

Writing an AP Research Paper

Writing an AP Research PaperWhy are you doing AP research papers if your subject is so important and you are so passionate about? If you know what you know and do not know what you do not know, your AP research paper may never get done.You should first have a clear idea of what your scholarship boards are looking for when they are reviewing your application. These look for four things: new research ideas, an understanding of the best practices for a new topic, learning about the most popular course offerings in the area, and a clear understanding of your career goals. Your AP research paper should start out by answering all these questions and work towards explaining why you think that your essay will make a significant contribution to your scholarship consideration.The first thing to keep in mind in writing the AP research paper is that it should be written in a clear and objective way. Your students will not want to read an essay that begins with a personal opinion or statements th at are inflammatory or mean-spirited.It also needs to begin with a general perspective, so that students can relate it to their own. You must start by articulating why you feel that you will bring a valuable perspective to your topic. This starts with your belief in the worth of the topic.For example, you could say, 'I believe that students in this field have the potential to solve important problems, and I will use my expertise to research this subject to help students learn more about what they are learning.' This demonstrates that you have a strong belief in your abilities, and then a desire to give students an overall view of your knowledge about the subject.Next, you need to explain your understanding of the best practices for researching a new topic, particularly since you already know what you want to do. It also helps to show how your expertise in the area will add value to your students' research.If you take all these steps in writing your AP research paper, you will set yo urself apart from the other scholarship board members who might read it. But remember that all scholarship board members are the same. Your job is to write about what you know and not what you would like them to know.

A Liturgy for Your Essay Proposal

A Liturgy for Your Essay ProposalIf you are thinking of putting a proposal into a class, you can begin by using an essay proposal sample literature. A liturgy is a liturgical instruction that has been handed down through time from one person to another.The term refers to a literary device used in the ancient world to bring about ritual and social change. The most commonly known one is the eulogy, which was an inscription to praise the departed for his or her long life. Eulogies can be a poem, song, or a speech; in fact, there are now more instances of poetry eulogies than of speeches or poems.There is a great variety of styles available to people writing funeral eulogies today. Many people take into account the style of the writer in selecting the best one for them. In general, it is common for these eulogies to be some form of calligraphy with the family and friends of the deceased. Not only do these eulogies convey a sense of remembrance, but they are also a wonderful way to share the story of their love with those who will read their words later.It is easy to become overwhelmed with the variety of styles, but you do not have to look beyond them, as there are many to choose from. One style that often appears in American literature is one that is close to those which are used in the funeral service. A eulogy is usually written for someone who has been a member of the family for some time, and sometimes they use elements of the Psalms, King James Bible, and many other standard liturgical texts.The essay proposal sample is another option and is typically written in English. The idea is to go beyond the prose that is typical in liturgy. That is, a person writing an essay proposal must create a project that uses and reflects their interest in poetry, the Bible, and a variety of other religious texts. Although the essay proposal sample can be a great tool for all writers, those who are particularly interested in using poetry as a theme in their essays may find that the essay proposal sample can actually help them with their poetry assignment.One thing to keep in mind is that while it is okay to include the essay proposal sample as a stylistic choice, it does not have to be the only way to present the material. It is not always necessary to include the resource material. There are those who feel that the essay proposal sample, while providing the basic idea, does not serve the writer very well when the essay is to be used for an actual class.It is important to remember that using the essay proposal sample does not mean that you must use it all the time. As always, your personal style and the theme of the essay are a strong influence on what you should write. And, it is possible to use the sample literature in conjunction with other styles that are appropriate to the topic of the essay. For example, the sample liturgy can be included as an introduction to a meditation, or perhaps a longer passage, like the psalm.It is an established fact that t he essay proposal sample can greatly impact your class. You may think it is difficult to use it, but many teachers and instructors are in a position to use this liturgy in several ways, and it does not require special presentation, but rather can be included in your syllabus for a number of reasons.

