Analysing The Parable Of The Sower Religion Essays

Analysing The Parable Of The Sower Religion Essays Analysing The Parable Of The Sower Religion Essay Analysing The Parable Of The Sower Religion Essay Essay Topic: Parable Of the Sower The Parable of the Sower is found in each of the synoptic Gospels, every bit good in the Book of Thomas. But why? Each of the authors must hold seen fit to include it for some ground or another. Luke saw the manner in which the fable could be used to turn to the hapless people of his clip. His concerns for the financially impaired and castaway were some of the most outstanding facets of his Gospel. He was besides really concerned with the predicament of adult females during his clip. Although it is found in the New Testament, many Church Fathers have written commentaries on this parable, analyzing different facets of the narrative and explicating their symbolism. The Parable of the Sower is non a actual narrative of a husbandman ; it is a manner in which Jesus conveys the message of God s Kingdom to the people who were listening by comparing himself and the message of God to a sower and a seed. Luke does non bespeak where Jesus is when he is giving this parable. However, it is known that Jesus is going with his apostles and with a group of Galilean adult females. This same group of adult females will besides go with Jesus to Jerusalem and be informants to his decease. But for now, they are prolonging their gypsy teacher out of their ain agencies ( Just 130-137 ) . It is besides of import to observe that going with adult females in this manner is counter-intuitive when looking back on the civilization of the clip. Womans were practically second-class citizens and the fact that Jesus was conveying them with him fits really nicely into Luke s positions of adult females s rights and demands during the clip he was composing. The crowd that Jesus is prophesying to is a slightly random mixture of people. The transition states a great crowd gathered and people from town after town came to him ( Luke 8: 4 ) . This suggests that there is a consolidative subject behind Jesus narratives. His ability to learn is impressive, but the fact that he can make out to so many people, including Greeks, Romans, Jews and Gentiles, is intriguing. There are adult females in the crowd every bit good, which comes as another surprise. The normal Semite tradition would non let adult females in an country or session such as this. Besides, it is noted that Jesus household is in the crowd, waiting to see him. He responds, stating that My female parent and my brothers are those who hear the word of God and make it ( Luke 8: 21 ) . This implies that Jesus has cut some of his secular ties and that the 1s who act in conformity to God s will is his household. This subdivision of the book consists of two chief parts: the parable and Jesus account of the parable. Jesus helps his adherents to understand his words, yet still uses a big sum of symbolism when he talks. For illustration, he spoke often about ears. Ears, in a scriptural context, frequently represent the credence or rejection God s word ( Macmillan Dictionary ) . Harmonizing to Cyril of Alexandria, Jesus clearly divides people into two classs: those who have been given by God cognition of the enigmas of the land, and the remainder, who do non cognize the enigmas ( Just 130-137 ) . Cyril is in understanding with the symbolic impression of ears because both transitions seem to split the audience into two cantonments: those who have heard or accepted God s word and those who have non. Both of these thoughts are utile in explicating this transition because Jesus subsequently says Let anyone with ears to hear listen, ( Luke 8: 8 ) proposing that anyone who has the capacity to hear and that is willing to understand and accept God s message should listen to his words. Basil the Great says that the ear gives entree to the bosom and the interior individual ( Just 130-137 ) . In this sense, the ears are an effectual manner of making a individual. By sharing the message of God, Jesus is efficaciously seeding the seeds of a fledgeling faith. Another word that is often used in the transition is seed. The seed, though it is chiefly used for agricultural intents, is described to exemplify forms of growing in the land of God ( Macmillan Dictionary ) in scriptural texts. In this instance, the seed is supposed to stand for the word of God and how it is received among the assorted peoples of the clip. Cyril of Alexandria says, in add-on to placing the seed as the Word of God, Jesus besides implies that the birds are the Satan, who snatches the good seed on the way ( Just 130-137 ) . The Satan is snaping the good seed by taking from the memory the words of the catechetical talks, says Symeon the New Theologian. Even the objects that impede the seeds growing on the way, such as the dry land and the irritants have