HSBC Bank Middle East Motivation Models and Workers Performance

Introduction The driving force behind any employee’s increased performance is enthusiasm. Essentially, motivation is the ability to enable employees achieves the desired goal. Therefore, managers have a responsibility of finding the explanations that inspires their personnel to increase their productivity (Andrews and Rose 241).Advertising We will write a custom report sample on HSBC Bank Middle East Motivation Models and Workers Performance specifically for you for only $16.05 $11/page Learn More Studies indicate a correlation that exist enthusiasm and employees’ increased efficiency. In other words, factors that negatively affect motivation of employees in the workplace have also been found to have detrimental impacts on the employees’ productivity. Essentially, enthusiasm at the workplace plays a significant role in influencing individual output since it affects the physical and intellectual potentials of the personnel. Moreover, the maintenance of workers’ motivation enhances the ability of employees to perform the physical and mental responsibilities to the optimal levels. Management relating factors such as compensation system of the organisation, management structure, leadership style as well as other related work processes increases motivation on the employees. The way these factors affect the employees’ productivity remains critical to the attainment of the goals of an organisation. Therefore, understanding the relationship between the motivating factors and the productivity of employees as well as the way related variables affect this relationship is significant to the organisations’ success. As a result, diverse observations have been developed to find out what motivates human resources in the workplace. The paper tends to examine how organisations utilise various motivational models to increases job satisfaction and performance. In particular, the paper tends to evaluate how HSB C bank Middle East is applying motivational theories to motivate its workers in order to attain increased productivity and desired performance. In fact, various factors affect motivation of workers within an organisation. The factors can be understood through the application of various motivational models. Essentially, the report provides an analysis of how various motivation models has been applied by HSBC bank Middle East to achieve the desired workers job satisfaction, increased productivity and performance within the workplace. Besides, the paper hypothesise that HSBC bank Middle East is utilising various motivational theories to achieve the desired workers job satisfaction, increased productivity and performance within the workforce.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Literature Review As indicated, appreciation forms the deepest principle of human nature. In essence, rec ognising the efforts of employees, the provision of succession prospects to the personnel and enhancing job commitment and dedication among employees are ways through which employees can be motivated. Further, the depths of individual human beings as well as their devotion to deliver tremendous output in the operation of an organisation contribute immensely in the competitive ability of the firm (Andrews and Rose 241). In fact, the performance levels of personnel play very significant roles in increasing the firm’s competitive advantage. Several factors affect employees’ job performance. For instance, motivation is considered to influence employee performance. Firms often apply different concepts and models to explain the methods of motivation to increase the employees’ performance. In fact, employees are highly motivated when their interests are taken into consideration. In essence, the driving force behind any employee’s performance is enthusiasm. There fore, any organisation must adopt practices that inspire personnel to increase their productivity. Various organisation models of motivation are explained through a range of suppositions including the process theories of motivation, expectancy and equity theories, human needs and goal setting. Organisations can use the combination of these theories to establish models of motivation. Motivational models Content theories of motivation or the theories of human needs Essentially, the content theories tend to examine the human factors that are likely to motivate employees. Factors such as the human instincts, satisfaction and job characteristics are identified by the theories. Generally, the theory of human needs centers on the workers’ emotional desires. Maslows’ hierarchy of needs, management assumption or the (Theory X and Theory Y), Alderfers’s ERG theory, McClelland’s needs theory and Herzberg’s two-factor theory advance content or theories of huma n needs. Maslow’s hierarchy of needs Abraham Maslow put forward the theory centering on the workers’ emotional needs. As a result, there are five levels of needs required by the employees in order to fulfill their wants (Locke 37). The idea proposed a hierarchy of needs varying from essential and physiological needs such as hunger, to the elevated ranked ones including self–esteem as well as self-actualisation. In fact, the recognition of such needs by employers leads to improved outcomes. The benefits offered by the organisation provide essential as well as other needs of the employees. Most importantly, working in the organisation enables employees to achieve self-actualisation. In fact, self-actualisation is attained in various ways within an organisation including the ability to set personal goals and ways through which they can be achieved. The organisation must establish a set of programs that value workers together with their efforts.Advertising We w ill write a custom report sample on HSBC Bank Middle East Motivation Models and Workers Performance specifically for you for only $16.05 $11/page Learn More Herzberg’s two-factor theory Herzberg presented two levels of needs that should be met in order to be satisfied. Herzberg categorised human needs into two factors that include hygiene needs and the motivators. The hygiene needs are the basic needs that have to be met