Global Marketing Strategy

Abstract Strategic marketing is one of the most important strategies that many companies have adopted for their marketing. Without strategic marketing, most organizations would be unable to achieve their short and long term goals effectively (Czincota 2009, p. 112). Telecommunication industry requires a very comprehensive marketing for it to succeed (Gershon 2001, p. 45).Advertising We will write a custom thesis sample on Global Marketing Strategy specifically for you for only $16.05 $11/page Learn More Many promising communication companies across the world have employed different marketing strategies in trying to ensure they meet the ever changing market demands. Such companies have devised marketing strategies, which have seen grow over years. However, new companies meet several challenges before they enter telecommunication industry fully. For new entrants, their success is based on only on market researches and well laid marketing strategies (Don 20 05, p.57). Nigeria’s telecommunication services are growing rapidly today. This can be attributed to its fast moving economy and population growth (Hakan 2004, p. 211). As a result, communication technology has found a good ground in this country. Nigeria’s telecommunication industry is today, facing a very stiff competition. There are several communication providers in this industry such as Accat, Accellon Nigeria Limited, Galaxy Information Technology and Tel. Limited, Nigeria Telecommunication Limited and Integrated Communication and Network Services among others. To survive in the market, these organizations have come up with different marketing moves (Hart James 2005, p.113). Nevertheless for any company to have competitive advantage, new marketing strategies need to be developed. This can be carried out through researches to identify new opportunities, niches, segments and marketing mix that have not been utilized (Adcock Al Halborg 2001, p.111). Researches are also necessary for sustainable growth for any company operating in the Nigerian market. Strategic marketing has proved to be the best marketing mode in Nigeria among the players (Brown 2010, p.89). Introduction The aim of this paper is to come up with a new marketing strategy in Nigeria’s telecommunication industry. The strategy is aimed at developing counter competitive moves, customer retentions, market expansions and profit maximization. Consequently, the paper is aimed at identifying sustainable mode of marketing in the global perspective through meeting technological dynamics and multicultural diversity. From the research and literature reviews, despite, stiff competition in the Nigerian telecommunication industry, the country still has a lot of marketing opportunities. This research is for five years organization focus.Advertising Looking for thesis on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Research Objectives To meet the research goals successfully, several objectives are set to guide the research team. The objectives are clearly stated to help for easy understanding and interpretation during the study (Alexander 2009, 117). The following are some of the objectives developed for the telecommunication industry in Nigeria (Creswell John 2009, p.32) To find out possible market expansion gaps expand in a five year period To find out the best customers retentions methods in the market To find out the Nigeria telecommunication marketing trends To determine the best competitor strategies To find out how Nigerian telecommunications’ external environment influence its marketing The objectives were developed based on their achievability, measurability and specificity. The objectives are also useful for developing action plan as they are guides to priorities for the people working on them and specific end term goals. To achieve the goals there are also follow up mechanisms ove r the objectives (Creswell John 2009, p.13). Research Questions Questions were developed to guide the researches during this study. The questions were created to ensure that the research was conclusively covered and the data gathered were consisted and reliable. The study questions used include; What are the opportunities in the Nigerian telecommunication industry? What are the major market challenges in Nigeria? What are the best marketing strategies? How do external organization factors affect this industry? What is the political and economic status of Nigeria? Industrial Overview Nigerian telecommunication industry owes its birth to colonial period when it shared telephone and electric services with the neighboring countries. Today Nigeria has over 108 companies of which 48 are licensed internet and communication providers. The democratic government of Nigeria has lowered its regulation to the industry that many companies are fighting to enter the industry. The main communicat ion provider of Nigeria for domestic and external telecommunication from 1985 has remained Nigeria Telecommunication Limited (NITEL) with several mushrooming private companies. The industry has seen a lot of development since 1993 when the government through Nigeria Communication Commission (NCC) lowered regulations for the private investors (Gershon 2001, p.23). Literature Review NITEL failed to provide effective communication services both locally and internationally in Nigeria. The company was experiencing poor management issues that rendered it unable to effectively operate (Clancy Peter 2000, p. 67). Consequently, was operating under high cost with limiting universal coverage. It only had the Nigeria has only Nigeria Mobile Telecommunication Limited (M-Tel) as mobile cellular provider (Gershon 2001, p.23). M-Tel coverage geographical was small with one switching center and large capacity to manage as a result the first companies to be licensed found Nigeria to be a very fertil e trading ground (Husting 2010, 76). Most of these companies have ventured into mobile cellular phones services provision and internet services (Huang Yingluo 2008, p.214).Advertising We will write a custom thesis sample on Global Marketing Strategy specifically for you for only $16.05 $11/page Learn More Trading in Nigeria has the advantages of supportive government policies, large purchasing power and vibrant economic environment (Phillip 1996, p.117). However, political instability today plays a major hindrance in telecommunication investment (Ludicke 2006, p.119) Research Methodology This research was carried out through case study on the major market operators in Nigerian Telecommunication Industry. The case study was carried out over M-Tel, Galaxy Information Technology and Tel. Limited Accat and Accellon Nigeria Limited. This research method was selected based on its ability to give more reliable information across the growth of each of the orga nizations. Data were collected and recorded for each company before analysis and interpretation were made (Creswell John 2009, p.9). Discussion and Analysis The information collected on telecommunication market in Nigeria that there is a potential growth opportunities in Nigerian Telecommunication industry. This was shown by product, price, place, promotion, people, physical evidences and process data collected (Kerin, 2011, p.119). It was identified that the best marketing strategy is niche penetration. The research identified several loose points among the pioneers such as poor customer services, poor management system and lack of product differentiation (Kotler Kevin 2009, p.34). A lot of financial resources are required for promotion of products through the media and publication to reach as many customers as possible. Most of these companies work with low skilled and lowly paid employees. This is an opportunity for a company aiming at getting larger market share. Such company need high skilled personnel and provides incentives as motivational factor. Strategically, most companies in Nigeria lacks good organization policies for them to achieve their full potential. Marketing policies should limit bureaucratic measures, which might causes delays during service provision (Keller 2002, p.56). To manage Nigeria telecommunication market a company need to focus on changes in consumer tastes, competition system and economic dynamics. A company needs to undertake a lot of research to identify more market niches (Kotler Gary 2008, p. 79). This has greatly attributed to the industry trend as shown.Advertising Looking for thesis on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Fig. 1 Telecommunication Industry Growth Trend in Nigeria Niche marketing is not always easy for companies to execute; organizations need proper machinery for evaluating their decisions as well as advancing. This calls for unending research in the market needs as well as emerging trends. It is also recommended that the company should recruit experts that carry out close supervision on the customers’ need for identification of consumer satisfaction. This is the only sure way of gaining customers’ loyalty as well as expanding market segments in Nigeria (Rogers 2008, p.76). It was realized that Porters Five Score Model and Value Chain were the best marketing models that can be applied in Nigerian telecommunication (Michael 1998, p.216). Additionally, companies need managers with well understanding of Nigerian market. This will be useful in managing organization processes, structures and outcomes. Good management body is also required for liaison roles in an organization since Telecommunication industry relies on several other bodies (Michael 1998, p.211). Fig. 2 Porters Value Chain Anticipated Problems Nigerian telecommunication offers four main challenges global marketers. Political instability is a major for the investors. Consequently, competition is so stiff in the market that strong competition strategies are required. Acquisition of skilled labour is a problem as most companies are hunting them down. Finally, managing the diverse customers’ satisfaction brings a lot of challenges to many organizations (Luther 2011, p. 119) Conclusion The research on Nigerian telecommunication industry care was set into plan after thorough expert researches and evaluations. The market was analyzed and scanned all the possible factors that can affect our operation. Through this, a company can develop a strategic marketing in this market with high expectations of success. Apart from this, constant research is required to manage changes in the market that can be incorporated to produce better services as well as profits. References Adcock, D Al Halborg, C 2001, Introduction Marketing: Principles and Practice, Routledge: London. Alexander, C 2009, Strategic Marketing Management, Bright Star Media, Toronto. Bertocci, D 2009, Leadership in Organizations: There Is a Difference Between Leaders and Managers, Havard, University Press Britain. Brown, D 2010, Experiential Approach to Organization Development, Prentice hall, London. Clancy, K Peter, C 2000, Counter Intuitive Marketing, Random House Business Books, London. Creswell, J John, W 2009, Research design: qualitative, quantitative, and mixed methods approaches, Sage, Los Angeles. Czincota, M 2009, Emerging Trends, Threats and Opportunities in International Marketing, Business Expert Press, New York. Don, S 2005, â€Å"In the Mix: A Customer-Focused Approach Can Bring the Current Marketing Mix into the 21st Century†. Marketing Management, Routledge , London. Gershon, R 2001, Telecommunications management: Industry Structures and Planning Strategies, Lawrence Erlbaum Associates, Mahwah, N.J. Hakan, H 2004, Rethinking Marketing: Developing a New Understanding of Markets, John Wylliea’s, Southern Gates. Hart, T James, M 2005, Nonprofit internet strategies: best practices for marketing, communications, and fundraising success, Wiley, Hoboken, N.J. Huang, W Yingluo, W 2008, Global mobile commerce strategies, implementation, and case studies, Information Science Reference, Hershey. Husting, S 2010, Improve Your Marketing to Grow Your Business: Insights and Innovations that Drive Business and Brand Growth, FT Press, New Jersey. Phillip, K 1996, Outlines Highlights of Marketing by Kotler, Academic Internet Ventura, Publishers. Ludicke, M 2006, A theory of Marketing. Outline of Social Systems Perspective. Regine, Zimmer Frankfurt. Luther, W 2011, The Marketing Plan, How to Prepare and Implement, Broadsway, New York. Michael, P 1998, Competitive Advant age: Creating and Sustaining Superior Performance: With a new Introduction, Simon and Schuster, New York. Rogers, E 2008, Diffusion of Innovation, Simon and Schuster, New York. Kotler, P Gary, A 2008, â€Å"Marketing defined†, Principles of marketing. London, Free Press. Kotler, P Kevin, L 2009, A Framework for Marketing Management, Pearson Prentice Hall London. Keller, K 2002, Strategic Brand Management, Pearson Prentice Hall, London. Kerin, H 2011, Marketing: The Core, McGraw-Hill/Irwin, New York. This thesis on Global Marketing Strategy was written and submitted by user Curt Conners to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Dynamics Of Rebellion Essay Essays

