Relationship Between Motivation And Performance

Relationship Between Motivation And Performance 1) To review the literature in order to understand the relationship between staff motivation and performance (including low absenteeism, reduced staff turnover etc.),and how increased empowerment of staff can improve staff motivation(including the comparison with the relevant motivating factors). 2) To review the literature in order to identify what is considered to be good practice in terms of both empowerment and recognition and to compare this with the current practice at the Bombay Hospital THE RELATIONSHIP BETWEEN STAFF MOTIVATION AND INDIVIDUAL PERFORMANCE Shortages can be a symptom of demotivation, poor management and lack of organizational support (Zurn et al., 2005). Shortages are resulting in heavy workload, which is a precursor to job stress, and burnout, which have also been linked to low job motivation. Nurses job motivation is an elusive concept, which is defined within its extrinsic and intrinsic values (Cowin, 2002). Extrinsic values encompass the tangible aspects of the job including wages, benefits and bonuses, whereas intrinsic values include status, recognition, personal and professional development opportunities, and other similar factors (Cowin, 2002). Reasons for nurse demotivation have been well documented in the nursing literature. Such reasons include lack of involvement in decision-making, poor relationship with management, low salaries and poor benefits, lack of job security, poor recognition and lack of flexibility in scheduling (Albaugh,2003). Nurse demotivation has been also linked to emotional exhaustion and b urnout, Which can affect patient outcomes (Aiken et al., 1997). Furthermore Shields Ward (2001) and Tzeng (2002) has also stated that improper motivation is a primary predictor of nurses intent to leave (Shields Ward, 2001; Tzeng, 2002). A study conducted in the United States presented evidence showing that demotivated nurses were 65% more likely to have intent to leave compared to the motivated counterparts (Shields Ward, 2001). Other predictors of intent to leave vary from other motivation factors like low salaries and fringe benefits, inflexible work schedule (Coomber Barriball, 2007; Hayes et al, 2006), career advancement prospects (Tzeng, 2002, Rambur et al., 2003), in addition to poor management and job stress (Rambur et al., 2003). Nurses turnover is linked to situational factors (Larrabee et al., 2003) such as low levels of motivation (Tzeng, 2002). It is worth noting that improper motivation has also been found to be a better predictor of intent to leave as compared to the avail ability of other employment opportunities (Shields Ward, 2001; Purani Sahadev 2007). A study by El-Jardali et al. (2007) also found a negative correlation between motivation and intention to leave in Lebanese nurses. Their studys main objective was to examine the impact of motivation as a predictor variable on intention to leave used as dependent variable in the study. The finding of the study reveals that the main cause of the dissatisfaction and hence intention to leave was negatively associated with hospitals motivation schemes such as compensation and incentives (extrinsic rewards). Purani and Sahadev (2007) used motivation with multi-faceted construct as predictor variable and examine its impact on intention to leave among the nurses in India. Assuming one of the role as interaction and communication with clients and patient of both profession is common, their study also used experience as moderating variables to examine how working experience could affect motivation and inte ntion to leave relationship. Purani and Sahadev (2007) found that employees with long stay at workplace had higher level of motivation and would not incline to quit. Their finding also suggested that motivation and intention to leave relationship framework must also have other demographic variables consideration into the model of motivation and intention to leave. Pearson and Chong (1997) also examined the impact of job content and job information on motivation among Malaysian nurses in large public sector hospital. They found that job information is stronger predictor to nurses motivation and therefore argued that intrinsic factors such as job information and organization commitment also influence nurses motivation. However, they did recommend that motivation with information cues available to nurses are crucial to determine nurses motivation which may lead to intent to leave or higher job burnout, if not available. Tzeng (2002) examined the impact of working motivational factors a s well as job satisfaction factors as independent variables on nurses intention to leave in cross-sectional study in Taiwan. He found that low levels of motivation, emotional exhaustion and burnout and to the poor social image of the nursing profession influenced nurses intention to leave in Taiwans hospitals. This study therefore, suggested that motivation is a multi-faceted construct and should have both intrinsic as well as extrinsic factors to measure job satisfaction (Tzeng, 2002). HOW MOTIVATION AFFECTS EMPLOYEE PERFORMANCE The extent to which employees are motivated in their work depends on how well those employees are able to provide output in their job. Motivation is expected to have a positive effect on quality performance. Employees who are characterized by a high level of motivation show a higher work and life satisfaction. Having a high level of motivation is therefore in itself valuable for employees and a decrease in motivation might affect employees negatively. The motivation leads to high level of initiative and creativity from the employee and where monitoring is difficult, motivation is therefore extremely important for ensuring high quality performance. In Armco Health Center, the quality of employee performance is measured by three individual measures of employee performance. The first measure of the individual performance items is a self-rating measure of employee performance through a program called SAP. The performance of the employee asks to indicate eight-points scale how well the em ployee is doing the job. The second measure of the performance of the Armco Health Center is the extent to which the nurses are willing to conduct tasks that are not part of their job description. The employees are asked to report on the SAP about their willingness to perform additional tasks that are not expected from them regularly and to think constructively about how the organization they work for could be proved. Last item that measure the performance of the nurses are the number of days they were absent. EMPOWERMENT AND STAFF MOTIVATION Nursing is increasingly broad in scope and encompasses an ever widening range of work behaviors and role responsibilities. However, they work within a climate of uncertainty and disempowerment along with high organizational demands placing them under considerable stress (1,2). This condition threatens both physical and emotional wellbeing of nurses and the profession itself and may results to low nurses commitment which in turn may contribute to disengagement or withdrawal of nurses from their organizations (3,4). Consequently, threatens organizational functioning and the quality care, since low nurses commitment leads to absenteeism or poor performance (5). However, the nurses low commitment is being a problem in many countries, Aiken et al(6) have cautioned that the health care workforce faces the serious risk of losing one in five registered nurse for reasons other than retirement. Supportively, several other studies revealed that the turnover rate for hospital registered nurse is among the highest rates found for professional and technical occupational groups (7,8). In addition, in 2002 the Joint Commission on Accreditation of Health Care Organizations (JCAHO) recorded that current annual registered nurse turnover rates range from 18% to 26% (9). Moreover, Victorian Governmental Department of Human Services Research suggests that at low levels of job satisfaction and organizational commitment, retention of nursing staff is difficult and this in turn increases absenteeism (10). The Kingdom of Saudi Arabia, like many other countries is also suffering from nursing low commitment which evidenced by registered nurses high turnover rate and resignation(11). However, some national studies and articles highlighted that governmental sectors in Riyadh city were suffering for many years from high turnover rate of nurses that reached to 70% in some hospitals and resulted in high nurses shortage (12,13) . Along with working condition, salary, nursing disempowerment and uncertainty being cited to explain why the nurses exhibit poor work performance or uncommitted to their organization. In a research conducted by Attree (17) that studies the relationship between nurses perception regarding their control and governance , revealed that registered