Motivation Theory Essay

1. What motivates behavior? According to humanist psychologist Abraham Maslow, our actions are motivated in order to achieve certain needs. This hierarchy suggests that people are motivated to fulfill basic needs before moving on to other, more advanced needs. This hierarchy is most often displayed as a pyramid. The lowest levels of the pyramid are made up of the most basic needs, while the more complex needs are located at the top of the pyramid. Needs at the bottom of the pyramid are basic physical requirements including the need for food, water, sleep, and warmth. Once these lower-level needs have been met, people can move on to the next level of needs, which are for safety and security. As people progress up the pyramid, needs become increasingly psychological and social. Soon, the need for love, friendship, and intimacy become important. Further up the pyramid, the need for personal esteem and feelings of accomplishment take priority. 2. Clayton P. Alderfer’s ERG theory from 1969 condenses Maslow’s five human needs into three categories: Existence, Relatedness and Growth. Existence Needs Include all material and physiological desires (e.g., food, water, air, clothing, safety, physical love and affection). Maslow’s first two levels. Relatedness Needs Encompass social and external esteem; relationships with significant others like family, friends, co-workers and employers . This also means to be recognized and feel secure as part of a group or family. Maslow’s third and fourth levels. Growth Needs Internal esteem and self actualization; these impel a person to make creative or productive effects on himself and the environment (e.g., to progress toward one’s ideal self). Maslow’s fourth and fifth levels. This includes desires to be creative and productive, and to complete meaningful tasks. Even though the priority of these needs differ from person to person, Alberger’s ERG theory prioritises in terms of the categories’ concreteness. Existence needs are the most concrete, and easiest to verify. Relatedness needs are less concrete than existence needs, which depend on a relationship between two or more people. Finally, growth needs are the least concrete in that their specific objectives depend on the uniqueness of each person. Contrarily to the idea by Maslow that access to the higher levels of his pyramid required satisfaction in the lower level needs, the ERG areas of Alderfer are simultaneous needs. ERG Theory recognizes that the importance of the three categories may vary for each individual. Managers must recognize that an employee has multiple needs, which must be satisfied simultaneously. According to the ERG theory, if you focus exclusively on one need at a time, this will not effectively motivate. 3. The expectancy theory says that individuals have different sets of goals and can be motivated if they have certain expectations. This theory is about choice, it explains the processes that an individual undergoes to make choices. In organizational behavior study, expectancy theory is a motivation theory first proposed by Victor Vroom of the Yale School of Management in 1964. Motivation, according to Vroom. boils down to the decision of how much effort to apply in a specific task situation. This choice is based on a two-stage sequence of expectations (effort —> performance and performance —> outcome). First, motivation is affected by an individual’s expectation that a certain level of effort will produce the intended performance goal. For example, if you do not believe increasing the amount of time you spend studying will significantly raise your grade on an exam, you probably wilt not study any harder than usual. Motivation also is influenced by the employeeâ €™s perceived chances of getting various outcomes as a result of accomplishing his or her performance goal. Finally, individuals are motivated to the extent that they value the outcomes received. EXPECTANCY THEORY BELIEFS 1. Valence. Refers to the emotional orientations which people hold with respect to outcomes [rewards]. The depth of the want of an employee for extrinsic [money, promotion, free time, benefits] or intrinsic [satisfaction] rewards. Management must discover what employees appreciate. 2. Expectancy. Employees have different expectations and levels of confidence about what they are capable of doing. Management must discover what resources, training, or supervision the employees need. Facts [+] The 2011 Nielsen survey also showed that the top five dimensions students considered when it comes to seeking employment were high degree of independence at work, salary package, learning on the job, growth prospects and standing of the company in the market [Employer brand] respectively. 