implicit in significances. Ephrem says that the thankless psyche is like a tract for immorality and that the Word of God finds difficult dirt during times of persecution ( Just 130-137 ) . In this subdivision, Ephrem is indicating out that it is hard for the Word of God to distribute during times of utmost persecution. Peoples will be less likely to hear the Word if there is a solid menace of decease attach toing it. If the seed is the word of God, so the sower, the one distributing the seed, must be Jesus. Many Church Fathers wrote commentaries refering this portion of Luke s Gospel. They all tend to hold that Jesus was the sower in this fable. Harmonizing to Clement of Alexandria, he ( Jesus ) is the lone agriculturist of the dirt from the foundation of the existence. Cyril of Alexandria says Jesus is the sower who sows the seeds ( Just 130-137 ) . Even Origen seemed to hold, composing that Seed should non be sown beside the manner but in the manner itself, which is Jesus, who is the Way ( Just 130-137 ) . These three interpreted the parable to intend that Jesus is the chief figure of the parable. The sower is responsible for the future growing of the works and is supposed to works the seed where he thinks it will outdo flourish. If Jesus is the sower, it is his duty to make his best to give the seed a proper topographic point to get down and to assist the word of God spread every bit rap idly as possible. The Parable of the Sower is an of import message. However, it is known that Luke was non an eyewitness to most of Jesus ministries. Therefore, many of his histories must hold been taken from others. Because he is a secondary beginning, there are many differences in entering between his Gospel and the others. The disagreements normally concern what Jesus really said. For illustration, the Gospel of Matthew provinces that the individual who is like the seed sown along the way does non understand the word of God and is hence susceptible to the evil 1. However, Luke suggests that the word of God is stolen and that the people are non given the chance to understand it ( Hultgren 180-202 ) . The difference is that Matthew writes that a individual ( remarkable ) does non understand the word of God, where Luke suggests that the people ( plural ) are non given the word so hence they are robbed of the chance to understand God s message. Luke writes so that the people who are hapless or friendl ess can associate more readily to Christian beliefs. If they think that they are downtrodden because they have non been exposed to the message, they are more likely to accept the message in hopes of a better hereafter. Another facet that should be examined is the differences between the relations of the parable. The narrative appears in all three of the Synoptic Gospels, every bit good as the Coptic Gospel of Thomas. There are non any serious textual and translational jobs between the texts, aside from the aforesaid disagreements refering what Christ really said. However, the order in which the fables were written is evident. After analyzing verbal similarities between the Gospels, it can be concluded that both Matthew and Luke based their relation of the parable on Mark s version. Matthew writes in a really similar manner, which would bespeak that he drew his stuff from Mark. Luke s version is much shorter than Mark s ( Hultgren 180-202 ) . This shows that he borrowed stuff from Mark because it would be hard for him to compose a longer version of a narrative that he did non informant. The Parable of the Sower is one of the narratives that is used in each of the Synoptic Gospels. It has values that each of the authors can pull strings to suit their docket. Luke used the parable as a manner to turn to the demands of the hapless, the downtrodden, the castaway and the adult females. By using what Jesus said and somewhat altering the diction, he was able to link the message of God to the people with which he was concerned. He was a talented author with much more literary pattern than most of the people during his clip. However, the narrative that he relays about Jesus interactions with the hapless people have been the topic of examination by tonss of scriptural bookmans. Church Fathers look into fables like this one in order to understand the deeper significance behind the Word of God. It is this examination that displays the writers single concerns with the people of the clip. Luke s feelings toward the hapless and oppressed are highlighted by authors such as Origen and Cyril of Alexandria as they dig deep into the symbolism of Luke s authorship. However, this parable sheds another visible radiation on Jesus, demoing him as a instructor who accepts those who follow God s will as his household. The narrative that Luke portions is non about a husbandman and a seed ; it is about Jesus and his message. What we choose to make with that message now is all that affairs.

