Comparing Scal Measurements And Pore Network Flow Environmental Sciences Essay

In this thesis undertaking, a comparative analysis between parametric quantities from an bing experimental informations of SCAL measurings and pore web flow theoretical accounts is carried out. The SCAL parametric quantities include comparative permeableness and capillary force per unit area. The experimental dataset was obtained from a big figure of sandstone Fieldss consisting capillary force per unit area and comparative permeableness informations for drainage and imbibition. The curves from different procedures were obtained from suiting theoretical accounts such as: Corey or power jurisprudence ( comparative permeableness ) , Brooks & A ; Corey ( drainage capillary force per unit area ) and Skjaeveland ( primary imbibition capillary force per unit area ) . In add-on, correlativities were established between curve parametric quantities and permeability/porosity and wettability for the complete subset of sandstone stones. In the same manner, a set of statistical practical stones w as created utilizing the procedure based Reconstruction technique. The Reconstruction starts from the grain size distribution of certain sedimentary stone type such as Fontainebleau, Bentheim, Berea and a customized North Sea reservoir in order to imitate the natural procedures of organizing sedimentary stones ; i.e. deposit, compression and diagenesis. This technique allowed the creative activity of a sum of 34 sandstone practical stones with different petrophysical belongingss. Subsequently, the pore web theoretical accounts were extracted and a sum of 3210 pore web flow theoretical accounts were obtained with changing oil-wet pore fraction, contact angles ( making 3 different conditions ) and administering oil-wet elements based on pore size: uncorrelated with pore size ( random ) , preferred large-pores and preferred small-pores. The information points obtained from the pore web flow theoretical accounts were fitted by implementing the Marquard-Levenberg and Trust Region algorit hm curve suiting techniques utilizing the same theoretical account curves explained before ( Corey, Brooks & A ; Corey and Skjaeveland ) . In a undermentioned measure suiting parametric quantities were plotted against permeability/porosity and wettability index giving a 2nd set of correlativities. Both sets of informations were compared ensuing in understandings in some instances and dissensions in others. It was found that for primary drainage all parametric quantities agreed good ( Pe, Sir ) but the curve form factor a demoing lower tendency values compared with the experimental dataset. The ground might be associated with either the absence of kineticss effects in the pore web theoretical accounts or the unsimilarities in the grain size distribution. Parameters for primary imbibition showed some understandings every bit good as dissensions. In footings of capillary force per unit area parametric quantities, the oil curve form factor ao showed a comparatively good correlativity wi th regard to experimental informations and proposing that the experimental nucleus sample should be classified as intermediate-wet. In add-on, the H2O curve form factor aw pore web values resulted in slightly higher than experimental informations. It is of import to observe that the experimental value of aw was fixed at 0.2 accounting for non dependable experimental values at low impregnations. With respect to the entry force per unit areas, cw showed comparative similar values as to experimental informations whereas carbon monoxide was somewhat lower. Furthermore, the pore web flow theoretical accounts wettability consequences were compared with the experimental informations utilizing different contact angle ranges, changing the oil-wet pore fraction and altering the distributing of oil-wet elements based on pore size. No clear correlativity was found for mixed-wet and fractionally-wet wettability categories with theoretical tendencies. However, some variables did act upon the wett ability of the pore web flow theoretical accounts. Both comparative permeableness curves, form and values showed some sensitiveness when analyzed with different pore-scale supplanting mechanism, oil-wet pore fraction, contact angle and pore size distribution. It is of import to take the possible being of mistakes into history for both, experimental dataset, every bit good as the curve fitting process and some failings related to the pore-scale physical premises in pore web mold.1. IntroductionPresents due to the necessity of understanding how the hydrocarbon recovery could be increased as a effect of the world-wide depletion of conventional oil reservoirs, several elaborate surveies of the reservoirs are carried out. Normally to obtain a stone sample from a reservoir, a nucleus must be cut from it. Subsequently, the nucleus must be shipped to research lab installations where a sample must be collected. Laboratory experiments performed on reservoir nucleuss have been the chief beginning of informations, nevertheless, these nucleuss have to go through through a long and boring procedure before any information can be acquired. These procedures include cleansing, criterion and particular nucleus analysis, ageing in order to find petrophysical belongingss such as porousness, seawater permeableness, capillary force per unit area, comparative permeableness and others. The most appropriate handling and readying processs vary with the ultimate aim of the nucleus analysis. From a common nucleus analysis, belongingss such as: porousness, permeableness in different waies, residuary oil impregnation and connate H2O impregnation can be obtained. In contrast, for particular nucleus analysis samples are handled with particular attention to reconstruct the reservoir wettability conditions in order to use measurings. The informations obtained could be: capillary force per unit area, comparative permeableness, wettability and residuary oil impregnation. Therefore, a tool that could potentially supply the nexus between the reservoir sample and the indispensable information required without holding to execute research lab experiments is used in this work. Its prognostic capablenesss ( still non proved engineering ) are based on pore web theoretical accounts of digital stone. Network theoretical accounts were pioneered by Fatt in the 1950s [ 3 ] by administering the pores and pharynxs on a regular planar lattice and consecutive make fulling them in the order of inscribed radius utilizing the Young-Laplace equation. During his research, he was able to formalize the pore web theoretical account with experimental informations and to obtain capillary force per unit area and comparative permeableness curves for drainage as a map of mean impregnation. At the same clip, the classical infiltration theory was introduced by Broadbent and Hammersley [ 4 ] , patterning the random flow of a fluid through a medium and depicting how elements of the medium independently permit or fail to allow transition. However, farther progresss from Fatt ‘s position did non happen until the early 80s, when Larson et Al. [ 5 ] , looking at pore degree natural philosophies combined the infiltration theory with a stochastic attack to foretell the distribution of the non-wetting stage during two stage flow. Since so, understanding of the implicit in physical mechanisms and the function of pore-space geometry and topology has been increasing. Lenormand et Al. [ 6 ] , K.K. Mohanty et Al. [ 7 ] used theoretical accounts with rectangular cross-section capillaries to detect and depict the supplanting processes during imbibition. These theoretical accounts are still the foundations for web mold: piston-like supplanting, snap-off and pore-body filling, leting the pore-scale natural philosophies of supplanting to be understood. Thereafter in the early 90s, two-phase and three-phase web theoretical accounts and the ability to include wettability change were developed by several writers. Kovscek et Al. [ 8 ] , incorporated thin wetting movie forces into a aggregation of capillary tubings theoretical account to depict the geological development of alleged mixed-wettability in reservoir stones. Their theoretical account emphasizes the singular function of thin movies. Blunt [ 9 ] extended their analysis to different fractions of oil-wet pores, contact angles and initial H2O impregnation. Sahimi et Al. [ 10 ] , developed a two stage comparative permeableness theory utilizing stochastic constructs from infiltration theory. The extension of the three -phase flow web theoretical accounts to existent porous media has been complicated by the trouble of depicting the 3-D pore construction of existent stones. Therefore, the usage of webs derived from a existent porous medium was foremost introduced by Bryant et Al. [ 11 ] by pull outing their web from a random close wadding of every bit sized domains and doing anticipations of comparative permeableness, capillary force per unit area and electrical conduction. Widening this attack for a wider set of sedimentary stones, Oren et Al. [ 12 ] introduced a procedure based method which mimics the terminal province of the geological procedure that formed the stone. This attack has proved its foretelling capablenesss in several plants [ 13, 14, 15 ] . Nowadays, many groups of research are dedicated to the country of pore web patterning, such as Imperial College, Heriot-Watt University, Australian National University and Numerical Rocks. Digital stone natural philosophies or pore web mold is an emerging field that may add a great potency for the approaching old ages. In this work, the experimental dataset used was antecedently generated in-house by Shell International Exploration and Production B.V. , happening correlativities between SCAL parametric quantities and porosity/permeability measurings for drainage and imbibition. The capillary force per unit area was obtained by utilizing the extractor method where a cylindrical sample is foremost saturated with oil and mounted in a extractor in order to whirl in stairss of increasing rate. The centrifugal forces throw oil from the sample, while drawing environing H2O into the sample. The continuance of each velocity measure must be sufficient for production of oil to discontinue. In add-on, comparative permeableness measurings were done utilizing steady province methods. In each experiment, fluids are injected at changeless rate and fractional flow. The force per unit area bead and impregnation are non recorded until they reach stable values. Then the fractional flow is changed and the process is re peated. The consequences obtained from research lab experiments are stored in a database and the information is analyzed looking at some tendencies or correlativities. Smits and Jing [ 2 ] , investigated comparative permeableness curves utilizing the Corey Model or â€Å" power jurisprudence † . He linked the six Corey parametric quantities to happen out their several correlativities to water/oil imbibition. The survey included 13 sandstone reservoirs. Cense [ 1 ] suggested a set of correlativities utilizing the consequences of laboratory experiments on water/oil primary drainage and imbibition for capillary force per unit area in sandstone and carbonate reservoirs. From these two plants, the best tantrum for drainage is based on the semi-empirical relationship of Brooks and Corey [ 16 ] parametric quantities: and ( 1.1 ) where Personal computer is the capillary force per unit area in Pascal, Pe is the entry force per unit area in Pascal, Sr is the decreased impregnation, Sir is the irreducible H2O impregnation and a is the curve form factor. For imbibition and secondary drainage, a Skjaeveland [ 17 ] tantrum is used to depict the capillary force per unit area curves: ( 1.2 ) and ( 1.3 ) where cw is the H2O entry force per unit area, carbon monoxide is the oil entry force per unit area, aw, ao are the H2O and oil curves shape factor severally. The equation 1.2 consists of two subdivisions. The first subdivision is called H2O subdivision and is defined by parametric quantities cw, aw and Srw whereas the parametric quantities co, ao and Sro define the 2nd subdivision or so called oil subdivision. During this work, practical stones utilizing a procedure based Reconstruction technique are created and their several pore webs are extracted. Once the pore web theoretical account is created, the flow in the web is modeled to obtain for primary drainage, primary imbibition and secondary drainage, the comparative permeableness and capillary force per unit area curves. A set of suiting parametric quantities that describes old curves are correlated with permeableness, porousness and wettability. Therefore, the importance of this work relies on an alternate attack capable to place failings and strengths resulted from the informations comparing between the web flow mold and research lab experiments. The workflow procedure of this work is done utilizing the e-Core package ( see appendix A ) . It is chiefly conformed by three phases: the first one is related to the creative activity of the geological theoretical account, where the digital stone samples are generated utilizing petrophysical parametric quantities. The geological theoretical accounts have to go through through the different typical chief organizing sandstone procedures, such as: deposit, compression and diagenesis. Second, the pore web is extracted from the geological theoretical account where several nodes and links stand foring the pores and pharynxs of the stone are recreated. Last, the pore web flow theoretical accounts describes the stone fluid interaction occurred at pore-scale. This is done in order to foretell constituent relationships of comparative permeableness and capillary force per unit area. Once the constituent relationships are acquired, some analytical correlativities are used in order to happen a representative tendency between the pore web flow theoretical accounts informations and research lab informations.

