Symptoms And Treatment Of Polycystic Ovary Syndrome

Imagine a syndrome that can cause you, or a woman you know, to be infertile, depressed, anxious, obese, or hirsute, along with many others. Polycystic ovary syndrome can cause all of these issues in a woman who is affected by the condition. If it is not treated properly or on time, it could lead to other serious medical issues that could even be life threatening. Polycystic ovary syndrome, otherwise known as PCOS, is not a commonly known syndrome and many women affected by it are not diagnosed or treated for it. PCOS is a major medical problem that is affecting five to ten percent of the female population in the U.S. and many more across the globe (American Diabetes Association, 2014). This syndrome must become better known in the near future so that women with PCOS can take better control and care of their own body. DEFINITION: Polycystic Ovary Syndrome is a common endocrine disorder that can affect many women. It is also â€Å"an incurable disorder that affects 1 in 10 women and over 50% do not know they have it† (PCOS Awareness Association, 2014). An ultrasound exam can reveal that women with PCOS have a collection of follicles on enlarged ovaries. The particular cause of polycystic ovary syndrome is unknown. It could be connected to long-term complications; therefore, doctors recommend weight loss to reduce this risk. Also, early diagnosis and treatment can have an impact on deciphering if a woman will have long-term complications. Such complications include type 2Show MoreRelatedA Brief Article On Ovary Syndrome ( Pcos )1654 Words   |  7 PagesPolycystic Ovary Syndrome (PCOS) By Navodita Maurice | Submitted On September 01, 2011 Recommend Article Article Comments Print Article Share this article on Facebook Share this article on Twitter Share this article on Google+ Share this article on Linkedin Share this article on StumbleUpon 1 Share this article on Delicious Share this article on Digg Share this article on Reddit Share this article on Pinterest Expert Author Navodita Maurice The endocrine disorders among females are of variousRead MorePolycystic Ovary Syndrome Essay1031 Words   |  5 Pagesevery day. Polycystic Ovary Syndrome is the most common endocrine disease that affects women of reproductive age, which is typically puberty to menopause. Polycystic Ovary Syndrome does not only affect a woman’s ovaries and chances of conceiving, but it affects the whole endocrine system in the body. It can cause Excess Androgen Production, Insulin Resistant, Obesity, Hirsute and Cardiovascular problems. There is no cure for Polycystic Ovary Syndrome, there are medications and a treatment that willRead MorePolycystic Ovarian Syndrome : Etiology- Environmental And Genetic Factors782 Words   |  4 PagesPolycystic Ovarian Syndrome: Etiology- Environmental and Genetic Factors Literature in NFS Seminar 4601 Fall 2015 Ashley Anger Date of Submission: 11/25/15 Introduction: The condition Polycystic ovary syndrome(PCOS) is the most common of endocrine disruptions within women of reproductive ages. The disorder does affect as much as 10% of women within this reproductive lifecycle. The clinical and biochemical features of the condition are diverse and are as follows: fertility disruptionRead MorePolycystic Ovary Syndrome2477 Words   |  10 PagesPolycystic ovary syndrome is an endocrine disorder that affects at least 10% of women living in the United States. Insulin Resistance plays a large part in fertility for women who have polycystic ovary syndrome. Myo-Inositol improves fertility, and alleviates many of the symptoms associated with polycystic ovary syndrome and insulin resistance. Case findings of women with polycystic ovary syndrome were first documented in 1935 by American gynecologists Irving F. Stein, Sr., and Michael L. LeventhalRead MoreInfertility, Insulin Resistance, Polycystic Ovary Syndrome and Myo-Inositol1814 Words   |  8 PagesPolycystic ovary syndrome is an endocrine disorder that affects at least 10% of women living in the United States. Insulin Resistance plays a large part in fertility for women who have polycystic ovary syndrome. Myo-Inositol improves fertility, and alleviates many of the symptoms associated with polycystic ovary syndrome and insulin resistance. Polycystic ovary syndrome is a condition that affects many different parts of the body, not just the ovaries. The list of ailments associated with polycysticRead MorePolycystic Ovary Syndrome1224 Words   |  5 PagesChivalier 2 POLYCYSTIC OVARIES SYNDROME By: Christina Chivalier Polycystic Ovaries Syndrome (PCOS) is an ovulation disorder and infertility that occurs in many women. Polycystic ovaries syndrome dates back to 1845 where it was described in a French manuscript as being changes in the ovaries. It was called sclerocystic. Polycystic ovaries syndrome is a problem that occurs in with the ovaries. A polycystic ovary is characterized as being a tough, thickened, shiny white covering overlyingRead MoreInfertility : A Common Endocrine System Disorder Among Women Of Reproductive Age1568 Words   |  7 PagesInfertility due to Polycystic Ovarian Syndrome Infertility affects close to 6.1 Million US women during the reproductive age (7). What is infertility? Infertility is generally defined as â€Å"the inability to conceive after 12 months of unprotected sex. After the age of 35 pregnancy becomes more difficult and if infertility persist a shorter timeframe of six months is recommended (2). Infertility is not an illness it is a disease. This disease