Employee Motivation

Table of Contents Introduction Understanding employee motivation A brief review of motivational theories The complexity of employee motivation How organizations motivate their employees Conclusion Reference List Introduction A substantial number of organizations have embraced strategic human resource management practices in the modern economic times. The reason for embracing strategic human resource management is that it is comprehensive and responsive to all the issues of management that arise in organizations.Advertising We will write a custom essay sample on Employee Motivation specifically for you for only $16.05 $11/page Learn More Most of the literature on organizational management point to the fact that employees are the most critical resources in organizations. This statement is backed by the fact that employees are the key pillars behind applicability and functioning of the non-human resources in organizations. Therefore, one of the areas th at are given a lot of attention in strategic human resource management is the management of the expectations and demands of employees in organizations. While the management of employees is termed as one of the most complex tasks, it remains to be the most vital role for organizational managers (Armstrong Baron 2002: 42). The complexity of managing employees comes from the fact that managing employees entails the management of their needs, expectations, as well as their emotions. Modern human resource managers in organizations are charged with managing performance (Boudreau 1998: 3). According to Miner (2003: 250), motivation is one of the key functions of organizational performance in contemporary organizations.Advertising Looking for essay on psychology? Let's see if we can help you! Get your first paper with 15% OFF Learn More A common question that is posed to people seeking human resource management positions in organizations revolves around the techniques that ca n be used to motivate employees (Katou Budhwar 2006: 1223). In this paper, it is argued that employee motivation is a complex exercise, yet the most critical function of organizational performance in modern organizations. This paper explores motivation as one of the key components of performance management in organizations. The paper begins by developing the real value and meaning of motivation. The paper transits to the exploration of the manner in which employees are motivated. This is done through digging deep into motivational theories and real examples of how organizations implement employee motivation programs. Understanding employee motivation As observed in the introduction, employee motivation is one of the key components of performance management. Different organizations adopt different techniques of motivating their employees. There exists no defined and static way of motivating employees in organizations. What is evident in contemporary organizational management is that organization’s managers build on motivational techniques, while choosing best practices in employee motivation. This is due to the variation in operational structures and design of human resource development practices in each organization. It is critical to define motivation in order to give a clear room for putting the term in the context of organizational management. Motivation can be defined as a psychological feature that is meant to make people act towards a given set of objectives.Advertising We will write a custom essay sample on Employee Motivation specifically for you for only $16.05 $11/page Learn More Digging deeper into the meaning of the term motivation, it comes out that motivation is coined from the verb motive. Motive can mean desires, needs, demands, drives, and wants within a person (Gollwitzer 1996: 476). Basing on this premise, motivation can be defined as the process of stimulating a person to behave in a way that favours th e accomplishment of certain goals. Therefore, the observation that motivation is a process implies that it is a continuous exercise. This is likened to the fact that the needs of people are complex and keep changing with the environment under which they are placed at a given time. Moving back to the organizational context, it has been observed that the factors that stimulate the behaviour of employees include the desire for success, the desire for money, the need for recognition, and the desire for teamwork and job satisfaction among other individually and group derived needs (Armstrong 2007: 395). Bruce (2006: 1) observed that the need for motivation in organizations is inevitable. One of the main roles of organizational managers is to ensure that employees discharge performance in the best of their skills and abilities. Therefore, the role of organizational leaders is to ensure that they arouse interest in the employees, which is vital for gearing the employees toward improving th e standards of performance when discharging their roles in the organization. Up to this point, it can be said that the role of motivating employees lies squarely with organizational leaders. What ought to be asked is whether organizations can attain their goals without the embrace of motivation.Advertising Looking for essay on psychology? Let's see if we can help you! Get your first paper with 15% OFF Learn More A simple answer to this question is that performance management is the core pillar of performance in modern organizations. This is evident across almost all industries in the world today (Bruce 2006: 2). According to Management Study Guide (n.d.: 1), the process of employee motivation can be understood better by putting three stages into