Information Literacy for Open Distance Learners Essay

â€Å"Children must be taught how to think, not what to think.† ―Margaret Mead. In this fast moving world education is has become an essential things in human life. And today the technology has evolved so much that information is just a touch away. Narrowing down the technology development to the education nowadays, the students face challenges due to the movement of the technology and communication. The competition has become closer whereby they need to prove themselves to the world especially the distance learners. To ensure they are doing so, the study skills and information literacy applied thorough out their education is essential. Study skills are the abilities that are used by students for learning. It  will help the student to identify their weakness and to brush up on the weakness so as to progress on their learning. Being said so; first the students need to identify the study skills to be applied which will be discussed further below. On the other hand, information literacy also a crucial point for this 21st century. Broadly defined, information literacy is a set of abilities whereby person recognizes when information is needed and how to reach out to the information. This has become important since nowadays there are abundance of information choices – print, image, sound and spatial. It is exactly the opposite of lack of information – one having too much information. The pitfalls and the current information environment by students has been clearly described by Lorie Roth: â€Å"With the explosion of information generated and stored, the unregulated sprawl of the Internet, the shift from a print- to an image-based culture, the development of sound and video archives, and the ease of seemingly infinite reproduction of words and pictures through electronic media, the pitfalls for college students have multiplied geometrically. There is so much information, so much of it of doubtful quality, so accessible through so many different platforms† (Roth, 1999, p. 42). 2.0 Skills Required i. Management Skills Prospective graduates must possess management skills. Through these skills, employers will assess whether the graduate is able to arrange something that will be entrusted to him. In fact, the employer will also ensure that graduates are able to either do the work efficiently and productively, to guarantee the quality of work as well as at the desired level. In these management skills, very important thing also is time management. The ability to manage well, especially in deciding to do the work that needs to be given priority and focus should be resolved over time will also be taken into account by the employer. Good management skills are a bonus for an organization that not only have employees who are able and efficient in  doing their assignment, but also to guarantee the production of quality work, but is capable of satisfying customers. ii. Information Technology Skill Information technology (IT) has changed the way we work (economic aspects), communication (social aspects), and thinking (psychological aspects). Although Malaysia has not yet reached the status of information society, we are already feeling the heat and turbulence of the Information Age. We cannot master the technology with the push of a computer button. We need to have the skills to access the information. Information literacy is a skill to do such things as identify and locate sources of information from reliable sources. After that, we need to assess the quality and organizing information correctly and to use that information effectively. One should understand the nature of information on various subjects or disciplines. Awareness of the existence of various types of reference sources and uses must be known. There are some good study skills and information literacy skill is to be learned by students in order to succeed in education. Those are time management skills and managing real tasks and responsibilities that the extent of distance learning students can use these skills to be discussed in class and team learning. And the third is the skill of Information and Communication Technology (ICT) in line with current technology, distance education students have mastered the skills to learn independently through ICT. And the last is the skill of making reference to expand knowledge in a particular subject. iii. Leadership Skills In addition, leadership skills are also needed by future graduates. The success of a business or a rise and fall is based on leadership. This criterion is also very important to be dominated by undergraduates, as one of the few important skills to master. While future graduates will not continue to hold the highest office when venturing in the field of  employment, but they have shown potential as a leader, which can carry a given, next perform the task because of its leadership will be evaluated by the employer. They should also be able to demonstrate the potential to motivate and give impetus to a colleague who will be working with them soon. What is most important in this is the attitude of the leadership, graduates will need to know about the next assignment received perform assigned tasks, judge assignment deadlines and show leadership by giving good examples to others or other colleagues. Leadership skills have actually nurtured while studying at the university among prospect ive graduates, either directly or indirectly. iv. Manipulating Information Skills Manipulating information is one aspect of the main skills. In this case, students are not only able to identify the information to be sought after, but also able to collect, manage and manipulate the information so that the information can be used to meet the needs of learning. These skills must be mastered students so that students can obtain additional information on their studies. This is because students can not solely rely on the information provided by teachers. When students master the skills of information, meaning that students were able to identify learning resources, methods and techniques to get the information either through reference books, reference dictionary or reference through internet sources. Finally, learn how to master the skills either with or without the presence of the teacher, students are able to maximize efforts and optimize the acquisition of knowledge. At the same time, the acquisition of skills can help students learn how to use time effectively. Not only are students able to identify weaknesses and strengths in their own learning process and try to resolve it, but more importantly the students are able to make effective independent learning appropriate to emphasize aspects of lifelong learning by the Ministry of Education. v. Team working skills And skills that must be mastered by graduates and employers is desired Teamwork Skills. Competition is happening in the world job market among prospective graduates who have graduated over the years, resulting in many students who are difficult to get a job. Should the prospective graduates should use the situation to try to collect as many of the skills that should be used after the expiration learn later. Teamwork skills are different than individual work. Teamwork is required, working with more people, but in a group. Commitment is required in teamwork. One has to show he is a player in the team, as well as able and capable to manage and be representative of the responsibilities assigned. In addition, working in a team also demanded that someone be able and be able to build positive relationships with colleagues, as well as to help achieve the goals and objectives of the work undertaken, but also can improve the quality of work. Furthermore, the problems in employment impacts of each process are complex in nature and will involve a number of parts and systems. So logically, problem solving such cases is beyond the ability of the individual. Therefore, it is important for graduates to be able to master the skills of teamwork, so that they can do the job if asked to manage a business group. Disclosure provided or learned in the course of practical sessions should be used by undergraduates, for this practical session they will be exposed to the experience of teamwork and building relationships with others, the colleague. vi. Managing Stress Online courses may not necessarily increase or reduce your stress just because it is delivered online. We must consider our own sources of education-related stress when choosing to take online course. Online course might be suitable for those feel high stress from giving in-class presentations, where it can save them from the stress. However if using lap top and related technology makes you experience excessive stress, students might need to reconsider taking a course online, since most online courses rely exclusively on computer technology. Some strategies for managing course-related stress include: Knowing the deadline: Students need to know their course deadlines and also other important events occurring elsewhere in their life while you are enrolled in the course. Plan ahead. The students need to plan and do their course related activities ahead if they foresee their time being consumed by non course activity. With the technological resources, students should ask for help resources, and have them at hand when you are working on your coursework. Always keep in touch with their instructor. If at all they fall behind, should work together with the instructor to get back on track. vii. Balancing Responsibilities and Setting Priorities For successful online learning experience one has to able to balance the responsibility. Setting priority is the best benefit from online education. The students have to find out what is expected from them at the beginning of the course and plan ahead. Certainly one will have more things to fulfill than they have the time to complete them. During this time students need to determine which course activity is important and focus on those. They should not hesitate to ask for advice from their instructor. viii. Using Search Engines Even though library and catalogue can provide direction and access to scholarly information, the Web itself is a storehouse for billions of documents. For reasons outlined below, one needs to look into information in books and journals first since they go through quality control measures before they are published. However the can also reveal thousands of potentially useful information that’s related to the research.oHhhhesdkkmHO 3.0 Suggestions Based on the skills needed by future graduates as found above, it is necessary for the future graduates themselves, with existing initiatives, in order to increase the equipment inside have those skills. In addition, the parties responsible as government bodies and educational institutions, low  or high to take steps and initiatives in order to prepare future graduates to face the challenges of globalization to compete career search, even comparable to the skilled manpower there are out there as well as expressed by other universities. Generally, prospective graduates and responsible parties should emphasize mastery Soft skills among student, because this skill is the inclusion of aspects of generic skills, the skills that are indispensable aspect in the globalized world of work. Compensation should be for future graduates to assess and meet the needs of an increasingly demanding job market. Furthermore, the technology changes at this time are very fast. Firstly, to carry out the plan of study that requires a schedule that is constantly reviewing and maintaining the schedule to follow in implementing the planning sorted by priority and keep a checklist of completed and outstanding tasks, for example in the information technology era high at the present time there are many options to make a study schedule effective as using a â€Å"smart phone† now has an application â€Å"Android† to schedule a lesson in the mobile phones of students, so students can create a memorial for the study of the set so much time in order to have students study schedule on the phone. Next, not all distance education students proficient in the use of ICT computer, internet portals and institutions. Therefore, students can pursue distance learning courses in ICT for control over the use of ICT. Most of these courses are always offered and can also learn on your own in the Internet network or buy the book for self-study. And the last suggestion is, not all students can master the skill of making a very important reference in learning, the intention is that the institution should give awareness to students of distance learning and briefed the importance of study skills are the skills which make reference to the success of a distance learning student said. Conclusion All the above mentioned skills are important for online learners. It will make the online learning effective. Early preparation is important and also  active participation in online learning such as forum. In general online learning needs the use if latest technology in order for the students to complete their studies. There are certain difficulties faced by students in using the technology such as virus, technical issues, internet traffic and henceforth. Therefore, the online learners do have the freedom to arrange their study by their own and which method to follow. This requires them to have all the skills that is stated above for them to continue the studies and achieve their goals. (Words : 2166) References Available Online : http://www.educause.edu/ero/article/how-students-develop-online-learning-skills Available Online : http://www.ucc.vt.edu/academic_support_students/online_study_skills_workshops/ Available Online : http://www.usnews.com/education/online-education/articles/2012/01/13/4-time-management-tips-for-online-students Available Online : http://www.military.com/education/keys-to-success/study-skills-for-the-online-adult-learner.html

Binomial and Black and Scholes Pricing models Essay Example for Free

Binomial and Black and Scholes Pricing models Essay The binomial and the Black and Schole models are option valuing models, the Binomial model involves determining the value of options using a tree like format whereby the value of the option is determined by the expiration time period of the option and volatility, for the Black and Schole model the value of options is determined by simply getting a derivative that helps get the discount rates of options. Binomial pricing model: The binomial pricing model was introduced by Ross, Cox and Rubinstein in 1979; it provides a numerical method, in which valuation of options can be undertaken. Application: This model breaks down the option into many potential outcomes during the time period of the option, this steps form a tree like format where by the model assumes that the value of the option will rise or go down, this value is calculated and it is determined by the expiration time and volatility. Finally at the end of the tree of the option the final possible value is determined because the value is equal to the intrinsic value. Assumptions: †¢ The model also assumes that the market is efficient in that people cannot predict the direction of change in the stock prices. †¢ The interest rates are constant and known and therefore they do not change in the time we consider an option. †¢ The model assumes that there are no dividends paid during the period in which one considers the option. †¢ The model assumes that the returns on the stocks are normally distributed. †¢ It also assumes that no commission is paid when buying or selling stock. Binomial and Black and Scholes Pricing models. (2016, Aug 11).