Dynamics Of Rebellion Essay Essays Dynamics Of Rebellion Essay Essay Dynamics Of Rebellion Essay Essay When the Seven Years’ War ( 1756 – 1763 ) ended. England accumulated a considerable fiscal debt and sought to decide this job every bit fast as possible. Prime Minister George Grenville and his authorities reasoned that the debt had to be partially decreased at the disbursal of the Colonies which were held responsible for it by many politicians in London ( Nesnay â€Å"The Stamp Act ) . One of the proposed options to raise the necessary gross was the debut of the stamp responsibilities. a jurisprudence which would necessitate a governmental cast on all of import functionary documents and paperss to do them lawfully acceptable ( Nesnay â€Å"The Stamp Act ) . Grenville determined that this revenue enhancement had to be levied to keep English military personnels in America that were supposed to continue public order at that place. But the settlers saw no demand in the British standing ground forces of 10 thousand work forces in America in clip of peace and believed it was stationed on their dirt to maintain them under control ( Elson â€Å"History of the United States of America† ) . At first. Grenville requested the colonial assemblies to come up with a better mechanism to raise the gross from the Colonies than his stamp revenue enhancement jurisprudence. But as alternatively of suggesting an alternate method most colonial assemblies expressed strong resistance to the proposed revenue enhancement jurisprudence. the Stamp Act was passed in March. 1765 and was due to travel into consequence in the Colonies on November 1 of the same twelvemonth ( Elson â€Å"History of the United States of America† ) . Colonial response When the intelligence of the act reached America. it was received with a storm of indignation and protests throughout the Colonies. The settlers explained their outrage by the fact that England had no right to enforce revenue enhancements on them without their consent and because they were non represented in the decision-making procedure. A particular missive was circulated to all the Colonies in which its writers called for a general Congress that would be held in the fall â€Å"Page # 2† of 1765. As a consequence. the representatives of nine Colonies held the Stamp Act Congress in New York while the other four Colonies expressed their support for its declarations. The Congress criticized London’s policies. questioned its right to enforce revenue enhancements on the Colonies. challenged its power to implement the new jurisprudence. and issued a Declaration of Rights. Its participants besides signed a request to the King and Parliament of England and called them to revoke the Stamp Act which they believed was unjust and prejudiced ( Elson â€Å"History of the United States of America† ) . Meanwhile. as November 1. 1765 was nearing. the Colonies showed their finding to oppose the Stamp Act. Riots broke out and legion meetings were organized in many American metropoliss. Governors and freshly appointed cast distributers shortly realized that it was impossible and even unsafe to seek to implement the new jurisprudence. Most distributers eventually refused to have the boxes of casts that had merely arrived from England ( Elson â€Å"History of the United States of America† ) . The general rebellion was masterminded by several freshly founded organisations. the most celebrated among which was â€Å"The Sons of Liberty† . It was formed in the summer of 1765 of 1000s of work forces who chose the policy of bullying of royal functionaries and were determined to take the ferocious rabble to protect the rights of the Colonies. Businessmens besides vowed to boycott English goods until the Stamp Act was repealed ( Elson â€Å"History of the United States of America† ) . Rioting in Massachusetts In Boston. Andrew Oliver. who was designated as cast distributer for Massachusetts. was faced with the same troubles as stamp distributers in other topographic points. Local townsfolk hanged him in image which they left in a street. Some neighbours tried to take the image but were intimidated by the rioters into maintaining off from it. At foremost. the bulk of members of the City Council did non take the affair earnestly. Massachusetts Governor Francis Bernard â€Å"Page # 3† requested that the Sheriff direct his officers to take the image. However. it turned out that taking down the image would set the lives of officers in danger as the crowd was emboldened to assail them ( Bernard â€Å"Stamp Act Riot. 1765† ) . At the afternoon meeting of the Council. most of its members decided to give up any efforts to take down the image. Some believed that it could be done after the crowd cooled down. But others suggested that the public violence was to be taken earnestly due to the fact that the bulk of townsfolks were involved in it. So they suggested that as they had no existent support. they should make nil about the image as it would merely exasperate the crowd and unnecessarily put their lives in danger ( Bernard â€Å"Stamp Act Riot. 1765† ) . By the terminal of the twenty-four hours. the rabble brought the image to the Town House. went to a edifice that had been erected by Mr. Oliver. and destroyed it in a few proceedingss. After that. they headed for Mr. Oliver’s abode where they foremost beheaded and so fire the image. Mr. Oliver had sent his household off and with a twosome of his friends remained in his house at that minute. After holding burnt the image. the crowd decided to assail the house. They demolished the fencing. broke some Windowss. and so entered the house merely to happen out that Mr. Oliver had fled off. Infuriated. the rabble declared that they were traveling to happen the cast distributer and kill him. They so headed for the two neighbouring houses to look into whether Mr. Oliver was concealing at that place. He was so in one of those houses. but a gentleman told them that Mr. Oliver had merely fled to the Castle. No 1 doubted that if the townsfolk had found Mr. Oliver at that place. they would surely hold murdered him ( Bernard â€Å"Stamp Act Riot. 1765† ) . By midnight. the Sheriff and his officers went to Mr. Oliver’s house with the purpose of carrying the townsfolk to scatter. But the rioters began to hurtle rocks at them and they had no pick but to withdraw. And it was non until after midnight that the crowd dispersed and the town became quieter ( Bernard â€Å"Stamp Act Riot. 1765† ) . â€Å"Page # 4† Uprising in New York The most terrific public violences occurred in New York where Cadwallader Colden. the Governor. tried to implement the Stamp Act and in expectancy of the rebellion ordered to beef up Fort George and had its cannon pointed at the town. He expected the townsfolk to acquire intimidated and disperse. but by presenting such steps he merely farther infuriated them ( â€Å"The Stamp-Act Riot of 1765† ) . Colden was so ferocious that he was ready to fire on the townsfolk every bit shortly as they came closer to the gate of the garrison. But the Sons of Liberty got wind if his purpose and alternatively of ramping the garrison they sent a missive to Colden and warned him that they would hang him if he gave the order to fire on the townsfolk. Terrified. Colden had no pick but to hold back from any aggression against the rioters ( â€Å"The Stamp-Act Riot of 1765† ) . A few hours subsequently the Sons of Liberty demanded to manus over to them the boxes of casts that were kept in the garrison so that they could destruct them. Colden’s refusal to collaborate merely exasperated the townsfolk. who erected the gallows on the Broadway and. like in many other topographic points. hanged the Governor of New York in effigy ( â€Å"The Stamp-Act Riot of 1765† ) . After that they seized Colden’s elegant manager. which was a symbol of his pride and power and after dragging it around the town. made a balefire and burned it every bit good as the image and other belongings from his house. The Governor and other officers did non make bold to interfere as they feared that it would trip a general slaughter that none of them would last ( â€Å"The Stamp-Act Riot of 1765† ) . After holding burnt the image and the manager. the rabble headed for the beautiful house of the city manager of New York and destroyed it puting fire to his rich library and many cherished plants of art. However. all these Acts of the Apostless did non pacify the townspeople’s choler as they failed to acquire clasp of the casts. The rabble sent another missive to Colden in which they threatened to â€Å"Page # 5† storm Fort George and kill all of its residents if he did non give up the boxes of casts to them. The Governor eventually agreed to hold the casts transported to the City Hall and the rioters neer harassed him once more ( â€Å"The Stamp-Act Riot of 1765† ) . Moor. the new Governor of New York who arrived from England. at first besides believed that he could implement the Stamp Act and refused to accept any documents without the governmental casts on them. But he shortly realized the earnestness of the state of affairs and was forced to publically declare that he would non seek to implement the Stamp Act. All these grants were non adequate. though. and merchandisers and townsfolks were still angry and refused to purchase goods geting from England until the jurisprudence was repealed ( â€Å"The Stamp-Act Riot of 1765† ) . Although Colden tried difficult to put to death the Stamp Act. he received no support from London and subsequently was even badly reprimanded by English Government for holding failed to implement the jurisprudence ( Nesnay â€Å"The Stamp Act ) . The abrogation London’s reaction to the rebellion in the Colonies was calm. The Government could non direct the ground forces to America to penalize the settlers and assist British functionaries execute the Stamp Act because it had no money. By 1766. it became obvious that the jurisprudence had brought more problem than net income. British merchandisers complained that they were fring a batch of money because the settlers were boycotting their goods. Parliament began to recognize that take a firm standing on the executing of the act would take to serious effects. So. when the bulk of Members of Parliament in both Houses voted for the abrogation of the Stamp Act. George III granted his consent on March 18. 1766 and the jurisprudence was officially repealed. As a consequence of the Stamp Act rebellion. the Colonies were winning and London was defeated. However. larger jobs between England and America were non solved and ended subsequently in civil war ( Nesnay â€Å"The Stamp Act ) . WORKS CITED: 1. Bernard. Francis. â€Å"Stamp Act Riot. 1765. † Prologue to Revolution: Beginnings and Documents on the Stamp Act Crisis. 1764-1766. Ed. Edmund S. Morgan. 1987. 2. Elson. Henry William. History of the United States of America. New York: the MacMillan Company. 1904. 224-231. 15 June 2008 lt ; hypertext transfer protocol: //www. usahistory. info/American-Revolution/Stamp-Act. hypertext markup language gt ; 3. Nesnay. Mary. â€Å"The Stamp Act. † April 2004. 15 June 2008 lt ; hypertext transfer protocol: //www. marynesnay. com/STAMPACT. pdf gt ; 4. â€Å"The Stamp-Act Riot of 1765. † 15 June 2008 lt ; hypertext transfer protocol: //www. accessgenealogy. com/african/nyriots/stamp_act_riot. htm gt ;