consideration. These stages are: a need or drive, a stimulating ground in which the needs of employees are aroused and the satisfaction of the needs of employees, which is often accompanied by the accomplishment of the organizational performance goals. The second stage implies that the employees may have needs that are not visible or understood by the management. Therefore, it is the role of the human resource managers to provide a ground on which the employees feel comfortable to raise their demands in which their needs are depicted. It can, thus, be said that motivation is the source of employee morale, which comes from the feeling that their need s have been met. The needs are best met through development and implementation of a desirable incentive plan. Of critical relevance in employee motivation is the increase of the level of attachment of the employees to the organization (Management Study Guide n.d.: 1). A brief review of motivational theories A critical observation of management denotes that employee motivation is an exercise that has been in application in organizations even before the 20th century. The existence of motivational theories that date back to the pre-classical times to the classical theories of motivation and the contemporary motivational theories denotes that motivation is a vital and an applicable theory in organizational management. The classical theories of motivation were prevalent during the 1950s, the time when most organizations in Western Europe were setting up proper structures to enhance competitiveness. The three main motivational theories that were developed in the mid 20th century and which have remained relevant into modern organizational managers include the Maslow’s hierarchy of needs theory, Herzberg’s two factor theory and the theory X and theory Y (Management Study Guide n.d.: 1). These theories provide the main ground on which the modern concepts and models of motivation are derived. It can be noted that the contemporary organizational environment depicts an increase in the number of factors that are affecting organizational management, yet the classical theories remain to be the core pillars on which the foundations of motivation are based (Hoffmann 2007: 11). The contemporary theories of motivation try to absorb emerging issues of management. This is due to the observation that the contemporary environment in which employees work is quite dynamic. Contemporary theories bring out the significant changes in human behaviours and non-human factors and how they play out in the motivation of organizational employees. These theories include: the goal s etting theory, the reinforcement theory, the expectancy theory of motivation, the equity theory of motivation, and the McClelland’s theory of needs among other theories and models of motivation. One of the main differences between the classical theories and the contemporary theories is that the contemporary theories of motivation are applied within the spectrum of human resource management. This implies that the contemporary theories are more responsive to organizational change compared to the classical theories, which were based on the principles of personnel management (Hoffmann 2007: 11). There is another category of employee motivation theory known as content motivational theories. These theories are often based on the needs of the workers in organizations. The needs of employees keep shifting and so do these theories seek to explore how employee motivation can be attained within such an environment. Motivation is mostly seen as a factor that comes from the internal drive of the employees, which comes from the satisfaction of the demands of the workers. The role of managers is expansive under these theories. Managers are charged with an extra role of ensuring that employees air out their views about the developments in the external and internal environment of the organization. Changes in the internal and external environment of the organizations result in shifts in the demands and needs of employees. The change may be positive, meaning that it has a minimal impact on the employees and their needs. The change may also be negative, meaning that it attracts new demands and needs of the employees. Most of the contemporary theories of employee motivation mentioned in the above paragraph can also fit in this category of motivational theories (Naoum 2001: 230). The complexity of employee motivation Ankli and Palliam 2006 (7) observed that the most critical question that comes to the mind of people when talking about employee motivation is whether employees can be motivated. According to Meyers et al. (2004: 991), research in the field of organizational motivation is still highly fragmented, which makes it difficult to develop a common understanding of how motivation ought to be implemented by organizational managers. Instead of building on each other’s findings, researchers prefer to explore their researches on factors that impact on employee motivation solely. This is one of the sources of difficulties in comprehending the issue of employee motivation. The other concern about the applicability of employee motivation comes from the fact that the operational environment in which organizations prevail is quite dynamic and often results in changes in the needs of employees. The dynamics of the environment can result in scenarios where the needs of employees override the capacity of the organization to fulfil or respond to the needs and demands. An example is the recent global economic recession where the financial needs of employ ees rose significantly, yet most organizations suffered massive financial