Leadership Style Of Richard Branson And Steve Jobs Commerce Essay

Leadership Style Of Richard Branson And Steve Jobs Commerce Essay This essay is required to conduct a better understanding of leadership styles (transactional and transformational leadership styles) from researching on Richard Branson and Steve Jobs success, and discuss about different types of changes (incremental and radical changes) may occur in an organisation in order to learn change management methods can be applied to a real case (Virgin Group). Although both of the excellent leaders exhibit characteristics of both transactional and transformational leadership styles, this essay will identify Steve Jobs as a transactional leader and Richard Branson as a transformational leader with three reasons for each statement. Changes are inevitable for all kinds of organizations and business. This essay will share and identify six examples (incremental and radical) of changes for each leader (three examples each type). At last, this essay will discuss the concepts of change management and explain Kotters 8-Step Change Model by applying to a real case (Virgin Group). Transactional Leadership VS Transformational Leadership Good leadership is the key to the success of an organization. Transactional leadership is performance-oriented and transformational leadership is people-oriented. To be more specific, transactional leadership involves contingent reinforcement to monitor and justify followers performances by using reward and punishment, while transformational leadership tends to inspire and motivate the followers loyalty and concentration by leaders charisma. Steve Jobs as Transactional Leader Transactional leaders characteristic behaviours are: (Barbuto, 2005) Contingent Reward Contingent reward is actually a usual way that most of the managers use to motivate teams, create positive competition and improve effectiveness. Steve Jobs had the impressive ability to notice talent and active employees and allocate them to the right place within the company. Each year, Jobs took his top 100 people on a retreat. It is not only a reward as a vacation, but also an acknowledgement from STEVE JOBS! In my opinion, acknowledgements from successful genius would be the best reward for my hard working. Management by exception Transactional leaders take actions based on the exceptions (performance) of the employees. Steve Jobs categorised his followers as either geniuses or bozos, and quickly firing those who fall in the latter camp (Greene-Blose, 2012). Another characteristic of transactional leadership would be the desire for control which is typical Steve Jobs style. His favourite presentation tools were a whiteboard and a Magic Marker, which gives him fully control in the conference. After his reinventing Apple, Jobs had several weeks of product review sessions. Finally he run out of patience and shouted the team to stop, grabbed a Magic Marker to the white board and wrote down four words: Consumer, Pro., Desktop and Portable. Then he said:Here is what we need! (Isaacson, 2012) This is Steve Jobs, full of power and passion, who gave clear incentives and strategies to his followers with his wisdom and visions. Richard Branson as Transformational Leader Transformational leaders characteristic behaviours are: (Barbuto, 2005) Idealized influence Richard Branson has become a role model for his followers inside or outside of his Virgin Empire by his own passionate and fearless life style. With his own words, You want to create something you are proud ofà ¢Ã¢â€š ¬Ã‚ ¦ That has always been my philosophy of business (Branson), Richard Branson broke many world records such as the fastest recorded Atlantic crossing by boat, the first Atlantic crossing by hot-air balloon, etc. He proved that anything is possible to his followers and the rest of the world with real examples. (Ocker, 2008) Inspiration motivation Richard Branson is a visionary leader with dreams and relentless work attitude which make those dreams come true. At the early stage of Virgin Group business, he once said:I want Virgin to be as well-known around the world as Coca-Cola. (Branson) After decades of time, the brand of Virgin have become world well-known, and covers many different areas of business which Coca-Cola wound not dare to try. Those kinds of ambitions and courage ties his group together and close, and leads him to keep on improving Virgin Group services and productions. Individualized consideration Richard Branson business maxim is staff first, customers second and shareholders third (Locke, 2009). One of his most famous and interesting story would be the lawsuit against British Airways for its protracted libel actions and ended with a settlement of about  £600,000 total. After Richard Branson got the money, he divided it to all his employees for their hard working. On the other hand, the major reason of Richard Bransons business success is that he takes care of customers needs with innovations and consideration, such as placing a rubber ducky in each bathroom of Virgin-owned hotels in order to make guests feel ate home, putting Listening Posts in their record stores and allowing customers to listen to entire CDs before purchasing. (Richard Branson Virgin) In general, transformational leadership is considered more friendly and flexible way to organize a company, while transactional leadership is considered more tough and efficient. It is hard to say which one is better. All the good leaders all over the world (include the two above) have the characteristics of the both leadership styles., such as Steve Jobs charismatic characteristics and spiritual motivating speech skills (Transformational), and Richard Branson strict management ways on the lower level position in the organisation (Transactional). Transformational leadership does not replace transactional leadership but improves the effectiveness of transactional leadership from a different angle. (Bernard, Bass, Riggio, 2005) Incremental Changes VS Radical Changes Changes are inevitable in human lives as well as in business operations. Incremental change takes place over a long time period for development purposes, while radical change is more often triggered by a crisis or a business opportunity. There are several differences listed in the following table. Incremental Changes Radical Changes Reasons Business development Expansion Dealing with crisis Seizing a significant business opportunity Period Long period of time Short period of time Examples Improvement Such as TQM, new system implementation Revolutionary changes Such as restructuring, merger, take-over Approaches types May be small, slow, on-going May be onetime events, quick Respond and effect Hardly noticed by the management level Immediately adapt May cause resistance to changes Steve Jobs Incremental Changes Example1: Pixar In 1986, Steve Jobs bought The Graphics Group from Lucasfilm for $10 millions, changed the name to Pixar and started his career in animation manufacturing. With his visionary plans and technology support from his computer company NeXT, Pixar developed a software package called RenderMan (which has been widely accepted and used in filmmaking industry). RenderMan was implemented into the existing Pixar production line slowly. After ten years time, Pixar finally achieved an amazing success in the animation filming industry. It kept producing a series of animation films, beginning with Toy Story (1995), which led Pixars worth to over $1.5 billion. It took 10 years to implementing and perfecting the new software into production and transferring Steve Jobs leadership style into Pixars existing operation, and achieves a remarkable improvement at the end. This is an incremental change made by Steve Jobs. Example2: Digital hub strategy After Steve Jobs returning to Apple in 1997 as an interim CEO, he successfully brought Apple back to profitability with a amazing consumer desktop computer iMac. By facing negative predictions about proclaiming PCS would disappear within a couple of years, Steve Jobs continuously led Apple to keep on perfecting i products with the meaning of internet, individual, instruct, inform and inspire as the same way Apple always do. (Steve Jobs introductory 1998 iMac slide show) In 2001, Steve Jobs unveiled the Digital Hub Strategy to the public and in the next 10 years time he kept on launching a series of new products which extremely changed and led the trade of the whole world. (Kurian, 2012) There was an interesting event that Steve Jobs called himself as the iCEO of Apple instead of interim CEO humorously which entertained the public very much (Macworld San Francisco 2000). It was also a smart way to promoting i products while teasing with the board of Apple for rehiring him with the temporary executive position. This huge successful change took 10 years to be accomplished followed by Steve Jobs leadership piece by piece. It was a long period on-going process of implementing Jobs wisdom into Apple Company. Example3: Retirement from Apple Steve Jobs was diagnosed with pancreatic cancer in 2003, but he kept on denying any serious problem. That is why everyone was surprised when Apple announced that Steve Jobs would not go on stage for the Macworld keynote in 2009, and he took six months off at the same year. Jobs finally resigned as CEO of Apple in 2011 but remained as the Chairman of the companys board, and he passed away after 6 weeks. (Kurian, 2012) There may be some radical changes involved fro restructuring purpose, but in general, Steve Jobs took care of his retirement carefully to avoid negative impact slowly for 3 years time. For instance, he distributed his responsibilities to other executives step by step, and before his final resign, he strongly recommended Tim Cook in written, that letter was released to the public lately. The whole process was carefully planned and implemented in a long time. In my opinion, it can be an incremental change. Steve Jobs Radical Changes Example1: Macintosh VS Lisa In the early 80s, Apple was creating a business-oriented