nurse were dissatisfied with their governance, perceived lack of control over their everyday practice and commented on a popular perception that they had become disempowered , lacked influence and asserted that they have fairly little power. Its the managers and physicians who have the power, not nurses. Both managers and physicians decided, told and expected from the nurse to just get on with it, without discussion, or negotiation. As Salvage (18), nurses may see themselves as skilled practitioners, but the public still clings to its old image of the nurse as the doctors handmaiden. This indicates that nurses are not powerless due to lack in competence, motivation, and/or information, but because lack of awareness and enabling system and structure. Foser and Hoggett (19) termed this situation as a Do more with less culture where rhetoric is designed to empower the exhausted workers by emphasizing their commitment to organizational goals . However, disparity between the nurses desired and perceived autonomy and control over daily job activities interferes with nurses attempts to perform according to their expectations as professionals and may contribute to disengagement and withdrawal from the profession of nursing (17). Parallel to this is the national view of nursing in Saudi culture. Abu- Zinada (11,20) stated in many articles that the nurses were disempowered, and have a feeling of uncertainty. In contrast, she saw that the nurse has the right to make decisions that are separate of the physician ones. Moreover, Al-morshed (21) considered that the nurses were not assistants to the physician or that their role is limited to giving injection or helping a patient, since the nursing is a science before everything. Thus, creating conditions that foster a sense of empowerment in healthcare settings are critical to both employee wellbeing and organizational success(22) . For employee well-being, empowerment offers opportunities for learning, development, and playing a more active role in operational decisions through the personal development and involvement in decision making. As a result, employees can sense their feelings of self-worth, meaningfulness, job satisfaction and morale that result from their contributions and control or autonomy over their work. Additionally, empowerment is essential for enhancing nurses role, strengthening the professional image, and continuously improving the healthcare system. It allows the nurses to perform in a professional manner by being more autonomous, responsible and participative (23). For organizational success, many hospitals uses the concept of empowerment as a retention strategies to improve nurses commitment by fostering the desire not to leave the organization for selfish interests or marginal gains, and increase willingness to work by making personal sacrifice, performing beyond normal expectations , endure difficult times with an organization and increasing acceptance of organizations values and goals . As a consequence, nurses will be less burned-out and more engaged in their work and will contribute to organizational effectiveness (24). Although, the concept of empowerment is frequently used in health services and in nursing ,particularly in relation to the quality of care, since the mission of nursing is to provide safe and quality nursing care thereby enabling patients to achieve their maximum level of wellness(25). Also empowerment play a significant role in the management of job stress and job satisfaction as well as in nurse attraction and retention ( 26). Hence, creating healthy work conditions that empowered nurses and provide freedom to act according to their expectation as a professional, may be a fruitful strategy for nurse managers and administrators to retain nurses who currently work by promoting their commitment to the organization, especially in a critical care settings. Nowadays, many seek power but few possess it. Nurses are not exception (Marquis and Huston, 2000). In health care settings, an unequal power base exists among administrator, physicians, and nurses as a result of the competing goals of administration and the coexistence of multiple lines of authority (Sabiston and Laschinger, 1995). The rigidity of hierarchical rule-bound structures has been specifically blamed for nurses inability to sufficiently control the content of their practice (Laschinger and Havens, 1996). Kanter (1993) proposed that an individuals effectiveness on the job is influenced largely by organizational aspects of the work environment. This author identified power and access to opportunities to learn and grow, as structural determinants affecting the behavior of the individual. This power is derived from the ability to mobilize information, support, and resources necessary for getting the job done. Access to these empowering structures is influenced by the degree of formal and informal power an employee has in the organization (Kanter,1993). Formal power evolves from having a defined job that affords flexibility, visibility and centrality to organizational purpose and goals whereas informal power is determined by the extent of employees networks and alliances with sponsors, peers, and subordinates within the organization. Access to these empowering structures has a positive impact on employees, resulting in increase in their job satisfaction, level of organizational commitment and feelings of autonomy. Consequently, employees are more productive and effective in meeting organizational goals (Dutcher and Adams, 1994 ; Laschinger et. al., 1999). Nurses autonomy or control over work was seriously limited by unequal power relationships with medical staff, which enhanced physician power and restricted the nurses freedom, and consequently hindered their empowerment (McParland et al., 2000). To achieve excellence in nursing requires empowered staff nurses in order to be effective in their roles, and to be more autonomous (Marquis and Huston, 2000). Nurses who perceive them to be empowered are more likely to enhance client care through more effective work practice. Thus by providing the sources of job-related empowerment and autonomy, work methods and outcomes could be improved (Kanter, 1993; Sabiston and Laschinger, 1995). EMPOWERMENT IMPROVES MOTIVATION Empowerment. Thomas and Velthouse (1990) define empowerment as personal power that flows from professional growth, which is correlated with job satisfaction. Klakovich (1995) further states that the empowerment of nursing staff may be the critical variable in achieving positive organizational outcomes while maintaining the caring values of the nursing profession Klakovich (1996) defines three dimensions of empowerment as reciprocity, synergy, and ownership. Empowerment is a reciprocal leader-follower relationship that advances and aligns strategies, both organizational and individual (Klakovich, 1995). The Reciprocal Empowerment Scale tool reports in three subscales: reciprocity and synergy sub-scales represent the interactive leader/follower process; the ownership subscale represents the outcomes . Reciprocity involves a leadership behavior pattern of sharing power, support and information. Empowerment Research has shown correlations between nursing leadership job satisfaction and e mpowerment (Laschinger et al., 2003; Mrayyan, 2004). In recent years, the idea of empowerment has become popular in the nursing literature (Kluska et al., 2000; Laschinger Finegan, 2005). The review of the literature reveals empowerment being used in various contexts; such as, mental health, chronic care, and health promotion (Dahlgaard Dahlgaard, (2003), Paterson(2001) . In these contexts, the concept of empowerment incorporates positive and respectful relationships through constant dialog (Ellefsen Hamilton, (2000) Prybil( 2003). Morrison, Jones, and Fuller (1997) performed a non-experimental descriptive study that explored the effects of leadership style and empowerment on nursing job satisfaction. The participants included various nursing personnel, such as nurse managers, nursing assistants, nursing clinical leaders, licensed practical nurses and staff nurses. The researchers examined how staff nurses perceived empowerment The researchers results in their variance analysis i ndicated a statistically significant difference in empowerment among different job classifications within the organization Empowerment accounted for more variance with job satisfaction for licensed personnel than for unlicensed personnel, as well as, for differing by type of satisfaction. The researchers findings indicate the importance of empowerment to staff nurse job satisfaction. They also show the contribution of empowerment to job motivation and how they vary by personnel. This study gives reason for performing this research study that examined the relationship of nurse empowerment and motivation Furthermore, studies have shown that Indian nurses had a moderate empowerment level and their actual work