losses and could not meet the financial needs of their employees. However, it has been observed that organizations apply diverse tactics of managing the needs and expectations of employees (â€Å"Keeping employees motivated during difficult times† 2009: 53-54). According to Ankli and Palliam (2006: 8), the needs of employees may be satisfied directly or indirectly, which means that motivation is exercised irrespective of the conditions that are facing the organization. In fact, the real test of the potential of human resource managers to motivate organizations is seen during times when organizations are facing tough economic times. This implies that other tactics, other than the direct fulfilment of the employee needs and demands, have to be applied. A lot of uncertainties take course in organizations during tough times. This raises the level of anxiety among employees, who worry about the potential of the organization to meet their needs. In such events, organizational managers are forced to reassure the employees through application of motivational models that are meant to retain the employees. This is a daunting task, considering the fact that other organizations may be offering attractive opportunities to the skilled employees. This can come out clearly when trying to explore the relationship between motivation and employee retention. What is evident in the study of employee motivation is that motivation is a complex activity that has to be effectively approached by the organization in order to meet the goals of organizational performance (â€Å"Keeping employees motivated during difficult times† 2009: 53-54). In their exploratory research, in which they sought to establish the sources of employee motivation in organizations, Ankli and Palliam (2006: 8) found out that motivation is directly linked to the behaviour of employees. Therefore, motivating employees entails th e effort to change the behaviour of employees. By factoring the aspects of organizational behaviour in organizational performance appraisal, it comes out clearly that motivation is a complex process since it is not only bases on changing behaviour, but also a set of behaviours. In a number of circumstances, the behaviours may be generative and circular. The aspect of employee behaviour change in motivation invites organizational managers to divide motivation into distinct categories of factors that affect the needs and demands of employees, and by extension affecting the behaviour of employees (Ankli Palliam 2006: 8-9). According to (Beswick 2007: 1), the linkage between employees and rewards, on the other hand, depicts a broader picture of the concept of motivating employees. The rewards go hand in hand with motivation. However, it is not clear whether all rewards fulfil their intended purpose. Rewards may fail to achieve the desired objectives, especially in scenarios where organ izational managers have not fully inspired the employees to bring out their needs and demands (Management Study Guide n.d.: 1). How organizations motivate their employees As noted earlier in this paper, organizational performance management is one of the most critical parameters that determine the ability of an organization to compete with other organizations in the industry and the collective economy in which an organization operate. Performance management cannot be fully explored without the explication of performance appraisal. According to Benson and Dundis (2003: 315), one of the key components of organizational appraisal systems is motivation. By extension, it can be said that motivation lies at the centre of performance management. A deeper look across most organizations in the contemporary world reveals the emphasis on strategic human resource management (Latham Pinder 2005: 485). One of the strategies of managing employees, which receives a vast amount of attention in most organizations, is motivation. This can be understood by factoring in the theory of hierarchy of needs by Abraham Maslow. Irrespective of the fact that it is a classical theory, the Maslow’s theory provides the ground on which motivational practices are devised and implemented in contemporary organizations. The main feature of the Maslow theory is the needs of people (Benson Dundis 2003: 316). Evidence across a substantial number of organizations across the globe reveals that motivation often begins with the unearthing of the needs of the employees and the devise and the implementation of plans to satisfy the needs of the employees. The question that should be posed at this point is whether motivation is only founded on the needs and satisfaction of the needs. This is not the truth; however, it is evident that motivation cannot be fully attained in any organization without satisfying the needs of employees. It is the needs of employees that have to be opened up in order to r eflect the increasingly challenging and competitive environment in which organizations operate (Latham Pinder 2005: 485). Having noted that the modern operational environment is very dynamic and challenging, it is apparent that modern managers ought to be proactive in the application of motivation in organizational functioning. There are a lot of changes in the functional environment of modern organizations. These changes include the emerging technologies and the need for organizations to adopt the technologies, mounting competition between firms and the dynamic economic conditions. Organizations that have proven to have the power to thrive in the current economy are those that balance the needs of employees and the organizational dynamics. Benchmark organizations like Apple Incorporated, Microsoft