West Yorkshire Fire and Rescue Authority

The key ambition of West Yorkshire Fire and Rescue Authority is making its area of operation safer by facilitating efficient, safety measures. The authority responds to fire fighting, floods, traffic accidents, incidents such as lift trapping and those involving hazardous materials such as petroleum, gas, and electricity.Advertising We will write a custom essay sample on West Yorkshire Fire and Rescue Authority specifically for you for only $16.05 $11/page Learn More The authority conducts education on matters relating to fires such as prevention and control to youth groups and schools. It also performs emergency planning, fire safety inspections, and first aid to fire victims. Firefighters and officers frequently visit commercial and residential premises to advice on fire prevention and hazard risk assessment. The central office of West Yorkshire Fire and Rescue Authority coordinates fire prevention tasks in accordance with legislation and support from specialist officers. This paper gives details of the legislation and standards that apply to West Yorkshire Fire and Rescue Authority as a requirement of the Fire and Rescue Services Act of 2004, Fire and Rescue National Framework, and the Regulatory Reform Order of 2005. It also gives an explanation on how the International Organization for Standardization models can be integrated in the authority. In the current economic conditions, public services are experiencing real challenges in supplying efficient and effective services. For purposes of quality assurance, there are several legislative requirements and standards that apply to the authority based on the Fire and Rescue Services Act of 2004. According to the Act, it is the mandate of the fire and rescue authority to make provision with the intention of promoting fire safety in its respective area. In doing so, the authority ought to provide information to the public on the steps that people should take to prevent injury or deat h by fire. In addition, it is the duty of the authority to give advice to the society on how to prevent fires and curb their spread in both private and public premises and ways to get away from buildings and other surroundings in case of fire (The National Archives 2004). The Fire and Rescue National Framework requires for fire and rescue authorities to carry out the task in cooperation with their communities and other partners locally and nationally to deliver their services (Department for Communities and Local Government 2012, p. 7).Advertising Looking for essay on diplomacy? Let's see if we can help you! Get your first paper with 15% OFF Learn More In connection with this, the authority has established a strong partnership arrangement with local communities in regions such as Bradford and Birkenshaw to guarantee service delivery that meets the organization’s statutory duties. The organization is transparent and accountable to the local communities in its dec isions and actions to create the opportunity for communities to help plan for their local service through efficient consultation and involvement. According to the Regulatory Reform Fire Safety Order of 2005, an employer must provide appropriate and comprehensible information to employees. The information should include potential risks at the work place and preventive and protective measures (2005, p. 14). This also applies to any employer employing a child. The information must be provided to the child’s parent or any other person who has parental responsibility over the minor. Moreover, the employer should notify his or her employees of the existence of dangerous substances within the premises and provide them with in depth details about the substance such as the name of the substance, the risks it presents, and legislative provisions concerning the hazardous material. In order to promote efficiency in authority, it is necessary to integrate the quality management principles on which the International Organization of Standardization (ISO) bases its standards. The principles act as a framework, to point the authority towards improved performance. West Yorkshire Fire and Rescue Authority can incorporate the principle of customer focus in its operation through direct involvement and consultations of the community members in its area of operation in planning and making decisions regarding their services. Doing this enables the authority to combine the principles of customer focus and involvement of people. The authority collects and stores data on its daily activities and operations. Accurate and reliable data and efficient analysis of the data will result to realistic and informed decision making. This also ensures that the information is accessible to the people who need it. Processes such as employee training using effective tools, upgrading products and systems, acknowledging employee effort, and establishing goals result to overall advancement in the authority’s performance. Incorporating the system approach management principle is an excellent means to recognition, comprehending, and managing systems. As a result, the authority attains efficiency in achieving its goals (International Organization of Standardization 2012). Since the authority and its suppliers are interdependent, the parties should ensure that the relationship creates value to both. Value can be created by ensuring open communication, establishing joint development activities, and sharing information.Advertising We will write a custom essay sample on West Yorkshire Fire and Rescue Authority specifically for you for only $16.05 $11/page Learn More This paper has discussed the significant legislation and standards that pertain to West Yorkshire Fire and Rescue Authority in accordance with Fire and Rescue Services Act 2004, Fire and Rescue National Framework, and the Regulatory Reform Order 2005. Moreover, the writing has provid ed explanations on how the International Organization for Standardization principles can be integrated in West Yorkshire Fire and Rescue Authority. A combination of these aspects will aid the authority in achieving its goal of making its assigned region safer. List of References Department for Communities and Local Government. (2012) The Fire and Rescue National Framework for England [online]. International Organization of Standardization. (2012) Quality Management Principles [online]. The National Archives. (2004) Fire and Rescue Services Act 2004 [online]. The Regulatory Reform Fire Safety Order 2005. (2005) [online]. This essay on West Yorkshire Fire and Rescue Authority was written and submitted by user Elisabeth Bruce 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.

