Analysis Of The book Of Men an Mice by John Steinbeck - Free Essay Example

Sample details Pages: 6 Words: 1895 Downloads: 8 Date added: 2019/06/12 Category Literature Essay Level High school Tags: Of Mice And Men Essay Did you like this example? The book is about two migrant field workers in Salinas California during the Great Depression. The two characters I will tell about are George Milton, a smart man with a quick mind who can handle any situation that he comes up against him and his associate Lenny Small, who is a very large man, who doesnt realize his own strength and he is mentally disabled. He thinks like a child, asks lot of questions and forgets everything accept his love for bunnies and having a home for them. Don’t waste time! Our writers will create an original "Analysis Of The book Of Men an Mice by John Steinbeck" essay for you Create order The two get pared up as his aunt who raised him is dying and she gets George to take care of him before she dies. About George Milton: I heard about a work opportunity and I knew we would have to outdo everyone to get on in these hard times and I am just the man to do This! Days are hard and long but I push forward, get two work cards, two bus tickets and were off! Itrs so frustrating that I have to keep repeating where were going and what were doing as Lennyrs short term memory is gone, yet somehow he remembers our plan, our dream. The dream for him is taking care of the rabbits, for me it is so much more. A couple acres, a homestead, planting my own crops, going to the show, living off the fat of the land. These are hard times, but not for me because I am a man with a plan. Arriving a day late as the bus driver tricked me saying this was the last stop because he didnt want to drive out to the job site. We spent the night almost there by the river side, I told Lenny if you ever get in trouble you come back here and wait for me, staythereuntil I come for you, understand? How I hoped that he would understand. Today as we are walking in, I know I am going to have to impress the boss man to take us on. Hers apprehensive but as I prove to him that Im the brains and Lennyrs strength is limitless, were in. In the back of my mind I am worried as we got ran out off the last town because Lenny loves soft things and as he got overly excited touching a bar maids dress, he was up for attempted rape, barely escaping were here now, on the job and I am actually working 24 hours a day looking after this man. Why did I take this man on, plays over and over with my mind. Why did I promise the ole lady to take care of him? Everyone has a story. Candy, the bosses secretary, disabled with no use of one arm is here with his awesome very old dog, just grateful to have a job and lives with us in the bunk house. Curley, the owners son, a wimp of a man whors angry at life. His wife Mae, a sleazy lady at best, whors quickly going crazy from not friends, shers the only lady, and no attention from anyone, even her husbandrhave to ask myself, what kind of of a trap have I set for myself? At times I almost envied Lenny, he really didnt have a care in the world especially with me always giving him hope with our dream, where will my hope come from? Well for Lenny his life got brighter as Slim, the foreman had a batch of puppyrs and he loves soft things, but to much love can cause them death. Well to bribe him to work faster to guarantee our jobs I allowed him to have a puppy. More responsibility for me, but job security too. One night I came in after Candys old dog had to been put down by Carlson and Lenny invited him to come with us, on our dream. I wouldnt have given it a thought except he had two hundred fifty dollars cash and promise to put in all his accrued earnings too. All of a sudden I had a sense of reaching my goal, so I agreed! I set aside money and was sending off our deposit to the owners. Days are getting longer and my dreams getting closer and the next thing I know Curley is down here in the barn, crazy jealous looking for his wife again, accusing Slim of being with her, and Lennyrs laughs, not because itrs funny but he knew she was just there to see her puppy which Curley made her giveback because it was from another man. He went into a rage and started beating Lenny who was begging me to help him but couldnt help him. I told him to fight back, hit him, push him away and finally he caught his hand and crushed it until he fell unconsciously to the dirt. My minds working overtime for what to do, SlimI comes up with a plan to save all our jobs and Curley his relationship with his father and wife. It was an accident, his hand got got in a machine, end of story. We all took an oath to silence that night. Finally a night of fun and to forget the hell I live in here, we are going to the Saloon, therers friendly girls, booze etc. only to realize I cant even enjoy that, concerned about Lenny, whatrs he Doing? I return home only to find Lennyrs not in bed a sleep, I look around and I hear men talking and there it is Lennyrs voice hers in there with Crooks, the black cook who lives all alone in the shack right outside the dung heep. Hers been talking, hers talking to much, telling about our plans asking about his dreams, to many questions to much talk. Then Caddy shows up, going over the figures and the plans. I come back only to find the three men singing and Lenny with a cigar I his mouth. Now I have too deal with another guy and in walks Mae, Curleyrs wife asking questions about who beat up Curley up. While she tryrs to intimidate Lenny, i had enough and almost punched her Now another day has come, itrs our horse shoe game, a time to forget this sorry place, to have some fun. We were all at the tournament until Caddy goes to feed the puppyrs and picks his out and goes to see Slim, I was there and I smiled I told him, itrs good for a man to have a dog. Just then I realized we needed to find Lenny but instead we found Mae dead on the floor in the barn. Cold chills run through every bone, I have to stop this at all cost. Curley arrives angry and mad, but now this changes his lies too, he calls all the men together to find Lenny and there going to kilt him, to go out and gun down Lenny. Mean while Slim joins me, I show him the gun, my heart sinks my gut is unbearable, I know I must peacefully put Lenny down, just like a dog, so he wont suffer. I go to where I knew he would be, I find him and begin to tell him our story. While in my heart I realize there is no escaping for either of us, I am forever here and he needs to be set free from this life. As I describe our place, the calm river and his rabbits, I pull the trigger and shoot him in the back of his head. He falls to the ground and at this moment i feel as if I am dead too. I give the gun to the sherif and we all realize this life is our the end. About Lenny Smalls: I like George, hers my best friend. Were always going somewhere cause I always get in trouble. Now were on a bus ride going to Ranch#3? George got tickets in San Francisco for us to go. I had my ticket in my pocket but now George has it? The bus driver dont like us so he dropped us off too soon, we walk and walk until George says itrs supper times and we have beans, I want ketchup on my beans, but George says, No ketchup why do I like ketchup? Before we go to sleep George told me to remember this place if I get in trouble and come here and wait for him so I promised I will. Why do bad things happen to me? Why do I like small soft things? Why cant I just live on the top of a hill and layin the sun with my dead bird? Why? I like it when George tells me our story, I can almost say it myself but I like it better when George tells it, it seems so real, I can see it in my eyes. We have each other. I take care of George, he takes care of me. We have cows, food and lots of rabbits, all different color ones too. George is happy when I dont talk and Im happy when George is happy. Were at Ranch #3the boss is mad were late, his friend has one good arm and an old dog. They want me talk but George doesnt want me too. No ones nice here until George shows them how strong I am, so we can stay. We go to the barn, they got puppies there, George says maybe I can have one if I dont get in trouble and work hard. The owners son come in, he keeps bugging me, I dont know why? George says he dont like big guys, for me not to talk to him or his wife and thatrs hard cause shers pretty. Sometimes George goes with the guys I have to stay home and sleep. I dont want to sleep, I see the cooks light on and go there. He said, why did you come here? I said , your light was on we talked and talked I asked why he didnt go with the boys and he said cause hers black? I told him I couldnt go because George said so. Then Candy came by writing numbers about our place and now Crooks wants to come too. The next thing I know George is here, hers mad at me tells everyone to go to bed, hers mad at me but Ill go to bed. Another night and the men all go playing horse shoes. I sneak to-see my puppy, were playing and he bites me, so I hit him and hers dead. As I hold him quietly crying Mae comes in to see he pup, I tell her what happened and she said it dont matter because hers a runt. Then she tells me to touch her hair because itrs soft. I love her hair but I mess it up and she screams and I break her and run away, just like George said. I wait and wait and George comes, then I hear all the men, George says there going hunting, I want to go hunting but George says we cant go and he sits me down and tells me the story of our new home, I can almost see it with my eyes and then

De Beauvoirs “Woman as Other” - 1394 Words

â€Å"Woman as Other† De Beauvoir’s â€Å"Woman as Other† lays out an elaborate argument on gender inequality; using the term â€Å"other† to establish woman’s alternate, lesser important role throughout her work, the author dissects and examines from its origin the female’s secondary position in society in contrast to man. Indeed, from the beginning of recorded history, the duality of man, by definition, positions woman at the opposing end of the spectrum in relation to her male counterpart. Even by today’s modern and accepting standards, the female suffers under the brand of being the sub-standard half of the duality equation; compared to her male opponent, women are paid lower wages, have fewer and limited expression of rights, achieve lower†¦show more content†¦Consequently, this has potential implications for the investment on the next generation; if parents view daughters as less likely to earn market wages or take paid work, they may be less incli ned to invest in their education, which is woman’s fastest route out of poverty. Also, in a job market dominated by men who monopolize the most important positions, the male faction generally retains the opportunities for success, for advancement or for higher wages. In fact, a recent class action lawsuit filed on behalf of 1.6 million women employed by Wal-Mart stores alleges the retailer’s sexual discrimination has led to women losing out on pay, promotions and other advances; women are paid less than men in every department of the store. According to the study named in the lawsuit, two-thirds of Wal-Mart’s employees are female and less than one-third of its managers are female Until recently, social development, by design has guaranteed women limited growth in the employment ranks by the standard curriculum path recommended for the female gender; typical high school and junior colleges required home economics and other domestic-related courses to be completed by female students. Thus, the woman high school or junior college graduate enters the world without adequate training to compete in the business world beyond basic trade or â€Å"blue collar† worker positions. Finally, aShow MoreRelatedMy Becoming A Man By Simone De Beauvoir877 Words   |  4 PagesSimone de Beauvoir asserts that â€Å"one is not born, but, rather, becomes a woman (Bailey, Alison, and Cuomo 97).