Should Children Be In Competive Sports At A Young Age Essays

Should Children be in Competive Sports at a young age? Let American Consumer Counseling Help you Get Out of Debt! Should Children be in Competive Sports at a young age? Many American parents struggle to answer the puzzling question of what the appropriate age children should start to participate in competitive sports. A subject like this is puzzling because there are many issues that must be addressed, because it is controversial. Some American parents push their children too far, too young. The average American child usually will start to participate actively in competitive sports between the ages of six and twelve and can be unhealthy to a child's development (CWG 131). The question at what age a child should start, has a different answer for each individual child. Parents often fail to realize that their child may not be physically ready for competitive sports, even though the child is ready. I believe that a child should participate in sports only if he is wanting too participate and is not pushed by their parents. Every parent has a different way of looking at, if their child is ready to start. If a six year little boy wanted to start playing football, the child may not be fully capable of handling such strength and tension that might cause a life long injury (Koppett 294). Some parents may think he is ready, but is probably not. Determining whether or not a child is ready for competitive sports can sometimes be difficult to answer, because to determine if they are ready a child must be mentally ready also. Sports not only take physical strength, but a child must have psychological capacity to get them through such strenuous activity. A child may sometimes become scared when participating in sports. For example, A mother of an eight-year-old Peewee Football player explained, "The kids get so scared. They get hit once and they don't want anything to do with football anymore. They'll sit on the bench and pretend their leg hurts..."(qtd. In Tosched A32). This quote is a true statement because if a six-year-old child is playing peewee football with an eight-year-old, the eight-year old is a lot bigger that the six year old is and he could cause physical hurt to the six-year-olds tiny body. The psychological part of the story would be that the child would be so scared that he might get hurt which causes physical hurt as well as mental hurt and may scar the child for the rest of their life, when that child could of been the next pro-football player of the next century. A child should not be competitive at an early age, they should be having fun and playing the sport in wanting to and not being pushed to do so. When I was younger, I participated on the swim team so I was introduced to Compton at the age of six. My parents never pushed me to do well, they always made sure that I was having fun and that it did not matter if I win or lose. I think every parent should understand, if their child is going to start competing at a young age, that the child is having fun and not getting criticized for their mistakes when they lose.

Definition and Examples of Vocabulary

Definition and Examples of Vocabulary Vocabulary refers to all the words of a language, or to the words used by a particular person or group. Also called  wordstock,  lexicon, and lexis. English has a stunningly bastard vocabulary, says linguist John McWhorter. Out of all of the words in the Oxford English Dictionary,...no less than ninetys and Observations below. Also see: Active Vocabulary and Passive VocabularyCommon Word RootsIntroduction to EtymologyLexical CompetenceLexicalizationLexicogrammar Vocabulary-Building Exercises and Quizzes Vocabulary Quiz #1: Defining Words in ContextVocabulary Quiz on the I Have a Dream Speech by Martin Luther King, Jr. EtymologyFrom the Latin, name Examples and Observations How many words are there in the English language?No easy answer is possible. In order to reach a credible total, there must be agreement about what to count as an item of vocabulary and also something physical to count or to serve as the basis for an estimate . . ..In effect, the overall vocabulary is beyond strict statistical assessment. Nonetheless, limited counts take place and serve useful ends, and some rough indications can be given about the overall vocabulary. The Oxford English Dictionary (1989) defines over 500,000 items described as words in a promotional press release. The average college, desk, or family dictionary defines over 100,000 such items. Specialist dictionaries contain vast lists of words and word-like items . . .. When printed material of this kind is taken into account, along with lists of geographical, zoological, botanical, and other usages, the crude but credible total for words and word-like forms in present-day English is somewhere over a billion items.( Tom McArthur, The Oxford Companion to the English Language. Oxford University Press, 1992) Vocabulary AcquisitionBy age two, spoken vocabulary usually exceeds 200 words. . . . Three-year-olds have an active vocabulary of at least 2,000 words, and some have far more. By five, the figure is well over 4,000. The suggestion is that they are learning, on average, three or four new words a day.(David Crystal, How Language Works. Overlook, 2005)A Bastard VocabularyEnglish, probably more so than any language on earth, has a stunningly bastard vocabulary. Somewhere between 80 and 90 percent of all the words in the OED [Oxford English Dictionary] were born from other languages. Old English, lest we forget, was already an amalgam of Germanic tongues, Celtic, and Latin, with pinches of Scandinavian and Old French influence as well.(David Wolman, Righting the Mother Tongue: From Olde English to Email, the Tangled Story of English Spelling. Harper, 2010)The vocabulary of English is currently 70 to 80 percent composed of words of Greek and Latin origin, but it is certainly not a Romance language, it is a Germanic one. Evidence of this may be found in the fact that it is quite easy to create a sentence without words of Latin origin, but pretty much impossible to make one that has no words from Old English.