Differences Between Hindu And Mormon Marriage Religion Essays

Differences Between Hindu And Mormon Marriage Religion Essays Differences Between Hindu And Mormon Marriage Religion Essay Differences Between Hindu And Mormon Marriage Religion Essay Members of the Church of Jesus Christ of Latter Day Saints, besides known as LDS or Mormons, have different imposts and beliefs sing matrimony, compared to members of the Hinduism religion. Three important differences of matrimony within the Hindu and Mormon religions include: how the bride and groom meet before matrimony, the nuptials ceremonial, and the ageless position of their matrimony. Let me reexamine these three important differences in more item. the rite of Brahmana ( Brahma ) , that of the Gods ( Daiva ) , that of the Rishis ( Arsha ) , that of Prajapati ( Prajapatya ) , that of the Asuras ( Asura ) , that of the Gandharvas ( Gandharva ) , that of the Rakshasas ( Rakshasa ) , and that of the Pisakas ( Paisaka ) . ( Manusmrti ( Laws of Manu ) Matthews, p. 21 ) Of these eight types of matrimony, non all of them have spiritual processs and the last four are condemned, such as the Pisakas ( Paisaka ) . The Pisakas is defined below. When a adult male by stealing seduces a miss who is kiping, intoxicated, or disordered in mind, that is the 8th, the most basal and iniquitous rite of the Pisakas. ( From Manusmrti ( Laws of Manu ) Chapter III # 31 ) Although arranged matrimony is on the diminution, it is still, by far, the most common signifier of matrimony in the Hindu Religion. One web site reported that in India 95 % of matrimonies were arranged ( Gibson, p. 1 ) . Arranged matrimony by and large takes topographic point when the parents of the bride and groom find a lucifer for their boy or girl. Some considerations such as instruction, wealth, horoscope, and caste help the parents better take a partner for their boy or girl. Once the seniors and household agree upon likely compatibility of the twosome, they are engaged to be married, sometimes without holding of all time even met. Second, there are differences between the matrimony ceremonial of a Mormon and the matrimony of a Hindu. Although a Mormon can be married lawfully in a tribunal of jurisprudence, the most honest, preferable, and sought after manner of matrimony is being sealed or married in a LDS Temple. The Holy Temple is a sacred edifice where sacred and confidential regulations are performed. Those who enter the temple agree to maintain these processs and regulations sacred and confidential. When the twosome enters the temple, they change into all white apparels and are prepared for the sealing regulation of matrimony. The Church of Jesus Christ of Latter Day Saints does non give permission to unwrap these regulations. The Church advocates: We do non cite the words of the sealing regulation outside of the temple, but we may depict the waterproofing room as being beautiful in its assignment, quiet and calm in spirit, and hallowed by the sacred work that is performed at that place. ( Fixing to Enter the Holy Temple ) Not everyone is permitted to come in an LDS temple. Merely those who have been found worthy can come in. In some instances, one or both parents may non be allowed to come in the temple as they have non been found worthy. It is recommended that merely household and really close friends to the bride and groom are allowed to go to. Marrying groups should be little, consisting merely the members of the two households and some few who are really near to the twosome. A nuptials response is to supply a clip for recognizing the friends and the sympathizers. ( Fixing to Enter the Holy Temple ) Within the Hindu religion, nevertheless, the whole household is involved, and it is a jubilation that can last for hours or yearss. A Hindu nuptials is officiated under a mandap, by a Hindu Priest. Anyone who the household wants to go to is welcome. The ceremonial stages, rites, and words are non confidential. They have deep significance and symbolism for all to witness. The chief colourss of the brides frock are chiefly ruddy and gold. The ceremonial can change from part to part depending where one lives. One of the ceremonial rites for the matrimony includes a fire. The Pratigna-Karan is a portion of the ceremonial where bride and groom circle a fire, bride taking, and do committednesss of trueness, love, and fidelity. Last, the difference between Hindu matrimony and Mormon matrimony is their ageless position to the matrimony. Although the temple nuptials regulation is non disclosed by the LDS church, the rule and compact behind the regulation is. A compact is an understanding between world and God. The temple compact includes the twosome s promise to stay faithful to each other ; in return the Lord promises that they will be sealed ( married ) together for life and all infinity. LDS members believe that through a temple waterproofing, they can bask each other s company through this life and all infinity. When they pass off, their liquors are still bound by these sacred compacts and their liquors rest together in a religious Eden until the Resurrection. When the Resurrection occurs, their liquors are one time once more reunited with perfect physical organic structures. It is merely done matrimony in the temple that one is able to brood with the Lord in the highest grade of his land. Although matrim ony is held sacred in the 2nd stage of a Hindus life, it does non assure ageless life with their partner and the Lord. When a Hindu twosome joins in the brotherhood of matrimony, they make committednesss to each other, with God as their informant, but do non do a compact with God. There are seven general vows that are made during a Hindu nuptials. The last 1 is as follows: When the bride and the groom take the 7th and the last vow, they promise that they will be true and loyal to each other and will stay comrades and best of friends for their life-time. ( Seven Vows of Marriage ) When they die, they are no longer jump to one another and the rhythm of Karma and re-incarnation Begin once more. This rhythm of birth, life, decease, and re-birth bash non hold with the Mormon beliefs of birth, decease, judgement and ecstasy. In decision, Church of jesus christ of latter-day saintss have different imposts and beliefs sing matrimony compared to members of the Hinduism religion. While they both believe that matrimony is a sacred portion of this life, many more differences exist. Many Hindus believe in ordered matrimonies, while Church of jesus christ of latter-day saintss believe in personally dating and wooing several possible partners before acquiring engaged. The existent nuptials ceremonials of Hindu and Mormon faiths have drastic contrast. Hindus are married under outdoor smashers, openly, and with friends and household nowadays. Their nuptials can last for yearss. In contrast, Church of jesus christ of latter-day saintss are married in temples with merely a few worthy household and friends present. Their nuptials ceremonial merely lasts about 20 proceedingss. Possibly the biggest contrast of Mormon and Hindu matrimonies is their ageless position. Hindus believe that their matrimony will fade out after one spouse dies, and so be reincarnated to a different organic structure and life. Church of jesus christ of latter-day saintss, nevertheless, believe that their partner will be their ageless comrade. They believe that the lone manner to come in into the highest grade of Eden is through a temple matrimony with a worthy spouse. What would you prefer, passing infinity with one spouse or returning clip and once more, each a new experience?

