M2 – Discuss Two Major Theories of Ageing in Relation to the Development of Your Chosen Individual.

[pic] BTEC Extended National Diploma in Health and Social Care (Social Care) Unit 4 †Development through the Life Stages Assignment Title: Lecturer: Rebecca Drozd Room †Email †You will likewise need to: †¢ Word prepared your work †¢ Include your name, pin and page numbers in a footer †¢ Use Harvard Referencing System in your work including a reference list †¢ Provide proof of more extensive examination by utilizing different sources, e. g. sites, diaries, course books. †¢ 1. 5 line space †¢ Use 12pt text dimension (Arial or Comic Sans) †¢ Please carry this Assignment Brief with you to each lesson.Launch date: First Submission date: Second accommodation date: | |You are an insightful columnist on a big name magazine. You have been approached to find all that you can about the advancement | |of a renowned individual of your decision. | Task One Produce a reality document which unmistakably depicts the physical, scholarly, enthusiastic a nd social advancement for every one of the existence phases of a person to incorporate significant pictures, diagrams and outlines (P1) Grading Tip | |Your truth record needs to remember data for the accompanying: | |Life stages: origination; pregnancy; birth and early stages †0-3 years; youth †4-9 years; puberty †10-18 years; adulthood †19 |-65 years; more seasoned adulthood; 65+; the last phases of life | |Definitions: development; improvement; formative standards; formative achievements; life course; development; future | |Development; comprehensive turn of events; physical, scholarly, language, passionate and social at every life stage; expected causes and | |effects of deferred and captured improvement | Expand your reality record to remember a conversation for the nature-sustain banter according to the advancement of your individual (M1) Add a composed assessment on how nature and support may influence the physical, scholarly, passionate and social improvem ent of two phases of the improvement of your picked individual (D1) Grading Tip | |Use the accompanying catchphrases: | |Nature-sustain banter: key standards; organic programming; the impacts of encounters versus heredity; development hypothesis | Task Two | |Your manager at the magazine has now requested that you research the existence elements and life occasions that have affected the advancement of this | |celebrity. | Develop your reality record further, and clarify the expected impacts of five diverse life factors on the advancement of the individual (P2) Grading Tip | |Use the accompanying watchwords: | |Life factors: hereditary, eg inclination to specific conditions, cystic fibrosis, coeliac malady, asthma, fragile bone illness, | |rheumatic sickness; natural, eg fetal liquor disorder, maternal diseases, impacts of diet in pregnancy; ecological, eg introduction to| |pollution, clammy/stuffed lodging, access to recreational offices, access to wellbeing and social consideration administrations, tormenting, family | |dysfunction, impacts of culture, religion and convictions, impacts of segregation; financial, eg salary, consumption, instruction, values | |and mentalities, peer gatherings, business status; way of life, eg nourishment and dietary decisions, liquor admission, use and abuse of substances |Add a composed explanation that plainly clarifies the impacts of two unsurprising and two erratic significant life occasions on the improvement of your picked individual (P3) |Grading Tip: Your reality document needs to incorporate applicable pictures, diagrams and graphs. | |Use the accompanying watchwords: | |Major life occasions: contrasts in actuality of unsurprising and erratic occasions; eg the introduction of a kin, venturing out from home, leaving | |care, departing jail, genuine injury, disease, beginning school/nursery, starting and evolving work, repetition, deprivation, | |marriage, parenthood, separate; the interrelationship between factors. | La unch date:First Submission date: Second accommodation date: Task Three |Vocational Setting: | |Your editorial manager is intrigued with your work and has requested that you envision that your picked individual is currently becoming more seasoned. Will they| |still travel so a lot? Will they despite everything like to be captured? What sort of wellbeing and social consideration administrations will they require? Your | |fact document should incorporate a clarification of the physical and mental changes which might be a piece of the maturing process.This| |will expect exploration to locate the significant data as your picked individual may not be at this stage. | Expand your reality document to clarify the two speculations of maturing (P4) Discuss two significant hypotheses of maturing according to the improvement of your picked person. (M2) Include an assessment because of two significant speculations of maturing on wellbeing and social consideration arrangement. (D2) For your picked individual, clarify the impacts of physical and mental changes which might be related with maturing (P5) and examine the consequences for confidence and fearlessness of the physical changes related with maturing how those progressions could influence their confidence and certainty. (M3) Grading Tip: | |Use the accompanying watchwords: | |Physical changes: hormones; menopause; cardiovascular framework, eg atherosclerosis, coronary illness; respiratory framework, eg emphysema, | |chronic obstructive aspiratory ailment; sensory system eg engine neurone infection, degeneration of the sense organs, degeneration of the nervous| |tissue, psychological changes,; solid skeletal, eg rheumatoid joint pain, osteoarthritis, impacts of degenerative sickness, muscle squandering due | |to poor retention of supplements; skin, eg loss of versatility, impacts of presentation to bright beams, impacts of smoking; the impacts of | |illnesses that are increasingly normal in maturing | |Psychological chan ges: consequences for certainty; impacts on confidence; impacts on ageism; impacts of, eg job changes, loss of accomplice, | |retirement, expanded relaxation time, money related concerns, culture, religion, convictions; speculations of maturing, eg social separation, action | |theory; application to current wellbeing and social consideration arrangement |

Effects of Social Networking

Interpersonal interaction has become a notable to all and all as of late. Individuals can meet and make companions, regardless of whether they don't have any acquaintance with one another. Besides, they can get refreshes from their friends and family by utilizing long range informal communication locales. A few people are likewise talking about various significant subjects on them. They trade their thoughts too. Be that as it may, there are a few negative impacts of long range informal communication destinations on our everyday life. Individuals are getting socially in reverse by utilizing person to person communication destinations. They don't care to go out to communicate with other people.Logging into a network, they blended with others on the web. They have additionally supplanted the real technique of social connection. Prior to the creation of these destinations, individuals were quick to go out and meet with others, yet now they sit before PCs to relate with others. Besides, i ndividuals who are modest out in the open exploit utilizing shared destinations. Thinking past the interpersonal organization ought to be hard for them. These locales are not helping them to conquer their timidity. In the event that they attempted to cooperate with individuals, they may make it.But due to these destinations, they don't attempt to do it. Consequently informal communication locales make individuals unsocial and socially hesitant. Another impact of network organizing is online predators. In the event that somebody transfers photographs and recordings for demonstrating their loved ones, they could be gotten by online trackers. Thieves gather photographs and recordings that are not theirs and abuse them; for instance, by making bits of gossip. These can be shown for even youngsters and kids to see, causing hurt. Kids and adolescents are turning out to be dependent watching grown-up photographs and videos.Those predators additionally follow what you are doing on the web. Another issue is long range informal communication locales use web slang. In this manner long range informal communication destinations are making individuals ethically undesirable. At long last, the most significant impact is individuals are losing their important time, extraordinarily the understudies and authorities. Rather than contemplating, they are playing on various shared associating destinations. A measurement shows that around 68. 4% college understudies go through 11 hours of the day by visiting and messing around in informal communication sites.Furthermore, authorities utilize these locales as opposed to carrying out their responsibility. Interpersonal interaction locales are being restricted on account of the wastefulness of the laborers. Another measurement shows that about 43% American assistance holders are dependent on facebook. Long range informal communication drives various unfriendly effects on our life. Individuals are getting reluctant as they don't go outsid e to meet individuals. They are losing their valuable time by riding long range interpersonal communication locales and visiting with others. Individuals are getting ethically undermined because of utilizing languages and viewing uncensored photographs and recordings.

Data Warehouses, OLAP and Data Mining Assignment

Data Warehouses, OLAP and Data Mining Assignment Data Warehouses, OLAP and Data Mining â€" Assignment Example > The paper “ Data Warehouses, OLAP and Data Mining”   is an informative version of an   assignment on the information technology. Data management can be performed using different types of data analysis and reporting options. One such option is a data warehouse. Data warehouses are used by organizations to collect data from multiple sources on a large scale in order to perform analysis of the accumulated data for trends and predictive forecasts. The nature of the data warehouse is such that it is a repository of data that lies at the heart of a data management system. They are made up of several components, some of which include the means of data sources, data transformation, reporting, metadata, operations as well as optioning components that might be required by specific organizations (Berson and Smith, 1997). The data warehouse is explored in detail in the following sections. Fundamental CharacteristicThe fundamental characteristics of a data warehouse pertain to the inheren t nature of the data warehouse which depicts the data warehouse to be subject-oriented, including time variance, while being nonvolatile a providing for the integration of data. Aside from this, the data warehouse is basically a repository and it stores mainly historical data. The data warehouse should be implemented and employed when large amounts of historical data need to be managed, which are sourced from many disparate sources. Guidelines for a Success Data WarehouseIn order to develop and implement a data warehouse successfully, some guidelines need to be followed. The business should start off by having a clear and stated goal and set objectives for why the data warehouse is to be implemented. This helps in clarifying the reason for the data warehouse. The decision of building the data warehouse in house and buying an off the shelf product needs to be addressed as per the requirements of the company. The gap between IT and the business needs to be addressed for effective im plementation. The implementation of the data warehouse should be done in a gradually incremental manner while allowing for growth and scalability. The architecture and the structure if the data warehouse needs to be set up to provide for efficiency. Aside from this, it is important for the data to be stored, to be cleaned in the extraction, transformation and loading process. In addition, the querying capability should be enabled and allowed for at the time of implementation. Dimensional ModelingDimensional modeling is a particular type of data modeling that is associated with data warehouses. It is significantly different from the entity-relationship modeling that is employed for databases. The dimensional modeling instead involves denormalization of data that are grouped as per the star schema (Kimball and Ross, 2002). The star schema corresponds to a fact being associated with several dimensions. A fact table stores facts and foreign keys to the dimensions, while the dimensions are referred to by the fact and can be hierarchical in their different levels. The dimension table and the fact table association are depicted through the following diagram which depicts the star schema for a sample retail store. The fact table is titled store sales, while the store, payment type, time, product and customers are dimension tables.