3. Instrumentality. The perception of employees whether they will actually receive what they desire, even if it has been promised by a manager. Management must ensure that promises of rewards are fulfilled and that employees are aware of that. Vroom suggests that an employee’s beliefs about Expectancy, Instrumentality, and Valence interact psychologically. In this way they create a motivational force, such that the employee will act in a way that brings pleasure and avoids pain. This force can be ‘calculated’ via a formula: 4. Adam’s Equity Theory Equity theory, most popularly known as equity theory of motivation, was first developed by John Stacey Adams, a workplace and behavioral psychologist, in 1963. John Stacey Adams proposed that an employee’s motivation is affected by whether the employee believes that their employment benefits/rewards are at least equal to the amount of the effort that they put into their work. Definition of equity An individual will consider that he is treated fairly if he perceives the ratio of his inputs to his outcomes to be equivalent to those around him. Thus, all else being equal, it would be acceptable for a more senior colleague to receive higher compensation, since the value of his experience (and input) is higher. The way people base their experience with satisfaction for their job is to make comparisons with themselves to people they work with. If an employee notices that another person is getting more recognition and rewards for their contributions, even when both have done the same amount and quality of work, it would persuade the employee to be dissatisfied. This dissatisfaction would result in the employee feeling under-appreciated and perhaps worthless. This is in direct contrast with the idea of equity theory, the idea is to have the rewards (outcomes) be directly related with the quality and quantity of the employees contributions (inputs). If both employees were perhaps rewarded the same, it would help the workforce realize that the organization is fair, observant, and appreciative. This can be illustrated by the following equation: Adam’s categorised employment benefits and rewards as outputs and an employee’s work effort as inputs. Input Examples The number of hours worked by the employee An employee’s work responsibilities An employee’s work duties The work commitment demonstrated by the employee An employee’s loyalty An employee’s flexibility such as undertaking tasks at short notice The support that the employee has provided to the organisation, colleagues and line managers Output Examples Salary Bonus Prizes Recognition of the employee’s contribution Positive work appraisals Work promotions Pension Employer flexibility Annual leave Adam’s stated that if an employee believes that their work outputs are not equal or greater than their inputs then the employee will become de-motivated. Adams’ theory includes the assertion that when an employee is assessing whether the outputs they receive are fair the employee will often compare their colleague’s work inputs and outputs with their own. The comparison will often be made with an employee at a similar level in the organisation to the employee. Propositions Equity theory consists of four propositions: Individuals seek to maximize their outcomes (where outcomes are defined as rewards minus costs). Groups can maximize collective rewards by developing accepted systems for equitably apportioning rewards and costs among members. Systems of equity will evolve within groups, and members will attempt to induce other members to accept and adhere to these systems. The only way groups can induce members to equitably behave is by making it more profitable to behave equitably than inequitably. Thus, groups will generally reward members who treat others equitably and generally punish (increase the cost for) members who treat others inequitably. When individuals find themselves participating in inequitable relationships, they become distressed. The more inequitable the relationship, the more distress individuals feel. According to equity theory, both the person who gets â€Å"too much† and the person who gets â€Å"too little† feel distressed. The person who gets too much may feel guilt or shame. The person who gets too little may feel angry or humiliated. Individuals who perceive that they are in an inequitable relationship attempt to eliminate their distress by restoring equity. The greater the inequity, the more distress people feel and the more they try to restore equity. (Walster, Traupmann and Walster, 1978) 5. Acquired Needs Theory: McClelland McClelland proposes that those in top management positions should have a high need for power and a low need for affiliation. Psychologist David McClelland created Need Theory, a motivational model that attempts to explain how the needs for achievement, power, and affiliation affect the actions of people from a managerial context. McClelland’s Need Theory, created by psychologist David McClelland, is a motivational model that attempts to explain how the needs for achievement, power, and affiliation affect the actions of people from a managerial context. People who are achievement-motivated typically prefer to master a task or situation. This motivational need stems from a person’s desire to influence, teach, or encourage others. is a motivational model that attempts to explain how the needs for achievement, power, and affiliation affect the actions of people from a managerial context. It is often taught in classes concerning management or organizational behavior (Figure 1). People who are achievement-motivated typically prefer to master a task or situation. They prefer working on tasks of moderate difficulty, in which the results are based on their effort rather than on luck, and to receive feedback on their work. Those who desire