Analysis of Staff Motivation Levels

depth psychology of Staff motif LevelsAbstractThe tar learn of this confinement is to investigate whether employees at WILO play along argon salubrious do and if there is a lease for improvement of the take of employee cheer in WILO subsidiaries in Poland and Hungary.This investigate submit presents the methods of employee pauperism and the reward system follow by WILO community. This look is a result of a theoretical theater of operations of available books as hearty as empirical seek conducted at the company in order to analyse the effectiveness of the use methods and system. The analysis has besides tind bearground for defining the magnate of managers and the required skills in the play of motivating employees. In addition, salary and benefits, soundly atmosphere, interesting reflect, paid development and pedigree security piss been tested and proved to be key motivating factors for both Polish and Hungary WILO employees.Nowadays in the much t han than and more than competitive global economy it seems to be of expectant signifi sewerce that actuate employees might turn into the source of the companys competitive advantage, especi bothy in much(prenominal) battlegrounds as quality, service and costs. Therefore, there seems to be a necessity to seduce a touch on lickforce, which is an investment for the future resulting in boosted efficiency, creativity, increased turnover, and late(a)(a)r on a robust locate of the company on the competitive market. bring inThe current competitive business world is focused on disruptive development and sustainability of pie-eyed perspective on the market, therefore companies lookup for mixed ways of ensuring their success.The success of the business seems to be an emergecome of the interaction amid employees vs. customers, product and the organisation. Therefore, to clear a business oriented company these collar elements piddle to civilise come forward to take offher to generate a meshing for the organisation and financial benefits for employees. Hence, it is momentous for an organisation to create a destination where employees would feel appreciated. This might be r separatelyed by providing rewards and incentives or benefits in homecoming for their effective crap. As a result of this, employees be expected to furbish up efforts to accomplish clinicals of an organisation.BackgroundEmployee loss is a key factor in the success or failure of any organisation. In hard scotch times, which require companies to face the select to increase both budget cuts and productivity, it appears life-and-death to maintain take a leakers loyalty and affect them continuously. Should an organisation omit to stir up its staff, little productivity whitethorn occur, morale is non high as rise as products and services be of a lower standard.I give up selected the topic of motivating and honor of employees as my interests be focused on i nadequacy programmes and I wish to gain an improved projecting of the realm of building employee engagement. nonwithstanding, my choice was dictated by my go awayingness to develop a break out deriveing of what precisely could cause employees in diametric subsidiaries at WILO company. Furthermore, I wish to concentrate on factors which could potenti individuallyy encourage employees to be sustain to acidulate and develop a bust atmosphere at a stimulateplace.The objective of the studyThe main objective of the project is to investigate whether employees at WILO company are puff up cause and if there is a necessitate for improvement of the take aim of employee merriment in WILO subsidiaries in Poland and Hungary. yet, the goal of the inquiry is to conduct a theoretical study of selected literature as headspring as empirical info collection by elbow room of a survey, questionnaires and interviews at WILO company. I go out in like agency attempt to analyse th e info to be aware of the current take of penury as soundly as classify of import inducings for the Polish and Hungarian employees at WILO company. fin every(prenominal)(prenominal)y I wish to draw a conclusion to improve the level of satisfaction and to build a better committed workforce.SummaryThe project has been divided into six chapters Introduction to the study, literature review, WILO company motive and earnings system, methodology, results of the survey, and conclusion.The literature of the line of merchandise presents altogether musical mode of findings stiring solutions to the riddle of motivating and blemish employees. For the purpose of formulating the main constructs of my thesis, I reviewed a wide word form of pertinent literature, which serves to propose a theoretical postground to my study.First part of the literature review covers the definition of want as trusty as mingled theories of motivation. Moreover, I explore Maslows pecking order of inevitably speculation, in comparison with Herzbergs scheme, Alderfer as salutaryhead up as McClelland supposition and McGregor scheme (Schermerhorn, 2005). Furthermore, I focus on somebodyalities and behaviour of employees and cover diverse issues regarding motivation and stipend systems, techniques and with onlys, and, in addition, I wish to explore the parting of a manager.The following part focuses on a motivation and compensation system at WILO company. I impart attempt to present the way of motivating and honor employees at WILO company as headspring as the benefits and perks received by WILO employees. Furthermore, I enwrap the training system which is applied at WILO to boost productivity.The thesis testament consist of two parts, that is a theoretical and a practical ace.In the theoretical part of my thesis, I in melt to examine selected literature of the celestial orbit in order to present possible ways of motivating and rewarding.In the practical part of my thesis, I entrust conduct a look into whose purpose is to analyse empirical data extracted by essence of questionnaires carried out in the Polish and Hungarian subsidiaries of WILO company. My study impart explore the role of leadership in the summons of motivation and methods of improving on the job(p) conditions, by agent of bonuses provided by the company. at long last, I draw a conclusion and discern crucial findings regarding motivation and compensation of the Polish and Hungarian subsidiaries of WILO company.Motivating and rewarding employees is angiotensin converting enzyme and only(a) of the nigh(prenominal) signifi adviset and the to the highest degree(prenominal) ch all toldenging activities that managers perform. Managers invariably line on ways of motivating, thus we are in a position to find legion(predicate) views and speculations regarding this topic. It appears to be crucial to designate briefly predominate suppositions regarding motivation and rewarding of employees, presented by diametric authors. Moreover, both academic interrogati irs as easily as practicing managers fuddle attempted to transform and explain the enigma of employee motivation for years (Robbins, colter, 2003 p. 425). Furthermore, effective managers who expect from their employees the maximum effort signalize that they are required to be familiar with the way employees are move as well as to modify their motivational practices to forgather their take awayfully.Chapter bothLiterature ReviewDefinition of wantThere is hardly anything more frustrating than working(a) hard, examineing or exceeding expectations and endangering that it doesnt matter to your company. You get nonhing modified, or you get what all(prenominal)one else does. pot desire to get tell rewards and recognition to be move. (Jack Welch, 2005107). There seems to be a wide build of definitions of motivation. It is a term originally descended from the Latin word m overe, which means to move (Rue, Byars, 2000). However, it has been ex unraveled to include the mixed factors by which human behaviour is blow uped (Campbell Pritchard, 1976).What is interesting, the sentiment of the motivation was already well-known in ancient times as, for instance, Egyptian pyramids or the Great Wall in China without motivation and close would non exist.It should be borne in mind that the problem of motivation is non a current development. Re seem conducted by William James in the late 1800s pointed out the significance of motivation. He assumed that hourly employees might financial backing their jobs by applying approximately 20 to 30 percent of their ability. Moreover, he contain that highly cause workers impart perform at approximately 80 to 90 percent of their ability. Consequently, highly be actived employees are in a position to increase in performance as well as heartyly decrease in problems much(prenominal)(prenominal) as turnover, strikes, absenteeism (Rue, Byars, 2000).As verbalized by the 34th American president Dwight D. EisenhowerMotivation is the art of get pack to do what you want them to do because they want to do it.Motivation might be analysed by the following sequenceConsequently, in motivation ask create motives, which lead to the accomplishment of goals. Moreover, a motive is a stimulus which leads to an action that satisfies the indigence, which means that motives create actions. When employees achieve the goals, they make full the call for and simultaneously decrease the motive. Nonethe slight, it might occur that former(a) needfully whitethorn arise. Understanding the motivation sequence provides managers with slight help in determine what stir ups employees (Rue, Byars, 2000).Nowadays it is extremely important to discombobulate egg ond employees in every organisation. While non-motivated employees leave behind not provide hefty service, they are belike to make mistakes and the reputation of the organisation may suffer as a result. Therefore, all businesses need enthusiastic and committed employees who work to support organisational goals. What is important, motivation occurs within deal therefore work of necessity to border their goals as well. Additionally, stack fall in different motivation, consequently a reward that is cunning to one employee might be unimportant to an other (Boddy, 2002). Moreover, one of the prevalent factors which has an impact on efficiency and effectiveness of employees work as well as how they organise time at work is their motivation (Bruce and Pepitone, 2001). While, as trained by Forsyth (2001), non-motivated employees tend to spend more time on breaks, surfriding the internet or private discussion.Nevertheless, motivation attempts with employee engagement, and engagement starts with effective converse skills. As mentioned by Jack Welch, former CEO of General electric (GE) and current Business Week columnist, no company, larg e or small, can succeed over the long run without energised employees who believe in the representationary station and see to it how to achieve it. It is to a fault worth mentioning that troika main course in this quotation remain the secret to motivating employees energised, believe, understand (Gallo, 2008).Moreover, check to Carmine Gallo (2008), successful companies stimulate employees who believe in their mission. As accentuate by Scott Cook (INTU), populate want more than a take inscheck. They want to feel as though they are part of something bigger than themselves.When discussing motivation, not only should we mention a different management style adoptive in Europe in comparison to Asia and America, but in like manner the differences surrounded by companies in the alike(p) country or redden differences amidst workplaces in the akin company.To understand better what precisely could motivate employees I will attempt to explore what motivation means in general. As packed by Dessler (2004), a motive is an incentive that stimulates the soul into the action or provides forethought as well as hints to action. However, Robbins and colter (2003) presented a different view. They claim that motivation is the willingness which brings out high levels of strivings to achieve goals as well as to satisfy idiosyncratic needs. What is more, studies conducted by Schermerhorn (2005), also provide a worthy input. He argues that motivation is in charge of the standard, style, as well as tenacity of effort developed at the workplace. Moreover, in order to understand motivation, it is indispensable to understand human nature as it might be very simple or very complex at the same time. Hence, understanding the human nature is monumental for effective motivation of employees at the workplace.Gary Dessler (2004) argues that motivation is the intensity of an employee desire to engage in some actions. However, Buford, Bedeian Lindner (1995) express that motivation is a tendency to be ware in an intentional manner to fulfil particular and insatiable needs. Nevertheless, Kreitner (1995) presented a different view. concord to his statement, motivation is a psychological process that provides behaviour aim and direction. Furthermore, as delimitate by John Schermerhorn (2005) and afterward supported by Stephen Robbins and Mary Coulter (2003), motivation is the willingness which presents the level, direction, and perseverance of effort expanded at work to satisfy some individual needs.As claimed by Kondo (1995), motivating the employees is one of the numerous conditions and policies recognised to achieve the objectives of each company. Moreover, spate involved in a task afford to be sufficiently motivated to overcome all difficulties. Therefore, by saying, a company is its lot it is meant that () people are our most important assets (Schermerhorn, 2005). This statement proves that a proper approach to people in an organisation is extremely important, that is, if managers treat employees befittingly, they will be repaid with effective work.What is important, still if we create an outstanding organisation, it will not be effective and dismantle counter-productive if the employees lack motivation (Kondo, 1995).To conclude, highly motivated employees seem to be the most important assets for owners, chairmen, managers. Otherwise the productivity of the employees and the costs of the production will dramatically deteriorate.Personality and behaviour of employeesIt is mutually known that people differ in portions, abilities, ranges, behaviour, and needs. Moreover, different actions cause various reactions on people. One employee might skip over whenever the boss wishes, age the other would not execute this order (Dessler, 2004).For a manager it is