† In this analytical paper, I will attempt to relate to this to my â€Å"becoming a man,† as well as comparing and contrasting this claim with other feminist philosophers’ ideas. Also, I will try to explain how de Beauvoir’s ideas are beneficial to society and to individual people. From birth to the first day in school, children seem to be concerned with food, love, and rest. From first gradeRead MoreAnalysis Of The Second Sex By Simone De Beauvoir1679 Words   |  7 PagesSimone de Beauvoir’s The Second Sex is an essential text for feminist writing, and constructs the foundation for the inclusion of transgendered and queer women in feminist ideology and epistemology through the use of non-biological definitions, anti-categorical ambitions, and anti-socially normative language. A distinctive and poignant characteristic of de Beauvoir’s work is the intrinsic absence of definition through biological terminology. De Beauvoir attempts to avoid categorizing all women throughRead MoreSimone De Beauvoir s View Of A Woman, Black And White, Jew And Gentile1463 Words   |  6 PagesIn my opinion, Simone de Beauvoir’s quote stressed that using specific characteristics to define certain groups of people was a dangerous practice. To me, Beauvoirâ€⠄¢s model of identity is one of great diversity. When reading her work, it was evident that she thinks that all humans are multi-faceted, and should not be defined by one certain characteristic. Beauvoir believed there was no one way to be a woman, a person of color, or a Jew. Each group exhibits an array of qualities that make up individualsRead MoreThe Second Sex By Simone De Beauvoir1283 Words   |  6 PagesWomen are objectified Others. The Second Sex written by Simone de Beauvoir explores the oppression of women forced into the role of an object, while men are the subject. In the second chapter â€Å"The Girl†, de Beauvoir studies the idea of this oppression during the transition from a girl to a woman. She coins the term of the Other to explain the phenomenon of female inessentiality and persecution. The Other is an opponent of a female’s sovereignty and limits freedoms. Simone De Beauvoir expounds a girl’sRead MoreJean Paul Sartre s Being And Nothingness 1527 Words   |  7 Pagesonly create our values, we create ourselves. Simone De Beauvoir, for instance, creates a limit to this existential idea of self-creation, qualifying absolute liberty - an idea that is recurring in Jean-Paul Sartre’s Being and Nothingness. In opposition to this, de Beauvoir presents an ambiguous image of human liberty, in which women fight against the apparent inconveniences of the female figure. In The Second Sex, her most famous chef-d’oeuvre, de Beauvoir sketches an existential story of a woman’sRead MoreThe Second Sex!1578 Words   |  7 PagesSex, Simone de Beauvoir discusses the role of women as being oppressed in the views of men who characterize women as â€Å"the other,† a very dehumanizing theory. For ever subject, there must be an object, â€Å"[A]t the moment when man asserts himself as subject and free being, the idea of the Other arises,† de Beauvoir states. She also says, â€Å"that while it is natural for humans to understand themselves in opposition to others, this process is flawed when applied to the genders. In defining woman exclusivelyRead MoreSimone de Beauvoir: the Woman in Love Essay1457 Words   |  6 PagesHow does she think the problems of love can be rectified? Simone de Beauvoirs text The Woman in Love, taken from her book The Second Sex (1988) describes her theories on men and women in love. This essay will explore her propositions about the differences men and women experience in love, look at her ideas of authentic and inauthentic love, and how she proposes for the differences and problems of love to be dealt with. De Beauvoir published her work in 1988, and with this context in mindRead MoreReflective Assessment : Being That I Am A Sociology Major1470 Words   |  6 Pagesis discussing sex and gender because gender is relational; it concerns both women and men. Primarily, I will discuss Judith Butlers ‘performativity’ and explain how females and males gendered roles are performed naturally. Furthermore, Simone de Beauvoir’s novel, The Second Sex hugely became an influential book, which involves sexuality, family, workplace, and reproductive rights and she distinguishes sex and gender and states that gender is grad ually acquired. Lastly, I will discuss Germaine Greer’sRead MoreSimone de Beauvoir1629 Words   |  7 PagesA lot of things happened in Simone de Beauvoirs life, most having to do with women and the way they were treated. She was a very observant person, and her writing reflects that. Simone de Beauvoirs writings attempted to deal on paper with the vast emotions conjured by her life experiences, particularly women she knew who were assassinated by bourgeois morality. (Simone) Simone de Beauvoir was born in Paris, France on January 9, 1908. She was raised by a Catholic mother from Verdun, and a fatherRead MoreAnalysis Of Simone De Beauvoir s The Girl1225 Words   |  5 Pagesdominated society. Simone de Beauvoir’s philosophical work, The Second Sex, echoes the intense oppression of women and reflects the first wave feminist movement. Her existentialist decoding of genders resulted in the idea of the Other, which explores the phenomenon of women forced into the role of an object, while men are the subject. In the second chapter, â€Å"The Girl†, Beauvoir further studies the idea of this oppression during one’s transition from a girl into a woman. Beauvoir states that no matter

Milton Friedman’s Influence on Macroeconomics Free Essays

INTRODUCTION: Milton Friedman was an American economist as well as being a public intellectual. He was born in 1912 and died at the age of 94 in 2006. He was an ardent advocate of economic freedom as well as personal liberty. We will write a custom essay sample on Milton Friedman’s Influence on Macroeconomics or any similar topic only for you Order Now Before his death Friedman was one of the most influential scholars and figures of authority in the fields of microeconomics, statistics, and economic history as well as the field of macroeconomics, which happens to be the field of study. THESIS STATEMENT: Milton Friedman, although unfortunately bereaved, was one of the most influential economics of all time. Many economists as well as economies big and small have adapted to the teachings of Friedman. Why has this been so? In trying to analyze this paper, I will look at some of the major contributions of Friedman to the field of macroeconomics. ANALYSIS: Macroeconomics is a sub-discipline in the field of economics. It concerns it self with the structure, performance and the behaviors of national economies. It seeks to find out the determinants of the aggregate movements within the economy. Macroeconomics gives specific attention to inflation, unemployment, international trade, investments and the national income. On the other hand, Microeconomics is the branch of economics that concerns itself with the processes that firm’s, households and individuals concerns themselves in allocating limited resources. In this sense microeconomics scrutinizes how these decisions affect the demand and supply schedules and helps determine not only the prices but also how these prices influence the supply and demand of goods and services in any given market segment. Macroeconomics is generally divided in to two major areas of study; the business cycle   which concerns itself mainly with the consequences and causes of the of short term fluctuations in national income and the determinants of the long run economic growth (increases in the national income). As thus, the field of macroeconomics is of paramount importance in designing, developing and evaluating strategies and policies not only for governments but also for large corporations like Sony and Toyota. Macroeconomics concerns itself with economic aggregates of the nation’s economic activities. On this field, macroeconomics concerns itself with issues of government actions (spending and taxation), issues of unemployment, inflation as well as general economic policies. CONCERNING FRIEDMAN: Friedman for a long time worked in isolation. Until the late 70s, many scholars especially in the field of economics met Friedman’s work with a lot of hostility. Milton Friedman was an ardent opponent to the Keynesian economics; Milton led the â€Å"Monetarist school† commonly referred to the Chicago School against the Keynesian school of economics. Friedman’s contributions include the â€Å"Permanent Income Hypothesis† on consumption (1957), in addition to this there was the formulation of risk-aversion and risk-proclivity (1948); he was also influential through his evolutionary theory on the theory of the firm,  Ã‚   including his own propositions for a â€Å"positivist† methodology in economics (1953). Friedman was key influential in macroeconomics especially in attacking the Keynesians on their view of the IS-LM analysis. In this attack, Friedman wanted the Keynesians not to ignore money matters in their analysis.  He was critical in pinpointing the importance of a laissez-faire economy, but he still held the proposition that concrete policies need to be operational within the economy for there to be harmony in the economy. In essence, the works and teachings of Friedman came to be an influential part of modern economics especially after the Keynesian analysis failed to offer a solution to the 1970s crisis because of the prevalent cost-push inflation and the inability of Keynesians to offer a solution to the increasing wages and prices.  Friedman scathingly attacked the Keynesians for failing to debate or offer directions on the need for competitive markets, this Friedman said was the reason why there had emerged larger monopolies within the 50s and the 60s which led to the ensuing stagflation. In addition to this, Friedman together with other scholars from the Chicago school provided evidence to prove that within competitive markets the price system could effectively and efficiently to allocate scarce resources. In his own words, Friedman claimed that the price system plays the following roles: firstly, the price system provides incentives for the adoption of the least costly methods of production. The price system also helps in   using available resources for the best use available, in addition the price system is used to transmit information on production, available resources and tastes, on top of this the prices can be used to determine the distribution system â€Å"who gets what when and how†. Friedman was also influential in designing test theories. On this issue, Friedman held the opinion that economists should only invoke the predictive ability of the theory and not the descriptive realism of the theory. Friedman was also influential in proposing that governments use countercyclical budget policies. CASE ANALYSIS: JAPANS MACROECONOMIC POLICIES: Japan is the world’s second largest economy from the United States. It is a market economy just like the United States although geographically it is very small. Japan is an industrial state although it relies mainly on imported raw materials for its industries. As thus, Japan is highly dependent on the nature of international trade and this means that Freidman’s analysis of price theories, inflation and free trade has a huge impact within the Japanese macroeconomic policies. Within Japan, the economy has followed the teachings of Friedman in the following ways. Firstly, the country has realized the importance of laissez faire economics. For this reason, given that the country relies mostly on imported raw materials for its industries have, been one of the major advocate’s free trade. This has been commissioned in many ways including being one of the influential members of the world trade organization.  Secondly, the country has adopted Friedman’s teachings in the way the country designs its fiscal policy; this has been done mainly by changing the composition of public spending instead of expanding it. Thirdly, the countries central bank, the bank of Japan has also followed Friedman’s rules in inflation targeting and interest rate benchmarking.  In addition to these, the Japanese cabinet especially in recent years has been very vocal in trying to push for structural reforms as well as the adoption of stringent business policies especially in the financial sector that has been affected by banking crisis for a very long time. Concerning the activities of the bank of Japan, it is important to note that for a long time now the bank has been steadily increasing the money supply. This is intended to contain inflation as well as being a way of supporting the fiscal policy. In addition to this, the Japanese economy has been under a condition of a liquidity trap.  Ã‚  According to the monetarist theory, mainly influenced by Milton Friedman, a country would most likely move out of a liquidity trap by turning to the printing press or increasing the money supply. In order for Japan to move out of the liquidity trap, the bank of Japan has resulted to the printing press as well as the purchase of Japanese government’s treasury bonds. These are all monetarist activities and they go on to show us how the Japanese economy has gone in line with the teachings of Milton Friedman. CRITICISMS: Although Friedman was very influential on the field of macroeconomics, very many different schools of thought have criticized, or have held different views from those of Friedman. These include the Marxists, the Keynesians and neo-Keynesians. The Keynesians and neo-Keynesians advocate for a mixed economy. In this view, they consider an equally important role to be played by both the private sector and the government. . Thus Keynes believed that the government was responsible for not only helping the economy rise out of a depression by increasing aggregate spending but also it could increase general levels of investments by pumping more money into the economy, then the citizens are encouraged to spend more because more money is in circulation.   