The Common Raccoon ( P. Lotor - 1230 Words

The common raccoon (P. lotor) has been said to be one of the most widespread urban mammalian carnivores. Characterised by its fox-like face, bushy striped tail, and unmistakable â€Å"mask† of dark patches around their eyes, the growing population of urban raccoons has become somewhat of an epidemic. These small creatures are known for their relatively high intellect, enabling them to access human resources. Raccoons are omnivores, and have been consistently observed to eat virtually anything. Additionally, even though raccoons are technically both primary consumers and secondary consumers, they are best described as being scavengers. Raccoons have very little social structure relatively; they are known as solitary animals, most likely stemming from their nocturnal behaviors. Quite often, they will be found traveling as either a family (until the young reach adolescence, at which time they leave), or an individual. They are notorious carriers of disease, can outcompete native species, and can be quite aggressive when confronted by humans. For these reasons and more, the urban raccoon is considered a pest, and in many areas there have been countless efforts to control their populations (Gehrt, S. D., et. al., 2010, Pg. 35-47). This paper will propose actions that would need to be taken in order to deter raccoons from pursuing human waste as a food source in the effort of controlling their population. Due to the raccoon’s opportunistic nature, overtime the species have foundShow MoreRelated D. Virginiana (Didelphis Marsupialis) Essay2436 Words   |  10 Pagesspecies in Africa or Europe, yet fossil species have been found in both locations (Mitchell 797). There is only one marsupial species that inhabits North America north of Mexico, Didelphis virginiana (Purves 630). Didelphis virginiana evolved from the common opossum approximately two million years ago (Yahner 14). The last topic to be discussed, by this paper, is scientific research involving Didelphis virginiana. This will include a study of the effects of habitat fragmentation on mammalianRead MoreThe Survival of the Rock Hyrax in Urban Areas 3185 Words   |  13 Pagesdefined by Randa and Yunger (2006), is the â€Å"anthropogenic conversion of land into residential, commercial, and industrial uses, which leads to pronounced landscape-level changes that significantly alter the structure and function of affected ecosystems† (p 1154). Along with global climate change, urbanisation is one of the most important human-induced rapid environmental changes (HIREC) threatening global biodiversity (Sih et al. 2011; Coleman Barclay 2011; Hubert et al. 2011; Maklakov et al. 2011;

Motivation for Career Change - 563 Words

Motivation for Career Change Over time, the manner in which different people define success tends to change, and this has certainly been the case with me. Despite the challenges that are involved, I have become highly motivated to make a change in my career that will help fulfill my revised definition of personal and professional success. In this regard, for the past several years, I have been studying clinical medicine and successfully completed my bachelors degree at Yunyang Medical College in this program of study in mid-2008. Following the completion of my bachelors degree at Yunyang Medical College, I was employed as an intern at the Weifang Maternal and Child Health Hospital where I gained valuable practical experience in hospital paper-based and computerized administration as well as various treatment protocols. While I found these healthcare experiences to be illuminating and fulfilling, there was something missing. As a result, I came to realize that clinical medicine did not provide me with the hands- on opportunities to help people regain their health that physical therapy provides. Since that time, I have been actively pursuing a course of study in physical therapy at the University of Findlay, Ohio, where I am majoring in pre-physical therapy. To date, besides my academic coursework, I have completed more than 100 hours of empirical observations concerning how physical therapists examine patients and develop treatment plans using various techniques toShow MoreRelatedMy Career As An Executive Director Of An Organization924 Words   |  4 Pagesbeing surrounded by the environment of our national capital. The career that is of interests of mine would be an executive director of a non-profit organization in the District of Columbia. Psychology would be pivotal to my career as an executive director of an organization, particularly the concepts of problem solving, decision making, motivation, and emotion. While this essay will not examine all components associated with my career, i t will explore the four components above as the four conceptsRead MoreHuman Resources Performance And Success1179 Words   |  5 Pagesliterature on motivation seeks to develop an understanding of the nature of motivation, how to increase motivation level in employees and improve employee performance; thus, in turn, improve overall performance of the organization. Motivation helps employees to feel encouraged to perform effectively and thus, contribute towards improved performance of the organization by linking the employees’ goals and objectives with the strategic goals and