IngramSpark Review Dont Use Until You Read This + PROMO CODE!

IngramSpark Review Dont Use Until You Read This + PROMO CODE! IngramSpark Review: Don't Use Until You Read This + PROMO CODE! IngramSpark, KDP Print, Lulu, BookBaby - there is no lack of organizations out there promising to assist you with distributing and sell your print books and digital books. Fortunately, if you’re battling over which stage to utilize, you’re in the organization of thousands of different creators who have been from your point of view and can give some guidance.That’s precisely why we’re here, to furnish you with a breakdown, survey, manual - and a promotion code! - for one of the most well known stages out there: IngramSpark.What is IngramSpark?What is the Best Service for Print on Demand Books? Understand post As we referenced, there are other POD stages worth your thought -, for example, KDP Print (useful for Amazon dissemination), Blurb (useful for books with differed visual segments), BookBaby (useful for client service), or Draft2Digital Print (still in beta yet the bits of gossip so far are promising). For a far reaching breakdown of the top print on request benefits for books - and to see real print duplicates from every printer - look at this extensive POD post. Okay, if you’ve concluded that IngramSpark is the independently publishing stage you need to put a ring on, your best course of action will be, well, doing only that. The following is a straightforward yet careful manual for distributing by means of IngramSpark. Free promotion code for IngramSpark's arrangement expense - and IngramSpark review!â ðÿš Step by step instructions to utilize IngramSparkIf your first intuition when pursuing any sort of expense based assistance is to scour the web for rebate coupons, at that point you’re in karma - on the grounds that we’ve got one for you! Only for perusing this post, you get a half rebate off IngramSpark’s $49 print and digital book title arrangement expense. You should simply enter this case-touchy IngramSpark promotion code: EXPERT. (Don’t stress, we’ll post another update about this coupon somewhat further down).Onto the distributing now. Beneath, we’ll separate the seven stages to distributing with IngramSpark. These means may change for you dependent on whether you’re going with print duplicates, digital books, or both. In order to cover all the bases, we will diagram the means for a writer who’s distributing both print and digital book duplicates of their book.Of course, the pre-initial step is really pursuing IngramSpark, which you can do here: https://myaccount.ingramspark.com/Account/SignupStep 1: About Your BookNext up, it’s time to convey the merchandise: the original copy you’ve buckled down on idealizing and the book spread that will do that composition glad! Both must be transferred as PDFs.After you transfer your documents, IngramSpark will check both the inside and outside records for any blunders. On the off chance that it detects a few, it will tell you and give you the decision to either a) fix the issues before you continue with the procedure, or b) if you’re certain with your documents, disregard IngramSpark’s alarms and proceed as is.And that’s it! From here, you can choose how you need to market and sell your book. Our last proposal is that, before disseminating any print duplicates of your book, you first request a proof duplicate to guarantee it looks great and there are no peculiar measuring inconsistencies.IngramSpark Promo CodeBefore we go, we n eeded to rapidly remind you about the IngramSpark promotion code for Reedsy people group individuals! When it comes time to pay your book’s $49 arrangement expense, utilize the accompanying code for a half markdown: EXPERT - and indeed, this code is case sensitive!Have you distributed through IngramSpark? How was your experience? Or on the other hand possibly you’re still going back and forth and make them wait question about IngramSpark - or other mainstream distributing choices out there. Don't hesitate to leave any musings or inquiries in the remarks underneath!

Strategic management Essay Example | Topics and Well Written Essays - 11000 words - 1

Key administration - Essay Example Corporate culture portrays and administers the reasoning, feeling and activities of proprietors of organizations and workers. It doesn't make a difference whether corporate culture is composed as a statement of purpose or just comprehended by hierarchical publics. Corporate culture might be established on the convictions illuminated in the statement of purpose or be comprised in the piece of a corporate image. For instance, Apple’s corporate culture is reflected in its rainbow-hued apple. Contemporary administrators are consistently enthused about the corporate culture of their associations. As indicated by Johnson, Whittington, Scholes, Angwin and Regneì r (2014), corporate culture has a basic task to carry out undoubtedly. In a general sense, how well a business performs is dependent upon the courses through which individuals carry on in associations. Practices, as battled by Mintzberg, Ahlstrand and Lampel (2009), contain the activities that lead to creation of results. Corporate culture is a subset of these activities; this is the reason corporate culture is legitimately corresponding to the exhibition of a business. Capon (2008) accepted that all associations have a created series of expectations, understandings, and understood standards that administer the day by day practices in the work environment. All organizations have their own societies that decide the connections among them and outer partners. Corporate culture isn't consistent and fixed inside an association. Volberda (2011) set that all parts of associations should highlight adaptability so as to upgrade flexibility across time, spot, and conditions. On the off chance that an organization isn't content with the current corporate culture, the administration can start searching for methods of transforming it into what they need. The administration can discover elective image, accepts, mentalities and even qualities that can alter the course of conduct. The administration, for this situation, ought to guarantee

IndieReader Brings Indie Authorship One Step Closer to Easy

IndieReader Brings Indie Authorship One Step Closer to Easy It doesnt take long to see that IndieReader is more than a blog for readers. In fact, the sites mission is clear in the tagline on the home page, which promises that IndieReader gives your book the tools to get noticed and that its a website run by authors and writers for authors and writers.In addition to the numerous book reviews and articles aimed at educating independent authors about marketing and the world of independent publishing, IndieReader also provides services focused on helping authors improve their books discoverability. This type of marketing expertise for independent authors is such valuable information, especially if you are new to the independent publishing scene and unsure of the steps to take to get your book written, published and then marketed toward success.IndieReader professional book reviewsAs its most well-known service, IndieReader offers exposure for independent authors through book reviews written by their team of professional reviewers. According to th e websites description, these professional reviewers include journalists, teachers, librarians, and published writers and are matched to books submitted for review based on their reading and genre preferences. The rating system used is as follows: one star = really bad; two stars = mediocre, but one or two bright spots; three stars = good, and worth reading; four stars = very good; and five stars = excellent and a must-read.The importance of getting book reviews is unquestionable in the world of independent authors. Author and publishing expert Jane Friedman puts it like this:New authorsâ€"certainly self-published authorsâ€"have no symbolic capital. They are not (yet) known for producing quality books that seduce readers to the degree that they are willing to part with some of their disposable income, not to mention time. Is it possible for self-publishing authors to create symbolic capital? Absolutely yes, and many have. In todays increasing online world of book shopping, I argue i t is book reviews that build symbolic capital.Jane FriedmanBeyond having professional book reviews written for your book, another great perk of paying for the IndieReader book review service is their monthly Best of roundup, where an All About the Book interview feature is published on their site for books that receive at least a 4-star rating. Book reviews that are given for each book submitted can also be distributed to other websites including Amazon, Barnes Noble, Ingram Book Company, and the Association of Independent Authors (AIA), which represents, advances, promotes and supports independent authors globally.Cost and process of a reviewThe cost of a review with a 7 to 9-week turnaround is $250. If you want a rush review, with a 4 to 6-week turnaround, there is an additional $75 fee. In order to submit your book for a review, youll need to send two copies of the book for each service you sign up for. IndieReader accepts Ebook uploads from a Kindle or iPad-compatible file, an Ebook that is gifted from Amazon or another retailer, or a paper copy mailed. There are submission guidelines and forms on the website that makes the submission process incredibly simple.Discovery AwardsThe IndieReader Discovery Awards are another service offered by the IndieReader site for independent authors looking to obtain more exposure for their book. By submitting your work to the Discovery Awards, your work will gain exposure for judges, along with major media outlets such as The Huffington Post, The Wall Street Journal, and trade publications like Shelf Awareness and GalleyCat/MediaBistro.In addition to this exposure, winners of the annual IndieReader Discovery Awards will be fastracked to Dystel, Goderich and Bourret Literary Management to be considered for representation. In order to qualify, your book must place in first, second or third in both fiction and nonfiction categories.The top two first-place winners in the fiction and non-fiction categories will receive a Kirk us Indie review, valued at $425. First, second and third-place winners in the fiction and nonfiction categories will also receive a Kindle Paperwhite ($119.99 value), a custom author website and one year of hosting and management from Featherlight ($1,347 value), and consideration of representation from Dystel, Goderich and Bourret Literary Management.In addition to the first through third place winners, there will also be 20 to 40 winners from each sub category. These winners can expect to receive a professional IndieReader review (at a value of $250-$275), exposure to a panel of judges, an IndieReader All About the Book feature, and three stickers pronouncing your book an IndieReader Discovery Awards winner. The stickers can be used on websites, author blogs, sales pages and social media to help independent authors gain exposure and credibility for their work.The winners for Best 1st Book (fiction and non-fiction) will receive a Kindle Paperwhite (at a value of $119.99), and three stickers stating that the book has been awarded the IndieReader Discovery Awards for Best 1st Book.The winners for Best Cover Design (fiction and non-fiction) will receive $250 in cash, and three stickers stating that your book is an IndieReader Discovery Awards for Best Cover Design winner. Additionally, all entries for the contest will receive a verdict (or blurb), which they are free to post on the Amazon, GoodReads, or their own personal webpage. You can visit the signup page to get started.Entry feeThe IRDA entry fee is $150 per book. If you want your book to be considered for more than one category, youll need to pay an additional $50 per category. IndieReader requests three copies of your book for the first category you choose, along with one additional copy for each additional category. As mentioned earlier, IndieReader accepts Ebook uploads from a Kindle or iPad-compatible file, an Ebook that is gifted from Amazon or another retailer, or a paper copy mailed.Reader reviews and IndieReader bookshareIndieReader also offers reader reviews and an IndieReader bookshare service in which readers who have expressed an interest in reading books published by independent authors will review your book and post the review to Amazon and GoodReads. Its important to note that while authors are guaranteed a certain number of reviews based on the services they pay for the website does not guarantee that the review will be positive.The price for reader reviews depends on how many you choose to purchase. For three reviews, the price is $147; for six reviews, the price is $294; and for 10 reviews, the price is $490.In-storeYet another service offered by the site is IndieReader In-Store (IRIS), which catalogs your book as part of a branded collection on Edelweiss, an online catalog service used by independent bookstores and Barnes Noble. Edelweiss is also an interactive research tool for librarians, bloggers and reviewers, as well as a social network for industry professi onals. The cost of this service is $299.IndieReader blogThe IndieReader blog offers advice to authors on various aspects of marketing their work, as well as advice about writing in general. Many of the articles are written by writers who have successfully published independently, giving readers the opportunity to know what other self-published authors have experienced while publishing their book and marketing it afterwards. There is also a category of All about the book, which features reviews of books that have received a 4-star rating or higher on the site.The blog offers a range of posts to keep indie authors engaged, while learning about the industry from experts in it. For example, the most recent post is one providing an overview of Best Reviewed Books of July. Links to ten book reviews are provided, along with a quick description of what each book offers the reader, the genre, and the IR verdict.Another recent post, Brian J. Robinson: ADDERALL BLUES questions everything we th ink we know about ADHD, and it all happens from authentic subjectivity, is an interview with the books author. In it, he describes his work as …a passionate memoir that provides shocking access to the inner workings of the misunderstood ADHD mind. There arent a lot of first person, non-clinical accounts of ADHD, and certainly none that is as entertaining as this one…Final takeawayWhether youre experienced at indie publishing or are just now getting started with the process of writing, self-publishing, and marketing your book, IndieReader is a treasure trove of advice and assistance in finding success in the industry.

