Effects of the use of web-based tools in Blended Learning Essay Example for Free

Effects of the use of web-based tools in Blended Learning Essay Technology has made a deep impact on all aspects of human lives ranging from communication to learning and enhancing individual performance. The conventional classroom is slowly being replaced by computer based training and online learning environments that has penetrated remote corners of the globe via the Internet. The use of information and communication technologies in education has transformed traditional methods of learning and teaching practices. The personalized learning environment offered by the online medium has great potentials and can influence the learning process to a considerable extent. Technology has been a great enabler of transforming and re-defining the way a system operates and the wide variety of applications that it can support. Many web based learning environments use innovative technologies that have revolutionized the learning process over the past few years. Distance learning through the use of collaborative tools and technologies available has made significant breakthroughs in the field of learning. In the past few decades a number of tools and technologies have emerged that has enabled the users to adopt distance learning courses and training departments are using it to provide cost effective means of implementing learning and development programs for their employees spread across the globe. The online learning environment is supported by various types of tools that provide high level of interactivity and collaborative features enabling participants to exchange messages, files, videos and presentations. This kind of technology is increasingly being used in a wide range of applications ranging from facilitating electronic discussion between students to enabling distance learning programs through web conferencing. The revolution in communication and information technology has had a profound effect on the teaching and learning process. The change is visible in developing learning communities online. Most of the countries and even developing economies are stressing on the use of computers as an instructional medium. E learning encompasses a wide variety of tools and technologies that can be used to stimulate the learning process in an individual. With the help of this technology a variety of online learning services are made available ranging from online searches, tutorials, college courses, and professional courses to professional training and individual development programs. The E learning model adopts high level of audio and video interaction integrated with graphics and animation tool to present the learning module in an attractive format. Educational institutions and business organizations are increasingly adopting the e learning model for learning and training purposes. E learning is being increasingly used as a solution for delivering online learning regardless of physical locations or time constraints. The whole world has become an increasingly connected global community that can share ideas and exchange information through the Internet. More people across the globe are turning towards the latest technology gadgets that have made communication channels smoother and faster. It has proved to be a big resource for individuals who would like to learn a new skill or train themselves in new fields while pursuing their current employment. Hence, E learning field has provided new and better learning opportunities extending its reach beyond university campus and corporate learning centres. Blended learning – an overview Blended learning has been described as a â€Å"phrase introduced by the distance learning community in recognizing the value of synchronous learning activities, like face to face interactions with instructors and collaborative work with peers, as complements to activities performed asynchronously by individual learners† (Howard et al. , 2006). The blended learning system includes both web based learning and traditional classroom learning environment. The web based learning system provides the students with self paced learning modules that they can pursue at leisure and convenience depending on their learning capacity. This learning environment also provides E learning tools that enable live discussions and online learning programs. The conventional classroom settings are used to clarify doubts and queries regarding the course content and student progress. An effective learning environment facilitates interaction between the learners that increases the scope to exchange ideas and opinions, share experiences and assess their level of understanding on the subject matter. A classroom environment provides this kind of face to face interaction enabling the students sharing the same learning goals to coordinate with each other, communicate their ideas and information. Jonassen (1988) has stated in his works that the effectiveness of any learning environment is based on the types and levels of cognitive and metacognitive activity engendered in the learners. It is widely accepted that learning is enhanced in instructional settings where students are engaged in processing personally relevant content and are reflective during the learning process. Learners that participate in active learning activities find learning a more pleasurable and increasingly effective than engaging in monotonous lecture sessions. Online learning provides the learners with the scope to explore the topics and study related theories that increase their level of understanding. The key ingredient to a successful computer based learning application is its ability to interact with the student and direct the flow of learning in accordance with the student capability. The visibility and presentation of information through attention grabbing graphics and multimedia tool make this a more effective learning platform. Once the attention of the student is on the learning tool the application needs to stimulate the learner’s curiosity that in turn leads to search for answers and in-depth study of the learning module. The most effective teaching method involves a high level of interaction between the teacher and the student. A dedicated teacher is one who understands the student’s learning capacity and his shortcomings and guides him through with effective feedback. A two-way communication between the teacher and the student is very effective in the learning process. Computer based learning applications are continually striving to achieve the human to human interactivity level and have been quite successful in this venture with the aid of multimedia based technologies. Blended learning combines the positive aspects of both conventional classroom learning and online learning to provide an enriching learning experience to the students. Web-based tools There are wide varieties of computer-mediated communications technologies that enable manage and support E learning. These tools have facilitated extensive collaboration and communication protocols providing an enriched learning environment. Some of these tools are email, chat, video conferencing, web conferencing, newsgroup, blogs, forums, virtual classrooms, and message boards. Synchronous and Asynchronous tools â€Å"E learning is commonly referred to the international use of networked information and communications technology in teaching and learning. It refers to educational processes that utilize information and communications technology to mediate asynchronous as well as synchronous learning