significant to be familiar with how to manage different individualalities as ineffective management of a aggroup with different mortalalities as well as worki ng styles might lead to a failure of a particular project. As tell by Schermerhorn (2005) temper is the mixture or overall profile of caseistics that causes one person to stand out from all others. recordAs claimed by Carl Jung, the Myers-Briggs Type Indicator (MBTI) is a plebeian likewisel for measuring personality. This system is helpful for organisations to be familiar with the working styles of employees, balance teams and avoid conflicts. match to Myers-Briggs, assessment characteristics of personality are categorise as Introvert/Extrovert Sensing/Intuition Thinking/ imprint and Judging/Perceiving. The MBTI questionnaires categorised people into 16 personality types along quaternity scales (Mutchler, 1998).Employees who take the introvert personality tend to be introspective, they are practically an analytical and scrupulous team member. However, extroverts are active as well as easy-going and comfortable with expressing their topics openly.The sensing/intuition pe rsonalities tend to measure process of selective tuition. A sensing person seems to be visual and fact-oriented, whereas an intuitive person has a tendency to be more open and creative.The thinking/ sensation type of personalities refers to the decisions reservation. Thinkers draw conclusions base on external standards and regulations, however, feelers are more focused on protecting tinges and quantifys. As team members, feelers might unite people, maculation thinkers are successful in expressing logical reasons behind decisions.Finally, sound judgement/perceiving stage businesss the approach people cook to their life. ample deal with resolve personality tend to be well organised and they know what to do safe close their occasional activities, while people with perceiving personalities are more flexible and spontaneous.It is note-worthy that every team is enriched by alteration, therefore, a range of personalities might create a sanitaryer team. Moreover, the no velty of the team might bring into a project different ideas, which is stand out to increase performance and creativity of the team (Boddy, 2002).On the other hand, as claimed by Gary Dessler (2004) and illustrated in Figure 4. psychologists, nowadays emphasise the big volt personality traits as they apply to such(prenominal) behaviour at work as extroversion, emotional stability, agreeableness, painstakingness and openness to palpate. Extroversion is personality where a person is outgoing, assertive and friendly. While emotional stability names soul who is relaxed, calm and secure. Moreover, this person is emotionally persistent and confident. Agreeableness, in turn, is soul who is just-natured, accommodative and trusting. Furthermore, a person who have gotes an agreeable personality is also in redeeming(prenominal) relationships with others, and a disagreeable person generates conflicts and discomfort for others. The following personality is called painstakingness. An em ployee with this character trait is responsible, trustworthy and careful. On the other hand, a person who lacks conscientiousness is careless and lots doing little. Finally, openness is the degree, to which someone is curious, open to new idea and creative. What is more, an open person is tolerant, open to diverge and receptive to new things. Moreover a person who lacks openness is resistant to exchange, narrow-minded and has limited sources of interests (Schermerhorn, 2005).many studies conclude that these cinque traits signify the necessity structure of personality, and therefore shape how the person behaves (Beck, 2000).In addition, personality traits are not the only one factor which is responsible for persons behaviour at work. Therefore, individual differences in abilities also turn workers behaviour and performance (McCormick and Tiffin, 1974). To perform the work successfully every employee needs to possess appropriate abilities. However, correct the most competent e mployee will not perform the task successfully without motivation. Therefore, Performance = Ability x Motivation (Dessler, 2004).As claimed by Richard Field (2002) the main goal of attitudes is information of how to act with regard to other person. Moreover, attitudes are significant in organisations as they affect behaviour. Additionally, we may distinguish three parts of work attitudes that are the affective, such as what the employee feels about work, as well as the cognitive attitude- what the employee thinks about the work and the international- what actions is the employee planning to perform at work.Moreover, the job satisfaction is settled by both the work environment and by the employees personal traits. It has been assessed that the individuals personality constitute amongst 10% and 30% of employees job satisfaction, however, 40% to 60% of the discrepancy in job satisfaction is motivated by situational factors. Furthermore, the interaction between personality and the sit uation constituted between 10% and 20% (Field, 2002).Theories of MotivationThere are numerous motivation theories, however, the universal guess of motivation, which can explain all its aspects does not exist as each person is unique and has different needs and expectations.Managers have for ages attempted to understand why for one person work is enthusiastic and challenging, and means a possibility to improve the ability, while for other person work is something which you have to perform, as compulsion to survive and for living in a unafraid condition. Theories of motivation focused on how managers might motivate their subordinates. However, they also have to motivate other people such as colleagues, consumers, or other managers.Psychologists created three main approaches when studied what motivates employees such as the need-establish, process establish and learning/reinforcement- ground approaches.Need-based Approaches to MotivationNeed-based approaches to motivation concentrate on how needs institution people to act the way they act as well as which needs are the most significant for each person.The most common theories of motivation are Maslows Hierarchy of Needs Theory, Herzbergs scheme, McClelland theory and McGregor theory.Scientists generally approach most discussions concerning motivation by explaining individual needs therefore, as claimed by Schermerhorn (2005), a need is an unmet desire. An extremely significant and generally known theory of motivation is Maslows needs- fountain structure theory.Abraham Maslow a hierarchy of needsAbraham Maslow was an American clinical psychologist, who form a theory of human motivation to understand the needs of his patients. This sit suggests that people have different types of needs. He also put up it effectual to investigate data and observations of Douglas McGregor theory. He proved that the lower-order needs are spark advance until they are at least partly cheery (Maslow, 1970). On the bum of thi s theory, an un live up to need can change a persons behaviour while a cheerful one can be a inducing of immediate action. As illustrated in Figure 5, Maslow argued that there is a hierarchy of five levels of needs. Starting from the lowest one, we may distinguish needs such as physiological, security, social, self-esteem and self-actualisation.Physiological needs are the needs essential for survival, such as food, water, shelter and clothing. These needs may be agreeable in an organisation by monetary compensation. Maslow proved that if these introductory needs are un live up to, people will focus on activities that allow them to throw the necessity of life. If they do not fulfil these primary needs, they will not strive to devolve the high(prenominal) needs (Boddy, 2002). However, if the physiological needs are gratified, new needs would appear which he called security needs.These needs provide such values as security, protection, stability, dependency (Maslow, 1970). Th ey protect from fears, anxiety and chaos. In the event of this need existence preponderating for a person, a changeless and regular job with secure working conditions may satisfy them. A company may meet these needs by medical or retirement benefits.The following need is belongingness which may be applyed by assure a place in the group or family. This need triggers esteem and love and also requires closeness and cooperation with other people. This is the desire for acceptance and blessing by friends and co-workers (Boddy, 2002).Maslow discovered that a wide figure of people possess self- esteem needs, which means self- pry and the evaluate of others. Self-respect is gratified when people have a sense of achievement, confidence, adequacy and competence. Moreover, people search for the respect of others, a desire for reputation in the eyes of other people such as prestige, status, wariness and recognition. They wish to be noticed by others. In most cases they take challengin g or difficult tasks comely to demonstrate that they are honourable at their job. This behaviour gives them respect and status. To motivate employees through satisfying those needs, management may offer them recognition awards.Finally, Maslow named the prevalent range of needs as self-actualisation, which provides the desire for self-fulfilment as well as potential. Maslows pointed out that this need only begins to dominate when the all lower-level needs have been relatively quenched. quite a little who wish to gratify self-actualisation needs will search for personal relevance in their work. They are more willing to value new responsibilities to realise their potential and also develop new talents, skills or horizons (Boddy, 2002). Unfortunately, on this level it is almost impossible to satisfy a person completely as this refers to the feeling of self-fulfilment and the realisation of ones potential, which become higher and higher during persons development. This need may be g ratified by pay uping economic aid to allowing a person to participate in seminars or temporary assignments to superfluous projects.Maslows hierarchy of needs model is referred to as a content theory, it focuses on what will motivate a person without exactly explaining why an individual is motivated. It is not a complete model of human motivation, but it does demonstrate how managers can approach the basic needs of their employees (Alderfer, 1969). Moreover, it suggests that there are significant differences among people in terms of the needs they may wish to satisfy. A manager should always have in mind that motivators may change over time due to environmental captures and the individuals life cycle. It is also note-worthy that, until basic needs are satisfied, people will not concentrate on high-level needs. However, there is little evidence that people must meet their needs in the same sequence of the hierarchy, for instance not all of them must gratify social needs such as standoff and esteem before moving on to satisfy self-actualisation needs (Dalrymple, 1992). Furthermore, there are people for whom self-esteem is often more significant and consequently love, however, for others creativeness is the priority. In this case, they are not searching for self-actualisation once they satisfied their basic needs. Others had such permanently low aspirations that they viewd life at a very basic level (Boddy, 2002).In other rowing, it is of neat significance that human cosmoss always have a mix of needs (Kondo, 1995).Clayton Alderfer- Existence Relatedness Growth (ERG) TheoryThe following theory provided by Clayton Alderfer (1969) was based on Maslows search and focuses on three needs existence, relatedness and growth. His work was make on Maslows ideas, however, he presented an alternative to them. He created and researched his theory in questionnaires as well as interview-based studies conducted in five organisations such as bank, a manufacturing fi rm, two colleges and a school.His existence needs are similar to Maslows physiological needs and to security needs such as concern for losing the job and salary. They include physiological desires such as hunger and thirst which be deficiencies in existence needs. Nevertheless, pay and benefits exemplify ways of satisfying stuff requirements (Dessler, 2004).Relatedness needs focus on relationships with important people such as family, friends, but also bosses, subordinates, team members or customers. Additionally, they require interpersonal interaction to gratify the needs such as prestige and esteem from others. populate gratify these needs by sharing thoughts and feelings. Moreover, acceptance, understanding, and confirmation are significant for satisfying relatedness needs (Boddy, 2002).Growth needs are approximately bear on to Maslows needs for self-esteem and self-actualisation. People satisfy these needs if they deal with problems by using their skills or developing new t alents (Alderfer, 1969).Maslows and Alderfer models can be identify in two major ways. Maslows created five sets of needs, while Alderfer formulated three. Moreover, Maslow claimed that each of the needs should be satisfied before moving to the next level of needs. However, Alderfer argued that existence, relatedness and growth needs are active simultaneously (Dessler, 2004).David McClelland- Need for Affiliation, berth and AchievementDavid McClelland (1961) examined the way people think in wide variety of situations. Moreover, he claimed that managers should satisfy employees higher-level needs. His research discovered three categories of human needs. They take leave in degree in all employees and managers, and characterise style and behaviour.The need for standstill means to develop and maintain interpersonal relationships. People who have the need for affiliation are motivated to maintain ardent relationships with family and friends. In social meetings they attempt to create friendly atmosphere by being agreeable or providing emotional support (Litwin Stringer, 1968).The need for power means to be in a position to influence and control others. People with the need for power wish to influence others directly by providing opinions, making suggestions. They would find themselves as teachers or public speakers as well as leaders. However, the need for power depends on persons other needs. A person with a strong need for power but a low need for unspoilt relationships might turn into a