Key Pieces of Dead Poets Society Essay Topics

Key Pieces of Dead Poets Society Essay Topics Finding Dead Poets Society Essay Topics There are lots of sources online where it is possible to get poets essay help. Below relate to numerous people totally free essay. You may also check out out the very best rated checklist of writers in the event that you would love. In addition, there are sites where you can buy custom made poets essay. The Debate Over Dead Poets Society Essay Topics The school will not accept change. Despite the fact that the cave appears very crowded, which is shown through the close-ups and very low lighting, it's a primeval environment where the students may reveal their very own inner personalities. Students at Welton could non hold any other pick for what they need to make or which type of individual they are interested in being. The other students aren't as eager to take part in risky pursuits and are reluctant to join. Top Choices of Dead Poets Society Essay Topics If you need to have assistanc e by means of your assignment Edusson Au is the service you will need. See whether a relative can discover the spelling words. Pressure is great to some degree. Definitions of Dead Poets Society Essay Topics Thus, a link can be viewed between Whitman's poems mentioned in the movie and Todd. Throughout the movie, viewers are not just demonstrated that seizing the day results in happiness, they're also shown that it's the sole approach to suck out all of the marrow out of life. The movie shows us that seizing the day contributes to unhappiness. It thus leaves this crucial question unanswered. The majority of the poems utilized in the movie mention life and death within a few lines. Also at the close of the movie where Mr.. Mr. Perry plays a crucial part in the growth of his son. Neil Perry's suicide, for example, illustrates the disturbing existential consequences that could transpire once a person's authority is permitted to prevail against tradition. You're playing the portion of the dutiful son. In order to completely understand the association between Neil and his father, we ought to be conscious of this. This is the start of the change in Todd. This is the start of the alteration in Todd. The notion that there's a possibility for increased development within the school is the thing that stimulates Charlie's rebellious nature and outbursts. Nonetheless, the novel is largely skeptical of Welton's model of succeeding, as it forces young individuals to conform to rules which don't do the job for everybody, a state which often produces more misery than happiness. He wants the boys to check at certain things from various perspectives, even though it might appear stupid, as there are many means to act, and each and every method of doing it's so special. The effect of Transcendental thought is extremely powerful to the open-minded. Choosing Dead Poets Society Essay Topics Is Simple Independence is among his motto's. The greatest target of st udying hard and observing the rules, an individual would think, is the fact that it produces lasting happiness. Everyone can lead to society. Look around any playground in the us, or Australia, and it's instantly recognizable what the recent trends are. Sorry, but copying text is not permitted on this website. Reading example essays works exactly the same way! Answer which you are here. When you are prepared to acquire your assignment by a prime-rated specialist, click on our type Get right now and pick out the sort of paper you're going to need. This isn't an instance of the work generated by our Essay Writing Service. Get your customized essay sample. The Advantages of Dead Poets Society Essay Topics Below you can buy assignment of any complexity and receive a fantastic plagiarism cost-free outcome in the mandatory time. There's no opportunity to waste. The majority of the teachers are incredibly rigorous and controlling. Thus, history functions as a storehouse of i nformation which can help us understand change and the way the society we live in came to be. You must have to stick to three easy actions. It's very challenging to accomplish anything in this life if we don't risk ourselves. Live this up and do your best because at the conclusion of your life you ought to have no regrets. You are likely to Harvard and you're likely to be a doctor (142). Finding the Best Dead Poets Society Essay Topics Keating is a huge inspiration for those boys in the book. The boys continue to be in high school, they haven't yet truly begun their lives. O I want you to discover your own approach to walk. On the flip side, but the triumph of the person spirit may sometimes have a positive outcomeas in the instance of Knox Overstreet, an instance of transcendentalism. The Key to Successful Dead Poets Society Essay Topics Todd is quite a quiet boy. It's agreed that Todd is going to be the club's secretary because he doesn't like to read aloud. Charli e is shown to discover the joke hilarious too, because he smirks even though he's in Mr. Nolan's office. After attending a couple of Mr. Keating's classes, the boys started to demonstrate their true colours.

Essay about Management Accounting - 1236 Words

PROFORMA FOR WRITTEN PART 1. Direct material efficiency variance The firm was faced with limited storage space at their premises and were unable to relocate or rebuild their premises or use Just-In-Time inventory. Therefore storage costs increased; this increased the DMs costs since storage is part of in-transit costs, which are considered part of DMs cost. Thus, the Materials Efficiency Variance calculated as $800 unfavourable. DL efficiency variance Change in the layout of the manufacturing space should reduce the standard time per product in the long run. Besides, new materials are easier to work with in terms of both cutting and sewing, which means workers spend less time. This is reflected in a favourable calculation of LEV at†¦show more content†¦The fixed OH variance was reported as $338 unfavourable. An unfavourable fixed OH volume variance indicates that the firm spent more on fixed OH costs in actual fact than it had planned to spend for the period. This shows management’s observation that the fixed OH volume variance is favourable to be incorrect. Furthermore, management’s belief that a favourable variance means that â€Å"everything is ok† is not valid since a favourable or unfavourable variance is not an indicator of good or bad. Rather, variances are indicators of potential