Research paper over positives and negatives of war bonds during world

Over positives and negatives of war bonds during world war 2 - Research Paper Example However as with regular bonds the purchaser always has the option of redeeming the bond for its face value at a later date. Typically war bonds tend to have a yield which is below market value and are usually sold in different denominations to suit different purchasing power of prospective buyers. All things considered these government issued bonds are considered as steady and reliable investments (Altius directory). War bonds were issued by many countries, including United States and Germany during World War I and II. The role of War Bonds During the Second World War, a number of companies encouraged citizens to buy war bonds. In addition to funding the government, war bonds also reduced the amount of currency on the  open market, with the hope of keeping inflation rates down. Many Americans think of the Series E Bond when they hear the term â€Å"war bonds.† This bond was initially marketed as a â€Å"defense bond† in 1935, and with the outbreak of war, the Treasury switched to calling it a â€Å"war bond.† Series E Bonds were available from the Treasury until 1980. The funds from the sale of war bonds are used to finance the military. American Patriot Bonds may seem like war bonds, but the sale proceeds actually go into a general fund, rather than supporting the military specifically. For people who dislike the idea of supporting military action but want the safety and stability of government securities, other Treasury securities are available for sale, including treasury bills, notes, and general bonds. War bonds during World War 2 United States Initial offerings The last time it was seen that the United States issued war bonds was during the World War 2. This was in the event when full employment clashed with rationing, and the only way money could have been removed from circulation in order to reduce inflation was through the introduction of war bonds. These bonds were issued by the U.S Government, and they were initially called Def ense Bonds. However post the attack on Pearl Harbor, on December 7, 1941; they were renamed to War Bonds. War bonds were primarily debt securities issued for the purpose of financing military operations in the war period, these bonds yielded a 2.9 percent return after a 10 year maturity. If you analyze the median income of a resident of the United States during the World War 2 phase, annual earnings equaled to a total of $2000. It was during this period that regardless of the hardships the American citizens were facing 134 million Americans were asked to purchase war bonds to aid in financing the war. Another option was to purchase stamps, costing 10 cents each, these could be saved towards the future acquisition of a bond. The first series labeled as the ‘E’ U.S. Savings bond was purchased by President Franklin. D. Roosevelt and it was sold to him by Henry Morgenthau, the Treasury Secretary. These bonds served as a loan to the government so that the war could be financ ed. The E Series bonds were sold at 75% of their face value in denominations of $ 25 up to $ 10,000, with some limitations. Promoting the War Bonds The voluntary promotion of the War Bonds was the key responsibly of the War Advertising Council whereas the sales were supervised by the War Finance Committee. Together the work of these two agencies resulted in the

Ethics and Global Climate Change Essay Example | Topics and Well Written Essays - 1000 words - 1

Ethics and Global Climate Change - Essay Example While focusing on the subject of global warming, the question arises whether the developed nations should take the greater burden of combating climate change. Climate change Greenhouse effect Global warming happens when the temperature of the earth’s surface rises. The major contribution towards global warming is the emission of greenhouse gases like carbon dioxide, methane, nitrous oxide into the air. Global warming can cause serious climate change and can be a grave concern for the health of human beings and all other living beings on this earth. The â€Å"greenhouse effect† is considered as the principal cause of climate change. However, the contribution of greenhouse is a controversial issue. Without the effect of the greenhouse, the surface of the earth would have been much colder than the current temperature. This is one reason why greenhouse effect cannot always be considered as a problem. â€Å"The real problem is the enhanced, human-induced, greenhouse effectà ¢â‚¬  (Gardiner, 2004, p.558). Major Impacts The effects of climate change can have vast impact on the biological life on this earth. Some of the impacts that have been observed so far are â€Å"melting of glaciers, changes in Arctic ecosystems, warming of lakes and rivers, effects on agriculture and forestry, sea-level rise and coastal flooding in some areas†. ... This can be done by the use of â€Å"fuel-efficient vehicles† and by constructing â€Å"energy-efficient buildings†. The most important thing is to learn to become adaptive to climate change and also it is necessary to guide the developing countries towards economic development (Winston & Edelbach, 2011, p.363). Responsibilities of the richer nations According to Gardiner the industrial nations are more responsible for the current grave condition regarding climate change. There have been huge emissions of greenhouse gases during industrial revolution in the 19th century for which the industrial nations have played a major role. The burden of costs as a result of the emissions has fallen disproportionately on the developing countries. Gardiner suggests two ways to the solution. First, â€Å"industrialized nations should bear the costs imposed by their past emissions† and second, â€Å"one must characterize the earth’s capacity to absorb man-made emissions of carbon dioxide as a common resource, or sink† (Gardiner, 2004, p.579). Gardiner thinks that the richer nations have made maximum use of the earth’s capacity in the course of industralisation, and therefore the other countries have not been able to get their due share. According to Gardiner, the richer nations are liable to compensate for â€Å"overusing† the earth’s capacity (Gardiner, 2004, pp.579-580). Justifications It has been suggested by some writers that in the past the developed countries were not aware of the consequences of greenhouses gases on global climate and as such they should not be considered responsible. This argument cannot be conclusive if the impact on the poor population has been severe. If the poor countries do not have the resources to defend

Purposes of studying hospitality at Johnson & Wales University Essay

Purposes of studying hospitality at Johnson & Wales University - Essay Example This paper will discuss the importance of studying hospitality at Johnson Wales University for applying master’s degree. Before applying for a master’s degree, it is a must that one has to go through their undergraduate studies successfully. This means that one has to complete all the years required for a course, and pass with honors before applying for master’. Johnson & Wales University has a Hospitality college known for its outstanding performance, and quality programs (american-school-search 1). This implies that if one gets the chance of studying here it creates a solid basis for one to start the course and continue with it or even specialize in it in the future. The purpose of studying hospitality at this university for applying masters is that it creates a strong ground for the basics one needs in the course. One gets the opportunity to be exposed to the finest lecturers and materials for study. Another purpose of studying hospitality at Johnson & Wales University, for applying master’s degree is that the school arranges internships for the students, the internship are not limited to the country, but a student can take international internship. Through this, the students get the chance to practice the skills learned and gain more experience through working with people who have gained more experience in the field (american-school-search 1). Through the providence of internships outside the country, the students get a chance to study and meet their colleagues and learn new thing. Through the internships when it come to applying for master’s the student is conversant with the outside world and what to expect when he decides to go ahead with the course at the masters lave. It prepares the student for the future challenges. Its mission provides another purpose for studying hospitality at the University for applying master’s degree. Their mission is to empower students and ensure that they

Identifying Potential Risk, Response, and Recovery Assignment - 1

Identifying Potential Risk, Response, and Recovery - Assignment Example It can be done by having a strategy to counter these risks spanning risk mitigation, risk assignment, risk acceptance and risk avoidance. Moreover, control mechanisms ranging from administrative, preventive, detective and corrective should be put in play. In this document, we center around four main security threats to the company. They include data security, computer virus risk, Keystroke logging, and adware. These risks if not properly managed may cost the organization a great deal. First, the entire processing in the organization will significantly be lowered. The institution, as a result, may delay in meeting its deadlines. Secondly, the resources may not last to the projected time frame and thus call for replacement earlier than anticipated. The worse part could be losing the organizations secret or procedures to other competitors in the market that may completely cripple the existence of the institution. After noting the adverse effects the threats could have on the organizatio n as a whole, there is an urgent need to avoid reaching such an extent. Our method of selecting which method to effect will highly depend on the nature of the threat at hand. In its entirety, adware is a sequence of instructions written to effect downloading of adverts to one's computer system. It also functions on its own and could perform various displays. The source of the adware is through application software that has instructions to work on your computer (Bersani, 2008). Alternatively, they could arise when that software is in use. Whereas it is easier to avoid such software’s, acquiring them elsewhere could be involved or more costly. Users consequently sacrifice for the free use of such software. The greatest threat is an adware that is in the form of spyware.

Research Topic Paper Example | Topics and Well Written Essays - 1000 words

Topic - Research Paper Example For the topic that I proposed initially, I can propose the following research question and hypothesis. Research Question: What are the underlying factors why increasing numbers of youth in the inner cities of America are at risk of dropping out of school? In addition, the following two secondary research questions will form the foundation for this project: 1) What programs today are proving effective at keeping at-risk students interested and motivated enough to stay in school through to graduation? 2) What community initiatives need to be developed to help local educational institutions identify at-risk students and propose strategies aimed at providing intervention strategies aimed at keeping young people in school? Hypothesis: The at-risk population in America continues to grow because of changing family dynamics and a lack of effective programming options aimed at keeping young people in school. The problem is that high school students around the country are dropping out of schoo l at alarming rates (Bracy, 2006). Society increasingly perceived that public schools are not living up to the expectations and needs of communities across the country. Recent years, therefore, have seen a dramatic increase in the number of intervention strategies and programs designed to keep young people in school. ... erned stakeholders, namely the public at large, sincerely hope that these new initiatives will provide a much needed spark to the role that education plays in society and, in particular, to the at-risk student population. The purpose of this non-experimental, mixed qualitative and quantitative research study will be to identify the traits inherent in successful programs targeting at-risk students. The goal will be to specifically determine which areas are proving effective in terms of keep at-risk students in schools. Existing statistical data will be reviewed, along with personal interviews being conducted, to determine some effective strategies that are currently being employed. The effectiveness or ineffectiveness of such programs and initiatives will be determined through a combination of research and personal interviews. The interviews will be valuable because they will help to support the premise of which programs are succeeding and why. Interviews will also reflect the current climate of the at-risk student population and will help point out the various factors that either contributes to a program’s success or failure. An important item of note is that interviews and questionnaires will only be conducted with select educators and concerned adults. No student will be contact for participation in this study. It is important to focus on why programs designed for at-risk students are either effective or ineffective. This begins with an examination and understanding of they key characteristics of the at-risk student. That will form the basis for the study. The qualitative data gathered during this study will then be used to determine how programs and initiatives can be implemented more effectively in an attempt to help students succeed in high school. If a program

3 researches Research Paper Example | Topics and Well Written Essays - 750 words

3 researches - Research Paper Example paper though is the solid inter-relationship between two components that complete each other for their existence like matter and antimatter; black and white photography and genes and inheritance. Matter and antimatter forge a particular chemistry in asymmetry and bonding because one hardly exists without the other, because they both share similar masses. A positron that is positively charged is an antiparticle to the electron that is negatively charged. They are always produced as a pair. Genes and inheritance is also a working pair because a chromosome pair contains characteristics from both parents hence these traits are passed to the children as inheritance. Black and white photography tops it all because it is the most beautiful chemistry in basic visual arts or photography because where one color is involved there can never be any photography the two contrasting color element of black and white have to co-exist in a similar setting to capture the aspect of photography. Perhaps the best hero myth to explain the Joseph Campbell hero’s journey model of delving into the special or imaginary world from the ordinary world and back to the ordinary world in history of myths with famous heroes is one Hercules (BBC). Hercules or Heracles as the Greeks call him is a Greek hero as a son of Zeus, a god and Alcmene the granddaughter of Perseus. Hercules grows up to become a warrior hero. Hercules or Heracles hero starts in the ordinary world when Hera the jealous wife of Zeus made him temporarily insane so that Hercules killed his very own wife and children. As a punishment by the king Eurystheus of Tiryns he was sent to travel for twelve years and perform twelve different gruesome tasks. These tasks seem to capture the special world context because one of the tasks which is killing an evil character by the name of Lernean Hydra who has snake like hydra and nine separate heads shows the difficult tests Hercules had to undergo in dealing with the creatures from the

The Moons of Mars Term Paper Example | Topics and Well Written Essays - 750 words