Correctional Officers Essay Example | Topics and Well Written Essays - 1000 words

Correctional Officers - Essay Example Penal establishments across the US both government and private impose less restrictive requirements for correctional officers. Age requirements are set at 18 to 21 years of age, must be a US citizen, have achieved at least a high school education and should have no record of criminal conviction. Post secondary education is important for those who want to get promoted in the future (US Labor Dept., 2007). However, the Federal Bureau of Prison's entry-level correctional officers should finish her bachelor's degree and a 3-year experience as a field counselor, or other applicable experience such as supervising and affording assistance to individuals. Officers in correctional facilities must be endowed with good health, as they are required to meet formal standards of physical fitness as well as eye and hearing assessments. Standardized tests are utilized in many jurisdictions in order to verify an individual's suitability to serve in correctional institutions. The Federal, State or county corrections department under the management and guidelines of the American Correctional Association and the American Jail Association provides trainings. Various State and local correctional agencies in the country have regional training centers as well. Training is afforded to all officers in all State and county correctional agencies, which include instructions on legal restrictions, improving inter personal relationships, firearms proficiency, and self-defense skill training. Training in these areas usually last to about several weeks or month depending on the institution, which gives the training. A training officer usually supervises these. Nevertheless, variations exist with regards entry requirements and training could vary from one agency to another (US Labor Dept., 2007). Subjects of study include 'institutional policies, regulations and operations as well as custody and security procedures." A 200-hour formal training is required for new Federal correctional officers who must also complete a specialized program under the Federal Bureau of Prisons. Furthermore, correctional officers also receive instructions on responding to riots, other threatening disturbances, hostage situations and dangerous confrontations. (US Labor Dept., 2007) Many of those with good educational background, long experience and effective training are given a chance to take the position of correctional sergeant who manages correctional officers, scheduling and supervising activities of the other correctional officers. Advancement and promotion is easy in a career like this as many officers can become supervisors and administrators and even become a warden. Other officers switch to other jobs related to their experiences or their interests (BOP 2007). Income and earnings of correctional officers vary. The median earning is set at about $28,000 in 1998 but increased to $33,600 in 2004. The upper half of the correctional officer earned between $26,560 and $44,200 while the lowest 10 percent of those who serve in these facilities incurred earnings of about $22,630. About 10 percent of correctional officers earned $54,820. Federal correctional officers receive a starting salary of about $26,747 a year in 2005. This is in fact slightly higher than the earnings receive by State and county

Case Analysis of Staples, Inc., Study Example | Topics and Well Written Essays - 1000 words

Analysis of Staples, Inc., - Case Study Example Furthermore, this paper will comprise framing strategy that may help the firm to deal with all the factors in order to achieve its goal efficiently and smoothly (Fred, 2009). Analysis External Factor Evaluation (EFE): EFI is considered to be the strategic administration tool often used by all organization to assess current business condition of the firm. It is considered to be an important process as the end result helps the firm to visualize the threat and select all the opportunities that tends to arise. In accordance to case the EFI of Staple Inc. is stated below: Figure: 1 External Factor Evaluation (EFE) of Staple Inc. On the basis of the above mentioned figure, it can be stated that the factor of low currency value offers an opportunity for the company as the export policies of the government would be modified or directed to increase the foreign currency in the country. Such initiatives of the government would provide the organization with an opportunity to expand its business. The company’s strategy of diversifying its business and creating new products has also offered it with an opportunity to expand its product and service line and effectively meet the needs of discriminating customers. Moreover, the crisis in the economic condition would help the organization in terms of brand awareness as foreign company would be reluctant to invest in such economic condition. Consequently, the organization will be able to attract large base of customers. The factor of the firm size can also be considered as a positive factor as it helps in creating brand awareness as well as it will act as a barrier for new entry of firm (Meredith, Forest & Fred, 2009; Fred, 2009). On the other hand, the increasing competition due to the entry of new firms in the industry has imposed significant threat. The firm is further unable to penetrate into the local market as it is primarily focus on meeting the public needs. Moreover, frequent change in the government policies has s trongly deterred the ability of the organization to expand its business. Another important threat factor includes constant innovation in technology. The rapid advancement in technology has resulted in rapid obsolescence which has further contributed towards increased costs for the organization (Meredith, Forest & Fred, 2009; Fred, 2009). Internal Factor Evaluation (IFE): IFE consists of all the factors that relates directly or indirectly to the organizations functioning. The main motive behind evaluating the internal factor of an organization is to major weakness and the strength that exist in the operating area of a business. The IFE of Staple Inc. is represented below. Figure: 2 Internal Factor Evaluation (IFE) of Staple Inc. On the basis of the above illustration, i.e. Internal Factor Evaluation (IFE), it can be asserted that the factor of being one of largest distributor of office goods acts as an opportunity for the firm. Moreover, its stable financial position has also contrib uted towards smooth functioning of its business operations. Additionally, the marketing and advertisement activities executed by the firm have significantly benefited it to attain increased brand awareness and has further facilitated in seeking greater competitiveness. At the same time, large number of retail stores situated at different locations

An aspect of Caribbean Culture Essay Example | Topics and Well Written Essays - 250 words

