The Perks of Being a Wallflower Compare and Contrast Essay Example

The Perks of Being a Wallflower Compare and Contrast Essay The book and the movie for The Perks of Being a Wallflower are extremely different, and I believe that the movie is much better than the book. The book is written much differently than the movie. There are lots of scenes that are in the book but not in the movie and that are in the movie not the book. The movie focuses less on the bigger, depressing topics than the book does. The characters in the movie are also much different than they are in the book. Their personalities are very different in the movie than the author described them as in the book.The movie, The Perks of Being a Wallflower, is directed very differently than how the book is written. The book is written in letters that Charlie writes to a friend. In the book, it’s harder to â€Å"get to know† the characters. Charlie describes them very well but it is harder to actually feel like you â€Å"know† the characters. Charlie sometimes narrates the movie, but it is also in 3rd person. Because the movie i s also in 3rd person, you can â€Å"get to know† the characters better. In the movie Charlie also has flashbacks. When he has them he describes himself as â€Å"getting bad again†.Because the book was written in 2nd person, Charlie never had flashbacks. In addition to the book being written differently than the movie, there are many things that were left out of the movie that were in the book. One thing that was in the book but not the movie was when Charlie caught his sister Candace and her boyfriend, Ponytail Derek sleeping together. In the movie they also leave the part out when Charlie drives Candace to get an abortion. Charlie, Sam and Patrick also smoke cigarettes in the book, but they don’t in the movie. One big thing that Charlie did a lot of in the book, but almost none of in the movie was cry.In the book, Charlie cries after he and Sean get in a fight, when Sam kisses him, when he breaks up the fight between Patrick and Brad, and after the dare where P atrick told Charlie to kiss the prettiest girl in the room, while he is dating Mary Elizabeth, and he kisses Sam. In the movie, the only time you see Charlie crying is at the end, when he blacks out and attempts to commit suicide. There are many scenes and details that were in the book, but were left out of the movie, one thing that differentiates the movie from the book, is the change in character’s personalities and the relationships between the characters.In the book, Candace and Charlie seem like they don’t get along extremely well. Like any brother and sister, they fight quite a lot and they get in many arguments. But Candace seems like she is much meaner to him in the book than she is to him in the movie. In the movie Candace is much nicer to Charlie, and just nicer in general. Patrick is quite similar in the movie to how he was in the book, except for his personality. In the book, Patrick seems less carefree and funny. It seems like he is a jokester, but he can also be very serious at times. While in the movie he can’t be taken seriously and he always is trying to lighten the mood.Even when he and Brad were going through a rough spot in their relationship, he was still messing around and cracking jokes. Charlie was the character that is the most different in the book and in the movie. In the book, Charlie is portrayed as weak, nerdy and extremely awkward. But in the movie he is a tougher character and he seems a lot less quiet and shy. One way the movie shows that Charlie is not very weak is how he only cries once at the end. While in the book he cries all the time. The Perks of Being A Wallflower is a good book but a very good movie.If the movie had all of the scenes that the book had in it, the movie would be extremely depressing. The movie was written differently than the book, it was written in 3rd and 2nd person while the book was only written in 2nd. There are very many things that the book had, but the movie did not. Includin g some of the very heavy events and flashbacks that Charlie had. Some of the characters in the book were shown very differently than they were in the movie. After watching the movie and reading the book for The Perks of Being A Wallflower, I believe that the movie is better than the book. The Perks of Being a Wallflower Compare and Contrast Essay Example The Perks of Being a Wallflower Compare and Contrast Paper The book and the movie for The Perks of Being a Wallflower are extremely different, and I believe that the movie is much better than the book. The book is written much differently than the movie. There are lots of scenes that are in the book but not in the movie and that are in the movie not the book. The movie focuses less on the bigger, depressing topics than the book does. The characters in the movie are also much different than they are in the book. Their personalities are very different in the movie than the author described them as in the book.The movie, The Perks of Being a Wallflower, is directed very differently than how the book is written. The book is written in letters that Charlie writes to a friend. In the book, it’s harder to â€Å"get to know† the characters. Charlie describes them very well but it is harder to actually feel like you â€Å"know† the characters. Charlie sometimes narrates the movie, but it is also in 3rd person. Because the movie i s also in 3rd person, you can â€Å"get to know† the characters better. In the movie Charlie also has flashbacks. When he has them he describes himself as â€Å"getting bad again†.Because the book was written in 2nd person, Charlie never had flashbacks. In addition to the book being written differently than the movie, there are many things that were left out of the movie that were in the book. One thing that was in the book but not the movie was when Charlie caught his sister Candace and her boyfriend, Ponytail Derek sleeping together. In the movie they also leave the part out when Charlie drives Candace to get an abortion. Charlie, Sam and Patrick also smoke cigarettes in the book, but they don’t in the movie. One big thing that Charlie did a lot of in the book, but almost none of in the movie was cry.In the book, Charlie cries after he and Sean get in a fight, when Sam kisses him, when he breaks up the fight between Patrick and Brad, and after the dare where P atrick told Charlie to kiss the prettiest girl in the room, while he is dating Mary Elizabeth, and he kisses Sam. In the movie, the only time you see Charlie crying is at the end, when he blacks out and attempts to commit suicide. There are many scenes and details that were in the book, but were left out of the movie, one thing that differentiates