Astrophil and Stella Essay Example for Free

Astrophil and Stella Essay For the sake of the cause he also borrows ideas from other poets, but finally he realizes that the only way to tell his feelings is to write his own words from his own heart. The poet relies on the success of his chosen wooing process sincerely. There is a turn after the octave. The sestet starts with the word ‘‘But’’, which suggests some kind of change. In this part, three words, ‘‘Invention’’, ‘‘Nature’’ and ‘‘Study’’, are personifies by the poet. He presents ‘‘Nature’’ to the reader as the mother of ‘‘Invention’’ (‘‘Invention, Nature’s child’’ (Line 10)). With this personalization, these two words get qualities, and this refers to the naturalness of using imagination to create new ideas. These two things are necessary conditions of each other. The third personalized word is ‘‘Study’’. It appears as the stepmother of ‘‘Invention’’. Mother would never be in good terms with stepmother. One reason of it can be jealousy. The poet to act up to this fact gives the ability of breathing to ‘‘Study’’ in order to be able to blow ‘‘Invention’’ away. There is still no inspiration of the poet for writing his ideas and feelings. The personalizations serve the aim to have something that can be the reason of the poet’s inability to write. Around the end of the sonnet the poet shows us a picture of a woman who is ‘‘great with child’’(Line12). He compares his situation with the state of pregnancy. According to him, express his feelings and write down them can be as difficult as giving birth to a child. The pregnant mother has millions of troubles and struggles during the pregnancy such as the poet has during the procedure of writing ‘‘helpless in my throes’’ (Line 12). After all his attempts fails, in the last line his Muse calls him a ‘‘Fool’’ and advises him to ‘‘look in thy 2 heart and write’’. The word ’’Fool refers to the poet. He makes stupid mistakes when he tries to use others love poems to express his feelings. There is some irony in the words of the Muse. The poet should not think so much about his feelings and about how to write them down. He just has to write down what is come from his heart without thinking about it. I think, the testimony of the Muse’s words is that people have to trust in themselves and in their abilities. 3

Impact of Employee Remuneration on Productivity

Impact of Employee Remuneration on Productivity CHAPTER ONE 1.0 Introduction The aim of this dissertation is to investigate the need for and impact of employee remuneration on organizational productivity. The study will focus on relationship between motivational techniques and employee performance. To examine the relationship between the level of job satisfaction of employee performance. It will also investigate the relationship between remuneration and employee performance. And the evaluation and development of reward process, which in turn can lead to improved profitability in an organization. If it is accepted that organizations assets are its work force, it is imperative that they ensure that they are fully motivated. This is because if the workers perceive that they are poorly remunerated, their performance is likely to drop and this will have negative effects on the organization. It is important to note that there are several theories of motivation proposed by various researchers including Abraham Maslow, Alderfers ERG Theory, Herzbergs two-factor Theory, Equity Theory, Expectancy Theory, McClellands Theory, Goal Setting Theory, McGregors theory X and Y, Ouchis Theory Z etc. (Sarin, 2009; 237). These theories have led to the development of various tools of motivation used by organizations to stimulate the interest of their employees. This research will examine the some of these motivation theories and apply them to measure their actual effectiveness on employee performance as well as organizational productivity. Managing requires the creation and maintaining of an environment for the performance of individual working together in groups towards the accomplishment of a common objectives/ goals. A manager cannot do his job without knowing what his people want. To emphasize the importance of knowing and taking advantages of motivating factors particularly job satisfaction is the concern of the managers. Their job is not to attempt to manipulate people but rather to recognize the motivating factors in designing an environment for performance. The basic element of human behaviour is one kind of activity, physical or mental. We can look at human behaviour as a series of activities, the question that arises, include to what extent can the activities of human being be undertaken in any point in time that is people do things that lead them to accomplish something, but individual goals can be elusive, sometimes people know exactly why they do things. Management task is to get things done through other people due to global economic recession which is affecting Nigeria economy, employee are no longer safe due to unnecessary retrenchment, layoff , payoff compulsory leave etc, employee do not want to put in order to encourage active participation from employee for the attainment of organizational goal, there should be job satisfaction. The word Employee Remuneration to most people refers to money and usually money in addition to wages and salaries. However, job satisfaction according to Lawal (1992, pg56) is the favourableness with which employee view their work. Stephen P.etal (2009), define job satisfaction as a persons general attitude towards her job. It is obtained when there is a proffer fit between job characteristics and wants of employees, in fact Employee Remuneration is an organizational set up as an embodiment of many factors, Employee Remuneration has a cause effect phenomenon, one area that brings about job satisfaction is the motivation of the workers. The factors identified by management to be responsible for Employee Remuneration of workers on the jobs are:- Good Remuneration Job Enrichment Job Content Job Rotation Conducive job environment Positive Criticism Participating in all level of decision process Equity share in the organization. Recognition for contribution made in the organization. Since evaluation of management, professional managers and the writers on management have made a variety of assumptions about what would make the individual employee (that is the worker) to be satisfied, for example, the traditional theory of organization that a system of reward and punishment should be used to elicit the desire behaviour. This is implemented through compensation package based on productivity of an employee e.g. Taylor differentiate system based on the necessity not out of love of money. Therefore, this assumption naturally lead to the conclusion that was an important factor that satisfied the workers on the job. In late 80s, managers started to witness frequent encounter with workers who appeared to be suspicious of management and also are unimpressed by money, unconcerned about productivity and self-centred. Then recognition of for workers become a major challenge to management in view of the fact that a simple solution to the problem did not exist. From the above it therefore implies that for organization to increase employee performance, managers need to be much more sophisticated in understanding of employees behaviour in an organisation. The understanding will provide basic ingredient for the designing and incorporating. Employee remuneration strategies into the policy and objective of the organisation on the total neglect is capable of having a great adverse effect on the organisational objective specially on the long run. Employee resentment of the scientific management system led to the modification of job design and to maintain employee enthusiasm and productivity, job enrichment became HR managers approach to motivation. Employees desire jobs that are challenging, autonomous and will require their intellects. Job enrichment makes provision to fulfil this desire as it involves an increase in the level of responsibility for planning and co-coordinating tasks (Stevenson, 2002; 310 cited in Maxwell et al, 2008; 436). According to Kreitner and Kinicki (2001) cited also in Maxwell et al (2008; 436) the theory of job enrichment is a practical application of Herzbergs hygiene theory, which postulates that employees are motivated when there is an increase in job satisfaction (Maxwell et al, 2008; 436). 1.1 Background to the study In Nigeria, there is a complete dearth of studies that looked into this effective management tool in organisations. Therefore, this study will carry out primary research amongst employees in a Nigerian banking sector. It is important to find out whether labour performance can be improved through remuneration which can be in term of financial and non-financial remuneration/reward in the Nigerian working environment. Hence, the research into reward and motivation has become necessary in order to alert Nigerian employers on the need for adequate motivation, both financial and non-financial to ensure commensurate employee performance. Motivation commences with a need, vision, dream, or desire to achieve what seems impossible. Employers desire their employees to have a can-do attitude to everything. In their opinion, this attitude assures an increase in productivity (Maxwell et al, 2008; 432). In todays increasingly changing world, both employee and employers are trying to find ways to make jobs more meaningful and satisfying. One of the ways to do this is to redesign jobs to better meet new requirements. The re-engineering of jobs has been a significant labor market occurrence over the last 20 years. The design of jobs as it relates to employee participation, flexible working and employee/group independence has experienced extensive changes. These changes include the use of several recent HR practices e.g. employee involvement programs such as quality circles, more use of job rotation and flexibility, job enrichment, job enlargement, and more work-team self-management (Maxwell et al, 2008; 432-433). Redesigning ha s several characteristics of which job enrichment is one. The study of job redesign reveals how various classes of workers vary from one