objectives of the organization. Motivation plays a significantRead MoreMotivation Employee Performance And Success1255 Words   |  6 Pagesliterature on motivation seeks to develop an understanding of the nature of motivation, how to increase motivation level in employees and improve employee performance; thus, in turn, improve overall performance of the organization. Motivation helps employees to feel encouraged to perform effectively and thus, contribute towards improved performance of the organization by linking the employees’ goals and objectives with the strategic goals and objectives of the organization. Motivation plays a significantRead MoreChanging from Legal Practice to Healthcare Administration1443 Words   |  6 PagesChanging from Legal Practice to Healthcare Administration A personal change I experienced that was very challenging emotionally and psychologically was a career change from legal practice to healthcare administration. The decision for a career change happened in 2007 after a near death experience in Cameroon, my home country, during a short vacation. During my vacation, a health scare got me to a local area hospital that had only one attending physician and 20 nurses to take care of approximatelyRead MoreEssay Motivation behind Choosing a Career Direction1384 Words   |  6 Pagesindividual chooses their career path. Selecting a career is a big opportunity, set forth to help people. Each person has worked or still is working through the ranks of education. People focus on the obstacle of college, and the choice to graduate with a degree in a particular field of study. Careers do not just occur overnight, it requires time. People have planned out their career path since the beginning. To them it is really important because it determines t he career they would like to pursueRead MoreMotivation Theories1236 Words   |  5 PagesThe four motivation theories are Biological theory, Psychosocial theory of motivation, Biopsychosocial, and Achievement theory. Everyone has their own motivation in life for continuing education, and career choices. Each person also has Intrinsic and Extrinsic motivators. Intrinsic is an internal motivation for self satisfaction. Extrinsic is an external motivation, or reward for a person’s accomplishment. Motivation Theories: Linda was motivated to go back to school because she wanted an educationRead MoreJenn1525 Words   |  7 PagesCareer Goals Paper Jennifer Barth PSY/215 6/22/2015 Linda Porcaro Career Goals Paper My career assessment test turned out just the way I thought it would the results was very interesting. From the assessment test the results touched base in many areas for the career I’m interested in such as psychology. My test results are : * conscious of existence , meaning, purpose, potential and destiny of humankind, people, and self. * Motivated by a self-felt, self-accepted calling to causeRead MoreThe Importance Of Motivation As A Teacher1512 Words   |  7 PagesImportance of Motivation As explained by Lou Holtz, â€Å"[i]t’s not the load that breaks you down, it’s the way you carry it.† His statement is true for the importance of motivation. As a teacher candidate, learning the concept of motivation is crucial for my well-being and for the future of my students. The way that students are taught and encouraged have a huge impact on their careers and their life. In this paper I will be exploring how I was motivated during my earlier years and how the motivation shiftedRead MoreMy Experience On My Career911 Words   |  4 PagesDaniel H Pink emphasizes that our world should move toward Motivation 3.0 and that we should become more type I people than Type X. Pink suggest this because Motivation 3.0 and Type I both go with the three nutrients we need to better our world; autonomy, mastery, and purpose. Autonomy is a self-determination theory, Mastery is the desire to get better and better at something you like, and finally purpose provides activati on energy for living. Pink reaffirms â€Å"For type I, it’s the main motivatorRead MoreWhy Is Motivation So Imperative? Essay1314 Words   |  6 Pagesmotivate people, motivation must be balanced throughout the workplace (Forbes). Keeping employees motivated is a crucial element in order to retain the best employees in the company. Why is motivation so imperative in the workplace? There are numerous reasons why companies should have a motivated workforce. Motivated employees will not only work quicker, but they will also use creativity to help the organization save millions of dollars by implementing new ideas. For many years, motivation has been studied

Much ado and Carol Ann Duffy Free Essays