the movie from the book, is the change in character’s personalities and the relationships between the characters.In the book, Candace and Charlie seem like they don’t get along extremely well. Like any brother and sister, they fight quite a lot and they get in many arguments. But Candace seems like she is much meaner to him in the book than she is to him in the movie. In the movie Candace is much nicer to Charlie, and just nicer in general. Patrick is quite similar in the movie to how he was in the book, except for his personality. In the book, Patrick seems less carefree and funny. It seems like he is a jokester, but he can also be very serious at times. While in the movie he can’t be taken seriously and he always is trying to lighten the mood.Even when he and Brad were going through a rough spot in their relationship, he was still messing around and cracking jokes. Charlie was the character that is the most different in the book and in the movie. In the book, Charlie is portrayed as weak, nerdy and extremely awkward. But in the movie he is a tougher character and he seems a lot less quiet and shy. One way the movie shows that Charlie is not very weak is how he only cries once at the end. While in the book he cries all the time. The Perks of Being A Wallflower is a good book but a very good movie.If the movie had all of the scenes that the book had in it, the movie would be extremely depressing. The movie was written differently than the book, it was written in 3rd and 2nd person while the book was only written in 2nd. There are very many things that the book had, but the movie did not. Includin g some of the very heavy events and flashbacks that Charlie had. Some of the characters in the book were shown very differently than they were in the movie. After watching the movie and reading the book for The Perks of Being A Wallflower, I believe that the movie is better than the book.

The Great Gatsby Essays - The Great Gatsby, Daisy Buchanan

The Great Gatsby Essays - The Great Gatsby, Daisy Buchanan The Great Gatsby Life, like The great Gatsby Imagine that you live in the nineteen twenties, and that you are a very wealthy man that lives by himself in a manchine, on a lake and who throws parties every weekend. This is just the beginning of how to explain the way Jay Gatsby lived his life. This novel, by F. Scott, Fitzgerald is one that is very deep in thought. Fitzgerald releases little clues along the way of the novel that will be crusual to understand the ending. For instance, he makes the blue coupe a very important clue, as well as the Dr. T. J. Eckleburg eyes on the billboard that Mr. Wilson (the gas station attendant ) refers to as the eyes of god. There are also other little things that relate to the reason of gatsbys death. The main characters of this novel each have their part to do with the ending, Nick Caraway is probably the main character of this novel, as he comes down from New Jersey to new York to visit his cousin Daisy, who is married to Tom Buchannan. These are some of the incidents that are included in the novel as you will read further I will relate some issues of the novel, as well as other critics have included their views on The Great Gatsby. F. Scott, Fitsgerald was an American short story writer and novelist famous for his depictions of the Jazz Age(the 1920s), his most brilliant novel work being The Great Gatsby(1925). He was born in St. Paul, Minnesota on sept. 24, 1896 and died in Hollywood, California on December 21, 1940. His private life, with his wife, Zelda, in both America and France, became almost as celebrated as his novels. Fitsgerald was the only son of an aristocrat father, who was the author of the star spangle banner. Fitzgerald spent most of time with his wife, latter in their relationship they moved to france where he began to write his most brilliant novel, The Great Gatsby. All of his divided nature is in this novel, the native midwestener afir with the possibilities of every Americans dream in OLSON 2 its hero, Jay Gatsby, and the compassionate princeton gentlemen in its narrator, Nick Carraway. The Great Gatsby is the most profoundly American novel of its time (Houghton). Fitzgerald had an intensely romantic imagination, what he once called a heightened sensitivity to the promises of life, and he rushed into experience determined to realize those promises. Latter on in Fitzgeralds life, he started to drink very heavily and became very unhappy. In 1930 his wife had a mental breakdown and in 1932 another, from which she never recovered. With its failure and his despair over Zelda, Fitzgerald was close to becoming an incurable alcoholic. He surpassed becoming an alcoholic though, and moved out west to become a Hollywood screenwriter were he met his new wife Sheilah Graham, but he never forgot about Zelda and his daughter Scotti. (Johnson, 384). The Great Gatsby is an excellent review on how fitzgerald preceived his life to be, in the same sense that he also was very wealthy. Gatsby, in this novel is the mistiries wealthy man that lives in the big house across the lake from Tom and Daisy Buchanann. There would always be some type of party going on at his house, but for some reason he never attended to them, he would always watch from his window. Nick Caraway is Daisys cousin who comes to visit, Nick needs a place to stay, so he finds an ad for a guest cottage that Mr. Jay Gatsby owns. After Nick has moved in Jay and Nick become pretty close friends. Jordan has always wondered who The Great Gatsby was, so she uses Nick to find out more about him. As the story goes on, there are some odd things that Fitsgerald relates to the story as important things. These important things make you really think about what it means to the story. The Automobile in The Great Gatsby is a very big topic for the conclution of the story. What we have in The Great Gatsby is a creative manipulation of the automobile as symbol and image to accomplish a variety of ends (OMeara, 74). OMeara goes on to say that when Fitzgerald accentuates mechanism and minimizes aesthetics, he depersonalizes vehicles and underscores the OLSON 3 behavior of their drivers. The existing criticism on automobiles in The Great Gatsby usually centers on one or

Grace hopper Essay Example | Topics and Well Written Essays - 750 words