Functions Of Senior Manager And Influence Of Strategy Essay

Part A Functions of Senior Manager and Influence of Strategy Functions of Senior Manager Influence of strategy Planning This strategy involves the process of identifying goals, provide a strategies for those goals to achieve them and developing pathway to fit in . Organising This is the process of determining the goals, what needs to be done to complete tasks, how to achieve positive output and who will put efforts to accomplish those goals. Leading This is the process of motivating co-workers and other members to accomplish tasks with positive efforts. Controlling Monitoring group activities to accomplish tasks on previously set goals and put necessary efforts to get successful result. Strategic methodology Strategic Methodology #1 Name of Methodology SWOT Analysis Description of Methodology SWOT is an acronym for Strengths, Weaknesses, Opportunities and Threats. Contribution to strategy development SWOT is essential because subsequent steps in process of planning for achievement of selected goals. Strengths It helps organisations whether or not a goal is achievable and thus which enables organisation to set obtainable objective, goals for the further development of firm. Weaknesses This includes the misuse of SWOT as a technique to protect previously set goals. Strategic Methodology #2 Name of Methodology PESTLE Analysis Description of Methodology PESTLE analysis is a tool to track the environment of progress of organisation for operating or launchingShow MoreRelatedThe Role of the International HR Manager Essay1347 Words   |  6 PagesThe Role of the International HR Manager For many people international HR management (IHRM) is synonymous with expatriate management. IHRM, however, covers a far broader spectrum than just the management of expatriates. It involves the worldwide management of people. 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However, the human resource management is considered as the ‘Cinderella’ in the organization as its importance has not been discovered by the senior managers, in addition, it has to share responsibilities with line managers, sometimes it takes more work than it is expected. Actions should be taken to help the Cinderella find her glass shoes. 2. THE ROLE OF THE HRM Human resource management (HRM), as defined by Bratton, J. Read MoreEssay on The Importance Of HRM1477 Words   |  6 Pagesonly people among other resources have the capacity to generate value. However, the human resource management is considered as the ‘Cinderella’ in the organization as its importance has not been discovered by the senior managers, in addition, it has to share responsibilities with line managers, sometimes it takes more work than it is expected. Actions should be taken to help the Cinderella find her glass shoes. 2. THE ROLE OF THE HRM Human resource management (HRM), as defined by Bratton, J. 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The Importance Of Nursing Patients With Multi Resistant...

The purpose of this essay is to reflect on the importance of demonstrating nursing care with patients requiring standard and contact precautions using a model of reflection. Reflection is the process in which learners engage to recapture, notice and re-evaluate their experience, to work with their experience and to turn it into learning (Boud et al, 1993). The skill of reflection is essential to the development of clinical knowledge and ability which allows the learner to consider personal and professional skills and identify needs for ongoing development (Levett-Jones et al, 2011). This reflection will allow me to analyse the goal of nursing patients with Multi-Resistant Organisms (MROs), I planned to learn and understand at the beginning of the course, evaluate my professional growth and obtain conclusions in relation to my personal learning outcome. The Gibbs Reflective Cycle (1988) will be used as a model of reflection which comprises of six stages involving reflection on the des cription, feelings, evaluation, analysis, conclusion and action plan, better understand outstanding goals and continuously improve nursing practice. In addition, I will evaluate my nursing practice in accordance with the national competency standards for the Registered Nurses by the Nursing and Midwifery Board of Australia (NMBA, 2006) and will consider changes for my continual professional development. Stage 1 of Gibbs’ Reflective Cycle (1988) consists of the description of what has happened.

The Effects of Price Control In Japan Free Essays

If supply is greater than demand, the price of a product will decrease. If demand is greater than supply, the price of a product will increase. This is a simple rule that determines the price of almost all consumer goods. We will write a custom essay sample on The Effects of Price Control In Japan or any similar topic only for you Order Now But what happens if the price is too high. What happens if there is a massive shortage or if a war breaks out and the price of everyday products such as sugar or bread skyrockets. Who will protect the consumer? And vice versa, who will protect the seller. This is where the government steps in and imposes price controls. Price controls are imposed to help or protect particular parts of the population which would be treated unequally by the unfettered price system. With today’s technology, many farmers around the world find themselves producing far more than they can sell or a surplus and this drives down prices. Therefore to support the farmers, many governments have created price floors to increase the income of their farmers who without them would fail to make a living profit. Japanese agricultural policy so far has focused on maintaining agricultural income by price controls. During the 1960s, Japan was in a stage of extraordinarily rapid growth. But Japanese farmers still produced more crops, namely rice, then they could sell, and this drove prices down and dwindled their profits. All the while, the industrial sector began creating massive profits. As a result, the income gap between the two was widening. Politicians knew that social and political unrest would result if the situation worsened. And so they began to resort to price controls to protect agriculture. To increase the farmers’ income, the government placed price floors or price supports on rice and other crops. Therefore, the price of rice would not be determined by the free market but by this set price. The Japanese government set the price floor higher than the equilibrium price or the price of rice in the free market. By doing this they were sure to increase the income of farmers. But this policy had its drawbacks. The price policy impaired the basic market mechanisms. The increased price drew away buyers, resulting in an excessive surplus of rice. In fact, rice surplus amounted to approximately seven million tons in storage, and that required three trillion yen of tax money for its disposal. Although this policy helped farmers, it became a great strain on the government and taxpayers. The Japanese government began to implement a new policy. The only way to avoid surplus under such a high price policy is to limit production. Hence, a policy to cut back on rice acreage was introduced. But this policy also ran into problems. Reduced production was forced onto the producers and served only to dampen their motivation to produce and to hinder their drive. Another hindrance in price control is a segregated overseas and domestic market. The only way for the government to retain this kind of price policy and maintain agricultural income is by closing off its borders form imports. With this price control the government ran into many problems. It therefore abolished the Food Staple Control Act which implemented this price policy and replaced it with the New Food Staple Control Act in November 1995. This new act liberated distribution and limited the government’s role to just the purchase and management of rice reserves. In conclusion, Japan’s price control policy was created with the best intentions to improve agriculture income. While it succeeded in that aspect, the government and its people were hurt more by this policy. Even the farmers themselves who had their production limited became unmotivated. We see from this case scenario that sometimes the government needs to take a step back and play a limited role in the economy or practice laissez-faire economics. How to cite The Effects of Price Control In Japan, Essay examples

Business Communication Assessment

Question: Discuss about the Business Communication Assessment. Answer: Introduction: Communication can be defined as the process of receiving information and exchanging the same between two or more person (Kasper, Kellerman, 2014). The current case study is based on the investigation and evaluation of the current communication of Class Act Limited and recommending an ideal communication strategy, which will help in solving the issues of the organisation. The study is aimed at improving the performance of Class Act Ltd by designing appropriate communication objectives along with the identification of specific brand awareness. Investigation and current evaluation of the communication: The current communication process at Class Act Ltd is complex, which comprises of several levels of management. Due to this break down or distortion may arise. The long lines of communication process and flow of communication leads to delay and distortion (Colleoni, 2013). It is found from the analysis that every layer of authority cuts down a piece of information or are reluctant to communicate, especially in the upward communication process. Due to specialisation at Class Act Limited, every department is greatly concerned in their own interests and does not takes into the consideration the problems of others. It is further noticed that inappropriate attention to the message is creating misunderstanding. The main cause of inattention is credibility gap representing inconsistency between what one says and what one does, which ultimately creates, misunderstand of message (Austin, Pinkleton, 2015). The current situation revolving Class Act Ltd reflects slow and inappropriate accountabilities of personnel in delivering messages during emergent situations. Recommending strategic communication process: After conducting a careful research concerning the communication strategies and their elements, a ten-step communication strategy is developed to assist Class Act in achieving its performance objectives and improving the organisation communication procedure as well. The strategy is designed to improve the human relationship by promoting appropriate interaction between one another through communication. Step 1: Analysis of big picture: Class Act Limited needs to figure out what needs to be done in order to realise the organisation needs while creating a communication strategy. The organisation currently operates under the traditional method of communication that holds nothing with the current communication strategy and thus, it needs to start from beginning (Goetsch Davis, 2014). The organisations current strategy does not seems to be working and it needs to realise that requires improvement. Probably expanding its channel of communication can help in developing relationships among people in terms of both formal and informal way. Step 2: Defining the goals of the organisation: An organisation can attain success only if it understands what exactly needs to be done to achieve desired performance as a whole. If the goal of the organisation to reach out the community then the words and symbol which used to convey the message must match with the reference and understanding of the receiver (Carnmarata et al., 2014). This will help in minimising the semantic barrier. Step 3: defining the goals of the individual within the organisation: Unlike every organisation, Class Act Limited has different projects containing goals which the company itself want to attain outside of the organisations goals. These goals needs to be determined and specifically defined (Ulmer et al., 2013). The reason behind this is that when the communication strategy is being developed, there should be a consistent portrayal of message for the intended program. Step 4: Defining precise means of communication for each program: Unlike defining the objectives of individual program, it is imperative for Class Act Limited to define each means of communication for every program needs before executing the plan (Cornelissen, 2014). This process is effective in assuring that each personnel is moving in the same direction with the programs. Step 5: Defining the target audience: For Class Act Limited determining the target audience forms an indispensable element in formulating an effective strategy for communication. Without defining the appropriate audience, it is almost impossible to formulate a plan to widen the reputation of the organisation (Cummings and Worley, 2014). Step 6: Developing the key messages to be portrayed: The development of key messages to be portrayed will allow Class Act Limited to inform the target audience about their determined goals. Such messages will help in building awareness by allowing the organisation to regulate their perceptions (Miller, 2014). The messages to be transmitted by each authority should be clear and concise. Therefore, for Class Act Limited, the messages should be suitable and appropriate for the purpose of communication. Figure 1: Principles of Effective Communication for Class Act Ltd (Source: As Created By Author) Step 7: Proposing a time line: Class Act Limited should create a timeline concerning the needs of events in order to keep each individuals and authority on the same page regarding the necessary steps to be taken in the accomplishment of desired organisation performance (Hrebiniak, 2013). The timeline of events should contain detailed step-by-step methodology of specific performance strategies and should be broad in terms of time taken in accomplishing each of these steps. Step 8: Developing the initial plan: Strategic preparation of the initial plan is necessary in the process of developing new strategy for communication. If Class Act Limited is looking forward to indulge in marketing by expanding the public knowledge of its programme, then it must define the types of tools to be used to transmit their message among the target set of audience (Smith, 2013). Class Act Limited should also take into the consideration the time money and personnel limitations while deciding the type of communication to be implemented. A sound organisation structure for Class Act Limited would help in developing the chain of command, which would ultimately assist in speeding up the flow of information. Thus, it is worth mentioning that authoring and accountability of each position should be clearly laid down. Class Act Limited should regulate the flow of communication in order to avoid over burdening of communication (Percy, 2014). Appropriate channel and media of communication such as fax, video conferencing, SMS etc. should be used. Figure 2: Communication Strategy of Class Act Ltd (Source As Created By Author) Step 9: Implementing the elements of plan: After developing the list of ideas for an effective strategy of communication, Class Act Ltd should make the use of best options for its organisation and implement the same. It is noteworthy to denote that the process of implementation should be in accordance with the time as stated in step 7. For instance if Class Act Limited is looking forward to indulge in human resource practices it can create a pool of candidates along with the number of people they are looking to pool. To do this, words in message should be reinforced through appropriate gestures or facial expression (Miller, 2014). Therefore, the tone to be used in this process should take into the consideration the physical environment and human conditions. Step 10: Assessing the elements of communication strategy: Assessing the implemented strategy of communication is the only procedure of making sure that the targeted set of audience is being reached. Under this step, the process of communication at Class Act should be well set and have been provided with sufficient time to influence the public. Class Act Ltd should ensure that evaluation is performed appropriately to assure that there are no such loose ends and skipped details (Cornelissen, 2014). The more number of time is spent in discovering the information the better it will be able to adapt to its strategy. Conclusion: To conclude with, the above stated evaluations and strategies seeks to examine the objective of communication and consider the total physical setting of Class Act Ltd. The communication process designed will Class Act Ltd to take opportunity as and when the right amount of message or value to the receiver arise to covey. References Austin, E.W. Pinkleton, B.E., (2015). Strategic Public Relations Management: Planning and Managing Effective Communication Campaigns (Vol. 10). Routledge. Carnmarata, S., McArthur, D., Steeb, R. (2014). STRATEGIES OF COOPERATION IN DISTRIBUTED PROBLEM SOLVING!. Readings in Distributed Artificial Intelligence, 102. Colleoni, E., (2013). CSR communication strategies for organizational legitimacy in social media. Corporate Communications: an international journal, 18(2), pp.228-248. Cornelissen, J. (2014). Corporate communication: A guide to theory and practice. Sage. Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Cengage learning. Goetsch, D. L., Davis, S. B. (2014). Quality management for organizational excellence. Upper Saddle River, NJ: pearson. Hrebiniak, L. G. (2013). Making strategy work: Leading effective execution and change. FT Press. Kasper, G., Kellerman, E. (2014). Communication strategies: Psycholinguistic and sociolinguistic perspectives. Routledge. Miller, K. (2014). Organizational communication: Approaches and processes. Nelson Education. Percy, L. (2014). Strategic integrated marketing communications. Routledge. Smith, R. D. (2013). Strategic planning for public relations. Routledge. Ulmer, R. R., Sellnow, T. L., Seeger, M. W. (2013). Effective crisis communication: Moving from crisis to opportunity. Sage Publications.