and teaching activities† (Naidu, 2006). Both synchronous and asynchronous tools can be used effectively to communicate, exchange and form ideas and information on a specific subject matter. Synchronous E learning is live, real time facilitated instruction, and learning oriented interaction that enables learners to use electronic means to collaborate and participate in live forums. The root of synchronous E learning has been derived from three main influences: the classroom, the media, and the conference. The virtual classroom uses highly interactive forms of synchronous E learning tools to simulate a conventional classroom environment. White-board, discussion rooms, and break out areas are some of the concepts used to enhance interactivity between learners in a virtual classroom. Naidu (2006) also observes that most of the applications are built around the synchronous learning model that makes use of tools like virtual learning environment, rapid E learning, web casting, web conferencing, video conferencing, webinars, live E learning, and e conferencing. These synchronous E learning tools help in connecting dispersed learners, facilitating real time interaction and collaboration, fostering a sense of immediacy and co-presence, developing a learning community, and enabling access to subject matter expert resources. This kind of learning environment rules out gender and personality dominance that tends to overpower in a traditional classroom setting. It encourages learners towards better teamwork, collaboration skills, strong motivation and extended peer support (Naidu, 2006). Asynchronous tools like emails, electronic forums, online discussions, blogs, provide a platform for students and teachers to discuss ideas and opinions on a specific topic. This form of E learning is â€Å"commonly facilitated by media such as email and discussion boards, supports work relations among learners with teachers, even when participants cannot be online at the same time† (Hrastinski, 2008). This provides a form of flexibility to the learners since they can access learning materials and information any time according to their convenience. The learners can log on to an E learning environment and access training materials, receive and send messages to peers and tutors. In higher education, learners can pursue online courses while taking care of other commitments. Asynchronous E learning tools have the advantage of enabling users to access information and pursue their subject matter with greater degree of concentration allowing the mind to process the information at leisure. However, it also has some significant drawbacks that include greater learner discipline since the learner has to take initiatives to login and make use of the information and tasks involved in learning process. This kind of learning process is more impersonal and isolated as compared to synchronous learning tools that enable live interaction (Ashley, 2003).

Behaviour of managers with their workers

Behaviour of managers with their workers Introduction: Management Behaviour is concerned with the study of the behaviour of managers with their workers/subordinates within an organisational setting. (Laurie J. Mullins, 2005.) The management behaviour is a vital and key part that decides the business success or its fall because it has direct effects on the individual that are in the team of the manger. The manger is responsible to get the most and best out of them and if he is able to do that the business will be positively affected by this. It has always been argued about the factors that affects the management behaviour. But the factors that affect this are the Culture, organisation structure. The study of the individual members behaviour is a key element for the business performance and its success either they are the managers or the low level workers. This not only helps the management of the organisation to understand but also formulate the policies that have favourable effects on the individuals behaviour and subsequently affecting the business performance in the positive way. Company Profile: Tesco, which was started in 1919 and today it is one of the leading and largest British supermarkets in UK. Tesco has also entered the US market with a different name. Many companies in this industry see the Tesco as their role model to succeed in their business. Tesco in also entering different sectors of the retail industry even it has recently entered the financial industry as well by offering the banking services and insurance as well. They studies and analyses the policies of Tesco that they have in place in different business functions of them and tries to implement that in their own businesses according to their own preferences. Culture And Management Behaviour There are many factors that affect that influence the management behaviour in the organisation. But the main factor is Culture. It can broadly be defined as set of norms along with the aspects like values and beliefs which are closely associated with the norm concept. (Kilmann et al. 1985). The culture have great amount of influence in the management behaviour. If for instance the culture in an organisation is power culture i.e. few people have the whole power to make the essential decisions, the management behaviour in those organisations is autocratic behaviour where the work is more important than the individuals. In that environment individuals are motivated through the power and threatening that is related to their work. Many individuals due to this kind of management behaviour either continue their job due to the threat regarding work or they leave the job due to lower motivation due to the management behaviour and the culture. And the other extreme kind of culture is person culture where the individuals are given the importance. They are given the right to speak and express their opinion on the decisio n made by the management and in some cases even the decision making powers are given to them. The management behaviour in this culture is more democratic sort, where individuals are motivated through different factors, which will be later discussed and the main element of the management behaviour is this culture is to achieve the targets of the company by keeping the employees happy. Tesco uses the mix of the task culture and the role culture which are based on the work and type of roles that are given to the individuals. And the management behaviour is partly autocratic and partly democratic depending upon the situation that prevails at that moment. The team based culture in Tesco clearly gives an indication of the democratic process of decision making and work in the organisation. And the behaviour of the management with the staff and since the staff is heard, they are motivated by this. Motivation And Management Behaviour It can be defined as a force which drives an individual to achieve some goal in order to fulfil some need or expectation. The driving force on which it depends it is different for different individuals and depends upon their needs and behaviour. The motivation is a key at work because a motivated person works harder at work and uses his all energy to fulfil the tasks that he is given. (Laurie J. Mullins, 2005.) It a key factor that influences the individuals behaviour and their performance hence resulting in the success of any business and its performance. Motivated staff is very important for the supermarket businesses like Tesco, because if the staff is motivated it will provide the customers the best customer service they can. That is why the