Early life of Giotto di Bondone Essay Example For Students

Early existence of Giotto di Bondone Essay Early lifeMuch of Giotto’s life story and imaginative improvement must be derived from the proof of enduring works (an enormous bit of which can't be ascribed to him with assurance) and stories that begin generally from the late fourteenth century on. The date of Giotto’s birth can be taken as either 1266/67 or 1276, and the 10 years’ contrast is of key significance in evaluating his initial turn of events and is critical to the issue of the attribution of the frescoes in the Church of San Francesco, in Assisi, which, if undoubtedly by Giotto, are his extraordinary early works. It is realized that Giotto kicked the bucket on Jan. 8, 1337 (1336, Old Style); this was recorded at the time in the Villani narrative. Around 1373, a rhymed form of the Villani account was created by Antonio Pucci, town messenger of Florence and beginner artist, in which it is expressed that Giotto was 70 when he kicked the bucket. This reality would suggest that he was conceived in 1266/ 67, and obviously there was fourteenth century expert for the announcement (potentially Giotto’s unique gravestone, presently lost). In any case, Giorgio Vasari, in his significant memoir (1550) of Giotto, gives 1276 as the time of Giotto’s birth, and it might be that he was replicating one of the two known forms of the Libro di Antonio Billi, a sixteenth century assortment of notes on Florentine specialists. In the Codex Petrei rendition, an explanation that Giotto was conceived in 1276 at Vespignano, the child of a worker, happens at the finish of the Life and may have been included a lot later, even, possibly, from Vasari. Regardless, whether Vasari or Antonio Billi first offered the expression, it can't have a similar authority as that appended to Antonio Pucci, who was around 27 when Giotto passed on. Conviction of the date of Giotto’s birth, whenever settled by new records, could assist with taking care of the issue of his work at Assisi, just as the topic of the starting points of his style. Giotto has consistently been expected to have been the student of Cimabue; two autonomous customs, each varying on the specific conditions, state this, and it is most likely right. Besides, Cimabue’s style was, in specific regards, so like Giotto’s in goal that an association appears to be unpreventable. Cimabue was the most exceptional painter in Italy toward the finish of the thirteenth century; he attempted, as no craftsman had previously, to get through, with the intensity of the real world and innovative power, the adapted types of medieval workmanship. He didn't completely succeed, yet it appears to be practically sure that Giotto started his noteworthy advancement with him, roused by his quality of attracting and his capacity to consolidate emotional strain into his works. Then again, whatever Giotto may have gained from Cimabue, obviously, significantly more than the artist Nicola Pisano around 30 years sooner, he prevailing in an amazing advancement that starte d in his own geniusa genuine restoration of old style goals and an articulation in craft of the new humankind that St. Francis had in the mid thirteenth century brought to religion. In Giotto’s works people are the select topic, and they act with devoted enthusiasm their parts in the incomparable Christian dramatization of penance and recovery. By correlation, every one of his antecedents and the greater part of his prompt replacements painted a manikin appear with dormant mannequins deceived out in the clothes of the mind blowing, hieratic, and generic specialty of Byzantium, which was to be altogether supplanted by the critical emotionalism of the Franciscan way to deal with Christianity.

Bank first Essay Example | Topics and Well Written Essays - 500 words

Bank first - Essay Example 381-384). Components that impacted interest bend of houses to move to the privilege are expanded extra cash through home loans and a weighty interest level. This expanded the total interest to raise the balance value (Boyes and Melvin, p. 49-50). Elements that caused a move in gracefully bend are diminished consumer’s budgetary limit, the legitimate arrangement for abandonments and the decreased number of individuals who could purchase the accessible homes. This had an impact of bringing down the balance value (Boyes and Melvin, p. 54-56). The U.S. economy was at the downturn stage during the lodging emergency. This is a direct result of the similar condition that not at all like past poor monetary conditions in which banks could exchange abandoned homes, the period was the most exceedingly awful, and such resale was unrealistic (Boyes and Melvin, p. 132). The economy is right now at the recuperation stage, a phase that follows wretchedness towards rebuilding. The recuperation time frame is likewise recognizable by the change that followed the emergencies, for example, government activity to spare the financial segment through bailing them. The financial business has anyway not arrived at its pinnacle execution (Boyes and Melvin, p. 132). The administration endeavors to rescue the banks didn't forestall despondency. This is on the grounds that it assumed a microeconomic job to a solitary division of the economy as opposed to guaranteeing a complete way to deal with the macroeconomic issue. This is anyway not the best possible job of the administration whose duty covers all divisions of the economy, including assurance of buyers. The company’s recognized hazard factors remember irregularity for â€Å"economic and budgetary environment† that occasionally antagonistically influence execution, absence of trust in the government’s capacity to guarantee a stable monetary status, variety in financing costs that occasionally brings down

Plastic Surgeries: a Way to Become More Beautiful?