Social Networking And Privacy It s A New Age Of Technology

Social Networking and Privacy It’s a new age of technology; use of social networking websites is increasing day by day. Every single aspect of our lives asks for technological services. Technology is getting more important day by day for humans to survive, every single person now a day’s uses social networking websites like facebook, twitter, pinterest, instagram or at least one of these websites mainly facebook. Social networking is a way to connect with people with similar tastes as oneself and to communicate with friends and family that are far away. Social media is a collective of online communication channels dedicated to community based input, interaction, content sharing and collaboration (www.techtarget.com,†¦show more content†¦Ã¢â‚¬Å"The word privacy has been used to describe many concerns with the modern world. It is a complex even before other concerns are lumped with it. The concept of privacy needs to be carefully examined. It defies easy, and many proposals to protect privacy have gone forward without a clear articulation of what privacy really is. Importantly, privacy is a personal, subjective condition. One person cannot decide for other what her or his sense of privacy must be† (www.privacilla.org/fundamentals/whatisprivacy.html) Privacy gets totally ignored when it comes to social network. Whenever we create an account on social networking websites let’s just face the truth and admit that 99% of us don’t really read the terms and conditions which you have to agree to in order to make an account. We think it’s too long and no one really reads it so why should we but it’s really important to read those terms and conditions because you are agreeing to them and it can contain anything regarding privacy concerns, it actually does. Facebook is one of the largest networking sites which was created by Mark Zuckerberg in 2004. He first made a website called facemash.com which was a hot or not game for Harvard students but then it progressed and he actually hacked into accounts and took students picture to populate his website for which he was filed charges for invading students privacy. Later this website was sold to an unknownShow MoreRelatedTechnology Has Made Many Advancements1648 Words   |  7 PagesRiki Sanghvi COMM 100 Privacy Technology has made many advancements in the recent years. The first computer was built in 1946 by J. Presper Eckert and John Mauchly at the University of Pennsylvania. Without this invention who knows where we would be today because this brought up many other designs like websites and apps that can be accessed anywhere at any point in time. With the birth of the computer comes the birth of social media which according to Hale (2015) began 1997 with a websiteRead MoreThe And Social Networking Sites1630 Words   |  7 PagesNext time when you are hiring, do not look at the resume, just â€Å"stalk† the candidate’s Facebook profile page. Social networking sites (SNS) such as Facebook, Instagram, etc. are definitely corrosive especially to communities that want to socialize by meeting peers in person, but are societally forced to gain access to such social networking sites. What is the true meaning of social networking? How has it changed in this fast paced soci ety? I am sure our grandparents will be able to give us a spot-onRead MoreThe Importance of Limiting Ones Use of Online Social Media1652 Words   |  7 PagesOnline Social Media After the progression of new technology, within the past decade, and the development of social networks, such as Facebook, Twitter and Instagram, societal norms have significantly changed. Online dating and socializing has become more common and, with that, so has the documentation of profiles of individuals’ data and personal information, all up for the world to see. This new era of online social interaction is essentially diminishing and putting the value of privacy and controlRead MorePrivacy? Why Do You Need Privacy? Essay1122 Words   |  5 PagesUp to date, social networking sites, such as Facebook, have more than 750 million active users, and these users contribute about of 30 billion pieces of shared information (blogs, web links, pictures, etc.) each month. This by no means indicates that social networking sites, similar to Facebook, are a private place. Every â€Å"log in to Facebook† you click to connect to other websites, every status update on your wall, w ith every Twitter post, or Foursquare check-in you allow others to view your lifeRead MoreHow Social Media Influenced A Community And A Country1744 Words   |  7 PagesBreaking news†¦ fire took two young boys lives and destroyed the family’s home and all their belongings. Brother’s, age six and eleven, trapped unable to get out of their room, while mother and father along with the two sisters watched helplessly outside as their lives completely changed. Within hours, like wild fire through technology and social media, millions of strangers come together to support this broken family financially and physically. The story flooded social media, as friends, family,Read MorePrivacy : Privacy And Privacy1509 Words   |  7 Pages Privacy advocates warn that many websites try to collect personal information from online users, but few guarantees how that data will be used. They say the federal government should establish standards to protect privacy online. But Interne t businesses and others contend that they can safeguard users privacy without resorting to government interference. Law-enforcement agencies, meanwhile, favor government limitations on the use of sophisticated encryption technology, which makes online communicationsRead MorePrivacy : Privacy And Privacy1504 Words   |  7 PagesPrivacy advocates warn that many Websites try to collect personal information from online users, but few guarantees how that data will be used. They say the federal government should establish standards to protect privacy online. But Internet businesses and others contend that they can safeguard users privacy without resorting to government interference. Law-enforcement agencies, meanwhile, favor government limitations on the use of sophisticated encryption technology, which makes online communicationsRead MorePrivacy Of The Digital Age Essay1082 Words   |  5 PagesGursimran Singh 100328915 Blair Hemstock Eng. 1100 November 24, 2016 Privacy in Digital Age The digital age provides individuals with numerous ways of innovative opportunities like recording data in an effective manner, electronic banking, online shopping, by violating privacy. Despite what might be expected, the national and global security framework needs components to check programmers and outsider interceptors, who can access delicate data and information, placed in various divisions of theRead MoreSocial Networking Sites And Work Privacy Issues887 Words   |  4 Pages Social Networking Web Sites and Work Privacy Issues Tammy L. Mansker Submitted to the faculty of Brandman University In partial fulfillment of the requirements of OLCU-380 Research and Analytical Thinking October 22, 2015 Social Networking Web Sites and Work Privacy Issues The controversy with companies accessing individual’s social networking sites centers around the infringement of the individual’s right to privacy, access to information that is protectedRead MoreResearch Images Taken From Mobile1015 Words   |  5 Pagesproblems throughout the world today (Reynolds, 2015, Glossary). Nowadays, websites and Social media has become the best medium to share and upload the personal photos. This is good because the photo will remain on these platforms for longer period and can be revisited to see those photos at any time. However, there are security, safety and privacy risks associated with it (â€Å"Photos, videos and social media†, n.d.) Social Networks are the prime targets of the attackers because it contains huge number of

The Crucible By Arthur Miller - 1052 Words

Buddy Al-Aydi Ms.Healy English 9 CP 14th October 2014 The Crucible Essay The Crucible was a novel written by Arthur Miller in the 1950’s. It was written in a format of the play, portraying an allegory of the Salem Witch-Hunts led by Senator Joseph McCarthy. The book is known to have a inexplicable plot. This plot is advanced by multiple characters in the book in order to ensure that the reader maintains interest with the material that is being read. The farmer, John Proctor, would be the individual capable of evolving the plot in this masterpiece of writing. John Proctor has a gift of sticking close to the theme like tape for each Act. For example, in Act I, denial is a major theme utilized in order to reveal what a character may conceal, or will not undetake. â€Å"Proctor: Abby, I may think of you softly from time to time. But I will cut off my hand before I’ll ever reach for you again. Wipe it out of mind. We never touched, Abby†(Miller 21-22). In this quote, Proctor is denying the fact that he and Abigail were ever togeth er, although Abigail constantly insists that they both were Romeo and Juliet. Another example would be in Act II. The major theme in this case is personal guilt. Proctor: Spare me! You forget nothing and you forgive nothing’. Learn charity, woman. I have gone tiptoe in this house all seven month since she is gone. I have not moved from there to there without I think to please you, and still an everlasting funeral marches round your heart.Show MoreRelatedThe Crucible By Arthur Miller1269 Words   |  6 PagesAt first glance, the playwright Arthur Miller in The Crucible highlights the historical significance of the Salem Witch Trials of 1692, but in fact it is an allegorical expression of his perception of McCarthyism. If the reader has some background information on Arthur Miller’s victimization as a communist, it is evident that the play is a didactic vessel illustrating the flaws of the court system in the 1950’s. The communist allegations were launched at government employees, entertainers and writersRead MoreThe Crucible By Arthur Miller1681 Words   |  7 Pagesof their way to the last dying breath to make sure they leave with a good or bad reputation. In one of the recent literature study in class â€Å"The Crucible† by Arthur Miller, Miller uses characterization to illustrate reputation throughout the play. â€Å"The Crucible† takes place in Salem, Massachusetts. It is based upon the Salem witch trails. In â€Å"The Crucible†, we journey through the life of three characters who reputations plays a major role in the play. The three characters are John Proctor, AbigailRead MoreThe Crucible By Arthur Miller1333 Words   |  6 PagesAs the various characters in The Crucible by Arthur Miller interact, the dominant theme of the consequences of women’s nonconformity begins to slide out from behind the curtains of the play. Such a theme reveals the gripping fear that inundated the Puritans during the seve nteenth century. This fear led to the famous witch-hunts that primarily terrorized women who deviated from the Puritan vision of absolute obedience and orthodoxy. Arthur Miller presents his interpretation of the suffering by subtlyRead MoreThe Crucible By Arthur Miller998 Words   |  4 Pagesmotivated by jealousy and spite. The Crucible is a four-act dramatic play production that was first performed on January 22, 1953. Arthur Miller used dialogue within the characters to cover the multiple themes; conflicts and resolutions, plus the few directions for the different actions of the play. The Salem Witch Trials were intended to be performed as the play however, when read, it can be more carefully examined and broken down to analyze the techniques. Miller, the playwright, uses literaryRead MoreThe Crucible By Arthur Miller1145 Words   |  5 PagesUnbalance Through The Centuries In Arthur Miller’s play, The Crucible, the author reflects the persecution of communists in America in the 1950’s through a recount of the Salem witch trials. It is often presumed that Miller based his drama directly off of events that were particularly prevalent in the years surrounding the publication of The Crucible- which was released in the year 1953, towards the conclusion of the Korean War. Although there was not a literal witch hunt occurring during this timeRead MoreThe Crucible By Arthur Miller1063 Words   |  5 PagesIn the English dictionary, there are three definitions of the word crucible. One is a metal container in which metals are mixed and melted. Another is a severe test. But the third definition, and the one that I think fits the best for this book, is a place or situation in which different elements interact to create something new. In my mind, this fits because all of the characters had their little grudges and dirty secrets. But when all th ose seemingly little things interact, they formed somethingRead MoreThe Crucible By Arthur Miller1285 Words   |  6 Pages Rationale, Morality, Stereotypes, Pressure, Self-Censorship, Unanimity, and Mindguards. Groupthink has also taken place in our history a a country. The play, The Crucible by Arthur Miller is about a the real-life Salem Witch Trials that happened in 1692 - 1693, in Salem, Massachusetts. Some symptoms of Groupthink found in the Crucible are Rationale, Pressure, and Self-Censorship. The Groupthink symptom, Rationale, is described as when victims of Groupthink ignore warnings: they also collectivelyRead MoreThe Crucible By Arthur Miller811 Words   |  4 Pages While The Crucible, by Arthur Miller, is only a four act play, it still resembles the format of a five act play. The five-act structure evolved from a three-act structure, which was made famous by Roman Aelius Donatus. Donatus came up with three types of plays: Protasis, Epitasis, and Catastrophe. The five-act structure helped to expand the three act structure, mainly made famous by Shakespeare through his many tragedies. Even though The Crucible contains only four acts, it still has the commonRead MoreThe Crucible By Arthur Miller841 Words   |  4 PagesThe Crucible is a chaotic play, throughout this American classic Arthur Miller takes the reader through multiple events of terror and insanity. While creating a great on-stage play, Arthur Miller portrays his life through the events, the characters, a nd plot of The Crucible. Using vivid imagery and comprehensible symbolism, Miller manipulates the real personalities of the characters and events in 1600 Salem, Massachusetts to create a symbolic autobiography. Throughout this play, the reader experiencesRead MoreThe Crucible by Arthur Miller1085 Words   |  5 Pagesopposes the will of the majority is a recurring feature of drama.† Identify such a conflict in a non-Shakespearean play you have studied and show how the dramatist deals with the implications for both the character and the society. Arthur Miller in ‘The Crucible,’ deals with the internal/external conflicts of protagonist John Proctor, during the witch trials of Salem; showing the effects of â€Å"an individual opposed to the will of the majority.† Through the mass hysteria caused by Abigail, corruption