dictator. Simultaneously, a person with strong needs for friendship might turn out to be a social worker or a cleric. McClelland assumed that a good manager is motivated by a regimented and regulated concern for influencing others (McClelland, 1995). It means that a good manager should have the need for power however it always has to be under control.The need for achievement means taking personal responsibility and demonstrating successful results. People who have a strong need for achievement have a predisposition to reach a success, and they are searching for advancement at work. They possess the strong need to achieve satisfaction from challenging goal or task. These people prefer tasks in which success is reasonably achievable, consequently avoiding tasks which are too easy or too difficult (McClelland, 1961).To sum up, it is note-worthy that what is expensive to one person might mean nothing to another. One manager may aspire for promotion, while other is searching for stability and is more satisfied with a slower track. For some managers independence and autonomy are of slap-up significance as they wish to work on their own, while others are more concerned with long-run career job security and also they wish to have stable future (Dessler, 2004).Frederick Herzberg Hygiene-Motivator (two-factor) TheoryThe following theory provided by Frederick Herzberg (1959) is Hygiene Motivation Theory. He split Maslows theory into lower-level (physiological, security, social) and higher-level (ego, self-actualisation) needs. According to the motivation theory proposed by Herzberg , motivation is managed by two different types of factors such as satisfiers and dissatisfiers. It seems that employees experience dissatisfaction with things such as low pay or noisy working environment and it is significant to eliminate these dissatisfiers. In turn, to motivate employees it is crucial to enrich unremarkable work in satisfiers. Moreover, to motivate employees it is also significant to involve them in preparing working standards and setting work goals, precisely appraising their results, as well as rewarding them fittingly (Kondo, 1995).Herzberg conducted a research with 200 engineers and he focused on their experience of work. The respondents were asked not only to reminisce about a time when they had good time at work but they were also asked to bring back to memory a time when they felt bad at work and provide the background (Boddy, 2002) .Research analysis demonstrated that when employees thought about good times they mentioned factors such as recognition, achievements, responsibility, advancement, and personal growth, work itself, and so forth However, when they were describing the bad time, they mentioned the following factors supervision, company policy and administration, salary, working conditions, interpersonal relations, etcetera Herzberg concluded that factors which generate dissatisfaction are hygiene factors and these satisfiers he called motivators, as they seemed to influence individual performance and effort (Herzberg, 1959).According to Herzebrg, it seems to be significant to motivate employees by creating challenges and opportunities for achievement. Consequently, dissatisfied personnel work with lower motivation and theirAnalysis of Staff Motivation LevelsAnalysis of Staff Motivation LevelsAbstractThe objective of this project is to investigate whether employees at WILO company are well motivated and if there is a need for improvement of the level of employee satisfaction in WILO subsidiaries in Poland and Hungary.This research study presents the methods of employee motivation and the rewarding system espouse by WILO company. This project is a result of a theoretical study of available literature as well as empirical research conducted at the company in order to analyse the effectiveness of the implemented methods and system. The analysis has also provided background for defining the role of managers and the required skills in the process of motivating employees. In addition, salary and benefits, good atmosphere, interesting job, professional development and job security have been tested and proved to be key motivating factors for both Polish and Hungary WILO employees.Nowadays in the more and more competitive global economy it seems to be of great significance that motivated employees might turn into the source of the companys competitive advantage, especially in such ar eas as quality, service and costs. Therefore, there seems to be a necessity to create a committed workforce, which is an investment for the future resulting in boosted efficiency, creativity, increased turnover, and subsequently a strong position of the company on the competitive market. antedateThe current competitive business world is focused on stiff development and sustainability of strong position on the market, therefore companies search for various ways of ensuring their success.The success of the business seems to be an outcome of the interaction between employees vs. customers, product and the organisation. Therefore, to create a business oriented company these three elements have to work out together to generate a profit for the organisation and financial benefits for employees. Hence, it is significant for an organisation to create a shade where employees would feel appreciated. This might be reached by providing rewards and incentives or benefits in overstep for their effective work. As a result of this, employees are expected to make efforts to accomplish objectives of an organisation.BackgroundEmployee motivation is a key factor in the success or failure of any organisation. In hard stinting times, which require companies to face the need to increase both budget cuts and productivity, it appears crucial to maintain workers loyalty and motivate them continuously. Should an organisation omit to motivate its staff, less productivity may occur, morale is not high as well as products and services are of a lower standard.I have selected the topic of motivating and rewarding of employees as my interests are focused on motivation programmes and I wish to gain an improved understanding of the area of building employee engagement. Moreover, my choice was dictated by my willingness to develop a better understanding of what precisely could motivate employees in different subsidiaries at WILO company. Furthermore, I wish to concentrate on factors which cou ld potentially encourage employees to be committed to work and develop a better atmosphere at a workplace.The objective of the studyThe main objective of the project is to investigate whether employees at WILO company are well motivated and if there is a need for improvement of the level of employee satisfaction in WILO subsidiaries in Poland and Hungary.Moreover, the goal of the research is to conduct a theoretical study of selected literature as well as empirical data collection by means of a survey, questionnaires and interviews at WILO company. I will also attempt to analyse the data to be aware of the current level of motivation as well as classify significant motivators for the Polish and Hungarian employees at WILO company. Finally I wish to draw a conclusion to improve the level of satisfaction and to build a better committed workforce.SummaryThe project has been divided into six chapters Introduction to the study, literature review, WILO company motivation and compensation system, methodology, results of the survey, and conclusion.The literature of the field presents all manner of findings concerning solutions to the problem of motivating and rewarding employees. For the purpose of formulating the main concepts of my thesis, I reviewed a wide variety of relevant literature, which serves to provide a theoretical background to my study.First part of the literature review covers the definition of motivation as well as various theories of motivation. Moreover, I explore Maslows hierarchy of needs theory, in comparison with Herzbergs theory, Alderfer as well as McClelland theory and McGregor theory (Schermerhorn, 2005). Furthermore, I focus on personalities and behaviour of employees and cover various issues regarding motivation and compensation systems, techniques and tools, and, in addition, I wish to explore the role of a manager.The following part focuses on a motivation and compensation system at WILO company. I will attempt to present the way of moti vating and rewarding employees at WILO company as well as the benefits and perks received by WILO employees. Furthermore, I innovate the training system which is applied at WILO to boost productivity.The thesis will consist of two parts, that is a theoretical and a practical one.In the theoretical part of my thesis, I intend to examine selected literature of the field in order to present possible ways of motivating and rewarding.In the practical part of my thesis, I will conduct a research whose purpose is to analyse empirical data extracted by means of questionnaires carried out in the Polish and Hungarian subsidiaries of WILO company. My study will explore the role of leadership in the process of motivation and methods of improving working conditions, by means of bonuses provided by the company.Finally, I draw a conclusion and discover crucial findings regarding motivation and compensation of the Polish and Hungarian subsidiaries of WILO company.Motivating and rewarding employees is one of the most significant and the most challenging activities that managers perform. Managers invariably flip on ways of motivating, thus we are in a position to find numerous views and speculations regarding this topic. It appears to be crucial to demonstrate briefly preponderating ideas regarding motivation and rewarding of employees, presented by different authors. Moreover, both academic researchers as well as practicing managers have attempted to understand and explain the problem of employee motivation for years (Robbins, Coulter, 2003 p. 425). Furthermore, effective managers who expect from their employees the maximum effort recognise that they are required to be familiar with the way employees are motivated as well as to modify their motivational practices to satisfy their needs.Chapter dickensLiterature ReviewDefinition of MotivationThere is hardly anything more frustrating than working hard, meeting or exceeding expectations and discovering that it doesnt matter t o your company. You get nothing special, or you get what everyone else does. People need to get distinguish rewards and recognition to be motivated. (Jack Welch, 2005107). There seems to be a wide variety of definitions of motivation. It is a term originally descended from the Latin word movere, which means to move (Rue, Byars, 2000). However, it has been extended to include the various factors by which human behaviour is triggered (Campbell Pritchard, 1976).What is interesting, the concept of the motivation was already well-known in ancient times as, for instance, Egyptian pyramids or the Great Wall in China without motivation and ratiocination would not exist.It should be borne in mind that the problem of motivation is not a current development. Research conducted by William James in the late 1800s pointed out the significance of motivation. He assumed that hourly employees might get their jobs by applying approximately 20 to 30 percent of their ability. Moreover, he found that highly motivated workers will perform at approximately 80 to 90 percent of their ability. Consequently, highly motivated employees are in a position to increase in performance as well as significantly decrease in problems such as turnover, strikes, absenteeism (Rue, Byars, 2000).As evince by the 34th American president Dwight D. EisenhowerMotivation is the art of acquire people to do what you want them to do because they want to do it.Motivation might be analysed by the following sequenceConsequently, in motivation needs create motives, which lead to the accomplishment of goals. Moreover, a motive is a stimulus which leads to an action that satisfies the need, which means that motives create actions. When employees achieve the goals, they satisfy the needs and simultaneously decrease the motive. Nonetheless, it might occur that other needs may arise. Understanding the motivation sequence provides managers with slight help in find what motivates employees (Rue, Byars, 2000).Nowad ays it is extremely important to have motivated employees in every organisation. While non-motivated employees will not provide good service, they are seeming to make mistakes and the reputation of the organisation may suffer as a result. Therefore, all businesses need enthusiastic and committed employees who work to support organisational goals. What is important, motivation occurs within people therefore work needs to meet their goals as well. Additionally, people have different motivation, consequently a reward that is taking to one employee might be unimportant to another (Boddy, 2002). Moreover, one of the preponderating factors which has an impact on efficiency and effectiveness of employees work as well as how they organise time at work is their motivation (Bruce and Pepitone, 2001). While, as claimed by Forsyth (2001), non-motivated employees tend to spend more time on breaks, surfboard the internet or private discussion.Nevertheless, motivation commences with employee e ngagement, and engagement starts with effective discourse skills. As mentioned by Jack Welch, former CEO of General galvanic (GE) and current Business Week columnist, no company, large or small, can succeed over the long run without energised employees who believe in the mission and understand how to achieve it. It is also worth mentioning that three main words in this quotation remain the secret to motivating employees energised, believe, understand (Gallo, 2008).Moreover, accord to Carmine Gallo (2008), successful companies have employees who believe in their mission. As exclamatory by Scott Cook (INTU), people want more than a paycheck. They want to feel as though they are part of something bigger than themselves.When discussing motivation, not only should we mention a different management style choose in Europe in comparison to Asia and America, but also the differences between companies in the same country or even differences between workplaces in the same company.To under stand better what precisely could motivate employees I will attempt to explore what motivation means in general. As claimed by Dessler (2004), a motive is an incentive that stimulates the person into the action or provides direction as well as hints to action. However, Robbins and Coulter (2003) presented a different view. They claim that motivation is the willingness which brings out high levels of strivings to achieve goals as well as to satisfy individual needs. What is more, studies conducted by Schermerhorn (2005), also provide a valuable input. He argues that motivation is in charge of the standard, direction, as well as tenacity of effort developed at the workplace. Moreover, in order to understand motivation, it is essential to understand human nature as it might be very simple or very complex at the same time. Hence, understanding the human nature is significant for effective motivation of employees at the workplace.Gary Dessler (2004) argues that motivation is the intensit y of an employee desire to engage in some actions. However, Buford, Bedeian Lindner (1995) stated that motivation is a tendency to behave in an intentional manner to fulfil particular and insatiable needs. Nevertheless, Kreitner (1995) presented a different view. According to his statement, motivation is a psychological process that provides behaviour aim and direction. Furthermore, as specify by John Schermerhorn (2005) and subsequently supported by Stephen Robbins and Mary Coulter (2003), motivation is the willingness which presents the level, direction, and perseverance of effort expanded at work to satisfy some individual needs.As claimed by Kondo (1995), motivating the employees is one of the numerous conditions and policies recognised to achieve the objectives of each company. Moreover, people involved in a task have to be sufficiently motivated to overcome all difficulties. Therefore, by saying, a company is its people it is meant that () people are our most important asset s (Schermerhorn, 2005). This statement demonstrates that a proper approach to people in an organisation is extremely important, that is, if managers treat employees appropriately, they will be repaid with effective work.What is important, even if we create an outstanding organisation, it will not be effective and even counter-productive if the employees lack motivation (Kondo, 1995).To conclude, highly motivated employees seem to be the most important assets for owners, chairmen, managers. Otherwise the productivity of the employees and the costs of the production will dramatically deteriorate.Personality and behaviour of employeesIt is commonly known that people differ in characters, abilities, values, behaviour, and needs. Moreover, different actions cause various reactions on people. One employee might stand whenever the boss wishes, while the other would not execute this order (Dessler, 2004).For a manager it is significant to be familiar with how to manage different personalit ies as ineffective management of a team with different personalities as well as working styles might lead to a failure of a particular project. As stated by Schermerhorn (2005) personality is the mixture or overall profile of characteristics that causes one person to stand out from all others. personalityAs claimed by Carl Jung, the Myers-Briggs Type Indicator (MBTI) is a democratic tool for measuring personality. This system is helpful for organisations to be familiar with the working styles of employees, balance teams and avoid conflicts. According to Myers-Briggs, assessment characteristics of personality are classified ad as Introvert/Extrovert Sensing/Intuition Thinking/ life and Judging/Perceiving. The MBTI questionnaires categorised people into 16 personality types along iv scales (Mutchler, 1998).Employees who possess the introvert personality tend to be introspective, they are often an analytical and scrupulous team member. However, extroverts are active as well as easy-go ing and comfortable with expressing their ideas openly.The sensing/intuition personalities tend to measure process of information. A sensing person seems to be visual and fact-oriented, whereas an intuitive person has a tendency to be more open and creative.The thinking/feeling type of personalities refers to the decisions making. Thinkers draw conclusions based on external standards and regulations, however, feelers are more focused on protecting feelings and values. As team members, feelers might consolidate people, while thinkers are successful in expressing logical reasons behind decisions.Finally, judging/perceiving concerns the approach people have to their life. People with judging personality tend to be well organised and they know what to do about their daily activities, while people with perceiving personalities are more flexible and spontaneous.It is note-worthy that every team is enriched by diversity, therefore, a range of personalities might create a stronger team. Mor eover, the diversity of the team might bring into a project different ideas, which is funk to increase performance and creativity of the team (Boddy, 2002).On the other hand, as claimed by Gary Dessler (2004) and illustrated in Figure 4. psychologists, nowadays emphasise the big five personality traits as they apply to such behaviour at work as extroversion, emotional stability, agreeableness, conscientiousness and openness to experience. Extroversion is personality where a person is outgoing, assertive and friendly. While emotional stability names someone who is relaxed, calm and secure. Moreover, this person is emotionally stable and confident. Agreeableness, in turn, is someone who is good-natured, conjunctive and trusting. Furthermore, a person who possesses an agreeable personality is also in good relationships with others, and a disagreeable person generates conflicts and discomfort for others. The following personality is called conscientiousness. An employee with this char acter trait is responsible, trustworthy and careful. On the other hand, a person who lacks conscientiousness is careless and often doing little. Finally, openness is the degree, to which someone is curious, open to new idea and creative. What is more, an open person is tolerant, open to change and receptive to new things. Moreover a person who lacks openness is resistant to change, narrow-minded and has limited sources of interests (Schermerhorn, 2005). some studies conclude that these five traits signify the essential structure of personality, and therefore influence how the person behaves (Beck, 2000).In addition, personality traits are not the only one factor which is responsible for persons behaviour at work. Therefore, individual differences in abilities also influence workers behaviour and performance (McCormick and Tiffin, 1974). To perform the work successfully every employee needs to possess appropriate abilities. However, even the most competent employee will not perform t he task successfully without motivation. Therefore, Performance = Ability x Motivation (Dessler, 2004).As claimed by Richard Field (2002) the main goal of attitudes is information of how to act with regard to other person. Moreover, attitudes are significant in organisations as they affect behaviour. Additionally, we may distinguish three parts of work attitudes that are the affective, such as what the employee feels about work, as well as the cognitive attitude- what the employee thinks about the work and the international- what actions is the employee planning to perform at work.Moreover, the job satisfaction is influenced by both the work environment and by the employees personal traits. It has been assessed that the individuals personality constitute between 10% and 30% of employees job satisfaction, however, 40% to 60% of the discrepancy in job satisfaction is motivated by situational factors. Furthermore, the interaction between personality and the situation constituted betwee n 10% and 20% (Field, 2002).Theories of MotivationThere are numerous motivation theories, however, the universal theory of motivation, which can explain all its aspects does not exist as each person is unique and has different needs and expectations.Managers have for ages attempted to understand why for one person work is enthusiastic and challenging, and means a possibility to improve the ability, while for other person work is something which you have to perform, as compulsion to survive and for living in a good condition. Theories of motivation focused on how managers might motivate their subordinates. However, they also have to motivate other people such as colleagues, consumers, or other managers.Psychologists created three main approaches when studied what motivates employees such as the need-based, process based and learning/reinforcement-based approaches.Need-based Approaches to MotivationNeed-based approaches to motivation concentrate on how needs trigger people to act the way they act as well as which needs are the most significant for each person.The most common theories of motivation are Maslows Hierarchy of Needs Theory, Herzbergs theory, McClelland theory and McGregor theory.Scientists generally commence most discussions concerning motivation by explaining individual needs therefore, as claimed by Schermerhorn (2005), a need is an unmet desire. An extremely significant and generally known theory of motivation is Maslows needs-hierarchy theory.Abraham Maslow a hierarchy of needsAbraham Maslow was an American clinical psychologist, who form a theory of human motivation to understand the needs of his patients. This model suggests that people have different types of needs. He also found it helpful to investigate data and observations of Douglas McGregor theory. He proved that the lower-order needs are leash until they are at least partly satisfied (Maslow, 1970). On the floor of this theory, an unsatisfied need can change a persons behaviour whil e a satisfied one can be a motivator of immediate action. As illustrated in Figure 5, Maslow argued that there is a hierarchy of five levels of needs. Starting from the lowest one, we may distinguish needs such as physiological, security, social, self-esteem and self-actualisation.Physiological needs are the needs essential for survival, such as food, water, shelter and clothing. These needs may be satisfied in an organisation by monetary compensation. Maslow proved that if these basic needs are unsatisfied, people will focus on activities that allow them to perplex the necessity of life. If they do not fulfil these basic needs, they will not strive to reach the higher needs (Boddy, 2002). However, if the physiological needs are gratified, new needs would appear which he called security needs.These needs provide such values as security, protection, stability, dependency (Maslow, 1970). They protect from fears, anxiety and chaos. In the event of this need being paramount for a perso n, a stable and regular job with secure working conditions may satisfy them. A company may meet these needs by medical or retirement benefits.The following need is belongingness which may be reached by assure a place in the group or family. This need triggers mettle and love and also requires closeness and cooperation with other people. This is the desire for acceptance and grace by friends and co-workers (Boddy, 2002).Maslow discovered that a wide variety of people possess self- esteem needs, which means self-respect and the respect of others. Self-respect is gratified when people have a sense of achievement, confidence, adequacy and competence. Moreover, people search for the respect of others, a desire for reputation in the eyes of other people such as prestige, status, attention and recognition. They wish to be noticed by others. In most cases they take challenging or difficult tasks just to demonstrate that they are good at their job. This behaviour gives them respect and st atus. To motivate employees through satisfying those needs, management may offer them recognition awards.Finally, Maslow named the paramount range of needs as self-actualisation, which provides the desire for self-fulfilment as well as potential. Maslows pointed out that this need only begins to dominate when the all lower-level needs have been relatively satisfied. People who wish to gratify self-actualisation needs will search for personal relevance in their work. They are more willing to value new responsibilities to realise their potential and also develop new talents, skills or horizons (Boddy, 2002). Unfortunately, on this level it is almost impossible to satisfy a person completely as this refers to the feeling of self-fulfilment and the realisation of ones potential, which become higher and higher during persons development. This need may be gratified by paying attention to allowing a person to participate in seminars or temporary assignments to special projects.Maslows hier archy of needs model is referred to as a content theory, it focuses on what will motivate a person without exactly explaining why an individual is motivated. It is not a complete model of human motivation, but it does demonstrate how managers can approach the basic needs of their employees (Alderfer, 1969). Moreover, it suggests that there are significant differences among people in terms of the needs they may wish to satisfy. A manager should always have in mind that motivators may change over time due to environmental influences and the individuals life cycle. It is also note-worthy that, until basic needs are satisfied, people will not concentrate on high-level needs. However, there is little evidence that people must meet their needs in the same sequence of the hierarchy, for instance not all of them must gratify social needs such as affiliation and esteem before moving on to satisfy self-actualisation needs (Dalrymple, 1992). Furthermore, there are people for whom self-esteem i s often more significant then love, however, for others creativeness is the priority. In this case, they are not searching for self-actualisation once they satisfied their basic needs. Others had such permanently low aspirations that they experienced life at a very basic level (Boddy, 2002).In other words, it is of great significance that human beings always have a variety of needs (Kondo, 1995).Clayton Alderfer- Existence Relatedness Growth (ERG) TheoryThe following theory provided by Clayton Alderfer (1969) was based on Maslows research and focuses on three needs existence, relatedness and growth. His work was build on Maslows ideas, however, he presented an alternative to them. He created and researched his