problems, which should be investigated. Consequences for the firm The consequences of having limited storage space are increased storage costs. As such, expanding existing space via purchasing or renting should be considered to hold all inventory produced. The firm should be particularly careful in not producing more than it can store. Another consequence of having limited storage space is the opportunity cost in not being able to meet customer demands. If customers demand more than the firm can store, the firm will miss out on potential sales. The firm should also be careful in producing only what is required to meet demand as because of the products’ short lifetime due to styles going out of fashion, the firm might not be able to sell all of its inventories in time and would consequently suffer a loss. 4. Activity Based Costing Discussion (maximum 2 fullShow MoreRelatedManagement Accounting1950 Words   |  8 PagesManagement in business and human organization activity, in simple terms means the act of getting people together to accomplish desired goals. Management comprises planning, organizing, -resourcing, leading or directing, and controlling an organization (a group of one or more people or entities) or effort for the purpose of accomplishing a goal. Resourcing encompasses the deployment and manipulation of human resources, financial resources, technological resources, and natural resources. ManagementRead MoreAccounting Analysis On Management Accounting Essay1210 Words   |  5 PagesManagement Accounting Introduction: Management accounting technique is the procedure of understanding, analyzing, exam, calculating, deciphers, and transfers the verbal data to chase of company objectives. The section of bookkeeping is called as cost accounting. The difference between the financial and managerial bookkeeping data is the goal at assist the administrators inside the corporation to create choice as per their situations. Even as economic bookkeeping is intended at giving data to gatheringRead MoreManagement Accounting1870 Words   |  8 PagesRunning Head: MANAGEMENT ACCOUNTING The Management Accountant in Business [Name of the Writer] [Name of the Institution] The Management Accountant in Business Introduction Tesco Public Limited Company is a merchandising retailer and a grocery retailer multinational chain which has it’s headquarter in Cheshunt in the United Kingdom. Tesco as compared to its counterparts, Walmart and Carrefour, is the world’s third largest retail store with regard to the revenues that it generates. Tesco standsRead MoreManagement Accounting1590 Words   |  7 Pagestaxes | | 1600000 | Income Taxes 30% | | 480000 | Net income | | 1120000 | Scenario: The sales agents want sales commissions increased to 20%, this will caused the commission to agents would increase to $3,200,000 (20%X $16,000,000). The management of Pittman Company suggested to employ company’s sales force and incurred $2,400,000 fixed costs for the sales force. Besides Pittman Company would also save $75,000 a year because no need to pay the audit firm for check out the agent reports, soRead MoreImpact of Environmental Accounting on Management Accounting7424 Words   |  30 Pages1.0 Introduction According to The Environment Agency in the United Kingdom (2006), Environmental Accounting can be defined as: â€Å"The collection, analysis and assessment of environmental and financial performance data obtained from business management information systems, environmental management and financial accounting systems. The taking of corrective management action to reduce environmental impacts and costs plus, where appropriate, the external reporting of the environmental and financialRead MoreStrategic Management Accounting13457 Words   |  54 Pagesthis journal is available at www.emeraldinsight.com/0951-3574.htm AAAJ 21,2 Strategic management accounting: how far have we come in 25 years? Kim Langï ¬ eld-Smith Monash University, Melbourne, Australia Abstract Purpose – The purpose of this paper is to provide a review of the origins of strategic management accounting and to assess the extent of adoption and â€Å"success† of strategic management accounting (SMA). Design/methodology/approach – Empirical papers which have directly researched SMARead MoreManagement Accounting Assignment980 Words   |  4 Pages602 Management Accounting David Xu Id: 65990771 Session Preparation Assignment (SPA) #2 Understanding Key Cost Relationships 1. Read Chapter 2 of SN, Key meanings in the Chapter. Understanding key cost in a firm is the most important issue in management accounting. That is because business survives on value exchange. Customers and business are willing to exchange money and services (products) based on the costs. How products cost can effect a firm’s financial health isRead MoreThe Implications Of Management Accounting2362 Words   |  10 Pages1987, Johnson and Kaplan studied the evolution of management accounting and how it has lost relevance today. In the world of technology, competitive environment many issues have escalated, therefore management accounting methods aren’t relevant. Management accounting systems used by the firms before do not apply to organisations today. Hence the reason why the two academics explored reasons why organisations need to develop the methods in which they measure their performance and costs. This essayRead MoreManagement Accounting Essay1907 Words   |  8 PagesManagement in business and human organization activity, in simple terms means the act of getting people together to accomplish desired goals. Management comprises planning, organizing, - resourcing, leading or directing, and controlling an organization (a group of one or more people or entities) or effort for the purpose of accomplishing a goal. Resourcing encompasses the deployment and manipulation of human resources, financial resources, technological resources, and natural resources. ManagementRead MoreEthics in Management Accounting2322 Words   |  10 PagesASSIGNMENT ON ASSURANCE OF LEARNING – ETHICS IN MANAGEMENT ACCOUNTING (CMA) Awoluyi Adekunle, Matric Number: 201403007 JUNE 29, 2015 MEMBA 3 LBS, Lagos AWOLUYI ADEKUNLE Matric Number: 201403007 Introduction The source of cost management ethical problems in any organization can be one or more of the following; 1. 2. 3. 4. Organisation’s management expectation Vs. professional ethics Personal desire for recognition / and promotion within the company Strife for quick money

Bipolar And Related Disorders Are Separated From The...

