The Failure of the 1848 Revolution Free Essays

The upset of 1848 was one of the loud and ridiculous one and spread practically allover the Europe. There were three significant purposes behind the 1848; monetary emergency, the development of liberal political movement and the inclination to one side. France was the one of the nations that broke out from the progressive battling. We will compose a custom exposition test on The Failure of the 1848 Revolution or on the other hand any comparative theme just for you Request Now This article will give data about the 1848 transformation and its disappointment. The 1848 upset was more wide and horrible than the 1830 unrest as it has incorporates battles between old with new and furthermore new with new. The 1848 developments initially emerged in France as after the 1830 developments, communism was picking up power; the republic supporters were increment, subsequently society influenced by polarization. Vote based structure was required so as to adjust the polarization though a confusion was control the general public in view of the difficult work conditions and financial emergency. â€Å"The year 1846 saw an extreme starvation Europe’s last genuine food emergency. Absence of grain drove up food and different costs while compensation stayed stale, along these lines diminishing purchaser demand.With buyers purchasing fewer and fewer, benefits plunged, constraining a large number of mechanical specialists out of their employments. High joblessness joined with significant expenses started the liberal revolt. † The year1848 was a timeframe set apart by a reasonably liberal state which was controlled for the most part by the informed tip top which significantly put the cente r and common laborers down and out. Under the extreme states of the year 1848, the white collar class and bourgeoisie requested; the option to cast a ballot, the expansion of the political veins and the ability to speak freely and thought.However, the ruler Louis-Philippe had not compassion. On 18 February 1848, French revolutionists chose to gathering a gathering in France, be that as it may, the legislature was dropped it one preceding from its date and as an answer working class poured to the roads. Because of non-concealment of the white collar class by the military powers, government had no real option except to arrange, notwithstanding, even that penance didn't sufficient for the revolutionist and the renegade was extended. Lord Louis-Philippe fled to England and the demonstrators announced the Second Republic on February 24th.However, that didn't relieved the emergency and joblessness even made it most exceedingly awful. Under those conditions, the quest for past and authority was happened and France was gradual ly drawing near to right once more. Through the yearning of the name Napoleon, his cousin Louis Napoleon came out and won the decisions with caused a birth of a realm under the pretense of republic which might be considered as the consequence of the 1848 upheaval; â€Å"abolishment of monarchy†. Following, complaints again emerged from â€Å"French Left† which was quickly suppressed.In some time, in 1852, Louis Napoleon to call himself as ruler and set up a two wings get together which was anonymous fascism of Napoleon third. The time of 1848-1852 is a time of discretionary implementations, inappropriate individual benefits and desire of extravagance. That is one reason that the 1848 unrests was a disappointment. The 1848 with its primary highlights could be acknowledged as disappointment which is identified with ruthless of revolutionist; greater part of society were satisfied the finish of the 1848 with accomplishment of peace.In expansion to that, the 1848 was not fruitful for revolutionist, in any cas e, that would acknowledged as loss of intensity for the traditional; Metternich was not in control in Austria, Hungarian rebellions†¦ and so on. The insurgencies likely bombed because of sloppiness. In Austria, for instance, the rebellions in Prague, Vienna, and Budapest kept up no correspondence among them, permitting the Austrian armed force to go to each in disengagement, without a unified front. At long last, the arrival of traditionalist and traditionalist powers was presumably because of the center class.Another motivation behind why the insurgencies fizzled was on the grounds that moderate dissidents of the white collar class dreaded the radicalism of the laborers, forestalling any sort of enduring coalition. In this way, when radicals assumed responsibility for the unrests in Paris and in Eastern Europe, the white collar class nonconformists turned their backs, leaning toward outright principle and peace, to the vulnerability of radical revolution.REFFERENCES - Encyclopedia of Revolutions of 1848, 1 November 2005, http://www. ohio. edu/chastain/introduc. htm - French Revolution of 1848, 17 December 2010, http://en. wikipedia. organization/wiki/French_Revolution_of_1848 Step by step instructions to refer to The Failure of the 1848 Revolution, Papers