Once this is done then People will start to invest more, and the economy will react by increasing productive ventures. Thus, Keynes argued that government investment in public goods that will not be provided for by the market would encourage the private sector’s growth. This would include government spending on such things as basic research, public health, education, and infrastructure.  On the other side, the Marxists beliefs in a social state where neither the government nor the market takes control. Karl Marx believed that the state was a manifestation of the ruling class, in many instances he claimed, that the ruling class was the bourgeoisie (owners of the means of production). Whose aim was self-enrichment under such a state developments of either the infrastructure or education would be done if it were to their benefit and not to the benefit of the workers (Proletariat). CONCLUSION: The works of Milton Friedman will continue to hold the field of economics for a long time to come, especially in these days of globalization and increasing interdependence of states. REFERENCES: Hadjimichalakis M. (1982) Modern Economics, Prentice Hall Publishers, New Jersey H. Stratton (1999) Economics: A New Introduction, Pluto Press, USA Martin U. (1976) Agricultural Production Economics and Resources Used, Oxford University Press, Oxford Paul Anthony Samuelson (1964) Economics, McGraw-Hill publishers, USA Thomas A. and Paschal Francis (1995) Beyond Rhetoric and Realism in Economics: Towards a reformulation of economic methodology, Rout ledge, UK  Ian Livingstone (1970) Economics and Development: an introduction, Oxford University Press, Oxford Jay M. Shafritz, Philip H. Whitbeck (1978), Classics of Organization Theory, Moore Pub Co, (Original from the University of Michigan). How to cite Milton Friedman’s Influence on Macroeconomics, Essay examples

Seminars Conferences Education Workshops â€Myassignmenthelp.Com

Question: Discuss About The Seminars Conferences Education Workshops? Answer: Introducation The various transactions have been discussed as follows with a view of determining their impact on the assessable income for the taxpayer (Charlotte). Assessable income Deductions The aim is to highlight the assessable income that Charlotte derives under taxation ambit of s. 6(5), ITAA 1997 that tends to deal with income based on ordinary concepts[1]. Annual assessable income from working as a lecturer = $ 90,000 Further, based on the verdict of the Thomas v FC of T[2]case, it is appropriate that house would not be considered as a place of business but rather would be limited to only the private study[3], The various expenses that can be considered as deductions under s. 8(1) are as follows[4]. Rent expenses to the extent of the area used for this purpose Running expenses which relate with electricity along with heating and cooling costs. Any decline in value of the depreciating assets can also be claimed. Under s.25(10), home repairs to the part occupied for work or assessable income production would also be deductible[5]. In line with the above discussion, the following deduction may be claimed. Occupancy related expenses (according to floor area) = (10/100)*31200 = $ 3,120 Running expenses (electricity as per floor area) = (10/100)*2000 = $ 200 Depreciation for FY2016 = 3100*0.4 = $ 1,240 Depreciation for FY2017 = (3100-1240)*0.4 = $ 744 Decline in value available for deduction[6] = 0.7*744 = $ 520.8 Deduction for repairs (internet wireless card)[7] = 0.7*180 = $ 126 Deduction for public transport[8] (s. 8(1) ITAA 1997) = $ 850 Deduction for seminar would not be available as it would not be used to generate assessable income[9]. It is known that Charlotte attended the seminar so as to cater to her personal agenda. Deduction is not available for premium of income protection insurance which protects the income is case of physical injury[10]. Hence, the premium paid for the same would not be considered deductible. Thus, net assessable income = 90000 (3120 + 200 + 520.8 + 126 + 850) = $ 85,183.2 Sale of share portfolio The intent is to determine any assessable income that would potentially arise on the basis of share sale. As per s. 6(5), ITAA 1997, dividend income is one of the components of ordinary income and would contribute to assessable income. However, whenever there is a disposal of a CGT asset, the capital gains or loss do arise and the same need to be accounted for. For the computation of the same, the cost base of the asset in accordance with s. 110-25 needs to be computed[11]. The cost base of an asset contains elements over and above the acquisition cost particularly related to financing of the asset, maintaining title and incidental costs related to selling and buying of asset. Also, as per s. 115-25, the discount method can be deployed for computation of capital gains only when these are long term in nature[12]. Purchasing price of the share (April 1, 2006) = $ 16,000 Total interest cost incurred with borrowing for the shares = $ 3,000 Incidental costs related to share sale = $ 500 Total cost base of shares = 16000 + 3000 + 500 = $ 19,500 Selling price of the share (April 1, 2017) = $ 20,000 Hence, capital gains on sale of share = 20,000 19,500 = $ 500 Outstanding capital losses from share sale (FY2016) = $3,000 Therefore, net capital gains on the share sale would be zero with a pending capital loss of $2,500. Hence, contribution to assessable income would be only in the form of dividend income in FY2017 which amounts to $ 800 (ignoring the impact of franking credits)[13]. Thus, it may be concluded that the share sale has resulted in contribution of $ 800 to the assessable income. Sale of Painting The objective is to determine if any capital gains/(losses) are made on the sale of the painting. Painting in accordance with s.108-10(2) is defined under the broad category of collectibles. Capital gains that arise from the sale of any collectible would be realisable only if the buying price is greater than $ 500[14]. Also, capital loss that arise from sale or disposal of collectible would be adjusted only against corresponding capital gains arising from collectible sale only as per s. 108(1)[15]. Buying price of the painting (FY2017) = $ 3,000 Selling price of the painting (FY2017) = $ 2,000 Also, there would be adjustment in the cost base since no additional cost incurred in buying or selling, hence the cost base would essentially constitute of the purchase price only. Hence, capital gains/(losses) = 2000 3000 = -$1,000 Thus, it may be concluded that a capital loss of $1,000 would be carry forwarded to the next year i.e. FY2018 so that it can be offset against gains from sale of collectible items. Hence, the sale of painting has no contribution to assessable income. Sale of inherited mothers property The capital gains implication of the sale of inherited house needs to be determined. A critical aspect to note is that death of the owner is not considered a CGT event and hence on accounting of the death, no capital gains or losses need to be computed. Further, when a house is passed on which had served as the main residence for the deceased from the time of construction, then the CGT treatment at the hand of beneficiary would essentially depend on the date of inheritance and property purchase and certain other conditions. Considering the given information, a particular situation is being applied. For any dwelling that is purchased after September 20,1985 and passed on after August 20, 1996, then no CGT implications would arise if both the following conditions are satisfied[16]. Either the dwelling is disposed off within a period of two years from the date of inheritance or it serves as the main residence during the period of residence Just before the death of the person deceased, the house was serving as the main residence and was not being used for deriving any income. It is apparent based on the given facts that the house has been inherited by Charlotte from her mother who died on August 1, 2016. The property was purchased by her mother on August 1, 2005 and from that day onwards, the house continued to serve as the main residence. This dwelling was passed on to Charlotte officially on October 1, 2016. Further exactly after two months i.e. December 1, 2016, the house was sold. Hence, it is apparent that all the conditions are fulfilled as mentioned below. The house has been purchased after September 20, 1985 The house has been transferred to Charlotte after August 20, 1996. It served as main residence of the deceased from the time of purchase to the time of her mothers death. Also, it was disposed within 2 years of taking possession by Charlotte. Thus, no capital gains or losses would be booked on the sale of the house by Charlotte. Sale of block of land The objective is to determine if any capital gains have been derived on the sale of the land to her son. Cost price of the land (July 1, 2016) = $100,000 Interest paid on the amount borrowed to make the purchase = $6,000 Hence, cost base of the land (s. 110-25) = 100000 + 6000 = $ 106,000 Selling price of land = $ 100 Section 116-30, ITAA 1997 is relevant here as it outlines that the selling price which is considered for computation of capital gains would be always the value which is higher between the selling price and the market value[17]. Hence, for computation of capital gains, the market value of land on the date of sale i.e. $ 120,000 would be considered. Thus, capital gains = 120,000 106,000 = $ 14,000 Net capital gains (after offsetting pending capital losses) = 14000 2500 = $ 11,500 The above capital gains would be considered in FY2017 only since the agreement for sale was signed on June 30, 2017. Also, the discount method cannot be applied to lower capital gains liability on account of the holding period not being greater than 1 year. Thus, taxable capital gains for Charlotte on account of the land sale to her son amounts to $11,500. Lottery Earnings The winnings from lottery are not subject to personal income tax since there is no skill involved in the same and it is essentially driven by chance[18]. This is in line with the commentary forwarded in IT 2584 and also Coleman v Commissioner of Taxation[19] [1999] AAT 249. Thus, the winnings at the Aussie Big Lotto would not contribute to the assessable income. References Taxable Income Computation Net taxable income arising from lecturing = $ 85,183.2 Dividend (without considering franking credits) =$ 800 Total capital gains = $ 11,500 Hence, total taxable income for Charlotte for the year FY2017 = 85,183.2+800+11500 = $ 97,483.2 Sale of share portfolioeral/Capital-gains-tax/Deceased-estates-and-inheritances/Inherited-dwellings/CGT-exemptions-for-inherited-dwellings/ ATO, income Protection Insurance, ATO https://www.ato.gov.au/Individuals/Income-and-deductions/Deductions-you-can-claim/Other-deductions/Income-protection-insurance/ ATO, Seminars, conferences and education workshops, ATO https://www.ato.gov.au/Individuals/Income-and-deductions/Deductions-you-can-claim/Other-deductions/Seminars,-conferences-and-education-workshops/ ATO, Taxation Ruling IT 2584, ATO https://law.ato.gov.au/atolaw/view.htm?rank=findcriteria=AND~lotto~basic~exacttarget=EAstyle=javasdocid=ITR/IT2584/NAT/ATO/00001recStart=1recnum=11tot=12pn=ALL:::ALL%22 Barkoczy, operations, Foundation of Taxation Law 2015, (North Ryde, CCH, 2015) Deutsch, Robert, et. al., Australian tax handbook. (Pymont, Thomson Reuters, 2015) Gilders, Frank, et. al., Understanding taxation law 2015. (LexisNexis, Butterworths 2015) Sadiq, Kerrie, et. al., Principles of Taxation Law 2015, (Pymont,Thomson Reuters, 2015)

Communist China And Mao Tse-tung A Look Into Its Introduction To Commu