by the organisation to increase workers satisfaction and motivation. On the other hand, motivators are set of needs that are needed to be met in order to increase the employees’ satisfaction. According to Herzberg, the hygiene needs are the dissatisfying or extrinsic factors that should be taken into greater consideration by the organisation in order to satisfy the workers. The extrinsic factors directly relate to motivation and job satisfaction. The extrinsic or dissatisfying factors include administrative policies, supervisio n, working conditions, interpersonal relations salary, status, job security and personal life. Conversely, satisfying or intrinsic factors enhances individual fulfillment. Satisfying or intrinsic factors include achievements, recognition, work processes, responsibility, advancements and growth. Alderfers’s ERG theory ERG motivation theory as advanced by Clayton Alderfer is a simplification of the Maslow’s theory of motivation into three wide-ranging classes. The classes of needs include the existence needs, relatedness needs and growth needs. The existence needs are those wants that are necessary for the existence of the individual. The existence needs ranges from psychological to needs required for physical purposes. The relatedness needs are the aspirations that workers require to sustain important interpersonal interactions. The growth needs are the requirements for individual growth and development. McClelland’s needs theory The theory of acquired needs as a dvanced by McClelland asserts that the desires of an individual determine their motivating factors. In other words, employees are motivated differently depending on their needs. According to the theory, employees whose aims are high should be assigned challenging tasks with attainable objectives. Such employees are also supposed to be rewarded for the performance of hard tasks. In support of the changes in the management of employees in the firm, the theory suggests that employees with good relation abilities are high performers in an environment that encourage cooperation. Process theories of motivation Apart from content motivational models or theories of human needs, process theories of motivation look into the processes that influence the employees’ motivation. The processes theories classify internal factors and cognition that influence an individual towards attaining the desired outcome. Process theories have been advanced by Adams equity theory, Vroom’s expectan cy theory and the theory of goal setting.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Vroom’s expectancy theory The expectancy theory as advanced by Vroom asserts that a person become motivated when personal preferences are met. In fact, Vroom asserts that that the expectations of an individual are arranged in order of preferences. The perceived expectation with higher value or outcome should be met in order to enhance personal commitment and productivity. In other words, an employee motivation is determined by personal perception and preference. The theory argues that individuals have diverse personal preferences for various outcomes. Individuals place value on the desired outcome or rewards. Personal preference is the emphasis of receiving the reward. The major weakness of the theory is that the value attached to a goal or reward is subjective since it varies with an individual. Locke’s goal-setting theory Goal setting theory as advanced by Edwin Locke argues that clear goals and appropriate feedback is a powerful motivating factor foe the employees. In other words, the theory is about setting clear goals and the manner in which the goals can help create task and strategies in order to attain the outcome. The model argues that the attainment of the objectives of assigned tasks depends largely on the task performance. According to the model, employees will always pursue challenging and specific tasks with clear feedback. In essence, the set goals define individual employees’ efforts required to perform the given task (Locke 37). The model works well in an environment where employees set their own goals and ways through which such objectives can be attained. Allowing employees to perform own job evaluation also indicate the application of the model. Further, the employees are left to suggest the best ways they can achieve their own objectives. Through the practice, employees are encouraged to be their own leaders and in effect motivate them towards attaining individual as well as the firm’s goals. Other elements of m otivation Even though various models have been advanced to explain how workers can be motivated to achieve the expected outcome through rewards, other factors including monetary and non-monetary also contributes towards enhancing motivation and improved performance. Besides, various models argue that reward systems and methods are critical in determining the workers performance. However, direct compensation in terms of monetary rewards is a significant motivating factor. Compensation system of the firm should be geared towards enhancing the employees’ performance. Forms of monetary compensation such as commissions, piece rate and overtime contribute hugely towards enhancing the workers performance. In other words, the importance of monetary rewards cannot be undermined. Monetary rewards help employees meet the basic and desired needs. Essentially, monetary rewards can be used to induce employees in order to continue working for the organisation. Conversely, non-monetary rewar ds are also applied by organisations to motivate workers towards attaining the desired goal. Non-monetary rewards such as empowerment, teamwork and participation have been found to have greater influence on the employees’ outcome. Empowerment involves allowing workers a greater autonomy on their work processes. In other words, workers should be allowed to have greater freedom and power to control their own working processes. Team working is organising the workers into groups, setting goals and providing rewards for attaining the set goals or targets. Participation involves allowing employees to participate in organisational decision-making process. The non-monetary rewards