computer named Lisa under Steve Jobs supervising, but later after that, Steve Jobs thrown out of the Lisa project because of his bad temper. He was so angry and decided to take revenge by developing a small project called Macintosh in order to destroy the sales of Lisa. (Kurian, 2012) It was a radical strategy. Macintosh had user-friendly interface (point-and -click) which inspired other computer manufactories and changed the direction of computer industry since then, but it was not welcome to the market then. At that time, IBMs PC was more compatible with its cheaper price. Because this action was taken rapidly without well planning and careful market researching, Macintosh project failed. Example2: Staging a Coup There was another revenge taken by Steve Jobs after his removal from Lisa project, he tried to stage a coup. As we all know, he failed again. (Kurian, 2012) It was a restructuring plan, and he took actions rapidly. But without endorsement from Apple board of directors and support from other colleagues, he got fired from his own company. Example3: Reinventing Apple By 1996, Apple rehired Steve Jobs as an informal adviser to the CEO. At that time, Apple was keeping on losing money and Steve Jobs staged another coup. He successes this time and became an interim CEO in 1997.The first thing he had done after his promotion is cutting off the production lines and focused on four products. This effective decision brought the lost confidence back to the Apple community (Kurian, 2012). In the meantime, Jobs took other actions such as announcing a new slogan Think Different and launched an amazing project which brought Apples resurgence lately, the iMac. (Edwards, 2008) Those actions and decisions above are radical changes (restructuring and redesigning the production processes). They were new strategies to the company for solving a financial crisis in a short time period. Richard Branson Incremental Changes Example1: Virgin Atlantic There are some unique features Virgin Atlantic has while other airways may not have can be considered as incremental changes. Such as, serving a cup of ice cream while passengers watching movies during travelling in order to provide a better service. Virgin Atlantic does not provide meals for short distance flight in order to reduce ticket price. This kind of services is provided for improving quality of service. Example2: Virgin Group Because Richard Branson received a lot of support from his family and friends during hi early period of business stage (borrowed money from his auntie and supported by John Lennon), the whole Virgin Group services can be considered as a long term process for implementing Richard Bransons plan of giving back to the society and helping those people who has ambitious but doesnt have opportunities. Such as, Virgin Money provides a set of formalised documentations help people who need loans. Example3: Eco-friendly efforts In 2007, Richard Branson launched Virgin Earth Challenge dedicating in to environmental issues. He made several decisions that supervised the whole world, such as a $25 millions prize for inventors who comes up with a viable solution for scrubbing carbon gases from atmosphere. He also pledged to reinvest all profits from Virgin transportation business over the decade into developing ecologically benign fuels. This kind of actions may not affect other Virgin companies, but it will improve Virgin Groups reputation, it is also a long time period project. Richard Branson Radical Changes Example1: Virgin Records Shop At the beginning, Richard Branson started his records business as mail ordering company in London, and it went well. After a postal strike, the mail order business was crippled. Richard Branson was forced to seek new outlets and he opened his first retail store in Oxford Street in 1971. This was a strategy for dealing with a crisis situation, and operated immediately. It changed Virgin Records business process and structure. Example2: Selling Virgin Music Group Selling Virgin Music probably would be the hardest decision Richard Branson has made in his whole lifetime. This decision was made in order to get money to take Virgin Atlantic back into private ownership. (Vinnedge, 2009) This change was forced by a financial crisis and included restructuring process. Example3: Closing Virgin Money U.S. Richard Branson launched a loan servicing company called Virgin Money U.S. in America in 2007, and began its withdrawal after 2 years (Lepro, 2010). Its social loans were transferred to Graystone Solutions. This time, Richard Branson misjudged the market and had to make the decision in order to limit the damage. Other reasons of this collapse might be the bad economy and different culture in America. This change included restructuring and take-over in a short time. Change Management in Virgin Group Story In 2007, Virgin Group announced the completion of its biggest challenge which brought over 10 million customers and 13,000 employees merger of NTL, Telewest and Virgin Mobile under the Virgin Media brand. It is known as the largest Virgin Company in the world. This operation took more than two years to complete the merger, and Virgin Group handled it carefully, especially on employees resistance. Reasons of employees resistance to this change Fear Mostly, employees fear comes from uncertainty about their career: whether they are going to loss their job, will they fit the new way or follow the new process probably? No faith in new process Comfort personal preference Lack of knowledge Lack of trust Strategies for overcoming barriers to changes Involving employees during the managing changes Establishing clear processes and procedures Establishing Clear Strategies Effective Communication with Employees Efficient Leadership Application Kotters Change Model Conclusion

Low Employee Morale And High Employee Turnover Rates Commerce Essay

Hira Group comprises of two province of the art fabric units by the name of ‘Hira Textile Mills limited ‘ and ‘Hira Terry Mills Limited ‘ located adjacent to each other at 8km from Manga Raiwand Road, Lahore. Hira Textile produces cotton narration with the installation of an in house deceasing unit and Hira Terry manufactures towels.A The units, apart from bring forthing and exporting their several merchandises all across the universe, are besides a all right illustration of perpendicular integrating where at times the merchandise narration is obtained from Hira Textile and optimally weaved to do towels in Hira Terry. Hira Textile Mills has three offices, Corporate HQ in Lahore and one office in US and Canada, severally. ( Hira Textile Mills company web site )VisionA dynamic profitable and professionally managed successful concern organisation. ( Hira Textile Mills Annual Report, 2011 )MissionHira Textile Mills Ltd is committed to the highest criterions of uni ty, honestness, openness and professionalism in all of its activities whenever they are undertaken. We, the Management Team of HTML are endeavoring to better the quality of narration by continuously bettering its fabrication installations. We are committed to positioning the Company at the vertex of the industry by fulfilling our valued clients, file awaying superior returns for stockholders, by supplying congenial work environment where the employees feel portion of the organisation and be a good corporate citizen by carry throughing our societal duties. ( Hira Textile Mills Annual Report, 2011 )Future PlansAlthough the public presentation of the company is rather satisfactory during the twelvemonth but the future market state of affairs is altering to adversely due to diminish in the narration monetary values, and increase in rewards, markup rates and other input costs. The direction is taking the position of consolidation for the minute and taking advantage of new fabric policy 2 009 by moderately heightening its direct and indirect exports by bettering productiveness and quality. Aggressive selling scheme has been the major factor in HTM consistent profitableness over the last old ages. In the visible radiation of the Company ‘s overall objectives the Board of Directors on a regular basis review the Company ‘s scheme concern programs and put public presentation marks consequently. ( Hira Textile Mills Annual Report, 2011 )Businesss and MerchandisesHira Terry Mills is a province of the art Terry merchandises fabricating works apparatus in Lahore, Pakistan. The works was set up in late 2006-early 2007 with new machinery comprising of chiefly European machinery from Germany ( Dornier Air Jet Looms, Theis Dyeing, Schumale uninterrupted Double-Needle Side Hemming, Spain ( Anglada Continuous Finishing line ) , Switzerland ( Benninger Weaving readying ) and Japan ( Kindai Continuous Side Hemming, Barudan Cross Hemming and Infinity Continuous Slitting ) . The Plant is a vertically incorporate Terry maker, which has the production capableness of fabrication, all in house, yarns to towels. A The works has a big assortment of cottons in its spinning operations and is a certified manufacturer of Supima, Egyptian and Organic Cotton narrations. In add-on, it carries a assortment of other cottons such as Australian, Brazilian, California ( US ) and Turkish Cottons in medium basic and Pima and Egyptian in long staple fibres. This gives it a alone place in the market to serve better-best quality towels. The scope of merchandises extends to: Cotton Towels made from Supima, Pima, Giza and Pakistani cottons with possibility in Combed, Zero Twist, Soft Twist narrations. Merchandises range to Bathrobes, Bath towels, Hand towels and Face towels. Density in towel scopes from 400GSM to 1100GSM. Hira Textile Mills is equipped with the most modern machinery in whirling, duplicating and yarn dyeing. The whirling units comprises of 40,000 spindles. The merchandise scope varies from coarse counts to ticket counts runing from 4/1cd to 80/1cm, bring forthing Ringing Spun every bit good as Compact spun narrations, Slub and Lycra narrations. Draw frames with car levellers and conditioning machine