Corporation and Tesco among others are often reported to invest vast amounts of resources in human resource development. Part of the human resource development activities that are given maximum attention is the motivation of employees through physical rewards (Latham Pinder 2005: 485). Mà ¼ller (2011: 2) argued that the rise of the Apple Incorporated into the scale of production that it enjoys today is largely attributed to the motivating factor in the organization. One can simply inquire about the mode of organizational motivation that is utilized in Apple Incorporated. An exploration of the theories of motivation reveals that no organization can rely on a single source of motivation. Apple embraces both intrinsic and extrinsic motivations. The balance between intrinsic motivation and extrinsic motivation is crucial to the balancing of performance in the company. This is backed by the 50/50 theory of motivation by John Adair, which emphasizes on the need to strike a balance between extrinsic motivation and intrinsic motivation. According to Adair (2006: 43) intrinsic factors of employee motivation include job design and the culture of the organization, while ext rinsic factors include positive and negative incentives. Most organizations, Apple included, are trying to draw away negative incentives, such as threats. The argument behind this development is that negative incentives have proven to be unsustainable since they only shape behaviours and actions of employees in the short-run. In the long-run, negative incentives often degenerate into revolt by the employees, thus failing to attain its key goal of motivating employees (Wang Lim 2008: 701-702). According to the motivational crowding theory, extrinsic motivational factors undermine the worth of the intrinsic factors of motivation in organizations. Extrinsic motivational factors, like the fear of sanctions, put a lot of pressure on the employees, and may kill the will and the desire of the employees to work for results (Dzuranin Stuart 2012: 3). Mà ¼ller (2011:3) observed that the organizational culture of Apple Incorporated is moulded around innovation. As part of the intrinsic fact ors, the company often ensures that the employees are presented with all the possible resources that are required to advance the projects of the company. A similar practice is embraced in Microsoft Corporation. This is justified by the billions of dollars that are spent by these companies in enhancing research and development. Once the intrinsic factors have been accomplished, it becomes easy for Apple to factor in the extrinsic factors of motivation. Not all attributes of extrinsic motivation give attention to the motivational practices in the Apple Company. The company ensures that all its employees are retained in order to enhance organizational projects, which results in innovation. The company has an elaborate benefit scheme that ensures that its employees are remunerated accordingly. The company also offers its employees other non-performance driven incentives like insurance cover and product discounts. This creates an enabling room for a competitive organization (Mà ¼ller 20 11: 4). Motivation is, thus, one of the main success factors for Apple Incorporated. The company has demonstrated its ability to sustain organizational motivation, thus remaining to be one of the most flexible organizations in the world today. This gives the company an upper hand when it comes to competition and attraction of employees in the competitive global labour industry. Organizations keep competing for employees who have outstanding skills; therefore, lack of motivation among employees in one company can be used as an attracting factor in another company. Organizations value experienced employees and they are often willing to go an extra mile to maintain skills and experience (Mà ¼ller 2011: 3). While a substantial number of organizational management researchers argue for tangible rewards as one of the most embraced ways of motivating employees, the reality on the ground shows that both the tangible and intangible rewards are utilized by organizational managers. The most co mmon tangible reward that is used to motivate employees in organizations is financial rewards. However, it has been noted that employees do not only value financial rewards. In order to fully motivate the employees, as opined by the Maslow’s hierarchy of needs, the financial rewards often come first because they help employees to fulfil their basic needs. However, the other level of motivation, which is the fulfilment of the psychological needs of the employees, is also critical. Employees value the sense of belonging and feel more motivated when they are appreciated by the organizational management. This is better understood through an exploration of the psychological theories of organizational behaviour. Research on organizational performance has revealed that both tangible and non-tangible resources complement one other, especially in the production setting in organizations (Dzuranin Stuart 2012: 3). Conclusion Employee motivation if one of the most valid practices in org anizational management. Most theories of organizational management point to the critical relevance of organizational employees to the existence and sustainability of organizational operations. This paper has explored the topic of employee motivation deeply. The paper sought to answer three main questions, which are: What is employee motivation? Can employees be motivated? How can employees be motivated? As observed in the paper, there are positives and negative to each side of the questions posed. It can be concluded