AP American History Essay Example | Topics and Well Written Essays - 750 words

AP American History - Essay Example The accentuation on the candidate’s winnability loses the criticalness of the gathering since decision of competitor is not, at this point dependent on the gathering either by selection or by vote of the electorate. In a competitor focused governmental issues, ideological groups lost their capacity since it is being moved to the applicant. b. Essential electionsâ Primary political decision is the procedure by which ideological groups picked their applicants. In this procedure, politicking and horse exchange happens and the final product doesn't really give the most ideal competitor yet rather who does the politicking and pony exchanging best. The outcome would be a disillusioning applicant that voters no longer depend on party assignments to give them the most ideal up-and-comer. Therefore, ideological groups lost their validity according to their voters along these lines disintegrating their capacity since voters are the wellspring of any political party’s power with out which, ideological groups gets inconsequential. c. Intrigue gathering and media impact over legislative issues Lobby bunches represent a solid impact not just as far as the approach made in the Executive and laws went in Congress yet in addition among party individuals that could impact the determination of an up-and-comer of a gathering. Intrigue bunches that has noteworthy base as far as voters and additionally assets hold influence on the applicants that will be running just as the projects that they will convey ensuring that it will mirror their advantage. Media at this day and age has a gigantic impact over its crowd and these crowds are additionally voters. This can be either fortunate or unfortunate for a government official. It tends to be acceptable if the media depiction is certain and it can likewise be awful if the notoriety of the legislator is spread in the media and both can influence the aftereffect of political decision. Having this impact over the voters, parti es are thinking about competitors who are more â€Å"media friendly† or have more media mileage over program of government or honesty and in this way, falls apart the sort of lawmaker who are racing to the consternation of reasoning voters. Subsequently, ideological groups their capacity as their gathering models, projects and stage is not, at this point significant in the decision of up-and-comer yet rather base it on the notoriety of a competitor. Fareed Zakaria, CNN have and political examiner explained â€Å"recent mechanical and hierarchical changes have quickened the move, making it simpler for pariahs to raise reserves, gain admittance to free media and set up direct associations with voters† This basically debilitates the force base of ideological groups that rather than up-and-comers adjusting and to party stages and projects, it is presently ideological groups who needs to adjust themselves to the competitor adequately surrendering its capacity. d. Battle fin ancingâ One of the real factors in political race is the significant expense of running a crusade. Regardless of how qualified or experienced or legit a competitor is, however on the off chance that he or his gathering doesn't have the essential assets to mount a crusade, the person in question won't get an opportunity of winning. Most up-and-comers anyway need more cash to back a political race since it is pricey. Their gatherings thus requests and acknowledges battle financing and this is when agents comes in to impact the applicant that will be running and the program of government that they will embrace. It is critical to take note of that most huge battle benefactors do place cash in a