from Xorella have besides been installed for farther betterments in the quality of narration in the of all time increasing international criterions of the universe market. Cotton Combed Carded Slub Pakistani 8/1-40/1 6/1-10/1 5.5/1-20/1 Egyptian 10/1-100/1 6/1-13/1–American 16/1- 40/1––Australian 16/1- 40/1––Organic ( Skal Certified ) 10/1-30/1––Pima ( Supima Certified ) 13/1-100/1 6/1-13/1–Beginning: Hira Textile Mills company web site ( hypertext transfer protocol: //www.hiramills.com.pk/ )Purpose of the StudyAt the start of this thesis study an explorative meeting was held with Hira Textile Mills ‘ ( HTM ) CEO, Mr. Nadeem Butt in order to research how the human resources section can be improved and whether there were any on-going HR related issues that the house was confronting. It was brought to attending that one of the most of import assets of the company was its employees and had it non been for them the company would non hold been successful in the past, particularly after the new Terry unit was installed. In order to guarantee its uninterrupted growing HTM wants to safeguard its most of import plus, its people. Mr. Nadeem Butt brought into visible radiation the issue of employee morale non being what it one time you used to be, one indicant he had was an increasing employee turnover rate. As the company grew and more people were inducted, it became harder and harder to keep the same degree of ardor, motive and trueness which was one time shared across all direction degrees, in the starting yearss of the company. Larger groups of companies like Nishat, Crescent, Sapphire, Nakhshbandi etc. have become more organized and commercial and hence attract good employees. But if HTM is to last among the giants, it is indispensable to develop and retain a pool of efficient human resources. With the senior direction approaching retirement, it has become of all time more of import to concentrate on retaining and beef uping its well trained in-between direction for sequence planning. I was asked to look into ( I ) Whether low employee morale even exists or is it merely the managers perceptual experience and ( two ) IF it does be, what is doing it and ( three ) how to cover with high employee turnover.Research QuestionTherefore my research inquiry is:â€Å" Is the employee morale depression, IF so, what are the grounds behind low employee morale and high employee turnover rates at Hira Textile Mills? †Research AimsWhat are the current fiscal and non-financial techniques being used by HTM. Determine the several importance assigned by employees to these fiscal and non-financial inducements. Determine how satisfied employees are with their several fiscal and non-financial wages. What is the current degree of employee motive and trueness. How attractive an employer HTM is in its employee ‘s eyes. Determine the consequence of fiscal inducements versus non-financial inducements on employee trueness and motive. Importance of fiscal inducements versus non-financial inducements at different organisational degrees ( lower direction, in-between direction and upper direction ) .Research MethodologyThis survey was conducted utilizing a matter-of-fact attack, that is, assorted methods were used. The start of this research survey was explorative research, in which the job was discovered, defined and agreed upon through informal meetings with the CEO and the HR section ; the descriptive portion of the survey consisted of garnering informations to fundamentally find what is presently go oning, the position quo that is ; and the explanatory portion of this survey was the illations derived based on the analysis of the gathered informations. A combination of qualitative and quantitative research was undertaken to roll up first-hand informations for this survey. Merely first manus informations will be collected for the intent of this research undertaking because no secondary informations beginnings exist as this is a house specific issue, but a thorough literature reappraisal was conducted to polish and enrich the research methodological analysis and to heighten the research worker ‘s apprehension of the research subject. For qualitative research the undermentioned technique was used: In-depth Interviews The chief ground for taking in-depth interviews was the consideration that since the participants belong to the same company, they will non portion their unfastened and honest positions with the group, had the focal point group treatment technique been used. Besides, in-depth interviews provide a opportunity to the research worker to examine deeper in to apparent on the surface issues in order to uncover the nucleus jobs. However, the most of import restriction of this technique is that the point of position received is of merely an person. It is best to utilize in-depth interviews to research the general job country or to travel profoundly into a job, e.g. specifying which variables to include in the quantitative phase of the survey and which 1s to exclude. The tool used to carry on quantitative research was: Survey Questionnaire This study questionnaire was administered via electronic mail. This was done because ( a ) This method was more convenient, ( B ) respondents were all educated plenty to understand inquiries in the written signifier and ( degree Celsius ) since merely a selected figure of employees were to be questioned, on the topographic point in the flesh questionnaire filling would hold made the respondents cautious and brought prejudice in their sentiments. Other grounds for taking questionnaires as the informations aggregation instrument are ( Khan, 2007 ) : The usage of questionnaire for aggregation of informations is comparatively inexpensive compared to other methods. Questionnaire can easy be coded and analyzed. They were more conformable to statistical analysis. They can be speedy to administrate, enabling feedback on many things to be gathered in a few proceedingss. They can be used anonymously, leting scholars the opportunity at least of giving negative feedback without the embarrassment of giving it publically. The opportunity of prejudice would be minimum because the respondent would liberate of any force per unit area of being observed through these tools. However, questionnaire technique of informations assemblage besides has some disadvantages ( Khan, 2007 ) : The Ticky Box syndrome: Peoples become conditioned to do instant responses to inquiries. Geting through the questionnaire rapidly becomes a virtuousness. Responses are made on a surface degree of believing instead than as a consequence of contemplation and critical thought. The Performing Dogs syndrome: Many people make fulling in questionnaires tend to delight the research worker. They can normally state which responses will delight the people giving them the questionnaire and the people whose work is involved in the issues covered by the questionnaire. If they like the people, they are likely to notice favourably on things. Lost Learning chances syndrome: Questionnaires are frequently used after the event instead than during it. This tends to minimise any existent acquisition results of the procedure of finishing questionnaires. The ‘wysiwyg ‘ syndrome: ‘What you see is what you get ‘ . Questionnaires produce feedback on the peculiar issues covered but frequently non on other of import issues. There is a inclination to plan questionnaires which will give positive feedback. Blue, Rosy and Purple, questionnaire: A major restriction of most questionnaires is that responses are colored by how people feel at the minute of make fulling them in. If the same questionnaire were used a few yearss subsequently, some responses may be wholly different. Yet the consequences are frequently statistically analyzed as though they reflected lasting reactions to inquiries and issues instead than fleeting, transeunt reactions. This survey was executed in three parts: Part I: Qualitative Research – In-depth interviews conducted with employees at assorted degrees of HTM and from different sections. Part II: Quantitative Research – Using the qualitative research findings a questionnaire was developed to prove these findings. Once the field work completed and informations was tabulated in excel format, ready for use and extraction, it was analyzed to reply the research inquiry and accomplish the stated research aims. Part III: Report Writing, Formatting and Referencing – This is the concluding phase of the research survey. In this phase all the tabulated informations, its research consequences and analysis are articulated into a standardised study format with proper citing to avoid plagiarism.Literature ReviewThe relevancy of this thesis subject can be derived from the get downing lines of Rihova ‘s article ( 2009 ) which argues that â€Å" The basis of a company ‘s success is aA chiseled and enforced corporate scheme which the whole company lives † In order for a company to successfully make its strategic ends, its employees need to â€Å" experience closely connected to the ( corporate ) scheme ‘s values and way and motivated to carry through the company ‘s designated ends † . Two of import things have been mentioned here by the writer, foremost, holding a well defined corporate scheme is polar to any company ‘s success and secondly, unless there is a strong connexion between the employees and these ends, employees are non likely to be motivated. In other words, the employer needs to do corporate ends as unambiguous ( this will assist in giving â€Å" way † ) and relevant for the employees as possible, so that a strong connexion can be made, hence, giving manner to motive for employees. However, this entirely does non incite motive but instead it is the necessary status which needs to be fulfilled for other motive techniques and tools to work efficaciously. Therefore, doing the thesis ‘ re search inquiry, ‘Which compensation technique reaps the highest degree of motive and trueness towards the organisation? ‘ a cardinal subject to be looked into. Ivana Rihova farther states that: â€Å" To find