to another in form of what they need. According to Kreitner and Kinicki (2001) cited in Maxwell et al (2008; 433), job design or redesign is any set of activities involving the alteration of specific jobs or interdependent systems of jobs with the intent of improving the quality of employee job experience and their on-the-job productivity. Employee resentment of the scientific management system led to the modification of job design and to maintain employee enthusiasm and productivity, job enrichment became HR managers approach to motivation. Employees desire jobs that are challenging, autonomous and will require their intellects. Job enrichment makes provision to fulfil this desire as it involves an increase in the level of responsibility for planning and co-ordinating tasks (Stevenson, 2002; 310 cited in Maxwell et al, 2008; 436). According to Kreitner and Kinicki (2001) cited also in Maxwell et al (2008; 436) the theory of job enrichment is a practical application of Herzbergs hygiene theory, which postulates that employees are motivated when there is an increase in job satisfaction (Maxwell et al, 2008; 436). The purpose of this research is highlighting the impact of employee remuneration on organisational productivity. It is aimed at identifying those attitudes of the management of the company towards its employees that will enable the company to achieve its corporate goals. This study is necessary as lack of adequate information can hinder organisations from achieving set goals, which usually amongst many others is profit maximisation. 1.2 Aims and Objectives The main aim of this study is to know the importance of employees remuneration to the job satisfaction of the workforce, and theoretically it is to identify the various motivational incentive and summarise the various view of managers on the impact of these incentives on employee. Also this study aims to evaluate Access bank plc success vis-a-vis rewarding their staffs. Objectives The objective of this study is to examine, The Impact that Employee Remuneration has on organisational Productivity in the this, the researcher will attempt to examine the following:- To examine the relationship between motivational techniques and employee performance. To examine the relationship between level of job satisfaction of employee performance. To examine the relationship between employee remuneration and employee performance The evaluation and development of reward process. The link between employee remuneration and job satisfaction 1.3 STATEMENT OF THE PROBLEM Human being as individual has a unique characteristic which is distinct from others, therefore in an organisation that has over one thousand workers, it means there would be different kind of characteristics. Employee remuneration as a psychology concept calls for a thorough understanding of employees need which will enable the management to blend them with the corporate need in order to have an equitable mix that will enhance the realisation of the overall objectives of the overall objectives of the organisation and employee. On a closer look at most organisation, the essential intrinsic factors have not been properly addressed by contemporary organisation, no wonder we have high rate of incessant strike witnessed by these organisations over the year. The problem therefore is how to maintain an equitable compensation package of fulfilling the aspiration of both the employee and employers in such a way that an equilibrium social interaction will be maintained. It is therefore important for the organisation to realize the provision of intrinsic factor that satisfy the need urges, want and aspiration of workers would have a long run effect on the profitability base of the organisation which are fundamental criteria for the measurement of Employees Remuneration. CHAPTER TWO LITERATURE REVIEW 2.0 Introduction In this chapter, the researcher proposes to critically consider a number of theories of motivation that are relevant to the study. In addition, the researcher will examine the impact of employee remuneration, and the relationship between job enrichment and employee performance. To examine the relationship between motivational techniques and employee performance. To examine the relationship between level of job satisfaction of employee performance. To examine the relationship between employee remuneration and employee performance The evaluation and development of reward process. The link between employee remuneration and job satisfaction 2.1 Motivation Theories Motivation deals with the factors that shape peoples behaviour. The three components of motivation identified by Arnold et al (1991) cited in Armstrong (2002; 56) are 1) direction 2) effort and 3) persistence. In a work environment, employees can self-motivate by seeking and engaging in activities that will lead them to achieve set goals (intrinsic motivation) or be motivated by management through various reward systems (extrinsic motivation) (Armstrong, 2002; 56). Earlier views on motivation, albeit not always perfect, have proved to be an important part of the foundation for evolutionary growth. Motivation is a blend of factors that drives peoples actions and it can be classified as individual, group and organizational motivation. The different theories of motivation, in their different ways facilitate our understanding of the complex process of motivation and the fact that there are no straightforward answers to motivating anybody (Armstrong, 2002; 57). Scientific management sees money as the primary human motivator, while the view of human relations is that social factors are the primary human motivator (Sarin, 2009; 237). Frederick Winslow Taylor, who is known as the father of scientific management, focused on applying the concepts of science to improve production by relying on the use of observation, measurement, analysis and improvement of work methods, and economic incentives. His study of work methods in great detail identified the best process for doing each job and laid emphasis on output. This theory was not particularly favoured with workers, who believed that it was not fair to increase output without a commensurate increase in reward (Stevenson, 2002; 21 cited in Maxwell et al; 2008; 433). The instrumentality theory of motivation derived its roots from the scientific management theory of Taylor and also emphasized the importance of money as the main reason people work. Hence, rewards or otherwise should be linked directl y to performance. However, this theory fails to take into consideration other human needs that could affect performance (Armstrong, 2002; 57). This omission gave rise to the needs theory, the basis of which is the belief that an unfulfilled need creates a sense of anxiety. Therefore, in order to create a sense of fulfilment, once a need is identified, a pattern of fulfilling it must be set out. However, not all needs are important at a given time in a persons life. Some needs are more urgent than others (Armstrong, 2002; 58). Abraham Maslows theory (1940) cited in Sarin (2009; 237) is said to have based his theory on Henry A. Murrays postulation that people seek to satisfy their various needs at the same time, rather than in a specific order. Murrays Manifest Needs however did not arrange the identified needs in any particular order of importance, unlike Maslows hierarchy of a set of five needs Physiological, Security, Social, Esteem and Self actualization each of which is related to the other and arranged in order of hierarchy. According to him, once a need is met, it does not motivate a persons behaviour again. However, it is possible to either move up or down each of the levels depending on whether a need has been fulfilled or the realization of a need is being endangered (Sarin, 2009; 237). McClelland (1975) identified three needs achievement, affiliation and power that motivates managers. However, while agreeing with Maslow that motives are part of the personality, he is of the opinion that they are caused by environmental factors. The levels of these needs are dependent on different individuals. While some may have a higher need for achievement, others may desire affiliation or power (Armstrong, 2002; 58). Herzberg (1959) based his theory on two sets of factors extrinsic and intrinsic that were directly relating to job satisfaction and dissatisfaction. Extrinsic factors are referred to as hygiene or maintenance factors and they are linked to job environment, job context e.g. quality of supervision, work conditions, company policies, relationship with co-workers and level of compensation. Job dissatisfaction may occur where there are no extrinsic factors. Intrinsic factors referred to as motivators or growth factors, on the other hand, relate to the job itself e.g. the complexity of work, level of importance with the organization as well as promotion opportunities. The resultant effect of intrinsic factors is a high level of job satisfaction, which according to Herzberg will prevent dissatisfaction and create a positive attitude to work (Di Cesare and Sadri, 2003; 36). Essentially, businesses should study the motivator factors and hygiene factors with a view to optimize motivation and productivity among employees (Maxwell et al, 2008; 436). Some managers hold the view that employee can be motivated to improve productivity by means of monetary incentives. The monetary scheme may be take a variety of different form example price rate, individual bonus, a team or group bonus scheme , a high pay rate system and profit sharing plan. All these have been packaged to motivate employees so as to improve on their performance. However, the general problem of monetary incentives is that they are effective in the short run but not necessary cost effective, on the other hand, money can motivate depending on the individuals need for money. Money is not an end itself but means of satisfying needs, employee remuneration proceeds high organisational productivity his for workers to be satisfied with their job, there is need to study the various motivation theories postulated by management experts. Motivation theories have series of theories, that is complementary to one another. The leading theory are listed below and summarised in table 19.1. the most significant ones are those concerned with expectancy, goal settings and equity, which are classified as process or cognitive theories. 