I thing that the plastic medical procedures are approaches to change a few pieces of your body or your face that you don’t like. With fixing that â€Å"problem† individuals feels much improved and progressively delightful. Additionally is an answer for some physical deformities came about because of a mishap. In any case, now and then there are individuals with no need of plastic medical procedure however the do it for own pleasure , for instance they need greater ass, greater bosom, or greater lips. They don’t feel that occasionally that could bring them results, I’m not saying that it is someone’s unfortunate thought however in the event that they don’t truly need medical procedure they shouldn’t do.Cosmetic medical procedure is famous and not on the grounds that individuals need medical procedure, but since society has made the ideal individual and everybody is attempting to be that. Restorative medical procedure is the new hip thin g going around and it isn’t consistently something worth being thankful for. Restorative medical procedure isn't new, however its fame has quickly expanded over the most recent couple of years. Adults as well as adolescents need to do the corrective medical procedure. Corrective medical procedure before the age of eighteen is getting progressively to an ever increasing extent and no one can’t stop it. Numerous components are affecting the contemplations of youngsters for doing corrective medical procedure, for example, their appearance.Many specialists accept that restorative medical procedure is a science to build the magnificence of an individual. It is where they give completing contacts to the body portions of the most lovely formation of God. Another preferred position of plastic medical procedure is the capacity to address physical imperfections. These patients may have physical imperfections that have come about because of a mishap, for example, a scar from cras h. A few people are brought into the world with physical deformities that have tormented them since birth and restorative medical procedure can at long last give them an ordinary life. - http://www. oppapers. com/papers/Cosmetic-Surgery/189760 - http://www. oppapers. com/expositions/Cosmetic-Surgery/285489

“Erin Brockovich”: Effective Communication Essay

Skilled Erin Brockovich’s Characteristics The fundamental character in the film Erin Brockovich is an agreeable lady who appears tobe skillful in correspondence. This paper will examine three qualities that an able communicator, for example, Erin Brockovich has. I will likewise clarify explicit scenes where she exhibited the accompanying attributes: self-observing, compassion, and responsibility; ordinarily known as denominators that describe viable correspondence. The first trademark Erin showed was compassion in quite a while with her customers. In one scene, Erin met with a malignant growth enduring kid and her family. A little youngster named Anna, was experiencing alopecia and wearing a handkerchief. She had lost her hair from the malignant growth medications she had gotten. Erin’s eyes reflected excruciating misery even as she grinned and giggled with Anna. Toward the finish of their discussion, Erin’s real worry for Anna left her astounded. Erin’s disposition showed sympathy, which includes feeling and encountering another person’s circumstance nearly as they do. It is the most significant part of non-verbal correspondence ability. The second trademark Erin indicated was her serious duty for the individuals ofHinkley. This trademark was uncovered during the scene put at the Jensen’s home. Erin sat on the finish of the bed with Donna Jensen, the lady that was experiencing uterine malignant growth. Erin’s eyes loaded up with tears as Donna discloses to Erin that her disease turned threatening, which is the quick spreading type of malignant growth. Donna’s eyes started to pour because of her dread and disdain she felt toward PG&E. Donna stated, â€Å"We will get them aren’t we?† Erin answered, â€Å"Yes.† Erin’s readiness to tune in and the craving to invest energy with her demonstrated her responsibility to her. The third trademark Erin depicts is self-observing. This was appeared at Ed Masry’slaw office. Erin stood vis-à-vis with Ed. In a requesting manner of speaking she stated, â€Å"I need apaycheck!† Erin’s face turned a shade of red out of frustration. Her eyes started narrowing as she gazed inhis eyes. Erin stated, â€Å"I’m shrewd, persevering, and I’m not leaving here without a job!† She waspersistent and resolved to land the position. Erin’s eyes checked out the room just to see theskepticism of Ed’s representatives. Erin’s shoulders beganâ to hang and her blameworthy eyes driftedtowards the floor. She got mindful of her conduct and the impression she had given. Sheknew she made an imbecile of herself. In a murmur Erin stated, â€Å"Don’t make me beg.† She at that point stated, â€Å"Ifit doesn’t work out, fire me.† Erin had the option to change her conduct when she perceived thingswasnâ₠¬â„¢t looking positive. Erin’s by and large correspondence endeavors showed in her character was interesting just as educated. Self-observing, sympathy, and responsibility that were clarified in this paper were appeared with unique excellence. The correspondence methods were valuable and supportive to demonstrate her drive for fulfillment and finish for the individuals in the town Hinkley.