Duffy present human weaknesses/ flaws in some of the characters they write about In Shakespearean play ‘Much Ado about Nothing’, Don John is a very Important character. He is an illegitimate son, which automatically lowers him In the society of the Elizabethan age. He Is Isolated, Ignored and rejected by everyone In his life, which Is one of the reasons which seem to force him to behave as a villain. We will write a custom essay sample on Much ado and Carol Ann Duffy or any similar topic only for you Order Now People expected this of him as they assumed that everyone born out of wedlock was probably an untrustworthy, luscious villain. Don John feels he must be a villain by acting in manipulative, sly and Jealous ways, which portrays his lack of psychological development and lack of relationships with people. The relationship we mainly learn about in the play is between Don John and his brother, Don Pedro. Due to Don John being the illegitimate son it means he cannot inherit anything from his family nor have the same recognition as his brother, who is of legitimate birth. Even though Don Pedro doses't outwardly treat Don John cruelly, Don John Is very aware that he Is seen s socially Inferior to Don Pedro He Is a device used by Shakespeare to create tension and drama throughout the play. He Is not the most complex villain among Shakespearean villainous characters, however he has a purpose. The thinness of his character teaches us about the knowledge people have of him In society: he Is Just seen as a ‘bastard’ and people don’t even want to be associated with him so don’t bother to learn anything about him. The fact that we don’t learn much about Don John also reminds us that the play isn’t meant to be a tragedy; it is supposed to teach us about the misunderstandings. It isn’t really supposed to analyses evil at all. The question deals with Don John’s character of being weak and flawed. Flawed means having or characterized by a fundamental weakness of imperfection whereas weakness means a disadvantage or fault. In Don John’s first appearance, everyone is celebrating the return from war. They are all In high spirits and good moods, however when Don John enters the mood suddenly lowers and people begin to feel nervous and uncomfortable. In this appearance Don John acts respectful and genuine. He says ‘l am not a man of many words, but thank you. This shows that he Is poor at communicating in social situations; however he is trying to fit in. Shakespeare purposely made him different from the rest of Don Padre’s men because his social status is much lower than the rest of them in that day and age. The others are respected Just from the point that they are legitimate children. This quote is the only time he speaks in this scene, which implies that he is quite mysterious and withdrawn from society and deep in thought. It also suggests that he lacks self- esteem due being treated as inferior. This quote could otherwise be interpreted as IM being sarcastic. He repeats thank you’ which means he is not in fact thankful, but is the opposite as they have all treated him so badly. He uses an unfriendly, stiff tone to show how reserved he is and that he does not want to give any more Information than Is absolutely necessary. This highlights Shakespearean purpose for Don John which Is to use him as a dramatic device, and he causes drama and tension in his very first appearance in the play. In Act 2 scene 1 Beatrice says of Don John, after. ‘ This shows that Don John is not very good at making first impressions. This is cause he makes no effort to impress people as he knows that when they find out he is a bastard they will not want to be associated with him. ‘Tartly suggests sourly tastes, which relates to his outlook on life. He has a sour outlook on life due to the sour treatment that people respond to him with. Therefore he has learnt to be this way as he is treating others the way they treat him. In Act 4 scene 1 Don John says after the shaming of Hero, 'Sir they are spoken, and these things are true. ' This seems quite ironic seeing as Don John is often being manipulative ND lying to people. He is trying to trick people into believing him about Hero out of spite. Right from the beginning of Act 1 scene 3, we get a sense of how unhappy Don John is. His 'sadness is without limit' suggests that he never stops feeling sad. He has never been given a reason to be happy so his default emotion is sadness. It also implies that sadness is not a big deal to him, also because it is all he has ever known, and he uses this anger and upset to hurt other people. This sadness may get some sympathy from the reader but he refuses to 'hear reason' as Comrade suggests. Comrade is stating that he thinks Don John is being irrational. 'Reasoning' is a human skill. By saying that Don John cannot reason he is suggesting that he is annalistic and non-human. This does fit in with his character as he is so much lower in society than everyone else. He is treated as an animal as his feelings are disregarded and he is isolated like a dog in a cage. Later on in Act 1 scene 3 we again learn how unhappy and disturbed Don John is. This is made clear when Comrade asks a question: 'Can you make no use of your discontent? POS; This shows that Don John's closest friends think he is being unreasonable and is not making sense. Also, although Comrade is close to Don John his lines are still short which indicates that he doses't want to say too much and he still takes special care not to make him angry. This makes us assume Don John is disturbed and unhappy because 'discontent' suggests you are on edge and are constantly not happy about something- in this case it is that he won't ever be accepted by the people around him. Also at the time he is talking with quite a lot of anger and despise in his tone. During his rant he says 'elf I had my mouth, I would bite. POS; This tells us that his words are controlled by his brother, Don Pedro, as he must say everything that will please him. If he was to be given his freedom he would use it in violent ways to cause mayhem and unhappiness amongst those who have treated him badly. Therefore we learn through act 1 scene 3 that he is very disturbed and unhappy due to the pain and suffering he has been caused. If he had it his way he would make everyone else's life a livin g hell and drag everyone down to the level he has in society. In contrast to his How to cite Much ado and Carol Ann Duffy, Papers