The Moons of Mars - Term Paper Example They are not only being speculated as the next best targets for space colonization, but also as gateways for further cost-effective investigations on Mars. This is largely because lifting off and landing of spaceships on Phobos and Deimos would take up lesser fuel than similar missions on Mars or the Moon, owing to their lesser gravity (about 1/1000th that of the Earth), and low atmospheric resistance. Since manned missions to the Martian moons are much more feasible, it would be possible for humans to investigate and explore the Red Planet further, from remote observatories located on its moons. This would be more productive than using robots and probes for scientific investigation. As Siegfried Fred Singer describes it, in The Scientific American: The basic advantage of astronauts is that they can explore Mars in real time, free of communications delays and capable of following up interesting results with new experiments. Robots, even after decades of research to make them complete ly autonomous, cannot manage without people in the loop. But the question arises: Where should the astronauts be? The obvious answer--on the surface of Mars--is not necessarily the most efficient. At the first "Case for Mars" conference in 1981, one of the more provocative conclusions was that the Martian moons, Phobos and Deimos, could serve as comparatively inexpensive beachheads. (1) This brings out the practicality and possibility of colonizing the Martian moons, and how it will be helpful for development of novel strategies for cheaper, fuel efficient and realistic research on Mars. The two Moons of Mars Phobos and Deimos were both discovered by Asaph Hall, using the 206-inch refractor of U.S. Naval Observatory, Washington D. C. Phobos (Greek for 'fear'), the larger of the two, is 27 kilometers long. Its distance from Mars is just 5700 kilometers and it completes an orbit in about 8 hours. The large Stickney crater on its left is perhaps its most prominent feature. Deimos (Gree k for 'Panic') is 14.5 kilometers long and completes an orbit in 30 hours. Its distance from Mars is 23,460 kilometers. Studies carried out by scientists in 1997 revealed that both the moons are about 2 billion years old and their composition is similar to meteorites, Type 1 or 2 carbonaceous chondrites, found in the Asteroid Ceres as well as in the asteroid belt. This led to conclusions that the two moons are actually captured asteroids, and didn't actually originate from the planet itself. Two probes, Phobos 1 and Phobos 2, launched by the Soviet Union to study the two moons failed, ending the mission in 1989. The Mars Global Surveyor and the European Mars Express have carried out further observations on the Martian moons. The Mars Reconnaissance Mission is also carrying out studies on the spectral properties of the moons as part of the Mars exploration mission. The moons look like tiny dots from the surface of Mars, according to information obtained from Mars Exploration Rovers- Spirit and Opportunity. Other missions solely for the study of the moons are currently under plans. Credit: NASA/JPL/Cornell/Texas Practicality of using the Martian moons as a base for Mars exploration By using Phobos and Deimos as research bases, scientists will be able to "observe the Red Planet and launch robots to its surface, while shielded by miles of rock from cosmic rays and

Business Modeling Essay Example for Free

Business Modeling Essay Ted Ralley is working on conducting a forecast for the upcoming year for an automobile part company. The data that will be used for this research has been collected from the quarterly sales from the previous four years. Ted wants to determine what is most accurate way to determine the forecast for 2008. The model should also help determined if the economic situation and oil prices are affecting significantly the sales of the company. The two models that were provided were thoroughly analyzed to determine which model was the most appropriate to utilize. These models were a regression model with factors, seasons and an additive Holt-Winters model. The forecasts also show that there is a significant change in the sales with the economic hardship and oil prices. It was concluded that the Regression with Econometric Variables would be the best method to use to forecast the sales for 2008, estimating a 255,927,955 for that year. Background With the economy continuously deteriorating everyone seems to be getting hurt financially, even the automotive industry, which has deepening the economic recession. Automotive part suppliers continued to experience heavy debt and overcapacity caused by production cuts by automakers, specifically including the big 3 (Ford Motor Company, General Motors and Chrysler). The suppliers  are also being pressed by higher energy and input materials’ costs. It has been determined by Industry analyst that automotive companies that accounted for more than $72 billion in sales have filed for chapter 11 protections in 2008. The number of Bankruptcies will continue to rise as the years go by. Domestically, Losing the big 3 to U.S affiliates of foreign- based manufacturers and imports in 2008 have caused a dramatic 50% drop in the market share. Most US suppliers are dependent on these three companies aforementioned. U.S suppliers are currently facing the challenge of penetrating automakers’ supply chains, mostly because these relationships have been long-established with home-market supplies. Ted Ralley is the director of a marketing research for a manufacturer of spare automobiles parts and it’s working on conducting a forecast for the upcoming year. Ted is aware of the forecasting errors and how costly they can be which is why these numbers must be as accurate as possible. In order to perform this forecast, Ted has collected the data on quarterly sales for the previous four years and ran several forecasts using time series forecasting methods. Ted noticed that economic activity and oil prices have impacted significantly the auto part sales and decided that the forecast will be more accurate using econometric variables. Problem Will the econometric variables be a better predictor of sales for the coming year, given the current economic activity and oil prices? Analysis This analysis consisted of the evaluation of the regression model with factors, seasons and the additive Holt-Winters method to generate an accurate forecast of how econometric variables have affected the Auto Parts industry. The analysis involved calculating the errors metrics for the three models (mean absolute percentage error (MAPE), root mean square error (RMSE), MAPE and Theils’ U-statistics (U)) and comparing them against each other. The error metrics were calculated by using the formulas shown below: Table 1.1 Error Metrics Formulas: After studying the data provided it could be determined that there is an upward trend with obvious seasonality. Another factor that played a role in these regressions was the removal of the first two years in order to meet Holt-Winters method guidelines. The first regression was conducted using  Factors was generated by utilizing the data that provided by Ted Ralley from a large manufacturer of spare auto parts for automobiles. The data consisting of the quarterly sales for the previous four years was the dependent variables and independent variables consisted of Time, quarter 2, quarter 3, quarter 4. In this regression quarter 1 was removed in order to avoid over forecasting and binary coding was used to generate dummy factors. After the regression was completed, the independent variables were tested to determine their significance, which was done by performing a regression on the data through Microsoft Excel. Quarter 4 was removed from the model due to the fact that it was statis tically insignificant. This was determined by using backward elimination, which means, a variable that has a P-Value that is greater than .05, is considered insignificant and should be removed from the data and a new regression should be completed. The results from the new regression, shown below, have a P-Value less than .05 being sufficient to reject the null hypothesis (Ha). A very strong positive linear correlation between sales and all the independent variables combined with a 95.47%, leaving an unexplained variance of 4.53 is also demonstrated. According to the textbook â€Å"the most common measure of overall fit is the coefficient of determination (R2)†. Another important measure is the â€Å"standard error (Se), which is derived from the sum of squared residuals for n observations and k predictors† (Poane, Seward, 2013). A smaller Se Indicates a better fit, in this case the Se will be off by around 3.9 million. The coefficients used to run the forecast for 2008 are the following: intercept coefficient + coefficient time x time 1 plus coefficient q2* code for Q2 dummy variable for q2 + plus coefficient q3. Square error was used to find the magnitude of the error; the absolute value of the error to the sale s was found and then preceded to calculate to numerator. Numerator and denominator will be calculated in other to use Thiels’ U. Numerator was calculated as follow: difference between sales minus the sale of initial sale (difference q1-2 sales) /divided by q1 and squared. Bibliography Poane, D., Seward, L. E. (2013). Business Modeling Customized Readings for QNT5040. : Mc Graw Hill Education. Microsoft Office Excel. (2007). Redmond, WA: Microsoft Corporation. Albright, Winston Zappe (2010). Business Modeling, Selections from 4e – QNT 5040 (4th ed.). Mason: Cengage Learning. Aczel,A Sounderpandian,J (2009). Complete Business Statistics 7th edition (592). : Mc Graw Hill Education. U.S. Automotive Parts Industry Annual Assessment. (2009, April 1). . Retrieved June 6, 2014, from http://trade.gov/mas/manufacturing/OAAI/build/groups/public/@tg_oaai/documents/webcontent/tg_oaai_003759.pdf

The Analysis of the Niagra Movement Essay Example for Free

The Analysis of the Niagra Movement Essay After reconstruction African American were still trying to recover from the inequality and the lack of education in the southern states. The nadir period was the time were African Americans aimed at eliminating racial discrimination, equal job opportunities, and improving their political power. The thirteenth, fourteenth, and fifteenth amendment, reconstruction, plessy vs. Ferguson, and radical republicans were all factors that helped black folks advance in society. Booker T.Washington and W.E.B Dubois were to powerful civil rights activist who had two different views on the status of African Americans. The Declaration of Principles of the Niagara movement and Booker T.Washington’s Atlanta Exposition address that were two documents which explained the views of African Americans in the states. This paper will argue that the Atlanta exposition Address was a way to keep peace between the white and black race and that the Niagara Movement was a prime example of principles blacks work so hard to achieve. In the Atlanta Exposition Address Booker T Washington stated that African Americans should deal with accommodation and work on their industrial education. Also he stated that black folks should work and submit to white political power and eventually you will receive a basic education in a moment of time .He also proved us with a fact that states â€Å"We have proven our loyalty to you in the past† .This statement basically explains how African Americans were trusted to take care of the elderly and children .Africans took care of whites from birth to death .Sitting by a elder beside when death has struck. The loyalty of blacks should never be factors because they have been loyal for decade’s .Booker also argue that during reconstruction the advancement of blacks struck way to fast. You can’t expect to get the things you want immadiately you have to start from the bottom to get to the top .Meaning if you adjust to industrial education then you can receive basic edu cation. It is important to stay humble, loyal, and to contribute to the south industries stated Washington. In the Declaration of Niagara Movement the idea of the African American race to have equal education, political power, brotherhood and no racial discrimination was the main ideas .W.E.B Dubois stated that the black race should not submit to inequality and should protest for equal rights. Suffrage economic opportunity ,Civil liberty duties and education are all issues African Americans wanted and felt they had worked so hard and fought in wars for .Dubois states that to be racial prejudice hurts brotherhood and to segregate black men is unchristian and disgraceful. The bible talks about how you should be kind to your neighbor and be kind to others. When white folks so called they Christians the way they treated blacks was unchristian like and it made them question their relationship with god. Booker T .Washington wrote the Atlanta Exposition Address to explain industrial education as a representative of the Negro race during the nadir period. He approaches the southern whites as someone who wants a friendship between the two races .In the address Booker gave a great description of industrial education in relations to African Americans. When he uses the term us he is referring to the white and black race as a whole. When using me he refers to his own race .W.E.B Dubois Declaration of Principles was addressed to the members of the conference known as the Niagara Movement, Which assembled in an annual meeting in buffalo New York. His declaration was to end racial discrimination and to crown brotherhood .It was important for Dubois to let his people understand that accommodation and racial segregation was not something they were going to settle for .How can you fight for your countries when you don’t have rights in the states. After reconstruction ended African Americans went back to being segregated all that they had worked so hard for was gone .They lost political power, segregation was enforced, and a wide spread of violence on the black race had occurred .After Andrew Johnson was impeached radical republicans took over .At this time African Americans believed that since they didn’t get what they wanted immadiately they should work on themselves and accept inequality in hopes of a better future. Accommodation was a tragedy used to explain how industrial education was a good way to help blacks grow as a race. During the industrial education the philposher Booker T.Washingtion helped establish Tuskegee University which helped black learn how people how to be barbers, nurses, cooks, hair stylist etc jobs white folks didn’t want. The Atlanta Exposition Address was a state of address to show the struggle of the race and how blacks are willing adjust to industrial education in hopes of basic education. Even thou a lot of African Americans believed in accommodation it was some felt that accommodation it was some who felt that they deserve rights and quality immediately .The Niagara movement believed in protest and thought inequality was unconstitutional .The Movement believed that the economic life was a big social issues and affect most lower class families . Not having job avaliblites forced blacks to move up north .As blacks wanted to adjust and move in political powers they still faced segregation and unfair jobs. People of the Niagara movement believed that the United States should aid common school education. That trade school only to keep you in the slavery mind set. Having pride in your nation that all men were created equal and free but still blacks fought in war field and still got hunged by southern states soldiers. It made African Americans feel as if they were still being treated as a second-class citizen and no rights. The Declaration of Pringles was a document that declared to white folks that blacks were tired of inequality and boycotting riots were their only option left. The Atlanta Exposition Address and The Declaration Of prinples of the Niagara movement where two documents written by to civil rights activist who had two different views of African Americans fate in the states.Accomodation an d boycotting were two stragies presented in the documents. It is important that whites understand that equal rights,education,and jobs were things blacks had the desire to want and was going to gain eventually .This paper argues that the Address document was just a way to keep peace between two races. You can’t keep peace if one race is adjusting to the other .This document argued a good point that you have to start from the bottom to get to the top. During the reconstruction black folks were put in political office and congress .African Americans advanced really quickly in a few years and it was a lot to take in .A Booker T. Washington tragedy was logical but didn’t help blacks with their education, jobs, and civil rights. However the prinples of the Niagara was well written prime example of black people wanted .In the document education ,jobs, freedom ,and civil liberty were discussed and well discussed in the way African Americans wanted .During the nadir period African American were tired of inequality and felts as if they should have a basic education and quality like blacks. This document was a basic outline of what African Americans wanted and how they were no longer accepting inequality.