organisations like Tesco have a proper management system that conforms not only their corporate policy of happy employees; happy customers but also is tailored and varied according to the situation and environment prevailing. Different organisation uses different motivation tools based on different theories but the ones used by Tesco is Maslow and Hertzberg Theory and Tesco Maslow was the one who said that there are also other factors that affect the individual other than the money which Taylor Fredrick argued. After a well research he came up with a hierarchy of needs that are responsible to motivate the employees in one or the other way. The pyramid of Maslow consisted of five stages of needs according to their priority. Physiological Needs: These are the basic and most preferred needs by the humans and include factors like food, sleep and shelter. Tesco also understands these needs of their employees and importance of these factors in the life of their employees. They provide these needs to their employees by providing them a safe place to work, regular working hours and important facilities like discounted shopping for its workers, staff canteen, and lockers for personal belongings. [ Source: Abraham-Maslow.com ] The next level of needs is Safety need which includes the jobs security, right to express themselves, better management behaviour towards the employees and a feeling of belonging and attachment by the management and the organisation. Tesco also motivates its staff by providing these needs. Tesco fulfil these needs of staff by giving them the job security, most employees of the Tesco are on permanent contract and of they are not on permanent contract, they are offered permanent slots on the basis of their performance. They also have the access to the sick schemes provided by the Tesco to give them the feeling that some cares for them. The third level is the Social/ Love needs this includes the socially active environment to the staff at workplace and opportunity for social interaction between the staff. This will not only satisfy the social needs of the employees but also creates a social and friendly environment in the organisation. Since Tesco focuses on the team based targets therefore they automatically fulfils this need due to the team based tasks. Tesco have working groups at different levels of their organisation including the top management level. They also have certain days in the year where they have all the teams participating in different fun tasks thus offering inter teams interaction and few other occasions like celebrating birthdays of the members and annual events like Christmas, Halloween and others. Esteem Needs includes the self respect and the esteem of others. This may include appreciation by the upper level of staff or even promotions for instance. These needs are related to the future of the employees on the basis of their past performance. Tesco uses this factor as well and the system through which this need is fulfilled is called the 360 Degree Feedback and Appraisal System, which forces on the values of not only self respect but also the respect for others and the appreciation of employees in the basis of their performance. It has a self assessment system that marks the performance of individuals. Usually the supervisors hold meetings to discuss the possible promotions or give them the value awards to recognise their good performance. This not only motivates the employees to achieve more than what they are doing but also makes them feel good and think that if theyll perform well it will be marked. The highest level of Maslows Theory is Self Actualization that includes the factors and area that influences the person in question automatically and there is no particular list area of personal interest of the employee and it varies widely from individual to individual. Although Tesco offers Personal Development plans that recognises the skills and talents of the workers and offers them the career progression options. The outreach plan offers the talented and competent individuals a fast track to reach the management level of the Tesco. Maslow also argued that once one level of needs have satisfied the individual than the next level will automatically motivate the employee to achieve it. (Hiriyappa, B., 2009.) Available from: http://www.thetimes100.co.uk/downloads/tesco/tesco_15_full.pdf [Last Accessed: 10/01/2011.] Conclusion: After all the analysis and research done above it, can clearly be seen that the culture plays a vital part in deciding the management behaviour of an organisation and its effects on the individuals. And subsequently the Management Behaviour plays a key role in motivating the staff, hence positively affecting the performance of the businesses. And since now a days employees are termed as a key asset of an organisation therefore if they are motivated they will play a key role in success of the business. Same happened in the case of the Tesco who has cleverly adopted the Management Behaviour on the basis role and task culture. And created a team based environment in the organisation to fulfil their different needs to motivate them. And these are the reason that has made the Tesco one of the market leaders in the supermarket industry. Since the needs of the Tesco staff are fulfilled they are motivated. Low labour turnover indicates that Tesco treat its employees in a better manner and em ployees there are happy enough to not leave. Available from: http://www.thetimes100.co.uk/downloads/tesco/tesco_15_full.pdf [Last Accessed: 10/01/2011.] . Bibliography and Referencing Laurie J. Mullins (2005). MANAGEMENT AND ORGANISATIONAL BEHAVIOUR. Prentice Hall. p26 Laurie J. Mullins (2005). MANAGEMENT AND ORGANISATIONAL BEHAVIOUR. Prentice Hall. P66 Laurie J. Mullins (2005). MANAGEMENT AND ORGANISATIONAL BEHAVIOUR. Prentice Hall. p294. Hiriyappa, B. (2009). ORGANISATION BEHAVIOR. New Age International. p154155 Mats Alvesson, 1995. Management of Knowledge-Intensive Companies. Germany. P30 The Times 100 Business Case Studies (n.d.), How Training and Development Supports Business Growth at Tesco Edition 14, Available from: http://www.thetimes100.co.uk/downloads/tesco/tesco_14_full.pdf [Last Accessed: 10/01/2011.] The Times 100 Case Business Studies (n.d.), Motivational theory in practice at Tesco Edition 15, Available from: http://www.thetimes100.co.uk/downloads/tesco/tesco_15_full.pdf [Last Accessed: 10/01/2011.] Centre for Leadership Study (n.d.), Situational Leadership Conversation with Paul Hersey Available from: http://www.trainingpages.com/cdocs/liggy/5399/5435/Conversations_With_Paul_Hersey1.pdf [Last Accessed: 10/01/2011.] Abraham-Maslow.com, (n.d.), Maslows Hierarchy of Needs Chart [ONLINE]. Available at: http://www.abraham-maslow.com/m_motivation/Hierarchy_of_Needs.asp [Accessed 07 January 11]. Corporate and organisational culture | Business Studies Theory | Business Marketing Resources. 2011. Corporate and organisational culture | Business Studies Theory | Business Marketing Resources. [ONLINE] Available at: http://www.thetimes100.co.uk/theory/theorycorporate-organisational-culture322.php. [Accessed 7 January 2011]. Strategic Planning: Tesco Activity. 2011. Strategic Planning: Tesco Activity. [ONLINE] Available at: http://www.bized.co.uk/educators/16-19/business/strategy/activity/strategic1.htm. [Accessed 7 January 2011]. BBC NEWS | Business | Sainsburys loses out to rivals. 2011. BBC NEWS | Business | Sainsburys loses out to rivals. [ONLINE] Available at: http://news.bbc.co.uk/1/hi/business/3682544.stm. [Accessed 7 January 2011].