Book Review Essay Example | Topics and Well Written Essays - 1250 words - 4

Book Review - Essay Example This paper describes the book, that focuses on how the parents should handle things that are needed for them to attend the needs of these children. The book also stresses that the parents above anyone else should be the first one to attend the needs of their children. They should also be the first one to know what is happening to their children. In this way, it would be assured that the children would be taken cared of and the children would have a bright future despite having problems concerning their healt. The book also teaches how to deal with this kind of scenario based on the findings of diagnosis. This thing would help them in terms of determining the rightful move in terms of accepting this kind of fate. It also teaches the parents to â€Å"grow with their children† in which by doing so they would develop a parent-child relationship like normal children in which the parents would know the needs of their children and the children with disorders would feel a sense of sec urity in everything they do because they can be assured of themselves. This book focuses more on how to deal with the disorder and a little touch with the definition of disorder. The remaining points of the book comprising developmental disability and what the future holds also points out important details regarding how mental disability has developed and how to treat this negative disorder in a positive way. In such cases, this thing would also help the people in terms of analyzing the extremes of the disorder.

Media and Government Assignment Example | Topics and Well Written Essays - 500 words

Media and Government - Assignment Example Theyre doing all the right things, but unfortunately the right things may not be good enough," Rahn said and "My advice to them at this point is to keep up the good work and then pray to the Mongolian Weather Gods to send cold fronts. That’s their best hope for clean air." Government has an authoritarian effect on the media because writer is telling all the details about the bad quality air and said this problem cannot be resolved but he still said government is doing their level best. Vivian states that the premise of authoritarian media systems is that â€Å"the government is infallible, which places its policies beyond questioning† (2011, p. 397). How is this attitude reflected in the Chinese article? In the Chinese article, writer tells all the facts about the bad air quality. He tells all the reasons and how this problem can be solved. His statement about government shows the authoritarian system that is â€Å"Theyre doing all the right things, but unfortunately the right things may not be good