Effective Reward System-Free-Samples for Students-Myassignmenthelp

Question: Identify the Forms and Structures of Executive Reward of McDonalds. Answer: Introduction McDonalds is one of the most recognised and renowned global fast food chain which serves high quality hamburger across the world with its enormous number of fast food chains. There are almost more than fifty eight million customers who are served on a daily basis by the food offered by McDonalds. The restaurant chains of McDonalds are run through franchise in almost the big regions of the globe. The key activity of the company is to have increased number of franchises and the major revenue is attained from the fess paid by the franchisees, royalties and rent as well as also from the overall sales acquired. The revenue of the company is increasing with an upsurge rate and the major role in the snowballing and rapid success is the competent and skilled employees of McDonalds. There are around 375,000 employees who9ch are offered an employment opportunity by the company in various parts of the world (McDonalds, 2017). The essay will have its focus on the existing reward management syste ms and practices of McDonalds, the challenges faced by the organisation and the reward management strategy to have a motivated and supportive workforce. Reward Management: Application, challenges and strategies Reward management can be understood as implementation and formulation of the policies and the strategies which objects to reward the individuals in a consistent, equitable and fairer manner in respect with the organisational values. Reward management comprises of controlling and evaluating the compensation as well as remuneration and various other benefits offered to the organisational employees. The primary aim of reward management is to create and effectively implement an appropriate reward structure for any organisation (Lindop, 2009). The organisational reward structure comprises of number of factors such as executive reward and pay, team reward, minimum wage, total reward, payroll administration, salary administration, practices and policies and pay of the employees. For implementing a successful reward management program in the organisations, there is a well structured and effective reward system which is required to be introduced in the organisation so that the contribution an d the efforts of the organisational employees in the attainment of the organisational goals and objectives can be acknowledged (Terera and Ngirande, 2014). The reward system is primarily concerned with rewarding of the organisational potential employees who are deserving and competent. Such employees are rewarded by the means of a reward system in a fair and equitable manner so that they can remain motivated and have strong organisational commitment (Shields, et al., 2015). The organisational reward system is regarded as an efficient tool which is used by the human resource department of the organisations at the time of managing the performances and the productivity of the organisational employees. McDonalds is well-known for its strong and effective reward management programs, strategies and systems. There are number of characteristics and aspect of the reward management system of McDonalds which shows the efficiency of the reward management practices of McDonalds. The one of the key aspects is the robust salary packages offered by the company (Sparrow, 2013). It has been evaluated that McDonalds is globally famous and one of the best and favoured workplace where the individuals are keen to work at. The major reason behind this is the robust policies and programs and proficient reward management strategies and practices for the reward and recognition of the organisational employees. The effective and efficient salary packages offered but McDonalds is the incentive that influences maximum of the workplace employees to have string organisational commitment and engagement with the company (Hill, Jones and Schilling, 2014). There are also a number of studies that presents that McDonalds is at of the most leading companies in the fast food industry in respect with practicing a number of proficient reward management and welfare programs and policies (Lawler, 2000). McDonalds offer the most favourable reward and recognition plans and reward schemes to the employees and implement a number of reward management programs for the effective implementat ion of the same. The reward management system of McDonalds includes a number of aspects that support in increasing the motivation and commitment of the employees in the organisation. The company made it mandatory that there must an effective alignment and integration of the organisational polices and the reward management strategies (Crawford, 2015). In the field of reward and recognition and the development of the workforce, there