the outlooks, the company ‘s strategic ends are broken down in item to the degree of ordinary employees. Employees so seek motive to run into the designated ends in which the company is able to assist them by puting come-at-able conditions and steps. Hence, the public presentation of employees corresponds to how the work and wagess ( both fiscal and non-financial ) meet the employee ‘s demands. † â€Å" Conditionss and steps † here refer to the substructure, regulations & A ; ordinances and the criterion operating processs that define how work is done in a company and besides serve to enable the employees to transport out their occupations efficaciously. This is synonymous to the 7-S model ‘s â€Å" hardware and package † . The point that the writer intends to foreground here is that wagess should be based on employees demands ; otherwise it will non be able to actuate them. At this occasion the writer challenges the conventional belief that ‘the higher the fiscal wagess, the higher the motive of an employee ‘ by saying that many studies and experiments have been conducted over the old ages which yield a different consequence. Although fiscal wagess are a hygiene factor and make lend towards motive, it does non intend that they are the most optimum motive accelerator. Fiscal wagess can merely actuate employees up to a certain point, after which non-financial wagess are more utile in making motive. This decision is besides validated by economic sciences ; the labour curve of a individual employee is a downward ‘U ‘ form curve with figure of labour hours on the X-axis and the corresponding wage on the Y-axis. This downward ‘U ‘ form of the curve depicts that up to a certain point an employee is willing to work more hours for more wage, but beyond the extremum of the downward ‘U ‘ curve the employee really pre fers to work less hours for each increase in salary. It is particularly at this point that non-financial motive comes in ready to hand. Hence, there is a demand to plan a balanced compensation system which includes fiscal aswell as non-financial wagess. â€Å" Indeed, the HR map can be expected to put regulations, have knowledge and supply support, yet non-financial motive is the duty of direction, viz. senior direction and line direction. Management is truly incorrect to believe that except for direct assignment of undertakings to employees, which is ensured by the direction, the HR map can take attention of and be responsible for all other reactions of employees at work and associated with work. † The writer here talks about the wide-spread misconception among organisations today where directors assume that all types of wagess, may it be fiscal or non-financial, are the duty of the human resource section. In the writer ‘s sentiment it is merely the fiscal wagess which are the exclusive duty of the human resource section but the load of non-financial wagess should fall chiefly on direction ‘s shoulders more frequently than non.HR Trends of Employee Motivation around the WorldBy and large, in America the growing of Employee Stock Ownership Plans over the past 25 old ages have played a polar function in the compensation agreements of employees, associating employees pay construction with companies overall public presentation, including wide based stock options, addition sharing, net income sharing etc. Over the old ages, research has shown that on norm, employee ownership houses are in a place to either lucifer or to transcend the public presentation of similar houses ; nevertheless with considerable scattering of consequences. An illustration can be of United Airlines where employee ownership failed to present its promise in certain fortunes while the outstanding success of companies such as SAIC high spots that ownership helps to accomplish long term growing specially in extremely competitory industries. In order to cut down rule agent job, it is really of import to bind employee wage with the house public presentation and affect employees in decision-making procedure. In this manner non merely the employee ownership agreements will cut down any jobs accruing, but besides it would increase the public presentation of the company. One of the most common expostulations to employee ownership inducement programs is the free rider job. It arises due to the weak connexion between an person ‘s public presentation and fiscal wagess, as the work squad gets larger. As there seems no possible solution to the free rider job, many research workers agree with Weitzman and Kruse ; â€Å" something more may be needed-something kindred to developing a corporate civilization that emphasizes company spirit, promotes group cooperation, encourages societal enforcement mechanisms, and so forth † ( 1990: 100 ) . The cardinal improving factors through employee ownership plans are the inducements, engagement and work topographic point environment. The inducements given to employees must be sufficient to actuate them, engagement must be meaningful for employees to do critical determinations and environment provided should look closely at the free rider job. Consistent with this, researches that have compared workers attitude under employee ownership give a assorted image. Few of the research done have found out higher committedness, motive and satisfaction among employee-owners, while harmonizing to other researches, there no important difference before and after an employee buyout. Some research workers suggest that organisation designation and committedness are higher under employee ownership. However, consequences vary significantly from favourable to impersonal on occupation motive, satisfaction, employee absenteeism, turnover, grudges, hurts and tardiness. A successful organisation is the 1 that is able to get by with the altering demands of its employees and do them experience an of import portion of the organisation. It is the duty of the top direction to hold strong trust relationship with the lower degree employees so that the employee plants at their maximal capablenesss. Organizations expect the workers to follow the regulations and ordinances of the house and work consequently. They need to maintain in head the criterions set for them ; the employee expects regard, good wage construction, safe working environment, just intervention and unafraid calling along with engagement in determination devising procedure. The outlooks of the employees and organisational caputs vary from one house to another. For the houses to turn to such outlooks, it is really of import to hold a thorough apprehension of employee motive.Understanding MotivationHarmonizing to a research done at Piketin Ressearch and Extension Center and Enterprise Center, t here are certain factors impacting the motive degree of any employee. These factors include interesting work, good wage construction, grasp of work done, occupation security, nice working conditions, publicities and growing chances, tactful subject, being an of import portion of the organisation, personal truenesss to workers, and sympathetic aid with personal jobs. The article farther relates these factors with Maslow ‘s need-hierarchy. The top most graded incentive is interesting work, which is besides a ego -actualizing factor. Second incentive is a good wage construction that is a physiological factor. Third is the grasp factor that can besides been seen as self-esteem. Fourth incentive is the occupation security that is the safety factor. Therefore harmonizing to Maslow, out of all, the most of import factors that must be satisfied first are interesting work, physiological, safety, societal and esteem factors. Harmonizing to another survey conducted by Kovach ( 1987 ) , the order of motivational factors for the industrial employees was interesting work, grasp of the work done and experiencing an of import portion of the organisation. On the other manus, another survey conducted by Harpaz ( 1990 ) ranked the motivational factors as interesting work on figure one, nice wage construction as figure two and occupation security as the 3rd of import factor to actuate the employees of the administration. Pay construction was non ranked as an of import motivational factor by Kovach, nevertheless, it was ranked 2nd by Harpaz. Similarly grasp of work done was non ranked as an of import motivational factor by Harpaz, nevertheless, it was tanked 2nd by Kovach. This proves that the motive of employees differ amongst assorted types of work done in legion organisations. However, interesting work is considered as the most of import factor for employee motive in about any sort of work topographic point. Harmonizing to Butkus and Green ( 1999 ) , motive is derived from the word ‘motivate, ‘ which means to carry for fulfilling a demand. Harmonizing to Baron ; â€Å" Motivation is a set of procedure concerned with a child of force that energizes behaviour and directs it towards accomplishing some specific ends. † Many authors have suggested motive as the end directed behavior. Harmonizing to Kreitner and Kinicki ( 2001 ) , â€Å" Those psychological procedures that cause the stimulation, continuity of voluntary actions that are end directed † . In other words, a motivated person has the consciousness of accomplishing a specific end in some specific manner and so he puts his attempt in order to accomplish such end. Therefore, the function of the directors is to steer the lower degree employees about organisational dockets of how to accomplish its aims. It is really of import to distinguish between motion and motive. Motion does the work for compensation and wage whereas motive is the entire engagement of an person in the work given out to him. Motion can do an employee compel to make the work whereas motive is self realized jubilant of transporting out different undertaking. The research worker emphasized on motive and non motion as motive is the requirement for success because the individual is happy and satisfied with the work irrespective of the compensation. He carries out the undertaking voluntarily without any greed. Motivation is the