Tennis Ball Investigation :: Papers

Tennis Ball Investigation Aim: Investigate the factors that affect the bounce of a tennis ball. Key factors (variables): 1) Height of drop 2) Surface of bounce 3) Gravitational pull 4) Room temperature/ball temperature 5) Weight of ball 6) Material of ball 7) Brand of ball 8) Age/wear of ball 9) Size of ball 10) Force of drop/push How the key factors will affect the bounce: 1) The higher the drop the higher the bounce 2) The harder the surface the higher the bounce 3) The weaker the gravitational force the higher the bounce 4) The warmer the ball the higher the bounce 5) The lighter the ball the higher the bounce 6) Discontinual-unknown 7) Discontinual-unknown 8) The newer the ball the higher the bounce 9) The smaller the ball the higher the bounce 10) The more force put into the drop/push the higher the bounce I have chosen to investigate 1) Height of drop. Prediction ========== [IMAGE] I believe that the higher the height the ball is dropped from the higher the bounce, because when the ball is lifted the higher it is lifted the more energy is needed to lift it. Therefore more energy is converted from chemical potential energy in the body, to kinetic energy when the ball is being lifted, to gravitational potential energy (G.P.E) when the ball has been lifted to the height of the drop. The more G.P.E the ball has a the start of the drop (point A), the more energy is converted to kinetic energy while the ball is dropping and then to elastic potential energy (E.P.E) while it is static on the floor (point B). At this point the ball looses a percentage of its energy to sound and heating the floor. I know that it is a percentage of its energy that it looses rather than a fixed amount because I know that the more energy the ball has the louder the

blackhod Black vs. White in Joseph Conrads Heart of Darkness Essay

Black vs. White in Heart of Darkness      Ã‚  Ã‚  Ã‚   The warm glow of civilization comforts and protects us all, but is there something more?   Is the heart of darkness lurking just below the surface, accessible to all but revealed to few?   In Heart of Darkness, Joseph Conrad provides the reader with the image of black vs. white in an attempt to convey the idea of an ever-present heart of darkness.      Although the main plot of Conrad's tale is Marlow's journey into the African Congo, this merely sets the stage for a number of deeper themes.   Marlow was a civilized man who believed in imperialism and the acquisition of wealth until he was faced with the horrors within the wilderness.   The African jungle is a far cry from civilized Europe, and in many ways Marlow found himself at a loss as to what the proper course of action would be.   Marlow was not raised to compete with brutal savagery and had always believed in using his logical mind to think his way out of any situation.   This savagery first becomes apparent when Marlow encountered the shaded death grove early on in his journeys. Marlow saw the natives suffering immensely for what seemed to be nothing - their work seemed for naught - but he did not speak up or stop his trek.    This is also the first time that the reader gets a glimpse of the underlying oppositions within the text. Marlow glanced at one of the dying natives, one with a piece of white ... ... Bradley, Candice. "Africa and Africans in Conrad's Heart of Darkness." (24 Jan. 1996). Online Internet. 3 October 1998. Available: http://www.lawrence.edu/~johnson/heart. Conrad, Joseph. Heart of Darkness. Ed. Robert Kimbrough. 17th ed. New York: Norton, 1988. Levenson, Michael. "The Value of Facts in the Heart of Darkness." Nineteenth-Century Fiction 40 (1985):351-80. Rosmarin, Adena. "Darkening the Reader: Reader Response Criticism and Heart of Darkness." Joseph Conrad Heart of Darkness: A Case Study in Contemporary Criticism. Ed. Ross C. Murfin. New York: St. Martin's, 1989. Watt, Ian. Conrad in the Nineteenth Century. San Diego: U. of California P, 1979. 168-200, 249-53.   