in employees’ motivation are in line with the Mayo’s theory of human relations. Human relations concept stresses on the importance of society’s requirements to employees’ motivation. In other words, the theory argues that the personnel are not only inspired by the remunerations b ut also by social needs during the execution of responsibilities. The concept concentrates on the bosses’ role of recognising employees as people with valuable views as well as their pleasure in relations with one another (Beck 208). In addition, managers are supposed to put more consideration on employees’ social needs. In reality, employees should be given opportunity to provide suggestions on how they can achieve the objectives of the assigned tasks. The allusion that employees are allowed to set own goals and targets as well as the firm’s responsibility helps workers achieve own set of goals. Further, in a firm, the management teams are supposed to inspire and empower the employees towards the attainment of the set objectives. Analysis The effectiveness of the firm’s motivating practices can be assessed by the conduct and the views of the employees. The employees’ motivating practices enable firms to attain the set objectives. Additionally, the provision of incentives by the firm attracts as well as retains highly skilled and talented employees. Organisations should continue using motivating practices to attract talented employees and enhance their performance. Moreover, the firms should enhance teamwork approach to challenging tasks in order to motivate employees. Embracing teamwork and increased involvement of managers in looking after the interests of workers greatly boost trust and interpersonal skills among the personnel (Beck 208). Concerning the development of trust and interpersonal skills among employees, the organisation should ensure affirmative fairness. In essence, the leader should communicate evaluation standards as well as assessment points to the workforce for fairness and trust among employees. Finally, the firm’s human resources manager should embrace diversity in workplace in order to enhance the motivational effectiveness. The changes that normally occur in the management of employees can be ex plained by Maslow and Herzberg theories of motivation. Abraham Maslow and Frederick Herzberg put forward the theory centering on the workers’ emotional needs. As a result, Maslow introduced five levels of needs required by the employees to have their job complete. The idea proposed a hierarchy of needs varying from essential, physiological such as hunger, to the elevated ranked ones such as the needs of self–esteem as well as those of self-actualisation. Recognition of such needs by employers leads to improved outcomes. In fact, organisations such as HSBC bank Middle East management of employees can be evaluated through the application of the theories. Essentially, whether HSBC bank Middle East has met the needs of the employees can be evaluated from the employees’ perspective. However, HSBC bank Middle East has achieved the prospect of maintaining the employees and increased productivity in the recent past. Just like the other motivation theories, Maslowâ€℠¢s theory is equally vital in explaining the trust the HSBC bank Middle East has build on its employees as well as in rewarding system. Identifying employees’ individual places in the ladder of needs ensures the creation of terms that make it possible for the employees to acquire such needs through their endeavors (Andrews and Rose 291). The firm’s management achieves this through identifying that not all employees move up the hierarchy at the same rate. As a result, the firm is able to offer different set of pay from worker to worker. Assigning power to the workers in making their decisions plays a significant role in developing a sense of trust among them and the company. Maslow’s theory is equally critical in the understanding of the workers needs, which is vital in building trust between the organisation and employees as well as in developing the compensation system. Essentially, identifying employees’ individual places in the ladder of needs enables the organisation to create terms that make it possible for the employees to acquire such needs through their endeavors (Beck 208). In fact, the understanding of the individual employees’ places in the hierarchy of needs enables the management to create motivating terms and increases satisfaction within the workplace. While ensuring that the needs of employees are met, the management should recognise the fact that not all employees can achieve the same needs at the same time. In other words, the organisation should take into consideration each individual employees needs. Motivation-hygiene theory can also be applied to better understand the changes in the employees’ impetus and attitude at HSBC bank Middle East. However, unlike Maslow’s hierarchy of needs, the motivation-hygiene theory advanced by Fredrick Herzberg categorises the needs of employees into two major factors that either increases the workers fulfillment or causes redundancy. As indicated, motivation -hygiene theory as advanced by Fredrick Herzberg tends to determine factors that contribute to the fulfillment and frustrations of employees within the workplace (Andrews and Rose 291). Before, organisation such as HSBC bank Middle East pursued human resources management policies that ensured adherence to the firm’s strategies, close supervision, tense relationships between workers and their seniors, tight controls in work processes, low remunerations or compensations based on output as well as poor relations with other workers. However, new changes were implementation that encouraged participatory management in which the firm managed its workforce. In fact, the management considered factors such as the employees’ pursuit for individual achievements, recognition of the workers achievements, employees’ responsibility as well as individual advancement and growth. Essentially, the firm implemented the motivation-hygiene theory as suggested by Fredrick Herzberg. In addition, HSBC bank Middle East also brought changes that were supported by McClelland’s acquired