(Ammon Shea, Bad English: A History of Linguistic Aggravation. Pergee, 2014) Canadian English VocabularyTo summarize the comparative status of the vocabulary of Canadian English, it may be said that, where British and American English differ, Canadian English inclines usually toward American forms; that the language brought by American and British settlers was transferred to Canada largely intact, without a significant degree of differentiation caused by contact with Canadian Aboriginal languages (or with French); and that the number of true Canadianisms, which is to say Canadian words for things that have other names in other dialects, is small, but nonetheless adequate for asserting the status of Canadian English as an identifiable dialect at the lexical levela distinct type of North American English.(Charles Boberg, The English Language in Canada: Status, History and Comparative Analysis. Cambridge University Press, 2010)British English and American English[T]here is a much greater number of American words and expressions in British English than vice versa . The much stronger flow of borrowing seems to go from American to British. Moreover, in general speakers of British English appear to know more Americanisms than speakers of American English know British words and expressions.(Zoltn Kà ¶vecses, American English: An Introduction. Broadview Press, 2000) Scottish EnglishThe official and usual literary language of Scotland has for three centuries been Standard Englishpronounced, though, with a Scottish accent and retaining a few Scotticisms in vocabulary. This Scottish English co-exists with Scots in an accent and traditional-dialect set-up comparable with that found in the north of England . . ..(John Christopher Wells, Accents of English: The British Isles. Cambridge University Press, 1986)Australian EnglishAustralian English is particularly interesting for its rich store of highly colloquial words and expressions. Australian colloquialisms often involve shortening a word. Sometimes the ending -ie or -o is then added, e.g. a truckie is a truck or lorry-driver and a milko delivers the milk; beaut, short for beautiful means great and biggie is a big one. Oz is short for Australia and Aussie is an Australian.(Michael McCarthy and Felicity ODell, English Vocabulary in Use: Upper-Intermediate, 2nd ed. Cambridge University Press, 2001) The Lighter Side of VocabularyEd Miller: I was with a girl once. Wasnt a squaw, but she was purty. She had yellow hair, like, uh . . . oh, like something.Dick Liddil: Like hair bobbed from a ray of sunlight?Ed Miller: Yeah, yeah. Like that. Boy, you talk good.Dick Liddil: You can hide things in vocabulary.(Garret Dillahunt and Paul Schneider in The Assassination of Jesse James by the Coward Robert Ford, 2007) Pronunciation: vo-KAB-ye-lar-ee

Business Information Systems (tesco's data processing and networks) Essay

Business Information Systems (tesco's data processing and networks) - Essay Example Tesco’s information systems can be studied from different angles. We shall focus on studying them from the functionality aspect. Let us analyze one of the critical components of Tesco’s Information Systems, the Supply Chain Management System. Tesco is well known for its best practices in Supply Chain Management, which includes â€Å"lean management† and using RFID technology. The key strategy behind maintaining advantage over its competitors has been innovation in the supply chain. Tesco has aimed to innovate at each point of its supply chain. This includes point of sales management, continuous replenishment system, cross dock distribution centers and use of a single vehicle to distribute to several stores (ICMR n.d.). The Continuous replenishment system is a key component in Tesco’s Supply Chain system. The application monitors and controls the inventory in real time at all stores. This provides with real time data to analyze and take important decisions. This modernized application is of unique type and has been deployed in all of Tesco’s data centers across the world. Having a common operating model across all centers around the world, Tesco saves a lot of cost in deployment and maintenance of systems. A company called Micro Focus modernized and extended Tesco’s Continuous Replenishment (CR) application to operate on the latest IBM System p servers and AIX Unix (Computing 2007). MIS system at Tesco is another component of the overall information system of Tesco. After achieving massive growth and expansion, Tesco came up with the idea of developing a single Management Information System (MIS) to fulfill both local and global data reporting requirements. The aim of the MIS is to spread out the key practices and performance indicators at all locations and provide business insight at each store irrespective of the size or maturity of

Cubans in Miami Research Paper Example | Topics and Well Written Essays - 1250 words

Cubans in Miami - Research Paper Example In addition to this, the Cuban community is characterized by the low fertility levels due to their demographic structure. The reasons for their high social and economic status are first and foremost that women are in income generation activities more than the men. In addition, the Cuban was characterized by the presence of a strong ethnic closed society. Finally, the Cuban society was involved with post-revolutionary activities which helped them to fight for better living standards. The Cuban people are to have a strong cultural system. However, due to the differences and the way of life in the United of America, they have adjusted their values and beliefs and they have been to the American society. Several studies have suggested that about 1 million of the American population are of Cuban origin. More accurate data from the United States Bureau of Census conducted at about 1980 revealed that about 803,226 of the American population were associated with the Cuban descent, and this number of Cuban origin people is to have increased over the years (Lisandro129). The immigration of Cubans to America has always been linked to economic situations and political events on the island. Before the American government helped in ending the Spanish rule on the island in 1899, the northern Cuban neighbor had played a considerable role in Cuba’s economic and political issues. As the involvement of the US government intensified during the 19th and 20th centuries, the United States of America had become a preferred place of settlement for Cuban emigrants who have succeeded to get powerful positions in the financial, intellectual and political landscapes in the United States (L. Glenn 31). As statistics depict, the number of Cuban immigrants before 1885 was relatively low. However, about five years later, the number of Cuban immigrants to United States of America has more than tripled. New heights of immigration of Cubans were reached between 1897 and 1910 which is a