Analysing The Parable Of The Sower Religion Essays

Analysing The Parable Of The Sower Religion Essays Analysing The Parable Of The Sower Religion Essay Analysing The Parable Of The Sower Religion Essay Essay Topic: Parable Of the Sower The Parable of the Sower is found in each of the synoptic Gospels, every bit good in the Book of Thomas. But why? Each of the authors must hold seen fit to include it for some ground or another. Luke saw the manner in which the fable could be used to turn to the hapless people of his clip. His concerns for the financially impaired and castaway were some of the most outstanding facets of his Gospel. He was besides really concerned with the predicament of adult females during his clip. Although it is found in the New Testament, many Church Fathers have written commentaries on this parable, analyzing different facets of the narrative and explicating their symbolism. The Parable of the Sower is non a actual narrative of a husbandman ; it is a manner in which Jesus conveys the message of God s Kingdom to the people who were listening by comparing himself and the message of God to a sower and a seed. Luke does non bespeak where Jesus is when he is giving this parable. However, it is known that Jesus is going with his apostles and with a group of Galilean adult females. This same group of adult females will besides go with Jesus to Jerusalem and be informants to his decease. But for now, they are prolonging their gypsy teacher out of their ain agencies ( Just 130-137 ) . It is besides of import to observe that going with adult females in this manner is counter-intuitive when looking back on the civilization of the clip. Womans were practically second-class citizens and the fact that Jesus was conveying them with him fits really nicely into Luke s positions of adult females s rights and demands during the clip he was composing. The crowd that Jesus is prophesying to is a slightly random mixture of people. The transition states a great crowd gathered and people from town after town came to him ( Luke 8: 4 ) . This suggests that there is a consolidative subject behind Jesus narratives. His ability to learn is impressive, but the fact that he can make out to so many people, including Greeks, Romans, Jews and Gentiles, is intriguing. There are adult females in the crowd every bit good, which comes as another surprise. The normal Semite tradition would non let adult females in an country or session such as this. Besides, it is noted that Jesus household is in the crowd, waiting to see him. He responds, stating that My female parent and my brothers are those who hear the word of God and make it ( Luke 8: 21 ) . This implies that Jesus has cut some of his secular ties and that the 1s who act in conformity to God s will is his household. This subdivision of the book consists of two chief parts: the parable and Jesus account of the parable. Jesus helps his adherents to understand his words, yet still uses a big sum of symbolism when he talks. For illustration, he spoke often about ears. Ears, in a scriptural context, frequently represent the credence or rejection God s word ( Macmillan Dictionary ) . Harmonizing to Cyril of Alexandria, Jesus clearly divides people into two classs: those who have been given by God cognition of the enigmas of the land, and the remainder, who do non cognize the enigmas ( Just 130-137 ) . Cyril is in understanding with the symbolic impression of ears because both transitions seem to split the audience into two cantonments: those who have heard or accepted God s word and those who have non. Both of these thoughts are utile in explicating this transition because Jesus subsequently says Let anyone with ears to hear listen, ( Luke 8: 8 ) proposing that anyone who has the capacity to hear and that is willing to understand and accept God s message should listen to his words. Basil the Great says that the ear gives entree to the bosom and the interior individual ( Just 130-137 ) . In this sense, the ears are an effectual manner of making a individual. By sharing the message of God, Jesus is efficaciously seeding the seeds of a fledgeling faith. Another word that is often used in the transition is seed. The seed, though it is chiefly used for agricultural intents, is described to exemplify forms of growing in the land of God ( Macmillan Dictionary ) in scriptural texts. In this instance, the seed is supposed to stand for the word of God and how it is received among the assorted peoples of the clip. Cyril of Alexandria says, in add-on to placing the seed as the Word of God, Jesus besides implies that the birds are the Satan, who snatches the good seed on the way ( Just 130-137 ) . The Satan is snaping the good seed by taking from the memory the words of the catechetical talks, says Symeon the New Theologian. Even the objects that impede the seeds growing on the way, such as the dry land and the irritants have