2.2 Employee Compensation Dessler (2008) define employee compensation as all forms of pay going to employee and arising from their employment. He also stated that the compensation can be in two forms and they are direct financial payment and indirect financial payment. Direct financial payment can come in form of wages, salaries, incentives, commission and bonuses. While indirect can be in form financial benefit like employer-paid insurance and vacations. All these are strategy of remuneration, Baron A Armstrong M, give their own contribution towards the strategy of remuneration that the implication of human capital theory is that investment in people adds to their value to the firm. 2.2.1 Why should organisations compensate Employee? According to Stephen P. Robbins David A. Decenzo (2005, pg211) when an organisation design its overall compensation package, it has to look further than just an hourly wages or annual salary. It has to take into account another element, benefits. They even include that employee remuneration are non financial rewards designed to enrich employees live. This has grown a great importance in the life of an employee and a variety over the past years. Also stated that non financial reward should also put into consideration , if an employee invest their human capital into the firm they have to obtain a return not only in form of opportunity to grow and to achieve but also in terms of being valued to their employer. This authors opinion is different from other peoples opinion they include that organisation should have array of benefit such as paid time off from work, life and disability insurance, retirement programs and health insurance. While some of this benefit are been paid by both employee and employer, such benefits are retirement and health insurance. 2.3 Employee Remuneration The word Employee Remuneration to most people refer s to money and usually money is addition to wages and salaries. In fact employee in any organisation set up as an embodiment of many factors. Employee remuneration has caused effective phenomenon, one area that brings about employee remuneration is motivation of the workers In fact employee remuneration in any organisation set up embodiment of many factors. employee remuneration has caused effect phenomenon, one area that brings about employee remuneration is motivation of the workers. The organisations identified to be responsible for employee remuneration of workers are as follows: Job Enrichment Job Rotation Job Content Conducive Job Environment Equity Share in the organisation Participation in all level of decision process Positive criticism Recognition for contribution made in the organisation. Since evaluation of management professional managers and writers on management have made variety of assumption-about what would make the individual employees (workers) to be satisfied for example. The traditional (theory of organisation that a system reward and punishment should be used to elicit the desire behaviour, this is implemented through a compensation packages, based on productivity of employee example of Taylor differentiates payee system of based on the assumption that employee work out of necessity not out of love of money. Therefore this naturally led to the conclusion that money was an important factor that satisfied the workers on the job. In the late eightys (80) and ninetys (90) managers started to witness frequent encounter with workers who appeared to be suspicious of management in view of the fact that a simple solution to the problem of did not exist, in addition it may be noted that when considering some traits of workers. The understanding will provide the basic ingredient for designing and incorporating employee remunerations and strategies into the policy and objective of the organisation as it is total neglect is capable of having a great advance effect on the organisation objective especially in the long run. Reilly P. Williams T. (2006) Support that for employee remunerations to be effective HR needs the support of the top team. An unsympathetic CEO can be the a major block on getting people management issue properly on the agenda. Even when the HR director is low in the pecking order, well behind the chief financial officer information officer, the same result will occur. So HR director as a person needs to be respected by the board, executive etc. need to support and understand what HR is doing. This simply means another way for HR to motivate staff is to have a good relationship with senior management and with employees. 2.3.1 When should an employee is well remunerated? The characteristics of the job need of the individual, it is clear that there are numerous variable between people and their jobs that helps to determine their relationship. It must be noted that the concept of employee remuneration is psychological, it relates to these forces operating within individual employees. The underlying problem is therefore, that management should attempt to strike a balance so as to satisfy the interest of both the organisation and the workers. The reality of management observed that emphasis of high employee remuneration shifted away from the job itself to labour. In simplistic term, an employee organisation productivity can be define as being determined by the level and interaction between ability and motivation thus: Organisation productivity is contingent on a number of factors such as skill (liability appropriate for assigned job)motivation and role clarify (a clear understanding of assigned role). Another way that Reilly Williams T add their support to how HR activity can influence the way to manage their staff, it will be encouraging line managers to allow scope for employee involvement and space for employees to act in practical terms, that this might be supporting the consultation of staff if changes are afoot. Also it is the duty of HR to determine whether the employee is due to be reward, before the department can come to conclusion, such employee have to go through the performance appraisal process which contains three steps Define the job:- the means that the employee understand the nature of the job that he/ she has to do in the organisation and to do it to the organisation standards Appraising performance:- Dessler G defines this as comparing your subordinates actual performance as to the standard that have been set ; this usually involves some types of rating form. Feedback session:- here is the situation where two of you debate on employees performance and progress, an d make plan for any development. There various methods of appraisal methods such as graphic rating scale, Alternation ranking method, paired comparison method, forced distribution method etc. I will try and expansiate on two of this methods PAIRED COMPARISON METHOD:- this is a method whereby the two employee together in terms of quantity of work, quality of work , behaviour, how they react to work whenever they have been called, team work and so on. GRAPHIC RATING SCALE METHOD:- this method can be refer to as the simplest and what most organisation prefer to use for appraising staff performance. THEORETICAL FRAMEWORK To provide the required theoretical background for the study attempt will made to review literature of motivation as a means of achieving employee remunerations. Reward Reward can be described as a way which one is been compensate what been done either good or bad, it can also be called benefit that is given to an employee or group of people in an organisation. This can be done directly or indirectly. It usually use to encourage people at work to be able to put more effort in work that need to be done. This usually done when an employee want to sign a contract with an organisation or company such employer needs to allow the employee to be fully aware what the package of the income will be per annum or hourly paid if such an employee is interest he or she is going to sign the contact form. There are two types of rewards, they are financial and non financial rewards. Financial Reward also can be refer to as an incentive which can be in form of financial reward given to an employees whose production exceed predetermined standard that is the production is beyond what the organisation expectation. This can also be in form of pay structure, incentives and benefits this three usually has it important role to play in implementing strategies in an organisation. firstly, For a high level of pay or benefits relative to that of competitors can ensure that the company attracts and retains high quality employees, but this might have a negative impact on the companys overall labour cost. Secondly, by tying pay to performance, the company can elicit specific activities and level of performance from employee. In a study of how compensation practices are tied to strategies, researchers examined 33high- tech and 72 traditional companies. They classified them by whether they were in growth stage. They found that high-tech companies in growth stage (greater than 20percent inflation- adjusted increases in annual sales) or a maturity stage. They found that high-tech companies in the growth stage used compensation systems that were highly geared towards incentive pay, with a lower percentage of total pay devoted to salary and benefits. On the other hand, compensation systems among mature companies (both high-tech and traditional)devoted a lower percentage of total pay to incentive and a high percentage to benefits. (Noe.et.al 2003; pg 69). Organisation believe that given an employee incentives after profit is another way of motivating an employee to put more effort to his /her work this reward can be inform of profit sharing, salary increase, Non- Financial reward 2.5 Job satisfaction you need to talk on job satisfaction Employee performance pg66 amstrong hand bk 2.6 What is Motivation Behind every behaviour there is motive, that is all behaviour is motivated, behaviour psychologist agree that what motivate individual is the satisfaction of their needs but do not develop generally acceptable clarification of needs, several theories of motivation