Grace hopper - Essay Example Because of her personality and a moving effect towards the work that she has done, she was referred to as â€Å"Amazing Grace†. In light of her works, the US Navy destroyer USS Hopper has been named after her. Also the Cray XE6 â€Å"Hopper† supercomputer present at NERSC was named in her memory. Grace Hopper received a PhD in mathematics from the Yale University. She began teaching mathematics at Vassar in the year 1931 and the got promoted to the role of an associate professor 10 years later, in 1941. It was in 1949 that Grace Hopper became an employee of Eckert Mauchly Computer Corporation in the role of a senior mathematician where she came in close collaboration with a team that had the task to develop the UNIVAC I. During the early periods of 1950s, this company was bought out by the Remington Rand Corporation (Richard 1981). This was the time when she was still employed with Eckert Mauchly Computer Corporation that she came up with her original compiler work whic h was a novelty in those times. This compiler was later on named as the A compiler and its initial version was called as A-0. A conference by the name of CODASYL was held in 1959 which brought together computer experts and geniuses from the related industries and the government. Grace Hopper was appointed as the technical consultant of this committee which essentially laid the basis of COBOL. The new language took some of its ideas from the IBM equivalent by the name of COMTRAN. COBOL aimed to write programmes in a language which was more close to the English dictum than the machine oriented basis. This was the reason why COBOL was seen as the single most ubiquitous business language and is still considered so to this day. As a captain in the Navy, Grace Hopper developed a number of validation software for the new programming language (COBOL) as well as its compiler which was a part of the standardization program that went ahead and helped the entire Navy. During her time at the Har vard University in the year 1947, Grace Hopper along with her associates discovered a moth stuck within a relay. After they had done a small operation, Grace Hopper was able to remark this moth as â€Å"debugging† the system. She brought the term of a computer bug to popularity even though she cannot be credited with coining the same. Also, Grace Hopper is famous for her nanoseconds visual aid (Dickason 1992). Since generals and admirals used to quite frequently enquire her about the long extent of time it took for the satellite communications to revert back, she began handing out certain pieces of wire which used to be nearly 1 foot long. This was due to the measurement done on light that it traveled within one nanosecond. She exclaimed that this length of time in nanoseconds was essentially the maximum speed of signals that might travel within vacuum. She also suggested that signals would travel slowly within the wires that were set up on her part as a visual aid. Grace Hop per’s legacy turned out to be quite a popular one for the women. Since Grace Hopper introduced mathematics as a ‘cool’ and trendy subject, it started to come out just like she envisioned within women in different parts of the world. This is the reason why her name is considered as an inspiring factor within the formation of the Grace Hopper Celebration of Women in Computing. This conference is held on an annual basis which brings designers to the fore

Financial Management Discussion Week 7 Essay Example | Topics and Well Written Essays - 500 words

Financial Management Discussion Week 7 - Essay Example Prototyping being the first stage requires entrepreneurs to keenly listen to prospective customers. Cheap and simple prototypes, however, should be built for the purpose of acquiring customer feedback. This level advocates for invested labor and credit card borrowing to finance the venture. At this stage trying to produce any venture capital would be fruitless except when the business can prove that it may make profits at early stages (Brooks, 2012). A vivid business model should follow the proof to offer a powerful bargaining upper hand with a venture capitalist. Customer base is useful especially after finding a customer who is willing and capable of paying for the final prototype. Also if one might want to ask capital from angel investors or family members who might want to buy a lesser stake in the particular company. At this level, the business or entrepreneur can raise money from many people who cannot scheme to oust the founder. Some Companies start g capital at this level even though it is advisable to wait and proceed with the activity at the third stage (Lawrence, 2010). Expansion is another process implemented after acquiring a trivial share of the market segment and surprisingly when also the growth of the company becomes stunted. Acquiring a new market becomes a vital activity while developing and updating products. At this level the startup CEO is in a position to discuss with capital providers because the venture is lucrative. The exit is the final process where the entrepreneur sells the business to a customer or gives a public offering (Baron, 2011). Sadly after the initial public offer is done most entrepreneurs leave their business because of the boredom brought about by the administration of a sluggishly growing publicly traded business. A company can raise capital using various ways for different uses depending on the financial necessities or on the size and nature

Goodwin Development Trust Essay Example | Topics and Well Written Essays - 3500 words

Goodwin Development Trust - Essay Example This demonstrates how Goodwin networks the community in Hull to improve the quality of life for everyone. To sum up, the Goodwin statement â€Å"Our overall goal is to improve the quality of life of people living in deprived neighborhoods. We aim to do this by helping communities and community-based organizations to develop innovative new services through practical learning, knowledge management, and networking†, says it all. (The Goodwin Trust Link) 2 Introduction Nearly any community anywhere comprises of the Haves and the Have Nots. It is a universal phenomenon and has existed from time immemorial. However, in each era, there have been conscious individuals or institutions that have taken care of the needy, poor and deserving. Usually, this was out of pity, religious teachings and occasionally out of love for the fellow brethren. This act of charity was limited to a few of the higher strata and was not universally practiced. In the modern era, however, due to higher levels of education that are now widespread, and also due to more liberal outlooks the community at large has started feeling uncomfortable at the existence of pockets that lag behind in education and resources. There has also been a feeling of resentment from the have not which was duly acknowledged by others. The feeling of obligation to give a helping hand has become more pronounced than ever before. Out of this has born the need to institutionalize the noble act of charity and people from all over the community participate in it.