Fiscal Policy Simulation Essay Example | Topics and Well Written Essays - 500 words

Fiscal Policy Simulation - Essay Example In 2008, however, as the economy continues to expand, inflation has surged up to 10.05%. A very high figure from the previous years, to address the inflation is the major aim of the government. In order to address the inflation, the government has adopted a contractionary fiscal policy, which entails decrease in expenditure for infrastructure of 600 million, decrease in spending in the educational programs, and decrease in the income tax rate. The effects of these changes include a taming of the inflation rate, down to 5.30%. However, as what economics is about, there is always a tradeoff—because of the decrease spending, unemployment rate increases from 3.53% to 4.35%. Lastly, real GDP decreases from 42.00 billion to 41.32 billion in 2008. In 2009, as the economy continues to approach its potential output, inflation continues to be beyond the acceptable level. In order to curb down inflation and bring it down, the government has to adopt contractionary policy by decreasing spending in educational programs by 400 million. This change lowers real GDP from 42.00 billion to 41.35 billion. This aims to curb down inflation rate from 42.00 billion to 41.35 billion. However, due to decrease in spending, unemployment is expected to increase from 3.53% to 4.32%. b. Erehwon’s marginal propensity to consume is 0.8, which means that for every dollar the consumers receive, 0.8 cents are spent. Given this, the multiplier of the economy is computed by using the formula 1/1-mpc. With a computed mutliplier of five, for every change in the components of aggregate demand, the overall economy expands five times. Let us examine the first situation. In the first situation, the government spending for infrastrucue is 300 million, and 100 million for educational program. This increases the aggregate demand not by 400 million, but by the increase multiplied by the

Motivation Through Monetary And Non Monetary Benefits

Motivation Through Monetary And Non Monetary Benefits ? The main Objective of this research is to determine either the monetary benefits or non-monetary benefits have great impact on motivation. ? Through what ways increase employee s interest towards job and their motivation towards organizational goals. ? Decide the role of intrinsic and extrinsic motivation to enhance organizational performance. ? To find out whether Pay dissatisfaction has numerous undesirable consequences or not and see how pay satisfaction increases organizational commitment ? Also look into a matter that how status is more important than money and why motivate employees towards the organizational goal is possible by assigning them good status. Article 1 Ignacio Falgueras Sorauren. (2000). Non-Monetary Incentives: Do People Work Only for Money, Vol. 10, No. 4. Retrieved from http://www.jstor.org/stable/3857840 Mr. Ignacio Falgueras Sorauren conducted this research in 2000 in which he investigates the problem related to motivation in organizations. Actually this problem occurs when people tend to follow their own interests rather than firm s common goals. Primarily author try to address this problem by giving them some economic proposals but the study showed that economic proposal doesn t decrease conflict of interest and not able the people to purse firm s common goal rather than follow their personal interest. These economic proposals further create more problems but after that researcher through thorough study reveals that non-monetary incentives are most important to motivate people towards organizational goals because money is not the solution of every problem. As you can find lot of variables in this article, but with respect to my topic Motivation through monetary and non-monetary benefits help me to identify the dependent variable as organizational goal and independent variable is Employees interest towards job and their motivation towards organizational goals . So it shows that organizational goal is dependent on employee s interest towards job and their motivation towards organizational goals through some non-monetary incentives. Apart from monetary benefits there is a strong need of non-monetary benefits to purse employees towards firm common goals. Some non-monetary benefits include making job challenging and interesting so in this way they know what they are doing and produce positive results for the organization. In order to make job interesting and challenging money would not always play a big role because money is neither the motivator nor the major one. Researchers reveal that most of the time money leads to conflict of interest and the most important opposition of money is its incapability to reduce the conflict of interests born in any organization. So organization needs to set a common goal communicated with their employees, thus enables them to bring unity among their employees and in this way conflict problem has also resolve. Non-monetary incentive in shape of communicating organizational goal and setting targets for the team, make the employees to work for organizational interests rather than pe rsonal interest. This article is extremely relevant to my topic which helps me to understand that non-monetary incentives have great role to play for the achievement of organizational goals. Through these incentives inject motivation in