The Development of the Atomic Theory free essay sample

The Development of the Atomic Theory Have you ever wondered how the atomic theory came to be? Or have you have wondered who it was that helped in its development? There was not just one man who came up with the atomic theory, but there were many scientists that contributed to its development. One of these scientists was Democritus, a Greek philosopher. Democritus was the son of Hegesistratus, and he was a student of Magians and Chaldaeans. By some authorities he was thought of as the greatest of the Greek physical philosophers. He was born in Abdera in Thrace sometime between 470 and 460 BC. Democritus studied under the Greek philosopher Leucippus, whose system he later on developed further. Democritus visualized atoms; atom is a Greek word for indivisible, which means as moving through space, then colliding to form the universe and the natural objects in it. Democritus was said to have excelled in all the branches of knowledge. We will write a custom essay sample on The Development of the Atomic Theory or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page â€Å"His name was associated with the first exposition of the atomic theory of matter, according to which all matter is composed of single, indivisible atoms exactly alike qualitatively.† (Greek: pg 1) His theory was different from the theory of early philosophers, who believed that matter was composed of particles that differed qualitatively from each other, and that disagreed only concerning their differences. Democritus believed that the first principles of the universe were atoms and empty space, and that everything else was only thought to exist. He also believed that the space which the atoms moved in and their motion within that space was without end. Democritus’ theory also included that atoms were unlimited in size and number, and that they generate all composite things. He wrote extensively on the nature of matter, but only fragments of his original work still remain today. Democritus also contributed to ethics, theology, and psychology. The second scientist that helped in the development of the atomic theory was John Dalton, who was an English chemist. The idea of the atom was first suggested by Democritus, but his assumption was said to not be useful in explaining chemical phenomena, because he did not have experimental evidence to support those assumptions. It was the late 1700’s when early chemists began to explain chemical behavior in terms of the atom. â€Å"Joseph Priestly,  Antoine Lavoiser, and others were the ones that set the stage for the foundation of chemistry.†(Early pg.1) They did this by demonstrating that substances can combine to form new materials. It was John Dalton, though, who put the pieces together and helped in the development of the atomic theory in 1803. In Dalton’s theory he had five basic assumptions the first one stated that all matter consisted of tiny particles called atoms. Dalton along with others anticipated the atoms that composed all matter as tiny, solid spheres in different stages of motion. The second assumption was that atoms are indestructible and unchangeable. Atoms of an element cannot be created, destroyed, divided into smaller pieces, or transformed into atoms of another element. Dalton based this hypothesis on the law of conservation of mass which was stated by Antoine Lavoisier and others around 1785. The third assumption was that elements are characterized by the weight of their atoms. Dalton suggested that all atoms of the same element have equal weights. Therefore, every single atom of an element, such as oxygen, is alike to every other atom. On the other hand atoms of different elements, like oxygen and mercury, differ from each other. The fourth assumption was that in chemical reactions, atoms combine in small, whole-number ratios. The experiments that Dalton and others performed indicated that chemical reactions happen according to atom to atom ratios which were accurate and well-defined. The fifth assumption was that when elements react, it is possible that their atoms may join in more than one whole-number ratio. Dalton used this hypothesis to describe the reason it was that the ratios of two elements in various compounds, such as oxygen and nitrogen in nitrogen oxides, differed by multiples of each other. John Dalton’s theory was accepted because of its explanation of the law of conservation of mass, definite proportions, multiple proportions, and other observations. The third scientist that helped in the development of the atomic theory was Robert Millikan, who was a Nobel Prize winning physicist and one of the best known scientists in America. He was born in Morrison, Illinois. His father and mother were Silas Franklin and Mary Jane Millikan. Robert Millikan went to college at Oberlin in 1887 where he then began to have an interest in problem solving and experimentation. In 1893, after receiving his master’s degree, he was given a fellowship by Columbia University. Later, Millikan became a teacher and wrote several  physics textbooks. Robert Millikan realized that he was going to have to do important research if he wanted to make a name for himself, so he began to search for a research project that could produce fundamental results. Scientists in the past had estimated that the electron was a subdivision of the atom with a unit charge of constant value. Then in 1907 Robert Millikan began to explore ways to measure that charge. He then refined the method that was developed by the Scottish physicist C. T. R. Wilson, and Millikan developed the â€Å"oil drop experiment.