Communist China and Mao Tse-tung "A look into it's introduction to Communism and the Man who led them" DONNY CAMPBELL Dr. UMOETTE HISTORY OF THE FAR EAST MAY 3rd 1996 The Roots of Communist China To say that the Chinese Communist revolution is a non-Western revolution is more than a clich?. That revolution has been primarily directed, not like the French Revolution but against alien Western influences that approached the level of domination and drastically altered China's traditional relationship with the world. Hence the Chinese Communist attitude toward China's traditional past is selectively critical, but by no means totally hostile. The Chinese Communist revolution, and the foreign policy of the regime to which it has given rise, have several roots, each of which is embedded in the past more deeply than one would tend to expect of a movement seemingly so convulsive. The Chinese superiority complex institutionalized in their tributary system was justified by any standards le ss advanced or efficient than those of the modern West. China developed an elaborate and effective political system resting on a remarkable cultural unity, the latter in turn being due mainly to the general acceptance of a common, although difficult, written language and a common set of ethical and social values, known as Confucianism. Traditional china had neither the knowledge nor the power that would have been necessary to cope with the superior science, technology, economic organization, and military force that expanding West brought to bear on it. The general sense of national weakness and humiliation was rendered still keener by a unique phenomenon, the modernization of Japan and its rise to great power status. Japan's success threw China's failure into sharp remission. The Japanese performance contributed to the discrediting and collapse of China's imperial system, but it did little to make things easier for the subsequent successor. The Republic was never able to achieve ter ritorial and national unity in the face of bad communications and the widespread diffusion of modern arms throughout the country. Lacking internal authority, it did not carry much weight in its foreign relations. As it struggled awkwardly, there arose two more radical political forces, the relatively powerful Kuomintang of Sun Yat-sen and Chiang Kai-shek, and the younger and weaker Communist Party of China (CPC ). With indispensable support from the CPC and the Third International, the Kuomintang achieved sufficient success so it felt justified in proclaiming a new government, controlled by itself, for the whole of China. For a time the Kuomintang made a valiant effort to tackle China's numerous and colossal problems, including those that had ruined its predecessor : poor communications and the wide distribution of arms. It also took a strongly anti-Western course in its foreign relations, with some success. It is impossible to say whether the Kuomintang's regime would ultimately ha ve proven viable and successful if it had not been ruined by an external enemy, as the Republic had been by its internal opponents. The more the Japanese exerted preemptive pressures on China, the more the people tended to look on the Kuomintang as the only force that prevent china from being dominated by Japan. During the Sino- Japanese war of 1937, the Kuomintang immediately suffered major military defeats and lost control of eastern China. It was only saved from total hopelessness or defeat by Japan's suicidal decision to attack the United States and invasion of Southeastern Asia. But military rescue from Japan brought no significant improvement in the Kuomintang's domestic performance in the political and economic fields, which if anything to get worse. Clearly the pre-Communist history of Modern China has been essentially one of weakness, humiliation, and failure. This is the atmosphere in which the CPC developed its leadership and growth in. The result has been a strong determ ination on the part of that leadership to eliminate foreign influence within China, to modernize their country, and to eliminate Western influence from eastern Asia, which included the Soviet Union. China was changing and even developing, but its overwhelming marks were still poverty and weakness. During their rise to power the Chinese Communists, like most politically conscious Chinese, were aware of these conditions and anxious to eliminate them. Mao Tse-tung envisioned a mixed economy under Communist

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The practice of motivation is critical for every successful organization, just like other important measures to increase pe rformance; it is a tool that must be present in every healthy working environment. Being a previous pharmacist working in the public sector in Kuwait, the Author has come across this subject numerous times with different pharmacists, who had negative views of the matter in most times. However, there was no clear study which shows the true level of motivation that is being experienced in the sector, which is the reason for conducting this research. 1.2 Problem Definition The experience of motivation for pharmacists who work in the public sector is poor, compare with other healthcare professionals such as doctors, and compare to the pharmacists who work in the private sector in Kuwait. Therefore, the Author chose to examine the level of that motivation in a deeper manner to have clearer and more reliable view of the concept within the public sector of pharmacy, in addition to finding new methods which could improve the implementation of such practice. 1.3 Research Objective The main objective of this thesis is to define the level of motivation that is experienced within pharmacists working in the public sector in Kuwait. The sub-objectives can be classified into the following three measures: The first one is to determine the level of motivation that is experienced in the public pharmaceutical sector in Kuwait. The second objective is to determine whether there is an effect of motivation on the overall performance of pharmacists. The third and final measure is to explore new techniques and motivational methods that can be used in order to satisfy public pharmacists and fulfill their needs. 1.4 Research Questions The research shall consist of one major question and three minor ones. The major research question is: What is the experience of motivation for pharmacists who work in the public sector in Kuwait? The minor questions are as follows: What is the level of motivation that is experienced in the public pharmaceutical sector in Kuwait? What are the effects of motivation on the overall performance of pharmacists? What can be used as new techniques or new methods of motivation in order to satisfy public pharmacists and fulfill their needs? 1.5 Research Methodology For the research method, we will conduct personal interviews, which shall be done face to face to get the most reliable responses from pharmacists. The proposed methodological framework for this study, will be based largely on several motivational models that would be described later in chapter two, they are Maslow Hierarchy of needs, achievement motivational model, the two factor theory, the expectancy theory and the equity model. From those five models, a guiding criterion will be extracted and compared with the responses of the research questions. In addition to that, the role of management and supervision and its effects on motivation will be examined and compared to the characteristics of a motivational management which will be addressed in chapter 2. And finally, the interviewees will be asked for their recommendations and suggestions for newer and better motivational techniques and methods, to be implemented by the Ministry of Health. 1.6 Data Analysis Method After collecting the qualitative data, they will be analyzed using different criteria. The analysis will basically list the answers of the participants and find the relationships between them with the assistance of weighing frequencies of repentant responses to reach a better conclusion. The conceptual framework will be based on five motivational theories (Maslows hierarchy, achievement model, two-factor theory, the expectancy theory, and the equity theory), which is the base for analyzing the findings. The impact of positive motivation implementations will also be discussed with the selected pharmacists, in addition to an interpretation of their recommendations on improving the motivational process within the Ministry of Health. 1.7 Thesis Structure The structure of the thesis will be based on five main chapters, they are listed below: Chapter one: Introduction. Chapter two: Literature Review. Chapter three: Research Design and Methodology. Chapter four: Data Analysis, Findings and Discussion. Chapter five: Conclusion, Recommendations and Further Research. The next chapter will present our literature review. CHAPTER 2: LITERATURE REVIEW 2.1 Introduction Motivation is a global concept, recognized worldwide today; it is a necessary tool for all different kinds of organizations to survive and grow, and most importantly to succeed. Below is a literature review for the term motivation. It includes different definitions of the term in addition to other terms related to motivation. Different theories on motivation will be mentioned and reviewed briefly to better understand the meaning and limitations of the term motivation. Successful tools to achieve the desired motivation will also be addressed and explained, as well as a review on the different mechanisms used by organizations to motivate their employees. And finally, there will be a review on employee motivation techniques used including a few examples from the best motivational companies in Kuwait. 2.2 Motivation So, who are the motivated workers? According to Myers (1964), when Texas Instruments Incorporated conducted a six year of research and study on the subject of motivation during the 1950s, they came up with the following conclusion1: Employees are motivated to work more effectively when they have a job that is challenging, because it might give them some interest in the job, more enjoyable work, a possibility of recognition, and a since of achievement when they accomplish the task. They become dissatisfied when those noted factors are missing from their jobs. They may also become dissatisfied by some negative factors related to the job itself including astringent rules, no breaks, low status, and low levels of salary or fringe benefits. This study was conducted by a company which experienced a tremendous growth in the 1950s, their annual sales rose from $2 million to over $200 million, along with their employee force which had risen from 1,700 to 17,000 in that decade. This success was accomplished because of their brilliant management philosophy, which provided employees with opportunities that allowed them to explore their works and efforts, and even set their own goals. In addition, the culture was a very friendly and informal one, as employees had very close relationships and strong communication links. Despite that success, the growth was not for long after those years, and employees were no longer highly motivated as before, because there were poor managerial skills in understanding the concept of motivation and how each employee can be motivated. This was in the 1950s; today the main idea or the concept of motivation still have the same old parameters, but with some improvements and modifications after many long studies by many of scientists and philosophers. To best understand the term motivation, one must start with the definition. 2.2.1 Definition of Motivation For the purpose of this thesis, we will keep the definition of (The Collins business Dictionary, 2002) regarding the concept of motivation. In that perspective, motivation is defined as the force or process which impels people to behave in the way that they do. In a work setting, motivation can be viewed as that which determines whether workers expand the degree of efforts necessary to achieve required task objectives2. Furthermore, here is another explanation of the term: motivation represents the forces acting on or within a person that causes the person to behave in a specific, goal-directed manner3. In addition, the online business dictionary (business dictionary , 2009) defines it as the Internal and external factors that stimulate desire and energy in people to be continually interested in and committed to a job, role, or subject, and to exert persistent effort in attaining a goal. Motivation is the energizer of behavior and mother of all action. It results from the interactions among conscious and unconscious factors such as the (1) intensity of desire or need, (2) incentive or reward value of the goal, and (3) expectations of the individual and of his or her significant others4. Since the term motivation is being defined, one must address some terms which are highly related to motivation, including: job satisfaction, job commitment, and job loyalty. Job satisfaction is the satisfaction that an individual gains (or does not gain) from his or her job. It is generally believed that satisfied employees will be more highly motivated and will work more productively than dissatisfied employees. Job dissatisfaction may lead to absenteeism, job turnover, industrial actions, and etc2. Commitment is the state of being bound emotionally or intellectually to a course of action or to another person or persons2. It is a well known fact that job satisfaction strongly leads to job commitment, which later leads to loyalty. Furthermore, job loyalty is another state led to by motivation, and it is a measure of commitment based on obligation or, in consumer preferences, degree of satisfaction2. 