Bipolar and Related Disorders are separated from the depressive disorders in the DSM-5. (American Psychiatric Association, 2013) They are placed between the chapters on schizophrenia spectrum and other psychotic disorders and depressive disorders. This is because they are a bridge between the two diagnostic classes in terms of symptomatology, family history, and genetics. The disorders that fall under this category are as follows: Bipolar I, Bipolar II, Cyclothymic Disorder, Substance / Medication-Induced Bipolar and related, Bipolar and related due to another Medical Condition, Other Specified Bipolar and related, and Unspecified Bipolar and related. Bipolar I is our modern understanding of the 19th Century manic-depressive disorder or affective psychosis, however, it differs in that neither psychosis nor a lifetime experience of a major depressive episode is required. It requires one or more extreme manic episode, or symptoms of both a mania and a depression. It may be preceded by, or followed by, hypomanic or major depressive episodes. Mania symptoms cause significant impairment in life and may require hospitalization or trigger psychosis. In contrast, bipolar II is defined by the lifetime experience of at least one hypomanic episode and at least one major depressive episode. Criteria for hypomania are like those of mania, but in a milder form. Instead of impairment, hypomania is marked by a distinct change in functioning. (APA, 2013) Bipolar II is no longer thought to beShow MoreRelatedBipolar, A State Of Sadness, And Mania1313 Words   |  6 PagesShifts of moods and behaviors are normal but when exceeding the time frame of when those shifts last it can cause a disorder. A disorder known as Bipolar. Bipolar is concluded to be alternating periods of depression and mania. Depression, being, a state of sadness, and mania, a state of high energy in which a person seems capable of taking over the world. These symptoms of bipolar ultimately lead to the question of what causes people to be in depressed or manic. Can a time of mania ultimately causeRead MoreIntegrating Neurobiology And Psychology For New Treatment Targets1553 Words   |  7 PagesPsychology for New Treatment Targets: Schizophrenia, Bipolar, and Depressive Disorders Integration of disciplines is essential for developing new approaches to treat mental health disorders. Identifying key players in the underlying pathology of schizophrenia, bipolar, and depressive disorders will prove new targets for treatments. In the past, glial cells have been overlooked in the treatment of schizophrenia, bipolar, and depressive disorders. Now, with new technology, the class of neuroglia, calledRead MoreAnalysis Of The Movie Silver Linings Playbook 1614 Words   |  7 PagesIn the movie Silver Linings Playbook, Bradley Cooper plays the main character Pat Solitano Jr. The movie starts off with Pat being released from a psychiatric facility. Pat’s time spent in the psychiatric facility was a plea bargain that his lawyer advised him to make. The court only mandated eight months of inpatient time, and against the will of the doctors in the facility, his mother is discharging him because she thinks that eight months is sufficient time for Pat to become well. On the driveRead MoreThe Signs and Symptoms of Bipolar Disease758 Words   |  3 PagesIntroduction Bipolar disease is a very odd disorder affecting many people. This paper will describe what bipolar disease is, the signs and symptoms of this disease, and who it affects. It will also inform you of the causes of bipolar disease and how to diagnose and treat it. Description Bipolar disease, previously called manic-depressive illness, is a disorder in the brain characterized by extreme variations in mood, energy, and activity levels. Patients with bipolar disease find it strenuous completingRead MorePsychiatric Evaluation and Diagnosis of Virginia Woolf757 Words   |  4 Pagesexperienced through her bipolar disorder. Many people have heard the word bipolar, but do not realize its full implications. People who know someone with this disorder might understand their irregular behavior as a character flaw, not realizing that people with bipolar mental illness do not have control over their moods. Virginia Woolf’s illness was not understood in her lifetime. She committed suicide in 1941. Several theories exist as to what might lead a person to develop bipolar disorder. In VirginiaRead MoreEssay on Compare and Contrast Two Mental Illnesses1273 Words   |  6 PagesSchizophrenia vs. Bipolar Disorder Page 1 Schizophrenia vs. Bipolar Disorder Angela M. Powell English Composition I Kim Elliott-White April 18, 2011 Schizophrenia vs. Bipolar Disorder Page 2 Brain disorders are commonly misunderstood due to the actions of the person living with the disorder. Education about brain disorders should decrease the misunderstanding of the disorders, and increase the supportRead MoreLearning Project : Bipolar Disorder1666 Words   |  7 Pages Learning Project: Bipolar Disorder Brianna Parker Bloomsburg University of Pennsylvania â€Æ' Learning Project: Bipolar Disorder Bipolar disorder is a very intense disorder and many people struggle with dealing with it on a day to day basis. According to the A.D.A.M. Medical Encyclopedia (2013), bipolar disorder is a brain disorder that can affect your behavior, emotions, and wellness. Bipolar disorder symptoms are more severe than a personal just experiencing a bad day. They consistentlyRead MoreA Common Misconception Regarding Bipolar Disorders Essay1994 Words   |  8 Pagesregarding bipolar disorders is that every individual that is diagnosed experiences the same symptoms. Bipolar (and related) disorders can be similar in that they all invoke a form of lability in an individual’s mood, but the differences in frequency, duration, and intensity are unique to the individual. In order to fully understand the diagnosis of bipolar I disorder, it is important to recognize the complete spectrum. The distinct types of bipolar and related disorders are bipolar I disorder, bipolarRead MoreThe Diagnostic And Statistical Manual Of Mental Disorders1589 Words   |  7 PagesThis paper goes over several topics all of which are related to the mind and what is or is not perceived as a mental disorder. There are many different types of approaches to personality. Understanding each approach and how it compares to the others will help understand how one develops their personality. The Diagnostic and Statistical Manual of Mental Disorders (DSM) is in its fifth edition. Had the original manual never been updated, there would be many individuals who are misdiagnosed. AsRead MoreAnalysis Of Edgar Allan Poe And Emily Dickinson1203 Words   |  5 Pagessimilar in subject matter. However, they were a world apart in writing styles, and they both shared a common thread known today as Bipolar Disorder or Manic Depression. According to the description on MedicineNet.com Bipolar disorder is â€Å"Alternating moods of abnormal highs (mania) and lows because of the swings between these opposing poles in mood and a type of depressive disease. Sometimes the mood switches are dramatic and rapid, but most often they are gradual. Mania often affects thinking, judgment

Islam s Influence On The Middle East And Beyond - 1711 Words