are number of initiatives taken by McDonalds and for the efforts, the organisation won the Employee Benefits Award in the year 2012. This shows the significance and potentialities of the existing rewards management and reward system of the organisation. The reward system of McDonalds is based upon a particular notion i.e. Pay for Performance. According to this reward system, the organisational workers are offered with adequate opportunities to have high pays, incentives and improved results (Bustamam, Teng and Abdullah, 2014). As per this system, the workforce is also offered with a fixed basic pay which is for their daily work and it is comparatively high in respect with the salaries offered by various other organisations. McDonalds have a robust and sound reward system that comprises of a number of benefits too for the organisational employees. The employees are offered with incentives and perks on t he basis of their overall annual review of the performances. There are offered LTI stock to the employees i.e. the Long Term Incentives as a part of the reward management system so that the employees remain in the organisation for a longer time period (Crawford, 2015). There are various other arguments and discussions which explain the significance of reward management and reward system in the success of the companies in context with the chosen organisation, McDonalds and its existing reward system, strategies and management. It has been analysed and evaluated that McDonalds have such reward system which influences as well as recognize the efforts of the potential and efficient employees. The company offers a two primary rewards to the employees, the first award is the Presidents Award. As per this reward program, from the overall employees and the efficient workers, the supreme one percent out of all is acknowledged and is rewarded for their potential as well as competent performances and efforts (Crawford, 2015). The second significant strategy or reward system is the circle of Excellence Awards as the reward offered to the employees for acknowledging them for their continuous contribution in the successful attainment of the organisational goals and aims (Hansen, Smith and Hansen, 2002). There are also various other schemes, strategies and reward programs for the benefit of the employees such as the car program. The competent and potential performers of the organisation are offered with incentives such as additional benefit of a car which they can use both for the personal as well as the office work. McDonalds itself bear the various expenses associated with the car including repair, maintenance as well as insurance and it is a kind of incentive under the efficient and strong reward system of the company (Armstrong and Taylor, 2014). There are number of challenges which had also been faced by McDonald in respect with the reward management such as first of all the challenge at the time of designing the reward system and management, there was an issue regarding the achievement of the external competitiveness and internal equity (Lawler, 1995). There are a number of issues in respect with the internal equities as the more tenured and experienced employees aimed at achieving more benefits from the reward system in comparison with the newly recruited employees and thus a number of challenges took place in respect with the designing of the reward system at McDonalds. The second challenges which occurred at the time of designing of the reward system and reward management at McDonald was responding towards a fragmented pay market and maintaining a reasonable coherent structure of the pay offered to the employees. There is a key challenge of promoting teamwork while rewarding the individuals so that there can be maintaine d equity and fairness. There is also a need to have consistency in the reward management processes in the fast and ever-changing situations in the organisations. Thus all these issues and challenges were faced by McDonalds while managing the reward and the reward system in the organisation (Johnstone, Ackers and Wilkinson, 2010). To overcome the challenges and to have better and robust reward system in the organisation and increased motivation of the employees, there is a need to have an effective reward strategy. In the development and implementation of a reward strategy there is a vital role of the reward practitioner skills and competence both in the institutional as well as the workplace settings in respect with the negotiation of rewards and the reward designing. The reward practitioner skills play a vital role as the skills and the competence of the reward practitioner only ensure the successful implementation of the strategy and designing of the strategy (Heery, 2009). The reward practitioner ensures that the reward program or the reward strategy does not only emphasis upon the benefit of the employees but also have a consideration in respect with the organisational culture, business strategy, available budget and the fairness aspects in the implementation of the strategy. It is also a role of the rewa rd practitioner to have effective reward negotiation which means that there is strong negotiation while designing the reward program so that there can be effective organisational policies so that there are no further issues and challenges