Social Studies Sba (School Based Assessment) Free Essays

Social Studies School Based Assessment (S. B. A) Name of Teacher: Miss anderson Jamaica College 3/1/2013 Ryan Hall This Research is based upon the topic of teenage pregnancy and how it is a factor in the August Town community. We will write a custom essay sample on Social Studies Sba (School Based Assessment) or any similar topic only for you Order Now STATEMENT OF THE PROBLEM What are the challenges and consequences of teenage pregnancy in the community of August Town? Purpose of Research The purpose of this research is to identify the consequences and challenges of Teenage Pregnancy in the community of August Town. Definition of Terms Teenage Pregnancy: This refers to a teenager who is in the state of being pregnant. Consequences: This refers to the result or effect of a situation. Challenges: This refers to an interesting but difficult task or situation. Research Questions 1. What are the challenges of Teenage Pregnancy? 2. What are the consequences of Teenage Pregnancy? Reason for selecting area of research Teenage Pregnancy is one of the major common issues affecting the society of New Garden. This area of research was chosen in order to find out the challenges and consequences of Teenage Pregnancy. Also read: Social Studies SBA on Alcohol Abuse Many persons do not know the challenges that pregnant teenagers face and this research will educate them. Method of Data Collection In order to collect data from this survey, I have decided to use printed questionnaires. The questionnaire as a tool for collecting data has a number of advantages: 1. It requires little time to be completed. 2. It can be done at the convenience of the person required to have it completed. 3. It guarantees confidentiality since respondents are not required to attach their names. Data Collection Instrument SURVEY OF TEENAGE PREGNANCY IN THE COMMUNITY OF NEW GARDENS DISTRICT Dear Respondent, This is a questionnaire carried out to retrieve information about teenaged pregnancy in the Community of August Town to know how teenagers and adults feel about teenage Pregnancy and what they think about sex. This is a study conducted towards Social Studies course currently in progress. You are expected to answer these questions truthfully and honestly you are not required to give your name so no one will know who answered. This questionnaire is not a test there are no wrong answers so it is expected that you answer these questions without difficulty. Thank you. Yours faithfully, R. Hall Respondents Questionnaire 1. Sex Male Female 2. What school do you attend/or what is your occupation? †¦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. How old are you? †¦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 long have you lived in August Town? 5 years Over 10 years 6 – 8 years 1 – 4 years Under 1 year 5. How many teens do you know of that are pregnant? Over 8 teens 4 – 6 Teens 1 – 3 Teens 1 teen 6. Do you think sex at a young age is relevant? Yes No 7. What do you think about sex at this age? It is relevant Abstinence makes sense It should be every week It should be everyday 8. Are teens acting irresponsible in the area? YesNo 9. Do you think parents talk to their children about sex in the community? Yes No 10. Do teenagers talk about sex a lot in the community? Yes No 11. As a Student or an Adult do you think teens control their sexual behavior enough? Yes No Other †¦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‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 12. Is social behavior acceptable in the community? If No why? Yes No 13. Do you think teens are incapable of controlling their sexual emotions in the community? Yes No PROCEDURES USED TO COLLECT DATA I’ve created fifty questionnaires to give to the people in the community. It was expected that at least 40 out of the 50 was going to be returned. I chose the persons to be given a questionnaire by random selection which allowed me to gather quite a good amount of information. We split the questionnaires into half 25/25 and my brother and I gave to twenty – five houses in the top of the community and twenty – five in the bottom of the community. The persons selected was by careful thinking and thus we know we gave to the right persons if they were not at home we left it under the door with a letter. PRESENTATION AND EXPLANATION OF DATA A total of fifty questionnaires were distributed throughout the community with 42 out of the 50 being returned. There were 35% male and 65% female. Fig 1: Length of residence respondents Figure 1 shows how long residents have been living in August Town. It is seen that 5% was living there for five (5) years while 25% was living there for ten (10) years and 55% was living there for fifteen (15) years and lastly 35% lived there for over 15 years. Fig . 2 It was agreed that by a 100% of residents that there is a particular amount of teens that are pregnant. Figure 2 shows how many teens are known of that are pregnant 15% say 1 teen 32% shows 3 teens 22% shows 6 teens and 31% shows over 8 teens in the community. Fig 3. How respondents think about sex at this age. Figure three shows how respondents think sex should be 21% said that it was relevant, while 50% said abstinence, 25% said it should be everyday, and 4% said every week. Fig 4. Figure 4 shows how parents talk to their children about sex in the community 23% said yes while 77% said no. INTERPRETATION OF DATA The residents of August Town seemed to agree to the fact that teens were not capable of controlling their sexual behavior. The people have gathered a number of teens they know of that are pregnant – one teen (15%), three teens (32%), six teens (22%) and over eight teens (31%). Abstinence is quite popular among the residents in the community as 50% said abstinence made sense and in another instance 25% said sex should be everyday while 21% said sex is relevant and 4% said it should be every week. FINDINGS The survey has proved that there are a number of incapabilities within the teens in the community of August Town. These include: 1. Teens are having unprotected sex a lot in the community as indicated by 31% of the residents in the community 2. The people in the community say abstinence makes sense as according to 50% of the respondents in the community. 3. Parents do not talk to their children a lot about sex and it proves to make them inferior. RECOMMENDATIONS The teens in the community are under a lot of pressure and seem incompetent in the community. In order to put teens in focus parents and children must come together the school system has to start teaching more about these things. The government of the country must come up with some plan to help teens. I recommend that at least an institution be put in the community to teach children about sex at this young age and see if they can get teens to think carefully before they have sex are even if they do if they can have protected sex. Teens can play their part in this by asking their parents for help and asking them about sex and its consequences, teens should be vigilant and do their utmost best, they should focus on their education more than sexual desires. I also recommend that the government institute programs that will produce sufficient recreational activities for teenager’s mentorship, and counseling in assisting them in making conscious decisions. To solve this problem I would: * Try to know more about sex and its consequences. * Talk to a government agency about sex and ask how they can help in the community. Ask my professional persons about it such as a Guidance Counsellor. * Create a group with my friends and together put up a plan to research about sex and try our best to make abstinence a long term plan. Table Of Contents Page Acknowledgements i Introduction ii CHAPTER ONE Statement of the Problem 1 Reason for selecting area of research 2 Method of data collection 3 CHAPTER TWO Data Collection Instrument 4-6 Procedures used to collect data 7 Presentation of Data 8-11 Interpretation of Data 12 CHAPTER THREE Findings 13 Recommendations 14 ACKNOWLEDGEMENTS This project could not have been so successfully prepared if it were not for a number of persons whom helped me out along the way. I would like greatly to thank the residents of August Town for their help and some of their time they spent on answering my questionnaires. My teacher, Miss Brown must also be thanked for guiding along the way step by step and giving me helpful tips as well. Last but not least I would like to thank my family members especially my brother who helped in acquiring information geared towards this project. INTRODUCTION August Town is a small community in the parish of Kingston. It is located in the county of Surrey, Jamaica. It can be found near Mona which is the nearest town to the community that is near the capital city of Kingston. The teenagers in the community have a lot of views towards teenage pregnancy and also there are some teenagers that are presently pregnant while others are mothers already. I have been living in August Town for the past eighteen (18) years. During this time, I have noticed that sex as become a generalized thought on most teenagers’ minds and also peer pressure. Teenagers are becoming very irresponsible in their behaviour towards sex and have been focusing on sex rather than their education and future. I have therefore decided to conduct a survey to investigate teenage pregnancy in the community and see how teenagers react towards it. How to cite Social Studies Sba (School Based Assessment), Essay examples

A Storytellers Legend free essay sample

Windsor Castle, Buckingham Palace, and Westminster Abbey are all misleading. Their stained glass windows, twinkling chandeliers, and gold plated arches create auras of reverence, masking the many scandals, affairs, and conspiracies that happened behind their walls. I hesitate to follow my tour group as they pass the Coronation Chair at Westminster. A bell tolls, breaking the silence, and I glance behind me at the rows of seats once occupied by lords and ladies three hundred years ago. A wooden door catches my sight, and I absent-mindedly nod as my mother calls me a few feet away. I tug on the door. It refuses to open. I know the door isn’t there for aesthetic value. No artwork hangs above it and no stone sculpture accompanies it. The door is simply locked, like too many others I passed at Windsor and Buckingham Palace. There has to be more to it than meets the eye. We will write a custom essay sample on A Storytellers Legend or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page There must be a secret behind it. A spark in my imagination shocks my entire body and I flip through my red notebook to a blank page. What if there was a conspiracy, now long forgotten, that prompted this entrance to be forbidden? He escapes behind the throne room seconds before his father’s arrival, my pen scratches. â€Å"She knows about the Scroll, James.† His sister’s voice catches him off guard, stinging of disapproval. James shifts his jaw. â€Å"He can’t know.† â€Å"Which is why we’re going to kill him.† The bookworm in me, desperate for another form of adventure after the conclusion of the Harry Potter series, authored Legend of the Lost Scroll. Touring the sights of London, I imagined them to be full of secrets and mysteries as ancient as the city itself. They were the fuel I needed to create an intriguing novel, full of charismatic characters and vengeful villains. A year later, my words greeted me at my doorstep, bound in paperback. I picked up the copy on top, â€Å"Arushi Sharma† printed across the bottom. The second copy was no different. â€Å"Arushi Sharma† was etched in white. I flipped to the third and fourth copies for confirmation, enunciating my name every time. I was â€Å"Arushi Sharma†. Vacations continue to be my source of inspiration even for my successive novels. Curiosity about locked rooms in the Palace of Versailles trigger fantastical ideas for Legend of the Lost Scroll’s sequel. I scribble across the same red notebook, golden towers decorated the palace’s entrance, a wall of serenity hiding the malevolent intentions of its princess. Even the mystique of San Francisco’s historic trolley lines kindle ideas within me. â€Å"What do you think I’m doing?! I’m stealin’ an ambulance,† I write sitting in a trolley, passing Lombard street, as sirens blare around me. I chuckle to myself at the incompetence of a crook trying to navigate the world’s crookedest street in a stolen ambulance. A quote from Frank Sonnenberg makes an appearance in Legend of the Lost Scroll. I meant it as motivation for my protagonist’s struggle, but today I realize, maybe it really was for me. â€Å"Everyone on this earth is born for a reason, what’s yours?† I no longer write as the bookworm who yearned for creative sustenance after the conclusion of J.K. Rowling’s magical series. I write now because I’m a storyteller. I was born to tell a story.