Writing Paper Can Be Easy

Writing Paper Can Be Easy Writing Paper Can Be Easy Home›Education Posts›Writing Paper Can Be Easy Education PostsThere are always tons of different writing paper assignments in college. Professors provide very strict and difficult instructions students should meet. Very often deadlines are too short and students cannot cope with all tasks at the same time. To write a really good paper, students should do a thorough research, read a lot of literature, and create well-structured paper. It is essential to write paper from scratch as professors are very strict when it comes to plagiarism issues. If your paper will be plagiarized, there is a high possibility that you will fail the class. That is why, you should never copy someone’s ideas but thoroughly analyze them and provide your own. A good paper should be formatted properly. There are a lot of formatting styles such as APA, MLA, Harvard, Chicago, Oxford, and so on. Students have to refer to formatting guidelines in order to properly format the paper as grade can be lowered due to formatting issues. Remember to use only credible sources. Many professors forbid to use Wikipedia and other unreliable sources for research papers. It is advisable to take information from peer-reviewed journals. Also be very careful with outdated sources since your grade may also be lowered.It is understandable that you are overloaded and want to have some free time to relax and spend it with your friends. However, you have to turn all your writing assignments on time if you want to succeed in college. Yes, it may be not so easy but try to concentrate on studying process as your future academic career depends on it. If you need some professional help or useful tips, you may always visit QualityCustomEssays.com where real experts provide you with all necessary stuff. Don’t ignore the studying process, put all your efforts, and you will definitely achieve remarkable success!

Theories of Employee Motivation Jumeirah Group - 4125 Words

Theories of Employee Motivation: Jumeirah Group (Research Paper Sample) Content: Theories of Employee Motivation: Jumeirah GroupNameInstitution AffiliationTheories of Employee Motivation: Jumeirah GroupAbstractThis paper sets out to examine the different theories of motivation with an overriding objective to explain how motivation leads to increased performance and job satisfaction. This is informed by the increased tendency of organizations to seek mechanisms for motivating employees as a means of increasing organizational performance. An extensive review of the key theories of motivation has been undertaken with a focus on the key concepts, applicability and more so the mechanisms through which they lead to increased performance and job satisfaction. Using a case study of Jumeirah Group, the paper assesses the level of employee motivation and undertakes a diagnosis of the motivational strategies employed by the company. Qualitative techniques involving the use of a questionnaire are employed in this paper. The outcomes reveal either lack of a clear motivational theory or an inconclusive application of certain approaches. Much as these recommendations provided in this paper can be generalized, they specify exactly how the theories can be applied to the case of Jumeirah Group.Key Words: motivation, organization, performance, job satisfaction, employeeTable of Contents TOC \o "1-3" \h \z \u 1.0 Introduction PAGEREF _Toc432102903 \h 22.0 Literature Review PAGEREF _Toc432102904 \h 42.1 Reinforcement Theory of Motivation (RMT) PAGEREF _Toc432102905 \h 52.2 Expectancy Theory of Motivation (ETM) PAGEREF _Toc432102906 \h 62.3 Equity Theory of Motivation PAGEREF _Toc432102907 \h 82.4 Goal Setting Theory (GST) PAGEREF _Toc432102908 \h 92.5 Maslowà ¢Ã¢â€š ¬s Hierarchy of Needs Theory PAGEREF _Toc432102909 \h 102.6 Theoretical Foundations PAGEREF _Toc432102910 \h 123.0 Analysis and Discussion PAGEREF _Toc432102911 \h 123.1 Research Method PAGEREF _Toc432102912 \h 123.2 Jumeirah Group: Company Overview PAGEREF _Toc432102913 \h 123.3 Jumeirah Group: Organizational Structure PAGEREF _Toc432102914 \h 133.4 Organizational Culture PAGEREF _Toc432102915 \h 143.5 Data Collection PAGEREF _Toc432102916 \h 153.6 Diagnosis of Current Situation PAGEREF _Toc432102917 \h 153.7 Reconciling Theory and Practice at Jumeirah Group PAGEREF _Toc432102918 \h 164.0 Recommendations and Conclusions PAGEREF _Toc432102919 \h 164.1 Expectancy Theory of Motivation PAGEREF _Toc432102920 \h 174.2 Equity Theory of Motivation PAGEREF _Toc432102921 \h 174.3 Goal Setting Theory of Motivation PAGEREF _Toc432102922 \h 174.4 Reinforcement Theory of Motivation PAGEREF _Toc432102923 \h 185.0 Conclusion PAGEREF _Toc432102924 \h 18References PAGEREF _Toc432102925 \h 20Appendix 1: Job Motivation Questionnaire PAGEREF _Toc432102926 \h 221.0 IntroductionIn the past few decades, there has been intense research to espouse the mechanisms through which motivation influences employee performance and job satisfaction. In this endeavor, researchers have managed to explore an array of mechanisms through which an organizational culture that cherishes employee motivation affects their performance at work and enhances their job satisfaction. Motivation has been found to have a positive correlation with job satisfaction and employee performance (Danish Usman, 2010; Imran et al., 2014; Gerhart Fang, 2015). Given that empirical studies have established a positive correlation between motivation as an aspect of organizational culture, employee performance and motivation, there has been a renewed interest in the institutionalization of motivational practices and models in organizations (Pinder, 2014). This practice is hinged on the fact that much as organizational culture encompasses different facets of an organizational setting, it is essentially a framework that shapes employee