take place at the time of rewarding the employees (Waring and Burgess, 2011). The new reward management strategy which will be implementing by McDonalds will be prioritizing the effective program delivery. As per this strategy, there is differentiating the employee reward programs as well as strategies which are based upon the performances of the employees (Howard, Turban and Hurley, 2016). The key aim of the strategy is to attract the talented and competent employees and have aspects which can help in retaining them in the organisation for a longer time period. The strategy will also focus to have strong communication about the rewards and recognition to the employees as well as equip the organisational managers with efficient resources, training and tools for engaging the employees and the teams in an effective manner (Armstrong and Brown, 2006). This strategy will help in developing an improved level of integration between the business strategies and the reward system as well as also help in overcoming the various challenges faced at the time of implementin g reward system and designing reward management approaches (Wood and Wall, 2007). Conclusion From the overall analysis and evaluation of the essay, it so concluded that there is a vital need of effective reward system and reward management in the organisations to have improved outcomes and enhanced employee motivation. The organisations need string reward plan and system to reward the employees for making them stay in the organization for longer time frame and to boost their morale to work with increased level of commitment. The effective reward and recognition not only help in increasing eth retention rate of the employees but also help in achieving more competitive benefits. McDonalds is one of the globally recognized company which offers strong and efficient reward programs for the employees that not only enhances the engagement of the employees but develop the company as one of the most favoured workplace. The report concludes that there are number of issues which are faced by the organisations at the time of implementing the reward system but with an effective reward ma nagement strategy these issues could be resolved and have enhanced engagement of the employees through increased level of motivation. Thus, it can be concluded that there must be use of skilled and competent reward practitioner while designing the reward system and having successful reward and recognition strategies for increased retention of the employees and enhanced global recognition References Armstrong, M. and Brown, D., 2006.Strategic reward: making it happen. Kogan Page Publishers. Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bustamam, F.L., Teng, S.S. and Abdullah, F.Z., 2014. Reward management and job satisfaction among frontline employees in hotel industry in Malaysia.Procedia-Social and Behavioral Sciences,144, pp.392-402. Crawford, R., 2015. McDonalds Restaurants puts motivation and reward at heart of business strategy. Retrieved on: 15th November, 2017, Retrieved from: https://www.employeebenefits.co.uk/issues/june-2015/mcdonalds-restaurants-puts-motivation-and-reward-at-heart-of-business-strategy/ Hansen, F., Smith, M. and Hansen, R.B., 2002. Rewards and recognition in employee motivation.Compensation Benefits Review,34(5), pp.64-72. Heery, E., 2009. Worker voice and reward management.Reward management: A critical text. Reward Management: A Critical Text, 2nd ed., Routledge, London, pp. 49-74. Hill, C.W., Jones, G.R. and Schilling, M.A., 2014.Strategic management: theory: an integrated approach. Cengage Learning. Howard, L.W., Turban, D.B. and Hurley, S.K., 2016. Cooperating teams and competing reward strategies: Incentives for team performance and firm productivity.Journal of Behavioral and Applied Management,3(3). Johnstone, S., Ackers, P. and Wilkinson, A., 2010. Better than nothing? Is non-union partnership a contradiction in terms?.Journal of Industrial Relations,52(2), pp.151-168. Lawler III, E.E., 1995. The new pay: a strategic approach.Compensation Benefits Review,27(4), pp.14-22. Lawler III, E.E., 2000.Rewarding excellence: Pay strategies for the new economy. Jossey-Bass. Lindop, E., 2009. Employee voice in pay determination.CORBY, S. Palmer and E. Lindop (eds.). Rethinking Reward,Palgrave Macmillan, Basingstoke, pp. 41-60. McDonald's, 2017. Pay Rewards. Retrieved on: 15th November, 2017, Retrieved from: https://corporate.mcdonalds.com/mcd/corporate_careers/benefits/highlights_of_what_we_offer/pay_and_rewards.html Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., O'Leary, P., Robinson, J. and Plimmer, G., 2015.Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press. Sparrow, P.R., 2013. 11 International reward management.Reward management: a critical text, p.233. Terera, S.R. and Ngirande, H., 2014. The impact of rewards on job satisfaction and employee retention.Mediterranean Journal of Social Sciences,5(1), p.481. Waring, P. and Burgess, J., 2011. Continuity and change in the Australian minimum wage setting system: The legacy of the commission.Journal of Industrial Relations,53(5), pp.681-697. Wood, S.J. and Wall, T.D., 2007. Work enrichment and employee voice in human resource management-performance studies.The International Journal of Human Resource Management,18(7), pp.1335-1372.