Rewards System in HRM

Rewards System in HRM Chapter 1 The basic idea of HRM is first appear from 1980s; and defined in very simple term as managing people in organization and now in modern society, technological changes and production of product and services demand more than just managing people in an organization (Newell and Scarbrough, 2002). The term Human Resource Management and Human Resource emerged after replacing the term Personnel Management with almost same definition of managing people in an organization; it is a deliberate and consistent approach of managing organizational imperative asset (i.e. people) in order to operate business smoothly and achieve objectives which functions through human resource system including HR strategies, HR policies, HR process, HR practices and HR programs (Armstrong, 2006). HRM systems can be drive through organizational competencies to permit firms and industry to discover and utilize existing and upcoming opportunities (Ulrich and Lake, 1990). Organizational effectiveness, Human Capital manag ement, Knowledge Management, Reward Management, employee relations, Meeting Diverse needs, bringing the gap between rhetoric and reality are the specific aim of human resource management (Armstrong, 2006:8). Consider all human abilities to be either innate or acquired. Every person is born with a particular set of genes, which determines his [sic] innate ability. Attributes of acquired population quality, which are valuable and can be augmented by appropriate investment, will be treated as human capital (Schultz, 1981, p.21 quoted in fitz-enz, 2000, p. xii). Motivation 1.2 Purpose of Study The primary purpose of this research is to analyse the reward system and its impact on employees behaviour in McDonalds. Furthermore, this research will try to evaluate whether reward proper reward system would be the better tools for improving employees performance. This research analysis would be conducted through accessing opinion and interest of employees by distributing well designed questionnaire set. On the basis of this analysis, the research will try to advice the strategies and concepts for achieving employees satisfaction through proper and well designed reward policies in McDonalds. 1.3 Objectives of study The reward management system is an integral part of modern business infrastructure; each and every business is operating through optimum utilization of human resource; therefore, employee satisfaction and reward system are vital factors in order to achieve organizational goal (Armstrong, 2009). The fundamental objective of this research is to examine the relationship between employees performance behavior and reward system with in the organization. Furthermore, the specific objectives of this investigation are as below: To analyze how reward system helps to achieve organizational goal and reduce labor turnover. To investigate why rewards are essential to boost employees performance. To find out what type of reward system are mostly implemented by McDonalds in order to motivate employees. Reward system within an organization have major role in generating total reward based upon organizational values and objectives; It helps to provide memorandum about the importance in term of behavior and outcomes; Well designed reward system support to increase performance culture and positive job relationship as well as psychological contract (Armstrong and Helen, 2004). Furthermore, this study offers information and data to help in other relevant research and study to achieve knowledge and better understanding of downsides. This study targets not only issues on reward system but also add and find out the various alternatives like: non-financial rewards can replace the financial rewards if applied after detailed study of employees interest and needs. This study will try to find out whether or not; quality of service in McDonalds depends upon reward system within organization. This research findings and outcomes might helps to make better understanding between employees satisfaction performance and reward system. It ultimately helps to the new HR managers to design better reward system based upon employees interest and needs. Various kind of rewards, employees expectation, employees satisfaction, employees needs and organizational goals are the key factors of this research. 1.4 Research Questions How reward system helps to achieve organizational goal and reduce labor turnover? Why rewards within an organization are essential to boost employees performance? What types of reward system are mostly implemented by organization in order to motivate employees? 1.5 Assumptions Assumption A A/0: It is assumed that there is relationship between reward system and employee behavior. A/1: It is assumed there is no relationship between reward system and employee behavior. Assumption B B/0: It is assumed that there is relationship between employee satisfaction and employee reward system. B/1: It is assumed that there is no relationship between employee satisfaction and employee reward system. Assumption C C/0: It is assumed that there is relationship between employee satisfaction and quality services. C/1: It is assumed that there is no relationship between employee satisfaction and quality services. 1.6 Research Structure In order to analyse reward system and its impact on employees behaviour, this study will review the existing and current literature under the circumstance of reward and reward theory implemented by various industry in chapter two. This research will also inspect the employee satisfaction in relation with reward provided at McDonalds with the help of primary data collected from employees. For this reason, in the literature review chapter, different theories relating to rewards, issues on rewards and its types will be thoroughly reviewed. The third chapter, Research methodology will address philosophy, approach and methods of research undertaken for this research. It will also explain the sampling, case study, research strategy, data collection tools, source of data and the method for data analysis. The fourth chapter, Data analysis and Presentation will present the results of the study in relation with demographic analysis of the respondents and their satisfaction level in McDonalds r eward system. Various figures and charts will be mentioned in this chapter in order to make simple and detailed report on research. In the fifth chapter, conclusions and recommendations will be made based upon data analysis and Presentation. This researcher will offer recommendation to the company (i.e. McDonalds) with due deliberation to the results of the primary data and the review of the literature. After wards, References and appendices will be included in research paper for better understanding and authenticity of study. Chapter 2 Literature Review Theoretical Framework This chapter highlights on the literature that is available in the topic especially the basic concern and aims of the research is to primarily focus on the relationship between organization goal and its reward system of selected fast-food restaurant. It includes literature regarding theories on the topic and review of the observed evidence of previous studies. As for concern several books, articles, journals, research studies have been reviewed in this subject. The main objectives of the literature review is to find out what research studies have been conducted in ones selected of developing research design. Thus the previous studies cannot be unobserved because they provide the foundation of the present study. 