needs theory. In fact, the firm encouraged employees with high aims. Moreover, HSBC bank Middle East recognised employees with increased need for affiliation. Besides, the firm provided top leadership positions to the employees who sought such positions. All these policies are in accordance with the theory of acquired needs as suggested by McClelland. The theory of acquired needs assert that the desires of an individual determine their motivating factors. In other words, employees are motivated differently depending on their needs (Andrews and Rose 291). According to the theory, employees whose aims are high should be assigned challenging tasks with attainable objectives. Such employees are also supposed to be rewarded for the performance of hard tasks. In support of the changes in the management of employees in the firm, the theory suggests that employees with good relation abil ities are high performers in an environment that encourage cooperation. Another important theory that can be used to explain the management of workforce is the ERG theory advanced by Alderfer. Clayton Alderfer simplifies the Maslow’s theory of motivation into three wide-ranging classes. The classes of needs include the existence needs, relatedness needs and growth needs. The existence needs are those wants that are necessary for the existence of the individual. The existence needs ranges from psychological to needs required for physical purposes (Andrews and Rose 291). The relatedness needs are the aspirations that workers require to sustain important interpersonal interactions. The growth needs are the requirements for individual growth and development. Meeting both the relatedness and growth needs ensures increased satisfaction, which leads to increased productivity. In fact, the HSBC bank Middle East should understand the various desires of its employees and put in place t he rewarding systems that ensured satisfaction of the needs. The implementations of these measures are in line with the ERG theory. Moreover, the ERG theory implies that managers should not concentrate on one type of need rather they should be considered as whole for workers to be motivated. Managers at HSBC bank Middle East should ensure that employees’ needs are considered and the remuneration system satisfies the needs of employees. The firm should also provide a work environment where employees’ growth and development are to be enhanced. Through the application of Elton Mayo’s theory of human relations, the organisation should study the productivity levels of different groups of employees. For example, increased employee recognition, consultations as well as offering them an opportunity to give response leads to easy decisions concerning remuneration (Beck 201). In addition, embracing teamwork and increased involvement of managers in looking after the intere sts of workers greatly increase trust and interpersonal skills among the personnel. Therefore, a firm should restructure itself taking into consideration the significance of recognising workers’ interests. According to various models, the workplace environment plays significant roles in motivating employees (Grant and Gino 949). In other words, workplace environment contributes significantly in increasing the level of motivation. Considering other factors of motivation, the type of relationship workers have with their superiors contributes hugely to their motivation and productivity (Grant and Gino 949). Essentially, the type of relationship workers have with their immediate supervisors determines the level of performance and productivity derived from motivation towards the work processes. The relationship between workers and the managers is a critical determining factor affecting employees’ motivation within the workplace. Besides, the relationships within the workfor ce also play a significant role in ensuring that the desired outcome is achieved. Besides the relationship workers develop with fellow workers also determine the level of motivation. In other words, relationships developed within the workforce affect their motivation levels. The findings underscore the assertion that relationships generated within the organisation have greater influence on the general performance of employees as well as the organisation. Essentially, the relations between the employees and management as well as between the employees play a critical role in motivating the workforce. Another important factor that has come out clearly to be affecting employees’ motivation is compensation. Compensation remains critical in determining the employees’ performance and productivity (Ismail 927). In fact, increased productivity result from the enthusiasm workers have on the assigned task. Compensation and motivation of workers have a direct relationship. In othe r words, compensation directly influences workers motivation, which in turn affects performance and productivity. Other related factors such as promotions, annual vacations as well as security have been found to be motivating. Regarding job promotions, maintaining fairness in the distribution of promotion as well as other benefits is motivating. Unfairness results in reduced motivation and performance (Ismail 927). Most of the studies indicate that over employees greatly consider fairness in the distribution of promotion as well as other compensation benefits practiced by the organisation. Actually, fairness is a critical attribute of compensation practices that ensure job satisfaction among employees. In other words, in order to achieve the motivational objective, the compensation method as well as related factors such promotions must be perceived as being fair by the employees. In this case, fairness implies that employees perceive the overall policy of the organisation regarding compensation benefits and promotions as reasonably representing their contributions to the goals of the organisation (Ismail 927). Essentially, job satisfaction is a perception among employees particularly where the general organisation practices are perceived to be fair. The findings on other related compensation practices such as annual vacations, job security and the manner in which employees