ground for the achievement of single in any facet of work. Once the directors understand and agree that employees are of course motivated, they need to supply a nice environment for the employees to heighten their motive.Importance of MotivationPeoples motivate themselves to fulfill their ain personal ends, and hence they invest and give their best in accomplishing the organisational aims in ord er to run into with their personal ends besides. It would intend that organisational ends are linked to personal ends every bit good. The director ‘s occupation is to acquire work done from the employees under him but it is merely possible if the workers are self motivated instead than directed. The director ‘s engagement is non that of import in the motive of employees, in fact the workers should actuate themselves to work hard. Irrespective of being skilled, unskilled or professional work force, the major job organisations face is the deficiency of motive by the employees. It is besides one of the major issues faced by commercial Bankss. In this competitory universe, it is a challenge for the disposal to maintain the employees motivated so that they offer efficient services to the clients. The employee ‘s enthusiastic, energetic behaviour and their motive towards their undertaking play a polar function in successes of any organisation. One of the maps of human resource director is to guarantee employee ‘s workplace motive. They should help the director in maintaining the workers satisfied with their occupations. The service director should be able to develop motivated workers and promote their work morale. If the employees are unsated and unhappy about their workplace, their public presentation is normally hapless.Degrees of Employee MotivationBy and large, there are three degrees of employee ‘s motives. Direction of an employees ‘ behaviour ; it is the behaviour that a individual choose to execute. Degree of attempt ; it relates to how much attempt can be put by the individual to act in a certain manner Degree of continuity ; it related to individual ‘s willingness to act despite obstructions faced. Every employee has a different background in footings of instruction, experiences and household category, nevertheless the primary involvement of all is to fulfill their personal demand and desires. They want to fulfill their basic necessities of life, linked to survival and security along with a desire to bring forth positive feelings about oneself and to be self fulfilled. Most employees want just company policies in affairs impacting them ; favourable occupation position direction they can be trusted good working relationships with senior directors and colleagues ; nice wages and good working environment ; equal occupation security The article measures the consequence of Human Resource Strategies on occupation satisfaction, specifically in Pakistan. It is mentioned in the article wage, publicity and preparation has positive consequence on occupation satisfaction, nevertheless in instance of Pakistan, the employees give more importance to pay and publicity instead than developing. Significant differences were found between work forces and adult females occupation satisfaction degree. The service based industry is traveling through legion alterations for the last twosome of old ages. Due to these alterations, the minutess are increasing along with the scope of services provided. As a consequence, different sectors such as educational institutes, telecommunication houses, Bankss are sing high turnover.Motivational TheoriesHarmonizing to Maslow hierarchy of demands, people are motivated by unsated demands. The lower degree demands need to be fulfilled before traveling on to higher degree demands. In general, there are six types of demands ; physiological, survival, safety, love, respect and self-actualization. Peoples can move unselfishly merely if the first five demands are fulfilled. Maslow called theses demands as lack demands. Equally long as people are motivated to fulfill their desire for demands, they will be traveling higher towards self-actualization. Satisfying our demands is a healthy behaviour whereas forestalling satisfaction makes us act diabolic. Harmonizing to different researches, people have jobs in cognizing that precisely they want from a occupation. This is the ground why the supervisors ignore what the employee wants from the occupation, and in fact enforce on employee what they themselves want from the occupation. As the individual grows through any organisation, his employer provides chances for him to travel higher up the Maslow ‘s pyramid. Frederick ( 1959 ) modified Maslow ‘s demand Hierarchy theory and came up with the two factor theory ; Hygiene Theory. Harmonizing to Frederick, there are some satisfiers and dissatisfies for employee in any workplace. These are the intrinsic and extrinsic factors. Intrinsic factors are associated with occupation satisfaction whereas extrinsic factors are related to occupation dissatisfaction. Frederick wanted to cognize what do people want from their occupations. He asked people to depict state of affairss where they felt exceptionally good or bad. From the consequences he concluded that the antonym of satisfaction is non dissatisfaction. This means that taking the dissatisfying features from any occupation experience does n't do the occupation fulfilling. Existent of certain factor in a house is natural and presence of the same does n't take to motive. However, their non being possibly leads to de-motivation. Similarly there are few factors, the absence of which does n't do d issatisfaction, but their being has a motivational impact on the employees of the organisation. Harmonizing to Skinner ( 1953 ) , employees can be motivated by decently planing the environment. Alternatively of taking into consideration the internal factors like feelings, attitudes, feelings etc, and people are directed by what happens in their external environment. This is besides known as the support theory. The work topographic point environment should be suited and nice plenty to actuate the employees of the organisation. Victor Vroom ( 1964 ) presented anticipation theory which is widely accepted. The theory says that an employee can be motivated plenty to execute better when they believe that the better public presentation gets them a good public presentation assessment and that in bend leads to realisation of personal end in form of some wages. Therefore an employee is:Motivation = Valence x ExpectancyThe focal point of this theory is on three cardinal variables: Attempts and public presentation relationship ; Performance and wages relationship ; Wagess and personal end relationship. The Adams ‘ Equity ( 1965 ) Theory theoretical account incorporates non merely single ego but besides the influence and comparing of other people ‘s state of affairss in organizing a comparative position and consciousness of equity. When employees feel that they are treated reasonably, they are more likely to be motivated. When employees are treated below the belt, they are extremely prone to demotivation. The manner people measure this sense of equity is the bosom of Equity Theory. Therefore, equity is non dependent upon by how much the wagess exceed the attempt, it is dependent wholly on the equity of the game. It is the comparing that one makes between his wages and investing ratio with the ratio enjoyed or suffered by other employees. Harmonizing to the article, the eight top most motivational factors include safe work topographic point, just salary, publicity and growing chances in the organisation, disputing work, nice working status, sympathetic aid by people, grasp of work done and personal trueness to workers. Comparing these motivational factors to Maslow need hierarchy it can be seen that the top most motivational factor, safe work topographic point, is one of the safety needs whereas just wage is related to physiological factors. Traveling on publicity and growing chances are esteem factors and disputing work is associated with self-actualization. If we compare Vrooms anticipation theoretical account with highest ranked incentive life in a safe country, it is believed that the degree of attempt a individual puts in alterations with the value they attach to the results they get from the procedure and their thought of the strength of the relation between attempt and result. Therefore, this theory is non wholly about opportunism in wagess but the links people make between expected results and the input they feel they can give towards those results. While comparing the 3rd highest motivational factor, publicity and growing chances, to Adam ‘s equity theory, it is clear that directors want to actuate employees by supplying growing chances in equity bases. Bing unfair leads to dissatisfied employees and the public presentation will diminish.Increasing Motivation via RewardsFinancial and Non Financial RewardsIvana Rihova tackles the issue of how a good managed and effectual fiscal wagess bundle should be designed which will be just and reflective of employee public presentation and competency. The underlying thought which the writer tries to advance is associating public presentation to fiscal wagess. So foremost the writer shows how the entire income of an employee should be broken down ; entire income should consist of a ‘base wage ‘ , or minimal fixed wage that the employee receives at the terminal of each month irrespective of how he/she performs ; so comes the ‘variable wage ‘ or ‘bonus â₠¬Ëœ , this is the portion of the wage which is dependent on how good the employee is able to accomplish the set ends and marks ; and in conclusion, 'employee benefits ‘ . The degree of ‘basic wage ‘ depends on ‘external fight ‘ , that is, the traveling market pay rate which other similar companies are offering and on ‘internal equity ‘ which is the degree of rewards the company can afford to offer to its employees. However, a proviso should be kept within the basic salary graduated table for employees with a higher competence