2.3 Theories of Motivation Over the years, many researchers have looked into the human psychology and studied the human nature to understand the process of motivation. They have come up with many theories which are being thought now to millions of students around the globe. Below this paragraph there is an overview of some of the most recognized theories of motivation worldwide, starting with the need theories: Maslows hierarchy of needs, and David C McClellands achievement motivation model. 2.3.1 Motivating Employees through Satisfying Human Needs 2.3.1.1 The Needs Hierarchy Theory The hierarchy of needs theory is one of the most recognized theories in the subject. It was found by Abraham Maslow, who published an article in 1943 under the title A theory of human motivation, which was developed later into the hierarchy of needs theory in Maslows Motivation and Personality book in 19545. The hierarchy model is shown in figure 2.1, as presented in the following website (making it clear.com, 2007)6: (Figure 2.1) Maslows Needs Pyramid or Maslows Needs Triangle Taken from (making it clear website, 2007) Maslow has based his theory on the fact that people are motivated by certain types of needs, he classified them into five levels based on their importance to people, and they are in ascending order: physiological, security, affiliation, esteem and self-actualization. He then arranged them in a hierarchy showing the order in which these needs are fulfilled from bottom to top5. According to Maslow, these human needs can be classified into lower and higher levels of needs, the lower levels or factors of needs has to be satisfied and fulfilled before the higher ones, which means they must be satisfied in order, so that a person can be motivated, and reach a high level of achievement in life5. The model indicates that when one need is satisfied, another one becomes important, which means that the lowest level of needs  (physiological)  must be  fulfilled  in  order to  move to the higher one (security), and so on, until one reaches  self-fulfillment 3. In other words, each level of needs is a motivator, which when satisfied, does not motivate anymore, and the higher level is now the motivator5. Firstly, Physiological needs. They are the first and lowest level of the hierarchy, they are the most basic needs which are necessary for the continuation of life, and they include: the desire for food, water, air, and sleep3. It can safely be said that no human being can live without the physiological needs, which is why they are sometimes called survival needs. They must be satisfied in order for a person to move up the hierarchy, and be motivated by the next level of needs5. Secondly, security needs. They occupy the second level of the pyramid, and are sometimes called safety needs, as they include the need for safety, stability and absence of pain, threat or illness3. When it comes to work, these needs may cause the preference for a safe and secure job, with a health insurance benefit for example. They include financial security, as they may cause people to open savings accounts for the security of their future, or to take different types of insurances for example, the insurance against accidents4. When this level is satisfied, a person may move to the next level5. Thirdly, Social needs, which can be explained as the needs someone wants from society, such as friendship and the feeling of belonging3. This level of needs deals with the emotions of the human being, every person needs to feel accepted and loved by others, and as most people do, a human may belong to a group, which can be a small one like family and friends, or a large one such as clubs, religious parties, or even gangsters. In the case that this emotional need was not fulfilled, a person may be lonely and experience some mental disorders such as anxiety or depression3. Esteem is the next level in the pyramid, and it is the desire to feel respected and self worthy, and thereby boost the self-esteem. People need to be valued by other people, they need to be accepted by what they are and recognized for their activities and contributions in order to feel self-valued. The imbalances of this need can lead to low self-esteem, which can cause psychological conditions such as depression3. The highest and last need is Self-actualization, which only appears when all the levels have been satisfied, and involves people recognizing their full potential, and be the best as they can be at what they do3,which can be best seen with self-employed people3. 2.3.1.2 The Achievement Motivation Model This model of motivation has been identified by David C McClellands in 1961. He proposed the idea that there are three important types of needs; they are achievement, authority/power, and affiliation needs. These needs were found to be present in every worker especially within managers, and the degree of which need is dominant can be seen in the workers attitude and behavior at work, which is based on their motivational status7. The ones, who are motivated by achievement, can be seen competing against a high standard, having difficult and challenging goals, and always seeking achievements and advancements in their jobs3. The authority/power motivated ones always strive for authority and leadership. They need to be leaders and have their ideas prevail. In addition, they want to be influential, make an impact in work and on other workers, and reach high personal status3. The affiliation motivated persons are team players; they are motivated by friendly relationships with others, as they need to be liked and always have close friendships7.   The McClelland theory proposed that all people have a combination of these needs, however not in the same level. The level of which particular need is dominant can be seen in someones attitude and behavior at work. He thinks that the managers, who are strongly affected by affiliation motivation, always need to be liked, which in turn affects their decision-making criteria. While authority motivated workers will posses a high level of commitment and work ethics, and in most cases are managers or leaders, unless they do not have the required skills or flexibility for the job. In addition, McClelland thinks that the best leaders are the ones with strong achievement motivation, however they may have some difficulties in leading their staff into believing and having as much dedication to what they want to achieve7. In his theory, McClelland proposed that achievement-motivated people are characterized by the following attitudes3: They set their own goals, because of their high selectivity of matters; they cannot accept other people to draw goals for them. They take full responsibility in their decisions and results, if they succeed they want the credit, and if they do not, they do not mind the blame. To them, Achievement is valued more than financial reward. They prefer achieving their goals to receiving praise or getting recognition. They do not consider a financial reward as a goal; to them it is just a measure of success. They are not highly concerned about Security, or about their status. They like nothing more than a reliable feedback for their work, not to get an appraisal or something of that matter, but to measure their work and see how successful they have been. They always seek better ways to do things, and improve their methods. they are highly selective for jobs which have higher satisfaction for their needs, which means they choose jobs which have greater responsibilities and opportunities for them to set their own goals and achieve them, for example they can work as managers, or in the sales department, in addition to many of them work as entrepreneurs. Next, there is a description of another category of motivation models, which is based on job designs. 2.3.2 Motivating Employees through Job Design 2.3.2.1 The Two-Factor Theory In 1959, Frederick Herzberg and his associates developed a famous theory of motivation known as the two-factor theory, or the motivator- hygiene model of motivation. He studied people to know what the factors that causes them to be satisfied at work, and the ones that causes dissatisfaction to them. He then came up with a list of factors and classified them in two categories: motivators and hygiene factors8. Motivators are the factors that satisfy people at work, in addition to generating positive feeling; they include recognition, achievement, advancement, responsibility, and challenging work. They are called intrinsic factors, because they are related to the job itself 3. Hygiene factors on the other hand, are factors which usually gives negative feelings to individuals, and may affect job dissatisfaction if they were absence, hence the term hygiene, because in the absence of hygiene, health can deteriorate. They include: job security, working conditions, salary, relationship with co-workers and supervisors, company policy and fringe benefits. They are called extrinsic factors because they are external to the job, not directly related to the job itself 8,3. 2.3.2.2 The Job Characteristic Model This is one of the most famous models of motivation, proposed by Hackman Oldham (1976), and it is highly used in designing jobs in many organizations5. It is related to Herzbergs model to a great degree, as it proposes the use of motivation factors at a workplace, and limiting the hygiene factors to minimum9. The model includes five main characteristics of any job, they are: skill variety, task identity, task significance, autonomy and job feedback. It proposes that the levels of all these characteristics should be increased in order to create a motivational environment at the workplace3. The first characteristic is skill variety, which is the amount and the types of skills and competencies required by a certain job. Some jobs are a daily routine activity and require too little from an employee to get them done, while other jobs require certain competencies and skills from individuals which can make them more interesting. Next is task identity, and it is the identification of the complete work needed to complete a task by an employee, from beginning to end, with an identifiable outcome3. Task significance is another characteristic, and it is described as the amount of importance and necessity of a given task, and whether it is worth doing and would have an impact on other people and society, or if it would not make a big difference when it gets done. The fourth characteristic is autonomy, and it is the amount of empowerment and control provided in certain jobs, which increases their importance in peoples minds. The last one is job feedback, which gives indications on an employee performance and effectiveness; therefore a job should be formulated in ways which allow superiors to measure the performer as simply and accurately as possible3,9. The model proposes that the levels of these five characteristics should be increased, because they have strong effects on three psychological aspects in humans, they are3: Experienced meaningfulness of the tasks performed. Experienced personal responsibility for task outcomes. Knowledge of the results of task performance. In the end, the model states that if these three status were raised in a human being, that individual will be highly satisfied at the job and strongly motivated to work. Next, there is another category of motivation models, which is based on performance expectations. 2.3.3 Motivating Employee through Performance Expectation 2.3.3.1 The Expectancy Theory The link between motivation and the expectancy theory was defined by Condrey as: Motivation is a product of the individuals expectancy that a certain effort will lead to the intended performance, the instrumentality of this performance to achieving a certain result, and the desirability of this result for the individual, known as valence10. The theory was found by Victor Vroom in 1964, a business professor at Yale School of Management , it proposes the idea that people become motivated to do a certain job when they believe they will get a certain reward that they want and expect. They make an estimation of the desired results, and based on that they act and behave in a way which will help them get to those results. It predicts that individuals within an organization can be motivated when they believe that10: More effort exerted will yield better performance at a job. Better performance will result in desirable organizational rewards, such as salary increment. These rewards are valued by the performer and satisfy the needs Satisfying the need is worthwhile doing better and giving the required effort to the proposed job. However, Victor Vroom together with his associates Edward Lawler and Lyman Porter thought that the link between peoples behavior at work and their goals was not exactly as simple as previous scientists had proposed. He believed that the performance of an employee is based on three major psychological factors, which can create a strong motivational force to that employee, they are9: Valence: refers to how people feel about and the level of satisfaction they get from the outcomes and rewards of completing their jobs, such as money, promotion, and satisfaction. On the one hand, an outcome is said to be a positive valent if an employee prefers having it. On the other hand, an outcome which an employee does not want to have is known as a negative valent. An outcome which an employee is indifferent about are said to have zero valence. Expectancy: it is the belief of employees that their actions will lead to certain outcomes, and their confidence in what they can do. Instrumentality: This is the belief of employees that they will get what has been promised to them after completing the task successfully. Vroom proposed that the belief of an employee in these three factors helps psychologically in building a motivational force which makes that employee happy and avoiding negativity. Hence, the theory describes the mental procedure of motivation, as people make choices based on their understanding and behavior 3. 