Proposal for a design project in the protection of bush fire prone land

Overview This document is a proposal to design a manual to explain the approval processes on fire protection emergency services on proposed developments on bush fire prone land.Advertising We will write a custom proposal sample on Proposal for a design project in the protection of bush fire prone land specifically for you for only $16.05 $11/page Learn More Introduction The aim of this document is to describe the nature of a bush fire prone land and the fire safety measures desirable to prevent any accidental occurrences of bush fires. Areas designated as bush fire prone are classified as vegetation areas and buffer zones. The former are typically divided into class 1 and 2. This classification depends on a combination on the vegetation type’s bush fire hazard and the proximity to any proposed development. Furthermore, these vegetation classes can be further divided into twelve sub-categories that are crucial in the determination of the building c onstruction levels and the establishment of property protection zones. On the other hand, the buffer zones are classified beyond the vegetation classification areas and constitute land, which may be directly affected by bush because of an exposure to radiant heat. In most cases buffer zones may be 30 meters or 100 meters in breadth depending on the type of vegetation. Bush fire prone areas are gazetted on a map prepared by a relevant authority in collaboration with the fire protection agencies. These lands are identified on a planning certificate issued under the environmental planning and assessment legislation. Approval processes required if a property is identified as bush fire prone areas Any project, activity, or development on bush fire prone areas requires two distinct development processes. These types of assessment processes will depend on the type of the proposed development activity. For example, an integrated development will need the Bush Fire Safety Authority from the relevant institution to become an integrated development under the legislation governing environmental matters. In addition, there are developments that do not require the Bush Fire Safety Authority. Bush fire safety authority should be obtained for developments such as a subdivision of bush fire prone land that can be utilized lawfully for residential purposes. Other developments on bush fire prone lands for fire protection purposes includes public utilities such as schools, medical facilities, restaurants, sheltered workshops and any other purpose prescribed by the relevant authority such as student or staff accommodation and respite care centers.Advertising Looking for proposal on environmental studies? Let's see if we can help you! Get your first paper with 15% OFF Learn More The relevant institution will be required to forward an application for an integrated development to obtain an acceptance or rejection of the application and the relevant terms for the approva l or refusal. In case of refusal of an application, the local authority must also refuse the application. For the local developments, the legislations covering environmental planning and assessment must relate to the consultation and assessment requisites for developments on bush fire prone areas. It is a requirement that relevant institution must not grant development consent to any project application for any development on bush fire prone land unless the institution is contented that the development conforms to the requirements of planning for bush fire protection. In addition, it must consult with the relevant other stakeholders and relevant institutions concerning appropriate measures with respect to the proposed development, in order to ensure safety to human life, property, and the environment from any negative effect that may arise from bush fire. Local developments required to consider planning for bush fire protection Planning for protection of bush fires are directed to z oning and subdivision of land and the construction of buildings of residential developments under building codes where land is categorized as being prone to bush fire. Other classes of building covered include pools, garages, and decks. Building types that may not be subjected to bush fire protection legislations includes dual occupancy dwellings that are not subject to zoning and subdivision since they are not able to meet the requirements of the planning for bush fire protection. In addition, land subdivided for residential or rural residential, or proposed developments identified as special fire protection purpose are not considered in this category. Furthermore, minor development elements such as swimming pools, clothing lines, fencing are exempted from the regulation. Requirements for an application for development on bush fire prone land The guidelines for planning for bush fire protection requires that a report must be submitted together with all necessary development applica tions on bush fire prone land to the relevant institution. The developer will be required to produce a bush fire assessment report that may contain a duly completed pro-rata form accompanied with the application kit to the planning for bush fire protection guidelines. Consequently, a developer may present an independent report prepared by a qualified fire protection consultant. The reports should be able to explain how the development proposal will be able to meet the standards provided by the guidelines for bush fire protection. The report should also specify the main objectives of the proposed development, as well as, the performance criteria for the various bush fire protection measures. The developer will also be required to provide integrated development proposals to address the specified criteria as per the guidelines for bush fire protection.Advertising We will write a custom proposal sample on Proposal for a design project in the protection of bush fire prone land speci fically for you for only $16.05 $11/page Learn More In addition, local developments are also required to abide by the guidelines. Thus, in order to meet the assessment criteria to the protection measures of bush fire, it is necessary that a developer make use of all the acceptable solutions, or make use viable alternative solutions that will meet the general requirements, performance criteria, as well as, specific objectives of the proposed development. Conclusion The bush fire assessment report leads to the establishment of the proposed development, or asset protection areas to be very valuable in the determination of building construction standards. The asset protection zones are areas set aside of managed land and are cleared of vegetation to minimize fuel loads; hence, providing a buffer zone between the proposed development and the hazard (vegetation). The area of the buffer zone depends on the type of vegetation, the levels of building construction, an d the general slope of the landscape. Developers should not only depend on construction standards only since they are insufficient in providing protection from the impacts of bush fire. The maintenance of the buffer zones is the responsibility of the land developer and will be monitored by the relevant consent authority mandated to ensure that an ideal mechanism is put in place for the maintenance of the buffer zones over the lifetime of the proposed development. The reader should understand that developments such as fences, garages, or shades might be allowed within the buffer zones and within an approximated radius of ten meters of a dwelling unit, under conditions that the facilities are constructed form non-flammable materials. This proposal on Proposal for a design project in the protection of bush fire prone land was written and submitted by user America E. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

How to Convert Celsius to Fahrenheit

How to Convert Celsius to Fahrenheit Temperature conversions are common, but you cant always look at a thermometer that lists degrees in both Celsius and Fahrenheit. However, all you need to convert between the two is a simple formula. Conversion Formula The formula for converting a measurement in Celsius to Fahrenheit is: F 1.8  C   32 where F is the temperature in degrees Fahrenheit and C is the temperature in degrees Celsius. The formula may also be written as: F 9/5  C   32 It is easy to convert Celsius to Fahrenheit  by following  these two steps: Multiply your Celsius measurement by 1.8.Add 32 to the result. The final answer will be the temperature in degrees Fahrenheit. Note: If you are doing temperature conversions for a homework problem, take care to report the converted value using the same number of significant digits as the original number. Example Imagine, for example, that while traveling in Europe you come down with an illness. You only have access to a thermometer with Celsius measurements, which tells you that your body temperature is  37 degrees. You want to convert this measurement to  Fahrenheit. To do this, plug the  temperature measurement into the equation: F 1.8 C 32F (1.8)(37) 32F 66.6 32F 98.6 The original value,  37 degrees Celsius, has two  significant digits, so the Fahrenheit temperature should be reported as  99 degrees Fahrenheit.

Research proposal Essay Example | Topics and Well Written Essays - 3000 words - 4

Research proposal - Essay Example panies in processing of data into information but also in using the information in doing business analysis, as well as in taking critical business decisions regarding future investment opportunities. Using MIS, companies can retrieve information in the form of well-documented reports that contain information about all technicalities and aspects that can influence the business at some point in future. Along with this, MIS also helps companies in setting and achieving short-term and long-term strategic goals and objectives (Earl 1998). Because of these benefits, production and manufacturing companies have started to use Management Information Systems to manage information about inventory and other business processes. However, there exist some challenges that need to be addressed in order to make an efficient use of this technology. According to Oz (2009, p.9), information is the lifeblood of any organization†. Without having significant amount of information, a company can never operate efficiently in today’s world of competition because information is the base for every successful business move. In general, management information system refers to processing of data into information in such a way that it can be used by organizations to administer different business activities. According to Abel (2008), Management Information System is an important software application that deals with the use of information technology tools to help managers and employees in performing different tasks associated with information processing and management. Management information systems perform all the tasks related to information management which include collection of data, editing of data, processing of data into required information, and generating relevant reports based on the stored data. As Dawn (2009) states, â€Å"management information systems are used by organizations to track, store, manipulate and distribute information to the appropriate people†. A management

SINGLE TEENAGE MOTHER WITH NEWBORN Research Paper

SINGLE TEENAGE MOTHER WITH NEWBORN - Research Paper Example Millions of teenage girls get pregnant in the United States every year and most of them are those who did not take any contraceptive measure. Teenage pregnancy in the US is anticipated to be around 1 million with 85 percent as unplanned (Sams par. 1). Teenage pregnancy, for some mothers, is a disaster for their lives but for others, it is something of a blessing. Research suggests that many deleterious effects can result from teenage pregnancy- effects that are psychological, physical and social. This paper intends to discuss what social problems do single teenage mothers go through and how the society deals with them. The issue of teenage pregnancies has always been considered as disagreeable in all ages (Holgate, Evans & Yuen). Duncan studied what effects teenage pregnancies had on social outcomes for the mother and found that although teenage pregnancies are expected to make the single mother suffer emotionally, socially and financially, still in many cases the mother regard the s ocial outcomes as positive and consider it a delightful experience staying connected with the child. Gillham (11) found that single teenage mothers feel respectable and powerful. He conducted a research about 533 single teenage mothers who came from lower socio-economic status. ... Thus, for many single teenage mothers, their pregnancy and childbirth comes as an opportunity rather than devastation (Duncan). Kidger, while discussing the features of the New Labour’s Strategy as a part of the Teenage Pregnancy Strategy, states that the policy tends to offer the single teenage mothers better education and employment in order to save them from long term social exclusion. However, Kidger states that the efforts for making the social inclusion possible for teenage mothers will result in encouraging them to develop more intimate relationships in teenage. Female teenagers will start taking their pregnancy as a valid option and an opportunity to avail better job opportunities. Giullari also concluded from his study that such policies are actually supporting the teenage pregnancies rather than controlling them. Despite positive outcomes experienced by many single teen mothers, it is impossible to ignore the stigma attached to the concept of teenage pregnancy. Socia l discrimination, prejudice and late modernity have given rise to the need of resilient mothering practice that teenage mothers should utilize to look after their children (McDermott & Graham). Research also confirms that working single mothers who are in their teens have to suffer from social exclusion due to which they have to mother in poor conditions. They have to develop kin relations and a strong mother-child relationship to gain the identity of a good mother. This makes young mother practices impulsive but restricted by social inequalities. Single teenage mothers have been stigmatized by the society so much so that this perception has created great negative impacts on their lives and their