that the concept of employee motivation is one of the critical features in the management of performance in organizations. The definition of employee motivation brought about the aspect of needs, demands and aspirations, which must be guarded in order to propel the organizational employees towards attainment of the goals of organizations. In an attempt to factor whether employee motivation is a possible exercise, it came out that employee motivation is an activity that has been implemented by organizations for a long period, ranging from the pre-classical times to the contemporary managerial era. This was backed by the existence of theories of employee motivation theories, whose development can be traced from the early years of the 20th century. Motivation is a complex activity, though it remains critical to the performance of organizations. The first aspect of complexity in employee motivation is the fact that the needs of employees are diverse, which makes it daunting for organizational managers to meet these diverse needs. This compounds the problem of attaining the desired level of motivation in employees. The second complexity of employee motivation resonates from the fact that the contemporary operational environment of most organizations keeps changing at paces that cannot be easily anticipated, thus swaying the needs of the employees. In spite of the complexities, organizations keep inventing techniques of managing the needs, aspirations a nd expectations of their employees. This is due to the fact that motivation is one of the core tools for developing an efficient workforce, which can help organizations beat the odds of competition. Reference List â€Å"Keeping employees motivated during difficult times† 2009, Leader to Leader, vol. 2009 no. 51, pp. 53-54. Adair, JE 2006, Leadership and motivation: The fifty-fifty rule and the eight key principles of motivating others, Kogan Page, London. Ankli, RE Palliam, R 2012, ‘Enabling a motivated workforce: exploring the sources of motivation’, Development and Learning in Organizations, vol. 26 no. 2, pp. 7-10. Armstrong, M Baron, A 2002, Strategic HRM: The key to improved business performance, Chartered Inst. of Personnel and Development, London. Armstrong, M 2007, A handbook of employee reward management and practice, Kogan Page, Philadelphia, PA. Benson, SG Dundis, SP 2003, ‘Understanding and motivating health care employees: integrating Maslow ’s hierarchy of needs, training and technology’, Journal of Nursing Management, vol. 11 no. 5, pp. 315-320. Beswick, D 2007, Management implications of the interaction between intrinsic motivation and extrinsic rewards, paper presented at a Seminar, University of Melbourne, Melbourne. Boudreau, JW 1998, ‘Strategic human resource management measures: Key linkages and the peoplevantage model’, Strategic HR Metrics and PeopleVantage, WP, pp. 98-128. Bruce, A 2006, How to motivate every employee: 24 proven tactics to spark productivity in the workplace, McGraw-Hill, New York, NY. Dzuranin, A Stuart, N 2012, ‘The effect of tangible and intangible noncash rewards on performance and satisfaction in a production setting’, Management Accounting Quarterly, vol. 13 no. 4, pp. 1-9. Gollwitzer, PM 1996, The psychology of action: Linking cognition and motivation to behaviour, Guilford Press, New York, NY. Hoffmann, S 2007, Classical motivation theories â⠂¬â€œ Similarities and differences between them, GRIN Verlag GmbH, Mà ¼nchen. Katou, A Budhwar, P 2006, ‘Human resource management systems on organizational performance: A test of mediating model in the Greek manufacturing context’, International Journal of Human Resource Management, vol. 17 no. 7, pp. 1223-1253. Latham, GP Pinder, CC 2005, ‘Work motivation theory and research at the dawn of the twenty-first century’, Annual Review of Psychology, vol. 56, pp. 485-516. Management Study Guide n.d., What is motivation? Web. Meyers, JP, Becker, TE Vandenberghe, C 2004, ‘Employee commitment and motivation: A conceptual analysis and integrative model’, Journal of Applied Psychology, vol. 89 no. 6, pp. 991-1007. Miner, JB 2003, ‘The rated importance, scientific validity, and practical usefulness of organizational behavior theories: a quantitative review’, Academy of Management Learning Education, vol. 2 no. 3, pp. 250-68. Mà ¼ller, C 2011, Employee motivation and incentives at Apple: Do incentives really help to motivate employees?, GRIN Verlag GmbH, Mà ¼nchen. Naoum, S 2001, People and organizational management in construction, Telford, London. Wang, H Lim, SS 2008, ‘Real options and real value: the role of employee incentives to make specific knowledge investments’, Strategic Management Journal, vol. 29 no. 7, pp. 701-721. This essay on Employee Motivation was written and submitted by user Haley Pennington to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here. Employee Motivation Worker motivation is very vital in any organization as it is required in influencing worker performance. Maximum output can be gotten through creating a culture in the organization that sparks motivation. In order to motivate workers, it is necessary to consider three captivating theories: reinforcement, equity, and expectancy.Advertising We will write a custom essay sample on Employee Motivation specifically for you for only $16.05 $11/page Learn More Each of them has its own peculiarities, strengths, and weaknesses. In this very paper, we are going to analyze the integrated approach to employee motivation, presented by Nucor Corp. Nucor Corp has focused their management on individuals, who are at the business’s forefront. Every player is incorporated into the running of the