may not always be painful physically but the pain isRead MoreSymptoms And Treatments Of Mild Hypertension Essay1089 Words   |  5 PagesSignalment: †¢ 32 years’ old †¢ Female †¢ African-American descent Signs: †¢ Mild hypertension †¢ Acne appeared after treatment with oral contraceptives †¢ BMI of 29 †¢ Blood pressure is 138/88 †¢ Skin shows slight thickening and darkening across the neck Symptoms: †¢ Irregular and infrequent periods since middle adolescence †¢ Periods are more frequent (28-30 days) and menstrual flow varies between periods after her first child †¢ Periods are not excessively painful †¢ Reports frequent urination and alwaysRead MoreQuestions On Breast Ovarian Syndrome1240 Words   |  5 PagesArmani PCOS thesis paper Eng 110- 11am Polycystic Ovarian Syndrome I myself have struggled with issues for years before I was diagnosed correctly. PCOS can affect many different things in women going from producing male hormones to the inability to conceive. I found that research is becoming more descriptive and in depth as time goes on. Researchers are still looking into PCOS and are still working on what may be the real cause of PCOS. Polycystic Ovarian Syndrome is a heath disorder that affects femalesRead MorePCOS Essay1152 Words   |  5 Pagesrecent years that effects women’s health is Polycystic Ovarian Syndrome (PCOS). For more women to become knowledgeable about this disease health professionals need to educate women about what PCOS is, we need to recognize what ecological factors play a role in PCOS, and what can be done to help women manage their PCOS disease. Polycystic Ovarian Syndrome Approximately, eight to twenty percent of women worldwide suffer from Polycystic Ovarian Syndrome worldwide (National Institute of child health

Outrageous Ctel Essay Samples Free Tips

Outrageous Ctel Essay Samples Free Tips Getting ready for a test isn't simple, and many test takers have some kind of test anxiety as they prepare. Get an effective and thorough CTEL practice test so that you don't go in the incorrect direction in your test preparation. The period of time that is required to prepare is dependent on the person, and the score the test taker hopes to realize. Adequate preparation time has become more and more vital as test takers lives are increasingly rushed and often feel like they don't have sufficient time to get ready for their test. Many businesses offer sample essays. If you are worried about school or college essay submission, take a look at some on-line websites and see for the best yet reasonably priced providers and receive the best essays written on any topics and score best. Combine these sources to produce a more comprehensive study program. Always be certain you take a look at the review my essay section of any writing service website you're thinking of using. When you locate a service you prefer, don't neglect to look at my review of it. It's vital that the service you decide on knows for sure they're only choosing the ideal essay writers. Simply speaking, the service exists, so should you wish to use it in order to find a top essay, that's reason enough. In some instances, an essay might be required. It gives you an opportunity to show how effectively you can read and comprehend a passage and write an essay analyzing the passage. Your essay should be unique to you. It's tough to think of a fantastic essay for CTEL should you don't understand what's being asked in the question. Your final result needs to be your thesis statement. There's quite a few essays completed by them. You're only like your study guideso make sure that you have good study materials. As you study, don't just concentrate on memorization but incorporate application in your study routines also. Leading high quality businesses do not usually supply you with a complete Sample essay. If you feel you don't have enough time to check all the crucial sources, it's possible to order an affordable literature review on your topic. Adding a number of the winning elements from the sample essays below will supply you with the added marks you will need to be a high-scorer on the IELTS. Just visit the search field, put in your topic and realize the list of essays collected from our site. If your essay shouldn't be formal as hell, it's time for humor and irony. Even if you believe you're a bad writer today, you can learn to take your simple essay and transform it into something a lot more effective. Since you may see, the demand for essay writing appears not merely during your academic life but in the practice of entering a university along with applying for work. Even in case you take a notion from this kind of essay, make sure that you produce that idea in your words and cite some appropriate source. With too little information you're unable to put things into perspective, or have a look at the larger picture. Humor and irony will ensure it is a lot easier for your reader to process the info, giving a chance to have a brief break for the brain and relax a little. It's not difficult to find horror stories about taking the CTEL online. Such letter can help to bring the required relevance and enhances the probability of getting selected for the offer So, pay the desired attention to all the relevant characteristics of the given work and attempt to cover your professionalism at offering the efficient services. No matter that you select, you are going to be more prepared than I was. Indeed, spending time on writing an outline provides you a chance to save a whole lot whilst writing.