Human Resources in Call Centre Industry

Human Resources in Call Centre Industry In todays world the biggest challenges for any organisation to manage its human resource. Mathis (2008) India is the second best economy in the world (after china) for its growth rate (Nassimbeni and Sartor, 2008). In fact Indias GDP at 9.4 Per cent was the second fastest growing GDP after china in 2007 08. As per Reserve bank of India (RBI). The Researcher Specifically looking at the employees and HR Professional of Epicenter Technology. In Indian call centre industry increasing rapidly which help to generate new employment in the country but same time employee turnover rate also increase in call centre and BPO industry. To reduce this high level of attrition is very essential for HR professional because company pay lucrative amount for employee training and development. HR profession can motivate employee by different techniques and can reduce employee turnover loss of organisation. So author will be conducting a research to investigate the challenges faced by HR professional to motivate employees in call centre of Epicenter Technology. At the same time, despite these major strides, the IT BPO sector is facing significant challenges that could impact its future growth if corrective actions are not taken. (Budwar et al., 2006). BPO firms are looking to increase the overall productivity, efficiency and competitiveness of their processes, which can result in huge gains. According to the NASSCOM Everes Study, The Indian BPO sector has been growing at more than 35 % over the past three years, FY 2005-08. In this speedily going industry employee attrition level also higher in BPO sector. Attrition remains an enormous challenge, as the average BPO attribution rate was 30-35 per cent in the last few years. A NASSCOM-Hewitt Associates survey shows that the cost of attrition is one and a half times the annual salary of an employee. Costs are due to loss of productivity, temporary replacement, loss of knowledge and new recruitment and training.HR manger keep trying to make down attrition level by giving training, effective wo rk environment and conducting a research to review rewards, bonus or other incentives and career promotion. Epicenter Technology serves multi types business process outsourcing to organisation spread all over the global to achieve high services with maintains balance cost management. Epicenter Technology provides business process outsourcing to fortune 500 companies from different countries. Epicenter Technology is one of the leading call centre which serve telemarketing and customer service. Epicenter Technology provides Business task outsourcing for global customer. Epicenter Technology mainly focuses on their employee and customer. Epicenter Technology believes team work and continuous improvement which is necessary element success of organisation. Epicenter also believes in high standard of quality and innovation. Epicenter Technology derives low motivation levels which directly reflect on employee satisfaction toward their work. Epicenter Technology is the leading customer contact centres which engage with collections, sales, Telemarketing and customer service. Epicenter Technology believes that employee are biggest assets of organisation and they always their priority. Epicenter Technology is paying a lucrative amount in their personal development and growth which is direct helps employee to future career option. Company believes effective team work and effective training is require to achieve higher service level in work. Company spend higher amount of money to provide training new employees as well as promoted employees. Some employee quit the job to dissatisfaction in job and low level of motivation. Employees are the main driver of any organisation. If employees do not know about their responsibility and they should not know about organisational goal and what organisation want from employee than it is directly affect organisation productivity. It is also necessary to focus on slow learner employee. HR professional conduct special training programme for slow learner and give them more time to grasping skills so that do not feel like looser because of slow learning. It is necessary that HR manager choose right talent to achieve organisational goal. It is HR manager responsibility to check performance of employee and if employee is not performing better then find a best way through employee can give their best performance to achieve high quality standard. Human Resource Management can play a vital role to motivate employee in right way. Epicentre Technology is doing multi task and it is very difficult to manage all task and high level of emotional staff. When conflict is arise in different tasks same time and problem resolution by HR professional necessary. This high expectation which directly reflect performance of employee and same time motivate employee is challenging job in call centre. BENEFITS OF THE RESEARCH ACADEMIC Student can get benefit from this research for their career perspective. Call centre and BPO industries are rapidly growing so it required more skill and knowledgeable employee. This findings will help student can implement the outcome in future job in call centre which will improve quality and productivity of company. Researcher want to growth of call centre industry remain sustainable for that researcher believe that finding of this research will help to human resource management to solve problem of employee motivation. PERSONAL The main motive behind this study is that researcher has own interest on call centre industry and author personally believe that in this 21st century this industry has tremendous opportunity to grow and research has a dream to be successful HR Professional of call centre industry. This is very interesting for to know more about call centre industry and evaluate their problems. BUSINESS Researcher believes that Management is the main part of any industry and Management active role can directly affect services provide to the client. Management always try to find that employees are satisfied and keep monitor all process of organisation. As earlier said that researcher has personal interest in call centre industry. Researcher observe that large amount of employee leave the company in very short time so what HR Professional can do to motivate employee in call centre which improve quality of call centre. This Research helps to understanding of HR profession facing difficulty in order to motivate employee and try to find out what are the necessary measure is require to resolve this problem when working as a HR professional in call centre. It will help to understand current motivation technique that use HR professional and their effectiveness and how to improve this motivation technique. This Research will help to emerging HR professional who wants to work in call centre who already work in HR professional that get more aware about call centre difficult issue and know how to resolve this issue through this research. Company can improve their employee satisfaction basis on job by HR professional using effective motivation technique for employee who is directly affected on company performance and productivity. So through this research company get more powerful workforce. This research will decrease stress and emotional burnout of employee and it acknowledged employee to deliver better performance. 1.1 RESEARCH OBJECTIVE To analyse the factors that HR professional are facing in order to motivate employees in call centre of Epicenter Technology To evaluate Motivation techniques that are currently used by HR professional in call centre of Epicenter Technology Developing and Recommendation to improve motivation technique by HR professional in call centre of Epicenter Technology 1.2 RESEARCH QUESTION What is factors that HR Professional is facing in order to motivate employees in Call Centre of Epicenter Technology? What are motivation techniques that are currently used by HR professional in call centre of Epicenter Technology? How to improve motivation technique by HR professional in call centre of Epicenter Technology? 2.0 LITERATURE REVIEW Companys marketing strategies alone cant make it successful, the companys most valuable assets are their people and to manage the people efficiently it is also important to have a group of people to look after all the other people of the organisation and i.e. Human Resource Team of the organisation. The efficiency of the business is directly linked with the efficient functionality of Human resource Department. In order to expect better results it is necessary to make sure that the staffs are motivated enough. Motivation is mandatory for every individual who undertakes a task. Motivation can be of different type such as positive, subtle, tangible or intangible. Motivation is sought of internal power that encourages a person to achieve specific things in life. Motivation definition: weiner (1935), defines motivation as a search for determinants of human activity. (Buford, Bederian, Lindner, 1995), agree that motivation compels a human activity to perform in certain manner to achieve unmet goals. An organization will have to motivate an employee right through the day he joins the company. Every employee has first been a new comer and at that stage he wants to learn the tasks of his new job and once he has learnt the task he develops self-confidence to attain a faviourable level of job performance.(Feldman 1981) Even Fisher (1982, 1986) agreed on the task mastery for a new employee to become comfortable and successful in the organisation. Employee are expected to work in groups or team rather performing tasks individually and the indicator of successful team work would be getting along with the team members and immediate team supervisor, following the norms and values of the team and adjusting to group culture. (Feldman, 1981; Fisher, 1986) Fisher (1996) and Schein (1978) agreed that apart from working in groups another important aspect of socialisation is personal learning. So at the initial stages an employee tries to learn the type of individual he is and he will organize himself to perform within the organization 2.1 THEORY X and THEORY Y Douglas McGregors theory X and theory Y are very essential for the research as he has discussed the human behaviour in organisation. McGregor (1960) has made an assumption in Theory X that it is human behaviour, whenever and however way possible to avoid work in every possible way they can in their control. In todays competitive environment where there is a constant threat to our call centres and BPOs that they might lose their contract to china or Philippines, it is very important that company reaches the benchmark set by the clients and even try to exceed the set benchmark. However, if the employees are not motivated enough towards achieving goal, than these could directly reflect on the productivity of the organisation in terms of poor service quality. McGregor (1960) has emphasised that management should control and threaten the poor performing employees to work hard towards meeting their individual SLAs (service Level Agreement) However McGregor (1960) further clarifies that would be a set of people who doesnt want to change because they do not want to take the responsibility or ownership of the work assigned. It is a human tendency to stay clear and unambiguous so that they feel secure at work. In the Theory Y McGregor (1960) is trying to look at the other side of the human behaviour by taking an example of people who consider their job as their own business. In this theory employee consider jobs as natural as play and rest. This kind of employee believes in same or more amount physical mental effort in their work as they would in their private lives. According to McGregor (1960) has made an assumption that the control and punishment should not be the only mechanism to force the employees to perform well in their SLAS. Employees should be motivated through an effective Human Resource Management team otherwise they would be self-directed towards the foal of the company. McGregor (1960) à ¢Ã¢â€š ¬Ã…“Job satisfaction is the key to engaging employees and ensuring their commitmentà ¢Ã¢â€š ¬? Different people perform different level of job, some may be easy and others may be extremely stressful due to the nature of the job, for example an employee working for a sales process which is a target driven job. On the other hand there might be person working for a customer service where there is no target but still this person could in more distressed if there is no proper motivating and rewarding activities initiated by the Human Resource Team, otherwise the work becomes very monotonous and there is no motivation to strive harder to achieve better results. Management should make an initiative to promote the best performing employee so that there is a sense of seeking responsibility and ownership in order to climb up the ladder. As per McGregor (1960) such people are imaginative and creative and management should make every effort to use them for solving problems at work. This kind of approach can be conducive to managing professionals and participative complex problem solving. After evaluating Theory X and Theory Y, McGregor (1960) Preferred to adopt Theory Y as an efficient model to motivate employees in the organisation because Theory Y assumes that employee seeks responsibility: every manager wants their team to work as family who cares about the business rather than someone in Theory X who just wants to come to work 9 to 6, go home and enjoy. However it seems that it would not be viable to implement this model in large scale operations. 2.2 THEORY Z (Ouchi 1981) Ouchi (1981) developed new theory which is based on the Japanese and American companies and used Theory z management styles. There is contrast in operating philosophies between Japanese and American organizations is quite revealing. Japan is also well known for its technology but according to Ouchi (1981) their success was due to their exceptional management styles. Japanese organisations offer virtually lifelong employment while American organizations are characterized by comparatively short-term employment. Japanese organisation invited employee in decision making process and individually employee get responsibility so they can learn to take responsibility of every issue which is related with them while Rapid turnover requires quick evaluation and promotion, with considerable employee unrest if a promotion takes more than three years in American organisation. Raises and promotions can be evaluated after certain intervals that depend on employee performance. Most deserving employee always gets promotion whereas because of competition for promotions and raises, people tend to work alone rather than collaboratively in American organisation. Career paths include learning all functions rather than one function and Organization mechanisms for control of worker behaviour are implied in Japanese organisation. In contrast, Career path tend to be highly specialized. Standardization is the main method of control, and integration and coordination are almost impossible because of the emphasis on specialization in American organisation. Japanese organisation decision making is a collective activity and responsibility is also collective. American organisation decision making and responsibility are individual matters. The organization concerns tend to be segmented and impersonal rather than holistic. 