business so that he/she can feel him/herself as part of the larger Nucor’s family. To Nucor, the top managers are required to trust the lower staff with the running of the business and delegate duties to them depending on their contribution to the businesses’ success (Kreitner et al., 2008, p.238). To achieve leading positions, which Nucor Corp wants to take, it is considerable to analyze reinforcement theory, equity theory, and expectancy theory separately and clear up how each of them is used within this concrete corporation, and what are the consequences of their usage. One of the most significant questions, which any manager may ask every day is what actually can motivate employees. Is it high salary? Hardly, people usually try to compete their norms in order to get the necessary sum of money. This is why it won’t motivate the workers to demonstrate their best qualities and use their potential fully. Is it comfortable workplace? Well, of course, it plays certain role, but still, does not affect too much. If a manager wants to find more ideas in order to awake the potential of his/her workers, it is better to analyze three known theories concerning workers’ motivation. Nucor Corp is one of the most advanced organizations, which think about its customers and workers. The managers of Nucor help to learn how it is better to organize their work and make each member of their company be beneficial. Performance of workers will only be great if the workers themselves feel satisfied with their work and benefits that come out of their efforts. To achieve this, intrinsic factors have to be put in place to motivate them to work to their best. These are what Ventrice call â€Å"motivational factors† (2003, p.176). Nucor attempts to achieve these factors through the three theories: reinforcement, equity, and expectancy. Nucor has established a set of positive and negative reinforcements, which are used to steer performance in its workers. Giving out rewards likes bonuses and praises for good performance fall under positive reinforcement, while negative reinforcement encompasses removal of a move that is dis liked. Punishment of an uncouth behaviour also falls under reinforcement principle (Putzier, 2001, p. 83-85).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Reinforcement theory refers to influencing the attitude and behaviour of the employees. Employees need to be rewarded as per their contribution, bad work should be penalized and good one rewarded. Integrating the employees into the mainstream of business makes them feel as if they own the business and they therefore have strive to give the best out of their abilities. What a worker earns should be commensurate to his or her involvement in creating the profit. This is exactly what Podmoroff simply refers to as â€Å"collective responsibility† (2005, p.44). The company provides different scholarship programs, which help to encourage young people to join and develop their abilities. The managers give the workers freedom to find out , analyze, and solve problems, and then, reward their productivity by means of financial and other kinds of support. Penalties and fines should be inflicted on poor or substandard work. This is why it is necessary to know about contingencies, which are described by Montana and Charnov. They admit that there can be positive reinforcement, negative reinforcement, extinction, and punishment. â€Å"According to reinforcement theory the manager can really make a difference, but for that to happen the manager must have substantial control over the work environment.† (Montana Charnov, 2000, p. 249) Without any doubts, penalties are something that any company should not forget about. Of course, encouragement plays a considerable role, however, it is also important not to give these workers too much without reasons. The best way to motivate employees therefore is when organization’s regulations state that what is carried home is pegged on the results. Whenever attention is nee ded at Nucor, professional response is amassed and solution sought, blame game follows later when the problem has been fixed. This is contrary the case in most companies where the bottlenecks facing a company are either left to whoever caused the problem. Competitions among the departments of one and the same organization – this is what may drive worker to demonstrate their best results and use their potential to its full extend. Such competition will certainly increase chances of the company to take leading positions in their spheres. Equity theory is one more important concern for lots of managers. According to this theory, unfairness is one of the most powerful means to motivate workforce and achieve the desirable results. Of course, unfairness should be properly grounded. If one worker of the same team will be encouraged, and other won’t, it may cause much misunderstanding and other unpleasant actions.Advertising We will write a custom essay sample on Employee Motivation specifically for you for only $16.05 $11/page Learn More This is why striving for equity is considered to be significant factor in people work. Nucor has perfected the art of putting the equity theory in practice. The top management has taken it as their responsibility to treat every worker as equal partner regardless of their level in the company hierarchy (Kreitner et al., 2008, p.239). The contribution of every individual in respected, honoured, and rewarded. Collective responsibility takes a centre stage. The contribution that a senior manages gives the organization matters as much as that given by a junior employee. By working together as a team, every member of the big