implicit in significances. Ephrem says that the thankless psyche is like a tract for immorality and that the Word of God finds difficult dirt during times of persecution ( Just 130-137 ) . In this subdivision, Ephrem is indicating out that it is hard for the Word of God to distribute during times of utmost persecution. Peoples will be less likely to hear the Word if there is a solid menace of decease attach toing it. If the seed is the word of God, so the sower, the one distributing the seed, must be Jesus. Many Church Fathers wrote commentaries refering this portion of Luke s Gospel. They all tend to hold that Jesus was the sower in this fable. Harmonizing to Clement of Alexandria, he ( Jesus ) is the lone agriculturist of the dirt from the foundation of the existence. Cyril of Alexandria says Jesus is the sower who sows the seeds ( Just 130-137 ) . Even Origen seemed to hold, composing that Seed should non be sown beside the manner but in the manner itself, which is Jesus, who is the Way ( Just 130-137 ) . These three interpreted the parable to intend that Jesus is the chief figure of the parable. The sower is responsible for the future growing of the works and is supposed to works the seed where he thinks it will outdo flourish. If Jesus is the sower, it is his duty to make his best to give the seed a proper topographic point to get down and to assist the word of God spread every bit rap idly as possible. The Parable of the Sower is an of import message. However, it is known that Luke was non an eyewitness to most of Jesus ministries. Therefore, many of his histories must hold been taken from others. Because he is a secondary beginning, there are many differences in entering between his Gospel and the others. The disagreements normally concern what Jesus really said. For illustration, the Gospel of Matthew provinces that the individual who is like the seed sown along the way does non understand the word of God and is hence susceptible to the evil 1. However, Luke suggests that the word of God is stolen and that the people are non given the chance to understand it ( Hultgren 180-202 ) . The difference is that Matthew writes that a individual ( remarkable ) does non understand the word of God, where Luke suggests that the people ( plural ) are non given the word so hence they are robbed of the chance to understand God s message. Luke writes so that the people who are hapless or friendl ess can associate more readily to Christian beliefs. If they think that they are downtrodden because they have non been exposed to the message, they are more likely to accept the message in hopes of a better hereafter. Another facet that should be examined is the differences between the relations of the parable. The narrative appears in all three of the Synoptic Gospels, every bit good as the Coptic Gospel of Thomas. There are non any serious textual and translational jobs between the texts, aside from the aforesaid disagreements refering what Christ really said. However, the order in which the fables were written is evident. After analyzing verbal similarities between the Gospels, it can be concluded that both Matthew and Luke based their relation of the parable on Mark s version. Matthew writes in a really similar manner, which would bespeak that he drew his stuff from Mark. Luke s version is much shorter than Mark s ( Hultgren 180-202 ) . This shows that he borrowed stuff from Mark because it would be hard for him to compose a longer version of a narrative that he did non informant. The Parable of the Sower is one of the narratives that is used in each of the Synoptic Gospels. It has values that each of the authors can pull strings to suit their docket. Luke used the parable as a manner to turn to the demands of the hapless, the downtrodden, the castaway and the adult females. By using what Jesus said and somewhat altering the diction, he was able to link the message of God to the people with which he was concerned. He was a talented author with much more literary pattern than most of the people during his clip. However, the narrative that he relays about Jesus interactions with the hapless people have been the topic of examination by tonss of scriptural bookmans. Church Fathers look into fables like this one in order to understand the deeper significance behind the Word of God. It is this examination that displays the writers single concerns with the people of the clip. Luke s feelings toward the hapless and oppressed are highlighted by authors such as Origen and Cyril of Alexandria as they dig deep into the symbolism of Luke s authorship. However, this parable sheds another visible radiation on Jesus, demoing him as a instructor who accepts those who follow God s will as his household. The narrative that Luke portions is non about a husbandman and a seed ; it is about Jesus and his message. What we choose to make with that message now is all that affairs.