Strategic Leadership Gap Inc.

The moral and ethical Issues of Recombinant DNA Essays

The moral and ethical Issues of Recombinant DNA Essays The moral and ethical Issues of Recombinant DNA Paper The moral and ethical Issues of Recombinant DNA Paper Recombinant DNA is a modern technology involving the combination of DNA from one organism with the DNA of another. This often involves inserting human DNA into the DNA of another organism. When these genetically engineered organisms are cultured, they produce a human protein. Recombinant DNA gives scientists far greater control over genetic manipulation For example, recombinant DNA techniques have now been used to create bacterial strains that produce human insulin in large amounts, and this insulin has been used clinically with no reported adverse effects. Other successes of this technique are human interferon (a protein important to the bodys defence system) and human growth hormones. Recombinant DNA has been a leap which is contributing towards genetically engineered micro organisms, modified plants and animals, cloning, human gene therapy (correcting a genetic disorder) and mapping human chromosomes. Scientists can essentially extract, edit and replace the very building blocks of life on earth with our modern technology. The benefits of recombinant DNA are very prominent however there is a huge moral and ethical debate which has been occurring for decades concerning the morality of this advancement. In this essay I will present and discuss the positive and negative arguments regarding the technology and try to give a clear understanding of the issues at hand. Firstly, I will tell you of all the extraordinary applications recombinant DNA technology has to offer. Humans who have disorders are often in need of proteins, for example Diabetics require insulin injections to help control their glucose level. Insulin is not easy to create, and here recombinant DNA can be very beneficial. Human genes can be inserted into bacteria, which are then grown in fermenters; these treated bacteria then produce a human protein. Large amounts of insulin and human growth hormones can be produces cheaply on this way. This can help improve the lifestyles of many sufferers, cheaply and effectively. Plants also can be treated in a similar way. Desirable genes can be transferred from an organism to a crop plant. These can bring about useful changes in the crops, for example potato plants that are resistant to attack by a virus and maize (corn) plants that are resistant to drought have been produced in this way. This has a huge effect on agriculture and has allowed us to grow crops in conditions not usually suitable. Many other proteins useful for humans can also be produced by genetically modifying animals. Human proteins, such as haemoglobin and blood-clotting factors, are already being produced in the milk of transgenic cows, goats and sheep. Recombinant DNA has been used applied to human gene therapy. This involves inserting a normal gene into an organisms body to correct a genetic disorder. Take SCID, Severe combined immune deficiency leaves some people with almost no functioning immune system. Human gene therapy can be used to cure symptoms of SCID by inserting copies of a gene coding for the enzyme adenosine deaminase (ADA) into the blood cells of sufferers. The whole advent of changing our genes has proved a to be marvel in modern medicine. Gene therapy is getting bigger and bigger. As more and more research goes into recombinant DNA, the more successful treatments we can make. The Human Genome Project includes scientists in over 1000 laboratories around the world contributing towards mapping every human chromosome, identifying the precise location of every gene. With this tool, developing new gene therapy treatments will become a far easier task. Recombinant DNA, despite all its wonders has many negative arguments. Over the past few years there have been a number of demonstrations about the growth of genetically modified organisms (GMOs). There have also been many newspaper articles debating the use of GMOs. Many emotional concerns come into thought with the idea that we are essentially being cannibals when we eat an animal which has human DNA inserted into it. Although these are merely the general publics thoughts, they can put people off the whole idea of GMOs. A great degree of rational concerns about recombinant DNA also exist. Firstly when scientists insert human genes into bacteria or viruses there is a high risk of these transgenic organisms mutating and actually forming new pathogens. The scare is that we would not be able to treat or handle these new pathogens, resulting in new illness. What we are essentially treating to make substances (e. g. insulin) or our less fortunate could end up being the cause of many more illnesses. There is a huge debate as to whether we are being safe in experimenting with these organisms. Another ethical concern is regarding our crops. The benefits are out genetically modified crops are notorious, however if the pollen or seeds from these crops were carried away from the testing plots, there is a high chance of genetically modified populations growing elsewhere. It is a known fact that genetic modification could invoke a resistance to herbicides, meaning these crops could grow out of control, (often described a superweeds) and spread indefinably. The thought of this is a growing concern as more and more foods are becoming genetically engineered. Some crop plants that we engineer have been given a gene enabling them to produce pesticides. With the natural selection of nature, this may increase the rate of evolution of pesticide-resistant insects. These insects, once evolved could then harm our environment to a degree where food supplies start to run low, causing havoc. Although this isnt proven, in modern science it is possible, meaning this may a problem soon to be taken into consideration. The food chain is almost essential for our ecosystem to operate correctly, and important to the human race for our food. Populations of transgenic organisms could upset the balance of nature. For example, populations of transgenic salmon have been produced in which the individual fish grow rapidly. These fish would have to compete with other species for food. The size difference could cause the transgenic salmon to dominate over the others and have all the food. This may cause the other species to become extinct and the natural food webs to change. This change could upset a once natural ecosystem. There is a huge religious debate regarding recombinant DNA, with each religion having its own objections to transgenic organisms. Christian beliefs say that God created us, us, the question arises: what right have we to change what he has made, just to suit our needs and test our new found abilities? Many religious followers think we are destroying Gods will, by interfering with nature. In the Bible it is said: God created man. With the recent advent of cloning, it seems we have ignored this and taken our technology forward to point where we forget about religion. Also, many religious groups could not use products from specific organisms, e. g. to Hindus, cows are sacred animals and to Jews and Muslims, pigs are unclean. With this in mind, the use of products from these organisms might be unacceptable to people from these religions. Eugenics is quite a big part of recombinant DNA. This is essentially where genes are inserted into humans (or their eggs or their sperm). This technique can be very useful in that it can prevent an early death (e. g. or people with SCID Severe Combined Immunodeficiency). However, it could be used to give people characteristics that are considered to be desirable by others. This whole idea is unacceptable by many people as it reminds people of the programmes that have been used throughout modern history to eradicate less power ethnic groups (ethnic cleansing- e. g. WWII Hitler). People are scared by the prospect that we must all have the same characteristics and loose our individuality. Another concern is how screening for genetic diseases could lead to discrimination against individuals. When a foetus is scanned for genetic disorders (e. . Downs syndrome), parents often face a dilemma about aborting an affected foetus. This is can to lots of emotional stress and demoralising decisions. Also, it will soon become possible to screen adults for genes that predispose them to genetic disorders. This might lead to insurance companies discriminating against people with these disorders, when thought they have perfect health. The advent of recombinant DNA has brought medicine, agriculture and our understanding of our genes to a new level. As you can see there are many debates as to whether we should continue with our experiments. In my opinion the benefits of this new technology outweigh the moral and ethical concerns. This technology is too promising and too effective to cease working on, because in the end it will do far more good than bad. As the technology progresses, it will become far safer to utilise recombinant DNA and all its advantages. If God has given us the ability to experiment with genes, why not use this ability? As long as we can keep it safe; minimising the risks of upsetting nature and proving to the people that it is a good thing by trying to calm any emotional concerns, this technology should prevail.