An aspect of Caribbean Culture - Essay Example Barbados which is a former British Colony can be called â€Å"little England† as its name suggests that is greatly reflects the British culture. Jamaica mostly relies on pre-colonial heritage and is well developed .it maintains a very peaceful environment of the Caribbean. Aruba, another part of the Caribbean reflects a little bit Dutch culture. Dominican Republic which is underdeveloped. Puerto Rico is one of the most modern island of the Caribbean and is greatly influenced by the American and Spanish cultures. The official symbols of the Caribbean include parrot, palm and the shell. The literature of the Caribbean is divided into Spanish, French, and English literature. The music of the Caribbean is a combination of Spanish, French and English people who have added to the music heritage of the Caribbean culture. After the first permanent establishment of Columbus in the Caribbean, the islands have produced their own musicians, composers etc. The main sport of the Caribbean i s very unique which includes football and cricket. Here the football refers to the British football which is known as soccer. Other sport include rugby, softball etc. at present cricket the most important sport of the Caribbean. The theatre of the Caribbean is mind blowing as it attracts the tourists from far off places.

Impact of Remuneration to Motivate Employees

Impact of Remuneration to Motivate Employees This dissertation is based on a concept of human resource management, which is an important aspect for the success of the firm. The research topic of this dissertation is Investigate the impact of Remuneration to motivate employees in the Fast Food Industry: A Case Study of McDonalds. Remuneration is one of the main tools to appraise the performances of the employees, which ultimately motivates them to work with zeal and enthusiasm. This topic is mainly focused that managers uses remuneration as a tool of motivation. Case study of McDonalds will help to evaluate the importance of remuneration as an important tool for managers to motivate employees. Introduction Remuneration is directly or indirectly one of the mainsprings of the motivation in the society. A well defined compensation system leads to motivate the employees, which further leads to increase productivity (Chi and Han 2008). This research study mainly focuses on the relationship between remuneration and motivation. Yermack (2004) has asserted in his study that all the business organizations act like a profit maximization institution, so they put their efforts to improve performance of its employees by motivating them. This motivation ultimately helps the organizations to increase productivity level. Work motivation is interrelated with job satisfaction. Money often is looked upon as a means of fulfilling the most basic needs of man. These needs are made available through the purchasing power provided by monetary income: remuneration and salary of individual (Stajkovic and Luthans 2003). According to different motivation theories, such as Maslows Need Hierarchy, Two factor theory given by Herzbergs, McGregors theory X and theory Y, Achievement Theory, Taylors Motivational Theory, etc. Money is one of the main sources to persuade the behaviour of an individual towards his organization and work productivity (Wheeler 2008). Thus, it is necessary for the corporate executives or managers to be aware with the economical and social background of employees to offer good remunerations as per their talent and skills and motivate them to work. The general meaning of remuneration is the basic salary or pay of an employee, but in the broader sense, remuneration comprises salary, fringe benefits, compensation, bonus, commissions, employee stock op tion, etc. (Guedri and Hollandts 2008). In the current business scenario, managing and motivating human resources has become a complicated task. In this highly changing and competitive environment, remuneration is one of the main tools for the manager to improve the productivity of the employees, to attract competent personnel, to retain present employees, to reduce the rate of absents and employee turnover, to manage job sequences, to strengthen union management relationships, to improve public image of the company, etc. (Perry, Mesch and Paarlberg 2006). This research study would target the remuneration procedure in fast food industry of the United States of America, by using McDonalds, worlds number one fast food restaurant. Presently, the structure of fast food industry has become complicated and its success is mainly dependent upon the qualified and talented employees, who are able to understand the changing needs and requirements of the customers. Competitive pressure and environmental changes has increased the importance of motivational practices for managers to boost the performance of the employees. This dissertation will focus on the issue that how managers of McDonalds use remuneration practices to motivate the employees and creating competitive advantages in the industry. Additionally, this dissertation will also discuss the interrelationship between remuneration and motivation with the help of different motivation theories. Research Aims and Objectives During this research work, the researcher would examine the need and importance of motivation tools for the managers and how remuneration would help the managers to motivate employees in McDonalds. The main objectives, which are coming out of this research, are as follow: ? The foremost objective of this dissertation is to identify the impact of remuneration practices on the performance of the employees in the fast food industry. ? Second objective of this research study is to identify the relationship between remuneration and motivation, on the basis of different motivational theories. ? Next objective is to understand the remuneration practices and procedures used by managers in McDonalds to motivate the employees. ? Another objective of this research dissertation is to compare performances of employees in McDonalds with its rival companies to identify the importance of and advantages remuneration to motivate the employees. ? Additionally, suggesting different strategies and practices to compensate employees as per remuneration act is also one of the main objectives of this study. Background Information McDonalds is one of the biggest fast food family restaurants, which operates in more than 120 countries and serve more than 47 million customers in a day (McDonalds: About Company, 2010). It doles out some of the favourite foods all around the world like World Famous French Fries, Big Mac, Quarter Pounder, Chicken McNuggets and Egg McMuffin. Success of the firm is highly dependent upon its HRM practices and efforts put by its managers and employees. All the HR policies of the companies are defined very clearly for the benefit of all stakeholders. The main aim of the HRM department of the company is to offer best services to the customers by ensuring that the company has skilled, motivated and committed employees. Remuneration practices used by the firm are also very good and effective and based on various motivational theories. Remuneration