Essay --

Brick Dimensions The size of a standard brick is: 76 mm high x 230 mm long x 110 mm wide. Some bricks are made with different sizes. 50 mm and 90 mm high bricks, 90 mm wide bricks & 290 mm long bricks are manufactured for different structural and aesthetic effect. Larger bricks are often used for more economical laying and as design feature either on their own or combined with smaller bricks. In India, the size of brick is 228 Ãâ€" 107 Ãâ€" 69 mm. Larger Hollow bricks (140 mm w x 90 mm h x 290 mm l) are generally used in cyclonic area to ensure reinforcement and grouting in the wall. Wider (150 mm wide) bricks are used in walls requiring lower sound transmission, greater fire resistance levels & higher load bearing capacity depending on the specific brick properties. Circular Cavities are made in bricks. Its’ benefits are that they aid in firing process, reduce weight for handling, provide better bond for mortar. Clay brick sizes may vary after they are fired but size variation between units averages out when blended properly during laying. In most cases, the length of a brick is about double its width, about eight inches or slightly more so as to ensure proper strength. Brick Strength It is defined as the resistance to load per unit area. The strength of brick is determined by the capability of a construction material doesn’t collapse or fall down under the influence of external forces leading to internal stresses. Engineering bricks have average compressive strength of 59MPa. A common house brick is likely to show a range of 20–40MPa. Strength for adobe specimen mean compressive strength: 1.195Mpa, mean modulus of elasticity: 204.5MPa, Mean strain at peak strength: 11%, Mean Tensile Strength: 0.17MPa Strength of EMR autoclaved bric... ... thermal transmittance can be minimized by 1. Avoiding thermal bridges in the brick, and arranging void perforation in quincunx 2. Extending the perforations of void in tongue and grooved area (Tongue and groove is a method of fitting similar objects together) and thereby breaking the thermal bridge. 3. Providing a small gap in the assembly, to improve the bricks conductivity. Drawbacks †¢ The manufacturing of brick emits lots of fluorine which is very toxic in nature. †¢ It also produces electrolytic manganese residue (EMR) which is hazardous to nature. Eco-friendly way One of the research focuses on utility of Expanded polystyrene as a mixture with cement, sand and water and preparing the concrete brick. Which has the average compressive strength of 12.79MPa. te relationship of density and compressive strength is given by correlation fc = 2.43 x ÃŽ ±2.997 x 10-9.

Money as a Motivator Essay

Money as a Motivator: The reasoning behind it. Organizational Behavior March 26, 2013 Table of Contents Executive Summary†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.3 What is money†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.4 How important money is†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.4-6 Why companies move to poor countries†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..6 Money motivation theories†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.7-8 Keeping employee’s satisfied†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚ ¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦8-10 Embezzlement scandals†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.10-12 Summary†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 11-13 Executive Summary The dynamic force that ultimately guides work-related behavior is money, money and only money. In defining the word money on the other hand, we look beyond of what is generally accepted money only being paper, notes and coins, seeing that we believe money in the circumstances of the workplace can exist in various forms. In this case, it is obvious to see that what motivates a company to move towards globalization, according to the facts that it is money and only money. This is one of the reasons we disagree with theorists like Fredrick Herzberg that came up with reasoning or the idea that money does not motivate, â€Å"†¦So for Herzberg money was not a motivator† (Chapman, 2001). Money motivates me to do lots of things, as it does you, and a lot of money would motivate me to do things that I wouldn’t do for less. Famous sayings like â€Å"money makes the world go around†, â€Å"money makes the mare go† and â€Å"show me the money† successfully serve as testaments to our argument but reflecting on the previous examples, money as we have defined it, is clearly the sole motivator in work and many other environments. In the unfortunate cases, money as the sole motivator in the workplace ranges from exploitation of people for cheap labor in some countries, to more publicly-known crimes such as murder and embezzlement. What is actually is money? This is a very commonly asked question, especially  in today’s society. Money is nothing but what you see- printed coins and paper, yet looking at society today it is plain to see money plays a critical part. (Elliott, 2007) There is absolutely no question that we live in a very materialistic world today that we are selves have actually created. In this kind of society, it is strongly believed that the only true motivation is that of â€Å"making the most money.† We, the approving team believe this to be true, especially in the workplace where it seems play the biggest part. The dynamic force that ultimately guides work-related behavior is money, money and only money. That is â€Å"only money motivates people, to get the job done.† According to the Oxford Dictionary the term motivate is defined as â€Å"to give incentive to†, or â€Å"the reason why a person(s) is behaving or acting in a certain way.