† Then over the next few years he refined it, and then finally in 1913, Millikan published the value of the electronic charge. â€Å"He showed that the mass of an electron was truly 1/2000 of the simplest type of hydrogen atom. His experiment also showed that the charge to mass ratio was very high. This meant that although the mass of an electron is much smaller than that of a hydrogen atom it has about the same size charge as a negative ion of hydrogen.†(Robert 1909 pg 1) The fourth scientist that helped in the development of the atomic theory was James Chadwick, who discovered the neutron in 1932. He was born in 1891 in Manchester, England, and he graduated from Manchester University in 1911. He then stayed to work with Ernest Rutherford. Chadwick created an experiment that would help to answer the question of an unknown nucleus mass source. He smashed alpha particles into beryllium, a rare metallic element. He then allowed the radiation that was released from it to hit another target which was paraffin wax. After the beryllium radiation hit the hydrogen atoms in the wax, the atoms were sent into a detecting chamber. In physics it was recognized to be the only particle to have approximately the same mass as a hydrogen atom. The results of the experiment showed that an impact with beryllium atoms would release enormous neutral particles, which Chadwick called neutrons. This provided the answer for the hidden mass in atoms. His discovery helped to develop experimental work for all scientists. Because neutrons do not have any electrical charge, neutrons fired from a source have the capability to go through deep layers of materials and go to the nuclei of the target atoms. After Chadwick’s work, scientists all over began to attack all types of materials with neutrons. The fifth scientist who helped develop the atomic theory was J.J Thomson, who discovered the electron in 1897. He put his work towards a new theory that stated the atom was made up of small particles. Thomson discovered the  electrons, and he proved his theory with the use of the cathode ray tube. Scientists did many experiments, trying to find the structure of the atom. They passed an electric current through a vacuum tube, and saw light glowing inside the tube. It traveled in a straight line and they were not able to explain it. J.J. Thomson began doing more experiments on the cathode tube. He put two electric plates in its path, one of which was positively charged and another which was negatively charged. The glowing light bent towards the positively charged plate, and he found that the glowing light was smaller particles that were even smaller than the atom. In conclusion to this experiment, J.J. Thomson found the particle called the electron, and so his atomic theory was found. He stated that electrons came out of the trace gas that was inside of the cathode tube. Then because of what he stated, a new theory which said that atoms were made of tiny particles came to the attention of people. Thomson discovered the electrons, and it was then proved that atoms are made up of protons, neutrons, and electrons, and he also proved that the atom was divisible. Because the atom was neutral, he suggested that the negatively charged electron was equal to the positively charged proton, and that neutrons did not have charges. He also suggested considering the atom as a sphere, with positively charged particles. These positively charged particles were surrounded by the negatively charged electrons which were placed there because of electrostatic forces. Mattheis 6 The sixth scientist that helped in the development of the atomic theory was Ernest Rutherford who was born in New Zealand. Rutherford worked with and studied under James Chadwick in England. He performed many experiments with radioactive alpha particles. At the time it was unclear what that alpha particle was, they just knew that it was very tiny. Rutherford fired tiny alpha particles at solid objects such as gold foil. He found that most of the alpha particles would pass through the gold foil, but there was a small amount that passed through at an angle and bounced straight back. These experiments that he did suggested that gold foil, and mater had holes in it, and that these holes allowed most of the alpha particles to pass directly through. There was still a small amount though that bounced straight back because they hit a solid object. In 1911 Rutherford  anticipated a ground-breaking view of the atom. He suggested that the atom was made up of a small, and dense core of positiv ely charged particles in the center or nucleus of the atom, and that they were enclosed in a swirling ring of electrons. The alpha particles bounced off because the nucleus was so dense. The electrons were very small, and they spread out to great distances so then the alpha particles were able to pass through the area of the atom. Rutherford’s atom represented a tiny solar system with the positively charged nucleus always at the center and the electrons that revolved around the nucleus. In the development of the atomic theory there were many scientists that contributed to it by experiments, research, and hard work. Because of what all these scientists researched and learned we have all this information on the atomic theory today. If it had not of been for their research and dedication, we would not know the things we know about the atomic theory.