is not a new concept for the business organizations. In the corporate world, all the members from owner to lower level employees work for money. Not only in MNCs but also in small shops, everybody wants high remuneration and financial incentives to fulfil their basic needs, thus, it is necessary to work hard to improve the productivity of the employees and earn more money (Yermack 2004). Corporate world has become competitive, in this concern, top executive and managers uses management practices and motivational theories to enhance the skills and productivity of the employees and earn high money. Thus, fair remuneration practise are used by the managers. This creates a feeling of satisfaction among employees to fulfil their needs (Chi and Han 2008). According to the assumptions of motivation, compensation and incentive is direct tool to motivate employees. Managers in McDonalds have taken a complete overview of this concept and motivate employees by offering good remuneration and performance incentives. Presently, companies are following the system of paying for performance. Qualification and experience are also important but work performance enables employees to get good remuneration (Perry, Mesch and Paarlberg 2006). For example, if a marketing manager is highly qualified but he is not able to conduct a market research effectively and his working output is very low, company would not give a high remuneration and other financial incentives to him. On the other hand, if a sales executive has average qualification and he serve more number of customers by showing his abilities and maintaining good relations with them; he would be definitely promoted by the company and would get monetary rewards also (Wheeler 2008). Thus, it is very clear that money matters for all the employees, whether they are at high position or belongs to middle and lower levels. Remuneration requires by all the employees to fulfil their basic needs and non-monetary and monetary rewards and compensation are also given by the firm to develop job satisfaction and control the rate of employee turnover (Guedri and Hollandts 2008). Thus, this research study would focus on McDonalds, which has effective HR and compensation policies to pay its employees and motivate them to put their best efforts to achieve the goals and objectives of the firm. Literature Review Motivation is a process to push employees towards some work in order to satisfy a need. Most of people work to reach some specified goals. It is the reason that motivation is goal-directed drive that causes to person to act. Mathis and Jackson (2008) defined that need, desire; want and drive all are similar to motivation. They described that understanding of motivation is important for organizations as reaction to compensation. Compensation and motivation are directly proportional to each other (Ajila and Abiola 2004). Performance of employees, rate of absenteeism and turnover are affected by motivation and remuneration and also influenced to motivation. Managers can use different motivational tools to motivate their employees and remuneration is one of main tools among all of them. Remuneration can be defined as the monetary motivation tool that influences the behaviour of employees towards work (Armstrong, Murlis and Group 2007). In the words of Perry, Mesch and Paarlberg (2006) each employee should receive a general compensation for their efforts, role and responsibilities followed by him in the company. Before deciding a form and amount of remuneration, several considerations are there such as general economic climate, specific business condition, cost-of living and worker qualification and productivity that a firm must consider (Carraher 2011). Different authors described about the relationship between remuneration and motivation. In order to support this relationship, Mathis and Jackson (2008) stated that remuneration is different from motivation and it is related with Herzbergs hygiene factors. Remuneration includes several th ings such as bonuses, commission, salary, fringe benefits such as pensions, holiday entitlement. The study of Chapman and Kelliher (2011) represent that employees motivation does not only come from decision mix (amount of pay) of an organization policy but also it comes from the understanding of individuals. The remuneration of an employee depends on several factors such as basic needs, psychological needs, social needs, performance of individual, productivity, profitability return, etc. (Khan, Farooq and Ullahb 2010). In favour of this, Kmiotek and Lewicka (2008) stated that effective motivation does not only involves proper implementation of remuneration policy but also involves some other motivators such as organization of work, HR development and training, performance management tools, performance appraisal, etc. According to the HR experts, creation of effective reward system is necessary to motivate employees but there is a need of good and enthusiastic managers, who can drive people towards good performance. In order to create an effective motivation process, it is necessary that there should be an appropriate remuneration policy for employees (Kubr 2002). According to Ajila and Abiola (2004) there are two types of rewards such as intrinsic or extrinsic. Intrinsic rewards are related with the rewards that are natural with job. This reward is achieved by individuals when they successfully achieve their own objectives. On the other hand, extrinsic rewards are outside the job such as working condition, security, promotion, working environment and service contact. Presently, in order to motivate employees, both intrinsic and extrinsic rewards should be a part of remuneration policy. It is also well discussed that individuals effectively work to the extent for the job, which provides them remuneration if they are intrinsically motivated. In contrast to this, if people are extrinsically motivated, they effectively work to the extent by which they can attain external rewards from the job (Chapman and Kelliher 2011). Thus, it can be concluded that if the remuneration is intrinsic to the job, desire for motivation is also intrinsic or if the remuneration is extrinsic to the job, desire for motivation is also extrinsic to the job (Ajila and Abiola 2004). Perry, Mesch and Paarlberg (2006) stated in their research study that in this new government era, in order to increase the performance and productivity of the employees, managers should adopt good remuneration policies. This will ultimately help the business organizations to offer quality services and products to the customers (Maxwell 2008). It is the reason that most of employers now use remuneration policies to attract, motivate, retain and satisfy employees. It is founded through different research that performance-based remuneration motivates employees to work hard (Ajila and Abiola 2004). The study of Khan, Farooq and Ullahb (2010) support the arguments of Ajila and Abiola (2004) and said that in an effective rewards system, there are several factors that influences the performance of