family sees himself or herself as a vital integral part of the larger body that the organization needs to spar its success. Top managers are the policy makers and path clearers while the junior employees and the means or rather the force that makes the implementation of the p olicies and goals (Ruthankoon et al., 2001, pp.333-341). That is the major reason equity plays a leading role as far as motivation is concerned. No single party can operate without the other. The major role of the equity theory at Nucor Corp is its ability to involve every individual into the comparison of own achievements with the ones of his/her collaborators and the analysis of the rewards, each of them get in the result of own work. The received compensation is a good stimulus for any worker to demonstrate the best skills only and help the company to grow and develop. Another, not less significant theory to motivate workers is the expectancy theory. This theory turns out to be the best motivational tool that Nucor has put in place. It lies in the fact that any worker may easily determine the outcomes they prefer the most and can certainly make real. Employees feel very much motivated if they are rewarded according to the content of work or rather participation to an organization ’s success. Their abilities are appreciated and taken into consideration by managers in order to find more ways to grow. The more active and result oriented the worker is, the higher the rewards are. If every employee strives to give his or her best, the overall organization outcome will be great and so are the benefits to the higher management. This strategy tries to moderate the wide disparity between the executives and simple factory workers (Wiley, 1995, pp.264-278). As individuals tend to increase his earnings by participating as actively as possible, their efforts add up to the companies turn over. Such fact seems to be a wonderful what out to counter demoralized employees during bad economic down turn.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Glanz gives the expectancy formula and illustrates how employees should be rewarded for their participation in running the organization. â€Å"Force=Expectancy* Valences * Instrumentalities†. In this context, Force in the motivation level in a worker, Expectancy is the belief that the individual has in him that he is able to do a certain work, Instrumentality means certainty that the employee has that he is able to deliver as expected and, finally, Valence, that is the value in that particular employee (Glanz, 1996, pp.9-14). In general, it can be said that employee motivation is considered to be a vital prerequisite for those companies, which want to achieve success and become of the most powerful organization in the concrete sphere. Team building among the staff, rewards for really excellent work, as well as penalty for shoddy work – this is what can certainly motivate demoralize workers. Well-executed principles of equity and expectancy are equally of great help bot h within an organization that is edging out and within the company that is at its prime time. The three theories discussed in this paper can be collectively be referred to as â€Å"need theories† (Gostick et al., 2009, p.79), where all the individuals feel that the demonstration of their potential, their competitions, and perfect job will bring certain results and awards. With the help of these theories, workers may comprehend that their job is something that plays a considerable role into the general development of the company. Nucor Corp is one of the best examples of how the theories under consideration should be used and analyzed. The top management and the junior staff believe that whatever they hold dear has been fulfilled, and therefore they owe the organization a positive attitude and good behaviour at work. Such a step has the potential of creating a culture and environment that automatically sparks growth and development (Buckingham et al., 1999, p.201). To sum up i t is now apparent that when people are rewarded, they will strive to repeat whatever led to that and consequently where they are punished, they will try to desist from acts that lead to punishment. Reference List Buckingham, M. and Coffman, C 1999, First, Break All he Rules: What the World’s Greatest Managers Do Differently, First Edition. Simon Schuster: New York. pp.201-255. Glanz, B 1996, Care Packages for the Workplace: Dozens of Little You Can Do to Regenerate Spirit at Work, First Edition. McGraw-Hill, New York. pp.9-14. Gostick, A. and Elton, C 2009, The Carrot Principle: How the Best Managers Use Recognition to Engage Their People, Retain Talent and Accelerate Performance, Simon Schuster, Inc, New York. p.79. Kreitner, R. and Kinicki, A 2008, Organizational Behavior. 8th Edition. McGraw-Hill, New York. pp.238-239. Montana, PJ and Charnov, BH 2000, Management, Barron’s Educational Series. Podmoroff, D 2005, 365 Ways to Motivate and Reward Your Employees Every Day: With Little or No Money, Atlantic Publishing Group, Inc, Ocala, Florida. p.44. Putzier, J 2001, Get Weird: 101 Ways to Make Your Company a Great Place to Work, First Edition, AMACOM, Broadway, New York. pp.71-85. Ruthankoon, R. and Ogulnlana, SO 2001, Testing Herzberg’s Two-Factor Theory, ECAM, vol.10, no.5, pp.333-341. Ventrice, C 2003, Make Their Day: Employee Recognition That Works, First Edition, Berrett Koehler Publishers, pp175-179. Wiley, C 1995, â€Å"What Motivates Employees?†, International Journal of Manpower, vol. 18, no.3, pp.263-280. This essay on Employee Motivation was written and submitted by user Cardiac to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.