Assignment Example | Topics and Well Written Essays - 500 words - 176

Assignment Example The archeologists further discovered how the city came into being; through a lava-tube cave. These caves and other physical features, according to the archaeologists, symbolized the gods and ancestors of Mesoamerica (Archive.archaeology.org n.p). Other than their religious significance, the features were also used as a focal point for settlement and other activities. The city expanded at a fast pace during the second century until the A.D 600. The city was later torched down around A.D 750 by invaders (Archive.today n.p). The archaeologists, from their findings, concluded that the city’s residents were multiethnic and worshipped a goddess. The discovery of the burial site was the breakthrough of 1999, which was after the discovery of various mass graves from 1982 to 1989. The 2003 excavation at the Teotihuacan led to the discovery of three burial sites believed to belong to elite individuals. In these burial sites, Maya artifacts were present. These Maya artifacts further linked the Mexican capital to the southeast Maya region (Archive.archaeology.org n.p). The remains of these elite individuals were found in cross-legged position and various Maya-style artifacts such as shells, obsidian and other ceremonial items. The discovery of Mayan artifacts confirmed the interaction between the Mayan and Teotihuacan communities. The use of Mayan artifacts by royalty suggests that the two communities influenced each other greatly. This discovery is vital in giving historians insight about the ruling of the city of Teotihuacan. The discoveries on the ancient city of Teotihuacan shed light on this ancient civilization. The presence of mass graves meant that the Teotihuacan community participated in sacrificial rituals (Asu.edu 2014). These sacrificial rituals were very vital to this community as they celebrated state power at the pyramid of the moon. The vastness and orderliness in design