Creation of the CIA Essay Example for Free

Formation of the CIA Essay Regardless of the mainstream recognitions created by Tom Clancy books and James Bond motion pictures, American insight gathering was not a Cold War development: it has existed since the Republics establishing. George Washington sorted out his own insight unit during the Revolutionary War, sending spies behind adversary lines and regulating counterespionage tasks. In 1790, only three years after the Constitutional Convention, Congress recognized official privilege to direct knowledge tasks and gave then-President Washington a mystery unvouchered support for spies, if the noble man so satisfies. [1] Intelligence has been a part of American international strategy from that point onward. Progressively significant for our motivations, Americas developing inclusion in world undertakings during the late nineteenth and mid twentieth hundreds of years prompted the foundation of a few changeless knowledge associations. In 1882, the Office of Naval Intelligence (ONI) was made and accused of gathering specialized information about outside naval force boats and weapons. After three years, the Department of War set up its own knowledge unit the Military Intelligence Division (MID). In 1908, the Federal Bureau of Investigation opened its entryways. By the 1930s, the FBI had become the countries transcendent counterespionage organization and had spread into running knowledge exercises in Latin America.[2] The State Department, in the interim, had built up an aptitude and a crucial, concentrated on plain data assortment. At long last, a few basic occasions started the production of another wartime focal knowledge organization under the Joint Chiefs of Staff, the Office of Strategic Services (OSS), which gathered data, broke down crude insight, and completed a scope of secret, incendiary tasks abroad †from purposeful publicity, to undermine, to paramilitary activities. Before the finish of World War II, these five bureaucratic on-screen characters were competing for their own place in the after war insight arena.[3] This was not really the equivalent clear War versus Navy Department condition that offered ascend to the National Security Council framework or the Joint Chiefs of Staff. It is much of the time refered to that previous President Truman never believed that when he made the CIA it could ever be associated with peacetime undercover tasks. In 1964 Allen Dulles, one of the most compelling Directors of Central Intelligence in CIA history, tested Trumans comments, saying that in spite of the fact that Truman couldn't have cared less for messy Gestapo strategies, the CIA had surely performed them during his presidency.[4] This paper will narrative the change of the Office of Strategic Services (OSS) into the Central Intelligence Agency. It likewise will analyze how and why the peacetime Central Intelligence Agency came to have a large number of indistinguishable forces from its wartime predecessor.â specifically this paper will concentrate on the OSS heritage of clandestine activities and how the CIA acquired that inheritance. The Creation of CIA During World War II, the OSS employed expansive forces, including secret knowledge social occasion and clandestine political fighting. William Donovan, Director of the OSS, admonished the United States to keep up the OSS or a nearby copy of it in the post-war period. The finish of the war and the token of another mystery association that pursued secret political fighting, the Nazi Gestapo, impacted President Truman to break up the OSS. In any case, as the United States slowly entered the Cold War with the Soviet Union, the need of a peacetime insight organization got evident. To address the issue, Truman made the Central Intelligence Group (CIG) in 1946.[5] In 1947 Congress changed the CIG into the Central Intelligence Agency (CIA). The forces of the CIA expanded drastically as U.S. policymakers started to see an expanding danger of Soviet-Communists bowed on global control. By 1952 the CIA firmly took after the wartime OSS, having a similar position and abilities. Simultaneously the War Crimes Trials were being led at Nuremberg, American knowledge officials were subtly talking with high-positioning German officials to decide their potential handiness in providing insight on the Soviet Union. Three basic occasions were critical effects on the Truman Administration authorities who established and manufactured the CIA. The first was the Japanese amazement assault on Pearl Harbor, which showed that the United States was ill-equipped, not for need of data, but since no device existed to channel and break down the huge volume of accessible data in a manner that could create precise insight. This notorious knowledge disappointment plainly showed that the security of the United States would be extraordinarily undermined until it built up a peacetime unified insight agency.[6] The second critical occasion was Stalins seizure of political and military control of the greater part of Eastern Europe disregarding his wartime understanding with the Allied Powers. The battling in Europe had as of late finished when American and outside reports on Soviet exercises in the involved domains started to trouble pioneers in Washington, London, and different capitals. The third occasion concerned the sponsorship by Soviet and Chinese Communists of the North Korean intrusion of South Korea. This sponsorship elevated Cold War pressures and reinforced the conviction of approach creators to brace the CIAs capacity to battle socialism. Pearl Harbor outlined the requirement for a peacetime focal knowledge administration and the Cold War battle with the Soviet Union stirred the Truman Administration to make a peacetime insight association with semi wartime powers. During World War II, the United States made the primary American incorporated knowledge office, the Office of Strategic Services (OSS). On June 13, 1942, a Military Order gave by President Roosevelt made the OSS and allowed it expansive forces that included insight investigation, secret assortment, and paramilitary, mental and political warfare.[7] The office worked under the authority of the Joint Chiefs of Staff. It was dedicated to the matter of treachery, secret activities, counterespionage, and undercover activity, trademarks that would be given to its replacement, the CIA. The OSS was associated with both knowledge gathering and furtive political fighting. To join both of these capacities in a single office, Donovan appointed various capacities to isolate parts of the OSS. Three of the principle parts of the OSS were Special Operations (SO), Secret Intelligence (SI), and Counterintelligence (X-2).[8] The OSS was amazingly fruitful in doing undercover activities. The primary significant OSS secretive activity was directed in North Africa. A few deaths, purportedly including that of Vichy French Admiral Darlan, were done by the Morale and Special Operation branches of the Psychological Warfare Division of the OSS. The accomplishment of the activity earned the expanding organization incredible regard and reputation, particularly with respect to secret action.â â The CIA would before long acquire the OSSs wartime experience and death methods.[9]â The OSS was additionally surprisingly effective in setting up and keeping up stealthy specialists in Thailand. The OSS set up a strong establishment for future CIA exercises in the Southeast Asia.[10] Indeed, even right off the bat in World War II, paramilitary and political undercover tasks picked up help of elevated level figures, for example, Roosevelt and Eisenhower, and started to overshadow the achievements of insight collection.â â The OSS accentuation on secretive paramilitary activities would be one of the essential inheritances gave to the CIA As student of history John Ranelagh noticed, The advantages of clandestine paramilitary activity in peacetime would in general be well respected based on a sentimental memory of these wartime encounters of the OSS.[11] Perhaps the most significant heritage the OSS offered to the CIA was that of previous OSS faculty who filled the positions of the juvenile CIA with experienced knowledge officials. Four OSS veterans, Allen Dulles, Richard Helms, William Colby, and William Casey, proceeded to become Directors of the Central Intelligence Agency. All through the war, the OSS end up being priceless in both insight assortment and clandestine activities, plainly showing the benefits of joining these two abilities in a single organization. In 1944 President Franklin Roosevelt mentioned a mystery update regarding the matter of an after war insight administration from General Donovan, OSS boss. Donovan urged President Roosevelt to make a lasting, overall knowledge administration after the wars end. Donovan foreseen the Cold War battle: When our adversaries are vanquished the interest will be similarly squeezing for data that will help us in tackling the issues of peace.[12]â Donovan proceeded to contend that the OSS had the prepared and concentrated work force required for the errand. This ability ought not be dispersed.[13] Donovans proposition was thwarted by the Director of the Federal Bureau of Investigation (FBI), J. Edgar Hoover, who needed the FBI to have the selective option to gather and break down insight on a worldwide level. Hoover got a duplicate of Donovans proposition for an after war insight administration and released the top-mystery record to the Chicago Tribune. The paper printed various fiery tales about Donovans plan to make a super-spy organize. Congressional mayhem, almost certainly prodded by the terrible press, caused the peacetime focal knowledge organization proposition to be shelved.[14] The careful Roosevelt was hopeful about Donovans plan, however offered no assurances. After Roosevelts demise and the end of the war, President Truman expressed in a letter to Donovan that said he would exchange those wartime exercises of the Office of Strategic Services which won't be required in time of peace.[15] Truman dreaded Donovans proposed penny