2.3 TWO FACTOR THEORY One of the earliest researchers in the area of job redesign as it affected motivation was Frederick Herzberg (Herzberg, 1959). Based on survey, Herzberg discovered that employee tended to describe satisfying experience in term of factors that were intrinsic to the content of the job itself. These factors were known as motivators and included such variables as achievement, recognition, the work itself, responsibility, advancement, and growth. Conversely, dissatisfying experiences, known as a hygiene factors, largely resulted from extrinsic, non-job-related factors, such as company policies, salary, co-worker relations, and supervisory style (Steers, 1983). Herzberg argued based on these results that eliminating the cause of dissatisfaction (through hygiene factor) would not result in a state of the use of motivators. Kreitner Kinicki (1998) highlight one of Herzbergs findings, where managers rather than giving employee additional task of similar difficulty which consists of giving workers more responsibility. This is where employees take on tasks normally performed by their supervisors. TYPICAL HIGIENE AND MOTIVATIONAL FACTOR Working Conditions: Work place is important part of any organisational success. Just to motivate employee by rewarding is not enough when working condition is not sufficient. It is always necessary that good working condition through employee get more satisfaction in work place. Quality of Supervision: supervisor or manager need to guide new employee at work and give them proper training about work. It is very essential to provide good quality training when organisation requires high level of performance. Safety: health and safety is very important aspect work place. Health and medical benefit also gives employee to high level of satisfaction which is directly affect performance. Salary and Bonus: It is necessary to know required job position get relevant salary to match perfectly fit in organisation. However, employee need to motive by giving bonus to good performing talent. Status: It is HR professional responsibility to make proper system for talented employee so employee get promotion time to time depending on their performance. Company policies and administration: company policies is reflect company objectives so policies should be more clear for all employee and administrative work require more transparent so everyone know what going on in organisation. Interpersonal relationship: Human Resource Manager need to organise meeting and feedback session with management and employee so any problem related work can be resolve. Fairness and Equity: With increased effort and higher performances employees also expect to be rewarded more significantly than counterparts who provide output at or below the norm. An outcome or reward that is perceived to be highly significant and important can result in higher level of effort and performance by the individual employee. Effort: Even though employees may exert higher levels of effort into a position based on perceived significant reward, this could be a short-term success if the task itself does not challenge or provides satisfaction to the employee. 2.4 HIERARCHY OF NEEDS (Maslow 1943) According to Stephens (2000), Maslow believed that human being aspire to become self-actualizing and viewed human potential as a vastly underestimated and unexplained territory. PHYSIOLOGICAL NEEDS Physiological needs: Every employee needs basic human physical need like Food, Water and Sleep etc. if this basic need is not satisfied than employees do not feel good in work place. However, employee cannot pay more attention on work and became ill or frustrate etc. HR Manager needs to concentrate on individually employee activities. HR Manager has to make sure that employee feel comfortable during work. It is important to know employee personal problem by maintaining good relation with employee. SAFETY NEEDS Company should inform their employee time to time what is going on organisation so employees feel more comfortable at work. HR Manager always make sure that individually all employees are safe and secure at work. If any employee feel unsecure with organisation than HR has to clear employee perception by discussing matter. NEED FOR LOVE AND BELONGING HR Manager create lively environment where can get positive relations between employee and manager as well as supervisors. Participation in work group shows electrifying confidence among workers. HR Manager to pay attention on motivate employee in the work place by rewards. HR can make sure that higher performing employee should appreciate by giving certificate of performance. ESTEEM NEEDS Within organisations, esteem needs reflect a motivation for recognition, and increase in responsibility, high status and credit for contributions to organization. NEED FOR SELF ACTUALIZATION Self-actualization needs: these needs include the need for self-fulfilment, which is the higher need category. The concern developing ones full potential, increasing ones competence and becoming a better person. Self-actualization needs can be met in the organization by providing people with opportunities to grow, be creative and acquire training for challenging assignments and advancement. Person can reach this level who completely focused on their work and he do not worried about what other think about him, he just concentrate in achieving target and set as a successful. ARGUMENT AGAINST THE THEORY Maslow (1943) stated that people, including employees at organizations, are motivated by the desire to achieve or maintain the various conditions upon which these basic satisfactions rest and by certain more intellectual desires. Humans are a perpetually wanting group. Ordinarily the satisfaction of these wants is not altogether mutually exclusive, but only tends to be. The average member of society is most often partially satisfied and partially unsatisfied in all of ones wants (Maslow, 1943). The implication of this theory provided useful insights for manager and other organization leaders. Another implication was for organisation to implement support programs and focus groups to help employees deal with stress, especially during more challenging times and taking the time to understand the needs of the respective employees (Kreitner, 1998). McGregor argued that work motivation was much more commonly underpinned by workers self-generated drive to better themselves and fulfil their own potential (à ¢Ã¢â€š ¬Ã…“Theory Yà ¢Ã¢â€š ¬?) McGregor argued that traditional organisational practice placed too much emphasis on the role of lower-order needs as motivators of workers behaviour. Aligned with this view, Herzberg recommended that managers should put their energies into providing avenues for the satisfaction of workers personal needs in order to get the best from them. A similar argument was also endorsed by other theorists, so that general message to emerge from needs-based research is that employees motivation will be greater to the extent that they are allowed to self-actualise, grow, and progress as individual. 2.6 EXPECTATION THEORY OF MOTIVATION (Vroom 1960) Vroom in 1964 developed the formal model of work motivation drawing on the work of other researches. There are three mental components that are seen as instigating and directing behaviour. There are referred to as valence, instrumentality and Expectancy. Vroom (1964) defined the term valence as the affective (emotional) orientations people hold with regard to outcomes. An outcome in this case is said to be positively valent for an individual if she/he would prefer having it or not. The most important feature of peoples valences concerning work related outcomes is that they refer to the level of satisfaction the person expects to receive from them, not from the real value the person actually drives from them. Work effort result in variety of outcomes, some of the directly and some of them indirectly and can include pay, promotion and other related factors. Vroom (1964) suggested linking instrumentality as probability belief linking one outcome (performance level) to other outcomes. According to vroom an outcome is positively valent if the person believes that it holds high instrumentality for the acquisition of positively valent consequences and avoidance of negatively valent outcomes. Expectancy is the strength of a persons belief about whether a particular outcome is possible. Vroom (1964) described expectancy beliefs an action-outcome associations held in the mind of individuals and stated that there a variety of factors that contribute to an employees expectancy perceptions about various level of job performance. The second variable that is relevant here is the concept of reward value or valence. This refers to the individuals perception of the value of the reward or outcome that might be obtained by performing effectively. Although most expectancy theories do not specify why certain outcomes have reward value, for the purpose of this paper I would like to argue that reward value of outcomes stems from their perceived ability to satisfy one or more needs. Specifically relevant here is the list of needs suggested by Maslow that includes security needs, social need, esteem needs and self-actualization needs. Expectancy theory states that motivation is a combined function of the individuals perception that effort will lead to performance and of the perceived desirability of outcomes that may result from the performance (Steers, 1983). Although there are several forms of this model, Vroom in 1964 developed the formal model of work motivation drawing on the work of other researches. Vroom (1964) defined the term valence as the effective (emotional) orientations people hold with regard to outcomes. An outcome in this case is said to be positively valent for a individual if she/he would prefer having it or not. The most important feature of peoples valences concerning work related outcomes is that they refer to the level of satisfaction the person expects to receive from them, not from the real value the person actually derives from them. As the other models, there is the emphasis on the level of motivation and the outcome of performance. Work effort results in a variety of outcomes, some of them directly, and some of them indirectly and can include pay, promotion, and other related factors. Vroom (1964) suggested linking instrumentality as a probability belief linking one outcome (performance level) to other outcomes. According to Vroom, an outcome is positively valent if the person believes that it holds high instrumentality for the acquisition of positively valent consequences and the avoidance of negatively valent outcomes. The third major component of the theory is referred to as expectancy (Pinder, 1984). Expectancy is the strength of a persons belief about whether a particular outcome is possible. Vroom (1964) described expectancy beliefs as action outcome associations held in the minds of individuals and stated that there a variety of factors that contribute to an employees expectancy perceptions about various level of job performance. 2.7 MCCLELLANDS ACHIVEMENT MOTIVATION THEORY McClellands work originated from investigating into the relationship between hunger needs and the extent to which imagery of food dominated through processes. From subsequent research McClelland identified four main arousal-based, and socially developed motives: The Achievement motive; The Power motive: The affilative motive; The Avoidance motive McClellands (1961) described the theory of needs focusing on three needs; achievement, power and affiliation. The need for achievement was defined as the drive to excel, to a set of standards, to strive to succeed. Achievement theories propose that motivation and performance vary according to strength of ones need for achievement (Kreitner, 1998) The need for achievement and is defined as a desire to accomplish something difficult. Kreitner Kinicki (1998) cite Murray (1994) explaining the need for achievement as mastering, manipulating or organizing physical objects, human beings or ideas. The need for affiliation suggested that people have the desire to spend time in social relationships, joining group and wanting to be loved. Individuals high in this need are not the most effective managers or leaders because they have a hard time to making difficult decisions without worrying about being disliked (Kreitner, 1998) The need of power reflect an individuals desire to influence, coach, teach or encourage others to achieve. Because effective managers must positively influence others, McClelland proposes that top managers should have a high need for power coupled with a low need for affiliation (Kreitner, 1998) 2.8 SUMMARY Employees are the main part of any organisation. Organisation success and failed ratio is depending on employee work performance. So it is necessary to improve employee moral time to time by motivating employee. Human resource department is directly associated with employee motivation. Any organisation or institution need people to carry out specific task so that the goal and objectives of that drivers people to behave in various ways and to seek to fulfil a variety of needs, employee need to know what makes their employees tick so that they can channel this energy toward certain outcomes. In todays competitive environment where there is a constant threat to our call centres and BPOs that they might lose their contact to china or Philippines. It is very important that company reaches the benchmark set by the clients and even try to exceed the set benchmark. However, if the employees are not motivated enough towards achieving the goal than these could directly reflect on the productivity of the organisation in terms of poor service quality. Maslows hierarchy of needs model consist of five levels where bottom level is physiological, safety, love, esteem and top level self actualisation. Physiological needs through HR professional provide basic requirement like water, coffee for employee, provide canteen facility and required break time during work so employee feel comfortable and deliver good performance. Safety needs through Management make sure health and safety of employee is very important for organisation. HR professional can provide free health check and medical insurance of employee which help to motivate employee. Maslows also derive love needs through It is directly related with organisation management and employee relation. It is necessary that mutual understanding between employee and manager is required which generate satisfaction in work. Esteem needs through It involves HR professional give particular responsibility or task to employee and when employee successfully completed task, HR professional appreciate employee and improve self confidence of employee. Self actualisation needs derive that employee and HR profession know their strength and come out best in work to achieve organisational objective. Herzberg (1966) developed this theory which is based on motivation factor and hygiene factor. According to Herzberg motivation is main key for employee to achieve higher level in the company while hygiene factor as not more relevant because employee not only satisfied with proper working condition and good salary base on their qualification. Typical hygiene factor derives employee cant perform well because working condition in the company is not good level. Health and safety is important when employee work in company it is necessary that HR professional conduct regular meeting with employee and deliver transparent policy for employee. Typical motivation factor derive that if employee achieve or complete task should be rewarded. Mc Clelland (1961) theory share need for achievement, power and affiliation. Need for achievement derive HR professional work as compa