implications, such as productivity and la-bour turnover. Several theories have emerged attempting to explain the topic of motivation. The theories that I have chosen are the content theory devised by Abraham Maslow, known as the ‘Maslow Theory of Hierarchy’ and the process theory known as the ‘Equity theory’, proposed by J. Stacy Adams. Earlier theories of motivation were often designed to be big theories of human nature, whereas later theories have tended to confine themselves to spe-cific aspects of motivated
Introduction In these competitive times Human Resource Management is the most valuable asset in any organization. It is reflection of inherent abilities, acquired knowledge and skills represented by the talents and aptitudes of every person in the organization. In order to stay ahead in this time it is imperative for any organization to use Human resources to maximum possible extent. To achieve this goal they have to ensure that employees perform to their best and keep on improving themselves. However
ties to the behavioural and allied social sciences especially psychology, sociology, antropology, economics and political science. In using these, OB focuses on applying these diverse insights towards creating a better understanding and management of human behaviour in organizations and thereby to improve performance. (Kondalkar,
(Griffiths, 2013). The theory purports to explain how the international system organizes itself in terms of functions and needs, whereby functional agents provide and prescribe solutions for common needs through the integration process and with the aid of knowledge and expertise. Functionalist thinkers assume that the process of integration takes place within a framework of freedom, that the knowledge and expertise needed are available and that States will not sabotage the process. The theory rejects the idea
philosophers: Kwasi Wiredu and Plato, one of whom believes in an improved form of democracy while the other rejects democracy as a whole. I will broadly outline the theories off both these philosophers, discuss certain criticisms of their ideas and conclude with my own thoughts on their theories. Kwasi Wiredu Kwasi Wiredu’s theories of democracy are heavily influenced by the African culture of consensus. Within the concept of Democracy there exist many variations, the most widely known being
three management skills, is a skill that all level of management need in an organisation. This top level manager uses human skills every day in order to induce productivity thus giving Exotic Fashions the best chance of success. She encourages her manager to work effectively with all her lower level employees in working towards accomplishing Exotic Fashions’s goals; thus leading to all employees from manager to administrator working cooperatively together to achieve a common goal. The CEO need not
Institute Gurgaon 122 001 August, 2015 Executive Summary Corporate Social Responsibility, when looked through prism of Strategic theories gives rise to multiple approaches. To start with, the project tries to explore the subtle nuances of difference involved in these theories. It gives a detailed description of the Stakeholder Theory, Theory of Triple bottom line, Theory of Corporate Social Responsibility
stronger relationship that help build a well diverse community that allows them to make future decisions to achieve a set of goals. For instance, a particular culture may be more focused towards a proper education and archiving a successful career. However, some cultures as Bhutan 's culture, which is based on Buddhist spiritual values, uses “happiness” to calculate their GDP
Training Institute, Nazarene University - Meru Campus, Mount Kenya University - Nkubu Campus and University of Nairobi Extra Mural Centre which are in Meru County. With the increase of these institutions of higher learning in Kenya, the demand for human resources has also increased. Most of these institutions require heavy investment of money to get the right people to do the right job. It may be argued that if the right types of people are not identified, it will lead to huge losses to the employer
The Model of Human Occupation (MOHO) was first developed in the 1980s by Gary Kielhofner. Since then, other occupational therapists have also been involved in its further development, revision and refinement of the concepts. MOHO is an occupation-focused framework that aims to explain aspects of engaging in occupations and how illness and disability related problems arise. MOHO is said to be client-centred, evidence based and holistic in nature. Evidence indicates