affiliation, however, prefer to spend time creating and maintaining social relationships, enjoy being a part of groups and have a desire to feel loved and accepted. People in this group may not make effective managers because they may worry too much about how others will feel about them. In his theory, people are not placed into categories but rather have degrees of these needs: No one is only in ‘one group†™ of these needs. The balance of needs brings out a profile. Needs do not explain competencies in any area. One can have high needs in one area and still be effective in an area where these needs are not necessarily fulfilled. This motivational need stems from a person’s desire to influence, teach, or encourage others. People in this category enjoy work and place a high value on discipline. The downside to this motivational type is that group goals can become zero-sum in nature. For one person to win, another must lose. However, this can be positively applied to help accomplish group goals and to help others in the group feel competent about their work. McClelland proposes that those in top management positions should have a high need for power and a low need for affiliation. He also believes that although individuals with a need for achievement can make good managers, they are not suited to being in top management positions. 6. Herzberg’s two-factor theory states that certain factors cause job satisfaction, and a separate set of factors cause dissatisfaction. According to Herzberg, understanding what causes employee satisfaction and dissatisfaction is important for management. The factors that motivate people can change over their lifetime, but â€Å"respect for me as a person† is one of the top motivating factors at any stage of life. Satisfaction and dissatisfaction are not on a continuum with one increasing as the other diminishes, but are independent phenomena. To ensure a satisfied and productive workforce, managers must give attention to both sets of job factors. Frederick Herzberg’s two-factor theory, also known as the motivation-hygiene theory or intrinsic/extrinsic motivation, concludes that while there are certain factors in the workplace that cause job satisfaction, a separate set of factors can cause dissatisfaction. The factors that motivate people can change over their lifetime, but â€Å"respect for me as a person† is one of the top motivating factors at any stage of life. Figure 1 According to Herzberg, intrinsic motivators such as challenging work, recognition, and responsibility produce employee satisfaction, while extrinsic hygiene factors, including status, job security, salary, and fringe benefits – if absent – produce dissatisfaction. Herzberg’s theory appears to parallel Maslow’s needs hierarchy. Individuals look for the gratification of higher-level psychological needs having to do with achievement, recognition, responsibility, advancement, and the nature of the work itself. However, Herzberg added a new dimension to this theory, including factors that cause dissatisfaction as well, such as company policies, supervision, technical problems, salary, interpersonal relations on the job, and working conditions. This two-factor model of motivation is based on the notion that the presence of one set of job characteristics or incentives leads to worker satisfaction, while another and separate set of job characteristics lead to dissatisfaction. Thus, satisfaction and dissatisfaction are not on a continuum with one increasing as the other diminishes, but are independent phenomena. If management wishes to increase satisfaction on the job, it should be concerned with the nature of the work itself – the opportunities it presents employees for gaining status, assuming responsibility, and achieving self-realization. If, on the other hand, management wishes to reduce dissatisfaction, then it must focus on the job environment – policies, procedures, supervision, and working conditions. To ensure a satisfied and productive workforce, managers must give attention to both sets of job factors. Examples of Business Goal-Setting Theory Business owners will often set individual goals to motivate employees and reach company objectives. Goals that are hard to reach are often more intriguing, as more work is required to fulfill them. Edwin A. Locke introduced the theoretical approach to setting goals and building motivation, which can be directly applied to a professional setting. In fact, this type of goal-setting theory is one of the more useful motivational theories used in industrial and organizational psychology and management. Clarity and Focus One part of business goal-setting theory is creating clear and focused goals that are obtainable. Having a goal of pulling in $100,000 in business profits within a single year may not be obtainable for a small business owner. A clear and focused goal may be to get $50,000 in profits based on $20,000 in product sales, $10,000 from investments and $20,000 from service sales. A single goal must have a plan to reach the goal, whether it is a monthly plan with mini-goals or a weekly plan for short-term goals. Commitment and Teamwork Employees of a given business may be more committed to a goal if they are a part of setting the goals and deadlines. In addition, a team may also work