Human Resources in Call Centre Industry Human Resources in Call Centre Industry In todays world the biggest challenges for any organisation to manage its human resource. Mathis (2008) India is the second best economy in the world (after china) for its growth rate (Nassimbeni and Sartor, 2008). In fact Indias GDP at 9.4 Per cent was the second fastest growing GDP after china in 2007 08. As per Reserve bank of India (RBI). The Researcher Specifically looking at the employees and HR Professional of Epicenter Technology. In Indian call centre industry increasing rapidly which help to generate new employment in the country but same time employee turnover rate also increase in call centre and BPO industry. To reduce this high level of attrition is very essential for HR professional because company pay lucrative amount for employee training and development. HR profession can motivate employee by different techniques and can reduce employee turnover loss of organisation. So author will be conducting a research to investigate the challenges faced by HR professional to motivate employees in call centre of Epicenter Technology. At the same time, despite these major strides, the IT BPO sector is facing significant challenges that could impact its future growth if corrective actions are not taken. (Budwar et al., 2006). BPO firms are looking to increase the overall productivity, efficiency and competitiveness of their processes, which can result in huge gains. According to the NASSCOM Everes Study, The Indian BPO sector has been growing at more than 35 % over the past three years, FY 2005-08. In this speedily going industry employee attrition level also higher in BPO sector. Attrition remains an enormous challenge, as the average BPO attribution rate was 30-35 per cent in the last few years. A NASSCOM-Hewitt Associates survey shows that the cost of attrition is one and a half times the annual salary of an employee. Costs are due to loss of productivity, temporary replacement, loss of knowledge and new recruitment and training.HR manger keep trying to make down attrition level by giving training, effective wo rk environment and conducting a research to review rewards, bonus or other incentives and career promotion. Epicenter Technology serves multi types business process outsourcing to organisation spread all over the global to achieve high services with maintains balance cost management. Epicenter Technology provides business process outsourcing to fortune 500 companies from different countries. Epicenter Technology is one of the leading call centre which serve telemarketing and customer service. Epicenter Technology provides Business task outsourcing for global customer. Epicenter Technology mainly focuses on their employee and customer. Epicenter Technology believes team work and continuous improvement which is necessary element success of organisation. Epicenter also believes in high standard of quality and innovation. Epicenter Technology derives low motivation levels which directly reflect on employee satisfaction toward their work. Epicenter Technology is the leading customer contact centres which engage with collections, sales, Telemarketing and customer service. Epicenter Technology believes that employee are biggest assets of organisation and they always their priority. Epicenter Technology is paying a lucrative amount in their personal development and growth which is direct helps employee to future career option. Company believes effective team work and effective training is require to achieve higher service level in work. Company spend higher amount of money to provide training new employees as well as promoted employees. Some employee quit the job to dissatisfaction in job and low level of motivation. Employees are the main driver of any organisation. If employees do not know about their responsibility and they should not know about organisational goal and what organisation want from employee than it is directly affect organisation productivity. It is also necessary to focus on slow learner employee. HR professional conduct special training programme for slow learner and give them more time to grasping skills so that do not feel like looser because of slow learning. It is necessary that HR manager choose right talent to achieve organisational goal. It is HR manager responsibility to check performance of employee and if employee is not performing better then find a best way through employee can give their best performance to achieve high quality standard. Human Resource Management can play a vital role to motivate employee in right way. Epicentre Technology is doing multi task and it is very difficult to manage all task and high level of emotional staff. When conflict is arise in different tasks same time and problem resolution by HR professional necessary. This high expectation which directly reflect performance of employee and same time motivate employee is challenging job in call centre. BENEFITS OF THE RESEARCH ACADEMIC Student can get benefit from this research for their career perspective. Call centre and BPO industries are rapidly growing so it required more skill and knowledgeable employee. This findings will help student can implement the outcome in future job in call centre which will improve quality and productivity of company. Researcher want to growth of call centre industry remain sustainable for that researcher believe that finding of this research will help to human resource management to solve problem of employee motivation. PERSONAL The main motive behind this study is that researcher has own interest on call centre industry and author personally believe that in this 21st century this industry has tremendous opportunity to grow and research has a dream to be successful HR Professional of call centre industry. This is very interesting for to know more about call centre industry and evaluate their problems. BUSINESS Researcher believes that Management is the main part of any industry and Management active role can directly affect services provide to the client. Management always try to find that employees are satisfied and keep monitor all process of organisation. As earlier said that researcher has personal interest in call centre industry. Researcher observe that large amount of employee leave the company in very short time so what HR Professional can do to motivate employee in call centre which improve quality of call centre. This Research helps to understanding of HR profession facing difficulty in order to motivate employee and try to find out what are the necessary measure is require to resolve this problem when working as a HR professional in call centre. It will help to understand current motivation technique that use HR professional and their effectiveness and how to improve this motivation technique. This Research will help to emerging HR professional who wants to work in call centre who already work in HR professional that get more aware about call centre difficult issue and know how to resolve this issue through this research. Company can improve their employee satisfaction basis on job by HR professional using effective motivation technique for employee who is directly affected on company performance and productivity. So through this research company get more powerful workforce. This research will decrease stress and emotional burnout of employee and it acknowledged employee to deliver better performance. 1.1 RESEARCH OBJECTIVE To analyse the factors that HR professional are facing in order to motivate employees in call centre of Epicenter Technology To evaluate Motivation techniques that are currently used by HR professional in call centre of Epicenter Technology Developing and Recommendation to improve motivation technique by HR professional in call centre of Epicenter Technology 1.2 RESEARCH QUESTION What is factors that HR Professional is facing in order to motivate employees in Call Centre of Epicenter Technology? What are motivation techniques that are currently used by HR professional in call centre of Epicenter Technology? How to improve motivation technique by HR professional in call centre of Epicenter Technology? 2.0 LITERATURE REVIEW Companys marketing strategies alone cant make it successful, the companys most valuable assets are their people and to manage the people efficiently it is also important to have a group of people to look after all the other people of the organisation and i.e. Human Resource Team of the organisation. The efficiency of the business is directly linked with the efficient functionality of Human resource Department. In order to expect better results it is necessary to make sure that the staffs are motivated enough. Motivation is mandatory for every individual who undertakes a task. Motivation can be of different type such as positive, subtle, tangible or intangible. Motivation is sought of internal power that encourages a person to achieve specific things in life. Motivation definition: weiner (1935), defines motivation as a search for determinants of human activity. (Buford, Bederian, Lindner, 1995), agree that motivation compels a human activity to perform in certain manner to achieve unmet goals. An organization will have to motivate an employee right through the day he joins the company. Every employee has first been a new comer and at that stage he wants to learn the tasks of his new job and once he has learnt the task he develops self-confidence to attain a faviourable level of job performance.(Feldman 1981) Even Fisher (1982, 1986) agreed on the task mastery for a new employee to become comfortable and successful in the organisation. Employee are expected to work in groups or team rather performing tasks individually and the indicator of successful team work would be getting along with the team members and immediate team supervisor, following the norms and values of the team and adjusting to group culture. (Feldman, 1981; Fisher, 1986) Fisher (1996) and Schein (1978) agreed that apart from working in groups another important aspect of socialisation is personal learning. So at the initial stages an employee tries to learn the type of individual he is and he will organize himself to perform within the organization 2.1 THEORY X and THEORY Y Douglas McGregors theory X and theory Y are very essential for the research as he has discussed the human behaviour in organisation. McGregor (1960) has made an assumption in Theory X that it is human behaviour, whenever and however way possible to avoid work in every possible way they can in their control. In todays competitive environment where there is a constant threat to our call centres and BPOs that they might lose their contract to china or Philippines, it is very important that company reaches the benchmark set by the clients and even try to exceed the set benchmark. However, if the employees are not motivated enough towards achieving goal, than these could directly reflect on the productivity of the organisation in terms of poor service quality. McGregor (1960) has emphasised that management should control and threaten the poor performing employees to work hard towards meeting their individual SLAs (service Level Agreement) However McGregor (1960) further clarifies that would be a set of people who doesnt want to change because they do not want to take the responsibility or ownership of the work assigned. It is a human tendency to stay clear and unambiguous so that they feel secure at work. In the Theory Y McGregor (1960) is trying to look at the other side of the human behaviour by taking an example of people who consider their job as their own business. In this theory employee consider jobs as natural as play and rest. This kind of employee believes in same or more amount physical mental effort in their work as they would in their private lives. According to McGregor (1960) has made an assumption that the control and punishment should not be the only mechanism to force the employees to perform well in their SLAS. Employees should be motivated through an effective Human Resource Management team otherwise they would be self-directed towards the foal of the company. McGregor (1960) à ¢Ã¢â€š ¬Ã…“Job satisfaction is the key to engaging employees and ensuring their commitmentà ¢Ã¢â€š ¬? Different people perform different level of job, some may be easy and others may be extremely stressful due to the nature of the job, for example an employee working for a sales process which is a target driven job. On the other hand there might be person working for a customer service where there is no target but still this person could in more distressed if there is no proper motivating and rewarding activities initiated by the Human Resource Team, otherwise the work becomes very monotonous and there is no motivation to strive harder to achieve better results. Management should make an initiative to promote the best performing employee so that there is a sense of seeking responsibility and ownership in order to climb up the ladder. As per McGregor (1960) such people are imaginative and creative and management should make every effort to use them for solving problems at work. This kind of approach can be conducive to managing professionals and participative complex problem solving. After evaluating Theory X and Theory Y, McGregor (1960) Preferred to adopt Theory Y as an efficient model to motivate employees in the organisation because Theory Y assumes that employee seeks responsibility: every manager wants their team to work as family who cares about the business rather than someone in Theory X who just wants to come to work 9 to 6, go home and enjoy. However it seems that it would not be viable to implement this model in large scale operations. 2.2 THEORY Z (Ouchi 1981) Ouchi (1981) developed new theory which is based on the Japanese and American companies and used Theory z management styles. There is contrast in operating philosophies between Japanese and American organizations is quite revealing. Japan is also well known for its technology but according to Ouchi (1981) their success was due to their exceptional management styles. Japanese organisations offer virtually lifelong employment while American organizations are characterized by comparatively short-term employment. Japanese organisation invited employee in decision making process and individually employee get responsibility so they can learn to take responsibility of every issue which is related with them while Rapid turnover requires quick evaluation and promotion, with considerable employee unrest if a promotion takes more than three years in American organisation. Raises and promotions can be evaluated after certain intervals that depend on employee performance. Most deserving employee always gets promotion whereas because of competition for promotions and raises, people tend to work alone rather than collaboratively in American organisation. Career paths include learning all functions rather than one function and Organization mechanisms for control of worker behaviour are implied in Japanese organisation. In contrast, Career path tend to be highly specialized. Standardization is the main method of control, and integration and coordination are almost impossible because of the emphasis on specialization in American organisation. Japanese organisation decision making is a collective activity and responsibility is also collective. American organisation decision making and responsibility are individual matters. The organization concerns tend to be segmented and impersonal rather than holistic. 