behavior through specific mechanisms that can be regulated (Martinez et a.l., 2013). This is what has made it necessary for organizations to adopt certain models of emplo yee motivation as part of their organizational culture in order to make employees replicate behaviors that lead to organizational prosperity (performance) and enhance their job satisfaction. It is important to note that the emphasis on employee motivation by most organizations is due to the perceived positive benefits that accrue from it. Cerasoli et al. (2014) found out that motivation was the most significant factor that determined organizational performance and elaborated that it positively influenced employee performance. In a similar study, Taylor (2014) concluded that employee motivation strategies, especially those that reinforce intrinsic motivation played a key role in enhancing job satisfaction. Years of research on the intricate relationship between employee motivation on one hand and organizational performance and job satisfaction on the other hand have culminated into various models of employee motivation that can be applied differently to different organizational sett ings.The significance of this paper is to explain how various models of employee motivation can be adopted in an organizational setting to improve employee performance and job satisfaction. The key concern of every organization is to ensure that employees perform to their best abilities to optimize the organizationà ¢Ã¢â€š ¬s proceeds. Employees, on the other hand, seek to achieve job satisfaction through the various avenues available to them, most of which are conditioned by the organizational cultures of their places of work. Most scholars have noted that the selection of the most appropriate model of employee motivation by organizations is a situation that calls for a delicate balance between the model that optimizes organizational performance and one that optimizes employee job satisfaction (Wegge et al, 2015). The most appropriate model of employee motivation is that which strikes a balance between organizational performance and employee motivation. Nevertheless, the most sign ificant factor that influences the model selection as far as a framework for employee motivation is concerned is the type of organizational structure (Miner, 2015). This is hinged on the fact that organizations, just like individuals, are abstract and subjective economic agents and no single model can be most effective for all organizations (O'Neil Drillings, 2012). This paper seeks to explore a variety of models for employee motivation with an emphasis on the specific structures that fit into different organizational settings. Moreover, the paper discusses how such models can be used in their predispositions to enhance organizational performance and job satisfaction. Essentially, what this paper seeks to do is to address the question of how different models can be used to increase employee performance and enhance job satisfaction.To address this question, the paper is organized as follows: the next section of the report undertakes an extensive review of the models and approaches f or employee motivation. In this section, the key concepts in these models will be explained together with the differences in their applicability. Further, a case study of Jumeirah Group, an international luxury hotel chain based in Dubai, United Arab Emirates, will be undertaken to assess the functionality of employee motivation models in a practical organizational setting. The case study will focus on the motivational techniques employed in employee motivation at Jumeirah Group and any possible problems the organization might be facing in employee motivation. The outcomes of this case study will inform the rest of the paper since it will seek to provide alternative options for the management of the Jumeirah Group based on the situational factors assessed. The paper will conclude by providing clear recommendations on how the organization can use specific motivational approaches to improve performance and job satisfaction.2.0 Literature ReviewThis section of the report undertakes an extensive review of the models of employee motivation that can be employed to increase performance and enhance job satisfaction. In this section, the key concepts in these models will be explained together with the differences in their applicability. The theories/models that will be reviewed in this section include: * Reinforcement Theory of Motivation (RTM) * Expectancy Theory of Motivation (ETM) * Equity Theory of Motivation * Goal Setting Theory * Maslowà ¢Ã¢â€š ¬s Hierarchy of Needs Theory2.1 Reinforcement Theory of Motivation (RMT)A behavioral psychologist B. F. Skinner originally developed this theory as a model to explain motivation based on individual human behavior. The theory, also known as Behavioral Theory or Operant Conditioning, proposes that individuals are most likely to be motivated to perform certain tasks based on certain expected desirable outcomes. The theory is structured in such a manner that the desired outcome à ¢Ã¢â€š ¬Ã‹Å"reinforcesà ¢Ã¢â€š ¬ the action that results to it while at the same time suppresses the undesired outcomes. A key functional tenet of the theory relies on its failure to take into account the internal states of an individual like attitudes, emotional predisposition and beliefs in trying to provide the mechanisms through which motivation is established. According to Skinner, the external surroundings (rather than the internal) in which an individual lives in is what actually motivates them. Based on this finding, the reinforcement theory of motivation, in its simplest application, proposes that in order to motivate employees, organizations should design the workplace in a manner that appeals to the aesthetic sense of the employees. Reinforcement theory is