closer together if they have a mutual goal. Commitment and responsibility to a goal may also increase the motivational level within the business. In addition, each employee may have his own goal, but keep all workers informed of larger goals to ensure continuous commitment and teamwork in a business. Feedback and Progression Another theoretical perspective on setting successful goals in a business environment involves getting feedback from managers and other employees as the work towards the goal progresses. Part of the feedback includes getting clarity on tasks, adjusting the goals or methods, making budgetary changes and getting additional help from managers. This feedback may alter the progression of the goal, so the employee working to reach the goal must be informed of the changes. Complexity and Success A single goal may become overwhelming, especially if the goal is long-term or very complex. Fulfilling these types of goals requires a reasonable time period, including time to learn and practice skills to meet expectations. Meeting a revenue goal may not be reasonable within a single month or quarter, so extending the goal deadline for a reasonable time period may lead to more success. Having a short period of time to fulfill goals may inhibit employees from reaching expectations and may end up failing. Dr. Edwin Locke formulated and clarified what has come to be called â€Å"goal-setting theory† in the 1960s. Since then, businesses have found that employees are more likely to do their best work once they have set clear, attainable goals. Goal-setting theory affects many aspects of your business and once you understand specific applications in each area, you can improve your company in concrete ways. Sponsored Link Small Business Loanswww.captap.com Fund your business today $5k to $15k. Apply now! Clarity To be effective, goals must be clear according to goal-setting theory. Employees must know exactly what they’re supposed to achieve and when. Merely telling an employee to â€Å"do better† does not offer a clear course of action and doesn’t indicate how the employee will know when he has achieved the goal. An example of a clear goal is telling an employee you expect a 10 percent increase in sales in three months. Another example might be asking an employee to produce 15 more units per day over a period of six weeks. Such goals make it clear what the employee is supposed to do and what the deadline is. They allow for objective measurement. Challenge A goal is most effective when it presents a challenge to the employee. According to the article, â€Å"Building a Practically Useful Theory of Goal Setting and Task Motivation† written by Dr. Edwin Locke and Gary Latham, if a task is too easy or too hard employees will not put in their best efforts. However, a goal that is just difficult enough to be challenging inspires maximum performance. For example, asking a production manager to cut costs by 90 percent might be overwhelming. Cutting costs by 20 percent might make a reasonable challenge. Similarly, requiring order takers to double the amount of orders they take in an hour could discourage them. A goal of 15 percent more orders per hour might be more reasonable and challenging. Commitment Getting employees to buy in to the goals you set makes it more likely they will reach those goals. You can do this by asking employees to participate in setting goals. Their commitment will provide the energy and perseverance that will help them achieve those goals. For example, getting your accounting department to agree to having all of your assets labeled and tracked by the end of the year can give them a sense of purpose and direction that will help them work together and improve their ability to value assets for tax purposes. Feedback You don’t just add goals and then check on their completion at deadline time. If you provide benchmarks along the way, this lets your employees know how they are doing. You can also hold periodic meetings so they can give you feedback about any issues that have arisen and adjustments that have to be made. This two-way feedback approach helps measure progress towards achieving goals and provides encouragement in the face of difficulties. For example, if you want the production department to have 20 percent fewer rejections from the quality-control department in six months, you can meet with them each month to give them their current figure and identify any areas where the problems seem to be occurring. In addition, if you would like a 30 percent improvement in customer service ratings, you can give your customer service department feedback on a weekly or monthly basis to let them know how they’re doing. Task Complexity Complex tasks can be overwhelming. Help your employees break such tasks into smaller parts so that they can achieve smaller goals on their way to the big one. For example, if you want to migrate all the data from one database to another, you can set smaller goals of moving a set number of accounts each week or month. Another example might be that if you want expansion plans for a new facility done in six months, you could set smaller goals of completing an analysis for the financing needed, construction costs and the new personnel that will be required as separate goals to achieve.