The Impact of Social Media in US Elections.6 Research Paper

The Impact of Social Media in US Elections.6 - Research Paper Example Being an informal organization, use of online networking has spread with a high force as a result of social interconnectivity that joins companions and family members. The Diffusion of development hypothesis clarifies the pattern that the online networking has embraced and offers a reason for guaging its future direction. As indicated by the hypothesis, innovation picks up prevalence and orders the society’s consideration until when such consideration blurs. Rogers, the theory’s engineer, proposed four phases that are anticipated from the online life, and its consequences for US races, later on. The primary phase of the model includes appropriation by a little segment of the general public, trailblazers, who are eager to wander the advancement following its turn of events. The populace segment grasps potential dangers that may dishearten others. Following the innovators’ activity is the appropriation of an innovation by early adopters whose populace is higher tha n that of trailblazers. The populace fragment recognizes pioneers who needn't bother with influence into a technology’s application and are adaptable to executing advancements. A bigger level of the populace into a development is the early dominant part who depends on proof of the technology’s impacts before appropriation and a roughly equal extent, the late larger part, tails them. New clients of the development at that point lessen as the model gets into the laggards’ stage (Boston University 1; Baran and Davis 282). The model along these lines offers an understanding into the conceivable pattern and impacts of the web based life in the United States and two points of view apply. In the event that the individuals who embrace the web based life innovation at its prior stages proceed with its application then a total effect can be inferred after some time in light of the fact that the web-based social networking will have a ceaselessly growing crowd. This anyway distinguishes the job of deciding the media’s capacity to hold clients. Set up pace of users’ maintenance likewise offers a reason for understanding pattern of utilization and information on the present phase of the advancement, in light of the Diffusion of Innovation hypothesis. The model’s changeability with time would then be able to offer knowledge into the future impacts of online networking on the decisions. The hypothesis further recommends an innovation’s impact of decreasing old media frames as the general public receives another media application (Boston University 1). Shaw’s bend of the old media likewise offers a reason for understanding the pattern as a result of the internet based life on US decisions. Like in the dissemination hypothesis, Shaw clarifies that an advancement picks up ubiquity until a most extreme degree of crowd before the number begins to decrease and the ideal opportunity for the cycle relies upon the extent of a pr evious development or a recently evolved development. Advancement of a superior development may for instance encourage the cycle as the general public moves to work the new turn of events. These ideas in this way offers the reason for understanding potential patterns of the impact of web based life on the decisions that can be estimated with information on past advancements and hypotheses of improvement of new applications for mass correspondence. Existing information over web utilize that shows high rates recommends that utilization of the web-based social networking for correspondence is in cutting edge phases of the dispersion hypothesis model. Application past 60 percent of the grown-up populace shows plausibility of a late greater part stage