Motivating Pharmaceutical Employees in Kuwait

Motivating Pharmaceutical Employees in Kuwait The pharmaceutical sector in Kuwait has never been considered by the Government to be as important as the other healthcare or even many other professional sectors, like engineering for example. It has always been viewed as a less important profession with a very small number of professionals relatively to other jobs in the country. However, Pharmacy is a necessity in Kuwait and in every country, in addition to the obvious increment of the number of pharmacists who join the field every year, especially since the beginning of the last decade after Kuwait University launched its first pharmaceutical department in 1997. Therefore, these pharmacists must be heard and understood like every other profession in Kuwait, they have potential and needs which must be considered and met whenever possible by the Government. One of these needs or even necessities is motivation. The practice of motivation is critical for every successful organization, just like other important measures to increase pe rformance; it is a tool that must be present in every healthy working environment. Being a previous pharmacist working in the public sector in Kuwait, the Author has come across this subject numerous times with different pharmacists, who had negative views of the matter in most times. However, there was no clear study which shows the true level of motivation that is being experienced in the sector, which is the reason for conducting this research. 1.2 Problem Definition The experience of motivation for pharmacists who work in the public sector is poor, compare with other healthcare professionals such as doctors, and compare to the pharmacists who work in the private sector in Kuwait. Therefore, the Author chose to examine the level of that motivation in a deeper manner to have clearer and more reliable view of the concept within the public sector of pharmacy, in addition to finding new methods which could improve the implementation of such practice. 1.3 Research Objective The main objective of this thesis is to define the level of motivation that is experienced within pharmacists working in the public sector in Kuwait. The sub-objectives can be classified into the following three measures: The first one is to determine the level of motivation that is experienced in the public pharmaceutical sector in Kuwait. The second objective is to determine whether there is an effect of motivation on the overall performance of pharmacists. The third and final measure is to explore new techniques and motivational methods that can be used in order to satisfy public pharmacists and fulfill their needs. 1.4 Research Questions The research shall consist of one major question and three minor ones. The major research question is: What is the experience of motivation for pharmacists who work in the public sector in Kuwait? The minor questions are as follows: What is the level of motivation that is experienced in the public pharmaceutical sector in Kuwait? What are the effects of motivation on the overall performance of pharmacists? What can be used as new techniques or new methods of motivation in order to satisfy public pharmacists and fulfill their needs? 1.5 Research Methodology For the research method, we will conduct personal interviews, which shall be done face to face to get the most reliable responses from pharmacists. The proposed methodological framework for this study, will be based largely on several motivational models that would be described later in chapter two, they are Maslow Hierarchy of needs, achievement motivational model, the two factor theory, the expectancy theory and the equity model. From those five models, a guiding criterion will be extracted and compared with the responses of the research questions. In addition to that, the role of management and supervision and its effects on motivation will be examined and compared to the characteristics of a motivational management which will be addressed in chapter 2. And finally, the interviewees will be asked for their recommendations and suggestions for newer and better motivational techniques and methods, to be implemented by the Ministry of Health. 1.6 Data Analysis Method After collecting the qualitative data, they will be analyzed using different criteria. The analysis will basically list the answers of the participants and find the relationships between them with the assistance of weighing frequencies of repentant responses to reach a better conclusion. The conceptual framework will be based on five motivational theories (Maslows hierarchy, achievement model, two-factor theory, the expectancy theory, and the equity theory), which is the base for analyzing the findings. The impact of positive motivation implementations will also be discussed with the selected pharmacists, in addition to an interpretation of their recommendations on improving the motivational process within the Ministry of Health. 1.7 Thesis Structure The structure of the thesis will be based on five main chapters, they are listed below: Chapter one: Introduction. Chapter two: Literature Review. Chapter three: Research Design and Methodology. Chapter four: Data Analysis, Findings and Discussion. Chapter five: Conclusion, Recommendations and Further Research. The next chapter will present our literature review. CHAPTER 2: LITERATURE REVIEW 2.1 Introduction Motivation is a global concept, recognized worldwide today; it is a necessary tool for all different kinds of organizations to survive and grow, and most importantly to succeed. Below is a literature review for the term motivation. It includes different definitions of the term in addition to other terms related to motivation. Different theories on motivation will be mentioned and reviewed briefly to better understand the meaning and limitations of the term motivation. Successful tools to achieve the desired motivation will also be addressed and explained, as well as a review on the different mechanisms used by organizations to motivate their employees. And finally, there will be a review on employee motivation techniques used including a few examples from the best motivational companies in Kuwait. 2.2 Motivation So, who are the motivated workers? According to Myers (1964), when Texas Instruments Incorporated conducted a six year of research and study on the subject of motivation during the 1950s, they came up with the following conclusion1: Employees are motivated to work more effectively when they have a job that is challenging, because it might give them some interest in the job, more enjoyable work, a possibility of recognition, and a since of achievement when they accomplish the task. They become dissatisfied when those noted factors are missing from their jobs. They may also become dissatisfied by some negative factors related to the job itself including astringent rules, no breaks, low status, and low levels of salary or fringe benefits. This study was conducted by a company which experienced a tremendous growth in the 1950s, their annual sales rose from $2 million to over $200 million, along with their employee force which had risen from 1,700 to 17,000 in that decade. This success was accomplished because of their brilliant management philosophy, which provided employees with opportunities that allowed them to explore their works and efforts, and even set their own goals. In addition, the culture was a very friendly and informal one, as employees had very close relationships and strong communication links. Despite that success, the growth was not for long after those years, and employees were no longer highly motivated as before, because there were poor managerial skills in understanding the concept of motivation and how each employee can be motivated. This was in the 1950s; today the main idea or the concept of motivation still have the same old parameters, but with some improvements and modifications after many long studies by many of scientists and philosophers. To best understand the term motivation, one must start with the definition. 2.2.1 Definition of Motivation For the purpose of this thesis, we will keep the definition of (The Collins business Dictionary, 2002) regarding the concept of motivation. In that perspective, motivation is defined as the force or process which impels people to behave in the way that they do. In a work setting, motivation can be viewed as that which determines whether workers expand the degree of efforts necessary to achieve required task objectives2. Furthermore, here is another explanation of the term: motivation represents the forces acting on or within a person that causes the person to behave in a specific, goal-directed manner3. In addition, the online business dictionary (business dictionary , 2009) defines it as the Internal and external factors that stimulate desire and energy in people to be continually interested in and committed to a job, role, or subject, and to exert persistent effort in attaining a goal. Motivation is the energizer of behavior and mother of all action. It results from the interactions among conscious and unconscious factors such as the (1) intensity of desire or need, (2) incentive or reward value of the goal, and (3) expectations of the individual and of his or her significant others4. Since the term motivation is being defined, one must address some terms which are highly related to motivation, including: job satisfaction, job commitment, and job loyalty. Job satisfaction is the satisfaction that an individual gains (or does not gain) from his or her job. It is generally believed that satisfied employees will be more highly motivated and will work more productively than dissatisfied employees. Job dissatisfaction may lead to absenteeism, job turnover, industrial actions, and etc2. Commitment is the state of being bound emotionally or intellectually to a course of action or to another person or persons2. It is a well known fact that job satisfaction strongly leads to job commitment, which later leads to loyalty. Furthermore, job loyalty is another state led to by motivation, and it is a measure of commitment based on obligation or, in consumer preferences, degree of satisfaction2. 2.3 Theories of Motivation Over the years, many researchers have looked into the human psychology and studied the human nature to understand the process of motivation. They have come up with many theories which are being thought now to millions of students around the globe. Below this paragraph there is an overview of some of the most recognized theories of motivation worldwide, starting with the need theories: Maslows hierarchy of needs, and David C McClellands achievement motivation model. 2.3.1 Motivating Employees through Satisfying Human Needs 2.3.1.1 The Needs Hierarchy Theory The hierarchy of needs theory is one of the most recognized theories in the subject. It was found by Abraham Maslow, who published an article in 1943 under the title A theory of human motivation, which was developed later into the hierarchy of needs theory in Maslows Motivation and Personality book in 19545. The hierarchy model is shown in figure 2.1, as presented in the following website (making it clear.com, 2007)6: (Figure 2.1) Maslows Needs Pyramid or Maslows Needs Triangle Taken from (making it clear website, 2007) Maslow has based his theory on the fact that people are motivated by certain types of needs, he classified them into five levels based on their importance to people, and they are in ascending order: physiological, security, affiliation, esteem and self-actualization. He then arranged them in a hierarchy showing the order in which these needs are fulfilled from bottom to top5. According to Maslow, these human needs can be classified into lower and higher levels of needs, the lower levels or factors of needs has to be satisfied and fulfilled before the higher ones, which means they must be satisfied in order, so that a person can be motivated, and reach a high level of achievement in life5. The model indicates that when one need is satisfied, another one becomes important, which means that the lowest level of needs  (physiological)  must be  fulfilled  in  order to  move to the higher one (security), and so on, until one reaches  self-fulfillment 3. In other words, each level of needs is a motivator, which when satisfied, does not motivate anymore, and the higher level is now the motivator5. Firstly, Physiological needs. They are the first and lowest level of the hierarchy, they are the most basic needs which are necessary for the continuation of life, and they include: the desire for food, water, air, and sleep3. It can safely be said that no human being can live without the physiological needs, which is why they are sometimes called survival needs. They must be satisfied in order for a person to move up the hierarchy, and be motivated by the next level of needs5. Secondly, security needs. They occupy the second level of the pyramid, and are sometimes called safety needs, as they include the need for safety, stability and absence of pain, threat or illness3. When it comes to work, these needs may cause the preference for a safe and secure job, with a health insurance benefit for example. They include financial security, as they may cause people to open savings accounts for the security of their future, or to take different types of insurances for example, the insurance against accidents4. When this level is satisfied, a person may move to the next level5. Thirdly, Social needs, which can be explained as the needs someone wants from society, such as friendship and the feeling of belonging3. This level of needs deals with the emotions of the human being, every person needs to feel accepted and loved by others, and as most people do, a human may belong to a group, which can be a small one like family and friends, or a large one such as clubs, religious parties, or even gangsters. In the case that this emotional need was not fulfilled, a person may be lonely and experience some mental disorders such as anxiety or depression3. Esteem is the next level in the pyramid, and it is the desire to feel respected and self worthy, and thereby boost the self-esteem. People need to be valued by other people, they need to be accepted by what they are and recognized for their activities and contributions in order to feel self-valued. The imbalances of this need can lead to low self-esteem, which can cause psychological conditions such as depression3. The highest and last need is Self-actualization, which only appears when all the levels have been satisfied, and involves people recognizing their full potential, and be the best as they can be at what they do3,which can be best seen with self-employed people3. 2.3.1.2 The Achievement Motivation Model This model of motivation has been identified by David C McClellands in 1961. He proposed the idea that there are three important types of needs; they are achievement, authority/power, and affiliation needs. These needs were found to be present in every worker especially within managers, and the degree of which need is dominant can be seen in the workers attitude and behavior at work, which is based on their motivational status7. The ones, who are motivated by achievement, can be seen competing against a high standard, having difficult and challenging goals, and always seeking achievements and advancements in their jobs3. The authority/power motivated ones always strive for authority and leadership. They need to be leaders and have their ideas prevail. In addition, they want to be influential, make an impact in work and on other workers, and reach high personal status3. The affiliation motivated persons are team players; they are motivated by friendly relationships with others, as they need to be liked and always have close friendships7.   