Threat of Anne Hutchinson essays

Threat of Anne Hutchinson essays Anne Hutchinson went against the assumptions of what women should do in her time. She held meetings in her home giving her views of her extremist Puritan beliefs, which many were against. Anne Hutchinson was the same type of threat to the Massachusetts Bay colony just like any other antinomian, except she was much more influential, thus more dangerous than many other individual previous antinomians. Deputy Governor testimony accused Hutchinson of being an antinomian. He stated, ...Mrs. Hutchinson hat so forestalled the minds of many by their resort to her meeting that now she hath a potent party in the country. Now if all these things have endangered us as from that foundation and if she particular hath disparaged all our ministers in the land that they have preached a covenant of works, and only Mr. Cotton a covenant of grave, why this is not to be suffered... He was accusing her of exactly what antinomian, who were also called Puritan extremists. The ministers and church held most of government power in Massachusetts Bay colonies around that time in the mid 1600s. Having been accused of being an antinomian, she was trying to overthrow the power of the ministers, thus trying to overthrow the government as well, which is a threat the community in that time and place. Several ministers stated that Hutchinson had come and accused all of them, except John Cotton, of preachin g covenant of works, which supports what Deputy Governor claimed. Although Anne Hutchinson denied this allegations, it seems that the Governor still took these testimonies against her, because the words of a minister werent considered to be anything but the truth to those who followed their religion and were not antinomians. Mr. Cotton had to testify. Although he tried to defend Hutchinson, because of how she saw him as the only good minister among those she was talking to. Her words did make him feel uncomfortable in fr ...

System analysis and design Coursework Example | Topics and Well Written Essays - 1500 words - 1

System analysis and design - Coursework Example The system is supposed to work in the construction industry where it is supposed to allow for easier recording of the different equipments. It is also supposed to allow for the generation of the different reports suiting the needs of the users. The workers carried an analysis of the existing manual systems in order to come up with a diagram of the new systems. Different mode of data collection were used which included questionnaires and interviews. Interviewees were supposed to be the people who were participating in the current manual system and managers of the organization. To make sure correct information was given, first the interviewees were taught of the importance of the information that they were providing, and the need of it being correct. The answers given during the interviews were recorded, and the system design was drawn. To make sure that the system requirements had been captured in the system design, the experts visited a neighboring company by the name John contractors, who had a similar system implemented the previous year. This enabled us to learn some of the problem that was encountered by the team after deployment and improvements that were suggested. After the analysis of the current system, the team had to come up with a design of the online system. We had also to come up with the implementation mode which was arrived at that the system should be web based and have a database. The design took into consideration the different modules and requirements of the system which had been supplied to us in the specification document. Owing to security measures and need of availability of the system, it was to be designed in a way that it was to run from a server within the organization. The system included different levels of users who included the managers and the subordinate staff. 1. Offer security of information- The system ensured this by requiring people to log in before accessing it. This is made possible by having a

BA3-Inter-Professional Studies Essay Example | Topics and Well Written Essays - 3250 words

BA3-Inter-Professional Studies - Essay Example by members of different professions and/or agencies work together to provide integrated health and/or social care for the benefit of service users†(Barrett et al, 2005). Hence, such an agency collaborate the efforts of different professionals to build a safe zone, shelter and liveable environment for minority groups, underprivileged people or homeless population (due to immigration, family loss, orphanage or any other cause). The cause of such charitable organizations attracts my ethical, moral and social concerns. I personally feel motivated to work with them and make this world a better place to live for those who are not satisfied with their lives for being deprived of the basic human needs. I believe in equality, unbiased environment, equal human rights, needs and wants, grave diversity issues, anti-discrimination and legitimacy of human rights in the light of law and morality. Hence, I am a strong supporter of inter-professional work and agencies. I am going to explain my views about the charitable organizations and their duties and my personal experiences while working with Greater Manchester Immigration Aid Unit (GMIAU) during my placement. This agency, where I am on my placement is an Immigration Legal Aid Unit called GMIAU. I had to work on some cases that were referred to me. During the practical experience, I learned about organizational structure, running mechanisms and issues that arose while conducting the social work. There are many complexities that I observed which relate to equality in providing the charitable services to all the people who deserve them. I am going to discuss organizational structure of GMIAU, its issues related to culture and other issues that were there regarding equality and diversity. I received case referrals from the legal team- caseworkers, senior caseworkers and solicitors. The cases that were referred to me are related to social issues that service users need. The primary role is to empo wer the service user and help