Before it completed 100 years of its origin, Islam had expanded across the Middle East and beyond. The rate and success of Islam s expansion were nothing short of breathtaking. Due to Muhammad’s alluring message, personal charisma, political ingenuity, and his ability to appeal to his followers; their loyalty and devotion laid the foundation to Islam’s great conquest. When the Muslim armies swarmed through the Arab frontier, their experience with the terrain and their self-determination allowed them quickly pillage vast areas in short periods of time. As a result of the impoverished and war-torn state of both the Byzantine and Persian empires, the inhabitants of these domains were not ready for the Arab’s unexpected wave of attacks and†¦show more content†¦Prophet Muhammad was smart and strategic in his actions, he stayed aligned with his spiritual goals and used his leadership in politics to unify the Arabian Peninsula, establish a great state whose cap ital was Medina, and execute successful military expeditions . Muhammad created an Arabia that was devoted to Allah and his laws. The Arab armies were newly organized and as they advanced out of the Arabian Peninsula and successfully conquered new lands, they brought with them social and political order based on their Arabian culture and their firm Islamic faith . The successful formation of the Islamic state within the Hijaz and the greater Arabian Peninsula was most certainly the primary factor that led to the greater Muslim conquests in the Middle East and beyond. The organization of anarchistic pre-Islamic Arabian tribes into a united force with a clear, well-defined purpose was also a major contribution to the success of expansion of Islam. The new Muslim community was essentially a tribe that was established not on biological descent but rather the acceptance of Allah and Muhammad as his prophet. Additionally, the wars of expansion were advanced by the Arabs devotion to the concept of jihad . Muslims are obligated to extend the faith to nonbelievers and to defend Islam from attack. The original concept of jihad did not include aggressive warfare against non-Muslims, but holyShow MoreRelatedWomen And The Middle East And North Africa1148 Words   |  5 PagesThe diversities within North Africa, the Middle East, and Southeast Asia (cultur al, religious, political, etc.) play a crucial part in the status of women and the key features of gender roles in these particular geographic regions. The Middle East and North Africa share commonalities through Arabic and Islamic culture. Establishing equalities for women amongst the current social and political changes of Middle Eastern and North African societies stands as a difficult obstacle to overcome, but inRead MoreWomen s Rights Of The Middle East901 Words   |  4 PagesWomen’s Rights in the Middle East Take a look around you. You most likely see quite a lot of women talking, laughing, and living freely. Most people would agree that it’s an everyday sight. However, free-living women are a rare occurrence in other parts of the world, such as the Middle East, where women are bound by traditions. The oppression of women that rages today in that region is due to the great influence Islam has there. Followers of Islam, known as Muslims, use the Quran as their Holy BookRead MoreThe Sectarian Divide Between The Sunni And Shiite1433 Words   |  6 PagesThe on-going Sunni and Shiite split has influenced not only the Middle East where it originated but also impacted the rest of the world. The divide between the the Sunni and Shiite which has existed for centuries is one of the most prevalent aspects of Islam. Members of the two sects have co-existed for centuries and share many fundamental beliefs and practices. However, they differ in doctrine, ritual, law, and religious organizati on. Their leaders also often seem to be at odds; from Lebanon andRead MoreDemocratization Of Latin America And Eastern Europe915 Words   |  4 Pages1. Despite the democratization movements in Latin America and Eastern Europe in 1980s and 90s, Middle Eastern authoritarian regimes proved to be resilient. Despite the recent Arab Spring protests, most Middle Eastern nations live under authoritarian regimes. How do these authoritarian regimes survive for so long? What are the factors that contribute to their longevity? Most Eastern European countries that were part of the Eastern bloc, after the fall of the Berlin Wall began the transition processRead MoreBiography of Muhammad Essay1585 Words   |  7 Pagesdeveloped a following of people they were very harshly persecuted. Muhammad and his followers were imprisoned, stretched out on burning hot sand and cauterized with hot irons (Hamidullah, par. 22). Even though the followers of this upstart group called Islam were persecuted severely, more and more people got involved with his ministry and teaching. Persecution got so bad that Muhammad was forced to flee the city with his followers and went to the Christian city of Abyssinia. In Abyssinia MuhammadsRead MoreThe Views Of The Middle East1456 Words   |  6 Pages The Perspective of Conservatives From the perspective of many Americans, the Middle East is a world apart, incomparable and without connection with culture or tradition. The truth of the matter is that Islamic influence has been pervasive in American society for many years. What were once predominately Christian institutions, have become more willing to allow Islamic culture and religion influences into their organizations. While the Muslim community has made substantial contributions in the areasRead MoreIs The Cold War Really Over?1430 Words   |  6 Pagesthe Cold War is over or not. The Cold War era began with ideological battles in the West and East. Political tensions and events are growing in the current conflicts in the Middle East and varied countries. The term â€Å"cold war† has rose again as new conflicts emerged from the Cold War era. After the prolong conflict between the West and East, the two sides continued their movement to bring sphere of influence over foreign countries. There are factors that concern upon the political events in foreignRead MoreEssay about ITW1 Task 1 1121304 Words   |  6 PagesAnalysis and Interpretation Comparing Classical and Middle Age Art Periods 112.1.2 The Fourth and Fifth centuries brought the Classical Art period to Greece. This was a very significant period for Greek art. Before this time, art lacked dimension and intensity, but the onset of the classical period brought with it influential architecture, vase paintings and sculptures, giving life to its subjects. Many modern day artists draw their creative influence from the classical art period. Athens conqueredRead MoreEssay about Rabia Al-Adawiyya1579 Words   |  7 PagesRabi’a al-Adawiyya is recognised as the first female Saint of Islam due to her major role in the early maturation of Islam, specifically, the expansion of Sufism. It was she who focused on a rigorous asceticism that required complete abandonment of ones worldly pleasures in order to detach one from the fear of hell and enter the passionate love and devotion for God. Her belief in this notion â€Å"Muhabbah† (Divine Love) and her dismissal of materialism became a strong prestige throughout her teachingsRead MoreThe Islamic Religion Of The Arabian Desert1505 Words   |  7 PagesPudlin Professor Ermus November 18th, 2014 Allah says in the Qur an not to despise one another. So the criterion in Islam is not color or social status. It s who is most righteous. If I go to a mosque - and I m a basketball player with money and prestige - if I go to a mosque and see an imam, I feel inferior. He s better than me. It s about knowledge.(Hakeem Olajuwon) The Islamic religion may also be defined as your average day rollercoaster; You have your climb, your peak

Essay on Jfk Assassanation - 3209 Words

First off a little info about president Kennedy. John Fitzgerald Kennedy, parents were Joseph Patrick Kennedy and Rose Fitzgerald, he was born in Brookline, Massachusetts, on 29th May, 1917. His great grandfather, Patrick Kennedy, emigrated from Ireland in 1849 and his grandfathers, Patrick Joseph Kennedy and John Francis Fitzgerald, were both important political figures in Boston. Kennedys dad was a highly successful businessman who had later served as ambassador for Great Britain (1937-40) Then on November 22, 1963, when he was hardly past his first thousand days in office, John Fitzgerald Kennedy was killed by an assassins bullets as his motorcade wound through Dallas, Texas. Kennedy was the youngest man elected President; he was the†¦show more content†¦Naturally this aroused immense suspicion and the American public started questioning why so many key US figures had been assassinated in the space of just four years when previously this type of incident had been rare. At the time there was also an increasing amount of corruption and scandal within the government. This alarmed the public who had completely trusted the government before. The Watergate Scandal in 1974 involving President Nixon had clearly shown that this was not the case anymore. Nixon had abused his authority and power to his advantage. This indicated that even politicians were prone to sleaze and scandal. As a result of this, people also started questioning the behaviour of the government. This is most likely why they were more receptive in accepting that Kennedy was the victim of a conspiracy, later on. The public also became increasingly interested in the Kennedy assassination as books such as Rush to judgment by Mark Lane and Inquest by Edward Jay Epstein, started to be written. They immediately became best sellers and played a large role in raising awareness regarding the assassination. As a result people started to inquire more and rumours began that other people or organizations had been involved in Kennedys assassination i.e there had