empowerment perception was significantly lower than their expectation (Huang, Lin, Hsu, Chen, Huang, 2003). The findings also showed that nurses had the lowest score on participation in decision making. Researchers pointed out that the nursing leaders tended to use authority and might only consult several members opinions for decision making. The opportunity for nurses to participate in decision making is limited. As such, frontline nurses might think decision making is the managers responsibility, not theirs (Mok Au-Yeung, 2002). Participation can be seen as the highest level of empowerment. Nurses level of participation in decision making (PDM) can be used as an important indicator of empowerment. In western health care system, it has been found that the area where nurses prefer to be involved in decision-making is more related to the context of nursing practice, such as nursing unit operation (Blegen et al., 1993). Yet, in Indian nurses PDM is still not well studied. The extent to which nurses prefer to be or are actually involved in decision making is still not clear. Laschinger and Finegan (2005) surveyed 273 medical, surgical and critical care nurses concluding that structural empowerment had a direct effect on organizational trust and respect, job motivation and commitment. An important addition to the understanding of empowerment in nursing education was another finding that empowerment increased motivation level of the nurses (Falk-Raphael, Chinn, Anderson, Laschinger, Rubotzky, 2004) Work empowerment has been linked to many other important organizational outcomes, such as job motivation, organizational commitment, lower levels of job stress and empowering leader behaviors (Spence-Laschinger, Tuer-Hodes, 2003). Hollinger-Smith and Ortigara (2004) stated that nurses perceptions of work empowerment are related to commitment to and trust in the organization, autonomy, participation in organizational decision-making, and job motivation. Increased autonomy and work motivation have been directly linked to nurse retention and increased patient satisfaction (Hollinger-Smith Ortigara, 2004). Empowering work environments can also influence nurses ability to practice in a professional manner, ensuring excellent patient care and positive organizational outcomes. Organizational changes have a direct effect on the work environment and may contribute to higher rates of demotivation, burnout and absenteeism among staff (Kuokkanen, Savikko Doran, 2007). Factors of empowerment c an also provide a way to measure the effects of organizational changes (Kuokkanen et al., 2007). To achieve excellence in nursing requires empowered staff nurses in order to be effective in their roles, and to be more autonomous (Marquis and Huston, 2000). Nurses who perceive them to be empowered are more likely to enhance patient care through more effective work practice. Thus by providing the sources of job-related empowerment and autonomy, work methods and outcomes could be improved (Kanter, 1993; Sabistonand Laschinger, 1995). In Sochalskis (2002) survey of nurse empowerment , it was found that 1 out of 3 staff nurse participants (manager and staff level) were dissatisfied and hence demotivated in their job. Increasing job satisfaction, as it positively correlates with empowerment and organizational commitment, is a strategy to help retain employees (Laschinger, Finegan, Shamian, Casier, 2000). As patient care becomes more technologically advanced and complex, (requiring greater experience on the part of nursing staff to perform the job correctly), workplace stability and a utonomy become invaluable in a hospital setting (Laschinger et al,2000.). Many researchers have concluded that building collaborative decision making teams will empower both nursing and managerial staff; which boosts morale and work performance (Cowin, 2002 Kluska et al., 2004). Ellefsen and Hamilton (2000) concluded that nurse empowerment encourages nurses in management positions to perform their duties efficiently and with confidence and competence. Research suggests when hospital leadership encourages subordinate empowerment; there is a direct link to increased subordinate job satisfaction and motivation (Laschinger, Finegan, Shamian, Wilk, 2001). Evidence has shown that empowered nurses shift their self-perceived role from that of a subordinate to collaborator; which encourages consensus building, improves job ownership, improves trust and the followers motivation, sense of responsibility and organizational commitment( Wagner ,2006 Watson, 2002). Empowerment not only increase s job motivation, but inspirational and visionary transformational leadership encourages the highest level of staff efficiency and productivity (Keuter, Byrne, Voell, Larson, 2000; Moss Rowles, 1997). Masi (2000) concluded that empowerment provides opportunities for choice and promotes autonomy, which allows subordinates to demonstrate their competencies. The espoused benefits of empowerment The supposed benefits of empowerment can be broadly divided into two areas: benefits for the organization; and benefits for the individual. Much of the empirical research into empowerment has focused on organizational benefits assuming that these are the driving force behind attempts to engender empowered working (Cunningham et al., 1996). Certainly the motivation for managerial adoption of empowerment is typically driven to help managers manage and improve work organization and job performance, not to primarily create an environment that is beneficial for the employee (Psoinos and Smithson, 2002). Global competition and a changing business environment have prompted organizational change in response to increased pressures to improve efficiency and performance (Lawler et al., 1992). It has been argued that organizations with higher levels of empowerment have demonstrated improvements in various economic performance areas (Applebaum et al., 1999). The economic benefits of empowerment s pecifically may be difficult to assess as often it is introduced as part of a broader initiative such as BPR and TQM (Psoinos and Smithson, 2002). Despite the espoused organisational benefits Argyris (1998) argues that empowerment has still not delivered the promised benefits, remaining a myth rather than reality. While it could be argued that the primary motive for empowerment is initially driven by the need to improve the economic performance of the organisation, benefits to the individual employee have also been identified. Nykodym et al. (1994) found that employees who consider themselves empowered have reduced conflict and ambiguity in their role, as they are able to control (to a certain extent) their own environment. They suggested that this reduces emotional strain on the employee. Similarly, it has been suggested that empowered employees have a greater sense of job satisfaction, motivation and organisational loyalty (Koberg et al., 1999, Spreitzer et al., 1997). Empowerment cannot only impact attitudes but it can also impact on performance, specifically employee productivity (Koberg et al., 1999) and employee effectiveness (Spreitzer et al., 1997). Overall the literature points to many potential benefits to both organisations and employees like if the workplace empowerment is successful, then it produces a win-win situation (Lashley, 1999). However, despite the strong support for empowerment in theory, in practice empowerment may exist in rhetoric only and control is the reality for employees (Sewell and Wilkinson, 1992). Although it may be considered that employee empowerment will improve organizational performance but it is possible that empowered employees are not necessarily more motivated or have higher levels of job satisfaction (Collins, 1999). Thus the benefits of empowerment should not be assumed to automatically occur nor should the rhetoric of empowerment be confused with the reality. Measurement of the employee benefits is very difficult t o achieve. Unlike organisational benefits which can be measured using objective facts, individual benefits are much more complex. Certain objective measures, such as absence and turnover rates have been applied in this context (Psoinos and Smithson, 2002). However, it is often considered that softer measures of employees attitudes may provide informative insights omitted by other more tangible measures (Psoinos and Smithson, 2002). FACTORS IMPORTANT FOR MOTIVATING EMPLOYEES One of the most perplexing healthcare retention issues is keeping newly licensed nurses from leaving after just a year or two of employment in the clinical setting (Zucker, Goss, Williams, Bloodworth, Lynn, Denker, et al., 2006). Kovner, Brewer, and Djukic (2007) presented evidence that 13% of newly licensed 1490 RNs had changed principal jobs after one year, and 37% reported that they felt ready to change jobs. Nurses leave the profession mainly because of low pay and poor job satisfaction (DiMeglio, Padula, Piatek, 2005)Hence pay and motivation