motivation of the employee

motivation of the employee Chapter Two- Literature Review 2.1 Introduction At one time, employees were considered just another input into the production of goods and services. What perhaps changed this way of thinking about employees was the research, referred to as the Hawthorne studies, conducted by Elton Mayo from 1924 to 1932 (Dickson, 1973).This study found out that employees are not motivated solely by money but also their behaviour is linked to their attitudes (Dickson, 1973).The Hawthorne studies begun the human relations approach to management, whereby the needs and motivation of employees become the primary focus of managers (Bedein, 1993). Understanding employee motivation and its relationship with corporate culture and gender is the focus of this research. This chapter is divided into seven sections; section 2.1 introduces the main subjects of this dissertation and is followed by section 2.2 which discusses employee motivation in small medium companies. The next section which is section 2.3 looks at motivation and the various theories developed by researchers, then section 2.4 considers the role of the manager when it comes to employee motivation. The last two sections; section 2.5 examines corporate culture with section 2.6 on gender and how it is perceived. Finally a summary of the whole chapter is presented in section 2.7. This section will review the most relevant studies on employee motivation and in small medium companies. 2.2 Employee Motivation in Small Medium Companies Organizational scientists and practitioners have long been interested in employee motivation and commitment. This interest derives from the belief and evidence that there are benefits to having a motivated and committed workforce. The Hawthorne Studies A major revision of ‘needs theory came from the work undertaken in the United State of America in the 1920s and 1930s of the Hawthorne Works of the Western Electric Company. This gave rise to a new school of management thinking, which suggested that employees have social needs which are as important as economic needs; these studies concluded that social relationships were significant in the satisfaction of the human need for social contact. The major contribution of this work in understanding employee motivation at work has been to focus attention on the design of jobs and tasks in an effort to make them attractive (Mullins, 2007). Employee motivation could be seen as the internal strength that drives employee performance. This strength enables employees to carry out their duties as expected of them having a particular aim in mind. And in most cases, where this strength is lacking, employees sometimes perform poorly. However, certain factors like job features, individual variation and organisational practices may influence employee motivation to work. It depends on good system that reward effectively, because it is critical as a motivated employee will achieve a great deal (Clark, 2009). According to McConnell (2002) companies have to consider the following steps in order to keep their employees in the organisation: ïÆ'Ëœ The employees perception of the work environment directly relates to the job performance. ïÆ'Ëœ What employees think of their jobs and their employer when the environment is positive ïÆ'Ëœ Improvement of the environment generally improves employee performance. McMackin (2006) states that large corporations have more money, name recognition and benefits to attract the best employees in comparison with small medium companies. Regardless of the positive aspects of larger corporations, many employees leave in order to work for small businesses, since they are able to have faster career advancement. According to Gaebler Ventures (2006) research show ten different motivational factors that are important for increasing motivation both for managers as well as employees; they include promotion potential, interesting work, personal loyalty, tactful discipline, appreciation for work done, good working conditions, help with personal problems, high wages, feeling of being in on things and job security. Gerson (2003) on the other hand states that employees in small organisations may leave for better salaries and benefits. The decision to leave can be affected by feelings of unappreciation, work condition, cultural conflicts, lack of convenience, lack of advancement and lack of support. According to Moses (2005) the basis for employee motivation is divided into two categories; anticipation of reward for work well done, and fear of discipline for mistakes or works done poorly. Motivation techniques at most companies falls into one of these two categories. The ideal for a small-business owner is to motivate employees in a positive way, since employees develop loyalty and personal commitment when they are encouraged to perform well in order to advance and receive recognition and financial benefits. The most negative aspect of this method is the fact that the less hard working employees will be fired or downgraded. The method also lacks teamwork, includes employee backbiting and has no long-term motivation. Wiley (1997) states that the relationship between people and work have fascinated scientists for many years, both psychologists and behavioural scientist, but in both field concepts such as need, motive, goal, incentive and attitude occur more frequently rather than concepts of aptitude, ability and skill. Scientist investigates how personal, task and environmental characteristics influence behaviour and job performance concerning motivation. Motivation does not remain the same over the years, it changes due to personal, social and other factors and it also affects the behaviour of a person rather than end performance. In order to create an environment that fosters employee motivation it is important to explore the attitudes that employees have towards factors that motivate them. When a company know what motivates its employees they are better prepared to stimulate them to perform well. In order to know what motivates employees, organisations must have regular communication and ask employees what sparks and sustains their desire to work (Herzberg, 2003). Most managers assume that their employees have the same motivational drivers as them, but managers must abandon this assumption and focus on the recognition of individual drivers. Findings from a forty year survey demonstrate that employees are motivated by receiving feedback and recognition and those individuals at different levels of the organisation might have different motivational values (Wiley, 1997). Managers have to understand what motivate their employees in order to receive high performance at the organisation. 2.3 Motivation Motivation is the creation of stimuli, incentives, and working environments which enable people to perform to the best of their ability in pursuit of organisational success. It is commonly viewed as the magic drives that enable managers to get others to achieve their targets. Since the dawn of the twentieth century, there has been a shift at least in theory. Many management theorists have provided insights into motivation (Strickler, 2006). Abraham Maslows hierarchy of needs provides insights into personal behaviour patterns. Other influential research has been conducted by Frederick Herzberg, who looked at job satisfaction, Douglas McGregors X and Y theory, which suggest management styles that motivate and de-motivate employees etc. Underpinning Herzbergs theory was his attempt to bring more humanity and caring into the workplace. His theory was to explain how to manage people properly, and to motivate them for the good of all people at work. Many contemporary authors have come up with several definitions for the concept of motivation. Motivation has been defined as the psychological process that gives behaviour purpose and direction (Kreitner, 1995), an internal drives to satisfy an unfulfilled need (Higgins, 1994), and the will to achieve (Bedeian, 1993).For this dissertation, motivation is defined as the inner force that derive individual to accomplish personal and organisational goals (Mullins, 2007). Motivation can have an effect on the output of any company or organisation. Organisations and companies relies heavily on the efficiency of it production staff to make sure that products are manufactured in numbers that meet demand of customers. If these employees lack the motivation to produce and perform to the best of their ability and meet the demand of customers, then an organisation may face a problem which may lead to serious consequences. 2.3.1 Internal and External Motivation Motivation according to Kehr (2004) can be either internal or external, it can be viewed as push or pull determinants. Implicit motives are factors intrinsic to the activity and explicit motives arise from factors extrinsic to the activity. Intrinsic motivation is the key motivation component of employee empowerment and individuals are responsible for achieving their own career success. It is based on positively valued experiences that a person receives directly from their work tasks such as meaningfulness, competence, choice and progress. Bymes (2006) explain that external motivators depend on outside factors to push the individual to complete a task. Kehr (2004) adds that explicit motives are influenced by social demands and normative pressures. Extrinsic rewards are based on reward and punishments controlled by the organisation. Like Bymes (2006) individuals with external motivators are motivated by salary or wage packets. Internal on the other hand is associated with employees who want to be employed in a particular position by a firm whose organisational values and work requirements are closely linked with the individuals personal values and skills. Implicit and explicit motives relate to different aspects of the person, but both are important determinants of behaviour. According to Basset-Jones Lloyd (2005) motivators associated with intrinsic drivers outweigh motives linked to financial and inducement and observing others benefiting from recognition and extrinsic rewards. Like Locke Latham (2004) internal factors that drive motivation and external factors that act as inducements to action is the concept of motivation. Motivation can affect three aspects of work; direction, intensity and duration. Peoples skill, abilities and how and to what extent they utilise them are affected by motivation. According to Katz (2005) intrinsic factors are the main reason for a persons true commitment and motivation. Extrinsic factors like salary and working conditions are also important, but do not give the commitment and excitement that the employee needs. How a person views the assignment and how tasks, information, rewards and decision-making processes are organised are strongly linked to the personal activities. People become more motivated when they identify themselves within a group and contribute to performance as a group (Van Knippenberg, 2000).This relies on the work performed by Locke and the goal setting theory he developed. This goal is team performance and the individual feeling part of the group. The focus of Locke was on the goal but in order to reach the goal one must associate oneself with the group and task. Glen (2006) contend that the most important factor to rely on is feedback since it can help an employee improve his or her performance ; communication is also vital in the world today and can be beneficial to both the manager and employee . 2.3.2 Motivation Theories The traditional form of motivation stated that people could be driven by fear and therefore managers had to be tough. This approach made the employees do the bare minimum and only work while their manager was watching. Research on motivation and it impact on individuals and employees has been undertaken from the mid-twentieth century. Prominent among such researchers include; Maslow1954, Herzberg 1959, Adams 1962, Vroom 1964, Alderfer 1972, Locke 1981 and others. There is intense competition as a result of technological advancement, demographic changes, globalisation, which puts more pressure on organisations to deliver products and services with continuous improvement. The theories on motivation identify individual needs, their expectation and reaction to both internal as well as to the external environment. The various motivation theories are discussed below. Maslows Hierarchy of Needs A ground-breaking theory on the subject of motivation and needs of the human being was advanced by Abraham Maslow in 1954.He stated that there are some fundamental needs for the human being that can be arranged in a hierarchic way. He argued that individuals and for the purpose of this study, employees are motivated to satisfy a number of diverse needs. According to Maslow until the most vital needs are fulfilled, other needs have little effect on the employees behaviour. Once a need is satisfied, and therefore less essential, other needs emerge and become motivators of their behaviour (Porter et al, 2003). At the base of the hierarchy is the physiological needs; food, clothes etc.These are considered primary needs as employees concentrate on satisfying these needs before the others. Physiological needs according to Maslow are undeniably the most pressing of all needs. Once this need is fulfilled, the next level surfaces with the employee becoming anxious with the need for safety and security both at home and at the workplace. Likewise, once the safety need too is satisfied, the employee strives for a sense of membership or an affiliation and a feeling of approval by others. Once the employee finds his/her place in a group or team, the need and longing to be held in esteem, recognised and respect crops up. Maslow asserts that with all these needs satisfied, employees are then motivated by the desire to ‘self-actualise and accomplish whatever they identify as their utmost potential. (Ramlall, 2004) Herzbergs Two-Factor theory According to Herzberg an individuals relation and attitude towards work can determine success or failure. While Maslow looked at individual needs, Herzberg tried to find out how employees felt about their work and what really motivates them. In 1959 he created his two-factor theory by looking at the causes of job satisfaction and dissatisfaction in an effort to fully know what motivate people. He divided the needs into two categories; hygiene factors which relate to the needs that involve the framework of the task they performed and if these needs are not fulfilled there will be dissatisfaction on the part of employees. In essence if you want to motivate employees, concern should be given to the work itself (Ramlall, 2004). Herzbergs hygiene factors can be linked to Maslows hierarchy of needs and primarily the vital needs at the base of the hierarchy. The hygiene needs accommodate the need that arises from the physiological, safety and social or belongingness needs that do not make the employees satisfied in their job, but simply avoid dissatisfaction if fulfilled. In contrast motivator factors are those that allow for psychological growth and progress on the job. They are very much connected to the idea of self-actualisation regarding a challenge, to savour the satisfaction of achievement, and to be acknowledged as having done something meaningful (Basset- Jones and Lloyd, 2005). Herzberg further stated that certain characteristics are related to job satisfaction and others to job dissatisfaction. Intrinsic factors, such as achievement, advancement, recognition, responsibility are related to job satisfaction. Job dissatisfaction is a result of extrinsic factors; company policies, supervision, working condition etc. He assert that a job do not get satisfying by removing dissatisfying factors and therefore dissatisfaction is not the opposite of job satisfaction. In order to understand the employees motivation to work the attitudes of the particular employee has to be known (Herzberg, 2003). To Bassett-Jones Lloyd (2005) Herzberg was interested in the extremes where workers either felt good about work or bad, and this led to the development of extrinsic and intrinsic factors. The extrinsic factors are called hygiene or maintenance factors and are linked to job dissatisfaction. Intrinsic factors on the other hand lead to job satisfaction. The factors were labelled motivators to growth because they were associated with high level of job satisfaction. The two factors are of equal importance when explaining what motivates an employee. They explain Herzbergs suggestion of motivation as similar to ‘internal self-charging battery. For employees to become motivated the energy has to come from within. Herzberg however argues that motivation is based on growth needs; and is founded upon satisfaction born out of a sense of achievement, recognition for achievement, responsibility and personal growth. A review of Maslows and Herzbergs theory lead to further research and theories the first of which was developed in 1962 by Stacy Adams. Equity Theory This theory developed by Stacey Adams in 1962 suggests that since there is no absolute standard for fairness, and employees want to be treated fairly, they are likely to assess fairness by making comparison with others in similar situations. If they find out that they are not treated similarly they may lower their output, their quality of work or even leave the organisation for another where they are likely to be treated better. In essence it is not the real reward that motivate, but the perception of the reward in comparisons with others (Boxall and Purcell, 2007. While a simple theory, this theory according to Latham cannot cover every incident as some employees are far more receptive to perceptions of unfairness than others. It is therefore very important for managers to be conscious of what their employees perceive to be fair and just and also know that this will differ from one employee to the other (Latham, 2007). Vrooms Expectancy Theory Whereas Maslow and Herzberg looked at the connection between needs and the ensuing effort expanded to fulfil them, Vroom concentrated on effort, performance and outcomes. The fundamental concepts key to expectancy theory is that the anticipation of what will happen influences the employees choice of behaviour that is, expectations and valence. Vroom interpreted motivation as a process in which employees choose from a set of alternatives based upon the likely levels of expectation, and called the individuals perception of this instrumentality. Valence in his theory is the assessment of actual outcome of ones performance and together with instrumentality is very central in the expectancy theory (Ramlall, 2004; Mullins 2007). From this theorys viewpoint, an employee assigns a worth to an expectation, considers how much effort will be required, and works out the likelihood of success. If the perceived reward is sufficient for the effort required, the employee may make the effort. Expectancy in this theory is the prospect that they can carry out their duty in a way that leads to an optimistic result. For the employee the amount of effort he/she is eager to put in any performance of task is influenced by the expectation of the outcome of the effort (Mullins, 2007). If the employee works hard then he/she can expect a good work result hence a higher reward. High instrumentality for the employee comes from the notion that if he/she shows off good work result there will be adequate reward. Low instrumentality would then be that the employee feels that the result of the reward will not be independent on the particular work result. Vrooms VIE model is illustrated below. Writing in People Management Magazine, Lees (2008) believes that Vrooms theory give an insight into the research of employee motivation by shedding more lights on how individual goals sway individual performance. Vrooms expectancy theory has been criticised for attempting to envisage a choice or effort. However because no obvious pattern of the meaning of effort exist, the variable cannot be measured effectively. According to Latham (2007), the employee is assumed to deliberately weigh up the satisfaction or pain that he/she expects to attain or avoid and then a selection is made. The theory says nothing about intuitive motivation, something that Locke considered when he expanded Vrooms theory. Alderfers ERG Theory Unlike Maslows theory that refers to an individual who acts increasingly for his/her need satisfaction first, with the simplest one up to the most complex ones, Clayton Alderfers theory (1972) which extended Maslows theory asserts that this course of action is not essentially progressive. According to him, there are three significant categories of human needs: Existence (E) needs which ensures the sustainability and human endurance; food, Salary, shelter etc Relational needs (R) that is socialising need that refers to the relationship between an individual and the social setting and is satisfied by interpersonal relations. Fulfilling these needs depends on the association with others. Growth (G) needs which consists of a persons self respect through personal feature as well as the concept of self-actualisation present in Maslows hierarchy of needs.Alderfer believed that as you begin satisfying superior needs, they become powerful like the power you get, the more you want (Mullins 2007) . Although not fully tested, Ramlall (2004) and Strickler (2006) contend that the ERG theory seems to describe the dynamics of individual needs in an organisation rationally well and can help managers when it comes to motivating employees. To them it provides a less rigid account of employees needs than Maslows hierarchy. By and large, it comes closest to explaining why employees have certain needs at diverse times. Goal Setting Theory Edwin Locke extended Vrooms theory by developing his goal setting theory which takes into consideration the conscious motives that exist when organisations set goals to be met. According to Robbins (2003) Lockes goal setting theory states that specific and difficult goals lead to higher performance with the help of feedback. In addition to feedback, goal commitment, and adequate self -efficacy, task characteristics and national culture have been found to influence the goal performance relationship. Motivation comes from the goal an individual set up based on human needs, personal values, personality traits etc which are shaped through socialization and experience. The behaviour used to accomplish the goal depends on whether the goal is difficult or specific. The amount of effort an individual puts in reflects the level of satisfaction experienced which can lead to other actions (Porter et al, 2003). In order to reach the goals some conditions has to be present; such as feedback, goal commitment, ability etc. According to him, a goal is required in order to create motivation within the employees to perform better than before. He indicates that financial rewards can improve the sustainability of a persons dedication as well as behaviour. .Goal setting and management by objectives programs have grown in the past two decades and motivation has been organised in three categories; personality based view, cognitive decision and self regulation perspectives. The basic idea of Lockes goal setting theory is that employees goals are related to their motivation since their goals direct their thoughts and action. The cognitive decision predicts an individuals choices or decisions and finally the personality-based perspective emphasize personal characteristics as they affect goal choice and striving (Locke and Latham, 2004). The personality-based category does not predict motivation, but it can provide understanding of what motivates individuals. The above theories are part of the broad field of human motivation study and they all have implications for individuals different workplace behaviour. They can also be applied to a variety of management practices aimed at motivating employees. However these researches were carried out in Western Europe and in America decades ago. Can the findings of this research be applied in Ghana which is in a different setting? Will similar research in Ghana yield the same result? T o better understand employee motivation, it is important to know the role of managers who are facilitators of employee motivation. 2.4 Motivating Employees: The Role of the Manager Leadership literature states that motivation is influenced by the nature of the relationship between the leader and employees. Managers according Bymes (2006) needs to hire the right person that is most suitable for a certain job, value its employees and support them in making contributions to the organisations and always try to create a motivated workforce. Motivated employees do not only create a good working environment, they also make noteworthy contributions to the organisations. Good managers make their employees fell like business partners and use empowerment in order to make the workplace and the surrounding environment into a place where employees feel good as well as creating a work wherefrom employees feel good inside (Bassett-Jones Lloyd,2005). Motivation therefore is about cultivating your human capital. The human challenges lies not in the work itself, but in you, the person who creates and manage the work environment. As indicated by Garg Rastogi (2006) in todays competitive environment feedback is essential for organizations to give and receive from employees and the more knowledge the employee learn, the more he or she will be motivated to perform and meet the global challenges of the market place. By involving the employee at work and providing challenging tasks it might increase the intrinsic motivation which transforms potential into creative ideas and this will factor fair and constructive judgement of ideas and sharing of informations.Leaders have an important part in the organisation because they act as the force that motivates the performance of the employees (Katz,2005). Leaders are there to motivate people to follow the designed work and by doing so enhance performance. Although employees look to different elements of their organisation to satisfy different drivers, they expect their managers to do their best to address their needs and concerns. Organisations has to recognize the resources, both human and technological that are available within the organisation and conduct training programs that will contribute to the productivity and the levels of motivation at individual or group levels. Motivating employees begins that to do their best work, people must be in an environment that meet their most basic emotional drives to bond and understand. The drive to bond is best met by a culture that promotes collaboration and openness (Nohira et al, 2008). Motivating employees is vital if employers are to achieve maximum performance and productivity. Contemporary theories on motivation centres more specifically on the relation of beliefs, values, goals with action. Motivation in contrast functions as an engine for inner human growth by providing attractive and demanding task. Motivation theories developed in the western world with their orientation on self-satisfaction and instrumentalism have mainly emphasized on rewarding those individuals who succeed. These theories did not take into consideration the terrain in Africa and also individuals who are highly motivated but incapable of accomplishing. This has produced in some part of Africa and also in Ghana situations where managers are not able to answer the needs of every employee. Studies indicate that employees in the western world draw their motivation from self satisfaction but the same cannot be said of their counterparts in Africa and most especially in Ghana. What do they derive their motivation from? Does the companys corporate culture have any bearing on how they are motivated? Is there a relationship between the companys corporate culture and motivation? The next section will look at motivation and corporate culture. 2.5 Motivation and Corporate culture Corporate culture draws its roots from various sources. This include national and regional cultures, (Hofstede, 1991) the vision and management style (Schein, 1985) and the nature of the business and the environment it operates in and the organisational field where it operates (Gordon, 1991). For this study the relevant cultural roots comes from Ghana. Individuals, especially qualified ones, have more choices with regards to potential jobs offers. How companies motivate place a vital role in attracting employee and competing well todays competitive market. To create a culture that fosters individual motivation is not easy because it takes time to figure out the factors that motivate each employee. It is even more important nowadays as more individuals draw their interest from other things beside money. To understand the importance of corporate culture in this dissertation it is important to first define what culture is. Schein (2004) defines culture as consisting of rules, procedures and processes that govern how things are done, as well as the philosophy that guides the attitudes of senior management towards staff and customers. Referring in his work to the people of a nation Hofstede also defines culture as ‘the collective programming of the mind which distinguishes one group or category of people from another. This endorses the issue that corporate culture is a unique aspect of an organisation, even though it is difficult to manage. According to Schein an organisations culture develops to help cope with its environment. He characterizes culture as consisting of three levels: ïÆ'Ëœ Artefacts which are the most observable level of culture yet are hard to understand. ïÆ'Ëœ Espoused Values; which underlie and to a large extent determine behaviour, but they are not directly observable as behaviours are. There may be a difference between stated and operating values. People will attribute their behaviour to stated value. ïÆ'Ëœ Basic assumptions and Values: the core or essence of culture is represented by the basic underlying assumptions and values, which are difficult to discern because they exist at a largely unconscious level. Yet they provide the key to understand why things happen the way they do. 2.5.1 National culture National culture milieu influences the outlook of an organisations stakeholders. Hofstede proved this with work on IMB employees in 43 countries and how attitude to work and behaviour of employees towards authority differ from one location to the other. In his study he identified five dimensions of culture and demonstrated that there are national and regional cultural groupings that affect the behaviour and activities of organisations. The first dimension is power distance and refers to the degree to which people accept inequality amongst institutions and organisations. The second dimension, uncertainty avoidance measures the degree to which people are willing to accept change and work in uncertain circumstances. Therefore the higher the degree of uncertainty avoidance the more structured people likes things to be (Steers et al, 1993). Individualism which is the third dimension refers to the degree to which people see themselves as being part of a group or as individuals. His fourth culture dimension, masculinity versus femininity refers to the conventional values placed on male such as assertive