Challenges in Recruiting Workforce for Coca Cola-MyAssignmenthelp

Question: Write about theChallenges in Recruiting Workforce for Coca Cola. Answer: Introduction Coca Cola Company is one of the global leading companies that deal with manufacturing and distribution of beverages globally. The company was founded in the year 1882 and has a vision of being the best beverage entity in the international market by enhancing measures to ensure that the customers needs are put first (Rajput Kochhar, 2015). The companys main competitor is Pepsi Company. The main purpose of this report is to identify and analyze challenges that Coca Cola Company faces while recruiting employees who are also the main service givers in the company to the target consumers. As an international company that has relevantly developed and still developing company, it faces various challenges while recruiting the work force (Barbella, 2013). These challenges are a big deal and can affect the companys productivity hence recommend solutions are favorable to ensure the company stands still as it continues to grow. Body Challenges are difficulties that an organization, industry or company faces while carrying out its productivity activities. In our case, the challenges that the coca cola company faces when recruiting the workforce are severe and if not corrected it can result to them effecting negatively during productivity (Gondles, Maurer Bell, 2017). These challenges are mainly experienced in areas relating to labor supply or labor demand, organizational image, demographic issues and in the various recruitment strategies important to ensuring the workforce is complete. Some of the key challenges and their proposed recommendations are as follows; Labor Supply/Demand As a globally recognized and developed company, the rates of demand and supply varies with time thus a different work turn out also changes with time. This is a challenge to the companys human resource department as its not easy to understand the trending turnouts as the population grows from time to time. Increased demand calls for increased supply hence an increased labor force. The level at which the company produces its beverages relates to demand and supply of products that is required. Increased demand of the beverages in the market calls for more work force relevant to the producing unit (Samal Dehury, 2015). This might not be easy to access the required number of employees at a stated period of time with the required skills as it follows a given human resource and management structure of recruitment. As a result of inability of the company to produce the required amount, customers outcome may drop resulting to inability to retaining customers, reduced marketing abilities as the customers in most cases loose trust bestowed on the company, growth of the competitors who in return may decide to take all the customers (Rozman, Treven Lancer, 2016). Reduced supply of the products in the market results to loss of capital, customers as well as trust from the customers as well as other suppliers to the company. Recommendation The issue of varying tallies of demands and supply rates has been there for some time in the coca cola company as well as other developed and developing organizations. The main cause is lack of measures put in place all the times to carry out evaluations of the rate of supply and demand that is required at a specific time. This can be corrected by adopting the current evaluation tools to help detect the rates of demands and supply relating to both international and local markets. This can be done through one on one interviews with the target customers or through contents analyzation of the companys current data relating to supply and demand rates of increase and decrease. Organizational Image Organizational image is the impression by the stakeholders of a specific organization that its relevantly defined when the various stakeholders or people loose trust, dont belief in the firms beliefs and values. This mainly relates to the stakeholders cognitive ideas on how to classify the organization or company. Relating to workforce recruitment process, the level at which the company is viewed by the society is very important to consider (Hanauer Rolf, 2017). That is, being a major company in the international market and doing very well, the level of services given are of high standards that enhance the increasing number of customers for the respective brands. The main challenge is to ensure that the recruited workforce merge with the companys requirements for production and marketing as well as in relation to customers taste and preferences. Human resource department has a great role to ensuring that, the procedures involved in the process clearly consider the level of the stake holders perception about the company. If the perception is positive, the workforce recruited should be qualified enough to enhance and help maintain the image. In case of a negative organizational image or perception by the stakeholders, the human resource department should enhance a simple research on the required workforce to help improve the image (Ananthram Chan, 2013). As stated in the Abraham Maslows Theory Hierarchy of Needs, to understand the level of employees productivity one have to know how they can be motivated. the research carried out gives a view on what is important to the human resource department to only recruit the well qualified personnels and with related