are remunerated such as paychecks indicate the importance of compensation practices to employees’ motivation. In fact, the practices increase the job satisfaction among employees (Schoeffler 349). As indicated, job satisfaction is primarily derived from the motivation. Further, the study indicates that highly motivated workers are more satisfied on their jobs than employees who are not motivated. As such, annual vacations, job security and the manner in which employees are compensated remain critical factors influencing employees’ motivation. The appreciations of workersâ€℠¢ contributions to the attainment of the organisation goals have significant and direct influence on workers performance (Schoeffler 349). In fact, studies on employees motivation indicate that appreciation of employees’ contribution to the organisation greatly influence their motivation. Managers and immediate supervisors should acknowledge the contributions of workers in order to motivate them towards the attainment of desired outcomes. Moreover, training and being acquainted with the work processes was also cited as important motivating factor. Appropriate training on how to undertake the assigned tasks motivate employees and increase their performance. Appropriate training enables employees be knowledgeable about the assigned tasks and increases their efficiency as well as effectiveness in attaining the desired results (Grant and Gino 951). Ensuring that employees get the required technical skills is critical in increasing their motivation and performance. Conclusion Many factors affect motivation among employees within the organisation. However, workplace environment, compensation and the relationship between employees and management remain critical factors that influence motivation. The relationship between motivation and work performance is direct. The likelihood of attaining increased performance on motivated employees is very high. In other words, there is greater possibility of attaining increased performance on highly motivated employees. On the other hand, compensation increases job commitment and satisfaction, which are critical in determining the performance of employees. Moreover, management structure, practices and leadership styles culminate all the organisation’s work processes that motivate, increase satisfaction and job commitment leading to increased performance. Works Cited Andrews, Abbye and John L. Rose. â€Å"A Preliminary Investigation of Factors Affecting Employment Motivation in.† Journal of Policy and Practice, 7.4 (2010): 239-244. Print. Beck, Robert C. Motivation: Theories and Principles. Upper Saddle River, New Jersey: Prentice-Hall, 2000. Print. Grant, Adam and Francesca Gino. â€Å"A Little Thanks Goes a Long Way: Explaining Why Gratitude Expressions Motivate Prosocial Behavior.† Journal of Personality and Social Psychology 98.6 (2010): 946–955. Print. Ismail, Azman. â€Å"Relationship between Performances features and job satisfaction: Does interactional justice act as a mediating role?† Academy of Management Journal, 35.5 (2007): 921-955. Print. Locke, Edwin A. â€Å"Toward a Theory of Task Motivation and Incentives.† Organisational behavior and human performance, 3.2 (2008): 30-76. Print. Schoeffler, Bill. â€Å"Employee incentive plans: Make them worthwhile.† Insurance Journal, 4.2 (2005): 345-357. Print. This report on HSBC Bank Middle East Motivation Models and Workers Performance was written and submitted by user Amy Mcpherson 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.

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Second, the defined operations of these types of systems are not dependent on the particular database application running at a given moment. Third, the data types of object-oriented databases can be extended to support complex data such as images, digital and audio/video, along with other multi-media operations. Different benefits of OODBMS are its reusability, stability, and reliability. Another benefit of OODBMS is that relationships are represented explicitly, often supporting both navigational and associative access to information. This translates to improvement in data access performance versus the relational model. Another important benefit is that users are allowed to define their own methods of access to data and how it will be represented or manipulated. The most significant benefit of the OODBMS is that these databases have extended into areas not known by the RDBMS. Medicine, multimedia, and high-energy physics are just a few of the new industries relying on object-oriented databases. As with the relational database method, object-oriented databases also have disadvantages or limitations. One disadvantage of OODBMS is that it lacks a common data model. There is also no current standard, since it is still considered to be in the development stages. Who is currently using an OODBMS to handle mission critical data? The following information was gleaned from the ODBMS Facts website. The Chicago Stock Exchange manages stock trades via a Versant ODBMS. Radio Computing Services is the worlds largest radio software company. Its product, Selector, automates the needs of the entire radio station from the music library, to the newsroom, to the sales department. RCS uses the POET ODBMS because it enabled RCS to integrate and organize various elements, regardless of data types, in a single program environment. The Objectivity/DB ODBMS is used as a data repository for system component naming, satellite mission planning data, and orbital management data deployed by Motorola in The Iridium System. The Object Store ODBMS is used in Southwest Airlines Home Gate to provide self service to travellers through the Internet. Ajou University Medical Center in South Korea uses Intersystems Cachà ¨ ODBMS to support all hospital functions including mission-critical departments such as pathology, laboratory, blood bank, pharmacy, and X-ray. The Large Hadron Collider at CERN in Switzerland uses an Objectivity DB. The database is currently being tested in the hundreds of terabytes at data rates up to 35 MB/second. As of November, 2000, the Stanford Linear Accelerator Center (SLAC) stored 169 