How can we make India clean Essay

World peace has been developed through the endurance and persistence of several great men throughout history. They have struggled and fought against the social evils and human sufferings in order to materialize the moral values that they carry. Mahatma Gandhi is undeniably one of the most respected, influential men. Without the non-violent movement lead by Gandhi, the independence of India would’ve taken longer with more bloodshed and destruction to the country. Even after his death, his philosophy of non-violence inspired many prominent figures throughout the world. â€Å"Cleanliness is next to godliness†. We can keep our city clean only if the people of our city think like us. Without public cooperation we cannot achieve anything. So first to keep our city clean there should be a huge awareness to the public via various mass media and news papers. Also the government should take major role in conducting awareness programs to public and also introduce new rules if necessary. Only our thinking does not make our city clean. KEEPING OUR CITY CLEAN IS EVERY CITIZEN’S DUTY. FIRST WE SHOULD LOVE OUR COUNTRY. WE SING SONGS PRAISING BHARATH MATHA AND SO ON BUT WE NEVER THINK TWICE TO THROW DIRT ANYWHERE THAT SUITS US. STRICT LAW SHOULD BE ENFORCED LIKE THE ONE IN SINGAPORE WHO LITTER. THIS WAY FINE ALSO CAN BE COLECTED WHICH IN TURN CAN BE USED FOR DEV PURPOSES.IN A DMOCRATIC COUNTRY LIKE OURS PEOPLE TAKE FOR GRANTED EVERYTHING AND IF ONE TRIES TO EDUCATE ABOUT THIS ONE MAY NOT TAKE IT IN THE RIGHT SPIRIT. INFACT THEY FEEL WE ARE TOO INTERFERING. HENCE BETTER TO ENFORCE FINE. Its our du ty to keep our city clean because it represent that which types of people live in that city. For make city clean following steps is important – 1. Educate the people about it. 2. Do not use plastic bag. 3. Do not through garbage in the open area. 4. Grow plants. 5. Use solar energy because it does not produce residue Young student like me must start to do something worth-remembering and that is to keep the world clean and green. I heard a question that is raised, â€Å"how can you do that†? I must say, â€Å"we will work together to start this†. Some points I want to emphasize are the following: First, let’s keep the world clean and green by recycling and cleaning the world. This point includes different kinds of pollution from massive factories and smoking pollution that would kill us because of lung cancer. No tobacco, no pollution. We must clean every sort of pollutions and to protect one another. We are blessed with amazing hospitality awards; we are the best in food. We have every type of culture and customs, we enjoy the secular nature, we say we are the golden bird but still from our roads to our green belts to public bathrooms to our every outer surrounding, we lack perfection, we lack comfort, we lack amenities, we lack beauty and we never feel proud in walking on the streets. We have departments who have the authority of maintaining everything, we have good team of people who can work and give tidy and inviting atmosphere, we have millions of skilled and unskilled labor of agriculture and masonry knowledge but still our surroundings and our outer atmosphere is untidy and shameful. We often hate this, we often complain about this but still nothing is happening. We don’t know what should we do in order to change things as revolting on the streets is not a solution. Many of us have made some private welfare associations of our respective sector and we often collect money as donation and invest it on our surrounding parks and green belt. This attempt is good and encouraging but most of the houses do not contribute in this as they have a debatable point and that is when we are paying taxes then why we have to waste our money on another expense which is the government duty not the private affair. Our broken roads are the black spot on the high rise buildings, our sewage and drainage systems are either semi blocked or completely blocked as there is no maintenance. Roads in monsoon become a dirty lake of sewage waste and water. We are used to this ugly mess. We only take care of the place where  we live. All the government buildings and other constructions like bridges, barricade, pedestrian pathways, public bathrooms and other buildings which are used by government and public are not taken care of as we think its government building so why should we care? Every year millions of unauthorized posters and advertisements ruin the beauty of the buildings made by the government. These unauthorized advertisements have no limit and there is no one to stop the people who do this immature and punishable offence. Even young political leaders and well established political parties enjoy the facility of unauthorized advertising. They are equally responsible in running the architecture and other surroundings. Public bathrooms made by the government are obviously very less in number and there condition is so pathetic that I cannot even show there images to you as they can even make you vomit. There are millions of things which make every Indian feel guilty and the infrastructure and maintenance of