Discrimination in the Workplace Essay Example | Topics and Well Written Essays - 500 words

Segregation in the Workplace - Essay Example At an individual level, I got the opportunity to observe elevated levels of separation at my work environment. The law offers insurance to laborers against the demonstration of separation be it as far as excusal, compensation, enrollment advancements and moves among different perspectives. Infringement of these guidelines, by organizations, have brought about enormous costs affected by law offices. The budgetary ramifications of segregation at working environment ordinarily go past the money liabilities (Benjamin). The segregation I looked in my organization impactsly affected the individual, authoritative, and worldwide level, which influenced the efficiency of the workforce, the organization's capacity to keep and enlist laborers. The organization built up the propensity for preferring one sexual orientation and looking downward on the other. The male sexual orientation was viewed as skillful contrasted with my female sex. Ideas that lined up with separation included diminished emp loyment fulfillment and inspiration, discolored name of the organization, and decreased reliability went with an expanded turnover level (Benjamin). Separation rehearses by the top administration brought about negative ramifications on my activity fulfillment and inspiration at an individual ground. I was a casualty of downgrade in the organization because of the way that I was a woman. I got unsettled at work and I did not have the enthusiasm of being among the profitable representatives. The segregation subject influenced about all the women in the association coming about into polluting of the company’s notoriety at a worldwide level. Advancement and friends extra advantages should be granted to all specialists similarly.