employees such as basic remuneration, bonus, incentives, fringe benefits, monetary and non monetary rewards, commission, etc. All these factors are good sources to boost the performance of the employees. Carraher (2011) defined that remuneration helps in developing strong relationship between employers and employees. It is founded by researchers that employees motivate through different monetary remuneration and an effective remuneration helps in reducing absenteeism, turnover intentions, provides organizational attractiveness to different job seekers and also helps in increasing employees job performance (Kmiotek and Lewicka 2008). It has been stated by Guedri and Hollandts (2008) in their study that managers in different organizations consider remuneration as a major factor that helps in increasing productivity of employees. Remuneration is an important tool that focuses on motivating employees performance and behaviour. The study of Employee retention and organizational performance (2011) also support the views of Carraher (2011) and asserted, it is necessary that there must be appropriate rewards in order to satisfy and motivate employees. In contrast to both Carraher (2011) and Employee retention and organizational performance (2011), Mathis and Jackson (2008) said that other factors such as job itself, participation, appropriate feedbacks, morale and discipline are more important than remuneration that impact on remuneration. According to Blythe (2005), in the present competitive environment, job satisfaction is more important than money, thus, manager should concentrate on all non-monetary factors, promotions, health insurance, rewards systems, etc. Zyl (2010) has stated in his research study that there is a positive relation between labour productivity and employee remuneration, which is also supported by Carraher (2011). It is the reason that greater the employee remuneration, higher the level of labour productivity. Several reasons support this fact such as if an organization adopts more differentiate remuneration, it will enhance the human efforts and a higher remuneration structure also enhances the productivity of employees (Montana and Charnov 2008). At the same time Zyl (2010) also assesrted that if gaps between employee remuneration is regularly increase, it would ultimately increases gap and convert positive relations between employees performance and remuneration into negative. There are several reasons such as if it is filled by employees that their real remuneration is less than the fair remuneration, it can cause for negative relationship. Kubr (2002) Stated that an effective remuneration system does not only enhance the performance of people, who are already working well but also it is used to enhances the performance of people who are not performing well. Remuneration play an important role in motivating employees but different employees motivate through different factors. An effective remuneration package includes several elements. These elements are as below: First, element is salary that includes different things such as pay, commission, profit related pay and share dividends. Second element is related with different facilities such as insurance, healthcare schemes and pension. Other elements are availability of discounts on companies product and service for employees and subsidiary for meals and accommodation (Kubr 2002). Salais and Villeneuve (2004) support, Kubr (2002) and said that remuneration is a better tool to motivate employees for better performance. There are three basic remuneration components such as bonuses, basic pay and profit-sharing schemes that influence the performance of employees. Armstrong, Murlis and Group (2007) described about the effectiveness of remuneration as a mean of motivation such as: ? In order to motivate employees through remuneration, it is necessary that remuneration should be equitable and externally competitive. ? Contribution systems and pay for performance system are created on the basis and understanding that directs that motivation is only takes place when the rewards are worthwhile. ? Each employee understands about the workings of financial reward system and about the benefits that is provided by it. They also know about the skills and competences of remuneration system (Murlis and Hay Group 2007). In the fast food industry, remuneration is an important part that managers use to motivate employees and enhance their productivity level. In contrast to this statement Schlosser (2001) defined that if there are lack of secure employment and good wages in fast food organization, managers use team spirit in order to motivate employees by saying that, if one employee is arriving late and do not work hard, it also affects the performance of their friends as well as their co-workers. It also helps in motivating employees, so that they can improve their performance. It has been also defined that employees work only to increase their profits and this is the reason that if organizations provide more remuneration to the employees, it helps in generating more output (Wales and Reaich 2004). Development of an employee is directly proportional to the development of the organization. If the remuneration is directly related with work performance, employee will work hard. It is the reason that most of managers use remuneration to motivate employees. Managers clearly stated in their organizations policies that if employees work hard they can earn higher profits and it is the reason that employees are motivated through this policy. Good return and high profit will allow the organizations to hare the profit with employees, thus they should work hard to get good remuneration (Yermack 2004). Zyl (2010) has been also found in their research that if employees are motivated through remuneration, there are two positive effects of this such as it helps in reducing the labour turnover from organizations and it also helps in enhancing the more salary and good working environment. Thus, it is fact that it helps in generating a productive team of efficient and talented people for the enterprise (Wales and Reaich 2004). According to them remuneration as a managerial tool to motivate employees is important for several reasons. These reasons are as below: ? Remuneration is a tool to impartial measurement of different employees. It is because if employees get more facility instead of money, it does not motivate employees to work harder. ? With the increment in salary, employees can maintain their honour, prestige and ensure economic security (Wales and Reaich 2004). ? They also argued that remuneration is a more efficient motivating factor as it can easily increase or decrease according to the proportion of work. ? Remuneration also helps in increasing the self-confidence of employees that further helps in improving the standard of living (Wales and Reaich 2004). Thus, finally it has been concluded in many research studies that remuneration is an important tool that several managers use to increase the performance of their employees. Justification of the