this exotic country is at zero scale. The ministers are not concerned in improving the nation and we will again never feel proud in walking on the streets as India will remain untidy. The face of today’s economic and energy situation in the crisis, Hongxing company for the current recovery of the gangue utilization to carry out a series of processing achieved a major breakthrough, research and development to create a large jaw crusher, impact crusher, cone crusher, can coal waste rock crusher for processing, and expand the scope of its use, can be used for brick-making, power generation, cement, concrete production, and so can be used by the powder, the powder after milling mechanism, the gangue broken play an important role to deal with the gangue use rate of more than 90%, the real garbage turning waste into treasure. Many countries have recently advocated the development of low carbon environmental conservation, and coal is one of the important global source of income, a large number of mining resources, will inevitably produce some waste. The the gangue mining of solid waste a Gangue to produce the  exploitation of coal in the coal preparation plant to wash the gangue, hand-selected gangue in the coal production, semi-coal Lane and rock roadway discharged from coal and rock and gangue stacked with coal measures mixture outside the white partings. Gangue is one of the solid waste, which contains a large number of optimization substances, accumulation of a large number of emissions of coal gangue, not only a waste of resources, but also tie up land, pollute the environment. Attention and solution of the coal gangue comprehensive utilization of coal enterprises, protect and improve ecological environment and promoting regional economic and social development, and constantly improve the quality and effectiveness of enterprise development level as well as energy savings, Hongxing Mining Machinery Co., Ltd. R & D to create the gangue crusher will no doubt the gangue push the use of turning waste into treasure the road, today†s energy, low-carbon economic development of important practical significance and strategic significance. Gangue sulfide escape or leaching will pollute the atmosphere, farmland and water bodies. The waste dump will be spontaneous combustion fire or collapse during the rainy season, the blockage of the river caused by disasters. Accompanied by the expansion of coal output, coal gangue increasing production and the environmental problems have become increasingly prominent, and an increasingly difficult task of governance, processing and utilization of coal gangue, has become one of the prominent problems in the development process of the coal enterprises.

Biology Essay Example | Topics and Well Written Essays - 500 words - 4

Biology - Essay Example A large meteorite could weigh several tons and hit the ground at a speed of some 40,000 kilometers per hour. The impact of this could be much higher and worse than the power of 1000 Hiroshima bombs. A crater could be formed where it falls and the material in the crater can get heated and become slung in the atmosphere. The impact could be so heavy that this could in turn fall with a great force several miles away and explode as if a volcanic eruption has taken place. The shock waves can flatten trees and buildings if it falls on land and it could result in tsunami or floods if it falls on the sea. The dust created due to this impact could block the sun light for several years and this would lead to mass destruction. Plants could die due to lack of sunlight and animals due to lack of food. The diversity of life would be adversely affected with this impact. Agriculture would be badly hit as all major food crops, including corn, wheat, and soybeans, depend on the introduction of new strains. Medicines are made from substances derived from plants, animals, or microorganisms for instance penicillin for antibiotics comes from the pencillium fungi. The planet earth has a wealth of natural resources and the economy itself is dependent on these resources. Sunlight is vitally important because its absence could have a direct affect on food, clothing, and medicines. Trees and plants return oxygen to the air through photosynthesis; bacteria break down organic material, building, and fertilizing the soil. Thousands of natural products are used by the industry to give us everyday goods. The seaweed is used in plastics, polishes, paints, deodorants, detergents, dyes, fire-extinguishing foams, lubricants, meat preservatives, and chicken feed, to name a few. Certain species support the entire ecosystem. If these species were to disappear under the impact of the meteor, it could affect human life, the heredity, and its

Mead's symbolic interaction theory Essay Example | Topics and Well Written Essays - 1000 words