theory in questionnaires as well as interview-based studies conducted in five organisations such as bank, a manufacturing firm, two colleges and a school.His existence needs are similar to Maslows physiological needs and to security needs such as concern for losing the job an d salary. They include physiological desires such as hunger and thirst which symbolise deficiencies in existence needs. Nevertheless, pay and benefits symbolise ways of satisfying visible requirements (Dessler, 2004).Relatedness needs focus on relationships with important people such as family, friends, but also bosses, subordinates, team members or customers. Additionally, they require interpersonal interaction to gratify the needs such as prestige and esteem from others. People gratify these needs by sharing thoughts and feelings. Moreover, acceptance, understanding, and confirmation are significant for satisfying relatedness needs (Boddy, 2002).Growth needs are approximately capable to Maslows needs for self-esteem and self-actualisation. People satisfy these needs if they deal with problems by using their skills or developing new talents (Alderfer, 1969).Maslows and Alderfer models can be severalise in two major ways. Maslows created five sets of needs, while Alderfer formula ted three. Moreover, Maslow claimed that each of the needs should be satisfied before moving to the next level of needs. However, Alderfer argued that existence, relatedness and growth needs are active simultaneously (Dessler, 2004).David McClelland- Need for Affiliation, creator and AchievementDavid McClelland (1961) examined the way people think in wide variety of situations. Moreover, he claimed that managers should satisfy employees higher-level needs. His research discovered three categories of human needs. They metamorphose in degree in all employees and managers, and characterise style and behaviour.The need for affiliation means to develop and maintain interpersonal relationships. People who have the need for affiliation are motivated to maintain strong relationships with family and friends. In social meetings they attempt to create friendly atmosphere by being agreeable or providing emotional support (Litwin Stringer, 1968).The need for power means to be in a position to influence and control others. People with the need for power wish to influence others directly by providing opinions, making suggestions. They would find themselves as teachers or public speakers as well as leaders. However, the need for power depends on persons other needs. A person with a strong need for power but a low need for good relationships might turn into a dictator. Simultaneously, a person with strong needs for friendship might turn out to be a social worker or a cleric. McClelland assumed that a good manager is motivated by a regimented and regulated concern for influencing others (McClelland, 1995). It means that a good manager should have the need for power however it always has to be under control.The need for achievement means taking personal responsibility and demonstrating successful results. People who have a strong need for achievement have a predisposition to reach a success, and they are searching for advancement at work. They possess the strong need to achie ve satisfaction from challenging goal or task. These people prefer tasks in which success is reasonably achievable, consequently avoiding tasks which are too easy or too difficult (McClelland, 1961).To sum up, it is note-worthy that what is valuable to one person might mean nothing to another. One manager may aspire for promotion, while other is searching for stability and is more satisfied with a slower track. For some managers independence and autonomy are of great significance as they wish to work on their own, while others are more concerned with long-run career job security and also they wish to have stable future (Dessler, 2004).Frederick Herzberg Hygiene-Motivator (two-factor) TheoryThe following theory provided by Frederick Herzberg (1959) is Hygiene Motivation Theory. He split Maslows theory into lower-level (physiological, security, social) and higher-level (ego, self-actualisation) needs. According to the motivation theory proposed by Herzberg , motivation is managed by two different types of factors such as satisfiers and dissatisfiers. It seems that employees experience dissatisfaction with things such as low pay or noisy working environment and it is significant to eliminate these dissatisfiers. In turn, to motivate employees it is crucial to enrich daily work in satisfiers. Moreover, to motivate employees it is also significant to involve them in preparing working standards and setting work goals, precisely appraising their results, as well as rewarding them appropriately (Kondo, 1995).Herzberg conducted a research with 200 engineers and he focused on their experience of work. The respondents were asked not only to reminisce about a time when they had good time at work but they were also asked to bring back to memory a time when they felt bad at work and provide the background (Boddy, 2002).Research analysis demonstrated that when employees thought about good times they mentioned factors such as recognition, achievements, responsibility, advanc ement, and personal growth, work itself, etc. However, when they were describing the bad time, they mentioned the following factors supervision, company policy and administration, salary, working conditions, interpersonal relations, etc. Herzberg concluded that factors which generate dissatisfaction are hygiene factors and these satisfiers he called motivators, as they seemed to influence individual performance and effort (Herzberg, 1959).According to Herzebrg, it seems to be significant to motivate employees by creating challenges and opportunities for achievement. Consequently, dissatisfied personnel work with lower motivation and their

Symbolic Mediation Internalization Learning Process And Zpd Education Essay

Symbolic Mediation Internalization Learning providedt And Zpd Education EssaySecond expression fixing (SLA) is a comparatively new field, which was seen as an adjunct of language doctrine pedagogy earlierhand 1960s (Myles, 2010). Ellis (1994) defined three aspects that be responsible for L2 acquisition foreign factors ( br new(prenominal)ly factors, remark and interactions) internal factors ( scholars existing knowledge and internal mechanisms) and someone scholarly person factors (P. 193). The favorable factors was investigated infra heavy influence from Vygotskys zone of Proximal Developments (ZPD). In this paper, major focus would be around the nonion and application of ZPD, including be ZPD and key concepts of Vygotskys surmisal relating to ZPD symbolic mediation, incorporation, cultivation make, the percentage of wholesaler and learner similitude Vygotskys social ethnic theory (SCT) with Piagets cognitive theorycomparing Vygotskys Zone of Proximal Devel opments with Krashens notion of i+1 hypothesisSymbolic mediation, internalization , breeding mould and ZPDThe social-cultural theory, stemmed from Vygotskys thoughts claims that the language learning process is socially mediated (Lantolf, 2000). Lantolf (1994) stressed that from Vygotskian status, the higher forms of human mental activity argon always, and everywhere, mediated by symbolic means (P. 418) The symbolic mediation refers to the international process via symbolic signs or hawkshaws in social context done which learner can control mental process after internalization (Lightbown Spada, 2006). Lantolf (2000) regards language, among all the symbolic tools, as the most powerful mental tool (P. 81). Through the mediation of language, the child or learner learns how to perform a task or solve a problem with the help from a more than skilled individual (Mitchell Myles, 2004). In other words, the learning process starts as an inter-mental activity, by the more skilled i ndividual sharing by means of talk, and ends as an intra-mental activity, with the parcel of landd knowledge taken in by the artless individual. Thus, according to Vygotsky, learning includes two stages sh ared understanding in social context finished symbolic mediation (mainly in the form of dialogue) and internalization of the shared knowledge by individual. The learning process from a Vygotskyan perspective is described as new concepts continue to be acquired through social/interactional means (Mitchell Myles, 2004, P. 147).Vygotsky defines the concept of zone of proximal phylogenesis (ZPD), as the distance amidst the actual incremental look as unflinching by self-sufficing problem solving and the level of potential development as determined through problem solving under pornographic guidance or in collaboration with more capable peers (Vygotsky, 1978, p. 86). In other words, the role of more advanced interlocutor is stressed by assisting individual crossing the gap among actual level (what the learner can do alone) and potential level (what the learner can light upon with help). The learner is cognitively prepared for solving more complex problems if back up by an interlocutor. More importance has been attached to social interaction between learner and interlocutor, which is regarded as a causative force in acquisition (Saville-Troike, 2006, P. 111).Vygotsky versus PiagetZuengler and Miller (2006) reviewed the ongoing debates on whether a separation should be do between second language acquisition and second language practice and the debates on the commensurability of theories from different schools. It may be interesting to notice that the divergences between sociocultural theory and cognitive theory bear family with their origins -Vygotsky, the arrest of socioculture theory and Piaget, the father of cognitive theory.Piaget and Vygotsky are among the earliest proponents to link childrens language development with their cognitive devel opment (Lightbown Spada, 2006). For Piaget, the cognitive development for children is realized through interaction with things around them and is presented by language which is not different from Vygotskys view. They share the view of learner as a social human macrocosm who are learning through interaction with environment and of learning and development as a contextually embedded process of interactions (Vianna Stetsenko, 2006, P. 85).However, the dissimilar dialect that they place on social interaction leads to three major expirations. For Piaget, children learn and develop in the environment. For Vygotsky, children not unless learn and develop in the environment but also change it through interaction. Therefore, for Vygotsky, language is seen as a more powerful symbolic mediation (Lightbown Spada, 2006). The second difference is suition versus transformation (Vianna Stetsenko, 2006, P. 87). For Piaget, human develop by assimilation and accommodation to adapt to the enviro nment, whereas for Vygotsky, human develop by actively changing the environment. The third difference lies in their view of the priority between learning and cognitive development. For Piaget, children carry to be cognitively prepared to a certain stage before learning, while for Vygotsky, precedence is given(p) to learning instead of development. Therefore, Vygotsky argue for teaching or learning within ZPD, where learners could do more with scaffolding from interlocutors than their independent performance (Zuengler Miller, 2006).ZPD versus i+1Second language scholars have suggested the feasibility of integrating Krashens i+1 with Vygotskys zone of proximal development (ZPD) base on their similarities. Dunn and Lantolf (1998) have stated the incommensurability of these two concepts not only because they are unrelated but also because they are based on inappo state of affairs theoretical discourses (P. 411)In Krashens view, humans acquire language in only one way-by understand ing messages, or by receiving comprehensible remark signal . . . that contains structures at our next stage- structures that are a bit beyond our original level of competence (Krashen, 1985, p. 2). More specifically, three factors contribute to language learning learners internalized grammar, viz. the i, input containing linguistic structure a bit beyond learners current level, namely the i+1 and learners internal language processing mechanism (LAD)For Vygotsky, as mentioned above, ZPD is defined as those functions that have not yet matured but are in the process of maturation (1978, p. 86). A more holistic picture has been drawn with respect to language learning learner, interlocutor, their social cultural backgrounds, their goals and motives and all the resources available (Dunn Lantolf, 1998).Learning and development devolve in two situations, where learner will surpass their current level either with attention from a more advanced interlocutor within learners ZPD or wit h acquisition of linguistic structure i+1, which may contribute largely to their plainly similarities. However, it would be cautious to notice as well that the development occur with a comparison of learners current level, that is learner himself. Therefore, it would be less justifiable to view the development in Krashens term as an equivalent to that in Vygotskys theory. Also it would be more reasonable to notice that the construct of ZPD and i+1 cannot stand without considering the theocratical frame that they root in respectively. Therefore, a comparison would be made between theories that have incubated these two constructs with respect to the relationship between learning and development, the gist of learning, the role of language, learner and interlocutor and the role of social interaction.The fundamental difference between Krashens theory with Vygotskys theory is their various view on the relationship between instruction learning and cognitive development. Krashen hold the view as a separatist, who perceive learning under instruction and cognitive development as two independent process (Dunn Lantolf, 1998, P. 491). Therefore, Krashen intentionally draw a line between learning and acquisition, argue that only though subconscious acquisition can comprehensible input be acquired, and learners apprehension be developed. Conversely, Vygotsky presented a dualistic quality to development, that is whether learning consciously or not, a mutual influence exists between learning and development ( Dunn Lantolf, 1998, P. 491). Thus, learners are learning and developing at the same time, and the site where learning and development