employees to prefer organizational goals over their personal interest. Along with that the best way to motivate people is treating them as human beings because it is really essential to consider all human aspects to gain excellent results. Article 2 Judy Cameron., W. David Pierce. (1994). Reinforcement, Reward, and Intrinsic Motivation: A Meta-Analysis, Vol. 64, No. 3. Retrieved from http://www.jstor.org/stable/1170677 Two Researchers Judy Cameron and W. David Pierce wrote a research paper titled as Reinforcement, Reward, and Intrinsic Motivation: A Meta-Analysis in 1994 to examine the effects of reinforcement and reward on intrinsic motivation. So in this paper they have conducted 96 experimental studies from different groups to compare rewards and non-rewards effect on intrinsic motivation. In this article I found Intrinsic Motivation as dependent variable, whereas reinforcement and rewards are independent variables. Thus, it shows that in order to bring intrinsic motivation there is need to be some good reinforcement and rewards. As I mentioned above they conducted 96 experiments and the results showed that reward does not decrease intrinsic motivation. Intrinsic motivation is the motivation that comes from inside the person and he gets pleasure while doing job or performing any particular task. When researcher scrutinizes the communication process he finds out that intrinsic motivation can increase through verbal praise. The reward is given to an employee on the completion of the task and it has an insignificant negative effect on intrinsic motivation as measured by the amount of time spent on the task. Because that person is self motivated so there is no need to give any rewards to that person but on the other way around concentration of employee s increases towards there job and they try to do the same task in shorter span of time and also in this way bring the efficiency in their work and higher intrinsic motivation. They further conducted five more studies about reinforcement and results reveal that rein forcement does not effect any individual intrinsic motivation. So it shows that you can reinforce your employee regarding the completion of job and that will not hurt their intrinsic motivation. In the end article leave us with one question it is not clear yet what effect reinforcement or reward have on intrinsic motivation. They consider some studies have opposing trend and not relevant because of outside of the researcher paradigm. This article is highly relevant to my study on motivation through monetary and non-monetary benefits. As intrinsic motivation does not increase when employee gets a reward but some times brings efficiency. Whereas reinforcement does not hurt employees intrinsic motivation so intrinsic motivation has a mix trend with respect to benefits. Article 3 Scott Jeffery. The Benefits of Tangible Non-monetary incentives, Retrieved from http://www.businessgroupinc.com/PDFs/The%20Benefits%20of%20Tangible%20Non%20Monetary%20Incentives.pdf Mr. Scott Jeffery the writer of the article which is titled as The Benefits of Tangible Non-monetary incentives talks about that some tangible non-monetary benefits are much more motivational for employees as compare to monetary incentives. And by doing that we can bring better reward system through which the organization easily gains their desired Objectives. One thing we have to keep in mind that in order to increase more performance, non-monetary incentive must be equal or greater than cash incentives because if you provide lower value non-monetary incentives that might be not as effective as high value cash incentives. In this important article I establish tangible non-monetary incentives as independent variable where as motivation is our dependent variable. Therefore motivation in employees is depending on your independent variable non-monetary incentives and this statement sounds true because there is high probability of bringing motivation in employee s trough non-monetary benefits. There are some very important points discussed in this article like, nowadays organizations use very small amount of tangible non-monetary benefits which are very small percentage of total employee compensation. In this research researcher discussed some explanations through which we get an idea that nowadays firms are not using this kind of incentives. Psychological process which increased motivational power of tangible non-monetary incentives is both emotional and cognitive (involves mental process). As you get to know about the power of tangible non-monetary benefits and when these two different cognitive and emotional processes gets together this mean that they toil together in decision making. Justifiability is cognitive because people have to consider the difficulty they have face in order to justify the purchase of tangible non-monetary benefits. On the other way around the nature of these justifiability concerns are more effective. The writer mentioned in this article that th e prize which is earned on the basis of good performance makes an employee to think about his achievement, consider as a cognitive process and even have a higher utility when other people get to know about your achievement. So, it shows that motivation or organizational goals are our dependent variables, whereas non-monetary incentives are independent. So I can conclude the article by saying that tangible non-monetary incentives boost employee motivation and has the ability to improve the efficiency of the organization. The article is highly relevant to my research which helps me to understand the role of emotional Psychology in order to motivate employees and how it enables the organization to achieve their desire goals. Article 4 Rizwan Saleem. (2005). A study on the effect of monetary Benefits (pay) and work motivation on job satisfaction. Retrieved from http://papers.ssrn.com/sol3/papers.cfm?abstract_id=1529064 Mr. Rizwan Saleem from Mohammad Ali Jinnah University in 2005 wrote a research paper titled as A study on the effect of monetary Benefits (pay) and work motivation on job satisfaction . This study is conducted from the banking sector with respect to