The lady with the lapdog Essay Example | Topics and Well Written Essays - 1000 words

The lady with the lapdog - Essay Example This story is about two people, Jack Twist and Ennis del Mar, who were both school dropouts. They both developed a personal relationship through herding sheep together and were attracted to each other. Jack is described as a â€Å"fair enough† man, â€Å"with curly hair and a quick laugh† while Ennis is said to be â€Å"cave-chested† with â€Å"a muscular and strong body† (Brokeback, Web). Both are worried about the societal consequences they will have to face if their secret is revealed. In the words of Joseph Conrad, â€Å"All a man can betray is his conscience†. I agree strongly with this statement and I believe that betrayal is the worst experience that any human being is forced to face. In â€Å"the lady and the lapdog†, Gurov repeatedly betrayed his wife and was unfaithful to her as well as his daughters. Before meeting Anna, he went out with countless other women and always kept it a secret. Gurov and Anna knew that their secret relati onship was unethical and against their cultural norms and traditions. It is illustrated though Anna`s conversation with Gurov in which she says, â€Å"I am a bad, low woman; I despise myself and don't attempt to justify myself. It's not my husband but myself I have deceived. And not only just now; I have been deceiving myself for a long time . . . and now I have become a vulgar, contemptible woman whom any one may despise† (Chekhov, Web). On the other hand, the story of Brokeback Mountain involved two men who were aware of their attraction before their respective marriages. After their reunion, they continued their affair by betraying their families. They spent time together by going to fishing trips which further strengthened their bond. This was an act of extreme disloyalty for their wives and eventually results in Ennis`s divorce. Both their wives would have felt completely betrayed and deceived. In both these texts, the characters were being disloyal with their family mem bers. They felt guilty and instead of confessing, they continued it furtively. In the story of the lady and the lapdog, one can assume that both Gurov and Anna were trying to find reasons to escape their unhappy married lives and find inner peace. Anna had a husband who was a â€Å"flunkey† and she had no idea about his work. She escaped the company of his husband by making excuses. Gurov, on the other hand, â€Å"secretly considered her (his wife) unintelligent, narrow, inelegant, was afraid of her, and did not like to be at home† (Chekhov, Web). It is clear that they both were unhappy with their lives and needed some peace. But the question is whether their families deserved this betrayal? Similarly, both Jack and Ennis were being unfaithful to their wives, Lureen and Alma but more than that, they were betraying themselves. Once Ennis said, â€Å"I’m not no queer,† and Jack replied by saying â€Å"Me neither. A one-shot thing. Nobody’s business but ours†. (Brokeback Mountain, Web). This shows that were aware of their strong passion for each other but they refused to admit that they were â€Å"queers† which depicts their betrayal to themselves. On the contrary, in both these stories, the situations were such that they could not go against their cultural traditions and were unable to follow their heart. â€Å"The course of true love never did run smooth, William Shakespeare, A midsummer Night`s Dream†

Close reading Essay Example | Topics and Well Written Essays - 750 words - 2

Close reading - Essay Example One really comes across dramatic monologue in passionate love songs as the poem appears to be at the start. By using this dramatic monologue the protagonist seems to be trying to strike a rapport with the listeners. The other thing is that this usage of the dramatic monologue in the poem allows the poet to draw the psychologically complex characters of Prufrock. At the beginning of the poem is placed an epigraph taken from Dante’s Inferno. The poet uses this epigraph to bring in a deeper understanding of the poem through the usage of context and meaning. Dante here represents the converse of what Prufrock has come to be. Unlike Dante, Prufrock repeatedly fails to be a person who has a genuine passion and emotions. In contrast the emotional and mental state of Prufrock is very much like Guido de Montefetltro on his way to the flames. Hence, very much like Guido, Prufrock here comes out as being a very isolated and wasted individual. In the poem TS Eliot has resorted to a rhyme scheme that is irregular, without being utterly random. Though in parts the poem appears to be in free verse, actually speaking the poem happens to be a combination of many types of poetic forms. Besides, in this poem Eliot has also resorted to the use of refrains like,†In the room the women come and go/Talking of Michelangelo (13-14).† This refrain is also accompanied by repeated questions asked and doubts conveyed by Prufrock. Eliot uses this poetic style in the poem to convey the disturbed mental state of a neurotic character who is Prufrock. This fragmented and discontinued poetic style allows the poet to reveal the fact that although Prufrock presents oneself as being aesthetic, actually speaking he is totally non-romantic. The state of Prufrock represents the state of emotional bonds in the modern times. Time and again in the poem Prufrock conveys his dissatisfaction with the environment amidst which he is moving. These