And Then There Were None Essay -- essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  And Then There Were None, written by Agatha Christie is a thrilling tale of ten people invited to a remote island by an unseen figure who never appears throughout the story. All those who were invited have pasts that they are hiding and many things to fear. The guests are cast upon Indian Island, an island off the coast of England around the 1930s. Strangers to each other, slowly they reveal their shameful pasts. Coincidently, the name which they were invited by, Mr. U. N. Owen sounds similar to that of the word â€Å"unknown.† Among the characters is a Mr. Wargrave, a recently retired judge, who is intelligent, cold, and commanding. He takes leadership on the island after the killings begin. Wargrave is the first to insist publicly that they are dealing with a homicidal maniac, and the first to acknowledge that the killer must be part of their group. Vera Claythorne is witty and believes she was hired as a secretary to Mrs. Owen. Philip Lombard, a mysteri ous man, served as a soldier in Africa and often carries a gun with him. Among the other characters are William Blore, an ex-detective, and Dr. Armstrong who thinks he has been hired to look after the wife of the island’s owner. Emily Brent, General Macarthur, Tony Marston think they have been invited for a visit with old friends. And Then There Were None examines justice, but it bends the manifestation by making the victims of murder, people who committed murder themselves. It expresses the theme of what the burden of one’s own guilty conscience can lead that person to perform.   Ã‚  Ã‚  Ã‚  Ã‚  Upon arriving on the island, they are greeted by Mr. and Mrs. Rodgers who were hired as the butler and housekeeper. That evening after dinner they hear a recorded voice accusing each of them of a specific murder committed in the past and never uncovered. Talking about the accusations, they realize none of them actually have ever met or know â€Å"Mr. U.N. Owen.† As they ponder this mysterious matter, Tony Marston chokes on poisoned whiskey and dies. Vera Claythorne observes similarities between the death of Marston and the first verse of a nursery rhyme, â€Å"Ten Little Indians,† that hangs in each bedroom. The next morning the guests find that Mrs. Rogers apparently died in her sleep. The guests hope to leave that morning, but the boat that regularly delivers supplies to the island do... ...gives the book a wonderful plot and ending. The book addresses the idea that only the dead are above suspicion. A baffling mystery, And Then There Were None can be enjoyed by even the most immature [of people]. â€Å"Ten Little Indians† Ten little Indian boys went out to dine; One choked his little self and then there were nine. Nine little Indian boys sat up very late; One overslept himself and then there were eight. Eight little Indian boys traveling in Devon; One said he'd stay there and then there were seven. Seven little Indian boys chopping up sticks; One chopped himself in halves and then there were six Six little Indian boys playing with a hive; A bumblebee stung one and then there were five. Five little Indian boys going in for law; One got in Chancery and then there were four. Four little Indian boys going out to sea; A red herring swallowed one and then there were three. Three little Indian boys walking in the zoo; A big bear hugged one of them and then there were two. Two little Indian boys sitting in the sun; One got frizzled up and then there was one. One little Indian boy left all alone; He went and hanged himself... And then there were none