significant in this report since it provides some mechanisms through which human behavior can be regulated, thus motivation. Its significance in an organizational setting as regards performance and job satisfacti... Theories of Employee Motivation Jumeirah Group - 4125 Words Theories of Employee Motivation: Jumeirah Group (Research Paper Sample) Content: Theories of Employee Motivation: Jumeirah GroupNameInstitution AffiliationTheories of Employee Motivation: Jumeirah GroupAbstractThis paper sets out to examine the different theories of motivation with an overriding objective to explain how motivation leads to increased performance and job satisfaction. This is informed by the increased tendency of organizations to seek mechanisms for motivating employees as a means of increasing organizational performance. An extensive review of the key theories of motivation has been undertaken with a focus on the key concepts, applicability and more so the mechanisms through which they lead to increased performance and job satisfaction. Using a case study of Jumeirah Group, the paper assesses the level of employee motivation and undertakes a diagnosis of the motivational strategies employed by the company. Qualitative techniques involving the use of a questionnaire are employed in this paper. The outcomes reveal either lack of a clear motivational theory or an inconclusive application of certain approaches. Much as these recommendations provided in this paper can be generalized, they specify exactly how the theories can be applied to the case of Jumeirah Group.Key Words: motivation, organization, performance, job satisfaction, employeeTable of Contents TOC \o "1-3" \h \z \u 1.0 Introduction PAGEREF _Toc432102903 \h 22.0 Literature Review PAGEREF _Toc432102904 \h 42.1 Reinforcement Theory of Motivation (RMT) PAGEREF _Toc432102905 \h 52.2 Expectancy Theory of Motivation (ETM) PAGEREF _Toc432102906 \h 62.3 Equity Theory of Motivation PAGEREF _Toc432102907 \h 82.4 Goal Setting Theory (GST) PAGEREF _Toc432102908 \h 92.5 Maslowà ¢Ã¢â€š ¬s Hierarchy of Needs Theory PAGEREF _Toc432102909 \h 102.6 Theoretical Foundations PAGEREF _Toc432102910 \h 123.0 Analysis and Discussion PAGEREF _Toc432102911 \h 123.1 Research Method PAGEREF _Toc432102912 \h 123.2 Jumeirah Group: Company Overview PAGEREF _Toc432102913 \h 123.3 Jumeirah Group: Organizational Structure PAGEREF _Toc432102914 \h 133.4 Organizational Culture PAGEREF _Toc432102915 \h 143.5 Data Collection PAGEREF _Toc432102916 \h 153.6 Diagnosis of Current Situation PAGEREF _Toc432102917 \h 153.7 Reconciling Theory and Practice at Jumeirah Group PAGEREF _Toc432102918 \h 164.0 Recommendations and Conclusions PAGEREF _Toc432102919 \h 164.1 Expectancy Theory of Motivation PAGEREF _Toc432102920 \h 174.2 Equity Theory of Motivation PAGEREF _Toc432102921 \h 174.3 Goal Setting Theory of Motivation PAGEREF _Toc432102922 \h 174.4 Reinforcement Theory of Motivation PAGEREF _Toc432102923 \h 185.0 Conclusion PAGEREF _Toc432102924 \h 18References PAGEREF _Toc432102925 \h 20Appendix 1: Job Motivation Questionnaire PAGEREF _Toc432102926 \h 221.0 IntroductionIn the past few decades, there has been intense research to espouse the mechanisms through which motivation influences employee performance and job satisfaction. In this endeavor, researchers have managed to explore an array of mechanisms through which an organizational culture that cherishes employee motivation affects their performance at work and enhances their job satisfaction. Motivation has been found to have a positive correlation with job satisfaction and employee performance (Danish Usman, 2010; Imran et al., 2014; Gerhart Fang, 2015). Given that empirical studies have established a positive correlation between motivation as an aspect of organizational culture, employee performance and motivation, there has been a renewed interest in the institutionalization of motivational practices and models in organizations (Pinder, 2014). This practice is hinged on the fact that much as organizational culture encompasses different facets of an organizational setting, it is essentially a framework that shapes employee behavior through specific mechanisms that can be regulated (Martinez et a.l., 2013). This is what has made it necessary for organizations to adopt certain models of emplo yee motivation as part of their organizational culture in order to make employees replicate behaviors that lead to organizational prosperity (performance) and enhance their job satisfaction. It is important to note that the emphasis on employee motivation by most organizations is due to the perceived positive benefits that accrue from it. Cerasoli et al. (2014) found out that motivation was the most significant factor that determined organizational performance and elaborated that it positively influenced employee performance. In a similar study, Taylor (2014) concluded that employee motivation strategies, especially those that reinforce intrinsic motivation played a key role in enhancing job satisfaction. Years of research on the intricate relationship between employee motivation on one hand and organizational performance and job satisfaction on the other hand have culminated into various models of employee motivation that can be applied differently to different organizational sett ings.The significance of this paper is to explain how various models of employee motivation can be adopted in an organizational setting to improve employee performance and job satisfaction. The key concern of every organization is to ensure that employees perform to their best abilities to optimize the organizationà ¢Ã¢â€š ¬s proceeds. Employees, on the other hand, seek to achieve job satisfaction through the various avenues available to them, most of which are conditioned by the organizational cultures of their places of work. Most scholars have noted that the selection of