experience important in improving the situation and also know how the employees can be motivated. Recommendation The main challenge in this case is improving the companys image through the workforce recruited. This can be corrected by ensuring the human resource department is a well-developed and independent body of the company with the role to ensure the right personnels are relevantly recruited. The department should ensure that clear stipulations are clearly started with the appropriate skills needed to help maintain or improve the situation at hard. Positive organizational image is very important and should be maintained and enhanced respectively. The employees recruited should also be motivated to ensure that they deliver positively. This can be done by increasing loyalties and incentives important to them. Demographic Issues In the contemporary society today, the level at which demographic issues affects recruitment of workers in a given entity is relatively high (Koaka, 2011). This is because, generations are changing as well as their beliefs and values, the population is also ageing relatively and increased work place diversity. For coca cola Company, demographic issues in the recruitment process have proven to be a challenge as the company a global component. With the generation changing views about the past generation if they are in the present and the older generations having different views about the present one. Generally, the level at which the company is growing, the needs and desires of the different generations also varies. This is a challenge as the companys workforce is supposed to represent all the generations in the context to help address their needs respectively. Ageing workforce is also another demographic issue that affects the workforce of Coca cola company in that, the level at which the company is growing globally, it requires very active employees who have desires to be the best in the market. This proves a challenge in that the human resource management team can only look for the young and active personnels who in most cases lack the skills and experience required. Proving that only the ones with the ones with the required skills can be recruited where her old or young. The ageing workforce has also proved challenging as the companys workforce is limited since the old are leaving the scene hence reduced number of employees. Workplace diversity is also another challenge relating to recruitment process in the company. This means that the existing people in the society are from different ethnic backgrounds. This makes it a challenge for the company to identify the various needs of the target customers important in recruitment to only employ employees who can help in delivering to the needs of the customers who are diverse in the society (Kebaetse, Mokone, Badlangana Mazhani, 2016). The ability of an employee to deliver is influenced by ones personality, beliefs and values thus making. This makes it hard for the recruitment to identify the employees who exactly can deliver according to the customers needs and requirements. Business organizational theory states that, the level of business or organizational achievements relate to its ability to access the right workforce with ability to endorse all diversities important for organizational development. Recommendation Work place diversity challenge is mainly observed due to inability to communicate. Communication means with a heterogeneous set of personnel or target groups tend to be a challenge. This can be solved that, relevant organizational training is done prior work period to ensure that the employees placed in a certain position can be able to deliver. Also ensure that the communication means used are clear and uniform to everybody at the work place important to ensuring successful communication at work place. Alternatively, the company can carry out a research on the beliefs and values of the existing customers and fix them in their line of work especially the workforce importantly for effective service delivery to the esteemed customers. Recruitment Strategy Recruitment strategy refers to the process or measures put in place by an organization or company, relevant enough to help recruit the right personnel. These strategies include the means in which the company advertises the position that is vacant and the means by which the branding is done. Employer branding refers to the process by which the company seeking to employ or recruit personnels in certain sectors is promoted to a relevant and desired target group. The process by which the promoting process is carried out is challenging as not all the members of the target group can be interested (Christopher, Chiarella Waters, 2015). The skills required by the company also may not be found in the members of that target group as peoples desires vary with the lines of work they want to intervene through. The type of advertising of the recruitment process also is a challenge as one method used at a particular setting may not be favorable to the other. There are different types of advertisin g including, print media, broadcast, use of internet, direct marketing as well as use of support media (Hodges Howieson, 2017). All these types of advertisement vary from one sitting to the other, the method used in developed setting to advertise for the position may not be relevant to the other. This proves a challenge in reaching all the target groups. Various advertising