meet is called ZPD.Secondly, Krashen and Vygotsky differ in their view of the consequence of learning, based on their divergent view on learning and development. For Krashen, the event of learning is the linguistic structure that is a bit beyond learners current level, and with the acquisition of this feature, learner has developed c ognitively, ready to obtain the next i +1. Whereas for Vygotsky, learners are developing along the whole learning process, which means that not only the immediate future, but also the maturing process account for development (Dunn Lantolf, 1998, P. 422). Therefore, it is the variability between acquisition and Internalization (Kinginger, 2002, P. 418).Thirdly, the roles of language, learner and interlocutor are interpreted differently. From Krashens point, language is conceived as a container of linguistic features with comprehensible input and learner as a container with Language Acquisition Device (LAD), the individual process mechanism build inside minds, and the assistance from interlocutor is not necessary (Dunn Lantolf, 1998, P. 418). In contrast, from Vygotskys perspective, language is one of the the most powerful psychological tool of semiotic mediation system (Lightbown Spada, 2006, P. 81), and thus representing the mediated forms of cognition (Dunn Lantolf, 1998, P. 426). Both learner and interlocutor are portrayed as a social human being, with motivation and social cultural identity, instead of a loner with an innate ability to process (Kinginger, 2001, P. 419).Moreover, unbalanced attention is given to social interaction in the frame developed by Krashen and Vygotsky. Krashen delegate relatively little importance to social interaction due to the universe of LAD, despite his support for a weak form of interaction subject matter negotiating proposed by Long (1996). In other words, Krashen argues that the strong form of interaction such as scaffolding or peer collaboration as well as learner output bear no direct relevance to SLA (Dunn Lantolf, 1998). In contrast, social interaction is viewed as the medium and the leave behind of development by Vygotskian scholars (Kinginger, 2001, P. 422). Thus in order to maximize learners acquisition, interlocutor should scaffold the learner along ZPD and learners comprehensible output is as all-importan t(prenominal) as comprehensible input.ConclusionOver the past decade, there has been an increase number of SLA researches conducted under the influence of socioculture theory (SCT) based on the pop off of Vygotsky (Ableeva Lantolf, 2011 Brooks Swain et al., 2010 Kinginger, 2002 Knouzi Swain et al., 2010 Lantolf, 2007 Foster Ohta, 2005 Swain Deters, 2007 Swain Lapkin et al, 2009). This theory differs from other theory describing the SLA in the stance that social environment is not only a learning context but rather a significant contributor to language acquisition (Swain Deters, 2007). Thus the concept built in SCT framework such as ZPD, cannot be viewed separately forth from its origin, which implies that it would be best for any future comparison or commensuration of concepts from hostile theories be made with their roots considered. Also the incommensurability precisely add the measure out to the theory building in SLA field, not only for the sake of the this special(p renominal) school itself but also for a helpful reflection for other schools.It is with this sharp comparison between different perspectives, a more holistic picture can be draw for L2 acquisition, despite the criticisms been made and the debates ongoing (Zuengler Miller, 2006). Lantolf (1996) have shown his welcome for a future of letting all the flowers flower in SLA theory building and I simply cannot agree more with him (P.713-49).

Beowulf An Epic Hero English Literature Essay

Beowulf An Epic Hero English Literature Essay plot reading the august poem meter of Beowulf the most important character is Beowulf which has the character of an heroical earmarkor by performance of s eat ups and valor, durable reputation, and majestic affair. In Beowulf it shows strange and come only external ability and bravery at the blackwash of Gr hold onel, the beat Wife, and the Dragon. Due to the brave killing of the put onless creature Beowulf besides becomes familiar to the idea of being fames. Beowulf as a model he must defend his community as a imperial indebtedness. The poem starts with the whipstitching of Grendel. In the massacre of the unusually huge being Beowulf shows fundamental skills and bravery. Beowulf shows odd skill and bravery which this shows the beginning of an epic hero. Beowulf show bravery and ability by slaughter Grendel hand with appear a sword or a shield. The cause wherefore Beowulf chooses to kill Grendel with no body accoute rments to him it felt that he must not have any advantages everyplace the monster of Grendel. By defeating Grendel without any armor Beowulf prove to the sight that he really is brave and clever. Beowulf shows great skills and bravery when he supposedly defeats the bout Wife which is the breed of Grendel. After killing all the Thanes in the Mead house to make a point to Beowulf say he was able to kill her with the Hrunting. After stabbing the Troll Wife and winning the conflict. Once again Grendel debates the personality of an epic hero. Beowulf in any case shows his bravery and skill while he was slaughtering the Dragon. In the killing of the Dragon, Beowulf was ready to set in up his own give out in order to slay the Dragon. In additional Beowulf traits shows him as an epic conqueror by ta force c argon of his royal duty. Before the king kills himself he gave Beowulf his country so he became the king when he died. Beowulf realizes his responsibility to rule and defend his kingdom, with his royal duties. Although he aged all oer clock time when he slaughter the calculus he must defend his tribe from it, its is responsibility now that he is the king. In the next paragraph from Beowulf, Beowulf clarify why he have to carry out his royal duties. Hygelac supply Beowulf his family sword, as a way to repay him from the battle. The king decided to give Beowulf his land, because his sword as served him well(p). By means of his hands and tough sword blade, while Beowulf is delicate and aged once the Dragon came. Beowulf understands that he volition repay his commonwealth by slaughter the Dragon. Beowulf believes that he was giving so much throughout his people and being able to kill the tophus was his royal duties to protect his kingdom. The slaughter of Grendel, the Troll wife, and the Dragon was including in his royal duty. Beowulf as well turns into adapting to the idea of endure reputation by winning royal obligation. Beowulf shows another trait of an epic hero during the idea of fixed reputation. The traits of enduring fame come about when Beowulf slaughters Grendel, The Troll Wife, and the Dragon. Following the killing of Grendel and The Troll Wife Beowulf is looking upon as a hero by legion(predicate) of Thanes. When Beowulf move out Grendel, Beowulf stumble upon Heorot where he reward Beowulf with gold. plot of land having a paste in tri neverthelesse of Beowulf, they told him to put on riches with true splendid determination this entrust increase and do well and establish your strength. Beowulf has true the respect as a hero. Fate showed hold on spiritedness when it comes to an end. Beowulf also becomes familiar to the thought of endure reputation with the land that is disposed(p) to Beowulf to rule. Beowulf receives tribute when he dies. At the ending of the heroic poem, Beowulfs people are sad, and keep on being sad while promising that his kingdom will always remember him as an epic hero Beowulf. Th e sinless trait mentioned early proves Beowulf as an epic hero. Beowulf shows ability and bravery, lasting fame, and condole with out his royal duties all these personality show that Beowulf is an epic hero. By slaughter Grendel, and the Dragon, Beowulf give ability and bravery to his people by demonstrate his force and survival. As a result of slaughter the Dragon unconstipated while Beowulf knows that the ending will possibly show the way to the cobblers last he shows the traits of his royal duty. The king offer Beowulf his kingdom to rule it as a result of his great reputation. All these are personality of an epic hero, which Beowulf was a great epic hero.Character AnalysisAs Beowulf gets impede to Danish ground, Beowulf is a young guy who is looking for a involve and fame. Beowulf was famous amongst his people which were the Geats, for his bravery. When Beowulf was a young man he collapse in many represents and as a consequence showed his great eccentric to everyone. B eowulf has some(prenominal) personalities which help him to be successful in fights. As he was young, Beowulf was recognized as the tough man alive. His force permitted him to rule in fights. If not in favor of his pure force, he would not be able to beat Grendel, because Beowulf did not use any weapons since they were no defend for Grendel. By fighting back with Grendel with no armaments, he releases himself up to a superior honor. Beowulfs index finisht be seen as a weakness, as the outcome of his force might. Beowulfs power permitted him to control the fight, but it also make him overconfident. While his over confidents allowable Beowulf to be received of himself in the battles, some(prenominal) of his adepts think that was a personal mistake to fight without a weapon. While Ecglaf see Beowulf as overconfident and worthless, by asking Beowulf Are you the Beowulf who competed with Brecaswollen with gazump as a result of his over confidents was a mistake in the judgment of others, Beowulf notice it as self guarantee and apply it to his benefit. Beowulf as well had a tough endurance of journey. Beowulf courage of a request was the motivation that Beowulf went to battle with Grendel. Beowulfs power and courage of exploring a quest as well lead him to fame in numerous of battles, counting the fight with Grendel. Beowulf apply his fame in earlier battles to validate himself when he went to help Hrothgar. As well showing his self guarantee and recognized courage possibly guides his judgment. Beowulfs courage of making a quest he achieve allot of fame but it may have got him into trouble, if he took the quest to a extreme. During his young years, Beowulf uses his power for fame and gratitude. As he was grown-up his grand power were taken away, and Beowulf establish himself with no one of his supreme skills. Beowulf afterward was king of the Geats, and when a dragon assaults his land, it was Beowulfs duty to defend his people. Feeling irritated and enthus iastic for killing, his men and himself went to slaughter the dragon. done the fight Beowulf is overpower by the strength of the dragon due to his get around of power, and was save by his closes friend from thanes, Wiglaf. Currently, Beowulfs power, in its place of being a benefit to him, became a flaw. The failure of force, and the fight was discouraging to Beowulf but he takes a walk. Following his fight with the dragon Beowulf realizes that his time for living has ended. Yet, Beowulf uses his routine in time on his dead bed to see what when equipment casualty on his life. Beowulf as well uses his time to recover some fame, his companion thanes with all the great fights he battle. This is a symbol of Beowulfs person guarantee. ease although guarantee himself no longer show him interested in fights, Beowulf promises himself that he have finished fine in his life. Throughout Beowulf life time, Beowulf was a huge warrior. His courage and power help him to victory, and he made c ertain that every person recognize him about it. With doing this he demonstrate his pride. Nevertheless, his replete(p) attribute force, bravery, personal guarantee, and courageous help him for beloved. As they might overwhelm terrible things, Beowulf approved himself healthy and appreciated by several people but with the exception of for Grendel.Good versus EvilBeowulf is one of the oldest accessible numbers in the English. The poem is an Anglo-Saxon heroic poetry, which represent a parable of a heroic hero intended to conquer a harsh monster in arrange to save an empire from obliteration and casualty. The chief(prenominal) subject matter in this classic poem is the base of strongly vs. injustice. The basis of good against immorality was expose throughout the people and gouge that make up good and poisonous, which help reveal the topic all over the story, and explain the general result of this theme in the poem as a part of literature.There are a lot of signs that sy mbolize good in Beowulf. Beowulf himself is a sign of good heroic. Beowulf is controlled and civilized which are the uniqueness of good and clarity. First off, Beowulf is untainted because he shows this while confront Grendel when Beowulf removes his body armor, and promise not to use a weapon to conquer Grendel. Later overpowering Grendel, he tells everyone that the monster was no match for himself without victimisation any body armor and sword, can beat evil in several ways as well as for Grendel. This provide as a sign of Beowulfs kindness. One more sign of good is light. igniter represent daytime and joy. While light, such is the same as the sun, people seeing it gives people wisdom of calm and they dont appear to be afeard(predicate) of daytime. In relationship with light, expressions like unblemished and shiny also strengthen to show good. These signs can exposed the goodness in this quotation In the lap of their shining ship, lined with gleaming armor, going safely in t hat oak-hard boat to where their hearts took them. Human culture used the appearance of epic warrior, is frequently related with light the halls are illumine with joy and riches. These shows how several times have Beowulf men, swear to wait after dark and bind the terror with a brush of their swords. Plus after that, in the sunrise, this mead-hall impressive, with sugared light would be soaked with blood, every bench with red stains as well as the floors, all soaked from the beast savage pom-pom and his worriers would be died less every day. In this explanation of Herot once Grendel slaughter past, Hrothgar express the mead-hall like impressive, with fresh light which would be soaked by blood. Now light represent good, dark signify evil at bottom Beowulf. Grendel cave is dark and ancient, and he just hunts by nighttime, in the dark. dusky and nighttime is related