the most appropriate model of employee motivation by organizations is a situation that calls for a delicate balance between the model that optimizes organizational performance and one that optimizes employee job satisfaction (Wegge et al, 2015). The most appropriate model of employee motivation is that which strikes a balance between organizational performance and employee motivation. Nevertheless, the most sign ificant factor that influences the model selection as far as a framework for employee motivation is concerned is the type of organizational structure (Miner, 2015). This is hinged on the fact that organizations, just like individuals, are abstract and subjective economic agents and no single model can be most effective for all organizations (O'Neil Drillings, 2012). This paper seeks to explore a variety of models for employee motivation with an emphasis on the specific structures that fit into different organizational settings. Moreover, the paper discusses how such models can be used in their predispositions to enhance organizational performance and job satisfaction. Essentially, what this paper seeks to do is to address the question of how different models can be used to increase employee performance and enhance job satisfaction.To address this question, the paper is organized as follows: the next section of the report undertakes an extensive review of the models and approaches f or employee motivation. In this section, the key concepts in these models will be explained together with the differences in their applicability. Further, a case study of Jumeirah Group, an international luxury hotel chain based in Dubai, United Arab Emirates, will be undertaken to assess the functionality of employee motivation models in a practical organizational setting. The case study will focus on the motivational techniques employed in employee motivation at Jumeirah Group and any possible problems the organization might be facing in employee motivation. The outcomes of this case study will inform the rest of the paper since it will seek to provide alternative options for the management of the Jumeirah Group based on the situational factors assessed. The paper will conclude by providing clear recommendations on how the organization can use specific motivational approaches to improve performance and job satisfaction.2.0 Literature ReviewThis section of the report undertakes an extensive review of the models of employee motivation that can be employed to increase performance and enhance job satisfaction. In this section, the key concepts in these models will be explained together with the differences in their applicability. The theories/models that will be reviewed in this section include: * Reinforcement Theory of Motivation (RTM) * Expectancy Theory of Motivation (ETM) * Equity Theory of Motivation * Goal Setting Theory * Maslowà ¢Ã¢â€š ¬s Hierarchy of Needs Theory2.1 Reinforcement Theory of Motivation (RMT)A behavioral psychologist B. F. Skinner originally developed this theory as a model to explain motivation based on individual human behavior. The theory, also known as Behavioral Theory or Operant Conditioning, proposes that individuals are most likely to be motivated to perform certain tasks based on certain expected desirable outcomes. The theory is structured in such a manner that the desired outcome à ¢Ã¢â€š ¬Ã‹Å"reinforcesà ¢Ã¢â€š ¬ the action that results to it while at the same time suppresses the undesired outcomes. A key functional tenet of the theory relies on its failure to take into account the internal states of an individual like attitudes, emotional predisposition and beliefs in trying to provide the mechanisms through which motivation is established. According to Skinner, the external surroundings (rather than the internal) in which an individual lives in is what actually motivates them. Based on this finding, the reinforcement theory of motivation, in its simplest application, proposes that in order to motivate employees, organizations should design the workplace in a manner that appeals to the aesthetic sense of the employees. Reinforcement theory is significant in this report since it provides some mechanisms through which human behavior can be regulated, thus motivation. Its significance in an organizational setting as regards performance and job satisfacti...

John D. Rockefeller, Americas First Billionaire

John D. Rockefeller (July 8, 1839–May 23, 1937) was an astute businessman who became America’s first billionaire in 1916. In 1870, Rockefeller founded Standard Oil Company, which eventually became a domineering monopoly in the oil industry. Rockefeller’s leadership in Standard Oil brought him great wealth as well as controversy, as many opposed Rockefeller’s business practices. Standard Oil’s nearly complete monopoly of the industry was eventually brought to the U.S. Supreme Court, which ruled in 1911 that Rockefeller’s titanic trust should be dismantled. Though many disapproved of Rockefeller’s professional ethics, few could devalue his substantial philanthropic endeavors, which led to him to donate $540 million (more than $5 billion today) during his lifetime to humanitarian and charitable causes. Fast Facts: John D. Rockefeller Known For: Founder of Standard Oil and Americas first billionaireBorn: July 8, 1839 in Richford, New YorkParents: William â€Å"Big Bill† Rockefeller and Eliza (Davison) RockefellerDied: May 23, 1937 in Cleveland, OhioEducation: Folsom Mercantile CollegePublished Works: Random Reminiscences of Men and EventsSpouse: Laura Celestia â€Å"Cettie† SpelmanChildren: Elizabeth (Bessie), Alice (who died in infancy), Alta, Edith, John D. Rockefeller, Jr.Notable Quote: I was early taught to work as well as play, My life has been one long, happy holiday; Full of work and full of play—I dropped the worry on the way—and God was good to me every day. Early