Study This research study has its own significance to understand importance of remuneration for the business firms to improve the performances of employees and for the individuals to fulfil their desires. Although this research topic is related with the HRM but it has a broad significance in the society. Remuneration means salary and pay that is paid by employers to its employees. Money is the foremost sources for the well living of individuals, which help them to fulfil their basic needs. Presently, innovations and changes in the economical, social and technological environment have enhanced the living standard of individuals (Mathis and Jackson 2008). Money allows them to enjoy a lavish life and raise their social standard, thus, this research topic is very much beneficial for the managers to understand that how remuneration practices enables them to motivate employees to work with zeal and enthusiasm. The main reason behind selecting the fast food industry and McDonalds is the popularity. Growth and success of fast food industry attract individuals to earn good remuneration. McDonalds provide good remuneration to its employees, who develop high level of job satisfaction among the employees; thus, this example would provide valid and true information. Although job satisfaction and enrichment is also important for the development of the employees, but money has also its own importance. This research study would be beneficial for all kinds of firms such as international, MNCs, small and medium size firms, to improve the productivity of the employees. Managers would also able to understand the significance of remuneration tool to boost the morale of employees and motivate them to achieve the goals on time. Research methodology Research methodology can be discussed as a systematic process, which assists researchers to collect, organize, record, and evaluate the data and information to resolve the problem and draw a valid and reliable conclusion (Bordens 2006). Selection of research methodology is a significant task for the researcher. In order to select suitable methodology, firstly, researcher would use appropriate approach. Research Approach: There are mainly two kinds of research approaches inductive and deductive. Inductive Research Approach: In this kind of research, theories are developed according to the situation or problem (Crowther and Lancaster 2008). All these theories enable the researcher to explain data and information. This is very flexible in nature and based on bottom up approach. In this kind of approach, researcher evaluates a main concept and generalizes this view as per the research problem. It is related to the interpretivism point of view (Gill and Johnson 2002). On the other hand, this kind of research approach also involves some extent of uncertainty. Deductive Research Approach: Deductive research approach is mainly based on the positivism paradigm. In this kind of approach, research develops theories and hypothesis and tests these theories with the help of empirical observations. This approach is top to bottom approach in which researcher evaluates general views to reach at specific situation (Hyde 2000). The suitable research approach for this study would be inductive because this research focuses on the specific areas of human resource management, which are remuneration and employees motivation. Both of these concepts have their own significance in the success of a company as well as individuals. Thus, this research approach is more appropriate to explore the effectiveness of remuneration to motivate the employees and improve their productivity (Burke 2007). Deductive research approach would not be used because HRM has not given any kind of theory to defined remuneration. Basically, this is a pay given by companies to the employees for their job performance that can be used to develop a hypothesis for the research study. Appropriate Research Methodology: There are numerous research methodologies such as theoretical, applied, analytical, descriptive and empirical. Selection of research methodology would be based on the nature of research problem. In order to select the appropriate research method, it is essential to understand the nature of the research problem. The suitable research methodology for this research topic would be descriptive and applied research methodology. The main reason behind choosing this methodology is its advantage of identifying population characteristics (number of employees to collect primary data) in McDonalds to understand the impotence of remuneration to motivate employees and develop feeling of job satisfaction among them. It is a flexible methodology in which researcher uses several variables and lot of information to solve the problem or to achieve research objectives. It has flexible nature, which comprises both qualitative and quantitative research process (Cooper and Schindler 2007). We are not using other research methodologies because they are not appropriate for this study. In theoretical research, there is lack of experimental analysis and in analytical research there is a restriction of theoretical background (Goddard and Melville 2004). On the other hand, empirical research methodology is highly based on observation and field data rather than theoretical. Thus all these methodologies are not well appropriate for this study. In descriptive and applied research methodologies, the research got a chance to use both concepts and observational method. Both of these methods are also beneficial to manage cost and time (Marczyk, DeMatteo and Festinger 2005). Data Collection Method to collect Primary and Secondary Data: After deciding research approaches and methodologies, appropriate data collection method would also be selected. In order to investigate impact of remuneration and different motivational tools on the performance of employees in McDonalds, we would focus on two different types of methods. Primary research and secondary research are two different types. In order to complete this research study, the propose research types are primary as well as secondary. Primary research type comprises observations, survey and interviews through questionnaires, whereas secondary research methods comprises evaluation of reliable academic articles and published studies that are previously done by other researchers (Scruggs and Mastropieri 2006). Questionnaire can be defined as a set of some important questions that are related to the research problem. In order to collect primary data, a set of questionnaire would be used to conduct a survey process. Some well defined questions would be e-mailed to the participants in the form of questionnaire, so that it will be easy for the researcher to get back the responses of participants and carry out the research study in a systematic way. This is a suitable way to collect important qualitative data, which comprises low cost and also free from discrimination (Stead 2001). On the other hand, this research methodology has also some restrictions such as dully filled questionnaires, lack of reliability