The importance of authenticity in cultural tourism Essay

The significance of validness in social the travel industry - Essay Example The threat presented by social the travel industry is that culture might be lost. This is on the grounds that the way of life of the vacationers and the way of life of the locals may become blended, and there is no realness left. As per the perspective on the individuals who coin the term â€Å"hyper-reality,† the outcome is that the qualification among inauthenticity and genuineness are fell. Thusly, realness is lost, and re-imagined by another worldview that incorporates the blending of traveler culture. This is clearly adverse to the local populaces, whose culture and customs have been passed down starting with one age then onto the next, and have a significant enthusiasm for keeping their way of life alive. Another peril is that local individuals might be abused through inauthentic social shows. A genuine case of this is the Maasai individuals who were in plain view at a Kenyan farm possessed by a rich Briton. The Maasai individuals put on an act for the well off guests, and lived in mud hovels on the property. They were not permitted to communicate, and they were treated as one would treat creatures in the zoo †carefully for show and diversion. While the affluent British individuals who saw this scene amiably applaud, the Maasai are being generalized and mortified. This is obviously the incorrect approach to social the travel industry. Then again, intelligent encounters, where travelers drench themselves in local culture, is credible and permits locals to show their way of life with satisfaction. Other bona fide presentations of local customs, for example, the Balinese, who perform ceremonies not for the diversion of the individuals however for the love of their divine beings, is another acceptable path for the locals to hold their way of life while showing vacationers the equivalent. This paper will investigate the hypotheses behind social presentations, why validness is significant, what obstructions there are to credibility, and will make a proposal dependent on these discoveries. A hypothetical conversation of realness and culture in the travel industry Authenticity in culture the travel industry happens on an assortment of planes and is affected by an assortment of things. Wang et al. (1999) places that realness in social the travel industry is mind boggling. The purpose behind the intricacy is on the grounds that genuineness might be either characterized as target, useful or existential. Target realness originates from the capacity to pass judgment on credibility in a goal way. Along these lines, regardless of whether the voyagers feel that something is valid, it might by the by be inauthentic in the event that it is equitably decided to be so. Valuabl e genuineness, then again, implies that items are decided to be valid by moving norms, as indicated by power structures, perspectives, convictions or points of view. In this way, useful genuineness can't be equitably estimated, as it is a relative norm, relevantly decided and ever-developing (Wang et al., 1999, p. 351). Besides, social legacy might be politicized, in that legacy may characterized or re-characterized to serve national needs. Such is the situation in China, and this adds to valuable credibility too (Sofield and Li, 1998, p. 364). The third way that credibility is characterized, as per Wang et al. (1999) is existentially. This implies the individual feels self-completed while seeing these social things, and, fundamentally, the

American Wedding Essay

In the United States, the customary western wedding custom is the lady of the hour ordinarily wears a white dress and a shroud to cover her face. She conveys a bunch of roses and as a rule has something old (like a grandmas neckband) something new (her dress) something obtained (jewlery or a cloth) and something blue (a supporter or clothing item).It is a long standing custom and it thought about good karma for the lady of the hour. The lady of the hour and man of the hour don't see each other the prior night and up to the wedding service. The lady of the hour normally has bridesmaids and the man of the hour has groomsmen †the quantity of bridesmaids/groomsmen is up to the couple. I would state most wedding have around 4-5 bridesmaid . The service typically happens in chapel or in a sanctuary. It starts with the bridesmaids and groomsmen walk down the aisle,and then followed by the ringbearer and flowergirl, at that point the lady of the hour is accompanied down the path by her dad. After the priest/cleric gives a short discourse about the significance of marriage, the couple at that point says pledges to each other (might be conventional or composed all alone) and trade rings. The couple is articulated man and spouse, have their first â€Å"married kiss† and afterward continue down the path. (The conventional service itself is regularly directed by a strict pioneer known to the lady or potentially the man of the hour. The function may incorporate marital promises composed by the lady and the husband to be, in which they discuss their affection and their longing to make their accomplice protected, upbeat and secure, and to be dedicated to their accomplice and their accomplice alone for the remainder of their lives. ) A gathering is generally held after the service. After supper, the couple cuts the cake with the goal that it might be served to visitors during the extraordinary moves, has their first move and afterward other unique moves (father-of-the-lady/lady of the hour, mother-of-the-groom/groom, marriage party) happen. At that point the move floor is open for all visitors to appreciate. A couple of hours after the fact the lucky man expels the bride’s tie and plays out the strap hurl to all the single men. At that point the lady of the hour tosses her bunch to the single women.