of worker. These theories can be grouped into two major categories. The satisfaction or content theories The instrumentally theories The satisfaction or content theories assume that human beings have needs and its their desire to satisfy these needs that limitation to specific behaviours. The instrumentality or process theories are based on the assumptions of that the part which leads to a goal is influenced by the reception and values of members of the organisation. The theory of Maslow, Adeifer, Herzberg are example of theory of needs satisfaction theories. Vroom porter, Lawal and Jacque are example of instrumentality of theories. Lawal (1993), says Motivation is a persuasive function that come across all aspect of employees development, the need for motivation can be viewed from following perspectives. Qualified manpower must be attracted and maintain in organisation ton exercise Once employed workers must be motivated to exercise their time and energy in achieving the predetermined goals of the organisation. Human resources are most important factor of production in an organisation and must be maintained and developed. The reasons highlighted above suggest that the creation of conducive working environment employee remuneration are the requirement for achievement of organisation success. Hence it is necessary for manager to understand what motivate workers and how motivation influence organisation productivity. In brief, motivation is an inner state that energize activates or more directs or channel behaviour towards goals/objectives. Motivation therefore is a general term used to denotes relationship between needs and the fulfilment of needs. It is dynamic process that this five (5) parts. Deprivation, presence of need (NEEDS) Need crystal led as want (WANTS) Action, goal oriented behaviour (ACTIONS) Tension or drives to fulfil the need (DRIVES) Satisfaction of need that reduce the drive and thus create the need for re-evaluation. The above description of motivation process may not be enough to explain employees behaviour, some theories of some reckoned management writers may be needed for further clarification and explanation. Also there is two types of motivation Intrinsic and Extrinsic motivation. Intrinsic motivation can be define as 2.8. MASLOW S HIERARCHY OF NEEDS According to Robert (1971), the best known theory of motivation was proposed by MASLOW, who hypothesized that work of every human being there exist an hierarchy of five (5) needs. According to Maslow, human beings have needs that can be arranged in hierarchy of needs, if these needs are satisfied human being will be motivated to perform however a satisfie Impact of Employee Remuneration on Productivity Impact of Employee Remuneration on Productivity CHAPTER ONE 1.0 Introduction The aim of this dissertation is to investigate the need for and impact of employee remuneration on organizational productivity. The study will focus on relationship between motivational techniques and employee performance. To examine the relationship between the level of job satisfaction of employee performance. It will also investigate the relationship between remuneration and employee performance. And the evaluation and development of reward process, which in turn can lead to improved profitability in an organization. If it is accepted that organizations assets are its work force, it is imperative that they ensure that they are fully motivated. This is because if the workers perceive that they are poorly remunerated, their performance is likely to drop and this will have negative effects on the organization. It is important to note that there are several theories of motivation proposed by various researchers including Abraham Maslow, Alderfers ERG Theory, Herzbergs two-factor Theory, Equity Theory, Expectancy Theory, McClellands Theory, Goal Setting Theory, McGregors theory X and Y, Ouchis Theory Z etc. (Sarin, 2009; 237). These theories have led to the development of various tools of motivation used by organizations to stimulate the interest of their employees. This research will examine the some of these motivation theories and apply them to measure their actual effectiveness on employee performance as well as organizational productivity. Managing requires the creation and maintaining of an environment for the performance of individual working together in groups towards the accomplishment of a common objectives/ goals. A manager cannot do his job without knowing what his people want. To emphasize the importance of knowing and taking advantages of motivating factors particularly job satisfaction is the concern of the managers. Their job is not to attempt to manipulate people but rather to recognize the motivating factors in designing an environment for performance. The basic element of human behaviour is one kind of activity, physical or mental. We can look at human behaviour as a series of activities, the question that arises, include to what extent can the activities of human being be undertaken in any point in time that is people do things that lead them to accomplish something, but individual goals can be elusive, sometimes people know exactly why they do things. Management task is to get things done through other people due to global economic recession which is affecting Nigeria economy, employee are no longer safe due to unnecessary retrenchment, layoff , payoff compulsory leave etc, employee do not want to put in order to encourage active participation from employee for the attainment of organizational goal, there should be job satisfaction. The word Employee Remuneration to most people refers to money and usually money in addition to wages and salaries. However, job satisfaction according to Lawal (1992, pg56) is the favourableness with which employee view their work. Stephen P.etal (2009), define job satisfaction as a persons general attitude towards her job. It is obtained when there is a proffer fit between job characteristics and wants of employees, in fact Employee Remuneration is an organizational set up as an embodiment of many factors, Employee Remuneration has a cause effect phenomenon, one area that brings about job satisfaction is the motivation of the workers. The factors identified by management to be responsible for Employee Remuneration of workers on the jobs are:- Good Remuneration Job Enrichment Job Content Job Rotation Conducive job environment Positive Criticism Participating in all level of decision process Equity share in the organization. Recognition for contribution made in the organization. Since evaluation of management, professional managers and the writers on management have made a variety of assumptions about what would make the individual employee (that is the worker) to be satisfied, for example, the traditional theory of organization that a system of reward and punishment should be used to elicit the desire behaviour. This is implemented through compensation package based on productivity of an employee e.g. Taylor differentiate system based on the necessity not out of love of money. Therefore, this assumption naturally lead to the conclusion that was an important factor that satisfied the workers on the job. In late 80s, managers started to witness frequent encounter with workers who appeared to be suspicious of management and also are unimpressed by money, unconcerned about productivity and self-centred. Then recognition of for workers become a major challenge to management in view of the fact that a simple solution to the problem did not exist. From the above it therefore implies that for organization to increase employee performance, managers need to be much more sophisticated in understanding of employees behaviour in an organisation. The understanding will provide basic ingredient for the designing and incorporating. Employee remuneration strategies into the policy and objective of the organisation on the total neglect is capable of having a great adverse effect on the organisational objective specially on the long run. Employee resentment of the scientific management system led to the modification of job design and to maintain employee enthusiasm and productivity, job enrichment became HR managers approach to motivation. Employees desire jobs that are challenging, autonomous and will require their intellects. Job enrichment makes provision to fulfil this desire as it involves an increase in the level of responsibility for planning and co-coordinating tasks (Stevenson, 2002; 310 cited in Maxwell et al, 2008; 436). According to Kreitner and Kinicki (2001) cited also in Maxwell et al (2008; 436) the theory of job enrichment is a practical application of Herzbergs hygiene theory, which postulates that employees are motivated when there is an increase in job satisfaction (Maxwell et al, 2008; 436). 