terabytes of production data using Objectivity/DB. The production data is distributed across several hundred processing nodes and over 30 on-line servers. Below is a list of advantages and disadvantages of using an OODBMS over an RDBMS with an object oriented programming language. Advantages Composite Objects and Relationships: Objects in an OODBMS can store an arbitrary number of atomic types as well as other objects. It is thus possible to have a large class which holds many medium sized classes which themselves hold many smaller classes, ad infinitum. In a relational database this has to be done either by having one huge table with lots of null fields or via a number of smaller, normalized tables which are linked via foreign keys. Having lots of smaller tables is still a problem since a join has to be performed every time one wants to query data based on the Has-a relationship between the entities. Also an object is a better model of the real world entity than the relational tuples (attributes) with regards to complex objects. The fact that an OODBMS is better suited to handling complex, interrelated data than an RDBMS means that an OODBMS can outperform an RDBMS by ten to a thousand times depending on the complexity of the data being handled. Class Hierarchy: Data in the real world is usually having hierarchical characteristics. The ever popular Employee example used in most RDBMS texts is easier to describe in an OODBMS than in an RDBMS. An Employee can be a Manager or not, this is usually done in an RDBMS by having a type identifier field or creating another table which uses foreign keys to indicate the relationship between Managers and Employees. In an OODBMS, the Employee class is simply a parent class of the Manager class. Circumventing the Need for a Query Language: A query language is not necessary for accessing data from an OODBMS unlike an RDBMS since interaction with the database is done by transparently accessing objects. It is still possible to use queries in an OODBMS however. No Impedence Mismatch: In a typical application that uses an object oriented programming language and an RDBMS, a signifcant amount of time is usually spent mapping tables to objects and back. There are also various problems that can occur when the atomic types in the database do not map cleanly to the atomic types in the programming language and vice versa. This impedance mismatch is completely avoided when using an OODBMS. No Primary Keys: The user of an RDBMS has to worry about uniquely identifying tuples by their values and making sure that no two tuples have the same primary key values to avoid error conditions. In an OODBMS, the unique identification of objects is done behind the scenes via OIDs and is completely invisible to the user. Thus there is no limitation on the values that can be stored in an object. One Data Model: A data model typically should model entities and their relationships, constraints and operations that change the states of the data in the system. With an RDBMS it is not possible to model the dynamic operations or rules that change the state of the data in the system because this is beyond the scope of the database. Thus applications that use RDBMS systems usually have an Entity Relationship diagram to model the static parts of the system and a separate model for the operations and behaviours of entities in the application. With an OODBMS there is no disconnect between the database model and the application model because the entities are just other objects in the system. An entire application can thus be comprehensively modelled in one UML diagram.

The Treaty of Versailles :: World War I History

The Treaty of Versailles Despite Woodrow Wilson's plan for peace near the end of World War I, he failed to gain Congressional support for the Treaty of Versailles. The Treaty of Versailles was intended to be a peace agreement between the Allies and the Germans. However, once the negotiation of the Treaty, the Allies found they had conflicting ideas and motives surrounding the reparations and wording of the Treaty. The Treaty formally placed the responsibility for the war on Germany and its allies and imposed on Germany the burden of paying the debts of war. In addition to foreign opposition, Wilson couldn't even gain support for the treaty in the United States. Because of weaknesses in the treaty, domestic opposition, and failure to compromise, the treaty gained very little congressional support. The Treaty of Versailles was very controversial. Some countries opposed the treaty due to multiple weaknesses. For example, the Treaty humiliated Germany. The war-guilt clause forces Germany to accept sole responsibility for World War I. And although German militarism had played a major role in igniting the war, other countries in Europe had been guilty of provoking diplomatic crises before the war. Another weakness in the Treaty was that Russian government felt that the Treaty ignored its needs. In the Treaty, Russia was excluded from the peace conference, even though Russians had fought with the Allies for three year, and suffered higher casualties than any other country. There was also much dispute concerning the distribution of territory in the Treaty. The Treaty of Versailles established nine new countries, and changed many boundaries, and there was debate about the fairness. There was also much opposition to the treaty in the United States, which is what Woodrow Wilson faces when he returned with the treaty. Some people, including Herbert Hoover, believed it was too harsh. Others didn't think the treaty really did any good because it shifted the set of colonial rulers to another set, instead of eliminating the imperialism. Also, some minorities objected to the treaty because the new boundaries it established for some countries didn't satisfy their demands for independence. For example, Wilson hadn't tried to obtain Ireland's independence from Great Britain. Most of all, the opposition to the treaty in the United States was the debate over the League of Nations. A few opponents believed that the League of Nations threatened the U.S. foreign policy of staying clear of European affairs, the Monroe Doctrine.