Mead's symbolic interaction theory - Essay Example Another difference that exists between the humans and infrahumans is the communication types that are used. In the infrahuman, communication is usually gestural and takes place with an immediate effect, without being interrupted for the purpose of either assigning meaning or interpreting. Human communication, on the other hand, is meaningful and gestures have meanings assigned to them and the gestures do not call for immediate responses. There is also the essence of self. Self is the term used in referring to the reflective, conscious personality of the person (Wood 1992). Self is the entity that is envisioned by person whenever he/she tries to think about who they are. It is crucial to know that the idea of self can only be understood fully through role-taking. For a person to be able to look upon himself, he must have the capability to take over the role of another. The basic work of Herbert Mead was regarded to as symbolic interactionism. The work bore the name of Herbert Blumer, who inherited it from the famous social psychology course. The inheritance was after Mead died and then Blumer became an advocate of the symbolic interactions persistently. It would be hard for Mead to approve this label, more significantly, symbolic interactionism, since it has undergone evolution since more than sixty years ago, has seemed to lay its focus on the changes of self-more rather than either interaction or symbols, unlike what Blumer was an advocate for the reactions of people when they are interacting with others in the social settings which are governed by the conception that they possess. Gyroscope acts as a form of self serves and helps in keeping in line and consistent. Moreover, as the emphasis has been increasingly in the theory of symbolic interactionism, the motivation of individuals arises from verification of their self-sense before the eyes of others. The idea of identity

Middle Eastern Studies Journal Essay Example | Topics and Well Written Essays - 750 words

Middle Eastern Studies Journal - Essay Example This basic enumeration of the conflicts within the region betrays the inherent causes and motives by speaking only of the volume and frequency, and the extent of both human and financial resources (mis)directed towards the defense and invasions within the Middle East as compared to other regions of the world. These connect between wars and the military has been the largest barrier to adoption of more â€Å"liberal political practices† that are favored by Western states such as the United States and Britain. Therefore, what are the geneses of such conflicts? What roles do the military serve herein? In Western Europe, the perceived desires to create powerful military forces pushed central authorities to tighten their grip on societies and acquire resources through the imposition of taxes which was used to pay military effort. Consequently, strong centralized states emerged around militaries; the inherent nature of war therein led to protonationalism. Middle East societies have l argely been under military rule since they gained independence; whether directly or indirectly, the power wielders have uncharacteristically been military officers (Richards and Waterbury 345). ... A fundamental aspect of Middle East’s military-industrial complex is the tendency to become powerful economic enclaves unaccountable to either auditors or national assemblies (Richards and Waterbury 345). The Israeli, Turkish and Saudi-Arabia form 60% of all military expenditure in the region. Is there military weight to the GDP of the region? Certainly! 1. Military-industrial sector heavily relies on advanced technology 2. Research into the direct use and manufacture advances telecommunication, telemetry and remote sensing technology 3. Growth in the triad sectors (military, industry and research and development) is a key source of foreign exchange 4. The military-industrial sector competes against other private sectors for human and financial resources thereby increasing the aggregate efficiency of the economy People within the region seem to welcome the disproportionate public investment into defense either due to national pride or perhaps in cognizance of the inherent need to survive in an increasingly complex global geo-political atmosphere. Real expansion in defense came shortly after 1975 with Saudi-Arabia and several other Gulf members resolving to finance the Arab Military Industrialization Organization (AMIO) in producing advanced weapons for Arab states (Richards and Waterbury 345). Soon after, Iraq invaded Kuwait in 1990. This prompted a UN force led by the United States under the now famous operation â€Å"desert storm† to successfully come to the aid of Kuwait. The unmistakable presence of the United States in the Arabian affairs would once again be witnessed in 2003 when the combined force of US and Britain invaded Iraq overthrowing the Ba’athist regime under Sadam Hussein. They additionally

Marketing Financial Services Essay Example | Topics and Well Written Essays - 2500 words - 2