Financial statements Patton

Financial statements Patton Introduction This paper is based on the Patton Fuller Community Hospital’s Annual Report for the year 2009. Physicians work at the hospital and own it too. They also govern the hospital together with the CEO and CFO. Despite sitting on the board, the CEO and CFO have no voting rights. This hospital aims at making a profit from its operations. The hospital obtains most of its revenue from in-patients rather than outpatients.Advertising We will write a custom essay sample on Financial statements: Patton-Fuller Community Hospital Virtual Organization specifically for you for only $16.05 $11/page Learn More In the current year, the hospital took on additional debt. This debt was issued at an adjustable interest rate. Thus, the CFO has had to create a contingent liability in the financial statements in case the debt interest increases. PFCH has some investments that performed poorly this year. The loss has been recognized in the financial statements. On th e up side, the hospital will receive some funds from a deceased benefactor’s estate. The auditor’s report was unqualified. Audited vs. Unaudited Financial Statements Patton Fuller’s audited and unaudited financial statements are similar except for one line item. The expense ‘Provision for Doubtful Accounts’ had been understated in the unaudited accounts. This was adjusted in the annual report. Prior to the adjustment, the Statement of Revenue and Expenses indicated that the hospital had met its goal of profit-making and made $689,000. Unfortunately, after the adjustment, the hospital’s profit was reduced to a loss of $373,000. Net profit was overstated by double the amount. Clearly, the hospital is doing quite badly financially (Atrill, 2011). This increase in provision for doubtful debts also affected the Balance Sheet. The amount under receivables was adjusted downwards. To complete the double entry, retained earnings were also adjusted dow nwards. This difference is material as it can affect a decision made based on the financial statements. Supposing the financial statements were not audited, they would have misled readers to believe that the hospital was profitable. Revenue and Expenses Patton Fuller obtains its revenue from patients who use its services. Most of the revenue is from inpatients. However, in the current year, some third parties have been introduced. They will cover the patients’ hospital fees, but at a different rate than the normal. They are likely to pay less than the patients owe. This is the reason for the $1,000,000 adjustment. The Balance Sheet shows the amount of receivables owed to the hospital by patients. PFCH’s receivables are approximately 20% of revenue. The hospital needs to improve is debt collection. The fact that the revenue will now be received from a third party has affected Financial Reporting.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More It has resulted in the increase of the allowance for doubtful debts (Barrow, 2011). The major expenses are Salaries, Benefits, Physician, and Professional Fees. It is possible that the physicians are paying themselves at a rate higher than the market rate. However, Professional fees are fixed and unavoidable. PFCH has organized its revenue into three different categories. Net Patient Revenue is obtained from the hospitals core business, while investment revenue is obtained from its stocks and other assets. Expenses are organizes by function. Conclusion Financial reporting provides useful information for investors and management to use in decision-making. The integrity of Financials can be increased by subjecting them to an audit. In the case of PFCH, audit adjustments reduced the supposed profit to a significant loss. The hospital should consider allowing management professionals to sit in the board and ha ve voting rights. This might improve its financial management and lead to profit making. References Atrill, P. (2011). Financial Management for Decision Makers. Chicago: Prentice Hall. Barrow, C. (2011). Practical Financial Management: Key Financial Statements Tools of Financial Analysis Business Planning and Budgeting. New York: Kogan Page.

Bullying in Early Education Essay Example | Topics and Well Written Essays - 1500 words

Bullying in Early Education - Essay Example ave equal strength or power to the bully† (Berthold & Hoover, 2000; Olweus, 1996; Solberg, Olweus & Enderson, 2007; Sourander, Holstela, Helenius & Piha, 2000). Aggression was clearly defined in Lee’s research on the relationship of aggression and bullying to social preference as a â€Å"behavior that is intended to harm someone either physically or psychologically (Berkowitz, 1993), manifests itself in a wide variety of acts† (Lee, 2009, 323). Despite differences in definitions, bullying still manifests an aggressively vicious behavior expressed either indirectly or directly by a repeated tormenting towards a victim with obviously less strength and power to defend oneself from his aggressor aimed to harm him or her physically or psychologically. III. The role of gender in bullying Diverse research literatures examined the role of gender in increased susceptibility in bullying. There are actually two sides to be examined: (1) does gender play a significant part in assuming the role of the aggressor? In this issue, one would like to assess and evaluate if indeed boys are the instigator of bullying. If so, what forms of bullying do they usually perform? On the other hand, does it necessarily follow that girls are always the victims of bullying? What other perspectives in bullying give credence to gender differences as relevant correlates of bullying? The study conducted by Carbone-Lopez, et.al. (2010) reveal that gender differences have significant impact on bullying and victimization. However, it was necessary to qualify the direct form of bullying versus the indirect form. The direct form involves behavior that aims to physically harm the victim through any of the following means: hitting, kicking, pushing (Carbone-Lopez, et.al, 2010, 333) and fighting, flicking,... Bullying in Early Education Parents of bullies were observed to resort to unjustifiable physical punishment instigated by mood swings and flares. Due to the fact that bullies have never learned the value of sharing or cooperation, getting along with others is not an ultimate priority. In this regard, the objective of the research is to determine if gender affects the way children respond to bullying in terms of the response or action taken against bullying and how young children, in general, deal with it. II. Differences in Definition of Bullying Bullying has been described by Marees & Petermann (2010) as â€Å"a specific for or aggressive behavior, namely the systematic humiliation, harassment and/or torment of certain children by their peers: (178). Taylor (2003), on the other hand, who studied primary school bullying and the issue of gender differences, defined bullying as â€Å"a subcategory of aggressive behavior; but a particularly vicious kind of aggressive behavior since it is directed, often repeated ly, towards a particular victim who is unable to defend himself or herself effectively†. The impact of gender on the response of children to bullying can still be further investigated to ensure that possible findings would shed light on the diversity of gender and the way they perceive bullying as either a threat to be directly addressed or ignored. There could be other reactions or responses that were not evidently investigated, or reported especially for the age group targeted for the project.