Military Essay -- Department of Defense, ASVAB

As indicated by the DOD, (2011) the branch of protection doesn’t permit any outsider anything in relationship with the military or any of it’s legislative working partners ala... national gatekeepers, saves, commission carcass, maritime stores , marines holds etc†¦ DODD decide 8750 protects that all military servicemen must be confirmed in their imminent fields and be capable in their MOS field after training camp and AIT. (DoDD, 2011) To turn into an officer one should initially visit a nearby selecting office; there an individual may participate in chats with a scout, the recruiter’s primary occupation is to help survey the regular citizen enquires about their military wants, the enrollment specialist must converse with an enlist and his legitimate gatekeeper or guardians as nobody under 18 can’t settle on choices for themselves without their folks/watchmen authorization. The scout at that point will begin the procedure, one of the recruiter’s first assignments is to get the regular citizen ASVAB scores from their neighborhood secondary school or if the select is from away they can be retested on the ASVAB. The ASVAB represents Armed Services Vocational Aptitude Battery test and it gets to a recruit’s likelihood for selection, military employment arrangement and profession investigation after the military. ASVAB scoring depends on (IRT) Item Response Theory, this model is utilized on the grounds that it quantifies the examinee’s capacity to be put on a similar scale as every other person and each test is custom-made to a particular capacity level required when the examinee picks their military occupation. The IRT model uses the (3pl) in which gauges an examinee’s level of capacity to react to an individual thing or qualities, particularly those attributes that speaks to trouble, separation (How a thing segregates among ex... ...any piece of the (PRT) they’ll be giving increasingly serious activities to play out this is to expand their endurance, and prepare them for the following period of Army preparing as each stage most recent 3 weeks and get’s progressively extreme until the last stage. Training camp Continued, The second period of training camps comprises of volunteers performing strategic foot walks, learning fundamental shooter marksmanship, field preparing practices and participating in aptitudes and situational preparing practices just as the certainty hindrance course. Volunteers now are being bored every day on the rank and symbol identifications just as their levels of leadership from their drill teacher to the President of the United States; they despite everything need to pass (PRT) for stage II and with just 3 weeks left any enroll that falls flat needs to commit their own spare time into running and preparing to pass the last PRT in stage 3.

Teamwork and Motivation Essay Example | Topics and Well Written Essays - 750 words - 2

Collaboration and Motivation - Essay Example Advancement and expanded profitability are conceivable if representatives are prepared and instructively persuaded. Constant learning and representative preparing ought to be arranged by the association through their residency at some normal interim of time. This outcomes to higher inspiration as well as lower turnover. Preparing likewise gets ready workers to accept more power over their occupations and less management, therefore fabricating better representative unwaveringness, fulfillment, and motivation.In the inspiration plan, ceaseless assessment in a particular cycle ought to be an unquestionable requirement accomplish for the essential point of estimating progress and deciding requirements for upgrades. This will involve estimation of mentalities, resolve, and workforce inspiration to decide manners by which the structure and usage of the arrangement at any rate once for a year (Deming, 2013).A genuine upper hand for an association is accomplished through all around prepared and persuaded human asset co-ordinating their endeavors and vitality essentially for the entity’s objectives of quickening execution, bringing down turnover and expanding productivity.In supporting the components the two-factor hypothesis (Hygiene-hypothesis) by Fredrick Herzberg can be utilized so as to comprehend the variables affecting people groups' perspectives and work. As indicated by this hypothesis, fulfillment is brought about by (satisfiers) factors identified with work itself, accomplishment, acknowledgment, and duty. He contends that inspiration is an internal power driving people to individual and authoritative objective accomplishment.