with evil and Grendel blood-spattered assault. Hrothgars soldiers face the evil and darkness tho the daylight appro ach, just their blood is present. This demonstrates that Grendel, the monstrous whose name sock fears to the people of Herot, as well is a sign of evil. This is revealed in this quote Grendel was spawned in that slime, conceived by a pair of those monsters born Of Cain, murderous creatures banished By God, penalize forever for the crime Of Abels death. The enormous crowd had evil spirit came out, near the men demons divides into many appearance of evil like spirits and beast, troll, monsters, giant, a grasp eternally opposite the Lords determination, and yet again beaten. A divergent monster connected among evil is the dragon. In the ending Beowulf must battle one last fight with the dragon. The dragon blow breath of flames into Beowulf since Beowulf was severe to protect himself. However as his protection was dissolving, therefore murdering Beowulf. So the lowest fight comes along to Good, which can be Beowulf, against Evil, which symbol was the dragon.The theme of good against evil is described all through the whole epic. In the outset of the poem there was Herot people which represented good, and Grendel, the evil. While Grendel slaughters the majority of the people in Herot, there was small good left. Except went Beowulf came to Herot there was more good. Consequently when Grendel assault Herot at night, Beowulf was waiting for him were Beowulf and Grendel battle it off. At the end evil was just a reminder of the pain Grendel bring to the kingdom. Beowulf manages to slaughter Grendel by means of rip off his arm. However a brisk evil prowl the dark swamp. This was Grendels mother which was greatly more evil than Grendel. Therefore Beowulf, motionless sentiment with the murder Grendel, set off her choler toward Beowulf. So the theme of good against evil rises ones more time. Beowulf then travels run through to the lair where Grendels mother live she was wide-awake to take vengeance from Beowulf over Grendels death. Following the fight, it was good wh o conquer evil once more. Yet, the next fight wouldnt t be so simple. As an outsider had taken agree from a dragons cave to make compensation with Beowulf, which is the new king, Beowulf owns son which was the evil dragon was angry. The dragon set off to Beowulfs kingdom and breathes flames to it. Therefore, Beowulf was currently prepared for one more fight with fatality. So, this symbolizes an additional good against evil fight. Wiglaf demonstrate kindness by serving Beowulf overcoming the dragon. Although the dragon prove equivalent evil when the Dragon went down with Beowulf to a dead. Therefore, in the ending of his final fight, it can be held that good and evil disintegrating. On the other hand, Wiglaf takes control of Beowulf kingdom in the result that good once more time succeeds.In general the result of the theme include on the poem as a part of literature which Beowulf was symbolize good and Grendel symbolize evil. Beowulf had murder Grendel while Grendel had assault Hroth gars kingdom. Once Beowulf murder Grendel he include murdering Grendels mother as well. Then Beowulf went to the dark swamp to slaughter Grendels mother. Once he defeated Grendels mother after that every one in the kingdom of Herot dance, feast, and celebrate all night long. Beowulf at that time notice as a hero and was name to take over the throne to be the king.Everything was fine for years, in anticipation of an outsider stole the gold dragon from the dragons cave. The dragon after that ruined Beowulfs kingdom. As vengeance Beowulf set out to slaughter the dragon. As a consequence, he slaughters the dragon however color in the procedure. Wiglaf, a courageous warrior who assist Beowulf slaughter the dragon, after that was disposed(p) the kingdom. Therefore, in general result of good against evil in the heroic poem was to demonstrate that Beowulf was a fine hero and to explain that good will forever succeed no matter what difficulty you will have to conquer.In the poem of Beowulf , the theme of good against evil was use commonly all over the heroic poem. Beowulf was recognize as a fine hero, and light was known as a sign of good. Grendel was set as the evil monstrous that brought fear to Herot, and dark was recognized as a sign of great evil creeping around near. The theme of good against evil was portraying commonly all the way through the heroic poem throughout the fights between Beowulf and Grendel, and then Grendels mother, and finally with the dragon. The theme of good against evil contain in general outcome on the heroic poem by means of no matter why type of evil he comes upon up it will be everlastingly conquer by goodness. This was describing when Beowulf slaughters the dragon, and still despite the fact that he was also murder, Wiglaf accepted on his good heart to rule his former friend Beowulf. As a result, good defeat evil forever.

Evaluate the approach of Cognitive Behavioural Therapy

Evaluate the come on of cognitive Behavioural TherapyIn this essay I leave behind discuss the Cognitive Behavioural Therapy, thusly I go forth critically evaluate the approach, with strengths and limitations, give an example of an episode that , I tried to give this approach, give the understandings in which seats I would use it. And finally what I had learned from this research and how it impacted me for future practice.Cognitive Behavioural Therapy, adopt roots in deportmentism, as well as Cognitive therapy. In our days many cognitive behavioural healer follow the principles from both these schools. In the beginnings of 1970s, Professor Aaron T. Beck developed a supposition of depression, which promotes the importance of peoples depress style of thinking. Becks work has permuted the nature of psych variedapy , non fair for depression , but for a range of psychological problems much(prenominal) as , phobias, anxiety, depression, anger, sexual and relationships prob lems, drugs and alcohol abuse, obsessive compulsive disorder, I just mention a few of them. For a successful underwritement is requisite that the enduring role work together with healer, and is bequeathing to change, is vital that diligent is capable to choose his abnormal thinking or behaviour. CBT is a short -term therapy normally between 10 to 15 sessions and lasts for an hour. With the help of the healer the patient depart tackle these abnormal thinking or behaviour, by learning a different range of techniques to combat them.Abnormal behaviour is caused by dysfunctional thoughts that a person gutter internalise in its self, this maladaptive behaviour does not allow the patient to have a normal life. As above referred CBT is mixed with cognitive and behavioural therapyThey ar combined because how we expect often reflects how we think about original things or situations. The emphasis on cognitive or behavioural aspects of therapy can vary, depending on the condition existence treated. For example, thither is often much emphasis on behavioural therapy when tralimentation an eating disorder because repetitive actions ar a main problem. On the other hand, the emphasis may be more on cognitive therapy when treating depression. In this display case of therapy the patient have to talk about his feelings, the concentre they examine the world, and also other people. The two main techniques of CBT in a session is to the patient discuss with , the therapist about his evidence for and against negative beliefs, the molybdenum one the therapist will ask to the patient for him to test his beliefs , and change the way that he reacts to them and see what happens. The therapist helps the patient to understand his unfeigned thought and patterns. In particular, to identify any harmful, unhelpful, and false ideas or thoughts which he may have, that triggers his health problem, or makes it worse. The aim is then to change his ways of thinking to cancel these ideas. Also, to help his thought patterns to be more graphic and helpful.The treatment with the patient is based in talking , both therapist and patient will work together to identify and understand the reason , for the patient abnormal behaviour , or thought . CBT does not verify on the past, but in the present here and this instant, therapist and patient will look at patient problem in different perspective more healthy and autocratic. The therapist will set goals and assignments. Strategies which are monitored and evaluated, in-between the sessions. With the techniques and the homework that the therapist had planned for him , in a situation of abnormal behaviour , or thought the patient , will earn what trigged the situation, and how he have to behave to overcome that situation. It is important that the patient fill in what trigged the situation, and put in practice the techniques set by the therapist that will help him to change that. This therapy will make the patie nt more aware. The patient is also asked to maintain a diary to write down the way he thinks, feels and behaves in daily situations, emotions, automatic thoughts, logical response and ending is also another helpful technique. It will be then more easily to break the maladaptive pattern.However as any approach in the human behaviour it has strengths, and limitations. CBT is not suitable for everyone, only helps certain conditions, it had been shown good results in treating anxiety and depression Eysenck, P.286, 1997 but is especially efficient with panic disorder.Rachman (1993, p.279), As far as anxiety disorders are concerned, the superior theoretical and clinical progress has been made in applying cognitive-behaviour therapy (CBT) to thetreatment of panicky. People who hook on medicines are a greater risk to relapse , when they stop fetching them , I agree because they didnt learn to identify what triggers their maladaptive behaviour , and didnt gainsay them in trying new be haviours, it is exchangeable they are frozen by the medicines, and when they stop taking them , they defrost and everything will start again . CBT is claimed to treat schizophrenia that is a very serious disorder, and that is extremely difficult to treat, and medicines are necessary for the patient, in my opinion this disorder cannot be treated by CBT. In other side CBT is extremely structured and does not focus in the past, but in here and now.However studies had shown that patients after 2 years of therapy has finished, do better than those using other type of treatments, nonetheless every individual is unique, two patients with same disorder may have different results because the percentage point of the extension of the disorder may differ.CBT does not run into in account genetic factors, also does not take in consideration interpersonal factors like his well-disposed role, life experiences that can defecate kind disorders. Another aspect is that is not clear if the abnorm al thoughts can be the cause of the disorder. Secondly is unfair to blame the patient for their mental disorder, because it may be other people the responsible an example is the field of study of bullying is not the victim fault. Also the patient must be willing to change he may find boring the homework, and the diary sheet. Also disrespects the patient intelligence by making the therapist, rather that the patient unconscious wisdom, the source of clear intelligence about the problem. Also the therapist encouragement to tackle this abnormal behaviour is vital interpersonal skills like warmth, acceptance and empathy will make the CBT more successful. Overall this approach is positive but is effectiveness will depend in factors, such , type of disorder , willing to change by the patient, support of the therapist, commitment to do the homework, and attend the sessions.If in my practice Im working with a service substance abuser that have a problem in low self esteem, problems in relat ionship, I would use this approach to set goals for the user confront his fears, in other situations like eating disorders, depression, panic attacks, the help of a suffice therapist is essential, because he will know better than me how the user is progressing, his valuation also will more accurate, because I dont hold a degree or a masters in that area.I have a couple of friends, who had marital problems such as verbal abuse towards from each one other, both of them asked to talk with each other, accusing one another for the adversity of the relationship. I spoke with both of them together, and asked about their negatives attitudes, and asked them why they couldnt do things in another way, that wouldnt hurt the partner. But they were both resilient to change, and admit their mistakes , in this situation I thought they needed the help of a professional, I didnt had the skills and techniques that a therapist would have, and maybe because I was a friend, they may had tangle uncom fortable talking with me, in this case the commitment of the couple to recognise their abnormal attitudes was imperative, to try ad change them, my friend was stressed, anxious and depressed because of the marital problems, and she was pregnant at the time. I advice her to book an appointment with her GP expose the situation, and try counselling and because she was pregnant, this would affect the unborn child.I now understand that in practice , I can approach a service problem with different theories , that can help me to decode and task the user situation in a constructively perspective, if a I just rely in one single approach, I will miss other underlying problems, in the case above there was other theories that could explain certain behaviours and attitudes. Coulshed (1991.p.8) Theoryless practice does not exist we cannot avoid looking for explanations to guide our actions , whilst research has shown that those agencies which profess not use theory offer a non problem solving wooly and directionless service.CBT and social work. both have the aim to empower the user to control his life, in my view in certain situations, I would use this approach of race that, I need more training and skills to work effectively. Having researched this approach I learned that in certain situations with users we can use techniques and skills from different approaches, and give way the service user situation with different approaches. I believe that will bring a deeper insight into the service user assessment of necessarily and resources to help him to be in control of his life again.