† It is regarded as the â€Å"internal drive† that can enforce an individual to portray distinct behavior (Kreitner, 1995). In defining the word money on the other hand, we look beyond of what is generally accepted money only being paper, notes and coins, seeing that we believe money in the circumstances of the workplace can exist in various forms. Examples of which include; the sharing of profits, commissions, and tips, share issues as well as objects that can be or are of high monetary value. The following paragraphs will explain to the readers that prove the statement â€Å"only money motivates† by clarifying various examples that have perceived to confirm this statement as indefinitely true. You only have to take one look at society today to really acknowledge that only money motivates. The lottery as an example, there are no other logical reason behind a person’s motive in buying a lottery ticket, or any other form of a gambling ticket other than that person being motivated by the idea they could win a very large lump-sum of money. Things like reality television and radio today will entice people with an amount of money to exploit themselves in every way possible or thinkable way. Let’s can this statement for example, would you hunt down the one person that holds hundreds and hundreds of dollars for the fun of it? Would you eat a year old rotting cow’s intestine out of your own free will? There are also many significant past events have also given people that drive to be, motivated  by money. In the years between1896-1900 the event known infamously as the Klondike Gold Rush created absolute chaos in the Yukon, Canada. The Yukon’s population exploded in the next 3 years as people rushed from everywhere in the world to try their luck in increasing their wealth and fortune, this is a prime example motivated purely by their hopes and in some cases dreams of discovering of gold, in â€Å"the great north of Canada.† (Yukon, 2013) In the workplace today, we are also finding a very similar trend occurring. Money is the reason behind the choice made by numerous men and women today to bid farewell their love ones, friends and colleagues to seek better paid job opportunities overseas, or here in Canada across the country. Engineers, electricians, mechanics, and countless other people are being lured overseas or cross country by wages that allow those people to enjoy the greater comforts in life, and jobs that provide them enough opportunities to grow or move up the ‘totem pole’ in their fields. This opportunity is so great that it also allows for a possible job change. A great man once said â€Å"Money has never made man happy, nor will it, there is nothing in its nature that to produce happiness. The more of it one has the more one wants.† That was said by Benjamin Franklin, former president of the United States of America. (Franklin, 2013) There is no doubt that this case is just one of many. An article with the heading ‘Growing crisis for our hospitals as 5,500 a year join the brain drain in search of better pay’ (Browne, 2001) says it all. Not only are engineers making the move overseas, but they are shifting their focus beyond their national home borders to seek better wages. These individuals are motivated purely by the concept and desire of higher salaries, and a seemingly better life. The motivating powers of money are also drawing the attentions of many star athletes. Soccer and Hockey are a good example, where they take every possible opportunity to play for the ‘highest bidder’, or make the most amount of money, which unfortunately sees a lot of great talent leaving the country. Have they forgone the opportunity to pride fully play for their own country just for the sake of a higher salary? It does appear so. In addition, it has also been noted that professional tennis players have refused to play at some of the greatest tennis courts in the world, because  the monetary awards were not to the player’s satisfaction. Workers and professional athletes are not the only ones packing up to seek better financial opportunities and rewards. Companies have also started to focus their efforts in a more globalized-context by becoming promising multinational companies. There is only one motive behind big multinational companies; they make billions upon billions of dollars. What motivates a multinational company to hire labors from poor countries? They have the ability to make greater profits, because of the lower pay-out. Seeing as people in poorer countries will work for less, multinational companies have realized the way to save big on wages and further increase their profits is to utilize this ‘cheap labor’. In this case, it is obvious to see that what motivates a company to move towards globalization, according to the facts that it is money and only money. This might not always be a bad thing, because these companies do bring work to these countries that might not otherwise have any work. (Dollar, 2012) There are a numerous jobs in society there today, some which most people are less than willing to perform. Yet there are so many people who are willing to perform these jobs every single day. A garbage collector who collects foul smelling trash daily stands by their work because they know they are getting paid enough for their efforts. This is the only reason why they choose to do what they do. You could say, to them â€Å"only money motivates† in this instance. These jobs have nothing to offer in terms of working conditions and other job benefits, all they have to offer is money. These people do not care about the conditions, because the money alone is enough to satisfy. This is one of the reasons we disagree with theorists like Fredrick Herzberg that came up with reasoning or the idea that money does not motivate, â€Å"†¦So for Herzberg money was not a motivator† (Chapman A. , 2001). Thomas A Stewart a writer for Business 2.0 magazines claims â€Å"Money is not a motivator, and that statement is complete nonsense. Money motivates me to do lots of things, as it does you, and a lot of money would motivate me to do things that I wouldn’t do for less. Money motivates.† (Chapman T. ) The reoccurring incidences of wages disputes and industrial strikes that have  loomed society also offer a proving point as to why only money motivates. Qantas baggage handlers and freight workers were recently involved in a protracted dispute with the company about wages. (News, 2011) More significant recently were the strikes of nearly 4000 Sydney bus drivers, which affected most of us in some way. This big fuss was caused all by one major issue- pay. Bus drivers of Sydney had called for a 27% increase in their base wage over three years. Claiming that, their pay had fallen far behind other public sector jobs in recent years. Everywhere in the media we hear about unhappy workers calling for pay rises. Yet you never do you hear workers striking over other workplace related issues. It almost sounds unbelievable for a group of staff if they were receiving high pay packages, to strike over their belief that they feel unappreciated or undervalued in the workplace and because they feel their