5 Tips for Handling your Thesis Data Analysis - Proofed

5 Tips for Handling your Thesis Data Analysis - Proofed 5 Tips for Handling your Thesis Data Analysis When composing your proposition, the way toward dissecting information and working with measurements can be quite hard from the start. This is genuine whether you’re utilizing particular information examination programming, as SPSS, or an increasingly elucidating approach. In any case, there are a couple of rules you can follow to make things less difficult. 1. Pick the Best Analytical Method for Your Project The sheer assortment of methods accessible for information examination can be befuddling! On the off chance that you are composing a thesisâ on web showcasing, for example, your way to deal with investigation will be totally different to somebody expounding on organic chemistry. As such it is essential to embrace a methodology proper to your exploration. 2. Twofold Check Your Methodology In the event that you are working with quantitative information, it is imperative to ensure that your expository strategies are perfect with the techniques used to assemble your information. Having an away from of what you have done as such far will guarantee that you accomplish exact outcomes. For example, when performing factual investigation, you may need to pick among parametric and non-parametric testing. On the off chance that your information is inspected from a populace with an extensively Gaussian (i.e., ordinary) conveyance, you will quite often need to utilize some type of non-parametric testing. Yet, in the event that you can’t recall or aren’t sure how you chose your example, you won’t fundamentally realize the best test to utilize! 3. Acclimate Yourself with Statistical Analysis and Analytical Software On account of different sharp PC programs, you no longer must be a math virtuoso to direct top-grade factual investigation. By and by, learning the nuts and bolts will assist you with settling on educated decisions when planning your exploration and keep you from committing essential errors. Similarly, evaluating distinctive programming bundles will permit you to pick the one most appropriate to your necessities on your present task. 4. Present Your Data Clearly and Consistently This is perhaps one of the most significant pieces of reviewing your outcomes. Regardless of whether your information and insights are great, inability to introduce your examination unmistakably will make it hard for your peruser to follow. Ask yourself how your examination would look to somebody new to your undertaking. On the off chance that they would have the option to comprehend your investigation, you’re in good shape! 5. Make It Relevant! At long last, recollect that information investigation is about something other than introducing your information. You ought to likewise relate your examination back to your exploration targets, talking about its importance and defending your translations. This will guarantee that your work is anything but difficult to follow and show your comprehension of the techniques utilized. So regardless of what you are expounding on, the examination is an incredible time to flaunt how cunning you are!