How to Quickly Get the Information You Need From an MCAT Science Passage

A lot of students struggle with the timing aspect of the MCAT -- between reading all of the passages and thinking through all of the questions, it’s easy to lose track of time and start feeling rushed towards the end. If timing is a problem for you, try switching up your technique. Instead of reading the entire passage first, word for word, and then going through the questions, try taking a look at the questions first. First Pass - answer whatever you can!: Usually, about a third of the questions from a passage can be answered right away, without any passage information. Answer those on your first pass through. For the others, underline or highlight the key points in the question -- this will help you keep an eye out for specific information when you read the passage. Read the Passage: After skimming all of the questions, then go back and read the passage. Keep an eye out specifically for the words and concepts that you highlighted in the questions; mark where they are in the passage in case you need to go back. Second Pass - answer the rest and check for details: After you’ve finished reading, go back to the questions and answer the remaining ones. At this point, you should have a pretty clear idea about where the information is located in the passage, and be able to connect the question stem to the passage. If the question refers to a specific line or paragraph in the text, reread that and perhaps the line above and below it to refresh the context in your mind. Unlike in the verbal section, where all of the answers will come directly from the passage, it isn’t always necessary to go back and get passage information to get through the science sections on the MCAT. On some questions, you might have a hunch, but just need some additional context to figure out what they are asking. If you feel that reading the passage gave you the background necessary to answer the question, then go ahead and pick an answer. If you still need some clarification between answer choices, you can go back to the spots you marked in the passage that were related to these questions. After you have gotten through all of the questions, make sure to go back to the questions you answered initially to see whether the passage changed anything about your answer. It’s possible that the context of the passage gave the question a different spin, so you definitely want to make sure to double check those. By looking at the questions first, and reading for the specific, relevant information, you won’t waste time reading every word and then having to go back and search for the information you need. Hopefully, this will help you cut out some time and feel more comfortable finding the information you really need. For more relevant reading, check out these other blog posts, written by ourprivate MCAT tutors in NYC, Boston, and online:Gametoegensis on the MCAT,When Should I Take the MCAT?, andGetting an MCAT Study Buddy. ;