achievement have gone unnoticed by managers at work. This subject matter then makes want to ask where non-monetary gestures fit in all this? Our belief is that non-monetary factors such as working conditions, interpersonal relationships and organizational policies and procedures are not motivators but merely hygiene factors that only serve to keep people from being dissatisfied, so here we indeed agree with Herzberg’s theory of motivation. We believe the factors that provide job satisfaction only cause and strengthen organizational commitment, but not motivation or work performance. Many people these days would rather work overtime, weekends and nights than call it a day if they knew they were in return receiving a bonus from their supervisor. As mentioned before monetary rewards such as share and stocks can also be regarded as money. Many companies offer these options to their employees to motivate them towards achieving the organizational goals of higher work productivity and performance. Last year, Vodafone granted share options to more than 42000 employees around the world. Each employee receiving an option to buy Vodafone shares with a face value equal to 50% of their annual salary (Vodafone, 2001). Proposed plans like these have been a success as a survey conducted in 1997 discovered that broad-based stock option companies  had 31% more productivity than all public companies (NCEO). Share schemes are improving productivity because employees are realizing that the more profit the business makes the greater the dividend they receive. This will thereby securely aligning the employee’s individual goals of making money with the organization’s overall objective of profitability and success. Money is also the only reason behind employees staying with a company. Offering bonuses and having an above-average salary. Entrepreneurship maintains if you want to keep and retain employees you must: 1. Pay employees higher than market rates; ‘employees stay happier and work harder if they are paid higher than the normal market rates.’ 2. Establish a signing or continuation bonus. One local entrepreneur offered a key receptionist a $5,000 bonus if she stayed three more years. If she left before the three years, then she was legally responsible for the prorated share of the bonus not earned. We believe that bonuses that tie employees to the company over a three to four year time period are excellent investments. 3. Have an incentive system in place. It is plain to see that more money will motivate an employee to stay with their firm and therefore insure the long-term viability of the business. Would having flexible hours and challenging work entice an employee to stay, if they are not receiving an appealing pay package? It is highly unlikely. 4. Create a culture of education, for employees; the single most important motivational factor was the ability to learn. To keep employees motivated, agencies need to build a culture of learning, where employees leave more enriched at the end of each day. 5. Provide regular, consistent feedback. Employee feedback is a critical part of the education process, and shouldn’t just be relegated to the annual review. To be effective, feedback needs to be specific and actionable. But that’s not always how it works. In a study by Leadership IQ, 53 percent of employees said that when their boss praises excellent performance, the feedback does not provide enough useful information to help them repeat it. And 65 percent responded that when their boss criticizes poor performance, it doesn’t provide enough useful information to help them correct the issue. (Daniel Debow, 2011) On a different note yet still on the context of the workplace, money has also motivated a minority group of individuals to the extreme point of corruption. Sneza Suteski, an accounts clerk, was found guilty of murder for arranging the death of her boss. What was her motive? Money, Suteski devised an â€Å"elaborate and complex† scheme by changing bank numbers in the automatic payments system for invoices she got approval for that would have seen $500,000 flow into the bank accounts of herself, her brother and her ex-boyfriend (Crichton, 2002). This case serves to prove the extreme motivational power of money in the workplace, even if it involved carrying out something horrendous like murder. Emphasizing the point once again, that people are purely driven by money. Embezzlement is another workplace related crime purely motivated by money. It involves the act of an employee stealing company funds from their employers. This month, there are many â€Å"famous† embezzlement cases throughout the world, this case is just one of many. In 1997, Yasuyoshi Kato embezzled $90 million from Day-Lee Food’s Inc. (Marguet, 2011). This case is seen as the worst embezzlement case in the history of the United States. This is just one of many cases of embezzlement that is going on in workplaces today. Employees that carry out these unethical and dishonest acts are driven by the thought of getting their hands on one thing only- money. Famous sayings like â€Å"money makes the world go around†, â€Å"money makes the mare go† and â€Å"show me the money† successfully serve as testaments to our argument but reflecting on the previous examples, money as we have defined it, is clearly the sole motivator in work and many other environments. In fact, it is such a powerful motivator that it enables people to consistently work under conditions that the majority wouldn’t wish to encounter for a day. On the other hand, if people don’t have enough, workers and unions are happy to disrupt the lives of the public to get more money and where this is not possible, many sporting and other individuals are happy to leave the country in search of it. In the unfortunate cases, money as the sole motivator in the workplace ranges from exploitation of people for cheap labor in some countries, to more publicly-known crimes such as murder and embezzlement.  Ultimately, there is no doubt in our minds and everyone else’s heads that ‘only money motivates’. Summary Money is nothing but what you see- printed coins and paper, yet looking at society today it is plain to see money plays a critical part. The dynamic force that ultimately guides work-related behavior is money, money and only money. That is â€Å"only money motivates people, to get the job done.