Leadership and Management of Strategic Change - 4675 Words

Leadership and Management of Strategic Change (Essay Sample) Content: Leadership and Management of Strategic Change Name Institution Leadership and Management of Strategic Change Executive Summary Strategic leaders principle aims is to lead organizations on a planned ground where they pursue to attain institutional objectives by generating and revitalizing organization systems towards accomplishment of the visions in the firm. These individuals stand out from their followers by displaying unique features that support their call. However, Managers and leaders in the business industry are frequently confronted by forces that keep on changing within as well as around the organization and therefore must respond to these changes. Adapting to these changes will help the managers to uphold their positions in the market and continue to build a competitive lead. Some scholars uphold that organizations are influenced by a number of various factors both from internal as well as the external atmospheres. Visionary leaders are classified as charismatic with the capability to revitalize individuals by building commitment, resourcefulness as well as enthusiasm among the staff. Instrumental leaders on the contrary focus more energy on establishing systems as well as controlling the firm events. These leaders are more interested in ensuring strategic goals are met by spearheading operations. Business environments therefore need a wide variety of leadership technique because of the effect coming from the differing and dynamic powers surrounding the firm. However, a number of scholars argue that external forces that exist within the organization can greatly influence the decision made in a firm. The recognition of change as a process with step-by step movement by the managers is an important stride towards establishing a strategic change program. Therefore, for managers to implement change successfully, they need to understand the driving forces and the subject of different change programs at an early phase of the life-cycle. Change is a process that involves complexity of several systems and environment. The process is very complex because of the interruption of a number of business systems. Therefore, for change to take place the external surrounding plays a key impelling factor. However, the external factors are depicted as hazardous, unfriendly as well as threatening the survival and future being of the groups. The major driving force of change are mergers and acquisitions, invention, technology, sense of urgency and decline in projections. Current analysis of strategic leadership at the topmost level of management advances from the traditional approaches in four major imperative ways associated to the pluralistic as well as the dynamic background. First strategic leadership is assessed as a collective phenomenon to which separate individuals can contribute in differing ways. Secondly, strategic leadership is assessed at processual standpoint in which the main focus is concentrated on the activities of the individuals who are in leadership positions than concentrating on the demographics or perception. Thirdly leadership is seen as a dynamic phenomenon where participants, effects as well as the responsibilities change over time. Lastly, strategic leadership is assessed from a supraorganizational phenomenon where leadership influences and responsibilities on them could spread past crucial institutional boundaries. An approach to leadership is situational phenomenon since it is the situation which determines who will emerge as the leader and what leadership style one is to adopt. Edvinsson (2002) stated that leading an institution in an unstable and indefinite surrounding is clearly different from leading an orderly hierarchical firm. Organizations are multifaceted systems composed of people such that any transformation involvement needs to be addressed precisely. Some change initiatives fail, not because the individuals involved in initiating the change do not see the realities faced by people who are affected by the adjustments. Organizations are therefore, threatened with need for transformation in their everyday operations. Abstract Leadership is an idea that over a long period of time was analysed by scholars from a number of different standpoints. Some scholars refer to human relationships that are recognized under leadership whereas others emphasis on management as a process. The article analyses the development of the leadership concept, the dissimilarity between management and leadership as well as the bottle-necks facing the management process amid public institutions. The article also aims at giving an understanding of certainty of social service organizations, implementation level of strategic planning and the impact of the solicitations on every institutional efficiency. Strategic planning is an important strategic management tool and one of the major aims is making organizations more efficient. The impact of leadership and management change strategy on institutional culture is also explored. After thorough scrutiny of organizational culture, the responsibility of leader is discussed. The article also explores the need of strategic leadership to be transformational one if it has to serve the institution and survive competition. Changing a culture in an organization is an extensive undertaking such that all of the organizational tools for changing the minds will be required. In order to adequately manage and change corporate culture in an institution an individual has to be able to outline as well as pinpointing what one is trying to modify. The evidence in this article explains relationship of leadership with organizational culture. The present business environment is extremely dynamic because of a number of forces which interact with each other to affect institutions. Organizations retort to these alterations occasioning change platform which will impact the whole firms as a system. The article appreciates strategic leadership as vital for the success of schedules as it channel all capitals of the institution towards a collective goal by encouraging personnel to attain a desired mutual vision and mission. Introduction Strategic leadership has become a key tool in the general achievement of institutional success. The concept allows organizational structures to operate together towards the success of the overall strategic intent put in place. Most researchers on quality have approved the role of leadership and commitment needed to achieve an excellence program. Managers therefore, should acquire the art of strategic leadership since the modern firms operate in vibrant environments that will ever keep on changing. Managers and leaders in the business industry are frequently confronted by forces that keep on changing within as well as around the organization and therefore must respond to these changes. Adapting to these changes will help the managers to uphold their positions in the market and continue building a competitive lead. Some scholars uphold that organizations are influenced by a number of various factors both from internal and external atmospheres. With the alterations having all institution systems, there must be agents that oversee and attract all stakeholders to pay attention on attaining the strategic goal. Strategic leadership is therefore defined as the manager's possibility of expressing a strategic revelation for the firm or a team as well as motivating and convincing others to follow the dream. Strategic leaders must provide help to the group of individuals to accomplish its objectives through full exploitation of abilities of resources at their disposal. However, change leaders are threatened by various encounters of managing every organization's resources during change period. Current research on strategic revolution has developed along two distinctive lines: Strategic change initiation and performance repercussions of strategic adjustment. The former means changes in the subject, range of organization's prevailing strategies in reaction to environmental modifications, including initial activities as knowledge of need to transform is designed and decision to create change is ready. However, various process studies have highlighted that performance impacts of strategic change are tangled to premeditated reform application. These comprise supportive variations in configurations, communication as well as motivation processes to undertake and accomplish the initiated strategic alterations. However, more or less changes transpire hastily whereas others will develop progressively suggesting that pace of change largely depend on the condition. Strategic management classical accepts that a change in the firm could be apprehended by one or more goals. Moreover, a change-process can entail several changes concurrently. The effect of this change-process will require managers as well as leaders to be effectively furnished to cope with change process of such kind and related to other institution systems that originates with it. Therefore, the article explores strategic leaders as change facilitators and how they manage administrative resources to accomplish strategic revelation. Finally, conclusion as well as recommendations are made based on the topic of discussion at the end of the article. Strategic Leaders as Change Facilitators Strategic leaders principle intentions is to lead organizations on a planned ground where they pursue to attain institutional goals by generating as well as revitalizing organization systems towards accomplishment of the visions in the firm. These individuals stand out from their followers by displaying unique features that support their call (Riwo-Abudho et al., 2012, p.50). A study carried out by Drawing on a number of firms among the 500 largest US manufacturers and draws the behaviour distinguishing the most prosperous CEOs. These are seen as being visio...