1.1 Background to the study In Nigeria, there is a complete dearth of studies that looked into this effective management tool in organisations. Therefore, this study will carry out primary research amongst employees in a Nigerian banking sector. It is important to find out whether labour performance can be improved through remuneration which can be in term of financial and non-financial remuneration/reward in the Nigerian working environment. Hence, the research into reward and motivation has become necessary in order to alert Nigerian employers on the need for adequate motivation, both financial and non-financial to ensure commensurate employee performance. Motivation commences with a need, vision, dream, or desire to achieve what seems impossible. Employers desire their employees to have a can-do attitude to everything. In their opinion, this attitude assures an increase in productivity (Maxwell et al, 2008; 432). In todays increasingly changing world, both employee and employers are trying to find ways to make jobs more meaningful and satisfying. One of the ways to do this is to redesign jobs to better meet new requirements. The re-engineering of jobs has been a significant labor market occurrence over the last 20 years. The design of jobs as it relates to employee participation, flexible working and employee/group independence has experienced extensive changes. These changes include the use of several recent HR practices e.g. employee involvement programs such as quality circles, more use of job rotation and flexibility, job enrichment, job enlargement, and more work-team self-management (Maxwell et al, 2008; 432-433). Redesigning ha s several characteristics of which job enrichment is one. The study of job redesign reveals how various classes of workers vary from one to another in form of what they need. According to Kreitner and Kinicki (2001) cited in Maxwell et al (2008; 433), job design or redesign is any set of activities involving the alteration of specific jobs or interdependent systems of jobs with the intent of improving the quality of employee job experience and their on-the-job productivity. Employee resentment of the scientific management system led to the modification of job design and to maintain employee enthusiasm and productivity, job enrichment became HR managers approach to motivation. Employees desire jobs that are challenging, autonomous and will require their intellects. Job enrichment makes provision to fulfil this desire as it involves an increase in the level of responsibility for planning and co-ordinating tasks (Stevenson, 2002; 310 cited in Maxwell et al, 2008; 436). According to Kreitner and Kinicki (2001) cited also in Maxwell et al (2008; 436) the theory of job enrichment is a practical application of Herzbergs hygiene theory, which postulates that employees are motivated when there is an increase in job satisfaction (Maxwell et al, 2008; 436). The purpose of this research is highlighting the impact of employee remuneration on organisational productivity. It is aimed at identifying those attitudes of the management of the company towards its employees that will enable the company to achieve its corporate goals. This study is necessary as lack of adequate information can hinder organisations from achieving set goals, which usually amongst many others is profit maximisation. 1.2 Aims and Objectives The main aim of this study is to know the importance of employees remuneration to the job satisfaction of the workforce, and theoretically it is to identify the various motivational incentive and summarise the various view of managers on the impact of these incentives on employee. Also this study aims to evaluate Access bank plc success vis-a-vis rewarding their staffs. Objectives The objective of this study is to examine, The Impact that Employee Remuneration has on organisational Productivity in the this, the researcher will attempt to examine the following:- To examine the relationship between motivational techniques and employee performance. To examine the relationship between level of job satisfaction of employee performance. To examine the relationship between employee remuneration and employee performance The evaluation and development of reward process. The link between employee remuneration and job satisfaction 1.3 STATEMENT OF THE PROBLEM Human being as individual has a unique characteristic which is distinct from others, therefore in an organisation that has over one thousand workers, it means there would be different kind of characteristics. Employee remuneration as a psychology concept calls for a thorough understanding of employees need which will enable the management to blend them with the corporate need in order to have an equitable mix that will enhance the realisation of the overall objectives of the overall objectives of the organisation and employee. On a closer look at most organisation, the essential intrinsic factors have not been properly addressed by contemporary organisation, no wonder we have high rate of incessant strike witnessed by these organisations over the year. The problem therefore is how to maintain an equitable compensation package of fulfilling the aspiration of both the employee and employers in such a way that an equilibrium social interaction will be maintained. It is therefore important for the organisation to realize the provision of intrinsic factor that satisfy the need urges, want and aspiration of workers would have a long run effect on the profitability base of the organisation which are fundamental criteria for the measurement of Employees Remuneration. CHAPTER TWO LITERATURE REVIEW 2.0 Introduction In this chapter, the researcher proposes to critically consider a number of theories of motivation that are relevant to the study. In addition, the researcher will examine the impact of employee remuneration, and the relationship between job enrichment and employee performance. To examine the relationship between motivational techniques and employee performance. To examine the relationship between level of job satisfaction of employee performance. To examine the relationship between employee remuneration and employee performance The evaluation and development of reward process. The link between employee remuneration and job satisfaction 2.1 Motivation Theories Motivation deals with the factors that shape peoples behaviour. The three components of motivation identified by Arnold et al (1991) cited in Armstrong (2002; 56) are 1) direction 2) effort and 3) persistence. In a work environment, employees can self-motivate by seeking and engaging in activities that will lead them to achieve set goals (intrinsic motivation) or be motivated by management through various reward systems (extrinsic motivation) (Armstrong, 2002; 56). Earlier views on motivation, albeit not always perfect, have proved to be an important part of the foundation for evolutionary growth. Motivation is a blend of factors that drives peoples actions and it can be classified as individual, group and organizational motivation. The different theories of motivation, in their different ways facilitate our understanding of the complex process of motivation and the fact that there are no straightforward answers to motivating anybody (Armstrong, 2002; 57). Scientific management sees money as the primary human motivator, while the view of human relations is that social factors are the primary human motivator (Sarin, 2009; 237). Frederick Winslow Taylor, who is known as the father of scientific management, focused on applying the concepts of science to improve production by relying on the use of observation, measurement, analysis and improvement of work methods, and economic incentives. His study of work methods in great detail identified the best process for doing each job and laid emphasis on output. This theory was not particularly favoured with workers, who believed that it was not fair to increase output without a commensurate increase in reward (Stevenson, 2002; 21 cited in Maxwell et al; 2008; 433). The instrumentality theory of motivation derived its roots from the scientific management theory of Taylor and also emphasized the importance of money as the main reason people work. Hence, rewards or otherwise should be linked directl y to performance. However, this theory fails to take into consideration other human needs that could affect performance (Armstrong, 2002; 57). This omission gave rise to the needs theory, the basis of which is the belief that an unfulfilled need creates a sense of anxiety. Therefore, in order to create a sense of fulfilment, once a need is identified, a pattern of fulfilling it must be set out. However, not all needs are important at a given time in a persons life. Some needs are more urgent than others (Armstrong, 2002; 58). Abraham Maslows theory (1940) cited in Sarin (2009; 237) is said to have based his theory on Henry A. Murrays postulation that people seek to satisfy their various needs at the same time, rather than in a specific order. Murrays Manifest Needs however did not arrange the identified needs in any particular order of importance, unlike Maslows hierarchy of a set of five needs Physiological, Security, Social, Esteem and Self actualization each of which is related to the other and arranged in order of hierarchy. According to him, once a need is met, it does not motivate a persons behaviour again. However, it is possible to either move up or down each of the levels depending on whether a need has been fulfilled or the realization of a need is being endangered (Sarin, 2009; 237). McClelland (1975) identified three needs achievement, affiliation and power that motivates managers. However, while agreeing with Maslow that motives are part of the personality, he is of the opinion that they are caused by environmental factors. The levels of these needs are dependent on different individuals. While some may have a higher need for achievement, others may desire affiliation or power (Armstrong, 2002; 58). Herzberg (1959) based his theory on two sets of factors extrinsic and intrinsic that were directly relating to job satisfaction and dissatisfaction. Extrinsic factors are referred to as hygiene or maintenance factors and they are linked to job environment, job context e.g. quality of supervision, work conditions, company policies, relationship with co-workers and level of compensation. Job dissatisfaction may occur where there are no extrinsic factors. Intrinsic factors referred to as motivators or growth factors, on the other hand, relate to the job itself e.g. the complexity of work, level of importance with the organization as well as promotion opportunities. The resultant effect of intrinsic factors is a high level of job satisfaction, which according to Herzberg will prevent dissatisfaction and create a positive attitude to work (Di Cesare and Sadri, 2003; 36). Essentially, businesses should study the motivator factors and hygiene factors with a view to optimize motivation and productivity among employees (Maxwell et al, 2008; 436). Some managers hold the view that employee can be motivated to improve productivity by means of monetary incentives. The monetary scheme may be take a variety of different form example price rate, individual bonus, a team or group bonus scheme , a high pay rate system and profit sharing plan. All these have been packaged to motivate employees so as to improve on their performance. However, the general problem of monetary incentives is that they are effective in the short run but not necessary cost effective, on the other hand, money can motivate depending on the individuals need for money. Money is not an end itself but means of satisfying needs, employee remuneration proceeds high organisational productivity his for workers to be satisfied with their job, there is need to study the various motivation theories postulated by management experts. Motivation theories have series of theories, that is complementary to one another. The leading theory are listed below and summarised in table 19.1. the most significant ones are those concerned with expectancy, goal settings and equity, which are classified as process or cognitive theories. 