Decisions in USA Super Cars Assignment Example | Topics and Well Written Essays - 2500 words - 2

Decisions in USA Super Cars - Assignment Example Exchange rate is a rate of a foreign currency determined on the basis of home currency. In this regard, companies and banks operations on a global context are concerned about exchange rate owing to the fact that business sustainability, loss and profit on business transactions are based on it. Uncertainty in exchange rate between nations lays immense impact on the overall revenue attainment scope of all global business processes. The intensity of such impact can be witnessed within the automobile manufacturing organizations (Reserve Bank of Australia, 2014; The New York Times Company, 2013). The report will specifically focus on analyzing the patterns through which uncertainty within exchange rates lays a direct / indirect impact on revenue generation rates of the global business organizations. It will identify and elaborate the emergence of multiple other risk factors as a result of the unpredictable exchange rates. An instance in this context includes the risk that will be incurred by the global and nationalized banks because of uncertain exchange rates. Additionally, the efforts made by the governments of multiple nations towards minimizing the fluctuation within the exchange rates will also be considered as a part of this report. The primary scope associated with this report will be regarding the identification of maximum and minimum values of the exchange rates that is prevalent within the US. Furthermore, analysis of the provided data by using standard deviation technique can help in identifying the possibilities through which the uncertainties within the US exchange can be brought down to the minimum possible levels. In addition, scope in alignment with this topic includes the possible options through which the revenue generation procedures of the global business transaction of companies can be improvised (Biz/ed, 2014). In

Search, Taxonomy & Collaboration Tools Essay Example | Topics and Well Written Essays - 1000 words

Search, Taxonomy & Collaboration Tools - Essay Example As the discussion highlights  the knowledge workers are regarded as the people who focus on applying different approaches to analyze the knowledge they have gained and develop the same towards attaining new and progressive views. In this regard, it can be asserted that with the effective development of technical advancements, a large number of tools were incorporated for enhancing a process that is associated with synthesis of knowledge and initiating effective learning.  From this paper it is clear that  knowledge management has emerged to be the most important tools that has been initiating progressive development and affecting progression within the system. With the continuous change in the business environment, managing the diverse and complex business changes could only be mitigated with the effective management of knowledge. This management of knowledge, on the other hand, can be supported and progressed with the diverse use of collaborative tools, initiating succession w ithin the society and supporting knowledge workers to develop their proficiency.  With the progression of the diverse tools and technology, there have been successful advancements in the process of knowledge gathering and synthesis, opening new avenues towards knowledge advancement. Commendably, with the integrated use of the collaborative tools, there have been substantial advancements within the level of knowledge available to the society or community players.

Motivation Theory Literature Review

Motivation Theory Literature Review INTRODUCTION: Motivation is naturally conceptualized either as an desire arising from within the human being or as an impulse arising from within the organism or as an attraction arising from an object external to the individual. According to Baron (1991) defines motivation as the internal processes that activate, guide, and maintain behaviour especially goal-directed behaviour. Also (Kanfer, 1998) defines as free will element of behaviour and the psychological mechanism governing the direction, intensity, and persistence of action not due solely to individual differences in ability or overwhelming environmental demands that force action. Motivation has been defined as essential to adaptive functioning and quality of life (Marin Chakravorty, 2005), and as the content of the positive thinking one wishes to maintain towards the attainment of an objective (Schweingruber, 2006). According to (kanfer, 1990) states that challenges facing researchers into motivation is that it cannot be seen and most in dividual see is a multidimensional stream of behaviour and the products of those behaviours. Also states motivational processes can be inferred only from analysis of this continuing stream of behaviour that is determined both by environment and heredity and is observed through their effects on personality, belief, knowledge, abilities and skills. Besides that,(Herzberg,1987)describes movement as a function of fear of punishment or failure to get extrinsic rewards and motivation as a function of growth from getting intrinsic rewards out of interesting and challenging work. Motivation is to be intrinsic and extrinsic. Intrinsic motivation is internal. Intrinsic motivation is obvious as the performance of an activity for its inborn satisfaction rather than for some detachable outcome. As soon as, intrinsically motivated, a person is stimulated to take action for the pleasurable or challenge entailed relatively than because of external products, pressures (Ryan et al 2000). It occurs wh en people are compelled to do something out of pleasure, importance, or desire. Extrinsic motivation occurs when external factors compel the person to do something. Extrinsic motivation is a pull together that pertains whenever an action is done in order to reach some detachable result. (Rayan et al. 2000).Motivation is the driving force within individuals that compels them physiologically and psychologically to pursue one or more goals to fulfil their needs or expectations. (Lam Tang, 2003, p. 61) From my understanding whatever the behaviour, the drive pushing or polling person to act in particular way is motivation and most researchers believe motivation as the drive behind human behaviour. Furthermore, people