Product and Service Classifications

Product and service classifications Products and services wide range, whether for personal use or business. Tangible, intangible. Depend on function they serve. Can be raw, unfinished or final goods.Generally classified depending on domestic use (final) or conducting business (further processes) Organization, person, place and idea (IS) marketing POOP Organization marketing – Activities to sell the org Create, change, maintain the attitudes and behavior s of target consumers toward an organization Business firms sponsor advertising campaigns to improve image or market themselves to publics and stakeholders.Helps to market for free in media and improve investment confidence and improve sales from getting publicity Person marketing – Used to build reputation of people – recognized/business people. Create, change, maintain attitudes towards specific people. Make use of well- known people to represent products to help them sell. Egg Big razors with Tended Miterwort a ka â€Å"the Beast† Skillful marketing can turn person's name into a powerhouse brand.Egg Donald Trump and his self- titled products. Place marketing – Create, change, maintain attitudes toward specific places from local to international. Places are competing against each other for tourism business. Egg Tomorrow land in Belgium and Pizza in Spain both well- known party places of the world. Ideas marketing and social marketing can be general or specific The diffusion of notions which help market a product or service.It is more than advertising, it encourages the broad range use of marketing tools = all marketing strategies Like advertising that Colgate toothpaste is number 1 Part of this marketing is social marketing – process of planning campaigns that influence individual's behavior toward helping a society's well- being using marketing tools – all marketing tools 1) Benefits they want 2) Reducing barriers they're concerned about and BY offend BEEPER 3) The use of persuasion to motivate their participation in programmer activities.Social marketing makes use of campaigns to promote awareness, such as health campaigns for cancer, environmental campaigns for environment protection and others that promote equality and rights. Classified depending on the kind of consumers who use them. The distinction between the two is the purpose for buying the product. If a lawn mower is bought just for home use it is a consumer product. If bought for lawn mowing business it is an industrial product. Part 1 Consumer products are Prod and service bought for final consumption. Classified on how they are bought.CUSS – buying behavior, compare, cost, distribution, promotion frequency/method. Convenience P&S's are Bought frequently, immediately with minimal effort and without much pre purchase landing, info gathering or brand comparing. Except popular brand names, well known Egg – sweets, cigarettes, fast food. Are usually low priced, placed in locations that make them easily available when needed. (been in maturity stage for long time) egg coca cola Mass promotion – Low customer involvement Unsought P;S's Consumer don't know about or not think of buying or negative interest toward. Most new products on market are unsought.Egg life insurance or blood donations. Price varies, Distribution varies, Aggressive promoting by producer/reseller Shopping P;S's are pass Less frequently purchased products and services, higher price that customers compare carefully on price quality, suitability and style. Lots of time spent gathering info/comparing. Products distributed to few outlets, given info for comparison effort Egg Airline services, furniture. Advertising and personalized target selling by producer and reseller. Special itty As are Unique BRAND/characteristics ID = Loyalty. Certain groups willing to make special effort to get. Exclusive distribution and outlets to purchase, High price/low sensitivity cause of this do n't compare; invest only time needed to reach dealers carrying. Role/custom designed clothing. Specific targeting by producer/reseller Part 1 Industrial products are Products purchased for further processing or for use in conducting business Materials and Parts INPUTS/resources Price and service are the major marketing factors. Branding and advertising are less important. Raw materials consist of farm products such as livestock or fruit and Natural products such as wood and iron ore.Manufactured materials and parts consist of: Component materials like iron and cement and Component parts like motors and trees. Capital items PRODUCTIONS Aid in the buyer's production or operations, including installations and accessory equipment Installations consists of major purchases like building (factories and offices) and fixed equipment like (generators, large computer systems) Accessory equipment includes Portable factory equipment and tools such as tractors and hand tools Office equipment such as computers and office desks, they have shorter life than installations and aid in the production process.Supplies and services (business) sups ORBS services Bad m Supplies are the convenience products of the industrial field because purchased with minimum effort or comparison Operating supplies such as coal, paper, pencils Repair and maintenance items such as paint, nails and brooms Business services are services supplied under contract Include Maintenance and repair services such as carpet cleaning or computer repair. Business advisory services such as legal services or advertising.

Passing essays

Passing essays Being truthful about who we are as individuals can be difficult and scary. People put on certain facades to make life more bearable. For example, we might say that a bully at school is only cruel to others so as to hide his/her insecurities. Coleman Silk, Clare Kendry and Irene Redfield have all taken part in the act of passing, the movement of a person who is legally or socially designated black into a white racial category or white social identity, (viii, Larsen). Although this act was used by these characters to ease lifes burdens, it only brought them loss and hardship. Passing has been a large part of many peoples lives; however, it is a very difficult way of living. In the novel The Human Stain by Philip Roth, we find Coleman Silk living his life threw passing. This is a man that worked so hard to erase his past so as to secure his future as a white man. Growing up he had faced many difficult challenges that made him make some harsh decisions. While living in New York he had met a woman by the name of Steena Palsson. She was one of his first loves. They had a great relationship, but Coleman never shared his secret with her. The day came when he took her to meet his family. It was a pleasant meeting in which Steena had the opportunity to discover Colemans secret and see what the other aspects of his life were all about. On there train ride home she was very quiet and it seemed she was resting. When they finally came to stop Coleman noticed her sadness. He tries to comfort her and she says I cant do it ! she cried, and without another w ord of explanation, gasping, violently weeping, clutch her bag to her chest and forgetting her hat, which was in his lap, where hed been holding it while she slept-she raced alone from the train as though from an attacker and did not phone him or try ever to see him again (p. 125, Roth). She left him knowing ...