at workplace are very important factors of retaining the staff. Therefore, nurse leaders are faced with two challenges: to recruit sufficiently qualified nurses and to establish rewarding work cultures that promote retention. Recruiting a younger generation of nursing staff members and meeting retention demands of cross-generational nurses will be a challenge like no other previously seen in healthcare (Cordinez, 2002). Newly licensed nurse s recruitment and retention into the workplace are fundamental strategies for ensuring that healthcare systems have the continued capacity to deliver patient care (Berliner Ginzberg, 2002). Understanding why newly licensed registered nurses choose to remain in nursing is an essential component of recruitment and retention strategies. Despite a recent four year trend of increasing nursing school enrollment and graduation of qualified nurses (American Association of Colleges of Nursing, 2005), the latest data on the shortage of RNs in the United States is estimated to reach about 500,000 by 2025 (Buerhas, Staiger, Auerbach, 2000.This study shows that nursing shortage is going to increase and hence motivating factors like pay,proper work environment and empowerment are necessary for retaining the experienced nurse staff. Hecker (2005) predicts that more than one million new and replacement nurses will be needed by the year 2014. The problem is that many of the newly licensed nurses w ill not remain in nursing and will choose to leave the profession within four years of graduation from a nursing program (Sochalski, 2002). In a study by Bowles and Candela (2005), 30% of newly licensed RNs left their first nursing position within one year of employment, and 57% left their first nursing position within two years of employment.This study further provides evidence that adds to the case study done by Kovner, Brewer, and Djukic (2007) which also adds to data and evidence that nurses are leaving their profession due to lack of empowerment and motivation in hospitals. The nursing shortage and the high incidence of turnover among newly licensed nurses within the first year of employment need to be investigated. It is well documented that nurses are leaving the profession because they are dissatisfied with current working conditions and not because they are disenchanted with the ideal of nursing, which originally attracted them to the profession (Lynn Redman, 2005; Strachota, Normandin, OBrien, Clary, Krukow, 2003). There is limited research that addresses newly licensed registered nurses career choices post-graduation. The future of nursing rests in the ability to recruit and retain upcoming generations to the profession.Currently, however, there is limited knowledge concerning what influences the decisions of newly licensed registered nurses to remain in nursing. Thus, the objective of this study was to identify factors that influence newly licensed registered nurses decision to remain in nursing. The shortage of people entering professional nursing, nurses dissatisfaction, and high turnover of newly licensed registered nurses are issues of concern. The national shortage in the nursing workforce highlights the critical importance of encouraging nurses to remain in practice. Evidence suggests that a shortage of nurses is detrimental not only to quality of patient care, but also to staff morale, which in turn affects staff retention (Wilson, 2006). The socialization and assimilation of newly licensed nurses into the healthcare system is a pivotal event that influences the retention of nurses (Aiken, Clarke, Sloane, Sochalaski, Silber, 2002). Professional socialization and work readiness are contributing factors to the retention of newly licensed registered nurses. The transition from student to new nurse is a vital period in several ways. It is the quality of this transitional experience that is likely to influence new nurse retention (Clare van Loon, 2003; Duchsch er, 2001; Ewens, 2003). Professional socialization, a potential buffer to the effects of reality shock, includes the acquisition of knowledge, skills, identity, occupational traits, values, norms, and self-concept (Mamchur Myrick, 2003). The process of professional socialization, from career choice to transition to enculturation to the practice setting is influenced by others, especially other nurses (Beck, 2000; Hinds Harley, 2001). It is this initial professional socialization of nurses that will determine the success or failure of retaining new nurses in the healthcare workplace. The increasing complexity of health services and the acuity of patient care create an expectation by the healthcare organization that the new nurse will hit the ground running (Cowin Hengstberger-Sims, 2006, p. 61). Furthermore, Cowin and Hengstberger-Sims believe the workplace expects newly licensed nurses to quickly fulfill their potential as knowledgeable workers, but the health organization remune rates newly licensed nurses at the lowest possible pay scale. These researchers asserted that incongruencies such as high level of stress related to responsibility and high workloads paired with minimum pay compound the effects of reality shock of nurses new to the field. The healthcare workplace demands work readiness from its newest nurses and the partnership of responsibilit

Key Events Leading to Revolutionary War Essay -- essays research paper

Events Leading to the Revolutionary War In the 18th century, world advances were made through ones connections. The closer relationship one had with the king, the better opportunity they have. Cronyism allows people with less talent to rise in society. However, living in colonies reduced the influence of cronyism. One could rise economically and socially through hard work and good fortune. In Britain, King George III appointed George Grenville as first minister with responsibility for solving the debt crisis of the Seven Years’ war. The British at home were highly taxed so it seemed reasonable to tax the Americans as well. The Parliament taxing the colonists without representation led to some of the key events leading to the American Revolution. The Stamp Act was a tax created by the Parliament that required people to buy stamps for paper transactions such as newspapers, legal documents and playing cards. The stamps were to be bought only with specie, which was hard to get because it was scarce. The colonists mostly used paper money or credit. This tax affected everyone in the colonies, from the wealthy to the poor, to business owners, to lawyers, and even commoners. Colonial assemblies saw the stamp act as infringement on their power. Not even people with authority in the colonies had a say on these taxes. Other groups saw it as a nuisance and as legislation that could increase cronyism and dependence on political connections. The colonists protested against the Stamp Act; they threatened and attacked the people who distributed the stamps and formed groups to lead protests. The â€Å"Sons of Liberty† was a group who led some of the protests and also organized networks to boycott British goods. In 1776 the Stamp Act w as repealed. The king and the Parliament both agreed that the Stamp Act was a bad idea but still felt that the colonists needed to be taxed. The Parliament then put out the Declatory Act which asserts the right to tax Britain including all of its colonies. Since Parliament felt that the Colonists still needed to be taxed, the Townshend Revenue Act of 1767 conceived by Charles Townshend was passed. This was a tax on imported goods such as paint, teas, glass, paper and lead. It also authorized courts to crack down on smuggled merchandise. This tax was not any better than the Stamp act. â€Å"It raised revenue without the approval of colonial assemblies and... ...ed the First Continental Congress. They met to discuss the declaration of their rights, but were not ready to declare independence. They took a militant stance by saying â€Å"Everyone qualified to fight should learn ‘the art of war as soon as possible, and†¦appear under arms at least once a week† (Ayers 143). They also created an economic boycott, ending all trade with Great Britain. The Committees of Observation and Safety was made to enforce the ban on local trade through elected local committees. King George III considered this as a rebellion and took forceful action in the battles of Lexington and Concord. Only 8 colonists died and out of 700 British soldiers, 73 died and 202 were missing or wounded. They were harassed back to Boston and surrounded by militias. Being taxed by the parliament only makes the colonists realize that they don’t need to take orders from the British anymore. Resisting those taxes became a war for independence. They no longer need to have ties to a country that they have nothing to do with. By protesting against the parliament the colonists were finding that they can self-govern themselves, rather than having to rely on the parliament to do it for them.