cannot be motivated to do something if there is nothing in it for them. Obviously, reward may be the avoidance of a negative outcome as much as it may be the achievement of a positive outcome. Motivation theory has to do with why do individual make the choices they make? or what makes someone persist at one activity and yet quickly give up another. Motivation is to give reason, incentive, enthusiasm, or interest that causes a specific action or certain behaviour. Motivation is present in every life function. Simple acts such as eating are motivated by hunger. Education is motivated by desire for knowledge. Motivation is a vital quality that pervades all aspects of teaching and learning. Motivated students display interest in activities, motivated teachers feel that they can help students learn and motivated administrators make possible teaching and learning in their buildings. Self-motivation is what most people use to define motivation at its highest mountain of accomplishments. If you are able to motivate yourself and reach your goals, you would have conquered the ability to be disciplined and will accomplish anything you put your mind to. Motivation is very important to all decisions that you have to make. In the workplace, motivation is defined by the actions that employees take to improve the company goals as well as their aspirations for career advancement. The effective performance of employees is what makes or breaks a company. So to keep employees motivated, employers must invest in the overall morale by implementing workshops and seminars to help them. Managers are the key personnel in what makes an employee follow directions. Using rewards like promotions and incentives as well as compliments can greatly improve an employees view of the company and its managers. Employees like to be recognized for their efforts regardless of the salary bracket. Such recognition keeps them motivated in getting their job done. Recognition in this case is the motivation technique that managers can tap into and gain the structure over the workplace environment of how they want things done. What organisation and managers can do is provide the environment, support and resources that will influence and effect motivation. Nowadays, managers are trying to find useful motivation theories to motivate their employees. While there are a wide variety of motivation theories on human motivation discussed in this literature review, which means that managers can use any or all those motivation theories to motivate their employees. Managers can use these motivation theories in ways that complement each other. MOTIVATION THEORY-MAJOR CONCEPTS AND CONTRIBUTIONS This is all about the main researchers of motivation theories and to illustrate how these theories can be apply to practical situation. Also reviewed how the major concepts and contributions can apply in work related situations and applying them in groups, teams at organisational level and individual level. Motivation is a complex concept and there are many different theories which look at the subject from different perspectives. The different theories of motivation and criticisms of the theories have been discussed as follows: 1: Hierarchy of needs theory by Maslow A.H. 2: Hygiene theory by Herzberg F. 3: X and Y theory by McGregor D.M. 4: Existence- Relatedness-Growth theory by Alderfer C. P. 5: Expectancy theory by Vroom V. 6: Goal-Setting Theory by Locke E.A. 7: Internal and External control theory by Rotter J.B. 8: Achievement theory by McClelland and Atkinson J.W. 9: Job characteristics theory by Hackman J.R. and Oldham G.R. HIERARCHY OF NEEDS THEORY: According to Maslow (1954) projected that motivation is based on a number of human need. It has to do with the hierarchy that requires the lower more basic needs to be satisfied before the increasingly less basic ones above. Maslow believed that there are five basic needs of the theory. Maslows Hierarchy of Needs is one of the most famous motivation theories, and it has been the centre of much interest by management researchers (Katz, 2004). This (Fig.1) is Maslows hierarchy of needs in pyramid with physiological needs at the base, self-actualisation at the top. 5: Self- actualisation needs: Refer to personal growth and development. 4: Esteem or Ego needs: Refer to need for status and self respect. 3: Social needs: Refer to need to part of a social group and belongingness/love 2: Safety needs: Refer to security, need for shelter or physical danger. 1: Physiological needs: Refer to basic life needs, like food, drink, shelter, etc THE SELF ACTUALISATION NEED: Maslow defined self-actualization as the complete use and utilization of talents, capacities, potentialities. (Maslow,1954). Self-actualization is not a static state. It is an ongoing procedure in which ones capacities are fully, imaginatively, and cheerfully utilized. Self-actualizing people perceive life without a doubt and they are less emotional and more objective. ESTEEM OR EGO NEEDS: According to Maslow, esteem needs were made of two types of desire. I: Desire for strength, adequacy achievement, competence and confidence in the face of organisation. 2: Desire for reputation, glory dominance, recognition, appreciation and dignity Furthermore, people need to be respected, to have self-esteem, self- respect and respect. Self-Esteem expresses the normal human desire to be acknowledged and valued by others. This has to with ones internal needs for self-respect, autonomy and external needs for status and recognition. SOCIAL NEEDS: Are the third level of human needs from the (Fig 1) above. This has to do with ones needs for affection and a sense of belonging and acceptance. Human being need to feel a sense of belonging and acceptance. They need to love and be loved. According to (Maslow, 1954) include the giving and receiving of affection. SAFETY NEEDS: As soon as peoples physical needs have satisfied, they will chase higher level needs, such as safety needs. Safety needs are determined by the need for security and protection from physical and emotion harm. Safety needs include: personal security, financial security, health and well-being, and a safety net or insurance for accidents/illness and the adverse impacts. PHYSIOLOGICAL NEEDS: Are the lowest level of needs, from the (Fig 1) above which are the most basic needs for people. Physiological needs are also measured the