Employee Motivation Term Paper - 275 Words

Employee Motivation (Term Paper Sample) Content: Employee MotivationName Institution Course NumberCourse NameDateThe level of competition in the corporate world has prompted firms to embrace motivation strategies to encourage their employees with an aim of ensuring that quality services are offered to consumers. To attain this, firms have been prompted to initiate mechanisms that make their workplace desirable so that employees may be motivated to work efficiently and apply their skills optimally. Unlike past days when most firms regarded employees as just part of the inputs required in the production process of goods and services, it is now apparent that they are valued as the human capital without which an organization cannot attain its goals. There are a number of theories that have been used to explain the need for employee recognition and engagement, for instance: equity theory, two factor theory, expectancy valence theory and need hierarchy theory. Motivation of employees should be the primary focus for manage rs by offering: equity, support to employee aspirations and goals, good remuneration, and skill enhancement through continuous training. The equity theory shows how employee performance is greatly influenced by the manner in which his peers are treated. For instance, firms that treat employees differently affect the motivation of employees by making it difficult for them to engage in teamwork or working effectively. This often happens in an environment where individuals holding certain positions are treated as more superior due to their closeness to managers in contrast to others occupying similar positions. This trend is detrimental. According to Kim (2006), the influences managers have in determining the behavior exhibited by their employees often define whether their firms are headed for failure or success. In most cases, motivations determines the attitude shown by employees towards their leaders, fellow team members as well as the tasks assigned to them by their seniors. As a r esult, managers need to treat all employees fairly since this boosts their motivation and desire to work towards the attainment of their firms goals and objectives. As explained in the Two Factor Theory of motivation, factors such as the achievement of ones goals, recognition by fellow workers and seniors as well as an equal provision for growth and development opportunities in the workplace encourage employees, thereby inspiring them to give their best. This implies that managers have to handle employee motivation and dissatisfaction separately to make sure that organizations reap the best from the input from their workforce members. Satisfaction is believed to occur whenever employees are provided with opportunities to enhance their careers and these include promotion and positive relationships with other workers. As Jehanzeb et al (2012) put it; satisfaction is mostly propelled by the values employees hold regarding their jobs or the expectations they have towards their participa tion in the workplace. Dissatisfaction often occurs whenever employees are either not contented with the manner in which leaders treat them or if there are disparities in the salaries earned within their organizations despite the equal commitments exhibited. Any significant efforts made by employees have to be recognized and initiatives taken to motivate them. The firm management should be on the look out for the any grudges among employees. Firms that fail to identify the availability of discord among employees often risk the failure to attain their goals owing to the fact that individuals rarely have the will to engage in collective activities or come up with innovative ideas meant to enhance the competitiveness of their firms.The Expectancy Valence Theory indicates that motivation in the workplace is mostly influenced by the value held by employees towards the attainment of specific outcomes in their jobs, the probability of realizing the desired outcomes and the rewards accompan ied by the prospect of meeting particular goals. This theory is quite relevant for any management team in the corporate world that wishes to encourage goal setting among employees. Whenever workers hold the goals set individually and by the organization with high regard, the chances of making positive contributions towards the success of firms increases. Basing on the implication of this theory, rewards are necessary to steer employee motivation and encourage them set outcomes that boost the welfare of the organization as well as position them to face new challenges so that they may enhance their skills. The rewards offered may be in the form of promotions, salary increase or provision of incentives and material gifts. Organizations may also offer staff trips during holidays where, besides the reward element, employees get the opportunity to mingle with workers from other established organizations for benchmarking purposes. Motivation can also be explained through the Goal Setting T heory which entails the desire by employees to make various accomplishments within some specified periods of time. For an individual to set goals, there has to be some probability of the desired outcomes being realized. Impressions on the feasibility of the goals can be best provided by managers and other leaders with the role of overseeing employees. The Need Hierarchy Theory postulated by Abraham Maslow is also important in explaining employee motivation in the workplace. This theory underlines the complexity of individuals basic requirements that influence their satisfaction and the ability to perform well in a competitive environment. Maslow recognizes in his theory that meeting the lower level needs first as an individual tries to succeed is sensible. According to this theory, the hierarchy of needs include psychological, security, social, esteem, and self-actualization. The needs deemed to be lower in the hierarchy such as psychological and security is normally met through goo d payments as well as the other benefits accrued in the workplace. The needs higher in the hierarchy may end up causing motivational issues if managers fail to put them into consideration. As a result, managers should identify whatever makes the workplace more satisfying for each employee and ensure that the salaries offered match each individuals contribution towards company goals. The working environment has to be healthy to boost employee morale (Devadass, 2011). Managers need to ensure that employees are treated equally and given equal opportunities to enhance their careers as they do their best to improve the welfare of their organizations. Employee motivation may either stem from within themselves or from various outside factors. Intrinsic motivation normally comes from within an individual and takes the form of personal enjoyment and may stem from the achievements made in terms of education or previous activities (Yudhvir Sunita, 2012). This kind of motivation is always enha nced by non-material incentives such the provision of flexible working schedules, adequate training or an ethical working environment where people are willing to work together and support one another. Extrinsic motivation comes from the environment around an employee and may include the urge to work effectively to attain a promotion or as a result of the monetary incentives offered, for instance, good remunerations and bonuses. Managers also have the mandate to enhance organizational