Human Resources in Call Centre Industry

Human Resources in Call Centre Industry In todays world the biggest challenges for any organisation to manage its human resource. Mathis (2008) India is the second best economy in the world (after china) for its growth rate (Nassimbeni and Sartor, 2008). In fact Indias GDP at 9.4 Per cent was the second fastest growing GDP after china in 2007 08. As per Reserve bank of India (RBI). The Researcher Specifically looking at the employees and HR Professional of Epicenter Technology. In Indian call centre industry increasing rapidly which help to generate new employment in the country but same time employee turnover rate also increase in call centre and BPO industry. To reduce this high level of attrition is very essential for HR professional because company pay lucrative amount for employee training and development. HR profession can motivate employee by different techniques and can reduce employee turnover loss of organisation. So author will be conducting a research to investigate the challenges faced by HR professional to motivate employees in call centre of Epicenter Technology. At the same time, despite these major strides, the IT BPO sector is facing significant challenges that could impact its future growth if corrective actions are not taken. (Budwar et al., 2006). BPO firms are looking to increase the overall productivity, efficiency and competitiveness of their processes, which can result in huge gains. According to the NASSCOM Everes Study, The Indian BPO sector has been growing at more than 35 % over the past three years, FY 2005-08. In this speedily going industry employee attrition level also higher in BPO sector. Attrition remains an enormous challenge, as the average BPO attribution rate was 30-35 per cent in the last few years. A NASSCOM-Hewitt Associates survey shows that the cost of attrition is one and a half times the annual salary of an employee. Costs are due to loss of productivity, temporary replacement, loss of knowledge and new recruitment and training.HR manger keep trying to make down attrition level by giving training, effective wo rk environment and conducting a research to review rewards, bonus or other incentives and career promotion. Epicenter Technology serves multi types business process outsourcing to organisation spread all over the global to achieve high services with maintains balance cost management. Epicenter Technology provides business process outsourcing to fortune 500 companies from different countries. Epicenter Technology is one of the leading call centre which serve telemarketing and customer service. Epicenter Technology provides Business task outsourcing for global customer. Epicenter Technology mainly focuses on their employee and customer. Epicenter Technology believes team work and continuous improvement which is necessary element success of organisation. Epicenter also believes in high standard of quality and innovation. Epicenter Technology derives low motivation levels which directly reflect on employee satisfaction toward their work. Epicenter Technology is the leading customer contact centres which engage with collections, sales, Telemarketing and customer service. Epicenter Technology believes that employee are biggest assets of organisation and they always their priority. Epicenter Technology is paying a lucrative amount in their personal development and growth which is direct helps employee to future career option. Company believes effective team work and effective training is require to achieve higher service level in work. Company spend higher amount of money to provide training new employees as well as promoted employees. Some employee quit the job to dissatisfaction in job and low level of motivation. Employees are the main driver of any organisation. If employees do not know about their responsibility and they should not know about organisational goal and what organisation want from employee than it is directly affect organisation productivity. It is also necessary to focus on slow learner employee. HR professional conduct special training programme for slow learner and give them more time to grasping skills so that do not feel like looser because of slow learning. It is necessary that HR manager choose right talent to achieve organisational goal. It is HR manager responsibility to check performance of employee and if employee is not performing better then find a best way through employee can give their best performance to achieve high quality standard. Human Resource Management can play a vital role to motivate employee in right way. Epicentre Technology is doing multi task and it is very difficult to manage all task and high level of emotional staff. When conflict is arise in different tasks same time and problem resolution by HR professional necessary. This high expectation which directly reflect performance of employee and same time motivate employee is challenging job in call centre. BENEFITS OF THE RESEARCH ACADEMIC Student can get benefit from this research for their career perspective. Call centre and BPO industries are rapidly growing so it required more skill and knowledgeable employee. This findings will help student can implement the outcome in future job in call centre which will improve quality and productivity of company. Researcher want to growth of call centre industry remain sustainable for that researcher believe that finding of this research will help to human resource management to solve problem of employee motivation. PERSONAL The main motive behind this study is that researcher has own interest on call centre industry and author personally believe that in this 21st century this industry has tremendous opportunity to grow and research has a dream to be successful HR Professional of call centre industry. This is very interesting for to know more about call centre industry and evaluate their problems. BUSINESS Researcher believes that Management is the main part of any industry and Management active role can directly affect services provide to the client. Management always try to find that employees are satisfied and keep monitor all process of organisation. As earlier said that researcher has personal interest in call centre industry. Researcher observe that large amount of employee leave the company in very short time so what HR Professional can do to motivate employee in call centre which improve quality of call centre. This Research helps to understanding of HR profession facing difficulty in order to motivate employee and try to find out what are the necessary measure is require to resolve this problem when working as a HR professional in call centre. It will help to understand current motivation technique that use HR professional and their effectiveness and how to improve this motivation technique. This Research will help to emerging HR professional who wants to work in call centre who already work in HR professional that get more aware about call centre difficult issue and know how to resolve this issue through this research. Company can improve their employee satisfaction basis on job by HR professional using effective motivation technique for employee who is directly affected on company performance and productivity. So through this research company get more powerful workforce. This research will decrease stress and emotional burnout of employee and it acknowledged employee to deliver better performance. 1.1 RESEARCH OBJECTIVE To analyse the factors that HR professional are facing in order to motivate employees in call centre of Epicenter Technology To evaluate Motivation techniques that are currently used by HR professional in call centre of Epicenter Technology Developing and Recommendation to improve motivation technique by HR professional in call centre of Epicenter Technology 1.2 RESEARCH QUESTION What is factors that HR Professional is facing in order to motivate employees in Call Centre of Epicenter Technology? What are motivation techniques that are currently used by HR professional in call centre of Epicenter Technology? How to improve motivation technique by HR professional in call centre of Epicenter Technology? 2.0 LITERATURE REVIEW Companys marketing strategies alone cant make it successful, the companys most valuable assets are their people and to manage the people efficiently it is also important to have a group of people to look after all the other people of the organisation and i.e. Human Resource Team of the organisation. The efficiency of the business is directly linked with the efficient functionality of Human resource Department. In order to expect better results it is necessary to make sure that the staffs are motivated enough. Motivation is mandatory for every individual who undertakes a task. Motivation can be of different type such as positive, subtle, tangible or intangible. Motivation is sought of internal power that encourages a person to achieve specific things in life. Motivation definition: weiner (1935), defines motivation as a search for determinants of human activity. (Buford, Bederian, Lindner, 1995), agree that motivation compels a human activity to perform in certain manner to achieve unmet goals. An organization will have to motivate an employee right through the day he joins the company. Every employee has first been a new comer and at that stage he wants to learn the tasks of his new job and once he has learnt the task he develops self-confidence to attain a faviourable level of job performance.(Feldman 1981) Even Fisher (1982, 1986) agreed on the task mastery for a new employee to become comfortable and successful in the organisation. Employee are expected to work in groups or team rather performing tasks individually and the indicator of successful team work would be getting along with the team members and immediate team supervisor, following the norms and values of the team and adjusting to group culture. (Feldman, 1981; Fisher, 1986) Fisher (1996) and Schein (1978) agreed that apart from working in groups another important aspect of socialisation is personal learning. So at the initial stages an employee tries to learn the type of individual he is and he will organize himself to perform within the organization 2.1 THEORY X and THEORY Y Douglas McGregors theory X and theory Y are very essential for the research as he has discussed the human behaviour in organisation. McGregor (1960) has made an assumption in Theory X that it is human behaviour, whenever and however way possible to avoid work in every possible way they can in their control. In todays competitive environment where there is a constant threat to our call centres and BPOs that they might lose their contract to china or Philippines, it is very important that company reaches the benchmark set by the clients and even try to exceed the set benchmark. However, if the employees are not motivated enough towards achieving goal, than these could directly reflect on the productivity of the organisation in terms of poor service quality. McGregor (1960) has emphasised that management should control and threaten the poor performing employees to work hard towards meeting their individual SLAs (service Level Agreement) However McGregor (1960) further clarifies that would be a set of people who doesnt want to change because they do not want to take the responsibility or ownership of the work assigned. It is a human tendency to stay clear and unambiguous so that they feel secure at work. In the Theory Y McGregor (1960) is trying to look at the other side of the human behaviour by taking an example of people who consider their job as their own business. In this theory employee consider jobs as natural as play and rest. This kind of employee believes in same or more amount physical mental effort in their work as they would in their private lives. According to McGregor (1960) has made an assumption that the control and punishment should not be the only mechanism to force the employees to perform well in their SLAS. Employees should be motivated through an effective Human Resource Management team otherwise they would be self-directed towards the foal of the company. McGregor (1960) à ¢Ã¢â€š ¬Ã…“Job satisfaction is the key to engaging employees and ensuring their commitmentà ¢Ã¢â€š ¬? Different people perform different level of job, some may be easy and others may be extremely stressful due to the nature of the job, for example an employee working for a sales process which is a target driven job. On the other hand there might be person working for a customer service where there is no target but still this person could in more distressed if there is no proper motivating and rewarding activities initiated by the Human Resource Team, otherwise the work becomes very monotonous and there is no motivation to strive harder to achieve better results. Management should make an initiative to promote the best performing employee so that there is a sense of seeking responsibility and ownership in order to climb up the ladder. As per McGregor (1960) such people are imaginative and creative and management should make every effort to use them for solving problems at work. This kind of approach can be conducive to managing professionals and participative complex problem solving. After evaluating Theory X and Theory Y, McGregor (1960) Preferred to adopt Theory Y as an efficient model to motivate employees in the organisation because Theory Y assumes that employee seeks responsibility: every manager wants their team to work as family who cares about the business rather than someone in Theory X who just wants to come to work 9 to 6, go home and enjoy. However it seems that it would not be viable to implement this model in large scale operations. 2.2 THEORY Z (Ouchi 1981) Ouchi (1981) developed new theory which is based on the Japanese and American companies and used Theory z management styles. There is contrast in operating philosophies between Japanese and American organizations is quite revealing. Japan is also well known for its technology but according to Ouchi (1981) their success was due to their exceptional management styles. Japanese organisations offer virtually lifelong employment while American organizations are characterized by comparatively short-term employment. Japanese organisation invited employee in decision making process and individually employee get responsibility so they can learn to take responsibility of every issue which is related with them while Rapid turnover requires quick evaluation and promotion, with considerable employee unrest if a promotion takes more than three years in American organisation. Raises and promotions can be evaluated after certain intervals that depend on employee performance. Most deserving employee always gets promotion whereas because of competition for promotions and raises, people tend to work alone rather than collaboratively in American organisation. Career paths include learning all functions rather than one function and Organization mechanisms for control of worker behaviour are implied in Japanese organisation. In contrast, Career path tend to be highly specialized. Standardization is the main method of control, and integration and coordination are almost impossible because of the emphasis on specialization in American organisation. Japanese organisation decision making is a collective activity and responsibility is also collective. American organisation decision making and responsibility are individual matters. The organization concerns tend to be segmented and impersonal rather than holistic. 