2.3.4 Motivating People through Equity 2.3.4.1 The Equity Model The Equity Theory was developed by J. Stacy Adams in 1962; it describes how an employee perceives that the outcome reward of a certain job is being fair, after completing one which is expected to be satisfying9. The theory can be measured against other employees in a work place, or even employees from different organizations. Normally this measurement results in three different perceptions: they will feel they are fairly rewarded, under rewarded, or over rewarded. Unless they feel fairly rewarded, they will act in a way as to reduce inequity. Because they always try to measure what they put in a job (input) and what they get from it (output). Examples of employees inputs and outputs can be found in table 2.1 3: Table 2.1 Examples of employee inputs and outputs in a job: Inputs Outputs Attendance Recognition Personal skills Fringe benefits Commitment and effort Responsibility Level of education Sense of achievements Past experiences Job perquisites (parking space or office location) Performance Job security Personal appearance Promotion and growth Social status Salary Technical skills Seniority benefits Training Status symbols Support of collogues Working conditions (Taken from J Slocum, Jr. (2007) Fundamentals of organizational behavior) The Equity Theory is built on the belief that, employees who think their rewards are fair and equal to their contributions, are the most motivated ones, The same goes for the ones who belief they are being rewarded in a similar manner as their peers. On the other hand, employees may become demotivated when they belief that their input is greater than the output. They may become depressed and not satisfied with their status, and show many negative reactions9. Therefore, managers must be fair and give their employees their fair share of rewards, based on their actions and inputs. They should understand how to balance inputs and outputs fairly, so that they give each employee fair and deserved rewards, which in turn improves employee motivation and thereby gives them more job satisfaction9. As mentioned before, managers must understand the balance of inputs and outputs of their employees; because employees measure their inputs differently, in addition to the fact that they may prefer different types of rewards. For example, a working mother may prefer more flexible working hours to an incentive9. At the end, managers should make sure their employees do not feel under rewarded, because then they will be demotivated, which should be avoided in any organization that wants to be successful. They should reward them fairly and equally based on their efforts, contributions, expectations, and peers 11. 2.3.4.2 The Procedural Justice Theory This theory was proposed by Rawls (1971), and it is based on fairness just like the previous equity model; however it is not based on the outcomes or the outputs, but on the fairness of the process of making decisions5. The theory measures the procedure of making decisions in an organization, which can be fair or unfair, and affects employee motivation and job satisfaction9. Procedural justice can be very important and essential to every company or organization, because it has a great effect on employees. When they perceive a procedure as fair, they become highly motivated to work and improve their inputs at their jobs. On the other hand, if they think the procedure is unfair they may be dissatisfied and demotivated to work9. A good example can be seen in most companies is pay raise determination, if employees perceive fairness of the decision, they will be satisfied, and visa versa. Sometimes, the fairness of such decision can be more satisfying than the raise itself, because the human being highly values equity and fairness. Employees may also judge the process of layoffs within a company, as the survivors would judge the fairness of the decision and become highly affected by it, and if it was a fair decision, they would become highly satisfied and more committed to their job. However if the decision was unfair, they may become demotivated and even have fear about their job status, which usually leads to seeking jobs elsewhere 3. Another examples is students, especially hard workers who put so much efforts in their studies, they expect to get good grades for their hard work, but sometimes they are misjudged or marked unfairly, which can be seen when they compare their results or marks with each other, and when they think the marking procedure was unfair, they become hugely dissatisfied9. 2.3.5 Other Theories of Motivation There are many theories and models of motivation, which are not widely recognized as the ones explained before; here is a review of some of them: 2.3.5.1 The Incentive Theory of Motivation According to Kerr (1995), a reward can be very effective in boosting employee motivation. Whether it was tangible or intangible, when a reward is presented to an employee after a certain behavior or performance, it is more likely that the same desired performance will occur again. In addition, the sooner the reward is given the better, as its effect would be larger in employees minds, and later on, this performance becomes a habit by that employee12. However, as the author has noted, there might be some difficulties applying the technique efficiently by managers, because they should make sure that the reward is not just a simple reward, it should be some kind of a reinforcer, which is like a reminder to employees of the incentive they get for what they did, and later on this becomes embedded in their behavior, and a continuous source for motivation, and job satisfaction. 2.3.5.2 The Drive-Reduction Theory The theory was proposed by C. Hull (1940), who suggested that when a person experiences some kind of a biological drive or arousal to do something, that person will experience a driving force to do that thing. And whenever that person does the action, then the action would be reinforced. For example: when a person is hungry and wants to eat, there would be a drive to do so, but as soon as that person eats, the forced drive becomes reduced. However, the theory was not considered very successful because it did not explain clearly the motivation process9. 2.3.5.3 The ERG (Existence, Relatedness and Growth) Theory Suggested by Clayton Alderfer in 1969, who followed up on Maslows needs theory. He reestablished the order of needs into three categories: the existence category including Physiological and safety needs, the relatedness category including affiliation and esteem needs, and the growth category including self-actualization and needs 13, 9. 2.3.5.4 The Goal Setting Theory This is based on the idea that when an employee sets a goal for oneself, he/she will have to increase performance to achieve t Motivating Pharmaceutical Employees in Kuwait Motivating Pharmaceutical Employees in Kuwait The pharmaceutical sector in Kuwait has never been considered by the Government to be as important as the other healthcare or even many other professional sectors, like engineering for example. It has always been viewed as a less important profession with a very small number of professionals relatively to other jobs in the country. However, Pharmacy is a necessity in Kuwait and in every country, in addition to the obvious increment of the number of pharmacists who join the field every year, especially since the beginning of the last decade after Kuwait University launched its first pharmaceutical department in 1997. Therefore, these pharmacists must be heard and understood like every other profession in Kuwait, they have potential and needs which must be considered and met whenever possible by the Government. One of these needs or even necessities is motivation. The practice of motivation is critical for every successful organization, just like other important measures to increase pe rformance; it is a tool that must be present in every healthy working environment. Being a previous pharmacist working in the public sector in Kuwait, the Author has come across this subject numerous times with different pharmacists, who had negative views of the matter in most times. However, there was no clear study which shows the true level of motivation that is being experienced in the sector, which is the reason for conducting this research. 1.2 Problem Definition The experience of motivation for pharmacists who work in the public sector is poor, compare with other healthcare professionals such as doctors, and compare to the pharmacists who work in the private sector in Kuwait. Therefore, the Author chose to examine the level of that motivation in a deeper manner to have clearer and more reliable view of the concept within the public sector of pharmacy, in addition to finding new methods which could improve the implementation of such practice. 1.3 Research Objective The main objective of this thesis is to define the level of motivation that is experienced within pharmacists working in the public sector in Kuwait. The sub-objectives can be classified into the following three measures: The first one is to determine the level of motivation that is experienced in the public pharmaceutical sector in Kuwait. The second objective is to determine whether there is an effect of motivation on the overall performance of pharmacists. The third and final measure is to explore new techniques and motivational methods that can be used in order to satisfy public pharmacists and fulfill their needs. 1.4 Research Questions The research shall consist of one major question and three minor ones. The major research question is: What is the experience of motivation for pharmacists who work in the public sector in Kuwait? The minor questions are as follows: What is the level of motivation that is experienced in the public pharmaceutical sector in Kuwait? What are the effects of motivation on the overall performance of pharmacists? What can be used as new techniques or new methods of motivation in order to satisfy public pharmacists and fulfill their needs? 1.5 Research Methodology For the research method, we will conduct personal interviews, which shall be done face to face to get the most reliable responses from pharmacists. The proposed methodological framework for this study, will be based largely on several motivational models that would be described later in chapter two, they are Maslow Hierarchy of needs, achievement motivational model, the two factor theory, the expectancy theory and the equity model. From those five models, a guiding criterion will be extracted and compared with the responses of the research questions. In addition to that, the role of management and supervision and its effects on motivation will be examined and compared to the characteristics of a motivational management which will be addressed in chapter 2. And finally, the interviewees will be asked for their recommendations and suggestions for newer and better motivational techniques and methods, to be implemented by the Ministry of Health. 1.6 Data Analysis Method After collecting the qualitative data, they will be analyzed using different criteria. The analysis will basically list the answers of the participants and find the relationships between them with the assistance of weighing frequencies of repentant responses to reach a better conclusion. The conceptual framework will be based on five motivational theories (Maslows hierarchy, achievement model, two-factor theory, the expectancy theory, and the equity theory), which is the base for analyzing the findings. The impact of positive motivation implementations will also be discussed with the selected pharmacists, in addition to an interpretation of their recommendations on improving the motivational process within the Ministry of Health. 