Research Journal Based on Personal Experience and Observation Assignment

Research Journal Based on Personal Experience and Observation - Assignment Example The message drew her attention from the television, and she began to reply. 5:23pm After replying, she took her laptop and opened the tab where she has logged into facebook, and found more than five people have already initiated chats. She commenced replying to their chats, and before she was done with it, her attention was drawn by the television. Therefore, the television distracted her from continuing with the chats on Facebook; in fact, she did not respond to some of the comments from her friends. In the meantime, she was also waiting for her friend to respond to the message that she had sent earlier, via the text messaging. 5:35pm Her friend replied through the phone messaging services, and this drew her attention again. The message seemed to be more interesting than the television: due to a reflection from her smile as she read through. Before replying to the message received, friends on the facebook drew her attention, and she decided to reply to three of her friends. It is ev ident that both messaging and Facebook seemed to be more interesting to her, than watching American Idol on the television, since every time the messages were received, she was drawn from watching the television. 6:01PM 6:10 PM 6:15 PM 6:18 PM She was not paying attention to the television anymore, since she was concentrating on her laptop, while typing on Facebook chats. Therefore, she was not able to pay attentions to the television and Facebook at the same time, though the phone was also demanding attention from her at various instances like reading messages and replying. At this moment, she remembered about her drink, she took it, though her mind, and eyes were focusing on the laptop. Another message was sent to her through the SMS, and this drew her attention to the phone in order to check the message. She replied to the message, thereby taking about three minutes. Finally, her attention was drawn to the television, whereby she stopped typing on the laptop, and commenced watchi ng an iphone 5 commercial on the television. The features of the phone were exiting to her in a way that drew her attention, thus making her to leave all other activities and concentrate on the television advert.   MY REFLECTION During my observation, I was able to identify the way people have been sending and receiving messages in the past using the phone, while comparing to the new social media, Facebook. It is evident that, the new social media is allowing accessibility of numerous people through different avenues of communication at the same time. My subject seems to be distracted while watching the television, since she had to check on the messages received from her friend, while still chatting with her friends on Facebook. However, the new social media offer an opportunity to enjoy watching the same program on the cable television, while chatting with friends, hence reducing the interruption. Subject 2: Myself Date: Monday 10 September 2012 Situation: Texting message using m y phone, while chatting on Twitter   Ã‚   Old  Media: Phone messaging services New (social) Media:

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

Vonnegut versus Strindberg :: essays research papers

Kurt Vonnegut is one of the preeminent writers of the later half of the twentieth century. His works are all windows to his mind, a literary psychoanalysis. The play â€Å"Miss Julie†, by August Strindberg, has two subordinates, a daughter and a servant, who are subject to eachother’s authority. Julie is Jeans superior in terms of class, jean is julies superior in terms of morality, because Jean is a man and Julie is a â€Å"degenerate† woman. These class differences structure most of both the plays actions. The plays are conservative in sentiment. They keep these superior and inferior positions in place and ultimately submits both characters to the total authority of the count. An uncountable number of power reversals occurring along class and gender lines throughout the plays. The difference between Jean and Julie is central to their attraction. Whereas Julie expresses a desire to fall from her social position, Jean expresses an idle desire to climb up from his social position. Jean hopes to better his social status by sleeping with Julie, when he discovers that she is penniless, he abandons his plans. By sleeping with Jean, Julie degrades herself and places herself beneath Jeans level. The power shifts again, however, when Julie reasserts her superior class, mocking Jean’s name and family line. In Kurt Vonnegut’s â€Å"Who am I This Time,† Harry Nash is a shy hardware store employee. But whenever he takes a part in a local amateur theatre production, he becomes the part completely. Helene is new in town, a lonely internant telephone company employee. On a whim, she auditions for and gets the part of Miss Julie. Before anyone realizes the problem, she falls madly in love with Jean not knowing what the real man is like. In both plays the people fall for each other, not knowing who they are really falling in love with.