2.2 Employee Compensation Dessler (2008) define employee compensation as all forms of pay going to employee and arising from their employment. He also stated that the compensation can be in two forms and they are direct financial payment and indirect financial payment. Direct financial payment can come in form of wages, salaries, incentives, commission and bonuses. While indirect can be in form financial benefit like employer-paid insurance and vacations. All these are strategy of remuneration, Baron A Armstrong M, give their own contribution towards the strategy of remuneration that the implication of human capital theory is that investment in people adds to their value to the firm. 2.2.1 Why should organisations compensate Employee? According to Stephen P. Robbins David A. Decenzo (2005, pg211) when an organisation design its overall compensation package, it has to look further than just an hourly wages or annual salary. It has to take into account another element, benefits. They even include that employee remuneration are non financial rewards designed to enrich employees live. This has grown a great importance in the life of an employee and a variety over the past years. Also stated that non financial reward should also put into consideration , if an employee invest their human capital into the firm they have to obtain a return not only in form of opportunity to grow and to achieve but also in terms of being valued to their employer. This authors opinion is different from other peoples opinion they include that organisation should have array of benefit such as paid time off from work, life and disability insurance, retirement programs and health insurance. While some of this benefit are been paid by both employee and employer, such benefits are retirement and health insurance. 2.3 Employee Remuneration The word Employee Remuneration to most people refer s to money and usually money is addition to wages and salaries. In fact employee in any organisation set up as an embodiment of many factors. Employee remuneration has caused effective phenomenon, one area that brings about employee remuneration is motivation of the workers In fact employee remuneration in any organisation set up embodiment of many factors. employee remuneration has caused effect phenomenon, one area that brings about employee remuneration is motivation of the workers. The organisations identified to be responsible for employee remuneration of workers are as follows: Job Enrichment Job Rotation Job Content Conducive Job Environment Equity Share in the organisation Participation in all level of decision process Positive criticism Recognition for contribution made in the organisation. Since evaluation of management professional managers and writers on management have made variety of assumption-about what would make the individual employees (workers) to be satisfied for example. The traditional (theory of organisation that a system reward and punishment should be used to elicit the desire behaviour, this is implemented through a compensation packages, based on productivity of employee example of Taylor differentiates payee system of based on the assumption that employee work out of necessity not out of love of money. Therefore this naturally led to the conclusion that money was an important factor that satisfied the workers on the job. In the late eightys (80) and ninetys (90) managers started to witness frequent encounter with workers who appeared to be suspicious of management in view of the fact that a simple solution to the problem of did not exist, in addition it may be noted that when considering some traits of workers. The understanding will provide the basic ingredient for designing and incorporating employee remunerations and strategies into the policy and objective of the organisation as it is total neglect is capable of having a great advance effect on the organisation objective especially in the long run. Reilly P. Williams T. (2006) Support that for employee remunerations to be effective HR needs the support of the top team. An unsympathetic CEO can be the a major block on getting people management issue properly on the agenda. Even when the HR director is low in the pecking order, well behind the chief financial officer information officer, the same result will occur. So HR director as a person needs to be respected by the board, executive etc. need to support and understand what HR is doing. This simply means another way for HR to motivate staff is to have a good relationship with senior management and with employees. 2.3.1 When should an employee is well remunerated? The characteristics of the job need of the individual, it is clear that there are numerous variable between people and their jobs that helps to determine their relationship. It must be noted that the concept of employee remuneration is psychological, it relates to these forces operating within individual employees. The underlying problem is therefore, that management should attempt to strike a balance so as to satisfy the interest of both the organisation and the workers. The reality of management observed that emphasis of high employee remuneration shifted away from the job itself to labour. In simplistic term, an employee organisation productivity can be define as being determined by the level and interaction between ability and motivation thus: Organisation productivity is contingent on a number of factors such as skill (liability appropriate for assigned job)motivation and role clarify (a clear understanding of assigned role). Another way that Reilly Williams T add their support to how HR activity can influence the way to manage their staff, it will be encouraging line managers to allow scope for employee involvement and space for employees to act in practical terms, that this might be supporting the consultation of staff if changes are afoot. Also it is the duty of HR to determine whether the employee is due to be reward, before the department can come to conclusion, such employee have to go through the performance appraisal process which contains three steps Define the job:- the means that the employee understand the nature of the job that he/ she has to do in the organisation and to do it to the organisation standards Appraising performance:- Dessler G defines this as comparing your subordinates actual performance as to the standard that have been set ; this usually involves some types of rating form. Feedback session:- here is the situation where two of you debate on employees performance and progress, an d make plan for any development. There various methods of appraisal methods such as graphic rating scale, Alternation ranking method, paired comparison method, forced distribution method etc. I will try and expansiate on two of this methods PAIRED COMPARISON METHOD:- this is a method whereby the two employee together in terms of quantity of work, quality of work , behaviour, how they react to work whenever they have been called, team work and so on. GRAPHIC RATING SCALE METHOD:- this method can be refer to as the simplest and what most organisation prefer to use for appraising staff performance. THEORETICAL FRAMEWORK To provide the required theoretical background for the study attempt will made to review literature of motivation as a means of achieving employee remunerations. Reward Reward can be described as a way which one is been compensate what been done either good or bad, it can also be called benefit that is given to an employee or group of people in an organisation. This can be done directly or indirectly. It usually use to encourage people at work to be able to put more effort in work that need to be done. This usually done when an employee want to sign a contract with an organisation or company such employer needs to allow the employee to be fully aware what the package of the income will be per annum or hourly paid if such an employee is interest he or she is going to sign the contact form. There are two types of rewards, they are financial and non financial rewards. Financial Reward also can be refer to as an incentive which can be in form of financial reward given to an employees whose production exceed predetermined standard that is the production is beyond what the organisation expectation. This can also be in form of pay structure, incentives and benefits this three usually has it important role to play in implementing strategies in an organisation. firstly, For a high level of pay or benefits relative to that of competitors can ensure that the company attracts and retains high quality employees, but this might have a negative impact on the companys overall labour cost. Secondly, by tying pay to performance, the company can elicit specific activities and level of performance from employee. In a study of how compensation practices are tied to strategies, researchers examined 33high- tech and 72 traditional companies. They classified them by whether they were in growth stage. They found that high-tech companies in growth stage (greater than 20percent inflation- adjusted increases in annual sales) or a maturity stage. They found that high-tech companies in the growth stage used compensation systems that were highly geared towards incentive pay, with a lower percentage of total pay devoted to salary and benefits. On the other hand, compensation systems among mature companies (both high-tech and traditional)devoted a lower percentage of total pay to incentive and a high percentage to benefits. (Noe.et.al 2003; pg 69). Organisation believe that given an employee incentives after profit is another way of motivating an employee to put more effort to his /her work this reward can be inform of profit sharing, salary increase, Non- Financial reward 2.5 Job satisfaction you need to talk on job