1.7 Thesis Structure The structure of the thesis will be based on five main chapters, they are listed below: Chapter one: Introduction. Chapter two: Literature Review. Chapter three: Research Design and Methodology. Chapter four: Data Analysis, Findings and Discussion. Chapter five: Conclusion, Recommendations and Further Research. The next chapter will present our literature review. CHAPTER 2: LITERATURE REVIEW 2.1 Introduction Motivation is a global concept, recognized worldwide today; it is a necessary tool for all different kinds of organizations to survive and grow, and most importantly to succeed. Below is a literature review for the term motivation. It includes different definitions of the term in addition to other terms related to motivation. Different theories on motivation will be mentioned and reviewed briefly to better understand the meaning and limitations of the term motivation. Successful tools to achieve the desired motivation will also be addressed and explained, as well as a review on the different mechanisms used by organizations to motivate their employees. And finally, there will be a review on employee motivation techniques used including a few examples from the best motivational companies in Kuwait. 2.2 Motivation So, who are the motivated workers? According to Myers (1964), when Texas Instruments Incorporated conducted a six year of research and study on the subject of motivation during the 1950s, they came up with the following conclusion1: Employees are motivated to work more effectively when they have a job that is challenging, because it might give them some interest in the job, more enjoyable work, a possibility of recognition, and a since of achievement when they accomplish the task. They become dissatisfied when those noted factors are missing from their jobs. They may also become dissatisfied by some negative factors related to the job itself including astringent rules, no breaks, low status, and low levels of salary or fringe benefits. This study was conducted by a company which experienced a tremendous growth in the 1950s, their annual sales rose from $2 million to over $200 million, along with their employee force which had risen from 1,700 to 17,000 in that decade. This success was accomplished because of their brilliant management philosophy, which provided employees with opportunities that allowed them to explore their works and efforts, and even set their own goals. In addition, the culture was a very friendly and informal one, as employees had very close relationships and strong communication links. Despite that success, the growth was not for long after those years, and employees were no longer highly motivated as before, because there were poor managerial skills in understanding the concept of motivation and how each employee can be motivated. This was in the 1950s; today the main idea or the concept of motivation still have the same old parameters, but with some improvements and modifications after many long studies by many of scientists and philosophers. To best understand the term motivation, one must start with the definition. 2.2.1 Definition of Motivation For the purpose of this thesis, we will keep the definition of (The Collins business Dictionary, 2002) regarding the concept of motivation. In that perspective, motivation is defined as the force or process which impels people to behave in the way that they do. In a work setting, motivation can be viewed as that which determines whether workers expand the degree of efforts necessary to achieve required task objectives2. Furthermore, here is another explanation of the term: motivation represents the forces acting on or within a person that causes the person to behave in a specific, goal-directed manner3. In addition, the online business dictionary (business dictionary , 2009) defines it as the Internal and external factors that stimulate desire and energy in people to be continually interested in and committed to a job, role, or subject, and to exert persistent effort in attaining a goal. Motivation is the energizer of behavior and mother of all action. It results from the interactions among conscious and unconscious factors such as the (1) intensity of desire or need, (2) incentive or reward value of the goal, and (3) expectations of the individual and of his or her significant others4. Since the term motivation is being defined, one must address some terms which are highly related to motivation, including: job satisfaction, job commitment, and job loyalty. Job satisfaction is the satisfaction that an individual gains (or does not gain) from his or her job. It is generally believed that satisfied employees will be more highly motivated and will work more productively than dissatisfied employees. Job dissatisfaction may lead to absenteeism, job turnover, industrial actions, and etc2. Commitment is the state of being bound emotionally or intellectually to a course of action or to another person or persons2. It is a well known fact that job satisfaction strongly leads to job commitment, which later leads to loyalty. Furthermore, job loyalty is another state led to by motivation, and it is a measure of commitment based on obligation or, in consumer preferences, degree of satisfaction2. 2.3 Theories of Motivation Over the years, many researchers have looked into the human psychology and studied the human nature to understand the process of motivation. They have come up with many theories which are being thought now to millions of students around the globe. Below this paragraph there is an overview of some of the most recognized theories of motivation worldwide, starting with the need theories: Maslows hierarchy of needs, and David C McClellands achievement motivation model. 2.3.1 Motivating Employees through Satisfying Human Needs 2.3.1.1 The Needs Hierarchy Theory The hierarchy of needs theory is one of the most recognized theories in the subject. It was found by Abraham Maslow, who published an article in 1943 under the title A theory of human motivation, which was developed later into the hierarchy of needs theory in Maslows Motivation and Personality book in 19545. The hierarchy model is shown in figure 2.1, as presented in the following website (making it clear.com, 2007)6: (Figure 2.1) Maslows Needs Pyramid or Maslows Needs Triangle Taken from (making it clear website, 2007) Maslow has based his theory on the fact that people are motivated by certain types of needs, he classified them into five levels based on their importance to people, and they are in ascending order: physiological, security, affiliation, esteem and self-actualization. He then arranged them in a hierarchy showing the order in which these needs are fulfilled from bottom to top5. According to Maslow, these human needs can be classified into lower and higher levels of needs, the lower levels or factors of needs has to be satisfied and fulfilled before the higher ones, which means they must be satisfied in order, so that a person can be motivated, and reach a high level of achievement in life5. The model indicates that when one need is satisfied, another one becomes important, which means that the lowest level of needs  (physiological)  must be  fulfilled  in  order to  move to the higher one (security), and so on, until one reaches  self-fulfillment 3. In other words, each level of needs is a motivator, which when satisfied, does not motivate anymore, and the higher level is now the motivator5. Firstly, Physiological needs. They are the first and lowest level of the hierarchy, they are the most basic needs which are necessary for the continuation of life, and they include: the desire for food, water, air, and sleep3. It can safely be said that no human being can live without the physiological needs, which is why they are sometimes called survival needs. They must be satisfied in order for a person to move up the hierarchy, and be motivated by the next level of needs5. Secondly, security needs. They occupy the second level of the pyramid, and are sometimes called safety needs, as they include the need for safety, stability and absence of pain, threat or illness3. When it comes to work, these needs may cause the preference for a safe and secure job, with a health insurance benefit for example. They include financial security, as they may cause people to open savings accounts for the security of their future, or to take different types of insurances for example, the insurance against accidents4. When this level is satisfied, a person may move to the next level5. Thirdly, Social needs, which can be explained as the needs someone wants from society, such as friendship and the feeling of belonging3. This level of needs deals with the emotions of the human being, every person needs to feel accepted and loved by others, and as most people do, a human may belong to a group, which can be a small one like family and friends, or a large one such as clubs, religious parties, or even gangsters. In the case that this emotional need was not fulfilled, a person may be lonely and experience some mental disorders such as anxiety or depression3. Esteem is the next level in the pyramid, and it is the desire to feel respected and self worthy, and thereby boost the self-esteem. People need to be valued by other people, they need to be accepted by what they are and recognized for their activities and contributions in order to feel self-valued. The imbalances of this need can lead to low self-esteem, which can cause psychological conditions such as depression3. The highest and last need is Self-actualization, which only appears when all the levels have been satisfied, and involves people recognizing their full potential, and be the best as they can be at what they do3,which can be best seen with self-employed people3. 2.3.1.2 The Achievement Motivation Model This model of motivation has been identified by David C McClellands in 1961. He proposed the idea that there are three important types of needs; they are achievement, authority/power, and affiliation needs. These needs were found to be present in every worker especially within managers, and the degree of which need is dominant can be seen in the workers attitude and behavior at work, which is based on their motivational status7. The ones, who are motivated by achievement, can be seen competing against a high standard, having difficult and challenging goals, and always seeking achievements and advancements in their jobs3. The authority/power motivated ones always strive for authority and leadership. They need to be leaders and have their ideas prevail. In addition, they want to be influential, make an impact in work and on other workers, and reach high personal status3. The affiliation motivated persons are team players; they are motivated by friendly relationships with others, as they need to be liked and always have close friendships7.   The McClelland theory proposed that all people have a combination of these needs, however not in the same level. The level of which particular need is dominant can be seen in someones attitude and behavior at work. He thinks that the managers, who are strongly affected by affiliation motivation, always need to be liked, which in turn affects their decision-making criteria. While authority motivated workers will posses a high level of commitment and work ethics, and in most cases are managers or leaders, unless they do not have the required skills or flexibility for the job. In addition, McClelland thinks that the best leaders are the ones with strong achievement motivation, however they may have some difficulties in leading their staff into believing and having as much dedication to what they want to achieve7. In his theory, McClelland proposed that achievement-motivated people are characterized by the following attitudes3: They set their own goals, because of their high selectivity of matters; they cannot accept other people to draw goals for them. They take full responsibility in their decisions and results, if they succeed they want the credit, and if they do not, they do not mind the blame. To them, Achievement is valued more than financial reward. They prefer achieving their goals to receiving praise or getting recognition. They do not consider a financial reward as a goal; to them it is just a measure of success. They are not highly concerned about Security, or about their status. They like nothing more than a reliable feedback for their work, not to get an appraisal or something of that matter, but to measure their work and see how successful they have been. They always seek better ways to do things, and improve their methods. they are highly selective for jobs which have higher satisfaction for their needs, which means they choose jobs which have greater responsibilities and opportunities for them to set their own goals and achieve them, for example they can work as managers, or in the sales department, in addition to many of them work as entrepreneurs. Next, there is a description of another category of motivation models, which is based on job designs. 