Impact of Financial Rewards free essay sample

Topic: Impact of financial rewards on employee motivation in Kenyan Commercial Banks Thesis: Impact of financial reward system on employee motivation Thesis statement: Impact of financial reward system on employee motivation because employees are pillars of organization success and they must be motivated to contribute to organization success, organizations offer various reward systems to motivate employees. Outline I. Introduction3 A. Background 3 1. Motivation 3 2. Rewards3 3. Job Satisfaction4 4. Banks in Kenya5 I. Financial Rewards System on Employee Motivation5 A. Rewards and Recognition System5 B. Financial Rewards 7 C. Non-financial Rewards 7 D. Employee Motivation8 E. Remuneration9 II. Impact of Financial and Non-Financial Reward System on Employee Motivation 10 A. Employee Engagement10 III. Conclusion11 A. Recommendation 12 IV. Reference 13 I. Introduction A. Background 1. Motivation â€Å"Motivation is the desire to achieve beyond expectations, being driven by internal rather than external factors, and to be involved in a continuous striving for improvement†. (Torrington. et al, p. 276). Employees are motivated by both intrinsic and extrinsic rewards. To be effective, the reward system must recognize both sources of motivation. All reward systems are based on the assumptions of attracting, retaining and motivating people. Financial rewards are an important component of the reward system, but there are other factors that motivate employees and influence the level of performance. Several studies have found that among employees surveyed, money was not the most important motivator, and in some instances managers have found money to have a demotivating or negative effect on employees. Organizations are constantly looking for ways of enhancing their employee motivation. The employees of an organization are vital to the growth and success of the organization and in many cases, an organization success is defined by its employees (Bennet, 2002). This is also emphasized by Harvey Brown (2006) who argues that people are the foundation of every organization. Also, it is commonly said that people working for an organization, are the most valuable, the most costly, and the most volatile of all the resources that it can use to accomplish the organization’s objectives. Organizations need people to get things done (Bennet, 2002). 2. Rewards Flynn (1998) argued that rewards and recognition programs keep high spirits among employees, boosts up their morale and create a linkage between performance and motivation of the employees. The basic purpose of recognition and reward program is to define a system to pay and communicate it to the employees so that they can link their reward to their performance which ultimately leads to employee’s job satisfaction. Luthans Sommers (2005) and Edwards et al. (2006)` explained that rewards were received as an exchange of services between employee and employer. Traditionally employees’ job description and job specification determined rewards to maintain equity among employees within an organization and competitive in the marketplace Zain et al. (2009) The principle reward for performing work is pay received by the employee from the employer, many employers also have other reward packages of which wages and salaries are only a part of. The packages typically include bonuses, pension schemes, health insurance, allocated cars, beneficial loans, subsidized meals, profit sharing, share options and much more (Pitts, 2005). To ensure the reward system is effective and motivates the desired behaviors, it is essential to consider carefully the rewards and strategies utilized and ensure the rewards are linked to or based on performance. To be effective, any performance measurement system must be tied to compensation or some sort of reward. Rewarding performance should be an ongoing managerial activity, not just an annual pay-linked ritual. 3. Job Satisfaction Where job satisfaction, as defined by Lock (cited in Gruneberg, 1979, p. 3), is a pleasurable positive emotional state as a result of work appraisal from one’s job experiences. In order to maximize the overall performance of the company it is vital for an employer to understand what motivates the employees and how to increase their job satisfaction. It might however be challenging for a company to find out what motivates its employees, especially because different people are motivated by different things Different types of satisfaction will lead to different intentions and behaviors that arise from different types of motivation in getting different types of rewards (Luthans Sommers, 2005). Spector (1989) suggested that â€Å"employees can be satisfied with some elements of the job and simultaneously dissatisfied with others† (p. 10). Amabile et al. (1994) implied that employee who exhibits high job satisfaction is motivated by rewards and rewards supported work engagement (p. 950-967) Lin (2007) and Milne (2007)` recommended that rewards with outcome relationships were expected to vary based on employee satisfaction with their organization. 4. Banks in Kenya As at 31st December 2012, the banking sector comprised of the Central Bank of Kenya, as the regulatory authority, 44 banking institutions (43 commercial banks and 1 mortgage finance company MFC), 4 representative offices of foreign banks, 6 Deposit-Taking Microfinance Institutions (DTMs), 118 Forex Bureaus and 2 Credit Reference Bureaus (CRBs). Out of the 44 banking institutions, 31 locally owned banks comprise 3 with public shareholding and 28 privately owned while 13 are foreign owned as shown in Chart 1. The 6 DTMs, 2 CRBs and 118 forex bureaus are privately owned. The foreign owned financial institutions comprise of 9 locally incorporated foreign banks and 4 branches of foreign incorporated banks. I. Financial Rewards System on Employee Motivation A. Rewards and Recognition System â€Å"Reward is the benefits that arise from performing a task, rendering a service or discharging a responsibility. † (Pitts, 1995, p. 11. ) Pay is the most significant and motivating benefit that is received in return for performing a task or service. It is pay that motivates individuals to go out and seek work. Pay is also one of the few ways to set a mutually acceptable common value to the individual’s work contribution. Pay can also be a powerful de-motivator, if employees are not satisfied with the reward package, it will be hard for the company to recruit and retain good individuals. (Pitts, 1995, p. 11). Kenyan Commercial Banks are having problems in finding a suitable and functioning reward system that would motivate the employees in a proper way. The main problem has been the ability to retain experienced staff. In the banking industry employee’s retention is a key issue that affects all the players on an equal measure. Bank employees who are known as â€Å"bankers† hop from one bank to another looking for better pay. The reward types are decided by the upper management, and disseminated downwards to the line manager however decides how to implement the rewards to their juniors. The Kenyan Commercial Banks in today’s environment seek to determine the reasonable balance between employee commitment and performance to the organization. The reward and recognition programs serve as the most liable factor in keeping employees’ motivation high and passionate for their jobs. Oosthuizen (2001) stated that it is among the function of managers to