Breadfruit Analysis / Reactions

Breadfruit is a short poem written by English poet Philip Larkin. The poem is composed of only two stanzas, each composing of eight lines. The poem is about the failure of men to mature when they dream of unrealistic things, as referred in line14 of the second stanza—the demise of a fantasy of living a life that resembles that of a life in a tropical paradise amidst the reality of life. The title â€Å"Breadfruit† is misleading because the poem is not exactly about the fruit itself. In fact the speaker does not even know what Breadfruits are.â€Å"†¦Whatever they are. † (line 2 and 17). The fruit bears no significance except as an ornament for the native girls. The first line, â€Å"Boys dream of native girls who bring breadfruit. † (line 1) shows readers images of a tropical island paradise where native girls are stereotypically innocent and offer foreigners, in the poem’s case, the boys, a tropical fruit which is breadfruit. As mentioned, the use of breadfruit is insignificant; it may have been just a random tropical fruit that Larkin chose.He could have used coconuts, bananas, or any fruit that is typically found in tropical areas. The third line and fourth lines â€Å"As bribes to teach them how to execute/ Sixteen sexual positions on the sand;† (3-4). This sexual aspiration is of course from the point of view of the day dreaming boys. Although tropical island girls may have been stereotyped (thanks mostly to the movies) as innocent, willing to explore anything types, I don’t think island girls would give an offering as it were, just to satisfy their sexual desires. Specifics again do not matter in this poem.Just as the Breadfruit, at least in my opinion does not bear significance, the number of sexual positions does not really have any symbolic meaning. It could have been just an aesthetic technique of Larkin to relate the number sixteen to the age of the island girls that were willing to offer breadfru it for sex. And again, it is just the product of the boys’ fantasies so the number may be relatively higher to emphasize the unrealistic fantasy. The rest of the lines in the first stanza, lines 5-8, are about the result of the island girls sleeping with the boys.â€Å"This makes them join (the boys) the tennis club,/Jive at the Mecca, use deodorants, and/ On Saturdays squire ex-schoolgirls to the pub/ By private car. † (5-8). The lines suggests that once the island girls have slept with the boys, they would be civilized and let go of their island ways. In a sense, it shows the corruption that sex can possibly do. If the first stanza is all about the dream, then the second stanza is about the realization that these dreams are exactly what they are—dreams. The daydreaming ends, the boys change into men and now they are in churches, probably with their wives, and in offices.â€Å"Such uncorrected visions end in church/ Or registrar:† (9-10). The speaker men tions that these dreams are visions that are â€Å"uncorrected† meaning the speaker too realizes that it is wrong to dream of such things. The rest of the lines, except for the last two which is somewhat a repetition of the first two lines, are all about realities of life in contrast to the fantasies of the first stanza. The lines give examples of negative realities; â€Å"A mortgaged semi†¦, a widowed mum having to scheme with money; illness; age.† These examples show that life has more serious things to attend to other than wandering off in a daydream in an island with innocent, promiscuous girls. The theme of the poem does not have to be thought of that much because the speaker mentions it perfectly at the last lines of the poem. â€Å"Maturity falls, when old men sit and dream/ Of naked native girls who bring breadfruit/ Whatever they are. † (14-16). It is immature for grown men to daydream if they have responsibilities to attend to. Reference Larkin, P . (1961). Breadfruit. Retrieved May 15, 2009. from http://www. philiplarkin. com/pom/pomcurrent. html

Jane Eyre By Charlotte Bronte - 1379 Words

Belonging, equality, and society verses self are all common ideas in the media. These themes will always be present in the world because humans are always searching for self-actualization, to be treated as equal or better, and to keep self-morals despite pressuring societies. The novel Jane Eyre by Charlotte BrontÃ'‘ explores these themes. Authors tend to write what they know and these themes can reflect how BrontÃ'‘ viewed the world around her. Charlotte BrontÃ'‘ uses Jane Eyre to explore 19th century feminism, sense of belonging and family, and how to keep individual morals when society does not favor those morals. Jane is a woman searching for where she belongs. In the exposition of the novel it is revealed that Jane has no knowledge of her†¦show more content†¦Rochester. This sense of belonging fades as well when Mr. Rochester’s true wife is revealed, and Jane once again has to move on. In moving on Jane’s family relations on her father’s side are discovered in the new friends she makes. Knowing that she has family that actually care about her causes her soul to feel at peace. â€Å"It seemed I had found a brother: one I could be proud of, - one I could love; and two sisters, whose qualities were such, that, when I knew them but as mere strangers, they had inspired me with genuine affection and admiration,† (338). The only thing missing in her view of the perfect family and belonging is Mr. Rochester, who she marries at the end of the novel. Her cousins still visit, she helps look after Adela and eventually has children of her own. Jane, while wanting to belong, still wants equality and respect. This theme presents itself while Ms. Eyre searches for where she belongs. Many times she believes she finds where and who she belongs with as a family only for her independent and passionate nature to cause problems. When Bertha, Mr. Rochester’s wife, is discovered, it is Jane, who refuses to keep her relationship with Mr. Rochester because she will not allow herself to be someone’s mistress. Jane refuses to belittle herself to the emotional and societal status of a mistress to appease the man she loves. Jane herself states that, â€Å"’I am no bird; and no net ensnares me; I amShow MoreRelatedJane Eyre By Charlotte Bronte1601 Words   |  7 Pagesfeminist, one must see it through the lens of the time and place Brontà « wrote it. Charlotte Brontà «Ã¢â‚¬â„¢s Jane Eyre was a feminist work in that Bronte expressed disdain for oppressive gender structures through the voice of Jane Eyre, and the acti ons of Bertha Mason. Jane Eyre was a steamy novel for its time, with imagery as blatantly concealed as Jane’s description of Rochester’s hand as being â€Å"rounded, muscular; and vigorous†¦long, strong†¦Ã¢â‚¬  (Brontà « 312) A modern reader might blush at the description and itsRead MoreJane Eyre By Charlotte Bronte1437 Words   |  6 Pagestools that depict history. One great work of art that portrays these constant struggles is Jane Eyre by Charlotte Brontà «. While addressing social issues of a governess, Brontà « also tackles Victorian society’s corrupt and unjust ideals by using different settings and characters such as Mr. Rochester and Gateshead Manor. In Jane Eyre, the depiction of a rigid social class restricts the protagonist, Jane Eyre, from marrying her love, Mr. Rochester. Sadly, Jane’s relationship is also jeopardized by passionRead MoreJane Eyre By Charlotte Bronte1374 Words   |  6 PagesJane Eyre by Charlotte Bronte Within the specter of the Gothic fictions arises the atmosphere of gloom, terror, and mystery with some elements of uncanny challenging reality. One major characteristic function of the Gothic fictions is to open the fiction to the realm of the irrational and perverse narratives, obsessions, and nightmarish terrors that hide beneath the literally civilized mindset in order to demonstrate the presence of the uncanny existing in the world known rationally through experienceRead MoreJane Eyre by Charlotte Bronte781 Words   |  3 PagesThrough her trials and tribulations, Charlotte Bronte has kept her passion for poetry alive and remains as one of the most influential British poets of all times. Even though she is one of the most famous female writers of all times, she is mostly famous for her most popular novel Jane Eyre. Charlotte Bronte has experienced more tragedy in her life than happiness by losing her mother and all five of her siblings. But, in her moments of tragedy, she expre ssed her feelings through poetry. As a resultRead MoreJane Eyre, By Charlotte Bronte949 Words   |  4 PagesSurrounded by witnesses, Jane stands in front