5 Ways to Use Snapchat in Your Job Search

5 Ways to Use Snapchat in Your Job Search Snapchat might not be just for teenagers and your more ironically social media savvy friends. 39% of users are between the ages of 25 and 44. It is one of the fastest growing platforms out there- with over 200 million active users- and is being used more by companies to highlight their achievements, new products, company culture, etc. The platform lets you share content to your friends (complete with doodles and captions and emojis) and have it be visible only for 1-10 seconds, depending on your preference. A new feature lets you string 24 hours worth of your snaps into something called a â€Å"Story.† There is also a chat function and a live video chat function much like FaceTime. But did you know it could also come in handy during your job search? Snapchat can actually be a very effective tool for brand-building and professional development: think behind-the-scenes videos, demos, product giveaways, QA sessions, interview snippets, tutorials, and quotes. But how can you harne ss this creative potential in your job search?1. Stalk your potential employers.Seek out companies you’d like to work for then start paying attention to their social media output. How do they engage with their audience and followers? See if you can’t get in their heads, then praise them for this specifically in your cover letter or interview. You’ll get major points for social media savvy.2. Tell a story.Especially if your industry is a creative one, you can think outside the box a little and, instead of a boring old resume, tell a story about your life in snaps. Use video clips and pictures that recreate a sense of your experience and skills. Show off your capabilities and creative potential for a position by doing something innovative and different enough to help you stand out among the competition. Make sure you know your audience well enough (see #1) to try this move.3. Network with key connections.Once you’re following your desired companies, you can engage with the content they put out through Snapchat. Make sure you do so strategically- i.e. only when you have something of substance to contribute. But at very least you can get a great sense of who they are as a company and what they do by following their account.4. Show off.Rather than posting only silly selfies, try using Snapchat as a more aspirational career building tool. Set yourself up as an industry leader chronicling the achievements of you and your team, and showing potential employers your stuff- even before you start searching.5. Learn something.People are also using Snapchat to get free tutorials and industry advice. Find a business leader in your industry that has a feed and start following. You never know what you might learn about building your presence, increasing your productivity, or simply what the newest trends are in your field.

History contrast between England and French political structures Essay

History contrast between England and French political structures - Essay Example The examples of countries with such different ways of life are England and France. Despite them being located in the same continent, they had concrete differences in their political structure which we are going to explore. To start with, the French government was under a king and was considered absolute monarchy. This is because it was believed that the king held all the powers and was only answerable to God only. It was also believed that the king was ordained by God and therefore going against the king was going against God. According to Jean Domat and Jacques Benique Bossuet, king’s subjects had to be submissive and obedient failure to which one was said to resist God authority (Wollmann, 10). Additionally, it was believed that for the country to survive, only one person could rule it and that person had to be in charge of all the people. Every citizen had to follow the laws set by the king and nobody could question the king. This ensured that the country had the best defen se against any form of division among the citizens. However, England had quite a different type of political structure. This is because the English monarchy was as successful s French one since the will of people had triumphed over that tradition resulting to new form of government. England’s monarchy was always threatened by coming up of institutions such as parliament, Magna Carta and the common law which somehow were always against the traditional governance.

Giving Birth Control to Teenagers Essay Example | Topics and Well Written Essays - 500 words

Giving Birth Control to Teenagers - Essay Example This essay considers questions of teenage birth control and argues that it is in the best interest of the country to permit teenager’s access to it. One of the primary arguments against providing birth control to teenagers is that it encourages them to engage in sexual relations. When one considers this argument, it’s demonstrated to be completely erroneous. The human sexual drive is one of the primary instinctual motivations and as such teenagers will continue to experiment with sex whether effective contraception is made available or not. Indeed, teenage pregnancy rates are on the rise (Dawn). In these regards, it’s clear that policymakers must make a shift in their perspectives from viewing birth control as a harmful element, to one that can actually aid teenagers who are already engaging in sexual practices. The idea that birth control contributes to teenage sex is in large part derived from a naive notion of teenage sexual norms. Policymakers are assuming th at in the process of educating teenagers of their birth control options, the teenagers will suddenly become sexually aware and decide to engage in sexual practices. In reality teenagers are not this naive. In prohibiting birth control then policy makers are essentially increasing the chances of teenage pregnancy, as teenagers will increasingly resort to riskier methods of intercourse.