Employee Motivation on Productivity in Organization - 275 Words

Impact of Employee Motivation on Productivity in an Organization using Tesco (Dissertation Sample) Content: IMPACT OF EMPLOYEE MOTIVATION ON PRODUCTIVITY IN AN ORGANIZATION USING TESCO AS A CASE STUDYNAME:COURSE:TUTOR:INSTITUTION:DATE:ABSTRACTModern business environment has become complex and hard to operate a business compared to the past because of the rise in competition. Business managers have to navigate through various challenges on a daily basis for them to emerge successful. Current researchers have also shown that the existence of a business is determined by the employees and customers. That requires care in the decision-making of issues affecting the marketing strategies and management of human resource in a business. As such, this research study is based on one of the aspects of human resource management. It focuses on the importance of motivating employees in an organization, a case study based on Tesco. It highlights the importance of employee motivation in the retail sector in the United Kingdom. The background facts that pertain to the investigation of the st udy are first introduced and then examined. Next, a review of the existing literature is conducted. The researcher also considered and analyzed both primary and secondary data. Unfortunately, it was challenging for the researcher to analyze the secondary data. As such, the analysis presented is based on the primary data. The primary data analyzed was collected from 30 employees at Tesco PLC. A questionnaire had been structured appropriately for use in collecting data. Analysis was done by use of statistical data analysis methods and tools. The data analyzed shows that there is a close, strong relationship between the level of motivation of workers and their performance and productivity. In turn, that has a significant impact on the profitability of the organization. The study also shows that the performance of employees drops when they lack motivation or even job satisfaction. It was shown that motivated workers have a higher productivity than workers without motivation. The study a lso proved that employee motivation is important in any organization if efficient and effective performances are to be achieved. Additionally, motivation has a direct impact on productivity of workers. Low or lack of motivation leads to low productivity while high motivation leads to improved performance and productivity of the employees. The study suggests that employee motivation should be distributed evenly so that results can be obtained. Table of Contents TOC \o "1-3" \h \z \u  HYPERLINK \l "_Toc446561564"
1.0 INTRODUCTION  PAGEREF _Toc446561564 \h
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1.1 History  PAGEREF _Toc446561565 \h
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1.2 Problem Statement  PAGEREF _Toc446561566 \h
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1.3 Motivation for the Study  PAGEREF _Toc446561567 \h
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1.4 Research Objectives  PAGEREF _Toc446561568 \h
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1.5 Research Questions  PAGEREF _Toc446561 569 \h
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1.6 Significance of the Study  PAGEREF _Toc446561570 \h
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1.7 Organization of the Study  PAGEREF _Toc446561571 \h
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2.0 LITERATURE REVIEW  PAGEREF _Toc446561572 \h
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2.1 Introduction  PAGEREF _Toc446561573 \h
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2.2 Theoretical Literature  PAGEREF _Toc446561574 \h
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2.2.1 Definitions of motivation  PAGEREF _Toc446561575 \h
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2.2.2 The Concept of motivation  PAGEREF _Toc446561576 \h
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2.2.3 Needs and the Expectation at work  PAGEREF _Toc446561577 \h
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2.2.4 Theories of Motivation  PAGEREF _Toc446561578 \h
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2.2.5 Content Theories  PAGEREF _Toc446561579 \h
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2.2.6 Pro cess Theories  PAGEREF _Toc446561580 \h
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2.3 Work and Need-Satisfaction  PAGEREF _Toc446561581 \h
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3.0METHODOLOGY  PAGEREF _Toc446561582 \h
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3.1 Study design  PAGEREF _Toc446561583 \h
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3.2 Population of the study  PAGEREF _Toc446561584 \h
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3.3 Sampling Technique  PAGEREF _Toc446561585 \h
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3.4 Data Sources  PAGEREF _Toc446561586 \h
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3.5Research Instrument/Data Collection  PAGEREF _Toc446561587 \h
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3.6 Reliability and Validity  PAGEREF _Toc446561588 \h