theories approaches argue that, the level of understanding of an advertising aspect depends on the type of advertisement and the method used to reach the target group. Employers branding methods used should be positive and precise. Recommendation Employers branding is a key option for enhancing the companys perception by the target group. Favorable methods should be put in place to ensure that the information conveyed about the company is right and positive. Human resource management should ensure that the requirements of every position are clearly stated to prevent biasness that may occur. The type of advertisement put in place should be favorable to reaching all the target groups. This can be made possible by carrying out a research to acquire information on the best means that the information can be perceived by the society. This improves the levels at which information conveyed might be biased as the target group understands the information given. Conclusion Being a beverage company that is globally recognized, the means by which the recruitment processes are carried out in any given member country including Australia should be transparent. This is important to enhance trust and clarity on the activities carried out by the company. The various challenges observed during the recruitment process can be shunned off by ensuring all the measures put in place are relevant to the kind of work or services do be delivered by the work force. The level at which the information passed to the target group is perceived and understood depends on the methods used to convey the message. The human resource department is very crucial in an organization to help in carrying out the recruitment processes and other workforce related activities and should therefore be enhanced to function better. References Ananthram, S., Chan, C. (2013). Challenges and strategies for global human resource executives: Perspectives from Canada and the United States. European Management Journal, 31223-233. doi:10.1016/j.emj.2012.12.002 Barbella, M. (2013). World travels: companies must base their sourcing decisions on support services, partner expertise and workforce skill sets rather than solely on cost. Medical Product Outsourcing, (8), 52. Christopher, S. A., Chiarella, E. M., Waters, D. (2015). Can Generation Y nurses supply areas of shortage? New graduate challenges in today's job market. Australian Journal Of Advanced Nursing, (2), 36. Gondles, E., Maurer, K., Bell, A. (2017). A major challenge for corrections: national survey findings identify challenges in recruiting and retaining correctional health care professionals. Corrections Today, (1), 16. Hanauer, N., Rolf, D. (2017). Portable benefits for an insecure workforce: why Americans need portable benefits, what those benefits should look like, and how those benefits can be created and funded. The American Prospect, (1), 92. Hodges, J., Howieson, B. (2017). The challenges of leadership in the third sector. European Management Journal, 3569-77. doi:10.1016/j.emj.2016.12.006 Kebaetse, M., Mokone, G., Badlangana, L., Mazhani, L. (2016). Academic staff recruitment and retention challenges at the University of Botswana medical school. South African Medical Journal, (7), 730. doi:10.7196/SAMJ.2016.v106i7.10482 Koaka, O. (2011). A FIELD STUDY OF CHALLENGES FACED BY AGING WORKFORCE. Journal Of Yasar University, 6(24), 3913-3931. Rajput, N., Kochhar, R. (2015). Company values across generations: an empirical study of academic institutions. Abhigyan, (4), 51. Rozman, M., Treven, S., Lancer, V. (2016). Stereotypes of older employees compared to younger employees in Slovenian companies/Stereotipi o starijim zaposlenicima i njihova usporedba s mladim zaposlenicima u Slovenskim poduzecima. Management: Journal Of Contemporary Management Issues, (2), 165. Samal, J., Dehury, R. (2015). Challenges faced by health workers in providing maternity management and family planning services in Assam. Journal Of Health Research And Reviews, (3),

Organizational Behavior †Motivation Essay Example Essay Example

Organizational Behavior – Motivation Essay Example Paper Organizational Behavior – Motivation Essay Introduction MGMT 2008 – Organisational Behaviour Motivation Theory Throughout the Caribbean, managers are continually challenged to motivate a workforce to do two things: work towards helping the organization achieve its goals, and to work towards achieving their own personal goals. In order to successfully do this, they must first properly understand the concept of motivation. The Webster’s New Collegiate Dictionary defines a motive as â€Å"something (a need or desire) that causes a person to act. Motivation, in turn, is defined as the act or process of providing a motive that causes a person to take some action. In most cases motivation comes from some need that leads to behavior that results in some type of reward when the need is fulfilled. Thus, managers have the responsibility of making employees willing to exert high levels of effort, sufficient to achieve their personal needs as well as the organisation’s goals. Psychologists have studied human motivation extensive ly and have derived a variety of theories about what motivates people. These include theories that focus on motivation being a function of 1) employee needs of various types, 2) extrinsic factors, and 3) intrinsic factors. One major needs-based theory was that of Abraham Maslow which focused on satisfying the needs of employees