understand the effect of pay and work motivation on job satisfaction. For that they done exploratory research by developing the questionnaire in order to measure the level of pay, work motivation, and job satisfaction as well as achieve the effect of pay and work motivation on job satisfaction. In this article I discover dependent variable as Job satisfaction where as monetary benefits and work motivation is our independent variables. This means that job satisfaction is depending upon monetary benefits that employee is getting and along with that how well the employee is motivated towards the job. So the combination of both helps to achieve Job satisfaction for an employee. As the study showed about the psychology of human mind regarding job satisfaction is that person is self motivated to do that job or task and gets pleasure while doing that job. The rule of the thumb is that the more satisfied the employee, the higher the organizational performance. Further research reveals that there is a difference between intrinsic and extrinsic motivation. In this article intrinsic motivation is defined as the motivation to perform an activity in order to experience the pleasure inherent in the activity. The cognitive evaluation theory says that rewards interpret an employee s competence and determine their intrinsic motivation. In this article we conclude that pay is independent variable and job satisfaction is depending upon it. Facts reveal that extrinsic incentives often crowd out intrinsic motivation which then reduces discretionary effort of workers. Research has revealed that motivation has different intrinsic and extrinsic motivation. According to Deci, Connell, Ryan intrinsic motivation can be defined as the motivation to perform an activity for it, in order to experience the pleasure and satisfaction inherent in the activity. According to cognitive evaluation theory and self determination theory it is rewards that are interpreted as information about one s competence and satisfy individuals need for autonomy, will enhance intrinsic motivation. In this article we conclude that pay is independent variable and job satisfaction is depending upon it. According to experiential facts, extrinsic incentives often crowd out intrinsic motivation which in turn reduces discretionary effort of workers. Researcher also found that overall the employees were satisfied with their jobs and have their interest in their job. By employing these two independent variables showed that job satisfaction comes automatically and study also proves that i n this way employees were more motivated to work for the organization. This article is relevant to my study in a sense that how motivation along with monetary benefits creates job satisfaction for an employee. It helps me to understand that monetary benefits also play a vital role in order to motivate employees and enhance their job performance. Article 5 Thomas Li-Ping Tang., Randy K. Chiu. (2003). Income, Money Ethic, Pay Satisfaction, Commitment, and Unethical Behavior: Is the Love of Money the Root of Evil for Hong Kong Employees?, Vol. 46, No. 1. Retrieved from http://www.jstor.org/stable/25075086 Mr. Thomas Li-Ping Tang and Mr. Randy K. Chiu in 2003 through empirical study come up with a research titled as Income, Money Ethic, Pay Satisfaction, Commitment, and Unethical Behavior: Is the Love of Money the Root of Evil for Hong Kong Employees? . The research scrutinize a model involving income, the love of money, pay satisfaction, organizational commitment, job changes, and unethical behavior among 211 full-time employees in Hong Kong, China. In this article I found Organizational commitment as a dependent variable whereas pay satisfaction monetary benefits and love of money are independent variables. So pay satisfaction and good monetary benefits enable the employees to meet the organizational commitment. The study shows quite a few relation between important variables, to mention a few important ones it showed that love of money was negatively related to income and pay satisfaction and the love of money was also negatively related to ethical behavior which means that if you have a strong love for money you cannot easily resist unethical behavior. Pay satisfaction was positively related to organizational commitment. These relations show that income or money is not the cause of evil but the lust for money is the root to all unethical behavior within an organization. It has been highlighted in the article that the findings of this research shouldn t be interpreted that money is an evil as money itself is a key motivator for employees. There has been an increase regarding the importance of money as a career goal.Pay dissatisfaction has numerous undesirable consequences, e.g., turnover, theft, workplace deviance, and unethical behaviors in organizations and might have direct impact on com pany s strategic decisions and image. So there is need to provide good pay and monetary benefits to your employees in order to get the desired objectives. This article is related to my topic in a sense that by providing good monetary benefits to your employees, you eliminate the negative consequences such as high turnover, theft and dissatisfaction this further help them to meet the organizational commitment. Article 6 Hoimonti Ganguly. (Oct., 1974). Role of Status and Money as Motivators among Middle viromnmManagement, Vol. 10, No. 2. Retrieved by http://www.jstor.org/stable/27765445 Ganguly has conducted a research on the relative importance of Money and status on the motivation level of the middle managers of an organization. The study aimed at measuring the effect of both money and status separately on the commitment level of the employees and then to see which one is more important. Research revealed that status plays a more important role than money for middle managers and this is explained by the fact that the lower-end needs of the middle managers are reasonably fulfilled thus their satisfaction from the job will increase more if their status is improved as compared to the same increase in monetary reward. Money and most importantly Status are the independent variables of the