on data, low rate of return, etc. This kind of research strategy can be used only in the situation when the participants are well educated and collaborates (Bordens 2006). In case of this research study, the research would target the employees of McDonalds, who are well qualified and experienced to understand the importance of research topic for their personal, social and organizational welfare. In order to minimize the chances of discrimination, an observation methodology would also used. The information gathered by researcher at his personal level would be observed through graphical and tabular presentation to manage the thematic analysis (Crowther and Lancaster 2008). In order to collect secondary data and information variety of academic journal would be analyzed after assessing their credibility. Most of the portion of this research study would be based on the secondary data. Primary data would be used for a limited extent because it is really difficult to select appropriate participants and contact with all the participants for their valid and reliable response. By using secondary data and information, it would be easy for the researcher to enhance the credibility of the research (Cooper and Schindler 2007). Apart from research articles, companies report, different case studies would also be used. The researcher philosophy for this study would interpretive, which provide subjective reasoning according to the secondary data and real life examples (Scruggs and Mastropieri 2006). Justification of Research Methodology Both primary and secondary research methods are used to collect data, which are questionnaire, observation and review of academic journals. All these methodologies would be beneficial for this study to find the real facts and figures. According to the inductive research approach and descriptive and applied research methodologies, these are absolutely suitable strategies for this dissertation. The main aim of the researcher is to understand the impact of remuneration and motivational practices on employee performances by minimizing the errors, thus all these strategies would be beneficial to reach at the valid conclusion (Silverman 2004). Survey through questionnaire and observation method has many advantages and it is very much useful for the researcher to understand the real life situations to achieve the objectives of this research study. Survey through questionnaire is a very efficient technique to collect data and information from a large number of populations. In this research study, researcher has selected a small sample size, which gives an idea to him for the large population, thus both survey and observation methodology would be appropriate (Marczyk, DeMatteo and Festinger 2005). It is valid and reliable research methodology, through which research can study beliefs, attitude and behavior of employees and managers due to different remuneration packages. In questionnaire and observation method, extent of subjectivity and discrimination is limited. On the other hand, secondary research method enables researcher to evaluate the subjectivity of the research topic. Ethical Consideration In order to conduct any research study, it is necessary for the researcher to concentrate on the research ethics and integrity. Without ethics and integrity, research study has no value. This research study would also be conducted on ground of ethical boundaries, which ultimately help the researcher to achieve consistent and dependable result. Following ethics in research also shows the concern and responsibility of the researcher towards society and corporate environment (Resnik n.d.). The researcher would develop a code of ethics with the help of corporate lawyer. The researcher would establish ethical guidelines according to the law and regulations. Conducting an unethical research will ultimately lead confusions for the society and readers, which would waste the effort and hard work of the researcher (Ethics in Research 2010). The code of ethics would lead surety about the safety and security of data and information. The researcher would ensure the participants that he would not disclose their personal and professionals information. Researcher, his team and all the participants would follow integrity, honesty and dependability to conclude and authentic result. The researcher will record all the information to in hard copies and soft copies to by accessing passwords and security codes (Resnik n.d.). Researcher would follow non-discrimination practices to collect and evaluate primary and secondary data. Possible information sources In order to collect secondary data to accomplish the research and achieve the objectives, different sources would be used by the researcher. These sourc

A CLOCKWORK ORANGE :: essays research papers

Many of us like to think that humanity as a whole is progressing to a better future where we will live united and in peace with one another, a time of a more enlightened society. But there are those among us that do not share these beliefs. In A Clockwork Orange, by Anthony Burgess, the futuristic world is displayed as a world turned upside down and in shambles. This 1962 classic is a frightful depiction of what our society could become and possibly what it already is. Drugs almost seem to be legal and unregulated and subsequently are widely used. The prison system is overcrowded with young punk criminals who are inherently evil with no regard for humanity, or any part of society for that matter. The youth takes over the streets at night and beat anyone they encounter. The elderly sit around in bars and drink the remainder of their lives away. The people have become desensitized to violence, because it is so prevalent in their lives. A Clockwork Orange is a very intriguing story tha t deals with many social problems, not offering a solution, but pointing out obstacles in the way of the creation of a more perfect society. A Clockwork Orange is written in the first person by the main character, Alex. This makes the story more personable by allowing the reader to see into the mind of Alex as he goes through the many changes that he does. Three of his friends or droogs that help him in his crimes are Dim, Pete, and Georgie. Throughout the story the author creates his own language called nadsat, which is used by the youth of the futuristic world and is at the height of fashion. Nadsat is a mix of Russian, English, and the slang words of both. It is meant to set the violence apart from reality, making it almost cartoon like. The story begins at the start of a wild and violent night with Alex and his friends sitting in a diner. To start off a typical night they encounter an old man walking the streets, so they harass and hit him. But this is not just any ordinary harassing episode but more of a complete and utter pounding. They beat the defenseless man until he is all bloody and disoriented. They then send him on his way, half naked and crawling home, later that night they saw an old drunken man sitting on the ground and they decided to beat him until he was delirious.