degree which will interpret into higher productiveness. Such employees ‘ wages lie at the higher terminal of the basic salary spectrum. Whereas, the influencing factors for the sum of ‘variable wage ‘ or ‘bonus ‘ are non merely the employee ‘s single public presentation, but besides the team/department and overall corporate public presentation of the company. And in conclusion, the em ployee benefits can be seen as a ‘competitive advantage ‘ for the company over its rivals. Susan M. Heathfield gives an penetration into how different companies should steer fiscal wagess in different times: â€Å" A growth, entrepreneurial company, with variable gross revenues and income, may be better off commanding the degrees of base wages. When times are good, the company can bind bonus dollars to ends achieved. In thin times, when money is limited, the company is non obligated to high base wages. A longer-term company, with reasonably stable gross revenues and net incomes, may set more money in base wage. † ( Heathfield ) So far the writer has concentrated on the design of a fiscal wages bundle ; following comes execution or expense of that bundle. Here the writer introduces two really of import constructs ; the ‘knock-out standards ‘ and ‘reward cap ‘ : â€Å" Wagess can frequently be paid merely when aA certain value in carry throughing ends is reached, i.e. , when knock out standards are met†¦ Once the company achieves its chief, normally fiscal ends, merely so can the wagess of single employees be considered. Under measure 2, the knock-out standards are applied to the single public presentation of employees. Under an interim measure, the knock out standards can be established for the public presentation of single organisational sections or squads.Once the fulfilment of ends ranges aA certain degree, the higher value of end fulfilment is no longer translated into aA higher wages, i.e. aA reward cap. The reward cap should protect the company against inordinate fulfilment of ends which might non be covered by aA proportionately higher sum of fiscal financess, for illustration, in the instance of qualitative ends. † The nucleus thought behind these constructs is protecting the house while keeping the unity of the nexus between wagess and public presentation. The knock-out standards pushes the employees to make more than merely the bare lower limit to have a fillip and the wages cap protects the house against ill set ends which may ensue into inordinate wagess. Employees exceling their ends by 10s of per centum are an indicant that the ends have non been set suitably. The writer so turns her attending towards the non-financial wagess. Ivana states that â€Å" non-financial motive is defined by corporate civilization and corporate values † . An analysis of merely this statement reveals how diverse and intangible non-financial wagess can be, therefore doing it really hard, if non impossible, for rivals to retroflex them. Harmonizing to Ivana, the first measure towards making a favourable environment for non-financial motive is, â€Å" aˆÂ ¦direct and unfastened communicating and atmosphere across the company and continues with supplying constructive provender back to employees and following aA personalized attack where possible. Non-financial motive includes basic company values such as ethical attack, trueness, empathy, bravery, leading and squad spiritaˆÂ ¦Other non-financial motive drivers of employees which the company and direction can utilize include: power – decision-making chances – duty ; self-fulfillment chances ; strong and clear vision of the company ; relationships in the group ; certainty ; acknowledgment – congratulations ; feed-back ; and esteem – relationship to authorization † Basically, non-financial motive has much to make with how an employee feels at the occupation and how he/she is treated by higher-ups and colleagues. All the non-financial motive drivers mentioned by the writer are qualitative in nature and based on the employee ‘s perceptual experience. Therefore, an inclusive and active attack by senior direction and line directors is polar in acknowledging as to which of these drivers apply to which employees. This is the individualized attack that directors must hold in order to efficaciously actuate employees in today ‘s epoch. In writer ‘s sentiment, the new coevals of employees come ining the market, the generation-Y, is acute on larning and self development. This means that on the occupation mentorship plans can be an effectual non-financial motive driver for new employees. The writer recommends that companies should implement an â€Å" incorporate public presentation direction system † . This system will profit the human resource direction via regular â€Å" employee rating and monitoring † , associating employee compensation with â€Å" employee competences † in short-term and long-term and hence enable the direction to place â€Å" above-average endowment and developing the endowment direction plan † .Net income Sharing and Employee MotivationBarf Kuvaas ( 2003 ) references in his article that there is a lifting involvement of employee ownership and net income sharing among practicians and research workers. In industrialised states and some emerging economic systems have shown really high degree of involvement in the connexion between fiscal portion, employee attitudes and steadfast public presentation. Financial wages systems have received much unfavorable judgment in the past but this new tendency of affecting the employ ees in the net income of the company and passing them a portion of the net income in signifier of fillips has its advantages. First, this sort of a program includes no excess control of employee ‘s work behaviour. If a net income is gained by the company it would be shared by the employees at the terminal of the twelvemonth. This reduces the opportunities of demotivating an employee due to his sensed degree of competency of himself therefore sabotaging their intrinsic motive ( Deci, Ryan, & A ; Koestner, 1999 ; Kohn, 1993a ) . Second, since this system links the organisational accomplishments to single accomplishments, it ensures that the bureau job is kept at a minimum degree. Employees do non seek to derive single ends as the wages is on how good the organisation does as a whole. This encourages cooperation instead than internal competition ( Kendrick, 1987 ; Kohn, 1993b ) .Thirdly, this sort of an agreement heightens employee committedness to the organisation and ensures th at the long term ends of the company are good in sync with the ends of the employees. The system gives a sense of ownership, partnership and psychological fond regard to the proprietors of the organisation and the workers. Not does it merely have a positive impact on the morale of the squads within the organisation ; it besides enhances organisational public presentation ( Pendleton et al. , 1998 )Wage and Employee MotivationAssociating employee motive to the payment of the employees, Sara L. Rynes ( 2004 ) states that human resource professional normally give a really high grade of importance to the nexus between the wage construction of an employee and his motive to execute on occupation, this belief is far from true as wage is a general incentive of an employee and non the chief ground behind his/ her motive. The paper identifies the state of affairss in which wage is more or less of import for an employee and besides grounds why directors might pay less importance to it. The tab ular array below contains findings of some major surveies that have been conducted to find the importance of wage to employees compared to other possible incentives. The first column shows the consequences of people being asked to rank the importance of wage compared to other incentives, the right manus side shows consequences of existent surveies in ongoing organisations that examine the work end product ensuing in the debut of different incentives like work redesign, increases in employee engagement, alteration in wage constructions etc. first column concludes that when people are asked straight to rank wage as a incentive, they tend to put it at a 5th degree ( range second to eighth ) in lists of possible incentives. In comparing, the existent behaviours in response to the incentives, about ever show wage as the most influential incentive of all.Specifying Job SatisfactionJob satisfaction is a term used widely and normally, yet there is n't any general understanding as to what it truly entails. Satisfaction covers a batch of different aspects and can intend different to different people. Different writers have used different attacks to specify occupation satisfaction, many of which will be covered in this literature reappraisal. Hoppock ( 1935 ) explains occupation satisfaction as â€Å" Any combination of psychological, physiological and environmental fortunes that cause a individual truthfully to state I am satisfied with my occupation † This definition adheres to the fact that although occupation satisfaction has alot of external factors impacting it, it is still an internal matter that defines the feelings of the employee. This means occupation satisfaction is a consequence of a figure of factors that create satisfaction. Vroom ‘s ( 1964 ) definition of occupation satisfaction involves the function an employee dramas in his workplace. He defines occupation satisfaction as an â€Å" Affectional orientations on the portion of persons toward work functions which they are soon busying † Harmonizing to Spector ( 1997 ) , occupation satisfaction has to make with how people feel about their occupation and its other facets. The degree to which they like or dislike the occupation that creates occupation satisfaction or dissatisfaction in a work state of affairs. Positivity and negativeness of an employee towards his work, are both are a portion of occupation satisfaction. When an employee joins an organisation, he comes with preconceived impressions about the sort of occupation he is acquiring into. He harbours certain demands and outlooks about his work