2.2 Conceptual Framework Before getting into the core subject matter of Reward system in profit making organization, it is imperative to be acquainted with the general concept of reward, benefit and other related topics and general profile of organization. To understand it better, the following sections and sub-sections will be examining the conceptual matter of the reward system and give brief introduction of the organization under research. 2.3 The context of Reward management In 1960s and 1970s the main cause behind introduction of incentive schemes was to build path of giving workers wages and salaries at a time of government controls (Bowley et al 1982). Due to lack of proper strategy and policies, some of employers gain reduced cost and even below 50% of increased outcomes; in 1980s and 1990s the concept of paying people was changed where worker were paid for their performance rather than attendance; similarly taxation policy was slightly changed as lower rate in income tax (Marchington and Wilkinson, 2005). Payment system has been drastically changed in Britain over the last twenty years and lots of concepts are emerged in relation to compensation and remuneration which are directly in control of management; similarly, in USA, a new concept of payment has emerged under the rubric of the New Pay. This new pattern has great influence on Britains management practice and government as well (White and Druker, 2000). The new pattern of thinking about New Pay in Britain is reward management (term used by Armstrong and Murlis 1988) has same management concern. Then, these concepts fall upon two grounds: 1) rewarding employees for work done and 2) remuneration system to be conditional upon business policy. Furthermore, the interest in reward system concept had been boosted by IPD professional syllabus which includes lots of unit and title on employee reward and a specific text book (Armstrong, 1999). The new syllabus by IPD provides higher emphasis on rewarding employees and employees satisfaction towards job. However, this holistic approach of payment has not, to date, reflected in academic literature, where controversy arises between micro-economics literature of labor economists and human resource literature. The former concern was about effect of pay on whole economy and impact on inflation, productivity and employment. Afterward, in contrast, draws both upon the industrial with regulation with employment relationship and organizational behavior (White and Druker, 2000). Now, the existing textbook focused largely realistic than imaginary, which ignore collective bargaining and employee voice, continue to play in lots UKs organization (Armstrong, 1999).The parallel employee relation also include title to describe pay bargaining systems (Gennard and Judge, 1997). Most importantly, the impact of control relation with in the work area and its impact on reward management plans and policies are polished over IPD texts. Core personnel and Development text (Marchington and Wilkinson, 1966) being an honorable exemption to this approach. Reward management has fascinated increased attention in recent years. Pay structure and system of payment are collectively determined and influenced by context of society in which they implemented (Steven, 1996). 2.4.1 Reward For most of the work is, in the main, a source of disutility, and they therefore require payment to compensate them for the time they devote to it. (Elliott, 1991:) Reward management is not only about money. It is also concerned with those non-financial rewards which provide intrinsic or extrinsic motivation (Armstrong and Murlis, 1988:) Reward is about how staffs are rewarded and valued in return of their performance towards organization which may includes both financial and non financial rewards and embrace the plan, policies , strategies, and reward layout prepared by an organization to maintain smooth reward system (Armstrong, 2009).It signifies one of the vital factors supporting the employment relationship (Kessler, 2005). It can be defined as fundamental expression of job relationship. It is concerned with the formulation, and implementation of plans and policies to reward employees fairly, equitably and consistently on the basis of their performance. The development, maintenance, designs and implementation of reward system is done to fulfill needs of both organization and employees (Armstrong, 2009). Both organizational and employees values are significant for align reward practices (Brown, 2001). It can influence a number of human resource policies, processes and practices which have great impact on organiza tional performance (Lawler, 2000a). It becomes an essential tool to coordinate, communicate and reinforce the organizational goal because it incentivizes staffs to achieve objectives and apply required capabilities and skills supporting them (Brett, 2006). As a result employee feels that they are considered as valuable asset of an organization (Jaques, 1961). All the organization has their own reward system without that employee would not join, come to work and perform less than they are supposed to perform with the mission statement of organization (Wilson, 2002). Business Strategy Reward system is a system which contains various interrelated process and activities done effectively in order to fulfill organizational goal and maintain employees value (Armstrong, 2009). It consists of monetary reward (Fixed and variable) and non monetary (employee benefits) which together mixed and form total remuneration. The main sections of reward system are process, practice, structure, scheme and procedure. Process includes job evaluation, market rate analysis and performance