research and the dependent variable is the motivation of managers towards the organizational goals. It has been observed that the correlation between status and motivation is particularly strong in case of middle managers. So it shows that in order to achieve organizational goals and motivate people towards their assigned task, there need to give them a status or position in the company that status is going to be self motivator. It has been further observed that the findings of this research hold true across all the stratifying variables like age, income, experience and qualification thereby strengthening the credibility of the research. The research also shows that younger managers are particularly sensitive to status. Managements that are trying to raise the motivation of its employees towards the organization goals should try to cultivate a corporate culture that meets the managerial needs of status. The research was further taken to define the different components of status and it was revealed that intrinsic factors like power, self-esteem, and self-actualization were important in defining status, rather than extrinsic incentives such as fringe benefits and white-collar work. Another important thing that should not be overlooked is that that status is to a great extent defined by the type of work assigned, task performed and result achieved. It has been suggested that linking status with performance tend s to improve motivation greatly. This article supports my topic in a way that motivation of middle level managers is not only depending upon the monetary and non-monetary incentives but also depend upon the higher status which is one of the non monetary reward. However it s crucial to take into consideration the different components of status which may vary from organization to organization. Article 7 S. K. Bhatia. (Jan., 1985). Job Motivation of Executives: An Empirical Study, Vol. 20, No.3. Retrieved from http://www.jstor.org/stable/27768826 Increased motivation of the executives of an organization is very essential for its success not only because they make all the strategic decisions for the firm but also because of the fact that they influence and motivate all the employees working under them. S.k.Bhatia conducted empirical research on the job motivation of the executives. In the study he has aimed to identify a wide variety of factors that affects the motivation level of the executive and the importance they attach to these factors. He has conducted the research by primarily using surveys as his research tool. The article highlighted that monetary benefits, better job security, good working environment, job content, recognition, work-itself, responsibility, opportunity for growth and advancement and sense of achievement are significant factors that should be considered while making policies to increase motivation for the executives. I t has been observed that job content plays a very significant role in determining the level of satisfaction. Majority of employees who find their work duties boring and not contributing towards their advancement tend to have lower levels of motivation where as the ones who were satisfied with their job content directly derived job motivation and were more than willing to bend their energies for organization s benefit. Apart from the job content majority of the respondents answered that a positive perception of the executives is really important. Positive perception was a factor that was further researched upon by Bhatia and it was revealed that it encompasses a wide variety of factors, some of them that the employees mentioned were recognition, responsibility, opportunity for growth, work-itself, advancement, sense of doing good for the society and a sense of achievement. In this article Perception of the job is considered as a very vital factor controlling and defining the motivation of the executives thus in this empirical study it is taken as an independent variable which is determined by a wide variety of factors and vary from person to person and the variable that is dependent upon the perception of the employee is the job motivation. This means if the person changes his perception about their job and particularly if it changes in positive manner than organization performance definitely increases. Perception of the job is considered as the most significant psychological factors identified by all the Motivational theories. The findings of the research make it imperative to lay emphasis on intrinsic motivating factors identified by Herzberg in his two-factor theory. Along with that there is the marked difference in the degree of perception of executives belonging to three categories (i.e. first level, second level and middle level and above).The general trend is that higher the category of executives, the better the degree of perception of job and consequently the higher level of motivation. A large majority of executives are willing to shoulder greater level of responsibility showing their positive attitude towards the job. In the same way a large percentage of the survey population responded that they do not experience stagnation in their jobs and thus get enough opportunities for advancement in their careers which meet their need of self actualization. However on the other end of the spectrum are some respondents who said that they are over burdened and experience less opportunities for growth and advancement. Some first level executives complain that they need more training courses to improve their abilities. The executives have given useful and practical suggestions for bringing about an overall improvement in their job performance and functioning of the respective departments. Article 8 Harvey S. James, Jr. (2003). Why Does the Introduction of Monetary Compensation Produce A Reduction in Performance? Retrieved from http://papers.ssrn.com/sol3/papers.cfm?abstract_id=481942 Mr. Harvey S. James conducted the research in 2003through which he tries to find the answer of the question that why monetary benefits lead to decrease in performance. Through his observational study he revealed that extrinsic incentives usually crowds out intrinsic