motivate the employees successfully and influence their behavior to achieve organizational efficiency. La Motta (1995) is of the view that performance at job is the result of ability and motivation. Ability formulated through education, equipment, training, experience, ease in task and two types of capacities i. e. mental and physical. The performance evaluation and rewards are the factors that proved to be the bonding agents of the performance evaluation programs. According to Wilson (1994), the process of performance management is one among the key elements of total reward system. The reward system employed by most Commercial Banks consists of three types of rewards; profit sharing, personal salary increment and tangible recognition. All of these rewards have been in an out of use for the past five years, at some periods of time all three rewards have been in use at the same time. Profit sharing is paid out once an year together with the annual salary increment, which is determined by the appraisal system and the bank’s annual performance . B. Financial Rewards Financial motivation is the amount of effort other people (employers) gives to the person (employees) to motivate them. Financial motivators are efficient but the influence doesn’t last long. Non-financial motivators tend to have a longer impact as they are inherent and not imposed from outside. Entwistle (1987) is of the view that if an employee performs successfully, it leads to organizational rewards and as a result motivational factor of employees lies in their performance. Majority of the organizations require their employees to work according to the rules and regulations, as well as, job requirements that comply with full standards. The highly motivated employees serve as the competitive advantage for any company because their performance leads an organization to well accomplishment of its goals. Among financial, economic and human resources, human resources are more vital that can provide a company competitive edge as compared to others. According to Andrew (2004), commitment of all employees is based on rewards and recognition. Lawler (2003) argued that prosperity and survival of the organizations is determined through the human resources how they are treated. C. Non-financial Rewards Armstrong Murlis (2004) reflecting on non-financial motivation pointed out that money in itself has no non-financial meaning and acquires significant motivating power only when it comes to symbolize intangible goals. Kreitner Kinicki (2007) suggests that the effectiveness of money as an financial motivator depends on a number of circumstances, including the value and needs of individuals and their preference for different types of financial or non-financial rewards. Armstrong Murlis (2004) further commented that money is important to people because it is instrumental in satisfying a number of their most pressing needs. It is significant not only because of what they can buy but also a highly tangible method of recognizing their worth, thus, improving their self-esteem and gaining esteem of others. D. Employee Motivation Most of the commercial banks have gained the immense progress by fully complying with their business strategy through a well-balanced reward and recognition programs for employee. Deeprose (1994) argued that the motivation of employees and their productivity can be enhanced through providing them effective recognition which ultimately results in improved performance of organizations. The entire success of an organization is based on how an organization keeps its employees motivated and in what way they evaluate the performance of employees for job compensation. Managing the performance of employees forms an integral part of any organizational strategy and how they deal with their human capital (Drucker as cited in Meyer Kirsten, 2005). Today where every organization has to meet its obligations; the performance of employees has a very crucial impact on overall organizational achievement. In a demotivated environment, low or courageless employees cannot practice their skills, abilities, innovation and full commitment to the extent an organization needs. Csikszentmihalyi (1990) posts a view that the state of satisfaction and happiness is achieved by the employees only when they maximally put their abilities in performing the activities and functions at work. In this way motivated employees are retained with the organizations thus reducing extra costs of hiring. An intrinsically motivated individual will be committed to his work to the extent to which the job inherently contains tasks that are rewarding to him or her. And an extrinsically motivated person will be committed to the extent that he can gain or receive external rewards for his or her job. For an individual to be motivated in a work situation there must be a need, which the individual would have to perceive a possibility of satisfying through some reward. If the reward is intrinsic to the job, such desire or motivation is intrinsic. But, if the reward is described as external to the job, the motivation is described as extrinsic. E. Remuneration Good remuneration has been found over the years to be one of the policies the organization can adopt to increase their workers performance and thereby increase the organizations productivity. The performance of workers has become important due to the increasing concern of human resources and personnel experts about the level of output obtained from workers due to poor remuneration. This attitude is also a social concern and is very important to identify problems that are obtained in industrial settings due to non-challant attitudes of managers to manage their workers by rewarding them well to maximize their productivity. All efforts must be geared towards developing workers interest in their job so as to make them happy in giving their best to their work, this will ensure industrial harmony. In view of this, this study attempts to identify the influence that rewards have on workers performance in order to address problems arising from motivational approaches in organizational settings. For some reasons most organizations use external rewards to influence their workers. The assumption that workers tend to perform more effectively if their wages are related to performance which is not based on personal bias or prejudice, but on objective evaluation of an employee’s merit. Several techniques of measuring job performance have been developed; in general the specific technique chosen varies with the type of work. All these issues call for research efforts, to bring focus on how an appropriate reward package can jeer up or influence workers to develop positive attitude towards their job and thereby increase their productivity. Possibly the best means of understanding employees’ motivation is to consider the social meaning of work. In this respect, short-term goals and long-term goals of employees’ and employers’ may affect production variously. Giving attention to the manner in which rewards are distributed to employees’ are perceived is preferable to assume that reward means the same thing to all. Rewards that an individual receives are very much a part of the understanding of motivation. Research has suggested that rewards now cause job motivation and satisfaction, which leads to performance. It showed that though there was no significant difference in motivational level and job satisfaction across various categories of workers in different organizations. II. Impact of Financial and Non-Financial Reward System on Employee Motivation A. Employee Engagement Employee engagement is typically described as a high level of employee involvement, commitment to the organization and job satisfaction. Engaged employees value, enjoy and have pride in their work. They are more willing to help each other and the organization succeed; take additional responsibility; invest more effort in their jobs; share information with other employees; and remain with the organization than employees who are less engaged. Employee engagement and related variables, such as commitment and cooperation, have been found to be associated with organization performance. The primary focus of