management, Practice includes financial benefits and non financial benefits provided to employees, Structure describe level of rewarding people on the basis of structure and their performance, Schemes explain financial rewards and incentives provided to employees, Procedure for maintaining system and ensuring that worker work according to standard and value of money. Reward system provides systematic way to deliver positive consequence (Wilson, 2002). Cost is the vital factor in reward and for service oriented organization, labor cost have important proportion on overall cost; however, lower labor cost doesnt always minimize cost , some time high labor cost leads towards increased turnover because of excellent performance due to motivation (Pfeffer, 1998). The proper implementation of strategic reward management helps to change employees behavior and attitude towards organization due to effective reward strategy; there are number of factors which mix along these type of straight-forward cause effect relationship; therefore, there is high possibility that reward strategy might helps in organizational change (Marchington and Wilkinson, 2005). 2.4.2 International Reward Management To achieve knowledge about importance of international organization and transnational organizational activity for employees reward system, 2007 World Investment Report (UNCTD, 2007) is suitable; where 78000 transnational companies with 780000 international affiliation and employing approximately 73 million people around the world (Perkins and White, 2008). This circumstance involves lots of areas and scopes for regulation, policies and practice work, human resource specialists critical responsibility for structuring the better reward policies become much more complex and difficult (Briscoe and Schuler, 2004:305). 2.5 Reward Issues Boardroom pay has been brought back under the attention after it emerged that CEO of FTSE100 companies receive around  £3.2 m in 2006 where analysis also emphasize that there is narrow gap between American and British pay (The Times, 29 October 2007).Employees of the largest UK companies are ultimately starting to contribute the decent amount of defined contribution and pension; Employers are tends to put much less defined into the defined payment pensions that has largely replace salary scheme for new employees- only 6-7% of salary, Paul Macro, senior consultant with the firm saidà ¢Ã¢â€š ¬Ã‚ ¦approximately 15% of the salary that generally accepted as being the level of contribution needed to provide a decent income in retirement (Financial Times, 14th November 2007). Employee compensation, remunerations and reward (terms that may be used interchangeably in the literature, although compensation tends to predominant US commentary) may be defined as all forms of financial returns and tangible services and benefits employees receive (Milkovich and Newman, 2004:3). In United States of America (USA), both old and new style organization are taking on board total reward strategy; however, same writer observe that too often, when companies talk about Total Reward they simply mean providing generous benefits and positive workplace. Guaranteeing jobs, supporting an attractive work-life balance, adding benefits and pay- scale, cheering development and opportunities and making work place interesting all makes lower class business logic without considering the needs of high performance; they feel most existing solutions which ignore performance and encourage power (Zingheim and Schuster, 2000). 2.6 Reward Objectives The success of any reward system fully depends upon clear and concise objectives; the first step in consulting a strategic corridor through the reward jungle is to set achievable objectives, basically, to make employees satisfied and get work done from them is a primary objective of reward system (Brown, 2001). Organizations are starting to understand that pay should not de considered in term of particular job and financial results; the compensation should be inextricably being attached to employees, their performance and organizational vision and goals as well as most valuable and important tools for communicate, coordinate and reinforce the attitude and behaviors for results (Flannery et al, 1996). Reward management aims to support the achievement of organizations strategic and operational objectives, helps to communicate, drive and support expected attitude and behavior, promote continuous development, compete in employment market, enhance teamwork, and promote flexibility, gain f airness and equity (Armstrong and Murlis, 1998). Similarly, support culture management and change through matching pay and organizational culture as a whole, where as it cannot drive change or lead change process, cannot define change, cannot establish values and cannot establish effective leadership (Flannery et al, 1996). Furthermore, the European study under total rewards underpinned the following as a objectives and themes of rewards: introducing more flexible and changeability reward rather than control oriented and highly structured, market driven rewards, more flexible employee based, focused on variable pay, promoting boarder concept of reward in relation to contribution in their organization, implementing variety of reward tools, involving managers and staffs in those rewards cases and so on (Perrin, 1999). 2.7 Total Reward Reward that include not only traditional, financial component (salary, wage, pay, benefit etc) but also non-financial component (job responsibility and accountability, career opportunities, training and development etc) provided by an organization in order to motivate its employees (Thumpson, 2002). Reward that covers not only tangible pay like pay and benefits, but also intangible factors, such as opportunity to work flexibly, career development, trainings and environment where employees feels respect and valued (Brett, 2006). It includes direct as well as indirect and intrinsic as well as extrinsic (Manus and Graham, 2003), which embrace everything that employee values in employment relationship (Oneal, 1998). The combination of both monetary and non-monetary reward which helps to address every staff whether they want financial or non financial; the tools that are used to attract, retain, motivate and satisfy employee in order to increase efficiency and effectiveness that drive desired attitude in workplace (World Bank, 2000). Total reward is vertically integrated organizational strategy and horizontally integrated with HR strategies to gain internal consistency (Armstrong, 2009). The success of totals reward strategy is almost all depends upon monetary and