motivation. This article demonstrates that how the increase in monetary incentives starts displacing intrinsic motivation to act in the interest of principal. And basically they found out that the motivation of the person distracted when his intrinsic motivation is attacked by extrinsic incentives and in this way his preferences, objectives diverted towards incentives. In this article intrinsic motivation is our independent variable whereas explicit incentives is a dependent variable. It is observed that lot of people want to work without explicit incentives and when you increase their monetary benefits it will lead to decline in their effort. This change of effort takes place because now his motivation towards work is dependent upon extrinsic incentives e.g. lot of employees are interested towards certain job but there is a prize for one, then each and every one of them try to dominate each other and start working for personal interest rather than organizational interest. This decline in responsibility shows that there is a tradeoff people face either by intrinsically satisfied at a higher cost or get extrinsic satisfaction from being compensated. But on the other way around when the people have strong intrinsic motivation then it becomes difficult for explicit incentives to crowd out intrinsic motivation of people. Further he explains that teaching uncritically to workers in the interest of organization; incentives are also align if the workers work according to organization interest and such thing might be lead to counterproductive.Murdock s in 2002 through its analysis revealed that incentive contracts and intrinsic motivation are complementary because focusing on healthy work ethics rather than organization interest is followed by most of the organizations these days but on the other way around by giving these incentives increase the intrinsic motivation. And the major cause behind these kinds of incentives is to increase organizational efficiency and to produce the best result for the organization. This article is highly relevant to my study through which I come to know that the basic purpose of incentives is to employee s motivation towards organizational goals but most of the time it proves wrong for highly intrinsic motivated people, on the other way around author says that sometimes extrinsic incentives don t crowd out intrinsic motivation as well. Article 9 Dan Ariely, Anat Bracha, Stephan Meier. Doing Good or Doing Well? Image Motivation and Monetary Incentives in Behaving Prosocially. Retrieved from http://papers.ssrn.com/sol3/papers.cfm?abstract_id=1010620 This article titled as Doing Good or Doing Well? Image Motivation and Monetary Incentives in Behaving Prosocially written by Dan Ariely, Anat Bracha and Stephan Meier. This paper scrutinize image motivation in which the focus is to be liked by others and treated well regarded, in their eyes. Prosocial behavior (doing good) is one of their drivers. Also determine whether extrinsic monetary benefits (doing well) have unfavorable effect on Prosocial behavior because of crowding out of image motivation. According to definition image is the presentation of ones behavior to other people. So this exclusive property showed that image is most important part of motivation to behave prosocially. Research also showed that when extrinsic motivation relate with image motivation then it is less effective in public than in private. I derive Motivation and extrinsic motivation as dependent variable whereas monetary incentives and behaving prosocially are dependent variable. It is revealed in the study that motivation is crowded out by monetary incentives which illustrates that monetary incentives are counterproductive for public prosocial activities as compare to private one. Through exploratory research researcher finds out that there hypothesis supports them because monetary incentives severely depends on visibility, monetary incentives are much more effective helping them privately rather than publicly Prosocial activities. As we know extrinsic motivation is a motivation that comes from outside of an individual and other way around people wants to be seen doing good without extrinsic incentives, these people want to be respected in the eyes of other people, they want other people to appreciates them and to consider them they are doing good job. But with extrinsic incentives there motive to work well deteriorates because extrinsic incentives makes them work for money or some other factors but they don t want people to consider that they are doing well . so in this way they are not get effective and their image value decreases. The signaling element of a product greatly influences its purchase thus if the government gives a subsidy on a particular technology that is environment friendly then the fact that whether the particular product is a publicly used product or not will greatly influence the buyers motivation to buy the product. The purchase of the environment friendly technology will confuse the buyer that how does his purchased is viewed by the public, is that made because the buyer is genuinely concerned about the environment or is it just to avail the tax benefit or is it bought just to create an image that you are a responsible citizen. Thus the government should carefully consider all its policies and should take into account the unintentional damage to signaling that their policy results in. Another option for providing the extrinsic incentive is to provide it without making it public, it will give the same effect as if the extrinsic incentive does not exists. This could be further elaborated by using the example that most of the donors for social causes do not make their identity public so that the signaling effect does not crowd outs their true cause. To conclude it is better to have less extrinsic incentives for visible Prosocial activities so that these incentives do not erode the moral aspect. This article is highly relevant to my study which gives me further knowledge about the effect of extrinsic incentives on motivation and if the person is not extrinsically motivated he wants to appreciate and considered that he is doing