The McClelland theory proposed that all people have a combination of these needs, however not in the same level. The level of which particular need is dominant can be seen in someones attitude and behavior at work. He thinks that the managers, who are strongly affected by affiliation motivation, always need to be liked, which in turn affects their decision-making criteria. While authority motivated workers will posses a high level of commitment and work ethics, and in most cases are managers or leaders, unless they do not have the required skills or flexibility for the job. In addition, McClelland thinks that the best leaders are the ones with strong achievement motivation, however they may have some difficulties in leading their staff into believing and having as much dedication to what they want to achieve7. In his theory, McClelland proposed that achievement-motivated people are characterized by the following attitudes3: They set their own goals, because of their high selectivity of matters; they cannot accept other people to draw goals for them. They take full responsibility in their decisions and results, if they succeed they want the credit, and if they do not, they do not mind the blame. To them, Achievement is valued more than financial reward. They prefer achieving their goals to receiving praise or getting recognition. They do not consider a financial reward as a goal; to them it is just a measure of success. They are not highly concerned about Security, or about their status. They like nothing more than a reliable feedback for their work, not to get an appraisal or something of that matter, but to measure their work and see how successful they have been. They always seek better ways to do things, and improve their methods. they are highly selective for jobs which have higher satisfaction for their needs, which means they choose jobs which have greater responsibilities and opportunities for them to set their own goals and achieve them, for example they can work as managers, or in the sales department, in addition to many of them work as entrepreneurs. Next, there is a description of another category of motivation models, which is based on job designs. 2.3.2 Motivating Employees through Job Design 2.3.2.1 The Two-Factor Theory In 1959, Frederick Herzberg and his associates developed a famous theory of motivation known as the two-factor theory, or the motivator- hygiene model of motivation. He studied people to know what the factors that causes them to be satisfied at work, and the ones that causes dissatisfaction to them. He then came up with a list of factors and classified them in two categories: motivators and hygiene factors8. Motivators are the factors that satisfy people at work, in addition to generating positive feeling; they include recognition, achievement, advancement, responsibility, and challenging work. They are called intrinsic factors, because they are related to the job itself 3. Hygiene factors on the other hand, are factors which usually gives negative feelings to individuals, and may affect job dissatisfaction if they were absence, hence the term hygiene, because in the absence of hygiene, health can deteriorate. They include: job security, working conditions, salary, relationship with co-workers and supervisors, company policy and fringe benefits. They are called extrinsic factors because they are external to the job, not directly related to the job itself 8,3. 2.3.2.2 The Job Characteristic Model This is one of the most famous models of motivation, proposed by Hackman Oldham (1976), and it is highly used in designing jobs in many organizations5. It is related to Herzbergs model to a great degree, as it proposes the use of motivation factors at a workplace, and limiting the hygiene factors to minimum9. The model includes five main characteristics of any job, they are: skill variety, task identity, task significance, autonomy and job feedback. It proposes that the levels of all these characteristics should be increased in order to create a motivational environment at the workplace3. The first characteristic is skill variety, which is the amount and the types of skills and competencies required by a certain job. Some jobs are a daily routine activity and require too little from an employee to get them done, while other jobs require certain competencies and skills from individuals which can make them more interesting. Next is task identity, and it is the identification of the complete work needed to complete a task by an employee, from beginning to end, with an identifiable outcome3. Task significance is another characteristic, and it is described as the amount of importance and necessity of a given task, and whether it is worth doing and would have an impact on other people and society, or if it would not make a big difference when it gets done. The fourth characteristic is autonomy, and it is the amount of empowerment and control provided in certain jobs, which increases their importance in peoples minds. The last one is job feedback, which gives indications on an employee performance and effectiveness; therefore a job should be formulated in ways which allow superiors to measure the performer as simply and accurately as possible3,9. The model proposes that the levels of these five characteristics should be increased, because they have strong effects on three psychological aspects in humans, they are3: Experienced meaningfulness of the tasks performed. Experienced personal responsibility for task outcomes. Knowledge of the results of task performance. In the end, the model states that if these three status were raised in a human being, that individual will be highly satisfied at the job and strongly motivated to work. Next, there is another category of motivation models, which is based on performance expectations. 2.3.3 Motivating Employee through Performance Expectation 2.3.3.1 The Expectancy Theory The link between motivation and the expectancy theory was defined by Condrey as: Motivation is a product of the individuals expectancy that a certain effort will lead to the intended performance, the instrumentality of this performance to achieving a certain result, and the desirability of this result for the individual, known as valence10. The theory was found by Victor Vroom in 1964, a business professor at Yale School of Management , it proposes the idea that people become motivated to do a certain job when they believe they will get a certain reward that they want and expect. They make an estimation of the desired results, and based on that they act and behave in a way which will help them get to those results. It predicts that individuals within an organization can be motivated when they believe that10: More effort exerted will yield better performance at a job. Better performance will result in desirable organizational rewards, such as salary increment. These rewards are valued by the performer and satisfy the needs Satisfying the need is worthwhile doing better and giving the required effort to the proposed job. However, Victor Vroom together with his associates Edward Lawler and Lyman Porter thought that the link between peoples behavior at work and their goals was not exactly as simple as previous scientists had proposed. He believed that the performance of an employee is based on three major psychological factors, which can create a strong motivational force to that employee, they are9: Valence: refers to how people feel about and the level of satisfaction they get from the outcomes and rewards of completing their jobs, such as money, promotion, and satisfaction. On the one hand, an outcome is said to be a positive valent if an employee prefers having it. On the other hand, an outcome which an employee does not want to have is known as a negative valent. An outcome which an employee is indifferent about are said to have zero valence. Expectancy: it is the belief of employees that their actions will lead to certain outcomes, and their confidence in what they can do. Instrumentality: This is the belief of employees that they will get what has been promised to them after completing the task successfully. Vroom proposed that the belief of an employee in these three factors helps psychologically in building a motivational force which makes that employee happy and avoiding negativity. Hence, the theory describes the mental procedure of motivation, as people make choices based on their understanding and behavior 3. 2.3.4 Motivating People through Equity 2.3.4.1 The Equity Model The Equity Theory was developed by J. Stacy Adams in 1962; it describes how an employee perceives that the outcome reward of a certain job is being fair, after completing one which is expected to be satisfying9. The theory can be measured against other employees in a work place, or even employees from different organizations. Normally this measurement results in three different perceptions: they will feel they are fairly rewarded, under rewarded, or over rewarded. Unless they feel fairly rewarded, they will act in a way as to reduce inequity. Because they always try to measure what they put in a job (input) and what they get from it (output). Examples of employees inputs and outputs can be found in table 2.1 3: Table 2.1 Examples of employee inputs and outputs in a job: Inputs Outputs Attendance Recognition Personal skills Fringe benefits Commitment and effort Responsibility Level of education Sense of achievements Past experiences Job perquisites (parking space or office location) Performance Job security Personal appearance Promotion and growth Social status Salary Technical skills Seniority benefits Training Status symbols Support of collogues Working conditions (Taken from J Slocum, Jr. (2007) Fundamentals of organizational behavior) The Equity Theory is built on the belief that, employees who think their rewards are fair and equal to their contributions, are the most motivated ones, The same goes for the ones who belief they are being rewarded in a similar manner as their peers. On the other hand, employees may become demotivated when they belief that their input is greater than the output. They may become depressed and not satisfied with their status, and show many negative reactions9. Therefore, managers must be fair and give their employees their fair share of rewards, based on their actions and inputs. They should understand how to balance inputs and outputs fairly, so that they give each employee fair and deserved rewards, which in turn improves employee motivation and thereby gives them more job satisfaction9. As mentioned before, managers must understand the balance of inputs and outputs of their employees; because employees measure their inputs differently, in addition to the fact that they may prefer different types of rewards. For example, a working mother may prefer more flexible working hours to an incentive9. At the end, managers should make sure their employees do not feel under rewarded, because then they will be demotivated, which should be avoided in any organization that wants to be successful. They should reward them fairly and equally based on their efforts, contributions, expectations, and peers 11. 2.3.4.2 The Procedural Justice Theory This theory was proposed by Rawls (1971), and it is based on fairness just like the previous equity model; however it is not based on the outcomes or the outputs, but on the fairness of the process of making decisions5. The theory measures the procedure of making decisions in an organization, which can be fair or unfair, and affects employee motivation and job satisfaction9. Procedural justice can be very important and essential to every company or organization, because it has a great effect on employees. When they perceive a procedure as fair, they become highly motivated to work and improve their inputs at their jobs. On the other hand, if they think the procedure is unfair they may be dissatisfied and demotivated to work9. A good example can be seen in most companies is pay raise determination, if employees perceive fairness of the decision, they will be satisfied, and visa versa. Sometimes, the fairness of such decision can be more satisfying than the raise itself, because the human being highly values equity and fairness. Employees may also judge the process of layoffs within a company, as the survivors would judge the fairness of the decision and become highly affected by it, and if it was a fair decision, they would become highly satisfied and more committed to their job. However if the decision was unfair, they may become demotivated and even have fear about their job status, which usually leads to seeking jobs elsewhere 3. Another examples is students, especially hard workers who put so much efforts in their studies, they expect to get good grades for their hard work, but sometimes they are misjudged or marked unfairly, which can be seen when they compare their results or marks with each other, and when they think the marking procedure was unfair, they become hugely dissatisfied9. 2.3.5 Other Theories of Motivation There are many theories and models of motivation, which are not widely recognized as the ones explained before; here is a review of some of them: 2.3.5.1 The Incentive Theory of Motivation According to Kerr (1995), a reward can be very effective in boosting employee motivation. Whether it was tangible or intangible, when a reward is presented to an employee after a certain behavior or performance, it is more likely that the same desired performance will occur again. In addition, the sooner the reward is given the better, as its effect would be larger in employees minds, and later on, this performance becomes a habit by that employee12. However, as the author has noted, there might be some difficulties applying the technique efficiently by managers, because they should make sure that the reward is not just a simple reward, it should be some kind of a reinforcer, which is like a reminder to employees of the incentive they get for what they did, and later on this becomes embedded in their behavior, and a continuous source for motivation, and job satisfaction. 2.3.5.2 The Drive-Reduction Theory The theory was proposed by C. Hull (1940), who suggested that when a person experiences some kind of a biological drive or arousal to do something, that person will experience a driving force to do that thing. And whenever that person does the action, then the action would be reinforced. For example: when a person is hungry and wants to eat, there would be a drive to do so, but as soon as that person eats, the forced drive becomes reduced. However, the theory was not considered very successful because it did not explain clearly the motivation process9. 2.3.5.3 The ERG (Existence, Relatedness and Growth) Theory Suggested by Clayton Alderfer in 1969, who followed up on Maslows needs theory. He reestablished the order of needs into three categories: the existence category including Physiological and safety needs, the relatedness category including affiliation and esteem needs, and the growth category including self-actualization and needs 13, 9. 