needs for human survival. If these needs are not met, people cannot continue to function. Physiological needs include: breathing, homeostasis, water, sleep, food, excretion, and sex. According to (Sarah Steve 2002, p175)the theory engrossed criticism regarding its principle that individuals work on satisfying needs at a higher level only once all lower- level needs have been met. Also major problem facing the theory is how to measure needs, both in terms of how powerfully they are felt and of how someone knows they have been met. Furthermore, the theory is not easy to apply directly to work because need are not met through one source. HYGIENE THEORY: According to (Herzberg et al 1959) proposed his Two-Factor Theory of Human Motivation, known as Motivation-Hygiene theory. Hygiene theory is based on the principle that things people come across satisfying in their jobs are not always the opposite of things they find dissatisfying. Herzbergs Two-Factor Theory is based on the results of research into the factors in a workplace that lead to employee satisfaction. Herzberg made use of a survey, titled, What do people want from their jobs? to achieve insights into what workplace factors people perceived as satisfying and dissatisfying. He asked people to describe in detail which workplace factors led to satisfaction and which factors led to dissatisfaction, and then he separated the results and classified them.Fig.2and Fig.3 show the factors that led to extreme satisfaction and dissatisfaction, respectively. Fig.2 Shows Factors that led to extreme satisfaction according to Herzberg Fig.3 shows Factors that led to extreme dissatisfaction according to Herzberg According to(Robins 2001) The criticisms facing the theory, is methodology used by Herzberg does not take into account that often, when things are going well, people take the credit themselves, and when things are not , they blame others and their situation. There is on job satisfaction against which the people could rate their job. Also situational factors were not identified. Despite the criticisms the theory is a vital theory of motivation and used by managers to consider hygiene factors with regards to motivation. X and Y THEORY: Based on( McGregor, 1960)reviewed that the relationship between managers and employee could be immensely improved if the assumptions that had develop about how people behaved at work were changed from Theory X view to a Theory Y view. Basically one is positive and the other is negative. THEORY X: was based on scientific management school of thought and projected that enlarged productivity could result from breaking jobs down into small unit of work and giving workers a small range of obviously defined tasks to do. According to (Gray Stark, 1984) Employees do not like to work and want to evade work as much as possible. Employees do not want to take responsibility for the work; managers should take some actions, like convincing and supervising strategies, to help them finishing their mission. Theory X assumed that human actions are dictated by low-level needs, THEORY Y: Was based the predominant theory of management there could be no trust between management and employee. Also Small opportunity for relationship between management and employees in theory .According to (Gray Stark, 1984) employees treat work as entertainment and rest, it is natural. Employees have the ability to make creative decisions, not just managers. Theory Y assumed that human actions are determined by high-level needs. The theory X and Y can influence how motivating factors are regarded within an organisation. Theory X has to do with extrinsic rewards such as pay in order to motivate people to execute good in their job while theory Y has to do with working environment in which employees may discern intrinsic rewards in their job. EXISTENCE RELATEDNESS GROWTH THEORY: This has the similarities to Maslows needs hierarchy. Alderfer C.P. extended and simplified Maslows hierarchy into a shorter set of three needs: Existence, Relatedness and Growth (ERG) Theory. (Alderfer, 1969) EXISTENCE NEEDS: According to (Hollyforde Whiddett 2002) Refers Existence needs as our concern with basic material subsistence motivators and size of how satisfied this need is therefore mostly stated in conditions of what one person has in relation to others. Existence needs, is based on various forms of material and physiological needs. RELATEDNESS NEEDS: Refers to the  motivation we have in support of maintaining interpersonal relationships GROWTH NEEDS: Refers to an intrinsic desire for personal development. Relate to personal creativity and productivity. According to (Sarah Steve 2002), the theory does not suggests how a person may meet his or needs .So managers cannot presume that everyones relationship needs will be met in the same way. Also the theory ERG theory with its three broad categories is maybe easier to deal with than the five levels of need in hierarchy of needs theory. EXPECTANCY THEORY: Vroom suggests that this theory is Based on the principle that people expect particular actions to achieve a desired result and that the desired result is something worth striving for or avoiding. Vroom does not give attention to on needs, but rather focuses on outcomes. According to (Vroom, 1964) identifies two terms the theory. 1. Expectancy: means the stronger the assurance that an act will be followed by particular outcome, the stronger the expectancy is considered to be 2. Valence: Means affective orientations toward particular outcome either positive or negative. Theory expectancy and valence of Vroom concentrated on extrinsic outcomes rather than intrinsic ones. Based on research expectancy and valence are not as distinct from each other as Vroom recommended .And one the key criticisms is that the theory was tested as if it was based on behavioural and attitudinal predictions across rather than within persons. Furthermore, expectancy theory accommodates multiple work outcomes in forecasting motivation and predicts motivation to work hard to earn the merit pay will be low if expectancy low (Schermerhorn J. et al 1997) GOAL-SETTING THEORY: The theory is based on the principle that individuals are motivated to achieve the successful accomplishment of challenging goal. According to (Locke, 1968) based his result on three main conclusions. 