engagement efforts has mostly been on team-building programs, employee opinion surveys and non-financial rewards, egalitarian pay structures have been found to be related to employee cooperation, involvement, satisfaction and commitment. Considerable attention has been given to the identification of key drivers of Employee engagement and its linkage to the financial results. Engagement is creating prospect for human resources to attach with their managers, colleagues and organization. It‘s concern is to shape a milieu where employees are motivated and connected with their job in real caring manner to do a high-quality job. Engagement is a perception that places continuous improvement, change and flexibility at the empathy of what it means. Training and Career Development another important dimension in the process of engaging employees and this call for the dying need of formulating diversity conflict management policies. Performance of engaged employees lead the company towards customer satisfaction which ultimately direct an organization towards profitability or business outcomes (Bassi, 2010). They further argue that modern business anticipate their employees should be positive and take responsibility for developing their expertise. They are expected to be devoted to excellent performance appraisal standards. Organizations needed employees who are active, committed and enthralled to their job. (Ruth. et al,1998) promulgates that the management efficiently involve their employees in their works and receive high performance among employees. This can be done through right selection of candidates, proper training, power sharing, work-information sharing, knowledge or employee skills and performance rewards system. (Konard, 2006) claims in his study that how high-involvement work practices can contribute in effective employee engagement. High involvement work practices are the techniques used by the management to efficiently involve their employees in their works and receive high performance among employees. A company caring more for its customer contentment and is focused on customer than it can also drives employee to get more engaged. If there is no career progression or limited career advancement opportunities, then employees will definitely be disengaged at certain level and shall not remain committed with an organization. Organization’s repute as a good employer, availability of resources needed to perform job in high quality and communication of clear vision for long term success by the higher management are also critical factors in building employee engagement. (Paradise, 2008). III. Conclusion Employee motivation is one of the most essential parts in a company’s development and success. It is hence vital for an employer to understand what motivates the employees and how to maximize their overall job performance. I have come to the conclusion that there are two major factors that have a profound effect on work motivation in Kenyan Banks. One is intrinsic motivation which comes from inside the employee and is related to his or her feelings. Examples on this are personal growth, the feeling of achieving something, responsibility and freedom to act. The other factor is extrinsic motivation where outside factors such as salary, rewards and criticism motivate the employees. It is therefore important for a company to find out what motivates its employees so that it can plan a suitable reward system and gain better results. The right combination of immaterial and material rewards can boost up the employees work motivation and enhance their commitment to the company. A. Recommendation Managers in the organization must continually seek to understand the needs of their employees. Also financial rewards should be tied direct to the results that the employees achieve in the organization. Managers are also required to weigh up the advantages and disadvantages of each payment system and decide where to put the emphasis on. On the other hand, a total reward system which includes non-financial and financial reward system describes a reward strategy that brings components such as learning and development together with aspects of the work environment into the benefits package. The purpose of total reward is to create a cluster where all the different reward systems are connected, complementary and mutually reinforcing each other. In order to achieve internal motivation, the total reward strategies should be financial and non-financially integrated with human resource activities, business strategies.

Australian Industrial Relations for Fair Work Act - myassignmenthelp

Question: Discuss about theAustralian Industrial Relations for Fair Work Act. Answer: Analysis of the enactment of the Fair Work Act 2009 There has been an evolution of the employment relations over time from the servant-master relationship to the present employer-employee relationship in the developed countries. In Australia, the institutionalism of employment relationship was introduced as an outcome of the industrial actions in the 1890s, which compelled Higgins to uphold the concept of collective bargaining and establish institutions such as the Australian Industrial Relations Commission (AIRC). This concept was supported by the concept of Pluralistic and NeoInstitutionalism that governed the industrial relations in Australia until 1990 (Stewart 2013). The introduction of the Work Choices legislation concentrated on the nature of unequal power that stresses the respective relationship and examines the essential linkages between the employer and the employees. According to employment relationship may be defined as the terms and conditions based on which an employer recruits labor/employee and the employee decides to sell his labor to employer in exchange of wages (Regan and 2015). Employment relationship is also used to describe the assimilation of the industrial relations and the human resource management including the various stakeholders and other environmental factors. The Fair Work Act 2009 (Cth) or the (FWA) is considered as an essential piece of Commonwealth legislation that has been enacted to regulate the workplace relations. It entails the terms, conditions of employment, and outlines the rights and obligations of the employees, employers and the organization of the employees with respect to the employment (Capuano 2016). Over the last 20 years, there have been significant changes in the laws governing the employment relations in Australia. The Fair Work Act 2009 replaced the Workplace Relations (Work choices) Amendment Act 2005 and came into force since the commencement of 2010. While analyzing the substantial changes in the industrial relations in Australia over the past years, it is imperative to highlight the changing structure of employee representation and voice in the country. It is a well-known fact that in industrial relations voice of the employees is related to the procedure by which the rules of employment relationship are developed and implemented. The different rule-making procedures require various mechanisms, which would enable the employees to contribute to rule making and enforcement, thus, providing them with the opportunity to voice their concerns, safeguard their rights and represent their interests. (Van Gramberg et al. 2014). Since the enactment of the Fair work Act, the statute encompasses the following essential features that differ substantially from the Work Choices and the other former legislations: Good faith bargaining; Modern awards; Low-paid bargaining; Unfair dismissal; Minimum wages; Industrial action; Fair work ombudsman; The enactment of the FWA aimed at endowing the employees with the flexibility to arrange the terms and condition of their workplace relations and employment. In the context of the new- institutional approach, the FWA includes mechanism that originates from the assumption of the unequal power between the employer and the employee; the trade union representation as a means of redressing the imbalance between the worker and the employer; the role played by the Ombudsman in resolving industrial disputes and setting minimum wages. Good Faith Bargaining The concept of good faith bargaining had