st... Employee Motivation Term Paper - 275 Words Employee Motivation (Term Paper Sample) Content: Employee MotivationName Institution Course NumberCourse NameDateThe level of competition in the corporate world has prompted firms to embrace motivation strategies to encourage their employees with an aim of ensuring that quality services are offered to consumers. To attain this, firms have been prompted to initiate mechanisms that make their workplace desirable so that employees may be motivated to work efficiently and apply their skills optimally. Unlike past days when most firms regarded employees as just part of the inputs required in the production process of goods and services, it is now apparent that they are valued as the human capital without which an organization cannot attain its goals. There are a number of theories that have been used to explain the need for employee recognition and engagement, for instance: equity theory, two factor theory, expectancy valence theory and need hierarchy theory. Motivation of employees should be the primary focus for manage rs by offering: equity, support to employee aspirations and goals, good remuneration, and skill enhancement through continuous training. The equity theory shows how employee performance is greatly influenced by the manner in which his peers are treated. For instance, firms that treat employees differently affect the motivation of employees by making it difficult for them to engage in teamwork or working effectively. This often happens in an environment where individuals holding certain positions are treated as more superior due to their closeness to managers in contrast to others occupying similar positions. This trend is detrimental. According to Kim (2006), the influences managers have in determining the behavior exhibited by their employees often define whether their firms are headed for failure or success. In most cases, motivations determines the attitude shown by employees towards their leaders, fellow team members as well as the tasks assigned to them by their seniors. As a r esult, managers need to treat all employees fairly since this boosts their motivation and desire to work towards the attainment of their firms goals and objectives. As explained in the Two Factor Theory of motivation, factors such as the achievement of ones goals, recognition by fellow workers and seniors as well as an equal provision for growth and development opportunities in the workplace encourage employees, thereby inspiring them to give their best. This implies that managers have to handle employee motivation and dissatisfaction separately to make sure that organizations reap the best from the input from their workforce members. Satisfaction is believed to occur whenever employees are provided with opportunities to enhance their careers and these include promotion and positive relationships with other workers. As Jehanzeb et al (2012) put it; satisfaction is mostly propelled by the values employees hold regarding their jobs or the expectations they have towards their participa tion in the workplace. Dissatisfaction often occurs whenever employees are either not contented with the manner in which leaders treat them or if there are disparities in the salaries earned within their organizations despite the equal commitments exhibited. Any significant efforts made by employees have to be recognized and initiatives taken to motivate them. The firm management should be on the look out for the any grudges among employees. Firms that fail to identify the availability of discord among employees often risk the failure to attain their goals owing to the fact that individuals rarely have the will to engage in collective activities or come up with innovative ideas meant to enhance the competitiveness of their firms.The Expectancy Valence Theory indicates that motivation in the workplace is mostly influenced by the value held by employees towards the attainment of specific outcomes in their jobs, the probability of realizing the desired outcomes and the rewards accompan ied by the prospect of meeting particular goals. This theory is quite relevant for any management team in the corporate world that wishes to encourage goal setting among employees. Whenever workers hold the goals set individually and by the organization with high regard, the chances of making positive contributions towards the success of firms increases. Basing on the implication of this theory, rewards are necessary to steer employee motivation and encourage them set outcomes that boost the welfare of the organization as well as position them to face new challenges so that they may enhance their skills. The rewards offered may be in the form of promotions, salary increase or provision of incentives and material gifts. Organizations may also offer staff trips during holidays where, besides the reward element, employees get the opportunity to mingle with workers from other established organizations for benchmarking purposes. Motivation can also be explained through the Goal Setting T heory which entails the desire by employees to make various accomplishments within some specified periods of time. For an individual to set goals, there has to be some probability of the desired outcomes being realized. Impressions on the feasibility of the goals can be best provided by managers and other leaders with the role of overseeing employees. The Need Hierarchy Theory postulated by Abraham Maslow is also important in explaining employee motivation in the workplace. This theory underlines the complexity of individuals basic requirements that influence their satisfaction and the ability to perform well in a competitive environment. Maslow recognizes in his theory that meeting the lower level needs first as an individual tries to succeed is sensible. According to this theory, the hierarchy of needs include psychological, security, social, esteem, and self-actualization. The needs deemed to be lower in the hierarchy such as psychological and security is normally met through goo d payments as well as the other benefits accrued in the workplace. The needs higher in the hierarchy may end up causing motivational issues if managers fail to put them into consideration. As a result, managers should identify whatever makes the workplace more satisfying for each employee and ensure that the salaries offered match each individuals contribution towards company goals. The working environment has to be healthy to boost employee morale (Devadass, 2011). Managers need to ensure that employees are treated equally and given equal opportunities to enhance their careers as they do their best to improve the welfare of their organizations. Employee motivation may either stem from within themselves or from various outside factors. Intrinsic motivation normally comes from within an individual and takes the form of personal enjoyment and may stem from the achievements made in terms of education or previous activities (Yudhvir Sunita, 2012). This kind of motivation is always enha nced by non-material incentives such the provision of flexible working schedules, adequate training or an ethical working environment where people are willing to work together and support one another. Extrinsic motivation comes from the environment around an employee and may include the urge to work effectively to attain a promotion or as a result of the monetary incentives offered, for instance, good remunerations and bonuses. Managers also have the mandate to enhance organizational st...