2.3.5.4 The Goal Setting Theory This is based on the idea that when an employee sets a goal for oneself, he/she will have to increase performance to achieve t Motivating Pharmaceutical Employees in Kuwait Motivating Pharmaceutical Employees in Kuwait The pharmaceutical sector in Kuwait has never been considered by the Government to be as important as the other healthcare or even many other professional sectors, like engineering for example. It has always been viewed as a less important profession with a very small number of professionals relatively to other jobs in the country. However, Pharmacy is a necessity in Kuwait and in every country, in addition to the obvious increment of the number of pharmacists who join the field every year, especially since the beginning of the last decade after Kuwait University launched its first pharmaceutical department in 1997. Therefore, these pharmacists must be heard and understood like every other profession in Kuwait, they have potential and needs which must be considered and met whenever possible by the Government. One of these needs or even necessities is motivation. The practice of motivation is critical for every successful organization, just like other important measures to increase pe rformance; it is a tool that must be present in every healthy working environment. Being a previous pharmacist working in the public sector in Kuwait, the Author has come across this subject numerous times with different pharmacists, who had negative views of the matter in most times. However, there was no clear study which shows the true level of motivation that is being experienced in the sector, which is the reason for conducting this research. 1.2 Problem Definition The experience of motivation for pharmacists who work in the public sector is poor, compare with other healthcare professionals such as doctors, and compare to the pharmacists who work in the private sector in Kuwait. Therefore, the Author chose to examine the level of that motivation in a deeper manner to have clearer and more reliable view of the concept within the public sector of pharmacy, in addition to finding new methods which could improve the implementation of such practice. 1.3 Research Objective The main objective of this thesis is to define the level of motivation that is experienced within pharmacists working in the public sector in Kuwait. The sub-objectives can be classified into the following three measures: The first one is to determine the level of motivation that is experienced in the public pharmaceutical sector in Kuwait. The second objective is to determine whether there is an effect of motivation on the overall performance of pharmacists. The third and final measure is to explore new techniques and motivational methods that can be used in order to satisfy public pharmacists and fulfill their needs. 1.4 Research Questions The research shall consist of one major question and three minor ones. The major research question is: What is the experience of motivation for pharmacists who work in the public sector in Kuwait? The minor questions are as follows: What is the level of motivation that is experienced in the public pharmaceutical sector in Kuwait? What are the effects of motivation on the overall performance of pharmacists? What can be used as new techniques or new methods of motivation in order to satisfy public pharmacists and fulfill their needs? 1.5 Research Methodology For the research method, we will conduct personal interviews, which shall be done face to face to get the most reliable responses from pharmacists. The proposed methodological framework for this study, will be based largely on several motivational models that would be described later in chapter two, they are Maslow Hierarchy of needs, achievement motivational model, the two factor theory, the expectancy theory and the equity model. From those five models, a guiding criterion will be extracted and compared with the responses of the research questions. In addition to that, the role of management and supervision and its effects on motivation will be examined and compared to the characteristics of a motivational management which will be addressed in chapter 2. And finally, the interviewees will be asked for their recommendations and suggestions for newer and better motivational techniques and methods, to be implemented by the Ministry of Health. 1.6 Data Analysis Method After collecting the qualitative data, they will be analyzed using different criteria. The analysis will basically list the answers of the participants and find the relationships between them with the assistance of weighing frequencies of repentant responses to reach a better conclusion. The conceptual framework will be based on five motivational theories (Maslows hierarchy, achievement model, two-factor theory, the expectancy theory, and the equity theory), which is the base for analyzing the findings. The impact of positive motivation implementations will also be discussed with the selected pharmacists, in addition to an interpretation of their recommendations on improving the motivational process within the Ministry of Health. 1.7 Thesis Structure The structure of the thesis will be based on five main chapters, they are listed below: Chapter one: Introduction. Chapter two: Literature Review. Chapter three: Research Design and Methodology. Chapter four: Data Analysis, Findings and Discussion. Chapter five: Conclusion, Recommendations and Further Research. The next chapter will present our literature review. CHAPTER 2: LITERATURE REVIEW 2.1 Introduction Motivation is a global concept, recognized worldwide today; it is a necessary tool for all different kinds of organizations to survive and grow, and most importantly to succeed. Below is a literature review for the term motivation. It includes different definitions of the term in addition to other terms related to motivation. Different theories on motivation will be mentioned and reviewed briefly to better understand the meaning and limitations of the term motivation. Successful tools to achieve the desired motivation will also be addressed and explained, as well as a review on the different mechanisms used by organizations to motivate their employees. And finally, there will be a review on employee motivation techniques used including a few examples from the best motivational companies in Kuwait. 2.2 Motivation So, who are the motivated workers? According to Myers (1964), when Texas Instruments Incorporated conducted a six year of research and study on the subject of motivation during the 1950s, they came up with the following conclusion1: Employees are motivated to work more effectively when they have a job that is challenging, because it might give them some interest in the job, more enjoyable work, a possibility of recognition, and a since of achievement when they accomplish the task. They become dissatisfied when those noted factors are missing from their jobs. They may also become dissatisfied by some negative factors related to the job itself including astringent rules, no breaks, low status, and low levels of salary or fringe benefits. This study was conducted by a company which experienced a tremendous growth in the 1950s, their annual sales rose from $2 million to over $200 million, along with their employee force which had risen from 1,700 to 17,000 in that decade. This success was accomplished because of their brilliant management philosophy, which provided employees with opportunities that allowed them to explore their works and efforts, and even set their own goals. In addition, the culture was a very friendly and informal one, as employees had very close relationships and strong communication links. Despite that success, the growth was not for long after those years, and employees were no longer highly motivated as before, because there were poor managerial skills in understanding the concept of motivation and how each employee can be motivated. This was in the 1950s; today the main idea or the concept of motivation still have the same old parameters, but with some improvements and modifications after many long studies by many of scientists and philosophers. To best understand the term motivation, one must start with the definition. 2.2.1 Definition of Motivation For the purpose of this thesis, we will keep the definition of (The Collins business Dictionary, 2002) regarding the concept of motivation. In that perspective, motivation is defined as the force or process which impels people to behave in the way that they do. In a work setting, motivation can be viewed as that which determines whether workers expand the degree of efforts necessary to achieve required task objectives2. Furthermore, here is another explanation of the term: motivation represents the forces acting on or within a person that causes the person to behave in a specific, goal-directed manner3. In addition, the online business dictionary (business dictionary , 2009) defines it as the Internal and external factors that stimulate desire and energy in people to be continually interested in and committed to a job, role, or subject, and to exert persistent effort in attaining a goal. Motivation is the energizer of behavior and mother of all action. It results from the interactions among conscious and unconscious factors such as the (1) intensity of desire or need, (2) incentive or reward value of the goal, and (3) expectations of the individual and of his or her significant others4. Since the term motivation is being defined, one must address some terms which are highly related to motivation, including: job satisfaction, job commitment, and job loyalty. Job satisfaction is the satisfaction that an individual gains (or does not gain) from his or her job. It is generally believed that satisfied employees will be more highly motivated and will work more productively than dissatisfied employees. Job dissatisfaction may lead to absenteeism, job turnover, industrial actions, and etc2. Commitment is the state of being bound emotionally or intellectually to a course of action or to another person or persons2. It is a well known fact that job satisfaction strongly leads to job commitment, which later leads to loyalty. Furthermore, job loyalty is another state led to by motivation, and it is a measure of commitment based on obligation or, in consumer preferences, degree of satisfaction2. 2.3 Theories of Motivation Over the years, many researchers have looked into the human psychology and studied the human nature to understand the process of motivation. They have come up with many theories which are being thought now to millions of students around the globe. Below this paragraph there is an overview of some of the most recognized theories of motivation worldwide, starting with the need theories: Maslows hierarchy of needs, and David C McClellands achievement motivation model. 2.3.1 Motivating Employees through Satisfying Human Needs 2.3.1.1 The Needs Hierarchy Theory The hierarchy of needs theory is one of the most recognized theories in the subject. It was found by Abraham Maslow, who published an article in 1943 under the title A theory of human motivation, which was developed later into the hierarchy of needs theory in Maslows Motivation and Personality book in 19545. The hierarchy model is shown in figure 2.1, as presented in the following website (making it clear.com, 2007)6: (Figure 2.1) Maslows Needs Pyramid or Maslows Needs Triangle Taken from (making it clear website, 2007) Maslow has based his theory on the fact that people are motivated by certain types of needs, he classified them into five levels based on their importance to people, and they are in ascending order: physiological, security, affiliation, esteem and self-actualization. He then arranged them in a hierarchy showing the order in which these needs are fulfilled from bottom to top5. According to Maslow, these human needs can be classified into lower and higher levels of needs, the lower levels or factors of needs has to be satisfied and fulfilled before the higher ones, which means they must be satisfied in order, so that a person can be motivated, and reach a high level of achievement in life5. The model indicates that when one need is satisfied, another one becomes important, which means that the lowest level of needs  (physiological)  must be  fulfilled  in  order to  move to the higher one (security), and so on, until one reaches  self-fulfillment 3. In other words, each level of needs is a motivator, which when satisfied, does not motivate anymore, and the higher level is now the motivator5. Firstly, Physiological needs. They are the first and lowest level of the hierarchy, they are the most basic needs which are necessary for the continuation of life, and they include: the desire for food, water, air, and sleep3. It can safely be said that no human being can live without the physiological needs, which is why they are sometimes called survival needs. They must be satisfied in order for a person to move up the hierarchy, and be motivated by the next level of needs5. Secondly, security needs. They occupy the second level of the pyramid, and are sometimes called safety needs, as they include the need for safety, stability and absence of pain, threat or illness3. When it comes to work, these needs may cause the preference for a safe and secure job, with a health insurance benefit for example. They include financial security, as they may cause people to open savings accounts for the security of their future, or to take different types of insurances for example, the insurance against accidents4. When this level is satisfied, a person may move to the next level5. Thirdly, Social needs, which can be explained as the needs someone wants from society, such as friendship and the feeling of belonging3. This level of needs deals with the emotions of the human being, every person needs to feel accepted and loved by others, and as most people do, a human may belong to a group, which can be a small one like family and friends, or a large one such as clubs, religious parties, or even gangsters. In the case that this emotional need was not fulfilled, a person may be lonely and experience some mental disorders such as anxiety or depression3. Esteem is the next level in the pyramid, and it is the desire to feel respected and self worthy, and thereby boost the self-esteem. People need to be valued by other people, they need to be accepted by what they are and recognized for their activities and contributions in order to feel self-valued. The imbalances of this need can lead to low self-esteem, which can cause psychological conditions such as depression3. The highest and last need is Self-actualization, which only appears when all the levels have been satisfied, and involves people recognizing their full potential, and be the best as they can be at what they do3,which can be best seen with self-employed people3. 2.3.1.2 The Achievement Motivation Model This model of motivation has been identified by David C McClellands in 1961. He proposed the idea that there are three important types of needs; they are achievement, authority/power, and affiliation needs. These needs were found to be present in every worker especially within managers, and the degree of which need is dominant can be seen in the workers attitude and behavior at work, which is based on their motivational status7. The ones, who are motivated by achievement, can be seen competing against a high standard, having difficult and challenging goals, and always seeking achievements and advancements in their jobs3. The authority/power motivated ones always strive for authority and leadership. They need to be leaders and have their ideas prevail. In addition, they want to be influential, make an impact in work and on other workers, and reach high personal status3. The affiliation motivated persons are team players; they are motivated by friendly relationships with others, as they need to be liked and always have close friendships7.   