of the minister, poised to take her marital vows as the mystery of Thornfield unravels. Unbeknownst to her, Rochester’s actual wife, Bertha Mason, is within close proximity.The knowledge of Bertha, and the mystery, will pose as a test to Jane s morals and her character. Through Jane Eyre, a powerful Victorian-era novel, Charlotte Bronte portrays the role of women in Victorian society while masterfully solidifying Jane’s role as its polar opposite: anRead MoreJane Eyre By Charlotte Bronte1714 Words   |  7 Pages Jane Eyre by Charlotte Brà ¶nte voiced the radical opinions of Brà ¶nte on religion, gender, and social class. Jane Eyre, a young orphan who lived with her vituperative aunt and cousins, strayed away from the Victorian ideals of a woman and established a new status for herself. Jane Eyre was originally written in 1827 and was heavily influenced by the late gothic literature of the 19th century. Gothic literary aspects such as supernatural occurrences, mysteries and dark secrets, madness and dangerRead MoreJane Eyre, By Charlotte Bronte1620 Words   |  7 PagesIt is often said that it is the role of literature to challenge and confront the conventional values of a society. In the novel, Jane Eyre, by Charlotte Bronte the idea of challenging and confronting conventional values is stressed often. Perhaps it is in relation to the author herself, as seen in the autobiographical elements recognizable throughout the novel. Some of these autobiographical elements include the form of which the novel is written in, called Bildungsroman where the story is focusedRead MoreJane Eyre By Charlotte Bronte1203 Words   |  5 PagesThe nineteenth-century Jane Eyre by Charlotte Bronte is considered to be a gothic novel. Gothic literature took place mostly in England from 1790 to 1830, falling in to the category of Romantic literature. The Gothic takes its roots from previous horrifying writing that extends back to the Middle Ages and can still be found in writings today by many authors including Charlotte Bronte. The strong description of horror, abuse, and gruesomeness in Gothic novels reveals truths to readers through realisticRead MoreJane Eyre, By Charlotte Bronte929 Words   |  4 PagesIn Jane Eyre, by Charlotte Brontà « explores how Jane wants to find love--not just romantic love but to value and sense of belonging. The book challenges how the language of middle-class love affects the way a character’s self-identity can alter the action, how Jane sees herself later when she found love and sense of belonging as independent women. When Jane was a child she struggles to find her own identity Jane begins to change through her journey once she realizes her own identity and this helpsRead MoreJane Eyre By Charlotte Bronte1359 Words   |  6 PagesFollowing the ex periences of Jane Eyre, Charlotte Bronte, expresses many elements of gothic literature throughout her novel Jane Eyre. In her perfect understanding of gothic literature, she expresses the three types of evil commonly found in gothic literature, including the evil of the supernatural, the evil within or the instinctual evil motives of humans, and lastly, the evil because of societal influence. Jane Eyre experiences all of these three evils with her aunt and three cousins with her residency

The Firm Movie Review - 1645 Words

About thE movie The Firm is a 1993 legal thriller directed by Sydney Pollack, and starring Tom Cruise, Jeanne Tripplehorn, Gene Hackman, Ed Harris, Holly Hunter, Hal Holbrook, and David Strathairn. The film is based on the 1991 novel The Firm by author John Grisham. Plot Mitch McDeere (Tom Cruise) is a young man with a promising future in law. About to graduate from Harvard Law School, he is approached by Bendini, Lambert amp; Locke, The Firm, and made an offer he cannot refuse. He and his wife, Abigail Abby (Jeanne Tripplehorn), move to Memphis, where The Firm is located. Avery Tolar (Gene Hackman) becomes his mentor at The Firm. Seduced by the money and gifts showered on him, including a house and car, he is at first totally†¦show more content†¦In actuality, in most US states this privilege only applies to crimes that have already been committed. The privilege does not apply if a lawyer knows that his client either is committing or will commit a crime. Accepting that he will not be allowed to practice law anywhere again, he swindles $10 million from the mob law firm, along with receiving $1 million of a promised $2 million from the FBI for his cooperation. After an extended manhunt involving the police, the firms lawyers, and hired t hugs courtesy of the Morolto family, Mitch escapes with Abby (and his brother Ray) to the Caribbean. In the film, apparently in order to preserve the protagonists personal integrity, Mitch steals no money from the Firm. Instead, he exposes a systematic overbilling scheme by the firm, thus driving a wedge between the mob (which in essence becomes complicit with Mitch) and its law firm (in the book, there is only one sentence that refers to overbilling). He receives a smaller amount of money from the FBI, which he gives to Ray, allowing him to disappear. This alters the character of the Mitch McDeere created by Grisham. Rather than capitalizing on his circumstances for personal gain, as in the book, the movies McDeere ends up battered and bruised, but with his integrity and professional ethics intact. Mitch also makes the FBI have toShow MoreRelatedSupply and Demand and Profit959 Words   |  4 Pagesorder to increase profit accurately. Firms or industries can increase profit in two ways: firms or industries can take advantage of a market with increasing demand, or firms or industries can find a way to lower the total costs of production. When demand within a market increases, the equilibrium price of the product increases along with the quantity sold at the equilibrium price. If the market structure is a perfect competition, an increase in demand allows firms or industries to raise the priceRead MoreMarketing and Honda Cr-v1405 Words   |  6 PagesMarket Strategies for the New CR-V Jayne Diaz BUS 620: Managerial Marketing Professor David Kalicharan February 6, 2012 Honda’s Market Strategies for the New CR-V The 2012 Honda CR-V recently came out with a commercial that spoofed the movie Ferris Bueller’s Day Off. The advertising and marketing strategies for this product will be analyzed in this paper. To begin, the paper will discuss some of the benefits that were highlighted about the new CR-V within the commercial. Next, marketRead MorePorter s Five Forces Framework992 Words   |  4 Pagesindustry in terms of its profitability. The most unattractive industry would be one approaching pure competition, in which available profits for all firms are driven to normal profit levels. The five-forces perspective is associated with its originator, Michael E. Porter of Harvard University. This framework was first published in Harvard Business Review in 1979. Each industry generates profits, and the industry competes against 5 competitive forces for the profits. If left unchecked, the industry’sRead More Casablanca as Political Propaganda Essay1082 Words   |  5 PagesCasablanca debuted in 1942, shortly following the bombing of Pearl Harbor and the United States entrance into World War Two, although there was plenty of anti-Nazism sentiment, the movie fueled these feelings. There is pro-Allied forces propaganda to support the war, from the scene with La Marseillaise, to the characters of Renault and Rick, and to the last scene. Although the majority of the French patriots were elated to sing their national anthem, it created tension with the German soldiersRead MoreA Familiar History : Corporate History And Employee Identification1525 Words   |  7 Pagesin family firms Badr Hadrioui (# 9761519) Mark Bellison lives in an alternate world where people haven’t developed the ability to lie and are thus unacquainted with fibs, noble lies, white lies, deceit, half-truths, and all sorts of dishonesty. In a world free of falsehoods, fiction is impossible and thus the entire movie industry consists in history lectures and depressingly blunt commercials. This is the premise of the 2009 movie The Invention of Lying. The assumption made in this movie, howeverRead MoreInside Job Movie Review1111 Words   |  5 PagesMovie Review of â€Å"INSIDE JOB† â€Å"Earth provides enough to satisfy every man s needs, but not every man s greed,† said Mahatma Gandhi and this is somewhat the crux of this movie. Inside Job is directed by Charles Ferguson, and it highlights the reasons and the consequences of the global financial crisis of 2008. This movie is basically