Years John Davison Rockefeller was born on July 8, 1839, in Richford, New York. He was the second of six children born to William â€Å"Big Bill† Rockefeller and Eliza (Davison) Rockefeller. William Rockefeller was a traveling salesman peddling his questionable wares across the country. As such, he was often absent from the home. John D. Rockefeller’s mother essentially raised the family on her own and managed their holdings, never knowing that her husband, under the name of Dr. William Levingston, had a second wife in New York. In 1853, â€Å"Big Bill† moved the Rockefeller family to Cleveland, Ohio, where Rockefeller attended Central High School. Rockefeller also joined the Euclid Avenue Baptist Church in Cleveland, of which he would remain a long-time active member. It was under his mother’s tutelage that the young John learned the value of religious devotion and charitable giving, virtues he practiced regularly throughout his life. In 1855, Rockefeller dropped out of high school to enter Folsom Mercantile College. After completing the business course in three months, 16-year-old Rockefeller secured a bookkeeping position with Hewitt Tuttle, a commission merchant and produce shipper. Early Years in Business It didn’t take long for John D. Rockefeller to develop a reputation as an astute businessman: hardworking, thorough, precise, composed, and adverse to risk-taking. Meticulous in every detail, especially with finances (he even kept detailed ledgers of his personal expenditures from the time he was 16), Rockefeller was able to save $1,000 in four years from his bookkeeping job. In 1859, Rockefeller added this money to a $1,000 loan from his father in order to invest in his own commission merchant partnership with Maurice B. Clark, a former Folsom Mercantile College classmate. Four years later, Rockefeller and Clark expanded into the regionally booming oil refinery business with a new partner, chemist Samuel Andrews, who had built a refinery but knew little about business and the transporting of goods. However, by 1865, the partners, which numbered five including Maurice Clark’s two brothers, were in disagreement about the management and direction of their business, so they agreed to sell the business to the highest bidder amongst them. The 25-year-old Rockefeller won it with a bid of $72,500 and, with Andrews as a partner, formed Rockefeller Andrews. In short order, Rockefeller studied the nascent oil business in earnest and became savvy in its dealings. Rockefeller’s company started small but soon merged with O.H. Payne, a large Cleveland refinery owner, and then with others as well. With his company growing, Rockefeller brought his brother (William) and Andrews’ brother (John) into the company. In 1866, Rockefeller noted that 70% of refined oil was being shipped to overseas markets. Rockefeller set up an office in New York City to cut out the middleman, a practice he would use repeatedly to cut expenses and increase profits. A year later, Henry M. Flagler joined the group and the company was renamed Rockefeller, Andrews, Flagler. As the business continued to succeed, the enterprise was incorporated as the Standard Oil Company on January 10, 1870, with John D. Rockefeller as its president. The Standard Oil Monopoly John D. Rockefeller and his partners in the Standard Oil Company were rich men, but they strove for even greater success. In 1871, Standard Oil, a few other large refineries, and major railroads secretly joined together in a holding company called the South Improvement Company (SIC). The SIC gave transportation discounts (â€Å"rebates†) to the large refineries that were part of their alliance but then charged the smaller, independent oil refineries more money (â€Å"drawbacks†) to shuttle their goods along the railroad. This was a blatant attempt to economically destroy those smaller refineries and it worked. In the end, many businesses succumbed to these aggressive practices; Rockefeller then bought out those competitors. As a result, Standard Oil obtained 20 Cleveland companies in one month in 1872. This event became known as â€Å"The Cleveland Massacre,† ending the competitive oil business in the city and claiming 25% of the country’s oil for Standard Oil Company. It also created a backlash of public contempt, with the media dubbing the organization â€Å"an octopus.† In April 1872, the SIC was disbanded per the Pennsylvania legislature but Standard Oil was already on its way to becoming a monopoly. A year later, Rockefeller expanded into New York and Pennsylvania with refineries, eventually controlling nearly half of the Pittsburgh oil business. The company continued to grow and consume independent refineries to the point that Standard Oil Company commanded 90% of America’s oil production by 1879. In January 1882, the Standard Oil Trust was formed with 40 separate corporations under its umbrella. To increase the financial gain from the business, Rockefeller eliminated middlemen like purchasing agents and wholesalers. He began manufacturing the barrels and cans needed to store the company’s oil.  Rockefeller also developed plants that produced petroleum byproducts like petroleum jelly, machine lubricants, chemical cleaners, and paraffin wax. Ultimately, the arms of the Standard Oil Trust eradicated the need for outsourcing entirely, which devastated existing industries in the process. Marriage and Children On September 8, 1864, John D. Rockefeller married the valedictorian of his high school class (though Rockefeller did not actually graduate). Laura Celestia â€Å"Cettie† Spelman, an assistant principal at the time of their marriage, was a college-educated daughter of a successful Cleveland businessman. Like her new husband, Cettie was also a devoted supporter of her church and like her parents, upheld the temperance and abolition movements. Rockefeller valued and often consulted his bright and independently-minded wife about business manners. Between 1866 and 1874, the couple had five children: Elizabeth (Bessie), Alice (who died in infancy), Alta, Edith, and John D. Rockefeller, Jr. With the family growing, Rockefeller bought a large house on Euclid Avenue in Cleveland, which became known as â€Å"Millionaire’s Row.