2.3 TWO FACTOR THEORY One of the earliest researchers in the area of job redesign as it affected motivation was Frederick Herzberg (Herzberg, 1959). Based on survey, Herzberg discovered that employee tended to describe satisfying experience in term of factors that were intrinsic to the content of the job itself. These factors were known as motivators and included such variables as achievement, recognition, the work itself, responsibility, advancement, and growth. Conversely, dissatisfying experiences, known as a hygiene factors, largely resulted from extrinsic, non-job-related factors, such as company policies, salary, co-worker relations, and supervisory style (Steers, 1983). Herzberg argued based on these results that eliminating the cause of dissatisfaction (through hygiene factor) would not result in a state of the use of motivators. Kreitner Kinicki (1998) highlight one of Herzbergs findings, where managers rather than giving employee additional task of similar difficulty which consists of giving workers more responsibility. This is where employees take on tasks normally performed by their supervisors. TYPICAL HIGIENE AND MOTIVATIONAL FACTOR Working Conditions: Work place is important part of any organisational success. Just to motivate employee by rewarding is not enough when working condition is not sufficient. It is always necessary that good working condition through employee get more satisfaction in work place. Quality of Supervision: supervisor or manager need to guide new employee at work and give them proper training about work. It is very essential to provide good quality training when organisation requires high level of performance. Safety: health and safety is very important aspect work place. Health and medical benefit also gives employee to high level of satisfaction which is directly affect performance. Salary and Bonus: It is necessary to know required job position get relevant salary to match perfectly fit in organisation. However, employee need to motive by giving bonus to good performing talent. Status: It is HR professional responsibility to make proper system for talented employee so employee get promotion time to time depending on their performance. Company policies and administration: company policies is reflect company objectives so policies should be more clear for all employee and administrative work require more transparent so everyone know what going on in organisation. Interpersonal relationship: Human Resource Manager need to organise meeting and feedback session with management and employee so any problem related work can be resolve. Fairness and Equity: With increased effort and higher performances employees also expect to be rewarded more significantly than counterparts who provide output at or below the norm. An outcome or reward that is perceived to be highly significant and important can result in higher level of effort and performance by the individual employee. Effort: Even though employees may exert higher levels of effort into a position based on perceived significant reward, this could be a short-term success if the task itself does not challenge or provides satisfaction to the employee. 2.4 HIERARCHY OF NEEDS (Maslow 1943) According to Stephens (2000), Maslow believed that human being aspire to become self-actualizing and viewed human potential as a vastly underestimated and unexplained territory. PHYSIOLOGICAL NEEDS Physiological needs: Every employee needs basic human physical need like Food, Water and Sleep etc. if this basic need is not satisfied than employees do not feel good in work place. However, employee cannot pay more attention on work and became ill or frustrate etc. HR Manager needs to concentrate on individually employee activities. HR Manager has to make sure that employee feel comfortable during work. It is important to know employee personal problem by maintaining good relation with employee. SAFETY NEEDS Company should inform their employee time to time what is going on organisation so employees feel more comfortable at work. HR Manager always make sure that individually all employees are safe and secure at work. If any employee feel unsecure with organisation than HR has to clear employee perception by discussing matter. NEED FOR LOVE AND BELONGING HR Manager create lively environment where can get positive relations between employee and manager as well as supervisors. Participation in work group shows electrifying confidence among workers. HR Manager to pay attention on motivate employee in the work place by rewards. HR can make sure that higher performing employee should appreciate by giving certificate of performance. ESTEEM NEEDS Within organisations, esteem needs reflect a motivation for recognition, and increase in responsibility, high status and credit for contributions to organization. NEED FOR SELF ACTUALIZATION Self-actualization needs: these needs include the need for self-fulfilment, which is the higher need category. The concern developing ones full potential, increasing ones competence and becoming a better person. Self-actualization needs can be met in the organization by providing people with opportunities to grow, be creative and acquire training for challenging assignments and advancement. Person can reach this level who completely focused on their work and he do not worried about what other think about him, he just concentrate in achieving target and set as a successful. ARGUMENT AGAINST THE THEORY Maslow (1943) stated that people, including employees at organizations, are motivated by the desire to achieve or maintain the various conditions upon which these basic satisfactions rest and by certain more intellectual desires. Humans are a perpetually wanting group. Ordinarily the satisfaction of these wants is not altogether mutually exclusive, but only tends to be. The average member of society is most often partially satisfied and partially unsatisfied in all of ones wants (Maslow, 1943). The implication of this theory provided useful insights for manager and other organization leaders. Another implication was for organisation to implement support programs and focus groups to help employees deal with stress, especially during more challenging times and taking the time to understand the needs of the respective employees (Kreitner, 1998). McGregor argued that work motivation was much more commonly underpinned by workers self-generated drive to better themselves and fulfil their own potential (à ¢Ã¢â€š ¬Ã…“Theory Yà ¢Ã¢â€š ¬?) McGregor argued that traditional organisational practice placed too much emphasis on the role of lower-order needs as motivators of workers behaviour. Aligned with this view, Herzberg recommended that managers should put their energies into providing avenues for the satisfaction of workers personal needs in order to get the best from them. A similar argument was also endorsed by other theorists, so that general message to emerge from needs-based research is that employees motivation will be greater to the extent that they are allowed to self-actualise, grow, and progress as individual. 2.6 EXPECTATION THEORY OF MOTIVATION (Vroom 1960) Vroom in 1964 developed the formal model of work motivation drawing on the work of other researches. There are three mental components that are seen as instigating and directing behaviour. There are referred to as valence, instrumentality and Expectancy. Vroom (1964) defined the term valence as the affective (emotional) orientations people hold with regard to outcomes. An outcome in this case is said to be positively valent for an individual if she/he would prefer having it or not. The most important feature of peoples valences concerning work related outcomes is that they refer to the level of satisfaction the person expects to receive from them, not from the real value the person actually drives from them. Work effort result in variety of outcomes, some of the directly and some of them indirectly and can include pay, promotion and other related factors. Vroom (1964) suggested linking instrumentality as probability belief linking one outcome (performance level) to other outcomes. According to vroom an outcome is positively valent if the person believes that it holds high instrumentality for the acquisition of positively valent consequences and avoidance of negatively valent outcomes. Expectancy is the strength of a persons belief about whether a particular outcome is possible. Vroom (1964) described expectancy beliefs an action-outcome associations held in the mind of individuals and stated that there a variety of factors that contribute to an employees expectancy perceptions about various level of job performance. The second variable that is relevant here is the concept of reward value or valence. This refers to the individuals perception of the value of the reward or outcome that might be obtained by performing effectively. Although most expectancy theories do not specify why certain outcomes have reward value, for the purpose of this paper I would like to argue that reward value of outcomes stems from their perceived ability to satisfy one or more needs. Specifically relevant here is the list of needs suggested by Maslow that includes security needs, social need, esteem needs and self-actualization needs. Expectancy theory states that motivation is a combined function of the individuals perception that effort will lead to performance and of the perceived desirability of outcomes that may result from the performance (Steers, 1983). Although there are several forms of this model, Vroom in 1964 developed the formal model of work motivation drawing on the work of other researches. Vroom (1964) defined the term valence as the effective (emotional) orientations people hold with regard to outcomes. An outcome in this case is said to be positively valent for a individual if she/he would prefer having it or not. The most important feature of peoples valences concerning work related outcomes is that they refer to the level of satisfaction the person expects to receive from them, not from the real value the person actually derives from them. As the other models, there is the emphasis on the level of motivation and the outcome of performance. Work effort results in a variety of outcomes, some of them directly, and some of them indirectly and can include pay, promotion, and other related factors. Vroom (1964) suggested linking instrumentality as a probability belief linking one outcome (performance level) to other outcomes. According to Vroom, an outcome is positively valent if the person believes that it holds high instrumentality for the acquisition of positively valent consequences and the avoidance of negatively valent outcomes. The third major component of the theory is referred to as expectancy (Pinder, 1984). Expectancy is the strength of a persons belief about whether a particular outcome is possible. Vroom (1964) described expectancy beliefs as action outcome associations held in the minds of individuals and stated that there a variety of factors that contribute to an employees expectancy perceptions about various level of job performance. 2.7 MCCLELLANDS ACHIVEMENT MOTIVATION THEORY McClellands work originated from investigating into the relationship between hunger needs and the extent to which imagery of food dominated through processes. From subsequent research McClelland identified four main arousal-based, and socially developed motives: The Achievement motive; The Power motive: The affilative motive; The Avoidance motive McClellands (1961) described the theory of needs focusing on three needs; achievement, power and affiliation. The need for achievement was defined as the drive to excel, to a set of standards, to strive to succeed. Achievement theories propose that motivation and performance vary according to strength of ones need for achievement (Kreitner, 1998) The need for achievement and is defined as a desire to accomplish something difficult. Kreitner Kinicki (1998) cite Murray (1994) explaining the need for achievement as mastering, manipulating or organizing physical objects, human beings or ideas. The need for affiliation suggested that people have the desire to spend time in social relationships, joining group and wanting to be loved. Individuals high in this need are not the most effective managers or leaders because they have a hard time to making difficult decisions without worrying about being disliked (Kreitner, 1998) The need of power reflect an individuals desire to influence, coach, teach or encourage others to achieve. Because effective managers must positively influence others, McClelland proposes that top managers should have a high need for power coupled with a low need for affiliation (Kreitner, 1998) 2.8 SUMMARY Employees are the main part of any organisation. Organisation success and failed ratio is depending on employee work performance. So it is necessary to improve employee moral time to time by motivating employee. Human resource department is directly associated with employee motivation. Any organisation or institution need people to carry out specific task so that the goal and objectives of that drivers people to behave in various ways and to seek to fulfil a variety of needs, employee need to know what makes their employees tick so that they can channel this energy toward certain outcomes. In todays competitive environment where there is a constant threat to our call centres and BPOs that they might lose their contact to china or Philippines. It is very important that company reaches the benchmark set by the clients and even try to exceed the set benchmark. However, if the employees are not motivated enough towards achieving the goal than these could directly reflect on the productivity of the organisation in terms of poor service quality. Maslows hierarchy of needs model consist of five levels where bottom level is physiological, safety, love, esteem and top level self actualisation. Physiological needs through HR professional provide basic requirement like water, coffee for employee, provide canteen facility and required break time during work so employee feel comfortable and deliver good performance. Safety needs through Management make sure health and safety of employee is very important for organisation. HR professional can provide free health check and medical insurance of employee which help to motivate employee. Maslows also derive love needs through It is directly related with organisation management and employee relation. It is necessary that mutual understanding between employee and manager is required which generate satisfaction in work. Esteem needs through It involves HR professional give particular responsibility or task to employee and when employee successfully completed task, HR professional appreciate employee and improve self confidence of employee. Self actualisation needs derive that employee and HR profession know their strength and come out best in work to achieve organisational objective. Herzberg (1966) developed this theory which is based on motivation factor and hygiene factor. According to Herzberg motivation is main key for employee to achieve higher level in the company while hygiene factor as not more relevant because employee not only satisfied with proper working condition and good salary base on their qualification. Typical hygiene factor derives employee cant perform well because working condition in the company is not good level. Health and safety is important when employee work in company it is necessary that HR professional conduct regular meeting with employee and deliver transparent policy for employee. Typical motivation factor derive that if employee achieve or complete task should be rewarded. Mc Clelland (1961) theory share need for achievement, power and affiliation. Need for achievement derive HR professional work as compa