Dear Senator

Dear Senator I am a long-time resident of Idaho, and I am writing to express my concern about recent discussion and the pending decision to employ the Boulder White Cloud Wilderness Bill. I understand that the decision is being considered to enable the bill to be passed in the House of Representatives later this month. However, I do not believe that the benefits of the Wilderness Bill outweigh its inherent flaws. Consider: Wilderness areas are selected to serve as safe havens and homes to our nation’s wild species; they should not be treated as parcels of land to be purchased and used to build trophy homes for the wealthy. The further bias of the bill towards land use for motor vehicle recreation will disrupt the natural habitats of many animals, not to mention put people in harms way. Allowing the Bill to cater to ATV drivers, snowmobile enthusiasts and motorcyclists, will promote pollution, encourage greater numbers of vehicle accidents, and possibly lead to the deaths of unknowing victims that are attacked by large preditors in the territory. It would seem that providing acreage for an official Wilderness Area would create longstanding natural resources. However, consider that the Bill allows nearly 3,000 acres of land to be dispense, free of charge for local Idaho counties to develop any way they deem appropriate. Would an incinerator, oil refinery or chemical plant built on the very edge of wilderness be appropriate? As already mentioned the Bill would also allow the purchase of land in the Sawtooth National Recreation Area for the building of trophy homes. A Wilderness Area should be for wilderness, not a human resort with spackled areas of â€Å"rustic† wealthy dwellings. Lastly, I have heard that the state and local governments will have as much authority as the federal agencies to determine the process of fire hazard prevention within the boundaries of this area. If bulldozers and chainsaws enter into the picture unchecked, what will prevent entire forests from being razed? Are these tradeoffs that we really want to make? I am curious to know all of the details of this bill, rather than just the rumors I have read about and heard. I would also like to know your stance regarding the bill, and what actions you intend to take regarding its exploitation. I am looking forward to your response and insight on the matter. Sincerely, References: Barker, R. (2003, December 8). In Boulder-White Cloud mountains, another wilderness compromise. High Country News. Retrieved online June 21st, 2006, from http://www.hcn.org/servlets/hcn.Article?article_id=14429 Ekker, T. (2006, February 15). Devil in the details of Boulder-White Cloud Wilderness Proposal. Lowbagger. Retrieved online June 21st, 2006, from http://lowbagger.org/boulderwhitecloud.html Stahl, G. (2004, June 23). Boulder-White Cloud plan scrutinized. Idaho Mountain Express. Retrieved online June 21st, 2006, from http://www.mtexpress.com/2004/04-06-23/04-06-23wildcriticism.htm   

Role of Thirunangai Essays

Role of Thirunangai Essays Role of Thirunangai Essay Role of Thirunangai Essay RolesOfWomen Women are equal to men that is one of the basics of human rights. What does this mean? Was there a time when men and women were not equal and what is it to be a woman. Women are viewed as girls, mothers, wives, grandmothers, relatives and friends. When a girl is born her room is often painted in pink and her cloths are the same colour. Pink is the light colour of red, the color of blood. This is because women have to reproduce and make children. Red has been a controversial colour during the Communist era because it was the emblem. Women are mothers. They bear there babies in their womb for no more than nine months. A woman can have multiple births and they get Women are equal to men that is one of the basics of human rights. What does this mean? Was there a time when men and women were not equal and what is it to be a woman. Women are viewed as girls, mothers, wives, grandmothers, relatives and friends. When a girl is born her room is often painted in pink and her cloths are the same colour. Pink is the light colour of red, the color of blood. This is because women have to reproduce and make children. Red has been a controversial colour during the Communist era because it was the emblem. Women are mothers. They bear there babies in their womb for no more than nine months. A woman can have multiple births and they get Women are equal to men that is one of the basics of human rights. What does this mean? Was there a time when men and women were not equal and what is it to be a woman. Women are viewed as girls, mothers, wives, grandmothers, relatives and friends. When a girl is born her room is often painted in pink and her cloths are the same colour. Pink is the light colour of red, the color of blood. This is because women have to reproduce and make children. Red has been a controversial colour during the Communist era because it was the emblem. Women are mothers. They bear there babies in their womb for no more than nine months. A woman can have multiple births and they get Women are equal to men that is one of the basics of human rights. What does this mean? Was there a time when men and women were not equal and what is it to be a woman. Women are viewed as girls, mothers, wives, grandmothers, relatives and friends. When a girl is born her room is often painted in pink and her cloths are the same colour. Pink is the light colour of red, the color of blood. This is because women have to reproduce and make children. Red has been a controversial colour during the Communist era because it was the emblem. Women are mothers. They bear there babies in their womb for no more than nine months. A woman can have multiple births and they get