related to recession that was caused by the inefficiency of the industry and the unfavourable banking practices. The director has conducted several interviews andRead MoreFilm Review: Shrek1061 Words   |  4 PagesShrek, a Movie for both Kids and Adults Cartoons are generally intended for children. There are adult cartoons but most of the animated movies are directed at kids because they make it easy to produce fantasies and make heroes children can associate themselves with. Latest developments in graphics and cinematic technology, however, can turn cartoons into real-like images. A good example of a film that displays this technology is Disneys Shrek (2001). Shrek is a cartoon but its makers used latestRead MoreEssay1224 Words   |  5 PagesMovie Review: Equilibrium 1 Movie Review: Equilibrium The movie Equilibrium is an excellent movie to relate to our Introduction to Sociology class. Equilibrium follows the life of John Preston, an elite member of a military team used to locate and destroy all things considered â€Å"sensory stimulating†. In this society all citizens are forced to take drugs that suppress all feeling and emotion. The reason for this is the leader â€Å"father† of this society believes emotion is the cause ofRead MoreLong Term Investment Decisions1308 Words   |  6 Pages Long-Term Investment Decisions (Course title) (Date) Introduction Long term capital decisions involve choosing how to finance long term projects. For a movie rental company, such decisions would include opening new shops in new markets or buying new machinery that would improve the firm’s technology. Before making such decisions, a firm has to do an analysis of the returns that the new project would bring against the cost outlay of the project. There are several ways of doing such an analysisRead MoreBlockbuster Analysis : Blockbuster Llc1616 Words   |  7 Pagesexperience was helpful in inventory activities and in determining which genres of films were the most saleable and rentable. Soon shares in the firm were purchased by a firm called Waste Management, which then initiated the company’s expansion, believing in the on-product model of the firm which then had mass appeal (Hyatt, 2003). Waste Management then purchased the firm and its franchises. After an almost-merger with Viacom, as the company’s share prices fell, Bloc kbuster was then purchased by Viacom in

Classical Conditioning And Operant Conditioning - 883 Words

The study of behaviorist psychology have allowed us to understand how we subconsciously engage in the learning process. As demonstrated by notably experiments conducted by Ivan Pavlov, B.F Skinner, and various others, our learning process can be--and normally is--significantly influenced by the social and physical world around us. Two particular examples of this are classical conditioning and operant conditioning. â€Å"Classical conditioning occurs when a natural stimulus produces a response after being paired with a stimulus that naturally produces a response† (Schacter). For example, in horror movies suspenseful music tends to precede dramatic events. If you get scared during horror movies, your fear is a natural response to the horror (the stimulus). When music (unconditioned stimulus) is paired with the horror, the music becomes a conditioned stimulus. So when we you hear the music, we feel a sense of fear. (Another example will be provided later on to elaborate on this c oncept). On the other hand, operant conditioning is â€Å"a type of learning in which the consequences of an organism’s behavior determine whether it will be repeated in the future† (Schacter). For example, being put on a time out will decrease the probability of a particular behavior, while being given an allowance for washing the dishes will increase the probability of that behavior. From studying these learning processes, various institutions in our society have begun utilizing them in their marketingShow MoreRelatedClassical Conditioning And Operant Conditioning1204 Words   |  5 Pagesknown as classical conditioning and operant conditioning. These forms of learning are very practical and can be seen and used in everyday life. Classical and operant conditioning are different forms of learning which have importance in everyday life and can be found in advertising, PTSD, and even lifestyle changes. To fully understand the importance of classical and operant conditioning, it is important to first understand what they are and how they are different. Classical conditioningRead MoreClassical Conditioning And Operant Conditioning1492 Words   |  6 Pages To expand upon the concepts of the two forms of conditioning listed above, three additional principals not previously listed for the sake of convenience are present in both forms of conditioning; these three principals-extinction, spontaneous recovery, and stimulus discrimination-are among the number of basic principals of conditioning that are found in most forms of conditioning. To explain, Extinction refers to the process by which the steady weakening or diminishment of a conditioned responseRead MoreClassical Conditioning And Operant Conditioning1249 Words   |  5 Pagestwo stimuli or a behavior and a learned stimulus. Associative learning is divided in to two central techniques, classical conditioning and operant condition. Classical and operant conditioning are basic methods of learning and conditioning is used to adapt a behavior or association through a stimuli or consequence (Ciccarelli, 2012). While classical conditioning and operant conditioning are key elements in associative learning, they have significant differences. A clear contrast between the two theoriesRead MoreClassical Conditioning And Operant Conditioning1693 Words   |  7 Pagesexamples of their work, as well as an exploration into the advantages and disadvantages that some of these approaches possess. Behaviourism is a theory of learning based upon the idea that all behaviours are attained through conditioning. Behaviourists believe conditioning occurs when we interact with the environment and that the environment we are in determines the way we respond to a stimulus. The behaviourist approach believes we learn behaviours through association between response and consequenceRead MoreClassical Conditioning And Operant Conditioning913 Words   |  4 PagesClassical Conditioning and Operant Conditioning There are two learning processes that are used, classical condition and operant conditioning. One learning process used is classical conditioning. Classical conditioning is a learning process in which a neutral stimulus becomes associated with a meaningful stimulus and acquires the capacity to elicit a similar response. I found two TV commercials that are excellent examples for classical conditioning. The first commercial I found is an Old Spice commercialRead MoreClassical Conditioning And Operant Conditioning1146 Words   |  5 Pageslearning is known as conditioning. Conditioning stresses the relationship between stimuli and responses. The two types of conditioning found are Classical conditioning and Operant conditioning. As stated before, learning may occur in different ways but Classical and Operant conditioning are two of several theories on learning which take the behaviorist approach. â€Å"Classical conditioning is an association of one event with another that results in a pattern of behavior.† Operant conditioning however, is â€Å"learningRead MoreClassical Conditioning And Operant Conditioning959 Words   |  4 Pagesthrough the experience of something. Two important associative learning styles that I learned that grasped my attention are classical conditioning and operant conditioning. These forms of learning are used everyday, and with that, people can categorize their certain behavior into places in which they fall in. The first type of associative learning is classical conditioning, which was discovered by Ivan Pavlov during an experiment. It is a learning process where a neutral stimulus becomes associatedRead MoreClassical Conditioning and Operant Conditioning1189 Words   |  5 Pagessimilarities between Classical conditioning and Operant conditioning? Many people believe that Classical and Operant are similar. Several people don’t know what the similarities and differences of Classical and Operant are, several people think it is the same learning method, which in this case I’m going to compare and contrast each behavior and give you information about each one, so you could have a better understanding of each method and what they do. Classical and Operant are very similar to eachRead MoreBehaviorism And Classical Conditioning And Operant Conditioning Essay1504 Words   |  7 Pagesfounders of the theory who are John B. Watson and B. F. Skinner. However, the information will foc us more on their early education and known achievements. Furthermore, you will find different theories regarding behaviorism such as classical conditioning and operant conditioning. In order to understand the difference and similarities between the two of them examples have been provided. To fully comprehend in what Behaviorism consists of, modern applications examples of the theory have been also includedRead MoreClassical Conditioning Vs. Operant Conditioning Essay1088 Words   |  5 Pages 1. a) Define Classical Conditioning and Behaviorism. b) Identify the two major characteristics that distinguish classical conditioning from operant conditioning. Classical Conditioning is a type of learning process of an individual when they come in contact with certain stimuli. According to Pavlov, a Russian psychologist, he developed several experiments on learning and he discovered that classical condition is the basic form of learning for an individual. However, according to Pavlov, behaviorism