to keep them motivated. Maslow (1954) proposed a hierarchy of needs that progresses from the lowest, subsistence-level needs to the highest level of self- actualization. Once each level has been met, the theory is that an individual will be motivated by and strive to progress to satisfy the next higher level of need. Basically this hierarchy suggests that people are motivated to fulfill basic needs before moving on to other, more advanced needs. This hierarchy is most often isplayed as a pyramid with the most basic needs at the lowest levels of the pyramid, while the more complex needs are located at the top. Those needs at the bottom of the pyramid are basic physical requirements including the need for food, water, sleep, and warmth. Once these lower-level needs have been met, people can move on to the next level of needs, which are for safety and security. Organizational Behavior – Motivation Essay Body Paragraphs As people progress up the pyramid, needs become increasingly psychological and social. Soon, the need for love, friendship, and intimacy become important. Further up the pyramid, the eed for personal esteem and feelings of accomplishment take priority. Maslow emphasized the importance of self-actualization, which is a process of growing and developing as a person in order to achieve individual potential, located at the tip of the pyramid. Maslow believed that these needs are similar to instincts and play a major role in motivating behavior. Physiological, security, social, and esteem needs are referred to as deficiency needs (also known as D-needs), meaning that these needs arise due to deprivation. Satisfying these lower-level needs is important in order to avoid unpleasant feelings or consequences. The highest-level of the pyramid was termed as growth needs (also known as being-needs or a-needs). Growth needs do not stem from a lack of something, but rather from a desire to grow as a person. Frederick Herzberg (2003) and his ‘Two Factor Theory further modified MasloWs needs theory and consolidated down to two areas of needs that motivated that deal with Job context and lead to Job dissatisfaction (company policy and administration, supervision, interpersonal relationships, working conditions, salary, status, and security); while motivators are those factors that deal with Job content nd lead to Job satisfaction (achievement, recognition for achievement, the work itself, responsibility and growth or advancement). Herzberg’s findings revealed that certain characteristics of a Job are consistently related to Job satisfaction, while different factors are associated with Job dissatisfaction. The conclusion he drew is that Job satisfaction and Job dissatisfaction are not opposites. The opposite of satisfaction is no satisfaction and the opposite of dissatisfaction is no dissatisfaction. Remedying the causes of dissatisfaction will not create satisfacti on. Nor will adding the factors of Job satisfaction eliminate Job dissatisfaction. In order to adequately motivate employees, managers must first removed the sources of Job dissatisfaction and subsequently and those of satisfaction. The search for needs- based motivation theories also leads to McClelland’s Acquired Needs Theory, which surrounds the idea that needs are acquired throughout life. That is, needs are not genetic, but are learned or developed as a result of one’s life experiences (McClelland, 1985). This theory stipulates that there are three major types of needs, hich are the need for achievement (which emphasizes the desires for success, for mastering tasks, and for attaining goals); the need for affiliation (which focuses on the desire for relationships and associations with others); and, the need for power (which relates to the desires for responsibility for, control of, and authority over others). All of these theories approach needs from a somewhat dif ferent perspective and are helpful in understanding employee motivation on the basis of needs. However, other theories of motivation also have been posited and require consideration by managers in compiling motivational strategies. Another approach to understanding motivation focuses on external factors and their role in understanding employee motivation. Best known for this is B. F. Skinner’s (1953) Reinforcement Theory which studied human behavior and proposed that individuals are motivated when their behaviors are reinforced. His theory is comprised of four types of reinforcement. The first two are associated with achieving desirable behaviors, while the last two address undesirable behaviors. Positive reinforcement’ relates to taking action that rewards positive behaviors; ‘avoidance learning’ occurs hen actions are taken to reward behaviors that avoid undesirable or negative behaviors. This is sometimes referred to as negative reinforcement. ‘Pu nishment’ includes actions designed to reduce undesirable behaviors by creating negative consequences for the individual; and, ‘extinction’ represents the removal of positive rewards for undesirable behaviors. Theories that are based on intrinsic factors focus on internal thought processes and perceptions about motivation. Examples of these kinds of theories include Adam’s Equity Theory which proposes that individuals are otivated when they perceive that they are treated equitably in comparison to others within the organization (Adams, 1963); Vroom’s Expectancy Theory which addresses the expectations of individuals and