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3.7 Procedure and Time Frame  PAGEREF _Toc446561589 \h
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3.8Sampling Plan  PAGEREF _Toc446561590 \h
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3.9Analytica l Tools  PAGEREF _Toc446561591 \h
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4.0 RESULTS AND DISCUSSION  PAGEREF _Toc446561592 \h
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4.1 Introduction  PAGEREF _Toc446561593 \h
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4.2 Bio-Data of Respondents  PAGEREF _Toc446561594 \h
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4.3 Gender  PAGEREF _Toc446561595 \h
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4.4 Opportunities for Advancement  PAGEREF _Toc446561596 \h
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4.5 Discussion  PAGEREF _Toc446561597 \h
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4.5.1 Job Satisfaction for Employees  PAGEREF _Toc446561598 \h
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4.5.2 Factors Responsible for Employee Satisfaction and Motivation  PAGEREF _Toc446561599 \h
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4.5.3 Types of Employee Motivation  PAGEREF _Toc446561600 \h
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4.5.4 Employee Motivation to improve Productivity  PAGERE F _Toc446561601 \h
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4.5.5 Factors of Motivation in the Organization  PAGEREF _Toc446561602 \h
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4.5.6 Employee Benefits  PAGEREF _Toc446561603 \h
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4.5.7 Increasing Productivity using Employee Benefits and Motivation  PAGEREF _Toc446561604 \h
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4.5.8 Other Incentives  PAGEREF _Toc446561605 \h
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4.5.9 Other Motivational Schemes through the eyes of Employees  PAGEREF _Toc446561606 \h
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5.0 SUMMARY AND CONCLUSIONS RECOMMENDATIONS  PAGEREF _Toc446561607 \h
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5.1 Summary  PAGEREF _Toc446561608 \h
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5.2 Recommendations  PAGEREF _Toc446561609 \h
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5.3 Limitations  PAGEREF _Toc446561610 \h
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5.4 Conclusion  PAGEREF _ Toc446561611 \h
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481.0 INTRODUCTIONThe current business environment has become chaotic such that any business that dreams of success has to significantly depend on the expertise of its workers. Several theories and practices have been proposed as possible ways of solving the problem, with motivation ranking the top mystery to most managers. It is considered a form of mystery because there are several things and ways that are used to motivate people.It is worth noting that motivate is a derivation from motive, which has a lot to do with influencing the conduct and actions of people. Motives refer to expressions that human beings possess. As such, motivation is defined as a process that is used by managers to understand what measures should be taken to induce employees so that they work diligently and with commitment towards the realization of the organizational goals. It is an aspect of psychological co ncept. It aims at understanding peoples behavior by producing a behavior that is goal-oriented. It also has the aim of ensuring that good results are obtained. The feeling originates from within self and it cannot be borrowed or developed from external sources.Motivation has a significant impact of the productivity and performance at the workplace. Additionally, it is critical in an organization because there is no business that can succeed in running without human resources and workforce. The productivity of an organization is determined by the efficiency and productivity of each employee. High individual and group performance of employees results in excellent productivity and performance of an organization.Motivation aims at ensuring that workers and other individuals in an organization get what they expect the most from their involvement in the business. However, employees who are motivated and satisfied are expected to have high quality of performance and services, as well as p roductivity and profitability of the organization.On the other hand, an employee refers to an individual who serves another as stipulated in their contract. The contract may take various forms such as written, oral, express or implied. The contract gives the employer the exclusive powers of controlling and directing the employee on how to execute tasks as they perform their work.Employee motivation is broadly defined as the aspect that helps in energizing, sustaining, and directing the behavior of human beings. It is critical in an organization because it has significant impact on the performance of an organization. Managers are expected to assess and evaluate the performance of their employees fr...