† In defining the word money on the other hand, we look beyond of what is generally accepted money only being paper, notes and coins, seeing that we believe money in the circumstances of the workplace can exist in various forms. You only have to take one look at society today to really acknowledge that only money motivates. The lottery as an example, there are no other logical reason behind a person’s motive in buying a lottery ticket, or any other form of a gambling ticket other than that person being motivated by the idea they could win a very large lump-sum of money. There are also many significant past events have also given people that drive to be, motivated by money. Money is the reason behind the choice made by numerous men and women today to bid farewell their love ones, friends and colleagues to seek better paid job opportunities overseas, or here in Canada across the country. In this case, it is obvious to see that what motivates a company to move towards globalization, according to the facts that it is money and only money. This is one of the reasons we disagree with theorists like Fredrick Herzberg that came up with reasoning or the idea that money does not motivate, â€Å"†¦So for Herzberg money was not a motivator† (Chapman, 2001). Money motivates me to do lots of things, as it does you, and a lot of money would motivate me to do things that I wouldn’t do for less. The reoccurring incidences of wages disputes and industrial strikes that have loomed society also offer a proving point as to why only money motivates. Our belief is that non-monetary factors such as working conditions, interpersonal relationships and organizational policies and procedures are not motivators but merely hygiene factors that only serve to keep people from being dissatisfied, so here we indeed agree with Herzberg’s theory of motivation. Many companies offer these options to their employees to motivate them towards achieving the organizational goals of higher work productivity and performance. It is plain to see that more money will motivate an employee to stay with their firm and therefore insure the long-term viability of the business. On a different note yet still on the context of the workplace; money has also motivated a minority group of individuals to the extreme point of corruption. This case serves to prove the extreme motivational power of money in the workplace, even if it involved carrying out something horrendous like murder. Embezzlement is another workplace related crime purely motivated by money. Famous sayings like â€Å"money makes the world go around†, â€Å"money makes the mare go† and â€Å"show me the money† successfully serve as testaments to our argument but reflecting on the previous examples, money as we have defined it, is clearly the sole motivator in work and many other environments. In the unfortunate cases, money as the sole motivator in the workplace ranges from exploitation of people for cheap labor in some countries, t o more publicly-known crimes such as murder and embezzlement. Bibliography Chapman, A. (2001). Frederick Herzberg motivational theory. Retrieved March 9, 2013, from http://businessball.com: http://www.businessballs.com/herzberg.htm Chapman, T. (n.d.). Business 2.0. Crichton, S. (2002, May 29). Cold hang behind her boss’s murder gets 24 years’ jail. Retrieved March 13, 2013, from http://www.smh.com/au: http://www.smh.com.au/articles/2002/05/28/1022569772348.html Daniel Debow, R. (2011). 5 ways to keep your rockstar employee’s happy. Dollar, D. (2012). Making Globalization Work for the Poor. Retrieved from http://worldbank.org: http://live.worldbank.org/making-globalization-work-poor Elliott, M. F. (2007). Greenwood Guides to Business and Ecomomics: Money. Westport, Conneticut : Greenwood Press. Franklin, B. (2013, Feburary 24). www.brainyquotes.com. Retrieved from Brainy Quotes. Marguet, C. T. (2011, April 22). The top 10 embezzlement cases in modern US history. Retrieved March 16, 2013, from marquetinternational: http://www.marquetinternational.com/pdf/top_10_embezzlement_cases_in_us_history.pdf NCEO. (n.d.). Broadly Granted Stock Options Improve Corporate Performance. Retrieved March 16, 2013, from www.nceo.org:

Unit 4, Case Study 4 Skin Cancer

I have researched many different Web-cites and articles to try and determine what role genetics plays in skin cancer. Yes there are certain genetic mutations that are inherited, or passed through the germ-line, but the main cause of skin cancer is UV radiation which is an environmental genetic defect. Many cancers begin when one or more genes in a cell are mutated, creating an abnormal protein or no protein at all. The information provided by an abnormal protein is different from that of a normal protein, which can cause cells to multiply uncontrollably and become cancerous.CDKN2A- mutations in this regulator of cell division are the most common causes of inherited melanoma. They are however still very uncommon overall and can appear in non-inherited cases. People who have this often have a large number of irregularly shaped moles and are often diagnosed at a relatively young age. The MC1R gene provides instructions for making a protein called the melanocortin 1 receptor. The recepto r is primarily located on the surface of melanocytes, which are specialized cells that produce a pigment called melanin. Melanin is the substance that gives skin, hair and eyes their color.Melanocytes makes two forms of melanin, Eumelanin and Pheomelanin. The amounts of these two pigments help determine the hair color and skin usually the more Eumelanin the darker the hair and skin, also will tan easily. It also protects the skin from UV radiation in the sunlight. The more Pheomelanin the hair is red or blonde, freckles, and light skin that tans poorly, because it does not protect the skin. Which puts them at risk for skin cancer. Many changes in the MC1R gene increase the risk of developing skin cancer, including a common, serious form of skin cancer that begins in melomcytes.Skin damage caused by UV radiation from the sun is a major risk factor for developing melanoma and other forms of skin cancer. These gene mutations germ-lines are passed from parent to child through the MC1R g ene but UV radiation is the highest risk factor for getting skin cancer, and the most common in the most common in skin cancers. People who are genetically susceptible to skin cancer should avoid prolong exposure to the UV radiation from sun light, wear sun screen, and enough protective clothing when outside.