1: The more hard goals result in higher level of performance than easy goal 2: The specific goals produce higher levels of performance than general goals. 3: The behavioural intentions influence the choices people make. The Goal -Setting theory is helpful to many managers because much of people management is particularly about performance against goals. Theory has great relevance for managers. According to (Robins, 2001) Implies that Goal Setting theory is restricted to those cultures that match the ones in which the research was carried out. INTERNAL AND EXTERNAL THEORY: The theory is based on locus of control. Locus of Control refers to an individuals perception about the underlying main causes of events in his/her life. According to (Rotter, 1966) invented the internal -external dimension to determine locus of control. Based on the extent to which people feel they are in control of the situations that engulfed them and also the extent to which they are convinced of directing events 1. External control: when individual feels that result of his or her actions is as the result of chance, luck as under the powerful others. 2. Internal control: When individual perceives that the occurrence is contingent upon his own behaviour. The Internal and External theory has been criticised for its centre of attention on the Internal-external dimension only as on personality variable .Besides that the theory is useful when considering motivation issues at individual level. ACHIEVEMENT THEORY: The theory is based the needs that can be classed as either Achievement(nAch), Affiliation(nAff) or Power(nPow) .Also theory is based on three factors research into behaviour in achievement-oriented activities. 1: when individual expects to receive unmistakable feedback on the marks of his or her action. 2: When individual feels liable for the outcome success or failure. 3: When individual feels a little level of uncertainty or risk in the activity Achievement theory does not explore why some people enjoyment a challenge and others fear failure. Achievement theory was not specifically about work. The theory is useful when considering why individuals react different to achieving tough goals and why they react to failure in individual ways (Sarah Steve 2002).McClelland recommends that top managers should have a high need for power coupled with a low need for affiliation. Sunil R. Cited (Kreitner kinicki 1998) JOB CHARACTERISTICS THEORY This theory is based on how to design a job so that it is motivating to individual. Also the theory deals with how individual responds to complex and challenging tasks. According to (Hackman Oldham 1976) job characteristics theory proposed that individuals intrinsic motivation is affected by psychological states: 1: Experienced meaningfulness of the work: The extent individuals perceive the job as meaningful and valuable. 2: Experienced responsibility for the outcomes of the work:-the extent individual feels personally accountable and responsible for the outcome of work done. 3: Knowledge of the result of the activities:-the extent individual knows, and understands on continuous basis how successfully he or she is performing the work Also theory has five job dimensions 1: Skill variety-this has to with number of type of skill and talents of individual. 2: Task identity-this has to with work at hand and job completion 3: task significance- this has to with job considerable impact on lives or work of other people. 4: Autonomy -All about individual in setting up the work and determining the procedures to be used in carrying it out. (Freedom and independence at work environment). 5: Feedback-All about individual getting direct and clear result about the effectiveness of his or her performance The theory is one of the few motivation theories specific to an organisational environment and has plenty of practical application. Theory centre of attention is on facilitating0 high internal work motivation. Hackman and Oldman based their theory on motivating individual through job design. CONTRIBUTIONS: According to (Whittington Evans 2005) The Hierarchy of Needs theory proposed by Maslow has been identified as a major influencing factor in the growth of other motivation and management work, such as that of McGregor (Theory X and Theory Y) and Herzberg Motivation-Hygiene theory. It has been generally applied as a basis for much research into, among other things, workforce commitment, job satisfaction and management theory (Stum, 2001). Goal-Setting Theory by Locke has been acknowledged the best goals and dispute facing management environment and Achievement theory by McClelland has identified problems facing motive to achieve success in management work. (Sarah Steve 2002).Expectancy theory has been used to identify job satisfaction, occupational choice, the likelihood of staying in a job, and the effort that one might expand at management work. Internal and External control theory by Rotter has enhanced the concept of persistence (locus of control) in management work. The job char acteristics theory relies on workers insight of the job dimensions for the accomplishment of the psychological states that lead to increased motivation. APPLICATION OF THE CONCEPT OF MOTIVATION TO FACILITIES MANAGEMENT Facilities management regularly deals with identifying relations that humans have with their environment. According to (Smith et al., 1997) the rates of pay had very little influence on participants job satisfaction and subsequent work motivation. Some affiliation can be made at this point to Maslows lowest levels of his hierarchy of needs physiological and safety needs. Maslow argued that individuals can only move up the hierarchy of needs to the higher levels of belongingness/love, esteem and finally self-actualisation, once the lower levels had been achieved; however, the results demonstrated in this study suggest that ancillary staff can be motivated and achieve higher levels of Maslows hierarchy without having their physiological and safety needs completely fulfilled. Individuals can only move up the hierarchy of needs to the higher levels of belongingness/love, esteem and finally self-actualisation, once the lower levels had been achieved; on the other hand, the results demons trated in this study suggest that facilities managers can motivate their staff and achieve higher levels of Maslows hierarchy without having their physiological and safety needs completely fulfilled. McGregors Theory X and y focused on managements assumptions about employees. Theory X and Y describe the average worker from management perspective and suggest methods by which facilities manager can get the best out of worker. Herzberg studies concentrated on satisfaction at work. Herzberg came to a conclusion that certain factors tended to lead to job satisfaction.