non-monetary rewards provided to employees by employers (Davis, 2007). an approach to providing a package of reward to employees in the way that optimize employee satisfaction with reward from their work, and which does this in such a fashion that the employees contribution to employer is optimized at an acceptable cost -Vicky Wright, CIPD vice president (CIPD National Conference, 2001) It is fairly simple to understand but very complex in operation owing to the wide -ranging implications forà ¢Ã¢â€š ¬Ã‚ ¦..reward management (Richards and Hogg, 2007:4) All the employers available tools that may be used to attract, retain, motivate and satisfy employees, this encompasses every single investment that an organization makes in its people, and everything its employees value in the employment relationship. (World Bank, 2000) The termà ¢Ã¢â€š ¬Ã‚ ¦adopted to describe a reward strategy that brings additional component such as learning and development, together with aspects of the working environment into the benefit package. It goes beyond standard remuneration by embracing the company culture, and is aimed at giving all employees a voice in the organization, with the employers in return receiving and engaged employee performance. (Richards and Hogg, 2007:1) Whistling the initial definition on offer, the relationship might be distinguish between total reward and various thoughts and ideas like employee well-being and psychological contract (Guest and Conway, 2004); similarly, emotionally intelligent leadership (Brown et al, 2006; Goleman, 2002; Palmer et al, 2001); mutual gain'(Bacon and Blyton, 2006); as well as employee involvement program (Cox et al, 2006) and high involvement work practice'(Huselid, 1995) and so on. Therefore, adopting the wide concept of reward, everything that employees get in return of their efforts is total reward (Davis, 2007). Therefore, the total reward component of World at Work can be summaries as follows: compensation, benefits, work-life, performance and recognition and development and career opportunities (Perkins and White, 2008). In the above given figure, upper two boxes (i.e. Pay and Benefit) indicate transactional reward which are financial in nature. In other hand, lower two boxes (i.e. Learning development and work environment) indicate rational reward which are non-financial in nature. The effective reward is the one which consist of both transactional and rational rewards (Thompson, 2002). The success of organization depends upon its staffs. If staffs are satisfied and loyal towards organization than overall goals can be achieved. However, some business organization fails to motivate their employees in aspect of reward. So, considering the fact, organization should apply both financial and non-financial reward (i.e. Total reward). 2.7.1 Financial/Extrinsic Reward Rewards like pay, benefit, salary, incentive are financial or extrinsic reward; various kinds of benefits and perks provided to employees in non-cash as a benefits and helps to motivate employees to perform better, similarly it also shows employers interest in employees well being (Perkins, and White, 2008). 2.7.2 Non-Financial/Intrinsic Reward Intrinsic reward can be divided into two parts; environmental reward and development oriented reward (Kessler, 2001). Environmental rewards are like employees value shown by senior supervisor, managers in work place, sensitivity of supervision and leadership excellence; similarly, development oriented reward are individually targeted to enhance career development and opportunity as well as helps to built sense of accomplishment in employees (Milkovich and Newman, 2004). 2.8 Reward Theory 2.8.1 Wage Gap Theory Another neo-institutionalist approach was Wage Gap Theory which indicate the same dominant power exercise by employers on their product market to distribute higher part than the normal profit with the employees and employees commitment towards organization for enduring of production (Heery, 2000). Wage rate across six OECD nation remained almost equal and controlling labor quality and effectiveness. (i.e. USA, Canada, Sweden, Australia, Norway and Germany); the wage paid to employees in return of their effort seems less considerable comparing with rate of trade union and collective bargaining (Zweimuller and Barth, 1992). Criticism of neo institutionalist arguments The practical role of employees reward construction and level of typical social science whether at national level or organizational level; management has required employment relationship on more flexible pattern in order to transfer risk from employer to employee and to facilitate organizational product market or to enhance return on shareholder investment (Rubery, 1997). During 1980-1990, the institutional approach of designing fair wage and arrangement with reward enjoy by employees were reduced, supported by government policies that pay should be based upon organizational ability to pay which reduce the power of trade union and popularity of the collective bargaining (Beaumont and Hunter, 2000). The existing reward determination theory was found ineffective in its overruling importance on stability and mutuality building where as majority of interest is on employment relationship thats why labor market policies should be reconsider; more attention should be given for disputes that profit values are redistributed between organizational stakeholders to privilege economic capital over human capital; the expectation between groups, balance of policies have courageously transfer in the side of management (Rubery, 1997). 2.8.2 Efficiency Wage Theory According to Efficiency Wage Theory, the managerial policy to gain more efficient employment agreement in medium term; worker will employ their capita; to secure optional work boost pay rate but it cause loss to the employer so, paying higher reward levels is a logical employers reaction in order to hold skilled employees (Perkins and White, 2008). This theory also describes a possible corrective aspect, concentrating on what economists do to labeled soldiering on the part of worker; more optimistically, this theory theoretically introducing a sorting effect'(Perkins and White, 2008). Those organization who needs more and skilled human capital to operate their business use above-market wage levels in order to attract expected employees; where close supervision will be reduced; this relates to Responsible autonomy policy (Friedman, 1984). Paying above-market reward for skilled workforce might be suitable option than to employ additional supervision; this concept will be attractive in case of knowledge workers (Rubery, 1997). 