2.3.2 Motivating Employees through Job Design 2.3.2.1 The Two-Factor Theory In 1959, Frederick Herzberg and his associates developed a famous theory of motivation known as the two-factor theory, or the motivator- hygiene model of motivation. He studied people to know what the factors that causes them to be satisfied at work, and the ones that causes dissatisfaction to them. He then came up with a list of factors and classified them in two categories: motivators and hygiene factors8. Motivators are the factors that satisfy people at work, in addition to generating positive feeling; they include recognition, achievement, advancement, responsibility, and challenging work. They are called intrinsic factors, because they are related to the job itself 3. Hygiene factors on the other hand, are factors which usually gives negative feelings to individuals, and may affect job dissatisfaction if they were absence, hence the term hygiene, because in the absence of hygiene, health can deteriorate. They include: job security, working conditions, salary, relationship with co-workers and supervisors, company policy and fringe benefits. They are called extrinsic factors because they are external to the job, not directly related to the job itself 8,3. 2.3.2.2 The Job Characteristic Model This is one of the most famous models of motivation, proposed by Hackman Oldham (1976), and it is highly used in designing jobs in many organizations5. It is related to Herzbergs model to a great degree, as it proposes the use of motivation factors at a workplace, and limiting the hygiene factors to minimum9. The model includes five main characteristics of any job, they are: skill variety, task identity, task significance, autonomy and job feedback. It proposes that the levels of all these characteristics should be increased in order to create a motivational environment at the workplace3. The first characteristic is skill variety, which is the amount and the types of skills and competencies required by a certain job. Some jobs are a daily routine activity and require too little from an employee to get them done, while other jobs require certain competencies and skills from individuals which can make them more interesting. Next is task identity, and it is the identification of the complete work needed to complete a task by an employee, from beginning to end, with an identifiable outcome3. Task significance is another characteristic, and it is described as the amount of importance and necessity of a given task, and whether it is worth doing and would have an impact on other people and society, or if it would not make a big difference when it gets done. The fourth characteristic is autonomy, and it is the amount of empowerment and control provided in certain jobs, which increases their importance in peoples minds. The last one is job feedback, which gives indications on an employee performance and effectiveness; therefore a job should be formulated in ways which allow superiors to measure the performer as simply and accurately as possible3,9. The model proposes that the levels of these five characteristics should be increased, because they have strong effects on three psychological aspects in humans, they are3: Experienced meaningfulness of the tasks performed. Experienced personal responsibility for task outcomes. Knowledge of the results of task performance. In the end, the model states that if these three status were raised in a human being, that individual will be highly satisfied at the job and strongly motivated to work. Next, there is another category of motivation models, which is based on performance expectations. 2.3.3 Motivating Employee through Performance Expectation 2.3.3.1 The Expectancy Theory The link between motivation and the expectancy theory was defined by Condrey as: Motivation is a product of the individuals expectancy that a certain effort will lead to the intended performance, the instrumentality of this performance to achieving a certain result, and the desirability of this result for the individual, known as valence10. The theory was found by Victor Vroom in 1964, a business professor at Yale School of Management , it proposes the idea that people become motivated to do a certain job when they believe they will get a certain reward that they want and expect. They make an estimation of the desired results, and based on that they act and behave in a way which will help them get to those results. It predicts that individuals within an organization can be motivated when they believe that10: More effort exerted will yield better performance at a job. Better performance will result in desirable organizational rewards, such as salary increment. These rewards are valued by the performer and satisfy the needs Satisfying the need is worthwhile doing better and giving the required effort to the proposed job. However, Victor Vroom together with his associates Edward Lawler and Lyman Porter thought that the link between peoples behavior at work and their goals was not exactly as simple as previous scientists had proposed. He believed that the performance of an employee is based on three major psychological factors, which can create a strong motivational force to that employee, they are9: Valence: refers to how people feel about and the level of satisfaction they get from the outcomes and rewards of completing their jobs, such as money, promotion, and satisfaction. On the one hand, an outcome is said to be a positive valent if an employee prefers having it. On the other hand, an outcome which an employee does not want to have is known as a negative valent. An outcome which an employee is indifferent about are said to have zero valence. Expectancy: it is the belief of employees that their actions will lead to certain outcomes, and their confidence in what they can do. Instrumentality: This is the belief of employees that they will get what has been promised to them after completing the task successfully. Vroom proposed that the belief of an employee in these three factors helps psychologically in building a motivational force which makes that employee happy and avoiding negativity. Hence, the theory describes the mental procedure of motivation, as people make choices based on their understanding and behavior 3. 2.3.4 Motivating People through Equity 2.3.4.1 The Equity Model The Equity Theory was developed by J. Stacy Adams in 1962; it describes how an employee perceives that the outcome reward of a certain job is being fair, after completing one which is expected to be satisfying9. The theory can be measured against other employees in a work place, or even employees from different organizations. Normally this measurement results in three different perceptions: they will feel they are fairly rewarded, under rewarded, or over rewarded. Unless they feel fairly rewarded, they will act in a way as to reduce inequity. Because they always try to measure what they put in a job (input) and what they get from it (output). Examples of employees inputs and outputs can be found in table 2.1 3: Table 2.1 Examples of employee inputs and outputs in a job: Inputs Outputs Attendance Recognition Personal skills Fringe benefits Commitment and effort Responsibility Level of education Sense of achievements Past experiences Job perquisites (parking space or office location) Performance Job security Personal appearance Promotion and growth Social status Salary Technical skills Seniority benefits Training Status symbols Support of collogues Working conditions (Taken from J Slocum, Jr. (2007) Fundamentals of organizational behavior) The Equity Theory is built on the belief that, employees who think their rewards are fair and equal to their contributions, are the most motivated ones, The same goes for the ones who belief they are being rewarded in a similar manner as their peers. On the other hand, employees may become demotivated when they belief that their input is greater than the output. They may become depressed and not satisfied with their status, and show many negative reactions9. Therefore, managers must be fair and give their employees their fair share of rewards, based on their actions and inputs. They should understand how to balance inputs and outputs fairly, so that they give each employee fair and deserved rewards, which in turn improves employee motivation and thereby gives them more job satisfaction9. As mentioned before, managers must understand the balance of inputs and outputs of their employees; because employees measure their inputs differently, in addition to the fact that they may prefer different types of rewards. For example, a working mother may prefer more flexible working hours to an incentive9. At the end, managers should make sure their employees do not feel under rewarded, because then they will be demotivated, which should be avoided in any organization that wants to be successful. They should reward them fairly and equally based on their efforts, contributions, expectations, and peers 11. 2.3.4.2 The Procedural Justice Theory This theory was proposed by Rawls (1971), and it is based on fairness just like the previous equity model; however it is not based on the outcomes or the outputs, but on the fairness of the process of making decisions5. The theory measures the procedure of making decisions in an organization, which can be fair or unfair, and affects employee motivation and job satisfaction9. Procedural justice can be very important and essential to every company or organization, because it has a great effect on employees. When they perceive a procedure as fair, they become highly motivated to work and improve their inputs at their jobs. On the other hand, if they think the procedure is unfair they may be dissatisfied and demotivated to work9. A good example can be seen in most companies is pay raise determination, if employees perceive fairness of the decision, they will be satisfied, and visa versa. Sometimes, the fairness of such decision can be more satisfying than the raise itself, because the human being highly values equity and fairness. Employees may also judge the process of layoffs within a company, as the survivors would judge the fairness of the decision and become highly affected by it, and if it was a fair decision, they would become highly satisfied and more committed to their job. However if the decision was unfair, they may become demotivated and even have fear about their job status, which usually leads to seeking jobs elsewhere 3. Another examples is students, especially hard workers who put so much efforts in their studies, they expect to get good grades for their hard work, but sometimes they are misjudged or marked unfairly, which can be seen when they compare their results or marks with each other, and when they think the marking procedure was unfair, they become hugely dissatisfied9. 2.3.5 Other Theories of Motivation There are many theories and models of motivation, which are not widely recognized as the ones explained before; here is a review of some of them: 2.3.5.1 The Incentive Theory of Motivation According to Kerr (1995), a reward can be very effective in boosting employee motivation. Whether it was tangible or intangible, when a reward is presented to an employee after a certain behavior or performance, it is more likely that the same desired performance will occur again. In addition, the sooner the reward is given the better, as its effect would be larger in employees minds, and later on, this performance becomes a habit by that employee12. However, as the author has noted, there might be some difficulties applying the technique efficiently by managers, because they should make sure that the reward is not just a simple reward, it should be some kind of a reinforcer, which is like a reminder to employees of the incentive they get for what they did, and later on this becomes embedded in their behavior, and a continuous source for motivation, and job satisfaction. 2.3.5.2 The Drive-Reduction Theory The theory was proposed by C. Hull (1940), who suggested that when a person experiences some kind of a biological drive or arousal to do something, that person will experience a driving force to do that thing. And whenever that person does the action, then the action would be reinforced. For example: when a person is hungry and wants to eat, there would be a drive to do so, but as soon as that person eats, the forced drive becomes reduced. However, the theory was not considered very successful because it did not explain clearly the motivation process9. 2.3.5.3 The ERG (Existence, Relatedness and Growth) Theory Suggested by Clayton Alderfer in 1969, who followed up on Maslows needs theory. He reestablished the order of needs into three categories: the existence category including Physiological and safety needs, the relatedness category including affiliation and esteem needs, and the growth category including self-actualization and needs 13, 9. 2.3.5.4 The Goal Setting Theory This is based on the idea that when an employee sets a goal for oneself, he/she will have to increase performance to achieve t