satisfaction Employee performance pg66 amstrong hand bk 2.6 What is Motivation Behind every behaviour there is motive, that is all behaviour is motivated, behaviour psychologist agree that what motivate individual is the satisfaction of their needs but do not develop generally acceptable clarification of needs, several theories of motivation of worker. These theories can be grouped into two major categories. The satisfaction or content theories The instrumentally theories The satisfaction or content theories assume that human beings have needs and its their desire to satisfy these needs that limitation to specific behaviours. The instrumentality or process theories are based on the assumptions of that the part which leads to a goal is influenced by the reception and values of members of the organisation. The theory of Maslow, Adeifer, Herzberg are example of theory of needs satisfaction theories. Vroom porter, Lawal and Jacque are example of instrumentality of theories. Lawal (1993), says Motivation is a persuasive function that come across all aspect of employees development, the need for motivation can be viewed from following perspectives. Qualified manpower must be attracted and maintain in organisation ton exercise Once employed workers must be motivated to exercise their time and energy in achieving the predetermined goals of the organisation. Human resources are most important factor of production in an organisation and must be maintained and developed. The reasons highlighted above suggest that the creation of conducive working environment employee remuneration are the requirement for achievement of organisation success. Hence it is necessary for manager to understand what motivate workers and how motivation influence organisation productivity. In brief, motivation is an inner state that energize activates or more directs or channel behaviour towards goals/objectives. Motivation therefore is a general term used to denotes relationship between needs and the fulfilment of needs. It is dynamic process that this five (5) parts. Deprivation, presence of need (NEEDS) Need crystal led as want (WANTS) Action, goal oriented behaviour (ACTIONS) Tension or drives to fulfil the need (DRIVES) Satisfaction of need that reduce the drive and thus create the need for re-evaluation. The above description of motivation process may not be enough to explain employees behaviour, some theories of some reckoned management writers may be needed for further clarification and explanation. Also there is two types of motivation Intrinsic and Extrinsic motivation. Intrinsic motivation can be define as 2.8. MASLOW S HIERARCHY OF NEEDS According to Robert (1971), the best known theory of motivation was proposed by MASLOW, who hypothesized that work of every human being there exist an hierarchy of five (5) needs. According to Maslow, human beings have needs that can be arranged in hierarchy of needs, if these needs are satisfied human being will be motivated to perform however a satisfie

President James Madison Essay -- Presidents American History Essays

President James Madison James Madison, (1751-1836), 4th President of the United States of America. Although he served eight years each as a member of the U.S. House of Representatives, as secretary of state, and as president, Madison's principal contribution to the founding of the United States was as "Father of the Constitution." Madison's place among the Founding Fathers reveals the essential qualities of his public career. Jefferson had a superior vision of the potential for life under republican government, a greater capacity for leadership, and a special gift for the memorable phrase, but Madison had a more subtle and incisive political sense. Madison's ancestors, probably all from England, settled in Virginia along the Rappahannock and Mattaponi rivers in the mid-17th century. James Madison himself, however, lived all his life in Orange county on a 5,000-acre plantation that produced tobacco and grains and was worked by 100 slaves. Madison was born at the home of his maternal grandparents in Port Conway, Va., on March 16, 1751. Madison also read John Locke, Isaac Newton, Jonathan Swift, David Hume, Voltaire, and others who fashioned the Enlightenment world view, which became his own. Madison's understanding of public affairs developed during the decade of colonial resistance to British measures, 1765-1775. Madison's skill led to his election in 1780 to the Continental Congress, where he served for nearly four years. In 1783, after ratification of the peace treaty and demobilization of the army, Madison ranked as a leading promoter of a stronger national government. For three years in the Virginia legislature, Madison worked to enact Jefferson's bill for religious freedom and other reform measures. He also continued to strengthen the national government by securing Virginia's support of it. Madison offered the Virginia plan giving taxing and law-enforcement powers to the national government, and he worked with James Wilson and other nationalists to support a strengthened executive, a broadly based House of Representatives, long terms in the Senate, an independent federal judiciary, and other devices to enhance national power. Madison argued that an enlarged, strengthened national government, far from being the path to despotism its opponents feared, was in fact the surest way to protect freedom and expand the principle of self-govern... ...th sides tired of war, a peace treaty was signed restoring the pre-war boundaries and ensuring American national independence. The French minister, who had been close to Madison throughout the war, observed that three years of warfare have been a trial of the capacity of American institutions to sustain a state of war. With threats of disunion ended, the path opened for westward expansion, the nation confident of its security in the world and its institutions vindicated, Madison's last two years as president were triumphant. Though in urging a variety of measures, Madison cast aside republican dogma about weak government, he still opposed internal improvement schemes except under a constitutional amendment. Happily retired to his Virginia farm, Madison practiced scientific agriculture, helped Jefferson found the University of Virginia, advised Monroe on foreign policy, arranged his papers for publication, and maintained a wide correspondence. Nationally, Madison wrote in support of a mildly protective tariff, the National Bank, and, most importantly, the power of the union against nullification. Madison's health slowly declined, forcing him more and more to be a silent observer. President James Madison Essay -- Presidents American History Essays President James Madison James Madison, (1751-1836), 4th President of the United States of America. Although he served eight years each as a member of the U.S. House of Representatives, as secretary of state, and as president, Madison's principal contribution to the founding of the United States was as "Father of the Constitution." Madison's place among the Founding Fathers reveals the essential qualities of his public career. Jefferson had a superior vision of the potential for life under republican government, a greater capacity for leadership, and a special gift for the memorable phrase, but Madison had a more subtle and incisive political sense. Madison's ancestors, probably all from England, settled in Virginia along the Rappahannock and Mattaponi rivers in the mid-17th century. James Madison himself, however, lived all his life in Orange county on a 5,000-acre plantation that produced tobacco and grains and was worked by 100 slaves. Madison was born at the home of his maternal grandparents in Port Conway, Va., on March 16, 1751. Madison also read John Locke, Isaac Newton, Jonathan Swift, David Hume, Voltaire, and others who fashioned the Enlightenment world view, which became his own. Madison's understanding of public affairs developed during the decade of colonial resistance to British measures, 1765-1775. Madison's skill led to his election in 1780 to the Continental Congress, where he served for nearly four years. In 1783, after ratification of the peace treaty and demobilization of the army, Madison ranked as a leading promoter of a stronger national government. For three years in the Virginia legislature, Madison worked to enact Jefferson's bill for religious freedom and other reform measures. He also continued to strengthen the national government by securing Virginia's support of it. Madison offered the Virginia plan giving taxing and law-enforcement powers to the national government, and he worked with James Wilson and other nationalists to support a strengthened executive, a broadly based House of Representatives, long terms in the Senate, an independent federal judiciary, and other devices to enhance national power. Madison argued that an enlarged, strengthened national government, far from being the path to despotism its opponents feared, was in fact the surest way to protect freedom and expand the principle of self-govern... ...th sides tired of war, a peace treaty was signed restoring the pre-war boundaries and ensuring American national independence. The French minister, who had been close to Madison throughout the war, observed that three years of warfare have been a trial of the capacity of American institutions to sustain a state of war. With threats of disunion ended, the path opened for westward expansion, the nation confident of its security in the world and its institutions vindicated, Madison's last two years as president were triumphant. Though in urging a variety of measures, Madison cast aside republican dogma about weak government, he still opposed internal improvement schemes except under a constitutional amendment. Happily retired to his Virginia farm, Madison practiced scientific agriculture, helped Jefferson found the University of Virginia, advised Monroe on foreign policy, arranged his papers for publication, and maintained a wide correspondence. Nationally, Madison wrote in support of a mildly protective tariff, the National Bank, and, most importantly, the power of the union against nullification. Madison's health slowly declined, forcing him more and more to be a silent observer.