2.8.3 Labor Market Theory The term Labor Market implies that, the struggle on labor in capitalist society where product and services are traded in market; employee tries to spend their labor in maximum best prices and similarly employer bargain to purchase labor in minimum best price (Perkins and White, 2008). Classical labor Market Theory The concepts of constant choice by the groups to effort-reward relationship emphasize classical labor market theory; the demand of labor meets supply of labor exactly where pay will be determine in labor market is known as Market Clearing (Black, 2002). The only effective policy is to pay what other do (Garhart and Rynes, 2003:15). S Value of Marginal productivity of Labor D Quantity of labor Figure: 2 (Wage determination in a competitive labor market, balancing Demand (D) and Supply (S) of labor.) Source: (Perkins and White, 2008:34-35) According to above figure, the supply of labor is equal to demand of labor where worker will accept the job at the price that offer by employer: it is a value of marginal productivity of labor. This theory explain that there is tough competition among employer in term of paying their employees but finally every employer has to pay same as everyone pays. This theory indicates that paying strategy always leans toward symmetry where demand and supply of labor meets. This model of the employment system address the famous classical economist Adam Smith and its neo classical restatement by other neoclassical economists like: Jevons, Menger and Walrus; every one is free to choose their best price either employees or employers, employee compete with other employee for wages and similarly employer compete with other rivals for labor (Watson, 2005). Logically looking for Maximum utility, worker will accept work after comparing overall benefit of different works; thus work that are less satisfying, include more threat and hard to achieve mastery will require higher amount of wages compare to other work whose feature are opposite (Perkins and White, 2008). However, the concept of labor market was changed form middle of twentieth century, number of research indicate that the real situation of labor market doesnt run according to previous assumption given by classical economists; the paying system might effect in market force whereas some economists argues that it needs to remove market distortion (Garhart, and Rynes, 2003). Whether or not, labor supply by employees to employers is not the single economic issues; it is the effort employed by employees when employed (Rees, 1973) Stand as alternative economic theory of classical labor market theory, Institutional Labor Economic Theory describes the different wage level and dependent on organizational issue; employees and employers anticipation will be rest on maximizing in their financial concern (Perkins and White, 2008). In term of strategic initiative, higher level executive plan the contract in such a way that it minimizes the economic cost by putting labor satisfaction in effective and efficient ways; in other word, both employees and employers make a decision about work relationship comparing all the economic issues and interest; rationality between both party and their interest and wants remain significant Transaction Cost Theory Assumption (Williamson, 1975). Similarly, Resource Based Theory of Firm explains that economic effectiveness and efficiency will be increase through subsidiary scheme to take benefits of organizational resources; employee reward are parallel to HRMs other features and is arran ged to maintain organizational culture (Kessler, 2001; Purcell, 1999). Whereas, new institutional approach strategy theory describes the number of political and social issues tackling employees in an organization; organizational system (both internal and external) helps to design better employees reward system (Perkins and White, 2008). 2.8.4 Human Capital Theory Human Capital Theory makes an assumption that individuals gather human capital by investing both time and money in training and development, education, and other various opportunities based program in order to increase their efficiency and productivity and as a result employees value to employers (Abercrombie, et al, 2000). Human Capital Theory (developed by Schultz and Becker in the 1960s) differentiates between expenditure made on human capital and employees consumption; market are for the service of capital, not the reserve capital itself. In order to achieve HRM objectives of motivating employees and get work done through them, manager must balance between cost and skills (Hendry, 2003). Exchange Theory explains t

Investigating Resistances of Wires :: Papers

Investigating Resistance's of Wires Aim: To investigate different resistances of wires to see which has the most resistance and which shows the least resistance. I will be looking at resistances affected by the length of wire. Variables I could change: I had the choice of several variables to change such as length, cross sectional area, material and temperature the experiment is conducted at. Prediction: I believe that by increasing the wire's length it would increase the resistance. Therefor by decreasing the length it would also decrease the resistance. I also believe that the rate of the increasing resistance will be directly proportional to the length so if the length were doubled the resistance would also double. I think the graph will look like this: Reason: The property that transforms electrical energy into heat energy, in opposing electrical current, is resistance. A property of the atoms of all conductors is that they have free electrons in the outer shell of their structure. As a result of the structure of all conductive atoms, the outer electrons are able to move about freely even in a solid. When there is a potential difference across a conductive material all of the free electrons arrange themselves in lines moving in the same direction. This forms an electrical current. Resistance is encountered when the charged particles that make up the current collide with other fixed particles in the material. As the resistance of a material increases so to must the force required to drive the same amount of current. (Information found on a GCSE Physics website) Ohm's law: In1826 Georg Ohm discovered that the current flowing through the wire is proportional to the potential difference across it (providing the temperature stays the same.) 'Proportional' means if you double the potential difference the current is doubled (this information was found in GCSE Physics for you text book) Current through the wire [IMAGE] Amps Volts