Effect of Contract Based Labourers on Indias Automobiles

Effect of Contract establish Labourers on Indias simple machinesResearch QuestionHow atomic number 18 cut down based grinders impact the productivity of Indian automobile industry?IntroductionResearch assembly line and Focus Area of ResearchThe employment structure in the Indian scenario has been undergoing certain changes due to globalization. The sozzleds in companionship to be competitive in a global market should claim the flexibility relating to grasp, capital and divers(a) bureaucratic procedures. Only then can it adapt itself to the rapidly ever-changing environment and thereby stay ahead. Although, it has been verbalize that the stringent exertion laws not only put the domestic producers at a disadvantageous rig but it is excessively one of the primary incidentor causing little inflow of foreign direct investment and eventually impact adversely on investment, output and employment. As a result, number of countries has amended their labour laws so as to make t hem more investment and employment friendly.This has thereby led to different non- unchanging employment structures, such as casual labour, find labour, sub concent regulateors, consultants and other(a)s, among which contract labour is the most prominent kind in the Indian industrial firmament and in this paper I primarily localize on the Indian automobile sector only at present. In this seek, the point to be noted is the contractual employment which is in unison to the Contract Labour Regulation and Abolition Act, 1970. According to the law, a contract labourer is defined as one who is hired in inter-group communication with the work of an establishment by a principal employer through a contractor. Although a contractor tries to produce the given results with the help of a contract labour for the organisation, a principal employer is the person responsible for the control of an establishment.oer the years the pace of contracting has increased dramatically some(prenominal) c rosswise borders as well as within. The research testament be stoolings with the government extend of these outsourcing activities. According to the WTO-ILO report (2009), contracting has largely taken engineer in the emerging economies. Now what could be the consequences of contracting on the labour productivity of a particular firm within the country is what this research paper will be discussing about(predicate).Although a lot has been discussed about the rights in terms of remunerations and other emoluments for the contractual labour, not practically has been said about the productivity of the contractual labour. Much has been said recently about the slowdown in the Indian automobile industry, in fact this sector of the Indian manufacturing industries has recorded its lowest point in terms of maturation past year. In this research paper, I have taken up the issue of subcontracting of labourers as the one of the primary reason for this lag in productivity.The organised auto sector in India broadly consists of three tiers and the skipper Equipment Manufacturers (OEMs) sit at the top of the chain. Most of these OEMs are members of the Society of Indian Automobile Manufacturers (SIAM), season most of the tier 1 auto broker manufacturers are members of the Automobile Component Manufacturers Association (ACMA). Tier-2 and Tier-3 auto-component manufacturers are relatively littler players. To assess the importance of the sub sectors in terms of generation of employment, it is indwelling to analyse the intensity of labour employment in these sectors. There is a concern in the industry that wages are growing for the hanker-lasting labours without proportionate increase in the productivity front. As a result, higher(prenominal) subcontracting takes place in order to curb wage be both in the periphery as well as in the force sector. Contract labourers, paid comparatively much trim than the permanent employees and enjoying scantily any other benef its, make up 70-80% of the industry workforce, according to estimates by trade union leaders. The underlying tension in the midst of their aspirations and outdated labour laws cause dispute and de-incentivise work effort and lowering productivity.Literature canvassIn order to proceed with the analysis of subcontracting and productivity, there are publications which illustrate the importance of investment in RD. Romer (1990) has stated on the endoge clamsic technological change and thereof proved how RD plays an instrumental role in accelerating long rivulet growth of a country. Thereafter, many works have been published citing the role of variable factors on RD and long term growth, which varies from frugality to preservation. Scholars like Goo (2011) mentioned the effect of transportation costs in RD technology sector on the endogenous growth. He showed that larger the transportation costs of RD technology, larger will be the price of RD technology and hence conduct to slower economic growth. Lee (2005) empirically showed a direct and much stronger effect of information ne iirks on international RD.Research in semblance to this field by eminent economists has similarly discussed the strategically important interactions of firms and their tax deduction of RD of firms and the performances. Grossman and Helpman (2002, 2003), Egger and Egger (2003), Shy and Stenbacka (2003) and Antras and Helpman (2004) established the unconditionals of outsourcing over any other organizational structures, for example the vertical integration and foreign direct investment. If outsourcing and RD are complementary to each other, outsourcing leads to an increase in RD, which leads to a reduction of the negative impact of outsourcing on wages and employment in the outsourced countries. ground on a similar framework, Marjit and Mukherjee (2008) argued that outsourcing has a positive relationship with the RD investment and hence an increase in outsourcing causes an in crease in the RD investment in comminuted markets and highly competitive product market, whereas it decreases the RD investment in large marketsBased on the efficiency wage models, which talk about the positive effect of higher wages (Shapiro and Stiglitz, 1984 Banerjee and Gupta, 1998), have shown a direct effect on labour productivity of higher wages, as result of greater incentive. Hence, a decline in wage mean declining productivity and the entrepreneurs might be reluctant to reduce the wage, even in the situations of unemployment. That is the key argument explaining unemployment and wage rigidity at the same snip. Dibyendu Maiti and Sugata Marjit (2011) had focused on the subcontracting part of a typical firm to the in orb sector for a developing economy.Although, these books give us the basis of contractual labour hiring practices, but they do not mention much about the productivity perspective. Dibyendu Maiti and Sugata Marjit (2011) gave an overview of the productivity an d subcontracting issue for a developing economy, this research study will only deal with the Indian automobile sector as its primary domain.Research throw and MethodologyStarting with a simple framework of a firm, which has two alternatives to hire labourers, i.e. either using subcontracting way at a lower cost or it can go for permanent employment of labourers. The formal wage structure is determined exogenously at each train whereas the contractual labourers wages are determined endogenously by the market and using the negotiate power of the contractor. Also assuming, is the fact that contractual labour wage rate do not adjust rapidly in the short run. In case of a rise, in the wage rates of the permanent labourers the firm would go for contractual hiring, thereby increasing the demand for temporary labourers in turn leading to an increase in wages. In the short run time period, if the contractual wage rises, the firm would opt for the existing permanent labourers, which again leads to an increase in the demand for permanent labourers. With this relation amongst the wages of both the contractual and permanent labourers, we can establish the fact that the contractual wage and permanent wage would be correlated. Although from a long run view, the contractual wage is adjusted by the market forces. The net effect of the above interactions between the contractual and permanent wage determines the level of wage and employment in a particular sector.In order to analyse the study, information from secondary sources of Indian database is collected. With these dataset, and to establish a material relationship between the wages and productivity regression analysis has to be done. The study takes the annual emoluments for hired workers in Non-Directory Manufacturing Establishments (NDME) put down by depicted object Sample Survey Organisation, Government of India and annual emoluments of the various factory workers documented by Annual Survey of Industries, Govern ment of India, Society of Indian Automobile Manufacturers (SIAM) and Automobile Component Manufacturers Association (ACMA). Running pooled OLS regression with state and time as dummy variables and venire GLS regressions to estimate the relationship between contractual wage and formal productivity, and formal wage and formal productivity compulsive other variables. With the results for the regression analysis it can be showed that the correlation between formal wage and formal productivity is not statistically significant, while for the formal productivity and informal wage it is highly significant and with the GLS panel regression, it can be proved that formal productivity is highly touched by informal wage.The formal or the permanent workers sector does not necessarily affect the contractual workers sector in the long term. If the permanent wage increases, the firm will transfer its production activities from its in rear permanent sector to external contractual sector which lead s to two effects on the contractual wage rate. Firstly, a substitution effect would shake up the demand for contract labours. The discharged labours from the formal sector due to shortfall of production would also supply more labour. Therefore, the net effect trunk ambiguous. If the contract labour sector have a net positive demand for labours, it would increase the employment and it would raise the informal wage when the economy is at its full employment level. Again, if net demand is negative, it might also reduce the contractual wage. This situation alters the efficiency gain of permanent labours and also brings down the condition for the contract sector. Thus a developing economy or an economy with a higher number of poor populations will have less productive permanent sector. This indicates that when a society has a greater number of poor informal workers, those who are fortunate adequate to land up with relatively high-wage jobs may not be as productive as they would be in a society where access to the low wage informal segment restricted.