2.3 TWO FACTOR THEORY One of the earliest researchers in the area of job redesign as it affected motivation was Frederick Herzberg (Herzberg, 1959). Based on survey, Herzberg discovered that employee tended to describe satisfying experience in term of factors that were intrinsic to the content of the job itself. These factors were known as motivators and included such variables as achievement, recognition, the work itself, responsibility, advancement, and growth. Conversely, dissatisfying experiences, known as a hygiene factors, largely resulted from extrinsic, non-job-related factors, such as company policies, salary, co-worker relations, and supervisory style (Steers, 1983). Herzberg argued based on these results that eliminating the cause of dissatisfaction (through hygiene factor) would not result in a state of the use of motivators. Kreitner Kinicki (1998) highlight one of Herzbergs findings, where managers rather than giving employee additional task of similar difficulty which consists of giving workers more responsibility. This is where employees take on tasks normally performed by their supervisors. TYPICAL HIGIENE AND MOTIVATIONAL FACTOR Working Conditions: Work place is important part of any organisational success. Just to motivate employee by rewarding is not enough when working condition is not sufficient. It is always necessary that good working condition through employee get more satisfaction in work place. Quality of Supervision: supervisor or manager need to guide new employee at work and give them proper training about work. It is very essential to provide good quality training when organisation requires high level of performance. Safety: health and safety is very important aspect work place. Health and medical benefit also gives employee to high level of satisfaction which is directly affect performance. Salary and Bonus: It is necessary to know required job position get relevant salary to match perfectly fit in organisation. However, employee need to motive by giving bonus to good performing talent. Status: It is HR professional responsibility to make proper system for talented employee so employee get promotion time to time depending on their performance. Company policies and administration: company policies is reflect company objectives so policies should be more clear for all employee and administrative work require more transparent so everyone know what going on in organisation. Interpersonal relationship: Human Resource Manager need to organise meeting and feedback session with management and employee so any problem related work can be resolve. Fairness and Equity: With increased effort and higher performances employees also expect to be rewarded more significantly than counterparts who provide output at or below the norm. An outcome or reward that is perceived to be highly significant and important can result in higher level of effort and performance by the individual employee. Effort: Even though employees may exert higher levels of effort into a position based on perceived significant reward, this could be a short-term success if the task itself does not challenge or provides satisfaction to the employee. 2.4 HIERARCHY OF NEEDS (Maslow 1943) According to Stephens (2000), Maslow believed that human being aspire to become self-actualizing and viewed human potential as a vastly underestimated and unexplained territory. PHYSIOLOGICAL NEEDS Physiological needs: Every employee needs basic human physical need like Food, Water and Sleep etc. if this basic need is not satisfied than employees do not feel good in work place. However, employee cannot pay more attention on work and became ill or frustrate etc. HR Manager needs to concentrate on individually employee activities. HR Manager has to make sure that employee feel comfortable during work. It is important to know employee personal problem by maintaining good relation with employee. SAFETY NEEDS Company should inform their employee time to time what is going on organisation so employees feel more comfortable at work. HR Manager always make sure that individually all employees are safe and secure at work. If any employee feel unsecure with organisation than HR has to clear employee perception by discussing matter. NEED FOR LOVE AND BELONGING HR Manager create lively environment where can get positive relations between employee and manager as well as supervisors. Participation in work group shows electrifying confidence among workers. HR Manager to pay attention on motivate employee in the work place by rewards. HR can make sure that higher performing employee should appreciate by giving certificate of performance. ESTEEM NEEDS Within organisations, esteem needs reflect a motivation for recognition, and increase in responsibility, high status and credit for contributions to organization. NEED FOR SELF ACTUALIZATION Self-actualization needs: these needs include the need for self-fulfilment, which is the higher need category. The concern developing ones full potential, increasing ones competence and becoming a better person. Self-actualization needs can be met in the organization by providing people with opportunities to grow, be creative and acquire training for challenging assignments and advancement. Person can reach this level who completely focused on their work and he do not worried about what other think about him, he just concentrate in achieving target and set as a successful. ARGUMENT AGAINST THE THEORY Maslow (1943) stated that people, including employees at organizations, are motivated by the desire to achieve or maintain the various conditions upon which these basic satisfactions rest and by certain more intellectual desires. Humans are a perpetually wanting group. Ordinarily the satisfaction of these wants is not altogether mutually exclusive, but only tends to be. The average member of society is most often partially satisfied and partially unsatisfied in all of ones wants (Maslow, 1943). The implication of this theory provided useful insights for manager and other organization leaders. Another implication was for organisation to implement support programs and focus groups to help employees deal with stress, especially during more challenging times and taking the time to understand the needs of the respective employees (Kreitner, 1998). McGregor argued that work motivation was much more commonly underpinned by workers self-generated drive to better themselves and fulfil their own potential (à ¢Ã¢â€š ¬Ã…“Theory Yà ¢Ã¢â€š ¬?) McGregor argued that traditional organisational practice placed too much emphasis on the role of lower-order needs as motivators of workers behaviour. Aligned with this view, Herzberg recommended that managers should put their energies into providing avenues for the satisfaction of workers personal needs in order to get the best from them. A similar argument was also endorsed by other theorists, so that general message to emerge from needs-based research is that employees motivation will be greater to the extent that they are allowed to self-actualise, grow, and progress as individual. 2.6 EXPECTATION THEORY OF MOTIVATION (Vroom 1960) Vroom in 1964 developed the formal model of work motivation drawing on the work of other researches. There are three mental components that are seen as instigating and directing behaviour. There are referred to as valence, instrumentality and Expectancy. Vroom (1964) defined the term valence as the affective (emotional) orientations people hold with regard to outcomes. An outcome in this case is said to be positively valent for an individual if she/he would prefer having it or not. The most important feature of peoples valences concerning work related outcomes is that they refer to the level of satisfaction the person expects to receive from them, not from the real value the person actually drives from them. Work effort result in variety of outcomes, some of the directly and some of them indirectly and can include pay, promotion and other related factors. Vroom (1964) suggested linking instrumentality as probability belief linking one outcome (performance level) to other outcomes. According to vroom an outcome is positively valent if the person believes that it holds high instrumentality for the acquisition of positively valent consequences and avoidance of negatively valent outcomes. Expectancy is the strength of a persons belief about whether a particular outcome is possible. Vroom (1964) described expectancy beliefs an action-outcome associations held in the mind of individuals and stated that there a variety of factors that contribute to an employees expectancy perceptions about various level of job performance. The second variable that is relevant here is the concept of reward value or valence. This refers to the individuals perception of the value of the reward or outcome that might be obtained by performing effectively. Although most expectancy theories do not specify why certain outcomes have reward value, for the purpose of this paper I would like to argue that reward value of outcomes stems from their perceived ability to satisfy one or more needs. Specifically relevant here is the list of needs suggested by Maslow that includes security needs, social need, esteem needs and self-actualization needs. Expectancy theory states that motivation is a combined function of the individuals perception that effort will lead to performance and of the perceived desirability of outcomes that may result from the performance (Steers, 1983). Although there are several forms of this model, Vroom in 1964 developed the formal model of work motivation drawing on the work of other researches. Vroom (1964) defined the term valence as the effective (emotional) orientations people hold with regard to outcomes. An outcome in this case is said to be positively valent for a individual if she/he would prefer having it or not. The most important feature of peoples valences concerning work related outcomes is that they refer to the level of satisfaction the person expects to receive from them, not from the real value the person actually derives from them. As the other models, there is the emphasis on the level of motivation and the outcome of performance. Work effort results in a variety of outcomes, some of them directly, and some of them indirectly and can include pay, promotion, and other related factors. Vroom (1964) suggested linking instrumentality as a probability belief linking one outcome (performance level) to other outcomes. According to Vroom, an outcome is positively valent if the person believes that it holds high instrumentality for the acquisition of positively valent consequences and the avoidance of negatively valent outcomes. The third major component of the theory is referred to as expectancy (Pinder, 1984). Expectancy is the strength of a persons belief about whether a particular outcome is possible. Vroom (1964) described expectancy beliefs as action outcome associations held in the minds of individuals and stated that there a variety of factors that contribute to an employees expectancy perceptions about various level of job performance. 2.7 MCCLELLANDS ACHIVEMENT MOTIVATION THEORY McClellands work originated from investigating into the relationship between hunger needs and the extent to which imagery of food dominated through processes. From subsequent research McClelland identified four main arousal-based, and socially developed motives: The Achievement motive; The Power motive: The affilative motive; The Avoidance motive McClellands (1961) described the theory of needs focusing on three needs; achievement, power and affiliation. The need for achievement was defined as the drive to excel, to a set of standards, to strive to succeed. Achievement theories propose that motivation and performance vary according to strength of ones need for achievement (Kreitner, 1998) The need for achievement and is defined as a desire to accomplish something difficult. Kreitner Kinicki (1998) cite Murray (1994) explaining the need for achievement as mastering, manipulating or organizing physical objects, human beings or ideas. The need for affiliation suggested that people have the desire to spend time in social relationships, joining group and wanting to be loved. Individuals high in this need are not the most effective managers or leaders because they have a hard time to making difficult decisions without worrying about being disliked (Kreitner, 1998) The need of power reflect an individuals desire to influence, coach, teach or encourage others to achieve. Because effective managers must positively influence others, McClelland proposes that top managers should have a high need for power coupled with a low need for affiliation (Kreitner, 1998) 2.8 SUMMARY Employees are the main part of any organisation. Organisation success and failed ratio is depending on employee work performance. So it is necessary to improve employee moral time to time by motivating employee. Human resource department is directly associated with employee motivation. Any organisation or institution need people to carry out specific task so that the goal and objectives of that drivers people to behave in various ways and to seek to fulfil a variety of needs, employee need to know what makes their employees tick so that they can channel this energy toward certain outcomes. In todays competitive environment where there is a constant threat to our call centres and BPOs that they might lose their contact to china or Philippines. It is very important that company reaches the benchmark set by the clients and even try to exceed the set benchmark. However, if the employees are not motivated enough towards achieving the goal than these could directly reflect on the productivity of the organisation in terms of poor service quality. Maslows hierarchy of needs model consist of five levels where bottom level is physiological, safety, love, esteem and top level self actualisation. Physiological needs through HR professional provide basic requirement like water, coffee for employee, provide canteen facility and required break time during work so employee feel comfortable and deliver good performance. Safety needs through Management make sure health and safety of employee is very important for organisation. HR professional can provide free health check and medical insurance of employee which help to motivate employee. Maslows also derive love needs through It is directly related with organisation management and employee relation. It is necessary that mutual understanding between employee and manager is required which generate satisfaction in work. Esteem needs through It involves HR professional give particular responsibility or task to employee and when employee successfully completed task, HR professional appreciate employee and improve self confidence of employee. Self actualisation needs derive that employee and HR profession know their strength and come out best in work to achieve organisational objective. Herzberg (1966) developed this theory which is based on motivation factor and hygiene factor. According to Herzberg motivation is main key for employee to achieve higher level in the company while hygiene factor as not more relevant because employee not only satisfied with proper working condition and good salary base on their qualification. Typical hygiene factor derives employee cant perform well because working condition in the company is not good level. Health and safety is important when employee work in company it is necessary that HR professional conduct regular meeting with employee and deliver transparent policy for employee. Typical motivation factor derive that if employee achieve or complete task should be rewarded. Mc Clelland (1961) theory share need for achievement, power and affiliation. Need for achievement derive HR professional work as compa