a good job. So different people is motivated through different ways. Article 10 Andrew Ballentine., Nora McKenzie., Allen Wysocki., Karl Kepner. The Role of Monetary and Non-Monetary Incentives in the Workplace as Influenced by Career Stage. Retrieved from http://edis.ifas.ufl.edu/hr016 This article titled as The Role of Monetary and Non-Monetary Incentives in the Workplace as Influenced by Career Stage written by Andrew Ballentine, Nora McKenzie, Allen Wysocki and Karl Kepner. In the corporate environment manager these days constantly trying to create strong motivational environment in the organization through which all the workforce work towards the organizational goal together. For that they use monetary and non-monetary benefits to motivate them in workplace. There can be diverse kinds of monetary benefits which have a similar impact on associates. An example could be a mutual fund is one of monetary benefits provided through company insurance program or pension plans. Different people in an organization has different needs and there are different incentives for the employee of different age group. Nowadays organizations are replacing their traditional motivational incentives to newer ones according to the needs of younger generation. Along with that article also states that there are different monetary and non-monetary benefits at each stage of employee career e.g. a nature of an incentive is different for higher management of organization hierarchy as compare to lower level management. So I derive dependent variable as motivation, interest, and job satisfaction whereas career stage and Generation in which you born are Independent variables in this article. The basic reason of monetary benefit is to reward the employee s for excellent performance in their job by giving them money. Profit sharing, stock options, project bonuses and warrants are some types of monetary incentives. On the other way around the rationale behind non-monetary incentives is to reward the employees for excellent performance in their job by giving them opportunities. Flexible work hours, pleasant work environment and training are some of the examples of non-monetary benefits. Furthermore author also revealed that monetary and non-monetary incentives differ in the efficiency, functions and correctness depending upon the nature of incentive. Another researcher Alfie Kohn in 1993 presents his point of view that monetary incentives encourage Obedience to the work in an organization rather than risk-taking approach because most rewards are given on the basis of performance and people don t want to take risk their jobs. So in this way employees are not encouraged from being creative in work place. One of the most important aspects of the study is desired monetary incentives differ from career stage of employee and also from which generation he belongs to. Survey conducted by American Association of Retired Persons has shown that retired people are motivated to work for flexible schedules, part time hours, and temporary employment and they are known as Mature workers who were born between 1930 and 1945. Whereas baby boomers those who were born between 1946 to 1963 wants retirement planning , flexible retirement options, sabbaticals and job training as their non-monetary incentives. Further the next generation Generation X ers those who were born between 1964 and 1981 like flexible work schedule, professional development, feedback, tangible rewards and work environment as their non-monetary incentives. And Generation Y ers those who were born after 1982 wants flexible work schedules, professional development, feedback, tangible rewards and work environ

The Importance of Music Education Essay -- Music

Music, an extremely broad concept, is playing an increasingly vital role in the modern society, and most people today are experiencing music subconsciously. For instance, when walking in the street, not only will we see people listening to their music through all kinds of portable music players, but also hear people humming their favorite songs. When nightfall comes, young people usually go to concerts, whereas middle-aged people tend to choose symphony and opera. All the things mentioned above seem like nothing but entertainment. Does music exist just to please people? Apparently, the answer is no. In fact, music also brings people many significant benefits. Hence, music education is crucial to us, especially in our early development, and it should be a part of every child’s education. I think that music education can bring three benefits to us: enhance children’s memory, enrich their imagination, and improve academic performance. Human beings begin to learn many basic skills in order to survive after they are born. This requires people to grasp strong, stable, and rapid memory skills. Hence, babies’ expanding ability to memorize is an indispensable part of their cognitive development. Research shows that the development of memory in children becomes apparent within the first 2 to 3 years of a child’s life as they show significant advances in memory, and this enhancement continues into adolescence (Siegler). Therefore, we need to find out a way to help children develop appropriate memory skills. Music education is a terrific choice, and scientists do have evidence to support the hypothesis that music can improve human memory skills. Based on the findings of a study led by Dr. Agnes Chan, a psychologist at Chinese University of ... ...org/pdf/music-training-improves-verbal-but-not-visual-memory-cross-sectional-and- longitudinal-explorations-in-children> Graziano, A.B., Peterson M., and Shaw G.L. "Enhanced learning of proportional math through music training and spatial-temporal training." Neurological Research 21.Web. 15 Mar. 2012.139-152. Web. Siegler, R. S. (1998). Children's Thinking. 3rd ed. Upper Saddle River, NJ: Prentice Hall. Electronic book. â€Å"Sound.† Wikipedia. Wikimedia Foundation, 5 Feb. 2012. Web. 15 Mar. 2012 The College Board. Profile of College-Bound Seniors National Report for 2000, 2001, and 2002. Web. Yeung, Ka-ching. â€Å"The Mozart Effect.† n.d. Web. 11 Mar. 2012. Notes/The%20Mozart%20Effect.htm>