Preferred Education Background for an Accountant

An accountant can be defined as any person who carries out accounting task like preparation and presentation of financial reports to the policy makers so that they can make sound decisions, which will enable the organization to achieve its goals. The scope of the accounting work depends entirely on the size of the organization and the individual’s specialization. It is in this interest therefore this paper is written. The qualification of an accountant varies from one country to another and individual’s specialization but basically it involves some education background and certification by a recognized body Accounting involves many financial calculations like balancing of sheets and therefore it is inevitable for people who are planning to take a career in accounting to be good and to have interest in mathematics, be analytical to compare and interpret fingers easily. Still to be noted here is the importance of good written and spoken English. Preparation, analysis and presentation of financial reports require one to be good in both written and spoken English. Accountants should be able to clearly communicate their ideas and to air their views clearly to the managers and clients. Another important thing in accounting is the general knowledge in law like the business law as well as good understanding and interpretation of business terminologies. This comes in hardy when an individual is involved in tendering or taking contracts on behalf of the organization. Technology is another requirement, which cannot go unmentioned because of its importance in accounting. Accountants should be very familiar with business systems and office automation systems such as the accounting computer packages. Based on the above discussion, accountant as a career requires a minimum of Bachelors degree in business studies or any other field where the above mentioned areas are taught like statistics. Many companies in the modern society need accountants with Masters Degrees in business administration with specialization in accounting. The state requires all accountants to be certified for them to be recognized. The certified public accountant certificate CPA is issued by the state through the state board of accountancy. Some states in America require accountants to be university graduates while others demand some working experience in the field of accounting. The later seems to have been adopted by many states together with the corresponding curriculum changes and therefore it is important to scrutinize the requirements of the sate in which they are planning to register with. Citification involves four sections of CPA examination in all the states which is set and marked by the American institute of certified public accountants. Passing examination in the four sections is important for one to be certified. Although it is not necessary to pass all the four sections exam at once, many states puts a limit of two exams compounded by considerable experience for them to give you credit. It is important to understand that one cannot proceed to the next section before passing the previous sections. In conclusion therefore, accounting is a dynamic and noble career which requires determined people to succeed. It was pointed out that accounting requires individuals of high integrity, high amplitude in mathematics, good written and spoken English and analytical people. It was also discussed that the minimum qualification is a Bachelors degree in business studies or any other relevant courses. Certification is inevitable and involves passing four exams in the four sections.

Declaration of Independence

Perhaps there is no other man in our history who has stressed the importance of the Declaration of Independence to our society except the former US President Abraham Lincoln. In his Gettysburg Address of 1863 he explained, â€Å"Four score and seven years ago our fathers brought forth on this continent, a new nation, conceived in liberty, and dedicated to the proposition that all men are created equal. † Thomas Jefferson between June 11 and June 28, 1776 drafted the Declaration of Independence declaring that the union with Great Britain should be dissolved. It was finally adopted on July 4, 1776. After years of colonial rule, the Thirteen Colonies declared that they were independent of the Kingdom of Great Britain. It is considered as a manifestation of our country’s yearning for freedom and our country’s most cherished symbol of liberty. The Declaration of Independence is divided into five parts: a) Introduction; b) Preamble; c) Indictment of George III, d) the Denunciation of the British People and e) the Conclusion. (â€Å"The United States Declaration of Independence†) The Introductory part basically declares that the Laws of Nature have given each and everyone of us the power to assume political independence. What is important however is that the basis for such independence must be reasonable. The Preambles declares that all men are created equal. In view of this equality, the government has no authority to violate the rights and dignity of every man. In case this happens, then revolution for violation of human rights becomes justified. The Indictment enumerates the countless violations and transgressions of human rights committed by the British Government against the Americans. The Denunciation declares that the American people have constantly pleaded for justice and magnanimity of the British government. No action however, was extended. As a result, revolution and declaration of independence is justified. II. The United States Constitution The Articles of Confederation was once the supreme law of the land for the United States Government. It was submitted for ratification on November 17, 1977 and was finally ratified on March 1, 1781. The Articles of Confederation was created during the American Revolutionary War. During those times, the different states were more concerned with the over-concentration of power in the national government and the possible abuse that may result. It is because of this reason that less authority was given to the national government. Further, the Articles of Confederation was considered very weak. Among its weaknesses are: a) the Congress could only request the states to pay taxes instead of levying taxes; b) there was no system of federal courts; c) the powers of the president are weak being limited to presiding over the sessions of Congress; d) there was no system of controlling trade between and among states. (Greg D. Feldmeth, 1998) In view however of the dissatisfaction by the people on some of the provisions of the Articles of Confederation, the Constitutional Convention was created for the purpose of proposing amendments to the Articles of Confederation. The members of the Constitutional Convention prepared the draft of the United States Constitution in Pennsylvania. It was then adopted in 1787 and took effect in 1789. Among the members of the Constitutional Convention who helped in preparing the draft are James Madison, George Washington and Benjamin Franklin. If the Declaration of Independence was written for the purpose of declaring our liberty, the United States Constitution was ratified for the purpose of establishing the government of the United States. It sought to inform the people of the extent of the powers of the government while at the same time limiting these governmental powers. It also sought to establish a formal structure of government by dividing the powers of government into three: the power to make the law; the power to execute the law and the power to interpret the law. These three main powers of government were divided into three branches: a) the executive branch; b) the legislative branch and the judicial branch.