Human Resources in Call Centre Industry Human Resources in Call Centre Industry In todays world the biggest challenges for any organisation to manage its human resource. Mathis (2008) India is the second best economy in the world (after china) for its growth rate (Nassimbeni and Sartor, 2008). In fact Indias GDP at 9.4 Per cent was the second fastest growing GDP after china in 2007 08. As per Reserve bank of India (RBI). The Researcher Specifically looking at the employees and HR Professional of Epicenter Technology. In Indian call centre industry increasing rapidly which help to generate new employment in the country but same time employee turnover rate also increase in call centre and BPO industry. To reduce this high level of attrition is very essential for HR professional because company pay lucrative amount for employee training and development. HR profession can motivate employee by different techniques and can reduce employee turnover loss of organisation. So author will be conducting a research to investigate the challenges faced by HR professional to motivate employees in call centre of Epicenter Technology. At the same time, despite these major strides, the IT BPO sector is facing significant challenges that could impact its future growth if corrective actions are not taken. (Budwar et al., 2006). BPO firms are looking to increase the overall productivity, efficiency and competitiveness of their processes, which can result in huge gains. According to the NASSCOM Everes Study, The Indian BPO sector has been growing at more than 35 % over the past three years, FY 2005-08. In this speedily going industry employee attrition level also higher in BPO sector. Attrition remains an enormous challenge, as the average BPO attribution rate was 30-35 per cent in the last few years. A NASSCOM-Hewitt Associates survey shows that the cost of attrition is one and a half times the annual salary of an employee. Costs are due to loss of productivity, temporary replacement, loss of knowledge and new recruitment and training.HR manger keep trying to make down attrition level by giving training, effective wo rk environment and conducting a research to review rewards, bonus or other incentives and career promotion. Epicenter Technology serves multi types business process outsourcing to organisation spread all over the global to achieve high services with maintains balance cost management. Epicenter Technology provides business process outsourcing to fortune 500 companies from different countries. Epicenter Technology is one of the leading call centre which serve telemarketing and customer service. Epicenter Technology provides Business task outsourcing for global customer. Epicenter Technology mainly focuses on their employee and customer. Epicenter Technology believes team work and continuous improvement which is necessary element success of organisation. Epicenter also believes in high standard of quality and innovation. Epicenter Technology derives low motivation levels which directly reflect on employee satisfaction toward their work. Epicenter Technology is the leading customer contact centres which engage with collections, sales, Telemarketing and customer service. Epicenter Technology believes that employee are biggest assets of organisation and they always their priority. Epicenter Technology is paying a lucrative amount in their personal development and growth which is direct helps employee to future career option. Company believes effective team work and effective training is require to achieve higher service level in work. Company spend higher amount of money to provide training new employees as well as promoted employees. Some employee quit the job to dissatisfaction in job and low level of motivation. Employees are the main driver of any organisation. If employees do not know about their responsibility and they should not know about organisational goal and what organisation want from employee than it is directly affect organisation productivity. It is also necessary to focus on slow learner employee. HR professional conduct special training programme for slow learner and give them more time to grasping skills so that do not feel like looser because of slow learning. It is necessary that HR manager choose right talent to achieve organisational goal. It is HR manager responsibility to check performance of employee and if employee is not performing better then find a best way through employee can give their best performance to achieve high quality standard. Human Resource Management can play a vital role to motivate employee in right way. Epicentre Technology is doing multi task and it is very difficult to manage all task and high level of emotional staff. When conflict is arise in different tasks same time and problem resolution by HR professional necessary. This high expectation which directly reflect performance of employee and same time motivate employee is challenging job in call centre. BENEFITS OF THE RESEARCH ACADEMIC Student can get benefit from this research for their career perspective. Call centre and BPO industries are rapidly growing so it required more skill and knowledgeable employee. This findings will help student can implement the outcome in future job in call centre which will improve quality and productivity of company. Researcher want to growth of call centre industry remain sustainable for that researcher believe that finding of this research will help to human resource management to solve problem of employee motivation. PERSONAL The main motive behind this study is that researcher has own interest on call centre industry and author personally believe that in this 21st century this industry has tremendous opportunity to grow and research has a dream to be successful HR Professional of call centre industry. This is very interesting for to know more about call centre industry and evaluate their problems. BUSINESS Researcher believes that Management is the main part of any industry and Management active role can directly affect services provide to the client. Management always try to find that employees are satisfied and keep monitor all process of organisation. As earlier said that researcher has personal interest in call centre industry. Researcher observe that large amount of employee leave the company in very short time so what HR Professional can do to motivate employee in call centre which improve quality of call centre. This Research helps to understanding of HR profession facing difficulty in order to motivate employee and try to find out what are the necessary measure is require to resolve this problem when working as a HR professional in call centre. It will help to understand current motivation technique that use HR professional and their effectiveness and how to improve this motivation technique. This Research will help to emerging HR professional who wants to work in call centre who already work in HR professional that get more aware about call centre difficult issue and know how to resolve this issue through this research. Company can improve their employee satisfaction basis on job by HR professional using effective motivation technique for employee who is directly affected on company performance and productivity. So through this research company get more powerful workforce. This research will decrease stress and emotional burnout of employee and it acknowledged employee to deliver better performance. 1.1 RESEARCH OBJECTIVE To analyse the factors that HR professional are facing in order to motivate employees in call centre of Epicenter Technology To evaluate Motivation techniques that are currently used by HR professional in call centre of Epicenter Technology Developing and Recommendation to improve motivation technique by HR professional in call centre of Epicenter Technology 1.2 RESEARCH QUESTION What is factors that HR Professional is facing in order to motivate employees in Call Centre of Epicenter Technology? What are motivation techniques that are currently used by HR professional in call centre of Epicenter Technology? How to improve motivation technique by HR professional in call centre of Epicenter Technology? 2.0 LITERATURE REVIEW Companys marketing strategies alone cant make it successful, the companys most valuable assets are their people and to manage the people efficiently it is also important to have a group of people to look after all the other people of the organisation and i.e. Human Resource Team of the organisation. The efficiency of the business is directly linked with the efficient functionality of Human resource Department. In order to expect better results it is necessary to make sure that the staffs are motivated enough. Motivation is mandatory for every individual who undertakes a task. Motivation can be of different type such as positive, subtle, tangible or intangible. Motivation is sought of internal power that encourages a person to achieve specific things in life. Motivation definition: weiner (1935), defines motivation as a search for determinants of human activity. (Buford, Bederian, Lindner, 1995), agree that motivation compels a human activity to perform in certain manner to achieve unmet goals. An organization will have to motivate an employee right through the day he joins the company. Every employee has first been a new comer and at that stage he wants to learn the tasks of his new job and once he has learnt the task he develops self-confidence to attain a faviourable level of job performance.(Feldman 1981) Even Fisher (1982, 1986) agreed on the task mastery for a new employee to become comfortable and successful in the organisation. Employee are expected to work in groups or team rather performing tasks individually and the indicator of successful team work would be getting along with the team members and immediate team supervisor, following the norms and values of the team and adjusting to group culture. (Feldman, 1981; Fisher, 1986) Fisher (1996) and Schein (1978) agreed that apart from working in groups another important aspect of socialisation is personal learning. So at the initial stages an employee tries to learn the type of individual he is and he will organize himself to perform within the organization 2.1 THEORY X and THEORY Y Douglas McGregors theory X and theory Y are very essential for the research as he has discussed the human behaviour in organisation. McGregor (1960) has made an assumption in Theory X that it is human behaviour, whenever and however way possible to avoid work in every possible way they can in their control. In todays competitive environment where there is a constant threat to our call centres and BPOs that they might lose their contract to china or Philippines, it is very important that company reaches the benchmark set by the clients and even try to exceed the set benchmark. However, if the employees are not motivated enough towards achieving goal, than these could directly reflect on the productivity of the organisation in terms of poor service quality. McGregor (1960) has emphasised that management should control and threaten the poor performing employees to work hard towards meeting their individual SLAs (service Level Agreement) However McGregor (1960) further clarifies that would be a set of people who doesnt want to change because they do not want to take the responsibility or ownership of the work assigned. It is a human tendency to stay clear and unambiguous so that they feel secure at work. In the Theory Y McGregor (1960) is trying to look at the other side of the human behaviour by taking an example of people who consider their job as their own business. In this theory employee consider jobs as natural as play and rest. This kind of employee believes in same or more amount physical mental effort in their work as they would in their private lives. According to McGregor (1960) has made an assumption that the control and punishment should not be the only mechanism to force the employees to perform well in their SLAS. Employees should be motivated through an effective Human Resource Management team otherwise they would be self-directed towards the foal of the company. McGregor (1960) à ¢Ã¢â€š ¬Ã…“Job satisfaction is the key to engaging employees and ensuring their commitmentà ¢Ã¢â€š ¬? Different people perform different level of job, some may be easy and others may be extremely stressful due to the nature of the job, for example an employee working for a sales process which is a target driven job. On the other hand there might be person working for a customer service where there is no target but still this person could in more distressed if there is no proper motivating and rewarding activities initiated by the Human Resource Team, otherwise the work becomes very monotonous and there is no motivation to strive harder to achieve better results. Management should make an initiative to promote the best performing employee so that there is a sense of seeking responsibility and ownership in order to climb up the ladder. As per McGregor (1960) such people are imaginative and creative and management should make every effort to use them for solving problems at work. This kind of approach can be conducive to managing professionals and participative complex problem solving. After evaluating Theory X and Theory Y, McGregor (1960) Preferred to adopt Theory Y as an efficient model to motivate employees in the organisation because Theory Y assumes that employee seeks responsibility: every manager wants their team to work as family who cares about the business rather than someone in Theory X who just wants to come to work 9 to 6, go home and enjoy. However it seems that it would not be viable to implement this model in large scale operations. 2.2 THEORY Z (Ouchi 1981) Ouchi (1981) developed new theory which is based on the Japanese and American companies and used Theory z management styles. There is contrast in operating philosophies between Japanese and American organizations is quite revealing. Japan is also well known for its technology but according to Ouchi (1981) their success was due to their exceptional management styles. Japanese organisations offer virtually lifelong employment while American organizations are characterized by comparatively short-term employment. Japanese organisation invited employee in decision making process and individually employee get responsibility so they can learn to take responsibility of every issue which is related with them while Rapid turnover requires quick evaluation and promotion, with considerable employee unrest if a promotion takes more than three years in American organisation. Raises and promotions can be evaluated after certain intervals that depend on employee performance. Most deserving employee always gets promotion whereas because of competition for promotions and raises, people tend to work alone rather than collaboratively in American organisation. Career paths include learning all functions rather than one function and Organization mechanisms for control of worker behaviour are implied in Japanese organisation. In contrast, Career path tend to be highly specialized. Standardization is the main method of control, and integration and coordination are almost impossible because of the emphasis on specialization in American organisation. Japanese organisation decision making is a collective activity and responsibility is also collective. American organisation decision making and responsibility are individual matters. The organization concerns tend to be segmented and impersonal rather than holistic. 