hypothesizes that they are motivated by performance and the expected outcomes of their own behaviors (Vroom, 1964); and, Locke’s Goal Setting Theory which hypothesizes that by establishing goals individuals each of these theories deals with a particular aspect of motivation, studies have found it unrealistic to address them in isolation, since these factors often do come nto play in and are important to employee motivation at one time or another. Other approaches to motivation are driven by aspects of management, such as productivity, human resources, and other considerations. The most famous theory in this regard is McGregor’s Theory X and Theory. Created by Douglas McGregor, this approach again draws upon the work of Herzberg and develops a human resources management approach to motivation. This theory first classifies managers into one of two groups. Theory X managers adopt an authoritarian style and generally believe that the verage person dislikes work and will avoid it he/she can; therefore most people must be forced with the threat of punishment to work towards organisational objectives; and the average person prefers to be directed, to avoid responsibility, is relatively unambitious, and wants security above all else. Theory Y managers, on the other hand, take a participative management app roach and believe that effort in work is as natural as work and play; people will apply self-control and self-direction in the pursuit of organisational objectives, without external control or the threat of unishment; commitment to objectives is a function of rewards associated with their achievement; and people usually accept and often seek responsibility. Altogether, whilst all of the aforementioned theories are helpful in understanding management and motivation from a conceptual perspective, it is important to recognize that most managers draw upon a combination of needs, extrinsic factors, and intrinsic factors in an effort to help motivate employees, to help employees meet their own personal needs and goals, and ultimately to achieve effectiveness and balance within the rganization. Managers should take into account most of the aspects upon which these theories focus, namely expectancy, goal setting, performance, feedback, equity, satisfaction, and commitment for example, when they are developing a motivational strategy for their employees. The literature which surrounds motivation theory suggest a wide range of strategies for managers to implement in seeking to help motivate employees. First off, managers should expect the best from their employees as persons tend to live up to the expectations they and others have of them. (Manton, 2005, p. 292). They should also seek to reward desired behaviours and ensure that rewards are not given for undesirable behaviors and be sure to use many different types of rewards to achieve the desired outcomes (Manton, 2005, p. 295). Allowing subordinates to take responsibility for their own motivation is another strategy. This can be achieved by managers taking steps to deal with problem employees, to understand employees’ needs, to determine what motivates their employees, to engage employees in the problem-solving process, and to really work hard at resolving, rather than ignoring, difficult employee problems (Ni cholson, 2003). Additionally managers show seek to play to the employees’ strengths, promote high performance, and focus on how they learn. This requires them to know what their employees’ strengths and weaknesses are, to find out what will be required to get specific employees to perform, and to understand how to capitalize on the ways those employees learn as an alternative method of encouraging and motivating them (Buckingham, 2005). Motivating an employee is a delicate task. Caribbean managers effectively put them in practice. Should these managers place more focus on roviding their employees with sufficient extrinsic rewards for desired performances, there is an increased likelihood that said employees will become motivated. However, creating an environment which facilitates employees’ satisfaction of intrinsic needs, is equally as important in motivating employees and keeping them motivated. References The Webster’s New Collegiate Dictionary Herzber g, F. (2003, January). One more time: how do you motivate employees? Harvard Business Review. Locke, E. A. , Latham, G. P. (1990). A theory of goal setting and task performance. Englewood Cliffs, NJ: Prentice-Hall. Maslow, A. H. 1954). Motivation and personality. New York: Harper Row. McClelland, D. C. (1985). Human motivation. Glenview, IL: Scott, Foresman. Skinner, B. F. (1953). Science and human behavior. New York: Macmillan. Vroom, V. H. (1964). Work and motivation. New York: Wiley. Adams, J. S. (1963, November). Towards an understanding of inequity. Journal of Abnormal and Social Psychology. Manton, J. (2005). From management to leadership. San Francisco: Jossey-Bass. Nicholson, N. (2003, January). How to motivate your problem people. Harvard Business Review. Buckingham, M. (2005, March). What great managers do. Harvard Business Review. We will write a custom essay sample on Organizational Behavior – Motivation Essay Example specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Organizational Behavior – Motivation Essay Example specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Organizational Behavior – Motivation Essay Example specifically for you FOR ONLY $16.38 $13.9/page Hire Writer