Data entry in banking Essay Example For Students

Data entry in banking Essay The effectivity of informations entry plays an of import function in banking sector, which is one of the most of import sectors of Australian concern. The bank controls the pecuniary policies and co-ordinates between investors and borrowers. The state fiscal stableness depends on right coverage system, following with International Financial Reporting System ( IFRS ) criterions and reputable banking system. The information analysis aid bank to measure public presentation of each subdivision either in the metropoliss or in distant countries, which helps direction to offer services to clients in different parts harmonizing to their demands. This will heighten trust and long-run concern relationship with the consumers. Today Bankss offer broad scope of services and merchandises to the community, which includes different types of histories, place loans, insurances, recognition card services and retirement programs. In this competitory environment, informations analysis plays a critical function to a draw decision based on the efficiency. The information is recorded in two different ways either manual or electronically. There are many advantage and disadvantage of both systems. Harmonizing to Queensland Government ( Business.qld.gov.au, 2014 ) many little concern still prefer informations entry as a manual systems, nevertheless most endeavors preferred to follow electronic informations entry system. It is believed that electronic system is easier to enter information and studies can be prepared in different formats with graphical presentation. Both systems have their pros and cons in regard to its usage. Many little concerns use a simple, paper-based record maintaining system. The proprietor believes that it is less expensive to get down with. Datas can be corrected easy and minimizes the hazard of dual entry. As the information is recorded on paper therefore reduces the hazard of loss, corrupted information hazard is minimal and no demand to update accounting package for informations analysis. The little concern endeavors have besides noticed that manual informations and grosss can easy be stored in each month booklets, which correspond to monthly fiscal statement. At the same clip, concern income can be verified through bank statement. As all record is stored manually, it will be easier to bring forth for audit or revenue enhancement intent. On the other manus little concerns are traveling toward electronic informations entry system because they noticed that the manual informations entry requires intensive labour, clip consuming, and opportunities to lose record over period of clip, need storage infinite and stationary cost. Small concerns that had non adopted electronic system, are happening difficult to compare their public presentations to other endeavors of similar industry. Therefore happening it difficult to describe harmonizing to IFRS criterion. Most of medium to big concerns have adopted electronic informations entry system, because it bring forth studies as required by the direction to do speedy quality base determinations. The popularity of electronic system has grown over a period of clip, due to its efficiency, less storage infinite and automatically runs sums and generates concern study in short clip. New accounting software’s are introduced to enter concern minutess ( input and end product ) , employee inside informations, and stock on manus and plus inside informations. These studies help direction to keep safe work topographic point for staff, develop regular preventive care plan for equipment’s and reduces hazard of WHS and fire jeopardy in the workplace. The software’s besides support to bring forth orders, bills, staff paysheet and stock list studies for revenue enhancement intents. As this package saves elaborate information, so backup storage of this information is of import and necessary records are safely stored and on a regular basis backed up. All day-to-day backups’ with of import records are stored in a secured location in instance of fire, larceny or a natural catastrophe. Atomic Bomb EssayOther country that may impact indirectly employees are the ballad out of the office country, quality of the equipment, airing system may impact employees public presentation. If the office is congested, hapless airing and old on the job equipment, it lowers productiveness and increase banking mistake. As an hearer, it is noticed that most of online client services occupations are exported to overseas due to take down labor cost. Due to this displacement, there is likeliness of more informations entry mistakes. Non-English speech production states, where native talker could do errors in pass oning with client therefore compromise bank’s repute, supplying most of these services. ( Rtdonline.com, 2014 ) . Other large hazard in switching informations entry concern to overseas may take to transgress the confidentiality of the client, personal inside informations which may come across to different intelligence bureaus or a terrorist administration may endanger client safety. In this competitory environment, informations analysis plays a critical function to a draw decision based on the efficiency. The information is processed by manual and computerized system. In manual informations entry system, all the information is processed by manus, the users of this system may hold better apprehension of concern dealing, but to run into the challenges of the modern concern universe, computerised system has a great importance.. With the execution e-business, the Bankss have improved and automated many of its procedures, which had further enhanced their productiveness. The alone ‘Cloud backup’ calculating system provides installation to hive away informations on line.The debut of Oracle package helped Westpac to present its concern services to International criterions by supplying fiscal results in shortest clip and has resulted in cut downing operational and administrative cost. It is recommended that the bank should concentrate on supplying a healthy working environment for the staff, which will assist them bettering their work efficiency. The preparation plans besides play an of import function in bettering staff public presentation. The bank should besides see the privateness and ethical issues, while outsourcing the concern. Mentions: Barwick, H. , 2014.Westpac Australia apologises for on-line banking issues. Computerworld. Available at: lt ; hypertext transfer protocol: //www.computerworld.com.au/article/536984/westpac_australia_apologises_online_banking_issues/ gt ; . Business.qld.gov.au, 2014.Electronic and manual record maintaining | Queensland Government. Available at: lt ; hypertext transfer protocol: //www.business.qld.gov.au/business/starting/starting-a-business/record-keeping-business/electronic-manual-record-keeping gt ; . International Business Times, 2012.$ 10 Million Bank Error Puts ‘Runaway Millionaire’ on Trial. Available at: lt ; hypertext transfer protocol: //au.ibtimes.com/articles/341135/20120515/bank-error-million-westpac.htm # .U1m2IvmSxqU gt ; . Istart.co.nz, 2014.Westpac sees 376 % ROI from Oracle E-Business. Available at: lt ; hypertext transfer protocol: //www.istart.co.nz/index/HM20/PC0/PVC197/EX23019/CS25052 gt ; . Rtdonline.com, 2014.HOW TO MINIMIZE CLERICAL ERRORS IN Banking. Available at: lt ; hypertext transfer protocol: //www.rtdonline.com/BMA/BSM/16.html gt ; . 1