(motivators),while others led to frequently to dissatisfaction(Hygiene factors).these factor are related to job context they are concerned with job environment as an extrinsic to the job itself. Shane, S., 2001. Technology opportunities and new firm creation. Management Science 47 9, pp. 1173-1181. LATEST IDEAS ON MOTIVATION THEORY First of all, fields of management background study like leadership, decision making and organization plan persist to develop conceptually speculative developments focusing on work motivation have not held in reserve speed. These changes can have a philosophical manipulate on how companies challenge to attract, retain and motivate their employees in labour market. JOB DESIGN: This is about changing the content or process of job to increase job satisfaction and performance. This is usually easier for new organisational or new business unit. Furthermore, most organisations find themselves designing as the result of organisational change and to motivate their Staff. Job design is relating to job characteristics theory, suggests job should be design in such a way as to maximise intrinsic motivation. (Sarah Steve 2002) EFFECTIVE COMMUNICATION: This gives managers strategies, to promotes positive improvement in organizations particularly motivation and performance improvement o f employees. For organization to improve well, messages should be designed in such a way as to maximise motivation. Effective communication strategies have strong effect to motivation of employees. (Sarah Steve 2002) OBJECTIVCE- SETTING: This is important to managers to focus individuals work efforts. It is important to commit employee with goals to motivate them. Most organisations applied Management by Objective (MBO) to motivate their employee. This is relating to Goal-setting, suggests individuals tend to produce higher levels of performance when they have specific goal. (Sarah Steve 2002) MANAGING VIRTUAL TEAMS: Is made of group people who regularly work mutually dependent for joint purpose across time, distance and organization. So motivating people to apply for jobs in virtual teams is one of the latest ideas. CONCULSIONS Motivational techniques, therefore, are useful to teachers, leaders, parents, employers, and almost anyone. The key is in understanding that you are not motivating someone else. Instead, you are simply providing a circumstance that triggers that person to be motivated. However, The developments in motivation and management theory. (Whittington Evans 2005) conclude that the road to building high commitment organisations requires the solid foundation laid by Maslow, McGregor and Herzberg. Motivation theories can therefore offer guidance to anyone interest in motivational issues. Motivation theories discussed above can help mangers consider how and why people are motivated. For example, Hierarchy of need theory may help manager figures out where someone is in term of the satisfaction his or her short and long term needs -which may in turn influence how they seek to create the situation that may be the most motivating. Motivation theories discussed were based on work related environment s. However the can be applied to help individuals understand human behaviour at work. This literature review also emphasized the important of motivation theories to facilities manager with regards to working environments. Also provide frameworks enable facilities manager to manage their working environment. Finally, one of the challenge facing researchers into motivation, it cannot be seen.

The Merger of Womens and Mens Sports will Benefit Women :: Argumentative Persuasive Argument Essays

The Merger of Women's and Men's Sports will Benefit Women Every sports fan hates to admit the fact that sports are simply business, but it is undeniable that sports are one of the most lucrative businesses in the U.S. Right now the market for women's professional sports is growing rapidly. The best way for women's sporting organizations to promote and sell this market is to align with previously established organizations such as the NBA, NCAA and the USOIC. Although joining with men's organizations is a difficult process that involves compromise, merging with these organizations helps to land big television contracts, gives greater publicity, and brings in endorsements, advertisers and investors. The lack of these benefits was among the key factors in the failure of the ABL. Inversely, these are the reasons for the successes of the WNBA and women's sports in the Olympics. Throughout the history of female athletics merging with male sports organizations has not always been a pleasant experience. In 1982 the AIAW merged with the NCAA, despite the NCAA fighting tooth and nail to try and find ways out of Title IX, an act of Congress that required Universities to provide equal funding for women's athletics. The NCAA did everything they could to stop the equal funding but finally gave in during the 1990's. Right now the NCAA embraces its women's sports programs and has had many women represented on the executive committee roster and even has a committee on women's athletics. Also, the NCAA has worked out television contracts with ESPN, FOX sports and CBS. This has lead to not only coverage of women's sports but publicity. Women's games are talked about on Sports Center and College Hoops Tonight everyday during the season. The addition of the women's to the Olympics did a lot more to promote commercial secures and the advancement of women's The Women's Olympic Games went out of business shortly after the Olympics allowed women to participate. Women lost a lot with this merger at first due to the fact that women were prohibited from many Olympic events that they could have participated in as part of the Women's Olympics. These restrictions weren't lifted until 1984. However in the long run co-ed Olympics are beneficial for women's sports. At the 2002 Olympics at Salt Lake City there was only two sports that USA women did not compete in, ski jumping and the Nordic combined.