The Gold Card :: Dialog Essays

" I always told you kids don’t buy it unless ya got the money." "Hey let’s go grab a bite to eat." "Yeah! that sounds good. I heard there is a new restaurant down on Grand that’s suppose to be good." "Okay", said my friend Shannon. We arrived at the restaurant and sat down. The waiter brought our menus. "I’m gonna get the broiled salmon in creamy herb sauce" "I’m gonna have the vegi ravioli" Shannon said. "MMMM that sounds good." I replied. The server brought our food and we enjoyed catching up with each other. "Wow that was so delicious wasn’t it?" "Yeah, hey this one is on me because I think you treated last time." "Thanks" Shannon replied. Then I whipped out my shiny Gold Platinum card at 3.9%. The waiter came by with that little black waiter case thing and a couple of mints. We paid and then we left. "Say do you mind if we go by the mall real quick I just want to check a new store that’s opened up?" Shannon replied, "sure that’s cool." "I just gotta pull into the Super America for some gas." I said. "I’ll pump you pay?" Shannon said. "Sure." I responded. I dashed in to the SA and headed to pay. I noticed an article about alien babies that I had heard about. " I read that one" a voice came from behind. I turned around and it was a short bald guy with a bag of cheetos in his hand. "Really, how was it ? Worth $1.95?" "Yeah" he said. So I grabbed it. Then I remembered that I needed some oil for my car. I grabbed some Valvoline and got back in line. "That will be $27.09 please." "Shoot, I don’t have enough cash." So I whipped out the gold again and zooooom we were off to the mall. " Let’s check out that new clothing store on the second floor. It’s supposed to be really cheep. I’d also like to go to that CD shop." "O.K., but I need to go to the cash machine first," Shannon said. "Great," I said, "I’ll meet you in the chocolate factory." There I was in the chocolate shop waiting for Shannon, when I remembered that my mother’s birthday was coming up. So I thought I’d buy her some nice chocolates. The coffee beans looked tempting as well. "I’ll have a pound of the french roast chocolate coffee and these chocolates as well.

Saving The World :: essays research papers

Is it too late to save the world? Probably not! Perhaps the real question should be if society will actually do something about it or not. Perhaps the world leaders are more interested in money than the welfare of the environment. Money makes the world go round, this could be true from an economical point of view but from the environmental aspect money is being fed into the wrong areas and screeching the world to a halt. The world should be putting plans into action at this stage in the earths rescue. Instead scientists are still trying to ‘understand’ what is going on. This is just taking up more and more time, leaving the earth to rot as they do their ‘research.’ There are many different ways that we as the earths population are destroying the environment. For example, the tall cooling towers used by industries. They do not remove pollutants but simply push them higher into the atmosphere, in this way they reduce their concentration at that particular area. The pollutants may then travel over large distances and produce negative effects in areas far away from the original site. This is only one example of how we are destroying the environment. Power stations are another source. These power stations make use of the cooling towers mentioned earlier, they also emit poisonous gasses such as some nitrogen oxides and probably more dangerous, greenhouse gases such as carbon dioxide and chlorofluorocarbons (CFCs). What are the consequences of this pollution? We have all heard about the hole in the ozone layer, global warming or even the famous armageggon. These are more drastic examples, why not look at some cases that have already happened. For instance acid rain is a regular occurrence all around the world.

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Albert Campus defines an absurd hero, one who despite the circumstances transcends all odds. Sisyphus, condemned by the gods to push a rock to the top of a mountain, chooses to make the most of his burden by accepting his situation and saying yes to his challenge Personal response essay How do we grow as individuals? What molds our lives and selves? Rewards and improvements in our lives can be accredited to the hardships and adversities individuals face. Adversities like; being laid off, grueling 12 hour work days, raising teenagers, and couples Ryan Overcoming AdversityThroughout the world there are many different people who go through different trials and tribulations. Human history and existence today would not be what It is If we didn't have to struggle a bit to get what we want. I feel this also applies Issues of Adversity Issues of Adversity â€Å"That which cannot kill me can only make me stronger†. With Reference to the quote, the color purple (3 characters) and 3 othe r sources of supplementary text, write an essay. Adversity Is unfortunately, an aspect of life which can hardly be avoided. Some people experience†¦ Premium Words PagesHorse's Assertion of Adversity Argument Essay Horse's asserts through adversity, hidden talents are brought to the surface, which would otherwise lay dormant. This claim has proven to be a timely truism in literature and history. Heroes and heroines of the literary canon have long faced strife and turmoil. In meeting these†¦ Premium Words Pages Wallace able to achieve their goals and experience respectable success In life. While both Lulu and Alexei hail from completely different cultures, they both experienced adversity and struggled with overcoming societal and racial prejudices.Alexei is of Native American descent and spent his†¦ Premium Words Pages Advisor Essay Personal response essay How do we grow as Individuals? What molds our lives and selves? Rewards and Improvements In our lives can be accred ited to the hardships and adversities Individuals face. Adversities like; being laid off, grueling 12 hour work days, raising teenagers, and couples†¦ Premium Words Pages Sisyphus Synthesis push a rock to the top off mountain, chooses to make the most of his burden by accepting his situation and saying yes to his challenge†¦ Premium Words PagesAdversity Builds Character challenges. It was these challenges that have caused them to become very successful in what they do. In my essay, I have proven that adversity brings out the talents and creativity in people. A famous quote from Frederica Nietzsche says, â€Å"That which does not kill us makes us stronger. â€Å"†¦ Premium Words Pages Overcoming Adversity many different people who go through different trials and tribulations. Human history and existence today would not be what it is if we didn't have to struggle a bit to get what we want. I feel this also applies†¦ Premiums Words Pages EffectiveDander's Smith Ma rch 19, 2012 Essay: Overcoming an Obstacle One who gains strength by overcoming obstacles posses the only strength which can overcome adversity? To one this means that the only way to conquer a personal low is by overcoming obstacles in order to gain strength†¦ Premium Words Pages Freedom Writers territories' are created to bring a sense of equality among those of the same race. Overcoming adversity, family relationships, inequality in education, success and goal setting is what Mrs.. Gruel aims to have instilled in those around her. A theme which surfaces in the movie is that of Mrs.. Gruel'

Philippine Independent Cinema Essay

Independent films, more commonly known as indie films, are films not made by mainstream production houses or movie studios. They are independent of the influences, authority, and control of the mainstream industry (Makuha, 2010). The emergence of new and highly-advanced cameras in the market and the advancement of technology have spawned the growth of indie films. This allowed anyone to create his or her own film in accordance to his or her own style without the influences of mainstream movies, which indeed have good effects on the film industry, especially in the Philippines. These films became more noticed and more important and they have saved the slowly dying film industry (Makuha, 2010). Read more:Â  Essay About Philippine Independent Cinema In the brief history of film, advances in technology have from time to time challenged and changed industry models. These advances have wrought their most significant changes on independent sectors of the movie business. In the glory days of the studio system, a parallel or serious rival to that system coming from the independent industry would be unthinkable; the cost and challenge of production and post-production was prohibitive, difficulties of promotion insurmountable. The Internet and many new digital distribution technologies are now starting to remove barriers for the makers and distributors of independent films (Landers, 2006). The development of the 16mm camera and advances in sound technology made it possible, though still difficult, for individuals or small groups of filmmakers to make their vision clear – something rarely possible in the days of the Edison monopoly on technology, or the prohibitive cost of 35mm cameras and professional lighting setups. The challenges of film making were still large in number, but the development of an independent sector of the industry forced the majors to take notice, though the development of subsidiaries specifically tasked to take note of and distribute promising independent films failed to materialize. Independent film had a confined audience, generally limited to subcultures of underground or experimental film. (Such audiences were often primarily composed of fellow filmmakers – though it bears noting that in many cases, these self-selecting individuals were not those who would turn out to view a majority of the studio efforts.) (Tioseco, 2005) Within the last several decades, advances in digital cinema have furthered a similar and all the more powerful renaissance. High-resolution digital video offers an image quality that rivals that of film stock, while video camcorders, and relatively affordable professional-quality editing software capable of being run on inexpensive PCs have made the production and post-production process possible, reasonable and accessible for a substantial number of individuals. With the resulting increase in the number and quality of such films being made, a resulting cultural scene emerged alongside, but not quite outside, the mainstream (Landers, 2006).