and his satisfaction depends on the extent to which his outlooks are met, whether or non the existent awards match the 1s in his belief. An person ‘s workplace behavior is really closely linked to his satisfaction towards his occupation ( Davis et al.,1985 ) . Harmonizing to kaliski ( 2007 ) an employee ‘s sense of accomplishment and his success on his occupation is a portion of occupation satisfaction. This is thought to be straight linked to productiveness and personal well being. It besides implies making the occupation one enjoys and is suitably rewarded for. Job satisfaction is non merely the key to acknowledgment, publicity, and income and feeling of fulfillment, it is besides enthusiasm and felicity with one ‘s work. Statt ( 2004 ) defines occupation satisfaction as the degree of contentment of an employee with the wagess he gets for his work particularly in footings of intrinsic motive. Armstrong ( 2006 ) relates the positive and favourable attitudes towards the occupation as occupation satisfaction and the negative and unfavourable feelings to occupation dissatisfaction. Goerge et Al ( 2008 ) depict occupation satisfaction as ; â€Å" Job satisfaction is the aggregation of feeling and beliefs that people have about their current occupation. People ‘s degrees of grades of occupation satisfaction can run from utmost satisfaction to extreme dissatisfaction. In add-on to holding attitudes about their occupations as a whole, people besides can hold attitudes about assorted facets of their occupations such as the sort of work they do, their colleagues, supervisors or subsidiaries and their wage † Whereas Mullins ( 2005 ) is of the position that ; â€Å" Job satisfaction is a complex and multifaceted construct which can intend different things to different people. Job satisfaction is normally linked with motive, but the nature of this relationship is non clear. Satisfaction is non the same as motive. Job satisfaction is more of an attitude, an internal province. It could, for illustration, be associated with a personal feeling of accomplishment, either quantitative or qualitative † The efficiency and effectivity of a concern organisation is frequently related to occupation satisfaction of its employees. The new managerial paradigm believes that employees should be treated as human existences that they are and their single demands, outlooks, personal desires be kept under consideration as these guarantee occupation satisfaction. The logic behind analysing occupation satisfaction is that a satisfied employee is a happy employee and a happy employee is a successful/efficient/effective employee. The importance of occupation satisfaction is heightened when the drawbacks of an unsated employee are seen, that is disloyalty, high absenteeism and higher figure of accidents etc. Spector ( 1997 ) provinces three cardinal characteristics of occupation satisfaction as Human values should be kept as the guidelines for organisational policies. Organizations following this are more likely to handle their employees with regard and equity. Appraisal of the employee occupation satisfaction in such instances is a good manner of cognizing employee effectivity. High occupation satisfaction means the employees have a good emotional and mental province. The operation and activities of an organisation are mostly affected by the behavior of its workers and their degree of satisfaction. This implies that a positive behavior consequences from satisfaction whereas the negative behavior of employees is a consequence of their dissatisfaction. Job satisfaction can be an index of organisational activities. Job satisfaction ratings present fluctuations in satisfaction degrees of different units within a company. This, in bend, serves as an indicant as to which organisational unit alteration can hike public presentation. The undermentioned figure given by Christen, Iyer and Soberman ( 2006 ) provides a theoretical account of occupation satisfaction and its elements: Job related factors Role perceptual experiences Job public presentation Firm public presentation Figure 1 – Christen, Iyer and Soberman â€Å" Model of Job Satisfaction † ( 2006 ) Figure 2 shows Lawler and Porter ‘s ( 1967 ) theoretical account of occupation satisfaction which unlike Christen ‘s theoretical account puts high accent on wagess impacting occupation satisfaction. This theoretical account represents intrinsic and extrinsic wagess as indirect factors impacting occupation satisfaction and the perceptual experience of the sort of wage the employee deserves as the chief factor. Figure 2- Lawler and Porter ‘s â€Å" Model of Job Satisfaction † ( 1967 ) Locke and Latham ( 1990 ) supply a wholly different thought of occupation satisfaction in their theory. Their theory is that undertakings set at higher degree or in other words, the undertakings that are non easy come-at-able and supply a challenge to the employees and put high outlooks for success create high satisfaction degrees. Figure 3 shows their theoretical account of occupation satisfaction Figure 3 – Locke and Latham ‘Model of Job Satisfaction ‘ ( 1990 )Industry AnalysisThe importance of the fabrics sector for Pakistan ‘s economic system can be exhibited by merely reexamining a few facts: The fabric sector of Pakistan employs about 40 % of the entire labour force ( Beginning: Pakistan Board of Investment ) . For the twelvemonth 2011, fabric sector ‘s part towards Pakistan ‘s GDP was 8.5 % . ( Beginning: APTMA Chairman Review Report 2011 ) The portion of fabric exports out of entire Pakistan ‘s export is about 52.8 % presently. ( Beginning: State Bank of Pakistan, Economic Data ) These figures are more than plenty to set up what an of import sector fabric is for Pakistan ‘s economic system. Now let us reexamine what is presently go oning in this sector. Below is the break-up of the current figure of textile units in the state, courtesy Ministry of Textile Industry:Large SectorNO OF UNITSSizeSpining Unit of measurements458 a ) 10.906 M. Spindles B ) 202356 RotorsComposite Unit of measurements50 10416 LoomsIndependent Weaving Unit of measurements150 27500 Shuttle less LoomsCompleting Unit of measurements115—Garments Unit of measurements800—Small and Medium SectorNO OF UNITSSizeIndependent Weaving Unit of measurements425 50,000 LoomsPower Looms245442 Looms 295442 Looms ( Conventional )Completing635Terry Towels800 10000 Looms 700 bird lessCanvas2000 Looms 300000 ( Industrial )Garments5000 450000 ( Domestic ) ( Sewing Machine )Knitwear1200 18000 However, Pakistan ‘s fabric sector has been, and for the most portion still is, traveling through a period of convulsion. â€Å" The fabric ministry has acknowledged closing of 90 large units in 2008 entirely. Each company employed a lower limit of 1,000 workers. â€Å" Hundreds of 1000s have lost occupations, † Federal Adviser on Textile Dr Mirza Ikhtiar Baig, told The News. † â€Å" Baig said that the higher mark-up rates, energy crises, jurisprudence and order state of affairs and the planetary recession were the major grounds behind occupation cuts from fabric sector. A company can non prolong itself if the production units are unopen 15 yearss a month due to power outage, he said. The import of readymade garments from China has besides affected the local maker. â€Å" It started from places, pencils and ballpen pens and now go oning with the garments, † Baig said. The record of Pakistan Hosiery Manufacturers Association ( PHMA ) shows closing of 245 companies from the hose and knitwear sub-sector entirely in last five old ages. Of which 99 units were closed in 2008 entirely. These units employed 100 to more than a few thousand workers each. † [ Beginning: The World Trade Review, 2009 ] All in all around 350 units were closed with many more merely hardly lasting. The major jobs being faced by Pakistan ‘s fabric sector are: Energy Crisis – deficit of gas and electricity may hold reduced for families, but industry still suffers from an acute shortage of supply. Law, Order & A ; Terrorism – fabrics sector has suffered greatly because of abysmal jurisprudence and order state of affairs in the state. Rampant and frequent terrorist onslaughts in the yesteryear have left foreign purchasers scared of even come ining Pakistan, allow alone visit mills in distant industrial countries. Poor Country Image Perception – due to terrorism studies on and in Pakistan, foreign purchasers and consumers have developed a negative image of Pakistan in heads, hence doing its merchandises seem inferior in quality. Market Access – with Bangladesh having the GSP+ position from EU in 2010, Pakistan ‘s entree to market is farther reduced. A GSP+ position means that Bangladesh ‘s merchandises would confront a lower duty rate in EU, doing them cheaper for the purchasers. Increased Competition – While Pakistan ‘s fabric sector is stuck contending at several foreparts, India, Bangladesh, China and even Sri Lanka ‘s markets are eating up our market portion and hammering new bonds with foreign purchasers. High Interest Rate Regime – Harmonizing to APTMA Chairman Mr. Gohar Ejaz â€Å" Regional rivals, from 2005 onwards induced investing to develop ample capacity and as a consequence the fabric exports of our chief rival increased from $ 12 billion to $ 30 billion. The instrument used was the Technology Up-gradation Fund Scheme ( TUFS ) that provided for a remittal of involvement rate up to 50 % for investing. Similar strategies visualised here did non happen because of the characteristic spread between policy and execution. † [ Beginning: APTMA Chairman Review Report 2011 ] As a consequence, smaller companies who have limited economic systems of graduated table are confronting the brunt of competition in Pakistan. Larger companies who can afford to do immense substructure investings are accommodating to these jobs by constructing their ain independent beginning of power supply, while some other have even started to contemplate switching their units to Bangladesh or Turkey in order to bask the same benefits as their planetary rivals are basking.