The McClelland theory proposed that all people have a combination of these needs, however not in the same level. The level of which particular need is dominant can be seen in someones attitude and behavior at work. He thinks that the managers, who are strongly affected by affiliation motivation, always need to be liked, which in turn affects their decision-making criteria. While authority motivated workers will posses a high level of commitment and work ethics, and in most cases are managers or leaders, unless they do not have the required skills or flexibility for the job. In addition, McClelland thinks that the best leaders are the ones with strong achievement motivation, however they may have some difficulties in leading their staff into believing and having as much dedication to what they want to achieve7. In his theory, McClelland proposed that achievement-motivated people are characterized by the following attitudes3: They set their own goals, because of their high selectivity of matters; they cannot accept other people to draw goals for them. They take full responsibility in their decisions and results, if they succeed they want the credit, and if they do not, they do not mind the blame. To them, Achievement is valued more than financial reward. They prefer achieving their goals to receiving praise or getting recognition. They do not consider a financial reward as a goal; to them it is just a measure of success. They are not highly concerned about Security, or about their status. They like nothing more than a reliable feedback for their work, not to get an appraisal or something of that matter, but to measure their work and see how successful they have been. They always seek better ways to do things, and improve their methods. they are highly selective for jobs which have higher satisfaction for their needs, which means they choose jobs which have greater responsibilities and opportunities for them to set their own goals and achieve them, for example they can work as managers, or in the sales department, in addition to many of them work as entrepreneurs. Next, there is a description of another category of motivation models, which is based on job designs. 2.3.2 Motivating Employees through Job Design 2.3.2.1 The Two-Factor Theory In 1959, Frederick Herzberg and his associates developed a famous theory of motivation known as the two-factor theory, or the motivator- hygiene model of motivation. He studied people to know what the factors that causes them to be satisfied at work, and the ones that causes dissatisfaction to them. He then came up with a list of factors and classified them in two categories: motivators and hygiene factors8. Motivators are the factors that satisfy people at work, in addition to generating positive feeling; they include recognition, achievement, advancement, responsibility, and challenging work. They are called intrinsic factors, because they are related to the job itself 3. Hygiene factors on the other hand, are factors which usually gives negative feelings to individuals, and may affect job dissatisfaction if they were absence, hence the term hygiene, because in the absence of hygiene, health can deteriorate. They include: job security, working conditions, salary, relationship with co-workers and supervisors, company policy and fringe benefits. They are called extrinsic factors because they are external to the job, not directly related to the job itself 8,3. 2.3.2.2 The Job Characteristic Model This is one of the most famous models of motivation, proposed by Hackman Oldham (1976), and it is highly used in designing jobs in many organizations5. It is related to Herzbergs model to a great degree, as it proposes the use of motivation factors at a workplace, and limiting the hygiene factors to minimum9. The model includes five main characteristics of any job, they are: skill variety, task identity, task significance, autonomy and job feedback. It proposes that the levels of all these characteristics should be increased in order to create a motivational environment at the workplace3. The first characteristic is skill variety, which is the amount and the types of skills and competencies required by a certain job. Some jobs are a daily routine activity and require too little from an employee to get them done, while other jobs require certain competencies and skills from individuals which can make them more interesting. Next is task identity, and it is the identification of the complete work needed to complete a task by an employee, from beginning to end, with an identifiable outcome3. Task significance is another characteristic, and it is described as the amount of importance and necessity of a given task, and whether it is worth doing and would have an impact on other people and society, or if it would not make a big difference when it gets done. The fourth characteristic is autonomy, and it is the amount of empowerment and control provided in certain jobs, which increases their importance in peoples minds. The last one is job feedback, which gives indications on an employee performance and effectiveness; therefore a job should be formulated in ways which allow superiors to measure the performer as simply and accurately as possible3,9. The model proposes that the levels of these five characteristics should be increased, because they have strong effects on three psychological aspects in humans, they are3: Experienced meaningfulness of the tasks performed. Experienced personal responsibility for task outcomes. Knowledge of the results of task performance. In the end, the model states that if these three status were raised in a human being, that individual will be highly satisfied at the job and strongly motivated to work. Next, there is another category of motivation models, which is based on performance expectations. 2.3.3 Motivating Employee through Performance Expectation 2.3.3.1 The Expectancy Theory The link between motivation and the expectancy theory was defined by Condrey as: Motivation is a product of the individuals expectancy that a certain effort will lead to the intended performance, the instrumentality of this performance to achieving a certain result, and the desirability of this result for the individual, known as valence10. The theory was found by Victor Vroom in 1964, a business professor at Yale School of Management , it proposes the idea that people become motivated to do a certain job when they believe they will get a certain reward that they want and expect. They make an estimation of the desired results, and based on that they act and behave in a way which will help them get to those results. It predicts that individuals within an organization can be motivated when they believe that10: More effort exerted will yield better performance at a job. Better performance will result in desirable organizational rewards, such as salary increment. These rewards are valued by the performer and satisfy the needs Satisfying the need is worthwhile doing better and giving the required effort to the proposed job. However, Victor Vroom together with his associates Edward Lawler and Lyman Porter thought that the link between peoples behavior at work and their goals was not exactly as simple as previous scientists had proposed. He believed that the performance of an employee is based on three major psychological factors, which can create a strong motivational force to that employee, they are9: Valence: refers to how people feel about and the level of satisfaction they get from the outcomes and rewards of completing their jobs, such as money, promotion, and satisfaction. On the one hand, an outcome is said to be a positive valent if an employee prefers having it. On the other hand, an outcome which an employee does not want to have is known as a negative valent. An outcome which an employee is indifferent about are said to have zero valence. Expectancy: it is the belief of employees that their actions will lead to certain outcomes, and their confidence in what they can do. Instrumentality: This is the belief of employees that they will get what has been promised to them after completing the task successfully. Vroom proposed that the belief of an employee in these three factors helps psychologically in building a motivational force which makes that employee happy and avoiding negativity. Hence, the theory describes the mental procedure of motivation, as people make choices based on their understanding and behavior 3. 2.3.4 Motivating People through Equity 2.3.4.1 The Equity Model The Equity Theory was developed by J. Stacy Adams in 1962; it describes how an employee perceives that the outcome reward of a certain job is being fair, after completing one which is expected to be satisfying9. The theory can be measured against other employees in a work place, or even employees from different organizations. Normally this measurement results in three different perceptions: they will feel they are fairly rewarded, under rewarded, or over rewarded. Unless they feel fairly rewarded, they will act in a way as to reduce inequity. Because they always try to measure what they put in a job (input) and what they get from it (output). Examples of employees inputs and outputs can be found in table 2.1 3: Table 2.1 Examples of employee inputs and outputs in a job: Inputs Outputs Attendance Recognition Personal skills Fringe benefits Commitment and effort Responsibility Level of education Sense of achievements Past experiences Job perquisites (parking space or office location) Performance Job security Personal appearance Promotion and growth Social status Salary Technical skills Seniority benefits Training Status symbols Support of collogues Working conditions (Taken from J Slocum, Jr. (2007) Fundamentals of organizational behavior) The Equity Theory is built on the belief that, employees who think their rewards are fair and equal to their contributions, are the most motivated ones, The same goes for the ones who belief they are being rewarded in a similar manner as their peers. On the other hand, employees may become demotivated when they belief that their input is greater than the output. They may become depressed and not satisfied with their status, and show many negative reactions9. Therefore, managers must be fair and give their employees their fair share of rewards, based on their actions and inputs. They should understand how to balance inputs and outputs fairly, so that they give each employee fair and deserved rewards, which in turn improves employee motivation and thereby gives them more job satisfaction9. As mentioned before, managers must understand the balance of inputs and outputs of their employees; because employees measure their inputs differently, in addition to the fact that they may prefer different types of rewards. For example, a working mother may prefer more flexible working hours to an incentive9. At the end, managers should make sure their employees do not feel under rewarded, because then they will be demotivated, which should be avoided in any organization that wants to be successful. They should reward them fairly and equally based on their efforts, contributions, expectations, and peers 11. 2.3.4.2 The Procedural Justice Theory This theory was proposed by Rawls (1971), and it is based on fairness just like the previous equity model; however it is not based on the outcomes or the outputs, but on the fairness of the process of making decisions5. The theory measures the procedure of making decisions in an organization, which can be fair or unfair, and affects employee motivation and job satisfaction9. Procedural justice can be very important and essential to every company or organization, because it has a great effect on employees. When they perceive a procedure as fair, they become highly motivated to work and improve their inputs at their jobs. On the other hand, if they think the procedure is unfair they may be dissatisfied and demotivated to work9. A good example can be seen in most companies is pay raise determination, if employees perceive fairness of the decision, they will be satisfied, and visa versa. Sometimes, the fairness of such decision can be more satisfying than the raise itself, because the human being highly values equity and fairness. Employees may also judge the process of layoffs within a company, as the survivors would judge the fairness of the decision and become highly affected by it, and if it was a fair decision, they would become highly satisfied and more committed to their job. However if the decision was unfair, they may become demotivated and even have fear about their job status, which usually leads to seeking jobs elsewhere 3. Another examples is students, especially hard workers who put so much efforts in their studies, they expect to get good grades for their hard work, but sometimes they are misjudged or marked unfairly, which can be seen when they compare their results or marks with each other, and when they think the marking procedure was unfair, they become hugely dissatisfied9. 2.3.5 Other Theories of Motivation There are many theories and models of motivation, which are not widely recognized as the ones explained before; here is a review of some of them: 2.3.5.1 The Incentive Theory of Motivation According to Kerr (1995), a reward can be very effective in boosting employee motivation. Whether it was tangible or intangible, when a reward is presented to an employee after a certain behavior or performance, it is more likely that the same desired performance will occur again. In addition, the sooner the reward is given the better, as its effect would be larger in employees minds, and later on, this performance becomes a habit by that employee12. However, as the author has noted, there might be some difficulties applying the technique efficiently by managers, because they should make sure that the reward is not just a simple reward, it should be some kind of a reinforcer, which is like a reminder to employees of the incentive they get for what they did, and later on this becomes embedded in their behavior, and a continuous source for motivation, and job satisfaction. 2.3.5.2 The Drive-Reduction Theory The theory was proposed by C. Hull (1940), who suggested that when a person experiences some kind of a biological drive or arousal to do something, that person will experience a driving force to do that thing. And whenever that person does the action, then the action would be reinforced. For example: when a person is hungry and wants to eat, there would be a drive to do so, but as soon as that person eats, the forced drive becomes reduced. However, the theory was not considered very successful because it did not explain clearly the motivation process9. 2.3.5.3 The ERG (Existence, Relatedness and Growth) Theory Suggested by Clayton Alderfer in 1969, who followed up on Maslows needs theory. He reestablished the order of needs into three categories: the existence category including Physiological and safety needs, the relatedness category including affiliation and esteem needs, and the growth category including self-actualization and needs 13, 9. 2.3.5.4 The Goal Setting Theory This is based on the idea that when an employee sets a goal for oneself, he/she will have to increase performance to achieve t