Marketing Financial Services - Essay Example Hence, they started to follow and implement free trade policies that encourage multinational companies to enter into the global markets. Ultimately, overall market became competitive and matured. Monopoly market structure has become very rare and oligopoly becomes prominent. Hope and Maeleng have defined free trade policy as â€Å"competition-enhancing device† (Hope and Maeleng, 1998, p.52). The international and domestic countries started to compete with each other on price, better service, customer satisfaction etc for achieving greater market share. In this respect, to gain competitive advantage in market, the post modern organisations are using latest management tools, theories and models developed by many experts, critics and scholars. Financial services industry consist a number of financial services sectors like banking sectors, insurance, security market, factoring, credit ratings etc. With increased activities of trade and business and intensified competition, the imp ortance of these financial services sectors has grown significantly. This paper will attempt to present and SWOT analysis of American International Group (AIG) which is one the most popular financial service organisation. In order to indentify its major internal strengths and weaknesses, external opportunities and threats, this paper will analyse important areas of this organisation like its customer relationship managements, marketing tools used the company, major issues and its mechanism of control system. Finally, the overall findings of this paper will be summed up in the conclusion. Brief Overview of American International Group (AIG) American International Group Inc. (AIG) is one of the popular insurance services providers in US and in global market. Primarily, it is a New York-based company and it is considered to be one of the most prominent market leaders in global insurance sector. AIG is a multinational company and offers its insurance services in more than 130 countries in the world. The company has acquired a large base of customers and its consumers primarily consist of institutional, commercial and individual clients. The major market share of the company comes from its domestic market i.e. from United States. In this market, the AIG offer retirement services and life insurance. With better performance, it has acquired an upper hand position in U.S. insurance sector. Along with the domestic market, AIG’s stocks are also listed in Tokyo and Ireland Stock exchange (American International Group, Inc-a, 2011). While tracing the history of AIG, its primary origin is found in Shanghai, China during 1919. However, later during the 1940s due to political issues, the company withdrew from the Chinese market. â€Å"AIG abandoned China completely in 1949, as the Communist People’s Liberation Army, led by Mao Zeding, advanced on Shanghai† ( H.W. Wilson Company, 2000, p.247). In U.S., the AIG had been formed by consolidating three compan ies and its multiple affiliates. These leading three companies are New Hampshire Insurance Company, American Home Assurance Company and National Union Fire Insurance Company. Since its inception, AIG has undergone through many significant occurrences like mergers and acquisitions. SunAmerica Inc was merged with AIG on January 01, 1999. In November 2000, the company

The Clinical Impacts of Masturbation Essay Example | Topics and Well Written Essays - 750 words

The Clinical Impacts of Masturbation - Essay Example It is evidently clear from the discussion that the psychology and counseling practices are some of the fields which mostly have the privilege of getting first-hand victims of masturbation. People come crying and others confused because masturbation is presumed to be a taboo. It is a mental related problem. A first timer mostly suffers from self-guilt and shame. Despite science showing that masturbation can affect anybody, this habit is very common among young people who do not have sexual partners. As a peer counselor in a rural local church, the author has received countless victims of masturbation. On average, three out of every ten young people who visit the author’s office have a problem with masturbating. A young girl, bothered and full of tears on her chin, pops into his office. This question caught the girl unaware and she seemed to swim deep in her thoughts before finally asking whether masturbation is safe. The author has to tear apart in trying to understand the girl ’s problem; whether it safety related or whether it was on grounds of ethics and tradition. Nevertheless, the two had equal importance and that is why the girl was here to be helped. This is the situation many young people are finding themselves in. In our modern society, even discussing the topic is regarded a taboo. Despite the extensive scientific research on masturbation, people are suffering for lacking the knowledge on the topic. Parents do not share the information with the young and similarly the young lack the courage to ask. Masturbation has several faces. According to research, masturbation is healthy. Most of the ideologies which existed before were just myths that lacked scientific backup. Clinical tests show that regular normal masturbation is handy in curbing the increasing problem of prostate cancer. This cancer is common among men who are in their mid-40s. The reproductive system is cleaned during sexual intercourse. But for the case of young people, most of them are unmarried or do not have sexual partners hence masturbation becomes the only hope.