Fjkhgk - 1491 Words

Name: __________________________ Date: _____________ 1.|Congressmen who favored vigorous Reconstruction measures held that| A)|although particular southerners had erred, the Union itself had endured through the Civil War.| B)|the Reconstruction process outlined in the Constitution should be closely followed.| C)|the president had sole responsibility for Reconstruction.| D)|the Confederate states, by seceding and making war against the United States, lost their status as states and should now be treated as conquered territories.| 2.|The First Reconstruction Act| A)|recognized the legitimacy of existing southern state governments.| B)|extended federal support for the education of freedmen in the South.| C)|guaranteed†¦show more content†¦egion.| D)|advocated the confiscation and redistribution of land.| 11.|After the Civil War, most African American farmers eventually worked| A)|as sharecroppers.| B)|as domestic servants under a system of assigned tasks.| C)|as field hands under a contract for wages.| D)|on land they rented.| 12.|Which of the following is true of northerners who settled in the South immediately after the Civil War?| A)|They constituted the largest group holding political office in the South during Reconstruction.| B)|For the most part they were greedy, scheming politicians who came to loot the South in its most desperate hour.| C)|Most came because they were seeking business opportunities or a warmer climate.| D)|Knowing that industrialization of the South was impractical, they were primarily interested in bringing mechanized agribusiness to the region.| 13.|In decisions after the Civil War, the Supreme Court| A)|upheld the efforts of the Radicals to punish the South.| B)|led the drive to guarantee full equality for the former slaves.| C)|repeatedly overruled actions taken by Union generals during the military occupation of the South.| D)|participated in the northern retreat from the Reconstruction commitment to equality for the freedmen.| 14.|The section of the Fourteenth Amendment that had the greatest legal significance in subsequent years was the section that| A)|guaranteed the war debt of the United States.| B)|conferred citizenship on freedmen and

Narrative of the Life of Olaudah Equiano Essay - 1497 Words

Assignment # 1Ââ€" Narrative of the Life of Olaudah Equiano History shows that both Africans and African Americans alike faced unique problems prior to and during the 1800s, particularly prior to 1865. One such problem is the issue of Diaspora and how culture and slavery has affected the choice of religion. It is the purpose of this paper to expose comparatively the extent to which individuals have been influenced by these issues. One such individual is Olaudah Equiano. By following and analyzing some of the key moments of faith in his life, this paper seeks to expose the extent to which the series of controversial dialectical incidents that happen throughout his early life, i.e., his cultural African religious traditions†¦show more content†¦Moreover, despite the universality of belief in a Supreme Being in Africa, formal, church-like worship of God was not widely practiced. This was the world of Olaudah Equiano; but unbeknownst to him, he would soon embark on a passa ge that would dramatically change life as he knew it. Equiano narrates his life from boyhood onwards; he was born in a gold-coast African village, sold into slavery to another village, moved to yet another village as a slave, and finally captured and sold to European slave-owners. He was then renamed by one of his slave masters. After reading the vivid description of his way of life, customs, and religion of his village in his narrative, it is clear that before the influence of Europeans and Christian missionaries, it appears the Ibo religion was a complex synthesis of magic, and nature. Ibo practiced some form of ancestor worship, which held that in order to gain success in this world; one must appease the spirits of the deceased. According to the memoirs from Equiano, the natives believe that there is one Creator of all things, who lives in the sun, is girded round with a belt, and that he may never eat or drink; and according to some, he smokes a pipe and governs the events in their lives, especially deaths or captivity. In addition, they also believe in the transmigration of souls (to a certain degree), circumcision, offerings (including burnt) and feast, and washings andShow MoreRelatedA Narrative Of The Life Of Olaudah Equiano1246 Words   |  5 PagesCaptivity narratives were popular with readers in both America and the European continent during the era of North and South American discovery and colonization. They related the experiences of whites being enslaved by Native Americans and of Africans being enslaved by whites. Two captivity narratives that were widely read during the time are A Narrative of the Capture and Restoration of Mrs. Mary Rowlandson by Mary Rowlandson and The Interesting Narrative of the Life of Olaudah Equiano by Olaudah EquianoRead MoreEquiano s Narrative Of The Life Of Olaudah Equiano1367 Words   |  6 PagesOlaudah Equiano, the author of The Interesting Narrative of the Life of Olaudah Equiano was captured in Africa an d sold into slavery. Later in life, he purchased his freedom and wrote his autobiography in 1789. Equiano experienced hardships beyond imaging in his years as a slave and oftentimes witnessed extensive cruelty by whites towards Africans. Equiano s experience of the Atlantic slave trade and middle passage as we understand it today was typical of a regular captive. The Atlantic slave tradeRead MoreOlaudah Equiano s Narrative Of The Life Of Olaudah Essay1458 Words   |  6 Pages Olaudah Equiano, also known as Gustavus Vassa, traveled much of the world encountering a variety of people from different cultures and backgrounds. In Equiano’s The Interesting Narrative of the Life of Olaudah Equiano, the author witnesses how slavery was imbedded in the economic and social values of his day and age, through the experiences of others as well as himself. Having numerous relationships with people of differing religions, socioeconomic statuses, and principles, he developed a uniqueRead Mo reEquiano : The Interesting Narrative Of The Life Of Olaudah Equiano987 Words   |  4 Pagesunimaginable in our society. Olaudah Equiano was former enslaved African who wrote an autobiography The Interesting Narrative of the Life of Olaudah Equiano, which he fully goes into great detail about his encounter with slavery. Equiano was born in 1745 in the province of Igbo which is town in the country of Nigeria. Equiano describes his father who was an Embrenche, which is a chief or a respect leader in the community who helped decide conflicts and punished crimes. For instance Equiano recalls that adulteryRead MoreEquiano s Narrative Of The Life Of Olaudah Equiano Essay1579 Words   |  7 PagesThroughout the book The Interesting Narrative of the Life of Olaudah Equiano, Equiano tries to say that he is just an ordinary person, but this cannot be the case. He survives several ship wrecks, learns to read and write, and is able to buy his freedom. This is far from ordinary and borderline s with extraordinary. As he describes his adventures he starts by telling you a depressing story of how his sister got separated from him. This sets up the reader to know that there is plenty more tragedy toRead MoreThe Interesting Narrative of the Life of Olaudah Equiano1521 Words   |  7 PagesThe novel The Interesting Narrative of the Life of Olaudah Equiano exists as an extremely important work in the abolitionist movement in England. As an 18th century narrative written by a former black slave the novel provides a glimpse into the lives of the African slaves involved in the slave trade as well as the slave traders themselves. Even with the controversy over the authenticity of Equiano’s claims on his origin in Africa and his subsequent voyage through the Middle Passage, this novel servesRead MoreOlaudah Equiano s Narrative Of The Life Of Olaudah1993 Words   |  8 PagesInteresting Narrative of the Life of Olaudah Equiano is a classical and well known slave Narrative. Olaudah Equiano who also goes by the name of Gustavus Vassa his given name was born in 1745 in a part of Africa that is now known as Nigeria. . Olaudah Equino’s narrative tells the story of his travels as a slave and then as a freeman through the Artic, North and Central America, the West Indies, Europe and Great Britain. This narrative was first published in 1789 and was written by him. When Equiano wasRead MoreThe Interesting Narrative Of The Life Of Olaudah Equiano2195 Words   |  9 PagesLeslie Pena Dr. Short English 2333 Nov. 24, 2014 Olaudah Equiano I chose to do â€Å"The Interesting Narrative of the Life of Olaudah Equiano† by Equiano himself, an autobiography written in the seventeenth century. I like how it’s an autobiography and which he writes the important parts of his life. It’s interesting to see how a free African American became a slave at a very young age and to experience everything he had gone through to buy his freedom back. Within every experience he had, there areRead MoreThe Interesting Narrative Of The Life Of Olaudah Equiano1501 Words   |  7 PagesOlaudah Equiano lived anything less than an ordinary life and we see this through his narrative, â€Å"The Interesting Narrative of the Life of Olaudah Equiano†. He first captures the reader with the entrancing tale of his childhood. A tale that was soon brought to end when he was kidnapped from his loving family and sold as a slave. Throughout the narrative, Equiano is searching for a family, like the one he lost. This is shown in à ¢â‚¬Å"Filiation to Affiliation: Kinship and Sentiment in Equiano’s InterestingRead MoreThe Interesting Narrative Of The Life Of Olaudah Equiano877 Words   |  4 PagesIn â€Å"The Interesting Narrative of the Life of Olaudah Equiano,† it discussed the life and hardship of Equiano throughout his life. Equiano was from a small province of Africa called Eboe where they were well mannered and traditional. He grew up in a wealthy and established family with his mother, father, and siblings. During the course of Equiano’s life he had some good and challenging time, but through it all he endured it to the end. Throughout his life Equiano experienced what he feels like to