been introduced as a highly interventionist form of regulation. The negotiating enterprise agreements procedure has been regulated by the principles of good faith bargaining. Part 2-4 of this Act deals with good faith that aims at providing flexible, simple and fair framework, thus, enabling collective bargaining on good faith. Under this provision, the Fair Work Australia is empowered to act as last resort in case of serious contravention of good faith bargaining requirements and the power to arbitrate any disputes arising between the negotiating parties (OLeary 2017). The essential elements of good faith bargaining includes disclosing information, responding to proposal, providing considerations to proposals, etc. This mechanism of good faith bargaining is also acceptable by the trade unions where guarantee by third party is enforceable. Enterprise agreements The provisions related to the developing and making the enterprise agreements involves a complex procedure. In theory, the enterprise agreements can be made without making the trade union as a party but in practice, the majority of the agreements will be negotiated with the trade unions irrespective of the proportion of the workforce that are actually the members of the employee organization. However, for approval, the agreement must meet the better off overall test, which states that it is better if the agreement applied to every award-covered employee instead of the award being applied to the employee. Modern awards The aim of introducing the modern awards is to ensure a simple and easily comprehensible, stable modern award system in the country. Such award system would avert unnecessary overlap of modern awards. However, despite the supposed benefits of the modern awards that ensures simple and apparent directions to employees, several employees hove found it inconvenient to understand the types of award that applicable to them as was observed in the celebrated case Melbourne firm Pop Art and the matter was resolved by the Fair work Australia Ombudsman (Walpole 2015). Unfair Dismissal One of the essential features of Work Choices was exemption of all employers having less than 100 employees, from the unfair dismissal provision. It is obvious that the unfair dismissal provisions are subject to frequent debates and controversies on part of the employers of any organization. With the enactment of the FWA, the provisions related to unfair dismissal was restored for every employee without having regard to the number of employees in the organization (Pekarek et al. 2017). This statute legitimated dismissal under two circumstances- summary dismissal and other dismissal. Under summary dismissal, the employers are empowered to dismiss any employee without any notice on the grounds of fraud or theft, etc. Under the other dismissal, the employers are required to follow the dismissal procedure prescribed for the same. The evidences required for the same include copies of written warnings, completed checklists, signed witness statement and a termination statement. The dismissal procedure introduced by the FWA is often interpreted in a manner where workers claim for walk away money for unfair dismissal was allowed. Minimum wages The Australian Fair Pay Commission that played a significant role in adjusting the minimum wages under the Work Choice legislation was brought to an end in mid 2009. It was abolished after its decision to not increase the federal minimum wage and other related pay scales. With the enactment of the FWA, Fair Work Australias panel comprising the members of the tribunal, was delegated the duty to adjust the minimum wages. The panel increased the federal minimum wage by $26 per week in its first minimum wage decision (Byrnes and Arndt 2014). This was deemed as a huge rise in addition to the rise of the employment expenses related to the number of modern awards. It further implied that there would be generous increases to be awarded to the employees and there is likely a possibility of an increase in the percentage. However, unless the economy of the country deteriorates, employers must ensure that the employees are entitled to the increase in the percentage of the minimum wage that is otherwise provided to the employees through the modern awards as progress in the transition period. From the above discussion, it can be observed that while FWA did not restore the Pre-Work Choices form of regulation, it did not incorporate any new insight in the original overarching concepts. Instead, the statute did not seem to have moved away from the areas that were embedded included in the Work Choices and to certain extent, it even retained some of the fundamental areas that were incorporated by the Work Choices. The FWA highlighted narrow series of circumstances that is laid down under the provisions of good faith bargaining which empowered the Full bench of Fair Work Australia to arbitrate certain terms of the enterprise agreements in case any dispute arises or there is breach of good faith bargaining among the negotiating parties. However, this power conferred upon the Fair work Australia to arbitrate is limited and a demarcated power (Macdonald and Charlesworth 2013). This statute empowers a third party (Fair work Australia) to interfere between the employers and the employees while agreeing on the terms and conditions on wages and working conditions according to their individual needs and provides protection to the trade union movement as well. The introduction of the complicated new system and the mismanagement of the modern award system have led to several confusion among the employees who had to face additional expenses by way of compliance despite assuring that these systems were introduced to make the award system more simpler and comprehensible. Further, there is a possibility of disputes that may arise in the area of unfair dismissal, portraying the former instances where the employers were forced to pay walk away money to the undeserving employees. However, in all probabilities, general increase in the minimum wages can be expected in addition to the transitional increase in the modern awards. There is also a possibility that enterprise bargaining will persist but with the trade unions applying the good faith rules introduced by this statute. References Bailey, J. and Peetz, D., 2014. Australian unions and collective bargaining in 2013.Journal of Industrial Relations,56(3), pp.415-432. Byrnes, M. and Arndt, J., 2014. Major court and tribunal decisions in Australia in 2013.Journal of Industrial Relations,56(3), pp.365-380. Capuano, A., 2016. Giving Meaning to'Social Origin'in International Labour Organization ('ILO') Conventions, the Fair Work Act 2009 (Cth) and the Australian Human Rights Commission Act 1986 (Cth):'Class' Discrimination and its Relevance to the Australian Context. Freyens, B.P. and Oslington, P., 2013. A first look at incidence and outcomes of unfair dismissal claims under Fair Work, WorkChoices and the Workplace Relations Act.Australian Journal of Labour Economics,16(2), p.295. James, N. and Ombudsman, F.W., 2015. Commonwealth of Australia. Macdonald, F. and Charlesworth, S., 2013. Equal pay under the Fair Work Act 2009 (Cth): mainstreamed or marginalised.UNSWLJ,36, p.563. OLeary, L., 2017. Introduction. InEmployment and Labour Relations Law in the Premier League, NBA and International Rugby Union(pp. 1-18). TMC Asser Press. Pekarek, A., Landau, I., Gahan, P., Forsyth, A. and Howe, J., 2017. Old game, new rules? The dynamics of enterprise bargaining under the Fair Work Act.Journal of Industrial Relations,59(1), pp.44-64. Regan, L. and Lee, C., 2015. Workplace law: Review of the fair work act: What will change?.Proctor, The,35(4), p.38. Stewart, A., 2013.Stewart's guide to employment law(Vol. 3). Sydney: Federation Press. Van Gramberg, B.E.R.N.A.D.I.N.E., Bamber, G.J., Teicher, J. and Cooper, B.R.I.A.N., 2014. Conflict management in Australia.The Oxford handbook of conflict management in organizations, pp.425-448. Walpole, K., 2015. The Fair Work Act: Encouraging collective agreement-making but leaving collective bargaining to choice.Labour Industry: a journal of the social and economic relations of work,25(3), pp.205-218.