Free Essays on Communication Results

Group Analysis Paper For the past eight weeks I have worked closely with a group of five other people with the sole intent of being able to experience what it was like working in a group and being able to analyze the work being done and how it was accomplished. For the most part I would like to say that it was a positive experience, but at the same time it was a very difficult thing to accomplish. I would like to start by discussing the different personality types within the group. The group was made up of six people and out of the six, five were SJs (Kelly, Kristin, Nakun, Nat, and Rafae) and only one was a NF (Corinne). The SJs very much followed the â€Å"Guardian† example by assigning tasks and having them completed and done on time. While in the meantime, the NF/ â€Å"Idealist† was great for coming up with ideas, but very poor on implementing and completing the things that needed to be done. This made things very frustrating and hard to deal with especially when it was time to complete our project and everything needed to be in. Corinne was still coming up with ideas for our project in the seventh week of it. We finally had to tell her that the ideas were great but there was no time to expand the project further and we needed to work on just what we had because of the time limit. Many of the tasks assigned to Corinne were not completed until we forced her to complete them. A lot of her responsibilities were taken over by other group members because of her lack of completion. This was very frustrating to the group because it was putting us behind schedule. She kept telling us that the marketing things were â€Å"in her head,† but she would never show us anything written or completed. Finally, we figured out that anything she said we should write down and do it ourselves. I found it simply amazing that we each lived up to our personality types and how the group benefited from taking what we knew and developed our s... Free Essays on Communication Results Free Essays on Communication Results Group Analysis Paper For the past eight weeks I have worked closely with a group of five other people with the sole intent of being able to experience what it was like working in a group and being able to analyze the work being done and how it was accomplished. For the most part I would like to say that it was a positive experience, but at the same time it was a very difficult thing to accomplish. I would like to start by discussing the different personality types within the group. The group was made up of six people and out of the six, five were SJs (Kelly, Kristin, Nakun, Nat, and Rafae) and only one was a NF (Corinne). The SJs very much followed the â€Å"Guardian† example by assigning tasks and having them completed and done on time. While in the meantime, the NF/ â€Å"Idealist† was great for coming up with ideas, but very poor on implementing and completing the things that needed to be done. This made things very frustrating and hard to deal with especially when it was time to complete our project and everything needed to be in. Corinne was still coming up with ideas for our project in the seventh week of it. We finally had to tell her that the ideas were great but there was no time to expand the project further and we needed to work on just what we had because of the time limit. Many of the tasks assigned to Corinne were not completed until we forced her to complete them. A lot of her responsibilities were taken over by other group members because of her lack of completion. This was very frustrating to the group because it was putting us behind schedule. She kept telling us that the marketing things were â€Å"in her head,† but she would never show us anything written or completed. Finally, we figured out that anything she said we should write down and do it ourselves. I found it simply amazing that we each lived up to our personality types and how the group benefited from taking what we knew and developed our s...

Environmental Sustainability Essay Example | Topics and Well Written Essays - 1500 words

Environmental Sustainability - Essay Example Additionally, moving science, research, educational and training precedence is an opportunity to support policy implementation of a green economy. New knowledge is essential for government policy makers, workers, professionals and the community. Another opportunity for policy implementation is the resource and land rights that preserve the interests of those with informal rights. The reason is that most governments favor mighty actors who are in a position to claim rights, and underline practical efficiency of resources allotment, ignoring other people who have special dependence on the resource in question. This is particularly decisive for guaranteeing rights to water and traditional lands (Harris, 2003, p 12). Creation of enabling situation for behavior and psychological change offers an opportunity for policy implementation. This entails framing environmental sustainability as a social objective, reducing choices towards greener methodologies, as well as, creating information to match with stakeholder approaches to learning. Finally, easing business to completely incorporate sustainability and equity concerns is another opportunity for implementing policy for sustainable development. This arises through provision of information and synchronizing research on latent opportunities, particularly to embrace the best available technologies and meet principles that enable technology access. Easing business also involves trade barrier reduction where possible, offering finances and public private partnerships that carve up perils and cover upfront overheads, as well as, enhancing accountability. However, some of the noteworthy constraints include local community attitudes and reluctance to accept some policies aimed at environmental sustainability. Conflicts may arise in relation to implementation of sustainable development in a

FMLA and Its Impacts on Organization Term Paper

FMLA and Its Impacts on Organization - Term Paper Example The law does give the employee time off but the time given is not paid by his or her organization. The passing of the law has since covered the time which uses to be given to pregnant mothers before. Conversely, some employers have not been happy with the law since they see that they are losing some part of the working force in the company. Employers conclude that the law collides with other unforeseen happenings to employees which might need time off when they are sick. They have also realized that the law is not in line with working schedule of the firm, in addition the firm has had to increase the financial status of their companies so as to train or recruit the best human resource to deal with issues of FMLA (Bovee, 2001). Paid Sick Leave and its Impact on the Organization Paid sick leave is the compensation to an employee by an organization when they take time off to be with their family when either he or she is sick or one of the family members is sick. Paid sick leave is not p assed as a law like the FMLA, it has gained value since consideration by organization because it seen to be related to the economic growth of the country (Earle and Heymann, 2006). In addition, it is also a pillar to the human rights of an employee since the organization values the health of an employee. ... Impacts on the economy could be due to the health condition of the worker which could contribute to a smaller number of forces working in a firm or sick working force. For example, the workers in the USA had to work when they were sick, which made their health condition and the health of others worse due to a combination of the work force who were sick and the ones who were not sick; this increased the spread of the H1N1 virus among employees. The impact on the economy was that sick workers contributed to low productivity (Watkins, 2011). The impact of using the Family and Medical Leave (FMLA) The law has positive impacts on the organization if employers are informed early. The organization will have time to plan well on how it will do with the small number or without the number of some employees who have taken the FMLA leave. The advance notice has also seen to help the firms know the number of the employees who are to go for FMLA hence will give them time to balance the financial s tatus of the company due to the low productivity they would have to incur when the workers go for leave. The issues of the workers not giving enough information about the conditions would be solved. This is because, an individual who has to apply for FMLA has to present all the information to the firm about the need for FMLA leave, for example, the time of needed and the reason for taking leave, from there the organization will consider the case (Silverman, 2010). The impact of advance Notice of FMLA leave According to Hayes & Ninemeier (2009) the FMLA leave regulations binds the employer to give information to the employees 30 days before leave is granted and the workers are also warranted to give information about the day they would like