† By 1880, they also purchased a summer home overlooking Lake Erie; Forest Hill, as it was called, became a favorite home of the Rockefellers. Four years later, because Rockefeller was doing more business in New York City and did not like being away from his family, the Rockefellers acquired yet another house. His wife and children would travel each fall to the city and stay for the winter months in the family’s large brownstone on West 54th Street. Later in life after the children were grown and grandchildren came, the Rockefellers built a house in Pocantico Hills, New York, a few miles north of Manhattan. They celebrated their golden anniversary there but during the following spring in 1915, Laura â€Å"Cettie† Rockefeller passed away at age 75. Media and Legal Woes John D. Rockefeller’s name had first been associated with ruthless business practices with the Cleveland Massacre, but after a 19-part serial exposà © by Ida Tarbell titled History of Standard Oil Company, started appearing in McClure’s Magazine in November 1902, his public reputation was proclaimed to be one of greed and corruption. Tarbell’s skillful narrative exposed all elements of the oil giant’s efforts to squash competition and of Standard Oil’s overbearing domination of the industry. The installments were later published as a book of the same name and quickly became a bestseller. With this spotlight on its business practices, the Standard Oil Trust was attacked by state and federal courts as well as by the media. In 1890, the Sherman Antitrust Act was passed as the first federal antitrust legislation to limit monopolies. Sixteen years later, the U.S. attorney general during President Teddy Roosevelt’s administration filed two dozen antitrust actions against large corporations; chief among  them was Standard Oil. It took five years, but in 1911, the U.S. Supreme Court upheld the lower court’s decision that ordered Standard Oil Trust to divest into 33 companies, which would function independently from each other. However, Rockefeller did not suffer. Because he was a major stockholder, his net worth grew exponentially with the dissolution and establishment of new business entities. Rockefeller as Philanthropist John D. Rockefeller was one of the wealthiest men in the world during his lifetime. Though a tycoon, he lived unpretentiously and kept a low social profile, rarely attending the theatre or other events typically attended by his peers. Since childhood, he had been trained to give to church and charity and Rockefeller had routinely done so. However, with a fortune believed to be worth more than a billion dollars after the dissolution of Standard Oil and a tarnished public image to rectify, John D. Rockefeller began to give away millions of dollars. In 1896, 57-year-old Rockefeller turned over the day-to-day leadership of Standard Oil, though he held the title of president until 1911, and began to focus on philanthropy. He had already contributed to the establishment of the University of Chicago in 1890, giving $35 million over the course of 20 years. While doing so, Rockefeller had acquired confidence in Rev. Frederick T. Gates, the director of the American Baptist Education Society, which established the university. With Gates as his investment manager and philanthropic adviser, John D. Rockefeller founded the Rockefeller Institute of Medical Research (now Rockefeller University) in New York in 1901. Within their laboratories, causes, cures, and various manners of prevention of diseases were discovered, including the cure for meningitis and the identification of DNA as the central genetic matter. A year later, Rockefeller established the General Education Board. In its 63 years of operation, it distributed $325 million to American schools and colleges. In 1909, Rockefeller launched a public health program in the effort to prevent and cure hookworm, a serious health issue in the southern states, through the Rockefeller Sanitary Commission. In 1913, Rockefeller created the Rockefeller Foundation, with his son John Jr. as president and Gates as a trustee, to foster the well-being of men and women around the world. In its first year, Rockefeller donated $100 million to the foundation, which has provided assistance to medical research and education, public health initiatives, scientific advancements, social research, the arts, and other fields around the world. A decade later, the Rockefeller Foundation was the largest grant-making foundation in the world and its founder deemed the most generous philanthropist in U.S. history. Death Along with donating his fortune, John D. Rockefeller spent his last years enjoying his children, grandchildren, and his hobby of landscaping and gardening. He was also an avid golfer. Rockefeller hoped to live to be a centenarian but died two years before the occasion on May 23, 1937. He was laid to rest between his beloved wife and mother at Lakeview Cemetery in Cleveland, Ohio. Legacy Though many Americans scorned Rockefeller for making his Standard Oil fortune through unscrupulous business tactics, its profits aided the world. Through John D. Rockefeller’s philanthropic endeavors, the oil titan educated and saved an untold number of lives and aided medical and scientific advancement. Rockefeller also forever changed the landscape of American business. Sources â€Å"John D. Rockefeller: The Ultimate Oil Man.† John D. Rockefeller: The Ultimate Oil Man.â€Å"John D. Rockefeller.† Biography.com, AE Networks Television, 16 Jan. 2019.The Rockefeller Archive Center.