2.3 TWO FACTOR THEORY One of the earliest researchers in the area of job redesign as it affected motivation was Frederick Herzberg (Herzberg, 1959). Based on survey, Herzberg discovered that employee tended to describe satisfying experience in term of factors that were intrinsic to the content of the job itself. These factors were known as motivators and included such variables as achievement, recognition, the work itself, responsibility, advancement, and growth. Conversely, dissatisfying experiences, known as a hygiene factors, largely resulted from extrinsic, non-job-related factors, such as company policies, salary, co-worker relations, and supervisory style (Steers, 1983). Herzberg argued based on these results that eliminating the cause of dissatisfaction (through hygiene factor) would not result in a state of the use of motivators. Kreitner Kinicki (1998) highlight one of Herzbergs findings, where managers rather than giving employee additional task of similar difficulty which consists of giving workers more responsibility. This is where employees take on tasks normally performed by their supervisors. TYPICAL HIGIENE AND MOTIVATIONAL FACTOR Working Conditions: Work place is important part of any organisational success. Just to motivate employee by rewarding is not enough when working condition is not sufficient. It is always necessary that good working condition through employee get more satisfaction in work place. Quality of Supervision: supervisor or manager need to guide new employee at work and give them proper training about work. It is very essential to provide good quality training when organisation requires high level of performance. Safety: health and safety is very important aspect work place. Health and medical benefit also gives employee to high level of satisfaction which is directly affect performance. Salary and Bonus: It is necessary to know required job position get relevant salary to match perfectly fit in organisation. However, employee need to motive by giving bonus to good performing talent. Status: It is HR professional responsibility to make proper system for talented employee so employee get promotion time to time depending on their performance. Company policies and administration: company policies is reflect company objectives so policies should be more clear for all employee and administrative work require more transparent so everyone know what going on in organisation. Interpersonal relationship: Human Resource Manager need to organise meeting and feedback session with management and employee so any problem related work can be resolve. Fairness and Equity: With increased effort and higher performances employees also expect to be rewarded more significantly than counterparts who provide output at or below the norm. An outcome or reward that is perceived to be highly significant and important can result in higher level of effort and performance by the individual employee. Effort: Even though employees may exert higher levels of effort into a position based on perceived significant reward, this could be a short-term success if the task itself does not challenge or provides satisfaction to the employee. 2.4 HIERARCHY OF NEEDS (Maslow 1943) According to Stephens (2000), Maslow believed that human being aspire to become self-actualizing and viewed human potential as a vastly underestimated and unexplained territory. PHYSIOLOGICAL NEEDS Physiological needs: Every employee needs basic human physical need like Food, Water and Sleep etc. if this basic need is not satisfied than employees do not feel good in work place. However, employee cannot pay more attention on work and became ill or frustrate etc. HR Manager needs to concentrate on individually employee activities. HR Manager has to make sure that employee feel comfortable during work. It is important to know employee personal problem by maintaining good relation with employee. SAFETY NEEDS Company should inform their employee time to time what is going on organisation so employees feel more comfortable at work. HR Manager always make sure that individually all employees are safe and secure at work. If any employee feel unsecure with organisation than HR has to clear employee perception by discussing matter. NEED FOR LOVE AND BELONGING HR Manager create lively environment where can get positive relations between employee and manager as well as supervisors. Participation in work group shows electrifying confidence among workers. HR Manager to pay attention on motivate employee in the work place by rewards. HR can make sure that higher performing employee should appreciate by giving certificate of performance. ESTEEM NEEDS Within organisations, esteem needs reflect a motivation for recognition, and increase in responsibility, high status and credit for contributions to organization. NEED FOR SELF ACTUALIZATION Self-actualization needs: these needs include the need for self-fulfilment, which is the higher need category. The concern developing ones full potential, increasing ones competence and becoming a better person. Self-actualization needs can be met in the organization by providing people with opportunities to grow, be creative and acquire training for challenging assignments and advancement. Person can reach this level who completely focused on their work and he do not worried about what other think about him, he just concentrate in achieving target and set as a successful. ARGUMENT AGAINST THE THEORY Maslow (1943) stated that people, including employees at organizations, are motivated by the desire to achieve or maintain the various conditions upon which these basic satisfactions rest and by certain more intellectual desires. Humans are a perpetually wanting group. Ordinarily the satisfaction of these wants is not altogether mutually exclusive, but only tends to be. The average member of society is most often partially satisfied and partially unsatisfied in all of ones wants (Maslow, 1943). The implication of this theory provided useful insights for manager and other organization leaders. Another implication was for organisation to implement support programs and focus groups to help employees deal with stress, especially during more challenging times and taking the time to understand the needs of the respective employees (Kreitner, 1998). McGregor argued that work motivation was much more commonly underpinned by workers self-generated drive to better themselves and fulfil their own potential (à ¢Ã¢â€š ¬Ã…“Theory Yà ¢Ã¢â€š ¬?) McGregor argued that traditional organisational practice placed too much emphasis on the role of lower-order needs as motivators of workers behaviour. Aligned with this view, Herzberg recommended that managers should put their energies into providing avenues for the satisfaction of workers personal needs in order to get the best from them. A similar argument was also endorsed by other theorists, so that general message to emerge from needs-based research is that employees motivation will be greater to the extent that they are allowed to self-actualise, grow, and progress as individual. 2.6 EXPECTATION THEORY OF MOTIVATION (Vroom 1960) Vroom in 1964 developed the formal model of work motivation drawing on the work of other researches. There are three mental components that are seen as instigating and directing behaviour. There are referred to as valence, instrumentality and Expectancy. Vroom (1964) defined the term valence as the affective (emotional) orientations people hold with regard to outcomes. An outcome in this case is said to be positively valent for an individual if she/he would prefer having it or not. The most important feature of peoples valences concerning work related outcomes is that they refer to the level of satisfaction the person expects to receive from them, not from the real value the person actually drives from them. Work effort result in variety of outcomes, some of the directly and some of them indirectly and can include pay, promotion and other related factors. Vroom (1964) suggested linking instrumentality as probability belief linking one outcome (performance level) to other outcomes. According to vroom an outcome is positively valent if the person believes that it holds high instrumentality for the acquisition of positively valent consequences and avoidance of negatively valent outcomes. Expectancy is the strength of a persons belief about whether a particular outcome is possible. Vroom (1964) described expectancy beliefs an action-outcome associations held in the mind of individuals and stated that there a variety of factors that contribute to an employees expectancy perceptions about various level of job performance. The second variable that is relevant here is the concept of reward value or valence. This refers to the individuals perception of the value of the reward or outcome that might be obtained by performing effectively. Although most expectancy theories do not specify why certain outcomes have reward value, for the purpose of this paper I would like to argue that reward value of outcomes stems from their perceived ability to satisfy one or more needs. Specifically relevant here is the list of needs suggested by Maslow that includes security needs, social need, esteem needs and self-actualization needs. Expectancy theory states that motivation is a combined function of the individuals perception that effort will lead to performance and of the perceived desirability of outcomes that may result from the performance (Steers, 1983). Although there are several forms of this model, Vroom in 1964 developed the formal model of work motivation drawing on the work of other researches. Vroom (1964) defined the term valence as the effective (emotional) orientations people hold with regard to outcomes. An outcome in this case is said to be positively valent for a individual if she/he would prefer having it or not. The most important feature of peoples valences concerning work related outcomes is that they refer to the level of satisfaction the person expects to receive from them, not from the real value the person actually derives from them. As the other models, there is the emphasis on the level of motivation and the outcome of performance. Work effort results in a variety of outcomes, some of them directly, and some of them indirectly and can include pay, promotion, and other related factors. Vroom (1964) suggested linking instrumentality as a probability belief linking one outcome (performance level) to other outcomes. According to Vroom, an outcome is positively valent if the person believes that it holds high instrumentality for the acquisition of positively valent consequences and the avoidance of negatively valent outcomes. The third major component of the theory is referred to as expectancy (Pinder, 1984). Expectancy is the strength of a persons belief about whether a particular outcome is possible. Vroom (1964) described expectancy beliefs as action outcome associations held in the minds of individuals and stated that there a variety of factors that contribute to an employees expectancy perceptions about various level of job performance. 2.7 MCCLELLANDS ACHIVEMENT MOTIVATION THEORY McClellands work originated from investigating into the relationship between hunger needs and the extent to which imagery of food dominated through processes. From subsequent research McClelland identified four main arousal-based, and socially developed motives: The Achievement motive; The Power motive: The affilative motive; The Avoidance motive McClellands (1961) described the theory of needs focusing on three needs; achievement, power and affiliation. The need for achievement was defined as the drive to excel, to a set of standards, to strive to succeed. Achievement theories propose that motivation and performance vary according to strength of ones need for achievement (Kreitner, 1998) The need for achievement and is defined as a desire to accomplish something difficult. Kreitner Kinicki (1998) cite Murray (1994) explaining the need for achievement as mastering, manipulating or organizing physical objects, human beings or ideas. The need for affiliation suggested that people have the desire to spend time in social relationships, joining group and wanting to be loved. Individuals high in this need are not the most effective managers or leaders because they have a hard time to making difficult decisions without worrying about being disliked (Kreitner, 1998) The need of power reflect an individuals desire to influence, coach, teach or encourage others to achieve. Because effective managers must positively influence others, McClelland proposes that top managers should have a high need for power coupled with a low need for affiliation (Kreitner, 1998) 2.8 SUMMARY Employees are the main part of any organisation. Organisation success and failed ratio is depending on employee work performance. So it is necessary to improve employee moral time to time by motivating employee. Human resource department is directly associated with employee motivation. Any organisation or institution need people to carry out specific task so that the goal and objectives of that drivers people to behave in various ways and to seek to fulfil a variety of needs, employee need to know what makes their employees tick so that they can channel this energy toward certain outcomes. In todays competitive environment where there is a constant threat to our call centres and BPOs that they might lose their contact to china or Philippines. It is very important that company reaches the benchmark set by the clients and even try to exceed the set benchmark. However, if the employees are not motivated enough towards achieving the goal than these could directly reflect on the productivity of the organisation in terms of poor service quality. Maslows hierarchy of needs model consist of five levels where bottom level is physiological, safety, love, esteem and top level self actualisation. Physiological needs through HR professional provide basic requirement like water, coffee for employee, provide canteen facility and required break time during work so employee feel comfortable and deliver good performance. Safety needs through Management make sure health and safety of employee is very important for organisation. HR professional can provide free health check and medical insurance of employee which help to motivate employee. Maslows also derive love needs through It is directly related with organisation management and employee relation. It is necessary that mutual understanding between employee and manager is required which generate satisfaction in work. Esteem needs through It involves HR professional give particular responsibility or task to employee and when employee successfully completed task, HR professional appreciate employee and improve self confidence of employee. Self actualisation needs derive that employee and HR profession know their strength and come out best in work to achieve organisational objective. Herzberg (1966) developed this theory which is based on motivation factor and hygiene factor. According to Herzberg motivation is main key for employee to achieve higher level in the company while hygiene factor as not more relevant because employee not only satisfied with proper working condition and good salary base on their qualification. Typical hygiene factor derives employee cant perform well because working condition in the company is not good level. Health and safety is important when employee work in company it is necessary that HR professional conduct regular meeting with employee and deliver transparent policy for employee. Typical motivation factor derive that if employee achieve or complete task should be rewarded. Mc Clelland (1961) theory share need for achievement, power and affiliation. Need for achievement derive HR professional work as compa